Spotlight: Curt Matlach and Quadrant PHR



Everyone here at Trojan Labor is thrilled about our strategic alliance with Quadrant PHR. We sat down with Mr. Curt Matlach President of Quadrant to learn more about PEO’s and how they can help.


Can you briefly explain the main function of a PEO?Screen Shot 2013-08-14 at 6.59.03 PM

Services of a Professional Employer Organization (PEO) like Quadrant PHR, can be categorized into four simple buckets:

-Payroll & Tax Administration 

-Human Resource Administration

-Employee Benefit Administration

-Workers Compensation, Safety and Risk Administration

What are the main advantages to your clients?

There are three main advantages to our clients.  Depending on each client company’s situation, working with Quadrant will either reduce their costs, reduce their employer related risk, or reduce their administrative workload.

What are the differences between a PEO and a staffing company?

There are two major distinction between a PEO and a staffing company.

  1. The PEO functions as the client companies full time, HR department, and works only with permanent employees.  A staffing company handles the hr for its’ own employees not the client company, and the staffing company works with temporary or seasonal employees.
  2. A PEO must invoice and collect payroll for the worksite employees prior to payday, while a staffing company will extend credit and invoice client companies for payroll already paid.

Can you use a PEO and a staffing company?

Absolutely!  While a PEO like Quadrant PHR serves as the co-employer, acting as the client companies long term HR department, the staffing company acts as a great resource for temporary employees or even as a stepping stone for temporary term hires that eventually become permanent employees.  The US Department of Labor of Labor estimates that the average cost of a bad hire can be up to 30% of an employee’s salary.  Many PEO clients use a staffing company to help mitigate hiring risks.

Make the Most of Accident Witness Interviews

Exert from the Daily Safety Advisor. Witness interviews should be conducted by experienced safety personnel as soon after an incident as possible, before memories fade or recollections change.

Questions to ask witnesses include the following:

  • Please fully describe the accident sequence from start to finish.
  • Please fully describe the work and conditions in progress leading up to the accident.
  • Did you notice anything unusual you observed before or during the accident (for example, sights, sounds, odors, etc.)?
  • What conditions influenced the accident (weather, time of day, equipment malfunctions, etc.)?
  • What do you think caused the accident?
  • How could the accident have been prevented?
  • Do you know of any other possible witnesses to this incident?
  • Do you have any additional comments or observations?

When conducting witness interviews, be sure to:

  • Locate the position of each witness on a master chart (including the direction of view).
  • Arrange for a convenient time and place to talk to each witness.
  • Explain the purpose of the investigation (accident prevention) and put each witness at ease.
  • Listen and let each witness speak freely.
  • Be courteous and considerate.
  • Take notes without distracting the witness. Use a tape recorder only with consent of the witness.
  • Use sketches and diagrams to help the witness.
  • Emphasize areas of direct observation. Label hearsay accordingly.
  • Be sincere and do not argue with the witness.
  • Record the exact words used by the witness to describe each observation. Do not “put words into a witness’ mouth.”
  • Word each question carefully and be sure the witness understands.
  • Identify the qualifications of each witness (including job duties, years of experience, etc.).
  • Supply each witness with a copy of his or her statements. Signed statements are desirable.

After interviewing all witnesses, analyze each witness’s statement. Re-interview witnesses to confirm or clarify key points if necessary. Assemble the available testimony into a logical order. Analyze this information along with data from the accident site.

-Exert from the Daily Safety Advisor

BLS: Staffing Employment Stable

Seasonally adjusted employment data released Friday by the U.S. Bureau of Labor Statistics indicate that staffing firms added 7,700 new jobs from June to July (up 0.3%). In a year-to-year comparison, temporary help employment for the month was 6.7% higher than in July 2012.

Nonseasonally adjusted BLS data, which estimate the actual number of jobs in the economy, indicated that the staffing industry shed 24,900 jobs (down 0.9%) from June to July of this year, in line with historical trends for July. On a year-to-year basis, there were 6.8% more staffing employees in July than in the same month last year.

“Four years after the end of the recession, overall jobs recovery trends continue to be choppy,” says Richard Wahlquist, president and chief executive officer of the American Staffing Association. “While labor market demand has shown more stability this year, there has not been enough growth in the U.S. gross domestic product to date to jump-start sustained hiring across all sectors.”

Overall U.S. nonfarm payroll employment increased by 162,000 jobs in July, and the unemployment rate edged down to 7.4%. Over the past 12 months, employment growth has averaged 189,000 jobs per month.

Sectors adding jobs to the economy included retail trade (+47,000), food services and drinking places (+38,000), financial activities (+15,000), wholesale trade (+14,000), and professional and business services (+36,000). Employment in most other major industries showed little change over the month.

BLS also provides employment estimates for search and placement firms, but those are nonseasonal only, and reports lag one month. Friday, BLS reported that search and placement employment in June was up 1.6% from May, totaling 289,000 jobs for the month. In a year-to-year comparison, June employment was up 5.8% from the same month in 2012.

For more information, visit the American Staffing Association newsroom.

Survivor League! Do You Have What it Takes to Survive?

Join Trojan Labor in their Survivor Football League! For links and rules click on this link for the brochure: Survivor Football League 

Do you have what it takes to survive? You will never know until you try!

Each week players log in and select a team to win that week.  If your team wins you continue on the next week, but if your team loses you are eliminated from the league.  Each player can only pick a specific team once.  The last person in the league is the winner. The prize is a weekend stay at either our Orlando Condo or North Carolina (Maggie Valley) Cabin.

Follow this link to join our team:

Group ID 871

Password temp