George Barton founded Barton Staffing Solutions, Inc. in 1998 after thirty years in the staffing industry. This blog is a unique resource for companies with staffing needs and employees to develop skills as a great temporary employee.
From time to time, prospects are unsure what to ask about Workers’ Compensation Insurance. Barton Staffing Solutions educates prospects on staffing NCCI Codes to help them make an informed decision when choosing a staffing agency.
Most prospects know that choosing a staffing agency requires risk analysis – not just price comparison.
However, when it comes to workers’ compensation risk and liability, too many don’t know what questions to ask and what to look for in the answers. Let’s consider three questions and what to look for.
Does The Staffing Firm Have Workers’ Compensation Insurance?
The first is to know for certain that your staffing company has Workers’ Compensation insurance. It’s a requirement, but you need to be sure. Ask for a Certificate of Insurance. Your staffing agency should be able to produce one. It is generated by their insurance agency. You must carefully review it, check it’s coverage amounts and effective dates. Ensure it has liability coverage for the occupations your staffing firm will be performing.
Barton Staffing Solutions provides a Certificate of Insurance to its clients at signing, and each year at coverage renewal. Your staffing firm should do so too, without being asked.
What Is the NCCI Code for the Work?
The second is to understand staffing NCCI Codes. The National Council on Compensation Insurance (NCCI) developed class codes to describe occupational liability risk based on the nature of the work performed. For example, Class Code 8810 is for Clerical Office Employees (low risk) and Class Code 3365 is for “Welding and Cutting” (higher risk).
Most staffing firms know what staffing NCCI Codes and work classifications their employees can perform under their insurance coverage. They should tell you if your job order is (or is not) covered by their insurance. Barton Staffing Solutions’ focus on safety ensures we don’t put people and our clients at risk in this manner.
There are cases you should recognize and avoid. Be wary of a staffing firm that wants your business, but their insurance prohibits putting workers in your work’s staffing NCCI Codes. If they staff your job order anyway it puts your company at risk. Don’t let supervisors reallocate a temporary worker to a jobs classified with uninsured staffing NCCI codes. Train supervisors on NCCI Class Codes your staffing firm can perform to prevent this.
What is the Staffing Firm’s Experience Mod Score?
Ask what the staffing firm’s Experience Mod Score is? Of all the things to ask, this one is the most revealing as you assess potential staffing agencies to hire and assign temporary workers to perform work in support of your labor requirements. An Experience Mod is issued from NCCI and reflects many factors driving the cost of Workers’ Compensation insurance cost.
Barton Staffing Solutions’ Experience Mod Score is less than 1.0! Ask us about it.
An Experience Mod score is a number used as a multiplier on the “average risk” to produce the company’s workers’ compensation insurance premium. An experience Mod of 1.0 means the company’s risk is average. An Experience Mod of less than 1.0 indicates losses are expected to be less than average. An Experience Mod of greater than 1.0 indicates losses are expected to be greater than average.
Calculating a staffing firm’s Experience Mod can seem complex. Every firm, including staffing firms, covered by workers compensation insurance is issued an Experience Mod score. A low Experience Mod score less than 1.0 is ultimately the sustained convergence of strong safety programs, careful recruiting of qualified and safety-minded employees, and rigorous adherence to safety and risk management programs, plans and initiatives to reduce risk and prevent accidents.
What Does This Mean To Our Clients?
Clients can trust that Barton Staffing Solutions’ focus on safety is aligned with their own safety objectives.
Barton Staffing Solutions is ahead of new OSHA changes to rules affecting both staffing firms and clients.
Preventing accidents that affect a Client’s OSHA Log is equally important to Barton Staffing Solutions.
If there was one single numeric factor (not price) when choosing a staffing firm, it is the Experience Mod.
Our clients know that Experience Mod beats buying on price – every time.
Saving a few pennies on mark-up to take on 2x, 3x or greater risk for workers’ compensation liability is never a good choice. It happens all the time when the questions above are not asked and the answers are not critically assessed.
