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Employee Health Benefits: now and into the future

employee_benefits.jpgThe future of employer sponsored medical benefits lies in what’s happening now. Regardless of what happens in the upcoming elections, no leadership is in a position to unwind history or throw babies out with the bathwater. It’s just the way government works. You can expect - whoever is in place and sits on whatever side of the aisle – medical costs, Medicare operations, and the Affordable Care Act to undergo some scrutiny.

That’s a big ship to turnaround, and revolutions are not likely. But, you might get a better handle on things if you look at the numbers prepared by Benefitfocus® for SHRM:

  • 52% of large employers surveyed offer one HDHP (high-deductible health plan). Its inclusion provides an apparently lower cost to the employee. Most have transitioned to this offering option, and more are considering making the HDHP their dominant offering in the next few years.

  • 41% of employees have opted for the HDHP. When given the choice, employees – especially younger workers – opt for the higher risk presented by the HDHP. Given the options, the HDHP allows for a lower employer premium, but it may not suit individual or family needs.

  • HDHPs also reduce the employer’s cost. In doing so, it positions the company better to avoid the Cadillac tax provisions of the Affordable Care Act by lowering the average paid per enrollee. But, the Cadillac tax may never see the light of day before its 2020 implementation, and health care inflation may wipe out that advantage by then.

  • HSAs (health savings accounts) are not performing well. The most effective HDHP assumes an offset by personal savings accumulated for health spending. Even where the employer subsidizes the savings contributions, employees are not using the accounts fully. Opting out of this behavior leaves employees vulnerable now and into their retirement.

  • Voluntary benefits go begging. Critical illness coverage, hospital indemnity, accidental injury policies, and more could fill some of the gaps presented with HDHPs. As of 2015, only 14% of employees enrolled in voluntary plans offered by only 36% of large employers.

Current behavior describes future outcomes, and some of this activity is not encouraging for employees or employers. Absent any miraculously workable solutions, you have to acknowledge the impact of decisions made now. These decisions are shaping an insecure status quo, much of which has secured footing as an entitlement.

If cost management continues to drive employer offerings, it continues to strengthen employee dissatisfaction. If corporate cost management concerns do not drive the benefits market, remedies will remain unexplored and untried.

Sometimes moving to a benefit plan offered through a PEO or professional employer organization can lower employer costs and offer more plan choices based on their leverage of high employee numbers. This economy must have the will and wherewithal to structure innovative solutions in employee sponsored medical benefits.


The results reported here come from the Benefitfocus® 2015 study of large businesses.  Benefitfocus® is a publicly traded employee benefits management platform.

Other research is found at:
National Bureau of Economic Research  
Bureau of Labor Statistics  
International Federation of Employee Benefit Plans

 

 

 

 

Implementing EEOC Protections for LGBT Workers

Equal_rights.jpgRecent debates in Mississippi and North Carolina have raised many questions about how to protect the specific legal rights of the LGBT community. As a business owner, one of the most important steps you can take is to look closely at your current anti-discrimination policies and make sure they comply with current EEOC interpretations of Title VII. Here’s what you need to know.

What the Law Says

Title VII of the Civil Rights Act of 1964 specifically prohibits employment discrimination based on race, color, religion, sex, or national origin. The EEOC interprets the term “sex” to include gender identity and sexual orientation.

Protections under Title VII include:

  • Recruiting and hiring. Hiring practices can be deemed discriminatory if they require qualifications or knowledge not essential to the performance of the job and/or they disproportionately exclude certain groups of people (for example, soliciting applications from a school or area which lacks diversity). Hiring decisions may not be based on statistics about sexual orientation or offer preferential treatment to a particular group.
  • Terms of employment/advancement. Compensation, benefits, work assignments, training, and opportunities for advancement should not be based on an employee’s race, color, or sexual orientation.
  • Work environment. The work environment should be free from hostility or harassment including slurs, jokes, negative comments, and verbal or physical attacks. In addition, employees should not be assigned to specific types of jobs or locations based on race, color, or sexual orientation.

How to Ensure EEOC Compliance In Your Business

Most business are eager to comply with EEOC guidelines, but it isn’t always clear whether current practices could create opportunities for discrimination. These five steps will help you protect the rights of all workers within your organization:

1. Understand EEOC interpretations of the law. It’s important to recognize not just the broad application of Title VII, but also the specific ways in which it has been interpreted with regard to LGBT workers. Take a look at recent legal claims so you will know what types of behaviors you should be protecting against. For example, failing to hire an applicant because he or she is transgender, denying a promotion based on sexual orientation, or denying spousal benefits to a same sex couple could all be considered EEOC violations.

