How to Find the Best PEO for Managing Employee Payroll

Payroll management doesn’t need to be stressful, For any enterprise, particularly small and medium-sized businesses, learning how to evaluate a PEO’s payroll management service can lead to streamlined, efficient, and personalized employee payroll solutions – giving you the strategic upper-hand.

So, what’s the true value of a PEO for payroll management, and how can you start the process of evaluating your options? Contact StaffMarket and we will help you navigate to the best solutions.

A PEO Does More than Just Process Paychecks

A PEO can offer a comprehensive suite of services designed to simplify payroll management. saving you time and resources that would otherwise be spent on the critical, and repetitive, task of employee payroll.

The benefits of partnering with a PEO extend beyond just handling the numbers. A PEO provides strategic support, leveraging its expertise to protect your bottom line and streamline your operations.

Partnering with a PEO Means Seasoned Expertise When You Need It

One of the most significant advantages of a PEO partnership is having a dedicated payroll specialist to offer support and guidance when you need it most.

Streamline Payroll Processes: By integrating advanced payroll software and processes, a PEO saves valuable administrative time and energy.

Greater Payroll Compliance: PEOs stay ahead of the constantly evolving web of wage laws, labor regulations, and tax regulations, even across different jurisdictions, which can help you avoid costly financial penalties.

Scale At Your Pace: As your business evolves, so do your employee payroll needs. A PEO provides scalable solutions that grow with your business, ensuring you have the support you need at every stage of your journey.

This level of personalized service simplifies your payroll operations, ensures compliance, and allows you to maximize productivity in other areas of your company.

How to Evaluate PEO Companies for Your Employee Payroll Needs

The ideal PEO should streamline your employee payroll processes and align with your business’s broader HR and growth strategies..Here’s how to ensure you choose the right PEO for your business: StaffMarket will match your needs with our database repository of PEO services.

Industry Experience

Every sector and business has unique challenges. You’ll want a PEO that is attuned to the specific nuances, regulations, and payroll intricacies you encounter regularly, such as employees who work in multiple states.

Many PEOs have experience with a wide range of industries. This gives them a wealth of knowledge to accurately answer your questions and predict future hurdles that you’ll need to clear on your path to growth, even as the regulatory landscape evolves.

Comprehensive Services

A PEO that offers a broad spectrum of services can provide more value than one focused solely on payroll. StaffMarket helps your company find the best fit PEOs that integrate payroll processing with HR management, benefits administration, workers’ compensation insurance, and risk management services. This approach simplifies administrative tasks and ensures a seamless integration of payroll with other critical business functions.

Forward-Thinking Technological Solutions

In today’s tech-driven economy, having access to user-friendly payroll software is important. A PEO will offer robust payroll software that streamlines end-to-end payroll processing, from employee administration to reporting.

Mobile access is another must-have for round-the-clock payroll management and processing. Access to software from your phone, tablet, or desktop means having the flexibility to manage payroll operations — and put out fires — anytime, anywhere.

Personalized Consulting with Responsive Customer Service

A one-size-fits-all approach rarely covers all bases, especially for small businesses with complex or unique requirements. We will help evaluate PEOs that work with you to understand your business and offers customized solutions tailored to your business needs. StaffMarket will facilitate that dynamic. The availability of personalized consultants, including payroll specialists and a responsive customer service team, will significantly enhance your experience.

A Track Record of Success

We will help you find a PEO that has been around for a significant amount of time with a proven history of success with businesses in a variety of industries, and provide client testimonials and case studies that back it up. A stellar track record of success will give you the confidence and peace of mind that comes with knowing your HR and payroll services are always in good hands.

Flexibility and Scalability

Your payroll needs today won’t be the same payroll needs you have a year, or even five years, from now. Choosing a PEO that can scale its services to match your growth trajectory means not having to re-evaluate your payroll management strategy every 6 months.

Whether you’re expanding your workforce or entering new markets, flexible and scalable payroll solutions can adapt to your changing requirements, ensuring uninterrupted service and support.

A PEO Can Be Your Employee Payroll Partner in Growth

The perfect PEO partner should understand your business’s unique requirements. Evaluate potential partners against your needs, and select a PEO that is a testament to excellence and personalized service.

A PEO will understand the unique challenges small and medium-sized businesses face in managing employee payroll and HR across a wide variety of industries. PEOs have provided comprehensive, tailored solutions for businesses across the country for decades.

