#workers comp audit

[sourcethrive]

Simplify General Liability Insurance Audit – Sourcethrive

If you're preparing for a general liability insurance audit, Sourcethrive is your trusted partner. We streamline the process, help you gather necessary records, and clarify complex requirements. Avoid delays, disputes, and overcharges by trusting our professionals to guide your audit from start to finish—accurately, quickly, and hassle-free.

[ghoulangerlee]

someone we occasionally do work for is hounding us for a workers comp form because he fell behind on his workers comp stuff and has an audit and we've told him multiple times that the boss would have to get that and she's not here and won't be back in until next week

I swear to god if they call again I may go off on them ESPECIALLY since we have an email saying "she's not in the office!!! we can't get you that!!!"

[shamimahammedz]

5 Ways Your Workers’ Comp Audit Can Benefit Your Business

If you're like most employers, hearing the word "check" is like watching red and blue lights flash in your rearview mirror when you know you're driving too fast. 

You can be 100% sure that your company's policies are correct, but as soon as you receive the inspection notice, roll down your windshield and blame it on your driver's license, registration, and ticket. excessive speed. as you suggested. What would you say if I told you that not all audits are worst-case scenarios? 

In fact, having an annual workers' compensation audit can benefit your business. The Combined Team understands the stigma associated with the audit process. Our commercial insurance experts have helped many employers overcome their fear of doing so and turn worker's compensation assessments into business resources. 

In this article, learn not only why an annual worker's compensation audit is important, but also how it can benefit you. In this short read, learn how an occupational injury audit can benefit your business. 

What is workers’ comp insurance?

Workers' compensation insurance provides benefits to workers who suffer a work-related injury or illness. It protects workers in the event of a workplace accident and provides financial assistance and medical expense coverage. It usually includes the following:  

Necessary medical treatment

Ongoing care or rehabilitation

Lost wages

Funeral expenses

Disability benefits

Workers' compensation insurance protects employers from high liability following an accident or injury at work. 

What is a workers’ comp audit?

When applying for workers' compensation insurance, the annual premium is an approximate amount for the year of coverage. Your premium price is determined by these 3 factors:  

Workers' Classification Rating - A rate usually set by the National Council of Indemnity and Insurance (NCCI) or an independent, state-regulated rating agency that assesses the level of risk associated with workers' work. The higher the risk, the higher the score. For example, Cirque du Soleil's high-flying acrobatics cost more than prizes given to neighborhood librarians. Why? Aside from angry science sponsors refusing to pay exorbitant fees, aero performers take on more risk in their work.  

Total Payroll - The total amount of remuneration an employee receives for their work. To determine an employee's premium payable, pay the employee's salary for every $100 of their gross salary. For example: If your sole employee earns an annual salary of $50,000 with an employee classification rate of $1, your gross pay would be an employee annual bonus of $500. 

Experience Adjustment Factor - A numerical measurement of past employee claims, used to predict expected insurance costs. The experience change factor measures three years of loss history against the cost of expected losses for similar companies. 

If previous standards are lower than expected costs, the experience modification factor is less than. However, if your previous bill exceeds the expected cost, you will receive the experience revision factor. greater than When estimating annual bonuses, a change in experience factor of less than reduces costs, and a higher value increases costs. 

What to look out for when forecasting premiums for a year? What do you notice about some of these factors? These may change during the year of coverage. If your business is doing well and you decide to hire more workers, your salary will increase. 

In addition, workers' promotion rates may change if, instead of hiring more workers, you decide to allocate your workers to different roles to increase productivity. If layoffs are affecting your workers, you get the big picture. 

At the end of the year, the estimated cost of insurance should be adjusted to reflect these changes. And how can you compare estimated premiums with actual year-end costs? With crash tests. 

A workers' compensation audit is a review of workers' pay stubs and classification records for the five policy years. It is used to determine if the estimated premium for a policy year matches the actual cost of insurance at the end of the year. 

Why should you do an annual workers comp audit?

The short answer to this question is "because we have to". By law, workers' compensation contracts that require a workers' compensation audit must be done at the end of the year. But if requirements alone aren't enough, explore the many ways that a workers' compensation audit can benefit your organization. 

5 ways your annual workers’ comp audit can benefit your business

Here are five reasons and benefits to conducting an annual workers' compensation audit.  

1. Your workers' comp audit prevents you from paying penalties

As a legal requirement, workers' compensation verification has legal implications. Failure to act on a capacity test notice can result in significant penalties. Depending on your business location, penalties for not completing the Annual Workers' Compensation Diagnosis will be added to your initial premium by 25% to 50%. 

2. Your workers' comp audit ensures your insurance premium is correct for your coverage

By checking workers' compensation, you can make sure you're getting the coverage you need at the right price. The purpose of reviewing worker compensation each year is to determine if estimated costs are over, under, or under budget. 

