Can’t find the answer you need here? Contact us today!
Can’t find the answer you need here? Contact us today!
Ready? Here’s our list:
Yes, under our PEO model, we do. In fact, many small employers come to TEG because their health care costs have gotten out of hand. Small employers are subject to widely fluctuating insurance premiums. TEG’s large employee pool tends to lead to moderate insurance costs. We offer our clients the exact same coverage we get for ourselves—so we’re negotiating hard to get quality coverage and the best value we can.
No, but we recommend it. You can waive participation, though, if you want.
Yes we can. We’ve got people on staff who are certified experts on the Affordable Care Act and an attorney who makes sure we are up to speed with every update, delay and development coming out about the ACA. If you’ve got a question, we can answer it.
You bet we do. Under the Affordable Care Act, employers cannot offer flexible spending accounts unless they are also offering health insurance to their employees. But we do offer FSAs for those already offering health insurance and guess what? We don’t charge for it. That’s right. If you hire us to process your payroll, we offer our FSA services for free. Hard to beat that, right?
Take a look. We assign each of our clients a real TEG team member, with a real telephone number and a real email address to work directly with you, on any issue that arises for your business. We aren’t one of those “800-number” businesses, nor do we rely on any sort of phone tree support. You’ll get assigned a payroll specialist and/or an HR consultant who you can rely on for any of your HR and payroll needs.
In a nutshell, we can offer almost anything you ask for. Here are some of them:
And, that just about covers it!
Most organizations’ largest business investment is in its people and the benefits offered to those people. In order to get the best return on your investment, doesn’t it make sense to have a quality human resources department? Human resources is an ever-changing industry, with complex laws and regulations. Just trying to keep up with the changes can be a full-time job for any business owner. Grabbing onto a business like The Employer Group to be your HR resource can only benefit your business – large or small.
Small business owners need to focus on “the business of their business.” Most small business owners don’t have the necessary training, knowledge or background required in the “business of managing employees.” TEG brings this expertise to its clients and frees business owners to focus on their core business with fewer headaches. Plus, we’re just fun people to be around.
Not a chance. All hiring decisions are ultimately your decision. Remember, though, that as your HR resource, we will provide you with guidance and education on best hiring practices, if you’d like.
We certainly think so. Under our PEO model, and by providing a comprehensive benefits plan, you are able to compete with larger employers for quality applicants, not to mention retaining your existing workforce. And, if you need some light help in recruiting workers, that’s part of our job, too.
No. We are not an employment agency and we don’t want to be one. We will help our clients define their employee search parameters, job descriptions and help with pre-qualifying interviews. But our focus really is on making your business operate smoother after you’ve hired your employees.
In a PEO relationship, we share with you in advising on the entire spectrum of employment regulations, including federal, state and local discrimination laws. These regulations include, but are not limited to, Title VII, ADA, ADEA, FMLA, HIPAA, Equal Pay Act, and COBRA. However, the client, as a worksite employer, must also comply with these laws.
If we are acting as an HR consultant for you (without a PEO relationship), our job is to provide you with HR advice, guidance and education regarding employment laws and regulations. Your job is to adhere to that advice, guidance and education, so ultimately, the responsibility for adhering to the law is yours.
The Employer Group works with nearly every type of industry. Really, any company interested in improving its delivery of human resources to its employees can benefit from outsourcing its HR Department. Check out the Industries we serve.
Boy, do we process payroll. We also handle all governmental payroll tax deposits and reports, as well as annual W-2 reporting. Payroll processing is just one of our services we can separate from our other services, so if you are looking for a payroll company, you’ve found the right place.
Ready? Here’s our list:
Of course. The Employer Group provides W-2s and makes them available to employees electronically and by mail.
We’ve got you covered. TEG takes over the responsibility for reporting and paying federal and state payroll taxes for you, including state unemployment taxes. For our PEO clients, TEG usually reports these under its own account number. But some states still require us to report unemployment taxes under our client’s account number, but we would still handle the processing. For our non-PEO clients, we still do all the work – we just do it under your very own account numbers.
Because we guarantee it. It’s that simple.
Of course! We wouldn’t have it any other way. Not only do we offer and encourage direct deposit, each employee will have online access to his/her pay history, as well as his/her W-2 at the end of each year.
You bet we do. And we don’t charge for that, either.
No. We can get you started at any time, on your timeframe.
Absolutely. We will either work with you to arrive at the best solution to make sure you can track your time the way you want to – whether that’s manually, electronically or with state-of-the-art time-tracking systems many of our clients use.
