Why Work With a PEO?

I know, it's the burning question on your mind day and night... Should I use a PEO? While we may be a little partial, there has recently been some pretty compelling evidence released that might help you put this question to rest.

PEOs are able to provide a broad array of HR services at a lower cost. According to recent release by the NAPEO, a conservative estimate is that PEO clients enjoy a 21 percent savings on HR administration. For the typical PEO client, the savings are likely to be many times greater than this conservative estimate.

Small business executives who use PEOs are better able to focus their attention on the core business. PEOs help their clients manage the “people side” of their businesses more effectively, avoiding compliance pitfalls and creating key benefits for the businesses and their employees,while simultaneously freeing up time for owners and executives to concentrate on growing their businesses by focusing on operations,strategy, and innovation.

If PEOs are successful in enabling small businesses to focus more directly on what it takes to succeed in a competitive marketplace, it follows that PEO clients should grow faster than other comparable organizations. And, indeed, this is what the evidence shows.

To learn more about the benefits of PEOs or to see the statistics behind the evidence we referenced above view the NAPEO White Paper Series.

BREAKING NEWS: PPACA Exchange Notice Update

PPACA requires employers covered by the Fair Labor Standards Act to provide a notice about the upcoming health marketplaces (also called exchanges) to their employees. The notice is due Oct. 1, 2013.

On Sept. 11, 2013 the Department of Labor (DOL) announced that it will not penalize employers that do not provide this notice. As a practical matter, this means that providing the notice is now optional.

Employers that have already provided the notice do not need to do anything - it is fine to provide the notice. The change simply is that the DOL will not penalize employers that fail to provide the notice.

Employers that have not yet provided the notice may either distribute the notice or not, as they prefer. Employers that want to increase awareness of the marketplace (perhaps because they expect that some of their employees will need or want to purchase from the marketplace) may still want to provide the notice. Employers with complicated distribution situations, or that are concerned that the notices may generate questions the employer is not staffed to answer, may prefer to not distribute the notice.