The Worklio System: A Primer

Where there was ancient software, there is now modern technology.

Where there was cluttered design, there is now an intuitive user-friendly interface.

Where there were complicated daily tasks, there is now customizable simplicity.

And where there was slow and frustrating “customer service”, there is now step-by-step professional help available when you need it.

It is the dawn of a new era.

Worklio™ is a new company that will infuse the PEO industry with a new source of power. The Worklio™ system connects the PEO, its client companies, and their worksite employees in a comprehensive Human Capital Management (HCM) solution. Everything is compatible. All of the data is consistent. And everything exists in an enclosed, integrated, configurable, and secure system.

Click here to download the Worklio brochure.

The Software-as-a-Service platform is custom-built on the latest Microsoft .Net and MS SQL 2016 technology platform, designed and optimized for the Microsoft® Cloud, and available 24 x 7 across all devices.

The design is intuitive and user-friendly, making information easy to find and procedures simple to understand.

Complicated functions are simplified with step-by-step instructions and customization allows for streamlining daily tasks.

Customer Support is always available and professional.

 

 

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Worklio: A new beginning for the PEO industry.

Introducing Worklio: A New Beginning for the PEO Industry

Worklio™ is a new source of power and capability for the PEO industry. It is the dawn of a new era.

The Worklio™ system connects the PEO, its client companies, and their worksite employees in a comprehensive Human Capital Management (HCM) solution. Everything is compatible. All of the data is consistent. And everything exists in an enclosed, secure system.

The Software-as-a-Service platform is custom-built on the latest Microsoft® .Net and MS SQL 2016 technology platform, designed and optimized for the Microsoft® Azure Cloud, and available 24 x 7 across all devices. The Worklio™ solution is based on a solid foundation built exclusively for PEOs: Payroll Administration, Workers’ Compensation, Customized Reporting, Analytics and Intelligence, Benefit Management Tools, Human Resources, Electronic Onboarding, Billing, Job Costing, General Ledger and Accounting Integration, and Mobile Applications. The design is intuitive and user-friendly, making information easy to find and procedures simple to understand. Complicated functions are simplified with step-by-step instructions. Customization allows for streamlining daily tasks. Customer Support is always available and professional.

The Worklio™ system saves time through efficiency, saves money through consolidation and integration, and makes business more successful through collaboration.

Worklio™ — a new beginning for the PEO industry.

 

Worklio™

HR, Payroll, and Benefits

The Modern Teamwork Platform

 

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Worklio will introduce its modern and powerful HCM platform to the PEO market at the NAPEO 2017 Annual Conference & Marketplace this week at the JW Marriott Orlando Grande Lakes in Orlando, Fla.

The Worklio booth is #706/708.

 

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For more information, go to worklio.com .

Disruption is Not Necessarily Bad

Worklio Harnesses Technology for the Good

It used to be that humans carried everything. Then someone invented the wheel. For centuries, people ate berries. Then came fire. Words were chiseled into stone tables, then written on papyrus, and finally printed by Gutenberg.

So it goes with the contemporary world: Technology is moving things so quickly that it is sometimes hard to realize how our lives have been changed.

Worklio represents a new era for the PEO and ASO industry because Worklio is introducing the technology that will forever disrupt the status quo — in a good way.

Worklio is a modern platform that will move your company into the new age of technology. No more paperwork. No need for physical signatures. Everything is connected: Just click Start Work in the morning and End Work when you’re done, and payroll gets access to all of the data.

There are three ways that Worklio uses the latest in technology.

  • Software-as-a-Service (SaaS)
  • Cloud computing
  • Security

All three are connected. All three make your company more efficient.

SaaS

Not long ago, businesses needed to install software on individual computers and keep racks of servers for data storage. Software-as-a-Service is the new way. You can keep everything on the premises, but now software is provided through the internet, data is stored in the cloud, and everything is secure.

