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@@jahariswsw what happened? Do you mind sharing?

@@carmenalvarez1613 that’s amazing! Great work and stay healthy!

Thanks for your comment. I'm glad you found it helpful

Glad it was helpful! If you get stuck, feel free to reach out for a live chat.

There are scenarios where exceptions can be made. Example: The 1 employee group is a subsidiary company of a larger group. The company has immediate growth plans. There are a few PEOs that allow for an employee of one; however, the choices are much more narrow. ERISA also may preclude 1 employee companies depending on the corp structure and if the owners are the only ones taking benefits. Reach out for a benefits strategy session if you need details specific to your company: www.thinqinsurance.com

Benefits and payroll are two completely different worlds. However, I do believe finance should always be closely tied to the People side of the business. Employees are the biggest asset and liability to the company.

You could use that same logic about finance, sales, legal, or any function of a business. That’s one very small component of HR. Would you want a highly qualified engineer you pay $150/ hour spending time training an AI model on resume screening or your product? Outsourcing has a runway before it becomes more cost effective to bring in-house. The tasks still need to happen, pushing them to other people in the organization has a breaking point once a company gets to a certain size.

Appreciate it, I was surprised by the whole conversation they had on HR.

Any topic covered you feel is worth expanding on?

As a Product in this price range, the margins are thinner when professional services are added. By design most of the end user experience is solved through the product; however, there are times when it has taken up to 70 minutes for us to get a live person. Also, a rep has shared with us SLA on insurance matters can be up to 2 weeks. This can be an issue at scale; however for most of their ideal fits, the platform works and Gustomers are happy.

www.thinqinsurance.com or info@thinqinsurance.com

Empathetically find a way to have them articulate what they don't believe they have and the consequence from their perspective if they don't have it. If you combine the consequences with the current state, it will reveal what they want. Which may take time and patience; however, there is an answer even if it is the person wants attention.

Thanks for sharing!

How would you describe knowing your value? Where is the additional money to pay you coming from if the cost of your role is fixed in the budget?

@@SteveTaylorThinq I'm fortunate to live in a capitalist society in which I choose to work where i like in exchange for a reward for my efforts. I've had employment in which I am not rewarded financially as much as I would have been elsewhere. But I stuck around through loyalty because of the people I worked with and the company I worked for. I took a hit because I was happy. However, I've worked in jobs that were just a job. If I see that the market rate for my skills is 5-10-15k more elsewhere I'm going to look around. If I see that this is a pattern I'm going to ask for a pay raise. I'd be a mug not to. If the company I work for needs me working for less money they better have earned my loyalty. Otherwise, they'll be getting one month's notice to find a replacement.

You sound like an amazing employee and corporate citizen. You deserve to be at a place that values loyalty, and puts you in a position to feel rewarded for the work you produce. The point is to communicate the value you bring to the employer versus simply demanding more money. Anyone you demand, doesn't deserve your loyalty! Keep that spirit and you will always be in high demand.

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Which part is silly? Which part is wrong?

So, how long did it take you to realize you were underpaid? … Twice?

@@SteveTaylorThinq I knew both times when I secured each job and also knew that in a months or so time WHEN I do find another company that pays right I would ask for more money or il’d most definitely take the other job. They both paid up. It’s supply and demand it’s simple. And if u don’t actually have another real offer but can afford to be unemployed for a bit, I highly recommend inventing one and getting paid. 🤘🤘🤘 why else would u give someone a raise? Cuz u like them? Cuz they’re nice to you? Or because they get shit done and make you money? No need to answer we both know you gotta take a second look at the terrible advice you’re giving out.

So are you saying in both cases you were forced to take an offer for a job knowing you were more valuable than the pay you agreed to? People who get it done with high quality are hard to come by! Why not negotiate for the raise in pay prior to your first day?

@@SteveTaylorThinq yes, they were the best option at the time when I needed work. While I had a conversation about more money with the owners, in both cases, until I was to take another offer they wouldn’t budge and I don’t necessarily blame them. That’s just how it works🤷‍♂️ it ain’t personal, “it’s just business”. It’s a saying for a reason. And if you have employees that you can just let go because of this very typical routine ultimatum, then you probably don’t know how to attract quality people. You should look to make some changes.

@@SteveTaylorThinq but hey you can’t be that useless, you did get me comment. Start making sense maybe you get some likes too and this CZcams thing might actually workout for you. I doubt though gl 👍👍👍

Thank you for the encouragement!

You bet!

@@SteveTaylorThinq You state they can go to the open market but it appears through our research they are only able to do insurance through their medical UHC national plan.

@@annetteholmes165 - Open to hearing about your experience! Please add Insperity's transparent CSA- Terms & Conditions to your research. Page 14, Health & Welfare Benefit Plan Annex to Terms & Conditions, Section 2. (link in next comment below) Their service model allows for employers to have "client sponsored health and welfare benefit plans". Our clients like the flexibility as they scale their employee count. Curious, as a buyer do you want that flexibility in a PEO? There are few who won't entertain it.

www.insperity.com/wp-content/uploads/Insperity-CSA-terms-and-conditions.pdf