Attract and retain the best talent by offering benefits they need and want.
Complete Payroll Solutions designs health benefit plans for employers of all sizes and industries, specializing in finding affordable coverage. Want a head-start on understanding how insurance costs work and how you can save? Check out this article, then keep reading to learn what CPS can do for you.
Administration fees are included. Premiums only.
An HRA is unique from FSAs and HSAs because it’s fully funded by employers. You own the accounts so that also means you can direct how the funds are used and how much is allocated to each employee. Usually (although it’s not required), an HRA is paired with a high-deductible health plan, allowing employees to be reimbursed for their deductible expenses. Your contributions are 100% tax-deductible and the reimbursements are 100% tax-free to employees.
CompleteK’s fully integrated 401K solution provides for the seamless integration of information between our payroll and 401K system, eliminating frustrating data submissions and expediting plan deposits and year-end compliance requirements. If you would like us to act only as your administrator, we can offer that service as well. Learn about 401(k) pricing on our blog.
CompleteComp allows for more accurate budgeting of your workers’ compensation premium, reduces your initial outlay of cash, and improves your cash flow. Plus, no inconvenient year-end audits or sky-high finance charges. Want to know more about the cost of workers’ comp? Check out our article.
No administration fees. Premiums only.
HSAs are a popular benefit among employees, especially if you offer a qualified high-deductible health plan, helping staff save for their long-term healthcare costs and use their funds more flexibly. Learn more about HSAs on our blog.
FSAs are a great way to enhance employee retention. Their pre-tax status is really attractive to staff, helping them pay for medical, dental, vision, and prescription expenses. See if an FSA is a good fit for your business.
A Section 125 premium only plan (POP) is a tax savings plan that allows employees to pay for their medical insurance premiums using pre-tax dollars. It’s a money-saver for both employees and employers that works in conjunction with your medical plan to help everyone get more bang for their buck.
COBRA gives workers and their families who lose their health benefits due to job loss the ability to continue their employer-provided coverage for a certain period of time following life changes (called qualifying events). Learn more about COBRA and your business.
ERISA (The Employee Retirement Income Security Act of 1974) is about communication and transparency. It requires employers to provide participating employees with information about plan features and funding. Avoid costly penalties and let us help you stay compliant. Here are the top violations you might run into.
Federal laws and regulations require employers to provide a number of employee benefit notices and filings. Generally speaking, the documents fall into several major categories, ranging from Michelle’s Law to Part D Notices. Take a look at a breakdown of requirements by company size.
Outsourced HR can be a huge help for businesses who need the structure, process and manpower of an in-house HR department but don’t have the time to start or manage their own. Choose the products that best fit your business.
Our comprehensive HR compliance library and suite of online tools helps you manage compliance and daily dealings with your employees. Included with this service is access to our Senior HR Hotline Team and a useful employee handbook builder tool.
This includes all the benefits of EssentialHR plus an introductory consultation with our Senior HR Business Partner and an HR Compliance Assessment. The result: a custom action plan created just for your business along with all the right forms, labor law posters, documents, and required compliance reports you’ll need.
This includes all of the AdvancedHR benefits as well as an employee handbook customized by a Senior HR Business Partner and an ongoing annual handbook update to ensure that yours stays in compliance with changes to federal and state laws.
No, it’s month to month.
Change happens. With CPS however, you’re only charged for active employees. As your team grows, your monthly price will as well (and if you shrink, so will your bill). And don’t worry: if you have seasonal employees or if an employee doesn’t work during a given month, they can be temporarily deactivated and you won’t be charged for them.