Reputation: 656
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Total posts: 19
Hi John …….. we can write Staffing and most distressed risks in all states in
our non-rated to "A"-rated Professional Employer Organization (PEO)
and Contract Labor Service staffing (CLS)
programs.
Basically PEO/CLS programs entail 2 main
things….
1) the PEO/CLS must be the statutory employer
of record for all covered employees, and
2) the PEO/CLS must process and issue payroll
drawn off the PEO/CLS bank accts.
……here is an email that covers much of the
basic info. you need to know about our Professional Employer Organization (PEO)
& Contract Labor Service (CLS)
programs….. Please read all below and if this risk or you have a risk
that you feel is a fit, answer/provide all info. requested below. Thanks!
NES does best costwise for risks with high
xmods, high cost class codes, in state pools, with workers' compensation (WC)
premiums of 50k or more, paying way more than they should be, and generally
considered highly WC distressed…..we can write most risks including Staffing in
our PEO programs….and Staffing also thru our CLS programs….all depending on the
overall risk picture…..As you probably know by now, WC programs for staffing
are almost nonexistent at this time with risks going to or in state pools… however,
again, we can write Staffing in our PEO/CLS programs…. NES writes/places the
most Staffing in PEO/CLS programs of any brokerage in the USA.
Under a PEO arrangement, a co-employer
(primarily for benefits purposes) relationship is established between the risk
and the PEO, with the PEO becoming the sole employer of record for IRS
purposes. The PEO has a master "PEO" designated WC policy. The
workforce is contracted back to the risk to operate and manage as usual. Under
a CLS arrangement, a sole-employer relationship between the risks employees and
the CLS is established. The CLS has a
master "Staffing" designated WC policy. No functional control is lost
of the risk's business or labor force in either case, and in many cases, both
the employer and employees receive more and less costly benefits, services, and
WC coverage. The main purposes and goals of these relationships is to provide
the risk with more suitable and economic WC and administrative functions on an
outsource basis, including all management and navigation of the Affordable Care
Act's (Obamacare) regulations and implementation. In both the PEO and CLS
structures, all WC covered employee payroll must be processed by (in most
cases) and flow thru the PEO/CLS, with payroll checks drawn on the PEO/CLS bank
accts.
Under a CLS arrangement for other than
Staffing, available in some circumstances, a sole-employer relationship between
the Risks employees and the CLS is established, with the CLS becoming the
employer of record for the Risks employees under a Staffing type agreement and
WC policy. No functional control is lost
of the risks' business or labor force, and in fact, both the employer and
employees receive more and less costly benefits, services, and WC
coverage. Payroll is reported to the CLS
by the Risk, and payroll checks (or direct deposit) are processed and are drawn
on the CLS's bank accts and taxes are paid under the CLS's tax #s. The employees are supervised/managed by the
Risk as usual. The main purposes and
goals of this relationship is to provide the Risk with more suitable and
economic WC and administrative functions on an outsource basis, including all
management and handling of the Affordable Care Act (Obamacare) regulations and
implementation.
Before we quote either PEO or CLS, it must be
cleared directly with risk, either by you or us jointly, that such an
arrangement will work for them….so not to waste your/our time if the above
basic structures will not work for them.
Submission info needed:
• Detailed
ACORD (must have # of ees/code)
• 3-5
yrs losses valued no more than 45 from curr date
• last
4 quarters of State unemployment rtns (for staffing risks only)
• Curr/renewal
policy dec/rating pages
• State
pool quote (preferred)
• Xmod
sheet
Questions on each risk:
1. Why are they shopping their WC? If being non-renewed, why?
2.
Is "A" rated WC carrier REQUIRED by risk?
3.
Do they/you have any viable WC options at this point. If so what are
they?
4. Will
they for sure goto a master policy PEO/CLS program per above if the
cost/structure makes sense?
5.
Have you or the risk obtained a state pool quote yet? if so please send, if not please obtain and
send or explain why you/they have not done so.
6.
Do you control this risk? if not,
how did you get this opportunity?
7.
Will risk accept a deductible WC program, if so what level?
8.
What is our target annual cost we need to hit to write deal?
We look forward to working with you. Thank you!
Best Regards,
Ken Heideger
Nationwide Employer Services LLC
Offices in FL and CA
954-554-3456