Superior Staffing 2020 Sexual Harassment Training

October 2nd, 2020

Bare It All in 2019! These Job “Attraction Factors” Improve Recruiting Effectiveness

January 11th, 2019
Bare It All in 2019! These Job “Attraction Factors” Improve Recruiting Effectiveness
Bare It All in 2019! These Job


October 31st, 2018



Superior Staffing Recognized as MRMH Award Winner by Assurance

August 21st, 2018

Superior Staffing Achieves 82 Percent Reduction in Loss Rate

Schaumburg, Ill. (August 21, 2018) – Assurance is pleased to recognize Superior Staffing as a Minimizing Risk, Maximizing Health (MRMH) Award recipient. Superior Staffing is a leading light industrial staffing services firm in the Chicagoland area.

The MRMH Award is open to all Assurance clients that work alongside the Top 50 U.S. insurance brokerage to achieve quantifiable results in minimizing workplace risk and maximizing the health and well being of employees. Clients must meet certain criteria to qualify, including a large quantifiable reduction or improvement in a variety of key areas.

Superior Staffing wanted a risk management strategy that would improve their loss rate and reduce workers’ compensation costs. They worked with Assurance to utilize bench marking, implement a comprehensive large deductible insurance program and hire a full-time internal Risk Manager. The team at Superior kept a strong focus on safety and claims management, reviewing claims by customer and staying up-to-date on industry trends.

Over a 6-year period, Superior Staffing reduced their loss rate by 82%, improved their EMR by 32%, experienced a 48% decrease in workers’ compensation costs and a 57% reduction in insurance expense, while more than doubling the size of their company during the same period. Having greater control over claims has allowed Superior Staffing to steadily grow, while expanding their margins and bottom line profits.

“Superior Staffing had significant improvement in their workers’ compensation results. It’s an outstanding accomplishment to grow at Superior Staffing’s rate and maintain loss results, let alone to nearly cut the cost of their insurance expense in half, as Superior Staffing has done. This proves Superior Staffing’s commitment to their Risk Management program and to their employees by providing safe work environments,” said Rachael Rodakowski, Account Executive at Assurance.

“In 2012, we had a need for a strategic insurance broker and turned to Assurance. Partnering with Assurance has proven to be a great decision as they have increased our profitability and lowered our costs,” said Heriberto Vale, President at Superior Staffing.

Assurance recognized Superior Staffing’s achievements at a MRMH Award presentation on Tuesday, August 14 at the client’s headquarters in Elmhurst, Illinois.

Read the full Superior Staffing case study here.

About Superior Staffing
At Superior Staffing, we’re not afraid to say that we outperform the competition. There are plenty of staffing agencies that can find temporary or permanent employees. However, can those agencies prove that they build lasting, reciprocal relationships with their clients that adapt to changes in their clients’ businesses? Our team has been an active participant in the conversations our clients have for planning and for growth, and that has translated into long and rewarding partnerships. Visit Superior Staffing at

Mastering Leadership Fundamentals: How to Get the Right Stuff

April 25th, 2018

Leadership Tip of the Month

March 23rd, 2017
“Leadership is not about a title or a designation. It’s about impact, influence and inspiration. Impact involves getting results, influence is about spreading the passion you have for your work, and you have to inspire teammates and customers.”
— Robin S. Sharma

Judge Issues Nationwide Temporary Injunction Blocking DOL Overtime Rule

November 23rd, 2016

Well THAT’S Uncomfortable

September 30th, 2016
Well THAT'S Uncomfortable

Making unpopular decisions. Managing conflict. Receiving negative feedback. They make us uncomfortable, but they have a secret benefit. Find out what it is.

