# PrismHR


## Posts

### Why Scalable Compliance Is Becoming a PEO Differentiator

By Amanda Reineke, CEO and Co-founder, Notice Ninja







Tax and agency compliance has always been complex, but the volume and urgency facing Professional Employer Organizations (PEOs) today is unprecedented. Some firms manage thousands of agency notices per month across federal, state and local jurisdictions. These include unemployment claims, garnishments, tax rate notices and requests for additional documentation.



Each one comes with a deadline, a client impact and the risk of penalties if not handled correctly. What used to be a back-office task is now a front-line operational pressure. Manual processes are struggling to keep up.



Most PEOs still rely on shared inboxes, spreadsheets and patchwork systems to track and resolve notices. These tools were not built for the scale and coordination required across departments. The result is duplicated efforts, lost visibility and delayed responses that affect both compliance and client trust.



Compliance Is Now a Service Standard



Each agency notice represents a potential disruption to a client’s payroll, benefits or tax position. When notices go unresolved or are handled inconsistently, clients experience frustration. They may receive penalties they were not expecting or be asked to resubmit information they already provided. In more serious cases, their payroll may be affected or filings delayed.



Clients may not always see the mechanics of compliance, but they will notice when something goes wrong or when answers are slow to come. That makes tax-notice handling a key part of client experience. The PEOs that handle this well are positioned to retain clients longer, scale operations with confidence and differentiate themselves from less-organized competitors.



Internal Teams Are at Capacity



Most notice handling crosses multiple teams, including payroll, tax, benefits and compliance. Without a centralized process, responsibilities are unclear. One team may think another is following up. A deadline may pass without anyone realizing it. These breakdowns are especially risky when notices include financial penalties or audit exposure.



Even highly experienced teams are stretched thin. Tracking notices manually takes hours every week. And, as client volume grows, so does the workload. Adding head count is not always the answer, especially in a tight labor market. That is why PEOs are beginning to rethink the infrastructure that supports their compliance operations.



Structured intake, routing and resolution processes help teams stay aligned and reduce handoff issues. Instead of working in silos, staff know exactly who is responsible, where a notice stands and when it needs action. This clarity improves performance and reduces internal friction.



Regulatory Complexity Is Increasing



PEOs must stay current with a wide range of tax and employment rules across jurisdictions. Each state has its own requirements for unemployment insurance, garnishments and tax rates. These rules are not static. They shift often, and agencies are increasing enforcement.



As compliance requirements grow, so do the risks of missing a notice or misunderstanding its intent. Manual systems do not scale well in this environment. They rely on institutional knowledge and individual follow-up. When a key staff member is unavailable, or when new clients are added, processes break down.



Scalable compliance infrastructure creates consistency. PEOs can apply the same standards across all notices, all clients and all states. That reduces variability and improves audit readiness. It also helps teams respond more quickly and accurately to client questions.



Visibility Is Essential



Leadership teams need visibility into trends, recurring issues and performance metrics. How many notices are received each month? How long does it take to resolve them? Which clients generate the highest volume? Without centralized tracking, these questions are difficult to answer.



With structured processes, data becomes accessible. Teams can identify bottlenecks, monitor resolution times and flag notices that need escalation. Over time, this data supports continuous improvement. It also strengthens compliance posture in audits and agency reviews.



Compliance as Infrastructure



Forward-thinking PEOs are treating compliance like infrastructure. Just as payroll systems and benefits platforms standardize core functions, scalable compliance systems create predictability and efficiency. They reduce risk, lower administrative costs and allow teams to focus on higher-value work.



The goal is not only to avoid penalties, but also to build a service model that supports growth. Clients expect faster answers and fewer surprises. Teams need tools that help them manage increasing volume without burning out. Leadership wants confidence that compliance is under control.



A scalable compliance operation delivers on all of these needs. It creates the foundation for long-term client success and organizational growth.











About Amanda Reineke



Amanda Reineke is the CEO and Co-founder of Notice Ninja, Inc., a digital compliance innovator focused on modernizing tax operations. With deep expertise in scaling high-growth SaaS businesses, Amanda brings a track record of operational excellence and strategic leadership. Prior to Notice Ninja, she co-founded The Agency Notice Tracking Activity (ANTS) and has remained a passionate advocate for empowering women entrepreneurs and building efficient, forward-thinking teams.

### Just Run With It: Why Tracy Anderson Sees Customer Success as a Marathon, Not a Sprint

When it comes to Customer Success, Tracy Anderson is always running at full speed because she is a pacesetter. 



Customer Success is a long-term endeavor that involves strategy when working with customers today ... and the next day and so on and so forth. There is no finish line. It’s a tireless job, and it’s all about keeping up the pace or picking up the pace, if need be, based on the customer’s needs.  



Tracy, PrismHR’s new vice president of Customer Success who works and lives in the Phoenix area, should know a thing or two about going the distance. She’s been running for years, especially in the Arizona Rock ’n’ Roll marathon, which is held every January in Tempe. And she’s been helping her customers go the distance ever since she entered the Customer Success realm about eight years ago. 



By the way, her best marathon time is an eye-opening 3 hours and 2 minutes. If you think that’s fast, you haven’t seen her jump into action to help customers strategize a business plan—it’s faster than you can sing the Laverne & Shirley theme song, a show that’s based in her hometown of Milwaukee. 



And just like the song’s lyrics, she’s “never heard the word impossible.” 



Run It Back 



Tracy was born in Milwaukee, but she didn’t stay there long. When she was 2 weeks old, she, her mom, and her brother flew to Germany to be with her dad, who was stationed there during his service in the military. They lived there till she was about 4 years old. She doesn’t have many memories of her time abroad, but the one thing that has stuck with her is a simple German phrase: “Öffne das Fenster” (“open the window”). 



When they left Germany, they came back to the States and spent some time in Fort Carson, Colorado, before moving back to Milwaukee to be close to family. Then, a window of opportunity opened, and they decided to move to the Phoenix area, where Tracy has lived since she was 11 years old. 



It was in high school that she found her first calling—in chemistry—but it was a bit of a bumpy road to get there. 



“I didn't like chemistry at all,” she says. “I was a sophomore in high school, it was a required course, and it wasn’t very interesting to me.”  



But things changed quickly when a teacher she liked persuaded her to enroll in his advanced chemistry course. So, as a high school senior—when many students opt for courses that are easy A’s—Tracy decided to give advanced chemistry a go as her elective. And she loved it. 



“It just clicked for me. It made sense when he explained how chemistry worked. I had always been a problem-solver that would tinker with things. I would take things apart and put them back together in a different way or try to create something new by putting different ingredients together. Chemistry is like that, so that was the path I pursued.” 







Read our profiles of CSMs Lesha Cyphers, Cody Jensen, Jason Ward, Michael Wolf and Matt Yuknis. 







She later majored in chemical engineering at Arizona State University and went on to work for Motorola after graduation. 



Tracy met her husband, Erik, while in college. To this day, they reserve Friday nights as their night. Non-negotiable. “We have a standing date every Friday night to reconnect. It is always on my calendar because he is a priority to me,” she says. Sometimes they go for craft beers or dinner, and maybe even start noodling on one of her favorite topics, such as Atlantis or Marilyn Monroe. 



After a few years at Motorola, Tracy became a stay-at-home mom for her daughter, Hannah. A second daughter, Kayla, entered the picture soon after. Several years had passed before Tracy decided it was the right time for her to return to the workforce, but she wanted to try something different. Something very different indeed. She pursued a second degree in Eastern medicine. “I wanted to do something that I felt was really fulfilling,” she said. 



Fast Forward ... 



She used her second degree to become a physical therapist, where she worked for about seven years before finding another fulfilling field: Customer Success—although it wasn’t called that yet. She became a senior patient solutions team lead for one the world’s largest pharmacy benefit managers. 



After several different experiences in triaging customer issues, deciphering executive resolutions and formulating a variety of strategic action plans, she got her first taste of the Human Capital Management space with a large, publicly traded payroll and HR software company. She learned the ins and outs of payroll and HR solutions there, but, more importantly, she became adept at delighting tech customers—even ones that seemed like they might be ready to move on.  



At a subsequent HR tech provider, she remembers one large customer that seemed to be on the fence about staying with the company until she and her manager came up with a plan to enhance their solution with several additional services. “By the time we were done, they were one of our happiest customers,” she says, proudly. 



Later, when an opportunity presented itself to continue her career leading the Customer Success team at PrismHR, Tracy knew she had what it took to hit the ground running. 



“Customer Success is here to be your partner,” she says.  



Adding, “It’s all about helping customers meet their goals and desired business outcomes. We’re here to create and foster a long-term business relationship. We’re their trusted adviser, their liaison and their voice within the company. That means I’m going to do everything in my power to ensure that they’re growing efficiently and finding value—and that we trust each other on the path to success. I want our customers to be raving fans of PrismHR. That’s what I’m here to do.” 



Tracy “brings our Customer Success team to another level for our customers,” says Aleksandra Boruk, PrismHR’s senior vice president of customer success and client growth. She goes “beyond traditional customer support and relationship management to focus on long-term value creation and strategic alignment between the customer’s goals and PrismHR’s offerings.  We are excited to see the changes she implements to help our clients grow, achieve more value, and drive greater operational efficiency.” 



Nowadays, when Tracy's not helping customers, you might find her snuggling with her kitties, reading a good book, or running a race with her daughter, Kayla. 



As long as it’s not on a Friday night, of course! 



Whether it’s spending time with family or helping customers succeed, her full attention is always where it needs to be. 



No matter what challenge comes her way, Tracy knows how to run with it until she crosses the finish line and she can move on to the next challenge. 



Ready to run? Tracy sure is ... 







James Tehrani is PrismHR’s content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### Compliance Spotlight 2025

By Chris Babigian



Keeping you informed of regulatory changes for you and your clients is as important as it gets, and 2025 is shaping up to be a significant year for state and federal updates. This blog aims to highlight key changes and developments you may want to monitor.



Please note, regulations can change rapidly. This blog is for informational purposes only. For legal advice, consult your legal representative directly.











August 2025 



We’ve Entered the ‘Summer of Leave’  



Across the U.S., state and local policymakers remained active this summer adopting new rules on everything from Artificial Intelligence (AI) in employee and candidate evaluations to gender and age discrimination to pay transparency to tax reporting. However, perhaps no topic has been hotter this summer than earned sick leave, where at least nine jurisdictions either amended or released new regulations to their existing programs. 



Better put on some sunscreen; things are definitely heating up. 







Philadelphia 



Effective Date: May 27, 2025 



Recent Developments: POWER Act 



Key Updates: This wide-reaching bill introduces several nuanced updates to Philadelphia’s Promoting Healthy Families and Workplaces Ordinance, including: 




Record Keeping: Employers must maintain, for at least three years, documentation of employee hours worked (by date), sick leave usage and corresponding payments. 



Tipped Employee Pay: The city will now set a fixed hourly sick-leave rate for tipped employees, updated annually. This rate is based on the average wage across select industries in Philadelphia County. Through June 30, 2026, the rate is $16.86. 








Alaska 



Effective Date: July 1, 2025 



Recent Developments: FAQs & Proposed Regulations 



Key Updates: In June, the Alaska Labor Department issued both FAQs and proposed regulations, adding some clarity to its sparsely defined sick leave program, which took effect July 1. Notable provisions in the proposed regulations include: 




Frontloading Option: Employers may frontload leave as long as the amount ultimately aligns with hours worked. 



Rate of Pay: Sick leave must be paid at the employee’s regular rate of pay, calculated using the same method as overtime. 



Carryover Alternative: Employers may allow employees to cash out unused sick time instead of carrying it over to the next year. 








Chicago 



Effective Date: July 1, 2025 



Recent Developments: Paid Leave and Paid Sick and Safe Leave Amendments 



Key Updates: As part of amendments announced on June 3, Chicago’s Paid Leave Ordinance now grants in-city employees a private right of action for employer violations—a remedy previously available for Paid Sick and Safe Leave only. Additionally, the amendments expand payout obligations for “medium employers” (defined as having 51 to 100 covered employees). These employers are now required to pay out all unused paid leave upon termination, which aligns with the large employer requirement. Previously, medium-sized employers were only required to pay out up to 16 hours of unused leave.  







Minnesota 



Effective Date: July 1, 2025 & Jan. 1, 2026 



Recent Developments: SF 17 



Key Updates: Enacted June 14, this omnibus bill includes an assortment of small adjustments and clarifications to the state’s Earned Sick and Safe Time program. These include: 




Advancement of Leave: If an employer advances or front loads leave, and the amount is less than the employee would have accrued based on hours worked, the employer must make up the difference.  



Replacement Workers: While an employer cannot require an employee to find a replacement or trade shifts when out on leave, employees are now explicitly permitted to do so voluntarily.  








New York City 



Effective Date: July 2, 2025 



Recent Developments: Notice of Adoption 



Key Updates: On June 2, New York City formally incorporated the state’s existing paid prenatal leave mandate into the city’s Earned Sick and Safe Time Act rules. For NYC employers, this means the city’s ESSTA obligations - such as written notice to employees and pay-period use and balance disclosures – now also apply to prenatal leave.  







Missouri 



End Date: Aug. 28, 2025 



Recent Developments: HB 567 



Key Updates: Missouri’s Earned Paid Sick Time program, which was enacted via ballot initiative in 2024 and just began on May 1, was repealed by HB 567. As of Aug. 28, employers are no longer required to accrue or provide paid sick leave to in-state employees. 







Maine 



Effective Date: Sept. 24, 2025 



Recent Developments: LD 55 



Key Updates: Enacted on July 1, LD 55 overturns prior FAQ guidance by eliminating the rule that counts carry-over hours toward the annual accrual cap under Maine’s Earned Paid Leave program. Employees can now accrue up to at least 40 hours annually, regardless of any unused time carried over from the prior year.  







Nebraska 



Effective Date: Oct. 1, 2025 



Recent Developments: Legislative Bill 415 



Key Updates: Nebraska’s earned sick leave mandate, which starts Oct. 1, was amended in June to soften the impact to in-state employers. These changes include: 




Employer Size Exemption: Businesses with 10 employees or fewer are not required to provide earned sick leave. 



Employee Exemptions: Minors under 16, seasonal employees and agricultural workers are all excluded from leave accrual. 



Accrual Delay: New hires must complete 80 hours of work before they begin accruing sick leave 




Subject employers must still provide a written notice to employees and display the mandated poster by Sept. 15.







Pittsburgh 



Effective Date: Jan. 1, 2026 



Recent Developments: Paid Sick Days Act Amendments 



Key Updates: Formally enacted on July 7, the amendments to Pittsburgh’s Paid Sick Days Act increase plan accrual requirements beginning in 2026, as indicated below: 




Accrual Rate: One hour for every 30 hours worked (currently 35) 



Annual Accrual Limits:Large Employers (15-plus): 72 hours per year (currently 40)Small employers: 40 hours per year (currently 24) 




The Story of the Summer: OBBBA 



Last month’s newsletter explored the consequential provisions of the One Big Beautiful Bill Act (OBBBA) set to impact Professional Employer Organizations (PEOs) and employers in 2026.  



But the provisions themselves are just the beginning of the story. The OBBBA repeatedly directs the U.S. Treasury Department to establish the rules and structure necessary to effectuate its provisions. In other instances, future regulatory guidance may add clarity to broadly written requirements with varying interpretations. Meanwhile, states that conform to the Internal Revenue Code must decide whether to adopt some, or all, of the OBBBA’s tax changes into their own state income tax schema. 



While details are still limited, the IRS has recently released three minor updates that provide some initial insights into the future operational mechanics at the federal level. 



IR-2025-82  



Release Date: Aug. 7, 2025 



Details: In this short news release, the IRS indicates: “Form W-2, existing Forms 1099 and Form 941 and other payroll returns will remain unchanged for TY 2025.” Instead, the IRS is focused on changes for Tax Year 2026 “to how tips and overtime pay are reported.”  



Implications: The OBBBA itself does not explicitly mandate changes to Form 941 quarterly returns. However, IR-2025-82 suggests the possibility that changes may nonetheless be on the horizon. Conversely, the OBBBA does require employers to report “qualified” tips and overtime on W-2s and 1099s, including for the 2025 tax year. Without modifications to this year’s formats, further guidance will now be necessary to define employer reporting obligations. 







2026 Draft W-2  



Release Date: Aug. 15, 2025 



Details: Notable proposed changes to the 2026 W-2, for reporting in 2027, include: 




New Box 14B, “Treasury tipped occupation code” 



New Box 12 Codes: 



TA – Employer Trump Account contributions (a new savings vehicle for minors; see the July 2025 blog for more information.) 



TP – Qualified Tips 



TT – Qualified Overtime 




Implications: The U.S. Treasury Department is required to provide a list of occupations that qualify for the No Tax on Tips deduction by Oct. 2. The description of Box 14B suggests the IRS may use a unique standardized reporting classification system for this purpose instead of the existing Standard Occupational Classification (SOC) structure. The creation of a new box for reporting will also likely trigger downstream schematic changes to W-2 e-file formats.



2026 Draft W-4 



Release Date: Aug. 21, 2025 



Details: The proposal introduces a substantial expansion of the Step 4(b) Deductions Worksheet to accommodate newly established OBBBA tax deductions. Key additions include fields for: 




Estimated qualified tip and overtime income 



The new car loan interest deduction 



The new senior deduction 



Existing above-the-line deductions, such as educator expenses 




Additionally, itemized deductions are now separated out by expense type and accompanied by detailed guidance on applicable limitations and thresholds. 



Implications: If adopted, the approach signified by the draft W-4 will seamlessly integrate the new OBBBA tax deductions into the existing tax withholding framework. Employees will be responsible for adjusting their own withholding by accurately completing a new W-4 with the revised Step 4(b). While HROs and employers should provide clear communication and support, they are otherwise relieved from performing any new, burdensome payroll-to payroll calculation.  







July 2025



OBBBA Is Underway: The Payroll Implications of the One Big Beautiful Bill Act







On July 4, President Donald Trump signed H.R.1, enacting into law the massive reconciliation package dubbed the “One Big Beautiful Bill Act.” For the Trump administration, the OBBBA is a significant victory; it advances key initiatives and campaign pledges in part by:




Permanently extending 2017’s temporary income tax rate cuts.



Significantly increasing funding for immigration enforcement.




For PEOs and HROs, however, the OBBBA presents new opportunities and challenges. Headlined by the “No Tax on Tips” (See: “Ready for a Hot Tip”) and “No Tax on Overtime” provisions, the bill includes various payroll and benefits requirements that will impact operations as early as later this year. Here are some of the key tax provisions, along with relevant tax credit modifications.



The OBBBA Provisions You Need to Know Now







No Tax on Tips



Effective Dates: 2025-2028



Details: Employees and contractors can now claim an above-the-line federal income tax deduction for “voluntarily paid” tips earned in “customarily” tipped occupations. The deduction is capped at $25,000 and phases out for high earners.



Impact: Employers and HROs will be required to:




Identify “qualified tips.”



Report the tips and employee occupations on W-2s and 1099s.



Adjust federal income tax withholding, as necessary, beginning Jan. 1, 2026.




What’s Next: The IRS must publish a list of eligible occupations by Oct. 2, 2025, as well as define the reporting and withholding mechanics.



No Tax on Overtime



Effective Dates: 2025-2028



Details: Employees can now claim an above-the-line federal income tax deduction for overtime premiums required under the Fair Labor Standards Act. The deduction is capped at $12,500 for single earners and $25,000 for joint filers and phases out for high earners.



Impact: Employers and Service Providers will be required to:




Identify federally required premiums.



Report the premiums on W-2s.



Adjust federal income tax withholding, as necessary, beginning Jan. 1, 2026.




What’s Next: As with the “No Tax on Tips” provision, IRS guidance is necessary to define the reporting and withholding mechanics for overtime premiums. The IRS may also define methodology for determining qualified overtime in various scenarios, including for tipped employees.



ERTC Credit Modifications



Filing Deadline: Jan. 31, 2024 (retroactive)



Details: The OBBBA cracks down on Employee Retention Tax Credit claims for third and fourth quarter 2021 by:




Increasing penalties for promoters.



Extending the “assessment” period from the IRS to the latter of six years and April 15, 2028.



Changing the filing deadline retroactively from April 15, 2025, to Jan. 31, 2024.




Impact: While certified PEOs are specifically excluded from the definition of “promoters,” the OBBBA does not exclude PEOs from liability for credits improperly claimed based on client representations.



What’s Next: The IRS must continue to clear its backlog of valid ERTC claims. Guidance for nuanced timing scenarios, such as post-deadline supplemental filings, could also add clarity for PEOs.



PFML Credit Enhancements



Effective Date: Jan. 1, 2026



Details: Beginning in 2026, the Paid Family and Medical Leave credit available to employers is now enhanced to:    




Allow calculations based on premiums, instead of wage payments.



Factor compensation from state programs into credit threshold determinations.




Impact: Employers that provide less than 50% wage replacement to employees on leave may now qualify for the credit if supplemental payments from a state program bring total compensation above the 50% threshold.



What’s Next: Modifications may be forthcoming to Form 8994, the credit reporting structure, to reflect these changes.



Additional Tax Deductions



Effective Date: Jan. 1, 2025



Details: Beginning with the 2025 tax year returns, which are filed in 2026, the OBBBA:




Increases the child tax credit from $2,000 to $2,200, indexed for inflation.



Establishes a new $6,000 tax deduction for seniors through 2028.



Permanently increases the standard deduction.



Temporarily increases the State and Local Tax (SALT) deduction cap through 2030.




Impact: These changes will likely be factored into the IRS withholding tables for 2026, resulting in a lower withholding for many employees. Employees opting to take advantage of the increased SALT deduction may also seek to complete a new W-4.



What’s Next: Watch for minor W-4 and withholding table modifications for 2026 with possibly more substantive changes thereafter. State withholding may also be impacted as many jurisdictions conform with the federal tax code.



HSA Enhancements



Effective Date: Jan. 1, 2026



Details: The OBBBA reclassifies select benefit offerings in order to facilitate greater Health Savings Account (HSA) flexibility.




Bronze and catastrophic plans offered through the Affordable Care Act (ACA) exchange are now formally recognized as high-deductible health plans.



Low-cost Direct Primary Care Service Arrangements (DPCSAs) are no longer treated as health plans, and their fees are now deemed to be medical expenses.




Impact: Bronze and catastrophic enrollees will now be HSA-eligible. Meanwhile, DPCSA enrollees are no longer barred from HSA enrollment, and may now use HSA funds to pay the monthly program fees.



What’s Next: The DPCSA modifications open the door for PEOs to offer more robust, personally tailored solutions. Whether they spur adoption remains to be seen.



FSA & Fringe Benefits



Effective Date: Jan. 1, 2026



Details: Notable Flexible Spending Account (FSA) and fringe benefit modifications include:




The employer-paid student loan benefit, set to expire at year end, is now permanent. Contributions structured under a Section 127 educational assistance program will remain tax exempt up to the annual limit (currently $5,250).



Dependent Care FSA annual contribution limits jump from $5,000 to $7,500 and from $2,500 to $3,750 for married couples filing separately.




Impact: Plan documents and payroll system modifications may be necessary to accommodate both of these changes.



What’s Next: Originally introduced as a short-term relief measure under the 2020 Coronavirus Aid, Relief and Economic Security (CARES) Act, the student loan benefit's shift to a permanent offering may prompt employers to reassess its strategic value. PEOs should anticipate a possible increase in client interest and adoption.



Trump Accounts



Effective Date: July 4, 2026



Details: The OBBBA establishes a new savings vehicle for minors, officially named “Trump Accounts.”




Employers may contribute to the accounts of minor employees and dependents beginning July 4, 2026.



Employer contributions are tax exempt and capped at $2,500.



Account contributions from all sources in aggregate are capped at $5,000.




Impact: Trump Accounts will quickly become widespread, potentially encouraging employer participation. Accounts will be automatically established at birth and, for children born between 2025 and 2028, funded with $1,000 from the federal government. PEOs will need to determine whether to take an active or passive role in helping clients manage employer contributions.



What’s Next: The U.S. Treasury Department has been tasked with creating the infrastructure for this new program. Meanwhile, the contribution limits appear to be defined as lifetime per employee, and not annually per qualifying minor. Expect IRS clarifying guidance on this point.







Read 25 Payroll & HR Legal Developments to Watch in 2025  



In January, we compiled a list of 25 payroll and HR-related legal developments to look out for in 2025 from employee verification to pay transparency. 



Download the white paper.











June 2025



Days Away From the OBBBA



As summer heats up, so does the spotlight on the One Big Beautiful Bill Act (OBBBA), a sweeping federal tax reconciliation bill with far-reaching implications for everyone from tipped workers to tech innovators. After a rapid series of revisions, the bill cleared the House on May 22. However, on June 16, the Senate Finance Committee proposed numerous substantive amendments, and a comprehensive new version of the OBBBA is now swiftly advancing in the Senate. With Independence Day fast approaching, the symbolic appeal of delivering a finalized bill to President Donald Trump for a July 4 signing could prove compelling enough to bridge any remaining divides—both between the chambers and within the Republican party.



UPDATE: President Trump signed the bill on July 4.



Notably for PEOs and employers, one or more iterations of the OBBBA have included provisions for:




"No tax" on tips and overtime, which establishes new federal income tax deductions.



Employee Retention Tax Credit (ERTC) fraud prevention, including enhanced penalties and early termination measures.



Greater flexibility in employer-sponsored benefits, including Individual Coverage Health Reimbursement Arrangement (ICHRA), Health Saving Account (HSA) and Flexible Spending Account (FSA) offerings.



A moratorium on Artificial Intelligence regulation, potentially removing barriers to the use of AI in HR-related decision-making.




State Tax Developments



As the OBBBA debate continues to capture the nation's attention this week, a series of subtle but significant changes to state tax programs have advanced with little recognition.



These include:



Delaware: PFML



What: New Proposed RegulationsDate: June 1, 2025Details: Delaware’s existing Paid Family and Medical Leave (PFML) regulations have posed significant logistical challenges for service providers, requiring constant employee count monitoring and potential contribution rate changes from one pay period to the next—neither of which align with the state’s reporting framework. On June 1, the state Department of Labor released proposed regulations intended to simplify this process and align with how employers report data. Once finalized, employee counts will be determined on a quarterly basis; and any rate changes, triggered by a shift in headcount, would take effect at the start of the following quarter.



Alabama: Overtime Exemption



What: New FAQ GuidanceDate: Sunsets June 30, 2025Details: While a federal overtime tax deduction may be on the horizon, Alabama’s state overtime exemption sunsets on June 30. As recently as June 4, the Alabama Department of Revenue (DOR) reaffirmed longstanding guidance that overtime wages must be paid by June 30 to qualify for the exemption. However, the DOR has since updated its position: any overtime earned on or before June 30 will now qualify, even if paid in July. These exempt amounts may be reported on the July A-6 monthly return. Payroll processors may need to pivot to accommodate this change, which effectively extends the exemption for many employees.



Oregon: Payroll Tax Reporting



What: HB 2236Date: Effective Jan. 1, 2026Details: On June 9, Oregon enacted HB 2236, making it a State Unemployment Tax Act (SUTA) choice jurisdiction for PEOs. Beginning with the Jan. 1, 2026, tax year, PEOs may elect, client by client, to calculate and report SUTA on either a client or PEO basis. As a combined reporting state, this flexibility resolves a longstanding Paid Family and Medical Leave (PFML) issue: currently, clients that independently classify as small employers in Oregon are nonetheless subject to the large employer rate when aggregately reported under the PEO umbrella.



Maine: PEO SUTA Reporting



What: LD 706Date: Effective Jan. 1, 2026Details: With the passage of LD 706 on June 10, Maine will transition from a PEO-level to a client level State Unemployment Tax Act (SUTA) rate and reporting structure beginning Jan. 1, 2026. This shift aligns the state’s unemployment tax framework with its Paid Family and Medical Leave (PFML) program, where final regulations published in December formally define the “client company” in a PEO relationship as the employer for PFML purposes.



The PEO Regulatory Push-Pull



A defining strength of the PEO industry has always been its ability to guide small and medium-sized businesses (SMBs) through the challenges and opportunities of a rapidly evolving regulatory landscape. But in 2025, the industry isn’t just responding to change—it’s helping define it. With growing visibility and advocacy, led by the National Association of Professional Employer Organizations (NAPEO), PEOs are playing an increasingly active role in influencing policy outcomes. Read our PrismHR Blog post for an in-depth numerical look at the regulations shaping—and being shaped by—the PEO industry this year.











May 2025



Updates on Employee Verification Requirements



With the recent shift in national immigration policy, service providers and employers need to be mindful of the implications of stricter enforcement, as well as new and pending requirements associated with employee verification.



I-9 Updates



On April 2, U.S. Citizenship and Immigration Services (USCIS) released a new version of the I-9. The latest iteration contains only minor verbiage changes from the prior version, including:




Replacing "gender" with "sex" in accordance with Executive Order 14168.



Reverting "non-citizen," which was introduced in 2023, back to "alien" to align with Executive Order 14159.



Updating the DHS Privacy Notice, which now states the Department of Homeland Security "may share the information you provide on this form and any additional requested evidence with authorized organizations."




With this latest update, the following three distinct versions of Form I-9 are in use:




Aug. 1, 2023, Edition, released on that date and expiring July 31, 2026.



Another Aug. 1, 2023, Edition, subsequently released Aug. 2, 2024, and expiring May 31, 2027.



Jan. 30, 2025, Edition, also expiring May 31, 2027.




Importantly, USCIS has stated that all versions remain valid until their respective expiration dates. As a result, transitioning to the latest format is voluntary, pending further guidance.



PrismHR Onboarding currently supports the version expiring July 31, 2026, and will transition to the latest edition prior to this date.



Federal E-Verify Updates



On March 26, Sen. Chuck Grassley (R-Iowa) introduced the Accountability Through Electronic Verification Act, a bill that seeks to mandate the use of E-Verify for all private employers. However, this proposal joins a long list of previous E-Verify bills, all of which have failed to advance, including the Mandatory E-Verify Act of 2024.



Meanwhile, the USCIS continues to promote E-Verify+. Initially launched for select employers last year, this platform offers key enhancements, including the ability to complete I-9 forms directly through its portal. However, the platform currently lacks integration and employer agent support.



State E-Verify Updates



Several states—including Idaho, Indiana, Kansas, Montana and Texas—are actively considering their own legislation to require private employers to use E-Verify. Among these, Texas Senate Bill 324 has made the most progress, recently advancing from committee to the full Senate for deliberation.



Florida lawmakers are also progressing HB 955, a bipartisan measure aimed at expanding the state's E-Verify mandate to include all private employers. Currently, Florida's requirement applies only to businesses with 25 or more employees. If enacted as written, the new mandate would take effect on July 1, 2025.



I-9 Technology Compliance



Did you know that in 2010, the Department of Homeland Security issued finalized rules regarding how I-9s are completed and stored electronically? Learn more about these rules and other technology considerations for HROs in the PrismHR blog, “6 Ways You Can Help Your Clients Stay in I-9 Compliance.”



5-Minute Survey: I-9 Audits & Management



Given the current state of immigration enforcement, we want to learn more about your experiences with I-9 completion, management and audits. Share your thoughts by taking this 5-minute survey. Your feedback helps inform future product development and training content.











March 2025



2025 Payroll & HR Forecast Update



In January, PrismHR published a list of 25 compliance topics to watch in 2025, ranging from payroll, onboarding, benefits and more. Since then, a variety of finalized and pending new rules have continued to shape many of these topics—adding a mixture of both clarity and uncertainty. Highlights include:



ACA Reporting



Jurisdiction: FederalWhat's New: IRS Notice 2025-15Details: The Paperwork Burden Reduction Act, enacted last December, allows employers to provide Form 1095s to employees only upon request. While the act mandates that employers create a clear request process, it offers minimal guidance on what this entails. IRS Notice 2025-15, issued in February, addresses this gap. Relying in part on existing regulations, the Notice requires employers to outline the request process on their website, and include contact phone number, email address, and mailing address.



Secure 2.0



Jurisdiction: FederalWhat's New: Proposed RegulationsDetails: In mid-January, the IRS released proposed Secure 2.0 regulations concerning auto-enrollment and new Roth catch-up requirements for highly compensated employees, set to take effect on Jan. 1, 2026. Notably, the proposed rules clarify that when determining whether an employee is highly compensated, Certified PEOs (CPEOs) and other service providers are excluded from the definition of "employer." Instead, the determination is based on wages earned under the "common law" employer sponsoring the plan.



Paid Family Medical Leave



Jurisdictions: Maryland, PennsylvaniaWhat's New: Request for Delay, Advancing LegislationDetails: Payroll contributions for Maryland's Family and Medical Leave Insurance (FAMLI) program are currently scheduled to begin on July 1, 2025. However, on Feb. 14, the Maryland Department of Labor announced plans to collaborate with legislators to postpone the start date to Jan. 1, 2027. Meanwhile, Pennsylvania House Bill 200 aims to establish the state as the 14th with a comprehensive PFML program. Introduced on Feb. 12 with bipartisan support, the bill is already advancing through the legislative process.



Pay Data Reporting



Jurisdictions: California, IllinoisWhat's New: Specification Updates, Proposed LegislationDetails: On February 3, California introduced minor updates to its 2025 Pay Data Reporting requirements, including the addition of Middle Eastern and North African (MENA) as a race/ethnicity category for the first time. Soon after, Illinois adopted similar changes, including incorporating MENA into its template on March 7. Pending legislation in California, SB464, introduced on Feb. 19, would expand its requirements even further in future years by adding sexual orientation as a reporting category and extending reporting to public employers.



Paid Sick Leave



Jurisdictions: Michigan, Missouri, NebraskaWhat's New: Litigation, Pending Legislation



During the November election, Missouri voters passed Proposition A, a ballot measure establishing earned paid sick time for all in-state employees beginning May 1. However, its future remains uncertain due to ongoing legal challenges. On March 12, the Missouri Supreme Court heard oral arguments in McCarty v. Secretary of State, a case questioning the constitutionality of the ballot initiative. Additionally, on March 13, the Missouri House of Representatives approved HB 567, which seeks to repeal the paid sick time requirement. The bill now awaits full deliberation in the Senate.



In Nebraska, Legislative Bill 415 advanced through procedural votes in the state legislature on March 28. If enacted, the bill would modify, but preserve, the Nebraska Healthy Families and Workplaces Act, the state's paid sick time statute set to take effect on October 1. Key changes include requiring employees to complete 80 hours of service before accruing sick time, and relieving employers of any obligation to pay out unused time upon employee separation.



These developments come on the heels of amendments to Michigan's Earned Sick Time Act, which were signed into law on February 21, the day the Act took effect. For more insights into the fast-paced and late-breaking lead-up to these amendments, visit the PrismHR blog post, "Under the Weather? Not Much Time, Clarity on Michigan Paid Sick Leave Changes."







February 2025







Under the Radar 2025 State Developments



President Donald Trump's second term in office has kicked off with a whirlwind of activity, marked by 70 executive orders, aggressive immigration enforcement and rapid downsizing of federal agencies. While these high-profile actions have captured the headlines, state rule-makers have simultaneously also released a variety of new requirements with often immediate impact to service providers and employers. These changes include:



Michigan: Earned Sick Time and Minimum WageEnacted: Feb. 21Effective: Feb. 21



Michigan lawmakers spent months working on amendments to the state's new sick time and minimum wage requirements. However, it wasn't until the Feb. 21 start date that Senate Bill 8 (minimum wage) and House Bill 4002 (earned sick time) were passed. Both bills contain significant changes to the original rules, and reflect last-minute compromise not included in earlier versions of proposed amendments. Notably, the amendments:




Delay the sick time start date for small employers to Oct. 1.



Remove the unpaid sick time provision.



Gradually decrease, but do not phase out, the tip credit.




California: Pay Data ReportingRelease Date: Feb. 3Due Date: May 14



Since the start of pay data reporting in 2021, the California Civil Rights Department has amended its FAQs and reporting structure annually. This year is no different, as Middle Eastern and North African ("MENA") was added as a distinct race/ethnicity category for the first time. However, for 2024 reporting, employers are permitted to follow existing race and ethnicity guidelines from the federal Equal Employment Opportunity Commission (EEOC), which currently classifies MENA employees under the category of “white.”



Ohio: Pay Stub Protection ActEnacted: Jan. 8Effective: April 8



Starting April 8, Ohio employers are required to provide employees with an itemized wage statement each pay period—either in written or electronic form. HB 106 lists a series of mandatory details, which generally align with other jurisdictions, and include:




Gross wages



Deductions



Hours worked



Rates of pay




For hourly employees on semimonthly or biweekly pay cycles, the hours worked must be broken down by workweek to clearly distinguish any overtime hours for the week.



New York: NYS-45 Quarterly ReportingRelease Date: Jan. 30Due Date: April 30



Last August, the New York Department of Taxation and Finance (DOTAF) announced significant revisions would be forthcoming to the NYS-45 for reporting in the first quarter of 2025. Specifically, all three components of the NYS-45 will now be filed together on one tax return, and, on Part C, state and local income tax withholding will be reported separately for each employee. The DOTAF recently released file specifications outlining the structure and formatting of these changes.











January 2025



2025 Payroll Compliance Outlook



In 2025, a growing list of familiar payroll and HR trends, like earned sick leave and pay transparency are set to hit new jurisdictions. Meanwhile, the return of President Donald Trump carries the potential for significant federal reform—and uncertainty. While each year brings new payroll and HR requirements, 2025 is sure to create unique challenges and opportunities for PEOs, Staffing and other HRO providers. To help you navigate the new year, PrismHR has published a new white paper on the 25 Payroll & HR Legal Developments to Watch in 2025.  You’ll also get a sneak peek at some of the key regulatory developments on the horizon in our blog post, “5 HR-Related Regulatory Developments to Keep an Eye on for 2025.”



Late Breaking Developments



Over the past month, several new rules and regulations have been introduced—all with immediate impact—including the following items:



ACA Paperwork Burden Reduction Act



Enacted: Dec. 23, 2024Details: The act establishes an optional "alternative" approach to disseminating Form 1095s to employees. Employers can now choose to provide employees with their Form 1095s only upon request, so long as they provide clear notice of the process. While employers can take advantage of this provision immediately, the IRS has yet to formalize details on what constitutes acceptable notice.



Louisiana Income Tax Emergency Rules



Enacted: Dec. 23, 2024Details: On Dec. 4, Louisiana enacted HB10, Act 11, which, effective Jan. 1, instituted a flat income tax structure and replaced the personal exemption and dependent credit with a standard deduction. To accommodate these changes, Emergency Rules with new tax withholding tables were published on Dec. 23, and a new L-4 withholding certificate was subsequently released in early January. An updated L-4 will be available on the PrismHR platform on Jan. 18, while tax withholding updates were released earlier this year.



ACA Employer Reporting Improvement Act



Enacted: Dec. 23, 2024Details: The act codifies the IRS longstanding approach to electronic delivery of Form 1095, as outlined in Publication 5223. Specifically, employers are not required to mail or hand deliver paper copies to any employees who opt for electronic delivery only. The Act also sets a six-year statue of limitations for employer penalties and extends the penalty-notice response deadline to 90 days.



Massachusetts Pay Data Reporting FAQs



Enacted: Jan. 13, 2025Details: The FAQs reiterate that employers with 100 or more Massachusetts employees in the prior year must submit their last EEO-1 report (presumably their 2023 submissions) to the state by Feb. 3, 2025. Of note, submissions must be made via a web portal that has not yet been published, a link to which will be added to the FAQs when available. Additionally, the report must be in PDF, JPG or PNG format, suggesting that employers must submit the PDF produced via the EEOC portal, and not the data file upload to the EEOC.







Chris Babigian is PrismHR’s compliance strategy manager. A graduate of Boston University School of Law with a focus in taxation, Chris spent five years handling motions, appellate briefs and trial discovery for a civil litigation firm. In 2014, Chris transitioned to PrismHR, where he translates regulatory requirements into software solutions.

### Workforce Management: Meeting Your Stated Goals State by State

Building the workforce of tomorrow can’t wait for tomorrow. It starts today, and it starts with technology.



Combined with a strong culture and the benefits that come from the co-employment model, advanced HR tech can help your clients compete for talent with even the largest organizations in the country.



One area ripe for a tech infusion is Workforce Management. More than half of the employed workers in this country (about 80 million people) are paid hourly wages, and many of them come from Main Street businesses like the companies you work with everyday. Time tracking, scheduling and labor management are critical components for most small and medium-sized businesses (SMBs) to help them manage their talent—and you can provide them with the tech they need.



State of Business in States



Speaking of Main Street businesses, it’s interesting to look at which states are seeing the most business growth. CNBC recently released its annual list of “America’s Top States for Business 2025,” and it's not too surprising. At least on the surface.



States are ranked by several factors (explained here), including “economy,” “infrastructure” and “workforce.”




Open for Business



The top 10 states for overall business ranking in 2025 were:




North Carolina



Texas*



Florida**



Virginia



Ohio



Michigan



Georgia



Tennessee



Indiana



Minnesota




*Second-largest state in terms of population.**Third-largest state in terms of population.



Source: CNBC








































Of the states with the five largest populations, only Texas and Florida made the top 10 for business-growth rankings this year. California (No. 1 in population), New York (No. 3 in population) and Pennsylvania (No. 5 in population) came in at Nos. 22, 23 and17, respectively.



In terms of the “Workforce” measurement, CNBC explains that: “With skilled workers in such short supply, and with the rising role of advanced manufacturing, the definition of a qualified worker is expanding. We look at which states are most successful in attracting talent at all levels, considering the net migration of educated workers to each state, and how states are faring in the competition to attract skilled workers.”



What’s also interesting is the Technology & Innovation category rankings. As CNBC explains, “Truly competitive states prize innovation, nurture new ideas, and have the resources to support them.”




Techie States



The top 5 states in the Technology & Innovations category were:




California



Texas



New York



Washington



Illinois and Ohio (t)




Source: CNBC




















For the three other states in the overall top rankings, North Carolina was No. 13 for Technology & Innovation while Florida was No. 12 and Virginia was No. 8.



Opportunity Awaits



The data, of course, is designed to show businesses the best places to think about opening shop, but we believe it also shows a ton of opportunity.



In other words, there are many smaller states in terms of population that are great places to start businesses but don’t rank as high for tech and innovation.



That’s where you come in.



Workforce Management is an essential tech tool that you can offer your clients to help them automate complex time and pay policies, enhance compliance management and generate real-time reporting.



As workforce expert and futurist Ravin Jesuthasan has said, “Peter Drucker famously said ‘Culture eats strategy for breakfast,’ and I would add to that by saying—and it will snack on technology all day long.”



The other part of the equation is the largest states, which tend to have the highest rankings in Technology & Innovation, tend to be the states where businesses face the most compliance challenges. Wouldn’t built-in enforcement tools for labor laws and schedule rules help? Of course they would.



So, are you ready for something your clients can snack on all day long?



State-of-the-art Workforce Management allows your clients to automate complex time and pay policies, enhance compliance management and generate real-time reporting. As an integrated solution, it also gives your clients an edge in terms of talent retention.



Here’s why: Today’s employees are increasingly looking to work for companies that develop a strong Employee Value Proposition that shows they value their workers, whether it’s through pay, benefits, training or something else. That something else could include a mobile app that allows workers to track time easily whenever and wherever they are working. That also means access to an Employee Portal where they can get the documents they need on-demand, manage scheduling and shift requests, and handle paid time off requests quickly and easily.



As the National Association of Professional Employer Organizations (NAPEO) reports, just 17% of employers with 10 to 99 employees are using a PEO, but those businesses are growing twice as fast compared with similar companies not using a PEO.



That means there are a lot of businesses that could benefit from a tech infusion—and you’re just the HR outsourcer to give it to them.



Can your Workforce Management solution meet your stated goals state by state for you and your clients? If not, it’s time to take PrismHR’s Workforce Management for a cross-country test-drive.

### Disruption Junction: Are You Ready for an HCM System?

Every facet of life has been touched by this nebulous concept of disruption—including the technical “lives” of Professional Employer Organizations (PEOs). In this blog, we’ll take a look at how disruption shows up as progress in our daily routines, how PEOs have pushed for disruptive changes and how Human Capital Management (HCM) systems can unlock the key for even more growth.



Unpacking a Culture of Disruption



The word disruption gets thrown around a lot these days—and with good reason. It signifies a world of change that could make a world of difference for consumers or businesses by doing things differently.



Disruption addresses the root of innovation. Just because something has always been done a certain way doesn’t mean it should continue to always be done that way. Need a quick graphic that is easy to create? Download the Canva app or similar platforms that have disrupted the traditional content process to make things quicker and easier for the end user.



Smartphones disrupted so many areas of technology by combining photos, files, music and more data all in one device that fits in the palm of you hand.



Ride share services like Uber and Lyft fit the bill, too. They made it possible to get places easier and often faster with the click of a few buttons. No more having to hail a cab on a cold night. Oh, and need entertainment? When it comes to disrupting the video content model, look no further than Netflix and other streaming services. Choose from thousands of shows, documentaries, cartoons and movies whenever you want in the comfort of your own home.



All these service categories have been visited by what we’ll call Disruption Junction. It’s a good place to be, and we believe it’s time for Professional Employer Organizations (PEOs) to pay a visit to this amazing place as well.



PEOs Continue to Make a Difference



PEOs have been doing a great job for well over a generation giving small businesses access to payroll, HR and benefit solutions that would otherwise likely be out of reach for them. The co-employment model continues to benefit thousands of small and medium-sized businesses (SMBs)—and their employees—across the country.



The industry continues to see amazing growth. It has quadrupled in size from 2012 to today to become a $358 billion industry in terms of revenue, according to the National Association of Professional Employer Organizations (NAPEO).



As a PEO, you know the name of the game is helping your clients get to the next level. The better they do, the better you do, of course, which is where HCM comes in.



So, on the topic of disruption, we have a question for you: Is your business ready for an HCM system?



Why Disrupt What’s Already Working?



That’s simple: When a small client grows, you couldn’t be prouder of their accomplishments. Still ... the sense that you might be losing a great client and business partner looms as your clients become more and more successful. When they outgrow the traditional PEO model and decide to bring payroll and HR in-house, they may decide to go. Good for them, but not good for you.



Unless ...



Unless what?



Glad you asked.



A powerful HCM platform that is built to attract, retain and help your clients grow is vital. Why would clients go elsewhere when they can keep the same look and feel of their current platform, but handle their HR and payroll on their own if they so desire? They benefit from the familiarity, and you benefit because you get keep your client.



Additionally, there are some prospects you’ll never be able attract because they prefer handing HR-related tasks on their own. There’s a whole universe of prospects that you can’t tap into now, but with an HCM option comes more opportunity.



The road to progress and continuing success goes through Disruption Junction, and in this case it’s the HCM Highway!



Understanding HCM Systems



Before diving into readiness, let’s clarify what an HCM system really is. Human Capital Management systems are comprehensive HR platforms that integrate core HR functions—like payroll, time tracking, benefits administration, talent acquisition and performance management—into a single, unified solution.



With all that data, HCM systems offer strategic insights and automation capabilities that help businesses make data-driven decisions and improve employee experiences.



Unlike traditional PEO software, however, HCM systems are run by the clients, so you and they can decide together how much or how little assistance you want to provide.



For PEOs, adopting an HCM system isn’t just about internal efficiency—it’s about delivering better service to clients and scaling operations effectively through a solution that can be white-labeled to match your branding.



5 Signs You’re Ready to Add an HCM System



So, how do you know if your business is ready to make the leap? Here are some key indicators:



1. Your Clients Are Growing at a Rapid Pace



The faster they grow, the faster they can go unfortunately. With an HCM solution, they are more inclined to stay put with something they and their employees are already familiar with. Instead of IYKYK (if you know, you know), it’s ITKTWG (if they know, they won’t go).



2. Client Demands Are Increasing



As your client base grows, so do their expectations. When they outgrow the traditional PEO model, they still want real-time access to employee data, easy onboarding experiences and accurate reporting. An HCM system allows you to meet these demands for you clients with scalable tools that enhance client satisfaction and retention.



3. Compliance Is Becoming a Challenge



Navigating the ever-changing landscape of labor laws, tax regulations and benefits compliance is no small feat. Once a client graduates, HCM systems help automate compliance tasks, generate audit-ready reports and keep clients updated on regulatory changes—reducing risk for them.



4. Clients Are Struggling With Data Visibility



If your clients’ leadership team lacks access to real-time workforce analytics after graduating to the PEO model, it’s difficult to make informed decisions. HCM platforms provide dashboards and reporting tools that offer insights into employee performance, turnover trends and labor costs—empowering strategic planning through a familiar platform.



5. Employee Experience Needs Improvement



From onboarding to career development, employees expect a seamless digital experience. An HCM system can centralize self-service portals, training modules and performance reviews, helping them create a more engaging and productive workplace as they bring HR in-house or just prefer doing it themselves.



Benefits of Implementing an HCM System



Here’s why you should consider adding an HCM platform now:




Efficiency Gains: Your clients will be able to automate repetitive tasks and reduce administrative overhead.





Enhanced Client Service: You will be able to offer clients and prospects modern tools and transparent reporting.





Improved Accuracy: Your clients will continue to minimize human error with integrated data workflows while you can showcase the merits to prospects.





Scalability: You will be able to support your clients’ growth no matter what their HR tech platform preference is.





Strategic Insights: Your clients will be able to continue using and generating data to make better business decisions and improve outcomes through advanced analytics.




Choosing the Right HCM System for Your PEO



Not all HCM systems are created equal. When evaluating options, consider the following:




Integration Capabilities: Ensure the system can connect with your existing tools and is built in a way that it’s easy to add integrated solutions a la carte.





User Experience: A clean, intuitive interface is essential for both your team and your clients.





Support and Training: Choose a vendor that offers robust onboarding and ongoing support.





Security and Compliance: Verify that the system meets industry standards for data protection and regulatory compliance.




Final Thoughts



So, is your business ready for an HCM system? If you’re experiencing growing pains, have concerns your clients might graduate out of your services or just want to elevate your client experience, the answer is likely yes. For PEOs, investing in a modern HCM platform isn’t just a tech upgrade—it’s a strategic move that positions your business for long-term success.



Ready to explore your options? Start by assessing your current workflows, identifying pain points and engaging with vendors who understand the unique needs of PEOs. With the right HCM system, your business can lead the way.



After all, Disruption Junction plays an important function for the future of your business! Learn more about PrismHR HCM, and schedule a demo today!

### PrismHR 40th Anniversary: 3 Workplace Trends From 2005—Then and Now

The year: 2005



PrismHR is celebrating its 40th anniversary in 2025. To commemorate the occasion, we will periodically share stories related to workforce trends over the past four decades. In this blog, we head back to the early 2000s to see how much technological progress we have made since then.



In 2005, PrismHR began the year still operating as F.W. Davison & Co. By the way, 2005 also marked the second-annual HRPyramid User Conference, which you now know as PrismHR LIVE! Awesome then, awesome now.



So pull out your old velour tracksuit or “skinny” jeans and graphic Tees from the closet, and let’s return to 2005.



Read our 1985 and 1995 posts, and stay tuned for 2015.



Popping in on Pop Culture



In 2005, the video “Me at the Zoo” debuted.



Never heard of this classic? You’re definitely not alone. The 19-second recording from Jawed Karim is significant not for its style, filmmaking, originality or elephants in the background but because it was the first video ever uploaded to YouTube.



That’s right. The powerful video platform started with a quick clip of Karim announcing, “Alright, so here we are in front of the elephants.”



Not nearly as exciting as the highly polished and graphically stunning content you can find on the platform now, but we guess you could call it the herd heard round the world.



Also debuting that year was Guitar Hero, the popular videogame where players get to channel their favorite rock or pop heroes and jam with the band without having to worry about knowing how to play an instrument. Rock on!



While one iconic platform was just beginning, one was ending. That year, the band Destiny’s Child—with Beyoncé, Kelly Rowland and Michelle Williams—announced they had released their last album together and would go their separate ways. We wonder how that worked out for Beyoncé ...



OK, safe to say it worked out for her. And concertgoers must have felt a little “Déjà  Vu” when Beyonce reunited with her former bandmates in Las Vegas at the last stop of the “Cowboy Carter” tour.



Speaking of déjà vu, the top TV shows in 2005 included American Idol (Nos. 1 and 2), Grey’s Anatomy (No. 5) and Survivor (No. 11). Hello, déjà vu! These shows still exist today with Survivor coming in at 52 and 59, respectively; American Idol at 67; and Grey’s Anatomy at No. 76 for the 2024-25 TV season.



And while Harry Potter and the Goblet of Fire and Star Wars: Episode III—Revenge of the Sith dominated the box office, a modestly budgeted film ($30 million) more than doubled its money highlighting the life of a former basketball coach from a small California high school, who made national news by forcing his top-ranked team to forfeit games until they boosted their GPAs.



Did we mention that same coach was a keynote speaker at PrismHR LIVE 2025? Coach Ken Carter, who was played by Samuel L. Jackson in the film Coach Carter, told us at LIVE the importance of being able to “Reset your preset.”



We’re all set!



Trouble Measuring



Back in 2005, the book Human Resources Effectiveness was published. Chapter 2 was of particular interest: “Why Measure HR Activities?” As the book states, human resources “needs to demonstrate why and how all resources are used, but most personnel departments have rarely monitored how they use people, time or money. Unlike finance, there are no accepted conventions. Some feel uncomfortable with the notion that all activity can be measured and the quality of service assessed. This may be due to fear of the results or concern about how to go about it in the first place.”



2005, we’d like to introduce you to 2025 Performance Management.



You got this.



So let’s take a stroll down memory lane to see how much things have changed from 2005 ...



2005 At-a-Glance 



Item 2005 Cost 2005 Cost, Adjusted for Inflation Current Cost First-Class Stamp $0.37 $0.63 $0.73 Movie Ticket (Avg.) $6.41 $10.84 $11.31 Concert Ticket (Avg. Top 100 Tours) $57 $96.41 $120.43 Gas Price (Avg. Per Gallon, July) $2.32 $3.83 $3.14 (As of July 28, 2025) Lenovo ThinkPad $2,249 $3,713 Starting at $1,209* 



*ThinkPad L14 Gen 6Sources: 24/7 Wall St.,  Lenovo, The Numbers, Pollstar, U.S. Bureau of Labor Statistics via FRED, U.S. Postal Service  



3 Trends From 2005 and 2025



1. Then: While the Professional Employer Organization (PEO) and HR Outsourcer (HRO) concept traces its roots back to the late 1960s, by 2005 HR outsourcing was indeed fully in vogue.







In March 2005, Inc. wrote an article about HR outsourcing costs. It explained, “Business from smaller clients is growing, however, as outsource vendors’ ability to serve them improves. As such, over the last two years, HR outsourcing among small businesses has gone up considerably.”  



A researcher from the Everest Institute explained how HR outsourcing offers smaller companies the “best functionality” at a “lower expenditure.” 



Now: Twenty years later, HR outsourcers can say the same thing, but the innovation has shifted into high gear. Today’s high-tech HRO solutions allow smaller companies to compete for talent with the big guys like never before. HRO tech brings enterprise-level payroll and benefit functionality to small and medium-sized businesses (SMBs) to help them be more efficient while allowing them to make better business decisions. And through a state-of-the-art Application Programming Interface (API), a la carte integrated options are available to HR outsourcers to help them retain clients and acquire new ones as well with added functionality and efficiency that meets their and their clients’ needs.  







2. Then: In 2005, minimum wage was $5.15, which it had been since 1997. It wouldn’t hit $7.25, the current federal minimum wage, until July 24, 2009. An ad for a part-time certified nursing assistant that paid “$6.05 per hour plus credit for experience” in the Minneapolis Star Tribune might have garnered some interest.



What piqued our interest was that every ad on the page—from “Office Help” at a pest control company to “Oncology Research Nuse”—had a phone number or physical address included. Not one of the ads on the page included an email address or URL. And there were dozens of ads. For the record, Gmail launched in 2004 and AOL “You’ve Got Mail” email had been around since 1993, so most people had access to electronic mail at the time. Now: Neither “snail mail” nor email is common these days when it comes to answering job ads. In fact, the vast majority of jobs are posted on job boards, like LinkedIn and Indeed, these days. Advanced Applicant Tracking Systems help streamline processes for HROs and their clients so they can tap into top talent easily and efficiently. Good for the businesses—and good for the candidates, too. You’ve Got Applicants!







3. Then: CIO magazine reported about the AcceleGlove, which used sensors they called “accelerometers” to translate American Sign Language into speech. This was designed to help people who sign to communicate with people who do not use sign language. “The translations can be relayed through speech synthesizers or read on PDA-size computer screens,” the article explained.



Personal digital assistants, remember them? The AcceleGlove inventor explained how the challenge was keeping up with fast signers, so he incorporated “intelligent predictors” into the devices that would anticipate the next words being spoken to help the translation keep up with conversation.



Now: You can’t type a sentence on your keyboard without your device suggesting what you might want to type next—unless you turn off that functionality. Artificial Intelligence is not new, but it’s clearly starting to enter its prime in 2025 with AI tools popping up just about everywhere these days—from generative AI tools like ChatGPT to agentic solutions like Microsoft Copilot Studio. AI can draw pictures and write blog posts in seconds, and do all sorts of cool things these days. Of course, AI still requires human participation to ensure the quality of the work is what you hope it would be.



AI is also changing the game in Applicant Tracking, allowing HR outsourcers and their clients to make faster, smarter hiring decisions. And this is just the tip of the iceberg for AI in the HRO space as there’s much more headed our way.



And in case you were wondering, companies like Nvidia are using AI to bridge learning gaps for the deaf community and companies like Slait offer ASL translation solutions today.



Next Time on PrismHR 40th Anniversary Reminiscing ...



In our next installment in the series, we revisit 2015, a year filled with many changes. Late night TV saw the exits of popular late-night hosts like David Letterman and Jon Stewart from their hosting gigs—OK, Jon’s back again—while popular series like Glee and Parks and Recreation said their farewells. We also got to revisit with a triumvirate of old friends—namely Harrison Ford, Mark Hamill and Carrie Fisher—as they reprised their iconic roles as Han Solo, Luke Skywalker and Gen. Leia Organa, respectively, for Star Wars: The Force Awakens. They also brought the Droids we were looking for with them ...



via GIPHY



2015 was also a huge year in the HRO tech space. The world said hello for the first time to the brand we all know as PrismHR, and that started a chain of events that we still feel today in terms of HR tech innovation. And the evolution continues ...



Until next time, why not binge some Big Bang Theory or Blacklist episodes in between learning about HR automation …



It will give you “all the feels."







James Tehrani is PrismHR’s content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### A Family Affair: Talking Turkey With Cody Jensen Who Grew Up in the HCM Biz

Some families talk football at Thanksgiving dinner, some talk about current events. In Cody Jensen’s case, his family often talks HCM even during the holidays—often to the chagrin of the families’ spouses, who prefer juicier topics that they can dig into.



OK, the family talks football, too, especially when discussing Cody’s favorite player, Pro Bowl quarterback Jayden Daniels from his beloved Washington Commanders. While Cody lives in Florida now, he grew up in the Washington, D.C., area.



Not many people can say they were raised in a Human Capital Management software family like Cody can. That starts with his dad, Jim Jensen, who is now semi-retired but was an early contributor to the HR Software as a Service space as a key software developer and later chief information officer at Ultimate Software. Jim even worked with PrismHR Chief Sales Officer Rick Torrence back in the day.



Cody's older brother is currently a sales representative in the HCM industry, and he has two sisters working as HCM consultants.



Being a Jensen means HCM is obviously for them! 



“Growing up around that type of culture ... I was like, dang, I got to get into this one day, right?” Cody explained.



And get into it he did, but he didn't roll into it right away even though the wheels were turning.



Growing Up HCM



It might seem hard to believe, but the outgoing Cody was actually shy as a child. He’s the second youngest of seven children in a blended family. He grew up introverted, the product of going to a small private school until third grade and trying to find his place in such a large family.







Read our profiles of CSMs Melissa Eversole, Lesha Cyphers, Jason Ward, Michael Wolf and Matt Yuknis.







“I used to be such a quiet kid,” Cody says. “I just didn't know how to express myself, how to talk. My eldest brother—big, big dude—he's a special forces guy in the military. One day he just kind of kept pulling it out of me. And then it was like a veil is lifted, and I became this social cat that I am.”



It all started when he made the switch from private school to public school after third grade.



“I was petrified to get called on. I went to a Christian private school, so, you know, you're sitting down, hands folded, the whole nine yards, right? I'm sitting down, and I'm petrified. They called on me to answer a question, and I stood up, answered the question and sat back down and folded my hands because that's how we did it in private school. In public school, people are like, ‘Look at this nerd.’ ”



Which is hard to fathom, especially with his resemblance to NFL quarterback Kirk Cousins.



Auto Focus



After college, Cody went full speed ahead into his professional pursuits. He worked in the auto industry for three years, “building basic skills and what have you.”



While working at Virginia Tire & Auto, the company hired Cousins—who played quarterback for the Commanders from 2012 to 2017—to do some promotional work. Noticing the resemblance to the pro football star, the CEO decided it was time to run a play for his young sales manager.



Cousins “was doing like this promotional thing, and I'm sitting there and everyone would always say, ‘Oh, it's Kirk Cousins, right?’ ” about Cody. “Well, our CEO is like, ‘Cody, get over here. I want you to be in this ad with Kirk Cousins.’ ”







See the resemblance?



Cody was handed the keys in the commercial, but he was destined to be handed the proverbial keys to a career in HCM software soon after.



Getting the Call



About three years into his budding career in the auto industry, Cody got a call from his father that would change his career and personal trajectory.



Jim Jensen had gotten a new job at an HCM software company, and wanted to see if his son would like to join him. Cody was indeed interested, but his dad said that he could make the introduction but getting hired for the position was up to Cody. “The rest is on you,” Jim said.



Cody impressed in the interview, but the hiring manager was still a bit skeptical at first just because Cody hadn’t worked in the industry before. After giving it some thought, the manager decided to take a chance on the kid from the HCM family—but Cody would have to leave his Northern Virigina home where he grew up and move to St. Petersburg, Florida.



Cody didn’t have to give it much thought. The only sticking point—he had to see if his then girlfriend, Taylar, was willing to make the move.  She was, and the two eventually married.



This, of course, was a much smaller obstacle than when Taylar went to Taiwan while they were dating as part of an ROTC program. Cody was definitely bummed, but the long-distance relationship worked out, so moving to the often-steamy southeast from the more moderate Mid-Atlantic region was no big deal.



In fact, Cody and Taylar became trendsetters for the family as his dad decided maybe being a snowbird was not enough. He moved there, too, and the rest of his brothers and sisters followed suit.



Rick TorrencePrismHRChief Sales Officer



Speaking of following suit, when an opportunity to become an HCM Customer Success Manager at PrismHR opened up, working with the likes of Rick Torrence, who previously worked with Jim Jensen, Cody jumped at the chance. He joined the company in April 2025, and he’s already gotten off to a flying start.



“We are thrilled to have Cody Jensen join the PrismHR Customer Success Manager team,” Torrence said. “He was born for this role, literally. It’s in his DNA. I know, as I've had the pleasure to know and work with Cody’s father, Jim, in the HCM business since Cody was a toddler. In a short time, he is already making a big difference for PrismHR and our customers.”



With years of professional HCM experience and much more familial HCM experience, Cody brings decades of know-how to PrismHR and Execupay, a PrismHR affiliated company.



“I think my diverse background that I bring to the table is super helpful, especially with Payroll Service Bureaus and HROs,” Cody says, “Just knowing what's important to their small businesses helps me really be able to understand what’s ultimately going to be important to the HRO.”



And don’t get him started about HCM at the Thanksgiving table unless you’re ready to talk turkey ...



Learn more about the PrismHR HCM solution.







James Tehrani is PrismHR’s content maketing manager. He is an award-winning writer and editor based in the Chicago area.

### PrismHR Tax Helps Make Payroll Complications Less Taxing for SMBs

HR outsourcers know full well how small businesses are often at a disadvantage when it comes to managing payroll taxes for the simple fact that most don’t have people on hand who really understand them.



After all, taxes are complex—and they are always changing.



One misstep for your clients could mean an IRS penalty that will eat into their already tight budget. And tax-related issues add up quickly. Take New York City for instance. The interest rate alone is set at a robust 11% for tax underpayments for the third quarter of 2025. And interest compounds daily! On the federal level, penalties can range from hundreds to thousands of dollars. In fiscal 2024 alone, the IRS collected almost $21 billion in business income penalties alone.



Payroll tax compliance is no small feat. According to a National Small Business Association survey from earlier this year, small businesses (i.e., your clients) spend an average of 20 hours per year working on federal taxes with 11% spending more than 10 hours per month.



Adding to the challenge for your clients is the One Big Beautiful Bill Act (OBBBA), which was recently signed into law. This legislation could streamline some federal tax processes but may introduce new compliance requirements for your clients. However, there are also many proposed tax cuts directed at your clients, which, if leveraged properly, could be beneficial. The OBBBA’s potential impact underscores the need for adaptable payroll solutions for your clients that can keep pace, and even take advantage of, regulatory shifts.



Regardless of the OBBBA, regulations and tax codes are continually changing. Imagine putting dozens of hours into understanding the tax code only to have it change for the third time this year. This throws a moving target into an already complex and frustrating process. By gaining access to a tool that can update regulations in real time, HR outsourcers can provide peace of mind knowing they no longer need to manually track regulatory changes or worry about problematic outdated information.



Repeat Is Not an Easy Feat



Any task that is time-consuming, repetitive and susceptible to human error is begging to be automated—and payroll taxes fit the bill perfectly. Small to medium-sized businesses (SMBs) spend five to 15 hours on payroll tax compliance each pay cycle. Large businesses can spend 35 hours, likely more, per pay cycle. Outsourcing this process will save your clients both money and time. Manually filing is error-prone, incurring fines and costs companies time through reconciling. Using an automated payroll tax system, HROs can both save time and dramatically reduce their risk of error.



Manually filing taxes might give your clients complete control, but it is an inefficient, time-consuming and risky proposition. On the other end, an automated tax payroll system provides speedy filing with high accuracy. An integrated solution give you—and them—the ability to manage payroll taxes without the headaches through automation.



Don’t Pass the Remote



Today’s business landscape is more complicated than ever when it comes to payroll. That’s especially true for businesses juggling state taxes for their remote team members who are spread across multiple states.



The rise of remote work has only made things trickier. With some 30% of employees now working fully remote and 41% in hybrid roles (up from just 17% pre-2020), businesses must navigate multiple jurisdictions, each with their own tax codes and unique filing requirements.



As an HR outsourcer, you need integrated tools to help your clients navigate this challenging terrain.



We understand that every HR outsourcer is different. A business with five employees might want a fully automated tax management solution to save time, while a midsized firm with an HR team might prefer to handle some tasks in-house and outsource others. The key is flexibility—choosing tools and services that scale with your needs and let you focus on what you do best.



By understanding the challenges and exploring smarter solutions, you can save time, reduce risk and keep your clients—and your business—on track.



Why not make compliance less taxing?



Curious about simplifying your payroll process through automation? Check out PrismHR Tax to learn how you can make taxes less taxing with full-service and self-service options—so you can get back to doing all those things you enjoy doing for your clients.

### Enter The ‘Talent Magnet’



### Smarter Scams, Higher Stakes: Why AI-Powered Deception Is a Growing Threat for Small Businesses

Guest Blog by Norton LifeLock Benefit Solutions







In today’s digital workplace, scams have evolved far beyond the outdated image of a poorly written phishing email. With the rise of generative AI, cybercriminals are now launching hyper personalized, emotionally manipulative attacks that can be nearly indistinguishable from legitimate messages.



The result? A massive surge in scam-related incidents, impacting not just individuals, but also the businesses they work for.



The New Age of Scams



A scam is no longer just a nuisance; it’s a form of social engineering designed to trick individuals into handing over sensitive data, credentials or funds. And they’re working.



In 2024 alone, scam losses reached a record-breaking $16.6 billion, according to the FBI, outpacing viruses and malware. These aren't just attacks on personal privacy; they're breaches that can open the door to companywide compromises.



What makes these scams more dangerous is their delivery. Criminals now use AI to replicate voices, create convincing fake emails and deceptive websites, all tailored to fool even the most tech-savvy employees.



Check out the first quarter 2025 Gen Threat Report that shows how fast cyberthreats are evolving and why it’s critical we stay one step ahead.



Q1 2025 trends reveal:




3.8 million stolen in deep-fake led CyrptoCore campaign



Spike of +186% in breached records



17x increase in fake software updates




Why It Matters for SMBs



For small and medium-sized businesses (SMBs), the impact of just one employee falling for a scam can be significant. Whether it's a misdirected payment from a fake invoice or a compromised credential that leads to a ransomware event, the ripple effects are real.



And with many employees using personal devices for work, especially in remote and hybrid environments, small businesses face a growing risk that traditional cybersecurity tools alone can’t address.



Smarter Scams Need Smarter Protection



Protecting your SMB clients requires more than basic phishing tools. A robust approach combines advanced antivirus software, advanced AI and real-time scam support.



SMBs need a solution that works across text messages, phone calls, emails and websites to help stop scams before they reach employees.



Empowering Employees Against Today’s Top Cyber Threat



As AI continues to reshape the landscape of digital risk, one thing is clear: Scam protection is no longer optional. It’s essential. And for your SMB clients, addressing it now could mean avoiding a crisis tomorrow.



Norton LifeLock Benefit Solutions helps small businesses protect against scams.



Norton’s Genie AI-driven scam detection is designed to help your clients navigate the increasingly complex AI-powered world of cybercrimes. Discover how Genie redefines digital safety for your clients.



Learn more: prismhr.com/marketplace/norton-lifelock/



Norton LifeLock Benefit Solutions



We at Norton LifeLock Benefit Solutions, now a part of Gen, believe everyone around the world deserves a clear and easy way to live their digital lives safely, privately, and confidently. More than 500 million users globally trust Norton, LifeLock, and the rest of our family of consumer brands. Through our innovative and comprehensive benefit plans, we bring you leading technology solutions in cybersecurity, privacy, and identity protection. Our combined heritage is rooted in providing safety for the first digital generations but with an eye on powering digital freedom and wellness for the next generation of digital life.

### How AI Is Changing the Game for Applicant Tracking

In today’s fast-paced hiring landscape, PEOs and Payroll Service Bureaus know their clients—small and medium-sized businesses (SMBs)—face a daunting challenge: Finding top talent amid overflowing applicant pools must feel like searching for gold in a silver mine.



Manual résumé screening is slow, costly and risks overlooking exceptional candidates who don’t fit traditional molds. Hiring managers “have no choice but to use AI to sort through that stuff,” Nathan Soto, a career expert at Resume Genius, told CNN. He went on to say that this sort of mundane material is “what the ATS craves,” referring to an Applicant Tracking System.



By offering an AI-driven ATS, Professional Employer Organizations and Payroll Service Bureaus empower their clients with tools to make faster, smarter hiring decisions, leveling the playing field for SMBs. Companies, such as Mastercard implemented AI in their hiring process to great success, allowing them to hire new employees up to 85% faster than before.



Precision & Insight



AI in applicant tracking is more than automation—it’s about precision and insight. By leveraging machine learning, natural language processing and predictive analytics, AI analyzes résumés, job descriptions and candidate profiles to match skills and experience with role requirements. Unlike static keyword searches, AI can detect nuanced patterns to deliver a shortlist of high-potential candidates efficiently.



The benefits of AI in applicant tracking can be transformative.



By swiftly analyzing thousands of applications, AI frees hiring teams to focus on meaningful tasks like engaging candidates and improving onboarding. It also transforms the candidate experience by quickly pinpointing ideal matches to keep top talent from slipping away due to drawn-out processes.



Most powerfully, AI can predict which candidates have the best chance for success in a particular role, drawing on someone’s résumé and other performance insights that might escape human notice. For organizations, this isn’t just about filling roles—it’s about building dynamic teams poised for lasting success. And according to Entrepeneur.com, AI can cut hiring time by 50% and reduce errors by predicting candidate success. Risks like false positives or biases in training data persist but can be mitigated with audits and human oversight. PEOs and Payroll Service Bureaus can help clients balance these costs and risks for maximum impact.



Best Practices



Integrating AI into applicant tracking is straightforward. PEOs and Payroll Service Bureaus can guide clients to:




Train Their Teams: AI handles data-heavy tasks, but human oversight refines criteria and assesses intangibles like cultural fit. “AI should not be making a decision on hiring. At the end of the day, a human needs to make a decision,” Madeline Laurano, chief analyst at Aptitude Research, an HR advisory firm, told CNN.



Ensure Data Quality: Standardized job descriptions and résumé formats boost AI accuracy.



Audit Performance: Regular reviews keep algorithms aligned with hiring trends.



Communicate Transparently: Inform candidates about AI’s role and data protection to build trust.




Addressing Bias in AI



Claims of AI being fully unbiased are inaccurate. Early systems sometimes amplified biases from training data, like Amazon’s 2018 tool that penalized female-associated résumés.



Today, developers are improving fairness by using diverse datasets and objective criteria with ongoing audits to minimize bias. For clients, this means access to tools that prioritize equitable evaluations. PEOs and Payroll Service Bureaus can highlight AI’s progress toward fairness, ensuring hiring aligns with ethical standards and meets compliance requirements. Reinforcing Laurano’s point, a human must make the final decision on personnel matters. AI simply speeds up the process by filtering out completely unsuitable candidates and sorting the best ones.



The Revolution Has Just Begun



AI will continue to get better and better in applicant tracking, and the revolution is just getting started.



AI-powered applicant tracking will help your clients hire smarter and faster. By streamlining processes, reducing bias and predicting success, AI empowers SMBs to build stronger teams. PEOs and Payroll Service Bureaus can help clients embrace this technology, assess current systems and integrate an AI-driven ATS to stay ahead in the talent race. The next great hire is out there—AI can help find them.



Ready to transform hiring for your clients? Explore PrismHR’s AI-driven ATS to help your clients simplify, streamline and scale their recruitment processes.

### Capitol Summit 2025: The PEO Regulatory Push-Pull by the Numbers

By Chris Babigian 



Who’s ready to talk numbers? Because we’ve got figures to share; go figure!



A defining strength of the PEO industry has always been its ability to adapt—both in supporting small and medium-sized businesses (SMBs) through evolving payroll and HR needs and in navigating regulatory changes that directly affect the industry. Statistics during the tumultuous COVID-19 pandemic in particular bear this out. According to research from the National Association of Professional Employer Organizations (NAPEO) SMBs using a PEO were:




77% more likely to have received a Paycheck Protection Program (PPP) loan.



58% more likely to have remained in business.




But this is far from a one-sided story. National PEO Week—federally recognized for the third consecutive year and now officially acknowledged in 14 states—is a vibrant reflection of the industry’s growing influence and the impact of NAPEO’s efforts.



And those figures? They’re just the tip of the iceberg. As regulations and policies shift daily, here are 10 numbers to know that may continue to shape—and be shaped by—the industry over the next year.



10 Numbers Every PEO Should Be Aware of in 2025



One: The 2025 massive House reconciliation bill, formally named the “One Big Beautiful Bill Act,” or OBBBA for short, is quickly winding its way through the legislative process. While the details of the bill may change, Republicans seem poised to pass a version that includes No Tax on Tips and No Tax on Overtime provisions, along with several measures that may impact employer-sponsored benefits. With some components of OBBBA currently retroactive to Jan. 1, 2025, PEOs may need to quickly pivot to ensure accurate and timely support.



$25,000: The current House OBBBA No Tax on Tips provision:




Does not cap the amount of tips that are tax deductible.



Ends on Dec. 31, 2028.



Would be available to both W-2 employees and 1099 contractors.




A competing No Tax on Tips Senate bill has a $25,000 annual tax-deduction limit per employee, no end date and applies to W-2 employees only. These variations have differing implications for W-2 and1099 reporting, which is a core PEO function. As the dust settles, pay careful attention to the final language adopted and any subsequent guidance.  You know we will!



600,000: NAPEO has long championed the resolution of all outstanding Employee Retention Tax Credit (ERTC) claims, a relic of the pandemic (read our blog from 2024) designed to assist small businesses. But as of April 2025, roughly 600,000 claims were still unresolved. Out of concern over rampant fraud, the original version of OBBBA contained a provision that:




Retroactively changed the filing deadline for all ERTC claims, some of which currently have a statutory April 2025 deadline, to Jan. 31, 2024.



Extended the statute of limitations for IRS assessments from roughly three years to six years.



Increased penalties for “promoters” who charged contingency fees to assist in the claim process.




Notably, Certified PEOs were excluded from the definition of promoters. While these changes were all struck from the most recent iteration of OBBBA, they signal that the final chapters of the ERTC saga are still to be written.



3223: The IRS has consistently asserted that PEOs are liable for tax credits improperly claimed on behalf of their clients, including the ERTC. This has placed PEOs in an untenable position, dependent on client attestations of credit eligibility while having no stake in the proceeds. HR 3223, a NAPEO-supported bill introduced on May 6, seeks to rectify this disconnect. Under the proposed legislation, PEOs would be held liable only if they knew—or should have known—that a client’s eligibility certification was inaccurate.



2.0: Starting in 2026, “highly paid” employee catch-up contributions (from 401(k)s, 403(b)s and 457(b)s) must be made on a Roth basis only. This is one of the many provisions of 2022’s SECURE 2.0 Act. This past January, the IRS published proposed regulations regarding employee catch-up, which directly acknowledges Certified PEOs (CPEOs) and other service provider arrangements. Under the proposed rules, “highly paid” determinations should be made based on employee wages earned under each “common law employer” client company, and not based on the PEO.



1964: The first commercial fax machine was released by the Xerox Corp in 1964. 61 years later, “Retire the Fax Machine” is a core NAPEO initiative aimed at overall IRS modernization. Within the past year, the IRS has already made significant progress, including adding e-file support for the 941-X. Next up? Watch for a push for a broader digital platform that also tracks IRS correspondence and return statuses.



5500: PEOs sponsoring a Multiple Employer Plan (MEP) for retirement must file both Form 5500 and the associated Schedule MEP with the U.S. Labor Department each year. The Schedule MEP in particular mandates the disclosure of all participating clients and their Employee Identification Numbers (EINs), which is sensitive, proprietary PEO information. This has long been a point of concern within the industry, as the Labor Department publishes this data, making it readily available to the public. On May 12, NAPEO filed a letter with the Office of Management and Budget expressing its concerns.  Additionally, other renewed efforts to revamp this requirement may be on the horizon.



5x: State payroll and HR requirements often not only include distinct standards for large and small businesses but also define these classifications differently. For instance, Alaska's Paid Sick Leave, effective July 1, applies different rules to employers with 15 or more employees. On the other hand, Nebraska paid sick time, effective Oct. 1, exempts businesses with 10 or fewer employees and categorizes those with more than 10 but fewer than 20 employees as small businesses.



These distinctions carry uniquely significant implications for the PEO industry. Almost 50% of clients have fewer than 20 employees, and, with such a large client base hovering around an ever-growing list of thresholds, employee-count tracking is more vital than ever to PEO client management.



15: To date, 14 jurisdictions (13 states and Washington, D.C.) have enacted some form of mandated Paid Family and Medical Leave. Which state is most likely to be the 15th? Pennsylvania, where lawmakers continue to gradually advance HB 200, remains the frontrunner. However, neither HB 200 nor Maryland’s PFML program, set to take effect on Jan. 1, 2027, explicitly address the complexities of the PEO relationship. This omission could muddy PEO-client reporting requirements, employee-count analysis and private plan adoption. Watch for further clarification, whether through statute, regulatory rulemaking or official guidance.



2236: On June 9, Oregon enacted HB 2236, officially making it a State Unemployment Tax Act (SUTA) choice jurisdiction for PEOs. For tax years starting Jan. 1, 2026, PEOs can now formally elect to calculate and report SUTA on either a client or PEO basis, with the latter serving as the default if no election is made. As Oregon is a combined reporting state, this change also has downstream implications for all payroll taxes.  Meanwhile, Maine is transitioning to a client-only SUTA rate and reporting system, effective Jan. 1. These shifts reflect a broader trend of states reassessing previously settled PEO-reporting practices, especially as they evaluate how newly adopted requirements, like PFML, should apply in the PEO framework.



While the full impact of PEO industry regulatory advocacy can be difficult to measure, NAPEO’s annual market research points to growing recognition among U.S. business owners and decision-makers. Notably, the 2024 study found that 90% of respondents under the age of 35 are familiar with PEOs—a promising number that hints at the industry’s vitality and potential in the years ahead.











Chris Babigian is PrismHR’s compliance strategy manager. A graduate of Boston University School of Law with a focus in taxation, Chris spent five years handling motions, appellate briefs and trial discovery for a civil litigation firm. In 2014, Chris transitioned to PrismHR, where he translates regulatory requirements into software solutions.

### ‘Plus It’: A PrismHR 2025 Recap From Orlando

Plus, plus, plus ...



Once upon a time in a land not so far away, Walt Disney, himself, talked about the power of what he called “plussing.” The term means adding that extra something to a project to make it even better. When customers get more than they were expecting, that’s where the oohs and ahhs come from.



Those concepts were on full display at PrismHR LIVE in Orlando, Florida, home to Disney World, which was Walt Disney’s brainchild, of course.







Whether it’s Expedition Everest, Space Mountain or HR software designed to help small and medium-sized businesses compete for talent, dreaming big and the drive for excellence through innovation starts with two things: inspiration and imagination. Both of those concepts were on full display at PrismHR LIVE 2025, which took place in the breathtaking Gaylord Palms Resort & Convention Center in Kissimmee, Florida, last week.



Attendees got to see inspiration in action as PrismHR Tax made its LIVE debut along with the new PrismONE Mobile App and reimagined AI-powered Applicant Tracking solution for PrismHR Talent Management. We also talked about PrismHR’s HR Compliance and the new PrismHR Retirement Services. These were among the innovations designed to help your businesses grow by giving you the tools you need to attract new clients and retain current ones.







We also were joined by our friends at Execupay making their PrismHR LIVE debut. Execupay, a PrismHR-affiliated company, offers payroll and HR tech for Payroll Service Bureaus and Certified Public Accountants (CPAs). So if you saw some new faces with LIVE badges wandering around the vast hallways of the Gaylord Palms Resort, there's a good chance they were there to learn more about tech innovation from the Execupay side.



All of this innovation begs the question: Is it possible that we are just scratching the surface of what is possible?



Possibly. But for PrismHR LIVE 2025 attendees and PrismHR customers and their clients, the answer is “Absolutely.”



The tech and innovation on display in Orlando last week are unprecedented in the HR outsourcer (HRO) industry, and the speed at which the transformation is taking place is faster than a velocious velociraptor vrooming on by. (If you rolled or coasted with us at Universal Orlando Resort during PrismHR LIVE, you get it.)



In other words, we’re redefining what’s possible.



Day One, June 8, 2025











This year’s first night at PrismHR LIVE was a little different.



PrismHR hosted its customary Welcome Reception in the Discovery Studio where apps were circling, attendees were mingling, and PrismHR Marketplace partners were displaying their integrated solutions. In addition, our friends at Nayya—which enters the Marketplace this summer—hosted a Bourbon & Cigar event with hand-rolled cigars, premium whiskeys, gourmet appetizers and a heartfelt toast to Craig Babigian. Craig recently retired from PrismHR after being with the company for more than 35 years, and his contributions to the HRO and Professional Employer Organization (PEO) space are immeasurable. All we can say is, #ThankYouCraigB!



The video recording team was also out and about asking PrismHR 40th Anniversary Trivia questions to unsuspecting LIVE attendees. One example:







“Which giveaway at PrismHR LIVE 2015 was the toast of the town?”




An Engraved Wine Glass





A Branded Toaster





A Bottle of Champagne





A One-Year Membership in the Bread of the Month Club




Do you know the answer?*



And to get people excited for the next day’s keynote, PrismHR provided shuttles to Disney Springs where attendees were free to explore a magical land filled with good food and drinks, balloon flights, merch and much more. What a plus!



It was a great warmup for what was to come on the first full day of PrismHR LIVE 2025.



Day Two, June 9, 2025











The day started with a video showing PrismHR’s legacy in the HRO and PEO space over the past 40 years. It was followed by Rick Torrence and Kevin Andrews explaining how far the software and technology have come in such a short time and where it is going.







There was also a tribute to Craig, including a video of him describing the evolution of the company in Craig’s own words. He was quite surprised by the tribute and award, but it was a touching moment for someone who’s done so much for the industry.











Next up was Aleksandra Boruk and Melissa Eversole, both wearing Minnie Mouse ears by the way, announcing the winners of the first-ever Prismatic Awards honoring excellence and innovation. Awards were given in five categories with five nominees in each.







The Prismatic Winners are:




Partnership: Trion Solutions





Retention: Resourcing Edge





Innovation: Engage PEO





Sales Excellence: Pando





MVP Community Support: Sequoia One




After Aleks and Melissa left the stage, it was time to talk partnerships. Venessa Wilson and Kraig Sanders were on hand to talk about our robust partnership program and to hand out the PrismHR Marketplace Partner of the Year award to Norton LifeLock Benefit Solutions.  By the way, we asked PrismHR LIVE attendees to share their pictures with Kraig on social using the hashtag #PrismHRLIVEKraig. Have you shared yours yet?



Congratulations to all the winners and nominees!

















It was then time for our first keynote speaker, Duncan Wardle. Duncan is the former head of innovation and creativity at Disney. He is also the author of the book  The Imagination Emporium. Duncan shared ideas for “zings,” “sparks” and “novas,” aka the tools he uses to help build an innovative culture.



Maybe even a few “plusses” here and there as well? Yeah, lots of plusses.







The rest of the day was filled with sessions ranging from the “PrismHR Innovation Showcase” to “Supercharge Your Operations With ClientSpace” among others.



The day concluded with a trip to Universal Studios where a rainstorm couldn’t wash away all the fun. There was even enough of a break from the wet weather for many in the group to see some dinosaurs running around in the VelociCoaster, which hits speeds up to 70 mph—very important when you’re trying to dodge those apex predators from the late Cretaceous epoch. That’s a plus!



But there was much more to chew on during the final day of the conference.



Day Three, June 10, 2025











The final day of PrismHR LIVE 2025 kicked off with a breakfast with the National Association of Professional Employer Organizations’ (NAPEO’s) Casey Clark. The president and CEO of NAPEO talked about industry trends and insights for the PEO industry.



This was Casey’s second PrismHR LIVE. Check out Casey’s interview with us from 2024.











After breakfast, there were several engaging sessions, including PrismHR’s Neil DeLucia (on the right below) and State Tax Solutions’ Scott Guenther discussing “Mastering Tax Complexity” and how PrismHR Tax can help.







We also heard from Dr. Ryan Todd, co-founder of Headversity explaining how chaos impacts our brains and leads to stress and burnout. Eric Carlson was also on hand to discuss PrismHR HCM innovations.







The day concluded with a powerful message from our keynote speaker Coach Ken Carter, who inspired the 2005 film Coach Carter starring Samuel L. Jackson. Carter forfeited basketball games even though his high school basketball team was undefeated at the time because some players had grade point averages below the 2.3 GPA that they had agreed to maintain to be a part of the team.



“Reset your preset,” he told PrismHR LIVE attendees.  In other words, try different things beyond the conventional methods to find success. Carter inspired, high-fived and joked with the audience as he wandered around the ballroom.







And with that, it was a wrap on another stellar PrismHR LIVE. Next year, we’ll see you in Denver at the scenic Gaylord Rockies Resort & Convention Center. There will be so much to talk about—beginning with inspiration and imagination.



To channel our inner Yoda, who’s now a Disney character, when it comes to PrismHR LIVE 2025: Plus it, we did.



As Master Yoda once said, “Always pass on what you have learned.” Isn’t that what PrismHR LIVE is all about?







*Trivia Answer: B. A Branded Toaster. It even added a PrismHR logo on the toast believe it or not. Photo courtesy of Deana Morgan, vice president, revenue operations, who went above and beyond to track down historic PrismHR photos for the videos shown at LIVE, including pictures for the Craig Babigian tribute video.







James Tehrani is PrismHR’s content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### Here’s the Story ... of Neil DeLucia, Who Is Bringing Up a Not-So-Taxing Point

Several years ago, Neil DeLucia gave up the fast-paced, four-season New Yorker lifestyle for the much-mellower and often much-warmer Arizona desert.



He was quite familiar with Arizona before he moved there actually. He used to visit the Phoenix area regularly, including during triple-digit summers, because one of his biggest clients from a previous job was a large hotel chain in the area. He’d come out to Phoenix, but he couldn’t fuhgeddaboudit when he left. He wondered what it would be like to actually live there year-round. Hey, no snow to deal with and a lot less honking, right?



Eventually he did.



The opportunity to put his shovel away and head west came several years later when he got an opportunity to take his HR, benefits and tax experience to work in the land of cacti. At that time, he said goodbye to the Empire State, where he was born and raised. But his career aspirations are just a small part of the reason why he went west and eventually found his way into his new role as the enterprise sales manager for PrismHR Tax.



In fact, there were a whole bunch of things that had to happen first.



That’s the Way They Became ...



To understand the full story, you need to go back to about the time Marty McFly was about to take a customized DeLorean back in time. In the mid-’80s, soon after The Brady Brides hit and left the airways, Neil was dating his high school sweetheart, Jennifer. They went steady from the time he was about 16 through graduation. Soon after Pomp and Circumstance played, Neil decided to venture out to Pace University in New York to study marketing. It seemed like there wouldn’t be a happy ending to our story.



But just like The Brady Bunch, things resolved themselves before the episode was over.



After college, Neil and Jennifer both found spouses and started families. Neil has three daughters, and Jennifer has two sons. His daughters, Tina and Amanda, are a banker and high school agriculture teacher, respectively, while his youngest, Jenna, just graduated from Loyola University in New Orleans. His stepsons are Rory and Sean. Rory is a firefighter in the Phoenix area, and we’ll talk more about Sean shortly.



Even though Neil and Jennifer broke up before their post-secondary pursuits, she kept in touch with Neil's family since she became so close to them during high school. Neil’s dad would tell Neil things like, “‘Look who I got a birthday card from!’ or ‘Look who sent a Christmas card!’”



This was no George Glass situation; it was Jennifer, of course.



After Neil and Jennifer’s first marriages ended, the two high school sweethearts found their way back to each other. “Not quite the Brady Bunch, but almost,” he says.



You see, when Neil’s dad had some health issues and was in the hospital, Neil bumped into Jennifer who was there visiting Neil's dad. The two started talking again, and eventually they started dating again a year later.  In 2018 they decided to get married and unite their Brady-like bunch.



Sometimes in life you just “keep on moving” till you find the right connection—or reconnection in this case.



A Sunshine Day



Besides rekindling his relationship with his former girlfriend, Neil also rediscovered his passion for music. After a 20-year hiatus, Neil became the lead singer of a couple of cover bands in New York, and he’s currently the frontman of a classic rock cover band in the Phoenix area called ROCK R3WIND.



His desire to front a band as a lead singer started when he was kid. He was the youngest of all his cousins, and he remembers watching two of his older cousins who were in a band at the time practice their craft in their basement. Neil was hooked, and he wanted his chance to have his voice heard, too.



And make it heard he has in his professional and private pursuits. In fact, he often ends his sets with the riff-driven rock standard Rockin’ in the Free World, a song written by another guy named Neil—Neil Young, that is.



Self-trained in singing as PrismHR's Neil is, many people would be terrified getting on stage and belting out tunes. Not Neil DeLucia.



“What people don’t understand,” he says, “is I think it is very relaxing. People ask me: ‘Don’t you get nervous?’ I think it’s the opposite. It kinda calms me down and has me focus on other things for a while.”



To his point, one time after shoulder surgery, he was playing at a club in New York when a patron stumbled on the stage and banged into Neil hard like a football to the nose. Neil went flying, and his guitarist had his brand-new Les Paul guitar scratched in the process.



Instead of singin’ the blues about the experience, Neil used his sense of humor to lighten the mood. “It was fine,” he says, explaining he was more embarrassed than hurt. No laugh track needed there.



When It’s Time to Change



For Neil, whether it’s his professional life or personal life, the song remains the same: Take care of business, find a solution and lead with compassion.



The compassion part comes naturally for him.



During the day he spends his time explaining how PrismHR’s new solution helps HR outsourcers and their clients manage their taxes ... in the evening he gets to spend time with his family, especially his stepson, Sean.



Part of the reason Neil and Jennifer wanted to move to Arizona was they thought it would be beneficial for Sean, who has autism. Sean was 18 when they moved to the Grand Canyon State and is now in his mid-20s.



According to one estimate, 1 in 45 adults in the United States have autism, and another study found that 1 in 31 children do.



As the Centers for Disease Control and Prevention explains, treatments for autism spectrum disorder are designed to help “reduce symptoms that interfere with daily functioning and quality of life.”



Sean was first diagnosed with autism when he was 2 years old.



“I don’t know how to say this,” Neil says about his autistic stepson, “you want them to be able to enjoy their life as best they can, and we weren’t going to get that where we were.”



To get to where they needed to be in term’s of Sean’s progress, they had to leave New York behind, he said. Queens, he explained, didn't have the level of services that Sean needed to thrive.



Since moving to Arizona, Neil proudly explains how Sean’s life has improved—and everyone in the family’s has, too. Jennifer, a former second-grade teacher, now spends most of her time taking care of her son. The state of Arizona pays parents through the Department of Developmental Disabilities to take care of their autistic children under the Parents as Paid Caregiver program.



Sean is a creature of habit, and it’s hard for him to deal with change. He needs his Starbucks twice a day, for instance, so when COVID-19 came and much of the world shut down, it hit Sean hard. Even now, just hearing about a store closing makes him remember the time when the world became basically inaccessible to him.



In the past, change could lead to dangerous situations, but not anymore.



“As a young man, when Sean got frustrated, he would literally hurt himself,” Neil says. “It was almost impossible to control him in certain environments,” especially since Sean, at 6-foot-tall, is much bigger than Neil.



By moving to Arizona, Neil and Jennifer were able to get Sean the help he needed to improve his life, and he’s doing great thanks to treatment from an autonomic specialist. Now, Sean is thriving in Arizona and hasn’t had any episodes where he’s attempted to injure himself.



Sean likes to shoot baskets with his stepdad, and he even picked up his stepdad’s love of singing. Bryan Adams’ Summer of ’69 is one of his favorite songs to sing. He also records videos with his mom, and they share them on Instagram and Facebook in hopes of helping others in similar situations.



One Big Happy Family



Just as Neil and his family needed to take a different approach in their personal lives to help Sean, earlier this year Neil was looking to reshape his career path, and he found the perfect fit in a prism—a PrismHR to be exact.



“I was looking for a new role,” Neil says, “and, like a lot of people, you go on LinkedIn and 99% of the time you never hear from anybody.”



That is until he saw a job description he couldn’t believe—one where he seemed to check every box.



 “I had to do a double-take,” he says.



The job description asked for ample experience with “tax-related products,” which Neil has plenty of based on his career path. The ad also talked about how the candidate had to be based in Arizona or Massachusetts. Another box checked. And the matchups went on and on. He quickly reached out and was contacted shortly after for an interview.



As Russ Jones, PrismHR’s vice president of sales, explains: “Turns out finding the right person to fit our culture with deep expertise regarding tax processing is really hard. We spent months looking for the right fit. During our initial call with Neil, we knew that we found our unicorn.”



This felt like it was the perfect “marriage” of a man with extensive tax, payroll and Professional Employer Organization (PEO) software experience with an innovative HRO tech company rolling out its first dedicated tax solution.



Neil quickly learned the feeling was mutual and a “connection” was made.



Now that’s he’s here, this “unicorn” won’t be hard to find.



Make Sure You Tune In



So what can PrismHR’s customers expect?



Neil has decades of experience working with tax-related solutions and how they go hand-in-hand with payroll software. In fact, he spent a large part of his career with a Fortune 500 company that offers payroll, HR and tax services.



While there are excellent tax solutions in the PrismHR Marketplace, Neil understands that some customers prefer a closed-loop experience and one that maintains the same look and feel of other HR and payroll solutions on a single platform. It’s also easier that way, he says, in terms of reducing the number of contracts an HR outsourcer would need to sign and manage.



For Neil, he prefers an educational approach when talking with customers and prospects. He has a lot of knowledge to share about the advantages of moving to an automated process for taxes from a manual one, which leads to huge efficiencies and advanced reporting and analytic capabilities.



The bottom line, he says, is a state-of-the-art tax solution can help HROs and their clients stay in compliance with Federal Unemployment Tax Act (FUTA) initiatives, among other tax-related issues. After all, there are several types of compliance penalties from the IRS alone, including accuracy-related penalties that HROs need to be able to help their clients avoid.



“A tax solution is like a bass player,” he says, invoking a music analogy. “You don’t realize the importance of [the bass part], but it keeps the ‘song’ from going off the rails.”



PrismHR Tax can do the same for businesses, he explains.



So, like an episode of The Brady Bunch, we’ll end this on a high note: Neil leads with empathy and compassion in his personal life and for the customers and their clients who need help managing their taxes. Actually, he never misses a beat when discussing PrismHR Tax, which is not-so-taxing for customers and their clients alike.



And, you guessed it: When you work with Neil, you’ll feel like you’re part of one big happy family.



Ready to meet Neil in person and learn more about PrismHR Tax? He’ll be at PrismHR LIVE in Orlando. Make sure to check out his session, “Mastering Tax Complexity: Best Practices for Service Providers” with Scott Guenther, managing shareholder at State Tax Solutions. Can’t make it to LIVE? You can learn more about PrismHR Tax here.







James Tehrani is PrismHR’s content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### An Elite Meet & Greet: 7 Cool Marketplace Events Planned for PrismHR LIVE

By Erin Poole



Orlando is a place known for its Meet & Greets, so the PrismHR Marketplace will fit in there quite well, thank you very much.



The PrismHR Marketplace is filled with so many great services and solutions to help your business grow while empowering your clients.



This year there will be more than 60 partners and exhibitors at PrismHR LIVE. There will be so many partner activities planned throughout the event that we think this is the right time to announce them as the latest Orlando attraction! 😉



In other words, you don’t want to miss out on all the excitement brought to you by the PrismHR Marketplace partners.



To get you excited for LIVE, here is the message PrismHR's Kraig Sanders recorded for our Marketplace partners newsletter.







1. Welcome Reception



Let’s take it from the top, shall we?



Kick off your PrismHR LIVE experience on June 8 at the Sunday-night Welcome Reception, which is sponsored by two of our amazing partners—ClearCompany and Equifax. Reconnect with peers, meet with exhibitors and the PrismHR team—and have a great time. This event is all about networking and making new friends. There will be an array of exhibitors on hand who you can meet with in a relaxed environment while enjoying signature custom cocktails and tasty treats before heading to Disney Springs.



Find ClearCompany at Booth 306 and Equifax at Booth 103.



2. Take Note of the Keynote



We’d like to give a huge thank you to MetLife for sponsoring the LIVE opening keynote session with Duncan Wardle. As head of innovation and creativity at Disney, Duncan helped their teams create magical new storylines and amazing experiences for consumers around the globe. Imagine what you can learn from his imagination-focused innovation experience!



Find MetLife at Booth 117.



3. Make a Discovery



As always, you’ll want to check out the PrismHR Discovery Studio. This year, you’ll find Will Washburn, PrismHR’s senior director of strategy and partner integrations, and Danielle Stansberry, PrismHR’s partnership marketplace manager, in the Discovery Studio. Stop by, say hi and ask your questions. They’ll be happy to answer them for you. Repeat as needed.



4. Base Camp Live Returns



The always-popular Base Camp Live, hosted by our friends at Swipeclock, returns to PrismHR LIVE.



Join Swipeclock product and company leaders as they unveil exciting updates and reveal upcoming features in the WorkforceHub platform during this exclusive, complimentary event that’s designed for both current and prospective customers. Get insider insights about how to leverage marketing resources, maximize support and accelerate your business growth with Swipeclock’s innovative solutions.



Don’t miss this opportunity to stay ahead of the curve and unlock new possibilities for your success. Learn more and register!



Can’t make Base Camp Live, stop by to see Swipeclock at Booth 202.



5. Relax, Solve Stress With Solvo



Reduce the stress of high labor costs with Solvo Global.



At PrismHR LIVE, you can help melt your stress away with a relaxing chair massage provided by Solvo. After you’re done with your massage, make sure to talk to a Solver about how their talent solutions can ease your stress while helping your business grow.



Find Solvo Global at Booth 326.



6. Take a Pic; It’ll Last Longer



Ready to turn Heads? Stop by the Professional Photo Lounge, sponsored by ZayZoon.



When was the last time you updated your headshot? We’re embarrassed to say when we did. But, if you join us at the Professional Photo Lounge in the exhibitor hall, you can show off your glow-up with our professional photographer and get your picture snapped to use on your LinkedIn profile, corporate bio, upcoming presentations or whenever you like. Sponsored by ZayZoon, the headshot lounge will also include a special treat that lets you “picture yourself” as the HRO Pro you are.



Find ZayZoon at Booth 207.



7. Get Away With an Amazing Giveaway



PrismHR LIVE is excited to welcome Ken Carter as the final keynote speaker of PrismHR LIVE 2025! When Coach Carter “benched” his undefeated, state playoff-bound team, he sent a powerful message about the importance of education—not athletics—as a ticket out of inner-city life. His inspiring story was told in the 2005 film Coach Carter starring Samuel L. Jackson.



Now, Coach Carter brings his lessons on reaching your potential as an individual and building successful teams to the main stage at PrismHR LIVE! 



Just for attending this special closing session and scanning your badge, you can punch your ticket to PrismHR LIVE 2026 in a very 🆒 place* courtesy of our friends at ClearCompany. The winner of a free conference pass for next year will be announced at the end of the keynote.



Find ClearCompany at Booth 306.



Excited for LIVE? I sure am. This is my first PrismHR LIVE, and I can’t wait to see all of you in person. After all, PrismHR LIVE is an elite Meet & Greet opportunity.



Haven’t registered yet; there’s still time! I’ll see you in Orlando.



*We will be announcing the location of PrismHR LIVE 2026 at this year’s conference.











Erin Poole is one of PrismHR’s Partner Relationship Managers. Based in Denver, Erin has more than 20 years of experience serving both the tech and hospitality industries.

### National PEO Week 2025: Powering Small Businesses for Decades

Craig BabigianExecutive Vice President



There aren’t many people who can say they were there when it all began, but those folks aren’t named Craig Babigian.



In fact, his simple query a generation ago caused a snowball effect that helped get the ball rolling on the robust PrismHR solutions you and your clients rely on today.



Today’s business world is all about working smarter—not harder—but it wasn’t always that way.



In the mid-’80s, the average U.S. executive worked just under 57 hours a week, according to a Robert Half survey at the time. “As you rise to the top,” Robert Half, the company’s founder told Newsweek back then, “there’s no way out. It is the penalty for success and high earnings. As you rise to the top, the job gets so complex it is almost impossible to do in 35 hours.”



We’re guessing Craig, PrismHR’s executive vice president, worked some long hours in those days, too, but in the age of artificial intelligence and mobile capability today’s workforce is more technologically advanced—especially in the HR outsourcer space. State-of-the-art solutions make processes much more efficient and capabilities much more robust and scalable.



As Craig moves closer to retirement, which will happen the week of June 8 as PrismHR LIVE takes place in Orlando, we interviewed the industry stalwart to document an oral history of PrismHR’s evolution as well as the advancements that have helped fuel growth in the Professional Employer Organization (PEO) industry over the past few decades.







To celebrate National PEO Week, here is an edited transcript of that interview.



PrismHR: Let’s start with PrismHR’s predecessor, F.W. Davison & Co. What were they doing before they got into the PEO space?



Craig Babigian: F.W. Davison, which was initially called Micro Business Systems, started in 1985. When Fred Davison started his business as a one-person shop, he was basically consulting and helping small businesses. I was looking for a company to help us, and I actually didn’t end up using Fred at the beginning. I wanted a bigger shop to help me.



What kind of company were you working at?



Craig Babigian: I was heading up the business side of an armored car company, which is a very unique industry that really didn’t have the necessary technology to run its operations. We had identified what we wanted to do, and I was looking for someone to develop it. The route I had taken just didn’t work out, and I eventually called Fred back in. I really started working with Fred helping us develop tech, and he had similar gigs with other small businesses. One was an ice cream manufacturer.



We had two companies, one in Massachusetts and one in New Hampshire. We had probably 80 employees in total, and I wanted to bring payroll in house because the majority of the cost was labor. I wanted to get a better handle on what costs were, better reporting, so I figured I needed to bring in an in-house payroll system. I kept bugging Fred about it. Do you know any good systems out there that I could purchase to bring in-house? He had experience with payroll, so he said, ‘You know, I’m looking to get into a niche. What if I write one?’



I said, ‘Go ahead,’ and he did. And we were the beta site for it, and that’s kind of how the early days of payroll started. Fred and I became friends, and we always worked well together.



He started getting other small businesses interested in using it, and we saw that that was going to be a business—being a tech provider for payroll, HR benefits. Back then, people bought technology to run in-house. There was no running on the cloud or anything like that. Then we started getting a bunch of resellers who had distribution packages, light manufacturing as well as airport systems that needed a payroll/HR system. We had a relationship with them, so we had resellers selling it. I eventually teamed with Fred.



Who were some of your early customers?



Craig Babigian: Our clients were standalone companies running payroll/HR for themselves either through resellers or we sold something directly. Our biggest client at the time was ServiceMaster. Their home health care division had about 1,000 or 1,5000 employees then.



We also started picking up furniture stores, but one of our marquee clients was the World Wrestling Federation [now World Wresting Entertainment (WWE)] in Connecticut.



So how did Davison get involved in the PEO industry?



Craig Babigian: We got a message from a PEO in Florida. It was left on our recorder. PEOs weren’t known in the northeast. We had no clue what a PEO was, never heard of it. But the business model sounded interesting to us. They do payroll, benefits and HR. Great.



They heard about us through some corporate clients of ours down in Florida.



So we went down there, and we showed them what we had. At that point, our technology wasn’t PEO-specific, but luckily for us, the way it was designed would be able to transition to fit that space.



They had 10,000 worksite employees, and they liked what we pitched them. They basically said, ‘We don’t want to own the technology. We want to pay you, and you can sell this to others.’ And how smart were they? People who have developed technology for themselves, it’s great day one and they own it, but the problem is the upkeep and the expense. They knew they didn’t want that.



They wanted to share the cost with others in the industry for continual updates and innovations.



When did things start to take off?



Craig Babigian: We became NAPEO members in 1997. We went to the first conference that year in San Francisco. And we walked in confidently—‘Wow, wait till they see us.’



The exhibit room was packed, but no one would even talk to us. I thought, ‘Oh my goodness. What did we get ourselves into?’



Because you were considered outsiders?



Craig Babigian: Exactly. It still happens today to new vendors in the space. A lot of vendors come into the space and see it as a huge opportunity. They think they’re gonna hit it big time in the first year. It takes some time for newcomers to be accepted in this space because they want to see a commitment to the industry.



While the conference wasn’t going as planned, we still had this big client and some others who had signed up. Then we started getting others. One of my responsibilities was sales, but I only spent maybe 10% of my time selling. It was really just doing demos presenting what we had technologywise. It was all back office back then.



We were probably the first ones in the space to have a client-facing solution. It was a timesheet entry and a couple of other things for clients to do.



When did you decide to host your own conference?



Craig Babigian: By 2000 we started getting a decent number of clients, and that’s why we decided, ‘Well, we probably should also have our own conference.’ It was mainly to do training. Very different than what our conference is today.



Were you confident the conference would be a success?



Craig Babigian: Yeah, because we knew from our clients that we got their attention, and there was interest and things were going well. Would we get people to come? That wasn’t a concern at all.



Where did the name ScorPEO come from, which was the original name of PrismHR LIVE?



Craig Babigian: I don’t remember how that came about exactly, but it was a play on PEOs and had the word “score,” meaning success. The name was later changed to HR Pyramid when we realized that we started having clients who were outside of the PEO space in ASO.



When you’re talking about milestones in PrismHR’s history, was bringing Gary Noke on board one of them?



Craig Babigian: Without a doubt. This company has been very fortunate with its leaders. They knew what they were good at and when it was time to transition. That all started with Fred. Ninety percent of startups fail within the first five years. Only 1% of startups have the success that PrismHR has experienced. It takes a special person to make that happen—and that person was Fred.



For us to get to the next level, we needed someone with that DNA of taking a company to the next level. There had to be drastic structural changes, and quite honestly, to bring in our first investor. Investors want to see a company that is set up to scale. Gary had experience in multiple growth companies. That’s what Gary brought to the table.



Gary’s background is in sales and marketing. He learned about all these other areas, but he didn’t grow up as a technologist. It makes sense now having that structure together that the next leader be someone who really has those technology chops. That’s why Kevin Andrews was brought in. Gary knew that the company needed strong technology-focused leadership. Kevin worked in the HR tech space for many years in high-growth companies. He knew the tech we needed to advance our performance for our customers by leveraging some of the latest technologies available.



When did it become apparent that a deal would be made with Vensure to accelerate PrismHR’s evolution?



Craig Babigian: Consolidation is a constant in this industry. That means revenue reduction for vendors even though there’s pressure to deliver more. Gary realized you need proper funding to meet an increased demand for delivery while controlling costs for our customers.



The partnership with Vensure accomplished that. That was the thesis, and it worked even better than I expected.



Folks in the industry said the proof will be in the pudding. And now I tell people, ‘Well, we’re three years in, what’s the pudding like?’ We have never delivered so much tech advancements as we have in the past three years.



How would you like people to remember your PrismHR legacy?



Craig Babigian: [Laughs] Most people think I’m already retired. You know, there’s a lot of things I can’t do. I could never have been the CEO of a company. I think where I shine is understanding business needs. I always try to put myself in other people’s shoes—whether that’s the SMB or one of our customers.



I’ve always lived my life with this model with noble intent. If you do good by them, all things will work out.



What are you most proud of?



Craig Babigian: While we serve more than PEO companies today, I am proud of what we have done to advance the PEO industry. We continue to innovate our technology to help PEOs and their clients succeed. I am proud of the role we play in supporting the PEO industry in general and our continuing commitment to the PEO space.



As I look at PrismHR today, I see all the great people we have in this company. I am proud of this company, and I am excited about what the future holds. This company is set up for long-term success, and the HRO industry will continue to benefit from our innovation and commitment.



And they have. The proof is in the "pudding." Come see Craig and the rest of the team at PrismHR LIVE in Orlando to learn about the latest HR tech advancements.







James Tehrani is PrismHR’s content marketing manager. He is an award-winning writer based in the Chicago area.

### Forget Your FOMO: 25 Reasons HROs Must Attend PrismHR LIVE 2025

You may be wondering if this year’s PrismHR can top last year’s music-to-your-ears LIVE event in Nashville.



Well ... just watch us!



PrismHR LIVE comes to Orlando, Florida, for the first time, and this year’s event is primed to be the most thrilling event in our history highlighted by an epic evening at the Universal Islands of Adventure theme park. There’s also a jaunt to Disney Springs as we talked about in our previous blog.



While fun in the sun can never be outdone, we’re sure this year’s PrismHR LIVE program will have something that everyone can get excited about.



We know that getting to meet up with friends and colleagues in person and having fun is a huge part of why people love attending PrismHR LIVE, but there’s so much more to the event than that. Let’s find out ...



Here are 25 reasons HROs must attend PrismHR LIVE in Orlando.



Kick It Off Right



1. The Welcome: As always, we encourage you to get to PrismHR LIVE on Sunday so you can enjoy our Welcome Reception. And don’t forget to register and get your swag as well!



Taking place in Exhibit Hall F on Level 1 of the conference hotel, there will be great food and beverage options—and there’s always surprises you won’t want to miss. And why should the good times end after the party? We’ll be providing shuttle service to Disney Springs where adventure and fun awaits!



Day One



Get to Exhibit Hall F on Level 1 between 7:30 a.m. and 8:20 a.m. ET for a hearty breakfast, and then make your way to the General Session (8:30 a.m.-9:30 a.m.), which takes place in the Coastal Ballroom (A-D) on Level 3.







2. When Kevin Talks ... There will be some great entertainment to get you pumped up for the day, and you’ll get to hear from PrismHR President Kevin Andrews and other PrismHR leaders about the new technology and roadmap to help your business grow. There will be some surprises, too, that you won’t want to miss.







3. Disney Magic at LIVE? Right after the General Session, Duncan Wardle, the former head of innovation and creativity at the Walt Disney Co., will deliver the conference’s first keynote. Duncan, who is a TED speaker, worked with Imagineering, Lucasfilm, Marvel, Pixar and Disney Parks. You won’t want to miss this one. Mouse ears optional.



4. Howdy, Partners: After Duncan’s presentation, there will be a short break where you can check out all the new tech in the Discovery Studio and meet with many of our great Marketplace partners, including the past five Partners of the Year—Norton LifeLock Benefit Solutions (2024), Guardian Life (2023), ZayZoon (2022), Equifax (2021) and Mineral (2020)—in the Expo Hall.



Sessions, Day One







5. Innovation Is a Sensation: It’s no surprise that PrismHR’s focus has been on innovation to help you and your clients succeed, so what better way to start the conference sessions than with one focused on just that. At 11 a.m., Scott Cormier, PrismHR’s vice president of product management, and Rob Byers, PrismHR’s director of product management, will discuss PrismHR innovation focusing on the top new features designed for customer growth and client retention (Suwannee 1-4, Level 2).



Afterward, you’ll want to venture back to Exhibit Hall F for some fine food for lunch. The Discovery Studio will also be open for business, so come by and say hi to the folks who help turn your great ideas into future PrismHR updates. What are you hoping to see in a future release?



6. Your Roundtable Awaits: There are several sessions planned for after lunch, including a couple of cool roundtable discussions starting at 1 p.m. focused on Payroll & Compliance (Suwannee 1-4, Level 2), Benefits (Lafayette 1-3, Level 2 ) and ClientSpace (Desoto 1-4, Level 2).



7. AI, Need We Say More? After another short break, Scott Cormier and Rob Byers return to Suwannee 1-4 to talk about those two letters that are on the tip of everyone’s tongue these days: AI. Scott and Rob will offer an exclusive preview of PrismHR innovations currently in development that showcase the potential of AI-powered employee experiences, service provider efficiency and business intelligence.







8. Get Onboard: Onboarding more on point for you? We got you covered. Kara Wepfer, PrismHR’s group product manager, and Amanda Sessions, PrismHR’s product management analyst, will discuss “The Future of the Employee Onboarding Experience” from 2:30 p.m. to 3:20 p.m. (Lafayette 1-3, Level 2). At this session, you’ll learn how Onboarding is transforming the new-hire experience with a more intuitive, modernized approach.



9. Put in the Work: At the same time, Taylor Caldwell, PrismHR’s product manager for Time & Labor Management, will discuss Workforce Management, which was one of our much-anticipated launches in 2024, and it’s just gotten better and better since (Desoto 1-4, Level 2).



10. A Better Experience, Payroll and Otherwise: At 3:30 p.m., Kent Seith, PrismHR’s principal product manager, will talk about how employee experience drives growth and retention (Suwannee 1-4, Level 2) while Gwen Lemming, a PrismHR product manager, and Dawn Payn, a PrismHR product analyst, show you how you can power up your payroll with advanced features (Desoto 1-4, Level 2).



11. Sold! The last session of the day is a special sales presentation run by PrismHR Chief Sales Officer Rick Torrence and Vensure Employer Solutions Chief Sales Officer Phil Urso. How do you reach your sales potential? By following proven methods that Rick and Phil will share with you at LIVE (Lafayette 1-3, Level 2). Stop by to hear them tell it like it is—or should we say “sell” it like it is?



12. Universal Appeal: The day ends with an unforgettable evening event at the Castillo de San Marcos Fort located in the hotel atrium with buses scheduled to leave for Universal Studios at 6 p.m. to help you wand down. Oops. We mean wind down after a great day.




13. Execupay Is on the Way



Did you know you’ll probably see some new faces at this year’s conference? That’s because, for the first time, customers from Execupay, one of PrismHR’s affiliated companies focused on HCM technology for Payroll Service Bureaus and Certified Public Accountants (CPAs), will be at LIVE. You’ll get to make some new friends at general sessions and events, and there will be several separate talk tracks dedicated to HCM business models for those audiences.




Sessions, Day Two







14. Casey’s Up to Bat: Start your day off right with a breakfast with National Association of Professional Employer Organizations (NAPEO) President and CEO Casey Clark (Coastal Ballroom 1-2 - Level 3) at 7:30 a.m. to 8:20 a.m. Get energized for the day as Casey shares the latest trends, challenges and opportunities in the PEO space. He’ll also give you a glimpse of what he believes you can expect the rest of the year and beyond. The early bird catches the Casey chitchat.



15. Tell a Great Story, Make a Great Sale: At 8:30 a.m., Rick Torrence returns to the stage (Lafayette 1-3, Level 2) to explain how tech plus services equals a winning sales strategy. In this session, Rick will discuss how to craft a sales strategy that tells a unified story about cutting-edge technology, your unique approach to services and your strategic expertise. You don’t have to be Hemmingway to tell a great story; you just need to a good start, middle and end for your tale.







16. The Tax Men Cometh and Talketh: At the same time, you’ll get your first chance to hear from Neil DeLucia, PrismHR’s enterprise sales manager for PrismHR Tax, as well as Scott Guenther, managing shareholder at State Tax Solutions. How do you navigate the complexities of changing tax regulations? If taxes are on your mind, you won’t want to miss this one (Desoto 1-4, Level 2).



17. There’s No Try in Comply: How about compliance? PrismHR’s Courtney Brown and Chris Babigian, PrismHR’s compliance product manager and compliance strategy manager, respectively, will help you navigate the latest regulatory changes with confidence. They’ll discuss compliance updates, emerging trends and platform enhancements to help keep you in the know (Suwannee 1-4, Level 2).



18. Mental Health Matters: At 9:30 a.m., three more sessions will take place with a wide range of topics. Dr. Ryan Todd, co-founder of headversity, will discuss the secret to fixing workplace mental health (Desoto 1-4, Level 2). A timely discussion about an important topic.



19. Make Space in Your Schedule for ClientSpace, Talent Management: At the same time, ClientSpace experts Steviemarie Snyder, Cameron Betsch and Chadwick Vollmer will show you how to optimize efficiency with ClientSpace’s Risk Management & Benefit Plan Manager solution (Suwannee 1-4, Level 2). The final session in this timeslot will be hosted by PrismHR Talent Management gurus Mason Vickery and Michele Lindsay as they take you inside the reimagined PrismHR Talent Management solution (Lafayette 1-3, Level 2). We can’t wAIt!







20. Reporting, HCM Make a Splash: After a short break where you can, again, visit the Expo Hall and Discovery Studio, we’ll have two great sessions to help you help your clients power up their data-driven decisions. PrismHR Senior Product Manager Ken Wright will discuss how to empower your clients’ worksite manager to make better decisions. Consider downloading our new whitepaper before the session to get yourself up to speed (Suwannee 1-4, Level 2). At the same time, Jennifer Romano, PrismHR’s senior director of product management for PrismHR HCM, will discuss all the cool things happening in the self-service side of the business (Desoto 1-4, Level 2).



21. Improve Your Health Care AIMM: At the same time, Deborah “Nurse Deb” Ault, the president and founder of AIMM, who has co-authored six Amazon No. 1 Best Sellers, will share exciting information about the documentary “It’s Not Personal, It’s Just Business Healthcare,” which explores the complexities of the U.S. health care system. Nurse Deb will share actionable strategies for improving care delivery, embracing new technologies and optimizing cost management (Lafayette 1-3, Level 2).



After an energizing lunch break, there are two great final sessions planned at 1 p.m. to help your clients overcome staffing issues and help you perfect your sales strategy.



22. A World of Talent: The first discussion on staffing will be presented by PrismHR’s director of strategic solutions, Curt Ashley, and senior vice president of customer experience, Joe Zeff, with Juan Diaz, Solvo Global’s vice president of sales (Desoto 1-4, Level 2). Hey, there are a lot of talented people out there, but how do you find them?



23. Can You Show Us? Sure Can! The other session is all about perfecting your sales demonstrations led by Jeremy Fullmer, PrismHR’s director of sales engineering (Lafayette 1-3, Level 2). Great demos are just that important.







24. Listen to the Coach: And to close out PrismHR LIVE, we have a very special keynoter for you indeed. Coach Ken Carter—you might remember that name from the 2005 film starring Samuel L. Jackson based on the true story of how Coach Carter prioritized grades over field goals—will take us home with an inspiring presentation focused on winning in life. Talk about ending with a “swish” at the buzzer.



The Venue Itself



25. This Must Be the Place: The Gaylord Palms Resort & Convention Center is built for fun with its own waterpark. It also has a fun scavenger hunt where you can help the Justice League solve the Riddler’s puzzles. Each evening, there’s a Justice Light Show in the atrium where you might get to spot a superhero, too. There’s also wildlife encounters and even an augmented reality wildlife experience where you can bump into and take pictures with all kinds of endangered animals.



Looking for relaxation, the Relâche Spa offers many great options so you can pamper yourself.



What about food? There are several restaurants on premise, including the Old Hickory Steakhouse, Moor (seafood) and Villa de Flora (Mediterranean) along with several bars, including Wreckers, which has lots of TVs so you can get your sports fix.



Forget your FOMO (fear of missing out) by joining us at PrismHR LIVE—where fun and learning await. There’s still time to register.



We’ll see you in Orlando!



Note: Locations and speakers are subject to change. Download the conference app at PrismHR LIVE in Orlando to stay in the know.

### With PrismHR Tax, Opportunity Awaits



### Let Us Do the Cooking: Serving Up a Full-Service Tax Offering

When it comes to tax solutions, we’re a full-service operation at PrismHR—if you so choose—designed to make tax management and compliance a much-more-palatable experience for you and your clients.



Day or night.



Speaking of nighttime, remember those late-night infomercials where a well-known inventor would put a protein in a rotisserie oven and say, “Set it and forget it,” and then shortly after a scrumptious-looking meal would be brought out for eager diners to taste?



We sure didn’t forget it.



After the ingredients were added, the technology did all the work. It was full-service ... and it was delicious.



Nobody would mistake tax software for tasty dishes, but the benefit of a full-service offering that can do the work for you can be just as mouthwatering for any HR outsourcer—whether it be a Professional Employer Organization (PEO) or Payroll Service Bureau—ready to take a bigger bite out of the market share pie.



Hungry for more? Here goes ...



Bon Appétit 



Let’s face it: Managing taxes is not everyone’s cup of tea; not even a spoonful of sugar can help the “medicine” go down sometimes.



“Every hour spent complying with tax forms and returns is an hour that parents cannot spend with their families or business owners cannot spend growing their firm,” the Tax Foundation explains. “Economists call these opportunity costs.”



Indeed, opportunity awaits.



With PrismHR Tax, you get a tax platform designed to give your clients the appetizing ability to handle taxes effortlessly through the full-service offering so they can focus on their “main course”—meeting their business objectives, that is.



For now, here’s a look at some of the benefits of integrating the PrismHR Tax solution into your instance.



PrismHR Tax Benefits At-a-Glance



CustomizableTailor solutions to meet specific industry or organizational needs.ComprehensiveGenerate detailed reports for internal audits or regulatory compliance.Cost-effectiveAvoid costly penalties and fines by ensuring accurate and timely payroll tax filings.EfficientStreamline payroll taxes to handle large call volumes of transactions and employees.FlexibleAdapt quickly to changing payroll tax regulations without disrupting operations.InvaluableHelp mitigate risks associated with payroll tax errors through advanced software features and support.ScalableSmooth integration as the business grows with options to add services as needed. Also, ability to handle complex payroll tax requirements across multiple locations or entities.SimpleEasily manage payroll tax compliance without needing dedicated staff or extensive expertise.Time-saverFree up time to focus on core business activities rather than administrative tasks.



What Goes Into the Recipe?



With PrismHR Tax, we add a heaping helping of support. Our dedicated tax experts offer personalized guidance to create a proactive compliance management “dish” your clients can really bite into.



Then, we bake in automation to remove cumbersome and redundant manual tax-entry processes.



So why not let us do the “cooking” with full service so your clients can focus on what they do best—while you can enjoy the “feast.”



Our technology helps more than 100,000 businesses stay in compliance while removing the guesswork for HR outsourcers (HROs) through our solutions and decades of experience and expertise. Learn more about PrismHR Tax Management.

### It’s Time to Play: PrismHR LIVE Comes to Orlando for the First Time

By James Tehrani



We all know Orlando is where innovation comes to play!



Coming off an epic—and dare we say euphoric?—LIVE in Music City last year, we’re so excited to bring PrismHR LIVE to Orlando, Florida, for the first time June 8-10, 2025, at the beautiful Gaylord Palms Resort.



With all the great tech and innovation on display in Central Florida, Orlando is the perfect place to showcase all the high-tech advancements available to today’s HR outsourcers, whether it’s for Professional Employer Organizations (PEOs) or Payroll Service Bureaus and other outsourcers.



For those wanting to extend their trip, Orlando, as you know, is one of the vacation destinations in the world.







We could talk about all the world-class theme parks, such as Walt Disney World, Universal Orlando Resort, Seaworld and Legoland.



We could also mention that we will provide shuttle buses to Disney Springs on June 8 and that we have an amazing evening planned on June 9 at Universal’s Islands of Adventure—which features eight “lands,” including The Wizarding World of Harry Potter, Jurassic Park and Marvel Super Hero Land—with Express Passes you can’t pass up.



We could even tell you this will be your chance to check out the new Universal Epic Universe—which is scheduled to open May 22, 2025, shortly before PrismHR LIVE. It will have five “worlds,” including The Wizarding World of Harry Potter: Ministry of Magic, Super Nintendo World and Dark Universe featuring Universal monsters.



We could, but you probably know all that. So here’s a guide to some extra fun in case you want to make your trip a full vacation.







Quick History



Back in the 19th century, Orlando was originally called Jernigan. It was named after the first permanent residents in the area. The name was changed to Orlando a few years later and incorporated in 1875. There are a few theories on where the name Orlando came from. And while there are more than 450 cities in the United States that start with the letter “O,” Orlando is one of the few places in the country with a name that begins and ends with the 15th letter of the alphabet. Some others are Owasso, Oklahoma; Oswego, located in nine U.S. cities, believe it or now; and Omao, Hawaii.



Did you know the oldest amusement park in Orlando dates back to 1949? Can you guess what it is? That’s right ... it’s Gatorland. Today, Gatorland is home to alligators, birds, crocodiles, capybaras and more, but the idea for a gator gathering actually dates back to the 1930s when Owen Godwin Sr. decided to build an alligator pit in his back yard. His wife, Pearl, created souvenirs to sell customers who came to see the gators, too.



After World War II, Godwin opened up Snake Village and Alligator Farm in Central Florida. The name was changed to Gatorland in 1954. Today, about 400,000 people visit the 110-acre theme park each year, which houses more than 3,000 alligators and crocodiles along with many other animals.



Hidden Orlando



While Disney World is filled with “Hidden Mickeys” and there are many “Easter eggs” at Universal, Orlando itself has its own hidden treasures. Such as?



Glad you asked.



Located on 50 acres, the Harry P. Leu Gardens near downtown Orlando is the perfect place to visit for anyone wanting a low-key afternoon. The garden is home to more than 15,000 botanical specimens and 3,500 different plant species. If you come in before PrismHR LIVE or stay after, you can even check out Late Night Thursdays with live music. There’s even a monthly outdoor movie night taking place on June 6 where you can have a picnic and watch Toy Story in the garden for a nominal fee (tickets go on sale on June 2 and must be bought in advance).



Also picturesque is the Tibet-Butler Preserve near Disney World, which offers 3.6 miles of hiking trails. The preserve also has a picnic area as well as a butterfly garden. Keep in mind that the Palmetto Passage, which is called “the wildest trail in the complex,” does close when there’s flooding.



Another relaxing alternative is a quick stroll around Lake Eola Park in the heart of Downtown Orlando. It’s just under a mile long and quite the scenic route. You can also rent a swan-shaped paddle boat and get a bite to eat at one of the local eateries.



Want to see some animals up close in the comfort of your vehicle? Take a leisure ride on the Lake Apopka wildlife drive. Located about a half-hour from Orlando, you can see hundreds of bird species, alligators and many other creatures along the 11-mile, one-way drive that takes about an hour to complete unless you decide to stop along the way.



Fun in the Sun



Need a wet-and-wild experience? How about checking out Aquatica, which features several attractions designed to whet your adventurous appetite. Aquatica’s Ihu’s Breakaway Falls slide is listed as the “steepest multidrop tower of its kind in Orlando,” and Ray Rush features slide, splash and soar (thanks to water jets) components to add fun and thrills.



How about a sportier experience? The Orlando Watersports Complex offers several options, such as wakeboarding, waterskiing and wake skating. Need something for the kids, too? There’s also a full aquapark that should keep the children amused for hours with lots of water-splashing fun.



And if you’ve got a little extra time, you can head about 90 minutes northwest of Orlando to River Ventures for a fun day of swimming and snorkeling with manatees. You can even say hi to the newest trio in the aggregation (the term for a group of manatees), namely—no, not that Namely—Nolia, Amethyst and Waffles. All were rescued in 2023 and released into the Crystal River in February 2025.



More Fun



PrismHR LIVE ends about 4 p.m. ET on June 10, which will give you plenty of time to get ready to see pop/hip-hop/country megastar Post Malone at Camping World Stadium that evening.



If you’re planning to stick around after LIVE, DJ Pauly D from the MTV reality series Jersey Shore will be spinning tunes at The Vanguard located in the Central Business District of Orlando on June 13. Doors open at 10 p.m.



That same night, country music star Luke Bryan will be “shaking it for you” at the Orlando Theatre. If you get to LIVE early, Shakira is playing at Camping World Stadium on June 4.



Dining Options



We’re guessing you’re already well-versed in the dining experiences at Walt Disney World and Universal Orlando Resort, but what if you’re ready to try something different?



Obviously, Orlando dining also has great options for oenophiles to observant foodies alike.



Hungry for some Cajun food, the Voodoo Bayou comes highly recommended. Appetizers include Shakey’s Gator Tail, a spicy “chicken-fried” dish, as well as buttermilk biscuits with jalapeno pear jam. Entrees range from a Cajun ribeye steak dinner to redfish served on the half-shell. Of course, there are traditional gumbo, etouffee and jambalaya options as well.



In the mood for some sushi? Kabooki Sushi has two Orlando locations. They serve up sushi rolls such as the Ghost, which has tempura eel and torched salmon ingredients, and the Hokkaido, which is made from lump crab, scallops and black garlic.



Prefer comfort food? The IceBar in Orlando offers “Pizza Logs,” which are basically fried pizza rolls, street tacos, flat breads, sliders and more. Tropical drinks include the Tropical Whipped Bikini, Flaming Hurricane and Fire & Smoke. Bring a jacket. It will be cold in the IceBar, but much warmer in other parts of the establishment.



If you’re in for a fun time, Permanent Vacation in nearby Maitland, Florida, offers a tropical experience with fun drinks like the Raw Safari and the Grog Bowl to share. There are several mocktails as well.



If you’re looking for fine dining, perhaps you’d want to take a jaunt to a two-Michelin-starred restaurant called ÔMO by Jônt for a “Journey” or a “Jaunt.”



Have a taste for a glass of wine? The Lakeridge Winery & Vineyards in nearby Clermont, Florida, offers everything from Southern Red made from Muscadine grapes native to the area to Sunblush, which is similar to a White Zinfandel. On the weekends, the winery even features live entertainment and food from various vendors.



Don’t Miss PrismHR LIVE!



Of course, PrismHR LIVE is known for its own great dining and fun experiences. In the past, we’ve gone to baseball games, had karaoke nights and hosted a BBQ party to name a few.



Here are some of the attractions we have in store this year:




Disney Springs: Kick off LIVE on Sunday evening (June 8) with some fun at Disney Springs! Discover dining, shopping and attractions like you’ve never seen before—it’s truly a place to build your own magical adventure.





Women at LIVE Lounge: With so much going on at LIVE, we’ve created a special place for women to take a break. This exclusive space is designed to foster connection, relaxation and inspiration. Last year, our lounge featured cozy seating, massage chairs, workstations and special snacks and beverages. It’ll be the perfect place to recharge. 





Universal Islands of Adventure: Party with your fellow attendees on Monday evening (June 9) with drinks, desserts and … rollercoasters! There’s something for everyone at the theme park—and you’ll get an Express Pass to skip the line for a truly amazing adventure.




Register now and don’t miss all the fun! We’ll see you in Orlando! It’s time to play!







James Tehrani is PrismHR’s content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### 6 Ways You Can Help Your Clients Stay in I-9 Compliance

By Chris Babigian 



As you know, immigration is all over the news these days, and businesses need to be prepared should an I-9 Notice of Inspection land on a client’s doorstep courtesy of Homeland Security Investigations (HSI).



In 2019 alone, during the first Trump administration, HSI initiated 50% more I-9 audits than during all four years of the Biden administration combined. Upon returning to office earlier this year, the second Trump administration seems to be picking up the pace again.



On Inauguration Day, President Donald Trump signed an executive order titled Protecting the American People Against Invasion. The order underscores the administration’s goal of “comprehensive” enforcement of U.S. immigration laws. In an October 2024 interview with 60 Minutes , Tom Homan, the current executive associate director of enforcement and removal operations, highlighted the role of work-site enforcement in achieving this goal. 



While a polarizing and often personal topic for many Americans, the implications for employers are clear: early reports already indicate an increase in audits with more to follow.



Technology Considerations



Most employers utilize onboarding platforms to efficiently complete and store I-9s electronically. For these organizations, reviewing their underlying technology is a crucial—yet often overlooked—aspect of self-assessment and audit preparation.



In 2006, the U.S. Department of Homeland Security first published interim regulations establishing baseline requirements for the “Electronic Signature and Storage of Form I-9.” These rules were later finalized in 2010, with limited modifications, and remain in effect.



In addition to outlining a series of core standards, the regulations also establish penalties for system failures: noncompliance with the regulations or document retrieval issues could cost employers up to $2,861 per I-9, even for employees who are authorized to work.



Electronic I-9 Regulations Overview



There’s a lot at stake for employers. Given the financial risk, employers and service providers should familiarize themselves with the electronic I-9 standards. Under the regulations, the following system features are necessary to ensure compliance:




Audit: Any actions taken by users of the platform to create, complete or modify an I-9 must be tracked and preserved with the I-9 record to establish the document’s integrity.





Electronic Signature: Employees completing Section 1 of the I-9 must be presented with the attestation from the paper form. They must confirm that they have read it, and their electronic signature, along with information verifying their identity, must be affixed to the document. The same requirements apply to employers and authorized representatives completing Section 2.





Documentation: Employers must maintain documentation outlining the I-9 completion process and other key features that demonstrate compliance with the regulations.





Indexing: Completed, stored I-9s must be readily accessible via an efficient and organized display or search functionality, similar to a traditional paper filing system.





Security: Access controls, backups and the aforementioned audit trail are key to satisfying this standard.





Storage: Documents must be stored in a way that preserves their integrity, accuracy and readability. To ensure compliance, safeguards, including regular quality assurance reviews, are required.




Service Provider Implications



HR outsourcers, especially Professional Employer Organizations (PEOs), are often in a unique position when it comes to electronic I-9 compliance. Some PEOs have historically assumed the role of the employer on the I-9. Traditionally, they have had all existing employees of a new client complete a new form when entering the PEO relationship. Others have deferred I-9 compliance to their small and medium-sized business (SMB) clients.



Regardless of the approach, all service providers become active participants in the I-9 process when they offer an electronic I-9 platform to their clients. Not only do they dictate which platform is used, but also—through configuration choices—they influence how it operates. When faced with an audit, SMBs will inevitably turn to their service provider for guidance in navigating the system. At worst, the provider could be held accountable for I-9 compliance penalties; at best, a provider will play a critical role in ensuring their clients' success.



6 Electronic I-9 Takeaways for HROs



What can you do to help your clients navigate this rocky terrain? Here are six tips to help you and your clients stay in I-9 compliance:




Review Your I-9 Platform: Many of the system features required by the regulations are easily discernable, such as an audit trail, e-signature process, access controls and indexing. Verify your system has these core features in place.





Talk to Your Technology Provider: Backup and storage practices may be outside your domain, but that doesn’t mean they aren’t part of your responsibility. Talk to your technology provider to better understand how documents are maintained and how quality assurance practices are used to ensure document integrity.





Ready Your Documentation: In the event of an audit, HSI will likely request documentation describing your I-9 platform. Make sure this is up to date and accessible.





Know Where ALL I-9s Are Stored: Service Providers often use multiple platforms and occasionally change technology partners. When they do, I-9s can easily be lost in the shuffle. Determine if you have I-9s that were completed and stored on older platforms, and ensure you still have access to these documents.





Check Your Configuration: Access controls and other I-9 features may be configuration-based. Familiarize yourself with the options available to you, and ensure your settings align with your business needs and practices.





Encourage Proper System Usage: How many times have you clicked through an online agreement without reading a single word? Now, consider how often clients and employees might show the same lack of concern with an electronic I-9, overlooking critical details. Technology’s ease of use can sometimes mask the real risks involved. From time to time, clients may need a friendly reminder of the potential consequences of noncompliance.




Watching for Developments



While immigration enforcement trends and requirements might be in a state of flux, compliance doesn’t have to be. PrismHR will continue to monitor these and other payroll- and HR-related developments.



After all, keeping HROs and their clients in compliance is our custom.



This blog was compiled for informational purposes only and should not be considered legal advice. If you have specific legal questions, we recommend you contact your legal adviser.











Chris Babigian is PrismHR’s compliance strategy manager. A graduate of Boston University School of Law with a focus in taxation, Chris spent five years handling motions, appellate briefs and trial discovery for a civil litigation firm. In 2014, Chris transitioned to PrismHR, where he translates regulatory requirements into software solutions. 

### PrismHR and Vestwell Join Forces to Deliver Integrated Retirement Solutions

Hopkinton, Mass., April 25, 2025 — PrismHR, a Vensure Employer Solutions company and the leading HR technology software innovator for service providers across the U.S., today announced a new partnership with Vestwell, a modern savings platform. This partnership provides PrismHR customers and their clients with access to industry-leading retirement savings programs.



Through this partnership, PrismHR will now offer flexible, cost-effective pooled retirement solutions and other savings benefits powered by Vestwell’s cutting-edge technology. This collaboration enables PrismHR’s customers to provide a broader range of retirement solutions with ease to their clients.



"Vestwell's commitment to the PEO industry, modern platform and customer support made partnering an easy decision,” said Kraig Sanders, PrismHR’s senior director of partner relationship management. “Vestwell’s integrated solution removes the complexity and challenges that are typically associated with offering your employees a retirement plan benefit as well as eliminating mistakes that occur with manual data entry.”



Powered by Vestwell’s industry-leading platform, these solutions include Multiple Employer Plans (MEPs), Pooled Employer Plans (PEPs) and Groups of Plans (GoPs). By leveraging pooled retirement solutions, businesses of all sizes can simplify and automate key plan processes—such as enrollment, deductions and reporting—while ensuring ongoing compliance.



With this integration, over 100,000 businesses using PrismHR can now seamlessly launch and manage both startup and conversion workplace retirement programs through Vestwell’s intuitive platform. PrismHR’s HR outsourcer customers also gain the ability to streamline benefits administration, making retirement planning more accessible and efficient for the clients they serve.



“Partnering with PrismHR to expand access to workplace savings aligns directly with our mission to close the savings gap,” said Aaron Schumm, founder and CEO of Vestwell. “By leveraging Vestwell’s innovative technology, PrismHR can now deliver cost-effective, scalable retirement solutions that are easy for their PEO clients to manage and distribute. As nearly half of Americans lack a retirement plan through their employer, PEOs have become critical in providing more businesses with the tools to help employees secure their financial future, and we’re proud to support them through this partnership.”



Learn more by visiting: https://www.prismhr.com.



About PrismHR



PrismHR is the leading provider of HR technology to Professional Employer Organizations (PEOs) and a top provider of Human Capital Management (HCM) solutions. By combining advanced HR software with a network of HR service providers, PrismHR empowers small businesses (SMBs) to manage payroll, benefits, and HR throughout the employee lifecycle. The company supports over 100,000 organizations and more than 2.5 million worksite employees, processing more than $153 billion in payroll annually. A part of Vensure Employer Solutions, PrismHR is based in Hopkinton, Massachusetts.



For more information, visit prismhr.com.



About Vestwell



Vestwell is the backbone of the modern American savings economy.



Vestwell is a financial technology company that makes it easier for more Americans to save for life’s most important moments—from retirement to education and healthcare. Founded in 2016, Vestwell’s platform removes traditional barriers to saving, making it accessible, efficient, and approachable for everyone.



Vestwell provides a comprehensive suite of workplace savings solutions, including retirement plans, student loan repayment benefits, and specialized accounts for education, emergencies, and disability savings.



Trusted by financial advisers, employers, payroll providers, financial institutions, and government agencies, Vestwell empowers nearly 1.5 million savers across over 350,000 businesses nationwide, with over $34 billion in assets under management. With a commitment to closing the savings gap and fostering a secure financial future for all, Vestwell provides an elevated and accessible savings technology everyone deserves.



For more information, visit vestwell.com.

### AI in Cybersecurity: The Good, the Bad and Being on the Precipice of a New Era in Technology

Dwayne SmithChief Information Security Officer, PrismHR



It may seem like artificial intelligence appeared out of the ether—or interwebs—in the past year, but AI is nothing new.



Just ask your phone a question. Hey, Siri; OK, Google ...



People have been thinking about ways to bring technology to “life” for generations as evidenced by Elektro, the Westinghouse Moto-Man, which made its debut at the 1939 World’s Fair.



The anthropomorphic robot was purportedly designed to be subservient to humans “if you use me well,” a key point for any technological innovation really. Bad often emerges from good.



Elektro was impressive for its time, but the robot relied on humans to control its information output. Today’s AI is very much the opposite in that the technology is designed to give insights to humans by consuming and examining data with unparalleled speed.



Influencers like Mira Murati, who heads up the tech team at ChatGPT, have helped bring AI into the limelight this past year.



But as good technology and software is created, bad actors work around the clock to use it or exploit it. There are reports, for instance, of a WormGPT being used in underground forums. Its purpose is to use AI to create more sophisticated phishing and email compromise attacks.



As security researcher Daniel Kelley told The Hacker News, “Cybercriminals can use such technology to automate the creation of highly convincing fake emails, personalized to the recipient, thus increasing the chances of success for the attack.”



As you might expect with cybersecurity, battlelines are being drawn between the people creating AI solutions to help protect companies and the people making AI software that is designed to find vulnerabilities in areas that protect data, systems, financial and personal information, intellectual property (IP), and Industrial Internet of Things (IIoT) and other IoT devices.



The potential for AI bias and intentional trickery to get false results through so-called data poisoning is also a concern when it comes to AI misinformation and misdirection. As are AI advancements in producing deepfake technology intentionally designed to trick people into revealing sensitive information. There are never any guarantees that everyone using AI is doing so with good intentions.



Also, one area that I talk a lot about is password security. These days, it’s important to use multifactor authentication to help protect information and systems. Passwords alone are not enough. AI is making passwords even more vulnerable than ever. In one study, an AI password cracker tool was able to crack 71% of all common passwords in less than a day.



Additionally, it can crack any password with less than eight characters, even including special characters, in six minutes. The good news is it would take 6 quintillion years for it to crack an 18-character password with symbols, numbers, letters and a mix of upper and lowercase letters. This is why using suggested passwords and password managers is so important.



And it should go without saying by now, but AI will use all the information that goes into it, so please do not put sensitive data/IP into AI without thoroughly vetting who will be able to tap into that information.



That said, we do believe the benefits of AI outweigh the risks, but don’t think the potential for bad actors using AI to increase their cyberattack success rate doesn’t keep chief information security officers up at night.



Moving at Lightspeed



Today’s companies cannot be asleep at the wheel when it comes to cybersecurity. That’s because the battle between those trying to protect software and systems and those trying to penetrate and damage or steal from them is escalating with every AI advancement.



The technology is moving so fast that 30,000 AI experts have called for a pause on training AI with fears that, gone unchecked, AI could have unforeseen consequences.



Attacking technology and IIoT is what cyber criminals do best, so empowering them through AI is truly a scary proposition. In addition to the Software as a Service (SaaS)/cloud-based technology we use every day to make our lives easier, IIoT helps support and deliver utility services (electrical system, water systems, etc.).



There’s a good reason VentureBeat recently wrote, “AI and machine learning (ML) are becoming attackers’ preferred technologies.”



It works on a scale and at speeds that were previously impossible.



When it comes to cybersecurity, Professional Employer Organizations (PEOs) play a critical role in safeguarding not only their sensitive data but also that of their small and medium-size business (SMB) clients. As we always say, everyone has a role to play when it comes to keeping an organization safe from a cyberattack. Just one slip up can create a domino effect.



Still, while AI cyberattacks generate most of the buzz, there are several AI technologies you can lean on to help you keep the bad guys out. Here are a few you should consider including in your cybersecurity efforts.



Helpful AI



We need to make one thing clear: No cybersecurity tool is infallible, but AI can up your cybersecurity game immensely and help reduce the time required to identify, respond and mitigate a cyberattack.



For example, 74% of cybersecurity experts say that the dynamic nature of the cloud leads to “poor visibility” and “blind spots,” according to cloud cybersecurity company CrowdStrike. The software is designed to elevate an organization’s ability to hunt for threats by using AI, among other things. Mike Sentonas, CrowdStrike’s president, said in a news release about its AI tool: “Our approach has always been rooted in the belief that the combination of AI and human intelligence together will transform cybersecurity.”



We couldn’t agree more.



Last year, an African university’s AI technology was used to thwart an attack. The attackers tried to infiltrate the tech university through malware.



By using intrusion detection, AI was able to find a suspicious desktop connection and stop the infiltration. Intrusion detection is an AI tool that basically scours a system for anomalies and alerts users if something seems amiss.



Before a threat walks through the door, many companies are also using AI for vulnerability management. This technology is designed to search for “cracks” in the foundation before a cyberattacker can find them. Let’s face it: Humans can only spot so many things. If you’ve ever bought a property, did the inspector find everything that was wrong with the house? Probably not. People are human and miss things and make mistakes. (Albert Einstein even made some from time to time.) There are things that can go undetected from even the best inspectors, but, unlike humans, AI has the ability to continuously search for vulnerabilities. As well, accuracy and speed are increasingly important to make sure we are able to efficiently deal with risk.



As we mentioned, AI can play a key role in malware detection. We’re sure you’ve heard this a lot, but every errant click from a phishing email could open a huge problem. Once an attacker gets through the door, the danger could easily spread throughout the organization, especially if an administrator is involved. Traditionally, malware detection worked with signatures to identify threats, which is known as “trapping.” Now, AI has helped move malware detection to a process called “hunting,” which is the inverse. In hunting, AI-powered malware detection determines what is “good” and then judges dangers based on that. The software basically says, “That’s not normal for an application to behave that way.” It’s a heuristic approach to problem-solving, and it’s an essential area where AI improves cybersecurity.



One of the biggest challenges we have as humans is handling redundant tasks. If you’ve ever seen a crepe chef make mistakes while spinning out the dough even though you’re sure they’ve made thousands of them in their career, you’ll understand. As humans, we’re just not wired to do things over and over again without eventually making a mistake. That’s where AI can really help with task automation in terms of cybersecurity. One can only look at a screen for so long before their eyes start to go blurry, but AI never lacks focus. AI task automation simplifies threat detection and increases the ability to recognize threats faster through machine learning.



Thanks to companies like Microsoft, CrowdStrike and others, these AI tools are readily available to all PEOs, and PEOs can also benefit from the pooled resources provided by industry-leading cyber technology and service providers.



We are clearly at the precipice of a new tech age based on artificial intelligence. As weird as it might seem, we will need AI to protect us from AI, and there’s no time to waste. Remember that what you put into AI stays there. We see that in Natural Language Processing (think ChatGPT) where inputs turn into actions. Companies must do everything they can to ensure the safety of their data.



As they said near the end of a promotional film for Elektro, “All he lacks is a heart.” That is the essence of what will separate humans from technology. Caring for people and doing no harm is what cybersecurity is all about—including in this new era of AI.







This article originally appeared in the September 2023 PEO Insider magazine. 

### PrismHR 40th Anniversary: 3 Workplace Trends From 1995 and Now

The year: 1995



PrismHR is celebrating its 40th anniversary in 2025. To commemorate the occasion, we will periodically share stories related to workforce trends over the past four decades. In this blog, we head back to the ’90s to see how much technological progress we have made since then.



So let’s revisit 1995—when PrismHR was operating as F.W. Davison & Co.—to see what was going on in the world then—especially in the world of technology.



Popping in on Pop Culture



Just smell that teen spirit ...



The Grunge movement was in full effect in 1995, so it’s time to bust out those ripped jeans and flannel shirts—or khakis if that’s more your style.



As PrismHR’s predecessor was celebrating its 10th anniversary, the BBC was predicting that by 2025 you’d be able to have phone conversations with virtual talking heads that float around you like apparitions in your airspace. They weren’t that far off actually. There are now  virtual reality headsets that allow you to chat with people’s avatars that hang out in your general vicinity. Their prediction that we would be mining asteroids was a little out there though ...



What was also out there that year was Buzz Lightyear’s “To infinity and beyond.” If that quote lives rent-free in your head to this day, you can thank 1995 for it. It's the year Toy Story debuted, which was the first full-length, entirely computer-generated film. The fifth installment in the series is due out in 2026 by the way. 



A couple of months before the original film debuted, the first item on Auction Web was put up for bid starting at a modest $1. It was a battered printer that the website’s founder, Pierre Omidyar, eventually sold for a surprising $14.83 that Labor Day weekend. Not a bad return for an item that didn’t appear to have much value.



Thirty years later, Auction Web, which we now know as eBay, had a gross merchandise volume (GMV) of $19.3 billion and revenue of $2.6 billion in the fourth quarter of 2024 alone. Sold!



That printer was much more valuable than anyone could have possibly imagined back then.



Another popular item that launched that year in the United States was the original Sony PlayStation. It would have set you back about $300 then (the equivalent of about $630 today) with the games sold separately on compact discs. Today you can find a PlayStation 1 on eBay for between $50 to $100, and the most recent version of the now-all-digital console PlayStation 5 Pro goes for about $700.



One of the best early games for the PlayStation was Shoot Out, which featured Houston Rockets guard Sam Cassell on the cover.



In the real world, the best basketball games were occurring once again in a building on the West Side of Chicago as NBA legend Michael Jordan decided to hang up his baseball cleats and return to the United Center and his basketball career with the Chicago Bulls. Jordan’s agent sent a one-page fax to the media on his behalf with his official statement on it: “I’m back.” Can you even remember when the last time was that you sent a fax?



Speaking of “back,” perhaps the first time you typed the letters www. back-to-back-to-back on a keyboard was in 1995 as the internet was just becoming a thing that anyone could access. Did you even know then that WWW stood for World Wide Web?



The internet has been around since the 1960s in some capacity and the Transfer Control Protocol/Internet Protocol (TCP/IP) had been established in 1983 to allow different computers to “talk” to each other, But it wasn’t until 1995 that it became an easy tool for anyone to access with a computer and modem through programs like Internet Explorer, which was in an expansion pack for Windows 95, that made accessing information online much easier.



Of course, back then the top speed for modems was 28.8 kbps (kilobits per second) compared with today’s speeds for cable modems of up to 1 Gbps (gigabits per second)



Similarly, if you’re a PrismHR user, you know how much today’s platform is designed for people who have a need for speed.



1995 At-a-Glance



Item1995 Cost1995 Cost, Adjusted   for InflationCurrent CostFirst-Class Stamp$0.32$0.95$0.73Movie Ticket (Avg.)$4.35$9.11$10.78Concert Ticket (Avg.)$25.81*$52.49$136.45 (Avg./ticket, top 100 tours)Gas Price (Avg. Per Gallon)$1.11$2.32$3.12 (as of April 15, 2025)Gateway Solo 2000 Laptop$3,500$7,328$800-$1,200 (midrange)



*1996 average



Sources: U.S. Post Office, U.S. Inflation Calculator, The Numbers, Music Business Research, Statista, AAA, 247wallst.com, Electronics Hub



3 Trends From 1995 and 2025 




Then: An article appeared in Newsweek in February 1995 with the headline, “The Internet? Bah!” The author called “baloney” on far-fetched ideas like online shopping, “internet journalism” and telecommuting.The person who wrote the article complained it took him 15 minutes to figure out when the Battle of Trafalgar took place. We tried it today, and it took about a second—maybe. But the struggle was real back then. “Visionaries see a future of telecommuting workers, interactive libraries and multimedia classrooms,” he wrote, adding: “While the Internet beckons brightly, seductively flashing an icon of knowledge-as-power, this nonplace lures us to surrender our time on earth.” As did that article. For personnel information, many companies were still relying on paper records then. For instance, the Official Military Personnel File didn’t start storing electronic records until 1995. It’s safe to say that HR was just learning about the potential for digital files, but it would take years before anything of substance would materialize. Now: According to DataReportal, more than 5.5 billion people around the world are on the internet, which is just over two-thirds of the humans on the planet. And the average internet user spends over 6 hours a day online. As we reported in our 1985 lookback, about a third of today’s U.S. workers work from home all the time, which saves them almost an hour a day of commuting time in the process. And when it comes to HR, companies need powerful tools to help them make better business decisions. Today, HR functionality runs through the internet, cloud storage (which entered the lexicon in 2006 but didn’t start getting much mainstream attention until the 2010s) and advanced HR tech. Organizations large and small need data and analytics from state-of-the-art software to help them make better business decisions.





Then: A research paper from 1995 discussed the pithy subject Understanding Organizational Culture as the Quality of Workplace Subjectivity. The first line of the abstract added that, “Organization culture contains psychosocial defenses against the experience of anxiety in the workplace.” One of the big worries on people’s minds was the economy back then. A Time magazine infographic from January of that year found that 87% of survey respondents were either “really worried” or a “little worried” about the economy. Only 11% said they were “worry-free.” Additionally, U.S. families were only able to stash away 4.6% of their disposable income compared with, for example, 14.6% for families in Japan and 13.2% for families in Switzerland.  At the time, the concept of workplace engagement and disengagement were just catching on following a 1990 article by William Kahn that dove into engagement. “Presumably,” he wrote, “the more people draw on their selves to perform their roles within those boundaries, the more stirring are their performances and the more content they are with the fit of the costumes they don.” Well, cosplay has been around in the United States since the 1980s, so that tracks ... Now: Today, there’s a lot of talk about the economy as well. Even in February, 53% of Americans said the economy is on the wrong track, up 10 percentage points from January. And reports on workforce engagement are plentiful. A Gallup poll that cites data from 2001 to 2023 has shown consistent engagement numbers over the years in the United States, hovering around 30%. Globally, the percentage has been lower than that, peaking at 23%. The good news is “best-practice organizations” find engagement levels around 70%. Ah, that’s better. It’s good to know PrismHR’s Performance Management solution is designed to drive engagement for your clients’ employees. They can easily set and track goals, create continuous feedback loops and simplify the appraisal process. Keeping ’em interested is what’s it’s all about for your clients’ long-term success. We all know it’s expensive to replace talent, so help your clients keep the best of the best right where they’re at.





Then: An article was published in The Tuscaloosa (Alabama) News titled “Market Place ’95 Promises to Be Amusing, Informative.” It talked about an annual event where small businesses would get together at the Chamber of Commerce of West Alabama to show off their wares and services to consumers, and the companies ranged from travel agencies to jewelers. Jack Kubiszyn, a councilman, said at the time, “We’ve done a lot for big businesses like Mercedes. We want to do the same for small businesses.” Truth be told, small businesses have created almost two-thirds of all new jobs in the country since 1995, according to the U.S. Chamber of Commerce. So why wouldn’t you want to do something for them? Now: Today, HR outsourcers have so many options when it comes to solutions designed to help small and medium-sized businesses (SMBs) compete for talent with much larger organizations, but figuring out which companies to work with can be daunting. The good folks in Tuscaloosa were kind of ahead of their time actually. Today, PrismHR’s customers and their clients rely on the PrismHR Marketplace to get the best integrated solutions available in areas ranging from benefits to retirement options to cybersecurity to earned-wage access and more. Our vetted partners offer the best solutions on the market to help SMBs and their employees.  




In our next installment, we take you to 2005 when YouTube debuted, trucker hats were in and the Space Shuttle Discovery took off for the International Space Station. 



There was something else taking off that year—HR Pyramid (now PrismHR), but we’ll get into that. Until next time, why not turn on some Pearl Jam or Veruca Salt and check out some of our recent HR tech innovations ... 







James Tehrani is PrismHR’s digital content marketing manager. He’s an award-winning writer based in the Chicago area.   

### Powering Up Your Clients



### How Innovation Helps Drive Armhr and Tilson’s Business Growth

Armhr 



Don CahalanCEO, Armhr



Don Cahalan, who took over as Armhr’s CEO in December 2023, likes to think outside the box—and color outside the lines, too. Literally. 



He recently posted on his LinkedIn feed a picture of a clown that he colored back in 1970. He also scribbled outside the lines. 



What is the business connection? “What that means to me,” he says, “is if you’re gonna do the same thing as everybody else, you’re gonna get the same results as everybody else. So don’t be afraid to think a little bit differently.” 



He adds, “What I like to talk about is why? Great, that is the first question. Then, ‘Why are we doing it that way?’ ... and you keep grinding until you get the answer.” 



For Cahalan, the core answer lies in “putting on the ritz.” Armhr wants to bring a “Ritz-Carlton”-like experience to the Professional Employer Organization space. Cahalan says building a modern PEO operation starts with three things: 




Creating an ideal client profile because working with the right companies is essential for success. 





Building a flat organization where an employee can go directly to a CEO to discuss challenges or share ideas while removing red tape. 





Partnering and building a relationship with a software company to bring roadmap alignment and efficiency to a PEO and its clients. 






“That's thanks to the strategic alignment of the engineering teams at both organizations to deliver a unified experience from the client administrations and employees alike,” Cahalan says. So Armhr is able to use the platform to its full advantage by being able to add functionality on top of it when necessary.



And with an advanced Application Programming Interface, “Administration support that is exposed to the APIs by PrismHR just increased by 5x,” he says. You can color us impressed.






Through a state-of-the-art HRO solution:




Armhr saw a 5x faster integration.



Tilson saw 80% faster benefits enrollment.







Tilson 



Brent TilsonPresident & CEO, Tilson



In Brent Tilson’s book, Go Slow to Grow Fast, he addresses the so-called “S-Curve,” which is a period most, if not all, businesses go through where growth can be followed by downturns. 



Part of the problem, especially for smaller businesses, is they have challenges handling the growth. By using a PEO like Greenwood, Indiana-based Tilson, SMBs get tech that is scalable to meet their needs as they grow. “We have built and partnered with PrismHR to have a sustainable HRIS that can handle the growth,” the longtime CEO says. 



Scalability is key. “If a company has five employees and grows up to 50,” he says, “they don’t feel it when it comes to the underlying operational functionality of the HR systems and the support.” The key is integration.  



Full-integration capability allows Tilson to integrate data into other solutions, and their clients “are just loving the fact.” Data portability is easy with a state-of-the-art HR information system built specifically with PEOs in mind, especially when the system features a modern Unified Employee Experience (UEX) that is intuitive and easy to use. 



Such innovations deliver big impact. Tilson estimates that the benefits enrollment process, for example, is about 80% faster than before. 



“We used to have paper forms or go out and do these group meetings,” he says. “It’s truly remarkable to think of the efficiencies we’ve picked up in the benefit side.” 



Tilson’s advice for a startup PEO or a PEO looking to compete in 2025? “Rally around technology” and use “technology as their wedge into the PEO world.” 



It’s the best way to help straighten out any S-curve. 



Learn more about how Report Center can help you and your clients make better business decisions. 

### PrismHR Names Norton LifeLock Benefit Solutions 2024 Partner of the Year

HOPKINTON, Mass., March 13, 2025 – PrismHR, a Vensure Employer Solutions company and the leading HR technology innovator for HR outsourcers (HROs) across the U.S., announced today that Norton LifeLock Benefit Solutions has been named the 2024 PrismHR Marketplace Partner of the Year.  The award is bestowed annually to one PrismHR partner who has demonstrated a commitment to innovation, collaboration, and communication, and who has invested in the partnership to achieve excellence in sales, marketing, and business success. 



Norton LifeLock Benefit Solutions offers identity theft protection, device security and online privacy services to help protect employees from cyberthreats. LegalShield, which offers legal services to employees, and ThrivePass, which offers pretax well-being programs to employees, were named finalists. 



“Norton LifeLock Benefit Solutions has been a trusted partner since 2019 and truly understands the needs of our HRO customers and their clients,” said Kraig Sanders, PrismHR’s senior director of partner relations management. “The dedication and value LifeLock brings to our customers is on display every single day. Our customers and their clients understand the importance of strong cybersecurity, and LifeLock delivers that value through their advanced solutions.”   



“We are truly honored to be named the 2024 PrismHR Partner of the Year,” said Christina Keairnes, Norton LifeLock Benefit Solutions’ director of strategic partnerships. “At Norton LifeLock Benefit Solutions, our mission is to help protect employee well-being at every level—because in today’s world, safeguarding digital and financial lives has never been more critical. That’s why we are so proud to partner with PrismHR, a team that shares our commitment to innovation and client success.”  



With more than 70 partners, the PrismHR Marketplace offers the most robust collection of third-party solutions and services in the HRO industry, making it ideal for small to medium-sized businesses (SMBs) and their employees while enhancing customer satisfaction and retention.   



This is the fifth year that PrismHR has awarded this prestigious distinction. In addition to receiving recognition, the winning company is presented with a trophy and honored at PrismHR’s annual user conference, PrismHR LIVE, occurring June 8-10 in Orlando. 



About PrismHR 



PrismHR is the leading provider of HR technology to Professional Employer Organizations (PEOs) and a top provider of Human Capital Management (HCM) solutions. By combining advanced HR software with a network of HR service providers, PrismHR empowers small businesses (SMBs) to manage payroll, benefits, and HR throughout the employee lifecycle. The company supports over 100,000 organizations and more than 2.5 million worksite employees, processing more than $153 billion in payroll annually. A part of Vensure Employer Solutions, PrismHR is based in Hopkinton, Massachusetts. 



About Norton LifeLock Benefit Solutions 



Norton LifeLock Benefit Solutions, now a part of Gen, believes everyone around the world deserves a clear and easy way to live their digital lives safely, privately, and confidently. More than 500 million users globally trust Norton, LifeLock, and the rest of our family of consumer brands. Through our innovative and comprehensive benefit plans, we bring you leading technology solutions in cybersecurity, privacy, and identity protection. Our combined heritage is rooted in providing safety for the first digital generations but with an eye on powering digital freedom and wellness for the next generation of digital life. 



About Vensure Employer Solutions



Vensure Employer Solutions is the largest privately held organization in the HR technology and service sector, providing a comprehensive portfolio of solutions, including HR/HCM technology, managed services, and global business process outsourcing (BPO). The company and its service providers collectively serve over 141,000 businesses and process over $158 billion in annual payroll. As a “One Employer Solution” headquartered in Chandler, Arizona, Vensure helps thousands of businesses streamline and grow their operations with custom strategies that benefit both employers and employees. Find out more by visiting vensure.com.

### HCM Also Means ‘Helping Companies Manage’ Payroll ‘Blind Spots’ and ‘Leaks’

There are so many “blind spots” and “leaks” out there. But in payroll, too? Yes, indeed.



It’s a horrible feeling, of course, when you’re driving down the road and you want to change lanes only to notice at the last moment that there’s another vehicle in your blind spot. It can be quite unsettling. So is coming home to find a leak in a water pipe with a soaked floor. It’s double trouble if you have an apartment and there’s someone living below you.



Don’t blink, but payroll blind spots and leaks can be just as unnerving for businesses. Not being able to see the whole picture can cost businesses money or potentially subject them to compliance issues. And we all know compliance can be an ever-moving target especially for businesses that work in multiple states and multiple jurisdictions. In other words, these can be big blind spots.



Leaks can hit bottom lines hard, too, and they don’t usually fix themselves.



As a Payroll Service Bureau, your job is to help those businesses remove blind spots and leaks with self-service functionality or tiered service plans to ensure everything runs smoothly. Of course, just like any other job, you’ll need the proper tools to fix any problems.







Center of Excellence



Deloitte’s Global Workforce Management survey found that most organizations said they were not optimizing the features in their workforce management system.



Of interest to Payroll Service Bureaus, the survey—which had 500 respondents from around the world but half of whom were from the U.S.—found that 13% of those respondents cited payroll challenges as a top pain point for organizations that do not have a center of excellence in place. The other top pain points were HR policies (13%) and lack of standardization with workforce management processes (12%).



Companies that had a center of excellence did not cite payroll as a key challenge, but workforce management tech issues, such as poor configuration, lacking features and difficult to use were the top three pain points listed (14%, 12% and 11%, respectively).



A center of excellence is defined as a team or entity the provides leadership, best practices, support, etc., in a specific area. As a Payroll Service Bureau, you can be that center of excellence with the right technology 



Interestingly enough, the Deloitte report found that a “holistic approach” to workforce management data and analytics can save organizations between 0.5% and 2.5% of a company’s annual payroll costs.



In the Dec. 5, 2024, Pay Talk podcast, Brian Proctor, Deloitte’s principal and global payroll workforce management solutions practice lead, explained, “Those without an operating model did struggle with more basic issues—compliance and payroll leakage.”



Fixing payroll “blind spots” and “leaks” is something you know a lot about. It takes expertise, it takes patience and, most of all, it takes exceptional technology to spot those problems as well as opportunities.



Speaking of opportunities …



IPPA Spring Summit 2025



PrismHR, which has been helping customers and their clients since 1985, will be at the IPPA Spring Summit this week (March 11-13) to showcase our state-of-the-art payroll and HR technology. PrismHR HCM is the game-changer the Payroll Service Bureau industry has been waiting for.



