Staffing workers’ comp for electricians and craft labor

If your staffing firm puts electricians, pipefitters, welders, HVAC, or controls techs on data center jobs, your workers’ comp has to keep up with your crews. We help you set it up correctly.

Staffing workers’ comp is a core part of our business. We’re licensed across most of the U.S.

Why workers’ comp for a staffing agency is different

You’re rated on the work your people do

Staffing firms are generally classified the way the client’s own employees doing the same work would be. An electrician you place on a data center job is usually rated like an electrician, not like office staff. In NCCI states that often means code 5190 for electrical work in buildings and 5183 for plumbing and pipefitting. The codes vary by state, and some states use their own rating bureau, so we confirm each one with the underwriter before quoting.

Your payroll moves fast

Crews ramp up for a big project and demobilize when it ends. If your policy was written on last year’s payroll, the year-end audit can bring a large bill. We’d rather plan for that at the start.

Long weeks and per diem

Data center jobs often run long weeks and pay per diem. Whether per diem counts as payroll for workers’ comp depends on the state’s rules and on how well you document it. We review it with you so the audit doesn’t surprise you.

Staffing workers’ comp for electricians, fitters, and HVAC techs

We work with firms that supply:

• Electricians and electrical helpers
• Pipefitters and plumbers
• Welders
• HVAC and sheet metal techs
• Controls, low-voltage, and commissioning techs

Each trade carries a different rate and a different set of hazards. Tell us what your people actually do on site, not just their job title.

What we look at before we quote

• Your class mix by state
• Job descriptions for each placement
• Your client contracts, including who supervises your workers
• Your safety program and how you train new hires
• Your experience modification rate (mod)
• Loss runs for the last 5 years (or 3 if that’s all you have)

Your mod matters on these jobs. General contractors on wrap-up projects often screen labor providers by mod, and a common cutoff is 1.00. If yours is higher, it’s better to know that before you bid.

Coverage options

• Workers’ comp and employer’s liability, with other-states coverage set up for where your crews go. See multi-state workers’ comp.
• Pay-as-you-go monthly payroll reporting is available, so premium follows your actual payroll
• Staffing general liability and umbrella to meet client contract requirements
• USL&H if your crews work on or near navigable water

Contract requirements we help you meet

Your client contracts will usually ask for some or all of these:

• Waiver of subrogation
• Additional insured status
• Primary and non-contributory wording
• Employer’s liability limits, often $1 million
• An umbrella limit set by the general contractor
• Notice of cancellation

Send us the insurance section of a contract before you sign it, and we’ll tell you what your current policy shows and what it doesn’t.

Working on wrap-up jobs

Many large data center builds use an OCIP or CCIP. Your workers may be covered by the wrap while they’re on that site, but you still need your own policy for everything else. See wrap-up help.

Common questions

How is a staffing firm classified for workers’ comp?
Usually by the work its employees do at the client’s site. The underwriter confirms the codes by state.

Is per diem counted as payroll?
It depends on the state’s rules and how you document it. We’ll review it with you.

Can we report payroll monthly?
Yes. Pay-as-you-go monthly payroll reporting is available. Terms depend on the market and state.

Our crews travel to other states. Are they covered?
Only if the policy is set up for those states. Tell us where they’re going before they mobilize.

What if our mod is above 1.00?
Some wrap-up projects may not accept you. We can talk through your options and loss-control steps, but we can’t promise a particular result.