Great place to start a career - Independent Adjuster Alacrity Solutions Employee Review

I appreciate you taking the time to write a review and that you see the merits of our philosophy of managing our employees to success. Employee development is critical to the Company’s competitive advantage and success in the ever-changing industry. Through management and leadership, we provide the support, guidance and resources to help employees succeed. It is unfortunate that you (and possibly others) are making decisions based on misinformation. In years past, adjusters in this industry have always considered themselves "Independent Contractors”; one who can offer their services to adjusting firms in shorts stints (hopefully several times a year) as an independent contractor (1099). The industry is changing. Some changes are driven by the industry and clients, while others are a result of state and federal labor regulations. Clients are requiring that staff provided by firms are employees of the firm and the tasks completed by firm employees have been segmented, both changing how firms can classify positions. Some firms have made the decisions not to follow the requests made by clients and state and federal entities. We have chosen to properly classify employees to comply with the industry, clients, state and federal requirements. Worley has chosen not to follow the pack; but to lead our industry through this change. Decisions being made have nothing to do with investors, but are a result of the reasons listed above, the Department of Labor (DOL) and the implementation of the Affordable Care Act (ACA). The ACA specifically addresses the issue of offsetting compensation in lieu of acceptance of company sponsored benefits and prohibits adjusting compensation. The DOL impacts on the changes within our industry are significant. We no longer use Independent Contractors, we employ individuals as an “at will” employee. Contrary to the rumors, our goal has not been to arbitrarily cut wages to increase profits. Instead of the historical across the board approach to wages, we now set total compensation packages. Employee compensation is much more than just the direct amount that an employer pays an employee. Total compensation includes financial and non-financial benefits. Each position within the organization undergoes a complete job analysis and evaluation. Through the evaluation, a total compensation package is created based on many factors including: experience and education, position requirements and responsibilities, location and anticipated length of assignment. Financial benefits included in compensation packages are wages, paid time off*, employee discount programs and health/dental/vision benefits*. Non-financial benefit offerings include effective leadership and coaching through low management to employee ratios and career development through opportunities for advancement, training/coaching and recognition/feedback. In every instance where an hourly wage has been reduced; other benefits have been added to increase the overall value of the compensation package. Additionally, we are diversifying our business to allow for increased work opportunities for our workforce. I understand the feeling of "We didn't ask for the benefits, we want the money". As the Chief Operating Officer, I will always work to find ways to provide a quality, competitive work environment for our employees within the confines of the law. I will not misclassify employees simply to try and gain favor and increase revenues. Contrary to popular belief, misclassifying employees provides more financial benefit to firms by way of reducing tax liability and avoiding the ACA requirements. I sincerely hope that you reconsider your decision. If not, I wish you well in your continued development within the industry. If you would like to discuss in more detail, please call the Home Office and leave a message for me. I will call you back. Allen Carpenter President / COO