If you’d like to learn more, please call Barton Staffing Solutions today. Our Managing Director of Safety or any member of our leadership team is available to help.
The staffing on-boarding process is evolving to meet the needs of both industry and applicant experience expectations.
Today, the staffing industry rapidly evolves to lead the demands of a growing Gig Economy. Workers in all industries are increasingly aware of the dramatic differences between staffing firms/agencies competing for them to apply.
The staffing on-boarding process is one of those key factors that makes or breaks the applicant experience, and ultimately sets apart one staffing company from another. These expectations are evolving for the better to meet the demands of a savvy workforce in addition to meet baseline compliance with client expectations.
Like all companies, staffing firms too are being measured by their own employees.
Evolving the on-boarding applicant experience in order to satisfy both client and applicant expectations is a cornerstone of Barton Staffing Solutions unique and differentiated approach to staffing. We’ve been working to stay ahead of the curve for years.
The On-boarding Baseline
Generally, on-boarding includes completing the hiring process, reviewing policies and procedures, safety rules, and other critically important steps to make applicants into employees. It also can and often does include fundamental training steps about the job to be performed and likely even more job-specific on-boarding activities. This may seem like administration work – but that is changing. On-boarding has become a critical element to achieving regulatory compliance, meeting safety standards, and much more. Staffing companies respond by taking on more and more of these steps as employment law, rules and regulations change and affect staffing agencies like they affect all companies.
Clients also realize and value the process. They add certain client-specific policies and facility-specific rules that need to be included in the on-boarding steps to ensure temporary workers arrive ready to work. Staffing companies meet their requirements by adding client-specific on-boarding items to the baseline process.
Applicant Experience Expectations
This is where the most dramatic changes are occurring. With social media, and online business rating sites (e.g., Google reviews, Glassdoor, among others). The greatest asset every staffing firm has is their team of temporary associates that cheerfully love to work on the firm’s assignments.
It’s critical to retention, reducing turnover, and ensuring client satisfaction. Our associates visibly demonstrate to everyone they meet – when at work or not at work – that they really like working for Barton Staffing Solutions. Simple things like showing employees how they get paid, to how to earn referral bonuses, to apply safety training, and even something simple like promotional clear water bottles for workers to stay hydrated when on the job.
Like all companies, staffing firms too are being measured by their own employees. This is not unlike any other company – but it’s critical in staffing as workers can easily walk across the street to the next staffing agency if their applicant experience isn’t meeting expectations.
All clients need to do to measure applicant experience is ask a temporary worker at their facility. Applicants already share their opinion. It makes a difference!
Great staffing companies like Barton Staffing Solutions work hard to build their team of associates, and treat them in a manner that produces the best applicant experience that meets expectations. Clients appreciate the investment because they get better and more motivated workers, lower turnover, and as a result, better output for their staffing investment.
If you are our client you know that Barton Staffing Solutions continues to offer health insurance to eligible employees. We’re committed to following the Affordable Care Act. The ACA as it pertains to employers is still law and our clients expect us to be compliant.
Your Staffing Firm
Do you know if your staffing company is complying? If you don’t know, It is worth checking to be sure. Letting your guard down can have serious implications.
Recent news stories have generated a false sense of security when reporting that “the Tax Cuts and Jobs Act has all but killed the Affordable Care Act (ACA) of 2010.
If you have questions, call Barton Staffing Solutions. We can share our compliance record supporting your future staffing decisions.
What You Need to Know
It’s clear that the IRS is interested in collecting taxes and fines levied under the ACA. The elimination of penalties for the Employee Mandate does not relieve employers from their Employer Mandate responsibility. Employers, including staffing firms are still obligated and should know this:
The Employer Mandate remains.
US employers (including staffing agencies) with 50 or more employees must offer eligible workers ACA-compliant coverage.
Employer reporting of IRS 1095C and 1094C forms and compliance data at year end must continue.
The Employee Mandate is not repealed by the tax plan until 2019, and continues through 2018. Employees will expect to receive their form 1095C at the end of 2018.