Ready to tighten things up with your software solution? PrismHR HCM offers advanced, secure payroll and HR functionality; an intuitive, modern and user-friendly interface; and custom branding opportunities. And best of all PrismHR HCM offers unprecedented insight opportunities with dashboards and data visualization. With an open Application Programming Interface (API), PrismHR HCM can also integrate with third-party solutions to meet your and your clients’ business needs. 



HCM can also mean “Help Companies Manage” payroll “blind spots” and “leaks” through automation and analytics capabilities.



But in this case, a sensor on a mirror or steel pipe wrench aren’t necessary—advanced software is. Come see PrismHR at the IPPA Spring Summit or contact us to schedule an appointment at your convenience.



Let’s talk tech!

### A Slam Dunk: How HR Automation Is a Win-Win for HROs and Their Clients

With the NCAA basketball tournaments approaching, we have automatic on the mind. After all, any team that wins their conference gets an automatic bid.



In everyday life, it’s easy to forget about automation.



That’s because it follows us just about everywhere we go these days, so it’s not surprising that we might occasionally take it for granted even if it makes our lives easier.



House getting too cold for your liking? The thermostat tracks our comfort preferences and automatically kicks in to warm things up. Driving up to a stop light in the middle of the night? The light automatically changes to green if there are no other cars on the road.



Some automation changes initially catch our attention for their “novelty,” but then become fully integrated into our lives.



For instance, remember the first time you saw a robotic vacuum cleaner? It probably turned your head as you turned the corner. Now, you probably turn a blind eye.



How about a robotic delivery machine, which is becoming more common on college campuses in particular where pizzas aren’t going to eat themselves? At first, you probably watched the device ambling down the sidewalk, but now you just ignore it and let it keep rambling on by.



If you live in a state like California or Arizona, how about the first time a driverless vehicle pulled up next to your car at a red light? At first, you probably did a double-take thinking “What happened to the driver?” Now, you just ignore it and keep on chewing your Doublemint gum as you wait for the light to change.



Then and Now



The point is you might have oohed and ahhed about these automation advances then, but you probably don’t even remember those first occurrences now because those automations are so much a part of your everyday life.



Automation isn’t a new concept by any means. People have been looking for ways to make people’s lives easier and more productive since the days of early mankind when someone found a wheel can make things a lot easier to move stuff, but things really picked up during the First Industrial Revolution, which started in the late 18th century. That’s when steam-powered innovation and automation entered agriculture, industry and many other areas.



Today we find ourselves firmly planted in the Fourth Industrial Revolution, which is based on digitization driven by data, connectivity and analytics that empower people and processes to be more efficient and make better decisions.



Let’s put a pin it that, and we’ll return to it shortly.



Automation in Unexpected Places



Today, automation can be found in just about every industry. Still, there are some somewhat surprising technologies out there disrupting even some of the oldest industries.



Aquaculture: There are some new technologies that promise to enhance the counting, sizing and tracking of aquatic organisms. Other tech is designed to help fish farms recycle water more efficiently while minimizing water consumption and pollution. We can’t say if the tech works swimmingly but just imagine if that automation could scale.



Barbecuing: Tech ’cue might not sound too surprising, but when you see things like a “grill” that cooks food vertically—at 1,600°F—with a touchscreen where you can input what you’re cooking and your preferred temperature for the cook on the food item, it might make your mouth water a little.



Pet Monitoring: Miss your pet while you’re away? Of course you do, but probably not as much as they miss you. At least one company offers a product that is designed to automatically notify you when your dog is barking. It even gives you the option of “tossing” your bestie a treat from the device either to reward them, comfort them or spoil them. Don’t worry, cat owners, there’s a version for you, too. Hey, we wouldn’t spin a yarn!



Automation in HR Technology



As you’re discussing your tech capabilities with your clients and prospects, keep in mind that all the great tech at your fingertips becomes an automatic conversation-starter, including:




HR Administration: PrismHR HR Administration software enhances accuracy and consistency with a single employee file that helps eliminate inconsistencies and data duplications. When a record is changed, the employee’s file is automatically updated to save time as well. 



Onboarding: Under the PrismHR Onboardingsolution, job applicant information feeds directly into the Onboarding solution so data from the applicant is automatically converted to new hire to help streamline the onboarding process, which has traditionally been a time-consuming endeavor for businesses. 



Report Center: There’s no better way to create dashboards and gather key HR-related information than PrismHR’s Report Center. Through the Data Warehouse, you and your clients can get information quickly through data visualization that generates automatic insights for better business decisions. 



Workforce Management: The PrismHR Workforce Managementsolution includes a powerful Recommendation Engine to alleviate scheduling stress on employees and managers alike. It also offers Auto-Scheduling to make scheduling easier and more efficient, and Swap and Drop, which helps automate the employee shift-taking/shift-declining process.




And Just for You …



How about some extra automation to help you power up your business?




Customer Relationship Management: PrismHR’s ClientSpace is a powerful CRM tool that can help you accelerate the sales cycle and automate complex pricing structures. The system allows you to manage client cases, assign tasks and automate workflows while increasing collaboration throughout your organization. 



Data Bridge: Getting HR-related data to third parties in a secure environment is essential. PrismHR’s Data Bridge automatically extracts, transforms, validates and securely transfers enrollment data to carriers and providers.




The Fourth Industrial Revolution is all about using data for efficiency and making better business decisions. That’s automatically a win-win for you and your clients.



In fact, it’s a slam dunk.

### PrismHR 40th Anniversary: 3 Workplace Trends From 1985 and Now

Year: 1985 



PrismHR is celebrating its 40th anniversary in 2025. To commemorate the occasion, we will periodically share stories related to workforce trends over the past four decades. In this blog, we head back to the pastto check out 1985.



Let’s journey back to 1985—the earliest days of PrismHR’s predecessor F.W. Davison & Co.—to see what was going on in the world and especially in the world of work then.



Popping in on Pop Culture



The modified DeLorean DMC-12 from the movie Back to the Future.



In January 1985, 46 of the biggest names in pop music gathered in a studio in California to record the song “We Are the World”; moviegoers flocked to theaters to see Dr. Emmett Brown (Christopher Lloyd) send Marty McFly (Michael J. Fox) back to the past to save his family’s future in “Back to the Future”; and Microsoft Windows 1.01 was released and helped change the game for computer-human interaction by putting a “new face on DOS” and using a Disk Operating System “to do some work,” as PCMag reported at the time.



Speaking of Microsoft, the first version of Excel came out that very same year for the Apple Macintosh. The first Windows release would debut near the end of 1987—and countless people handling HR and payroll-related duties jumped for joy that not everything had to be done via pen and paper anymore. Others, of course, were less adventurous to jump into the world of then-high-tech computing.



Working Hard, Working Efficiently



A Commodore Amiga from 1985.Credit: Sailko, CC BY 3.0 via Wikimedia Commons



A help wanted ad in the Santa Cruz (California) Sentinel in August 1985 sought a “clerk” for personnel and payroll for a company with 150 employees. The ad was looking for someone with “training or exp. in payroll processing & employee recordkeeping (hiring, discharge, insurance, profit sharing).”



“Must work well with people,” it said.



Today, many companies, especially small and medium-sized businesses (SMBs), outsource at least some of their HR functions. A recent Deloitte survey found that 57% of organizations outsource their HR. Interestingly enough, Deloitte even defines the “digital workforce” as a combination of human talent and automated processes powered by technology, such as artificial intelligence, and “autonomous software ‘digital workers’ to augment the human abilities, enhancing efficiency, productivity, and innovation while reducing operational costs.”



Without a doubt, HR outsourcers (HROs) must rely on automation to keep up with today’s increasingly complex workforce where speed is essential to ensure clients get the right information at the right time and at the right place to make the best business decisions.



Let’s take a stroll down memory lane to see how much things have changed …







1985 At-a-Glance



Item1985 Cost1985 Cost, Adjusted  for Inflation Current Cost First-Class Stamp$0.20$0.59$0.73Movie Ticket (Avg.)$3.55$10.48$10.78Concert Ticket (Avg.)$15.13$44.67$136.45 (Avg./ticket, top 100 tours)Gas Price (Avg. Per Gallon)$1.12$3.31$3.14 (As of Feb. 25, 2025)IBM Home PC$4,395$12,975$800-$1,200 (midrange)



Sources: AARP, U.S. Inflation Calculator, U.S. Postal Service, The Numbers, Digital Music News, AAA, ElectronicsHub







1985 and 2025 




Then: A key area of workplace advancement was in its infancy—telecommuting. As The Harvard Business Review wrote that year, “Your Office Is Where You Are.” Today, remote work is ubiquitous, but at the time it was a novel concept. The authors, Philip Stone and Robert Luchetti, wrote:“Today’s office desk is a node in a communication network. Being ‘away from one’s desk’ often means that a person is not at that moment plugged into the network. But once we abandon the position equals place tradition, we need to consider how people can stay in the network when they are on the move. Telephone call-forwarding and paging systems are examples of attempts to meet this need.”Now: According to Pew Research, about a third (35%) of today’s workers perform their duties from home all the time, down from 55% in October 2020 during the pandemic. Call-forwarding and pagers are mostly obsolete, of course, as most people carry more processing power in their front or back pocket in the form of a mobile phone than what was available to workers in 1985. And automation today vs. in 1985 is literally night and day when it comes HR tech from payroll to workforce management—and especially when it comes to reporting. 



Then: The 401(k) retirement plan was introduced in 1978 when Congress enacted Internal Revenue Code Section 401(k)—thus the name—under the Revenue of Act of 1978. In 1985, there were 30,000 401(k) plans vs. 170,000 defined benefit plans (pensions). Today, there are 715,000 401(k) plans with $8.9 trillion in assets vs. 304 state-administered funds and 4,632 locally administered pension plans with about $5.5 trillion in assets. Some of those plans date all the way back to the 19th century by the way. Still, there’s quite a difference in the sheer number of 401(k)s today vs. available pensions.   The Tyrone (Pennsylvania) Herald wrote in 1985 about an interesting trend in the workforce—early retirement. As the paper proclaimed, “With many companies offering early retirement incentives and employees often seeking more time to enjoy their leisure years, America’s workforce has gradually decreased in age since World War II.”  Now: The number of workers who are working past 65 is growing. In fact, according to one study, 33% more people were staying in the workforce past 65 in 2024 compared with 2015. Part of the reason could be that U.S. workers believe they are behind in their retirement savings. A poll from last year found more than half of American workers (57%) said they were behind on saving for retirement. The good news is almost two-thirds (63%) of those surveyed said they were contributing more or about the same to their retirement savings in 2024 compared with 2023. Being able to offer your clients the most robust retirement opportunities can help them recruit and retain the best talent while helping their worksite employees enjoy their golden years. 



Then: It might feel like computer viruses have been with us as long as we can remember—and they kind of have. In fact, the posthumously published Theory of Self-Reproducing Automata by John Von Neumann was published all the way back in 1966. The theory became the foundation for the development of computer viruses. Just five years later, the Creeper worm was created, which was designed as a program that could move between different computers. And by 1982, believe it or not, a teenager created what is known as the Elk Cloner virus as a practical joke. Once someone inserted a floppy disk into an Apple computer with the Elk Cloner on it, the program would automatically clone itself on that disk. By 1985, the government was certainly paying attention to computer security. In September 1985, the Computer Security Research and Training Act of 1985 was introduced at a House subcommittee.Milton Socolar, a special assistant to the comptroller general in the Government Accountability Office,  said at the time, “We have long been interested in ensuring the security of automated information systems, and during the past decade have issued over 40 reports related to information system security. As stated in the bill, information stored in government computers and transmitted over connecting networks is vulnerable to unauthorized access and disclosure, fraudulent manipulation and disruption.”Now: The number of computer viruses is hard to determine, but according to Statista there were over 6 billion malware attacks in 2023 alone costing companies almost $5 million on average per breach, and its predicted that the total cost of malware to companies, governments, people and so forth will hit a staggering total of $10 trillion worldwide this year.




The Mobira Cityman was one of the first cellphones in the 1980s.Credit: Jamshid Nurkulov via Wikimedia Commons



As an HRO, you know how important cybersecurity is to your clients and their worksite employees. That’s why it’s essential to choose an HR software provider that offers state-of-the-art System and Organization Controls 2 (SOC 2) compliance as well as data monitoring and encryption and multifactor authentication, etc. Keeping your data and your clients’ data secure is imperative in today’s workplace, especially since identity theft numbers continue to rise. In 2023, the Federal Trade Commission logged over a million identity theft reports costing consumers more that $10 billion.



The workplace is changing faster than ever before with no signs of slowing down.



The only way to keep up is through automation and innovation—something PrismHR has focused on since Day One. In our next installment, we’ll focus on 1995 the year Toy Story, the first fully computer-animated feature film debuted, and a graphical user interface software called Windows 95 offered a start button, task bar, recycle bin and desktop shortcuts.



Don’t worry, we’ll have our grunge shirts and khakis ready.



Learn more about recent PrismHR innovations.

### Under the Weather? Not Much Time, Clarity on Michigan Paid Sick Leave Changes

The name Michigan comes from the Chippewa word Michigama, which means great or large lake. When it comes to paid sick leave in the Wolverine State, it’s bigger than a lake and more like a sea of uncertainty for companies and HR outsourcers (HROs) who handle payroll for them.  



It’s hard to go with the flow when no one seems certain which way the potential watershed payroll-related moment is heading.  



Don’t worry: There’s plenty of time to prepare for Michigan’s upcoming paid sick leave changes ... as long as your countdown timer uses seconds rather than hours or days. With a Feb. 21, 2025, deadline looming, there’s still no clarity on what exactly is about to happen. 



Taking a Step Back 



In 2018, a voter initiative was intended to appear on the ballot regarding Michigan’s minimum wage and sick-pay requirements. However, the vote, never happened because the Michigan Legislature adopted the proposed requirements before the election.  



The measure would have boosted the minimum wage to $15 per hour by 2027 and upped paid sick-leave time to 72 hours a year for a company with 10 people or more and offered 40 hours of paid sick time and 32 hours of unpaid sick time for employees at smaller companies.  



Almost immediately after the election, the Michigan Legislature gutted these requirements before they took effect, by adding a 50-employee-count threshold to offer any sick leave while reducing the maximum leave to 40 hours a year. However, following years of litigation, last July the Michigan Supreme Court ruled 4-3 that the Legislature acted unconstitutionally in changing a citizen-initiated statute so quickly after the election.   



But wait ... that’s not all.  



After the 2024 elections, the Michigan House is now controlled by Republicans with a 58-to-52 majority after being Democratic-controlled from 2023 to 2024. Democrats continue to hold the Michigan Senate, but with a slim 19-18 majority with one vacancy.  



On Feb. 5, a Senate Finance bill was introduced that would change the threshold to 25 employees before the full 72 hours of paid sick time kicked in. Then businesses with fewer than 25 workers would fall under the 40 hours paid/32 hours unpaid requirement. Meanwhile, a competing bill passed by the House would return the state to a 50-employee threshold with businesses under 50 employees not required to offer any leave at all. 



Either change has significant but vastly different implications for small and medium-sized businesses (SMBs) and the HROs managing their sick-leave plans.   



Gov. Gretchen Whitmer, a Democrat, recently told the Detroit Free Press: “They’ve got to work together.” She added, “It’s a Republican-controlled House now and a Democratic-controlled Senate. I think that there probably is common ground to be had, and we're trying to encourage those conversations to move along.” 



What does this all mean for you and your SMB clients working in Michigan? It’s hard to say. 











What potential legal changes are in store for 2025? Download “25 Payroll & HR Legal Developments to Watch in 2025” to see what we’re keeping an eye on for you and your clients. 







Earned Sick Time Act At-a-Glance



As of Feb. 21, Michigan employers must comply with the upcoming Earned Sick Time Act (ESTA). Here are the key provisions that differ from the Michigan Paid Sick Leave Act:




Universal Application: Every employer must provide paid sick time to all Michigan employees as the 50-employee threshold and employee-based restrictions are limited.





Increased Accrual Rate: Paid time off (PTO) must accrue at one hour for every 30 hours worked, which is up from the current one hour for 35 hours requirement.





Increased Annual Usage Limit: Employees can use 72, instead of 40 hours, annually. Smaller employers can treat hours over 40 as unpaid time off.





Unlimited Carryover: No carryover cap applies. Currently employers can limit carryover to 40 hours or provide no carryover if the PTO was frontloaded.





Nuanced Rate of Pay: Employees must be paid at their normal hourly rate, which is defined as the average rate in the prior pay period.




Employers should continue following these guidelines unless the legislature passes amendments. Learn more on the Michigan Labor and Economic Opportunity website.



Best Practices for HROs and Their Clients



Given the legal uncertainty, HROs that work with Michigan clients should take a proactive approach to compliance. Consider the following best practices:




Stay Informed: Monitor for quick-moving legal developments in Michigan that could modify the new requirements.





Review Policies Regularly: Ensure your clients’ paid-sick-leave policies comply with current ESTA requirements but remain flexible in case changes are mandated.





Employee Notice: Ensure employees are informed about their rights under existing policies and any potential changes on the horizon.





Update Your HR Information System (HRIS) Configuration: As clients adopt new sick-leave policies, corresponding updates must be made to your payroll platform to ensure proper sick-leave accruals and employee compensation.





Consult Legal and HR Experts: Engage with employment law attorneys and HR compliance specialists to navigate evolving sick-leave regulations—especially if there are midyear changes after a new policy has already been implemented.




Conclusion



The Michigan sick-leave situation remains a moving target, with the potential for major compliance challenges depending on the outcome of pending legislation. HROs should stay alert to potential legal shifts and prepare for possible changes that could significantly expand employer obligations. By staying informed and proactive, HR teams can ensure their organizations remain compliant and ready for whatever comes next.



PrismHR will continue to monitor these and other payroll- and HR-related compliance issues for you and your clients.



There’s no reason to feel under the weather when it comes to compliance.



Note: This blog was compiled for informational purposes only and should not be considered legal advice. If you have specific legal questions, we recommend you contact your legal adviser.

### Workforce Management: Time Is of the Essence, Time Is a Valuable Thing

Companies struggle to manage time even though time is of the essence. Always has been, always will be. 



That phrase, “Time is of the essence,” is something you hear occasionally in films and TV shows when things are about to heat up, but it’s also a legal term meaning that one party is contractually obligated to get something done in a certain amount of time. 



In the world of workforce management, time isn’t always on your side if your time-management solution has a hard time keeping up with the times.  



That is the essence of the problems, and those types of frustrations tend to continue to occur time after time. 











Learn about PrismHR Workforce Management by downloading our white paper. 







Employees Get Frustrated, Too



Time is not only an issue for companies. Employees have them, too.



A recent study from Temple University found that workers get frustrated when their time is wasted. Wasted time was defined as whatever interferes with an employee’s ability to obtain goals. And, when one employee is wasting time, chances are it will eventually waste the time of a productive worker waiting on someone who tends to dilly-dally or perhaps spends too much time doing things other than their work duties.



“Your goal may be to have fun and be happy, or to get your work done,” said Brian Holtz, an associate professor in Temple’s Fox School of Business and Management, in a Temple Now interview. “If someone is intruding on your time in a way that prevents you from accomplishing whatever your goal may be in that moment, that is going to be deemed as a waste of time.”



Holtz’s co-researcher, Crystal Harold, who is the associate dean on the program, added in the article that: “We found, probably not surprisingly, that when a person perceives that their time is wasted by others in the workplace—whether those are one’s boss, one’s co-workers, even one’s customers—that is a frustrating experience.”



But there’s frustration to go around.



So Frustrating



Your small and medium-sized business (SMB) clients experience the same types of frustration—but time-wasting also hurts productivity and profitability.



There are so many time-wasters out there, of course, that tempt employees every day, including:




Emails





Social media





Texts





Coffee breaks





Lunch breaks





Gossip breaks





Breakin’ 2: Electric Boogaloo Reddit rabbit hole breaks




You name it; the list goes on!



Let us break things down for you: Without an advanced Workforce Management solution in place that can bring your clients robust time management capabilities and advanced scheduling options, your clients might be timed out.



To help limit time-wasting, a state-of-the-art workforce management tool will allow companies to keep track of where their employees are clocking in and out from via geofencing. That helps eliminate so-called “buddy punching” because the employee needs to be where they say they are to punch in. No wasting company time getting breakfast when they are already on the clock.



PrismHR’s Workforce Management solution offers several valuable tools to help keep productivity up and scheduling precise and simple, including these features: 




Recommendation Engine: Includes weighted criteria to help make scheduling recommendations easy. 





Shift Planner: Offers drag-and-drop functionality to help manage staffing needs. 





Conflict Identification: Brings clear visibility to scheduling to help avoid conflicts. 





Overtime Manager: Controls overtime costs by helping companies manage their workers’ hours better while saving money. 




Whether it’s the employees’ time or the company’s time, wasting it is never a great strategy. After all, time is of the essence—but time is also a very valuable thing. 



Learn more about PrismHR Workforce Management. 

### Game On: PrismHR’s HCM Solution Helps Clients Play the ‘Long Game’ in Employee Retention

Keeping the best employees is the name of the game and has been for generations. The longer they stay, the more it will benefit the organization.



That's especially true for smaller businesses with smaller bottom lines; they simply can’t afford to lose great people. They are hard to replace, and who can fill the void?



Unless you’re lucky enough to have an in-house candidate who can jump in right away, finding a replacement takes time. One survey found the average time it takes to hire for a position is 44 days. Depending on the type of role, onboarding can take 90 days or more for a new employee to get fully up to speed. For a manager under pressure to ensure there isn’t a slip in output, that’s a stressful four months of trying to get back to where you had been before a top employee Michigan J. Frogged their way out the door.



Do your small and medium-sized business (SMB) clients have that kind of time to spare?



Hiring is even more challenging nowadays. The unemployment rate is 4.1% at this writing, and has been hovering around 4% since the end of 2021. We even saw an unemployment rate as low as 3.4% in April 2023, which was the lowest in half a century.



The talent pool is simply smaller these days, even though some are predicting the pendulum will start swinging back in the employer’s favor (subscription required) in 2025. Although Gen Z still has flexibility and perks in mind, so they might have something to say about rigid policies.



A Real Keeper



In the past, some companies have turned to out-of-the-box ideas to help ensure new employees are in it for the long haul.



Zappos, Amazon and Trainual to name a few have offered to pay new employees thousands of dollars to quit the company after a short period of time—if they aren’t satisfied with the job or don’t feel like it’s a good fit.



It’s an interesting tactic credited to the late Tony Hsieh, who instituted the policy at Zappos, the online shoe retailer, in the 2000s. It certainly gets the media’s attention when these ideas surface, but there are other tactics your clients can use to help retention.



Achievers, which is an employee recognition tool, lists 15 strategies headlined by employee engagement, including pulse surveys and HR chatbots to help companies keep up with how engaged their employees really are.



Recognition and rewards is the No. 2. reason listed. Achievers cites Brandon Hall Group research that found that employees who are recognized multiple times per month are 41% more likely to stay put. Another tactic that was high on the list was professional development and getting employees the training they need to continue their career growth. Of course, having an outlet for them to move up in the company is important to retention, too, otherwise you might be training them to just move on.



It goes without saying, but compensation and benefit offerings will always be a part of retention strategies. While money isn’t the only thing, it will always be an important thing for employees.



What to Do?



Turn to tech!



According to the Society for Human Resource Management’s (SHRM’s) article “7 Workforce Trends That Will Shape HR in 2025,” (subscription may be necessary), No. 3 on the list is “People Analytics Shaping the Future.” As the article explains, “People analytics can reveal a variety of insights. Combing through employee engagement survey data, for example, can help companies determine employee morale or recurring reasons for departure or turnover.”



If only there was a way to give your clients the ability to monitor things like that on their own. Oh, there is. 



PrismHR’s HCM solution was rolled out in 2024. It’s an all-in-one HCM platform that includes advanced reporting tools, including data visualization and dashboards, that help your clients and worksite managers Report Center to help your clients and worksite managers better understand their workforce and monitor developing trends.



With PrismHR HCM, your clients can dive into retention-related topics like:




Turnover on the rise? Compare salaries across departments. Is someone else in a different department paying more for a similar job description?









Employee burnout present? Take a look at overtime stats. While overtime affects a company’s bottom line, too much of it could also be a sign that an employee is working longer hours just to keep up.









How long have they worked at the company? Look at tenure. If someone has put in five years with a company without a promotion, it might be time to look at their career path.




That’s just for starters.



Mikey Shulman, a finance lecturer at the MIT Solan School of Management, once said, “Since most of the world’s data, including most real-time data, is unstructured, an ability to analyze and act on it presents a big opportunity.”



We couldn’t agree more.



The “game” is changing. As your clients grow and graduate from a Professional Employer Organization (PEO) or Payroll Service Bureau full-service model to an in-house, self-service model you can help your clients play the “long game” in terms of retention and recruiting with PrismHR’s HCM solution.



Game on!

### Bigger Paydays for Payroll Service Bureaus



### Same as It Ever Was: 3 Workforce Trends to Watch in 2025

What does the future hold for businesses in 2025? 



Perhaps Peter Cappelli, director of the Wharton Center for Human Resources, has new-wave band Talking Heads’ “Once in a Lifetime” on his Spotify list. He recently told Knowledge at Wharton that, when asked about the future of work, he always says, “The future looks like the past.” 



In other words, “Same as it ever was.” Just don’t tell the writers of Severance! 



“If you go out a few years,” Cappelli told Wharton Business Daily, “it could look like a big change. If you’re in the middle of it, it doesn’t feel like quite so much.” 



Cappelli also posited that the low unemployment rate, which has been no higher than 4.2% since November 2021, has made it easier for employees to demand more from their employers in terms of salary and workplace flexibility. That’s because there are fewer people available to fill open positions. 



According to the Blue Chip Survey from Wolters Kluwer, which surveys about 50 economic forecasters, the consensus is that the unemployment rate will tick up slightly to 4.3% in 2025. By the way, the average for gross domestic product growth is predicted to be 2.5% while the Consumer Price Index inflation rate is forecasted to hit 2.8%. The third GDP estimate was at 2.8% for the third quarter of 2024 (the most recent data available) while the CPI rose 2.9% last year (seasonally adjusted). 



For Professional Employer Organizations (PEOs) and HR outsourcers (HROs), what the future holds for employers—particularly of the small and medium-sized business (SMB) variety is essential. The more workers staying put and coming on board is obviously a good sign for SMB growth, but it also helps an HRO’s bottom line. More worksite employees means more revenue opportunities for HROs.  



While no one can predict the future, here are some workforce trends to keep an eye on in 2025. 



1. Turnover 



According to Wharton’s Cappelli, many employers are not keeping track of turnover numbers, which is an opportunity for you. With the reimagined PrismHR Report Center, you can offer your clients and prospects key analytics on turnover and other HR-related information in an easily digestible format thanks to Data Visualization. 



Turnover, whether voluntary or involuntary, is usually disruptive as other workers are often asked to pick up the slack—if they even can—but it’s also costly. In 2022, the Society for Human Resource Management (SHRM) put the true cost to replace a worker who leaves, including lost productivity, recruiting costs, potentially paying more money to a new hire at current rates, etc., at three to four times the leaving-worker’s salary. That would mean a job paying $50,000 could cost a company between $150,000 and $200,000 to replace. 



It’s an expensive cost for any business, but especially a smaller business. 



That leads us to another area to keep an eye on: workplace culture. 



2. Workplace Culture 



Workplace culture challenges are nothing new.  



Back in 2014, a Towers Watson & Co. survey revealed that inadequate staffing was the top source for workplace stress. As Workforce magazine reported at the time, “Pressure-cooker work climates threaten long-term productivity, employee engagement, corporate reputation and talent retention.”   



Another thing to keep an eye on for 2025 is return-to-office policies. While there have been some high-profile companies like Amazon that have made in-person work mandatory for their employees, the number of people who teleworked in 2024 only dropped 2 percentage points in 2024 to 46.1% in December from 48.5% in January. Still, that’s down quite a bit from the 54.5% in October 2022, according to the U.S. Bureau of Labor Statistics.  



This, of course, was before President Donald Trump signed an executive order mandating federal workers return to their offices.



Many of the SMB clients you work with might not be able to accommodate work-from-home policies depending on their type of business—hard to prepare and serve food remotely, for example—but the ones that have been offering a fully remote or hybrid situation should weigh the pros and cons of bringing workers back into offices. 



As a Forbes article recently stated, advise your clients to think “much more holistically about the reasons why employees should go to the office” before making a decision that could affect workplace culture. 



If companies are downsizing or colleagues are leaving because of a poor workplace environment, that affects HROs as well. 



Again, if a worksite manager could drill down to see if an event, such as a return-to-in-person-work policy, could affected turnover, then that’s an easy workplace culture problem to diagnose through advanced analytics. 



3. Salaries and Benefits 



Will employees cash in in 2025?  



According to World at Work, a total-rewards association, the median salary budget increase in 2025 is projected to be 4%, which would be the same as 2024. The Conference Board is just a smidge more conservative in their prediction. They are expecting a 3.9% budget increase for salaries this year, which would be up from 3.8% the previous year.  



Of course, pay transparency will be a bigger issue in 2025 for some states. California and Illinois already require large employers to submit state-specific pay data reports with Massachusetts joining the party March 1. Being able to generate pay data makes it easier for your clients to stay in compliance.  



In terms of benefits, SHRM notes five potential trends for 2025—menopause support; paid-leave programs; student loan benefits; lifestyle and wellness spending accounts; and mental health benefits.  



As an HRO, you help SMBs get access to great benefits through the co-employment model. With the PrismHR Marketplace in full growth mode thanks to several launches planned in 2025, you and your clients will continue to get a large variety of great benefit options that work best for you, them and their worksite employees. 



The Future  



We all know that tech is and will continue to be one of the most important tools driving innovation in the workforce, especially as artificial intelligence (AI) continues to disrupt the work world. In fact, longtime industry analyst Josh Bersin predicts 2025 will be the year of the “Superworker.” Meaning? “An employee empowered and supported by AI. In a world where AI agents support every employee, a Superworker can step up their value, productivity and output by learning to optimize their use of AI systems.” 



PrismHR will continue creating the innovative tools you and your clients need to compete in today’s and tomorrow’s workforce.  



As Mark Scout (Adam Scott) says in Severance: “Every time you find yourself here, it’s because you chose to come back.”  



We’re in agreement with Scout here, but it doesn’t have to sound so heavy! With PrismHR innovation and insights, your clients will definitely want to keep coming back for more to help their business grow.  



With PrismHR technology, the future is now for you and your clients. So, yes, the future looks like the past in terms of constant HR tech advancements and capabilities. Yep, same as it ever was. 



Learn more about PrismHR's HRO solutions.

### 25 Payroll & HR Legal Developments to Watch in 2025



### 5 HR-Related Regulatory Developments to Keep an Eye on for 2025

2025 promises to be a busy year for labor law as a new administration returns to the White House. Of course, it’s not just federal changes we’re keeping an eye on. There are a plethora of state initiatives coming down the pike as well.  



Our job is to help you and your clients stay in compliance by keeping track of any regulatory changes that could affect how you pay your clients' employees or manage their benefits.



To get you ready for the wild ride that might be headed our way, PrismHR has compiled a list of "25 Payroll & HR Legal Developments to Watch in 2025" as well as our suggestions on how to handle those changes or potential changes.   Grab your bag of popcorn. Things could start popping up in the coming months. Here are a few areas we’re keeping an eye on for you and your clients. 








E-Verify+ Expansion: E-Verify+ will streamline the employment verification process in 2025. The new system integrates the completion of the Form I-9 into the verification service via a digital platform, and allows employees to carry their verification to subsequent employers. The U.S. Citizenship and Immigration Services (USCIS) first launched E-Verify+ on a trial basis in May 2024. By November, 2,500 employers were registered to use the service. While current system limitations may dissuade some employers, look for improvements and increased adoption in 2025.  





Mandatory E-Verify for All? E-Verify is optional for most employers, except where required by state law and federal contractors. Reports indicate President Donald Trump supported some form of mandate during his first term, though it never materialized. Additionally, in June of 2024, six senators, including Vice President-elect JD Vance, introduced the Mandatory E-Verify Act to phase in the requirement for all private-sector employers. While the bill is still in its early stages, it keeps mandatory E-Verify on the table in 2025. It also suggests that alternative measures to spur voluntary adoption could be on the horizon if it fails to advance.  





Job Posting Requirements Coming to a State Near You: Under the Equal Pay for Equal Work Act, which went into effect in 2021, Colorado was the first state to require employers to disclose compensation ranges and benefits to prospective employees in job postings. While other jurisdictions have slowly adopted similar provisions since then, 2025 will mark the biggest expansion yet. There are five states that have entered or are entering the fold this year: Illinois and Minnesota (went into effect Jan. 1); New Jersey (June 1); Vermont (July 1); and Massachusetts (Oct. 29).  





Federal Construction Contractors: On Nov. 25, 2024, the Office of Federal Contract Compliance Programs reinstated the CC-257 Monthly Employment Utilization Report for federal construction employers. This report details employee count and hours worked broken down by employee construction trade classifications, race/ethnicity and gender. Reports are due by the 15th of every month for the prior month, with the first due April 15, 2025.  





Minimum Wage Expansion: With the federal minimum wage stuck on $7.25 since 2009, a growing number of state and local jurisdictions have adopted or increased their own rates year over year. On Jan. 1, 2025, alone, rates increased in 48 local jurisdictions and 21 states. By the end of 2025, at least 88 jurisdictions will have made updates, which is up 22% from 72 jurisdictions in 2020. Interestingly, both Alaska and Michigan will have two rate increases this year because of a successful ballot initiative and resolution of long-standing litigation about a ballot initiative, respectively. 




Download the new white paper “25 Payroll & HR Legal Developments to Watch in 2025” today to learn more about the other potential changes on our radar.

### Positioning PEOs as Game-Changers in Supporting Worksite Employees’ Well-being

Guest Blog by Ryan Churchill, Senior Sales Executive, Guardian Life Insurance Company



Ryan Churchill,  Senior Sales Executive, Guardian Life Insurance Company



As the workforce continues to evolve, worksites may be under greater pressure to prioritize their employees’ well-being.



In a landscape where talent acquisition and retention are highly competitive, small and medium-sized businesses (SMBs) need to offer benefits that not only appeal to new talent but also keep existing workers healthy, happy and engaged. Approximately 77% of employers who use a Professional Employer Organization (PEO) agree that they place a higher priority on providing better benefits than employers that don’t.



This is where PEOs have an opportunity to position themselves as invaluable partners to their prospective worksites. From benefits administration to compliance support, PEOs can play an important role in providing HR services to help smaller worksites access resources usually only available to larger firms. However, many worksites may hesitate to become PEO members because of concerns about the upfront expense. This challenge presents an opportunity for PEOs to showcase the substantial benefits they can help provide through offering comprehensive HR solutions that sustain worksite employee wellness and foster ongoing organizational growth.



The Need for Comprehensive Benefits for Worksite Employee Well-being







In the past few years, worksite employee well-being has significantly declined across physical, mental and financial health. As such, it’s important that organizations offer benefits that support workers across all pillars of wellness and at crucial life moments.



This is where PEOs can help make a difference. In presenting themselves to clients, PEOs may wish to highlight the richer mental and physical wellness benefits and policies they’re able to offer, which can play a significant role in supporting worksite employees’ health and happiness both inside and outside of the workplace.



Smaller organizations that use a PEO are 57% more likely to offer a behavioral health program, positioning themselves to better support their worksite employees’ mental health. Additionally, 80% of employers say that improving their worksite employees’ financial confidence is their top priority, and they also offer fi nancial protection and supplemental health products at a higher rate than organizations that don’t work with a PEO.



Supporting a strong and healthy workforce through robust benefits like these can often provide significant savings to the organization through reduced claims costs, absences and worksite employee turnover.



The Expanding Reach and Impact of PEOs



In positioning themselves to prospective clients, PEOs must demonstrate that they're not just HR service providers; they can be strategic partners in helping organizations grow and succeed as well. As worksite employees’ needs continue to change, PEOs can serve as an essential support system.



One significant change involves the shift toward digital benefits administration and communication. Nearly 7 in 10 small businesses with fewer than 100 worksite employees still use mostly paper-based processes to collect employee enrollment information, which demonstrates a significant opportunity for partnership. PEOs can help organizations streamline these activities—which can be especially helpful to smaller organizations that might lack the resources or knowledge to support digital processes—helping to optimize benefits enrollment, management and ongoing communications over time. In fact, organizations that work with PEOs lead in digital adoption, as 68% of organizations that have highly digital benefits processes work with a PEO compared to only 41% of those that don’t work with one.







The Role of PEOs in Driving Business Growth



Organizations that partner with PEOs are typically more successful across several measures than those that do not. Many of these organizations often find that the range of HR services and support provided by PEOs allows them to better focus on their core operations—while the PEOs help remove the stress and pressure associated with administering HR activities.



Organizations that work with PEOs often experience lower turnover rates, higher employee engagement and greater revenue growth. Nearly 8 in 10 organizations that work with a PEO have experienced significant or moderate growth in the past three years compared to about 6 in 10 organizations that don’t work with a PEO. Similarly, 80% of smaller organizations using a PEO say they anticipate significant or moderate revenue growth in the next three years compared to 65% of those that don’t. Finally, organizations using a PEO are also more successful in retaining their worksite employees, as PEO clients have 10% to 14% lower employee turnover.



The Value in PEO Partnerships



The upfront cost of a PEO partnership can pose a concern to many organizations, yet the long-term advantages of this investment often significantly exceed the initial expense. Given this reality, it’s important for PEOs to demonstrate the various areas that they can provide value for years to come—including reducing turnover and absenteeism and helping to increase engagement and job satisfaction—by offering benefits that are meaningful to worksite employees and support their overall well-being.



What are the next steps for PEOs striving to present themselves as key partners in worksite employees’ well-being? Here are some strategies for PEOs to keep in mind:




Ensure your benefits package includes offerings that worksite employees need.



Work with carriers that offer the most in-demand benefits.



Be a resource on benefits technology.



Advise on benefits communication and enrollment strategy.



Help clients manage benefits and compliance.




Interested in learning more? Check out our report, "The Power of PEO Partnerships: How professional employer organizations can help their clients support employee well-being"



Unless otherwise noted, all data is sourced from Guardian’s report, "The Power of PEO Partnerships: How professional employer organizations can help their clients support employee well-being," 2024.

### PrismHR Year in Review 2024: Hardly the Final Frontier

The universe is expanding, and so, too, are PrismHR’s capabilities. Rapidly.



PrismHR unleashed a lot of innovations this year designed to help you and your clients succeed.



From our first update of 2024 related to a general ledger invoice on our Application Program Interface (API) to our Human Capital Management (HCM) integration with Workforce Management, the year was all about powering up our customers and their clients.



So if we were channeling a certain futuristic space-related TV show, we might say something along the lines of: 2024 was all about “boldly going where no one has gone before” ... in the HR outsourcer space.



Let’s begin our trek.



Q1 Highlights



Beam Me Up Better Data: The big story for the first quarter of 2024 was clearly the release of Data Visualization and Advanced Data Access with the beta release of the new Report Center because your data has a story to tell! Also report customization through ad hoc reports and the ability to join datasets (even from external sources) truly puts the power of HR analytics in your hands.



See More and Prosper: PrismHR’s Employee Portal saw big improvements in the first quarter. First, we listened to you. You asked for a Total Compensation Dashboard, and you got it. This helps employees see not just their salary but also benefits and other employer contributions in one place. It’s a total game-changer.



Embrace the ‘Highly Logical’: How about Enhanced Manager Self-Service Functionality for pay rate changes, position changes and status type among other things? Sounds good to us, too. After all, in the age of “There’s a YouTube video for that,” DIY functionality will never go out of style.



Remember that We Cannot Change the Laws of Physics, but ... In Benefits Administration, we were happy to add the ability to quickly import benefits rates, premiums and billing rates.



Know Superior Ability Breeds Superior Ambition: Last but not least, PrismHR released an Enhanced SuperBatch function to improve payroll efficiency and insights.



So what else was happening at PrismHR? Let’s explore some unchartered territory.



In the first quarter, we were ...



January 2024 Recap




Explaining advancements in Data Visualization ...









Talking PEO Startup Tech ...









And saying hello during our first of many out-of-this world CSM and partner site visits for the year ...








February 2024 Recap




Talking about cool tech trends ...









Celebrating Employee Appreciation Day ...









And talking HRO tech at the Slavic401k Conference ...








March 2024 Recap




Having Kevin Andrews preview PrismHR LIVE ...








Q2 Highlights



Find the Way Out of Every Box: Configurable dashboards arrived for Report Center! With beautiful, easy-to-read charts to give you the slice of the pie or pie chart you’re looking for, Data Visualization had finally come with boxes, circles and rectangles of data to suit your and your clients’ needs. Not much of a builder? No worries. We released pre-built dashboards for our most popular reports.



Putting You in the Captain’s Chair: PrismHR is obsessed with finding ways to save you and your clients time, so we were delighted to offer new timesheet-entry capabilities for worksite managers through Employee Portal. No more need for managers to login to the PrismHR backend to manage time!



Let the Needs of the Many Outweigh the Needs of the Few: Making things more efficient for you and your clients is always our priority. In Onboarding & Benefits Enrollment, we gave users the ability to duplicate forms and workflows to make benefits season or any season less painful in terms of data entry. With self-service functionality, it’s easy for employees to edit their dependent information as well.



In the second quarter, we were ...



April 2024 Recap




Showing off our adorable pets for National Pet Day ...









Celebrating 100,000 followers on LinkedIn (and, of course, there’s always room for more!) ...









And talking HCM with Payroll Service Bureaus at the TPG 2024 Annual Conference in Scottdale, Arizona ...








May 2024 Recap




Giving some love to our amazing customers for National PEO Week ...









Excited to announce our new, modern, intuitive UEX, which is helping you retain clients and win new business, was being  recognized with a Stevie Award ...









And counting down the days till PrismHR LIVE (and the seconds, too) ...








June 2024 Recap




Talking tech innovation and having fun at PrismHR LIVE in Nashville ...









Announcing the upcoming PrismHR Tax solution ...









And showing you the benefits of a self-service solution ...








Q3 Highlights



Accelerate at Warp Speed: With our new Restartable Payroll Engine functionality, you can just restart from an error point without having to take it from the top. With this innovation, it’s full speed ahead for payroll processing.



Make It So: We heard that filtering and sorting client overrides in Employee Portal was a bit challenging before as a manual process, so we made it more efficient with view, filter and sort functionality.



Ir Atrevidamente a Donde Nadie ha Ido Antes: PrismHR is now proud to offer Spanish-language support for Benefits Enrollment. ¡Si! This is big news for your clients and their workers.



In the third quarter, we were ...



July 2024 Recap




Launching our new Time & Attendance tool: Workforce Management ...









Helping you clear hurdles with PrismHR’s HCM ...









Keeping an eye on compliance issues, as always ...








August 2024 Recap




Explaining the importance of geofencing for time-tracking ...









Teaching you how to improve sales demos ...









Checking in with a good friend ...








September 2024 Recap




Celebrating National Payroll Week ...









Proudly donating to NAPEO Gives Back ...









Featuring how we power up PEOs ...








Q4 Highlights



Find a Solution to Every Puzzle: To improve the User Experience with Report Center, PrismHR will be redesigning the homepage to improve accessibility and usability. It’s a change you can cling on to in your marketing efforts.



Make Sure that History Never Forgets the Name: That name is Data Access. With the new Employee Portal update, worksite managers get access to payroll history, general ledger (GL) data and invoices.  



Join the Next Generation: We can’t wait for this one, and we’re sure you’ll be excited, too. In 2025, we’ll be offering position description and salary analysis powered by AI.



In the fourth quarter, we were ...



October 2024 Recap




Catching up with our good friend Pathik Mody at Trion Solutions ...









Paying a visit to our partners at Paychex ...









Pointing out the importance of cybersecurity ...









And giving a shoutout to our own amazing chief information security officer, Dwayne Smith, on being named a Top Global CISO in the World. This is the second year in a row BTW!








November 2024 Recap




Offering a “power up” to our ClientSpace customers with our first workshop in Sarasota, Florida. If you missed it, don’t worry. We’ll be doing it again in 2025. Stay tuned for details.









Filling your cup with information about how our innovations help you and your clients succeed, we hosted more than 100 webinars with more than 40,000 registrations in 2024. Our recent Top Product Innovations of 2024 was one of our most-attended sessions of the year showing you the new tech that can help your business grow. Watch for many more webinars coming your way in 2025!









Giving your experts added credibility. PrismHR is now proud to offer Payroll Specialist Certification verifying that the holder is proficient in using PrismHR’s Payroll module to help you win more business.








Starlog 2025 and Beyond



Space may very well be the final frontier, but in terms of technological innovation for HR outsourcers and their clients, this is hardly the final frontier. There’s a universe of opportunity awaiting in 2025 and beyond, and PrismHR will continue to push forward to help you and your clients’ business reach new heights as we celebrate our 40th year.

### Let PrismHR’s Comprehensive Tax Solution Complete Your HRO Offering

Fans of the 1996 romantic comedy Jerry Maguire might recall one of the most famous lines from the film when Jerry (Tom Cruise) says to Dorothy Boyd (Renee Zellweger): “You complete me.”



In other words, there was something missing from Jerry’s life, and his relationship with Dorothy and her son showed him just what he was missing out on by focusing so much of his time on one area of his life—his job. By letting them into his life, he gained new insights into what was truly important. It doesn’t get much more holistically focused than that.



At PrismHR, we believe taking a comprehensive approach to taxes takes the burden of keeping up with new and ever-changing regulations off you. It also allows you to focus on other parts of your business—namely delighting your clients and talking with prospects.



Nobody would mistake payroll taxes for a budding romance ... but the benefit of a comprehensive tax solution can be a lovely thing that can lead to a long-term relationship with your clients.



So to paraphrase Jerry, let us help you help them by keeping up to date on the latest tax laws coming down the pike or potentially coming to a city or state near you.



You Had Me at Hello



Hello! With a new administration coming in, it’s clear that taxes will be a key focus in 2025. They also could be a potential pain point for businesses regardless of what the makeup of the 119th Congress looks like. Also, how much proposed tariffs will factor into the taxation equation for 2025 remains to be seen.



Here are some of the things we’re keeping an eye on for 2025. We’ll start with the 2017 Tax Cut and Jobs Act, which is set to expire. As the Tax Policy Center explains, “The TCJA permanently lowered the corporate income tax rate from 35 percent to 21 percent, but it also reduced the value of some business tax breaks to help keep the lost revenue within the Senate’s budget reconciliation parameters.”



And there’s no need to get salty, but the state and local tax (SALT) deduction is on the table. President-elect Donald Trump is reportedly seeking to repeal the $10,000 cap on SALT deductions. SALT is actually part of the TCJA, and it was signed into law during the first Trump administration.



Also on the “Don’t Have to Show Me the Money” front is taxes on tipping, which we discussed in the run-up to the election. Both presidential candidates promised they would exempt tip income from taxation, so tip earners could enjoy a bigger slice of the pie.



You Can Compete with That ...



On the state side, the Tax Foundation has a good overview of what’s going on with state taxes for 2025. In case you were wondering, Wyoming, South Dakota and Alaska are ranked as the top three states in the 2025 index in terms of how they structure their tax systems. California, New Jersey and New York were ranked 48th, 49th and 50th, respectively, based on a number of reasons, including their complex tax structure and higher tax rates.



Speaking of New York taxation complexities, coming to an Empire State near you, is a heaping helping of significant changes to quarterly tax reporting. Specifically, starting in April 2025, you will be required to file all three components of the NYS-45 together on one tax return, and, on Part C, separate state from local income tax withholding by employee.



New York is also well-known for its “Convenience of the Employer” rule, which treats the income of out-of-state remote workers who report to a New York-based company, as New York income, if the employee is working remotely for their convenience. With a rise in remote employment, New Jersey instituted a similar rule last year, which applies to remote workers in states like New York, which have their own rule.



California was the first state to establish a Paid Family Medical Leave program in 2004, offering benefits when a health condition causes an employee to miss work, whether it’s because of their own health issues or a family member’s.  From 2025 through 2026, programs will also begin in Maine, Delaware, Maryland and Minnesota. This will bring the number of U.S. jurisdictions with mandated paid family medical leave to 14, including New York and New Jersey.



“States do not institute tax policy in a vacuum. Every change to a state’s tax system makes its business tax climate more or less competitive compared to other states and makes the state more or less attractive to business,” according to the Tax Foundation.



A comprehensive tax solution should pay as much attention to state initiatives as federal ones. Things get even more complicated for PEOs or Payroll Service Bureaus that work with clients in multiple states, so that’s why PrismHR constantly monitors tax regulations for you and your clients.



Subplot: Detroit is poised to accept cryptocurrency for taxes and city fees. Who had that on their bingo cards?  Show of ✋s? Sorry, we don’t handle crypto payments, but we’ll keep an eye out for further developments just in case it’s the start of a trend.



We Will Not Rest ... 



According to a recent National Association of Professional Employer Organizations (NAPEO) survey, the three biggest ways PEOs help small and medium-sized businesses (SMBs) are by giving them:




Access to Fortune 500-like benefits





A boost in retirement savings plan participation





Assistance from HR professionals




That last benefit is not just a bonus for organizations wanting to stay in compliance with any tax-related compliance issues, but a “show me the money” kind of play for any HR outsourcer.



As an HRO, you work in a world filled with tough competitors. So having someone else available to worry about tax-related payroll changes should give you the strategic advantage you need to compete. After all, as Dorothy says in the film: “Maybe love shouldn’t be such hard work.” We would add, keeping up with tax changes shouldn’t either, but point taken.



Let us complete your HRO offering  with our comprehensive tax solution.



Our technology helps more than 100,000 businesses stay in compliance while removing the guesswork for HR outsourcers (HROs) through our solutions and decades of experience and expertise. Learn more about PrismHR.

### The Time Has Come for a Better Way to Check the Time

It’s time to talk about time tracking and scheduling. The time-space continuum may not depend on it, but your clients’ businesses will.   



Quanta Magazine recently published a report on the evolution of theories involving space and time. In one article in the series, the author wrote: Many physicists “think reconciling Albert Einstein’s general theory of relativity with quantum mechanics will require transcending the notion of space-time.” 



We’re happy to share that, at least with PrismHR’s new Workforce Management solution, Time & Attendance doesn’t have to be anywhere near that complicated. 



Changing and Engaging 



According to the Academy to Innovate HR, there are 11 key trends to look out for in 2025, and they all focus on one concept: “Embracing disruption.”  



The last trend listed is what AIHR calls “Employee Engagement 2.0,” which explains ways to get more employees engaged at work. As AIHR points out, the Gallup survey on employee engagement numbers have been consistent throughout the years (going back to 2000) with the highest engagement rate being 40% in 2020 and the lowest being 32% in 2022. The most recent figure is 34%. 



“If HR wants to impact engagement and drive productivity,” the AIHR says, “it needs to understand the real drivers of employee engagement and inform its approach to engagement with effective, evidence-based techniques.” 



That all starts with strong data in Performance Management, of course, but what if we told you there was another indicator hiding in plain sight as to how engaged workers are? Time & Attendance tells a lot. It can tell you who is working, where they are working and if they are working as long as they should be. Conversely, it can tell you if someone is missing shifts regularly, swapping shifts consistently or clocking in from a place that they shouldn’t be, etc. These can all be leading indicators of just how engaged your clients’ employees really are. 



Engagement is just one of the business benefits of automated time-tracking and scheduling. Here are five others that will help disrupt the status quo while helping your clients innovate and invigorate their workforce.  







5 More Business Benefits of Automated Time-Tracking and Scheduling Software 



Implementing a robust time management system can help ensure cost precision, operational control and ease of implementation for your clients. It also offers substantial benefits across various areas of a business from cost savings to improved employee engagement. Here are some key advantages: 



1. Increased Efficiency and Productivity 



Who has time to manually complete a schedule on a weekly, let alone monthly, basis? Automating time tracking eliminates manual processes associated with tracking employee hours and scheduling shifts. This simplifies time-tracking processes and allows employees to focus on their core tasks rather than administrative duties. Automation also helps prevent shift conflicts and puts the onus of finding someone to fill a shift on the employee rather than the manager if the organization prefers that approach.  



Today’s HR tools offer unprecedented insights into employee performance. The wealth of data generated through advanced time-tracking systems provides invaluable insights into workforce trends and performance metrics. Organizations can analyze patterns related to employee productivity, absenteeism among other things, which can inform strategic decision-making. Leveraging data analytics helps businesses to identify inefficiencies and optimize operations. 



2. Accurate Data Collection 



Companies need to keep track of overtime to help keep costs under control and to stay in regulatory compliance. Manual time tracking is prone to human error, often resulting in inaccuracies that can cost businesses time and money. Automated systems ensure precise data collection, such as time worked, breaks taken and overtime hours. This accuracy facilitates better payroll processing and compliance with labor laws.  



Furthermore, data that is both reliable and easy to access can assist in resource allocation, which helps organizations make more-informed business decisions. Companies that either willfully or repeatedly violate overtime pay requirements can be penalized up to $1,000 per violation under the Fair Labor Standards Act (FLSA). Compliance with labor laws and regulations is critical for any small and medium-sized business. Automated time tracking systems help SMBs produce detailed reports on hours worked, overtime and employee attendance. This data is invaluable during audits and can protect organizations from potential legal issues.   



3. Cost Savings 



Have you ever tried to count the coins in a piggy bank? It might seem to be an easy task, but it’s easy to lose your count and must start over. Any redundant processes are subject to the same type of errors because human brains aren’t wired for exact repetition. That’s where digital tools can really help. By automating time tracking and scheduling, businesses can significantly reduce administrative costs associated with manual timekeeping. This includes savings on labor hours spent on data entry, corrections and reporting. Moreover, accurate time tracking helps prevent overpayment or underpayment of wages, thus minimizing financial losses. It also helps eliminate “buddy punching,” which is when co-workers clock in and out for their colleagues. That’s because employees have to be where they say they are to start and complete a shift. Over time, these savings can add up. 



4. Flexibility and Scalability 



Managing a schedule for one or two employees without technology is perhaps manageable, but what happens when a business grows and has 10, 20, 50 or more workers? It gets harder and harder. Automated time tracking and scheduling solutions can easily scale with the organization. The technology can easily accommodate new employees and even help manage shifts from multiple locations. It also can help monitor shift patterns to make better scheduling decisions.  



5. Integration with Other Business Systems 



We all know that HR is the sum of its parts, and Time & Attendance is just one component of a full suite of solutions available to today’s businesses. PrismHR’s Workforce Management solution can be integrated, of course, into a more robust suite of solutions, including Payroll, Performance Management, HCM, etc., reduces the need for duplicate data entry and streamlines operations across departments. When systems work in harmony, it enhances overall operational efficiency and provides a holistic view of the business—time after time. 



Manage Your Time 



While Time & Attendance software alone can’t solve all engagement issues in your clients’ workforce, it can be a valuable tool to help highlight areas of inefficiency and any productivity problems due to absenteeism, etc. The space-time continuum might be confusing, but managing Time & Attendance shouldn’t be.  



PrismHR’s new Workforce Management solution is an integrated, all-in-one workforce management tool that will help increase employee productivity and reduce compliance risks. It will also help reduce overtime spending through better tracking, create scheduling recommendations and reduce fraud. Learn more by downloading our white paper.  



Like we said, the time has come for a better way to check the time. 

### Payroll Systems Integration: Out of Many, One

Payroll Service Bureaus (PSBs) exist for thousands of reasons. Those reasons are the clients they serve, multiplied by all the employees they handle, times the number of hours those people work and the various tax rates that apply, plus the withholdings for benefits and accounting for paid time off. It’s a job for specialists using expert systems.



Nearly all the inputs for payroll calculations tend to come from different systems. And the data those systems provide is often changing in real time. Regardless of how fragmented the back office processing of that data may be, it all needs to come together in time for an accurate payroll run.



The more tightly integrated those systems are, the more efficiently and accurately the payroll can be processed. The ideal situation is for all those data sources to share a central platform. A Human Capital Management (HCM) system is such a platform, connecting all the necessary data feeds while providing operational benefits well beyond payroll processing.



Here’s what a comprehensive integration of payroll inputs can do for PSBs and their clients at each step of the process:



Taming Payroll Data Sources



Stand-alone payroll processing software can sometimes feel like it’s standing very much alone. It may require manual entry of time records (because any process that requires human intervention, even mouse clicks, is still a manual process). And those records may come via email that definitely requires a human in the loop. Likewise, deductions for benefits may only need to be entered once a year. But they still must be entered by hand.



If a PSB’s client utilizes an automated time-tracking solution, that can speed up payroll data collection and minimize errors… once it’s connected directly to the payroll platform. Of course, that involves two different pieces of software (payroll and time-tracking) usually joined by a third semi-custom configuration. And these might still be separate from the HR software that tracks PTO.



It’s very unlikely that payroll processors have real time visibility into employee profile changes—like marital status, dependents, or residency—that might affect tax calculations. The same applies to qualifying life events that affect benefits deductions. Unless the client is proactive in getting that information to the PSB, deductions could go overlooked for several pay cycles before being remedied.



Oddly enough, the software that handles employee status changes can sometimes actually complicate the issue. With the move to employee self-service portals, employees can make changes themselves. Depending on the level of integration, the alert system, and how a client processes such updates, even a client’s HR might miss the change. But, sooner or later, the bill will come due.



Integration of all the functions noted above onto a central platform increases operational efficiencies and the timeliness of having data entered directly into the system. This also limits errors caused by handling data outside the system.   



The Ins and Outs of Integration



“Human Capital Management” may sound like more software than a small or medium-sized company needs. It’s true: Large-scale enterprises use HCM platforms that can handle tens of thousands of employees inside a single account, and are designed for in-house payroll teams to do that work. Such a closed system is one form of integration.



But small and medium-sized businesses can benefit from HCM systems too, just not at the scale and complexity of a large enterprise. The practical solution for most smaller businesses is a system built around the employee database that enables any additional functions to be activated as needed, and to tightly interoperate while still allowing for a suitable degree of customization. Think of this as “right-sized” integration.



Payroll is often considered a core HCM function, and tends to be the most tightly integrated. For this reason, time-tracking and other workforce management (WFM) functions like shift scheduling—with their implications for labor costs and labor law compliance—are also closely integrated modules.



In fact, once a PSB’s clients see the visibility and control they can achieve over their business with HCM software, they are often inclined to activate as many modules as they need to extend those benefits to every aspect of their employer operations.



The benefits for PSBs include: incremental revenue from every service they provision; a more central role in their clients’ business; plus lowering their own operating costs for higher margins with all the efficiencies these systems enable.      



Payroll with Bonuses



Even though a PSB’s primary focus in software integration may be greater efficiency and accuracy in processing payroll, there are much greater implications for their company. By offering an HCM system as their payroll platform, they are opening a range of opportunities for their business and their clients’.



A full-featured HCM can streamline and even automate HR functions of all kinds, from recruitment and onboarding, to benefits election and administration, to performance reviews and employee development. All these software-enabled value-added capabilities represent additional revenue streams for PSBs who already enjoy the trust of their clients. And they are logical extensions of the mission of any HRO provider dedicated to helping clients succeed.



Perhaps the greatest value-add is one that a payroll consultant is best-positioned to deliver: the strategic visibility and insights revealed by all that data passing through their HCM platform. As “numbers people” and money managers, PSBs are ideally placed to analyze a client’s operational data and generate actionable reports on business health and growth opportunities that owners and executives crave.



This perspective can elevate a PSB from a valued service provider to a critical strategic resource. The relationship is stronger. The account is bigger. And the opportunities continue to grow with the client. That’s definitely the most rewarding integration of all.



If you’re a PSB and don’t currently offer an HCM to your clients—or are looking at integrating with a modern payroll platform that can drive more revenue while securing more loyal clients—visit prismhr.com/software/hcm to learn about PrismHR’s HCM and what it can do for your business.

### HCM Software: The Silver Bullet Against MTL Vampires?  

In 2019, payroll companies in Texas received orders from the state’s Department of Banking to halt operations until they obtained a Money Transmitter License (MTL). If Payroll Service Bureaus (PSBs) were not aware of MTLs before, they sure were after that.



Fortunately, the order didn’t take effect immediately, giving Texas payroll companies time to comply. But compliance was and is a complex and expensive proposition, especially since about a dozen other states have subsequently adopted similar regulations. That is: Similar, but not identical. PSBs serving clients in multiple states are now faced with obtaining licenses in all those states, each with their own rules and requirements.  



But there is a simple and elegant work-around, depending on the software you use for processing clients’ payrolls.



The MTLs Come for PSBs



This flurry of regulation was triggered by adoption of the Model Money Transmission Modernization Act (MTMA). This initiative by the Conference of State Bank Supervisors explicitly included payroll processing in the definition of money transmission. 



Until this point, the definition of money transmitters had been limited to operations like banks and wire transfer services that move money as a standalone function. While PSBs receive funds from clients and disburse them to the clients’ employees, they also administer the funds; managing taxes and other withholdings and submitting those to the appropriate entities. So PSBs and other HR Outsourcers (HROs) that provided payroll services had been excluded from the category of money transmitters.  



With the new, expanded definition—and the variety of regulations across so many different states—PSBs are faced with the prospect of mountains of paperwork and onerous licensing fees. In many cases, the licensing process needs to be repeated every 1 - 2 years.



The challenge can be more than an unwelcome hassle. Most PSBs operate on extremely thin margins. Covering the added expense of obtaining and maintaining these new licenses could drive the cost of their services over the limit of what clients are prepared to pay. And that could cost PSBs their business.



Protecting Margins and Your Business



But, what if it was possible to process clients’ payrolls without handling their money? PrismHR’s HCM (Human Capital Management) system enables just such operations.



PrismHR’s HCM is cloud-based software; that is, it is not on the PSB’s premises. It enables users to manage virtually every aspect of a company’s employer functions, including time capture and payroll processing.



Within PrismHR’s HCM payroll function is a virtual escrow. While the PSB directs the administration of clients’ funds, they never actually take possession of them. For this reason, they don’t transmit them either. The banks handle the transmission under their MTL.



This should relieve a PSB of responsibility to register as a Money Transmitter and remove any obligation to be licensed as one. [PSBs should consult with their legal and financial counsel regarding the specifics of their circumstances.]



This arrangement still gives regulators and authorities the transparency and audit trail they seek through MTL regulations. If anything, it simplifies those transmissions and the resulting record-keeping. This can be a win for everyone.



Sunny Days Ahead



But PrismHR’s HCM is so much more than a payroll platform. As a full-featured HCM, it can manage every HR function from recruitment through retirement, including onboarding, time tracking and attendance, benefits elections for employees, and benefits administration for employers. Because it automates so many routine employer functions, compliance is virtually baked into its operations while newfound efficiencies increase profitability for the HRO managing the accounts.



All these capabilities allow PSBs to customize packages for their clients. Each can represent a new revenue stream. So instead of having unwarranted license fees suck the lifeblood out of your business, you can infuse it with new vitality.  



To learn more about PrismHR’s HCM and what it can do for your business, visit us at prismhr.com/software/hcm.

### Workforce Management is the Gift that Keeps on Giving this Holiday Season

As spiders and pumpkins get replaced with ribbons and lights, and well before carolers start warming up their voices, many companies—including probably some of your clients—will be shopping for better ways to staff up for the holidays.



Ho-ho-hold on there … It appears nearly a third  of you have already started your holiday shopping, at least according to Gartner research. In fact, some folks start stocking up on their seasonal surprises as early as July—and we bet a few of you got started earlier than that. But we digress.



Looking for the perfect “gift?” After all, “Shop till You Drop” season is almost here. Contingent workers can make all the difference in creating a bit of holiday magic for customers.



Keeping track of those workers’ hours is not always a jolly-old process for small and medium-sized businesses (SMBs) either. Scheduling can be much more complicated than trying to follow assembly instructions on that new toy for the kiddos. Only 75 steps?



That’s why PrismHR has the perfect gift  to help with your clients’ scheduling efforts. Toy assembly help, well … 😰



Making Spirits Bright



Alas, holiday retail sales are expected to increase by only 2.3% to 3.3% this year, which is down a percentage point or two from 2023, according to Deloitte research. E-commerce, on the other hand, is expected to experience good tidings with sales expected to jingle bell rock up 7% to 9% year over year.



Retailers are only expected to add 520,000 new jobs this year—down from 564,200 last year at this time, according to research from global outplacement and career transition company Challenger, Gray & Christmas Inc. Even so, that’s still a half-million new faces that need to be onboarded and added to the schedule. We’re guessing some of your clients plan to be part of that holiday-hiring fun.



Regardless of whether it’s seasonal workers in department stores selling merch, hospitality staff working holiday parties, or people packaging and shipping holiday joy, managing contingent staffing can be an onerous task for SMBs. Especially when it comes to hiring the right people.



4 Ways Clients Can Staff Up for the Holidays



Your clients can use several strategies to help improve their holiday hiring, according to staffing firm Altres. That includes these tips:




Flexibility is More than Just Tinsel: Those holiday cookies aren’t going to make themselves, so seasonal employees might need some time to get ready for the holidays, too. Instruct your clients to try baking in some flexibility by taking deliveries early, etc.





This ‘Gift’s’ a Keeper: Sometimes there is not enough of a good thing. Hiring for the holidays could be a good tryout for a longer-term role with the company. Having a dashboard that can easily display hours worked, overtime, etc., could be a great stocking-stuffer of information to use to determine who might be a candidate for a longer stay.





Why Wait for the Holidays to Send a Letter? Even if your clients aren’t able to hire someone full-time now who is really slaying it as a contingent worker, advise your SMBs to keep in touch with the best of the best even after Auld Lang Syne gets sung!





Who Doesn’t Love a Holiday Bonus? Some temporary workers might not have the same sense of commitment to your client’s business as a year-round worker would. Tell them to consider offering a bonus after the holidays for contingent workers who are punctual and show up for their shifts like clockwork.




’Tis the Season ... Every Season



Whether it’s holiday season or the middle of May, managing scheduling and other Time & Attendance matters matters. It’s often challenging to keep track of scheduling, especially when contingent workers get sprinkled into the mix.



We’re sure many versions of this spirited conversation take place on a regular basis:



 “Can I have Tuesday off?”



“Well, who’s going to cover your shift?”



“Um ...”



It’s a naughty-or-nice scenario where the manager must either choose between being short-staffed or having to reject the request. Now throw a bunch of seasonal workers in the mix looking for shifts and potentially seeking certain days off to be with friends and loved ones for the holidays, and you get a cornucopia of potential complications.



Freshly Baked Treat



With innovations like Auto-Scheduling and Recommendation Engine, PrismHR’s new  Workforce Management  solution gives employers the option of allowing employees to swap and drop shifts through a mobile device so workforce scheduling becomes a holiday treat rather than a batch of sour eggnog.



We all know the holidays can be stressful, so why not offer your clients the gift that keeps on giving: PrismHR’s new Workforce Management? We’ll get it all wrapped up for you with a bow.

### HCM Software: Grow Your Business with Apple's Secret for Success

You may or may not know Apple started as a computer company. But they quickly discovered the margins were much better on software than on hardware. What’s more, the customer who bought one computer would license a lot more software.



You may or may not also remember the iPod. It was a tiny little mp3 player that promised “thousands of songs in your pocket.” The iPod – not their computers – inspired the iPhone, the cash cow that rocketed Apple up to one of the most valuable companies in the world.



Sure, it’s a telephone. But they can only sell a phone once. However, if you consider an iPhone as a content consumption device, think of the money they make marking up apps on the Play Store, selling added cloud storage for all the photos people take with their phones, and streaming music and movies on a subscription basis.



Full-featured HCM software can work the same way for the service provider who looks at it like an iPhone. Whatever service inspires a client to subscribe to one component of a full-featured HCM platform can open the door to selling a treasure trove of high-margin, easily provisioned products that clients just don’t know they want or need yet.



HR or Payroll? It Doesn’t Matter



For a PEO or HRO, delivering services via a full-featured HCM platform is not much of a stretch. The basic offering is probably on-brand. Once you set up shop in a client’s operations, you can easily identify the gaps in their employer services and offer to fill those too.



More often, Payroll Service Bureaus (PSBs) are locked into a payroll-centric platform with little or no ability to expand their offerings. Switching their book of business to a new platform is a daunting prospect. Sometimes, it takes the loss of an important account to motivate the change. But if they plan to survive – and grow – the change must be made.



And they’ve already done the hardest part; they’ve got the client. It’s easier to train existing staff on new software than it is to find new clients. Convincing clients to change platforms can be challenging, unless they’re also feeling constrained by old technology. The conversation about increased efficiencies and time-savings ahead of that change is also the start of a conversation about all the other HR capabilities available with better technology.



The Benefits of Benefits



Whichever of the two keystone services you start with, it only gets better from there. A full-featured HCM will allow you to deliver employee benefits like healthcare insurance, 401(k)s, dental and vision care, life insurance, and more from third-party providers. Remember that Play Store mark-up model? Here’s yours!



What’s more, you rarely have to service such business. The third-parties will handle all the expert engagement and support for you. They’ll even do the selling. You just need to check in on the client periodically and make sure the commissions that appear in the bank every month are right.



More Profits, By a Huge Margin



Just like Apple learned long ago, the real money is in the add-ons. If you see yourself as a services provider, you may want to take a second look at your model. The right HCM platform can let you share in the proceeds for a range of products, with nominal costs beyond the original cost of sales.



If you want to drive a lot more revenue, Apple’s iPhone model is a great one to follow.



If your current business model isn’t laying the groundwork for a range of new high-margin revenue streams, check out PrismHR’s HCM. It has been designed with HROs and PSBs in mind. To learn more, visit us at prismhr.com/software/hcm.

### Ready for a Hot Tip? Tipping is the Topic Du Jour this Election Cycle

Have you embraced tipping for takeout? Or do you prefer to just slink out after picking up your grub? As technology has made it easier for the service industry to guide consumer tipping practices, the question of “How much?” is front and center with every transaction.



Now, when you go to the polls this November, tips will also be on the “menu.” Voters in Massachusetts and Arizona will weigh in on state ballot measures that will likely alter the earnings structure of tipped employees in those states. Meanwhile, headline-generating presidential campaign promises could impact employees across the nation. Regardless, this election cycle, it seems we’ve reached a tipping point.



The Federal Landscape: Taxing Tips



The IRS has long regarded tips as taxable income. Historically, however, tips were rarely taxed because they were rarely reported. In the early 1980s, the IRS estimated that a whopping  84% of tips never found their way onto tax returns. But all that changed in 1982 when then-Sen. Bob Dole (R-Kansas), who was on the Senate Finance Committee, championed a bill that cracked down on this practice. When it passed, the Tax Equity and Fiscal Responsibility Act (TEFRA) forced employees to report their tips and for employers to ensure their staff comply with said reporting.



Fast forward to 2024. In a rare instance of agreement, both presidential candidates have said that they want to exempt tip income from taxation. Both announced their plans in Las Vegas, which is not surprising because Nevada, a swing state, has the largest service industry in the country.



So, agreement in divisive times is promising, right? Well ... maybe.



At least some economists aren’t keen on this proposal. In a recent op/ed published on the Brookings Institution website, William Gale and Ian Berlin of the Urban-Brookings Tax Policy Center wrote: “The obvious problem is that the proposals are inconsistent with sound tax policy.” They added, “If the candidates want to help low-wage workers, they should be direct in their approach. A ‘no taxes on tips’ approach will not do the trick, and the distortions in the tax system outweigh the few benefits it might provide.”



Moreover, partisan politics quickly took hold: taking cues from their respective candidate, Democratic and Republican legislators proposed competing bills with different rules.



Differing Proposals and the Federal Tip Credit



While both candidates propose eliminating the tax on tips, Vice President Kamala Harris’ position is both more nuanced and expansive. Reports indicate that her plan would prohibit high earners from claiming the tax exemption and limit the exemption to just the income tax and not Federal Insurance Contributions Act (FICA) withholding.



Additionally, she has called for the elimination of the “tip credit.” The tip credit allows companies in the hospitality industry to pay employees a lower “minimum cash wage” if their tip income puts them at or above the federal minimum wage, which is currently $7.25. By eliminating the credit, all employees would be guaranteed a minimum cash wage of at least $7.25, in addition to any gratuities they receive.



Rep. Steven Horsford (D-Nevada) recently introduced the TIPS Act, which attempts to codify much of this proposal. Of note, this bill not only abolishes the federal tip credit, but also limits the tax exemption to employees earning up to $112,500 in a calendar year.



Former President Donald Trump’s plan takes a simpler approach, with no earnings cap to qualify for the tax exemption and no stated proposal to eliminate the tip credit. Sen. Ted Cruz (R-Texas) introduced the No Tax on Tips bill in June, which echos this approach and simply permits all employees to claim a tax deduction equal to their cash tips.



Tipped Employee Classification



Incidentally, earlier this year, the 5th Circuit Court of Appeals struck down the so-called “80/20/30” rule related to how much time tipped employees can spend doing tasks that are not related to their tipped-producing duties, such as clearing tables for up to 30 minutes at a time, etc. Under the rule, if an employee crosses either the “20%” or “30-minute” threshold, an employer would no longer be eligible for the tip credit and need to compensate the employee at the full minimum wage.



It’s possible the U.S. Department of Labor could appeal the decision to the Supreme Court, though some analysts view this as unlikely and dependent on who wins the election. Of course, if the Harris proposal to eliminate the tip credit comes to fruition, then the standard becomes moot anyway.



Under a Trump administration, the rule would be unlikely to re-emerge for different reasons. Recently, the Republican-led House Subcommittee on Workforce Protections held a hearing titled, “Examining the Biden-Harris Attacks on Tipped Workers.”



During the hearing, Rep. Kevin Kiley (R-California), chairman of the subcommittee, described the rule as “essentially a requirement on small businesses to track their employees’ every movement minute by minute,” and “burdensome, invasive and altogether out of touch with the realities of working life.”



Republican members and their witnesses advocated for passage of the Tipped Employee Protection Act (H.R. 1612), which would prevent future regulators from splitting hairs over how to categorize the various tasks performed by tipped employees. This bill redefines what it means to be a tipped employee by ignoring employment duties and classifying employees as “tipped” if their combined gratuities and cash wage are equal to or greater than the minimum wage.



State Tip Credit Rules



Of course, the impact of any federal changes to the tip credit vary by state. Some states independently adopted a variation of the 80/20/30 rule. Others have an elevated minimum cash wage standard that is already comparable to or exceeds the overall federal minimum wage. Additionally, a small but growing number of jurisdictions have already eliminated the tip credit anyway. Chicago is in the process of phasing it out over the next five years, and Michigan will start a similar process in February 2025.



This November, voters in two states will decide on tip credit ballot measures that, if passed, would be unaffected by the Harris proposal. Specifically:




Arizona’s Proposition 138 will ask voters whether the tip credit for employees who receive gratuities should be 25% of the state minimum wage. Currently, the tip credit in Arizona is $3 per hour. This would increase the tip credit to $3.58 and decrease the state’s current minimum cash wage from $11.35 to $10.77. However, an employer could only take the tip credit if the employee received at least $2 more than the minimum wage per hour in cash wages and gratuities combined. The current state minimum wage (excluding Flagstaff) is $14.35 per hour, adjusted annually for inflation. For an employer to take a tip credit, the employee would need to receive at least $16.35 per hour.





Massachusetts Ballot Initiative No. 23-12 would, similar to Michigan, gradually increase the state’s minimum cash wage and decrease the state tip credit. If passed, the minimum cash wage would jump to $9.60 from $6.75 on Jan. 1, 2025, putting it at 64% of the state’s $15-an-hour minimum wage. Annual increases every year thereafter would eventually culminate in the complete elimination of the tip credit on Jan. 1, 2029. Interestingly, the initiative would also permit tip pooling, with all gratuities being divided among tipped and nontipped workers, once the entire workforce is compensated at or above the full state minimum.




Ready for a Hot Tip? PrismHR Has You Covered



While tipping might be the topic du jour this election cycle, PrismHR constantly monitors payroll-related regulatory changes so you and your clients can stay in compliance. Tipping included!



Our technology helps more than 100,000 businesses stay in compliance while removing the guesswork for HR outsourcers (HROs) through our solutions and decades of experience and expertise. Learn more about PrismHR.











Chris Babigian is PrismHR’s compliance strategy manager. A graduate of Boston University School of Law with a focus in taxation, Chris spent five years handling motions, appellate briefs and trial discovery for a civil litigation firm. In 2014, Chris transitioned to PrismHR, where he translates regulatory requirements into software solutions.

### HCM Software: Making Clients Heroes to Their Workers

It has become an open secret that workers in a range of industries now live paycheck to paycheck. In addition to the stress this puts on their home life, a recent survey by PwC revealed it can have a measurable negative impact on their productivity and a company’s ability to retain employees.



Properly equipped Payroll Service Bureaus (PSBs) and other HRO providers can help. A full-featured HCM in association with an Earned Wage Access program can let workers tap their earnings when they need them. This can make a huge difference in relieving financial stress and even improving workers’ physical well-being.



But few employers are aware of such programs, and fewer still may be equipped to implement them. The HROs who can and do bring those employers these solutions can make those clients heroes to their employees and provide some additional support to clients’ bottom line.   



Workers’ Financial Crunch



It may surprise many that 28% of full-time employees often or always run out of money between paychecks, according to the PwC study cited above. Even more surprisingly, 15% of those who earn $100,000 or more per year frequently run out of money between paychecks.



Not surprisingly, relatively unskilled workers are more likely to face this situation. As a result, fully half of the stressed workers feel demotivated in their job. This can easily turn into a bottom line and even a customer loyalty issue if those employees are involved in customer service.



For higher earners, the impact can come in the form of staff turnover. Nearly half of financially stressed workers feel they have no future with their employer. If and when they leave, they take their skills and institutional knowledge with them. And every HR professional knows how expensive that can be.  



Earned Wage Access



Earned Wage Access is an employee benefit that allows workers to tap their earned wages between paychecks. These programs tend to use a form of debit card that works like one issued by a bank. A small transaction fee is involved. But it’s a small price to pay for the stress relief it provides employees.



Such programs also require a tight integration with the payroll system and, in most cases, integrated time tracking. For this reason, companies using a full-featured HCM are the best candidates for adoption. PrismHR’s HCM is a prime example of this capability.



PrismHR’s HCM is designed to support PSBs and HROs, which is good news for their clients and those clients’ employees. Since HROs share in the resulting revenue, they are motivated to pass information about these programs on to clients and connect them with program vendors Otherwise, employers may never be aware such benefits are available, and neither would their employees.     



Giving Clients Credit



The big payout isn’t in the HRO’s share of the transaction fee; that’s negligible. There’s much more to be earned from delivering the advanced time tracking capabilities and increased payroll processing efficiencies that come with a platform like PrismHR’s HCM.



But those capabilities more than pay for themselves on their own merits, with reduced operating costs and virtually error-free payroll runs. The biggest ROI may actually be in the client loyalty it engenders, and the employee appreciation clients are sure to feel.      



If you don’t currently offer an HCM – or are looking at upgrading to a modern platform that can drive more revenue while securing more loyal clients -- visit prismhr.com/software/hcm to learn about PrismHR’s HCM and what it can do for your business.

### HCM Software: Getting Clients to Work for You

The ideal relationship between an HRO and a client is one of partnership. That partnership exists because each has something the other needs.



Traditionally, the client needs the HRO’s services like payroll or HR administration, and the HRO needs the client’s retainer. But that’s simply a vendor and customer relationship. A true partnership means the HRO adds value beyond meeting the terms of the SLA, and the client looks to the HRO as a strategic resource for insights and planning.



It is actually easier to get to a true partnership if the client is empowered to do some of their work for themselves. All you need is the right software.   



Client Self-Service



When an HRO delivers their services in conjunction with a full-featured HCM, they can be more than a vendor. They are tied to that client via an umbilical of data. Whether it’s the heartbeat of payroll services or the nervous system of benefits administration, that connection is mission-critical.



Because the client is using the HCM to provide necessary data—like time tracking for payroll—the client is actually managing some or even many of the inputs themselves. All the manual effort of getting that data into the system is eliminated.



“But I sold them on taking all that paperwork off their hands,” says the traditional HRO. And you have still relieved your clients of that chore. You have also eliminated it from your own operation, and increased your margins in the process.



In fact, you can even reduce your service charges to allow for the client’s HCM subscription with no hit to your bottom line. Best of all, you will find that clients actually prefer having this new level of engagement and control, thanks to the automations built into a full-featured HCM system.



Employee Self-Service



The kicker is the positive impact an HCM system has on a client’s relationship with their employees. By enabling employee self-service to access pay stubs, tax documents, PTO balances and more, you increase their staff’s job satisfaction and retention levels.



They won’t even think of this as doing your work for you. But that’s what is happening. Your people don’t have to handle those requests anymore. Come time for benefits elections, this self-service functionality can prove itself as a huge win for everyone.



As the utility of the HCM works its way into every aspect of a client’s operations, from recruitment and onboarding to performance management, you are opening the door to additional revenue streams for each additional module. Which means less effort for Sales.



Adding Real Value



All of these activities generate quantitative data on your client’s operations. The resulting insights can be the foundation of a more strategic engagement. In combination with your perspective from your work with other clients, you can help them control costs and grow their business.



Payroll Service Bureaus and HROs of all kinds who empower their clients in this way are also delivering the true partnership most clients need and appreciate. And those clients are happy to help. All the capabilities described above are just some of the features of PrismHR’s HCM. To learn more and receive a personalized demo, visit us at prismhr.com/software/hcm

### HCM Software: 3 Ways Small HROs Punch Above Their Weight

The world of Payroll Service Bureaus, ASOs, and HROs tends to be divided into two categories:  Big box players (or clients who feel safer working with a big HRO), and relatively small HROs who know their clients personally, understand their clients’ businesses, and deliver highly attentive service.  



While clients always appreciate better service, the variable economics of small business make SMB clients susceptible to pitches for their business focused solely around price. This can leave smaller HROs vulnerable to big ones who may enjoy some economies of scale.



But it doesn’t have to be that way. Here are 3 tactics that – when deployed together – can set a small bureau’s service offerings and cost structure at least at parity with the big guys, and empower them to win where they always have: on quality. Here are the keys:



1. Technical Advantages



Technology has become the great leveler in every business sector. HRO is no different. The foundation of a proactive approach to client engagement is a full-featured HCM (Human Capital Management) software platform. Whether the initial motivation for adopting the platform is to bullet-proof payroll services, or to extend HRO operations from recruitment to retirement, a robust HCM system is the tool to use.



The efficiencies such software bring to your operations can easily inoculate you from competitive incursions on price. A cloud-based HCM system requires minimal capital investment… from the HRO or their client. The pay-as-you-grow subscription model gives everyone a cost structure that is both adaptable and predictable.



And the range of services a robust HCM can deliver means an HRO cannot be outflanked by a broader offering from a bigger company. Depending on the intuitive UI and ease-of-use, the right HCM technology can trounce competitors on the user experience alone.



2. Drawing on the Knowledge Bank



Of course, software is tied to the company that develops and maintains it. In the case of PrismHR’s HCM, that software is built on decades of experience empowering HROs of all sizes to survive and thrive in markets across the U.S. during every economic climate. This knowledge isn’t just baked into the software. It is available as a human resource to our customers.



PrismHR offers experts with total command of the platform to help customers serve their clients.



What’s more, the PrismHR users’ community represents centuries of collective experience solving HR and payroll challenges for clients. These real-world experiences and insights are often shared freely among peers.



The institutional knowledge extends far past the product to the many different industries in which clients operate. So if a client is approached by a competitor claiming to be an expert in a particular industry, you have experts in your corner too for every aspect of HR operations no matter the client.



3. Standing on Broad Shoulders



This is where the competitive knockout comes in. PrismHR’s HCM offers personnel to administer as many of the functions as you wish. Short-handed? PrismHR can help. Clients asking for additional services? PrismHR can handle that.



PrismHR can even support you in selling in those new services with live demos to the client’s specification, and answer the client's questions as they arise. This is the kind of partnership and customer support that has made PrismHR the powerhouse software vendor it is.



So don’t let your size be an obstacle to your ambitions. Continue to provide the quality of service your clients love you for, even as you grow your business… and battle back the competition.



To learn more about PrismHR’s HCM and what it can do for your business, visit us at prismhr.com/software/hcm.

### Feeling Powered Up by NAPEO 2024? We Sure Are

We’re back from Orlando, Florida, and feeling energized following this year’s NAPEO Conference.



We hope you are, too. After all, it’s tech innovation that plays a huge part in not only powering up innovation in the Orlando area, but also Professional Employer Organizations (PEOs) and their clients as well. And there was a lot of that on full display at NAPEO.



Just compare the early days of “Audio-Animatronics” vs. today’s precise movements for, say, Louis the Gator in Disney World’s new Tiana Bayou Adventure ride. The same holds true for PEOs—the tech keeps getting better and better.



With new PrismHR tech on display at our bigger-than-ever booth, PrismHR helped power up this year’s NAPEO Conference & Marketplace like never before.



So let’s dive into it by plugging in some key stats.



Checking the Data







True to form: This year’s National Association of Professional Employer Organizations white paper, titled PEO Clients: Faster Growing, More Resilient, should help power you up.



This is the fix: Released at the conference, the white paper uses anonymous data provided by PrismHR's clients and other providers and compares it with public data from government sources such as the Paycheck Protection Program and U.S. Bureau of Labor Statistics. The NAPEO report was authored by Dr. Laurie Bassi, CEO of McBassi & Co.—an independent firm that provides customized analysis and research—and Dan McMurrer, chief analyst.



The report found several key areas that should pique PEOs’ interest.




Power-Up Stat No. 1: PEO Clients See More Growth

PEO clients saw more than double the growth between January 2023 and January 2024. PEO clients saw 4.3% growth vs. 1.6% overall employer growth rate for comparable organizations not using PEOs. “The higher growth rate among PEO clients likely reflects their increased capacity to focus on strategic business matters while the PEO provides all of the employee-related services.” —NAPEO’s 2024 white paper 







Power-Up Stat No. 2: PEO Clients See Less Turnover

PEO clients saw about 12% less turnover (or 7 percentage points) than comparable companies (50.4% vs. 57.6%). “The observed results likely reflect PEO clients being more attractive employers than nonclients, including offering, on average, a wider range of employee benefits.” —NAPEO’s 2024 white paper 







Power-Up Stat No. 3: PEO Clients See More Resilience.

Non-PEO clients are 50% more likely to go out of business than PEO clients. The average going-out-of-business percentage for PEO clients was under 5% (4.98%) vs. 7.5% for similar businesses not using PEOs. 



Broken down by industry, the PEO client advantage held. The Construction, Retail and Finance & Insurance industries all saw a 4.8 percentage point advantage for PEO clients. Of the 11 other industries examined, the advantage went to PEO clients across the board with Manufacturing seeing the smallest difference with only a 0.3 percentage point advantage for PEO clients over businesses in this industry not using PEOs. “Reflecting their higher growth rates and more stable employee workforces, it is not surprising that PEO clients also consistently demonstrate more resilience—the ability to survive and thrive, even during difficult economic circumstances—relative to comparable companies not using a PEO.” —NAPEO’s 2024 white paper






None of this should surprise you. As PEOs, you see how much you power up your clients each and every day.



Fun Energy Energizes



What’s a conference without fun? Not this one! There was lots of fun to be had at NAPEO 2024. Here’s a quick recap to power things up:







Sunday: Of course, people come to NAPEO to be energized by the sessions and the fun! PrismHR brought the fun from the start by co-sponsoring a Sunday night party with our good friends at Ameritas. Our female colleagues also spent time mingling with our friends at the Women in NAPEO (WIN) get-together on Sunday as well. I guess you can say we were “WIN-ing?” That’s what we call #winning!







Monday: There was a “Shark” in the NAPEO waters! We were proud to co-sponsor a keynote from “Shark Tank’s” Daymond John with our friends at Slavic401k. John had a dynamic presentation that offered heady advice on business success, including how leadership teams don’t always do the best job of listening to the “heartbeat” of the company, meaning the employees. The good news is those employees are staying longer at companies working with PEOs, so PEO clients appear to be listening.



John also offered this astute observation that there’s nothing new in the business world. On that point, he said he was once asked, “What about emojis?” Nah, he said, Egyptians had hieroglyphics thousands of years earlier.



In the evening, PrismHR was dishing out tasty margaritas at the booth as part of the Opening Marketplace Reception.







Tuesday: It was time to power up at the PrismHR booth. We were serving hot and cold coffee beverages at the booth to keep attendees properly caffeinated. We were also giving away power items to light up attendees’ selfies and reflections.



And, piggybacking off the aforementioned data, PEOs know that being able to provide HR services to their clients requires state-of-the-art technology to help them run their businesses. So PrismHR had its new tech offerings on full display.



Experts were on hand to discuss:




HCM, the new self-service tool that Professional Employer Organizations (PEOs) have waited for. Clients familiar with the PrismHR platform will be able to easily move to HCM when they’re ready to graduate from the PEO model.





Report Center puts the power of data in your hands and your clients' with unprecedented speed and custom report capabilities to get you and your clients information quickly and easily to make better business decisions.





Workforce Management offers integrated Time & Attendance capabilities to help ensure your clients’ worksite employees are paid quickly, appropriately and correctly.




We also took some time to have fun at the NAPEO party on Tuesday night! Ya gotta do what ya gotta do when there’s a selfie station!







This was just the tip of the iceberg. There’s a lot more in store for 2025. We’ll help power up next year’s NAPEO conference in Austin, Texas, too.



If you’re interested in learning more, no need to wait till the next NAPEO conference. Reach out to your Customer Success Manager anytime if you have any questions or email csm@prismhr.com. They always bring the energy!

### HCM Software: Winning the HRO Tech Race

In today’s tight labor market, competition for talent and related services can be ferocious. HROs of every kind—from Payroll Service Bureaus (PSBs) to PEOs—are looking for ways to grow their book of business, or just keep the business they have.



Technology has long been an equalizer in commercial competition, enabling smaller firms to compete with larger ones on both the cost and the quality of their services. The one place where technology has not been a difference-maker is the range or quantity of services offered. Until now.



Full-featured HCM software can enable delivery of services for every stage of the employee lifecycle, from recruitment to retirement. What’s more, HRO providers incur only minimal capital expense to get set up on the platform. Cloud-based software enables a pay-as-you-grow model. So HROs can survive – and even thrive – in a competitive environment.



Recurring Recruitment Revenue



The front lines of the current scramble for talent run through open positions. If an HRO can help a client with that, they are well-positioned to grow the entire relationship. A full-featured HCM is the tool that can do it.



The most obvious service on this front comes from HCM software that can integrate with the primary job boards like Indeed and LinkedIn to find talent wherever it’s needed. When an integrated applicant tracking system (ATS) is activated, top talent is faster and easier to identify, vetting is streamlined, and the polished experience is more successful in wooing the best people.



Even onboarding goes more smoothly, with a faster ramp to peak productivity and a greater likelihood of retention. These facts are great for the client, and all key selling points. But each function can also be a discreet service with its own revenue stream. That lets clients customize their service package and makes those packages easier for HROs to sell.



Profiting from Payroll



A full-featured HCM system enables payroll processing with many advantages over payroll-only services. PSBs can offer non-payroll HR services to their clients, while HR-focused HROs can offer payroll in addition to all their other client services.



Of course, that dynamic can cut both ways. A PSB that leverages an HCM platform to deliver their core services is ideally situated to deliver all the services that platform enables. Software solutions with time tracking, workforce management, benefits, and compliance features are logical extensions of that client relationship. And every service activation is a fresh revenue stream.



Better still, the various solutions inside the platform along with the many process automations such platforms enable can dramatically cut the costs of service delivery. This can translate into higher profits. It also shields a provider against competitors who may try to take the account based purely on price.



Higher HR Margins



Whatever your point of entry with a client, a full-featured HCM system ties into every aspect of HR and payroll. Clients primarily concerned with employee engagement will appreciate the performance management features and employee self-service capabilities. Growing clients may be attracted to the detailed data capture and analysis features to help inform their growth strategy.



Any of these capabilities can be quickly and easily activated. Each of them is instantly a new revenue stream. And each comes with minimal operational overhead, so the margins are especially attractive. In fact, because the software is cloud-based, even technical support is backstopped by the software provider… assuming you are working with a top-tier product and provider.



PrismHR is just such a provider, with decades of experience in the HRO industry. PrismHR’s HCM is the product of all that real-world experience, technical leadership, and applied best practices. So PSBs and HRO providers of all kinds can match competitors feature for feature and compete on a level field.



To learn more about what it can do for your business, visit us at prismhr.com/software/hcm.

### HCM Software: When a Tech Upgrade Becomes a Business Upgrade

Today, HRO providers of all kinds rely on software to connect with clients and help deliver services. Some of the earliest adopters were Payroll Service Bureaus who needed the platforms to service clients at scale.



Now, the platforms these first users deployed are showing their age. The UIs aren’t intuitive. Their data security might not be up to the current threat environment. And, worst of all, many are only good for one thing. This can inhibit growth in every way.



If you’re considering upgrading the payroll or HR platform you use to deliver services to clients, consider a full-featured HCM system. HCM (Human Capital Management) incorporates all the functions an HRO might ever need, including payroll. And when a PSB adopts such a platform, they open myriad opportunities for more business with higher margins than ever before.



Wow New Business



The owner of any HRO will tell you: The hardest part of the job is bringing in new business. And, while no software can do that for you, a modern HCM can sure help. The sleek new UIs support a solid sales pitch with compelling visuals. Prospects can instantly see the difference between their old software and the newest model.



This also helps prospects visualize how much easier it will be for their staff to use, the efficiencies they’ll realize, and the increased confidence that the job is being done right. This is especially important for PSBs, where zero defects are critical. PSBs also benefit from having a range of related services or products integrated into the system.



The advantage of including time-tracking and paid absence administration on the same platform with payroll is obvious. But the promise of activating a range of HCM functionality like onboarding, benefits management, and regulatory compliance gives prospects a glimpse of more efficient, more cost-effective operations in the future. In a relationship-driven business like HRO, planning a future with a prospect can be the most effective pitch of all.



Higher Margins Automatically



The greatest bottom-line contribution of any software is the efficiency it can bring to your operations. This is especially true for HRO platforms where so many of the tasks it addresses are routine and repetitive. The newest HCM systems automate those tasks to handle them painlessly and flawlessly.



Pay calculations based on time capture, tax withholding, deductions for benefits, even data capture for reports for executive management; all these can be pre-programmed and run like clockwork with drill-down quality-control capabilities before the pay goes out. And the more efficient those operations, the higher the margins.



These automations also drive down error rates. In the unlikely event a mistake crops up, once it is corrected there is virtually no chance of it recurring. In effect, you are perfecting your business.



Growth in Every Direction



Best of all – and given the robust capabilities of a full-featured HCM platform – you have a multitude of additional services to offer each client. This enables you to share in their growth and contribute to it. Regardless of your starting point – whether providing payroll services or some other HRO function – you can be their one-stop shop for all their HR administration needs.



PrismHR’s HCM has been architected with this business model in mind. Because it is cloud-based, no infrastructure build-out is required on yours or your client’s premises. And your technical support is backstopped by PrismHR’s award-winning support team.



So don’t just update your software when you can upgrade it… and upgrade your Payroll Service Bureau or other HRO business at the same time. To learn more about PrismHR’s HCM and what it can do for your business, visit us at prismhr.com/software/hcm.

### Cariloop Partnership Provides Caregiver and Childcare Support for PrismHR HR Service Providers’ Clients and their Employees

Chandler, AZ, September 17, 2024 - PrismHR, a Vensure Employer Solutions company and the leading HR technology software innovator for PEOs, ASOs, and HCM providers across the U.S, today announced its partnership with Cariloop, the nation’s leading caregiver support company.
Cariloop offers direct support and resources to help working parents and families manage their caregiving responsibilities, including:


 	A robust content library with information and recommendations to help worksite employees educate themselves on how to best care for their loved ones.


 	Access to Cariloop’s Care Coaches, who guide families and take the burden of researching and vetting resources off their plate.


 	A comprehensive set of digital tools to help plan and manage tasks, such as medication trackers, provider lists, and documentation storage.


 	Access to a community where caregivers can connect with others in similar situations, share insights, gain new perspectives, and learn what has worked well for them.

“Working parents and caregivers struggle to balance work, caring for their loved ones, and financial stressors. In fact, when it becomes too much, they may be forced to reduce their hours or even leave the workforce altogether,” said Chris Sanders, Cariloop’s senior director of strategic development. “For small and midsized businesses, that can be detrimental to the bottom line. These employees need support in managing their caregiving responsibilities, and now with this partnership with PrismHR HR service providers can offer a solution to help their clients retain their talent.”
“As the war for talent continues, small and medium-sized businesses need to have benefits that larger enterprises provide. Caregiver support is an amazing offering to help increase employee engagement, retention and attract new talent.”, said Jonathan Wall, PrismHR’s senior vice president of strategic partnerships. The addition of Cariloop as a PrismHR partner changes the game. Now PrismHR service providers have the opportunity to offer this benefit, which helps level the playing field in competing for talent with larger employers.”
About PrismHR
A Vensure Employer Solutions company,PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, including PEO and HCM platforms, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits and HR while leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing more than $80 billion in payroll each year. For more information, visit prismhr.com.
About Cariloop

Cariloop supports families managing their loved ones' care needs through an employer-sponsored, digitally-powered caregiver support platform. Experienced Care Coaches offer personalized guidance and professional assistance, while Cariloop’s digital platform provides resources for finding, booking, and paying for care, accessing information, and using essential caregiving tools. This comprehensive solution is designed to reduce employee stress and burnout, leading to increased productivity and reduced absenteeism for employers. For more information, visit www.cariloop.com.



Media Contacts: 

Cariloop
Jennifer Powell
jpowell@cariloop.com 

PrismHR
Jonathan Wall
jwall@prismhr.com

### 6 Steps to Take After Your Personal Information Has Been Compromised

Guest Blog by Christina Keairnes, Strategic Partnerships Leader, Norton LifeLock Benefit Solutions



Your Personal Info Has Been Exposed ... Now What?



National Public Data Breach Has Affected Nearly 3 Billion Records



The recent National Public Data breach has impacted millions of Americans. Social Security numbers and other financial information comprising 3 billion records may have been compromised. This attack emphasizes the need for strong identity theft protection, device security and online privacy measures to safeguard your clients’ worksite employees.



What Happened?



National Public Data (NPD), a background-check company, reported a data breach in April that exposed the personal information of millions of individuals in the U.S., Canada, and the UK. This breach, one of the largest ever recorded, compromised Social Security numbers, names, addresses and more. Victims, unaware their information was even collected by NPD, are now at risk of identity theft.



There’s a 75% Chance an Individual’s Social Security Number is Exposed







It’s crucial to remind clients about the importance of providing identity theft and cybersecurity benefits to their employees. With a LifeLock with Norton Benefit Plans, worksite employees are equipped with tools to respond if their information is compromised. They’ll receive alerts if fraudulent activity is detected or if their data appears on the dark web. In cases of identity theft, a U.S.-based Identity Restoration Specialist is available to assist.



Norton LifeLock is Here to Help Your Clients Navigate this Exposure ... and Any Others



6 Steps to Take if Information is Compromised:




Confirm Exposure: Learn how worksite employees can verify if their information has been compromised.





Lock Credit: Understand how to restrict access to credit reports to prevent fraud.





Assess Stolen Data: Identify which information was stolen and the potential impact.





Change Passwords: Improve account security by updating passwords.





Enable Two-Factor Authentication: Strengthen security with two-factor authentication.





Invest in Protection: Discover how identity theft and cybersecurity protection can benefit your clients.




Take the Next Two Steps:








Educate Yourself and Your Clients

Register for our upcoming webinar: Your Personal Info Has Been Exposed ... Now What? 

Learn more about the six key steps in this upcoming webinar on Wednesday, Oct. 9, at 2 p.m. ET.  Help protect your clients' worksite employees while strengthening your Professional Employer Organization’s cybersecurity.





Use our LifeLock resources to educate clients on the risks of data breaches and next steps.







Explore Norton LifeLock Benefit Solutions Through Our PrismHR Marketplace Partnership, which includes:

Annual revenue share for your PEO



Special rates



Statement of Work cost waived



An availability during open enrollment or anytime enrollment on the PrismHR platform



Voluntary offerings are designed to increase employee productivity, while employer-funded options help reduce risk and enhance well-being. Work with clients to cover identity theft protection for less than $5 per month per employee.










Christina KeairnesStrategic Partnerships LeaderNorton LifeLock Benefit Solutions



Let’s Work Together to Safeguard Your Clients and Their Employees



Contact us today to discuss how Norton LifeLock Benefit Solutions can support your clients during this critical time. Visit our website to Learn More.

### HCM Software: The Killer Sales Tool Hiding in Plain Sight

Providers of workplace solutions – like PEOs and Payroll Service Bureaus – are increasingly leveraging software to deliver their services. But that software may only get a brief mention when these HROs pitch their company. They’re accustomed to selling themselves and their service.



But don’t underestimate the value of the right software in winning business. The right software is one that looks great, makes its utility obvious, and helps a prospect imagine their own business benefiting from its features.



Software that can do all that is more than a business aid. It’s a sales aid. In effect, that software is helping service providers drive more revenue before the client even signs up. And it just keeps growing from there.



Selling with Style



If you use PowerPoint to help prospects follow your sales pitch, you intuitively understand the power of visuals and animation to bring life to a presentation. Great software comes with its own visuals.



By leveraging screenshots in your presentation or using a working demo account, you can visualize your services with more than charts or stock photos or just bullet points. You can help prospects imagine what life would be like using the software your company provides. The freshness of the approach suggests the positive change a prospect is usually looking for when they agree to meet.



This technique frequently gets your prospective buyer – often the business owner – to pull in the folks you will actually be engaging with on a day-to-day basis. This shared experience builds the personal bonds that are critical to a successful sales meeting. It can also energize that meeting with an animated or interactive element.



WYSIWYG



Of course, addressing the specific request for the meeting is the first task. Visualizing your solution through the enabling software helps prospects understand exactly how you’re going to deliver on the promises you’re making. What You See Is What You Get – WYSIWYG – is perhaps the most powerful selling tool available.



This type of visualization also makes it easier for prospects to understand and believe promises about abstract concepts like efficiency, cost-effectiveness, and especially self-service. When you are selling services plus software, nothing is more effective than having both in the meeting during the pitch: yourself – the ultimate person behind the service – and the software their people will see every day.



And, when your service offering is delivered in the context of a full-featured HCM platform, you can open the door to a range of additional possibilities. Instead of just talking about them, they can sneak a peek at those features.



Of course, these are all additional revenue opportunities. But that’s for a later date. In the initial pitch, you’re moving the meeting beyond just filling the order. You’re helping your prospect sense even more possibilities for their own business. In this way, there is no distinction between your services and software. And that’s the point.  



Your Name Here



Among the capabilities of a full featured HCM is white-labeling: allowing customers and clients to brand the interface with their own identity.



If you are demonstrating your capabilities and visualizing your services, you will undoubtedly have your branding on the interface. Now, imagine the power of closing your presentation with the prospect’s identity on that screen. Yes! You know a great sales tactic when you see one. And so will they!



Don't underestimate the sales value of software with a great user experience. By offering clients great value-added self-service productivity enhancers though a sleek UI, you can increase uptake of your offerings and get to “Yes” faster.



Contemporary design and a unified employee experience with powerful self-service functionality can generate more successful sales engagements, easier onboarding, and happier long-term relationships. If your sales development could benefit from these features, check out PrismHR’s HCM. It is designed with HROs in mind and more sales as the ultimate goal. To learn more, visit us at prismhr.com/software/hcm.

### HCM Software: Take on New Business, Increase Margins, or Both?

Payroll Service Bureaus (PSBs), PEOs, and HROs of all kinds have discovered the advantages of supplementing their services with software revenue. Depending on the functionality of that software, it can retain a client who might otherwise outgrow an HRO’s services. Or, it can promise greater efficiency to lower costs with an attractive new revenue stream.



HROs usually offer such platforms in response to a perceived need. They are responding to their client base as it is, not necessarily as it might be. But deploying new software—with all the expense and disruption that goes with that—just to solve a point problem of yours or your client’s may be a missed opportunity.



Full-featured HCM software can deliver the benefits mentioned above and much, much more. It’s a natural extension of a PEO’s business. And it can open even more possibilities for PSBs.  



Opening New Doors



If you’re not familiar with the new generation of HCM software, you may not fully appreciate its capabilities. Its core virtues are its adaptability, configurability, and extensibility.



That is: A robust HCM platform can work for virtually any client in any industry. It provides all the core features a company needs for capturing time and processing payroll, enabling employee self-service to tax information, PTO, and related HR engagement, and facilitating recruitment and onboarding of talent for high-performance organizations.



Modern HCM solutions are designed to be tweaked and configured as necessary to fit each client’s needs and workstyle. This enables HROs selling the platform to address clients’ care-abouts in very specific ways without a lot of tech talk.



The best HCM platforms also enable activation of value-added services with the flip of a switch. They can accommodate third-party products like benefits, healthcare and retirement plans, and more. All this is made possible by their cloud-based SaaS (software as a service) design. Everything can be addressed in the back office; no visits to the clients’ premises are necessary… unless you just want to take them to lunch.



Now HROs can deliver their core skills to clients that previously might have been a mismatch in terms of size or the range of services required.



Growing Profits



The efficiency that software enables, and the improved margins that go with it, are still constants in an HCM business model. Whether streamlining delivery of a PSB’s payroll services or allowing a PEO’s client to graduate to administering their own HR, HCM software taps that revenue stream with minimal demands on an HRO’s time or energy.



What’s more, the new HCM-based services or products a client activates are that many more revenue streams, often with virtually no cost to the HRO in terms of additional workload or administrative overhead. In fact, since the client is already familiar with the system, even the cost of sales can be lower for such upgrades and add-ons.   



Tightening Client Relations



HCM software can be the cure for a lot of a client’s ills. When an HRO is a client’s connection to that software, they are in a position to solve a lot of that client’s problems. At a minimum, the HRO becomes a valuable consultant on operational matters.



This does more than open the door to selling more products and services. It builds personal bonds that software can never replace.



As the nation’s leading provider of software for HROs, with a client base going back decades, PrismHR understands the critical interplay between HROs and their clients. Everything we know about these dynamics is reflected in our HCM offering for PSBs and PEOs. This translates into a uniformly positive selling, provisioning, and servicing experience for our customers and their clients.



To learn more about PrismHR’s HCM and what it can do for your business, visit us at prismhr.com/software/hcm.

### PrismHR Announces Strategic Partnership with PosterElite to Enhance Labor Law Poster Compliance for PEOs and HR Service Providers

HOPKINTON, Mass., Aug. 28, 2024 – PrismHR, a Vensure Employer Solutions company and the leading HR technology software innovator for service providers across the U.S., today announced a new partnership with PosterElite, the premier provider of labor law poster HR compliance solutions. This partnership empowers PrismHR customers with integrated access to PosterElite’s industry-leading compliance capabilities, helping them easily provide comprehensive labor law poster coverage for their clients’ physical and remote workplaces.

PosterElite’s white-labeled labor law poster compliance solutions provide a robust compliance suite for PEOs, HR outsourcers, and their clients. The integration will enable PrismHR service providers to deploy and manage labor law poster compliance from within the PrismHR application. This combination promises to provide an engaging experience for the employers they support, while relieving the administrative burden typically associated with labor law poster distribution and ensuring ongoing compliance with evolving regulations.

“The integration of PosterElite’s solutions with PrismHR is a huge advantage for HR service providers that use PrismHR,” said Jonathan Wall, PrismHR's senior vice president, strategic partnerships. “By incorporating PosterElite’s advanced compliance technologies, PrismHR customers can easily manage labor law poster requirements, dramatically reducing risk, while saving tons of time. PosterElite even automates poster distribution for remote and hybrid employees.”

"Partnering with PrismHR marks a significant step in our mission to simplify labor law poster compliance for PEOs and HROs,” said Simon Steuer, PosterElite's vice president. “This collaboration allows us to extend our reach to more businesses, providing them with the tools they need to navigate compliance challenges confidently. We are thrilled to work alongside PrismHR to enhance the services offered to their customers.”

Through this partnership, PrismHR service providers will experience easy integration, enhanced functionality and exceptional customer support, all while automating compliance management. PosterElite’s solutions deliver real-time updates and comprehensive coverage, ensuring that businesses remain compliant with labor law requirement regardless of their work environment.

About PosterElite

PosterElite is the leading provider of labor law poster compliance solutions for technology and service providers in the PEO, HCM, HR, Payroll, Benefits, Insurance, and EHS industries. With expertise in compliance challenges, PosterElite offers innovative services to help partners navigate the evolving regulatory landscape. For more information, visit PosterElite’s website.

About PrismHR

PrismHR offers a comprehensive platform designed to efficiently manage payroll, benefits, and HR for your clients. Service providers’ customers rely on PrismHR to support over 80,000 small businesses. As a trusted and well-funded partner, PrismHR continually invests in the performance and security of its software.  For more information, visit PrismHR's website.

Media Contacts 

PosterElite:
Simon Steuer
E: simon@posterelite.com

PrismHR:
Jonathan Wall
E: jwall@prismhr.com 

 

 

### The ERTC is the ‘Gift’ that Keeps on Not Giving for PEOs

Oh that Employee Retention Tax Credit thing again?



Earlier this year, we wrote about how it was like déjà vu all over again with the ERTC causing Professional Employer Organizations (PEOs) problems for the past four years. And there’s still no end in sight!



The ERTC was established as part of the 2020 Coronavirus Aid, Relief, and Economic Security Act (CARES Act). It was created with the best of intentions—to keep people employed and small businesses afloat during COVID-19. It was a great idea. After all, the pandemic led to an estimated 200,000 additional business closures in the first year of the outbreak, so protecting small and medium-sized businesses became paramount.




PrismHR Tax 
Simplify Tax Management, Reduce Risk and Stay Compliant  
with Advanced Automation and Expert Support.
 LEARN MORE 



Unfortunately, good intentions with government programs sometimes bring unintended outcomes such as what has happened with the Medicare improper payment numbers. The ERTC might not be on that scale, but  too many scammers are causing too many problems with the ERTC and businesses are not getting the attention they need—especially  PEOs—when they have submitted legitimate claims.



Casey Clark, the president and CEO of the National Association of Professional Organizations (NAPEO), recently wrote an editorial titled “Honest Small Businesses Are Paying the Price for COVID Fraud.” IRS Commissioner Darry Werfel, Clark wrote, “recently told Congress that the agency is processing between 1,000-2,000 claims per week while it receives 17,000 every seven days. At that rate, the backlog will not only never be cleared, but it will continue to grow.”



It’s kind of like donating an old sweater to clear out your closet but buying three more on Amazon the next day.



According to the IRS, it has already investigated 460 ERTC cases with up to $7 billion in fraudulent claims. So the pain continues for many PEOs trying to get reimbursement.



Opening the Window 



On Aug. 15, the IRS reopened a window for the Voluntary Disclosure Program for the ERTC. This means that through Nov. 22, businesses will have a second opportunity to correct an improper payment at a 15% discount. This, the IRS said, will help those businesses avoid future penalties. This is the second time the IRS has done this. The first time, the IRS received 2,600 applications that included over $1 billion worth of “errant claims.”



In a written statement, Werfel explained: “The push by promoters flooded the IRS with questionable ERC claims, which clogged our systems and slowed work." He added, “We recognize well-meaning businesses are caught up in this, and we are taking important steps to help them. This includes reopening the Voluntary Disclosure Program as well as getting more payments out to qualifying businesses.”



Those well-meaning businesses include PEOs, of course. So maybe the window will crack open for them to get reimbursed?



The Good News? 



The IRS recently sent out 28,000 disallowance letters to businesses that had claims that had a high probability of being incorrect. On the other hand, the IRS also identified 50,000 valid ERTC claims. That means that, as of late August 2024, payments could be going out to businesses in the “low-risk group” soon. 



In data provided in the 2023 National Taxpayer Advocate Annual Report to Congress, the most recent available, the IRS said there were about 1 million open ERTC claims in the backlog. It has since grown to 1.4 million as of June 2024.



Is this the end of the ERTC story? Unfortunately not. It’s the “gift” that keeps on not giving but we join you in advocating for this to get resolved soon so you receive the payments you need to best serve your clients.

### Workforce Management: Don’t Be on the ‘Fence’ About Geofencing 

Have you ever been on the “fence?”



No, we don’t mean the “tough decision” fence—we mean a “geofence” to be more precise. Since geofencing is all about precision, it’s actually the perfect segue to better people management.



Geofencing is a virtual boundary that is created using either GPS or radio-frequency identification (RFID) technology.



If you’ve been near a quick-service restaurant or frankly just about any business area in the past few years, you probably have experienced geofencing firsthand whether you realize it or not.



Companies like McDonald’s are increasingly using geofencing technology to alert their stores when a person with a mobile order is approaching. According to the company, doing so can cut customer wait time by just over a minute (62 seconds). It might not seem like much, but in the world of fast food, every second counts when it comes to keeping clients happy. Not to be outdone, Burger King once held a promotion based on geofencing. If you ordered a Whopper sandwich within 600 feet of a McDonald’s, you only paid a penny. It reportedly led to 1.5 million new app downloads in the process.







Oh, and if you’ve ever seen an ad on social media related to a certain business or perhaps about a product when you’re at a conference, that type of marketing strategy is based on geofencing, too. You can even set up your own geofence through a Ring doorbell to create a virtual boundary around your property.



Without question, geofencing technology has evolved quite a bit since inventor Michael Dimino first received the patent for a “telephone operable global tracking system for vehicles” in the mid-’90s. And HR is no exception.



Time & Labor Geofencing



You know where else geofencing works really well? For tracking employees’ clocking-in and clocking-out locations at work. By including geofencing capabilities, companies can ensure an employee is where they say they are at work. In other words, employees can’t clock in when they’re still in the drive-thru lane for coffee and a pastry or head out for an early dinner and say they were still on the job.



For instance, the Bay Area Rapid Transit (BART) agency’s Office of the Inspector General reported earlier this year that three employees regularly spent time at home after checking in at work, which led to a $9,004 loss for the San Francisco-based agency. For a small business in particular, this type of bottom-line hit could have a huge impact. That’s why geofencing technology is so important to have in an advanced Time & Labor solution.



Using geofencing in Time & Labor also helps reduce “buddy punching.”



It’s a tactic that has been going on for generations with one employee saying to another: “Can you do me a solid and punch in for me? I’ll be there shortly.”



The business loses in that scenario in terms of payroll but also productivity loss. It could hurt the company’s reputation, too, if the absence affects customers or even other employees.



Recent stats are hard to come by, but the American Payroll Association once reported that 2.2% of payroll losses and almost 75% of companies are affected by buddy-punching issues. A few years ago, resorts in Ocean City, Maryland, hired a private investigator to see how their seasonal workers were clocking in and out. The investigator said he found a prevalent abuse of the system with people punching in and out for their colleagues and costing companies money.



Even if buddy punching occurred just one hour a day for a worker making $15 per hour, over the course of 100 days (roughly the length of the summer season) that could cost a company $1,500. If 10 employees did that every day, that’s $15,000 for the same timeframe. And that’s just lost wages. What about the 1,500 hours of lost productivity and likely poor customer service caused by absent workers? The risk could be too much for some SMBs to survive long term.



Enter Workforce Management



So what can companies do about it? PrismHR’s new Workforce Management offers geofencing as well as industrial-grade biometric fingerprint capability built for “hard use” and facial recognition. It also is a completely integrated solution so your clients and their managers and employees can benefit from the same look and feel of their current PrismHR solution.



Ready to help your clients sniff out buddy punching and offer them the advanced scheduling options they need to run their business? Learn more about PrismHR’s Workforce Management solution in our white paper.



No reason to be on the fence about it!

### How AI Can Enhance the Employee Experience

Guest Blog by Joana Campa, Director of Marketing, HiringThing







Employee experience is a key topic for HR professionals. It encompasses the entirety of an employee’s journey at a company, aiming to provide value and foster productivity, innovation and engagement. 



Employees are increasingly adopting artificial intelligence (AI) to enhance their employee experience. Currently, 50% of American workers use AI in some capacity, and 90% of companies are investing in more AI-focused tools. 



Workers want AI to help them work smarter. According to Gartner, 70% of employees seek AI solutions to reduce mistakes, solve problems, gather information and simplify processes. 



Working smarter is crucial to a great employee experience. In this blog, we’ll explore tangible ways AI can strengthen it. 



Why is Employee Experience so Important? 



An employee’s experience significantly impacts engagement and retention, directly affecting productivity, innovation and an organization’s bottom line. Gallup found that: 




60% of employees consider having a job that lets them do their best work “very important” when evaluating new opportunities. 





Only 2 out of 10 employees strongly agree their performance is managed in a way that motivates them to excel at their jobs. 





About half of U.S. employees are actively seeking another job at any time. 





“Engagement and culture” are a top reason employees leave a job. 




For years, aspects like hiring, onboarding and benefits have been analyzed as reasons for employee retention or turnover. However, the entire HR process affects employees, which highlights the importance of a holistic approach to employee experience. 



How AI Can Improve the Employee Experience 




AI Can Improve Operational Efficiency AI can monitor and analyze processes and data to identify patterns and trends that impact businesses. It can make predictions and suggest improvements to boost productivity or employee satisfaction gaps. Satisfied workers are 13% more productive.









AI Can Help People Check Their Bias
Bias is a major reason job interviews fail. LinkedIn found that 42% of talent acquisition professionals say biases have prevented them from effectively selecting candidates. The Society for Human Resource Management (SHRM) found bias is the top cause of hiring mistakes, leading to wrong or toxic hires. Reducing bias can help diversify the workforce, a factor 78% of hiring professionals consider the top trend impacting their hiring practices.
AI can help by screening candidate profiles and résumés based on objective data, reducing the untested assumptions, biases and feelings people inherently bring to the hiring process.










Generative AI Can Save Employees Time The average worker spends up to 50% of their time on nonstrategic, administrative tasks. Generative AI (tools to create new content) can help reclaim much of that time by producing and enhancing written content—emails, landing pages, reports, etc.—allowing employees to focus on more strategic initiatives. As employees interact more with generative AI, it can tailor recommendations and content to their styles and roles.









PrismHR Hiring Has Embraced AI
When we polled PrismHR Hiring users, 60% reported taking over an hour to write job descriptions. We created AI-enabled job descriptions to perform this task in minutes. Additionally, our AI-Assisted Resume Screening helps save time and reduces bias in the hiring process





Joanna Campa Director of Marketing, PrismHR Hiring 



Modernize Your Recruiting with PrismHR Hiring 



Learn more about the time-saving benefits of PrismHR Hiring on our website or by contacting your account manager. 

### Put the ‘Potion’ in Motion: Performance Management and Employee Engagement

The average person spends about 90,000 hours of their life working, so making that time enjoyable and satisfying is of the utmost importance.



Even so, the term “employee engagement” is one that can be challenging to define. After all, people have different views on what job satisfaction and work fulfillment means to them. Still, we all can agree that when engagement is high, that’s when the magic happens almost instantaneously. Productivity goes up as does the pure joy of accomplishing goals as a team. Conversely, “employee disengagement” is relatively easy to explain, but there’s no presto chango in the world that can fix it overnight.



Changing a workplace culture for the better takes time, but it can be done. Perhaps it’s even a topic you discuss with some of your small and medium-sized business (SMB) clients.







Engagement at Work



First, we need to journey back to the origins of where the concept of workplace engagement all began. While it was common for employees to spend their entire careers with one company in previous generations, today it’s obviously very rare. And that’s why engagement is so important for SMBs to be able to keep the best workers longer and to attract top talent as well in a competitive marketplace.







5 Reasons Employees Leave Their Job




They need more of a challenge.



They want a higher salary.



They feel uninspired.



They want to feel valued.



They want a better relationship with their manager.




Source: Indeed







Today, the median number of years that an employee stays at a job is 4.1, according to the U.S. Bureau of Labor Statistics, but it’s lower for younger workers: just 2.8 years. That regular turnover has been a problem for many years now—and we all know how expensive it can be to replace an employee who has left an organization. That’s why engagement is so important to keep employees longer.



It’s a concept that William Kahn, a professor at Boston University’s Questrom School of Business, first addressed in 1990. He is credited with coining the term “employee engagement” in his research article titled Psychological Conditions of Personal Engagement and Disengagement at Work (registration required to read).



As Kahn stated, “I defined personal engagement as the harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances. I defined personal disengagement as the uncoupling of selves from work roles; in disengagement, people withdraw and defend their personal selves.”



That dog-eat-dog mentality also leads to stress and disinterest, of course, which affects performance and ultimately the company’s bottom line.







A Little More Engaged



In 2023, 50% of employees were not engaged (aka “quiet quitting”) while 33% were engaged (up slightly from 2021) and 16% were actively disengaged (down slightly from 2021).



Source: Gallup State of the Global Workplace: 2024 Report







The recently released Gallup State of the Global Workplace: 2024 Report (registration required to read) found that 41% of today’s employees are experiencing “a lot of stress.” It also found that people working in organizations with bad management processes are almost 60% more likely to be stressed than people in companies with good ones. The survey looked at data from 183,000 business units in 52 industries from 90 countries.



According to the report, employee engagement has “stagnated” while “overall employee wellbeing has declined.” And global employee well-being for younger employees (under the age of 34) dropped slightly to 34% from 35% the previous year. For employees aged 35 and over, the number went up a bit to 36% from 35%. The report also states that employee disengagement is the “equivalent to or worse than being unemployed,” which should be a real eye-opener for any of your SMB clients.



Michele LindsayPrismHR Director of Talent Management Solutions



“Engaged employees are not just the heartbeat of an organization,” said Michele Lindsay, PrismHR’s director of talent management solutions. “They are the passionate change-makers who drive innovation and success, especially among the workforce under 35 who seek purpose and connection in their careers.”



Gallup estimates that low employee engagement costs the global economy almost $9 trillion, which is 9% of the global gross domestic product.



So what’s an employer to do?



3 Ways to Improve Engagement 



Here are a few ideas on how your SMB clients can improve employee engagement:




Just Listen: We live in a world where people are constantly bombarded with messages on their social channels, emails, texts, Slack, Teams, etc. Even though more people are working remotely than ever, it’s no less important to have real conversations. A 30-minute chat every week or two where managers give their employees the opportunity to discuss what’s on their minds could give managers a glimpse into what’s going well and what’s not. When actions are taken to address those issues, it makes the employee feel heard, which is so important for morale and engagement.





Understand the Business World is Changing: As industry analyst Josh Bersin wrote earlier this year, the median age of the U.S. workforce is 33 years old. Younger workers tend to have a much different perspective on the employer-employee relationship than previous generations. As Bersin wrote, “Almost 60% of workers now believe ‘the company should accommodate their needs,’ not vice-versa.”





Allay Fears About Automation: Each and every day, AI and machine learning get more and more powerful—and sometimes scary. Not to worry: The fear that AI, robots and computers will replace human workers is not new and it’s just not true. As workplace experts Ravin Jesuthasan and John Boudreau wrote in their book, “Work Without  Jobs: How to Reboot Your Organization’s Work Operating System”: “Focusing only on how automation replaces jobholders misses the point: automation seldom neatly replaces human jobholders with automation. Rather, the most innovative and optimal solutions are combinations of automation and human workers.”




PrismHR’s Performance Management solution fits the bill when it comes to automation. It helps organizations align employee performance with organizational goals while helping to increase engagement.



We’re not saying technology can turn a bad situation into a good one overnight, but it certainly can help steer the ship in the right direction. A smoother Performance Management experience can boost productivity and relieve frustration for managers and employees at SMBs. According to the Gallup report, employees are more likely to be engaged if their managers are engaged, and reducing Performance Management headaches sure doesn’t hurt in that regard.



“A new Performance Management system might not solve all engagement problems, but it can go a long way,” Lindsay said. “A good system engages employees by aligning their goals with the organization’s strategy, providing clear communication on progress, and effectively measuring results to drive continuous improvement and success.”



Perhaps it’s time to put this “potion” in motion for when your clients get a notion to help improve their employee engagement promotion.



Learn more about PrismHR’s Performance Management solution.

### Workforce Management: The ‘Building Blocks’ of a More Efficient Organization

If you build it ...



When you hear about remote construction and remote skilled labor jobs, you realize pretty quickly the workforce is changing.



Quickly and often profoundly, too.



Much of today’s reimagined workplace is being constructed with younger employees in mind. That’s because, as Julie Lee—a director at Harvard Alumni for Mental Health—told the Washington Post: “What Gen Z wants is to do meaningful work with a sense of autonomy and flexibility and work-life balance, and work with people who work collaboratively.”



While Gen Z doesn’t mind the nuts-and-bolts concept of going into the office regularly as much as cohorts from previous generations, the option of being able to work remotely is still obviously very appealing to younger workers.



Not every job can be remote, of course. You probably wouldn’t want a health care facility based in a living room, right? Nearly 22% of companies allow workers to do their jobs fully remotely. Compare that with the 33% of companies that require employees to go into work every day, according to the U.S. Career Institute. In the post-COVID world, the balance is certainly shifting.







Want more evidence of a changing workforce? Just think about the jobs that didn’t even exist a decade ago, such as driverless car engineer and cybersecurity analyst with artificial intelligence (AI) expertise.



Many technological advancements are emerging to help make work easier and more intuitive, including Advanced Data Access and custom report building. Guess what isn’t getting any easier? Compliance. States like California, for example, require private employers with 100 or more employees to file an annual report for each employee and contractor or face a $100 per employee fine the first time and $200 the next time. This is required even if a company has only one employee in the Golden State!



Enter Workforce Management



Because of all the compliance complications, integrated solutions like PrismHR’s new Workforce Management solution become such a valuable tool. And compliance is just the first rung of the ladder.



With all the data you need at the tip of your fingers plus the ability to easily manage schedules, handle overtime and even eliminate or minimize buddy punching (more on that in a future post), it’s a win for you, your clients, and worksite managers and employees.



Here are some of the features Workforce Management offers:




Time & Attendance: With Workforce Management, companies can implement break automation to ensure worksite employees are taking their scheduled breaks. There is also a break waiver capability if the situation warrants it, which is important for compliance purposes. Geofencing ensures workers are punching in and out from the place(s) they are supposed to, which is designed to combat payroll-related fraud. The system is ideal for accommodating the modern trend of more people working remotely as well. With mobile technology, WSEs can clock in and out from any location they can get a Wi-Fi or mobile signal, which covers most of the country. It also allows for custom break scheduling, so your clients can manage if any given breaktime should or should not be paid.





Scheduling: Workforce Management offers lots of great scheduling features, but the power tools are definitely the auto-scheduling and recommendation engine. Why spend hours with pen and paper trying to figure out schedules when the software can do that for you? Your clients can adjust as needed, but having those recommendations in their hands makes scheduling easy whether it’s five workers or 500. For employees, it’s easy to request shifts, and it’s click-of-a-button easy for managers to approve them.





Time Off Requests: Paid Time Off (PTO) requests and management shouldn’t be stressful for your clients. Keeping track of days off and vacation time is easy to tighten up with Workforce Management. In addition, the software comes with an advanced accruals engine to simplify the creation of leave policies.





New Client Setup: Every company knows that employee onboarding can be a challenge for the employer and the employee. Workforce Management’s setup wizard helps an organization get up and running quickly by helping companies tighten processes with automated procedures.




The “building blocks” are here for your clients to become more efficient. Learn more about PrismHR’s Workforce Management solution today.

### HCM Software: The Golden Thread to Recurring Revenue

It happens all the time: A PEO client outgrows their need for a PEO partner and decides to bring their HR operations in-house. But just because they’ve decided to handle their own HR doesn't mean you have to lose them as a client. A PEO’s knowledge of a client’s business and operational needs can be the golden thread that connects them in a new relationship.



That knowledge can make a PEO the preferred provider of the Human Capital Management software (HCM) that a company needs to compete in today’s business environment. PEOs that offer HCM alternatives can continue to enjoy revenue from their existing client base and do so with higher margin services.



A PEO’s Most Valuable Asset



It’s easy for successful PEOs to lose sight of their single most critical skill: business development. In the product world, cost of sales can be a significant line item on a balance sheet. But PEOs—built around developing and maintaining relationships with the principal players at their client companies—may not even think of those relationships as a financial asset.



If and when those clients determine it will make business sense to bring their HR in house, a PEO stands to lose more than just that revenue stream. They will possibly be losing years of investment in business development. Factor the time and the executive rate it costs a PEO to bring that client to that point, and that is the investment a PEO stands to lose.



However, if you act before a client has implemented their new plan, all the time invested in that relationship can return huge dividends for both companies.    



The Myth of Self-Managed SMB HR



PEOs can become so focused on delivering services that they lose sight of the central role their software plays in their clients’ operations. Yes, clients can adopt new software platforms; in effect, that’s the decision a client makes when they decide to bring HR in-house.



But PEO-class software tends to be much more feature-rich than the general-purpose HR software most small and medium-sized businesses (SMBs) use on their own. More importantly, PEO software is built to scale in terms of added services and functionality. While there are many HR systems for SMBs that allow for integrations, these are almost always a collection of discreet tools that don’t truly interoperate. This is where true HCM software comes in.



PEOs offering HCM as a migration path from fully outsourced services to in-house client operations can offer a familiar software experience and level of functionality. This eliminates the steep learning curve that comes with adopting totally new software. This applies not only to the HR administration that the client must stand up, but also whatever employee portal they hope to use. This becomes even more critical when payroll gets figured into the mix.



And then there’s the matter of benefits. Depending on the packages offered through the PEO relationship, a full-featured HCM platform can enable the benefits programs that are crucial to employee satisfaction and retention. If a PEO can provision its client with the necessary HCM system, they are positioned to address that client’s needs for the related payroll, benefits, compliance, and other products and services a complete HR operation requires.  



Extended Return on Investment



At the heart of successful business development is appreciation of a client’s true needs, an understanding of their in-house capabilities, and a trusting relationship with key decision-makers. Ending a PEO relationship is almost always a business decision, not a personal one. And clients are more likely than not to welcome a continued relationship with a trusted provider.



The necessary knowledge and trust become even more important in provisioning the core people management functions:




Payroll and taxes



Benefits selection and administration



Regulatory awareness and compliance



Employee engagement




While the products and services you offer clients may change, they are still built on the same relationship and knowledge base.



The years of client relationship, combined with the right software, can be the golden thread that ties a client to their HR solutions resource provider for years to come. And delivers all the financial rewards that go with it.



To learn more about Prism HCM and what it can do for your business, visit us at prismhr.com/software/hcm.

### Workforce Management



### Seeking the Summit: Leadership Lessons from Everest Climber Alan Mallory

Every project or initiative has a goal—a metaphorical summit if you will—that, if reached, is symbolic of success. Not every endeavor ends at the summit, of course. Some attempts fail; others are abandoned along the way.  



When it comes to achieving goals, few are more treacherous than trying to reach the top of Mount Everest, which at 29,029 feet is the highest point above sea level in the world. 



Since 1953, only about 12,000 people have successfully reached the Mount Everest summit, a treacherous journey for even experienced climbers. For perspective, more than twice as many people currently live in Key West, Florida. So when you encounter someone who not only made it to the summit but also did so with three other family members, you don’t pass up an opportunity to learn more. 



After all, for Alan Mallory climbing is part of his DNA. Well, sort of. While not blood-related, Mallory shares a common ancestor with George Herbert Leigh Mallory. In 1924, that Mallory attempted to reach the Mount Everest summit—nearly three decades before Edmund Hillary and Tenzing Norgay did—but whether he made it remains a mystery as he lost his life during the expedition.  



Alan Mallory was one of the keynote speakers at this year’s PrismHR LIVE in Nashville. His session, titled “Reaching New Heights: Life Lessons from the Top of Mount Everest” was sponsored by PrismHR Marketplace partner Ameritas. 



We caught up with Alan Mallory at LIVE to learn more about his experience and what lessons the business world can take from his ascent to the Mount Everest summit. An edited transcript follows. 







When you were climbing Mount Everest, I bet you weren’t thinking about Professional Employer Organizations or speaking at a PEO conference. What were you thinking about and what brings you to PrismHR LIVE today? 



Alan Mallory: This is true. I guess at that point, I wasn’t thinking about kind of where this journey would lead me. But it’s quite a unique story ... and there are a lot of parallels between what we went through in the two years of planning and the two months of actual execution or climbing and what PEOs would we be faced with. In terms of the volatility. We’re operating in volatile environments. So how do we adapt? 



How does the business world tie into your Everest story?  



Alan Mallory: There’s lots of different parallels throughout, but if you’re talking about risks in particular, it’s understanding the risks you’re up against. In a business environment, nothing is risk-free. I mean, there’s no reward without risk, you could look at it like that. And so the whole idea is to understand the risks that you’re having to either accept or you can mitigate or transfer. There are other ways we can deal with risks to try to reduce the likelihood of them or the impact should they occur. And that’s the type of thing we’re looking at. And some of the mitigation strategies, for example, controlling the time of day. We went through certain areas that were particularly volatile or became more active when the sun would hit the ice and expand the ice. For example, there’s a particular section, which is quite dangerous. And so there are a lot of parallels. That’s exactly how you should look at any challenging endeavor—understand the risks and figure out how you can mitigate them. 







Are there lessons from how you had to get acclimated to the heights you were at and the lack of oxygen? Is there a parallel there in terms of getting acclimated to maybe your clients or the business environment or socioeconomic factors, etc.? 



Alan Mallory: I think there’s a lot of parallels in particular when it comes to agility in volatile environments. In today’s business environment, that’s often the case. Things are changing very quickly. Your clients’ needs are changing very quickly. And so in mountaineering, you almost have this built-in agility. In an Everest in particular, we’re planning for a one- to two-week push into the altitude to trigger the production of the protective red blood cells. But if we, as part of the acclimatization process, if you stay there, you’ll get an edema, lose your life. So you come back down, and that’s when you incorporate the lessons from that particular iteration and make adjustments. In a business environment, [that] is particularly valuable, because otherwise you can be very efficient at going the wrong direction. And so you need to have some sort of feedback mechanism. And that’s exactly what that type of iterative approach, which is at the heart of an agile mentality, allows you to do.  





How hard is communication on the mountain, including language barriers with Sherpas, and is there a parallel there to the business world? 



Alan Mallory: In terms of communication, we did have two Sherpas. They spoke English, but it was kind of broken English. We’re pretty good as humans at reading nonverbal body language and determining: Is there a hidden agenda? Is there something I’m missing here? We never got that feeling. And we really did build a great relationship with our two Sherpas. I would say we became friends more than anything over that two-month period. And it was a huge advantage we had over the majority of the other teams. There were six of us all working together to make this a reality. And so that was important. In general, though, communication is a challenge. It’s [also] a challenge communicating with your stakeholders back home because there’s very little means of doing that. We had a satellite phone, but it was kind of an emergency thing. And so that put everyone through quite an emotional rollercoaster because people died on the mountain. It would show up in the media. They don’t release the name right away. And on the mountain, you can communicate fairly well through these radios, although we did have challenges with them, and they would fail at times. Even when you have other climbers beside you, let’s say it was my father, my sister or brother, because you’re well into the very high altitude, you’re wearing an oxygen mask, but even below them, it’s so exhausting to move your body or do anything that you don’t do a lot of communication when you’re climbing.  







What overall lessons did you take away from your experience? 



Alan Mallory: In terms of the big lessons that I took away from this expedition, I guess the first, you might say, is the importance of setting lofty goals in life and continuously pushing yourself a little bit out of your comfort zone. You know, we can kind of get in this place of stagnation. And I’ve had that at times in my life. ... But we’re kind of built for overcoming some sort of adversity on the way to accomplishing something of value. And that can be in mountaineering or business or HR or athletics or philanthropy or whatever it is. And so I would say that that was the first lesson [is] ... the importance of setting those lofty goals and not letting too much get in the way. ... The second, it might be something around planning, you know, the climbers that are successful, they don’t just throw money at this. ‘We’ll figure it out when we get there.’ They invest in the years of preparing themselves mentally and physically and understanding the risks and understanding everything involved so that they’re not having to make as many critical decisions in the very high altitude when you’re prone to making errors anyway. And so take that type of thing seriously in mountaineering, but in other things you’re involved with in life. Now the other side of that I would say is this is where agility comes in. Don’t have such a fixed mentality that you’re not able to adapt when you are faced with volatility. And Everest is maybe the ultimate example of that. ... So that might be the third: Be agile in the way that you adapt to challenging situations in environments that are thrown at you. 







Is the question you get asked the most about why you chose to climb Mount Everest? 



Alan Mallory: Why did I choose to do it? It’s an interesting question and it’s difficult to do, say, a cost-benefit analysis on something like this, because the benefit is some sort of personalization or satisfaction.  But like a lot of things in my life, you know, if you’re intrinsically motivated, a lot of things end up being for that elation and satisfaction, proving to yourself that you can [do it]. My ancestor, George Herbert Leigh Mallory, who was a famous climber back in the ‘20s ... I’ve heard his answer to that question was, ‘If you have to ask the question of why climb, you will not understand the answer.’ And so it kind of gets at that intrinsic motivation of the difficulty in doing a cost-benefit analysis because it’s some sort of personal satisfaction and elation. 







James Tehrani is PrismHR's content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### 9 Key Regulatory Takeaways from the 2024 PEO Capitol Summit

Last month, the National Association of Professional Employer Organizations (NAPEO) held its annual PEO Capitol Summit in Washington, D.C. Aligned with the second-annual National PEO Week, the PEO Capitol Summit is a unique opportunity to hear from lawmakers and discuss issues critical to the PEO industry.



Since this is an election year, it’s not too surprising to find the buzz in the Beltway was booming when it came to regulation and other legal matters. Here are nine key takeaways from this year’s Capitol Summit that PEOs should be aware of:



AI Overview



1. The Transformative Power of AI



What It Is: Artificial Intelligence is as revolutionary as electricity and the internet were for previous generations. Existing capabilities already include lifelike video creation based on simple prompts and real-time translation of conversations into different languages. And this is just the tip of the iceberg for what’s to come.



Key Takeaway: Get on the AI train or get run over by it. All businesses should be considering ways AI can be leveraged to accelerate internal productivity, support their workforce, and provide unique offerings to their clients. Those that do not will quickly be at a competitive disadvantage. That said ...



2. Decision-making Bias



What It Is: AI models use algorithms to interpret subsets of data and make decisions. By definition, those decisions will be biased toward results aligning with patterns in that dataset, as well as user and programming objectives. Even if facially neutral and well-intended, these models can lead to impermissible bias and discrimination based on race, gender and other classifications.



Key Takeaway: When using AI tools to make employment decisions, monitor for bias and, specifically, disparate impact on protected classes of candidates and employees. Question third-party vendors on the data used to train their systems and their validation processes. Maintain human oversight and note that important decisions outsourced to AI may be subject to more, not less, scrutiny.



3. Governance Policies



What It Is: The power of AI also makes it inherently dangerous. Besides bias, there are privacy, copyright, dependency, accuracy and deepfake concerns as well.  PEOs are in the unique position of working with SMBs who may be unaware of these risks. The National Institute of Standards and Technology released an AI Risk Management Framework in April, providing guidance to both developers and deployers of AI technology. State and federal standards have also been evolving. Notably, Colorado passed a landmark AI bill last month, establishing stringent requirements whenever AI is used to make “consequential” decisions.



Key Takeaway: Before unleashing AI in your organization, start with a governance policy designed to ensure safe, ethical and compliant adoption. Organize an AI governance team to identify risks; stay on top of evolving standards; and set internal practices on how AI will be evaluated, developed, implemented, monitored and used.



The Tax Landscape



4. The Oregon Predicament



What It Is: Being a PEO in Oregon isn’t easy. Two years ago, the state enacted requirements prohibiting PEOs from calculating and reporting Paid Family Medical Leave on the client level. The result: Small businesses are taxed at a higher rate and lose flexibility in adopting private plans. Then earlier this year HB 4005 was introduced to effectively kill co-employment in Oregon, stating that an employee “may not be considered to be employed by more than one employing unit.” Key Takeaway: The PEO model is alive and well in Oregon. NAPEO worked with some of its members to squash HB 4005, and projects that the state will revisit previously proposed legislation that would treat SMB clients as distinct entities for PFML purposes.



5. Federal Reform



What It Is: Major provisions of the Tax Cuts and Jobs Act of 2017, including rate reductions, are set to expire at the end of 2025. Extending it as is would add trillions of dollars to the federal debt in the next decade. Legislators and analysts agree a new bill is needed. Opinions vary on what the bill should include. NAPEO, for instance, would like to see PEO indemnity for client tax credits, which is likely not a focal point for most legislators.



Key Takeaway: Expect a major tax bill by the end of next year with various provisions impacting service providers, employers and employees alike ... the details of which are to be determined.



6. Employee Retention Tax Credit Updates



What It Is: The moratorium on IRS ERTC claim processing continues. In the interim, the IRS has been implementing a new high-resolution system with enhanced fraud detection analysis. Outstanding 941-X submissions, which were all filed on paper, are all being processed through the new system. On June 20, the IRS released an update on its progress and initial findings, noting that only 10% to 20% of remaining claims have been identified as low risk. The IRS intends on “judiciously” processing these claims first, and—should the moratorium be lifted—will issue some initial payments later this summer.



Key Takeaway: Be patient and expect audits. The moratorium will (presumably) be lifted. But when it does, the IRS will take a more scrupulous approach to reviewing outstanding claims, and audits of a single small and medium-sized business (SMB) client on a PEO 941-X will delay the processing of all other SMB claims on that return.



Recurring Guidance



7. Employee-Owner Misclassification



What It Is: K-1 partnership pass-through income is not W-2 wages and should be reported separately, even under a PEO relationship. Some business owners may have misclassified these earnings as W-2 wages, and then improperly included these wages as part of their ERTC claim.



Key Takeaway: Review the K-1 W-2 distinction as necessary with your clients. With its new technology, the IRS may easily identify instances of wage misclassification that were used to increase an SMB’s ERTC claim.



8. Customer Service Agreements Updates



What It Is: While historically PEO Customer Service Agreements may have leaned heavily into the co-employment relationship, more nuanced language—clearly outlining roles and responsibilities—may now be more appropriate. Overrepresentations of “employer status” may be taken at face value and inadvertently subject a PEO to litigation and penalties for matters outside of its domain.



Key Takeaway: Times change, the PEO industry has evolved, and so should your CSAs. Regularly review and update your CSA agreements with the help of an experienced PEO attorney.



9. Tax Sheltered Wellness Plans



What It Is: Employers regularly adopt wellness plans that are funded with pretax contributions. Under such arrangements, the plan then reimburses employees, tax free, either automatically without proof of any expenditures and/or for any spending broadly classified as “wellness.”



Key Takeaway: Use caution before adopting a wellness plan offering a completely “tax sheltered” structure. While state regulators may be OK with this arrangement, the IRS has recently stressed in 2023 and again in 2024 that contributions to such plans are taxable if the plan offers reimbursement for anything other than bona fide medical expenses.



Learn more about how PrismHR can help your PEO stay in compliance.











Chris Babigian is PrismHR’s compliance strategy manager. A graduate of Boston University School of Law with a focus in taxation, Chris spent five years handling motions, appellate briefs and trial discovery for a civil litigation firm. In 2014, Chris transitioned to PrismHR, where he translates regulatory requirements into software solutions. 

### Loanspark Partnership Brings Modern Lending Solutions to PrismHR HR Service Providers and their Clients

HOPKINTON, Mass., June 21, 2024 – PrismHR, a Vensure Employer Solutions company and the leading HR technology software innovator for PEOs, ASOs, and HCM providers across the U.S., today announced its partnership with Loanspark, an innovative platform offering embedded Business Lending as a Service for small and mid-sized businesses.

Loanspark offers a robust suite of lending options, including payroll funding and additional loans, tailored to meet the business needs of small and mid-sized businesses. These lending options can help finance new hires and strategic initiatives, upgrade equipment, expand real estate locations, and even borrow against future account receivables.

Loanspark simplifies the lending journey for small and mid-sized businesses by offering:

 	A dedicated sales team and support call center
 	Customized online application processes and a branded borrower portal interface
 	Full marketing collateral to help you promote lending offerings

“Loanspark gives our HR service providers a simple, modern lending solution they can easily offer their clients, ensuring they have the resources needed to succeed,” stated Jonathan Wall, senior vice president of Strategic Partnerships at PrismHR. “Their payroll funding option is just one of a variety of lending solutions which provides small and mid-sized businesses choices, as well as great support.”

"Businesses face significant hurdles in securing funding and managing cash flow. PEOs and HR companies are greatly positioned to step up and address these challenges head-on,” states Michael Barnett, Founder of Loanspark. “Given the need to support SMBs with fair and equitable financing, the time is now for service providers to get involved. We are excited for our partnership with PrismHR."

About PrismHR 

A Vensure Employer Solutions company located in Hopkinton, Massachusetts, PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits and HR while leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing more than $80 billion in payroll each year. For more information, visit prismhr.com.

About Loanspark

Loanspark is a subscription-based, embedded Business Lending as a Service solution, committed to reshaping small business lending. It empowers B2B businesses, accounting firms, HR companies, and mortgage brokers to provide favorable business funding solutions to their SMB customers. It does so through co-branded partnerships, a dedicated team of customer services professionals, a robust loan origination platform, and an ever-growing marketplace with over 150 SMB funding programs. With a focus on excellence, transparency, and inclusivity, Loanspark bridges the gap between business success and community prosperity, and serves as the trusted leader in the business lending industry.

Media Contacts

Loanspark:
Sasha Yablonovsky
E: sasha@loanspark.com

PrismHR:
Jonathan Wall
E: jwall@prismhr.com

### Vensure Employer Solutions Announces PrismHR TAX

CHANDLER, Ariz.–Vensure Employer Solutions (Vensure), a leading provider of HR/HCM technology, managed services and global business process outsourcing, today announced a new self-service and full-service payroll tax solution.

Vensure has entered into an agreement with Asure Software ("Asure") to create PrismHR TAX, which will provide complete tax software services for its PrismHR clients. Vensure will also be using the TAX platform internally. The platform will reduce financial risk for companies while keeping current on the latest federal, state and local tax requirements. The Asure payroll tax offering complements Vensure's PrismHR technology portfolio, which already includes both PEO and HCM platforms, and expands capacity with a new tax module to serve Professional Employer Organization (PEO), Administrative Service Organization (ASO) and Human Capital Management (HCM) customers.

"The integration of the PrismHR TAX platform with PrismHR technology creates an opportunity second to none," said Alex Campos, Chief Executive Officer of Vensure Employer Solutions. "I am excited we are continuing to enhance and innovate in our PrismHR platforms. This addition elevates our leadership position as we offer a more robust, fully integrated HR technology portfolio to businesses across North America."

"Asure provides software and services that help companies grow," said Pat Goepel, Chairman and CEO for Asure. "Through this connection, Vensure Employer Solutions and PrismHR customers will benefit from world-class technology upgrades to strengthen regulatory compliance while streamlining processes, saving clients time and simplifying their payroll tax filings."

Asure is a publicly traded company with the financial strength and stability to partner with industry-leading companies like Vensure. That foundation backs the software solutions fueling this collaboration, ensuring Vensure and PrismHR customers benefit from a lasting and sound approach to payroll tax management and compliance.

About Vensure Employer Solutions
Vensure Employer Solutions is the largest privately held organization in the HR technology and service sector, providing a comprehensive portfolio of solutions, including HR/HCM technology, managed services, and global business process outsourcing (BPO). The company and its service providers collectively serve over 141,000 businesses and process over $158B in annual payroll. As a "One Employer Solution" headquartered in Chandler, Arizona, Vensure helps thousands of businesses streamline and grow their operations with custom strategies that benefit both employers and employees. Find out more by visiting vensure.com.

About PrismHR
A Vensure Employer Solutions company, located in Hopkinton, Massachusetts, PrismHR's mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, including PEO and HCM platforms, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits and HR while leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing more than $80 billion in payroll each year. For more information, visit prismhr.com.

About Asure
Asure Software (ASUR) provides cloud-based Human Capital Management (HCM) software solutions that assist organizations of all sizes in streamlining their HCM processes. Asure's suite of HCM solutions includes HR, payroll, time and attendance, benefits administration, payroll tax management, and talent management. The company's approach to HR compliance services incorporates AI technology to enhance scalability and efficiency while prioritizing client interactions. For more information, please visit asuresoftware.com.

Media Contact:
Sonya Trezevant
Chief Marketing Officer
sonya.trezevant@vensure.com

### Vensure Employer Solutions Completes its 75th Acquisition by Acquiring Execupay, a Leading Payroll, HR Technology and Service Provider, Delivering 800,000 Worksite Employees to Vensure

CHANDLER, Ariz.–Vensure Employer Solutions (Vensure), a leading provider of HR/HCM technology, managed services and global business process outsourcing, today announced the acquisition of San Antonio, Texas-based Execupay, a provider of payroll, HR technology and HR services with a strong focus on small and mid-sized businesses (SMBs), and Vensure's 75th acquisition in six years. This acquisition adds nearly 800,000 Worksite Employees (WSEs) both direct to small business and indirect to service bureaus, expanding Vensure's WSE count to about 4M employees.














Well-known for its innovative technology platforms and exceptional customer service, Execupay caters specifically to the needs of growing businesses and complements Vensure's PrismHR technology portfolio. Execupay's expertise in supporting payroll service companies and developing HR software, combined with Vensure's existing suite of HCM offerings, ensures this acquisition will create even more solutions to reach a broader client base.

"We're thrilled to welcome Execupay into the Vensure family of brands," said Alex Campos, Chief Executive Officer of Vensure Employer Solutions. "Their commitment to client success and their deep understanding of the SMB market across the lower 48 states aligns perfectly with our mission while creating a strategic opportunity for organic growth. This acquisition will strengthen our already comprehensive HR solutions, empowering businesses of all sizes to streamline their operations and unlock new levels of efficiency."

"Joining forces with Vensure is an exciting opportunity for Execupay and our valued clients," said Gerald Stowers, Chief Executive Officer of Execupay. "Our combined industry-leading technologies and Vensure's vast array of global products and services will enable us to deliver an even more robust suite of solutions to our clients. We are confident our synergies will not only ensure we deliver a heightened customer experience but also pave the way for a stronger presence in the HR/HCM space, filled with new opportunities and growth."

Gerald Stowers will continue in his leadership role for Execupay, which boasts a loyal customer base of SMBs and payroll service companies attracted to their user-friendly payroll software, personalized service approach and dedication to regulatory compliance. By integrating Execupay's solutions, Vensure's ability to serve as a single source solution for all HR needs becomes even more extensive in the areas of payroll processing, tax administration, benefits administration, talent acquisition and onboarding, performance management and workforce development. With this acquisition, Vensure enriches its position as the premier destination for HR solutions, offering businesses a seamless path to growth and success.

About Vensure Employer Solutions
Vensure Employer Solutions is the largest privately held organization in the HR technology and service sector, providing a comprehensive portfolio of solutions, including HR/HCM technology, managed services, and global business process outsourcing (BPO). The company and its service providers collectively serve over 141,000 businesses and process over $158B in annual payroll. As a "One Employer Solution" headquartered in Chandler, Arizona, Vensure helps thousands of businesses streamline and grow their operations with custom strategies that benefit both employers and employees. Find out more by visiting vensure.com.

About Execupay
Execupay is a leading provider of payroll and HR services for small and mid-sized businesses. The company is dedicated to delivering innovative technology solutions and exceptional customer service, helping businesses streamline their HR processes and ensure compliance while also meeting the needs of payroll service companies. Find out more by visiting execupay.com.

Media Contact:
Sonya Trezevant
Chief Marketing Officer
sonya.trezevant@vensure.com

### National PEO Week: Dreams Come True Thanks to You 

There are dreamers everywhere ... 



Walk down Main Street USA, and you’ll see those dreamers behind those storefronts helping customers. They also play a key role in helping their communities thrive.  



But for every Toms Shoes—which started as a small business way back when and has since grown into a shoemaking and shoe-donating juggernaut—there’s an Everyday Tom that didn’t have the resources to make their dreams come true. The vision was there, but dreams fall flat when “shoes” are left untied, metaphorically speaking.  















With the second-annual National PEO Week underway,PrismHR salutes the PEOs that help SMBs shine.







How many small-business owners have asked themselves “What if?” and then pulled out a laptop, notebook, sticky note, a napkin or whatever was handy to document their vision? Too many! After daydreaming about what could be, how many of those same business owners asked themselves, “How do I turn my dream into a reality?” without having the answers or the tools to succeed?  



As a Professional Employer Organization (PEO), you know what it’s like to dream, and you know how to tie those “shoelaces” tight for your small and medium-sized business (SMB) clients while finishing it off with a perfect bow. Countless businesses literally couldn’t handle their HR processes without you.  



In essence, you, as a PEO, help make these dreams come true every single day. So, thank you for all you do! 



Today, more than 500 PEOs in the country handle HR-related tasks for 208,000 clients and 4.5 million worksite employees (WSEs) with a combined payroll of more than $305 billion, according to the National Association of Professional Employer Organizations (NAPEO).  



Keep in mind that 99% of all businesses in the United States are small businesses, and those companies employ almost half (46.4%) of all U.S. employees. Backbone of the economy, indeed. 



That means many SMBs are looking for guidance on their HR matters to help make their dreams come true. If only someone could help them ... 



Did I hear someone say, “What about PEOs?”  



Great idea! PEOs help their SMB clients grow 7% to 9% faster and reduce employee turnover by 10% to 14%, according to NAPEO. And talk about keeping the dream alive, businesses that use a PEO are 50% less likely to go out of business than businesses that do not use one. 



Yep, PEOs are that important.  



And PEOs love what they do for their clients. Almost half of respondents on a recent PrismHR LinkedIn poll chose “Helping SMBs Grow” as the thing that makes them proudest about being a PEO. 







You’re proud of them and we’re proud of you. PrismHR’s promise is to continue to partner with you on innovation to give you the tech tools you need to help you and your clients succeed. Making dreams a reality takes more than imagination after all, it takes solutions that help drive better business decisions, too. 



When NAPEO dreamed of getting a National PEO Week on the Congressional Record in 2023, they had a vision for just how important PEOs are. They found a champion in Rep. Erin Houchin (R-Indiana). Houchin said last year that, “PEOs play a critical role in helping businesses survive and thrive, particularly during challenging times.” 



How true. You’re there for your clients in the good times and you’re there for them in the bad times. Dreams, as you know, don’t follow a script! 



As your HR tech partner, we tip our hats to all the PEOs! 



Dreams do come true because of all that you do. Happy National PEO Week; it’s your time to shine! 



PrismHR LIVE is your time to shine. Register today, and we’ll see you in Nashville June 2-5. 

### Partner Events Shine Bright at PrismHR LIVE

Prepare to be dazzled by the dynamic lineup of Marketplace Partners at this year's PrismHR LIVE event! With an array of partner activities ready to light up Nashville, the countdown to an unforgettable experience has begun. Don't miss out on the excitement - every moment promises to be extraordinary! 







Visit with the Partnerships Team at the Discovery Studio



Throughout the conference  



Meet the PrismHR Partnerships team in the Discovery Studio. Provide feedback on your experience with Marketplace partners through interactive questions. Let our Partner Explorer tool guide you to which partners you shouldn’t miss visiting with at LIVE this year. 











Attend Base Camp Live, Hosted by Swipeclock



Sunday, June 2nd from 2:30-4:30pm



Swipeclock product experts and company leaders will showcase their roadmap and take your suggestions and feedback in this complimentary event. Bring your team and hear the latest updates from the time and attendance Marketplace partner! Register here 











Mingle at the Welcome Reception, Sponsored by Asure PTM and ClearCompany



Sunday, June 2nd at 6:00pm



Reconnect with peers, exhibitors, and the PrismHR team at our Welcome Reception. Join us to network and walk through the exhibit space, and be sure to check out the signature cocktails cleverly named after Asure PTM and ClearCompany, the evening’s sponsors. 











Get Inspired by Everest Conquerer, Alan Mallory, Sponsored Session by Ameritas



“Reaching New Heights: Life Lessons from the Top of Mount Everest”



Monday June 3rd at 4:00pm



Embark on an inspiring journey with Alan Mallory as he shares the lessons and strategies that led to conquering Mount Everest. This inspiring breakout session is packed with tools, strategies and actionable ideas that can be put into practice to make positive changes in our professional and personal lives. Watch the promo video 







Indulge in the Foodie Fest, Sponsored by ZayZoon



Monday June 3rd from 6:00-9:00pm



Indulge in a culinary adventure at Foodie Fest at Assembly Food Hall on Monday night. Join ZayZoon for an evening of delectable delights and live karaoke. Don't miss your chance to savor the flavors and sing your heart out with our live band! 











Attend the Recruiting Revolution, Sponsored Session by PrismHR Hiring Powered by HiringThing



“Thriving in the Recruiting Revolution: Mastering Compliance, Harnessing AI, and Unleashing Gen Z Potential”



Tuesday June 4th at 1:00pm



In today's dynamic HR landscape, HR service providers and their clients face the challenge of navigating compliance, harnessing AI in HR, and integrating Gen Z into the workforce. Join us to learn strategies for compliance, AI optimization, and Gen Z engagement, supported by expert analysis and real-world solutions, empowering you to lead through change. 







Don’t Miss Secure 2.0 Tax Credits, Sponsored Session by Slavic401k



Tuesday June 4th at 2:00pm



Slavic401k’s STP 2.0 platform, integrated with PrismHR, enables quick 401(k) plan setup, automatically calculates tax credits for new plans, and generates revenue for PEOs through SECURE 2.0 establishment fees. Attend this session to learn how your PEO can benefit from this technology. 











Dance at the Disco Cowboy Party, Sponsored by Ameritas



Tuesday June 4th from 6:30-9:30pm



Get ready to groove at the Disco Cowboy Party, proudly sponsored by Ameritas. Enjoy food, live music, and dance the night away on a vibrant dance floor, all within an event space boasting breathtaking views of downtown Nashville through floor-to-ceiling windows!



It’s “Your Time to Shine” - see you in Nashville!







Stay connected with us and join the fun on social media all week!



#YourTimetoShine     #PrismHRLIVE     #PrismHR

### PrismHR LIVE: It's Almost Your Time to Shine

While PrismHR LIVE traces its roots back to the “ScorPEO” days of the early 2000s, the annual customer conference that you know and love today adopted its current name in 2015. 



That first LIVE event took place in Beantown (Boston) and this year’s conference takes place in Music City (Nashville). 



And your time to shine is just weeks away! 







“Our first conference was at a small Plymouth, Massachusetts, hotel in 2000,” said Craig Babigian, PrismHR’s executive vice president. “We had less than 40 attendees, and all the sessions were in one room. Fast forward to 2024. We are expecting 600-plus attendees with concurrent sessions, keynote speakers, amazing networking events and—my favorite—the Discovery Studio. Every conference we have is always better than the last, and we can’t wait to show you the innovations headed your way.” 



This year’s conference starts June 2 and runs through June 5 at the Omni Nashville. You still have a little time to get in on the regular rates, so don’t delay. 








“Every conference we have is always better than the last, and we can’t wait to show you the innovations headed your way.”
Craig Babigian PrismHR Executive Vice President 



At the time of the first PrismHR LIVE, clever observers called the user conference the “premier opportunity for customers to interface directly with the PrismHR team and other community members.” How right they were! 



It’s that and so much more today. PrismHR LIVE has become the must-attend tech event in the HR outsourcer space.    



Let’s take a look at some of the must-see activities at this year’s conference: 



Check out the full agenda! 



Sunday Night: Get There Early 







Anyone who has attended PrismHR LIVE will tell you: The opening-night reception at PrismHR LIVE is not to be missed. Get an early look at the Discovery Studio and see what else PrismHR has in store for you. Wasn’t it John Lennon who sang, “Well we all shine on/ Ev'ryone come on”? Festivities start at 6 p.m. on June 2. 



Monday Morning: Keynotes  



PrismHR President Kevin Andrews will open PrismHR LIVE again this year and discuss all the ways you can benefit from the innovations coming your way this year. There’s a lot to discuss, so grab your seats because you’re in for a treat. 



Then, it’s not every day that you get to hear from someone who was second in line from the presidency in person, but you can at this year’s PrismHR LIVE. Paul Ryan, the 54th speaker of the House, will be discussing labor, the economy and the power of evidence-based public policies in a candid discussion with Pat Cleary, Vensure’s chief growth officer and the former president of the National Association of Professional Employer Organizations (NAPEO). Catch them Monday, June 3, in the morning. 







Monday: Did Someone Say Sessions? 







There are so many great breakout sessions at this year’s PrismHR LIVE, and here are a few we wanted to highlight. Jenni Oskierko, a PrismHR’s senior product manager, will talk about customer-inspired new features for Benefits Administration. Also, PrismHR’s Ken Wright and Allison Corbett will tell you all about how to create dazzling dashboard and data visualizations with the Report Center enhancements. Finish off the day by learning how to “Configure PEO Client Accounting Like a Pro,” which will be led by Christina Lloyd, PrismHR’s director of consulting. 



Monday Evening: Time to Have Fun 







PrismHR LIVE knows how to throw a bash as you probably know, and we’re partnering with our friends at ZayZoon again to make this year’s event really shine. Bring your appetite to Assembly Food Hall rooftop, and we’re gonna have some serious fun. 



Tuesday Morning: The More You Know 







Day Three of the user conference kicks off with a couple of we can’t “wAIt,” er wait, keynotes. Nathan Christensen, the former Mineral CEO, opens up the day discussing how to thrive in the AI Age. Next, Casey Clark, the new NAPEO CEO, makes his PrismHR LIVE debut discussing his vision for the future of the PEO industry.  



Tuesday: Sessions 







FOMO is real, so don’t miss out. 



There are so many great sessions going on at this year’s LIVE to show our customers how they can become more efficient and more profitable for themselves and their clients. Day three highlights include a ClientSpace benefits module review led by PrismHR’s Cameron Betsch and Steviemarie Snyder. And PrismHR’s Kent Seith will talk about Employee Portal and Unified Employee Experience (UEX) best practices.  



PrismHR’s Jonathan Wall returns to discuss “Rules for Life: A Story About Being Human,” which is always one of the most poignant sessions at PrismHR LIVE.  



In the afternoon, you definitely don’t want to miss PrismHR’s Rick Torrence and Jeremy Fullmer’s session discussing PrismHR’s new HCM solution. You’ll also want to make time to hear PrismHR’s Taylor Caldwell introduce you to PrismHR's new Workforce Management solution.  



Tuesday Evening: Dance the Night Away 







Make some noise for a line-dancing, disco-balling experience as PrismHR brings you a Disco Cowboy Party for the ages. Get your cowboy hats on, bust out them boots, add some sparkle and plan to have a kickin’-good time. 



Wednesday Morning: But Wait, There’s More 



Save some energy for a final half-day of learning and collaborating at LIVE. 



Get together with your colleagues at one of our roundtable discussions focused on Payroll (led by PrismHR’s Gwen Lemming and Dawn Payn), Benefits (led by PrismHR’s Jenni Oskierko and Kara Wepfer) or ClientSpace (led by PrismHR’s Cameron Betsch and Steviemarie Snyder).  



Also, PrismHR’s Ken Wright and Allison Corbett return to give you the low-down on advanced report writing. PrismHR’s Bryna Dudek and Ben Souther will also be there to discuss platform updates. And you can find many other sessions scheduled to send you home happy on the last day of PrismHR LIVE. 



We can’t wait to see you in Nashville. It’s almost time for your time to shine at PrismHR LIVE. 



Until then, we’ll be practicing our line dancing and dreaming about all the fun we’ll have checking out the Honkey Tonk Highway and those famous neon lights in Nashville.  







James Tehrani is PrismHR’s digital content marketing manager. He’s an award-winning writer based in the Chicago area.  

### Taxes Can Be Taxing for PEOs Without PrismHR

By Chris Babigian & James Tehrani



Tax Day 2024 has come and gone, and most employees won’t be thinking about taxes again till next April.



For employers, however, managing payroll taxes is a never-ending process, and compliance is paramount. The IRS assessed businesses with penalties totaling $8.6 billion in 2023 for issues with federal employment taxes, according to recently released data.



Compliance is also complicated and often fluid based on shifting political objectives, legislative swings, trends and budgetary needs. In addition to federal taxes, employers deal with thousands of state and local payroll taxes, each with their own distinct requirements. And the rules of the game are ever-changing, with new, eclectic taxes and nuanced modifications popping up every year.



From child-care contributions to mobility taxes and much more, small and medium-sized businesses (SMBs) count on Professional Employer Organizations (PEOs) to help keep them in compliance. That’s why PrismHR is constantly monitoring new legislation to help!



Let’s look at some of the recent tax-related updates to see just how quickly complexity can enter the mix:



Vermont Child Care Contribution Tax



The Vermont Child Care Contribution Tax is one of the newest payroll taxes set to take effect this year. Starting July 1, employers in the state will be liable for the 0.44% CCCT on employee wages. An interesting dimension of the tax is that employers can shift up to 25% of the CCCT (0.11%) to any or all employees at their discretion.



The newly established Child Care Contribution Special Fund will manage proceeds from the tax designed to subsidize family child-care costs in the state.



Proliferation of Special Funds



The CCCT, though unique to Vermont, is part of a broader trend of jurisdictions increasingly instituting new payroll taxes to fund special projects in lieu of or in addition to a traditional income tax. Some other recent examples include:




Washington Cares Fund: Billed as a “first of its kind” program, the Cares Fund is a 0.58% employee tax that went into effect on July 1, 2023, to support long-term-care services.









Eugene (Oregon) Community Safety Payroll Tax: An employee and employer tax that began in 2021, the Community Safety tax was designed to address a shortage in funding for police, fire, mental health and homeless services. This tax consists of a flat employer rate of 0.21% as well as an employee tax with a variable rate based on earnings.









Portland (Oregon) Metro Supportive Housing Services: Employees expected to earn over $200,000 who live or work within the district are subject to a 1% withholding. Designed to support people living below the poverty line, employers were required to begin withholding on subject employees in 2022.




