March 17, 2021
Employee Health Insurance

BAGI Member Carrington Homes on Offering Employee Health Insurance

Many BAGI members come to us when they feel they can begin offering employee health insurance. Carl McIntyre of Carrington Homes reached out in 2019 for two reasons: “To attract and retain good employees, you have to offer a competitive package that includes health insurance. And I wanted good health insurance for myself and my family.” Carrington Homes has been around since 1992 and now has 16 employees. We took him through the many options available through his BAGI membership, including the BAGI Program, the ICHRA Program and Worksmart. According to Carl, “Once Scott mentioned Worksmart, I realized that my partner at my other company was already using them to provide health insurance to our employees. In fact, my current health insurance was through that company via Worksmart. I had already had a great experience with them, so it was an easy sell. Also, the other options were not competitive compared to what Worksmart could offer.” When we asked Carl about his employee health insurance experience with Worksmart, he had this to say: “They are very responsive. My employees can contact them directly with any benefits issues, taking a lot of that work off of me. They are also up-front about the costs of the program, both with me and my employees. I used to pay the full cost of health insurance for everyone, but it became too expensive. Worksmart helped frame the conversation with my employees, noting that this new plan is a shared cost – I as the employer pay a good chunk of the premium, but some of it is on the employee. They made this conversation easier for me and kept our staff happy. Worksmart also does all my payroll, but not our 401k which is a bit of pain so I will probably change that over to them in the future. For now, payroll and health insurance are all one place and therefore all record keeping is in one place, making everything streamlined and easy to send to my accountant. Finally, I have been really pleased with the Worksmart Team. They have a person directly responsible for each issue so I can get my questions answered quickly. For payroll, I call Kristina who answers her phone or gets back to me. Everyone I have worked with has done a great job. I’ve not had one issue or disappointment yet.” For BAGI members, the challenging employment landscape is making employee health insurance even more important to the health of their businesses. If you are interested in offering or changing an employee benefits package, send me an email or give me a call at 317.663.4138.
August 19, 2020

How PEOs Help Small Businesses Weather the Pandemic

Professional Employer Organizations, or PEOs, have traditionally been driven by group health insurance. Their co-employee model allows small to mid-size businesses to tap into employee benefit packages typically offered by large organizations. However, the coronavirus pandemic has brought into focus the additional value PEOs bring to their members – human resources expertise and payroll services. PEOs offer Pandemic- Related HR Policies Few organizations anticipated needing to completely shift their business model in a matter of days. Policies and procedures covering PPE, social distancing and an entire workforce working from home had to be created quickly and then altered as state and CDC guidelines/recommendations evolved. Worksmart Systems, a 22-yr old Indianapolis PEO, has been tapping into their bevy of HR experts to ensure their co-employers could weather the pandemic. As people have been coming back to the office, Worksmart has been creating HR policies to help organizations manage things like mask policies, how to deal with the fear of being in the office and childcare/COVID care issues. PEOs offer Rapid Response PPP Resources Although April 3rd seems like a lifetime ago, for Worksmart’s co-employers it is seared into their memories. It was the first day businesses could apply for the Paycheck Protection Program. Worksmart employees worked long hours to ensure that their members had the payroll information they needed to apply that first day – 940/941s and a customized payroll report in their hands by 10 am. Efforts had actually started in March, when the first bits of information about the PPP were emerging. Worksmart was holding webinars each week to bring co-employers up to speed on the status of the bill, with their employment law attorneys evaluating the implications. Even though the PPP was one of the fastest pieces of legislation to pass in our nation’s history, Worksmart’s members were in the know throughout the quickly evolving process. One of Worksmart’s co-employers said it best: “Just wanted to say Kudos to Worksmart for easing the process for application for our PPP loan. Thanks to your webinar about the payroll reports, I was able to get all the information I needed for my loan application very quickly. Just got our money today!” Jan- Law Office Now that many businesses are back to business in this new normal, they have been looking to Worksmart for advice on virtual hiring and other HR realities that are most likely here to stay. There has always been value to having an HR expert in your corner, but during the pandemic it was what allowed many businesses to stay afloat. There is no need to face these uncertain times alone. As a partner of Worksmart, Wharton & Power Insurance can help you uncover the benefits of a PEO for your business. For more information, send me an email or give me a call at 317-663-4138.
July 8, 2020
employee health benefits

