Employee Leasing Quotes : PEO Blog

Well, January’s off to a fast start with lots of new opportunities, a new video, logo and makeover of our site - and some challenges in helping business owners find a solution to their problems.

Some of the businesses that we’ve proposed employee leasing services to this week include a group of hotels in Texas, a cleaning company in Minnesota, a new roofing business in Florida, a trucking company in Illinois and a manufacturing facility in Tennessee.

We’re still struggling to find solutions for the smaller tree service business (50-100K in payroll) and even the small company that has had some work comp claims, that’s about to be non-renewed for coverage by their existing work comp carrier - I’m open to emails or phone calls if anyone can help.

I’m also in need of a provider who has an A rated carrier, who will look at high-risk industries, like cell tower erection and governmental construction and roofing projects. Happy New Year and best wishes in 2011!

Mike Burgelin
www.EmployeeLeasingQuotes.com
1-888-582-8388

From Maximizing your Employee Leasing and PEO services, Q&A with successful business leaders, to helpful information regarding new health care laws, we’ve posted our September newsletter for you to view. Follow the link and take a moment to sign up and start receiving valuable tips, trends and expert advice regarding HR issues, payroll, business insurance and employee leasing information.

http://www.employeeleasingquotes.com/employee-leasing-quotes-newsletter.php

Mike Burgelin
www.EmployeeLeasingQuotes.com

What a great industry and a great week! From a pizza chain in Missouri to a multi-state trucking operation in Georgia, a total of four businesses new to employee leasing services this week, will total an annual workers’ compensation insurance savings of almost $75,000 - compared to their previous insurance providers.

The best part of a new company connecting with these services is always the conversations about six months down the road. The conversation is more about how much more productive they are, since unloading all the administrative paperwork and how they had wished they new about employee leasing years ago - which I’ve heard many times over the years.

More new states, cities, towns and industries. More success stories. Let’s keep spreading the word!

Mike Burgelin
www.EmployeeLeasingQuotes.com

More information and conversation regarding government crackdown on indcontractors.

http://www.paymentservicescorp.com/blog/bid/41401/Congress-s-latest-attempt-to-curtail-use-of-independent-contractors

Mike Burgelin
www.Employeeleasingquotes.com

Awesome start to June with four new businesses in four different states new to employee leasing services! It’s an easy decision when the costs and benefits sell themselves. Check out our June newsletter and have great weekend.

http://www.employeeleasingquotes.com/june-newsletter.html

Have you ever looked at a claimed injury and thought,“this doesn’t pass the smell test”? The longer you’re in business, the more likely this event will happen to you. Here are ten quick thoughts to consider when you begin having questions:

1.The alleged injury occurs at the beginning of a shift after being off for the weekend or a period of time off. Be mindful of potential sports injuries.

2. The reported accident occurs immediately before or after an industrial dispute, job termination, lay off, end of a project, at the conclusion of seasonal work, or the injured worker is a short term or contract employee.

3. The alleged injury occurs a day or two before or after a holiday.

4. The accident has no witnesses and the injured worker’s own description does not logically support the cause of the injury. The witness has a poor record with compensable injuries and provides a questionable version of the incident.

5. The injured employee has a history of numerous suspicious claims, or the medical provider or legal consultant has a past history of handling suspect claims.

6. The employee delays reporting the claim without reasonable explanation.

7. The employee’s description of the accident conflicts with the medical history of the employer’s first report of the claim or the circumstances described do not fit the injury or location.

8. Difficulty contacting a claimant at home when they are allegedly disabled. An answering machine is another way of covering the fact that a claimant is continually absent from home.

9. The injured worker refuses a diagnostic procedure to confirm the nature or extent of an injury or travels to seek medical treatment in another area from his home or workplace. Be conscious of the injured worker who has no ongoing treatment.

10. The injured worker is about to be retrenched, demoted or passed over for promotion.

Great information provided by Frank Cutruzzola - President of Investigative and Security Services at GTG Associates.

