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The Trusted Advisor PEO Workshop -
PEO Workshop for all Agents, Brokers, and Trusted Advisers!!! Learn how a PEO can be a tremendous asset to your portfolio and revenue stream!
For more information Please Call 210-887-2148 or
Date and Time: April 20, 2018 from 9:00 a.m. to 11:30 a.m.
Location: Hispanic Chamber Headquarters
200 East Grayson Street, Ste 203
San Antonio, TX 78215
San Antonio Hispanic Chamber of Commerce Highlight StroudLink - March 20, 2015
Using economies of scale to reduce costs and enjoy significant discounts, businesses can take
advantage of the PEO relationship to remove potential liability. StroudLink strives to give business
owners a greater confidence and peace of mind to face their daily challenges head on. - See more
Oil and Gas Industry - March 2014
Want in on one of the best kept secrets in the Oil and Gas Industry? Believe it or not, there is a way to avoid up front deposits and annual audits associated with your workers compensation coverage while also reducing labor cost for your company?
To the surprise of many owner/operators within the Oil and Gas Industry the opportunity for significant discounts in your workers compensation premiums (sometimes as much as 30-40%) is available and amazingly easy to acquire. Think about this-what if there was a way that to avoid loss claims counting against your own workers compensation experience modifier? Wouldn't you be instantly interested in knowing what it and how you can take advantage of it? Is your first thought that it's too good to be true or what's the catch? Welcome to one of the best kept secrets in the oil industry. A secret that's really not a secret at all and has been around for years but unfortunately not a lot of people have been made aware of it in your industry.
So what's the big secret? Frankly, it's no secret at all. In fact, it's one of the fastest growing employee administration trends for all Industries across the nation. You can accomplish everything presented within this article through contracting with a Professional Employer Organization (PEO). The PEO concept was conceived over 30 years ago in the state of Florida to help businesses deal with the high cost of workers compensation coverage. The concept is simple, pool businesses together to leverage the power of large group number or small businesses to take advantage of their combined "economies of scale" and in doing so receive significant discounts on their workers' compensation costs. PEO's are able to provide their clients and their workforces with the savings, services, and benefits they provide through a "co-employer relationship." In a co-employer relationship the client company is recognized as the "on-site employer." Nothing changes on the outside the client company run's his day to day business as usual. The PEO does not run or interfere with how the client's business. However, the PEO is recognized as the "statutory employer." And this is where the power of this relationship really begins. Even though the client still has direction and controls of its business the PEO as the statutory employer takes on many of the liabilities and responsibilities that you once had. The key is that employee's are moved from the clients Federal Employer Identification Number (FEIN) to the FEIN of the PEO. This is what is called a game changer! By moving into this type of relationship the client company has taken advantage of a number of opportunities and has maximized and leverage several key components with its labor force.
Take for example workers compensation insurance. Now that the client's employees are on the PEO's policy the client avoids the usual up front deposits he has to face each year. In addition, the premiums are built into the billing rate that is billed every pay period so it is technically "paying as you go" each pay period. As a result, there is no need or concerns for annual audits. But that's not the half of it. If there are any loss claims made by your employee's no longer going to affect the clients experience modifier but instead reported on the PEO's experience claims.
But let's talk about cost. By using a PEO service that has a strong workers compensation policy the client company can enjoy significant discounts on premiums due to the law of large numbers or economies of scale. Instead of using a dozen to perhaps a few hundred employees of a client company to leverage pricing why not use thousands of other client's employees as well? Due to the size of many strong PEO services they enjoy significant premium discounts that they are able to pass along to their customers. But wait, it doesn't stop there. According the State of Texas Professional Employer Organization Act the PEO may be required (based on the workers' comp carrier's interpretation of the law) to use the client companies experience modifier in the initial pricing component. Therefore, if the client has a discount modifier that can be utilized by the PEO along with the discounted premiums of the PEO, then the client would be able to enjoy even greater savings through contracting with a PEO. Many companies have taken advantage of this opportunity and to a PEO service to avoid anticipated future worker's comp rate increases.
But what if you already have an ad-on modifier as a result of past claims? Well, the Texas PEO Act also states that after a client has been in a PEO relationship after two years the PEO may then use its own modifier when developing the client company's rates. This gives the client company the ability to work his rates down faster and keep them down (keeping mind that the PEO's rates typically remain much lower due to the PEO discounts to begin with than one would have dealing with the impact of those costs on their own stand alone policy.)