If you overpay at the beginning of the year, the difference will be refunded to you after the annual audit. In this case, the review is designed to save money. Without this insurance, you may not even realize that you have paid too much. If the estimated premium is less than the actual cost of coverage, you will be charged the difference after final review. 

Paying an extra premium at the end of the year may not seem like a benefit, but paying the difference each year ensures your business is in compliance and remains compliant with workers' compensation regulations. Please also note that insurance companies may perform audits within three years after the year of coverage. 

So let's say you haven't been through a workers' compensation test in three years and you need to be tested during that entire time. If you pay too few premiums over three years, the total number of claims you receive can become untenable. 

If the payment amount is not enough due to cheap financial planning, etc., you can avoid accumulating expensive insurance premium costs by doing an annual work accident report. 

3. Your workers’ comp audit eases the coverage renewal process

Workers are required to have workers' compensation insurance, with some exceptions. If the year-end review is not approved, the insurer may decide to withdraw the claim. This means you will have to find a new supplier. 

And with a history of workers' comp audit violations, finding a new trucking company can become increasingly difficult. In addition, any workers' compensation offer you receive may be more expensive due to your history of non-compliance. Conducting an annual workers' compensation audit makes it easier and cheaper to renew coverage. 

4. Your workers’ comp audit benchmarks insurance premium costs

After the annual audit, you will receive valuable information about the cost of your insurance premiums. This means you always have the information you need to compare your premiums with those of other comparable companies. 

5. Your workers’ comp audit incentivizes organized record-keeping

An employee compensation assessment includes an employee classification and an evaluation of total payroll costs. And how will the auditor verify this information? By reviewing job descriptions and payslips.  

To do this, these records must be up-to-date, organized, and available for review. Therefore, checking employee compensation is an incentive to have proper and accurate documentation. This protects you from other unrelated and potentially damaging compliance complications.  

Next steps to a worry-free workers’ comp audit

If you've ever been here, you know that just imagining exams can be scary. After reading this article, I know that I don't need to worry about annual salary review for employees. In fact, getting it done is good for you and your business. 

Our team at Combine has spent years helping companies large and small pass this taboo test and turn it into an intelligent tool. Our commercial insurance experts can help turn your workers' compensation insurance assessment into a game-changing resource. Forget the obsession with reviewing employee compensation with police sirens in your rearview mirror. 

[butterflyslinky]

Why do you need a driver's licence to be an adminstrative clerk? There is nothing in that role that requires driving, and if it does, the company needs to have a workers comp audit and employee classification review immediately.

[readwing]

Me when I have EOM and I’ve been asked to prepare a mid-year to mid-year 1099 report for a workers comp audit but our system doesn’t distinguish between work related contractors and other contractors and also we have reimbursed employees who later became contractors and vice versa

[joshhamilton11]

Top Tax Deductions for Trucking Corporations

When you're running a trucking corporation, your expenses are everywhere—fuel, maintenance, compliance, payroll, and the constant hum of logistics. But here's the thing: not every dollar that goes out the door needs to stay gone. With the right tax strategy, a surprising number of those expenses can work for you at tax time.

Unfortunately, many trucking businesses leave money on the table simply because they don't know what to deduct—or how. That's where expert guidance, like a trucking corporate tax advisory, becomes invaluable.

Let’s break down the top tax deductions trucking corporations should be claiming and why they matter more than ever in a tightening economy.

1. Depreciation on Trucks and Equipment  

Your fleet is your lifeblood—and one of your biggest deduction opportunities. Under IRS rules, trucks and trailers used in business can be depreciated over time. Bonus depreciation and Section 179 allow you to deduct a large portion (or sometimes the entire cost) of qualifying equipment in the year it’s placed in service.

This doesn’t just apply to new trucks—used vehicles count too, as long as they’re “new to you.” Just make sure your bookkeeping is tight and records show when each asset went into service.

Pro tip: Use a depreciation schedule tailored to heavy vehicle usage. Cookie-cutter templates don’t cut it in this industry.

2. Fuel and Maintenance Costs  

You already know fuel is expensive. Thankfully, the IRS lets you deduct every gallon—assuming it’s tied to business use. But don’t stop there. Oil changes, tire replacements, inspections, and routine maintenance are all fair game.

Many corporations overlook smaller recurring maintenance like DEF refills or routine trailer inspections. Those "nickel and dime" charges add up fast—and they’re deductible.

Keep digital receipts and create a maintenance log. If you're ever audited, documentation makes all the difference.

3. Driver Wages and Benefits  

If you operate a fleet with employee drivers, you’re likely spending a chunk of your budget on wages. That’s all deductible—so are payroll taxes, health insurance contributions, retirement plans, and even per diems if you reimburse them for meals and lodging on the road.

