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.

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PEO Industry Press

nationwide workers compensation network
SimpleWorkComp Introduces “SimpleWorkComp Network

Tampa, Florida—August 15, 2013—SimpleWorkComp® a national PEO Broker today announced plans to rollout a new membership based concept titled “The SimpleWorkcomp Network“; a cohesive program targeting agents and peo brokers designed to assist them in fulfilling the needs of hard-to-place clients.

The program also provides agents and brokers the opportunity to easily expand their menu of products and services since the network administrators facilitate all sourcing and paperwork on  their behalf.

Recruiting began August 14th however the official launch is scheduled for August 23th in time for the NAPEO convention September 7th.  Membership is free for the first 500 recruits.

Free Member Benefits Include:

  • Personal Customized Webpage
  • Online Resources & Tools
  • Full Time Administrative Support
  • Access To National Markets

Form more information visit, or call SimpleWorkComp headquarters at 1-866-684-5684.  The nationwide workers compensation network.

Press Contact:
Arthur Leduc
[email protected]

Network Director:
Steven VanDeboe
[email protected]

Administrative Manger:
Joan Serrevalle
[email protected]


Run Employee Background Checks?

Small business owners are legally obligated to confirm and authenticate the identity of employees or face potential penalties. From illegal aliens to security issues, employee screening and background checks are a necessary part of doing business. In fact, the most common employers conduct background checks is to verify the applicant’s qualifications followed by the need to verify his or her eligibility to work in the U.S.A.

Higher levels of scrutiny may be required for employees dealing with sensitive or confidential data or to work in certain areas that require security precautions. Most look good on paper; after all, they wrote their own resumes. Unfortunately, you shouldn’t believe everything you read. Research indicates over 50 percent of people have lied on a resume.

Don’t confuse reference checks with background checks. In a reference check you are given someone’s opinion of prior job performance. Background checks give you detailed facts about the persons employment history. The cost of conducting a background check can vary from state to state and how in-depth the search needs to be. In general, it averages $20 to verify a Social Security Number. Sex-offender registry checks can run as high as $60 each.

The more information you want, the more you will pay and the longer it will take to process the information. If you regularly run comprehensive background checks, it might be a wise investment to hire a firm that specializes in this area. Often, if you process a high-volume of candidates, you will be granted significant discounts. Contact Us to learn how to save time and money when performing employee background checks and verification.


Increase Employee Job Satisfaction

While it sometimes may seem nothing makes employees happy, the fact is keeping employees happy might be easier than you think. When asked what components contributed to overall job satisfaction, workers repeatedly identified the same two items:

  1. Trust and confidence in leadership. Trust and confidence in leadership was the single most reliable predictor of employee satisfaction. Cultivate an atmosphere of caring in your workplace. Not only does it increase satisfaction but it also help reduce turn-over rates, absenteeism and other common problems.
  2. Clear and Effective communication. Although it sounds simple, most small business owners really aren’t that good at effective communication. Effective communication by management was key to winning organizational trust and confidence Satisfied employees are likely to stay with you. Happy employees are productive and productive employees make your business a success. It is easy to increase job satisfaction if you know how.

Are Your Workers Employees or Contractors?

Many small business owners really aren’t sure whether or not their workers are employees or contractors. In fact, some contractors would be surprised to learn they actually are considered employees by government standards; unfortunately, even the most well intentioned small business owners could be at risk for costly lawsuits by making even a simple mistake when it comes to properly classifying workers. Here to help determine whether your worker is an employee or contractor are a few of the factors the government uses to distinguish between the two just keep in mind, there are no less than a half dozen different laws each with different requirements so this is just a general guideline.

  1. Control. Contractors are typically in control of how work is performed, when it is performed and other specifications. They operate independently of your business and utilize their own discretion in critical questions related to quality, scheduling and other major decisions.

Independence. Contractors have a large degree of independence and latitude when it comes to their work. Outside of meeting the specifications of the contract, they also typically work for themselves

  1. as evidenced by billing, other clients, business license, training programs etc.
  2. Risk. Contractors bear their own legal risk as well as reward in relation to work performed.
  3. Delegation. Contractors can delegate work unless specifically prohibited by the original contract workers cannot delegate and are typically responsible for their own work.
  4. Tools and Equipment. Contractors typically provide their own tools, equipment and training with the exception of specified or proprietary materials related directly to the project at hand (and which remain in the ownership and control of the employer).

Make sure your small business understands how to properly classify workers; better yet, let someone else handle it all for you at a fraction of the cost and time required to do it yourself. Remember, it’s completely tax deductible and allows you the extra time required to grow your business during these tough economic times.