FAQ

What is a PEO?

A Professional Employer Organization is defined as a firm that provides an employer the ability to outsource employee services such as risk/safety management, human resources, employee benefits, 401(k) options, workers’ compensation, payroll, tax filing, and much more. The PEO becomes the employer of record for tax and insurance purposes while the client remains in full control of their business operations and employees. This partnership between a business and a PEO is typically known as a “co-employment” relationship.

 

How does a Co-employment partnership with IRM work?

In the co-employment partnership, IRM and the client company contractually allocate and share traditional employer responsibilities and liabilities. IRM assumes responsibility and liability for our clients “business” including risk management, human resources, labor law compliance, payroll, employee taxes, and more.

What is the difference between temporary staffing services and a co-employment partnership with IRM?

A temporary staffing service recruits employees and assigns them to clients to support or supplement the client’s workforce in special situations. An IRM co-employment partnership involves all or specific client work-site employees in a long-term, non-project related, employment relationship. IRM assumes the employer responsibility for employment tax, benefit plans, and other human resources purposes.

 

Why do businesses choose IRM?

As a business owner, we understand more of your focus and energy would like to be directed at growing your business, not human resource or tax headaches. Most business owners don’t have the necessary human resources training, payroll and account skills, knowledge of regulatory compliance, or background in risk management, insurance and employee benefit programs to meet the demands of being a good employer. According to the National Association of Professional Employer Organizations, employment growth among PEO customers since 2010 has been four percent higher than employment growth in the U.S. economy overall.

This is where IRM steps in and shines!

 

Does the business owner lose control of their business or employees?

Absolutely not. As co-employers, IRM and the client/business owner become partners in the employment of their workers. Our client retains full ownership of the company and all employees with day to day activities.

 

What if I already have an HR department? 

Your dedicated IRM HR consultant will work in conjunction with your existing HR team in effort to help amplify employee engagement and optimize human resource administration.

 

What can you expect IRM to cover?

IRM assumes responsibility and liability for the payment of wages and compliance with all rules and regulations governing the reporting and payment of federal and state taxes on wages paid to its employees. IRM is recognized as the employer for the federal income and unemployment taxes, and case law affirms the principal that IRM is responsible for payroll taxes. As the employer for employment tax and employee benefits, IRM assumes responsibility and liability for the payment of state unemployment taxes. Most states recognize IRM as the employer for the UI purposes. Many states also recognize IRM as the employer of work-site employees for purpose of providing workers’ compensation coverage. Additionally, IRM provides work-site employees with coverage under the entire spectrum of employment laws and regulations, including federal, state, and local discrimination laws, Title VII of the 1964 Civil Rights act, Age Discrimination in Employment Act, ADA, FMLA, HIPAA, Equal Pay Act, and COBRA. In some cases, these laws would not apply to the workers at the small business without the POE relationship, since many statues have exemptions based upon the number of workers in the workforce. Once included in Infiniti’s workforce, the workers are protected by these laws.