For owner-operators structured as corporations, salaries you pay yourself are also deductible (and require extra tax planning to avoid triggering IRS scrutiny). This is where specialized advice becomes crucial.

4. Insurance Premiums  

Liability, cargo, physical damage, workers' comp, and even business interruption insurance—all are considered legitimate business expenses. Insurance isn’t cheap in the trucking world, and it often feels like throwing money into the wind… until tax season.

What you might not know? Even smaller policies—like coverage on trailers or supplemental health plans—can be included. Review your yearly premiums with a fine-tooth comb.

5. Tolls, Permits, and Licensing Fees  

Highways aren’t free, and neither is staying compliant. Whether it’s IFTA decals, DOT registrations, fuel permits, or regular tolls—these expenses are deductible.

IFTA reporting is often handled quarterly, but many corporations don’t fully realize just how much these costs stack up over 12 months. If you're not tracking them centrally, you're probably underreporting your deductions.

Tip: Connect your toll transponders and permit logs with your bookkeeping software. Automation saves time—and missed deductions.

6. Communication and Dispatch Technology  

Running a trucking company in 2025 without GPS, ELDs, and dispatch software is practically impossible. Good news: all that tech, from monthly subscriptions to hardware costs, counts as deductible.

Even mobile phones and tablets used by drivers or dispatchers can qualify, provided they’re used primarily for business. Just make sure there’s a clear paper trail showing who’s using what and why.

7. Office Expenses and Admin Costs  

Whether you run your business from a terminal or a small home office, the IRS allows you to deduct expenses like rent, utilities, internet, office supplies, and administrative salaries.

If you're claiming a home office deduction, it must be a dedicated space used exclusively for your business. That kitchen table setup doesn’t cut it. But if you meet the criteria, it can unlock valuable write-offs—right down to your electric bill.

8. Loan Interest and Lease Payments  

Got loans on your rigs or leasing your trailers? The interest portion of your monthly payments is deductible. The same applies to business credit card interest (used for fuel, repairs, etc.).

Be careful with leases though—some operating leases can be treated like rentals, while others (capital leases) behave more like purchases. The tax treatment depends on the structure.

This is where a trucking corporate tax advisory can really step in to help you structure things in your favor. For deeper insight, check out Trucking Corporate Tax Advisory: Cut Liabilities, Drive Compliance.

9. Training and Industry Certifications  

Investing in your team’s knowledge isn’t just smart—it’s deductible. Whether you’re paying for CDL renewals, safety training, or compliance seminars, the IRS considers these legitimate business expenses.

That includes travel and lodging if you send your team off-site. And yes, that also means you can deduct the mileage to attend these trainings (if you're not using a company truck).

10. Legal, Accounting, and Advisory Services  

Last but definitely not least—every dollar you spend on legal counsel, tax preparation, or industry-specific advisors is deductible. These pros help you make money and save money, so the IRS sees their value.

Hiring a general accountant may help with filing, but partnering with someone who truly understands trucking nuances? That’s where your business gets ahead. Think mileage logs, fleet structuring, state nexus rules, and compliance strategies you didn’t even know you needed.

Conclusion  

Tax season doesn’t have to feel like a trap for trucking corporations. The deductions are there—you just have to know where to look, how to document them, and when to claim them. A proactive approach can mean the difference between a hefty liability and a strategic advantage.

The truth is, no two trucking operations are alike. And the IRS doesn’t care if you meant to deduct something—they care if you can prove it. Working with a reliable trucking corporate tax advisory gives you the edge to navigate complex rules, cut down your tax burden, and stay compliant year-round.

So don’t wait until your next filing deadline to get serious about deductions. Start now—and make every mile count.

[jgregory-peo]

Discover the Best PEO Services in the USA with J. Gregory PEO!

Looking for a trusted PEO partner to handle payroll, HR, compliance, and employee benefits? J. Gregory PEO delivers top-rated PEO services designed to help businesses thrive.

Why We’re Among the Best PEO Services in the USA:

Dedicated Account Managers – No call centers, just personalized support

Fortune 500-Level Benefits – Attract & retain top talent

Seamless Payroll & Tax Compliance – Accurate, stress-free processing

Workers’ Comp & Risk Management – Reduce costs & claims

HR Compliance & E-Verify Solutions – Stay audit-ready

Partner with the best PEO services in the USA and unlock growth for your business!

[cutcompcost]

What is an example of audit work?

An example of audit work is a Health and Safety Audit in a manufacturing company. Here's how it typically unfolds:

🔧 Example: Health and Safety Audit in a Manufacturing Facility

🔍 Objective:

To ensure the workplace complies with OSHA regulations and internal safety policies.

✅ Audit Work Steps:

Planning the Audit

Review past safety audits or incident reports.

Identify high-risk areas such as machinery zones or chemical storage.

Create a checklist based on OSHA standards and company policies.