Worklio is a SaaS company that maintains a comprehensive company-management platform for client companies to use. Worklio keeps up with technology trends. And Worklio keeps all of the data available and safe.

You simply go to an internet browser and log on. The platform is accessible from anywhere with an internet connection, including through Android, iOS, and Microsoft mobile apps. Documents can even be signed from the beach.

The normal functions of a business are faster and more efficient because of the SaaS system. The entire company shares resources. Paperwork is digitized. Repetitive tasks are consolidated. General emails are automated. Attendance and time off data is connected, so the regular payroll run is a turn-key operation. The initial set up and migration of company data is fast and smooth, with safeguards for missing information. The learning curve is gradual because of the logical interface. The platform is scalable so that it grows as your company grows. Communication can be compartmentalized according to tasks or specific groups, and announcements can be broadcast. Management has tools to keep tabs on employee tasks and activities.

 

Cloud Computing

SaaS systems exist because Cloud Computing enables solid and secure internet connections.

Cloud Computing is what eliminates the need to buy software and servers. It enables you to access Worklio from around the globe, via smart phones, tablets, laptops, and desktop computers — an internet connection provides access to anything on the system from any location and any time zone.

You are no longer bound to the office or traditional work hours.

There are basically three different kinds of clouds: a public cloud has resources that are shared among a general community of users; a private cloud is controlled and exclusive to a specific group; and a hybrid cloud is a bit of both. Worklio exists in a private cloud so that all of your data is kept private and there are connections to the public cloud for updates on federal regulations, tax documents, and other official paperwork.

In addition to freedom, Cloud Computing enables companies to store a huge amount of data. As you grow and data accumulates, you don’t need to add servers — the cloud absorbs it all.

 

Security

SaaS systems and Cloud Computing are only possible because of security.

Worklio has a comprehensive system similar to what banks employ. After all, money is being transferred from the company to vendors and employees, so the level of security must be the same. If you trust your debit card, then you can trust Worklio.

The Worklio security system is validated with ISO/IEC 27001:2013 certification. The International Organization for Standardization (ISO) maintains internationally respected standards for business and ISO 27001 provides requirements for an information security management system (ISMS) in order to enable organizations to manage the security of assets, such as financial information, intellectual property, employee details, and information from third parties.

Worklio respects the security and quality of all of the data that customers provide and uses multi-layered encryption of the highest standard available. There is constant monitoring, both in-house and through third-party cyber security firms, which meets and exceeds the industry standard.

There is a stratified system of access rights to restrict the number of people who have access to client information. All changes are logged so that all data alterations can be recreated. Data is backed up regularly. It is kept in numerous physical locations, with N+1 or greater redundancy to establish resiliency for all components.

 

The Whole Story of Making a PEO/ASO Move

Whenever you make a big decision it is best to weigh the positives and negatives. Outsourcing your company to a Professional Employer Organization (PEO) or Administrative Services Organization (ASO) would qualify as a big decision.

So which way does the scale tilt?

Every business is different so every situation is unique. For the positives, click here for a blog post with general information about about PEOs and ASOs and click here for a blog post with more specific benefits about using PEOs and ASOs.

For the negatives, read on because there are some potential rough spots that should be clearly understood prior to hiring a PEO or an ASO.

 

Loss of Control.

The person who runs the company makes the final decisions. Often that person also wants to make all of the decisions. Outsourcing is, by definition, the delegation of a significant portion of the daily operations of a company. Even though supreme authority is maintained by the client company, it is not always easy to relinquish the day-to-day control.

 

Possible Insurance Alterations.

One of the biggest strengths that PEOs and ASOs bring to the table is also a weakness. Economies of scale lead to good deals on health insurance, but that could mean that there may be carrier changes. Some companies choose to handle their health insurance separately to keep consistency. Also, savings are passed on to the clients, but there may be extra fees that cut into it.

 

Pricing Schemes.