A PEO will provide consultative services for your specific business challenges, and will ensure that your employee payroll management processes are accurate and complete.

A recent California bill known as Assembly Bill 5 could force drivers for ride-hailing companies like Uber Technologies Inc., DoorDash Inc. and Lyft Inc. to become employees rather than independent contractors. Government regulators and courts around the globe curtail companies that view their role as marketplaces rather than service providers.

It’s not just in California since now New York City is implementing a minimum wage for drivers that have traditionally been paid by the job and not by the hour.

Workers who are employees rather than independent contractors are required to be covered by the employer with workers’ compensation insurance, meet a multitude of employment related regulations including minimum wage laws, EEOC laws. The employer is also obligated to calculate and remit state unemployment taxes (SUTA), federal unemployment taxes (FUTA). Employers also must calculate, withhold and remit state and federal income taxes on behalf of the workers.

While the big companies being affected by these laws are getting all the attention, the new rules may impact virtually any small or medium sized businesses that make use of workers who are acting as independent contractors.

Covered ground for PEO clients

For decades small companies have been joining a Professional Employer Organization (PEO) to ensure their workplace is legally compliant and to outsource the overhead cost and risk associated with having workers. Any company concerned that the new wave of regulations may create problems for their company’s workers should take a serious look at engaging a PEO to assist.

PEO group health care plans to be treated as employer sponsored plans

The IRS released final regulations on the requirement that individuals purchase health insurance adheres to the minimum essential coverage standard known as the individual mandate. These rules provided definition to those Professional Employer Organizations – PEOs offering group health plan coverage to employees on behalf of a PEO client employer. Th individual mandate requirement is satisfied by maintaining coverage under an eligible employer-sponsored plan. These new regulations include an eligible employer-sponsored plan offered by a PEO on behalf of a PEO client employer.

Specifically, the definition of eligible employer-sponsored plan in the final regulations (Section 1.5000A-2(c)) provides that an eligible employer-sponsored plan includes, in addition to coverage offered by an employer, (i) group health insurance coverage offered on behalf of an employer to an employee and (ii) a self-insured group health plan under which coverage is offered by, or on behalf of, an employer to the employee.

Individual Mandate Satisfied for PEO worksite employees with PEO sponsored health plans

The final regulations explicitly states that organizations PEOs can offer coverage under an eligible employer-sponsored plan on behalf of an employer, yet not be viewed as the employer by reason of offering such coverage. This is an important win for PEOs who provide quality health insurance coverage to their client companies and their associated worksite employees. In addition ruling maintains the ability of PEOs to offer access to health insurance as a major plank of the PEO value proposition for their client companies.

Office of Federal Register Documents

The office of the federal register document for this is:
[4830-01-p]
DEPARTMENT OF THE TREASURY
Internal Revenue Service
26 CFR Parts 1 and 602
[TD 9632]
RIN 1545-BL36

Shared Responsibility Payment for Not Maintaining Minimum Essential Coverage

Page 20 of the document address plans offered by PEOs

4. Plans Offered on Behalf of Employers

The Treasury Department and the IRS received comments asking whether medical coverage offered to employees by an organization acting on behalf of an employer qualifies as an eligible employer-sponsored plan. For example, commentators asked whether a multiemployer plan or a single employer collectively-bargained plan is an eligible employer-sponsored plan for the employees covered by the collective bargaining arrangement and eligible to participate in the plan. In addition, commentators asked whether a plan offered to an employer’s employees by a third party, such as a professional employer organization or leasing company, is an eligible employer-sponsored plan for the employees eligible to participate in the plan. The final regulations are revised to provide that a plan offered by an employer to an employee includes a plan offered to an employee on behalf of an employer. No inference is intended from this treatment that the third party is the employer for this or any other provision of the Code or related laws.

The final regulations are expected to be published in the Federal Register on August 30, 2013.
Office of Federal Registery PDF File

Other resources on PEOs and the Individual Mandate

Benefits Pro article on PEOs meeting the definition of a MEC

National Law Review Article on PEOs and Employee Sponsored Plans

Business owners in Detroit explain why the moved their companies out of the city.

A recent article at American Thinker exposes some of the key costs and risks that business owners face when trying to staff their companies in an area that becomes hostile to employers. The stories about the problems of Detroit span the spectrum from race to politics to crime to global economics. But one factor that gets overlooked is the hostile environment Detroit created for small businesses. As we all know, small businesses create the majority of jobs in America but the problems they face don’t get much attention. When small businesses fold or flee, the underpinnings of a local economy are in peril.



