10 WAYS TO SAVE $10,000 IN HUMAN RESOURCES

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "10 WAYS TO SAVE $10,000 IN HUMAN RESOURCES"

Transcription

1 10 WAYS TO SAVE $10,000 IN HUMAN RESOURCES 1

2 The Largest Line Item in any Surgery Center s Budget is Hiding the Most Savings Operating efficiently has become increasingly important as the ambulatory surgery center (ASC) industry has matured. More competition for patient volume along with dropping reimbursements have taken a toll on revenue, and proactive centers have responded by finding ways to save, including tactics such as reprocessing surgical items, automating supply chain, and improving revenue cycle. However, for most centers, human resources (HR), one of the top three largest line items along with building rent and medical supplies, remains untouched. Small and mid-sized companies don t usually have access to the expertise of a full human resources team, said MedHQ CEO Tom Jacobs. For healthcare organizations, this expertise is incredibly important because more than revenue is at stake. One missed regulation could affect accreditation resulting in downtime for the entire facility. Mistakes in HR can damage finances, patient satisfaction, surgeon satisfaction, employee satisfaction and the reputation of the entire organization. MedHQ has worked with 70+ healthcare facility partners to find additional savings that also deliver the benefits of improving employee satisfaction and reducing risk. Through the process, MedHQ gleaned a host of key findings that guided the creation of the MedHQ 10-Point HR Audit. The 10-Point HR Audit identifies inefficiencies that, when addressed, can result in six-figure savings for a healthcare facility. We were very surprised to find out how much money we could save. MedHQ identified nearly that we could re-capture and put to work in other parts of our business. Scott Glaser, M.D. Pain Specialists of Greater Chicago

3 1. 401K 401K plans are often run very inefficiently and three components drive up costs: Third-party management (TPA), investment fees, and the registered investment advisor (RIA). The company sponsoring the plan may be paying a third-party to manage their plan. TPA administrative costs range from $3,000 - $5,000 a year. Additionally, fund companies commonly charge basis points on asset balances. Strategies that lower the weighted average mutual fund expenses closer to 30 basis points can save participants $1,000 - $7,000 a year. Also, registered investment advisors or brand name fund managers, who select the funds, charge basis points. Those RIA fees can be negotiated down. The best option to lower cost on the 401K program is to wrap RIA and TPA/compliance services into one program. Depending on the size of the program, this can save participants $3,500 - $12,000 annually. 2. Health Plan The employer share of the health plan typically costs $80,000 - $200,000 per year. Employees contribute another - $60,000 annually. The first priority is to limit annual increases to 2-4% a year rather than the 10-20% found at many surgery centers. This saves the employer up to $36,000 annually, and also provides significant savings for employees up to $11,000 a year. Another opportunity is properly adjudicating the monthly insurance bill. Instituting tracking to ensure employees who leave are removed from coverage at the appropriate time can result in savings totaling $8,000 $20,000 a year. Organizations who research, negotiate and purchase a plan on their own have recently been subject to significant increases due to Patient Protection and Affordable Care Act coverage mandates. Participation in a Professional Employment Organization (PEO) with their collective power, gives employers access to optimal plans, plus they have the ability to gain credit for promoting wellness and mitigating health risk. 3

4 3. Paid Time Off (PTO) Surgery centers can save money by utilizing process automation ideas such as outsourcing PTO administration and employee self-service (ESS). A center with three managers can save hours per year when those employees are relieved from administrating programs such as PTO, onboarding, offboarding and Occupational Safe and Health Administration (OSHA) reporting. If these employees earn on average $50 an hour, the savings are $5,000 - $10,000 annually. Properly administering PTO in a non-automated environment is incredibly time-consuming for ASC managers who are starving for more time to negotiate better contracts, recruit new physicians or implement a new service line at the center, said Jacobs. Managers need to spend time on strategic work rather than administrative tasks. 4. Worker s Compensation Insurance Analysis of claims over the past five years shows the cost of claims generally follows the 80/20 rule. An average surgery center may have one worker s compensation claim per year and about 20% of the time that claim will materially impact the worker s compensation insurance premium. MedHQ Worker s Compensation Claim Analysis ( ) $0 - $5K 80% $5K - $25K $25K - $75K $75K+ 10% 5% 5% For a $1,000,000 payroll, the insurance premium can range from $3, The goal is to keep it on the lower end of this range. Promoting workplace safety to reduce the risk for potential accidents will save a center money. Keep an eye on worker s compensation insurance to make sure it is managed well and give the proper attention to claims that are red flags, said Jacobs. Typical big claims resulting from slips and falls or back injuries from lifting can really impact insurance, it s burdensome to manage the situation, and then centers are left with an employee who can t be productive.

5 5. Vendor Consolidation Some aspects of the 10-Point HR Audit are complex and some, like vendor consolidation, are simple and straightforward. Many surgery centers utilize more than 20 vendors to provide support services ranging from payroll and insurance to hiring, firing and training. Vendor relationships take time to develop and manage. Bundling services can lead to discounted fees and fewer mistakes and save center management hundreds of hours each year. 6. Open Enrollment Preparing for and administering an open enrollment period can take weeks of preparation. During this time, hours of productivity can be lost. That number can be higher for surgery centers with more employees and high turnover. Open enrollment preparation, combined with outsourcing the time it takes to evaluate and decide upon benefits renewal, can save a center up to $10,000 each year, and allow center management to stay focused on high-value priorities. 5