2. Review spousal and domestic partner benefits. Federal law now requires that same-sex spouses be offered spousal benefits. Many businesses discontinued their domestic partner benefits after the supreme court decision that overturned DOMA, but others chose to offer benefits both to same-sex and opposite-sex domestic partners. Whichever approach you choose, make sure benefits apply equally to all employees.

3. Take a close look at your training programs. Good training informs both employees and management of their rights and responsibilities under the law. It should also describe unacceptable behaviors and delineate consequences for violating anti-discrimination policies. When problems arise, managers should be able to consistently enforce the policy in order to protect employees and prevent liability. Questions to ask:

  • Do you have clearly stated, written anti-discrimination policies?
  • Do your managers know the policy and do they follow it?
  • Do you have consequences in place for violations?
  • Do you have a clearly stated grievance process?
  • Can information and resources be easily accessed online or elsewhere in the organization?
4. Place an emphasis on diversity hiring. A strong reputation for diversity hiring in all its applications will create a more positive and welcoming workplace for every employee, including LGBT workers. Additional steps may include creating internal employee resource groups, offering domestic partner benefits (make sure they apply equally to both same-sex and opposite-sex couples), and encouraging diversity dialogue within your organization.

5. Review your FMLA polices. Since the repeal of DOMA, federal FMLA requirements must be extended to same-sex spouses and legal common law partners in every state. You may also choose to provide leave for employees to care for a domestic partner or children of a domestic partner as long as these opportunities are available equally to both same-sex and opposite-sex couples.

Anti-discrimination must be more than an ideal; it must also be a reality. These five steps will help you make your workplace a positive, productive environment for every employee while also protecting yourself from potential legal action.

How Will the SCOTUS Same Sex Marriage Decision Change Insurance Benefits for Small Businesses?

Global PEO: Expanding Beyond Your Borders

Global_PEO.jpgExpanding a business overseas is risky, but it can also deliver huge rewards. When you expand your company beyond your national borders, the compliance regulations and corporate business norms of multiple locations can be overwhelming. You can’t always anticipate every challenge of operating in a different country, but you can plan for the risks and challenges associated with daily business operations on a global scale. 

Global Business Challenges

Global business endeavors require you to manage all the same HR functions that you manage at home—but you’ll be doing it remotely. What are some of the challenges you’ll face when doing business on a global scale? 

  • Establishing Your Business Presence—Setting up an office in a different country usually means you have to jump through numerous hoops, such as incorporating a local company, appointing auditors and accountants, and registering your business.
  • Hiring—When you are ready to hire, you’ll need to recruit employees, determine taxes and withholdings, and create a contract that meets local employment regulations.
  • Regulatory Requirements—You will need to meet local and international requirements for safety, security, risk management, employee rights, workers compensation, and insurance.
  • Payroll/Benefits—As you oversee payroll and benefits in multiple countries, you will need to conduct global payroll audits, manage multiple financial systems, handle benefits elections, consider variable compensation, track data submissions, and manage time and attendance across time zones.
  • Risk Mitigation—Managing risk in another country requires knowledge of compliance, worker protection, insurance claims, employee assistance, and safety. Appropriate risk management strategies must address local concerns before they mushroom into an HR nightmare.

Why Outsource?

Of course, these are just a few of the challenges you will face when you expand your business into other countries. You’ll also be managing a new base of employees, creating marketing campaigns for a different audience, managing international supply chains, and operating within a new political and economic climate.

Outsourcing your HR responsibilities to a PEO that is well versed in the nuances of international business can give you the freedom to focus your attention on ensuring the success of your new venture. Your PEO will handle:

  • Payroll Benefits
  • Risk mitigation
  • Compliance
  • Hiring and termination
  • Employee interactions

Working with a PEO means that you can hire faster without incorporating a local company. Since the PEO is the employer of record, you minimize your own risk and expedite the time it takes to create a presence in that country. In some countries, the PEO may also be able to sponsor an employee’s work permit or residency visa. If you will be sending American employees to work in the global office, your PEO can make sure all paperwork and payroll information meets the requirements and get your employee on board in the new position as quickly and efficiently as possible.