Paid Family Medical Leave



While many new payroll taxes are funding unique initiatives, the Paid Family Medical Leave is the latest copycat trend.



Over the next several months, employers and employees in Maryland, Delaware and Maine will be subject to their state’s iterations of the PFML payroll tax. Minnesota will join them in 2026. This follows on the heels of recent adoption in Oregon and Colorado in 2023 and many other jurisdictions before that, including some with alternative or private plan approaches.



Many Paid Family Medical Leave programs have similar structures, but each has its own distinct rates, wage bases, reporting requirements and opt-out mechanics. Most, but not all, have employee and employer components as well. In many jurisdictions, employers are only subject to their portion if they can be classified as a large employer. Those standards vary by state.



For instance, in Oregon, the standard for a “large employer” is a company with 25 or more employees, which is determined based on monthly averages. In Colorado, the standard is 10 or more employees who were employed at least 20 weeks in the prior year.



Constant Change



Keeping up with tax laws is a constant struggle. Year over year, pre-existing taxes are also revised and restructured based on several factors mentioned earlier. Some examples from the past 12 months include:




New York Metropolitan Commuter Transportation Mobility Tax (MCTMT): This jurisdiction-based “payroll expense tax” was modified to split the Metro District into two distinct zones with distinct tax rates.









Kenton (Kentucky) Occupational License Tax: As of Jan. 1, this tax is now composed of three distinct subcomponents—“General,” “Mental Health” and “Senior Citizen”—each with different rates and accrual caps.









Colorado Paid Family Medical Leave: Colorado modified the definition of taxable wages just for paid family medical leave purposes. This change also went into effect Jan. 1 to create a distinct wage base for PFML that, unlike the State Unemployment Tax Act (SUTA), does not exempt Section 125 contributions from withholding.




PEO Complexities



In addition to managing the usual complexities of payroll tax compliance, PEO service providers also must clear one additional hurdle—determining whether any new tax is calculated and reported under the PEO employer or SMB client. While seemingly simple, rules vary and can often lead to unintended results if a jurisdiction hasn’t properly considered the impact of the PEO relationship.



For example, New York directs PEOs to calculate the MCTMT by SMB client, but then report the tax under the PEO umbrella. Conversely, the PFML statute in Oregon was silent on the PEO relationship. This prompted NAPEO to back pending legislation clarifying the roles and responsibilities of each party.



The PEO Value Proposition



For SMBs, self-navigating the ever-changing payroll tax nuances from state to state can be a tricky and risky proposition. SMBs turn to PEOs to help them navigate these potential pitfalls. Can your technology provider help with taxes?



If not, that’s why PrismHR is here. Our technology helps more than 80,000 small businesses stay in compliance while removing the guesswork for PEOs through our technology and decades of experience and expertise. Taxes can be taxing, but they don’t have to be with PrismHR.



Learn more about how PrismHR can help manage tax compliance.











Chris Babigian is PrismHR’s compliance strategy manager. A graduate of Boston University School of Law with a focus in taxation, Chris spent five years handling motions, appellate briefs and trial discovery for a civil litigation firm. In 2014, Chris transitioned to PrismHR, where he translates regulatory requirements into software solutions.



James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### 6 Reasons SMBs Decide to Bring HR Software In-house

When a small and medium-sized business (SMB) graduates from a PEO model, the PEO is often left wondering why.



The prospect of having a client move to a self-service Human Capital Management (HCM) option may seem like a losing proposition. After all, a PEO’s calling card is offering service. Doesn’t a self-service HCM option mean delivering less service? The answer is no.



Jennifer RomanoSenior Director, PrismHR's HCM Solution



Providing a service-oriented PEO option and a self-service option actually presents an enormous opportunity to grow your business. And knowing the reasons SMBs are bringing HR software in-house helps you better understand why.



"Some clients will grow to where they have more internal structures such as an HR or payroll department, so they don’t need all of the services a traditional PEO would offer,” says Jennifer Romano, PrismHR’s senior director of product management for HCM solution. “The co-employment relationship with a PEO also presents some challenges when it comes to self-service options. While traditional PEO software can offer some self-service capabilities, there are limits to what can be extended to a client due to potential risk, which may not align with the needs of the client. That’s one of the most popular reasons folks will graduate out.



1. Clients Want to Do More Themselves



It’s a changing world out there. Consumers are not only using self-service options, but they expect them. People are less patient about navigating customer service call-in queues and don’t want to wait around for answers to email messages.



Today, most software applications allow customers to set up, configure and troubleshoot on their own. Chatbots, FAQ portals, kiosks, and knowledge centers offer most of the information needed to self-diagnose an issue quickly without waiting for a live agent. And if the problem is too vexing, live support is always just a phone call away.



The result is a less frustrated and more satisfied customer. Through self-service HCM, clients can also handle new hires, benefits, administration and other services on their own. Empowering your clients to do more themselves is an excellent form of customer service and an important differentiator.



2. HCM Means More Efficiency



That brings us to a key reason SMBs are investing in HCM solutions. Using HCM software, companies can say goodbye to disconnected and manual HR processes. A centralized HCM solution simplifies and enhances the experience for employees and the HR team.



Tasks such as onboarding, benefit enrollment, performance reviews, and payroll are automated and streamlined. This enables companies to manage employees from hire to retire much more productively and efficiently.



3. Employees Expect Tech



Today’s generation of workers has been raised with information and answers readily available at their fingertips. Employees want to access personal data, check schedules, and get answers to common questions quickly and easily. Manual solutions don’t cut it anymore.



PrismHR's HCM solution is designed to transform the user experience with easy-to-use, user-friendly tools. Self-service portals allow employees to manage personal information, view paystubs, and request time off. Engagement tools, including org charts and directories, keep employees connected wherever they are. Social media-like newsfeeds allow employees to celebrate success and share announcements, such as promotions and birthdays.



4. Leveraging Tech Reduces Labor Cost



Elevating and enhancing an employee’s experience boosts satisfaction, helping attract and retain top talent while reducing employee attrition. It also frees up capacity for the HR team to work on other tasks.



Ultimately, SMBs are looking to do more with what they have. Leveraging tech enables both employees and managers to manage many HR-related tasks more efficiently without the need for additional administrative staff.



5. Harnessing the Power of Data



SMBs may feel like they are drowning in a sea of data. But most understand that the real insights that data can provide will help them survive.



To achieve their goals, SMBs need to drive actual change. Data analytics drive actionable data-driven insights, such as:




Improved hiring



Better employee engagement, satisfaction, and retention



Personalized employee development



Performance Management planning



Improved workforce planning



Support for Diversity, Equity and Inclusion (DEI) initiatives



Optimized budget and resource allocation




Powerful new HCM tools make it easier for SMBs to use data to their full potential. For example, Data Visualization identifies trends in a modern, easy-to-understand format. Tables, charts and datasets provide a clearer picture of benefits, payroll or other HR-related subjects.



6. Greater Control Over Compliance



HR and administrative tasks get more complex every year with new state and federal compliance regulations. This is complicated by the more than 13,000 tax jurisdictions in the U.S. HCM solutions provide SMBs greater control of HR policies and compliance, helping align company culture with legal requirements.



Providing a comprehensive suite of HCM solutions, from applicant tracking to performance management and benefits tracking, makes you more relevant to SMBs. Using an application programming interface (API), your clients will be able to connect PrismHR's new HCM platform to their preferred payroll, benefits management and other tools for even more flexibility.



By allowing you to connect more HR processes, PrismHR's new HCM solutions helps your clients become more competitive and successful as they grow and enables you to develop new business opportunities.



Learn more about PrismHR's HCM platform.

### Self-Service at Your Service



### PrismHR Spotlight: CSM Lesha Cyphers 

If Lesha Cyphers had her druthers, she would spend most of her time at the beach. Whitecaps, white noise, white-hot summer fun.  



Just like being at the beach, things can come in waves when you’re a PrismHR customer success manager (CSM). Instead of just going with the flow, Lesha likes to dive in to get to the best possible solution as quickly as possible.  



Her customers appreciate her dedication to helping them become more efficient, but they especially like her ability to troubleshoot issues so they don’t have to tread water. One time, Lesha says, she had to help a customer at 5 o’clock on a Friday night with a payroll issue. Since payroll can’t clock out for the weekend, she worked overtime that night to make sure the problem was solved.  



“Lesha joined our team and quickly jumped right in learning, growing and building client relationships,” says Melissa Eversole, PrismHR’s director of customer success. “She has the customer service and detailed organization skills to keep her clients happy. She was born to do this role and is a strong team player. We are lucky to have her on our team!” 



Sandcastles Instead of Magic Castles 



While Lesha can’t always be near an ocean, she often keeps the sea close to her. Above her desk is a painting of a beach that her dad got her for Christmas a few years ago. 



“Water has a different energy to me,” she says. “It is just grounding and peaceful.” 



She has felt that way for a long time, too. 







Read our profiles of CSMs Melissa Eversole, Jason Ward, Michael Wolf and Matt Yuknis. 







As a youngster, perhaps as young as 3, Lesha remembers her parents taking her to New Smyrna Beach in Florida before making the one-hour or so drive to the “most magical place on Earth,” Walt Disney World. Afterward, her parents asked Lesha and her siblings, including her twin sister, what they liked best. Perhaps only the perpetually forlorn Eeyore could have predicted this: the youngsters picked the beach.   



Picking the beach was easy for the kids, picking a name for Lesha wasn’t as easy for her parents. They wanted an “L” name to match the first letter of her sister’s name, so they settled on Lesha. It means “woman” in Arabic and could also mean “noble,” so some might say her name might be a little kismet. Maybe it means hardworking, too.  



She graduated with a degree in business administration with a focus on international business from Clayton State University in Morrow, Georgia. She worked full time while taking a full load of classes, too. It’s a testament to her dedication and organizational skills; you can’t balance that type of hectic schedule without big-time time-management ability. 



It’s not surprising that her degree was focused on international business either. “I love to travel. I want to go places, and I like to see things I haven’t seen before,” she says. 



To help that cause, she studied abroad in Turkey during her junior year. She learned enough Turkish “to get by” and ate a lot of baklava. It’s not surprising she ate more than her fair share of that delicious filo-dough, nut-filled treat. That’s because she was a vegetarian at the time, and there weren’t a lot of great nonmeat options to her liking. Most of her meals consisted of tomatoes and mozzarella cheese. She did, however, develop a taste for strong Turkish coffee, and even liked to eat the sludge at the bottom. Not recommended, of course! 



Besides traveling, she also loves helping people. One time, her mom was dating someone from the Federal Emergency Management Agency (FEMA), so Lesha volunteered to travel to Florida after a hurricane to deliver water and supplies. She also has donated time to helping Habitat for Humanity. 



Nowadays, Lesha lives in Covington, Georgia, which is about 35 miles southwest of Atlanta. She lives there with her son who just turned 9. He is a baseball guy through and through.  



Before joining PrismHR as a CSM in 2022, she worked for a cloud human capital management (HCM) software company for over a decade as a client manager and later an operations manager. One of the people she worked with there might be quite familiar to you: Kevin Andrews, PrismHR’s president.  



He’s a “driver of innovation,” Lesha says. Adding, customers have noticed. Several people have told her how much they appreciate how quickly updates are coming and the sheer number of new features being rolled out of late.  



The funny thing is that Lesha didn’t realize Kevin had moved to PrismHR until after she applied for a PrismHR job.  



Each day in the life of a CSM is never quite the same. Yes, there’s making sure customers’ solutions and performance is working at full speed. Yes, there are conversations about innovation and new products like PrismHCM and different PrismHR Marketplace partners. But there are also many conversations about the little things as well because it’s a small world after all. 



Her motivation to help PrismHR customers is not hard to decipher. 



One client recently told her that he was headed to Disney World with his family, so she made a point to follow up when he returned to see how the trip went. “It doesn’t always have to be work-related to create those relationships,” she says. 



Joel Ter Meer, MAU Workforce Solutions



“Lesha has been an absolute rock star,” says Joel Ter Meer, business analyst, information technology, at MAU Workforce Solutions. “From Day One, she’s championed our issues with a tenacity and curiosity that has provided quick and efficient resolutions to all our critical issues. Her attitude is fantastic, and her follow-through is world-class!” 



She has also been going on more site visits recently to see customers in their home offices. It’s a good way to connect and keep the conversation going. 



Speaking of keeping the conversation going, if you’re headed to PrismHR LIVE in Nashville this summer (June 2-5), you’ll definitely want to spend some time chatting with Lesha.  



Striking up a conversation with her is definitely like a day at the beach.  







James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area.  

### 5 Signs that Indicate a Client Could Be Ready to Move to an HCM Platform

The number of people covered by PEOs has nearly tripled since 2008. That’s good news for PEOs.



But it also means the number of small- and medium-sized businesses (SMBs) ready to graduate to a self-service Human Capital Management (HCM) platform is growing too.



Rick TorrenceSVP, HCM Salesat PrismHR



That’s also good news. By offering customers a self-service option in addition to a traditional PEO serviced model, you have the best of both worlds. When your clients have the autonomy to handle more tasks on their own, you have more time to earn more profit.



And by better understanding when your clients are ready to move their HR in-house with an HCM option, you can proactively meet their changing needs. “When you offer tools that allow clients to do more self-service and offload labor, their satisfaction goes up,” says Rick Torrence, PrismHR senior vice president, HCM sales.



1. Strong economy



A key indication that companies may be exploring HCM solutions is a strong economic environment. When the economy and business are booming, it logically follows that companies are hiring. As a company grows, so does the need to assess whether a full-service PEO is still the best option or if self-service HCM might be a more attractive alternative.







2. Number of employees



A full-service PEO makes sense for smaller startup companies who are growing their business. They prefer to focus on their core business of providing goods and services instead of managing HR functions.



A PEO model works for companies as small as three to five people. Twenty to fifty employees are considered the PEO’s sweet spot for being fully engaged in a client’s HR management, including applicant tracking, onboarding, performance management and benefits management.



When a company reaches a threshold of 50 to 100 employees, it may begin discussing whether hiring an HR professional or team makes sense. This is the tipping point when business owners need to consider whether a PEO delivers the best value.



3. Exploring self-service options



As a company grows, it may hire HR professionals to handle HR-related tasks. This is an obvious sign they are outgrowing the PEO space and bringing HR in-house.



But hiring HR and administrative staff is costly. Companies may consider leveraging technology to efficiently handle new hires, benefits administration and other services using fewer resources.



4. Looking for the most financially viable option



HCM solutions automate and streamline HR processes, helping companies become more productive and efficient. Increased efficiency creates more capacity. This frees HR staff to do more without the need to add administrative staff. For this reason, a company may determine that an HCM solution is the most financially viable option for them to grow.



5. Trying to reduce overtime



Overtime pay can be an effective tool to manage workload and meet other workforce challenges. But many businesses overcompensate and overpay, leaving them wondering how to better manage this expense. Monitoring payroll manually is difficult, as is assessing the effects of overtime practices on performance management.



HCM systems simplify and automate this process while ensuring better accuracy. An HCM solution can accurately track time and attendance data, generate reports and data-based comparisons to identify patterns, provide insight on scheduling to reduce overtime and help manage compliance.



Self-service HCM solutions help your clients become more efficient as they grow so they can optimize resources and succeed. When your clients do more for themselves, your costs go down compared to a traditional PEO service model and profits go up.



Ultimately, this frees you to focus on your PEO clients or increase revenue by offering additional services. That’s a great opportunity for both you and your clients to grow.



Learn more about PrismHCM.

### How to Fast Track Hiring: Smart Recruiting Strategies to Help Small Businesses

Guest Blog by Stephanie Sparks, Director,Content Marketing & Social, JazzHR 



If you’re looking to fast track the hiring process for your clients, it’s crucial to focus on strategies that will accelerate hiring and help ensure they get the best candidates ahead of competitors. For many, this process can feel overwhelming. 



Sometimes it seems easier to stick with spreadsheets rather than invest in new technologies and processes. But with the right approach in place, your clients can attract top talent, reduce recruiting costs and focus on growing their business, which also helps you grow your business. Let’s take a look at why hiring speed matters and what you can do to improve hiring time for your clients. 



The Need for Speed: Why Hiring Speed Matters 



Small businesses often compete with larger companies for talent. That’s why the speed of the hiring process is vital. The longer it takes to fill an open role, the greater the chance that quality candidates will accept offers from other companies. 



The hiring process also shapes a candidate’s initial perception of a company, and a negative experience can damage an employer’s brand. A quick hiring process can help eliminate lost productivity and burnout for current employees who have to pick up the slack for open roles. By helping your clients hire quickly, your clients can remain fully staffed and working at peak efficiency.  



Maintain a Talent Pool of Previous and Passive Candidates 



Maintaining a talent pool from previous applicants and passive job seekers can significantly speed up the hiring process for your clients. By having a pool of pre-screened and qualified candidates, they can save time by quickly finding qualified talent. 



Additionally, having a robust talent pool can lead to higher-quality hires for them. Applicants who have previously shown interest, or have been recommended by current employees, will better understand a company’s work culture and values. 



Ensure Transparent Job Descriptions 



Job descriptions are crucial in streamlining and speeding up the hiring process. They can also be one way that slows it down. It all depends on how well you construct them initially. By showing clients and potential clients how technology will allow them to have a detailed and accurate overview of the job requirements, responsibilities and expectations they can attract better-suited candidates and avoid wasting time on candidates who don’t meet their needs. 



Clear job descriptions will help them screen candidates more efficiently, assess their skills and qualifications against job requirements, and help hiring managers make more-informed hiring decisions faster. Additionally, job descriptions improve transparency and communication throughout the recruitment process, so explaining to clients the importance of setting clear expectations is essential for success. 



By investing time and effort in creating detailed and transparent job descriptions, they can expedite the hiring process, reduce recruitment costs and improve the quality of their hires. 



Plan Candidate Personas and Interviews 



Explaining the value of clear candidate personas is essential for helping clients streamline the recruitment process. By creating well-defined candidate personas, or profiles of characteristics that define the ideal candidate, your clients can focus on searching for individuals with the skills, knowledge and experience necessary to succeed. This will help reduce the time they spend looking for unqualified candidates and ensure that the hiring process is targeted and efficient. 



Structured interviews also ensure that all your clients’ candidates are evaluated consistently and objectively, reducing the risk of unconscious bias and improving the accuracy of hiring decisions. By having a standard approach to interviews and ensuring it helps ensure their hiring team is on the same page. It also allows them to improve objectivity and confidence that they’re selecting the right candidate. 



Get Technology on Your Side 



Small businesses are limited in resources and time, of course, especially when it comes to hiring. By automating tedious, repetitive tasks involved across hiring, including reviewing résumés, scheduling interviews and extending offers, your clients can connect with talent before another company scoops them up. 



But to do so, you need to be able to provide your clients the technology they need to help them with recruiting. With an Applicant Tracking System (ATS) purpose-built for small businesses, your clients can automate job postings, résumé screening, and candidate communication while eliminating time-consuming manual processes. 



Stephanie Sparks, Director, Content Marketing & Social, JazzHR 







Ready to Hit the Fast Lane? 



Not all recruiting software is the same. JazzHR is built to help PEOs and small businesses ditch reliance on spreadsheets and streamline hiring processes to find candidates faster. 



Fast-track your recruiting with JazzHR’s purpose-built ATS for small businesses. Schedule a demo with our team today. 

### PrismHR LIVE 2024: It’s ‘Your Time to Shine’ in Music City

Do you hear that? It must be the sound of music. No, not the Julie Andrews film, but the reverberations coming from Nashville (aka Music City) as we inch closer to PrismHR LIVE.



Excited about PrismHR LIVE? Of course you are. This guide might give you a reason or two or three not only to register but also to spend a few extra days in Nashville!



Nashville is known for a lot of things from the Man in Black and Dolly Parton to Goo Goo Clusters and Hot Chicken. And don’t you dare forget the Grand Ole Opry and Country Music Hall of Fame, ya hear?



But since this year’s PrismHR LIVE theme is “Your Time to Shine,” we guess we should start with the nearby Adventure Science Center, which houses the Sudekum Planetarium. Because stars shine, get it?




Did you know a Nashville dentist and a candymaker created the first electric cotton candy machine in Nashville in 1897 calling the product “fairy floss?” A dentist, huh?




Nashville, which is the country’s 21st biggest city with about 683,000 people, traces its roots all the way back to the American Revolutionary War. It was founded in 1779, and named after Gen. Francis Nash from the Continental Army, who died a few days after being wounded in battle in October 1777.



Today, Nashville has become one of the most happening towns in the country. We’re not sure who said it, but the classic quote is: “You either love Nashville or you’re wrong.” And whoever said that was not wrong.



Nor can you go wrong heading to Nashville for this year’s PrismHR LIVE, which takes place June 2-5. As always, PrismHR has a lot of great events planned that you won’t want to miss, so  keep an eye on our events page for the latest updates. Daytime temperatures tend to be in the low to mid-80s and evening temps a comfortable  mid- to high 60s.  Sounds delightful. If you’re heading to Nashville early or intend to stay a little longer, there’s a lot of great things to do in the  “Songwriting Capital of the World.”







Sing It Loud or Don’t



We bet you’re wondering if anyone has ever written a song about Professional Employer Organizations (PEOs). We don’t know, but we’ve got friends in low AI places where the chorus and middle eight chases my bluespretty much everyone away. We’ll spare you the verses, but somebody drop a beat: PEOs, the backbone of HR’s embrace/Navigating complexities with grace/ Together we stand, in this corporate space/ In unity, we conquer, building a strong workplace.



Moving right along ...



In the midst of challenges, PEOs lead the way/Efficiency and compliance,  in their array/Middlemen in the dance of work and pay/Harmony in business, every single day.



Where to Stay?



PrismHR LIVE takes place at the Omni Nashville hotel, which features four restaurants, a spa and a beautiful rooftop pool with views of downtown Nashville. The hotel is located right next door to the Country Music Hall of Fame and Museum. It’s also near the starting point for the Tennessee Whiskey Experience, which takes connoisseurs, casual fans and curious imbibers of the “Water of Life” to three distilleries over a six-hour period.




Did you know Jingle Bell Rock, The Bunny Hop and Hokey Pokey were all recorded in Nashville? 




Things to Do 



Need a quick break? The Music City Walk of Fame Experience (similar to the Hollywood Walk of Fame) honors the biggest stars in country music. It is just a couple of minutes away from the hotel. You’re also walking distance from the Johnny Cash Museum and National Museum of African American Music.



More Things to Do 



Both of those museums are located on Broadway, aka the “Honky Tonk Highway,” where you can experience live music and plenty of food and libation options.  Oh, yeah, you can also learn how to line dance at places like Bootleggers Inn and Whiskey Bent Saloon.



Want to check out the Grand Ole Opry? Sure you do. It’s a quick 20-minute ride to get there. Or if you like history, wine and a little Southern charm, head to the Belle Meade Historic Site & Winery. It’s also about 20 minutes from the hotel as well. If you’re feeling a little more adventurous, there’s a ziplining tour through the beautiful Whites Creek Valley, which is also less than a half-hour away.



Love animals? Ever seen a red panda, colorful poison dart frog or Sulawesi babirusa (a relative of the hippopotamus) in person? No? Then you have to check out the Nashville Zoo, which is about 15 minutes away.



Always wanted to be on a game show? We’ve got you covered. The Great Big Game Show is, you guessed it, a game-show experience that’s about 20 minutes from the hotel. Bring a friend and get ready to draw, guess, spin and more for some serious bragging rights!



If you have a little more time on your hands, the Mammoth Cave in border state Kentucky is the longest known cave system on the planet. Allow about 90 minutes to get there. If golfing is your thing, there are several beautiful public courses to check out in the area. Fore!



Can’t-Miss Cuisine



There are lots of great Nashville eateries, but some you might want to check out are Shotgun Willie’s BBQ, which is only open for lunch Wednesday through Sunday. Craving some fried chicken? Consider Hattie B’s, offering Hot Chicken with heat levels from Southern (no heat) to Cluck Up!!! (for those who can handle some serious hot sauce).



If you’re looking for some tantalizing Asian food with some vegetarian options, Xiao Bao in East Nashville comes highly recommended. The menu is subject to change, but includes goodies like bao buns, crab rice and bing (whipped feta, charred eggplant and chili garlic sauce). The restaurant only takes walk-ins, but reservations are required for parties of seven to 14 for private dining.



Yearning for some Southern comfort food, how about giving Big Al’s Deli & Catering a try? For everything from fried catfish to Southern Carolinian Shrimp & Grits, go see “Big Al!”



Craving some pizza? While Nashville might not be known for its ’za, there are a couple places that come highly recommended: Pinky Ring offers the classics as well as some more adventurous options, and Folk is there if you prefer more exotic pizza selections.



If you’re looking for a Detroit tradition in the Nashville area, you’re in luck. Joe Muer Seafood, which has been serving seafood and steaks for nearly 100 years in the Motor City, recently opened its first location outside the home of Michiganders. Prefer food from someone who has lived and breathed Tennessee for most of her life? Try Margot Cafe & Bar. The menu changes daily based on locally sourced ingredients.



All that said, PrismHR LIVE 2024 is your time to shine. We can’t wait to see you in Nashville. Register today!







James Tehrani is PrismHR's digital content marketing manger. He is an award-winning writer and editor based in the Chicago area.

### Like, Share, Succeed: The Social Side of Performance Management

“And I can’t deny the fact that you like me. Right now, you like me!”



Who knew Sally Fields’ 1985 Academy Awards acceptance speech would still resonate in our modern society. Take, for instance, the fact that Instagram users hit the “like” button on posts over 4 billion times daily. It makes perfect sense that our society feels the necessity to be liked.



Instant feedback, recognition and opinion have become a collective way in which we feel connected—even accepted. Social media has created space for such “connectedness” in our society, but begs the question whether the same effect can successfully reside in the workforce?



What If Positive Reinforcement Could Improve Job Morale?



Imagine a workforce where receiving a “like” or “share” based on your performance existed. Imagine that those forms of engagement not only provided social acknowledgement from peers, but also a way for your employer to measure your personal goals and achievements. If such an environment existed, would an organization’s performance management have a better way of evaluating and assessing their employees?



The good news is that the vast majority of employees won’t have to imagine much longer. According to Forbes, the traditional method of performance management (i.e., annual review and goal-setting) is a thing of the past. The alternative performance management methods will become more prevalent and effective in today’s workforce. As a result, performance management becomes a collaborative effort; business leaders, HR staff and employees work together to find the most effective and efficient ways to achieve goals—for everyone involved.



And what if you could offer that possibility to your clients? Wouldn’t that be something prospects and current clients might be interested in?



Social Performance Management Enters the Mix



A social performance management (SPM) presence in the workforce can create a cohesive environment, both for employers and employees. For employees, it can be a measurement of personal goals and achievements within the company as well as enhancing team building through better communication, collaboration and feedback. Individuals have the power to share, like and comment on the pros and cons of their experiences from said company.



Michele LindsayDirector, Talent Management Solutions at PrismHR



“Unlocking the power of social performance management, where every ‘like’ and ‘share’ echoes recognition, fuels motivation and propels us towards collective success,” says Michele Lindsay, PrismHR’s director of Talent Management. “In this digital era, fostering a culture where positive reinforcement merges seamlessly with professional growth transforms not just workplaces, but lives as well.”



“Moreover,” she adds, “recent advancements in Performance Management technology are paving the way for seamless integration of social feedback into the review process, ensuring that recognition and encouragement are not just occasional gestures, but integral components of professional development and evaluation.”



As a Professional Employer Organization (PEO), you know the benefits this could offer in terms of employee culture. That said, you also know that not every company will want to offer this type of service. That’s why having a system that gives managers flexibility in what they can offer is so valuable.



3 Ways Social Performance Management Helps Improve Employee Engagement



A company that utilizes a social performance management strategy can boost employee engagement in the following ways:



1. Create a Collective Workspace 



Humans are social creatures. By creating a collaborative environment, employees have the opportunity to exchange ideas, learn different work styles and share responsibilities.  



2. Provide Instant Feedback



Employees no longer have to wait for their dreaded annual review; instead they can receive continuous communication from peers, staff and most importantly, upper-level management.  When both employees and managers are receiving constant updates in real time—problems can be addressed immediately, and goals can be tracked more efficiently. (Hence, the allure of social media.) 



3. Improve Overall Performance and Value 



Working in a collective workspace and obtaining instant feedback allows those involved to feel valued. Instead of receiving a performance review once a year, employees and companies have a better method of evaluation through more transparent communication and feedback in a real-time manner.  



Social engagement has allowed us to foresee a more effective way to communicate, evaluate, and recognize performance in the workforce. As the practice of social performance management advances, so will the understanding of employee recognition and its significance in enhancing performance. 







Ready to unleash the power of social performance management? 



Both PrismHR Performance Management and PrismHR Marketplace partner Clear Company’s Employee Engagement solution are robust systems designed to empower employees and managers.  



These systems provide the insights your clients need to make informed decisions and foster a thriving work environment. Discover more about our Performance Management offerings today!





Learn more about PrismHR Performance Management 









Learn more about ClearCompany Employee Engagement 

### 5 Quirky or Rare Payroll Laws Your Clients Won’t Need to Know

Anybody who handles payroll, whether it’s a Professional Employer Organization (PEO), HR outsourcer or payroll service bureaus, knows how complicated payroll can be.



There’s compliance, overtime, taxes and the list goes on. Not to mention that many PEOs support clients in states that have different rules and regulations to follow regarding payroll.



So when we see things like how California has a new $20-per-hour minimum wage for fast-food workers going into effect April 1, we take it in stride. Even when we learn that there’s a bakery clause baked in keeping bakery minimum wages at $15, we don’t blink an eye or stop chewing on our fresh-baked chocolate-chip muffin. Even when they add an exemption for restaurants in airports, hotels, event centers, museums, theme parks, etc., at the eleventh-hour, we never get dizzy from all of the roller-coasterlike regulatory updates.



Without advanced technology that can help keep your clients up to date on payroll regulations, the struggle is real. Perhaps impossible. You know that, and your clients know that. But your clients don't have to worry about payroll regulations because they know they'll be covered thanks to the technology and services you provide. Instead, they can worry about helping their business grow.



Chris BabigianPrismHR Compliance Strategy Manager



“PrismHR reviews the nuances of regulations across jurisdictions and industries on a daily basis,” says Chris Babigian, PrismHR’s compliance strategy manager. “Our mission is to empower service providers to accurately and efficiently tackle their own, often unique, compliance needs. To do so, we are constantly enhancing our robust toolkit and complementing this technology with comprehensive documentation and support.”



But there are many small businesses just starting out that might not realize they don’t know what they don’t know when it comes to payroll challenges.



We were curious what other quirky payroll laws are on the books, so here are a few we found.



5 Quirky or Rare Payroll Laws



Beside the upcoming bakery exception in California, here are a few others you can mention as icebreakers when talking to new potential clients.




Today’s the Day! California is no stranger to payroll complexities. In the Golden State, hourly workers must be paid time and half for every hour over an eight-hour shift. They must be paid double time for a 12-hour shift, and if they work seven days in a row, employees get time and half for the first eight hours of that seventh shift in a row and double time if they work more than eight hours. It is one of the only states that offers premium pay as early as the first day on the job. Good thing clients don’t have to worry about taking this news one day at a time.





Take a Break: The only state that requires employers to give factory workers, hotel workers, theater workers, firefighters and some other types of workers for that matter 24 hours of consecutive rest each week is New York. Puerto Rico also requires statutory rest or the employer must pay time and a half for work after 40 hours of work.





No Spoiled Milk: Alaska’s overtime rule has many exceptions for what it deems exempt workers, including employees who are “outside buyers of poultry, eggs, cream or milk in their raw or natural state.” We promise there are no yolks here.





Sweet 16: In states like Arizona and New Mexico, employees must be paid twice a month and no more than 16 days apart, with some exceptions. It’s kind of like blackjack; the employer must “hit” on 16!





Sometimes Civic Duty Pays: There are a handful of states, like Alabama, Connecticut and Tennessee that require employers to pay employees when they are on jury duty. This bullet point is adjourned. 




PrismHR knows that payroll can be labor-intensive and tricky. That’s why our software is designed to support clients with a wide range of needs, making it easy for PEOs to handle payroll for their clients or for clients to do so on their own if they prefer a Human Capital Management option.



Of course, your clients don’t need to know any of this because they are already on the platform, and don’t have to worry about these things. How about letting your prospects know that they won’t need to worry either?



It’s not like you’d be putting all of your eggs in one basket.







James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### 5 Ways Self-Service in SaaS Benefits PEOs and Their Clients

As a PEO, you are inherently service-minded. Your mantra is, “We can help with that.” 



That’s a good thing. And it doesn’t change when offering a self-service alternative Human Capital Management (HCM) option. Self-service doesn’t mean no service, but it does require a very different approach. 



Self-service is an important differentiator for Professional Employer Organizations and critical to the success of an HCM rollout. It not only helps PEOs and clients reduce stress and operating costs, but also can improve margins.



Here are five reasons why. 



1. Self-Service SaaS Reduces the Customer’s Burden—and Yours. 



Self-service has become commonplace. By now, you’ve likely used automated self-service technologies, such as online forums, in-product self-help, knowledge databases and chatbots to research and resolve issues on your own instead of reaching out to a company’s customer support representatives. 



Self-service in Software as a Service (SaaS) HCM offers that same appeal. Clients can manage and customize their own software, improving their user experience while simultaneously reducing the PEO’s burden and operating costs. 



Bottom line? If you can feel comfortable with self-service, so should your clients who are ready to graduate from a PEO to an HCM option. 



2. Autonomy Is Win-Win. 



Self-service in HCM offers your clients more autonomy. Individual users can perform tasks, such as account setup, configuration and troubleshooting all on their own without the need for external support. 



But wait. Haven’t PEOs built their reputation on a service-first mentality? 



Again, self-service doesn’t have to mean less service; it’s just different. You need to be reachable should an issue arise with your customers. You don’t want them to be stuck in limbo in an endless loop of phone or chat prompts. 



Self-service in HCM also frees PEOs to focus on their PEO customers or increase revenue by offering additional services for a fee.  



3. Customers Are More Satisfied. 



Self-service done right means the client can get in touch with a PEO when needed without too much complication. Clients want to operate on their own. Self-service is often quicker and achieves the same results as waiting for someone to do the work for you. 



More software developers are moving to a self-service SaaS model because customer behavior is changing, especially as younger generations accustomed to advanced technology make up more and more of the workforce. There are more than 49.5 million millennials in the workforce, and millennials now make up the largest percentage of the workforce (larger than Gen X). On the horizon? Gen Z is primed to surpass baby boomers in the workforce soon. That’s why it’s not surprising that one software-maker found that 69% of customers prefer a self-service option, allowing them to troubleshoot on their own before reaching out to customer support. 



Think about a customer self-service portal, for example. Customers are empowered to find answers quickly on their own using chatbots, kiosks and knowledge centers without waiting for the next available agent.  



And self-service technology is evolving into more than a replacement for a help desk. Self-service technology is growing smarter and can provide support and insight to any number of areas. This includes reducing manual support workloads and repetitive tasks, such as resetting passwords and access permissions. 



These advantages save the customer a lot of time while reducing the burden on the support team. Ultimately, this means a more satisfied customer. And much less frustration for both you and your client. 



4. Self-Service Offers the Best of Both Worlds. 



As a PEO, you may still need convincing about offering a self-service HCM option. Maybe you believe that you won’t be able to provide clients the same level of service they are used to or that the margins aren’t worth your time.  



But by changing your mindset, you can have the best of both worlds. Hopefully you are now convinced that a self-service option is a good thing and what customers really want. 



And here’s the kicker. It’s entirely possible to not only see the same margins you currently do with your PEO clients, but possibly even better ones through self-service HCM.



Think of it this way: When your clients have more autonomy to find answers by themselves, you have more opportunity to earn more profit. Through self-service HCM, clients will be handling new hires, benefits administration and other services on their own. Compared to a traditional PEO service model, your costs go down and your profit margins go up. 



5. Helping Clients Help Themselves Is Good for Business.  



But why, you ask, would a client need a PEO if they could do it themselves? 



Many companies were inclined to think the same thing about onboarding solutions during the early 2000s. “If customers can do everything independently, they won’t need us anymore” was a popular idea at the time.  



Can you even imagine today how costly and time-consuming it would be to do all the onboarding for your customers? More importantly, more small and medium-sized businesses (SMBs) are using PEOs than ever before. Approximately 1.6 million worksite employees (WSEs) were covered by PEOs in 2008. Today, that number has almost tripled to 4.5 million. 



When an SMB graduates from a PEO model, they need somewhere to go, which is why PrismHCM makes good business sense. To keep customers, you need to change your mentality about handling all service requests. 



You’ll help your bottom line and theirs. It’s time to help yourself by letting your clients help themselves. 



Learn more about PrismHCM. 

### HRlogics Partnership Expansion Brings Comprehensive Compliance Management to PrismHR HR Service Providers and their Clients

HOPKINTON, Mass., Mar. 18, 2024 – PrismHR, a Vensure Employer Solutions company and the leading HR technology software innovator for PEOs, ASOs, and HCM providers across the U.S., today announced an expansion of its partnership with HRlogics ACA, formerly SyncStream. This expansion includes all of HRlogics' compliance technologies, allowing PrismHR’s entire customer base access to a comprehensive suite of HR products and services.

Together, HRlogics’ Affordable Care Act reporting and compliance, Unemployment Claims Management, Work Opportunity Tax Credit solution, and I-9 processing, bring a comprehensive suite of products to PrismHR service providers that can harmoniously guide employers through compliance management for the entire employee lifecycle.

“The integration of HRlogics in our Marketplace equips our HR service providers and their clients to navigate compliance concerns with confidence," stated Tim Pratte, chief operating officer at PrismHR. “We are excited to offer their thoughtful technology and expert compliance knowledge in this expanded partnership.”

"Joining forces with PrismHR through this strategic partnership allows us to broaden the scope of solutions we can offer to businesses striving for excellence in HR practices and employee relations," states Elizabeth Williams, vice president of partnerships at HRlogics. "We are excited about the potential this collaboration holds for delivering added value to our clients."

Through HRlogics, HR service providers will experience seamless integration, enhanced functionality, and exceptional customer service. Certified compliance experts provide ongoing reviews, dedicated representation, and comprehensive support, fostering business success in today's dynamic landscape.

About HRlogics

HRlogics was established with a clear mission: to offer employers trustworthy, scalable solutions to complex regulatory problems. With expert guidance and best-in-class software, HRlogics helps employers meet the rapidly changing regulatory demands throughout the employee lifecycle. Our single-sign-on Compliance Hive provides a seamless experience for meeting the regulatory demands of Form I-9 & E-Verify Management, Work Opportunity Tax Credit & Hiring Incentives, Affordable Care Act Reporting & Compliance, and Unemployment Cost Management.

Media Contacts

HRlogics:
Vanessa Tyndall
E: vanessa.tyndall@hrlogics.com

PrismHR:
Jonathan Wall
E: jwall@prismhr.com

### Mind, Body and Wallet: Optimizing Workplace and Worksite Employee Well-being

Guest Blog by Dean R. Pawlowski, National PEO Director,Guardian Life Insurance Company



American worksite employees’ overall well-being is significantly lower than in recent years. Amid inflation, global instability and increasingly high costs of living, employees are stressed. Guardian’s 12th Annual Workplace Benefits Study found that these recent economic challenges are having a significant impact on three key areas of worksite employees’ well-being: financial, emotional and physical. In addition, the percentage of worksite employees who believe their employer cares about their well-being has declined from 51% to 38% between 2022 and 2023.   



Fostering worksite employees’ well-being is crucial for productivity and retention within a workplace. Because of this, it is important that Professional Employer Organizations (PEOs) do as much as possible to help their worksites equip themselves with a portfolio of adequate benefits and resources. Continue reading to learn more about the nature of the current trends in worksite employees’ financial, emotional and physical health, and how PEOs can help optimize worksite employees’ wellness by taking a holistic approach to providing and communicating benefits across these three key pillars.  



Financial Wellness 



Relative to physical and mental wellness, financial health has the largest impact on worksite employees’ well-being. According to Guardian research, the percentage of worksite employees who rate their financial wellness as “excellent” or “very good” declined from 44% to just 28% in the past year. The top areas of financial concern for worksite employees include having their retirement savings last as long as needed, having sufficient emergency savings and paying off/reducing household debt. 



This low financial health doesn’t bode well for worksite employees, especially considering that 4 in 10 workers are living paycheck to paycheck, and only 3 in 10 rate themselves as very good at managing their personal finances. Nearly half say they’d face financial hardship without their benefits. 



Emotional Wellness 



One in three worksite employees rate their mental health “fair” or “poor,” worse than it’s been in several years. A third report they’ve experienced increased anxiety, depression, or another mental health condition in the past year. While employers have made significant progress in addressing workforce mental health, unfortunately, only 39% of worksite employees felt that their organization provided sufficient mental health support. In fact, this is the most pressing issue that worksite employees want their employer to address, which is unsurprising, considering that mental health-related disability claims have increased over 40% in the past five years.  



Physical Wellness 



Guardian found that only about a quarter (25%) of worksite employees rate their diet, exercise and weight as “very good” or “excellent.” This is even worse than it was during the pandemic, likely because some of the poor physical habits many Americans adopted during that time (exercising less while consuming more alcohol and takeout) have continued. Unfortunately, there are consequences that go beyond physical health: Physical and mental health are closely interconnected, making this area of wellness even more important to address. While approximately half of employers offer physical wellness benefits, only about a third of worksite employees use them.  



Conclusion 



Worksite employees’ well-being is at a low across three crucial areas. PEOs can help reverse these downward trends by taking a holistic approach to benefits and resources, helping their worksites target the areas of financial, emotional and physical wellness. Such an approach will also maximize the success of their worksites by boosting talent attraction, retention and loyalty. 



With this benefits strategy in mind, there are several solutions PEOs can help worksites implement: 




Providing mental health resources, such as therapists, counselors and meditation apps, which can significantly help worksite employees with stress management. 



Allowing flexible scheduling and telecommuting so that worksite employees can adapt their hours and location to accommodate their personal circumstances.  



Offering adequate dental benefits and encouraging regular visits. Oral health has a significant impact on both physical and mental health. 



Encouraging wellness initiatives that meet worksite employees’ needs. Employers should survey their workforce to learn about which activities they would be most interested in.  



Arranging connections between financial professionals and worksite employees to provide guidance in building sustainable financial habits and choosing the right benefits. 



Offering a variety of employer-paid and worksite employee-paid products and tools—such as life insurance, short-term and long-term disability, supplemental health and hospital indemnity—to help worksite employees improve their financial wellness. 



Expanding paid leave policies so worksite employees may take the time they need for caregiving and other personal needs. 




PEOs can help optimize the adoption of their benefits and wellness resources by utilizing an omni-level communications strategy. Sometimes worksite employees are not aware of all the programs and offerings available to them, so promoting benefits and wellness initiatives in ways that will resonate with a variety of audiences, across demographics and worksite industries is essential. This will help worksite employees see the value of these offerings not only by helping boost their benefits utilization, but also so they feel that their employer is more invested in their well-being.  



To learn more, download the Mind, Body Wallet 2023 Brief based on Guardian’s 12th Annual Workplace Benefits Study.  Register for our upcoming webinar being held on April 10. 







Guardian has been delivering benefits solutions to PEOs since 2001.



Working with PrismHR, we offer benefit plans that can be tailored to your worksite clients’ needs. Our comprehensive ancillary benefits—dental, vision, life, disability, accident, critical illness, cancer and hospital indemnity plans—along with our value-added services, help you provide attractive benefits to recruit and retain worksite employees, helping your business thrive.



Dean R. Pawlowski National PEO Director Guardian Life Insurance Company



Because behind every PEO is a Guardian.



Connect with Guardian today!



Dean R. Pawlowski is Guardian Life’s national PEO director. He has been involved in the PEO industry for 10-plus years in multiple capacities serving the insurance needs of his clients and vendor partners. He joined Guardian in January of 2022 to restructure and put more focus on an end-to-end solution for their PEO customers as well as build a team that will grow their footprint in the industry moving forward. 



 







Unless otherwise noted, all data is sourced from Guardian’s 12th Annual Workplace Benefits Study, 2023.  Material discussed is meant for general informational purposes only and is not to be construed as tax, legal, or investment advice. Although the information has been gathered from sources believed to be reliable, please note that individual situations can vary. Therefore, the information should be relied upon only when coordinated with individual professional advice. The Guardian Life Insurance Company of America (Guardian), New York, NY. Guardian, its subsidiaries, agents, and employees do not provide tax, legal, or accounting advice. Consult your tax, legal, or accounting professional regarding your individual situation.  GUARDIAN® is a registered trademark of The Guardian Life Insurance Company of America.®  © Copyright 2024, The Guardian Life Insurance Company of America. 



2024-169601 (2/24) 

### What Is Self-service in SaaS?

As a Professional Employer Organization (PEO), you are in a great position to offer both a traditional service-oriented option and a self-service alternative Human Capital Management (HCM) option for clients ready to take their HR in-house.  



That may sound like a scary proposition for PEOs that are used to doing just about everything for their clients. Doesn’t self-service mean less service and low margins? Not necessarily.  







Self-service doesn’t mean you don’t offer any service. It’s important for you to be reachable if your clients run into issues, but there’s nothing wrong with allowing users to get answers quickly on their own either. That benefits both sides. 



Going the extra mile is still essential. The focus is on providing reliable solutions that allow customers to find the information and support their needs without relying on your team. 



Actually, PEOs were early adopters of self-service tools. Just think about the onboarding process; the software does the heavy lifting there, not the PEOs. 



Self-service is an important differentiator for PEOs and is critical to a successful HCM rollout. As we’ll discuss in a future blog, self-service helps PEOs and clients reduce stress and operating costs while improving margins. 



SaaS = Efficiency 



According to industry experts, over 70% of software used by businesses are SaaS applications, attracted by their convenient features, easy updates and scalability. Mailchimp—a cloud-based all-in-one marketing platform with an email marketing service—QuickBooks and Zoom are good examples. PrismHR and PrismHCM are also SaaS platforms. 



One recent example of self-service in SaaS is Microsoft Corp.’s Copilot solution. This new generative Artificial Intelligence (AI) experience is designed to help users not only generate ideas and content but also to answer questions quickly about Microsoft products without having to wait for answers.   



Copilot allows users to take off on their information journeys instantly without having to wait for any direction from the “control tower” if you will. 



More and more software companies are moving to a self-service SaaS model because consumer behavior is changing. As far back as 2017, the Harvard Business Review noted that 81 percent of users attempt to solve software issues before seeking help.  



The self-service concept isn’t unique to software either. Think of taking money out of an ATM or pumping your own gas. You don’t even give it a second thought these days, but it wasn’t always like that. 



In our modern world of instant gratification, it’s no surprise SaaS self-service has become the new standard for software deployment. The days of sending emails to support teams or waiting on pushing button after button to get a human on the phone line are not gone but are not as common. People are tired of waiting around for answers and don’t want to be interrupted. 



A self-service SaaS model allows the customer to use an application without all the handholding. For HR, worksite employees (WSE) can perform tasks such as account setup, configuration and troubleshooting on their own. And onboarding, benefits selection and more can be handled directly by the WSEs. 



Features are explained in-product and learned by using the application. Many companies like MailChimp offer live onboarding support with an agent, but the application can easily be learned online. 



Self-service options for customer support range from online FAQ portals to chatbots, kiosks and knowledge centers. Users can self-diagnose an issue quickly without waiting to talk to a live agent. If the problem is too challenging, live support is still just a call away. 



Win-Win Opportunity 



PEOs build their reputation on a service-first mentality, but embracing a self-service mentality can benefit them as well as their clients should they graduate to an HCM solution. Empowering users to perform these tasks autonomously reduces reliance on PEO support, right? 



PEOs might be tempted to take a pass on offering a self-service, HCM option. They might believe clients won’t receive the same level of service they’ve grown accustomed to and the margins just aren’t worth the time.  



Both lines of reasoning are wrong.  



Constantly empowering clients to find their own answers is, in and of itself, an excellent form of customer service. That’s a huge differentiator.  



Self-service SaaS solutions can often provide a better user experience, but also they enhance efficiency and scalability so your clients can optimize resources and adapt to a changing world. That’s a good thing and a win-win for both PEOs and their clients. 



As you’ll learn in a future blog, giving your clients more autonomy could even offer the opportunity to earn more profit. 



Stay tuned. 



Learn more about PrismHCM.

### Guardian Named PrismHR 2023 Partner of the Year

Fourth-Annual Partner Summit Brings Together PrismHR Marketplace Partners to Network and Share Best Practices




Hopkinton, MA - March 4, 2024 - At the fourth-annual Partner Summit held earlier this year, PrismHR, a Vensure Employer Solutions company and the leading HR technology innovator for PEOs, ASOs, and HCM providers across the U.S., announced that Guardian has been named 2023 PrismHR Partner of the Year. Guardian’s array of employee benefits, including dental, vision, life, disability, and additional value-added plans, enables HR service providers to deliver customized and comprehensive benefit solutions for their clients’ worksite employees.  



The PrismHR Partner of the Year Award is awarded annually to one PrismHR partner that has demonstrated a commitment to innovation, collaboration and communication as well as invested in the partnership to achieve excellence in sales, marketing, and business success. Finalists for the award included Equifax, Swipeclock, HRlogics ACA, and ZayZoon. Honorable mention was given to detamoov. 

“We must recognize the multiple levels of support and partnership provided by the PrismHR team; marketing, technology, and the leaders who make their teams available. This accomplishment is recognition for the Guardian team as well,” stated Dean R. Pawlowski, PEO channel director at Guardian. “We are also thankful for our marketplace partner peers and other finalists. Our combined efforts to support the PEO industry leads to long-term success. Thank you PrismHR for the partnership and we look forward to growing with you in the future.” 

“Our HR service providers, their clients, and worksite employees benefit significantly from the invaluable contributions of our Marketplace partners. Among numerous noteworthy collaborations last year, Guardian’s dedication to being an outstanding partner consistently stood out,” said Jonathan Wall, senior vice president of strategic partnerships at PrismHR. “The team at Guardian has a great set of products, strong service, excellent value, and have consistently demonstrated their commitment to helping the entire PrismHR ecosystem.” 

PrismHR Marketplace provides access to integrated, industry-leading connections from leading HR application providers. The Marketplace includes a wide range of solutions and service offerings ideal for small to medium-sized businesses (SMBs) and their employees, and it helps PrismHR service providers increase client retention, stickiness, and satisfaction. 

Media Contact

Jonathan Wall
PrismHR
E: jwall@prismhr.com

### People Analytics Trends for 2024: Part 2

In Part 1, we discussed the challenges Human Resources Outsourcers have in getting small and medium-sized businesses to adapt analytics that Professional Employer Organizations (PEOs) can provide. In Part 2, we will explore some use cases for people analytics. 



The key to PEO success in 2024 is being able to provide HR managers with reporting and analytic tools that facilitate decision-making, collaboration and innovation.  



What they’ll find is data-driven analytic tools make it easier than ever to do just that by allowing HR managers and other users to make faster, more accurate decisions.



I Can See Clearly Now With Data Visualization 



For years, PEOs and their SMB clients have collected terabytes upon terabytes of data. This represents an ocean of opportunity. But until recently, decentralized, disparate data has been the norm. 



SMBs haven’t always been able to enjoy the same data-based decision-making capabilities as larger companies, but it doesn’t have to stay that way. With your help, of course. 



The first obstacle PrismHR had to overcome was centralizing the data. By harnessing the power of centralized data, PEOs can provide modern, customized tools to help them meet their clients’ needs. 



Data is often thought of as numbers and information, but, on their own, they don’t necessarily tell the whole story. Data Visualization, for instance, would allow your clients to see beyond the numbers. Providing a clearer picture helps them make sense of even the most complex data. Think of this as a “sixth sense” for enhanced decision-making. 



New Data Visualization tools take reporting and analytics to the next level. Customizable tables, charts and datasets bring trends to the surface related to Time & Attendance, Benefits Administration, Payroll, Talent Management and other HR-related topics. Providing SMBs the ability to create customized reports empowers them to make smarter business decisions. 



It’s also important to explain to clients that Data Visualization can also help bring HR-related problems to the surface. A common goal with HR data, for example, is to improve talent acquisition and retention. Advanced reporting and analytics allow companies to dig down further in ways that were previously impossible for smaller businesses and even give them the ability to get prescriptive solutions. This is something larger organizations have been able to tap into for some time, but SMBs typically were not afforded the same luxuries.  



In the constant struggle to attract and retain talent, helping your clients level the playing field is essential. 







Performance Management Systems Put Employees First 



You probably know that one very effective way that SMBs can attract and retain talent is by using Performance Management software to improve workplace culture and employee engagement. By offering this type of solution, SMBs don’t have to wait on an annual performance review. The key message is that SMBs can compile employee data throughout the year, encouraging two-way communication and ongoing performance conversations. 



PrismHR’s Performance Management software helps set your clients’ employees up for success and helps improve morale by ensuring they receive regular feedback. These systems can help determine potential growth areas in certain competencies and prescribe training opportunities. They also help eliminate recency bias when determining raises or promotional opportunities.  



Better HR Technology Integration 



For people analytics to work most effectively and efficiently, HR technologies must be able to communicate with each other. As your SMB clients grow and look to you for HR solutions, you can’t possibly continue to support everything they need. But the PrismHR Marketplace is making the future of work easier as different software systems can share information through integration capabilities. 



The PrismHR Application Programming Interface (API) enables integration between your client’s PrismHR instance and their preferred HR tools, such as Time & Attendance, Payroll or Benefits Administration. Explaining to your potential clients that the API is like a middleman acting behind the scenes can help them understand how different HCM tools talk to each other. 



For your clients’ HR teams or more likely a team of one, that means less time inputting data or reconciling information across different platforms and more time focusing on attracting, developing and retaining talent. 



Think of employee onboarding, for example. An API can trigger different PEO onboarding solutions that will complete a series of predetermined tasks when a new hire is added. It also gives SMBs access to additional benefits, such as cyberinsurance and pet insurance among many other offerings, which helps them attract and retain talent. 



HR technology integration allows SMBs to pull data from multiple sources, ultimately helping them gain more valuable and relevant insight from their HR data. For example, pulling data from a Performance Management system, recruiting data from an Applicant Tracking System (ATS) and compensation data from an HR Information System (HRIS) can help identify trends and help your SMB clients address new hire strategies and future goals. It’s also important to note that custom dashboards and reports help ensure a holistic view of this information is easily accessible. As a PEO, you can also use this information to alert clients about trends you are seeing within the data. 




Benefits of HR Technology Integration
Some of the benefits you should explain when it comes to HR software integration include:

HR systems that can talk to each other without the need for manual data entry.
Employee data can be shared across systems in real time so everyone has access to up-to-date information.
Routine tasks and workflows, such as the onboarding process, can be automated, which saves time and reduces the risk of errors.
Valuable insight into HR data can be gained by pulling data from multiple sources.





Connecting the Dots 



User experience is also key to making people analytics work. Millennial and Gen Z workers grew up with advanced technology and have high expectations, so letting your clients and potential clients know about the sleek, intuitive user interface is a key selling point. They are looking for easy ways to digest information and generate insight. To compete for talent, SMBs will need to provide a platform that puts powerful capabilities at the user’s fingertips. 



In 2023, PrismHR made a significant investment to streamline and modernize our Unified Employee Experience (UEX) for PrismHR, and boosted performance speeds significantly as well. More than just a cleaner, more modern look, it features faster navigation with more responsive views and guided workflows. It’s also scalable, so PEOs can compete for new business while retaining current clients. This same technology will be integrated into PrismHCM as well. 



Comprehensive reports help PEOs attract new SMB clients, too.  



The most exciting trend is that the technology is barely scratching the surface.   



When you understand what’s possible with Data Visualization and people analytics, the insights your clients can generate will help you take their in-house HR needs to a whole ’nother level. It doesn’t have to be done all at once. They can start with small amounts of data and insights and go from there. This will lead to more insights and better decision-making. 

### People Analytics Trends for 2024: Part 1

The rise of big data and analytics for Professional Employer Organizations (PEOs) can be intimidating. PEOs and their small and medium-sized business (SMB) clients often feel they are drowning in a sea of data and terminology. 



Still, the insights SMBs can get from people data should not be swept away with the tide.  



Data is everywhere, but not all HR managers are drawing as much insight from it as they could or should to help them swim with or even against the current should the need arise.  



The problem of too much data and not enough ability to use it for real insights is not surprising. Many HR managers at SMBs simply think they can’t afford the time to take the plunge into data analysis. 



What they don’t realize is that being able to do so would actually free up their time, and with current innovations, you can tell them it’s much easier than they think. People analytics is not a new field as the concept traces its roots back over 100 years, but HR managers are feeling pressure to maximize the value of the data available to them now that technology has advanced to the point where real insights are possible to get quickly and easily. SMBs that don’t capitalize on advancements in reporting and analytics risk being left behind. PEOs understand that innovative HR solutions are key to helping their clients navigate the complex world of HR and compliance and make better business decisions. 



The good news is that powerful new tools are making it easier for SMBs to use data to its full potential, which should be welcome news for them and, of course, the PEOs that market the technology. 







Data Analytics Drives Actionable Insights 



Simple metrics like salary, vacation time and tenure have been around for a while. However, these metrics don’t provide a comprehensive understanding of employee performance and its impact on achieving an SMB’s objectives. 




Power of People Analytics 
Key selling points for data-driven insights include: 

Improved hiring through better identification of top sources of talent, evaluation of candidate suitability and reduced time-to-fill for vacant positions.
Better employee engagement, satisfaction, morale and retention.
Personalized employee development by pinpointing skills gaps and training needs.
Performance Management planning that identifies underperforming and high-performing employees and helps create performance improvement plans when necessary.
Improved workforce planning that predicts future needs, helps with succession planning and addresses talent shortages.
Support for Diversity, Equity and Inclusion (DEI) initiatives through monitoring diversity program feedback and other metrics.
Optimized HR budget and resource allocation based on data-driven projects and needs.





To drive real change in today’s business environment, SMBs must be able to derive meaningful insights from data using a wide range of sources. Companies know their business best. Through advanced technology, PEOs can give their SMB clients the ability to slice and aggregate information as they see fit. And it’s all done easily and intuitively. 



But filtering and curating the data isn’t enough. Effective management depends on a company’s ability to make better decisions that help employees thrive while driving productivity, profitability and organizational success. What HR managers and leaders need, above all, are relevant and actionable insights, and that’s where you come in. 



In Part 2, we will explore reporting and analytic tools as well as the benefits of Data Visualization. 

### PrismHR and ClearCompany Expand Partnership to Include Applicant Tracking Software for PrismHR HR Service Providers and their Clients

HOPKINTON, Mass., Feb. 19, 2024 – PrismHR, a Vensure Employer Solutions company and the leading HR technology software innovator for PEOs, ASOs, and HCM providers across the U.S., today announced the launch of ClearCompany Applicant Tracking Software (ATS), a new product from ClearCompany now added to the PrismHR Marketplace.

ClearCompany ATS is designed to measurably improve hiring success, covering metrics such as cost-per-hire, hire quality, and time-to-hire. With a user-friendly interface, a focus on candidate experience, and robust analytics, ClearCompany’s ATS software empowers teams to recruit, onboard, and retain top talent effectively for superior organizational success.

Tim Pratte, chief operating officer at PrismHR, stated, “ClearCompany is a great partner in the performance management space and we’re excited to announce the extended partnership. The integration of ClearCompany Applicant Tracking is poised to empower our PEO customers and their small businesses to drive employment growth."

"We're delighted to expand our partnership with PrismHR and offer our award-winning ATS platform on the PrismHR Marketplace,” said ClearCompany director of sales enablement Anne Colkitt. "With our extended bi-directional API integration we can provide a streamlined process to automate new hire data from ClearCompany to PrismHR with ease.”

About ClearCompany

Since 2004, ClearCompany’s full-spectrum Talent Management platform has enabled thousands of companies to maximize talent by empowering people at every stage of the employee journey. ClearCompany integrates data-driven best practices, expert-informed content, and tailored software tools to recruit, ramp, recognize, and retain employees, uniting people and processes to achieve business success.

Media Contacts

ClearCompany:
Melanie Baravik
E: mbaravik@clearcompany.com

PrismHR:
Jonathan Wall
E: jwall@prismhr.com

### PrismHR Spotlight: CSM Michael Wolff

As our meeting begins, Michael Wolff, one of PrismHR’s Customer Success Managers (CSMs), pulls out a soccer ball from the shelf behind him. 



Hey, this guy’s goal-oriented, I think. 



Showing me the country flag on the ball, he asks me, in his calm, cards-to-his-vest sort of way, if I know where he’s originally from. Having done some homework, I immediately recognize the flag as that of the Netherlands as I know he speaks Dutch. 



What caught me off-guard, however, was the backstory that came next. 



Family History 



During World War II, the Netherlands stayed neutral as long as it could. Germany decided to invade the country regardless on May 10, 1940. Four days later, the Dutch agreed to surrender, however, because of a communication error, Germany still carried out its planned attack on Rotterdam, the Netherlands’ second-largest city. More than 80,000 people were displaced in the process. The city used to have canals like Amsterdam, Michael explains, but most of the rubble wound up in them after the bombing. 



The Dutch may have surrendered, but that didn’t mean the battle was over. There were many forms of resistance within the country after the German occupation. Michael’s maternal grandmother, for one, knitted garments for the Dutch underground, such as black gloves and black sweaters, to help people in the Dutch resistance stay out of sight while they were performing covert operations at night.  



One person who could not fade into the darkness, however, was Michael’s grandfather. During the war, Michael explains, the Germans would enlist people from the countries they conquered to contribute to the German war effort. One day, they came to get Michael’s grandfather; they wanted him to work in a munitions factory in Germany. It was not a request. 



What the Germans did not know was that Michael’s mother’s family was made up of trained actors, so, even with a gun to his head and a doctor examining him, Michael’s grandfather was able to fake a horrific stomach ailment that got him out of the assignment. “Otherwise,” Michael says, “I would have never met the man because the Allied forces would have been bombing those factories, and he would not have survived.” 



One doesn’t have to wonder where Michael gets his stoic nature from. That cool-under-pressure gift has served him well throughout his life and career from the time he worked as a senior fraud investigator with one of the biggest insurance companies in the country to today as a CSM at PrismHR. 



“Michael works hard,” says Melissa Eversole, PrismHR’s director of customer success. “He has a great personality and is full of energy. He really understands the clients and can relate to their struggles and their needs since he himself experienced those things firsthand prior to working here at PrismHR. You can count on Michael to jump in and assist and help bring solutions to the customers.” 



Growing Up a Military Kid 



Michael grew up a military brat. He was born in South Holland, Netherlands, but he wasn’t there long. As a child, Michael and his family moved around because Michael’s dad was in the military. Actually, multiple militaries. Michael’s father, Cornelis Wolff, was born in Indonesia, when it was still a Dutch colony, and moved to the Netherlands around the time Indonesia gained its independence in 1949. Cornelis served in the Dutch military, and later immigrated to the United States, so he decided to apply for a green card, which he got.  



What he wasn’t expecting was that he would later be drafted into the U.S. Army as well.  During his service, he was sent to Paris to drive a general around. The general decided, since Cornelis was back in Europe, he should be able to go back to his roots in the Netherlands. And it was in the late 1950s at the American Consulate that he met his future wife, Toos, too. Michael’s parents have been together ever since, and have been married for 63 years now. Michael’s dad would later serve in Vietnam, and eventually retired as a Master Seargent in the U.S. Army. 



Michael came to the United States when he was 3. The Wolffs first moved to Alabama—where Michael’s younger sister, Saskia Lovine, was born—and then to Frankfurt, Germany. They would later move to Bay City, Texas, before winding up in Maryland where Michael lives to this day.  



With his dad’s military background, Michael grew up participating in Boy Scouts. Unlike some boys who inevitably outgrow the organization and leave, Michael embraced it. In fact, he loved it so much that he became one of the youngest Eagle Scouts at the age of 14—about four years before most reach that goal. Only about 6% of Scouts ever get to that level. 



He was done with the Scouts by about the age of 16, but he turned his attention to high school athletics. He excelled at tennis and football. American football, not soccer. He played fullback and safety, but, in his senior year, his coach moved him to guard. How many 5-foot-8, 155-pound guards do you know? 



“I was a little bit crazy so I would hit anything,” he says. “It didn’t matter to me.” 



He still enjoys sports; today he is an avid racquetball player. 







Read our profiles of CSMs Melissa Eversole, Jason Ward and Matt Yuknis.



















He went to college to study engineering, but after two years decided it wasn’t for him. He switched to economics instead and got his bachelor’s degree from the University of Maryland. After college, he was looking for a job and a career, and his persistence paid off. He called his State Farm agent and asked if they had any jobs, and he was quickly hired to process claims. It was at State Farm that he met his wife, Sharon, too. “She has red hair, so ...” Talk about “like a good neighbor.” They met at the Greenbrier resort in West Virgina at a claims conference, and they married in 1996. Sharon worked until they had their third child when she became a stay-at-home mom. She rejoined the workforce as her kids got older, and is currently working for one of the largest insurance brokers in the country as an employee benefits producer.     



Soon after meeting his wife, Michael moved on to catastrophe duty at State Farm, and there he learned what empathy was really about. It’s a quality that he brings to his job at PrismHR every day dealing with customers.  



“All the photos and all the videos and all the pictures that you see” after a disaster, he explains, “doesn’t even come close to when you’re standing on the ground. It looks like a bomb blew up.  Basically, you know everything is destroyed, everything is thrown everywhere. You have the smells, the feeling of helplessness from the people. Not only the people, the animals, the pets. They don’t even know what to guard anymore.  What’s their property? They have no clue. They’re just walking around aimlessly.” 



While learning about looking out for people is what he learned most from that role, he learned about cutting to the chase in his next. 



The Truth and Only the Truth 



He ultimately became a senior fraud investigator at State Farm, a position he held for almost 16 years. He remembers using his calm, to-the-point demeanor to get the truth. For instance, one time there was a suspicious claim about a stolen vehicle, so he went to investigate. Even though the room was extremely cold, the man he interviewed was sweating bullets. Michael finally told him, “I can interview you for 2½ hours, follow up on some leads, then ultimately refer you to the Insurance Fraud division for the state of Maryland, or ....” The truth quickly came out that the man had gone drinking with friends, and he couldn’t even remember who drove the car onto a curb.  



As much as he loved the job, when the insurance giant needed to relocate him, he decided not to go. He didn’t want to move far away from his parents and in-laws. Lucky enough for him, he knew someone who was selling a Professional Employer Organization (PEO), and his background in insurance came in handy. The PEO model is a bit more complex in Maryland because there is no master plan for health insurance, which is basically a risk pool, like in most states. Each company had to have their own individual plan, but Michael knew exactly how to handle that with his insurance experience. 



After five years, Michael wanted to try something else. One of his clients had an opening managing the parking lots at Baltimore-Washington International Airport (BWI), which is roughly the 25th-busiest airport in the country. But it all happened during COVID-19, so travel was at a standstill. With his background in the PEO space, he quickly reconnected with some of the people at PrismHR, and when there was an opening in the CSM space, he jumped at the opportunity. 



He has a deep understanding of PEOs’ issues from his own experience, and he uses that knowledge every day in his job. He says the PrismHR software has continued to improve since his time operating his own PEO. Today, he adds, “PrismHR is enhancing and modernizing the software at breakneck speed.” 



But he knows issues still arise with any type of software, and he’s happy to help his customers anyway he can. He also likes the collaborative part of his job. Not only does he regularly discuss issues with his fellow CSMs, but also he likes to use that same collaborative mentality when working with his customers to come up with the best possible solution. 



Jessica Minner, Director of Information Systems and Technology Services, Human Capital Concepts



“Michael is extremely resourceful and always attentive to our requests or issues,” says Jessica Minner, director of information systems and technology services at Human Capital Concepts based in Indianapolis. “His experience in the PEO industry is invaluable, as he not only helps me with requests and questions in Prism software, but also gives great advice and tips regarding the bigger solution since he has a work history that includes running his own PEO business.  I can't tell you how many times he has given me helpful insight or information that I needed to resolve my issue or create a process that was needed because he was able to draw from his experience, not just his knowledge of the PrismHR platform.” 



Pathik Mody, Chief Technology Officer,Trion Solutions Inc.



Added Pathik Mody, Trion Solutions Inc.’s chief technology officer, Michael’s “commitment to excellence and graceful navigation of challenges are the pillars upon which Trion’s success rests, ensuring effective solutions are delivered.” 



While Michael discussed his career in a matter-of-fact fashion, he got really excited when discussing his family. He and Sharon have three grown children, and they have a chocolate lab named Nellie. 



Their daughter, Kayla, is a terrapin like her father having graduated from the University of Maryland. She’s their middle child, and Kayla started out in engineering just like her dad before switching gears. Instead of economics though, she turned to marketing and studio art, and is now going for her master’s in integrated marketing communications from Northwestern University.  



They also have two sons: Their eldest, Justin, went to graduate school at Penn State studying additive manufacturing (aka 3-D printing). He’s now a thermal systems design  engineer. Their youngest, Luke, is also their biggest; he was 11 lbs. 2 oz. at birth, and is currently 6-foot-5. He gets it from his mother’s side of the family. Luke’s studying mechanical engineering at Loyola University Maryland, and plays club-level lacrosse and basketball. 



As we finish our conversation, it dawns on me that maybe some of our customers would like to learn more about Michael’s story, so what better place than PrismHR LIVE? So I ask him how to say, “I look forward to seeing you at PrismHR LIVE,” in Dutch. 



He thinks about it for a moment, and then comes up with: Ik kijk er naar uit om je te zien bij PrismHR Live. So he’s not only Dutch, he’s clutch, too. You'll have to ask him how to pronounce it.



As we shine the spotlight on Michael, we look forward to seeing you under the bright lights of Nashville where it’s Your Time to Shine at PrismHR LIVE!







James Tehrani is PrismHR’s digital content marketing manager. He’s an award-winning writer and editor based in the Chicago area. 

### How PrismHCM Helps SMBs Compete

As a PEO, you want your small and medium-sized businesses (SMBs) to grow and succeed. But what if they outgrow the Professional Employer Organization (PEO) space and are thinking about bringing their HR processes in-house? Or what if an SMB prospect isn’t a good fit for a traditional PEO model?



That’s where PrismHCM comes in.



Human Capital Management (HCM) solutions help SMBs improve all HR functions, from recruiting and onboarding to performance reviews and professional development, as well as administrative processes like payroll and tracking employee hours.



Your SMB customers invest in HCM solutions because it makes them more efficient. HCM for small business accelerates productivity with more automation and less paperwork and double entry.



Better efficiency creates increased capacity. And that’s ultimately why people use HCM tools—they allow them to do more. Plus, HCM solutions provide expertise. Whether it’s HR, taxes, safety or something else, it helps them make better decisions.







Using HCM Tools to Succeed



No two clients are the same. You don’t service a 10-person company the same way you would a 100-person company.



Larger companies mean more complexity, and each company has its preferred way of doing things. You must fit into their world.



PrismHCM gives you the flexibility to do this.



Using a single platform, PrismHCM streamlines and automates HR processes. Your SMB clients can onboard, enroll employees for benefits, provide access to pay stubs, complete performance reviews and more. Having HR functions consolidated in one place simplifies an HR team’s experience, making them more efficient.



As a PEO, your value to your SMB client is in managed services, where you do some of the work. To do so, you need to determine what your capabilities are.



This is where PrismHCM really shines. And where you can provide real value to your clients.



PrismHCM offers a(n):




Modern tech stack



Intuitive interface



Self-service functionality



Flexibility to help SMBs as they grow



Open API



White-label product capability



Modern user experience




Good to Grow



SMBs want technology that works for them as they grow. Even if a company decides to go it alone, they will still need software solutions to handle HR and payroll-related tasks.



This gets more complex each year with new state and federal compliance regulations. PrismHCM helps your SMB clients address this by offering an integrated HCM solution that suits their needs.



Providing a comprehensive suite of HCM solutions, from applicant tracking through performance management and benefits management, is a big differentiator. Application programming interfaces (APIs) allow PrismHCM to connect to their preferred payroll, benefits management and other tools.



The more you can connect HR processes, the more viable PrismHCM (or insert your preferred name here) is to your client as you help them become more competitive and successful.



Unlocking a World of Opportunity



SMBs use HCM solutions because they want a technology that grows with them. But they also want tools that keep employees more engaged. Attracting and retaining talent is key to becoming more competitive.



PrismHCM gives your clients the chance to take their HR in-house while providing worksite employees (WSEs) with a modern, intuitive, state-of-the-art platform.



Engagement tools include org charts and directories that keep employees connected online no matter where they are. Social media-like newsfeeds allow employees to celebrate success and share announcements such as work anniversaries or birthdays. Self-service HCM technology will enable employees to access personal data, check schedules and request time off, reducing the burden on busy HR teams.



PrismHCM can unlock a world of opportunity for you and help you unleash your SMB clients’ potential as they grow.



Learn more about PrismHCM.

### Melissa Eversole’s New Role at PrismHR Is Bound to Be a ‘Success’

Cincinnati is known for many things. From the recent growth the city has seen in advanced manufacturing to the five championships held by the Reds—the oldest franchise in Major League Baseball—to the emergence of the adorableness of Fritz the baby hippo, who is generating daily “awws” from his fans who visit him at the Cincinnati Zoo, this Midwest city knows a thing or two about success.



As does Melissa Eversole who is stepping into a new role at PrismHR.



Melissa spent a few years as a PrismHR customer success manager before being promoted to become the company’s manager of customer success, and in January she was promoted again to PrismHR's director of customer success. She will lead a team of CSMs who are charged with helping customers deal with any issues that may arise.



Pam MorrisTeamwork Services Inc.



Melissa hails from the Queen City where Hollywood royalty like Halle Berry, Steven Spielberg and the late, great Doris Day also called home.



When Pam Morris, president of Brunswick, Georgia-based Teamwork Services Inc. learned about Melissa’s promotion, she said, “I am not even surprised to hear this wonderful news for Melissa … given her knowledge, talents and professionalism! She is an outstanding person and we truly value the experience and insight she has brought to the relationship with Teamwork Services.”



Rhodora TutenTeamwork Services Inc.



Added Rhodora Tuten, Teamwork’s vice president of payroll information systems, Melissa “always made sure we were able to get in contact with the right people and that we were aware of features and products that could support our business. She has been a wonderful advocate for Teamwork Services, and we’ve been delighted to work with her!”



And Melissa’s seemingly always on the go. When she isn’t at work, she is often spending her free time watching her kids’ baseball, basketball, football, golf and cheerleading events. This always-on-the-go mom of five somehow finds as much time to spend with her family as she does her customers.



It’s that level of enthusiasm that customers have come to expect from Melissa.



“She’s a servant leader, she’s a tireless worker, and she’s awesome,” says Russ Jones, PrismHR’s vice president of sales. “She has empathy and compassion for what the client’s going through, and she’s walked a mile in the customers’ shoes.”







Read our profiles of CSMs Matt Yuknis and Jason Ward.















Kevin DavisSequoia One



Kevin Davis, director of systems at Sequoia One, echoes that sentiment: “Melissa is empathetic, helpful, personable, continues to understand our needs and is a strong advocate for us. She is a reliable and trusted resource who is always available and even checks in when she hasn’t heard from us in a while.”



Her path to PEO success started when she studied business at Miami University Hamilton and sped forward during her time working in the accounting department at a car dealership. She came to the Professional Employer Organization world by a chance meeting at an American Payroll Association (APA) gathering, and she has forged her career working with and helping PEOs for the better part of two decades.



With her ample experience, her customers get to see every day how passionate she is about their business.



Danielle HendzellCoStaff Services



“We love working with Melissa as our CSM,” says Danielle Hendzell, vice president of human resources, at Southfield, Michigan-based CoStaff Services. “She has been a tremendous asset to our team in developing and growing our partnership with PrismHR. She cares about our concerns and is always willing to listen and be our advocate to help us get what we need. Her prior PEO and operations experience is a huge asset in her role, and she is able to understand our needs and organizational goals. Our team can always count on Melissa and her upbeat, enthusiastic attitude makes her perfect for the CoStaff Team.”



Melissa also understands the importance of accurate and well-functioning payroll processes because she knows work-site employees count on the software each and every day as a means to make ends meet. At PrismHR, she says, the service model and software give companies the efficiencies they need to make sure that payroll’s done accurately and timely, and people are able to access their data anytime they need it.



Her focus on caring was a trait she learned firsthand from her grandmother, who worked as a case worker for children’s services, which, as we all know, offers some of the most challenging, emotional conditions of any career path. When children are involved, emotions are amplified.



“She was a very hard worker and so, from the get-go, she was always my person,” Melissa says.



Melissa’s grandmother taught her the value of empathy and dependability, which she has used in her own career to build bridges and connect with her customers. “For me, I don’t like to let people down, so if I owe people things, I try to get them done as quickly as possible,” Melissa explains.



And payroll processes have been fueling her career path for decades.



When it comes to any issues that might arise, “Melissa sees it as a problem affecting or impacting their ability to pay an employee so they can get paid so they can go get groceries or pay the rent,” Russ says. “And she takes that responsibility very seriously” as she and the other CSMs work strategically to find solutions for the customers.



She understands very well what it means to provide for a family.



While you would never guess it when meeting Melissa, she, herself, is a nana. She already feels a strong bond with her grandchildren just as she had had with her own grandmother. Besides following her own kids’ extracurricular activities closely, Melissa also loves watching spending time with her grandchildren.



And while Melissa professes that she was not much of an athlete herself, except for maybe a little cheerleading, she is a fierce competitor when it comes to fantasy football.



“Melissa kicked everyone’s [butt] the past two years” in fantasy football, Russ says, because she always did her homework.



Putting that theory to the test, this Chicago fan asked Melissa, who is a Cincinnati Bengals fan through and through, about Bears quarterback Justin Fields.



Without missing a beat and showing that she’s always paying attention, Melissa chimed in, “It's funny because the Bears are picking up really good assets for sure, and my son-in-law is a Bears fan, so we’ll see.”



“There are a lot of layers to Melissa,” Russ explains. “One of the things that I see, among all the other billions of things, is she went into the PEO space at the ground level. Quickly, people recognized that, ‘Hey, she’s a hard worker, she gets it, she’s interested in doing a good job, and she’s a leader.”



Well, the day to lead has come.



Ready to learn more about Melissa? Connect with her and the rest of the Customer Success team at PrismHR LIVE in Nashville, Tennessee (June 2-5).

### 4 Cool Trends in HCM From Analytics to Performance Management

Small and medium-sized businesses (SMBs) invest in Human Capital Management (HCM) tools to drive productivity and efficiency across all HR functions. Looking at HCM trends in 2024 and where the industry is headed in the future, robust new data-driven solutions will continue to become more widely available.  



The rapid rise of big data, analytics, artificial intelligence (AI) and machine learning in HR may seem intimidating, but new, more intuitive tools are making it easier than ever for PEOs, HR outsourcers (HROs) and their SMB clients to capitalize on HCM technology. It will allow them to make better long-term, data-driven business decisions. 



1. Harnessing the Power of Data Analytics 



Today, companies have access to a sea of data, and most SMBs understand they must dive into a more data-focused analytical approach to stay afloat. Analytics can help improve hiring, employee engagement, talent development and retention, and Performance Management. 



The question is how. 



HR managers are often swamped with tasks, and there just isn’t a lot of extra time to take a deep dive into data; some might not have the proper skillsets to do so as well. The good news is a plethora of new tools are easy to use. They provide meaningful and actionable insights that allow managers to make faster, more accurate decisions. 



Data Visualization promises to bring patterns and trends to the surface in a modern, customized, easy-to-understand format. Tables, charts and datasets offer a clearer picture of benefits, payroll or any other HR-related topic. Using advanced analytics, PEOs, HROs and their SMB clients can drill down even further and see emerging trends in ways previously impossible or at least nearly so. 







2. Continued Emergence of AI Solutions 



Transforming vast quantities of data into actionable insight demands AI and machine learning in HR. 



Imagine an Applicant Tracking System (ATS) communicating with a Performance Management system. Leveraging information from both systems, AI could help HR managers identify hiring needs and new job openings quickly and easily, and conversely, it could help employees navigate their career paths more strategically. 



This reality is closer than you might think. Rapid developments in generative AI and machine learning in HR are also helping companies make smarter benefits decisions almost in real time, with more insight than ever before. 



These are just a few of the many ways AI is evolving in human resources. As a general-purpose technology, possible uses for AI in HR are endless, including chatbots, screening tools and recruitment automation. AI-powered virtual assistants can answer questions, generate documents, analyze information, compare concepts and more. 



No doubt, the potential for AI to transform the HCM landscape and create greater efficiency is vast. However, AI will continue to generate fear among employees about being automated out of their jobs. 



To mitigate this fear, HR teams must communicate that the value of AI in Human Capital Management (HCM) is more than just completing tasks more quickly. AI frees up time for employees to focus on strategic tasks such as improving customer satisfaction, increasing revenue or boosting innovation. 



3. Continued Advancements in Integration 



As your SMB clients’ businesses “graduate” from a Professional Employer Organization (PEO) co-employment model, they will look to you for HCM solutions so they can bring HR in house. Additionally, advances in integration are making it easier for various HR systems to communicate with one another so SMBs can get all the tools they need through one platform. 



Application Programming Interfaces (APIs) provide a set of tools that enable HCM systems to integrate with an SMB’s preferred solution, such as their payroll or benefits management system. Think of an API as a middleman acting behind the scenes, helping different HR tools talk to each other easily. 



This means HR teams can spend less time inputting data or reconciling information across different platforms and more time focusing on attracting, developing and retaining talent. 



4. More Efficiently Managing Performance 



In today’s fast-paced business environment, sustaining employee success should be top of mind. Another important HCM trend involves Performance Management. This type of tool helps track employee performance in a way that is consistent and measurable, offering better insight to reduce turnover and maximize business outcomes. 



SMBs still relying on a single annual performance review are falling behind. Waiting a year to provide feedback helps neither party. By compiling data throughout the year, Performance Management software identifies course corrections needed more frequently to better ensure employee success. They drive growth by building a culture of employee engagement, two-way communication, ongoing performance conversations and strategic alignment with business goals. 



PrismHCM will offer Performance Management tools that are scalable to your clients’ specific needs and are easier to use than ever before.  



Learn more about PrismHCM.

### The Future of PEO Tech: Swimming in Data and Diving Into Analytics

Kevin AndrewsPresidentPrismHR



Big data, digital transformation, analytics, artificial intelligence, machine learning, data warehouses, data lakes, etc. Sometimes it feels like we’re swimming in too much terminology and drowning in data.



But data should never be set adrift in the business world; it just hasn’t always been used to its full potential. Today, any business that doesn’t capitalize on data advancements risks being swept away with the tide. PEOs in particular should think of data as a direct pipeline to the resources you and your clients need to navigate the complex world of HR and compliance, and make better business decisions in the process.



Whether we realize it or not, data is influencing us every day, including every time we pick up our smartphones. Ever get a targeted ad on Facebook saying you might be interested in a certain topic? Those are all triggered by data collected from our phones, and advanced technology is in place to drive the notifications you see and when you see them.



But unlike social media, with HR outsourcer (HRO)-related data we get to choose what we want to see, what we don’t want to see, and what we do and do not want to share. SMB operators know their businesses best, so PEOs can either help them filter and slice the information however they see fit or allow them to do it on their own. From there, they can benefit from the tools and data science incorporated to help categorize tables, charts and datasets in such a way to develop a source for parsing information that is valuable to them.



All of the raw and unprocessed data can be stored in a central repository, aka a data lake, and accessed after it has been filtered and curated by a data warehouse to get you the information you and your clients need when you need it.



Productivity down? Data can help you diagnose the problem, and advanced analytics can even offer prescriptive solutions. Think of it as a sixth sense to enhance your decision-making capability.



And what if you could benchmark employment trends for your clients to show them how well they are doing compared with their peers?



Tech Developments



Ever since I started my first company in the mid-’90s, I’ve been exploring ways to use data to create real HR-related insights. Most recently, I worked to help companies and employees make smarter benefits decisions through data.



That was a couple of years ago. With rapid developments in generative AI (think ChatGPT) and machine learning, those types of decisions can now be made in almost real time—and offer more insights, too.



PEOs and their small- and medium-sized business (SMB) clients will be able to make better long-term, data-driven decisions that will help them stay ahead and better prepare for the future. For example, maybe an SMB has a policy that they don’t offer benefits until after 60 days of employment. It might seem like a cost-effective move, but the data shows that some worksite employees aren’t making it past that time frame before leaving. It might be time to address those benefit requirements with the SMB to see if there are options available to help them keep their best workers longer and more engaged.



That’s because big data, meaning a high volume of stored information, can almost always be used to “see” trends before humans can, and data has become one the most important differentiators in the ever-present struggle to retain and attract talent.



For instance, companies can use Performance Management software to help improve workplace culture. By compiling data throughout the year rather than waiting for the annual review, Performance Management can help set employees up for success and improve morale by ensuring any course corrections are made promptly with the individual. It also helps to avoid recency bias when it comes to compensation rewards as well as promotion opportunities. Additionally, it can help companies determine if, for example, a worker has room to grow in certain competency areas and prescribe the proper training opportunities.



This is where tech advancements related to data are heading in the PEO space to help SMBs make better decisions for the organization and their people.



Digital Transformation



Digital transformation means many different things to different people from a technology perspective.



The concept is omnipresent nowadays: We can find AI in our Starbucks coffee apps, of course, helping us decide what we should order, and it’s a huge part of the success of lodging apps like Airbnb that allow us to find nontraditional places to stay when we head out of town. It also plays a key role in enhancing traditionally nontech product categories like glasses that can now be equipped with Augmented Reality (AR) to bring the real and virtual worlds together like never before.



A study published in the Harvard Business Review found that digital leaders had a 4-percentage point advantage on return on tangible equity (ROTE) vs. digital laggards in 2022 (19.3% vs. 15.3%) and a 3.2% higher average annual shareholder return (8.1% vs. 4.9%). In other words, digital transformation makes economic sense.  Truth be told, digital transformation has been a key component of HR for years.



As Jeff Bezos once said, “There is no alternative to digital transformation. Visionary companies will carve out new strategic options for themselves—those that don’t adapt will fail.”



It’s hard to disagree with that.



Data Visualization



Data is all about numbers and information, right? But numbers and facts don’t necessarily tell the whole story.



Data Visualization can offer a much clearer picture. It allows you to see trends beyond the numbers, and in the HRO space, that could be related to things like benefits, payroll or any other HR-related topic.



When companies can see trends emerging in terms of cost, frequency, etc., they can make smarter business decisions, and being able to give SMBs the customized reports they want will not only delight them but also empower them—and you. Having advanced analytics will allow you and them to drill down in ways that were previously impossible, and Data Visualization will give you and your clients the capacity to see things the way you want to because every business has different data needs.



Decentralized, disparate data has been the norm in the PEO space as well as other industries for generations, but it doesn’t have to be going forward. Data Visualization, which harnesses the power of centralized data, is all about bringing patterns and trends to the surface in an easy-to-understand, modern and customized fashion to suit your and your clients’ needs.



Better people retention and talent acquisition is often the goal with HR data. If an SMB is hiring poorly and laying off people, as a PEO, it could impact your State Unemployment Taxes (SUTA), so wouldn’t you want to know what’s going on as early as possible?



Analytics plays a crucial role in PEO operations. PEOs should be able to provide clients with predictive insights related to workforce trends, turnover rates and talent acquisition strategies. From a PEO perspective, you should be able to drill down to easily find information on profit by client as well as track clients’ pay codes, etc.



Think about how many tasks are performed by robots nowadays that previously humans were tasked with, such as tightening screws on an assembly line. Sure humans can do it, but how well and how fast? Technology adds efficiency and never has to take a break. Also, repetitive tasks inevitably lead to errors; it’s just the way humans are built. Even NBA superstar Steph Curry misses about 9% of his free throws and he’s one of the best free throw shooters to ever play the game, so it’s not surprising to think that all humans will make data-related mistakes and omissions as well. Technology offers an unmatched potential to collect information consistently based on the parameters and inputs that humans request.



Getting There



The question you might be asking yourself is, “Why now?” For one, AI and machine learning have come a long way in just the past year or so. The technology is not new, but the advanced capabilities are, so leveraging that type of predictive analytics is something almost any B-to-B software platform should consider to help their customers get ahead.



When I entered the PEO world less than two years ago, what I saw was an ocean of opportunity because PEOs collect terabytes and terabytes of data, but it was all decentralized.



PEOs and their SMB clients haven’t always been able to enjoy the data-based decision-making capabilities that their large Fortune 500 colleagues have, but there’s no reason for that anymore. From a technology standpoint, the first big obstacle we had to tackle at PrismHR was being able to centralize data to put us on a path to where we needed to be.



By streamlining data, decisions can be made much quicker with fewer impediments to insights. It also creates efficiency to generate reports much quicker. In some cases what took hours now takes seconds.



Designing the Future



Finally, another key part of all of this is user experience and connectivity. Let’s face it: Millennials and Gen Z grew up with much more advanced technology than previous generations. They also expect reports to be not only useful but intuitive as well. They are looking for an easy way to generate insights and digest the information they need with a modern look and feel. Well-designed reports can be a key driver of PEO revenue as companies hope to retain and attract new clients.



Once you peel back the “onion” and understand what’s possible with Data Visualization, the insights might amaze you. What I tell people is you don’t have to boil the ocean. It’s really about taking pieces of data to start, getting small insights and going from there. Those small insights will help garner even more insights, and you can start influencing decision-making.



There’s no question that when it comes to data and analytics in the PEO space, it’s time to go for a swim and dive into a true analytic future.







Kevin Andrews is PrismHR's president. He is a seasoned entrepreneur who brings a new dimension to PrismHR with his experience starting, managing and scaling product technology organizations. As PrismHR continues to grow, Kevin will help us modernize and bring our product and team to the next level with delivery and service.







This article originally appeared in the December 2023/January 2024 PEO Insider magazine. Check out the issue.

### The HCM Option: Unlock a World of Opportunity



### How Technology Is Changing the HCM Landscape

Today’s groundbreaking HR tech solutions are automating day-to-day HR processes, securely storing data, providing analytical tools for more strategic decision-making and more. By driving more productivity and efficiency, these solutions are becoming vital to a business’ success. 



These technological innovations are radically transforming the Human Capital Management (HCM) landscape, which is a good thing for small and medium-sized businesses (SMBs) and Professional Employer Organizations (PEO) that provide that technology to their clients. 



There are several trends to be on the lookout for when it comes to HCM:  




Cloud-based computing provides instant access to massive amounts of digitized employee data and helps streamline the data acquisition process with modern, intuitive, accessible design.  



Artificial Intelligence (AI) will continue to evolve and improve, including to help match employees to job openings and track employee engagement.  



Self-service tools will allow employees to swap work shifts, double-check paystubs and even get paid quicker through Earned Wage Access (EWA) while SMBs can do background checks, manage benefits and more with integrated tools. 




Effective HCM systems streamline, simplify and automate HR functions. That includes in areas like Applicant Tracking and Onboarding, performance reviews and Performance Management, and Learning Management as well as Payroll and Time & Attendance.  



New technologies also help SMBs attract top talent and retain employees by keeping them engaged. And HCM can also streamline the experience for a company that decides it wants to graduate from a traditional PEO model to a self-service one.  



So what’s next? Glad you asked. Here are a few important HCM industry trends heading into 2024. 







Improving the Overall Employee Experience 



A key HCM industry trend is a focus on user experience (UX) that transforms traditional HR tech into a more intuitive, accommodating and inclusive option through state-of-the-art HR technology.  



Easy-to-use tools that create a “journey” for employees provide a more cohesive, user-friendly experience. Self-service portals enable employees to manage personal information, view paystubs and request time off, reducing workload for HR departments. 



Leveraging AI and Machine Learning, Albeit Cautiously 



AI will continue to evolve and drive innovation that alleviates HR’s workload, such as supporting hiring and promotion decisions. It will enable HR managers to automate countless talent acquisition and management tasks, as well as refine and streamline HR processes. 



A significant HCM trend we’ll be seeing is using AI in people analytics software to better understand what is happening in the workforce, especially as it relates to engagement and the employee experience.   



That said, there are still concerns about AI in HR, for example, possible threats to data privacy or how algorithmic bias could be considered discriminatory. 



As ReNika Moore, director of the racial justice program at the American Civil Liberties Union, said at a U.S. Equal Employment Opportunity Commission (EEOC) hearing on AI discrimination in 2023: “We must have comprehensive public oversight, transparency and accountability to guarantee that job seekers and employees do not face the same old discrimination dressed up in new clothes.” 



Nurturing an Inclusive Workplace 



Instead, Diversity, Equity and Inclusion (DEI) should become a top priority and core business strategy for SMBs. One way to combat AI bias is by ensuring there is human oversight of data. Another way is to use AI that incorporates fairness-awareness algorithms in machine learning to help ensure, for example, that minority candidates aren’t being overlooked because of AI. 



Creating a positive, more inclusive culture not only helps a company attract new talent but also increases job satisfaction and retention. It’s also a competitive advantage, as hiring from a broader labor pool means fresh ideas are brought to the table.  



Emerging HCM technologies can help automate many of these HR processes. They can also be used to gather feedback on DEI policies and practices, such as Employee Resource Groups, to help ensure equal access to success. 



Supporting Remote and Hybrid Work Models 



The rise of remote and hybrid work models has forced many SMBs to adopt and implement a work environment that helps employees feel connected, engaged and productive.  



Technology is obviously an extremely important part of allowing people to work remotely, but it’s also a key component of managing those workers.  



New technologies help with onboarding, training and fostering collaboration in this environment, while keeping lines of communication open between HR managers and office and remote employees. 



Data-driven Decision-making 



SMBs have been slow to adopt data analytic tools, but investment by companies of all sizes will continue to grow. HR analytics drives smarter decision-making, such as determining the best time to hire to address staff shortages or evaluating whether workers are taking full advantage of employee benefits.   



Cloud-based HR Systems 



The use of cloud-based HR systems also continues to grow, providing collaborative tools that help increase productivity. Other cloud-based applications include offering employees online access to all training and onboarding materials and enabling self-service portals and chat functions.  



Additionally, PrismHCM will be able to help SMBs with their employee experience, Payroll, Benefits Administration and more. 



PEOs can benefit, too, by being able to provide these functions to SMBs with a familiar, intuitive platform. 



Learn more about PrismHCM. 

### ERTC Update 2024: Groundhog Day All Over Again?

By Chris Babigian and James Tehrani 



Does it feel like déjà vu all over again?  



Professional Employer Organizations (PEOs) have been asking that very question about the Employer Retention Tax Credit (ERTC). The same issues have been going on for four years now, so why should 2024 be any different? 



The top news story for PEOs is the ERTC. As it had been in 2023 ... and 2022 .... and 2021 ... and 2020. Waking up and reading the latest news in your inbox can feel like Groundhog Day. You might recall, that’s the 1993 film where Bill Murray’s character endlessly gets to relive his day. Yep, the ERTC is kind of like that. 



Even so, with recent directives from the IRS and pending legislation, things are a little different this time around. 



In the Beginning 



The ERTC was established as part of the 2020 Coronavirus Aid, Relief, and Economic Security Act (CARES Act), and it was created with the best of intentions—to keep people employed and small businesses afloat during COVID-19. The pandemic led to an estimated 200,000 additional business closures in the first year of the outbreak, so protecting SMBs became paramount.  



In 2020, when the ERTC first went into effect, the credit was nice but modest. For businesses with 100 or fewer employees, companies could get a credit of up to $5,000 per employee. In the early days, companies could claim an ERTC or take out a Paycheck Protection Program (PPP) loan. But by the end of the year, the rules had changed, and then shortly thereafter, they changed again. Some employers were now entitled to an additional ERTC credit of up to $7,000 per employee for each and every quarter of 2021. Moreover, companies could now receive the credit on top of a forgivable PPP loan – a big win for struggling small businesses. 



PEOs Lead the Way 



From Day One, PEOs got to work trying to do the right thing in the right way for their small and medium-sized business (SMB) clients that were struggling. With shelter-in-place directives in many parts of the country, businesses were hurting, and the economy was struggling with an unemployment rate reaching nearly 15% in April 2020. Still, the PEO industry was working overtime in real time through nuances of new, complex calculations and reporting requirements that were ever-developing and ever-evolving. It wasn’t easy, but they rolled up their sleeves and got to work for their clients. All while facing their own pandemic-induced challenges and concerns. 



We can’t speak for every business, but most PEOs helped their clients file for the ERTC as part of their normal business operations. Helping SMBs is what PEOs do best after all. 



But as the ERTC started to really catch on, the narrative began to change. 



Fly-by-Nights Fly In 



While PEOs have been helping SMBs with the claims process since the beginning, there has been an influx of other companies, fly-by-night and otherwise, in recent years looking to help SMBs as well. Some are indeed helpful; others are not. When there’s big money at stake, the chance for scams and fraud grows.  



The IRS warned last year that scammers “might charge a big fee to ‘help’ you claim the credit. They line their pockets and leave you with big tax issues because if you claim the credit when you don’t qualify for it, you have to pay it back.” 



As of September 2023, the IRS said it paid more than $230 billion to employers claiming the ERTC when the initial estimate was supposed to be $55 billion. Of the $230 billion paid, investigators were already looking into almost $3 billion worth of suspicious claims. It’s no wonder that the IRS listed the ERTC at the top of its “Dirty Dozen” tax scams and schemes for 2023. 



A Backlog and Then a Bigger Backlog



Source: NAPEO



This unrelenting influx of new, sometimes questionable, claims created a quagmire for the IRS, and, in turn, small businesses. As we wrote last year, there was a severe backlog for businesses hoping to cash in on the ERTC. While that number started to dissipate in June to under 400,000 outstanding claims, it rose again to over 1 million by the end of the year. Even though the original goal was payment within 90 days, commenters on one Reddit forum from last April said the wait to receive the credit was six months or longer. The wait would get even longer than that as the year progressed. 



Last September, the IRS put an immediate moratorium in place on ERTC processing until at least Jan. 1, 2024, and even created processes for returning funds improperly claimed. The IRS also gave businesses, including PEOs, the option to withdraw claims.  Legislation now making its way through Congress would, if passed, establish a deadline of Jan. 31 to file any new claims. 



Like they say in Vegas, “No more bets.” 



The PEO Predicament 



These long credit processing times have posed a unique challenge for the industry. As client claims are filed on PEO aggregate Form 941 returns, PEOs serve as the middleman between their SMB clients—that are desperately waiting for a credit refund—and the IRS who has them. This unenviable position is compounded by the potential for many SMB claims to exist on a single, unprocessed return.  



Now, PEOs are also caught in the crosshairs of the fraud-induced IRS enforcement ramp up. On Dec. 1. 2023, the IRS issued a memo to the “CPEO Community” that seemingly encourages the withdrawal of existing ERTC claims and tries to dissuade them from making further claims. The letter in part suggests CPEOs are “solely liable” for “employment tax liabilities, including amounts from incorrect ERC claims.” 



Sorry, what?  



PEOs have been helping SMBs with their ERTC claims because it’s the right thing to do for their clients. Holding them liable for penalties or the repayment of credit funds, in the possession of their clients, that were claimed based on inaccurate client information, just doesn’t add up.  



As NAPEO rightfully pointed out in a letter to the IRS: The new policy is “at odds with a 2021 congressional directive regarding tax credit liability.” New NAPEO President and CEO Casey Clark added in the letter that: “(T)he only outcome that makes sense from a fairness and tax administration standpoint is for the client employer to be held responsible for any errors and improper claims resulting from the information provided by the client to its CPEO or PEO.”  



Recently, Rep. Jason Smith (R-Missouri) introduced a bill that would differentiate valid ERTC claims from CPEOs from fraudulent ones. Supported by NAPEO, the bill seemingly strikes a balance that both respects the initial ERTC promise to SMBs while addressing the bad actors who exploited it. But with 1 million claims still pending, the conclusion to the ERTC story is still unclear. 



And you thought Groundhog Day was right around the corner? Nope; when it comes to the ERTC, it’s already here. There’s a lot at stake for SMBs and PEOs in 2024, and we’ll be keeping a close eye on how this all plays out.  











Chris Babigian is PrismHR’s compliance strategy manager. A graduate of Boston University School of Law with a focus in taxation, Chris spent five years handling motions, appellate briefs and trial discovery for a civil litigation firm. In 2014, Chris transitioned to PrismHR, where he translates regulatory requirements into software solutions.  



James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area. 

### Doing the Heavy Lifting: How Matt Yuknis Made a Career Out of Carrying His ‘Weight’

When I spoke with PrismHR Customer Success Manager (CSM) Matt Yuknis last October about profiling him for our blog, he was a little concerned that he wouldn’t have enough interesting stories to share about his life and career.



He even went so far as to tell me he was thinking of the Matchbox Twenty song “How Far We’ve Come,” which includes the lyrics: “Can you tell me what was ever really special about me all this time?” before our interview.



"The biggest problem that I have, my wife will tell me this, is: ‘You do a terrible job at promoting yourself,’” he says that she says. “Not that I don’t have examples, but when I do stuff, I don’t really think of it as that big of a deal.”



You’re right, Megan Yuknis; your husband does appear to be quite good at underselling his accomplishments. Let’s fix that.



Even though Matt's a bit soft-spoken, he still oozes with that “Boston Strong” mentality. And perhaps because he grew up playing drums, there appears to be a rhythm and beat to everything he says. For sure, he’s the opposite of braggadocious. When there’s work to be done, he just does it and does everything he can to get it done right the first time. That’s especially true when it comes to helping his customers at PrismHR succeed.



He cares.



“Matt is always going the extra mile for his clients,” said Melissa Eversole, PrismHR’s director of Customer Success. “He will do whatever it takes to help resolve an issue for one of his clients. He focuses on present and future success and takes the partnership seriously. He puts the client’s needs above anything else and is a true advocate for them.”



That probably explains why Matt says the best part of his job is meeting with his customers and helping them find ways to solve their problems. And in the rare instance when he’s not able to help for whatever reason, he says the hardest part is not being able to find a solution for them. He takes a full-transparency approach, but it still weighs on him.



Carry That Weight



You can tell he carries a lot of weight on his shoulders when it comes to looking out for his customers’ best interests, which makes sense since he knows a thing or two about carrying a lot of weight.



In the summers during college, he would work for his uncle, who worked for the Sealer of Weights & Measures division in Taunton, Massachusetts. Sealers are tasked with enforcing the accuracy of weight when it comes to food, fuel and other items. So Matt would tag along with his mother’s brother during the summertime when he visited various businesses to test the accuracy of their scales.



Taunton, known as the “Silver City,” is one of the oldest towns in the country. It’s about a half-hour south of Foxborough where the New England Patriots play and an hour due south of Boston. It gets its nickname from the booming silver industry that set up shop there in the 1800s.



It might be a town known for its silver production, but Matt’s recollection of his time working there during college is pure gold.



“I’d walk around with two hundred-pound weights in my hand or pull them,” he said, “and we’d measure big scales.”



Every day, Matt would weigh himself and then go to factories and such to ensure that the scales they were using were calibrated properly. He knew how much he weighed, and he knew how much the two hundred-pound weights weighed, so if he got a different answer on a business’ scale about the weight as he carried his weight, he knew there was a problem.



It was a lot of hard work, of course, that helped make Matt mentally and physically strong. He never minded the physically demanding work except once a year when they paid a visit to a grain factory. He’d have to climb a ladder to the third floor with only one hand. In the other hand, he carried one of those heavy weights, the equivalent of about five bags of dry dog food or as much as what a baby foal from a 1,000-pound mare weighs at birth. One false step on a rung and his bell would certainly have been rung, but he never slipped or fell. He always made it to the top.







Read our profiles of CSMs Melissa Eversole and Jason Ward.















“The first year I went there, I carried up 100 pounds, one hand,” Matt said. “I get up to the top, and I go, ‘It’s broken.’” His uncle responded, ‘Ohh, come on down,’ ” half in English, half in Italian. “The next year we come in, I swear he did it to me on purpose every year, he said, ‘Matt, scale, third floor, ladder.’ I said, ‘No, no, it’s broken.’”



Still, his uncle insisted, and just like the first year, Matt climbed the ladder with the heavy weight in tow and the outcome was the same: broken. They performed the same routine four straight years, but the lesson in hard work lasted a lifetime.



From Carrying Iron to Playing on the Gridiron



The physical strength he gained from lugging around those weights came in handy when he played football wearing No. 56 for the UMass Dartmouth Corsairs, which is a type of pirate. He played left guard, which is a key blocking position on the offensive line, tasked with protecting the quarterback or blocking for a tailback. Being an offensive lineman takes more than strength, it takes discipline, too. Move too soon, and you’re offsides and hit with a penalty, and since most quarterbacks are right-handed, the left guard plays a pivotal role in protecting the quarterback’s blindside.



For Matt, not being blindsided is an essential part of his success, which can be seen in his preparation and work ethic. During college, he also had a job at a Buick dealership working on interior and exterior maintenance. Part of his job was to do landscaping and other tasks he wasn’t familiar with at the time, but he learned quickly. He followed the dealership’s advice to him closely: “Plan it out, manage it and do it.”



Career Move



His older brother, Bill could not hear and had to read lips growing up, but he always seemed to know what he wanted to do in life. Matt matter-of-factly explains that his big brother now works for NASA as a rocket scientist. He played a key role in developing the James Webb Space Telescope, which is designed to study “every phase in the history of our universe.” No biggie, right? Right ...



“What he does now is what he did as a kid, puttering with stuff and so forth,” Matt says. “When I got out of school, I didn’t know what I wanted to do.”.



It didn’t take long for his career path to form and his job responsibilities to take off.



He entered the HR tech space in 2001 when he joined ADP, and he quickly moved up the ranks. He went from operations to supervisor to resolution team manager and later migration service team manager over a 16-year career. He left when he was asked to move for his role, which wasn’t in his or his family’s best interest.



The break in employment gave him an opportunity to spend more time with his mom, who had a serious health issue. Matt got to spend quality time with his mom, Dorothy, before she passed away about five years ago. His dad, Ronald, passed away about five years before she did. Matt lists his mom and dad as two big influences on his life and work ethic. Both were teachers, and were always putting others first, he said.



When he was ready to re-enter the workforce, he eventually found his way into real estate, sort of by accident. It was his wife who originally signed up for real estate classes, but when she found out about the time commitment, she decided she didn’t have the time to do it.



She then thought about Matt. He was looking for a new job, and the timing was perfect for a change. He even ran into a former football teammate who was a broker, and wanted Matt to come work for him. His friend was also looking for someone to be a project manager for the houses that needed to be fixed up before being flipped, and that’s where Matt’s background in fixing things came in handy.



He liked the work, but it wasn’t his passion. He wanted to get back into the HR game. He applied to PrismHR twice, but didn’t make the cut. The third time, he did something that was well out of his comfort zone: He spent time brushing up his resume and emphasizing his accomplishments. He finally was hired in 2019, and PrismHR is happy that he kept pursuing the company because Matt is a well-liked colleague who excels at helping his customers.



Matt’s also well-liked by the customers he works with.



Christian TraceyChief Technology OfficerGroup Management Services Inc.



Group Management Services Inc. is a PEO based in Richfield, Ohio, and Matt has worked closely with its chief technology officer, Christian Tracey.



“Matt has been a consistent and loyal advocate for GMS, and we are grateful to have him on our team,” Tracey said. “When an issue arises, as they do sometimes, Matt has been instrumental in representing GMS internally and working to achieve results that work for both parties. GMS is grateful for the support and attention Matt gives us day to day, and in reacting to the changing needs of GMS.”



Family Comes First



Outside of work, Matt loves spending time with Megan, who he met on a blind date and has been married to for 22 years. He also lives with grade-school-age daughter, Lilly; and son, Benjamin, who is headed off to college next year, which is going to be tough for Matt who calls his son “one of my best friends.”



“I'm a big ‘Teach a man to fish’ type of person,” Matt explained.



That’s probably why he’s always fishing for ways to help his customers anyway he can, and why he’s not afraid to do a little heavy lifting to get the job done.







James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### What Is a Human Capital Management (HCM) System?

As a PEO, you’ve probably considered exploring the Administrative Services Organization (ASO) market, which could open up a whole new world of opportunity.



Not every SMB prospect is a good fit for a traditional PEO model. And some of your existing clients may outgrow the need for your PEO offering.



Enter PrismHCM, our new reimagined platform that can scale to meet the needs of your PEO clients as they grow into the ASO space.



So What Is HCM Exactly?



ASO is a term that is not well-known outside of the PEO space, which is why we use the more recognizable term, Human Capital Management (HCM). HCM is similar to PEO, but it’s a self-service model.



HCM comprises all employee HR functions, from recruiting and onboarding to performance reviews and professional development. It also encompasses administrative processes such as payroll and tracking employee hours.



To look at it another way, HCM is the intersection of people management, data, reporting, payroll and more. Think of it as the technological component of ASO.



Efficient Management From Hire to Retire



Even if SMBs decide to go it alone, they will need HCM solutions to take these HR- and payroll-related tasks in-house.



Attracting top candidates and building a diverse workforce depends on having an effective HCM strategy. The right tools give SMBs a greater chance of retaining employees by engaging them and making their experience as seamless as possible.



Companies invest in HCM tools because they want to be more efficient and productive, setting themselves up for long-term success. A centralized HCM solution enables SMBs to take their HCM strategy to the next level, efficiently managing employees from hire to retire.







Benefits of HCM Software



Using HCM software, HR managers can bid adieu to disconnected and manual HR processes. Onboarding, benefit enrollment, performance reviews, and other processes are automated and streamlined in one place, simplifying the experience not only for employees, but the HR team.



HCM systems also elevate engagement and enhance the employee experience. Social media-like tools allow employees to share important announcements, anniversaries and more. Self-service tools allow them to access personal data, check schedules, request time off and get answers to common questions, freeing capacity for the HR team.



HCMs also enable SMBs to store all confidential employee data in one secure place. With access to their own information, employees keep this data up to date, helping ensure accuracy and eliminate duplicate entry.



What Are SMBs Looking for in an HCM System?



Not every client is the same. Companies have preferred solutions, so you have to adapt to their world.



HCM allows you to do that. Ask prospects about their HCM must-haves and nice-to-haves. Do the functionalities of the HCM software check off all their boxes?



PrismHCM accommodates the HCM market by providing clients with the flexibility to work with other software, such as their preferred accounting, tax-management or time-management platform. This foundation allows you to plug in tools your clients are currently using.



Information from data warehouses and health care providers can also be downloaded into PrismHCM, allowing SMBs to analyze data and monitor company performance. The platform can also be customized to meet the client’s needs and improve efficiency.



PrismHCM (or insert your preferred name here) is designed to grow with your client. It gives your clients the opportunity to take their HR in-house while providing a state-of-the-art platform to help them continue to attract new talent and retain current employees.

### With PrismHCM, You’ll Be Ready When ‘Graduation’ Day Comes 

Status quo is comfortable, status quo is familiar … status quo isn’t always the best way to go. 



As a Professional Employer Organization (PEO), you might be thinking to yourself: Why would I want to add a Human Capital Management (HCM) system in the first place? After all, you say. “I’m good enough, I’m smart enough and, doggone it, people like me and the service I provide.” 



No arguments there, and Saturday Night Live character Stuart Smalley would certainly agree with you. Still, you might want to ask yourself: “What happens when my client is ready to move beyond the PEO model? Does the journey really have to end?”  



We’re here to tell you it does not.  



When your clients outgrow the PEO model and say they’re ready for “Graduation Day,” there’s no need for a tearful goodbye. 



The PrismHCM platform is designed to give your clients a familiar option so they can handle their human resources processes should they choose to bring them in-house with a self-service model. That means they can stay with you even when they no longer need co-employment. 



And you’ll be able to offer these great “Graduation” benefits to prospective customers: those seeking self-service and those seeking traditional co-employment with an option to continue the journey as they grow. Since PrismHCM can be branded however you see fit, you can name it whatever you choose. “The A+ HCM” platform sounds summa cum laude to us, but we digress. 



The PrismHCM platform plays a pivotal role in streamlining HR processes for small and medium-sized businesses (SMBs) by: 




Offering a modern, intuitive look and feel. 



Allowing users to manage payroll, benefits, performance management and more. 



Bringing continuity to users who are accustomed to the PrismHR look, feel and functionality. 




What a great graduation gift!  



Five Benefits of PrismHCM 



With self-service technology at their fingertips, your clients can do it all on their own or with a little help from their friends (i.e., you) depending on whatever your service agreement is. That’s up to you.  



Here are some of the key features of PrismHCM, and it won’t take a master’s degree to master them: 




Management 101: With the Employee Management functionality, your clients will have all their info in one place. No more searching through docs on the server. Your SMB self-service clients can view and maintain worksite employee (WSE) tax forms, deductions, direct deposits and more. 



Stay on Course: As you know, one of the biggest reasons SMBs turn to PEOs is because payroll can be quite complex. Bringing that functionality in-house should not cause more headaches as a business grows. PrismHCM offers Automated Clearing House (ACH) processing, payroll processing, Time & Attendance and more. 



Built-in Study Guides: Without a good system in place, Document Management & Tracking can be a nightmare. With PrismHCM, authorized users have access to all their employees’ key documents in one easy-to-access, secure place that’s intuitive to navigate. 



Roll Call: As an organization grows, it gets harder and harder to keep track of who reports to whom and who does what, so having an Organization Chart feature that is interactive, collaborative and can be updated in real time is essential. And, guess what, PrismHCM has all that! 



Turn in Your Report: The new advanced Data Visualization and Advanced Reporting functionality gives users the ability to see trends developing and easy access to the data they want whenever they want it. No need to hunt for information when custom reports can be created in minutes or report templates can be easily integrated for better business decisions. 




Graduation season may be several months away, but there’s no reason to wait for Pomp and Circumstance to start playing to learn more about PrismHCM. Get ready for “Graduation Day” today, and if you want to throw your cap in the air to celebrate, we won’t stop you. 







James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area.  

### PrismHR Partners with New Marketplace Provider detamoov to Bring Secure, Automated API Integrations to QuickBooks Online and Xero for HR Service Providers and their Clients

HOPKINTON, Mass., Jan. 9, 2024 – PrismHR, a Vensure Employer Solutions company and the leading HR technology software innovator for PEOs, ASOs, and HCM providers across the U.S., today announced the launch of its new PrismHR Marketplace partner, detamoov.  

PrismHR powers PEOs, ASOs, and HCM providers with a full suite of HR technologies and services, including payroll and benefits, for businesses across the United States. detamoov is a leading provider of no-code integrations specifically for the payroll industry. With detamoov’s simple setup process, HR service providers’ clients can create an API connection from PrismHR to QuickBooks Online and Xerowithin minutes. 

“We are excited to announce our partnership with detamoov. The automation of QuickBooks Online from detamoov is a long-awaited process that will simplify file uploads and downloads and decrease manual tasks integrating general ledger information,” commented Tim Pratte, Chief Operating Officer at PrismHR. “We have seen an immense demand from our customers already to utilize detamoov’s integration and only expect that demand to grow in 2024.” 

“Integrations are becoming increasingly more important for payroll and HR providers. We're thrilled to partner with PrismHR, a market leader in HR software, to create automated API integrations to both QuickBooks Online and Xero,” said Rick Hymanson, Founder of detamoov. “These two platforms account for approximately 90% of the small business accounting market and now all PrismHR users have a direct integration option ensuring general ledger information is updated without the need for any human involvement.”

About detamoov 

detamoov’s mission is to re-invent the way data moves, with an initial focus on integration of payroll and HR data. Our no-code integration platform enables non-technical users to build integrations in minutes. Today, many payroll and HR service providers use detamoov to integrate benefits, general ledger information, time and punch data, employee syncs and much more. The detamoov platform currently boasts over 1,400 integrations, processing over 400,000 records each month. detamoov was founded in New Jersey, but we are a fully remote U.S. based team. For more information, visit www.detamoov.com.

Media Contacts

detamoov:
Rick Hymanson, detamoov Founder
E: rhymanson@detamoov.com

PrismHR:
Jonathan Wall, Vice President, Strategic Partnerships
E: jwall@prismhr.com

### Rolling With the ‘Tide’: A Look at Alabama’s New Overtime Law

By Chris Babigian and James Tehrani 



As Alabama heads to the Bowl Championship Series looking for yet another national college football title, you might be hearing “Roll Tide” quite a bit in the coming weeks. But when it comes to payroll, you might be hearing something quite the opposite—that Alabama is “rolling against the tide.” 



Starting Jan. 1, 2024, Alabama hourly wage earners will not have to pay state income taxes on "overtime" wages through June 30, 2025. That means someone making $15 per hour could make an additional $2,900 per year working just five hours of overtime per week, which would be welcomed by both blue- and grey-collar workers. Alabama has one of the highest blue-collar workforces in the country, with an average salary of $35,000 per year/$17 per hour. Not surprisingly, Birmingham leads the way in blue-collar employment in the state. 



The legislation is good for employers in the state, too. With state unemployment rates at just 2.3% as of October 2023 (seventh-best in the country), down from 2.6% the previous October, businesses are struggling to find workers during a “booming” Alabama economy that has a labor force participation rate of just 57.2% (third worst in the country), according to the Alabama Department of Commerce. For people working in neighboring states, namely Florida, Georgia, Mississippi and Tennessee, this could entice them to cross the state border in search of greener pastures, helping them and the state labor shortage. 



What’s unique about this new legislation, which Gov. Kay Ivey signed into law in June, is that it was passed unanimously with bipartisan support even during one of the most politically divided times in recent memory. It's also a fairly straightforward piece of legislation, comprising just a 30-line addition to Alabama’s existing income tax rules. And, although the exemption carries with it a number of employer reporting requirements, the Alabama Department of Labor has tried to keep it simple. For instance, tax reporting was modified to add just two new data elements—overtime wages and number of employees with those wages. 



The bill was co-sponsored by Alabama House Minority Leader Anthony Daniels (D-Huntsville) and state Sen. San Givhan (R-Huntsville).  



In a news conference, Daniels said, “We know that with the rate of inflation and the things that are going on with high costs, rising costs and all of these items across the state of Alabama, Alabamians need to be able to take home more money.” He added, “This gives us that opportunity.” 



Could other states follow suit? 



Similar legislation has stalled in North Carolina and South Carolina. But, based on historical trends in both red and blue states, copycat legislation might not be too far behind. For example, Florida, a red state, mandated E-Verify for onboarding, and Illinois, a blue state, adopted pay transparency legislation earlier this year after seeing similar initiatives in other states. 



Of course, when the new law goes into effect in Alabama, PrismHR will be ready to provide you and your clients the updates you need to stay in compliance, and, as always, we’ll keep an eye out for what other states might be planning to ensure that all of our customers keep rolling no matter what the “tide” brings in. 











Chris Babigian is PrismHR’s compliance strategy manager. A graduate of Boston University School of Law with a focus in taxation, Chris spent five years handling motions, appellate briefs and trial discovery for a civil litigation firm. In 2014, Chris transitioned to PrismHR, where he translates regulatory requirements into software solutions.  



James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area. 

### A Look Back at 2023: Big-time Announcements, Big-time Innovation Unleashed

What a big-time year 2023 was filled with big-time fun! 



Trying to encapsulate highlights from a year filled with innovation, acceleration and inspiration is like trying to play with a few puppies in a room filled with adorable furry friends—no matter how you try to ignore the others, they are going to find a way to vie for your attention. 



With all the big-time announcements and innovation that PrismHR unleashed this year, we gotta give it a try. And if you happen to get a certain Peter Gabriel song stuck in your head while reading this blog, there's nothing wrong with that! 





January 2023 



We started the year with a big-time question: What is your New Year’s Resolution?. Almost half of you (47%) said “Elevate Employee Experience.” Did you meet that goal this year? If not, you might want to check out our recent Performance Management white paper for some keen insights on how to do just that. 



We also had a lot to say about operational efficiency with input from two big names from the PrismHR team, namely Scott Cormier and Adam Van Beek. 



And when it comes to cybersecurity, which is a big-time concern nowadays, you can never be too careful. Dwayne Smith shared his tips on keeping Professional Employer Organizations (PEOs) safe in 2023 and beyond! 



February 2023



We were on our way with our appearance on NAPEO’s First Friday webinar titled, Managing Your PEO During Economic Uncertainty. PrismHR Chief Operating Officer Tim Pratte led a heady discussion that featured Questco’s Wendy Katz, InTandem’s Lisa Petrovich and Pathway Strategies’ Ray Dile. You can read a recap on our blog.  



Who said December was the only time for reflection? PrismHR Executive Vice President Craig Babigian took some time to look back on all of the amazing NAPEO CEO Forums he attended over the years ahead of the March event. It must have felt like one big adventure! 



I even took some time to profile Trion Solutions. You can read their story about how they were able to watch it grow into one the biggest PEOs in the country through hard work and dedication. 



March 2023 



As Taylor Swift kicked off her big-time Eras Tour, we were ready to sing the praises of our Partner of the Year. We announced that ZayZoon pulled out the big-time win as our 2022 Partner of the Year. “The ZayZoon team showed exceptional commitment to customer value and success and delivered creative innovations like their Payday Are We There Yet (PAWTY) RV tour and their presence and support at PrismHR LIVE 2022,” said Jonathan Wall, PrismHR's vice president of strategic partnerships. 



Speaking of PrismHR Marketplace Partners, Guardian provided our first big-time guest post of the year with Dean Pawlowski writing about how important flexibility and empathy should be a part of your benefits strategy. Those strategies could come in the form of more remote work opportunities, supplemental health benefits, a focus on mental health and more. 



We also debuted our new PrismHR Data Warehouse video to explain where all the speedy information delivery came from in 2023 so we can help you grow, yeah.  



April 2023 



As the flowers began to bloom, so, too, did our curiosity for Artificial Intelligence (AI). Big time! In fact, we asked AI to explain how data and analytics can help PEOs—and then we consulted our experts: Tim Pratte, Adam Van Beek, Scott Cormier, Rob Byers and Ken Wright. Take it away, Ken: “The new PrismHR Data Warehouse will allow our customers to integrate with business intelligence software to allow data visualization. Our customer base will be able to merge their data from external sources directly with their PrismHR data. With that, the right person will be able to extract the right data at the right time through various means with the goal of increasing operational efficiency and providing the most robust reporting solutions in the industry.” 



It doesn’t get much bigger than that! 



We also spent some big-time time talking about Performance Management and how it can be used to improve employee engagement. How? By setting clear expectations, practicing positive reinforcement and other proven methods, of course. That’s a good way to be on the road to success. 



Speaking of on the road, our Customer Success Managers were busy visiting customers in April, so we decided to make it show by sharing some of the pics on social. Don’t the CSMs do a fabulous job by the way? Show them some next time you see them with a fist bump or thumbs up.  Also, check out our profiles on two of our CSMs: Melissa Eversole and Jason Ward. So much larger than life! 



May 2023 



The PrismHR Talent Management team headed to sunny Arizona to talk about Performance Management and other key talent-related topics. Wouldn’t you know it? They wound up at Chase Field. Wouldn’t you know it, the World Series-bound Diamondbacks were playing that day. Wouldn't you know it? Said talented Talent team watched said talented baseball team play ball. That’s big time! Speaking of playing ball, did you know we had a former minor league umpire on our team? True story. Just ask Kraig Sanders. 



Talk about hitting it out of the park! For the first-ever National PEO Week, PrismHR’s Tim Pratte and Craig Babigian shared their thoughts about the PEO industry and how far the industry has come. Big-time gains! 



Sticking with our baseball theme here, we were thrilled to see our very own Adam Van Beek throw out the first pitch at a Boston Red Sox game thanks to our friends at Rocket Software, and he walked through the front door. (OK, we assume he did, but no big deal if he didn’t.) 



June 2023 



It’s all about LIVE! With summer getting started, things were really beginning to heat up with PrismHR LIVE taking place in Austin, Texas, the home of big-time barbeque and big-time live music venues. PrismHR LIVE attendees not only got a chance to hear from our big-time keynote speakers, Scott Stratten and Jeannie Walters, but also PrismHR big-time thought leaders as well. The Discovery Studio was hopping with the unveiling of the new PrismHR UEX, accelerated platform performance through the PrismHR Data Warehouse and the announcement about the upcoming PrismHCM platform. If you’ve ever attended a PrismHR LIVE, you know it’s so much larger than life, right? From live karaoke to a pre-event concert to chowing down on scrumptious grub, this year’s PrismHR LIVE certainly raised the bar! But, as they say in show business, “You ain’t seen nothin’ yet.” We’ll see you in Nashville June 2-4, 2024. Keep an eye out for the registration page announcement and early-bird deadlines, which we hope will give you the widest smile. 



July 2023 



We were talking tech, of course. Earlier in the year, we headed to beautiful Denver to chat with our friends at InTandem to learn more about how PrismHR helps them and their clients succeed. In our first documentary-style video testimonial, we had a big-time opportunity to chat with Monica Denler, Lisa Petrovich and Flor Acevedo to learn more. 



We also headed to the great Show Me State to meet with our friends at Simploy. We not only learned that Carson King is a big-time golf putter, but also how the Simploy team goes out of their way to make their clients feel like family. We spoke with Jay King, Chassie Smith and Mason Howerton for this testimonial. Check it out.  



At PrismHR LIVE, we interviewed more than a dozen customers, partners and colleagues to learn more about their experiences with PrismHR. We launched the first video in July speaking with Trion Solutions’ CTO, Pathik Mody. Learn more about how big PrismHR tech is to Trion’ success. 



August 2023 



We can’t think of a better time to talk about Time & Attendance than August when people start having big-time thoughts about next year’s HR tech needs. And adding a second or third Time & Attendance option can multiply a PEO’s opportunity to provide clients with big-time options that suits their particular needs. It’s kind of like getting the benefits of a multiball situation in pinball come to think of it. But better, because every “ball” is a big-time winner with no way of getting out.  



Now that’s what we call a creative spin.  



Speaking of creativity, in August, our friends at Guardian hosted a webinar explaining “Creative strategies to increase benefits engagement.” The idea is to think like a marketer when it comes to increasing participation. It’s not too late to get in on the big-time fun. You can still register to watch the webinar on-demand. 



And when it comes to marketing, there’s no better tool than the new PrismHR Marketing Portal to help you get the message out to your clients without having to stretch your mouth. Announced in August, the PrismHR Marketing Portal allows our customers to access templated Marketplace partner email campaigns. Easily customizable, the email campaigns are designed to help increase awareness and adoption of partner solutions at the employer and employee level. The Marketing Portal is a complimentary program for our customers. What better way to increase your market share than with a big-time marketing push? 



September 2023 



Remember the new Unified Employee Experience that we talked about at PrismHR LIVE? Well, we wanted to give you more information about what it entails. But better yet, we wanted you to hear about it from the person who knows best: Rob Roberts. In this video, Rob explains what went into creating the new UEX and what the big-time benefits are for our customers and their clients. It’s something you have to experience! 



One company that’s really good at marketing is ZayZoon. They got lots of people talking about Earned Wage Access (EWA), especially those workers who’ve had enough of having to wait weeks for their earned pay. That’s why we love this interview with ZayZoon President Tate Hackert because he really explains the origins of the company and how much EWA helps companies and their worksite employees succeed.  



As you might know, every September is World Cleanup Day when people around the world spend time making a difference in their communities. For this World Cleanup Day, we asked our PrismHR colleagues to do their part and they came through with a big-time effort of removing litter from their communities. 



October 2023 



October was one of the busiest months of the year with all the innovations taking place at PrismHR. 



The month kicked off with a big-time announcement that Kevin Andrews would become PrismHR’s new president as he and the tech team work to expand PrismHR innovation to help PEOs, Administrative Services Organizations (ASOs) and SMBs succeed. “Knowing what PrismHR offers its clients and what’s in store,” he said, “I am excited to take the company forward through this next stage.” 



Big-time props for that! 



As Kevin was settling into his new role, we were heading to this year’s NAPEO conference. If you were there, you know that PrismHR was there in full force with cool VR gadgets and lots of exciting information to share. You could say we made a “big noise” if you like. Of course, we were talking improved performance, UEX and PrismHCM. As we like to say: It was “Innovation Unleashed!” Shortly after, we got the opportunity to welcome Casey Clark as the incoming NAPEO leader. We’ll miss, Pat Cleary dearly, of course, but this is going to be a great next step for the industry! 



As is watching this new video with our friends from Nextep. Based in Norman, Oklahoma, Nextep looks to elevate the employee experience big time and enrich people’s lives. How? In this video, Nextep’s Brian Fayak, Nicole Boykins and David Wolverton explain how PrismHR tech helps them do just that for their SMB clients. 



When it comes to technology, nothing is more important than cybersecurity these days. It seems every day cyberattacks are getting bigger. Protecting information and ensuring that those antagonists can’t get in is paramount. That’s why having someone like Dwayne Smith on your side is so important—and if you can have the actual Dwayne Smith on your side, you’re on your way, you’re making it. That’s why we are so proud of Dwayne for all his accomplishments, including being named a Top Global CISO by Cyber Defense Magazine. Congrats, Dwayne! 



Oh yeah, we also launched our first cartoon in October for Halloween. Have you seen it? We hope it will give you the widest smile. Poor Alt! 



November 2023 



It was exciting to read the news that PrismHR was featured in the HCM Technology Report. Our sister company, Namely, played a big-time role in helping us with the new UEX, and we are happy that the industry is noticing the importance of this move.  



When it comes to innovation these days, AI is going to be a big-time presence. With good reason. As our experts and our “guest” discussed earlier in the year, AI will one day play a pivotal role in PEO decision-making. We also couldn’t resist spending some time learning more about AI in this interview with Jefferies’ Daniel Avrutsky. Interesting stuff about HCM 3.0 that you’ll want to check out. 



From Day One, helping power and empower PEOs and their SMB clients has been our big-time mission. That’s why so many PEOs have trusted us from Day One, and why we are still looking to help new PEOs that want to join the industry. Our new PEO Startup Guide with expert information from Jean Goldstein and Chris DeVos is the perfect place to start. So much knowledge they own! Download the new guide today! 



December 2023 



To end the year, keep an eye out for our Top 10 Video countdown for 2023, which kicks off Dec. 21. See if you can guess what the most watched videos of 2023 were. It has been an amazing year at PrismHR, and we are so thankful to our customers who trust us to help them and their clients succeed. 2024 promises to bring more excitement, more tech innovation and more big-time announcements.  



We can’t wait to see you in Nashville and at the other industry events we’ll be attending and sponsoring next year. More on that soon.  



Stay tuned; there will be more announcements and innovation that will be unleashed for sure. Until then, we wanted to offer a shout out to all our customers and our colleagues and their families for an incredible 2023. It was big-time fun; let’s do it again in 2024! 







James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### New Marketplace Partner Recuro Brings Telehealth Services to PrismHR HR Service Providers’ Clients and their Employees

HOPKINTON, Mass., Nov. 22, 2023 – PrismHR,  a Vensure Employer Solutions company and the leading HR technology software innovator for PEOs, ASOs, and HCM providers across the U.S., today announced the launch of its new PrismHR Marketplace partner, Recuro Health. PrismHR powers PEOs, ASOs, and HCM providers with a full suite of HR technologies and services, including payroll and benefits, for businesses across the United States. Recuro Health offers on-demand healthcare solutions to employees, including urgent care telehealth, a prescription plan, and on-demand counseling.

Recuro’s suite of digital solutions includes three groundbreaking $0 Copay Healthcare Packages:

 	$0 Copay Telemedicine, Family Coverage
 	$0 Copay Acute Care Pharmacy Formulary
 	$0 Copay On-Demand Counseling with face-to-face visits

“The option for flexible, virtual healthcare, like Recuro Health's offering, extends a competitive edge to our HR service providers and their clients. Not only are they able to attract top talent and improve customer retention, but also demonstrate their commitment to employee health and wellness,” commented Tim Pratte, Chief Operating Officer at PrismHR. “We are excited about this new partnership and for the ability to support HR service providers in setting a benchmark for employee care while securing a strong position in an increasingly competitive market.”

"The rapid expansion of virtual healthcare is fundamentally reshaping how employee healthcare is accessed and delivered. The Recuro Health package, which includes $0 copay telemedicine, prescription, and behavioral health services, offers a scalable solution for delivering top-notch and cost-effective healthcare benefits,” said Quinn Pearl, Senior Vice President of Recuro Health. “Through our collaboration with PrismHR, PEO clients can now effortlessly provide this tailored solution to both full-time and part-time employees. This partnership is positioned to lead the way in advancing the ongoing evolution of digital health, driving innovation in employee healthcare."

About PrismHR

PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits and HR, leveling the playing field with large enterprises. Today, PrismHR delivers world-class HR services to thousands of organizations and continues to invest heavily in technology as the HR innovation frontrunner. A Vensure Employer Solutions company, PrismHR is located in Hopkinton, Massachusetts. For more information, visit www.prismhr.com.

About Vensure Employer Solutions

Vensure Employer Solutions is the largest privately held organization in the HR technology and service sector, providing a comprehensive portfolio of solutions, including HR/HCM technology, managed services, and global business process outsourcing (BPO). The company and its service providers collectively serve over 95,000 businesses and process over $135B in annual payroll. As a “One Employer Solution” headquartered in Chandler, Arizona, Vensure helps thousands of businesses streamline and grow their operations with custom strategies that benefit both employers and employees. Find out more by visiting www.vensure.com.

About Recuro Health 

Recuro is a leading virtual-first care delivery company offering a personalized, holistic, and proactive approach to healthcare. Recuro provides seamless access to various virtual care services, including primary and urgent care, behavioral health, at-home lab testing, and genomics testing. Additionally, Recuro provides a comprehensive suite of supplemental benefits, integrated prescriptions, care management, and care navigation, all available on a unified platform. For more information, visit recurohealth.com

Note to editors: Trademarks and registered trademarks referenced herein remain the property of their respective owners.

Media Contacts  

Recuro Health:
Matt Erickson, Marketing Director
E: matt.erickson@recurohealth.com

PrismHR:
Jonathan Wall, Vice President, Strategic Partnerships
E: jwall@prismhr.com

### 5 Ways to Win on Black Friday … and All Holiday Season

ZayZoon Guest Blog, by Shane Edrington, VP of Sales, ZayZoon



During the holiday season, your dual role as both a consumer and an HR service provider offers a unique perspective that sheds light on the impact this time of year has on both your clients and their employees. Your insights could prove invaluable in understanding and addressing the needs and experiences of those you serve.



Hear from our Marketplace partner, ZayZoon, on 5 Ways a Consumer Can Win on Black Friday ... and All Holiday Season.







Once again, the season of sales is upon us. 



Black Friday, Cyber Monday, Small Business Saturday and (for all our Commonwealth friends) Boxing Day are all right around the corner. 



Chances are, you, just like your clients and their employees, will be taking advantage of at least one of these sales (I know I will), but before you do, I’ve put together some tips on how your clients’ worksite employees—and you, of course—can save big money and score even bigger deals this holiday season.



1. Budget Before Buying



Before anyone partakes in some good old-fashioned retail therapy, they really should make sure they’ve budgeted for it. Need a refresher on how to build a budget? We’ve got you covered right here.



That’s all to say that if they’re short on change or have bills piling up that take priority, this might be the year to skip out on the season of sales. Don’t let FOMO (i.e., fear of missing out) get to you. Remember: There’s always next year.



If you do have money to spend, find out exactly how much you’re OK parting with. And don’t let those sweet, sweet sales seduce you into spending more than you’re able. In other words, stick to the number you’ve decided on. The “Ooo, that’s a great deal that I can’t pass up” mentality can start to hit people’s pocketbooks in a hurry.



Here are some very practical tips on how you, your clients and their employees can budget for holiday spending.



2. Gain Access to Their Earned Wages



OK, so they’ve looked at their budget and it turns out they do have some cash to spare. Unfortunately, payday is a week away.



So, they decide to borrow money or use a buy now, pay later app, to make their purchase. I have one word for you and them: Don’t. While these solutions do offer a quick path to cash, they come with strings attached, including expensive repayment schemes.



Instead, they can consider Earned Wage Access (or EWA, for short). With EWA, they can immediately access money they’ve earned before their next paycheck. For many employers, providing this benefit is as easy as flicking on a switch. In less than 30 minutes, their employees can access their pay instantly and put a stop to cash flow shortfalls. If they need a little extra cash to make that purchase and don’t want to use credit, EWA can get them that cash in an instant.



3. Take Advantage of Instant Gift Cards



Through partnerships with some of the nation’s top merchants (think: Amazon, Instacart, Walmart, etc.), employees can receive their pay via ZayZoon Instant Gift Cards—with an added bonus.



Typically, these bonuses include up to an additional 25% in savings. So, if they decide to take out their pay in the form of an Amazon gift card—let’s say $100—they could gain an additional $25. Instant Gift Cards are a great way for them to get more bang for their buck during the season’s sales.



They are sent directly to employee’s email addresses where they can access them instantly.



4. Fuel Savings With a Gas Card



Getting around during the holiday season can be especially expensive and drive home some real pain for consumers. That’s why ZayZoon created the Gas Card.



When employees withdraw their pay to the Gas Card, they get a 5% bonus.



Say you take out $100 in earned wages. With the Gas Card, they’ll get a spending power of $105, thanks to the 5% bonus.



Employees get $5 extra the first time they use the card, no matter how much money they withdraw. Each time after, they get the 5% bonus.



Plus, they can use it forever. ZayZoon will instantly send it to their email so they can redeem it whenever they want.



5. Venmo as You Go



If your clients’ employees are looking at splitting the bill on some gifts (pooling for a Secret Santa perhaps), then they’ve probably got their sights set on using Venmo. Now, they can access their pay early and have it deposited directly to their Venmo account free of charge—another way to supercharge their spending during the holiday season.







Shane EdringtonVP of Sales, ZayZoon



Give the power for employees to get the funds they need when they need it this holiday season with ZayZoon.



ZayZoon is the financial empowerment platform for small and mid-size businesses. With ZayZoon, payday comes with the push of a button. It’s free for employers and takes only 30 minutes to implement. Employees can use ZayZoon to get paid whenever, however. The platform also offers educational resources and tools to help workers break the paycheck-to-paycheck cycle. And it works. 89% of employees who use ZayZoon report less financial stress and employers who offer ZayZoon boast a 29% reduction in turnover.

### Starting a PEO? Great You’ve Come to the Right Place 

From the laundromat down the street to the convenience store on the corner to the cellphone repair shop in the mall, small businesses comprise 99.9% of the companies in this country and employ almost 62 million workers.



Not every small-business owner can go from a one-person company to a behemoth organization that employs 1.5 million people like Amazon.com’s Jeff Bezos did when he served as CEO, but that doesn’t mean those people don’t have a dream to be successful on their own by creating a useful organization that benefits the community with their products and services—and perhaps even bringing fresh, innovative ideas to the table.



As someone thinking about how to start a PEO, we applaud you. 👏



Professional Employer Organizations help small and medium-sized businesses (SMBs) compete with much larger organizations for talent. The PEO concept traces its roots back to the 1960s, but it has really gained steam in recent years.



Today, there are roughly 500 PEOs in the country that handle HR-related tasks for 4 million worksite employees (WSEs) with a combined payroll of more than $200 billion, according to the National Association of Professional Employer Organizations (NAPEO). The PEO industry has grown substantially over the years, of course, but that doesn’t mean there isn’t plenty of room in the pool for more startup PEOs to dive into.















One of the issues SMBs have, of course, when it comes to attracting talent is that they just can’t afford to offer the same benefits that larger companies can. That’s why the co-employment model that PEOs champion is so valuable to helping SMBs attract and retain the talent they need to compete.



That’s where you, as a potential startup PEO, come in and help relieve them of the HR-related headaches they have so they can focus on their business.



We’re not saying starting a PEO is easy by any means, but with proven strategies, you can get off the ground running much faster. And if it’s tips you need, you’ve come to the right place. As with any undertaking, it’s best to start with the mindset of “You don’t know what you don’t know.”



To get you started, here are three tips from our new guide: Starting a PEO: How to Make a Big Splash.



3 Tips on Starting a New PEO 



1. Ask Around (Conduct Market Research)



You have to figure out who your customers could be before you move forward. You have friends? You have families? You have people you know from your LinkedIn community? We thought so.  



It’s time to feel out your network to see who is running a smaller business, what kind of payroll and HR-related headaches they have, how many worksite employees (WSEs) they have on staff, etc. Then it’s time to broach the idea of whether they would be interested in, you know, working with you if you started a PEO. 



2. Ask Away 



Before starting a PEO, here are some of the questions you need to answer: 




What industries do I wish to serve? 



Can I raise the money to start a PEO and how much will I need? 



Which bank(s) will do business with me? 



What’s my pricing model going to look like? 




3. Tech Talk 



While the origin of PEOs might be able to be tracked back to the humble beginnings of yesteryear, today’s technology has advanced the way PEOs operate. And who knows what will come next as the technology gets better and better? So here are a couple of strategies to evaluate a tech provider: 




Do your homework! Enough said there.  



Evaluate the Software Solution's Experience and Reputation: Look for a technology provider with a proven track record in the PEO industry. Consider their years of experience, the number of clients they serve and their reputation among industry peers. Request references and testimonials from existing clients to gauge their satisfaction and experience.  



Determine the Software Solution’s Commitment to the PEO Industry: Verify the software solution’s commitment and dedication to the PEO industry by evaluating their involvement in industry associations, such as NAPEO, conferences and events. A provider that actively engages with the industry demonstrates a commitment to staying informed about industry trends and regulations. 




We invite you to learn more by downloading our new PEO startup guide today! 







James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area. 

### New PrismHR Marketing Portal Helps Increase Awareness of Marketplace Partner Solutions

Program Includes Customizable Campaigns Designed to Drive Adoption Among Small and Medium-Sized Businesses and Their Worksite Employees




HOPKINTON, Mass., Nov. 15, 2023 – PrismHR,  a Vensure Employer Solutions company and the leading HR technology software innovator for PEOs, ASOs, and HCM providers across the U.S., today announced the launch of its new PrismHR Marketing Portal. PrismHR powers PEOs, ASOs, and HCM providers with a full suite of HR technologies and services, including payroll and benefits, for businesses across the United States. The PrismHR Marketing Portal is a complimentary tool available to all PrismHR customers and includes easily customizable email campaign materials to help promote PrismHR Marketplace solutions to small and mid-sized business clients and worksite employees.  

Tim Pratte, Chief Operating Officer at PrismHR, explained, “Recognizing that PEO and staffing firms are always looking for new ways to increase awareness and adoption of the services and solutions they offer, we created the PrismHR Marketing Portal to streamline that process. The tool’s ease of use and personalization gives our customers control over the messages they send and the campaigns they run, making it possible to market program information and share updates as needed.”  

The PrismHR Marketing Portal reflects the robust capabilities of the PrismHR Marketplace, a one-stop hub for accessing top-tier HR solutions for applicant tracking, employee benefits, financial wellness, performance management, and much more. The PrismHR Marketing Portal empowers customers to enhance employee engagement and satisfaction by creating more awareness of the benefits, offers, and other retention programs. PrismHR customers can set up and execute campaigns in minutes, customize settings, personalize branding and content within each email, upload recipients, and select optimal scheduling options. The portal currently hosts an array of partner email templates for use, with more being added in the near future. Each partner campaign comes with details about the purpose of the messages, target recipients, and the sequences of communication.  

Furthermore, the PrismHR Marketing Portal provides comprehensive reporting and analytics, allowing clients to closely monitor leads and gauge the success of their campaigns post-launch. This data-driven approach ensures that customers can make informed decisions to continually improve their HR and employee engagement initiatives. To learn more, visit https://www.prismhr.com/marketing-portal.  

About PrismHR 

PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits and HR, leveling the playing field with large enterprises. Today, PrismHR delivers world-class HR services to thousands of organizations and continues to invest heavily in technology as the HR innovation frontrunner. A Vensure Employer Solutions company, PrismHR is located in Hopkinton, Massachusetts. For more information, visit prismhr.com. 

About Vensure Employer Solutions  

Vensure Employer Solutions is the largest privately held organization in the HR technology and service sector, providing a comprehensive portfolio of solutions, including HR/HCM technology, managed services, and global business process outsourcing (BPO). The company and its service providers collectively serve over 95,000 businesses and process over $135B in annual payroll. As a “One Employer Solution” headquartered in Chandler, Arizona, Vensure helps thousands of businesses streamline and grow their operations with custom strategies that benefit both employers and employees. Find out more by visiting www.vensure.com. 

Note to editors: Trademarks and registered trademarks referenced herein remain the property of their respective owners.

### The PrismHCM Story: What If a PEO Could Keep a Client Easier Even as It Grows? 

By Eric Carlson and Jennifer Romano 



By now you might have heard the news about PrismHCM, but you’re still wondering: What exactly is it and what does it mean for my business? 



These are great questions, and we’re excited to share the news. 



Think of the initiative as taking a page from the popular What If? Marvel comic book series that took a different spin on established superhero story lines. For PrismHR, we asked ourselves, “What if we reimagined what our platform could do for PEOs and the Administrative Services Organization (ASO) market?” 




PrismHCM Key Differentiators

Staying Put: Keep Customers as They Scale
DIY: Self-service capabilities are included.
A Branding Bonanza: Add your clients’ look and feel (colors/logos) with a modern user interface.
Call It What You Like: PrismHCM can be white labeled to suit your needs.





We’ve Been Listening 



For years, we’ve heard from our customers about the impact it has on them when their small and medium-sized business (SMB) clients outgrow the PEO space. As a PEO, you thrive on the growth of your SMB clients and want them to succeed, of course, but when they get to a certain size, they might look to bring their HR processes in house.  



Great for them, but that can be a big hit to your bottom line.  



It hurts, we know. 



But we also know that the ASO space provides an obvious opportunity for our customers. 



Consider that there are around 500 PEOs in this country servicing 173,00 SMBs that employ 4 million people. Most U.S. businesses (99.9%) fall into the SMB category, and there are roughly 240,000 businesses that employ 50 to 249 people, and the sweet spot for ASO software is roughly in the 75 to 200 employee range.  



By offering PrismHCM, which can be white-labeled to suit your needs, our PEO customers have a much better chance of retaining their clients as they grow and attracting new ones as well. 



Why HCM and Not ASO?  



Deep breath here: We might not like to admit it, but ASO is a term that is only pretty well entrenched in the PEO space. Outside of the PEO world, ASO is usually a nonstarter for a conversation with SMBs because they simply don’t know what it means. To avoid the Land of Confusion, we decided to go with Human Capital Management or HCM, which is much more recognized and accepted. So by labelling your PrismHCM solution as AcmeHCM or whatever you prefer, it gives you a marketing advantage to penetrate new opportunities with clarity. 



Even more important than the name, of course, is the functionality. PrismHCM (or insert your preferred name here) gives your clients the chance to take their HR in-house and provide their worksite employees (WSEs) a modern, intuitive, state-of-the-art platform to help them continue to retain current employees and attract new talent. 



They want to do it themselves? Great. Go for it, but it also gives you the opportunity to decide how to price any extra support your client might need. 



Staying Put  



Without a doubt, switching platforms is never convenient, never fun. Have you ever tried to switch cable providers? We’re still waking up with night sweats from the last time we did. Instead, you can offer your customers from the very beginning the chance to stay on the same platform even as they grow. That way they are already familiar with the functionality and don’t have to worry about exporting data to a new platform. Their info remains safe and secure. 



The difference is simply you do it or they do it. 



With PrismHCM, the days of wondering “What if we could keep a client easier even as it grows?” are over. Ready to explore a world filled with exciting opportunities? Contact us today.











Eric Carlson is PrismHR’s senior vice president of shared technology. He was previously the founder and CEO of AgileHR, a talent management platform acquired by PrismHR in 2019. Eric has been in the HCM software space for over 20 years as an engineer and product leader, working primarily with Employee Compensation and Talent Management systems, and is currently leading the PrismHR shared technology and PrismHCM engineering and product teams. Eric holds an M.S. in Management Information Systems. 











Jennifer Romano is PrismHR’s director of product management. Jennifer started her career with PrismHR as a support analyst. In that role, she was able to use her knowledge as a platform user to help customers with their daily processes and to gain a broader knowledge of the inner workings of the PrismHR software. After moving into support management, Jennifer wanted to have more influence on helping customers through product development and decided to pursue a future in Product Management. She now works with Eric on the PrismHCM team.

### Performance Management: Helping Solve the Complex Workplace Culture Equation



### Vensure Employer Solutions to Open New Global Headquarters in Chandler, Arizona – Bringing Hundreds of Jobs to The Area

CHANDLER, Ariz.--Vensure Employer Solutions, a leading provider of HR/HCM technology, managed services, and global business process outsourcing, today announced the opening of its new state-of-the-art global headquarters in Chandler, AZ. This strategic expansion will allow Vensure to better meet the needs of its clients and expand job opportunities within the greater Phoenix community.

The company's decision to move to a larger facility stemmed from its continuous growth and rising demand for comprehensive HR services from an increasing number of businesses. The new global headquarters will lead to the creation of 400 new positions over the next 24-30 months. Additionally, it reinforces Vensure's commitment to being a valuable contributor to the local community.

“The opening of the new Chandler headquarters is an important milestone towards realizing our goals of establishing a prominent presence in Arizona and advancing our growth initiatives. We’re thrilled to be an integral part of such a vibrant technology and HR community within the Greater Phoenix area,” said Alex Campos, chief executive officer at Vensure Employer Solutions. “The HR solutions industry has undergone substantial transformation over the last few years, and with 60% of medium and large-size businesses projected to embrace HR systems by 2024, per Gartner, we are well positioned to leverage this market opportunity.”

Esta Pittard, chief operation officer at Vensure HR adds, "Our new headquarters in Chandler is strategically positioned to facilitate the rapid expansion of our team, opening doors for innovation and heightened support for our clients and employees. We are steadfast in our dedication to nurturing a strong, dynamic team and actively engaging with and enriching the local community of technology and HR professionals.”

Vensure’s new global headquarters has been designed to house a variety of teams, encompassing payroll and benefits, sales and account management, finance, HR, and IT. An array of positions will be available, ranging from specialists and administrators to managers and consultants. These teams will be dedicated to advancing Vensure's mission of delivering exceptional HR solutions, particularly in the expanding market for HCM suites.

The grand opening for the new location, on Thursday, October 26th, includes local entertainment, a welcome message from Vensure’s CEO Alex Campos, a ribbon-cutting ceremony, exclusive facility tours and refreshments.

About Vensure Employer Solutions

Vensure Employer Solutions is the largest privately held organization in the HR technology and service sector, providing a comprehensive portfolio of solutions, including HR/HCM technology, managed services, and global business process outsourcing (BPO). The company and its service providers collectively serve over 95,000 businesses and process over $135B in annual payroll. As a “One Employer Solution” headquartered in Chandler, Arizona, Vensure helps thousands of businesses streamline and grow their operations with custom strategies that benefit both employers and employees. Find out more by visiting www.vensure.com.



Contacts
Media Contact:
Katy Caughman-Peacock
katy@mediafrenzyglobal.com
225-333-8206

Vensure Employer Solutions Contact Information:
communications@vensure.com
Vensure Employer Solutions
Office: 800.409.8958

### 5 Ways Automated Timekeeping Can Save Your PEO Time, Money and Effort

By Allie Blackham







As a Professional Employer Organization (PEO), your business is responsible for managing many tasks for its clients. Having access to the right tools and solutions is critical to ensuring that every client gets what they need to manage their workforce more efficiently and effectively. But many of the timekeeping solutions PEOs currently rely on are clunky, outdated and hard to use.  



Whether your organization is currently offering a timekeeping solution or looking for the right software, this article can help you better understand the critical importance of automating employee time and data collection.  



What Is Automated Timekeeping? 



First things first: This term refers to a system that automates the collection, management and processing of employee time data. Unlike manual processes, like spreadsheets and paper timesheets, automated systems ensure that all the information is kept in a single place with minimal work involved to track when employees are working. Employees simply clock in and out for shifts, and the hours data flows to a virtual timecard that aligns with the pay period. 



With the right system in place, timekeeping automation can save hours every week across multiple departments. Employees no longer have to manage their own hours (which can be a serious problem if they’re not 100% honest about their arrival and departure times), while those involved in the payroll processing no longer have to use manual processes for data entry.  



Here, we’ll explore five ways automated timekeeping can save your PEO time, money and effort. Saving time benefits you and your clients as it provides additional resources to focus on other needs. Reducing the costs associated with running a business is highly beneficial to the bottom line and freeing up some of those efforts typically spent on creating, reviewing and manually entering employee time data allows supervisors to handle other tasks that are more beneficial for the organization.  



1) Eliminate Buddy Punching and Other Time Fraud Practices 



One of the key advantages of automated timekeeping is the ability to eliminate time fraud practices, including the ever-common buddy punching. This occurs when one employee records a punch on behalf of another employee who isn’t physically present to do so themselves. Buddy punching results in significant costs. According to one study, time theft impacts 75% of all employers. It can also decrease productivity, return on investment and profit margins, as well as increase payroll costs. 



When looking into automated timekeeping options, make sure to assess whether the system includes features that prevent time fraud. For example, using a clock that relies on facial, fingertip or other physical identifiers ensures that only an employee can clock themselves in or out. Clock lockout is another option that’s designed to prevent employees from clocking in early and padding their timesheets with extra minutes every day.  



Utilizing scheduling tools is also vital in managing employee shifts and setting clear expectations for when team members should plan to be at work. Using scheduling tools also provides a reference point for tracking attendance and minimizing the risk of time theft, allows supervisors to quickly spot any discrepancies. 



2) Empower Clients With Self-Service Access 



Empowering your clients with self-service access is a significant time-saver for your PEO. Providing access to a wealth of information and the ability to make changes ensures that every client can manage their own data and view what they need to without having to reach out to you or a member of your team. Your clients’ employees can also handle updating their personal data, including tax withholdings and other vital elements of payroll processing, view time-off balances and even request to use paid time-off (PTO). 



WorkforceHub, a useful platform from Swipeclock available with full integration with PrismHR, offers self-service tools to support clients and their employees. One helpful tool built into this platform is the Payroll Review Wizard. It’s designed to reduce errors while simplifying the process of running payroll. All the information is visible before payroll is processed, which means any potential issues can be addressed before it’s too late and a costly correction is necessary. 



3) Reduce Excess Labor Costs by Ending Unplanned Overtime 



Unplanned overtime will wreak havoc on any business budget. But with automated timekeeping, your clients can eliminate it from their everyday operations. Employees may work overtime intentionally (to pad their paychecks) or unknowingly, such as during busy times of the year. But no matter how it happens, it still costs a lot of extra money that companies don’t typically plan for in their budgets. 



Automated timekeeping ends unplanned overtime in several ways. First, employees are scheduled for specific shifts that total their total number of hours for the week or pay period. You can set up notifications to inform employees and supervisors when their hours are nearing the overtime threshold, which allows for changes to be made before the OT clock starts ticking.   



4) Say Goodbye to Data Entry and Other Manual Processes 



Data entry and other manual processes are highly problematic when it comes to keeping accurate time records. The rate of error on a manual timesheet can be as high as 8%. When you think about every employee in a 50-person company overestimating by 8%, you can see how quickly this can become a very expensive concern. Whether done intentionally or by accident, falsifying a timecard is a significant problem. 



But with automation, your clients will no longer have to worry about these manual processes. Instead, all time data will flow throughout the system seamlessly. They can choose from various time collection methods, including a web clock, mobile app or physical hardware. All of which should all be compatible with the system. 



With this integration, WorkforceHub works well within the PrismHR platform and even allows clients to access timekeeping features right from the PrismHR dashboard. Clients can use the data to process payroll or manage HR tasks without having to enter information more than once or rely on manual data entry. 



5) Manage Accruals Easily and Remain in Compliance 



Managing accruals can be challenging without automation in tracking time, as many employers link the accrual of paid time off to the number of hours worked. Even those that offer a lump sum at the start of the year need to be able to track and manage time-off requests and usage. With a simplified solution in place, your clients can easily track PTO balances, requests and approvals all from the same system used for employee timekeeping. All the data syncs up for accuracy and efficiency. 



The WorkforceHub platform will display PTO balances on employee pay stubs. This tool ensures that employees are always aware of their available PTO as well as improved tracking on the manager side.







As a time and attendance leader, Swipeclock has years of experience in the industry and a deep understanding of your clients’ needs. Let the integrated partnership between Prism and Swipeclock help you offer a robust automated timekeeping solution to your clients!  



Learn more about Swipeclock today.











Allie Blackham is the marketing content manager at Swipeclock, bringing more than a decade of experience into this role. Her work has been featured on Indeed, LinkedIn and countless payroll and HR blogs and websites.

### Marrying Form and Function, PrismHR Unveils New Unified Employee Experience (UEX)

Latest Enhancements Expand Visibility, Customization, Accessibility and More










CHANDLER, Ariz., Oct. 12, 2023 (GLOBE NEWSWIRE) -- PrismHR, a Vensure Employer Solutions company and the leading HR technology software innovator for PEOs, ASOs and HCM providers across the U.S., today announced the launch of its Unified Employee Experience (UEX) update. Inspired by the award-winning Namely UI, PrismHR UEX leverages established design principles that make user tasks intuitive in any situation, and it includes new manager and employee views, expanded configuration options, higher levels of accessibility and improved responsiveness.
Kevin Andrews, president of PrismHR, said, “With PrismHR UEX, we wanted to bring a more modern, responsive, and accessible experience to our users, which include HR outsourcers and their small and medium-sized business (SMB) clients. To do this, Rob Roberts, our director of user experience, and his team leveraged interaction design to redesign the steps in the flow. His team analyzed what our users are trying to do and identified their priorities before designing the steps in the flow, so it’s very natural for them. And this is just the start. There’s much more to come.”

As such, highlights of the initial PrismHR UEX rollout include:

 	New employee/manager split views to give the right people the right information at the right time.
 	Customized branding via the Employee Experience Configuration Tool to reflect titles, headers, primary links, buttons, and accent colors.
 	Accessibility capabilities that align with Web Content Accessibility Guidelines (WCAG) 2.0 Level AA requirements to improve the experience for people with disabilities.
 	Unified navigation, guided workflows, and responsive views for desktop, tablet and mobile.

Alex Campos, CEO of Vensure Employer Solutions, said, “Tackling a design project of this magnitude allowed the PrismHR team to think this through with fresh eyes. In doing so, we were able to marry form and function and present a greatly improved user experience that sets a new standard of excellence across the entire industry. PrismHR UEX doesn’t just look nicer—it also helps our customers’ clients accomplish their most important HR tasks easily and more efficiently.”

To learn more and experience PrismHR UEX, visit https://info.prismhr.com/unified-employee-experience.

About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits and HR, leveling the playing field with large enterprises. Today, PrismHR delivers world-class HR services to thousands of organizations and continues to invest heavily in technology as the HR innovation frontrunner. A Vensure Employer Solutions company, PrismHR is located in Hopkinton, Massachusetts.

About Vensure Employer Solutions
Vensure Employer Solutions is the largest privately held organization in the HR technology and service sector, providing a comprehensive portfolio of solutions, including HR/HCM technology, managed services, and global business process outsourcing (BPO). The company and its service providers collectively serve over 95,000 businesses and process over $135B in annual payroll. As a “One Employer Solution” headquartered in Chandler, Arizona, Vensure helps thousands of businesses streamline and grow their operations with custom strategies that benefit both employers and employees. Find out more by visiting www.vensure.com.

### Kevin Andrews Named President of PrismHR

Innovative Industry Expert Brings Visionary Mindset to Newly Expanded Role




CHANDLER, Ariz., Oct. 05, 2023 (GLOBE NEWSWIRE) -- PrismHR, a Vensure Employer Solutions company and the leading HR technology software powering payroll, benefits and HR for businesses across the U.S., today announced that Kevin Andrews has been named the company’s president. Andrews joined PrismHR in 2022 as President of Product and Technology before now assuming the new role of President.
Recognized for his innovative mindset and deep industry experience, Andrews will oversee the continued expansion of PrismHR’s platform and its technology solutions. He remains Chief Technology Officer for PrismHR’s holding company, Vensure Employer Solutions, and an adviser to its board of directors.

“By working with PEOs and ASOs,” Andrews said, “PrismHR helps support small and midsize businesses across the U.S. In doing so, we make it possible for these companies to improve efficiency, expand their businesses and support the customers they serve. That is an important mission, as these SMBs are the backbone of the U.S. economy. Knowing what PrismHR offers its clients and what’s in store, I am excited to take the company forward through this next stage.”

Andrews has spent nearly 30 years in the HR technology space, building and managing several leading organizations. Prior to PrismHR, he served as Chief Technology Officer, Benefits, at Alight Solutions, where he was part of the leadership team that helped take the company public. Before that, he was President and CTO at Hodges-Mace LLC, which was later acquired by Alight. Andrews started his career as co-founder of SmartBen, where he worked as President and CEO for over 15 years.

In his time at PrismHR, Andrews has focused on enhancing the performance of the company’s technologies, expanding its development roadmap and increasing customer collaboration. The results of his leadership have been telling, including significant advancements to PrismHR’s data warehouse and reporting strategy, the rollout of the PrismHR Unified Employee Experience (UEX) and the launch of several new products. Through the acquisition of Namely, Andrews has helped accelerate PrismHR’s entry into the HCM space.

“Kevin has made a tremendous impact on our organization since he came on board,” shared Alex Campos, CEO of Vensure Employer Solutions. “His experience and mindset have helped us improve our technologies and build out product strategy, further differentiating what PrismHR has to offer. He is an ideal fit for PrismHR, and we are thrilled to have Kevin as the company’s president.”

About PrismHR

PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits and HR while leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing more than $80 billion in payroll each year. A Vensure Employer Solutions company, PrismHR is located in Hopkinton, Massachusetts.

About Vensure Employer Solutions

Vensure Employer Solutions is the largest privately held organization in the HR technology and service sector. Headquartered in Chandler, Arizona, its mission is to energize the lives of small and medium-sized businesses (SMBs) by providing a comprehensive portfolio of solutions, including HR/HCM technology, managed services, and global business process outsourcing (BPO). As a “One Employer Solution,” Vensure helps thousands of businesses streamline and grow their operations with custom strategies benefiting both employers and employees. Find out more by visiting www.vensure.com.

### PrismHR to Unleash Latest Innovations at NAPEO’s 2023 Annual Conference & Marketplace

CHANDLER, Ariz., Oct. 04, 2023 (GLOBE NEWSWIRE) --



WHO:
PrismHR, a Vensure Employer Solutions company and the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S.


WHAT:
Will showcase its latest product innovations and enhancements during NAPEO’s 2023 Annual Conference & Marketplace.


WHEN:
Monday, October 9 – Wednesday, October 11, 2023


WHERE:
Gaylord Palms Resort & Convention Center
6000 W Osceola Pkwy.
Kissimmee, Fla.
PrismHR will exhibit in Booth No. 303.



DETAILS:
For PEOs and ASOs looking to grow, technology plays a critical role in driving long-term organizational success. But to be competitive and win in today’s market, that technology needs to improve the employee experience and promote adoption of the system.

During NAPEO’s 2023 Annual Conference & Marketplace, PrismHR, the proven platform for PEO growth, will highlight the company’s commitment to “Innovation Unleashed” throughout the event. Conference attendees will have the opportunity to meet with PrismHR representatives and learn more about its recently relaunched user interface and newly expanded marketplace, as well as enhancements to reporting, service, operational efficiency and more. This will also include previews of forthcoming product announcements designed to deliver more value and choices for PEOs and ASOs, including a demo of PrismHCM, the new addition to PrismHR’s lineup of payroll and HR technology platforms. PrismHCM offers a clean, modern user experience, self-service functionality and the flexibility to meet evolving business needs.

Those in attendance are encouraged to visit PrismHR in Booth No. 303 to learn more.

About PrismHR

PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. A Vensure Employer Solutions company, PrismHR is located in Hopkinton, Massachusetts. For more information, visit www.prismhr.com.

About Vensure Employer Solutions

Vensure Employer Solutions is the largest privately held organization in the HR technology and service sector, providing a comprehensive portfolio of solutions, including HR/HCM technology, managed services, and global business process outsourcing (BPO). As a “One Employer Solution” headquartered in Chandler, Arizona, Vensure helps thousands of businesses streamline and grow their operations with custom strategies that benefit both employers and employees. Find out more by visiting www.vensure.com.

### SECURE 2.0 Act and the Retirement Situation

Nowadays, there are a lot of people who aren’t feeling very secure about their retirement.  



So let’s talk about that retirement situation. 



Today’s employees are tending to remain in the workforce longer. The U.S. Bureau of Labor Statistics projects that almost a quarter (24%) of the workforce will be over the age 55 by 2032 with 8.5% of those people being 65 and older.  



That’s great; older workers offer experience, leadership, mentorship opportunities and provide age diversity in the workforce. And, at least until the pandemic, people in the country were living longer so working longer should not be too much of a surprise. What is surprising is the number of older people who are struggling financially. 



It’s not so great if people are continuing to work longer simply because they are concerned they won’t be able to afford to retire comfortably. 



Many Older People Are Struggling 



One recent analysis from the National Council on Aging found that 47 million U.S. households with older adults (80%) were financially struggling or at risk of falling into economic uncertainty as they age. 



Part of the reason is that people just aren’t saving enough for retirement. According to NerdWallet, the average retirement savings for people aged 64 to 74 is $426,070. That said, we all know averages include outliers who can skew data, so looking at the median savings for that age group—which is only $164,000—is more telling. The general rule of thumb, according to Fidelity Investments, is you need 10 times your income saved to retire comfortably at age 67. So a person making $50,000 per year would need to have saved $500,000 under those guidelines.  



See the problem? 



The current retirement age is 67 for workers born in 1960 or later, and some policymakers have proposed increasing it to 70 or older. 



Back to Work? 



A CNBC poll from last year found that 68% of people who retired during the pandemic would consider returning to the workforce. Some, of course, are itching to get back into the workforce because they miss it; others have no choice in order to make ends meet. 



Before COVID-19, the average life expectancy was creeping closer and closer to 80 years old, but sadly it is now back to about 76 years. Scientists are writing about just how “shocking” that is, but economists are also worried about a growing retirement crisis in this country.  



