Employment Blog

Tag: Workers’ Compensation

West Virginia Volunteer Fire Departments Protecting the Public Regardless of Loss of Insurance

by Donna Steffy on Aug.04, 2010, under Workers Comp

The local volunteer firefighters of Parkersburg, West Virginia keep fighting fires and protecting their community despite the fact that their departments will be losing their liability insurance coverage.

Volunteer chiefs, captains and other fire officials are due to loose their “Deliberate Intent” insurance coverage, an extension of Safety and Worker’s Compensation, as of September 1 of this year. This means they will no longer have immunity from being sued and will be left vulnerable to law suits. Fire officials could be held personally liable for any fire fighter “deliberately” sent into harms way and is injured or killed as a result.

The Parkersburg volunteer fire department is not the only volunteer department slated to lose their liability coverage. According to State officials 129 departments will also be losing their coverage. By the end of this year every volunteer department in West Virginia will be working without this vital insurance.

Despite the fact that a few of these volunteer department are threatening to strike, most of the others are still planning to continue with the job of protecting their communities with or without the extended Safety and Worker’s Compensation coverage.

“The chiefs are going to have to meet to discuss this but our department is not on board with a strike,” said Kim Marshall of the Deerwalk Volunteer Fire Department. “We expect people to recognize there’s a problem, come up with a solution and keep moving. How do we say we are going to go on strike; how could you live with yourself? I’ve been doing this for 35 years. It’s just not in us not to respond. We are not a union. There have been firefighter’s unions going on strike but when you are a volunteer and it’s your neighbor are you going to sit in a recliner and not go? Of course not. We aren’t being paid. We could be sued personally. It doesn’t matter. You have to go. We can talk about strikes and not responding, but in reality the Legislature needs to put in an amendment and cure this problem and stop the silliness.”

Marshall’s frustration continued as he met with local insurance representative seeking some solutions but left without any success. He went on to say, “It’s the deliberate intent language that makes it. If you order two men at a scene to go into a structure to do an interior attack on a fire that is a deliberate act and fire officials and others will be personally liable to be sued as individuals if the firefighter is injured.”

Although these fire officials are deeply concerned about losing their insurance coverage and recognize that not having it could have serious consequences, they are still willing to put themselves on the line for their community’s safety.

Jay Parsons, Chief of the Mineral Wells Volunteer Fire department summed it up best by adding, “We have too many residents and too many families. It is a bad situation. We hope the county commission does something at least; maybe provide coverage until the State gets it worked out. That would be a big help.”

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Competitive Business Strategy In A Tough Economy

by Donna Steffy on Jul.05, 2010, under outsourcing

Many organizations are restructuring to include outsourcing human resources. Businesses have found that they can not only cut cost and raise efficiency by outsourcing, but they can also improve the accuracy and speed at which a project is completed while having greater access to advanced technological expertise.

Cutting cost is only one of the benefits outsourcing offers both large and small businesses. Outsourcing allows companies to convert fixed costs into variable costs and reduces expenditures which release investment capital and raise profit margins, making them more interesting to investors.

Companies that do not take advantage of outsourcing human resources find they pay more for marketing, development and research, distribution and other operating costs. Outsourcing a contractor also allows companies to focus more on their core business by freeing up their in house employees.

Other reasons companies are choosing to outsource include:

Lowers labor costs – Finding temporary employees for short-term projects can be expensive and time consuming. Attracting qualified and reliable candidates without offering employee benefits can be difficult without the incentives usually involved in the hiring process.

Reduces risk – Outsourcing providers assume many of the HR risk management that face business in regards to HR audits, HR consulting, lawsuits, payroll services, regulations and government compliance, safety and worker’s compensation, short term/long term disability and employee/labor relations.

Increases Efficiency – An outsourcing firm will usually provide experienced individuals who do not require lengthy and expensive training.

Outsourcing human resources can provide businesses with the options they need to stay competitive in current economic climate. Outsourcing has become so commonly incorporated into business strategies that companies are beginning to outsource entire departments rather than individual positions such as billing or payroll.

Companies are able to devote more of their resources to their core businesses and bring products to market faster when they utilize outsourcing. As a result they are bringing in larger numbers of outsourced employees and still find they are lowering costs.

Global Human Resources Outsourcing Total Solutions provides integrated HR management, employee benefits, payroll and worker’s compensation services through an effective co-employment model that provides the benefits of a highly-staffed HR team without the overhead costs.

GHRO understands that in today’s changing marketplace that is continually incorporating advancing technologies, one of the most important resources a company has is the qualified people who are made available through outsourcing.

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What is a PEO?

by admin on Mar.08, 2010, under GHRO, Professional Employer Organization

In a PEO/co-employment relationship, our clients continue to direct the day-to-day duties and activities of their employees. However, because the PEO takes on the majority of HR management chores, your time is freed to focus on what matters most – your business.

At the same time, as your PEO, we contractually assume certain rights, responsibilities, and risks on your behalf, particularly in the area of Workers Compensation. We become the “employer of record” on an employee’s W-2, which means we deliver and manage employee benefits, payroll processing and tax administration, workers’ compensation, state unemployment insurance, EEOC claims and much more.

Your Trusted PEO

As a leading Professional Employer Organization (PEO) GHRO Total Solutions provides integrated services designed to streamline the cost and complexities of HR management, employee benefits, payroll, Workers’ Compensation and more. We offer this through a unique and seamless co-employment model that provides the benefits of a highly-staffed HR team, without the overhead costs.

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