The C3 Group Approach to Operational Efficiency

Operational Efficiency is an effective way to reduce costs, eliminate unnecessary work, and help with improving work-life-balance in the areas of office, warehouse, manufacturing operation, or logistics!


We can help you deliver efficient and effective flow of information, expertise across the team and ensure the right tools are available for the team. This will deliver cost reductions, reduction in the hours it takes to complete the job and help exceed customer expectations.


We can help you deliver efficient and effective flow of materials (raw and finished) through allocation, equipment effectiveness, and proper staffing. This will deliver cost reductions in on-hand inventory, inefficient use of labor, and improved inventory controls.


Through the development of operational standards, effective leaders, and appropriate controls, we can help you reduce costs in the areas of labor, inventory and waste, while meeting business demands and customer expectations.


We can help you deliver routing processes, equipment utilization, and customer expectations.

While many inefficiencies can be obvious, our approach is a “seed to shelf” review in an area or the complete operation that has uncovered opportunities to deliver results more effectively and efficiently that otherwise would go unidentified.

Mitchell Hamilton

Operational Efficiency Consultant
C3 Group, LLC
P.O. Box 554
Clarks Summit, PA 18411
570-587-5100; Ext. 134 Office
800-841-3529 Toll Free
570-504-4888 Fax

Contact Mitch

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4 Strategies for Reducing Health Benefits Costs in 2022

Health care costs continue to rise each year, and 2022 will likely be no exception. In the new year, experts predict a 6.5% increase in medical expenses alone, according to PricewaterhouseCoopers. In terms of health plan premiums, employers anticipate they may rise more than 5% in 2022, a Willis Towers Watson survey reports.

With these increases in mind, employers will want to strategize methods to rein in benefits spending. This article offers four ways to help.

5 HR Trends to Monitor in 2022

Human resources (HR) departments are given more responsibility each year, often with budgets that don’t match these changes. As a result, HR teams must constantly innovate and stay on top of trends to remain competitive in today’s labor market.

This article highlights five HR trends for employers to follow in 2022.

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5 HR Trends to Monitor in 2022

5 HR Technology Trends to Monitor in 2022

No matter a company’s size, its day-to-day needs can feel overwhelming for human resources (HR) leaders, especially when faced with new coronavirus-related responsibilities or evolving role duties. Amid the COVID-19 pandemic, many employers are leveraging tech to address today’s challenges.

Fortunately, technology can assist HR professionals in addressing today’s challenges by enhancing the employee experience, improving workflows and helping organizations respond to change. The rapid development of HR technology can seem intimidating at first; however, much of what employers use today is intuitive and user-friendly.

This article explores five technology trends for employers to watch for in 2022.

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5 HR Technology Trends to Monitor in 2022

DOL Announces Rule to Increase Federal Contractor Minimum Wage

DOL Announces Rule to Increase Federal Contractor Minimum Wage

On Nov. 22, 2021, The U.S. Department of Labor (DOL) announced a new rule that will increase the minimum wage rate for federal contractor employees. The new rule implements Executive Order 14026 and increases the minimum wage for individuals performing work on or in connection with federal contracts to $15 per hour on Jan. 30, 2022. The rule also allows the DOL to adjust this minimum wage rate beginning Jan. 1, 2023, and creates standards and procedures to implement and enforce minimum wage protections created by the executive order.

Market Snapshot: Why Is It So Hard to Find Workers Right Now?

Market Snapshot: Why Is It So Hard to Find Workers Right Now?

Brought to you by the insurance professionals at
C3 Group LLCEmployers across the country are facing a pronounced issue right now: too many open positions and not enough workers.

On its face, it might seem like there are not enough workers available for jobs—hence all the openings. But, confoundingly, that’s not the case. The unemployment rate is still hovering just below 5%, translating to around 7.5 million unemployed Americans, according to the Bureau of Labor Statistics.