In a news release, the Economic Policy Institute discussed how many older adults work in difficult conditions, which puts them at risk. “Working longer is not a viable answer to the retirement crisis,” the release said. “Instead, policymakers must ensure workers can afford to retire when they need to. 



Sure There’s SECURE 2.0, But ... 



As a Professional Employer Organization (PEO) or Administrative Services Organization (ASO), you play a critical role in helping your small and medium-sized business (SMB) clients help their worksite employees save and plan for retirement through integrated financial services benefits, like 401(k)s, as part of a multiple employer plan. 



The more the merrier, right? Well, policymakers have had their eyes on retirement, too.  



The Setting Every Community Up for Retirement Enhancement (SECURE) Act of 2019 (aka SECURE 2.0) was signed into law at the end of last year, and offers Americans aged 60-63 the ability to make larger catch-up contributions ($10,000 or 150% of the catch-up limit, whichever is greater) to their 401(k)s and individual retirement accounts (IRAs) beginning in 2025.  



And there are many other helpful provisions in this piece of legislation, including: 




Startup Tax Credits: Employers sponsoring a new plan will receive significant credits for both setup costs and also employer matching contributions. 



Employee Student Loan Match: Employers can make matching contributions to employees’ 401(k)s based on employee student loan payments. 



Saver’s Match: Starting in 2027, low-wage earners will receive a 50% credit on any contribution they make up to $1,000 a year, which can be deposited directly into their retirement account. 



Pension Linked Emergency Savings Account (PLESA): An optional plan structure, which offers employees an easy mechanism to regularly withdraw from their account. 




That all sounds great, of course, but SECURE 2.0 has its flaws, too.



Chris Babigian PrismHR Compliance Strategy Manager



“While many provisions add new benefits and options to employers and employees,” explains Chris Babigian, PrismHR’s compliance strategy manager, “others establish new requirements that are antithetical to the interest of either party.” 



One of those provisions that is “antithetical” Babigian says, is “Section 603, which requires highly paid employees to make catch-up contributions to a 401(k), 403(b) or 457(b) government plans on a Roth basis only.” 



The Internal Revenue Service is aware of the problem. 



A recent IRS notice stated, “The Department of the Treasury (Treasury Department) and the Internal Revenue Service (IRS) have been made aware of taxpayer concerns with being able to timely implement Section 603 of the SECURE 2.0 Act.” 



Initially scheduled to take effect in January 2024 (yep, right around the corner), the notice instead will create a two-year transition period about that provision and become mandatory in 2026 instead. 



More SECURE 2.0 Act Questions 



That doesn’t mean there aren’t questions that still need answers, Babigian adds, including those revolving around: 




Catch-ups for people making over $145,000 per year in Federal Insurance Contributions Act (FICA) wages, which is a key threshold when it comes to contributions in SECURE 2.0. Sole proprietors and partners without FICA wages are still able to make catch-up contributions as the act currently stands, so that needs to be resolved. 



Rectifying a drafting error that technically eliminates all catch-up contributions and limits starting on Jan. 1, 2024. 

The IRS informally answered these questions via Notice 2023-62, but additional guidance is expected. 





Determining whether FICA wages should be Medicare or Social Security when the employee may be exempt from one but not the other.  



How to handle employees who make Roth catch-up contributions concurrently with pretax contributions but never reach the contribution limit. 



The age-old question for PEOs: Just who is the employer? 




On that last point, Babigian explains, “The only employee wages that matter for Roth analysis are those from the ‘employer sponsoring the plan.’ However, in the PEO context, multiple questions emerge when attempting to define who the employer is. For instance, when an SMB joins a PEO, are employees’ prior year wages analyzed and the prior client FEIN ignored? Is this decision altered by whether the client or PEO sponsors the plan?” 



More to Come 



There’s a lot to unpack there, but the request for comment period ends Oct. 24, 2023, so stay tuned. 



“SECURE 2.0 is a great way to help people save for retirement,” says Chris Babigian, “but it’s still a work in progress. Expect more updates in the coming months.” 



And you can feel “secure” knowing that PrismHR will keep you abreast of all the changes as they materialize.







James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### What Is Earned Wage Access and How Does It Help Employees Make Ends Meet?

By Andy Songer  



In today’s fast-paced world, financial stability is a paramount concern for individuals and families alike. 



But the struggle to make ends meet between paychecks has led to the rise of innovative financial solutions, such as Earned Wage Access (EWA), which has gained traction in recent years. This game-changing financial tool allows employees to access a portion of their earned wages before their scheduled payday should the need arise. In addition, EWA allows employers to advertise and offer a benefit to help attract and retain employees in the ever-changing and competitive world of hiring and retention.  



In this blog, we will explore what earned wage access is, how it works, its benefits and questions to ask potential providers. 



What Is EWA?



EWA is a financial service that enables employees to access a portion of their earned but unpaid wages before their scheduled payday. For instance, if an unplanned expense, like the need to replace a tire on a car is necessary, employees can access their pay sooner to help pay the unexpected bill. 



Unlike traditional payday loans, which often come with exorbitant interest rates and fees, EWA is designed to provide a more affordable and transparent solution. It operates through employer partnerships with EWA providers making it easily accessible to employees. Certain providers provide the EWA product at no cost to the employer and fees no greater than a traditional ATM. 



The process of using EWA is relatively straightforward. Employees sign up for an EWA program through their employer or a third-party provider. Once enrolled, they can view their earned but unpaid wages in real time through a mobile app or web platform. When they need funds for unexpected expenses or emergencies, they can request funds through the app as a portion of their earned wages. The requested amount is typically transferred to the employee’s bank account or through a prepaid payment card within minutes or hours depending on the EWA provider. 



5 Benefits of Earned Wage Access: 




Financial Flexibility: EWA provides employees with greater control over their finances by allowing them to access their hard-earned money when needed most. 





Avoiding High-Interest Loans: EWA helps individuals steer clear of high-interest payday loans or credit card debt, which can lead to a cycle of financial hardship. 





Stress Reduction: Knowing that they have a safety net for emergencies in the form of EWA can significantly reduce financial stress and anxiety. 





Improved Employee Retention: Companies offering EWA programs often see improved employee retention rates as employees feel valued and supported. 





Enhanced Financial Literacy: EWA providers may offer financial education resources to help employees manage their finances more effectively. 




3 Questions to Ask an EWA Provider 



While Earned Wage Access offers numerous benefits, it’s essential to know the questions to ask a potential EWA provider: 




What are the fees associated with EWA for employee and employer? Some EWA providers charge fees for accessing wages early. Employees should carefully review fee structures to ensure they are not paying excessive amounts for this service. Anything more than what you would expect from a standard ATM fee would be considered excessive. There are no set up fees for the employer with specific providers.  





What is the regulatory environment, and is the EWA provider financially stable? EWA is subject to reporting and regulations at both the state and federal levels. EWA providers that are bank-owned must comply with all federal banking regulations and are subject to federal regulatory time frames for compliance.   





Are employees forced to have earned wage funds transferred to the EWA vendors card or are there options? Many EWA vendors require the employee to use only the vendor issued card, limiting flexibility. Specific vendors, however, allow funds to be transferred to any card the employee chooses.   




Earned Wage Access is a powerful tool that has the potential to alleviate financial stress and provide much-needed flexibility for employees. Its ability to bridge the gap between paychecks, help individuals avoid predatory lending practices and provide emergency funds makes EWA a valuable financial service. However, it’s crucial for employees to use EWA responsibly and be aware of any associated fees. Employers should also consider the positive impact offering EWA can have on employee retention and financial well-being.  



As financial technology continues to evolve, Earned Wage Access stands as a promising solution for a more financially secure future.  



Learn more about rapid! 











Andy Songer started his career in commercial insurance as a broker in Atlanta, Georgia. Twenty-five years ago he started his own PEO brokerage in Nashville, Tennessee, representing the leaders in the PEO industry and building a reputation for his ability to write difficult to place risks. Working closely with PEOs, he developed one of the first models for partnering with insurance agents and brokers utilizing the common interests of both while introducing the importance of human resources management and payroll services. Andy’s knowledge of PEOs and payroll platforms led him to his position with rapid! as a channel sales manager. Rapid! is an industry leader and pioneer in pay card utilization along with the roll out of and development Earned Wage Access.   

### Bas(s)ic Instinct: How CSM Jason Ward Quickly Found His Groove at PrismHR

When Paul Tutmarc created the first electric bass guitar in the 1930s, we’re confident he didn’t have HR outsourcing and Professional Employer Organizations (PEOs) in mind. 



The same could easily be said for Jason Ward, one of PrismHR’s motley crew of customer success managers (CSMs). The HR outsourcing (HRO) space wasn’t even something he would have considered fretting or learning about early in his career. After all, how many heavy metal musicians do you know who went from walking the bass in front of thousands of screaming fans to picking a career focused on helping make sure customers’ needs are being addressed and questions answered? 



Lunga pausa ... 



That’s what we thought; there’s only one Jason Ward. 



“As much as I tried to rebel against my father, I became my father,” Jason says, laughing. “I wound up being in the music industry for a lot of years and made a lot of records and got to play with a lot of famous people, but I couldn’t do it forever.”  



He left the music field behind, but he never completely abandoned music. He still loves to play bass, but his career trajectory changed. He moved into payroll positions with a few different companies, including a PEO, and ultimately worked his way up to a vice president role at a large organization. Still, he decided he wanted to take on another challenge and spend more time doing what he does best: Talking to people. That’s one of the reasons he joined PrismHR in April 2022 as a full-time CSM. 



To paraphrase Yoda, the gift of gab is strong with this one. Jason’s a salt-of-the-earth guy with none of the aloofness you find peppered throughout the music industry. 



When he started out in the corporate world, he didn’t really discuss his former life as a rock star. It didn’t seem appropriate to him at the time, but, as a CSM, he’s learning that customers like to vibe with his story of being a former jukebox hero.  



Even Wayne and Garth, those young, starstruck dudes from Aurora, Illinois, would feel right at home and even excellent riffing on whatever with Jason. 



“His personality is what people recognize the most because he’s so personable and outgoing and can relate to the customers,” says Melissa Eversole, PrismHR’s manager of customer success. “With his background working in payroll, he knows how to assist customers whenever they have issues or questions. He’s always great at jumping in to help problem-solve, and he’s always looking for ways to help our team however he can. He’s a great asset to us, our customers and the whole PrismHR organization.” 



Also, just like no two concerts are the same, no two days on the job are the same for Jason—and that’s how he likes it. 



“I think, with CSMs, what makes us a different animal, so to speak, is what we do is not set in stone. I don’t know what’s going to happen day to day.”  



A client could have a question about a certain functionality, how to achieve their goals or even want to learn more about a Marketplace partner, he says.  



“In this business and in the music industry in general, you can always second guess yourself,” he says, “but you have to overcome that.”  



Customers, he adds, are looking for people who not only exude confidence but also can back it up as well with their solutions, so they can feel positive about their decision-making. And Jason is not lacking in the confidence department. Whether it’s talking to people individually or addressing a large group of people at once at PrismHR LIVE, nothing seems to faze him.



Roger Hays Jr. Passio HR



“A lot of times in the PEO business,” explains Roger Hays Jr., president and CEO of Passio HR Inc., “you get a great contact at one of the companies you are using to help you with your business, and you tell people that this account manager or service rep rocks. Well, with our CSM at PrismHR, Jason Ward, that statement is far more accurate than you would normally mean it. He is a fantastic partner in helping with our PrismHR account, and the man actually rocks. It’s not every day you can be on the phone with your PrismHR CSM talking about benefits onboarding functions and watch him playing old Flotsam and Jetsam tunes on his YouTube channel.” 



So where does his outgoing, partnering personality come from? His dad, James Ward, who unfortunately passed away in 2016. 



“My dad would walk into a room,” Jason says, “and there’s not a person in that room that’s not gonna remember him. He always had a joke, always had a story. … The funny thing is that I wound up being in payroll, which was almost a parallel job to what my dad had done.” 



The Key of See 



With Jason, what you see is what you get. 



Nowadays, he resides in Orlando, Florida—with his wife, Julie, and their two American bulldogs named Atticus and Nessie—not far from a certain enchanted rose found at a certain Beast’s castle, but he got his start in the music business in Chicago banging on the E string (and, you know, the A, D and G strings, too, when necessary) in an ’80s metal band called Widows Rose. His son, Jake—notice a J pattern emerging?—lives in Phoenix. 



And while most bassists dip their fingers into the water learning easier riffs for songs like Wild Thing or Smoke on the Water, Jason was diving headfirst into more complex tunes like Rush’s La Villa Strangiato from the beginning. We’re guessing even Geddy Lee would have been impressed by that. 



Eventually, in the early ’90s, Jason joined the well-known band Flotsam and Jetsam. Often considered one of those on-the-cusp, “underdog” heavy metal group, he recorded eight albums and dozens of songs with them over the years, including Swatting at Flies. He played in front of thousands of metal heads at places like the famed Red Rocks Ampitheatre in Denver opening for Megadeath. He also traveled the world. A careless baggage handler in Germany even scratched his prized 1985 Charvel Jackson bass on one of his tours, and on another he headed to the Namba Hatch in Osaka, Japan, as part of the Thrash Domination tour.  



“I couldn’t believe there was a group of Japanese fans that actually followed me around from the airport to the hotel,” he says. “They wanted me to sign all of their stuff. They were really into the music. Some of the stuff was recorded 10 years earlier, and it blew my mind to think there are people on the other side of the planet listening to your stuff.” 



Reflecting on his rock ’n’ roll career, he has fond memories of hanging out with Megadeth’s Dave Mustaine, who he calls the “real McCoy,” and members of Alice in Chains because they were “really super nice guys.” 



Still, years of touring took its toll. “Life’s not easy. Neither is metal,” Jason once told a heavy metal music news website.  



Taking that one step further, he told the PrismHR blog, “I like being on a tour bus for a little while, and then, after a while, 12 guys on a bus is kind of … a stinky environment,” he says, laughing. 



Life Changes 



Before he turned to bass, Jason started off his musical experience by learning the drums like his big brother, Jeff. 



“We started out as very young kids in the music business,” Jason says. Jeff “was the kind of guy who didn’t want his kid brother to be in a band with him.” 



But they did get a chance to play together briefly in a tribute band in the mid-’80s, and as Jason was going with the flow as a bassist with Flotsam and Jetsam a few years later, Jeff was establishing himself as a premier drummer in bands like Ministry and Nine Inch Nails. Sadly, Jeff passed away in 1991 while Jason was on his first tour with his new band. 



“I miss him quite a bit,” Jason says. When Jason’s watching a Chicago Bears game, he often thinks, “ ‘Man, I wish Jeff were here. He missed the whole Devin Hester era.” 



To help remember and honor his brother, Jason organized a tribute concert in the early ’90s at a Chicago-area club, which is no longer in business, called the Thirsty Whale. It was the same place they launched their music career many years before as teenagers; you could say they were thirsting for a little bit of the spotlight in their own right. 



Still, Jason takes pride in the fact that he and his brother were successful in their music careers and how close they were as brothers. 



He also learned the importance of never taking things for granted, and it’s those lessons he brings to his job as a CSM every day. And it didn’t take long for him to find his groove moving to the PEO space. 



“I think the greatest thing that I’ve discovered being a CSM is that this job allows me to be myself. This job allows me to do what I do best, which is connect with people. I’ve always been able to do that as a musician, and now I get to do that as a CSM.” 



Finally, when asked if he’s ever considered writing a bass line for PEOs, he laughs and says, “That’s a unique question. It probably would sound very jazzlike and all over the place with a lot of improvisation.” 



Of course, Jason’s customers know they don’t have to improvise thanks to the rockin’ solutions he helps them with every day, and that they can rely on his bas(s)ic instincts to help get them what they need. 







James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area.  

### The UEX Project: Access Is (Not Taken for) Granted

When it comes to improving software, people come first. But shouldn’t that mean all people? 



We think so.  



When we think about our favorite apps and programs, nowadays form is just as important as function. The two really go hand in hand because a visually appealing program can help make navigation intuitive and frustration-free.  



There’s a lot that goes into any robust web/mobile design, but there are some things that you might not even have considered that user interface (UI) and user experience (UX) developers do, such as, “How would I navigate a program if I am visually impaired?”  



Glad you asked. 



This is something that PrismHR has been planning for some time as accessibility is a key component of our focus with the recently announced PrismHR Unified Employee Experience (UEX) project. 







Disabilities in the United States 



More people have disabilities than you might think. According to the U.S. Centers for Disease Control and Prevention (CDC), 1 in 4 U.S. adults (27% of the population) have some type of disability. 



Of course, there are many types of disabilities ranging from movement-related to thinking-related to mental health-related disabilities and more. Also, about 1 in 10 of the people in this country with disabilities (11%) experience hearing and/or vision difficulties, including color-blindness.  



The point, of course, is not to point out our differences but to discuss how we can become more inclusive to ensure everyone has the same opportunities. Access, especially when it comes to technology, plays a big part in that. And that’s especially true when it comes to any human resources-related processes. Everyone who can use a computer or smartphone on their own should be able to use an HR platform to sign up for benefits, check payroll, etc., without issue. 



Being accessible will help your clients’ expand their Diversity, Equity and Inclusion (DEI) efforts. In turn, it will help your business grow as well as your clients become more inclusive and grow their business. 



Source: U.S. Centers for Disease Control and Prevention



A 2017 study from Deloitte and the Billie Jean King Leadership Initiative found that 80% of respondents thought inclusion is important when choosing an employer and 39% said they would leave their current organization for a more inclusive one. Small and medium-size businesses (SMBs) are already struggling to recruit and retain talent, so being able to provide them with a tool that can help promote DEI should be a no-brainer.  



Rob RobertsPrismHR Director of User Experience 



Just as buildings should be accessible—software tools should be, too. After all, a unified experience means a great experience for everyone.  



“With this UEX project, we’re aiming to support the Web Content Accessibility Guidelines 2.0,” says Rob Roberts, PrismHR’s director of user experience. “This will also give HR outsourcers the ability to broaden their appeal to attract new clients.” 



What Does This Mean? 



Even though web and app development wasn’t on the radar in 1990 when the Americans with Disabilities Act of 1990 (ADA) went into effect, ADA.gov still states: “When Congress enacted the ADA in 1990, it intended for the ADA to keep pace with the rapidly changing technology of our times. Since 1996, the Department of Justice has consistently taken the position that the ADA applies to web content.” 



What started as a 14-point guideline to do things like provide text equivalents for graphics, video and audio, has now morphed into WCAG 2.0, which states content “must be perceivable, operable, understandable, and robust, supported by success criteria for meeting those principles.” 



Unless there’s a major revamp, like the PrismHR UEX project, it is difficult for companies’ websites, mobile apps, etc., to meet those standards. Now that the UEX project is rolling out soon, PrismHR software will target the WCAG 2.0 Level AA requirements for accessibility, which includes: 




Ability to navigate using screen readers and keyboard sequences. 



Color contrast that will be at least 4.5:1 in most instances, meaning text is easily read over different backgrounds on a webpage (Learn more). 



Alt text (text describing an image that can be read by screen readers) or a similar solution that is used for images that convey meaning. 



Navigation elements that are consistent throughout the site. 



Form fields that have accurate labels. 



Status updates that can be conveyed through a screen reader. 



Headings that are used in logical structural order. 




Access should be granted not taken for granted with today’s software technology, and PrismHR is ready to roll out the pièce de résistance of user experience to help prove that point.  







James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### The New PrismHR UEX: It’s Something You Have to ‘Experience’



### How to Help Tame the ‘Dragon’ Through Performance Management

September is Global Company Culture Month.



Or at least it apparently has been for the past few years. OK, we haven’t heard of it either. 



Sure, there’s a day and a month for just about everything nowadays, from National Clean Your Desk Day to Appreciate a Dragon Day, but we believe focusing on workplace culture helps companies breathe new life into their organization. And, believe it or not, Performance Management might possess some real magical “powers” to help transform an organization that would make a fictional flying creature jealous.  



Left unattended or if a company’s just “winging it,” workplace culture can be a drag on any organization and perhaps even a destructive force that can hurt morale and even the bottom line. 



But done right, it can be “fire” as the kids say these days. 



Today’s Workforce 



Coming out of a pandemic, workplace culture is one of the biggest differentiators separating foundering companies from formidable ones as the competition to retain and attract new employees continues to heat up.  



While you don’t hear as much about the Great Resignation these days, it’s clear that workplace attitudes have changed. Key topics like pay, benefits and limited opportunity for career advancement are still leading reasons why people change jobs, but don’t think workplace culture isn’t a top reason as well.



In fact, it encompasses all those topics and more.















One thing you do hear about often is burnout, which plays a big part of workplace culture, too. Stressed and mentally exhausted employees tend to want to find alternative places to work. In fact, one psychologist recently even presented an argument about why burnout might need to be classified as a mental disorder.  



“Burnout is also expensive for organizations as it increases high staff turnover and absenteeism and reduces job performance,” wrote Dr. Llewellyn van Zyl in Psychology Today. “Again, classification could help create new prevention and treatment programs.” 



Besides things like burnout or even, in some cases, serious compliance issues like workplace harassment, lack of or minimal communication between a manager and an employee can cause major issues that hurt morale and, ultimately, the overall workplace culture. 



Culture and Performance



While workplace culture has been discussed for years, it’s still a hard concept to define as it means different things to different people. It’s a little like an abstract painting; some will love it, some will like it, and others will be confused by it. 



Don’t be confused. 



It is said that Elliott Jaques, a somewhat controversial Canadian social scientist, introduced the concept of organizational culture back in 1951 when he published the case study The Changing Culture of a Factory. Seventy-plus years later, companies still struggle with workplace culture. 



“The culture of the organization had been fashioned to act as a defensive system against the anxiety of having to have too explicit a responsibility for people,” Jaques wrote.  



In other words, the culture was broken, and it’s a problem many companies have. 



Soar With Performance Management  



So what can companies do to improve their workplace culture? 



As with any relationship, it starts with building a connection, making people feel important and heard, connecting on values and offering regular, constructive feedback. 



In today’s world where feedback is almost instantaneous—just check out an Instagram post—companies need to be able to provide regular feedback on performance. The days of waiting for the annual review to give an employee an idea about how well they are performing are long gone. 



By focusing on a true Performance Management strategy, companies can help align performance to organizational goals, improve morale, increase engagement and recognize where there are opportunities for Learning & Development. Mix in some mentorship for new employees, fun activities, maybe some philanthropic opportunities and even some employee resource groups with a Performance Management strategy, and you’ve got a recipe for a powerful workplace culture. 



As an HR outsourcer, you can help provide these Performance Management tools to your clients. Bonus: You can mine that data to provide your own insights to help your clients succeed, too.  



Julian Lute, a strategic adviser to Great Place to Work, summed up what workplace culture is all about in this post:  



“I can recall the first time I walked into the lobby of a company on our Fortune 100 Best Companies to Work For list. As I approached the door, employees who were walking in and passing by made eye contact and said ‘hello.’ The employee behind the desk greeted me warmly, offering me a cup of coffee and a comfortable seat. There was a distinct, positive energy in the building. My first experiences as a guest gave me a taste of how they ‘do things around here.’ ” 



You can help your clients create that kind of vibe and help them compete with those Fortune 100 companies for talent by bringing Performance Management into the fold. 



That’s how you can help tame the “dragon” that could be causing damage to their workplace culture and reputation—and perhaps affecting your bottom line—any month of the year.  



Learn more about Performance Management. 







James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area. 

### PrismHR LIVE 2023: Talking Tech & Making Memories

Raise your hand if you attended PrismHR LIVE 🤚; raise your hand if you miss PrismHR LIVE;🤚raise your hand if you did not attend PrismHR LIVE, but wish you did and will not miss it next year. 🤚



We thought so.



It’s been about six weeks since the annual confab concluded at the gorgeous JW Marriott Hotel in downtown Austin, but the memories, as you know, will last a lifetime.



The best part of PrismHR LIVE is the information and fun that is shared with friends and colleagues; the worst part is having to wait a whole ’nother year for the next one.



Next year’s PrismHR LIVE location will be … announced soon. Sorry, no spoilers here just yet, but this year’s PrismHR LIVE was a rockin’ good time for sure.



There were three big areas of focus at this year’s event, and they all had to do with technology. The first centered on the PrismHR Data Warehouse, which was released earlier this year, and offers customers the speed you need to generate reports quickly.



Through careful collaboration, testing and an iterative approach, the PrismHR Data Warehouse offers significantly faster speeds and analytic possibilities that put innovation and data insights into a higher gear with the same enhanced security capability that you’re accustomed to.



The two other big-ticket items at PrismHR LIVE, of course, were the announcement of the Unified Employer Experience (UEX) project scheduled to launch later this year and PrismHCM, which is coming in 2024.



UEX is about improving the look and feel of our software with a modern and intuitive interface. We listened to our customers, and our new UEX, which offers the same responsive approach on desktop, laptop, tablet and mobile, is designed to help you delight your clients and win new business. It will also include expanded branding capabilities and address accessibility issues to make for a much better overall experience. It might even induce a cartwheel or two.



PrismHCM promises to change the game for HR outsourcers looking to add Administrative Services Organization (ASO) capabilities. Let’s face it: Some small and medium-size businesses (SMBs) just want to do things on their own. Nothing wrong with that, so why not give ’em what they want/don’t want. Options are good! We think our customers are going to absolutely love this new offering because it will help them grow their business quickly.







Day One







Here's what you missed if you weren’t in Austin or here's what you experienced if you were there. Early birds got a chance to clock in early and check out what Swipeclock is up to as part of its Base Camp Live tour. After all, there’s no better time to learn than the present.



Shortly after, the 2023 conference got off to a fast start on Sunday night as people mingled during the welcome reception on the third floor of the JW Marriott Austin. Attendees made their way past neon yellow and purple guitars and under a large sign that reminded them they were in the Live Music Capital of the world. Rock on!



And as some noshed on appetizers and sipped a few adult beverages in the main hall, others gathered on the third floor for the Executive Forum Happy Hour sponsored by ClearCo and some in the hotel lobby for a preconference partnership social. All of which were really hopping. You might have even seen yours truly walking around with a mic in hand and a camera crew in tow talking to guests and PrismHR staff. We got the videos to prove it!



Lots of friendly faces were having lots of fun, and you might recognize some of those faces below.





















Meanwhile, other PrismHR attendees tried their hand, or their feet, to be exact at playing a few tunes or notes on our oversized floor piano.







Those ready to learn ambled over to the seemingly always busy Discovery Studio—which included the Demo Zone, UX Lab and Brainiac Bar—to learn and to get a glimpse of what’s to come.



You guys really love to talk tech! The Discovery Studio and Exhibit Hall were rocking and rolling throughout the conference as attendees came to learn more about the PrismHR Data Warehouse and the forthcoming UEX and PrismHCM projects and more.



But the first night of PrismHR LIVE was just a taste of what was to come.







Day Two







How many times have you been treated to a concert first thing in the morning? We’re guessing not many. But this conference promised to be a rocker, and that’s what we got with the PrismHR house band cranking out the tunes before the famed Franklin Barbecue line started to form.



The conference itself kicked off with PrismHR’s popular Melissa Eversole and Lee Moreau as our MCs. They were able to bring a little humor and a lot of energy to a much-anticipated event. They also got to introduce the PrismHR keynote speakers: Gary Noke, Tim Pratte and Kevin Andrews.







Later that morning, we learned about “unleadership” from noted public speaker Scott Stratten, who delivered a hilarious keynote address with his famous “man bun” in tow. And even he found himself laughing hysterically when one voice in the crowd answered “Here” to one of his questions with perfect comic timing.







The afternoon was then dedicated to breakout sessions related to cybersecurity, ClientSpace, benefits enrollment and more. Then after a long day of learning, it was off to a fun night of BBQ and fun at the Banger’s offsite event sponsored by our friends at ZayZoon. Guests were treated to live music, a whole lot of meat (and tofu, too) dishes and more. It was an awesome time and an awesome way to end an awesome day at PrismHR LIVE.

















Day Three







After a hearty breakfast, it was time to hear from our last keynote speaker of the event, Jeannie Walters, a customer experience expert. There were a lot of “micromoments” during this session, including the ones when she discussed the importance of micromoments to the customer experience. Imagine that!







After Jeannie’s talk, attendees were given a slew of engaging session options, ranging from “The New World of Work” presentation from Mineral to “AI-Driven Recruiting” from HiringThing to “AI in the HR Tech Ecosystem” with Tim Pratte and friends. We promise artificial intelligence did not make us write that!



But the fun was just getting started as attendees gathered together one last time that evening for a terrace party near the pool sponsored by our friends at Norton LifeLock. Yes, there was more great food; yes, there was more great adult beverage choices; yes, there was a woman doing acrobatic moves in a ball in the pool; and, yes, there was live karaoke.



With all the talented singers in the house, we’re not saying that the Taylor Swift tour should be worried—or are we? OK, probably not.

















We can’t wait for next year’s PrismHR LIVE. In the meantime, we’d love to see your photos from this year’s event. Please share on social, and don’t forget the hashtags, #PrismHRLIVE and #RaisingtheBar.



That’s your 2023 PrismHR LIVE recap. See ya next year!







James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area. He did not sing karaoke at this year’s event, but at least he thought about it.

### 'Multiball’ Activated: Why Using Multiple Time & Attendance Vendors Is a Must

If you’ve ever played a game of pinball and triggered the multiball feature, you know how exhilarating it can be. But keeping all the balls in play takes patience, timing, quick fingers and perhaps a little luck.  



It shouldn’t be that way with Time & Attendance. 



For Time & Attendance software, being able to offer multiple partner solutions to your small and medium-sized business (SMB) clients is just as exciting, but there’s no balancing tricks needed. Each integrated partner offers different options that might suit the needs of a certain type of business—or company in a certain industry—better. 



Pathik Mody Trion Solutions Inc. 



For instance, some Professional Employer Organizations (PEOs) and Administrative Services Organizations (ASOs) focus on the hospitality industry while others have more of a health care focus or maybe technology. And while some fields require complex Time & Attendance management features, others require simpler functionality: start, stop, start, stop. 



“We look at multiple vendors for two reasons,” says Pathik Mody, the Chief Technology Officer of Trion Solutions, based in Troy, Michigan, and one of the largest PEOs in the country. “We want to provide what the client wants. We don’t want to force the client to use one technology. Instead of saying to a client, ‘This is the solution,’ we tell the client it has multiple options. And that’s why we have selected two Time & Attendance partners, so our clients can select the one it feels best meets its needs.” 



More Than Just Clock In, Clock out  



One function that is particularly important to some companies is an advanced scheduler, which allows nonexempt worksite employees (WSEs) to see who is working when. That way, they can use their Time & Attendance application to see colleagues’ schedules and put the word out if they need to have a shift covered. That takes the burden off the manager to have try to fill holes in the schedule and puts the onus on the WSE to ensure their shift is covered. 



Additionally, some companies that use on-site workers might be interested in geofencing and geotracking to ensure workers are clocking in and clocking out from where they say they are. With the former, companies have the ability to set an area where employees have to be in order to clock in and out; with the latter, companies can see where the workers are performing that function. You know, it’s hard to assemble pinball machines from a beach in Florida.  



Complexities Are Omnipresent 



Much like obstacles and hazards in a pinball game, there is no shortage of potentially complex situations that could come into play when it comes to Time & Attendance compliance, especially since it is a key component of payroll and benefits.



Alecia Mastin PrismHR 



“Some businesses need a more sophisticated system that can handle more complexities,” says Alecia Mastin, PrismHR’s senior manager of platform growth. “For example, a restaurant group that has several locations in a metro area that sits on the border of two states, such as Kansas City, Missouri, and Kansas City, Kansas. The restaurant could have several employees that pick up shifts at multiple locations doing various jobs, such as a line cook at one location and a bartender at another location. Now they have one employee with multiple pay codes working at multiple locations. Labor cost allocations need to be divided and they may need a paystub to reflect hours that are aggregated.”  



Others that service more white-collar industries might be more concerned with keeping track of paid time off (PTO) for their exempt workers who are still asked to clock in even though they are on salary. 



On the other hand, if it’s just a time-in and time-out tracking situation, a simple solution would do the trick. No need for clients to spend more for something they would never use. The key is to have multiple Time & Attendance options to accommodate all types of clients, Mastin says. Each time partner has its strengths, so why not utilize them all as part of your PEO’s or ASO’s holistic growth strategy? 



Integration Is Essential 



For a PEO or ASO that wants to expand their business, they need integrated options to accommodate different types of clients. When software solutions work well together, it’s a bonus. While our Time & Attendance partners—such as PrismHR Time & Labor powered by TCP Software, Swipeclock and Timeco—do an awesome job on their own, your game will be elevated when even more “balls” are put into play.



Richard Torrence TCP



Richard Torrence is TCP’s Original Equipment Manufacturer (OEM) reseller partner director. As he explains, “The vast majority of PrismHR’s PEOs’ average size clients are 30, 40 employee companies. While a 30-employee client is the average size, all PEOs want solutions that allow them to scale and want to be able to service the 200-employee company, the 500-employee company, the 2,000-employee company.” 



That’s part of the reason why more is more with Time & Attendance provider options. Here are some other things to keep in mind when it comes to evaluating solutions—and becoming a “pinball” wizard:  




Plug and Play: There will be some degree of setup involved with any Time & Attendance offering, but it’s best to understand how long it takes for a new client to be up and running. A smaller company might want an easier solution to administer, but a larger organization could want something that’s more robust with more features and options. 









Easy-peasy: Is the solution available on a smartphone? Is it simple to use? All valid questions to ask.









Compliance-ready: Compliance is absolutely a huge part of Time & Attendance, especially when it comes to regulations like the overtime rules found in California, Kentucky and New York. In Kentucky, for example, companies must pay time and half for any work done on the seventh day of the week or risk a penalty of at least $100 but not more than $1,000 per violation. Violations could get pricey very quickly. 









Your Attendance is Congratulatory: Some clients might want to be able to reward perfect attendance. If so, you’ll need to be able to capitalize on that feature. 









Don’t Leave ‘Leave’ to Chance: Being able to handle multiple types of state and federal leave might be important to some clients, but to smaller businesses, it might not be an issue. 









Stay on Schedule: Requesting time off is a common need for most companies, but how a Time & Attendance solution handles said requests might differ. Clients will want to find what works best for them. So give ’em options. 









Stay on Schedule, Part 2: Complex staffing needs, such as in health care, require more sophisticated modular options. How the Time & Attendance solution handles these variable shift options could be more important to some clients than others.









What’s It Cost? There aren’t many business decisions that don’t come down to cost, and Time & Attendance software is no exception. If a client only needs punch in and punch out solution, for instance, chances are they aren’t going to want to pay for a more expensive system with features they don’t need.




Are you ready to get the ball rolling? Learn more about our Time & Attendance partners today.  











James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### Regulatory Update: I-9 Changes Coming Aug. 1, 2023

The long-awaited I-9 changes are finally here. There’s a lot to unpack, but we’ve got you covered. 



On July 21, 2023, the U.S. Department of Homeland Security released details of two major, I-9 changes impacting all employers across the country. First, DHS announced permanent rules for remotely inspecting employee I-9 documents. Second, it announced the release of a new version of the I-9 starting Aug. 1, 2023.  



The last form expired Oct. 31, 2022, but employers were instructed to continue using the new form until this new iteration was ready. To ensure compliance, PrismHR is committed to delivering timely and accurate system updates to support these new requirements. 



New Version Requirements & Modifications 



Employers may begin using the new format upon release on Aug. 1, and must convert to using the new format by Nov. 1, 2023.   



Based on the U.S. Citizenship and Immigration Services (USCIS) description, the new version will almost uniformly align with the most recent draft published by DHS on June 22, 2023, with: 





Section 1 and 2 consolidated on a single page. 


The Preparer/Translator and Reverification/Rehire sections moving from main body of the I-9 to Supplement A and B forms. 


Instructions reduced from 15 to eight pages. 


Select data fields, including those for employer address, will be consolidated into a singular field. 


Verbiage modifications that include employee attestation and adoption of the term “noncitizen” in place of “alien.” 





DHS also removed the requirement that employees complete every field in Section 1 by inserting “N/A” into those that are not applicable. Now employees are permitted to leave fields, like their middle initial and email address, blank if they do not apply. 



One modification described in the USCIS notice that is not on the draft format is the addition of a check box for “alternate document examination” for employers conducting remote verification. This aligns with DHS’s new procedure for remote verification, which was released concurrently with these I-9 form updates and detailed below. 



New Remote Verification Option 



The DHS has long required employers to physically inspect original copies of employee I-9 Section 2 documents in person. Specifically, DHS I-9 regulations under 8 CFR 274a.2 mandated that employers: 



Physically examine the documentation presented by the individual establishing identity and employment authorization. 



The USCIS Form I-9 instructions doubled down on this language, stating that employers: 



[M]ust physically examine, in the employee’s physical presence, the unexpired document(s).



However, on March 20, 2020, DHS began permitting some temporary remote inspection because of the COVID-19 pandemic with the caveat that employers would still need to review all employee documents in person at some later date. This COVID-19 Temporary Flexibility was subsequently set to end on July 31, 2023, with all in-person inspection required to be completed by Aug. 30, 2023. 



Regulatory Changes Permitting Remote Inspection 



In August 2022, amid the backdrop of a growing U.S. remote workforce and the eventual end of COVID-19 flexibility, DHS proposed modifying the regulations to allow the DHS secretary to independently create permanent alternative methods of document inspection.   



These changes were finalized and published in the Federal Register on July 25, 2023. And, as of Aug. 1, 2023, 8 CFR 274a.2 will now read: 



physically examine (or otherwise examine pursuant to an alternative procedure authorized by the secretary) the documentation presented by the individual establishing identity and employment authorization.  



Concurrently with this update, DHS established and published an “alternative procedure,” dubbed the “Optional Alternative 1 to the Physical Document Examination Associated with Employment Eligibility Verification (Form I-9).”   



Remote Procedures 



Beginning Aug. 1, 2023, employers can now satisfy the document inspection standard, without in-person physical examination, via a step-by-step process whereby: 





Employee “transmits” front and back copies of their Section 2 documents to their employer. 


Employer reviews said documents.


Employer and employee hold a “video interaction,” where the employee presents these documents again to the employer on camera.


Employer flags a new box on Section 2 of the new I-9 format indicating usage of the alternative procedure for document verification.


Clear and legible copies of all the employee documents are preserved with the I-9.


Employer opens an E-verify case for final employee validation.





Employer Limitations 



The alternative procedure rules limit when employers can and cannot leverage this process.  Specifically, employers: 





Must be enrolled and in good standing with E-Verify (a “qualified employer”). 


Must open this procedure to all employees at E-Verfiy hiring sites, or establish nondiscriminatory rules that limit its application to all remote and hybrid employees. 


Cannot mandate remote verification, as employees who are unable or unwilling to follow the step-by-step process may opt for in person verification.





Interaction With Expiring COVID-19 Flexibility 



By Aug. 30, 2023, employers must properly inspect employee I-9 documents that were previously only remotely inspected under COVID-19 Temporary Flexibility Rules. Prior to Aug. 1, 2023, this meant physical in-person inspection. 



However, qualified employers may now also use a slightly modified version of the new alternative procedure to satisfy this requirement— if and only if the employer originally opened an E-Verify case for the employee at the time of remote inspection. Instead of checking a box on a new I-9, the employer must update the existing employee I-9 by annotating that the “alternative process” was used and the date of the video interaction was added in the “Additional Information” field. 











Chris Babigian is PrismHR’s compliance strategy manager. A graduate of Boston University School of Law with a focus in taxation, Chris spent five years handling motions, appellate briefs and trial discovery for a civil litigation firm. In 2014, Chris transitioned to PrismHR, where he translates regulatory requirements into software solutions. 

### PrismHR Receives 2023 CSO50 Award

Company Recognized for Ongoing Commitment to Advanced Security Initiatives




HOPKINTON, Mass., July 19, 2023 -- PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today shared that it has been named a winner of a 2023 CSO50 Award from Foundry’s CSO. The prestigious honor is bestowed upon a select group of organizations that have implemented security projects and initiatives demonstrating outstanding business value and thought leadership.

Given today’s dynamic security landscape, PrismHR implemented enhanced email security and identity monitoring technology to protect the PrismHR platform and reduce risk to PrismHR customers. The protection uses methods and analysis to identify, detect and block large-scale phishing attacks. These indications trigger advanced monitoring of customer accounts to protect against suspicious activity.

Dwayne Smith, CISO

Dwayne Smith, CISO for PrismHR, explained, “PrismHR works with companies across verticals, including a number of small- and medium-sized businesses. This project shows what can be done, as a service provider, to support the evolving security needs of our customers while reducing risk to their organization. Providing methods that protect the PrismHR platform and its users helps ensure PrismHR customers can operate without interruption and continue to grow their business.”

PrismHR will accept its award at the CSO50 Conference + Awards to be held October 2-4, 2023, at the We-Ko-Pa Resort & Casino in Fort McDowell, Arizona.

“It is a privilege for us to honor the outstanding accomplishments of the winners at the CSO50 conference and to bring together the information security community for great learning, networking and problem-solving,” said Stephen Corrick, SVP, Events, IDG, Inc. "The powerful expertise and experience of our winners and partners make this a can’t-miss opportunity for everyone in the field.”

About the CSO50 Awards

The CSO50 Awards recognizes 50 organizations for security projects and initiatives that demonstrate outstanding business value and thought leadership. The CSO50 Awards are scored according to a uniform set of criteria by a panel of judges that includes security leaders, industry experts and academics. The 2023 awards will be presented at the CSO50 Conference + Awards to be held October 2- 4, 2023, at the We-Ko-Pa Resort & Casino in Fort McDowell, Arizona.

Past winners include Adobe, Allstate, American Express, City of Raleigh, The Clorox Company, Comcast, Delta Dental, Genpact, HBO Latin America, Home Depot, Microsoft, University of Pennsylvania, Verizon and many more. A complete list of the 2023 winners can be viewed on FoundryCo.com.

About CSO

CSO is the premier content and community resource for security decision-makers leading business risk management efforts within their organizations. For more than a decade, CSO’s award-winning website (CSOonline.com), executive conferences, strategic marketing services and research have equipped security decision-makers to mitigate both IT and corporate/physical risk for their organizations and provided opportunities for security vendors looking to reach this audience. CSO is published by Foundry (formerly IDG Communications, Inc.). Company information is available at www.foundryco.com.

About PrismHR

PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Massachusetts. For more information, visit www.prismhr.com.

### Marketplace Partner US Enrollment Services Now Offers Affordable Medical Plans to Worksite Employees of Professional Employer Organizations in the PrismHR Network

Hopkinton, MA (July 17, 2023)  – PrismHR, a leading HR technology software platform powering payroll, benefits, and HR for small- and medium-sized businesses across the U.S., today announced that U.S. Enrollment Services, an enrollment and Affordable Care Act (ACA) compliance services solution, is now offering affordable medical plans for PEOs, ASOs, and worksite employee groups via IHP (Innovative Health Plans).

IHP delivers affordable, high-quality health plans for any employee group without underwriting. Whether a PEO has a master health plan or not, the IHP program serves as a great “next best”  solution for any group not eligible for the master health plan. IHP plans are integrated with the PrismHR platform, which allows for simple implementation and faster enrollment.

U.S. Enrollment Services delivers high-touch, one-on-one communication and employee benefits education through various programs and dedicated call-center support.

“We are excited to now offer U.S. Enrollment Services’ IHP, an exceptional solution for our PEOs, their clients and worksite employees,” says Tim Pratte, President of the HRO Business Unit at PrismHR.

“U.S. Enrollment Service’s ability to offer affordable plans to any employee group, coupled with their high-touch support and our integration is sure to help simplify the enrollment process and enhance the overall benefits experience,” says Pratte.

“As a long-standing marketplace partner of PrismHR, we’re very excited to continue supporting PEOs with a new game-changing solution called IHP. IHP provides access to high-quality, affordable medical plans that eliminate the need for underwriting and are available for worksite employees—whether they’re PEO, ASO, 1099, part-time or variable hour,” says Randy Wood, Managing Partner at U.S. Enrollment Services.

About PrismHR 

PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits and HR while leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing more than $80 billion in payroll each year. PrismHR is located in Hopkinton, Massachusetts. For more information, visit www.prismhr.com.

About U.S. Enrollment Services

U.S. Enrollment Services delivers an exceptional enrollment experience that helps employees take full advantage of their benefits. One-on-one communication and employee benefits education for worksite staff are provided by dedicated individuals and call center support. This approach to communicating increases participation and helps employees realize the value of their benefits lineup—ultimately enhancing PEO client success.

U.S. Enrollment Services is a member of U.S. Retirement & Benefits Partners (USRBP), one of the nation’s largest combined employee benefits and retirement planning firms. For more information, visit: www.usenrollmentservices.com. 

Contacts

PrismHR:
Jeff Foley
E: jfoley@prismhr.com

U.S. Enrollment Services:
Jennifer Bohnsack
C: (214) 673-9841
E: jbohnsack@usenrollments.com

### Performance at Scale



### The Hidden Costs of Employee Financial Stress … and How You Can Help

By Jennifer KushBusiness Development ExecutiveZayZoon



Over the past few years, there have been major shifts in the workplace. The pandemic made us re-evaluate what’s important, and the value of taking care of the well-being of our employees has re-entered the spotlight.



Besides potential health scares, the weight of personal finances on workers is mounting. Inflation, the cost of living, student loans and health care debt are all growing concerns weighing on the minds of workers.



Eighty percent of employees say that it’s essential for their company to meet their needs based on which stage of life they are in. Employers that embrace the dynamic makeup of their team and provide a diverse mix of financial wellness tools to meet the needs of various generations in the workforce significantly improves loyalty, engagement and performance. While the competition for recruiting and retaining talent is very much alive, this can play a pivotal role in why a worker stays with or joins your organization.



If you are part of the traditionalist or baby boomer generations, you are more likely to be focused on saving for retirement. If you’re a younger generation, you may be repaying student loan debt or saving for your first home. While generational needs can be very different, one thing that remains the same is that their personal finances are top of mind. And we all agree that our employers should help.



Bank of America's 2022 Workplace Benefits Report found that 80% of employees think their employers should play a role in supporting their financial wellness. When employers prioritize the well-being of their workers, it makes them feel supported and valued, which boosts productivity and loyalty. That’s a win-win.



This chart from the PwC 2023 Employee Financial Wellness Survey is telling. It shows the many ways that financial stress can impact the individual—from self-esteem to interpersonal relationships at home and at work.



It’s astounding to see the correlation between financial stress and the impact it can have on different facets of your employees’ overall well-being. While personal financial struggles may be the core issue, we should also think about the relationship it can cause with employees increasing their other benefit usage to react to the implications in other areas of their lives.



Financial stress often increases benefits usage as well, which can cost your business more money over the long term. For example, perhaps an employee’s cash flow struggles are causing high blood pressure, which is causing them to use their health insurance plan more frequently. Or, if a financially strapped employee is experiencing less sleep because of worry, they may be less productive or attentive at work, which affects productivity—and likely your bottom line as well.



So, let’s dive into the four biggest hidden costs. And what you can do as an employer to help.



1. Productivity



Just under two-thirds (62%) of employees are stressed about their financial situation. When you’re living paycheck to paycheck as 64% of Americans do, it can be easy to get distracted by thinking about your personal finances while on the job. Financially stressed workers are nearly five times more likely to be distracted at work, according to the PwC 2023 Employee Financial Wellness Survey. And those distractions are costing U.S. businesses about $4 billion in lost productivity each week.



2. Absenteeism



The symptoms of financial stress are estimated to cost businesses between 20 and 29 productive days a year or between 9% and 13% of their payroll. When finances are tight, your employees may not have the funds for gas or transportation between paychecks. Perhaps they take an increased number of sick days because of stress. If you don’t think personal finances play a role in employee absenteeism, think again.



3. Health Benefit Usage



Almost 7 out of 10 (68%) of U.S. employees feel their personal finance issues affect their health. The stress of worrying about your finances can take a toll on your mental, physical and emotional state. Sleep loss, headaches, a rise in blood pressure, anxiety—these are all ways that your finances can impact your health. And the consequences are serious. More doctor visits, new medications and the need for therapy or mental health support are all benefits that you as an employer will have to invest in.



4. Employee Turnover



A little more than 3 out of 10 employees are often or constantly looking for a new job that pays more. While businesses can’t always afford to raise pay, there are programs you can deploy, including Earned Wage Access that empower employees with access to their pay when they need it. Investing in programs that help your workers shows your empathy for their personal situation and improves their loyalty.



OK, so we’ve talked about a few of the hidden costs financial stress can have on your business. Now, let’s look at ways you can turn things around.



What’s Causing Doom and Gloom



Want to know what your employees are financially stressed about?



Ask them!



Take the pulse of your workforce in an annual or biannual survey to see what stressors or goals they have for their financial future. Anonymous questionnaires are also a great way to see what your employees value and how much they feel supported by you as an employer.



While understanding the views from your employees in what they are looking for assistance with or struggling from, it’s also important to use that information for the greater good. Make sure your employees know that they are being heard, and research ways you can put that feedback into action. Communication is a two-way street, and letting your employees know their opinions are valuable by assuring them they are being looked into, evaluated and put into action, creates a healthy dialogue and reciprocated value.



Another item to incorporate into your toolkit for understanding what is causing financial stress to your employees is by addressing it during exit interviews. While they may no longer be working at your company, knowing if, perhaps, a lack of wellness benefits or learning opportunities contributed to their departure, can help you retain the employees you do have.



Know Your Generational Workforce Makeup



Understanding where your employees are in their financial journey—whether it’s a Gen Y worker who might be saving to buy their first house or a baby boomer who might be thinking more about retirement—helps frame the services and support you offer. We aren’t all in the same life stage or stressed about the same issues. Discover what’s important to your workers and knowing the makeup of your workforce can be key to cracking that code.



Leverage On-demand Pay and Financial Education



Financial education is key to having workers feel empowered over their financial decisions. Investing in coaching and advisory programs, and educational tools puts your employees in the driver’s seat of their own financial journey.



Over the past few years, the rise in on-demand pay has given workers a sense of independence and relief. On-demand pay gives employees the ability to access their earned wages between paychecks should they need to. This not only helps their immediate cost crunch but also leads to increased engagement in the workplace.



Earned Wage Access, or on-demand pay, can be a relatively new term to a lot of people. So what is it? Earned Wage Access is revolutionizing payroll infrastructure. Employees are no longer bound by weekly, biweekly, semimonthly or monthly pay periods. With EWA, they’re free to access a percentage of the wages they've already earned whenever they want.



To put it another way, you can think of EWA as an interest-free advance on your employees' wages. Companies typically add on-demand pay to their benefits to help workers who might be dealing with cash flow issues. And it's quickly becoming an established business practice.



Most employees who use Earned Wage Access (89%) report having less financial stress. As the 2022 PrismHR Partner of the Year, we’ve seen a major uptick in the need for this benefit in the workplace, and PrismHR clients have access to ZayZoon’s on-demand pay for no cost!



Communication Is Key



What’s a good benefits program if your employees don’t know about it? Many employees don’t realize the variety of services readily available to them from their employer beyond the standard medical and dental programs. Make it a focus to communicate with your employees through their benefit portal, emails, quarterly newsletters and even webinars or live training sessions.



Why invest in benefits if no one knows about them?



When you’re facing financial strains, your situation can seem dire. Rest assured, there are benefits and programs that your employees can utilize and you can leverage. And there’s no time like the present to get started.











Jennifer Kush is a business development executive on the sales team at ZayZoon focusing on building partnerships in the PEO sector. With past experience in employee benefits, Jennifer brings unique insight into how our PEO partners work and what is needed to bring value to their clients. Her favorite part of her job is making deep connections with others to understand their business to bring value to their financial wellness offerings.



Jennifer remotely works from Phoenix and enjoys reading true crime thrillers, traveling, walking her dogs and cheering on her daughters at their sporting clubs.

### Exciting Marketplace Opportunities Await at PrismHR LIVE!

The diverse partners that make up the PrismHR Marketplace play a pivotal role in PrismHR LIVE’s success each year. And this year was no exception! 



This year's PrismHR LIVE took place June 25-27 at the JW Marriott hotel in Austin, Texas. There was a lot to explore in the area of Marketplace partners, including:



Attend Sessions With Partner Speakers




Backstage with Partnerships | PrismHR Partnership TeamMonday, June 26 at 1 p.m. CTGo backstage with the PrismHR Partnership team to learn about the vetting and selection of partners, as well as how they collaborate on integrations and ongoing support. Several members of the Partnership team will be on hand during their session to give you the inside scoop. 





The New World of Work | MineralTuesday, June 27 at 9:40 a.m. CTExplore three influential trends that are shaping the future of work: the tightening labor market, the prevalence of remote work and the rise of artificial intelligence (AI). 





How to Avoid Painting an IRS/ACA Penalty Target on Your Client’s Back | SyncStreamTuesday, June 27 at 11 a.m. CTLearn about Affordable Care Act (ACA) compliance tools, trends in the PEO space, and success stories from a mutual PrismHR/SyncStream PEO customer. Don’t brush this one off!. 





AI-Driven Recruiting: Strategies for Remaining People-Centric in the Age of AI | PrismHR Hiring Powered by HiringThingTuesday, June 27 at 11 a.m. CTDelve into the significance of AI in recruitment and learn how PEOs can assist their clients in adopting a people-centric approach to hiring while harnessing AI technology. It doesn’t get much more future-focused than that! 





Corporate Tax Credits & the PEO Industry | WOTC.comTuesday, June 27 at 1 p.m. CTUnderstand the diverse corporate tax credits that businesses can leverage and the distinct value proposition that the Professional Employer Organization (PEO) industry brings to the processing of Work Opportunity Tax Credits (WOTC). What an opportunity!





Talent Talks - Amplifying a Talent-Driven Culture! | Panelists include ClearCompany and PrismHR Hiring Powered by HiringThingTuesday, June 27 at 2 p.m. CTRock your talent! Discover strategies for showcasing the full potential of Talent Management and empowering your customers to make the most of these impactful practices. 





AI in the HR Tech Ecosystem | Panelist include Mineral and Pendella Tuesday, June 27 at 3:10 p.m. CT Learn about the current and future applications of AI from the panel of diverse organizations within the PrismHR customer and partner community. PrismHR President of HRO Tim Pratte will be joined by Mineral CEO Nathan Christensen and Pendella CEO Bob Gaydos. The future is now. 












Jackie Alcazar is a product marketing manager at PrismHR, focusing on Marketplace partnerships. She joined PrismHR in 2021. 

### The 5 Things We Must Do To Attract, Retain and Engage Great Talent

By Jon WeissSenior Vice PresidentAnyDay powered by QRails



The past two years have been challenging for several reasons. The pandemic created—and, for many, exaggerated—the hardships they were already facing.



We’re now living with record-high inflation resulting in 78% of employees living paycheck to paycheck. The pandemic also showed employees that full-time employment and flexibility can coexist. Employees are now empowered and are pursuing opportunities where workplace policies match their personal preferences, so much so that 77% of companies say that reducing staff turnover is a priority. When it comes down to it, the five things employers should do to attract and retain top talent are pretty simple:



1. Increase communication: Open and regular communication between executives, managers and employees will allow teams to have a better understanding of each other, including work styles, how to stay motivated and the areas that are causing each team member stress. Having these regular conversations fosters mutual trust and respect as well as positive workplace culture.



2. Stay flexible: The pandemic proved to many of us that the workplace does not have to have a static definition. It’s dynamic, and employers should lean into this idea in order to best support employees who require flexible work options like working from home or scheduling their day around when they need to be able to pick up their children from school or daycare, for example.



3. Provide opportunities for personal growth: Success is not limited to the workplace. While it’s essential for employees to feel good about their jobs, their positions are only a part of their personal success story. Employers can support employees in their personal lives by offering stipends for gym memberships or exercise equipment as well as for professional development group memberships.



4. Don’t rush: The Great Resignation is creating a lot of stress within workplaces, both at the executive and managerial levels, as companies  look for the best candidates while more and more employees are working  overtime and having to wear many hats on smaller teams. While it’s essential to fill open roles efficiently, it’s even more important that employers do not rush and hire candidates that aren’t the best fit. This can lead to greater frustration among teams and negatively impact productivity.



5. Inspire financial well-being: I urge employers to implement Earned Wage Access (EWA) or flexible pay for their employees. EWA allows people to have visibility and access to their hard-earned paycheck, enabling them greater ownership of their finances. EWA paired with financial education can empower employees to take control of their finances and learn how to manage their money better for their lives and circumstances. According to Forbes, 81% of employees would take a job with an employer that provides access to earned wages on-demand over an employer that does not (subscription required).  



Without a doubt, companies and employees are finding themselves in challenging times these days, but there are simple steps employers can take that will help them retain their best employees and recruit new star performers as well.







Jon Weiss, is the senior vice president for AnyDay powered by QRails. Jon has worked in the HCM / Payroll space for many years developing White Labeled Solutions for partners to enhance their product and service offerings helping them to be more competitive in the marketplace. Before joining AnyDay powered by QRails, Jon held executive partnership roles at Nettime Solutions (acquired by Paychex) and eLabor (acquired by ADP)

### A View From the Hill: National PEO Week, ERTC Refunds Headline 2023 PEO Capitol Summit

The Capitol Summit is an annual NAPEO event focused on advocacy, education and lobbying initiatives for the PEO industry. The event provides a unique opportunity to hear from members of Congress and Washington insiders on issues important to Professional Employer Organizations (PEOs) and small businesses. With over 200 attendees and educational and committee sessions geared toward legal, legislative and compliance issues, the Capitol Summit is also a terrific opportunity to connect with and learn from industry leaders. 



I had the privilege of attending the Capitol Summit this year in Pentagon City from May 22-25, 2023. The following are some highlights and takeaways from the conference.



Major Themes and Initiatives 



National PEO Week Makes Its Debut



The National Association of Professional Employer Organizations’ tireless work toward industry visibility and recognition culminated this year in the creation of National PEO Week. The week was officially recognized on the Congressional Record on April 17, 2023, and via State Proclamations in Arizona, Hawaii, Ohio, Oklahoma, Massachusetts and New Mexico. This is a true milestone and reminder of how far the industry has come, as roughly 30 of 25,000 requests for National Calendar recognition are approved every year. Craig Babigian, executive vice president at PrismHR, shared his perspective on this milestone in the article, “The Evolution of an Industry.”







ERTC Refund Delays Are on PEOs’ and SMBs’ Minds



PEOs and small businesses continue to face significant delays in receiving Employee Retention Tax Credit (ERTC) funds, as the IRS has a mammoth backlog of refund requests via 941 and 941-X submissions. Per NAPEO, the backlog ballooned to over 1 million outstanding returns in 2023. Thanks to advocacy efforts and additional IRS resourcing, that number had been reduced to roughly 900,000 by the time of the Summit with tens of thousands of returns being processed each week. However, this figure may reflect the number of distinct Federal Employer Identification Numbers (FEINs) with submissions, and not account for multiple filings from individual employers. 



This backlog severely undermines the original intent of the credit: helping small businesses pay employees and survive in the face of challenging COVID-19 era lockdowns. Moreover, PEOs, who helped these businesses navigate the pandemic and are charged with calculating and claiming the credit, now sit in the untenable “middleman” position of awaiting their client’s refunds. This delay can strain the PEO-client relationship, especially as ads for pop-up companies promising quick ERTC payouts (at a hefty fee) dominate the airwaves.



Accordingly, NAPEO has long championed quicker IRS backlog reduction, and this was the predominant focus during the week. NAPEO leadership continues to stress the backlog in any interaction with our congressional leaders, and also provided comprehensive written material for members to share with their representatives.



Repping With Reps on Capitol Hill Day



Capitol Hill Day on May 23 provided a unique opportunity to engage with members of Congress. This year, many representatives stopped by to share their distinct visions and concerns for small businesses in America. Notably, Rep. Claudia Tenney from New York’s 24th District detailed her experiences leveraging the services of a PEO to support her families’ business. The PEO’s benefits package in particular allowed her business to compete for and retain talent in upstate New York.



Rep. Erin Houchin from Indiana’s 9th District, billed as the only member of Congress to ever work for a PEO, also shared anecdotes about her experience in the industry and her passion for supporting PEOs and small businesses. Erin’s story was featured recently in PEO Insider. 



I personally had the privilege of meeting my own and other local Massachusetts representatives for the first time, namely: Reps. Jim McGovern, 2nd District; Seth Moulton, 6th District; and Katherine Clark, House Minority Whip, 5th District. Rep. Clark personally sat down with me and other colleagues in the industry for over 15 minutes and conveyed a clear understanding of our concerns with the IRS backlog and the importance of small businesses to the U.S. economy.



Session and Committee Highlights



Session and committee meetings highlight important legal trends, new legislation, case law and agency positions with the aim of helping PEOs navigate a shifting landscape. Here are a few worth noting:



Retention Credit Refund Concerns



Discussions during the Federal Government Affairs Committee Meeting focused not only on the IRS 941-X backlog, but also on the IRS treatment of PEO returns.  Specifically, the IRS has adopted the position that PEOs are the responsible employer of record for Form 941 returns and therefore tax credits. This position creates two specific issues:




 It results in the commingling of refunds and interest credits without any clear way to tie back to individual clients. 



 Outstanding client or PEO tax liability offsetting other client refunds.




This position belies the Schedule R mandate, client-level-based credit determinations and client ownership of these credits. However, no immediate recourse is available to alter how these refunds are processed.



Employer of Record Model Gains Traction



The Employer of Record is an HRO model popularized throughout Europe that is gaining traction within the U.S. Different from the co-employment PEO model, the Employer of Record operates as the “sole” employer for its client’s workforce, with “client level” managers dictating the day-to-day operations. It has proven to be a successful international approach for companies managing employees in different countries. However, in its infancy in the U.S., it’s currently unregulated, unproven and with many potential legal hurdles to navigate.



Remote Work Still Causing Tax Challenges



The work-from-home (or anywhere else for that matter) boom continues to create challenges for employers, including how to navigate employees’ working remotely from a jurisdiction where the client or PEO is not registered. PEOs were reminded to perform a nexus test to determine if a client has any business connection to the jurisdiction, before registering, withholding and paying employment taxes to that state. Otherwise, a PEO, in attempting to “do the right thing,” could be subjecting its client to scrutiny over sales tax and other regulatory requirements within the state.



Pay Transparency Movement Continues to Spread



Pay Transparency laws are the latest trend in a broader pay equity movement through the U.S. Three states, Colorado, Washington and California, and four local jurisdictions currently require pay range disclosure in job postings, with a fourth state, New York, starting in September. Four other states and other local jurisdictions require disclosure at other points in the hiring process or upon request.



Best practices for managing these requirements include:




Pay ranges should have some analytical foundation, with bona fide ranges ideally based on the pay rates of employees in the same or similar positions. 



Employers should preserve payroll or other data used to determine or support the rate. 



Though untested, employers should use caution in trying to skirt jurisdictional requirements by specifically excluding candidates from these jurisdictions in any job posting.




Overall, this year’s Capitol Summit inspired increased optimism and confidence in the future of the PEO industry. Despite the challenges facing PEOs and small businesses, NAPEO is well-positioned to work with its members and legislatures across all 50 states to navigate these hurdles. I’m excited for the progress we’ve seen and what’s to come as we look forward to next year’s summit.











Chris Babigian is PrismHR’s compliance strategy manager. A graduate of Boston University School of Law with a focus in taxation, Chris spent five years handling motions, appellate briefs and trial discovery for a civil litigation firm. In 2014, Chris transitioned to PrismHR, where he translates regulatory requirements into software solutions.

### PrismHR LIVE 2023: What’s Happening in Austin?

In an arpeggio, a chord is played note by note rather than in one fell swoop. Think Led Zeppelin’s Stairway to Heaven, Adele’s Someone Like You or Coldplay’s Clocks. In many ways an arpeggio can also be seen as a metaphor for a well-executed conference where each session/event becomes part of a larger overall theme.



That’s PrismHR LIVE since we’re #RaisingtheBar with this year’s theme, and striking the right chord in the process.  



PrismHR LIVE 2023



PrismHR LIVE takes place at the JW Marriott Austin, which is a two-minute walk from the Colorado River and a 25-minute walk from the famed Franklin Barbecue restaurant, which you won’t want to miss. People line up nice and early to get that good eatin’ before the grub is gone for the day. We’re told it’s definitely worth the wait.   



And if you just want to relax before the conference starts, the JW Marriott Austin offers plenty of places to gather, grab a bite or cocktail, relax and have fun. 



And while there’s plenty to learn from the hands-on workshops, keynotes, networking and spotlight sessions planned at PrismHR LIVE, there’s a whole lot of fun, too.



June 25



To get you ready for a great conference, PrismHR has planned a welcome reception for Sunday night from 6-8 p.m. While we’re raising the bar, you can be heading to the bar to enjoy drinks and light fare as you catch up with old friends and make new ones as well. Of course, there will be some fun interactive activities and giveaways from our partners planned as well. Stay tuned!



And the fun will have just begun.



June 26



On Monday night, after a day of learning, we know you’ll have a big appetite for supper. That’s why we are headed to Banger’s for some BBQ goodness. Sponsored by our friends at ZayZoon, this evening is sure to be a hit that we are really jazzed about.



June 27



The beat goes on …



If you joined us in San Diego last year or other previous LIVEs, you know the last night of the conference is a huge party. So why should this year be any exception? With food, drink and maybe a little dancin’ and/or chillin’ here and there, this terrace party cannot be beat.  



Other Things to Do in Austin 



Since 1991, Austin, Texas, has been known as the Live Music Capital of the World, so it’s natural that PrismHR LIVE will take place there June 25-27—and we’re ready to rock.



Over the years, music icons, such as Janis Joplin, Stevie Ray Vaughan, Gary Clark Jr., Selena Quintanilla-Peréz and, of course, Willie Nelson, have jammed in Austin. So this town is quite familiar with having a rockin’-good time.



And rolling into Austin is always a lot of fun.



Whether it’s sampling some of the local delicacies from the restaurant scene, exploring the local museums near the conference hotel or sampling the lively Austin nightlife, there’s something for everyone. On the museum front, there’s the Mexic-Arte Museum, which is one of the few Latin art museums in the United States showcasing Mexican and Latino art; the Bullock Texas State History Museum, which tells the history of the Lone Star State; and the Museum of the Weird, which, weirdly enough, needs no explanation.



Before PrismHR LIVE officially begins on Sunday, June 25, or after it ends on June 27, perhaps you’ll want to take in the many scenic outdoor activities that make Austin so special. There are several natural pools and swimming holes, including Barton Springs Pool, which maintains an average temperature of 68 to 70 degrees year round, and has two waterfalls along its path, Twin Falls and Sculpture Falls.



So who’s ready to dive in?



Ready to join us in Austin? We thought so. Register today; we’ll make sure everything is in tune note for note! But hurry, the “clock” is ticking.







James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### National PEO Week: The Evolution of an Industry From a Pioneer’s Perspective

With the first National PEO Week here, it's a powerful reminder of how far the Professional Employer Organizations (PEO) industry has come—and where it’s heading. 



The Power of Marketing and Innovation



The famed Czechoslovakian author Milan Kundera who wrote The Unbearable Lightness of Being once said, “Business has only two functions: marketing and innovation.” 



Well the PEO industry, thanks in part to the National Association of Professional Employer Organizations, has certainly heard that message loud and clear.



The innovation part can be seen in the efforts PrismHR puts out every day to create the PEO platform of the future. 



On the marketing side, we can look at NAPEO and what its president and CEO, Pat Cleary, has been able to accomplish during his tenure. NAPEO’s investment in marketing has played a crucial role in raising awareness and driving the industry forward. Its marketing budget has grown from about $50,000 to roughly $1.4 million over the past 12 years, and this substantial increase has resulted in more businesses recognizing the value of PEOs and actively seeking their services. Cleary and others at NAPEO worked hard to build on the legacy of advocacy and lobbying initiatives to ensure the industry's recognition and acceptance at both the federal and state levels.



Read Tim Pratte's thoughts on the first National PEO Week.



Building Recognition and Trust



One of the challenges faced by the industry in its early days was the lack of awareness and understanding of what a PEO was. Conversations back then often began with explaining the legality of PEOs. “Is this legal” were words we often heard, but of course it was. Many people just weren’t aware of how PEOs operated at the time.  



With NAPEO's persistent efforts, the PEO industry gained recognition in federal legislation and heightened awareness throughout the country. This breakthrough led to increased investments in the PEO sector, with small and medium-sized businesses (SMBs) realizing the significant value PEOs offered. The introduction of the Certified Professional Employer Organization (CPEO) designation in 2014 further bolstered the industry's credibility and created a turning point in its growth.



Currently, NAPEO is advocating for SMBs to get the credits from the Employee Retention Tax Credit (ERTC) program. There have been significant delays, which have impacted SMBs, and this will be a big focus when NAPEO visits Capitol Hill this week.



The Next Chapter and Pat Cleary's Legacy



Pat ClearyNAPEO President and CEO



With the imminent transition in leadership as Pat plans to retire at the end of the year, there’s no doubt what Pat has meant to the PEO industry. His immense contributions and the positive impact he has had on the industry are well-documented. Cleary's experience in Washington, D.C., his association background and his inclusive leadership style have been instrumental in shaping NAPEO's success. Pat’s legacy will make it easier for the next CEO to step into the role and build upon the foundation he has laid. Although finding a suitable successor may pose challenges, the understanding of the industry's needs and the ability to navigate the complex world of Washington politics will certainly be a key criteria.



The Future of NAPEO and the PEO Industry



NAPEO’s continued commitment to measuring the impact of its efforts and engaging in surveys with member companies reflects a dedication to progress and improvement. The evolving landscape of legislative and economic changes, such as the Affordable Care Act and COVID-19-related tax credits, presented challenges but also immense opportunities for PEOs to demonstrate their agility and value to their clients. These are complex pieces of legislation that require the savviness of a PEO and the technological foundation from PrismHR software to navigate the many compliance-related pitfalls that most if not all SMBs would never be able to manage on their own.



The next big thing, of course, is the SECURE 2.0 Act, which is focused on retirement and 401(k)s. This is an extremely complex piece of legislation, which hasn’t gotten the attention it undoubtedly deserves, but it presents quite an opportunity for PEOs to help SMBs comply with this robust piece of legislation. 



The Future Is Bright



The inaugural National PEO Week is a testament to the remarkable journey the PEO industry has undertaken over the past few decades. Through the collective efforts of industry leaders, organizations like NAPEO and tech innovators like PrismHR, the industry has overcome challenges, gained recognition and transformed the way SMBs manage their HR needs. As the PEO industry continues to evolve, the future is brighter than ever. The PEO industry is based on helping SMBs compete for talent and business with much larger organizations, and that will never change. PEOs have and will continue to make a lasting impact on businesses across the nation.



PrismHR will always be there to support our customers along that exciting journey. After all, helping PEOs help SMBs succeed is what we’re here for.











Joining PrismHR in 1994, Craig Babigian was one of the pioneer software executives who helped shape technology solutions for the PEO industry. He has been instrumental in cultivating the PrismHR software family. Craig is uniquely qualified to help PrismHR maintain and extend its forerunner status.



Prior to PrismHR, Craig was the Controller for a multi-state service company. He served as a consultant for a Canadian company that had purchased a Boston-based health care laundry. Craig is a past board member of the ESAC, a PEO accreditation organization, and past board member of NAPEO, the leading organization providing strategic direction to the PEO industry. Craig holds a BS in Accounting from Bentley College.

### Celebrating National PEO Week: Helping PEOs Help SMBs Succeed

The first National PEO Week is here, which means it’s a great time to celebrate the contributions of Professional Employer Organizations (PEOs) to small businesses and our country’s economy.



The federal recognition of National PEO Week in the Congressional Record signifies how far the PEO industry has come and its influence in job creation and supporting small businesses. This awareness has been further amplified by the efforts of the National Association of Professional Employer Organizations (NAPEO), which has done an amazing job of showing the value that PEOs bring to small and medium-size businesses (SMBs). National PEO Week serves as a platform to spread awareness about PEOs and their significant contributions to the business landscape.



During this week, I find myself reflecting on the journey and growth of the PEO industry as a whole. 



When I entered this field over 27 years ago, I witnessed firsthand the remarkable impact PEOs have on SMBs, and that impact has just gotten larger and larger over the years. Through payroll management, employee benefits, compliance and HR support, PEOs empower SMBs to focus on their core missions while helping them compete for talent with much larger organizations.



As Guardian reported in its 11th Annual Workplace Benefits Study, the number of employers using PEOs has grown 40% since 2008. So why is that?



Throughout the years, the value proposition of PEOs has remained strong, particularly for small businesses with fewer than 100 employees. These businesses need a one-stop solution, a reliable partner who can handle all aspects of employment, from payroll processing to insurance coverage and employment liability management. A small-business owner’s focus should be on the growth and efficient operation of their business, not getting tangled up in administrative tasks.



Read Craig Babigian's thoughts on the first National PEO Week.



The move to remote and hybrid work environments has made PEOs even more valuable because of the compliance and tax complexities caused by a dispersed workforce. For SMBs, the PEO becomes a huge benefit because they are handling all of that tax filing and benefit changes for employees no matter where they work. This paradigm shift presents unique challenges for small businesses expanding their operations across state lines. Navigating unfamiliar territory in terms of tax filings, compliance and unemployment accounts can be overwhelming. PEOs become an essential partner to simplify the process and allow businesses to focus on their core operations.  



PEOs have been providing the necessary support and scalability for decades, ensuring that all employment-related matters are handled seamlessly while offering Fortune 500-level benefits that small businesses would not typically be able to provide.



And, as you might have guessed, technology plays a key role as well.



Thank you, Pat!



The collaboration between PEOs, PrismHR and NAPEO is a vital aspect of the industry’s success. The strong partnership between PrismHR and NAPEO demonstrates a commitment to addressing industry challenges, and the collective efforts of PrismHR, PEOs and NAPEO helps ensure a favorable regulatory environment for all small businesses.



Pat ClearyNAPEO President and CEO



One person who helped lead that charge was Pat Cleary, who contributed in so many ways to building the profile and cachet of the PEO industry. With the announcement that Pat is set to retire at the end of the year, I wanted to take a moment to acknowledge the phenomenal job he has done working on so many initiatives and supporting the membership. During COVID-19, Pat and his team went to work and did a great job at jumping in on the regulatory side to have conversations with members of Congress and the IRS around the Employee Retention Tax Credit (ERTC) and other important initiatives.



NAPEO has done a phenomenal job under Pat’s leadership, and there are big shoes to fill. We’re excited for the next chapter, and we will be here to support the next leader of NAPEO any way we can.



Embracing the Future



National PEO Week serves as a testament to the invaluable contributions of the PEO industry in empowering small businesses and driving economic growth. 



The growth of the industry is fueled by the increasing adoption of remote work and the evolution of technology, including a future that will include AI. As National PEO Week gains recognition and awareness, the PEO industry’s influence continues to expand, leveling the playing field for small businesses and fostering their success. Through collaboration with NAPEO, the industry remains committed to supporting small businesses and embracing innovation for a brighter future. 



And PrismHR will always be there to support that exciting journey. After all, helping PEOs help SMBs succeed is what we’re here for.







Tim Pratte



Tim Pratte is president, HRO at PrismHR. For the past 27 years, Tim has helped thousands of business owners reduce overall labor costs and provide improved benefit options for their employees through innovative technology, multiple strategies, cost saving techniques, and expert advice to streamline business processes.



He graduated summa cum laude from the University of Tampa with a degree in Economics and previously served in executive level leadership positions at leading PEOs.

### Employee Experience: Building the Foundation of the Future

By Fiona Moran



Last year proved to be a tumultuous year for businesses across the country. The beginning of 2022 saw unprecedented growth as companies recovered from the pandemic. Meanwhile, the latter half of the year saw major tech companies issuing rounds of layoffs. On top of this unpredictable environment, employees also began feeling stressed, which resulted in an increased turnover rate and burnout.



To be successful in today’s business world, Professional Employer Organizations (PEOs), Administrative Services Organizations (ASOs) and their small and medium-size business (SMB) clients as well as staffing companies need to create a positive employee experience centered around growth and workplace happiness. But getting there isn’t always easy. In this blog, we’ll walk through what HR outsourcers and staffing companies can expect this year—from how to manage employment fluctuations to tips on improving the overall employee experience.



Managing Unemployment Claims



With skyrocketing inflation and an unpredictable environment, many organizations, big and small, have to make hard decisions that impact their workforce, such as layoffs. As the economy ebbs and flows, fluctuations in employment become inevitable, with increased hiring during times of growth and hiring freezes, reduced hours and layoffs in times of decline. As an HRO or staffing company , knowing how to help your clients manage these types of fluctuations is essential.



The state of the economy can significantly impact a wide range of businesses. For example, during the 2008 housing crisis, industries like real estate, construction, financial services and manufacturing were hit hard. Many companies in these industries had to reduce their workforce or close their doors for good. The pandemic on the other hand hit industries like travel, hospitality, entertainment, retail, health care and education the hardest. These industries had to make hard decisions regarding their workforce to protect their bottom line.



A high unemployment rate can affect businesses in every industry. That’s because consumers have less incentive to spend, which can further slow down the economy’s recovery. For HR outsourcers and staffing companies, when SMBs struggle, the effects can trickle down.  



Businesses must learn how to manage large fluctuations in employment. If an organization has to make the hard decision to lay off employees or reduce their hours, it will lead to an influx of unemployment claims. For SMBs in particular, those extra costs can be cumbersome at best. 



If your clients find themselves in this position, several steps, such as working with a third-party administrator, can help their company and employees during challenging times. Workforce management solutions like Experian Employer Services offer unemployment claims management solutions that can receive claims electronically through the State Information Data Exchange System (SIDES) on their behalf. From there, SMBs can quickly respond to unemployment claims filed by laid-off employees.



Simplifying the Unemployment Claims Process



If you’re an HR outsourcer or staffing company, your clients can easily provide data to your unemployment services partner to provide the necessary information to the applicable state unemployment agency. With the ability to expedite accurate responses, you can ensure your displaced workers receive their unemployment benefits quickly without delay to improve the overall experience.



In addition to working with an unemployment claims management solution, PEOs and their SMB clients as well as staffing companies can take several additional steps to stay proactive in the event of an influx of unemployment claims. Processes and steps businesses can take include:




Staying informed: Unemployment regulations and requirements often change and vary state by state. Employers must stay informed on unemployment law changes and guidelines to ensure they’re meeting filing deadlines and providing the necessary documentation to ensure unemployment claims are processed and received. 



Accurate record-keeping: Another proactive approach to handling an influx of unemployment claims is continuously maintaining accurate records. This way, companies will have access to the necessary documents when they need them. This includes maintaining accurate records on employee pay history, hours worked and compensation received to reduce errors and unemployment claim disputes. Accurate reporting of any remuneration paid out at the time of separation, such as salary continuation, severance, pay in lieu of notice, etc., is critical to determining correct payment of unemployment benefits. 



Claim activity monitoring: If you receive an influx of unemployment claims, losing track of each case can be easy. However, careful monitoring of claim activity is essential to help prevent overpayments. As your clients monitor activity, software can help them look for patterns or trends that can be indicative of an issue and use that data to create remedies. 



Clear communication: Displacing workers loyal to your company is extremely difficult. However, one way to improve the overall employee experience is by having clear lines of communication. If your clients find themselves having to lay off staff, advise them to  communicate the process for filing claims and be readily available to answer any questions.




Staying one step ahead of unemployment claims is essential to ensuring a smooth and easy unemployment claims process for your employees. With these tips, you can improve your overall employee experience even during times of hardship.



Wrapping Up: Employee Experience 2023



It’s hard to say how 2023 will pan out. However, trends show that the first quarter may have experienced an economic downturn from the last quarter of 2022. With that said, companies have had to make hard decisions affecting their employees and, as a result, may have to manage an influx of unemployment claims.



Companies need to go into 2023 looking to improve the overall employee experience, and HR outsourcers and staffing companies can help. By having a fine-tuned unemployment claims process in place, as well as implementing other practices like compliance, professional development opportunities, and creating a positive company culture, employers can build a strong foundation that gets them through the rest of the year.



Learn more about how Experian Employer Services can help. 











Fiona Moran is an unemployment compensation expert who has been helping clients maximize success and minimize unemployment costs for 35-plus years. Her extensive knowledge and experience allows her to assess unemployment management procedures and workflows to improve quality and efficiency. As vice president of service and delivery at Experian Employer Services, Moran analyzes needs to install the correct service team and develop customized partnerships, providing quality work and superior customer service. Moran has improved unemployment operations for clients during her time with several employer solution providers

### PrismHR Partners With WOTC.com to Deliver Work Opportunity Tax Credits to the PEO Industry

HR service providers can now receive compliant tax credits through WOTC.com.





Hopkinton, MA (May 8, 2023) – PrismHR, a leading HR technology software platform powering payroll, benefits and HR for small- and medium-sized businesses across the U.S., today announced a new partnership with WOTC.com, a tax credit service designed to maximize work opportunity tax credits (WOTC). 

The WOTC program gives business owners the chance to claim $2,400 to $9,600 per eligible new hire. WOTC.com’s team of tax credit experts focuses exclusively on helping employers navigate these claims.

“WOTC.com is extremely pleased to be partnering with PrismHR in order to offer best in class processing of hiring tax credits through the PEO industry’s leading human capital management platform,” says Patrick Cooney, Chief Development Officer for WOTC.com. “Both companies have a shared ideal of offering comprehensive service to the PEO industry and we’re excited to be working together for our common clients.”

“We are thrilled to partner with WOTC.com to offer an optimized tax credit service that helps to increase the funds available to employers,” says Tim Pratte, President of HRO Business Unit at PrismHR. “WOTC.com’s expert tax teams can maximize credit value while also minimizing the effort and time spent by our HR service providers’ SMBs, streamlining the whole process.” 

About PrismHR

PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll,  benefits and HR while leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing more than $80 billion in payroll each year. PrismHR is located in Hopkinton, Massachusetts. For more information, visit www.prismhr.com. 

About WOTC.com

The Work Opportunity Tax Credit (WOTC) is a federal tax credit available to employers, rewarding them for every new hire who meets eligibility requirements. WOTC.com helps employers claim these credits in all fifty states, prioritizing reporting and eligibility compliance. WOTC.com is comprised of an advanced team of tax credit professionals with an array of extensive knowledge about claiming credits. 

MEDIA CONTACTS:

PrismHR:
Natalie Rockefeller
E: nrockefeller@prismhr.com

WOTC.com:
Patrick Cooney
E: Patrick@wotc.com 

### And the Most Expensive Job in America Is …

By Charles Lattimer



It should come as no surprise that income is the No. 1 predictor of our health in America. 



It’s well-researched and widely reported that the more money we make and save, the healthier we are physically, mentally and emotionally. This, of course, has a positive correlation on the overall stability of our families, communities and organizations at-large. It is, has been and will continue to be all about the money we make and what we choose to do with that money that counts. 



Yet, even in the face of this age-old reality, so many Americans continue to be one unexpected expense away from peril. Harsh economic realities such as soaring inflation only exacerbate the issue, with over 6 out of 10 employees across America living paycheck to paycheck today, which is an increase of over 9 million Americans from the end of 2022. And, for the first time in history, the issue reaches deep into middle-class homes and touches both hourly and salaried workers. In December 2022, a Fortune article states almost 51% of those earning over $100,000 annually reported they, too, are living paycheck to paycheck. 



What is not new, however, is the disproportionate impact on Black and Hispanic households. Financial Health Network’s FinHealth Spend Report 2022 states that the most financially vulnerable households “spent 14% of their incomes on interest and fees vs. 1% for the financially healthy.” This is one reason living paycheck to paycheck can be characterized as the most expensive job in America, but it isn’t the only one. Aside from undue fees and unreasonable interest rates, the ultimate consequence is stress.



Anxiety and panic, sleeplessness and feelings of isolation and loneliness are often associated with being stressed out, according to an APA study. And, unfortunately for employers, employees can’t simply “leave stress at the door.” The ever-present negative consequences of employee financial stress span from absenteeism to presenteeism to productivity loss to increased health care costs, all of which have a profound impact on businesses, too. According to The Employer’s Guide to Financial Wellness, financial stress results in approximately 11% to 14% of annual payroll costs in lost productivity and increased turnover. 







65% of those studied by the American Psychological Association state that money is a significant source of stress, with 57% citing insufficient emergency savings as ‘having a major negative impact on their mental health.’



Source: Bankrate 







How Can We Help? 



First, as employers, we must fully embrace the connection between emergency savings and financial stress, and new studies underscore this point. “Research shows that saving something—no matter how small—can gradually build a sense of optimism.” Further, the Consumer Financial Protection Bureau’s (CFPB) financial well-being scale reports that individuals with no emergency savings score an average of 40 while the overall population averages 51 out of 100. This score jumps to 61 for individuals that have at least one month of income saved. This clearly demonstrates that the smallest amount of savings, coupled with consistent savings behavior, presents an opportunity for businesses to dramatically decrease stress-related, negative outcomes in the workplace. 



So, how can we help employees save for unexpected events such as medical expenses, home or car repairs, or natural disasters in the assurance that they can meet their basic needs and avoid reaching for high-interest credit cards during difficult times or, even worse, depleting their retirement savings? 



Employer-Sponsored Emergency Savings Is the Answer



Human resources leaders and the C-suite need to prioritize emergency savings as a voluntary, yet vital, benefit for employees. Indeed, recently enacted federal legislation in the storied SECURE 2.0 Act represents a major opportunity for employer-supported financial wellness. But unfortunately, there is one glaring omission in the legislation: the SECURE 2.0 Act provides only $1,000 in short-term emergency liquidity options for employees with retirement accounts. Given U.S. Census Bureau figures showing only 41% of Americans contribute to a 401(k) or similar retirement savings plan, the gap in this provision ignores the short-term liquidity needs of the employees most likely to be living paycheck to paycheck. 



Employers need to approach the issue with intention, working to solve the challenge through additional initiatives. It’s quite simple: Alternative liquidity options will be essential for enterprises to guarantee access to affordable short-term credit options for their employees for the assurance of a healthy and engaged workforce today, tomorrow and in the years to come. Once those short-term challenges are met, employers can then thoughtfully engage underserved employees with emergency savings and retirement solutions to ensure long-term financial stability. 



That’s a job we can all take pride in. 



Ready to learn more? Find out how FinFit can help you create an easy-to-use, self-directed financial wellness program for your company and eliminate the most-expensive job in the country. 







Charles Lattimer is FinFit’s chief innovation officer. 







Charles is a seasoned technology entrepreneur and innovator, with over 25 years of experience. He founded his first technology startup in graduate school at Virginia Tech back in the 1990s, which was acquired in 2000. He has pioneered technologies and business models in financial technology, payment systems, loyalty programming, funding models, online learning, management and profitability simulations and most recently financial wellness.While on faculty at Virginia Tech, Charles founded and led Cooperative Leadership Institute (VTCLI) and co-authored one of the top-selling college management textbooks, “Management: A Balanced Approach for the 21st Century.”

### Integrated Time & Invoicing System Now Available to PrismHR HR Service Providers with Staffing Clients

HR service providers can now offer their staffing clients an integrated time and invoicing system.




Hopkinton, MA (May 1, 2023) – PrismHR, a leading HR technology software platform powering payroll, benefits and HR for small- and medium-sized businesses across the U.S., today announced it has partnered with Bilflo, a cutting-edge back office software solution designed to increase efficiency for staffing agencies and PEOs. The collaboration aims to minimize data-entry errors and expedite payroll processing, enabling businesses to manage contractors on assignment more efficiently.

Bilflo's back-office software offers a wide range of features to help businesses streamline their operations, including:

 	Mobile-friendly timecards: Import or capture contractors' and team members' time data easily.
 	Automated invoicing: Built-in overtime rules automatically turn time data into invoices.
 	Real-time reporting: Access business intelligence and track team member goals with performance management features.

“Our partnership with Bilflo provides our customers with unique opportunities for incremental growth and more profitability with the efficiencies they bring to the table.” says Tim Pratte, President of HRO Business Unit at PrismHR. “Bilflo’s integration with our platform will harness the power of collaboration and innovation to drive growth and deliver even greater value to our PEO customers with staffing clients.” 

The integration between PrismHR and Bilflo allows businesses to seamlessly export contractors, team members, clients, jobs, and timecards from Bilflo to PrismHR, where the records are created automatically for payroll processing. Paycheck data can also be exported from PrismHR back into Bilflo to display paystubs and calculate actual gross profit based on real paychecks.

In addition to these core features, the integration enables businesses to set up their own general ledger, export federal and state tax information, and manage direct deposit information, among other capabilities.

"We're partnering with PrismHR because they are best-in-class for payroll solutions. We're now able to provide PEO & staffing companies with Onboarding, Time, Billing, & Payroll tools,” says Barrett Kuethen, Founder and CEO of Bilflo. “Regardless of your ATS, Bilflo & PrismHR can close out your back-end operations with our automation tools.”

About PrismHR 

PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll,  benefits and HR while leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing more than $80 billion in payroll each year. PrismHR is located in Hopkinton, Massachusetts. For more information, visit www.prismhr.com. 

About Bilflo

Bilflo is a cutting-edge back office software solution designed to radically increase the efficiency of staffing agencies and PEOs. By offering a wide range of features, including mobile-friendly timecards, automated invoicing, and real-time reporting, Bilflo empowers businesses to optimize their operations and focus on growth. For more information, visit www.bilflo.com. 

Media Contacts 

Bilflo:
Kevin Nguyen
E: kevin@bilflo.com 

PrismHR:
Natalie Rockefeller
E: nrockefeller@prismhr.com

### PrismHR Announces Partnership with Violet Berri, a New Embedded Insurance Platform

HR service providers can now offer their small- and medium-sized business clients an embedded insurance platform.

Hopkinton, MA (April 13, 2023) – PrismHR, a leading HR technology software platform powering payroll, benefits and HR for small- and medium-sized businesses across the U.S., today announced it has partnered with Violet Berri, an embedded insurance platform, to integrate its full suite of property and casualty and cyber insurance services within the PrismHR platform.
Violet Berri is a leading business insurance platform offering an embedded, seamless experience for delivering insurance to  small- and medium-sized businesses (SMBs). Embedded insurance is defined as an insurance product that can be purchased as part of another product- or service-related transaction. 
Violet Berri’s platform allows Professional Employer Organizations (PEOs) and Administrative Services Organization (ASOs) to offer cyber insurance—which is increasingly becoming table stakes for businesses with ransomware and cyberattacks constantly on the rise. The platform’s smart end-to-end flow streamlines the submission intake process with data pre-populated from PrismHR and other third-party data sources. The platform also automates the quote and bind process to simplify the entire business insurance buying experience. 
“Our mission at Violet Berri is to simplify the archaic and fragmented process of securing insurance to ensure that small businesses are protected in all facets of their business, and we’re thrilled that PrismHR is aligned in delivering value-added services through its platform,” said Hamesh Chawla, CEO of Mulberri. “Our partnership with PrismHR is designed to provide a seamless business insurance buying experience for PEOs and their clients.”
Violet Berri offers numerous benefits to providers, including: 

Smart Submission: A seamless intake process leverages PrismHR and other data sources.
Marketplace: Multiple carriers to choose from.
Quote and Bind: Instant quotes and binding in minutes.
Post-bind: A user-friendly client portal.
Single Source of Truth: Access to all data and info in one place plus  easy access at renewal time. 

“I’m excited that PrismHR customers will now have access to Violet Berri products,” said Tim Pratte, President of the HRO Business Unit at PrismHR. “Violet Berri is a leading provider of embedded insurance services, and this partnership will help reduce friction for PEOs and their customers. And because Violet Berri delivers choice, this will enable PEOs to provide value to clients while also improving margins for their businesses.”
About PrismHR 
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll,  benefits and HR while leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing more than $80 billion in payroll each year. PrismHR is located in Hopkinton, Massachusetts. For more information, visit www.prismhr.com. 
About Violet Berri   Violet Berri is a leading business insurance platform for PEOs and ASOs powered by Mulberri offering an embedded, seamless experience for delivering insurance to small- and medium-sized businesses (SMBs). For more information, visit www.mulberri.io.
Media Contacts 
Violet Berri:Princy JainE: princy@mulberri.io 
PrismHR:Natalie RockefellerE: nrockefeller@prismhr.com

### 4 Ways PEOs Can Maintain Profitability Even in an Uncertain Economy

Typing “Are we” into Google generated the response we were looking for off the bat: “Are we in a recession?” 



Oh, Google, you know us too well.



Recession, of course, depends on how you define it,” but many economists say we are not currently in a recession. Still, not to sound alarmist, some believe we are headed toward one, and a new economic downturn could look much different than the eight we’ve seen going back to 1969. That’s because the demand for labor is still strong and there are low levels of debt, which are factors you would normally see trending in the opposite direction during a recession.



For the record, the most recent recession (2020) lasted only two quarters because it was caused by the pandemic, but the Great Recession stayed around for seven quarters, which was the longest we’ve seen since 1969.



No one knows without certainty where our economy is truly headed, but there is always a light at the end of the tunnel for organizations that make smart business decisions.



Even with inflation finally slowing, interest rates rising and some banks teetering, there’s still plenty of opportunities for Professional Employer Organizations (PEOs)  and their small and medium-sized business (SMB) clients to excel even in these uncertain times.



At a NAPEO webinar in February, I moderated a First Friday* panel discussion titled “Managing Your PEO During Economic Uncertainty.” The panelists were Ray Dile, chief revenue officer at Pathway Strategies; Wendy Katz, chief financial officer at Questco; and Lisa Petrovich, director of payroll operations at InTandem Human Resources.



The following is a recap of the discussion with the quotes edited for length and clarity.



Lisa PetrovichInTandem



 Here are the key takeaways:




No. 1: Automating processes can help reduce manual tasks, increase efficiency and lower the cost of operating your business. Automation will never fully replace some manual processes, but integrating automation can make everyone’s job easier.As Lisa Petrovich said, “The more we can automate our system, the less manual processes that our current team members have to manage, and that frees them up to be able to devote more time to the client’s specific needs.” 




Wendy KatzQuestco




No. 2: Lower-cost offshore or nearshore resources for back office activities can help offset rising costs of recruiting new talent. While we are not advocating for eliminating U.S. jobs by any means, for companies that need to scale quickly or keep costs down, PrismHR partner Solvo Global, for one, is doing an amazing job helping companies find talented people who can help right away. As Wendy Katz explained, “Regardless of the size of your organization or the complexity and sophistication of your service delivery model, there most definitely are opportunities to look for ways to automate something that's currently being done manually and/or to look for opportunities to either offshore or nearshore activities in an effort to identify a lower-cost resource to do some of the more standardized and routinized activities that are administrative in function.” 




Ray DilePathway Strategies




No. 3: Self-service and Artificial Intelligence (AI)-powered tools can deliver instant service and information to increase client satisfaction and reduce costs. We are excited about the possibility of bringing AI into the HR outsourcing space. Artificial intelligence can’t replace people, but it can help people do their jobs better, and we believe AI can help HR generate data insights quickly, too.As Ray Dile said, “I think, if we take a moment and look at how clients want to interact with us vs. how we want to interact with them, I think we're very proud of our service models. I would argue that there are plenty of clients who would rather interact with you electronically, and that might be able to be automated, especially with some of the really cool, interesting AI stuff going on out there.” 





No. 4: Hone in on your value proposition and don’t be a one-size-fits-all provider. Let’s face it: We need to adapt to our customers as much as we want them to adapt to us. A bakery in New York and a tech startup in Seattle are going to need very different approaches to helping them keep and retain talent.“You have to decide who you want to be in the marketplace. Scaling today is about serving a particular marketplace where you can differentiate. I know that it’s a tough conversation to have with your team or your organization, but I think the more you can listen to the right type of buyer, then they'll actually help inform how you should evolve your organization.”—Ray Dile“If you aren’t looking at your performance metrics on a regular basis to better understand what’s driving both your top line and your bottom line, you're missing out on opportunities to drive profitability. The key here is to re-evaluate your strategic plan regularly by monitoring where your business is going and take appropriate action to course correct when circumstances warrant.  Timely and informed decision-making is critical.”—Wendy Katz“We really have the one payroll specialist who services clients’ accounts from start to finish. They really are the expert all around, not only just for that particular client, they have the familiarity with all clients, they're also experts within their field. We're always encouraging continuing growth in their education and making sure that they're comfortable in the whole process of compliance and everything else that we need to turn back to the clients.”—Lisa Petrovich 




My Thoughts on How PEOs Can Succeed Even in a Tough Economy



The economic world is filled with uncertainty these days, but we know challenging times don’t last.



Even if we encounter that “R” word, there are strategies PEOs can take to prosper even during uncertain times. 



It all starts with technology. Incorporating automation will help PEOs create the operational excellence they’re looking for and help them scale their business while keeping costs down. That’s why PrismHR has focused its efforts on efficiency and analytics as we’ve seen with the release of the PrismHR Data Warehouse. 



This innovation will give you the power and tools you need to create valuable and unprecedented insights for your customers, and this is just the beginning. Being able to see where opportunities are developing, perhaps when a client has seen significant growth, offers huge advantages for PEOs to make better business decisions. 



Also, as we’ve seen in this blog, I’m excited to see a future that incorporates AI-powered and self-service tools to reduce the burden on PEOs. AI is eventually going to impact all of our businesses—and in many ways it already has—so there’s no time like the present to start dipping your toes in to see where it can help your company. 



As part of PrismHR’s strategy to help PEOs grow, we have also keyed in on creating the most robust Marketplace partner program in the industry. Having scores of options in the Marketplace gives your clients the competitive advantage they need to compete for talent while helping you grow your business as well. 



Despite all the economic uncertainty these days, PEOs and their clients can succeed and maintain profitability during economic challenges. And with these tips from our panel of experts, you won’t have to Google anything to find out how to do it. 



Want to learn more? Join me at PrismHR LIVE this summer (June 25-27); it doesn’t take place on a Friday, but we guarantee you’ll love it just the same. 



* OK, it was actually the second Friday in February.







Tim Pratte







Tim Pratte is president, HRO at PrismHR. For the past 26 years, Tim has helped thousands of business owners reduce overall labor costs and provide improved benefit options for their employees through innovative technology, multiple strategies, cost saving techniques, and expert advice to streamline business processes.



He graduated summa cum laude from the University of Tampa with a degree in Economics and previously served in executive level leadership positions at leading PEOs.

### 5 Questions to Ask a Cloud Service Provider About Cybersecurity

Dwayne SmithChief Information Security Officer, PrismHR



One of the questions I’m frequently asked by PEOs is simple: Is the cloud safe?



Actually, this is a trickier question than it seems. The answer is yes, of course, but like any internet-based endeavor, there are certainly many caveats. Cloud security requires you to think about security differently than on-premise security or data center security. While many of the same concepts apply, you may require different tooling and approaches to enable the correct level of security. PEOs also need to be more cloud savvy through the use of SaaS, IaaS and PaaS (more on this in a bit).



One point I can’t stress enough is that everyone has a role to play to ensure your data and systems are safe from cyberattacks; most breaches begin when someone lets their guard down and gets tricked into revealing information (passwords and such) through phishing, which could put the entire organization at risk. A quick click on a link from a phony email or engaging with a supposed “executive” through a social engineering attack (where someone impersonates someone from the company’s C-suite or another high-ranking official affiliated with the organization) could open the floodgates at any time.



Cybersecurity is never an easy job, but with the proper protocols and tools in place, companies can help ensure their systems and information is protected as well as their customers’.



Also known as Software as a Service (SaaS), cloud computing has changed the way we work by giving everyone in the organization the ability to access the tools, software and information they need to do their job whenever and wherever they want. Whether you’re in an office, a factory, at home or even taking a respite on a beach in Tahiti, as long as there’s a Wi-Fi signal or cellular connection available, information will always be at your fingertips.  



Unless the cloud solution has been compromised by a cyberattack, that is.



In Hiscox’ latest Cyber Readiness report, the cyber insurance company found that companies with $100,000 to $500,000 in revenue now face as many cyberattacks as those making $1 million to $9 million. In other words, cyberattackers are not just looking to go after the bigger players anymore. Everyone is a potential target in today’s cyberworld!



As with any internet-related technology, hackers and cybercriminals continually mine for weaknesses in the cloud, and attacks don’t always happen instantaneously. 



Did you know that the average data breach takes 277 days to detect and resolve? That’s because once an attacker breaches someone’s system, they might want to keep a low profile to get as much information as they can before they launch a full-blown attack or they might want to spend time inside the network just practicing and experimenting to prepare for future attacks or searching for information about bigger companies with which you do business. Additionally, after an attack is detected, it can take some time to push the cyberattackers out after they’ve gotten in. Having a backup system is critical, but even that can take several hours or more to deploy. 



Thankfully, cloud security has gotten stronger and stronger as cloud service providers have evolved and matured. As well, the pandemic and the influx of hybrid- and remote-working arrangements accelerated cybersecurity efforts, but that doesn’t mean there aren’t lots of bad actors out there still looking to exploit new vulnerabilities.



It’s been that way since the very beginning.  







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History of the Cloud 



Believe it or not, the idea of cloud computing was floated all the way back in 1963 when the Massachusetts Institute of Technology (MIT) was awarded a $2 million grant from the Defense Advanced Research Projects Agency (DARPA) to develop a computer that could be used simultaneously by two users as part of its Project on Mathematics and and Computation (Project MAC) endeavor.



As DARPA itself explains on its website, “A major thrust of Project MAC was to develop general purpose time-sharing capabilities, which later influenced the design of computer systems for commercial and defense uses. Within years of its start, Project MAC would evolve into the world’s first online community, complete with online bulletin boards, email, virtual friendships, an open-source software exchange—and hackers.”



And hackers indeed.



One Size Does Not Fit All



To be clear, there are different types of cloud computing software out there: from private clouds (often set up by a third-party vendor) to public clouds (think Amazon Web Services, Azure and Google Cloud) to hybrid clouds (could be one private and one public, etc.) to multiclouds (a way to keep cloud data separated). Besides SaaS, there’s also Platform as a Service (PaaS), think external networks, servers, operating systems or storage as well as Infrastructure as a Service (IaaS) where companies rent or lease servers for computing and storage. 



There is also third-party software you undoubtedly already use that is cloud-based, such as Microsoft Teams or Google Docs. 



I bring all this up here just to put cloud cybersecurity into proper context for how complex it truly can be. In the early days, we struggled to get two computers to communicate with each other. Today it is almost impossible to keep them from communicating when we don’t want them to.



Check the Defenses



A good cloud-based software provider will audit its own cybersecurity initiatives. At PrismHR, we use the American Institute of CPAs’ (AICPA’s) System and Organization Controls 2 (SOC 2) criteria, which is an industry standard framework for measuring an organization’s cybersecurity initiatives. 



Besides asking a cloud provider about whether it follows SOC 2, another way PEOs can check a provider’s cybersecurity strength is through asking about penetration testing. This is where an organization pays an ethical hacker to see if they can break into their systems. Keep in mind that this is not something every company does because it can be cost-prohibitive and may have an impact on the service to customers, but it is something you certainly can ask a cloud provider about to help gauge its commitment to cybersecurity.



There’s also so-called “attack” tooling that will give you a vulnerability score, but keep in mind that bad actors have access to the same tools, so it works both ways. You can find out how vulnerable a cloud provider or even your organization is to a potential cyberattack, but so can they. You should also work with your cloud provider before using any “attack” tooling or conducting unannounced penetration testing. Not doing so could have unpredictable consequences.



Cyber attackers are constantly looking for new ways to penetrate an organization’s cyber defenses, so it’s important for any cloud company to practice constant vigilance. Cloud providers and PEOs can never afford to let their guard down when it comes to cybersecurity. 



So what should you be asking cloud providers about cybersecurity? Good question. Here are a few things that come to mind.



Questions to Ask Cloud Companies About Cybersecurity



1. Has the cloud provider gone through an independent assessment about what their security controls are for where the data is stored, and do they monitor for vulnerabilities?




If they have been independently assessed, you should be able to review a summary of the assessment, but you should also research the assessment company as well, especially if it’s not a well-known one. 



In terms of technical controls, you need to know where the data is housed (U.S./abroad). If you do business in California, for instance, you need to know that the cloud provider’s protections comply with different geographic regulations, such as the California Consumer Privacy Act (CCPA) and the European Union’s General Data Protection Regulation (GDPR) as two examples.




2. What is their public reputation?




Look for independent reviews from trusted sources from an accrediting body website, industry peers and previous customer letters of past performance. 



Does the company have customer referrals available to offer insight into how they support and respond to different things from a security or IT perspective? Always try to talk to a customer to gauge their confidence in the cloud company and how responsive they are. If a breach or outage occurs, you’ll want to know that you can get in touch with the cloud company based on your business needs.




3. Does the cloud provider allow single sign on (SSO), and do they support multifactor authentication (MFA)?




SSO is a great way to allow your employees and customers to access all of their cloud solutions through one convenient password at login. The potential problem, of course, is that a cyberattacker could be able to access more data should there be a successful breach. That’s why a state-of-the-art MFA option is important. A good cloud provider will provide MFA to ensure there is at least one other action a user must take to gain access to the software/data, whether it’s through an authenticator app, text message confirmation, email, phone call, etc.




4. Can we set up role-based access?




Not everyone in an organization needs access to all information. Being able to limit the number of people who have access to sensitive information is essential. 



Placing users into roles also ensures that changes to the system are controlled and can be audited.




5. Most importantly, what is the disaster recovery process? 




Any backup system will take time to launch, so you need to know what the company would be able to do within 24 hours (you might have to pay more for quicker turnaround times, but find out from the outset).




Cloud software is a critical tool in today’s business world, asking the right questions can help ensure your PEO’s data and systems remain safe now and in the future.







This article originally appeared in the March 2023 PEO Insider magazine.

### Ready to Rev Up Your Data?



### Improving Engagement Is the True X Factor of Performance Management

In 1960, Douglas McGregor, an MIT Sloan School of Management professor, published his theory on management and motivation for employees.



He split companies’ management styles into two camps: Theory X and Theory Y.



Theory X was the belief that employees need to be strictly controlled because they are inclined not to do any work if left to their own devices, and Theory Y held that employees should be trusted and empowered.



Today, Theory Y is pretty obviously the winner, but at the time it was a big departure from previous managerial theories going back to the Industrial Revolution. 



Annual Reviews



For generations, Performance Management meant getting together with workers once a year and going over their annual performance review to see where they meet or exceed expectations and where there is room for improvement. While annual reviews are still used ubiquitously for merit increases and sometimes action plans, the idea that an employee should have to wait a year to get feedback on their performance is becoming rarer than a Ploughshare tortoise sighting. 



General Electric Co.’s Jack Welch, for one, took a unique approach to the annual performance review. Under his “vitality curve,” employees were ranked against their peers with the top 20% considered the most productive people, the next 70% adequate workers and the bottom 10% deemed low performers who should be looking for their next position elsewhere.



On the other hand, according to Gallup’s State of the Global Workplace: 2022 Report, business units with engaged employees saw 23% higher profits than those with disengaged workers. Frankly speaking, making employees wait 365 days to hear how they performed over the course of the year was never a great way to encourage people and set them up for success. 



“Losing your best people means losing your reliable winners, your constant innovators and your most effective problem solvers,” Gallup wrote.



True enough; that’s why Performance Management and regular communication is so important.



5 Ways to Improve Engagement Through Performance Management




Set Clear Expectations: There’s an episode of Seinfeld called "The Bottle Deposit" where George Costanza (Jason Alexander) is talking to his boss from the New York Yankees, Mr. Wilhem (Richard Herd). Mr. Wilhelm lectures George about being better about paying attention, so Mr. Wilhelm doesn’t have to repeat himself. He then mentions a special project he has for George, but walks into the bathroom before finishing his thought. Respecting Mr. Wilhelm’s privacy, George doesn’t follow him into the lavatory at first, but then finally does decide to enter after waiting a while. He enters the bathroom and finds out Mr. Wilhelm, assuming George had followed him in, never stopped talking about the project and what it entailed. Fearing Mr. Wilhelm would be angry if George asked him to repeat the project, George simply says he will make the project his top priority—even though he has no clue what the project is.This might be an extreme example, but it shows how clear communication and setting expectations can help ensure success for the employee and, ultimately, the organization. 



Practice Positive Reinforcement: Back in 1982, Dr. Aubrey Daniels wrote a textbook on Performance Management. What he said then still holds true today, “Positive reinforcement is the most powerful leadership tool.” Another way to push positive reinforcement is through spot bonuses, extra paid time off, offering flexible work options, and praise and acknowledgement among other things, according to C-Level Strategy. In other words, we’re positive that being positive will help boost morale and help you retain top talent. 



Deliver Regular Feedback: Imagine taking a class and not knowing how well or how poor you’re doing until your final grade comes out. That would be stressful because it’s too late to make any changes when all is said and done. As we mentioned, waiting for the annual review to provide feedback simply doesn’t work in today’s workforce. People need regular feedback to improve and grow in the organization and in their careers. We’re not saying every small issue needs to be addressed immediately, but if it’s something that’s important to fix and/or discuss, then why wait?Weekly check-ins can go a long way toward setting people up for success. Forty-three percent of highly engaged employees say they receive weekly feedback, so we say the more the merrier. Today, organizations are more inclined to offer continual feedback rather than waiting for the proverbial “next year” to help them retain top talent, especially since it can cost three times an employees’ salary to fill a role in “hard” costs and “soft” costs related to lost productivity, according to Society for Human Resource Management (SHRM) research. 



Be Open to Questions/Concerns: Leaders need to listen. It’s as simple as that. A person doing a job day in and day out probably has more insight into everyday issues, so it’s important to hear employees out when issues arise. Not feeling heard can lead to feelings of apathy and can hurt retention. Women and minorities in particular have historically not always had their voices heard in the workforce. Creating a culture where everyone feels heard is essential to building a more inclusive workplace. As Regina Borsellino wrote for The Muse, “Even when people don’t consciously try to exclude members of minority groups, they are more likely to include colleagues most similar to themselves.” Having your concerns heard and having an organization take action if warranted is empowering for any employee and helps improve morale. That all starts with actively listening to your employees. 



Provide Training & Development Opportunities: Things move fast in today’s competitive business landscape. Most people’s jobs evolve as time goes on, and sometimes the work moves into new areas that the employee hasn’t been properly trained on. Think of this as an opportunity. Whether it’s an online course, two-day summit or something else, employees appreciate the opportunity to learn. It benefits them as much as it benefits the company. A LinkedIn survey from a few years ago found that 94% of employees said they would stay at a company longer if the organization were invested in their careers. 




Those are the true X factors of Performance Management.



As Jacinda Ardern, the former prime minister of New Zealand, said in her farewell address: Leaders can be “sensitive” and “kind.” These are words that hold true for world leaders and managers. Additionally, Steve Jobs is credited as saying, “Management is about persuading people to do things they do not want to do while leadership is about inspiring people to do things they never thought they could.”



We agree.



To learn more about how Performance Management can help your organization excel in recruiting and retention, please watch our latest webinar with Michele Lindsay, PrismHR’s director of talent management solutions.



James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### Swinging for the Fences: How Kraig Sanders Went From Umpiring to Empowering PrismHR’s Partnership Program

Baseball is underway with the start of the 2023 season, so we caught up with Kraig Sanders to find out more about how he went from umpiring in the minor leagues to sliding into his current role as PrismHR’s director of partnerships.



Today, Sanders is called upon to help PrismHR’s robust network of Marketplace partners offer integrated HR solutions—human resources not home runs; well, on second thought, actually both—to PrismHR customers, their small and mid-sized businesses and their employees. But from 1990 to 2000 he was just focused on getting the calls right on the baseball diamond as an umpire. Out, safe, ball, strike and, occasionally, balk or “You’re outta here.” 



Whoosh, zip, smack.



With baseballs regularly leaving a pitcher’s hand at 90 to 100 mph, a professional hitter has less than half a second to decide whether to swing or take a pitch, so in the time it took you to read those three words, a ball would have already slammed into a catcher’s mitt—and perhaps even been heading back to the pitcher via a return throw from the catcher.



For Sanders, who lives in the Denver area with his wife, Cathy, thinking fast comes with the territory in the HRO space and on the baseball diamond. 



While his twin 20-year-old sons, Jacob and Eli, were more interested in soccer, Sanders spent his high school days mostly focusing on baseball. He played catcher on his baseball team. It’s a position that requires a lot of thinking to determine the pitch. It also takes awareness when it comes to thinking about how a play could develop or if, say, a runner might be looking to steal a base. It also requires a good deal of managing prowess in terms of helping put players and pitchers in the best position to succeed. While most young people avoid the catching position because it forces them to squat behind the plate for hours at a time and have balls hurled at them, sometimes wildly, Sanders was never afraid of getting out of his comfort zone and into the trenches. 



It’s not unlike how he digs in and really works with the PrismHR Marketplace partners to help make the program a success. Whatever curveball he faces, he never lets a good pitch get past him.



“The thing I always liked about catching,” he said, “is you were always involved in every play, no matter what. You can play second base or left field and go half a game and never touch the ball.”



Kraig SandersPrismHR Director of Partnerships



Being “in” on every play is what has defined Sanders’ career then and now.



During college, his interests changed, and he no longer wanted to pursue the sport of baseball as a player, but that didn’t mean he was finished wanting to put a mask on and get behind the plate. His older brother, Keith, was a minor league umpire, and that inspired Sanders to pursue the same career. To make money in college, he started umpiring youth baseball games during the summer. Eventually he would make the leap to umpiring in the minor leagues where he learned getting hit by a foul tip hurts more as an umpire than as a player because you’re “locked in on the pitch” and not necessarily able to protect yourself the same way.



Baseball in the ’90s



Kraig Sanders, far right, with his umpiring crew circa 1996.



The 1990s were an interesting time in baseball history, of course, highlighted by a now-controversial home run race and the 1994 players’ strike, which ended the season before a World Series champion was named. Strikingly, major league umpires went on strike at the beginning of the 1995 season, so the opening games were played with minor league umpires at the helm. Unfortunately, Sanders wasn’t one of them; he was still paying his dues. 



The road to making the major leagues as a player is tough for most people since baseball only allows its 30 teams to have 26 players at a time (with a couple of more players added later in the season), which means there are only 780 spots available for most of the season. 



For umpires, it’s even more selective. 



There are currently 76 full-time umpires, some of whom have been in the major leagues for over 20 years, so the route to advancing from the minor league level to the major leagues is limited. When Sanders made his way up from Class A to Double-A and then Triple-A, the last step before the majors, there were only 62 MLB umpires, so even fewer opportunities. Many umpires, like Sanders, don’t make it to “The Show,” although in Sanders’ case he did work some spring training games with major leaguers. He even worked with some well-known players in the minors like Mark Mulder, Barry Zito and Tim Hudson who would go on to form the Big 3 starting pitchers for the Oakland A’s in the early 2000s, and a future Hall of Famer who went by the nickname “Big Papi.” 



He also dealt with the usual noise from fans, players and managers when a call didn’t go their way. Still, he always knew how to de-escalate a situation. One time he remembers he was the crew chief in a game and a rookie umpire called what should have been a home run a foul ball. The ball clearly hit the foul pole, which is actually fair, of course, but the newbie clearly missed it. “The Nashville dugout exploded,” Sanders remembers, and “the guy who hit the home run was a catcher who had some experience in the big leagues.” 



The catcher knew he hit a home run, so he wanted to go back into the dugout to prove his run counted. Sanders, wanting to protect his fellow umpire and follow the ruling on the field, warned the player about showing up the other umpire. Sanders was supporting his teammate even though he knew the young ump had made a mistake.



“I said, ‘If you go in the dugout, I'm going to run you,’ ” meaning kick the player out of the game. “He’s like, ‘Well, hang on. Why? It’s a home run.’ I said, ‘Right now it’s not a home run. It’s a foul ball.’ ”



Only after the other umpire asked him for his opinion if it was really fair or foul, performing his duty as the crew chief, Sanders called it a home run. But he followed protocol to a T; it was foul until it was officially challenged.



Still, the manager wouldn’t let it go. Wanting to make a point, he continued to argue the original call, so Sanders had to kick him out of the game even though the call eventually went their way.



His Call Up to the PEO World



For 10 years, Sanders was on the road and staying in hotels every summer hoping for his shot at the big leagues. 



Kraig Sanders with the emphatic strike-three call.



Throughout his career, winters were a time to work outside of the game. A minor league umpire’s salary was not nearly enough to support him for the full year, so he had to get a job every offseason.



“The first couple of years I went to a temp agency and I did stuff like unload trucks and all kinds of different temp jobs and just going back and forth. Then one year I went and I spoke to the same lady and I said, ‘Hey, I want something that’s more of an office-environment-type thing.’ Well, lo and behold, they sent me to a PEO that was headquartered in Little Rock, Arkansas.”



It was his first call up to the world of PEOs, but it would not be his last. He worked there two more winters after that, and made valuable connections in the company. They even used a product called Summit, which PrismHR would later acquire in 2017.



In his last full season in the minor leagues, he started to see the writing on the wall. He wasn’t called up to fill in at the major league level like some other umpires he knew did, so he was “99% sure” his career in baseball was ending.



After leaving the game after his 10th and final season, Sanders knew someone at Summit who used to work at the PEO he did, so he called her to ask if they were hiring. She connected him with the owner, and they hit it off right away. He was hired in September 2000 and officially joined PrismHR in 2017 following the acquisition. Today, Sanders works directly with PrismHR Marketplace partners, helping PrismHR customers find integrated solutions that serve their small and medium-sized business (SMB) clients and their employees.



Shane EdringtonZayZoon VP of Sales



Shane Edrington is ZayZoon’s vice president of sales. The company which offers earned-wage access solutions was recently named PrismHR Partner of the Year for 2022. He had some thoughts on how Sanders helps make the partnership program a home run.



“Working with Kraig is a pleasure,” he said. “Maneuvering through the initial stages of a partnership can be tricky, each side feeling one another out and attempting to build a relationship, while transparently advocating for their side. Kraig’s direct communication style paired with his easy-going personality helps bring trust to the process early. Trust is a core value at ZayZoon, so important that we establish that both internally and externally. We look forward to continuing to grow and evolve our relationship with PrismHR, largely thanks to Kraig.”



Partnerships and Umpiring



So are there similarities between working as an umpire and dealing with partners? Sanders answers in the affirmative.



“Umpiring teaches you to learn to work with people outside your organization,” he says. “As an umpire you work with players, managers, general managers and the league office.  It was important to build relationships in these areas to be successful, especially in some of the sticky situations that can occur during the season.” “Even though players and umpires didn’t always agree on everything, you have to learn to work together because I'm going to be back on the field tomorrow night as an umpire. They’re going to be back on the field tomorrow night as the catcher or the second basemen or whatever the case may be.”



The number of PrismHR Marketplace partners has grown about 600% since Sanders started. There were about 10 when he got here and about 70 now, and that number continues to grow with his help.



“I think I was good enough to umpire in the major leagues,” Sanders said, but he knows he made the right call when deciding to enter the PEO industry and now as he helps empower PrismHR’s partnership program. Thanks to the awareness and management skills he developed as a catcher and then as a professional umpire, the PrismHR Marketplace is always swinging for the fences. 



James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### 5 Ways Data and Analytics Help PEOs (From an AI and Human Perspective)

By James Tehrani and ChatGPT



I was asked to write a blog about how data and analytics can help PEOs. I pondered the thought for a moment, looked over some notes from conversations I recently had—and then did what any modern digital content marketer would do: I turned to ChatGPT to get its take. A take? AI take? 



Anyway, here are ChatGPT’s five key takeaways about how data and analytics can help Professional Employer Organizations: 




Tracking and managing employee data: PEOs can use data and analytics to track employee data such as compensation, benefits, performance and tenure. This can help PEOs manage employee information more efficiently and provide insights to clients on workforce trends and patterns. 



Identifying talent gaps: Data and analytics can help PEOs identify talent gaps in their clients' organizations. By analyzing data on employee performance and turnover, PEOs can help their clients identify areas where they may need to recruit and train new employees. 



Predicting employee turnover: With the help of data and analytics, PEOs can predict which employees are likely to leave a company, enabling clients to take action to retain their top talent. 



Benchmarking and performance management: PEOs can use data and analytics to benchmark employee performance against industry standards and identify areas for improvement. This can help clients develop more effective performance management processes and improve employee engagement. 



Providing customized benefits: PEOs can use data and analytics to analyze employee demographics and provide customized benefits packages based on their clients' specific needs. This can help clients attract and retain top talent.




Not bad for an AI robot actually, but I wanted to check with the humans who actually think about this stuff each and every day, so here are five key takeaways about how data and analytics can help PEOs from a human perspective:















Tim PrattePresident of HRO



1. Here’s what Tim Pratte, PrismHR’s president of HRO, had to say:



“Fifteen years ago, PEOs were not very quick to install electronic onboarding platforms and benefit enrollment tools that could help them automate these processes. Once we all realized how that was going to create that instant access, those became more ubiquitous within the industry. And now you have things like ChatGPT and other AI tools that I think we’re all looking at and playing with. It’s going to be really interesting to see how AI technology will benefit the PEO space in the future.” 







Adam Van Beek,Chief Innovation Officer



2. Here’s what Adam Van Beek, PrismHR’s chief innovation officer, had to say:



“The PrismHR Data Warehouse, for example, is designed to help HR service providers not only be more efficient but also make better decisions and have greater confidence in those decisions through analytics validation. It’s also easily scalable, so users can get quick insights whether their clients have 10 employees or 100,000.” 







Scott CormierVice President, Product Management & Design



3. Here’s what Scott Cormier, PrismHR’s vice president of product management and design, had to say: 



“HR outsourcers will be able to look at who’s laying off people, who’s hiring people, the type of workers they are employing. Are they moving to more part-time vs. full-time? Do they work with contractors? So that gives our customers a pulse of their business, and that will offer them much more strategy and decision-making capabilities than ever before. That’s why the PrismHR Data Warehouse is such a powerful tool.”







Rob ByersDirectorof Product Management



4. Here’s what Rob Byers, PrismHR’s director of product management, had to say:



“For HR service providers, most clients have an SIC code or NAICS code. With the PrismHR Data Warehouse, customers will eventually be able to cross-reference what different customers are paying for talent by industry. So if Widget Makers Inc. is paying $15 for its workforce and Widget Enthusiasts Inc. is paying $20, the HR service providers will be able to provide benchmark data to help their clients attract and retain talent. Data privacy is really important to us, so this, of course, will be an opt-in feature only.”







Ken Wright  Product Manager, Report Center



5. Here’s what Ken Wright, PrismHR product manager for Report Center, had to say:



“The new PrismHR Data Warehouse will allow our customers to integrate with business intelligence software to allow data visualization. Our customer base will be able to merge their data from external sources directly with their PrismHR data. With that, the right person will be able to extract the right data at the right time through various means with the goal of increasing operational efficiency and providing the most robust reporting solutions in the industry.”







Final Thoughts



As more companies move toward skills-based hiring vs. education-based, data becomes even more important in terms of recruiting and retention. Knowing a worker can do a particular job based on their background, skills assessments, etc., is vital. In a time when unemployment is low, mass layoffs—particularly in tech—are common and inflation is high, PEOs and every other organization for that matter must turn to data to help them compete for talent. 



We are just scratching the surface of what HR data can do for PEOs, but one thing is certain: The future is now; just ask AI.



James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area. 



ChatGPT is an AI tool that answers users' questions based on prompts. When asked what it likes about helping humans, it responded, “As an artificial intelligence [sic], I do not have personal preferences or emotions. However, I am designed to provide helpful and informative responses to assist and support humans in their queries and tasks to the best of my abilities.”

### Better Together: PrismHR to Raise the Bar at PrismHR LIVE 2023

Over Three Days in Austin this June, The Largest Technology Conference for HR Service Providers Set to Unite the Community and Highlight Latest Product Innovations




HOPKINTON, Mass., March 21, 2023 (GLOBE NEWSWIRE) -- PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced details about its annual event, PrismHR LIVE. Being held at the JW Marriott in Austin, Texas, from June 25 through June 27, 2023, PrismHR LIVE will bring together more than 400 members of the PEO and ASO community to collaborate, network and learn more about PrismHR’s technology.
The theme for 2023 is “Better Together: Raising the Bar,” evidenced by the robust agenda and top-tier exhibitors and reflective of Austin’s vibrant local culture. Attendees will have the chance to enjoy what the city has to offer and attend more than 40 in-depth sessions on a wide range of topics, such as Payroll, Benefits Administration, ClientSpace and Report Center. Likewise, due to popular demand, there will be more hands-on training covering Advanced Onboarding, Benefits Enrollment, Employee Portal and more. PrismHR will also present a bigger and better Discovery Studio allowing attendees to experience product demos, provide feedback on product priorities and ask detailed questions related to their needs. Experts on PrismHR products will be available throughout the event, with opportunities to schedule one-on-one time for more intensive learning.

PrismHR will also spotlight recent product improvements and new capabilities, including:

 	Enhanced data storage and enriched reporting options with the launch of PrismHR Data Warehouse for Report Center, leveraging a new partnership with Snowflake, a nationally recognized data service provider that services 40 percent of the nation’s Fortune 500 companies.
 	Updated PrismHR Unified Employee Experience – the launch of a clean, new, fresh user interface with additional accessibility features enabling ADA compliance best practices.
 	A special preview of the company’s forthcoming HCM solution for the PEO industry.
 	A new marketplace access and partner enablement platform, improving agility and enhancing selling opportunities across the network.

Tim Pratte, President, HRO for PrismHR, shared, “PrismHR LIVE connects our customers, partners, prospects and team members and facilitates the advancement of our industry. We’re looking forward to getting everyone together in Austin, highlighting our solutions and inviting the community to see up close how PrismHR is leading the way.”

To learn more and secure a spot for PrismHR LIVE, please visit https://www.prismhrlive.com.

About PrismHR

PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Massachusetts.

### Why Flexibility and Empathy Should Drive Your Workplace Benefits Strategy

By Dean R. Pawlowski



Our research at Guardian has found that there’s been a recent evolution in the way many organizations work, with more telecommuting, flexible schedules and adjusted operating models in place. While many of these changes were initiated because of the pandemic, many are here to stay because of ongoing workplace trends and a monumental shift in workers’ expectations.



Employers are, therefore, charged with creating a more inclusive, empathetic and supportive workplace while being better prepared to weather any future disruptions to the way we work.



Read on for ideas on how to build a benefits program driven by empathy that will help make employees feel supported.



More Remote Work



Only 2 in 10 employees who can do their jobs remotely work on-site full time.¹ While this is a dramatic change from the way many employers used to do business, increased remote work is in line with workplace trends that existed even before the pandemic. One study found that U.S. job postings that offer some remote work tripled from 2019 to 2022.² This trend could continue given that employers are realizing how many jobs can be performed remotely.



Having the flexibility to work from home or anywhere that is convenient is a great option for all workers but could be especially helpful in making workplaces more inclusive for workers with disabilities. Unlike most U.S. workers, workers with permanent disabilities showed improved well-being during the pandemic, largely because of increased flexibility and remote work.³ Making remote work a permanent option could dramatically increase the number of jobs open to workers with disabilities.



Better Work-Life Balance



With so many parents juggling their workload with parenting, work-life balance is more important than ever. The same goes for caregivers: 1 in 5 U.S. employers took an extended leave of absence in the past two years to take care of themselves or a family member, pointing to the growing need for enhanced leave and flexibility.⁴



This could be especially helpful for parents who struggle to pay for child care and for caregivers who have little outside support. Caregivers report spending more than a quarter of their annual income on caregiving and related expenses.⁵ Having the flexibility of remote work or paid leave could help offset some of the negative financial impacts that caregivers face.



Offering Supplemental Health Benefits



Half of U.S. workers have less than $2,500 saved for a medical emergency.⁶ Since a three-day hospital stay costs around $30,000, an unexpected medical event could be financially devastating.⁷ Supplemental health benefits—such as hospital indemnity, accident and critical illness insurance—can provide powerful protection.



Supplemental health benefits can also offer an economical way to support worker well-being: 6 in 10 employers agree that supplemental health benefits help them meet employees’ needs for greater financial stability, and many are offered on a voluntary basis.⁸ Supplemental health insurance sales have outpaced the industry average with 4% compound annual growth (CAGR) since 2010.⁹ Despite this, 7 in 10 full-time workers don’t own any supplemental health products.¹⁰ Given that high costs drive many to avoid seeking needed medical care, this could have dangerous consequences for employees’ physical and financial health.¹¹



Mental Health as a Workplace Priority



Workforce mental health is in crisis. More than 6 in 10 U.S. workers reported that, in the past two years, they or someone in their households experienced depression or anxiety.¹² Moreover, 27% of employees don’t get the help they need for mental health problems.¹³



Fortunately, according to Guardian research, nearly 6 in 10 (59%) employers say addressing workforce mental health is a top priority.¹⁴ However, while 7 in 10 employers report that they address employees’ emotional health extremely well, less than half of employees rate their company’s mental health benefits highly.¹⁵



Support Justice, Equity, Diversity and Inclusion



Employees today value corporate cultures that are inclusive, support diversity and encourage empathy. As the Guardian Workforce Well-Being Index found, employees who work for organizations with those traits report better well-being¹⁶ and are also 25% less likely to experience anxiety and depression than workers whose employers do not.¹⁷ Companies can offer support for their employees by developing diversity, equity and inclusion (DEI) policies and by building diversity initiatives into their recruitment, hiring and onboarding practices. Building employee resource groups (ERGs) can also help support communities and promote awareness and allyship.



An inclusive corporate culture is even more important for younger workers. According to Guardian research, Generation Z workers are nearly twice as likely to say they’d want to work for or stay at a company that promotes a positive impact on society than members of Generation X or the baby boomers.¹⁸



Below are some next steps to get started building a more empathetic benefits program:



Flexible Workplace Arrangements




Telecommuting: For many employees, the option to work remotely at least part time is a must-have. Investing in collaborative technology and communicating regularly with employees helps maintain connection and can boost productivity.



Flexible scheduling allows employees to adjust their work hours to accommodate their personal lives, such as caregiving responsibilities, child care or health conditions.




Effective benefits offerings and communication




Raising awareness: Employees desire more information about their benefits choices, especially early- and late-career workers who are interested in more targeted guidance. Look into providing employees with the opportunity to meet with a benefits adviser.



Supplemental health benefits such as critical illness, hospital indemnity and accident insurance are an effective way to help employees cover unexpected medical costs that may not be fully covered by medical insurance.



Mental and emotional health resources, from access to counselors to meditation apps, are key to helping employees cope with stress.




Corporate culture








Diversity, equity and inclusion (DEI) strategies provide a framework of policies that can help ensure all employees feel supported and included.



Social justice responsiveness has risen in importance as employees increasingly desire and expect their employers to take a stand on key issues. Developing a strategy that aligns with your company’s values and strengths will help determine appropriate ways to respond.




Read the full report from Guardian.



To learn more about PrismHR Marketplace Partner, Guardian, visit our website.







Footnotes



1 Wigert, Ben and Agrawal, Sangeeta. “Returning to the Office: The Current, Preferred and Future State of Remote Work.” Gallup. Aug. 31, 20222 Courtney, Emily, “Remote Work Stats & Trends: Navigating Work From Home Jobs,” Flexjobs.com. 20223 Guardian Life Insurance, Future Accommodations, 20224 Guardian Life Insurance, New era, new values, 20225 Ibid6 Supplemental Health, Guardian 20227 Ibid8 Guardian Life Insurance, Benefits Optimization, 20229 ibid10 Ibid11 Ibid12 Guardian Life Insurance, New era, new values, 202213 Ibid14 Ibid15 Ibid16 Guardian’s Workforce Well-being Index™ is based on self-reported physical, emotional, and financial health and is a component of the Workplace Benefits Study.17 Guardian Life Insurance, New era, new values, 202218 Ibid







Information provided in this blog is intended for general educational use. It is not intended to provide legal advice. Guardian does not provide legal services. Consult an attorney for legal advice on this or any other topic.



Guardian® is a registered trademark of The Guardian Life Insurance Company of America. ©Copyright 2023 The Guardian Life Insurance Company of America.2023-151033 (2/25)











Dean R. Pawlowski is Guardian Life’s national PEO director. He has been involved in the PEO industry for 10-plus years in multiple capacities serving the insurance needs of his clients and vendor partners. He joined Guardian in January of 2022 to restructure and put more focus on an end-to-end solution for their PEO customers as well as build a team that will grow their footprint in the industry moving forward.

### Empowering People Is the True Clarion Call of Women’s History Month

Women’s History Month and International Women’s Day are important perennial reminders of how much progress women have made in the workforce and the amazing accomplishments we see from celebs as well as everyday women. 



There are amazing women who are literally changing the world every day with their leadership whether it’s Mary Barra or Indra Nooyi in the business world or even women like Serena Williams and Dolly Parton in the worlds of sports and entertainment. 



When a private equity firm acquired womenswear company Spanx for $1.2 billion in 2021, Sara Blakely, the company’s CEO, said in a statement, “This is a really important moment in time for female entrepreneurs.” 



And she’s right. Women entrepreneurs are changing the business landscape each and every day.



But women have been changing the world for many years as we’ve seen with Rosa Parks, Amelia Earhart, Eleanor Roosevelt and so many more throughout history.



Still, there are millions of women whose name you won’t find on a marquee who are making a huge impact, too. These are the women who come to work everyday and make a difference. Some play dual roles as moms, too, but the idea that women can’t have it all has gone the way of the dinosaurs, especially with the influx of flexible, hybrid work opportunities that blossomed during the pandemic.




By the Numbers
Did you know that a McKinsey study found that just 36% of women make up senior manager/director roles in organizations across the country, and the numbers drop even more at the vice president level and above. For entry-level and manager positions, the percentage of women is 48% and 41%, respectively, according to the research, but Vensure Employer Solutions’ organizational structure tells a much different story.

55% of the leadership team is composed of women.
51% of the total employee population is made up of women.





While there’s clearly still room for improvement in finally shattering that glass ceiling, women have come a long way in the workforce. Women are more likely to hold a college degree, and, as the Society for Human Resource Management (SHRM) reports, “Businesses with a higher proportion of women in leadership are more likely to report enhanced creativity and improved productivity.”



Paving the way for the next generation of women leaders is essential in the 21st century and beyond, but even more important than that is an overall focus on diversity. I firmly believe that diverse talent is what helps organizations thrive, and it takes different perspectives to achieve true innovation. 



Supporting the Roles



As I’ve said in the past, it’s important for women to challenge themselves to become leaders in their organizations and support each other along their journeys. But that doesn’t mean men shouldn’t do the same. Your background doesn’t define how well you can do a job—the things you do today like hard work, determination, skills and how you elevate your co-workers through mentoring and/or collaboration does.



Today, it’s no longer about making a business case for opportunity in the workplace, it’s the only way to do business. 



Employees are watching, consumers are watching, companies you do business with are watching and, as word of mouth spreads near-instantaneously by means of a social post, the world is watching, too.



Am I feeling inspired during Women’s History Month? Of course I am, but I also feel inspired every day I open my laptop. 



We are building the workforce of tomorrow at Venture Employer Solutions, and I couldn’t be more proud to be a part of that and to help mentor people regardless of gender.



Finally, while Eleanor Roosevelt may or may not have said, “No one can make you feel inferior without your consent,” the guidance is spot on. We can empower ourselves just as much as we want others to empower us or others want us to empower them. That’s the true clarion call behind Women’s History Month, and it’s advice we can all get behind any month of the year.







Michelle Lanter SmithChief Marketing Officer



Michelle Lanter Smith is chief marketing officer for Vensure Employer Solutions, which includes the PrismHR, VensureHR and Solvo brands.



Michelle graduated summa cum laude from Marquette University where she earned her B.S. in Business Administration and holds an M.B.A. with distinction from Northwestern University’s Kellogg School of Management.



Michelle has received the Influential Women in Business Award from NAWBO, Top 100 Under 50 recognition from Diversity MBA Magazine, and 300+ Women in HR Technology Worth Watching from Recruiting Daily. Recently, she was awarded the 10 Leading Businesswomen Moving Beyond Excellence award by Beyond Exclamation, a media company that recognizes outstanding leadership.

### ZayZoon Named PrismHR 2022 Partner of the Year

 

Third-Annual Partner Summit Brings Together PrismHR Marketplace Partners to Network and Share Best Practices




Hopkinton, MA - March 6, 2023 - At the third-annual Partner Summit held last month, PrismHR, a leading HR technology software company powering payroll, benefits and HR for businesses across the U.S., announced that ZayZoon has been named 2022 PrismHR Partner of the Year. ZayZoon’s earned wage access solution helps PrismHR HR service providers improve workplace productivity, retention and recruitment by giving employees access to their earned wages in advance of payday. 

The PrismHR Partner of the Year Award is awarded annually to one PrismHR Marketplace or Insurance partner that has demonstrated a commitment to innovation, collaboration and communication as well as invested in the partnership in order to achieve excellence in sales, marketing and business success. Finalists for the award included Equifax, Pendella Technologies and Timeco. Honorable mentions were given to SyncStream and rapid!

"Being named Marketplace Partner of the Year is truly an honor. It points to the strong bonds we’ve formed over the years in our mutual pursuit of reducing administrative burden on businesses and helping Americans get paid faster,” said Tate Hackert, president & founder of ZayZoon.

“Our partners provide a tremendous amount of value for our HR service providers and their SMB clients. This year, there were so many standouts, but ZayZoon has continually exemplified commitment to being a great partner,” said Jonathan Wall, vice president of strategic partnerships at PrismHR. “The ZayZoon team showed exceptional commitment to customer value and success and delivered creative innovations like their Payday Are We There Yet (PAWTY) RV tour and their presence and support at PrismHR LIVE 2022.”

PrismHR Marketplace
The PrismHR Marketplace provides access to integrated, industry-leading connections from HR application providers. The Marketplace includes a wide range of solutions and service offerings ideal for small to medium-sized businesses (SMBs) and their employees, and it helps PrismHR service providers increase client retention, stickiness and satisfaction.

About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our software, combined with our ecosystem of HR service providers and partners, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 88,000 organizations and over 2 million worksite employees, processing greater than $57 billion in payroll each year. PrismHR is located in Hopkinton, Massachusetts. For more information, visit www.prismhr.com.

Media Contact

Natalie Rockefeller
PrismHR
E: nrockefeller@prismhr.com

### The ‘Physics’ Behind How Trion Solutions ‘Supercharges’ SMBs

When looking over Trion Solutions’ website, something jumps out at you in the About section. It says, “You don’t have to reinvent the wheel to achieve more with human resources.”



It’s a simple concept but one that countless small and medium-sized businesses (SMBs) have grappled with over the years. What’s the best way to manage our people? What would be the most efficient way to process our payroll to ensure accuracy? What approach can we take to stand out against our competitors?



For starters, those businesses might want to check with Bonner Upshaw III and David L. Stone, Trion Solutions’ co-founders to get more insight.



A decade ago, Upshaw and Stone, both veterans of the Professional Employer Organization (PEO) industry, joined forces to build Troy, Michigan-based Trion, which is now one of the 10 largest PEOs in the country.



Before teaming up, their paths to success couldn’t have been more different.



Bonner Upshaw III with Michigan Gov. Gretchen Whitmer.



Upshaw, for one, knows a thing or two about teamwork. He was a star athlete on the Alcorn State University basketball team, a historically Black university in Mississippi, in the mid-’80s before—apologies to LeBron James—taking his talent to Europe to play there for 10 years. He laced up for teams in France, Portugal, Macedonia and Switzerland. Upshaw, by the way, is only about an inch shorter than the 6-foot-9 “King James.” Overseas, Upshaw even became fluent in Serbian and Macedonian; the latter skill he was able to translate into a gig hosting a Macedonian radio program. After sinking baskets for many years, he decided to sink his teeth into the world of PEOs to help SMBs thrive by forming a company called E-Connect.



David L. Stone, left, with sportscaster Mike Tirico.



While Upshaw got his start on the hard court, Stone, on the other hand, got his start in the courts themselves. During his law school years at Detroit Mercy School, he served as a moderator for Mercy Law Moot Court, which simulates courtroom experiences for law students. Later, as an attorney specializing in human resources and workplace-related issues, he spent several years in the Litigation Department of Blue Cross and Blue Shield of Michigan. Eventually, Stone would start his own company called Total HR.



Fast forward to 2012, and the good times were really about to roll. 



Upshaw and Stone decided to share office space, and a year later they made the decision to join forces and form Trion Solutions.



While just 1% of Fortune 500 companies currently have Black leadership at the top, Trion can say it has two Black leaders at the helm. PrismHR caught up with Upshaw and Stone to learn more about Trion and how it helps SMBs across the country succeed.



Correct me if I’m wrong, but the word ‘trion’ is a physics term. Where did the name Trion Solutions come from, and what is the connection to the world of physics?



David Stone: Yes, the word ‘trion’ is a physics term referring to a localized group of neurons consisting of three charged particles. In the case of Trion Solutions, the name reinforces the dynamics and synergies between an employer, its employees and the PEO. By working together, seamlessly and effectively, the PEO relationship with Trion supercharges the productivity and efficiencies of a client business.



Trion was formed a little over a decade ago, and is now one of the largest PEOs in the country. What opportunity did you see at that time in helping SMBs grow and has that evolved in any way since?



Bonner Upshaw III: We always knew that SMBs want to remain focused on their core businesses and need the gamut of HR services without building an infrastructure of internal experts on staff. Also, the fact PEOs can provide SMBs Fortune 500-type benefits they can offer to their employees while mitigating risk in the business remains appealing to entrepreneurs and C-level executives. The market awareness of PEOs has increased significantly since we first started, but still has a relatively low market share with massive upside potential for industry and PEO-specific growth. 



PEOs in general do so much for small businesses across the country, but how would you characterize the influence PEOs such as yours have on Black and minority-owned small businesses in terms of supporting those companies and helping them to launch their businesses? Has that evolved in any way since Trion was formed?



David L. Stone: As a certified minority-owned business, of course, we are thrilled when we can help a minority-owned business grow and succeed. But we feel the same when assisting any of our approximately 800 client companies across the United States—largely entrepreneurial businesses founded by those who risked their personal finances and perhaps those of others. Every decision made by the entrepreneur and company leadership affects the company’s success and the livelihood of others. And few decisions in a company are more important than ways to remain focused on their core business. We say at Trion that our ‘greater purpose’ is helping business owners and other leaders achieve peace of mind—a sense of well-being and contentment is an extremely important aspect of their lives that, otherwise, could be stressful and overwhelming. It is satisfying and rewarding that Trion plays such an important role for so many businesses across the United States.



Bonner Upshaw III and David L. Stone with DBusiness magazine editor R.J. King.



How does PrismHR help Trion grow its business and support its SMB clients?



Bonner Upshaw III: As an important partner of Trion, PrismHR helps us provide our clients with Fortune 500-level technology that the backbone of America, small to medium-sized businesses, can bring into their workplaces when they otherwise never could afford to do so. Through our partnership with PrismHR, Trion clients enjoy world-class software that is user-friendly and tailored for their own specific needs. Unlike other HR software platforms that require client businesses to do all the programming themselves, and having to hire high-level staff to do so, Trion takes care of all the implementation and processing ourselves so clients can remain focused on their core business.



Beyond helping your clients, any anecdotes on how PEOs such as yours help the communities where SMBs do business?



David L. Stone: Bonner and I feel strongly about Trion supporting important community causes. Our support assists nonprofit organizations that are focused on workforce development for people with disabilities, mental health, autism, drug prevention and treatment, domestic-violence education, local-community shelters and others. Along with the National Football League Pro Football Retired Players Association-Detroit chapter, Trion purchased and helped distribute in inner city Detroit 800 turkey dinners the past two Thanksgivings.



As Black business leaders, do you feel any extra responsibility to help Black-owned small businesses thrive?



Bonner Upshaw III: It always is a great joy to see Black-owned business thrive, and we at Trion love to be part of the team in helping them do so.



During Black History Month, DEI, of course, gets a lot of attention, but DEI should be a year-round initiative. What would your advice be for SMBs and PEOs about the importance of DEI and what they can do to improve those efforts?



David L. Stone: Diversity, Equity and Inclusion are important all year-round for all businesses, because they are so much more than simply about race. Businesses need to encourage and embrace thoughts, ideas and perspectives through a diverse workforce of race, sex, experience, age and other areas. Equity should be part of the inner fabric of a business to ensure all are treated with respect, dignity and fairness. And, inclusion is the appreciation of everyone’s value in bringing something helpful and meaningful to the process. Diversity, Equity and Inclusion are essential foundational elements in the corporate culture of all successful businesses.



James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### Fostering Collaboration, Innovation and Community, PrismHR Launches New Customer-Focused Programs

Initiative Kicks Off With Cross-Functional Product Advisory Board
HOPKINTON, Mass., Feb. 08, 2023 (GLOBE NEWSWIRE) -- PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., has intensified its commitment to its PEO customer community with the first of a series of new customer-focused programs. The PrismHR Product Advisory Board has been designed specifically to gather input from its HRO customers into product development, service offerings and partner integrations.
Enabling small businesses to focus on their core business, PrismHR works with its HRO customers to deliver HR services to more than 80,000 organizations and over two million worksite employees. PrismHR and its HRO customers share a common goal: to help these employers and their employees thrive. By collaborating to create inventive products that help service providers and small businesses, PrismHR is, once again, leading the PEO category through innovation.

Members of the Product Advisory Board include twenty-three customer companies, as well as representatives from PrismHR’s product marketing, customer success, cybersecurity, product management and UX teams. Meeting quarterly, the board will discuss operational efficiencies, enhanced functionality and industry trends that impact small businesses.

President of PrismHR’s HRO Business Unit, Tim Pratte, commented, “Our goal is to build a strong community together with our customers. PrismHR’s Product Advisory Board takes that commitment even further by giving our customers a seat at the table each quarter to ensure their valuable input can be prioritized.”

He continued, “There are an estimated 32.5 million small businesses in the U.S. and those numbers are increasing. These companies are key contributors to the economy and their communities. We’re proud to serve their unique requirements and look forward to the contributions of our Product Advisory Board members who will help make that happen.”

PrismHR will promote its Voice of the Customer programs at its annual event, PrismHR LIVE, to be held in Austin, Texas, in June 2023. More information about the event and PrismHR can be accessed at prismhr.com.

About PrismHR

PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Massachusetts. For more information, visit prismhr.com.

### Racking Up Cybersecurity Knowledge With Rackspace’s Gary Alterson

As we head deeper into 2023, cybersecurity will continue to be top of mind for companies, especially since 82% of chief information officers (CIOs) believe their supply chains are vulnerable to cyberattacks and 6 out of 10 small businesses go out of business following a cyberattack. 



Gary AltersonRackspaceVice President,Security Solutions



PrismHR caught up with Gary Alterson, Rackspace’s vice president of security solutions, to get his thoughts on what companies can do to help shore up their cybersecurity. The following interview was edited for length and clarity.



Tell us a little bit about your background, and how you got into cybersecurity.



Gary Alterson: I’ve been in the field for 20-plus years. My degree has nothing to do with cybersecurity. I’ve got an education background. I was a teacher for a couple years, and decided that I didn’t want to be a teacher anymore. I got a job at a help desk for a small company. I grew that into a networking position, and then, ultimately, got into security right before 2000, and I ended up being one of the first actual security hires at an insurance company.



I ended up building up the architecture there, ended up in a global role, and eventually, as a CISO for the business unit. Went into consulting and ended up as a chief information security officer for a global bank for about a year, and then grew that into a consulting business.



In my current role, I lead the cybersecurity business at Rackspace. I’m responsible for our managed security services that we offer to our customers, where we help them detect and respond to security events in our private cloud as well as our public cloud. We also help them build application security and zero trust architectures and help manage them.



Do people ask you, ‘Is the cloud safe?’ And what do you say to those people?



Gary Alterson: I say, absolutely. The cloud, like any other technology, you have to be aware of your security risks and appropriately build the right architecture. [Companies should] make the right configurations, basically build correctly, and manage ongoing in a way that’s correct.



Then it’s completely safe. In many cases, it’s safer than on-prem. The tools and the technologies and the ability to build at scale via code allows a lot more flexibility, a lot more visibility than you might get in an internal on-prem environment.







DOWNLOAD OUR NEW E-BOOK!











A lot of the people who’ll be reading this work for smaller organizations. I recently read that smaller companies are actually targeted more than the larger companies, even though breaches at larger companies wind up in the news more often. So what can smaller companies do to help protect themselves?



Gary Alterson: When you think about an adversary, a hacker, whether it’s a ransomware group or a state-sponsored actor or whatnot, they’re after specific information, specific secrets, specific access, and they’ve got tons of resources.For a small company, if a state actor is interested in their IP or their resources, there are some things they can do, but state actors have a lot of resources, probably more than those small companies do. But it’s going to be the same advice either way for that or for ransomware.That said, ransomware organizations will go after smaller organizations, ones that probably are easier to breach than a large organization. But they’ll also do their research and make sure that the organization is going to be able to pay whatever that ransom is, and that taking down that organization is going to be enough of a catalyst for them to actually pay, right? They do their research.



So what can folks do? The advice hasn’t changed, really, in the past 20 years. Some of the technology has changed, but the advice hasn’t changed.



First of all, keep your systems up to date. Apply security patches. Apply security patches to your operating system, apply security patches to applications running on your PCs and servers and whatnot.



Apply security patches to your networking devices, and keep those up to date as well, which is an area that a lot of organizations forget about. That’s hygiene point number one.



The second hygiene point is: Harden those same systems. You don’t need fancy tools, you don’t need to spend a lot of money, but configure them so that it makes it a lot harder—and a lot more timely and costly—for an organization to try to breach them and take advantage of them.



There are best practices out there [e.g., these cybersecurity benchmarks from the Center for Internet Security (CIS)] that you can go and download and apply those templates across your organization. Those two things are going to put you leap years ahead of a lot of organizations that still don’t do that basic hygiene.



When you consider tactics like ransomware, phishing and things like that, are the cyberattackers getting more sophisticated? 



Gary Alterson: Yes, advanced adversaries are getting more sophisticated. However, for the average adversary, think ransomware organization, while they have sophisticated tools at their disposal, a lot of times, they don’t need them. Because, again, organizations aren’t doing that basic hygiene. 




Recommendation No. 1 for protection is hygiene.



Recommendation No. 2 is going to be, assume you don’t win, assume you don’t protect. The assumption that you are going to be able to always protect is incorrect.




Yes, you want to put protection out, right? You want to make it harder and slower and more noisy for an adversary to do something. It gives you more of a chance to respond. Hopefully, it makes that adversary go somewhere else since you’re not the low-hanging fruit.



But you also need to make the assumption, and ask yourself, ’OK, if we are breached and that attacker is deploying ransomware, how do I recover? Do I have backups? Do I have images that I can restore off my servers really quickly? How fast can I get back up online?’



There’s a growing set of technologies for recovery [from] ransomware that it makes a lot of sense to investigate those. Because at some point every organization will have to deal with some kind of attack, and ransomware, again, is one that’s easy to recover from.



If you’re protecting IP and things like that, recovery’s a whole lot more difficult, right? You need to have a plan to recover, but the odds are that you’ll take that financial loss.



For employees, when you have that ‘Oh, bleep’ moment when you click on something you’re not supposed to, what’s the first thing or the first couple things that you need to do?



Gary Alterson: Let me take it a step back: Before you have the, ‘Oh, bleep’ moment, what should you be doing? I’ll say that I think most organizations do a horrible job of educating employees.



The basic thing we need to do is message. You’ve got to figure out a way to do this in a very personalized way.



And the training should be simply, ‘Just be suspicious of everything.’ 



We need to get to the point we’re just as suspicious of a stranger playing with my child in the park as I am of email coming in, and I’m going to validate where that email comes from, if that person sent it, that they meant to send it. Was I expecting it? Those are the kinds of questions we need to teach people to ask. Treat your technology with the same suspicion as you would someone working with your kids.



But if you do have that ‘uh-oh’ moment, what should you do?



The first thing I’m going to suggest is disconnect. If you’re on Wi-Fi, turn off your Wi-Fi. If you’re on a wired network connection, unclick. Take that wire out, disconnect from the network.



The reason is, the first action is, you’re probably going out to either a website that you would have had to do something on or there’s a piece of code that you just clicked on that is going out across the internet to some server to download some additional code.



So if you can disrupt that chain, and we call it the ‘attack chain,’ disrupt that chain of downloading the toolset that the attacker would then use to spread the virus or take over your machine or investigate what IP you might have or whether you have some sensitive data. That all gets downloaded after you click. So the faster you can disrupt that, the better.



How long do you have before something bad happens? 



Gary Alterson: It depends on the attacker and the downloader that they’re using, and what they’re intended to do. So there’s no set answer, but the sooner the better.



The second thing, because it can take a few seconds for something that’s lightweight ... or it might [take longer if it's] beaconing back and waiting for a command. You don’t know, so the best thing to do is take it offline.



If you notice your disk starting to spin, just shut down your computer because that could be an encryption mechanism happening. Then go straight to your IT folks, who hopefully are trained and know what to do, or know who to reach out to, for next steps.



I interviewed a cybersecurity expert a few years ago, and the way he explained it to me is, ‘These hackers and cybercriminals, this is basically their full-time job.’ So they’re spending lots and lots of time trying to find new ways to basically trick people. What are some of the new ways you’re seeing that people should be aware of?



Gary Alterson: Oh gosh. A lot of the newer ways aren’t superinnovative. There’s a couple of different things. There are superinnovative really advanced attacks that ransomware organizations will use against a complex adversary that they want to go after, a bigger company.



Or, the nation state actors have really advanced, call it technology, that they’ve built. But for the average person, most of those advanced techniques are basically better ways to socially engineer you.



I think by now, most of us have gotten better at, ’Oh, there’s a picture of Britney Spears that was sent to me. I should probably delete that email, and not open it.’



I think most of us have gotten that far, but what you might get, if you’re in HR, is a, ’Hey, this email’s coming from a recruiting firm, and it’s got a list of candidates, in an Excel file.’



There’s a macro in that Excel file, which is basically some code embedded in the Excel file, that does something malicious, and probably goes and downloads some new code that’s also malicious. So that’s one example.



The other example is befriending folks on LinkedIn. If they want to target, and it’s someone, specifically, or understanding social profiles, they know something about you, and whether through Facebook or TikTok, or whatever, and then sending specifically crafted messages to you. So that it seems more believable, you’re more interested, you’re more likely to take their action.



Like, "Oh, I am interested in baseball card collecting. Oh, a Hank Aaron card. That’s pretty rare. Yes, let me go look at that website and take a look at it.’ It’s new, and constantly getting more advanced.



We’re putting more and more information out there for folks to learn about us through social media. 



Then the other innovation is around those specific pieces of code that do that initial attack. Going back to that Microsoft Excel file with a list of candidates, Microsoft has gotten better at blocking malicious macros. So, being more crafty in how you get around the Microsoft blocks is an example of some innovation as well.



It’s this constant race of, if you block something, ‘I’ve got to go invent something new or a new way to do the same thing, that’s happening.’



I read this article that sounded like a little bit of a futuristic horror story to me about how artificial intelligence could cause chaos when it comes to cybersecurity. How concerned are you about artificial intelligence from cyber criminals?



Gary Alterson: I think that’s a little alarmist at this point. Will there be advanced adversities? Will nation states, who are going to go attack our defense and critical infrastructure, be able to take advantage of AI? Probably, but should the average person be really concerned about that? No. The average person still has to do the basic block and tackling.



What AI will be used for is probably more just finding new vulnerabilities, and then exploiting them, and building the code to exploit them. But the defender reaction of that is still the same thing, patch and harden, patch and harden, put some detection in, being able to respond.



I think there’s a growing concern over quantum computing, which is valid, as well. The encryption upon which so much relies on in the banking systems, even in your browser, when you go and you type in your password.



That password is encrypted before it’s sent over to wherever you typed your password into Amazon or whatever website you used. That’s encrypted. Quantum? The math behind that encryption, basically, is such that it’s really, really hard to break that encryption until you start getting into quantum computing.



As quantum computing starts to become more mainstream, the traditional encryption algorithms will become easier and easier to break, and faster and faster to break. That’s why you’ve just seen the National Institute of Standards and Technology here in the U.S. go and certify a new encryption algorithm that is more protective against quantum.



Is there any aspect of cybersecurity that I didn’t talk about that you wanted to discuss?



Gary Alterson: That’s a good question. There’s a whole lot of aspects to cybersecurity, and I think, really, what it comes down to for any individual or any organization, especially a small organization, again, is there’s a whole lot of vendors selling a whole lot of stuff. But the basics are still the same, hygiene, patch, harden.



Then there’s one thing I’ll add to it, which is authenticate, use stronger authentication techniques. Passwords are getting easier to break, but more importantly, we know people don’t manage their passwords with best practices. And we know most folks probably use their same password in more than one place. So if I’m able to get your password, and I start using it in other systems that I’m guessing you’re using, I’ll eventually find one. And I’ll probably be able to get in.



In fact, there’s a whole website out there that will just tell you if you’ve had a password breached in the past. It’s called, haveibeenpwned.



When I say that the third thing is strong authentication, what I mean is, don’t rely on just passwords. Use two-factor authentication. Basically use a password and something else.



James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer and editor based in the Chicago area.

### The Turnover Takeover: How Tech Can Be a Differentiator for PEOs and SMBs

While a new year has begun, some of last year’s workforce-related problems haven’t exactly turned over a new leaf if you know what we mean. That includes turnover, which can be a challenge for any company. 



We see it in health care. We see in the hospitality industry. We see it in the airline industry. We see it throughout the supply chain. Of course, we also see it in large tech companies, too, despite the sizable layoffs we’ve witnessed in the past few months.



Tim PrattePrismHR President of HRO



Even as the Great Resignation/Great Reshuffle—or “the Great Reprioritization” as PrismHR President of HRO Tim Pratte calls it—continues to linger during uncertain economic times and the era of so-called “quiet quitting,” many companies are still facing staffing shortages. That’s despite an unemployment rate below 4%. 



So what’s going on? The leisure and hospitality industry, among many others relying on people needing to work on-site, has been negatively affected by more people finding remote and hybrid-working opportunities during the pandemic. Also, it’s worth noting that about half of U.S. adults 55 and older say they are retired. That’s despite the fact that full Social Security benefits don’t kick in until at least age 66 for people in today’s workforce.



As you see, it’s a complicated time for employees and employers alike.



Since 48% of U.S. workers are employed by the 99% of U.S. companies that fall into the small and medium-sized business (SMB) category, turnover can be especially difficult for smaller organizations that feel bottom-line hits much quicker than their larger counterparts. By the way, SMB turnover affects Professional Employer Organizations (PEOs), too, since PEOs provide services to some 173,000 companies that collectively employ 4 million people.  



As we’ll see, software and technology can be a key differentiator when it comes to talent recruitment and retention to help slow the turnover takeover taking place right now.



“Technology can level the playing field for small businesses,” Pratte says. “SMBs are at a distinct disadvantage without the necessary tech to navigate the Great Reprioritization.”



Like a Broken Record



Employee turnover is costly, of course, but you already knew that. 



So how do you quantify turnover? That’s the million-dollar question or perhaps the “thousands of dollars” inquiry depending on the size of the company.



When Work Institute sent us its latest turnover report, we were intrigued to see their estimates on how much turnover really does cost.



According to the institute, which is a consulting organization focused on employee engagement and retention, turnover costs as a percentage of annual wages can run the gamut. 







That said, especially since LPs and record players are back in style, there is a number you should keep repeating to yourself like a broken record: 33. As the Work Institute states, employee turnover costs companies on average 33% of the leaving worker’s salary to find a replacement. That’s from direct costs such as recruiting, background checks, training new people, etc. Also factored into that number are the indirect costs, which are a little trickier to calculate, but can include loss of productivity, manager interview time, poor customer service, training, etc.



So having to fill a position for an employee making $50,000 per year would cost a company nearly $17,000 on average to replace that worker. And if you had 50 work-site employees making $50,000 on average with a 20% turnover rate, you’d have to spend $165,000 a year alone on finding replacements for those workers. Those numbers can add up fast and turn a bottom line over in the wrong direction because you’re spending your budget in areas that aren’t helping your business grow. 



“When faced with employee turnover challenges,” the institute wrote in its report, “one of the first objectives in developing a retention strategy should be calculating the costs of turnover. This simple exercise often reveals hundreds if not millions of dollars that are impeding profitability in organizations. This exercise will also allow a clear path to quantifying return on investment for any investments utilized to lower costs of turnover in an organization.”



Calculate your potential turnover costs.



Why employees leave an organization is always a difficult question to answer because, of course, there could be many factors. 



Seeking “greener” pastures has undoubtedly been the most common reason employees moved on historically, but while people still change jobs seeking higher salaries and better benefits, they also want an employee experience that works for them. 







In a Pew Research Center survey released in 2022, 63% of the U.S. workers surveyed cited pay as a reason why they left a position. But the same percentage of people cited “no opportunities for advancement.” More than half (57%) said they “felt disrespected at work” while 45% said there was “not enough flexibility to choose when to put in hours.” 







In an early January LinkedIn poll about employer New Year’s resolutions, PrismHR found that almost half (47%) of respondents thought “elevating the employee experience” was tops on their list for 2023 with “increasing management effectiveness” coming in second with 29%. “Improving change management” and “other” came in third with a combined 24%.



Building a better workplace culture to elevate the employee experience is important. That could take the form of added work schedule flexibility, spot bonuses, hybrid or remote work possibilities and paid time off, among other things.



But if the idea of lowering turnover costs and improving engagement whets your appetite, then adding HR technology to the menu should not be overlooked as a key ingredient in satisfying any employee-related motivation initiatives to help SMBs compete.  



How Does Tech Help?



An integrated tech platform gives employees access to a host of benefits and tools that are commonly found in larger organizations.



Talent Management software, for example, is designed to help recruit and onboard new employees and keep them engaged through a structured performance management process. A Society for Human Resource Management (SHRM) study from a few years ago found that a majority of employees (69%) were likely to stay with a company for three years following a great onboarding experience. Additionally, a strong onboarding experience led to 50% higher productivity from new hires. 



And remember that term “quiet quitting” that has been getting a lot of attention lately? That’s directly tied to employee disengagement, which is a key part of the employee turnover equation. As part of its workplace engagement study, Gallup listed the key drivers of employee engagement as:




Purpose



Development



A caring manager



Ongoing conversations



A focus on strengths




In essence, that’s performance management in a nutshell.



A solution that helps align employee performance with organizational goals while increasing engagement and motivation is an essential tool to boost engagement.



Michele LindsayPrismHR Director of Talent Management Solutions



“It has been my experience that small organizations want their employees to grow professionally and stay for the long term,” says Michele Lindsay, PrismHR’s director of talent management solutions. “Too often SMBs become a training ground for good employees before they move on to bigger organizations. A Performance Management system can help overcome this by providing ongoing conversations about opportunities and a focus on development while tying an individual’s goals to broader company objectives. Talking about performance in positive, meaningful ways increases the engagement of employees at all levels.” 



Lindsay adds that, “an engaged employee is a productive employee.”



Additionally, who would complain about having the opportunity to learn new skills as part of an integrated, easy-to-use HR platform with lots of choice benefit options to choose from? 



That could include unique offerings like Earned Wage Access, where employees can get the money they need when they need it without having to wait for a traditional payday, or even pet insurance as a key differentiator. 



There’s no doubt today’s workplace is as complex as it has ever been. Keeping your best workers or helping to keep your clients’ best workers in place is not just a goal but a necessity in order to compete in today’s economy. With a boost from tech, you can help prevent the turnover takeover from taking over your business and help your clients do the same.



James Tehrani is PrismHR’s digital content marketing manager. He is an award-winning writer based in the Chicago area.

### PrismHR Partners With SyncStream to Offer Streamlined ACA Compliance Solution for HR Service Providers and Their Clients

HR service providers can now offer their clients a complete solution to properly track, manage, file and defend ACA compliance.




Hopkinton, MA – January 16, 2023  – PrismHR, a leading HR technology software company powering payroll, benefits, and HR for businesses across the U.S., announced that it has partnered with SyncStream to offer its HR service providers and their clients a streamlined Affordable Care Act (ACA) compliance solution.

SyncStream’s unique workflow makes it easy for employers to meet ACA compliance requirements by combining employer data with ACA analytics. Their team of certified compliance experts provides HR service providers’ small-business clients with regular compliance reviews, a dedicated account representative, and comprehensive coverage during onboarding and offboarding.

SyncStream solutions include:

 	ACA Penalty Indemnification Program: Insures clients are safeguarded against potential IRS actions.
 	Advanced Technology: Software logic and processes are audited by an ERISA attorney and frequently monitored for compliance.
 	Experienced Support: All support staff have more than five years of ACA experience, and have filed for more than 25,000 companies. 

“The experts at SyncStream truly understand the complexities of ACA compliance, and we are thrilled to have them as a Marketplace partner,” said Tim Pratte, PrismHR’s president of the HRO Business Unit. “SyncStream’s proven experience coupled with thoughtful technology has allowed them to create an ACA solution designed to save our PEO and staffing customers time and resources while helping to safeguard them from potential IRS actions.”

“We are thrilled to be partnering with PrismHR, which will enable us to assist PEOs in streamlining ACA compliance for their clients,” said Shannon Scott, SyncStream’s CEO. “SyncStream’s proprietary solution and team of compliance experts will empower PrismHR’s network of clients to help mitigate IRS penalties, alleviate administrative burdens, minimize errors and achieve ACA compliance.”

About SyncStream

SyncStream is one of the first software companies to simplify ACA and EEO-1 reporting requirements. The company has successfully fulfilled over five million employee forms and served more than 25,000 customers with a 98% customer retention for both federal and state filings. 

About PrismHR

PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Massachusetts. For more information, visit www.prismhr.com.

Media Contacts

SyncStream:
Vanessa Tyndall
E: vanessat@sync-stream.com

PrismHR:
Natalie Rockefeller
E: nrockefeller@prismhr.com

### Building a More Cybersecure World in 2023 and Beyond

It’s 8:16 p.m. on Dec. 16, 2022.



You’ve waited 13 years for the second “Avatar” movie, and you’ve just sat through 15 minutes of uninspiring previews. Now it’s showtime!



