What can a PEO really do?

SBE479 – is the federal act that regulates PEOs.  It created a certification process – thus the C in CPEO.  Of the 700 something PEOs only about 30 have actually received this certification.  It is a big deal for an employer.  In order to qualify they have to pass a great deal of government tests including financial, I.T. security, compliance, audits etc… 

It general what it means is your company can receive better tax treatment, not have to pay mid-year F.U.T.A and SUI restarts, qualify for tax credits that a non CPEO will prevent you from receiving , better data security, better software, better compliance protection from the government, make it less likely they (and therefore you) will have any financial problems relating to a PEO and other important protections. 

There are several other certificates that PEO will tell you they have (and several of them have great credibility also (like Employer Services Assurance Corporation – ESAC), and some of the larger PEOs that have this certification also have divisions that don’t so you have to know to make sure you are in the CPEO option. 

Many of the smaller PEOs can’t afford to go through this process and many of the specialty firms can’t either. Ask your PEO broker, consultant or expert about this.   

There’s been a lot of discussion in the HR outsourcing world about certified professional employer organizations, or CPEOs. What are they and why does it matter, you may be asking? 

Here’s the express version: 

• Being certified means a PEO has applied to the IRS to be certified and after providing extensive information about its financials and other background information, received the CPEO designation from the IRS. 
• A CPEO takes on added responsibility related to payroll administration and federal employment tax reporting and payments. 
• A CPEO is responsible for paying the federal employment taxes on the wages it pays to worksite employees. 

Essentially, it might provide you further peace of mind when working with a certified professional employer organization. Read on to understand the details and how it may affect your business. 

CPEOs The bottom line 

CPEO’s can won’t steal your money  – bonded and audited. If a non CPEO doesn’t pay your taxes with the money you gave them to pay your taxes you will have to pay it twice.

Better security tax credits available. Not necessarily that is service or better benefit rates. 

A little background 

The Small Business Efficiency Act (SBEA) of 2014 put things in motion when it set out to clarify the relationship between a certified professional employer organization and its customers for the purpose of federal payroll taxes. It is federal recognition that the PEO industry has needed since its early days more than 30 years ago. 

A CPEO establishes a co-employment relationship with its customers. In it, the CPEO assumes many of the employee-related employer responsibilities, while the customer continues to manage and run the business. 

Here’s a quick overview of the co-employment relationship: 

Your company’s role 

• Your company remains an employer. 

• It maintains control over managing your employees’ daily to-dos and core job functions as well as maintaining your organizational structure. 
• Your company’s leadership team remains focused on fulfilling the primary role they were hired for. 

The CPEO’s role 

• As the co-employer, the CPEO takes on specific employer obligations, as set forth in your service agreement. 
• This allows the CPEO to provide benefits and handle functions such as payroll, tax remittance and related government filings. 

• Because it acts as an employer for those purposes, the CPEO can assume a greater amount of responsibility than, for example, a payroll company. 

Not everyone qualifies 

It’s not a simple process to get certified by the IRS, and not every PEO will qualify. Here are some of the requirements of companies seeing certification: 

• An audit of their financial statements 
• CPA-affirmed documentation that they pay employment taxes in a timely manner 

• Documentation that they have positive working capital 
• Background reports of their individuals responsible for employment tax payments 

The IRS wants to take a good look at the PEOs it certifies because they’re solely responsible for paying employment taxes on wages they pay to worksite employees. Previously, the IRS could have looked to the client company if the PEO did not pay the federal employment taxes. Basically, the IRS wants to be sure the taxes get paid. 

Why it matters 

The intent of the law was to give more structure to who is responsible for what and how eligibility for certain tax credits is defined. The highlights of the law and how it relates to CPEOs and their customers include: 

• Payroll tax liability 
• Double payment of taxes 
• Retaining specified tax credits 

Payroll tax liability 

The IRS has traditionally taken the view that in a PEO arrangement, both the PEO and the customer are jointly and severally liable for paying federal employment taxes. Let’s say a small business hired a PEO, paid the invoice, which would have included the employment taxes, and the PEO didn’t pay the employment taxes. Before the SBEA, the IRS could have gone after the client company for the taxes – money that the company thought it had already paid to the PEO. 

