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CCC Hosts 2017 Annual Meeting – Highlighting What Makes CCC Different

June 26-30th CCC hosted their 2017 Annual Meeting in Boston, Massachusetts.  This meeting brings together the top management, along with Account Executives, Regional Directors and Sales to discuss topics related to improving the service CCC provides to our clients.

While I will cover some of the highlights of the improvements that are coming, I also thought it important to highlight how different this annual meeting may be from some of our competitors in the industry. This may be difficult to put into words, without sounding sappy, but I believe it is an important difference that highlights why CCC is so different from the competition and why we are successful in the unemployment compensation consulting industry.

IMG_6739Tim and Jay Rooney, purchased CCC in 2009, effectively re-entering the industry after selling the family business of 40 years, Jon Jay in 2005 to TALX (now Equifax).  It became apparent immediately, that the team they would build in the next 8 years and ongoing would not simply be employees.  These individuals, were to become a second family. Jay and Tim Rooney, made it abundantly clear, that to have a successful team, everyone must have a work life balance. Be passionate about your home family and be passionate about CCC.

(Picture: Tim Rooney opening the Annual Meeting by Honoring, CCC AE Aaron Heyer)


At the meeting this year, we recorded video bios and asked everyone why they enjoyed being a part of the CCC team.  As the Director, Communications, I was able to view the responses received from the team.  The CCC philosophy was apparent in all of our team members  Over and over the answers were the same:

It truly, made me so proud, to hear from everyone, how valued they felt.  I look forward to adding the videos to our website in the next few months and hope that you will all take time to watch them.  I think it is apparent why our clients are so happy. The pride we feel as team members at CCC, directly relates to how we treat our clients and the level of service we provide.


(Picture: Jeanne Watman, Payroll Specialist & Heather Anthony, Director IT – We just can’t get them to stop even on a rooftop patio!)


We did spend most of our meeting discussing ways to enhance the client experience/out comes and some highlights are:

At CCC, we always are seeking ways to make the client program better.  While we don’t need a meeting to do that, it was helpful to get together and have everyone review each department’s initiatives and provide feedback on how/what improvements could be made. But it was also amazing to experience the genuine affection that these team members have for the company, each other and our clients.FullSizeRender

We look forward announcing the releases as they come from each department. We hope that you will continue to share how your experience has been and continues with CCC.  Please contact CCC at info@corporatecostcontrol.com or (800)207-6926, for a free analysis of current tax credits & incentives/WOTC process and projection of potential savings.



(Picture: The next generation & Pedro!  Molly Rooney, Account Executive; Evangeline Gaudet, Account Executive & Perry Rooney)


Unemployment Tax Update: Gig Economy & Unemployment

Gig-EconomyCorporate Cost Control attended the UWC convention which was in Boston, Massachusetts this year.   This meeting occurs annually where states and unemployment vendors gather together to discuss the economical and legislative environment.   The most interesting of subject was the treatment of independent contractors.

A new type of employer was discussed during this session that is considered part of the Gig Economy.    This sector of employers allows individuals to work free from the 9-to-5 jobs.  The individual can set their own hours and rules to an extent which works great for students, retirees or anyone who cannot work set hours.     When available, the individual contacts the company and the work is assigned through digital communication.

The employer has little inventory and treats these individuals as independent contractors which frees the employer from paying taxes and benefits to their workers.   An example of a Gig employer is Uber, over 700,000 active drivers in the United States.  Although Uber does have employees other than the drivers and does reports wages, the 700,000 drivers are not reported and no taxes are due.  Other examples are individuals who clean houses or makes repairs that receive assignments electronically through their telephone.   Many agencies, California, Massachusetts and New York unemployment agencies, feel this is a misclassification of the independent contractor.

The misclassification of independent contractors has long been a thorn in the side of unemployment agencies.   The Gig Economy only adds a new dimension to an age-old problem for state agencies and legislatures who look at the Gig Economy as a loss of revenue and compliance.   When determining if a worker is an employee or an independent contractor, most unemployment agencies use the ABC Test or a variation of the test to determine if the individual is an employee.  The three factors of the ABC Test are: the worker is free from direction and control, provide a certain service and has more than one customer who contract them.   The IRS issued twenty factors that evolve around three categories – behavioral and financial control, and the relationship of the parties.   Many accounting and payroll firms recommend sending examples of the independent contractor contracts requesting a ruling on whether the guidelines fit neatly into the definition of the independent contractor.

Jim Kubovy, from the state of Nebraska, spoke at the Boston UWC convention.   According to Kubovy, there are two types of misclassification- the independent contractor is number one with unreported workers.   The consequences for the trust fund solvency is the missed revenue of unreported wages.  the misclassification of workers is typically found through by the worker filing an unemployment claim or through a company audit performed by an agency.   The main focus of unemployment audits has left behind the SUTA dumping factors and now focuses more to uncover worker misclassification.   Kubovy stated that an employer can expect the examination of gross wages and exclusions, how payment is made to an individual and a review of all contract labor.  A representative must appear with the records and spend time with the auditor as questions arise.

The classification of workers is an important part of integrity which directly effects the revenue or solvency of each state agency.    By removing the worker from an employee to an independent contractor, cause less contributions to be paid to the state.  Likewise, unemployment benefits are not paid out.  However, state have found they are spending more money on claimants who were reported as independent contractors but feel they were an employee of an employer.

I find it interesting that in the late 1980’s early into this century, the PEO industry was fighting to be the employer.   Now the Gig Economy Group is fighting in court to not be the employer.    There is never a dull moment in unemployment.  If you have any questions, please contact Norma Green at ngreen@corporatecostcontrol.com or 800- 207-6926, Ext. 418.

Guideline: Unemployment Eligibility Issues

ChecklistManWhile a former employee’s reason for separation is a factor that will determine whether or not they collect unemployment benefits.  There are other issues that can affect whether or not benefits should be paid.

The following are general issues which should be addressed with your CCC Claims Analyst because they  could be disqualifying issues:


Contact CCC with any questions regarding eligibility or any unemployment questions.  (800) 207-6926 or info@corporatecostcontrol.com



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