Employee Leasing Quotes : PEO Blog

Over the last thirty years, the Employee Leasing/PEO industry has experienced tremendous growth and continues to grow each year as businesses learn more about the benefits of these services. In fact, the US Department of Labor predicts that by the year 2020, more than half of all American employees will be contracted through an employee leasing company. So, with almost 700 employee leasing companies in all 50 states to choose from, why use a broker to find a provider for your company?

Finding the right employee leasing company for you. As you can imagine, just like your business, no employee leasing provider is the same. Their workers’ compensation insurance and benefit plans have very distinct differences in coverage and costs. They service different industries, markets and states. Each company has minimum employee or annual payroll amount requirements as well. For example, many employee leasing companies only provide work comp coverage in the state(s) where their business resides. So if you work in multiple states, your employees would not be covered if an accident were to happen.

Each PEO provider also has different group health insurance providers with differences in benefits and pricing. This is extremely important not only in cost differences, but what if you’re in an area where the carrier’s doctors and hospitals are limited? Unlike a company salesperson who may try and fit you into their plan that has mediocre coverage, our job is to know which PEO companies have the insurance coverage that will work for your employees.

Competitive pricing. When we submit your company information to employee leasing providers who can deliver the services you need, each provider knows that they’re competing for your business. This can result in a savings of between 10-30% compared to contracting directly with the employee leasing company. There are many long term advantages as well. For example, if you hire more employees and your payroll grows, we’ll request more discounts for you that ordinarily wouldn’t be brought to your attention by the employee leasing company or sales person.

Strength of service providers and knowledge of the industry. As with any industry, there are strong and poorly managed employee leasing companies. The job of a broker is to save you time and money by investigating the history and financial strength of each PEO for you. We travel to the PEO providers, communicating with the principles and management. We know and develop relationships with their internal employees, the people who you’ll communicate with regularly. This is important in knowing their professionalism, communication and problem solving skills. Your goal in outsourcing these tasks is to eliminate time consuming administrative paperwork – not add to it. The PEO broker should know who can successfully service all the needs of your business, consistently.

As the employee leasing industry has grown, all the advantages favor using independent representation. We can help you reduce the time, sales appointments and hassles of trying to find out who can deliver the services you need; Security, in knowing you’re working with a reputable, professional employee leasing company that has a history of providing services to businesses in your industry and savings, as employee leasing providers compete for your business.

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

The state-based workers’ compensation system has evolved and survived for 100 years but it could face tough challenges in the coming years as the country struggles to dig itself out of the deep recession. Read more http://www.insurancejournal.com/news/national/2011/11/29/225414.htm

www.EmployeeLeasingQuotes.com

1-888-582-8388

Earlier this month, the Internal Revenue Service joined the Department of Labor and state agencies in cracking down on employers that misclassify employees as independent contractors, leaving business owners and hiring managers scrambling to reevaluate their contractor relationships and ensure that they are complying with the law.

To help sort through the confusion, here are five characteristics of independent contractors, from lawyers and law firms on JD Supra: Read more:

www.EmployeeLeasingQuotes.com

1-888-582-8388

According to the Bureau of Labor Statistics’ annual report on workplace fatalities, 4,547 people died on the job last year.

Occupations with the highest rate of work fatal injuries (deaths per 100,000 workers) were:

1. Fishers and related fishing workers: 116

2. Logging workers: 91.9

3. Aircraft pilots and flight engineers: 70.6

4. Farmers and ranchers: 41.4

5. Mining machine operators: 38.7

6. Roofers: 32.4

7. Refuse and recyclable materials collectors: 29.8

8. Driver/sales workers and truck drivers: 21.8

9. Industrial machinery installation, repair and maintenance workers: 20.3

10. Police and sheriff’s officers: 18.0

www.EmployeeLeasingQuotes.com

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Interesting article out of California regarding PEO providers “piggybacking”. It does pay to do your homework (or let us do the work for you) on these companies.

http://www.wcexec.com/State-Fund-Scores-Major-Verdict-in-PEO-Piggybacking-Case.aspx

www.EmployeeLeasingQuotes.com

1-888-582-8388

If you’re searching for workers’ compensation insurance in North Carolina, Virginia, Maryland or other states affected by Hurricane Irene – Employee Leasing Quotes.com has been the preferred vendor of choice for catastrophic cleanup the last decade.

Employee Leasing Quotes can provide you with a no-money-down, pay-as-you-go policy in just two days! We provide workers’ compensation insurance and payroll services for:

· Contractors

· Debris Removal

· Fire & Water Cleanup Restoration

· Carpenters

· Arborists and Tree Service Companies

· Electricians

· Staffing Companies

Get to work fast with an affordable solution, avoiding state fees and long underwriting times. Call to get started today!