PEOs and ASOs use two basic pricing models: an itemized plan and a flat fee. Once a client has gone through the time and energy of partnering with an outsourcing company, it may be difficult to adjust when business success justifies a change. The flat fee model, which can take up to 10 percent of salaries, may not make sense when your success results in quickly rising salaries. Paying for individual aspects of an HR outsourcing company would be more predictable and not subject to salary fluctuations. Of course, often services are bundled, joining valuable and unimportant aspects together.

 

Reduced Personal Contact.

The fact of the matter is that many problems will not be resolved face to face. Information websites, automated emails, and phone calls are the more likely forms of communication. Response time will be longer than walking to the HR department down the hall to ask a question.

 

Reduced HR Intangibles.

There is some value in having Human Resources on site. The department is often tasked with spreading holiday cheer and establishing relationships in the local community. Of course, using an outsourcing company does not mean that local HR cannot exist.

 

No On-Site Crisis Help.

Times of crisis or chaos will, perhaps, be made more complicated. HR is where complaints — legal or otherwise — are officially lodged. Writing an email about sexual harassment is not the same as closing the office door and telling a real person about it.

 

Sharing Sensitive Data.

Because business is so competitive, some companies may be justifiably wary about sharing payroll data and information about internal mechanisms. Outsourcing companies appreciate this concern and have high-level security with proper certification to prove it.

 

If you can live with these points and if the positives outweigh the negatives, then check out PEOs and ASOs.

PEOs and ASOs Grow Business

There are many benefits to working with one of the hundreds of Professional Employer Organizations (PEOs) or Administrative Services Organizations (ASOs).

Just to name a few:

  • More time to focus on the core revenue-generating side of your business;
  • Enhanced benefit offerings;
  • Bulk purchasing power;
  • Mitigation of risk;
  • Improved compliance;
  • Reduced costs;
  • Centralization; and
  • Standardization.

Simply streamlining the mundane tasks of employee administration is a significant step in the right direction for any company.

When deciding upon an outsourcing model, you must take into account several factors, including the type of business, the number of employees, the current HR administration costs, employee turnover, employee issues, lost opportunity costs, and compliance issues. Then you will be able to reap the many additional benefits by using a PEO or ASO.

Below are some additional detailed benefits that your company may enjoy by partnering with a PEO or ASO:

 

Organized Growth.

Young companies often grow faster than expected. Hiring a person dedicated to payroll or benefits or human resources is not always cost effective. Yet, nobody in the office has any background in employment law nor have they ever established a 401(k) plan or even a vacation policy. Outsourcing fills this gap, at least until the company grows to the point where it would benefit from an on-site specialist.

 

Shedding HR.

An established company can reorganize and streamline operations by outsourcing HR. It may be a radical move, but saving or reallocating salaries puts the focus on the company.

 

Less Paperwork, Fewer Errors.

You are an expert in your business. Outsourcing firms are the experts in their roles. PEOs and ASOs are designed specifically to take care of back office operations and they have established systems to streamline the flow of paperwork, anticipate problems and questions, and, therefore, limit mistakes.

 

Enhanced Legal Protection.

When a company joins a PEO, it enters a co-employment relationship that provides shared responsibility for employees. According to the National Association of Professional Employer Organizations (NAPEO), the definition of co-employment is the contractual allocation and sharing of employer responsibilities between a PEO and its client. By partnering with a PEO and relying on its expert guidance, client companies transfer a substantial portion of the employee risks to the PEO. Many PEOs also typically provide their clients with an added layer of protection with their Employment Protection Liability Insurance (EPLI), in case a former employee, for example, sues for discrimination or wrongful termination.

 

Savings.

Typically, outsourcing companies are able to reduce, contain, and offset many employee-related costs for their client companies. For instance, PEOs enjoy large-group purchasing power by aggregating their client companies for the purposes of getting a lower rate for workers’ compensation and health insurance. This provides access to group rates that would be unavailable to small and mid-sized companies who make their own deals. Professional companies are also constantly looking for better deals, and they are often willing to change from one insurance carrier to another.

