A former work colleague of mine recently was diagnosed with cancer. It came as a surprise to me, as he is in mid-forties and otherwise a very healthy person, as far as I can tell. I know that he is a resilient person who will fight as hard as he can to get through this. However, when I reflected on our conversation, I was struck by the fact that I actually seemed more shaken by the diagnosis than he was. I realize now that his response is driven by one of my favorite mantras, which is the importance of “controlling the controllables.”
For me, customer service is an unspoken contract between myself and my clients. I feel there are certain things my client has a right to expect from me, and some things that they have the right to never, ever receive from me. The following are some of my top items in both categories. Continue reading “Customer Service: the Unspoken Contract”
DALLAS, TEXAS – (July 13, 2017) – Staff One HR, a Dallas-based HR managed services company with an ESAC-accredited PEO service offering, is among the first to earn Certified Professional Employer Organization (CPEO) status from the U.S. Internal Revenue Service (IRS).
The CPEO program originated through the Small Business Efficiency Act (SBEA) as a voluntary IRS certification program for PEOs. CPEO certification assures clients of the financial wellbeing of the PEO, as well as providing tax advantages and more protection for business owners. Previously, PEO clients risked double taxation when joining or leaving a PEO relationship midyear. Under the SBEA, a CPEO is treated as a “successor employer” for purposes of Social Security/Medicare and federal unemployment taxes, eliminating the need to restart FICA and FUTA wage bases.
“Achieving CPEO certification is one more thing that sets us apart,” said Staff One HR CEO Mark Sinatra. “Staff One HR is one of the few PEOs in the country that hold both the ESAC accreditation and CPEO certification. We are committed to maintaining only the highest operational standards, for the benefit of our clients, our team members, and our stakeholders.”
In addition to the newly achieved CPEO designation, Staff One HR has held accreditation from the Employer Services Assurance Corporation, (ESAC) since 1999. Both ESAC and CPEO programs are voluntary, and participating PEOs must meet stringent requirements regarding tax status, experience, background, financial reporting, bonding, and more, in order to achieve and maintain certification.
“Our clients can rest assured that we are doing the right things the right way,” explained Sinatra. “Not only do we require individual certifications from our client-facing team members, but we as an organization hold ourselves to the highest standards in the industry.”
About Staff One HR
Staff One HR is an HR managed services company providing PEO, ASO and recruiting services. Based in Dallas with clients in 44 states, Staff One HR earned a spot on the 2015 and 2016 Inc. 5000 and has been in business since 1988. Staff One HR provides HR consulting and compliance, employee benefits, workers’ compensation/safety, and payroll/tax administration for clients across the country. Staff One HR has earned the Employer Services Assurance Corporation (ESAC) and Certification Institute accreditation, the highest level of accreditation in the PEO industry.
Staff One HR Announces Master Medical Plan with Aetna
DALLAS, TEXAS – (July 3, 2017) – Staff One HR, a Dallas-based HR managed services company with an ESAC-accredited PEO service offering, announced today that it has partnered with Aetna to offer a master medical plan to the national marketplace.
Staff One HR is proud to announce that effective July 1, 2017, we have partnered with Aetna to offer a master medical plan for our clients. The new offering will include a variety of plan designs, featuring low, mid-range and high deductibles. Having a master medical plan will allow us greater buying power and provide rate stability for our clients, helping minimize unexpected increases.
It’s a struggle for many small businesses to provide robust benefits for their workforce, but if they don’t provide competitive benefits, they risk losing their best employees to a competitor. Partnering with a leading carrier like Aetna helps us better meet the needs of our clients across the nation, from attracting top talent to keeping their existing team members happy.
Not only does Staff One HR offer top tier benefits supported by a team of professionals, but our certified HR Managers, Payroll Specialists are second to none.
For more information on the Aetna master plan, becoming a Staff One HR client or referral partner, contact Executive Vice President Donna Meek at firstname.lastname@example.org or call 405.830.0115.