How A Local PEO Helped This Indiana Small Businesses Save on Employee Health Benefits and More

Like the rest of the country, Hoosier businesses are struggling to balance the increased costs of providing employee health benefits with maintaining a strong bottom line. One Indiana small business looked to another Indiana business, WorkSmart Systems, for a cost-effective and streamlined solution and found what they were looking for. A manufacturing and installation organization with 15 employees, this company has been committed to attracting and maintaining its workforce by providing employee benefits. However, with the double-digit premium rate increases, they were becoming worried about their ability to stick to that promise. As a Professional Employment Organization, or PEO, WorkSmart was able to offer access to a better plan at a price they could support. The key behind WorkSmart’s cost-effective health insurance program is the power of pooling. Their co-employment model allows them to place each client’s employees into one large group, thereby spreading the risks and costs. WorkSmart does their own underwriting, and so is able to manage the age risk and demographics of the pool. By partnering with businesses with well-rated employee bases, WorkSmart protects everyone in the plan from skyrocketing costs. While other group health insurance plans have seen double-digit rate increases in the past few years, WorkSmart has been able to keep theirs in the single digits year after year. Another advantage to WorkSmart’s group health benefits is employees have access to 4 plan options, allowing them to choose a plan that suits their own situations. Discussions with this small business about health insurance also uncovered other human resource issues they were experiencing. The transactional functions of managing HR in-house was proving unwieldly, taking up too much time and effort by their HR specialist. WorkSmart’s pooling model allows them to offer small businesses Fortune 500-level HR admin services from one place. Payroll, benefits management, employment processes, worker’s comp, compliance reporting and employee benefits are all under the same umbrella, saving businesses the cost of the admin fees from multiple vendors. For one per-employee fee, companies have access to a state-of-the-art HRIS, HR and legal experts, and a dedicated account manager who serves as a resource and advocate for their needs. This level of service was music to the ears of this Hoosier business! WorkSmart is able to offer Indiana businesses cost-effective yet high-quality employee health benefits, allowing employers dedicated to caring for their employees a viable option. However, WorkSmart is more than a health insurance provider. Their full array of HR services streamlines and centralizes the internal processes, avoiding the headaches inherent in having employees. Employees have 24-hours access to their records, and all communications and paperwork are managed in one place. WorkSmart does not believe in nickel and diming their co-employment partners, charging fee after fee for small things like re-printing a W-2 or answering employee questions. Once a business becomes a partner, WorkSmart is there for all of their HR management needs. Is your business struggling with the rising cost of employee health benefits and the headaches of managing HR admin? WorkSmart may be […]
June 11, 2020
cloud-based HRIS

