Archive for the ‘PEOs’ Category

Restaurants: Why You Need a PEO!

November 23rd, 2015


Dining Out: It’s a major staple of the American culture. The sheer variety of food and atmosphere is astounding! In fact, according to the Bureau of Labor Statistics (BLS), there are over 600,000 privately owned restaurants nationwide.

Just like any other successful business or organization, the backbone of any good restaurant, besides the food of course, is the people that keep the customers coming back for more! The BLS reports that nearly 7 MILLION people work in the restaurant industry in various capacities! How many of those 7 million individuals call your location their workplace?

Perhaps most importantly, how – on top of all of the additional responsibilities you have as a restaurant owner – do you make sure you and your employees are protected in case of injury? How do you make sure your employees are paid what they’re due, while making sure the appropriate taxes and deductions are made?

The easy answer to all of those questions is: PEO.
The specific answer to all of those questions is: PEO Advantage.

Professional Employer Organizations (PEOs) have long been supporting the restaurant industry by taking on numerous back-office responsibilities like payroll, HR, and benefits administration. In addition to these back-office support functions, PEOs can provide workers compensation coverage to your employees, often at a discount to you, the business owner.

Workers compensation is a complex environment and it is often abused by employees looking to make a quick buck at the expense of their employers. With a PEO at your side, you can leverage their extensive team of workers comp professionals and experience to ensure your employees and interests are protected, all while receiving risk management coaching and OSHA training to prevent future incidents.

This is where PEO Advantage comes in!

With nearly 1,000 PEOs across the country, it can be overwhelming to simply punch “PEO” into Google and pick the one that’s right for you. We’ve narrowed that field of PEOs down to the cream of the crop, the top 10% of providers that met our industry standards. We know which PEOs specialize in your industry and can provide you the best personalized service.
We do all of the research, negotiating, and documentation for you so you can do what you do best: Run a high quality restaurant that keeps the hungry masses satisfied!

3 Ways to Maximize Your Relationship with a PEO

August 22nd, 2013

3 Ways to Maximize Your Relationship with a PEOIf you already work with a PEO, you‘ve likely observed the general advantages: saving money, improving productivity and profitability, reducing risk, attracting and retaining top employees, more time to focus on growth and more!

But, there are a few smaller advantages to working with a PEO that aren’t as well-known. Here are 3 more ways you can really maximize the co-employment relationship, if you haven’t already!

1.  Added Perks for Your Employees: Many PEOs have added perks in addition to traditional benefits. These may include access to credit union membership, exclusive employee discounts and reduced rates on travel, entertainment and services. Be sure to ask your PEO about the perks of their purchasing power.

2.  Employee Handbooks: For HR managers and business owners alike, compiling an employee handbook is one of the most dreadful and tedious tasks. We bet your employee handbook hasn’t been updated in year…. has it? A PEO will tailor a customized handbook for your business to discuss benefits eligibility, paid time off, maternity leave, workplace attire, and more! Handbooks provide prevention and protection from legal liabilities, provide tangible guidelines for your employees, minimize employer/employee misunderstandings and provide comprehensive answers to frequently asked questions.

3.  Training: Because PEOs place a strong emphasis on workplace safety, OSHA, and compliance, you may have already had them on site to conduct some safety training. However, PEOs offer various types of training including but not limited to performance management training, team building training and interview and termination training—all educational opportunities that can improve the workplace. Why not take advantage?

To learn more about the many benefits associated with PEOs, contact PEO Advantage today.

3 Regulatory Areas Important to General Contractors

February 4th, 2013

Regulatory Areas That General Contractors Need To KnowIf you’re a small-sized general contracting company (or even a larger-sized company) responsible for the day-to-day oversight of building projects and employing many other contractors and vendors, there are a few regulatory changes on their way this year that you are going to want to pay attention to.

General contractors are often pressed for time moving from one project to another, and are used to relying on temporarily employed individuals to provide work when it’s needed. Although extremely important, employee management, compliance and human resources often get put on the backburner.

2013 presents itself with some areas you can’t ignore; if you do, you could find yourself in trouble with the IRS, Department of Labor, or the U.S. Immigration and Customs Enforcement (ICE), facing some hefty fines and compliance violations.

1.   Worker Misclassification: Worker misclassification has always been a bit of a gray area for business owners within the construction industry. It is estimated that in 2009 misclassification across all industries cost the government 2.7 billion in underpaid federal taxes, workers comp and unemployment insurance and it is estimated that up to 30% of companies may still be incorrectly classifying workers as independent contractors rather than employees.

The IRS and Department of Labor are working harder this year to correct misclassification amongst all industries. If your company is not in compliance, and select contractors should instead be classified as employees, you may face even harsher penalties than you would have in the past. Legislative reform may impose stricter compliance violation fines in the upcoming year.