The SBEA makes it very clear that a CPEO, certified by the IRS, is solely liable for the payment of federal employment taxes on wages it pays to worksite employees. So, once the customer pays the invoice, which includes the federal payroll taxes, to the CPEO, the IRS can’t come back to the customer to collect employment taxes if the customer is subject to a CPEO service contract or agreement. The CPEO is liable, not the customer. 

Maintaining tax credits 

Because many tax credits hinge on being the employer, oftentimes businesses entering into a PEO co-employer relationship would be concerned about potentially losing eligibility for those tax credits. 

The SBEA clarifies a CPEO customer’s ability to maintain certain tax credits when they’re in a CPEO relationship. 

There’s a list of tax credits in the SBEA that’s very clear that the customers get to retain within the CPEO relationship. Among them are: 

• IRC sec. 41 credit for increasing research activity 
• IRC sec. 45R credit for health insurance expenses 
• IRC sec. 51 work opportunity credit 
• IRC sec. 1396 empowerment zone employment credit 

Wage-base restart 

As an employer, federal employment taxes must be paid on a certain amount of each employee’s wage – referred to as the wage base. 

When a company joins or leaves a PEO mid-year, there has been the issue of paying taxes on the wage base from both the company and the PEO. This is known as an employment tax or wage base restart and occurs when a new federal employer identification number (FEIN) is used. When a PEO begins paying wages (or a company leaves a PEO), it triggers a change in the FEIN of the entity paying wages. 

For example, in June, a PEO takes on a new client that has been paying employment taxes since January. In June, the PEO would be considered a new employer under the Internal Revenue Code. So, paying federal employment taxes on the wage base starts over, resulting in double taxes being paid. 

Under the SBEA, it’s clear that if you’re a CPEO customer subject to a CPEO contract, the wage base no longer starts over. The CPEO gets to succeed to the wage base of the employees at a customer coming into the relationship, so there’s no longer a double payment of taxes. While there are a lot of other meanings to the term “successor employer,” a CPEO would only be the successor employer with regard to the wage base for payment of employment taxes. 

Additionally, if a company doing business with a CPEO pursuant to a CPEO contract or agreement leaves the relationship, it would benefit from the successor employer status and not have to restart the wage base for employees for purposes of federal employment taxes. 

Peace of mind 

The SBE legislation was a long time coming. It gives structure, guidance and recognition to the PEO industry.

In Goldilocks and the Three Bears, a little girl searches for porridge that’s not too hot, not too cold, but just right. Your search for the right professional employer organization (PEO) requires a similar journey of taste-testing to find the perfect match for your company.

As a co-employer, the PEO you choose will ultimately take responsibility for processing payroll, providing workers’ compensation insurance coverage, providing employee benefits, and a host of other sensitive tasks.

A mismatch between your company’s culture and that of your PEO, or partnering with a financially unstable PEO, can spell trouble both for your company and your employees. The internet abounds with stories of PEOs increasing rates without warning or going out of business without paying employees or payroll taxes.

To ensure the best fit possible between your company and this close partner, you’ll need to conduct a thorough analysis of your potential PEO.

Here are five steps you can’t afford to avoid.

1. Check licensing and accreditation
2. Ask for references
3. Explore the PEO’s online presence
4. Assess financial strength and security
5. Research the company history

Doing this on your own is fine, BUT REALLY the way to find the best answers to these is to contact a Qualified, Objective, Large PEO Broker – then supplement your research by talking to a representative of the PEO to verify what you’ve read and found out details that may not be found online. Here are some questions to consider: 

• When was the company founded? How long has the current leadership team been in place? 
• How many years has the company offered PEO services? Are its PEO services its core offering or a sideline to another business? 
• Where is the company headquartered? How many other offices does the company have and where are these located? 
• How many corporate employees does it have? 
• How many clients and worksite employees (i.e., employees of client companies) does it have? 
• What is the mission? 
• What are the company’s values? 
• What credentials does its staff members have? 
• Does the PEO have HR professionals in your company’s key locations? If not, what is their expected response time, should you need them onsite? 
• How does the PEO usually communicate with its clients? Does it proactively contact clients or wait for clients to call? 
• Can you meet the people who will service your account? 
• How many clients does an account representative typically handle? 
• Can you see your service agreement? 

And there are literally 50 other questions you NEED TO ASK THE WILL BITE YOU IF YOU DIDN’T, UNFORTUNATELY.  PEOPLE LOSE THERE JOBS WHEN THEY PICK THE WRONG PEO. 

