The EPG Connection

Emerson Personnel Group and PROXUS Partner to Deliver Enhanced Solutions for Hiring HR Professionals

Fort Washington, PA – June 25, 2008 — Emerson Personnel Group (EPG), Cherry Hill, a leading recruitment and staffing firm with over 35 years of industry experience and PROXUS, Fort Washington, a leading provider of human resource, payroll and benefits services, have announced the formation of a partnership designed to help companies find high-performing HR professionals on a direct hire or interim basis.

By combining the recruitment process efficiency of EPG with the in-depth HR knowledge of PROXUS, companies throughout the Delaware Valley will significantly benefit from their proven experience. Their combined knowledge and expertise in the area of custom fitting the right candidate to each company’s corporate philosophy is unmatched in the recruiting industry.

“I was extremely excited to hear about the recent partnership of Emerson Personnel Group and PROXUS for the job placement of Human Resource professionals in the greater Delaware Valley region. Both companies have sterling reputations and both are very well known throughout the region’s HR community. By joining forces I have no doubt they will be able to better serve both HR professionals and those companies looking for top HR talent.” ~ Craig Kreismer, HR Director of Association Headquarters, Mount Laurel, NJ

The HR staffing services offered as a result of this new partnership will be exclusive to South Jersey-based EPG. Multi-level HR positions encompassing HR Managers and Directors, to Benefits Coordinators and HR Assistants will be available for project-based work, interim assignments as well as direct hires.

About Emerson Personnel Group (EPG)
Emerson Personnel Group, based in Cherry Hill, NJ has been successfully providing recruiting and placement services to companies and candidates since 1971. Whether the search is for temporary, temp to perm, or permanent positions, EPG works with companies throughout the Delaware Valley to develop solutions to address their administrative, accounting and finance, IT and human resource staffing needs. For more information, visit them online at www.emersonpersonnel.com or call 1-800-875-9180.

About PROXUS
PROXUS was formed in 2005 as a joint venture between Granatt HR, a human resource management and consulting firm and Professional Payroll Solutions, a proven provider of payroll administration solutions. PROXUS is based in Fort Washington, PA and has 40 employees who are payroll, human resource and benefits professionals. They currently serve over 500 companies that span a wide range of industries and markets, including retail operators, educational institutions, manufacturing facilities, professional service firms and health care organizations. For more information, visit them online at www.proxushr.com or call 215/654/9140.

Personal Information

Name: Mitzi Sacks

Title: Human Resource Executive Recruiter

Education: Temple University

First Job: Ever? Lifeguard was my first job until after college when I started my career as a High School English teacher

Little-known fact about you: I lived in Japan as a nanny for an American family who was working with the Glaxo-Welcome merge. The woman I worked for wrote a book about this time in our life, which came to a close after the Kobe earthquake. I also lived 2 summers in Israel!

Home: Mt. Laurel, NJ

Business Philosophy

Essential business philosophy: Listen, Learn, and Deliver!

Goal yet to be achieved: Becoming Emerson’s Top Producer!

Mentor: I am fortunate to have a wide scope of women leaders and mentors within my personal and professional network. Through them, I am constantly learning how to become a better business woman who leads by example.

True Confessions

Word that describes you: FUN!

Like best about your job: I have been given an amazing opportunity to develop my career alongside an amazing team!

Like least about your job: Having to tell someone they didn’t get a job they really wanted.

The most important lesson you’ve learned: In many ways, I am not a patient person. Patience, tenacity and determination are keys to success, alongside a good dose of humility and courage.

Life motto: Life is a journey and we are all learning!

Pet Peeve: Incorrect grammar

First choice in a new career: I’d love find a way to combine my skills in recruiting, education and development!

Greatest extravagance: Travel!

Et Cetera

Favorite movie: Sex and the City!

Favorite restaurant: Any of Steven Starr’s restaurants!

Favorite vacation spot: Anywhere I’m able to relax and decompress in a bathing suit

Favorite room in the house and why: Kitchen….it’s a place for good conversation, good food, and a place where people are together

Favorite way to spend free time: Spending time with my amazing husband!

When should Section 1 of Form I-9 be completed?
Each newly hired employee (an employee who has accepted the position) should complete and sign Section 1 no later than the first day of employment, regardless of his or her immigration status.

When should Section 2 of Form I-9 be completed?
Employers must complete and sign Section 2 of Form I-9 within 3 business days of the employee’s first day of employment. If the employment relationship will last less than 3 days, then the employer must verify work authorization and complete Section 2 no later than the first day of employment.

