Employee Leasing Quotes : PEO Blog

Have you ever looked at a claimed injury and thought,“this doesn’t pass the smell test”? The longer you’re in business, the more likely this event will happen to you. Here are ten quick thoughts to consider when you begin having questions:

1.The alleged injury occurs at the beginning of a shift after being off for the weekend or a period of time off. Be mindful of potential sports injuries.

2. The reported accident occurs immediately before or after an industrial dispute, job termination, lay off, end of a project, at the conclusion of seasonal work, or the injured worker is a short term or contract employee.

3. The alleged injury occurs a day or two before or after a holiday.

4. The accident has no witnesses and the injured worker’s own description does not logically support the cause of the injury. The witness has a poor record with compensable injuries and provides a questionable version of the incident.

5. The injured employee has a history of numerous suspicious claims, or the medical provider or legal consultant has a past history of handling suspect claims.

6. The employee delays reporting the claim without reasonable explanation.

7. The employee’s description of the accident conflicts with the medical history of the employer’s first report of the claim or the circumstances described do not fit the injury or location.

8. Difficulty contacting a claimant at home when they are allegedly disabled. An answering machine is another way of covering the fact that a claimant is continually absent from home.

9. The injured worker refuses a diagnostic procedure to confirm the nature or extent of an injury or travels to seek medical treatment in another area from his home or workplace. Be conscious of the injured worker who has no ongoing treatment.

10. The injured worker is about to be retrenched, demoted or passed over for promotion.

Great information provided by Frank Cutruzzola - President of Investigative and Security Services at GTG Associates.

1-888-582-8388
www.EmployeeLeasingQuotes.com

I got an email today from a PEO rep that I’ve had the privilege of knowing and working with over the past few years. She told me she “had just left” the company she’d been working for and was looking at a new sales position in another industry.

I don’t know if she was “let go” or left, but we’ll talk soon. Regardless, I know she wasn’t given much to sell with, in large part because of the economy and fairly - because of what her company has probably had to do to stay in business.

In almost twenty years of B2B sales, this individual is one in a few that you remember. Right now, you can bet there are a number of extremely qualified professionals looking for the right opportunity, to do what they do best – produce and help grow a business. If you have the resources and who doesn’t need highly skilled producers, there’s never been a better time to capitalize.

Mike Burgelin
Employee Leasing Quotes

I recently received a phone call from a prospective company that had used a PEO service in the past. The first question they ask is if they would be required to sign a yearly contract, because they had service issues with their previous provider but where held to a contract. I promptly told her “no” and that we require our PEO providers let their performance determine your loyalty.

Isn’t that the way it should be? Why force a customer to continue doing business with you if they don’t want to? I know it takes take to setup a new client and an investment in time, energy and money is undertaken – but this is part of the selling process where a sales professional should be indirectly making this point. From then on, you’re still required to keep selling your services to the client to keep their business!

The point is, can you use not having a contract as a selling advantage, or is it worth a pissed off customer who’s required to stay with you telling everyone they know how lousy you are?

Mike Burgelin
www.EmployeeLeasingQuotes.com

Recently West Virginia opened up business for employee leasing services and we’re happy to announce our first success story - King Coal Trucking. While not knowing a lot about employee leasing services, by taking the time to investigate the benefits, they’ll now be saving almost 50% on their workers’ compensation costs annually. Plus, one of the time consuming frustrations of dealing with annual audits will no longer be an issue for this employer. Employee leasing services continue to grow rapidly - because they just make sense!

www.EmployeeLeasingQuotes.com