Answers to these questions will give you a better understanding of the personality of the PEO and whether your cultures will be aligned in a co-employment relationship. They can also help you determine the stability and sustainability of the PEO. 

Click here to see a sample of a comparison for a company with 113 employees. 

There are 700 of them – how do you even figure out the right ones to call to even narrow down the process?

This will address some of the questions, but it really brings up the other questions that you have to think about. Not exactly a checklist but really this gives you an idea of the differences in the complexities of the purchasing process. But don’t be scared – there’s an easy way to do this all – more on that later.

The comparison spreadsheet we use has 48 rows and they are all important.  I know we have said this in other FAQs but it’s worth repeating – they sound like they (PEOs) all do everything – they will all check off they do it on your spreadsheet – just ask any direct PEO salesperson from any PEO- they will tell you how the PEO they are working for (currently)  is the best – here is the short truth to this fundamental and important question – PEOs encompass so many aspects that are each complicated – from payroll to benefits to HRIS to WC, etc… even if you have one now and you think you know what to ask for it will take incredible time to do the right due diligence on them and that presumes you went to the right ones.  What their salesman says, their internet reviews and their glowingly happy client referrals they cherrypick for you is not what you need to hear or internet reviews say or happy client referrals they cherry-pick for you to talk to say is not what you need – even if you had the time to do this time-consuming project, what you need is a professional that really is objective about the companies, has dealt with their problems, knows what is really going on this year with their software or organization.  By the way, a PEO broker doesn’t charge a fee for all this – they get you better rates than if you went direct – you fill out fewer forms – and they will do the comparisons between them all. 

Why do you need to compare? Because they are so very different from technology, from service, from guarantees, from style, from admin rates, from hidden fees, from benefit plan, and WC and benefit rates and renewals, from compliance help and defense.

What are these called? They’re called PEO brokers they don’t charge a fee they get lower rates and most importantly they’re good and that is the only thing they do and there are big differences between PEO brokers, but the most important thing is they will make sure you did not pick the wrong PEO you could get fired because of it literally.

See additional FAQs on how brokers operate:

Why Do People Select ThePEOPeople.com?

How Much do PEOs Really Cost?

What is a PEO Anyway?

Why Should I Call a PEO Broker Instead of the PEO’s Directly?

The short answer-

A PEO is the iPhone of human capital – payroll, hr compliance, HRIS systems, time and attendance, performance management, PTO, health insurance and workers comp and unemployment, benefits admin (one bill), easy onboarding – everything annoying, time-consuming and that you can waste money or be sued for – all in one easy integrated bundle that can often save you a ton on health insurance because they are giant buying groups, and a ton of time because it is all integrated, and with HR and legal back up  –  those are the good ones.  The bad ones can make you more miserable. (so how do you make sure you don’t pick the wrong one? – see below in these FAQs) 

Watch a quick video here

There are 700 and growing, and our guess is you should do business with about 650 of them. Of the 50 left you have some that specialize, while others are local, and you even have some that are national – some have great service, some have great technology, some a history of great renewals, others are about to be purchased, there are some that hide so many fees you will never know about, some are CPEOs (see the FAQ on this), some are putting in new i.t. systems, some were good last year and now omg they are so terrible it’s baffling and–  wow that was a mouthful. So, in short, they all will tell you they do everything a PEO should do, but most don’t and most just don’t do them well.  Basically it’s like most businesses, but because this one encompasses so many aspects (things like medical, PTO, 401k, payroll, OSHA, etc) the worst thing you can do is pick the wrong one and end up having to switch the next year (DON’T be like Caesar in our picking the wrong PEO video linked).  Finally, once again we must caution you – the direct reps from the PEO’s are paid a lot and to do one thing – sell you the PEO they are working for that year. Our informant spills ALL!

So, who do you get objective advice from?  See our FAQ about the shopping process.

Ok – Glad you asked.   This is all we do.  We have professional staff. We have clout with all the PEO’s. We have infrastructure and systems. We have been doing this for years. We love what we do. On average we save clients 25% but we are totally objective and will help you determine the ROI if a PEO is right for you in the first place.  Our clients use us for years – for renewals with PEOs, for ongoing service issues and even to change PEOs if they have different needs or the PEO isn’t doing their job.  Click here to find out more about us, our history and testimonials. 

We wrote the book on the industry.  We are straight forward and make this exploration of yours efficient, honest and a pleasure. 