Just as the film starts, your phone starts buzzing. Over and over.



As the person next to you grumbles, you whisper to your spouse that you’ll be right back.



Thankfully it’s not the babysitter calling, but, unfortunately, it’s a moment you’ve been dreading: Your PEO has been hit by a cyberattack, a distributed denial-of-service (DDoS) attack to be precise. Your system is overloaded and none of your customers can access their data.



Customers are upset, colleagues are worried and you’re feeling overwhelmed.



With the phone ringing off the hook, you move to a place to work as you try to keep your wits about you. You envision your career flashing before your eyes. As the de facto person in charge of cybersecurity, you need to act! So what do you do?



This is the type of “what-if” situation that cybersecurity experts grapple with all the time in what is known as a “tabletop exercise.” It’s a way to help plan for the unexpected.



As someone who has spent the past 20-plus years studying cybersecurity and supporting commercial, defense and intelligence organizations, I joined the PEO space earlier this year because I saw an opportunity to help this industry improve its cyber protections. Doing so is vital to help protect them and the small- and medium-sized businesses (SMBs) that make up the lion’s share of companies.  



The consequences of a cyberattack can be devastating. One often-cited study found that 60% of small companies go out of business after a cyberattack.



Keeping your fingers crossed is never a successful strategy. The entire organization must embrace cybersecurity and improve “cyber hygiene” (prioritizing risks) to be successful.



So what’s the next-big thing companies should be worried about? 



Cyber experts are not fortune tellers—and the bad actors are surprise, surprise not forthcoming with their playbooks—but when it comes to cybersecurity trends, there are some clues.



News? You Can Lose!



Yes, deepfakes, social engineering—such as a fake email or text from a CEO—and other innovative cybersecurity attacks are emerging, but often what’s old is new again. There’s a reason why the occasional email slips past our spam filters from a certain royal highness from a foreign land who needs to get money out of their country with your well-compensated help: The scam still makes money!



Similarly, in cyberattacks, all it takes is one person to let their guard down and the whole organization and maybe even beyond it could be affected. 



“Phishing”—trying to trick someone into giving out information—is not new, but the subject matter of these phishing expeditions continues to evolve. If something’s in the news, such as Hurricane Ian making landfall, it’s unfortunately fair game for phishing. Cyberattackers like to take advantage of people’s emotions and kindness. 



Be wary of emails asking for help with relief efforts, especially those that try to use fear to pressure you to make a quick decision. Making sure you’re actually donating or contributing to the right people/organization is important to you and those who are in need of the funds. 







DOWNLOAD OUR NEW E-BOOK!











The minute something doesn’t seem right in an electronic solicitation, trust your gut. Typos, odd-looking links, messages from organizations you aren’t used to dealing with, etc., should be red flags that are scrutinized thoroughly. Going directly to the organization’s website or calling a known and verified phone number directly, rather than clicking on a link or responding back in email, is essential. These steps should be part of a normal process when a customer’s or supplier’s information changes. When in doubt, this is the best strategy. 



Remember, today’s cyberattackers grew up in a digital world, so they have ample experience crafting authentic-looking messaging—and causing pain.



For instance, ransomware, where a bad actor locks up your data or systems until you pay them, has evolved into what some are calling “destroyware.” What this means is the cyberattackers aren’t necessarily looking to make money but instead looking to take out data and devices in attacks that are often motivated by political reasons or former workers seeking revenge.



Unfortunately, we can expect more of this in 2023 and beyond as many bad actors now sell cyberattacks as a service. Essentially it’s like a SaaS business for hackers.



Caught in the Crossfire



There are many things that keep cybersecurity experts up at night. Here are a few: 




Accidental Attacks: You might be asking yourself, “How can an attack be an accident?” Here’s an example: A cyberattacker wants to go after a certain company so they research IP addresses. They think they found the right one, but that IP address is actually sublet to another organization. Also, IP address registration isn’t always 100% accurate, so the cyberattacker might have no real interest in your business, but you could be attacked by mistake.



Collateral Damage: It’s also possible that a company you do business with is hit with an attack that could affect you. Either information is exposed or the attackers get access to your systems by exploiting others’ vulnerabilities. You might not be the intended target, but you get dragged into the fray nonetheless.



Work Around: Cyberattackers, like anyone else, need practice, so going after a smaller “fish” with poor defenses can pay big dividends. First, they can learn what works and what doesn’t or, if they know you do business with a bigger “fish,” they can try to exploit your systems to try to attack the organization they really want to target or even the supply chain through Industrial Internet of Things (IIoT) attacks. 




Where Should I Invest?



You’re probably asking what can I do to help secure my data in 2023 and beyond, especially when I’m on a limited budget? Good question. Here are my thoughts:




Server Up: I think you should absolutely make the investment to review your processes while ensuring you are staying on top of who has access to what. Remember our tabletop exercise? Take the time to walk through scenarios now so you’re prepared down the road to maintain continuity and expedite recovery should there be a successful attack. It’s always best to have a backup server that’s already loaded and ready to go, whether internally or through a vendor, so if something happens to the main server, you can immediately go to the backup. In most cases, you can be up and running in an hour or less.



Throw Back a Phish: One of the easiest and most cost-effective tacks you can take to change your cyberculture is through training and reinforcing messaging around not clicking on suspicious emails, texts or links. And that message should go out to the people who work for the PEO as well as the customers the PEO supports. Without a doubt, mistakes happen; people are human. But if something sounds fishy or too good to be true, it probably is. An organization’s cybersecurity is only as strong as the carefulness of the people using the networks and systems.  



(Multi)factor in Encryption: I highly recommend enabling multifactor authentication (MFA), which you’re undoubtedly familiar with by now if you’ve ever tried to login to an account and been asked to verify the login through a text message or email. MFA vastly improves security measures by ensuring the right person is able to log in to the right accounts. Also, using encryption to protect data as it is stored and transmitted across the network and on servers and devices is key. If a laptop is lost or stolen, for instance, you can be assured it would be extremely difficult to get the information off the machine if it’s properly encrypted. 




When it comes to cybersecurity, everyone has a role to play. If the PEO industry works together and shares best practices, we can build a more cybersecure world together for everyone.



This article originally appeared in the December 2022 / January 2023 edition of PEO Insider magazine.











Dwayne Smith is PrismHR’s chief information security officer (CISO). A native of Kentucky, Smith possesses more than 20 years of experience supporting commercial, defense and intelligence organizations. He is also the author of the new e-book, “A Cyber Primer: The HR Outsourcer’s Guide to Cybersecurity.”

### PrismHR's Focus on Operational Efficiency: Working Every Day to Save You Seconds

By James Tehrani and Olivia Kotowski



As 2023 begins, let’s take a moment to revisit the last 10 seconds of last year. 



It’s just a fraction of a minute, of course, but those 10 ticks offer what feels like an eternity for reflection and anticipation of what comes next as we count down the 10 … 9 … 8 … with family, friends or even Ryan Seacrest.



Time is top of mind not only on New Year’s Eve but also throughout the year whether we’re running late for our 10 o’clock meeting, trying to keep up with payroll or waiting for the big game to start. But we usually don’t sweat the seconds. Unless we’re running a 100-meter dash, attempting to cook a poached egg that would make Gordon Ramsay blush or being asked to name five songs in 30 seconds as part of a radio contest, we often don’t pay much attention to the seconds tick, tick, ticking away even though those microunits of time add up quickly.



People have literally been counting the seconds for at least 3,500 years; that’s about 110 billion seconds by the way, but who’s counting? And making every second count is a nice idea, but it’s not one we, as humans, can realistically subscribe to. People just aren’t built that way. That’s why humans have been turning to software and technology for generations to help us do our jobs better and more efficiently.



PrismHR understands the importance of time when it comes to HR functions from benefits administration to talent management and everything in between. Whether you’re an HR outsourcer or a staffing company, at PrismHR the innovation you need starts with faster speeds.



Pandemic Problems



Not counting the Great Depression, we experienced record unemployment during the peak of the COVID-19 pandemic, and the premium amounts companies must now spend on talent (recruiting and retention), supplies and other costs from inflation have begun to wreak havoc on many small- and medium-sized businesses (SMBs). Some of these businesses are just trying to survive in these times of economic uncertainty as many don’t have the money or time to deal with these overhead expenses and problems.



On top of all that, just one successful cyberattack could cause even more disruption—or worse!







DOWNLOAD OUR NEW E-BOOKS!





















That’s why PrismHR believes that innovation and security tools should be as readily available to that small mom-and-pop shop selling fresh-baked goods as they are to a Fortune 100 company selling high-tech consumer products online and in big-box stores. Through pooled resources and efficiencies in HR-related areas, smaller businesses can compete and thrive even in tough times.



Scott CormierPrismHR's Vice Presidentof Product Management



As Scott Cormier, PrismHR’s vice president of product management, explains, “part of our efficiency strategy is putting the power of changes and updates back into the SMBs’ hands.” 



This means, he says, they don’t have to wait for a change to be made. 



“For the service provider, if they can take a task that they normally do and have the SMB manager do it instead, that takes one thing off their list of things they need to support,” Cormier adds.



In other words, it’s efficient and magnificent!



Time and Time Again



Without a doubt, innovation and advancements, whether implicit or tangential, almost always involve time and convenience. 



Innovation, of course, can come in many forms both small and large. It can be as obvious as the powerful electronic device that fits nicely in your front pocket or that grain of sand hidden in an hourglass, i.e., innovation related to cutting seconds from a process. Still, when the times “they are a-changin’” through innovation, those updates whether flashy or clandestine are designed to empower efficiency and present true value.



By the way, to be most effective, innovation must be powered by engaged employees focused on growth. Coming out of a pandemic where workforce and customer expectations have changed on a variety of fronts, this is especially important. 



A strong performance management strategy, like continuous feedback, for example, is necessary to foster growth, innovation and employee engagement. Focusing on performance management is time and resources well spent. Performance management encourages retention, growth, efficiency and engagement. These are key factors in helping to build—and maintain—a successful organization.



For instance, employee engagement is one of the most important components of workplace efficiency, and one of the best ways to foster that engagement is through performance management. With effective performance management strategies, employees become more proficient and efficient, which benefits the company and the company’s SMB customers as well.



And while it’s hard to position anything as “good” coming out of the pandemic, one global survey taken early in the COVID-19 era did find that the pandemic has accelerated digital transformation by six years around the world. That’s because previous tech inhibitors—such as lack of strategy, getting executive approval, reluctance to replace legacy software and lack of time—began to break down by necessity, especially as more companies were forced to turn to a remote or hybrid work strategy to maintain productivity. 



At PrismHR, inhibitors and roadblocks, such as the aforementioned, are viewed as opportunities for growth, enhancement and innovation. 



Just like Dr. Hannah Ritchie, head of research at Our World in Data and senior researcher at the University of Oxford, recently wrote in her Big Think essay, “Optimism is seeing problems as challenges that are solvable; it’s having the confidence that there are things that we can do to make a difference.”



It’s that optimistic attitude that drives PrismHR’s focus as the future of work continues to evolve. It all starts with being mindful and proactive about improving the time it takes PrismHR’s customers and their SMB clients to manage tasks. That’s why PrismHR’s goal since Day One has always been to bring in the best talent and accelerate innovation to help make day-to-day tasks easier and, well, less time-consuming.



We Know Every Second Counts



Take payroll processing for example. Having to toggle between two different screens can take two seconds on average. That might not seem like a big deal, but if you have to do that 5,000 or even 10,000 times a day—that’s more than 160 minutes and 330 minutes, respectively, and, for perspective, the men’s and women’s winners of the 2022 New York Marathon ran 26.2 miles in about 129 minutes and 143 minutes—you can see how that can become a huge timesuck. 



PrismHR believes that every day spent trying to give even a couple of seconds back to customers is time well spent because we know that time adds up quickly.



The process that HR outsourcers use needs to be efficient, and those users need to be empowered to handle more and more HR-related tasks as quickly and as effortlessly as possible as the company grows. That goes for everything from benefit administration to payroll to onboarding to performance management and on and on. 



Additionally, “Every time we improve these processes, we’re also taking a huge load off the systems,” says Adam Van Beek, PrismHR’s chief innovation officer for engineering. “By lightening that load up and reducing the time,” it improves efficiency for everyone.



Adam Van BeekPrismHR’s Chief InnovationOfficer for Engineering



PrismHR has three different categories of users, Van Beek adds: employees (they generally use the system to check pay stubs and such); managers (they might use the system for onboarding and other audit-related information); and HR outsourcers (the Professional Employer Organizations [PEOs] and Administrative Services Organizations [ASOs] that provide HR-related services to SMBs). 



For these power users, every second does indeed matter. 



“We’ve done a lot in the past year,” Van Beek says, “to add more monitoring and collecting data to understand what the users are doing. And we continue to look for ways to make the users more and more efficient. For example, we found that 10,000 times every day a user is sitting at one screen, and it takes them two seconds to go from one screen to another screen, which doesn't seem like a whole lot, but that adds up to 20,000 times in a day. So we want to simplify the process to make things easier for them—and every second we can save them makes a huge difference.”



Collecting data, of course, is part of any organization’s digital transformation strategy. The more data you have, and the more analytics you are able to analyze, the more insights you can get.



“When we look at scalability,” Van Beek says, “we're looking at, as the data grows, more employees, more data, more historical data, we want our customers to be able to process and navigate at the same pace and the same rate” with more insight-related capabilities in play.



2023 promises scores of exciting enhancements and innovations for our customers.



As always, we are listening. If you have ideas or suggestions, please reach out to your Customer Success Manager (CSM) or contact us through the website. There’s no better time than the present!  

### Economic Uncertainty: Protecting Your PEO in Challenging Times



### For 2023, HR Tech Can Turn Recruiting and Retention Into a ‘Labor’ of Love

By Joshua Siler, CEO & Founder of HiringThing



PrismHR invited Joshua Siler, CEO & founder of HiringThing, to present a webinar in October 2022 on recruiting trends we’ll see in 2023 and how to successfully hire in our changing labor market. Here are his thoughts.



With 2022 coming to a close, people are looking back on the year and seeing what worked well and what could be improved, especially when it comes to the labor market.



For some, it was a year of prosperity. For others, it was turmoil. Businesses are living in uncertainty because of continuing challenges related to the pandemic, inflation, the Great Resignation and more. The current state of affairs has everyone wondering what the labor market will look like in 2023 and the effects it will have on recruiting and retention. In this blog, we will explore both of these topics and how you can have a successful 2023.



Current State of the Labor Market



Although inflation seems to be slowing down, you don’t have to look any further than your wallet to know that it has been the theme of 2022. Whether it be at the gas pump or grocery store, everyone is feeling the impact of rising inflation. This means employees’ wages didn’t go as far this year as they did in the past in terms of the goods and services they purchased. 



It also means that companies will likely have to raise their prices in order to not only pay employees higher wages but also to accommodate the inflationary prices they are seeing to acquire the goods and services they need. The federal government has committed to lowering inflation, yet they have concluded that it will impact the job market in a negative way with fewer jobs and higher unemployment.



There are a lot of contradictory signals in the labor market with some companies saying that if they only had more employees they could deliver more services or build more goods. Others are laying off employees or going on a hiring freeze because of market volatility and the increase in interest rates. This leaves us with a split picture that is causing a lot of anxiety for business leaders. They see these headlines and think, “If Facebook is laying off employees, then what does that mean for my small business?” 



To better understand the current state of the labor market, let’s pay a visit to see FRED. An economic data source that is available to everyone, FRED is also used by the Federal Reserve to track economic indicators. 








Labor Force Participation Rate: After the pandemic started to subside, the labor force participation rate, the percentage of our economy’s active workforce, slowly started to climb back to pre-COVID-19 days, however, not everyone came back to work. There are a variety of reasons for this, the top ones being 1) choosing to retire early and 2) deciding to stay at home to care for family.Today, we have a permanently smaller workforce. And not just a couple thousand, but several million employees. That’s why we are seeing things like restaurants not being fully staffed and home repair project delays. This makes it feel like there just aren't enough people available in the workforce. The labor force participation rate stood at 62.2% in October 2022, which is about 1 percentage point below where we were pre-pandemic. 





Job Openings: On the other hand, there are plenty of jobs available. According to FRED, in September 2022, there were over 10,000 job openings. We find ourselves now in a position where we have too many jobs and not enough people to fill them.









Layoffs: We have all heard the apocalyptic stories about layoffs and hiring freezes happening at large companies. But as we look at the data today, there is no indication of this. Of course, during the beginning of the pandemic there was a huge spike in layoffs, but since then, the numbers were steady, ranging from 1,300 to 1,600, although we’ve seen much bigger layoffs as of late, especially in the tech sector. If there was economic damage being done in the labor market, we would expect that to continue trending upward. Keep an eye on this indicator in the future.





The Great Resignation: Another big theme of the year was the Great Resignation (aka the Great Reshuffle) with people leaving their jobs left and right. The data shows that two years into the pandemic, the number of people quitting their jobs rose and continues to rise. Why? Employees have high job mobility and more options with hybrid and remote opportunities. Top employees are in demand, and have more opportunities to find a job that they like better somewhere else. If you are focusing on employee retention, you have to understand that, for employees, it is not just about having a job to feed their families, it's which job do they want to do to feed their families and have the flexibility to pursue the things that make them happy. This is a very different dynamic than most employers are used to. If the economy were to bite into the labor market, we would expect the quit rate to go down as people become more anxious about whether they can easily find another job.









Hiring Rate: When talking about the changing labor market, we have to also look at hiring levels. The rate that employers are hiring is higher than before the pandemic and was continuing to grow steadily until the end of the third quarter. From 2020 to 2022, there has been an average increase of 500. If you remember, though, job opportunities spiked while hiring rate did not. If job openings and hiring had both increased, then it would tell us that companies need people and are hiring them. What we are seeing instead is that, although there are many job opportunities, companies aren’t moving quickly to bring in new hires.





Unemployment Rate: Finally, we have the rate that is always in the headlines— the unemployment rate. It stood at 3.7% in October 2022. The current unemployment rate is low and doesn’t seem to be trending up. This is a good thing, right? Unfortunately, the Fed believes that unemployment needs to go up before inflation will really be impacted and brought down. For unemployment to go up, there will have to be a realignment of the number of available workers to jobs or we may be in this position for a while. Keep an eye on all the indicators discussed above as the unemployment rate is directly affected.




Predicting the Future



Despite all of the fear, uncertainty and doubt in the financial market, the labor market is still looking stable and we believe will continue to be stable for some time. Even with the Fed working to get inflation under control, it will take a while to have a lasting impact on the labor market. What does this mean for businesses? It may be difficult to hire without increasing  wages and difficult to keep employee retention high. 



With the end of the year approaching, employees might be realizing their wages aren’t keeping up with inflation and that they are essentially losing money. Some businesses won’t feel much of a difference while others are going to see shortages. It’s likely large corporations will continue to have layoffs and hiring freezes, but this doesn't mean that every small company is going to face these issues. 



Impact on PEOs



In the current labor market, Professional Employer Organizations (PEOs) must be more diligent in finding talent and proactive in keeping current employees. Technology will play a large role as well in recruiting and retention, giving companies the opportunity to be faster and more efficient. We have seen smaller businesses integrate on-premise HR technology into their daily stack and cloud technology as well. With a sudden increase in remote working, businesses are more interested and willing to use software for all parts of their business, HR included. In today’s tough recruiting environment, recruiting can’t be done effectively without using a system that streamlines the applicant process. To stand out in 2023, PEOs must be able to make recruiting software a core piece of their overall strategy. 



In the eyes of small businesses, PEOs are generally seen in one of two ways: an add-on or a core part of their workflow. To stay competitive, PEOs should make recruiting part of their story, which means publicizing your recruiting support capabilities. Adding 10% more quality employees for your clients can lead to meaningful revenue growth for everyone involved.



Technology: Recruiting’s Key Factor



As a PEO, your clients expect you to bring best practices to the table. Integration and having the ability to get on the right job boards to compete for talent is key. This is where technology can help. While the PEO industry has adopted technology wholeheartedly, clients often do not. Many small businesses don't have the time to learn a system and won’t adopt technology without some hand-holding. A PEO’s strength is arming their clients with the right tools for the job.



This is why, in 2023, HR technology can turn recruiting and retention into a “labor” of love for themselves and their clients.







This blog originated from the webinar, Recruiting in 2023 - How to Hire in a Changed Labor Market, presented by Joshua Siler. Siler is the founder and CEO of HiringThing, an award-winning recruiting platform that enables thousands of companies across the country to tackle recruiting challenges. Prior to starting HiringThing, Siler served as the vice president of technology for a relationship marketing agency where he designed marketing strategies and innovative software solutions for clients.







To learn more about PrismHR Hiring powered by HiringThing, visit our website.

### The Role of Performance Management in Employee Engagement

Employee engagement is the cornerstone of a thriving business. Without engaged employees, it will be difficult to succeed in the world of PEOs and SMBs—or in the workforce at all. 



Employee engagement is defined as “a human resources (HR) concept that describes the level of enthusiasm and dedication a worker feels toward their job.” When employees feel a connection to their place of work, they typically work harder and motivate others to do the same. With solid morale among employees, you are building a strong foundation for your business.



On the other hand, lower engagement of employees impacts overall business outcomes. So, how do we not only increase, but drive employee engagement?



Targeting Employee Engagement Pain Points



Increasing employee morale may seem like an easy feat, but it will take more than a few office perks like free snacks or a Keurig in the breakroom. Today our workforce faces more than one challenge when pursuing employee engagement.



The Great Resignation



Almost 50 million American employees voluntarily quit their jobs in 2021, prompted by COVID-19, according to the U.S. Bureau of Labor Statistics. Many refer to this nationwide development as The Great Resignation. However, this wasn’t wholly prompted by the pandemic; rather, it is simply a continuation of a longer-running trend. 



The Great Resignation came to light for a number of reasons, the largest being unhappiness in the workplace. Burnout, increasing inflation and poor work-life balance spurred many people to reconsider their role at work and how it plays into their life. 



Quiet Quitting



The phenomenon of quiet quitting has been quite the rage lately. Mostly present in younger generations in the workforce, quiet quitting is pretty simple: employees show up to work, do the bare minimum required, and not much else.



Quiet quitting is especially prominent in employees who do not view their work or role as important. When employees see their work as having little purpose, they are more likely to work indifferently, exuding little effort. 



Impacts of a Hybrid Workforce



A hybrid work environment grew exponentially in popularity due to the pandemic. It is a great, flexible option for employees, especially those looking for a better work-life balance. Companies with a hybrid work option can actually save approximately $11,000 a year on every employee that works remotely half of the time.



However, companies can face issues with the rise of hybrid work environments, especially if they are slow to adapt. If your company is stuck in old-fashioned ways, finding and retaining quality employees will become a real struggle. A hybrid work environment is an incredible way to boost morale and offer flexibility to your employees. 



New Generations Entering the Workforce



The rules of the workplace are ever-changing, even more so as we see younger generations entering it: demanding more and putting up with less. Generation Z will make up almost 30% of the workforce by 2025, so they significantly impact how our workforce will evolve. In their lifetimes, Gen Z has faced rigorous challenges regarding their mental health and well-being; so it makes sense that these are going to be top priorities as they enter the workforce.



Increasing Employee Engagement Through Performance Management



All of these employee engagement pain points can be difficult to manage, but it is not impossible. If you want to engage your employees, you have to prioritize your employees. By investing in your employees and their growth, you are giving importance to them and their role. You are actively engaging your employees. 



So, how do you do that, you may ask? The answer is simple: through performance management. 



Performance management can have different meanings for different organizations. Competencies, goals, coaching, continuous feedback—all of these methodologies have value. Like many development approaches, not every style works for every organization. It is most important to find the method that works best for your organization.



Our workforce has a heightened need for tools and continuous engagement. Whether your employees are on-site, remote or working in a hybrid environment, a strong performance management strategy is necessary to foster growth and employee engagement. 



Continuous performance management (also known as continuous feedback), or having frequent check-ins and providing feedback all year, is a great way for employers to start. Annual performance reviews are a thing of the past; how can you correct errors, track progress and discuss goals only once a year? Continuous conversations, praise and offering opportunities for learning and development are much more beneficial to employees and employers. In fact, 85% of employees that receive weekly feedback are more engaged. 



A 2022 Clear Review report revealed that performance management was not a top priority for almost 70% of companies. Performance management trends also revealed that only 31% of businesses focused on employee development this year. Ignoring performance management and lacking employee engagement is nothing but detrimental to businesses. 



Performance management addresses all these issues in one strategic process. By putting time and effort into your employees and their growth in their roles, they are much more likely to be engaged. Performance management encourages retention, growth, efficiency and engagement. These are key factors in building—and maintaining— a successful organization.



Final Thoughts



Employee engagement is difficult to stimulate by itself; it is even more difficult without an effective performance management strategy. In an age where employee engagement seems to be few and far between, employers must prioritize what matters most: their employees, through performance management. 

### 3 Key Factors to Adopting Powerful Benefits

Guest Blog: Pendella Technologies



The challenging PEO marketplace has companies scrambling to stay ahead of their competitors. Part of the struggle is finding new employee benefits that will increase client satisfaction while taking minimal effort to implement. 



According to LIMRA, 76% of employers think their employees will expect a wider variety of benefits options in the future.



Most PEOs feel the pressure to add more benefits but have to balance that with the time it takes to offer a new benefit, especially around open enrollment.



Finding The One



Finding a seamless new benefit that delivers great value and fills employees’ needs is difficult—if you don’t know where to look. 



When considering new benefits, PEOs are looking at three key factors:




The effort it takes to integrate a new benefit.



The time it takes to start offering a new benefit.



The need the new benefit fulfills.




By quantifying these three factors, PEOs can find benefits focused on the future needs of employees without taxing their resources.



Integration Takes Effort



Within the next five years, over 80% of employers at mid- to large-sized companies say digital capabilities will play a larger role in their company’s selection of insurance benefits. Integrating benefits into digital platforms and major benefit administration systems, like PrismHR, makes it simple for clients and employees to receive the benefits they need.



As benefits continue to evolve in the digital age, it’s clear that adding new benefits that aren’t innovative can be a costly decision. When examining a new benefit and the effort it takes to implement it, PEOs should look for fully digital platforms that integrate into their existing benefit administration systems. Look for a solution that takes the work out of setup and the effort out of maintenance, which leaves more time for the PEO to focus on growing its client base. 



Time to Launch



No one wants to sit around and wait for a new benefit to be setup. Especially not PEOs that are extremely busy, particularly around open enrollment time. Sitting through onboarding for weeks and having to follow up with partners is not a valuable use of time.



Finding a benefit that can launch in a week or two at the most is a must. Those types of offerings come from a well-oiled onboarding process that won't waste anybody’s time. Easy implementation also shows that the new benefit has been properly vetted and has a successful team supporting it meaning there is one less thing to worry about. When selecting benefits, always ask about the onboarding process and the time it will take to go live, especially as open enrollment approaches.  



Meeting Needs and Filling Gaps



What good is a new benefit if employees don’t need it? The majority of  employers (88%) believe they “mostly” or “completely” understand the needs of employees compared with just 40% of employees who believe their employers understand their needs “very well.”



Research and evaluation into employee needs and future benefit requirements can give a PEO a competitive advantage. There are a variety of free tools and webinars available that discuss the future of workplace benefits and look at data-driven research to find and close coverage gaps. 



And as big data and artificial intelligence take center stage, it’s not too surprising that the benefits arena is following suit. Benefits offerings can now incorporate these advanced technologies to cut down on underwriting times and reduce paperwork. That’s a win for both PEOs and employees.



The Future of Employee Benefits Is Here



One benefit built with the future in mind is individual life insurance. Pendella is an embedded, white-labeled platform that curates and recommends the best individual life insurance policies to fit employee needs, so coverage is tailored to their financial situation. Employees can quote, apply and buy online in under 10 minutes. It's that simple!



This benefit checks off the list: 




Integration effort: Pendella does the heavy-lifting, delivering a modern user experience styled to your brand. There’s no administration, no payroll deductions and no reconciliation.



Time to launch this new benefit: Less than a week. 



The need the new benefit will fill: PEOs know that offering group and voluntary life insurance won’t cut it for a family truly in need. Your employees who desire more coverage to protect their families can get up to $2 million in coverage 100% online in less than 10 minutes.








Pendella’s white-labeled, turn-key individual life insurance platform effortlessly lets PEOs bring much-needed important financial protection to employees while earning new revenue. See for yourself.

### A Cyber Primer: The HR Outsourcer’s Guide to Cybersecurity



### Performance Management: The Better You ‘Perform,’ the Better They’ll Perform, Too

The landscape of work is always changing, and the COVID-19 pandemic has a lot to do with that. In the past two years, companies have normalized hybrid and remote work exponentially.



Offering flexible options such as these when possible is more common than ever.



While this is a great opportunity for employees as it promotes a healthier work-life balance, it can sometimes create challenges for employers in measuring performance management. It is essential to the success of any business to monitor and manage employee performance so employees can learn and grow with the company—no matter what sort of environment they are working in.



Monitoring and managing employee performance in a constantly evolving field of work is not always easy, but it is necessary if you want your organization and employees to flourish.



What Is Performance Management?



Performance management is defined as “the ongoing process of communication between a supervisor and their employee(s) that occurs throughout the year.” The communication process typically includes clarifying expectations, identifying goals, setting realistic objectives, offering tangible feedback and reviewing results periodically.



Effective performance management benefits the company while helping to shape and craft productive and engaged employees. When an employee is given specific expectations, sets goals and receives constructive feedback, they’re learning how to become a more valuable resource for the organization. When you help people grow, you help your business grow as well.



A strong, strategic performance management process has always been a key part of promoting employee engagement while strengthening an organization. Even though not every worker has the ability to work outside their place of business, in the age of hybrid and remote work, it is more important than ever to empower your employees through strong performance management strategies. Our landscape of work is and always will be changing. There must be continuous conversations with personnel about performance to navigate this constantly evolving environment.




Watch our Webinar, "Performance Management: Why You Should Be Talking to Your Clients About It" on demand!
WATCH NOW




Performance Management Statistics



Performance management has a profound impact on employee engagement, and this is part of the reason why it is so important to the successful functioning of any business or organization. Don’t believe it? Here are some statistics on performance management and how it can positively affect employees:



Companies are now more likely to implement frequent, periodic reviews that focus on constructive feedback, guidance and mentoring. Annual reviews are a thing of the past. When employees are given more frequent feedback, they can learn more and grow more in their respective positions.Organizations with ongoing performance management programs in place report almost 40% better talent acquisition. In addition to this, organizations with a continuous performance evaluation system also report 44% better talent retention.Organizations with high employee engagement are 21% more profitable. It is a fact that employee engagement increases productivity in the workplace, whether employees are working remotely, on a hybrid schedule or on-site. When employees feel heard and recognized, they are statistically more likely to be empowered and perform better at work. Hence, the importance of strong performance management.



Improving Employee Engagement Through Effective Performance Management



Employee engagement is simple: When employees are engaged in their roles and connected to their personal and professional goals, they are invested in their company and motivated to work harder. Engaged employees unlock new channels for growth. What encourages employee engagement? Strong performance management.



Engaged employees that receive continuous, constructive feedback are going to learn from their mistakes and even their accomplishments and ultimately flourish in their roles. By putting time and effort into your employees and their performance, you’re also putting time and effort into your organization.



There are many ways to foster employee engagement through effective performance management strategies. To name a few:



Give your employees all the tools and training required for their role: Good performance management starts with a strong relationship between the employer and the employee. When you set clear guidelines and expectations, there is little room for misinterpretation. This is also a great way to build trust from the start. When you are open and honest with your employees, they are much more likely to be honest with you.Have consistent conversations about engagement: Communication is key, especially within effective performance management strategies. These discussions relating to engagement should be frequent enough that they are routine for employers and employees alike, and it is a great way to brainstorm solutions.Check-in with your employees frequently: Not only are annual performance reviews borderline ineffective, but also they are a thing of the past. How can you offer constructive feedback or correct behavior if this conversation only occurs once a year? It is impractical. Regular, consistent feedback is much more beneficial to employees—and employers. This also leads to faster course correction and reduces issues and misunderstandings.



Final Thoughts



Our landscape of work has changed exponentially in the past few years. Offices across the nation have closed their doors because their employees can work just as efficiently from their homes and hybrid work environments. Now that we have the ability to spread our workforce much more widely, strong performance management strategies are more vital than ever. With effective performance management, you have the ability to increase employee engagement and strengthen your organization as a whole.



In other words, the better you “perform” your performance management, the better they’ll perform as well.

### Recordkeeping Technology for Multiple Employer Plans Now Available to PrismHR HR Service Providers and Their Small Business Clients

HR service providers can now offer their clients recordkeeping technology developed specifically for pooled plans.




Hopkinton, MA – October 6, 2022  – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., announced that it has partnered with Transamerica to offer its HR service providers and their clients unique recordkeeping technology specifically designed for multiple employer plans (MEPs).

Transamerica has 21 years experience working with HR service providers in pooled retirement plan solutions, and over 85 years of experience in the financial services industry. They currently have 338 pooled plans serving over 14,000 employers and counting.

Transamerica’s unique recordkeeping system, designed to meet the specific needs of MEPs, provides added flexibility for HR service providers, and includes web access for each adopting employer, streamlined reporting, flexible plan provisions, a customized pricing model, and more.

The participant experience is custom-designed to align with each worksite employee’s retirement goals, so that their savings and investment strategy is clearly understood. It features simple enrollment, digital tools, and access to educational resources and professional support.

Transamerica’s integration with PrismHR delivers a seamless data flow between PrismHR payroll and Transamerica.

“Given their immense experience in the space and their unique recordkeeping technology, we are thrilled to introduce Transamerica as a new Marketplace partner,” said Tim Pratte, President, HRO Business Unit at PrismHR. “Transamerica’s dedicated support, that takes the lead in focusing on plan growth, coupled with their unique recordkeeping solution, will set our PrismHR service providers and their clients up for success in plan adoption.”

“Transamerica is proud to use PrismHR’s next-generation technology so that data can flow smoothly and automatically between payroll and Transamerica’s recordkeeping system, enabling faster access to information,” said Phil Eckman, President of Transamerica’s Workplace Solutions division. “Transamerica is a pioneer in pooled plan solutions with more than 20 years of experience helping Professional Employer Organizations manage their retirement plans. This collaboration continues our history of innovation by bringing the best solutions to our pooled retirement plan sponsors and their participants. PrismHR’s advanced technology can help ease PEOs’ administrative burden and increase data security, giving more support to organizations’ retirement plans.”

To learn more,  view Transamerica's Marketplace page.
About Transamerica
Transamerica Retirement Solutions, LLC (Transamerica) is a leading provider of customized retirement plan solutions for mega-, large-, and mid-market organizations. Transamerica Retirement Solutions works with financial advisors, consultants, and third party administrators to cover the entire spectrum of defined benefit and defined contribution plans, including: 401(k) and 403(b) (Traditional and Roth); 457; profit sharing; money purchase; cash balance; Taft-Hartley; multiple employer plans and pooled plan arrangements; nonqualified deferred compensation; and rollover and Roth IRAs. For more information, visit www.transamerica.com.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Massachusetts. For more information, visit www.prismhr.com.
Media Contacts
Transamerica:
Hank Williams
E: Media.Relations@transamerica.com | P: 319-355-7789

PrismHR:
Natalie Rockefeller
E: nrockefeller@prismhr.com | P: 727-200-4271

### PrismHR Joins Forces With Other PEO Industry Leaders to Form PEO Defender to Help Protect PEOs From Cyberattacks

As cyberattacks continue to increase, PEO Defender is designed to help PEOs have access to the tools, resources and information they need to manage security risks and lower costs.

Hopkinton, MA (Sept. 8, 2022) – PrismHR–a leading software and consulting company that offers a complete solution for helping Professional Employment Organizations (PEOs) and Administrative Services Organization (ASOs) manage payroll, benefits, HR and more–announces the launch of PEO Defender, the first of its kind cybersecurity utility in the PEO space.

As a founding member, PrismHR created PEO Defender with a host of other leading organizations in the PEO space: G&A Partners, GenesisHR, HR&P, PRO Software, Slavic 401K, Syndeo Outsourcing, Tilson HR, and Vensure. The National Association of Professional Employer Organizations (NAPEO), Professional Administrative Co-Employers (PACE) association, and Employer Services Assurance Corporation (ESAC) will act as advisers and collaborators to ensure consistency across the industry.

Craig Babigan

“In today’s digital age, cybersecurity takes teamwork,” said Craig Babigian, PrismHR’s executive vice president and a founding member of PEO Defender. “PEO Defender helps level the playing field for PEOs when it comes to increasing cybersecurity measures and protocols through pooled resources.”

Between staffing, audits, technology and cyber insurance, the cost of cybersecurity defense is becoming onerous. At the same time, it is too dangerous not to invest in protections.

PEO Defender will offer two membership levels to help PEOs.

Free Membership Includes:

 	Access to best practices and standards knowledge base
 	Access to vendor references and reviews conducted by PEO Defender
 	Access to coordinated industry / governmental alerts
 	Access to PEO Defender Rivers of Information® and cybersecurity newsletter

Premium Membership (Various Levels) Includes Free Membership Benefits Plus:

 	Eight hours of cybersecurity / incident response advisory services (annually)
 	Discounted rate for extended cyber services such as risk analysis, audits, and IR program components
 	Access to PEO Defender security support and advisory services at member pricing.
 	Opportunity to participate in CISO Advisory Council

Tim Danks

“PEO Defender is an industry utility. Our mission is to provide services, in an unbiased manner, to every organization in the industry regardless of size or capability leveraging the collective so that services and costs can be improved over what any one member of the industry would be able to accomplish independently,” said Tim Danks, chief operating officer of PEO Defender.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
About PEO Defender
As a cooperative industry utility, the more members we have involved, the more leverage we have with cybersecurity vendors. We will use this to provide incentives to vendors to customize their offerings for the PEO industry and lower costs. Our target is to have at least 300 PEOs and over 25 industry service suppliers as members within the first year. For more information, visit www.peodefender.com.
Media Inquiries
PrismHR:
Ginny Carpenter
Director, Marketing
E: gcarpenter@prismhr.com

PEO Defender:
Addison Price
Demand Generation and Brand Coordinator
E: addisonprice@peodefender.com

### What Can Staffing Companies Do to Prepare for an Economic Downturn?

The staffing industry has faced many roadblocks in recent years. Thanks to the COVID-19 pandemic and the shutdown that came with it, we are facing a potential economic downturn. And staffing companies need to prepare. It took nearly five years for the industry to recover from the job losses of the Great Recession. Although it is not guaranteed that we will be facing another economic challenge as large as this one, it is still crucial for staffing companies to be ready for anything.



It is natural for our economy to evolve as we, as a society, do. However, our economy has been subject to a lot of turbulence and change in recent years because of the global pandemic, political hostilities and the unpredictability of inflation. Even though it has been more than two years since its beginning, our economy is still adjusting.



So we, as a workforce, must learn to adjust with it. Our current economy is different from anything we have experienced; it is a new world, especially for the staffing industry. In 2020, unemployment numbers rose drastically because of shutdowns caused by the pandemic. The staffing industry took a great hit during the Great Recession, too. Luckily, they were able to bounce back coming out of it.



Although our economy has proven its ability to recover rather quickly, we are still swimming through the uncharted waters of our current economic state.



Adjusting to a New Way of Life (and Economy)



Job openings and opportunities surged to an all-time high in 2021 and continue to grow through 2022. This has become an overwhelming problem for the staffing industry. Multiple sectors that rely on industrial staffing firms to fill their workforce, like manufacturing, hospitality, construction and others, are facing new job-vacancy records. Almost 5 million staffing positions remain unfilled today, according to Federal Reserve Economic Data. 



It is unknown where our economy will go from here. Because of this uncertainty, staffing companies must be equipped for just about anything.



What Does Economic Uncertainty Mean for Staffing Companies?



Staffing companies are hesitant to make permanent decisions these days with talk of possible economic disruption constantly making waves. Despite millions of open positions, cautious hiring has become a popular trend. Managers are holding off on hiring extra help to see where the state of our current economy goes. 



In a recent poll by Express Employment Professionals, 60% of companies said they don’t have the capacity to hire more employees—but they are in need of a bigger workforce to manage workloads. Of these respondents, 42% said their company is keeping an eye on workloads leveling out before making the move to hire additional employees. About a third of respondents (32%) said they don’t even have the money within their respective budgets to hire any additional staff to bridge these gaps.



Just because staffing companies are focusing on perceived economic risks, this does not mean that these potential problems are sure to occur. Most staffing companies are concerned about increased cost pressures, higher interest rates, rising COVID-19 cases and supply chain issues. All of these play a part in their respective business conditions.




Want to learn how staffing companies can increaseprofits during economic downtimes?
Learn More about PrismHR's Staffing Solutions




There is no handbook on how to deal with a one-of-a-kind economic situation such as this one. But if PEOs are cautious, careful and conscious, they can still maintain success for themselves and retain their best workers. Workers who switched jobs received increases of 6.4% over the last year versus 4.7% for those that stayed at their jobs. This data goes back to 1997 and this is the widest gap we’ve ever seen. It may not seem like a big jump for PEOs, but it makes a difference for employees.



Slavic believes it to be crucial for the PEO industry to focus on professional and technological companies when moving forward and targeting new business in our ever-changing economy. “Because those will be the ones that are less prone to inflationary pressures than other types of businesses.”



Although federal policies, such as the contractionary monetary policy, are expected to be put into action to relieve these inflationary pressures, it is still crucial for PEOs to be mindful of these risks if they want to stay profitable and competitive within the industry.



“It really is up to the PEO to examine its client base, to examine the companies it’s going after,” Slavic said. “They can be, in a sense, advisers to their clients in navigating all this.”



Our new economy is still unexplored territory. Everyone is learning as they go. PEOs must be calculated in their client-based decision-making if they want to avoid falling victim to inflationary strains and economic hardships.







How Can Staffing Companies Prepare?



Right now, nothing about our economic state is set in stone. There is no way to know if we will go through another recession or not. Regardless, staffing companies need to be prepared for just about anything.



Staffing companies can prepare for a potential economic downturn in a few different ways. Working with reliable companies is a great way to establish roots during economic challenges. Staffing firms can also cut costs by using workforce management software. Familiarizing yourself with the resources that are available to you is another simple—yet effective—way to protect your company and clients. Focus on employee retention by using grant resources, open lines of credit and more.



Perfecting your hiring process is crucial to gaining invaluable employees that will help you flourish—even through economic difficulties. Look at your job postings. Are they clear and concise? Are you conveying exactly what you want and need for your openings? Now, look at your potential candidates. Are they qualified through experience? Do they have a breadth of knowledge that will help drive your company through any possible issues or hard times? Hiring quality, experienced employees will help make these navigation processes much more efficient.



Final Thoughts



Our economy is constantly evolving. Whether we go into a recession is still an unanswered question. But if that ends up being the case, it won’t last forever. Staffing companies can prepare for the worst and still come out successfully ahead.

### Namely Merges With Vensure Employer Services and PrismHR

Leading HCM Technology Provider Unites with Growing Combined Organization Serving the Unique Needs of Mid-Sized Companies
NEW YORK (September 6, 2022) – Namely, the leading HR platform for mid-sized companies, today confirmed it has merged with the organization recently created by the combination of Vensure Employer Services and PrismHR.
Vensure Employer Services is one of the largest Professional Employment Organizations (PEO) in the U.S. The company serves more than 12,000 small- to mid-sized clients, offering core HR, payroll and tax filing; affordable healthcare benefits; workers’ compensation; managed services; and outsourcing solutions. PrismHR provides HR solutions to nearly 85,000 businesses through its community of HR service providers, which include major PEOs such as Vensure. The new entity created through the combination of Vensure and PrismHR is delivering human capital management solutions for every stage of a company’s growth and complexity. Namely further expands the full-service functionality by adding its advanced technology solutions that are in use by more 1,100+ mid-sized clients.
Gary Noke, President and CEO of PrismHR, commented, “Small and mid-sized businesses are the lifeblood of the U.S. economy and culture—and we’re committed to providing them with even more cloud-based HCM solutions that help them compete with large companies. We do this by offering them the same high quality HR technology, healthcare plans, and outsourcing services including payroll, benefits and risk management that big companies enjoy. Namely’s significant technology investments and well-respected brand will enable us to provide employers and our PEO and ASO partners with even more functionality.”
Namely CEO and HR technology industry veteran, Larry Dunivan, said, “The addition of Namely’s product and service offerings will accelerate the momentum being created by the combination of Vensure and PrismHR. Namely has a long history of award-winning technology and passionate customer support and our move into this new organization will greatly benefit our employees, customers and prospects.”
Noke added, “With the addition of Namely to our family of products and services, we have something for every organization, regardless of where they are in their growth. We’re looking forward to continuing to invest in Namely’s technology.”
Vensure Employer Services CEO Alex Campos shared, “With Namely on-board, we’re now 3,600 employees strong and serving over three million employees, 850,000 directly. The coming together of our companies makes Namely bigger and better than ever, enabling us to bring its full power to more mid-sized companies. Our continued investment in technology solidifies our considerable position as the foremost solution for our PEO and ASO partners and all businesses, small and mid-sized.”
For more information, please contact Nikki Boehm of Namely by emailing nicole.boehm@namely.com.

About Vensure Employer Services
Vensure Employer Services is a privately owned professional employer organization (PEO) headquartered in Chandler, Arizona. As the nation’s fastest-growing PEO, Vensure uses industry-leading technology to offer complete, end-to-end solutions for payroll, human resources, benefits, risk management, and workers’ compensation services. Vensure is committed to helping thousands of clients manage, nurture, and grow their business by providing employee and employer-related administration services. To learn more, visit https://vensure.com/.

About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit prismhr.com.

About Namely
Combining intuitive HR technology and best-in-class service, Namely empowers mid-size companies to build better workplaces. Simplifying the complexities of recruiting, onboarding, time & attendance, performance management, benefits administration, compliance, payroll, and HR analytics, Namely offers an integrated platform that saves companies time and improves their employees’ experiences. Distinguished by a dedicated support model and enhanced service offerings, Namely delivers an all-in-one HR solution for today’s people teams. Learn more at Namely.com and follow us @NamelyHR.

Note to editors: Trademarks and registered trademarks referenced herein remain the property of their respective owners.
Media Contact:
Jeanne Achille
The Devon Group
namely@devonpr.com

### What Can PEOs Do to Prepare Should We Head Into a Recession?

Since March 2020, we have faced a global pandemic, a tumultuous political rift and an economic shutdown—and we are still trying to figure out how to make it all work. But now, 2½ years later, what does this mean for our workforce, the economy and PEOs specifically?



It means that, as professionals, we must be prepared for just about anything. Our economy is in a place it has never been before. We have never experienced a near-shutdown of our economy as we did in early 2020, and we are still feeling the effects.



Our New Normal



Our economy is changing and industries are adjusting to this “new normal.” For Professional Employer Organizations (PEOs), it is important to adapt to these continuous changes to compete in the industry.



John Slavic, CEO, Slavic401k



PEO expert John Slavic, who is the CEO of PrismHR Marketplace partner Slavic401k, a company that provides business retirement saving solutions, looks at the PEO space through an economic lens. “The perception was that, across the board, everything stopped,” said Slavic regarding the global pandemic and shutdown. “But that wasn’t all true.”



“Many companies were set up to have their employees work remotely,” he said. “And they were actually able to accelerate during this time. Not all companies were affected equally.”



The PEO industry is a prime example of this. Many PEOs were able to function successfully through this turbulent time, as were professional and accounting firms, medical practices, technology companies and more. With the infrastructure in place to allow employees to work remotely and utilize Paycheck Protection Program (PPP) loans, which allowed small businesses to pay their employees during the pandemic, companies were able to weather the storm.



Even so, our economy continues to evolve and PEOs must follow suit.



What Is Happening Macroeconomically?



Macroeconomically, we have nothing to compare to the current, fragile state of our economy. So it is difficult to track where things will go from here. Although there have been talks of the “R-word”—“recession”—Slavic says today’s economic situation doesn’t fit the classical definition.



In a traditional recession, unemployment and debt will be high. That isn’t representative of our current position.



In July 2022, the unemployment rate was 3.5%, the lowest it has been in 50 years, and employers even added a whopping 528,000 jobs to the labor market in July.



Debt isn’t rising quickly either. “In a recession, people are just trying to survive, so they go to their credit cards. They accumulate all kinds of personal debt,” Slavic said. “Right now, we have historic savings levels, because a lot of people were able to save or defer into 401k plans, IRAs, regular savings or investment accounts that they never would have been able to rely on in a traditional recession environment.”



Inflation, on the other hand, has been a significant problem. Gas prices, for instance, peaked at over $5 a gallon average in June (gas hit $7 to $10 a gallon in some places), an all-time high, but have since dropped back to just under $4 a gallon as of mid-August. For perspective, on average, gas prices were at about $3.19 per gallon a year ago, the first time they went above $3 per gallon since 2014. And if you’re looking to travel, hold onto your hat as airline prices have soared almost 28% in the past 12 months.



“Unless there’s a dramatic change politically, which could happen, we’ll probably be at around $100 a barrel of oil for a very long time,” Slavic predicts.



Grocery prices are still climbing, too. A box of Cheerios, for instance, is 29% higher than it was two years ago. Want to spread some Jif peanut butter on your bread? That will cost 43% more than it would have in January 2020.



And with a chip shortage, supply chain problems and other factors, new car prices have shot up dramatically in the past year with the average vehicle selling for over $47,000. Used car prices have also skyrocketed.



It’s difficult to predict how our new economy will continue to evolve since the future forecast is still up in the air. “We’re really in uncharted waters, in terms of what the economy is going to look like,” Slavic said. So PEOs need to be prepared for whatever comes next.



How Can PEOs Prepare?



There is no handbook on how to deal with a one-of-a-kind economic situation such as this one. But if PEOs are cautious, careful and conscious, they can still maintain success for themselves and retain their best workers. Workers who switched jobs received increases of 6.4% over the last year versus 4.7% for those that stayed at their jobs. This data goes back to 1997 and this is the widest gap we’ve ever seen. It may not seem like a big jump for PEOs, but it makes a difference for employees.



Slavic believes it to be crucial for the PEO industry to focus on professional and technological companies when moving forward and targeting new business in our ever-changing economy. “Because those will be the ones that are less prone to inflationary pressures than other types of businesses.”



Although federal policies, such as the contractionary monetary policy, are expected to be put into action to relieve these inflationary pressures, it is still crucial for PEOs to be mindful of these risks if they want to stay profitable and competitive within the industry.



“It really is up to the PEO to examine its client base, to examine the companies it’s going after,” Slavic said. “They can be, in a sense, advisers to their clients in navigating all this.”



Our new economy is still unexplored territory. Everyone is learning as they go. PEOs must be calculated in their client-based decision-making if they want to avoid falling victim to inflationary strains and economic hardships.



Final Thoughts



Although much of the pandemic seems to be behind us, we are still very much feeling the effects of it. The best thing we can do as professionals is to adapt to the continuous changes and adjust to our new normal. PEOs can still be successful and our workforce can still thrive.



“Those PEOs positioned in those industries in their market that are not going to be inflation-sensitive are going to do pretty well,” Slavic said. “Those that bet the wrong way could struggle. And that’s kind of the age-old thing that’s happening in the PEO space.”




 Check out PrismHR's full list of Marketplace partners.
 VISIT PRISMHR MARKETPLACE

### Comprehensive Employee Benefit Plans from Guardian Life Now Available to PrismHR HR Service Providers and Their Small Business Clients

New partnership allows HR service providers to offer their clients tailored, value-added benefit plans.







Hopkinton, MA - June 30, 2022 - PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., announced that it has partnered with The Guardian Life Insurance Company of America (Guardian®) to allow PrismHR HR Service Providers access to Guardian’s full suite of dental, vision, life, disability, supplemental health, and mental wellness benefits. 



“The Guardian PrismHR relationship reinforces Guardian’s commitment and leadership in the PEO space.  We are excited to bring our innovative product portfolio to more employees, helping PEO members obtain  lifelong well-being,” said Jeff Wasco, Head of Specialty and Emerging Markets for Guardian.  



The partnership will provide several benefits to HR service providers including: 




Access to comprehensive employee benefits that prioritize well-being like mental wellness benefits  through Spring Health, tailored solutions to improve benefits communication, and value-added  benefits such as Will Prep Services and an Employee Assistance Program, all with a focus on helping  HR service providers attract and retain employees 



No ongoing EDI maintenance fees and zero set up cost  



PrismHR Data Bridge, which automatically extracts, transforms, validates, and securely transfers  enrollment data to carriers and providers  




“I’m excited about the union of PrismHR’s technology and Guardian’s insurance offerings,” said Tim Pratte,  President, HRO Business Unit at PrismHR. “This partnership allows PEOs to offer worksite employees  attractive benefit offerings that keep cost, value, and variety in mind.” 



About The Guardian Life Insurance Company of America (Guardian)  



Every day, Guardian provides Americans the security they deserve through our insurance and wealth  management products and services. Since our founding in 1860, our long-term view has helped our  customers prepare for whatever life brings, whether starting a family, planning for the future, or taking care  of employees. Today, we’re a Fortune 250 mutual company and a leading provider of life, disability, dental,  and other benefits for individuals, at the workplace, and through government sponsored programs. The  Guardian community of over 9,000 colleagues and our network of over 2,500 financial representatives is  committed to serving with expertise when, where, and how our clients need us. Our commitments rest on a  strong financial foundation, which at year-end 2021 included $10.7 billion in capital and $1.9 billion in operating income. For more information, please visit guardianlife.com.



About PrismHR 



PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our  HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll,  benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information,  visit www.prismhr.com. 



GUARDIAN® and the Guardian Logo® are registered trademarks of The Guardian Life Insurance Company of  America. ©Copyright 2022 The Guardian Life Insurance Company of America, New York, N.Y. 2022-139813 (6/24) 



Media Contacts 



Guardian:Lou HaberE: louis_haber@glic.com



PrismHR:Ginny CarpenterE: gcarpenter@prismhr.com

### The PEO Capitol Summit: Advocating for the Businesses That Advocate for Small Businesses 

Thoughts from the PEO Capitol Summit: 



Two-plus years into the pandemic, it’s no secret that COVID-19 has affected people from every country in the world. 



The pandemic has also had a profound impact on companies, too, but none more so than small businesses.



An additional 200,000 small companies closed during the pandemic than what we would normally see—and that was considered less than what was even expected. 



Still, you’ll forgive small-business owners if they’re not cheering that news.  



The pandemic along with turmoil around the world has led to many headaches for small businesses, from supply chain issues, rising costs and, of course, a talent shortage caused by the Great Resignation, Great Reshuffle or whatever your preferred moniker is. 



The PEO Advantage



On the other hand, small businesses that used Professional Employer Organizations (PEOs) were 58% less likely to have been permanently closed, 32% less likely to have had a negative effect from the pandemic and were 82% more likely to have business operations come back to normal or become better by the time the survey was taken, according to a National Association of Professional Employer Organizations (NAPEO) report released in September 2021.



While big companies generally get most of the press, the 31.7 million small businesses in the United States have created almost twice as many new jobs than large companies between 2000 and 2019 (10.5 million vs. 5.6 million), according to U.S. Small Business Administration statistics, and small businesses make up 99% of the companies in the country. Additionally, we know that innovation often comes from smaller businesses that tend to be more agile than their counterparts from larger companies.



As an organization that supports PEOs, PrismHR was thrilled to be a part of the recent PEO Capitol Summit to advocate to members of Congress on behalf of PEOs that offer smaller businesses the HR-related tools they need to successfully compete with larger organizations for recruiting, retention and more.  



Last month, a group of us from PrismHR, including Tim Pratte, our president of human resources outsourcing (HRO),  and Chris Babigian, a PrismHR compliance and product manager, joined NAPEO and other organizations to talk with key congressional stakeholders.



Joining us on the trip to the District were Bob Burbidge from GenesisHR Solutions and Jeff Wasco from Guardian Life Insurance Company of America. We spent the afternoon meeting in the Hart Senate Office Building with Alexis Freeman and Jay Weismuller, the legislative correspondent and senior tax and economic policy adviser, respectfully, for Sen. Maggie Hassan of New Hampshire. We then walked to the Longworth House Office Building to meet with John Chambliss, a legislative aide for Rep. Seth Moulton. We also got to meet with Rep. Susan Wild (see picture below).



From left: NAPEO’s Kristin Baldwin, PrismHR’s Chris Babigian, Rep. Susan Wild and PrismHR’s Angela Hoch



Importance of PEOs



Representatives from both branches understood the importance of PEOs, and had a solid understanding of some of the challenges smaller companies are facing, especially with the Employee Retention Tax Credit (ERTC). The ERTC was established under the Coronavirus Aid, Relief, and Economic Security Act (CARES Act), and was designed to encourage businesses to keep employees on their payrolls even when the going got tough and help them manage change caused by the pandemic. Companies could claim up to $26,000 per employee under the ERTC.



Additionally, through the American Rescue Plan (ARP), companies could claim an additional credit of $7,000 per quarter per employee in 2021. Some businesses qualified for up to $50,000 per quarter.



While the ARP ended in September, there is still a huge backlog of payments that are due to small businesses. And many of them need it badly!



The problem? The Internal Revenue Service was stymied by the pandemic as well. In March, IRS Commissioner Charles Rettig told a House Ways and Means Committee hearing that payments would be made by the end of the year. “If the world stays as it is today,” he testified, “we will be what we call 'healthy' by the end of calendar year ’22 and enter the ’23 filing season with normal inventories.”



Six months can be an eternity in the business world, and, as you know, the last thing small businesses need is another obstacle to help slow them down. 



Still, as we told the congressional stakeholders, PEOs work hard every day to make things better for small businesses. Whether it's helping companies manage benefits, payroll, recruiting and retention or even other new and current regulations, such as the Work Opportunity Tax Credit (WOTC), PEOs help small businesses thrive.    



What we learned at the PEO Capitol Summit was that regulators were receptive to and familiar with our industry. They also understood the important role small businesses play in lifting our economy. We were excited to be able to tell their story as representatives of the PEO industry, and we will continue to advocate on PEO’s behalf.



We also know that small businesses need our help more than ever to navigate through the tough terrain they find themselves in. Regulators must help, of course, but, just like small businesses count on PEOs, so, too, can PEOs count on PrismHR. Advocating for PEOs is what we do, and that will never change–and the small-business world needs you more than ever.







Angela Hoch contributed to this post.



Sean Yolish is PrismHR’s vice president, insurance and financial services. He is a strategic senior executive with 23 years of demonstrated success in the HRO industry. Sean has extensive operational leadership experience in employee benefits, payroll, human resources administration/consulting, IT, Risk Management and commercial real estate. Sean has a bachelor’s degree in human resources and is a licensed health, life, property and casualty insurance consultant.



Angela Hoch is PrismHR’s senior director of customer success. She started her career in the PEO industry in early 1995, and spent 15 years overseeing the operations for a multistate PEO. Angela then transitioned into the PEO software side of the industry. She now oversees the PrismHR Customer Success Team.

### 10 Ways to Rev up Your Recruiting & Retention



### Simplified Administration of Work Opportunity Tax Credit (WOTC) Now Available to PrismHR HR Service Providers and Their Small Business Clients

HR service providers can now offer their clients a solution to automate their Point-Of-Hire Tax Credits that saves time and increases efficiencies.




Hopkinton, MA – March 24, 2022 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., announced that it has partnered with Walton to offer its HR service providers and their small business clients a simple way to automate and streamline the Work Opportunity Tax Credits (WOTC) program.

Walton’s integration with PrismHR delivers a solution proven to simplify the administration of WOTC. Their solution delivers a simplified user experience, which automates the new hire screening through a simple questionnaire, powered by an integrated and secure transmission of the required payroll data used to calculate tax credits.



“Automating WOTC reduces manual errors and untangles complex administration,” said Jonathan Wall, Vice President, Strategy and Platform Growth at PrismHR. “Walton brings this streamlined experience to our HR service providers and their clients. Walton has built a smart solution integrated with PrismHR that simplifies WOTC saving time and resources.”

“We welcome the opportunity to demonstrate the power of our technology with PrismHR’s clients,” said David Garcia, Director of Marketing and Partner Support for Walton. “Having access to Walton’s innovative solution will simplify the administration of point-of-hire tax credits and deliver maximum results with ease.”

To learn more view Walton's Marketplace page.
About Walton
Walton is a leading provider of technology solutions proven to automate and streamline point-of-hire tax credits and verification of employment, powered by its award-winning technology platform. Walton’s solution integrates with most Applicant Tracking and Onboarding Systems to deliver a simplified user experience to employers and employees. Walton also integrates with most payroll providers to securely automate the transmission of the critical data to pursue tax credits and complete employment and income verifications. As a result, companies save time, money and resources that can be used to focus on other areas to grow your business.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Massachusetts. For more information, visit www.prismhr.com.
Media Contacts
Walton:
David Garcia
E: david.garcia@waltonmgt.com | P: 732-660-4292

PrismHR:
Ginny Carpenter
E: gcarpenter@prismhr.com | P: 508-747-7261

### Equifax Named PrismHR 2021 Partner of the Year

2nd Annual Partner Summit Brings Together PrismHR Marketplace Partners to Network and Share Best Practices




Hopkinton, Mass. — March 14, 2022 — At the second annual Partner Summit held last month, PrismHR, the leading HR technology software powering payroll, benefits and HR for businesses across the U.S. announced that Equifax has been named PrismHR Partner of the Year for 2021. Equifax leverages a combination of technology and expert knowledge to offer automated income and employment verifications as well as unemployment cost management solutions to small and medium-sized employers through the Professional Employer Organizations who retain PrismHR for their payroll service.

The PrismHR Partner of the Year Award is awarded annually to one PrismHR Marketplace or Insurance partner who has demonstrated a commitment to innovation, collaboration, and investment in the partnership in order to achieve excellence in sales, marketing, and business success. Finalists for the award included NortonLifeLock, Slavic 401K, Swipeclock, and Doctegrity. Honorable mentions were given to Crimcheck, Pendella Technologies, and ZayZoon.

“We are honored to be recognized as PrismHR’s Partner of the Year,” said Jeff Wagner, Vice President of Business Development, Equifax Workforce Solutions. “Every day, our collaboration helps PEOs serve small businesses and their employees through expert services that help relieve the administrative burden on the business owners and keep life moving forward for their employees.”

“Our partners provide a tremendous amount of value for our HR service providers and their SMB clients. This year, there were so many standouts, but Equifax has continually invested in helping the PrismHR community with employee verification and unemployment claims,” said Jonathan Wall, Vice President of Strategic Partnerships at PrismHR. “This year the Equifax team showed exceptional commitment to customer value and success, creativity, innovation along with great communication and collaboration.”
PrismHR Marketplace
PrismHR Marketplace provides access to pre-integrated, validated connections from leading HR application providers. The Marketplace includes a wide range of solutions and service offerings ideal for small to medium-sized businesses and their employees, and helps PrismHR service providers increase client retention, stickiness and satisfaction.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 88,000 organizations and over 2 million worksite employees, processing greater than $57 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contact
Ginny Carpenter
PrismHR
508-747-7261

### Automated Benefits Administration from Tabulera Now Integrated with PrismHR Platform and Available Through PrismHR Marketplace

HR service providers can now offer their clients assistance to capture, reconcile, and pay employee benefit plan invoices.




Hopkinton, MA – February 17, 2022 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced that Tabulera, a platform to capture, reconcile, and pay employee benefit plan invoices, is now available to its HR service providers, their small business clients, and their worksite employees through the PrismHR Marketplace.

Tabulera’s benefits administration solution helps teams eliminate excel spreadsheets, decreases the time spent on manual reconciliation, and provides peace of mind by automatically auditing carrier invoices against enrollment & payroll systems.

"Given Tabulera’s executive team’s background in the PEO industry, the outstanding product reviews we have received from our clients, and the demand we see with our clients, we are very excited to introduce Tabulera as a new Marketplace partner. We know these back-office processes are difficult and time-consuming,” said Tim Pratte, President, HRO Business Unit at PrismHR.

“Tabulera’s Invoice Capture, Reconciliation and Payments modules allow PEOs to seamlessly administer both PEO and client sponsored benefit plans eliminating the tedious task of reconciling carrier invoices to payroll, enrollment and COBRA systems. A process that can catch significant benefit leakage. Partnering with PrismHR, as one of the leaders in the PEO HRIS space, now allows PEOs to connect their PrismHR data directly to Tabulera’s platform eliminating tedious entry of insurance carrier invoices, spreadsheets, and manual payment processing. We are very excited to partner with PrismHR and their clients to have a positive impact on the PEO industry,” said Doug Devlin, CEO of Tabulera.
 View Tabulera Marketplace Page

About Tabulera
Employer back-office benefits administration is overly complicated and gets in the way of growing your business. Thousands of employees, dozens of plans and carriers, all on disparate systems. No wonder bad data, headaches, and millions in leakage are the status quo. You need to go beyond the daily details. Get the freedom to focus on your business with Tabulera, a platform that captures, reconciles and pays employee benefit plan invoices so you don’t have to.

Finally, all your carrier invoices, reconciliation and payments in one place, and see your benefits costs clearly — down to the penny.

Headquartered in Pleasanton, California, Tabulera is online at tabulera.com.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Contacts
Tabulera:
Andrey Brych
E: Andrey.Brych@tabulera.com | P: 925-478-2500

PrismHR:
Ginny Carpenter
E: GCarpenter@prismhr.com | P: 508-747-7261

### 5 Ways PEOs Can Improve Operational Efficiency

It’s no secret that the PEO business is complex; attracting and onboarding new clients, keeping up with client requests, policy and claims management, and staying up to date with overall business demands can be all-consuming. If that sounds familiar, now is a good time to identify where you can improve operational efficiency in your organization.What is operational efficiency? Simply put, it’s your organization’s ability to deliver high quality services through streamlined processes and resources. If implemented correctly, increasing operational efficiency can make your organization run more smoothly, be more profitable, and improve client service and employee satisfaction.But, where do you begin? Here are 5 ways your PEO can improve operational efficiency along with some tips to get you started.







1.  Look for processes that are currently performed manually or places where there are no processes in place at all.  



Are there areas in your organization that still rely on spreadsheets or “over the wall” conversations? Take a fresh look at critical areas of the business, including sales, your quoting and proposal management processes, onboarding, payroll, client support, and policy and claims management. Are there opportunities to simplify tasks, improve consistency and decrease errors in these areas? Tip: Consider implementing a ticketing system to ensure that client requests and issues are tracked and automatically referred to the right member of your customer support staff. A ticketing system will enable staff to respond to requests quickly and efficiently without things falling through the cracks.







2.  Consolidate applications with overlapping functionality. 



If your organization suffers from “application sprawl” and is using many disparate software tools that don’t work together, time and money is being wasted. Take an inventory of the applications being used in each area of your business and look to see if any can be retired, replaced, upgraded or consolidated. 



Tip: Often applications improve in functionality over time. Spend time reviewing your software and talking with vendors to see if they provide new functionality that overlaps with other solutions. 







3.  Automate, automate, automate. 



Automating repetitive tasks such as entering data into multiple systems increases accuracy, reduces costly errors, and improves customer satisfaction and employee productivity.Tip: Setting up automated workflows that enable information to flow freely from one software application to another can eliminate errors and save time. Workflows also can be set up with alerts to provide notifications of important changes. 







4.  Leverage existing knowledge. 



Often the same issues and questions pop up over and over, especially when dealing with cases and client questions. Look for ways to document responses to ensure consistency, reduce response time, and improve training.Tip: Creating an internal knowledge base can help reduce the number of steps it takes for your employees to find answers to commonly asked questions.







5.  Get the right tool for the job. 



The PEO business is unique. Look for solutions geared to the requirements of the PEO industry and develop processes based on industry best practices.Tip:  Implementing critical systems, like a CRM or workflow management tool designed for PEOs can significantly improve the efficiency of your operations.







We want to know where you think the largest opportunities are to increase your operational efficiency. 



Contact us at clientspaceinfo@prismhr.com to start a conversation about how PrismHR can help.

### PrismHR Partners with Pet Benefit Solutions to Offer Discounts on Everything Employees Need for Their Pets

HR service providers can now offer their clients’ employees easy-to-use pet benefits.




Hopkinton, MA – January 27, 2022 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., announced that it has partnered with Pet Benefit Solutions to offer PrismHR customers, their clients and their employees the best in pet benefits and care with Total Pet Plan.

​​Total Pet Plan from Pet Benefit Solutions saves pet families money on all their pet needs. There are no exclusions; even pets with pre-existing conditions qualify. Plus it’s priced at less than 40 cents a day!

“We are excited to offer this sought-after benefit for families that helps improve employee retention and satisfaction,” said ​​Sean Yolish, Vice President of Insurance & Financial Services at PrismHR. “The comprehensive coverage Pet Benefit Solutions provides is a great addition to a voluntary benefits lineup for worksite employees, that both saves money and offers peace of mind.”

Total Pet Plan includes:

 	Up to 40% off and free shipping on prescriptions, preventatives, food, treats, toys, and more
 	Same-day pickup for human-grade prescriptions at thousands of participating pharmacies nationwide
 	Instant 25% savings on in-house medical services at participating veterinarians
 	24/7 pet telehealth with US-based licensed veterinarians
 	A durable scannable ID tag and lost pet recovery service

“We’re honored to bring our world-class pet benefit plans to PrismHR customers,” said Sarah Falk, Vice President of Voluntary Benefits. “Pet benefits have proven to be an effective way for employers to attract and retain top talent. Our collaboration with PrismHR provides PEOs all the resources to seamlessly implement a quality pet product for worksite employees nationwide.”

To learn more about Total Pet Plan reach out to our PrismHR Benefit Advisors today.
 LEARN MORE 


About Pet Benefit Solutions
Pet Benefit Solutions is the nation’s only employee benefit provider with a full suite of voluntary pet benefits for employees. Our offerings are recommended by consultants nationwide. Thousands of employers, ranging in size from 25 employees to Fortune 100 companies, offer plans from Pet Benefit Solutions to their millions of employees. More information is available at www.petbenefits.com.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Massachusetts. For more information, visit www.prismhr.com.
Contacts
Pet Benefit Solutions:
Becky Schaen
E: beckys@petbenefits.com | P: 848-207-3849

PrismHR:
Ginny Carpenter
E: gcarpenter@prismhr.com | P: 508-747-7261

### Advanced Timekeeping Solution from Swipeclock Now Available to PrismHR HR Service Providers and Their Small Business Clients

HR service providers can now offer their clients a fully integrated, modern time and attendance solution through Swipeclock.




Hopkinton, MA – January 20, 2022 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., announced that it’s Marketplace partner, Swipeclock, launched their newest solution, WorkforceHub Time Plus, a modern time and attendance solution tailored to meet the demands of today’s employers.

WorkforceHub Time Plus features a new user interface, timekeeping, employee scheduling, accruals, custom scripting, mobile access, compatibility with intelligent time clock hardware, and integration to PrismHR. Workforce Hub Time Plus can be easily set up and turned on for new small business clients by an HRO, speeding implementation time.

Clients can easily move to WorkforceHub Time Plus, from the core offering of WorkforceHub Time, or as a first-implementation solution for new clients.

“Swipeclock has been a trusted and key partner in time and attendance tracking for years and will continue to do so now with its newest solution, WorkforceHub Time Plus,” ​​said Jonathan Wall, Vice President, Strategy and Platform Growth at PrismHR. “The Swipeclock solution helps to meet the needs of PEOs and ASOs, whether that be basic timekeeping or more complex scenarios.”

“Time and labor management is a critical component to the solution PEOs deliver to their clients. We’re excited to partner with the leading PEO platform, PrismHR, to deliver WorkforceHub Time Plus, a powerful yet elegant timekeeping tool for today’s modern workplace,” stated Coleman Barney, CEO of Swipeclock. “This efficient integration connects the entire experience for PrismHR customers and simplifies the delivery of their services to their end user employers.”
About Swipeclock
Swipeclock provides HR tech solutions designed for the way small businesses work. With a “get in and get work done” crisp and responsive user interface, Swipeclock solutions minimize compliance challenges, improve productivity and have the rapid time to value small business needs.

Over 35,000 businesses and 1,000,000 employees are powered by Swipeclock solutions either directly or through its extensive network of over 1,300 valued partners.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Massachusetts. For more information, visit www.prismhr.com.
Contacts
Swipeclock:
Cary Snowden
E: csnowden@swipeclock.com | P: 801-617-1234

PrismHR:
Ginny Carpenter
E: gcarpenter@prismhr.com | P: 508-747-7261

### Trion Solutions Selects PrismHR as Its New Client Software Platform

PrismHR selected by Top-10 PEO Trion to continue its rapid growth and further enhance client satisfaction




HOPKINTON, MA – January 13, 2022 – Trion Solutions, one of the nation’s largest and fastest-growing Professional Employer Organizations (PEOs), has selected PrismHR as its new software platform to help deliver Trion’s full suite of payroll and HRIS programs to its more than 600 client companies across the United States.

Trion will move from its existing technology platform to PrismHR’s industry-leading platform to enhance client service, core-business processes and operational efficiencies. Trion’s customers will also be able to take advantage of over 60+ value-added HR services and solutions through PrismHR Marketplace.

“Trion is one of the top PEOs in the United States and is extremely well respected in the field. We are thrilled Trion has selected PrismHR to help further its high-growth plans,” said PrismHR President, HRO Tim Pratte. “With the PrismHR platform, Trion is enhancing its client experience and will be positioned to attract new clients in all 50 states.”

Trion Chief Operating Officer Craig Vanderburg said, “All of us at Trion Solutions are excited to partner with PrismHR and to deploy its proven, robust, and scalable solution. Trion’s year-to-year client retention rate already is among the highest in the industry, and we expect the PrismHR platform to help further enhance client satisfaction and to help us achieve greater operational efficiencies to make us even more nimble in serving our clients.”

Trion Chief Technology Officer Pathik Mody said, “After an extensive vetting and testing process, we are thrilled to be working with the technology professionals at PrismHR. Its reliable platform is intuitive and easy for clients to use and will help ensure further client growth is accomplished seamlessly and with high client satisfaction.”
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the United States. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
About Trion Solutions
Trion relieves the stress and burden of payroll, Human Resources, benefits administration, workers’ compensation, regulatory compliance and employee-retirement programs for small- to mid-size companies, so they can stay focused on their core business. Trion is a certified minority-owned business with corporate headquarters in Troy, Mich., and major client-service offices in Aventura, Fla., and Scottsdale, Ariz.


Media Contacts
PrismHR Public Relations
Maryellen Edwards
(508) 747-7261
medwards@prismhr.com

Trion Solutions
Jeff Caponigro, Executive Vice President -
Corporate Communications and Chief Marketing Officer
(248) 498-9234
jeff@trionworks.com

### PrismHR HR Service Providers and Their Small Business Clients Can Now Find Qualified Job Applicants Through Jobcase

HR service providers can now offer their clients an online tool to push jobs to qualified candidates.




Hopkinton, MA – January 6, 2022 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., announced that Jobcase, an online job posting resource and community, is now available to its HR service providers and their small business clients through the PrismHR Marketplace.

Finding and hiring great talent has been a top business challenge for small and medium businesses year after year, and has increased in the past few months.

“The battle to find and hire the right employees is the hardest thing that businesses face today” said Jonathan Wall, Vice President, Platform Growth & Partnerships at PrismHR. “Jobcase helps businesses broaden and diversify their talent audience, to find the qualified candidates they need.”

Jobcase is where all kinds of workers – hourly employees, gig workers, tradespeople, technicians and more – come to access jobs, make connections, and share support in all aspects of their work life. Jobcase has more than 110 million registered members, and 20+ million unique visitors per month, and is one of the largest communities for worker candidates among job-related sites and social platforms. Jobcase has more blue and gray collar candidates than any other platform.

Jobcase has streamlined integration with the PrismHR ATS making posting a job simple and quick. In addition, Jobcase works with other applicant tracking systems that have integrated with PrismHR.

"At Jobcase, we know finding the right talent quickly is key to sustainability and growth for a small business,” said Kristy Fallon, Vice President. “That’s why we’re excited to partner with PrismHR to provide an easy-to-use and effective job promotion platform for HR service providers and their clients. Our solutions give employers – of any size – access to a vast and diverse social community of US workers and local job seekers."

View Jobcase's Marketplace page
About Jobcase
Founded in 2015, Jobcase is dedicated to empowering and advocating for the world's workers. As a social platform, Jobcase helps more than 110 million registered members lead better work lives – providing access to jobs, tools, resources, and a supportive community. Jobcase technology also powers a network of job sites and many nonprofit-driven activities via its Jobcase network. Emerging as one of the fastest-growing technology companies in Boston, Jobcase is a Workday Ventures Partner and an industry-affiliate of MIT's Computer Science and Artificial Intelligence Lab (CSAIL). Jobcase also collaborates with employers, nonprofits and government agencies to both improve and diversify access to opportunity and participation in the workforce.

For more information, visit www.jobcase.com or contact PR@jobcase.com.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Contact
Ginny Carpenter | PrismHR
gcarpenter@prismhr.com | 508-747-7261

Kristy Fallon | Jobcase
prismhr@jobcase.com

### The Key to Employee Retention is Performance Management

As we head into 2022, HRO’s are continuing to guide small business clients through one of the most difficult employment markets in history. According to the U.S. Bureau of Labor, the number of job openings increased to 11.0 million in October while hiring decreased, indicating that the worker shortage is worsening and affecting employment growth and the overall economy.Smart employers are thinking about how to keep the employees they have happier and more engaged in an effort to stem employee attrition. Taking measures to retain valued employees makes good business sense, because on average, it costs 6-9 months of an employee's salary to replace them.



The key to increasing employee retention is proving to be effective performance management.



Performance management?



Let’s face it:  Performance management has always been viewed as a necessary evil by employers and employees alike.But new performance management techniques and programs can actually increase employee engagement and retention while providing clear benefits for employers, including increasing productivity, identifying top performers, and ensuring that company objectives and goals are aligned with company hiring, KPI’s and development planning.







Next Generation Performance Management



Employees choose to leave positions for many reasons, but oftentimes poor communication, unrealistic workloads, unclear expectations, lack of recognition or limited opportunities for advancement play a role in that choice. Today’s performance management systems provide more opportunities for supervisors and employees to identify issues and to come up with plans to address them before it’s too late.



Regular, consistent feedback



The practice of conducting traditional yearly performance reviews is over. Today, performance reviews are held year round through employee check-ins designed to encourage two-way communication between employees and managers to gauge progress and identify any issues that need resolution. The increased involvement ensures that employees are engaged, happy and working towards mutual goals.



Enhanced employee development



Good performance management practices help employers identify employee strengths and weaknesses and target areas for both training and development.



Identify top performers



Understanding who top performers are in an organization is key, and finding ways to reward and motivate them should be the goal of every employer.



Easy to use for both employees and managers



Performance management systems have come a long way from the paper-based systems of the past. Today, solutions are integrated with HR and payroll systems and facilitate two-way feedback from both the employee and the supervisor.



The HRO Value-Add



As a trusted advisor to your small business clients, guiding your clients to success is job #1, and in today’s tough employment market, offering a performance management solution and communicating its role in employee retention is key.



Thinking of offering performance management to your customers in 2022? Check out PrismHR’s integrated performance management offerings.







Need more information about performance management? Click to view infographic:

### How Performance Management Can Help Retain Employees  [Infographic]

Small businesses have lost a record number of employees during The Great Resignation and are finding hiring new employees harder than ever. That’s why smart companies are looking for ways to retain their top employees.This infographic provides key facts on the impact The Great Resignation is having on small business and how state-of-the-art Performance Management systems can help organizations develop and retain their top employees and increase employee engagement.



This Infographic Shows:



How The Great Resignation is affecting US businessesThe impact of employee attritionHow to increase employee engagement and boost retention through Performance ManagementSmall business selection criteria for Performance Management solutions



Performance Management solutions are ideal for HROs looking for ways to help their small business clients retain and engage employees.

### AI-Powered Life and Disability Insurance Recommendation Tool Now Available to PrismHR HR Service Providers and Their Small Business Clients

HR service providers can now offer their clients individual life and disability insurance with the newest PrismHR Marketplace Partner, Pendella.

Hopkinton, MA – October 13, 2021 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced that Pendella, an individual life and disability insurance solution, is now available to its HR service providers, their small business clients, and their worksite employees through the PrismHR Marketplace.

Through Pendella's AI-powered recommendation tool, small-business clients’ worksite employees can quickly and easily quote, apply, and buy life insurance all within a browser. Pendella’s digital end-to-end solution is available to worksite employees at any time, not just during open enrollment or the initial offering period.

Pendella provides:

 	An additional revenue stream for PrismHR HR Service Providers
 	An online application process that requires very minimal set-up time by staff and eliminates any ongoing administrative burden
 	Simple integration that provides an instant decision in a matter of minutes and at no cost to HR Service Providers
 	Worksite employees with the ability to purchase policies online or to speak with a licensed insurance advisor
 	Full marketing support providing email templates and product material to HR Service Providers

“When providing life and disability insurance, a precise and instant digital solution has become crucial for a great employee benefits experience, and Pendella brings this experience to employees,” said Tim Pratte, President, HRO Business Unit at PrismHR. “Pendella has raised the standard with this one-of-a-kind solution that helps small businesses improve employee retention and morale.”

“This new partnership with PrismHR brings us one step closer to achieving Pendella’s mission of bringing individual life and disability insurance to all people,” said Bob Gaydos, CEO of Pendella. “Together, we now offer greater protection and value to more than 2,000,000 people currently supported by PrismHR.”
 View Pendella Marketplace Page 

About Pendella
Pendella is a technology company that exists to make the financial protection of individual life and disability insurance available to all people, regardless of age, health or income level. Pendella’s full-stack, enterprise SaaS solution is powered by artificial intelligence and big data to automate underwriting and deliver a simple, intuitive, and delightful experience to thousands of people through partnerships with top-rated insurance carriers and distributors. White-label customization enables a seamless end-to-end insurance experience for the consumer. Instant life and disability insurance—from online application to policy delivery in minutes. No paperwork. No medical exams required. Minimal-effort implementation. Visit www.Pendella.com/PEO, Follow @GetPendella, Join our team: Linkedin.com/company/Pendella
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contact
Marissa Buckley
Pendella
E: marissa@pendella.com | P: 386-405-1617

### PrismHR partners with ZayZoon to offer employees instant access to earned wages

HR service providers can now offer their clients an Earned Wage Access solution with no time system requirement and full go-live potential within minutes.




Hopkinton, MA – September 22, 2021 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., announced that ZayZoon, an Earned Wage Access solution with no time system requirement and full go-live potential within minutes, is now available to its HR service providers, their small business clients, and their worksite employees through the PrismHR Marketplace.

ZayZoon is an Earned Wage Access solution that helps improve workplace productivity, retention, and recruitment by giving small business’ employees access to earned wages in advance of payday. Offering earned wage access is a great hiring and retention tool that helps clients compete in a competitive hiring landscape.

ZayZoon’s integration with PrismHR creates a streamlined experience that makes onboarding simple and quick. PrismHR customers can enable ZayZoon across all clients and worksites in under 45 minutes. There is no pay card required and no time system setup required. Employees are able to access ZayZoon through PrismHR’s employee portal.

This modern benefit helps support financial well-being by giving employees more control over their finances. Additional benefits of offering ZayZoon include:

 	Multiple options for employees to access earned wages for free
 	No client contracting or operational responsibilities
 	No funding accounts or time system integrations required
 	Increase in employee portal utilization for PEOs

“Providing competitive financial wellness tools continue to be imperative to a great employee experience, and ZayZoon brings this experience to employees,” said Tim Pratte, President, HRO Business Unit at PrismHR.

“Providing Earned Wage Access to PEO’s has been part of ZayZoon’s story since the beginning. Our partnership with PrismHR now helps bring financial health to the forefront of this space, as a turn-key solution for more than 80,000 businesses that rely on PrismHR every day,” said Tate Hackert, Co-Founder and President of ZayZoon.
About ZayZoon
ZayZoon improves employee health by offering easy-to-use, responsible financial products. ZayZoon partners with businesses of all sizes to provide staff access to the suite of products including: Wages On-Demand, financial education and personal finance tools. Workers around the world rely on predatory products such as payday loans and overdraft fees to bridge the paycheck-to-paycheck gap created by pre-determined payroll cycles, ZayZoon aim’s to help break that cycle. ZayZoon’s on-demand access to wages helps reduce financial stress and improve workplace satisfaction and productivity.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Contact
Shane Edrington | Director of Sales and Business Development
ZayZoon
E: shane.edrington@zayzoon.com | P: 480-980-7785

### An Innovative 401(k) Solution with Service-First Support from BlueStar Now Integrated with PrismHR Platform and Available Through PrismHR Marketplace

PrismHR service providers can now offer a 401(k) solution with superior service and smart technology from BlueStar.

Hopkinton, MA – July 14, 2021 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced that BlueStar, a 401(k) solution with superior support, is now available to its HR service providers, their small business clients and their worksite employees through the PrismHR Marketplace.

BlueStar is a 401(k) solution that alleviates plan administration and compliance headaches, with a unique user experience to impress your clients and best serve employees. BlueStar’s technology, including a guided mobile app enrollment experience and proprietary workflow system, now coupled with Prism’s API integration, significantly reduces your administrative burden and lays the foundation for an integrated and compliant plan experience.

With almost two decades of experience with MEPs and PEOs, Bluestar helps clients offer a retirement plan that creates successful financial outcomes for their employees.

Your client’s employees will benefit from:

 	reporting visibility into retirement plan success
 	robust cybersecurity protocols
 	service-first attitude of support
 	mobile app for account management

With the BlueStar/PrismHR integration, PEOs will benefit from automated processing of payroll and census data, ensured data quality assurance, and an improved, consistent employee experience.

“There are significant advantages to be gained by our HR service providers in offering BlueStar’s 401(k) solution,” said Sean Yolish, Vice President of Insurance and Financial Services at PrismHR. “It allows for seamless, automated processing through bi-directional data sharing, which dramatically reduces effort, as well as reducing non-compliance exposure due to mistakes that inevitably occur with manual data entry.”

“We’re really excited about our partnership with PrismHR”, said Tim Werner, President of BlueStar. “We know that a number of our current common clients will reap the benefits in the very short term, and are excited to meet new companies that can benefit from this integration. Our integration with PrismHR is a significant step towards better process efficiency for our clients and greater accuracy in administering PEO MEPs.”
About BlueStar
BlueStar is an integrated recordkeeper and third party administrator, and while BlueStar serves all varieties of defined contribution retirement savings plans, BlueStar is a nationally recognized expert in the servicing of MEPs and PEPs. BlueStar is a service-first organization that has built proprietary systems that enable service delivery excellence. We pride ourselves on delivering logical experiences for all users, with a particular focus on retirement readiness data for every participant. By partnering with BlueStar, you can expect to reduce administrative burdens via Smart Technologies and Integrations and provide your participants with the cutting-edge tools they need to get ready to retire. For more information, visit BlueStarRetirement.com and follow the company on LinkedIn.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit our homepage.



Media Contacts
Chris Pisarkiewicz | Senior Director, Product Marketing
PrismHR
E: cpisarkiewicz@prismhr.com | P: 508-747-7261

Tim Werner | President
BlueStar
E: twerner@bluestarretirement.com | W: www.bluestarretirement.com

### PrismHR Names Ron Shah Chief Financial Officer

Hopkinton, Mass. — July 6, 2021 — PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S. today announced that Ron Shah has been named Chief Financial Officer.

In his new role, Shah will lead PrismHR’s efforts to build the corporate infrastructure that will support the next phase of corporate growth and will contribute to strategic planning, and will manage accounting, financial planning, revenue cycle administration, enterprise applications, investor relations, legal, tax and treasury functions for the company.

“Ron’s successful track record as a highly regarded finance leader in the HR tech space will be invaluable to PrismHR as we continue to grow our HCM software platform for organizations between 10 and 10,000 employees,” said Gary Noke, president and CEO of PrismHR. “As our growth accelerates, Ron will play an instrumental part in ensuring that we’re developing and executing on our financial plans and he’ll also bring strong operational expertise to the company.”

Shah has extensive experience scaling rapidly growing SaaS businesses and HR technology, and joins PrismHR from Fuel50, an AI-driven talent management platform provider, where he was CFO. Prior to Fuel50, Shah was CFO and COO of Hodges-Mace, a leading provider of health benefits technology, and CFO of Phytest, a revenue cycle management company for healthcare providers. He has extensive investment banking experience, and was Director at VRA Partners and Vice President at SunTrust Robinson Humphrey. Shah holds an MBA from the University of Virginia and a BS in finance from Babson College.
About PrismHR
PrismHR’s mission is to fuel the growth of businesses across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables businesses to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. For more information, visit www.prismhr.com.

Note to editors: Trademarks and registered trademarks referenced herein remain the property of their respective owners.
Media Contacts:
PrismHR
Maryellen Edwards
(508) 809-3496
medwards@prismhr.com

### 100% Electronic PayCard Solution from rapid! Now Integrated with PrismHR Platform and Available Through PrismHR Marketplace

PrismHR service providers can now eliminate paper checks with 100% electronic payroll from rapid!.

Hopkinton, MA – June 16, 2021 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced that rapid!, a comprehensive paycard solution that provides 100% electronic payroll, is now available to its HR service providers, their small business clients and their worksite employees through the PrismHR Marketplace.

rapid! is a comprehensive paycard solution that eliminates paper checks, reduces costs, and improves efficiency at no cost to HR service providers, their clients or employees.

rapid! helps clients achieve a legally compliant electronic payroll program that improves efficiency by eliminating check distribution and delivery expenses, minimizing exposure to check fraud, and reducing time spent on check replacements, termination payments and more.

Employees benefit from:

 	Zero-fee, no cost solution (with only minimal fees for out-of-network)
 	Free mobile app and online account management
 	Live customer service support, text alerts, and printed and/or digital statements.
 	No hidden fees from domestic and international transactions, cash back, ATM and teller withdrawals, and more.
 	Always-free card personalization, replacement, and companion cards.
 	Free cash-back rewards and special discount offers, including access to interest bearing savings accounts and card linking services.

“With this free, modern electronic payroll distribution solution, our HR Service Providers will be able to provide their clients immense value that bulldozes all antiquated payroll methods,” said Tim Pratte, President, HRO Business Unit at PrismHR. “rapid! enables HR service providers to accelerate their growth by providing comprehensive electronic payroll that are free for them, as well as their small business clients and worksite employees.”

"Winning the Employee Experience is the ultimate goal for both PrismHR and rapid!,” said Brian Slowik, SVP Wage and Corporate Disbursements for Green Dot and a rapid! PayCard founder.

“Life doesn’t always wait for payday! Innovative suppliers in the payroll market, like PrismHR, listen to their customers and develop new tools and capabilities that meet their clients’ unserved needs. The rapid! team embraces the innovation journey with PrismHR, the process of conversion to electronic pay and the development of deep relationships along the way. We are committed to creating new opportunities with our clients by creating innovative new products, like rapid! PayCard and rapid! OnDemand."
View rapid! Marketplace Page 

About rapid!
rapid! PayCard was established in 2003 and has been focused on employer payroll card programs since inception. rapid!’s mission is to help our clients achieve a legally compliant 100% electronic payroll that benefits the company financially, improves the lives of their employees, and creates a more sustainable environmental model for payroll delivery.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit our homepage.
Media Contacts
Chris Pisarkiewicz | Senior Director, Product Marketing
PrismHR
E: cpisarkiewicz@prismhr.com | P: 508-747-7261

Whit Chapman | Senior Public Relations Manager
Green Dot Corporation | Chicago
E: wchapman@greendotcorp.com | M: 508.361.1164

### Hiring Today: The Candidate Experience Matters [Infographic]

Hiring is harder than ever, and the candidate experience is an important part of achieving hiring success. 



This new infographic provides some key data points that can help employers understand and improve their own company’s candidate experience by focusing on the following:




Why the candidate experience matters at all



How good communication is a critical part of the candidate experience



How background screening is an often overlooked component of a positive candidate experience




Applicant tracking solutions like HiringThing (PrismHR Hiring) and JazzHR, and background screening providers like Crimcheck and Verified First, are significant components to ensuring a positive candidate experience and can help employers achieve hiring success.











 Visit PrismHR Marketplace 







Click the infographic to see the high-resolution PDF version:















Learn more about the PrismHR Marketplace:



Click on a logo or visit the Marketplace to learn more about all of the employee benefits available to your small business clients through the PrismHR Marketplace:







 Visit PrismHR Marketplace

### How PrismHR Security Keeps Your PEO Data Safe

Cyber threats are continuously becoming more sophisticated and diverse in their methods of attack, and HR service providers (all types of companies, in fact) need to stay vigilant in implementing security measures at their organization. 



In addition, your “chain of trust” extends to the providers you rely on to support your business, including your HR software partner. But when every software company preaches excellent security, it can be difficult to know the right questions to ask to get a clear picture of what reliability really looks like. 



PrismHR security maintains a multifaceted approach to safeguard your clients’ data, combining strict compliance standards with the latest cybersecurity solutions designed to mitigate today’s threats.



We’ve outlined six cybersecurity categories you should have clarity on for your own organization as well as your HR software provider.







Information Security Compliance



There are independent certifications that can tell you a lot about how your technology partner has implemented infrastructure and processes to safeguard data. 



One of the most recognized—and rigorous—is a System and Organization Controls Type 2 (“SOC 2”) certification following an independent audit by the American Institute for CPAs (AICPA). This examination observes the controls a service organization has in place related to security, availability, and the processing integrity of systems used to process customer data.



Unlike a Type 1 certification which is based on a snapshot of how a company’s controls are designed, a Type 2 certification assesses effectiveness over a six month period. In short, a Type 2 validates that the provider can “walk the walk.”



PrismHR has maintained SOC 2 Type 2 compliance since 2018.







Zero Trust Strategy / Application Security



Zero Trust is a security concept that requires all users—even those inside the organization’s enterprise network—to be authenticated, authorized, and continuously validating security configuration and posture, before being granted or keeping access to applications and data. This approach leverages technologies such as multifactor authentication, identity and access management (IAM), and next-generation endpoint security technology to verify the user’s identity and maintain system security.



Strengthening the perimeter of the network is critical to preventing unauthorized users from getting in, but with zero trust, security doesn’t end at the entrance. Zero trust incorporates what users—including authorized ones—are doing inside the system and authenticates users as they move through the system based on access level and behavior patterns.



Under a zero trust approach:



Users have only the level of access they need to do their jobs (i.e., least-privilege access)Requests for additional privileges will trigger a process to authenticate the user’s identity and/or validate the need for accessAccess to certain areas of the system may only be turned on temporarily for a userValidating a user’s identity may use a combination of login credentials, multi-factor authentication, IP verification, and behavior



Make sure to ask your technology partners about application security and whether they have implemented a zero trust strategy. 



At PrismHR, zero trust is a critical component to our approach to platform security. We also employ multiple features to prevent unauthorized access to the system and your data, including multi-factor authentication, strict password rules, IP address control, and role-based security.







Endpoint Monitoring and Response (EDR)



Every device that connects to your network—or your partner’s network—is a potential vulnerability that could allow a bad actor to enter the system. That’s like a bank vault with thousands of windows. Just one open sash could lead to disaster. 







Endpoint Monitoring and Response (EDR) solutions detect and investigate suspicious activity across all endpoints (i.e., all those devices that connect to a network such as laptops, desktops, or servers). Its software actively roams your network hunting for irregular behavior that may signal a compromised device or user credential. 



The EDR solution becomes even stronger when paired with a “managed” component, which means a team of human specialists with year of experience detecting and remediating cyber threats is continuously monitoring the system and responding instantly to suspicious activity.



PrismHR uses a managed EDR solution which leverages artificial intelligence (AI) to look for irregular behavior in the system and quickly locks down any suspicious activity. It also includes 24/7 response by a team of cyber defense experts.




Learn about PrismHR security and the steps we take to keep our customers’ data safe.
 LEARN MORE 




Data Center Security & Encryption



In all the places your data resides, it’s critical data is encrypted both in transit (e.g., email, system-to-system transmission) and at rest (e.g., stored on a server or hard drive).







Ensure your partner is hosting their systems in a private cloud at a leading cloud provider, such as AWS, Microsoft Azure, and Rackspace. These large cloud providers adhere to the latest security, control and performance standards, such as ISO 27002 and 27001, PCI-DSS, SSAE16, SOC 1, 2, and 3 compliance, and Privacy Shield and Content Protection and Security Standard requirements.



All data in the PrismHR system is encrypted before being sent to or stored in the cloud to prevent it from being captured while in transit or at rest. PrismHR is hosted in a private cloud at a leading enterprise cloud provider which adheres to the latest standards and is subject to regular third-party audits.







Disaster Recovery (Environmental & Cybersecurity)



Having a business continuity plan and the infrastructure to get your operations back online from a disaster is essential to mitigating disruption revenue loss. But many companies prepare only for an environmental disaster (e.g., tornado, earthquake, space invasion).



Cyber disaster recovery helps ensure your organization (or your partner’s) can restore operations quickly from a cybersecurity incident. And the fact is, the frequency of cyber incidents makes this type of planning even more essential.



PrismHR maintains and regularly tests business continuity, incident response, and disaster recovery plans for both environmental and cybersecurity incidents.







Email Security & Awareness Training







After all this tech talk, it’s important to remember that people are your #1 vulnerability. Cyber criminals prey on unsuspecting employees through social engineering techniques, including phishing attacks. 



Email security describes procedures and techniques for protecting email accounts, content, and communication against unauthorized access, loss or compromise. 



Because email-based attacks rely on the (unintentional) cooperation of an unsuspecting user, many vendors bundle security awareness training for employees with their email security solution.



PrismHR uses an advanced email security solution designed to stop email threats, including credential phishing, malware, and business email compromise (BEC).



In addition to the security awareness training PrismHR employees already complete annually, we are implementing a more comprehensive program for our teams. The additional training will include phishing simulations and education on tactics used in email attacks so our employees can better identify threats targeting our people.




Learn about PrismHR security and the steps we take to keep our customers’ data safe.
 LEARN MORE

### Presenteeism and the Importance of Mental Health Awareness in the Workplace

Doctegrity is a telemedicine benefit that allows employees and their family to talk to a board-certified doctor 24/7 nationwide – unlimited with no copays. Also included is Teletherapy – Mental Health therapy on the phone at no added cost. Learn more about Doctegrity




Presenteeism ... refers to the incidence of workers wanting to deliver their best efforts, but their general productivity is greatly affected by health issues or personal problems ... result[ing] in a drastic loss of productivity.




As we all know, the landscape of the workplace has shifted vastly in the last year and a half since the onset of Covid-19. We have all felt the uncertainty and stress of these times, and it is no surprise this stress can affect your work life considerably.



Not only have we faced isolation from family and friends, stress from being in close quarters with those in our household, and having children at home, but also change of work environment, lack of job-security amid economic instability, illness, and much more. The remote workforce has also been forced into a never-ending schedule of virtual meetings leading to zoom fatigue and many other related stresses. 



All of these factors contribute significantly to a mind-boggling rise in depression among the workforce across the world. According to a recent study, depression symptoms have increased in prevalence by more than 300% among adults during the COVID-19 pandemic.







In research by the Chartered Institute of Personnel and Development, the Good Work Index shows startling statistics among the workforce. Since the onset of the pandemic, 45% of workers indicate their general mental health has declined and that number rises to 56% of those with an existing mental health issue. Financial security decreased by 39%, and 30% of workers say their ability to work has been impacted by responsibilities of care.



Presenteeism has always been a problem in the modern workplace but this term takes on new significance in light of the pandemic. The term refers to the incidence of workers wanting to deliver their best efforts but their general productivity is greatly affected by health issues or personal problems. These stressors, whether mental, emotional, or physical, disrupt an employee’s ability to focus, increase fatigue, and result in a drastic loss of productivity. 



Many companies have not made a seamless transition to a remote workforce and have still pushed work attendance, perhaps even more so despite the compounding stress of the pandemic. 




What most companies don’t consider is that productivity loss as a result of presenteeism is three times greater than losses caused by absenteeism and costs US businesses almost 230 billion dollars each year – and this is based on pre-pandemic numbers!




With the rise of remote work, employees face increased pressure to work when ill, work a greater number of hours, and respond to emails and messages all hours of the day and night because of a lack of work/life balance. What most companies don’t consider is that productivity loss as a result of presenteeism is three times greater than losses caused by absenteeism and costs US businesses almost 230 billion dollars each year (and this is based on pre-pandemic numbers!).



Remote presenteeism is largely driven by job insecurity, poor management, and a stigma surrounding mental health in the workplace, despite evidence showing a distinct link between presenteeism and mental illness, and in particular, depression. 



In a recent study published by the American College of Occupational and Environmental Medicine, workers with depression were far more likely to struggle with time management, mental functioning, and interpersonal communication, and had lower work output overall. In another notable study with a large sample population of 6,000 employees across multiple companies, it was discovered that workers with depressive symptoms were seven times more likely to experience decreased effectiveness than workers with good mental health.



Predictors of Presenteeism



Several factors contribute to employees shying away from taking time off and increase the likelihood of presenteeism in your workplace. 




Subtle cues within company culture can dissuade people from taking time off in your company. Do managers still show up to work even when they’re sick? If time is taken off for a personal day, is a guilt trip laid on the employee upon return to the office? Factors such as these all contribute to an employee thinking twice before calling in sick.



Job insecurity due to company downsizing or restructuring also leads to presenteeism. The worry of keeping a job leads to an employee trying to tough it out even when they should take a personal day.



Lower paying hourly jobs or part-time jobs lead to more presenteeism as well. Workers with lower income generally have a harder time making ends meet and make every effort to show up to work under any circumstances because of fear of missing out on part of their paycheck.



Being a parent also can lead to presenteeism. With an increase in dual-income homes, it means more parents are working outside the home, leaving no one available to care for sick children on occasion. As such, parents tend to conserve their own sick days for their children’s illness days instead, which means they frequently tough it out at work when they become sick.




Introducing flex time, providing efficient healthcare, paid sick leave, and emphasizing the importance of employee’s physical and mental health can drastically reduce presenteeism. 



One aspect of efficient care for employees can be through telemedicine. With the ability to consult a medical doctor for basic illnesses without having to take the time to seek out care in a physical setting, it saves the employee valuable time, money, and stress. Telehealth including behavioral and mental health therapy can also treat important conditions such as depression and anxiety effectively and lead to a reduction in an employee’s presenteeism. 



While there are a great many monetary considerations for the reduction of presenteeism in your workforce, it is also extremely important to take into consideration the individual employee’s wellbeing and destigmatize taking time off in your company culture. Happier, healthier employees lead to greater job satisfaction, productivity, and a long-lasting work force.



Sources




https://digiday.com/marketing/the-continued-rise-of-remote-presenteeism/



https://risepeople.com/blog/presenteeism-at-work/



https://www.rand.org/blog/2020/09/managing-the-challenge-of-workforce-presenteeism-in.html



https://www.cipd.co.uk/knowledge/work/trends/goodwork/covid-impact



https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7717418/



https://pubmed.ncbi.nlm.nih.gov/11816664/



https://jamanetwork.com/journals/jamanetworkopen/fullarticle/2770146

### Innovative Benefits That Provide Healthcare Access to PrismHR Service Providers and Their Small Business Clients

PrismHR service providers can now offer the nationwide healthcare solution from Hooray Health.

Hopkinton, Mass. – May 26, 2021 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced that Hooray Health, an affordable benefit solution that provides nationwide access to healthcare, is now available to its HR service providers and their small business clients through the PrismHR Marketplace.

Hooray Health is an innovative alternative approach to comprehensive medical coverage, specifically designed to provide full-time, hourly and contingent workers with the affordable and convenient care they need, when they need it.

Hooray Health’s reliable and easy-to-access benefits solution supports the financial health of small businesses, while also differentiating them from their competitors, reducing turnover, and attracting quality talent.

Employees will benefit from:

 	$25 copay at Hooray Health Network facilities with no balance bills
 	$0 telemedicine and medical concierge consults
 	A user-friendly mobile app offering quick access to benefits from anywhere
 	Nationwide network of 3,500+ Retail Clinic and Urgent Care Centers
 	Coverage that includes doctor visits, lab testing, x-rays, and accident coverage
 	Prescription drug discounts
 	Convenient access to quality care 24/7/365
 	Simple plans offering three levels of coverage (options at less than $20 per week)

“There is unique value to be gained by our HR service providers in offering this supplemental, non-traditional healthcare solution,” said Tim Pratte, President, HRO Business Unit at PrismHR. “Hooray Health has raised the standard with this one-of-a-kind solution that helps small businesses improve employee retention and recruitment.”

“We are excited to partner with PrismHR to offer innovative benefits that provide access to healthcare in the PrismHR Marketplace.” said Shane Foss, Founder and CEO of Hooray Health. “Our partnership will give PrismHR clients a clear differentiator an employer can leverage for recruiting and more importantly retaining talent while minimizing the financial impact to the bottom line.”
About Hooray Health
Since its founding in 2017, Hooray Health LLC has been committed to disrupting the health industry by providing employers, members, and their families with the assurance that their basic healthcare needs are covered. Here at Hooray Health, we believe that healthcare should be simple, honest, and affordable. Enrollment can be online or over the phone, through a simple process where coverage is guaranteed. Partnered with over 3,500 urgent care and retail clinics, and a 24/7 medical concierge team, Hooray Health members know that no matter where they are or what time it is, healthcare is available. Plans are a low monthly cost with no annual deductible, or surprise balance bills, all for only a $25 copay at Hooray Health network facilities. Every day, Hooray Health is smashing the industry norms and bringing healthcare to all.

Visit Hooray Health Marketplace Page
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contact
mediainquiries@hoorayhealthcare.com

### 6 Tips to Help Your Clients Get the Most Out of Their Applicant Tracking System

One of the best questions any HRO can ask these days is, “How can I best support my clients as the economy reopens?”With many employers looking to begin hiring again in 2021, offering an Applicant Tracking System (ATS) is one of the best ways to help them quickly and efficiently find and hire the right employees. ATS systems automate all the critical and time consuming tasks related to hiring, but if your clients aren’t using the solutions to the fullest, they won’t reap all the benefits. Smart companies are leveraging their ATS software to the max — here are 6 tips for helping them do just that.



Get More from Applicant Tracking Systems



Reach out to applicants through multiple channels.  If your clients limit themselves to a few tried-and-true job boards, they’re missing the opportunity to connect with potentially-talented candidates. Applicant tracking software allows them to post on numerous job boards and sites with a single click — be sure they take advantage of this feature! Make sure applications are job mobile friendly.  A growing number of job seekers are conducting their searches by smartphone. Your ATS should offer an excellent mobile interface; be sure they’re putting it to work. And keep it simple: 60% of candidates will ditch an application that’s too long, according to one SHRM study, and it may be higher for hourly workers. Plug into social sites.  Clients shouldn’t treat social media as a second tier recruiting channel. The applicant tracking system should push job posts directly to social sites, and confirm that the ATS is configured so job seekers can apply from their social profiles, too. Update job posts.  Chances are, your clients have been using the same job posts for some time. If they’re unhappy with the volume or caliber of applicants that are being attracted, it’s time to try something new. Try emphasizing the company brand or mentioning potential career growth. The point is, the applicant tracking system should make it easy to deploy multiple versions of job posts and keep track of the results, elevating recruiting efforts. Communicate regularly with top candidates.   Does the applicant tracking system include an email function that makes it easy to stay in touch with job applicants? If so, they should be using it often! Since many job seekers pursue multiple jobs at once, it’s a valuable feature, especially when courting top candidates. In addition, a robust ATS will allow them to schedule automatic emails based on certain triggers or at fixed time periods.  Get all of the stakeholders up to speed on the ATS system.  One huge benefit of applicant tracking systems is that they provide everyone across the company with one centralized hub for reviewing resumes, classifying candidates, making notes and exchanging thoughts. If managers aren’t engaging with the system the way they should be, make sure they get the training they need to make the most of the system.




PrismHR offers several ATS solutions designed to meet the needs of your clients. Reach out to your Customer Success Manager to get a free assessment today.

### AnyDay Earned Wage Access Solution Now Integrated with PrismHR Platform and Available Through PrismHR Marketplace

Hopkinton, Mass. – April 20, 2021 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced that AnyDay’s on-demand pay solution is now available to its HR service providers and their small business clients through the PrismHR Marketplace.

AnyDay’s leading earned wage access and financial wellness solution helps HR service providers offer an effective recruiting and retention tool for their SMB clients. Seamlessly integrated with the PrismHR platform, AnyDay also gives HR service providers a competitive edge with prospective clients.

“51% of employees believe on-demand pay is a more attractive benefit than additional paid time off,” said Jonathan Wall, Vice President of Strategic Partnerships for PrismHR. “When looking to offer a benefit package that attracts and retains qualified employees, including on-demand pay in that package is a must-have. By partnering with AnyDay, HR outsourcing firms that use PrismHR can help their clients offer that desirable benefit at no cost to the employee.”

“At AnyDay, we believe it’s critical to provide meaningful benefits that empower today’s workforce,” commented Brian Brinkley, CEO of AnyDay. “Earned wage access is an essential offering that supports employee financial well-being and creates a competitive advantage for companies like PrismHR and its clients. We look forward to partnering with PrismHR to provide wage-delivery alternatives that support the platform’s world-class HR services.”
 Visit the AnyDay Marketplace page 

About AnyDay
AnyDay is the world's first vertically integrated provider of earned wage access and other financial wellness solutions. Thanks to the payments’ infrastructure of its parent QRails, the AnyDay platform enables payroll processors, human capital management companies, workforce management providers, and large corporations to deliver an immediate advance of earned wages to employees at low to no cost. For more information, please visit www.AnyDayisPayday.com.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass.  Learn more.

### Healthcare Compliance Solutions From NavigateHCR Now Available to PrismHR HR Service Providers and Their Small Business Clients

Hopkinton, Mass. – February 24, 2021 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced that NavigateHCR’s healthcare compliance solutions are available to its HR service providers and their small business clients through the PrismHR Marketplace.

NavigateHCR’s compliance solutions help employers adhere to a wide range of laws and regulations, including those related to the Affordable Care Act, the Internal Revenue Service (IRS), and Department of Labor (DOL), Family Medical Leave Act (FMLA), and the USERRA (Uniformed Services Employment and Reemployment Rights Act).

NavigateHCR delivers powerful tools and proactive decision making through these tracking and reporting tools:

 	Monthly Tracker: Tracking of monthly hours for variable hour employees for benefit eligibility based on measurement period.
 	IRS Reporting: Full-service IRS Reporting, coding done by NavigateHCR Experts and transmission to the IRS.
 	IRS Filing Only: “Lite” version IRS Reporting of 1094 and 1095. Using the NavigateHCR TCC Code, transmission to the IRS of your coded data.
 	LeaveXpress: Full administration of Federal and/or State leaves of absence maintaining employee privacy.
 	EmployER Express: Provides employers with all notices and posters that are to be distributed to employees during the year as required by IRS, DOL, ERISA, CMS, HHS and more.
 	cobraEDGE: Full administration including invoicing and premium collection for both State and Federal cobra laws.

“Laws and regulations are constantly changing, and keeping up with compliance is a critical issue for both our HR service providers and their customers,” said Jonathan Wall, Vice President of Strategic Partnerships for PrismHR. “NavigateHCR’s tools can help reduce risk of non-compliance, audits, and actions that can be costly and time consuming.”

“We are thrilled to be collaborating with PrismHR to provide their HR service providers and their small business clients with access to tools to help them understand and formulate a clear strategy for compliance, reduce their risk, and minimize the burden on their businesses,” said Dr. Kristin Kahle, founder and CEO of NavigateHCR.
About NavigateHCR
NavigateHCR was founded and built to serve employers by offering cost effective solutions to reduce the stress and expense of compliance, freeing up human resources personnel for strategic, forward-thinking initiatives. NavigateHCR helps take the headache out of compliance through technology-based solutions that help employers and their HR teams easily maintain compliance with regulations governing employee benefits and workforce communications.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.

### ThinkHR Named PrismHR 2020 Partner of the Year

First Annual Partner Summit Brings Together PrismHR Marketplace Partners to Network and Share Best Practices



Hopkinton, Mass. — February 23, 2021 — At its first annual Partner Summit held last week, PrismHR, the leading HR technology software powering payroll, benefits and HR for businesses across the U.S. announced that ThinkHR has been named PrismHR Partner of the Year for 2020. ThinkHR leverages a combination of technology, people, and expert content to deliver data-powered HR guidance to small and medium-sized businesses.

The PrismHR Partner of the Year Award is awarded annually to one PrismHR Marketplace or Insurance partner who has demonstrated a commitment to innovation, collaboration, and investment in the partnership in order to achieve excellence in sales, marketing, and business success.

Finalists for the award included Equifax Workforce Solutions, NortonLifeLock, LegalShield™, and Swipeclock. PrismHR also awarded ThinkHR a cash donation to the charity of the company’s choice, which was awarded to the COVID-19 Solidarity Response Fund for the World Health Organization.

"We are so honored to be selected as the first ever PrismHR Partner of the Year for 2020, especially during a year dominated by socioeconomic upheaval and uncertainty from an unprecedented global pandemic," said Vince Murdica, Chief Revenue Officer at ThinkHR. "HR and Compliance needs are only continuing to escalate in frequency and magnitude, and our collaboration with PrismHR helps PEOs and their small business clients with much needed guidance, tools and resources so they can focus on their core business."

“Our partners provide a tremendous amount of value for our HR service providers and their SMB clients. This year there were so many standouts, but ThinkHR went above and beyond when they quickly pivoted and offered our customers free access to ThinkHR Comply and its tools, templates, and guidance on a wide range of COVID-19 topics,” said Jonathan Wall, Vice President of Strategic Partnerships at PrismHR. “A tremendous number of our HR service providers were able to quickly access critical compliance information for themselves and their clients.”
PrismHR Marketplace
PrismHR Marketplace provides access to pre-integrated, validated connections from leading HR application providers. The Marketplace includes a wide range of solutions and service offerings ideal for small to medium-sized businesses and their employees, and helps PrismHR service providers increase client retention, stickiness and satisfaction. Visit the PrismHR Marketplace.
About ThinkHR
The combined entity of ThinkHR and Mammoth HR are shaping the future of work through a combination of technology, people, and expert content to deliver data-powered HR guidance. Trusted providers of HR knowledge and technology-powered employer solutions, the two companies deliver HR on-demand to hundreds of thousands of small- and medium-sized businesses nationwide. Through partnerships with insurance brokers, PEOs, and HCM market leaders, the company elevates teams with better compliance, living employee handbooks, expert training courses, and benefits communications. For more information, visit thinkhr.com
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 88,000 organizations and over 2 million worksite employees, processing greater than $57 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contact
Maryellen Edwards
PrismHR
508-747-7261
medwards@prismhr.com

### ClearCompany and PrismHR Announce Partnership to Improve Employee Engagement and Retention

PrismHR service providers can now offer access to ClearCompany Performance Management and Employee Engagement Survey Solutions.



BOSTON and HOPKINTON, Mass. — February 23, 2021 — ClearCompany, the premier platform for employee engagement and performance management, and PrismHR, the leading HR technology software powering payroll, benefits, and HR for small and medium-sized businesses across the U.S., today announced that ClearCompany’s Performance Management and Employee Engagement suites have been integrated with the PrismHR platform and the platform is now available to PrismHR service providers and their small-business customers.

PrismHR service providers can now access ClearCompany’s Performance Management and Employee Engagement suites through PrismHR Marketplace to deliver a modern approach to employee retention, feedback, and development to their small-business clients.

ClearCompany and PrismHR will be linked through a bidirectional integration and single sign-on, allowing the systems to work together. The integration provides a seamless connection to top-tier performance and engagement tools.

The ClearCompany Performance Management platform offers valuable insights and perspectives on talent, with intuitive review cycle creation, 360-degree feedback, automated check-ins, and tools for recording private notes about performance. Additionally, goal-planning tools within the platform help drive engagement and focus to improve employee-manager collaboration.



ClearCompany Employee Engagement Surveys help HR practitioners measure employee engagement and provide an outlet for real-time and anonymous employee feedback. As the workplace continues to evolve, keeping a finger on the organizational pulse is critical to maintaining optimal company culture or recognizing when to make changes to build long-term business success.

“Employees want to hear from peers and managers, and to be heard. If employers aren’t providing feedback on individual performance or contributions, they are missing an opportunity. And if they aren’t listening to their workforce through engagement tools and surveys, they are fumbling through the darkness, often unknowingly,” said Brian Campbell, CRO of ClearCompany. “We are excited and proud to be partnering with PrismHR to provide the modern tools companies need to engage, provide feedback, and retain employees in any work environment.”

“Performance management and employee engagement are two of the most critical tools a business can use to improve employee retention and workforce development,” said Jonathan Wall, Vice President of Strategic Partnerships at PrismHR. “ClearCompany offers some of the most innovative solutions on the market today, and we’re looking forward to rolling them out to our HR service providers and their small-business clients.”
About ClearCompany
For 16 years,​ ​ClearCompany​ has helped companies achieve their missions with software and best practices to plan for, find, and keep hundreds of thousands of ​A​ Players across business cycles. We designed and built a unified platform to deliver exceptional headcount planning capabilities, unparalleled hiring and onboarding experiences, company-wide goal alignment, and performance management that drive companies forward.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 88,000 organizations and over 2 million worksite employees, processing greater than $57 billion in payroll each year. PrismHR is located in Hopkinton, Massachusetts.

### Top 2 Ways HROs Can Help Clients Find and Hire New Employees in 2021

Most people can agree on one thing about last year -- it was weird.  And like most things in 2020, hiring was just not normal.  



The way businesses recruit and hire fundamentally changed in the space of 30 days.  From February to April 2020, the US unemployment rate went from 3.5% to 14.7%.  







Typically, unemployment rates this high take years to correct but the 2020 market did it in 6 months (Note: we are still not below pre-COVID rates and are sitting at 6.7% as of January 1st according to the United States Bureau of Labor Statistics.)   Recovery was just as sharp as the unemployment upsurge. Understandably, organizations of all shapes and sizes have experienced a bit of recruiting whiplash and HROs are left wondering where to go from here.



Contrasting Unemployment Trends



Here we sit, at the beginning of the year and many businesses are wondering how they should plan for and move forward with their hiring strategies.It’s a complex question. Normally, you’d look to past trends to create hiring plans, but not this time. Nothing in former downturns has prepared organizations for the changes that will need to be implemented.Some small businesses are in the tricky position of bringing back furloughed folks while trying to find replacements for employees who had moved on.  Some are dealing with an onslaught of candidates while others are getting a trickle of applicants.  On top of that, companies need to rethink interviewing, screening, and onboarding their candidates.



There’s a lot to think about, but here are two ways HROs can demonstrate value to clients:



1.  Provide realistic guidance to your clients about the job market — and don’t let the unemployment rate fool you







It’s easy to think that because the unemployment rate has been high that candidates are going to be plentiful.  An important point to consider, however, is that even though we’re in the midst of an economic downturn, job openings have remained surprisingly high.  



Instead of looking at the macro trends of the market, it’s important that businesses look at their own micro industry to gauge how easy it will be to hire.  



According to the Harvard Business Review, unemployment rates will vary vastly by industry and geography.  



For example the construction industry is still booming and job openings remain historically high, whereas hospitality and restaurant workers are less in demand.  It would be a mistake to infer that high unemployment is a sign that businesses won’t have to fight for talent -- and many SMBs are finding that out the hard way.Finding any employee can be costly; finding the right employee can pay off for both the HRO and its small business clients, both by reducing turnover and improving productivity.



2.  Help to streamline recruiting and hiring practices  



As a trusted advisor to your client, emphasize that a fast and efficient hiring process is more important than ever.  Traditional practices such as in-person or panel interviews and job site tours are currently not only unrealistic, but they may actually deter potential employees.Helping your clients revisit their hiring practices and processes to help streamline the hiring process increases client stickiness while helping them get the best hires on board quickly.At a minimum, business should consider the following items with regards to hiring processes:



 Add Screening Questions to the Application Form.  This allows the hiring manager to quickly rate candidates on important skills while disqualifying those who do not meet basic minimum qualifications. Video Interviews.   No one should be surprised that video interviews increased 159% year-over-year. Find a tool that can send out pre-recorded interview questions that can be answered at the candidate’s convenience.  Responses can be ranked and a large candidate pool can be vetted to a handful of the most qualified.  Those top candidates can then be interviewed using a live, online session.Background Checks.  Proper screening can reduce time-to-hire while increasing the likelihood of a solid candidate match. Communication.  Hiring is typically a stressful process.  With COVID it’s become even more so. Consistent communication with candidates will keep them comfortable and engaged.   Applicant Tracking Systems (ATS). An ATS streamlines the hiring process and helps employers reduce the time to hire.  Job postings can be posted to websites and a variety of job boards with a single click.  Candidates can easily be ranked and assessed with keyword matching, screening questions, and skill assessments.  Communication is also simplified with automated email messages and texting, and the candidate lifecycle is tracked so everyone involved in the hiring process stays up to date on progress.



In these uncertain times, there are some things that organizations simply can’t control.  So it’s important to control what they can, such as ensuring that as they are recruiting and hiring, they have created a positive, streamlined experience.  Finally, they can ensure they have the right technology to support each of these important initiatives.   




PrismHR has the multiple hiring tools needed to help build a successful Recruiting and Hiring program.
For more information, please request a demo or reach out to your PrismHR Customer Success Manager.
 REQUEST A DEMO

### How Employee Benefit Expectations Are Changing [Infographic]

The workplace as we know it is changing, and so are employees’ expectations when it comes to their benefits. 



The infographic below highlights how employee benefit expectations are changing in the following ways:



Most small and medium business employees say their employer is responsible for their well-beingEmployees are worried about costs not covered by their health insuranceCOVID-19 has made employees worried about workplace safety



HROs are in the best position to help their SMB clients with these challenges by offering them solutions and benefits from the PrismHR Marketplace such as Doctegrity telemedicine, LifeSpeak digital education, Aflac voluntary insurance, Beam dental insurance, and SAFE Return to Work. 
















 Visit PrismHR Marketplace 







Click the infographic to see the high-resolution version:











Learn more about the PrismHR Marketplace:



Click on a logo or visit the Marketplace to learn more about all of the employee benefits available to your small business clients through the PrismHR Marketplace:












 Visit PrismHR Marketplace

### ExpensePath Expense Reporting Now Integrated With PrismHR Platform Available Through PrismHR Marketplace

Hopkinton, Mass. — January 25, 2021 — PrismHR, the leading HR technology software powering payroll, benefits and HR for small and medium-sized businesses across the U.S. today announced that ExpensePath’s expense reporting solution has been integrated with the PrismHR platform and is now available to its HR service provider customers and their clients through PrismHR Marketplace. View ExpensePath Marketplace page.

ExpensePath’s expense reporting solution helps small and medium sized-businesses manage employees’ expenses for reimbursement or on corporate cards, a process that is currently manual and time-consuming for many businesses. Integration with PrismHR provides access through a partner portal and allows for a complete process flow of submission, approval and reimbursement via payroll.

ExpensePath’s end-to-end solution includes policy and G/L mapping, along with a simple and streamlined reporting process:

 	Employees provide expense details and receipts through a mobile app or web
 	Reports are automatically routed to reviewers
 	Approved data is exported for reimbursement in the next payroll run in PrismHR

“Expense management is a real need for small and medium-businesses, and our HR service providers have been seeking an easy-to-use, feature-rich solution to offer their small business customers,” said Jonathan Wall, Vice President of Strategic Partnerships, PrismHR. “And through its tight integration with the PrismHR platform, our service providers can provide seamless reimbursement via payroll, and easy set up and management via portal.”

“We are very excited about our partnership with PrismHR,” said Vik Agrawal, ExpensePath Co-Founder. “We believe that HR service providers are great partners, and we are uniquely positioned to provide them the best expense reporting solution for their clients. PrismHR is absolutely the best way to reach PEOs, and the joint integration makes delivering our expense reporting solution practically automatic for PEOs to initially set up and manage. Our joint customers will save time and money with a solution that covers the entire expense reporting lifecycle from creation through reimbursement via PrismHR payroll.”
About ExpensePath
Launched in 2010, ExpensePath was founded to bring a simple yet powerful solution for expense reporting to small- and mid-sized companies. Headquartered in San Francisco, the company delivers a full-featured solution that brings efficiency to all employees who create, approve, and manage the process for expense reports. ExpensePath meets almost any process and accounting needs while providing an ease of use, level of support and price point that suits organizations of any size. For more information, visit www.expensepath.com.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 88,000 organizations and over 2 million worksite employees, processing greater than $57 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contacts
Maryellen Edwards
PrismHR
508-747-7261
medwards@prismhr.com

### Unemployment Cost Management and Employment Verification Services from Corporate Cost Control Now Available through PrismHR Marketplace

PrismHR Service Providers and Their Small Business Clients Can Reduce Costs and Risk

Hopkinton, Mass. – December 9, 2020 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced that Corporate Cost Control (CCC) has joined PrismHR Marketplace and will offer its workforce solutions, including Unemployment Cost Management and Employment and Income Verification services to PrismHR’s service providers and their small business clients.

CCC’s Unemployment Cost Management solution helps reduce unemployment costs for HR service providers and their small business clients by reducing unemployment claims and helping to maintain a lower SUTA tax rate by:

 	Ensuring unemployment compliance
 	Assisting HR service providers in managing unemployment insurance and helping to manage it correctly in client SUI states
 	Reducing UI liability risk for the small business

CCC Verify is now also now available to PrismHR service providers. CCC Verify is a cost-free, automated solution to outsource all types of employment and income verification including all social service and government agency verifications. HR service providers can use CCC Verify to save time and ensure accuracy of verification processes.

“With state unemployment agency error rates averaging 14% nationally, employers are moving quickly to effectively manage their unemployment insurance programs and streamline employment verification,” said Jonathan Wall, Vice President of Strategic Partnerships at PrismHR. “CCC’s experienced team of claims, hearings and tax professionals work 1-1 with HR service providers and their small business clients to reduce error rates and costs. Together with CCC Verify, they can significantly reduce costs and the effort spent on administration.”

“We are extremely pleased to connect PrismHR customers to the benefits of CCC’s high tech-high touch service model for Unemployment Cost Management and Employment Verifications,” said Tim Rooney, President for CCC. “By using our secure platform, Hamlet, to augment our dedicated service will help small and medium businesses take significant steps to reduce workload and unemployment taxes, furthermore, utilizing CCC Verify will expedite commercial and government verifications.”
About Corporate Cost Control
CCC is a Workforce Solutions provider with 14 offices throughout the United States. We provide customized, bundled and standalone solutions to help employers improve performance and reduce costs through a variety of services related to Human Resources, Payroll and Tax.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contacts
PrismHR Public Relations
Maryellen Edwards
(508) 747-7261
medwards@prismhr.com

Corporate Cost Control
Gregg Gale
ggale@corporatecostcontrol.com
(615) 499-5062

### PrismHR Service Providers Can Now Offer Cornerstone Learning for Personalized, On-Demand Learning and Compliance Training to Small Business Clients

Hopkinton, Mass. — November 11, 2020 — PrismHR, the leading HR technology software powering payroll, benefits and HR for small and medium-sized businesses across the U.S., today announced that Cornerstone Learning and Cornerstone Content Anytime are now available to its HR service provider customers through PrismHR Marketplace.

Cornerstone Learning is a holistic learning solution designed for continuous learning and development for today’s modern workforce. It helps businesses improve workplace culture and mitigate risk by automatically managing compliance-related training. Additionally, businesses rely on Cornerstone Learning to develop their workforces for the future by enabling employees to build the skills they want and the skills their business needs. Combined with Cornerstone’s content subscription offering, Cornerstone Content Anytime, businesses and their people can access thousands of expertly curated courses to stay compliant, close skills gaps, step into leadership and manage their well-being.

PrismHR service providers can now offer Cornerstone Learning and Cornerstone Content Anytime to their small business customers. With Cornerstone’s pre-curated content subscriptions, PrismHR’s customers are able to offer their employees more than 1,500 courses in multiple languages that address some of the most sought-after professional skills needed for all levels in an organization, while also delivering modern compliance and leadership training. The Cornerstone Learning solution also features training content that can be branded and customized by the HR service provider for individual small business customers.

Additionally, Cornerstone Learning has security provisions built-in that allow the PEO or ASO to view all clients’ activities while ensuring that each small business client can view only their own instance of Cornerstone Learning data.

“Small businesses across the U.S. are constantly struggling with the burden of delivering and tracking training. In today’s environment, there’s ever increasing need to deliver government mandated compliance and diversity training, as well as a continuing need for professional skills and ongoing development,” said Jonathan Wall, Vice President of Strategic Partnerships at PrismHR. “HR service providers can look to Cornerstone Learning to bring value to small business clients while mitigating their own risk.”

“The partnership between Cornerstone and PrismHR unlocks the potential for thousands of small and mid-sized businesses across the country to empower their people with the world’s most robust learning and content solution,” said Chirag Shah, SVP and General Manager, Growth Markets, Cornerstone. “Given the significant change that most businesses are enduring today, having a flexible, scalable learning solution to support training needs is more critical than ever. We are excited to invite PrismHR’s customers to partner with Cornerstone as they embark on their journey towards building a resilient workplace by enabling access to training that not only meets today’s needs, but anticipates future needs as well.”
About Cornerstone
Cornerstone is a premier people development company. We believe people can achieve anything when they have the right development and growth opportunities. We offer organizations the technology, content, expertise and specialized focus to help them realize the potential of their people. Featuring comprehensive recruiting, personalized learning, modern training content, development-driven performance management and holistic employee data management and insights, Cornerstone’s people development solutions are used by more than 6,000 customers of all sizes, spanning more than 75 million users across over 180 countries and nearly 50 languages. Learn more at at www.cornerstoneondemand.com.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 88,000 organizations and over 2 million worksite employees, processing greater than $57 billion in payroll each year. PrismHR is located in Hopkinton, Mass.
Media Contact
Maryellen Edwards
PrismHR
508-747-7261
medwards@prismhr.com

### How to Talk With Your Clients About Performance Management: Getting Started and Setting Them on the Right Path

I’ve been working in the talent industry for over 20 years and it is a universal truth—Performance Management, and the technology that delivers it, is fundamentally misunderstood or misapplied and thus feared. Like most things that are dreaded it’s not the “thing” itself, but the unknown around it that causes stress. The solution is to identify the pieces of performance management that are unfamiliar so you can understand your client’s needs and recommend talent processes that will work for their organization. 



For this exercise, let’s set aside the technology and focus on demystifying the approach to implementing performance management for any type or size of organization. We’ll answer the question:  how do I help a customer improve (or begin) the process of assessing and developing employee performance?



Identify the Unfamiliar



While there are lots of different approaches to performance management, small businesses typically fall into 3 different categories. 




They may be new to Performance Management and need you to recommend the best way to set up their employee appraisals and review process. 



Similarly, they may have had performance reviews in place but would like advice on how to optimize or change their process. 



Finally, there are the organizations who like their approach but need help moving it to an online system.




Regardless of where they fall on this spectrum, there are several things you can do to help address the unfamiliar aspects of the task ahead of you.



Predefine a methodology. 



It’s important to have some pre-baked processes and templated appraisals (review templates) ready to be shared with customers who are new to performance reviews. 



Doing so removes the uncertainty around what to do when a customer asks “What can we do for annual reviews?” This becomes their default starting point, which can then be tailored to how and when they want to do reviews. If you’re using PrismHR Performance Management, there’s a library of things like job competencies, coaching comments, and core values to get you started.




 Learn how to deliver effective performance management solutions for your customers using PrismHR Performance Management. 
 CONTACT US 




Examine their status-quo.



When customers come to me with their current system, I always ask two questions:




What do you like about your current method?



What isn’t working for you with your appraisal process?




The answers to these questions will help you quickly identify what changes you might recommend, the pain points you need to address, and what components need to be incorporated for the customer to consider the change a successful one.



Get their forms and reports. 



If they have a current performance appraisal form or review template, have them send it over first thing. This simple step will immediately tell you where they are coming from and help you define where they need to go. Their reports will tell you what output they find valuable as well.



Keep it simple.  



This is a hard one for many.  Some feel the more you include in a review, the more you can measure and improve. This just isn’t the case. In today’s business environment it’s important that your customers focus on the things that really improve performance:




Communication tools that allow supervisors and employees to regularly touch base about performance



Continuous coaching and feedback



Flexible objectives that align with company strategies



Clearly defined performance standards




Regardless of what the review looks like, if the above items are incorporated into the process, the process is more likely to produce the results your customers are looking for. Anything more than that can complicate the purpose of the review and lead to frustration for your customers and their staff.



Improving Performance Management Post Covid-19



The ‘traditional’ approach to performance management - the once a year review to “check the box” - is showing its age, particularly in 2020. Managers and employees alike often don’t see the value. Managers see it as one more thing on their list to do, employees see it as an exercise that won’t change anything. It’s also subject to poor results, for example:




Recency bias: People tend to recall/focus on only the work that has been done recently (e.g. past 2 months). It’s difficult for employees and managers to recall 12 months worth of efforts.



Proximity bias: People tend to reflect and place value on only the things that they see or are directly aware of. Especially with more remote work occurring, it’s easy to miss things with such infrequent discussions and feedback.




According to research from Gallup, only 2 in 10 employees say their performance is managed in a way that motivates them to do outstanding work. With 2020 and presumably 2021 bringing uncertainty for many employers and employees, businesses need to be more agile and adaptable in how they assess, engage, and motivate employees. Additional Gallup research calls for organizations to modernize their Performance Management approach:







This means helping your clients see the value of being flexible in how they provide feedback (and a venue for discussion) and doing it on a frequent basis. Engagement, which we know is key to productive workers and retaining high performers, increases with the frequency of feedback - for both those who work remotely and those who don’t:

### Help SMB Clients Thrive by Enhancing Employee Benefits

The secret to success for HR service providers lies in
helping their clients thrive. One of the ways that HR service providers
accomplish this is by managing benefits packages for the small and medium
businesses (SMBs) that make up their client base. 



SMBs rely on these benefits to recruit, retain and engage
their employees. After all, just as HR service providers depend on thriving
SMBs for their success, the success of the SMBs depends on having a safe, healthy,
and engaged workforce.



However, maintaining a safe, healthy, and engaged workforce
is not as simple as it used to be. The employment landscape has changed dramatically:
traditional benefits packages (medical, dental, vision insurance) are no longer
sufficient. These days, employees expect much more from their employers. In
turn, this means that employers also expect more from their HR service providers.




How Benefits Expectations Have Changed



The advent of the COVID-19 pandemic accelerated a change that was already trending. Employees increasingly expect their employers to assume more responsibility for the employees’ well-being. A U.S. Employee Benefit Trends Study by MetLife found that before the pandemic, 68 percent of small business employees believed their employers had responsibility for the employees’ well-being. Soon after the start of the pandemic, that number increased to 76 percent.  



In other words, three of four employees expect their
employers to address employee needs holistically. In order to attract and
retain the most qualified employees in this new environment, SMBs will have to
look beyond traditional benefits offerings. 
 




 Visit the PrismHR Marketplace to learn how our partners can help you offer enhanced benefits packages to your clients. 
 VISIT PRISMHR MARKETPLACE 




What Kinds of Benefits Are Employees—and SMBs—Looking For?



The MetLife Study found employees are seeking benefits
across four broad dimensions of health: financial health, mental health,
physical health, and social health. HR service providers that offer benefits
across these four dimensions will be in a better position to help SMBs and
their employees thrive.



1. Financial Health 



SMBs and their employees have been hit hard by the economic repercussions of the pandemic. Employees are dealing with furloughs, disrupted shifts, and decreased hours. A Pew Research Study found that one in four adults has had trouble paying their bills since the pandemic started; one in three have tapped savings or retirement accounts to make ends meet.  



The financial health issues that concern employees also concern their employers. One survey found that 58 percent of employees said they are stressed about their finances. Of those, 50 percent said stress about finances caused them to be distracted at work, impacting productivity.



That is why benefits that support
employee financial health can make good business sense. An example of a
financial wellness program designed for employees is FinFit.
FinFit is a self-directed, online program that provides employees with
financial wellness education and resources. 



2. Mental Health 



Mental health is another top concern for employers and employees. Early in the pandemic, one survey found that 69 percent of workers identified the coronavirus pandemic as the most stressful time of their entire career. The same study found that 62 percent of workers reported losing at least one hour a day in productivity due to pandemic-related stress; 32 percent reported losing more than two hours per day.



Employers have an important role to play in helping employees address these issues. The Centers for Disease Control and Prevention (CDC) states that “the workplace is an optimal setting to create a culture of health” that can help employees manage stress and address mental health concerns.



Workplace solutions that are
integrated into the employer’s HR service provider platform offer an efficient
way to provide mental health and stress management support. An example is Doctegrity. Doctegrity is a telemedicine
benefit that gives employees 24/7/365 access to doctors and mental health
therapists. 



3. Physical Health 



Traditional healthcare benefits
(medical, dental, and/or vision insurance) are just the beginning of addressing
employee health needs in today’s environment. The impact of traditional
benefits can be enhanced by leveraging added benefits that expand employee
access to healthcare and wellness. 



For example, as out-of-pocket (OOP) healthcare costs rise, studies show that even individuals with employer-sponsored insurance are worried about their ability to manage the cost of deductibles, copays and coinsurance. Employers can address this concern by offering additional insurance products. For example, Aflac® offers both critical illness insurance and hospital indemnity insurance options for employers. These types of options can help offset OOP costs for employees.     



Since the advent of the pandemic, another aspect of physical health that is top of mind for both SMBs and their employees is safety in the workplace. A recent poll by The Associated Press-NORC Center for Public Affairs Research found that employees are very concerned about workplace safety. 



The poll also found that employees at smaller companies (fewer than 100 employees) were less likely than those at larger companies to approve of how their employers have handled the pandemic with respect to employee safety. HR service providers can help their SMBs address these concerns by offering access to a program, such as SAFE Return to Work, that provides the tools and information SMBs need to address pandemic-related employee safety issues.



A third example of taking a holistic approach to physical health is by offering fitness alternatives to employees. The pandemic has closed large numbers of fitness centers, recreation centers, and gyms. Employers can help meet employee fitness needs by offering programs such as Trainiac, a phone-based fitness program. 



4. Social Health 



Social health primarily refers to
interpersonal relationships. Employers can impact this dimension of health by
focusing on the employee experience. Strategic attention to onboarding,
employee benefits, professional development, performance management and related
processes can foster a culture that supports employees’ social health. 



For example, ThrivePass offers a holistic approach to benefits that includes a customized Well-being Program for employees, a Rewards program (performance and service awards), and Learning Reimbursement options. Likewise, the National Gift Card (NGC) program enables SMBs to order gift cards for employees at discounted rates.



Another solution that emphasizes
total well-being is LifeSpeak.
LifeSpeak is a digital education solution that gives employees 24/7/365 access
to video trainings on topics ranging from physical and mental wellness, to
financial planning, to social connection, to career planning.




 Visit the PrismHR Marketplace to learn how our partners can help you offer enhanced benefits packages to your clients. 
 VISIT PRISMHR MARKETPLACE 




How to Bring New Benefits to the Table



SMBs understand they need to be offering more robust benefits packages to their employees. A study by Accenture found that “leaders are taking more responsibility for workers’ holistic well-being and are actively seeking to earn their trust.” 



SMBs know they need to maintain a competitive edge to appeal to and engage the high-quality employees that can help their businesses grow. The ability to offer a comprehensive menu of benefits can help SMBs differentiate themselves from other employers. Furthermore, the MetLife study found that employees who were satisfied with their employer’s benefits were more likely to demonstrate loyalty and commitment to their employer.



HR service providers are in an ideal position to help their
SMB clients achieve the goals of increased employee satisfaction and engagement
through expanded benefits. By offering a platform that integrates benefits
across many categories, HR service providers can help their clients recruit,
retain, and engage high-quality employees. That creates a win/win for both the
SMBs and the HR service providers that support them.



Now is a great time to work with your SMB clients (and prospects) to assess the value and effectiveness of their benefits. SMBs want to meet the expectations of their employees. To that end, SMBs will be looking for HR service providers who can help them offer a comprehensive benefits package. 



HR service providers who offer an easy-to-implement, affordable and integrated benefits package will increase their value to—and the loyalty of—their SMB clients.

### New Research Shows Impact of COVID-19 on HR Service Providers’ Business, SMB Concerns, Areas of Opportunity

Hopkinton, MA — October 15, 2020 — PrismHR, the leading SaaS HR technology provider powering payroll, benefits, and HR for businesses across the U.S., today announced the publication of its 2020 HR Service Provider Trends Report. This is the fifth year PrismHR has produced the study to identify industry trends faced by service providers, and the second year it has concurrently surveyed small and medium-sized businesses (SMBs) to uncover their biggest HR concerns.

This year, professionals at Professional Employer Organizations (PEOs), Administrative Service Organizations (ASOs), and payroll providers were surveyed earlier this year to gather information about about key business issues and trends related to the impact of COVID-19, business challenges, SMB market trends, growth, and sales and marketing trends.

“The data from year’s Trends Report shows HR service providers really stepped up and helped their SMB clients as they struggled with issues relating to COVID-19, such as helping them navigate government stimulus programs and dealing with workforce reduction issues,” said Tim Pratte, President, HRO Business Unit at PrismHR. “As SMBs adapt to the ‘new normal,’ HR service providers a clear opportunity to support existing clients and attract new ones with products, technology, and services geared to the current environment.”
View the 2020 HRO Trends Report

Key findings in PrismHR’s 2020 HR Service Provider Trends Report include:
Opportunities for growth post-COVID. According to the survey results, HR service providers noted that the top two HR challenges for SMB clients were COVID-19-related issues (68%) and staying compliant with local, state, and federal regulations (58%). Analysis of survey results indicated that there are opportunities for HR service providers to assist clients with streamlining hiring practices with applicant tracking and job posting as the number of applications rise due to higher unemployment rates.

Services offerings are key to growth. 57% of all respondents said the top reason they win deals is the breadth of products and services they offer. HR service providers who respond to today’s challenges with offerings that meet current customer needs, including expanded support for remote workers, return to work, workforce reductions, and advice and guidance for government stimulus programs and regulations will continue to demonstrate value to existing customers and attract new ones.

Referrals are critical to growth. 71% of all respondents reported that client referrals are their biggest source of leads, followed by networking (57%). Service providers should continue to take an educational approach to sales and marketing as the effects of COVID-19 drive new interest.
About the 2020 HR Service Provider Trends Report
The 2020 HR Service Provider Trends Report includes research from 131 service providers of all sizes. More than one-half (54%) of respondents are executive/owners, 44% of respondents had executive/owner profiles, while the remainder were managers or individual contributors.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contact
Maryellen Edwards
PrismHR
(508) 747-7261
medwards@prismhr.com
View the 2020 HRO Trends Report

### An HR Service Provider’s Guide to Performance Review Season

We’re coming up to the most wonderful time of the year! And no, I’m not referring to the hectic holiday stretch with its gatherings, gifts, and celebration. I’m talking about another busy corporate tradition: Performance Review season with its planning, goal-setting, and assessments (and maybe a little anxiety and stress for good measure). 



Who Does Reviews?  



Well, most of your customers do. A SHRM survey found that a staggering 72% of SMBs do some type of annual review with a majority of those reviews occurring in the 4th and 1st calendar quarters. Furthermore, 30% of those organizations place a “Top Priority” on their process, while another 65% are providing “some attention and resources”. Right now, your customers are actively thinking about their review process and will soon be conducting some type of performance appraisal. 







2020 and COVID-19 has forced businesses to rethink how they work and measure their employee performance. With so many businesses moving to a virtual office, it’s more important than ever to have employee engagement and communication tools that allow staff to coach virtually, discuss performance issues, and align objectives no matter where they sit.



So what does that mean for the HRO’s serving these businesses? Bottom line: now is the time for you to be reaching out and discussing a better way for them to build, maintain, and conduct their employee reviews.



What’s Their Focus?



SMBs are planning and preparing for their upcoming reviews now.  Even those companies who rely less on traditional annual appraisals and more on continual employee coaching and frequent performance conversations are discussing performance. 



Organizational strategies for the current year are being reviewed as new objectives are set for the upcoming year.  Employees’ current performance and future focus will be discussed and aligned in meaningful ways. Development tracks, training budgets, and compensation plans are all finalized before managers and employees sit down to discuss the ongoing focus for the new year.




 Learn how to deliver effective performance management solutions for your customers using PrismHR Performance Management. 
 CONTACT US 




How Can I Help Them?  



SMB’s are desperate for assistance with their performance appraisal process and are looking for help!  



Only 12% of SMBs give themselves an “A” grade when asked about their performance management effectiveness. That’s a lot of room for improvement! And many SMBs are still utilizing out-date, hard to administer paper and pencil reviews.



Helping your customers with a more effective performance management process is a great way to support their growth - and make your solution stickier. Improving their employee performance helps their business succeed. And successful businesses grow.



Some of the benefits they’ll see:




Consistency and Administrative Ease. Performance reviews become a repeatable process, eliminating ad-hoc processes that lead to inconsistent and biased results and actions. Reviews and coaching can be performed more often, with less work. 



Motivation, Morale, and Retention. Regular communication and feedback helps employees recognize the investment in their growth and development. This leads to more loyal employees, higher productivity, and improved retention. Companies who implement regular employee feedback have turnover rates that are 14.9% lower than those who receive no feedback.



Recognize Strong Performers. Identifying top performers and making promotion/salary decisions requires data and rationalization. Performance management systems make it easy to see who is doing well, contributing, and why.



Highlight Training and Role Needs. Customers can better understand the gaps in their employee onboarding and training by spotting trends over time. This helps employees who need individual training or broader department/company wide initiatives.



Employee Autonomy. Employee development will be top of mind as goals are set, reviewed, and discussed throughout the year. When employees are aware of larger department and business objectives, and how their work contributes to it, they see more value in their work and are free to think creatively.




Sounds Great! Now What?  



The best gift you can give your customers this year is helping them find and implement an effective performance review system. Have you asked your customers how they handle reviews? Are they seeing value from it? What challenges are they having? 







SMBs are increasingly seeing the value in performance management systems and are seeking out solutions. In our 2020 HR Service Provider trends report, 42% of service providers cited not having Performance Management as a reason they lose prospective deals. What’s holding you back from offering it to your customers?



If you move quickly, you can assist your customers with year-end 2020 or early 2021 reviews.



PrismHR makes it easy for you to add an integrated, fully-featured Performance Management System to your services. And, we offer two plan options depending on your level of expertise and available resources:




PrismHR-Managed: We’ll co-sell with your team and handle all of the SMB implementations, training, and ongoing support. A great option if you want to offer Performance Management to your clients ASAP, but can’t (or don’t want to) commit additional time and resources.



HRO-Managed: You take care of sales, implementation, and first-line support for your clients. A good option if you have in-house expertise and resources to handle the work.




To learn more about PrismHR Performance Management, reach out to your Customer Success Manager. Also, check out the Seeds site for helpful resources for promoting Performance Management to your clients.




 Contact your Customer Success Manager to learn more about PrismHR's Performance Management System. 
 CONTACT US

### PrismHR Customers Now Have Access to in-Context Help and Analytics to Increase Employee Self Service

Hopkinton, Mass. — October 7, 2020 — PrismHR, the leading HR technology software powering payroll, benefits and HR for small and medium-sized businesses across the U.S. today announced PrismHR Adopt, a new PrismHR platform add-on module that provides guides and analytics to improve training and deliver insight into how HR service provider clients and their employees are using PrismHR technology.

Using PrismHR Adopt’s guides, HR service providers can easily develop customizable tours and in-context help for the entire employee experience to increase the ability of employees to do what they need to do.

HR service providers can use Adopt to help worksite employees learn to use PrismHR technology through self-guided tours and in-context help. Examples include customized help to:

 	Assist employees and managers in learning how to submit personal time off requests and to view approvals
 	Set up and complete benefits enrollment and required forms such as direct deposit/ACH, W-4 and/or I-9 forms
 	Submit or manage time

PrismHR Adopt also gives HR service providers access to analytics that provide detailed information on usage. Providers can drill down into data by customer, users, and roles to understand what parts of the PrismHR platform employees are using and how they’re using them.

“Our HR service providers constantly tell us that improving the employee training experience and increasing engagement are both critical factors in demonstrating value to clients,” said Tim Pratte, President, HRO Business Unit at PrismHR. “HR service providers can use PrismHR Adopt to raise the bar on training and to help ease the support burden, resulting in fewer tickets, reduced costs and increased satisfaction.”

PrismHR Adopt is available immediately. HR service providers interested in learning more can visit https://www.prismhr.com/software/adopt/.

PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 88,000 organizations and over 2 million worksite employees, processing greater than $57 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contacts
Maryellen Edwards
PrismHR
508-747-7261
medwards@prismhr.com

### PrismHR and Slavic401k Revolutionize 401k Management and Administration,  Lowering Costs and Complexity for HR Service Providers and their Clients

Hopkinton, Mass. — September 28, 2020 — PrismHR, the leading HR technology software powering payroll, benefits and HR for small and medium-sized businesses across the U.S. today announced a first of its kind integration between the PrismHR platform and Slavic401k’s retirement services, making it easier and more cost effective for its HR service provider customers to deliver retirement plans to their small business customers. View Slavic401k Marketplace page.

The integration enables 401(k) contribution data to be automatically transferred from the PrismHR platform to Slavic401k via API. The integration delivers significant advantages, including:

 	Improved operational efficiency and data accuracy
 	Significantly lower administrative costs
 	Simplified enrollment and ongoing management for worksite employees
 	Enhanced customer experience for HR service provider worksite employees

Up to now, 401(k) plans have been challenging and time consuming for HR service providers, making them vulnerable to costly mistakes and difficult to promote to worksite employees. The new PrismHR / Slavic401k integration allows 401(k) data to sync automatically between the PrismHR payroll system and the Slavic401k system via API in near real time. The API integration includes full automation of the 401(k)-contribution process, saving valuable time and resources.

“It is very exciting for me to see this collaboration between two of the HRO industry’s longest-standing vendors come to life. What was only a concept at this time last year is now fully-functional technology, and is already bringing tremendous value to several of Slavic401k and PrismHR’s mutual customers,” said John Slavic, founder, president and CEO of Slavic401k. “We see this as only the beginning of a new era of innovation as our two firms work together to bring industry-leading solutions to HROs, worksites and employees for many years to come.”

“401(k) plans are a fantastic vehicle for employees to save for retirement but it’s cost prohibitive and complex for small businesses to offer plans on their own, so it’s no surprise that our HR service providers often tell us that the ability to offer 401(k) plans is critical to winning new business,” said Gary Noke, president and CEO of PrismHR. “Slavic401k’s plans are among the best plans there are, and we’re thrilled to offer this groundbreaking integration to our HR service provider customers that will enable them to reduce costs, streamline operations and attract new customers while improving 401(k) participation rates.”
About Slavic401k
In business since 1985, Slavic401k is a recordkeeper and third-party administrator of 401(k) retirement savings plans. Slavic401k is dedicated to providing innovative, efficient and cost-effective retirement solutions. Slavic401k manages nearly $7 billion in assets and serves over 125 Professional Employer Organizations (PEOs), 12,000 worksite clients, and 250,000 participants nationwide. To learn more about Slavic401k, visit www.slavic401k.com.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 88,000 organizations and over 2 million worksite employees, processing greater than $57 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contacts
Maryellen Edwards
PrismHR
508-747-7261
medwards@prismhr.com

Justin Young
Slavic401k
561-241-9244 x2003
justiny@slavic401k.com

### Breaking Down the Barriers to Offering 401(k) Plans on a Wide Scale

A secure retirement is something every employee deserves and every business owner wants to offer, but the reality is that it’s often too costly and complex for small businesses to manage and administer 401(k) plans. 



So for HR service providers, the ability to offer and manage a cost-effective 401(k) plan to small business clients is a real selling point. In fact, many of our customers report significantly higher client retention rates when small businesses adopt 401(k) plans.



There’s no doubt about it -- HR service providers who offer quality, easy to use 401(k) plans absolutely have a leg up in competitive situations, but many hesitate because they find that it requires a full-time employee or more to manually manage plan data and employee contributions.



Today, we’re thrilled to announce a first-of-its kind integration between the PrismHR platform and Slavic401k that reduces the cost and complexity of offering 401(k) plans. Visit the Slavic401k Marketplace page.



PrismHR has been offering terrific 401(k) plans through Slavic401k for years. Slavic401k is well known in the industry and is one of Fidelity’s fastest growing record keepers, with the HR service provider serving as the plan sponsor, Slavic401k acting as the back office and Fidelity as the custodian. PrismHR’s largest and fastest growing customers offer Slavic401k’s plans to their small business clients.



How are the two products integrated?



401(k)-related changes made either in the Slavic401k system or the PrismHR platform can now be synced automatically in near real time. PrismHR now automatically updates new 401(k) enrollments, deferral rate changes and new and ongoing loan information for payroll deductions. 







Slavic 401k automatically updates new hires, hours worked for eligibility calculations, terminations, testing and employee type/status changes. 



And now, employees can easily view and make changes to their Slavic 401(k) plan from within the PrismHR Employee Portal where they can view a dedicated 401(k) widget that enables participants to view their current status, performance and, through single-sign-on, access their account on the Slavic401k site to make changes themselves and allows non-participants to enroll. Learn more about Slavic401k.




 Want to learn more about Slavic401k?
If you're a current PrismHR customer, contact your Customer Success Manager at csm@prismhr.com. If you're not a current PrismHR customer, contact us today using the button below. 
LEARN MORE ABOUT SLAVIC401K




What does this mean for my HR service provider business?



401(k) programs are among the most highly desired benefits that small businesses seek to offer their employees, but they can be cost prohibitive and complex. HR service providers can now offer Slavic401k retirement plans with a minimum amount of intervention, effort and associated cost.  



What does this mean for our customers and their small business clients?



Saving for retirement is a big challenge; 401(k)s are a fantastic vehicle for planning for the future. Employers can now offer easy, low cost, high quality 401(k) plans to retain employees and attract new ones with high participation rates that improve their overall financial wellness.



How do HR service providers enable the integration?




Current PrismHR customers, whether you already work with Slavic or not, should contact their Customer Success Manager at csm@prismhr.com.



 If you’re not a PrismHR customer but would like to talk about how 401(k) plans can help you retain customers and attract new ones, contact us today.

### PrismHR Service Providers and Their Small Business Customers Can Now Reduce Costs and Consolidate COBRA Benefits with ThrivePass

Hopkinton, Mass. – September 17, 2020 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced that ThrivePass has joined PrismHR Marketplace and will offer its benefits platform to the company’s HR service provider partners and their small business clients.

The ThrivePass Benefits Suite, which includes COBRA decision enablement, well being and learning stipend management, and pre-tax benefits management helps employees enroll, engage and transition into and out of employment more effectively. View ThrivePass Marketplace page

“Decision enablement is key to helping both employees and employers get better financial outcomes,” said Tim Pratte, Senior Vice President, Diversified Services at PrismHR.  “ThrivePass’ revolutionary COBRA solution shows employees better and more affordable options so both the employee and the client see significant savings over traditional COBRA packages.”

“We’re incredibly excited to partner with PrismHR to bring our suite of products to their customers. Our relentless pursuit of customer satisfaction and enhanced employee experience aligns well with the PrismHR values,” said Andreas Deptolla, CEO of ThrivePass. “In particular we’re excited to bring our unique COBRA decision enablement solution to the HR service provider marketplace to drive significant cost savings in an area that is typically very painful for employers.”
About ThrivePass
ThrivePass partners with organizations to enhance the employee experience through benefits and has over 30 years of experience providing core TPA services across HSA, FSA, HRA, Commuter, COBRA, and Direct Bill/Retiree Administration. Over the last 6 years ThrivePass has developed a modern and holistic benefits platform that reduces costs and consolidates core TPA services with our proprietary Wellbeing and Rewards, Tuition Reimbursement technology, and Enrollment tools that can now support the entire employee benefits journey by helping them Enroll, Engage and Transition.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contacts
PrismHR Public Relations
Maryellen Edwards
(508) 747-7261
medwards@prismhr.com

ThrivePass Public Relations
Skylar Elisberg
303-829-3365
se@thrivepass.com

### Fast, Easy Background Checks from Verified First Now Available Through PrismHR Marketplace

Background Screening, Employment Verification, Reference Checks, Credit Reports and Drug Screening

Hopkinton, Mass. – September 10, 2020 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced that Verified First’s industry-leading background checks are now available to its HR service providers and their small business customers through PrismHR Marketplace.  View the Verified First Marketplace page.

Verified First’s background screening solutions are now integrated with the PrismHR platform, giving HR service providers and client hiring managers a turnkey experience and the ability to process comprehensive screens in one convenient place.

Verified First works with all PrismHR Applicant Tracking Solutions (ATS), including PrismHR Hiring, powered by HiringThing, PrismHR ATS and JazzHR to provide:

 	Background screening
 	Employment verification
 	Reference checks
 	Credit reports
 	Drug screening

“Access to background checks that can be completed in days, not weeks, can significantly speed the hiring process, and Verified First’s top-notch customer support and fast, easy HR system connections reduce the administrative load,” said Jonathan Wall, Vice President of Strategic Partnerships at PrismHR. “We’re thrilled to partner with Verified First to provide their top-rated solutions to our HR service providers and their clients.”

“We are excited to be working with PrismHR and their vast group of HR service providers.” said Ian Bellais, Vice President of Business Development at Verified First. “We bring a frictionless integration experience to their clients and our service that helps organizations reduce their time to fill. PrismHR is a natural fit as a Verified First partner.”
About Verified First
Verified First is known for raising the bar on streamlined background screening solutions backed by the best client support, and for developing the easiest, fastest HR system connections, for free. Our client support team is U.S.-based and answers calls in seconds, consistently resulting in positive testimonials and a 97% customer satisfaction. Compatible with PrismHR’s platform, Verified First's seamless integration provides clients with a turnkey experience and enables them to process comprehensive screens in one, convenient place. For more information, please visit www.VerifiedFirst.com.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contacts
PrismHR Public Relations
Maryellen Edwards
(508) 747-7261
medwards@prismhr.com

### PrismHR and Equifax Expand Partnership to Deliver Unemployment Claims Management Solutions for Small Businesses

PrismHR Marketplace will offer access to Unemployment Cost Management software and expertise from Equifax.

Hopkinton, Mass. – August 31, 2020 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced that Unemployment Cost Management (UCM) solutions from Equifax are now available to HR service providers and their small business customers through PrismHR Marketplace.

By offering UCM and CaseBuilder, the premiere employer-side software solution for managing unemployment claims, small businesses can gain much-needed visibility, simplicity, and control in an otherwise complicated operation. PrismHR service providers and their clients also can access a dedicated network of Equifax UCM specialists who can assist with the claims response procedures, recovery of overpayments and monitoring of associated payroll tax rates.

“Unemployment is complex and can be costly and time consuming. In today’s environment, employers need to be vigilant to ensure that unemployment claims are managed correctly,” said Jonathan Wall, Vice President of Strategic Partnerships at PrismHR. “The expertise and experience that Equifax has in the unemployment claims field is unrivaled and we’re thrilled to expand our partnership to assist our HR service providers and their small business clients in addressing this critical area.”

“The unemployment program at Equifax is built on 65 years of experience and a deep understanding of the unemployment process and state agency requirements in every state,” commented Joe Muchnick, SVP of Alliances at Equifax Workforce Solutions. “We are pleased to offer our solution through the the PrismHR Marketplace so small and medium businesses can tap into best practices and automation to help manage unemployment claims and taxes.”

The unemployment experts, processes and CaseBuilder software from Equifax are designed to assist employers with mandatory claims response requirements in every state, as well as the interactions with state workforce agencies as determinations and hearings are completed. A fully automated Wage Audit service is also available along with a proprietary TaxManager app to help employers manage their tax profiles.

The addition of Equifax UCM services to the PrismHR Marketplace builds on a partnership announced in November 2019 when PrismHR and Equifax announced the availability of The Work Number® database on the PrismHR platform. The Equifax UCM solutions are available immediately to HR service providers in the PrismHR Marketplace.

About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contacts
PrismHR Public Relations
Maryellen Edwards
(508) 747-7261
medwards@prismhr.com

### PrismHR Announces Partnership with Crimcheck to Provide Integrated Background Screening Solutions to its HR Service Providers and Their Small Business Clients

New Integration Through PrismHR Marketplace Offers PrismHR Service Providers a Streamlined Process for Conducting Employment Background Checks

Hopkinton, Mass. – August 25, 2020 – PrismHR, the leading HR technology software powering payroll, benefits and HR for small- and medium-sized businesses across the U.S., today announced that Crimcheck’s award-winning employment screening solutions have been integrated with the PrismHR platform, enabling PrismHR partners and their customers to seamlessly implement and utilize Crimcheck’s award-winning employment screening solutions from within the PrismHR environment.

PrismHR service provider customers and their small business clients can now use Crimcheck’s Safe Hiring Advantage to order background checks and drug testing, track status, and view completed reports securely by instantly using candidate and employee information already managed by the PrismHR platform.  The integration increases the efficiency of HR service provider and customer teams, maintaining data integrity, and ensuring compliance to help employers make informed and safe hiring decisions.  Improving the quality of their workforce also reduces employee turnover and mitigates the risk of negligent hiring liability.

“Our new partnership with Crimcheck provides our HR service providers and their clients with an industry-leading solution to one of the most time consuming parts of the hiring process – background checks,” said Tim Pratte, Vice President of Diversified Services at PrismHR.  “The integration will provide our customers and their clients with a solution that is simple to roll out and easy to use so clients can order background checks quickly and securely without any duplicate data entry.”

“We are thrilled to connect PrismHR’s service providers and customers with Crimcheck’s Safe Hiring Advantage,” said David Nadell, National Director of Strategic Partnerships at Crimcheck.  “Several PrismHR customers have already experienced Crimcheck’s innovative HR service provider onboarding solution, mobile-friendly customer and candidate experience, and passion for providing best-in-class service.  We are excited to partner with PrismHR and its service providers to help SMBs streamline their background screening process and hire with confidence.”

Crimcheck’s solutions are available to all PrismHR HR service provider customers through PrismHR Marketplace.  Its solutions can be triggered by service providers and their customers from PrismHR, PrismHR Hiring, PrismHR Onboarding, and PrismHR Marketplace partner JazzHR.  An integration with PrismHR ATS will be launched in the fall of 2020.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises.  Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year.  PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
About Crimcheck
Crimcheck protects clients’ employees, customers, assets, and brands by providing comprehensive, accurate and compliant employment screening solutions.  Crimcheck is PBSA Accredited, an HRO Today Customer Satisfaction Award Winner, an NMSDC certified minority-owned business, and an Inc. 5000 company.  Its solutions improve customers’ efficiency, ensure compliance, enhance candidate experience, and accelerate time to hire.  Learn more at https://crimcheck.net/.
Media Contacts
PrismHR Public Relations
Maryellen Edwards
(508) 747-7261
medwards@prismhr.com

Crimcheck Contact
David Nadell
National Director of Strategic Partnerships, Crimcheck
dnadell@crimcheck.com

### PrismHR Earns Spot on Inc. 5000 List of Fastest Growing Companies for the Second Consecutive Year

Hopkinton, Mass. — August 17, 2020 — PrismHR, the leading HR technology software powering payroll, benefits and HR for small and medium-sized businesses across the U.S. today announced that the company has been named to the Inc. 5000 list of the fastest-growing private companies in America.

The list represents a unique look at the most successful companies within the American economy’s most dynamic segment—its independent small businesses. Intuit, Zappos, Under Armour, Microsoft, Patagonia, and many other well-known names gained their first national exposure as honorees on the Inc. 5000.

“PrismHR is thrilled to be named to the Inc. 5000 list for the second consecutive year and to be ranked along with so many fast growing, innovative companies,” said Gary Noke, President and CEO of PrismHR. “This past year has been one of tremendous growth for our company and for our HR service provider customers as they support small and medium-size business customers throughout these challenging times.”

PrismHR is the leading provider of software for HR service providers, including Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs), who deliver HR, benefits and payroll services to the nation’s small businesses. In addition to its software, the company offers PrismHR Marketplace, which provides access to pre-integrated, validated connections from leading HR application and solution providers, along with insurance and other products.
Methodology
The 2020 Inc. 5000 is ranked according to percentage revenue growth when comparing 2016 and 2019. To qualify, companies must have been founded and generating revenue by March 31, 2016. They had to be U.S.-based, privately held, for profit, and independent—not subsidiaries or divisions of other companies—as of December 31, 2019. (Since then, a number of companies on the list have gone public or been acquired.) The minimum revenue required for 2016 is $100,000; the minimum for 2019 is $2 million. As always, Inc. reserves the right to decline applicants for subjective reasons. Companies on the Inc. 500 are featured in Inc.’s September issue. They represent the top tier of the Inc. 5000, which can be found at http://www.inc.com/inc5000.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contact
Maryellen Edwards
PrismHR
508-747-7261
medwards@prismhr.com

### PrismHR and Priority Care Solutions Partner to Offer Personal Protective Equipment (PPE) to its HR Service Providers and Their Small Business Clients

Masks, gloves, face shields, wipes, and hand sanitizer now available through PrismHR Marketplace

Hopkinton, Mass. -- August 11, 2020 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced that it has forged a partnership with Priority Care Solutions to offer affordable, safe personal protective equipment (PPE) to its HR service providers and their small business clients.

Priority Care Solutions provides access to a wide range of PPE, including masks, gloves, face shields, wipes and hand sanitizer. Most orders ship in 48 hours or less. 

“Gaining access to PPE can be extremely challenging right now -- products are hard to find and prices can be inflated,” said Ted Smith, Senior Vice President of Sales at Priority Care Solutions. “Priority Care Solutions is committed to providing access to high quality, hard to find products that are essential to keeping employees safe in today’s environment. We’re thrilled to partner with PrismHR to bring PPE to its HR service providers and their small business clients.” 

