bbsi tempe workers comp insurance

A NEW BEGINNING

Barrett Business Services Inc.ECOLE Insurance Company

NASDAQ: BBSI

Creating business solutions for company owners since 1951 | BBSI-Tempe.com | Barrettbusiness.com

Mike FlanneryArea Manager

Barrett Business Services1095 West Rio Salado Parkway

Suite -203 Tempe, AZ 85281T: 480 839 4400

“ BBSI is so much more than just a workers’ compensation insurance compa-ny. They’re a managing partner in employee administration, claims mitiga-tion, human resources consulting, & safety compliance.

Mike Taylor, COORoadmaster Transportation

“• 3,000Clients• 70,000Employees• $1.4BillioninRevenues(2011)

BBSI’s mission is to build quality partnerships with small to medium size businesses to leverage human capital, protect success, & regain a sharp focus on their business.

Established in 1951, Barrett Business Services, Inc., (BBSI) is a publicly-held company based in Vancou-ver, WA. With 2011 annual gross revenues in excess of $1.4 billion and offices across the United States, BBSI is listed on The NASDAQ Stock Market (BBSI) as a recognized leader in the professional employment, on-site human resource management, workers compensation insurance, and worksite safety.

Barrett Business Services (BBSI) combines Pro-Active Risk Management, Claims Processing, and HR Services to create a platform differentiated from competitors.

BBSI has deep roots in the Insurance Business, Self-In-sured in 6 states, in AZ we started our own insurance company named Ecole Insurance, a fully admitted workers compensation carrier.

Our company-wide loss ratios are among the lowest in the insurance industry. The success of our clients has allowed BBSI to maintain over a 90% retention rate with our portfolio of 3,000+ clients.

BBSI Facts

AboutBBSI & Ecole

• 53Offices• 90%+ClientRetentionRate• 90%SafetyIncentiveSuccess


Providing the MISSING PEICES

Barrett Business Services Inc.

Many companies have identified a basic truth about work-ers compensation: the worksite is the best place to control losses, and that they as employers have the maximum leverage to do so. These business managers no longer hand the problem off to their legislators, their insurers, or their attorneys; instead they manage workers compensation as a controllable expense. This fundamental shift in attitude empowers companies to take charge and improve.

How have these companies accomplished this? What are the key steps prudent business owners take?

Treating workers compensation as a manageable expense

Over the last fifty years, our company Barrett Business Services (Nasdaq: BBSI), has been privileged to assist many of America’s leading organizations as they strug-gled with this issue.

Our risk management model is founded on a three-prong approach: employee development, site safety services and incentive-based workers compensation coverage. The method is simple, based on interactive local management. It involves a concrete action plan and sound management.

More important, it works.

BBSI provides clients a unique cost containment solution.

Dedicated Local Experts:

• Human Resource Management

• Safety/Risk Services

• Workers Compensation Coverage & Administration Each focused upon leveraging client resources, protecting success and helping our clients regain a sharp focus on their business.

Human Resource ManagementHR leaders who strategically contribute to their organizations are making huge improvements -- but they are the exception. Too many HR profes-sionals focus on compliance and HR metrics, when they should be focus-ing on crafting programs that can make a strategic difference to their organization.Chances are your client companies do not have a firm grasp on human re-sources. Do you think they have the HR puzzle piece covered? Consider for a moment the following:

• President Obama promised change, and we are continuing to see sig-nificant change to the layout of employment laws and regulations. To date, there have been more than two dozen proposed changed employment laws and regulations.

• In 2011, the EEOC reported the filing of the highest number of discrimi-nation charges in the Agency’s history.

• In 2010, approximately 35% of the top HR jobs in the United States were filled with individuals who have a non-HR background. In 2005, that number was 18%.

• More than three-quarters of employers have not analyzed projected employment retirement rates or assessed employee-career plans. More than half (56%) have not assessed the skill sets their organizations need today and in the future.

• 72% of employees leave their organizations because they feel they are not recognized for their contributions or are not sufficiently respected and coached by their managers.

• 60% of employees intend to leave their organizations when the economy improves. The Conference Board reports that job satisfaction has fallen to a record low of 45%.

Partnering with BBSI gives businesses access to some of the most highly recruited HR professionals in the country. Our HR professionals frame HR issues in business terms as they all have boots-on-the-ground experience in helping run organizations of all shapes and sizes. This is the best time to have a valued partner in BBSI because many of the most crucial problems organizations will face in the future are those that HR can help solve. In addition, BBSI believes a HR issue is a workers compensation risk.

We provide assistance in each of the following vital areas: (This is not an all-inclusive offering)

• Talent Management and Succession Planning

• Job Analysis and Compensation Design

• Sourcing, Recruitment, Selection, and Onboarding

• Employee Leadership Training and Development

• Performance Management Systems

• Employee Engagement and Retention Strategies

• Employee Handbook and Policy Development

• Employee Leaves Compliance and Administration: FMLA, STD, WC, AZ PLA

• Harassment Training and Investigation

• ADA/ADAAA Accommodations/ Compliance

• Dealing with Difficult People

• Effective Communication Strategies

• Team-Building

• Terminations

• Compliance Audits: Federal and State




Safety Services and Compliance Afraid OSHA might come knocking?Maybe they did already? Over the last few years, OSHA has steadily ramped up its enforcement efforts by increasing inspections, being more proactive, increasing violations issued, increasing the serious nature of the violations and increasing the penalties.

