Accounts/Volume Discounts

Volume discount pricing is available based on what type of account you wish to take advantage of (see below). In addition to $ discounts,  we feel it important to share other perks that come with each purchase that add value:

- Laces are provided if you ever break one (value $5 each pr)

- Oiling and conditioning any time at no extra charge in our store (1 bottle of oil typically costs $10-$12). This is recommended every 2 weeks if in harsh conditions, monthly in normal circumstances.  

- Tuff Toe (value $24.99) will be added to any boot purchased at no extra cost in store (allow 2 day minimum for application)

* If not able to visit local store, ask us about options for in Plant services for both Oiling and Tuff Toe

Total added value is well over $30.00

PLUS your company saves $ because the boots last longer.  

We truly pride ourselves in selling high quality products and offering high level of service to take care of them after the initial sale because:

"There is scarcely anything in the world that some man cannot make a little worse and sell a little more cheaply. The person who buys on price alone is this man's lawful prey" John Ruskin

ANOTHER WAY TO GET MORE LIFE OUT OF YOUR BOOTS:

Buy 2 pair instead of 1 and rotate them every other day. 

Scenario: Buy 1 pair and lets pretend you get 1 year worth of life, buy a second pair for another year of life. Total = 2 years 

*** If you buy 2 pair out of the gate and rotate them you will see 3 years of life because the boots can properly rest and dry out (average adult sweats 8oz per day in their shoes) 

 


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

2. “Premium A/R Business Account”  Increase your perks! 

Larger discounts, partner "safety incentive" gift cards, tax exemption if applicable, immediate family member discounts, safety presentations & 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

  • David’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.


Tell your friends about us and have a nice day!

We put the "FIT" in Footwear Outfitters & encourage you to “Get a Grip, Get Out...fitted & Take a Hike!” ™

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