Wednesday, September 30, 2009
Wednesday, September 23, 2009
Tim's Talking about the ASA Index, Issue 3 and The Boss
Buckeye Winners
With the big OSU/USC game in the books we want to thank all of those that participated in our "Buckeye" promotion. The response was overwhelming with over 1500 entries. We only wish that we could have had more winners.
E-Verify Now Reality
In case you haven't heard a US District Court recently ruled that federal contractors must use E-Verify beginning 9.8.09. E-Verify is a system to check the employment eligibility of all newly hired employees.
Be prepared for a lengthy training session and passing a test required by the E-Verify folks before you can access the system. We have first hand experience!
Good News?
The ASA Staffing Index made a significant jump in August. The index jumped to 75 from 71
in July. The index has grown now for six straight weeks for the first time since the fall of 2007.
The ASA Index measures demand for temporary and contract workers and is considered an accurate predictor of increased economic recovery.
Issue 3...Casino Gambling
I know the gambling issue draws strong reactions from both camps. I am in favor of its passage, but not because I'm a player. I've never been inside of a casino or visited Las Vegas. So I don't have a pro-gambler's agenda.
Warning: this video is long, and boring. Viewer discretion is advised.
With the big OSU/USC game in the books we want to thank all of those that participated in our "Buckeye" promotion. The response was overwhelming with over 1500 entries. We only wish that we could have had more winners.
E-Verify Now Reality
In case you haven't heard a US District Court recently ruled that federal contractors must use E-Verify beginning 9.8.09. E-Verify is a system to check the employment eligibility of all newly hired employees.
Be prepared for a lengthy training session and passing a test required by the E-Verify folks before you can access the system. We have first hand experience!
Good News?
The ASA Staffing Index made a significant jump in August. The index jumped to 75 from 71
in July. The index has grown now for six straight weeks for the first time since the fall of 2007.
The ASA Index measures demand for temporary and contract workers and is considered an accurate predictor of increased economic recovery.
Issue 3...Casino Gambling
I know the gambling issue draws strong reactions from both camps. I am in favor of its passage, but not because I'm a player. I've never been inside of a casino or visited Las Vegas. So I don't have a pro-gambler's agenda.
I wouldn't count on casinos in Ohio to be like Martin Scorese's gangster classic. It'll probably look more like this:
Warning: this video is long, and boring. Viewer discretion is advised.
I am in the jobs business and we need these in Ohio now more than ever. Our unemployment rate is near 12 percent. If you include those on part time or reduced schedules its closer to 18 percent. We no longer have the luxury to be picky. It's like food...when you're starving even broccoli and cauliflower looks like steak.
The ballot issue has a lot of flaws. My preference would be for more private sector choices as to locations, developers, etc. That being said, you have to start somewhere and accept the premise that you can't please everyone.
Those against casino gambling preach about its evils. I know many that visit Mountaineer and Niagra Falls and other casinos, both family and friends. Not one to my knowledge has become addicted to gambling. The truth is that casino's no more create gambling addicts than bars/restaurants create alcoholics.
We permit charity casino gambling, betting on horse races along with off track betting, lottery's, keno, church bingo and perhaps soon, slot machines in racetracks.
Our state is surrounded by casino states including Pennsylvania that recently opened a huge site at the former Bethlehem Steel complex and next to Heinz Field in Pittsburgh.
We can continue to take the moral high ground on casino gambling and starve on our principles. Or, we can get in the game, do it right and get the state moving again. This would be my choice, for what it is worth.
Those against casino gambling preach about its evils. I know many that visit Mountaineer and Niagra Falls and other casinos, both family and friends. Not one to my knowledge has become addicted to gambling. The truth is that casino's no more create gambling addicts than bars/restaurants create alcoholics.
We permit charity casino gambling, betting on horse races along with off track betting, lottery's, keno, church bingo and perhaps soon, slot machines in racetracks.
Our state is surrounded by casino states including Pennsylvania that recently opened a huge site at the former Bethlehem Steel complex and next to Heinz Field in Pittsburgh.
