Page 27 - BusinessWest January 8, 2024

EMPLOYMENT AGENCIES LISTED ALPHABETICALLY
COMPANY
OFFICES (LOCALLY)
TOP LOCAL OFFICER
PRIMARY SPECIALTIES
PASCOE WORKFORCE SOLUTIONS
1680 Riverdale St., West Springfield, MA 01089
(413) 209-9485; www.pascoeworkforcesolutions.com
PREMIERE STAFFING
208 Race St., Suite 104, Holyoke, MA 01040 (413) 552-3333; www.premierestaffing.biz
RELIABLE TEMPS INC.
630 Silver St., Suite 9A, Agawam, MA 01001 (413) 786-9941; www.reliabletemps.com
ROBERT HALF TALENT SOLUTIONS
One Monarch Place, Suite 1820, Springfield, MA 01144 (413) 732-8464; www.officeteam.com
SNI COMPANIES
14 Bobala Road, First Floor, Holyoke, MA 01040 (413) 887-6400; www.snicompanies.com
SPHERION STAFFING
51 Park Ave., Suite 7, West Springfield, MA 01089 (413) 781-4120; www.spherion.com/westspringfield
SUMMIT CAREERS INC.
85B Mill St., Springfield, MA 01108
(413) 733-9506; www.summitcareersinc.com
SUNSHINE VILLAGE
75 Litwin Lane, Chicopee, MA 01020 (413) 592-6142; www.sunshine.us
VIABILITY
5 Franklin St., Northampton, MA 01060 (413) 584-1460; www.viability.org
WORK OPPORTUNITY CENTER INC.
73 Market Place, Springfield, MA 01103 (413) 786-8830; www.wocinc.org
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executive who has worked for one of your competitors for the last decade. What if that person brings spread- sheets or other documents with sensitive information about his former employer’s top accounts? If handled improperly, this could expose the new employer to legal risk for misappropriation of trade secrets and unlawful inference with business relationships. Simi- larly, if new employees try to recruit their former col- leagues or contact former clients to drum up business in violation of anti-solicitation provisions, this could create legal risk for the new employer.
On the other hand, businesses need to take steps to protect their own confidential business informa- tion from disclosure into competitors’ hands. This can (and should) be addressed during the onboard- ing stage. First, new employees should be instructed in writing not to take any documents, data, or other sensitive business information with them when they leave their former employer. In addition, new employ- ees who have access to your confidential information should be required to sign agreements confirming they will not take or otherwise misappropriate your sensitive data.
BusinessWest
Temporary and direct-hire positions in administrative, IT, legal, medical, human resources, accounting, engineering, light industrial, customer service/call centers, manufacturing, and marketing
Temporary, temp-to-hire, direct hire; payrolling
Temporary, temp-to-hire, and direct-hire services for clients in Hampden, Franklin, and Hampshire counties; specialties include manufacturing, technical, clerical, and others
Placement of highly skilled office and administrative support professionals on a contract and contract-to-full-time basis
Professional placement in the areas of accounting, finance, banking, administration, legal support, and technology; staffing solutions include temporary work, temp-to-full-time assignments, and full-time placement
Temporary, temp-to-hire, full-time placement, and professional outsourcing of accounting, clerical, light industrial, and technical staff
Specializes in medical, dental, administrative, light industrial, distribution, and executive placement
Provides area businesses with skilled, dependable workforce through individual or group placement
Alternative staffing solution with a social mission for area employers; human-service organization specializing in job training, job placement, and on-the-job support for individuals who are disadvantaged or disabled
Offers employement in the community and vocational training; light industrial assembly; capable of bringing production crews to other places of business
1 Brian Pascoe
Elisabel Sheehan 3 Ernie Whitney
2 Joseph Ascioti
1 Ed Piekos
1 Candida Canepa
1 Kristi Silva
1 Bryan Picard
9 N/A
12 Colleen Holmes
4 Mary Akers
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Onboarding
These are commonly referred to as non-disclosure agreements, or NDAs. If your employees have access to sensitive or confidential business information as part of their jobs, and you do not have up-to-date NDAs in place, consult with labor or employment counsel with experience in trade-secret protection strategies.
Consider Using Mandatory Dispute Resolution Agreements
In a perfect world, every employment relationship would be smooth and harmonious. However, there are times when employees and employers disagree. In most instances, these differences can be resolved through internal dialogue without resorting to outside resources, such as lawyers and court systems. But,
of course, disputes do arise where internal dialogue does not produce a satisfactory result.
One way to avoid costly employment litigation when disputes cannot be resolved internally is through the use of alternate dispute resolution (ADR) agreements, which call for private mandatory media-
tion and/or arbitration in lieu of court.
Mandatory ADR agreements have a number of
practical advantages for employers. First and fore- most, mediation/arbitration is typically both less expensive and speedier than a jury trial. Alternate dispute resolution can also shield businesses from unwanted publicity associated with public lawsuits. This is because mediation and/or arbitration involve private hearings that typically do not reach media outlets.
If ADR agreements sound like they might work for your business, they definitely should be part of your onboarding plan. BW
John Gannon is a partner with the Springfield- based law firm Skoler, Abbott & Presser, specializing in employment law and regularly counseling employers on compliance with state and federal employment laws, trade-secret protection, and strategies for alternate dispute resolution; (413) 737-4753; jgannon@skoler- abbott.com
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