National Labor Relations Board

The National Labor Relations Board (NLRB) on Thursday handed down one of its biggest decisions of President Obama’s tenure, ruling that companies can be held responsible for labor violations committed by their contractors

You can rightly complain about the things which go on inside the White House, the State Department, the Justice Department or the EPA and all of the headline grabbing controversies which erupt from them. None of them, however, may be up to nearly as much mischief as the National Labor Relations Board (NLRB) though it doesn’t seem to catch the attention of the media nearly as much. This week they were at it again and while a bit on the wonky side, a new wrinkle in the rules could spell big trouble for America’s employers and many, many workers.

The decision in question came in the case of waste management firm Browning-Ferris. The board has found that they can be held liable for the actions and policies of subcontractors providing services to them and even be forced to negotiate with the big labor unions on behalf of those workers, treating them as a “joint employer” of the subcontracted or franchise employees.

The National Labor Relations Board (NLRB) on Thursday handed down one of its biggest decisions of President Obama’s tenure, ruling that companies can be held responsible for labor violations committed by their contractors.

While the ruling from the independent agency specifically deals with the waste management firm Browning-Ferris, the so-called “joint employer” decision could have broad repercussions for the business world, particularly for franchise companies.

Opponents of the action warn the ruling could hurt businesses as diverse as restaurants, retailers, manufacturers and construction firms, as well as hotels, cleaning services and staffing agencies.

There are two different, primary areas of concern here, both of which will be hit hard by this ruling. One is the ubiquitous presence of subcontracting companies and temporary personnel agencies who provide direct support to employers by taking on specific, often short term tasks or providing workers on a temporary basis to fill specific talent requirements. These show up in almost every industry you’d care to name. A second class of businesses which will fall under this are companies which engage franchise owners to carry their brand, but who operate largely as their own independent outlets. (The biggest example is McDonald’s, which actually owns and operates less than 20 percent of the restaurants you see. The rest are all franchises.) In each case, the direct employer of the workers is held responsible for their own policies and any negotiations with their workers.

But under this new definition of “joint employer” the main corporation using the services of these subcontractors or leasing out franchise rights can be forced into union negotiations (and sued) relating to the employees of other companies and for things which take place totally outside of their control. As Daniel Fischer at Forbes points out, this could spell the end of the line for many employers.

In so doing, the board’s Democratic majority reversed several decades of practice where companies had to exercise “direct and immediate” control over workers with a new regime in which regulators will examine each case for signs a company has the potential to affect pay and working conditions. It will have a large impact on how franchisers like McDonald’s do business, since they can potentially be held liable for hiring and firing decisions by any of their thousands of individual franchisees and even routine business decisions will be examined in light of how they affect union organizing efforts.

“If this goes into effect then the franchiser has to step in and have a standard for hiring, human resources, payroll, everything,” said Jania Bailey, a board member of the International Franchising Association and chief executive of FranNet, a consulting firm that matches franchisees and franchisors. “It basically nullifies this independent business model.”

This is a pretty clever move by the NLRB. If their goal is to get the fingers of the big labor unions into every nook and cranny of business, there isn’t a much better way to do it. Now, under this new standard, if an employer is judged as having “the potential” to affect wages and working conditions at a franchise outlet or staffing agency, they can be held liable and immediately be forced into negotiations with the Teamsters or whoever else has their thumb on the scale for that type of operation. So how will the larger employers respond? Probably by cutting ties with those companies. Why take the risk if the benefits of bringing in such help are outweighed by the potential union hassles?

