All posts by erick.merced

What Is Human Resources?

What Is Human Resources?

As more than just a point of contact to update marital status, change company life insurance beneficiaries, or request vacation time, Human Resources (HR) is the department that manages virtually everything related to your employees.

From the first introduction to the last paycheck, HR addresses employee concerns, improves communication, and provides consultation that enhances company culture.

So, let’s take a deeper look at the HR services that make every day more efficient and convenient for you and your workers.

Records Administration

HR departments are responsible for maintaining and storing employee records as a part of records administration.

Records administration also includes the safe destruction of employee files once the facility has reached retention limits.

Federal and State Compliance

Compliance and regulation are large parts of HR. HR departments must adhere to government regulations such as FLSA, EEOC, I-9, and ADA.

The member of an HR department may also assist with investigations in partnership with the federal government to further these regulations.

Human Resource Forms

HR drafts and provides most of the forms that employees must complete during their time with your company. And, every employee must consult HR in order to make the changes or updates on these forms.

Whether a worker wants to request time off or change their company mailing address, they must reach out to HR.

Wage and Salary Information

The HR department doesn’t only provide solutions to active employees. HR can also design job descriptions, draft job offer letters, and classify employees during the hiring process.

Similarly, when an employee is leaving, HR can deliver severance agreements and provide documents for the termination process.

Management Consulting

Promoting company culture and improving employee morale is another one of the ways that HR makes a difference to internal performance.

HR is a strong reference when developing health and wellness training programs for employees, such as sexual harassment training, safety training, and performance training.

Find the Right HR Provider

The many roles of an HR department are often too much for a business owner to tackle on top of everyday duties. Fortunately,

Professional Employer Resources is a seasoned HR Provider that can assist with the tasks above and provide many other employee solutions. Contact us today for more information and to receive a complimentary cost analysis.

How Does Co-Employment Help Your Business?

How Does Co-Employment Help Your Business?

When you started your business, did you picture driving the day-to-day operations that grew your business and providing value to clients? Or, did you envision yourself weighed down by HR responsibilities that unexpectedly grew each day?

If you want to encourage the former and relieve the latter, consider adopting co-employment plan.

A co-employment plan is an agreement between your business and a professional employer organization (PEO) in which both parties co-employ your workers.

In this relationship, the PEO is responsible for the payroll and tax obligations of your business, while you continue to hold responsibility for the direction of your business plan and daily operations.

If you’re looking to improve control over of your small to mid-sized business, here’s a look at the benefits that you’ll experience with co-employment.

Improved Benefits

A great way to reduce employee turnover, attract the best candidates, and improve company morale is to provide great benefit packages.

Because PEO’s are larger companies supplying benefits to multiple businesses, they are able to secure quality insurance benefits at a lower cost to your company.

Working with a PEO means that you’ll be eligible to provide employees with exceptional benefits, including health, dental, life, and 401K.

Managed Time

As a business owner, you may feel overwhelmed by the amount of time that payroll, taxes, and insurance can absorb.

Co-employment allows you to focus more on your day-to-day operations by handling responsibilities in records administration, HR forms, and much more.

Reduced Expenses

Co-employment relieves the financial constraints that keep you from growing your business.

Multiple employer plans relieve the need to rely on multiple vendors, which cuts your additional costs associated with legal fees, documents, payroll, and accounting.

Retained Control

Perhaps the most important aspect of co-employment is the ability to retain control over the direction of your business.

With a co-employment agreement, you can still drive most functions of your business, including the compensation of each employee, performance management, and hiring/firing.

The Right Co-Employment Partner

The benefits listed above are just a fraction of the possibilities that a multiple employer plan can provide for your business. If you’re looking for the right partner to co-employ your workers, contact the team at Professional Employer Resources.

As an experienced PEO company, we can assist with your HR practices and supply solutions to help maximize your business’s productivity. For more information, contact us today at 888-599-4991.

Why You Should Use Pre-Employment Testing

Why You Should Use Pre-Employment Testing

A lot of people don’t understand how much time hiring a new person is. You can’t just hire anyone that walks in off the street – you need someone who can come in and provide value for your company.