Additionally, several key COVID-19 initiatives ended at the end of summer—expanded unemployment benefits ceased, and children returned to in-person classes. As such, many economists expected workers to be spurred back into the workforce this fall. That’s decidedly not been the case; while some individuals are returning to work, others are quitting in record numbers.

This article explores the current labor market, offering potential reasons why individuals have been slow to return to work despite available positions and suggesting ways for employers to attract some of these workers.

Benefits Buzz December 2021

New Rule Requires Reporting of Medical and Prescription Drug Costs

On Nov. 17, 2021, federal agencies released an interim final rule requiring health plans and issuers to report information regarding the cost of prescription drugs and certain medical expenses. This rule is a continuation of the Biden administration’s efforts to promote greater transparency in health care spending.

Overview of the Interim Final Rule

This rule requires plans and issuers in the group and individual markets to submit certain information on prescription drug and other health care spending to federal agencies annually, including:

  • General information regarding the plan or coverage;
    Enrollment and premium information;
  • Total health care spending by enrollees versus employers and issuers;
  • The 50 most frequently dispensed brand prescription drugs, the 50 costliest prescription drugs by total annual spending and the 50 prescription drugs with the greatest increase in expenditures from the previous year;
  • Prescription drug rebates, fees and other compensation paid to the plan or issuer; and
  • The impact of prescription drug rebates, fees, and other compensation on premiums and out-of-pocket costs.

For 2020 and 2021 information, reporting must be submitted by Dec. 27, 2022, and by June 1 of each year thereafter. Starting in 2023, federal agencies will issue biennial public reports on prescription drug pricing trends as well as the impact of prescription drug costs on premiums and out-of-pocket costs.

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December 2021 Benefits Buzz

HR EDGE - Quarterly Newsletter - Q4

Understanding Why Employees Stay or Leave

Employee retention is a top concern as we enter a postpandemic world. As the pandemic progresses, high numbers of workers have left their jobs for better compensation, benefits and work environment factors, such as work-life balance and remote or hybrid arrangements. This reality has impacted employers, who struggle to attract and retain the talent they need.

If employers are experiencing high turnover, chances are they’re experiencing high losses as well. Research suggests that it can cost as high as 50% or more of an employee’s annual salary to replace a current employee. The costs of reviewing applications, processing candidates, conducting interviews, training and purchasing equipment for new hires aren’t only monetary; they also cost time and productivity and can negatively impact company culture.

Most employers have retention strategies, but it’s worth taking a step back to understand why employees stay—or leave. Ultimately, a deeper understanding of this can inform effective retention strategies. As employers develop and evolve their return-to-work plans, critical retention factors must be thoughtfully included to navigate the current talent shortage.

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HR EDGE - Quarterly Newsletter - Q4

HR Brief _ November 2021

OSHA Releases Vaccination and Testing ETS

The Occupational Safety and Health Administration (OSHA) recently announced a federal emergency temporary standard (ETS) to address the grave danger of COVID-19 infection in the workplace. Affected employers will be required to comply with most provisions of the ETS by Dec. 6, 2021, and with its testing requirements by Jan. 4, 2022. Affected employers include private employers with 100 or more employees (firmwide or companywide count). State plans will have 30 days to adopt the federal ETS or implement their own vaccination standard.
The ETS requires employers to:

  • Develop, implement and enforce a mandatory COVID-19 vaccination policy; or
  • Create a policy allowing employees to choose to get a vaccination or wear a face covering in the workplace and have weekly COVID-19 testing done.

Employers must also determine the vaccination status of each employee, obtain acceptable proof of vaccination and keep a roster of each employee’s vaccinations status.

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HR Brief - November 2021

December 2021 Benefits Breakdown

What Happens if an Employee Misses Open Enrollment?

For an employee, missing open enrollment can mean losing coverage or being unable to change benefits elections, which can have a significant financial impact on the employee. For employers, when employees miss this deadline, it can result in additional administrative burdens and unhappy or unproductive employees.

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December 2021 Benefits Breakdown