And finally, due to the fact that the PEO recognizes the liabilities it is taking on from each client company as a result of the co-employer relationship they have a vested interest in keeping your employee's safe and healthy. Therefore, a PEO service will provide safety and risk management services, customized safety manuals, regular training sessions and consulting when needed and/or requested. Along with site inspections of job sites and facilities they will also provide relief from worker compensation claims management and the filing of first report of injury to the state. Furthermore, the PEO's defense of fraudulent workers' comp claims is a significant advantage for client companies.
It is also important to note that there are PEO services that assist their clients in the development of the necessary safety programs to qualify for the ISNET World or Compliance Depot. As you know this is paramount the oil industry to obtain contracts.
Keep in mind that this article has only covered one aspect of what a PEO provides its client companies. We haven't even mentioned the tremendous leverage used in the payroll side of the co-employer relationship. Once again because the employee's are on the FEIN of the PEO then PEO service is responsible for calculating, filing and remitting quarterly payroll 940 and 941 reports and deposits. The client is relieved from having to deal with producing W-2's and handling all the employee questions at the end of the year. They are also relieved from processing employee deductions and garnishments. And probably one of the most powerful tools deals with SUTA (State Unemployment Tax) administration and claims management. If a client's former employee makes an unemployment claim it is counted against the PEO SUTA rate and not that of the client companies. Once again a huge advantage and cost savings associated with using a PEO!
And now that the PEO has entered into this relationship with the client company and has taken on these employee administration liabilities and many more. It behooves the PEO to provide the client company with a strong Human Resource support program. The PEO's HR Department, assist their client's with everything from customized employee handbooks, process unemployment claims, to ongoing consultative support, training and workshops. The PEO's HR Professionals, work to make sure that the client company is in compliance with the multitude of state and federal governmental rules and regulations. The PEO will also perform various background checks and drug testing programs when needed. Additionally, the PEO's HR experts will work with the client to establish well defined job descriptions, prepare for and conduct job candidate interviews, while also assisting with hiring, discipline, and termination decisions and issues.
And finally, a PEO can take advantage of its large number of combined client workforce to provide a very strong benefits package to its clients. These services include Major medical insurance plans, voluntary or supplemental insurance products, and 401k retirement plans. All of which provides more relief to the client from all the benefits administration of making payments to the record keeping. Each of these services is handled by top experts in each field. Keeping in mind that these various services and benefits are optional and typically do not require any contribution from the client company.
It's also important to note that although these PEO services provide the same four core service (Payroll, Workers Compensations, Benefits, and Human Resources), PEO's do vary somewhat in the services and benefits that they provide. Every PEO will have their own specialties and niches of industries that they serve. So how does one find the right PEO service for their specific business needs? Well, that's where a PEO brokerage firm like StroudLink comes in. StroudLink represents only the top PEO Service Providers in the industry and prides itself in providing the best fit for each business according to their needs and expectations.
So if your company is looking for ways to think out side of the box and to get leaner, significantly reduce liabilities, have better cost controls, and become more competitive. Then a PEO service Provider might be your perfect solution. The bottom line is that if you hire a PEO, they will take care of the non-revenue generating side of your business that is key and vital to its survival and success. Allowing the business owner to get back to why he started in business to begin with.
PEO and the Oil Industry - April 2014
Enjoying the current economic boom happening in the Eagle Ford Shale may only be the beginning of the progressive and steady global expansion in the oil industry. But are you ready? Recently there has been some very exciting news for the Oil and Gas industry that may create even greater opportunities for those ready and poised. In December of 2013, Mexico's President Enrique Pena Nieto enacted new legislation that in essence will end the 75 year old monopoly held by the state owned oil company Petroleos Mexicanos (PEMEX). This enactment will mean that very soon outside investors will finally be able to enter into competition for refining, petrochemicals and hydrocarbon transport. As a result, some economists are suggesting the output of PEMEX could catapult to as much as 60 percent by 2025. The dramatic increase in drilling could boost the country's GDP growth from 2013's 1.2 percent to as high as 6 percent in the coming years according to the International Business Times.
Obviously what this means to the Oil and Gas industry, particularly in the southern region is that there will be more exciting opportunities and potential contracts. But as we all know it's one thing to land a contract and it's another to be prepared for the demands of that contract; especially in foreign countries whose laws, policies, employment and labor regulations, tax requirement and red tape are as foreign and complicated as the language they speak. One of the biggest challenges for U.S. based businesses is in the fact that they and their work force will be obligated to comply with these laws, regulations and in understanding how to comply, and maneuver safely through all of these demands especially with regards to labor.
