Focus Magazine: Simple Work Comp is a one stop shop for all your workers comp, payroll, and insurance needs.

Earlier this year Focus Magazine wrote an article featuring Simple Work Comp’s Victor Sofia and Samantha Hagy. The article highlights Simple Work Comp’s unique approach to helping businesses find affordable workers’ comp, payroll solutions, insurance, and more.

Simple Work Comp: The Work Comp Specialist

Are you a business owner? If so, Simple Work Comp is the company for you! A one stop shop for all your workers comp, payroll, and insurance needs. Simple Work Comp is a unique company that has been around for almost twenty years.

The company is owned by Frankie VanDeBoe, but Samantha Hagy and Victor Sofia also play a very integral role at Simple Work Comp. Simple Work Comp helps other businesses find affordable workers compensation, payroll, insurance, and more.

According to Victor Sofia, they “really specialize in helping any businesses, even those having a tough time finding coverage.”

One of the great things is that they can help virtually any size business, from a one-man company to one that is 500 men strong. They will “review and analyze what a company is doing, at no charge.” Their goal is to make the lives of business owners easier.

When Frankie VanDeBoe started Simple Work Comp, he had a vision. He believed, and still believes, business owners and people in general need someone who has their best interest in mind.

The company offers so many options, products, and carriers to their clients. “We literally go to bat for them and narrow down the option that works best for them!” explained Samantha Hagy. Simple Work Comp doesn’t just sell things a business needs, they analyze what is a perfect fit for the client and research options that are perfect for that specific company. The best part is – this is all free to the client.

Two of their company’s employees, Samantha Hagy and Victor Sofia have worked at Simple Work Comp for almost 15 years. However, their partnership began only recently. Together, they provide the absolute best of both worlds, knowledge and customer service.

Samantha Hagy – Simple Work Comp

Samantha, one of the company’s longest serving employees, takes care of administrative tasks, sales support, marketing and public relations. She is amazing at connecting with people and has a huge passion for helping others. “No one is better at it than she is”, said VanDeBoe. She keeps everyone organized and makes sure those she meets feel welcome. “Anyone that has a chance to speak with her knows right away she is there to help and will make sure they are taken care of explained Victor Sofia.

Victor Sofia – Simple Work Comp

Victor is a senior consultant and an expert in all aspect of the business. He has a great knowledge of the industry and knows exactly what each company needs. He excels in helping businesses in all 50 states (even the monopolistic ones) and those with difficult multi-state situations.

Of her partner, Samantha shared, “If I had a business in need of workers comp or payroll, he would, hands down, be the person I would call”.

This team provides an expert in the field with incredible experience, and someone who will always go the extra mile to make sure you are happy. With Samantha and Victor, you get the whole package.

“I honestly feel a company is lucky to have these two going to bat for them and they are crazy not to call us,” exclaimed VanDeBoe.

Simple Work Comp loves being able to serve people. Samantha Hagy explained that sometimes the “back office tasks” of businesses can be very stressful. Simple Work Comp loves to “take the burden away and simplify for them (the client), to help them be able to do their jobs and focus on doing what they love and making it profitable,” explained Hagy.

Being able to save a business time, money, and stress is so important to Simple Work Comp.

“The work we do is sometimes the difference between a business being able to operate or being shut down,” Victor said.” With this partnership, you get two people doing their best to help, and to find coverage even when others have given up.”

Simple Work Comp’s office is located in Brandon, Florida, but their clients and services are located nationwide.

Call Simple Work Comp today and discover what they are all about.

1-866-684-5684

They love what they do, the people they work with, and everything about the business. For more information, visit the company’s website at simpleworkcomp.com. You won’t regret it!

21
DEC

Company News, Employee Leasing, Florida Workers Compensation, Payroll, Payroll Services

BIGGER ISN’T ALWAYS BETTER – At Simple Work Comp we’re not trying to be the biggest; we’re trying to provide the best services.

The popular ideologies “bigger is better” and “size matters” are how society measures ‘popularity’ but not necessarily ‘quality,’ especially when it comes to hiring someone to run important departments within a business.

Two of the most recognized human resource management software and service companies are ADP or (Automatic Data Processing) and Paychex. ADP has been around for nearly 70 years while Paychex has been operating for 46. Both serve and employ all over the globe.

