In this challenging economic and business environment we have found that many of our clients are looking for ways to more effectively and efficiently manage their business while attracting and retaining the highest caliber of employee. As a business owner we know you started your company for many reasons but we are willing to bet none of them included having to aimlessly wander through the ever changing maze of governmental compliance laws or the administration of employee benefits.

As a full service agency we want to make sure that we provide every type of guidance possible so that our clients can maximize their productivity and profitability while minimizing their liabilities. To that end we have closely evaluated the Human Resource Outsourcing (HRO) industry and feel that the two primary models of HRO's services provided by both ASO's (Administrative Service Organizations and PEO's (Professional Employer organizations) may be extremely viable for many of our clients. As always if our consultants find no savings, there is no fee!

An ASO is a company that provides not only payroll, but fully fledged HR services or HR support services. The HRO can either act as a full outsourced HR department for a small company with no dedicated HR professional OR augment an understaffed HR department by handling much of the minutia that burdens HR Professional and takes away time from doing the important HR functions such as training, employee motivation programs and compensation reviews.

A PEO is a company that enters into what is referred to as co employment and not only acts as the clients HR department but also provides health and welfare benefits, workers compensation insurances and actually shares in the liabilities involved with being an employer. The PEO can bring cost savings in the area of WC, and health and welfare benefits because they are purchasing not for 25 employees but rather for thousands of employees. These savings are passed back to the client and can offset or in some cases eliminate all of the PEO's administrative costs.

Both the ASO and PEO can provide you with a proactive and comprehensive approach to effectively staying compliant with the ever changing local, state and federal laws and filing requirements as well as managing risks and controlling costs while providing an improved health and safety environment for your employees.

Please keep in mind the services offered by PEO's and ASO's can vary greatly and we can assist you to find the right one for your specific business and culture. Please contact us to if you think one of these models may work for you.

Core Services of ASO's/ PEO's

  • Human Resources Management and Support
  • New Client Orientation
  • Fair Labor Standards Act Compliance (FLSA) Wage and Hour Review of Human Resources Practices
  • Worksite Employee Handbook
  • Employment Practice Liability Insurance * offered by some PEO's
  • General Worksite Employee Relations Issues
  • Record Keeping and File Maintenance
  • Worksite Employee Separation Assistance
  • Unemployment Compensation Claims Management
  • Equal Employment Opportunity (EEO) Compliance
  • The Family Medical Leave Act (FMLA)
  • Fair Labor Standards Act Compliance (FLSA) Child Labor Compliance

Payroll Services

  • The National Labor Relations Act (NLRA) Payroll and Tax Processing
  • Payroll Processing- Online
  • Internet Access and Time Entry via the Web
  • Garnishments
  • W-2s
  • Online Payroll Reports
  • Worksite Employee Pay Options
  • Tax Deposits
  • Quarterly Federal and State Tax Withholding
  • State Unemployment Rate Management
  • Compliance and Reporting
  • Tip Tax Credit

Workers' Compensation Insurance Management

  • Safety and Loss Control
  • On-Line Safety Training and Materials
  • OSHA Compliance Instruction
  • Assistance with OSHA Abatement
  • Recommendations on safe workplace and best practices
  • Train-the-Trainer Programs
  • Accident Investigation
  • Loss Analysis with recommendations
  • Customized Health and Safety program
  • Safe Driving Policy
  • Workers Compensation Claims Management
  • State required notice of injury filing
  • Three-point contact
  • Hand selected treatment provider assignment
  • Claim monitored through closure
  • Daily on-line communication with insurance carrier
  • Employee drug testing (if required)
  • Pursue any reductions in indemnity payments that are allowable by law
  • Assist to ensure lower claim cost and promotes a safe working environment.

Worksite Employee Benefits

  • Comprehensive Large Group Health and Welfare benefits including:
  • Medical
  • Dental
  • Short and Long Term Disability
  • Cancer Care
  • Payroll Deducted Auto Insurance
  • Discounted Movie and Theme Parks
  • Federal Consolidated Omnibus Budget Reconciliation Act (COBRA)
  • Section 125 Cafeteria Plan
  • Flex Plans Enrollment and Administration
  • 401k plans and Administration or IRA for smaller Employer groups