The bottom line is that employers, including staffing agencies, must continue to offer eligible employees insurance and keep records of employee enrollment and waivers of those offers. The IRS also continues to expect these records to be reported at year end.
If You Don’t Know, Ask!
If you have doubt about your staffing company’s current compliance, you should ask about it. Don’t assume that an invoice line item for an “ACA Surcharge” means they are complying – be sure to get the compliance your company expects, and is paying for.
When it comes to the new tax plan & ACA compliance, ask, don’t assume.
For companies that use temporary staffing services, you should confirm that your staffing company continues to follow the Employer Mandate rules of the ACA. Ignorance of the law, is not a defensible position. The IRS is interested in collecting ACA fines. The proof is in the form of Letter 226 notices sent recently.
We Can Help
Barton Staffing Solutions is and has been diligently complying with this law, and is confident that we can meet your needs for compliance. We’re also here to share what we know as we learn it – things will continue to change. Call us today to learn more about how we can support you.
Recruiting and staffing processes are part of a greater Staffing Operating Model. Barton Staffing Solutions’ and its clients’ business ecosystems constitute this larger business operating model. Our staffing operating model efficiently and effectively creates value for our clients.
Staffing firms employ an important segment of the workforce. Staffing firms also deliver contingent labor to the workforce to meet a variety of conditions and factors driving a client’s business decisions. How does this all fit together.
Other firms cannot copy it because it must be anchored in company culture and requires regular training, good management and high-touch operations that focuses on clients first. And, it’s really part of a much larger model that incorporates those needs of our clients.
Staffing Operating Model
There is a much bigger business operating model which the temporary staffing process model fits inside.
Our Operating Model starts with the Client’s Business Operation and their requirements. It also circles back to satisfy the needs of our client’s stakeholders. The Staffing Process is at the heart.
The point is to transparently demonstrate how Barton Staffing Solutions uniquely provides better value for its clients. We run our business like you run your business. Operating models are fundamental to doing that successfully.
Barton Staffing Solutions’ Business Operating Model Creates Value for Clients.
When we are asked about how we calculate our staffing fees we explain that the cost of creating that value drives our fee rates. It’s important to show you why, and how – as this graphic is intended.
Seeing the Business Process Framework sheds light on real value creation. Barton Staffing Solutions is here to listen and learn from you. And, we’re here to provide more answers as you consider how we are unique and different in serving your needs. Call us today.
That Sucking Sound Is Your Application Getting Lost
That sucking sound you think you hear submitting a job application to an employer you want to work for is probably your job application getting lost. Want to prevent your job application getting lost next time? Read on to learn how a Staffing Agency can get you noticed.
Employers get hundreds of job applications all the time. This constant stream creates the proverbial “pile” of applications. Once in a pile, applications don’t get read.
The pile is filled with applicants that don’t qualify. The pile is filled with robo-applications from Indeed, Career Builder, Zip Recruiter, Monster, LinkedIn… It’s like a fire hose of job applications blasting yours from ever being seen.
The fear of your job application getting lost is real.
Every day, people apply for dozens of jobs. Most never get a call back. Hiring Managers are busy doing their regular day job. Human Resources balance hiring with other demanding priorities. Your application ends up just a record in a database. Never even considered.
Try Something Different
If you want to change that, come to Barton Staffing Solutions. We have jobs. If you qualify, we will send you out on a job assignment. Those odds are much better against your job application getting lost. Barton Staffing Solutions can get you in the door faster. Getting in, working for, and showing how you make an impact is going to get you noticed much faster than your job application lost in the employers database.
Reviewing applicant’s job applications IS WHAT WE DO !
The game has changed significantly. Staffing Firms ARE one of the best entry points into companies with jobs. Staffing firms help get you noticed at the company you want to work for. The Career Page and online job application at a company is less likely to get a call back. The people at the company are working hard at their regular jobs every day. Staffing companies read your application and get you hired!