Working with a PEO to establish and manage your international business endeavors ensures that you get your new location up and running as quickly and efficiently as possible. It’s also the most cost effective way to enter a new market with minimal risk.

$15 Minimum Wage and your PEO

minimum_wage_worker.jpgWhen it comes to social legislation, what happens in California doesn’t stay there. It’s approval of a new minimum wage strategy will be followed in New York and, surely, other states. What does California’s business have to do with your business, and how well can your PEO protect you? Good questions!

The California model

The minimum hourly wage will rise to $10.50 effective January 1, 2017.

  • Businesses with fewer than 25 employees will have an additional year to comply.
  • Increases of $1/hour will occur every January thereafter until 2022.
  • Unions have agreed to avoid competing increases.
  • Research presented puts the equivalent of a 24% increase into the hands of 5.6 million workers.
  • The impact on government workers will cost California taxpayers $3.6 billion.

New York, Massachusetts, and Oregon have similar legislation in the works, and Seattle, Los Angeles, and Washington, DC have living wage laws in place.

The Impact

All predictions on the outcome fall out on party lines. Those in favor imagine the fast food worker who will suddenly become credit worthy and able to buy a home. Those against foresee the end of manufacturing and agrarian jobs.

However, The New York Times analysis sees that, despite some immediate modest benefit to workers in the major cities, the increase will likely be disruptive in lower wage cities. In places like Fresno, Bakersfield, Merced, and Chico, the $15 minimum wage will inflate the wage floor towards the expected worker in the middle of the wage scale. For example, as the earnings for base labor increase in these areas, the mid-labor workforce, like medical technicians, practical nurses, office clerks, mechanics, and more, will perceive an injustice, and their employers will seek offsetting options.

The PEO role

Your PEO offers no way to avoid the law of the land. The PEO offers neither solution or alternative; that’s not their job. However, with enough collaboration, you and the PEO can navigate some rough waters.

The PEO offers your business some arm’s length that enables strategic thinking and planning. With the minimum wage increments spread out, you still have time to reconsider your organizational structure.

  • Well-developed job descriptions and the PEO’s co-employment experience afford you a look at recruiting and managing talent to get you more bang from your labor burden.
  • Your PEO professionals can help draw a clearer picture to budget future obligations. For one thing, as the wages increase so will the employer’s costs in FICA, Workers’ Compensation, and other charges that are multiples of the wage.
  • The economies of scale enjoyed by the PEO will continue to negotiate and engage employer paid group benefits to the employer’s advantage.

The PEO can be your valuable partner for developing best practices to anticipate, assimilate, and respond to the challenges presented by significant increases in the minimum wage. The matching tool at PEOcompare.com helps steer you towards the provider best equipped and situated to make your business secure and promising.

How to Protect Yourself from Social Media Disasters

social_media_disaster.jpgSocial media has become an important marketing tool for businesses, but it’s also an integral part of personal interactions for both employees and employers. Sometimes the line between public and private becomes blurry and the two arenas can overlap—and not always in a positive way. 

For example, both Yelp and Chipotle have recently experienced negative publicity related to their handling of an employee’s social media comments regarding the company. Such cases usually require legal counsel to determine how best to approach the situation, but it’s also important to create a robust social media policy ahead of time before you find yourself in the middle of a public dispute.

How to Avoid a Social Media Disaster

Disgruntled employees often use social media to sound off about their grievances. What can you do to protect yourself from potentially damaging public accusations?

  • Create a written social media policy. If you haven’t written out your social media policy, now is the time. Small businesses in particular may find themselves hung out to dry if an unanticipated problem arises and there is no official policy to cover it. Be sure you plan appropriate steps proactively before something happens.

  • Know the law. The National Labor Relations Act (NLRA) governs what type of employee communications are protected from reprisal or discipline, including public statements about wages and working conditions. Your social media policy should clearly state what types of content are prohibited (harassment, discrimination, sharing trade secrets, or disclosing confidential HIPAA information), while making sure it does not prohibit content that is protected by the NLRA.

  • Carefully review old policies for potential problems. Chipotle’s social media snafu was partly due to an old policy being distributed to an employee. The policy included language that was not compliant with current NLRA provisions. In addition, make sure managers know what to do when problems arise so that their actions do not violate the law (for example, asking an employee to remove a tweet that is protected by the NLRA).