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All-In-One-Comp

Simple Cost Effective Worker’s Comp Coverage

“All-In-One-Comp” is the easiest and most affordable way to handle work comp, employee payroll, payroll taxes and compliance related issues.  All-In-One-Comp was designed specifically for small business owners.  There are no long-term contracts required.

no-long-term-contracts

Benefits of All-In-One-Comp

  • No out of pocket start-up costs or down payments.
  • Your entire payroll is done for you including:
    • Payroll; taxes filed and paid for you.
    • Wage deductions and garnishments.
  • Unemployment claims/disputes are handled for you.
  • No more compliance issues.
  • Employee Benefits (optional)

Feel secure in knowing that even if you or your administrative manager is on vacation or unavailable, we’ve got you covered 24/7.

Get Quote

Call 1-866-684-5684

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Business Owners – Save Using PEO

Why use a PEO?

peo services, employee leasing, workers compensation insurance agents, brokersA PEO is an “All-In-One” service that provides workers’ comp insurance, payroll, benefits and numerous HR services to its clients. Usually, working with a PEO will not cost a business owner.  In fact, using a PEO helps business owners save time, stay organized, stay compliant and up-to-date on all employee related matters.

Business owners, especially in Florida have embraced the services of PEOs (Professional Employer Organization or Employee Leasing) for the past 15 years.  As a business owner, it behooves you to become familiar with the advantages of utilizing a PEO, and leveraging a PEO Broker’s resources.

All-In-One Services Saves Time & Money

A PEO facilitates all employee related administrative tasks; tasks that most business owners simply do not have time for such as:
  1. Employee On-boarding/Screening Process
  2. Complete Payroll Services & All W2s, 940s, and 941 Forms
  3. Facilitating Unemployment Claims
  4. Employee Benefits
  5. Business Owners Risk Management/Loss

If you own your own business, you owe to yourself to learn more about our services and how PEOs and Employee Leasing work.  For more information, give us a call at 1-866-684-5684.  Or, click here to send us an email.

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Workers Comp Expansion

We’re Growing – Serving You & Your Clients

Simple Work Comp is pleased to announce progress in our “workers comp expansion“, and that we have secured additional underwriters as an effort to expand our market and services.

If you have clients struggling to find affordable comp, please give us a call at 1-866-684-5684

We’ve added to our territory and are now able to secure workers’ compensation for your clients in the following states providing they meet our criteria:

  1. Oregon
  2. Tennessee
  3. Oklahoma

Quotes for Clients

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Workers Compensation Agents News

Workers Compensation Agents & Brokers

Keep Your Clients – Earn Long-Term Residual Income

Asking yourself if there’s something better?

It’s no secret that being a successful Agent or Broker does not come easily. Agents looking to improve their long-term earnings and financial freedom face an uphill battle, especially if working for a larger company with commission caps and reductions.

Try working with Simple Work Comp.

  • Nationwide network of affiliates and underwriters.
  • You’ll earn residual income paid monthly directly to you the “Agent”.
  • Get paid on more services such as Comp, GL & Payroll.
  • Save non-renewable/hard-to-place clients

We make it Simple for you.

  • You maintain Agent status with your clients.
  • We handle all paperwork and administrative tasks on your behalf.
  • You receive monthly commission checks with detailed client reports.
  • We facilitate all claims and policy changes for you.
  • You receive personalized dedicated support as often as you need it.

What you might not realize… insurance trending forward.

More than ever, business owners are pressed for time. HR Outsourcing & Employee Leasing is the most sensible solution. It helps clients save time and money while providing you with a constant and lucrative income.

You have nothing to lose!

With over 15 years as a PEO Broker, we have the talent and resources to assist you. HR Outsourcing & Insurance is the future for your clients. Will they get it from you, or your competition?

Give us a call to learn more at 1-866-684-5684

Sincerely,
Frankie VanDeBoe
Owner/CEO
Simple Work Comp

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Insurance Agents Leveraging Employee Leasing

Agents and Brokers who leverage Employee Leasing have more tools and services to help clients; they increase sales and earn long-term residual income.

What is Employee Leasing?

The biggest misconception about “Employee Leasing” is its name, which implies “the leasing of employees”; the staffing by another party such as a “Temp Agency”, or “Staffing Company”.   This is not what an Employee Leasing Company does… not even close.