Document Review

Examine safety training records for all employees.

Review equipment inspection logs.

Check for documentation of safety drills (fire, chemical spill, etc.).

Confirm that material safety data sheets (MSDS) are current and accessible.

Physical Inspection

Inspect fire extinguishers and emergency exits.

Ensure machine guards are in place and working.

Look for tripping hazards, exposed wiring, or blocked pathways.

Check proper storage and labeling of hazardous materials.

Interviews

Speak with workers and supervisors to confirm:

They understand safety protocols.

They’ve received proper training.

They know how to report hazards or incidents.

Testing Procedures

Observe a fire drill or emergency shutdown.

Randomly select workers to demonstrate PPE (Personal Protective Equipment) use.

Findings and Report

Positive: All emergency exits are clearly marked and unobstructed.

Minor issue: Some workers' safety training certificates are outdated.

Major issue: Chemical containers are missing hazard labels.

Recommendations

Schedule refresher training for all employees.

Label all chemical containers within 24 hours.

Conduct monthly safety checks and document them.

📋 Final Output:

A Health and Safety Audit Report is issued, detailing:

What was inspected and reviewed

Identified compliance issues

Photos and documentation of concerns

A timeline for corrective actions

This example shows how audit work combines inspection, documentation, analysis, and reporting to improve workplace standards and reduce risks.

Would you like an example from another type of audit, like HR or financial?

[odorcontrol]

Odor Control for Pharma: Ensuring Clean Air in Pharmaceutical Manufacturing

The pharmaceutical industry is synonymous with innovation, precision, and stringent regulatory compliance. Yet one critical aspect often overlooked in pharmaceutical manufacturing is odor control. Emissions from chemical reactions, solvent use, and waste processing can produce unpleasant and hazardous odors, affecting plant workers, nearby communities, and environmental compliance.

In India—where pharmaceutical manufacturing is a key economic sector and environmental standards are tightening—effective odor control in pharma facilities is no longer optional. It's essential for operational safety, regulatory compliance, and community relations.

 

Why Does the Pharma Industry Generate Odors?

Pharmaceutical manufacturing involves complex chemical synthesis, fermentation, and purification processes. These steps often release volatile organic compounds (VOCs), hydrogen sulfide (H₂S), ammonia, and other odor-causing gases into the atmosphere.

Some common sources of odor in pharma facilities include:

Chemical reaction vessels

Solvent recovery units

Effluent treatment plants (ETPs)

Waste storage and disposal areas

Fermentation tanks (for biotech-based pharma)

 

The Risks of Ignoring Odor Control in Pharma

Regulatory Penalties: The Central Pollution Control Board (CPCB) and State Pollution Control Boards (SPCBs) enforce air quality standards. Non-compliance can lead to shutdowns and fines.

Workplace Health Hazards: Constant exposure to strong chemical smells can cause headaches, nausea, respiratory problems, and worker dissatisfaction.

Community Complaints: Many pharma plants are near residential areas. Odor nuisances can lead to public protests and damage brand reputation.

Environmental Impact: Odorous emissions often contain harmful compounds that contribute to air pollution and ecological degradation.

 

Odor Control Technologies for Pharmaceutical Plants

Pharma odors are often complex and require customized multi-stage treatment systems. Here are some of the most effective solutions:

1. Chemical Scrubbers

Use acid-base reactions to neutralize odorous gases like ammonia and H₂S. Ideal for treating exhaust streams from reactors and scrubbers.

2. Activated Carbon Filters

These filters absorb VOCs and other low molecular weight compounds. Best suited for low-flow, high-concentration odor streams.

3. Photocatalytic Oxidation (UV + Ozone)

Advanced technology that breaks down VOCs and odors using UV light and ozone. Effective for treating residual odors in cleanrooms and packing areas.

4. Biofilters and Biotrickling Filters

Biological systems that use microorganisms to degrade odor molecules. Suitable for effluent treatment plants (ETPs) and wastewater processing units.

5. Enclosed Ventilation with Negative Pressure

Helps contain odors and directs them to treatment systems before release, commonly used in tablet coating or solvent recovery rooms.

 

Best Practices for Odor Management in Pharma

Conduct regular odor audits to identify and quantify emission sources.

Integrate odor control into plant design—not as an afterthought.

Use real-time monitoring systems to track odor levels and compliance.

Train plant personnel on odor management protocols.

Engage with the local community to maintain transparency and trust.

 

The Indian Context: Compliance and Opportunity

India’s pharma sector is under increasing scrutiny for environmental performance. Initiatives like “Pharma Vision 2020” and stricter CPCB norms are pushing the industry toward greener and cleaner practices. Investing in odor control not only helps with regulatory compliance but also enhances sustainability credentials.