6 7. Employee Relations Risk Management Extensive MedHQ research cites employee discipline as the top HR challenge for surgery center managers, greater than benefits issues, payroll issues, policy advice, and workers compensation. A 2013 MedHQ ASC leadership survey revealed the top discipline issues (fig. 1-2). It can be challenging to address employer-employee relationship issues, such as properly administrating discipline, conducting annual reviews and keeping abreast of the laws affecting these issues. Law changes with the Affordable Care Act and the Fair Labor Standards Act must be managed and policies must be created to ensure compliance. Most ASC administrators lack the strategies required to optimize labor productivity. There have been numerous changes in employment law in the last several years, said Jacobs. Without the proper experience, training and practice in handling these issues, centers can find themselves dealing with a high turnover rate and a toxic work environment. The risks of ignoring or improperly managing under-performing employees are many and can have significant impact on operating income: Weighing Risk Areas Level Related Risk Cost Factored Risk Factor Discrimination Employee Attendance Employee Work Productivity 0.25 FMLA, ADA, etc Hostile Work Environment 1.00 Inappropriate Work Behavior 0.15 Involuntary Termination 0.25 Sexual Harrassment 1.00 Unemployment 0.10 Work Comp 0.20 Centers can expect to have one really difficult employee termination, on average, every seven years, noted Jacobs. When these difficult events are managed by HR professionals, the expense can be minimized; legal fees and severance, for example, could total $5,000 - $10,000. In contrast, if the situation is poorly managed, relative to the seriousness of the situation, the claim can result in $80,000- in fees or more. The employer may not see the direct expense, but there is typically a $10,000 - deductible on employment practice liability insurance and any claim against insurance tends to raise future premiums, said Jacobs. When centers manage the risk related to these issues, they mitigate this expense in the long run.

7 Fig. 1: Average Rating of Employee Discipline Problems by ASC Leaders Based Fig. 1: on Average a Scale Rating of 1 (Least of Employee Concern) to Discipline 5 (Greatest Problems Concern) by ASC Leaders Based on a Scale of (Least Concern) to 5 (Greatest Concern) Performance and a hostile work Performance environment and a hostile work environment At-work attitude At-work attitude Attendance and tardiness Attendance and tardiness Employee interactions and Employee disputes interactions and disputes Policy compliance Policy compliance Fig. 2: What is the Top Employee Discipline Problem at Your Center? Fig. 2: What is the Top Employee Discipline Problem at Your Center? Performance and a hostile work environment Performance and a hostile At-work environment attitude 9% 9% 9% 9% 24% Attendance At-work attitude and tardiness 28% 24% Employee Attendance interactions and tardiness and disputes Employee interactions Policy and disputes compliance Policy compliance 28% 30% 30% 7

8 8. Compensation Compensation programs perceived as unfair can drive away qualified and desirable employees and high turnover can force surgery center management to be in a perpetual hiring mode. MedHQ developed and utilizes a 100-question job analysis guide to understand how much a job is worth relative to other jobs. Each job is scored and compared to ASC association data to determine pay. When employees understand the thoughtful, fair process, they are more satisfied and turnover is less likely. Centers can save $10,000-12,000 per person by minimizing unwanted turnover and related replacement costs including advertising, hiring temporary and permanent placement agencies, as well as onboarding new employees. A good process is to score each job well and then use data from credible sources such as the Ambulatory Surgery Center Association regarding the average pay for specific positions, keeping in mind the same job may be weighted differently at different centers, said Jacobs. MedHQ uses the data as a starting point, then takes into account information gleaned from the 100-question job analysis guide to structure compensation guidelines for each surgery center. 9. Unemployment Claims Management When an unemployment claim is filed, states lean heavily in favor of the employee. However, there are things a surgery center can do to keep claims minimal. Unemployment tax is better described as insurance as unemployment claims oftentimes drive up the premium. States have different taxable wage formulas and the rate at which wages can be taxed can vary from 1-7%. The tax rate percentage can be negotiated to a lower rate, said Jacobs, and not all employers stay on top of this. MedHQ has audited centers with an unemployment tax rate as high as 9% or as low as 3%. Centers can save $3,500 $10,000 annually by better managing unemployment tax.

9 10. Good Culture Counts A strong company culture attracts and retains good employees and an HR partner, like MedHQ, can help surgery centers define their culture and leverage it when hiring top talent. From behavioral interviewing and organizing a peer-reviewed recruiting process, to identifying employees who are a good fit not only for a particular job but for the company culture, MedHQ brings its experience to bear. Centers will foster a stronger culture by recruiting a group of people who have similar values rather than a group with varying values, said Jacobs. A strong company culture accompanied by good HR practices, good compensation plans, and good benefits work together to reduce employee turnover. Table 1. Average differences in actual and expected employee turnover rates, PEO clients, (%) Expected turnover rate (U.S. overall) Difference for PEO clients, controlling for industry Difference for PEO clients, controlling for company size group Table 2. Average differences between actual and expected annual business failure rates, PEO clients, using most conservative data specification. Annual Business Failure Rate (%) Expected business failure rate (U.S. overall) Difference for PEO clients, controlling for industry Difference for PEO clients, controlling for state PEOs reduce employee turnover. Firms that utilize a PEO have a greater chance of growth than others. Saving one full-time employee translates to $10,000 - $12,000 in savings related to replacement costs. If a center has a 30% annual turnover rate and 30 employees, that s nine people per year. If the center can cut that rate in half, that equals considerable savings, both in terms of employee recruiting and training. 9

10 Bonus #11. Utilize a Professional Employer Organization (PEO) Virtually all of the savings MedHQ identifies during a 10-Point HR Audit can be realized by engaging a PEO to handle your company s employer services. A PEO allows an employer to outsource employee management tasks, such as employee benefits, payroll and workers compensation, recruiting, risk/safety management, and training and development. The model is attractive to small and mid-sized businesses such as surgery centers that are not big enough to have in-house HR and accounting departments. A PEO can save organizations time and money. The broad expertise can be leveraged to lower operating costs, increase revenue, and reduce risk. The bandwidth saves staff time that would be used to prepare payroll and administer benefits. PEOs typically offer a better overall benefits package that serves to attract top employees. HR Administration Costs, Per Employee All Employers $1,500 (or more) PEO s Clients $1,187 $0 $500 $1,000 $1,500 $2,000 PEOs provide human resources services for less cost compared to other options. Top 10 Ways Average Savings ($) 401K Health Plan Paid Time Off (PTO) Worker s Compensation Insurance Vendor Consolidation Open Enrollment Employee Relations Risk Management Compensation Unemployment Claims Management Good Culture Counts 3,500-12,000 5,000-50,000+ 5,000-10,000 5,000-20,000 2,000-12,000 Up to 10,000 6,000-30,000+ 4,500-54,000 3,500-10,000 4,500-54,000