An Employee Leasing Company, aka PEO (Professional Employer Organization) is a firm that provides a service under which an employer can outsource employee administrative tasks, such as all payroll, employee benefits, workers’ compensation, risk/safety management and healthcare.  A PEO bundles all of these services together in one bill.

A key service provided by a PEO is securing work comp insurance coverage at a lower cost than their client can obtain on their own.

Benefits to Employer

Employers utilizing the services of a PEO are able to focus on the big picture of growing their business by eliminating day-to-day administrative tasks.  Small businesses have a better success rate when using a PEO.

  • Obtain High-Risk Work Comp
  • Compliance Assurance
  • Lower Premiums
  • Better Success Rate
  • Reduce Accounting Expenses

Benefits to Agents

Agents working with a PEO Broker keep their book and earn long-term residual income on all the services provided, not just the insurance portion and, are able to offer clients other services such as payroll. Learn more.

  • Save Non-Renewable Clients
  • Ability To Write More Business
  • Earn Long-term Residual Income
  • Expanded Menu Of Services
  • Protect Your Book

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What Are Employer Health Care Obligations Now?

Employer Health Care Obligations 2015

employer healthcare obligations 2015As the Obamacare Affordable Care Act battle continues in congress, employers are trying to figure out what their healthcare obligations are going to be to their employees.  Small companies with 50 employees or more need to have a Health Care Plan for employees who work 30 hours or more.  This is going to be costly and time consuming.  Small companies typically do not have the administrative and/or financial resources to keep up with changes in Health Care, Insurance Compliance and still run a business.

As the new Affordable Care Art takes effect, companies may struggle… but  they must fulfill their Employer Health Care Obligations or be fined. Employee Leasing is one of the best solutions to the Affordable Care Act.  Employee Leasing (not what it sounds like) has been around for a long time and is provided by a PEO (Professional Employer Organization).

What does a PEO do? 

PEO’s run like clockwork and allow a business owner to outsource employee management tasks, such as benefits, payroll and workers’ compensation, recruiting, and risk/safety management.  In short, when you sign up with a PEO your employees become part of a much larger company; a company that has tremendous buying power and influence over insurance carriers.  A PEO provides the insurance you need, and handles all of your payroll and payroll tax liabilities.  Sometimes a company will use a PEO (Employee Leasing) to get affordable workers’ compensation insurance.

How much does it cost to use a PEO?

A PEO charges a percentage of your total payroll which in most cases cost much less than paying your accountant, or your office administrator.

Learn more about the benefits of employee leasing.

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Business Spotlight

spotlight

Millard Roofing of Riverview, FL is our Spotlight Business of the month.  As a client of Simple Work Comp for over 16 years, Millard has maintained consistent growth backed by their quality service and A+ customer rating.  We are proud to represent them!

After being in the roofing industry for many years Mike Millard decided to start Millard Roofing, Inc in 1996.  Millard faced many obstacles when he began his business.  Not only were start-up costs an issue, changes in safety compliance, labor costs, supply shortages and skyrocketing workers compensation rates threatened the business’s success.

In 1999, Mike Millard gave Frankie VanDeBoe at Simple Work Comp a call where they discussed ways to help eliminate some of their workers compensation costs.  Frankie placed Millard Roofing with a highly rated employee leasing company to alleviate their rates and payroll costs.  “Being with an employee leasing company has many benefits,” says Mike Millard, “our rates are cheaper, we spend very little time worrying about payroll and there are no audits.”  He continued “We know we can call Simple Work Comp for anything and they are always going to look out for us.  Simple Work Comp has definitely gone out of their way for us on multiple occasions.”

Millard Roofing specializes in new construction and re-roofing for residential properties in the Tampa Bay area.  For more information on Millard call (813) 661-4522 or visit their website: www.millardroofing.com

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Simple Work Comp is looking for partners

Simple Work Comp is offering a limited number of partnerships for expansion.

