Employment/HR News

Trifac Fund - A Workers Compensation Self Insurance Program.

Enters its 13th year in operation.

TMSA website

Federal and State officials get tougher on worker misclassifications.

As state and federal regulators increasingly crack down on businesses that government officials say are misclassifying employees as contractors, the Internal Revenue Service is expected to raise around $7 billion over 10 years from the crackdown as companies are made to pay Social Security, Medicare and unemployment insurance taxes for those workers.

 

Minnesota: Study finds comp costs per claim are low

Workers' compensation costs per claim for injured workers in Minnesota were among the lowest of 15 states examined in a recent Workers Compensation Research Institute study. click here for more....

The Conference Board says U.S. labor market faces bumpy road from recession to recovery

The contradiction that showed U.S. employment and unemployment both going up in January is one of several complex aspects of the labor market's road from recession to recovery, The Conference Board reported March 2. Real GDP, consumer spending, and productivity increased in the U.S. in late 2009, and the speed of job losses declined from 2008 and the first half of 2009. But there have not been consistent monthly gains in net hiring. In January 2010, the U.S. labor market shed jobs, yet the unemployment rate fell. "We'll experience more months of these mixed signals before the labor market reaches sustained recovery," says Christopher Woock, researcher, human capital, The ConferenceBoard.

 

 

Service Offerings

 

ALL of our clients are unique in what type of staffing program works best for them.  Specialty Staff  understands that and recognizes the need to have a custom designed approach for all of our clients. 

 

We start at the basics with four different foundations. Then, working closely with our clients, we discover what approach will work best for them and proceed to custom design the solution specific to their needs within the structure of our programs noted below. 

 

• Traditional Staffing. For our clients who experience extreme peaks, seasonal needs, project based business, and continue to staff a percentage of their workforce with contingent employees to give themselves more flexibility.

 

• Trial for Hire. Today employees are "trying you on for size" too! This program gives both our clients and our employees a chance to try before they buy. Our clients need to be as close to perfect as they can be with their hiring decisions. By transferring the risks and exposures to us, it allows them the opportunity to view the performance before making that critical decision that can effect more than turnover.

 

• Direct Hire. Sometimes it is good just to take the recruiting and interviewing out of the way! We do what we do best, so our clients can do what they do best-building their business. Allowing us to source the candidates and control the interview process permits our clients the opportunity to make a "great" hiring decision, without exhausting their valuable time.

 

• Managed Staffing. High volume users find that they are inundated with continually managing not only their staffing services but also the flexible employees. There are three separate programs that can be designed from the Managed staffing offering. We assume the management of our clients' employees so that they can concentrate on revenue generating functions. Whether we are on-site full time, or on an "as-needed" basis, this function continues to be a premiere choice.

 

Specialty Staff  is an industry leader in providing value-added services such as affirmative action programs, HR diagnostics and employee communications, to name a few.  With our custom designed approach, flexibility, and creativity, we become the single source for our clients' staffing needs.