There’s nothing complex about this. It’s no mystery, either. Many of our temporary workers are HIRED ON FULL TIME. Working as a temp for Barton Staffing Solutions shows the employer you can perform the job.
Apply With Barton Today
If you are ready to work, we are ready to match your skills to a job – and it may well get you past the “pile” of job applications that you have been beating your head against.
Crest Hill / Joliet, Illinois, January 15, 2018, Barton Staffing Solutions, the provider of best in class staffing and employment services, is expanding its presence today by moving its office serving the Joliet Crest Hill area. Barton Staffing Joliet Crest Hill is responding to a growing and evolving market with the move.
The address of their new location is:
20660 Caton Farm Road, Unit B,
Crest Hill, IL 60403
Manufacturers and logistics companies using light industrial staffing benefit from this expansion. By moving to this new Barton Staffing Joliet Crest Hill location, Barton Staffing Solutions aligns with the growing gig economy workforce and client requirements for seasonal/variable need for qualified workers. The new Barton Staffing Solutions location is designed to accelerate applicant processing, on-boarding and job assignment to meet the demands of industry in the greater Joliet area. Clients and applicants alike will benefit from the new central location with greater visibility, easier access and more parking.
Come visit us at our new location today.Job Applicants can apply online at www.bartonstaffing.com/apply to be considered for jobs even sooner. We make the application experience easy with both an online and in-person experience at our new location.
Barton Staffing Solutions serves greater Chicago with light industrial staffing services with a better approach to the increasing cost of permanent employees for manufacturing and logistics labor. Barton Staffing Solutions can be found online at www.bartonstaffing.com with five Chicago-area locations including Aurora, Melrose Park, Hanover Park, and Barton Staffing Joliet Crest Hill as well as their Professional Placement Group located in St. Charles.
The deadline for OSHA online reporting (workplace accident illnesses and injuries) is imminent. Unless there is another unlikely delay, that deadline is this Friday, December 15, 2017. OSHA is implementing a new era of efficiency and compliance accountability. How does this effect Establishments using temporary staffing services?
OSHA reporting, now online, is the responsibility of the establishment.
Online Injury Reporting
Understanding this critical aspect of shared liability is the first step. In brief, you should be aware of how online OSHA Injury Reporting changes affect you. This blog does not replace doing your research – but is a guide to get you started. The list below is not exhaustive, and you should review the OSHA website and heed the guidance of your workers compensation liability insurance provider. The basics:
Establishments with 250 or more employees (larger employers) that reported injury or illness records in the prior year are required to routinely submit OSHA reporting data online. And Establishments with 20-249 employees (smaller employers) in OSHA-named industries (see OSHA website for complete list).
The full list of industries is long, but some primary industries are: Manufacturing, Agriculture, Retail, Construction, Medical Facilities, Warehousing and storage, Transportation, Utilities, Auto Parts, Waste Collection, Entertainment and more.
First submission in December requires, under the new online reporting rule, submitting the 2016 OSHA 300A “Summary of Work Related Injuries and Illnesses.” Note: Exceptions include the establishment can omit the employee name, and several personal detail fields.
How and where you submit the data is typically by CSV (comma delimited format easily exported from Microsoft XL) file upload – or some automated OSHA record keeping solutions have developed direct links via OSHA’s API’s. Check with your provider if this pertains to you.
Reported information is nothing new in terms of the records kept and reported. It is only new in terms of how establishments are submitting the data to OSHA and the resulting efficiency and effectiveness overall.
You are an “establishment” in the eyes of OSHA if your business “is a single location where business is conducted or where services or industrial operations are performed…” See the full definition at 29 C.F.R. 1904.46 or ask your safety and health risk manager for more detail.
Future reporting submissions are scheduled. For larger employers after the December 15th, 2017 initial reporting, establishments must submit the OSHA Summary Form 300A; the detailed OSHA Form 300, “Log of Work-Related Injuries and Illnesses” OSHA; and the OSHA Form 301, the “Injury and Illness Incident Report” describing individual incidents in detail. Smaller employers participating in OSHA-identified industries must submit a summary 300A form.