Simple Work Comp is recognized as a principle broker in the PEO industry; a brand renowned for its innovative marketing strategies and integrity.

For 15 years we have focused on steady growth and building powerful relationships with success driven business owners and individuals; people dedicated to securing the future of their business, families and lifestyle.

We are now organizing an elite group of independent brokers and agents to become owners in the expansion of Simple Work Comp and nation’s largest group of independent PEO brokers.

As a partner of Simple Work Comp you have the advantage of working alongside an established and trusted brand with – the resources to advance your business exponentially.

Increase your self worth. Step away from being micromanaged under the glass ceiling of corporate America. Build a business you can call your own, on your terms.

Imagine…

  • owning part of a 3 billion dollar company
  • securing long-term residual income
  • multiplying your book of business worth by 10x
  • profiting from other agents instead of competing with them

We have the formula and look forward to sharing this with you and your associates. Please contact us at 1-866-684-5684, or visit simpleworkcomp.com.

Regards,

Frankie VanDeboe

Founder & CEO

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Reduce Staff & Focus On Growth

A slowly growing employment and business trend known as “co-employment” could make more inroads into Central Pennsylvania in years to come. But at the moment, few businesspeople even know what it is and how it could benefit companies.

Simply put, co-employment… or employee leasing is not staffing. Instead, it is an agreement whereby your company hires, fires and manages your employees, like telling Joe Dude what job he’s working on today or how to deal with a client or that he’s underperformed and it’s time to go elsewhere.

In a co-employment business deal, what you won’t be doing is managing your employees’ benefits, taxes, payroll and even your compliance with workforce-related regulations.

That’s the job of your co-employment consulting firm, often called a “professional employment organization” or PEO, which is like having a benefits administrator, payroll company, accountant and general business consultant all rolled into one, according to a national PEO trade group.

“I always compare it to having someone do my taxes,” said Pat Cleary, CEO of the National Association of Professional Employment Organizations. “What he does is minimize my risk.”

Essentially, that’s what a PEO does: minimizes the risks associated with a small business getting its taxes, payroll or regulatory compliance wrong and paying huge fines or worse, he said.

The employees are full-time members of your company, and the liability is shared by the employer and the PEO, distinct differences from staffing firms.

PEO arrangements allow small-business owners to focus on growing their companies instead of worrying about the back-end nuts and bolts.

Owners went into business because they had a passion about something, whether it was fixing old cars or manufacturing, and PEOs allow them to focus on that passion.

Usually, companies using co-employment have between 20 and 500 employees.

Co-employment is helping small businesses around the country, but the reach of the trend is difficult to calculate.

PEO-using companies are growing about 12 percent faster than your average company. In 2010, the PEO industry grew by 14 percent to $81 billion in gross revenue, defined by total client payroll and fees paid to PEOs, according to the association. It based the numbers on its membership.

There are about 700 PEOs operating across the country, according to the association. But finding one near you could be difficult.

A search of the association’s PEO directory for Pennsylvania lists several in New Jersey and New York. Three PEOs were listed in Pennsylvania, one each in Pittsburgh, Montoursville and Weatherly. Cleary said the database is built on association membership and lists from states that require PEO registration.

Pennsylvania does not require PEO registration, according to the state Department of Labor & Industry.

The Business Journal called about 10 staffing and benefits companies as well as groups helping small businesses. Most groups either did not return phone calls or, if they did, were unfamiliar with co-employment and PEOs. Others often confused co-employment with staffing.

About 30 percent of PEOs also own staffing companies, so they can provide diverse services to client companies. In those cases, they might not be advertising the PEO service as heavily as their staffing. Either way, it’s not surprising that others are unfamiliar with PEOs even though they’ve been around for more than 30 years.

Grow your business – leave the management of employees to the experts at Simple Work Comp

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