 

Due Diligence.

Outsourcing companies keep tabs on the general workings of their client company to make sure that nothing falls through the cracks, from important details like contract expiration dates and insurance renewal periods, to something as simple as birthdays and anniversary dates for employees.

 

Compliance.

Outsourcing companies assist in maintaining payroll, benefits, HR, and tax compliance for their client companies so that they can focus on growing their business.

 

Legislative Oversight.

PEOs and ASOs stay on top of the changing landscape of federal, state, and local regulations to provide timely and expert information about requisite changes. The Affordable Care Act is constantly in the news. Occupational Safety and Health Administration laws. Equal Employment Opportunity Commission regulations. Should management spend time keeping track of all of the changes? Professional outsourcing companies even exert lobbying power in order to shape beneficial legislature.

 

Experience.

Outsourcing companies have extensive experience. They have started and established many companies and they have seen it all. Fledgling companies benefit from this guidance to avoid the pitfalls that have stalled or finished lesser projects.

 

Recruitment.

When a company is growing fast, adding the hiring process overburdens management. PEOs and ASOs can coordinate head-hunting for executives and scouring the workforce for employees so that company growth is not stunted by empty desks. Client companies, of course, are able to influence any part of the process and are brought in to make the final decisions.

 

Onboarding.

Once the decisions have been made for new hires, the many steps of getting the new employee situated within the company starts: the paperwork, the rules, the office tour, the introductions. Much of this must necessarily be done on the job site, but a lot can be completed online with customized company administration software.

 

Training.

Those first few days when a new, wide-eyed employee is trying to figure out how things work do not help the company move forward. Allocating an established employee to serve as a tour guide is even more of a loss of production that hampers the company. Outsourcing companies that are part of the hiring process are set up to provide the basic training that new employees need in order to get them through the learning process quickly and efficiently.

 

Attract and Retain Sought After Employees.

Leveraging size to get the best possible insurance leads to savings for the company but also better quality for the employee. There may be specific aspects that could be used as perks for higher level employees. Orthodontia, for example, is not often covered by basic insurance, but braces for little Timmy are very expensive. That coverage may mean the difference between getting an expert employee or losing her skillset to the competition’s better dental plan.

 

Employee Manuals and Forms.

As a specific example, established outsourcing companies have created many manuals to outline procedures and regulations for companies. New companies shouldn’t have to reinvent the wheel, when customizing existing manuals or forms is easier and faster.

 

It’s definitely worth taking a look at partnering with a PEO or ASO.

 

Starting a New Era with a PEO or ASO

There are hundreds of Professional Employer Organizations (PEOs) that take on all payroll, benefits, and HR responsibilities and there are hundreds of Administrative Services Organizations (ASOs) that handle parts of a company’s day-to-day workload.

A PEO or ASO could help any company immensely.

However, every change comes with an inherent risk. Would it be worth the trouble to outsource your payroll, benefits, and HR? Just how difficult would it be for a company to make the switch to a PEO or ASO?

The glib answer: It’s easy.

The honest answer: Corporate and personal data is sensitive so an unprofessional migration would not be appropriate.

For more detailed information about the benefits of PEOs and ASOs, go to the following comprehensive blog post. Below is a rundown of some of the steps that such a change would involve.

 

The Migration Process

The actual nuts and bolts of outsourcing a small business are not complicated: payroll, benefits, and HR are simply taken care of by an outside company instead of a fellow employee on the other side of the open-space office.

Nevertheless, the first time through any process has a lot of bumps. Fortunately PEOs and ASOs have gone through the process of setting up new companies many times before.

