Are you overwhelmed by the difficulties of health insurance? If so, you’re not the only one. Back in 2021, 27 million Americans didn’t have insurance. That’s 8.3% of the population. Now imagine the peace of mind of having a comprehensive health insurance plan. A PEO health insurance plan can do that.
Don’t let the confusion and uncertainty of health insurance hold you back any longer. Read on to take the first step towards a better, more secure future.
What Is a PEO Insurance Policy
PEO insurance is a type of insurance that can protect employers and their employees. It’s for if something happens, like an accident or injury. This insurance provides beneficial coverages like:
- Workers’ Compensation
- General Liability Insurance
- Employment Practices Liability Insurance
If you are looking for a PEO insurance policy, it’s easy to find a provider to help you get the best rates. Providers help businesses to manage cost risk and improve loss control.
PEO insurance plans help employers follow state laws. At the same time, they’re able to provide quality coverage at affordable rates.
Workers’ compensation is a kind of insurance that helps people who get hurt at work. That means they can pay their medical bills and other costs if someone gets hurt on the job.
It can also help them if they can’t work because of their injury. Workers’ comp is essential because it protects workers and their families.
General Liability Insurance
This coverage serves a different purpose than the previous insurance. It’s for third-party claims.
For example, a customer may slip and fall on a wet floor in a store. They might bring a third-party claim against the store owner for their injuries.
Employment Practices Liability Insurance
This insurance helps businesses protect themselves against lawsuits brought by employees. It covers things like:
- Wrongful termination
- Sexual harassment
- Breach of contract
- Wage and hour violations
This insurance helps the business pay for lawyers and other costs if employees sue. It also helps protect the business from losing a lot of money in a lawsuit.
What Do PEO Companies Do?
Professional employer organizations offer services that help businesses manage their insurance policies. They can also help with payroll processing.
These services are tailor-made to each business’s needs. Thus, staying current on insurance regulations and paperwork requirements.
PEOs confirm that the policy is suitable for the business. They also help companies update their insurance policies when needed.
That way, employees have the correct insurance requirements on an ongoing basis. Besides taking care of insurance policies, PEOs often provide payroll services.
This includes automating tedious tasks. PEOs can automate payroll services like:
- Payroll processing and calculations
- Tax withholding and compliance
- Direct deposit and payment disbursement
- Earnings and deductions tracking
- Payroll reporting and record keeping
- Employee self-service and access to payroll information
- Time and attendance tracking and management
Automating these services can help clients save time and reduce errors. As a result, companies can free up resources to focus on primary business activities.
What Is the Benefit of a PEO?
Are you tired of spending time and money on managing your HR functions in-house? Do you want to focus on your core business activities and leave HR management to the experts?
If you answered yes, then you’ll love the other benefits. Here’s information on the benefits you can look forward to.
Time and Cost Savings by Outsourcing HR Functions
One of the key benefits is outsourcing HR functions to a single provider. Thus, saving time and money.
Businesses can avoid the need to hire and manage their own HR staff. Now they can rely on the PEO’s expertise and resources. PEOs can handle payroll, benefits administration, and compliance with employment laws.
Expertise and Resources in HR Management
A PEO has extensive experience and knowledge in HR management. They can provide businesses with access to a range of resources and tools.
This can include things like HR software and training and development programs. Plus, they can offer other support services to stay on top of things.
Compliance With Employment Laws
Following state and federal employment laws can be complex and challenging for businesses. This is especially true for those that are not familiar with the details of these laws.
A PEO can help businesses stay compliant by providing guidance and support on issues. These are the common issues:
- Hiring and firing practices
- Wage and hour laws
- Equal employment opportunity
- Family and medical leave
- Employee safety and health
- Employee benefits and retirement plans
- Discrimination and harassment
- Employee privacy rights
- Employee records and documentation
- Drug and alcohol testing
- Unemployment insurance
- Workers’ compensation insurance
- Payroll taxes and reporting.
Access to a Wider Range of Benefits and Insurance Options
A PEO can give businesses access to various benefits and insurance options. That is especially true when compared to what companies can offer on their own.
PEOs can help with health insurance, retirement plans, and other employee benefits. These benefits are what attract and keep top talent.
In this competitive market, a comprehensive package will decide the competition. Employee satisfaction is essential for companies that want to stand out.
What Is ASO?
ASO stands for Administrative Services Only. ASOs provide businesses with administrative services, such as payroll, benefits, and HR support.
But they don’t assume responsibility for the legal relationship with the business’s employees. It’s the opposite for PEOs.
PEOs are companies that handle employee-related legal responsibilities for businesses. They act as co-employers in the industry.
ASOs and PEOs both provide similar services. That said, there are some key differences between the two.