If labor can't be properly supplied then the contracts are dead before they even get started. Furthermore, it is estimated that skilled U.S. petroleum and engineering workers will be in demand in Mexico for at least 10 years. This staffing void is the result in part from future demand resulting from the release of the monopoly allowing foreign entities to participate in oil exploration/production and the shortage of skilled Mexican workers in this industry. While the current young employees coming out of the Mexico tech schools and universities are well prepared to enter the industry it is projected that there will be a shortage of trained petrochemical personnel and it may take at least the 10 year period for Mexico to catch up in training and development to produce an adequate, local workforce.
Wouldn't it be nice if there was an expert resource providing international solutions and service that had the expertise and experience in dealing with international labor laws, taxation and compliance requirements, regulations and having the knowledge of the cultural environment that could take care of all of the complexities and demands of placing your employees at those foreign worksites? Wouldn't it be a huge advantage as well as provide you with peace of mind if you could just concentrate on the things that you knew best and what made you successful in the first place? The last thing anyone wants to do is put themselves in position to land an international contract only to be faced with fines an penalties that far out weigh the opportunity, revenue generated and possibly losing any chance of obtaining another contract in the future.
Well there are services that do just that called Professional Employer Organizations (PEO). Although most PEO services only specialize within the frame work of the US and its laws and regulations there are some very specialized companies that provide PEO or ASO/HRO (Administrative and Human Resource support) services that can handle not only the oil industry in the Eagle Ford Shale region but also in Mexico or other international markets where your opportunities exist.
As I mentioned in last months article (March 2014). The PEO will provide four core services such as 1) Payroll, which includes easy to used yet sophisticated online software systems for reports, time and attendance, employee electronic on boarding, 401k and retirement programs, and tax services. 2) Workers Comp, which includes risk management, safety training, consultation, and claims management. 3) Benefits, which ranges from major medical health insurance, voluntary products, retirement plans, and employee assistance programs. 4) Human Resources support from labor information and guidance for the employer, employee handbooks, employee training, and consultation. But that is only the starting point for a top PEO service. Recruiting is vital to most businesses and is an ever-evolving process. It is critical for employers to find skilled employees and to keep them long term. Your skilled workers and labor force are a huge asset to your company. Recruiting services can range from direct hire solutions that start from the initial job descriptions to posting ads, multi- point worldwide applicant searching and interviews and up to and including new hire processing. Additional services available may also include background checks, drug screening and employee assessment testing when required.
But let's take it to another level to the international stage. To have someone with extensive knowledge of the international landscape and can ensure that the employer and the employee networks are equipped with everything needed to succeed in the international market are paramount. To have access to global human resource services, payroll and taxation administration, global recruiting and expatriate demobilization services puts your business on a whole new level of performance.
For example, let's look at your securing a contract in Mexico and what a PEO or an expert resource in international ASO/HRO service would be able to do for you.
First and foremost, the services that may be provided by the PEO are specific to the worksite country and are tailor made to support or dove tail into your existing organization, staff and administrative capabilities. The international PEO or ASO/HRO firm will benefit you by providing you with information and resources that will ensure that you are compliant with the immigration and visa requirements, labor laws, employer obligations and taxation liabilities.
One of the first employer related functions that could be taken off the shoulders of the employer may be recruitment for both Mexican nationals as well as US citizens to staff the Mexico work site project.
Once the candidate employees have been selected the international service provider could provide assistance to ensure that all employer and employee agreements are structured to be in compliance with and in agreement to Mexican labor law and regulations, including translation services, provide required insurance coverages including workers compensation and employee health benefits and assistance in obtaining background checks. It is suggested that no employee be hired without a background check as certain offenses will prohibit that employee from obtaining the required visa and the ability to enter another country.
The next step available in the process would be to assist with the acquisition of travel and work visas for each employee. Immigration law and work visa rules and requirements are very specific. The PEO may provide information, guidance and resources to you and your employees to acquire the necessary work visas. This process can be very lengthy with multiple document requirements from both the employer and employee. Many of the required documents must be submitted in Spanish. After the work visas are acquired the international PEO or ASO/HRO company can provide information to the employee in regard to medical/immunization requirements, transportation, in country laws and cultural or social information.
Once the employee is working at the new worksite in the foreign country the international PEO or ASO/HRO company can provide you and your employees with HR support, payroll administration, taxation calculation, required tax deposit requirements and benefit administration.