1-888-582-8388
www.EmployeeLeasingQuotes.com

I recently received a phone call from a prospective company that had used a PEO service in the past. The first question they ask is if they would be required to sign a yearly contract, because they had service issues with their previous provider but where held to a contract. I promptly told her “no” and that we require our PEO providers let their performance determine your loyalty.

Isn’t that the way it should be? Why force a customer to continue doing business with you if they don’t want to? I know it takes take to setup a new client and an investment in time, energy and money is undertaken – but this is part of the selling process where a sales professional should be indirectly making this point. From then on, you’re still required to keep selling your services to the client to keep their business!

The point is, can you use not having a contract as a selling advantage, or is it worth a pissed off customer who’s required to stay with you telling everyone they know how lousy you are?

Mike Burgelin
www.EmployeeLeasingQuotes.com

1. You’re a numbers guy:
You look forward every year to the new IRS (Circular E) employer’s tax guide. Even when you were young you loved solving math problems and the IRS always adds a new wrinkle to the equation, so that makes it even tougher.

2. You always need something to do:
Lucky for you, the state and federal government keep adding employer compliance laws you’ll need to stay on top of. Abbreviations like COBRA (not the snake), ERISA, ADA, HIPPA and FMLA are just a few that you’ll enjoy reading up on.

3. You’re a shopaholic:
Clothes, shoes, insurance- it doesn’t really matter. Every year, renewals on workers’ compensation and health insurance benefits are just another opportunity to shop. You also get the side benefit of reading all the new changes in deductible options, co-pays, limits, exclusions, networks, provisions and so on.

4. You’re a good debater:
You were first in your class and county champion, so you look forward to workers’ compensation audits. This annual showdown gives you the chance to single-handedly take on big insurance.

5. The thought of not seeing Jennifer, the pretty blonde teller, at the bank when you have to make timely payroll deposits is reason enough.

6. Outsourcing payroll would take away Sally’s only job:
Besides a few IRS penalties for late payments and abusing smoke breaks from time to time, she’s always there to talk to. She plays a mean game of online chess and she actually did get you back some money once for overpayment on payroll taxes.

7. You’ll lose all your power:
Sure it takes up a lot of time to sign payroll checks, 940, 941 and a few dozen other forms regularly - but you’re the boss. Delegating or outsourcing employee-related issues shows a sign of weakness.

8. You’re a hard working, thrill seeker:
There’s no better feeling of accomplishment than finishing up payroll at midnight on a Thursday. The rush of pushing it to the limit, knowing your life could be in danger if paychecks aren’t ready Friday morning is exhilarating!

9. Outsourcing the payroll would provide a legitimate excuse to not give out loans to those who come knocking on the door before payday.

10. Because it might cost more:
You know what your costs are now? Why change? Besides, change can be difficult, even disruptive. Even if it costs less, how much could you really save?

There’s a reason why the U.S. Department of Labor predicts that by the year 2020, half of American employees will be getting paid through employee leasing companies- they work!

Mike Burgelin
www.EmployeeLeasingQuotes.com
1-888-582-8388

Some important legislation has moved quickly through Congress. It will provide your company with
financial incentives for hiring unemployed workers and keeping them on the job. Below is a brief
description of this legislation.

The HIRE Act encourages the hiring of unemployed workers and provides incentives to promote long term employment. On February 24, the Senate passed HR 2847 with an amendment creating the Act. The House passed a modified version of the bill on March 4, retaining the HIRE Act provisions. The bill was signed by the President on March 18.

The Hiring Incentives to Restore Employment (HIRE) Act contains two key employment provisions:

1. Hiring incentive - Payroll tax exemption.
Exempts qualified employers from the employer share of the payroll exemption tax for the remainder of
2010 on qualified new hires. At 6.2%, the maximum value is $6,621 for a qualified employee with wages
equal to or exceeding the wage base limit.

A qualified new hire is someone that has not been employed for more than 40 hours during the 60-day
period ending on date of hire and has a hire date of February 4 – December 31, 2010. The qualified new
hire must sign an affidavit.

