Archive for the ‘General Information’ Category

Preparing for Older Employees in the Workplace

September 12th, 2013

portrait of mature aged attractive senior womanIf you haven’t noticed, people are living much longer these days! According to the Social Security Administration, a woman turning age 65 today can expect to live, on average, until age 86 (for men, the average age is 84). We stress the word “average” because about 1 in every 4 65-year olds today will live past the age of 90!

We’ve seen a trend in the past decade or so… professional men and women are continuing to work well into their 60’s and beyond. And it’s not necessarily because they have financial obligations. Some do, but for most it’s because they’ve worked hard to get where they are today, they’re healthy, and they want to keep their jobs.

Yet, some employers seem concerned. How will they perform up against the young and determined workforce? Am I making the right decision by keeping them on, or are they costing my business money? Here are a few tips for catering to older employees in the workplace.

  • Provide training for those that wish to acquire new skills.
  • Provide retraining, as needed, for those who may need to polish up their skills.
  • If someone isn’t performing up to par due to health or personal issues, first consider part-time options, or transitions into retirement, which will promote a much more positive working environment.  The employee may actually contribute much more and perform much better if transitioned into a part-time position that isn’t quite as demanding.
  • Offer mentorship opportunities or programs within the workplace. New employees will certainly have something to learn from these veterans of the workplace!
  • Make sure you have a safe workplace that is accommodating to older employees. What you may not consider a hazard or discomfort, may certainly be one to an older individual. This includes anything and everything from comfortable office furniture to safely secured wires that are tucked away from foot traffic!
  • And last but not least, don’t forget to talk to your PEO about questions or concerns regarding older employees. PEOs not only assist with compliance, but also with training, benefits, best practices and more.

By following the aforementioned tips, you can celebrate diversity at your workforce and take advantage of older employee’s contributions and experience. For questions regarding your PEO relationship (or if you’re looking to establish a new PEO relationship) contact our team today!

How Do I Determine What To Pay a New Employee?

May 23rd, 2013

How Much Do I Pay A  New EmployeeHiring? You may be stumped when it comes to selecting or offering the appropriate salary for the vacant position- especially if it’s a new position your company has never had before. You’ll obviously want to be in compliance with minimum wage laws, but as you advance further up the pay scale and away from entry level positions, salaries get a little bit more complex.

Salary is often representative of experience, skill set, industry and responsibility, and you want to attract the perfect candidate, don’t you?

How do you determine what to pay a new employee? Let’s review a few key factors:

  • Do your research. There are a few good resources available which will provide salary data within your industry: www.bls.gov, www.payscale.com and www.salary.com.
  • Education & experience: What degree, training, certificates does the employee have and how many years of experience does he or she have? Will you offer a higher salary for a candidate that brings more to the table?
  • Job uniqueness: How rare is this job? Are there a lot of candidates capable of filling the position, or does it really require a rare and exceptional candidate?
  • What benefits will you provide the employee with? Don’t underestimate the power of benefits, or the cost. Many employees will happily take a lower-paying position if it means full health insurance coverage for their family or special perks such as company gym membership, retirement account, commissions, expense reimbursements, transportation, and more. What can you provide? Analyze how much each benefit is really worth.

Once reviewing the abovementioned areas, it is recommended that you compile a salary range, versus a number set in stone. A range will allow you some flexibility for negotiations, and other factors such as a candidate’s unique experience or the need for relocation.

Still stumped? A PEO Can Help…

If you already work with a PEO, be sure to rely on them for attracting and retaining top employees. Comprehensive benefits packages and recruiting assistance brought forth by the PEO relationship will make sure your Company hires the right talent – at the right price too!

If you’re not yet working with a PEO, contact us to learn more.  There are countless benefits to the co-employment relationship in addition to salary and recruiting assistance. We can help!

PEO vs ASO vs HRO

March 26th, 2012

Do You Know What You’re Shopping For? 

If you are currently an employer shopping for an employee leasing solution, you may be stumbling across various acronymns within the industry such as PEO, ASO and HRO. While there are many similarities amongst all three, there are many differences, and not every option will be the perfect fit for your company and your employees.

Join us as we demystify these organizations, and help you understand which employee leasing solution or human resources outsourcing solution you may really be searching for:

  • PEO:  A Professional Employer Organization, also known as Employee Leasing, assumes and manages critical HR management and employment-related responsibilities including employee administration, compliance, unemployment and workers compensation claims, risk management, health benefits and payroll. Through this co-employment arrangement, you and the PEO contractually share employer responsibilities and liabilities.
  • ASO: An Administrative Service Organization, or ASO, could be considered HRO (Human Resources Outsourcing) but, ASOs are NOT considered a PEO because they do not operate within a co-employment arrangement, as an employer and a PEO do. There is no sharing of employer responsibilities and liabilities. ASOs can provide payroll processing, administration support and more. They can also provide options for and administer insurance and benefits packages—but these policies are written individually for each group. As a co-employer, PEOs provide clients with access to master policy benefits as a part of their large group.  ASOs simply help administer policies,by managing payroll deductions, providing claims support and reconciling invoices.
  • HRO: Human Resources Outsourcing refers to a variety of human resources companies that help clients offload some part of their administrative responsibilities, whether that be payroll processing or managing benefits.  On the contrary, PEOs provide a vast array of outsourced administrative services to the client, including payroll processing, insurance, employee benefit packages, HR support, and more.

PEO Advantage assists companies in truly defining what they are in need of. Finding the right organization, whether that is a PEO or not, is a lot of work. Some of the do-it-yourself web sites available will automate a few steps, but you will still need an experienced team to find the perfect
fit for your employees.

If you are currently shopping for a PEO, ASO or HRO, or perhaps just need some preliminary guidance in which organization would be the best fit, we would love to hear from you! Please fill out this form and we will get in touch with you shortly.