However, this is not a true statement, even according to the NAPEO. PEOs often say that becoming the employer of record eliminates your liability. The PEO’s Claim to Eliminate Employer Liability This way it is a little easier to compare the two.īy Brian Hassan, Managing Director of BayPoint Benefitsġ. Let them put their pricing into your model. I would build a quick financial model of what my internal costs are (Payroll/Benefits/Taxes/Comp/Hard & Soft Costs of running business) and share this with vendors. Who does internal investigation? Am i covered with EPLI? How much? What is my exposure? Etc.Ħ. For example, what if there is a harrassment claim. You may want to provide some “what if” scenarios as well. There are no companies in the HR industry that I know of that don’t have some extra fees. In the Trinet contract, the exact breakdown of responsibilities is listed.ģ. I for one believe the positives outweigh any negatives.Ģ. I would be very clear on what it means (both positive and negative) to be in a co-employment relationship. You are looking at a company that uses co-employment (Trinet) and one that doesn’t (SharedHR). I can give you a couple tips on what I would do during the evaluation process.ġ. I am in the PEO industry so I can’t give you an unbiased opinion on whether or not this will help your company. Does anyone have any experiences, good or bad, with the use of PEOs as a replacement for human resources? We are currently evaluating both SharedHR and Trinet to see if something in that vein would be a good move for the company.
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