Simple Work Comp offers the same kind of HR-related, payroll and workers compensation services as their competitors (and much more). Which is the reason why most companies who learn about Simple Work Comp choose Simple Work Comp. They’re personable, competitively priced and without any hidden fees.

Simple Work Comp CEO, Frank VanDeBoe, says when it comes to this specialized industry, size should be the last priority businesses should look for. More moving parts can cause risk for errors and sub-par quality care.

“After 20 years in this industry and starting from scratch, I’ve learned our customers want the personal attention without gimmicks or greed,” VanDeBoe says.

Simple Work Comp is headquartered in Tampa and provides opportunity to all types of businesses to fulfill their payroll, workers compensation, commercial and business insurance, employee benefits, employee leasing and more for an affordable cost.

Vandeboe says a majority of their clientele chose Simple Work Comp’s over the competitors because they weren’t affordable or provided the transparency they thought they deserved.

Vandeboe says he’s used ADP for personal business as a comparison to Simple Work Comp’s menu of services. It’s how he realized that some companies are spending $60-$70 a month per employee just to run their payroll and file taxes. Simple Work Comp provides significant savings. While a high amount of ADP’s clientele are composed of white and grey collar businesses, Simple Work Comp provides service to small-companies and to those with 500+ employees.

“Equal opportunity is out there for anyone and Simple Work Comp has allowed me to not break the bank with only twelve men working for my company,” said Mike Van Eyk.

Van Eyk said he’s been utilizing Simple Work Comp for 18 years when he first opened for business. Van Eyk says what he loves most about SWC over any other of it’s competitors is the personal relationships and level of trust.

“Just knowing I’m not calling a phone bank where I feel like a number is a huge reason I stay. If I have a question I can always call Frankie’s folks without hesitation,” said Van Eyk.

A rather large multi location restaurant chain recently transferred from ADP to Simple Work Comp because they said they were tired of the hidden fees, having trouble calculating their true cost and paying for W-2’s at the end of the year. After realizing the thousands of dollars being saved from filing taxes alone with Simple Work Comp, it was an easy decision to leave ADP.

A secret to SWC’s success pays tribute to the fraction of overhead they provide for.

Vandeboe says it’s not fair to charge services that he thinks should be included in the final price tag.

“It takes some approvals in as little as 24 hours and some quick quotes in as little as 15 minutes. We serve businesses of any size and provide potential to save thousands thanks to our trustworthy representatives – who provide access to their direct contact information (day or night). We have successfully served approximately 3000 companies in all four corners of the continent not because we aim for a higher quantity of employees but value the quality of service to our customers,” said Vandeboe.

13
DEC

Accident Insurance, Company News, Payroll, Payroll Services, PEO

Florida Workers Comp Increase Nullified

Judge Gievers Overturns Sept. 26th Workers Comp Increase Ruling

Florida Wokers Comp Increase nullified as Judge Karen Gievers gave Florida Business Owners an early Christmas present this year. The much anticipated workers compensation rate increase of 14.5% was overturned increase which was slated to begin December 1, 2016. While this is a boost for Florida Business Owners, it may be a short-lived victory as as the NCCI moves to appeal the decision.

Florida Wokers Comp Increase Nullified

Judge Karen Gievers has overturned Florida September 26th ruling which had granted the Florida Office of Insurance Regulation (OIR) contingent approval for an overall statewide workers’ compensation rate increase of 14.5 percent. This increase was to take effect Dec. 1, 2016, and was in response to two recent Supreme Court rulings undoing reforms passed in 2003 and rocking the state’s workers’ compensation system.

Judge Gievers stated that there was “concise and convincing evidence” that NCCI and OIR conducted illegal meetings that excluded the public, shutting them out of meaningful participation in the rate-making process; a process that that the NCCI is required to conduct in public meetings, following proper public notice. A series of illegal. Gievers wrote; “NCCI was aware of the statutory requirement for public meetings, but instead of complying tried to delegate its way out of the Sunshine even though it was providing the same rate filing proposal envisioned by the statutes.” She further added that OIR’s approval of the 14.5% rate increase was based on the “already inescapably tainted information” NCCI compiled during secret deliberations, the ruling states. NCCI maintains it is not subject to the state’s Sunshine Law. “The office is still in the process of reviewing it to determine next steps,” said OIR spokeswoman Amy Bogner, who declined further comment.

Article Author: Work Comp Central. Read the entire article as published in Work Comp Central’s Website.