We can continue to take the moral high ground on casino gambling and starve on our principles. Or, we can get in the game, do it right and get the state moving again. This would be my choice, for what it is worth.
Tip of the Month: Does Your Provider Have Transitional Work Programs?
The horse is moving...It's been an "inside" Ryan Staffing joke for years. A long time ago we had a client that used the shape of a racing horse moving along a race track to measure the facilities accident record...specifically lost time accidents.
To make a long story short, Ryan Staffing employees were dropping like flies working in the plant (24 in 1999!) but the horse never moved. We stopped working with this
company soon after the non-moving horse.
You see, the plant management had incentives tied in their safety record. And, in their mind, if the accident didn't involve one of their own employees it was as though it didn't happen.
In prior tips" we've already discussed the co-employment safety issues and the OSHA reporting responsibilities of temp users. What we haven't discussed is the importance of working with a staffing provider that has an aggressive transitional work program for temps injured on the job at the client location.
Obviously it's in the best interest of all parties to an industrial accident to provide a safe place to work. Unfortunately that isn't always enough and injuries do happen. Getting the injured employee back to work as quickly as possible should be the goal of both the provider and the client.
To keep the horse from moving at you facility asks yourself
the following about your current staffing provider:
1. Does your provider aggressively investigate all workplace accidents including site visits, witness statements, photographs, etc.? Do they perform post accident drug tests? Are credible legal and medical professionals utilized to analyze the legitimacy of the claim? Is your provider willing to challenge questionable claims all the way in the court system if need be?
Not putting the rubber stamp to all injury claims filed by employees of staffing companies eliminates about 50 percent of potential lost time claims.
2. Assuming a claim is valid, does your provider partner aggressively with its MCO to settle on a course of treatment and to secure return to work restrictions? Do they follow-up to make sure treatment plans are being followed? Are medical
records obtained quickly for future use?
3. Does your service have a transitional work program in place to get injured workers back to work doing something? Is your provider willing to offer you financial incentives to return a "restricted" employee back to work at your facility? (i.e reducing the bill rate by 50 percent)
So why is this so important? The Ohio Bureau of Worker's compensation states that the quicker you get an injured worker back in to the
flow of regular activities the less costly it is to the employer. In the case of staffing providers it allows them to hold the line on the bill rate charged to their client.
Returning the worker to full duty status quickly decreases the chances of the employee seeking out legal representation which can be costly to both the client and provider.
And last but not least, a solid transitional approach can stop the horse from moving...or at least slow it down. The impact here depends on goals and incentives in place at your facility involving safety performance.
To make a long story short, Ryan Staffing employees were dropping like flies working in the plant (24 in 1999!) but the horse never moved. We stopped working with this
company soon after the non-moving horse.
You see, the plant management had incentives tied in their safety record. And, in their mind, if the accident didn't involve one of their own employees it was as though it didn't happen.
In prior tips" we've already discussed the co-employment safety issues and the OSHA reporting responsibilities of temp users. What we haven't discussed is the importance of working with a staffing provider that has an aggressive transitional work program for temps injured on the job at the client location.
Obviously it's in the best interest of all parties to an industrial accident to provide a safe place to work. Unfortunately that isn't always enough and injuries do happen. Getting the injured employee back to work as quickly as possible should be the goal of both the provider and the client.
To keep the horse from moving at you facility asks yourself
the following about your current staffing provider:
1. Does your provider aggressively investigate all workplace accidents including site visits, witness statements, photographs, etc.? Do they perform post accident drug tests? Are credible legal and medical professionals utilized to analyze the legitimacy of the claim? Is your provider willing to challenge questionable claims all the way in the court system if need be?
Not putting the rubber stamp to all injury claims filed by employees of staffing companies eliminates about 50 percent of potential lost time claims.
2. Assuming a claim is valid, does your provider partner aggressively with its MCO to settle on a course of treatment and to secure return to work restrictions? Do they follow-up to make sure treatment plans are being followed? Are medical
records obtained quickly for future use?
