FAQ
What is the benefit of having GEM cover my employee’s work related injuries?
Co-employing with GEM eliminates the down payments associated with direct purchase of workers compensation insurance. This also avoids regularly schedule audits since the expense of insurance is built into the labor burden on a “pay as you go” bases. The risk of work related injuries are transferred to GEM, mutually benefiting both GEM and their clients to reduce or contain claim expenses through the handling of claims administration and the implementation of risk management and safety programs.
How can an employer reduce costs by co-employing with GEM?
Many small to mid-size employment groups outsource their multiple administration functions. Utilizing one vendor should contain costs and add functions of employment administration not currently applied by the employment group. Since the labor burden is fixed and contains all employer charged taxes and expenses, the defined labor rate can be applied to employee wages and readily assigned to job costing. This should provide distinctions of labor costs for a more accurate portrayal of profit margins.
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What is the difference between GEM's services and those of a Staffing Company?
Under contract, GEM and a client company become co-employers of the employment group. This differs from joint employment by a distinct separation of responsibilities between the two parties. GEM’s client companies are considered worksite employers. The client company recruit, trains, establishes wages and provides direction and control over their employees. GEM is considered the employer of record for administrative responsibilities by assignment. The client’s permanent employees are then reassigned to the client as worksite employees.
A staffing or temporary labor company is the sole employer of the employees and typically staff workers to a business temporarily. Under this type of arrangement, the workers are not employees of the business but are employees of the staffing company.