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
Friday, August 21, 2009
Tim's Talking About Favorite Quotes, Health Care Reform and the BIG Buckeye Giveaway
Thanks to those that have voiced their outrage, employee free choice legislation is
taking shape without the controversial "Card Check" provision.
Holding elections within 5 to 10 days after a union submits a petition is being debated as well as mandatory arbitration of unresolved contract issues.
Not great but heading in the right direction!
Favorite Quotes. . .
We received a lot of quotes that tickled the fancy of our loyal followers. Some of my favorites:
"The place is so crowded, nobody goes there anymore"... Yogi Beara. . (from Eric Gall -Graco Inc.)
"Insanity: Doing the same thing over and over again and expecting different results". . .
Einstein (from Carrie Powell -Shearer's Food & Michael Squibbs - O H & R)
"Yesterday is gone. . . tomorrow has yet to come we have only today. . .Let us begin. . .Mother Theresa (from Hillary Johnston -Terry's Tire Town)
"I haven't failed, I've just found 10,000 ways that won't work". (from Jo-Ann Pem - Fastener Tool & Supply)
Keep those quotes coming and remember. It'sone way to have a shot at OSU/USC Football Tickets!
Employee Appearance . . .
Just when you think you've run out of things to worry about employee appearance
policies offer the next discrimination hurdle. Think about it. Do you really want your pizza served by someone coved in tattoos with 16 pierced earnings and a nose ring? Or is it ok to have a policy requiring your employee to remove and cover-up these "distractions"? Or consider the
religious factor of female that must wear a headdress?
Policies that promote systematic bias, unconscious bias or discrimination by hiring individuals can be problematic. As always check your legal advisors before implementing an appearance policy.
Here's a list of blog posts from Ohio Employer's Law Blog regarding discrimination.
Health Care Reform. . . .
If you're like me, these days you are experiencing sleepless nights, wondering about the impact of Health Care Reform on yourself and your business.
Personally I believe change is needed just not Obama change. My thoughts:
1. If it's free it's abused. Lebron James has been booed for not scoring the 100th point at a CAVS game so the crowd can get a free Taco Bell chalupa.
2. Insurance is to provide catastrophic protection. Herbal therapy, abortions, liposuction should be beyond the scope of health insurance.
3. Employee mandated coverage is not what this country is all about. Employer paid coverage is a non taxed form of wages which only the company can determine if it can afford.
4. The government doesn't run so great to begin with. Why put them in charge of Health Care?
Social Security is a mess. Medicare is broke. Our annual deficit this year is approaching $2 trillion, etc. You get the point.
5. We should provide incentives to encourage good Health behaviors and reward those that are net savers when it comes to Health Care. Health savings accounts are a great idea!
Check out our blog to access our complete highlights of the Health Care Reforms under consideration. Here are just a few that are particularly interesting:
Page 84: Section 203: All benefit packages for private Health Care Plans will be under control of the Government.
Page 127, Lines 1-16: The Government will set salaries for all doctors.
Page 126, Lines 22-25: Employers must pay for the Health Care for any part time employees and their families.
Scary Stuff!!
BUCKEYE SPECIAL!
To kick off this years College Football season we're going spreading the Scarlet and Gray cheer!
After 30 years of membership in the Ohio State University Alumni Association, our patience (and complaining) has finally provided us with a pair of tickets to a meaningful game in the Shoe."
Yes, we have tickets to the Ohio State vs. University of Southern California Sept. 12 prime time game in Columbus. And we've decided to give them away to our loyal readers along with other goodies.
We've put together a laundry list of ways for you to be eligible for this months drawing. Like the lottery you only need one chance to win but your ODDS improve the more times you participate. Here's how:
1. Place an order for a temporary before September 4, 2009.
2. Open this months News You Can Use.
3. Participate in this month's Buckeye Trivia Poll.
4. Visit our blog site The Corner Stool. (Hint: if you're reading this you've just entered!).
5. Sign up for our Twitter page!
6. Send us a name and e-mail address of a friend you think would enjoy being on
our mailing list (the more you send the better chances.)
7. E-mail us your favorite quote.
In addition to our grand prize we've come up with a few additional prizes to grab your attention. Here goes:
Second prize: Two tickets-- Ohio State vs. Toledo at Cleveland Browns Stadium -- Saturday, September 19, 2009 12:00 pm
Additional Prizes: Ten $25.00 gift cards to either BW3 or The Quaker Steak and Lube
So get on board and start entering. Deadline for all entries is Friday, September 4, 2009. Winners will be announced on Tuesday, September 8, 2009.
