universal healthcare carries the risk of potentially a lower quality of care. Physicians will have less control or no control over decisions being made ... how much would need to be taxed if we were to go universal? Does this encourage or discourage doctor's and nurses and so forth from getting into the field if it is government ran? Universal care puts the government in running a business they know nothing about, One of the biggest things we hear now about universal healthcare is the wait times to see a doctor.
Myths are that universal healthcare system is too expensive, raises taxes, lowers quality, reduces doctor control, adds government bureaucracy, put millions of people out of work, and increases wait time. Reality is that US has the most unaffordable and wasteful healthcare system in the world with millions of Americans under insured. Many countries with universal healthcare have better systems than the US.
0
Quote Originally Posted by ABooksNightmare:
universal healthcare carries the risk of potentially a lower quality of care. Physicians will have less control or no control over decisions being made ... how much would need to be taxed if we were to go universal? Does this encourage or discourage doctor's and nurses and so forth from getting into the field if it is government ran? Universal care puts the government in running a business they know nothing about, One of the biggest things we hear now about universal healthcare is the wait times to see a doctor.
Myths are that universal healthcare system is too expensive, raises taxes, lowers quality, reduces doctor control, adds government bureaucracy, put millions of people out of work, and increases wait time. Reality is that US has the most unaffordable and wasteful healthcare system in the world with millions of Americans under insured. Many countries with universal healthcare have better systems than the US.
standard to see premiums increases from plan year to plan year, but don't be fooled into thinking that ACA has not contributed to the crazy rates we are seeing because that would be completely false.
Fact checker Econofact rates false the claim that healthcare costs have risen faster under Obamacare. Healthcare cost increases average 3.4% a year from 2000 to 2009 and 1.9% a year from 2010 to 2018 under Obamacare according to study published in Journal of American medical association.
1
Quote Originally Posted by ABooksNightmare:
standard to see premiums increases from plan year to plan year, but don't be fooled into thinking that ACA has not contributed to the crazy rates we are seeing because that would be completely false.
Fact checker Econofact rates false the claim that healthcare costs have risen faster under Obamacare. Healthcare cost increases average 3.4% a year from 2000 to 2009 and 1.9% a year from 2010 to 2018 under Obamacare according to study published in Journal of American medical association.
"On average, the annual increase in healthcare costs has been 6.1% over the last 20 years. In comparison, the average inflation rate during this same period was 2.5%. According to Milliman, the increase in healthcare costs has outpaced inflation during most years"
That is where the concern is. The costs have been increasing at close to 3 times the inflation rate. The rate of increase was supposed to have come down and not go up.
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"On average, the annual increase in healthcare costs has been 6.1% over the last 20 years. In comparison, the average inflation rate during this same period was 2.5%. According to Milliman, the increase in healthcare costs has outpaced inflation during most years"
That is where the concern is. The costs have been increasing at close to 3 times the inflation rate. The rate of increase was supposed to have come down and not go up.
They are not concerned about facts nor real life examples of telling them someone else's experience. I am putting out there a real life experience, as an example, of my business and what has been told to me by actual insurance brokers and actual health care representatives from multiple sources. I am also telling everyone the increased costs that my company has been faced with since ACA came into effect. Just as I did with my real life experience regarding people I am aware of who are committing fraud with the SNAP benefit program. Is it possible that other companies may be experiencing something different? Of course, because insurance rates are compiled by a census that involves age, size of the group and location of the covered group for any particular business, but I was only providing my experience since many in here do not own a business and deal with healthcare on a regular nor have they possibly been an insurance broker or worked for an insurance company.
I wasn't providing numbers found on the internet, but rather percentages from my own company. Unless the many brokers and healthcare reps are all lying to me, the contributing factor for increased rates after ACA was implemented was 100% as a result of ACA and the insurance carriers feeling uneasy about the unknown participants this would bring and how to manage those costs. As a result, the rates were inflated in anticipation directly as a result of ACA and to mitigate the potential unknown risk.
COVERS allows u to tell someone they are sexually frustrated so long as ur hands are clean
0
@Raiders22
They are not concerned about facts nor real life examples of telling them someone else's experience. I am putting out there a real life experience, as an example, of my business and what has been told to me by actual insurance brokers and actual health care representatives from multiple sources. I am also telling everyone the increased costs that my company has been faced with since ACA came into effect. Just as I did with my real life experience regarding people I am aware of who are committing fraud with the SNAP benefit program. Is it possible that other companies may be experiencing something different? Of course, because insurance rates are compiled by a census that involves age, size of the group and location of the covered group for any particular business, but I was only providing my experience since many in here do not own a business and deal with healthcare on a regular nor have they possibly been an insurance broker or worked for an insurance company.