Who is SBE479?  You will see that on some of our literature – years ago we had this as our name – it is because this is all we do and SBE479 stands for the Small Business Efficiency Act #479 – this is the federal act that governs the industry.  

We are a PEO Broker.

You are going to get sued as an employer – that is the world, unfortunately.  Running a business with employees is really hard and the state, federal and even local laws continue to carry more enforcement and bigger penalties – and that’s before we get into form violations in PTO, overtime, sex discrimination, pay discrimination, 1099 vs. w-2 suits, Job offers, ACA reporting, etc.

PEOs actually protect you from most of this – their HR and legal staff are there to help you avoid these suits (even class-action suits). They protect you three ways actually; The Call – how do I fire this person without getting sued, The Documents – policies and documents in place in advance to pre-empt suits and protect you,  and actual HR lawsuit insurance protection called EPLI coverage. Lastly, they don’t just do it because they say they will like some vendor – they are actually liable also and will be sued along with you, so they have skin in the game to protect both you and themselves. 

How do they protect you from all of this? Training! A PEO will help you build a plan and put into place the proper protocols and training your employees need to avoid any lawsuits and manager harassment. It’s important for every single employee to understand what constitutes discrimination and harassment and how to properly report concerns, BUT your managers should spend a lot more time learning about anti-discrimination and harassment best practices. 

Many PEOs offer Equal Employment Opportunity (EEO) training, or workplace discrimination training, for managers and employees, as well as ongoing HR support as part of their services they provide your company.

When EEO Training is completed your employees should be able to name the protected categories under Title VII of the Civil Rights Act:

• Race
• Color
• National origin
• Gender discrimination
• Religion
• Sexual harassment

And also understand:

• Retaliation discrimination (including whistleblower retaliation)
• Disability/Americans with Disabilities Act (ADA)
• Equal Pay Act
• Age Discrimination in Employment Act
• Genetic Information Non-Discrimination Act
• Any state or local fair employment practice laws

We want to avoid discriminatory comments in the workplace, corporate discrimination, workplace harassment by a manager and we cannot stress enough that training is the way to do that. We know you are busy trying to run your business and that is where your focus should be. A PEO will implement all of this training for you so you can successfully focus on the thing you do best. Don’t get sued. Don’t Get held responsible. Get quotes from multiple PEOs and find the right fit for you and your employees. Read more about what a PEO can provide you and your company.

Stay up to date by subscribing to our Free Stuff page where we constantly update new documents and information you need to know.

Read about the new E.R.I.S.A. Court Ruling that could make you personally liable.

Read about the New Executive Order Addressing Healthcare Issues. 

2019 Compliance Digest.

DOL Penalties increased for 2019

We are here to keep you informed. We are constantly updating our Free Stuff page. Subscribe and check back often to find out new information that will keep you protected.

This is a term that sounds scary – are PEO’s your business partner, can they fire your people or tell you how to run your business? The answer is absolutely not.   

Well, the opposite is kind of true. Co-employment is actually another layer of protection for you under the SBE479 federal act! 

In a PEO the federal government defines only certain responsibilities (it is not joint employment) – basically pay your taxes, allow you to be in their group medical and Workers Comp buying consortium, and for some purposes look like they act as an employer of record.  This makes them liable for all these issues and therefore they have skin in the game – they will help make sure you are compliant because if something goes wrong and you get sued, so do they.  That is why they also provide you with EPLI coverage. 

Yes, it sounds unusual, and this is the term that your insurance broker will dwell on to scare you from even getting a quote.  Remember your broker makes a lot less (75%)  if you use a PEO.

Will a PEO integrate with your existing accounting and point of service systems?

This is right to the point. It’s not selling you want from your PEO, it’s not an “I’ll tell you all the great things I can do and show you all the things you gotta lookout for” situation – but don’t forget as you’re reading this that they really are great and they really do amazing things. The purpose of this is to make you realize that the shopping process itself and the selection process is fundamentally important to decide, whether you decide, to use a PEO in the first place, and which PEO to choose.

Technology Changed EVERYTHING:

In the past, most PEO‘s were not really fully integrated. The systems just really didn’t work well together even if they were the same platform, and most were simply a patchwork of systems.

Now many – but definitely not all – have fully integrated systems that: Are user-friendly, easy to implement, and seriously help with running a business.

