LeastStaff Has Been Busy This Summer Signing Up New Clients…..

1. Pamela P. in Ca.- uses a Leaststaff Employer of Record and Payroll Funding Solution for her travelling nurse business.

“working with David was great. Very responsive and knows the staffing industry inside and out.”

2. Mike B. in Ga. uses a Leaststaff Ga. State Fund Solution for his light industrial staffing business.

“We are a start up, but David worked closely with us to get a State fund and G/L policy.”

3. Fred A. in IL. uses a Leaststaff Professional Employer Organization Solution

“Thanks David for your PEO solution. They have great service and luckily they serve IL, which is a tough state for staffing cos comp.”

4. Patrick L. in MD uses a Leaststaff Employer of Record Solution for his Light industrial staffing firm.

“LeastStaff found me a non-state fund comp program that did not require any upfront premium, and this really helped my cash flow. Now my light and heavy industrial business is on better financial footing.”

And here are a few more clients that signed up with a LeastStaff work comp solution this summer:

5. Brandon M. in Ca.- uses a LeastStaff solution that will allow his new Ca. IT staffing company to staff throughout the US.

6. Melanie H. in MO- uses a LeastStaff Employer of Record Solution that specializes in healthcare.

7. Stephen’s W. in NJ. new staffing co uses a LeastStaff Employer of Record Solution that focuses on community care centers.

8. Gerald S. uses a LeastStaff Employer of Record Solution for his 10 state staffing business– he was using Everest for the last 5 years but switched for better rates and service.

9. AJ- LeastStaff secured State fund policies so his new staffing co can staff cell tower maintenance personnel in multiple states.

LeastStaff has many workers’ comp and general insurance solutions to keep your insurance rates as low as possible.Watch for many more updates about new LeastStaff clients this fall.

Visit our web site at www.leaststaff.com, call us at 202-302-1212, or email us at david@leaststaff.com for more information about all our staffing and workers’ comp offerings.

Sincerely
David Schek
President
Leaststaff.com

PEOs and EORs Help Avoid Legal Pitfalls

A Florida-based staffing company recently learned a hard lesson about discrimination and had to pay out five figures in damages to an employee after being sued by the U.S. Equal Employment Opportunity Commission. The company allegedly violated the religious rights of the employee, a Rastafarian, by requiring him to cut his dreadlocks to meet company grooming standards.

It turns out this was a violation of Title VII of the 1964 Civil Rights Act. After learning the hard way, the staffing company reviewed its policies and updated its employee handbook to address disability and religious accommodation requests.

Right or wrong, employment laws and regulations present some of the biggest challenges for staffing companies. In addition to federal laws, there are state laws that affect employment decisions and can be challenging for staffing firms in multiple states. A Professional Employer Organization or Employer of Record can manage your compliance with myriad laws and handle your workers’ comp as well.

LeastStaff has many workers’ comp and general insurance solutions to keep your insurance rates as low as possible.

Visit our web site at www.leaststaff.com, call us at 202-302-1212, or email us at david@leaststaff.com for more information about all our staffing and workers’ comp offerings.

Sincerely
David Schek
President
Leaststaff.com

This election could result in higher work comp rates in the future

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.leaststaff.com, call us at 202-302-1212, or email us at david@leaststaff.com for more information about all our staffing and workers’ comp offerings.

David Schek
President
Leaststaff.com

PEO, EOR, Direct Policy (DP) — How do I know what’s the best work comp and payroll service for my staffing firm?

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, Leaststaff can help you find the best and least expensive PEO, EOR, or Direct Policy solution for you.

Visit our web site at www.leaststaff.com, call us at 202-302-1212, or email us at david@leaststaff.com for more information about all our staffing PEO, ASO, and workers’ comp offerings.

Sincerely
David Schek
President
Leaststaff.com

A Big Mistake Means a Big Fine: A PEO Can Tell You What’s In Store

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.leaststaff.com, call us at 202-302-1212, or email us at david@leaststaff.com for more information about all our staffing and workers’ comp offerings.

Sincerely
David Schek
President
Leaststaff.com

PEOs CAN HELP WITH TRICKY LIGHT DUTY ASSIGNMENTS

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.leaststaff.com, call us at 202-302-1212, or email us at david@leaststaff.com for more information about all our staffing and workers’ comp offerings.

Sincerely
David Schek
President
Leaststaff.com

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