Co-employment is the term used to describe the relationship between two or more employers where each has specific real or potential legal responsibilities to the same worker or group of workers. Co-employment is legal and advised for firms that are unable or do not have budget to hire up an HR services team. In this article we will discuss all about PEO Co-employment and the advantages of it.
Co-employment is a legal arrangement in which a professional employer organization (PEO) and a company divide some employment responsibilities. For firms that desire to reduce some of the costs and liability related to being an employer, this arrangement is helpful. Owners and executive leaders can focus more of their efforts on expanding their businesses and less on HR by outsourcing with a co-employer. The PEO concentrates on HR-related responsibilities including payroll, benefits administration, and regulatory compliance while clients continue to manage their personnel and day-to-day operations.
Clients agree to divide the responsibilities of the employer when they sign a Client Service Agreement with a PEO. Co-employment occurs when a company’s employees are employed by both the PEO and the company they work for. A PEO does not provide labor, but it does provide good employee benefits, HR administration, risk and compliance management, and much more.
A co-employment agreement, also called to as a client services agreement, is something that the PEO and the client mutually agree upon (employer of the organization). This agreement distributes responsibilities to each party and establishes the structure for how the partnership will operate.
PEOs can be a huge help and benefit to a company’s growth, especially if it’s a small business that needs to hire qualified people while saving time and money in order to expand. It depends on the client, their sort of business, and their expansion ambitions. There are a variety of options and PEOs available to help people achieve their goals.
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