This industry now has middlemen that actually tell you the truth! They save you money, cut out the expensive direct sales-y sales rep, and pass on the wholesale rates they get from the PEO’s. In addition to that, they know who is good and bad and why – and they’ll save you tons of time making sure you don’t pick the wrong one!

Of course not! We eliminate the annoying and expensive parts of running a business so that you can focus on growing your business.

It all started originally as staffing companies or employee leasing companies that primarily operated in employee leasing services. Sometimes the PEOs were even used to play recruiting companies to assist businesses in getting Worker’s Comp. When the state wouldn’t provide it or for highly paid doctors who wanted to get defined benefit plans and pensions for themselves but not give it to their employees.

Today a PEO has the ability to focus your time on building your company into what you have always dreamed it could be.

Read more here.

All the medical plans are presented the same – the real answer is they’re all different than what you have and it’s annoyingly complicated to compare them especially when you’re shopping more than one PEO.

Read more about comparing PEOs here.

Read more about the shopping process here.

And do PEOs avoid the audit course?

At this point just to be clear you might be saying what a big job and I don’t have the time for this – or the weird things about a PEO sound like I’ll do it next year sounds interesting but I’m fine with what I got – but in fact what you should be saying at this point is if there is an alternative that doesn’t take a lot of time and will save us a lot of that money and make us more efficient and do all the cool things that you read about – is at least get a quote. And then if it goes good spend the time and if the quote is that good, even best, get it.

It’s a little calculator for you.

Learn more about finding the right PEO for your company. Download our PEO for Dummies ebook.

• Who has the service model you want and who has the technology that really makes it user friendly for you and your employees?
• Who really does have good long-term medical and workers comp renewals?

What they’re not is an insurance broker that doesn’t know anything about HR or payroll.

They are not a payroll company that doesn’t know about HR or Benefits. Think of a PEO as an HR company that also does payroll, HR technology, and all the expertise of HR. PEOs are the iPhone of human capital with people behind them that enables you to run your company better and safer and much less expensively.

Well, that’s how it all started – they were originally staffing companies, staffing agencies, employment agencies, private employment agencies, temp agency, or employee leasing companies that primarily operated in employee leasing services. What is a staffing agency? A staffing agency is an organization that has a list of employees that can be hired out for temporary or long term work. They provide staffing for any company looking to fill a position. Sometimes they were even used to play recruiting companies to assist businesses in getting Worker’s Comp. When the state wouldn’t provide it or for highly paid doctors who wanted to get defined benefit plans and pensions for themselves but not give it to their employees.

The concept originated in the 1960s by three businessmen – Eugene Boffa, Louis Calmare, and Joseph Martinez, but was further popularized by Marvin R. Selter.

Today all of that has changed, and the industry is the valve to take the big step from small business to professional, to have the ability to focus your time on building your company into what you have always dreamed it could be.

Are temp agencies worth it and other staffing companies worth it? PEO employee leasing allows you to put an end to all the headaches of employee benefits and insurance management, allowing you to scale your company, take care of your workers and get better prices for all of your employee care plans across the board.

Well in most industries consulting companies generally charge fees and provide canned answers. They have a list of questions and a list of answers that go to those questions, and you usually get some type of generic or automated response when you want to go deeper into what’s included with these fees.

PEO consulting services may seem complex or confusing, but what we really are is a bridge. There are companies that want to help the businesses they work with get the best programs for their employees, and businesses who want their employees to be taken care of and their business to be secure – and we connect the two and eliminate the stress and headaches of trying to figure out who to trust.

We’ve been doing it for years, DECADES even. We know the ins and outs of PEOs and collaborating with them to ensure the best of both worlds, keeping you from being taken advantage of (especially since you usually don’t realize you are until it’s too late). With us, you’re dealing with real, experienced PEO consultants that know what they’re doing & know how to do it.

Our team has always been a brokerage company. We don’t charge fees and only earn our money if we find options that are great for you. We don’t just sign clients to get paid off of fees, we genuinely care about getting the best for you and the people you’re responsible for taking care of. Our PEO Consulting services are designed around simple aligned objectives with you and your company.

It’s not billable hours and time – it’s results we deliver, or we don’t get paid. We aren’t into PEO consulting for the money, we’re into it for the better options we’re able to get for businesses to take care of their employees, the better conditions their workers are able to secure for them. Better conditions mean better moods, better moods mean better work, better work means more profit & sales – so basically just making one small change and selecting the right PEO can be a snowball effect that can advance your company.