  • Be consistent. Your policy should remain consistent for all social media interactions. Inconsistencies can open you up to lawsuits. For example, if an employee requests HR records via social media (as Yelp’s employee did during the course of discussion about her termination), make sure you have a consistent policy in place governing how to handle such requests. If your policy states that all requests must be presented in person, over the phone, or via email, then responding to a social media request can create an undesirable precedent, particularly if you do so publicly.

  • Consult a lawyer about potentially volatile situations. When situations occur that could be damaging to the company, it’s usually best to consult a lawyer before taking action. That’s the best way to protect yourself from lawsuits while also making sure your handling of the situation complies with NLRA regulations.

Your PEO Can Help

Traversing the social media landscape can be tricky, especially since information formerly considered private or semi-private (such as employee discipline) can now be broadcasted publically. A PEO can help you ensure that your social media policy complies with all NLRA regulations and that you have the help you need when dealing with employee discipline or unauthorized disclosures. Many PEOs also provide legal assistance if you find yourself facing a lawsuit or if you are seeking to protect yourself from potential legal action. Your PEO will work with you to manage employee interactions both on- and off-line, including discipline situations.

If you are ready to partner with a PEO, our PEO matching tool can help you find a provider that meets your requirements and addresses the specific needs of your business.

Are You a Good Candidate for a PEO Partnership?

PEO_partner_candidate.jpgChoosing to partner with a PEO is a big decision—one that shouldn’t be made lightly. PEOs offer many benefits to their clients and can increase efficiency, but that doesn’t mean they are the right choice for every business. In this post, we’ll look at five signs that you’re ready to make the switch.

Who Can Benefit From a PEO?

Businesses of all sizes can benefit from a PEO partnership. The PEO helps remove much of the administrative burden of running your business by handling tasks like payroll, taxes, benefits administration, and workman’s comp. As the employer of record, the PEO assists with these day-to-day processes while leaving you free to manage the growth and operation of your business. You may benefit from a PEO partnership if:

  • You need help with vendor management. Vendor management often requires hours of office time each week. A PEO will negotiate with the many vendors needed to keep your business running—recruiters, payroll administrators, insurance brokers, accountants, safety specialists, and more. The PEO will help you choose vendors, integrate them into your operations, manage interactions, and evaluate over time.

  • You want to reduce your administrative workload. Many of the tasks handled by the PEO involve filing forms, filling out paperwork, and managing tedious details. Your PEO partner will file tax forms, manage workers compensation, handle employee onboarding, facilitate training and safety, create employee handbooks, create online portals for employee interactions, and answer questions. With these tasks removed from your plate, you’ll be free to focus on the core competencies of your business.

  • You want better employee benefits and lower insurance costs.
    Because the PEO serves as the employer of record for thousands of employees, they can often get better insurance rates and offer a wider range of employee benefits than a business with few employees can. PEO benefits often include medical, dental, and vision coverage as well as an attractive retirement plan, short-term and long-term disability coverage, educational assistance, and even adoption assistance in some cases.

  • You want to focus more on the growth of your business.
    Outsourcing the daily administrative aspects of running your business frees you up to focus your attention on growth. You retain full control over decision-making, employee responsibilities, core job functions and requirements, hiring decisions, and the structure of your organization.

  • You need help with compliance or tax filing.
    Both compliance and tax filing require research and attention to detail in order to stay on top of current regulations. Missing even one of these small details can result in huge fines and penalties. A PEO will manage those details for you, giving you the freedom to focus your attention elsewhere.


What Else Can a PEO Do For You?

PEO providers can help you with a wide range of tasks including human resources, payroll, tax administration, benefits administration, compliance, safety management, and workers compensation. From preparing your state and federal taxes to managing employee records and handling employee questions about benefits and workers comp, your PEO will take care of the administrative responsibilities that keep your business running.

 Ready to find a PEO partner? Use our unique selection tool at PEOcompare.com to find the right PEO partner for your business based on your search criteria.  

Is Your Compliance Department Up to the Task?

compliance.jpgOne of the primary responsibilities of a PEO is to ensure regulatory compliance for your business. If you handle compliance in-house, you know how time-consuming it can be to stay on top of new regulations and keep your policies up to date. One study found that among global compliance practitioners, almost 40% spent at least seven hours each week analyzing developments in regulatory information in order to remain compliant. Among the same group, 75% believe that the amount of new information regarding compliance regulations will increase going forward. Small business owners and those with limited resources will be the most affected by the influx of regulatory information. Is your business up to the task?

