When Marjory Clark learned that her employer had enrolled with a PEO, (Professional Employer Organization), she groaned in disgust.  Somehow it looked to her as if she’d just been sold out.  How could a company headquartered three counties away possibly meet her needs as an employee?

You don’t want to give employees the idea that your enrollment with a PEO was simply a matter of company expediency at employee expense.  Let employees know that enrolling with a PEO just may be the best thing you ever did for them.  Here’s how that can be accomplished:

• Make it clear that as owner, you still make all of the strategic business decisions that affect the company.
• Give your employees a clear picture of the benefits that are now available to them.  Depending on what specific services you purchase from us, these may include: 

1. Medical Insurance, including options to purchase health, dental and optical insurance 
2. A 401k plan  (Be sure to clarify what employer match is available, if any) 
3. Life insurance, disability coverage, and long-term or hospital indemnity coverage 
4. Formal training and orientation 
5. Improved on-site safety awareness programs 
6. Other benefits such as credit union membership, health club memberships, shopping memberships, etc. 
7. Access to a “neutral” third party in the event of grievance procedures 
8. An assurance that your company abides by labor regulations that are intended to insure the employee’s well-being 
9. Reduced employee turnover, which increases overall productivity and morale 
10. Health and Wellness programs, and new Work-Life programs 
11. Risk management procedures, including drug testing

Let us prove ourselves.  Your employees now have access to a full-scale Human Resources Department, and we take our “customer service” responsibilities seriously.