We are Objective. We are in this for one thing, to help businesses take better care of their people. We are PEO Consulting done right – not caring about the vendor, but only caring about our clients. We are into negotiating and getting the best deal, not just spreadsheeting and putting you on a client list – but getting together with you and talking about the real practical truth in each of the cells of a spreadsheet and the best way to get the plans that do the most for you.

All that being said beware of those companies that are PEO consulting services and charge for overly academic analysis, sometimes all of those big words and terms are meant to confuse and distract you from the fact that they really don’t know what they’re talking about in-depth.

If someone can’t explain their services to you in a way that a 5th grader can understand, there’s a good chance they don’t understand it enough themselves and are just repeating what they heard from somewhere else. Which would you rather have – someone trying to fool you with complex charts and big phrases, or the straightforward real experience and practical answers of multiple clients with multiple PEO’s with YEARS in the business?

The choice is obvious, isn’t it?

The classification system makes sure that employers with higher risks of worker injuries pay more for insurance than employers with low risks.

An employer’s workers’ compensation premium is calculated by multiplying a rate times your payroll and then dividing the result by 100 (RATE x PAYROLL/100). Workers’ Compensation (WC) rates depend on some classifications assigned to the employer and the state in which the business operates. A WC classification represents a group of employers that operate similar types of businesses or similar industries. Employers assigned to the same classification in the same state pay the exact same rate. These classifications are intended to distribute the cost of insurance among employers equally.

The most widely used classification system was developed by the NCCI. The NCCI classification system consists of written descriptions of business operations and four-digit classification codes (or class codes). Two examples are Plumbing NOC & Drivers, code 5183, and Restaurant Fast Food, code 9083. Pennsylvania, Delaware, and Wyoming use three-digit codes called NAICS codes.

Important Terminology:

• Basic Classification
  • Describes the nature of your business
• Standard Exceptions
  • Two examples of these exceptions are clerical office workers (code 8810) and outside sales employees or collectors (code 8742). These jobs perform low-risk work, they are less likely to be injured on the job. These rates assigned to the clerical and sales class codes are relatively low. Note that the standard exceptions don’t apply to workers that are included in the description of the basic classification.
• Governing Classification
  • This refers to the classification, other than a Standard Exception, which generates the most payroll.
• General Exclusions
  • Risks that are not included in the Basic Classification of the job.
• General Inclusions
  • Types of operations that might appear to be separate, but are actually included in the Basic Classification.

A PEO can provide workers’ compensation for your employees. Review PEO Services and Employee Leasing.

By joining a PEO they can help manage workers’ compensation costs and claims, and help you navigate the safety challenges in your business.

A PEO can help you:

• Choose a workers’ compensation plan coverage that fits your needs.
• Can cut workers’ compensation premiums by negotiating competing programs with insurance providers
• Make sure the safety of your workplace is at a high standard along with help design a safety program to prevent future injuries
• Resolve claims efficiently
• Manage relationships with injured employees
• Implement a return-to-work program that increases employee morale and reduces the length and cost of workers’ comp claims

These applications can make a big difference in your company’s workers’ compensation. If a good matched PEO can provide safety services that will yield a high-return and a culture of safety for your employees.

Read other services a PEO can provide you and your company. Then let us find the best fit for you by comparing plans, services, and prices.

Overworked employees can affect every single aspect of your business. Consequences of overworking employees include:

• Low productivity when employees aren’t able to accomplish all their tasks.
• Low quality of work when employees don’t have the time to do their jobs right.
• No growth because employees can’t take advantage of new training while being overworked and stressed out.
• Poor customer service because employees experience tunnel vision trying to only get their jobs done with now spare time to build and sustain customer relationships.
• Bad reputation when a company is overloading employees with work.
• Low morale when employees are being overworked and lose their passion then burn out.

Pay attention to these 6 signs of overworking. When employees are feeling overworked and stressed it is only going to make the company as a whole suffer.

1. Poor work performance
2. Absenteeism
3. Heightened employee emotions
4. Poor customer feedback
5. Working long hours
6. Revealing statements (“I practically live here” or “I wish I could take a vacation, but…”

To learn how a PEO can help your business build reliable procedures and strategies to operate more efficiently. Putting these procedures in place will help prevent any employee burnout and allow your business to keep growing. Read more about what a PEO can provide you and your employees then talk to a PEO-OLOGIST and get quotes.