OASIS Best PEO for Small Businesses

Business News Daily Names Oasis Best PEO for small businesses.  In its lengthy analysis BND notes:

We recommend Oasis Outsourcing as the best PEO for very small businesses. We chose Oasis from dozens of professional employer organizations (PEOs).  

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Oasis Outsourcing has no minimum employee requirements, offers an extensive selection of PEO services and provides hands-on customer support that very small businesses will appreciate. Here is a breakdown of why it’s our best pick.

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What makes Oasis particularly attractive to very small businesses is that it doesn’t have a minimum employee requirement. Some of the other PEO providers we considered only offer services to businesses with a minimum of five to 10 employees.

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See more at: http://www.businessnewsdaily.com/8127-best-peo-for-micro-business.html#sthash.mnMiRFrA.dpuf

Start Ups Need to Hire A PEO… Entrepreneur Magazine

Startups are in a notoriously weak and vulnerable position because the slightest change to your industry could send you into a tailspin. Breaking free from the pack is no easy task. It requires skill, determination and more than a little luck.

This guide will help coach you on how to break free from the pack in order to achieve the success you crave.

1. Stayed focused.
You should always concentrate on producing something meaningful that sells. The reason so many startups fail is because they give up — they lose focus. They become distracted by other aspects of the business. When you are spread thin, you tend to find yourself accomplishing nothing at all.

2. Stop trying to do everything by yourself.
When you try to do everything by yourself, you are setting yourself up for failure. You cannot put 100 percent into every little aspect of your business. It’s impossible to do this when there are only 24 hours in a day. You are not a robot.

You must maintain a healthy work-life balance to avoid burnout. Hire a personal assistant to help you. If you can’t afford an actual employee, consider a virtual assistant. That way, you only pay for work completed without all the employee benefits and taxes.

3. Hire a PEO.
PEO stands for Professional Employer Organization. Think of these as the guardian angels of small businesses. They deal with all the administrative entanglements and help you get back on your feet again. You handle making decisions while the PEO deals with administrative tasks like benefits and payroll.

It will even make you a more attractive place to work. You can offer benefits, like tax withholdings, when you use a PEO. And, you’ll never run into any problems with the IRS and state tax commissions because they will pursue the PEO, not you. Statistics say that companies using a PEO are at least 14 percent more attractive to employees.

4. Make sure you use the cloud.
Forget about wasting time and effort on hiring a personal IT team to keep everything updated. Use the cloud instead. A great option for startups is Google. They have an entire suite of office software that’s free. You can use Google Drive, Google Docs and Google Hangouts to collaborate and access your files from absolutely anywhere in the world.

5. Forget about expensive sales reps.
Some startups believe that if they blow most of their budget on an expensive sales rep, they will instantly bring in lots of customers. You should instead think about hiring hungry individuals who want to prove themselves with a real company.

People who buy into your brand are going to go the extra mile, and that passion is going to shine through when they are talking to members of the general public. It may require a lot of effort now, but these skills are enduring and will continue to benefit your business long into the future.

6. Do you have unique talent?
If you need to break free from the pack and your product or service is struggling to get off the ground, you may want to consider using your unique talent to provide a quick income fix while building relationships with larger companies.

Some startups have made fortunes providing unique talent to huge companies and brands. One thing that even corporations need is talent with unique skills. If you happen to have that on your team, feel free to diversify.

This is especially useful if you believe you aren’t yet using your team to its fullest potential. Typically, a corporation would rather hire the services of a small business than try to train in-house.

The last word.
Breaking free from the pack is difficult to do on the strength of your product or service alone. Understand that every aspect of your business must be aligned to ensure that you run at 100 percent all the time.

How quickly you achieve success depends on a number of factors, and not all of them are under your control. Make sure that you have a business plan, a fluid budget and a clear idea as to the status of your business at any given time.

Entrepreneur Article

SF Requires Paid Parental Leave

San Francisco Mayor Ed Lee recently signed a first-in-the-nation ordinance to require private employers to compensate employees while on parental leave. The ordinance applies to employers with at least twenty employees who work in San Francisco. It requires employers to provide “supplemental compensation” to employees using California’s paid family leave benefits for new child bonding – bonding with a minor child during the first year after birth or placement through foster care or adoption. The new ordinance goes into effect on January 1, 2017, for employers with fifty or more employees. Employers with fewer than fifty employees will be phased in over the course of a year.

IRS Outlines Process for PEO Certification

The Internal Revenue Service released further details Friday on how a business entity can become certified under the IRS’s new certified professional employer organization program.

Revenue Procedure 2016-33, posted on IRS.gov, along with temporary and proposed regulations published last month in the Federal Register, carries out legislation enacted in late 2014, the Stephen Beck, Jr., Achieving a Better Life Experience Act of 2014, also known as the ABLE Act,  requiring the IRS to establish a voluntary certification program for professional employer organizations.

A professional employer organization, sometimes referred to as an employee leasing company, is an organization that enters into an agreement with a client to perform some or all of the federal employment tax withholding, reporting, and payment functions related to workers performing services for the client.  PEOs handle various payroll administration and tax reporting responsibilities for their business clients and are typically paid a fee based on payroll costs. To become and remain certified under the new program, certified PEOs must meet tax status, background, experience, business location, financial reporting, bonding and other requirements.

Being certified by the IRS as a certified professional employer organization, or CPEO, has certain federal employment tax consequences for both the CPEO and its clients.  The revenue procedure describes the process by which a person applies for certification as a CPEO and the requirements a person must satisfy in order to become a CPEO.

Under the revenue procedure, interested applicants will be able to apply electronically (paper applications will not be accepted) and submit supporting documents through a new online system. As authorized by law, a $1,000 application fee must be paid using pay.gov.  The revenue procedure also includes detailed information on bond, financial audit and other requirements.

The IRS said the new online application system will be accessible on IRS.gov in the coming weeks, and the IRS will be ready to accept application materials beginning on July 1, 2016. The effective date of certification for an applicant that submits a complete and accurate application before Sept. 1, 2016, and is certified will be Jan. 1, 2017, even in situations where the certification letter is not issued until after that date. The IRS will publish a list of CPEOs on its website, and the list will be updated quarterly.