How will we free up 25% of your time? 

Here is just a sampling of the time-savings we deliver...

and that's not counting the time spent keeping up to date on the constantly increasing amount of regulations associated with these various tasks... click on an item below to expand it

With Total HR

Without Total HR

To process payroll, our clients have one seamless system.  So, they simply: Set the employee schedule with our web-based system Verify and approve the hours at the end of the pay period from our web-based system. Total HR handles all the in-between steps for you.   When our clients process their employee taxes, they: Don't have to worry about a thing because we take care of the entire process.   When our clients need to recruit new hires, they will: Determine job need and tell Total HR Total HR will place the ads, screen the applicants, conduct initial interviews and send the best to the client. The clients interview final candidates and select the best one and tell Total HR when they want the person to start. Total HR takes care of everything else including final negotiations with the candidate and all final pre-employment screenings and background checks.   When it comes to insurances, our clients: Don't need to worry about a thing because Total HR can handle the entire program including workers' compensation, health benefits, COBRA, Section 125, Open Enrollments...   Employee supervision with Total HR is greatly simplified because: All our clients need to focus on is the day to day performance of the employee.   We take care of all the difficult issues involved.  Our clients can redirect employee queries regarding any HR issue to our professional HR staff so that the answers are always consistent with the client policy.  Our clients tell us when they have a problem and we work with to resolve the issue promptly and effectively -- avoiding fines and penalties.

Without Total HR, when you process payroll you have to: Schedule employees Calculate and report hours Compute pay Compute w/h Compute benefits Write checks Reconcile accounts Compute SS/Medicare Track vacations Sick pay Eligibility for benefits Probation periods Anniversary dates Management reports Employee verification Garnishment Child support...   Without Total HR, to process employee taxes, the employer needs to deal with: State Unemployment Federal Unemployment Federal Withholding FICA Quarterly Payments 940 941 W-2's Personal liability for penalties and late fees..   Without Total HR, when it comes to recruiting and hiring, employers have to: Determine Job Need/Requirements Write Job Description Place and Pay For Advertising Review applications Screen candidates Schedule initial interviews Schedule final interviews Conduct background checks Select best candidate Negotiate terms Set start date Verify Employability Schedule orientation   Without Total HR, when it comes to employee related insurance issues, they need to be involved with: Workers' Compensation Insurance Group Health Insurance Life/Dental/Vision Insurance Retirement Plans Employment Practices Liability Unemployment liability Deal with several vendors Prepare Year-end Audits Deal with Open Enrollment Negotiate rates Handle inquires Claims COBRA Pay Premiums Section 125 benefits   Supervising employee without Total HR is often very time-consuming and distracting because employers need to: Deal with  day-to-day performance supervision Employee record keeping and file maintenance Employee forms Employee job descriptions General employee relations issues and resolving employee grievances Prepare and understand employee handbook Answer questions regarding HR policies and procedures Discipline issues/warning notices/termination Pay negotiation Dealing with all the gov't regulations regarding FSLA, FMLA, ADA, COBRA, risk management, workers' compensation, etc.. (see "Growth of Regulatory Burden Chart") Dealing with State Labor Board issues such as unemployment hearings, wage complaints... Defending employee complaints before the various boards...