Conclusion

Odor control in the pharmaceutical industry is a critical component of a safe, compliant, and sustainable manufacturing operation. As India cements its position as a global pharmaceutical hub, it's imperative for companies to prioritize advanced odor control pharma ailored to the complex emissions of pharma processes.

Visit:- https://www.odorcontrol.in/odor-control-pharma.html

[occupationalhealthmanagement]

Smarter Health Management for Dahej Industries with Hasanui HealthTech

In the heart of Gujarat’s industrial growth lies Dahej, a bustling port town known for its chemical manufacturing units, refineries, and industrial estates. As industries expand, so do their responsibilities — especially when it comes to employee well-being. Ensuring a healthy and safe workforce is no longer just a compliance requirement; it’s a strategic advantage. Recognizing this, Hasanui HealthTech Pvt Ltd has introduced a cutting-edge Occupational Health Software tailored to the specific needs of industries operating in Dahej.

The Need for Occupational Health Management in Dahej

Dahej has rapidly evolved into one of Gujarat’s key industrial zones, home to numerous companies in sectors like petrochemicals, fertilizers, power, and heavy engineering. With a high concentration of labor-intensive operations and hazardous work environments, industrial health and safety protocols are of paramount importance.

However, traditional paper-based health records and manual reporting systems are no longer adequate to keep pace with modern health standards and regulatory requirements. This gap has created an urgent demand for digitized solutions that can streamline and optimize workplace health management. That’s where Hasanui HealthTech’s Occupational Health Software steps in.

Introducing Hasanui HealthTech’s Smart Solution

Our Occupational Health Management Software is a comprehensive, cloud-based platform designed to help industries manage employee health data, conduct regular checkups, track occupational hazards, and ensure full compliance with statutory regulations like the Factories Act, OSHA, and ISO standards.

Key Features of the Software

Digital Health Records: Easily maintain and access centralized medical records of all employees, including pre-employment screening, periodic checkups, vaccination history, and medical fitness reports.

Automated Scheduling: Set reminders and schedule health checkups, follow-ups, and risk assessments, reducing human error and increasing efficiency.

Real-Time Dashboards & Analytics: Monitor trends in employee health, identify recurring issues, and make data-driven decisions with interactive dashboards.

Regulatory Compliance Management: Stay audit-ready with built-in compliance tools and generate statutory reports with a single click — including Form 7, Form 32, and other legally mandated documents.

Incident Reporting & Risk Assessment: Log health-related incidents, near misses, and chemical exposure cases. Conduct risk assessments and track mitigation actions seamlessly.

Mobile Access: Health officers and safety personnel can access the platform on-the-go, allowing real-time reporting and inspections from any location within the industrial premises.

Tailored for Dahej’s Industrial Landscape

At Hasanui HealthTech, we understand that the industrial ecosystem of Dahej poses unique challenges — from managing large workforce populations to mitigating exposure to hazardous substances. That’s why our software is specifically optimized for the local context, ensuring:

Multilingual interface for easier usability across diverse worker demographics.

Integration with on-site clinics and diagnostic labs for faster data synchronization.

Customizable modules to cater to specific industry types such as chemical, pharmaceutical, or heavy manufacturing.

Benefits to Your Organization

By implementing our Occupational Health Software, industries in Dahej can experience:

Improved employee productivity through proactive health management.

Reduced workplace incidents by identifying early warning signs and health trends.

Lower insurance premiums and legal risks by maintaining accurate, up-to-date records.

Enhanced brand image through responsible corporate health and safety practices.

Partner with Hasanui HealthTech Pvt Ltd

We’re more than just a software provider — we’re your partner in building a safer, healthier workplace. Our expert team offers complete onboarding support, staff training, and ongoing technical assistance to ensure your transition to digital health management is smooth and effective.

Conclusion

As Dahej continues to grow as a global industrial hub, businesses must evolve their health and safety practices to match world-class standards. Hasanui HealthTech Pvt Ltd’s Occupational Health Software in Dahej, Gujarat is the perfect solution to help industries in Dahej digitize, streamline, and future-proof their employee health systems.

[employersolutions]