11 About MedHQ MedHQ is the only HR, Finance and Accounting business services company that specializes in the ASC market. MedHQ was launched in 2003 to help centers improve revenue, lower costs, and take time-consuming tasks off the plates of administrators, allowing them to focus on the high-value priorities of running and managing surgery centers. About the MedHQ 10-Point HR Audit It takes approximately one hour for back office staff to gather the information necessary for the 10-Point HR audit. Typical savings = six figures. Request your risk-free 10-Point HR Audit today. If MedHQ fails to identify in savings, the audit is free. REQUEST AN AUDIT MedHQ.net

Unlock Your Full Potential With The TLC Companies. Your Human Resources Key T H E T L C C O M P A N I E S

Unlock Your Full Potential With The TLC Companies. Your Human Resources Key T H E T L C C O M P A N I E S Unlock Your Full Potential With The TLC Companies Your Human Resources Key T H E T L C C O M P A N I E S Your Challenge As doing business grows evermore challenging, business owners, managers, and professionals

More information

The Million Dollar Employee: Discovering The Value Of A PEO

The Million Dollar Employee: Discovering The Value Of A PEO The Million Dollar Employee: Discovering The Value Of A PEO Produced & Distributed by G&A Partners 1 The Million Dollar Employee: Discovering The Value Of A PEO What is the perfect HR employee worth to

More information

Your Business. Stronger.

Your Business. Stronger. ADP TOTALSOURCE Your Business. Stronger. HR. Payroll. Benefits. Maximizing Your Success Imagine being able to reduce the costs and complexities surrounding your employment management tasks. The administrative

More information

Welcome to PEO 101. Professional Employer Organization Guidebook ADP SMALL BUSINESS GUIDEBOOK

Welcome to PEO 101. Professional Employer Organization Guidebook ADP SMALL BUSINESS GUIDEBOOK Welcome to PEO 101 Professional Employer Organization Guidebook ADP SMALL BUSINESS GUIDEBOOK PEO Basics & Key Things You Need to Know Question 1 What is a Professional Employer Organization or PEO? Question

More information

Brokers Expand your Horizon

Brokers Expand your Horizon 1 Benefit Technology Resources, LLC Your Resource for HR Technology Selden Beattie Benefit Advisors Strategic Benefits Consultants Brokers Expand your Horizon TODAY S AGENDA 2 1 Workshop Overview 4 Healthcare

More information

LAW COMPLIANCE BENEFITS SOLUTIONS PAYROLL P PAYROLL TAX ADMINISTRATION COACHING/TRAINING RISK MANAGEMENT EMPLOYEE HANDBOOKS HR AUDITS

LAW COMPLIANCE BENEFITS SOLUTIONS PAYROLL P PAYROLL TAX ADMINISTRATION COACHING/TRAINING RISK MANAGEMENT EMPLOYEE HANDBOOKS HR AUDITS LAW COMPLIANCE PAYROLL P PAYROLL TAX ADMINISTRATION COACHING/TRAINING EMPLOYEE HANDBOOKS HR AUDITS PERFORMANCE MANAGEMENT EMPLOYEE RELATIONS BENEFITS ADMINISTRATION EMPLOYEE RELATIONS PERFORMANCE MANAGEMENT

More information

5 steps to rid your small business of payroll stress

5 steps to rid your small business of payroll stress 5 steps to rid your small business of payroll stress Introduction The demands of payroll are only getting worse, with mounting risks and costs Human resources are crucial to any business success. As a

More information

IS A STAFFING COMPANY REALLY WORTH IT?

IS A STAFFING COMPANY REALLY WORTH IT? IS A STAFFING COMPANY REALLY WORTH IT? What you may not know about the value of using a staffing company could be hurting your productivity, stifling innovation, and impacting your bottom line. THE VALUE

More information

The Secret To Shedding Your HR Administrative Burdens

The Secret To Shedding Your HR Administrative Burdens The Secret To Shedding Your HR Administrative Burdens Produced & Distributed by G&A Partners 1 (888) 909-7920 www.gnapartners.com/get-started The Secret To Shedding Your HR Administrative Burdens: Outsourcing

More information

The Bottom Line on HR Technology: Improving Results and Lowering Costs with a Human Resource Management System

The Bottom Line on HR Technology: Improving Results and Lowering Costs with a Human Resource Management System The Bottom Line on HR Technology: Improving Results and Lowering Costs with a Human Resource Management System The Bottom Line on HR Technology Improving results and lowering costs with a Human Resource

More information

The Professional Employer Organization (PEO) Solution

The Professional Employer Organization (PEO) Solution The Professional Employer Organization (PEO) Solution Presented by: Doug Weinbach Area Sales Executive, ADP TotalSource Constantin Ritzmann Senior District Manager, ADP TotalSource Kathleen Sullivan District

More information

Strategic HR Value Proposition

Strategic HR Value Proposition Strategic HR Value Proposition Lise Ann Ebert, MSL, PHR, SHRM-CP Director of Human Resources The Indiana Rail Road Company Building a Road Map for Doing More with Less as a Strategic Business Partner Purpose

More information

The Secret To Shedding Your HR Administrative Burdens. Produced & Distributed by G&A Partners

The Secret To Shedding Your HR Administrative Burdens. Produced & Distributed by G&A Partners The Secret To Shedding Your HR Administrative Burdens Produced & Distributed by G&A Partners 1 The Secret To Shedding Your HR Administrative Burdens: Outsourcing Provides You the Time You Need to Tend

More information

Doing more for less with HR technology tools. Improving results and lowering costs with a Human Resource Management System