3. Does your service have a transitional work program in place to get injured workers back to work doing something? Is your provider willing to offer you financial incentives to return a "restricted" employee back to work at your facility? (i.e reducing the bill rate by 50 percent)
So why is this so important? The Ohio Bureau of Worker's compensation states that the quicker you get an injured worker back in to the
flow of regular activities the less costly it is to the employer. In the case of staffing providers it allows them to hold the line on the bill rate charged to their client.
Returning the worker to full duty status quickly decreases the chances of the employee seeking out legal representation which can be costly to both the client and provider.
And last but not least, a solid transitional approach can stop the horse from moving...or at least slow it down. The impact here depends on goals and incentives in place at your facility involving safety performance.
How to Get the Most Out of Ryan Staffing's Newsletter
Both the company and its customers use company newsletters differently. But how can you get the most out of your Ryan Alternative Staffing monthly newsletter?
It may seem like a hindrance on your e-mail's inbox. And you may be more interested in our new promotion (FYI: this month we're giving away Springsteen tickets). That's all great.
But we really do work to put a quality product out to you every month, just as we do with our staffing and payroll services.
We try to go beyond promoting our company because we want to build relationships with our customers. It's easier on both ends to do business that way.
So go beyond the promotion or the survey or the Tip of the Month for this newsletter. Click on some of the links and/or photos embedded inside the stories to learn about something new (or check out video clips). We put those there to back up our information so you can form your own opinions on the business issues we discuss here.
Go to the blog to check out the newsletter articles there so you can comment. We want to know what you think.
Because at the end of the day, we are here to serve you.
Last month, we had 1,500 entries for the BIG Buckeye Giveaway. It's a shame we could only give away 12 prizes because we had some really enthusiastic contestants (you know who you are).
In case you missed it here are the winners again:
Click image to enlarge.
This month we're getting away from the gridiron and into your ears. Win a chance to see Bruce Springsteen at Quicken Loans Arena on Nov. 10.
All you need to do is answer our survey question regarding Issue 3, casino gambling in Ohio.
Good luck, and have a great day!
It may seem like a hindrance on your e-mail's inbox. And you may be more interested in our new promotion (FYI: this month we're giving away Springsteen tickets). That's all great.
But we really do work to put a quality product out to you every month, just as we do with our staffing and payroll services.
We try to go beyond promoting our company because we want to build relationships with our customers. It's easier on both ends to do business that way.
So go beyond the promotion or the survey or the Tip of the Month for this newsletter. Click on some of the links and/or photos embedded inside the stories to learn about something new (or check out video clips). We put those there to back up our information so you can form your own opinions on the business issues we discuss here.
Go to the blog to check out the newsletter articles there so you can comment. We want to know what you think.
Because at the end of the day, we are here to serve you.
Last month, we had 1,500 entries for the BIG Buckeye Giveaway. It's a shame we could only give away 12 prizes because we had some really enthusiastic contestants (you know who you are).
In case you missed it here are the winners again:
Click image to enlarge.
This month we're getting away from the gridiron and into your ears. Win a chance to see Bruce Springsteen at Quicken Loans Arena on Nov. 10.
All you need to do is answer our survey question regarding Issue 3, casino gambling in Ohio.
Good luck, and have a great day!
Tuesday, September 8, 2009
Ohio State BIG Buckeye Giveaway WINNERS!
Click image to enlarge.For those of you who entered and didn't win, here's a cruddy prize. Some amateur videos posted on YouTUBE (none by me or anyone at Ryan Staffing):
Friday, September 4, 2009
Top 5 Things To Do On Labor Day:
1. Grilling2. Golfing
3. Going to a sporting event
4. Spending a lazy day with the family
5. Anything so long as you don't have to go to work!
What are you doing this Labor Day? Post it on our comment wall!
Thursday, September 3, 2009
Wednesday, September 2, 2009
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