I wasn't providing numbers found on the internet, but rather percentages from my own company. Unless the many brokers and healthcare reps are all lying to me, the contributing factor for increased rates after ACA was implemented was 100% as a result of ACA and the insurance carriers feeling uneasy about the unknown participants this would bring and how to manage those costs. As a result, the rates were inflated in anticipation directly as a result of ACA and to mitigate the potential unknown risk.
Gotta ask cause am curious by nature. You own a company with thousands of employees and you spend a bunch of your time arguing with guys like me, who mean nothing in the big picture on the political section of a gambling website. Man if i was in that type of position in life, me personally i would have way better things to do with my time. Then again maybe i have read this wrong and when you say your company, you mean work for the company and not own. If you own it with thousands of employees, congrats on that success.
0
@ABooksNightmare
Gotta ask cause am curious by nature. You own a company with thousands of employees and you spend a bunch of your time arguing with guys like me, who mean nothing in the big picture on the political section of a gambling website. Man if i was in that type of position in life, me personally i would have way better things to do with my time. Then again maybe i have read this wrong and when you say your company, you mean work for the company and not own. If you own it with thousands of employees, congrats on that success.
Yes, my own company. It's a Staffing company (Temp Agency) & PEO (Employee Leasing). Gives me free time to shoot the shit on here when I can even though we are super busy. This is my break away as I don't spend time on social media and what not. This is a way to counter the daily shit we have to deal with regarding employee/client issues and labor law matters. Plenty of staff to handle the in's/out's, but it isn't always gravy. Company started in mid 80's by my folks. They left high government jobs to start their own show. Still going strong today, but my brother and I run it now and the folks just basically do what they feel like, which they've earned the right. I've been here since late 80's with the exception of going away to college, and being in California is the worst place to ever run a business. We had employees in about 22 States at our peak and probably the only ones worse than California were those with their local/city and school taxes. Handouts everywhere and a mess to manage. Maryland might have been the worst. We have hospital contracts with the Housekeeping personnel in multiple States and the shit that we have see in Maryland is atrocious. Anything from shootings in the hospitals, to employees getting jabbed with needles and contracting aids or other viruses, to staff screwing each other in empty rooms or closets. I guess, a different kind of jab.
You want to know about labor laws or benefits or risk management or handbooks or policies or anything employer/employee related, we got it.
COVERS allows u to tell someone they are sexually frustrated so long as ur hands are clean
0
Yes, my own company. It's a Staffing company (Temp Agency) & PEO (Employee Leasing). Gives me free time to shoot the shit on here when I can even though we are super busy. This is my break away as I don't spend time on social media and what not. This is a way to counter the daily shit we have to deal with regarding employee/client issues and labor law matters. Plenty of staff to handle the in's/out's, but it isn't always gravy. Company started in mid 80's by my folks. They left high government jobs to start their own show. Still going strong today, but my brother and I run it now and the folks just basically do what they feel like, which they've earned the right. I've been here since late 80's with the exception of going away to college, and being in California is the worst place to ever run a business. We had employees in about 22 States at our peak and probably the only ones worse than California were those with their local/city and school taxes. Handouts everywhere and a mess to manage. Maryland might have been the worst. We have hospital contracts with the Housekeeping personnel in multiple States and the shit that we have see in Maryland is atrocious. Anything from shootings in the hospitals, to employees getting jabbed with needles and contracting aids or other viruses, to staff screwing each other in empty rooms or closets. I guess, a different kind of jab.
You want to know about labor laws or benefits or risk management or handbooks or policies or anything employer/employee related, we got it.
Yes, my own company. It's a Staffing company (Temp Agency) & PEO (Employee Leasing). Gives me free time to shoot the shit on here when I can even though we are super busy. This is my break away as I don't spend time on social media and what not. This is a way to counter the daily shit we have to deal with regarding employee/client issues and labor law matters. Plenty of staff to handle the in's/out's, but it isn't always gravy. Company started in mid 80's by my folks. They left high government jobs to start their own show. Still going strong today, but my brother and I run it now and the folks just basically do what they feel like, which they've earned the right. I've been here since late 80's with the exception of going away to college, and being in California is the worst place to ever run a business. We had employees in about 22 States at our peak and probably the only ones worse than California were those with their local/city and school taxes. Handouts everywhere and a mess to manage. Maryland might have been the worst. We have hospital contracts with the Housekeeping personnel in multiple States and the shit that we have see in Maryland is atrocious. Anything from shootings in the hospitals, to employees getting jabbed with needles and contracting aids or other viruses, to staff screwing each other in empty rooms or closets. I guess, a different kind of jab. You want to know about labor laws or benefits or risk management or handbooks or policies or anything employer/employee related, we got it.
