by David Schek | Sep 22, 2016 | Professional Employer Organization (PEO), Workers' Compensation Insurance
If Trump gets elected, judging from his platform, the pool of illegals will decrease, which will result in important changes in the labor market. A PEO can help you navigate its new labor force environment.
First, fewer illegals in the labor market will put upward pressure on wages of legal workers still in the labor market. That will force you, as the staffing supplier, to pay higher wages, as well as higher work comp premiums.
Secondly, since illegal immigrants are sometimes employed in dangerous occupations, like construction, and often do not report workers compensation injuries, your work comp premiums may start to increase as the comp market recalculates more injuries (per hundred dollars of payroll) for particular comp codes.
Finally, it is always important to work with clients who don’t have a pattern and practice of using and abusing illegal workers. Professional Employer Organizations (PEOs) can verify the legality of your workforce along with other back office functions.
Visit our web site at www.StaffingCompSolutions.com, call us at 202-302-1212, or email us at david@StaffingCompSolutions.com for more information about all our staffing and workers’ comp offerings.
David Schek
President
StaffingCompSolutions.com
by David Schek | Sep 15, 2016 | ASO, Professional Employer Organization (PEO)
Some of my clients qualify to obtain their own work comp policy, instead of securing work comp coverage through a Professional Organization Organization ( PEO ) or an Employer of Record (EOR.) When one of our Agents helps our clients get their own direct policy (DP) and they outsource their payroll, they are using an Administrative Service Organization or ASO model. Conversely, when our clients share a work comp policy with many other staffing companies (because they do not qualify for their own policy) they are usually in a PEO or EOR relationship.
My web site has a complete discussion of the similarities and differences between these models to help you understand your work comp and payroll-accounting options.
No matter what type of staffing company you have or staffing niche you serve, Work Comp Staffing Solutions can help you find the best and least expensive PEO, EOR, or Direct Policy solution for you.
Visit our web site at www.StaffingCompSolutions.com, call us at 202-302-1212, or email us at david@StaffingCompSolutions.com for more information about all our staffing PEO, ASO, and workers’ comp offerings.
Sincerely
David Schek
President
StaffingCompSolutions.com
by David Schek | Sep 8, 2016 | Professional Employer Organization (PEO), Workers' Compensation Insurance
As the Obama Administration gets ready to exit, there is no relief for employers. As a parting gift, the Occupational Safety and Health Administration just increased penalties for safety violations. A serious and other than serious violation has increased from $7,000 to $12,471,a willful and repeat has increased from $70,000 to $124,709 and a failure to abate has increased from $7,000 a day to $12,741.
In addition, an employer’s failure to report certain injuries to OSHA, such as the loss of an eye, has gone up from $1,000 to at least $5,000, maybe more depending on the situation.
OSHA will adjust the penalties for inflation going forward. This means an employee injured as the result of an OSHA violation can cost you massive fines, in addition to workers’ compensation costs. A strong and vigorous safety program is the best way to avoid these penalties. But it also helps to know what’s in store for your business if you do have a violation. PEO’s can monitor and inform you of the latest penalties and the fines.
Visit our web site at www.StaffingCompSolutions.com, call us at 202-302-1212, or email us at david@StaffingCompSolutions.com for more information about all our staffing and workers’ comp offerings.
Sincerely
David Schek
President
StaffingCompSolutions.com
by David Schek | Sep 1, 2016 | Professional Employer Organization (PEO), Workers Comp
In a win for employers, the U.S. Court of Appeals for the 11th Circuit ruled that a light duty assignment granted to an injured worker does not need to be permanent. In this particular case the employee suffered a work injury, which turned into a medical condition covered by ADA. She returned to light duty but exceeded the employer’s 270-day light duty mandate. She was still unable to perform the essential functions of her job. The court ruled the employer was not required to offer indefinite light duty.
The case demonstrates the overlap between workers’ compensation and the ADA. While this ruling favors employers, staffing companies need to know when they can offer light duty assignments, and for how long. Professional Employer Organizations can help staffing companies design programs that cover all scenarios, protecting both employer and employee.
Visit our web site at www.StaffingCompSolutions.com, call us at 202-302-1212, or email us at david@StaffingCompSolutions.com for more information about all our staffing and workers’ comp offerings.
Sincerely
David Schek
President
StaffingCompSolutions.com
by David Schek | Aug 25, 2016 | Professional Employer Organization (PEO), Workers Comp, Workers' Compensation Insurance
As a staffing firm, it is important to manage every aspect of an injured workers’ treatment. Not just to make sure the worker is receiving appropriate treatment, but to make sure that all medical treatment is necessary and being provided by a reputable provider. Staffing firms and their clients should challenge any suspect medical services to prevent possible fraud by the employee as well as the medical provider. A Professional Employer Organization (PEO) can help you oversee providers and manage claims to prevent possible fraud.
Visit our web site at www.StaffingCompSolutions.com, call us at 202-302-1212, or email us at david@StaffingCompSolutions.com for more information about all our staffing and workers’ comp offerings.
Sincerely
David Schek
President
StaffingCompSolutions.com
by David Schek | Aug 18, 2016 | Affordable Care Act, Professional Employer Organization (PEO), Workers Comp, Workers' Compensation Insurance
As the election heats up, both candidates have mentioned the Affordable Care Act (Obamacare). Donald Trump says he’ll repeal it, while Hilary Clinton has no plans to change a thing. Regardless, changes in affect in 2016 still apply to your staffing company, and penalties can cost you if you aren’t in the loop.
The ACA is now fully implemented and employers with 50 or more full-time employees or FTEs must offer health insurance to 95% of their workforce. It’s important to know the definition of full-time versus part-time employee defined by hours worked.
Be mindful of tax implications as well. Employers have to offer “affordable” coverage. As of 2016, that is measured at 9.66% against an employee’s household income. If the coverage exceeds that, the employer may be looking at a penalty.
Perhaps none of this will matter after November, but in the meantime, a Professional Employer Organization, can be your partner in identifying and complying with these health care pitfalls.
Visit our web site at www.StaffingCompSolutions.com, call us at 202-302-1212, or email us at david@StaffingCompSolutions.com for more information about all our staffing and workers’ comp offerings.
Sincerely
David Schek
President
StaffingCompSolutions.com
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