Doing more for less with HR technology tools. Improving results and lowering costs with a Human Resource Management System Doing more for less with HR technology tools Improving results and lowering costs with a Human Resource Management System 1 Table of contents Introduction 3 The role of HRMS technology 4 Core HR administration

More information

Choosing A Qualified PEO A Background on the PEO Industry and Tips for Distinguishing PEOs by their Service Offering

Choosing A Qualified PEO A Background on the PEO Industry and Tips for Distinguishing PEOs by their Service Offering Choosing A Qualified PEO A Background on the PEO Industry and Tips for Distinguishing PEOs by their Service Offering Produced & Distributed by G&A Partners 1 (888) 909-7920 www.gnapartners.com/get-started

More information

In-Depth, Branded HR e-learnings. www.hranswerlink.com. Webinar Catalog

In-Depth, Branded HR e-learnings. www.hranswerlink.com. Webinar Catalog In-Depth, Branded HR e-learnings 2015 www.hranswerlink.com Webinar Catalog Your clients have a lot of worries. HR shouldn t be one of them. Now you can deliver to your clients and prospects live, interactive

More information

HR Manager Job Description

HR Manager Job Description HR Manager Job Description SUMMARY The Human Resources Manager manages Human Resources services, policies, and programs for the entire company. The major areas directed are: recruiting and staffing; organizational

More information

Sage Abra HRMS. HR Technology Tools: What You May Be Missing Improving results and lowering costs with a Human Resource Management System

Sage Abra HRMS. HR Technology Tools: What You May Be Missing Improving results and lowering costs with a Human Resource Management System Sage Abra HRMS HR Technology Tools: What You May Be Missing Improving results and lowering costs with a Human Resource Management System Contents Introduction...3 The Role of HRMS Technology...4 Core HR

More information

PROFESSIONAL EMPLOYERS FOR SMALL COMPANIES December 1998

PROFESSIONAL EMPLOYERS FOR SMALL COMPANIES December 1998 1 PROFESSIONAL EMPLOYERS FOR SMALL COMPANIES December 1998 Small and mid-sized companies can rid themselves of time-consuming administrative functions and save costs on benefits packages by outsourcing

More information

Sage HRMS I Planning Guide

Sage HRMS I Planning Guide I Planning Guide HR Technology Tools: What You May Be Missing Improving results and lowering costs with a Human Resource Management System Table of Contents Introduction... 1 The Role of HRMS Techology...

More information

ADP TotalSource A Trusted HR Advisor for You and Your Business Clients

ADP TotalSource A Trusted HR Advisor for You and Your Business Clients ADP TotalSource A Trusted HR Advisor for You and Your Business Clients HR. Payroll. Benefits. Add Value and Strengthen Client Relationships Your CPA firm continuously adds value to your business clients

More information

THE PEO ADVANTAGE. What is a Professional Employer Organization?

THE PEO ADVANTAGE. What is a Professional Employer Organization? What is a Professional Employer Organization? THE PEO ADVANTAGE A Professional Employer Organization (PEO) is a business also known as employee leasing or staff leasing. PEO s provide small and midsized

More information

Workers Compensation Insurance Work for Your Business

Workers Compensation Insurance Work for Your Business How to Make Workers Compensation Insurance Work for Your Business A Colorado Executive s Guide to Managing Risks, Controlling Costs and Getting the Discounts You Deserve Introduction Workers Compensation

More information

Options for Handling Your HR Function A comparison between in-house HR, multi-vendor, and single vendor HR outsourcing

Options for Handling Your HR Function A comparison between in-house HR, multi-vendor, and single vendor HR outsourcing WHITE PAPER: OPTIONS FOR HANDLING YOUR HR FUNCTION Options for Handling Your HR Function A comparison between in-house HR, multi-vendor, and single vendor HR outsourcing The decision to outsource our HR

More information

Turnkey HR Outsourcing Solutions that Deliver Solid Results.

Turnkey HR Outsourcing Solutions that Deliver Solid Results. PARTNER WITH A LEADING SERVICE PROVIDER Navigating the complexities of employee relations can be challenging for employers. Recruiting and hiring top talent, maximizing job performance and separating employees

More information

What We Do. What can ASHR do for you?

What We Do. What can ASHR do for you? What We Do We are your strategic human resources partner, providing customized solutions where you need them most while giving you a leading edge HR Department for a fraction of the cost for a full-time

More information

Oasis Outsourcing and CPG: streamline your health center s back end HR and save money on health insurance!

Oasis Outsourcing and CPG: streamline your health center s back end HR and save money on health insurance! Oasis Outsourcing and CPG: streamline your health center s back end HR and save money on health insurance! Background Oasis Outsourcing: Formed in 1996 Nationwide PEO and the largest privately held PEO

More information

Options for Handling Your HR Function A comparison between in-house HR, multi-vendor, and single vendor HR outsourcing

Options for Handling Your HR Function A comparison between in-house HR, multi-vendor, and single vendor HR outsourcing WHITE PAPER: OPTIONS FOR HANDLING YOUR HR FUNCTION Options for Handling Your HR Function A comparison between in-house HR, multi-vendor, and single vendor HR outsourcing The decision to outsource our HR

More information

Benefits Administration: Should You Outsource or Manage In-House? As companies consider options, Health Care Reform may impact decisions

Benefits Administration: Should You Outsource or Manage In-House? As companies consider options, Health Care Reform may impact decisions Benefits Administration: Should You Outsource or Manage In-House? As companies consider options, Health Care Reform may impact decisions Contents Introduction 3 Findings 5 Which Areas of Benefits Administration

More information

FACT 10 J Q K A. The good news is you can still beat the house with the cards you ve been dealt.

