PEO vs ASO: Learn the Difference
As an entrepreneur, you may often find yourself doing things that you never wanted to do. You want to focus on your business and making a profit, but "employee business" keeps getting in the way. Some employers find that offloading some of this busy work allows them to spend more time on increasing revenue. Unlike just outsourcing payroll, both PEOs and ASOs also offer additional services to relieve you from administrative work. Deciding between the two, however, can be a challenging process.
ASO provides administrative services for your organization such as processing payroll, performing direct deposits, and filing payroll taxes. Like outsourced payroll, the filing is under your federal employer ID number (FEIN). However, unlike outsourced payroll, the ASO will provide assistance with questions concerning compliance and legal concerns, access to insurance, worker's comp, and medical/dental benefits. These offerings and costs are determined by your employee base and employment risks associated with them remaining in your organization. The ASO provides the small business employer, "employment related" relief for businesses with 50 or more employees.
The PEO offers similar services to the ASO; however, their offerings are actually more comprehensive. Unlike ASOs, PEOs take on a level of shared risk with your business by co-employing your workers. PEO Companies will assume some responsibility for government compliance regarding issues such as new hire state reporting, filing and paying taxes to the proper entities, unemployment claims administration, and worker's comp issues.
PEOs also provide access to pooled employee medical, dental, and other related healthcare plans. This pooling ideally results in lower rates and smaller future cost increases. As you know, one significant claim can considerably increase your fees; the PEO can absorb these costs against a larger company base.
Traditionally, the PEO contract states that all services are accomplished and performed by the PEO using their FEIN, a key difference from the ASO.
Small business owners may believe they are giving up control to the PEO, however, after reviewing the PEO agreement, the responsibilities of the employer and that of the PEO can easily be defined. For example, the small business owner can choose to continue to make hire, fire, and salary decisions yet can take advantage of risk transference on to the PEO.
PEOs are excellent for companies having 1 - 50 employees or for those groups that have many small pockets of employees across the United States. That being said, there are still many companies that have much larger employee counts that derive and enjoy the benefits from a PEO.
Deciding whether to go with a PEO or an ASO from an outsourced payroll model is truly up to the individual employer. A rule of thumb is to take into effect employee count when making your decision. The bottom line is that you are in control no matter which direction you pursue. First, identify which features would free up your time the most.
The PEO Services Matching Tool by PEOcompare.com is a great place to start. Secondly, ask for referrals from other businesses and about their experiences with either model. Either way you decide to go, this type of service will almost always benefit your company in the long run.
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