Do you think your client partners have the safety puzzle piece covered? Consider for a moment the following:

• Since 2006 the number of OSHA inspections each year has in-creased from 38,579 to 63,000 for 2011, a 39% increase.

• The nature of the increased inspections has also changed. In 2006, 56% of the inspections were “programmed,” meaning that OSHA planned and carried out the inspections without a complaint or knowl-edge of an injury. In 2011, the percentage of programmed inspections has increased to 71%.

• As might be expected, OSHA’s increased number of inspections has resulted in an increased number of issued violations. Compared to 2006, when OSHA issued 82,804 violations, there will likely be more than 145,000 violations issued in 2011.

• The fines for violations have also been increasing. In 2006, there were 101 cases considered to be “signifi-cant” by OSHA. “Significant” cases are those cases with penalties exceeding $100,000. In 2011 there will most likely be close to 270 “significant” cases, a 167% increase. Egregious cases (those exceeding $1MM) increased 450% since 2006.

There is every indication that these trends will continue in 2012. BBSI Risk Management Professionals are paid to pre-vent problems before they arise. Upon the success of their efforts your clients will be rewarded a return of their work comp premium-up to 33% of their overall premium! With over 90% of BBSI’s clients receiving a return of premium each year—we simply hire the best that money can afford.

We provide assistance in any of the following areas: (This is not an all-inclusive offering)

• Accident Investigation

• Accident Prevention

• Compliance Audit

• Creating a Zero-Accident Safety Culture

• Employee Training

• Injury Illness and Prevention Program

• Safety Policy Manual Development

• SMITH System® Training

• Understanding OSHA’s Requirements: Federal & State

• Understanding EPA Requirements



Cost-Saving Workers Compensation Insurance

The real cost of workers compensation is fraught with hidden losses; the actual cost is much higher than the insurance premium or benefits paid out. Do your clients track the hidden, indirect costs related to workers compen-sation?

In 2012, Arizona workers compensation costs will be increasing. Carriers will be leaving riskier markets. Employers will be looking for an alterna-tive to the traditional carrier model. They will be looking to improve their situation. Do you think your client partners have the workers compensation puzzle piece covered? Consider for a moment the following:

• According to a study by OSHA, the hidden cost of a medical only work comp claim is 4.5 times the direct cost (the medical and indemnity benefits). Also, OSHA cites that for every $1 of work comp disability payments a com-pany incurs between $2 and $10 of uninsured, indirect costs.

• Medical treatment now accounts for 60% of workers compensation loss costs-- medical cost inflation is now a quantifiable factor in the workers compensation marketplace.

• In 2010 SCF Arizona and private carriers combined experienced expenses and losses exceeding 132% of premiums.

• In 2010 workers compensation claim frequency increased 5%--the first such increase in over 7 years.

• Residual market share (AZ’s Assigned Risk Pool) doubled in 2010.

The economy continues to struggle. Employer costs are escalating.

Now is the time to position yourself as a valued business advisor with the BBSI program. Managing workers compensation costs requires foresight, preparation and execution, but business owners and managers do not have to do it alone.

You can help.

BBSI Workers Compensation:

• Safety Reward Program (up to 33% return on premium)

• Local Claims Management & Payment

• Medical Provider Network & Strategic Partnership w/Corvel Corp. to mitigate medical cost inflation


• Competitive rates

• No deposit, No audits, No surprises—Pay-as-you-go

• Premium payments based on actual payroll—in arrears

Professional Employer PartnershipsBBSI delivers it’s valued services in two formats: A traditional Professional Ser-vices Agreement (PES) between Owner (Employer) and BBSI the vendor, and A Professional Employer Organization (PEO) agreement in which BBSI (PEO) and the Client Company enter into a Co- Employment partnership.

What can a client expect from both of BBSI’s business partnerships?• Human Resource Consulting• Workers Compensation Insurance• Dedicated On-site Safety/HR Team• Local Claims Management• Expert Payroll and Tax Filings

Professional Employer Services (PES)The PES agreement is a mutual services part-nership. BBSI’s role is consultative and geared directly toward alleviating employer burden, ensuring safety and compliance and improv-ing cash flow/profitability. The client company remains the Employer of Record; there is no co-employment or shared employer status. However, the client company benefits directly from BBSI Professionals, economies of scale and efficiencies.

Professional Employer Organization (PEO)The PEO partnership is a Co-Employment agreement where BBSI and the Client Company share responsibilities; Client as operational employer and BBSI as the administrative part-ner. BBSI Professionals relieve administra-tive burden, drive safety and compliance, and protect cash flow and profitability. Additionally as employer of Record for tax purposes, BBSI assumes the responsibility for payroll, tax filings and regulatory compliance.

bbsi tempe workers comp insurance

Documents

insurance business

barrett business services

business managers

workers compensation

bbsi factsaboutbbsi

hr services

company owners

site safety services