It takes days to sort through resumes, applications, cover letters, and emails to find quality candidates. Then, it takes hours to meet with all potential candidates to make sure they are a good fit with the work culture and your current team.

Fortunately, there is a tool that can save you time and make the process significantly easier: pre-employment testing.

What is it?

Pre-employment testing can help employers find better matches for positions they need to fill by assessing candidates in several ways.

But what counts as a pre-employment test? A pre-employment test can be anything from a background check, a personality test, or even a skill test.  Some can help gauge work ability while others can give insight on a candidate’s confidence in specific situations.

When is it administered?

Most pre-employment tests usually take place before the initial interview, adding a preliminary screening step that will help narrow down the interview pool. In some cases, it is the very next step after an application or resume is identified as a potentially good fit.

Based on the answers given on the test, you can weed out unsatisfactory applicants, leaving you more time to interview only the best candidates.

What are the benefits?

The biggest benefit from utilizing pre-employment testing is the time it saves. With a narrower selection comes less face to face interviews and a lighter strain on your resources.

The testing is also objective, which helps to eliminate bias and focus solely on the quality and skills you’re searching for. In addition, testing maintains focus on the subject at hand while gathering necessary information, making it more straightforward than a lot interviews.

Another great way to save time and focus on running your business is to hire Professional Employer Resources. We can help you with payroll administration, benefits packaging, and even assist you with your recruitment process. Get in touch with us for a free cost analysis today.

How to Minimize Employee Burnout

How to Minimize Employee Burnout

Have you noticed a dip in productivity from your employees? Low morale and an increase in tardiness? These may be signs that you’re dealing with employee burnout.

Getting to the bottom of employee burnout can be tricky, since there are many different things that can cause it. Burnout can happen due to an overbearing workload, a high-stress work environment, or even a lack of guidance and feedback.

If you can’t figure out how to reinvigorate your employees, burnout can bring down your whole team, hamper productivity, and even cause health problems for your workers.

Fortunately, there are a few steps you can take to minimize and alleviate burnout before it escalates.

  1. Manage Workload

Be sure to keep an eye on how much work you are giving to each employee. Of course, every employee still has to perform their role, but piling on too much at once is counterproductive and can end up hurting everyone in the long run.

  1. Offer Competitive Wages

Sometimes burnout is caused by circumstances outside of the workplace. Added stress to make ends meet can be just as exhausting as completing a mountain of projects in a short period. By assuring that your wages are competitive, you allow employees to focus more on their work and worry less about external circumstances.

  1. Guidance and Recognition

Providing clear instructions and guidance can help minimize burnout. When your employees understand how to complete their assignments, it eases stress and allows for more satisfying results for both you and your workers. When a job is well done, don’t shy away from recognizing your employees. The extra bit of reward can help to motivate your team and boost morale.

  1. Modify the Workplace Environment

The physical environment of your workplace can also take a toll on your employees. Try monitoring the office temperature, changing the amount of noise, or even adjust the lighting to make everyone more comfortable.

  1. Be More Flexible

Most people are more willing to work with those that are willing to work with them. Consider increasing flexibility with your work-from-home policy or with time off. That added flexibility allows your workers more breathing room and can help them feel less stressed.

Bonus tip: Prevent yourself from burning out by partnering with Professional Employer Resources. We help business owners with a variety of tasks including payroll, human resources, and providing benefits. Let us do the extra work so you can focus on running your business. Contact us today for a free cost analysis.

The Most Sought After Company Benefits

The Most Sought After Company Benefits

A generous benefits package is the best strategy to attract and retain talent. Google is famous for their over-the-top perks such as lunch made by professional chefs, haircuts, biweekly massages, and yoga classes, while Twitter offers acupuncture and wellness classes to employees. While not all companies can manage to afford such unusual perks and benefits, it’s evident that employees often prefer such benefits over a pay raise. Therefore, you don’t need to break the bank to keep your employees happy. Here are some most sought-after company benefits that will help you attract and retain quality talent.