FACT 10 J Q K A. The good news is you can still beat the house with the cards you ve been dealt. Companies of all sizes struggle with growth. But if you feel like the deck is stacked against you as a small business owner, you may be right. Not only do small businesses have fewer resources to deal

More information

Human Resources Department 203.6 FTE s

Human Resources Department 203.6 FTE s 27 Human Resources Human Resources Department 203.6 FTE s General Manager Human Resources 4 FTE's Director Labour Relations 2 FTE's Director Organizational Effectiveness 2 FTE's Director Compensation,

More information

Solution. Introduction to the. Professional Employer Organization Solution. Agenda

Solution. Introduction to the. Professional Employer Organization Solution. Agenda Solution Introduction to the Professional Employer Organization Solution Presented by: Michael Marino, Sales Executive, ADP TotalSource PEO Nancy Woodis, Senior District Manager, ADP Small Business Services

More information

HR Outsourcing. Types of HR Services. An Overview of Positives and Risks

HR Outsourcing. Types of HR Services. An Overview of Positives and Risks Outsourcing can be a viable management strategy for many companies. Increasingly, both small and large businesses are choosing to outsource some or all of their human resources (HR) functions to payroll

More information

HUMAN RESOURCES MATTER:

HUMAN RESOURCES MATTER: HUMAN RESOURCES MATTER: Improving Performance and Managing Costs through Human Resource Outsourcing Building Better Business HUMAN RESOURCES MATTER: Improving Performance and Managing Costs through Human

More information

Paychex HR Solutions. Your On-Site HR Partner

Paychex HR Solutions. Your On-Site HR Partner Paychex HR Solutions Your On-Site HR Partner The Paychex HR Solutions Advantage Your On-Site HR Partner Paychex HR Solutions helps you build a solid HR infrastructure by providing a comprehensive package

More information

What is a PEO? Competitive solutions for compliance, online technology and administration

What is a PEO? Competitive solutions for compliance, online technology and administration What is a PEO? Competitive solutions for compliance, online technology and administration Presented by: Donna Meek, Staff One Vice President of Business Development PPACA Certified Professional 1 Agenda

More information

HUMAN RESOURCES OUTSOURCING FOR FINANCIAL INSTITUTIONS: IS A PEO THE RIGHT CHOICE FOR YOU?

HUMAN RESOURCES OUTSOURCING FOR FINANCIAL INSTITUTIONS: IS A PEO THE RIGHT CHOICE FOR YOU? HUMAN RESOURCES OUTSOURCING FOR FINANCIAL INSTITUTIONS: IS A PEO THE RIGHT CHOICE FOR YOU? September 15, 2008 David W. Harrop Director, Financial Services RSM McGladrey, Inc. RSM McGladrey, Inc. is a member

More information

Question and Answer for Health Care Exchange Notice

Question and Answer for Health Care Exchange Notice Question and Answer for Health Care Exchange Notice To Accompany the Department of Labor New Health Insurance Marketplace Coverage Options and Your Health Coverage Mandated Notice Q1. Why are you receiving

More information

Branch Human Resources

Branch Human Resources Branch Human Resources Introduction An organization s ability to deliver services to citizens is highly dependant on the capacity of its workforce. Changing demographics will result in increasing numbers

More information

WILL END UP. How much. considerations for the S ALE OF YOUR A GENCY. Inside: A BI-MONTHLY PUBLICATION OF THE PIA OF GEORGIA

WILL END UP. How much. considerations for the S ALE OF YOUR A GENCY. Inside: A BI-MONTHLY PUBLICATION OF THE PIA OF GEORGIA NOVEMBER/DECEMBER 2011 A BI-MONTHLY PUBLICATION OF THE PIA OF GEORGIA Inside: THE PRESENCE OF HR OUTSOURCING AND THE IMPACT ON THE PROFESSIONAL INSURANCE AGENT pg 8 A MATTER OF AGE: WHY YOU SHOULD MANAGE

More information

Introduction. More time to run their business, Less HR cost to reinvest back to their organization and

Introduction. More time to run their business, Less HR cost to reinvest back to their organization and Introduction The Barbelo Group is a one stop Human Resources Outsourcing, Staffing and Consulting firm. It is the only outsource and consulting HR organization in the industry to apply Six Sigma methodologies

More information

Key Trends, Issues and Best Practices in Compliance 2014

Key Trends, Issues and Best Practices in Compliance 2014 Key Trends, Issues and Best Practices in Compliance 2014 What Makes This Survey Different Research conducted by independent third party Clients and non-clients 301 executive decision makers 35 qualitative

More information

GETTING (BACK TO) BUSINESS INTERRUPTION INSURANCE. Section 1: Lost property and lost earnings are treated separately

GETTING (BACK TO) BUSINESS INTERRUPTION INSURANCE. Section 1: Lost property and lost earnings are treated separately GETTING (BACK TO) BUSINESS INTERRUPTION INSURANCE Section 1: Lost property and lost earnings are treated separately Business interruption insurance (also known as business income protection, profit protection,

More information

Total HR Management. PEO (Professional Employer Organization) Shared Employment Arrangement

Total HR Management. PEO (Professional Employer Organization) Shared Employment Arrangement Total HR Management PEO (Professional Employer Organization) Shared Employment Arrangement Co/Shared Employment The PEO Foundation Co-Employment, or Shared Employment, is THE defining characteristic of

More information

Workers' Compensation Insurance Purchasing Guide

Workers' Compensation Insurance Purchasing Guide Workers' Compensation Insurance Purchasing Guide Introduction to the Workers' Compensation Insurance Buying Process What s inside: Trends Types Terms & Criteria Choosing a Provider Businesses that have

More information

TARGETING RECRUITMENT PROCESS OUTSOURCING

TARGETING RECRUITMENT PROCESS OUTSOURCING TARGETING RECRUITMENT PROCESS OUTSOURCING NelsonHall HR Outsourcing Subscription Service 1 Definition of Recruitment Process Outsourcing (RPO) Recruitment Process Outsourcing is the transfer of operational

More information

GOLD LEVEL. PROPOSED LIST OF SERVICES AND PRICING AZNHA Members and Associate Members SERVICES