There is a lot of data that needs to migrate. Each company has a lot of facts and figures and official paperwork, starting with the simple (e.g., physical and mailing addresses, email addresses, phone numbers, etc.) and progressing to the complicated (i.e., workers’ compensation, job codes, General Ledger, etc.). The number of employees needs to be established. An allowance for growth should be prepared, a naming scheme designed. A billing structure needs to be set up. Archives for older documents need to be established. Relationships need to be created and/or adjusted with insurance companies and benefit providers. COBRA needs to be set up. Contractors need to be introduced into the system. Simply establishing the initial automated emails will be time consuming. And this is just a quick, incomplete list.

In the long run, everything will be more efficient, but the short run will require some adjustment.

Each employee is involved in the change, too, from providing personal information to learning to use new software. It is a significant change. Each employee needs to add their own data, and some of it is sensitive. Addresses, email addresses, phone numbers are still there, but there is also payroll and time off information, and each has a different level of benefits that need to be transferred.

Outsourcing companies have done it all before and, like the eventual day-to-day benefits, the initial set up is streamlined and simplified to minimize errors.

Clearly there is a lot of work, but, given the advantages of using an HR outsourcing firm, the initial migration and learning phase will grow into an efficient and effective system.

 

Technology Helps

The good news is that the best PEOs and ASOs have embraced technology. Computers have made business transactions quick and painless at the bank, and it has done the same for payroll, benefits, and HR.

Worklio, for example, is a cloud-based platform that makes the transition efficient with a quick data transfer and step-by-step guides for every additional step. The Worklio system connects the PEO, the client company, and the worksite employees into one compatible and secure framework. Plus, customer service is always available to help.

 

PEOs and ASOs: The Pillars of Modern Business

Facebook has millions of daily users — yet it creates no content.

Uber transports millions of people in cities around the world — yet it owns no taxis.

Airbnb provides accommodations in thousands of cities and dozens of countries — yet it owns no hotels.

NetFlix provides online video for countless users around the world — yet it owns no theaters and only recently started to create its own content.

Facebook, Uber, Airbnb, and NetFlix have all found a place between the consumer and the provider. They concentrate on what they do and they do it well.

Outsourcing is similar. There are hundreds of Professional Employer Organizations (PEOs) that take on all payroll, benefits, and HR responsibilities and there are hundreds of Administrative Services Organizations (ASOs) that handle parts of a company’s day-to-day workload. Both PEOs and ASOs provide the bridge to help client companies and their worksite employees concentrate on their core business and provide for their end customers.

 

Outsourcing Options

Outsourcing is not the only available option for contemporary companies. The most common options are 1, Do It Yourself or 2, HR Outsourcing with a PEO or ASO.

 

The DIY Approach

It’s a lonely world when you don’t have enough help.

It is not so long ago that the large corporations had career employees, hosted annual picnics, and provided full and generous pensions, all under the supervision of a hands-on Human Relations department. Today’s companies — technology startups, restaurants, law firms, etc. — don’t have the luxury of creating and staffing an in-house HR infrastructure. The intense competition inherent in today’s business world requires focus on the final product. That is why small and mid-sized companies forego worrying about health insurance; withholding and paying employment-related taxes; complying with hundreds of employment laws, rules, and regulations; obtaining workers’ compensation insurance coverage; COBRA; ADA; OSHA; EEOC; FICA; FUTA; etc. Many small and mid-sized companies use HR Outsourcing instead.

 

The Outsourcing Approach — PEO or ASO

Clearly, Human Resources takes care of a lot of essential parts of a company. The question is how many resources should be dedicated to that expertise. Who should become the expert in liability and compliance? When should a company start a retirement program? Just a 401(k) option? Will the company match employee contributions? An Individual Retirement Account, too? Or, when does a company become big enough to hire a dedicated HR person? Ten employees? 20? 50?

Most are not expert in workplace best practices, nor do they want to be. That is where professional help makes sense. PEO or ASO models enable companies to rid themselves of many in-house tasks in order to concentrate on their field of expertise.

There are more than 900 different HR Outsourcing companies in the United States alone. These provide access to the comprehensive benefits that much larger companies enjoy without using up too many resources. HR Outsourcing companies fall into two basic categories: PEOs and ASOs.