Telecommuting and Flexible Working Arrangements

Remote working capabilities and flexible scheduling are some of the main perks that employees favor. In fact, according to, the capability to work from home is more valuable to tech pros compared to increased compensation. While a pay cut might not be a perk, most tech pros were willing to cut their wages by a certain percentage to be able to work remotely.

Paid Family Leave

Paid family leave for caregivers and parents is perhaps the most coveted of all benefits for those with a family. According to the Society for Human Resource Management, the number of employers offering paid parental leave increased from 26% in 2016 to 35% in 2018. The rates of surrogacy, adoption, and foster children also increased.

Career Training and Development

Career and professional development seem to be a priority for most employees looking to sharpen their skills and move fast in the job market. A third of employees expressively seek for opportunities for advancement as a job perk.

Wellness Programs

Statistics show that companies offering wellness programs fill job vacancies 19.7 days faster than companies without this benefit program. Companies do not necessarily have to provide an on-site gym, nutritionist, or enrollment in a weight control program, but such perks are lucrative to potential hires.

Other attractive benefits and perks sought by employees include:

  • Student loan repayment
  • Healthy lifestyle and coaching
  • Financial planning resources
  • Pet-friendly environment and pet insurance

Professional Employer Resources can make your employment business needs seamless. Let our professional employer resources keep efficiency as streamlined as can be. PER specializes in daily business administration needs such as payroll and benefits disbursement and directly bridge the resources required to improve the productivity of your business. For more information on some of the services we provide and how they can be best used for your business check out our FAQs page or give us a call at 888-599-4991.

4 Reasons You Need a Payroll Company for Your Business

4 Reasons You Need a Payroll Company for Your Business

Running a successful business venture is a complex process. There are many intricate and essential operations that you must see through on a daily basis. Savvy investors know and appreciate the value of delegating some of the core business processes to third parties. After all, there’s no way you can function as the accountant, customer care staff, and CEO at the same time.

Outsourcing your businesses’ core operations has many advantages, the most notable upside being that you significantly reduce your overall costs while improving your efficiency. Here are the top reasons you need to outsource your business’ payroll management.

Fewer Staff

By partnering up with remote payroll providers, you’ll effectively be reducing the total number of employees at your physical offices. Hiring a payroll management provider exempts you from having to cater to costs like paying medical insurance and other employee-related perks.

Easy Recruiting

Hiring and managing staff is often a daunting task, even for seasoned recruiters. To avoid getting frustrated by tiresome hiring decisions, many businesses use applicant management software. True, this software is expensive to acquire and set-up, but once that step is passed, you’ll never again have to worry about performing background checks on your prospective employees.

Streamlining HR

Payroll management providers will save you from the stresses associated with tracking and monitoring your employee’s progress. With one simple touch of a button, you’ll be able to view all the essential analytics of a particular employee on the intuitive software. If you run into any HR–related issues, you have the excellent option of outsourcing for solutions from the reliable live team support.

Beating Fines and Penalties

Many times, small business owners get so overwhelmed with the minutia associated with their ventures that they forget to file their taxes. Additionally, entrepreneurs get so busy with other business concerns that they fail to renew certain licenses. If that happens, then you, as the business owner, will find yourself in deep trouble with the law and will consequently have to pay huge fines and other payroll penalties. Avoid such costly complications by relying on proper payroll management services.

Get Professional Payroll Services

For efficient and competitively-priced payroll streamlining services, look no further than PER. An experienced PEO company, PER that offers tailor-made services to suit and reflect your business needs and desires. To get professional administrative, workers’ compensation, and payroll management services today, call PER at 888-599-4991.

What to Do When Employees Discuss Their Pay at Work

What to Do When Employees Discuss Their Pay at Work

As an employer, you will realize that not all of your employees will be content with the pay they get. Therefore, you can expect them to discuss and compare their wages. In some instances, such discussion can lead to unrest in the workplace mostly due to feelings of jealousy and inequality. As such, you should have a workaround plan to quell any frustrations that come from pay-related tension. Below are tips on how you can effectively handle employee wage disputes at work.