Find out more about Professional Employer Organizations (PEOs) and what they have to offer.
As a recent transplant to Oklahoma, I have discovered a state that I am quickly coming to love. With its generous people and friendly businesses, I wasn’t surprised to find that Oklahoma recently was recognized as the #1 state in the country to start a business by WalletHub and multiple other publications. Because of its reasonable cost of living and strong business lending environment, it is a great place to start a business. Affordability is one of Oklahoma’s draws with low living costs and business expenses being 4.9% lower than the U.S. average, making Oklahoma a very business-friendly state.
Oklahoma ranks 6th in the nation for energy production. With its easy access to natural resources, it is a huge economic boost for the state. Combined with its low cost of living the state economy has grown in a variety of industries. Industries such as mining, construction and manufacturing are on track to grow by double digits in the next decade. Unemployment is below the national average, and it is projected that Oklahoma will be adding 175,000 jobs by 2022.
Add the ease of using a Professional Employer Organization (PEO), and a small business can grow and thrive in Oklahoma. According to a recent study by NAPEO, businesses that use a PEO grow 7 to 9 percent faster, have 10 to 14 percent lower employee turnover, and are 50 percent less likely to go out of business. A PEO provides human resources services, paying wages and taxes. PEOs can also provide compliance assistance with state and federal regulations. In addition, a PEO typically can offer its clients Health, Dental, Vision, Flexible Spending Accounts (FSAs), 401(k) retirement plans and other benefits that many startups and small businesses aren’t otherwise able to provide.
Combining the lower business expenses in Oklahoma with a PEO relationship can make a strong partnership in the growing Oklahoma economy. As I continue to explore Oklahoma, make new friends, and build new partnerships, I am excited to see how the state will thrive and continue to grow. I am proud to call Oklahoma home!
Contact the author directly at email@example.com.
What’s the best way to fill an open position in your organization? By promoting from within, right? Everyone knows that your existing talent base provides individuals who are familiar with your organization, your structure and your mission. So, it would seem to make sense that selecting an outstanding performer to be promoted to a higher position would be the best move. Less recruiting time and expense, less training time and expense – that’s a win – win! While promoting from within does have definite advantages, it must be done with thoughtful consideration, or your organization will find itself a victim of the Peter Principle.
The Peter Principle was originally introduced by Dr. Laurence J. Peter in 1969. The concept essentially states that people tend to be promoted up to their “level of incompetence.” In other words, employees will be promoted through the ranks based on their demonstrated competence until they reach the inevitable point where the requirements of the new position exceed their level of competence. While the principle was originally introduced as a satirical piece over 40 years ago, the danger of this happening is a definite reality. Continue reading “Should You Promote from Within, or Recruit New Talent?”
Originally published in PEO Insider, May/June 2017
Marketing is not rocket science, but it does have a lot of moving parts and the potential to make your company look unprofessional, inconsistent, or just plain confusing if it’s not done well. It takes a long time to create, promote, and establish your logo, tagline, and “voice,” so it’s wise to invest in protecting these items as part of your company’s image and communications.
As one of the most easily recognized logos on the planet, the Nike “Swoosh” is a textbook example of successful brand identity. Originally founded as Blue Ribbon Sports (BRS) in 1964, the company became Nike in May of 1971. Since then, the “Just Do It” tagline and the Swoosh logo have graced countless athletic items and are among the most-recognized—and best-protected—brand properties in the world.
As companies grow, there comes a time when they need to figure out how to better handle their human resources function. That’s where full-service human resources outsourcing company Staff One HR comes in.
The Dallas-based firm has seen annual growth in the 20 percent to 30 percent range in each of the last three years by helping companies reduce employee turnover, eliminate liability, and reinvest their time and focus in their core business so they can outpace the competition, CEO Mark Sinatra told the Dallas Business Journal in an interview. Continue reading “Robust economy hits home run for Staff One HR”