How Outsourcing PEO Service Simplifies Your Business Processes

Imagine focusing on your business without worrying about payroll errors, HR non-compliance, workers’ comp claims, or changing regulations. Sounds impossible, right? That’s precisely what payroll companies in Tampa FL do. These are trusted businesses that handle the behind-the-scenes operations of your company. Furthermore, it offers results with precision, professionalism, and a personal touch. What do payroll service providers do? Round-the-clock payroll services Say hello to fast and error-free payroll processing with one of the best payroll providers for small businesses. The payroll specialists offer accurate, timely, and compliant results. From direct deposit to custom reporting, the team handles it, so you don’t have to. Proactive human resources support HR is not about hiring and firing. This department is the backbone of your workplace. From employee handbooks to work strategies, certified HR professionals provide expert guidance to keep you and your team protected and proactive. Workers’ compensation Workers’ comp insurance is expensive and confusing. A service provider simplifies the process with competitive rates, risk management, and no up-front premium payments. The team helps reduce claims and keep the workplace safe. Administration attracts new talent Do you want to compete with the big companies for top talent? Offer benefits they can’t resist. Through a payroll service provider, you can benefit from packages, such as medical, dental, and vision. Easy regulatory compliance A payroll service provider handles tax audit laws, labor laws, and ACA compliance. Moreover, the experts stay updated about local, state, and federal laws. Why do businesses outsource payroll solutions? Numerous companies offer PEO solutions, and businesses hire the most experienced service providers. They benefit from the extensive knowledge and experience of a PEO service provider. Furthermore, they tailor plans and solutions to suit your employees. Additionally, you can save up to 30% on payroll processing and reduce workers’ comp costs. Some exceptional payroll teams are available 24/7 in your locality. You didn’t start a business to stress over paperwork, payroll taxes, and HR compliance. Let the weight off your shoulders with a reliable PEO service provider. Furthermore, partnering with a trustworthy PEO provider helps you gain a faithful ally in business. Additionally, the team is committed to your growth, success, and peace of mind. About Employer Solutions: Employer Solutions is a PEO employee leasing and human resources FT Myers offering comprehensive solutions to businesses and their employees. Its services include managing payroll, compensation, and continuous HR support. The company serves Tampa Bay and Sarasota businesses to streamline their operations. To get more details, visit https://employersolutionspeo.com/ Original Source: https://bit.ly/4cU6j24

[shamimahammedz]

Does My Workers Comp Audit Refund Indicate That I Received A Fair Price?

I have repeatedly received the following comments from customers; "Stuart, don't worry about [this year's] audit this year. We got a refund of the labor audit." This mentality is understandable since everyone knows how difficult it is for an insurance company to split their (your!) money. The client believes that receiving a reimbursement check after a workers' comp audit should be an indicator of processing, valuation, etc. Fit. But that's not really the case. 

Almost all of the workers' comp audit reimbursements you'll receive from your workers' compensation insurance company happen when business activity (payroll) declines. For work compensation, you must pay a fee for every $100 of wages. So of course you'll get a workers' comp audit refund at the end of the year if payroll falls short of your original payroll estimate. This is the usual result of a workers' comp audit and has nothing to do with fair valuation. 

Workers Comp Audit: What Could Go Wrong?

In fact, when I did a workers' comp audit on past overcharging policies, I found errors that caused the workers' comp audit refunds to be even between the years. which annual payroll audits return refunds and the years leading up to additional premiums. You could have gotten a $7,000 refund, but he must have $27,000!  

One of the reasons errors are so common is that there are so many moving factors in the accurate calculation of premiums. 

Determining accurate work comp payroll

Determining proper employee classification

Auditing Experience Modification Rate data

Schedule Rating (safety) Debits & Credits

Auditing Contractor's Credit Calculations

Proper application of mid-term endorsements

Rating Bureau rule & State Regulation compliance

and so on....

What Else Could Go Wrong Beyond Your Workers Comp Audit?

In addition to excessive fees that can be resolved with a workers' comp audit, there may be some issues that you can only resolve with an extension. Maybe you're not in the right program. Depending on your claim history and risk tolerance, you may be able to see the overall cost of a guaranteed cost vs. with group restrictions and discover that there are better ways to finance this risk (save money). 

Beware Of The Work Comp Sleight Of Hand

Another issue with your renewal could be to carefully consider your rate and "underwriting company". Is your service provider competitively priced? Has your account moved from one of your carrier's lower-priced registrars to a higher-priced registrar? This is a common way for workers' compensation providers to maintain the amount they charge in a reduced rate environment or when your experience change rate calculation is reduced. 

For example, a traveler has several registrars (not an exhaustive list, like what I found in my head!), each with different rates:  

The Travelers Indemnity Company

The Travelers Indemnity Company of America

The Travelers Indemnity Company Of Connecticut

Travelers Casualty and Surety Company

Travelers Casualty Insurance Company of America

Travelers Property Casualty Company of America

etc.

I am currently looking at a Missouri based company (Traveler account) whose history is:  

19/20 Current Policy - The Travelers Indemnity Company Of Connecticut (most expensive of these 4 based on currently filed MO rates)

Last year 18/19 - Travelers Compensation Company (2nd most expensive of these 4 based on MO rates currently filed)

17/18 - The Travelers Indemnity Company of America (least expensive of these 4 based on MO rates currently filed)

16/17 - Travelers Property Casualty Company of America (3rd most expensive of these 4 based on MO rates currently filed) 

(Important: it is not a blow against tourists. All insurers do this because national regulations do not allow an individual insurer to prioritize their rates.) 