In this article I would like to comment on the frustrations expressed by the business owners quoted in the New American story and note how in many cases these same problems are happening across the USA. PEOs are in business to help their client companies address these risks.



Excerpts from The American Thinker “How Detroit Almost Killed My Business” are highlighted in red:
Businessman Don Wilkie discusses his experience as a small business owner in Detroit and explains his reasons for relocating his business. His story is something many small business owners can relate to.

Rather, the beam that really broke the behemoth’s back was built with “Unemployment Insurance, Workman’s Compensation and Wrongful Discharge (i.e. age discrimination, sex discrimination, racial discrimination etc.) [lawsuits],” writes Wilkie. He says there’s a dearth of jobs in the city because “in Detroit, hiring someone became the worst thing an employer could do, and being fired became one of the best days in an employee’s life.”

Let’s take a look at the three main things Mr. Wilkie mentioned, why they are important for business owners and how hiring a PEO could have reduced Mr. Wilkie’s pain.

Unemployment Insurance – SUTA – UI

A big part of the problem is that it’s so hard to find acceptable workers, says Wilkie, that “to get one good employee, I had to hire about 8. So to get an additional 15 people, I had to hire over ten years approximately 120 people. This is when doing business in Detroit really started to get expensive.” Because even though Wilkie would be sure to fire bad employees for only documentable reasons to “avoid having to pay for unemployment,” in practice it didn’t matter; the state granted benefits in 8 out of 10 cases, and protesting the decisions was generally a go-fight-city-hall exercise in futility, with Detroit bureaucrats heavily biased against employers.
And the situation got even worse when the state “discovered” that Wilkie hadn’t paid enough into the unemployment system and levied “a surcharge to cover the costs of the benefits paid to people who the State should never have allowed to get benefits in the first place.” His unemployment costs skyrocketed.

This is an important point for business owners. Contesting Unemployment claims is not a fun process and in many cases business owners are either:

• Unaware of the claim
• Have adhoc hiring practices with no documentation to contest the claim
• Don’t know how or where to appeal the UI claim
• Too busy to take the time to navigate the bureaucracy to contest the claim.
• Have no idea what the claim will do to their UI rate and thus assume it won’t matter that much

Could hiring a PEO have helped Mr. Wilkie contest unemployment claims? Maybe, although it is uncertain if a PEO would have had more success fighting city hall than he did. However, PEOs have experts on staff to ensure that bogus claims are contested and they know how the bureaucracy works. In some PEO arrangements, it is their UI experience getting raised and they have a direct stake in contesting questionable UI claims. In any case, a PEO will help keep UI costs in check and Mr. Wilkie could have used some help.

Calculate SUTA/ UI costs of turnover

Workers’ Compensation Insurance

But even this paled in comparison to the Workman’s Compensation burden. Employees would game the system: When the unemployment benefits ran dry, a former worker would suddenly become hobbled – an ailing back being the injury of choice – and collect Workman’s Compensation. And the chances of successfully fighting the city on a Comp claim approximated those of winning the lottery. As a result, Wilkie found himself in the “Assigned Risk” pool, which meant his “Workman’s Compensation insurance costs doubled overnight.”

Volumes could be written about the fraud in the government mandated workers’ compensation insurance system. Remember this is private insurance that business owners are required by law to have in place or risk criminal prosecution and also risk personal liability for medical costs. All work comp policies are required to cover soft-tissue injuries which are very difficult to diagnose. In addition, employees without health insurance seem to have many more injuries on the job. Get hurt playing softball on Sunday, go in on Monday and tell them it just happened at work picking up a pencil. Ca Ching! Here again a PEO is a partner in ensuring work comp claims are legitimate and questionable ones are contested. With every new claim, business owners will watch future work comp insurance premiums rise. At StaffMarket we have talked to many business owners who have ignored the problem of work comp claims so long that they have become almost uninsurable. PEOs work to keep work comp costs in check by implementing safety programs for their clients and closely administering work comp claims. Once again, Mr. Wilkie may have avoided the significant costs of the state assigned risk pool for work comp if he had a PEO partner working to keep those costs in check.

How Work Comp insurance is priced with a PEO

Wrongful Disharge

The most frightening prospect for a business, however, was a fate Wilkie suffered three times: being accused of “Wrongful Discharge.” An employer is then called before the “Civil Rights Commission,” where he is guilty until proven innocent – good luck proving your innocence, too. And if the state ruled against you – which happened to Wilkie in two of his three cases – “the remedy was to pay all of an employee’s wages from the time he was separated from your employ to the time of the Commission’s finding. Since the system moved very slowly, an employer could be faced with paying as much as two years’ salary,” he writes.