Does your company send out labor posters and stuff like that to businesses that they need to hang up? Would that have been your company also? Or entirely different. Glad your parents company and now yours is still in business doing well. I like to hear successful stories
0
Quote Originally Posted by ABooksNightmare:
Yes, my own company. It's a Staffing company (Temp Agency) & PEO (Employee Leasing). Gives me free time to shoot the shit on here when I can even though we are super busy. This is my break away as I don't spend time on social media and what not. This is a way to counter the daily shit we have to deal with regarding employee/client issues and labor law matters. Plenty of staff to handle the in's/out's, but it isn't always gravy. Company started in mid 80's by my folks. They left high government jobs to start their own show. Still going strong today, but my brother and I run it now and the folks just basically do what they feel like, which they've earned the right. I've been here since late 80's with the exception of going away to college, and being in California is the worst place to ever run a business. We had employees in about 22 States at our peak and probably the only ones worse than California were those with their local/city and school taxes. Handouts everywhere and a mess to manage. Maryland might have been the worst. We have hospital contracts with the Housekeeping personnel in multiple States and the shit that we have see in Maryland is atrocious. Anything from shootings in the hospitals, to employees getting jabbed with needles and contracting aids or other viruses, to staff screwing each other in empty rooms or closets. I guess, a different kind of jab. You want to know about labor laws or benefits or risk management or handbooks or policies or anything employer/employee related, we got it.
Does your company send out labor posters and stuff like that to businesses that they need to hang up? Would that have been your company also? Or entirely different. Glad your parents company and now yours is still in business doing well. I like to hear successful stories
On the Staffing side, by law, we are joint employers, but the host employer (worksite location) is responsible for labor posters since that is their worksite. We are both, in that relationship, responsible for labor issues related to the employees even though our company does not direct and control the employee once at the worksite.
In a PEO relationship, we are co-employers with any company we do business with, so yes we offer supplying Labor Posters to these companies or they may choose to obtain their own. All in one posters work best to handle both State and Federal compliance, but many do not care if there are several posters. We do find that many companies are not aware that hanging these posters is a legal compliance requirement. The difference between the PEO side of the house and the Staffing side is that in a PEO relationship, the employees belong to that business and through a contractual agreement we take the employees and then lease them back to the company, which in turn creates the co-employer relationship. Also includes dual responsibility of the employees, but liability still falls with whoever provides the direction or in most cases fails to listen to direction provided, which is often times what happens is that the company fails to heed our advice. In this agreement though, our company handles the administrative work such as human resources, payroll, risk management, benefits, provide handbooks, forms, pay taxes, handle unemployment claims and anything administrative. The worksite employer still hires, fires, directs and controls employees and still runs their day to day operations and seeks guidance from us on how to handle situations involving employee/employer matters such as investigations and compliance matters.
COVERS allows u to tell someone they are sexually frustrated so long as ur hands are clean
0
On the Staffing side, by law, we are joint employers, but the host employer (worksite location) is responsible for labor posters since that is their worksite. We are both, in that relationship, responsible for labor issues related to the employees even though our company does not direct and control the employee once at the worksite.
In a PEO relationship, we are co-employers with any company we do business with, so yes we offer supplying Labor Posters to these companies or they may choose to obtain their own. All in one posters work best to handle both State and Federal compliance, but many do not care if there are several posters. We do find that many companies are not aware that hanging these posters is a legal compliance requirement. The difference between the PEO side of the house and the Staffing side is that in a PEO relationship, the employees belong to that business and through a contractual agreement we take the employees and then lease them back to the company, which in turn creates the co-employer relationship. Also includes dual responsibility of the employees, but liability still falls with whoever provides the direction or in most cases fails to listen to direction provided, which is often times what happens is that the company fails to heed our advice. In this agreement though, our company handles the administrative work such as human resources, payroll, risk management, benefits, provide handbooks, forms, pay taxes, handle unemployment claims and anything administrative. The worksite employer still hires, fires, directs and controls employees and still runs their day to day operations and seeks guidance from us on how to handle situations involving employee/employer matters such as investigations and compliance matters.
