They share any information that’s available concerning our business or things that might affect our business. And I think they also are very effective in helping you understand why you need to look at things differently if you’re not looking at them the right way.
- Tanya Henry, Executive Director, Milwaukee Careers Cooperative


We are constantly on the alert for all the latest industry news, legislative updates, trends and more that could possibly impact your staffing business. Our president and CEO, Julie Ann Bittner, also shares her insights on the staffing industry in her message (link below). And when we don’t see information about a topic we feel is critical for you to know, we create it ourselves to share in our monthly email.

Press Room

The American Staffing Association provides a monthly legal update called the ASA Legal Line. This series features a member of the ASA legal team who addresses critical legal, regulatory, and legislative topics that may have a direct impact on your staffing business.

The latest ASA Legal Line installment featured Senator Rob Portman’s “Back-to-Work Bonus Program,” which is a business friendly alternative to the weekly pandemic payment program (Federal Pandemic Unemployment Compensation).

Toby Malara, ASA government affairs counsel, updated members on Senator Rob Portman’s “Back-to-Work Program,” which is a business-friendly alternative to the weekly pandemic payment program (Federal Pandemic Unemployment Compensation) and urges your support of this legislative proposal.

In July’s installment of ASA Legal Line, Malara discussed that one of the major provisions of the CARES Act signed into law in April 2020 was the creation of an additional federal $600 weekly pandemic payment, known as Federal Pandemic Unemployment Compensation, for those individuals receiving unemployment benefits.

With workplaces in some areas starting to reopen after the loosening or lifting of COVID-19 restrictions, health experts are claiming that workers will return to a different type of workplace than which they had previously known. While social distancing and other factors will impact how organizations function, recent protests regarding race and equality may also play a role in shaping how organizations move forward.

Diversity and inclusion training is not new. Nearly 85 percent of Fortune 500 companies have some form of diversity and inclusion practices. What may be new in some companies is how to address these concerns and move forward in a way that allows all employees to feel valued for their unique talents and who they are.

How as business owners and managers do we do this? How do we build environments where employees feel like they belong?

In Tom Erb’s “Selling in a Crisis” webinar, he reviewed the silver linings that come with every downturn. These range from scarce, marketable talent becoming available, to the thinning of competition, how recruiters’ value as experts increases, and more.  

In times of crises, many businesses tend to panic, leading to poor decisions. Often the panic will lead business owners to stop selling and recruiting as well as slash expenses – all of which leads to decisions creating negative impacts on the business. Owners are left unprepared for the inevitable rebound.

The best course of events in the time of crises is to maintain focus and continue to sell, but tone down the message. It’s important to remember that people don’t want to be “sold,” especially now. As Jeffrey Gittomer says, “People love to buy, but hate to be sold to.”

Not only are prospects getting bombarded, they’re stressed out because of the uncertainty in the business climate, have guilt because they may be laying people off, and are worried about their families and staff.