What Types of Regulation Changes Can We Expect to See?

Compliance regulations evolve over time as laws shape the responsibilities of businesses to their workers. Current trends in workplace culture policy could drive change in the following areas:

Hot-Button Issues: Laws Vary From State to State

Do you have the right to prohibit employees from leaving guns in their cars on your property? Are you responsible to provide marriage benefits for same-sex spouses? Questions like these and many others that involve the gradual evolution of laws may not be easy to answer. Laws vary from state to state, and state law may sometimes differ from federal law. As more states consider changes to same-sex marriage legislation, gun laws, and even drug law in some cases, businesses must remain vigilant in order to keep current on their compliance policies.

Workplace Culture Accommodations

The workplace culture within an organization can inadvertently lead to compliance violations. For example, male-dominated industries like computer programming or sports may unwittingly reinforce unethical policies that favor males. If your company culture tends to favor one group of people over another, it’s time to take a close look at your compliance policies to determine whether you are in danger of committing violations.

Gender Diversity in Corporate Leadership

Many organizations still fall woefully short of diversity hiring goals that seek to include both genders at all levels within an organization. While studies demonstrate greater effectiveness for companies that include women on the board of directors and in senior management, many companies still have not taken needed steps to promote gender diversity. Some European countries have begun imposing quotas to close the gender gap. If the United States follows suit, be prepared for a new influx of compliance guidelines.

These are by no means the only areas in which change could occur, but they do represent a few ways your company may need to make subtle shifts in current policy.

How Can Your Business Meet the Challenge?

Since compliance violations can result in a lawsuit for your business, you need someone who will oversee the tracking and implementation of compliance regulations. If you don’t have time to spend seven or more hours per week tracking this information (or paying someone on your staff to do it), a PEO may be the solution you need to remain compliant. The PEO will handle all your regulatory compliance issues in order to prevent violations and potential legal action. Outsourcing this responsibility will leave you free to focus on the business of growing your company and delivering the products or services that keep your clients happy.


Works cited:

Thomson Reuters Accelus’ annual Cost of Compliance Survey 2014, Stacey English and Susannah Hammond
The Washington Post, More women at the top, higher returns 2014, by Jena McGregor

Try our PEO Matching Tool to find the best PEO company for your needs.

Avoiding a Hostile Work Environment

Preventive Maintenance

Most managers and even business owners do not realize that they have an obligation to provide a safe and non-hostile work environment for their employees. This fact not only means that employers must forestall such things as robberies, accidents and irate customers but they must also provide an environment free from hostility within the company in the form of harassment from coworkers and managers. 

The Most Important Question

Is your work environment hostile? Hopefully not, but it’s in your company's best interest to make sure. While many employees will complain of poor managers, negative coworkers and asinine management practices, these situations are not actually hostile.

In fact, it is when actions become overtly discriminatory that a hostile workplace ensues. Supervisors and managers who bring their problems to work, allow them to affect their workplace decisions and who generally do not abide by common decency are the worst offenders.  In short, no workplace needs a “leader” who is on some type of power trip where they feel little obligation to observe company policy.

Resolve the Situation Ahead of Time

It is up to the company to have a solution in place to address these issues before they happen. It is simply not good enough to close the barn door after the cows have escaped. Company policy must be clearly delineated in writing and disseminated to all employees upon hire as to how they will handle emergency situations, hostile customers, and harassment by other coworkers.

The procedures for dealing with proactively eliminating a hostile work environment may seem fairly commonsensical and straightforward but they must also be comprehensive and employed uniformly. If you are in any doubt as to how to properly deal with this situation, consider using a Professional Employer Organization. They are experts in all aspects of human capital management and deal with this type of issue on a daily basis.

To learn more about PEO services check out our What is a PEO information page then continue, using our PEO Matching Tool, to narrow your search for the PEO best suited for your particular business needs.

Do small business owners have a say?

smb_speaks_out.jpgIn the midst of this unusual presidential primary season, much has been said that does not survive fact checking. Candidates talk about foreign policy, immigration, and fitness for office. What you are not hearing, at least so far, is any passionate commitment to support small business. It makes you wonder if small business owners have a say on issues that affect them.

The small business mindset

National Foundation of Independent Business (NFIB) recently published the results of its survey of 500 employers with 1 to 250 employees. Overall, small business employers are not happy with the way things are going.

