Why Some Companies Aren’t Struggling to Hire

A Friday night bad habit had my tastebuds struggling to fight the urge for a cheeseburger, animal fries, and large strawberry shake. So, I dodged the drive-through line and decided to order at the counter of my local In and Out. I was sitting on a bench, waiting for them to call out my number when I took the machine operation. From ordering to cooking, the production process was tremendous; I could not believe how many people worked there. Aren’t we in work shortage, I thought? Especially in the food and beverage industry, there have been great staffing shortages because of the pandemic. But this In and Out was buzzing with people and atmosphere.

In and Out is known for paying workers on a higher pay scale, specifically their management. They are among the highest paid in the fast food industry and the best benefits. Pay matters! For someone in high school, a dollar or two more makes a big difference. For someone supporting a family, it is stressful to work a job, where you are not well compensated.

This enterprise has a winning environment. Have you ever been to a place where the staff is yelling at each other. Well, it is the last place you want to be. A positive work environment is key to success, one where people are always having fun, and customers want to stay and come back. This is an essential but sometimes forgotten element of customer service.

Always Hiring is the sign on the door.  As I came into and exited the place, I saw that both had “Now Hiring” signs for $$ per hour. It was a direct advertisement for people in the neighborhood looking for work. As a recruiter, I cannot imagine that a high-volume establishment like this has heavy turnover. Sure, most restaurants do, yet you don’t always see signs encouraging people to come in and apply. Marketing is key.

Staffing starts with people; that’s why they have a department called human resources. The people dealing every day with customers should be compensated fairly. The environment they work in should be filled with positive energy. we should always be looking to add good people to the organization.

Dane Flanigan CEO

ultraHealth Agency

Seniority or Performance Reevaluating Pay Inequity

Photo by Alex Starnes

Some corporate salary programs are rewarded for experience and not based on performance. How we measure success is sometimes shown to those who have been in their positions and not for how well they have performed. It creates and fosters a culture that is not conducive to a positive work environment.  

For Example, Judy has been servicing the same facility for 10 years. She is a run-of-the-mill manager; and based on her last three years of progress reports, she has been adequate. Her pay is $150,000 per year based on seniority.

Mary has been with the same organization managing a different facility for the past three years. Her performance as seen in her reviews has been excellent. Her salary is $120,000 based on seniority.  

Neither employee is compensated for their performance.

Too often we reward people for being average. We keep them with the company because it makes a stable work environment and as long as it is not bad, it is okay. There is also an understanding that employees (people) are providing for their families and well-being; they may be a friend or simply a colleague we enjoy working with. 

So, who cares if Judy is average? Mary does. She is doing the same job – only better while being paid less.

We need to work on changing the system.  Paying someone based on performance is an objective measurable. If we attach the objectives to data and spread them over other sustainable variables, then we create a system that rewards employees on doing a great job. We can still compensate employees for their tenure with the company, but we are also rewarding a culture values excellence.

Contractors & Passive Income

Photo Credit to Lizi Azizli unsplash

Contractors of every magnitude work hard, but it is especially the case in healthcare. The demands are higher and it is assumed that you know what you are doing. The workloads are greater but that’s okay because you are compensated.  It is not to say that all contracting is the Gig economy, but if we look at the basics of the position, it is temporary, sometimes has benefits, and the pay flows with market demand. However, there comes a time when you need to look at the numbers and gain some passive income.

Passive income, as defined by Wikipedia, is income that requires minimal labor to earn and maintain. It is progressive passive income when the earner expends little effort to grow it. Let’s just call it “other ways your money is making you money”. It is not guaranteed income, so you need to take precautions to avoid taking a loss or wasting time.

We all watch the stock market. It can yield good passive income. If you like looking at numbers and researching corporations, you can do it on your phone. Different platforms and apps do a good job of getting you onboard and showing you how to invest.

Real estate is also a solid source of passive income. The barrier to entry can be expensive with a lot of red tape, but it is a tangible product. There are options to own and flip properties that you can manage for the long and short-term. It is not always easy as the market will see downturns; plus, real estate comes with the burden of high customer service. But the long term rewards are fruitful.

Starting or investing in a business is a learning process, but it has multiple benefits. Of note, 70 % of all small business do not make it, according to Fundera  It is a statistic you cannot avoid and one that has to be taken into account whenever you look at opening a business as an investment.  

As we look to generate smart money, we must look at alternate streams of income. If you decide to get involved in any level of passive income – whether from the financial markets, real estate, or corporations – seek out an expert. Get a good attorney, look to your CPA and financial advisor for good advice and take the time to learn about the opportunities at hand. 

By Dane Flanigan

Why Traveling Healthcare Providers Need a Solid CPA

I recently had a conversation with a respiratory therapist now traveling and looking forward to the work and rewards of being in other cities. Like many of our healthcare professionals, he was looking forward to the nightlife, seeing friends, and being part of the fight against COVID-19 at a new hospital. He had a few interesting questions about taxes and deductions that were way out of my realm.

Can you do your own taxes? Should you be doing your own taxes? We cannot all be good at everything. That would be a challenge. The United States tax code is one of the toughest codes in the American system, and it changes every year. Not to mention that each state has different laws that affect different industries, especially healthcare.

As a traveling healthcare provider, you should be working with a professional who knows the tax code and has the ability to research the specific code for each state you are working in. What if you mess up? What if you are placed in an incorrect bracket. What if you could take advantage of a provision meant to help you?

Oftentimes, we focus too much on the cost and not the benefit. We make excuses as to why we pass on a free consultation but then complain when we are penalized for an expensive mistake. Sometimes we don’t know unless we are taught to think differently.

Businesses rely on a series of professionals to guide their decision making. Not only do these specialists render advice and provide peace of mind, but they also open doors to new opportunities. They have connections, experience, and a better way of doing things. They main difference is that most medical professionals need to start thinking of themselves as business you.inc.

There are liabilities, contracts, and opportunities not be missed and money that should not be left at the door. As an independent contractor working in multiple locations, you may not know all of the laws but you are still responsible for certain tax breaks.

ultraHealth Agency is Helping in Texas

ultraHealth Agency is a medical staffing company based in California that is fighting the COVID pandemic in hospitals in Texas. The Texas rate is climbing primarily because of the Delta variant. Tasked with finding compassionate, credentialed health care providers, ultraHealth Agency looks to recruit some of the best the country has to offer both locally and those looking to travel.

The Texas Department of State Health is reporting 13,457 new confirmed cases (7-day avg) with 100 fatalities reported (7-day avg) and 12,402 current hospitalizations. With ICU rooms quickly becoming full, the healthcare community is starting to suffer from overwork. This is very reminiscent of the pandemic peak in 2020 when the colder climate dictated that more people would flow indoors and the “flu” season would be upon us.

Recent Texas Healthcare News

ultraHealth Agency is looking to place resident nurses and respiratory therapists for contract work. The skillset needed for these positions is at least two years of experience in a hospital in an intensive care unit and three years in the healthcare field.

In a statement by the CEO of ultraHealth Agency, Dane Flanigan, said, “There is a sense of urgency not only in Texas but also around the globe. We are here to help and become a part of the solution.” ultraHealth Agency is recruiting for several positions that can be found on their corporate website.