• On-board staff quickly to meet the demands of changing business cycles
• Help control and manage your contingent workforce spend
• Remain compliant with ever-changing regulations across all states

Limit your employer liability and administrative burden

Whether you're a national organization with hundreds of seasonal, part-time and contingent workers or a small business with a few administrative professionals, effectively managing HR, liability and payroll issues requires time and specialized expertise. For large companies, the demands of dealing with unemployment taxes, payroll, worker's compensation and other issues for contingent workers diminishes budgets and productivity. For small companies, managing changing regulations and paperwork for a few temporary employees is overwhelming and could put your business at risk.

Employment Enterprises can serve as the employer of record (EOR) for those employees, processing payroll, paying taxes-and lifting the liability and administrative headaches of on boarding, management, benefits and regulatory compliance off your shoulders.

Reduce the costs of managing contingent workers

Employment Enterprises has been in the Staffing, Employer of Record and HR Outsourcing business for more than 30 years, which gives us a perspective other providers don't have. We have honed our infrastructure, systems and practices to maximize efficiencies and personalized customer service, enabling us to effectively manage, assure compliance, and report on high volumes of W-2 and 1099 workers at more affordable pricing than other providers.

But, in doing so, we haven't lost sight of the fact that your contingent workers' performance hinges on thoughtful, well-executed management.

Specializing in serving the needs of federal contractors, commercial organizations and higher education institutions, Employment Enterprises can help you:

• Minimize your company's exposure to EEO, ADA, and other HR regulatory compliance sinkholes
• Comply with employment and tax laws, eliminating the costs and risks of non-compliance
• Gain peace of mind, knowing certified PHR, SPHR and CPPs are managing your contingent workforce
• On-board staff quickly for seasonal or project-based work
• Control and manage administrative costs and overall workforce spend
• Adapt quickly to changing business cycles without impacting core staff
• Improve workforce efficiencies, economies, and reporting
• Reduce involvement with labor unions and legal issues related to discriminatory hiring practices and wrongful discharge
• Deliver 24/7 customer service through a secure, online HRIS system where employees can access paystubs, forms and other documents