2.   Underreporting: The IRS has invested heavily to identify underreporting employers and “find” all taxes owed to the government.  IRS examiners are looking for violations of compliance, and have powerful technological resources for triggering an audit.

3.   Immigration Reform: Immigration reform continues to remain a top priority for congress. What is your Company’s illegal immigration compliance strategy? Do you utilize E-Verify before hiring someone? Do you conduct background checks? Do you have a written policy for employment verification? Do you conduct your own additional audits of I-9 documents? Employee verification can be a timely task within itself.

Professional Employer Organizations specialize in the above 3 areas, and many are very familiar with the general contracting industry and the regulatory issues that business owners face.  If your PEO is not currently assisting your company with worker classification, reporting, and employee verifications, OR you do not currently work with a PEO and have questions about your company’s compliance, contact PEO Advantage today.

Missed the Jan 1 Deadline? PEO Contracts CAN Begin Feb 1!

January 4th, 2013

You may have just missed the boat for a January 1 PEO contract, but contrary to common misapprehensions, you CAN easily begin a new PEO contract on February 1 versus waiting until January of next year.

Here are some common reasons for February 1 apprehension that we hear at PEO Advantage:

“My State Unemployment Tax (SUTA) and Federal Unemployment Tax periods restarted on January 1”

“I have already made January SUTA contributions and don’t want to be double taxed.” 

SUTA liability is different based on what state your business operates in, or more specifically, what state(s) your business has employees in. In some states where employers are taxed on just the first $7000 or $8000 in wages per employee like California and Florida, you very well may have already contributed to the state required maximum level.

But did you know that PEOs may be able to offer credits for taxes already paid? If you were interested in engaging a PEO just a few short months ago, why wait until next year to reap the many benefits? PEO Advantage clients save up to 25% a year on custom-fit HR solutions and there are 11 months left in 2013 to take advantage of this!

PEO Advantage manages the entire PEO selection process of securing quotes, making sure your requirements are crystal clear, and making sure you’re getting the best possible pricing.

Our team can negotiate credits on your behalf so that your options are still attractive, even if you’ve already made January 2013 tax contributions.

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?


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

Additional Resources: SUTA Tax Rates by State

Somebody Help Me With SUTA!

November 19th, 2012

Are you a business owner in over your head when it comes to the State Unemployment Tax Authority (SUTA)? In the past few years, millions of jobs have been lost due to layoffs, company closures, and downsizing. When people who are without work seek unemployment benefits, the money must come from somewhere – It does, most often from the state’s unemployment insurance program. Each state requires employers to pay a SUTA tax – and for small businesses, these taxes can be painful to say the least!

On top of the increasing SUTA rates found in many states, business owners additionally need to watch out for added expenses surrounding SUTA that can quickly add up and in extreme cases, destroy a business: the risk of costly fines, interest on untimely payments, the expenses associated with hiring a professional accountant, and more.

PEOs assist business owners by significantly decreasing the chances of facing unexpected expenditures surrounding unemployment.


Through the co-employment relationship the PEO assumes many employee-management responsibilities – one of them being payroll. With payroll experts (PEO professionals) managing clients’ payroll tax payments and reporting, business owners rest assured knowing their taxes are filed correctly and on time. Because employees are documented as employees of the PEO and not the client for tax filing purposes, the PEO is responsible for SUTA taxes, and it is in their mutual best interest to continually work to keep SUTA rates down.

Additionally, PEOs help clients win unemployment claims by keeping appropriate documentation and ensuring workplace compliance. Through frequent audits they can also help identify and protest erroneous charges or claims tied to SUTA.

Sick and tired of interfacing with the state unemployment agency? Trust us, we know that a few administrative hours here and there results in lost productivity and income – especially when SUTA rates change on an annual basis, requiring you to start from scratch and relearn the lay of the land. PEOs significantly decrease the amount of administrative function for the business owner.

If you’re interested in SUTA support solutions that won’t break the bank and will help further protect your workplace (and money), call 877-636-9525 or fill out an application today.

If you are currently shopping for a PEO, be sure to tune back in next week. PEO Advantage will be diving further into SUTA regulations and rates, detailing how they vary per state. We will also be explaining the importance of reviewing certain SUTA details before engaging in a new PEO partnership.

PEOs in the US Chamber of Commerce Small Business Nation!

August 14th, 2012

The U.S. Chamber of Commerce is the world’s largest business federation representing 3 million businesses of all sizes, sectors, and regions, as well as state and local chambers and industry associations.

The U.S. Chamber of Commerce’s “Small Business Nation” was launched as a way of continuing our country’s small business growth and prosperity. Small Business Nation is responsible for providing a platform where small businesses can converse, relate to one another, and ultimately speak as one when it comes to standing up for small businesses!

