New Economy. New Approach.

We help in this economy by reducing your labor costs and forcing all of our participating agencies to do so as well.

We place the power with your, eliminating negotiation, so you can take advantage of our bargaining power.

We will beat your current rate and grant volume discounts. You will also receive all of the below bonuses.

Agreed upon Mark-ups and Bonuses for your Company.

You choose your own mark-ups. We just advise as to the market conditions if necessary.

_____% Up to 200 weekly hours

_____% 201 through 400 weekly hours

_____% 401 through 600 weekly hours

_____% 601 through 800 weekly hours

_____% 801+ weekly hours

Our business model allows us to beat any rate and out perform all agencies!

Bonuses Included

One Point of Contact: You no longer need to contact multiple agencies.  Contact us and we will do the leg work for you. We currently have over 150 agencies in our network we rely upon.

Say Yes to All Agencies: Whenever you receive a sales call simply send them to us via email or phone.  You can say yes to all agencies without increasing your workload!  If they agree to your terms they work on your project, increase your labor pool, and make you look like a superstar!

A Single Invoice: No matter how many agencies work on your project you get a single invoice.  We consolidate all invoices for you.

Grace Period: Expect to typically have a certain number of hours to reach a volume discount? We can start you at that rate and negotiate a grace period for you to reach that volume.

Extra Employees: Whomever appears acceptable and as scheduled and you don't put to work we provide a $10 gas card as compensation upon confirmation they showed.

Steel Toed Boots: (If Required) Provided onsite on start date. $40 will be taken from the employee's first check. Upon completion of 160 hours the $40 is reimbursed.

Other PPE: (If Required) Provided onsite on start date. Depending on the PPE required HCS will ensure that the employee is prepared. Cost will be taken from the employee's first check. Upon completion of 160 hours the money is reimbursed.

Long Term Temp Reduction: If an employee is kept on temp status for over 6 months (1040 hours), rate drops to 31% regardless of volume threshold

Guaranteed WC Coverage: Unlike some other agencies who classify their workers as independent contractors illegally. See below for details.

Guaranteed No 1099 employees: unlike some other agencies who classify their workers as independent contractors illegally. See below for details.

Weekly adjustments to markups: based on volume changes

30 day net payments

Earned Sick Time: Guaranteed paid time off according to law

Guaranteed payment of OT: unlike some other agencies who classify their workers as independent contractors illegally. below for details.

Everify: All employees are run through E-verify to guarantee their eligibility to work in the United States.

Optional - 7 paid holidays for employees after their 6 month anniversary of employment-1% markup

Blacklist: We maintain a blacklist of all employees who NCNS (No Call No Show) for work or for interviews. We do this to eliminate unreliable employees. If you have a blacklist of your own, please provide it to us for use on your projects. An employee is blacklisted for 6 months on a first offense and permanently on a subsequent offense.

Direct Hire

Cap: Maximum $20,000.00 fee regardless of the salary or percentage rate.

Multiple Hires in a Calendar Year:

1st _____%

2nd _____%

3rd _____%

4th+ _____%

Due to the economy, we are going to reduce your labor costs and force all of our participating agencies to do the same. We will not be outdone!

How can we do this? Visit www.ihatestaffingagencies.com

Beware of Empty Promises!
Worker Misclassification Law Suits

What are Misclassification Lawsuits

Misclassification lawsuits arise when employers wrongly categorize employees as independent contractors or exempt employees to avoid providing certain benefits and protections guaranteed under labor laws. These lawsuits can be costly for employers and result in significant settlements for affected workers.

These actions by agencies often leave employees without workers compensation, unemployment insurance, and payment of federal income taxes.

In certain circumstances clients of these agencies could be help liable for injuries and unemployment due to the lack of coverage by the agency if they knew or should have known of the Misclassification.

Several federal and state agencies play a role in addressing employee misclassification lawsuits, including the Department of Labor (DOL), the Internal Revenue Service (IRS), and state labor departments. The DOL, in particular, has increased enforcement efforts through initiatives like the "Misclassification Initiative" and the Wage and Hour Division, which investigates and recovers back wages for misclassified workers.

Examples of

Google AI

Veryable has faced lawsuits related to worker classification and data privacy.

California

A lawsuit filed in July 2025 alleges that Veryable used "trap and trace" software to collect user data on their website, violating the California Invasion of Privacy Act. This software reportedly matches user location and device information with existing third-party data to reconstruct user identities for marketing purposes without consent.
https://www.law.com/radar/card/ca-losangelescounty-528502-hughes-v-veryable-inc/

Illinois

Veryable identifies itself as an on-demand labor marketplace designed for manufacturing, logistics, and warehousing that empowers businesses to match headcount to demand on a daily basis through the concept of a labor pool. Its website describes a labor pool as a network of independent workers familiar with a businesses’ operation who are available to work on an as-needed basis. According to a news release issued by the Office of the Attorney General on January 15, 2025, an investigation had been conducted that revealed workers placed through the company’s on-line platform had been misclassified, were paid at a regular hourly rate of pay without any overtime compensation when applicable, were not paid for a four-hour minimum when being placed in jobs that were canceled, and were not engaged by a registered day and temporary service provider. The news release states that the settlement provides damages to more than 870 eligible workers covering unpaid wages and requires that requires the company to classify as employees all future workers who receive assignments through the company’s platform.

Michigan

Epitec, Inc.: Faced a lawsuit for allegedly misclassifying recruiters as exempt from overtime pay, according to Duane Morris Blogs.
ProCorp LLC (and owner Timothy Schultz and operations manager Nichole Shaffer): Subject of a lawsuit by the Department of Labor for misclassifying drivers as independent contractors, resulting in alleged underpayment of wages and overtime, according to the U.S. Department of Labor.
Reliance Staffing LLC (and owner Fahim Uddin): Required to pay back wages and liquidated damages after misclassifying nurses and assistants as independent contractors and failing to pay overtime, according to the U.S. Department of Labor.

Other Agencies

Arise Virtual Solutions Inc.: In what may be the largest misclassification case in its history, the DOL sued Arise Virtual Solutions, a customer service provider, for allegedly misclassifying over 22,000 workers as independent contractors. The investigation found that the workers had little autonomy, were subject to stringent scheduling policies, and were required to purchase their own equipment and pay for mandatory training, despite being told they would be their own bosses. The lawsuit seeks back wages and damages for these workers.
Holland Acquisition Inc., dba Holland Services: In 2021, the DOL announced that Holland Services would pay $42.3 million in back wages and damages to 700 workers. The company, operating in the oil and gas industry, was found to have improperly classified abstractors, title examiners, and landmen as independent contractors and failed to pay overtime and maintain accurate records.
Wellfleet Communications: After a DOL investigation, a federal court ordered Wellfleet Communications, a telemarketing company, to pay over $1.4 million in back wages and liquidated damages to more than 1,300 call center workers. These workers were misclassified as independent contractors and paid only for sales they made, often earning far below the minimum wage.
Healthcare Staffing Companies: A Massachusetts federal district court judge entered a consent judgment against two healthcare staffing companies, ordering them to pay $2.4 million in back wages and liquidated damages to dietary, housekeeping, and laundry staff who were misclassified as independent contractors.Healthcare Staffing Companies: A Massachusetts federal district court judge entered a consent judgment against two healthcare staffing companies, ordering them to pay $2.4 million in back wages and liquidated damages to dietary, housekeeping, and laundry staff who were misclassified as independent contractors.