Good Luck and Go Bucks!!
taking shape without the controversial "Card Check" provision.
Holding elections within 5 to 10 days after a union submits a petition is being debated as well as mandatory arbitration of unresolved contract issues.
Not great but heading in the right direction!
Favorite Quotes. . .
We received a lot of quotes that tickled the fancy of our loyal followers. Some of my favorites:
"The place is so crowded, nobody goes there anymore"... Yogi Beara. . (from Eric Gall -Graco Inc.)
"Insanity: Doing the same thing over and over again and expecting different results". . .
Einstein (from Carrie Powell -Shearer's Food & Michael Squibbs - O H & R)
"Yesterday is gone. . . tomorrow has yet to come we have only today. . .Let us begin. . .Mother Theresa (from Hillary Johnston -Terry's Tire Town)
"I haven't failed, I've just found 10,000 ways that won't work". (from Jo-Ann Pem - Fastener Tool & Supply)
Keep those quotes coming and remember. It'sone way to have a shot at OSU/USC Football Tickets!
Employee Appearance . . .
Just when you think you've run out of things to worry about employee appearance
policies offer the next discrimination hurdle. Think about it. Do you really want your pizza served by someone coved in tattoos with 16 pierced earnings and a nose ring? Or is it ok to have a policy requiring your employee to remove and cover-up these "distractions"? Or consider the
religious factor of female that must wear a headdress?
Policies that promote systematic bias, unconscious bias or discrimination by hiring individuals can be problematic. As always check your legal advisors before implementing an appearance policy.
Here's a list of blog posts from Ohio Employer's Law Blog regarding discrimination.
Health Care Reform. . . .
If you're like me, these days you are experiencing sleepless nights, wondering about the impact of Health Care Reform on yourself and your business.
Personally I believe change is needed just not Obama change. My thoughts:
1. If it's free it's abused. Lebron James has been booed for not scoring the 100th point at a CAVS game so the crowd can get a free Taco Bell chalupa.
2. Insurance is to provide catastrophic protection. Herbal therapy, abortions, liposuction should be beyond the scope of health insurance.
3. Employee mandated coverage is not what this country is all about. Employer paid coverage is a non taxed form of wages which only the company can determine if it can afford.
4. The government doesn't run so great to begin with. Why put them in charge of Health Care?
Social Security is a mess. Medicare is broke. Our annual deficit this year is approaching $2 trillion, etc. You get the point.
5. We should provide incentives to encourage good Health behaviors and reward those that are net savers when it comes to Health Care. Health savings accounts are a great idea!
Check out our blog to access our complete highlights of the Health Care Reforms under consideration. Here are just a few that are particularly interesting:
Page 84: Section 203: All benefit packages for private Health Care Plans will be under control of the Government.
Page 127, Lines 1-16: The Government will set salaries for all doctors.
Page 126, Lines 22-25: Employers must pay for the Health Care for any part time employees and their families.
Scary Stuff!!
BUCKEYE SPECIAL!
To kick off this years College Football season we're going spreading the Scarlet and Gray cheer!
After 30 years of membership in the Ohio State University Alumni Association, our patience (and complaining) has finally provided us with a pair of tickets to a meaningful game in the Shoe."
Yes, we have tickets to the Ohio State vs. University of Southern California Sept. 12 prime time game in Columbus. And we've decided to give them away to our loyal readers along with other goodies.
We've put together a laundry list of ways for you to be eligible for this months drawing. Like the lottery you only need one chance to win but your ODDS improve the more times you participate. Here's how:
1. Place an order for a temporary before September 4, 2009.
2. Open this months News You Can Use.
3. Participate in this month's Buckeye Trivia Poll.
4. Visit our blog site The Corner Stool. (Hint: if you're reading this you've just entered!).
5. Sign up for our Twitter page!
6. Send us a name and e-mail address of a friend you think would enjoy being on
our mailing list (the more you send the better chances.)
7. E-mail us your favorite quote.
In addition to our grand prize we've come up with a few additional prizes to grab your attention. Here goes:
Second prize: Two tickets-- Ohio State vs. Toledo at Cleveland Browns Stadium -- Saturday, September 19, 2009 12:00 pm
Additional Prizes: Ten $25.00 gift cards to either BW3 or The Quaker Steak and Lube
So get on board and start entering. Deadline for all entries is Friday, September 4, 2009. Winners will be announced on Tuesday, September 8, 2009.
Good Luck and Go Bucks!!