Small Business Nation provides small businesses with toolkits that help them learn, grow, network, and succeed. PEO Advantage was proud to inform our co-workers and clients that PEOs are now featured within the Chamber’s HR Outsourcing and Benefits Toolkit.

Sponsored by NAPEO (National Association of Professional Employer Organizations), the toolkit addresses the growing burden small business face when it comes to complying with state and federal laws, regulations, and requirements.

More than 96% of U.S. Chamber members are small businesses with 100 employees or fewer – the perfect fit for a PEO! By utilizing the co-employment relationship, employees of small to mid-sized businesses can gain access to cost effective employee benefits such as 401(k) plans, health, dental, life, and other benefits options typically provided by larger companies. The list of benefits associated with a co-employment relationship is endless, but just to review a few:

  • PEO clients save money—The right employees, best practices, reduced turnover, automation, compliance expertise and streamlined processes add up to huge savings.
  • PEO clients improve productivity and profitability—Specialized technology streamlines payroll, benefits and managing personnel data. Professionally written employee handbooks and policies translate into clear expectations and peak performance.
  • PEO clients reduce risk—Expert help with risk management and compliance including payroll, OSHA, EEOC and more protects you from costly fines and lawsuits.
  • PEO clients attract and retain top employees—Comprehensive benefits packages and recruiting assistance makes sure the right talent is hired and stays put.
  • PEO clients have more time to focus on growth—With payroll, workman’s comp claims, benefits and employee management under control you can finally put your growth plans in motion

For more information on PEOs, call PEO Advantage at 877-636-9525. If you are already familiar with PEOs and the co-employment relationship, contact us today to find the best possible rates and solutions for your organization.

The HRO Industry… Growing, and Growing, and Growing…

July 30th, 2012

Global Industry Analysts, Inc, a worldwide business strategy  and market intelligence company, recently released its global strategic business report on the human resources outsourcing (HRO) market.

The growing market for human resources outsourcing is expected to reach $199.6 billion by the year 2017! According to Global Industry Analysts, the recent increase in demand for human resources is driven by the need for companies to align business operations with HR.  As compliance pressures and the complexity of business processes become increasingly difficult, many companies are calling in the professionals!

Other significant reasons companies are engaging in co-employment relationships and human resources outsourcing is cost reduction, policy framework, and access to specialized technologies.  Growth is not limited to the US either; HRO is now a global market. Continental European markets, the UK and Asia are all expected to grow exponentially in the upcoming years, as more organizations recognize that outsourcing components of human resources increases efficiency and reduces costs

By employing the services of “HR experts,” companies can gain significant cost reductions without affecting the overall quality of operations. Business continues as usual, with the one exception that HR is streamlined and improved!

Are YOU ready for risk-free HR solutions that really work? Call 877-636-9525 or fill out an application today. PEO Advantage can find the perfect human resources outsourcing solution for you.

Best of all, PEO Advantage does all the work to provide you with the facts you need to feel confident you’re making the best possible choice. We go beyond your basic requirements of today to find you a PEO that will change, evolve and help you realize your plans for the future.

Call us today or click here to request more information!

SMILE! HR Solutions for Dentists!

July 25th, 2012

Are you a busy dentist or medical professional operating your own practice, but in over your head with human resources? Even with an HR professional or two on staff, managing human resources can be very overwhelming.

PEOs (Professional Employer Organizations) are well aware that your employees are your greatest asset. They also understand how challenging human resources can be when you’re trying to run a profitable practice. Fortunately, finding the right PEO and HR solutions is easy with the help of PEO Advantage. Dentists, as well as other medical practices across the country rely on PEO Advantage for performance-driven, affordable PEO solutions that save them time, money and headaches.

Here are some common yet frustrating HR scenarios dentists often face …

  • Health insurance rates have increased again this year… what if I can no longer provide all employees with benefits? How will I attract and retain top employees?
  • Who is going to protect me and my practice in the event of a costly fine or employee lawsuit?
  • I need to focus on my practice and patients, but overseeing payroll each week is time consuming. So is employee administration!
  • I close my practice several times throughout the year to attend continuing education or trade association events. If the office is closed for several days, can this be designated as mandatory vacation time for employees? What about designating it as unpaid time off if an employee has already used their vacation time?
  • There are than 60 employment-related governmental regulations!?  Is my practice in compliance?!

Why not rest assured knowing that your practice’s payroll, workman’s comp claims, benefits and employee management are all under control? By partnering with a PEO, you can finally put your growth plans in motion. To hear more about the PEO relationship and HR outsourcing, directly from a dentist, we suggest reading this great article by Dr. Lorin Berland, DDS: Outsourcing Turns HR Nightmares.

Call us today or click here to request more information! Best of all, PEO Advantage will do all of the work to provide you with the facts you need to feel confident in making the best possible choice. We go beyond your basic requirements of today to find you a PEO that will change, evolve and help you realize your plans for the future.