| Regulatory Compliance: | | | | program. These programs range from no/low cost |
| A Professional Employer Organization (PEO) will offer | | | | choices to moderate and higher costing choices. |
| services that help small businesses comply with the | | | | Employee reward and recognitions programs help |
| ever-expanding myriad of federal, state and city | | | | companies retain top talent by challenging employees |
| employer laws. This is valuable for employers because | | | | and making their achievements visible. They also |
| they will stay clear of employment litigation, but it is also | | | | provide a simple and inexpensive way to recognize |
| valuable in attracting and retaining quality employees | | | | employees and give incentives other than traditional |
| that expect their employer to follow the guidelines they | | | | raises and bonuses. |
| may be used to working for larger companies. | | | | PEOs' reward and recognition programs are scalable |
| A great example arises when observing Family | | | | and easy to deploy. They allow employees to go |
| Medical Leave Act (FMLA). | | | | online to select their own reward; which can vary from |
| FMLA requires employers to provide up to 12 work | | | | a employee of the month parking spot, gift certificates |
| weeks of unpaid, job-protected leave, within any | | | | or a group outing to a bowling alley or restaurant. |
| 12-month period, to eligible employees for certain family | | | | Performance Reviews: |
| and medical reasons. It's most noticed with | | | | Professional Employer Organizations provide the |
| pregnancies. FMLA is only enforced upon companies | | | | structure, software, and consultation necessary to |
| with 50 employees or more. If an employee works for | | | | implement performance appraisal programs quickly |
| a company with less than 50 employees, the employer | | | | and cost-effectively. This is great for employees as it |
| is not forced to comply with FMLA, consequently | | | | provides visible structure for their performance and is |
| employee may not have their job waiting for them | | | | often tied to bonuses, rewards, and raises. |
| after becoming pregnant. | | | | Employees that have worked in an environment |
| However through co-employing with a Professional | | | | without performance reviews can understand the |
| Employer Organization, small businesses are required | | | | frustration of not having one; cronyism, playing |
| to comply with regulations that apply to larger | | | | favorites towards management, losing great |
| corporations. PEOs will help their clients to understand | | | | employees, etc. |
| this and strategically manage for it. | | | | PEOs can roll out a complete performance review |
| For a helpful chart of employer regulations and what | | | | strategy in a matter of weeks and without much |
| sized companies they pertain to click here. | | | | administrative burden on behalf of their client. |
| Human Resources: | | | | Performance appraisals are not only good for |
| PEOs provide companies with human resource | | | | motivating employees, but they also provide necessary |
| consultation and innovative workforce solutions that go | | | | documentation of performance when an employee is |
| beyond regulatory compliance (things companies have | | | | not performing well, which is helpful when helping, |
| to do) and more into maximizing employee production | | | | suspending, or terminating employees. |
| and retention (things companies should do). | | | | Its all pretty simple, when employees are happy with |
| Its been proven that most important factors that lead | | | | their job, they will be retained, when an employer can |
| to employee production and retention are employee | | | | retain their employees, they will be more profitable. |
| benefits and compensation. However, applying HR | | | | Working with a quality PEO sends a message to |
| strategy to a small company will also help employees | | | | employees that your company pays a premium to |
| feel welcomed, visible, and important while keeping | | | | ensure that employees have a great place to work. |
| employer costs down. | | | | For more information on Why Employees like PEOs, |
| Reward and Recognition Programs | | | | check the next articles in the series Why Employees |
| Professional Employer Organizations offer advice on | | | | like PEOs 101, and Why Employees like PEOs 103. |
| deploying a formal employee reward and recognition | | | | |