Get 10% off for a year when you try our services!
Signed in as:
filler@godaddy.com
Please reach us at CustomerService@XLPEO.com if you cannot find an answer to your question.
When your company partners with a PEO, you are entering into a co-employment arrangement where the PEO handles all financial aspects of your company's HR department (in most cases) :
To do all of this, they calculate and withdraw the money necessary to pull this off from your company's bank account in one lump sum.
It all magically gets handled. PEOs are awesome.
A PEO usually charges per employee to handle all of these services. But you can easily see why it's well worth it. XLPEO has to handle those employees and operations, which leads to that great for you. Also, you don't have to waste your time figuring out complicated compliance laws that are changing constantly and they have your back when HR situations arise. As many companies know, they received their fair share of notices from the state for late payments or missing paperwork. Almost all are happy to outsource the work to someone else.
As a small business, a PEO brings all the benefits of a large company because you are negotiating benefits and pricing with insurance companies within a large pool of people. By being a part of it, you have access to a bunch of great options. On top of that, the premium cost was ~20% less than what most are paying,
XLPEO can assist you by providing your company with a "no cost" and "no obligation" customized PEO proposal known as our "XLPEO FOCUSED SOLUTIONS PLAN" today !
So contact the XLPEO today (1-866-GoXLPEO) and find out that our solutions are right for you and your company.
Professional Employer Organizations ("PEO") can provide cost-effective services that help small to mid-sized companies better manage their employer responsibilities and risks. PEOs are in the "business of employment" and provide real relief to employers through services and resources that include workers' compensation coverage, payroll and employment tax administration, safety/risk management support, human resources support, labor law compliance, as well as employee benefit programs. By "hiring" a PEO to assume these non-core business functions for your company you are free to manage your company's product development and production, marketing, sales and service.
Quite simply, a PEO is a "one stop shop" that allows companies to outsource most of the time consuming and costly functions associated with employee administration. Better still, you get your workers' comp coverage with no deposits and no year-end audits!
Change is inevitable. Managing change in the workplace is an everyday responsibility for business owners and managers.
Often, change is predictable or planned well in advance, such as:
These are all evolutions in a business for which you usually have ample time to prepare and get your employees on-board.
But what about the changes you don’t see coming?
What about those times when you are caught completely by surprise – and not at all in a good way? How can you anticipate the unknown? How can you fix these types of problems and, better yet, protect yourself against them in the first place?
As challenging as it can be to prepare for the what if, the cost of not doing so can be high. Without a plan for managing unexpected change in your workplace, crises can turn into catastrophe. The results can be dire:
Change may be inevitable, but the damage inflicted by unexpected events doesn’t have to be.
All Industries (below are listed key industries we have perfected our services for)
Although we provide great service to all industries. Our specialty is giving the focused and quality services that are over-looked at other companies such as :
Coverage for long-haul trucking, towing, medical transport, refuse collection and more.
We specialize in coverage for janitorial operations and construction contractors.
Nursing and convalescent homes can be subject to a number of risks, so finding the right programs to mitigate those risks is a must.
We make finding programs for warehousing operations easier than finding products in the warehouse.
Whether you're a new startup or a seasoned multi-state provider looking to get an edge in the marketplace, XLPEO can get you the access you need.
You have a specific vision for your company and are working hard to develop it into reality. Thus you might fear that entering into a co-employment scenario with a PEO means you’ll have to give up decision-making power in your business as well as the ability to operate it the way you want.
But rest assured — a PEO is employer for certain purposes only (e.g., payment of wages and payroll processing). This frees you up to focus more intently on your revenue-generating projects. You’ll also continue to control and run your core business.
As a co-employer, a PEO works right alongside your business. Its role is similar to a director of human resources (HR), a trusted confidant at the leadership table, operating at your direction.
You tell the PEO what you’re trying to accomplish, and the PEO provides you with HR guidance and best practices on how to achieve those goals optimally while potentially minimizing risks.
For example, if employment regulations or labor laws change suddenly, being with a PEO can give you access to timely information that empowers you to make the best decisions.
Earlier we compared PEOs to HR directors, but that doesn’t mean that joining a PEO will make letting go of your internal human resources staff inevitable.
In reality, not a lot of senior HR professionals enjoy tactical HR management tasks (e.g., developing an employee handbook or healthcare benefits administration). Frankly, they would rather be developing an HR program that supports their company’s goals. However, if they’re too busy with administrative tasks, they don’t have the time to pursue strategic projects.
With a PEO, your HR professionals may find that they have more time to work on strategic projects that might otherwise sit on the back burner. By outsourcing time-consuming administrative and compliance tasks to a reliable co-employer, your in-house HR professionals may become more valuable to you.
For instance, your HR department will now have time to finally tackle that performance management initiative that identifies appropriate training opportunities for your employees.
Additionally, when you work with a PEO, you gain access to a team of HR professionals who work with a number of industries and can bring HR best practices from those industries to the table.
It’s unlikely, too, that even the most talented HR professional you can hire will have the breadth of experience and knowledge that you can get from a PEO’s team of HR specialists, professionals who are continually gaining deeper insights through the experiences of their other clients.
A PEO’s HR specialists are also generally available when your internal team may not be available. For example, if your HR director is out of the office, you still have a knowledgeable team of HR professionals who can make sure you have the best and most up-to-date information when an unforeseen issue arises.
At the same time, as your business grows, outsourcing HR can help you save money when it comes to HR staffing. Joining a PEO may make it possible to keep your organization’s internal team small, while other companies struggle to increase HR headcount to keep up with growth in other departments.
As a small business, maybe you’ve benefited from programs that were only available to you because of the size of your company — e.g., state grants or Paycheck Protection Program (PPP) loans.
If so, you may wonder if you’d lose your small business status and be classified as a large employer once you join a PEO.
Generally, most PEO clients retain their eligibility for many grants and economic incentive programs, and the PEO can help you qualify for more of these special opportunities by providing you with organized employee information and reports that are readily available. As a result, a PEO client may find themselves more ready to apply (and apply quickly) when an opportunity presents itself.
Employees leaving because their company enters a PEO relationship is virtually unheard of. In fact, the opposite is likely true.
With a PEO, your staff gains access to employee benefits that rival that of a Fortune 500 company — including health insurance plans, retirement and other benefit plans.
Moreover, because PEOs don’t get involved with the day-to-day operations of a client company, your employees should easily understand that they still work for you.
In other words, PEOs aren’t in the business of changing company culture (unless that’s something you need help with, of course). Rather, a PEO enhances the culture of an organization and creates a more engaged and productive workplace.
When it comes to hiring and firing, your company will still make those decisions. However, with the assistance of your PEO’s HR specialists, managers will breathe a sigh of relief when they know they’re doing things the right way. And you’ll feel better knowing that the PEO is helping to manage potential risks.
For example when you work with a PEO, your supervisors will be trained to follow through with progressive discipline, if necessary. They’ll learn how to counsel employees and document discussions so that you can make sure everything is handled and documented properly in the event of an employment claim.
With recruitment assistance from your PEO, you can find a candidate with not only the right skills, but also someone who fits in with your organizational culture.
A good PEO’s recruiting team will take the time to get to know your organization. From there, they can help you decide what kind of skills and experience your new employee needs to be successful. When the time comes to narrow your list of candidates, you’ll be able to focus on qualified candidates, rather than sifting through bad ones.
Copyright © 2024 XLPEO - All Rights Reserved.
Powered by xlpeo.com
This free, non-obligated
and totally private
"XLPEO Focused Plan & Proposal"
will be informative, innovative
and life-changing
with a simple request.....