What documents must the employee present?
The employee may provide the documents they choose from those listed on the most recent Lists of Acceptable Documents, which can be found on the I-9 form. The employee must present one document from List A, or two documents—one from List B and one from List C:

• List A (documentation establishing both identity and authorization to work)
• List B (documentation establishing only identity)
• List C (documentation establishing only authorization to work)

The employer must physically examine the documentation establishing identity and employment authorization the employee presents. In certain instances, the employee may use receipts in lieu of original documents in the Form I-9 process. For example, if an individuals document has been lost, stolen, or damaged, then he or she can present a receipt for the application for a replacement document. The replacement document must be presented to the employer within 90 days of hire, or, in the case of re-verification, the date employment authorization expires. For more information on the receipt rule, see the M-274, Handbook for Employers. (Note: A receipt for an application for an initial or renewal USCIS Employment Authorization Document (EAD) filed on a Form I-765, Application for Employment Authorization, is not acceptable for Form I-9 verification purposes.)

When should Section 3 of Form I-9 be completed?
Employers should complete Section 3 of Form I-9 when updating and re-verifying the employment authorization of an employee whose previous valid authorization has expired. Section 3 does not apply to employees who are U.S. citizens or permanent residents. (Note, however, that the receipt rule applies to temporary evidence of permanent resident status, and will need to be re-verified.) Section 3 should only be completed when the employee indicates that he or she is an alien authorized to work until a certain date in Section 1 of the I-9 form. For example, when a USCIS EAD is scheduled to expire, the employer must re-verify that the employee has renewed his or her authorization to work. The employee can choose which documents to provide from the Lists of Acceptable Documents on the I-9 form.

Except for employees who are U.S. citizens or permanent residents, employers should reconfirm the employment authorization of every employee who has presented evidence of work authorization that contains an expiration date.

What if the employee only has temporary work authorization?
An employee who has been issued temporary work authorization must produce proof of continued work authorization no later than the expiration date.

Can I tell a potential employee what documents to present for employment authorization?
No, an employer cannot tell an employee what documents to present for Form I-9 purposes. Employers should direct the Employee to the Lists of Acceptable Documents on the Form I-9. If an employee presents a document that is not on the Lists of Acceptable Documents, an employer should ask for additional proof of identity and/or employment authorization.

How do I know if a document is genuine or false?
An employer is not required to know with absolute certainty whether a document is genuine or false. The law requires that an employer examine the original document (not a photocopy) and make a good-faith determination that the document:

• Appears to relate to the employee
• Appears to be genuine
• Is included in the Lists of Acceptable Documents on Form I-9.

Please note that rejecting a document that later proves to be genuine could result in a violation of the anti-discrimination
provisions of immigration law, so employers should guard against being overzealous in their inspection of documents the employee presents.

Can photocopies be accepted?
No, employees must present original documents. The only exception is that a newly hired employee may present a certified copy of a birth certificate.

How long should I-9 forms be retained?
I-9 forms should be retained for 3 years after the date of hire, or 1 year after the date employment ends, whichever is later.

How can I get more information about Form I-9?
The M-274, Handbook for Employers, contains the instructions for completing Form I-9. Both Form I-9 and the handbook can be downloaded from our website at www.uscis.gov. We also have additional information about Form I-9 on our website under “About Form I-9 and E-Verify.”

For more information on I-9 Compliance, please visit www.uscis.gov.

How Much Do You Want to Earn? …Handling Salary Questions During the Interview

Many candidates lose a job opportunity by negotiating salary too soon…and they don’t even realize it. The employer asks what you are looking for and you answer with a specific number. Yikes! Once you quote a specific salary, you have started the negotiations. Perhaps you quoted too low, and now they wonder if you are really qualified. Or, they do want to make you an offer but now they can keep you at the low end of the potential range. Even worse, you may have quoted too high, and they may already eliminate you from consideration.

How to prepare? First, understand that salary is only one aspect of your total compensation. Determine in advance, what your total needs are including salary, vacation, benefits, commuting costs, etc. Decide where you are able to be flexible. How to answer? First, ask the employer what the salary range is for the position and you can then affirm (or not!) that the range is within your ballpark. Of course, they may not be willing to provide that information to you. Alternatively, you can state that you would like to be paid fairly for the level of the position and try to avoid further discussion about it until an actual offer is on the table. Also, you can quote a salary range that you are looking for, based on the determination of your needs. You can do some research (try www.salary.com) to see what average salaries are for your position and level, and now you will have factual info to quote to the employer as to what ranges for your level are. Let them know that the acceptable salary offered will be influenced by what is included in the rest of the compensation package. Remember, keep a poker face during these discussions and always let them know how excited you are about the position itself.

Congratulations to our May 2008 employee of the month, Anna McHenry. Anna registered with us in August of 2007. That same month we sent Anna to the Vital Statistic department of a local municipality to work part time. They were very pleased with her and extended her assignment for nearly two months. Our client never forgot the good job that Anna did, and when they had a full time need in their tax department, they requested she return. Anna started in the tax department on February 1, 2008 and is still there. Great job Anna!