| (ARA) - You’ve thought about leaving your job and working for yourself, but the
security of your company’s health coverage is holding you back. You're not alone.
More than half of U.S. workers would consider exiting their current jobs and
flying solo as free agents if they were guaranteed the same health benefits as
found in traditional employment, according to a recent study.
The U.S. Department of Labor defines free agents as skill-driven people, typically
employed as temporary/contract workers, freelancers, independent professionals
or consultants. Today, they represent 22 percent of the U.S. workforce, or more
than 30 million people, according to the Kelly Services Workforce Study. Free
agents may represent the largest single cluster of workers in the American economy.
The study finds that 51 percent of U.S. workers in traditional employment relationships
would consider free agency if they could secure comparable health benefits.
“Many people now want to fit their work into their lifestyle, rather than fitting
their lifestyle into their work,” says Carl Camden, president of staffing provider
Kelly Services. “In line with this trend, more workers are becoming receptive
to contract, temporary or consulting employment situations, and the demand for
them is there since more than 90 percent of U.S. companies use some form of free
agent help.”
Impeding this style of work, Camden says, are U.S. labor laws and health care
access that remain structured around traditional employment.
A significantly lower number of free agents -- 77 percent -- have health insurance,
which they commonly access through a spouse or other means, compared to the 85
percent of all workers who have coverage, according to the Kelly study.
Insurance companies are reluctant to provide more traditional, comprehensive
benefit packages to individuals, versus those in group plans, due to perceived
higher financial risk. This largely makes attaining health coverage cost-prohibitive
for individual free agents.
“Our country needs significant change in legislation and regulation in the areas
of healthcare, occupational safety and retirement that acknowledges the free agent
workforce,” says Camden. “With respect to health care, we should move toward an
employment-based approach rather than our current employer-based system.”
Staffing companies remain excellent avenues into a growing variety of employment
situations. Here are some tips on finding one:
Experience and stability -- Look for a well-established firm that serves a breadth
of skill areas (including yours, of course).
Professional -- The staffing office should be clean and organized, with knowledgeable
and helpful staff. An office busy serving job candidates and businesses is a good
sign.
Quality assignments -- Inquire about the staffing company’s roster of clients.
Look for opportunities and venues where you can best practice and develop your
skills.
Flexibility -- This is what personal career management is all about. Your staffing
firm should be able to accommodate your preferences around when, where and how
you will work.
Training -- Ask whether the staffing company offers free software training. Some
have online learning centers for their employees.
Recognition -- Does the staffing firm formally reward and recognize its top performers?
Relationship -- Wherever your assignments may take you, look for a staffing company
that communicates and stays connected with you and your goals.
Courtesy of ARA Content | 