GOLD LEVEL. PROPOSED LIST OF SERVICES AND PRICING AZNHA Members and Associate Members SERVICES GOLD LEVEL PROPOSED LIST OF SERVICES AND PRICING AZNHA Members and Associate Members SERVICES DHR is pleased to offer the following services to members and associate members of AZNHA Payroll Services,

More information

FOCUS KEEP YOUR. 1100 San Leandro Blvd., Suite 300 San Leandro, CA 94577 Sales 888.874.6388 Fax 510.352.6480

FOCUS KEEP YOUR. 1100 San Leandro Blvd., Suite 300 San Leandro, CA 94577 Sales 888.874.6388 Fax 510.352.6480 KEEP YOUR FOCUS where it matters Keep your attention on revenue give your company a proven way to contain HR costs, minimize risk, and relieve the administrative burden. 1100 San Leandro Blvd., Suite 300

More information

The Hidden Costs of PEOs Before you sign, know what you re getting and what it will cost you

The Hidden Costs of PEOs Before you sign, know what you re getting and what it will cost you The Hidden Costs of PEOs Before you sign, know what you re getting and what it will cost you By Deisy Bach, HRI, LLC So, you re considering outsourcing your payroll and benefits to a PEO and you want to

More information

Employee Benefits Brokerage Services

Employee Benefits Brokerage Services Employee Benefits Brokerage Services Providing the latest resources, technology, and expertise to help employers sustain competitive employee benefit programs. Ironwood Insurance Services, LLC 3715 Northside

More information

Phil Herron, President PHerron@FourPointHR.com

Phil Herron, President PHerron@FourPointHR.com Phil Herron, President PHerron@FourPointHR.com 620 Peachtree Street NE, Suite 311, Atlanta, GA 30308 P: 866.764.4042 P: 404.898.0788 F: 404.898.0388 FourPointHr.com Positioning of the PEO Role with Four

More information

Human Resource Management Systems for Your Business. Vital Business Solutions

Human Resource Management Systems for Your Business. Vital Business Solutions Human Resource Management Systems for Your Business Vital Business Solutions About Vital Business Solutions A team of professionals with a minimum of 7 years industry experience per team member Established

More information

HRStaffers. Your best resource to strengthen your company. Human Resource Process Solutions. www.hrstaffers.com

HRStaffers. Your best resource to strengthen your company. Human Resource Process Solutions. www.hrstaffers.com HRStaffers Your best resource to strengthen your company. Outplacement Employment Services HR consulting Services has been a leader in the recruiting industry for over twenty-two years. We have met the

More information

Top 3 Reasons Your PEO Might Not Be a Good Fit For You. Helping our clients lower their cost of labor.

Top 3 Reasons Your PEO Might Not Be a Good Fit For You. Helping our clients lower their cost of labor. Top 3 Reasons Your PEO Might Not Be a Good Fit For You Helping our clients lower their cost of labor. Table of Contents Introduction 3 You Don t Understand Who They Are 4 (What is a PEO s Real Role?) They

More information

Small Business. Optimism Report

Small Business. Optimism Report Small Business Optimism Report Table of Contents Introduction 3 Survey Results 4 Economic Improvements: Perception vs. Reality 4 Top Concerns: Looking Back, Looking Ahead 5 Workforce Growth: Staying the

More information

Best of Breed HR Separates Good Companies from Breakthrough Companies

Best of Breed HR Separates Good Companies from Breakthrough Companies Best of Breed HR Separates Good Companies from Breakthrough Companies What s Holding Your Company Back? By Peter Yozzo Doing HR right is more strategically important to companies now than at any other

More information

Spartan Recruitment Services

Spartan Recruitment Services Spartan Recruitment Services Company Profile Introduction Spartan Recruitment Services (also known as SRS) is a privately owned consultancy that provides a comprehensive range of solutions for the supply,

More information

An unconventional solution that makes solid business sense

An unconventional solution that makes solid business sense Business owners across the globe face a similar challenge: how to sell more, spend less and attract and retain highly-skilled, productive employees. And for the average small or mediumsized business owner,

More information

Trends in Managed Services 2015 and Beyond

Trends in Managed Services 2015 and Beyond Trends in Managed Services 2015 and Beyond Consolidating services, technology developments and strategic partners Jo Lindsay, Director of Projects, Reed Talent Solutions 2015 will be the 18th year I have

More information

Evaluating Prospective Health Insurance Funding Arrangements for Your Firm

Evaluating Prospective Health Insurance Funding Arrangements for Your Firm Evaluating Prospective Health Insurance Funding Arrangements for Your Firm Presented by Mark Shore HR04 9/13/2014 9:15 AM - 10:30 AM Evaluating Prospective Insurance Funding Arrangements Presented by:

More information

CI encourages you to share this content, however, in doing so, you may not alter its contents.

CI encourages you to share this content, however, in doing so, you may not alter its contents. Copyright 2014 TriNet Group Inc. All Rights Reserved CI encourages you to share this content, however, in doing so, you may not alter its contents. ctinnovations.com 1 Why Outsourcing HR May Be the Smartest

More information

Building a Unique Total Rewards and HR System For A Unique Company At

Building a Unique Total Rewards and HR System For A Unique Company At Building a Unique Total Rewards and HR System For A Unique Company At Since Starbucks isn t your typical company, this isn t a typical case study. Rather than focusing on a single reward program or even

More information

The Option of Outsourcing

The Option of Outsourcing An old adage says, Concentrate on your strengths and delegate PLAY STRENGTHS Using Outsourcing to Manage Human Resources Do your employees appreciate the benefits you provide? Communicating those benefits

More information

4 Tips and 3 Pitfalls to Avoid when Sourcing Professional Services

4 Tips and 3 Pitfalls to Avoid when Sourcing Professional Services 4 Tips and 3 Pitfalls to Avoid when Sourcing Professional Services a Little Planning can Save Companies Millions S a f e S o u r c i n g, I n c. 2 8 1 5 0 N. A l m a S c h o o l P k w y S u i t e 1 0 3

More information

Managed Service Providers for Mid-Sized Companies:

Managed Service Providers for Mid-Sized Companies: Managed Service Providers for Mid-Sized Companies: How companies spending less than $100 million a year on contingent labor can achieve greater efficiency, compliance and cost savings. 2013 Monument Consulting.

