Jul
26
2010
I’m reading more and more articles from around the country like the one I’ve included in this blog, regarding discrimination and Fair Labor Standards Act (FLSA) lawsuits. This growing trend along increasingly more governmental regulations (classification of independent contractors), also addressed in the article, continue to build value in utilizing PEO/Employee Leasing services.
Where employers have typically thought of accessing a PEO for reduced rates on workers’ compensation or health insurance costs, since the beginning of the year, we’ve noticed employers contacting us specifically requesting help with human resource issues. I recently commented on one of the fastest growing business insurances - Employment Practices Liability Insurance (EPLI), which relates to this article and protects against sexual harassment, age and gender discrimination, and has seen a dramatic rise as well.
What’s important to know is that some PEO’s provide this insurance and professional HR services, while many others don’t. Understanding the differences between PEO providers and what benefits your business needs from a PEO, will make the relationship a success or failure. Hope this article benefits you.
http://atlanta.bizjournals.com/atlanta/stories/2010/07/26/focus2.html?b=1280116800^3688401&ana=e_vert
Mike Burgelin
1-888-582-8388
Jul
13
2010
For years now, PEO outsourcing services have continued to grow dramatically each year, in every state. While many business owners connect with a PEO service for savings on workers’ compensation insurance or to reduce rising group health care costs, with increased governmental regulations and health care reform, help with human resource services have quickly become an urgent need for employers.
While many may not think of HR services as a “good investment”, if you can’t answer yes on most of the questions below, you’re wasting productive time finding and dealing with the answers yourself.
- I’m aware of the new federal and state labor regulation changes that took effect this year.
- I know how to handle unemployment claim disputes.
- I know which questions are illegal to ask a new hire during the interview process.
- I understand how the new health care reform laws will impact my business.
- I understand COBRA compliance and can manage COBRA administration.
- My employees know that I am an “At Will” employer and understand what that means.
- I understand all the mandated OSHA forms that apply to my business.
- I complete performance reviews regularly with all my employees.
- I know my responsibilities for our out-of-state employees.
- I conduct reference and background checks on all our new hires.
Find more information regarding PEO services on our frequently asked questions page.
Jul
07
2010
We just created a page on our website to sign up for our monthly newsletter and view past newsletters as well. Here’s the link subscribe and I hope it benefits your business.
http://www.employeeleasingquotes.com/employee-leasing-quotes-newsletter.php
Mike Burgelin
www.EmployeeLeasingQuotes.com