MyWorkChoice is the effective alternative to traditional temp agencies. We bridge the gap between manufacturing and distribution facilities needing long-term frontline workers and workers who want dependable full-time jobs with flexibility. MyWorkChoice is the leader in staffing for manufacturing and warehouse facilities with automated backfill technology. We help you build a sustainable, long-term solution to absenteeism, excessive overtime, and attrition. Eliminate the need for temp agencies and become self-reliant with: >Solve for Absenteeism in Real-Time >Reduce Overtime and Training Costs >Recruit a New Generation of Workers
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MyWorkChoice reposted this
Flexibility isn’t a one-way street. Offering flexibility to hourly production workers may seem like you’re giving in however, businesses will benefit too. ✅ What's the biggest benefit you see in bringing flexibility to frontline workers? #FutureofWork #manufacturing #supplychain #flexibilityatwork
Today's workforce isn't just about bringing in new talent—it's about enhancing the skills of the current workforce. ✅ We need to ensure every team member can adapt and thrive in an evolving job market. Tune in to the latest #ShiftTalk podcast as Joe Suardi, PHR, PHR, Director of Talent Acquisition & Workforce Planning at RK Industries, explores how to develop a skilled hourly workforce for the future. 🎧 Listen Now: https://lnkd.in/eYUYjd4h
We're firm believers in the importance of W-2 workers in #manufacturing and #supplychain. 👇
President of MyWorkChoice. I Help Manufacturing Companies Solve Recruitment, Retention & Absenteeism.
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.
Happy Work Anniversary to our amazing VP of Client Services, Karen McIntyre! 🎉 Karen, your expertise and dedication have been key to our success in building strong client relationships. We're so fortunate to have you on the MyWorkChoice team. Cheers to nine fantastic years! 🙌 #WorkAnniversary #MyWorkChoiceTeam #EmployeeAppreciation
Why drown in college debt when you can build a thriving career in the trades? 🚀 With most Baby Boomers retiring over the next five years, the manufacturing and trades industry is ripe with opportunities for the next generation of skilled workers. Tune in to the latest #ShiftTalk podcast as Joe Suardi, PHR, PHR, Director of Talent Acquisition & Workforce Planning at RK Industries, explores how to develop a skilled hourly workforce for the future. Listen Now on: 🎙 Apple Podcasts - https://lnkd.in/gkzy54ss 🎙 Spotify - https://lnkd.in/gHkKNHQE 🎙 YouTube - https://lnkd.in/gV4JmR57
🎙 Exciting news! Join Joe Suardi, PHR , Director of Talent Acquisition & Workforce Planning at RK Industries on #ShiftTalk. In this episode, we talk about the challenges and opportunities to develop a skilled hourly workforce in 2024. Hear how RK Industries deals with the massive gap in job openings to attract and retain the next generation of skilled and entry-level labor in the #construction and #manufacturing trades. 🎧 Tune in to the full episode here. https://lnkd.in/eYUYjd4h
Feeling the squeeze of the Baby Boomers retiring? We sure are. 🚀 Over the next five years, most Baby Boomers will retire, and within the next decade, nearly 99% will be out of the industry. Tune in to the latest #ShiftTalk podcast as Joe Suardi, PHR, Director of Talent Acquisition & Workforce Planning at RK Industries, digs into the challenges of developing a skilled hourly workforce for the future. 🎧 Tune in to the full episode here. https://lnkd.in/eYUYjd4h #FutureofWork #Manufacturing #Trades #WorkforceTransition
This #FourthofJuly, we're celebrating all forms of freedom—our nation's and the freedom for front-line workers to choose their shifts. 🇺🇸 Nothing says independence like picking your own hours! #CelebrateFreedom
MyWorkChoice reposted this
President of MyWorkChoice. I Help Manufacturing Companies Solve Recruitment, Retention & Absenteeism.
Look at the number of people you’ve hired to maintain headcount in your entry-level roles. I dare you. In one of our recent data reviews for a client, their entry-level Machine Operator position went through 114 workers in just 10 weeks, and none of them stuck. Companies are still clinging to the hope of finding “perfect” workers who will conform to their traditional models. - I’m talking about the 40 hours a week, plus mandatory OT. - 10-12 hour shifts, strict point systems, and little to no time off. This is a waste of time, energy, and money. The truth is, the world has changed. Attitudes towards work have changed, and we have to adapt. So, what should you do? We need to look at the main reasons for turnover and make the job adapt to the worker. You can’t build a workforce by sifting through hundreds of workers only to have the best ones leave because they won’t put up with your rigid policies. By adapting, you'll completely transform how you attract and retain workers. You'll find your "needles in the haystack." A workforce with a different attitude. A workforce that becomes your pipeline for future supervisors and leaders. A workforce that becomes your long-term solution to a job market that is only going to get worse over the next 5 years.
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As we round out Safety Month, we highlight Eduardo Rodrigues from Valinhos, Brazil. Eduardo reminds us, "Working safely means always using all PPEs, minimizing the risk of workplace accidents and occupational diseases." Eduardo stands proudly beside our PPE vending machine, ensuring every employee has easy access to the safety gear they need. Thank you to all our team members for their commitment to a safe workplace! Remember, Safety First, Safety Always. #ThinkSilgan #SilganDispensing #Safety #SafetyMonth #OneTeam