MyWorkChoice

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Let’s cut the crap. Trying to make $16/hour jobs appealing with long shifts, no flexibility, and strict attendance policies isn't working.    Think about it, how do you attract salaried people? You allow them to work remotely a few days a week or take a morning off for a doctor's appointment. Could you imagine putting your accounting department on an attendance point system? Good luck with that.    Here’s what we need to do: - Treat new hires like they’re in an "incubator." They need different support and benefits, not the same old crap. - Offer more unpaid time off. Offer shift swapping. Allow them to volunteer for OT instead of it being mandatory.    It’s what they want, and it doesn’t cost you anything if you’ve got someone to cover (more on that later).   Give people some flexibility and a supportive environment, and they'll actually stick around. This no-bullshit approach is exactly how we started MyWorkChoice. We were tired of fighting against what workers are going to do whether we like it or not. They're going to take the occasional day off, they're going to ask to swap a shift from time-to-time, and they're going to jump to another $16 an hour job tomorrow if you don't let them.    By giving workers the flexibility they want, we've created a win-win for employees and the company. How can we do it? By always having a group of long-term part timers who fill in when someone calls off. No scrambling at the last minute to get someone to cover the shift, no asking 2nd shift to work OT to cover for the 3rd shifter who didn't show.    Giving people more options costs you nothing, but the payoff is massive. You save on recruitment, you save on overtime and you save on turnover. If you want to know how we’ve made it work and learn from our successes (and failures), let’s talk. 

1099 hourly workers have no place in manufacturing and supply chain. Period. You may have noticed I have strong opinions on this. Here's why. -1099 workers do not meet IRS standards as independent contractors. They don’t bring their own tools, they’re not self-directed, they don’t plan their own schedules, and they’re not unsupervised. They’re supervised, directed, and trained under your company’s roof. So why do so many staffing companies - mostly marketplaces - use them? Because it's cheaper. Companies act like it's a 1099 contractor because they can choose their schedule. No, they can't. These workers are taking jobs that require them to be there at a specific time, usually for 8-10 hours a day, five days a week, and they're told when to show up and when to leave. They're trained on how to do a specific task by your Trainers and Supervisors. And they're given the tools and PPE they need to do the same job in your facility standing right next to W-2 employees. They're classified this way because it's cheaper, not because it’s accurate or fair. -When someone is hired to do the same job as your own hourly workers, under your supervision, using your company’s tools, they are not independent contractors. Think about it, would you handle your temporary production workers the same way you handle a licensed plumber or electrician that comes into your facility? Nope. Misclassifying these workers will catch up with companies, leading to serious legal and financial consequences. Don't believe me? What happens when a 1099 worker on the line has a serious injury and their "accidental insurance" doesn't cover the bills. What happens when the Feds decide these workers have been misclassified and the government is owed payroll taxes. I'm a firm believer in the importance of W-2 workers. It's about time companies stop cutting corners and start doing right by their employees. By classifying workers correctly, you build a reliable workforce that's protected and covered - for them AND for you. Stop the misclassification. Protect the company. Respect the workers. If you want to talk about this in more detail, feel free to reach out. I'm happy to share the nightmare situations I've seen happen and help you avoid those same problems.