Your Total number of Employees
Your Payroll Frequency / Method
Your Workplace Safety Risk Factor
Your Employee Benefits Products Offering Level
Your Turnover Rate Per Year
Frequency of Employment "Issues / Problems"
What will you do with the Saved Time?
Potential hourly VALUE of the Recovered Time?
Disclaimer: This tool's sole purpose is to illustrate reasonable potential value that might be available from a relationship with [our PEO/HRO], based on the general business model of recovering time from outsourcing, joining a larger group for its better buying power, and getting access to better employment expertise. The numbers illustrated are not guaranteed in any way and may be different based on variables not contemplated in this simple model. This model does not constitute a proposal nor a quote for PEO services.
Potential Financial Advantage:
$32,143
Potential Value of 0 redirected hours
$21,420
If refocused on driving Cashflow, Revenue, Margin
Replace Payroll materials costs
$1,900
Plus other possible employment related Service Fees
Employee Benefits savings
$4,455
Savings will vary by client. This will just be an estimate.
Workers Comp insurance savings
$1,091
Savings will vary by client. This is just an estimate.
HR Compliance Risk Reduction
$3,278
like EPLI and other fines and lawsuit avoidance costs and actual costs
~0 Hours Per Year
$0
$0
Many businesses now carry Employment Practices Liability Insurance (EPLI) and spend additional monies to protect themselves from the highly regulated and highly litigious employment environment.
A PEO client may be covered by ELPI insurance the PEO, and the PEO legal relationship further protects the client against employment risks.
A PEO's larger group may allow a client to receive lower WC costs. Plus enhanced safety initiatives further reduce risk, and improve productivity.
In addition to saving money on Employee Benefits through a PEO's larger group, many clients use this method to significantly enhance their benefits offering, at a fraction of the cost of doing so themselves. This gives them a competitive edge in attracting and retaining the best employees. Be sure to include your total costs (not just employer portions) of Medical, Dental, Life, Disability, etc.
Included in PEO services is the handling of payroll through a very advantageous co-
Additional costs replaced may include 125 plan fees, retirement plan fees, employment related legal costs, etc. And other costs that may be reduced include drug testing fees, background checks and more.
If this Time is currently that of an administrative support person, leverage its value by having that person take administrative tasks away from Revenue Driver and Margin Impactor employees, thus “giving” the freed up admin hours to those high value people.
If this Time is currently that of upper management who drive the business, then its value is immediately obvious.
If these hours can be eliminated, ensure you enter the TOTAL cost of wages, taxes, and benefits.
- Employment application updating / compliance
- ADEA compliance
- ADA compliance
- EEO compliance
- PRWORA compliance / administration
- IRCA -
I- 9 compliance / administration - FLSA compliance
- EPA complianceJob posting ad design
- PDA compliance
- GINA compliance
- Employment rights posters cost / updating
- COBRA compliance & administration
- HIPAA compliance & administration
- DOL communication assistance
- Title VII compliance
- Wage and hour claims response
- Human Resources compliant forms resource
- Employee handbook development / distribution
- Employee handbook changes / compliance updating
- EPLI -
Employment Practices Liability Insurance - Applicant resume reviews
- Employment verifications
- Motor vehicle record checks
- Criminal background checks
- Post-
offer drug testing - Employee onboarding process
- Employee files management -
HIPAA compliance - Employee files management -
retention tracking - Employee files management -
timely destruction - Employee anniversary date tracking
- Drug testing (reasonable cause, random, periodic)
- Disciplinary/probation policies / procedure development
- Disciplinary/probation action -
documentation / implementation - State(s) unemployment claims administration
- Participation in unemployment hearings
- Supervisor Training -
Interviewing - Wage / salary administration & research
- Employee / Supervisor Training -
Sexual Harassment - HRIS (Human Resource Information System) -
system mgmt & fees - HRIS -
manager access & training - HRIS -
employee self service access & training - HR management reports via HRIS
- Supervisor Training -
Termination Procedures
- PTO (vacation / leave) policy development
- PTO (vacation / leave) policy administration
- FMLA compliance / guidance
- USERRA compliance / guidance
- PPACA compliance / guidance
- ERISA reporting / disclosure (Form 5500, SARs, etc)
- Employee benefits communication / education
- Insurance coverage acceptance / waivers
- Retirement plan enrollment / waiver
- Annual shopping / comparing benefit options
- Annual rate negotiation
- Group Health / Prescription insurance
- Group Dental
- Group Vision
- Group Life
- Group Short Term Disability
- Group Long Term Disability
- Research / answer employee questions on benefits
- Benefit plans premium reconciliation / payment
- Open-
enrollment meetings / administration - Employee eligibility / change tracking and processing
- Voluntary benefits plans shopping
- Voluntary benefits enrollments / administration
- Voluntary Life
- Voluntary Disability
- Retirement Plans -
Standard 401k, Safe Harbor, Roth - Retirement plan fiduciary risk management
- Retirement Plan -
Form 5500 filing - Retirement Plan -
annual discrimination testing - Premium Only Plan (125) administration
- FSA (125) administration
- Dependent Care (125) administration
- HSA / HRA plans
- Workers Compensation (WC) coverage
- WC -
upfront deposit management / negotiation - Pay-
as- you- go WC coverage - Annual wage & premium audit
- Experience Modifier verification / correction
- WC claims administration / first report of injury
- Accident investigations
- Post accident drug testing
- Return to work programs
- Safety audits / inspections
- OSHA compliance
- OSHA 300 log maintenance
- Safety training
- Certificates of insurance administration
- W-
4 administration - State withholding forms administration
- Payroll processing: either service or internal, plus software, checks, materials, etc
- Direct deposit
- Quarterly form 941 filings
- State(s) quarterly withholding tax filings and deposits
- State(s) Unemployment Insurance (SUI) quarterly tax filings
- W-
2 and W- 3 preparation and distribution - Federal unemployment administration -
940 filing - State(s) Unemployment Insurance account & rate
- SUI experience rate(s) verification / negotiation
- Certified payroll
- IRS compliance / correspondence (employment related)
- CCPA compliance / guidance
- Garnishment liability / paperwork processing
- Lost checks -
stop payments / re- issue - Responding to employment and wage verification request
Human Resources Benefits Management Workers Comp and Safety Payroll and Tax Admin
108 employment tasks, services and products are in this model.
Laws not applicable to the size business you entered are automatically not included in the time estimate.
If your company is NOT doing all or most of the remaining things, there would be great value in doing so, both from the aspect of controlling employment risk, and optimizing the performance of your employees.
Workplace Safety Risk Factor -
1: totally administrative/clerical
2: exposure outside of office -
3: restaurant
4: autobody shop
5: printing company
6: sheet metal shop
7: inside electricians
8: trucking
9: building erection
10: roofing
These are just examples. Your exact profession/profile may not be listed here.
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