Why A Cloud-Based HRIS is Better for Your Business

If you are an employer looking to streamline your HR activities, a robust cloud-based HRIS (Human Resource Information System) is your best option. A centralized, easy to use and well-supported system will allow you to focus your energy on more important aspects of your business. Benefits of a Cloud-Based HRIS: 1) HR Management in One Place – There is no need to manage your employment functions across multiple websites, log-ins and vendors. From initial job postings to separation procedures, every step of the employee lifecycle can be managed through a paperless system housed in one program. Simple and easy. 2) Accessibility for Everyone – Cloud capability means your information can be accessed from any computer or mobile device anywhere there is internet access. Managers and employees can have level-based access to the portal, making communication and information sharing trackable and seamless. And, employees do not have to take up another person’s valuable time to view items like accrued vacation time and health benefits information. 3) Updated Functionality – Keeping the HRIS in the cloud allows developers to more easily create tools that support your company’s needs. It is impossible to affect a program downloaded to your computer without requiring another download! Cloud computing enables a nimble and responsive working relationship, making the system more effective for your business. 4) Custom-Tailored Tools Suite – WorkSmart Systems has an upgraded cloud-based HRIS that offers a multitude of tools. While the system can manage every aspect of the employee lifecycle, from recruiting, hiring, on-boarding and benefit enrollment, to payroll, evaluations and separation or termination processing, not every organization needs every module. Our system allows you to pick and choose the functionality that suits your business. 5) Access to Experts – Smart HRIS providers like WorkSmart Systems understand that technology does not solve every issue. We provide all of our partners with an account manager familiar with your business to serve as your guide. Having employees comes with a great deal of complexity. You are an expert in your line of work, and Worksmart is an expert in theirs. Their knowledgeable team has the latest employee management information and technology, and can guide you through all of your employment processes and issues. There is no longer a need to put up with complex and cumbersome HRIS programs. Learn more about how a cloud-based HRIS can help streamline the HR functionalities of your business. Send us an email, or give us a call at 317.663.4138.
May 13, 2020
outsourced HR

Managing the Employee Discipline and Termination Process

Being an employer means you will have the occasional employee who requires disciplinary action or even termination. You can make that difficult situation a bit easier by preparing ahead of time, understanding how you will address the situation when it occurs. Best Practices for an Employee Discipline and Termination Process Outline Disciplinary Procedures in Your Employee Handbook Having an employee handbook that clearly outlines how disciplinary issues will be handled sets expectations for all employees. And, taking the time to create your process up front will head off making rash decisions in the heat of an issue. However, you will want to build flexibility into your plan that will allow you to skip steps if necessary, such as the need for an immediate termination. Address Employee Issues Promptly It is important to understand the dynamic of your team, and to identify and deal with any issues quickly.  Allowing dangerous, toxic or fraudulent behavior to persist not only decreases company moral, but can also make unwinding the employee from your organization more challenging. Look Before You Leap Before you fire someone in a moment of intense turmoil, ask yourself some key questions: How has the employee been disciplined? What documentation do you have? Has s/he been sick or have any disabilities? Does s/he have any special designations or demographics? And finally, what is the employee’s viewpoint of why you are firing him or her? It is this last question that can quickly identify potential negative outcomes from firing someone. Termination should always be clearly about job performance, not the qualities of the person being let go. Formally Document the Process Documenting communications and actions during disciplinary and termination procedures is key to protecting yourself against legal action. American employees are fortunate to have many employment laws to protect them from unfair or unsafe working conditions. However, those laws can cause headaches for employers who want to fire someone. Formally documenting all steps in your disciplinary process can protect you from losing a wrongful termination suit. Enlist an Objective Party to Advise You Bringing in an outside expert like WorkSmart Systems to offer an objective viewpoint to the situation can be invaluable in a discipline or termination situation. For example, our experts may be able to uncover potential major issues like employee discrimination. When you are close to a situation it can be difficult to see the potential pitfalls of your response, process or culture. Prepare for Post Separation Communications Once you have successfully terminated an employee, your relationship with them does not stop there. Items like final paychecks, benefit management and tax documentation still need to be managed. Again, having a PEO like WorkSmart on your side can be extremely helpful, serving as your representative to ensure all loose ends are covered. Over time, hiring leads to an occasional firing. Working with a knowledgeable partner can help ensure proper implementation. You may have access to your trade association, employment lawyer or human resource professional who can often lend a hand. Did […]
April 15, 2020