Exceptions for filtering some personal information (see 3, above) apply to these reports – and your establishment will need to implement a process to filter that information from your internal reports, prior to submitting online to OSHA.
There are more deadlines, including July 1, 2018 for submitting 2017 data and March 2, 2019 for 2018 data. OSHA is allowing 2 years for establishments to learn and become accustomed to the new online reporting system. After reporting data for 2018, the annual deadline for the prior year’s data (2019 and beyond) is March 2nd, of the following calendar year.
Prepare for changes. As establishments engage in the new reporting rules, its likely that feedback and process improvement loops may generate some changes. Your safety and risk manager should be watching OSHA announcements.
Privacy and reported information. Establishments should be aware that electronic filing is going to post data publicly. This means employers need to filter personal privacy (individually identifiable) information that was otherwise often submitted to OSHA in the past in order to protect individual employment and health records. Online OSHA reporting does not preclude diligence in following privacy law.
Safety records are now public. Establishments will now find that their safety record is public record. While many injury and illness reports make Front Page News, now all records are in an accessible OSHA public database. OSHA’s intent is not to shame employers, but to raise the focus and attention on safety and prevention overall. Even so, the change makes it worth a conversation with your corporate marketing and PR people.
Barton Staffing Solutions has had a focus on safety now going on two decades. We can advise clients on best practices, and regularly participate in our client’s own safety committees. This blog is not exhaustive, but is a good start if you are still unsure of the new world of OSHA online reporting. Call us today with your questions as they pertain to staffing and we can help.
Excellent! So, you are looking for a new job, and you have come to a temporary staffing agency to get back in the game. That’s a perfect strategy – and worth a quick review of best practices or staffing applicant rules of engagement to help you land that next job.
Barton Staffing Solutions has perfected the process to help staffing applicants like you get out to work and back in the workforce. It’s a partnership between you, your staffing agency, and the staffing agency’s clients. It can be life-changing. Together, everyone wins, progress happens, your career advances. It takes a real effort from all involved. Some basic common sense and rules of engagement are worth reviewing.
Remember, as a staffing applicant applying for work with a staffing agency, you will be employed by the agency, they will pay you, and under all rules and regulations, you are considered an employee of the staffing agency. However, you will be assigned to perform, work that your skills qualify you for at one of the staffing agency’s client locations.
Staffing Applicant Rules of Engagement
Like every other job you may apply for, you will need to fill out an application.
In this day and age, all staffing applicants will need to pass a drug screen.
Most staffing agencies’ clients require a Background Check. This adds time to the process.
Resume’s are helpful to put you at the top of the stack.
There will be an interview with the staffing agency, and often times with the client.
Having your own transportation gives you greater flexibility for the better assignments.
Read the staffing agency’s employee handbook, you signed off that you would abide by it.
Be patient, not all current assignments fit your skills and experience. New assignments come up all the time.
Consider the value your staffing agency provides, from work opportunity to training and benefits.
Social Media can help you. Follow your staffing agency on Facebook and Twitter for new assignments as they are posted.
Get a FREE Email Address. You need it. All employee communication occurs over email.
Take the Job Seriously
Like everything in your career, as a staffing applicant, take a staffing assignment seriously. It can have a profound affect on your career. Here’s why:
The Agency’s clients are looking at YOU to identify the talent they want to bring on permanently.
Follow directions. Be an exemplary worker. Do you best work and you will get noticed.
Be a model worker. Show up. Attendance is required. Don’t smoke or litter, set a good example.
Learn about the company you are assigned to, be respectful, independent AND a team player.
Follow the rules of both the Agency AND the Client you are assigned to work.
Attitude is everything – and people are watching.
On the job safety is also critical to success – injury or property damage accidents are noticed.
No horseplay, read and follow all warnings and signs in the workplace, ask questions.
Demonstrate responsibility, accountability, high standards, trustworthiness and you will be noticed.