“Securing PPE for small business clients can be a much-appreciated gesture of goodwill for HR service providers that can help to improve relationships and retain business,” said Jonathan Wall, Vice President of Strategic Partnerships at PrismHR. “This is a stressful time for all businesses and access to PPE is just one more way our HR service providers can provide additional value.” 
About Priority Care Solutions (PCS)
Priority Care Solutions (PCS) is the only national specialty managed care services and network provider that offers full transparency and a budget guarantee through two offerings: Priority Financial Guarantee and Therapy Transparent. Drawing on the cumulative experience of an executive leadership team with an average of 20 years in all areas of workers' compensation, PCS has created unique, proactive solutions to mitigate risk, create operational efficiencies and reduce costs while providing compassionate, exceptional, and timely care to the injured worker.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com. 
Media Contacts
PrismHR Public Relations
Maryellen Edwards
(508) 747-7261
medwards@prismhr.com 

 

 

### Small Businesses Can Now Address the Growing Need for Mental Health Services Through the LifeSpeak Employee Well-being Platform

New PrismHR Marketplace Partnership Provides Strong Behavioral Health Program through a Turnkey Digital Well-being Solution

Hopkinton, Mass. – July 9, 2020 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced that LifeSpeak, a digital employee well-being platform, is now available through PrismHR Marketplace. View LifeSpeak Marketplace webpage

LifeSpeak’s digital well-being solution comprises over 2,000 custom produced, expert-led video-based training sessions, with an emphasis on mental health and total well-being. Employees can confidentially and anonymously access the short, easy to consume videos and resources and get the support they need to overcome life’s unexpected hurdles, keeping their minds and bodies productive at work.

“2020 is unlike any other year in history, creating a tsunami of new challenges that are significantly impacting individual and family well-being,” said Jonathan Wall, Vice President, Strategic Partnerships at PrismHR. “Employers who provide resources to help their employees cope with newfound financial and mental stressor will stand out overall -- reducing stress, improving engagement and enhancing productivity.”

“We are proud to partner with PrismHR to create a channel to bring LifeSpeak’s best-in-class digital wellness offering to the HR service provider community.  We’re especially excited to establish new HR service provider relationships that will help create access to the small business community, where employee mental health and wellness resources have so often been underserviced,” said Danny Weill, Vice President Partnerships, LifeSpeak. “With the HR service provider landscape shifting to now include employee well-being, the LifeSpeak digital platform is positioned perfectly from a pricing and product standpoint as a result of the PrismHR partnership.“
About LifeSpeak
LifeSpeak is an entirely unique digital platform that gives users around-the-clock access to North America’s leading experts in mental health, physical wellness, financial health, family relationships, and professional skills development.

The easily configurable platform consists of an extensive collection of expert-led video trainings, audio podcasts and tip sheets that are available 24 hours a day, 7 days a week and the platform’s various “hub functionalities” enable clients to guide users towards the appropriate next steps on their “wellness and learning journeys” after they’ve educated themselves about specific topics.

Founded in 2004, LifeSpeak has achieved a renewal rate of 97% across a client base of several hundred organizations from global multinationals to small businesses.

Twitter: @LifeSpeak
Facebook: @Lifespeakinc
Instagram: @Lifespeakinc
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contacts
PrismHR Public Relations
Maryellen Edwards
(508) 747-7261
medwards@prismhr.com

LifeSpeak Contact
Gerod Gianattasio
Director of Strategic Alliances, LifeSpeak
gerodg@lifespeak.com

### Legal Services from LegalShield Help Small Businesses and Their Employees Access Affordable, Convenient Counsel

LegalShield Services Now Available to HR Service Providers through PrismHR Marketplace

Hopkinton, Mass. – July 1, 2020 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced that LegalShield, a provider of legal protection services for small businesses and their employees, will offer its services to PrismHR service providers and the employees of their small business clients through PrismHR Marketplace.
View LegalShield Marketplace page

LegalShield provides direct access to provider attorneys who specialize in providing convenient, affordable services with 24/7 emergency legal access, a convenient mobile app, telephone advice, office consultations, and access to legal forms for a variety of legal needs, including:

 	Family Law, including adoption, domestic violence protection, elder care assistance, conservatorship, guardianship, immigration assistance, paternity and prenuptial agreements
 	Financial, including bankruptcy, civil litigation, debt collection, identity theft, small claims protection, tax and IRS audits
 	Real Estate, including boundary and title disputes, deeds, eviction and tenant issues, foreclosure, garnishment, home equity loans, mortgages, property tax assessments, purchase and sale of homes, and repossession
 	Estate Planning, including living wills and wills, power of attorney, probate, living trusts and trusts, codicils
 	Traffic, including drivers license restoration, motor vehicle property damage, moving traffic violations and traffic tickets, property damage claims

“Affordable legal protection is something that all employees need at one time or another, and often when they least expect it,” said Sean Yolish, Director, Insurance Administration at PrismHR. “LegalShield provides valuable, convenient benefits to employees at a reasonable price point, and we’re excited to partner with them to bring their services to our HR service providers and their small business clients.”

“During these unprecedented times, employees are understanding now more than ever the importance of legal protection. We are proud to partner with PrismHR to provide affordable legal protection to their customers and their employees,” said Glenn Petersen, President of LegalShield Business Solutions. “From estate planning to consumer financial matters, we ensure legal matters are handled quickly by providing direct access to dedicated provider law firms and a convenient and easy to use mobile app.”
About LegalShield
A trailblazer in the democratization of affordable access to legal protection, LegalShield is one of North America’s largest providers of online legal subscription plans. LegalShield serves more than 141,000 businesses, over 30,000 companies and more than 4.4 million people with their protection plans.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contacts
PrismHR Public Relations
Maryellen Edwards
(508) 747-7261
medwards@prismhr.com 

or

Doug Donsky
ICR Inc.
(646)361-1427
legalshieldpr@icrinc.com

### Digital Payroll Cards from Plata Pay Provide New Revenue Opportunities, Improve Recruitment and Retention for PrismHR Service Providers and their Small Business Clients 

Hopkinton, Mass. – June 25, 2020 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced that its HR service providers and their small business clients now have access to Plata Pay’s customizable, digital Visa® payroll card linked to a multi-currency, multi-balance digital wallet.

Plata Pay empowers employers with a better payroll distribution tool designed to improve employee recruitment and retention. Plata Pay provides a familiar payroll card platform, plus digital wallet technology, all-in-one. Uniting traditional payroll with fintech as financial transactions of all kinds continue to evolve to digital platforms, Plata Pay is the only pay card solution that:

 	Improves employee benefits and achieves better customer retention
 	Reduces payroll costs and delivers cost-savings to employees equivalent to a salary increase of 6% per user
 	Enables businesses to support the needs of employees who have international family and personal networks

“Small businesses everywhere are looking for an alternative to traditional paychecks or pay cards to provide employees with the financial flexibility and freedom they need,” said Jonathan Wall, Vice President of Strategic Partnerships at PrismHR. “Plata Pay is the only pay card that offers revenue share opportunities to PEOS and a digital payment ecosystem to employees, which is a tremendous benefit for everyone.”

“This partnership with PrismHR is emerging at a pivotal time. Plata Pay was engineered around real feedback from employers grappling with payroll distribution and payment challenges. This revolutionary product adds the latest technology, security and portability to the old standard pay card products,” said Jeff Cooper, Founder and Chief Executive Officer of Plata Pay. “At a time when the world is suddenly managing through the changes forced by COVID-19, our platform will play a key role in supporting employers as they adapt to the need for touch-free, paperless payroll and payments. Processing payroll has never been this simple, safe and secure. Now, with PrismHR and Plata Pay, it is.”
About Plata Pay
A first-of-its-kind Visa® payroll card linked to a multi-currency, multi-balance digital wallet app, Plata Pay expands upon traditional pay card capabilities with a robust array of mobile transaction features. Plata Pay is the exclusive payroll card provider for the ePlata® network and payment ecosystem. As a member of the ePlata network, Plata Pay offers debit card and digital wallet services to employers and their employees with the same cost and time-saving features available on the ePlata mobile app.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S.  Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit prismhr.com.
Media Contacts
PrismHR Public Relations Maryellen Edwards
(508) 747-7261
medwards@prismhr.com or

Plata Pay
Callie de Quevedo
(213) 804-4514
cdequevedo@plata-pay.com

### PrismHR Expands Seeds Program to Help HR Service Providers Accelerate Growth

Program Incorporates Support, Services and Consulting to Increase Service Provider Efficiency, Serve More Clients Faster and Close More Deals

Hopkinton, Mass. -- June 16, 2020 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced an expansion of its popular Seeds program, designed to help accelerate the growth and efficiency of its HR service provider partners.

Seeds is available to all PrismHR service provider customers and incorporates a wide range of programs and offerings to help acquire new customers, including:

 	A revamped, easy to use Seeds portal with new sales and marketing content and tools, including customizable datasheets, call scripts, email templates, demos and videos, research and competitive intelligence  and COVID-19 resources
 	Sales strategy consulting and prospect proposal best practices
 	Sales and demo training for individuals or entire teams
 	Sales engineering support for demo training or prospect demos

“We value our partnership with our HR service provider customers and are committed to helping them succeed. Expanding our popular Seeds program to incorporate consulting, services and support is the next step in that effort,” said Scott Horn, Chief Revenue Officer at PrismHR. “We’ve worked closely with our customers to develop these programs and early response has been extremely positive, with one partner in our pilot demo program reporting ten closed deals with 800+ new worksite employees.”

PrismHR customers can learn more about everything available in Seeds. For access to the demo or sales support programs, please contact your customer success manager.
PrismHR LIVE Virtual to be held July 20-22
PrismHR customers are also now being provided free admission to PrismHR LIVE Virtual. PrismHR LIVE Virtual is a shorter version of PrismHR LIVE and includes three hours of sessions each day over three days. There are no limits to the number of attendees from each customer and sessions will be recorded and available on-demand after the event.

 	PrismHR keynote and business update
 	10+ product updates
 	Virtual exhibit hall with opportunities for networking, demos and meetings

About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contacts
PrismHR Public Relations
Maryellen Edwards
(508) 747-7261
medwards@prismhr.com

### PrismHR Service Providers and Their Small Business Clients Can Now Smooth Return to Work (RTW) Processes, Stay in Compliance with Full Suite of Digital Tools and Service from STChealth

STChealth is the Newest Member of PrismHR Marketplace, Solution Designed to Streamline RTW in the COVID-19 Era

Hopkinton, Mass. -- June 10, 2020 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced a new partnership with STChealth to offer its Return To Work (RTW) solutions to PrismHR’s service provider network and their small business clients.

STChealth’s Strategic Actions for Employers Return to Work (SAFE RTW) solution provides a comprehensive suite of digital tools and services designed to help employers effectively and efficiently bring employees back to work after being furloughed due to the COVID-19 pandemic.

SAFE RTW helps employers meet or exceed state, OSHA and CDC guidelines for bringing employees back to work in light of the COVID-19 pandemic, with a broad range of services, including:

 	Symptom trackers, with a convenient phone app and reporting module
 	Mental and emotional health support, including resources to help employees to improve productivity
 	A strategic guidebook to create a safe work environment with safety policies, procedures and tools
 	A full communications program to educate the workforce as new information becomes available

“As the economy begins to reopen, businesses everywhere have a duty to keep employees safe and are grappling with a wide range of issues, from how to operate within new CDC and OSHA guidelines to how to support them mentally and emotionally,” said Tim Pratte, Senior Vice President of Diversified Services at PrismHR. “STChealth’s SAFE Return to Work solution provides industry-leading tools and up-to-the-minute guidance on the strategic actions that employers can take to help employees return to work safely and rebuild trust and loyalty from employees and customers.”

"We are thrilled to partner with PrismHR to make the SAFE Return To Work Program available to smaller employers nationwide,”  Kristina Crane, Chief Strategy Officer for STChealth. “With so many impacted by the COVID-19 shutdown, SAFE brings much needed support to the businesses that make up the fabric of our economy and need help getting back up and running. Thanks to PrismHR, we will be there to guide them every step of the way."
About STChealth
As key members of the immunization ecosystem, STChealth has spent 32 years developing public health immunization systems used across the U.S. and internationally. And now, in the midst of the COVID-19 pandemic, STChealth is being called to action to enable consumer-facing digital test results and immunity status, increase data exchange connections to prepare for vaccine distribution and administration, arm our pharmacy network with the tools for lab reporting and case management, and assist providers, employers, pharmacies and Public Health with analytics to support decision making. STChealth’s National Immunization Data Exchange Network processes over 1 million immunization events daily, delivering valuable decision support and ultimately resulting in closing gaps in care. For more information visit www.stchealth.com or email marketing@stchome.com.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contacts
PrismHR Public Relations
Maryellen Edwards
(508) 747-7261
medwards@prismhr.com

STChealth
Lara Popovich
STChealth
marketing@stchome.com

### PrismHR to Offer HR Service Providers Exclusive Access to ThinkHR Comply 

Essential COVID-19 Employer Resources Now Available to All Prism-Powered Service Providers
Hopkinton, Mass. — April 23, 2020 — PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S. today announced that its network of HR service provider partners will now have exclusive access to ThinkHR Comply, an award-winning HR platform designed to help both HR experts and generalists navigate the toughest business challenges, including those posed by the current COVID-19 pandemic.


Given the clear and urgent demand for clear, trusted HR guidance, PrismHR has partnered with ThinkHR to provide cost-free access to ThinkHR Comply for PrismHR’s network of HR service providers. In addition to a host of tools, templates and guidance on a wide range of COVID-19 topics, the platform also includes a wide range of compliance tools and information for all 50 states.

“HR is at the center of today’s toughest business challenges, and there’s increased urgency related to layoffs, furloughs, health and safety, remote employees,” said Tim Pratte, Senior Vice President of Diversified Services at PrismHR. “We’re thrilled to partner with ThinkHR to provide such an incredible resource to our HR service providers.”

ThinkHR Comply provides access to thousands of up-to-date tools, documents, checklists and forms, as well as the latest news and information to support best practices in compliance, including:


 	Updated COVID-19 resources
 	Q&A database
 	Employee handbook builder
 	Job description builder
 	Performance review tools
 	Salary benchmarking
 	Compliance guidelines and checklists
 	Links to state and federal employment law




 	Regional and national HR compliance news
 	Hiring and termination guidelines
 	Implementation checklists for HR processes
 	HR news and thought leadership
 	White papers and webinars library
 	Health care reform center
 	HR audit checklist
 	Intelligent search



“At ThinkHR we’ve seen firsthand the significant HR challenges created by COVID-19. This  partnership with Prism enables us to unify our efforts to support co-employer service providers,” said Vince Murdica, CRO of ThinkHR.  “Complexity, pace of change, and velocity of HR support needs are at an all time high right now.  Thanks to the deep integration we already had in place with PrismHR, we’re now able to rapidly make Comply available for all Prism service providers.  Together, we are providing essential support to HR professionals so they can provide trusted guidance to the clients they support.”
About ThinkHR
ThinkHR is shaping the future of work through a combination of technology, people, and expert content to deliver data-powered HR guidance. Trusted providers of HR knowledge and technology-powered employer solutions, the company delivers HR on-demand to hundreds of thousands of small- and medium-sized businesses nationwide. Through partnerships with insurance brokers, payroll and HR technology providers, the company elevates teams with better compliance, living employee handbooks, expert training courses, and benefits communications. 
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. 

# # #

Note to editors: Trademarks and registered trademarks referenced herein remain the property of their respective owners.
Media Contacts:
PrismHR 
Maryellen Edwards
(508) 809-3496
medwards@prismhr.com

ThinkHR
pr@thinkhr.com 

### PrismHR Partners with EverythingBenefits to Offer New Collections and Payments Solution for Furloughed and Displaced Employees

Solution Designed Specifically for HR Service Providers Helps Streamline and Improve Invoicing and Collections Processes

Hopkinton, Mass. -- April 22, 2020 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced that EverythingBenefits’ new Payments and Collections solution is now available to its network of HR service providers through the PrismHR Marketplace.

PrismHR HR service provider partners with small business clients who have employees on reduced payroll or furlough can use the Collections and Payments solution to collect payments for benefits, mortgages, 401k loans and more from furloughed and displaced employees.

EverythingBenefits’ Collections and Payments solution was specifically designed to meet the needs of HR service providers, including Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs), enabling them to:

 	Quickly setup new payments
 	Automate invoicing and payment collection and remittance
 	Monitor payment and collection status in real-time

“EverythingBenefits’ Collection and Payments solution will enable our HR service provider partners to save time and automate the process of invoicing and collecting payments for furloughed and displaced employees,” said Jonathan Wall, Vice President, Strategic Partnerships at PrismHR. “Our HR service provider partners and the small businesses they serve can both benefit from reducing complexity around payments for financial obligations that had been deducted from their regular paychecks.”

“We developed this solution to reach the millions of individuals who face career and financial uncertainty. We’re enabling employers with a seamless alternative to standard remittance,” said EverythingBenefits co-founder and CEO, Rachel Lyubovitzky. “We have aligned with PrismHR to help deliver solutions that address the evolving needs of its service provider and client ecosystem.”
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
About EverythingBenefits
EverythingBenefits is a leading provider of next-generation, end-to-end benefit technology solutions and services that help businesses of all sizes and their employees experience benefits in more meaningful ways. By leveraging an open business model, EverythingBenefits partners with benefit brokers, independent agents, insurers, payroll or human capital management companies, and other providers. The company’s philosophy is that technology should make life simpler, more rewarding, and more enjoyable. For more information, please visit our web site at www.everythingbenefits.com or connect with us via LinkedIn or Facebook.
Contacts
PrismHR Public Relations
Maryellen Edwards
(508) 747-7261
medwards@prismhr.com

EverythingBenefits | Clarity PR
(646) 934-6924
everythingbenefits@clarity.pr

### PrismHR and Payroll Funding Join to Provide Quick Access to Funding for HR Service Providers' Small Business Clients

New PrismHR Marketplace Partner Delivers Funding in as Little as 24 Hours to Help Small Businesses Bridge the Gap as they Await Stimulus Loans

Hopkinton, Mass. -- April 13, 2020 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced a new partnership with Payroll Funding that can deliver fast access to financial resources for PrismHR’s nationwide network of HR service providers and their small business clients.

Many small businesses are faced with tough economic conditions today due to the COVID-19 crisis. Payroll Funding quickly delivers capital to those businesses, many of whom are awaiting approval from the SBA Paycheck Protection Program (PPP) and need to bridge the gap or require additional funding for operations. Payroll Funding exclusively provides funding to HR service providers’ clients without a written application process, and once approved, no collateral or personal guarantee or security is required. Funds are delivered directly to the small business the day before the payroll check date.

“We are excited to work with PrismHR to enable HR service providers to offer Payroll Funding to their clients directly through PrismHR’ s Marketplace. During these stressful economic times, HR service providers that rely on PrismHR are looking for every available revenue for short-term funding. Through PrismHR’ s platform, access to Payroll Funding is a click away,” said Will Robins, President of Payroll Funding.

“HR service providers and their small business climates are in uncharted waters, and access to capital is clearly a huge issue. And while the majority of small businesses seem to be seeking capital through the PPP program, there’s a lot of uncertainty and the funding isn’t coming fast enough. Payroll Funding can help bridge the gap,” said Tim Pratte, Senior Vice President of Diversified Services.
About Payroll Funding
Payroll Funding Company is the short-term investment arm of a family trust and has been in business for almost 20 years. As a trust, we have different legal, tax, and operating requirements than a for-profit company. We are prohibited from borrowing money, so we do not have the same requirements that other lenders have. We take a very positive, optimistic view of the future, which, combined with our long-term view, means we are always willing to give clients the time they need to pay us. By definition, a Trust is family oriented. Payroll Funding looks on its clients as more than “customers”; we care about their success.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Contacts
PrismHR Public Relations
Maryellen Edwards
(508) 747-7261
medwards@prismhr.com

Steve Ott
Vice President, Business Development
609-516-5100
steve@payrollfundings.com

### PrismHR Partners with Doctegrity to Provide Telemedicine Benefits for HR Service Providers and their Small Business Customers

Hopkinton, Mass. -- April 8, 2020 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced a new partnership with Doctegrity to provide 24/7/365 telemedicine services to its network of HR service providers and their small business customers nationwide.

PrismHR service provider partners can offer Doctegrity’s industry-leading telemedicine services in addition to existing healthcare plans, which often don’t cover telemedicine or charge co-pays, to their employees, including those working part time. And because Doctegrity doesn’t file claims with insurance carriers, this can ultimately lead to lower health insurance premiums for HR service providers.

PrismHR service provider partners can now immediately offer their small business customers access to telemedicine resources, including:

 	Unlimited 24/7/365 primary care doctor visits by phone or video chat. If needed, the doctors can write a prescription to the pharmacy of the patient’s choice.
 	Unlimited medical advice or 'second opinions,' including the ability to upload blood tests results, x-rays and MRI’s and to ask Doctegrity’s doctors questions through secured messaging
 	Unlimited 24/7/365 mental health teletherapy
 	Pharmacy discount card - up to 80% off of prescriptions
 	Availability in English and Spanish nationwide
 	Benefit for employee and family member
 	No copays or consultation fees
 	Open enrollment - companies can enroll their employees any time with immediate benefit activation
 	Access to Doctegrity’s new coronavirus self-assessment tool including advice for dealing with issues around daily life

Jesse Ohayon, CEO of Doctegrity, said: “Our new partnership with PrismHR is a natural fit. Doctegrity’s leadership came out of the people operations industry rather than a hospital executive team. Therefore, we knew forging a strong relationship with PrismHR would be a mutual key to success. PrismHR recognized that we understood the industry and saw the value we bring to their clients.”

“Doctegrity is designed to be the ‘Netflix’ of healthcare - meaning, anyone can use us, anytime, anywhere, and with no surprise costs. In the HR service provider world, that’s a big advantage to have. And right now we’re focused on our fight against COVID-19. We’re continuously improving our technology and arming our doctors on the latest information in order to deliver better care, in a highly cost effective manner. PrismHR is an ideal partner for us to be able to reach these workers and deliver our benefit to these people.”

“Clearly, telemedicine is a critical and important benefit for employees nationwide,” said Tim Pratte, Senior Vice President of Diversified Services at PrismHR. “We’re thrilled to be able to offer Doctegrity’s feature-rich program to our network of HR service providers as they strive to provide top-notch, relevant benefits to their small business clients.”
About Doctegrity
Doctegrity is a healthcare innovation company that provides access to board-certified doctors or mental health therapists 24/7/365 via video visits, phone or secured messaging. Available as a subscription model, Doctegrity can deliver care to anyone, nationwide in English or Spanish and there is no need for insurance to join. On a corporate level, Doctegrity is a proven solution to lower health insurance rates, improve absenteeism rates, and improve employee satisfaction. Doctegrity’s passion is to deliver care to anyone in the country in a cost effective manner while leveraging easy-to-use technology. To learn more about Doctegrity, please visit www.doctegrity.com or call 888-342-5152.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Contacts
PrismHR Public Relations
Maryellen Edwards
(508) 747-7261
medwards@prismhr.com

Docterity Media Relations
hello@doctegrity.com
877-342-5152

### The Pups of PrismHR: Meet Our Office Dogs

We're proud to be a dog-friendly office.  Here are some of our favorite furry friends who brighten our days here at PrismHR.







Layla







Layla is turning 13 next month, but despite her advanced age she still acts like a puppy, always running around the house and being playful. Her energy also comes in handy when it comes to home security. 



Pup: Layla



Peep: Tim Pratte, Senior Vice President, Diversified Services



Favorite treat:  Watermelon...I love it!



Favorite trick: Tricking my humans into giving me treats -- I do a mean “shake”...which usually gets me more treats. I’m also a pretty good listener so my humans like to talk with me a lot. I can’t disclose any of their secrets though. 



Biggest HR challenge: Recognition. I typically run security around the house. There’s never a rabbit, squirrel or lizard that I can’t run off -- it’s an under-appreciated skill set. 







Ruby



Ruby is over the moon these days now that her peep, Nicole Bachand, our Field Marketing Manager, is working remotely.  She gets Nicole all to herself — All. Day. Long.



Pup:  Ruby



Peep:  Nicole Bachand



Favorite treat:  Cheese - any kind of cheese!



Favorite trick:  Hiding in the bushes when Nicole wants me to come inside.  I blend right into the hosta plants and she can’t see me ;)



Biggest HR challenge:  Behavior. Okay, okay, okay.  I can get a little enthusiastic sometimes and bark a little…well, maybe a lot…when she’s on conference calls.  But come on - I’m just a puppy!







R2-D2



Things have been a little lonely at PrismHR’s Hopkinton, Mass. headquarters since the coronavirus closed our office back in March. Only a few hearty souls typically work on-site, including our Manager of Enterprise IT, Gordon Brougham. 



Gordon doesn’t have a dog to bring into the office, so R2-D2 has been roaming the halls to keep Gordon company until we’re all back together again.



Pup:  R2-D2



Peep:  Gordon Brougham



Favorite treat:  D size batteries



Favorite trick:  Dancing to Cantina music



Biggest HR challenge:  Listening to others. Sometimes my rebellious streak comes out and I tend to ignore instructions before trapping myself in a cube when my restraining bolt is turned off.







Princess



Meet Princess, one of Prism HR's remote pups.  Princess certainly lives up to her name, and likes to think that she rules the house.  Seriously spoiled, she'll never turn down a treat or a belly rub.  She's also incredibly vocal considering her size.  If you've ever been on a call with her human, you've probably heard her barking in the background.  She just wants to make sure everyone knows she's there!  



Pup: Princess



Peep: Venessa Wilson, Director of Channel Sales Development and Partner Sales 



Favorite treat: Anything the kids drop on the floor - I'm the best little vacuum cleaner in the house! 



 Favorite trick: Does snoring really loud count?



 Biggest HR challenge: Compliance. "I used to follow the rules, but at 15 years old, I've earned the right to break them. I rule the house, and I know it."  :)   







Nugget







Nugget the Puggle is an infrequent visitor to the PrismHR office.  She is a known scoundrel whose deceptive cuteness serves as a distraction to mask her real intent of stealing your lunch.  



She loves sniffing out food scraps she finds on dog-friendly beaches on Cape Cod, long belly rubs, and knocking over unattended trash cans to eat week-old garbage every time she's left home alone.



Pup: Nugget



Peep: Dan Doherty



Favorite treat: Paper towels/tissues/toilet paper/food wrappers/used diapers (yuck!)



Favorite trick: Pretending to have to go outside, then running back to steal your food when you get up to let her out



Biggest HR challenge: Constant whimpering if she can't meet every dog and person who walks by her desk











Olivet



Olivet is one of our favorite Pups here at PrismHR. She is always hoping to score something yummy to eat in the office -- despite what her sign says. Olivet is a certified service dog with a gentle soul.



Pup: Olivet



Peep: Elizabeth O’Neill, Technical Documentation Manager



Favorite Treat: Cardboard toilet paper tubes



Favorite Trick: High Five!



Biggest HR Challenge: Compliance. "It's always a challenge to not eat from the garbage... especially around the holidays."











Daisy



Meet Daisy, another one of our favorite teammates here at PrismHR. Daisy has been a good pup this year and is sure to make the “nice” list come December.



Pup: Daisy



Peep:  Jeffrey Herbert, Senior QA Manager



Favorite treat: Whatever I can score around the office



Favorite trick: Putting on the sad face to get treats



Biggest HR challenge: Overtime. They work me like a dog around here during the holidays!











Jett



Pup:  Jett



Peep: Rob Roberts, Director of UX



Naughty or nice: Naughty. I've got this whole thing I like to do. First I like to flash crazy eyes, and then I do a jump down the stairs (missing all the steps) and sprint around the house. Slippery floors mean I can do some nice sliding into the furniture or walls. If you chase me, I can keep this up for a while - makes 'em crazy.



What’s on my favorite food list? Bacon with bacon. Did I mention bacon?



Biggest HR Challenge: Workplace etiquette. I can't stand meetings. Any meetings. Of any size. My basic M.O. is to case the room for stray treats and to look for anybody eating, then I'll whine incessantly until somebody finally takes me out of there to my soft bed in Dad's office.











Annabelle



Pup: Annabelle



Peep: Mason Vickery, Senior Sales Engineer



Favorite treat: Honestly? Whatever I can get my paws on.



Favorite trick: When Gordon Brougham does the old fake throw. Gets me every time. 



What’s my New Year’s resolution? Curtailing the whining when my dad leaves his office to get coffee.



Biggest HR challenge: Employee satisfaction. It's really not that hard here because PrismHR is a great place to work, but I try to put a smile on everyone's face each and every day I'm here.











Bowser



Meet our man Bowser.  Bowser is the only bulldog here in our Hopkinton, MA headquarters and he's a popular guy!



Pup: Bowser



Peep: Jenni Oskierko, Senior Product Manager - Benefits



Favorite treat: I tend to be a treat snob, but I love the bacon ones! Oh, and a good 'ole Milkbone is nice now and again.



Favorite trick: Sit and Paw. My BFF at work, Nicholas Cugini, recently taught me a new one - to sit up from laying down. 



Biggest HR challenge: Productivity. I tend to wander a lot at work and visit my friends (both human and canine). I have learned my way around the office, but I always find my way back to Jenni.











Bogey



Meet Bogey, who’s rocking one of his signature scarves, this one in honor of Veterans Day.



Pup: Bogey



Peep: Lindsay Burwell - Sales Operations Manager



Favorite Treat: Cheese



Favorite Trick: Pretending to give you a ball, but really just wanting you to pry it from my jaws.



Biggest HR Challenge: Training and development. “Managing up” has been hard for me. I’m trying to curb the habit of walking straight into CEO Gary Noke’s office and telling him exactly what I want — treats.

### PrismHR Partners with USALLIANCE Financial to Provide Valuable Banking Solutions and Improved Payroll Processing to HROs and their Business Clients

Hopkinton, Mass. -- March 3, 2020 – PrismHR, the leading HR technology software powering payroll, benefits, and HR for businesses across the U.S., today announced a new partnership with industry-leading, federally insured credit union, USALLIANCE Financial.

Through a partnership with USALLIANCE, PrismHR’s HR Outsourcing (HRO) Partners can now make their benefit offerings stand out by providing their business clients and their employees with access to a full range of banking products.

PrismHR’s HRO Partners can also leverage USALLIANCE programs to deliver cost-effective payroll disbursements and early funds availability for employees with no additional costs or change in operating controls.

“We’re excited to be able to connect PrismHR customers with our time- and money-saving payroll solutions as well as introduce their employees to the wide range of banking products and services we have available,” said Deanna Rasco, Vice President of Member Services, USALLIANCE.

“The cornerstone of any workplace financial wellness program is a solid banking offering. USALLIANCE’s industry-leading solutions are easy and cost-effective for employees to enroll in and enable our HR outsourcers and their employers to reduce costs and streamline payroll,” said Tim Pratte, Senior Vice President, Diversified Services, PrismHR. “We’re thrilled to partner with USALLIANCE to deliver banking solutions designed specifically for small and medium-sized businesses and their employees and the HRO’s who serve them.”

USALLIANCE Financial’s services are now available to all PrismHR HRO Partners through PrismHR Marketplace.
About USALLIANCE
USALLIANCE Financial is a member-owned not-for-profit financial institution offering a full range of checking, savings, and loan products. Since its inception in 1966, USALLIANCE has grown to over $1.8 billion in assets and serves more than 120,000 members across the country. For more information, please visit www.usalliance.org.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit prismhr.com.
Contacts
Maryellen Edwards
PrismHR Public Relations
(508) 747-7261
medwards@prismhr.com

Deanna Rasco
VP of Member Services
(800) 431-2754 x1718
drasco@usalliance.org

### CxO Briefing: PrismHR President & CEO Gary Noke

Watch a video interview with Gary Noke, President & CEO at PrismHR, to learn more about our company and our growth, hiring plans, culture, and more.

### Conn. Equity Firm Buys Controlling Ownership in Hopkinton Tech Firm

PrismHR has announced Stone Point Capital LLC has purchased a majority stake to grow the Hopkinton-based tech company.

In a statement Jarryd Levine, a Stone Point principal, said PrismHR and its service provider network can bring value to employers by lowering costs and competing through the use of technology to deliver services and products to their employees.

### PrismHR Announces Investment from Stone Point Capital to Fuel Growth

Hopkinton, Mass. — December 2, 2019 — PrismHR, the leading HR technology platform powering payroll, benefits and HR for small and medium-sized businesses across the U.S., today announced that funds managed by Stone Point Capital LLC have taken a majority stake in the company. Stone Point, a leading private equity firm focused on investing in the financial services industry, joins existing investor Summit Partners as the company continues its quest to fuel the growth of America’s small businesses through HR, benefits and technology that level the playing field with large enterprises.

“Stone Point, with its experience in PEO, employee benefits and HR technology, will be an incredibly valuable resource for us as we further our strategy to deliver software and services to our network of 300+ HR outsourcers serving small businesses nationwide,” said Gary Noke, President and CEO of PrismHR. “We see a tremendous opportunity to use technology and data to make it easier and more cost effective for our HRO partners to improve operational efficiency and to deliver a world-class client and employee experience.”

“We’re thrilled to be partnering with PrismHR and believe that there is significant opportunity for growth for HR outsourcers serving the SMB market,” said Jarryd Levine, Principal of Stone Point. “PrismHR and its network of HR service providers can bring incredible value to employers by helping them lower costs and compete in new ways through the use of technology to deliver quality services and top-tier benefits products to their employees.”

“As the HR function becomes increasingly complex, we have observed continued growth in the demand for outsourced HR solutions for SMBs,” said Scott Collins, Managing Director at Summit Partners, which invested in PrismHR in 2017. “With a sophisticated, scalable and comprehensive platform, we believe PrismHR is strongly positioned to help SMBs manage this complexity. It has been a pleasure to work alongside Gary to expand the PrismHR team and enhance the platform, and we are looking forward to continuing our partnership.”

William Blair served as investment advisors and Kirkland & Ellis served as legal advisors for both PrismHR and Summit Partners in the transaction. Kramer Levin Naftalis & Frankel LLP served as legal advisor to Stone Point.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit prismhr.com.
About Stone Point Capital LLC
Stone Point Capital LLC is a financial services-focused private equity firm based in Greenwich, CT. The firm has raised and managed eight private equity funds – the Trident Funds – with aggregate committed capital of more than $25 billion. Stone Point targets investments in companies in the global financial services industry and related sectors. For more information, please visit www.stonepoint.com.
About Summit Partners
Founded in 1984, Summit Partners is a global alternative investment firm that is currently managing more than $19 billion in capital dedicated to growth equity, fixed income and public equity opportunities. Summit invests across growth sectors of the economy and has invested in more than 500 companies in technology, healthcare and other growth industries. Summit maintains offices in North America and Europe, and invests in companies around the world. For more information, please see www.summitpartners.com or on Twitter at @SummitPartners.
Contacts:
PrismHR
Maryellen Edwards
(508) 774-7261
medwards@prismhr.com

Summit Partners
Meg Devine
(617) 824-1047
mdevine@summitpartners.com

Stone Point Capital
Mary Manin
(203) 862-3126
mmanin@stonepoint.com

### PrismHR announces The Work Number from Equifax to Provide Automated Employment and Income Verifications to Its HRO Partners, Their Small Business Customers and Employees

New Integration through PrismHR Marketplace Offers Reduced Workload and Risk for HR Service Providers

Hopkinton, Mass. — November 13, 2019 — PrismHR, the leading HR technology software powering payroll, benefits and HR for small- and medium-sized businesses across the U.S., today announced the integration of The Work Number® service, from Equifax, within the PrismHR platform. The integration permits access to the industry-leading, centralized repository of employment and income information in the U.S. to PrismHR HR outsourcing partners.

PrismHR HRO partners and their small business customers can now use The Work Number service to securely and instantly deliver employment and income verifications to lenders and government agencies, reducing workload and risk of fraud and inaccuracy for service providers and increasing response time for inquiries on behalf of employees.

Verifications for employment and income status can be triggered by a variety of employee transactions, including home purchasing and refinancing, renting a property, buying a car, applying for a loan or credit or applying for government benefits.

“Our new partnership with Equifax reduces the workload and risk for HR service providers and improves opportunities for credit and government benefits for employees,” said Tim Pratte, Vice President of Customer Success at PrismHR. “We’re thrilled to be partnering with an industry leader like Equifax and to offer The Work Number to our HRO partners.”

“We are delighted to connect PrismHR customers to the benefits that The Work Number brings to the HRO marketplace,” said Joe Muchnick, SVP of Alliances for Equifax. “Having real-time access to current employment and income data not only helps small and medium businesses stay focused on growth, it can help speed up credit and benefit decisions for their employee consumers.”

The Work Number from Equifax is available to all PrismHR HRO partners through PrismHR Marketplace. The service is able to automatically respond to employment and income verification requests directly by using payroll information already managed by the PrismHR platform.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
About Equifax
Equifax is a global data, analytics, and technology company and believes knowledge drives progress. The Company blends unique data, analytics, and technology with a passion for serving customers globally, to create insights that power decisions to move people forward. Headquartered in Atlanta, Equifax operates or has investments in 24 countries in North America, Central and South America, Europe and the Asia Pacific region. It is a member of Standard & Poor's (S&P) 500® Index, and its common stock is traded on the New York Stock Exchange (NYSE) under the symbol EFX. Equifax employs approximately 11,000 employees worldwide. For more information, visit Equifax.com and follow the company's news on Twitter and LinkedIn.
Media Contact
Maryellen Edwards
PrismHR
508-747-7261
medwards@prismhr.com

### PrismHR Partners with EPAY Systems to Offer Flexible Time and Attendance Solutions to HR Outsourcers

New PrismHR Marketplace Offering Reduces Administration, Provides More Unified Experience for SMBs with Complex Hourly Workforces

Hopkinton, Mass. — November 6, 2019 — PrismHR, the leading HR technology platform powering payroll, benefits and HR for small and medium-sized businesses across the U.S., today announced that EPAY Systems’ leading time and attendance software is now available to PrismHR’s HRO partner network through the PrismHR Marketplace.

EPAY Systems’ flexible, automated time and attendance tracking system is an ideal choice for SMBs with complex, distributed hourly workforces who struggle with a wide range of pay rule variations and with maintaining compliance to federal and state payroll requirements.

EPAY is now integrated with the PrismHR platform, reducing the time to market and enabling PrismHR’s HRO partners to create a unified employee experience for their SMB customers.

“Organizations tasked with things like managing complex overtime rules, union contracts, multiple pay groups, numerous worksite locations and shift differentials can use EPAY to reduce labor costs, streamline operations and improve compliance,” said Tim Pratte, Senior Vice President of Business Development at PrismHR. “We’re thrilled to offer the EPAY solution to our growing network of HRO partners.”

“We’ve watched PrismHR consistently grow their organization and help small and medium sized businesses through their powerful payroll, benefits, and HR solution. We are excited to contribute to the continued growth and success with our uniquely flexible and robust Time and Labor software.” Said Michelle Lanter Smith, Chief Marketing Officer at EPAY Systems.
About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees, processing greater than $80 billion in payroll each year. For more information, visit www.prismhr.com.
About EPAY Systems
EPAY Systems provides a cutting-edge time and labor management system that keeps employers in control and in compliance with labor laws and union rules. Our uniquely flexible, web-based Time & Labor system can adapt to the most complex labor environments and leverages biometric clocks, IVR and Mobile/GPS on smartphones and tablets.
Contacts:
PrismHR
Maryellen Edwards
(508) 774-7261
medwards@prismhr.com

EPAY Systems
Diana Cleveland
(312) 291-2033
dcleveland@epaysystems.com

### User Experience (UX): What Is It and What Does It Mean for U?

There’s a lot going on these days at PrismHR, and one of the biggest things our HR service provider customers can look forward to is a vast improvement in our user experience.So, the first question you might be asking is... what exactly is user experience? User experience, or UX for short, is the overall experience someone has when using a product or service. It spans from interface design to product design, delving deeply into not just how things look, but how things work. If you’re a PrismHR HRO Partner, these improvements will enable you to be more efficient, competitive and profitable so you can better serve your small business clients.As a company, we’re putting a lot of muscle behind UX—we now have a six-person team of UX designers with deep experience in creating with complex, enterprise applications. This talented group is chartered with fully understanding the goals, tasks, and priorities of our users day in and day out—sort of acting like an architect would in designing a house to meet the needs of a specific family.At PrismHR, the entire organization gets into the action when it comes to UX. Our UX team collaborates with sales, marketing, support, product management, program management, development, quality assurance and technical documentation to ensure that a superior user experience is a top priority.



We’re creating standards so everything across the product will have the same, consistent look and feel. We are also ensuring UX representation on every product development and engineering project to ensure that our process is design-led with the user in mind. The Report Center that’s currently being deployed across service providers has powerful sorting, filtering, searching, column selection and aggregation for personalized reports, while still being really easy to use.  Other initiatives underway will create improved navigation across the entire platform, using a “Center” concept so users only need to navigate areas of the platform where they do their work. In the Client Management area, consolidated pages will mean less clicking around to do important tasks. Security tasks, tax management and benefits will also be streamlined based on individual workflows to put the highest-priority tasks front-and-center. 



UX is a high priority for PrismHR and I’ll be sharing more details about our initiatives in upcoming updates. In the meantime, feel free to reach out to me with any questions or comments at rroberts@prismhr.com.

### Aflac Voluntary Benefits Offerings Now Available to HROs and Their SMB Clients

Buying Power of PrismHR Insurance Alliance Brings Lower Cost and Entry Requirements

Hopkinton, Mass. — October 22, 2019 — PrismHR, the leading HR technology software powering payroll, benefits and HR for small and medium-sized businesses across the U.S., today announced that industry leading voluntary benefits from Aflac are now available through PrismHR’s Insurance Alliance to the company’s HRO Partner network.

Aflac customized accident, critical illness, hospital indemnity and BenExtend plans are being delivered to PrismHR’s network of HR service providers through Alterity Group, a leading advisory firm. PrismHR’s HR service provider partners can enjoy access to lower, customized state-based group rates and will not be subject to underwriting based on size or industry makeup. Through the buying power of PrismHR’s Insurance Alliance, HR service providers can now take advantage of benefits including guaranteed issue coverage, waiver of pre-existing conditions limitations, no participating requirements and no-cost EDI file transfer to Aflac.

“Interest in voluntary benefits continues to grow among employers and their employees. However, implementing and administering these benefits can sometimes be a challenge for HROs and their clients,” says Sharla St. Rose, Alterity’s Vice President of Voluntary Benefits. “The PrismHR and Aflac partnership, managed by Alterity, will not only offer employees best in class benefits, it will also provide for a more streamlined administrative experience.”

“We’re thrilled to partner with Alterity to bring Aflac’s leading voluntary benefits to our network of HRO Partners,” said Gary Noke, president and CEO of PrismHR. “The buying power of PrismHR’s Insurance Alliance delivers lower rates, better accessibility, and superior administration to our HR service providers and gives them a competitive edge when it comes to benefits offerings for their SMB clients.”
PrismHR Insurance Alliance
The PrismHR Insurance Alliance enables PrismHR’s service provider customers to offer a range of A-rated, competitively priced ancillary insurance products to their clients, including voluntary life insurance, group accident insurance, dental, vision and more. In addition, enrollment in Insurance Alliance products is streamlined, and administration and reconciliation are also simplified.
About Alterity
Alterity is a leading independent consulting firm offering advisory services designed to meet the unique needs of private equity firms, professional employer organizations (PEO) and traditional employers. Navigating the constantly evolving landscape of employee benefits and insurance, Alterity delivers customized solutions for each client. Areas of focus include medical, stop loss, voluntary benefits and life and disability insurance. Alterity is headquartered in New York with offices in Austin, Toronto, and
London.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 88,000 organizations and over 2 million worksite employees, processing greater than $57 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
Media Contacts
Maryellen Edwards
PrismHR
508-747-7261
medwards@prismhr.com

Karen Shea
Alterity Group
212-659-5231
karen.shea@alteritygroup.com

### New PrismHR Partnership with Bullhorn Software Will Fuel Growth and Efficiency for PrismHR HRO Partners

This morning, Bullhorn Software, a leading provider of software solutions for the staffing industry, announced its new platform for the commercial staffing market, Bullhorn One Commercial Edition, which includes integrated payroll from PrismHR. 



This announcement also kicks off our partnership with Bullhorn overall.  For current PrismHR HR Outsourcers (PEOs and ASOs), this partnership will help you work more effectively with staffing clients who use Bullhorn software, and provide new opportunities to grow your business.



It’s great news for our partners and here’s why:



HRO Partners who have relationships with staffing organizations will be excited about our new partnership with Bullhorn and about Bullhorn One Commercial Edition.  The partnership will boost our collective profile, PrismHR and all the services providers in the PrismHR HRO Network in the staffing industry, and it will help create new relationships for the future.



Today, the PrismHR HRO Partner Network is over 300 strong, and this is another example of how  we’re working to continually deliver new ways to help PrismHR service providers make their business even better. 



To learn more about our partnership with Bullhorn Software:







Read the Bullhorn One Commercial Edition Press Release If you are a current PrismHR HRO, you can contact your Customer Success ManagerRead more about PrismHR's solutions for staffing companies

### New PrismHR Initiatives Help HROs Boost Market Penetration, Gain Greater Value from the PrismHR Relationship

PrismHR is Announcing its New Marketplace Access Program and Insurance Alliance ROI Calculator at NAPEO. Visit PrismHR at NAPEO Booth #501.

Austin, TX — September 16, 2019 — Today at NAPEO’s 2019 Annual Conference & Marketplace, PrismHR, the leading HR technology software powering payroll, benefits and HR for small and medium-sized businesses across the U.S., announced key initiatives designed to increase revenue, achieve significant cost savings, and greatly improve client retention for its HR service providers in the company’s HRO partner network.

The two programs announced today include:

PrismHR Marketplace Access, a cooperative marketing program designed to increase client and worksite employee adoption of PrismHR Marketplace solutions by HROs’ small business customers and employees.

PrismHR Insurance Alliance ROI Calculator, a new online tool that illustrates the significant cost savings and increased revenue that HROs can achieve with Insurance Alliance partner products.

“Our HRO partners are looking for new ways to demonstrate value and to let their clients know about products that will make a real difference to them and their worksite employees,” said Gary Noke, President and CEO of PrismHR. “PrismHR Marketplace Access will take the marketing burden off the HRO so they can focus on their core business, while PrismHR Insurance Alliance ROI Calculator allows them to see tangible evidence of the true value of our leading Insurance Alliance products.”
PrismHR Marketplace
PrismHR Marketplace provides access to pre-integrated, validated connections from leading HR application providers. The Marketplace includes a wide range of solutions and service offerings ideal for small businesses and their employees.
PrismHR Marketplace Access
With PrismHR Marketplace Access, HROs can work directly with PrismHR to create direct marketing programs to their clients and worksite employees to improve awareness of PrismHR Marketplace solutions, increasing revenue and client retention. Participating Marketplace partners in the Marketplace Access Program can be found here.
PrismHR Insurance Alliance
The PrismHR Insurance Alliance enables PrismHR’s service provider customers to offer a range of A-rated, competitively priced ancillary insurance products to their clients, including voluntary life insurance, group accident insurance, dental, vision and more. In addition, enrollment in Insurance Alliance products is streamlined, and administration and reconciliation are also simplified. For more information on PrismHR Insurance Alliance Calculator, click here.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 88,000 organizations and over 2 million worksite employees, processing greater than $57 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.

Media Contact
Maryellen Edwards
PrismHR
508-747-7261
medwards@prismhr.com

### PrismHR and Slavic Announce Strategic Partnership to Deliver Greater Efficiency and Value for HRO’s and Improved Financial Wellness for Employees

Partnership will integrate technologies to bring the benefits of easy retirement planning to businesses and employees investing for a secure future

Austin, Texas — September 13, 2019 — Today at NAPEO’s 2019 Annual Conference & Marketplace, PrismHR, the leading HR technology software powering payroll, benefits and HR for small and medium-sized businesses across the U.S., and Slavic401k, the leading provider of 401(k) services to the HRO industry, today announced a broad, strategic partnership that will make it easier for HR Outsourcing (HRO) companies to deliver Slavic401k’s leading retirement products and services to their clients and worksite employees. Additionally, the partnership will help improve the participation and financial wellness for employees that partner with HROs that use Slavic401k and PrismHR.

This partnership will help HROs that use Slavic401k and PrismHR:

 	Streamline and reduce the costs and complexities of offering and managing 401(k) plans, bringing the benefits of a secure retirement to millions of employees across the US
 	Enable worksite employees to improve their financial wellness by better understanding their overall investment strategies and impact, and then funding their 401(k) appropriately
 	Identify potential small business prospects that have a high likelihood of converting to 401(k) participants

“We look forward to this new evolution in our longstanding partnership with PrismHR, and are confident that the deep integration resulting from this new strategic partnership will be a true game-changer for HROs, worksites and employees alike,” said John Slavic, President & CEO of Slavic401k.

“Small businesses are looking for new ways to offer good benefits and retain top employees. Encouraging their employees to participate in 401(k) plans and invest wisely is great for business and great for employees,” said Gary Noke, President and CEO of PrismHR. “Together, we’re making it easier for HR Outsourcers, their clients and employees to make smart decisions that secure employees’ financial futures.”
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software for small business, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 88,000 organizations and over 2 million worksite employees, processing greater than $57 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
About Slavic401k
In business since 1985, Slavic401k is a recordkeeper and third-party administrator of 401(k) retirement savings plans. Slavic401k is dedicated to providing innovative, efficient and cost-effective retirement solutions. Slavic401k manages over $5 billion in assets and serves over 120 Professional Employer Organizations (PEOs), 10,000 worksite clients, and 175,000 participants nationwide. To learn more about Slavic401k, visit www.slavic401k.com.
Media Contacts
Maryellen Edwards
PrismHR
508-747-7261
medwards@prismhr.com

Justin Young
Slavic401k
561-241-9244 x2003
justiny@slavic401k.com

### VentureFizz's Engineering Spotlight: PrismHR

PrismHR is a Hopkinton-based software company that has always been innovating in the human resources sector. The company was founded a little over 30 years ago, and their software is used by more than 88,000 organizations and 2.2 million worksite employees.

We connected with Lonnie Colman, EVP, Product Delivery & CIO at PrismHR, to get an inside look at the company's technology, various projects, the team's culture, and more.

### The X Factor: 10 Things PEOs Need to Know about EX and UX

Employee experience (EX) has the power to make or break an organization.

Employee experience—the sum of how employees observe, perceive, and feel about interactions with your company, from their first day to their last—is what sets bad or middling employers apart from the great ones. The ability to win and keep talent is what makes you and your clients most successful, so it shouldn’t come as a surprise that as the global talent squeeze intensifies, employee experience is getting a lot more attention from enterprises, small businesses (SMBs), and PEOs.

Employee experience is unique for PEOs because the vast majority of interactions with PEO end users take place through the mediation of technology. This makes employee experience and user experience (UX) both symbiotic and inseparable. As a PEO, if you aren’t mastering UX, you simply can’t hope to influence EX in any meaningful way. EX and UX must be considered as a blended experience.

As a PEO, this means your UX is also providing a big part of the EX for your SMB customers’ employees. SMBs may not be throwing around terms like EX, but it matters to them. Their businesses are smaller, but they are under equal pressure to create a strong employer brand. A great EX gives SMBs a much-needed edge in a highly competitive talent marketplace, where bigger companies may have broader benefits resources and deeper pockets. By offering a superior EX, your SMB clients can play to their strengths—differentiating themselves as employers and attracting top talent right out from under the big guys.

As their PEO, your UX can either enhance those efforts, or catastrophically undermine them.

### PrismHR Named to Inc. 5000 List of Fastest Growing Companies

HR Technology Leader Joins Prestigious List

Hopkinton, MA — August 14, 2019 — PrismHR, the leading HR technology software powering payroll, benefits and HR for small and medium-sized businesses across the U.S. today announced that the company has been named to the Inc. 5000 list of the fastest-growing private companies in America.

The Inc. 5000 list represents a unique look at the most successful companies within the American economy’s most dynamic segment—its independent small businesses. Microsoft, Dell, Domino’s Pizza, Pandora, Timberland, LinkedIn, Yelp, Zillow, and many other well-known names gained their first national exposure as honorees on the Inc. 5000.

“PrismHR’s passion is helping small and medium businesses grow through our technology and our amazing partner network. It’s an honor to be recognized as a rapidly growing business by Inc. and it shows the dedication of our employees, our partners and our market opportunity,” said Gary Noke, President and CEO of PrismHR.

PrismHR is the leading provider of software for HR service providers, who deliver HR, benefits and payroll services to the nation’s small businesses. In addition to its software, the company offers PrismHR Marketplace, which provides access to pre-integrated, validated connections from leading HR application and solution providers, and and PrismHR Insurance Alliance, which provides A rated ancillary insurance products such as voluntary life, critical illness, dental, vision, commercial and more at the best price for PrismHR service provider partners and their SMB clients.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 88,000 organizations and over 2 million worksite employees, processing greater than $57 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.

Media Contact

Maryellen Edwards
PrismHR
508-747-7261
medwards@prismhr.com

### PrismHR’s HROs Can Now Access Benefits Reconciliation from EverythingBenefits to Reduce Billing Discrepancies and Save On Costly Payment Issues

Hopkinton, MA — August 9, 2019 — PrismHR, the leading HR technology software powering payroll, benefits and HR for small and medium-sized businesses across the U.S. today announced an expanded partnership with EverythingBenefits to deliver the company’s Benefits Reconciliation solution through PrismHR Marketplace to its network of HR outsourcers.

EverythingBenefits is the leading provider of next-generation automated benefits technology. The company’s Benefits Reconciliation solution is the industry’s only fully automated solution that matches insurance carrier invoices against employee premiums and enrollment data to check for billing discrepancies and uncover hidden costs and liabilities.

HR Outsourcers using PrismHR’s technology can now access EverythingBenefits’ Benefits Reconciliation solution to improve control and transparency, reduce filing errors, improve productivity and save on costly payment errors.

“Our HR service providers struggle with benefits reconciliation and have been asking for a solution integrated with the PrismHR platform that will enable them to minimize liability risk, eliminate over-payments, under-payments and save costs associated with administering benefits,” said Tim Pratte, Senior Vice President of Customer Success at PrismHR. “We’re thrilled to be partnering with EverythingBenefits to offer their solution.”

“At EverythingBenefits, our goal is to streamline the benefits process for all," said Rachel Lyubovitzky, EverythingBenefits CEO. "Our Benefits Reconciliation offering with PrismHR is a great way to accomplish this, while simultaneously adding value to PrismHR’s outstanding marketplace."

EverythingBenefits Benefits Reconciliation is seamlessly integrated with the PrismHR platform. PrismHR customers can learn more about EverythingBenefits by visiting the company’s PrismHR Marketplace page.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world-class HR services to more than 88,000 organizations and 2.2 million worksite employees, processing greater than $57 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
About EverythingBenefits
EverythingBenefits is a leading provider of benefits technology and services, committed to creating and delivering next generation end-to-end benefits platforms that include COBRA compliance and administration software. This can be deployed as a standalone solution or in conjunction with other EverythingBenefits solutions. The company’s philosophy is that technology should make life simpler, more rewarding, and more enjoyable. For more information, please visit our web site at www.everythingbenefits.com or connect with us via LinkedIn or Facebook.
Media Contact
Maryellen Edwards
PrismHR
508-747-7261
medwards@prismhr.com

EverythingBenefits
Clarity PR
646.934.6924
everythingbenefits@clarity.pr

### HRO Software Selection Guide for PEOs and ASOs



### The Key to Growing Your HR Outsourcing Business



### The Advantages of Modern Benefits Enrollment Software



### Time and Attendance Selection Guide for HROs



### Streamlined Workforce Management Solutions from SwipeClock Now Integrated with PrismHR

Visit SwipeClock at PrismHR LIVE in Booth #38
Boston — June 19, 2019 — Today at PrismHR LIVE, the largest technology conference for the HR service provider industry, PrismHR, the leading HR technology software powering payroll, benefits and HR for small and medium-sized businesses across the U.S., announced that SwipeClock’s TimeWorksPlus is now integrated with the PrismHR platform and is being offered through the PrismHR Marketplace. 

SwipeClock’s TimeWorksPlus simplifies time tracking for businesses and reduces the amount of time spent processing payroll. TimeWorksPlus’ integration with PrismHR  enables employee and payroll data to be synchronized between the two platforms, saving time and eliminating errors.

Features include:


 	Single sign on for employee access to SwipeClock’s intelligent punch clock
 	Employee synchronization from the PrismHR platform including dynamic field mapping for more accuracy
 	Time sheet data automatically transported to PrismHR

"By unifying TimeWorksPlus and PrismHR, we make life easier for customers who are looking for a seamless timekeeping solution," says SwipeClock CEO Coleman Barney. "Our partners are going to find this solution easier to administer, and our joint customers will enjoy a better experience."

Tim Pratte, Senior Vice President of Customer Success for PrismHR commented, “Our customers are always seeking better integration between our platform and best-of-breed solutions like TimeWorksPlus. We’re thrilled to be able to offer TimeWorksPlus through PrismHR Marketplace to our wide network of HR service providers.”

PrismHR LIVE is being held this week in Boston at the Westin Boston Waterfront. Coleman Barney, SwipeClock’s CEO will be speaking on June 19 at 9:40am about the partnership, and the company will be exhibiting in booth #38.

About SwipeClock
SwipeClock is a leader in simple and affordable workforce management solutions. More than 1,000 payroll and HR service providers partner with SwipeClock, empowering 35,000+ businesses and their 1,000,000+ employees to reduce labor costs, comply with regulations, and maximize profits.

SwipeClock solutions streamline HR management, from applicant tracking to timekeeping, advanced scheduling, benefits enrollment, secure online document storage, employee engagement and automated workflows. These solutions are integrated and mobile ready.

SwipeClock products include WorkforceHUB, TimeWorksPlus, TimeSimplicity, ApplicantStack, and intelligent hardware clocks TimeWorksTouch and TimeWorksTUFF for rugged timekeeping in the field.

SwipeClock and its partners help employers transform labor from a cost of doing business to a competitive advantage.

About PrismHR
PrismHR delivers HR software and access to the largest network of HR outsourcers in the United States, all designed to reduce your HR burden and get the most from your greatest asset – your people. With hiring, payroll, benefits, compliance and much more, PrismHR technology makes HR more efficient across the entire employee lifecycle. 80,000 small- and medium-size businesses (SMBs) and 2M+ employees are already taking advantage of this combination of service and technology. Learn more at prismhr.com.

Contacts
PrismHR
Maryellen Edwards
(508) 809-3496
medwards@prismhr.com

Cary Snowden
VP of Product Marketing
888.223.3450
csnowden@swipeclock.com

### PrismHR Insurance Alliance Flattens the Insurance Cost Curve for HR Service Providers, SMBs

HR Service Providers Can Learn More at Today’s Panel Discussion at PrismHR LIVE
Boston — June 19, 2019 — Today at PrismHR LIVE, the largest technology conference for the HR service provider industry, PrismHR, the leading HR technology software powering payroll, benefits and HR for small and medium-sized businesses across the U.S., is hosting a panel of insurance industry leaders who will discuss innovation in the insurance industry and ways to deliver new and differentiated products to HR outsourcers and the SMBs they serve.

Ancillary benefits are increasingly becoming a critical factor for SMBs seeking to attract and retain top talent and ensure employee engagement and productivity. HROs leveraging PrismHR’s network of Insurance Alliance partners can quickly and easily offer new, innovative products that keep costs low and help SMBs access benefits and services that once were reserved for large enterprises.

“We’ve successfully forged partnerships with some of the industry’s leading voluntary benefits organizations and our HR service providers and their SMB clients are seeing the value,” said Tim Pratte, Senior Vice President at PrismHR. “We’ve made a lot of progress and are looking forward to expanding the Insurance Alliance to incorporate innovative offerings that will enable our customers to control costs while delivering new benefits to SMBs and their employees.”

PrismHR will host a panel discussion titled Flattening the Insurance Cost Curve on June 19 at 1:00pm during PrismHR LIVE, being held this week at the Westin Boston Waterfront.

The PrismHR Insurance Alliance was launched at PrismHR LIVE 2018 with the intent to offer a range of “A” rated insurance products that the company’s network of HR service providers could offer to their SMB clients in an effort to level the playing field with large enterprises.

Over the course of the last year, PrismHR announced partnerships with industry leaders offering a wide range of insurance products. In the coming year, the company will continue to identify opportunities to partner with companies to drive down health insurance costs. These may include offerings around level-funded health insurance, proactive health management plans, direct primary care arrangements, and telemedicine, all of which will lower premiums, increase employee engagement, provide better retention and improve work environments.

The PrismHR Insurance Alliance Partners include:
5Star Life Insurance
American Public Life
Beam Dental
Norton LifeLock
Omega Benefit Strategies
US Enrollment Services

PrismHR Insurance Alliance
The PrismHR Insurance Alliance enables PrismHR's service provider customers to offer a range of A-rated, competitively priced ancillary insurance products to their clients, including voluntary life insurance, group accident insurance, dental, vision and more. In addition, enrollment in Insurance Alliance products is streamlined, and administration and reconciliation are also simplified.

About PrismHR
PrismHR delivers HR software and access to the largest network of HR outsourcers in the United States, all designed to reduce your HR burden and get the most from your greatest asset – your people. With hiring, payroll, benefits, compliance and much more, PrismHR technology makes HR more efficient across the entire employee lifecycle. 80,000 small- and medium-size businesses (SMBs) and 2M+ employees are already taking advantage of this combination of service and technology. Learn more at prismhr.com.

Contacts
PrismHR
Maryellen Edwards
(508) 809-3496
medwards@prismhr.com

### PrismHR Announces New Offerings Designed to Expand Footprint, Improve Retention and Grow Business for HR Service Providers

Boston — June 18, 2019 — Today at PrismHR LIVE, the largest technology conference for the HR service provider industry, PrismHR, the leading HR technology software powering payroll, benefits and HR for small and medium-sized businesses across the U.S., announced several new product and support initiatives designed to help service providers leverage technology to grow their businesses and become more profitable.

PrismHR’s customers include some of the largest Professional Employer Organizations (PEOs) and Administrative Services Organizations (ASOs) in the U.S. The company is unveiling significant enhancements to its platform and product portfolio, including:

 	New reporting tools: Report Center, which provides HR service providers with greater flexibility and access to data, improved data granularity and greater insight into business and employee data
 	New PrismHR Talent Management solutions: Sophisticated, easy to use tools and applications for HR professionals to quickly and efficiently find, hire and retain top talent
 	An enhanced user experience: Improved user experience across onboarding and benefits enrollment, including a new, improved user interface designed to provide a more consistent user experience
 	New and improved customer support initiatives: A redesigned Customer Resource Center (CRC) with a new look and feel, an expanded knowledge base, easier self-service, and a new online customer community

“Successful HR service providers are looking to technology to provide a competitive advantage for both their own businesses and for their SMB clients. As a company, we’re making continued, significant investments in a wide variety of applications and enhancements to the platform that will deliver significant value,” said Gary Noke, President and CEO of PrismHR. “For example, our rollout of Report Center will deliver expanded reporting capabilities, interactive reports, and more accounting data that will enable customers to make better business decisions than ever before.”

PrismHR Report Center
PrismHR Report Center will provide a central location to find and run newly available interactive reports within the PrismHR platform and will launch with seven fully-customizable interactive reports. Customer activations will begin this summer. Moving forward, additional interactive reporting capabilities will be released quarterly.

PrismHR Talent Management
Talent management is becoming increasingly important for SMBs to remain competitive in today’s job market, where unemployment is at an all time low. PrismHR’s Talent Management solutions, including applicant tracking software and performance management software, help employers quickly and efficiently find, hire and manage employees, enabling SMBs to grow and manage their businesses more effectively.

“As the labor market becomes more and more competitive, it’s critical that companies have the right processes and technology in place to effectively manage the employee experience, from hiring to performance management,” said Noke. “PrismHR Talent Management helps HR service providers deliver an employee experience to SMBs that rival those of large enterprises.”

According to PrismHR’s 2019 HRO Trends Report, 51% of SMBs cite hiring qualified employees is a significant business challenge, and 56% of HROs see the issue as a top challenge for their SMB clients.

About PrismHR
PrismHR delivers HR software and access to the largest network of HR outsourcers in the United States, all designed to reduce your HR burden and get the most from your greatest asset – your people. With hiring, payroll, benefits, compliance and much more, PrismHR technology makes HR more efficient across the entire employee lifecycle. 80,000 small- and medium-size businesses (SMBs) and 2M+ employees are already taking advantage of this combination of service and technology. Learn more at prismhr.com.

Contacts
PrismHR
Maryellen Edwards
(508) 809-3496
medwards@prismhr.com

### Lead(H)er: Joyce Bell, Chief Financial Officer at PrismHR

June 12, 2019  |  VentureFizz  |  Joyce Bell, Chief Financial Officer at PrismHR, discusses her role in helping us scale growth, as well as her background and career in tech startups, stress management tips, advice for recent college graduates, and more.

### PrismHR Partners with HR Work Cycles to Offer E-Verify® Services

New Integration with PrismHR Platform Streamlines Hiring Processes, Improves Compliance
Hopkinton, Mass. — June 4, 2019 — PrismHR, the leading HR technology software powering payroll, benefits and HR for small and medium-sized businesses across the U.S., today announced a new partnership with E-Verify® Employer Agent, HR Work Cycles. HR Work Cycles’ services are now integrated with the PrismHR platform and are available to PrismHR’s network of HR service providers through the PrismHR Marketplace.

HR Work Cycles’ E-Verify® services ensure that a company’s workforce is eligible and legal to work in the United States, comparing the employee data entered into the Form I-9 from the PrismHR system with the Social Security Administration (SSA) and the Department of Homeland Security (DHS). Submitting employee information through E-Verify® also helps to combat document fraud by initiating a Photo Matching status on certain identification documents.

“HR Work Cycles’ E-Verify® services enable HROs and their SMB clients to speed hiring process, reduce errors, minimize costs and improve compliance,” said Tim Pratte, Senior Vice President of Customer Success at PrismHR. “Our network of HR service providers are eager to adopt solutions like E-Verify® that improve business processes and is looking forward to the new offering.”

“We are eager to begin this partnership with PrismHR,” says HR Work Cycles CEO Darin Shaffer. “The HR Work Cycles E-Verify® Solution was developed to be scalable and easy to use. By comparing the information entered into the Form I-9 with records found in both the Department of Homeland Security and Social Security Administration databases, we can help PEOs combat document and identity fraud while protecting the authorized workforce.”

About HR Work Cycles
HR Work Cycles has been an E-Verify® Employer Agent since 2002. With thousands of employers utilizing the HRWC E-Verify® Solution, our team has become experts on many different case statuses and scenarios. The HRWC E-Verify® Solution is simple and scalable, allowing HRWC to assist companies with less than five employees to companies with hundreds of thousands of employees. HR Work Cycles has helped lead the way in workforce compliance and ensuring employees are authorized to work in the United States.

About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the US by enabling them to attract, hire and retain employees by leveling the playing field with large enterprises. Our ecosystem of service providers with deep expertise in a broad range of industries and our HR applications deliver world-class payroll, benefits and HR services to more than 88,000 organizations and 2.2 million worksite employees, processing greater than $57 billion in payroll each year. PrismHR is located in Hopkinton Mass. For more information, visit prismhr.com.

Contacts
PrismHR
Maryellen Edwards
(508) 809-3496
medwards@prismhr.com

HR Work Cycles
Stacy Shaffer
stacy@hrworkcycles.com
Office: 901-260-4510

### PrismHR Provides Human Resource Outsourcers with an Ideal Software Solution

May 15, 2019  |  VentureFizz  |  Gary Noke, PrismHR’s President and CEO, discusses our company’s software for the Human Resource Outsourcer (HRO) market, exciting projects we’re working on to improve our technology, and what our company’s culture is like at our offices (hint: lots of dogs).

### PrismHR Partners with ThinkHR to Offer Comprehensive People Risk Management to HROs and SMBs

New PrismHR Marketplace Partnership Ensures Alignment with Rapidly Evolving Employment Law Updates, Including State Anti-Harassment Policies
Hopkinton, MA — May 1, 2019 — PrismHR, the leading HR software platform for Human Resource Outsourcing (HRO) service providers, today announced that ThinkHR, a trusted provider of HR knowledge and people risk management (PRM) solutions, is now offering its solution to PrismHR ’s HRO customers and their SMB clients through the PrismHR Marketplace. Accessible via single sign-on, the addition of ThinkHR drives new business opportunities for HROs and PEOs by improving process efficiencies and freeing resources for relationship management.

For most companies, effectively managing operational risks - especially the complexities inherent to the workforce - directly correlates to business performance. ThinkHR’s cloud-based platform includes the technologies and services needed to confidently operationalize PRM. Included are training programs for workplace harassment prevention and workplace safety, dynamically updated living handbooks, guidance from HR and compliance experts, a comprehensive resource library and additional support to help PEOs and their clients stay up-to-date with ever-changing federal and state requirements. For example, creating one multi-state handbook can take an HR generalist more than 40 hours to research and update; time and resources that most small to mid-sized businesses cannot devote. Yet, without an up-to-date employee handbook, the cost and risk of violations multiplies with every worksite employee under management and could permanently damage an employer’s brand and result in disruptive litigation. 

“PEOs and the SMBs they serve need reliable partners that consistently provide unquestionable guidance as to proper people risk management,” said Larry Dunivan, CEO of ThinkHR. “These organizations need to focus on their core businesses, which makes staying abreast of complex employment laws close to impossible. Both PrismHR and ThinkHR share the commitment of helping clients flourish and grow, making our strategic participation in this Marketplace advantageous to all.”

Compliance is a major issue for our HROs and their clients. ThinkHR’s comprehensive people risk management solution enables organizations to build operational programs that minimize and manage risk,” said Tim Pratte, Senior Vice President of Customer Success at PrismHR. “ThinkHR is a perfect example of the types of innovative products and services we’re offering through PrismHR Marketplace that deliver real business value to our HRO customers and their clients.”


About ThinkHR
ThinkHR delivers trusted HR knowledge and people risk management solutions. Combining the best of human expertise with innovative cloud-based software, ThinkHR helps companies reduce risk, drive efficiencies and resolve people-related issues quickly and efficiently.

Founded in 2005, ThinkHR now serves more than 125,000 employers and 850 business partners -- including top insurance, payroll and HR technology providers -- and is headquartered in Pleasanton, California. For more information, visit ​thinkhr.com​ or connect via LinkedIn​.

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees, processing greater than $57 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
PrismHR
Maryellen Edwards
(508) 809-3496
medwards@prismhr.com

The Devon Group for ThinkHR
Jeanne Achille
(732) 706-0123, ext. 700
jeanne@devonpr.com

### What I Learned About Workers’ Compensation Data Collection from Having Two Young Boys

The crying six-year-old arrived at the front door first. A palm covered his forehead as tears drizzled down his face. He fell in my arms and called for his mother (as my children tend to do despite my sincere efforts to comfort them). Through the screen door I saw his three-year-old brother waddling up the front steps, hand to his bright red head. 



Two boys, two lumps, many questions. 



I knew they had been playing with the kids next door on our playset which has an observation platform about six feet high. Had they fallen? Or were they hit by something—or each other? Given that we were dealing with head injuries, I wanted details quickly. With bags of frozen vegetables in hand I attempted to get the scoop, but like many kids’ stories, they were fragmented and not quite matching up. As a parent, finding the truth often takes a bit of detective work. I looked out back to see the boys next door had fled. Fortunately, I knew where they lived if I needed to interview witnesses. 



After cobbling together an explanation (the brothers were traveling in opposite directions on the slide and collided), I watched the boys scamper back outside to resume playing. Reflecting on the incident, I thought about the parallels between what had occurred and the challenges businesses face when responding to and collecting data on workplace injuries.  



Alleviating the Pain in Data Collection 



When accidents happen, responding with compassion and being an active listener puts the employee’s welfare in focus. It’s also the beginning of the data collection process. Something my wife is better at than me is showing empathy first before interrogating our boys. As a result, she often gets to the truth faster and determines an appropriate action plan, while the kids bounce back (emotionally and physically) more quickly. Of course, workplace injuries are often much more complex than playground collisions, and some detective work is required to effectively manage employee care, costs, and compliance. 



Data collection for worksite injuries can be a painful experience for whoever owns the task at your company. Gathering information about the employee, about the injury, and about the employee’s treatment/return-to-work plan can be time-consuming and difficult to keep organized—not to mention the reports and forms required throughout the process.  



Workers’ compensation claim management software can help accelerate data collection, avoid costly delays that stem from recovering missing information, and help get employees back to work more quickly. Here are three advantages to using software over spreadsheets:



Improve Data Accuracy 



Juggling multiple checklists, forms, and notes from a variety of sources can result in incomplete and inaccurate data. Software can give you a consistent, structured approach to data collection while storing information in a centralized location that multiple users can access. 



Manage Complex Cases 



Even “simple” workers’ comp claims have many moving parts. Now consider the difficulty in managing complex indemnity-related scenarios, such as when an employee leaves and returns to work multiple times, is assigned to light duty, or participates in an alternative return-to-work program. Having a system that allows you to stay on top of changes and easily track an employee’s evolving status can save you more than a few headaches. 



Avoid Delays and Errors 



Errors can be costly, unnecessarily prolong claim processing, and impact your modification rate. Software not only helps keep your process on track by following a consistent workflow, but can help you manage communications with employees such as reminders for doctor visits and treatment to get them back to work more quickly. 



Learn more about how PrismHR Risk Mitigation can help data collection for worksite injuries and workers’ compensation claims.

### Top 25 HR Software of 2019

April 15, 2019  |  The Software Report  |  We’re proud to be included in The Software Report’s Top 25 HR Software of 2019 list in the Human Capital Management System category.

### PrismHR to Acquire AgileHR

Acquisition Strengthens and Expands Talent Management Offerings for SMBs
Hopkinton, MA — April 2, 2019 — PrismHR, the leading HR software platform for human resource outsourcing (HRO) service providers, today announced it has acquired AgileHR, a leading provider of cloud-based talent management software.

In January, PrismHR announced that AgileHR’s performance management solution was integrated with its HR platform and made available through the PrismHR Marketplace. With today’s announcement, PrismHR has acquired AgileHR and its full suite of talent management solutions. Terms of the deal were not disclosed.

“Our HRO customers consistently report that talent acquisition and performance management are key challenges for their small business clients,” said Gary Noke, president and CEO of PrismHR. “We’re excited to add the full suite of AgileHR solutions to the PrismHR platform and remain committed to offering our customers the ability to choose from a wide range of talent management solutions available from both PrismHR and our Marketplace partners.”

According to PrismHR’s 2019 HRO Trends Report, 51% of SMBs cite hiring qualified employees is a significant business challenge, and 56% of HROs see the issue as a top challenge for their SMB clients. Talent management solutions help employers quickly and efficiently find, hire, onboard and manage employees, enabling SMBs to grow and manage their businesses more effectively.

The acquisition of AgileHR and addition of its talent management solutions to PrismHR’s portfolio of HR software products demonstrates the company’s commitment to providing its HRO customers with a wide range of best-of-breed solutions for their SMB clients.

“We recently began offering AgileHR’s performance management suite and our customers are already seeing significant value gained by simplifying and automating performance management,” said Carmen Perez, technology solutions lead at EmPower HR, a Milwaukee-based Professional Employer Organization (PEO) and customer of both PrismHR and AgileHR. “We’re looking forward to seeing PrismHR’s expanded suite of talent management offerings and expect our customers will be eager to adopt them as well.”

Eric Carlson, president and CEO of AgileHR commented, “PrismHR is widely regarded as the premier technology platform for HROs. We’re excited to be joining forces with the company and to making our talent management solutions more widely available and tightly integrated with the PrismHR platform.”

For more information about PrismHR’s acquisition of AgileHR please visit our FAQs at https://www.prismhr.com/agilehr-faq/

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees, processing greater than $57 billion in payroll each year. For more information, visit prismhr.com.

Media Contact
PrismHR
Maryellen Edwards
(508) 809-3496
medwards@prismhr.com

### Hopkinton HR Software Firm Acquires Cloud-based Competitor

April 2, 2019 | Worcester Business Journal  |  “We’re excited to add the full suite of AgileHR solutions to the PrismHR platform and remain committed to offering our customers the ability to choose from a wide range of talent management solutions available from both PrismHR and our Marketplace partners,” said PrismHR President and CEO Gary Noke.

### Consumer Directed Health Plans (CDHP) from Omega Benefit Strategies Now Available Through PrismHR Insurance Alliance

PrismHR customers can now offer Omega’s wide range of CDHP services to their small and medium-sized business (SMB) customers nationwide, with no set up or renewal fees.
Hopkinton, MA — March 25, 2019 — PrismHR, the leading HR software platform for Human Resource Outsourcing (HRO) service providers, today announced the availability of Omega Benefit Strategies’ Consumer Directed Health Plan (CDHP) administration through the PrismHR Insurance Alliance.

CDHPs provide employees with a range of insurance programs and financial accounts that are designed to encourage responsible healthcare purchasing by employees, including high deductible medical insurance and pre-tax accounts that can maximize cost savings.

PrismHR customers can now offer Omega’s wide range of CDHP services to their small and medium-sized business (SMB) customers nationwide, with no set up or renewal fees. Omega also offers HROs the Omega Guarantee, which insures HROs against loss on medical FSA plans if claim payments exceed deductions.

Omega’s services are delivered to HROs through an easy-to-use interface that makes it easy for service providers to offer SMB customers a wide range of services, including:


 	Flexible Spending Accounts (FSA) (Section 125)
 	Health Savings Accounts (HSA)
 	Health Reimbursement Arrangements (HRA) (Section 105)
 	Commuter choice (Section 132)
 	Retiree benefits
 	Tuition reimbursement
 	Premium administration and single point billing solutions

“Omega’s flexible administration solution makes it easy for Axios HR to provide a modern interface and frictionless employee experience with minimal effort on our part,” said Blythe Kazmierczak, executive vice president of HR solutions at Axios HR, a joint customer of both PrismHR and Omega.

Michael Doane, VP Corporate Strategy & Development at Omega Benefit Strategies commented, “CDHP plans are growing in popularity every year. We’re looking forward to working with PrismHR’s customers to deliver a wide array of administrative services to their SMB clients.”

“Our network of HR service providers are constantly asking for new services delivered through PrismHR Insurance Alliance, and we’re pleased to offer Omega’s premier services to our customers,” said Tim Pratte, senior vice president of customer success at PrismHR. “We expect that Omega’s CDHP plans will be popular with our customer base; they’re great programs that encourage health plan enrollment while delivering healthcare cost savings.”

PrismHR Insurance Alliance
The PrismHR Insurance Alliance enables PrismHR’s service provider customers to offer a range of A-rated, competitively priced ancillary insurance products to their clients, including voluntary life insurance, group accident insurance, dental, vision and more. In addition, enrollment in Insurance Alliance products is streamlined, and administration and reconciliation are also simplified.

About Omega Benefit Strategies
Omega Benefit Strategies, LLC was originally founded in 1990 by Doug Snowman and is headquartered in beautiful Falmouth, MA. His original vision was to offer high quality Section 125 administrative services to small and mid-sized companies in New England.

Over the years Omega has expanded their services to include COBRA, Commuter Benefits, HRA, Premium Collection & HSA Administration. Today, partnering with producers, insurance carriers & PEO’s, Omega Benefit Strategies offers products and services to over 500 corporate & public sector clients throughout the United States. Omega’s success is derived from the quality of our professional staff, coupled with cutting edge technology that allows us to deliver to our customers a very unique user-friendly experience.

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees, processing greater than $57 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
PrismHR
Maryellen Edwards
(508) 809-3496
www.prismhr.com

Omega Benefit Strategies
Michael Doane
(508) 812-4928

### Annual PrismHR Survey Shows Outlook, Top Challenges for SMBs, Human Resource Outsourcers (HROs)

Optimism for 2019 due to Growth in Profits, Number of Worksite Employees
Hopkinton, MA — March 20, 2019 — PrismHR, the leading HR software platform for Human Resource Outsourcing (HRO) service providers, today announced the publication of its 2019 HRO Trends Report. This is the fourth year PrismHR has produced the study to identify key challenges faced by HROs, and the first year it has concurrently surveyed small and medium-sized businesses (SMBs) to uncover their biggest HR concerns.

Key industry trends include continued growth in revenue, profit and the number of Worksite Employees (WSEs). HROs also indicated that their organizations are ramping up sales and marketing resources to fuel momentum.

“HROs need to keep a keen eye on growth opportunities to fuel success for their own businesses and to anticipate and satisfy client needs,” said Scott Horn, chief marketing officer at PrismHR. “A common theme seen throughout the 2019 Trends Report data is the significance of client engagement. Staying engaged with SMB clients helps HROs educate them on challenges and solutions and deepens relationships that help retain existing clients and attract new ones.”

According to the study results, both SMBs (56%) and HROs (38%) ranked the ability to recruit and hire qualified employees as the number one challenge facing SMBs today. And although a significant number of HROs use both online onboarding and benefits enrollment technology, far fewer are using Applicant Tracking Systems (ATSs) to speed the recruitment and hiring of employees, indicating a missed growth opportunity.

Key findings in PrismHR’s 2019 HRO Trends Report include:

Clear signs of optimism. 67% of the respondents said that they see profit margins increasing in the next two to three years, and improved efficiencies are a key driver of improved profit margins. HROs also reported increases in the hiring of sales and marketing employees to capitalize on market demand.

HRO industry growth. The HRO industry is growing, both in terms of worksite employees and revenue. 22% of HROs reported they grew their WSE count by at least 26%, a 38% increase from the 2018 report. 21% of HROs said they grew revenue by 26% or more.

Growth in key verticals. The verticals where respondents reported the most growth in 2018 are construction (32%), healthcare (34%),and professional services (35%).

HROs and SMBs agree on major HR challenges for SMBs. Both SMBs and HROs rank finding qualified employees and the ability to offer a competitive benefits package as top HR challenges for SMBs.

2019 HRO Trends Report
The Trends Report includes research from 455 HRO professionals representing 182 HROs of all sizes. 44% of respondents had executive/owner profiles, while the remainder were managers or individual contributors.

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees, processing greater than $57 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
Maryellen Edwards
PrismHR
www.prismhr.com
(508) 809-3496

### PrismHR Partners with Beam Dental

Revolutionary Dental Benefits Company Leverages High Tech Dental Care to Optimize Costs for SMBs
Hopkinton, MA — March 15, 2019 — PrismHR, the leading HR software platform for Human Resource Outsourcing (HRO) service providers, today announced that Beam Dental’s innovative dental benefit program for small and medium-sized businesses is now available to the company’s service provider network through its Insurance Alliance Program.

Beam has reinvented dental insurance coverage by incorporating dental hygiene behavior into policy pricing. Beam’s plans are customizable and include Beam Perks, a subscription service that delivers everything members need for superior dental care every six months, including a Beam Brush, a sonic-powered and Bluetooth-connected toothbrush, custom refill heads, toothpaste, and high-quality ribbon floss. Premium discounts are awarded based on the brushing performance of the group at renewal.

"The employee benefits landscape is in the midst of a dramatic set of changes brought about by a changing employee demographic and an evolving set of products and services for these workers," said Alex Frommeyer, co-founder and CEO, Beam Dental. "PrismHR is incredibly well positioned to take advantage of this shift with their Insurance Alliance, and Beam is excited to be providing our unique dental and ancillary plans to their loyal customers."

“Beam Dental is on the cutting edge of dental insurance for SMBs, and we’re thrilled to be able to extend its value and innovation to our service providers and their clients, ” said Tim Pratte, senior vice president of customer success at PrismHR. “Beam is a perfect example of the types of products and services we are rolling out to our customer base as part of the Insurance Alliance program, and we’re looking forward to sharing Beam’s unique program with our customers.”

PrismHR Insurance Alliance
The PrismHR Insurance Alliance enables PrismHR’s service provider customers to offer a range of A-rated, competitively priced ancillary insurance products to their clients, including voluntary life insurance, group accident insurance, dental, vision and more. In addition, enrollment in Insurance Alliance products is streamlined, and administration and reconciliation are also simplified.

About Beam Dental
Beam Dental was built around the idea that blending technology with traditional insurance policies could bring incredible value to a commoditized employee benefits market. Beam Dental is a small business’ best choice for a differentiated, innovative take on dental and ancillary employee benefits and is now live in 25 states with a nationwide network of over 335,000 access points.

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees, processing greater than $57 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
Maryellen Edwards
PrismHR
www.prismhr.com
(508) 809-3496

Jess Ehler
Beam Dental
https://beam.dental

### PrismHR Achieves SOC 2 Type 2 Compliance

Company Meets Rigorous Security and Availability Standards
Hopkinton, MA — February 19, 2019 — PrismHR, the leading HR software platform for human resource outsourcing (HRO) service providers, today announced that it has successfully completed a Service Organization Control (SOC) 2 Type 2 examination.

The audit confirms the effectiveness of PrismHR’s controls and demonstrates the company’s commitment to maintaining stringent processes for protecting the security of confidential information. Wolf & Company conducted the audit, confirming that PrismHR has met the standards established by the American Institute of Certified Public Accountants (AICPA), and found that the company meets the SOC 2 Type 2 standards for the Security and Availability Trust Services Principles.

“PrismHR handles payroll and benefits for more than 2 million worksite employees, so we take the security and availability of the platform very seriously” said Lonnie Colman, Chief Information Officer and Executive Vice President, Product Delivery at PrismHR. “It’s critical that our customers and their worksite employees are confident in our ability to protect sensitive information, and the results of the rigorous SOC 2 Type 2 audit underscore the commitment we have to security.”

SOC 2 Type 2 compliance indicates that a company is following best practices for information security and has proven its ability to keep its clients’ sensitive data secure. The compliance ensures that PrismHR customers can safely deliver HR services using the company’s HR Cloud software without worrying about security concerns or risks for themselves, their clients, or worksite employees.

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees, processing greater than $57 billion in payroll each year. For more information, visit www.prismhr.com.

### PrismHR Partners with EverythingBenefits to Deliver Full-service COBRA Administration Solution

New PrismHR Marketplace Offering Available to Simplify and Improve Compliance
Hopkinton, MA — February 18, 2019 — PrismHR, the leading HR software platform for human resource outsourcing (HRO) service providers, today announced a new partnership with EverythingBenefits. Through the partnership, PrismHR will offer its network of service providers access to EverythingBenefits’ COBRA Administration solution via PrismHR Marketplace.

EverythingBenefits offers a full-service COBRA Administration solution that enables customers to track qualifying events, meet coverage requirements, reduce non-compliance fees, and monitor and report adjustments in real time.

“COBRA non-compliance is a huge issue that HRO’s face on a regular basis, with costs for inadvertent failures ranging from 10 percent of premiums to as much as $500,000,” said Kraig Sanders, manager of strategic partnerships at PrismHR. “Our customers are excited to have access to a quality COBRA Administration solution that will streamline the delivery of COBRA benefits and improve compliance.”

“EverythingBenefits is excited to join forces with PrismHR to deliver the next-generation COBRA Administration experience to PrismHR’s extensive network of HROs. This reflects our commitment to deliver the best of breed solutions to corporate consumers seeking to reduce their compliance risks while reducing the operating footprint,” said Rachel Lyubovitzky, CEO of EverythingBenefits.

EverythingBenefits COBRA Administration is seamlessly integrated with the PrismHR platform. PrismHR customers can learn more about EverythingBenefits by visiting the company’s PrismHR Marketplace page.

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees, processing greater than $57 billion in payroll each year. For more information, visit www.prismhr.com.

About EverythingBenefits
EverythingBenefits is a leading provider of benefits technology and services, committed to creating and delivering next generation end-to-end benefits platforms that include COBRA compliance and administration software. This can be deployed as a standalone solution or in conjunction with other EverythingBenefits solutions. The company’s philosophy is that technology should make life simpler, more rewarding, and more enjoyable. For more information, please visit our web site at www.everythingbenefits.com or connect with us via LinkedIn or Facebook.

Media Contact
Jonathan Wall, Vice President, Marketing
PrismHR
508.747.7261 x 285
jwall@prismhr.com

EverythingBenefits
Clarity PR
646.934.6924
everythingbenefits@clarity.pr

### PrismHR Expands Leadership Team with Two New Executive Appointments

Joyce Bell Named Chief Financial Officer and Scott Horn Appointed Chief Marketing Officer
Hopkinton, MA — February 8, 2019 — PrismHR, the leading HR software platform for human resource outsourcing (HRO) service providers, today announced two new appointments to its executive leadership team, as Joyce Bell has been appointed Chief Financial Officer and Scott Horn joins as Chief Marketing Officer.

“The HR outsourcing market continues to flourish, and we’re laser focused on expanding our value and commitment to our customers and the clients they serve,” said Gary Noke, President and CEO at PrismHR. “Both Joyce and Scott have the demonstrated leadership, experience, and successful track records to help us achieve those goals.”

Bell joins PrismHR from Brand Networks, where she was CFO of the private equity-backed software company. Prior to Brand Networks, she held CFO positions with Nexage, Clicksquared and Compete. Bell has been a member of Financial Executives International (FEI) since 2002, has served on its board, and is a member of its academic relations committee. She is also a steering committee member of the CFO Leadership Council, which provides educational and networking events for senior finance professionals. Bell is also a member of the Huntington YMCA Board. She holds both an MBA and BS from Babson College.

“PrismHR is the leader in the growing HRO software market and is poised for continued growth. I’m looking forward to working with the management team and supporting the company in both finance and operations as the needs of the company and our customers evolve,” said Bell.

Prior to joining PrismHR, Horn was Chief Marketing and Revenue Operations Officer at [24]7.ai, the leading provider of enterprise-class chatbots for customer care and selling. Prior to [24]7.ai, he was Vice President, Global Marketing for Seagate Technology, a leader in global storage technology. Horn also spent 17 years at Microsoft in a variety of marketing and product leadership roles. He has an MBA from the Wharton School, and a BS in Information and Computer Science from Georgia Tech.

“HR service providers are increasingly looking for innovative ways to provide more value to existing clients, gain new clients and to grow profitably,” said Horn. “I’m looking forward to working with the PrismHR team and our customer community to help us expand our reach.”

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees, processing greater than $57 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
Jonathan Wall, Vice President, Marketing
PrismHR
508.747.7261 x 285
jwall@prismhr.com

### 3 Things You Should Consider When Selecting a Paycard Provider

This blog was written by Wade Goins, CEO & Co-Founder of Kurensē.
When it comes to payroll, speed and efficiency are key. Traditional paper payroll checks cost employers a lot of time and money, and they can open the door to fraud via stolen routing and account numbers. They are also inconvenient and slow for employees to get their pay.
Electronic payroll removes much of the headache traditional paper payroll causes. It’s much simpler to administer, and payroll is typically processed via direct deposit to the employee’s bank account. But this isn’t the complete solution: A significant number of employees don’t have a bank account. According to the FDIC, 8.4 million households are “unbanked”¹, meaning they don’t have a bank account with which they can receive direct deposit.
To retain the benefits of electronic payroll while addressing the significant number of unbanked employees, many HR service providers are deciding to offer paycards as another payroll vehicle. Paycards allow them to deposit an employee’s earnings into a debit card in the same way they would do a direct deposit, and the employee can then access their funds via the debit card, rather than through a bank.
While this seems like an obvious solution for an HR service provider, it’s important to know that there is a wide variety of paycard vendors, and their offerings can be distinctly different with varying degrees of benefits. There are 3 aspects to a paycard offering that an HR service provider should pay close attention to:
Can you reverse deposit?
Any HR service provider is familiar with the less-than-efficient process where SMB clients must communicate employee hours worked to the HR service provider so payroll can be issued. Often the hours are reported at the last minute, and often clients will neglect to inform their service provider of employee status changes. This can often result in payroll errors which require a reversal of deposit. This is achievable with direct deposit into a bank account, but many paycard vendors will not allow a reverse deposit. So the HR service provider is left to try to recoup funds by deducting from a future paycheck, something very cumbersome and only possible if the employee hasn’t been terminated.
HR service providers should inquire of any paycard vendor whether they allow reverse deposit, which will avoid significant hassle down the road.
How easy is the employee set-up process?
Issuing paycards to employees requires a lot of numerical data to be entered into the payroll system. If this is entered manually, human error is almost guaranteed, often resulting in employees not receiving their pay because the paycard was set up incorrectly. That of course is a huge headache for HR service providers, as they have to field all the unhappy employee calls that result, in addition to quickly fixing the error.
Some paycard vendors provide automated ways to set up employees with paycards, such as barcode scanning systems that allow the HR service provider to simply point and scan the card and the employee information and have it brought into the payroll system automatically. This dramatically decreases data entry errors and thus far fewer unhappy employee phone calls for the HR service provider to field
Be sure to ask your paycard vendor if they have an electronic process for setting up employees with paycards.
Do you have visibility into the status of all your paycards?
When an HR service provider issues a large amount of paycards, it can easily get very complicated keeping track of things like which cards have been activated and which ones haven’t. If the service provider is forced to call the paycard vendor every time they need to know the status of a paycard, that is of course very inefficient. And it also results in frustrated employees, because usually the issue involves an employee not getting paid on time, something that needs to be addressed urgently by the HR service provider.
Some paycard vendors provide HR service providers visibility into all their paycards via an administrative portal, and such a portal should definitely be on the list of “must haves” when evaluating paycard vendors.
Overall, offering paycards as another payment vehicle is a real plus for HR service providers and their clients. But as with anything, there’s the right way to offer it and the wrong way. The wrong way could make paycards more of a headache than before they were even offered. Conversely, the right way can bring a huge sigh of relief to HR service providers, their clients, and their employees. Do your research and be sure you do it right the first time.
Learn more about the Kurensē paycard solution on its PrismHR marketplace page.
¹ https://www.fdic.gov/householdsurvey/


 

### PrismHR Partners with MemberDeals to Provide Desirable, Cost-Free Employee Benefit

PrismHR customers can now offer employees discounts of up to 60% on popular travel and entertainment venues.
Hopkinton, MA — February 1, 2019 — PrismHR, the leading HR software platform for human resource outsourcing (HRO) service providers, announced their new partnership with MemberDeals, a division of Entertainment Benefits Group (EBG), one of the largest privately held travel and entertainment providers in the United States. The MemberDeals platform allows SMBs to offer their employees significant discounts on the most popular entertainment and travel destinations.

“We’ve heard from PrismHR customers that they want to offer their SMB clients benefits that their employees will love,” said Kraig Sanders, Manager, Strategic Partnerships, PrismHR. “The MemberDeals platform offers exclusive discounts to the most exciting entertainment venues around, including major theme parks, concerts and sporting events, something for every type of employee. It’s a great opportunity for PrismHR customers to help their clients increase employee satisfaction.”

“We are thrilled to partner with PrismHR,” said Mike Giles of EBG. “There’s absolutely no cost associated with these benefits, and our implementation process is fast and easy. The MemberDeals platform is an excellent solution for PrismHR customers looking to improve client retention.”

PrismHR customers can learn more about MemberDeals by visiting its PrismHR Marketplace page.

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees, processing greater than $57 billion in payroll each year. For more information, visit www.prismhr.com.

About MemberDeals / Entertainment Benefits Group
MemberDeals, a division of EBG, provides organizations with a unique opportunity to establish a cost-free benefits program by connecting customers to the world’s greatest entertainment and travel discounts.

EBG is a technology company that powers a network of leading b2b and b2c platforms, providing leading brands in entertainment, sports and travel with incremental distribution opportunities. Headquartered in Miami, with offices in New York, Connecticut, Orlando, Los Angeles, and Las Vegas, the company is one of the largest privately held travel and entertainment providers in the United States. Its platform is the largest and most comprehensive travel and entertainment benefits program in the country - serving over 40,000 corporate clients and reaching 50+ million employees. Learn more at www.entertainmentbenefits.com.

Contacts
Jonathan Wall, PrismHR
508.747.7261 x 285
jwall@prismhr.com

Mike Giles, Entertainment Benefits Group
978.577.6268
mgiles@entertainmentbenefits.com

### PrismHR and State Tax Solutions Announce New Partnership

Tax consulting firm helps PEOs effectively retrieve overpaid taxes
Hopkinton, MA — January 16, 2019 — PrismHR, the leading HR software platform for human resource outsourcing (HRO) service providers, today announced a new partnership with State Tax Solutions. The consulting firm provides Professional Employment Organizations (PEOs) guidance on federal, state and local tax regulations which often results in significant tax savings and refunds.

“It’s common for PEOs to overpay federal, state or local taxes. PrismHR customers have told us they want to ensure they can easily mitigate this challenge,” said Kraig Sanders, Manager, Strategic Partnerships, PrismHR. “PrismHR customers pay no fee unless State Tax Solutions is able to secure incremental tax refunds for them, and in many cases, those refunds can be significant. It’s a tremendous money-saving opportunity for our PEO customers.”

“We are pleased to partner with PrismHR and are excited to bring our services to their customers,” said Scott Guenther, State Tax Solutions. “Our proprietary process, experienced professionals, and extensive resources have yielded our PEO clients refunds ranging from $25,000 to over $500,000, with a typical recovery in excess of $50,000. State Tax Solutions is renowned for providing innovative, personalized, value-added services that increase profitability.”

PrismHR customers can learn more about State Tax Solutions by visiting its PrismHR Marketplace page.

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees, processing greater than $57 billion in payroll each year. For more information, visit www.prismhr.com.

About State Tax Solutions
State Tax Solutions, Inc. is a niche consulting firm based in Tampa, Florida. We have been providing services to the pioneers and leaders in the PEO industry, as well as other large employers, for the past 20 years. We are known for our responsiveness, and close attention to our clients’ needs. We were founded by our managing shareholder, Mr.Scott Guenther, formerly a manager with KPMG state and local tax practice. Our principals and managers have extensive “Big Four” state and local tax experience, and we provide exceptional services for virtually any tax related client engagement. Our success is based on our ability to save our clients valuable time and money. For more information, visit https://www.statetaxsolutions.com.

Contacts
Jonathan Wall, PrismHR
508.747.7261 x 285
jwall@prismhr.com

Scott Guenther, State Tax Solutions
813.281.5992
scottguenther@statetaxsolutions.com

### PrismHR Announces New Performance Management Partner AgileHR

PrismHR customers can now offer flexible performance management for clients of any size.
Hopkinton, MA — January 8, 2019 — PrismHR, the leading HR software platform for human resource outsourcing (HRO) service providers, announced a new partnership with AgileHR, employee performance management solution provider.

AgileHR is now integrated with PrismHR, helping PEOs and ASOs offer streamlined talent management to their clients that drives ongoing employee engagement and success for small and medium sized businesses (SMBs). As the newest partner to join the PrismHR Marketplace, AgileHR joins an expanding set of technology integrations that help PrismHR customers expand their offerings and improve their operations.

“We’ve heard from our customers that they want a flexible employee performance management solution at a low price point so they can strengthen client relationships and expand their services,” said Kraig Sanders, Manager, Strategic Partnerships, PrismHR. “By integrating the PrismHR platform and AgileHR, PrismHR customers can now simplify and automate performance management. That helps SMBs have easy-to-use, high impact performance management so they can focus on their business and employees, not struggle with complex software.”

“AgileHR allows the clients of HR outsourcers to easily set employee goals, provide timely employee development, and complete reviews with just a few clicks,” said Eric Carlson, President and CEO, AgileHR. “HR outsourcers can now streamline their clients’ employee review process, increasing the value they provide.”

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees, processing greater than $57 billion in payroll each year. For more information, visit prismhr.com.

About AgileHR
Agile helps organizations manage top talent without the stress and expense of clunky enterprise level systems. We are an industry leading, online Talent Management company. In business since 2010, our priority and focus has been on creating systems that make employers and employees better at what they do. Our applications feature intuitive screens, solid business logic, strong auditing capabilities and is supported by great customer service. For more information, visit www.agilehr.com.

Contacts
Jonathan Wall, PrismHR
508.747.7261 x 285
jwall@prismhr.com

Michele Lindsay, AgileHR
800.515.7617
michele@agilehr.com

### How an HRO Grew Their Business by Automating Benefits Enrollment



### How to Safeguard Your HRO from Payroll Fraud

A new client runs its first pay card payroll but the ACH comes back as “insufficient funds”—and the client is nowhere to be found.

A second client runs two unexceptional small payrolls before telling you they just signed a big customer which requires 40 immediate new hires to handle the additional business. They also need to pay the new employees on pay cards. The next payroll bounces.

These are two examples of actual schemes targeting HROs. Recently, there has been an increased number of reported fraud attempts like these across the entire payroll industry. What’s more disconcerting is that you can be vulnerable even if a prospective client satisfies standard security requirements, such as providing an FEIN and passing a credit check (as was the case in the first scenario above).

As PrismHR joins industry leaders like NAPEO (recent report: The Pillars of Cybersecurity for PEOs) in monitoring these developments, we want to make sure you are aware of resources to help you keep your data and platform access secure while mitigating risk. Because the security of the platform—and the client data that resides in it—is our highest priority.
6 Ways to Safeguard Your HRO from Payroll Fraud
1. Use authentication services
Multi-factor authentication (MFA) offers an additional layer of security to verify a user’s identity and prevent unauthorized access. In PrismHR, your organization can enable MFA at the system, client, or user level. Ensure that MFA is enabled for all users who have access to the payroll system.
2. Get alerts when ACH data changes using PrismHR Pulse
Set up an email notification that alerts worksite employees any time their direct deposit information changes. This gives the employee an opportunity to contact you immediately if they did not authorize the change, and allows you to be more proactive about identifying potential issues.
3. Enforce strong passwords
A strong password is the foundation of system security. By default, PrismHR requests upper and lower case letters, one numeric character, and must be at least 8 characters long. You can encourage or even require your users to change passwords periodically. For help with passwords, use a password-generation resource such as strongpasswordgenerator.com and a password management solution such as lastpass.com.
4. Restrict user access
Limit individual user access to specific Internet Protocol (IP) addresses or a range of addresses. For example, you may require office employees to be logged into your corporate network to gain access to PrismHR, while manually authorizing the individual IP addresses of remote workers’ home networks. By restricting the networks with access to PrismHR, it’s much more difficult for an unauthorized user to gain entry to the system.
5. Run audit reports
PrismHR has robust reporting features that can help tip you off to suspicious activity. Look for an unusual number of changes, or for account/transit numbers that are the same or very similar. Confirm that any changes are accurate. Additionally, PrismHR recommends a review of all ACH audit records, ideally right before the ACH files are transmitted. This will confirm that nothing was altered during the business day. Fraudulent fund transfers are typically initiated and tested in small amounts just before a large sum is removed from the system. Even one change that was not authorized can indicate a vulnerability.
6. Be vigilant and suspicious
Train everyone who touches the systems (e.g., service providers, worksite users) on security best practices. Educate your users to be wary of emails with embedded links or attachments of any kind. While they may look legitimate, clicking a link or attachment can hand over access to your computer to hackers. Phishing efforts often include requests for account credentials from what appears to be a co-worker. Once a hacker has access to your computer, all your stored passwords may be available.
3 Characteristics of a Fraudulent Client
How do you spot a potential payroll scheme? Based on reports, a fraudulent client could have some or all of the following characteristics:

 	You have never met the client in person and have only communicated with them by phone or email.
 	The client may get agitated when an in-person meeting is requested.
 	The client may be “in a hurry,” “simple to set up” and impatient during the onboarding process, and/or push back aggressively on wire transfers for funding.

Please be on alert that this type of activity is occurring and educate your teams. If you have experienced payroll fraud, notify your local/state/federal law enforcement agencies.

PrismHR customers can download the PrismHR Security Best Practices Guide which contains guidelines for safeguarding ACH, direct deposit and banking information for clients and worksite employees.

### PrismHR and Kurensē Partner for Paycard Integration

PrismHR customers can now streamline delivery of worksite employee payments and reduce payroll costs.
Hopkinton, MA — November 7, 2018 — PrismHR, the leading HR software platform for human resource outsourcing (HRO) service providers, announced a new partnership with payroll card solution provider Kurensē.

As the leading technology platform for PEOs and ASOs, PrismHR continuously looks for ways to help HR outsourcers improve their efficiency and operations via technology integrations in the PrismHR Marketplace. The newest company to join the PrismHR Marketplace is Kurensē, a leading financial payments technology company. This integration helps PrismHR customers streamline payroll processes and increase the value they bring to their clients and prospects.

“Our customers have told us that having an integrated no-cost paycard solution will improve adoption and give employees a faster, more convenient way to be paid,” said Kraig Sanders, Manager, Strategic Partnerships, PrismHR. “By integrating the PrismHR Platform and Kurensē, PrismHR customers are now able to offer a payroll card solution that is seamlessly connected to payroll, saving PrismHR customers significant time and money.”

“HR outsourcers that streamline operations and make their team and processes more efficient can improve their bottom line and customer service,” said Wyatt Goins, President and Co-founder, Kurensē. “Kurensē helps HROs do that with a proven technology platform that automates manual processes and increases accuracy. This approach, along with the overall integration with PrismHR, and Kurensē’s unmatched personal support and service, makes payday easier and faster for all involved.“

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees, processing greater than $57 billion in payroll each year. For more information, visit https://www.prismhr.com.

About Kurensē
Kurensē is a leading financial payments technology company that empowers businesses with technology-enabled payment solutions for their employees, vendors and customers. Our technologies, services and employee expertise enable us to provide a broad range of solutions that allow our customers to streamline delivery of payments and operate their businesses more efficiently. Kurensē is a certified minority-owned business enterprise based in Cincinnati, Ohio with local, regional and national capabilities. For more information, visit www.kurense.com.

Contacts
Jonathan Wall, PrismHR
508.747.7261 x 285
jwall@prismhr.com

### 3 HR Tech Buyer Trends to Help You Win More Deals

The experience walking in a HR tech buyer’s shoes at the HR Technology Conference & Expo in Las Vegas was emotionally and physically exhausting. Nearly 450 vendors spread across the massive expo hall. Up and down the (fifteen!) rows I went, the slick-branded booths and eager faces behind them blurring together. I think it’s safe to say any Fitbit-wearing attendees closed in on their personal bests during the event.

My first impression: this is all a bit overwhelming. And I’m not the only one. In the buyer panels I attended, I heard the same sentiment about trying to navigate the HR tech marketplace. That’s not to say some vendors didn’t create interesting experiences and stand out (one comes to mind which I’ll explain later), but as Josh Bersin said in his keynote at the InfluenceHR event earlier in the week about HR tech trends, “HR buyers are totally baffled, they’re not tech analysts.”

The good news is there is more demand than ever for HR technology and outsourcing, and there are opportunities to stand out and win business amidst the confusion. They say what happens in Vegas stays there, but after flipping through dozens of pages of notes from the events, I feel the need to share three key takeaways worth thinking about.
HR tech buyers are overwhelmed and confused—stand out with storytelling, personality and own your niche
Bersin tracks more than 7,000 vendors in 37 categories in his research on the HR Technology market. Based on those numbers, six-and-a-half percent of the market was represented in the expo center and this is what the phone directory-like exhibitor list looked like:


(Click to Enlarge)
According to Bersin, HR tech vendors look remarkably alike to buyers. On top of that, many major companies—including Facebook—have entered the marketplace, and startups are coming fast and furious. Many companies are hiring consultants to guide them through the buying process and implementations. While most SMBs don’t have the resources to hire this type of specialist to focus on HR tech trends, they struggle with the same level of overwhelm and confusion. It’s an opportunity for you to be that consultative business advisor, and use diagnostic selling to build rapport and help them identify their ideal solution.

Bersin warns there is no perfect fit between vendor and buyer today, and advises HR teams to “buy what you need and expect to throw some of it away in a few years. The market hasn’t yet consolidated and there is a good chance the vendor you choose today may be acquired and you’ll need to deal with [a technology reconfiguration] then.”

So how can you give HR technology buyers confidence and a sense of security?

Bersin says to clarify your message and position yourself well in a niche you can own. No one is successfully partnering with every type of customer, he says. Customer stories can be very effective in showing buyers what you can do for them. In fact, case studies have the highest completion rate (87%) among types of B2B sales and marketing content, according to research presented by Russ Heddleston from DocSend at InfluenceHR.

Sharing case studies are not only effective in telling your stories to customers, but also to the media. In the InfluenceHR session, “So, You Want PR?”, Andrew McIlvaine from Human Resource Executive and Lisa Holden from Entelo agreed that customer stories break through the clutter of product information that is most commonly pitched to journalists.
Buyers value relationships as much as HR technology
While many of the panelists represented larger companies, their HR challenges and needs share much in common with organizations of all sizes, including SMBs. We want to do business with people we like, people we trust, and people who come to the table with empathy and understanding for our unique situations.

Effectively communicating the outcomes your HR technology can deliver is important but don’t overlook the value of relationships. “Vendors are winning because the buyer likes the salesperson,” says Bersin. “At Bersin we have a saying: We don’t sell research, we make friends. Sales and marketing need to think about their personality.”

Bersin points to the investment Deloitte (which acquired Bersin’s agency in 2013) still makes in client dinners, face time, and relationship building even when today’s technology makes digital engagement easier and more scalable.

“You’re buying a relationship along with the technology,” says Susan Collins, Director of Talent Acquisition at Talbots, who appeared on the buyer panel, “Selecting the Right HR Technology: From Need to Implementation”.

On another buyer panel, Kelly Hoven Ortelli from Great-West Financial, advised salespeople to “work on my timeline and not yours. Understand what our business roadmap is, including where we’re at with implementing other technology.” For enterprise and SMB buyers alike, not showing empathy toward their unique situation is one surefire way to torpedo a nascent relationship.
Customer experience matters—and it starts with employees
After registering for the HR Technology Conference, my inbox was peppered with dozens of emails from vendors inviting me to stop by their booth for a demo and chance to win a voice-activated device/gift card/smart watch. (Disclaimer: I did snag a stuffed monkey and foam ninja for my three-year-old.)

One email stood out because it was unexpected and offered me something exciting without any salesy strings attached. The email said Qualtrics had assembled a group of employees to fulfill “dream requests” for each of the conference attendees. All I had to do was complete a form and they would take care of it. Some attendees asked for Starbucks, a blanket for a cold session room, or a hard-to-find charger. And Qualtrics delivered, literally.

I submitted a request on behalf of my six-year-old son who has been obsessed with rocks and gemstones for the past several months. Before my trip he said, “Daddy, did you know there’s gold in Nevada?”

Would the Qualtrics Dream Team sift through all the requests to help me find a golden souvenir for my aspiring geologist? I received a text message from a member of its team confirming they were on it. A few hours later I got a second text asking where they could meet me to fulfill my wish. Outside the expo entrance I met Allison who handed over a black bag with a smile, no questions asked.

While there wasn’t pure gold in the box, my son’s reaction surely was.



Now this looks like a campaign about delighting a customer (or prospective one), but it all starts with employees. In fact, Qualtrics delivers “dreams” through its Employee Experience Bonus, offering each employee $1,500 to have an amazing experience—no questions asked. It’s part of the culture that makes interactions like the ones I had authentic.

As you consult your SMB clients on themes such as HR tech trends, recruiting and employee experience, a good place to start is to try to understand what motivates your employees (e.g., salary, being part of a growing company, flexibility) and why new hires choose you (and why they stay). It could give you insight into the culture and personality at their company, and how they can create those exceptional experiences for their staff and customers.

“The ‘New Normal’ changes with each new person who joins your organization and with each change you make,” says Gretchen Alarcon from Oracle.

The same can be said for each customer and employee interaction. So, how can you make those moments golden?

### You Never Get a Second Chance to Make a First Impression

Many of us have been given this sage advice, often attributed to Will Rogers, when getting ready for a significant new meeting like a job interview or a first date. Even the makers of Head and Shoulders shampoo want to be sure you pay close attention to the first experience people have of you.

While the expression might be a bit overused, the message actually has a lot of relevance in the business world, particularly when it comes to the first impression a new employee has of his or her new employer.

A positive first impression has a significant impact on employee performance and retention. A successful onboarding experience can drive employee performance up by 15%, and committed employees like that are nine times less likely to leave.¹ Losing an employee can be very expensive; when factoring in the costs of recruiting, hiring and training a new employee, the total cost averages out to about 6 - 9 months of that employee’s salary to replace him or her.² So there’s a very clear cost benefit to a positive impression held by a new employee. And that impression starts with their very first day on the job.
No One Wants the DMV Experience
To help ensure a positive first impression for your clients’ employees, it’s worth thinking about what really does create a positive (or negative) first impression. For instance, most of us have had some interaction with our state’s Department of Motor Vehicles (the dreaded “DMV” or “RMV” or similar acronym). And it’s very likely that the first impression you formed was not positive. Long waits, complicated red tape, and unfriendly service all likely contributed to your negative impression of the DMV. Compare that to an online shopping experience you’ve recently had at such a place as Amazon.com. The ease of finding what you need and purchasing it and the fast delivery all likely contributed to a positive impression, at least as it compares to your impression of the DMV.

Wouldn’t your clients want their employees to have an Amazon experience rather than a DMV experience on their new job? If their new employees’ onboarding process is cumbersome, confusing, and difficult to get through, their employer will seem more like the DMV to that new employee, forming a very negative impression that, as the saying goes, employers won’t get a second chance to make.
What Makes Employee Onboarding a Positive Experience?
Much like the DMV, the new employee onboarding process requires a lot of complicated forms to be completed. But it doesn't have to be as painful as the DMV. With the right onboarding solution, complicated forms can be intuitive and easy so employees never miss a field. If it’s not obvious how to advance through the process, if it’s confusing how to complete certain tasks, or if it takes too long or requires long wait times, frustration will take over. So first and foremost, look at the onboarding process through the eyes of your clients’ employees, and work to make it a seamless, painless process.

Just as importantly, be sure it is responsively designed and is mobile-centric. Mobile phones have overtaken desktop as the primary way to access the internet.³ So a new hire is very likely to be completing the onboarding process with his or her phone. If the onboarding process hasn’t been designed to work easily on a mobile device, once again, you’ve raised that frustration level, leading employees to draw negative conclusions about their employer. Employees could assume the lack of a modern process reflects their employer’s whole approach to business and their employees - outdated, old fashioned, and out of touch. Those aren’t usually the traits of an employer that employees want to stay with. Again, the first impression will stick.

So just as you’d make sure your interview suit is neatly pressed and your shoes shined to be sure you leave a great first impression in that big job interview, make sure your onboarding process is sharp and spiffy and ready to make your client’s new employees very glad they made the choice to work for them.

Learn more about the benefits of advanced and user-friendly onboarding tools here.

¹ https://www.gartner.com/en/human-resources/trends/onboarding-checklist ² http://www.enrich.org/blog/The-true-cost-of-employee-turnover-financial-wellness-enrich ³ http://gs.statcounter.com/platform-market-share/desktop-mobile-tablet

### The Good, The Bad and The Ugly of Affordable Care Act E-Filing

Technology upgrades to the Affordable Care Act (ACA) reporting process improved the user experience for e-filers in 2018, but the system is far from perfect. “The complexity and nuances of the employer mandate still pose unique challenges for PEOs, especially when supporting a diverse client set,” says Chris Babigian, a Product Manager at PrismHR who specializes in compliance.

Let’s take a look at the good, bad and ugly of the updated process.
The Good
The ACA e-filing system, AIR (short for Affordable Care Act Information Returns Program), has made usability enhancements and accelerated the registration process. Notably, the IRS now sends you a required PIN electronically, replacing a snail mail method that took as long as two weeks. The responsiveness of the AIR system has also been vastly improved, processing submissions in minutes instead of hours.
The Bad
A failure to match an employee’s last name and Social Security number is the most common error that PEOs encounter in the AIR system (and one that can result in penalty). Prefixed and “double-barreled” surnames are often the culprits (e.g., De La Cruz, Lee-Jenkins). While resolving these issues isn’t particularly difficult, it introduces delays during the filing process. One resource that can help is the Social Security Administration (SSA) Name/SSN Verification Service.
The Ugly
Full-time and total employee counts reported on forms 1094 and 1095 are causing headaches for some PEOs as they manage inconsistent time bases for measurement between the requirements on each form. To further complicate matters, on the 1095, “only an offer of coverage or enrollment for an entire month counts as an offer or enrollment for the applicable month.” With three time standards in play, it’s no wonder some e-filers are left scratching their heads (and reaching for the aspirin).
What You Can Expect for 2018 Filing
If the trend continues, the IRS will post forms, instructions, and eFile specification updates for 2018 in August or September. While the IRS has not yet indicated any significant changes, small but important modifications (and points of clarification) have occurred each of the past two years.

How to best prepare for what’s to come?

Many organizations perform self audits during the course of the year and work with their clients to ensure 1095 and 1094 mid-year results are accurate. Additionally, any organizations new to ACA year-end processing in PrismHR are encouraged to familiarize themselves with the platform’s functionality and coding logic before January. Investing time in audits and building system knowledge will pay off with greater certainty in your data and a better experience during the filing process.
ACA Reporting Resources

 	PrismHR Affordable Care Act solutions
 	ACA Information Center for Applicable Large Employers (ALEs)
 	Information Reporting by Applicable Large Employers
 	Affordable Care Act Information Returns (AIR) Program
 	Q&A on Reporting of Offers of Health Insurance Coverage by Employers

This post is inspired by “Affordable Care Act E-Filing” by Chris Babigian, Product Manager at PrismHR, which appears in the June/July 2018 issue of NAPEO’s PEO Insider Magazine.

### PrismHR Announces Insurance Alliance

Partnerships to deliver unparalleled value and streamlined administration for PEOs and ASOs
Phoenix, AZ — September 5, 2018 — Today, at the NAPEO Annual Conference and Marketplace, PrismHR announced the PrismHR Insurance Alliance. The Insurance Alliance will combine leading insurance products and services with PrismHR technology, streamlining administration for HR Outsourcing (HRO) firms. The new approach will help HR service providers drive worksite employee engagement, satisfaction and growth. Initial partnerships will include a leading benefits enrollment company, Bentec Workplace Solutions, and a newcomer to the dental and vision insurance space, Beam Dental.  

“The hundreds of firms that use PrismHR constantly tell us they are looking for ways to add more value for their clients, improve their overall operations and save money,” said Gary Noke, President and CEO, PrismHR. “The Alliance will leverage the strength of the PrismHR network to provide new and richer benefit plans and insurance options, helping drive greater value for our service providers and the companies they serve.”

“We are extremely excited about how this will help PEOs, ASOs and their clients,” added Tim Pratte, Senior Vice President, Business Development, PrismHR. “And we’re honored to be able to add Bentec and Beam to the Alliance, joining our previously announced partner, AP Intego.”

The PrismHR Insurance Alliance will enable HR outsourcers that use PrismHR to: 

 	Offer a suite of competitively priced products to their clients that includes voluntary life insurance, group accident insurance, dental, vision and more. 
 	Increase employee participation via Bentec enrollment services, featuring a dedicated call center and streamlined enrollment through PrismHR software.
 	Save time in benefit administration:  

 	Easy inclusion of Alliance plans inside of PrismHR products
 	Automatic data transports or enrollment data to and from the carrier
 	Simplified benefit reconciliation 



“The PrismHR Insurance Alliance is a powerful concept, and we’re excited to be here at the beginning,” said Randy Wood, President of Bentec Workplace Solutions. “We believe our prior experience in the space will significantly drive enrollment and improve the overall employee experience.”

“America’s small and medium-sized businesses and their employees are looking for modern, innovative benefits,” said Alex Frommeyer, co-founder and CEO, Beam Dental. “We’re excited to join the PrismHR Insurance Alliance because it will help HR service providers deliver the value that SMB buyers are looking for, creating a best-in-class product experience.”

More partnerships are underway and expect to be announced later in 2018. PrismHR PEOs and ASOs will have the option to join the Alliance starting in 2019. To get additional insight into news about the Alliance, or to express interest in offering benefits via the Alliance, please visit www.prismhr.com/insurance-alliance.

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing  service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees,  processing greater than $57 billion in payroll each year. For more information, visit https://www.prismhr.com.

Contact
Jonathan Wall
PrismHR
508.747.7261 x 285
jwall@prismhr.com


BM-PR-0012-201808

### Staffing Firms: Focus on What You Do Best and Outsource the Rest



### The "Cool" Factor Matters for PEOs and ASOs

As a PEO or ASO, you offer a distinct kind of HR outsourcing. It’s a unique combination of services and technology. For some clients it may be heavily service oriented, very hands-on, and of course, co-employment may be core to your offering. Technology allows you to bring the best service possible to your clients by automating a lot of HR functions and making it easy for you, your clients, and their employees to complete HR tasks quickly and efficiently. But your offering definitely isn’t just HR technology.  Your high-touch, HR services and your close working relationship with your clients is at the heart of what you do.
There’s More Competition Than Ever
The challenge is that there are more and more players in the market competing for your SMB prospects. Many of those competitors are not offering anything close to the services you provide, but they do offer software with a modern and compelling interface.  As valuable as you know the whole package of your services is, do SMB buyers really understand exactly how different your offering is from what pure HR software vendors offer? You probably spend a lot of time educating prospects on the value of personal service, your industry experience and your HR and compliance expertise.  But often those prospects are lured away by the modern, streamlined, easy-to-use interface that HR software vendors offer. 

When you lose business this way, you know those prospects will learn the hard way that they don’t just need a fancy software interface. You know that the HR needs of small businesses are complex, ever-changing, and require personal attention to truly solve their HR challenges. You know that when those challenges arise while using the HR software they chose, they’ll encounter a severe lack of service, support, and expertise. They’ll probably regret their choice to go with the “shiny object” software. But even then, the likelihood of that prospect changing their minds and coming back to the table is very small.  

The challenge HR software vendors present is not going away. In fact there’s growing evidence that they may be looking at the PEO space even more aggressively. This problem of prospects comparing “apples to oranges,” comparing your extensive HR services and technology to just HR software, will only build over time. Your organization needs be ready to address it head on.  
Can You Answer the Challenge?
You need to be ready with a strong answer when your prospect says, “But this other vendor I talked to has this really cool interface that my employees and I can use. What have you got?”

What you show them needs to be just as “cool,” even if at the end of the day, the interface is only a fraction of what you offer to small businesses. Your technology needs to be just as cutting edge, just as user friendly, just as modern and responsive as the HR software out there that is really nothing but that - just software.

Does your HR technology have the “cool” factor, allowing you to compete with the slick HR software packages your prospects are looking at?  Does the employee interface make it easy for employees to complete their tasks quickly and with a mobile device? Are you proud to show your client- and employee-facing technology to your prospects, or do you secretly hope they never ask?  

To stay competitive and continue to grow your business, these are all questions you need to answer and then honestly assess if your HR technology is helping you or hurting you when it comes to acquiring new clients.

Watch this demo to get a sense of what a “cool” employee interface looks like.

### What to Outsource to Grow Your Staffing Agency



### PrismHR LIVE 2018: A Recap

What a week it was at PrismHR LIVE 2018 in San Antonio! If you were in the middle of all the action, PrismHR's 15th user conference served as an invaluable opportunity to meet with the PrismHR community like no other event. Located right along the famous San Antonio River Walk lined with Tex-Mex restaurants, local shops, and historic Spanish missions like the Alamo, PrismHR LIVE 2018 was a hit for attendees and the PrismHR team alike.
From the first ever user conference in 2000 to this year's conference in San Antonio, PrismHR LIVE has certainly come a long way. What started as a user group discussion of 18 attendees from 30 PEOs has now grown into the biggest technology conference for the PEO and ASO industry, with 550+ attendees from 120+ HROs at PrismHR LIVE 2018.
HR outsourcing professionals from around the country gathered at the San Antonio Marriott Rivercenter from June 10-13 to experience more than three days of exclusive educational content, networking opportunities, and insight into the latest developments from PrismHR.
PrismHR LIVE 2018 opened with the Welcome Reception, reuniting HRO industry peers, partners, and the PrismHR team on the Exhibit Hall floor.
30+ industry vendors were available to help attendees looking to extend PrismHR's capabilities in applicant tracking, consulting, and more. Thanks to our partners and sponsors for making PrismHR LIVE 2018 possible!
The first full day of PrismHR LIVE 2018 began with a fun introduction to Texas by Dallas "local," Mark Sinatra, CEO of Staff One, encouraging everyone to enjoy the BBQ and heat, but not to mess with Texas.
PrismHR CEO, Gary Noke and VP of Marketing, Jonathan Wall then followed with the Company Update. PrismHR customers were commemorated for 1-20+ years of business and conference attendance.
In a tradition debuted last year as PrismHR Gives Back, Heartgift was presented as PrismHR LIVE 2018's charity recipient. Providing life saving heart surgery to children from around the world with little to no access of specialized medical treatment, Heartgift has served over 400 children from 34 countries. PrismHR was honored to have one receiving patient and his family present along with Jason Derscheid, Executive Director of Heartgift.
PrismHR announced a new partnership with AP Intego as well as an extended partnership with nettime solutions, supporting the continuous expansion and enhancement of offerings that PrismHR customers can make available to their clients.
Next up, PrismHR's Chief Innovation Officer, Adam Van Beek and VP of Product Management, Scott Cormier took the stage to share the latest on PrismHR Products and Services, and to provide some insight on what’s coming next. From acquiring NetWise Technology, to expanding the platform with all new onboarding and reporting capabilities, to achieving SOC 2 Compliance, PrismHR was definitely busy this past year.
Also unveiled was the new Employee Experience video, highlighting the importance of a great experience to your worksite employees. PrismHR customers can view the video in the SEEDS Portal.
Brought to the forefront of PrismHR LIVE this year, Sneak Peeks took attendees on a wild safari and even into outer space with an exclusive look at the latest top-secret projects in the works at PrismHR. Those that were showcased included Manager Functionality in the Employee Portal, Interactive Reports, PrismHR Home Page, Document Management, Advanced Alerts, and Client Setup Wizard. It's hard to say which reveal spawned the most cheer, but Sneak Peeks definitely left the audience buzzing for the rest of the conference.And with that, the rest of the conference kicked off, with 5 session tracks of 60 breakout sessions jam-packed with interactive learning from the PrismHR team and industry experts.
Tracks included Payroll & Benefits, Data & Systems, What's New, Growth, and a brand new track on Business Efficiency, focusing on the new capabilities of PrismHR Pulse℠.
The UX Lab also debuted this year as part of the Learning Lab, featuring the Brainiac Bar and Demo Zones too. At every break, the Learning Lab was staffed by the support team, product managers, and UX designers eager to answer questions, show demos, and gather new ideas.
Monday ended with an offsite party at Jimmy Buffett's Margaritaville sponsored by JazzHR. With live music, adult snowcones, and games, attendees relaxed along the San Antonio River Walk long into the night.
Michael Brenner, a top 10 keynote speaker as listed by Forbes from Marketing Insider Group, brought some chuckles to the crowd bright and early Tuesday morning during his engaging keynote on what it means to be a Champion Leader: one who manages satisfied employees with empathy and encouragement to create an atmosphere of innovation, passion, and growth.
From how-to trainings, to product overviews, to panels and chances to meet PrismHR teams, breakout sessions carried on throughout the day.
Tuesday afternoon wrapped up with the third annual Craigie Awards, the PrismHR Digital Marketing Awards. Congratulations to the winners: Aureon, TandemHR, and Xenium, which won in two categories!
Straight after the Craigies, it was onto the buses heading to Knibbe Ranch  in Spring Branch, Texas. A real working ranch run by the Knibbe family, Knibbe Ranch hosted PrismHR LIVE attendees in an exciting night of BBQ, live entertainment, cornhole, horseshoes, and of course, armadillo racing. Swift Sparks and his four armadillos were the stars of the show as willing contestants became one with the armadillos, trying  any means possible to quickly and safely lead their race partners scurrying across the finish line.
Wednesday morning opened with an update from Pat Cleary, CEO of the National Association of PEOs. After a couple of more sessions, PrismHR LIVE 2018 closed with the Executive Panel, highlighting closing thoughts and takeaways to bring home, and allowing attendees to ask questions of PrismHR executives.
Since the very first user conference and the days of ScorPEO 18 years ago, the goal of PrismHR LIVE has been to bring together customers, partners, speakers, and the rest of the PrismHR community to collaborate and give feedback face-to-face. PrismHR LIVE 2018 was no exception, and we want to thank all those who came to be a part of it.
We hope to see you again next year for PrismHR LIVE 2019 at theWestin Boston Waterfront in Massachusetts!

### 2018 PrismHR Digital Marketing Awards

The 3rd Annual PrismHR Digital Marketing Awards, which recognize and celebrate HR service provider marketing excellence, were presented at PrismHR LIVE 2018 in San Antonio, TX. The awards are also affectionately referred to as “The Craigies,” in honor of PEO industry veteran and PrismHR Executive Vice President, Craig Babigian.

Digital marketing for HR service providers is more important than ever. A compelling website, an engaging video, an informative blog, and educational content all establish your online identity, and almost everyone does some level of online research before making a purchase. In fact, more than 67% of the buyer’s journey is completed online before a prospective customer reaches out to you. Creating a great website is now easier than ever with platforms like Squarespace, Wordpress and Wix, but in addition to a great website, you also need great digital content, such as blog posts, videos and white papers/eBooks. 

The Craigies acknowledge the most innovative and effective digital marketing by PrismHR customers. We had the most submissions ever this year, and the quality of this year’s submissions were by far the best. It was really difficult choosing the winner for each category: Best Blog, Best Video, Best White Paper/eBook and Best Website. Read on to learn more about the categories, see the finalist submissions and find out who took home the award.
Best Video
Using video can be one of the most effective marketing tools you can employ, but also one of the hardest things to get right. No matter your budget, if you craft a compelling story, it can resonate with your customers in a way that no other medium does. The Craigie Award for Best Video was awarded to the video that told a compelling story while being both simple and brief. 
The Finalists

Xenium HR

Extensis Group

Aliat


Congratulations, Xenium!
Best Blog
Blogs are a great way to generate content for your website and help your search engine optimization (SEO). You can also rapidly respond to new developments in your target markets, and you can test different ways of communicating with your prospects and customers. Blogs give you the chance to abandon lofty marketing language and talk in a more natural voice. You don’t always have to be “selling,” and that is what we looked for in this year’s submissions for Best Blog. The best blogs provide valuable content that is relevant to your readers, is easy to navigate and has a clean, modern design.
The Finalists
Aureon

Group Management Services

Tandem HR




Congratulations, Aureon!
Best White Paper / eBook
White papers and eBooks are a great way to engage and educate your prospects (and even existing customers). It’s also a critical touchpoint in the buyer’s journey that can help generate interested leads for the top of your sales funnel. The Craigie for the Best White Paper / eBook recognizes the organization that delivers the most valuable content on a relevant topic, with a focus on education, and with a clean and attractive design. 
The Finalists

Xenium HR

EPAY Systems

Axcet HR Solutions


Congratulations, Xenium!
Best Website
Your website is at the center of the buyer’s journey. You never get a second chance for a first impression, and that’s why it is so important to have a good website. If your website is difficult to navigate and doesn’t have a modern, responsive design, you’ll likely never even hear from prospective customers. 

This year’s Craigie went to the website that made finding relevant information to the user so easy that it was an enjoyable experience. They not only provided great messaging and content but went the extra mile and tailored the message based on prospect needs.

The Finalists

Tandem HR

Xenium HR

Helpside



Congratulations, Tandem HR!
Did you miss the 2018 PrismHR Digital Marketing Awards? Be sure to join us next year at PrismHR LIVE in Boston, MA.

### PrismHR and nettime solutions Extend Partnership for Integrated Time and Attendance

stratustime available to HR outsourcers via the PrismHR Marketplace
San Antonio, TX — June 11, 2018 — Today, at the annual PrismHR LIVE conference, PrismHR, the leading HR software platform for human resource outsourcing (HRO) service providers, and nettime solutions, a leading time and attendance software provider, announced an extended partnership, and that stratustime is available via the PrismHR Marketplace. 

Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) that use PrismHR now have another leading option for time tracking for their clients, and can leverage real-time data integration between PrismHR and stratustime.

“HROs that use PrismHR have told us they are looking for a range of options when it comes to tracking time,” said Kraig Sanders, Manager, Strategic Partnerships, PrismHR, “By expanding our partnership with nettime solutions, PrismHR customers now have another leading time tracking option to match the unique needs of their clients - enabling them to increase their services delivered, add value and improve retention.”

“Time tracking is critical for a range of businesses today, and having an easy-to-use, flexible and reliable solution is a key to great client experience,” said Nate Jack, Business Development Manager, nettime solutions. “stratustime provides powerful capabilities that match today’s needs for flexible clock and device options, as well as rich tools to manage hours and compliance.”

The integrated solution is available today. PEOs and ASOs interested in adding stratustime for their clients should contact their PrismHR account representative. To learn more about the partnership visit https:/www.prismhr.com/marketplace/nettime-solutions/.

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing  service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees, processing greater than $57 billion in payroll each year. For more information, visit https://www.prismhr.com.

About nettime solutions
nettime solutions develops, markets and sells the cloud-based time and attendance software solution, stratustime, which provides company executives, managers, and HR professionals the ability to schedule shifts and analyze labor costs, while employees use self-service features to clock hours and ask for time off. To learn more about stratustime, visit http://nettimesolutions.com.

Contacts
Jonathan Wall, PrismHR
508.747.7261 x 285
jwall@prismhr.com 

Nate Jack, nettime solutions
480.296.0460
natej@nettimesolutions.com

### PrismHR Announces Next Generation Onboarding and Enhanced Reporting

New products and offerings increase efficiency and insight for HR outsourcers and their clients 
San Antonio, TX — June 11, 2018 — Today, at the annual PrismHR LIVE conference, PrismHR, the leading HR software platform for human resource outsourcing (HRO) service providers, announced new platform offerings - expanded reporting capabilities and the all new PrismHR Onboarding. 

PrismHR provides the most complete and efficient software platform for Professional Employer Organizations (PEOs) and Administrative Services Organizations (ASOs).  Today’s announcement provides more capabilities for PEOs and ASOs as well as further strengthens the market leading platform.
Expanded Reporting Capabilities
“Data fuels critical business decisions, and HROs that use PrismHR are always looking for faster, easier access to reports and insight,”  said Scott Cormier, Vice President, Product Management. “We’ve added a range of new ways to access even more HR data, giving HROs a greater competitive advantage.  This includes new interactive reports, more accounting data, and enhanced standard reports.”

PrismHR Reporting updates will be unveiled to attendees at the PrismHR LIVE conference in San Antonio today and include:

 	Interactive Reports - New interactive reports provide easy-to-use filters, sorting, and grouping capabilities. Flexible, real-time calculations, charts, graphs, exports and much more let you quickly find the data and insight you need. Initial interactive reports include Accounting G/L Detail, Client Location Map, Client Contacts, Federal Tax Liability, Benefits Billing Detail, Benefits Eligibility, and Monthly Gross Wage.
 	More Accounting Data - New downloadable and interactive accounting reports provide access to more detailed accounting data than ever before. These new reports give service providers the employee level data they need to streamline the reconciliation process.
 	Standard Report Enhancements include the creation of reports that were used in legacy products as well as multiple updated and improved reports.

To get early access to the new interactive reports, you can apply to join the release preview. These new interactive reports will be generally available later this year.  Additionally, PrismHR will continue to expand interactive reports, including new reports and convert standard reports to new more insightful interactive versions.  The company also plans to deliver all new, ad-hoc reporting capabilities inside the platform.
New PrismHR Onboarding
“Onboarding Employees is a key service offered by HR outsourcers, and our customers have asked for improved tools to help reduce or eliminate manual processes,” stated Cormier. “They want a clean, modern, and mobile friendly experience that is directly integrated with payroll, benefits and more.  So we’ve delivered an all-new, mobile-centric Onboarding module that simplifies the process for the HRO, the Worksite Manager and each Worksite Employee.” 

The all new PrismHR Onboarding is built on the PrismHR Platform and delivers a competitive advantage for organizations that use PrismHR, with the combination of an easy-to-use, modern user experience, and numerous ways to streamline historically manual processes.

PrismHR Onboarding is being showcased at PrismHR LIVE 2018 and will be deployed to initial customers this summer, with broader rollout starting later this year for PrismHR customers.  

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing  service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees,  processing greater than $57 billion in payroll each year. For more information, visit https://www.prismhr.com.

Media Contact
Jonathan Wall, Vice President, Marketing
PrismHR
508.747.7261 x 285
jwall@prismhr.com

### PrismHR Expands Leadership Team

Tim Pratte, seasoned HR outsourcing executive to lead strategic partnerships and business development
Hopkinton, MA — May 17, 2018 — PrismHR, the leading HR software platform for human resource outsourcing (HRO) service providers, announced that Tim Pratte has joined the company as Senior Vice President of Business Development.

“The HR outsourcing industry continues to grow and expanding PrismHR offerings via partnerships will add significant value for our customers and their clients,” said Gary Noke, President and CEO, PrismHR. “Tim Pratte is a highly experienced and respected industry executive, and brings a unique mix of vision and strategy to grow partnerships. Additionally, Tim’s extensive background as an industry executive will help us evolve our overall offerings, services and customer experience.  We are thrilled to add him to the PrismHR team.”

Tim has spent more than 20 years in the HR outsourcing industry, serving in a range of roles, including payroll, HR, compliance and underwriting.  He most recently was the President and CEO of Questco, and has held a range of leadership roles at Oasis Outsourcing. Over the course of his career, he has helped thousands of business owners reduce overall labor costs and improve benefit options for their employees through innovative technology, cost saving techniques, and expert advice to streamline business processes.  He graduated Summa cum laude from The University of Tampa with a degree in Economics.

“PrismHR customers have told us they are always looking for additional ways to improve their efficiency and expand the services and products they offer to their clients,” said Mark Hausser, Chief Revenue Officer, PrismHR.  “Tim will lead key growth initiatives that include the PrismHR Marketplace and new partnerships, and provide guidance for expanded efforts to help PrismHR customers capture more market share overall. His unique mix of industry experience, operational expertise and creativity make him an ideal fit to drive these key projects forward.”

“With the continuously growing footprint of the PrismHR ecosystem,  there is tremendous opportunity for innovation and market expansion,” noted Pratte. “I’m looking forward to continuing to grow PrismHR’s industry leadership, extend existing partnerships and deliver new concepts in service, technology and marketplace offerings.”

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing  service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees,  processing greater than $57 billion in payroll each year. For more information, visit https://www.prismhr.com.

Media Contact
Jonathan Wall, Vice President, Marketing
PrismHR
508.747.7261 x 285
jwall@prismhr.com

### Software User Experience (UX) Matters for HR Service Providers and SMBs: UX Experts Explain Why

We recently sat down with PrismHR User Experience (UX) experts--Senior UX Designer Danielle Walker and UX Designer Renard Richie --to learn more about software user experience. Read the discussion below to learn what UX actually means, why it matters, and what constitutes a quality user experience for HR service providers and their clients.
Why does User Experience matter to HR service providers?
Danielle: As an HR service provider, you are in the service business. You require highly usable systems that allow you to quickly and accurately complete employee payroll and other HR tasks so you can focus on what you do best - serving your customers. If your applications are difficult to learn or use, provide inaccurate data, or don't do a good job preventing errors, then service levels are impacted, and a small or medium sized business (SMB) might be unhappy or lose confidence in your abilities. Likewise, a system that helps you proactively identify issues and respond quickly to SMB requests will help your clients run more effectively.

Your worksite managers and SMB employees also require thoughtfully designed, easy-to-use technology, so they can complete employee tasks and get back to their day jobs. If the tools used to manage PTO, enroll in benefits, or update employee information are confusing or lack guardrails, they may enter incorrect data into the system, causing downstream issues and rework for you as the service provider.

Renard: The easier the software is to use, the faster you, as an HR service provider, can do your job. A bad software user experience can create extra hours that you have to dedicate to an employee or to a client. A bad user experience can turn minutes into hours and hours into days when setting up or managing clients. Efficiency and ease-of-use in managing or setting up clients can reduce your overall operating cost and provide more time for investing in their business growth.
Why does UX matter to SMBs?
Danielle: Overall job satisfaction can be impacted by how easy or difficult it is to access employee tools or complete tasks related to one's employment. For example, the PrismHR Employee HR Portal may be one of an employee's first interactions with a new employer. They are also encountering the site during a time when they want to appear especially capable and confident. Having to ask for help or being unable to complete a new hire task on time can embarrass or frustrate the employee, and they may view the employer in a negative light for not providing a better experience.

Conversely, if an employee is able to quickly and easily complete their new hire tasks, and the application helps them to get acquainted with the company, it can help the overall new hire process seem positive and welcoming. Going forward, ease of use is especially important, as is a user interface that guides the employee through complex tasks they don't perform very often. A modern and appealing visual design can help the employer to appear progressive and forward thinking as well.
How do you define User Experience (UX)?
Danielle: User Experience, or UX, "encompasses all aspects of the end-user's interaction with the company, its services and its products." In a nutshell, it’s how a particular experience makes a person feel. If done effectively, the user will be able to quickly and easily accomplish their tasks and possibly find delight in doing so. This is a "positive user experience” - and what we continuously strive to deliver.

UX includes a number of components, such as:

 	Usability - how easy and enjoyable it is for the user to complete tasks and how well the system supports the user's intentions.
 	Visual appeal - this is often equated with usability, in that many users will perceive a site or application to be less usable than it is if they find the look and feel unappealing.
 	User interface or "UI" - This is sometimes used interchangeably with UX, but is actually only a subset of the larger UX concept. UI includes all of the components - navigation elements, fields, buttons, icons and images - that a user encounters on the screen when using an application or website. These are arranged in specific ways based on an interpretation of the user's goals and level of understanding.

What does a positive Service Provider User Experience look like?
Renard: I think of HR service provider users as the “power users” of PrismHR. You require access to more details and actions, and you need the ability to view all of your clients and employees. A good experience for you means having the ability to easily and efficiently manage and change everything relating to all the HR services that you offer to your clients.

Your UX priorities are an easy setup process for a new client onboarding, an easy-to-use universal search, the ability to make bulk updates, and the ability to easily export reporting data. And it’s important that the solution minimize the amount of steps necessary to perform any given function.
What does a positive SMB and Employee User Experience look like?
Renard: Mobile has overtaken desktop as the primary source of access online¹. Creating an employee portal or employee onboarding software that can be accessed from any device, anywhere, with an intuitive user experience based on research and testing, is the key element to a positive user experience for SMBs and their employees. Example scenarios would be a manager approving a PTO request while at the airport or existing employees easily uploading required life events documentation.
Tell us about your background in Software User Experience.
Danielle: I graduated with a Visual Design degree and completed the Human Factors in Information Design graduate program at Bentley University. My studies included courses in human behavior, user research, design thinking, usability testing and statistics. Throughout my 18-year career, I’ve helped drive functional design processes and created elegant solutions to understand complex data sets at companies like Pfizer, Fidelity and MathWorks.

Renard: On my career journey of 11 years from Visual Designer to ultimately UX Designer, I have worked for various business-to-business and business-to-consumer companies, including Titleist, Netgear, Boston Children’s Museum, Progressive, Geico, Dell, and EMC.

Thanks to Danielle and Renard for their time and thoughtful insight. Does what they shared resonate with your own user experience and that of your clients and employees? Have you been thinking about how your clients are experiencing the HR software through which you offer your HR services? Clearly, it’s an important aspect to a quality HR service provider offering, and taking a closer look at UX in your organization could be a significant benefit to your bottom line. To see the PrismHR User Experience in action, check out the Employee Portal demo.



¹ http://gs.statcounter.com/platform-market-share/desktop-mobile-tablet

### PrismHR Enhances Platform with New Products and SOC 2 Compliance  

PrismHR Employee Portal and PrismHR Pulse℠, provide enhanced mobile experience, alerts, notifications, workflows and more
PrismHR achieves SOC 2 Type 1 compliance
Hopkinton, MA — May 8, 2018 — PrismHR, the leading HR software platform for human resource outsourcing (HRO) service providers, announced expanded offerings: PrismHR Employee Portal and PrismHR Pulse℠ as well as System and Organization Controls (SOC) 2 Type 1 compliance.

With these announcements, PrismHR has furthered its ongoing commitment to deliver the most complete and efficient software platform for Professional Employer Organizations (PEOs) and Administrative Services Organizations (ASOs).
Employee Portal
“HROs consistently cite, at the top of their wish list, the need for improved user experience across all their devices,” said Scott Cormier, Vice President, Product Management. “They tell us their clients want easier access to key employee information like pay stubs, time off and benefits—so that’s what we’ve delivered with the Employee Portal.”

The all new PrismHR Employee Portal enhances the employee experience with a modern, easy-to-use interface that can be used on any device, anywhere, giving Professional Employer Organizations (PEOs) and Administrative Services Organizations (ASOs) a competitive edge with prospective clients.

With an advanced, fully customizable and brandable login screen and dashboard, it’s now easy for HROs to extend a client’s brand into the overall HR experience. PrismHR now makes it easy for employees to access the Employee Portal via the HRO’s own domain, extending their brand to clients. And with simplified setup and management, as well as easy access to key HR data and activities like pay stubs, benefits and PTO, the Employee Portal also reduces support costs.
PrismHR Pulse 
“The way we communicate and conduct business today is increasingly in real-time and on the device in front of us. To keep pace with this shift in technology and clients’ expectations, HROs need to take a more proactive approach to client satisfaction and resolve issues quicker,” said Cormier. “So we’ve delivered new ways for HROs to receive alerts, and manage client cases, workflows and tasks with Pulse.”

PrismHR Pulse keeps your team organized and focused on resolving issues. In one centralized location, HRO employees can now take action on alerts and notifications, open, track and manage client cases, create and participate in workflows, and see dashboards that deliver insight into service performance and productivity.

A key feature, PrismHR Sense℠, monitors data in the PrismHR Platform and taps into Pulse to ensure HROs are notified via mobile, desktop or email alerts when a key change occurs. These alerts allow the client support team to take action and deliver the best possible service experience.

Pulse is built on ClientSpace technology, created by NetWise, which PrismHR acquired in 2017.  Additional modules powered by ClientSpace include Sales Management, Implementation, HR Admin, and Risk Mitigation which extend Pulse functionality with solution-specific tools and workflows. With the addition of these new offerings, the PrismHR Platform now delivers integrated software across the entire customer lifecycle that improves overall service and efficiency, increases sales, and reduces risk.

These new PrismHR products are available today. Existing PrismHR customers can enable Employee Portal globally or by individual client. Pulse is activated for current PrismHR customers during their renewal month. To get Pulse sooner, customers can contact their account representative. You can also earn more about Employee Portal and Pulse.
SOC 2 Type 1 Compliance
By achieving SOC 2 Type 1 compliance, an independent auditor has validated that PrismHR has the proper policy framework, technical controls and documentation to ensure that its systems and data are both highly secure and highly available. SOC 2 Type 1 compliance also independently validates that PrismHR has repeatable and auditable business processes for software delivery.

“We continually work to ensure that the PrismHR Platform is as secure and performant as possible,” said Lonnie Colman, Senior Vice President of Product Delivery. “Earning the SOC 2 Type 1 designation is another key milestone showcasing how PrismHR continues to lead the HR outsourcing software industry.”

Additionally, the organization is currently working on the next level of SOC compliance, SOC 2 Type 2.

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing  service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class payroll, benefits and HR to small and medium sized businesses. PrismHR software is used by more than 88,000 organizations and 2.2 million worksite employees,  processing greater than $57 billion in payroll each year. For more information, visit https://www.prismhr.com.

Media Contact
Jonathan Wall, Vice President, Marketing
PrismHR
508.747.7261 x 285
jwall@prismhr.com

### Verified First, Our Background Screening Partner, Wins HRO Today Competition

We’re proud to announce that our background screening partner, Verified First, was named the winner at HRO Today’s 2018 iTalent competition. This prestigious competition showcases innovative HR technologies and took place on Tuesday, May 2, 2018 at the 2018 HRO Today Forum in Harbor, Maryland.



For the last seven years, the iTalent Competition has spotlighted top technology companies that develop innovative solutions in the HR industry. At this year’s event, Ryan Hart, Director of Product at Verified First, was among the finalists that gave presentations to the HRO Today Forum audience and iTalent judges. After assessing each pitch, they selected Verified First as the winner.



The judges were impressed by Verified First’s unique integration process. To create hiring efficiencies, background screening software integrates with Applicant Tracking Systems (ATS). The industry average is typically 4–6 weeks for full integration, but through a patent-pending process, Verified First accomplishes this in less than an hour. This rapid integration allows clients to maintain a steady talent pipeline without any system downtime.



Hart also demonstrated how Verified First creates a stronger candidate experience through branded emails and mobile solutions. Employers can improve the candidate response rate through sending branded emails that differentiate them. Additionally, employers may text candidates to obtain authorization for pre-employment screening. This feature not only provide greater convenience for the candidate, but also significantly improves time to hire. 



The judges at HRO Today was quick to realize the value of Verified First’s offerings.



“In our tight labor market, it’s mission critical for HR Managers to have a streamlined and efficient hiring process. A long, drawn out process will drive away talent and hurt the bottom line for employers. Verified First’s ability to improve both turnaround time and the candidate experience is a game changer,” said Elliot Clark, CEO of SharedXpertise & HRO Today. 



Here at PrismHR, our platform helps our clients improve their hiring process and lock down top candidates quickly. We partner with Verified First to help you save time, minimize data entry, and simplify your hiring process. Their award from HRO Today, a major HR publication, shows the ingenuity of their solution — and thanks to our integration with them, you reap the benefits.

### Why a Strong HR Technology Vendor is Important

Choosing the right software for your business is always a challenge. Functionality comparisons for all of the internal user groups, pricing assessments, and service agreement reviews are just a few of the many factors you need to consider when evaluating software solutions.

But when looking at HR technology companies to support your HR service provider business, the bar becomes very high, and your needs and requirements are even more complex. That’s because HR technology is an integral, essential part of an HR service provider’s business. It’s very often the solitary delivery tool to provide your services to your clients. Your business quite literally lives and dies with the viability of the HR technology company you use.

Given the significance of human resources software to your business, a provider of this technology is more than just a vendor. They’re your business partner. And when you’re evaluating a business partner who will play an important role in your organization both at the tactical and strategic levels, you certainly want to be as comprehensive and in-depth in your research as possible. So looking closely at the viability, experience and long-term roadmap of that partner is a must.

If the HR software doesn’t function properly, that’s a reflection on you and an impact on your reputation. When evaluating HR technology companies, Clay Scroggin of CompareHRIS suggests that, "… the more installs they have and the longer they have been in business provides a greater opportunity to correct as many issues as possible. And the size of an HR software company can offer helpful insight as to the stability of the company. Generally speaking, the more employees a company has and the longer they've had their products on the market, the cleaner their applications will be."¹   

And as PlusHR.com advises, “Don’t just focus on the technical attributes of the software, also consider the knowledge and experience of the supplier’s team, the company’s financial stability and the quality of their support, data protection and hosting arrangements.”²

The financial stability of your HR tech company is no small thing.  If the software provider goes out of business, your business is left completely out in blue, with no fast and easy alternative available to you.  According to the KPMG report Managing Supplier Failure Risk, “Supplier failure can destroy value in your business…In many cases, the cost of dealing with these situations can run into millions and absorb significant management time.  [Your business] value can be destroyed in a range of ways” including “immediate lost revenue and liquidated damage claims…additional costs to resource [a new vendor]...Loss of customer goodwill…[and] reputational damage and potential loss of any competitive advantage.”  KPMG adds that “dealing with supplier failure after the problem has arisen can be a very expensive process.”³  

This presents a pretty compelling argument to closely evaluate the financial strength, experience, and available employee resources of HR technology companies, either one that you’re considering signing on, or even one with whom you’ve already contracted.  The magnitude of the risks to your business are too great not to do so.

Hear why Aureon HR chose to partner with PrismHR for the future growth and success of their business.  

### PrismHR Delivers a Record 2017 Driven by Customer Growth

HR Service Providers using PrismHR continue to expand ahead of market, increasing employee counts by 22%
Hopkinton, MA - February 8, 2018 - PrismHR, the leading HR software platform for human resource outsourcing (HRO) service providers, achieved record results in 2017. The performance was fueled in part by strong customer growth—HROs who use PrismHR increased their worksite employee counts by an average of 22% in 2017.

“Once again this year, we’d like to recognize and congratulate everyone who works for an HRO that uses PrismHR technology, as well as the entire PrismHR team,” said Gary Noke, President and CEO, PrismHR. “We all have a common goal, providing high-impact services and technology to help small and medium-sized businesses overcome countless strategic and HR-specific challenges.  That combination of services and technology is key to our collective success.”

Customer growth was reported by respondents to the annual PrismHR Trends Survey, the largest technology research project focused on Professional Employment Organizations (PEOs) and Administrative Service Organizations (ASOs). HROs that use PrismHR reported average worksite employee growth of 22% in 2017. They are also confident about the future, with 68% of HROs expecting profits margins to increase in the next 2-3 years.  

In 2017, PrismHR continued its focus on innovation with the acquisition of Netwise, the creator of ClientSpace. By adding ClientSpace technology, PrismHR expands its ability to help HROs improve overall service and efficiency, increase sales, and reduce risk across the entire customer lifecycle.

The company also unveiled new reporting capabilities including Data Retriever and Cloud Data Courier, as well as significantly enhanced infrastructure and operations. Complementing its evolving product portfolio, PrismHR continues to lead the industry with extensive education including HRO business trends, sales and marketing resources for HROs, and the annual PrismHR LIVE conference (June 10-13, 2018 in San Antonio) which sold out last year.

PrismHR moved to new corporate headquarters in Hopkinton, Massachusetts in July 2017 to accommodate rapid employee growth, and has many open positions today.

“The results for both PrismHR and our customers in 2017 were once again outstanding and illustrate the ongoing partnership between the PrismHR team and our customers,” Noke added. “2018 is already shaping up to be another exciting year. We remain focused on improving the HRO and SMB experience, and will complement our industry-leading platform with new products and offerings that help HROs improve employee and client service, increase insight and enhance productivity.”

About PrismHR
PrismHR creates industry-leading software and services that empower human resource outsourcing (HRO) service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits and payroll to small and medium sized businesses. PrismHR powers more than 88,000 organizations, delivering payroll, benefits and HR to more than 2.2 million worksite employees annually and processing greater than $57 billion in payroll each year. For more information, visit https://www.prismhr.com.

Media Contact
Jonathan Wall, Vice President, Marketing
PrismHR
508.747.7261 x 285
jwall@prismhr.com

### PrismHR Strengthens Executive Leadership with New Chief Financial Officer

Brian Unruh joins PrismHR to help drive ongoing operational efficiency and growth
October 23, 2017 - Hopkinton, MA - PrismHR, the leading provider of software for human resource outsourcing (HRO) service providers, announced that Brian Unruh has joined the company as Chief Financial Officer.

With over 20 years of experience in the field of human resources, PrismHR provides comprehensive software solutions for professional employer organizations (PEOs) and administrative service organizations (ASOs). PrismHR helps HROs save time, improve productivity, mitigate risk and grow their businesses more effectively than other HCM software providers.

“We are thrilled to welcome Brian to the company and leadership team,” said Gary Noke, President and CEO, PrismHR. “He brings a wealth of knowledge and experience to the business. Brian’s background and skills will help PrismHR continue growing quickly and effectively.”

“Within the HCM market, PrismHR is, far and away, the leader for HRO software, and has seen outstanding growth in the past 3 years,” said Unruh. “It’s an extremely exciting time to join the company, I’m looking forward to helping the team continue its phenomenal track record.”

At PrismHR, Unruh leads financial, legal and corporate operations as well as human resources. He also guides a range of key business initiatives. Prior to joining PrismHR, Unruh worked at Endurance International Group for more than 5 years, during which time the company went public and grew to more than $1 Billion in revenue. He held a range of senior leadership positions, most recently CEO of the web hosting business, helping millions of small and medium-sized businesses succeed online. Previously, Unruh was the CFO at Dotster when it was acquired by Endurance in 2011.

Throughout his career, Unruh helped lead numerous technology companies including Merant plc (acquired by Serena Software), InFocus, and Tektronix. He began his career as a Certified Public Accountant with Ernst & Young. He holds a Bachelor of Science, Business Administration degree from Oregon State University.
About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year.
Media Contact
Jonathan Wall
Vice President, Marketing
PrismHR
508.747.7261 x 285
jwall@prismhr.com

### What to Look for When Automating Benefits Enrollment

Benefits enrollment is an essential part of the service offering provided by many professional employer organizations (PEOs), administrative services organizations (ASOs), or human resource outsourcing organizations (HROs). But from an administrative point of view, if benefits enrollment is being handled manually, it can be one of the most time-consuming, error prone, grueling processes a service provider implements. 

As PEOs, ASOs and HROs seek ways to maximize productivity without increasing costs, large-scale projects like open enrollment or adding new clients can challenge their organizations. And setting up and delivering benefits to small and medium sized businesses (SMBs) with a variety of evolving needs is not easy. The most common needs and issues that service providers and their clients have with benefits enrollment typically include the following:

 	 Paper form management
 	 Clunky online enrollment systems
 	 Lack of smart phone / mobile-friendly options
 	 Inability to compare multiple plans side-by-side
 	 Unreliable or outdated reporting and tracking tools

An effective online benefits enrollment solution allows PEOs, ASOs, and HROs to address all of these issues. It can also help them achieve significant efficiencies and time savings, decrease their physical storage needs, and increase their accuracy. Once you’ve made that important decision to adopt an automated benefits enrollment solution, here are the most important factors to look for and to ask potential vendors:  

 	

 	Is it mobile-centric?




 	

 	Is it user-friendly?




 	

 	Is it fully integrated with your payroll system?




 	

 	Does it have automatic reminders?




 	

 	Can it scale?




 	

 	Is it frequently updated with regulatory changes?




 	

 	Does it provide advanced tracking and reporting?




 	

 	Does it allow your clients to use their own brand?




 	

 	Does it allow point-and-click form creation?



Making the decision to automate your benefits enrollment is an important one, and there are many factors you should consider as you do so. 

Be sure the solution you choose meets the unique needs of your clients and your business, to ensure that not only can you provide a more positive benefits enrollment experience for your clients today but also as their business grows and changes in the future.  

For more information, check out this eBook about automated benefits enrollment about a PEO/ASO service provider’s experience with going to a paperless benefits enrollment system.

### PrismHR Acquires NetWise Technology, the Creators of ClientSpace

Leading HR outsourcing platform becomes even deeper with client service and CRM solution
Hopkinton, MA and Bradenton, FL —  September 5, 2017 — PrismHR, the leading provider of software for human resource outsourcing (HRO) companies announced that it has acquired NetWise Technology, the creators of ClientSpace, the industry-leading client service and CRM software platform.

With over 20 years of experience in the field of human resource technology, PrismHR provides comprehensive software solutions for professional employer organizations (PEOs) and administrative service organizations (ASOs). PrismHR helps those HR organizations save time, improve productivity, mitigate risk and grow more effectively than any other available solution.

“We work continuously to provide HROs with the most efficient and complete software platform to run their businesses,” said Gary Noke, President and CEO, PrismHR. ”ClientSpace is a natural extension to the PrismHR Platform because it helps HROs provide great client service from the start of the sales cycle all the way through to renewals.”

“We’ve partnered with PrismHR for more than 12 years,” said Randy Wadle, Co-Founder of NetWise, and now Senior Vice President at PrismHR. “Now we’re excited to join the team and continue to expand and integrate ClientSpace and PrismHR to deliver the industry’s most efficient, end-to-end software solution for PEOs and ASOs.”

ClientSpace will continue to be available to and supported for organizations independent of their HRIS system. The ClientSpace team will continue to work out of the Bradenton, Florida, office. NetWise Co-Founders Randy Wadle and Jim Antonino, will continue to lead the ClientSpace product efforts as Senior Vice Presidents on the PrismHR team.

To learn more about this news, please read the frequently asked questions.
About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year.
Media Contact
Jonathan Wall, Vice President, Marketing
PrismHR
508.747.7261 x 285
jwall@prismhr.com

### PrismHR Live 2017: A Look Back

If you were able to join us in Nashville this year, PrismHR LIVE provided a very exciting learning and networking opportunity along with insight into the road ahead for HR Outsourcing organizations. If you weren’t there, even though you missed out on some key education, insight and networking, you’ll have the opportunity again next year in San Antonio, so we hope to see you there.


Either way, we wanted to share the conference highlights for everyone in the PEO and ASO community. One of the points of feedback we hear consistently is that attending PrismHR LIVE offers a unique opportunity for HR professionals to connect with peers, thought leaders and partners face-to-face, unlike any other event. 
PrismHR LIVE this year kicked off with a welcome reception for attendees to meet friends, old and new, and see the latest technology and services from PrismHR partners.

The conference really went into high gear on Tuesday with an homage to the host city, Nashville, which is also known as Music City. Local songwriters told their stories of collaborating with country music’s biggest stars to write chart-topping hits.



Then, starting what we are sure will be a new tradition, a local PrismHR customer - this year it was Brenda Rowan, from XMI - served as the host of the conference, giving everyone a background on the local scene and key information to get the most out of the conference. Brenda helped the group learn what it means to live in Nashville. If you were there, you now know some key Southern slang, including how to properly use “bless your heart” and “all y’all.” (If you weren’t there, trust us, it’s very funny.) Thanks, Brenda!

Brenda was followed by a Company and Industry Update from PrismHR President and CEO, Gary Noke, sharing his insight into the progress of the company, the growth and success of PrismHR customers and some big ideas for the future.



Adam Van Beek, Chief Innovation Officer and Scott Cormier, VP of Product Management then went in detail to provide news on key products and services and announce new offerings including Employee Self Service 2 and Cloud Data Courier, along with a first public mention of a forthcoming feature, Data Retriever. They also shared a number of important updates about crucial topics like cloud operations, compliance and guidance on what is on the PrismHR Roadmap for the future.



The morning closed with a dynamic keynote presentation from Scott Klososky from Future Point of View. Scott shared insight into technology trends, why digital transformation is imperative for all businesses today and how you can approach this requirement.



The afternoon kicked off the 4 unique tracks of education and learning, with more than 45 sessions over the course of the conference. Sessions were grouped into 4 categories: Payroll and Benefits; Technology and Integration; Compliance, Accounting and Reporting; and Business Growth.

Once the afternoon sessions ended, the next major networking opportunity was the centerpiece of the evening - a celebration at the George Jones Museum.

Whether it was playing life-sized Jenga, enjoying the band, trying a round of cornhole, or taking some great food, drinks and amazing views, everyone had a great time.



Wednesday started with another new tradition, PrismHR Gives Back, which was initiated by two PrismHR team members, Jake Jordan and John Reynolds who wanted to find a way to give back to the local community. Their efforts actually started a year earlier when they came up with the idea to grow their beards and shave them off at this year’s conference.

Wednesday also featured all the breakout sessions, many of which were delivered by industry leaders and HRO professionals on topics including security, growth, best practices for moving to PrismHR, and much more.
Another highlight of Wednesday was Jay Acunzo’s keynote. Jay used some great stories to help attendees learn how to make the leap and transform their businesses from “me too” to something unique and exceptional. He shared stories of innovation and customer focus including Deathwish Coffee, and if you were there, you probably had a debate with your peers if a hot-dog truly is a sandwich or not. Both keynotes from Jay and Scott Klososky were noted to be the “best keynote” people had ever seen. We’re not really sure how both can be the best, but that speaks to how much attendees liked these overall. So we’re going to let those who had the opportunity to learn from these inspiring speakers decide who was better.


Wednesday night closed out with another fun networking event at Tequila Cowboy. Attendees even had a chance to ride the mechanical bull. Trust us, it’s much, much harder than it looks.



Thursday was the last day of the conference, and the morning kicked off in a big way, celebrating the best digital marketing in the industry. Congratulations to the winners from G&A Partners, Xenium and Syndeo.

Over the course of the day attendees dove deep into sessions to learn about how to be more efficient and plan for the future.

And as the day wound down, the anticipation became palpable. What would be shown at the Sneak Peeks to close out the conference? What was so cool that the PrismHR team was hyping it left and right? What was the team working on for the future that would cause spontaneous applause?

Let’s just say if you were there, the Sneak Peeks didn’t disappoint. And if you weren’t there, you missed a first-hand, earliest possible look at some of the amazing things that are actually possible with PrismHR today and will be possible in the near term future. Highlights of the Sneak Peeks included the new Data Retriever feature, making it fast and easy to get data you want into Excel. In addition, Location Services simplifies setting up new accounts, helps ensure proper taxes, and enables employees to make their own updates to addresses. These, in addition to the ability to create alerts and notifications that work in tools like Slack or even via voice in new products like Amazon Alexa, wowed everyone. And the other stuff shown wasn’t too shabby either - whether that was easier ad-hoc reporting with Informer 5, Multifactor authentication, or our vision to streamline and automate payroll, everyone left energized and excited for the future.



The conference then closed like it opened, with a powerful country song inspired by the PrismHR community. Thanks to everyone who spent time with us in Nashville - customers, partners, prospects, industry leaders. It was a great week, and we can’t wait until next year in San Antonio. (By the way, you can pre-register now and save!)

### PrismHR Expands the PrismHR Marketplace with Two New HR Technology Providers

JazzHR and FinFit broaden the PrismHR platform and extend how HR service providers can support small and midsized businesses
Nashville, TN ― June 13, 2017 ― Today at PrismHR LIVE 2017, the largest technology conference for professional employer organizations (PEOs) and administrative service organizations (ASOs), PrismHR announced the addition of two new partners to the PrismHR Marketplace: JazzHR, a recruiting software provider, and FinFit, a financial wellness program provider.



With over 20 years of experience in the field of human resources, PrismHR provides comprehensive software solutions for PEOs and ASOs. PrismHR helps those HR service providers save time, improve productivity, mitigate risk, and attract, win, and retain business more effectively than any other available solution.

“HR service providers that use PrismHR have told us they want to deliver additional technology solutions to small and medium-sized businesses,” said Mark Hausser, Senior Vice President of Sales and Marketing, PrismHR. “We are very excited to announce two new partnerships to make that possible. JazzHR provides advanced applicant tracking capabilities particularly well-suited for organizations that have more complex hiring needs. FinFit provides a great way for worksite employees to improve their financial health.”

