HR that keeps your lines moving.

Manufacturers are held to strict OSHA recordkeeping requirements. OSHA 300, 300A, and 301 logs, electronic submission for establishments over 20 employees, and incident root-cause documentation. We maintain your OSHA logs, track recordable injuries, calculate your DART and TRIR rates, and prepare your annual 300A posting. When an OSHA inspector shows up unannounced, your logs are clean, current, and defensible.

Yes. Multi-shift payroll is one of the most common reasons manufacturers call us. We handle shift differentials (second-shift, third-shift, weekend premiums), pyramid overtime, California daily OT, seventh-consecutive-day rules, and blended rate calculations for employees who move between shifts or pay codes inside a single workweek. Every rule is enforced in the time system before pay even hits payroll.

Manufacturing carries some of the most nuanced class codes in workers' comp. A press operator, a warehouse picker, a forklift driver, a maintenance tech, and a QA inspector can all sit under different codes inside the same plant. We map every role to the correct NCCI or state-specific code, move codes when employees change duties, and review your experience mod annually to flag premium reduction opportunities.

It depends on how the allowance is structured. Reimbursements under an accountable plan (employee submits receipts, returns unused amounts) are non-taxable. Flat cash stipends paid without substantiation are treated as wages and must be added to Box 1, subject to FICA and withholding. Company-provided PPE used on-site is generally not taxable. We help you structure tool and uniform programs as accountable plans so the same dollar goes further for both the employee and your payroll tax bill.

Workers dispatched through a staffing agency typically stay on the agency's payroll, W-2, and workers' comp. We help you document the co-employment boundary clearly so the agency carries the employment risk, not you. If you later convert a temp to a direct hire, we onboard them into your VSHR payroll, benefits, and workers' comp in days, not weeks, and make sure tenure and ACA tracking start on day one.

Yes. Shift differentials (flat dollar or percent premium for second, third, and weekend shifts), lead-person premiums, hazard pay, and temporary upgrade pay are all rule-driven inside the time and attendance system. Once an employee clocks into a qualifying shift, the premium attaches to those hours automatically and flows through to regular-rate-of-pay overtime calculations. No supervisor math, no spreadsheet adjustments at the end of the week.

Yes. We support non-union shops, union shops, and mixed workforces where one facility is organized and another is not. For union employees we handle CBA-specific wage scales, step increases, union dues deductions, pension and health-and-welfare remittances, and certified reports to the fund administrators. For non-union employees we run the standard PEO stack. Benefits, workers' comp, compliance. Without the contract obligations. One platform, two sets of rules, one payroll run.