Thursday, August 20, 2009
Tip of the Month: Good Starts Lead to Lower Temp Turnover and Higher Productivity
If you are a frequent user of temporary staffing to operate your business these problems are not new. Turnover, absenteeism, unqualified, etc. are words all too often associated with temps.
While these problems will never be eliminated there are ways to minimize their impact and provide you more bang for your buck.
Getting off to a Good Start is key. The way to do this is not hard but does require some pre-planning. This includes having the temp understand what the client expects as well as a basic orientation of client policies.
Before a temp arrives to start working at your facility they should know the following:
1. Directions to your building that are sufficiently detailed to include potential detours, road closings, landmarks, one-way streets, etc. so that a person cannot get lost.
2. Once the temp finds you they need to know where you want them to Park.
3. Knowing where to Enter your building and having a Contact Name of the person they should find upon arrival contributes to a Good Start.
4. The Hours of Work including all shift starting and stopping times, Break policies, Lunch times including the scope of available Lunch Room facilities.
5. Procedure for Recording Hours is important to make sure the temp is paid correctly and you are invoiced correctly. Will the temp be using your time clocks or a timecard provided by the service? Who is authorized to approve the hours worked?
6. How does your company handle the Smoking Issue? If it's not allowed at all the temp should know this ahead of time. If you have designated smoking times and places making the temp aware of these is most helpful.
7. What is the required Dress Code? Nothing worse than having a temp show upwearing shorts, a tee shirt with body piercing from head to toe to work around your heavy machinery right? Having the temp show up with all the required Personal Protective Equipment make for a good start.
8. Communication of Job Duties through a detailed job description will go a long way to reducing turnover and the dreaded "NCNS" (no call/no show). If a job puts the temp on their feet 90% of the time lifting 65 pounds this needs to be known before the temp starts. Job duty surprises
are the main reason for NCNS.
9. Safety training is a must. While your service can provide a general safety orientation it is important that the client perform a detailed hazard recognition audit with the temp before the job starts. Making sure the temp is wearing all required PPE needs to be part of this training.
10. Understanding Your Needs and related to your basic business model can go a long way in making the temp/client fit work. While things change if your service can provide potential temp candidates answers to the following it will improve the odds leading to that Good Start. For
example:
Effective communication between the service, temp and client can go a long way in weeding
out the problems that cause the "Bad Start".
While these problems will never be eliminated there are ways to minimize their impact and provide you more bang for your buck.
Getting off to a Good Start is key. The way to do this is not hard but does require some pre-planning. This includes having the temp understand what the client expects as well as a basic orientation of client policies.
Before a temp arrives to start working at your facility they should know the following:
1. Directions to your building that are sufficiently detailed to include potential detours, road closings, landmarks, one-way streets, etc. so that a person cannot get lost.
2. Once the temp finds you they need to know where you want them to Park.
3. Knowing where to Enter your building and having a Contact Name of the person they should find upon arrival contributes to a Good Start.
4. The Hours of Work including all shift starting and stopping times, Break policies, Lunch times including the scope of available Lunch Room facilities.
5. Procedure for Recording Hours is important to make sure the temp is paid correctly and you are invoiced correctly. Will the temp be using your time clocks or a timecard provided by the service? Who is authorized to approve the hours worked?
6. How does your company handle the Smoking Issue? If it's not allowed at all the temp should know this ahead of time. If you have designated smoking times and places making the temp aware of these is most helpful.
7. What is the required Dress Code? Nothing worse than having a temp show upwearing shorts, a tee shirt with body piercing from head to toe to work around your heavy machinery right? Having the temp show up with all the required Personal Protective Equipment make for a good start.
8. Communication of Job Duties through a detailed job description will go a long way to reducing turnover and the dreaded "NCNS" (no call/no show). If a job puts the temp on their feet 90% of the time lifting 65 pounds this needs to be known before the temp starts. Job duty surprises
are the main reason for NCNS.
9. Safety training is a must. While your service can provide a general safety orientation it is important that the client perform a detailed hazard recognition audit with the temp before the job starts. Making sure the temp is wearing all required PPE needs to be part of this training.
10. Understanding Your Needs and related to your basic business model can go a long way in making the temp/client fit work. While things change if your service can provide potential temp candidates answers to the following it will improve the odds leading to that Good Start. For
example:
- What type of business are you. . . what do you make?
- How do you use temps? Long-term? Seasonal? Temp to perm?
- How long will the assignment last?
- Is there a chance for permanent hire?
- Is prior experience required?
- Do you work overtime? Weekends?
- Can we leave for lunch?
Effective communication between the service, temp and client can go a long way in weeding
out the problems that cause the "Bad Start".
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