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

In March of 2010, Congress passed and President Obama signed the Affordable Care Act—the new health insurance law. The law creates a new program – the Pre-Existing Condition Insurance Plan — to make health insurance available to you if you have been denied coverage by private insurance companies because of a pre-existing condition.

The Pre-Existing Condition Insurance Plan (PCIP), which is administered by either your state or the U.S. Department of Health and Human Services, provides a health coverage option if you have been without health coverage for at least six months, you have a pre-existing condition or have been denied health coverage because of your health condition, and are a U.S. citizen or reside here legally.

For more information and applications to get started, check out www.pcip.gov.

www.EmployeeLeasingQuotes.com

1-888-582-8388

Texas Gov. Rick Perry in mid-June signed a measure backed by agents groups that requires regulatory approval of property and casualty certificate of insurance forms provided to insureds as proof of insurance coverage.

The governor also signed a bill requiring staff leasing firms and professional employer organizations (PEOs) to provide workers’ comp loss information to employer clients in a timely manner.

To read the entire article, click here:

http://www.insurancejournal.com/news/southcentral/2011/07/07/205563.htm

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

This is a great article regarding the benefits and value of working with a PEO from the Journal of Light Construction. One of the interesting parts to the article, talks about how critical it is to find “the right” PEO for your business. Here’s a portion of that dialogue along with the entire article.

Finding the right fit. According to NAPEO, there are now about 700 PEOs operating in all 50 states. Builders interested in joining one should spend a little time doing some research before making any commitments. It’s like choosing a plumbing or electrical sub - ask for references and keep looking until you find the right fit. Carosella’s initial experience with a PEO, he says, left something to be desired.

“The first company was okay,” he says, “but we had a difficult time getting some of the reports we wanted. It was mostly stupid little things, but it made me feel like they were a big factory.” Two years ago he switched to another organization, and there have been no such communication problems since.

http://www.jlconline.com/cgi-bin/jlconline.storefront/4e14a52f0e7d817d27180a323cb406a0/UserTemplate/69?s=4dd15fd50d1da68e27170a32100a066f&c=d04e79db0e87fe52326e8913e8b1397c&p=1

Find the right fit for your company!
www.EmployeeLeasingQuotes.com

Governor Rick Scott signed HB 7005 into law, implementing several reforms to the Unemployment Compensation (UC) program that will save the state money, reduce taxes on employers and help get Floridians back to work.

This legislation was a major priority for FAPEO. It was the culmination in a full year’s worth of work including a series of teleconference calls and in-person meetings to develop the ideas and extensive drafting my FAPEO General Counsel, Mike Miller. This is a major victory for employees as it encourages them to get back to work. And, for employers, it provides more balance in the unemployment appeals process.

Reforms include:

Misconduct - Under the new law, misconduct is defined as any action that demonstrates conscious disregard of an employer’s interests and is found to be a deliberate disregard or violation of reasonable standards of behavior, and may include activities that did not occur at the workplace or during working hours. Effective July 1, 2011.

Benefit Payments - Claimants receiving benefits by paper check as of July 1, 2011 may continue to do so until the end of their claims. Claimants whose claims were filed after July 1, 2011 must select payments via Florida Unemployment Compensation Debit Card or direct deposit to their bank account. Effective August 1, 2011

Online Filing and Certification of Weeks - Initial and continued claims must be filed electronically. The change will improve government efficiency and provide a projected $4.7 million savings annually in administrative costs.

Work Search - Claimants are required on a weekly basis to contact five potential employers and provide this information via the Internet during their bi-weekly certification for benefits. A quick, efficient way to contact employers is by using the Employ Florida Marketplace at employflorida.com, the state’s online job matching system where you can search thousands of job postings and apply for jobs.

If a claimant is not able to make at least five employer contacts in a week, meeting with a representative at a local One-Stop Career Center for reemployment services may satisfy this requirement for that week.

Skills Assessment - In order to receive benefits, claimants filing new claims must complete an initial online skills assessment. The results of the assessment will be used by your local One-Stop Career Center to assist in your job search efforts.

Severance Pay - If a claimant’s severance pay per week is equal to or greater than the claimant’s weekly benefit amount, the claimant is not entitled to benefits for that week. Severance pay does not impact the total amount of benefits that can be paid on the claim.

Online filing and certification of weeks, work search, sills assessment and severance pay provisions are effective January 1, 2012

Tax Relief - A reduction in employer taxes is projected to save Florida employers approximately $33 per employee.

Duration of Benefits - The maximum duration of benefits adjusts from the current 26 weeks to a range of 12 to 23 weeks. The bill indexes maximum weeks of benefits to the state’s unemployment rate, which will be determined once a year. This change is projected to save the state’s Unemployment Compensation Trust Fund an estimated $103 million annually.