Contact the company and explain your needs. The search firm will advise whether or not they have the ability to fill the mandate presented.
There are two types of approaches in the executive search scenario:
Contingency approach: The client pays an agreed-upon fee, after a placement is made.
Retainer approach: The client retains the search firm, usually at a pre-determined fee, and pays the fee regardless of the outcome of the placement.
If the candidate does not work out, simply notify the staffing company with the reason and the company will work to find a suitable candidate. Most agreements have a trial period.
The WSIB (or WCB) will apply. Your workplace insurance entitles you to a range of benefits. The benefit most people are familiar with is the replacement of earnings you lose while disabled by workplace illness or injury (benefit for loss of earnings), but a number of other WSIB benefits are available to you:
- Benefit for Loss of Earnings (LOE)
- Benefit for Non-Economic Loss (NEL)
- Loss of Retirement Income (LRI) Benefit
- Benefit for Future Economic Loss (FEL)
- Health Care Benefits
- Health Care Equipment and Supplies
- The Occupational Disease and Survivor Benefits Program
- Benefits for Seriously Injured Workers
- Compensation Amounts for Survivors
The staffing company is the Employer of Record and is responsible for all deductions and employer responsibilities.
“Mark-up” is a misleading term. Of the total amount charged, most of the amount will go directly to the employee’s wage. Because the staffing company is the Employer of Record, they are responsible for all employer premiums, WSIB and payroll source deductions that employers must pay. This amount can equate to over seventy-five per cent of the employee’s take-home wage.
It is difficult to generalize the time it may take to place a professional. Depending on the urgency of the situation, member-companies can be very quick at finding a suitable candidate. However, it may take a longer period of time, if there are stringent stipulations that must be met.
When working with ACSESS member-companies, employers can be sure that companies are professional and legitimate.
Again, checking to ensure the company is an ACSESS member will alleviate any uncertainty.
Unless there is reference to something illegal or discriminatory against the employee, as a rule, employers are not to get involved in the relationship of an employee of a staffing company. If the employer feels compelled, he or she may make mention of the employee issues with the staffing company so that the situation can be remedied accordingly. The employer can also contact ACSESS.
If the complaint is legitimate, listen to the employee and attempt to provide a resolution for the problem. If the situation is related to safety, the employer is legally responsible to remedy the situation.