Employer Strategies to Combat Pay Disputes

The best way to ensure you quell the habit of discussing salaries is by ensuring that you have a positive working relationship with your employees. This can be achieved by implementing the following strategies:

  • Pay your employees fairly. Before deciding what your starting pay should be for each position, review your financial records and determine whether such wages are reasonable. Additionally, compare your wages to those of your competitors as that can be the main cause of wage discussion.
  • Develop a habitable workplace. Every competent employee wants to have a voice and be recognized for their efforts. Therefore, they may have their own ideas and suggestions with regards to how the organization can improve efficiency. Acknowledge such ideas, questions, or observations and ensure that your employees feel valued and treated with respect, consideration, and without bias.
  • Have a clear salary range outline. In most scenarios, pay at work discussions start when employees start comparing their pay with that of their colleagues. To prevent this, you should ensure that your employees understand it is their job potential that determines their salary. This potential depends on experience, skills, certification, and rank within the institution.
  • Put in place a complaint resolution strategy. Before your employees start discussing their pay amongst each other, they likely will have tried to air their grievances with management. If you have a good complaint resolution strategy, these grievances will be addressed on time and salary discussions will be avoided.

Professional Employee Counseling

Employees are entitled to discuss their salaries, but that can have negative repercussions for your business. Therefore, you should avoid such scenarios at all costs. At PER, we are an experienced  Professional Employer Organization and can assist you with employee counseling and discipline, if necessary. We can also help  operate your day-to-day business needs such as payroll administration, worker’s compensation, and more. Contact us today at 888-599-4991 to learn more about our productivity-enhancing services.

Reminders for Filing Your EEOC Annual Report

Reminders for Filing Your EEOC Annual Report

Each year, employers with more than 100 employees must submit an Employer Information Report (also known as the EEO-1 Report) to the U.S. Equal Employment Opportunity Commission (EEOC) and the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). Mandated by federal statutes and regulations, the EEO-1 Report is a compliance survey that collects company employment data categorized by race/ethnicity, gender, and job category. With the May 31, 2019 deadline to submit the 2018 EEO-1 report approaching, here are some reminders that could help you file your survey accurately and on-time.

Is EEO-1 Reporting Mandatory?

EEO-1 reporting is not voluntary. Employers who meet the reporting threshold are legally obligated to provide their workforce data. The collected gender, race/ethnicity, and job grouping data is used for enforcement, research, and employer self-assessment. While confidential, the information is shared with authorized federal agencies and is available to the public via aggregated data.

EEO-1 Report Filing Requirements

Companies subject to Title VII of the Civil Rights Act of 1964 are required to file the EEO-1 report annually if they meet the following criteria:

  • They have 100 or more employees
  • They have fewer than 100 employees but are owned by or corporately affiliated with another company and the entire enterprise employs a total of 100 or more employees
  • They are Federal government prime contractors or first-tier subcontractors with 50 or more employees and a prime contract or first-tier subcontract amounting to $50,000 or more.

EEO-1 Report Filing Deadline

The EEOC officially opened the 2018 EEO-1 survey on March 18, 2019. The online filing application is the preferred method for filing the EEO-1 Report. Reports are required to be filed with the EEOC Office of Enterprise Data and Analytics’ Employer Data Team and certified by Friday, May 31, 2019.

Professional Admin Services

When you partner with Professional Employer Resources Inc., this administrative burden is assumed by PER, an outstanding PEO that provides many services tailored to meet the needs of each individual client.  Contact PER, your local Professional Employer Organization, at 888-599-4991 today to discuss how we can help fulfill your business needs.

Tips for Producing Successful Interns

Tips for Producing Successful Interns

Internships are mutually-beneficial business relationships between employers and students preparing to enter the workforce. Incorrectly thought of as free labor in exchange for real-world office experience, internships actually present an opportunity for your company to gain new insights and a boost of energy from ambitious interns who can help motivate your jaded staff by injecting them with fresh ideas and positivity. To discover and mold such inspiring, productive, and promising individuals, here are some tips you should follow when hiring interns.