On the Staffing side, by law, we are joint employers, but the host employer (worksite location) is responsible for labor posters since that is their worksite. We are both, in that relationship, responsible for labor issues related to the employees even though our company does not direct and control the employee once at the worksite. In a PEO relationship, we are co-employers with any company we do business with, so yes we offer supplying Labor Posters to these companies or they may choose to obtain their own. All in one posters work best to handle both State and Federal compliance, but many do not care if there are several posters. We do find that many companies are not aware that hanging these posters is a legal compliance requirement. The difference between the PEO side of the house and the Staffing side is that in a PEO relationship, the employees belong to that business and through a contractual agreement we take the employees and then lease them back to the company, which in turn creates the co-employer relationship. Also includes dual responsibility of the employees, but liability still falls with whoever provides the direction or in most cases fails to listen to direction provided, which is often times what happens is that the company fails to heed our advice. In this agreement though, our company handles the administrative work such as human resources, payroll, risk management, benefits, provide handbooks, forms, pay taxes, handle unemployment claims and anything administrative. The worksite employer still hires, fires, directs and controls employees and still runs their day to day operations and seeks guidance from us on how to handle situations involving employee/employer matters such as investigations and compliance matters.
Sounds you got your hands full, especially with things always changing. Just the paperwork alone is probably mind numbing
0
Quote Originally Posted by ABooksNightmare:
On the Staffing side, by law, we are joint employers, but the host employer (worksite location) is responsible for labor posters since that is their worksite. We are both, in that relationship, responsible for labor issues related to the employees even though our company does not direct and control the employee once at the worksite. In a PEO relationship, we are co-employers with any company we do business with, so yes we offer supplying Labor Posters to these companies or they may choose to obtain their own. All in one posters work best to handle both State and Federal compliance, but many do not care if there are several posters. We do find that many companies are not aware that hanging these posters is a legal compliance requirement. The difference between the PEO side of the house and the Staffing side is that in a PEO relationship, the employees belong to that business and through a contractual agreement we take the employees and then lease them back to the company, which in turn creates the co-employer relationship. Also includes dual responsibility of the employees, but liability still falls with whoever provides the direction or in most cases fails to listen to direction provided, which is often times what happens is that the company fails to heed our advice. In this agreement though, our company handles the administrative work such as human resources, payroll, risk management, benefits, provide handbooks, forms, pay taxes, handle unemployment claims and anything administrative. The worksite employer still hires, fires, directs and controls employees and still runs their day to day operations and seeks guidance from us on how to handle situations involving employee/employer matters such as investigations and compliance matters.
Sounds you got your hands full, especially with things always changing. Just the paperwork alone is probably mind numbing
Yes, it is a paperwork nightmare. Even with electronic handling of documents, where applicable, it still brings its challenges. This is why companies prefer not to deal with this and would rather outsource to a company who can handle for them on their behalf so they can focus on their business rather than being inundated with the compliance nightmare. We become the employer of record and that eases some tension/stress for most owners who do not wish to deal with the administrative nightmare and regulatory compliance from both the Fed & State.
COVID and it's regulations was the worse I have ever seen it in all my years. It was so fluid for employers in the beginning that we would provide guidance in the morning and it may have already changed by the afternoon/evening time. It was a joke and very difficult to keep up. Most of our clients were essentially workers, especially on the Staffing side, as we work with many large packing houses that distribute fruits and vegetables everywhere across the country. Large distributors for Walmart and Costco and they deliver throughout the country and internationally.
COVERS allows u to tell someone they are sexually frustrated so long as ur hands are clean
0
@cd329
Yes, it is a paperwork nightmare. Even with electronic handling of documents, where applicable, it still brings its challenges. This is why companies prefer not to deal with this and would rather outsource to a company who can handle for them on their behalf so they can focus on their business rather than being inundated with the compliance nightmare. We become the employer of record and that eases some tension/stress for most owners who do not wish to deal with the administrative nightmare and regulatory compliance from both the Fed & State.
COVID and it's regulations was the worse I have ever seen it in all my years. It was so fluid for employers in the beginning that we would provide guidance in the morning and it may have already changed by the afternoon/evening time. It was a joke and very difficult to keep up. Most of our clients were essentially workers, especially on the Staffing side, as we work with many large packing houses that distribute fruits and vegetables everywhere across the country. Large distributors for Walmart and Costco and they deliver throughout the country and internationally.
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