Kevin Stone

Summer has become a key marker for labor law changes impacting staffing operations. Mid-year labor law shifts can catch staffing firms off guard. Stay informed and complaint as states roll out expanded leave policies, background checks, and more. Stay informed: https://bit.ly/3GdjzmJ #StaffingLeadership #EmployementLaw #TRICOM

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Because the best results come from customized solutions built around your workforce needs — and that’s exactly what we deliver at JIT Staffing 👇 At JIT Staffing, we specialize in supporting manufacturing, distribution, and administrative operations across Illinois with flexible, compliant, and cost-effective hiring solutions. 🔹 Direct Hire 🔹 Evaluation Hire 🔹 Traditional Staffing 🔹 Flexible Staffing Solutions 🔹 Payrolling Services With a strong recruiting team and full HR support, we handle everything from onboarding and payroll to compliance and workers’ compensation — so you can stay focused on running your business.

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🌟 Fueling the Workforce of Southern Indiana & Western Kentucky! 🌟 Manpower Evansville, IN and Owensboro, KY are proud to be the go‑to staffing partners for businesses that are growing, innovating, and ready to level up their teams. Our region is booming — and we’re here to make sure employers have the talent they need to keep moving forward. Across both locations, we support a wide range of industries, including: Manufacturing & Production Warehouse & Logistics Skilled Trades Engineering & Technical Roles Healthcare & Clinical Support Administrative & Clerical Customer Service & Call Centers Professional & Office Support And we offer flexible, scalable workforce solutions designed to meet you where you are: ✨ Temp-to-Hire — Build your team with confidence ✨ Contract & Project Staffing — Stay agile during peak seasons or special projects ✨ Direct Hire Recruiting — We find the right talent so you can focus on running your business ✨ Onsite Workforce Management — Ideal for high-volume environments ✨ Customized Hiring Strategies — Tailored to your goals, culture, and timeline What makes us different? We’re local experts backed by global strength — delivering quality candidates, strong partnerships, and staffing solutions that actually work. If your business is ready to grow with a partner who understands the region’s talent landscape, we’re here to help you make it happen. 💬

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Federal contract ramp-up on a tight timeline? One government partner used Adecco’s #StaffingStrategy to launch quickly, stay audit ready, and hit all performance targets without any service disruption. If high volume hiring and operational excellence are priorities, this approach is worth a look: https://adecco.ws/3RzYwg7

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Did you know some recruiters spend as little as six seconds scanning a resume? That’s not a lot of time to make a positive impression. Learn how to write a resume that captures a recruiter’s attention and increase your chance of getting an interview: https://kfrc.co/4aLYslP   

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Choosing between EOR and PEO services? The decision directly impacts your ability to scale and manage compliance risks. Key differences: • EOR = Legal employer of contingent workers • PEO = Co-employment for permanent employees • EOR = Global reach without entity setup • PEO = Requires local business registration Most organizations with contingent workforce needs find EOR services provide the flexibility necessary for growth. Get expert guidance on which solution fits your business: https://hubs.ly/Q03JjK4n0 #WorkforceSolutions #EOR #PEO #HRStrategy

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🎆 Compliance-First Hiring Starts Here 🎆 For companies managing permanent staffing through the PERM Labor Certification Program (PERM) regulated by the U.S. Department of Labor (DOL), advertising isn't just a checkbox—it’s a necessary step in order to complete all your requirements. At ECH Immigration, we specialize in compliant recruitment advertising to keep you audit-ready and strategically ahead. Regulations matter. You send us your ad text and a list of mediums, and we’ll take it from there! We’ll make sure the correct newspapers are chosen to satisfy DOL requirements, we’ll work with our awesome radio contacts to get single ads aired, we’ll post on Jobvertise, IEEE, and help with SWA posting. Whatever you need, you can count on us to make sure we’re advertising correctly. Here are some ways we go the extra mile for you and your clients: ✔️ Ad abbreviation: If you’d like, we are happy to abbreviate print ad text using standard abbreviations to help keep costs down. ✔️ Newspaper discounts: Sure, you could reach out to the papers and place ads yourself, but why do that when we can do it for you, and at a discount? Our agency discount ensures that you and your clients get the best advertising rates around, in some of the biggest papers in the country. ✔️Personalized SWA help: We’re not magicians, but we can work some SWA *magic* - each state has its own site and all of them have their own little quirks. We’ve gotten really good at helping clients through some confusing and sticky situations so you can make sure your job order is posted on time and correctly. ✔️ Documentation ready for audit: If the DOL audits your process, you’ll need full records — job ads, postings, timelines, resumes, rejection explanations. We store your tearsheets, screenshots of job postings, and radio logs in a secure Google Drive folder that you can have access to 24/7. Stay tuned over the next few days while we dive deeper into each of these points, so you can see how ECH can work for you!

