Services
Axis Group leverages the largest PEO & outsourcing network in the Nation to provide business owners wholesale access to employee management technology & customized all-in-one solutions for payroll, workers compensation, human resources, and employee benefits proven to help businesses grow faster, retain more employees, increase revenue and improve overall efficiencies in any industry.
What our customers are saying:
JMC supply Co.
OVERVIEW OF PEO services
payroll processing
Payroll Payroll Processing refers to the procedure of managing your organizations method of paying employee wages. When done in house, payroll processing can be very time consuming and complex. Payroll processing covers all tasks relating to tax compliance, new hire onboarding and departure, time reporting, labor laws, state and federal regulations, payroll related tax filings, W-2, 940&941 withholdings, and payroll processing software.
workers compensation
Payroll Payroll Processing refers to the procedure of managing your organizations method of paying employee wages. When done in house, payroll processing can be very time consuming and complex. Payroll processing covers all tasks relating to tax compliance, new hire onboarding and departure, time reporting, labor laws, state and federal regulations, payroll related tax filings, W-2, 940&941 withholdings, and payroll processing software.
human resources
Payroll Payroll Processing refers to the procedure of managing your organizations method of paying employee wages. When done in house, payroll processing can be very time consuming and complex. Payroll processing covers all tasks relating to tax compliance, new hire onboarding and departure, time reporting, labor laws, state and federal regulations, payroll related tax filings, W-2, 940&941 withholdings, and payroll processing software.
Employee Benefits
Payroll Payroll Processing refers to the procedure of managing your organizations method of paying employee wages. When done in house, payroll processing can be very time consuming and complex. Payroll processing covers all tasks relating to tax compliance, new hire onboarding and departure, time reporting, labor laws, state and federal regulations, payroll related tax filings, W-2, 940&941 withholdings, and payroll processing software.
What is a PEO, ASO, & EOR?
PEO, ASO, and EOR are all types of co-employer organizations that provide different types and levels of support services to businesses. Which is best for you? That depends on your current situation and risk assesment.
A Professional Employer Organization (PEO), enables clients to responsibly offload the management of human resources and other employment-related tasks including but not limited to employee administration, exit, and onboarding, workplace safety, state and federal compliance and labor laws, unemployment and workers compensation claims, risk management, benefits, payroll, payroll tax compliance and much more in a cost effective way.
Through this co-employment arrangement, the business owner (employer) and the PEO contractually share employer responsibilities and liabilities. The PEO is recognized as the Administrative Employer and the client or business is the Worksite Employer. PEO enable businesses the ability focus on their core competencies to maintain and grow their bottom line, while the PEO concentrates on what they do best.
The PEO delivers value to employers through the shared risk and liability; this model is referred to as a “co-employer” or “co-employment” relationship. The co-employer arrangement enables a company to transfer many of its key employer responsibilities to the PEO. A formal agreement specifies the division of responsibilities between the PEO and the business owner. There is no “loss of control” through this arrangement. Companies working with PEOs retain complete control over operations, workforce management (hiring & firing), building company culture and defining the employment brand. In this arrangement the PEO is able to offer the worksite employer discounts and efficiencies due to the economies of scale and their sophisticated HRIS system. Some of these include discounted workers comp that is administered pay as you go with no deposit and no annual audit, an employee portal with hosted W2s and pay stubs, ACA compliance and an employer portal with hundreds of reports and tracking.
Small to mid-sized businesses (1 to 500 employees) are best suited to the PEO model because the PEO’s economies of scale gives smaller companies the advantage of “larger company” look and feel. These upgrades in technology, insurance, benefits, HR and administration are normally only available to larger corporations as they are able to afford those resources. PEO services are able to free up the limited resources of the small business owner, allowing them to focus on more strategic initiatives and growing their business.
The term “ASO,” stands for Administrative Services Organization. The most important difference between an ASO and a PEO is the service provided through an ASO does not establish a co-employer relationship with the employees. No “risk” is involved.
An ASO oversees the day-to-day administrative aspects of managing a company’s human resource functions. While an ASO does not sponsor employee benefit programs or workers compensation coverage, the ASO is generally active in arranging coverage and assisting the client in securing coverage. The client company remains the sole sponsor when working with an ASO. Many companies leverage this solution because they can still be very hands-on without having to handle cumbersome administrative details on a daily basis and manage multiple vendor relationships.
An ASO will handle your company’s payroll and tax filing, the paperwork is filed under your federal employer’s identification number. An ASO can also offer assistance with legal questions on compliance although it remains the client company’s responsibility to act on these issues.
Any type and size of business can utilize an ASO depending on the level of administrative support required. If a business requires other types of support (HR, Payroll, Benefits) due to expected growth or other objectives, than a PEO may be the preferred option.
An EOR or Employer of Record, is an industry term for Staffing or Workforce Management company. The EOR contractually assumes all of the employer liabilities for payroll, workers comp, tax filing and human resource support for the business owner. In some circumstance the EOR will also support with recruitment, training and placement of temporary workforce for the worksite employer.
The EOR provides a value to the business by absorbing all of the risk related to the workforce. Additionally, the client is billed on a total burden rate or set rate for every hour the employees work; making it easy to manage costs and cash flow. The EOR is responsible for keeping up to date with state and local laws and maintaining compliance and all tax filings.
Companies that are growing or expanding into other states can benefit from and EOR. This affords them the ability to test a market before making a bigger commitment. Additionally, companies looking to offload some of their riskier work or jobs where workers are more injury prone which can drive up their cost of workers comp insurance.
additional services
High Risk Workers Compensation
High-risk workers’ compensation class codes don’t have to injure the bottom line & crush your profits. Our established PEO network provides wholesale access to alternative work comp markets that specialize in high-risk industries through a variety of risk reduction assessments, procedures, & policies. High-risk business owners can capitalize on these policies to increase revenue while maximizing their competitive advantage. Do not underestimate the damage a claim can have on your business. Get the proper coverage so you can keep your doors open if an incident were to occur.
Premium Only & Pay-As-You-Go
Premium Only is a version of an ASO, Administrative Services Organization. In this arrangement, the provider will administer the workers comp policy for the client’s company. It functions very similar to a traditional work comp policy and requires a program deposit, payroll installment payments, and includes additional features such as risk management and safety support. The clients company can also bolt on other support services, such as EPLI and Human Resources to complement their risk management support. Think of it as an a’ la carte style policy where you choose your coverage. The main difference is that each pay period the client will be required to submit a payroll register so the premium can be calculated. Upon completion you have 48 hours to remit payment of coverages.
Human REsources Hotline
The HR Hotline is an ideal solution for small, growing, or veteran businesses that require human resources support. 24/7 phone access to a certified HR Professional. Equipped with a resource library for any HR form, guide, and material you could need and so much more. HR Hotline aims to resolve your questions within 24 hours and also will provide a call summary for your records. HR Hotline covers a vast amount of topics related to state and federal labor laws, managing contractors, performance management, conflict resolution, HIPPA, COBRA, ACA, ERISA, EEO, ADA, discrimination, recruiting & hiring tips, termination, expiration, wages, salary, equal pay act, workplace safety, and so much more. A quick easy solution for human resources questions. Like having your own HR assistant only a phone call away.