More information

Effectively Managing Employee Absence

Effectively Managing Employee Absence Effectively Managing Employee Absence Leveraging Internal and External Resources Winter 2011 Effectively Managing Employee Absence Leveraging Internal and External Resources Employees who take family FMLA

More information

SAMPLE HR AUDIT CHECKLIST

SAMPLE HR AUDIT CHECKLIST There is so much that can be done to create a dynamic and effective human resources function whether you have an in-house HR professional or not. Ideally, it would be best to gather all the information

More information

Human Resources. FY 2013 Actual

Human Resources. FY 2013 Actual Human Resources To develop and administer the processes needed to attract a qualified workforce, ensure its continuing development, and maximize employee retention through a balanced and competitive package

More information

Consulting Performance, Rewards & Talent. Measuring the Business Impact of Employee Selection Systems

Consulting Performance, Rewards & Talent. Measuring the Business Impact of Employee Selection Systems Consulting Performance, Rewards & Talent Measuring the Business Impact of Employee Selection Systems Measuring the Business Impact of Employee Selection Systems Many, if not all, business leaders readily

More information

The Changing Landscape of Employment

The Changing Landscape of Employment The Changing Landscape of Employment The Employment Landscape Dynamic and ever changing Trends A retrospective look A glimpse at the future of employment What exactly is changing? Why is it changing? What

More information

The hidden reality of payroll & HR administration costs

The hidden reality of payroll & HR administration costs The hidden reality of payroll & HR administration costs Exploring hidden cost drivers and characteristics of cost-effective organizations January 2011 Contents Executive overview 1 Methodology 3 Key findings

More information

Financial Ratio Operating Statistics SURVEY

Financial Ratio Operating Statistics SURVEY 2013 Financial Ratio Operating Statistics SURVEY Compare your own numbers to the national norms, and find out where you need to focus to increase your profits. Balance Sheet Prior Year Assets Current Assets

More information

better people in a better way sales@pontoonsolutions.com

better people in a better way sales@pontoonsolutions.com Value of a Managed Service Provider (MSP) July 2015 better people in a better way +1 855.881.1533 sales@ better people in a better way Value of a Managed Service Provider Borrowing a quote from Benjamin

More information

What is Workforce Management and How Can it Benefit My Organization?

What is Workforce Management and How Can it Benefit My Organization? What is Workforce Management and How Can it Benefit My Organization? Presented by: David Rubin, Director of Sales - Paypro Corporation Business A business (also known as enterprise or firm) is an organization

More information

5. Defined Benefit and Defined Contribution Plans: Understanding the Differences

5. Defined Benefit and Defined Contribution Plans: Understanding the Differences 5. Defined Benefit and Defined Contribution Plans: Understanding the Differences Introduction Both defined benefit and defined contribution pension plans offer various advantages to employers and employees.

More information

LITTLER MENDELSON, P.C. How to Manage Contingent Workers

LITTLER MENDELSON, P.C. How to Manage Contingent Workers LITTLER MENDELSON, P.C. How to Manage Contingent Workers presented by: George Reardon, Esq. greardon@littler.com 713.652.4753 Please Note The law can change dramatically overnight by a new court decision

More information

PEO s: Friend or Foe to HR Professionals? What is a Professional Employer Organization (PEO)? The Co-employment Model

PEO s: Friend or Foe to HR Professionals? What is a Professional Employer Organization (PEO)? The Co-employment Model PEO s: Friend or Foe to HR Professionals? Presented by Lisa Welshhons, SPHR Division President Merit Resources, Inc. www.meritresources.com What is a Professional Employer Organization (PEO)? Business

More information

Construction Company Capacity Assessment

Construction Company Capacity Assessment Business/Firm Name: Vendor NCDOT Number: Contact Address: Construction Company Capacity Assessment Name/Title of Person Taking Assessment: Phone Contact Information: Email Contact Information: List Current

More information

Show your value, grow your business:

Show your value, grow your business: Show your value, grow your business: A SUPPLIER GUIDE TO MOVE FROM A TRANSACTIONAL PROVIDER TO A STRATEGIC PARTNER KAREN A. CALINSKI INTRODUCTION /02 At KellyOCG we take a holistic approach to talent sourcing

More information

Human Resources CORPORATE SERVICES 82 HUMAN RESOURCES 2016 2018 BUSINESS PLAN

Human Resources CORPORATE SERVICES 82 HUMAN RESOURCES 2016 2018 BUSINESS PLAN Human Resources CORPORATE SERVICES 82 HUMAN RESOURCES 2016 2018 BUSINESS PLAN Table of Contents INTRODUCTION Our Branch 85 CONTRIBUTION TO THE CITY S VISION The Way Ahead 87 Council Initiatives 87 CLT

More information

Best-In-Class Outsourcing Solutions For Large Employers. trusted efficient responsive best practices

Best-In-Class Outsourcing Solutions For Large Employers. trusted efficient responsive best practices Best-In-Class Outsourcing Solutions For Large Employers trusted efficient responsive best practices Benefits of Outsourcing Today, more than ever, large companies outsource to gain access to best practices.

