by David Schek | Mar 24, 2016 | Professional Employer Organization (PEO), Workers Comp, Workers' Compensation Insurance
The best way to hasten the recovery of a work injury is to get an injured worker back to work as soon as possible. Light duty assignments can achieve this goal for a staffing company while minimizing temporary disability payments.
Make sure your light duty policy is clearly stated in your employee materials. Make it clear that if you have a position available and offer it to the employee, if they don’t take it, benefits and future employment may be affected. Employees also need to understand that the position isn’t available indefinitely. They will be expected, if able, to return to full or modified work.
If you don’t currently have a light duty policy program, your workers’ comp carrier including a professional employer organization (PEO) can help you put one in place that keeps injured workers productive and saves costs. Work Comp Staffing Solutions can help introduce you to the best PEO’s and work comp specialists.
Contact us or visit our web site at www.StaffingCompSolutions.com for more information about our staffing workers compensation services.
by David Schek | Mar 3, 2016 | Professional Employer Organization (PEO), Workers Comp, Workers' Compensation Insurance
Part of the national discussion surrounding workers’ comp is the number of states allowing employers to “opt out” of the state’s workers’ comp system. A court recently declared Oklahoma’s opt out unconstitutional, citing disparate treatment of injured workers. While this option provides employers with more flexibility, the rates are very low. Another opt-out state is Texas, a huge market where the low rates attract many employers. As a result, small employers including staffing firms, don’t have the incentive to purchase the comprehensive coverage that meets their unique needs.
The Oklahoma case may portend the demise of this option. Nonetheless, with myriad class codes and varying risks, staffing firms need programs, such as professional employer organizations to provide them with more than just the minimum coverage. Work Comp Staffing Solutions can help introduce you to the best PEO’s and work comp specialists.
Contact us or visit our web site at www.StaffingCompSolutions.com for more information about our staffing workers compensation services.
by David Schek | Feb 24, 2016 | Professional Employer Organization (PEO), Workers Comp, Workers' Compensation Insurance
It looks like your workers’ comp premiums will increase next year. As a staffing firm, it’s a good time to review coverage requirements for your temporary workers. Underpaying premium not only leaves your employees vulnerable, but places you in legal difficulty. Remember, employees are classified by risk–the riskier the work, the more you have to pay. If you provide workers’ for multiple industries, you will have multiple risks. Misclassifying fork lift operators as clerical workers will cause you to underpay your premium.
Because temporary worker hours fluctuate, record keeping must include the number of hours, employees, pay rate, job classifications and start dates. Make sure your back office understands workers’ comp requirements for temporary workers, especially proper classification. Staffing firms can use programs such as professional employer organizations (PEOs) to handle the administrative burden.
Work Comp Staffing Solutions can help introduce you to the best PEO’s and work comp specialists. Contact us or visit our web site at www.StaffingCompSolutions.com for more information about our staffing workers compensation services.
by David Schek | Apr 15, 2015 | Professional Employer Organization (PEO), Workers Comp, Workers' Compensation Insurance
Workers’ comp carrier fortunes are improving as data from 2014 reveal that many large insurers are seeing better financial results from earlier years. The result is lower advisory rates in many states, which is good news for employers, as insurers tend to use those rates as a benchmark. Insurers had fewer losses, which might indicate a trend toward less risky accounts. They also report fewer lost time claims because of higher return-to-work rates. This is a promising development for both employers and staffing companies, as it lowers costs all around.
If rates continue the downward trend, over the next few years, some staffing firms should benefit from greater choice in carriers. But many employers–staffing firms included–are in high risk industries and will enjoy the benefits, at least not as much, as other employers. Still, the good news for staffing firms is that they don’t need to be burdened by the high risk categories they staff for. If they have personnel in multiple class codes, they can take advantage of a client carve out through a professional employer organization (PEO) or employer of record (EOR).
Many staffing firms are covered by state funds. The residual market doesn’t always benefit from market turnarounds, as it has to cover employers with high experience modifications that can’t get coverage elsewhere. If staffing firms carve out the lower X-Mods using a PEO, they can benefit from lower rates in those categories.
For information on PEO’s and other creative workers’ compensation solutions. Please call us for a FREE workers’ compensation quote at 202-302-1212. Or visit us as www.StaffingCompSolutions.com.
All the best
David Schek
david@StaffingCompSolutions.com
President-Work Comp Staffing Solutions
Over 25 Years of Staffing Workers Compensation Experience.
by David Schek | Apr 14, 2015 | Professional Employer Organization (PEO), Staffing Company, Workers Comp, Workers' Compensation Insurance
Work Comp Staffing Solutions is having its annual Spring Workers Compensation sale for all staffing companies nationwide. We specialize in PEO, EOR and direct policy solutions. You can get a FREE quote in about 3 days.
It’s time to put our 25 years of staffing industry experience to work for you, so you can start smelling the roses again when it comes to your Workers Compensation rates.
Please visit us at www.StaffingCompSolutions.com or contact us at 202-302-1212.
All the best
David Schek
President
StaffingCompSolutions.com
American Staffing Association Member
ASA Exhibitor 2014 Conference
ASA Staffing PAC Contributor
by David Schek | Apr 2, 2015 | Professional Employer Organization (PEO), Staffing Company, Workers Comp, Workers' Compensation Insurance
Workers’ comp law is different in every state, and it’s downright complicated in many. So much so, that staffing companies may choose to avoid doing business in some states. California and New York are two examples of states that frankly discouraged employment through their challenging workers compensation laws. Staffing firms with multiple class codes also have to keep their ducks in a row to make sure their coverage is sufficient to cover different levels of risk associated with the different codes. Staffing companies may not realize, but they can get state and client “carve outs” through a professional employer organization (PEO) or employer of record (EOR) that Work Comp Staffing Solutions would be happy to refer you to.
To use one example, health care is a huge industry with numerous staffing needs. California is a health care mecca for people and, as such, has numerous prominent hospitals and health care facilities. But considering how Byzantine the laws can be, staffing companies, unless they’re already established there, want to steer clear of the state. It just so happens that if your company has a policy through a carrier or state fund in some states, you can carve out your coverage through a PEO in another more difficult state—like in California. This lets the PEO handle the compliance related to state-specific workers’ comp regulations, so you can focus on your business.
The same benefit is available to staffing companies individual clients—”client carve outs.” Many staffing firms provide staff for different industries and professions. In this case a PEO or EOR, will look at each of the staffing company’s clients, and provide workers’ comp coverage for a specific client. A client carve out will depend on whether the number of employees at that staffing companies client is sufficient to cover the risk and that client has a good work comp history. The client employees must also be distinct, that is a staffing agency can’t shift temporary employees from one class code to another at the same client or from one client to another. Staffing companies that employ different class codes (like white collar and blue collar workers) may have separate divisions for these 2 distinct types of workers.
For information on PEO’s and other creative workers’ compensation solutions. Please call us for a FREE workers’ compensation quote at 202-302-1212. Or visit us as www.StaffingCompSolutions.com.
All the best
David Schek
david@StaffingCompSolutions.com
President-Work Comp Staffing Solutions
Over 25 Years of Staffing Workers Compensation Experience.
