It seems like there are never enough hours in the day for recruiters, doesn’t it? And if you run your own back office, that’s even more true. Between employer taxes and liability, payroll and invoicing issues, worker’s comp incidents and HR complaints, the work can be more than enough to overwhelm a small-to-medium-sized recruiting firm.
So maybe you decide to outsource to an external provider of back office support solutions for some much-needed relief. Great idea, but how do you know whether you can trust an employer of record service to handle your contractors and clients with a deft, accurate hand? After all, their quality of work will reflect on your own firm’s reputation.
Back Office Support Solutions: No Easy Decision
Whether outsourcing or in-housing, choosing a back office is not a decision you can afford to take lightly. That’s why we created the Contract Staffing Back-Office Audit.
This 11-page checklist is a recruiter’s guide to the common requirements of an employer of record. In nitty-gritty detail, it covers:
- Employment laws,
- Tax withholding and reporting,
- Payroll processing and funding,
- Overtime compliance in accordance with the Fair Labor Standards Act (FLSA),
- COBRA and Family and Medical Leave Act (FMLA) compliance,
- Workers’ Compensation,
- Benefits administration in compliance with the Affordable Care Act (ACA) . . .
. . . and other important questions to ask a back office support provider for your peace of mind and reputation.
Have any questions the checklist doesn’t address? Contact Top Echelon today for help!