The true answer is that it depends – depends on how many employees you’ve got, whether you need help setting up an unemployment insurance or worker’s compensation account, etc. But you can be assured that we’ll help you every step of the way and do the legwork so the paperwork is done as soon as possible and to your complete satisfaction.
We bill our clients based on what our clients want and need.
Only interested in payroll services? We charge our clients a flat fee for each payroll run, as well as a per-employee fee each month. We do not bill for extras, such as delivery of W-2s or quarterly reports, like many of our competitors do.
Only interested in human resources consulting services? We can bill our clients a variety of ways for human resources consulting: on a project basis, an hourly basis or a retainer basis. Again, it depends on our client’s needs.
Looking to outsource your entire HR Department (i.e., payroll, HR consulting, benefits, unemployment and worker’s compensation accounts)? If that’s the case, we’ve got you covered. We serve the majority of our clients under a PEO model. By doing so, your business is able to access the same health, dental, vision, long-term disability, 401(k) and life insurance as thousands of other TEG employees, likely resulting in significant cost savings, given economies of scale. And, we administer unemployment insurance and worker’s compensation accounts on your behalf. Or, if you want to keep your employees to yourself, we can do most of the same, but under what’s called an ASO (Administrative Services Only) model.
So, how do we charge for these two types of services? Whether you are interested in the PEO or ASO model, the billing structure is the same. We invoice our clients each month and itemize all charges billed to the client during the applicable pay periods. That invoice will include on it an administrative fee (a per employee, per month charge), as well as the amount of payroll paid on behalf of the client to the employees, any benefits the client has agreed to pay on behalf of its employees, any expense reimbursement paid by TEG to employees, as well as the direct payroll cost.
TEG arranges for its clients to pay their invoices through ACH (also known as electronic funds transfer), in order to ensure efficiency.
Our fees for processing payroll are based on how often we’d run your payroll (example: weekly, bi-weekly or semi-monthly) and the number of employees on your payroll each month. And guess what? We do NOT charge you any additional fees for specialized reports, distributing W-2s or year-end tax filings. With us, what you see is what you get.
At The Employer Group, we use an unbundled bill approach, so you can see exactly what you are paying for – no hidden costs, at all.
Nope. The beauty of outsourcing your HR Department is that you can decide how much you want to outsource. If you only want us to process your payroll, we can do that. If you just need assistance from an HR professional every now and then, we can do that. If you need to re-work your employee handbook, job descriptions and discipline forms, we can do that. And, if you want to rely on The Employer Group for all of your HR needs and provide your employees with a comprehensive benefit plan, we can absolutely do that.
We do have one exception though. We don’t sell insurance. That means you can’t hire The Employer Group to provide health insurance to your employees. If you want to take advantage of the large group insurance rates The Employer Group has to offer, your employees need to become our employees, under a PEO relationship. With that limited exception, you can pick and choose what you need us for, and we’ll be there for you.
PEO stands for Professional Employer Organization. A PEO is a co-employment relationship, where the company (in this case, The Employer Group) becomes the employer of record for your employees. A PEO relationship offers distinct advantages for our clients.
First, as a co-employer, The Employer Group processes all payroll-related government-required tax filings for all of their clients. Doing so creates efficiencies in workflow. Next, since all of the your employees would now legally be our employees, we negotiate worker’s compensation and other benefits with a larger pool of employees, often resulting in cost savings.
PEOs are regulated in each state and The Employer Group has been a registered PEO for over 17 years and is now certified in 29 states.
For more information about PEOs, visit www.napeo.org.
Yes. While the majority of our clients enjoy a PEO relationship with us, we provide an array of other services. Check it out; we are sure you’ll find something that will fit your needs.
No, it isn’t an evil attempt to take over your company. The PEO relationship involves a contractual allocation and sharing of employer responsibilities between the PEO and the client. This shared employment relationship is called co-employment. Each party is responsible for certain obligations of employment, while both parties will share responsibility for other obligations. Both the PEO and the client are the “employer” for some purposes, but neither party will be found to be the employer for all purposes.
The client provides worksite employees with the training and tools needed to perform their job, in addition to the actual place of work. The PEO provides human resources services to worksite employees, such as worker’s compensation Insurance, unemployment insurance and a broad range of employee benefits programs, and is responsible for collecting and remitting payroll taxes.
And if you think it sounds like legal mumbo-jumbo just to give you an advantage, you’re right. We don’t make the laws, we just follow them—but we do it in a way that makes sense for you.
Absolutely. Our payroll system is designed to help you track your PTO plan on a real-time basis.