PEO – Human Resource Management Services

Managing human resources is one of the most complex and large-scale responsibilities businesses need to manage. Yet it’s one of these responsibilities which do not directly lead to the earnings of the business. Being as resource consuming as it is, businesses would do well to outsource human resource management to a PEO (Professional Employer Organization).

Human Resource management is a collection of complex tasks involving employee related matters such as employee relations, health benefits, workers’ compensation claims, payroll, payroll tax compliance, unemployment insurance claims, and much more. A PEO would take over all these duties. Not only would the PEO Canada allow employers to concentrate on their core responsibilities, but also offer businesses valuable experience. The customer business can therefore fully change focus into the revenue-producing facet of its operations. Human resource management solutions provided by a PEO generally include:

  • Payroll and tax administration
  • Employee benefits administration
  • Workers’ compensation administration
  • Risk management
  • Regulatory and government compliance
  • Recruitment and selection
  • Employer liability management
  • Immigration compliance

One of the explanations for the efficiency of PEO human resource management solutions is the nature of this PEO’s relationship with the client company. A professional employer organization generally enters into a co-employment relationship with the client firm, whereby it assumes the client company’s responsibilities, leaving the company to concentrate on its core tasks. Little and medium-sized businesses can feel the benefits of selecting a PEO longer, as they are those generally struggling with setting apart their resources for preserving an HR department. 

Read more about Workers’s Compensation | PEO Canada.

HR Best Practices:

Locating the Ideal people:

Many Professional Employer Organizations supply services that help with worker recruiting. They help draft expert job descriptions, offer salary tools to locate the ideal level of reimbursement, provide discounts for job postings online, a few PEOs will even help screen the inquiries you receive from advertisements.

PEOs also provide interview training for direction, will help administer background & reference checks in addition to drug screens. When it’s time to employ, PEOs provide a professional worker registration kit that rivals that of a Fortune-500 business. This is an excellent value for employees spread across multiple countries.

Getting the most of your people:

Professional Employer Organizations offer services to aid their customers to inspire their people like employee performance reviews that may be incorporated into policies like employee landmarks, promotions, and bonuses. They also offer various training seminars for managers to learn about employee motivation, communication with employees, supervising, training, etc..

Retaining your people:

Many studies find that the most important factor concerning overall employee satisfaction with their jobs is the quality of the benefit plan. So although HR best practices and staying in compliance will help keep your employees satisfied, there is no doubt that the benefit packages offered by PEOs are the strongest aspect of keeping employees. In addition to medical programs, most PEOs offer dental, vision, disability, and life insurance plans as well as nice add-ons like worker assistance programs, and discount purchaser clubs.

For industries which are highly competitive in the employee recruiting arena, especially those in which the contest is comprised of enormous corporations, a PEO is an excellent way for a small business to the playing field.

HR Compliance:

That is actually the area of human resource services that most PEO clients utilize often and for a very good reason. PEOs will help keep their clients in compliance with employment regulations such as ADA, EEOC, FMLA, HIPPA, and ERISA, to name a couple.

To kick off a connection many PEOs offer you a highly valuable service called an HR audit, which can be a proactive step whereby they’ll review current policies to identify and solve HR compliance problems before problems arise. They’ll also review/create employee handbooks, and many PEOs provide an assortment of training for employees to learn about discrimination and harassment in the workplace.

Employee relations is an integral component of HR compliance, so many PEO clients attest that if they are having an issue with a worker, they first consult with their PEO prior to taking actions or paying for an attorney. This saves customers thousands in fees and will stop much worse, a job litigation lawsuit, which is on the rise.

What happens in the event that you do get sued by an employee? Most PEOs offer EPLI Insurance, which stands for Employment Practices Liability Insurance, with coverage ranging anywhere between $1M – $2M. This policy will cover any legal expenses and/or settlements that arise from employee litigation.

EPLI insurance is usually expensive for a small business nonetheless for PEO customers it usually comes within their package. Beware, there’s usually a $10k-$25k allowance if this insurance has to kick in!

Coemployment Factor:

Coemployment, in this case, has the much more related to HR Compliance than HR Best Practices. Remember, the Professional Employer Organization is your employer of record for each of their clients’ employees. This means that HR Compliance isn’t just a service PEOs offer, it is in their very best interest to maintain compliance since any issue that arises from non-compliance using a law, late payments, workers comp claims, etc. rests firmly on their shoulders.

The drawback of employment is that PEOs normally have thousands of workers, so they need to comply with a variety of regulations that only apply to big companies. By way of instance, FMLA only applies to businesses with 50 or more workers. Because the PEO must stay in compliance with FMLA, their work-site workers (all of their clients’ employees) have rights to the terms set forth in FMLA, and this also means the worksite company (your business) must adopt this.

This simple fact is frequently left out of the revenue procedure, and for many companies, it’s a critical concern. However many businesses find that subsequent regulations aimed at protecting workers, it creates an atmosphere where employees feel comfortable in their workplace. The security large corporations provide to employees is now found in your business, if employee retention is a company goal, you’re in a fantastic place.