While no details are given in the story about Mr. Wilkie’s basis for these employee terminations, he lost the wrongful termination suits and it cost him lots of money. However, if Mr. Wilkie had hired a PEO he would have had a business partner to consult with during the employee separation process who knows the legal pitfalls and has a legal team dedicated to minimizing the financial losses.

Why most people are unaware of these problems

These business killers are rarely talked about in the mainstream press. The Wall Street Journal and other pro-business publications mainly cover stories about the issues related to large employers or the latest big business news. While their reporters are talented, those same reporters work for a paycheck. People who get a paycheck have a hard time understanding what it takes to “make a payroll”, i.e. being the business owner who writes the checks.

To summarize, many of the business challenges faced by Mr. Wilkie in Detroit are problems for businesses across the USA. For many small business owners, hiring a PEO may be the best decision to survive and thrive.

SOI Sold – Trinet Continues PEO Acquisitions

Strategic Outsourcing Inc. known as SOI and one of the nations largest Professional Employer Organizations (PEO) has been purchased by Trinet. According to information from SOI, they process over $2.5 billion in payroll for over 62,000 worksite employees. SOI was founded by Steven Mariano the late 1990s and was later sold to Union Planters Bank which later became Regions Bank. Executives at SOI included CEO Carl Guidice, President Gil Aleman, Sales EVP Eldridge Bravo and COO Anthony Dannon. Mr. Danon was formerly the VP of finance at Staff Leasing, Inc. a publically traded PEO that later became Gevity and was later taken private when purchased by Trinet. SOI has headquarters in Charlotte, North Carolina. Trinet may now become the nation’s largest PEO at 104,000 worksite employees following the spring acquisition of Accord HR in Oklahoma City Oklahoma. According to information from Alphastaff, SOI had 2.9% of the PEO market in 2010 and Trinet had 1.9% of the PEO market.

Impacts for SOI Clients

No information has yet been released about the merge the SOI operations with Trinet or to leave SOI as in independently operating Professional Employer Organization. Financial terms of the acquisition were not disclosed; however initial information indicates that the sale of SOI will not be conducted as an asset sale, and that SOI will remain intact as an operating entity. SOI has been a participating PEO at StaffMarket since April of 2005 and has been one of the most aggressive PEOs in the Southeastern United States, particularly in Florida, Georgia and North and South Carolina.

SOI clients have accessed health insurance primarily through the SOI group plan with Aetna. Since Trinet also uses Aetna plans, there should be minimal impact to SOI clients if a merge with Trinet is contemplated. More information provided by Alphastaff and Crain Communication is available here.PEO Size and Market Share Rankings for 2010

Florida has adopted changes to the way employee leasing companies (also known as Professional Employer Organizations or PEOs) may pay and report contributions for state unemployment taxes. With the new rules, employee leasing companies in Florida are allowed to make a one-time election to use the unemployment rate (for non-internal employees) of each individual client rather than a single rate established for the whole employee leasing company. Under the client level election, the unemployment claims and tax payments may now be done using the tax identification number of the employee leasing client rather than the tax ID of the PEO.Florida Unemployment client level rating option for PEOs

Why the Change

Prior to this new rule each PEO was committed to use their own unemployment experience rate all the worksite employees of all their clients. Throughout the recession the number of unemployment claims has risen dramatically. Remember, unemployment taxes are a cost to the employer and every unemployment claim eventually gets charged to the employer. Learn more about ways employers can reduce Unemployment Insurance and SUTA costs.

With the growth in unemployment claims the SUTA rates for many employee leasing companies have risen to the Florida
state maximum unemployment insurance rate of 5.4%. (see SUTA rates by state)

The affect of this rising rates has in turn forced a tax rate burden on the employee leasing companies that is higher the rate a potential PEO client might pay of they decided not to engage a PEO. For example a new business starting in Florida would only be required to pay a 2.7% rate if the were handling payroll and HR on their own, but under the old rules the PEO would need to charge the maximum rate (their current experience rate from the state) for those same wages. PEOs have long been an efficient and effective way for new businesses to handle HR, payroll, tax compliance and offer employee benefits. This situation had the affect of increasing the price for the valuable suite of services to the very business that can benefit the most from using a PEO.