A Word About Background Checks.
Your staffing agency wants to get you out to work – but they must also meet client requirements. Clients make the final decision. Don’t get discouraged.
Work with your staffing agency. Tell them honestly what you have in your background. They have clients that will give people a second chance. It may not be the assignment you prefer. However, it’s work experience that puts you on the right path to eventually landing the assignment and job you want.
If you don’t get the assignment your heart is set on, don’t hold it against the staffing agency. Your staffing agency is there to help you, and they want to help you. Work with them.
Your Recruiter Is Your Partner
Remember your recruiter at your staffing agency is your partner in moving your career forward. Help them, help you. the work you are assigned to do for your staffing agency is valuable and should find its way on your resume. If you have questions, ask your staffing agency. Call them every week and check in for new work if between assignments.
Does This Sound Like Your Agency?
This is basic common sense. Barton Staffing Solutions treats their employees with respect putting thousands to work each year. Many stay with us as a work preference. Others find their way into full-time positions with our clients. We know we can help you.
However, if the thoughts above seem foreign to you, perhaps its time you come in to Barton Staffing Solutions and be a staffing applicant for one of our open positions! We can help you find a better place to work, if your current staffing agency isn’t all that you want it to be.
It’s that time of year. And, this will be the 4th year of Open Enrollment for staffing firms offering compliant health insurance to their temporary workers under the ACA. Systems are smoother, teams know what to expect and the process will go smoothly for workers, clients and staffing agencies.
Barton Staffing solutions satisfies the compliance requirements, as it has for the past 3 years under the ACA. We do this because it’s critical, just like any other regulatory compliance concern such as E-Verify, OSHA and HR law, to ensure that our clients who put our temporary workers out on assignments in their operations, are compliant. Not all staffing companies think this way – if you don’t know if yours does – you should ask – or call us!
The ACA continues to be the law of the land. Regardless of the perception that the national news and other sources of information may present – staffing agencies must continue to comply with that law.
If you are an employee, you will be notified if you are eligible for Open Enrollment. If you are a client, now is the time to confer with your account representative. A long list of other participants from insurance agencies to benefits administration software providers and insurance companies have been preparing for this event for weeks.
To learn more about Barton Staffing Solutions Open Enrollment, compliance with the ACA, or other regulatory concern, call your branch office or Barton Staffing Solutions account manager.
Human nature often puts our focus on what NOT to do in order to be safe at work, or improve safe behavior.
Another positive approach is to consider what TO DO and what factors require constant vigilance.
Let consider these Three A’s of Safe Behavior at work.
On the job every employee should be aware of their surrounding environment and the activities going on and people who also participate in the same space. Being aware of the machines being operated, the tools used, and the what is safe and unsafe relative to the surrounding environment. Awareness is the critical first step to avoiding hazards and reducing risk of accident at work.
Once one is aware, taking the time to both consciously and subconsciously avoid those things, activities, and hazards that can do harm. Or, simply put, avoid risk. This can be as simple as wearing the proper PPE to walking only in safe designated pathways marked in the facility. Avoid dangers and hazards also sets a good example for other workers around you. Avoiding risk is a critical element of accident prevention.
It’s critical to act or take action when one observes a hazard or unsafe condition. Even when employees practice exceptional awareness and avoidance, something is going to happen that requires taking action. The adage “See Something Say Something” applies here. Don’t assume that someone else reported whatever you observe. Proactively act to ensure it is remedied so the next person is not hurt. Take action and let a supervisor know of hazards or any unsafe condition at work. Also notify your safety manager.
At Barton Staffing Solutions, we have a rigorous on-boarding process that drives safety as a core competency for our temporary workers. We review many things during orientation, a major portion of our on-boarding is around safety. the central elements are to be Aware of safety and one’s surroundings, always to Avoid hazards and unnecessary risk, and always Act, or take action, when something is not right.
To learn more about our safety initiatives and how we are constantly working to improve safe behavior in our workforce for you, call Barton Staffing Solutions today.