Archive for December, 2012

The Holidays are Here – What’s on Your HR Wish List?

December 10th, 2012

The holidays are almost here and everyone at PEO Advantage is getting excited! What’s on your HR Wish List?

  • A real business partner, not just a PEO broker?
  • Saving up to 25% a year on custom-fit HR solutions?
    • Workers Compensation insurance premium discounts?
    • More employee benefit options at more competitive rates?
  • An admin fee that is less than 1.5%?
  • FREE PEO Quotes?

If you answered yes to any of the abovementioned items on the wish list, stick around.  PEO Advantage delivers holiday wish list items all year round.

We know that finding the RIGHT PEO organization is a lot of work. Some of the do-it-yourself sites automate a few steps, but you still need an experienced eye to spot the best choice. While most PEO brokers are more focused on quick commissions, PEO Advantage will take the time to understand what it is you really need and build a solid lasting relationship.

Did you know that in  addition to convenience, streamlined HR practices are directly linked to revenue and profit margins? Best practices in HR also promote leadership development, best recruitment practices, decreased employee retention rates, workplace efficiency and more!  

As you put together your budget for the upcoming year, take a close look at HR and administrative functions. If they’re costing you more than they’re worth, or there just aren’t clear results, contact us.  Thousands of business owners enjoy PEO benefits. Why not you?

 

What is a Return to Work Program?

December 5th, 2012

Workplace accidents can strike at any time, and bad accidents can often result in an employee injury and workers compensation claim.  Did you know that as each month goes by, your injured employee’s chances of returning to work significantly decreases?

How do we prevent losing a reliable and hardworking employee following a workplace injury? The answer is with a return to work program. Return to work programs are proactive plans initiated by an employer that are geared to help both the injured employee, and the workplace return to the previous economic, vocational and even social statuses that were present prior to the injury occurring. Without a particular employee’s knowledge and insight, your workplace could be suffering as well without them.

Professional Employer Organizations (also known as PEOs or Employee Leasing) assist employers in establishing proactive return to work programs that outline the following:

  • Maintaining workplace ties and communicating on a regular basis/preventing alienation.
  • Developing step by step transitional plans to eventually return to fulltime employment (beginning with part time employment/involvement).
  • Identifying what type of employee involvement would be most beneficial to have in the workplace.
  • A signed-off physicians report at each step, approving the employee’s new duties.
  • Establishing tasks that accommodate the employee’s limitations, not necessarily set hours and large projects.
  • Ways of establishing workplace support and encouragement.

Through the co-employment (PEO) relationship, PEOs also offer support in other critical areas surrounding workplace safety: workers compensation claims, workplace safety programs, OSHA compliance, loss prevention recommendations and safety reviews/auditing, just to name a few.

To learn more about the co-employment relationship and proactive plans for workplace safety, contact PEO Advantage. We provide risk-free HR solutions that really work!  Call 877-636-9525 or fill out an application today.

PEOs: The Importance of Reviewing SUTA Rates First

December 2nd, 2012

Last week we provided business owners with a brief introduction to SUTA; this week we are reviewing the importance of understanding and reviewing the State Unemployment Tax Authority regulations and rates BEFORE engaging in a new PEO relationship.

SUTA tax is required in every state and rates are updated annually. Each state mandates its own SUTA regulations, which involves determining the amount of wages subject to SUTA tax and what the minimum and maximum rates are.  Businesses operating within multiple states are required to pay SUTA taxes in each state where they have employees.

For businesses engaging in the PEO relationship, PEO tax laws also vary per state.  Rates are calculated based on actual wages paid to the employees, and the unemployment rate of the company. Although PEOs are considered employers of record with the state through the co-employment relationship, in some states, the government mandates that even under the co-employment relationship, the rate must be based on the client’s rate (not the PEOs). In other states,
clients engaged in a PEO relationship must pay the PEO’s rate, regardless of whether or not it is higher than the client’s existing rate. And, some states
permit you to choose which rate you would like to take advantage of, reducing your overall tax liability by selecting the best option.

Why is this important?

When shopping for a PEO, you may not have time to conduct all of this research (This involves reviewing the PEO’s advantages, the pricing on various HR services, the state laws surrounding the PEO relationship/SUTA liability in each state you have employees and the PEO’s existing SUTA rates. Then, you’ll have to compare all of that information against what an alternative PEO’s options are.)

How is SUTA calculated? Who is responsible for paying SUTA? Does the PEO present an opportunity for savings?  Selecting the RIGHT PEO for your business requires industry knowledge and adequate time for interviewing all the candidates. Not taking the appropriate amount of time to review a PEO’s details as specific as SUTA compliance could result in losing a substantial amount of potential savings each year.

At PEO Advantage, we are real business partners, focused on selecting the RIGHT PEO for you, though our systematic yet personal approach.  From the
in-depth evaluation and independent references to translating complex PEO quotes into easy-to-read comparisons complete with cost and savings details, we
manage it all. Plus, we monitor results and conduct annual reviews so your HR solutions deliver value year-after-year (even as SUTA rates and regulations
change).

Additional Resources: SUTA Tax Rates by State