More information

Contingent Workers & Independent Contractors: Avoiding Misclassification Pitfalls. Presented by David Long-Daniels Greenberg Traurig, LLP

Contingent Workers & Independent Contractors: Avoiding Misclassification Pitfalls. Presented by David Long-Daniels Greenberg Traurig, LLP Contingent Workers & Independent Contractors: Avoiding Misclassification Pitfalls Presented by David Long-Daniels Greenberg Traurig, LLP Why are we here? Guidelines for making a determination as to whether

More information

Your Rights at Work in Australia Prepared by Labor Council of NSW For more information call our hotline1800 688 919

Your Rights at Work in Australia Prepared by Labor Council of NSW  For more information call our hotline1800 688 919 Your Rights at Work in Australia Prepared by Labor Council of NSW www.labor.net.au For more information call our hotline1800 688 919 HOW PAY AND CONDITIONS ARE SET IN AUSTRALIA ACTS OF PARLIAMENT Legislation

More information

Reducing Costs Through Outsourced Security

Reducing Costs Through Outsourced Security Healthcare Security Special Report Reducing Costs Through Outsourced Security One thing is indisputable healthcare providers are consistently looking for ways to do more with less. Lowering costs through

More information

Stanislaus County Supervisor Training Academy Training Catalog 2016

Stanislaus County Supervisor Training Academy Training Catalog 2016 Stanislaus County Supervisor Training Academy Training Catalog 2016 Training Courses Budgeting/Financial Overview Compliance/Payroll Regulations Conducting a Recruitment Disability Management Employee

More information

Risk Assessment Matrix. Compliance Section: Human Resources Responsible Person: Joan Nelson. (Before Controls) Probability of.

Risk Assessment Matrix. Compliance Section: Human Resources Responsible Person: Joan Nelson. (Before Controls) Probability of. Employment H Impact (If the risk happens, we will probably not achieve our objective or to do so will require major damage control) M ium Impact (If the risk happens, we will have to do extra work or we

More information

Not FDIC Insured May Lose Value Not Bank Guaranteed RETIREMENT FIDUCIARY FOCUS

Not FDIC Insured May Lose Value Not Bank Guaranteed RETIREMENT FIDUCIARY FOCUS USING ERISA ACCOUNTS TO HELP MANAGE FEE- RELATED FIDUCIARY RESPONSIBILITIES Not FDIC Insured May Lose Value Not Bank Guaranteed RETIREMENT FIDUCIARY FOCUS TABLE OF CONTENTS 1 Employer Fee Responsibilities

More information

Outsourcing Human Resources:

Outsourcing Human Resources: Mercer Single Source 1 Outsourcing Human Resources: PEO vs. HRO December 16, 2008 2-3 pm Eastern Sponsored by Mercer Single Source 1 Presenters Michelle Lockhart, PHR, Vice President Michelle has worked

More information

Global Trends in RPO & Talent Recruitment 2014. pam berklich

Global Trends in RPO & Talent Recruitment 2014. pam berklich Global Trends in RPO & Talent Recruitment 2014 pam berklich The Recruiting Challenge Map Far from simply filling existing gaps as quickly and economically as possible, recruiting has become a high-stakes

More information

Randstad Managed Services A better brand of managed services

Randstad Managed Services A better brand of managed services Randstad Managed Services A better brand of managed services Staffing procurement plus. In today s world of work, contingent staffing has become a function of both Human Resources and Procurement, reflecting

More information

IS IT TIME TO OUTSOURCE YOUR HUMAN RESOURCES?

IS IT TIME TO OUTSOURCE YOUR HUMAN RESOURCES? IS IT TIME TO OUTSOURCE YOUR HUMAN RESOURCES? THE STATE OF THE US ECONOMY, THE CHALLENGES FACING EMPLOYERS TODAY, AND THE HUMAN RESOURCES OUTSOURCING SOLUTION A WHITEPAPER BROUGHT TO YOU COURTESY OF CPEHR.

More information

Could a Managed Services Agreement Save Your Company Tens of Thousands of Dollars Each Year?

Could a Managed Services Agreement Save Your Company Tens of Thousands of Dollars Each Year? MANAGED IT SERVICES Could a Managed Services Agreement Save Your Company Tens of Thousands of Dollars Each Year? A lot of business owners, executives, and managers have a love-hate relationship with managed

More information

The Brokers & Planners Guide to Group Health Benefits

The Brokers & Planners Guide to Group Health Benefits health spending accounts for small business The Brokers & Planners Guide to Group Health Benefits www.myrhsa.com Smart Plan Design of is a breakthrough for small business producing $2 or more in benefits

More information

Human Resource Management: Building a Top-Quality Workforce

Human Resource Management: Building a Top-Quality Workforce 1 Human Resource Management: Building a Top-Quality Workforce Why is Human Resource important to business success? What are key human resources issues in today s economy? What are the challenges and opportunities

More information

TO PEO OR NOT: OUTSOURCING OPTIONS

TO PEO OR NOT: OUTSOURCING OPTIONS TO PEO OR NOT: OUTSOURCING OPTIONS FOR YOUR HR NEEDS Whitepaper Businesses, especially small businesses, struggle to keep up with the myriad HR compliance requirements and the expense involved in potential

More information

Substitute Teacher Services and Outsourcing Relationships IASBO May 8th

Substitute Teacher Services and Outsourcing Relationships IASBO May 8th Substitute Teacher Services and Outsourcing Relationships IASBO May 8th Outsourcing Substitutes is a Professional Approach WE USE THE LARGEST EMPLOYER OF SUBSTITUTE TEACHERS NATIONWIDE. Places qualified

More information

A SilkRoad TalentTalk Whitepaper. Talent Management in Higher Education The Way Forward

A SilkRoad TalentTalk Whitepaper. Talent Management in Higher Education The Way Forward A SilkRoad TalentTalk Whitepaper Talent Management in Higher Education The Way Forward 1 // Talent Management in Higher Education: The Way Forward Institutions of higher education face many challenges

More information

Turnover. Defining Turnover

Turnover. Defining Turnover Retaining Talent A guide to analyzing and managing employee turnover; By David G. Allen, Ph.D., SPHR SHRM Foundation s Effective Practice Guidelines Series Defining Turnover Turnover is defined as an employee

More information

Paychex PEO Your Professional Employer Organization

Paychex PEO Your Professional Employer Organization Paychex PEO Your Professional Employer Organization Human Resources for Today s Entrepreneur Comprehensive Human Resource, Payroll, and Benefits Administration Human Resources for Today s Entrepreneur

More information