5
DEC

Company News, Employee Leasing, Florida Workers Compensation

Judge Karen Gievers, NCCI, OIR, Work Comp Central, Workers Compensation Increase Florida

Florida Work Comp Increase 14.5%

Florida Work Comp Increase

A contingent Florida Work Comp Increase has been approved. Florida’s Office of Insurance Regulation (OIR) weighed in and given contingent approval for an overall statewide workers’ compensation rate increase of 14.5 percent to take effect Dec. 1, 2016. The rate increase is in response to two recent Supreme Court rulings undoing reforms passed in 2003 and rocking the state’s workers’ compensation system.

In the Sept. 27 order, OIR disapproved the National Council on Compensation Insurance’s (NCCI) filings for an increase of 19.6 on behalf of Florida workers’ comp insurers, saying that amount of an increase on new, renewal and outstanding policies was simply not justified. Instead, OIR said NCCI could submit a revised filing for a 14.5 percent increase.

“After a thorough review of the workers’ compensation insurance rate filing submitted by the [NCCI] and careful consideration of hundreds of public comments and testimony received from interested stakeholders, [OIR] has issued an order that gives contingent approval to an overall combined average statewide rate increase of 14.5 percent versus the requested 19.6 percent,” OIR said in its statement.

OIR said approval of the revised rate increase is contingent on NCCI amending the filing to include the recommended changes stipulated within the order. The amended rate filing must be filed with OIR for review and approval no later than Oct. 4, 2016. NCCI said it would review the order and respond “in a timely manner.”

NCCI’s rate filing was originally submitted in May of this year and amended in June to address the impact of the three recent legal changes, including two Florida Supreme court case decisions (Castellanos v. Next Door Company and Westphal v. City of St. Petersburg) and legislatively-mandated updates to the Florida Workers’ Compensation Health Care Provider Reimbursement Manual (HCPR Manual).

OIR said if NCCI submits the required amended rate filing and the Florida Work Comp Increase of 14.5% is subsequently approved, the individual rate impacts will include:

A 10.1 percent statewide average rate increase for the April 28 Florida Supreme Court decision in the case of Castellanosv. Next Door Company, which found the mandatory attorney fee schedule in Section 440.34, Florida Statutes, unconstitutional as a violation of due process under both the Florida and United States Constitutions.
A 2.2 percent statewide average rate increase for the June 9 Florida Supreme Court decision in the case of Westphal v. City of St. Petersburg, in which the Florida Supreme Court found the 104-week statutory limitation on temporary total disability benefits in Section 440.15(2)(a), Florida Statutes, unconstitutional because it causes a statutory gap in benefits in violation of an injured worker’s constitutional right of access to courts. The Supreme Court reinstated the 260-week limitation in effect prior to the 1994 law change.
A 1.8 percent statewide average rate increase related to updates within the Florida Workers’ Compensation HCPR Manual per Senate Bill 1402. The manual became effective on July 1, 2016.

The new Florida Work Comp Increase would become effective on Dec. 1 for new and renewal business, with no change in rates for current in-force policies, despite NCCI’s recommendation that it be applied on a prorata basis for the remainder of each policy term.

OIR also noted in the order that if an increase in litigation activity continues or further escalates, as has been the case since the Supreme Court’s Castellanos ruling, and has the effect of extending claim duration’s, delaying return to work and possibly creating inefficiencies in the system, then there could be a more substantial increase in workers’ compensation costs in the near future.

Reactions to Florida Work Comp Increase

Employer groups acknowledged that the recent court rulings meant the state had to raise rates. However, that does not mean they are pleased. They maintain that the higher rates will help trial lawyers, not workers.

“Putting job creators and injured workers first is the right thing to do to keep Florida’s workers’ compensation system working. Unfortunately, the Florida Supreme Court’s ruling is not about safety or protecting workers. The effect of the Castellanos decision is to raise costs for no other reason than so plaintiff trial lawyers can raise fees,” said Mark Wilson, president and CEO of the Florida Chamber of Commerce.

The Chamber said that for employers, the rate increase is particularly troublesome because many small businesses haven’t budgeted for higher rates.

The National Federation of Independent Businesses had a similar reaction.

“While the commissioner has done what was necessary in response to the Supreme Court undoing legislation that capped attorney’s fees and maintained reasonable rates, our small business owners will be paying the price,” NFIB/Florida Executive Director Bill Herrle.