NLRB Rules Temporary Workers Can Be Included in Client Bargaining Units Without Consent

September 30th, 2016

Board Reinstates 2000 M.B. Sturgis Decision

Sweeping aside legal precedent that had stood for more than 10 years, the U.S. National Labor Relations Board today ruled, in the case of Miller & Anderson Inc., that staffing firm temporary employees can be included in a client’s existing bargaining unit without staffing firm and client consent, so long as the temporary workers are jointly employed by the client (using NLRB’s new relaxed standard) and share a community of interest with the client’s employees regarding the terms and conditions of employment. Under prior NLRB precedent, temporary employees could not be included in a client’s existing bargaining unit without the client’s and staffing firm’s consent.

Although today’s decision represents a win for organized labor and a return to the legal standard last espoused by NLRB in its 2000 M.B. Sturgis Inc. decision, ASA does not expect the ruling to significantly affect staffing firm–client relationships.

In Miller & Anderson Inc., the Sheet Metal Workers union attempted to organize a collective bargaining unit consisting of Miller & Anderson employees and a staffing firm’s temporary employees. A NLRB regional director dismissed the union’s petition to represent the employees in a single unit, relying on NLRB’s 2004 ruling in H.S. Care LLC dba Oakwood Care Center that temporary employees cannot join a client’s existing bargaining unit without the client’s and staffing firm’s consent.

The Sheet Metal Workers appealed, arguing that NLRB should reinstate M.B. Sturgis and allow for inclusion in a bargaining unit without both employers’ consent. The staffing firm filed a motion to dismiss the case on the ground that Miller & Anderson had stopped using temporary help well before NLRB decided to review the matter.

ASA filed an amicus brief in the case, arguing that the National Labor Relations Act requires the consent of both employers and that Oakwood Care Center was controlling. The U.S. Chamber of Commerce, National Association of Manufacturers, Associated Builders and Contractors, and other groups also filed briefs urging NLRB to adhere to Oakwood.

Nevertheless, NLRB reversed itself and ruled that staffing firm and client consent is not required under the NLRA, and that any consent requirement would frustrate NLRB’s duty to afford employees the “fullest freedom” to exercise their right to bargain collectively.

Addressing Client Concerns
Today’s decision was widely expected. Unlike court decisions that are largely insulated from political considerations, NLRB decisions are uniquely sensitive to which political party controls the White House. Thus, it was widely anticipated that the current NLRB, whose majority was appointed by President Obama, would overturn Oakwood Care Center (decided during the term of President George W. Bush) and return to M.B. Sturgis (decided during the term of President Clinton).

As a result of today’s decision, complex issues could potentially arise over which party, the staffing firm or the client, controls which terms and conditions of temporary workers’ employment for purposes of bargaining. Equally thorny issues could arise in determining whether the staffing firm’s employees have a sufficient commonality of interest with the client’s employees to warrant certifying a bargaining unit consisting of both.

However, it is important to note that the M.B. Sturgis ruling did not have a significant impact on the staffing industry during the four years it was in effect, and Miller & Anderson similarly is likely to have little practical effect. Few temporary workers are assigned to work sites with existing collective bargaining arrangements—and unions generally have shown little interest in separately organizing temporary workers, bargaining over the terms and conditions of temporary workers’ employment, or using temporary workers as a way to organize nonunion work sites. Moreover, temporary workers have shown little interest in joining unions and paying union dues. Thus, it is likely that relatively few staffing clients will be faced with the prospect of unionized temporary workers.

Customer Appreciation Day!

May 16th, 2016

Thanks to everyone who made our Customer Appreciation Day a HUGE success! DSCN0242 DSCN0240 DSCN0235 20160510_222623 DSCN0236 DSCN0237 DSCN0238 DSCN0239 20160510_213215 20160510_212105_001 20160510_205413 20160510_205251 20160510_200614 20160510_195508 20160510_195420 20160510_194844 20160510_195248 20160510_192843 20160510_192708 20160510_192125 20160510_192125 - Copy 20160510_191314 20160510_191041 20160510_190911 20160510_190852 20160510_190852 - Copy 20160510_172442