HRExpert
New Member
I agree with some of the other posts here on the higher cost of being in a PEO. I am seeing higher rates on unemployment, workers comp and in many cases the admin fees are outrageous.
Typically, I try to audit their bills to let them know what they are spending now vs. what the cost would if they were independent of the PEO.
We have to look at the total cost of being in a PEO.
Other selling points:
No workers comp discounts for a drug free workplace or safety program in a PEO. And no premium dividends.
No control of their unemployment claims in a PEO
No flexibility in services - everything is bundled together. If they want to change any of the services, they have to change all of them.
Conflict of interest - are the PEO's really looking out for the best interest of their client?
No REAL HR systems in place to deal with the people issues. PEO's will not fire employees because of the potential liability. Liability is mitigated if you know what you are doing to protect the client.
There are many more points for not being in a PEO ...
Typically, I try to audit their bills to let them know what they are spending now vs. what the cost would if they were independent of the PEO.
We have to look at the total cost of being in a PEO.
Other selling points:
No workers comp discounts for a drug free workplace or safety program in a PEO. And no premium dividends.
No control of their unemployment claims in a PEO
No flexibility in services - everything is bundled together. If they want to change any of the services, they have to change all of them.
Conflict of interest - are the PEO's really looking out for the best interest of their client?
No REAL HR systems in place to deal with the people issues. PEO's will not fire employees because of the potential liability. Liability is mitigated if you know what you are doing to protect the client.
There are many more points for not being in a PEO ...