Other states have already adopted the one-time election model that PEOs must use for reporting their SUTA. Florida joins at least eight other states that allows a PEO to elect either PEO or client level reporting for state unemployment taxes.

Employee Leasing Companies – Full Florida Senate Legislative Details for UI changes

Impact for current PEO clients

PEOs in Florida were to make their election regarding moving to client level SUTA reporting in July of 2012. After that date each PEO has been committed to one reporting method or the other. For current Florida clients of a PEO there may be no immediate impact or action needed. However, every all current Florida clients of an employee leasing company should ask how about which election was chosen by their PEO and furthermore, whether a Florida form DR1 was completed by their employee leasing company on their behalf. If your current PEO elected to move to client level reporting, the Florida DR1 form was completed on your behalf to establish a UI account and may have be done by your PEO. If this form has been completed on your behalf and an account established with the state under your companies FEIN, you need to be aware that you will now start to track your own experience rate for UI claims and all future unemployment claims will affect your own experience rating and not the rating of the PEO.

Impact for business considering joining a PEO

Companies considering joining a PEO may now avoid the “cutoff penalty”. Before the ability of a PEO to use client level SUTA reporting, companies that wanted to join a PEO in mid-year may have to “start over” with making their SUTA contributions. In effect it was as a financial disincentive to move to a PEO at any time other than the start of a new fiscal year, when all SUTA contributions are “restarted”. With the client level reporting election, a PEO does not need to collect SUTA contributions, if the prospective client has already reached their annual SUTA cutoff amount ($8,000 in Florida in 2012). This eliminates a double SUTA hit when joining a PEO in midyear.

Clients of any PEO or clients considering joining a PEO may call StaffMarket for more information about how state unemployment taxes are handled.

Confusion with Staffing Services Prompts Change

According to an article in the Houston Business Journal, Administaff will change its name to Insperity. In addition the company will modify it’s logo and change it’s tag line from “Small business is good for America. Administaff is good for small business.r to “inspiring business performance” During a conference call with investors and analysts, Paul Savardi, CEO explained that many prospective businesses clients assumed that the company was involved with temporary staffing rather than operating as a Professional Employer Organization (PEO). According to Savardi, this confusion makes it difficult for Administaff sales staff to get an appointment with prospect clients. In a similar move in 2001, Staff Leasing Inc., a PEO in Florida, changed its name to Gevity HR. A year later Gevity HR dropped the “HR” and became Gevity. Similar rational drove the change to indentify the company’s services as distinct from the “staffing” industry. Gevity was taken private is now a part of Trinet Inc.. Staff Leasing and Administaff both went public in 1997.

Costs to ASF Shareholders

The branding change is estimated to cost $13 million in 2011 or 30 cents per share. Based on expected earnings of between 1.28 and 1.43 the costs will range from 23% to 21% of expected 2011 earnings. No information is available about the stock symbol change from ASF (NYSE).
Barrons Article on Administaff 2011 Outlook

Administaff Marketing Plans

While branding may be changing for Administaff, no information has been released on the marketing relationship with PGA champion Arnold Palmer. Since 2004 Palmer has served as the company’s national spokesperson has appeared on print and television advertising promoting Administaff. The trademark for Insperity was filed in July of 2010 indicating the name change has been considered for some time.

Is your Start-up Company attractive to Venture Capital Funding?

So your fledgling company is ready to grow. You have a great product, strong sales growth and a business plan to dominate your market. The only thing you need now is funding to make it happen. So you may be considering venture capital to fund your expansion. If you have made the decision to consider funding from a VC firm, and you want their investment, then you must understand the criteria they will use to make their decision about whether to invest in your company. Volumes have been written about this subject of getting noticed by VC firms and how to get funding, but there is one aspect you may not have considered: Demonstrating your focus.

Pretend you are the Venture Capital Analyst

Just for a moment, pretend you are the person reviewing a start up company and are considering making an investment in the company with your own money. What criteria will be most important in that decision? There is a long list that we will not review here, but certainly one of the criteria will be: Am I confident that the start up will use my funds to grow the company quickly and not burn it up with the distractions of implementing an administrative bureaucracy and meeting regulatory compliance. As a venture capitalist you want the management team to demonstrate single minded focus on product, service and growth.