  • 19% of respondents identify as strongly conservative and 8% as strongly liberal. 46% claim they lie in the middle.
  • Only 8% of those surveyed admitted being completely absorbed in government, politics, and public policy while 56% fell into a moderate position.
  • 21% feel the overall business climate is poor, and only 4% consider it excellent.

The small business concerns

Now, given this summary description of the mindset, you can evaluate their concerns.

  • Federal Deficit: Not surprisingly, the great majority of small business owners (71%) are very concerned about the federal deficit. 33% list the federal budget as their idea of what Washington’s highest priority should be.
  • Federal Reserve: Owners (37%) are very concerned about the direct and indirect effects of the potential increase in interests at the Federal Reserve. However, only 18% are very concerned about their ability to access credit.
  • Taxes: If you include all respondents voting above the median, 63% believe they are currently paying too much in taxes. 34% identify personal income taxes as the specific restraint on their ability to create jobs and grow the economy. And, they strongly oppose any ideas about increasing taxes on long-term gains and introducing sales taxes on internet purchases.
  • Health Insurance: 51% give priority to controlling the cost of health insurance, but 22% remain in favor of expanding the coverage to the uninsured. Most want to see more Americans required to have health insurance, but the larger majority does not want to pay 60% of the premium. And, 78% support offering employees tax-deductible reimbursements to help employees seek health insurance rather than pay the premium for group employee medical benefits.
  • Immigration: 51% favor prosecuting employers who knowingly hire illegal immigrants, and 41% support deporting illegal immigrants when discovered. Still, the great majority would let current illegal immigrants remain if they learn English, work, and pay a fine on their route to citizenship.

So, you can conclude that small business owners are generally fiscally conservative – not radically so. Their responses to the NFIB survey indicate they have concerns about the federal budget, taxes, and restrictions. But, none of those concerns is voiced with any stridency. Throughout the survey, those reporting moderate positions would reflect the concerns of the general population.

What we have summarized here are issues the small business public would like to hear candidates address. And, it does not appear they want the rhetoric and propaganda of change. They offer concerns that could be reasonably addressed, negotiated, and presented to the electorate. It’s just not that hard for everyone to see how tax benefits for the small business owner would benefit the population they serve. That’s what small business owners have to say!

References
Susquehanna Polling and Research. (2015). Opinions of Small Employers. Washington, D.C.: NFIB Research Foundation. Retrieved November 23, 2015, from http://www.nfib.com/assets/small-employer-survey-nfib-201510.pdf

Beginner’s Guide to Outsourced Human Resources

outsourcing_HR.jpgA Professional Employer Organization (PEO) offers a package of services that helps employers outsource the Human Resources functions, including but not limited to payroll and tax administration, employee benefit packages, workers’ comp insurance, recruiting, placement, and training (depending on the contracted services). The success of the program depends on the concept of co-employment.

What’s the PEO deal?

The worksite company and the PEO share responsibilities to the workforce. The worksite employer – your company – runs the employees’ daily work. The PEO is the employer of record because it computes hours and generates payroll, administers and pays federal and state taxes, and completes, files, and archives employee records. It may also manage employee benefits, unemployment claims, workers’ comp, and risk management. In other words, a PEO receives the outsourced HR roles instead of your company dealing with these administrative functions in-house.

The PEO forms one big employer by co-employing with all of its clients. This creates a large labor pool that can leverage economies of scale in the negotiations for employee benefits, workers’ compensation costs, and state unemployment taxes. Any PEO worth its salt also can use the law of large numbers to provide employee discounts on purchases, wellness programs, and memberships.

Who does the deal?

PEOs were made to handle the outsourced HR functions for small businesses of 5 to 250 employees. The largest companies already enjoy some economies of scale, so the PEO effectiveness may decline with growth.

  • Some PEOs prefer office or white-collar environments in technology and professional services.
  • Some PEOs are better built for blue-collar employers in trucking, construction, and manufacturing.
  • Some PEOs are more comfortable with start-ups and international companies.

The PEO attraction lies in its ability to assume your business’s HR administration duties. Anything else, like benefits and training, is an attractive premium. So, you need to shop the PEO market to determine the options and price that means value to you.

To compare PEO companies and services, and to find the best match for your business needs, try the free PEO Selection Tool on PEOcompare.com. It will at least narrow down your search for PEO companies that specialize in your industry, state and size that offer the services you rank as most important.

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