Who enjoys navigating that complicated parallel regulatory universe of employing people?
PPACA, IRS, ERISA, OSHA, DOL, EEOC, COBRA, HIPPA, FMLA, payroll and on and on…the business-critical function of Human Resource Management is filled with bureaucratic pitfalls which can get time consuming and costly.
Our Human Resource Solution helps you meet the challenge of HR. One cloud software to run it all. One health plan. One vendor. One point of contact. One dedication compliance team to help you along the way. One hundred and one headaches? Gone!
In a word; SERVICE. Sure, many say their service is the best, so why us? In a nutshell, YOU are NEVER a number to us. Our strength lies in our ability to be flexible in catering to the needs of our Partners. We have built our business by building personal relationships and providing personal service.
GAIN HR COMPLIANCE
GAIN HR HELP
3+ years of experience and losses. Industries include White and Gray risks, including Staffing Companies.
PEOs provide small and medium size businesses with a bundled offering of HR services, including payroll, health benefits, workers’ compensation, and risk management services.
A PEO offers its services as a “co-employer” or through a “co-employment” relationship. Co-employment refers to the fact that the PEO allocates, with each of its clients, employer responsibilities relating to the employees the client brings into its arrangement with the PEO, which are usually referred to as worksite employees.
Through this arrangement, the client maintains its own, separate employment relationship with its worksite employees, just as it would without a PEO. As the co-employer of the worksite employees, the PEO is able to provide worksite employees with access to HR services, products, and benefits.
A common misconception is that a PEO client loses control of its workforce through co-employment. Not True! Companies working with PEOs retain complete control over their workforces and their day-to-day operations. PEO clients continue to make their own decisions about recruiting, hiring, discipline, termination of employment, day-to-day scheduling, pay, promotions, demotions, supervision, performance management, reviews, workplace safety, company culture … and the list goes on.
Moreover, in making such decisions and acting on them, PEO clients can use and benefit from their PEO’s HR expertise, offerings, systems, and processes.
What is EOR?
What is an Employer of Record? The ‘Employer of Record’ is a third party contracted to take responsibility for all formal employment tasks.
An Employer of Record is a company or organization that is legally responsible for paying employees, including dealing with employee taxes, benefits, insurance, and a great many other transactions and operations concerning human resources.
Companies often hire EORs to decrease all the complications related to human resources operations, market access, market understanding, and market participation and managing payroll for international employees.
When you use an EOR, they formally become the employer of your employees, therefore taking on “ALL LIABILITY”….Employment Liability, Medical Liability, Tax Liability, and Insurance Liability.
This invaluable outsourced service keeps a business in compliance with labor law and other fields of related regulations and significantly assists the company during its internationalization.
An “ASO” is what the industry refers to as a “Carve Out”. What this means to you is that you keep your own workers comp policy and/or SUTA account.
An ASO is almost identical to working with a PEO, but your organization will retain your unique tax ID number. The ASO is not the employer of record in this relationship. Due to their degree of similarity, most PEOs offer an ASO option.
PEO VS. ASO
The most important difference between an ASO and a PEO is that the service provided through an ASO does not establish a co-employer relationship. For example, an ASO does not process payroll and remit and report payroll taxes under its own FEIN, nor can it be the sponsor of any health and welfare benefits offered to its customers’ employees.
An ASO oversees the day-to-day administrative aspects of managing a company’s HR functions. While an ASO does not sponsor employee benefit programs or workers’ compensation coverage, an ASO may assist in arranging coverage. The client company remains the sole sponsor of all benefits and insurance coverage when working with an ASO and maintains all fiduciary responsibilities.
PAYROLL AND TAX ADMINISTRATION
HR ADMINISTRATION AND COMPLIANCE
REDUCE RISK AND LIABILITY
1. WORKERS COMP
If you do secure a State Fund Policy for one state or more, you typically are required to put down at least 40%-50% of the premium. As an example, if you have $500,000 estimated wages, and at an average of 4% for workers comp ($20,000 in premiums) your deposit would be around $10,000 down, PER STATE!
A Direct Carrier Policy will cost you up-front deposits ranging from $3,000- $5,000 depending on your wages and current premiums.
State Funds and Direct Carriers require minimums per workers comp code. (KRUSE does NOT charge a weekly minimum WC Premium, FYI).
