About PEOs

The better question is why not outsource? ESG has a solid history of helping client companies become more focused on their individual businesses by building a culture that is supportive of the people within and taking care of the HR-related administrative issues. ESG is a successful company with a history of growth and a legion of happy clients. Let ESG help you build a more profitable and competitive company, handle your day-to-day human resources issues, assume responsibility for employment tax, payroll processing, and benefit plans, and do it all for a fraction of the cost of employing your own experts.

Professional employer organizations (PEOs) enable clients to cost-effectively outsource the management of human resources, employee benefits, payroll and workers' compensation. PEO clients focus on their core competencies to maintain and grow their bottom lines. The most commonly-used term in a PEO relationship is co-employment. Co-employment is a contractual relationship that allows ESG to be recognized as the administrative employer of record for your employees. You still manage your employees and retain control over the day-to-day operation of your company. ESG assumes responsibility for tasks such as payroll and tax processing, workers´ compensation and risk management, benefits administration, unemployment administration, legal and regulatory employer compliance, 401(k) and retirement plan administration, and optional employee assessments for hiring and promotion decisions. ESG handles the business side of employment - while you focus on growing your respective business.

The PEO concept has been popular and working successfully since the early 1980s. Somewhere between 2.5 and 3 million Americans are co-employed in PEO arrangements, and PEOs operate in every state. The industry is growing at a rate of 20-30% annually.

Business owners who try it find they can´t believe they went so long without it!

Small- and medium-size companies partner with ESG to receive professional HR services for a fraction of the cost. In a typical small business, the human resources function is oftentimes assigned to an office or payroll employee, under the direction of the Controller or President. Usually, only the very basic essentials of HR are being attended to: recruitment, some recordkeeping, processing of payroll and benefits paperwork, and some face-to-face interaction with employees when problems occur. What is lacking is the development and maintenance of the programs and systems that are so essential to attracting, motivating and retaining quality employees - the basis for the company´s continuing success.

Larger companies partner with ESG to outsource the administrative side of their business, receive professional consulting and training for their management teams, and focus on strategic HR initiatives.

Yes – here’s why. Your employees want financial security, quality insurance benefits, a safe working environment, and opportunities for retirement savings. For many small companies, access to quality benefits is limited, at best. ESG gives employees access to a wide array of benefits typically seen only in much larger organizations, offering Fortune 500-quality employee benefits such as health, dental, vision and life insurance; retirement savings plans; and aggressive workplace risk management. In addition, ESG is staffed to answer the benefits questions that invariably arise for employees and their dependents. The ability to access better benefits with improved support is a significant factor in helping employees feel wanted and appreciated.

Your employees´ job security is improved as our economy of scale enables you to lower employment costs. Productivity also improves when your workers are given administrative tools such as employee manuals, grievance procedures and improved employer/employee communications to help them better understand how your business operates, what your mission is, and what´s required of them. Ultimately, this leads to happier and more productive employees.