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Office Culture: Who Is Victoria McCabe?

Company culture photoVictoria McCabe, SPHR, SHRM-SCP, is the Director of HR Services for CorpStrat, a full service benefits, payroll and human resources firm in Woodland Hills, CA . In her role at CorpStrat, Victoria leads and provides comprehensive management advisory and consultancy services to CorpStrat clients. Victoria has overall responsibility for managing HR Consulting Services, including HR outsourcing and HR consulting related projects.

Victoria’s Background

Victoria is an accomplished business leader with over 25 years of HR experience in the consulting, nonprofit, and various business sectors.

Prior to joining the CorpStrat team, Victoria was the Chief HR Officer for McCabe Consultants Inc. where she and her team managed the human resources functions for 100’s of clients. She has worked with companies such as Nickelodeon, Broadband Services, Mattel, and Great Western Bank to name a few.

Victoria holds a Masters from University of California, Los Angeles and received her Bachelor’s from University of Phoenix.

More About Victoria

Victoria enjoys reading, horseback riding, and serving in her community.

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Switching To An Online Enrollment Process Comes With a Wide Array Of Advantages

save yourself and help avoid mistakes on online open enrollment

Find An Online Solution

For many human resources professionals, just hearing the term “open enrollment period” is enough to give them a headache. For a few weeks each year, the HR department grinds to a halt in order to help employees enroll or re-enroll in the company’s many benefits programs. And the open enrollment period isn’t the only time HR professionals are spending time on employee benefits enrollment. Every time a new employee is hired or experiences a qualifying life event (gets married, has a baby, etc.), the whole process starts again.

So what’s the solution? If benefits enrollment and processing is taking up so much time, how can business owners and managers help alleviate this burden? Like so many problems these days, the solution is new technology.

Switching from a paper-based benefits enrollment process to an online enrollment process comes with a wide array of advantages. Not only does an online enrollment process save time, but it also gives employees the time and independence to make their own elections, and helps reduce costly mistakes and errors.

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Silicon Valley Attempts To Disrupt Healthcare

Silicon Valley healthcare technology

Will Apple, Google, and Amazon be successful in disrupting the healthcare industry?

Some of the biggest and most famous brands in America are making big bets on health care. The blue chips of Silicon Valley — Amazon, Apple, Google, Uber, and JP Morgan— have announced in the past several weeks they’re interested in disrupting an industry that has challenged us with rising costs and inefficiencies for decades.

None of these companies appear to be competing directly with each other, (at least not yet). Some are focusing, for now, on helping their own workers with better health care administration and improving their employees’ health and establishing their own clinics. Others are testing the waters to collaborate with existing health insurance companies. Another is diving headlong into its new venture, ready to go toe-to-toe with the current top dogs in their field.

But taken all together, these ventures span much of the health care food chain, from insurance to distribution. They all share the goal of lowering costs, whether by more administrative efficiency, by encouraging better health, or by simply underselling the existing market. Yet, disrupting American health care won’t be simple, but they have a head start.

These are businesses with a proven history of disrupting existing business models:

Amazon, for example, brought an unprecedented level of selection, price transparency, and convenience to retail shopping. Uber has — through, of course, some ethically questionable means — totally changed the landscape for hired driving and has its sights set even higher, on transportation in general.

But, they will have to confront a very familiar question: Is health care anything like other parts of the economy?

Health Economics

Health care, one-sixth of the American economy, is governed by a hopelessly tangled mix of payers, administrators, providers, and manufacturers. Not to mention the patients, all 350 million of us, who have never proven very good at treating health care, like any other commodity?

The complexity, the sheer scale and the lack of transparency— not to mention the existing $3 trillion industry and its many vested players, aren’t going to stand idly by while the disrupters supplant them — are standing in Silicon Valley’s way.

No doubt the commitment from Amazon’s Jeff Bezos, Berkshire Hathaway’s Warren Buffett, and J P Morgan’s Jamie Dimon will clear the way for some broad experimentation and perhaps improve on some of the inefficiencies and redundancies in a very complex area of our economy. Only time will tell.

Contact CorpStrat For Healthcare Solutions for the Modern Age

Ensure That Your California Business Is Compliant

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Proposed HR Compliance Laws

California law makers are currently reviewing several proposed laws that effect employers of all sizes (and not necessarily in a good way.)  The following laws are likely to become effective within the next 12 months.

  • Paid Sick Leave Expansion (AB 2841) – This bill would expand the current paid sick leave law on the books per county to 10 days (80 hours) of paid sick leave.
  • Employment Protection for Medical Marijuana Users (AB 2069) – This bill would amend the Fair Employment and Housing Act to make it an unlawful employment practice for an employer to take adverse action against an applicant or employee. All because of a positive drug test for marijuana (by a medical marijuana cold holder) or because of one’s status as a medical marijuana card holder.

[An employer may still discipline an employee for being under the influence while working or being on the employer’s property. Key change relates to the area of employee accommodations. Exceptions would be made from employers who would lose a license or monetary benefit under federal law.]

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Get Informed on Rising Health Care Costs

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 Association Based Health Insurance – A Cure For Small Group?

Under the Affordable Care Act (ACA), employers that do not meet the 50 or more full-time or full-time equivalent employee threshold to be Applicable Large Employers (ALEs), are not required to offer health coverage. Nor do they face penalties. Not surprisingly, as a result, smaller businesses often do not offer coverage.

New regulations proposed by the U.S. Department of Labor (DOL) want to change that dynamic. And in a thriving economy, where unemployment means retention is key, health insurance is a key driver in employee acquisition and retention.

Up to 11 million Americans working for small businesses or who are sole proprietors and their families lack employer-sponsored insurance. The DOL hopes new rules on HOW healthcare plans are purchased will close the gap of uninsured Americans; without eliminating options available in the healthcare marketplace.

New Rules

The proposed regulations will allow small business health plans—known as Association Health Plans (AHP)—to expand under The Employee Retirement Income Security Act of 1974 (ERISA). This may allow the self-employed and other small businesses to band together to form their own associations for the purposes of providing healthcare coverage.

AHPs would be required to accept all applicants and could not deny individuals with pre-existing conditions or charge more for people who are sick. However, they could reduce prescription drug coverage and increase coverage in other categories to compensate for the reduction, the effect of which would be to increase costs for chronic care patients.

The employer members of these plans would need to be in the same trade, industry, line of business, profession, or to have their principal place of business in the same state, or, if in multiple states, in the same metropolitan area.

Under the current regulations, an AHP is considered a single plan only if the association has a purpose or function unrelated to offering healthcare benefits and the employer members have a common economic interest. So, few options exist and all have to comply with the ACA’s “essential benefit rules”.

The end result of these new rules, or so the thinking goes, is that this will make premiums more affordable. The trade-off is that these health insurance plans would be less extensive then what is usually required by health insurance plans offered by the current marketplace. Lots of review and legislation await the proposed offering of new association plans. However, they offer a glimmer of home to the problem of rising health insurance costs.