2. STATE COMPLIANCE
Each state registration will cost you $400-$700 to be registered in the state per year. Besides the costs, your time will be spent tracking the costs and liability of ling zeros in states where you may not even have wages. Changes to State Regulations can change weekly.
3. HUMAN RESOURCES
4. ALL OTHER LINES OF INSURANCE
☑ Payroll Processing and Tax Management
☑ HR Compliance Support & Documentation
☑ 125/129 Flex Spending Account (Cafeteria Plan)
☑ State Licensure and Compliance
☑ Employee Handbook, Policies & Procedures
☑ Cloud-Based HRIS Software w/Mobile Technology
☑ Teladoc Program
☑ Direct Deposit or Global Cash
☑ Card Professional Liability, Medical Malpractice, Auto, and EPLI Insurance Coverages
☑ Workers Compensation Coverage, Administration, & Claims Mgmt
☑ Enhanced Risk Management/Assessment
☑ HRIS Employer Portal and Employee Portal
☑ Access to Group Supplemental Guarantee Issue Accident, Critical Care, Cancer, STD, LTD, additional life insurance
☑ Management Reporting
☑ Access to Health Benefits (Medical-Dental-Vision-Life)
☑ Workplace Employment Posters
☑ Access to Multi-Employer 401K (Full Risk Transfer)
☑ Employer Liability Management
LINKED TO KRUSE PRISM HR:
☑ TimeCo – Time Reporting System
☑ Crimcheck – Background and Drug Screening
☑ Applicant Tracking Systems – 3 Different Models
☑ Tapcheck – Employee Ability to Access Earnings Before Payday
☑ Funding Options
Configure your dashboard to the features and functionality that suits your needs. We exist to give you control and track your data the way you want to.
With systems that adapt to your mobile workforce, you can keep connected to your teams and ensure accurate recordings
We offer the best-in-class time clocks that increase accuracy and make payroll and timekeeping easy. Contact our team today to find out how
EASY TO USE
User-friendliness right out of the box with streamlined interfaces and helpful tools to get your job done easily. Every area of the system in Timeco is intuitive.
Your system is customized to you, so why should your training be generic? We offer systems training tailored to your specific business rules and policies.
Unsure what a shift differential is or how to set one up? Consecutive day overtime? Our team will walk you through the setup process.
Your TIMECO systems implementation rep will be the first friendly face you speak to, and also your lifeline for the long run.
TIMECO offers solutions for workforce management and data collection that includes:
With integration to Payroll and HR systems, proven implementation and ongoing support, we will be with you for the long term.
TIMECO implements and supports employee time tracking software that allows small to large organizations to deploy and manage their workforces for optimal profitability.
TIMECO’s industry-focused solutions automate workforce management processes including scheduling, time and labor management, and workforce analytics.
With TIMECO’s web-based software, your company can ensure that the right people with the right skills do the right jobs at the right time, at the lowest possible cost.
Turn-Key. Integrated. Compliant. A Best-in-Class Solution.
Crimcheck protects PEOs, ASOs, and your customers, employees, assets and brand with comprehensive, accurate, and compliant employment screening solutions.
Its award-winning, PrismHR-integrated solutions improve customers’ efficiency, enhance candidate experience, and accelerate time to hire.
Hiring is risky and getting it wrong is expensive. Employment background screening can improve the quality of the workforce, reduce employee turnover, and mitigate the risk of negligent hiring liability. But there are thousands of background check vendors, so your clients need help cutting through the noise to select a best-in-class partner.
PRISM HR ATS: All the Essentials to Manage Jobs and Hire Quickly.
When to Consider:
PRISM HR HIRING: A Balance of Improved Features and Integrations, Plus Free Jobs.
When to Consider:
JAZZ HR: Enterprise-Level Capabilities and Integrations.
When to Consider:
PRISM HR ATS
PRISM HR HIRING
Does Your Business Need Working Capital Today?! Invoice factoring is a quick and flexible source of funds for businesses that are waiting for outstanding receivables to pay. We simply utilize your accounts receivable as the collateral and advance funds against the face value of your invoices. Invoice factoring allows your credit line to grow proportionately with your sales cycle.
Invoice factoring offers funding for a variety of businesses depending on sales volume, industry, and risk. The average closing of a funding from the time an application and documentation is submitted is 3 to 5 working days.
ADVANTAGES OF INVOICE FACTORING