Why Venture Capital Firms like PEOs

So how can you demonstrate to VC funds that your focus will not be distracted by the administrative tasks of running your start up company? Hire a Professional Employer Organization (PEO). A PEO will handle payroll, workers’ compensation insurance, health insurance, supplemental insurance and a myriad of regulatory obligations associated with being an employer. Outsourcing these tasks to a PEO demonstrates that your company is focused in the right place, and your management team will not be distracted from your company mission. In addition hiring a PEO can provide instant access to a suite of employer benefits that make your start up company a great place to work.. important for encouraging people to join your team. According to our contacts, General Atlantic Partners (one of the largest VC firms) has roughly one quarter of their investment portfolio using a PEO.
Why Entrepreneurs Should take a look at hiring a PEO

Finding the right PEO

StaffMarket has helped thousands of business owners and managers find the best fit PEO for their company. With over 700 PEOs operating in the USA, finding the best fit PEO at the best price can be a challenge. StaffMarket has profiled the service and benefits offerings of most of the PEOs in the USA and can help your company quickly target the top PEOs (your short list) and then get competitive quotes to assist your decision making process. Put our team of PEO experts to work for your company. Together we’ll help you find the right PEO for your company.

As a client advocate in the PEO industry, I often get asked the question, “What is the difference between a PEO and an ASO, and what makes sense for my company?”

First of all, to understand this, we must take a look at the acronyms.

PEO stands for Professional Employer Organization, and ASO stands for Administrative Services Only.

Basically, a PEO is a comprehensive vendor that will handle the four core aspects of outsourcing: Human Resources, Benefits Administration, Payroll Administration and Workers Compensation. In a true PEO or “co-employment” arrangement, there is a transfer of liability. Your employees actually move to the FEIN number of the PEO.

An ASO is closer to a payroll processing company where the traditional employer responsibilities stay with your company. Instead of being transferred to the PEO’s FEIN number, all of your wages and taxes are reported under YOUR FEIN number. Here, there isn’t any relationship between the ASO and your employees. Additionally, there is no transfer of liability and you remain the employer of record. Below are two examples that may illustrate the differences in the vendor relationship:

So, what’s the real difference? Simply put, the determining factor of your relationship with an outsourcing vendor relies on the Client Services Agreement (CSA). Click the link for a sample of a PEO agreement.

Sample Client Services Agreement

Check out these examples:

1) An attorney’s office that has 5 employees, has been in business for 30 years and has virtually no turnover. In this example, where is the benefit of the economies of scale or the transfer of liability? There really isn’t any, especially from a Workers Comp or Unemployment Insurance view. An ASO could be the most logical option here. While still outsourcing these areas to a professional vendor, keeping everything under the clients FEIN number would be most beneficial.

2) A new franchised restaurant that has just opened. Consider Unemployment Insurance in this example. A restaurant typically has very high turnover, especially if it’s located geographically where seasonality fluctuates. It would be more beneficial to use the PEO’s larger pool of employees and staff that will fight those claims. Or, what about Workers Comp? Any workers comp claims would go on the PEO policy and are again absorbed by a larger group. Additionally, you eliminate the year-end audit from your agent.

This brief description is not intended to illustrate the pros or cons of either relationship, but merely point out the major differences between each. For a complete consultation, simply contact Chris Dodson.

A significant reason many companies join or belong to an industry association is to take advantage of additional products and services that may not be available to the general public. Those can include everything from industry specific vendor discounts, to continuing education credits/certifications or even legislative lobbying to benefit your industry as a whole.



One section of these services can include payroll administration, insurance products and Human Resources. Let’s take a look at how a PEO can help the membership director add valuable benefits to the current membership base.

The Four Core PEO Services

Payroll Administration

Workers Compensation-Risk Management

Human Resources

Benefits



For additional information, click the link below.
The four core Professional Employer Services

Member Geographic Make-up and size of company.

What is the foot print of your membership? Are they local or geographically spread out? Take the National Restaurant Association as an example. They have members in all 50 states. How would your membership director know which PEO’s are licensed to operate in the locations required?



Yes, size does matter. Which industries are positioned to benefit the most from a PEO relationship? Not all, of course. If you represent an association whose member make up is typically a one or two person business, then a PEO is probably not going to offer much benefit. But, if your membership is a make up of employers with more than 10 full time employees, outsourcing starts to make sense.

How can we help your association?

Over the 10 years I’ve been in the PEO industry, I’ve been able to help membership directors not only retain their current members, but also attract new members by offering a PEO solution. In some cases I’ve even been able to show an additional referral revenue stream back to the association. Give me a call, and let’s see how we can create a custom program for your association and grow your membership base.