 

What is a Professional Employer Organization (PEO)?

The Professional Employer Organization model is an all-in-one solution. Human Resources. Benefits. Payroll. Recruitment. Compliance. Workers’ compensation. PEOs take care of the whole spectrum of services in order to increase employee productivity and engagement.

Startup technology companies are a perfect example of those who would benefit most: The general office work is outsourced so that these companies can focus on their own growth and effective revenue generation. Management has the final say, but the PEO removes burdensome tasks by handling the daily back office work.

The best PEOs offer cloud-based platforms for easy integration with client companies and their worksite employees.

As companies grow, the PEO also acts as a co-employer, absorbing a lot of responsibility and liability.

Technology has made the PEO relationship even more efficient and effective. Company administration software enables PEOs to help clients consolidate their operations with a solid technical foundation for all of their many moving parts, including seamless communication, centralized operations, standardized procedures, the efficient handling of benefits, comprehensive human resources support, the maintenance of a reliable payroll system, the elimination of the inefficiencies of manual processes, transparency, and superior service to management and employees.

There is nothing new about this arrangement. The PEO industry is already huge. There are hundreds of PEOs that are being used by thousands of companies employing around 3 million people in the United States and generating gross revenues of between $136 and $156 billion.

Industry reports show that, since 2010, the growth of businesses that use PEOs is 9 percent higher than among other small businesses (based on the Intuit Small Business Employment Index) and 4 percent higher than overall U.S. employment growth. Businesses that use PEOs have 10 to 14 percent lower employee turnover, and are 50 percent less likely to go out of business.

Every PEO is slightly different just like every business is unique, but they generally provide:

  • A Human Resources department, including administration and support for the entire workforce
  • Employer of record status, with a federal tax ID, for some of the company’s employees, thus allowing for a shared employment / co-employment system;
  • Protection against some risk, liability, and occupational hazards, including Employment Protection Liability Insurance (EPLI);
  • Consolidation of state and federal unemployment taxes;
  • Retirement systems, including 401(k) and Individual Retirement Accounts;
  • Social Security management;
  • Access to technology that is not affordable for small companies, including company-management platforms, time and attendance counters, employee dashboards, etc.;
  • Payroll processing and the completion of payroll taxes;
  • W-2 form preparation and distribution;
  • Management of a wide range of benefits administration, including health, dental, vision, life, and workers’ compensation insurance;
  • Verification that workplace policies are in compliance with federal, state, and local regulatory standards;
  • Best practices gleaned from years of professional experience;
  • Direct and readily available support for all human relations situations;
  • Numerous paperless options to save resources and money;
  • Fully licensed and regulated status in the 38 states where it is necessary;
  • Business plan development and guidance;
  • Assistance with creating office policies, including attendance systems, paid time off policies, etc.
  • Development of guidelines for home office privileges for employees;
  • Establishment of branch offices;
  • Soft skills instruction;
  • Leadership training;
  • Career transition options for departing employees;
  • Grant writing expertise;
  • Workplace safety regulations.

 

What is an Administrative Services Organization (ASO)?

The Administrative Services Organization model is a more traditional business relationship. It is basically an a la carte version of the PEO model: only some services are outsourced. Some companies, for example, only want help with payroll. Other companies want to also establish a benefits program. Ambitious groups want help with establishing vesting options. Even the old-school behemoth manufacturing companies used a payroll processor instead of doing it all in-house.

Nevertheless, the basic principle is the same: management can outsource tiresome tasks to a professional organization in order to have more time to work on their core business.

Unlike PEOs, an ASO does not become the employer of record for any employees and does not take on any liability. ASOs take on specific tasks for their client companies, including every feature listed for the PEO model. General differences include:

  • The client generally outsources one or more services, oftentimes to multiple vendors;
  • Savings result from using strategic providers;
  • The client retains employees under its own Federal Employer Identification Number (EIN) for the purposes of payroll taxes, benefits, and reporting;
  • The client may negotiate its own insurance packages;
  • The client uses its own policy and rates for workers’ compensation coverage, including the required down payment and liability for audits.