So this company may not know (yet) that it has faced increasingly expensive underwriters over the past 2 years. The pay environment in the workplace in Missouri, like the rest of the country, has declined in recent years, but a company like this has failed to capitalize on its benefits (at least not by any means). is the full benefit). 

Many customers are working hard, reducing claims and reducing experience mods, but are still not seeing the price drop as expected due to "circumstances" such as a change of underwriting company, an increase in debit price (or a decrease in credit). use), etc. feel that "something is wrong" often their instincts are correct. 

How Do I Know If I'm Getting A Good Price For Workers Comp Insurance?

A good starting point is to calculate your costs per full-time employee. If calculating this metric annually, you can use it to benchmark it by comparing it to industry results found in RIMS's annual benchmark survey. It's pretty straightforward to calculate the total cost of workers' compensation/headcount, but let me know if you have any questions (e.g., how to account for seasonal and temporary workers). 

Cost per FTE helps you see through the shadow of wage fluctuations. Your rising or falling payroll makes it hard to tell if your plan is getting more expensive or cheaper. When you hire, you expect to be paid more for paid work and the business will increase tremendously. However, as your payroll grows, you can track this cost per FTE to ensure the increase is ONLY caused by your payroll increase and not by some other factor. 

On the other hand, if your total work compensation costs decrease as a result of reduced business activity (payroll), you may receive lower reimbursements and total renewal prices while your overall cost per employee is reduced. Your time increases. In this case, assuming your plan is getting cheaper due to lower pay is an illusion if your cost per FTE is indeed higher. 

This entire discussion assumes that you do not experience volatile changes in claims each year, which would have a reasonable impact on the expected loss, price, and cost per FTE. your. But if you're steadily or steadily improving in claims management and your plan costs (cost per FTE) aren't keeping up, there's a reason. And, an independent audit could expose that or those reasons. 

Please Don't Tell Anybody (Broker) Where You Heard This!

Calculate your cost per FTE and even go back a few years. Then share the numbers with your broker. Let your broker know that you are watching this and ask them to help you lower this indicator. If you're not getting good pricing options, cost containment ideas, back-to-work ideas, and more, let me know (I have a lot!). 

Why This Is Important?

Finally, I posted the image below a month ago and I really think the upcoming checks (policies expiring in late 2020 and early 2021) will be complicated. While you can expect refunds from workers' comp audits and reduced premiums due to lower payrolls, let's be diligent about keeping everything else in place. We don't want bigger and more costly problems once our businesses and economy return to normal. 

A job premium workers comp audit done by an independent auditor will not only save you money immediately, but it can also identify issues that need to be addressed on your next renewal and save you money. money in the future. 

[robertth001]

Legal Overlap Landmines: Avoiding Mistakes with FMLA, ADA, and Workers’ Compensation

Navigating the web of employment laws in the U.S. can feel like tiptoeing through a legal minefield—especially when dealing with the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and Workers’ Compensation. Each law plays a crucial role in protecting employee rights, but the overlap between them can create confusion and lead to costly legal errors if not handled carefully.

Understanding how these laws intersect—and differ—is key to ensuring compliance and protecting your business. This article will explore where these laws overlap, common pitfalls, and how to avoid them.

The Basics: What Each Law Covers

Before diving into the nuances, it’s important to understand what each law covers:

Family and Medical Leave Act (FMLA)

Provides eligible employees with up to 12 weeks of unpaid, job-protected leave annually.

Covers serious health conditions, childbirth, or caring for a family member.

Applies to employers with 50 or more employees within a 75-mile radius.

Americans with Disabilities Act (ADA)

Prohibits discrimination against individuals with disabilities.

Requires employers to provide reasonable accommodations, which may include modified schedules or extended leave.

Applies to businesses with 15 or more employees.

Workers’ Compensation

Offers wage replacement and medical coverage to employees injured on the job.

Varies by state but typically provides a no-fault system of benefits.

FMLA vs ADA: Spotting the Differences

While both the FMLA and ADA deal with employee health issues, they serve very different purposes. The confusion around FMLA vs ADA often leads to missteps in leave management.

Key Differences

Duration: FMLA provides a defined 12-week leave; the ADA doesn’t specify a limit but requires leave if it is a reasonable accommodation.

Eligibility: FMLA has strict eligibility based on tenure and hours; ADA protections begin on day one if the employee qualifies as disabled.

Purpose: FMLA focuses on temporary leave; the ADA centers on retaining employment through accommodations.

ADA Leave vs FMLA: When Both Apply

A tricky situation arises when employees qualify for leave under both the ADA and FMLA. This is where "legal landmines" are most likely.

Best Practices in Dual Eligibility Cases

If an employee exhausts their 12 weeks of FMLA leave but still cannot return, assess whether ADA leave vs FMLA accommodations are needed.