An ASO provides services on a transactional basis. That means on a one-time or short-term basis.
For example, an ASO might provide payroll services on a transactional basis. The business would then pay the ASO for each payroll run. They do this instead of entering into a long-term contract.
Pros and Cons of Doing Business on a Transactional Basis
The main perk of doing business on a transactional basis is flexibility and control. Because the company is not locked into a long-term contract, it can use the ASO’s services as needed.
If it’s not satisfied with the level of service, it can always switch providers. This can allow the business to respond fast to changes in its HR needs.
There are some potential drawbacks to doing business on a transactional basis. Companies might lose out on bulk discounts available through a long-term contract. The company may also not have the same level of access to the ASO’s expertise and resources.
This decision will depend on the specific needs and circumstances. For some, the flexibility and control transactional give may be a significant advantage. The stability and predictability of a long-term contract may be more appealing to others.
Transactional business is like walking a tightrope – careful steps are a must to avoid falling. The pro is that there are clear agreements, leaving little room for misunderstandings. The con is the lack of flexibility, making long-term relationships hard.
What Is HRO?
HRO is a service a company can use to get help taking care of their employees. It helps companies handle things like employee benefits and salaries. That includes paperwork related to HR tasks too.
When companies use this service, hiring and managing HR staff are a thing of the past. Instead, they can hire outside experts who already know the ins and outs of HR management.
This can save time and money in the long run. Plus, these experts have experience with many different kinds of businesses.
That means companies can avoid common mistakes. In other words, HRO helps businesses focus on what they do best while getting the expert help they need!
Comparing All Three
HRO often involves outsourcing specific HR functions. Those functions include payroll, benefits administration, and employee training.
ASO involves outsourcing a broader range of administrative tasks. Think of tasks like accounting, IT support, and legal services.
PEO involves outsourcing the entire HR function. They provide HR support, payroll, benefits, and other HR services to the company.
The PEO becomes the employer of record for the client’s employees. And they assume some of the legal and financial responsibilities associated with employment.
One key difference between HRO, ASO, and PEO is the level of control and responsibility. In HRO and ASO, the client company maintains control. The client handles managing and making decisions related to their employees.
In a PEO arrangement, the PEO assumes some of these responsibilities. They may even have more control over the employees.
What to Consider Before Deciding to Use a PEO?
Companies should check their needs and consider the potential benefits and drawbacks first. Here are some factors to consider:
- Level of control and responsibility the client company is willing to hand over to the PEO
- The expertise and support the PEO can provide
- Access to group health insurance and retirement plans that the PEO can offer
- Potential cost and impact on the company’s budget
- The potential impact on the relationship between the client company and its employees
- The reputation and experience of the PEO, including any potential risks or issues
How to Get Started With a Plan
Once you’ve chosen a PEO, the process for getting started will vary depending on the company. But often, you can expect the following steps:
- Contact and set up a consultation to discuss your business needs and how they can help
- Sign a contract that will outline the services provided and any associated fees
- Work to transfer your employee records and benefits information to their system
- Begin using their services, such as payroll, employee benefits, and compliance support
It’s essential to review the contract and make sure you understand everything. Working with a PEO can be a valuable resource for small and medium-sized businesses. But it’s vital to ensure the arrangement is a good fit for your company.
Legal and Regulatory Aspects
The legal and regulatory aspects of using a PEO can vary. It all depends on the specific laws and regulations in the jurisdiction of operation.
There may be differences when comparing payroll services between healthcare and retail. This is because the healthcare industry regulates differently than the retail industry.
PEOs are subject to the same laws and regulations as other employers. That includes laws related to employment, taxation, and benefits.
In some cases, PEOs may need to get licenses or certifications to operate in certain areas. Some states call for a registration certificate from the state’s labor department.
PEOs are also subject to the same employment laws as other employers. That means laws related to wages, overtime, and discrimination.
Besides this, they must follow tax laws and regulations on paying federal and state taxes. They must also report employee information.
They may need to file tax returns on behalf of their clients and their employees. The responsibility for the payment of taxes and other fees may even fall on them as well.
Businesses need to consider the aspects and implications of using a PEO. And then, they should choose a PEO with a proven track record of compliance with relevant laws and regulations.
Get PEO Health Insurance Today
Now you know the different types of HR outsourcing, the benefits, and the potential drawbacks. You also know the legal and regulatory aspects of using a PEO.
If you decide to use one, review the contract carefully and choose one with a good track record of compliance. PEO health insurance and other services can benefit small and medium-sized businesses. But the arrangement needs to be a good fit for your company.
Economic growth and innovation are paramount. Do you still have questions about insurance? If so, contact us today, and let’s get started on the right plan for your business.