Frequently asked questions
A PEO (Professional Employer Organization) is a company that provides a range of HR services to other businesses. A PEO acts as a co-employer, meaning that it shares certain employer responsibilities with the client company. This allows the client company to outsource many of its HR tasks, such as benefits administration and payroll processing, to the PEO.
Many different types of businesses can benefit from using a PEO, including small and medium-sized companies that may not have the resources or expertise to effectively manage HR tasks in-house. PEOs can be especially helpful for companies that are growing rapidly or that have a diverse workforce.
Our PEO company offers a range of HR services, including benefits administration, payroll processing, employee onboarding and offboarding, HR compliance and risk management, employee training and development, performance management, succession planning and talent management, worker’s compensation and unemployment insurance, and more.
Partnering with a PEO can help save money in a number of ways. By outsourcing HR tasks to a PEO, companies can reduce their administrative and overhead costs, as well as the time and resources they need to devote to HR. PEOs can also help negotiate better rates for benefits and other HR services, which can result in cost savings for the client company.
A PEO can handle employee benefits and payroll in a variety of ways. Some PEOs may offer a comprehensive suite of benefits options for clients to choose from, while others may allow clients to customize their own benefits packages. In terms of payroll, a PEO can handle tasks such as calculating and issuing paychecks, processing payroll taxes, and providing online payroll portals for employees to access their pay and benefit information.
Yes, a PEO can help with HR compliance and risk management. PEOs are typically well-versed in relevant regulations and laws, and can help ensure that your company is compliant with all relevant HR requirements. PEOs can also help manage and mitigate potential HR risks, such as employee disputes or discrimination claims.
A PEO can handle employee onboarding and offboarding in a variety of ways. This may include creating and distributing employee handbooks and other materials, conducting orientation and training sessions, and handling paperwork such as employment contracts and benefit enrollment forms. PEOs can also handle tasks related to offboarding, such as processing final paychecks and completing exit interviews.
Yes, many PEOs offer training and development services to their clients. This may include providing access to training resources and materials, organizing in-person training sessions, or partnering with external training providers. PEOs can also help develop and implement employee development plans to support career growth and advancement.
A PEO can handle employee performance management in a variety of ways. This may include setting performance goals and objectives, conducting performance evaluations, providing feedback and coaching, and implementing performance improvement plans.
Yes, many PEOs offer succession planning and talent management services to their clients. This may include identifying and developing key employees, creating succession plans for key roles, and implementing talent management strategies to support the growth and development of employees.
A PEO can handle worker’s compensation and unemployment insurance in a variety of ways. This may include managing claims and appeals, negotiating rates and coverage, and providing resources and support to employees who are injured or who have filed for unemployment.
There are many factors that can set a PEO company apart from other providers. Some PEOs may offer a more comprehensive range of HR services, while others may specialize in certain areas such as employee benefits or training and development. Other PEOs may differentiate themselves through their pricing, customer service, or technology offerings.