PEOs Make HR Administration More Efficient

In these days of increasing regulation and reporting, having employees has become more complicated. Payroll has moved beyond tracking taxes and vacation, with new federal requirements for overtime designation and health insurance reporting coming into effect over the past few years. Businesses without large human resource departments find it difficult to stay on top of the complexities of managing a workforce. Where companies are experts in what they do, professional employer organizations, or PEOs, are experts in HR administration. Partnering with a PEO brings efficiency to a business, as well as the confidence in knowing all compliance requirements are being fulfilled. PEOs provide a variety of services related to managing a group of employees. WorkSmart Systems, an Indiana-based co-employment PEO, offers comprehensive human resource administration services, including payroll, employee benefits, and a human resource information system (HRIS). When you partner with WorkSmart, you have access to their full array of services, for no extra charge. If you are currently using a typical payroll company to produce the new reports required for employers, you may have noticed additional charges on your bill. Training your own HR staff on these changes comes at a cost as well. WorkSmart avoids this one-size-fits all, nickel-and-diming business model, serving as a true partner for their clients. WorkSmart charges a sliding scale HR administration service fee based on the number of employees in your organization. This fee covers the tasks necessary to administer your account, regardless of any new requirements that emerge. You have access to their full array of services, choosing what works best for your business. One powerful resource is their custom HRIS, offering a centralized space to manage all of your employee information. Examples of other services include the following: • Easy payroll tracking and compliance reporting • Group health insurance on-boarding and management • Access to an HR expert for employee issues • Applicant to employment tracking • Employee handbooks and HR training • Termination procedures and COBRA administration As a client of WorkSmart, you receive a designated account manager, who gets to know your business and can create a suite of services that suit your needs. They are available to you and your employees to provide you with whatever you need to better manage your human resources—answering your questions, providing training and on-boarding, creating custom reports and etcetera—with no additional fees. There is no need to spend time and money becoming an expert in the complex world of human resources. Allow yourself and your HR staff to focus on what is important—running your business. Partnering with a PEO not only grants you efficiency and expertise, but you also gain the peace-of-mind that you are compliant with the most up-to-date employment requirements. Want to learn more about WorkSmart Systems? Send us an email or give us a call at 317-663-4138.
March 11, 2020
social media policy

Should Your Company Have a Social Media Policy?

Organizations have to consider the role of social media not only in their marketing efforts but also in their employees’ activities. Creating policies addressing time spent on Facebook, Instagram, LinkedIn and the like at the office must be weighed carefully. Limiting employee access to digital communication tools can impede how they do their job or diminish morale. If it appears that no one in the office is abusing the privilege or is not communicating in a way detrimental to the organization, one may be inclined to just leave the topic unaddressed. However, if abuse or unlawful use does occur, there is little to fall back on if an internal social media policy has not been created. It is essential for businesses to understand how social media sites are used and to monitor mentions of the brand name to stay ahead of potential issues. Employees should be notified of the expectations of the company while they are at work, from both the use and content viewpoint. In this day and age, it is most likely unreasonable to bar employees from checking their Facebook Page occasionally while they are working.  And, there can be some benefits to allowing your workers access, such as mental breaks, strengthened workplace relationships and increased employee retention. Setting clear policies can get everyone on the same page and set a process for appropriate use if necessary. Items to Consider When Creating a Social Media Policy – Defining work-related and non-work related social media use – Setting an acceptable level of personal social media use at work – Balancing employer monitoring of at-work social media use and employees’ desire for privacy – Determining which online safeguards are needed to protect proprietary information and your computer system – Communicating the social media policy to employees – Enforcing the social media policy – who monitors, how monitored, and enforcement procedures For the most part, employees should not expect privacy when they are using a workplace tool such as a computer, phone or internet access. Therefore, monitoring at work the type of websites employees visit and the frequency is a reasonable activity. Keeping an eye on the use of company electronic tools may help ward off reductions in productivity, or even dangerous or illegal downloads or website hits which can expose an employer to criminal liability. An area of confusion for employers is their ability to terminate an employee for posting negative comments about their company. According to National Labor Relations Board regulations, employee social media use is designated as protected concerted activity. Therefore, as long as the activities do not occur during work time and only wages or working conditions are discussed, employees have the right to communicate negatively about their employer.  Firing an employee for venting about those aspects of a business could end up in a wrongful termination suit. WorkSmart Systems, an Indiana-based PEO, assists organizations in creating and implementing social media policies. Send us an email, or give me a call at 317-663-4138 for more information.
February 18, 2020
cloud-based HRIS