He said NFIB will seek legislation to reform the workers’ compensation market.

Insurance carriers will be pressing lawmakers for change as well.

“We continue to support the 2003 reforms to Florida’s workers’ compensation system that protected employees and controlled costs for employers prior to the rulings,” said Logan McFaddin, regional manager for the Property Casualty Insurers Association of America (PCI). “We must work with Florida lawmakers on solid solutions to ensure we can return to a vibrant marketplace in Florida where injured workers can get the care they need, while at the same time, workers’ compensation costs do not hinder employers and employees. We need a workers’ compensation system in Florida that we all can rely on.”

Lawyers representing injured workers said they were disappointed in the OIR ruling and accused OIR Commissioner David Altmaier of missing an opportunity to protect both workers and employers.

“He could have rejected the insurance industry’s secretive ploy for corporate welfare to line its own pockets, all while falsely blaming a workers’ compensation rate hike on two court rulings that don’t actually make any rate change necessary,” said Mark Touby, president of Florida Workers’ Advocates. “Insurance companies like to point blame at lawyers, but we agree with Florida’s business community that this unwarranted 14.5 percent increase in premiums will have a damaging impact on employers across our state.”

20
OCT

Company News, Florida Workers Compensation

florida approves work comp increase, Florida Work Comp Increase Supreme Court Ruling, florida workers compensation

Florida Workers Compensation Agents

Workers Compensation Agents in Florida

employee leasing guru, florida Florida Workers Compensation Agents will soon face many challenges in the wake of the recent Florida Supreme Court ruling. Industry leaders and workers compensation underwriters have newly raised concerns as to whether or not other large market states will use this ruling as a precedent. Meanwhile, Comp Brokers and Agencies are looking for alternative workers compensation solutions for their clients.

Writing new business and client retention have both been difficult in recent years. Now, with a significant increase in comp rates here in Florida, many agencies are exploring other avenues such as employee leasing and bundling products to protect and retain their comp clients, while others believe their business will not be very affected since the increase in statewide which in turn should keep the competitive playing field level.

Unlike other Workers Comp based businesses, Simple Work Comp expect their market share to grow substantially through its PEO and Employee Leasing programs. As Florida business owners begin to feel the financial squeeze of increased rates, they will be more accepting and open to unconventional ways in obtaining affordable workers compensation.

All Workers Compensation Agents should take the time to learn about employee leasing and how it benefits them and their clients more so than a straight-up comp policy. In the long run both Agents and their clients save a great deal of time using employee leasing. Neither have to deal with claims, compliance or other painstaking non-rewarding comp related issues.

Every Workers Compensation Agency can gain from exploring their options. Agents can learn more by clicking on the link below.

Comp Agents & Employee Leasing

For more information on how your Agency can benefit from working with us, please contact me directly at 813-684-5684, or ask to speak with one of our senior consultants.

Frankie VanDeboe
Founder & CEO

21
JUL

Company News, Employee Leasing, PEO

contractors workers compensation, employee leasing, Insurance Quotes Online, Professional Employer Organization

Work Comp Quotes Online

We’re making it easier for small business owners.

Simple Work Comp is pleased too announce that we’ve made it easier than ever to get fast workers compensation for business owners. Our objective is to provide you with the fastest service and flexible payment options available in the industry.

We have more choices for you than any other provider, and we can have your business insured at the most competitive prices available.

Get your Workers Compensation Quotes Online!

Pay as you go options

25
MAR

Company News, General Contractors, Workers Compensation, Workers Compensation Agents

workers comp quotes, workers compensation

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.

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?

9
SEP

Company News, Employee Leasing, Workers Compensation

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:

Oregon
Tennessee
Oklahoma

Quotes for Clients

9
JUN

Company News

find work comp, oklahoma workers compensation, oregon workers compensation, roofers workers compensation, tennessee workers compensation, workers comp quotes, workers compensation agents

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

5
FEB

Company News, Employee Leasing, Payroll Services, Workers Compensation

What Are Employer Health Care Obligations Now?

Employer Health Care Obligations 2015

employer healthcare obligations 2015 As 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.

6
JAN

Affordable Care Act, Company News, Employee Leasing

Affordable Care Act, employee leasing, Health Care Reform, Healthcare Updates, Insurance Quotes Online, Obamacare News, Professional Employer Organization

Page 1 of 2 12