“In order to maintain business growth, HROs need to continually offer a wider range of services to their clients. We’re committed to doing that in a number of ways, including new partnerships, and we are excited to welcome JazzHR and FinFit to the PrismHR Marketplace,” continued Hausser. “This allows our customers even greater flexibility to offer complete and tailored offerings to their clients, giving them the competitive advantage they need to achieve exponential growth.”

JazzHR has been helping HROs expand their services with its award winning applicant tracking system since 2009, designed to simplify and optimize hiring processes. "We’re excited about this new partnership with PrismHR,” said Kevin O’Brien, Vice President, Strategic Alliances, JazzHR. “HROs can now leverage PrismHR and JazzHR to provide their clients with world-class hiring solutions that generate more qualified candidates with collaborative recruiting features, simplify planning for new roles with JazzHR Crowd Insights, and ensure a compliant hiring process with a structured and integrated candidate experience."

FinFit’s Financial Wellness Program helps employees become better focused at work by providing emergency, short-term loans1 to employees at no cost2 to employers. Additionally, FinFit helps employees prevent future financial challenges by providing self-directed education and resources to improve financial fitness. FinFit has had a powerful impact on employers’ bottom line with up to 85% of employees being reported as being more productive after FinFit*. "We believe this new partnership between FinFit and PrismHR is a real win for HROs that use PrismHR. Now those HROs can offer their clients a way to improve employee focus and productivity by providing a way for them to get the financial help and education they need to reduce financial stress. This helps companies recruit and retain better talent, making FinFit a win for everyone." said Jennifer Creech, Senior Vice President, Partnerships, FinFit.
About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year.
About JazzHR
JazzHR is a powerful, user-friendly, and affordable recruiting software that is purpose-built to help growing SMBs exceed their recruiting goals. JazzHR's groundbreaking software replaces time-consuming, manual hiring processes with intuitive hiring tools that help recruiters and hiring managers build an effective recruiting process that results in great hires. To learn more about JazzHR, visit www.jazzhr.com or follow them at twitter.com/JazzDotCo.
About FinFit LLC
FinFit has grown to be the nation’s leading financial wellness benefit platform, providing a self-directed online experience that lets employees measure their financial fitness and provides fun, directed education and tools that drive real results. FinFit also provides affordable short-term loans that provide real-world help when it is needed most. FinFit has become a powerful way for employers to attract and retain talent by helping employees get their mind off their financial problems and back to work.

FinFit Loans are issued by Celtic Bank, a Utah-Chartered Industrial Bank, Member FDIC.
Media Contacts
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

JazzHR
Allie Kelly, Vice President, Marketing
888.353.0887 x719
allie.kelly@jazzhr.com

Finfit
Joseph Judt, Director, Marketing
757-802-4498
jjudt@finfit.com

----

FinFit Loans are issued by Celtic Bank, a Utah-Chartered Industrial Bank, Member FDIC
1 Loans are subject to credit approval.
2 FinFit's Financial Wellness Program which includes educational content, financial assessment. and financial dashboard, are free to registered members. Loans and other services offered may incur fees and/or interest. All fees will be disclosed prior to entering into any agreements.

*FinFit 2014 Survey

### PrismHR Expands Platform to Boost Efficiency and Insight for HR Outsourcers

Employee Self Service 2 improves overall user experience, and new offerings streamline access to data and knowledge for HROs
Nashville, TN ― June 13, 2017 ― Today, PrismHR, the leading provider of software for human resource outsourcing (HRO) service providers, announced new products and features that improve productivity and increase access to data for HROs and their clients.



With over 20 years of experience in the field of human resources, PrismHR provides comprehensive software solutions for professional employer organizations (PEOs) and administrative service organizations (ASOs). PrismHR helps those HR organizations save time, improve productivity, mitigate risk, and attract, win and retain business more effectively than any other available solution.

“PrismHR continually strives to improve user experience and to expand and simplify access to data and reports. And we are very excited to share these new solutions with the HRO community,” said Gary Noke, President and CEO, PrismHR. “HROs today require innovative approaches to business intelligence and user experience, and we are committed to delivering new capabilities in these areas on an ongoing basis.”

PrismHR Employee Self Service 2 (ESS 2) makes it easier for employees to access and interact with information including payroll, benefits, time tracking and paid time off. As mobile usage skyrockets, ESS 2 continues to optimize the experience for smartphones, tablets and other mobile devices. ESS 2 also enables HROs to extend their client’s brand into the experience and more effectively connect ESS with other services and applications.

PrismHR also continues to expand insight into data in the PrismHR Platform. In support of that initiative, PrismHR is announcing the availability of Cloud Data Courier. This new product helps organizations access their data from PrismHR so it be can be used to write reports or to mix PrismHR data with that from other systems. The Cloud Data Courier is designed for PrismHR cloud customers and provides an automated nightly copy of the entire PrismHR database for use with an HRO’s own IT infrastructure and reporting tools.

Additionally, PrismHR is previewing a new feature of the PrismHR Platform - currently called Data Retriever. This feature, currently in development, makes it easy for a service provider or a client manager to quickly select data fields for employees, companies, locations, and associated measures and then to export them into a spreadsheet for deeper analysis. The Data Retriever feature will be shown at PrismHR LIVE during the Sneak Peeks on Thursday, June 15, alongside many other innovations that are currently in development by the PrismHR team.

PrismHR is also improving access to information and learning in a number of key areas. These include:

 	A major update to the Customer Resource Center, coming this summer, that makes it easier to access knowledge base articles and support tickets as well as share product feedback.
 	Significant improvements to the PrismHR API and supporting tools, including new capabilities for interactive testing, validation and documentation.

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.
Media Contact
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

### Taking a Test Drive of PrismHR Manager Self-Service

In an increasingly competitive market, PEOs are always looking for ways to help differentiate themselves from competitors. Manager Self-Service gives PEOs an important advantage to set themselves apart by allowing clients to have unparalleled control over the software that drives their human resources functions.



Here’s how manager self-service technology works with your HR outsourcing services.



Manager Self-Service for HR Functions



Manager Self-Service allows you to leverage the software as a sales tool. It puts clients in the driver's seat so they can manage their most basic HR functions—something larger businesses may find very attractive.



You can set control standards based on your client’s wants, needs and priorities. Role-based security allows you to grant your client as much or as little access as they need.



Here are some examples of how manager self-service can be applied:




More sophisticated clients with dedicated staff may prefer self-service. The average client that has 20 to 50 employees may not see the need for Manager Self-Service. But a more sophisticated business with 500 employees will likely want more control. You could even split up functionality between divisions within these larger companies. For example, the East Coast would only have control over their region, while the West Coast would have the insight and control over the Western region employees. 



Clients can create unique access with role-based security for individuals in their company by removing access to specific tabs or fields. If the client wants a receptionist to be able to access employee records to find out birthdays or home addresses, but they don’t want them to see pay rates, you can set the system to accommodate that. 



You can set it up so a training manager can review employee certifications and renewal dates with no access to anything else.




Managers with different permissions will see a completely different dashboard from employees. The employee can access their W-2 information and reprint payroll stubs or other private information through the employee self-service portal, which is separate from manager self-service. But the manager can have your-eyes-only access to pay rates or annual review files uploaded to the system. 



Some clients prefer a hands-on approach to payroll. These clients can do their payroll from timesheet entry to final payroll approval through the manager self-service portal.



Flexible Customization for the PEO—and Their Clients



Competition demands flexibility and you get it with the PrismHR platform. The HR software can help you attract larger clients by responding to their demands with, “Yes, we can do that.” 



Through Manager Self-Service, your clients can have as much or as little control as you like. Different actions can be performed by the client or by you, depending on your specific needs. Every PEO-client relationship is different, and with Manager Self-Service you can easily customize your system accordingly. 



The whole point of manager self-service is that it provides options – no matter what industry your clients are in. It allows you to create a unique partnership with your clients, as you split their daily functions between their managers and your HR team.



Worksite Manager  



PrismHR’s Worksite Manager is the hub or homebase where managers go to approve payroll, manage their teams, etc. With the Unified Employee Experience (UEX) rollout in 2024, Worksite Manager has become much more intuitive with enhanced functionality.  The enhancements have made getting the information managers want to track and approve easy and efficient. The system will walk users through the various steps to remove the guesswork. Worksite Manager is stylish, modern and allows managers to drill down to get the information they need when or wherever they need it with the self-service functionality they need to do the job right quickly and easily on their own. 

### How Technology Can Make or Break Your Next Deal

If a large, profitable client opportunity comes along tomorrow, but they need a service provider who could process payroll for a lot of employees that live and work in different areas, would you be the right HR service provider for them?

The clients you can bring on are limited by your capabilities as an organization. Increasingly, your capabilities as an organization can be tied to the sophistication of your HR service provider software.
Adding Efficiencies: Why it Matters
To start with, many HR service providers do not have the technology to easily calculate taxes for employees who live and work in different locations. Therefore, many do not offer this service at all, and for good reason: Without the benefit of an automated solution, it can be really challenging to do this right. This is because:

 	Different taxes apply if you live and work in different states, or if you work in multiple states.
 	Some states have reciprocity rules specifically governing how much someone owes if they live in one state and work in another. These rules are often exceedingly complicated.
 	Some cities (e.g. San Francisco) have special taxes of their own.
 	If an employee moves during a pay period, the rules governing the taxes they owe may or may not change.
 	Payroll laws tend to shift. Across all state and local jurisdictions, small tweaks to these laws appear with some regularity. Ultimately, this affects your business.

With that in mind, whether you, as an HR service provider, can help a client who deals with these challenges depends on whether you have the technology in place to handle location-based tax accounting. The correct software makes this task easy to manage and enables you to provide an additional service for your clients.

Other forms of automation can also make your business more efficient. For example, worksite employees who need to pay child support (potentially to multiple people) can drain a lot of hours from your HR personnel if there isn’t an easy way to add automatic deductions. Automation can turn a problem client into just another client.
Scalability and Large Clients
If you want to support larger clients, you will need to be able to support a larger workforce. This, in turn, means your HR technology needs to be scalable and efficient to support larger clients and make servicing them as easy as possible. With cloud-based HR software you don’t have to worry about scaling your own IT resources to manage large clients, the software grows with you.
Is Your Technology Ready for Your Next Opportunity?
Like many industries, human resource functions are becoming more intertwined with technology. The services that HR service providers offer now heavily rely and often times are determined by the type of software they’re using. Do you have the tools you need to efficiently and profitably tackle the challenges ahead of you?

### Why Companies are More Likely to Work with an HR Service Provider with a Robust Human Resource Information System (HRIS)

HR service providers (including PEOs and ASOs) are evolving. In the past, they typically only partnered with small businesses, but larger companies are increasingly interested in the value they provide. In large part, this is because you, as an HR service provider, do a lot more than just process HR and administrative tasks.



In the eyes of your clients, you “come with” highly sophisticated tools for accomplishing complex HR functions. Increasingly, it’s a package deal. Today clients and their employees want access to more and more data and control in an employee HR portal, which often requires the latest technology.
Modern HR Software Adds Value
There are a number of ways that human resources software allows you to do more for your clients.
Location-based Tax Accounting
Different states and cities have different taxes. If an employee lives and works in different places, or if an employee moves during a pay period, then taxation rules can become exceedingly complicated. To handle this, you need a system to handle this automatically. Otherwise you may be forced to manage and update tax tables manually.
Compliance Issues
HR service providers understand how challenging it is to remain compliant with the ever-changing laws and regulations that surround HR functions and reporting - failure to do so can result in large fines, and significant damage to your reputation. With the support of modern human resources software, those reports are kept up to date so you don’t have to worry and it makes it easy to keep your clients compliant with the latest regulations.
Scalability
If you want to grow and handle larger clients, you need software that can keep up. Many HR service providers rely on a hodgepodge of different systems, with data stored in servers onsite.

This is a fine and simple solution for maintaining existing clients, but to take on a new, massive client, the time and cost it would take to scale can quickly become a challenge to get the new client up and running. Cloud-based software allows you to confidently say “we can handle it,” to even the largest of companies.
Think Long Term
Chances are, you are already using software of some kind to run your business. Perhaps several different types of software. After all, it’s impossible to run a business this complicated using a simple spreadsheet.

But are you using a system that is flexible, versatile, and agile to support your long-term growth? With every year, technology becomes more important to running your organization and to your clients. This will be a major factor in your success.

### The Benefits of the Telecommute: Another Way to Help Your Clients

Telecommuting or working remotely is continuing to gain popularity and is considered the new normal across many industries. For PEOs and other HR outsourcing service providers, it’s important to be aware that more workers expect to be able to work from home. It’s also important for HR service providers to share the benefits of telecommuting with their clients.



When discussing telecommuting with your clients, it will help to know how truly standard this practice is becoming. Here are some of the benefits and best practices to consider.

A recent Gallup poll says 37% of employees spend at least part of the week working remotely from the home office. Telecommuting benefits include a happier and more productive workforce, with fewer resources consumed in the office.

As a recruiting tool, telecommuting is huge benefit offered by employers to help attract top talent. As it becomes a standard practice for many organizations, more employees want to work from home – and more employees are expecting to have that option.
Consider These Telecommuting Benefits
In 2015 there were 3.7 million Americans working from home at least part of the time. It’s not too surprising to realize these employees love their workplace.

Forbes says you’ll be 87% more likely to enjoy your work if you do it remotely. Consider these statistics:

 	45% of telecommuters love their jobs.
 	38% of mobile employees –those who visit multiple job sites every day -- say they love their jobs.
 	But only 24% of office workers love their jobs.

In fact, people who work from home are about twice as likely to enjoy their work.

According to the Forbes survey, telecommuting benefits employers because remote workers are actually more engaged and productive than their traditional office counterparts. Employees say telecommuting is a big morale and motivational boost spurring them to work longer and harder than ever before.

Most of the employees who work from home seem to understand the great freedom and responsibility that comes from being a remote worker. They know that to achieve their goals they must be noticed for their work and they’re more than willing to put in the time. They recognize the benefits that include saving money and time by avoiding a long commute and the ability to live and work wherever there’s an Internet connection.

By enabling employees to work from home, employers can broaden their talent search to beyond their local area. They also save money on electricity and other office space expenses. But perhaps the biggest benefit is increased employee productivity; employees save time by not having to commute to the office and there are no more water cooler chats distracting the workforce from the job at hand.
Supporting the Remote Workforce
Perhaps the most important consideration for HR service providers and their customers just beginning to offer working remote is whether they are prepared to support the remote employee. Providing mobile human resource functions will make supporting remote employees of your customers much easier. This means enabling the remote employee to track time, view their pay stub, and access any other HR-related data via a mobile-friendly web portal.

Flexible work arrangements require flexibility in human resource systems. Having a web-based onboarding and benefits enrollment system will make orientation of new hires more efficient and secure. Rather than manually completing and sending onboarding forms, employees can quickly enter all the necessary information online. The web-based onboarding also ensures all necessary fields are completed, reducing potential back and forth between HR and new employees.

It’s important to be prepared for the complexities that come with supporting remote employees of your clients. When employees work in one location and live in another, payroll tax compliance must be managed correctly. Managing payroll, taxes, insurance, and other compliance issues are easier with HR software that can handle the variances that occur across local and state boundaries.

Including remote employees in the organization’s culture can be challenging for companies. If your clients are going to have remote employees, it’s important for them to be creative about including the remote workforce. Sending remote employees a lunch gift card when the company serves lunch or using video conferencing for team meetings will go a long way towards employee morale of the remote employees.

Helping your customers hire and grow their organization with remote employees will provide additional value and ultimately help you retain that customer longer. Employers and employees agree – telecommuting is here to stay and the benefits far outweigh the risks.

### Employee Self-Service: The Importance of Employee Self Service Portals

PEOs and other HR service providers are usually highly efficient when it comes to HR. But we also know how much trouble can be caused by a small breakdown in employee communications, such as a single e-mail lost in a spam folder. An employee self service portal keeps such issues from arising so that communications are as efficient as the other aspects of your HR services.
What is an Employee Self Service Portal?
Employee self service (ESS) is a feature that is available with most modern human resource information systems (HRIS), also known as human resource management systems (HRMS).
Once signed into their employee self-service portal, users can access human resources-related and employee-specific data such as benefits or taxes, which once might have required taking time away from their desk to visit the human resources or payroll department in person, to clarify simple issues.
Employees can also manage certain tasks such as checking their pay stub or submitting paid time off that the payroll manager or human resources manager would have done before the company's adoption of ESS.
Common Features of Employee Self Service Portals
Even though it may eventually require the approval of the payroll or human resources manager, employees can use the HR self-service system to quickly and easily change things like their home address, contact information, basic W-9 tax form information, or banking direct deposit. Putting the power of making simple changes into an employee's hands saves you and them time, which is always a good thing. Employees’ access to their company's ESS portal needs to be secure since it contains sensitive personal data used for payroll and other HR-related tasks.
The most fundamental features that organizations can expect in software for PEOs, ASOs, and other HR service organizations is the ability for worksite employees to request time off and receive quick approval.
And it’s not all about basic employee information such as payroll and time tracking. An HR self-service portal can also provide access to online training, important notifications, newsletters, and employee directories. The best self-service HR portals make life easier for worksite employees and managers alike.

Learn More About the PrismHR Employee Self Service Portal Solution for PEOs
Learn how PrismHR software can help your PEO deliver world-class HR services for your customers and their employees.
 Contact Us 

Easy Access for Employees, Anytime and Anywhere
With an employee self service portal, employees can access key personal data from their desktop, laptop, smartphone and tablet—with appropriate optimization, specific to each type of device—whether they’re in the office or in remote locations. The HR data availability is always the same, allowing employees to view basic personal HR information, earning statements, benefit summaries, or review and submit requests for leave.
Employees don’t need to make special requests to find out how much vacation time they have available or how much time they must use before the end of the year, in the event they can’t roll over time to the following year.
This type of instant access to information relieves stress for employees who can quickly check the information so they can start making necessary arrangements and return to their daily tasks and stay productive. This in turn helps employees feel more involved and satisfied with the process. ESS also prevents interruptions in the workflow of payroll and human resource managers.
Pros and Cons of HR Self-Service Portals
Obviously, an ESS portal takes time and money to set up. The good news is with PrismHR, there are things you can do to customize the look and feel of the HR self-service portal for the client, with their logo and colors, for example.
Like any effective investment in the efficiency of a company, eventually a good employee self service portal pays for itself in a few ways.
First, as mentioned, it reduces the amount of work that HR and payroll staff need to do to answer worksite employee questions, thereby allowing companies to reduce staff or redirect HR employees towards more important endeavors.
It also makes employees happier. Employees don’t want to spend a lot of their time on administrative hassles; they want to do the job they’re paid for. Reducing the time spent on minutia improves employee morale and productivity.
An ESS also allows for greater accuracy of transactions, by reducing the risk for human error and by automatically detecting certain types of errors. This ultimately can save a business money as well. The best self-service HR portals will do all of these things, improving the overall profitability of your business.
Employee Self Service Helps PEOs Win More Business
Offering an employee self service portal is an especially good fit for PEOs and other HR service providers.  
Small and medium-sized businesses and their employees want access and control over their HR-related data. Payroll and HR staff may not always be on-site to address questions right away, making an HR self service solution essential to managing tasks in a timely manner and without additional stress for employees.
With the right HR platform, PEOs and other HR service providers can provide the level of access their customers want and will help them win more deals and improve customer satisfaction.


 


Learn More About the PrismHR Platform for PEOs
Learn how PrismHR software helps PEOs deliver world-class HR services for your customers and their employees.
 Contact Us 
 


 

### HR Service Provider Software: When Are You Ready for PrismHR?

At what point should you move to a fully integrated platform for HR service providers? That’s a question that all PEOs, ASOs, and other human resource outsourcing (HRO) providers face at some point.

It’s possible you may be comfortable with business as usual or you may find competition encroaching on your market. Your clients may be clamoring for services that you currently do not offer. Or, growth may simply be a part of your entrepreneurial goals.


Whatever the backstory, you know it’s time to move beyond single-function applications and a plethora of spreadsheets to provide HR for your clients. At some point, those resources simply can’t help you provide the sophisticated services your clients are demanding - and that your HR service provider competition is starting to offer.
Turning Legacy Software into Scalable IT
As you well know, HRO providers focus on services that help clients handle complicated HR tasks. These organizations typically do more than just manage payroll, offering services that touch the full employment life cycle, from new hire orientation to retirement benefits. They literally improve human resources for their clients, taking them to a whole new level.

With these additional services comes added risk for the PEO. That’s why the majority of HR service providers now rely heavily on HR software for PEOs that helps manage complicated HR functions for multiple clients. This makes it easy to help clients remain compliant as new regulations are added and changed. In terms of organizational functionality, it’s a necessity, but best-in-class human resources software also helps lessen the risk inherent in simply doing your job.
How to Choose the Best Software for HR Service Providers
PEOs typically start with payroll, benefits administration, and HR software; this is commonly the most client-requested services. That software solution may serve them well for years until the workload grows unwieldy or clients start needing additional services. As they grow, small to mid-sized companies often look for an extra set of hands to manage HR activities beyond payroll and benefits.

The biggest mistake an HR service provider can make when considering HR software is to pick one subset of the HR services you provide and buy individual components from companies specializing in only that service; just payroll or just benefits or just…you get the idea. If your company has a growth strategy, it is inevitable that these specialized applications won’t be able to scale with or for your business, nor will they integrate seamlessly.

In a way, your staff will be accomplishing what they always did with spreadsheets, going from one to another, trying to master a wide range of applications, all requiring separate logins and with different user interfaces. You will inevitably struggle to get data from one application into the other application.

Today’s cloud-based HR software has evolved to handle soup-to-nuts functionality – from payroll software to time and labor, benefits enrollment, and employee onboarding, and much more. Yes, your staff will need to learn how the new system works, and get used to a new way of working. But once they get past this barrier, they will find that they can accomplish more tasks in less time, and you will definitely see new opportunities to offer new services that will meet client needs and make your service more competitive.

For that to happen, you will need HR software that:

 	Helps you and your clients remain compliant with applicable local, state, and federal regulations
 	Provides clients with a measure of control via self-service - for managers and employees - allowing them to manage daily functions
 	Has cloud-based scalability and services that can grow as your HR service provider grows
 	Is interoperable across HR functions with data that flows seamlessly between tasks. Imagine the money you’ll save by entering data just one time
 	Offers useful business analytics and reporting tools

If you’re struggling with a legacy payroll platform, you now have options. HR software has evolved and, if you choose wisely, one platform could help you achieve the success you’re striving for.

Related resource: The Key to HR Service Provider Growth: Business Agility

### HR Compliance: Be Prepared for the Surprise Audit with an HR Compliance Audit Plan

Depending on how prepared you are, an HR compliance audit can be a minor pain or a major pain. This article will help you prepare so your next human resources compliance audit is nothing more than a minor pain.
Why Preparedness Matters
HR compliance audits occur frequently. It’s probably an understatement to suggest that these audits can be a tiny bit stressful. Depending upon your level of preparedness, a surprise compliance audit could certainly ruin your week and potentially cost your company big bucks in regulatory fines.

These audits can occur every few years as part of a federal or state review process, or they can be triggered by a complaint. These audits can materialize at any time, so it’s important to stay prepared.

In this case, an ounce of prevention really is worth a pound of cure.
HR Compliance Audits: As if Tax Audits Weren’t Enough
Federal and state HR-related regulations governing the employer/employee relationship create extensive legal risks for companies of all sizes. Failing to comply with applicable laws and regulations could irrevocably damage your business. But you know that. The goal is to avoid the issues.

Some of the more common mistakes captured during an HR compliance audit include:

 	Data non-compliance for failing to keep sensitive employee records secure
 	Misclassifying exempt and non-exempt jobs. We expect there will be an upsurge in mistakes in this category; the law governing overtime and exempt versus non-exempt employees has changed recently. The pressure is on for changes in this area, though, so clean documentation is critical
 	Inadequately documenting employee performance. This is especially critical in the area of undocumented employee terminations that are based on inadequate performance. Protect your company and your clients by having clear-cut employee conduct rules and distinct workflows for documenting conduct violations
 	Non-compliance in attendance policies. For the same reason, having written policies that conform to regulations will help you avoid non-compliance in attendance policies
 	OSHA violations as high as $10,000 for failure to post safety notices in an office
 	I-9 form errors that can cost a company up to $1,000 per incident for failing to complete these forms properly
 	COBRA non-compliance

If you’ve started hearing the incessant ringing of a cash register drawer related to these regulations, you won’t be alone: 2015 saw U.S. employers shelling out in excess of $400 million in compliance fines.
Preparing for the (Eventual) Human Resources Compliance Audit
Here are some concrete steps for staying one step ahead of the next compliance audit:

 	Hire an external consultant to run an independent audit of your HR practices, including payroll and benefits. Correct any red-flag issues
 	Regularly conduct your own internal HR compliance audits, looking not only at compliance, but evaluating best practices and function-specific workflows
 	Create an HR Compliance Audit Plan Checklist across all human resource functions
 	Every quarter, check for any relevant legal updates, then revise and implement the new plan. Watch for industry-specific changes that could really throw a monkey wrench into your standard operating procedures and adapt accordingly
 	Lessen risk by using comprehensive human resources software that includes payroll software and benefits administration software which follows all state and federal compliance rules
 	Be familiar with the data you have, and establish a workflow for providing it quickly to auditors if needed
 	Work with your IT team to shore up or replace any outdated legacy IT systems that may create the possibility of a data breach
 	Create a disaster recovery plan that emphasizes redundant systems across human resource functions

Staying compliant with local, state, and federal HR rules is a full-time undertaking when small- and medium-sized businesses are increasingly challenged to do more with less. Clearly, the best answer when it comes to surviving an HR compliance audit is to stay ahead of the game via a proactive approach, recognizing it's not if you'll be audited -- but when.

### Making the Switch to PrismHR - Five Best Practices

Without advance planning, navigating the switch to a sophisticated HR software platform such as PrismHR can be frustrating. HR software implementation requires HR service providers to embrace big changes in their daily functions. While that change is imperative for streamlining business functions and achieving cost-saving efficiencies, it is still challenging.

When changing the software that is an integral part of your everyday work, there is no such thing as a stress-free implementation. The truth is that switching from legacy platforms, while an absolute competitive necessity, is like performing brain surgery:

 	Preparing for the big day will help make the actual event go more smoothly.
 	There’s big benefit that comes from short term, hard effort; the outcome is always worth it.

Here are some of the realities that we ensure our clients understand as we prepare for HR software implementation.
HR Software Implementation Best Practices
1. Establish a Dedicated Team
The first step toward implementing new software is the kick-off meeting. Establish an HR software implementation committee, with representatives from key departments, including accounting, benefits, customer care, human resources, IT, payroll, and risk management. The implementation committee should incorporate every department where the new software will have an impact.
Involve the committee in the initial demo of the software so they understand its benefits. Getting inter-departmental buy-in will be crucial to a smooth go live.
2. Establish Roles and Responsibilities
It’s imperative to get assistance in establishing roles and responsibilities. Set a rollout timeline, including who is responsible for each step. PrismHR provides a team of experts to help you through the process, including project managers, implementation consultants, data engineers, and an executive sponsor.
3. Manage the Change
Implementing technology affects employees and clients. If your internal departments aren’t embracing the functionality of the new software, then clients will be negatively affected. Involve internal teams in the implementation from the beginning; they will serve as software ambassadors, sharing with their department and clients the benefits of the software. The last thing you want is a group of employees dragging their feet; you need them to have a vested interest in the outcome because it is part of their daily work.
4. Don’t Skip the Discovery Process
The discovery process at the beginning of the implementation should include asking clear questions that will ultimately guide the process. These are a few of the questions that the PrismHR team asks:

 	What features did you like about the old system?
 	What features did you dislike?
 	What is your long-term business plan?
 	What are you doing now – and what reports do you envision?
 	Do you want to offer your clients a self-service option?

During the discovery process, your goal should be to define any gaps in the out-of-the-box product, and how those gaps might need to be filled with a different process or further discussions with PrismHR that could result in a proper workaround.
5. Prepare Your Clients
We recommend a multi-tiered client rollout. The discovery process should map out the number of clients, their complexity, and how the rollout should occur. If you have more than five clients, they should be distributed into rollout buckets. Instead of one massive go-live event, implement multiple smaller client segments, grouped by the services they receive, geography, size, or other defining characteristics. This creates a slow, steady approach allowing you to more easily handle the process. Building and configuring the system while training clients and troubleshooting is all handled methodically, which helps ensure that your staff won’t become overwhelmed.

### Fueled by Customer Growth, PrismHR Announces Record 2016 Results

HR service providers using PrismHR grew by 31% on average in 2016
Southborough, MA — January 6, 2017 — PrismHR, the leading provider of HR software for human resource outsourcing (HRO) service providers, including professional employer organizations (PEOs) and administrative service organizations (ASOs), announced that service providers that use PrismHR increased their worksite employee counts by an average of 31% in 2016. These results in turn, led to PrismHR increasing revenue growth by 59% from 2015 to 2016.



PrismHR recently surveyed HR service providers regarding industry trends and asked participants to share their changes in worksite employees in 2016. With more than 360 industry professionals responding, service providers using the PrismHR platform reported the highest 2016 growth rate of any software platform that serves PEOs and ASOs.

This worksite employee growth rate was a key factor in helping PrismHR increase revenue by 59% compared to 2015. In 2016, the company invested significantly in additional team members in engineering, operations and services as well as technical infrastructure to continually improve processes and customer experience. PrismHR’s growth was also fostered by new service providers joining the PrismHR family, as well as the adoption of new offerings including PrismHR Time and Labor and PrismHR Training.

“First, we’d like to congratulate the entire PrismHR service provider community. This growth is extraordinary, and truly shows what the combination of innovative services from our clients and PrismHR technology can do together,” said Gary Noke, President and CEO, PrismHR. “This collective achievement is a testament to the ongoing hard work of everyone on the PrismHR team and our customers. We continue to stay focused on delivering world-class software and services to help PEOs, ASOs and other service providers grow in 2017 and beyond.”

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
Jonathan Wall, Vice President, Marketing
PrismHR
508.747.7261 x 285
jwall@prismhr.com

### Taking the Pain Out of Benefits Enrollment

A recent NAPEO study shows that PEOs make it possible for their clients to offer retirement and other HR benefits, which is a big win for small companies trying to attract top talent. However, small and medium-sized companies still struggle with benefits administration and benefits enrollment. That’s one of the main reasons they use PEO services.

For a PEO, delivering benefits to all of their customers takes a huge amount of time and coordination. It’s complicated and stressful; and that stress is only multiplied by the volume of clients a PEO supports. That’s why the most efficient HR service providers leverage PEO benefits enrollment software.
Benefits Enrollment Software with PrismHR
PrismHR provides software for HR service providers, including PEOs and ASOs. Our benefits enrollment software makes setting up and delivering benefits to your customers easier, and it helps solve some of the most specific complaints employers have when dealing with benefits enrollment.
Open Enrollment
The customers to whom you provide PEO services may have varied and ever-changing needs when it comes to benefits enrollment. Whether they have employees in multiple states, specific plans only available to the executives, or worksite employees that don’t have access to a computer, it’s important that catering to these needs can be done with ease, efficiency and accuracy.

Employees often get frustrated with selecting benefits because it’s not easy to compare all of the various plans and options. Due to this, many say they weren’t prepared for open enrollment and try to make benefits decisions on the last day of enrollment, which makes a stressful process even more frustrating.

Solution: PrismHR allows PEOs to begin setting up open enrollment workflows and plans well in advance of the start of open enrollment. This enables your benefits team to be ready for the volume of customers you serve.

PrismHR benefits enrollment for worksite employees is completely mobile friendly. That way employees can select their benefits from any device that has an internet browser, from any location. Additionally, users can compare up to three plans simultaneously, making it easy to choose the best plan to suit their needs.
New Hire Onboarding and Enrollment
Every time a new employee is hired, HR must enter in all of the appropriate data required for company, tax, and benefits, if they are eligible. If there is a waiting period before an employee is eligible, there needs to be a way to notify the employee that they may select their benefits.

Solution: PrismHR's employee onboarding software empowers employees to take control of this process and enter their own data. This saves the PEO and the client manager time from having to track down new hire forms and ensuring it’s complete. And the employees’ data automatically flows from onboarding to benefits enrollment, making the entire process that much easier and seamless.
ACA Angst
Small and medium-sized businesses remain confused by the Affordable Care Act.

Solution: PrismHR has built specific calculations and reporting features that address the ACA and any other changing healthcare requirements. Compliance is assured: Our ACA compliance software verifies workforce status, measures if you meet the “large employer” criteria, checks for “9.5%" test, calculates the family rated plan option, and can provide your clients with a health care tax credit report for small employers – and more.
Benefits Enrollment Software for PEOs - PrismHR
HR service organizations who leverage a cohesive and integrated software solution streamlines their benefits enrollment, payroll processing, billing, onboarding, and other human resource functions. This will help your business stand out and grow in today’s crowded HR service provider market.

Learn more about the Advantages of Modern Benefits Enrollment.

### How Flexible Software Contributes to Revenue for PEOs

Flexibility in the business world means adapting to a changing market. Whatever HR software you are using for your PEO or HR service provider business, it must be flexible enough to shift with you, giving you the ability to go after new markets and offer new services -- or new ways to customize those services for new clients.

Let's take a look at some of the flexibility PrismHR software provides HR service providers. These features will help set you apart from your competitors – and it will do the same for your PEO business.
Hiring and Applicant Tracking Software
PrismHR software covers the entire employee lifecycle, from hiring to retiring. Starting with the hiring process, your clients can create job descriptions and automatically post to external job boards. Options include video interviewing, background checks, and even sending offer letters.

The applicant tracking software automates candidate questionnaires by weeding out applicants that don’t fit a specific profile. You can ask if the applicant has a particular certification, and if they don’t, the software archives that candidate into a different pool, and can automatically send them a “decline” letter.

If your customers are seeking to administer their own hiring processes, PrismHR allows it. The hiring module, along with payroll, time and labor, benefits, and other HR functions, are configurable for the PEO as the outsourced expert, or you can allow the client a do-it-yourself option. Best of all, when you hire a candidate through the hiring module, their information automatically flows to on-boarding and payroll, saving you the time and effort of double entry.

PrismHR becomes not only a tool for your PEO business but a way to up-sell clients by offering configurable and branded self-service portals.
Payroll Software for PEOs and Other HR Service Providers
PrismHR payroll for PEOs has processed more than a half-billion transactions. It dominates the PEO marketplace because of the ease with which you can configure each client’s experience.

One of the biggest concerns is payrolls that involve a multi-state workforce. PrismHR easily handles multi-state compliance. If an employee lives in New Jersey but works in New York, you won’t spend time researching reciprocity rules between states; PrismHR has it covered. PrismHR automatically calculates the appropriate taxes based on where the employee lives and works, and calculates taxes down to a local level.

PrismHR also alleviates several payroll headaches. Automatic payroll prenoting allows employees to verify their bank account information when they first enter in their information -allowing them to receive a direct deposit on their first paycheck. Without this system, the wrong bank account information could be submitted, which delays the process and could easily necessitate starting over. Furthermore, tax forms are automated and customizable, so that the process is just as easy if the employee is an I-9 freelancer from a different state or a full-time worker.

PrismHR provides you with the tools to remain compliant with the Affordable Care Act (ACA), including FTE calculations, the 9.5% test, and 1094 and 1095 form generators.
PrismHR Time and Labor
For PEOs, one login allows you to manage multiple clients all within one system. For your customers, one login allows access across multiple functions. The beauty of an integrated time and labor platform is that it makes other HR functions - like payroll - more efficient.
PrismHR software is cloud-based and optimized for mobile devices, enabling today’s workforce to access the information they need, whenever and wherever they need. Employees can clock in and out from their mobile device. The software features a geo-locator stamp that can verify they are onsite when clocking in. Clients can choose fingerprint scanning or card swiping, and use these methods to track employee location and automatically allocate job costing. Managers can monitor the dashboard from anywhere. PrismHR reporting functionality can be set up differently to suit individual clients.
Flexible Software: PrismHR
Human capital management is simply easier with PrismHR. PrismHR can streamline your daily processes and give you countless ways to satisfy a variety of your clients’ needs.

### PEO Risk Management: PrismHR Has You Covered

PEO Risk Management is an important consideration for your business. Consider an employer who has two separate facilities operating under separate business names but reporting taxes to a single Employer Identification Number (EIN). What if one person works 30 hours for each of the two businesses in one week? If not flagged and handled properly by the payroll system, the main company could be violating fair labor (FLSA) laws by paying someone to work 60 hours in a week, without paying overtime.

PEOs and other HR Service Providers have to deal with problems like these daily. Now multiply these stories by the number of clients you have – and their employees – and we’re talking about PEO risk management complexity that simply can’t be managed properly with spreadsheets or with programs not designed to accommodate all of these different variables.

In today’s complex world of HR compliance, it’s imperative to use software designed to limit your risk. Let’s look at some of the ways PrismHR has your back when it comes to managing risk for PEOs.
PEO Risk Management Challenges with Regulations and Client Customization
Sometimes it seems like there are more government regulations than stars in the night sky. There are approximately 38 million American workers who live and/or work across state boundaries and municipalities. About 4 million are currently serviced by PEOs and ASOs today, but all 38 million of them create the same compliance challenges for their employers. Staying compliant with all the regulations governing today’s highly mobile workforce requires software that is just as agile.

Here are some more of the PEO risk management scenarios that PrismHR's human resource software for PEOs, ASOs and HR service providers handles routinely:

 	Affordable Care Act (ACA) compliance. PrismHR helps you takes care of ACA forms 1094 and 1095, the large employer test, FTE employee identification, the 9.5% test, and more with our ACA compliance software.
 	PrismHR accurately automates the calculation of taxes for employees who live in one state but work in another. You can actually pay an employee in multiple tax jurisdictions within a single pay period on the same check – automatically.
 	PrismHR stops payroll management mistakes before they happen. For example, if you terminate an employee mid-month, the system will automatically collect the correct deductions so you don’t miss it.
 	Certified payrolls, minimum wage compliance, and calculations for trucking firms and unions: PrismHR is agile enough to handle all the ins and outs of these complicated industry rules, using drop-down menus and intelligent, flexible choices so you can customize for clients, situations, and special employee considerations.
 	PrismHR payroll software automatically “red flags” irregularities in timesheets or other issues affecting payroll, reducing risk and helping to create a reliable audit trail.
 	If a client is marked as a wire transfer, PrismHR keeps you from finishing payroll until you have received the wire.
 	PrismHR can be set to check max salaries. For instance, it will automatically alert you if someone who was supposed to be receiving a thousand dollars a week is accidentally set to receive a thousand dollars an hour.
 	PrismHR can retroactively enroll employees in benefits, automatically calculating what the client and employee owe and billing accordingly so benefits enrollment is a snap.
 	PrismHR stores all EINs for PEO clients in one database. A single client could have EE’s in multiple EINs for employees with different work comp amounts and different bank accounts. PrismHR makes it simple.
 	PrismHR can run reporting across multiple calendar years and EINs. All data is marked with a date, allowing information from years past to be easily incorporated into a single flexible system.
 	With an integrated solution, you have one login to access multiple client dashboards.
 	You can drill down to the individual employee pay level if you need to, or deductions and garnishments, and much more.
 	Your clients can use the employee self service portal to access the information they need at any time, all through a user-friendly dashboard.

These are just some of the ways PrismHR watches your back every day with PEO risk management that helps you serve clients in the most professional manner possible.

### Finding the Best Hiring Software for PEOs

As an HR service provider or a PEO, you are probably looking for “value adds” that will help your clients excel in their HR functions. One of the key value adds is making the hiring process easier for your clients, and having that function integrated in the portal they are already using for your services. 

The fundamental appeal of your HR services is taking the worry and risk out of HR processes. One of the most complicated and task-oriented parts of human resources starts at the very beginning: posting jobs, screening applications, hiring new staff, and onboarding. If you get this upfront process wrong, you’ll be mopping up a mess when it’s time for benefits enrollment.

The best hiring software for PEOs or HR Service Providers should be designed to improve these human resource functions. 
Benefits of Hiring Software
The National Association of Professional Employer Organizations (NAPEO) reports that PEO clients grow seven to nine percent faster than businesses that do not outsource human resources. When a company is growing, they’re increasing hiring to stay on top of new business. A hiring manager can quickly become overwhelmed with finding the right talent, fast.

Look for hiring software that works in two ways: first, the ability for your clients to continue to handle recruiting themselves, with the corresponding data integrated with your HR software system. Secondly, you should be able to handle distribution of job descriptions, candidate questionnaires, screening, and tracking on behalf of your clients. You should only need one login to manage multiple businesses.

The best hiring software allows your clients to add online job postings and manage their applicant tracking system. They should be able to post jobs on the web, job boards and social networks (including LinkedIn, Indeed and many more), communicate with applicants, hire great talent and easily onboard employees. By doing this in one system, your clients should be able to save up to 30% of the time it has previously taken them to bring on a new hire in the past. 

Another desirable feature is the ability to screen candidates via customizable questionnaires. The hiring software will automatically send the candidates the appropriate email, based on their responses. So, one candidate could receive a "ding" email and the other could progress to a phone interview -- automatically. Workflow-related configurations will allow you to customize appropriately to support each step of the process.

Everything should flow properly as the work is done, with no paperwork for your clients to physically handle. The new hire will simply receive an email inviting them to visit an online portal to complete electronic tax forms, read the HR manual, and set up benefits and payroll. It should be seamless, intuitive, and ensure compliance. The portal will flag any missing fields or stop the applicant from continuing until the proper sections are complete. If you’ve ever had to chase down an employee who was missing information on their new hire paperwork, you’ll understand how refreshing this approach is for your client. If the paperwork is incomplete and they’re audited down the road, fines and penalties could result. That’s why automating this process makes sense for your clients.

Of course, the data collected during the hiring and onboarding should flow through to benefits enrollment, time tracking and payroll, so you don’t have to worry about re-entering it. By integrating these processes, you'll reduce redundant tasks that waste time for you and your clients.
Hiring Made Easier
As a PEO or HR service provider, your job is to provide your clients a complete menu of outsourced HR options to help improve their business. If you haven’t added hiring software to your menu of services, you are missing a significant opportunity to help clients find better candidates, speed up the hiring process, and deliver a better candidate and employee experience. 

If you’re looking for the best hiring software for PEOs, we can help. Contact us today to learn more about PrismHR hiring software.

### Wage Analysis: 3 Ways HR Service Providers Can Help Their Clients with Competitive Wage Analysis

Competitive wages matter to employees.

If you are like most professionals who work for an HR service provider, such as a Professional Employment Organization (PEO) or Administrative Services Organization (ASO), you are always thinking about how you can help your clients improve the efficiency of human capital management (HCM) to run their businesses.   

One key area to consider is competitive wage analysis. Do your worksite managers know what they should pay their employees?  When their star employees are up for review, do they know if they are paying them the local market rate?

The answer more than likely is going to be a resounding “no.”  But it doesn’t have to be.  As a provider of HR services, helping your clients answer key questions like this can increase the value you deliver to them, and retain them for the long term.   


How Employee Wage Analysis Helps Your Business
Here are 3 ways competitive wage analysis can help your clients and your business: 

 	Employee Retention: If your clients don’t pay salaries competitively, based on an individual role and geography, then the likelihood that great employees leave is amplified, significantly. Competitive wages are a key part of employee satisfaction. Read more about employee retention strategies
 	Profitability: Making smart decisions about what employees are paid has major implications on the bottom line. And when you can help your clients use employee wage analysis to increase profitability, you build trust and boost your relationship with them
 	Growth: Showing your prospects how you can help solve a problem that should be top of mind for all hiring managers will help you cultivate opportunities and win new business 

Helping clients get access to information on competitive wages quickly and in an easy-to-understand, actionable format is simply a win-win scenario.
PrismHR's Integration with JuvodHR Makes Wage Analysis Easy
To make it easy for you, this employee compensation analysis capability is integrated in PrismHR's human resources software via our partner, JuvodHR.
By helping businesses page competitive wages to employees, you'll help them improve employee retention and profitability.

### Payroll Automation Software: Automating Payroll and Time Tracking for PEOs

Payroll automation and time tracking are at the heart of any human resources software for PEOs. These days, automated payroll systems must be cloud-based in order to provide the access-anywhere functionality that clients expect, and so PEOs can service clients effectively. That’s one essential requirement.

The other is that the payroll automation software automates as many functions as possible, so that the daily, weekly, semi-monthly, and monthly time tracking and payroll processing tasks can be completed quickly and accurately, and more payrolls can be run with fewer staff.
PrismHR's Payroll Automation Software
PrismHR Payroll is the best payroll automation software available to PEOs. Our payroll software is able to run multi-state payroll and taxes for clients and employees who work for different clients in different states, and can process multiple payrolls simultaneously.

Sometimes “automated” payroll systems means “inflexible” payroll systems. PrismHR has the flexibility to enable customers of PEOs to do as little as approving the payroll, or as much as entering timesheet data for each of their employees.

Various types of events can be set up differently for each client, and can be set up to run semi-automatically - in other words, they’re ready to run, the minute you approve them. In fact, clients can get a complete understanding of status and tasks at each stage of the payroll process.  This is something that just can't be achieved with outdated, manual payroll processing systems.


Fully Integrated Time and Labor
Payroll automation in the PrismHR software platform extends to PrismHR Time and Labor. PEOs, their clients, and their employees can track their time quickly and easily from time clocks, the web, and mobile devices. There is no need for manual time sheets. The time-tracking process is fully automated and integrated with payroll.

With PrismHR, everything happens in one system, with one login -- not just for the PEOs, but for clients too. Clients can run payroll reports and review time sheets in the same system. Worksite employees can view paystubs and submit time sheets all from one connected payroll automation software system.

A unified, integrated payroll system should also extend beyond just the payroll and basic timecards. PrismHR provides the ability for worksite employees to track time via the web, mobile app, and full range of clocks that include card swiping, and fingerprint scanning.

In addition, our payroll automation software lets employees submit and track PTO and leave within automated payroll systems. This information feeds directly into payroll, eliminating multiple steps and the possibility of data entry errors - and ensures that worksite employees are paid accurately and on time.

Check out more about PrismHR's Time and Labor Software and Payroll Software.

### PrismHR Details Operational Requirements to Support Small Business Efficiency Act (SBEA) for Certified Professional Employer Organizations (CPEOs)

Austin, TX — September 7, 2016 — At the NAPEO Annual Conference and Marketplace PrismHR, the leading provider of HR software for human resource outsourcing (HRO) service providers including professional employer organizations (PEOs) and administrative service organizations (ASOs), will share guidance on key operational and technology needs to support the current format of the Small Business Efficiency Act (SBEA).



PrismHR is a key participant in the NAPEO SBEA Operations Working Group. This group focuses on SBEA operational components including bonding and audit requirements, client service agreements, potential technology requirements and best practices for PEO certification. Group membership includes Craig Babigian, Executive Vice President, PrismHR and executives from the PEO industry.

At the NAPEO conference, Craig Babigian will deliver insight on the technology and reporting implications of the current SBEA regulations as well as some of the potential solutions to the complex business challenges PEOs and ASOs face.

“SBEA is extremely exciting for the industry, and PrismHR is honored to help guide NAPEO feedback to the IRS,” said Craig Babigian, Executive Vice President, PrismHR. “While these requirements may change based on our collective feedback, we are happy to share our current guidance and insight with the PEO community.”

To learn more about NAPEO and the SBEA, including the Certified Professional Employer Organization (CPEO) program, visit the NAPEO website.

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
Jonathan Wall, Vice President, Marketing
PrismHR
508.747.7261 x 285
jwall@prismhr.com

### PEO Software: Choosing the Best Software for Your PEO or ASO

PEO software is an important consideration for your HR service provider business.  No matter what you’re trying to accomplish, finding the right tool for the job makes a real difference in how quickly you complete a task. This is particularly crucial in the PEO and ASO industry; your entire business is designed around the software you use to deliver HR services to your clients.
If you don't pick the best software for your PEO or ASO it will have an adverse effect on daily operations, causing staff frustration and the potential loss of clients.
When you’re ready to begin your search for new PEO software solutions you will likely be inundated with sales pitches. Some of them may even be accurate. But prior to your first vendor inquiry, take the time to list and prioritize what you’d like to see in this new HR software. What are the key functional elements you must have versus characteristics that would be nice, but not mandatory? Also, think about the ramp-up; how will you go live internally and externally?
Before you’re overwhelmed with details, let’s take a methodical look at four key categories you should evaluate when looking at human resources software for PEOs and ASOs.
Software for your PEO or ASO: Features and Functionality
The best PEO software solutions integrate all platform features and functionality into one seamless workflow. Interoperability issues between multiple vendors will cause headaches for you, and your clients. Finding one vendor that covers all functions is definitely preferable to the alternative. Will your vendor-partner provide:

Hiring tracking mechanisms
HR administration
Time and attendance
Benefits enrollment
Mobile functionality
Onboarding
Payroll
Financial and HR reporting tools

Having one integrated PEO/ASO software platform will save you time by eliminating multiple logins and reducing the amount of redundant data entry.

Importance of User Experience in PEO Software Solutions 
A key consideration with any software decision is UX (User Experience), whether the user is your client or your employee.
Is the UI (User Interface) easy to understand and access? A clean, neat platform will be visually appealing and intuitive to use. Is the interface mobile-friendly? It better be; 64% of Americans use a smartphone and the number is growing. How does the platform view on a small screen?
Smartphone usability is particularly important when choosing a PEO payroll software solution. Letting your clients' employees enter time and labor needs to be as simple for them as possible, and mobile access allows them to do this easily regardless of location. PEO payroll software that integrates with time and labor tracking in a single system makes life easier for everyone involved.
Software that increases the speed and accuracy of your daily tasks ranks high on the list of “must haves” for most PEO and ASO software evaluations made by executives. Improving employee efficiency will have a real effect on your bottom line and your customers will be happier with the functionality of the platform.
Reducing the number of repeated manual steps along with robust automated features will save time and money. Make certain you choose PEO software that offers the flexibility of automated data transfer, allowing your benefits data to easily communicate with carriers such as insurance and 401K providers.
How to Select a PEO/ASO Software Company
Next, we must discuss some of the most crucial vendor characteristics to search for.
What kind of company is standing behind their software? What is their process for tracking changes in HR compliance? How will they update your software? How much lead time will you have for major upgrades? What is their process for additional training should your teams require it?
PrismHR works hard to eliminate the word “vendor” from the vocabulary of PEOs and ASOs. We believe that integration should extend beyond how you access PEO/ASO software functions, and that it also should describe the way the “vendor” interacts with your team. We’ve built our business on partnering with our clients to deliver the best PEO software solutions in the industry. We believe our business is an extension of your business.
To learn more about how to choose a PEO software company, check out our in-depth guide on this subject, “HRO Software Selection Guide for PEOs and ASOs.”

Or contact us to discuss what you’re trying to accomplish and see how we might help you meet your goals.
CONTACT US

### Benefits Enrollment You’ve Been Waiting For

Benefits enrollment, and more specifically open enrollment, is one of the biggest projects HR service providers undertake each year.

Getting hundreds or thousands of worksite employees signed up and enrolled in the right benefits in a month or less challenges even the most organized and talented HR service providers. Compounded by the increased complexity of benefit plans, individual client needs and regulations such as the Affordable Care Act (ACA), getting your customers’ worksite employees enrolled is not getting any easier. Or, is it?

The next generation of PrismHR Benefits Enrollment makes setting up benefits enrollment and open enrollment easy and efficient for you while worksite employees can quickly view, select and enroll in the benefits they want, from any device they choose.
Setup and administration is easier than ever
What used to take hours or even days to prepare and set up now can be done in a fraction of the time. Building a workflow can be completed in as little as a few minutes and additional tools make the process of preparing for open enrollment quick and simple.

Need to change a workflow but you don’t want the changes active until a future date? You can do that! Need to to make an adjustment to an active workflow? You can do that too. The changes can be seen as soon as the user refreshes their session.

With PrismHR Benefits Enrollment, testing and validating the enrollment process is now streamlined so troubleshooting backend logic no longer requires sifting through coding or engineering support. And complete versioning control enables you to make and track edits, prepare for future enrollment periods and more.

As part of the cloud-based PrismHR platform, benefits enrollment is integrated with your other PEO software modules, saving you and your team time.

Streamlined benefits enrollment for worksite employees
The intuitive interface lets worksite employees compare up to three plans at once, making the enrollment experience easy and painless. End users don’t need to download any apps, the benefits enrollment interface is browser based and completely responsive to the device they prefer. Whether it’s a laptop, desktop, tablet or a mobile phone, their experience is optimized for each device.



Send time based or event based notifications via email or employee self service message to worksite employees to keep them informed with the information they need to select the right benefits for them at the time you need.

Learn more about PrismHR Benefits Enrollment.

### It's time for PrismHR Time and Labor

As important as great technology for onboarding, benefits and payroll are to making an HR service provider (PEO or ASO) efficient, modern time and labor tracking may be one of the most important services a PEO or ASO provides to their customers.

It’s something that is critical to all small and medium sized business with hourly employees or where you need to track time effectively, and something that most clients touch every day. As such, integrated time tracking has been the one thing that PrismHR customers have been asking for to be added to the PrismHR Platform more than anything else.

HR service providers have told us want a way to bring payroll and time tracking together, to be able to process faster and more efficiently, by reducing duplicate data entry and lowering risk. You’ve also asked for a solution that doesn’t require different logins for different systems, and looks and feels consistent. And now the solution to those challenges is here - with PrismHR Time and Labor software.

If you currently use PrismHR Payroll, Benefits and HR, both your PEO or ASO and your clients can now take advantage of a consistent integrated time tracking experience. For your operations team, adding PrismHR Time and Labor makes setting up pay rules, and collecting and managing time entries is now faster and easier than ever. And for your clients, punching in or out can be done via a range of time clocks, mobile apps or as part of PrismHR employee self service.

Once you are set up, data flows seamlessly between PrismHR Payroll, Benefits and HR, and Time and Labor. Integrated data includes: employee demographic data, pay codes and cost centers, as well as PTO balances. And when your worksite employee completes their time entry, approved hours flow back to facilitate a timely and accurate payroll.

What if you don’t currently use PrismHR Time and Labor yet, and currently use HRPyramid or Apex? You can get started with PrismHR Time and Labor today, and take advantage of many of the capabilities discussed above, including a range of time tracking options for your clients, a flexible dashboard to get insight and to facilitate efficiency, and configurable options to handle almost any client’s unique time tracking needs.

And when you move to PrismHR, you and your clients will get access to a completely integrated solution. With one login, you can setup and manage time, and your clients can easily submit their hours, while the necessary data is syncing automatically between time and labor, payroll, benefits and HR.

If you are like most of your peers at other PEOs and ASOs, you are probably super excited about this because of how much time it will save you, and how much better your end client experience will be. To learn more, contact your account representative.

### PrismHR Adds Next Generation Benefits Enrollment and Integrated Time and Labor

The leading software for PEOs and ASOs announces platform expansion at PrismHR LIVE 2016
Las Vegas, NV — June 15, 2016 — Today at PrismHR LIVE 2016, PrismHR, the leading provider of HR software for human resource outsourcing (HRO) companies including professional employment organizations (PEO) and administrative service organizations (ASO), announced the expansion of the PrismHR Platform with the addition of next generation Benefits Enrollment and integrated Time and Labor.



“PrismHR LIVE is the largest technology conference for PEOs and ASOs, and attendance has increased more than 66% from last year,” said Gary Noke, President and CEO of PrismHR. “With nearly 500 people in attendance, we felt it was the perfect time to announce these new products.”

“PEOs and ASOS that use PrismHR are always looking for more ways to add value for their clients and increase their efficiency,” continued Noke. “Now with the next generation of Benefits Enrollment and a new offering for Time and Labor, we’re delivering additional ways to make that possible.”

The new Benefits Enrollment offering makes administering benefits for PEOs and ASOs fast and easy. The modern user interface makes form creation and customization more efficient than ever. HROs can streamline and automate the enrollment process for their clients of all shapes and sizes. HRO clients get a great user experience, with a modern, easy-to-use enrollment process, and their worksite employees can complete enrollment from anywhere with any device.

"The new benefits enrollment module is cleaner, more user friendly and delivers greater functionality,” said Gwen Lemming, Technology and Solutions Lead of Empower HR. “It makes the benefits enrollment process easy and smooth."

PrismHR Time and Labor is an extremely efficient and powerful time solution integrated with PrismHR Payroll, Benefits and HR. It provides easy to use time tracking from clocks, the web or mobile devices for PEO and ASO clients and their worksite employees. With seamless integration to PrismHR Payroll, Benefits and HR, PrismHR Time and Labor automates the time setup and tracking process and replaces manual time sheets.

"PrismHR Time and Labor is very easy for our team and our clients to use,” said Marilyn Conyer, President of SpiritHR. “It will save us time, improve accuracy, and provides a compelling new way to help small and medium sized business manage their labor.”

PrismHR Benefits Enrollment and PrismHR Time and Labor will begin rolling out to PrismHR customers during the summer. To learn more, please visit PrismHR.com.

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

### PrismHR and TimeClock Plus Announce Strategic Alliance

Partnership will bring integrated Time and Attendance to the PrismHR Platform
Southborough, MA — March 7, 2016 — PrismHR, the leading provider of cloud-based HR software for human resource outsourcing (HRO) companies including professional employment organizations (PEO) and administrative services organizations (ASO), has entered into a strategic alliance with TimeClock Plus, a leading provider of workforce management solutions for more than 27 years.



The partnership provides collaborative engineering and support to bring integrated time and attendance to the PrismHR Platform.  From biometric time clocks to mobile time tracking, the forthcoming solution will make it easy for PEOs and ASOs to offer the premier time and attendance solution to their customers.  With live data synchronization and a seamless user experience across Time, Payroll, HR and Benefits, HROs will easily be able to manage critical payroll related functions through a unified solution that removes complex and many times, inaccurate manual processing, alleviates administrative burden and reduces operating costs.

“As the leading platform for the HRO industry, our customers look to us for the most complete technology solution available.  A key component for a comprehensive offering is deeply integrated time tracking,” said Gary Noke, President & CEO, PrismHR, “Our customers have been requesting this for a while, and we are thrilled to partner with TimeClock Plus.”

“Small and medium-sized businesses love the power, scalability, and simplicity of TimeClock Plus.  Now, by integrating with PrismHR, HROs can bring those benefits to their customers while also reducing their own costs and saving time,” said Jordy Moorman, President at TimeClock Plus. “We are looking forward to helping HROs become even more efficient by connecting TimeClock Plus and PrismHR.”

Joint product development is currently underway, and PrismHR will provide additional details about the imminent PrismHR Time and Attendance release later this year.

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.

About TimeClock Plus
Developed by Data Management Inc., TimeClock Plus is available as a browser-based application suite and records employee hours for payroll while providing real-time labor reporting functions to more than 60,000 organizations worldwide. As a recipient of numerous awards. TimeClock Plus is a leading provider of time and attendance and workforce management solutions. For more information, visit www.timeclockplus.com.

Media Contact
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

### PrismHR Doubles Down on Customer-Focused Education & Training

New online training and upcoming conference, PrismHR LIVE, deliver more than 180 different learning opportunities with nearly 100 hours of training
Southborough, MA — February 22, 2016 — PrismHR, the leading provider of cloud-based HR software for human resource outsourcing (HRO) companies including professional employment organizations (PEO) and administrative services organizations (ASO), announced new training and education offerings that help improve productivity and increase profitability.



The new training offerings provide a core foundation for all PEO and ASO operations professionals who use PrismHR and deliver the efficiency and mastery that a growing HRO needs.
Online Training
PrismHR online training provides the essential knowledge HRO professionals need to be productive and efficient with the PrismHR platform. The role-based and self-paced online training enables users to learn the functions quickly and at each individual’s own pace and schedule. Additionally, the modular training includes skill-building exercises to validate knowledge as well as live Q&A sessions with PrismHR experts.

“Our customers have told us they want new ways that improve their productivity and have access to training resources year round.” said Michael DeLessio, Vice President of Professional Services and Support at PrismHR. “The new online training is the first and only role-based product training offering for HROs that delivers the required foundation for operational productivity.”

Online training courses include more than 125 lessons and 24 hours of content and are specifically designed for roles including: Benefits, Payroll, Accounting, System Administration/IT as well as Risk, HR, and Customer Care.
PrismHR LIVE Conference and Training
While PrismHR online training offers the required foundation for all HRO professionals, true efficiency and mastery of key operational areas that help your organization grow requires deep expertise in specific areas. The PrismHR LIVE 2016 Conference in Las Vegas from June 13-16 includes more than 40 exclusive classes and sessions that cannot be experienced anywhere else. These classes cover intermediate and advanced topics, as well as sessions that give PrismHR customers the chance to learn best practices from their peers and industry leaders as well as insight into future technology developments.

“This year, we are significantly expanding PrismHR LIVE to help PEO and ASO professionals connect with their peers, discover new approaches and solutions, and learn how to best solve complex HR challenges,” said Keith Knowles, Vice President of Marketing and Product Management. “Combining PrismHR LIVE learning opportunities with online training is the only way to ensure that you can stay abreast of the latest in this rapidly changing industry.”

Learn more about PrismHR online training and view a free training sample.
Learn more about PrismHR LIVE Conference and Training.

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit prismhr.com.

Media Contact
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

### PrismHR and MasterTax, LLC Form Strategic Alliance to Help Better Serve Clients

Southborough, MA — December 7, 2015 — PrismHR and MasterTax, LLC are pleased to announce they have entered into a new alliance agreement that solidifies plans for long-term integration and support for their mutual clients. PrismHR, one of the leading software providers for PEOs and ASOs, and MasterTax, one of the leading payroll tax software companies that supports over 11,000 federal, state and local taxes, have been working together to serve the PEO and ASO markets since 2001.



By using PrismHR and MasterTax, PEOs and ASOs can help save time and money by significantly reducing and automating the workload associated with payroll tax filing. Through the newly formed alliance, MasterTax and PrismHR demonstrate their commitment to providing long-term availability and integration between their two platforms. PrismHR and MasterTax will continue to provide competitive contract terms to their clients to promote this new alliance.

“MasterTax and PrismHR have been working closely together for almost 15 years,” said Bill Corwin, VP and GM of MasterTax. “This new relationship helps ensure we continue to deliver and support the integration between our two platforms for many more years to come.”

“Our customers continuously look to increase their operational efficiency through technology,” noted Gary Noke, President and CEO, PrismHR. “The collaboration with MasterTax is a key part of that productivity and we are excited to jointly bring this alliance to the industry.”

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

### Supporting Affordable Care Act (ACA) 1094-C and 1095-C

The Affordable Care Act (ACA) continues to be a major concern and challenge for many small and medium-sized businesses, leading them to seek help from PEOs and ASOs.

Beginning in 2016, the ACA requires 1094-C and 1095-C forms to be filed with the IRS, depending on the number of full-time equivalents (FTEs) in your client’s organization. Failing to do so could result in significant fines and penalties.

Our PEO and ASO customers often ask us how PrismHR supports 1094-C and 1095-C reporting requirements. Before we get to that, let’s review the purpose of forms 1094-C and 1095-C.
What is Form 1094-C?
Form 1094-C, Transmittal of Employer-Provided Health Insurance Offer and Coverage Information Returns, provides a summary of the coverage offered and employee enrollment. This includes a detailed account of your client’s FTEs, total organization headcount, the number of 1095-C forms to be filed and more.

Think of form 1094-C as a cover letter or a summary of all of the 1095-C forms.
What is Form 1095-C?
Form 1095-C, Employer-Provided Health Insurance Offer and Coverage, is a form delivered to the employee from the employer.

1095-C shows the coverage offered to the employee, lowest cost premium available to the employee, the months that coverage was available and more. All employees eligible for coverage (for one month or more), should receive 1095-C, regardless of whether they participated in the plan offered by the employer.
How PrismHR Helps with 1094-C and 1095-C Reporting
PrismHR helps you and your clients adhere to 1094-C and 1095-C reporting requirements. By applying historic benefits and employee data to your individual client’s configuration, PrismHR intelligently determines how to complete the 1094-C and 1095-C forms.

The flexible PrismHR approach allows you to apply changes at a global level and override those changes at a client level, where needed. And, if you have incomplete data within our HR platform, you can import and manually enter data to fill the gaps.

Once you have all of the necessary data, it is combined and placed into a destination file. From there, the platform automatically generates the 1094-C and 1095-C forms that you can distribute as PDFs or ship off to a third party print provider.

For more information on how PrismHR can help you support your clients with ACA, contact us.

### How to Choose the Right HRO Software for Your PEO/ASO

Whether you are just starting your PEO or ASO, or you’re an established HRO provider interested in moving to a new platform due to inefficiencies or limited capabilities, selecting the right HRO software is an important decision.
HRO software for PEOs and ASOs is a large investment and affects the day-to-day operations of your business and your customers. With the right platform and vendor, you will support and empower your staff and clients, driving efficiency and growth. However, choose the wrong software and your staff will be forced to perform error-prone tasks, reducing productivity and inhibiting growth.
For the complete guide on how to choose the right HRO software company, download the HRO Software Selection Guide for PEOs and ASOs.
With so many HRO software providers in the market today, where should you start? Here are four key areas that should be evaluated before selecting a PEO software solution:
1. The platform must support your services
Typically, software platforms consist of multiple products. For example, payroll software is a product that’s included in most PEO/ASO platforms. In the evaluation process, it’s important for the platform’s products, features, functions and design to align with your services and enable you to grow your organization.
2. User experience matters for your customers
Customer satisfaction and retention is critical to your success as a PEO/ASO. Obviously the customer service and support you provide are the main drivers of customer retention, but it’s also critical for your customers to have a pleasant and pain-free user experience when accessing the self service side of your HRO software technology.
3. Efficiency for your employees
The efficiency of your PEO/ASO team members is key to operational efficiency and growth. So it’s critical to choose the right software that supports your operations and sales efforts. You want to have flexibility in the platform you choose, so you can quickly bring on new clients, add new locations of existing customers and additional pay policies.
4. Vendor technology and infrastructure
Yes, features and functions are important, but the technology and supporting infrastructure of the platform and vendor are equally important. Outdated infrastructure technology can limit future enhancements and features.
It’s important to look for an HRO software company with a flexible, scalable and secure infrastructure, enabling the platform to scale quickly as your operation grows. Will the system still be able to support you in 5 years? Ask about some of the vendor’s largest customers.


Download HRO Software Selection Guidefor PEOs and ASOs

### 15 Minutes to Jobs: How to Help your Clients Find and Hire Great Talent

How to Help your Clients Find and Hire Great Talent
Many of the Human Resource Outsourcing organizations (PEOs and ASOs) we work with are always looking for new ways to add value for their small and medium sized-business clients and increase customer retention rate.
One of the most efficient and easiest ways to do that is to extend your HR platform offerings to add online job posting and an applicant tracking system. By making it easy for your clients to post jobs on the web, job boards and social networks (including LinkedIn, Indeed and many more), communicate with applicants, hire great talent and easily onboard, your clients can save up to 30% of the time it has previously taken them to bring on a new hire in the past. Plus, by sharing jobs across a wide array of online resources, you will increase the likelihood of finding the best possible candidate.
For your organization, when you use PrismHR Hiring software, you get built in alerts that notify you when your clients open and close jobs. That means you can expand and optimize your services, perhaps offering expanded recruiting services, for example. And you can reduce your risk. If a landscaper suddenly starts hiring roofers, the alerts help you get the insight you need to get out in front of workers compensation.
And the information captured in the hiring process flows through to the HR onboarding process, so you can make onboarding fast, easy and seamless for your clients, their new employees, and your team.
But don’t take our word for it. See what Kevin Davis from National PEO has to say how his organization uses PrismHR Hiring.
To learn more about how PrismHR Hiring can help you, contact us, or check out the recorded webinar.

### PrismHR Unveils New Sales and Marketing Acceleration Program for PEOs and ASOs

The PrismHR SEEDS Program Enables Teams to Boost their Technology Sales and Marketing Initiatives
Southborough, MA – September 10, 2015 – Today at the NAPEO 2015 Annual Conference & Marketplace in Phoenix, Arizona, PrismHR, the leading provider of cloud-based HR software for Professional Employment Organizations (PEOs) and Administrative Services Organizations (ASOs), launched a new program to help PrismHR customers market and sell PEO technology and services.



The new program, called SEEDS, provides tools to communicate the true business impact of PrismHR to PEO and ASO clients. SEEDS includes templated content, including datasheets and demos, to help market and sell PrismHR enabled services. SEEDS is open to all sales and marketing professionals and executives at any PrismHR customer.

“Our customers have asked for sales and marketing support and we’re thrilled to deliver the SEEDS program today,” said Gary Noke, President and CEO, PrismHR. “The launch of SEEDS is a first step to help our customers prosper, not through just great technology, but also through innovative programs that enables them to accelerate their growth. We’re devoting significant resources to this program and it is yet another example of our commitment to help our customers improve their businesses.”

“PEOs and ASOs are seeing increased competition for their prospects and customers, and how you position technology within the sales process is critical to winning new business,” commented Ray Dile, Principal, Pathway Strategies. “Every PEO can improve how they communicate the business value of technology, and this new offering will quickly become required education for PrismHR customers to help improve close ratios and acquire new customers.”

“SEEDS is a key resource to fuel our growth. We are experts in selling HR services, not technology,” noted Doug Snowman, President, Payplans and Benefits. “The content and resources from SEEDS will significantly streamline and simplify our sales and marketing, while also increasing its effectiveness.”

About PrismHR
PrismHR creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

### Keeping Your PEO Data Secure: PrismHR at the Security Seminar

This post details highlights of the “Cyber Security & Your PEO’s Operations & Finance” session at the NAPEO 2015 CFO/COO Seminar in Salt Lake City. Britt Landrum III from Landrum HR moderated the discussion and Gail Holmberg, CIO/COO of Tandem HR and Keith Knowles, VP Product Management and Marketing, PrismHR highlighted ways to keep your data safe.  You can learn more about PrismHR Security.
The Threat
When cyber thieves break into a computer system and access or steal data, it tends to make headlines these days.  Whether is the estimated $35 Million IT cost to fix the Sony hack, the 8.8 million BCBS members that were affected by the Anthem attack, or the recent Office of Personnel Management breach that exposed every single federal employee, cyber thieves are more active and bold than ever.

But you may be wondering what really happens in an attack like this and what the thieves are looking for.  Usually they are looking for email addresses, credit cards, social security numbers, addresses and health information that can either be sold to other cyber-criminals or used by the perpetrators in a phishing attack.  By using real data and having an unknowing suspect provide additional details, the cyber thieves can get access to finances, create fake identities, even issue false medical bills. And the more information the thieves can pilfer, the better.

In fact, Reuters notes that “Your medical information is worth 10 times more than your credit card number on the black market.   Stolen health credentials can go for $10 each, about 10 or 20 times the value of a U.S. credit card number.”   The key point here for PEOs is that it’s not just access to a credit card number or an email address that thieves are looking for.  With information about benefits plans, a criminal can get access to health information in a way that could be even more profitable for him or her than ever before.
Current state: What do you need to protect?
There are a range of laws and regulations on the state, local and industry level, along with requirements from your business that will steer you towards the right approach here and that data ranges from personally identifiable information, to proprietary information about your business.

For example, 46 states have data privacy laws that cover personally identifiable information including social security numbers, driver’s license, financial accounts and more.  Many of these laws require third party reviews, response plans and outline the implications of a breach, including communications and possible fines.
Proving it out and mitigating risk
If you are like most PEOs, you are using or planning to use a cloud-based human resources software solution to run your PEO.  But how do you know that the system your are using is secure?  There are a range of certifications and standards that help ensure the both the system and the people and company behind it are following proper procedures to minimize the likelihood of a security breach.  These include the following that you should look for when evaluating technologies:

 	SSAE16 (SOC 1, 2, 3) - These are audits delivered by  members of the American Institute of CPAs that verify that both systems and processes are detailed and that consistently followed.
 	ISO 27001 and 27002 provide requirements for establishing, implementing, maintaining and continuously improving an Information Security Management System (ISMS), and include hundreds of potential controls and control mechanisms.

It’s Not Just Your Data Center
You also need to be aware of and ensuring the security of a range of touchpoints, not just your work computers and your data center.   You need to make sure that you are protecting your data in the wild including email, file transfers, reports, user interfaces, and of course, the myriad of devices that access your system.
Protect and Monitor
When choosing a cloud based system, be sure to look for one that includes Web Application Firewalls, hardware that learns about your traffic, and stops things that don’t resemble your traffic.  Also be sure that the provider monitors ports, and constantly scans externally facing systems to make sure nothing is open that shouldn’t be.  Lastly, make sure that your provider has experts on staff that constantly monitor the system for possible intrusions, and can provide guidance and assistance on how to address them.

This is not something you should leave to chance. Doing it on your own, requiring your IT team to do places added burden and cost on your team, and frequently is outside their area of expertise.   You need to protect and monitor to secure your perimeter and constantly monitor for attacks.
Public vs. Private
You need to be aware of not only how you access your system from your office, but also how data is transferred within your datacenter, as well as how your cloud provider setups your data.

Consider a private network, as public networks allow others to listen for traffic and find exposed data.  By using a private network between your facilities and even within your datacenter, you can cordon off your data, and make it harder for thieves.   And you most likely will want to explore a private cloud vs. a public one.

A public cloud allows greater access to your data, whereas a private cloud, with private data separation reduces your overall risk.
Safe Application Code
If the code that powers the system you are using has issues, there could a security hole that allows thieves to get access to your data.   Make sure that you or your vendor is both penetration testing and application scanning.

Be sure to look for 3rd party, unbiased testing as well.   Put simply, continuously looking for deprecated, at risk code, at both the system and user level is critical to fend off attacks.
Physical Security
It’s not just your systems that you need to be worried about.  Keeping the data center facility secure is crucial too.  Be sure that you taking advantage of the following:

 	Keycard protocols, biometric scanning protocols, and around-the-clock interior and exterior surveillance
 	Access limited to authorized datacenter personnel—no one can enter the production area without prior clearance and appropriate escort
 	Background security checks for all with access to data center

User Security
How your users access the system, and the data they have access is also extremely important.   Look for a system that allows single-sign on, as this will be easier to control and maintained.  Additionally, having a system that allows you use both predefined and custom roles that govern who can see what data will be helpful.  This should cover access at the user level to fields, reports, menus and forms.

Lastly, in the future more advanced systems will make use of two factor authentication, moving beyond just a user id and password, and adding in a continuously changing code that is only available on something the user has in their possession, like a smartphone.   This combination of both something the user knows AND something the user has is currently one of the most effective ways to reduce unauthorized access to systems.
Encryption
Encryption is making information unreadable to anyone except those possessing special knowledge, usually referred to as a key (Wikipedia).  There are two main types of encryption to make sure you have in place:

 	Encryption at rest - Refers to data storage — either in a database, on a disk, or on some other form of media.
 	Encryption In transit - Data which is encrypted as it traverses a network — including via web applications, smart phone apps, chats, etc.

The presentation included a number of additional topics, including the need for a detailed disaster recovery plan and the supporting systems in place for disaster recovery, which we will discuss in a future blog post.

Clearly, there is a lot to think about to keep your business safe and most importantly to protect your customers.  Does your current PEO take care of all of this? Do you have the right expertise in place to ensure security?   If you aren’t sure about that or if you answered no, then it’s definitely time to get a demo of PrismHR.

PrismHR takes security seriously. Contact us today to learn more.

### PrismHR Spring 2015 Release Brings Innovative Dashboards and Growing Customer Adoption

New dashboards drive instant efficiency, ongoing process improvements and increased client satisfaction for PEO and ASO companies and their clients
Southborough, MA — June 8, 2015 — PrismHR, the leading software provider for Professional Employer Organizations (“PEO”) and Administrative Service Organizations (“ASO”), announced the availability of the PrismHR Spring 2015 release. The release provides expanded capabilities, including new dashboards, applicant tracking and more. Additionally, the company noted that there are eleven PEO companies live on PrismHR, within just three months of initial availability of the new PrismHR platform.



The PrismHR Spring 2015 release provides new dashboards to make it easy for teams and executives to quickly get a visual snapshot of key data and metrics, and then take action as needed. These new dashboards drive instant efficiency, ongoing process improvements and increased client satisfaction.

The Payroll Dashboard highlights payroll statistics, and features hourly payroll processing charts, including payroll by status, processor, clients, cost center and service type.  The Approvals Dashboard displays pending approvals, both overall and by client, and features charts of submitted and closed approvals, as well as those pending by role and type.

Additionally, the release delivers integrated applicant tracking.  PrismHR Hiring simplifies the process of posting jobs, receiving resumes, interacting with applicants, and streamlining the employee onboarding process.

“The PrismHR Spring 2015 release is just another example of how PrismHR is the clear choice for PEOs and ASOs looking to grow.” said Keith Knowles, VP Product Management and Marketing. “With rapid customer adoption well underway, both our current and new customers using the platform are moving faster than ever, and empowering clients in ways never before possible.”

About PrismHR
PrismHR -- formerly FW Davison & Company -- creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

### PrismHR Expands Platform, Adding Applicant Tracking to Streamline Talent Acquisition

PrismHR Live Customer Conference Attendance Doubles from Previous Events
Boston, MA — May 6, 2015 — PrismHR, the leading software provider for PEOs and ASOs, kicked off its annual customer conference, PrismHR Live, by announcing the expansion of the PrismHR platform to include applicant tracking. Additionally, the company cited ongoing market momentum as shown by a 100% increase in conference attendance. 



“We’re excited about helping PEOs and ASOs grow,” said Gary Noke, President & CEO. “We continue to see forward thinking PEOs looking to expand their services and offerings. By adding applicant tracking, PEOs now have another way to bring more value to their clients.”

PrismHR Hiring makes it easy for PEO and ASO clients to post jobs to the Internet as well as leading job boards and social networks including LinkedIn, TalentZoo, Craigslist, Twitter and Facebook.  Prospective employees can apply to jobs online and PEOs can automate and facilitate the interview and hiring process.  Data from placed candidates automatically converts to a new hire, initiating the onboarding process for payroll and benefits.

“By adding Hiring to the PrismHR platform, PEOs and their clients can now easily attract the best talent for open positions,” noted Keith Knowles, Vice-President, Product Management and Marketing.  “Business owners will now have an easy to use, integrated way to post jobs and manage communications with applicants.”

The four-day PrismHR Live 2015 conference and training event provides more than 40 educational sessions and opportunities for PEOs to learn how to get the most of PrismHR’s current capabilities and get a first glimpse of new offerings.

At the conference, the company also noted significant growth, increasing the customer base by more than 30% over the past year, and growing headcount by 70% in the past 18 months.   PrismHR also revealed plans to provide a dedicated set of resources to support and accelerate PEO and ASO growth and business development.

About PrismHR
PrismHR -- formerly FW Davison & Company -- creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

### FW Davison & Company Announces Name Change to PrismHR

PrismHR reflects commitment to customers, technology and resources with new cohesive brand strategy
Plymouth, MA — February 16, 2015 — FW Davison & Company (“Davison”), the leading provider of high-performance software solutions for the Professional Employer Organization (“PEO”) and Administrative Service Organization (“ASO”) industries, today announced that the company is changing its name to PrismHR.



“We’ve served the PEO and ASO market for the past 18 years and have seen our clients thrive on our platform,” said Frederick Davison, Founder and Chief Visionary Officer. “Today we’re excited to usher in the next generation of the company and our software platform, all signified by a single brand, PrismHR.”

The new brand is part of a cohesive strategy that reflects the company’s broader commitment to the service relationship of its customers and its customers’ worksite clients and employees through continued investment in technology and talent. This announcement is supported by the company’s continued growth and an investment by Accel-KKR fueling hiring and technology development and deployment.

“We’re extremely excited about launching PrismHR today,” said Gary Noke, President and CEO, PrismHR. “What this means for all HRO firms is that more resources than ever are hard at work creating great technology and services that will help them run and grow their businesses.” 

About PrismHR
PrismHR -- formerly FW Davison & Company -- creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

### FW Davison & Company is now PrismHR

It’s a big day here and we have a very exciting announcement to share with the world.  We’re changing our name from F.W. Davison & Company to PrismHR and we are launching our next generation software HRO software platform, also called PrismHR. We’re now using one brand for the company and products, all focused on helping HRO companies run and grow. Welcome to PrismHR. 

Last year was a watershed year for the company.  In September, we finalized an exciting new partnership with Accel-KKR providing us with resources to accelerate our investment in technology and talent in order to make our industry leading product and services even better.  Then at the end of last year we completed a limited production release of our next generation  HRO software, code-named “Vision”, and now just a few months later we have it up and running at several new customer sites. 

As such, the time is right to re-brand both our re-energized company and the next-generation platform under one name, PrismHR.  One company, one platform, serving the diverse needs of the entire HRO industry. 

If you are a current customer using HRPyramid, you probably are wondering what this means for you.  It simply means that you now get access to more resources than ever -  great software, services and people who are 100% committed to helping you run and grow your HRO business. Nothing else changes.  And if you aren’t yet a customer, we’d love to add you to the family.  So please have a look around and let’s chat about how we can help.

We’re looking forward to introducing you to the new PrismHR and hope you are as excited as we are. 

Gary Noke

President and CEO 

PS:  Frequently, change introduces a wide range of questions.  So, if you have a question about what this means for you, check out the questions and answers below.  If you have a question not answered below, drop us a note and we’ll get back to you asap.
FAQ
Why is FW Davison changing its name?
With the launch of our next-generation platform to help PEOs, ASOs, and other HRO organizations run their business and grow, combined with expanded technology and talent resources, it made sense to align all of this around one name for both the company and product. 
When does the new name, PrismHR go into effect?
We made this change starting on February 16, 2015.
What does the design of the PrismHR logo represent?
The unique service relationship that exists between our company, our customers, and our customers' worksite clients and employees is represented in the brand’s three-sided shape. The complex core functionality of our cloud-based platform is the fundamental component in this service relationship and can be seen at the center of the logo as a white three-sided triangle. Just as a prism breaks up light into individual spectral colors depending on the light's frequency, customers using our single source platform can offer a full spectrum of capabilities and services, custom tailored to meet their client's HR challenges.
What does this mean for current customers?
Very little changes. It simply means that when you move to the new platform, it will be called PrismHR. The company you historically have worked with, FW Davison, is now called PrismHR. Beyond that, nothing else changes.
What does this mean for future customers of PrismHR?
This new name signifies increased resources (both technology and people) to help HRO organizations grow and prosper. Beyond that, nothing else changes.
What happens to the HRPyramid product name?
The HRPyramid product name continues as the name of PrismHR’s legacy platform. Customers, their clients, and worksite employees will continue to see HRPyramid in URLs and other product related resources. 
Is the PrismHR platform an all new product?
PrismHR represents the evolution of HRPyramid to a 100% web-centric user experience. It includes the legendary payroll processing capabilities and access to historic data that HRPyramid has always delivered.
What was the ScorPEO product name?
ScorPEO was the name of the first Davison product for PEOs. It was rebranded HRPyramid in 2004. 

### Questco Selects Davison Solutions to Drive Business Growth

Plymouth, MA — December 5, 2014 — FW Davison & Company (“Davison”) announced that Questco, a PEO with over 12,000 worksite employees, has selected Davison solutions as its new operating software platform. Questco will move from its legacy system to Davison’s HRPyramid solution to streamline its core business processes, increase its service offerings, and better support overall business growth.



Questco offers a broad range of integrated payroll, HR and benefit outsourcing services using a PEO co-employment model to help its clients focus on core business processes, avoid compliance issues, and better manage workforce. As the marketplace becomes more competitive and the needs of its customers more sophisticated, Questco has been limited by a rigid legacy software system unable to support the increasing complexity of the company’s growing PEO business. Questco recognized that positioning its business for future growth would require replacing its current system with a more efficient, scalable PEO operations platform.

Questco selected Davison’s integrated cloud delivery platform HRPyramid, leveraging complex core functionality and multi-tenant architecture to facilitate payroll processing, benefits, billing and receivables, human resources administration, client and employee self-service, employee onboarding, benefits enrollment, and reporting. With HRPyramid, Questco will gain the operational efficiency, speed and flexibility it needs to scale operations, streamline processes and deliver improved services across its customer base.

“We feel we can move in lockstep with Davison,” said Tim Pratte, Questco’s Chief Operating Officer. “Davison continually enhances its software to leverage advancements in technology and keep pace with regulatory change, which is very important to our business and aligns with our desire to partner with a progressive company. For example, with ACA compliance at the top of everyone’s list right now, Davison has created an advanced set of tools that enable us to clearly and accurately report on wage and hour data, and provide the regulatory compliance our clients depend on us for.”

HRPyramid will give Questco’s clients more flexibility in reporting payroll, managing paid time off plans, and interfacing with other systems such as accounting, time and attendance, and applicant tracking.  Streamlining the functionality will save Questco’s customers much needed time, and allow them to focus on their core business.

“We are thrilled that Questco selected the Davison platform to fuel their growth,” said Gary Noke, president of FW Davison & Company. “With the efficiencies gained with HRPyramid, Questco can more effectively scale their business, enabling them to focus on growing their client base and adding new services for existing clients.”

About FW Davison & Company
FW Davison & Company creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

### Davison Receives Growth Equity Investment From Accel-KKR

Plymouth, MA — September 24, 2014 – F.W. Davison & Company (“Davison”), the leading provider of high-performance software solutions for the Professional Employer Organization (“PEO”) and Administrative Service Organization (“ASO”) industries, today announced that it has received a minority growth equity investment from Accel-KKR, a technology-focused private equity investment firm. The investment will be used by Davison to broaden its industry-leading cloud-based technology platform, HRPyramid, and expand its customer support and service operations.



“Over the last 18 years, we have built Davison into a leading player in the PEO industry by delivering a functionally rich and technologically robust product in HRPyramid,” said Frederick Davison, Davison’s Founder and Chief Executive Officer. “Our team is excited to begin this partnership with Accel-KKR, a firm with a long track record of helping great businesses accelerate their growth. This partnership enhances our commitment to the industry by helping us invest further in our platform capabilities and services to our clients.”

Davison plans to enhance product features, technology capabilities and the robustness of HRPyramid and particularly its next-generation SaaS version, which was released in beta earlier this month. With this version, Davison will provide an enterprise class offering with an intuitive browser-based user interface and strong capabilities delivered across devices and channels to its clients. This release will help its clients improve efficiency, and enhance the client user experience, even as it drives down investment in technological infrastructure for its clients.

In conjunction with the investment, Greg Williams, Managing Director at Accel-KKR, and David Cusimano, Vice President at Accel-KKR, will join the Board of Directors.

“We are excited to partner with the team at Davison to help accelerate their strategic plan and continue the company’s tradition of innovation and market leadership. We believe the launch of Davison’s new SaaS product will mark a new and exciting phase for both the company and its customers,” said Greg Williams.

“With Accel-KKR’s investment, Davison plans to expand operations and create a more efficient, dynamic and customer-focused organization that clients can rely on for running their businesses,” said Gary Noke, President of Davison. “Ultimately, Davison succeeds when its clients succeed, and that fuels Davison’s mission to not only provide rich functionality and a good customer experience, but to solve the client challenges it is uniquely positioned to do as a leading software provider to the industry. This investment helps Davison take another step in that direction.”

KeyBanc Capital Markets, Inc. served as the exclusive financial advisor to Davison on this transaction.

About FW Davison & Company
FW Davison & Company creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.

About Accel-KKR
Accel-KKR is a technology-focused private equity firm with over $2.5 billion in assets under management. The firm invests primarily in software and IT-enabled businesses well positioned for top-line and bottom-line growth. At the core of Accel-KKR’s investment strategy is a commitment to developing strong partnerships with the management teams of its portfolio companies and a focus on building value through significant resources available through the Accel-KKR network. Accel-KKR focuses on middle market companies and provides a broad range of capital solutions from minority growth investments to buyouts, recapitalizations, divisional carveouts and going-private transactions. The firm has offices in Menlo Park, Atlanta and London. For more information, please visit http://www.accel-kkr.com.

Media Contact
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

### Davison Releases Affordable Care Act-Specific Reports

Plymouth, MA – April 16, 2014 – With landmark changes here and on the horizon for healthcare in America, the roadmap to federal compliance can be a difficult one to navigate. The Affordable Care Act (ACA) has placed new requirements on employers, many of which require advanced reporting and calculations. When you consider the PEO/client relationship, those challenges become even more difficult to overcome.



Davison recently released several new reports for HRPyramid that are specifically designed to help PEOs (Professional Employer Organization) address the complicated and challenging requirements presented by the Affordable Care Act.

These “new reports” provide data and calculations specific to the unique employer-client relationships of the PEO and ASO industry, including:

 	identifying “large” employers
 	determining which employees are eligible for benefits
 	performing affordability calculations

“The passing of the Affordable Care Act presented many “unique challenges to the PEO industry”  and to HRPyramid,” said Craig Babigian, senior vice president of product management. “We have been proactive in overcoming these obstacles, and as a result we have added features to HRPyramid which will allow our clients to be more successful and efficient, while staying compliant.”

About FW Davison & Company
FW Davison & Company creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

### Davison Implements Industry Standard Net Promoter Score

Plymouth, MA – April 1, 2014 – FW Davison & Company, the leading provider of high-performance software solutions for the Professional Employer Outsourcing (PEO) industry, today announced its adoption and implementation of the Net Promoter Score (NPS) methodology. The announcement is consistent with Davison’s strategic direction to provide expert customer service and continue to align product development with the clients they serve.



Since its inception, NPS has become an industry standard methodology which seeks to measure the customer relationship with a simple question: “How likely are you to refer us to a friend or colleague?” along with an opportunity to provide explanation in a free-form response. A successful NPS program is not just in the measurement of the survey results, but in the associated discipline of the organization to act on the customer feedback to drive improvements and enable growth.

“It is important that while Davison continues to expand, we strengthen the existing relationships we have with our clients,” said Gary Noke, president. “Our reputation is everything. The NPS is one of the tools we have deployed, which provides our clients the opportunity to deliver feedback on a continual basis, and give us insight into the health of our business. By listening to and, more importantly, acting on input from the top companies in the PEO industry, we will create deeper relationships with our customers while driving innovation.”

By integrating NPS into its corporate culture, Davison is positioned to create stronger customer engagement and promote organic growth.

About FW Davison & Company
FW Davison & Company creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

### Davison Announces Organizational and Executive Leadership Changes

Plymouth, MA – January 15, 2014 – FW Davison & Company, the leading provider of high-performance software solutions for the Professional Employer Outsourcing (PEO) industry, today announced organizational and leadership changes designed to improve customer service and support its growth strategy.



To help the company navigate through these significant operational changes, Gary Noke has been promoted to president, previously vice president of corporate and business development. Frederick Davison, chief executive officer, commented on the announcement, “We are building a team of experience and strategic vision to ensure our new organizational structure supports our strategy to build innovative solutions and support our customers with world class service.”

Davison has appointed experienced and dedicated leadership in the areas of customer service, professional services, and quality assurance. Michael DeLessio joins Davison as director of professional services. With 20 years of experience leading and building professional service organizations, Mike is responsible for implementation, training and customization services. Steven Grinder joins Davison as director of customer service. Steve is responsible for building and improving Davison’s responsive customer service. Andrew Peace joins Davison as manager of quality assurance. With Andrew’s appointment, Davison has established dedicated resources to building and managing the quality of its innovative solutions.

In addition, the company announced several changes to its leadership structure. Frederick Davison remains as chief executive officer. Craig Babigian has been promoted to senior vice president, product; Scott Hastings has been promoted to senior vice president, operations; Lisa Davison has been promoted to vice president, human resources; David Wolverton has been promoted to the newly created position of vice president, strategic solutions; Adam Van Beek has been promoted to vice president, engineering; and Keith Knowles has been promoted to vice president, marketing and sales.

FW Davison & Company
FW Davison & Company creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

### Davison Accelerates Growth with Opening of New Office in Boston MetroWest

New office expansion enables FW Davison & Company to accelerate growth in software engineering, professional services and customer support.
Framingham, MA – January 8, 2014 – FW Davison & Company, the leading provider of high-performance software solutions for the Professional Employer Outsourcing (PEO) industry, recently opened a new office in the Boston MetroWest city of Framingham, Massachusetts, to accommodate rapid growth and leverage the area’s diverse high-technology talent pool.



In addition to the corporate headquarters in Plymouth, Massachusetts, the new office space doubles the office footprint and supports the company’s growth strategy. Davison’s recent acquisition of human capital management solution developer OpenNotus as well as the impending major re-release of its flagship product, HRPyramid, has accelerated the company’s growth and resource requirements.

“The decision to expand our presence into Boston’s MetroWest area was a logical step in our business growth strategy,” said Gary Noke, president. “The area is rich with diverse talent from well-known prestigious colleges and universities, as well as high-tech Fortune 500 companies. We have the opportunity to further expand staffing and capabilities in our software engineering, professional services and customer support departments, as well as increase our ability to service current and future markets.”

FW Davison & Company
FW Davison & Company creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.

Media Contact
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

### F.W. Davison & Company Acquires Software Developer OpenNotus

Plymouth, MA — September 13, 2013 – FW Davison & Company, developer of the HRPyramid enterprise system for the human resource outsourcing (HRO) industry, today announced that it has acquired privately-held OpenNotus, developer of cloud-based human capital management solutions.


“Several years ago, we partnered with OpenNotus to develop our employee onboarding and benefit enrollment automation products,” said Craig Babigian, Executive Vice President of F.W. Davison & Company. “Today, over 25% of HRPyramid clients use these products, indicating how integral they have become to the HRPyramid product line. The time was right to align strategies and accelerate development.”

Davison has retained the innovation of the OpenNotus team and is in the process of bringing on new resources to further refine the development and support of OpenNotus’ suite of products. OpenNotus’ “OnHRP” employee onboarding system enables companies to automate the capturing of critical new hire information, while at the same time, guide the new employee through the potentially complicated onboarding process. The “OnHRP” benefit enrollment product is a “self-service” tool that guides employees through the open enrollment process, and captures and passes data seamlessly into HRPyramid. The “Carrier Connect” benefit carrier file management bridges the gap between employers and insurance carriers by automating the transfer of employee detail records.

“Client-facing functions such as employee onboarding and benefits enrollment components have become a critical capability for HRO’s in recent years due to the outsourcing customer’s increasing demand for direct-touch access to the HRO’s HRIS (Human Resources Information System),” said Fred Davison, President & CEO of F.W. Davison & Company. “This acquisition will allow us to accelerate our investment in the industry, and bring other customer-facing capabilities to market, supporting our long-term strategy to be the leading enterprise HRIS platform for the HRO industry.”

FW Davison & Company
FW Davison & Company creates exceptional software and services, empowering human resource outsourcing service providers such as Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) to deliver world-class HR, benefits, and payroll to small and medium-sized businesses. PrismHR powers more than 80,000 organizations, delivering payroll, benefits, and HR to greater than 2 million worksite employees and processing over $55 billion in payroll each year. For more information, visit www.prismhr.com.

About OpenNotus
Founded in 2009, OpenNotus develops highly configurable SaaS-based human capital management solutions that automate benefits enrollment, employee onboarding and benefits carrier file management for a seamless information flow to and from human resources information systems (HRIS).

Media Contact
PrismHR
Jonathan Wall, Vice President, Marketing
508.747.7261 x 285
jwall@prismhr.com

### Employee Spotlight: Meet Gary Noke, Corporate & Business Development Director

We're proud of the team we've assembled here at F.W. Davison, from our support reps, programmers, and everyone in between.

Occasionally, we spotlight either a new employee - or long-time veteran - so you can get to know some of the extraordinary people who make up the Davison team.

---

Interview with Gary Noke, Corporate & Business Development Director

FWDCO: Describe your industry-related experience.

GN: I have spent the last 15 years in the SaaS software and human resources outsourcing industry.  The bulk of that time has been optimizing software offerings so that our clients can better handle the needs of their clients!

FWDCO: How long have you been with the company?

GN: I have been working with Davison as a client since 2005, as business partners with Bullhorn since 2011 and as an employee since the fall of 2012.

FWDCO: What is your favorite part about the job?

GN: Getting to that "aha" moment with our clients when we have been puzzling over complex challenges for some time.  Davison is so lucky to be a leader in an industry that actually matters a lot.  Smaller companies are the backbone of the economy and our PEO clients are making them more effective each and every day.  We are so proud to contribute to that success.

FWDCO: Who are your idols & why?

GN: Rough question but I will take the chancy path and just pick one.  It would be too easy to say Bill Gates or Warren Buffet as they are great businessmen and philanthropists but given recent events, I am going to select Salman Khan, founder of the Khan Academy.  He is humble, audacious, gracious, brilliant, and making a major impact in the world of education today.  Check out his site at www.khanacademy.org or watch his speech at the TED Convention in 2011 at www.ted.com.  


## Pages

### August 2025 Release

PrismHR August 2025 Release		Focus Areas: Operational Efficiency, Data Access, Self-Service Functionality, Integrations					
						
						
						
							Get the full scoop on all the August enhancements!		The August 2025 Release is scheduled to be deployed on the following days: 8/28, 8/29.Each month we release new features and enhancements across the platform to help you compete, operate efficiently, and expand opportunities to deliver value to your clients.Check out recently-delivered new functionality and enhancements in the May 2025, June 2025 and July 2025 releases.			August Release Highlights		Report Center: Data AccessBenefit Enrollment Dashboard for Plan Transparency: Quickly view which plans employees elected or waived and gain visibility into benefit configurations. This dashboard ensures accurate plan setup and delivery of benefit workflows.PrismONE ID Dashboard for Real-Time User Insights: See all users in the system and their PrismONE ID registration status. Launching August 27th, the dashboard updates data in real time and allows comparison of migrated users by type.Employee Portal: Operational EfficiencyStreamlined New Hire Entry for Managers: Managers can now enter a new hire’s Social Security Number and Date of Birth directly in the New Hire Dashboard, removing the need for employees to input this information themselves.			Check out the August update for each product:		Report Center | Payroll & HR | Employee Portal | Benefits Administration & Enrollment | API | Talent Management | ClientSpace | Compliance | Workforce Management					
						
							Report Center		August Focus: Data Access			Highlights		PrismONE ID Dashboard for Real-Time User Insights: See all users in the system and their PrismONE ID registration status. Launching August 27th, the dashboard updates data in real time and allows comparison of migrated users by type.Benefit Enrollment Dashboard for Plan Transparency: Quickly view which plans employees elected or waived and gain visibility into benefit configurations. This dashboard ensures accurate plan setup and delivery of benefit workflows.User Impersonation Controls for Streamlined Access: Enable admins to control which types of users their staff can impersonate. Released in late July, this feature is key for bringing Report Center to market for your organization.For more information about these enhancements, check out the release notes.			Payroll & HR
		August Focus: Operational Efficiency, Self-Service Functionality, UI/UX			Highlights		Flexible Start and Stop Dates for Bundled Billing Rules: Improve control over billing with new options to set start and stop dates for bundled billing rules. This update enables proactive configuration before activation, ensuring smoother rule execution.Payroll Calculation Warning for Zero Net Vouchers: Reduce payroll errors with a new warning that flags vouchers containing gross wages but zero net pay. This helps users quickly identify potential issues that may require review.Streamlined HPE Data Import for Roth Catch-Up Compliance: Support Secure Act 2.0 requirements with simplified data imports for Highly Paid Employees. The update makes it easier to identify employees exceeding $145K in prior-year compensation and update records for Roth catch-up contributions.For more information about these enhancements, check out the release notes.					
						
							Employee Portal		August Focus: Operational Efficiency, Self-Service Functionality, Security			Highlights		Streamlined New Hire Entry for Managers: Managers can now enter a new hire’s Social Security Number and Date of Birth directly in the New Hire Dashboard, removing the need for employees to input this information themselves.Accurate Time Tracking for Salaried Employees: When managers manually enter hours for a salaried employee, the system now prompts to automatically reduce default pay code hours, ensuring accurate totals and simplifying adjustments.More Inclusive Dependent Gender Options: Employees can now select “Declined to State” or “Non-binary” as dependent gender options, aligning with System Parameter settings and supporting more inclusive data collection.For more information about these enhancements, check out the release notes.			Benefits Administration & Enrollment		August Focus: Operational Efficiency, Data Access			Highlights		Benefits AdministrationRedesigned Group Benefit Plan Form for Easier Navigation: Work more efficiently with a reorganized Group Benefit Plan form that improves field flow, adds collapsible sections and removes deprecated OnHRP fields.Modernized Lookup Selectors Across Benefits: Save time with updated lookup selectors that now use a modern, streamlined design for easier selection and improved usability.Benefit Utilities Update for Orphaned Records: Maintain cleaner data with new utilities that address orphaned records caused by deleted relationship codes.Quick Access to Benefit Rules Import Sample File: Simplify setup with a direct link to the import header file when creating benefit rules—making it easier to format and validate data before upload.Expanded Dependent Gender Options: Support more inclusive benefits administration with a dropdown that now reflects Gender Options configured in System Parameters.Benefits EnrollmentExpanded Dependent Gender Options in Enrollment: Ensure consistency across the platform with a Dependent Gender dropdown that now reflects Gender Options configured in System Parameters.Decision Support Integrations for Smarter Benefit Choices: Simplify enrollment decisions with new integrations to Healthee and Nayya. Employees receive personalized recommendations and education to make selecting benefits easier and more informed.For more information about these enhancements, check out the release notes.					
						
							API		August Focus: Operational Efficiency, Data Access			Highlights		Enhanced API Security for Manager and PTO Approver Data: Strengthen user data protections with support for manager and trusted advisor security settings, now extended to manager and PTO approver roles.NAICS Code Descriptions Available via API: Access clearer business classification details with the addition of NAICS code descriptions in CodeFilesService.getNAICSCodeList.API Access to Client Retirement Plan Information: Easily retrieve retirement plan lists, including start and stop dates, using ClientMasterService.getRetirementPlanList.Expanded API Fields for Greater Flexibility: Leverage new fields across client benefit plan setup, group benefit plans and client details to support broader data management needs.For more information about these enhancements, check out the release notes.			Talent Management
		August Focus: Operational Efficiency, Self-Service Functionality			Highlights		Multi-Step Applications for Flexible Candidate Workflows: Capture missing information with new multi-step applications that can be sent outside the standard hiring process. Recruiters can track application statuses directly in the candidate list, while completed forms are stored in the candidate’s document section for easy access.For more information about these enhancements, check out the release notes.					
						
						
							ClientSpace		August Focus: Self-Service Functionality, Performance and Stability			Highlights		Disclaimer Acknowledgement in Benefit Plan Manager: Add an extra layer of compliance with new disclaimer acknowledgements in Benefit Plan Manager. Clients must confirm by selecting a checkbox before proceeding, giving SMBs more control over disclosures.Graph API Transition for Email Integrations: Prepare for Microsoft’s IMAP deprecation with a transition to Graph API for email account processing. The Professional Services team will guide clients through the migration to ensure a smooth update.Contact Type Recipients in Email Templates: Improve client communication with the ability to send emails to contacts by type, such as “Owner.” This enhancement ensures all active SMB contacts receive relevant updates automatically.For more information about these enhancements, check out the release notes.			Compliance		August Focus: Operational Efficiency & Compliance			Highlights		Registered Apprentice and Journeyworker Designation for WH-347 Reporting: Improve compliance reporting with updated WH-347 functionality. Employers can now designate employees as Registered Apprentices or Journeyworkers, with integration into the updated WH-347 coming in a future release.Expanded EEO Ethnic Codes for More Accurate Reporting: Better align with federal reporting standards with a new EEO code category for Middle Eastern / North African. Updated code descriptions also provide clearer alignment with official EEO categories.Granular Control of Non-Cash Fringe in Gross Wage Calculations: Gain flexibility in wage reporting with new options to include or exclude non-cash fringe pay codes. Global configuration now allows exclusion from gross wages, while individual codes can be marked to display on check stubs as needed.Global PTO Adjustments for Mid-Plan Year Enablement: Ensure accurate accrual tracking when enabling global PTO mid-plan year. Posted vouchers will be accounted for during the next payroll calculation, preventing misalignment without retroactively changing prior accruals.For more information about these enhancements, check out the release notes.					
						
							Workforce Management
		August Focus: Operational Efficiency, Integrations			Highlights		SSO Login Without Welcome Email: Enable employees and managers to access Workforce Management through the PrismHR Portal without requiring a welcome email. This update simplifies login with Single Sign-On (SSO), while mobile users will still need an email invitation to register.Enhanced Syncing for Manager Assignments, Divisions, Projects and Hours: Simplify setup with new syncing options for Manager and PTO Approver fields from PrismHR to Workforce Management. Users can also auto-sync Divisions and Projects as Groups, benefit from nightly backups and sync hours as weekly totals instead of daily.Employee Proposals for Missed Punches: Make correcting missed punches easier with employee-submitted punch proposals. Employees can suggest missed times directly in the Portal, with manager approval required to finalize changes.For more information about these enhancements, check out the release notes.					
						
							Final release notes will be available at the time of the release in the Customer Resource Center.					The PrismHR Customer Support Team

### Payroll & HR Administration

PrismHR Payroll & HR Administration		Streamline Your Payroll and HR Administration, Boost Efficiency and Drive GrowthEmpower your team with software that scales effortlessly, reduces labor costs and delivers exceptional client service.PrismHR Payroll & HR software revolutionizes payroll processing for HROs by offering unmatched scalability and efficiency.								
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							Alleviate Your Biggest Payroll & HR Challenges While Driving Success 																															Navigate Payroll Complexity
		Simplify complex payroll and HR administration, from tax management to PTO and garnishment processing. Achieve accuracy with minimal effort.																													Scale Without Increasing Costs
		Scale your payroll capacity without adding staff by processing high volumes easily, so you can confidently help your business grow. Gain operational efficiency without compromising accuracy.																													Enhance Compliance and Security
		Safeguard sensitive data and gain peace of mind with role-based security features. Increase compliance and confidentiality at every level.					
						
						
						
							Hear From Our Clients
		“PrismHR’s really helped us shine, and we now are seeing a lot of system enhancements, such as Report Center, a new SuperBatch as well as just little day-to-day changes that are starting to update within the system, and it really allows us to become more efficient on our end.”Marie EllisSenior Director, Payroll Services - Sequoiahttps://vimeo.com/952729916/c4c46376b3					
						
						
						
							Learn how PrismHR Payroll & HR software helps you scale your business effortlessly while ensuring accuracy, compliance and data security.										
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									Efficient, Flexible and Accurate Payroll & HR Software 					Efficiency at Scale
		Handle more clients and run payroll faster while minimizing labor costs and maximizing productivity.					
						
																																			
						
																																			
						
							Unmatched Flexibility
		Customize settings for optimal control over payroll processes—from Automated Clearing House (ACH) debits and direct deposits to deductions and reporting.			Reliable Accuracy
		Minimize errors with automated workflows and accurate calculations for payroll and tax reporting.																															
							Unlock the Power of Scalable Payroll Processing and HR Administration
		PrismHR software is designed to grow with you, delivering efficiency, flexibility and peace of mind. Discover how you can streamline operations and expand your business without compromise.								
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### Benefits Administration

PrismHR HCM Benefits Administration 		Simplify, Automate and Manage Employee Benefits ConfidentlyPrismHR HCM Benefits Administration delivers the precision and flexibility administrators need to manage programs of any complexity.Built-in compliance safeguards, granular access controls and pre-launch testing helps ensure accuracy, security and confidence.								
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							Modernize Benefits Administration with Accuracy, Flexibility and Efficiency							
								
									
							Unified Benefits Management 						
					
									
						Unify every benefits program on one platform. From traditional coverage and spending accounts to retirement plans and unique employee offerings, the system scales to support them all. Manage current-year benefits and annual enrollment side-by-side, keeping plan years organized and easy to navigate. 					
								
									
							Automation Where It Matters 						
					
									
						Let the system handle the heavy lifting. Automated enrollment windows, eligibility rules, Evidence of Insurability requirements and recalculations ensure accuracy and minimize manual intervention—freeing administrators to focus on strategy instead of repetitive tasks. 					
								
									
							Configurable Without Limits 						
					
									
						Configure even the most complex plan designs with ease. Flexible templates and intuitive workflows streamline setup while supporting the unique rules and requirements of every client. 					
						
						
							Discover how our all-in-one solution can simplify your benefits administration and deliver accuracy at every step. 										
									Get Started 
					
									Secure, Streamlined and Compliant Benefits Administration for Your Business 					Advanced Data Security 		Safeguard sensitive information with advanced encryption, robust security features and user-level access controls—delivering flexibility without compromising protection.					
						
																																			
						
																																			
						
							Smarter Benefit Setup 		Configure and test plans directly in the system with guided templates and workflows. Validate elections and rules before going live—without the need for sandboxes or compromising existing data.			Automatic Compliance Updates 		Stay compliant with automatic updates to IRS contribution limits and age-based imputed income rates—ensuring accuracy without manual effort.																															
							See how PrismHR can help you achieve secure, compliant and efficient benefits administration for your business. 										
									Schedule a Demo

### Benefits Enrollment

PrismHR HCM Benefits Enrollment 		Reinvent the Employee Benefits Experience with Simplified, Automated and Confident EnrollmentPrismHR HCM Benefits Enrollment provides employees with a guided, confident path to selecting their benefits. Automated rules—from eligibility to IRS limits—help ensure they see only the options that apply to them.Intuitive navigation and built-in coverage details make it easy to explore plans, compare choices and complete enrollment with confidence.								
									Get Started
					
						
						
							Enrollment Made Clear, Accurate and Employee-Focused							
								
									
							Employee-Friendly Benefits Enrollment						
					
									
						Complete elections, assign dependents and beneficiaries and upload supporting documentation with ease. Enforce enrollment windows and permissions automatically to reduce manual intervention while keeping administrators in control when oversight is needed. 					
								
									
							Built-in Compliance Confidence						
					
									
						Apply IRS limits automatically to keep employee elections compliant and enforce eligibility rules so employees only see plans and costs that apply to them. 					
								
									
							Lead Employees Through Enrollment 						
					
									
						Guide employees through each choice with step-by-step navigation while clearly communicating coverage, costs and pending requirements. Provide built-in comparison views to make evaluating multiple plan options easy, helping employees make confident, informed benefit decisions. 					
						
						
							Learn how PrismHR HCM Benefits Enrollment empowers employees with clear guidance, accurate compliance and the ability to manage life’s changes anytime. 										
									Get Started 
					
									A Flexible, Secure and Fully Integrated Benefits Enrollment Solution 					Tailored Workflows 		Customize benefits enrollment processes to meet the specific needs of your organization, ensuring a smooth experience for employees and HR teams.					
						
																																			
						
																																			
						
							Unmatched Data Security 		Protect sensitive employee data with robust encryption and secure storage, which helps ensure compliance with privacy regulations.			Seamless PrismHR Integration 		Reduce errors and simplify administration with automatically synced benefits elections to PrismHR’s payroll and HR systems.																															
							Reimagine Your Benefits Enrollment Process With PrismHR  		Empower your HR team with a streamlined, efficient and secure benefits enrollment process.								
									Schedule a Demo

### Manager Self-Service

PrismHR Manager Self-Service 		Empower Managers to Drive Team Success With Easy HR AccessStreamline approvals, enhance team management and improve overall productivity with a modern, user-friendly platform.PrismHR Manager Self-Service enables managers to efficiently oversee their teams by providing secure access to critical HR information and tools.								
									Get Started
					
						
						
							All-in-One Manager Portal for Streamlined Team Management							
								
									
							Access Anytime, Anywhere 						
					
									
						Empower managers with secure, on-the-go access to essential employee information, performance insights and HR tools from any device, anytime. 					
								
									
							Streamline Approvals 						
					
									
						Simplify time-off requests, timesheet reviews and other key approvals with an intuitive, easy-to-navigate interface designed for busy managers. 					
								
									
							Enhance Team Management 						
					
									
						Enable managers to efficiently track and manage employees’ time, schedules and tasks, ensuring teams stay aligned and productive. 					
						
						
							Learn how to gain real-time insights, simplify workflows and support team success—all from PrismHR’s centralized, mobile-friendly solution. 										
									Get Started 
					
									Secure, Accessible and Efficient Manager Portal 					Simple Approvals Workflow 		Reduce administrative burden with user-friendly approval process for time-off requests, expense reports and timesheet approvals.					
						
																																			
						
																																			
						
							Mobile Access 		Manage teams on-the-go with mobile-friendly functionality, which helps ensure productivity from any location.			Secure, Role-Based Access 		Protect employee privacy while granting managers access to the information only they need, enhancing security and compliance.																															
							Transform Manager Efficiency		Empower managers with the tools they need to streamline workflows approvals and enhance overall team management with PrismHR Manager Self-Service.								
									Schedule a Demo

### Employee Portal

PrismHR Employee Portal 		Reimagine the Employee Experience While Driving EfficiencyTransform employee and management engagement with an integrated portal that drives efficiency and compliance.Leverage PrismHR Employee Portal’s modern user-friendly interface, customizable design and easy access to support any business. Integrated with the PrismHR Onboarding and Benefits Enrollment solution, you can enhance compliance and accuracy while saving time and reducing administrative burden.								
									Get Started
					
						
						
							Enhance Employee Engagement and Drive Operational Efficiency 							
								
									
							Improved Accessibility With a Modern Interface 						
					
									
						Elevate employee satisfaction with a mobile-friendly, easy-to-use portal that offers 24/7 access for employees and managers, which saves time for you and your clients. 					
								
									
							Offer Flexible Access for Employees  						
					
									
						Ensure flexibility and convenience with access on any device, including smartphones, tablets and desktops. 					
								
									
							Customizable Portal to Match Your Branding 						
					
									
						Reinforce your brand identity with customizable logos and background images, which creates a personalized experience for employees. 					
						
						
							Learn how to deliver a seamless, branded employee experience that drives engagement and operational efficiency with PrismHR’s Employee Portal. 										
									Get Started
					
									Secure, Flexible and Fully Integrated Employee Portal					Convenient Manager Self-Service 		Enable managers to view employee details and approve time-off requests efficiently within the same portal.					
						
																																			
						
																																			
						
							Role-Based Access and Security 		Protect sensitive data with customizable access controls, ensuring that only authorized users can view and manage relevant information.			Centralized Document Management 		Access important resources like handbooks, policies and forms making it easier for employees to find what they need.																															
							Transform your employee and manager experience while optimizing your internal operations.  		Enhance employee engagement, streamline processes and reduce support costs with a modern, responsive portal.								
									Schedule a Demo

### PrismHR Retirement Services

PrismHR Retirement Services		Flexible Third-Party Administrator Services, Backed by Experts					
						
						
						
				Deliver a smarter retirement benefit that is easy to manage and backed by dedicated support. Help your clients stay competitive and compliant while growing your business.Whether you are replacing an existing Third-Party Administrator (TPA), adding retirement services for the first time, or using a PrismHR marketplace partner or another provider as a record keeper, PrismHR’s TPA solution empowers you to expand your offerings without adding administrative or fiduciary burden.			Improved Cost Efficiency 		Maximize your existing PrismHR partnership. Adding TPA services can unlock meaningful time and cost savings for you and your clients. 			Expert Compliance Support 		Help clients navigate evolving retirement regulations, including state-mandated plans, with proactive oversight and expert guidance to minimize risk. 			Dedicated Client Service 		Give clients peace of mind with responsive, knowledgeable support teams who handle plan administration and participant questions, so you don’t have to. 			Flexible Plan Administration 		Support a wide range of plan designs, eligibility rules, and employer goals with tools and processes built to scale with your business. 			Professional Plan Design 		Deliver tailored plans with expert support for onboarding, eligibility rules, vesting schedules, and more. Each plan is designed to meet the unique goals of each employer. 			Get Started		Complete the form and we will contact you to schedule a call about PrismHR Retirement Services.			
						
						
						
						
							Give your clients a seamless, scalable 401(k) solution without the complexity.

### July 2025 Release

PrismHR July 2025 Release		Focus Areas: Operational Efficiency, Security, Self-Service Functionality					
						
						
						
							Get the full scoop on all the July enhancements!		The July 2025 Release is scheduled to be deployed on the following days: 7/24, 7/25. Each month we release new features and enhancements across the platform to help you compete, operate efficiently, and expand opportunities to deliver value to your clients.Check out recently-delivered new functionality and enhancements in the April 2025, May 2025 and June 2025 releases.			July Release Highlights		PAYROLL: Operational EfficiencyDirect Deposit Approval Policy for Enhanced Validation: Add an extra layer of protection to sensitive payroll data with the new direct deposit approval policy. Service providers can now review and approve direct deposit entries before they go live in the employee record.EMPLOYEE PORTAL: SecurityDirect Deposit Approval for Enhanced Fraud Protection: Strengthen account security with a new approval step for direct deposit changes. No ACH updates will take effect until reviewed and approved—adding a safeguard alongside MFA and ClientSpace alerts to prevent unauthorized access.PAYROLL: SecurityHierarchy-Based Security for WSM and WTA Users: Simplify user setup and maintenance with new hierarchy-based security. You can now define user data access by PTO Approver or Manager, replacing the need to manage by Data Entity.https://vimeo.com/1103186133/781d3c740cWATCH: Top July Release Highlights 			Check out the July update for each product:		Payroll & HR | Employee Portal | Benefits Administration & Enrollment | API | Talent Management | ClientSpace | Compliance | Workforce Management					
							Payroll & HR
		July Focus: Operational Efficiency, Security			Highlights		Direct Deposit Approval Policy for Enhanced Validation: Add an extra layer of protection to sensitive payroll data with the new direct deposit approval policy. Service providers can now review and approve direct deposit entries before they go live in the employee record.Hierarchy-Based Security for WSM and WTA Users: Simplify user setup and maintenance with new hierarchy-based security. You can now define user data access by PTO Approver or Manager, replacing the need to manage by Data Entity.For more information about these enhancements, check out the release notes.					
						
							Employee Portal		July Focus: Operational Efficiency, Self-Service Functionality, Employee Experience, Security			Highlights		Direct Deposit Approval for Enhanced Fraud Protection: Strengthen account security with a new approval step for direct deposit changes. No ACH updates will take effect until reviewed and approved—adding a safeguard alongside MFA and ClientSpace alerts to prevent unauthorized access.Improved Company Switching for Managers & Trusted Advisors: Make navigation easier for users managing multiple clients. The updated company selector lets users choose an organization at login and switch between companies from the account dropdown—even with 100+ assignments.New Option to Restrict Work Email Updates by Employees: Support client policies with a new setting that limits employee access to update their work email. Service providers can now configure this restriction directly in the Employee Portal Configuration Template.For more information about these enhancements, check out the release notes.			Benefits Administration & Enrollment		July Focus: Operational Efficiency			Highlights		Benefits AdministrationExpanded Retirement Adjustment Transaction Audit Report: Gain more visibility into retirement-related changes with additional columns now available in the Retirement Adjustment Transaction Audit Report. This update supports clearer audit trails and improved reporting accuracy.Benefits EnrollmentRate Group Import to Streamline Enrollment Setup: Reduce manual effort during open enrollment and onboarding with a new import option for rate groups in the Data Import Tool. This frequently requested enhancement simplifies setup and saves time for benefits teams.GI and EOI Support for Disability Plan Enrollment: Enhance enrollment workflows with new support for Guaranteed Issue (GI) and Evidence of Insurability (EOI) in disability plans—making it easier to manage eligibility and compliance during the benefits selection process.For more information about these enhancements, check out the release notes.					
						
							API		July Focus: Operational Efficiency, Performance and Stability, Integrations, Data Access			Highlights		Zip Code Eligibility Lookup for Benefit Plans: Support custom benefit integrations with new API functionality that returns eligible zip codes for a specific group benefit plan. This helps determine employee eligibility when working with vendors or building internal solutions.Access to Payroll Summary Data via API: Streamline reporting and integration with new API support for payroll summary data. Clients can now retrieve information on completed payrolls, including employees paid, gross earnings and number of vouchers.Improved API Performance for Key Endpoints: Enhance reliability and speed with performance improvements to several API endpoints. Updates include optimizations to getMessageList in ClientMasterService and all asynchronous API calls.For more information about these enhancements, check out the release notes.			Talent Management
		July Focus: UI/UX, Operational Efficiency			Highlights		In-App Notifications for Hiring Updates: Never miss a critical hiring update with new in-app notifications in the new ATS. Stay informed of candidate activity and status changes without relying solely on email alerts.For more information about these enhancements, check out the release notes.					
						
						
							ClientSpace		July Focus: Self-Service Functionality, UI/UX			Highlights		Benefit Plan Manager Support for HSA, FSA and Commuter Plans: Allow employees to elect HSA, FSA or Commuter plans directly within Benefit Plan Manager. HSA entries include amount and pay frequency fields which are saved on the Signature page for a more complete enrollment experience.Client Profitability Report in Client Master: View a 365-day profit snapshot for any client directly from the Client Master. The report includes billing and cost details across Admin, SUTA, Workers’ Comp, and total incurred claims for streamlined financial analysis.Note: This layout is inactive by default. A Global Admin can enable it or submit a case via the Extranet to Professional Services for assistance.Embedded Links to External Resources in Benefits Plan Manager: Access embedded links to documents, reports or websites in Benefits Plan Manager. Users can now access resources straight from the Benefits Plan Manager, saving time and maintaining focus.For more information about these enhancements, check out the release notes.			Compliance		July Focus: Compliance			Highlights		Retirement Highly Paid Employee (HPE) Status Tracking: Prepare for upcoming Secure 2.0 requirements with a new HPE Status field on the Employee–Other form. This update lays the groundwork for future retirement compliance functionality ahead of the 1/1/2026 deadline.For more information about these enhancements, check out the release notes.					
						
							Workforce Management
		July Focus: Operational Efficiency, Integrations			Highlights		Expanded PTO Reporting and Policy Visibility: Access more detailed PTO insights with new report columns, including Policy Name, Effective From and Future Balances. Users can also view archived policies to support reconciliation after policy changes.Improved Employee Data Syncing and Flexibility: Enhance data accuracy with expanded syncing capabilities, including custom Employment Type mapping, Pay Group changes and support for editing imported employees with Future Hire Dates.Usability Improvements for Smoother Daily Operations: Make day-to-day Workforce Management tasks easier with updates like supervisor search by preferred name, decimal-hour displays on timesheets, improved expand/collapse behavior, and simplified setup for blended rate overtime.For more information about these enhancements, check out the release notes.					
						
							Final release notes will be available at the time of the release in the Customer Resource Center.					The PrismHR Customer Support Team

### June 2025 Release

PrismHR June 2025 Release		Focus Areas: Operational Efficiency, Employee Experience, UI/UX					
						
						
						
							Get the full scoop on all the June enhancements!		The June 2025 Release is scheduled to be deployed on the following days: 6/26, 6/27, 6/28. Each month we release new features and enhancements across the platform to help you compete, operate efficiently, and expand opportunities to deliver value to your clients.Check out recently-delivered new functionality and enhancements in the April 2025 and May 2025 releases.			June Release Highlights		REPORT CENTER: Employee ExperienceCore PrismHR Billing Audit Workbook: Gain greater visibility into billing with a detailed, audit-ready workbook. The Core PrismHR Billing Audit Workbook helps you understand how PrismHR bills clients by surfacing key data and discrepancies for easy review.CLIENTSPACE: UI/UXModernized ClientSpace Interface: Boost productivity with a cleaner, more intuitive ClientSpace experience. The updated design improves usability and aligns visually with the rest of the platform for a more consistent, user-friendly workflow.CLIENTSPACE: Operational EfficiencyNew Announcements Widget for Timely Updates: Keep teams informed with a new announcements widget that enables quick sharing of critical updates across key pages, helping the right users stay in the loop.https://vimeo.com/1096056918/850df8f536WATCH: PrismHR Release Highlights (April—June 2025) 			Check out the June update for each product:		Report Center | Payroll & HR | Employee Portal | Benefits Administration & Enrollment | API | ClientSpace | Compliance | Workforce Management					
						
							Report Center		June Focus: Self-Service Functionality, Data Access, UI/UX			Highlights		Core PrismHR Billing Audit Workbook: Gain greater visibility into billing with a detailed, audit-ready workbook. The Core PrismHR Billing Audit Workbook helps you understand how PrismHR bills clients by surfacing key data and discrepancies for easy review.Impersonation of Users: Streamline user support with enhanced impersonation capabilities. Admins can now create and manage workbooks and bookmarks on behalf of others, making it easier to assist teams and enable worksite manager users.PrismHR UEX for a Unified Interface: Deliver a consistent, modern experience across PrismHR applications with Prismatic UX. This update prepares Report Center for deeper integration with Applicant Tracking, Onboarding, ClientSpace, HCM and Workforce Management.For more information about these enhancements, check out the release notes.			Payroll & HR
		June Focus: Operational Efficiency			Highlights		Import Employee Property: Simplify client updates with new support for importing employee property data. This enhancement reduces manual processing and makes it easier to manage information across the platform.For more information about these enhancements, check out the release notes.					
						
							Employee Portal		June Focus: Operational Efficiency, Self-Service Functionality			Highlights		Work Email Added to New Hire Entry: Improve onboarding flexibility with a new optional field for work email in the new hire entry workflow. This enhancement supports more complete employee profiles from the start.Legacy Templates Removed from UI: Streamline the admin experience by removing legacy templates from view. This update cleans up the interface with no impact to the employee experience.Template Name Displayed in Client Details Audit: Gain better visibility into template changes with new audit logging. Service providers can now easily track when a new template is assigned to a client.Improved Single Sign-On (SSO) Login Performance: Enhance the employee login experience with faster SSO performance. Clients using inbound SSO will see up to a 50% reduction in login time.For more information about these enhancements, check out the release notes.			Benefits Administration & Enrollment		June Focus: Operational Efficiency, UI/UX			Highlights		Benefits AdministrationConfigurable Dependent Age Limits for State Compliance: Meet state-specific requirements with configurable dependent age limits. This update supports localized benefits administration and helps ensure compliance across regions.Enhanced Benefit Billing Detail Reports: Streamline reconciliation with customizable billing reports. Users can now sort by multiple date ranges and detail levels, and access vouchers directly from the report for faster review.Enrollment Form Enhancements for Employee Billing Visibility: Track deductions, adjustments and arrears in one place with improved benefit enrollment and overview forms. View billing history by date range for easier management and transparency.HDHP Indicators for Easier Plan Identification: Quickly identify high-deductible health plans with new HDHP indicators across the system. This update improves plan selection and simplifies compliance tracking.Convert Arrears to Adjustments for Accurate Payroll Deductions: Improve payroll accuracy by converting benefit arrears into adjustments. This feature distributes deductions across multiple payrolls, avoiding large one-time impacts.Benefits Enrollment‘Employees Assigned To’ View for Plan Participation Insight: Gain instant visibility into employee participation with a new view in Benefit Plan Setup. Users can see assignment counts and download detailed lists with a single click.Net Invoice Effect Display for Accurate Billing Impact: See the true financial impact of changes with enhanced invoice visibility. Enrollment and adjustment forms now reflect net effects based on bill codes and rebate bill codes.For more information about these enhancements, check out the release notes.					
						
							API		June Focus: Integrations, Operational Efficiency, Data Access			Highlights		Easily Access Absence Data Across Data Ranges: Quickly retrieve all absence journals for a specific employee or across your entire workforce within a selected date range. The enhanced API endpoint includes flexible filtering and supports pagination for efficient handling of large datasets.Stay Informed with New Payroll Event Status Notifications: Get real-time updates when a payroll batch enters approval pending status, helping you monitor payroll workflows more efficiently and take timely action.For more information about these enhancements, check out the release notes.					
						
						
							ClientSpace		June Focus: UI/UX, Data Access			Highlights		Modernized ClientSpace Interface: Boost productivity with a cleaner, more intuitive ClientSpace experience. The updated design improves usability and aligns visually with the rest of the platform for a more consistent, user-friendly workflow.New Announcements Widget for Timely Updates: Keep teams informed with a new announcements widget that enables quick sharing of critical updates across key pages, helping the right users stay in the loop.Flexible Supervisor Inclusion in Email Notifications: Customize email templates to include or exclude supervisors automatically. This enhancement ensures the right people are notified and reduces manual communication tasks.Embedded Links to External Resources in Benefits Plan Manager: Access embedded links to documents, reports or websites in Benefits Plan Manager. Users can now access resources straight from the Benefits Plan Manager, saving time and maintaining focus.For more information about these enhancements, check out the release notes.			Compliance		June Focus: Operational Efficiency			Highlights		Union-Based Deduction Periods: Streamline payroll setup with the ability to define deduction periods directly on Labor Unions. This enhancement eliminates duplicate codes and supports flexible scheduling based on union agreements for greater efficiency.For more information about these enhancements, check out the release notes.					
						
							Workforce Management
		June Focus: Compliance, Integrations			Highlights		Enhanced Blended Rate & PTO Support: Strengthen compliance and increase flexibility with updates to Blended Rate and PTO functionality. Shift differentials can now be included in Blended Rate calculations, with rates sent directly to PrismHR for payroll. Additionally, PTO balances over 999 hours are now supported, making it easier to manage long-term leave.Expanded PrismHR–Workforce Management Integration: Gain more flexibility in workforce tracking with enhanced PrismHR to Workforce Management integration. Custom Employment Statuses in PrismHR can now be mapped to Workforce Management statuses, and the Department field can be used as a job level for more granular Job Costing—supporting improved data alignment and reporting.For more information about these enhancements, check out the release notes.					
						
							Final release notes will be available at the time of the release in the Customer Resource Center.					The PrismHR Customer Support Team

### PrismHR Retirement Services

PrismHR Retirement Services		A Fully Integrated, Modern 401(k) Designed for PEOs and Payroll Service ProvidersDeliver a smarter retirement benefit that’s easy to offer, effortless to manage and built to help you compete with national providers.
Whether you’re replacing your current Third-Party Administrator (TPA) or launching a new offering, PrismHR Retirement Services helps you win more deals, retain more clients and grow revenue—without adding administrative or fiduciary burden.								
									Start Streamlining Today
					
						
						
							Deliver a Pooled 401(k) Plan That Adds Value Without Complexity							
								
									
							Access Valuable Tax Credits						
					
									
						Support your clients in unlocking up to $16,500 in Secure 2.0 startup credits plus $1,000 per eligible employee in matching incentives.
					
								
									
							Meet State Retirement Mandates						
					
									
						Help clients comply with mandatory state retirement plan laws without the complexity of setting up and managing a plan on their own.
					
								
									
							Offer the PrismHR Pooled Employer 401(k) Plan						
					
									
						Provide a fully integrated, no-cost Pooled Employer Plan (PEP) with no participation minimums. Reduce administrative overhead, streamline compliance and eliminate the need for a separate Third Party Administrator (TPA).					
						
						
							Explore how the fully integrated PrismHR Pooled Employer 401(k) Plan can help you meet client demand, reduce administrative overhead and stay compliant—without added complexity.										
									Explore the PrismHR PEP Advantage
					
									Deliver Scalable, Easy-to-Manage Retirement Benefits					Integrate Seamlessly With Payroll
		Sync employee contributions and plan activity directly within PrismHR for accurate, automated data management.					
						
																																			
						
																																			
						
							Customize Plan Design		Let clients tailor eligibility rules, vesting schedules and matching options—guided by expert onboarding and compliance support.			Support Clients With Ongoing Education and Service		Ensure long-term success with white-glove implementation, employee education programs and direct access to experienced plan advisors.																															
							Deliver a Seamless 401(k) Experience That Scales		Discover how PrismHR’s retirement solution empowers you to offer customizable, easy-to-administer plans backed by expert support and built-in payroll integration.								
									Schedule a Consultation

### PrismHR HR Compliance

HR Compliance
		Simplify HR Compliance With Built-In Legal IntelligenceHelp your clients navigate complex labor laws with confidence—without the cost or burden of manual research.PrismHR's HR Compliance software delivers real-time legal guidance, automated alerts and tasks and essential HR tools to reduce legal risk, streamline operations and deliver high-value compliance services at scale while saving time and lowering legal costs.								
									Start Simplifying HR Compliance Today
					
						
						
							Streamline Legal Compliance with Real-Time Guidance and Alerts
							
								
									
							Deliver Instant, Reliable Legal Answers						
					
									
						Equip clients with an AI-powered chatbot that provides fast, prescriptive guidance—eliminating the need for time-consuming legal research or consultations.
					
								
									
							Stay Current With Auto-Delivered Compliance Updates						
					
									
						Receive proactive alerts, compliance summaries and auto-generated tasks based on jurisdiction-specific changes, so clients never miss an update.					
								
									
							Support Multi-State Compliance Confidently						
					
									
						Help clients manage policies, terminations, leave laws and more with the chatbot, Multi-State Comparison Tool and a comprehensive library of legal articles.					
						
						
							Explore how PrismHR's HR Compliance software helps reduce risk and boosts value through smart automation and real-time guidance.										
									Explore PrismHR's HR Compliance
					
									Equip Clients With Scalable Tools and Expert Resources
					Manage Multi-State Compliance at Scale		Simplify administration with ready-to-use templates, tools, expert support and jurisdiction-specific guidance to navigate complex requirements across clients and states.					
						
																		
															
						
																		
															
						
							Leverage Templates Drafted by Legal Experts
		Access a curated library of legally reviewed documents including handbooks, legal agreements and offer letters, investigative reports and policy templates tailored by location.			Offer Direct Access to Legal Expertise		Enable clients to connect with legal professionals and explore a robust Legal FAQ library to resolve issues efficiently and accurately.														
															
							Deliver Modern HR Compliance That Scales
		Empower your clients with faster answers, smarter tools and greater peace of mind—powered by PrismHR's HR Compliance.								
									Schedule a Demo

### PrismHR ClientSpace

PrismHR ClientSpace (Basic)		Streamline Operations, Boost Productivity and Enhance the Client ExperienceStay aligned and organized by centralizing case management and task assignments within a single, user-friendly platform.PrismHR ClientSpace is a purpose-built Customer Relationship Manager (CRM) platform that is designed to optimize operations, support business growth and reduce risks.								
									Get Started
					
						
						
							Streamline Operations With Efficient Workflow and Data Management							
								
									
							Connect Tasks and Automate Workflows						
					
									
						Drive accountability and efficiency by linking tasks to larger cases or projects, then automating their creation and tracking. Set deadlines, assign ownership, prioritize tasks and trigger real-time alerts or customized notifications based on updates or activity—keeping teams aligned and work moving forward.					
								
									
							Capture Key Data With Flexible Forms						
					
									
						Build and manage custom forms to collect the data that matters. Apply conditional logic, modify layouts and organize data relationally to support transparency and long-term tracking.					
								
									
							Navigate With Ease						
					
									
						Find what you need quickly using global search, saved filters and personalized dashboards. Navigate cases, tasks and contacts efficiently while keeping critical work easily accessible.
					
						
						
							Hear From Our Clients
		“We use ClientSpace in so many different ways. I don't know if we could run our business without it. It is such a customized-type program for us to build our own data forms and track internal progress and work volume.”Dante DiLellaVP, Applications & AnalyticsExtensisHR					
						
				https://vimeo.com/927175599/97c8f165a2?share=copy					
						
						
							Learn how PrismHR ClientSpace can improve efficiency across your organization and enhance customer management and satisfaction.										
									Get Started
					
									Enable Your Team With Smart Tools for Case Management and Reporting 
					Simplify Case Management
		Empower your HR service teams to log, manage and resolve cases efficiently. With categorized case types, SLA tracking and role-based access, nothing falls through the cracks.					
						
																																			
						
																																			
						
							Track Client Records With CRM Essentials		Maintain comprehensive client histories with built-in CRM features designed for service teams. Track interactions, assign account ownership and manage relationships more effectively.			Turn Data Into Insights		Enable smarter decision-making with robust reporting and dashboards. Customize views, apply filters and generate reports easily—keeping teams focused with role-specific dashboards and saved filters.																															
							Improve Efficiency Across Your Organization While Driving Better Customer Outcomes		Discover how PrismHR ClientSpace can help streamline operations, enhance communication and elevate client satisfaction.								
									Schedule a Demo

### Report Center Workshop

Report Center Workshop 		October 28–29, 2025 | Orlando, Florida					
						
						
						
				Boost your Report Center skills at this two-day training event!Seats are limited—submit the form to RSVPJoin us for an immersive, hands-on workshop designed to elevate your skills in Report Center and empower you to effectively train worksite managers and colleagues across your organization.This complimentary event is limited to two attendees per organization. Please contact your Customer Success Manager with any questions regarding attendance.  NOTE: This workshop will cover content similar to that delivered in our March 2025 (Houston) and July 2025 (Salt Lake City) workshops.Unlock the Full Potential of Report Center for Your Organization and ClientsWhether you're a report creator, part of a data team, or an executive aiming to harness Report Center’s business intelligence capabilities, this workshop will equip you to deliver even more value internally and to your clients.Elevate Your Reporting SkillsGain hands-on experience with powerful report-building techniques—from mastering joins and formulas to leveraging dynamic grid elements and conditional formatting—designed to take your reporting capabilities to the next level.Build Insightful, Actionable DashboardsCreate insightful reports and dashboards that inform strategic business decisions and enhance your organization’s value to clients.Collaborate with Experts and PeersTake advantage of interactive sessions, real-time Q&A, and networking opportunities to exchange best practices, troubleshoot common challenges, and walk away with practical solutions you can apply immediately.Who Should Attend? This workshop is designed for intermediate users who are already comfortable with basic Report Center features, such as adding/removing columns, pivoting data, and grouping data.To fully participate in the hands-on exercises, all attendees are required to have an Editor license for the duration of the workshop. There will be no additional charge if an Editor license is downgraded at the conclusion of the event.This session is not an introduction to Report Center. If you’re new to the platform or need to review the fundamentals, please instead check out these Report Center Resources.WhereSidecar HR1000 Legion Place (15th floor)Orlando, FL 32801WhenTuesday, October 28: 8:30 a.m. – 5 p.m.Wednesday, October 29: 8:30 a.m. – 5 p.m.*Lunch will be provided both daysHotelCourtyard by Marriott Orlando Downtown730 North Magnolia Avenue Orlando, Florida 32803Book your room by October 3 at the discounted group rate ($149/night + $20/day parking + free shuttle to Sidecar HR)			Register Now		Click the button below to register for this Report Center Workshop.								
									Register Now

### Simplify Payroll Tax Management with PrismHR Tax Solutions

Simplify Payroll Tax Management with PrismHR Tax Solutions 		More control. Less complexity. Greater confidence.					
						
						
						
				Payroll tax doesn’t have to be painful. Whether you're looking to strengthen your in-house processes, offload time-consuming tax responsibilities, or tap into trusted tax expertise, PrismHR Tax Solutions provides you with software and services to help you stay compliant and scale with ease. Choose the level of control and support that works for your business.			PrismHR Tax					Self-Service Software		Streamline the complexities of payroll tax filing with a powerful, self-service solution designed to ensure accuracy, compliance and efficiency.PrismHR Tax goes beyond standard tax software by automating deposits, managing notices, and scaling effortlessly with your business needs.Automate payroll tax calculationsStay compliant with built-in regulatory updatesImprove efficiency and reduce errors with a user-friendly interface			Full-Service Tax		Mitigate risk and insulate your company from costly penalties and interest, all while saving time and reducing overhead costs.Includes all the features of Self-Service plus:Remittance of tax fundsFiling of quarterly and annual payroll tax returnsFiling amendments as neededResponding to agency tax noticesReconciliation of tax accountOngoing tax complianceSOC 1 Type 2 Audit			Get Started		Complete the form and we will contact you to schedule a call about PrismHR Tax Solutions.			
							PrismHR Managed Services:
Tax Administration & Processing 		Relieve your team of the complexity and risk of payroll tax with end-to-end services handled by our experienced tax consultants. Our team can help you manage personnel changes and sudden growth.Process daily tax transactions from PrismHR into tax softwareProcess and file all quarter-end and year-end tax returns and W-2sProcess payroll tax payments through client bank accountsSet up client tax rates for state and federal unemployment taxes			State Tax Solutions		A tax consulting service that addresses the complex tax issues unique to your business.Go beyond the basics of payroll tax compliance with trusted expertise from State Tax Solutions. As a PrismHR Marketplace partner, State Tax Solutions helps you tackle complex, state-specific tax challenges with confidence.From SUTA forecasting and FICA/FUTA “Restart” refunds to audit support and dispute resolution, their consultants provide personalized guidance that keeps your business on track—and in the clear.Tap into tax consulting services that help you:Maximize potential refunds for midyear onboarded clientsNavigate multistate employment complexitiesForecast unemployment tax liabilities with accuracyResolve state agency disputes with experienced supportWhether you're facing a unique compliance challenge or planning for future growth, State Tax Solutions delivers the insight and expertise to help you move forward with certainty.ta			Why PrismHR Tax Solutions? 		✔ Gain visibility and control over your tax management workflows ✔ Escape rising costs from your current tax software provider ✔ Scalable solutions to match your growth ✔ Improve accuracy and minimize penalties ✔ Reduce risk and stay compliant by relying on experienced consultants 																															
						
						
						
						
							Partner with PrismHR on a tax management solution that perfectly fits your needs.										
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### What's New

It’s Not an Evolution.It’s a Revolution.
		Innovation That Redefines HR, Payroll and Workforce ManagementInnovation is what drives PrismHR forward. With a modern suite of products and countless dynamic new features, we’re not just keeping pace with the market—we're setting a new standard.Backed by over 40 years of industry leadership and nine groundbreaking solutions introduced in the last two years, PrismHR continues to lead in HRO technology innovation, delivering the most advanced tools to optimize efficiency, scale seamlessly and enhance client satisfaction.Our cloud-powered platform streamlines HR processes, boosts client engagement and enhances productivity throughout the employee journey—equipping your Payroll Service Bureau with all the tools needed from hiring to retiring.			Get Started Today
					
						
						
							Discover how PrismHR can optimize your business and elevate client relationships.										
									Explore HCM Solutions
					
									The Power Behind the Industry
		Trusted by Thousands, Built for Success					
								
									
						A proven leader in HR technology for 40 years					
								
									
						Backed by 950+ developers dedicated to continuous HR technology innovation					
								
									
						Invests $70M+ annually in advancing platform capabilities
					
								
									
						Powers more than 100,000 organizations					
								
									
						Processes over $100 billion in annual payroll					
								
									
						Serves 60% of the PEO industry
					
							Hear From Our Clients
		"When we selected PrismHR to be a part of our solution, we have seen tremendous growth in the last two years. With our technology and digital transformation, we have seen our onboarding process take much less time than we have experienced before. "Pathik ModyCTO, Trion Solutionshttps://vimeo.com/981394632/0581de287e					
							Why Is PrismHR the Top Choice for More HROs Than Any Other Provider?
		Innovation, Security and Expert Support with a Unified System for Seamless Growth			Advanced Data Analytics & Process Automation
		Utilize powerful analytics and automation tools to streamline operations and improve decision-making.			Modern Talent Acquisition & Management
		Attract, hire, and retain top talent with intuitive recruitment tools and dynamic employee engagement features.			Scalable, Cloud-Based Infrastructure
		A flexible platform designed to support Payroll Service Bureaus of all sizes with seamless scalability and performance.			Intuitive Client & Employee Experience
		Deliver a streamlined, user-friendly HR solution that enhances client satisfaction and fosters employee engagement.			Enterprise-Grade Security & Data Protection
		Ensure the highest levels of security with SOC 2 Type II certification and advanced encryption measures.			Unmatched Customer Success & Support
		Benefit from expert guidance, personalized training, and a dedicated support team to maximize your platform’s potential.					
						
						
							Your Trusted Partner for Growth and Operational Excellence		See how PrismHR’s robust technology and industry expertise drives business success. Whether you’re streamlining operations, scaling your business or enhancing client satisfaction, we’re here to help every step of the way.								
									Get Started
					
									Hear From Our Clients
		“This may sound a little weird, but we like paying Prism because we want Prism to be healthy, we want Prism to have a great future. ... PrismHR aggressively invests in what the future looks like, so we’re appreciative of that as a client because we need those tools and technologies and capacities to be able to extend to our clients.”John SharpeCEO, Marvel HRhttps://vimeo.com/1019560992/c2d8d0da8f					
							Everything You Need From Hire to Retire
		New & Enhanced Modules for a One-Stop-Shop!					
						
						
						
						
							CORE PLATFORM					PAYROLL ADMINISTRATION					REPORTING					HR ADMINISTRATION					TIME & LABOR					ONBOARDING					BENEFITS ADMINISTRATION					BENEFITS ENROLLMENT					ACA COMPLIANCE & REPORTING					TRAINING SUBSCRIPTION					MOBILE APP					ENHANCED MODULES					ADVANCED TIME					ADVANCED SCHEDULING					TAX MANAGEMENT					APPLICANT TRACKING					Performance Management					E-VERIFY					ClientSpace					API					EDI					MARKETPLACE																															Workforce Management		PrismHR Workforce Management automates time tracking and scheduling to gain efficiency, accuracy and satisfaction for your business operations as well as those of your clients.																													Tax Management		PrismHR Tax is a comprehensive solution designed to alleviate the complexities of tax filing with flexible options to meet business needs for accuracy and compliance while saving you time and resources.																													Applicant Tracking		PrismHR Applicant Tracking System software empowers you to customize branded career portals, integrate with major job boards and leverage advanced tools for hiring success.																													Performance Management		PrismHR Performance Management helps you grow your business with a flexible and intuitive solution designed to help your clients engage and develop employees.																													E-Verify		PrismHR E-Verify helps you simplify, automate and enhance your employee verification process directly within the PrismHR platform to help you reduce errors, improve operational efficiency and ensure timely updates.																													ClientSpace		PrismHR ClientSpace is a powerful Customer Relationship Management (CRM) solution that helps your organization work efficiently, increase revenue and reduce risk.																													API		The PrismHR web services Application Programming Interface (API) simplifies real-time data exchange between PrismHR and other systems, allowing you to decrease operational costs and improve efficiency.																													EDI		PrismHR EDI is a cloud-based solution that integrates seamlessly with the PrismHR Benefits Administration ecosystem to help securely automate the exchange of employee benefits elections and related data.					
							Expand Your Capabilities With the PrismHR Marketplace		Take your Payroll services to the next level with the PrismHR Marketplace, a hub of integrated applications and services. From insurance and benefits to compliance tools, the Marketplace extends PrismHR’s capabilities, helping your Payroll Service Bureau thrive.								
									Visit Marketplace
					
						
						
						
						
							Your Trusted Partner for Growth and Operational Excellence
		With over 40 years of industry leadership, unmatched annual investments in innovation and a formidable team of expert developers, PrismHR is the trusted partner HROs rely on to streamline operations, drive growth and stay ahead of the competition. At the forefront of HR technology, we empower businesses to thrive in an evolving landscape.								
									Get Started Today

### April 2025 Release

PrismHR April 2025 Release		Focus Areas: Operational Efficiency, Employee Experience, Integrations					
						
						
						
							Get the full scoop on all the April enhancements!		The April 2025 Release is scheduled to be deployed on the following days: 4/18, 4/19. Each month we release new features and enhancements across the platform to help you compete, operate efficiently, and expand opportunities to deliver value to your clients.			April Release Highlights 
		PAYROLL & HR: Operational Efficiency
Payroll Variance Analysis: Improve confidence in your payroll accuracy using Payroll Variance Analysis which allows you to quickly identify discrepancies by comparing current payroll runs to previous ones—all within a single, easy-to-use tool. Gain visibility, reduce errors and streamline payroll reviews.
BENEFITS ENROLLMENT: Employee Experience
Employer-Funded HSA Reduction Limit: Help employees make informed decisions during enrollment with the new Employer-Funded HSA Reduction Limit feature. This enhancement automatically factors in employer contributions and alerts employees if their selections exceed IRS limits, reducing errors and improving compliance.
EMPLOYEE PORTAL: Employee Experience
Enhanced Tax Form Experience (Open Beta): Empower employees with a more intuitive way to manage their tax forms through our newly redesigned UEX experience. Now available as an open beta, this streamlined interface simplifies tax form access and submission for a smoother, more user-friendly experience.
WORKFORCE MANAGEMENT: Integrations
Enhanced Job Costing & Tracking: Improve labor cost tracking with expanded job and labor type allocations. The enhanced integration between PrismHR and Workforce Management allows employers to assign hours more accurately across divisions, jobs, and work activities—boosting efficiency through automation while minimizing manual effort.
CLIENTSPACE: Operational Efficiency
Paid Family Medical Leave Compliance: Stay ahead of compliance requirements with automatic notifications for Delaware’s Paid Family Medical Leave (PFML). This feature alerts service providers when their WSE count reaches 10 or more, ensuring timely action to meet state participation requirementshttps://player.vimeo.com/video/1072689356?h=038e8be1caWATCH: Top April Release Highlights 			Check out the April update for each product:		Payroll & HR | Employee Portal | Benefits Administration & Enrollment | API | Talent Management | ClientSpace | Compliance | Workforce Management					
							Payroll & HR
		April Focus: Operational Efficiency, Security			Highlights		Payroll Variance Analysis: Improve confidence in payroll accuracy using Payroll Variance Analysis which allows you to quickly identify discrepancies by comparing current payroll runs to previous ones—all within a single, easy-to-use tool. Gain visibility, reduce errors and streamline payroll reviews.Reprint Garnishment Checks: Gain more control over payroll permissions with enhanced access management for Reprint Garnishment Checks. A new, separate HR role in WSM and WTA allows you to give users access to reprint payroll checks without granting access to garnishment checks—or vice versa—ensuring tighter control and security.Payroll Reversal and Miscellaneous Invoice Notifications: Stay informed with new notifications for payroll reversals and miscellaneous invoices. These updates complete the payroll finalization notification process, keeping you aware of all key actions and improving communication across your payroll operations.PTO Trigger Method Flexibility: Tailor your PTO management with the new “First of Quarter” trigger method in Paid Time Off Setup. This added flexibility gives you more control over how and when PTO is accrued, supporting customized time-off policies to better meet your organizational needs.For more information about these enhancements, check out the release notes.					
						
							Employee Portal		April Focus: Operational Efficiency, Self-Service Functionality, UI/UX			Highlights		(Manager Self-Service) Seamless Job Candidate Conversion: Simplify hiring by seamlessly converting job candidates from any applicant tracking system into new hires, eliminating manual data entry and accelerating the onboarding process.(Manager Self-Service) Enhanced Payroll Voucher Insights: Empower worksite managers with deeper payroll visibility by providing drill-down access to employee pay vouchers, including detailed breakdowns of deductions, benefits, and taxes—all within the Portal.Increased Visibility into Total Compensation: Employees can now access a comprehensive view of their total compensation, including retirement details, with the ability to print or download their records in PDF and CSV formats for better record-keeping.Enhanced Tax Form User Experience Now in beta, the redesigned tax form update process features a guided experience with clear progress indicators and built-in assistance, making tax updates easier than ever.For more information about these enhancements, check out the release notes.			Benefits Administration & Enrollment		April Focus: Operational Efficiency			Highlights		BENEFITS ENROLLMENTEmployer-Funded HSA Reduction Limit: Help employees make informed decisions during enrollment with the new Employer-Funded HSA Reduction Limit feature. This enhancement automatically factors in employer contributions and alerts employees if their selections exceed IRS limits, reducing errors and improving compliance.BENEFITS ADMINISTRATIONGross % Wage Contribution: Simplify dependent enrollment with the new Gross % Wage Contribution option. Benefit Rules can now accommodate gross percentage wage contributions, enabling accurate and seamless enrollment of dependents based on wage-based calculations.Plan Renewal Dates: Stay organized and on schedule with new fields for tracking plan renewal dates at both the plan and client levels. This update makes it easier to manage benefit timelines and ensures you never miss a renewal deadline.Group Benefit Plans | Deduction/Bill Code Display: Streamline benefit setup with a new, user-friendly table for managing deduction and billing codes within Group Benefit Plans. Easily view deduction types and rebate bill codes, improving setup speed and reducing errors.Benefit Plan Setup and Rules | Selection List: Speed up navigation using the new one-click lookup from Benefit Plan Setup to Benefit Rules. This feature enhances efficiency by allowing quick access and selection of rules directly within your benefit plan workflow.For more information about these enhancements, check out the release notes.					
						
							API		April Focus: Data Access, Integrations, Performance & Stability, Security			Highlights		Expanded Data Access: Gain deeper insights and improved data management with expanded data access capabilities. Now, you can read and write additional fields, including bulk benefit group history, leave request approver, and denied reason—giving you greater control over critical workforce data. Enhanced Payroll Security: Strengthen payroll security with new controls that limit options on payroll vouchers. This update ensures only authorized actions can be performed, helping reduce risk and enhancing compliance.API Endpoint Updates: Optimize data handling with enhanced API endpoint support for EIN formatting. Updates to key endpoints—including getEmployeeBySSN, lookupBySSN, and getEmployeeHireType—ensure smoother integrations and improved accuracy in employee data management.We have added a V2 version for updating an employees address which supports Symmetry and  will identify school districts automatically.For more information about these enhancements, check out the release notes.			Talent Management
		April Focus: Help Documentation, Operational Efficiency, Integrations			Highlights		In-App Help Center for Talent Users: Get instant support with the new in-app Help Center for Talent users. This built-in resource provides direct guidance to help you navigate features efficiently and maximize the value of your Talent application.Multi-Step Applications for Hiring Flexibility: Enhance your hiring process with multi-step applications. This feature enables hiring teams to request additional information from candidates after their initial application, streamlining recruitment while offering greater flexibility.Legacy Candidate Hire Option for PrismHR Users: Enjoy flexibility in your hiring workflow with the option to use the legacy Candidate Hire method. Ideal for users who do not have or prefer not to use Onboarding, this feature maintains a familiar process while supporting seamless candidate transitions.For more information about these enhancements, check out the release notes.					
						
						
							ClientSpace		April Focus: Operational Efficiency, UI/UX, Security			Highlights		Paid Family Medical Leave Compliance: Stay ahead of compliance requirements with automatic notifications for Delaware’s Paid Family Medical Leave (PFML). This feature alerts service providers when their WSE count reaches 10 or more, ensuring timely action to meet state participation requirements.Mask SSN Field: Enhance data security with the new Mask SSN field feature. This update provides role-based access control, ensuring that only authorized users can view Social Security Numbers while restricting visibility for others—protecting sensitive information and helping reduce risk.ClientSpace UI Refresh: Experience a more modern and intuitive interface with the ClientSpace UI Refresh. This update aligns the platform’s look and feel with the PrismHR product family, enhancing visual consistency and improving navigation for a seamless user experience.For more information about these enhancements, check out the release notes.			Compliance		April Focus: Operational Efficiency, Compliance Reporting			Highlights		Automated Benefit Per Hour Reporting: Simplify compliance with automated reporting for Certified Payroll reports and check stubs. Employers using the 4(c) exception approach to prevailing wage can now leverage the Benefit Per Hour form alongside the Benefit Per Hour rate to seamlessly report fringe benefits or cash in lieu of fringe, eliminating the need for manual calculations and additional reports.Customizable Wage Calculation: Gain greater control over payroll calculations with the ability to exclude Non-Cash Fringe from Gross and Net Wage totals on check stubs. Employers using the "Always Display Gross and Net Wages" option can now customize which pay codes are included, ensuring more accurate wage reporting and improved clarity for employees.For more information about these enhancements, check out the release notes.					
						
							Workforce Management
		April Focus: Operational Efficiency, Automation, Integrations			Highlights		Enhanced Job Costing & Tracking: Improve labor cost tracking with expanded job and labor type allocations. The enhanced integration between PrismHR and Workforce Management allows employers to assign hours more accurately across divisions, jobs, and work activities—boosting efficiency through automation while minimizing manual effort.For more information about these enhancements, check out the release notes.					
						
							Final release notes will be available at the time of the release in the Customer Resource Center.					The PrismHR Customer Support Team

### ClientSpace Risk

ClientSpace Risk Management
		Minimize risk while streamlining policy and claims management.					
						
						
						
				Reduce Risk and Improve EfficiencyClientSpace Risk Management helps you stay compliant, minimize liabilities, and protect your organization from legal, operational, and compliance risks. But that’s not all—ClientSpace Risk Management can boost the efficiency of your risk-related workflows.From simplifying policy management and tracking workers’ compensation claims to effortlessly renewing certificates of insurance, Risk Management makes managing risk easier and more effective.Workers’ Compensation Claim TrackingKeep track of workers’ compensation claim details, including claimant info, investigations, and return-to-work updates—all in one place. Policy Management & ReportingManage policies and renewals easily with a centralized dashboard. Automate client and employee transitions, import carrier data for financial forecasts, and generate OSHA forms and wage statements effortlessly. Certificates of Insurance ManagementStreamline certificate management with a two-click renewal process, automatic cancellations, email delivery, and flexible templates. EPLI ClaimsMonitor EPLI policies, claims details, and financial data to inform pricing decisions, set premiums and deductibles, and evaluate client renewals.			Get Started		Complete the form and we will contact you to schedule a call about ClientSpace Risk Management.

### PrismHR Workforce Management

PrismHR Workforce Management
		The new time and labor solution that is smart, flexible and integrated with the PrismHR platform.					
						
						
						
				The New Fast and Flexible TLM SolutionPrismHR Workforce Management offers you robust time management as well as advanced scheduling and time-off modules in a user-friendly, modern interface. Client implementations are a breeze with a streamlined setup wizard and powerful automations handle complex scheduling tasks and boost efficiency.																													Get Started		Complete the form and we will contact you to schedule a call about PrismHR Workforce Management.			
							Recommendation Engine
		Apply weighted criteria to automate scheduling recommendations.			Shift Planner
		Plan for staffing needs in advance and assign shifts conveniently with drag and drop.			Auto-Scheduling
		Configure automatic open shift assignments through a simple wizard.			Swap and Drop
		Enable employees to pick up or drop shifts through an automated process.			Avoid Schedule Conflicts
		Identify scheduling conflicts with clear visibility through the automated conflicts panel.			Cost Control
		Monitor and manage employee hours to prevent unauthorized overtime.			Compliance Assurance
		Enable scheduling compliance automations to ensure alignment with regulations.			Hardware Options
		Choose from a variety of time clocks to fit your clients’ needs, including biometric and facial recognition features.

### Health Check

PrismHR Health Check
		Enable your staff to work at peak performance and use the PrismHR platform to its full potential					
						
						
						
				Your staff is using the PrismHR platform every day to run your business and service clients. But after years of using the system day in and day out, they likely have built workarounds and custom processes that may actually be slowing them down. And with so many new enhancements released each quarter, they may not be utilizing the latest functionality to work most effectively.A PrismHR Health Check will help your team improve productivity, build their knowledge base, and deliver more value to your organization and your clients.Use the PrismHR platform to its full potentialAdopt new functionality for maximum efficiencyAccess education and learning resources when your team needs it					
							What Is a Health Check?
		Just like a doctor’s visit or bringing your vehicle in for maintenance, having an expert take a look at how your team is working can pay dividends through the improved operational health of your organization.During your on-site Health Check, an experienced PrismHR consultant will look “under the hood” at your software environment and sit side-by-side with your staff to observe how they’re using the system.					
							Learn more about whether a Health Check is right for your organization.
		Complete the form and a member of the PrismHR Professional Services team will reach out to you.			
						
						
							Improve Performance with Personalized Recommendations & Training Plan
		Following your Health Check, we’ll document all our recommendations, including quick efficiency wins and a personalized plan to train your team and implement best practices—so they can work faster, more confidently and accomplish even more for your organization and your clients.Deep-dive analysis of how you’re using PrismHRDetailed recommendations to enhance the experience for your staff and end usersPersonalized plan for training and implementing best practices					
							Get the Most Value Out of PrismHR with a PrismHR Service Plan
		Working with a dedicated team of PrismHR experts on an ongoing basis will accelerate building knowledge across your teams, get new hires up to speed faster, and increase adoption of the latest functionality. The PrismHR Service Plan is a perfect fit for organizations committed to continuous learning and getting the very most out of the PrismHR platform.Drive continuous improvement through insights specific to your organizationDefine and execute on an adoption roadmapIncrease your team’s access to training resources at a discounted rateDiscounts on Data Engineering and Custom ProgrammingComplete the form to learn more about how the PrismHR Service Plan can upgrade your team’s performance.								
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### Kent Seith

PrismHR Employee Spotlight							
						
						
						
						
						
																																	Principal Product Manager, Employee Portal & Document Management							
						
							“I love working in Product Management at PrismHR, where I am able to work with so many different people who really care about our customers from senior leadership to all departments who just want to do right by our customers.”							
						
						
				https://player.vimeo.com/video/926263294?h=41e73ea138Kent Seith has been with PrismHR for 9 years and is the Principal Product Manager for Employee Portal and Document Management. Kent was employee number 36, and we now have over 500 employees here at PrismHR.Kent started as an Implementation Specialist working side by side with our customers on their implementations, project management, training, and setups. After spending some time in the field Kent was one of the first members of the Product Management team, initially working on a wide variety of the core PrismHR modules			What is your background before coming to PrismHR?		After college I started working in the technology space with a company that created tools for tracking, testing, and handling change management for software developers. After that my HR technology journey began when I worked at Monster.com as Product Manager for their Talent Management suite of products to help companies find, retain, and grow their talent back when the concept was new to the world of work. I also spent some time as a Director of Product Management at a small company that handled software for memberships – things like scheduling, sign ups, and bookings – we even developed a mobile app in the early days of mobile computing. Working for both large and small companies I have been able to work on a lot of different projects and technologies.			What interested you in PrismHR Product Management?		I knew PrismHR had industry leading software and the people were great. The entire organization had a passion for helping small businesses achieve their goals. With my Product Management and HR background I thought I could help make a difference for the company and their customers. I love Product Management and being able to create the best solution by working directly with customers, marketing, support, professional services, and development to bring new product ideas to fruition.			What is your favorite part of being a Product Manager at PrismHR?		I love working in Product Management at PrismHR, where I can work with so many different people who really care about our customers from senior leadership to all departments who just want to do right by our customers. We are constantly looking for new and modern ways to build our software and always using new technologies to bring the best experience to our customers, their clients, and employees.I love working in Product Management at PrismHR, where I can work with so many different people who really care about our customers from senior leadership to all departments who just want to do right by our customers. We are constantly looking for new and modern ways to build our software and always using new technologies to bring the best experience to our customers, their clients, and employees.			What projects are you currently working on that you would like to share with our customers?		We are really excited about the new PrismHR Employee Portal mobile app that we just released last month. Adoption and feedback have been great, and it will help enable employees to get information they need, when they need it anytime right from their phones or tablets. We have also recently added manager functionality to Employee Portal and soon we will have the ability for a manager to add a new without having to enter sensitive personal information.			What do you enjoy doing when not working?		My wife and I have 3 kids and we live on a lake, so in the summer you will find us doing all kinds of lake stuff – boating, kayaking, paddleboarding. In the winter we enjoy skiing, snowboarding, and snowmobiling in the mountains of New Hampshire.We are a busy family and enjoy anything outdoors. I enjoy playing golf or disc golf, and recently pickleball – we even have a pickleball court set up in our driveway for fun tournaments with family and friends.

### Ken Wright

PrismHR Employee Spotlight							
						
						
						
						
						
																																	Product Manager,
HRPyramid Sunset							
						
							“The best idea a product manager can implement never originates from the product manager. It always originates from our clients.”							
						
						
				https://player.vimeo.com/video/926263358?h=699955a307Ken Wright, Product Manager, has been with PrismHR for 5 years. Initially, he started in QA for the PrismHR core software (Compliance, Tax, Payroll, HR, Reports) features.After spending 2 years in QA, he transitioned into product management as a Business Analyst for the compliance team, focusing on regulatory and tax processing. Shortly after becoming a BA, he was moved into a Product Manager role and is currently leading the HRP sunset project.			What was your background before coming to PrismHR?		I am a veteran and spent 4 years in the Marine Corps. After the Marines, I worked for an HR/Payroll Software company where I started out performing data entry on an onboarding platform which evolved into a hybrid role which consisted of support, QA, and product management roles. This experience gave me a broad perspective on technology and how to deliver software. These roles were also instrumental in helping me understand the day-to-day operations in the PEO industry.			What interested you in PrismHR Product Management?		I was interested in product management because I enjoy working with customers, understanding their pain points, and finding solutions to ease those pain points while increasing their operational efficiency. I love puzzles and being in product management, every day you are working on complicated puzzles that require looking at problems from a multitude of angles to ensure the best solution. Very seldom will an issue be resolved with one angle of attack.			What is your favorite part of being a Product Manager at PrismHR?		My favorite part is working with our customers, brainstorming ideas, and bringing those ideas to fruition in subsequent releases. I strive to stay close to our customers and have constant 2-way communication to ensure we are delivering the best solutions possible. I often ask our customers to consider me an extension of their organization.			What projects are you currently working on that you would like to share with our customers?		Right now, we are putting the finishing touches on the new historical check import process which allows the customer to take payroll data from a 3rd party system and import it into Prism. There was nothing good about the old process, so we have completely revamped this process into a wizard with the hopes of reducing errors and increasing operational efficiency.The team and I are also developing Tools to ease the change management process from HRP to Prism, to provide more visibility, and self-service options to allow easier planning as it relates to the HRP Sunset. I am also very focused on the communication and change management aspects involved in the sunset, so everyone, internal and external, understands the plan from both a business and technical standpoint.Given the complexity of the HRP system, we want to assure there are no surprises when we sunset a feature. I never forget that the key to a successful sunset is to ensure our customers have enough time and the tools to manage the necessary changes.			Tell us about yourself outside of work		I have been married for 10 years and have 2 children, a daughter 13 and a son 9. We have a busy household that also includes a chocolate lab and hermit crab.My daughter is a typical teenager who loves social media and shopping. My son enjoys anything outdoors but especially loves fishing and baseball.On the weekend you will find me with my family fishing, hunting, and coaching my son’s travel baseball team. You are also likely to see me at the mall shopping with my daughter!