The details of placing an employee on an international work contract may seem daunting to say the least; however, that's no reason to miss an opportunity when there is strong support to help you through all of these challenges. And a PEO brokerage firm can find the right service to compliment your business needs and expectations. The bottom-line a PEO service wants to help set you up for success.
ACA - Affordable Care Act - May 2014
Are you as confused as everyone else about the Affordable Care Act (ACA)? The big question that most employers have is what's the bottom line? What actually is their responsibility? What does it take to actually get into compliance? And who really understands it and can give them the guidance they need to protect themselves?
First of all what is the purpose of Healthcare Reform? It is intended to increase the access to medical coverage for all Americans. Now whether or not that is being realized or accomplished is a whole other debate for another time. However, it's where we're at and employers must be prepared. And there are significant challenges and hurdles from the get-go.
First and foremost for most employers is the administrative burden as well as the cost to comply. Let's tackle the administrative burden first. The legislative side of this Act is very complex and to this day not settled. It's a constant moving target or bouncing ball of changes, revisions, delays, and the evolution of ACA doesn't look to end anytime soon. In addition, there are a number of various governmental departments involved in the regulations and compliances from the Internal Revenue Service (IRS), Health and Human Services (HHS), to the Department of Labor (DOL). And the employer is expected to be well versed and on top of it all whether it is implementation, employee communication, timing, penalties and fee etc.
Secondly the cost, employers are faced with the challenge of examining the total cost of providing a health insurance package to their employees at all or facing stiff fines an penalties. So there is a huge dilemma that many businesses face, do they absorb the cost (which reports show could be as high as 50% increase in 2014 alone) or face the fines and penalties? But employers also know there is another side of this equation and that is competition for good employees. Second only to salary most employees consider the benefit package one of the primary factors in choosing their employer. And essential to potential growth and reaching profitability goals recruiting and retaining good employees is paramount in seeing that realized.
In addition, small employers verses large employers are each faced with a different set of challenges. Businesses considered in the small group market (defined as less than 50 employees) will be subject to adjusted community rating. This process will now require insurers to set rates based on limited set of factors such as age, geographic area, and tobacco use. Only limited variations will be permitted even with the application of those factors. One of the big problems from this regulation is for a lot of small groups that historically would receive favorable health rates (groups with younger employee populations) will now see substantial rate increases.
On the flip side large employers (defined as 50 or more full-time equivalent employees) who do not offer full-time employees and their dependents minimum essential insurance coverage may be subject to an annual penalty of $2,000 per employee for every full-time employee, excluding the first 30 employees. On the other hand, if a large employer who offers health coverage but the coverage is deemed "unaffordable," or that does not provide "minimum value" may also incur a whole other set of penalties.
Challenges like these are one of many reasons why Professional Employer Organizations (PEO) has exploded in growth across the country. Having experts that specialize in knowing what others simply don't have to time nor the man power to keep up with is huge. A PEO can provide an employer with various options to navigate through all the complex issues of ACA. In addition, insuring that the employee's are well communicated with and given the guidance they need to properly maneuver through what is expected of them as well. Providing this type of peace of mind to employers is priceless.
Taking advantage of the PEO's co-employer relationship and leveraging that relationship can be huge in a number of ways for businesses when it comes to this healthcare challenge. Especially in two primary areas which are compliance as well as the cost factor.
As far as compliance is concerned there is no industry better than the PEO service. Because of the client/PEO relationship through state and federal regulations, these types of services have a vested interest in making sure their clients are compliant with all governmental regulations. Most PEO services have entire departments dedicated to keeping up with state and federal mandates and staying well versed on all areas that would affect their clients. Not only keeping the client informed but also just as important making sure the employees of the client is communicated with and serviced too. Providing everything from customize employee handbooks, training, workshops, seminars, and individual consultation.
The cost factor can also be a huge advantage in using a PEO service when it comes to healthcare cost. Many PEO's have master large group policies where they use economies of scale an pool all their clients together for better rates. These plans are compliant with government regulations and are very competitive compared to a business going out to the open market for a stand alone group plan for their company. Either way the PEO can provide both options for the employer to determine which plan types are the best choice for their needs and goals is.
So between the savings on health premiums and as well as the huge savings in Worker Compensation premiums (as much as 30 - 40%) a PEO service is a slam dunk for many businesses especially in the oil and gas industry. Most times than not cost is far below what the business can do these services in-house themselves. Not to mention the huge liabilities that is shifted from the client to the PEO as well. And finally, allowing specialist to take care of the non-revenue side of the business yet vital areas key to business owner's success is significant.
