(2 votes, average: 5 out of 5)
Loading ...10 Problems a PEO can Solve
Found this on Facebook…
1. Time
PEO’s remove non-productive tasks that take away time and resources so you can focus on bottom line activities such as strategic planning, marketing, and customer service. Could you make more money if you had time to work your business? Time is money in business.
2. Cash Flow
PEO’s improve your cash flow by integrating most of your employee cost-centers into a single cost factor; including employer matching FICA, FUTA, SUTA, Work Comp, Administrative Overhead, and employee benefits. Your cash flows in "real-time" right along with your business income.
3. Workers’ Compensation
PEO’s make buying and maintaining work comp easier than ever. No more BIG down payments. No more year-end premium audits. Because your work comp is built into your PEO rate, you pay as you go which frees up more dollars for company growth.
4. Employee Benefits
Most PEO’s have many "turnkey" benefit plans in place for your employees. Imagine instantly adding a 401(k) plan, a Section 125, Group Health, Vision, Dental and Life, and other valuable benefits to your business without spending a fortune. Best of all, the PEO’s manage the programs, payroll deductions, and benefit records, making employee benefits easier than ever to provide and manage.
5. Government Compliance
PEO’s simplify all the rules and regulations associated with employing people. They can assist you in complying with all federal, state, and local laws and statutes. PEO’s provide you with legally required employee forms and paperwork. They even maintain and store your employee files.
6. Human Resources
7. Operating Leverage
8. Employee Turnover
9. Risk Management
10. Payroll & Taxes
Posted November 6th, 2009 by Jessica Spinks - Posted in Benefits, Customer Service, Health, Human Resources, Immigration, Performance Reviews, Productivity, Recruiting, Wages, Workers' Comp | | 0 Comments
(1 votes, average: 5 out of 5) Loading ...Problem and Solution Part 2
- E-verify is an internet based system operated by the Department of Homeland Security in partnership with the Social Security Administration that allows participating employers to electronically verify the employment eligibility of their newly hired employees.
- E-Verify is free and voluntary and is the best means available for determining employment eligibility of new hires and the validity of their Social Security Numbers.
- You must follow the innocent before guilty theory and never discriminate or pre- judge if someone is eligible to work or not.
- E verify must be done within 3 days of the employees start date. (check laws in your area)
- Know your own states laws. The requirements for federal and state are different. In addition, laws might be changing soon especially with a new administration so stay up to date.
- If you handle E verify on your own, talk to your own networks of business owners about any questions, comments or concerns
Posted June 25th, 2009 by Jessica Spinks - Posted in Human Resources, Immigration | | 0 Comments
(1 votes, average: 4 out of 5) Loading ...Immigration not just a US Problem
As an HR company, we discuss and inform about issues of immigration and laws pertaining to it on a regular basis, but we must remember that immigration has never been uniquely American. As a global traveler, I have witnessed first hand the extreme effects that immigration has on European residents. When I was living in Spain, a woman was beaten on the metro for even being a legal immigrant for not appearing Spanish enough. Nationalism among residents intensified as riots and protests swarmed all over my neighborhood, and the law makers struggled with the details of the attack.
An article was just released last week by the Associated Press about the immigration issues occurring all over Europe. Last Wednesday, legislators in the EU parliament passed new laws to toughen up on expelling illegals from Europe. The article goes into explaining that because of a slowing global economy, the richer countries in the EU are facing pressures globally to become stricter on immigration which includes increasing detention periods for illegals. The majority of these immigrants are coming from parts of Africa and former Soviet countries. It has been estimated that in 2006 twenty four thousand sub-Saharan Africans tried to reach Spain, many of them dying a long the way. In the US there are currently 11 million illegals as opposed to Europe which has about 8 million in their 27 nations. Countries such as Italy, France, and Spain are all open to raising their laws to try and cope with the problem including increased detention times and denial of future re-entry.
It is important to know that other nations are dealing with this issue and I don’t believe that there are any easy answers for either nation’s destiny. Staying educated is just one sure way that we can become part of this movement. Please visit our site for up to date information on immigration compliance in the United States at and to read further on this article.
Posted June 27th, 2008 by Jessica Spinks - Posted in Human Resources, Immigration | | 0 Comments
(1 votes, average: 5 out of 5) Loading ...Get Familiar with the New Sanctions Law
I'm sure there are still a few more appeals, but the Arizona Employer's Sanctions Law is a go. Get fimiliar with the rules and regulations.
House Bill 2779 (Fair and Legal Employment Act)
Prohibit employers from knowingly or intentionally hiring undocumented workers. - Starting Jan. 1, would require all employers to run their employees through the Basic Pilot Program to determine their legal status. Use of the program would act as a sort of immunity for employers facing prosecution under the law.
1st offense: Businesses caught "knowingly" employing an undocumented worker would lose their license for up to 10 days. Those caught "intentionally" hiring an undocumented worker would lose their license for at least 10 days.
2nd offense (while on probation): Permanent revocation of the business license.
The big question remains on how will the law be enforced? - Investigations would be conducted based on complaints against employers.
If the complaint was shown to be valid, the investigator would be required to notify U.S. Immigration and Customs Enforcement and local law enforcement.
From the state's 2007-08 General Fund, the bill would provide $100,000 to the Arizona Attorney General's Office, and $2.4 million to be distributed to county prosecutors.
