News – Asset HR

Outsourced safety training drives significant insurance savings

The Problem.

Our client, Chemstar, is a manufacturer of starch-based products. They have been part of our payroll family for years, and throughout that time have slowly layered in some of the additional capabilities that our intuitive HR system has to offer, like online benefits enrollment, applicant tracking, and our identity theft prevention program.

Our deep relationship with Chemstar is built on extensive industry knowledge, responsiveness across our team and an ability to quickly tackle any special needs or requests they have. So, when their internal safety training person left the company, Chemstar turned to us. They had had a wildly positive experience as a payroll client and knew they could trust us to deliver current and on-trend safety training programs for their multiple facilities.

Our Solution.

With three locations across the US, we have a multi-prong approach to the different types of training this client needs. Each month, we visit one of their locations to facilitate an on-site compliance training. The topic of these trainings can range from lockout/tag out training to building evacuations.

The Results.

We partner with Chemstar to make sure that we have all the information needed prior to each training, then compare that to how an outside regulator would approach their facility, and craft a customized program for their staff. By utilizing our safety consultants, we’ve provided deeper training that’s led to a significant decrease in injuries and claims. This has had a substantial impact on their MOD, creating considerable savings on their Worker’s Compensation insurance.

Beyond this, we are able to leverage our extensive knowledge and insight to keep both their leadership team and their staff up-to-date on the best safety protocols and practices, giving them the ongoing expertise they need in an efficient, cost-effective way.

A new system brings HR efficiencies to maximize time and cost-savings

The Problem.

Our client had inefficiencies with their payroll admin time, specifically in relation to pay codes. They had been using a large payroll company for a long time, and were forced to create workarounds for the limitations within the system they were provided.

Our Solution.

By sitting down with our client to listen to their concerns, needs, and wants, we were able to construct a plan that worked for them. We looked at all union contracts and worked with them to create a process that they had wanted for managing all of their workers, but not been able to implement with their previous system.

During the switch, an issue arose causing the time in their system to continuously revert back to Hawaiian time. To mitigate this, we came in for two days leading up to the 4th of July to make updates to their system and get new clocks overnighted. To ensure this issue was resolved quickly, one of our employees installed them on the 4th of July while also manually inputting all the missed punches.

The Results.

We were able to quickly mitigate their issues and eliminate the need for manual entries to their system, saving them a significant amount of time and money on the basic functions of their business. This was done with minimal downtime to their system, and without creating an impact on their staff’s ability to work.

Our dedication to resolving the pay clock issue also demonstrated to our client that we are willing to go the extra mile. We both understand that issues and problems will arise, but how we react to and fix problems is what sets us apart from the competition.

Today, after two years of working with this company, we have also brought in one of our HR consultants to help streamline their processes, ensuring they are compliant in all facets of HR.

Automated solutions create cost and time savings for a seasonal company

The Problem.

Our client is a company with seasonal workers. Many of their employees work a 34-36-week season, but their pay and benefits are stretched out over the entire 12-month year. Our client wanted a way to streamline payroll and better track benefits to help limit possible errors that can occur with this type of set up.

Streamlining payroll and benefits in this type of situation can get tricky, because it can make it look like employees are changing their coverage plan during the year, while most are not.

Our Solution.

We provided our client with calculated overrides and created capped benefit plans for each coverage code. This allows employees to have increased premiums taken during the time that they are working. Once they have paid for a full year-long premium, the deductions are shut off.

To manage the carrier fees, we worked directly with our client and their broker to ensure the medical provider only received information related to actual changes.

The results.

By providing our client with simple workarounds, we decreased the greater responsibility of manually tracking the premiums themselves. We also helped build automated safeguards into the system that made the process far less manual. By implementing these new systems, our client will spend less money and time managing their programs and they will encounter fewer costly issues over time.

Documentation is Key



 
 
By Susan Fentin, Skoler, Abbott & Presser P.C.

I hate to break it to you, employers, but in employment-related disputes, the world is not likely to view you as a sympathetic figure. Instead, it is far more likely that you will be viewed as the Big Bad Employer and the individual who has brought a charge of discrimination against you will be seen as the Poor Innocent Employee. After all, she has lost her job, lost her health insurance, perhaps will not be able to make her car payments or feed her small children, all because you treated her unfairly based on her protected class or protected status.
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