W2 Issues/Concerns

  • This field is for validation purposes and should be left unchanged.

Blog

Check out our weekly blog posts and see the latest news and discussions happening in the HR world of business.

Checklist to Streamline Benefits Administration

When you opt to use the services of a Professional Employer Organization (PEO), there’s no denying benefits administration becomes so much easier for you and everyone at your company.

When a PEO helps manage the workload, it is the opportunity to offload some of the more time-consuming tasks on your plate such as compliance, enrollment and payroll so you can focus on higher-level HR functions, including company culture initiatives and strategic planning.

How many boxes can you check off of all the items that a PEO can take care of to streamline HR administration?

  Save endless hours of frustration comparing plans and sorting through mountains of insurance information at enrollment time.

  Track employees PTO, vacation, FMLA leave and other time off all in one place with full transparency. You can see what employees have left – and they can too – so you no longer have to look through calendars to remember who took what days off when.

  Improve your accuracy with payroll, deductions and any number of other withholdings and receive confirmation from certified accountants that it has been done right – saving you from costly mistakes and legal liability.

  Build in flexibility by collaborating with a team of experts that can advise you on any and all issues that may arise with the benefits administration, including handbooks, job descriptions, policies and procedures.

  Work though employee issues and questions, no matter how small or seemingly insignificant for a complete resolution.

  Reduce reliance on any one HR expert – they no longer need to know it all or DO it all, so they can focus on what’s most important to growing and improving the business.

  Reduce your risk by partnering with a team of experts that are well versed in federal, state and industry compliance and will provide verification that you remain on the right side of the law.

  Help with workers compensation insurance and claims

  Development of employee enrichment programs such as mentoring and training

  Ensuring safety with an assessment by our in-house safety manager who can create a plan for the safest environment possible.

  Automate your employee information system so that all manner of data on any one employee is available to you with just a few keystrokes.

  Want to see trends in your HR? Look at usage patterns? Track employee metrics? Whatever analysis you want to run, we can build it into your system and get you the data you need, from as far back as you need it.

  Allow you to go paperless, or nearly paperless, by keeping all the important stuff online or with us. Not only will it be a huge space saver, say bye-bye bulky file cabinets and endless files, it increases security when everything is password-protected.

  Let employees have more control over their data by giving them access to prior pay stubs, total annual deductions, and any other manner of data that they would traditionally have had to come to you to access.

If you’ve checked off more than a couple of boxes, ask how a PEO can help you be the best human resources professional you can be. Learn more about how to eliminate your human resource headaches with one decision.

[pro_ad_display_adzone id="4020"]

Featured BLOGS

  • Should you opt for a PEO or a payroll company?

    Joe Frazier versus Muhammad Ali, Boston Red Sox versus New York Yankees. Green Bay Packers versus Chicago Bears. PEO versus payroll companies. Well, turns out one of these things are not like the other and not just because they don’t involve sports teams and packed stadiums, but rather because there really isn’t any rivalry, per se, between a PEO company and a payroll company. You see, while they both help you offload some of your HR responsibilities, they function in entirely different ways. A payroll company really dials in and takes over just one facet of the human resources world.

  • HR how-to: Do you have a gift giving policy?

    While you’re still nursing your turkey hangover, we’ve been busy thinking about the holiday season ahead and while it’s sure to be full of festive cheer, it’s also a season ripe for some rather large HR pitfalls. Take the good ol’ holiday gift. Whether it’s a secret Santa, a white elephant, a Yankee Swap, or any other name for a holiday exchange, it is one holiday tradition that definitely could be helped by the addition of a gift-giving policy. What are the rules? (of the gift giving, not the game, obviously!) Make it voluntary: The holiday period can be tough

Archives

FSA | Commuter New Employee Abel Portal Time Clock