The Ins & Outs of a Cloud-Based HRIS

Human Resources Information System, or HRIS, are centralized computer programs to manage the processes associated with having employees. While they have been around for a long time, the introduction of cloud-based HRIS systems has made them even more powerful. Employers who have not used this new technology may not be fully aware of what these updated programs are capable of, particularly in terms of efficiency, trackability and compliance. At WorkSmart Systems, our newly launched cloud-based HRIS offers a great deal of flexibility, allowing employers to pick and choose the services that best suit their employee base. However, it all starts with payroll and benefits, combining what used to be many vendors into one centralized platform. Imagine having just one log-in, one place to store and track all employee information, and one partner to help you with all of your employee management needs. WorkSmart’s Cloud-Based HRIS Service Modules: Payroll Module – Our system has been designed to offer greater flexibility so you can customize your services based on the needs of your workforce. Consultancies have different needs than manufacturers, who have different needs than labs. Employees receive their own log-ins and are able to make changes to items like mailing addresses, direct deposit information and dependent numbers. Varying levels of access allow managers and executives to see employee group information as appropriate. Also, all of your payroll information is stored in the same place as your benefits plan, streamlining tracking and compliance reporting. Benefits Module – WorkSmart’s group health benefits program offers four plan choices to your workforce. Once our benefits team meets with your employees one on one to help them choose the best option, each employee can log into the HRIS to sign up and track their claims. Paid Time Off Module – Executives, managers and employees can all have appropriate access to PTO information, monitoring time accrued and taken, as well as requests and approvals. Removing the paper and email trail by placing this data into a centralized place can help eliminate miscommunication and tracking issues. Employee Filing Cabinet Module – In keeping with WorkSmart’s goal to centralize all employee information, employers can scan previously created paper-based human resource files into this system (the perfect job for a summer intern!). Anything that has to do with having employees can be stored here: employee evaluations and certifications, tracking of company cell phones, computers and keys information, and the employee handbook are all examples of the kinds of information businesses can store in their personalized file cabinet. Employee Intranet Module – Businesses can use WorkSmart’s HRIS as an intranet system, a powerful way to communicate with all of your employees if you do not already have an internal system. You can easily notify everyone about company holidays, employee anniversaries and birthdays, and get-togethers. Applicant Tracking Center Module – Turnover is a part of being an employer, and WorkSmart’s HRIS not only makes the separation process easier, but it also aids in hiring. Job openings can be listed on the system […]
January 29, 2020
Outsourcing Human resources

