We Make HR, Compliance, & Benefits Administration Simple.
We may not be the largest HR Management Provider, but we know your name.
From recruitment to human resource management to compensation and leadership training, you spend up to 40% of your day on necessary, but time-consuming HR Management activities, and you may not have an HR background. Knowing this, we have created online and full-service HRM solutions for every type of company, we are a true one-stop-shop.
Our One-Stop-Shop Solution consists of HR Solutions or Do it yourself (DIY) Web-based Tools, HR eSolutions and ERISA eSolutions) to simplify the entire HRM process. When it comes to outsourcing, it’s vital a business knows all the recent compliance changes set by the Department of Labor (DOL).
Have you had the time to think about benefit and HR compliance, employee engagement, or leadership training? We know you have a choice when it comes to HR Outsourcing. Let us earn your business by speaking with one of our HR or Compliance Coaches.
No risk, pressure, or fee involved.
HR Service Focuses on 3 Main Categories of Outsourcing To Help You Create Peace of Mind And a Dynamic Culture.
When Building your Culture, you must ask Yourself the Following Questions:
- Do you have a trustworthy HR Outsourcing Partner to help with HR frustrations and missing practices?
- Would you pass a DOL audit, if they walked in the door today?
- Are supervisors saying and doing things that create risk or are they creating highly productive teams?
- Are your employee handbooks and HR functions up-to-date?
Additional HR Services
Complimentary Tools and resources to help employers navigate challenges related to the Corona pandemic. Any questions regarding legal updates and or changes can be found in this section of our website.
Section 125 POP
Because insurance contributions are deducted on a pre-tax basis, a POP Plan saves significant tax dollars for both employees and employers. This is perhaps the greatest benefit that the two parties can gain, and perhaps the most persuasive argument for establishing a Section 125 POP in any business.
The IRS, Department of Labor, and Pension Benefit Guaranty Corporation jointly developed the Form 5500-series returns for employee benefit plans to satisfy annual reporting requirements under ERISA and the Internal Revenue Code.
In accordance with the Employee Retirement Income and Security Act of 1974 (ERISA), all employers must have a written Summary Plan Description (SPD) for each separate welfare benefit plan (e.g., medical, dental, 125 plan, life, disability, etc.), informing participants of eligibility requirements, benefits, claims and appeals procedures, and rights under ERISA.