 | PEO (Professional Employer Outsourcing) | | | | Ultimate Protection and Service | | CPEhr has been a PEO industry leader since 1982 -- years before the term PEO had even been invented. | Under a PEO model, a Co-Employment relationship is created, wherein CPEhr shares in the risk and responsibility of being the employer. New to PEOs and Co-Employment? Click here to learn more about PEOs and Co-Employment. CPEhr’s PEO solution provides the ultimate protection and service capabilities available on the market today in the field of human resources administration, training, and compliance. With over 25 years of PEO expertise, CPEhr’s PEO model provides the industry's most outstanding solution for the management of employment-related activities. If your business operation is based in California, you face unique employment challenges. Click here for more information about our personalized California small business PEO solutions.
| Services offered under the PEO include: |  Human Resources Consulting Services | | Management Training and Development | | Worker's Compensation Claims Management | | Loss Control services | | Procurement of Employee Benefit Programs | | On-Site Representation and Employee Relations | | Employee Practices Liability Insurance | | Legal Indemnification of certain employment exposures | | | | | What is a PEO? | | Professional employer organizations (PEOs) enable clients to cost-effectively outsource the management of human resources, employee benefits, payroll and worker's compensation. PEO clients focus on their core competencies to maintain and grow their bottom line. | | | | The Role of PEOs in Today's Workplace | | PEOs — One Response to Market Demands For Change | | American business is undergoing fundamental changes in human resource management, and the PEO industry is a response to market demands. There are several factors driving the growth of the industry. First, over the last two decades, this nation has seen a significant increase in employment-related federal, state, and local laws and regulations. Second, the expertise required to manage a small to mid-sized business has outgrown the experience and training of many entrepreneurs who started these businesses. Third, working Americans demand comprehensive, affordable health care, retirement savings plans, and other employee benefits for themselves and their families. In response to these demands, the PEO industry has divided business into several manageable parts. | | | | Helping Entrepreneurs With the "Business Of Employment" | PEOs offer to their clients and worksite employees the services and expertise of a personnel department within a large corporation. Few, if any, small businesses can afford a full-time staff consisting of an accountant, a human resource professional, a lawyer, a risk manager, a benefits manager, and a manager of information services. PEOs offer this expertise to their clients.
The PEO and Client enter into a Co-Employment relationship, through which the PEO offers its services. By providing these services, PEOs enable their clients to concentrate on their core business without the challenges and distractions associated with the "business of employment." As a result, PEOs enhance the profitability of their client companies. The PEO's economy of scale enables each client company to lower employment costs and increase the business's bottom line. The client can maintain a simple in-house HR infrastructure or none at all by relying on the PEO. The client also can reduce hiring overhead. Costs related to monitoring of, and compliance with, employment laws are reduced, as are the often significant costs of failure to comply with such laws. In addition, the PEO provides time savings by handling routine and redundant tasks for its clients. This enables the business owner to focus on the company's core competency and grow its bottom line. | | | | Helping American Workers and Their Families | In addition to providing important services to their business clients, PEOs offer substantial advantages to worksite employees. In many cases, these employees would not be provided the number, or quality, of benefits that a PEO can offer. These benefits may include health insurance, retirement savings plans, disability insurance, life insurance, dependent care reimbursement accounts, vision care, dental insurance, employee assistance plans, job counseling and educational benefits. Each individual small business's cost of establishing and administering this range of plans would be prohibitive. However, due to economies of scale, PEOs can sponsor and offer these plans at an affordable cost. What is Co-Employment?Co-Employment is the relationship created between a PEO and its clients, wherein the PEO shares in the risks and responsibilities of being an employer. Co-Employment is defined as the contractual allocation and sharing of employer responsibilities between the PEO and the client. The PEO assumes the role of the Administrative Employer and is recognized as the legal Employer-of-Record. The PEO takes on numerous administrative, and strategic, functions for their clients. These functions include: - Paying the Employees and Filing Payroll Taxes
- Issuing Workers’ Compensation Insurance Coverage
- Providing Employee Health Insurance Coverages
- Training Management and Staff
- Implementing Risk Management and Safety Plans
- Providing Employment Consulting and Compliance
- Managing Administrative Human Resource Functions
The client maintains the role as the Administrative Employer and continues to manage and oversee all day-to-day activities relating to their internal operations. They provide worksite employees with the tools, instruments and place to work, and continue to oversee the hiring, firing, establishment of wages, and direction of the workforce. The PEO assists in ensuring that worksite employees are provided with a worksite that is safe, conducive to productivity, and operated in compliance with employment laws and regulations. In addition, the PEO provides worksite employees with workers' compensation insurance, unemployment insurance, and a broad range of employee benefits programs. | | | | |
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| | | | | | | | | | Whenever I have a | | | | question about labor law or the proper way to handle a particularly prickly employee situation, CPEhr steps in and lends a hand. They are always there to | | | | advise and lead me in the right direction. | | | | | | | | President,,
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