How One Company Saved Time and Money by Outsourcing HR Services

In recent years regulations for the workplace have increased rapidly, making the job of administrating human resources complex and time-consuming. Organizations can become bogged down in the ocean of employment rules and policies, losing time and money in the effort to keep up with compliance. And, the consequences for falling behind have become steeper with the increase in fines. In search of a cost-effective solution, some companies have turned to outsourcing HR services from Professional Employer Organizations or PEOs. PEOs bypass the knowledge gap for employers who don’t have that expertise. I’d like to share a story about an Indiana-based company who was looking for an efficient way to handle their human resources tasks. The organization manages fitness centers in more than a dozen states. Trying to handle the plethora of regulations specific to each state, along with the wave of regulations legislated by the Affordable Care Act, was consuming too much of their time and bottom line. Seeking an alternative to hiring a $50,000 specialized HR employee, the company found that Worksmart Systems worked best for their situation. Without an in-house HR expert, the company relied on a combination of insurance brokers and expensive law firms for advice on internal benefits and workplace-related legal guidance. According to the company president, “As much as anything, it felt like we were spending more time making sure we didn’t step on a crack. Focusing on the legal aspects of employment law took time away from running the business. Now we have Worksmart to do that and it reduces our administrative time.” Worksmart Systems is an Indiana-based PEO that offers businesses payroll services, employee benefits, HR and compliance services, and a human resources information system. Another benefit of working with Worksmart is access to their expertise in employment policy and regulations. Each client has the ability to contact Worksmart for answers to employment questions and advice. Having experts just a phone call away at no additional expense offers business owners an invaluable peace of mind about their benefits and policies. Through Worksmart’s comprehensive offerings, the fitness company has seen improvement across the board, from staying compliant to revamping their employee medical package and retirement plans. The new retirement plan cuts administrative fees in half, and the health package includes better medical options and a health savings account for employees.  “It’s a much better plan,” said the company president. “I would have never offered a health savings account because I would have had to figure out all the rules on it. It’s too complicated.” “Worksmart has made things simple,” added the company president. “They uncomplicated the questions. In the past when someone asked us about insurance plans, we’d have to call the broker and get back to the employee. Worksmart knows the answer. We can take care of our customers and take care of our employees and run the business.” From providing peace of mind and efficiency, to offering robust medical and retirement benefits, PEOs act as a crucial spotter for companies who want […]
November 20, 2019
group health benefits

Why Employers Continue to Offer Employee Health Benefits

It’s renewal season for most companies that offer employee health benefits. As the costs of offering health care have continued to rise, this time of year can come with hard choices. With the passage and gradual implementation of the Affordable Care Act, some businesses have considered abandoning offering health benefits, but continue to hang on regardless of their bottom line. Others have chosen to eliminate their plans, increasing employee pay instead to help them afford their own insurance. However, those employers are now returning to their previous ways. Why do employers continue to offer employee health benefits? For a few reasons: 1) To retain employees – Even though the increased income and ACA plan choices gave employees more flexibility with their health benefits, losing that employer benefit also brought complexity and fear. Workers are accustomed to this “perk” and can feel less valued by an organization that does not invest in their well-being. Wading through the ACA-approved insurance plans each year is frustrating and time-consuming. Businesses run the risk of good people leaving for organizations that offer employer-based coverage. There is a high value placed on peace of mind, not just by the employee, but by the employer as well. Offering quality employee benefits tends to be a common trait of companies committed to creating a desirable place to work. 2) To attract employees – One of the most common complaints among business owners is the challenge of finding quality employees to hire. Once that rare gem is found, employers must have an attractive package to offer, which for most workers includes more than salary and PTO. Health benefits can be an important value-add to attract a stellar workforce. 3) There are cost-effective alternatives available – Organizations facing large rate increases in their group health insurance premiums are looking for more affordable alternatives. One of those options is to contract with a Professional Employment Organization, or PEO. For a business with a healthy workforce, the unique role PEOs play in the health insurance world can be particularly beneficial. PEOs are designated as MEWAs, Multiple Employer Welfare Arrangements, which are exempt from the ACA’s community-rated requirement placed on most health insurance providers. This allows PEOs like Indiana-based WorkSmart Systems to offer private group health insurance plans, allowing employers to take advantage of the power behind economies of scale. A co-employment PEO, WorkSmart medically underwrites its plan for its 9,000 co-employees, with multiple benefit options. Employers are able to offer the quality coverage of a Fortune 500 company while managing their costs. WorkSmart also offers other HR services to help businesses be more efficient with their time and money, such as payroll, HR administration, and an HRIS platform. Continued change is on the horizon in the health insurance landscape. Regardless, businesses still want to attract and maintain a quality workforce while managing their bottom line. Reach out to us for more information on WorkSmart, as well as other opportunities to help you achieve this goal.
September 18, 2019
payroll services