Don’t automatically terminate—engage in the interactive process required under the ADA.

Maintain separate but coordinated documentation for FMLA and ADA leave tracking.

Workers’ Compensation: Another Layer of Complexity

When workplace injuries are involved, Workers’ Compensation may kick in. However, this doesn’t necessarily mean FMLA or ADA don’t apply.

How They Interact

An injured employee may receive workers’ comp benefits and also take FMLA leave.

Once the medical leave ends, continued limitations may qualify the worker for ADA accommodations.

Never assume that Workers’ Compensation alone satisfies your legal obligations under FMLA or ADA.

Common Legal Pitfalls to Avoid

Failing to understand how these laws overlap can result in lawsuits, fines, or compliance audits. Here are the most common errors:

Misclassifying Leave Requests Treating all medical leave as FMLA without considering ADA or workers’ comp obligations.

Skipping the ADA Interactive Process Not engaging with employees to explore reasonable accommodations after FMLA ends.

Poor Documentation Not properly tracking leave or the reasons behind it can be a costly mistake in court.

Inconsistent Leave Policies Applying policies unevenly could lead to discrimination claims or employee grievances.

Automatic Terminations Ending employment once FMLA is exhausted without assessing ADA requirements can lead to ADA violations.

Proactive Strategies for Compliance

To avoid these legal landmines, companies should adopt a proactive and integrated approach to leave management.

What You Can Do

Train HR staff on the differences and overlap between the laws.

Develop clear policies that address multi-law compliance.

Regularly audit your leave and accommodation practices.

Use HR software to track FMLA, ADA, and Workers’ Compensation concurrently.

Stay Informed: FMLA Webinar 2025

One of the best ways to stay current with legal updates and best practices is by attending professional training. The FMLA Webinar 2025 is an excellent opportunity for HR professionals, managers, and business owners to gain insights into compliance strategies for FMLA, ADA, and Workers’ Compensation.

Topics include:

Navigating FMLA vs ADA conflicts

Understanding ADA leave vs FMLA entitlements

Integrating leave management tools for better tracking

Don’t miss out—staying informed is the best defense against compliance missteps.

Conclusion

Managing employee leave under FMLA, ADA, and Workers’ Compensation requires more than just good intentions. It demands a solid understanding of how these laws overlap and differ. By recognizing the potential legal landmines and taking proactive steps to address them, you can protect your organization and better support your workforce.

Whether you're weighing FMLA vs ADA policies or evaluating ADA leave vs FMLA scenarios, continuous learning—like attending the FMLA webinar 2025—will keep you ahead of the curve.

[recruit-art]

🚨 Don’t Let These Labour Hire Licence Mistakes Slow You Down 🚨

Real talk for Aussie recruiters 👇

So, you’re setting up (or running) a recruitment agency in Australia and ready to apply for your labour hire licence. Love that for you 💼👏

BUT — so many people get delayed or rejected over things that are totally avoidable. Here’s how to do it right the first time (and how RecruitArt can save your application from chaos 💡).

💣 The Most Common Mistakes (and how to dodge them)

📂 1. Incomplete Docs = Instant Nope

Forget even one of these and it’s game over for your application:

Tax returns & BAS statements

Super contributions

Director background checks

Insurance (workers’ comp + public liability)

Double-check EVERYTHING, fam.

🔁 2. Info That Doesn’t Match

If your business name, ABN, or address doesn’t match what’s on file with the ATO/ABR? Delays. Red flags. The whole mess. 😬

🧾 3. Compliance Issues

Behind on PAYG or super? That’s a big ❌. You gotta be squeaky clean before applying.

🕑 4. Missed Deadlines

Each state = different rules. Miss the cut-off and you're back to square one. Not ideal.

💡 Pro Tips to Get It Right (First Time)

✅ Build a Checklist

Don’t rely on memory. Make a doc. Tick stuff off. Save your future self.

🔍 Double-Verify Details

Your business info should match everywhere — ATO, ABR, insurance docs. Keep it clean.

🤝 Call in the Pros

No shame in needing help. RecruitArt knows the game and can guide you through every part of the process.

📚 Documentation = Your Superpower

Keep all your records tight, including:

Financial reports

Insurance docs

Compliance receipts + fair work evidence

This isn’t just for the app — it helps with renewals and audits too.

🔧 How RecruitArt Makes It Easy

They’re literally built for this. RecruitArt helps you:

Prep & review all docs

Understand your state’s licence requirements

Stay compliant after you're approved

Basically, they’re your licence guardian angels 😇

🏁 Final Thoughts (TL;DR Version)

Get your licence. Do it right. Skip the stress.

✅ Stay organised ✅ Avoid rookie mistakes ✅ Let RecruitArt help you win

📩 Need help with your labour hire licence app? DM or contact RecruitArt — they’ve got your back from start to finish 💪