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Salary benchmarking for 2026 is here! Our latest SR Staffing Salary Guide for midsize, boutique and regional law firms includes: ✔️ up‑to‑date salary benchmarks ✔️ hiring and retention trends ✔️ market insights shaping 2026 Download the guide here: https://lnkd.in/edfKCWaz #SRStaffing #SalaryGuide #USLaw

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Looking for a contract staffing agency but not sure what to look for?  We’re here to give you some advice on how to choose the right staffing agency by assessing their metrics, pay rates, compliance risks and more.  If you want to find the right contract staffing agency without wasting your time or money, this article is for you. Read here: https://lnkd.in/ezhzBhhD  

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Proud to partner with Siskind Susser, P.C.- Immigration Lawyers and to recognize the impactful work of Elissa Taub in supporting healthcare employers and IMGs during an increasingly complex and challenging time for immigrants. Employers benefit from the diverse perspectives and skills #IMGs bring to patient care and the communities they serve, and trusted partnerships like this help organizations navigate uncertainty while remaining compliant and competitive. Learn more about Siskind Susser here: https://lnkd.in/egug4R6K #RecruitHireHeal #HealthcareWorkforce

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FLSA Overtime Classification for Recruiters A major 2026 federal ruling says many staffing‑firm recruiters must receive overtime pay. This challenges how staffing agencies classify internal employees. Key Case - Federal Court Denies FLSA’s Administrative Exemption for Staffing Recruiters - U.S. District Court (W.D. Pennsylvania), Feb 11, 2026 - Court ruled IT staffing recruiters do not qualify for the administrative exemption and are entitled to overtime pay. - Reason: Recruiters perform production work, not administrative decision‑making. - This ruling could trigger audits, lawsuits, and reclassification across the staffing industry. Why it matters - Staffing firms may need to: - Reevaluate job descriptions - Adjust pay structures - Prepare for potential back‑pay claims - Update FLSA compliance policies 2. Tax Law Shifts That Could Affect Staffing Companies Several high‑impact tax cases are moving through appeals and could reshape how businesses—including staffing firms—handle tax planning and compliance. Key Tax Case to Watch - Liberty Global v. United States - Focus: Economic Substance Doctrine under IRC §7701(o) - Issue: Whether courts must apply the strict two‑part test (objective economic effect + non‑tax purpose). - Impact: Could affect how staffing companies structure transactions, deductions, and tax‑planning strategies. Why it matters - Staffing firms using complex tax structures, credits, or multi‑entity setups may face: - Stricter IRS scrutiny - Higher compliance burdens - Potential disallowance of tax benefits Tax Court Trends & Reporting The U.S. Tax Court continues to release annual reports and appellate statistics that highlight enforcement priorities. - Recent reports include FY 2026–2027 budget justifications and appellate summaries. Why it matters - Helps staffing businesses anticipate: - IRS audit focus areas - Shifts in tax‑court interpretations - Compliance expectations

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A poorly managed workers’ comp claim doesn’t just cost money — it creates liability. Our BPO team manages workers’ compensation for industrial partners where injury risk is real and compliance requirements vary by state. That state-specific piece matters — reporting timelines, documentation standards, medical panels, wage calculations, and return-to-work rules are not one-size-fits-all. Mary coordinates directly with the client’s broker to ensure proper guidelines are followed from the first incident report through claim resolution. Every step is tracked. Every deadline is met. Every requirement is documented. When renewals come due, we help secure competitive rates by maintaining clean processes, accurate reporting, and proactive claims management. Employees understand the process when injuries occur. The company stays compliant with state regulations. Claims move efficiently because someone is accountable from start to finish. Having a partner who understands both operational risk and state-specific compliance isn’t optional — it’s critical. If your team would like to discuss Workers’ Compensation management or broader Human Resource Process Outsourcing (short- or long-term), reach out to Mary Patrico at mpatrico@sparkcompanies.com. #WorkersComp #SafetyFirst #BPO Spark Companies Spark Talent Acquisition, Inc.

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Streamlining the interview process allows insurers to better meet their candidates’ expectations and to achieve better hiring outcomes. Read more about the importance of interview timelines in this Jacobson blog.

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𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝘀 𝗗𝗼𝗻’𝘁 𝗛𝗮𝘃𝗲 𝘁𝗼 𝗕𝗲 𝗖𝗼𝗺𝗽𝗹𝗶𝗰𝗮𝘁𝗲𝗱 Yes, you need contracts. No, they don’t have to be 40 pages long to start. What matters most: • Clear rates and payment terms. • Clear responsibilities and expectations. • Clear cancellation and replacement rules. If you want to understand the basic parts of a staffing contract (in plain language), follow this page and comment **more**.