FAQ
If you have any questions that you do not see listed below, please contact us at Katie@e-laborservices.com
Q: What should I consider when selecting a leasing company?
A:
• Companies with a background and record of dealing with government agencies
• Company history
• Key personnel’s background in transportation
• Key personnel’s labor relations & human resources expertise
• Companies involvement and record with organizations such as the National Labor Relations Board (NLRB)
• Where the leasing company operates or has the capabilities to operate from
• Where driver screening and hiring is done
• Company references
• Qualifying practices and their compliance
• Cost of insurances and workers’ compensation
• Presence of a safety program
• Overall cost and contract
Q: What services do you offer?
A:
• Recruitment & screening
• 24-hour accessibility
• Multi-state payroll & all related reporting & services
• Labor relations
• Human resources
• Equipment leasing
• Management services
• Safety programs
• Dispatch services
• Full and part-time employees
• Audit services
• Dedicated contract carriage
• DOT/personnel file maintenance
• Background checks
• Drug & alcohol testing
• Employee benefits
• Workers’ Compensation coverage
Q: How do you differ from a PEO?
A: Because of our compliance with the National Labor Relations Board’s (NLRB) requirements for avoiding co-employment, we are listed as the sole employer and handle all aspects of employment. PEO’s often lack one or more of the NLRB’s requirements and are therefore viewed as co-employers. This allows for both employers (customer and vendor/PEO) to be held liable for any issues involving employees.
Q: How many years have you been in business?
A: Midwest Driver Corporation has been in business for over 35 years.
Q: Why do you have so many companies?
A: Each of our companies serves a distinct and unique purpose. Everything from union employee leasing, non-union employee leasing, union equipment leasing and non-union employee leasing can be provided to your company depending on your individual needs and requests.
Q: What are the benefits of leasing employees?
A:
• Protection from government agencies such as EEOC, DOL, etc.
• Protection/insulation from union activity
• Staffing flexibility
• The Co-Employment Doctrine
• In order to avoid being deemed co-employers, our company handles hiring, discipline, discharge, driver compensation, union relations and more
• Employment and administrative obligations
• Expertise in and experience with recruiting, screening, supervising and labor relations
Q: Where are you located?
A: Our headquarters are located in Bloomington, MN. We also currently have operations in 13 different states.
Q: Who will handle all of our unemployment and Workers’ Compensation claims?
A: We will! Because we are the sole employer, the employees will be covered under our unemployment account and workers’ compensation insurance.
Q: Who will handle any and all employment laws and compliance issues?
A: We will be responsible for all payroll (including garnishments, taxes, child support levies, etc.), DOT/personnel file maintenance, pre- employment, post accident and random drug testing, DOT/non-DOT physicals along with any other functions that are associated with hiring, disciplining and firing our employees. We also assure compliance with all federal and state employer/employee laws.
Q: What happens if our employees organize?
A: With our extensive labor relations and human resources experience and expertise, we will handle all contract negotiations as well as any and all grievance hearings.
Q: Who recruits new hires?
A: We do all of the recruiting, screening, road testing (if required), application processing, drug testing, etc. for any and all new hires. Our recruiting process includes, but is not limited to: placing ads in newspapers, trade journals, internet sites (CareerBuilder, local papers’ websites, etc.) and employee referrals.
Q: What benefits do you offer your employees?
A:
• Health insurance
• Voluntary insurance
• Weekly payroll
• 401K
• Dental coverage
• Safety programs
• Direct deposit
(All of the above are completely customizable to fit your company’s needs)
Q: How do you bill your customers?
A: Our billing is completely customizable. We will meet with you to determine the most efficient way for your billing to be formatted.
Q: Do you offer floating holidays, sick and vacation days to your employees?
A: Paid time-off programs are completely customizable to each individual customer’s needs.
Q: Do you offer safety programs?
A: Yes, we do. We have found that not only do the employees respond well and enjoy participating in them; they also show great success in decreasing the amount of lost-time on-the-job injuries and increasing the number of accident free miles.
Q: What is the EFCA and how does it affect your company?
A: The Employee Free Choice Act is a proposed bill in which workers would be able to decide whether to hold a secret ballot vote on union formation after a majority of employees have signed union authorization cards, or to have the union certified based on the cards alone. Under the current rules, employers have the power to make that decision. The bill also designates a time line for first contracts to be drawn up between unions and employees and stipulates that if no deal is reached within 120 days, an arbitration panel will render a decision that will be binding for two years. Finally, it would increase the fines employers must pay if found guilty of violating their employees' right to unionize.
It affects our company because we have the ability, through compliance with the NLRB’s requirements, to protect companies from union intervention. Since we handle all contract negotiations, an attempt to unionize our employees stationed at your facility would not require any dealings with the union on your end.
Q: Regarding the employees, what does your company control?
A: In order to be in complete compliance with the National Labor Relations Board’s specifications for avoiding co-employment issues, we control the following:
• Hiring
• Screening
• Qualifying
• Day-to-day operations
• A supervisor/lead that is employed by us will need to be on-site
• All disciplinary action
• Up to and including suspension and termination
• Payroll and all related reports
• Benefits