Google organizes information. Travelocity and Kayak sort travel prices. Similarly, HR Outsourcing companies provide the professional foundation so that companies can concentrate on their core product.

PEOs and ASOs may be the answer for your business.

Worklio Makes Numerous Mid-Summer Updates

A long list of items have been added and updated to almost all facets of the Worklio platform for Version 1.25, especially for Access Rights, Time Off, the Attendance module (both the Time Sheet method and the Geolocation feature), the Dashboard, and Onboarding.

Worklio prides itself on being user-friendly. The changes of Version 1.25 were inspired by and address client-company comments.

Most users will not notice any of these changes, but the usablity has been improved significantly. Specifically,

  • Access Rights — The Worklio platform has added the ability for an external administrator to have either full access or limited access to the entire system to make it easier for companies to grant access to consultants, accountants, etc.
  • Time Off — Links to make time off requests have been added to the calendar.
  • Attendance / Timesheet — Clients can now switch between Time Sheet and Time Manager methods for managing Attendance details.
  • Attendance / Geolocation Module — The Geolocation Module has been fine-tuned, including the ability to set the operative distance for where employees can sign in for work in either meters or yards.
  • Dashboard / New Design — Slight additions have been made to the menu structure, including access to Employee Details through the Company tab and My Info through the Me tab. A default dashboard has been established for when an employee starts on the platform; they can get to work immediately with the most important and popular widgets preset. Later, each dashboard is fully customizable. The Company Ideas module has been redesigned to make it easier for you to get valuable feedback from your employees.
  • Onboarding — The development of an overview page that does not include the Worklio navigational menu. Easier access to the Denial of an Offer letter. The verification of an address has been added to the importation of employee addresses from a spreadsheet.

Additionally, downloadable reports have been touched up with access rights and location settings. Email reports have been streamlined to deliver important information in a more timely manner.

Not every company is affected by each of these improvements. Contact your administrator to request the addition of these features.

For more information and a detailed list of all of the past Worklio version updates, go to the Release Board.

Worklio: A New Era

 

Old software and inconsistent support will soon be memories of the past. Prepare for a new way. Prepare for efficiency. Prepare for savings.

Prepare for a disruption:

A new era has begun for the PEO market.

Worklio will soon introduce its modern and powerful software at the NAPEO 2017 Annual Conference & Marketplace on Sept. 6 to 8 at the JW Marriott Orlando Grande Lakes in Orlando, Fla.

The Worklio booth is #706/708.

Life will never be the same and business will only be better.

The Worklio Advertisement in PEO Insider.

The Worklio system connects the PEO, its client companies, and their worksite employees in a comprehensive Human Capital Management (HCM) solution. Everything is compatible. All of the data is consistent. And everything exists in an enclosed, secure system.

The Software-as-a-Service platform is custom-built on the latest Microsoft .Net and MS SQL 2016 technology platform, designed and optimized for the Microsoft Azure Cloud, and available 24 x 7 across all devices. The Worklio solution is based on a solid foundation of: Payroll Administration, Workers’ Compensation, a Customized Report Writer, Benefit Management Tools, Time and Attendance, Electronic Onboarding, Billing, Accounting Integration, and Mobile Apps. The design is intuitive and user-friendly, making information easy to find and procedures simple to understand. Complicated functions are simplified with step-by-step instructions. Customization allows for streamlining daily tasks. Customer Support is always professional and available.

The Worklio system saves time through efficiency, saves money through consolidation and integration, and makes business more successful through collaboration.

Worklio — a new beginning for the PEO industry.

 

Worklio

HR, Payroll, and Benefits

The Modern Teamwork Platform

 

10 HR Solutions for Businesses

With small and mid-sized businesses, one person is the founder, CEO, COO, and CFO all rolled into one. That means that they have a lot of work, responsibility, and stress.