The payroll tax forgiveness does not apply to wages paid in the first quarter of 2010. However, any
amount that would have been allowed in the first quarter (i.e., wages on or after March 18, 2010) would
be credited against the employer’s OASDI liability for the second quarter. Beginning for new hire wages
paid beginning April 1, 2010, the employer would take the OASDI forgiveness into account for regularly
deposited payroll taxes.

2. Retention incentive - Federal tax credit
If your company retains HIRE qualified employees, you can also earn a federal tax credit equal to the
lesser of $1,000 or 6.2% of the wages paid to the retained worker. To earn the retention credit, the
worker must work 52 consecutive weeks and wages paid during the last half of that period must equal at
least 80% of wages paid during the first half.

Who is a “qualified employee?
Answer: A qualified employee…

• Must start work after February 3, 2010 and before Jan 1, 2011.

• Must not have been an employee for more than 40 hours during the 60 days before his or her
  start date.

• Must not replace a current employee (unless that employee was separated from employment
  voluntarily or for cause.)

• Must not be related to the employer or directly or indirectly own more than 50% of the business.

• May be previously laid-off employees.

• May be part-time or less than full time employees.

www.EmployeeLeasingQuotes.com

Workers’ Compensation Insurance Differences:

• Costs.
• States that each provider has coverage in.
• Rated and non – rated work comp carriers.
• Risk acceptance. Each company has dramatic differences in the industries they approve.
• The ability to approve high experience modifiers or a bad claims history.
• Some have per claim deductibles - others don’t.
• True risk management services or just a handbook?

Health Care Plan Differences:

• Costs.
• Blue Cross & Blue Shield, Aetna, Human, United Healthcare – which best fits your needs?
• Annual renewal history is critical, so you’re not shopping year after year.
• Deductible options, co-pays and plans.
• Will leasing provider apply credits to deductibles paid in if moving during the plan year?
• Management carve-outs, choice of plans for employees.
• Do you have employees in several states?
• Will provider show up for group enrollment or expect you to do the work?

Payroll Administration Differences:

• Costs.
• Per check charge or payroll driven percentage.
• Charges or no costs for: employee enrollment, garnishments, new hires, etc.
• Delivery costs can vary dramatically from $0 - $25 per payroll.
• Payment options: Automatic withdrawal (ACH), wire transfers, company check, cashiers’ check.
• Remote check printing options.
• Pay cards options.
• Secure, 24 hour online access to your company information.

Other Differentiating Services:

• 401(K) costs and annual fees. Some leasing companies actually contribute to your plan!
• Employer Practices Liability Insurance (EPLI). Charges and deductibles.
• Employee Assistance Programs (EAP). Very useful and powerful counseling and support programs provided at no cost through some providers.
• Long and short term disability insurance.
• Life insurance options.
• Multiple Dental & Vision plans.

How We Can Help

At Employee Leasing Quotes.com, our #1 goal is to make you the most
competitive business in your market by providing you with an employee leasing solution
that fits the needs of your business.

Each employee leasing company is different (just like your business), and unique in their offerings. Their workers’ compensation rates and employee benefit plans have very distinct differences in coverage and costs. Each employee leasing company will service different industries, markets and states. Providing an immediate impact that you’ll notice, in the specific areas of your business that require attention is how we can help.

With over 1000 professional employer organizations to choose from, we make it simple to bypass the research, appointments, sales interviews and follow-up phone calls associated with searching for a PEO organization who can deliver the benefits you need. For over a decade now, our experience working with PEO providers make it easy for you relax while multiple employee leasing services - compete for your business.

The Bottom Line
Employers have looked to us for HR outsourcing guidance for over 10 years. Join our list of success stories that have saved over $42 million dollars in health and workers’ compensation premiums and more importantly, taken control of their business. You’ll feel comfortable when you talk to us. We listen, ask questions and simplify the process. We’re here to help.

1-888-582-8388

www.EmployeeLeasingQuotes.com