The PEO Difference in Payroll Services

As a business owner, you have many options for managing your payroll. However, there are key advantages to using Professional Employer Organizations, or PEOs, over other types of service providers: 1) The Value of Co-Employment Contracting with a PEO like WorkSmart Systems means you enter into a co-employment agreement. By grouping together all of the employees they serve, WorkSmart is able to offer you the benefits of economies of scale. These benefits go beyond cost-savings. You also gain the service, expertise and technology that large organizations receive without being one yourself. The PEO does not delve into the day-to-day activities of your business. Rather, a PEO takes care of the paperwork, disbursements, communication and reporting that comes with managing a payroll. And, the co-employment relationship means the PEO has a vested interest in making sure few if any mistakes are made. 2) Complete Payroll Services The power of pooling also allows PEOs to offer state-of-the-art payroll systems that improve the process for the employer and the employees. Everyone has direct access to the information they need without having to go through an HR professional. WorkSmart PEO even goes a step further by offering all of their payroll clients general human resources services at no additional cost. You are assigned a Payroll Specialist, rather than someone in a call center, who manages your account and knows you and your business. In addition, WorkSmart provides access to an HR expert who can guide you through hiring and firing processes, employee handbook creation, mandatory posting, training and a host of other employee relations and regulation needs. 3) Your Partner in Compliance Tracking salaries, exempt and non-exempt status, overtime, PTO, taxes and health benefits for each employee has always been complex. With the new regulations passed over the last few years, the HR landscape has become even more daunting for a business to manage. PEOs work hard to stay up-to-date on the latest reporting requirements to ensure their clients are compliant. With the ever-increasing cost of missing a deadline or misrepresenting your workforce, it is smart business to have an expert watching out for you. If you are thinking of outsourcing your payroll services, or are already contracted with a traditional provider, you may want to look into what a PEO can offer. Payroll is much more than salaries and W-2s these days. Having an expert on your side can reduce the headaches, costs and complexities of managing your employees.
August 14, 2019
Local PEO

The Benefits of Partnering with a Local PEO

The shop local movement is alive and strong in Indiana. Knowing where the products they buy come from and being able to call upon an actual person when a problem arises is important to consumers these days. The same is true for businesses, particularly when they are outsourcing critical services like payroll or health insurance. Contracting with a local PEO, or professional employer organization, ensures you have a partner that understands your unique needs, and is readily available to assist you when situations arise. The Benefits of a Local PEO Experts in Local Compliance – When it comes to payroll, health insurance, worker’s compensation and the like, each state has its own procedures and regulations that must be followed to stay in compliance. Local PEOs like WorkSmart Systems are experts in their geographical arenas. This knowledgebase allows them to be more effective in ensuring their clients complete the requirements. The increasing negative impact of non-compliance on businesses and their employees means it is critical to have an informed partner on your side. In-Person OnBoarding – Guiding your employees through understanding your group health insurance plan and answering their individual questions should not be done by conference call or webinar. Face-to-face group and individual meetings allow for in-depth conversation and information sharing. National PEOs are not inclined to fly in a representative to personally conduct these critical onboarding sessions, leaving room for confusion and frustration among you and your employees. Greater Flexibility and Better Customer Service – Local PEOs understand the unique traits of the state in which they work, and tailor their offerings to address those specifications. For example, WorkSmart crafted their payroll, HR services, and group health plans with Hoosiers in mind rather than forcing their clients into a national cookie-cutter model. And, by assigning a local account manager to each of the employment partners, they are able to better address the specific needs of each business and their employees. Fortunately, in Indiana, there is no need to go outside of your own state to manage the critical administration services of your business. With Hoosier-based PEOs like WorkSmart Systems available, your interests will be served by local experts committed to your shared community.  Let us know if you have questions about PEOs and the services they offer. Send us an email, or give us a call at 317.663.4138.
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