This site uses cookies to improve your experience. To help us insure we adhere to various privacy regulations, please select your country/region of residence. If you do not select a country, we will assume you are from the United States. Select your Cookie Settings or view our Privacy Policy and Terms of Use.
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Used for the proper function of the website
Used for monitoring website traffic and interactions
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Strictly Necessary: Used for the proper function of the website
Performance/Analytics: Used for monitoring website traffic and interactions
To do this, brokers are in a unique position to make an impact by connecting their clients with a professional employer organization (PEO) solution. The structure, support, and insight of a PEO help make this happen. Handles risk and compliance management Employmentlaws and workforce trends are constantly in flux.
Luckily, with a PEO partnership in their pocket, brokers can step in as trusted advisors and help their clients remain compliant. In doing so, you solve their immediate needs and establish yourself as a trusted advisor in their business operations. Employment and recruiting regulations. State unemployment. Workers’ compensation.
Co-employment is a contract and sharing of employer responsibilities between a PEO and its client, an employer. Co-employment is not joint employment. Businesses in a PEO arrangement grow seven to nine percent faster than those without PEOs, and have 10 to 14 percent lower turnover.
Partner with a PEO Successfully attracting and retaining military spouses involves many moving parts, from fairly reviewing resumes to ensuring compliance with relevant employmentlaws. That’s when a professional employer organization (PEO) comes into play. For example, the SECURE 2.0
Training has become immediately relevant to the individual needs of both employees and their companies. Whether the event is weather-related devastation or a mass shooting, HR teams everywhere have to be ready to provide near-immediate assistance to affected staff members.
Co-employment sits at the heart of the relationship between professional employer organizations (PEOs) and their clients. Here’s what a co-employment relationship is (and what it’s not ) and what you can expect from one. What is co-employment? Co-employment is not the same thing as joint employment.
More geographical options for recruitment mean more opportunities to contain costs – though, companies will still need to assess local employmentlaws to capture the full cost picture of each new hire. For example, don’t send out a culture survey immediately following a negative event, such as lay-offs.
Having a professional employer organization ( PEO) partner to evaluate options from all angles can help prevent penalties and keep your company running smoothly. Regardless of the circumstances, employers are legally required to pay their employees on time. How a PEO can help Unforeseen problems can strike at any time.
Many factors need to be considered, from the employer’s legal presence in the location to the employee’s personal circumstances, the intended duration of the stay, the social security and pension implications, and the home country tax and payroll rules. Employmentlaw. What can an employer do? Classification of employee.
As a professional employer organization (PEO) broker helping small- and medium-sized business (SMB) clients plan for the future, here’s a shortlist of highlights which are important to know. Fortunately, as a PEO broker, there’s increased access to expertise and resources to keep SMB clients in compliance.
If you identify any issues, take corrective action immediately. Partner with a PEO: SMBs often need more resources and expertise to manage the complexity of payroll. The post Common Payroll Mistakes and How a PEO Can Help Avoid Them appeared first on Extensis.
have ignited a conversation regarding how employers are impacted. As they navigate evolving laws and employee expectations, they are leaning on expert guidance from PEOs to redefine workplace policies and regulations. Quick look: Cannabis legalization and changing perceptions in the U.S. Record number of U.S.
Employers not only have to comply with conventional employmentlaws, but they must also adhere to frequently updated and sometimes contradictory guidelines about safe work practices from: State and local health departments Mayors Governors The White House The Centers for Disease Control (CDC) The World Health Organization (WHO).
From expanding service offerings to elevating the level of personalized attention, all can be achieved by partnering with a PEO. To advance these efforts, access to expert HR guidance and cost-competitive solutions via a professional employer organization (PEO) can make an impactful difference.
For that reason, employers limited their recruiting activities to their local, immediate area. More geographical options for recruitment mean more opportunities to contain costs – though, companies will still need to assess local employmentlaws to capture the full cost picture of each new hire. Recruitment costs.
Employers must get ready to update their I-9 Forms in accordance with the DHS and should look to the compliance experts at their PEO partner for assistance. The swift onset of the COVID-19 pandemic in March 2020 changed workplaces immediately. Avoiding compliance pitfalls with a PEO. I-9 requirements. Looking ahead.
Employers should note that the 100% deduction only applies to food and beverages provided by “a business that prepares and sells food or beverages to retail customers for immediate consumption, regardless of whether the food or beverages are consumed on the business’s premises.” Contact our experts to get started today.
Typically, recruitment aims to find and hire the best-qualified candidates who fit the company’s immediate needs and align with its culture. Talent acquisition is a strategic process focused on long-term workforce planning and development, while recruitment deals with immediate hiring needs.
Typically, employers purchase plans from one of the following: A professional employer organization (PEO) : A human resource outsourcing firm that provides small businesses with access to large-group employee benefit plans and various HR, payroll, and risk and compliance services. When do employee benefits start?
Your HR team will guide you through the process to make sure the termination is compliant with employmentlaw. TIP 5: Communicate the termination to all necessary individuals immediately following the termination meeting. It is best to include a member of your HR team.
The new calendar year always rings in some employmentlaw changes, and 2021 is no different. All these employmentlaw changes are effective Jan. Federal employmentlaw changes in 2021. There are three employmentlaw changes at the federal level that may affect your organization.
How will the ETS address Professional Employer Organizations (PEO’s) and staffing companies? Specific to the staffing industry, questions included: “Although the ETS will go into effect immediately, will it contain a grace period for employers to develop their programs and for employees to become vaccinated?
Co-employment. A contractual relationship between an employer and a Professional Employer Organization (PEO) in which the PEO shares certain employment responsibilities with the employer/client. EmploymentLaws. Collective Bargaining. EEO-1 Report. Gross Misconduct. Harassment.
Quick look: The newly enacted PUMP for Nursing Mothers Act normalizes breastfeeding in the workplace and makes accommodations a requirement for employers. As a result, brokers are being looked upon for guidance by their SMB clients and are partnering with PEOs for extra support.
Compliance: Ensure that organization is in compliance with labor and employmentlaws. Another outsourcing HR element to consider is a Professional Employer Organization (PEO). For a small employer, however, hiring specialized HR employees may not be in the budget. Payroll also can be a component.
The Society for Human Resources Management (SHRM) provides a helpful toolkit for ensuring your application form follows acceptable guidelines and current laws regarding non-discrimination and other protections. An employer will usually offer a prospective new hire a job verbally over the phone or written in an email. Job Offer Letter.
2025 Budget Amends Universal Paid Leave Act, False Claims Act and Other EmploymentLaws Developments Taking Effect This Month Without doubt, employmentlaw policies are ever changing, with some going into effect this month. We help companies address the ever-changing federal and state employmentlaw requirements.
We organize all of the trending information in your field so you don't have to. Join 318,000+ users and stay up to date on the latest articles your peers are reading.
You know about us, now we want to get to know you!
Let's personalize your content
Let's get even more personalized
We recognize your account from another site in our network, please click 'Send Email' below to continue with verifying your account and setting a password.
Let's personalize your content