Write a Compelling Internship Description

When drafting your internship posting, provide clarity by clearly laying out all assigned duties and expectations of the internship. In order to only attract qualified candidates, be sure to include the following details:

  • Duration of internship
  • Estimated weekly schedule and hours
  • Expected compensation or school credit
  • Name of managing supervisor
  • Eligibility requirements
  • Required skills
  • Dress code

Pay Your Intern

If it’s within your budget to offer a paid internship, then do so — even if they are receiving school credit. Not only can paid interns be assigned to help with more meaningful projects, but they will also be more reliable workers if they are being paid. Paid internships also offer flexibility by avoiding the strict guidelines and legal risks that are presented by unpaid interns who are overworked.

Protect Your Intern

Because they are exposed to the same types of risks that can harm the other members of your staff, your interns — both paid and unpaid — need to be covered in the event of a workplace accident. State law may even require you to provide workers’ compensation coverage to your interns.

Guide Your Intern

Your interns won’t instinctively know how to navigate the workplace. Therefore, it is your responsibility to groom them from awkward interns into young professionals. You can achieve this by setting clear boundaries and guidelines on workplace etiquette and appropriateness. Also, give your interns actual responsibilities, both mundane and interesting, with deadlines to see how they handle pressure. If they make mistakes, let them learn from them through constructive criticism and constant feedback. Your interns may be the future of your company, so be sure to make their internship a worthwhile experience.

For help with all your employment business needs, rely on the services of Professional Employer Resources. As a PEO company, we can offer your business HR resources like worker’s compensation, payroll management, and more. To get started, call PER today at 888-599-4991.

How Employers Should Handle Natural Disasters

How Employers Should Handle Natural Disasters

Natural disasters are not limited to severe weather events or destructive acts of nature such as hurricanes, floods, and earthquakes. They can also include health crises such as outbreak and pandemics, as well as acts of terrorism and violence. Such events can impact all aspects of our daily lives — including our jobs. As an employer, you must take your staff’s well-being into account and be ready to make swift decisions that are in the best interest of their personal safety if a natural disaster should strike while you’re on the job.

Prepare a Natural Disaster Emergency Plan

Being prepared in the event of an emergency can save time, resources, and lives. That’s why it’s best to have a plan in place before disaster strikes. Hold an annual or bi-annual meeting with your staff that includes:

  • A discussion of what would happen if a fire or other life-threatening event were to occur.
  • The importance of remaining calm and getting out of the building in an orderly fashion.
  • Identifying all exits, back-up escape routes, and potential challenges that could impede flight.
  • Assigning each department a primary exit that is closest to their offices, as well as an alternate route in case their primary means of escape becomes blocked.

All employees and new-hires should be routinely reminded of all emergency protocols and notified of any updates or changes. It’s also best to perform practice drills of your natural disaster emergency plan twice a year to help keep everyone alert on proper procedure.

Maintain Your Emergency Signs and Systems

If a natural disaster threatens your office, your staff will rely on your building’s emergency notification systems to alert them of danger. Make sure your emergency signs and systems are up to code by having them inspected annually. This will ensure your fire alarms, smoke detectors, sprinkler systems, and extinguishers are functional, and your emergency exits are properly illuminated.

Manage Productivity During a Natural Disaster

In order for your business to function effectively during — and minimize losses and business interruption after — a natural disaster, it is critical for you to have an operations and staffing management response plan in place. There are a number of employment laws that go in effect during times of emergency or disaster to protect employees who may experience a layoff, time-off, or reduced hours. For example, the Fair Labor Standards Act (FLSA) requires employers to pay exempt employee’s full salary if a worksite is closed or unable to resume operations within a full workweek following a natural disaster. If you need help getting prepared for the worst, rely on the leading provider of HR services for small and medium businesses.

Administrative Relief After a Natural Disaster

At PER, we deal with all areas of PEO Management, which includes helping you formulate and implement an organized natural disaster plan for your office that covers any challenge that may disrupt your flow of business. For administrative or human resource assistance following a natural disaster, call PER today at 888-599-4991.