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| General PEO Information |
| The PEO Transition: Let your employees know they'll be in good hands |
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:
- Medical Insurance, including options to purchase health, dental and optical insurance
- A 401k plan (Be sure to clarify what employer match is available, if any)
- Life insurance, disability coverage, and long-term or hospital indemnity coverage
- Formal training and orientation
- Improved on-site safety awareness programs
- Other benefits such as credit union membership, health club memberships, shopping memberships, etc.
- Access to a “neutral” third party in the event of grievance procedures
- An assurance that your company abides by labor regulations that are intended to insure the employee’s well-being
- Reduced employee turnover, which increases overall productivity and morale
- Health and Wellness programs, and new Work-Life programs
- 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.
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