Lead & Gain Workforce Solutions Inc.’s Post

For those of you looking at contract work: Please make sure you're investigating the talent firm and what they're offering thoroughly before you proceed. A contract role became available yesterday for which I am very qualified. Four different staffing firms contacted me about it. One had a noticeably higher rate than the others. Long story short, this is because the role DID NOT include any paid time off. When I asked about this, and said I'd be willing take a lower hourly rate to get some PTO, they said offering PTO is not their policy. For a role that is 6+ months in duration. They can do that; PTO isn't required by law in the US. I told them that not offering PTO makes them less competitive. And that I would be going with a different firm to pursue the opportunity. This is the kind of thing that companies try to pull when they know people are desperate for work. Don't fall for it. Ask the questions. #contractwork #PTO

The results are in! With 59% of the vote, it appears that a majority of companies are currently offering three weeks or more of PTO to new hires. On the opposite end of the spectrum, a troubling 12% of respondents come from businesses that provide less than two weeks for new employees. With work/life balance progressively moving up the priority list for U.S. workers, organizations that remain competitive on PTO are likely to have significantly higher acceptance rates at offer stage. If you find your company in the 12% category, it’s time to revisit those policies with the appropriate authorities and bump the PTO up to remain in line with the market. #poll #pto #timeoff #entrylevel #ptopolicy #worklifebalance #jobsearch #hiring #newhire #recruiting

Attention Employers: With 2025 open enrollment approaching, it's time to get ahead! Check out this video for expert tips on how to prepare and ensure your benefits package stands out to attract and retain top talent. Don't miss this essential guide for a successful open enrollment season! #OpenEnrollment #EmployeeBenefits #FraserInsure

With open enrollment around the corner, employees are often faced with a menu of options that can feel overwhelming. Let’s be real — open enrollment shouldn’t feel like a last-minute scramble or like “Christmas-treeing” the final exam. Your employees deserve clear communication, informed choices, and a process that doesn’t leave anyone guessing. Let’s make open enrollment smooth, stress-free, and maybe even a little fun. Because when it comes to benefits, everyone deserves to feel confident in their decisions. If you’re ready to simplify the process and give your employees the clarity they deserve, let’s connect — I’d love to help make this your best open enrollment yet! #OpenEnrollment #EmployeeBenefits #HR #BenefitsMadeSimple

Some more thoughts on the idea of a "1099 Employment Renaissance" via correspondence on another post. Also I use the word 'renaissance' -vs- 'revolution' because the intent is for neither disruption nor partition: but concord and cohesion via employment arrangements establishing mutual sovereignty, survivability, and prosperity. I'm also really digging the freedom and variability of work arrangements and their advantages for both sides; s.t. employers and employees can switch agreements per their desires and circumstances; which is a hell of a lot more honest and fair than surprises on either side... Employers can expand and contract their 1099 workforce as needed (i.e. fit to current requirements and adjust to new situations), at levels of scale and ease impossible for a W2 workforce. They can keep personnel on for single payment bounties, shorter-term projects/deliverables, and on longer-term (i.e. quarterly) retainment. And W2s still exist if they desire a small core personnel obliged to sole dedication of fulltime efforts to company projects. Employees dismissed on completion of a project or expiry of a retainment term can renew if invited to do so, or solicit their availability to a marketplace of contract employment (a benefit for employers: as they can now share top talent on-demand -vs- poach it; and for employees: as they don't need to jump from company-to-company WRT W2 full employment. Employees can also choose work options ranging from single-payment bounty offers, to the aforementioned longer-term project and retainment based options. Thoughts for anyone that got this far? Especially folks who manage/run [parts of] businesses? Did I finally lose [the rest of] my mind on this one? #hireLLCsAsYourEmployees

Interesting how compensation is evolving.

You always come with the great thoughts, Chadd Olesen. I feel like the intent of 'unlimited PTO' is either a marketing concept or a means to provide equal benefit across an organization. When I first joined UPS the HR policy was 2 weeks of vacation plus 5 sick/personal days for each new UPSer. I was told that no matter how senior you were, when you started your career you had the same PTO benefit as everyone else when they started. As your tenure increased so did your PTO, until...we began to hire heavily from the outside and gave some brand new employees significantly more PTO than those of us that had not yet hit a specific milestone (5 years of service = 3 weeks, 10 years = 4 weeks). If we had unlimited PTO the conflicts that arose between employees of different tenures/levels would not occur. No one is truly going to have unlimited time off, so I believe that the leadership team has to be aligned as to what that really means. I would also add that leaders consider a mandatory minimum amount of PTO be taken as a means to avoid burnout.

🤖 AI-assisted candidate screening... 💰 Pay transparency taking center stage... 💼 Un-retirement... These are just some of the 7 biggest trends staffing firms need to know to compete with app-based platforms. Download your FREE full guide at the link in our comments and stay up to date with the biggest trends affecting staffing.

Did you know 73% of workers who are highly satisfied with their enrollment experience prefer to stay with their current employer for 5+ years? See how an enrollment strategy can help retain top talent. https://gag.gl/oOYmNS #openenrollment #benefitsenrollment #employeebenefits

Did you know 73% of workers who are highly satisfied with their enrollment experience prefer to stay with their current employer for 5+ years? See how an enrollment strategy can help retain top talent. https://gag.gl/oOYmNS #openenrollment #benefitsenrollment #employeebenefits