Or worrying whether the drop in our staff 401k values is a violation of our fiduciary responsibility as the administrator of our 401k plan.Īnd if we never have to complete another Form 5500 again, we will be happy business owners forever. Or wondering if the actions of an employee is an “at will” reason for termination. Or meeting and deciding yearly which medical or dental plan we will utilize for our staff and doctors.
Or calculating the tax withholdings for every payroll. Or worrying whether the PTO or vacation accrual rate of a particular staff member is correct.
We do not enjoy managing a staff’s FMLA expiration time. We enjoy directing the mission and future growth of our office and business. We enjoy working with and sharing the camaraderie of our staff. The doctors, clinic administrator and team coordinators in our office enjoy taking care of patients. How we look at outsourcing is, if the task is taking employee resources or doctor energy and focus away from patient care, then we outsource the task. There’s not necessarily a monetary line you cross in determining when the time is right to outsource.
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For that reason, our practice uses a professional employer organization (PEO) to ensure all human resources operations are kept running smoothly. It’s hard as a practice owner to both see patients, as well as attend to all of your practice’s operational needs, including the human resources services you provide for staff. PEOs may lackexperience working with OD offices. Emphasize what youexpectof the relationship. For instance, could be charged $100- $120 per employee per month. Assign a PEO the functions of checking payroll hours, vacation accrual, paid time off available, and insurance (medical, dental, vision, life, long-term & short-term disability. Here are the key steps to choose and optimize a PEO. Boost office efficiency and staff management with a professional employer organization.
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