Security Business

JUN 2018

Find news and information for the executive corporate security director, CSO, facility manager and assets protection manager on issues of policy, products, incidents, risk management, threat assessments and preparedness.

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46 Security Dealer & Integrator / June 2018 F inding and hiring new employees is consis- tently cited as a pri- mary business concern for security dealer and integrators, especially small busi- ness owners. Aside from the vetting process, recruiting and hiring new employees comes with a host of issues for a typical small business – payroll management, withholding taxes and additional accounting and reporting responsibilities are just a few. Less obvious, but more onerous are concerns about risk management in such areas as compliance with HR laws and worker's compensation, not to mention the obvious risks involved in security operations. ese and other essential HR responsibilities can be a distraction from the core business. Whether you have a large staff or just a few employ- ees, many small business owners have found that co-employment – or employee leasing – has proven to be a workable solution. How it Works It is important to understand that an employee leasing company is not the same as a temporary staffing agency or payroll service. A temporary staffing service hires its own employees and assigns them to clients to supplement a work force in the event of employee absences, temporary shortages or seasonal workloads. Temps remain employees of the staffing service. Employee leasing companies – more correctly known as Professional Employer Organizations (PEOs) – serve as co-employers with clients. e PEO assumes the administra- tive responsibilities, such as payroll management, healthcare benefits and retirement plans, disability insurance, worker's compensation coverage and claim resolution, assistance with ter- mination, and supervisory training. As the co-employer, your company retains full hiring/firing authority and the day-to-day management of the employees – meaning you schedule work times, assign duties and main- tain the same personal relationship that you would under the conventional employment arrangement. The Benefits to the Business A business owner/manager may prefer to do their own interviewing and hir- ing; however many "may not have the time and the necessary interviewing skills to recruit employees," explains Bob Kustka, president of CHR Part- ners, an HR consultant. "Even hiring a salesperson can be a time-consum- ing job, and hiring the wrong person can be a costly mistake. e right PEO will have the necessary recruiting and assessment experience to take that responsibility off your hands." Once you enter into a co-employ- ment agreement with a PEO for one or more employees, the firm takes over full responsibility of payroll admin- istration, including preparation and timely delivery of payroll checks – either via hard copy check or direct deposit. Most PEOs will do all of the computations and make the payments of state and federal payroll taxes, and even provide a full slate of healthcare and other employee benefits. Terminating an employee is one of the most dreaded tasks for any busi- ness owner. When the employee is part of a lease arrangement, the PEO will oen handle that difficult responsibil- ity, or work with the business to make certain that all applicable HR laws are carefully observed. e sheer size of many PEOs gives them a buying power advantage not available to smaller employers. "is is especially true in areas such as worker's compensation and health insurance," explains Jasen A. Burcham, National Sales Director for PML Worldwide, one of the country's oldest PEOs. "We employ professionals in these special- The Benefits of Employee Leasing Partnering with a co-employment provider can eliminate the HR headaches for small businesses By William J. Lynott The Money Issue Recruiting

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