Invariably, the most complicated part of that schizophrenic leadership role is dealing with Human Resources. HR is often overlooked in growing companies, but there are a lot of potential problems that can lead to direct costs (hiring new people, litigation, etc.) and indirect costs (loss of efficiency, poisoned company culture, etc.) that can jeopardize the entire enterprise. 

Everything in HR — recruiting, interviewing, hiring, paperwork, onboarding, basic policies, performance, company culture, compliance, and more — starts and ends with people and how you deal with them.

  

1 Recruiting Talent

The cost of advertising, interviewing, screening, and hiring can be excessive, and the process can take countless hours over several months. Don’t rush through the process. Make detailed and specific job descriptions to focus the search.

A job description establishes the foundation for finding the right employee.

  

2 Interviewing Potential Candidates

It is essential that you are correct about your hiring decision. Replacing a salaried employee costs, on average, between six and nine months of salary. Establish a consistent interview process. Make sure to decide on some answers:

  •  How much time will you spend with each candidate?
  •  Who else will sit in?
  •  What questions will you ask?
  •  What skills does the position require?

 

3 Hiring the Best

Big companies may have a good reputation. Small companies can provide nice perks to lure top talent.

  • Work from home.
  • Flexible hours to take the kids to swimming lessons.
  • Relaxed dress code.
  • Small-group camaraderie.
  • The chance to be there at the start of the company.
  • Exerting influence and making a difference are often more important than money.

 

Home office is comfortable, so it can be a perk to lure top talent.

 

4 Completing Official Paperwork

The classic three-file HR system — official paperwork, personal paperwork, and medical documents — is time-consuming and inefficient. Company management software allows employees to fill in their own information and update it whenever necessary. A physical signature is old school; an electronic signature is more efficient, faster, and just as binding.

  

5 Get the New Hires Up To Speed

Don’t skimp on training because investing in employees is an investment in the company. Plan ahead of time to be most efficient: Who will do the initial training? Who will double-check the early work? After the initial training, it is definitely important to keep people up on the latest know-how and trends.

 

The best companies are always training employees in best practices.

 

6 Company Policies

Small companies may not have an official employee handbook, but they should at least establish policies for work hours, dress code, social media use, etc. More important regulations must also be in place, including risk management, workers’ compensation, dispute resolution, and safety inspections.

 

7 Assess the Performance of the Employee

Regular feedback, hopefully, will fix any problems. But sometimes you just have to give up on an employee. When do you pull the plug? Does it take several people to agree with the dismissal? Three unsatisfactory performance reviews? Whatever the guidelines, thorough documentation is protection against a lawsuit.

 

Performance reviews start a paper trail for each employee that can provide the documentation to protect against a lawsuit.

 

8 Dealing with Company Culture

When people are not happy, their productivity decreases, co-workers feel it, and customers sense it. Do whatever you can to keep everyone happy: a random Friday off; a pizza party; a small bonus; happy hour drinks. Turnover is a killer. Any change in personnel affects the bottom line and the overall mood of the company.

 

It’s always possible to have a little bit of fun — even at work.

 

9 Compliance

The government and different organizational bodies are constantly considering and reconsidering laws and regulations. Posting federal and state notices is required. Make a list of all of the regulations that you need to follow, and make sure to stay on top of them.

 

10 General Know-How and Experience

There are a lot of more complicated questions that always come up for growing businesses. Do extensive research and find an expert to help. Is it better to hire a contractor instead of a normal full-time employee? Which retirement system is the best? Do you need a dental plan? How do you create a vesting program? Can you reduce your tax burden? What software is best for company management?

 

Who is the software expert in your company?

 

These are all important aspects of making a company into a success. Help is available. Worklio is a company that works hand in hand with Professional Employer Organizations to take care of all the day-to-day tasks that can make or break a business.