Posted February 8th, 2008 by admin - Posted in Human Resources, Immigration, Recruiting | | 0 Comments
(1 votes, average: 5 out of 5) Loading ...Sanctions Law Clearing Out Illegals in Arizona
If apartments are starting to sit vacant, this must mean that the new Arizona Immigration Sanctions Law is starting to take its toll on the illegal immigrants here in Arizona. What will this mean for your company?
“The sanctions law is pushing immigrants to leave the state. The law is aimed at clamping down on illegal immigration in Arizona, which has the highest share of illegal immigrants of any state, by threatening to yank the business licenses of employers caught knowingly employing such workers.
The law also requires businesses to electronically verify the work eligibility of all new hires as of the first of this year.
To avoid sanctions, employers have been letting go workers who can't prove they have permission to work in the U.S.
As a result, many immigrants are leaving, either to other states where they think it will be easier to get jobs, or back to Mexico, where the majority of illegal immigrants in Arizona are from.”
So far, the law has done what it was intended to do. How has this law affected your company? Businesses that catered to the illegal population have seen drastic sales hits, apartments have seen a large wave of vacancies, what will be next?
Posted January 31st, 2008 by admin - Posted in Human Resources, Immigration, Other, Recruiting | | 0 Comments
(No Ratings Yet) Loading ...Pulled over for going 77 mph….are you a legal citizen?
I have heard the rumor. Maybe you have heard it too. The rumor is: Police Officers are now able to ask for proof of citizenship from anyone they pull over.
Are our public safety officers expected to become immigration officials? If this is true, how will the state handle complaints that only those with darker complexions are being asked their status? Is this really happening? If not now, will it? Some are saying that this new practice is already in effect. I tried to find some additional information to back this rumor up. All I could find were various articles stating something similar to this:
PHOENIX — Police in suburban Scottsdale have begun routinely asking for proof of citizenship from every suspect they arrest and turning those who are in this country illegally over to federal immigration officials. The procedure was started Oct. 15, a result of the September killing of Phoenix police officer Nick Erfle by an illegal immigrant, Erik Jovani Martinez. Scottsdale police had arrested Martinez on a misdemeanor charge 16 months earlier but they released him then because they didn’t know he was an illegal immigrant who had been twice deported. Erfle’s killing “caused us to look at what were asking suspects,” Scottsdale police Sgt. Mark Clark said. “If we arrest someone and then find that we called ICE (Customs and Immigration Enforcement) and they put a hold on them, then we know they have been deported and are back again.”
Reading this, it makes sense that an individual who has been "arrested" be properly identified. But is it going to far to pull people over and ask them their immigration status?
Posted January 14th, 2008 by Camille - Posted in Customer Service, Human Resources, Immigration, Other | | 1 Comments
(No Ratings Yet) Loading ...HB 2779….EFFECTIVE NOW!!
First day back at the office in 2008….and we have a new added (required) task we have to follow for all new hires….verify their eligibility to work utilizing the Federal E-Verify program. Have you registered??
There were concerns that the system will be "bogged" down with all of the last minute registrations. We registered on Friday, Dec. 28th and had NO problems completing the application and passing the tutorial. That, I think, is the easy part. The hard part is going to be working with our clients to have this process run as smoothly as possible.
Posted January 2nd, 2008 by Camille - Posted in Immigration | | 1 Comments
(No Ratings Yet) Loading ...AZ Minimum Wage Change January 1
Minimum wage in Arizona is changing just like the year is. It’s going up to $6.90 per hour effective tomorrow. Minimum wage will also be adjusted based on the cost of living yearly. Is it really a good thing to pay a higher minimum wage? What kind of message is it sending, is what I want to know?
Is this a move made to encourage legal workers to step into these low-end positions as illegal immigrants are being weeded out of Arizona business? Just a thought.
Posted December 31st, 2007 by admin - Posted in Benefits, Human Resources, Immigration | | 0 Comments
(No Ratings Yet) Loading ...How Does the Employer Sanctions Law Involve You
Q: If you are licenced in another state but hire in AZ how does the employer sanctions law affect you?
A: It is unclear how they will enforce this part of the law. However, as it reads right now, the new sanctions law requires an employer to use E-verify program, which is a federally run program. The E-verify program requires an employer to use this system for ALL employees if it uses it for one. So, the translation is that an employer would have to run all of his/her employees through the E-verify program. Having said that, there are some murmurings from attorneys and those who wrote the law that this was not the intent of the AZ sanctions law, and that the federal government will not require strict adherence to this part of their program for AZ companies. This is only a rumor at this point. Check with your employment attorney for direction on how you should proceed for your business and industry.
Posted December 27th, 2007 by admin - Posted in Immigration | | 0 Comments
(No Ratings Yet) Loading ...Judge Won’t Wait for Ruling to Start Enforcing
“A federal judge said Thursday he may let the state’s new employer sanctions law take effect while he debates its legality.“ This is a piece from an article I found on the East Valley Tribune website.
You can throw out all the advice that the lawyers are giving out to business owners, which is to wait for a ruling on the case. If they are going to enforce the law regardless of what lawsuits are coming forward against it, I wasn’t that far off with a prior post about the rush for businesses to enroll in the E-Verify program. All businesses that want to comply and be safe from the harsh penalties of the new employer’s sanctions law will now be signing up in record numbers.
Have you signed up yet?
Posted December 14th, 2007 by admin - Posted in Human Resources, Immigration | | 0 Comments
Call us:
1 (888) 700-8512
