Accounts/Volume Discounts

Volume discount pricing available based on number of employees and what type of account you wish to take advantage of.

“General Business Account” – Employees pay us directly and are able to participate in our basic volume discount program

“Premium A/R Business Account”  Increase your perks (bigger discounts, FREE Shoe Giveaways, tax exemption if applicable, immediate family member discounts & more).

“Premium A/R” payment options & advantages to each:
These plans are just a few of the many options we have to accommodate your specific needs. For some companies, a full subsidy will be the best option, for others a payroll deduction program will suit best. You may need a combination of the two. Whatever your needs may be, we are here to help you to
develop what is right for you. Let us know if you have any questions and/or suggestions on how we can make your life easier.

Option 1: 100% Company Subsidy

  • Gus, a welder in a smelter plant visits our store or our shoe-mobile with a P.O. or “authorization voucher” and selects a pair of safety shoes from a pre-approved list of styles. His company is invoiced for the full purchase price of his footwear
  • Advantages: When using this strategy, there’s no compromising on footwear. Employees get what they truly need, not what they can afford. This program is typically the easiest to administer.

Option 2: Fixed Subsidy with Payroll Deduct

  • Newell’s employer agrees to cover up to $150 of any metatarsal protective footwear purchase. His purchase at Footwear Outfitters totals $185 after applicable discounts are applied. His company deducts $35 difference out of his next series of paychecks. Footwear Outfitters invoices his company $185.
  • Advantages: The strength of this program lies in companies determining a subsidy level which allows them to forecast & budget for safety footwear. Employees are more likely to buy shoes they need if the amount exceeding the subsidy limit is payroll deducted rather than an out-of-pocket expense.

Option 3: Fixed Subsidy/ Employee Payment

  • Casey’s employer offers a safety footwear subsidy of $125 annually. He buys a $140 (after discount) pair of steel toe work boots. Casey pays $15 for his shoes at the time of purchase and gives his company-issued voucher to the clerk. His company is invoiced $125.
  • Advantages: Having employees pay the extra cost at the time of purchase helps avoid the administrative costs associated with payroll deduction programs. Key to making the program a success is matching employee income with safety footwear prices before establishing a fixed subsidy amount which ensures employees to be able to afford the best possible footwear for their jobs.

Option 4: Preset Percentage Subsidy/ Payroll Deduct

  • Susan’s employer offers a 75% subsidy for slip resistant shoes. Using her company-issued voucher, she purchases a pair at $100 (after discount). The company is invoiced $100. Amanda will have the unsubsidized $25 portion deducted from her paycheck(s).
  • Advantages: Same concept as other payroll deduction programs except it’s based on a percentage versus a set dollar amount. Consider setting the subsidy percentage at a level that discourages employees from buying cheaper, inappropriate footwear.

Option 5: 100% Payroll Deduct

  • David, Kaley, Jordan, & Emily, college computer lab technicians, are required to wear static dissipative (SD) footwear. The college provides no footwear subsidy. To mitigate the footwear requirement expense, the college allows for payroll deduction for the cost of the footwear. Students present their college ID with a P.O. The college will be billed for the full amount of their purchases and in turn, deducts the full amount from their paycheck(s).
  • Advantages: This program is works well for companies who cannot afford to subsidize employee’ s safety footwear, yet wish to more easily monitor OSHA compliance. A payroll deduction over a series of checks makes the footwear purchase easier for employees. It’s simple to implement and maintain since payroll deductions are common practice in most companies. For lower income employees, a company may want to spread the payments out over a few pay periods. Or, they can provide some flexibility to employees by allowing them to determine how they want the cost of the footwear to be deducted and over what period of time.

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