No, you and your staff, may in fact end up feeling closer to the data. The Check signer is presented with a spreadsheet like listing of outstanding bills “with” all of the PDF’s attached. In a typical process the check signer flips through the supporting invoices before signing- same goes for the digital process, simply click on a few invoice PDF’s to review before clicking approve.

It is available- you define the process in the set up. You can get a box of hard copy documents and a CD of digitized at the end of each month. Also all digital invoices are tied to Vendor master and check in payment – these are all online 24X7.

Usually Less than 3 months start to finish with bugs worked out.

If a company goes with a PEO they will become employees of the PEO as this is the legal vehicle that allows them to participate in group health and welfare plans and the work comp policy. There are plusses and minuses for each model: PEO vs. Employer One Plus to PEO: It may be possible to get lower insurance premiums going with a large pool represented by a PEO. One Minus: If you wish to break free and file independently, you do not have your own independent history to point to. There are many more Positive and Negatives- each case is unique it depends on many factors such as the average age of your staff, your workers comp history, etc, etc. .

Yes IF you have no changes, mid-period adds drops bonuses raises vacations termination Cobra 401K changes etc. In a perfect environment payroll processing is easy and cheap. Sort of like buying a car without a spare tire. But when you need it….. We have reduced the problem down to 3-4 simple selection criteria. We can help you figure out what plan partner is best for you in one meeting.

If you are switching From or To a PEO mid year, you will have some tax challenges. Any overpaid taxes can be refunded at year end. If you are moving To an Employer model, there are no tax or reporting adjustments to deal with.

No Way. We do have connections to a couple groups that we have worked with in the past that have an alternative price model to the typical 20% to 30% fee. In fact, in today’s market, there is much talent available, and (in our opinion) the need for full fee recruiters has diminished.

Consulting fee’s from fixed fee projects, or hourly fee projects. Sometimes we accept equity for a reduced fee. Sometimes we get referral fees from service providers (but this is minor, is disclosed, and is not a driver in any decision)

No Way. We get new clients, new projects (and make more money), by making excellent recommendations, and by doing what is best for the client. We will always do what is in the best interest of the client. Happy Clients mean more referrals for us.