Governor John Kasich recently joined BWC Administrator Steve Buehrer to announce a proposal of providing a $1 billion rebate to Ohio private and public employers. The proposal also plans to triple the BWC’s investments in worker safety grants. The BWC Board of Directors approved the proposal on May 30th.
Some specifics are available for the billion dollar dividend proposal:
1) The dividend will be 56% of gross premium paid.
2) Time period is the 2011 policy year for both public and private employers
3) Individual Retrospectively rated employers will receive 56% of the upfront premium paid to the BWC as well as 56% of the claim loss billed for the 2011 policy year as of May 31, 2013. This applies to both private and public employers.
4) Group Retro employers will receive their dividends off of the net premium after the 12 month premium calculation adjustment scheduled to occur in August or September of this year. Dividends for employers in the 2011 group retro programs will not be paid until the adjustment is calculated.
5) Employers participating in the deductible program will receive dividends based on the discounted blended premium, but no credit for claims costs billed and paid.
6) Employers who canceled coverage prior to April 1, 2013 will not be eligible for the dividend.
7) Employers granted self-insurance before April 1, 2013 who paid premium in the 2011 policy year will be eligible for the dividend based on their billed premiums during the 2011 policy year.
8) Rebates will be treated as a one-time payment and not subject to adjustments for audits, rate adjustments, appealed balances, changes in lapsed status, etc.
A representative from Spooner will be in contact with you and provide an estimate of what the refund will be for your company. It is still unclear when exactly the BWC will be releasing the refund checks.
Posted By Brandy King
November 17, 2025
Category: Recruiting, Hr, Hiring
Earlier this year, we added a seasoned recruiter to our growing team of experts! Samantha Lafollette comes to us with over ten years of experience in the staffing and recruiting industries and also serves as the Northeast Ohio Area Director of the Ohio Staffing & Search Association. SuretyHR’s recruiting services can be utilized by any of our clients trying to find the right candidates for open positions. We can help evaluate your needs, develop a job description and implement a recruiting plan, handle interview scheduling and assist your team in narrowing down the candidate pools. Our flexibility and competitive fee structure could be exactly what your organization needs to enhance your in-house resources and find the best person for the role. To learn more about our recruiting services, please contact Samantha LaFollette directly
Posted By Brandy King
November 14, 2025
Category: Hr, Compliance, Human Resources, Payroll, Cleveland, Ohio, Hiring, Recruiting
Cleveland’s City Council approved a measure earlier this year prohibiting prospective employers from inquiring about an applicant’s salary history, and requires employers to include salary ranges in job postings. The new ordinance that became effective on October 27, 2025, applies to all Cleveland employers with 15 or more employees. The City of Cleveland is the latest of many municipalities (and even some states) across the U.S. that have passed similar laws in an effort to promote pay equity. Columbus passed a similar ordinance that took effect in 2024. Cleveland’s ordinance still permits discussing salary expectations with applicants, and doesn’t apply to applicants for internal transfer or promotion, salaries for positions set by collective bargaining agreements and governmental employers, other than the City of Cleveland itself. Considering the ordinance fails to define “salary range or scale,” complying with the new ordinance may leader employers to questions that don’t yet have answers. Employers found in violation of the ordinance may face civil fines up to $5000, depending on the number of violations within the last five years. If your business is based in the City of Cleveland and you have questions about how this may impact you, reach out to the SuretyHR team. If we aren’t able to directly answer your questions, we can engage our HR and legal partners to help you find the right
Posted By Brandy King
November 14, 2025
Category: Hr, Human Resources,
The final quarter of each year can be frustrating for HR departments and managers, as many companies choose to freeze their budgets this time of year. However, there are plenty of ways you can prepare for next year without much, if any, investment in 2025. Compliance: Make sure your organization has completed (and documented) required annual trainings, professional licenses are renewed, trade organization memberships renewed, etc. Review employee classifications, personnel files, etc. Compensation package review: Review pay structures for both hourly and salary, as well as benefits packages. You can use market comparisons, feedback from former employees’ exit interviews, and feedback from current employees to ensure you’re staying competitive. Remember: proactively paying employees what they’re worth is often easier (and less costly) than trying to match or beat a competitor’s offer to get them to stay put. Workforce Planning: Leadership should discuss potential for employee training for all levels of staff. Look back on the issues that have come up this year. What kind of knowledge and skills could help your staff avoid those pitfalls next year? Your local Chambers of Commerce, trade organizations, and consulting firms may have a lot more to offer than you realize! Employee Communication: Keep staff informed about important year-end info including benefit changes, holiday schedules, and tax documentation. It’s always a good idea to re
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