So the bottom line, the employer is not a lone in facing these challenges, there are specialist available with your best interest in mind. It might be well worth your time to at least do a review or analysis of the services they can bring to your business to see what kind of benefits you can enjoy. Contacting a PEO brokerage firm to find the PEO service that best fit your business needs is essential. Every PEO is different in the various services they provide and how they provide them. A strong PEO brokerage firm can save you a lot of time, money, and head aches in this process. The great thing is it doesn't cost you a dime other than your time and you might be very surprised! Many have called it a tremendous competitive edge!
Looking for "Peace of Mind?" - June 2014
Are there certain aspects of your business that you feel a bit vulnerable or exposed? Well welcome to the world of most business owners. Almost everyone is well aware of the tremendous increase of burdensome regulations that Washington has imposed on businesses. And most business owners are experts and very knowledgeable in their professions and industry trades. However, most business owners also have this nagging awareness in the back of their mind that many times gives them lots of sleepless nights. They stress over the fact that there are areas they are far from having adequate knowledge or experience to stay within the regulatory demands. As well as protection from the legal land mines that could either damage or completely destroy the business they have sacrificed and spent so much blood sweat and tears in building.
So what are these little land mines we're referring too? Here are just a few of those regulatory concerns that businesses are expected to be in compliance with:
Family Medical Leave Act (FMLA) applies to businesses with 50 or more employees. It requires employers to provide 12 weeks of unpaid protected leave for child birth, adoption or to care for an immediate family member with a serious health condition. The penalties for non-compliance can be back wages, promotions, and legal fees. The employee must have worked 1250 hours in the previous12 month's period and it covers parent, spouse and child. The department of Labor (DOL) over enforces FMLA.
Age Discrimination Employment Act (ADEA) applies to businesses with 20 or more employees. This law prohibits discrimination on hiring or termination based on age. The penalty is back wages, promotions, and legal fees. The department of Equal Employment Opportunity Commission (EEOC) enforces this law.
Consolidate Omnibus Budget Reconciliation Act (COBRA) applies to businesses with 20 or more employees. This law requires employers who provide health insurance to offer coverage for up to 18 months after termination at the employee's expense. The penalty for violating this regulation is $100 per day. EEOC is the governmental overseer for this law. The employee must be notified at the time of enrollment and within 14 days of termination. The employer can charge up to 2% for administration. The employee has 60 days to elect coverage and 45 days to pay after electing coverage.
The Title VII of the Civil Acts Right of 1964 (Title VII) applies to businesses with 15 or more employees. The law prohibits discrimination on the basis of Race, Color, Religion, Nation Origin and Sex. The penalty for violation is $300,000 plus. EEOC is the governmental overseers for this law. Employers with 100 employees or more should annually file the EEO-1 including job, gender, and race of employees.
The Americans with Disablity Act (ADA) applies to businesses with 15 or more employees. The law prohibits discrimination against persons with disabilities. The penalty is $300,000 plus. EEOC is the governmental overseers. Employers are required to make reasonable accommodations without causing "undue financial hardship" on the employer.
Fair Labor Standards Act (FLSA) applies to businesses with 2 or more employees. This law requires employers to pay the "prevailing" minimum wage and to pay over-time (40 hours plus) to non-exempt employees. The penalties for violating this law is double back pay plus legal fees. The Department of Labor, Wage & Hour Division is the governmental overseers. Employees compensated on a salary basis are generally considered exempt from overtime compensation. The Equal Pay Act says persons performing same jobs requiring equal skills, effort & responsibilities at the same establishment may not be paid different wage rates based on gender.
Occupational Safety & Health Act (OSHA) applies to businesses with 1 or more employees. This law requires the employer to: 1. comply with standards and regulations by the DOL-OSHA; 2. Maintain a safe workplace; 3. Post the OSHA 300 log February 1 - April 30; 4. Contact OSHA within 8 hours of a catastrophic loss (death &/or 3 or more employees taken for treatment). The penalties range from $250 - $7000 per day; $70,000 for willful violation. The DOL-OSHA are the governing overseers for this law.
Health Insurance Portability & Accountability Act (HIPAA) applies to businesses with 1 or more employees. This law requires the employer to provide a certificate of creditable insurance upon employee's request; portability of insurability. The penalty for violating this law is $300 per day per effected employee. The DOL and IRS are the governmental overseers for this regulation. Furthermore, the employer must retain plan & employee records for 2 years.
