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Payroll & HRIS Administration
Bukaty Companies utilizes a state-of-the-art in-house payroll and HRIS system with the capacity to function as an interactive intranet site for employees and employers. New functionality, system enhancements and client requests are released routinely as part of an exclusive association our system provider enjoys with Microsoft. Our provider’s unique access to the research and development resources of Microsoft is reserved for only 40 software developers in the country.
This dynamic system allows seamless integration of time entry, employee data, benefit elections and deductions. Clients have access to more than 450 standard reports and can create custom reports. Reports can be emailed or saved to an Excel format for further modification.
We understand that switching payroll vendors has important implications for your business. Our team will arrange an onsite review of the implementation process to ensure proper planning occurs before any data transfer. By using our Integration Manager tool, you can be assured that deductions, year-to-date taxes and other employee data are seamlessly integrated from your system to ours.
Our full-service client support doesn’t end after implementation. Your local, dedicated payroll account executive is available to assist throughout the year with each payroll cycle and year-end processing.
Administrative Services Organization (ASO)
Businesses today are electing to concentrate on their core business and outsource many functions that are time consuming including employee benefits, human resources and payroll functions. The outsourcing solutions an employer can select from are an Administrative Service Organization (ASO) or a Professional Employment Organization (PEO).
There are substantial differences between these service models that employers should understand when evaluating their options. As a general rule, an ASO allows the employer to maintain complete control of benefits, personnel practices and other key human resource functions. In contrast, a PEO functions as a co-employer minimizing the degree of control employers have on their benefits and personnel practices.
Know your options |
ASO |
PEO |
| Employee benefits, payroll services and human resources consulting |
Employer manages all benefit decisions. |
Employees are contracted (commonly referred to as employee-leasing) to the employer. A PEO makes all decisions regarding benefits, payroll and human resources services. |
Retirement plans
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Employer has the flexibility to manage their retirement plan based on company demographics as well as the ability to choose the plan record keeper and plan investments. |
Employer does not have the ability to manage their retirement plan or the option to choose the plan record keeper or plan investments. |
Employees and staffing
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The employer remains in control of all staffing-related activities. |
A PEO retains the right to hire or terminate employees at any time without permission from the employer.
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Insurance carriers and plans
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The employer has the flexibility to select the insurance carrier and insurance plan that best fits the needs of the company. |
The employer is limited and must utilize the PEO’s insurance carrier and insurance plan. |
Administrative fees
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Administrative fees are typically based on a flat rate per employee per month. Administrative fees are not directly tied to an employers’ total payroll liability. All fees are transparent and services can be provided separately as needed. |
Administrative fees are based on a percentage of the employers’ payroll. If there is an increase in payroll (salary increase, bonus, etc), the employer will see an increase in fees. Fees charged are often bundled together and can be difficult to break out. |
Taxes
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The employer does not pay FICA taxes on employee pre-tax contributions for insurance premiums and FSA’s. |
The employer forfeits FICA tax savings on employee pre-tax contributions for insurance premiums and FSA’s. |
Workers’ compensation
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Business owners may be exempt from workers’ compensation coverage. Rates are based on individual business experience modification ratings. |
Business owners can be required to be covered under workers’ compensation coverage. Rates are based on the PEO’s business experience modification ratings. It may be difficult to obtain individual workers’ compensation experience ratings upon separating from a PEO. |
| Compliance |
Employers must comply with applicable federal and state labor laws based on employee size. |
Employer must comply with a greater number of applicable state and federally mandated laws based on total PEO employee size (FMLA, ADA, WARN, EEO-1 reporting) |
| Liability |
Issues relating to regulatory compliance remain the employer’s responsibility.
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Issues relating to regulatory compliance remain the employer’s responsibility. |
For more information, contact:
Shirley Lind, SPHR, CEBS
Senior Vice President
913-345-0440
slind@bukaty.com
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