Ohio Association of Health Underwriters Agent Program Human Resources Subscription Reasons to Participate

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1 Reasons to Participate 1. Competitive commission paid to agents the first year and each renewing year thereafter. Example: Agent sells 12 subscriptions annually or one per month. Five in the small business range ($200), five in the medium business range ($400), and two in the larger business range ($1,200). Potential annual earnings: 1st year = $4,200 2nd year = $8,400 3rd year = $12,600 4th year = $16,800 5th year = $21, Today s business environment is competitive and strong. Human Resource functions are essential to the foundation and bottom line of a business. The HR Subscription is a great service to add to your portfolio of products. It is a service every business needs and you can offer a unique product/service that is affordable and complimentary to businesses of all sizes. 3. Through the HR Subscription, you are helping businesses with HR and compliance administrative challenges. These challenges can be time consuming and sometimes hard to understand not to mention potential fines that can result in non-compliance of ever changing labor laws and regulations. You provide an affordable solution that saves time and reduces risk. 4. Through the HR Subscription, you provide an output tool that helps businesses uncover the most pressing needs. This can help your customers get on the road to efficient processes and procedures. 5. Through the OAHU partnership with RiskControl360, you are able to provide a holistic solution to risk in the areas of workers compensation, safety, HR and administrative compliance, and unemployment. You become even more valuable to your current and prospective customers enabling you to retain and grow your business.

2 Sales Tips What s in it for Your Clients? 1. The cost of employee turnover can be anywhere from 50% - 150% of annual compensation. We review and audit hiring, recruiting and retention practices of businesses, along with incentive programs and annual staff reviews which help businesses to develop and implement a plan to hire and retain the best labor and talent. 2. We identify deficiencies in written programs, handbooks, training practices and documentation, and employee policies and documentation. Your customer will have the tools to prioritize the most important needs and reduce risk. 3. Your customers receive a full HR compliance audit. 4. Your customer has a resource they can call and with any questions. They will be able to communicate live with an experienced HR Consultant. 5. Full service administration of unemployment claims. Ohio has an improper tax rate of Most businesses do not know if they are being over charged or not. Full service unemployment identifies when an improper rate has been assigned and can save businesses thousands of dollars annually. 6. Businesses stay up to date on the latest labor laws, regulations, HR challenges, risk management and other relevant HR topics through webinars, monthly newsletters and annual seminars. 7. Your small to medium size customers have a unique service that helps them achieve their business goals and impact their organization s bottom line and strategic goals through the best written programs, policies, documentation, hiring, recruiting, retention, and incentive programs, and stay compliant with labor laws and regulations. 8. Large businesses who have a full scale HR team can utilize the service to identify and fill in gaps in the areas above as well as training, coaching, and other HR services.

3 Procedure Statements 1. RiskControl360 agrees to provide human resources services as outlined in the service contract. These services assist Consumers with improving business performance, reducing risk, maintaining regulatory compliance and reducing overall insurance-related expenses and liabilities. 2. An agent enrolled in the HR Subscription program will actively promote and endorse the service. 3. If Consumers fail to make timely payments of fees or if Consumers breach the RiskControl360 Human Resources Client Service Agreement terms and conditions in any other way, RiskControl360 shall then have the right to refuse to perform any further services without further notice to the Consumer and no reimbursements or commissions will be due to the agent of record. 4. RiskControl360 will maintain the highest level of confidentiality with respect to producer referrals. 5. RiskControl360 will conduct classes and other training as necessary to properly educate any approved agents to promote the service. The format and location of training will be mutually determined by RiskControl360 and Client. 6. An agent may begin promotion of the service upon enrollment in the program. Client services will start after an initial sales period to ensure proper RiskControl360 staffing as well as consistency and quality of service. 7. After the initial service period begins, Consumer agreements for participation will continue to be accepted with service start dates beginning each quarter. By starting clients quarterly in the service, RiskControl360 can better ensure proper staffing, service quality, proper accounting and a seamless annual service renewal process that is initiated each quarter based on the Consumer s original service start date.

4 Procedure Statements (continued) 8. Consumers shall pay for the service based on the number of employees per business (federal ID #) which is based on the peak number of individual employees within the preceding 12 months. The service fees which shall be collected by RC360 are as follows $2, $4, $5, Agents will receive a commission in the first year of service and each year their Consumers renew and indicate on a RiskControl360 Human Resources Client Service Agreement their affiliation with the agent. Commission will be based on the number of employees and the resulting Consumer Service Charge. Commissions will be paid annually and Consumer Service Charges collected. Commission payments expressed on a per Consumer basis are as follows $ $ $ Each agent must be a member of the Ohio Association of Health Underwriters to receive commission.

5 Ohio Association of Health Underwriters HR Service DIRECT TO CLIENT SERVICES SUBSCRIBING MEMBERS SERVICE (The following is included in the annual subscription fee per location) Annual Compliance Review and Report Written company programs and handbooks. Identify deficiencies in common to policies and suggest topics for addition/revision. Training practices & documentation. Review training currently offered and training deficiencies and drive members to content to hold their own training. Training deficiencies-see below. s/Newsletters/Annual Seminar/Bi-Monthly Webinars. Employee files, policies and documentation. Work with employers to develop best practices for files, policies, documentation, after incident reports, etc. Use frame work and check list. Build into the orientation process with the employer. Review of Hiring, Recruiting & Retention Practices Foster best practices along following lines: Retention Orientation Onboarding Review of Incentive Programs & Annual Staff Reviews-Implementation and Roll Out Motivation Production Morale Safety Performance Dashboard - Indicating Service Element Progress Dashboards based off of best practice and provide company benchmarking. Telephonic & Consultation Expert advice to answer your specific questions when your clients need it. Unemployment Claims Administration Unemployment Claims Administration included based off of company size and usage. Per claim change for overages $37 for administration and $125 for hearings and hearing prep. Service Offering to Prospective Clients as well as Service Subscribers (The following is included in the annual subscription fee per location) Bi-Monthly Webinars Provided on Relevant HR Topics Monthly Newsletter Article(s) on Timely HR Topics Annual Meeting /Seminar on HR and Risk Management

6 Ohio Association of Health Underwriters Frequently Asked HR Questions Orientation Programs How to structure Creating an effective (compliant) discipline program Hiring Best Practices Employee Records are we in compliance? How often should we review our policies and procedures? Onboarding what does a great program look like? How can we improve our safety program? How do we develop an effective training and development program? Are there yearly trainings that we should be conducting? (DFWP, Harassment ) Tying Your Incentives to Strategic Execution Rewards v Punishment for Individual Performance Creating a Culture that Encourages Retention Changing Your Business to Meet Today s Workforce Working with Baby Boomers, Xs, Millennials and Zs at the same time How do we structure an effective succession plan? Best practices when working with temp agencies unconventional sources for finding employees (those with disabilities, veterans, prisons, etc...) Employee Absenteeism and Incentives for Attendance How often should we conduct reviews and how do we measure performance effectively?