Employee Retirement Income Security Act (ERISA) applies to businesses with 1 or more employees. This law requires fair and equitable treatment of all employee welfare benefit plans. The penalties are unlimited. The DOL & IRS are the governing overseers. This law covers all tax qualified retirement & 125 plans.
Immigration Reform & Control Act (IRCA) applies to businesses with 0 or more employees. This law prohibits discrimination based on citizenship or immigration status. There are 3 levels of fins: 1. $250 -$2,000; 2. $2,000 - $5,000; 3. $3,000 - $10,000. The Department of Homeland Security & ICE is the governing overseers. I-9 form required; acceptable documentation; birth certificate, drivers license, social security card, passport, etc. I-9's should be kept in a separate file.
Uniform Services Employment & Reemployment Reconciliation Act (USERRA) applies to businesses with 0 or more employees. This law prohibits discrimination based on past or present military service. The penalty is back pay plus lost benefits, and legal fees. The Department of Labor, Veterans Employment & Training Services are the governing overseers.
Sexual Harassment applies to businesses with 0 or more employees. This law prohibits sexual harassment in the workplace; unwanted sexual advances, use of vulgar language or public display of sexually oriented material. The penalties are unlimited for violators. EEOC is the governing overseer.
Peronsal Responsibility & Work Opportunity Reconcilation Act (PRWORA) applies to businesses with 0 or more employees. This law requires employers to report all new hires to a designated state agency within 20 days of hire. The Office of Child Support Enforcement is the governing overseer. This falls under the "Dead Beat Parent Act".
This is just a few of the regulatory challenges that businesses have to be well versed and compliant with. And unfortunately regulations like these are passed and revised almost on a daily basis. It's almost impossible for any one person to keep up with all the changes and revisions of each of these laws.
That's one of the many reasons why I strongly suggest considering a relationship with a Professional Employer Organization (PEO). PEO's have entire Human Resource (HR) departments that devote their time in staying up to date with all regulatory requirements and making sure all their clients are up to date and complaint with all applicable laws that affect their business directly.
And more times than not the business will find that by taking advantage of the PEO's large group discounts for health insurance and/or their tremendous workers compensation discounts (many times as much as 30% - 50%) as well as no up front deposits and no annual audits the PEO more than pays for it's self. Many times using the services of a PEO is far cheaper than doing everything in-house.
So not only are you using experts in Human Resources to keep your business compliant, but also experts in Workers Compensation and Risk Management, Payroll, as well as Benefits. Then you have the peace of mind that your business is compliant and well protected and it was less cost than doing it all your self. Plus your employees enjoy the benefit of having access to affordable benefits that they otherwise wouldn't have been able to have.
But it's important to make sure you find that right PEO fit for you business and using a PEO broker is the best way to make sure you get exactly what you're looking for. Like every other business every PEO has different focuses and specialties but they also have different limitation and some more than others. That is another reason why using a PEO brokerage firm can help you find the best partnership for your business. If you have any questions on this issue please feel free to contact the folks at StroudLink.
SUTA Dumping! - August 2014
A hot topic in the PEO world that comes up a lot in meetings with businesses is the issue of SUTA Dumping. LJ Roberts of the L. L. Roberts group provided a great article on this topic I'd like to share with you.
I was recently asked a questions by an Agent that encountered the same questions in the field. I wanted to share with you the same insight on…What is SUTA Dumping?
SUTA Dumping is a name commonly used to describe a practice used by some companies doing business in the United States to circumvent paying unemployment insurance taxes, as mandated by the Unemployment Tax Act of 1939.
In all 50 states, each employer is given a variable "experience" or "unemployment insurance" rate, depending on various factors, including worker retention. Some businesses retain the same employees for years, and have a low rate, while other industries (such as construction) tend to have high turnover and a corresponding higher rate. New businesses are given a 'new employer rate', which varies per state - California's, for example, is 3.4% - and stay on that rate for a few years until they are considered "experience rated".
To avoid higher tax rates, some companies get multiple account numbers with a state unemployment insurance agency, and shuffle employees around to the account number with the lowest unemployment insurance rate each year. Another common scheme is to buy a business with a lower unemployment insurance rate and shuffle employees to that other business to pay the lower tax rate.
President George W. Bush signed the SUTA Dumping Prevention Act on August 9, 2004, to curb this practice.
I hope you found this information useful in your understanding about SUTA regulations and laws.