Systems For Human Action EXchange (SFHAX)
Here are answers to questions that people have asked about
.
Terms that have specific meanings in such as Labor Payment will be italicized and capitalized.
will start when a sufficient number of employers and employees show an interest. To show your interest fill out the first two pages of the Membership Application.
Startup is a chicken or egg situation. If there are insufficient employees
listed employers won't be interested, if there are insufficient
employers, employees won't be interested. It is important that you
show your interest.
is a platform. It brings together
employers and employees in an efficient manner so that employees who are
willing to work at a market rate set by supply and demand for labor will find work. Employees are first classified into industries by North American Industry Classification System (NAICS) and Occupations using Standard Occupancy Classification (SOC) codes provided by the US Census and Bureau of Labor Statistics respectively. They are further detailed by industry practice. Workplace Advisers will work with employees to classify them so that all of their skills are listed. Employers can then select their industry and find candidates based on their requirements, schedule, location and asking Labor Payments.
An Employer Member would most likely use initially for specific projects or in place of gig workers. You as an Employer Member will want to test before you make any large commitments.
A Workplace Adviser is ideally a licensed Employment Agent. The Workplace Adviser manages a book of Employee Members in a specific vertical labor market. As Human Resource and Labor Relations professionals join as Workplace Advisers, bringing their contacts and industry knowledge, will have more and more job categories, more members and the ability to drive down benefit costs and workers’ compensation fees plus have economies of scale in marketing which will bring in more Members. This model is designed to generate a steady income for Workplace Advisers that is higher than personnel service professionals would earn using traditional methods.
an Employment Agency?
is not an Employment Agency. It does not charge a fee to job seekers or employers to become members. Think of it more like a hiring hall with several significant exceptions – Labor Payments are negotiated directly between employer and employee and is a co-employer paying employer taxes and and workers’ compensation. The Employer Member in essence sees the Employee Member as a 1099 contractor, not an employee. also has characteristics of a Professional Employer Association, but not exactly similar since Employee Members may work for multiple Employer Members and work under various work types and schedules.
Yes, is set up as a benefit cafeteria. You choose the benefits you want and appropriate tax efficient deductions are made from your labor payment. You can get medical benefits once you have enough paid hours and a consistent work history. is intended to benefit the gig economy worker by having the flexibility that the gig economy gives but also large company benefits and an easier way of finding work and getting paid on time.
Another option for a gig economy worker is register as a sole proprietor Employer Member and hire themselves and others if needed for a project. That way they can bid on fixed price projects yet have Employee Benefits and work for other Employer Members. is based on labor hours not projects. The Employer Member is expected to estimate labor hours, material and tools required to perform a project, not the Employee Member.
A Labor Payment is the all in cost to the Employer Member for an hour of labor. It includes 's fee, workers' compensation, employer taxes, paid-time off, retirement, medical coverage and Compensation. Compensation in the model is what most people think of as wage or salary. The Labor Payment is negotiated between Employee Members and Employer Members. The Labor Payment concept is how allows Employee Members to appear as 1099 contractors to Employer Members. It also allows each Employee Member to decide how they want to distribute their earnings between benefits and compensation, something most employers would rather not deal with.
Medical benefits are planned to start when required by law. This is generally when has more than 50 full time Employee Members averaging more than 30 paid hours per week for the number of months required by the medical insurance provider. Medical Benefit costs should start to drop when has more than 100 full time Employee Members averaging more than 30 hours per week. As it grows larger it should be able to negotiate still lower medical insurance costs.
Employee Members choose how much paid time off they want subject to minimums and law based on the number of hours worked in a week. calculates how much needs to be deducted from the Labor Payment based on the employee's desired annual schedule. The money is placed in a tax efficient account owned by the Employee Member and then paid out as Compensation with appropriate taxes taken out on the scheduled hours marked with a paid time off category such as sick, personal, holiday or vacation. The more paid off hours the lower each hour's Compensation. However, the employee will have a steadier take home amount which will make budgeting easier. Money in the paid time off account can accumulate and be paid out at retirement, longer term illness, new child, or when an Employee Member leaves . If the Employee Member takes more scheduled time off than there is money in their paid time off account then those hours won't be paid.
intends to set up a tax efficient IRA such as a SEP_IRA for the Employee Member. The amount placed in the IRA is specified by the Employee Member as a percentage of his/her Compensation. The intent is for the Employee Member to own the account and manage it and be able to transfer it. Contributing to the IRA will reduce take home pay.
Unemployment insurance premiums will be paid as specified by law. The premiums assigned to the employer will come out of the labor payment before compensation and benefits. Employee Members typically will not be fired or laid off, assuming they don't do anything illegal, unethical or violate the Employee Member Agreement. does not guarantee that any particular amount of hours of work will be available. The hours of work available is expected to vary depending on a number of factors.
For the Employee Member to work the hours they want they will need to be competitive in their skills and work ethic, and reasonable in their Labor Payment demands. Not working sufficient hours per week will jeopardize their medical benefits. They should make sure all the skills they have are listed. They should take additional training and education so their skills are up to date. By doing both they should be able to find remunerative work as the market for labor changes.
Workers' Compensation premiums will be paid as specified by law. The premiums assigned to the employer will be paid out of the Labor Payment before Compensation and benefits.
It is very important for Employer Members, Employee Members and Workplace Advisers to work together to provide a safe working environment so the premiums which are based on experience can be kept as low as possible. Low premiums mean higher Compensation for the same Labor Payment.
will have work in construction when it can secure workers' compensation at a reasonable rate for your trade and Workplace Advisers who handle your trade. A Workplace Adviser could be your union's business agent or shop steward.
will have work in the medical field when it can secure workers' compensation and other required insurance and bonding at a reasonable rate for your speciality and Workplace Advisers who handle your speciality.
will have work in your occupation when it can secure workers' compensation at a reasonable rate for the occupation and Workplace Advisers who handle your occupation.
will have work in your profession when it can secure workers' compensation and other required insurance at a reasonable rate for your specialty and Workplace Advisers who handle your specialty.
intends to have work for housekeepers as soon as it can secure workers' compensation and other required insurance and bonding at a reasonable rate and Workplace Advisers who handle the Private Households labor category.
If you want to hire a housekeeper through , you would join as a Household Employer Member. As a Household Employer Member you would put in a Labor Request for a housekeeper specifying the Labor Payment and schedule you want the housekeeper to work.
If you want to hire a gardener for your household through , you would join as a Household Employer Member. As a Household Employer Member you would put in a Labor Request for a gardener specifying the Labor Payment and schedule you want the gardener to work.
If you want to hire a driver for your household through you would join as a Household Employer Member. As a Household Employer Member you would put in a Labor Request for a driver with a vehicle or to drive yours specifying the Labor Payment and schedule you want the driver to work. You can schedule for one or more 4 hour Work Periods. By using the On-Call option you can schedule a driver and just pay for the hours worked. There is an On-Call payment that is made to the driver to reserve her or his time. Because workers' compensation insurance is very expensive for drivers, drivers will be available only when a competitive rate can be secured and auto insurance issues are resolved.
is in Pre Production System mode at this time to gather personnel service professionals, workers and companies interested in preparation to startng the system. It is important if you want the service to start to fill out a no obligation Membership Application or contact
Employer Members will be able to see the Employee Members who are in skill classifications that are of interest, the Employee Member's asking Labor Payment and the times they are available in real time. They can engage them if they are available in the next 4 hour Work Period or later.
Copyright 2020-2024 Richard A. Cornell, PE