### Kara Wepfer

PrismHR Employee Spotlight							
						
						
						
						
						
																																	Product Manager,
Onboarding & Benefits Enrollment							
						
							“Working at PrismHR is very rewarding because I get to see the value of what we are delivering by taking an idea through the development cycle to something that is used to help our customers.”							
						
						
				https://player.vimeo.com/video/926263337?h=8dadcbb234Product Manager Kara Wepfer has been at PrismHR for almost 7 years. Before joining PrismHR, she worked at a PEO and a consulting firm specializing in HRIS analysis and systems selection.This broad knowledge of the HR field and various HRIS systems, along with her creative and process approach, has helped her bring several impactful features to the PrismHR platform, such as Spanish language support for Onboarding and the Benefits Enrollment bulk creation tool.What was your background before coming to PrismHR?I was working at a PEO in the HR Department, and it just so happened to be during the time we were converting to PrismHR. As part of that implementation, I trained internal teams on the software and learned firsthand how the PrismHR software is used daily to complete tasks.After this experience, I found I really loved technology and how it can impact business, so I became a Solutions Consultant for a consulting firm, where I gained knowledge of a wide array of HRIS systems in the market.What interested you in PrismHR Product Management?I had always enjoyed working with the people at PrismHR when I was a customer and felt that the PrismHR software was the best in the market – they cared about their customers and I wanted to be a part of it. Product Management sparked my interest because I think analytically as well as creatively to implement features that solve real-world problems.What is your favorite part of being a Product Manager at PrismHR?Collaborating with customers to learn their needs and working with our internal teams like development and UX to bring the customer point of view into the development process.I find it very rewarding to bring new features to our customers to solve real problems and to improve existing features. It’s great to see the value of what we are delivering. I like that I have an impact every day working in Product Management.What projects are you currently working on that you would like to share with our customers?We are working on a way for new hires to be onboarded without a social security number, giving our customers more security over PII and streamlining employee onboarding by eliminating the need for a special process to get the Social Security number.We are also bringing Spanish language support to the Benefits Enrollment process, building off the Spanish onboarding that was introduced last fall, bringing full circle the entire employee experience for Spanish speaking employees.Tell us about yourself outside of workI am married to a schoolteacher and have a little boy who is 1.5 years old. We also have 2 dogs, a cat, and a fish. There is never a dull moment at my house, and we are in the process of building a new house, which I am enjoying very much. I’ll gladly accept any pointers for the building process!We like to spend our free time going to new restaurants, getting together with friends and being outdoors. I also enjoy crafting and DIY projects, especially making Cricut crafts such as custom t-shirts, mugs, and signs. I am from Wisconsin, so I’m a huge Packers fan and I enjoy fantasy football – especially when I win!

### Jennifer Romano

PrismHR Employee Spotlight							
						
						
						
						
						
																																	Director, Prism ASO Product
							
						
							“I love working with our clients, be it virtually or in-person at their offices or at PrismHR LIVE, to learn more about the dynamics of their business needs so that we can build solutions that drive the product forward.”							
						
						
				https://player.vimeo.com/video/926263268?h=aabcbdf978&Jennifer started her career with PrismHR as a support analyst almost eight years ago. In that role, she was able to use her knowledge as a platform user to help customers with their daily processes and to gain a broader knowledge of the inner workings of the PrismHR software.After moving into support management, Jennifer wanted to have more influence on helping customers through product development and decided to pursue a future in Product Management. Through that role, she was able to combine her experience in the industry and as a user with customer insights to drive operational efficiencies in the product related to Payroll & HR. Most recently, Jennifer was promoted to Director of Prism ASO Product, where she will lead the product initiatives for that market.			Tell us about your professional background.		I was a Payroll & HR professional for 17 years before coming to PrismHR, and I used our legacy platform for many of those years. I have always had a passion for Payroll & HR, but I wanted to have a more holistic impact on the industry. Throughout my career, I have worked in pretty much every capacity within a PEO / ASO service provider which included a dual role as an IT frontliner for my branch. I have used many payroll systems, but HRP & PrismHR was by and large, my favorite. I decided to pursue a career at PrismHR that would allow me to take my industry and system experience to the next level. Having the background of how PEO’s and ASO’s operate and why and being able to translate that to improve the product has been very rewarding.			What interested you in PrismHR product management?		While I was in support, I had the opportunity to work with many groups across the organization to launch new products and updates. I worked with delivery teams, the product team, QA [quality assurance], development and others, and I started to see what a pivotal role product management plays in ensuring the customer needs are incorporated into the product. I really loved the idea of transforming my background and the customer perspective into new features and solutions. I was excited when an opportunity in product management became available, and to be able to make an impact in the next chapter of my career as a product champion and customer advocate.			What is your favorite part of being a senior product manager at PrismHR?		My favorite part of being a senior product manager at PrismHR is building relationships with our customers. We have such an incredible customer base that put so much pride into their work and are incredible partners with PrismHR. They truly are our product influencers, and I am constantly learning new ways to innovate from them. I want our customers to feel like I am an extended member of their team. I have sat on their side of the desk throughout my career, so they know I get it, and together, we have built some great solutions.I also love working with internal and external stakeholders and inspire cross-functional teams to deliver experiences users love. I take great pride in my involvement in the review process for our customer submitted Prism ideas and leveraging them to maximize efficiencies throughout the platform. That includes things like imports, bulk actions, and workflows that streamline processes that allow users to reduce the overhead associated with manual tasks so that they can focus more on their business. I file every customer submitted Prism idea into my backlog and organize them into bucketed themes to help me build out the next 12-month roadmap. If the idea is not planned for the next 12 months and is closed, the idea remains in the bucket so that down the road when we do target something for that theme into the roadmap, the feedback from our customers is captured and moves forward as we evolve the product.			What projects are you currently working on?		I have recently been promoted to Director, Prism ASO Product where my focus will be on defining the product strategy to expand our ASO & self-service offering. I’m super excited about this opportunity and can’t wait to get started!			What do you enjoy doing when you’re not at work?		I am married with two amazing kids. My daughter has her master’s degree and is an HR Professional in the Recruitment space. My son is currently serving our country in the US Navy. When I’m not working, my greatest joy comes from spending time with my family.I also love to cook! Grilling is my specialty and my favorite. I am always looking for new and exciting ways to grill all kinds of foods. I am also a music enthusiast so there is always music playing throughout the house or in my office. Jazz and yacht rock hits are my go-to for weekend chilling. I also love playing golf, darts, cornhole, and any board game as well as dice, cards, or trivia!

### Courtney Brown

PrismHR Employee Spotlight							
						
						
						
						
						
																																	Product Analyst, Compliance
							
						
							“My PEO and support experience helps me in knowing how our products are used. I love working with our customers to define problems that need to be solved and see those problems solved with updates to our products.”							
						
						
				https://player.vimeo.com/video/926263316?h=7e8f134ebfCourtney started at PrismHR in customer support a little over 4 years ago. Since that time, she moved from support to QA and this year became a Product Analyst on the Compliance team. Before joining PrismHR, Courtney worked at a PEO in many different roles, which has helped her understand not just how our products need to work, but why they will help our customers.Much of her career has been in customer-facing roles and she continues to interact with customers as much as possible to ensure the projects she is working on hit the mark and make a real difference to our customers.			Tell us about your professional background.		After graduating from the University of South Florida in Tampa, I worked at a PEO for 8 years. During that time, I handled the implementation of clients on benefits, workers’ compensation, payroll and retirement programs. When I started, I didn’t know much about PEOs, but I loved how we were able to help small businesses by taking things off their plates so they can focus on running their business. In the PEO business, there is always something to learn, and there are many ways people use the system to fit their individual business. The industry is always evolving, and the software is too. I love that the PrismHR software is flexible to give customers and clients just what they need.			What interested you in the PrismHR product management department?		During COVID, I was part of a team that trained on the new COVID compliance items – both internally and externally. Compliance is such a broad subject that touches every area of the system – it’s more than taxes or reporting – it touches the actual workflows in areas such as onboarding, payroll and benefits. I found it fascinating how items that seem so large come to fruition by working with all the different teams and the customers to break down the problem and ultimately a solution that helps our customers and their clients. I wanted to be more involved in the process of developing solutions so when an analyst position opened, I applied right away.			What is your favorite part of being a Product Analyst at PrismHR?		I have officially been in the role for a few months and during that time I have found it very satisfying to see progress being made on things that our customers need. I was able to attend PrismHR LIVE and spend time in the Discovery Zone to meet with our customers about where they would like to see our focus for the next few releases and show them some of the things we have been working on. I look forward to having ongoing conversations with our customers and partnering with them on the development of solutions to make the software better and better. I love being part of the overall team here at PrismHR and collaborating with support, development, professional services, the CSM team and the product team as well as keeping up on the latest changes in the field of compliance.			What projects are you currently working on?		I am currently working on compliance year-end items related to W2s and enhancing the ACA tracking and reporting. For ACA we are building an eligibility dashboard to help our customers more easily manage and review employees throughout the year – the dashboard will provide an at-a-glance view instead of just relying on reports. We are also working on global PTO rules to handle different rules for employees working in different areas to ensure the proper PTO standards are adhered to at each worksite.			What do you enjoy doing when you’re not at work?		When I am not working, I enjoy spending time with my family. I have a 4-year-old son and a 7-year-old daughter. We go on a lot of weekend road trips to explore new places and spend a lot of time on the water or in the water – on the boat, swimming, scuba diving or just hanging out on the beach. I also enjoy reading and running. I recently completed the 7-mile bridge run in Key West!

### Bryna Dudek

PrismHR Employee Spotlight							
						
						
						
						
						
																																	Senior User Experience Designer							
						
							“You can connect PrismHR to anything—new partners, new verticals, etc.—and the API [application programming interface] is central to opening these new possibilities. The sky’s the limit to what we can all do together with integration. I love working with our customers, partners and internal teams to make these possibilities a reality.”							
						
						
				https://player.vimeo.com/video/926263247?h=a98c6b5bfdBryna Dudek has been with PrismHR for seven-plus years, and currently serves as our senior product manager for the PrismHR API. Bryna started her career at PrismHR as a technical support administrator, helping our customers and partners with our marketplace partner program.Bryna quickly became the go-to person for integration questions and troubleshooting issues and moved to quality assurance. She was very interested in the way the API was able to extend the capabilities of the PrismHR platform to help our customers. After supporting the PrismHR API team, they realized she was a natural fit to move to product management where she has been able to work with partners, customers and internal teams to deliver a constant stream of updates to improve the integration experience.			Tell us about your professional background.		My background was in food and nutrition service. I went to school for nutritional biochemistry and graduated from the Culinary Institute of America in New York. After graduating, I worked in many different areas of food service, even working for a magazine developing recipes. I was able to travel and experience the culinary world and even worked for the government providing nutrition education for the Women, Infants and Children (WIC) program.I was always interested in technology and saw it as a possible career move, so I started taking technology courses in the evenings. I found I had a natural affinity to understanding technology and found it very similar to developing recipes. You must be clear about how to do something and the steps to get there to get to the desired outcome. I heard PrismHR was hiring, and I wanted to take my experience and grow in a new direction. Technology really fits with how my mind works, and I enjoy working at PrismHR. I love the team, the partners, the customers. My life led me here and it is a great fit!			What interested you in PrismHR product management?		My experience in support and QA led me to product management. I was able to build on my experience with customers, partners and internal teams, and that gave me a holistic background in the API and how it impacts each area. I wanted to have more of a direct impact on how the product was designed and how it would work for our customers. I can use what I know from my background to grow and standardize the API to continue to expand the capabilities and continuously improve the usability of our PrismHR integrations.			What is your favorite part of being a product manager at PrismHR?		Being a product manager for the API is always exciting, and I never experience the same day twice. The API touches all areas of the PrismHR platform, so I am always learning new things and keeping tabs on everything going on. You can connect PrismHR to anything—new partners, new verticals—and the API is central to opening these new possibilities. The sky’s the limit to what we can all do together with integration. I love working with our customers, partners and internal teams to make these possibilities a reality.			What projects are you currently working on that you would like to share with our customers?		We are streamlining our versioning of the API to reduce the work it takes for our customers and vendors to digest changes and updates. The goal is to make it easier to add functionality and enhancements to the API.			What do you enjoy doing when not working?		I love to cook with my daughter, 23, and my son, 20. I also have a 1-year-old dog, Poppy. I like to take Poppy on walks along the ocean in Cape Cod, especially during the offseason when it isn’t so crowded. I am in the process of looking for a new house, which isn’t easy right now with not much inventory on the market. Hopefully I will find a place soon, and then I will be spending a lot of time packing!

### Al Avery

PrismHR Employee Spotlight							
						
						
						
						
						
																																	Senior User Experience Designer							
						
							“We are always striving to improve the experience our users have with our software by making it easier to understand and quicker to use. Finding balance between the business problem and user experience is key to achieving that goal.”							
						
						
				https://player.vimeo.com/video/926263216?h=4c4ea1bceeSenior User Experience Designer Al Avery has been with PrismHR for almost 3 years. Al has a diverse background in technology and design and has worked across many different industries.Throughout his career he has strived to find the balance between business needs and the needs of the end user to solve complex problems.What was your background before coming to PrismHR?I studied graphic design in college and started working with design firms doing web design and development. I enjoy working at the intersection of design and technology – using the best of each discipline to push what is possible in the other. Working across many different industries and their various audiences – from startups to doctors and lawyers, from C-Suite stakeholders to consumers – I found that over the years user experience has become the key to making projects successful – and that’s what brings meaning to my work.There is usually a business need that starts a project. Key to the success of that project is whether the people using it understand how to use it and whether they feel successful using it. I enjoy finding the balance between those business needs and the people who will be using the products every day.What interested you in PrismHR User Experience?I liked the many dimensions of the PrismHR software, the diversity of the platform, and that we are solving challenges in different ways – for the service provider, for the client, and the employee. HR is complicated, challenging, and interesting work and PrismHR is focused on making the software experience the best for the end user and part of that is a commitment to UX.What is your favorite part of being in UX at PrismHR?I particularly enjoy the cross team working relationships. We have a highly collaborative team – both in UX and in working with other teams at PrismHR. The outcomes of that collaboration make our work better than any one individual contributor. I also really enjoy our regular design review meetings where we critique current projects. It is challenging work but a lot of fun and rewarding to see the product come to life. It is particularly enjoyable to meet with clients, either in meetings or at events like PrismHR LIVE to discuss ideas and gain feedback.What projects are you currently working on that you would like to share with our customers?A big focus has been on dashboards for areas like benefits and process payroll among others. We are currently working on adding more functionality so users can go beyond simply monitoring data where they’ll be able to act on the data they see on the dashboards. The goal is to make the dashboards a hub that makes the application more efficient to use.We are also planning for the LIVE conference coming up in June. We are looking at ways to expand the discussions and feedback from our customers on our design ideas and demos to gain a deeper understanding of the problems they are facing and how we can help solve those challenges.Tell us about yourself outside of workI have been married for 15 years and have a daughter who is 14 and a son, 12-years-old. I enjoy building projects around the house. During the pandemic my wife and I worked with a contractor to redo our kitchen and mudroom. My son and I also built a tree fort in our backyard. As a family, we enjoy going to Cape Cod and Maine to enjoy the beaches. In the winter, you will find us skiing and snowboarding in Maine, New Hampshire, and Vermont. I also enjoy macro photography, drawing, and playing guitar.

### Cigna Machine Readable Files

This link leads to the machine-readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data.https://www.cigna.com/legal/compliance/machine-readable-files

### Demo Support FAQ

PrismHR Demo Support
		Make the strongest impression on prospective clients with a customized PrismHR demo from an experienced PrismHR Sales Engineer. A platform expert will tailor a technology presentation and discussion to your requirements, helping you accelerate the sales process while freeing up resources on your team.					
						
						
						
							What types of demos are available?
		Prospect Sales Demo: A PrismHR Sales Engineer will present a customizable online demo (up to 1 hour) of the PrismHR platform for your prospect.All PrismHR customers receive one Prospect Sales Demo free of charge each year. The cost of each additional demo is $250. Save by purchasing a 10-pack of demos at a discounted rate of $200 each.Product Demo for Prospect or Client: A PrismHR Sales Engineer will present an online demo (up to 1 hour) of an individual PrismHR product or select Marketplace services (see list below). These demos are always free of charge.														
															
																Which products and services can be covered in the demo?
		PrismHR Sales Engineer will demo currently supported PrismHR products (see list below) and select Marketplace services.PrismHR HiringPrismHR Applicant TrackingPrismHR Performance ManagementPrismHR OnboardingPrismHR Time and LaborPrismHR Employee PortalPrismHR Benefits EnrollmentPrismHR Benefits AdministrationPrismHR PayrollReport CenterClientSpacePrismHR AdoptHRWorkCycles WOTCHR WorkCycles E-VerifyWorkforce Hub (SwipeClock)TimeWorksPlusDatabridge			Can I schedule a prep call with the PrismHR Sales Engineer prior to demo?
		Our goal is to collect sufficient information during the scheduling process so that a prep call is not required. If you think a call is necessary, you may request one in the Comments field of the request form or via email once a dialogue has begun with the assigned PrismHR Sales Engineer.			What happens if the Service Provider/Prospect cancels or misses the demo?
		We understand schedules change and are happy to reschedule or cancel your demo with 24 hours advance notice.24 hours advance notice: You may cancel a demo and receive a credit toward your next demo or reschedule by notifying your assigned Sales Engineer.Less than 24 hours advance notice (or no-show): No refund will be issued for cancellations or no-shows. Demos cannot be rescheduled and will be charged in full.			If a second demo for a prospect is needed, will I have the same PrismHR Sales Engineer perform the second demo?
		Our goal is to assign the same Sales Engineer for a second demo. However, scheduling may not always allow for this. In these cases, the new Sales Engineer will be briefed on the initial discussion to ensure the best possible experience for you and your prospect.			Can the Sales Engineer customize the demo with my prospect’s branding?
		The Sales Engineer will tailor the content of the demo to your prospect’s needs but cannot customize the demo environment with their branding.			What is my role/responsibility during the demo?
		As the HRO representative, it is your role to be the voice of your company and support the demo from a service perspective. The best demos are the ones where you provide examples of how your service combined with technology is the reason a prospect should choose you.			How long will the demo last?
		The demo may last up to 60 minutes. Some demos may end in less time based on the prospect’s level of engagement (e.g., number of questions).					
						
						
							Questions? Contact for your Customer Success Manager (CSM).

### Workforce Management Webinar

PrismHR Workforce Management
		Welcome to PrismHR’s new time and labor solution					
						
						
						
				Integrated with the PrismHR platform, Workforce Management features full modules for Time Management, Advanced Scheduling and Time Off. Its modern interface, flexible features and automations give you a powerful solution that you can tailor to different client needs. Watch and learn about these features and the new, streamlined account setup wizard as well as time clock options.https://vimeo.com/984378491?h=3943307d57&badge=0&autopause=0&player_id=0&app_id=58479			Learn More
		Complete the form and your Customer Success Manager will contact you about PrismHR Workforce Management.

### EDI | Electronic Data Interchange

PrismHR EDI 		Secure, Seamless and Efficient Exchange of Employee Benefits Elections DataAccess the PrismHR EDI cloud-based solution that integrates seamlessly with the PrismHR Benefits Administration ecosystem. PrismHR EDI securely automates the exchange of employee benefit elections and related data, ensuring accurate, timely communication between benefit carriers and third-party vendors. By streamlining processes and enhancing data integrity, PrismHR EDI simplifies benefits data management for you and your clients.Leverage a connected, reliable and secure benefits data management experience. Improve efficiency and streamlining your benefits data management with PrismHR EDI.								
									Explore EDI Now
					
						
						
							Streamlined, Secure Benefits Data Management							
								
									
							Seamless Carrier and Vendor Integrations 						
					
									
						Ensure smooth and accurate benefits data exchange with integrations designed to support multiple carrier and vendor platforms. 					
								
									
							Real-Time Data Synchronization 						
					
									
						Reduce delays and keep all stakeholders informed with up-to-date benefits data accessible through our secure cloud-based infrastructure.  					
								
									
							Standardized HIPAA-834 File Transfers 						
					
									
						Simplify benefits data management with pre-configured HIPPA-834 file templates, helping ensure compliance and efficiency in benefits enrollment processing.  					
						
						
							Discover how PrismHR EDI can streamline benefits administration and enhance accuracy. 										
									Get Started
					
									Enhance Efficiency With Integrated Solutions, Automated Transfers and Flexible Scheduling					Seamless Carrier and Third-Party Integrations 		Access an intuitive interface that simplifies benefits data exchange and enhances usability.					
						
																																			
						
																																			
						
							Automated Data Transfer 		Reduce errors, eliminate manual entry and save time with secure, automated data exchanges between PrismHR and benefit providers.			Flexible Scheduling for File Transfers 		Automate recurring file transfers on a daily, weekly or monthly basis to minimize manual intervention and improve operational efficiency.																															
							Optimize Benefits Data Exchange With PrismHR EDI 		Discover how PrismHR EDI enhances efficiency, ensures data integrity and simplifies benefits administration.								
									Explore EDI Now

### How PrismHR ClientSpace Helps Makai HR Improve Organizational Efficiency

Case Study					
						
						
						
				What does it take for a new PEO to be successful? The industry veterans behind Makai HR, a Honolulu-based PEO launched in 2018, knew success would be built on a foundation of organizational efficiency and collaboration.“Our philosophy is to be as lean as possible and to leverage technology to increase efficiency. This helps decrease errors and keep overhead low,” said Valerie Wang, President at Makai HR. “Most of our team came from PEOs which struggled with inefficiencies due to running multiple systems. There was a system for HRIS, another for client management, and a CRM for sales activity. That led to miscommunication, inconsistency, and wasted effort from repeatedly entering the same information as clients moved through the process.”Determined not to repeat those experiences in the new venture, the Makai HR team uses PrismHR ClientSpace to manage the entire client lifecycle, from tracking prospecting efforts through renewals.“PrismHR ClientSpace is a centralized system that allows us to input activity whether that’s during the sales and underwriting process or when managing support cases,” says Wang. “PrismHR ClientSpace also provides greater visibility throughout our organization, so anyone can log in and see what’s going on with a client.”Wang and her team are also enjoying the benefits of using a system designed specifically for the HRO industry. “The pricing module is built for a PEO [or ASO]. All the rates—including workers’ compensation—are right there, and it’s been very convenient for our team,” says Wang. “The ability for a sales rep to quickly generate an agreement without waiting for a sales ops person to create one is something we couldn’t do before.”In fact, Makai HR now uses PrismHR ClientSpace for all sales activity, and discontinued its license with a leading CRM. “One thing that is incredible about PrismHR ClientSpace—that I haven’t seen in other systems—is the ability to multitask without leaving my screen,” says Wang. “If a client or colleague requires assistance, I don’t need to close out what I was doing or flip through browser tabs to work on multiple accounts. It’s just another benefit of working with an engine that understands PEO.”					
						
						
																																	“PrismHR ClientSpace enables very clear communication and collaboration between all of our departments.”		Valerie WangPresidentMakai HR					
						
																																			
						
							About Makai HR		Makai HR is the next evolution for outsourced HR in Hawai’i. Combining new paperless technology and pricing efficiencies, Makai HR brings business owners a choice of options to meet their needs and budget. The Makai HR team offers more than 100 collective years of experience in business ownership, HR and PEO services. Established in early 2018, Makai HR is a PEO founded by entrepreneur and community leader Dustin Sellers, small business owner and PEO industry veteran Valerie Wang, and additional executive team members to offer small- to medium-sized Hawai‘i businesses a sleek, reliable, affordable, fully integrated and paperless option for outsourced HR services. Makai HR is a member of the National Association of Professional Employer Organizations. To learn more about Makai HR, call 451-0000 or email contact@makaihr.com.			About PrismHR		PrismHR provides a complete platform to help you manage payroll, benefits and HR efficiently for your clients. Our PEO and ASO customers support more than 100,000 small businesses using our platform.					
						
						
							Learn More about PrismHR ClientSpace		See how PrismHR ClientSpace helps you view everything that’s going on with your clients and take action with alerts & notifications, case management, task management, workflows, and dashboards.								
									Schedule a Demo

### How Galactic Streamlined Client Setup with PrismHR ClientSpace

Case Study					
						
						
						
				At Galactic, signing a new client sparks a flurry of activity. As the ink on the contract dries, emails begin to circulate to collect the information necessary to set up the first payroll. One team member creates the Memorandum of Understanding (MOU) for the I9s. Others prepare benefits and employee onboarding. Then there are workers’ compensation rates and billing to get in order. Everyone on the Galactic team has a role, and the process needs to be orchestrated with efficiency and accuracy.“It would be hard to explain exactly what our client setup process was,” said Matt Hopkins, Payroll Account Manager at Galactic, Inc. “We had been trying for a long time to get the steps just written down on paper. We had checklists and questionnaires to help gather information from the client, but so much back and forth by email slowed things down. It put people in a position where they needed to continually send reminders about missing items, such as an ACH file or a work comp rate.”With PrismHR ClientSpace, the Galactic team uses configurable workflows that automatically assign a sequence of common tasks when setting up each new client. When a task is completed, a notification is sent to the team member(s) responsible for the next step in the process. For the first time, there is consistency and precision in client setup, and it’s put a welcome end to hounding colleagues via email.“This is the first time we’ve been able to keep client setup organized. PrismHR ClientSpace really streamlined the entire process and eliminated all those email exchanges. When we went to run that first payroll, it was just as smooth as could be.”Those checklists and questionnaires are now built into Galactic’s client setup workflow which culminates with a conversion meeting. In one such meeting near the end of the year, the client asked to move its first payroll up a week—the sort of request that at one time would have given the team heartburn.This feature or enhancement was inspired by customer feedback through one of the PrismHR Voice of the Customer programs.					
						
						
																																	“Because of how organized we were with the new client setup workflow in PrismHR ClientSpace, moving up the payroll date was no problem at all.”		Matt HopkinsPayroll Account ManagerGalactic, Inc.“When a new client asks you for a favor and you can accommodate it with confidence, it’s a great starting point for the relationship,” said Hopkins. “That was an amazing experience.”Galactic is now using PrismHR ClientSpace to work more efficiently across the company and provide even better client care.“With PrismHR ClientSpace, there is potential for solving a number of problems that stem from miscommunication within your organization or someone dropping the ball,” said Hopkins. “PrismHR ClientSpace eliminates those missteps and it’s been very helpful not only for client setup, but also in managing requirements when an employee or client is terminated. Now that we know how PrismHR ClientSpace can help us, we’re looking for the next workflow to build out.”					
						
						
							Learn More about PrismHR ClientSpace		See how PrismHR ClientSpace helps you view everything that’s going on with your clients and take action with alerts & notifications, case management, task management, workflows, and dashboards.								
									Schedule a Demo
					
						
																																			
						
							About Galactic, Inc.		Headquartered in Birmingham, AL, Galactic Employer Services (PEO) is the one stop shop for all your company’s Payroll, HR, Insurance and Benefits Administration needs. We enable our clients to cost-effectively outsource the management of human resources, employee benefits, payroll and workers’ compensation. For more information about Galactic, visit galactic-inc.com.			About PrismHR		PrismHR provides a complete platform to help you manage payroll, benefits and HR efficiently for your clients. Our PEO and ASO customers support more than 100,000 small businesses using our platform.

### PrismHR Managed Services

PrismHR Managed Services
		Optimize efficiency and help reduce risk by relying on our experienced platform specialists and tax consultants.					
						
						
						
				Focus on what you do best. We’ll do the rest.PrismHR Managed Services provides staff augmentation for back-office operations, including comprehensive tax administration and processing. Our seasoned PrismHR platform specialists and tax consultants seamlessly integrate with your team and processes, helping improve efficiency and minimize risk.PRISMHR BACK OFFICE & TAX ADMINISTRATIONAugment Your Staff with Experienced SpecialistsWhen PrismHR specialists run one or more of your back-office functions, you can boost operational efficiency and gain peace of mind.Avoid Costly Tax & Compliance ErrorsHelp reduce risk by relying on our experienced consultants to manage complex tax and reporting requirements.			Optimize Efficiency & Help Reduce Risk
		Tax administration & processingPayroll processingBenefit plan setup and administrationNew client setup and implementationEmployee onboarding and benefits enrollmentGarnishment setup and processingMandated government reporting (e.g., new hire reporting)PrismHR year-end system updates & W-2 processingOur experienced staff can manage everything from tax and payroll processing to setting up benefit plans and open enrollment behind the scenes, so you can spend your time building strong relationships with clients. What better way to grow your business than focusing on what you do best—while we do the rest?			Get Started		Complete the form and we will contact you to schedule a call about PrismHR Managed Services.			
							Powered by an Experienced Team on a Trusted Platform		The PrismHR Managed Services team consists of PEO/ASO industry veterans and experienced professionals using a platform trusted across the industry for decades.																															
						
						
						
						
							Partner with PrismHR to get a Managed Services solution that perfectly fits your needs.										
									Learn More

### Q1 2025 Release

Q1 2025 Release
		Focus Areas: UI/UX, Reporting, Operational Efficiency, Employee Experience
						
						
						
							Get the full scoop on all the Q1 enhancements!		The Q1 2025 Release is scheduled to be deployed on the following Saturdays: 3/8, 3/15, 3/22. Each quarter we release new features and enhancements across the platform to help you compete, operate efficiently, and expand opportunities to deliver value to your clients.			Q1 Release Highlights
		REPORT CENTER: Data AccessScheduled Reports: Enhance data delivery with Scheduled Reports via SFTP, a highly requested feature from legacy Report Center (planned for release March 18).WORKFORCE MANAGEMENT: UI/UXModernized UI & UX: Experience a refreshed design with updated colors, icons, and enhanced timesheets—delivering a consistent, user-friendly interface across all platforms. Current Workforce Management users will transition smoothly with no disruptions to core workflows.EMPLOYEE PORTAL: Self-Service Functionality(Manager Self-Service) Seamless Job Candidate Conversion: Simplify hiring by seamlessly converting job candidates from any applicant tracking system into new hires, eliminating manual data entry and accelerating the onboarding process.(Manager Self-Service) Enhanced Payroll Voucher Insights: Empower worksite managers with deeper payroll visibility by providing drill-down access to employee pay vouchers, including detailed breakdowns of deductions, benefits, and taxes—all within the Portal.PAYROLL/HR: Operational EfficiencyPayroll Variance Dashboard: Easily compare payroll differences in one centralized view without the need to pull multiple reports. This streamlined approach saves time, reduces errors, and ensures payroll accuracy.PAYROLL/HR: IntegrationsMarketplace Link for Service Provider Users: Service provider users can now explore and access all PrismHR Marketplace integrations in a single convenient location, making it easier to discover and leverage new solutions.TALENT MANAGEMENT: IntegrationsSeamless PrismHR Integration for PEOs: Launching in February, our full PrismHR integration streamlines hiring by enabling a seamless candidate hiring experience—making it the only ATS solution built specifically for PEOs.CLIENTSPACE: UI/UXUI Refresh: Enjoy a more modern and intuitive experience with the latest ClientSpace UI refresh. This update aligns the platform’s look and feel with the PrismHR product family, delivering a sleek and streamlined interface for improved usability.https://player.vimeo.com/video/1062567404?h=e4e4b0492dWATCH: Q1 Release Preview and Q&A 			Check Out the Full Q1 Update for Each Product:
		Report Center | Payroll & HR | Employee Portal | Benefits Administration | API | Talent Management | ClientSpace | Compliance | Workforce Management					
						
						
							Report Center
		Q1 Focus: Operational Efficiency, Self-Service Functionality, Data Access, Integrations, Scalability
			Highlights		Scheduled Reports: Enhance data delivery with Scheduled Reports via SFTP, a highly requested feature from legacy Report Center (planned for release March 18).New Homepage: The redesigned Report Center homepage offers a more personalized and customizable experience. Users can opt in to new features, sort columns, group reports by category, filter favorites or categories and assign new workbooks to any category—delivering greater control and efficiency.Employee General Information Dashboard: Gain actionable insights with the Employee General Information Dashboard, featuring five pages of visual analytics. Track Employee Status, Hiring Trends, Termination Trends, Years of Service, and Heat Maps to drive faster, data-informed business decisions.Import CSV Files: Editors can now import CSV files into Report Center, unlocking the full power of PrismHR analytics. Analyze third-party data seamlessly alongside existing reports to gain deeper insights and improve operational efficiency.https://player.vimeo.com/video/1062498436?h=edb5ee1e0fFor more information about these and other Q3 enhancements, watch the preview video.			Report Center Resources		Check out guides and webinars to helpyou get started on the new platform.								
									LEARN MORE
					
									Payroll & HR
		Q3 Focus: Operational Efficiency, Self-Service Functionality			Highlights		Payroll Variance Dashboard: Easily compare payroll differences in one centralized view without the need to pull multiple reports. This streamlined approach saves time, reduces errors, and ensures payroll accuracy.Marketplace Link for Service Provider Users: Service provider users can now explore and access all PrismHR Marketplace integrations in a single convenient location, making it easier to discover and leverage new solutions.Multi-Entity Groups: Link related entities—such as franchise groups or multi-client organizations—under a unified structure. This foundation simplifies data setup and improves long-term efficiency.PTO Auto Enrollment Redesign and Import: Simplify PTO auto-enrollment by including or excluding specific groups, reducing complexity. The new import function minimizes manual setup, saving time and enhancing accuracy.https://player.vimeo.com/video/1059814381?h=fae02a37cfFor more information about these and other Q1 enhancements, watch the preview video and check out the release notes. 					
						
							Employee Portal		Q1 Focus: Data Access, Operational Efficiency, Self-Service Functionality, UI/UX
			Highlights		(Manager Self-Service) Seamless Job Candidate Conversion: Simplify hiring by seamlessly converting job candidates from any applicant tracking system into new hires, eliminating manual data entry and accelerating the onboarding process.(Manager Self-Service) Enhanced Payroll Voucher Insights: Empower worksite managers with deeper payroll visibility by providing drill-down access to employee pay vouchers, including detailed breakdowns of deductions, benefits, and taxes—all within the Portal.Increased Visibility into Total Compensation: Employees can now access a comprehensive view of their total compensation, including retirement details, with the ability to print or download their records in PDF and CSV formats for better record-keeping.Enhanced Tax Form User Experience: Now in beta, the redesigned tax form update process features a guided experience with clear progress indicators and built-in assistance, making tax updates easier than ever.https://player.vimeo.com/video/1059814468?h=c0b4f6c99cFor more information about these and other Q1 enhancements, watch the preview video and check out the release notes.  			Benefits Administration
		Q1 Focus: Operational Efficiency, UI/UX
			Highlights		Semi-Annual Retirement Eligibility Enhancements: Streamline retirement eligibility elections and matching with the new Semi-Annual Retirement Eligibility feature. This enhancement aligns with provider timelines, addressing a top customer request.Retirement Loan Imports in Data Import Tool: Reduce implementation time with the ability to import Retirement Loans directly into the system, making new client and retirement plan set up more efficient.Eligible Benefit Determinant Validations & Import Enhancements: Minimize errors with new validations that ensure determinant values are set before input. A new bulk import feature allows users to assign determinant values across plans, locations, departments, and divisions in a single step, improving accuracy and saving time.Consolidated Benefit Group Maintenance Form: Improve efficiency and transparency with a single form for managing benefit group updates, complete with a full history of changes for better tracking and auditability.Consolidated Benefit Salary Maintenance Form: Gain greater control over benefit salary adjustments with a unified form that now includes an effective date option, a highly requested enhancement that offers more flexibility in managing salary changes.https://player.vimeo.com/video/1059814550?h=cf403bc6edFor more information about these and other Q1 enhancements, watch the preview video and check out the release notes. 					
						
							API		Q1 Focus: Operational Efficiency, Data Access, Performance & Stability
			Highlights		Client Document Upload: Enhance efficiency and flexibility by enabling clients to update documents directly from their own applications, streamlining workflows and reducing manual effort.Benefit Enrollment Status: Improve visibility and control over the benefit enrollment process, allowing you to track and manage enrollment more effectively.Deduction Code Management: Increase flexibility by enabling you to manage deduction codes outside the PrismHR UI, reducing platform dependency and streamlining code handling.Employee HSA Updates: Empower employees with self-service capabilities by allowing direct updates to HSA information, reducing administrative workload and improving data accuracy.Pay Schedule Report: Expand access to pay schedule data, enhancing visibility and providing more comprehensive reporting for improved payroll management.https://player.vimeo.com/video/1059816092?h=59e0799710			Talent Management
		Q1 Focus: Operational Efficiency, UI/UX, Integrations
			Highlights		Custom Screening Questions for Tailored Applications: Enhance your hiring process with customizable screening questions, allowing you to tailor applications to specific roles and unique business needs.Seamless PrismHR Integration for PEOs: Launching in February, our full PrismHR integration streamlines hiring by enabling a seamless candidate hiring experience—making it the only ATS solution built specifically for PEOs.Pre-Built Reports for Instant Hiring Insights: Access key hiring metrics in seconds with six ready-to-use reports, delivering essential candidate and requisition data at your fingertips.Step-Based Job Posting Workflow: A guided, step-by-step job requisition process simplifies job posting, making it more intuitive and efficient for users.Automated Candidate Filtering with Disqualifying Questions: Reduce manual screening time by automatically updating candidate status based on responses to screening questions, accelerating the hiring process.https://player.vimeo.com/video/1059814170?h=d518648f18					
						
						
							ClientSpace		Q1 Focus: Operational Efficiency, Self-Service Functionality, UI/UX
			Highlights		 Benefit Plan Manager: Save time and eliminate manual intervention with the new Benefit Plan Manager. This seamless solution allows Service Providers to present benefit offerings to their clients through a modern portal, enabling real-time adjustments and selections. By integrating directly with ClientSpace via API, this feature reduces errors, accelerates processing, and enhances the overall user experience.UI Refresh: Enjoy a more modern and intuitive experience with the latest ClientSpace UI refresh. This update aligns the platform’s look and feel with the PrismHR product family, delivering a sleek and streamlined interface for improved usability.Employee Certifications and Skills: Increase efficiency and reduce compliance risks with automated notifications for expiring certifications and skills. This feature ensures timely updates for both Service Providers and their WSEs, minimizing gaps and administrative workload while maintaining compliance and workforce readiness.Paid Family Medical Leave (Delaware): Stay ahead of compliance requirements with proactive alerts for Paid Family and Medical Leave (PFML) thresholds in Delaware. This feature notifies Service Providers when their WSE count reaches a critical level, ensuring they can take necessary steps to comply with state regulations and mitigate risk. https://player.vimeo.com/video/1060862319?h=fc3a2f260eFor more information about these and other Q3 enhancements, watch the preview video and check out the release notes.			Compliance		Q1 Focus: Operational Efficiency, Compliance			Highlights		Equal Pay Registration Certificate (EPRC): Simplify compliance with Illinois state regulations. PrismHR now supports the required reporting for businesses applying for and obtaining the Equal Pay Registration Certificate, streamlining the process for eligible organizations.Garnishment Capping Logic: Improve accuracy in handling state tax levies. When employees are paid across multiple payroll batches for the same period, garnishments are now capped at the flat amount per pay period levy, ensuring compliance while preventing over-deductions.Creditor Garnishment Deduction Before State Levy: Gain more flexibility in garnishment processing. You can now adjust the priority order of creditor wage garnishments and state tax levies, ensuring proper deductions when both apply. This update helps maximize garnishment accuracy based on available funds.https://player.vimeo.com/video/1059814265?h=724b6cc4cdFor more information about these and other Q1 enhancements, watch the preview video and check out the release notes. 					
						
							Workforce Management
		Q1 Focus: Operational Efficiency, Employee Experience, UI/UX, Compliance, Integrations
			Highlights		Modernized UI & UX: Experience a refreshed design with updated colors, icons, and enhanced timesheets—delivering a consistent, user-friendly interface across all platforms. Current Workforce Management users will transition smoothly with no disruptions to core workflows.Seamless PTO Sync: Automatically sync PTO balances between PrismHR and Workforce Management, ensuring payroll voucher compliance and allowing employees to request PTO in WFM with accruals tracked in PrismHR. This enhances efficiency for organizations using Scheduling and Time Tracking.Automated Job Costing Sync: Sync job attributes and Job Codes between Workforce Management and PrismHR, streamlining project and job hour tracking while reducing manual configuration efforts.Enhanced Weighted Rate Overtime: Employers managing multiple pay rates in a single workweek can now leverage improved Weighted Rate Overtime functions, ensuring accurate calculations and easier application.https://player.vimeo.com/video/1060621977?h=18dda7a541For more information about these and other Q1 enhancements, watch the preview video and check out the release notes. 					
						
							Final release notes will be available at the time of the release in the Customer Resource Center.					The PrismHR Customer Support Team

### Testimonials

PrismHR Customer Testimonials							
						
						
						
							Featured Videos		PrismHR’s customers and their clients rely on HR tech innovation to help their businesses grow.Learn how these HROs help their SMBs compete for talent and market share ...			Empower		https://player.vimeo.com/video/1079469846?h=886b37c5ba			Simploy		Learn how Simploy’s HR technology and services are making a difference for businesses in their community.https://player.vimeo.com/video/927205311?h=e538a677ba&badge=0&autopause=0&player_id=0&app_id=58479			Sequoia		PrismHR recently paid a visit to Sequoia One in Tempe, Arizona. By partnering with PrismHR on innovation, Sequoia One is able to give their tech-savvy clients the tools they need to succeed in HR.https://player.vimeo.com/video/947202107?h=5691031d2e&badge=0&autopause=0&player_id=0&app_id=58479			InTandem		Find out how InTandem Human Resources’ tech and innovation help support their SMB customers in Colorado and beyond.https://player.vimeo.com/video/1038938280?h=ea1b5d8227&badge=0&autopause=0&player_id=0&app_id=58479			More Customer Stories		Each year, key thought leaders come to PrismHR LIVE—and sometimes we come to them—to share their knowledge about important HR- and people-related topics. Hear what they have to say ...			Marvel HR’s John Sharpe: Step Into the Marvel HR Universe		Step into the Marvel HR universe, and learn how PrismHR technology helps powers up Knoxville, Tennessee-based Marvel and their clients to handle HR functions. Watch.https://player.vimeo.com/video/1019560992?h=c2d8d0da8f&badge=0&autopause=0&player_id=0&app_id=58479			Sequoia’s Marie Ellis: Payroll Performance Starts with PrismHR
		Sequoia One’s senior director of payroll services discusses PrismHR’s payroll innovations, including the SuperBatch functionality.https://player.vimeo.com/video/952729916?h=c4c46376b3&badge=0&autopause=0&player_id=0&app_id=58479			Trion’s Pathik Mody on PrismHR Innovation		PrismHR caught up with Trion Solutions, Inc.’s CTO Pathik Mody at PrismHR LIVE to learn more about their growth over the past two years since switching to PrismHR.https://player.vimeo.com/video/981394632?h=0581de287e&badge=0&autopause=0&player_id=0&app_id=58479			Connectify HR’s Krista Turner: Starting Up With PrismHR		Krista Turner is COO at Connectify HR. Learn about the challenges Connectify faced as a startup PEO, and why they felt it was so important to invest in PrismHR tech from the start.https://player.vimeo.com/video/1038728735?h=efeddfdf39&badge=0&autopause=0&player_id=0&app_id=58479			Tandem HR’s Beth Hewitt: How PrismHR Innovation Helps Attract New Clients
		How does PrismHR’s innovation help Tandem HR obtain new clients? We asked Beth Hewitt, Tandem HR’s AVP of implementation that question. (Tandem HR is PrismHR’s affiliate company.)https://player.vimeo.com/video/1031768563?h=6256f9bcac&badge=0&autopause=0&player_id=0&app_id=58479			Sequoia’s Kevin Davis: Catching Up With an Industry Stalwart		Sequoia One’s Kevin Davis has had a long and meaningful partnership with PrismHR. Hear his thoughts on Report Center advancements and improved self-service functionality.https://player.vimeo.com/video/998781494?h=aa7cf8050b&badge=0&autopause=0&player_id=0&app_id=58479			AdvanStaff HR’s Jackie Presser: PrismHR Health Check		When we announced PrismHR Health Check, AdvanStaff was one of the first companies to sign up. Over time, “We knew we needed to go back and thoroughly sweep the system,” she says. Learn why.https://player.vimeo.com/video/1038727215?h=513cc3c435&badge=0&autopause=0&player_id=0&app_id=58479			Fourth’s Gene Cabrera: Ready for HCM		Gene Cabrera from Fourth Enterprises discusses how important having an HCM option is to their business. Learn more about Fourth and why Gene said, “Where do I sign?” when he first heard about PrismHR’s HCM solution.https://player.vimeo.com/video/1023312703?h=3d3c94722d&badge=0&autopause=0&player_id=0&app_id=58479			Nextep		Nextep, a Norman, Oklahoma, based PEO has a mission statement that says: “Elevating the employment experience and enriching people’s lives.” It’s something they take very seriously. One way they accomplish that goal is through powerful technology.https://player.vimeo.com/video/927205010?h=3c205f62ce&badge=0&autopause=0&player_id=0&app_id=58479			PassioHR: Customer Success Story		Having been a PrismHR customer for close to 20 years, PassioHR has seen a lot of change. “Watching Prism grow and help us grow has been an amazing process,” says Barb Nasser, MBA, PassioHR’s chief operating officer.https://player.vimeo.com/video/927205222?h=4fb1d93124&badge=0&autopause=0&player_id=0&app_id=58479			PayPlans & Benefits 		Doug Snowman of Falmouth, Massachusetts-based PayPlans & Benefits explains how using PrismHR helps them get a competitive advantage by offering an integrated, state-of-the-art HR tech platform.https://vimeo.com/924715275/7c90dd7235			More to Explore		PrismHR is constantly innovating our products and services to help our customers and their clients succeed.Hear from other PrismHR customers ...			Payroll Services Explores Workforce Management		Janet Pluntze from Washington-based Payroll Services explains why her company is excited about the possibilities of Workforce Management to help their clients better manage Time & Attendance issues.https://vimeo.com/1101280534/c67ad13a42			Craig Babigian Retirement		Craig Babigian shares his memories of PrismHR's origins and discusses his career.https://player.vimeo.com/video/1090970093?h=02b48c632d			My HR Pros: Customer Success Story		My HR Pros has a long history in Arkansas going back to the mid-’90s. They were there when a tornado struck Van Buren almost 30 years ago causing extensive damage. Joseph Lyon, the PEO’s CEO, explains how some of his clients helped rebuild the city—and how those companies are still his clients.https://player.vimeo.com/video/927204674?h=ad003a1891&badge=0&autopause=0&player_id=0&app_id=58479			Teamwork Services’ Rhodora Tuten: ‘Like a Sneak Peek at Christmas’		Rhodora Tuten is Teamwork Services’ VP of payroll information services. Teamwork has been a PrismHR customer for over a decade now. Based in Brunswick, Georgia, Teamwork relies on PrismHR tech to help them meet their clients’ needs.https://player.vimeo.com/video/927149580?h=3b8927bd28&badge=0&autopause=0&player_id=0&app_id=58479			Sequoia’s Dustin Schodt: Taking a Tech-Forward Approach		Sequoia leverages PrismHR technology to help their clients automate their processes, says Dustin Shodt, the company’s VP of operations. “We’ve had a ton of enhancements that have come in to make the work easier for our team members.”https://player.vimeo.com/video/927149361?h=11fa1c63f8&badge=0&autopause=0&player_id=0&app_id=58479			PrismHR 40th Anniversary Trivia					PrismHR 40th Anniversary Trivia With Pat Cleary		In the first episode of PrismHR 40th Anniversary Trivia, your host James Tehrani asks Pat Cleary a question about PrismHR LIVE 2015. See if it goes swimmingly.https://vimeo.com/1094409423/639246046b			PrismHR 40th Anniversary Trivia With Ashlee Janin and Amanda Harper		In this edition, your host James Tehrani asks Ashlee Janin and Amanda Harper about a giveaway--and we're not going to give away any more information.https://vimeo.com/1094409656/7503f8a3d3			PrismHR 40th Anniversary Trivia With Alex Campos		Vensure CEO Alex Campos takes his turn playing PrismHR 40th Anniversary Trivia. Let's see if he remembers who the PrismHR LIVE MCs were in 2023...https://vimeo.com/1094411207/bba7ad6a76			Influencers					Alan Mallory: It’s the Climb, Part 1		PrismHR LIVE speaker Alan Mallory and three members of his family were able to reach the Mount Everest summit. It’s an amazing story. What can businesses take away from his experience?https://player.vimeo.com/video/964554280?h=546a4bb1bf&badge=0&autopause=0&player_id=0&app_id=58479			Scott Stratten: Your People Are Your Brand, Part 1		UnMarketing Inc’s Scott Stratten sat down to chat with PrismHR about several topics, including his thoughts on how important your people are to your brand, which is a good lesson for HROs and the SMBs they serve.https://player.vimeo.com/video/927150025?h=aa70486eaf&badge=0&autopause=0&player_id=0&app_id=58479			Casey Clark: Get to Know the NAPEO CEO, Part 1		NAPEO CEO Casey Clark came into the PEO industry from the gaming industry. “For me,” he said, “the biggest learning has been about how collaborative this group is, you know, and how this industry works together … to drive real change.”https://player.vimeo.com/video/995071529?h=2c421f1449&badge=0&autopause=0&player_id=0&app_id=58479			Jeannie Walters: The Customer Experience Isn’t Always Right		Improving the customer experience is a vital component of any businesses’ success, especially in today’s competitive marketplace. HROs must always be one step ahead to retain and attract new clients, says customer experience expert Jeannie Walters.https://player.vimeo.com/video/927149410?h=998ee27c55&badge=0&autopause=0&player_id=0&app_id=58479			Scott Stratten: Your People Are Your Brand, Part 2		In the second part of this two-part video series, UnMarketing’s Scott Stratten explains why applying for a job in your own company might be a good idea, discusses HR policy and more.https://player.vimeo.com/video/927149849?h=51432f2635&badge=0&autopause=0&player_id=0&app_id=58479			Casey Clark: Get to Know the NAPEO CEO, Part 2		NAPEO CEO Casey Clark discusses some of the things he wasn’t expecting when he took over the position. He also reveals the advice his predecessor, Pat Cleary, gave him when he stepped into the role.https://player.vimeo.com/video/995071600?h=da006b108d&badge=0&autopause=0&player_id=0&app_id=58479			Jefferies’ Daniel Avrutsky’: HCM 3.0 and the Impact of AI		Generative AI is everywhere these days, so it’s not surprising that AI will make a huge impact on human resources as well.https://player.vimeo.com/video/927149076?h=03e747516f&badge=0&autopause=0&player_id=0&app_id=58479			Joe Theismann: Lessons From the Gridiron		NFL quarterback Joe Theismann discusses the importance of having a “Take one for the team” mentality and more in this video from PrismHR LIVE 2022.https://player.vimeo.com/video/1014375075?h=9364d955a3&badge=0&autopause=0&player_id=0&app_id=58479

### Q4 2024 Release

Q4 2024 Release
		Focus Areas: Payroll, Reporting, Employee Experience					
						
						
						
							Get the full scoop on all the Q3 enhancements!		The Q4 2024 Release is scheduled to be deployed on the following Saturdays: 11/2, 11/9, 11/16. Each quarter we release new features and enhancements across the platform to help you compete, operate efficiently, and expand opportunities to deliver value to your clients.			Q4 Release Highlights		REPORT CENTER: User ExperienceRevamped Homepage: A redesigned homepage featuring a modern aesthetic enables users to organize reports by category, providing enhancements to the user experience, accessibility and usability. Scheduled for release late DecemberEMPLOYEE PORTAL: Data AccessPayroll History, Summary, and Reports for Worksite Managers: Improve access to data for authorized worksite managers with the ability to view and download payroll history reports, including GL files and invoices.BENEFITS ADMINISTRATION: Operational EfficiencyOffer Type Field Requirements: Beginning in Q1 2025, the Offer Type field for Group Benefit Plans will become a required field and we encourage users to prepare in advance. A new import is available to easily populate the data.ONBOARDING & BENEFITS ENROLLMENT: Employee ExperienceNew Dependent Care FSA Offer Type: Reduce employee confusion with a separate enrollment workflow for Dependent Care Flex Spend Account Types which now have a dedicated Offer Type (DEPFSA).CLIENTSPACE: Operational EfficiencyBenefit Plan Manager: Save time and reduce errors by automatically syncing information between ClientSpace and the Benefit Plan Manager, allowing SMB clients to seamlessly renew benefit plans and update contributions for the new year even if they do not have a ClientSpace account. Scheduled for release Q1 2025TALENT MANAGEMENT: Operational Efficiency & IntegrationsAI-Powered Position Description & Salary Range: Position descriptions and salary range analysis are now AI-generated based on the Position record. Scheduled for release 1H 2025https://player.vimeo.com/video/1022301056?h=ae13becaf2WATCH: Top Q4 Release Highlights https://player.vimeo.com/video/1024509712?h=0636b946acWATCH: Q4 Release Preview and Q&A 			Check Out the Full Q3 Update for Each Product:
		Report Center | Payroll & HR | Employee Portal
Benefits Administration | Onboarding & Benefits Enrollment | API
Talent Management | ClientSpace | Compliance | Workforce Management					
						
						
							Report Center
		Q4 Focus: Operational Efficiency, Self-Service Functionality, Data Access, UI/UX
			Highlights		Revamped Homepage: A redesigned homepage featuring a modern aesthetic enables users to organize reports by category, providing enhancements to the user experience, accessibility and usability. Scheduled for release late DecemberImport Third-Party Data via CSV Files: Improve efficiency and insight by importing third-party data via CSV files into the PrismHR Data Warehouse, allowing users to perform analytics on the imported data and integrate it with existing PrismHR data.Native Analytics Dashboard: Gain visibility into how worksite managers and service provider users utilize the Report Center platform with the new Native Analytics Dashboard designed to provide insights into the reports they access.Billing Dashboard: Increase visibility into license types and adoption rates of the next-gen Report Center.https://player.vimeo.com/video/1024874830?h=37e83748e3For more information about these and other Q3 enhancements, watch the preview video.			Report Center Resources		Check out guides and webinars to helpyou get started on the new platform.								
									LEARN MORE
					
									Payroll & HR
		Q4 Focus: Operational Efficiency
			Highlights		 Client Notes Enhancements: You can now organize your client information in categories, improving visibility and allowing you to access data quicker and in a logical way.Import Favorites: When setting up new users or pushing new features to existing users, you can create and apply a template that quickly enables a set of functionality in the favorite bar for one or more users. https://player.vimeo.com/video/1021789830?h=d1a01844e1For more information about these and other Q3 enhancements, watch the preview video and check out the release notes.					
						
							Employee Portal		Q4 Focus: Data Access, Operational Efficiency, Self-Service Functionality			Highlights		Payroll History, Summary and Reports for Worksite Managers: Improve access to data for authorized worksite managers with the ability to view and download payroll history reports, including GL files and invoices.Update Retirement Contributions in Employee Portal: Enhance employee experience and self-service functionality by enabling updates to Roth and 401k contributions directly in the Employee Portal.Configuration Template Auditing: Get increased visibility into who made template changes—and when—with new auditing screens that provide easy filtering, searching, and sorting.https://player.vimeo.com/video/1021789955?h=4b29ac22d7For more information about these and other Q4 enhancements, watch the preview video and check out the release notes. 			Onboarding and Benefits Enrollment
		Q4 Focus: Operational Efficiency,UI/UX			Highlights		Offer Type Field Requirements: Beginning in Q1 2025, the Offer Type field for Group Benefit Plans will become a required field and we encourage users to prepare in advance. A new import is available to easily populate the data.FSA and Retirement Plan Enrollment Enhancements: Simplify the enrollment process by providing direct links to all relevant maintenance and inquiry forms, eliminating the need to search for them individually.Benefit Adjustments Form Enhancements: An enhanced user experience in the Benefits Adjustment form allows users to filter adjustments to view only completed or outstanding items with a link to vouchers associated with processed adjustment cycles.Auto Escalator Provision Fields: Ensure compliance with the Auto Escalator provision under the Secure 2.0 Act (effective 1/1/25) with new fields added to indicate retirement plans and participants that are subject to this provision.General System Enhancements: Reduce costly accidental errors with numerous new validations in the system.			Onboarding and
Benefits Enrollment
		Q4 Focus: Operational Efficiency,
Employee Experience			Highlights		New Dependent Care FSA Offer Type: Reduce employee confusion with a separate enrollment workflow for Dependent Care Flex Spend Account Types which now have a dedicated Offer Type (DEPFSA).Document Management Guardrails in Onboarding and Benefits Enrollment: Decrease frustration and the need for submitting a support case with the prevention of deleting in-use documents.Remove Dependents from PET and LGL Plan Cards: Simplify employee enrollments for Pet and Legal insurances with the elimination of the enroll dependents option.https://player.vimeo.com/video/1021790144?h=de2f1e9a2e					
						
							API		Q4 Focus: Operational Efficiency, Data Access, Performance & Stability
			Highlights		ACH File Streaming Service: Increase operational efficiency and security by allowing the access and download of an ACH to a secure server rather than an individual user’s computer.Mask Payrates: This enhancement provides more flexibility to apply data masking on payrates when accessing employee data via the getEmployee endpoints. Additional information available in API docs.Option Level Security: Remove payrate information with additional option level security on getHistory.https://player.vimeo.com/video/1021790095?h=c55ffc0182For more information about these and other Q3 enhancements, watch the preview video and check out the release notes.			Talent Management
		Q4 Focus: Operational Efficiency, UI/UX, Integrations
			Highlights		AI-Powered Position Description & Salary Range: Position descriptions and salary range analysis are now AI-generated based on the Position record.Full Integration with Onboarding: Increase operational efficiency and accuracy with the ability to directly hire and push candidates from the ATS to Onboarding with our seamless PrismHR payroll integration.Redesigned Candidate Detail Screen: Improve usability with a brand new candidate experience that prioritizes core functions and key details.Wizard-Based Job Posting Workflow: Simplify the job posting process for users with a step-by-step guided workflow.Assessments Powered by New Form Builder: Increase flexibility for candidate evaluations with our new Form Builder that powers an enhanced Assessment tool.Enhanced Indeed Integration: An improved integration with Indeed includes disposition data and a streamlined assessment question flow.https://player.vimeo.com/video/1021789890?h=5235245b9eFor more information about these and other Q3 enhancements, watch the preview video and check out the release notes.					
						
						
							Compliance		Q4 Focus: Operational Efficiency, Compliance
			Highlights		Global PTO Accrual: Global PTO can now accrue local PTO plan vs. State PTO plan for easier setup, review and use of Global PTO benefit plans.Secure 2.0 Increased Catch-up Contributions: Stay compliant with upcoming Secure 2.0 options for increased catch-up contributions for employees aged 60-63, effective January 1, 2025. Our flexible system and retirement plan setup ensure seamless adherence, with the option to customize and disable this feature for specific clients as needed.W-2 Updates: Ensure accuracy on W-2s with Alabama and Vermont state taxes that have now been updated.https://player.vimeo.com/video/1021790014?h=fafeba5458For more information about these and other Q4 enhancements, watch the preview video and check out the release notes. 					
						
							ClientSpace		Q4 Focus: Self-Service Functionality, UI/UX
			Highlights		Benefit Plan Manager: Save time and reduce errors by automatically syncing information between ClientSpace and the Benefit Plan Manager, allowing SMB clients to seamlessly renew benefit plans and update contributions for the new year even if they do not have a ClientSpace account.UI Refresh: Enjoy an enhanced user experience with an updated user interface that gives ClientSpace a modern and fresh look to match the PrismHR platform.Employee Certifications and Skills: Increase operational efficiency with an integration between Employee Certifications and Skills fields from PrismHR which will allow you to generate workflows and emails based on these fields.https://player.vimeo.com/video/1021790061?h=64cbd552caFor more information about these and other Q4 enhancements, watch the preview video and check out the release notes. 					
						
							Workforce Management
		Q4 Focus: Operational Efficiency, Integrations
			Highlights		New Bulk User Invite: Save time by mass-inviting groups of employees or managers to the platform.CRM Provisioning App: Easily create, update, and manage WFM accounts with a new Provisioning App that includes login and role permissions for account and time clock provisioning per PrismHR instance.Client Usage Report: View a client’s billable usage metrics, including active employees, clocks, and service packages, directly from the Reports menu.PEO Client Usage Report: Summarize billable usage for all clients, including active employees, clocks, and service packages within the Provisioning App.PrismHR Integration – Exclude Wages: You can now exclude wages from syncing between platforms.https://player.vimeo.com/video/1022165974?h=9b34a49d2aFor more information about these and other Q4 enhancements, watch the preview video and check out the release notes. 					
						
						
							Final release notes will be available at the time of the release in the Customer Resource Center.					The PrismHR Customer Support Team

### Q2 2024 Release

Q2 2024 Release
		Focus Areas: Reporting, Worksite Manager Functionality and Employee Experience					
						
						
						
							Get the full scoop on all the Q2 enhancements!		The Q2 2024 Release is scheduled to be deployed on the following Saturdays: 6/8, 6/15, 6/22. Each quarter we release new features and enhancements across the platform to help you compete, operate efficiently, and expand opportunities to deliver value to your clients.This feature or enhancement was inspired by customer feedback through one of the PrismHR Voice of the Customer programs.			Q2 Release Highlights					REPORT CENTER: Reporting & Data Access
		New Pre-Built Dashboards: One of the most exciting enhancements in the new Report Center is the ability to create configurable dashboards, putting key metrics and data visualizations front and center for you and your clients. To save you time, we’ve released a new set of pre-built dashboards featuring popular reports.			EMPLOYEE PORTAL: Worksite Manager Functionality
		Time Sheet Entry for Worksite Managers: Streamline the time entry process for worksite managers with a new step-by-step workflow experience in Employee Portal. Worksite managers no longer have to log in separately to Prism Core for time entry.			PAYROLL & HR: Operational Efficiency
		Payroll Submission Notifications: This top 10 idea from customers streamlines payroll processing with notifications when a client payroll is submitted.			ONBOARDING & BENEFITS ENROLLMENT: Operational Efficiency
		Duplicate Forms and Workflows: Increase efficiency for admins with the ability to duplicate forms and workflows. This enhancement is especially useful during critical periods such as year-end client setup and open enrollment.Editing Dependents within Benefits Enrollment: Improve self-service for employees with the ability to edit their dependents within the benefits enrollment workflow without having to contact HR or leaving the workflow to log in to the Employee Portal.https://player.vimeo.com/video/951714930?h=1f62e04e38WATCH: Top Q2 Release Highlightshttps://player.vimeo.com/video/961600167?h=72c8ccb184WATCH: Q2 Release Preview and Q&A			Check Out the Full Q2 Update for Each Product:
		Report Center | Payroll & HR | Employee PortalOnboarding & Benefits EnrollmentBenefits Administration | API | Compliance					
						
						
							Report Center
		Q2 Focus: Data Access, UI/UX, Self-Service Experience
			Highlights		New Pre-Built Dashboards: One of the most exciting enhancements in the new Report Center is the ability to create configurable dashboards, putting key metrics and data visualizations front and center for you and your clients. To save you time, we’ve released a new set of pre-built dashboards featuring popular reports, including:Client Master GeneralBenefit Billing DetailEmployee OnboardingPay Code DetailBenefit EnrollmentProfit Reports (Client Profit Analysis Overview, Client Profit Analysis Summary, Client Profit Analysis Details)Payroll Check RegisterEmployee DashboardPayroll ControlUser Role Enhancements: Easily assign report and field access and manage individual license types directly from the user role level, streamlining the implementation process for your administrators.Native Analytics / License Maintenance: Conveniently track user login activity and analytics surrounding reports being accessed and utilized, who changes license types, the dates of those changes, along with the ability to easily deactivate inactive users, and License Maintenance functionality.https://player.vimeo.com/video/949629541?h=52cbd12146For more information about these and other Q2 enhancements, watch the preview video.			Report Center Resources		Check out guides and webinars to helpyou get started on the new platform.								
									LEARN MORE
					
									Payroll & HR
		Q2 Focus: Operational Efficiency
			Highlights		Payroll Submission Notifications: This top 10 idea from customers streamlines payroll processing with notifications upon client payroll submission. Users will not have to manually check if the payroll has been submitted. Once users receive the notification, they know to move on to the next step in the payroll process.Billing Rules Import: Increase efficiency by updating billing rates faster using the new Billing Rules Import.Worksite Trusted Advisors PTO Approval: Give Worksite Trusted Advisors access to approve and manage PTO.Recalculate PTO: Quickly recalculate PTO if an error occurred or a plan was set up incorrectly during the plan year.https://player.vimeo.com/video/949629901?h=f58a600de5For more information about these and other Q2 enhancements, watch the preview video and check out the release notes. 					
						
							Employee Portal		Q2 Focus: Self-Service Functionality
			Highlights		Time Sheet Entry for Worksite Managers: Streamline the time entry process for worksite managers with a new step-by-step workflow experience in Employee Portal. Worksite managers no longer have to log in separately to Prism Core for time entry.https://player.vimeo.com/video/949630099?h=9c96d53239For more information about these and other Q2 enhancements, watch the preview video and check out the release notes. 			Onboarding and Benefits Enrollment
		Q2 Focus: Operational Efficiency, Self-Service Functionality
			Highlights		Duplicate Forms and Workflows: Increase efficiency for admins with the ability to duplicate forms and workflows. This enhancement is especially useful during critical periods such as year-end client setup and open enrollment.Editing Dependents within Benefits Enrollment: Improve self-service for employees with the ability to edit their dependents within the benefits enrollment workflow without having to contact HR or leaving the workflow to log in to the Employee Portal.https://player.vimeo.com/video/949630351?h=5a9066c4c2For more information about these and other Q2 enhancements, watch the preview video and check out the release notes. 					
						
						
							Benefits Administration
		Q2 Focus: Operational Efficiency
			Highlights		Group Benefit Plans Update: Improve visibility into clients using a specific benefits plan and number of active enrollments within each company’s plan.
Retirement Adjustment Import Upgrade: Enhanced import functionality allows you to import all fields from the Retirement Register Adjustment form, including the latest Successor Deferral fields.
Quick Links: Conveniently access links corresponding to imports directly from a variety of forms, including Dependents and Benefit Adjustments.https://player.vimeo.com/video/951211952?h=6426d2e0ceFor more information about these and other Q2 enhancements, watch the preview video and check out the release notes. 			API		Q2 Focus: Performance and Stability, Data Access			Highlights		Performance and Stability: Experience quicker subscription event collection times and fewer timeouts without impact to how your integrations access events.
Data Access: Effortlessly access all the data you need to manage tasks, including Payroll Allocation Data, importing 1095-C forms, finalizing and posting payroll, updating employee properties, and creating paycodes.https://player.vimeo.com/video/951213364?h=89789667d9					
						
							Compliance		Q2 Focus: Operational Efficiency, Compliance
			Highlights		Labor Unions: Union Deduction applied to specific Union Dues Table Rules gives you the ability to define unique deduction codes for individuals, more flexibility to support various Labor Unions and Union Dues Deduction Separation, and improved reporting and visibility into clients and employees with multiple deduction rules.EFW2C Export: Reduce manual entry, manipulation, and errors in EFW2C data with the ability to efficiently upload EFW2C data directly to SSA.https://player.vimeo.com/video/949630565?h=1408761b2aFor more information about these and other Q2 enhancements, watch the preview video and check out the release notes. 					
						
						
							Final release notes will be available at the time of the release in the Customer Resource Center.					The PrismHR Customer Support Team

### What's New

It’s Not an Evolution.It’s a Revolution.
		Innovation That Redefines HR, Payroll and Workforce ManagementInnovation is what drives PrismHR forward. With a modern suite of products and countless dynamic new features, we’re not just keeping pace with the market—we're setting a new standard.Backed by over 40 years of industry leadership and nine groundbreaking solutions introduced in the last two years, PrismHR continues to lead in PEO technology innovation, delivering the most advanced tools to optimize efficiency, scale seamlessly and enhance client satisfaction.Our cloud-powered platform streamlines HR processes, boosts client engagement and enhances productivity throughout the employee journey—equipping your PEO with all the tools needed from hiring to retiring.			Get Started Today
					
						
						
							Discover how PrismHR can optimize your business and elevate client relationships.										
									Explore PEO Solutions
					
									The Power Behind the Industry
		Trusted by Thousands, Built for Success					
								
									
						A proven leader in HR technology for 40 years					
								
									
						Backed by 950+ developers dedicated to continuous HR technology innovation					
								
									
						Invests $70M+ annually in advancing platform capabilities
					
								
									
						Powers more than 100,000 organizations					
								
									
						Processes over $100 billion in annual payroll					
								
									
						Serves 60% of the PEO industry
					
							Hear From Our Clients
		"When we selected PrismHR to be a part of our solution, we have seen tremendous growth in the last two years. With our technology and digital transformation, we have seen our onboarding process take much less time than we have experienced before. "Pathik ModyCTO, Trion Solutionshttps://vimeo.com/981394632/0581de287e					
							Why Is PrismHR the Top Choice for More PEOs Than Any Other Provider?
		Innovation, Security and Expert Support with a Unified System for Seamless Growth			Advanced Data Analytics & Process Automation
		Utilize powerful analytics and automation tools to streamline operations and improve decision-making.			Modern Talent Acquisition & Management
		Attract, hire, and retain top talent with intuitive recruitment tools and dynamic employee engagement features.			Scalable, Cloud-Based Infrastructure
		A flexible platform designed to support PEOs of all sizes with seamless scalability and performance.			Intuitive Client & Employee Experience
		Deliver a streamlined, user-friendly HR solution that enhances client satisfaction and fosters employee engagement.			Enterprise-Grade Security & Data Protection
		Ensure the highest levels of security with SOC 2 Type II certification and advanced encryption measures.			Unmatched Customer Success & Support
		Benefit from expert guidance, personalized training, and a dedicated support team to maximize your platform’s potential.					
						
						
							Your Trusted Partner for Growth and Operational Excellence		See how PrismHR’s robust technology and industry expertise drives business success. Whether you’re streamlining operations, scaling your business or enhancing client satisfaction, we’re here to help every step of the way.								
									Get Started
					
									Hear From Our Clients
		“PrismHR is the best in the industry as far as software. It really brings everything together unlike other software offerings out there. We feel like it fits the PEO model the best.”Jackie PresserPayroll and Benefits Manager, Advanstaff HRhttps://vimeo.com/1038727215?h=513cc3c435&badge=0&autopause=0&player_id=0&app_id=58479					
							Everything You Need From Hire to Retire
		New & Enhanced Modules for a One-Stop-Shop!					
						
						
						
						
							CORE PLATFORM					PAYROLL					REPORTING					HR ADMINISTRATION					CLOUD PRINTING					FINANCIAL OPERATIONS					BENEFITS ADMINISTRATION					CLIENTSPACE (SERVICES)					EMPLOYEE PORTAL					DOCUMENT MANAGEMENT					TRAINING SUBSCRIPTION					ENHANCED MODULES					Workforce Management					Tax Management					ONBOARDING					BENEFITS ENROLLMENT					Applicant Tracking					Performance Management					ClientSpace (Premium)					API					Data Bridge					MARKETPLACE																															Workforce Management		PrismHR Workforce Management automates time tracking and scheduling to gain efficiency, accuracy and satisfaction for your business operations as well as those of your clients.																													Tax Management		PrismHR Tax is a comprehensive solution designed to alleviate the complexities of tax filing with flexible options to meet business needs for accuracy and compliance while saving you time and resources.																													Onboarding		PrismHR Onboarding is an integrated software with the PrismHR Employee Portal and Benefits Enrollment solution to enhance employee experience upon hire while reducing time spent on administrative tasks.																													Benefits Enrollment		PrismHR Benefits Enrollment is integrated with PrismHR Employee Portal and Onboarding solution, to enhance the benefits enrollment experience while increasing operational efficiency.																													Applicant Tracking		PrismHR Applicant Tracking System software empowers you to customize branded career portals, integrate with major job boards and leverage advanced tools for hiring success.																													Performance Management		PrismHR Performance Management helps you grow your business with a flexible and intuitive solution designed to help your clients engage and develop employees.																													ClientSpace		PrismHR ClientSpace is a powerful Customer Relationship Management (CRM) solution that helps your organization work efficiently, increase revenue and reduce risk.																													API		The PrismHR web services Application Programming Interface (API) simplifies real-time data exchange between PrismHR and other systems, allowing you to decrease operational costs and improve efficiency.					
							Expand Your Capabilities With the PrismHR Marketplace		Take your PEO services to the next level with the PrismHR Marketplace, a hub of integrated applications and services. From insurance and benefits to compliance tools, the Marketplace extends PrismHR’s capabilities, helping your PEO thrive.								
									Visit Marketplace
					
																																					
						
						
						
						
							Your Trusted Partner for Growth and Operational Excellence
		With over 40 years of industry leadership, unmatched annual investments in innovation and a formidable team of expert developers, PrismHR is the trusted partner PEOs rely on to streamline operations, drive growth and stay ahead of the competition. At the forefront of HR technology, we empower businesses to thrive in an evolving landscape. 								
									Get Started Today

### Mobile App - Instructions

PrismONE Mobile App 		Setup Instructions					
						
						
						
							Gives you full access to your payroll and HR information—anytime you need it, on any device you choose.
		Easily see your pay stubs, check your PTO balance, view your benefits or review tax documents from your mobile device. And that’s just the beginning. Manage your work life efficiently.			For Employees:
							
							
													
										Intuitively navigate with quick links at the top and view all the essentials right on the home page.
									
								
													
										Request time off, view time off balances, time sheets and work schedules.
									
								
													
										Find your teammates through the convenient org chart and directory.
									
								
													
										View pay stubs and pay history easily.
									
								
													
										Enroll in benefits and view benefits summary.
									
								
													
										Access HR and tax documents such as W-2s.
									
								
													
										Clock in/out effortlessly with one swipe (if applicable).
									
								
													
										Locate your internal HR support contacts quickly.
									
						
							For Managers:
							
							
													
										See a high-level overview of employee onboarding activities.
									
								
													
										Review pending PTO requests and approve quickly.
									
								
													
										Access your team’s work schedules and timecards effortlessly.
									
								
													
										View you team’s employee details and manage efficiently.
									
								
													
										Gain access to a range of additional management features.
									
						
				Enjoy a streamlined HR and payroll experience with the PrismONE app. Everything you can do in the employee portal, you can now do on the go. Download the app today for a convenient, efficient and user-friendly experience!					
						
						
							Step-By-Step Setup Instructions
					STEP 1					Download the App
		The PrismONE Mobile App is available for Apple (App Store) and Android devices (Google Play).Download the appropriate app for your device:														
															
																											
															
																Set PIN and Scan Biometric(if desired)		If desired, you can set up your PIN and/or biometrics.Upon first download, you will be taken to a PIN setup page.																										Create and confirm your 4-digit PIN code to proceed.On the next page, you’ll have the option to continue just with your PIN or set up your biometrics. Biometrics are strongly recommended.To enable biotmetrics, tap the biometrics toggle and validate with your phone’s biometrics (FaceID or Fingerprint Sensor).Once you’ve validated with your PIN or biometrics, you will be taken to a new screen, Scan QR Code.			STEP 2					Locate Your Access Code		Log into your web portal as you normally would on a desktop or mobile browser.Go to the My Tools dropdown at the top right of the page and you will see a QR Code.																													Set Up the App
		Open the app and set up access by using the Scan QR Code button.																										Grant camera access to the PrismONE mobile app and scan the QR code on your web portal.PrismONE mobile app will sign you into your account.					
							Switch Account(if applicable)		If you have more than one account because you work for more than one company and you’d like to change which account you’re viewing:					
							
													
										Go to the Navigation page and select “Switch Account” to deregister from your current login.
									
								
													
										Scan the QR Code for the account you want to log into, similar to your initial setup.
									
						
				Note: You will not have to set up a new PIN or re-register your biometrics.

### Mobile App

PrismONE Mobile App 		Next-Generation Access to HR and Payroll on the GoThe PrismONE Mobile App delivers a modern, user-friendly experience for managing payroll, HR information and essential employee services—all from the convenience of your smartphone or tablet.With PrismONE Mobile App, employees and managers alike can stay connected, streamline tasks and access critical information anywhere, anytime.														
															
																											
															
																																																																						
						
						
							Access Your HR and Payroll Information Anytime, Anywhere 							
								
									
							Modern and Intuitive Design 						
					
									
						PrismONE Mobile App offers a true native app experience with faster performance, improved aesthetics and seamless navigation. 					
								
									
							Streamlined Access 						
					
									
						Biometric login (facial recognition and fingerprint) ensures secure, quick entry to your account. 					
								
									
							Responsive and Customizable 						
					
									
						Optimized for any device, PrismONE Mobile App provides branding options for partners and scalability to meet evolving needs. 					
						
						
							How to Get Started with PrismONE 										
									See Setup Instructions

### Events

PrismHR Events
							
						
						
						
																																	Sponsorships and Events
		PrismHR supports a variety of events within the HRO and HCM industries. Here’s a few events where you’ll see us:NAPEO Board of Directors Fall Event, 1/1 – 1/3/25Slavic 401k Conference, 2/3 – 2/5/25NAPEO Board of Directors Strategic Planning Retreat, 2/24 – 2/26/25IPPA Spring Summit, 3/11 – 3/13/2025NAPEO PEO Operations Workshop, 4/8 – 4/10/25PACE, 4/26 – 4/30/25TPG Annual Conference, 5/4 – 5/7/2025NAPEO PEO Capital Summit, 5/20 – 5/22/25NAPEO Annual Conference, 10/6 – 10/8/2025PrismHR LIVE 2026, 6/14 – 6/16/26

### Terms of Use

PrismHR's Terms of Use		Last updated on September 16, 2024			Introduction		Hello and welcome to this website provided by PrismHR. We hope you enjoy learning about us and our various offerings. Please read these terms of use (“Terms of Use”) carefully because they are a binding agreement between you and PrismHR(“PrismHR”, “we”, “our” or “us”). These Terms of Use apply to your use of the Website. If you do not agree with these Terms of Use, do not access or download the Website. 			1. Your Use of the Website
		PrismHRowns and operates the Website. The documents and other information and content available on the Website is referred to as “ Content.” The Content is protected by copyright laws throughout the world. PrismHR grants you a limited, revocable license to access and use the Website and Content. You are required to retain all copyright and other proprietary notices on any copies of the Content. Using the Website does not give you any ownership rights to the Content. Further, nothing in these Terms of Use is to be construed as conferring to you any license or right under any patent, copyright, trademark, or other intellectual property right of PrismHR or any third party. PrismHR and its suppliers reserve all rights not granted in these Terms of Use.You may not provide any Data (as defined in Section 5) or use the Website in any way that violates any laws, infringes on anyone's rights, is offensive, or interferes with the Website or any Website features. Except as expressly provided above, you may not otherwise copy, display, download, distribute, modify, reproduce, republish, or retransmit any Content or any portion of the Content in any electronic medium or in hard copy, or create any derivative work based on such Content, without our express written permission. The Website and Content are for informational purposes only and we do not make any recommendations on or via the Website; accordingly, you should not rely upon the Website or Content as the sole basis for any decision or action.			2. Trademarks
		All trademarks, logos, and service marks (“Marks”) displayed on the Website are our property or the property of third parties. You are not permitted to use these Marks without the Marks’ owner’s prior written permission.			3. Modification
		PrismHR reserves the right to (i) modify the Content or to (ii) modify, suspend, or discontinue the Website or any part the Website at any time with or without notice to you. You agree that PrismHR will not be liable to you or to any third party for any modification of the Content or any modification, suspension, or discontinuance of the Website.			4. Feedback
		All information, ideas, suggestions, or other communications you submit or provide to us will be nonconfidential and nonproprietary (“ Feedback”). Accordingly, do not submit or provide PrismHR with any information you consider confidential or proprietary. Unless you and PrismHR agree otherwise in a written agreement, PrismHR will be entitled to use, disclose, or distribute any Feedback for any purpose whatsoever (including commercial purposes) without any obligation to you (monetary or otherwise).			5. User Submissions
		The Website may enable you to submit emails or otherwise provide certain content, data, or other information (“Data”) to PrismHR. You can only post Data if you own all the rights to the Data or if the owner has given you permission. You do not transfer ownership of the Data you provide, submit, or post; however, by doing so, you grant PrismHR the irrevocable right to use, copy, modify, publish, perform, transmit, and display such Data in accordance with these Terms of Use, and you waive any moral rights you may have in such Data. PrismHR will be free to use such Data for any reason whatsoever.			6. SMS Text Messages		By entering your contact information including your phone number and clicking on the “Request a Call” button, you agree to receive recurring informational SMS, MMS, or Email messages from PrismHR. Your click is your electronic signature, and you are authorizing PrismHR to send you text messages on your mobile phone or landline. You hereby understand that consenting to receive SMS messages is not a condition of purchase or service. This is a standard rate subscription service available on most carriers, Msg & Data Rates May Apply. You can also request additional information by texting HELP or sending an email to recruiting@prismhr.com. Service will continue until the customer cancels. Subscription may be canceled by texting STOP, END, QUIT, CANCEL or UNSUBSCRIBE.			7. Privacy Policy		Please review the Privacy Policy.			8. Third-Party		The Content may contain links to websites that are owned and/or operated by third parties. Such websites are not under our control. We provide these links only as a convenience and we do not review, approve, monitor, endorse, warrant, or make any representations with respect to such websites. We are not responsible for such websites’ content or for any link(s) they may contain.			9. Warranty Disclaimer		PrismHR DOES NOT MAKE ANY WARRANTIES OR PROMISES ABOUT THE WEBSITE OR CONTENT. FOR EXAMPLE, INFORMATION ON THIS WEBSITE MAY NOT BE CURRENT OR COMPLETE WHEN YOU VISIT THE WEBSITE AND IT MAY CONTAIN ERRORS AND INACCURACIES. ADDITIONALLY, WE DO NOT MAKE ANY COMMITMENTS OF THE WEBSITE LEGAILTY, AVAILABLITY, RELIABLITY, OR ABILITY TO MEET YOUR NEEDS. PrismHR PROVIDES THE WEBSITE AND CONTENT “AS IS” AND FOR YOUR USE AT YOUR OWN RISK. SOME JURISDICTIONS PROVIDE CERATIN WARRANTIES, SUCH AS NONINFRINGEMENT, MERCHANTABILITY, AND FITNESS FOR A PARTICULAR PURPOSE. TO THE EXTENT WE ARE PREMITTED BY LAW, PrismHR DISCLAIMS ALL WARRANTIES, WHETHER EXPRESS, IMPLIED, OR STATUTORY, INCLUDING ALL THE WARRANTIES LISTED ABOVE, AND ANY WARRANTIES OF TITLE, ACCURACY, AND QUIET ENJOYMENT.			10. Indemnification		You agree to indemnify and hold PrismHR, its parents, subsidiaries, affiliates, officers, employees, agents, partners, and licensors (collectively, the “PrismHR Parties”) harmless from any losses, costs, liabilities, and expenses (including reasonable attorneys’ fees) relating to or arising out of: (a) your Data or (b) your violation of any applicable laws, rules, or regulations. PrismHR reserves the right, at its own cost, to assume the exclusive defense and control of any matter requiring indemnification by you, in which event you will fully cooperate with PrismHR in asserting any available defenses. You agree that the provisions in this section will survive your access or use of the Website.			11. Limitation of Liability		YOU UNDERSTAND AND AGREE THAT, EXCEPT WHERE PROHIBITED, IN NO EVENT WILL THE PRISM HR PARTIES BE LIABLE FOR ANY INDIRECT, INCIDENTAL, SPECIAL, OR CONSEQUENTIAL DAMAGES ARISING OUT OF OR IN CONNECTION WITH THE CONTENT OR THE SEXUAL HARASSMENT TRAINING CONTENT, INCLUDING, WITHOUT LIMITATION, ANY DAMAGES RESULTING FROM LOSS OF USE, DATA, OR PROFITS, WHETHER OR NOT A PrismHR PARTY HAS BEEN ADVISED OF THE POSSIBILITY OF SUCH DAMAGES, ON ANY THEORY OF LIABILITY. THE PrismHR PARTIES’ TOTAL CUMULATIVE LIABILITY IN CONNECTION WITH THESE TERMS OF USE, THE SEXUAL HARASSMENT TRAINING, OR THE CONTENT, WHETHER IN CONTRACT, TORT, OR OTHERWISE, WILL NOT EXCEED FIFTY DOLLARS (US$50). THE SEXUAL HARASSMENT TRAINING IS NOT INTENDED TO PROVIDE LEGAL ADVICE AND SHALL NOT BE USED AS A SUBSTITUTE FOR SPEAKING OR COUNSELING WITH AN ATTORNEY, AND USER HEREBY WAIVES ANY ARGUMENT RAISING SAME.			12. International Visitors		The Website can be accessed from countries around the world and may contain references to products and services that are not available in your country. These references do not imply that PrismHR intends to provide any product or service offerings in your country. We control and operate the Website, the Content, and our offerings from our facilities in the United States of America. PrismHR makes no representations that the Website, the Content, and any of our offerings are or will be appropriate or available for use in foreign countries. Those who access or use Website, or the Content from other jurisdictions do so at their own volition and are responsible for compliance with all applicable laws.			13. Additional Terms		We currently have various service offerings. If you subscribe to any such offerings, we will provide such services under a separate digitally or manually executed agreement. Such agreement will supersede these Terms of Use. These Terms of Use may also be superseded by expressly designated legal notices or terms located on particular pages of the Website.			14. Governing Law Venue		These Terms of Use and any related action will be governed and interpreted by and under the laws of the State of Arizona, without regard conflicts of laws, principles, or rules. Venue for any dispute arising out of these Terms of Use will be addressed in the state courts located in Maricopa County, Arizona or the federal courts of the United States in the District of Arizona, and each party (you and PrismHR) consents to personal jurisdiction to such court(s) and also waive any right it may otherwise have to challenge the appropriateness of such forums.			15. General Provisions		Any waiver or failure to enforce any provision of these Terms of Use on one occasion will not be deemed a waiver of any other provision or of such provision on any other occasion. If any particular provision of these Terms of Use is held invalid or unenforceable, that part will be modified to reflect the original intention of the parties, and the other parts will remain in full force and effect.			16. Contact Information		If you have any questions about these Terms of Use, please contact us at www.prismhr.com/contact-us/.

### CCPA

CCPA					Privacy notice for California consumers only		This PRIVACY NOTICE FOR CALIFORNIA CONSUMERS supplements the information contained in the Privacy Statement of the PrismHR family of companies (collectively, “we,” “us,” or “our”) and applies solely to California consumers (“consumers” or “you”), effective January 1, 2020. We adopt this notice to comply with the California Consumer Privacy Act of 2018, as amended (“CCPA”) and other applicable California privacy laws. Any terms defined in the CCPA have the same meaning when used in this notice. For purposes of this notice, a “third party” is an entity that is not a wholly-owned or majority-owned and controlled subsidiary of the PrismHR family of companies.			Information We Collect
		We collect information that identifies, relates to, describes, references, is capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular consumer (“personal information”).			WE COLLECT THE FOLLOWING CATEGORIES OF PERSONAL INFORMATION AS INDICATED BELOW:					Category					Examples					Collected?					A. Identifiers		A real name, alias, postal address, unique personal identifier, online identifier, Internet Protocol address, email address, account name, Social Security number, driver’s license number, passport number, or other similar identifiers.			YES					B. Personal information categories listed in the California Customer Records statute (Cal. Civ. Code § 1798.80(e)		A name, signature, Social Security number, physical characteristics or description, address, telephone number, passport number, driver’s license or state identification card number, insurance policy number, education, employment, employment history, bank account number, credit card number, debit card number, or any other financial information, medical information, or health insurance information. Some personal information included in this category may overlap with other categories.			YES					C. Protected classification characteristics under California or federal law
		Age (40 years or older), race, color, ancestry, national origin, citizenship, religion or creed, marital status, medical condition, physical or mental disability, sex (including gender, gender identity, gender expression, pregnancy or childbirth, and related medical conditions), sexual orientation, veteran or military status, and genetic information (including familial genetic information).			YES					D. Commercial information
		Records of personal property, products or services purchased, obtained, or considered, or other purchasing or consuming histories or tendencies.			YES					E. Biometric information
		Genetic, physiological, behavioral, and biological characteristics, or activity patterns used to extract a template or other identifier or identifying information, such as fingerprints.			YES					F. Internet or other similar network activity
		Browsing history, search history, information on a consumer’s interaction with a website, application, or advertisement.			YES					G. Geolocation data
		Physical location or movements.			YES					H. Sensory data
		Audio, electronic, visual, thermal, olfactory, or similar information.			YES					I. Professional or employment-related information
		Current or past job history or performance evaluations.			YES					J. Non-public education information (per the Family Educational Rights and Privacy Act (20 U.S.C. Section 1232g, 34 C.F.R. Part 99))
		Education records directly related to a student maintained by an educational institution or party acting on its behalf, such as grades, transcripts, class lists, student schedules, student identification codes, student financial information, or student disciplinary records. 			YES					K. Inferences drawn from other personal information
		Profile reflecting a person’s preferences, characteristics, psychological trends, predispositions, behavior, attitudes, intelligence, abilities, and aptitudes.			YES

### Webinar Disclaimer

Webinar Disclaimer		PrismHR makes no representations or warranties about the accuracy or suitability of any information in the webinars and related materials (such as handouts, presentation documents and recordings); all such content is provided to webinar registrants on an “as is” basis. PRISMHR HEREBY DISCLAIMS ALL WARRANTIES REGARDING THE CONTENTS OF THESE MATERIALS, INCLUDING WITHOUT LIMITATION ALL WARRANTIES OF TITLE, NON-INFRINGEMENT, MERCHANTABILITY, AND FITNESS FOR A PARTICULAR PURPOSE. PrismHR hereby disclaims all liability for any claims, losses, or damages in connection with use or application of these materials. This webinar is provided for general information purposes only and does not constitute legal or professional advice. No user should act on the basis of any material contained in the webinar without obtaining proper legal or other professional advice specific to their situation.IMPORTANT NOTICE: Please note that this GoToWebinar service allows audio and other information sent during the session to be recorded, which may be discoverable in a legal matter. By joining this session, you automatically consent to such recordings. If you do not consent to being recorded, discuss your concerns with the host or do not join the session. Rules regarding the recording of communications differ from jurisdiction to jurisdiction. Please check the rules on this topic in your respective jurisdiction.

### Privacy Policy

PrismHR Privacy PolicyOverviewThis Privacy Policy describes PrismHR, and our subsidiaries and affiliates collect, use, share, and protect business, financial, and personal information. This Policy applies to all information collected or submitted on this website and mobile applications (“Site”). This policy is available on the homepage of this Site and at every login page where personally identifiable information may be requested.PurposeYour privacy, and the privacy of the information provided, is important to us. We responsibly protect your data from loss, misuse, unauthorized access, disclosure, alteration, and untimely destruction. We do not grant access to your personal information except as otherwise set forth herein. We do not share or sell personal information collected on the Site with any third parties for their marketing purposes. At times, we will provide you with links to other websites. We encourage our users to be aware when they leave our Site, and to read the privacy statements of every website that collects personally identifiable informationInformation Collection and UseWHAT INFORMATION IS COLLECTEDWe limit the collection of personal information to the information that we need to administer and improve the Site, to provide our products and services (“Services”) to our customers, and to fulfill any legal and regulatory requirements.THE CATEGORIES OF PERSONAL INFORMATION THAT WE COLLECT MAY INCLUDE, BUT ARE NOT LIMITED TO:Contact information to allow us to communicate with you.Company name, address, and business information to provide Services.If a quotation is requested, employee information, including Social Security number, date of birth, financial, bank account, biometric, geolocation, medical, and beneficiary information, to provide Services.Credit, debit, or cash/payment card information if used, such as for billing.Credit or debt history regarding your creditworthiness or credit history.Employment history and application information can be used to determine eligibility for a job opening via our recruiting page.HOW PERSONAL INFORMATION IS COLLECTEDWe do not require you to provide any personal information in order to have general access to the Site. However, to access or use certain information, features, or services at the site, you may be required to provide personal information.PERSONAL INFORMATION IS PRIMARILY COLLECTED:When you utilize the services, we obtain the information we need to provide the services.From applications, forms, and other information you provide us on the site.When you establish an account or an account is established for you at the direction of your employer, to receive services.From survey information and/or Site registration.If you provide us with comments or suggestions, request information about our services, or contact our Customer Service Department via phone, email, or other forms of communication.From consumer and business reporting agencies regarding your creditworthiness or credit history.From third parties to verify information given to us.From information you may provide via social media.SMS Terms And ConditionsBy providing your mobile number and opting in to receive SMS (Short Message Service) messages from PrismHR, you consent to receive event-based text messages related to your account, services, customer support, alerts, and other information relevant to your relationship with PrismHR.Message Type: Event-based (messages are only sent in response to specific actions, triggers, or events).Message Frequency: Varies depending on your interaction with our services. You will only receive messages relevant to events such as account changes, service updates, appointment reminders, or transactional notices.Message & Data Rates: Standard message and data rates may apply.Opt-Out Instructions: You can opt out of SMS messages at any time by replying STOP to any message you receive. For help, reply HELP or contact us using the methods below.Help: Reply HELP for more information. You may also contact PrismHR at 800.941.8731 or privacy@PrismHR.comUse of Phone Numbers: Your mobile number will be used solely for the purposes described in this policy. We will not sell your number or use it for unrelated marketing without additional consent.Your consent to receive SMS messages is not a condition of purchasing any goods or services. See additional information on SMS messaging below. Carriers are not liable for delayed or undelivered messagesHOW PERSONAL INFORMATION IS USEDWe use the information provided on the site to perform the services you request.WE LIMIT THE COLLECTION OF PERSONAL CUSTOMER INFORMATION USED TO:Facilitate customer requested services, transactions, investments, distributions, and benefits.Provide superior service to our customers.Comply with legal, reporting, and regulatory requirements.Administer and improve our sites.Detect fraud or theft to protect our business and client information.Contact you with information on services, new services or products, or upcoming events.Facilitate applicant tracking and recruitment.HOW AGGREGATED, NON-PERSONAL INFORMATION IS USEDWe may collect general, non-personal, statistical information about the users of the site and our services in order to determine information regarding the use of our site and general information about our customers. We may also group this information to provide general aggregated data. The aggregated data will not personally identify any customers or visitors to the site.HOW COOKIES ARE USEDA “cookie” is a piece of data that our site may provide to your browser while you are at our site. The information stored in a cookie is used for user convenience purposes, such as reducing repetitive messages, tracking helper tool versions, and retaining user display preferences. If a user rejects the cookie, they will be able to browse the site but will be unable to use our online application.PrismHR may use third-party service providers to use cookies, web beacons, and similar technologies to collect or receive information from our site and elsewhere on the Internet and use that information to provide measurement services and target ads. You can opt-out of this information tracking using a web browser that supports a “Do Not Track” functionality.GLOBAL PRIVACY CONTROL (GPC)We recognize, and honor opt-out preference signals sent via the Global Privacy Control (GPC). If your browser or extension supports GPC and it is enabled, we will treat it as a valid request to opt out of the sale or sharing of your personal information. We process GPC signals in a frictionless manner, meaning you do not need to take any additional steps for your opt-out to be honored.CHILDREN UNDER 13 YEARS OF AGEThis site is not intended for children under 13 years of age. We do not knowingly collect personal information from children under 13 years of age. All dependent data needed for benefits enrollment is customarily provided by the employee/guardian and kept secure as indicated in this policy.Privacy Notice For California Consumers OnlyThis PRIVACY NOTICE FOR CALIFORNIA CONSUMERS supplements the information contained in the Privacy Statement of the PrismHR family of companies (collectively, “we,” “us,” or “our”) and applies solely to California consumers (“consumers” or “you”), effective January 1, 2020. We adopt this notice to comply with the California Consumer Privacy Act of 2018, as amended (“CCPA”) and other applicable California privacy laws. Any terms defined in the CCPA have the same meaning when used in this notice. For purposes of this notice, a “third party” is an entity that is not a wholly owned or majority-owned and controlled subsidiary of the PrismHR family of companies.CALIFORNIA PRIVACY RIGHTSUnder California Civil Code 1798, California residents with an established business relationship can request information about sharing their personal information with third parties for the third parties’ direct marketing purposes. If you are a California resident and would like more information, please contact your service provider.PARTIES WITH WHOM INFORMATION MAY BE SHAREDInformation is shared to facilitate the Services needed in order to properly and efficiently handle duties related to your account.WE MAY SHARE INFORMATION WITH:Government agencies to fulfill legal, reporting, and regulatory requirements.Attorneys, accountants, and auditors.Credit reporting agencies to supply vendor references on client’s behalf.Our employees, affiliated companies, subsidiaries, agents, and third-party service vendors to perform Services related to your account, to offer additional Services, perform analysis to determine qualification to receive future services, or collect amounts due.Banking and brokerage firms to complete payroll processing and securities transactions.Credit bureaus and similar organizations, law enforcement, or government officials. We reserve the right to release information if we are required to do so by law or if, in our business judgment, such disclosure is reasonably necessary to comply with legal process, in a fraud investigation, an audit, or examination.Affiliated companies that you select on our site for the purposes of obtaining more information or a proposal for services.HOW TO ACCESS AND CORRECT YOUR INFORMATIONKeeping your information accurate and up to date is very important. You can review or correct your account information by contacting a customer service representative. If you have an account at the site, you can make changes to your account information after you log in to the Site from your PC or wireless device and use the online tools. Note that some information changes may be made by or have to be done through your employer.CHANGES TO THIS PRIVACY STATEMENTThis policy statement may be revised from time to time due to legislative changes, changes in technology or our privacy practices, or new uses of customer information not previously disclosed in this policy. Revisions are effective upon posting and your continued use of this site will indicate your acceptance of those changes. Please refer to this policy regularly.Information We CollectWe collect information that identifies, relates to, describes, references, is capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular consumer (“personal information”).WE COLLECT THE FOLLOWING CATEGORIES OF PERSONAL INFORMATION AS INDICATED BELOW:CATEGORYEXAMPLESCOLLECTED?A. IdentifiersA real name, alias, postal address, unique personal identifier, online identifier, Internet Protocol address, email address, account name, Social Security number, driver’s license number, passport number, or other similar identifiers.YESB. Personal information categories listed in the California Customer Records statute (Cal. Civ. Code § 1798.80(e)A name, signature, Social Security number, physical characteristics or description, address, telephone number, passport number, driver’s license or state identification card number, insurance policy number, education, employment, employment history, bank account number, credit card number, debit card number, or any other financial information, medical information, or health insurance information. Some personal information included in this category may overlap with other categories.YESC. Protected classification characteristics under California or federal lawAge (40 years or older), race, color, ancestry, national origin, citizenship, religion or creed, marital status, medical condition, physical or mental disability, sex (including gender, gender identity, gender expression, pregnancy or childbirth, and related medical conditions), sexual orientation, veteran or military status, and genetic information (including familial genetic information).YESD. Commercial informationRecords of personal property, products or services purchased, obtained, or considered, or other purchasing or consuming histories or tendencies.YESE. Biometric informationGenetic, physiological, behavioral, and biological characteristics, or activity patterns used to extract a template or other identifier or identifying information, such as fingerprints.YESF. Internet or other similar network activityBrowsing history, search history, information on a consumer’s interaction with a website, application, or advertisement.YESG. Geolocation dataPhysical location or movements.YESH. Sensory dataAudio, electronic, visual, thermal, olfactory, or similar information.YESI. Professional or employment-related informationCurrent or past job history or performance evaluations.YESJ. Non-public education information (per the Family Educational Rights and Privacy Act (20 U.S.C. Section 1232g, 34 C.F.R. Part 99))Education records directly related to a student maintained by an educational institution or party acting on its behalf, such as grades, transcripts, class lists, student schedules, student identification codes, student financial information, or student disciplinary records.YESK. Inferences drawn from other personal informationProfile reflecting a person’s preferences, characteristics, psychological trends, predispositions, behavior, attitudes, intelligence, abilities, and aptitudes.YESPERSONAL INFORMATION DOES NOT INCLUDE:Publicly available information from government recordsDe-identified or aggregated consumer informationInformation excluded from the CCPA’s scope, like:health or medical information covered by the Health Insurance Portability and Accountability Act of 1996 (HIPAA) and the California Confidentiality of Medical Information Act (CMIA) or clinical trial data.personal information covered by certain sector-specific privacy laws, including the Fair Credit Reporting Act (FCRA), the Gramm-Leach-Bliley Act (GLBA) or California Financial Information Privacy Act (FIPA), and the Driver’s Privacy Protection Act of 1994.WE OBTAIN THE CATEGORIES OF PERSONAL INFORMATION LISTED ABOVE FROM THE FOLLOWING CATEGORIES OF SOURCES:Directly from our clients, prospects, or employees. For example, from documents that our clients provide to us related to the services for which they engage us.Indirectly from our clients, prospects, or their employees. For example, through information we collect from our clients in the course of providing services to them.Directly and indirectly from activity on our website (www.PrismHR.com) or other portals. For example, from submissions through our website or website usage details collected automatically.From third parties that interact with us in connection with the services we provide. For example, from government agencies when we verify data associated with payroll processing and withholding tax payments.We may also collect personal information about you from other categories of sources, such as our affiliates; our other clients; public and publicly available sources; our third-party referral partners, vendors, data suppliers, and service providers; partners with which we offer co-branded services or engage in joint event or marketing activities; social networks; news outlets and related media; and organizations with which you are employed or affiliated.Use Of Personal InformationWE MAY USE OR DISCLOSE THE PERSONAL INFORMATION WE COLLECT FOR ONE OR MORE OF THE FOLLOWING BUSINESS PURPOSES:To fulfill or meet the reason for which the information is provided. For example, if you provide us with personal information in order for us to prepare a proposal for services, we will use that information to prepare the proposal.To provide you with information, products, or services that you request from us.To provide you with email alerts, event registrations, and other notices concerning our products or services, or events or news, that may be of interest to you.To operate, manage, and maintain our business.To accomplish our business purposes and objectives.To communicate with you.To carry out our obligations and enforce our rights arising from any contracts entered into between you and us, including for billing and collections.To improve our website and present its contents to you.For testing, research, analysis, and service offering development.For vendor management purposes.As necessary or appropriate to protect the rights, property, or safety of us, our clients, or others.To respond to law enforcement requests and as required by applicable law, court order, or governmental regulations.As described to you when collecting your personal information or as otherwise set forth in the CCPA.To evaluate or conduct a merger, divestiture, restructuring, reorganization, dissolution, or other sale or transfer of some or all of our assets, whether as a going concern or as part of bankruptcy, liquidation, or similar proceeding, in which personal information held by us is among the assets transferred.We will not collect additional categories of personal information or use the personal information we collected for materially different, unrelated, or incompatible purposes without providing you notice.Sharing Personal InformationWE DO NOT, AND WILL NOT, SELL YOUR PERSONAL INFORMATION.We may share your personal information within the PrismHR family of companies to provide services to you or in an effort to assess your needs and how we can help fulfill those needs.We may disclose your personal information to a third party for a business purpose. When we disclose personal information for a business purpose, we require the recipient to keep that personal information confidential and secure, to not disclose that personal information to others, and to not use it for any purpose except performing the services related to the business purpose.IN THE PRECEDING TWELVE (12) MONTHS, WE HAVE NOT DISCLOSED THE FOLLOWING CATEGORIES OF PERSONAL INFORMATION FOR A BUSINESSCategory A: IdentifiersCategory B: California Customer Records Personal Information CategoriesCategory C: Protected Classification Characteristics Under California or Federal LawCategory D: Commercial InformationCategory E: Biometric InformationCategory F: Internet or Other Electronic Network Activity InformationCategory G: Geolocation DataCategory I: Professional or Employment-Related InformationCategory K: Inferences Drawn from Other Personal InformationWE DISCLOSE YOUR PERSONAL INFORMATION FOR A BUSINESS PURPOSE TO OUR AFFILIATES AND/OR TO ONE OR MORE OF THE FOLLOWING CATEGORIES OF THIRD PARTIES:Third-party service providers.Administrators authorized by your organization.Licensors or third-party applications (if you access a third-party application on our services through a license agreement with a licensor).Other parties where required by law or to protect our rights.Third parties to whom you or your agents authorize us to disclose your personal information in connection with products or services we provide to you.In the preceding twelve (12) months, we have not sold any personal information to third parties within the scope of the application of the CCPA.Your Rights And ChoicesThe CCPA provides California consumers with specific rights regarding their personal information. This section describes your CCPA rights and explains how to exercise those rights.ACCESS TO SPECIFIC INFORMATION AND DATA PORTABILITY RIGHTSYou have the right to request that we disclose certain information to you about our collection and use of your personal information over the past twelve (12) months.ONCE WE RECEIVE AND CONFIRM YOUR VERIFIABLE CONSUMER REQUEST, WE WILL DISCLOSE TO YOU:The categories of personal information we collected about you.The categories of sources for the personal information we collected about you.Our business or commercial purpose for collecting or sharing that personal information.The affiliates with whom we shared your personal information.The categories of third parties with whom we share that personal information.The specific pieces of personal information we collected about you (also called a data portability request).If we disclosed your personal information to a third party for a business purpose, separate lists identifying the personal information categories that each category of recipient obtained.DELETION REQUEST RIGHTSYou have the right to request that we delete any of your personal information that we collected from you and retained, subject to certain exceptions. Once we receive and confirm your verifiable consumer request, we will delete (and direct our service providers to delete) your personal information from our records, unless an exception applies.WE MAY DENY YOUR DELETION REQUEST IF RETAINING THE INFORMATION IS NECESSARY FOR US OR OUR SERVICE PROVIDERS TO:Complete the transaction for which we collected the personal information, provide a product or service that you requested, take actions reasonably anticipated within the context of our ongoing business relationship with you, or otherwise perform our contract with you.Detect security incidents, protect against malicious, deceptive, fraudulent, or illegal activity, or prosecute those responsible for such activities.Exercise free speech, ensure the right of another consumer to exercise their free speech rights, or exercise another right provided for by law.Comply with the California Electronic Communications Privacy Act (Cal. Penal Code § 1546 seq.).Enable solely internal uses that are reasonably aligned with consumer expectations based on your relationship with us.Comply with a legal obligation.Make other internal and lawful uses of that information that are compatible with the context in which you provided it.Exercising Access, Data Portability, And Deletion RightsTO EXERCISE THE ACCESS, DATA PORTABILITY, AND DELETION RIGHTS DESCRIBED ABOVE, PLEASE SUBMIT A VERIFIABLE CONSUMER REQUEST TO US BY EITHER:Calling us at 833-463-6068Emailing us at privacy@prismhr.comVisiting https://prismhr.comOnly you or a person registered with the California Secretary of State that you authorize to act on your behalf may make a verifiable consumer request related to your personal information.YOU MAY ONLY MAKE A VERIFIABLE CONSUMER REQUEST FOR ACCESS OR DATA PORTABILITY TWICE WITHIN A TWELVE (12) – MONTH PERIOD. THE VERIFIABLE CONSUMER REQUEST MUST:Provide sufficient information that allows us to reasonably verify you are the person about whom we collected personal information or that you are an authorized representative of a person about whom we collected personal information.Describe your request with sufficient detail that allows us to properly understand, evaluate, and respond to it.We cannot respond to your request or provide you with personal information if we cannot verify your identity or authority to make the request and confirm the personal information relates to you. Making a verifiable consumer request does not require you to create an account with us. We will only use personal information provided in a verifiable consumer request to verify the requestor’s identity or authority to make the request.RESPONSE TIMING AND FORMATWe endeavor to respond to a verifiable consumer request within forty-five (45) days of its receipt. If we require more time (up to ninety (90) days), we will inform you of the reason and extension period in writing. We will deliver our written response by mail or electronically, at your option. Any disclosures we provide will only cover the twelve (12) – month period preceding the verifiable consumer request’s receipt. The response we provide will also explain the reasons we cannot comply with a request, if applicable. For data portability requests, we will select a format to provide your personal information that is readily usable and should allow you to transmit the information from one entity to another without hindrance.We do not charge a fee to process or respond to your verifiable consumer request unless it is excessive, repetitive, or manifestly unfounded. If we determine that the request warrants a fee, we will tell you why we made that decision and provide you with a cost estimate before completing your request.NONDISCRIMINATIONWe will not discriminate against you for exercising any of your CCPA rights.UNLESS PERMITTED BY THE CCPA, WE WILL NOT:Deny you products or services.Charge you different prices or rates for products or services, including through granting discounts or other benefits, or imposing penalties.Provide you a different level or quality of products or services.Suggest that you may receive a different price or rate for products or services or a different level or quality of products or services.Data RetentionWe will retain your personal data only as long as necessary to fulfill the purposes for which it was collected, comply with our legal obligations, resolve disputes, and enforce our agreements.How to Make a RequestYou may make a request for the disclosures or deletion described above by contacting us using one of the methods described below methods.You may be required to submit proof of your identity for these requests to be processed as a verifiable consumer request. We may not be able to comply with your request if we are unable to confirm your identity or to connect the information you submit in your request with personal information in our possession. You may designate an authorized agent to make a request on your behalf subject to proof of identity and authorization.We will respond to your request consistent with the CCPA, which does not apply to certain information, such as information made available from government records, certain data subject to the (FCRA), (GLBA) and certain other laws, and where its application is preempted by, or in conflict with, federal law or the United States or the California Constitution.We collect information that identifies, relates to, describes, references, is capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular consumer (“personal information”).Changes To Our Privacy NoticeAt a minimum, this notice will be reviewed and updated on an annual basis. We reserve the right to amend this notice at our discretion and at any time. Any changes will be posted on this page with an updated revision date.Contact InformationIf you have any questions or comments about this notice, our Privacy Statement, the ways in which we collect and use your personal information, your choices and rights regarding such use, or wish to exercise your rights under California law, please do not hesitate to contact us.Toll Free Phone Number: 833-463-6068Email: privacy@prismhr.comWebsite: https://prismhr.comFirst Class Mail, Return Receipt: PrismHRATTN: HR Compliance Team1475 S Price RdChandler, AZ 85286General Data Protection RegulationsLEGAL BASIS FOR PROCESSING – GDPRWe process your personal data only when we have a legal basis, including providing the services or information that you have requested.Consent: When you have given us permission to process your personal data for a specific purpose.Contract: When processing is necessary to perform a contract with you or to take steps at your request before entering into such a contract.Legal Obligation: When we are required by law to process your personal data.Legitimate Interests: When we process your data to pursue our legitimate business interests and those interests are not overridden by your rights and interests.RIGHTS UNDER THE GDPREuropean Economic Area (EEA) residents have the right to:Access their personal dataRectify inaccurate dataErase their data (“right to be forgotten”)Restrict or object to processingData portabilityWithdraw consent at any timeLodge a complaint with a supervisory authorityRights Under the New York SHIELD ActNew York residents are entitled to reasonable administrative, technical, and physical safeguards to protect their private information.Data SecurityWe implement reasonable organizational, technical, and physical security measures designed to protect your information in accordance with the SHIELD Act, GDPR, and CCPA. However, no electronic transmission or storage of information can be entirely secure, so we cannot guarantee absolute security.Policy On Compliance With Telephone Consumer Protection Act 47 U.S.C. § 227 For Sending SMS Text MessagesINTRODUCTIONThe Telephone Consumer Protection Act (TCPA), codified at 47 U.S.C. § 227, is a significant federal statute enacted to safeguard consumer privacy against unwanted telemarketing calls, faxes, and SMS (Short Message Service) text messages. This policy outlines PrismHR procedures and standards our organization will adhere to in order to ensure compliance with the TCPA when sending SMS text messages to consumers.OBJECTIVEThe primary objective of this policy is to establish a framework that ensures all SMS text messages sent by our organization are in compliance with TCPA regulations, thereby protecting consumer rights and avoiding legal penalties.SCOPEThis policy applies to all employees, contractors, and third-party vendors involved in the creation, approval, and dissemination of SMS text messages on behalf of our organization.DEFINITIONSTCPA: The Telephone Consumer Protection Act, a federal law that restricts telemarketing calls, auto-dialed calls, prerecorded calls, text messages, and unsolicited faxes.SMS Text Message: A short message service text message, which can include marketing, informational, or transactional content.Consent: Prior express written consent from the consumer, which is required for sending marketing SMS text messages.CONSENT REQUIREMENTSTo comply with TCPA regulations, our organization must obtain prior express written consent from consumers before sending any SMS text messages for marketing purposes. This consent should be:Explicit: Clearly stating that the consumer agrees to receive marketing messages via SMS.Written: Documented in written form, which can be electronic or physical.Voluntary: Given freely by the consumer without any coercion.Transactional or informational SMS text messages may be sent without prior consent but must comply with applicable regulations.OPT-OUT MECHANISMEvery SMS text message must include an opt-out mechanism, allowing consumers to easily and promptly unsubscribe from receiving future messages. This can be achieved by including instructions within the message, such as replying with “STOP” to opt-out.DATA SHARINGNo mobile information will be shared with third parties/affiliates for marketing/promotional purposes. All other categories exclude text messaging originator opt-in data and consent; this information will not be shared with any third parties.DOCUMENTATION AND RECORD KEEPINGOur organization will maintain comprehensive records of consumer consent and opt-out requests. These records will include:Date and time consent was obtained.Method used to obtain consent.Copies of consent forms or applicable logs.Details or log of opt-out requests and confirmations.MESSAGE CONTENT AND FREQUENCYSMS text messages should be concise, relevant, and respectful of consumer privacy. Our organization will:Limit the frequency of messages to avoid overwhelming consumers.Ensure messages do not contain inappropriate or misleading content.Provide accurate information regarding the identity of the sender.THIRD-PARTY VENDORSAny third-party vendors involved in sending SMS text messages on behalf of our organization must comply with TCPA regulations. Our organization will conduct due diligence and establish contractual agreements to ensure vendors adhere to these standards.TRAINING AND AWARENESSEmployees and contractors involved in SMS text messaging activities must receive regular training on TCPA compliance. This training will cover:Overview of TCPA regulations and requirements.Procedures for obtaining and documenting consumer consent.Opt-out mechanisms and record-keeping practices.MONITORING AND ENFORCEMENTOur organization will implement monitoring systems to ensure ongoing compliance with this policy. Non-compliance may result in disciplinary action, including termination for employees and contract termination for vendors.REVIEW AND AMENDMENTSThis policy will be reviewed annually and amended as necessary to reflect changes in TCPA regulations or organizational practices. All amendments will be communicated to relevant stakeholders.CONCLUSIONAdhering to TCPA regulations is crucial for maintaining consumer trust and avoiding legal penalties. This policy serves as a comprehensive guide to ensure our organization’s SMS text messaging practices are compliant, respectful, and transparent.Privacy Notice For Colorado, Connecticut, Nevada, Utah, & VirginiaThis Notice, which forms part of our privacy policy, provides supplemental information for residents of Colorado, Connecticut, Nevada, Utah, and Virginia, regarding their rights under applicable state privacy laws. These include the Colorado Privacy Act (effective July 1, 2023); the Connecticut Personal Data Privacy Act (effective July 1, 2023); the Utah Consumer Privacy Act (effective December 31, 2023); and the Virginia Consumer Data Protection Act (effective January 1, 2023);  and (collectively, the “Privacy Laws”). If you are a Consumer residing in Colorado, Connecticut, Utah, or Virginia, the following provisions may apply to our processing of information that identifies, relates to, describes, is capable of being associated with, or could reasonably be linked, directly or indirectly, to a particular consumer’s (“personal information”) as defined under the Privacy Laws.Under the laws of Colorado, Connecticut, Utah, and Virginia, a ‘Consumer’ is defined as a resident acting in an individual or household context. This definition excludes individuals acting in an employment context (e.g., current, former, or prospective employees) or in a commercial context (e.g., employees, owners, directors, officers, or representatives of an entity engaging with us in that capacity).Changes to This Privacy StatementThis policy statement may be revised from time to time due to legislative changes, changes in technology or our privacy practices, or new uses of customer information not previously disclosed in this policy. Revisions are effective upon posting and your continued use of this site will indicate your acceptance of those changes. Please refer to this policy regularly.Categories of Personal DataWe collect information that identifies, relates to, describes, references, is capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular consumer (“personal information”).WE COLLECT THE FOLLOWING CATEGORIES OF PERSONAL INFORMATION AS INDICATED BELOW:IdentifiersA real name, alias, postal address, unique personal identifier, online identifier, Internet Protocol address, email address, account name, Social Security number, driver’s license number, passport number, or other similar identifiers.Personal InformationContact, name, employment information, financial, and educational information.Protected ClassificationsRace, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, marital status, sex, gender expression, gender identify, age, sexual orientation, military and veteran status.Commercial InformationRecords of personal property, products or services purchased, obtained, or considered, or other purchasing or consuming histories or tendencies.Biometric InformationColorado: Fingerprint, Voiceprint, Scan or record of an eye retina or iris, facial map, facial geometry, facial template, or other unique biological, physical, or behavioral patterns or characteristics."Biometric Information" does not include the following unless the biometric data is used for identification purposes: (i) a digital or physical photograph; (ii) an audio or voice recording; or (iii) any data generated from a digital or physical photograph or an audio or video recording.This section does not apply to Connecticut, Utah, or Virginia.Internet or other similar network activityMobile device and online identifiers, Mac address, IP address, cookie IDs, browser activity, search history, social media information, and information regarding your interaction with our website or mobile application.Geolocation dataPhysical location or movements.Demographic InformationAge, gender, race, citizenship, ethnicity, date of birth, family or marital status, household income, education, professional and employment information.Profile informationAny form of automated process performed on personal data to evaluate, analyze, or predict personal aspects related to an identified or identifiable individual's economic situation, health, personal preferences, interests, reliability, behavior, location or movements.Sensitive DataData revealing racial or ethnic origin, religious beliefs, mental or physical health condition or diagnosis, sexual orientation or citizenship or immigration status; the processing of genetic or biometric data for the purpose of uniquely identifying an individual; personal data collected from a known child; or precise geolocation data.WE OBTAIN THE CATEGORIES OF PERSONAL INFORMATION LISTED ABOVE FROM THE FOLLOWING CATEGORIES OF SOURCES:Directly from our clients, prospects, or employees. For example, from documents that our clients provide to us related to the services for which they engage us.Indirectly from our clients, prospects, or their employees. For example, through information we collect from our clients in the course of providing services to them.Directly and indirectly from activity on our website (www.PrismHR.com) or other portals. For example, from submissions through our website or website usage details collected automatically.From third parties that interact with us in connection with the services we provide. For example, from government agencies when we verify data associated with payroll processing and withholding tax payments.We may also collect personal information about you from other categories of sources, such as our affiliates; our other clients; public and publicly available sources; our third-party referral partners, vendors, data suppliers, and service providers; partners with which we offer co-branded services or engage in joint event or marketing activities; social networks; news outlets and related media; and organizations with which you are employed or affiliated.Use Of Personal InformationWE MAY USE OR DISCLOSE THE PERSONAL INFORMATION WE COLLECT FOR ONE OR MORE OF THE FOLLOWING BUSINESS PURPOSES:To fulfill or meet the reason for which the information is provided. For example, if you provide us with personal information in order for us to prepare a proposal for services, we will use that information to prepare the proposal.To provide you with information, products, or services that you request from us.To provide you with email alerts, event registrations, and other notices concerning our products or services, or events or news, that may be of interest to you.To operate, manage, and maintain our business.To accomplish our business purposes and objectives.To communicate with you.To carry out our obligations and enforce our rights arising from any contracts entered into between you and us, including for billing and collections.To improve our website and present its contents to you.For testing, research, analysis, and service offering development.For vendor management purposes.As necessary or appropriate to protect the rights, property, or safety of us, our clients, or others.To respond to law enforcement requests and as required by applicable law, court order, or governmental regulations.As described to you when collecting your personal information.To evaluate or conduct a merger, divestiture, restructuring, reorganization, dissolution, or other sale or transfer of some or all of our assets, whether as a going concern or as part of bankruptcy, liquidation, or similar proceeding, in which personal information held by us is among the assets transferred.We will not collect additional categories of personal information or use the personal information we collected for materially different, unrelated, or incompatible purposes without providing you notice.Sharing Personal InformationWE DO NOT, AND WILL NOT, SELL YOUR PERSONAL INFORMATION.We may share your personal information within the PrismHR family of companies to provide services to you or in an effort to assess your needs and how we can help fulfill those needs.We may disclose your personal information to a third party for a business purpose. When we disclose personal information for a business purpose, we require the recipient to keep that personal information confidential and secure, to not disclose that personal information to others, and to not use it for any purpose except performing the services related to the business purpose.WE DISCLOSE YOUR PERSONAL INFORMATION FOR A BUSINESS PURPOSE TO OUR AFFILIATES AND/OR TO ONE OR MORE OF THE FOLLOWING CATEGORIES OF THIRD PARTIES:Third-party service providers.Administrators authorized by your organization.Licensors or third-party applications (if you access a third-party application on our services through a license agreement with a licensor).Other parties where required by law or to protect our rights.Third parties to whom you or your agents authorize us to disclose your personal information in connection with products or services we provide to you.Your Rights Under The CPA, CTDPA, UCPA, and VCDPA, and How To Exercise ThemResidents of Colorado [Colorado Privacy Act (CPA)], Connecticut [Connecticut Data Protection Act (CTDPA)], Utah [Utah Consumer Privacy Act (UCPA)], and Virginia [Virginia Consumer Data Protection Act (VCDPA)], have certain personal data rights.Opt-out of the processing of your personal data for purposes of:Targeted advertisingSale of personal dataProfiling that produces legal or significant effects on youAccess your data and to confirm that your data is being processed by us.Request deletion of your data held by us.Request correction of your data held by us.Receive your requested data in a usable and transferable form.Non-discrimination or retaliation for exercising any of these rights.Designate an agent to exercise your rights on your behalf.Appeal if your request is denied.REQUEST FOR DATAOnce We Receive And Confirm Your Verifiable Consumer Request, We Will Disclose To You:The categories of personal information we collected about you.The categories of sources for the personal information we collected about you.Our business or commercial purpose for collecting or sharing that personal information.The affiliates with whom we shared your personal information.The categories of third parties with whom we share that personal information.The specific pieces of personal information we collected about you (also called a data portability request).If we disclosed your personal information to a third party for a business purpose, separate lists identifying the personal information categories that each category of recipient obtained.Deletion Request RightsYou have the right to request that we delete any of your personal information that we collected from you and retained, unless otherwise permitted by law, subject to certain exceptions. Once we receive and confirm your verifiable consumer request, we will delete (and direct our service providers to delete) your personal information from our records, unless an exception applies.WE MAY DENY YOUR DELETION REQUEST IF RETAINING THE INFORMATION IS NECESSARY FOR US OR OUR SERVICE PROVIDERS TO:Complete the transaction for which we collect the personal information, provide a product or service that you requested, take actions reasonably anticipated within the context of our ongoing business relationship with you, or otherwise fulfil our contract with you.Detect security incidents, protect against malicious, deceptive, fraudulent, or illegal activity, or prosecute those responsible for such activities.Exercise free speech, ensure the right of another consumer to exercise their free speech rights, or exercise another right provided for by law.Enable solely internal uses that are reasonably aligned with consumer expectations based on your relationship with us.Comply with a legal obligation.Make other internal and lawful uses of that information that are compatible with the context in which you provided it.Exercising Access, Data Portability, And Deletion RightsTo Exercise The Access, Data Portability, And Deletion Rights Described Above, Please Submit A Verifiable Consumer Request To Us By Either:Calling us at 833-463-6068Emailing us at privacy@prismhr.comVisiting https://prismhr.comYOU MAY ONLY MAKE A VERIFIABLE CONSUMER REQUEST FOR ACCESS OR DATA PORTABILITY TWICE WITHIN A TWELVE (12) – MONTH PERIOD. THE VERIFIABLE CONSUMER REQUEST MUST:Provide sufficient information that allows us to reasonably verify you are the person about whom we collected personal information or that you are an authorized representative of a person about whom we collected personal information.Describe your request with sufficient detail that allows us to properly understand, evaluate, and respond to it.We cannot respond to your request or provide you with personal information if we cannot verify your identity or authority to make the request and confirm the personal information relates to you. Making a verifiable consumer request does not require you to create an account with us. We will only use personal information provided in a verifiable consumer request to verify the requestor’s identity or authority to make the request. You may designate an authorized agent to make a request on your behalf subject to proof of identity and authorization.RESPONSE TIMING AND FORMATWe endeavor to respond to a verifiable consumer request within forty-five (45) days of its receipt. If we require more time (up to ninety (90) days), we will inform you of the reason and extension period in writing. We will deliver our written response by mail or electronically, at your option. Any disclosures we provide will only cover the twelve (12) – month period preceding the     verifiable consumer request’s receipt. The response we provide will also explain the reasons we cannot comply with a request, if applicable. For data portability requests, we will select a format to provide your personal information that is readily usable and should allow you to transmit the information from one entity to another without hindrance.We do not charge a fee to process or respond to your verifiable consumer request unless it is excessive, repetitive, or manifestly unfounded. If we determine that the request warrants a fee, we will tell you why we made that decision and provide you with a cost estimate before completing your request.APPEAL PROCESSIf you are a Colorado, Virginia, or Connecticut consumer, and we refuse to take action on your request, you may appeal our refusal within a reasonable period after you have received notice of the refusal. You may file an appeal by contacting us via email at privacy@prismhr.com.NONDISCRIMINATIONWe will not discriminate against you for exercising any of your privacy rights.Unless Permitted By The State Law, We Will Not:Deny you products or services.Charge you different prices or rates for products or services, including through granting discounts or other benefits, or imposing penalties.Provide you a different level or quality of products or services.Suggest that you may receive a different price or rate for products or services or a different level or quality of products or services.Nevada Privacy RightsPrivacy rights for residents of Nevada are governed by NRS Chapter 603A , enacted in 2005, and Senate Bill 220, enacted in 2019, granting Nevada consumers the ability to restrict the sale of their “Covered Information.” This term refers to one or more types of personally identifiable information collected by an operator through a website or online service operated by that entity, including:First and last nameA home or other physical address that includes the street name and city or townEmail addressTelephone numberSocial Security numberAny identifier that enables a specific individual to be contacted either physically or onlineAny other information collected from the individual via the operator’s website or online service and maintained in combination with an identifier in a way that renders the data personally identifiableIf you wish to submit an additional inquiry concerning the sale of your Covered Information, as defined by Nevada law, please contact us via email at privacy@prismhr.com.PrismHR Biometric Data Privacy PolicyIntroductionPrismHR ("Company," "we," or "us") has established the following Biometric Data Privacy Policy (the "Policy") for [type(s) of data subjects/end users, e.g., "clients,” “client employees,” “internal employees,” " "customer users," etc.] of the Company's biometric [type of biometric system, e.g., "authentication," "access control," etc.] system (the "Biometric System"). This Policy describes how the Company treats [type(s) of biometric data, e.g., facial images, face geometry, fingerprints, etc.], and other data that may be considered "biometric identifiers" or "biometric information" under applicable law (collectively, "Biometric Data") that is collected, obtained, and/or processed by the Company from [type(s) of data subjects/end users] through its operation of the Biometric System. The Company reserves the right to amend this Policy at any time, without notice.Collection and ProcessingBiometric systems are computer-based systems that scan an individual's face, finger, hand, or other physical feature for purposes of recognition and/or verification. These systems generate unique data points and create a unique mathematical representation, or algorithm, that is used to identify or verify an individual's identity, such as when an individual uses their face or fingerprint as an authentication measure to gain access to a restricted area or an electronic device. The Company's Biometric System operates by scanning and analyzing [type(s) of data subjects/end users]s' Biometric Data to [recognize]/[verify] their identities.Any Biometric Data collected or processed by the Company will be used solely for purposes of [processing purposes, e.g., "identity verification," "fraud prevention and detection," "security," "access control," etc.], and to comply with our legal obligations under applicable law. In the event we begin collecting or using Biometric Data in connection with the Biometric System for any additional purpose, we will update this policy. PrismHR will not sell or trade any Biometric Data that we receive from our clients and client employees.DisclosuresWe may disclose Biometric Data with our third-party service providers (e.g., cloud hosting providers) that assist with or otherwise facilitate our operation of the Biometric System, for purposes of [disclosure purposes, e.g., "when you request that we provide you with a product or service," "to facilitate your use of the Biometric System," etc.]. We may also disclose Biometric Data: (1) when required to do so by law; (2) when necessary to establish, exercise, or protect our rights; (3) to protect the vital interests of natural persons; (4) to investigate fraud or other criminal acts; or (5) in the context of merger, acquisition, or similar commercial transaction. Any Biometric Data disclosed by us will be solely for these purposes.Retention and DestructionAny Biometric Data collected, obtained, or otherwise processed by us will be permanently deleted if the Company receives a verifiable deletion request. Such requests may come from an employee, or a client request with a written agreement from the employee to discontinue the use of the biometric technology for any specific employee. Biometric Data may also be deleted due to the termination of a client’s contractual relationship and deletion will be executed in accordance with PrismHR’s client services agreement or the Company’s record retention schedule, as applicable, whichever is earlier.SecurityWe use a commercially reasonable standard of care, consistent with our industry, to store, transmit, and protect from disclosure, use, unauthorize access, or loss of any Biometric Data collected or otherwise obtained through use of the Biometric System. Such storage, transmission, and protection is performed in a manner that is the same as, or more protective than, the manner in which we store, transmit, and protect other forms of confidential and sensitive information, including personal information that can be used to uniquely identify an individual.Contact UsFor more information, or if you have any questions about this Biometric Data Privacy Policy, you may contact us using the information below:Calling us at 833-463-6068Emailing us at privacy@prismhr.comVisiting https://prismhr.comLast updated September 16, 2025

### Disclaimer

Disclaimer		The information provided by PrismHR, Inc. and its subsidiaries (“we,” “us” or “our”) on PrismHR websites including customized subdomains (the “Site”) is for general informational purposes only. All information on the Site is provided in good faith, however we make no representation or warranty of any kind, express or implied, regarding the accuracy, adequacy, validity, reliability, availability or completeness of any information on the Site.Under no circumstance shall we have any liability to you for any loss or damage of any kind incurred as a result of the use of the Site or reliance on any information provided on the Site. Your use of the Site and your reliance on any information on the Site is solely at your own risk.			Testimonials Disclaimer for Website		The Site may contain testimonials by users of our products and/or services. These testimonials reflect the real-life experiences and opinions of such users. However, the experiences are personal to those particular users, and may not necessarily be representative of all users of our products and/or services. We do not claim, and you should not assume, that all users will have the same experiences. Your individual results may vary.The testimonials on the Site are submitted in various forms such as text, audio and/or video, and are reviewed by us before being posted. They appear on the Site verbatim as given by the users, except for the correction of grammar or typing errors. Some testimonials may have been shortened for the sake of brevity where the full testimonial contained extraneous information not relevant to the general public.The views and opinions contained in the testimonials belong solely to the individual user and do not reflect our views and opinions. We are not affiliated with users who provide testimonials, and users are not paid or otherwise compensated for their testimonials.			Third Parties		This Website may include content provided by third parties, including materials provided by other users, bloggers, and third-party licensors, syndicators, aggregators, and/or reporting services. All statements and/or opinions expressed in these materials, and all articles and responses to questions and other content, other than the content provided by us, are solely the opinions and the responsibility of the person or entity providing those materials. These materials do not necessarily reflect our opinion. We are not responsible, or liable to you or any third party, for the content or accuracy of any materials provided by any third parties.

### Employee Portal Login Help

Employee Login, Registration and Payroll Help
		Get support for login issues, registration, account creation, password changes, payroll and pay stubs, W-2 or I-9 forms or direct deposit updates					
						
						
						
							Employees needing support or login help should contact their HR outsourcing partner directly.
		This PrismHR.com website is designed for Businesses and HR Outsourcing Partners looking to learn more about our HR Software. Your HR outsourcing partner provides HR services directly to your company.If you’re unsure who your HR outsourcing partner is then please check with the owner of your business, your internal HR team or your manager and they can provide you with that information. Unfortunately we are not able to assist with employee login issues on this site.					
							Please contact your HRO partner for help with these issues:
							
									
							Employee Login Help						
					
									
						For employees looking to log in to your employee portal, create a new login or to change or reset passwords.
					
									
							New User Registration 						
					
									
						For employees or new users looking to register to create a new employee portal account.
					
									
							Payroll/Paystub Help 						
					
									
						For employees looking to fill out payroll, view pay stubs, update W-2 or I-9 forms or update direct deposit information.

### Switch

Unlock Your PEO's Full Potential with PrismHR's All-In-One Cutting Edge Platform
					Ready to Elevate Your PEO Tech Game?
					
					Are you getting the innovation and support you need from your current HR tech provider?
		Join the ranks of industry leaders who trust PrismHR as the pinnacle provider of HR software for the PEO sector.														
															
						
						
							What Sets Us Apart?
							
								
									
							Cutting-Edge Tech, Exceptional Service						
					
									
						Our secret sauce lies in our cutting-edge technology powered by top-tier service. We’ve curated an unmatched experience that keeps you ahead of the curve with the most innovative, comprehensive report center.					
								
									
							Real-time, Responsive Support						
					
									
						Our expert service team is more than just support; they’re your partners in success, available when you need them most.
					
								
									
							Your Success Advocate						
					
									
						Enjoy a personal Customer Success Manager who’s committed to maximizing your investment, ensuring you extract every ounce of value.
					
								
									
							Constant Innovation						
					
									
						Our software evolves regularly, frequently guided by your valuable insights. We’re not just keeping up with trends; we’re setting them with fully native integrated platforms for workforce management and tax management.
					
								
									
							Collaboration at Its Best						
					
									
						At PrismHR, we thrive on your feedback. We aren’t just listeners; we’re collaborators, eager to shape our solution around your needs.
					
						
						
							There is a reason PrismHR is the industry’s leading PEO platform. Contact us today and experience the difference PrismHR delivers to your business.
										
									Schedule a Demo

### Security

PrismHR Security 							
						
						
						
				Cybersecurity threats are a reality for virtually all businesses. That’s why PrismHR maintains a multifaceted security approach to safeguard the data of HR service providers and the clients they support.PrismHR’s security approach has maintained SOC 2 compliance since 2018, and we continue to strengthen our security protections and business continuity processes.			Information Security Compliant 
 		PrismHR maintains System and Organization Controls Type 2 (“SOC 2”) compliance. This means PrismHR has demonstrated to an independent auditor that the PrismHR platform is designed to keep our customers’ data secure.			PrismHR Application Security 
 		PrismHR employs multiple features to prevent unauthorized access to the system and your data, including multi-factor authentication, strict password rules, IP address control and role-based security.								
									Get Started Today 
					
							Data Monitoring & Encryption 
 		Our platform is actively monitored 24/7/365 to protect against data breaches and cyberattacks. Access to your HR technology requires a secure connection. And PrismHR’s data is encrypted before being sent to or stored in the cloud to prevent it from being captured while in transit or at rest.					
						
																																																													
						
							Data Center Security 
		PrismHR is hosted in a private cloud at a leading enterprise cloud provider, as well as industry standard public cloud providers. Our cloud providers adhere to the latest security, control and performance standards including ISO 27002 and 27001, PCI-DSS, SSAE16, SOC 1, 2, and 3 compliance, and Privacy Shield and Content Protection and Security Standard requirements. Hosting providers are subject to regular third-party audits, making PrismHR’s security stronger every day.					
							Business Continuity 
 		PrismHR maintains and regularly tests business continuity, incident response and disaster recovery plans. This process is designed to detect, resolve, and guide recovery from a security breach and identify opportunities for improvement.			Continuous Improvements to PrismHR’s Security 
 		PrismHR is committed to continuous security improvements and implementing learnings that increase our security posture beyond our existing high standard. That includes adding new state-of-the-art security tools and procedures.

### Q3 2024 Release

Q3 2024 Release		Focus Areas: Payroll, Reporting, Employee Experience					
						
						
						
							Get the full scoop on all the Q3 enhancements!		The Q3 2024 Release is scheduled to be deployed on the following Saturdays: 9/7, 9/14, 9/21. Each quarter we release new features and enhancements across the platform to help you compete, operate efficiently, and expand opportunities to deliver value to your clients.This feature or enhancement was inspired by customer feedback through one of the PrismHR Voice of the Customer programs.			Q3 Release Highlights					PAYROLL & HR: Operational Efficiency		Restartable Payroll: Process payroll faster and more efficiently with this new payroll engine which allows you to restart payroll processing from the error point, rather than the beginning.			EMPLOYEE PORTAL / REPORT CENTER: Operational Efficiency		Enhanced Manager Multi-Company Access: Worksite managers can now view employees across multiple companies in Employee Portal without logging in to separate organizations, increasing efficiency and improving their user experience.			BENEFITS ENROLLMENT: Employee Experience		Spanish Language Support: Employees can now view benefit enrollment plan information and documents in Spanish during the Benefit Enrollment workflow.https://player.vimeo.com/video/1002119053?h=1afa646448WATCH: Top Q3 Release Highlightshttps://player.vimeo.com/video/1006185703?h=46d57b76c3WATCH: Q3 Release Preview and Q&A			Check Out the Full Q3 Update for Each Product:
		Report Center | Payroll & HR | Employee Portal
Onboarding & Benefits Enrollment
Benefits Administration | API | Compliance					
						
						
							Report Center
		Q3 Focus: Operational Efficiency, Self-Service Functionality, Data Access, UI/UX			Highlights		Client Override Report: This new report in Report Center enables you to view, filter and sort the Employee Portal menu configuration templates for all your client overrides, saving you time from manually tracking on a client-by-client basis.Bookmark Sharing Capability: Improved data sharing in the new Report Center now allows Explorer users and non-admin users to share bookmarked reports.Custom Report Migration: To ensure a seamless transition to the new Report Center, we have migrated 50k custom report views and distributed access to reports based upon current configuration.New Help Center: Get helpful information at your fingertips in the Report Center’s new Help Center which includes Report Center release documentation, technical support guides, user guides, and Sigma technical documentation.https://player.vimeo.com/video/1000739460?h=4a5a08b603For more information about these and other Q3 enhancements, watch the preview video.			Report Center Resources		Check out guides and webinars to helpyou get started on the new platform.								
									LEARN MORE
					
									Payroll & HR
		Q3 Focus: Operational Efficiency, Self-Service Functionality			Highlights		Restartable Payroll: Process payroll faster and more efficiently with this new payroll engine, which allows you to restart payroll processing from the error point, rather than the beginning.PTO Recalculation: Decrease manual one-by-one PTO error corrections with the ability to perform a one-time adjustment to correct everyone’s PTO register.Automated Payroll Processing Reminders: This highly-voted PrismHR Idea improves efficiency by sending automated reminders to users if they haven’t completed time entry close to the cutoff date. This reduces the need to manually remind clients that payroll is due!New Hire Portal Import: Increase productivity with the ability to import new hires into the portal rather than entering each employee one at a time.https://player.vimeo.com/video/999666107?h=56d203f044For more information about these and other Q3 enhancements, watch the preview video and check out the release notes.					
						
						
							Employee Portal		Q3 Focus: Operational Efficiency, Self-Service Functionality			Highlights		Client Override Report: This new report in Report Center enables you to view, filter and sort the Employee Portal menu configuration templates for all your client overrides, saving you time from manually tracking on a client-by-client basis.Enhanced Manager Multi-Company Access: Worksite managers can now view employees across multiple companies in Employee Portal without logging in to separate organizations, increasing efficiency and improving their user experience.Trusted Advisor Access: Trusted advisors can now access all the companies they manage and fully utilize the Employee Portal, including responsive design, Spanish language support, accessibility features, PTO calendar, and new hire options.Report Center SSO: Worksite managers can now easily access the new Report Center through a single sign-on menu in Employee Portal and quickly run reports they have access to.Termination Approval: The addition of the Termination Approval rounds out worksite manager approval functionality allowing managers to all relevant approval processes.Document Management Guardrails: Reduce frustration and the need for submitting a support case with the prevention of deleting in-use documents.Symmetry Integration Upgrade to new UEX: Improved security, performance and employee experience with the new enhancements to our Symmetry tax form integration by adopting the latest Symmetry API.https://player.vimeo.com/video/1001249016?h=aef17cc353For more information about these and other Q3 enhancements, watch the preview video and check out the release notes.			Onboarding and Benefits Enrollment
		Q3 Focus: Operational Efficiency, Employee Experience, Integrations, UI/UX			Highlights		Spanish Language Support for Benefits Enrollment: Employees can now view benefit enrollment plan information and documents in Spanish during the Benefit Enrollment workflow.Preview Forms in UEX: Enjoy a unified experience with forms in the Form Library now reflecting the UEX pattern for previews, aligning with the UEX workflow experience.ACA Life Event: A new default ACA Life Event Code is available in Life Event Maintenance for employees considered full-time during the ACA Stability Period.Symmetry Integration Upgrade to New UEX: Enhancements to our Symmetry tax form integration include improved security, performance and employee experience. Upgrade to the latest Symmetry API.https://player.vimeo.com/video/999666536?h=e835868049For more information about these and other Q3 enhancements, watch the preview video and check out the release notes.					
						
						
							Benefits Administration
		Q3 Focus: Operational Efficiency, Integrations, UI/UX			Highlights		Client Benefit Plan Defaults Form Redesign: Enjoy a better user experience and increased operational efficiency with the form redesign that now provides more flexibility in creating and defining templates, additional fields and a new user-friendly format.Automatic Active Enrollment: Reduce manual errors and automate active enrollments to be generated at the time of match eligibility for employees with retirement plans offering a safe harbor 2 match.Include/Exclude States for Plan Offerings: Save time by avoiding manual data entry with the option for users to include or exclude states to determine where a plan is offered.Additional Field to Distinguish Initial Benefit and COBRA Benefit Termination: Easily differentiate between initial benefit termination and COBRA benefit terminations with the new field addition.https://player.vimeo.com/video/1000793798?h=60a6a7da5cFor more information about these and other Q3 enhancements, watch the preview video and check out the release notes.			API		Q3 Focus: Operational Efficiency, Data Access, Performance
			Highlights		Flexible Invoice Data Options: As a service provider, you can now provide access to invoice data in your portal or customize how you present the data to your clients.Streamline Internal Processes:Provide systemwide visibility into all outstanding invoices with GeneralLedgerService.getBulk OutstandingInvoices which streamlines invoice management and tracking.Take advantage of our Positive Pay download (SystemService.recreatePositivePay) to recreate the file when necessary, using the API.Manage backup assignments in your own applications with ClientMasterService.setBackup Assignments, where more functionality and data are available.Improved Voucher Performance: Updated logic for collecting payroll and billing vouchers to improve performance.Reprint 1099 Functionality: Added EmployeeService.reprint1099 which allows service providers who have their own portals to provide this functionality to their contract workers.https://player.vimeo.com/video/999666389?h=117f3903edFor more information about these and other Q3 enhancements, watch the preview video and check out the release notes.					
						
						
							Compliance		Q3 Focus: Operational Efficiency, Compliance			Highlights		Improved Employee Garnishment Lookup: Increase operational efficiency and reduce the need to do manual searches by client by using the quick lookup feature to view only garnishments associated with employee records.FLSA Exempt Compensation Report Enhancements: Enhanced report functionality now allows users to input minimum salary amounts and filter by specific state to accommodate varying federal and state minimum salary requirements.Download 1094-C ZIP Files for All Clients: Save time when downloading PDF copies of 1094-C records by creating a ZIP file for all clients at one time.https://player.vimeo.com/video/1000746739?h=afc24f40beFor more information about these and other Q3 enhancements, watch the preview video and check out the release notes.					
						
						
							Final release notes will be available at the time of the release in the Customer Resource Center.					The PrismHR Customer Support Team

### Marketing Portal

PrismHR Marketing Portal
					Marketing Solution to Increase Adoption
		Drive higher adoption rates of PrismHR and Marketpace partner solutions by your small and mid-sized business clients and their worksite employees.			Get Started Today
					
		https://vimeo.com/1012487618?h=8df0f17120&badge=0&autopause=0&player_id=0&app_id=58479In the Marketing Portal, PrismHR customers can access customizable email templates and run campaigns designed to help increase awareness and adoption at the employer and employee levels. The Marketing Portal is a complimentary program for all PrismHR PEO and staffing customers.					
						
						
							Run a campaign in as little as a few minutes!
							
								
									
							Choose from dozens of email campaigns.						
					
								
									
							Customize emails with your company logo, unique links and more.						
					
								
									
							Upload your own email lists and choose exactly when the emails are sent out.						
					
							“I find that it’s really easy to use and I really appreciate that I have more complete control over the campaigns we’re sending out.”		Mason Howerton, Systems Manager, Simploy					
						
						
						
						
							Promoting PrismHR and Partner Solutions Has Never Been Easier!
		Sign up now to get started.								
									Get Started Today

### Certifications



### Payroll Specialist Certification

PrismHR Payroll Specialist Certification							
						
						
						
							Take the new online certification exam and showcase your payroll proficiency on the PrismHR platform!
		Payroll pros, wouldn’t this badge look great on your LinkedIn profile? You can now show off your payroll expertise with the PrismHR Payroll Specialist Certification!The certification exam is open to anyone experienced on the PrismHR platform. You do not need to be employed by a PrismHR customer to earn the certification.Learn more about getting PrismHR Payroll Specialist certified and register for the exam.																															
						
						
							Why Get Certified?
							
							
													
										Showcase Your Skills:  Demonstrate your proficiency in payroll processes, system configuration, error handling, and best practices.
									
								
													
										Enhance Your Resume:  Add a valuable certification to your professional profile.
									
								
													
										Gain Recognition:  Earn a badge that you can use to highlight your payroll expertise on platforms like LinkedIn.
									
								
													
										Increase Organizational Confidence:  Objectively assess your team’s payroll skills, validate their abilities, and identify any skill gaps.
									
						
							Get Started
		Visit the PrismHR Payroll Specialist Certification exam site and read the FAQ.Read the Payroll Specialist Certification Study Guide for an overview of the test topics.Register for the certification exam!Note: Once you register for the exam, you have 14 days to complete it during a single session. We highly recommend reviewing the FAQ and Study Guide before registering.Questions? Contact us at certifications@prismhr.com.					
							Register for the PrismHR Payroll Specialist Certification exam!										
									Register Now

### Customer Programs: Innovation Through Collaboration

Innovation Through Collaboration
		PrismHR offers several programs encouraging customers to participate in our product innovation.					
						
						
						
							Let Your Voice Be Heard. We’re Listening. 		Customer input is essential to building the best technology to serve HROs and their clients. PrismHR provides a number of ways you can actively participate in our innovation process and get visibility into the products we’re developing with you.					
							
													
										Product Advisory Board 
									
								
													
										PrismHR Influencer 
									
								
													
										PrismHR Ideas 
									
								
													
										Discovery Studio at PrismHR LIVE 
									
								
													
										Customer Success 
									
						
																																			
						
						
																																	Product Advisory Board 
		The PrismHR Product Advisory Board (PAB) is a customer-focused program that helps ensure we’re developing products that deliver the most value to our HRO customers, their small business clients and worksite employees.A board of HRO customers and a cross-functional team at PrismHR meet regularly to discuss product priorities and roadmap items across the PrismHR platform.					
							Share Your Ideas and Preview Upcoming Features 																												The Product Influencer program offers all active PrismHR users an opportunity to provide input on the evolution of our software.Feedback on product enhancements with Product Management and UX teams (via survey, prototypes and group demos) helps guide the design of new functionality and prioritize features.								
									Become an Influencer
					
																																Got an idea? Great—we’d love to hear it. PrismHR Ideas allows you to submit suggestions for improving our products and making your customer experience even better. You can also vote up ideas submitted by your peers.This program is accessible to all customers through the Customer Resource Center.								
									Submit an Idea
					
																																The Discovery Studio at PrismHR LIVE is an interactive experience designed to give you a first look at upcoming product enhancements and prototypes from our Product Management and UX teams. Cast your vote for the features most important to you and get your questions answered in person.								
									Register for Live 2025
					
																																			Customer Success 		Every PrismHR customer is assigned a dedicated Customer Success Manager who acts as an advisor, advocate and problem solver. Our experienced team has spent years in the industry and can help connect you with the resources you need to improve performance and grow. Our door is always open. After all, your success is ours!

### Product Training

Product Training
		Get one-on-one training with a PrismHR subject matter expert.					
						
						
						
							Improve Efficiency and Productivity
		Help your team work more efficiently and get up to speed on the latest PrismHR functionality. Choose from a series of pre-designed courses across a variety of topics.Interested in a single session or building a personalized plan? Let us know and we can customize training to fit your needs.			Training Sessions Include:
							
							
													
										Live online training
									
								
													
										Flexible scheduling
									
								
													
										Unlimited attendees from your organization (same price)
									
								
													
										All trainings are recorded for easy reference
									
						
						
						
																																	Improve Efficiency and Productivity
							
							
													
										New staff members
									
								
													
										Staff switching or adding roles
									
								
													
										Experienced staff who want to be even more productive
									
						
							Available Training Courses
		Select a topic to view available courses.					
						
				
					 Operations 
			
			
						
									Choose from complete courses (e.g., Accounting) or schedule training on an individual subject area (e.g., Check Reconciliation).								
					System Admin (1 hour) $200				
							
							
													
										System Parameters (Tax Year Limits, Tax Rate Maintenance)
									
						
					User Access (2 hours) $400
				
							
							
													
										PrismHR User/User Role Setup, Client Access Groups
									
						
					Code Setup (1 hour) $200				
							
							
													
										Pay Code, Deduction Code, Tax Code, Billing Code, Event Codes
									
						
					ACH/Positive Pay (5 hours) $1,000				
							
							
													
										ACH Bank Account/ Originator Setup, ACH Processing/Issue Resolution
									
								
													
										NatPay/3rd Party Vendor
									
								
													
										Positive Pay Setup
									
						
					Taxes (9 hours) $1,800				
							
							
													
										State Rules, Client SUTA Reporting, SUTA Override setup
									
								
													
										MasterTax Setup
									
								
													
										Tax Adjustments/Imports, Successor Wages, Third Party Sick
									
								
													
										Year-End Processing, W-2 Processing, W-2 Benefits Import, W-2c Processing, 1099 Processing
									
								
													
										Recalculation utilities, Register Rebuild Process
									
								
													
										Reporting (Quarterly/Year End/Per Period)
									
						
					Accounting (10 hours) $2,000				
							
							
													
										Accounts Receivable/Cash Receipts
									
								
													
										Check Reconciliation
									
								
													
										External Invoice/ Journal/Cash Transfers/ Cutback Check Processing
									
								
													
										GL Reports/Balancing Issues
									
								
													
										GL Setup for Service Provider or Staffing/COA Import/QuickBooks Integration
									
								
													
										PEO Client Accounting/ASO Client Accounting, (including Quickbooks Notes)
									
						
										
									Request Information
					
					
						
				
					 Benefits 
			
			
						
					Benefits (10 hours) $2,000				
							
							
													
										Group Benefits Plans setup, EE Enrollment, Dependents
									
								
													
										Health Saving Accounts (HSA) and Section
									
								
													
										Health Saving Accounts (HSA) and Section 125 Plans (FSA)
									
								
													
										401(k)/Retirement (Setup/Enrollment/ Adjustments/Imports/Reports)
									
								
													
										Benefit Adjustments
									
								
													
										GTL Calculation and Setup (includes calculator)
									
								
													
										Benefit Enrollment Imports
									
								
													
										Reports
									
						
					Imports (2 hours) $400				
							
							
													
										Benefits Enrollment Imports
									
						
					ACA (4 hours) $800				
							
							
													
										ACA Setup
									
								
													
										ACA Processing
									
						
					Workers’ Compensation (3 hours) $600				
							
							
													
										Setup: Policies/Templates/Codes, Rate Classifications, Position Classification, Positions, Client Billing, State Rules
									
								
													
										Processing: Reports, Recalculation Utilities
									
						
										
									Request Information
					
					
						
				
					 PTO 
			
			
						
					PTO (4 hours) $800
				
							
							
													
										PTO Leave Request Setup, Processing
									
								
													
										PTO Plan Setup, Enrollments, Adjustments, Imports
									
						
										
									Request Information
					
					
						
				
					 Talent Management 
			
			
						
					Applicant Tracking (2 hours) $400				
					Performance Management (2 hours) $400				
										
									Request Information
					
					
				Choose from complete courses (e.g., Accounting) or schedule training on an individual subject area (e.g., Check Reconciliation).			System Admin (1 hour) $200							
							
													
										System Parameters (Tax Year Limits, Tax Rate Maintenance)
									
						
							User Access (2 hours) $400
							
							
													
										PrismHR User/User Role Setup, Client Access Groups
									
						
							Code Setup (1 hour) $200							
							
													
										Pay Code, Deduction Code, Tax Code, Billing Code, Event Codes
									
						
							ACH/Positive Pay (5 hours) $1,000							
							
													
										ACH Bank Account/ Originator Setup, ACH Processing/Issue Resolution
									
								
													
										NatPay/3rd Party Vendor
									
								
													
										Positive Pay Setup
									
						
							Taxes (9 hours) $1,800							
							
													
										State Rules, Client SUTA Reporting, SUTA Override setup
									
								
													
										MasterTax Setup
									
								
													
										Tax Adjustments/Imports, Successor Wages, Third Party Sick
									
								
													
										Year-End Processing, W-2 Processing, W-2 Benefits Import, W-2c Processing, 1099 Processing
									
								
													
										Recalculation utilities, Register Rebuild Process
									
								
													
										Reporting (Quarterly/Year End/Per Period)
									
						
							Accounting (10 hours) $2,000							
							
													
										Accounts Receivable/Cash Receipts
									
								
													
										Check Reconciliation
									
								
													
										External Invoice/ Journal/Cash Transfers/ Cutback Check Processing
									
								
													
										GL Reports/Balancing Issues
									
								
													
										GL Setup for Service Provider or Staffing/COA Import/QuickBooks Integration
									
								
													
										PEO Client Accounting/ASO Client Accounting, (including Quickbooks Notes)
									
						
												
									Request Information
					
									Benefits (10 hours) $2,000							
							
													
										Group Benefits Plans setup, EE Enrollment, Dependents
									
								
													
										Health Saving Accounts (HSA) and Section
									
								
													
										Health Saving Accounts (HSA) and Section 125 Plans (FSA)
									
								
													
										401(k)/Retirement (Setup/Enrollment/ Adjustments/Imports/Reports)
									
								
													
										Benefit Adjustments
									
								
													
										GTL Calculation and Setup (includes calculator)
									
								
													
										Benefit Enrollment Imports
									
								
													
										Reports
									
						
							Imports (2 hours) $400							
							
													
										Benefits Enrollment Imports
									
						
							ACA (4 hours) $800							
							
													
										ACA Setup
									
								
													
										ACA Processing
									
						
							Workers’ Compensation (3 hours) $600							
							
													
										Setup: Policies/Templates/Codes, Rate Classifications, Position Classification, Positions, Client Billing, State Rules
									
								
													
										Processing: Reports, Recalculation Utilities
									
						
												
									Request Information
					
									PTO (4 hours) $800
							
							
													
										PTO Leave Request Setup, Processing
									
								
													
										PTO Plan Setup, Enrollments, Adjustments, Imports
									
						
												
									Request Information
					
									Applicant Tracking (2 hours) $400					Performance Management (2 hours) $400										
									Request Information
					
						
				
					 Time and Labor 
			
			
						
					Time and Labor (5 hours) $1,000				
							
							
													
										Level 1: Basic Setup and Processing
									
								
													
										Level 2: Advanced Setup and Processing
									
						
										
									Request Information
					
					
						
				
					 Onboarding / Benefits Enrollment 
			
			
						
					Onboarding/Benefits Enrollment (5 hours) $1,000				
							
							
													
										New Hire Onboarding
									
								
													
										Benefits Enrollment
									
								
													
										Voluntary Life, other setups
									
						
					Life Events (1 hour) $200				
							
							
													
										Life Events
									
						
										
									Request Information
					
					
						
				
					 Client Setup 
			
			
						
					Employer Admin (1 hour) $200				
							
							
													
										Employer (Setup/SUTA/WC)
									
								
													
										Alternate Employer Setup
									
						
					Client Maintenance (6 hours) $1,200
				
							
							
													
										Company Details Setup (ASO/PEO), New Client Checklist
									
								
													
										Billing — Billing Rules, WC/SUTA Billing, Billing Formats/Template
									
								
													
										Commission Maintenance
									
								
													
										SBEA/CPEO
									
						
					Imports (1 hour) $200				
							
							
													
										Data Import tool (Depts/Locations/Depts)
									
						
					Employee Portal (4 hours) $800				
							
							
													
										Employee Portal Configuration (Setup, Adding Menus/Widgets, SSOs, Approvals, Alerts)
									
								
													
										Document Management
									
						
										
									Request Information
					
					
						
				
					 Payroll 
			
			
						
					Payroll (13 hours) $2,600				
							
							
													
										Processing: Superbatch (including Reports), Payroll Approval, Manual Batches, Voids/Reversals, Bill Pending, Misc Invoice, Fringe Pay
									
								
													
										Setup: Allocations, Employee Loans, Payroll Control, Pay Group, Pay Schedules, Shift Pay, Employee Position Rates, Tips
									
								
													
										Certified Pay
									
								
													
										Check Formatting/Check Printing (Custom GTM)
									
								
													
										FLSA Rulesets/Blended Rate OT
									
								
													
										Time & Attendance Imports/Exports
									
								
													
										Unions
									
								
													
										Bonus Payments/Specialty Processing (e.g., HSA/401(k) Overrides, Tax Overrides)
									
						
					Reporting (1 hour) $200				
							
							
													
										Client Allocation Report Setup (Cost Reporting), EEO Reporting, OSHA Reporting
									
						
					Garnishments (2 hours) $400				
							
							
													
										Garnishments (State Rules, Payee, Employee Setup, voids/overrides), Refunds
									
								
													
										Expert Pay (CPR to have custom menu option added)
									
						
					Human Resources (3 hours) $600				
							
							
													
										HR Admin: Employee Details (Pay Rate, Work Assignment), Direct Deposit, Tax, New Hire, Terminations, Rehire, Adjustments, Delete Unused Employee, Audit
									
								
													
										Approval Policies
									
						
					Imports (4 hours) $800				
							
							
													
										Check Import (Templates and Tips)
									
								
													
										Scheduled/Recurring Deductions
									
								
													
										Employee Fields Import
									
								
													
										Expanded Employee Import/Direct Deposit import
									
						
										
									Request Information
					
					
							Time and Labor (5 hours) $1,000							
							
													
										Level 1: Basic Setup and Processing
									
								
													
										Level 2: Advanced Setup and Processing
									
						
												
									Request Information
					
									Onboarding/Benefits Enrollment (5 hours) $1,000							
							
													
										New Hire Onboarding
									
								
													
										Benefits Enrollment
									
								
													
										Voluntary Life, other setups
									
						
							Life Events (1 hour) $200							
							
													
										Life Events
									
						
												
									Request Information
					
									Employer Admin (1 hour) $200							
							
													
										Employer (Setup/SUTA/WC)
									
								
													
										Alternate Employer Setup
									
						
							Client Maintenance (6 hours) $1,200
							
							
													
										Company Details Setup (ASO/PEO), New Client Checklist
									
								
													
										Billing — Billing Rules, WC/SUTA Billing, Billing Formats/Template
									
								
													
										Commission Maintenance
									
								
													
										SBEA/CPEO
									
						
							Imports (1 hour) $200							
							
													
										Data Import tool (Depts/Locations/Depts)
									
						
							Employee Portal (4 hours) $800							
							
													
										Employee Portal Configuration (Setup, Adding Menus/Widgets, SSOs, Approvals, Alerts)
									
								
													
										Document Management
									
						
												
									Request Information
					
									Payroll (13 hours) $2,600							
							
													
										Processing: Superbatch (including Reports), Payroll Approval, Manual Batches, Voids/Reversals, Bill Pending, Misc Invoice, Fringe Pay
									
								
													
										Setup: Allocations, Employee Loans, Payroll Control, Pay Group, Pay Schedules, Shift Pay, Employee Position Rates, Tips
									
								
													
										Certified Pay
									
								
													
										Check Formatting/Check Printing (Custom GTM)
									
								
													
										FLSA Rulesets/Blended Rate OT
									
								
													
										Time & Attendance Imports/Exports
									
								
													
										Unions
									
								
													
										Bonus Payments/Specialty Processing (e.g., HSA/401(k) Overrides, Tax Overrides)
									
						
							Reporting (1 hour) $200							
							
													
										Client Allocation Report Setup (Cost Reporting), EEO Reporting, OSHA Reporting
									
						
							Garnishments (2 hours) $400							
							
													
										Garnishments (State Rules, Payee, Employee Setup, voids/overrides), Refunds
									
								
													
										Expert Pay (CPR to have custom menu option added)
									
						
							Human Resources (3 hours) $600							
							
													
										HR Admin: Employee Details (Pay Rate, Work Assignment), Direct Deposit, Tax, New Hire, Terminations, Rehire, Adjustments, Delete Unused Employee, Audit
									
								
													
										Approval Policies
									
						
							Imports (4 hours) $800							
							
													
										Check Import (Templates and Tips)
									
								
													
										Scheduled/Recurring Deductions
									
								
													
										Employee Fields Import
									
								
													
										Expanded Employee Import/Direct Deposit import
									
						
												
									Request Information
					
							Learn more about how Product Training can help you increase productivity and efficiency.										
									Request Information

### Learning Library

Learning Library 							
						
						
						
							Give your team the fundamental knowledge they need to be productive and efficient in the PrismHR platform.		The PrismHR Learning Library features role-based online training that will help you quickly get up to speed on platform functionality. Training is organized in a modular way, enabling you to create personalized education plans for an entire team or an individual staff member.			How it Helps 		The role-based, self-paced training lessons will help:					
							
													
										Onboard new staff members more quickly 
									
								
													
										Boost your team’s efficiency and productivity 
									
								
													
										Empower staff to continuously build their skills 
									
						
						
						
							A Learning Library subscription includes more than 225 lessons with over 300 hours of role-based content. 							
								
									
							Benefits						
					
								
									
							Payroll 						
					
								
									
							Accounting 						
					
								
									
							System Admin/IT 						
					
								
									
							Risk 						
					
								
									
							HR 						
					
								
									
							Customer Care 						
					
						
						
							Save Time with a Modular, Role-Based Approach 		The Learning Library is organized into courses based on an employee’s role so they focus on the relevant information they need to work efficiently in the PrismHR platform. All courses are modular and searchable, making it easy to quickly find training content.			Anytime Access 
 		All training courses are available 24/7, enabling you to access what you need, whenever it works for you.			Manage and Track Progress 
 		You can control who has access to training, track your team’s progress and see which courses each member has completed. You can even track the amount of time an employee spends watching a lesson compared its full runtime, so you can identify team members who may need additional help.					
							Empower Your Team with the Skills They Need 		Contact us to learn more about a Learning Library subscription.								
									Learn More

### Customer Support

Customer Support 		Resolve issues quickly and get back to business.					
						
						
						
				The PrismHR support team is staffed with subject matter experts to help you resolve issues so you can focus on delivering great client service and running your business.Our experienced team is highly trained in key functional areas including payroll, benefits administration and enrollment, onboarding, talent management and reporting. And we understand what it’s like being in your shoes—many of our support staff worked previously at an HRO.			Log in to the PrismHR Customer Resource Center					Support Login							
						
						
								
									
							Largest Customer Support Team  in the Industry 						
					
									
						Our team of more than 50 problem solvers includes specialists covering 20+ subject areas to help you quickly resolve issues so you can get back to work.					
								
									
							Customer Success Manager   						
					
									
						Every PrismHR customer is assigned a Customer Success Manager whose focus is to help you get the most value out of the technology and connect you with the resources and partners who can help your business thrive. 					
								
									
							Resource Center & Knowledge Base   						
					
									
						We believe support is more than being reactive. That’s why we continually create guides, how-to articles, webinars and best practices to proactively help you be more productive and informed. 					
								
									
							Customer Community   						
					
									
						Join an active forum for collaborating and sharing best practices with your peers and the PrismHR team. Ask questions and get answers on more than 20 topics, from Accounting to Year-End Processing (and everything in between). 
					
						
						
							Contact us to learn more about our support plans.										
									Get Started 
					
									Support Plans 		In addition to standard support, PrismHR offers subscription plans for customers who want an even more personalized support experience. Compare options to find the right plan for you.			Standard 		(included with PrismHR subscription)			24x7 Support for Critical Issues					Unlimited Support Requests					Dedicated Customer Success Manager					Resource Center & Knowledge Base					Customer Community					Priority 					24x7 Support for Critical Issues					Unlimited Support Requests					Dedicated Customer Success Manager					Resource Center & Knowledge Base					Customer Community					Direct Access to Tier 2 Support		Cases are routed automatically to PrismHR Tier 2 support (SMEs) who cover 20+ specialty areas			Extended Support Hours		Reach Tier 2 support 13 hours a day (Monday – Friday, 8 a.m. – 9 p.m. ET) (Standard Support coverage ends at 7 p.m. ET)			Office Hours Sessions		Get advice from the Tier 2 support team during office hours-style sessions			Support Case Reviews		Regular check-in with a Support Team Manager to review open issues and case metrics			Premium 					24x7 Support for Critical Issues					Unlimited Support Requests					Dedicated Customer Success Manager					Resource Center & Knowledge Base					Customer Community					Direct Access to Tier 2 Support		Cases are routed automatically to PrismHR Tier 2 support (SMEs) who cover 20+ specialty areas			Extended Support Hours		Reach Tier 2 support 13 hours a day (Monday – Friday, 8 a.m. – 9 p.m. ET) (Standard Support coverage ends at 7 p.m. ET)			Office Hours Sessions		Get advice from the Tier 2 support team during office hours-style sessions			Support Case Reviews		Regular check-in with a Support Team Manager to review open issues and case metrics			Dedicated Slack Channel		Get the quickest possible response to your questions in a Slack channel monitored by our Tier 2 Support team			Fastest Response Time		30-minute response SLA for Work Stoppage and High Priority issues					
							Find the support plan that is the perfect fit for you. 
		Contact your Customer Success Manager to learn more about which plan is right for your organization's needs.

### Consulting

Consulting
							
						
						
						
							Get strategic and technical guidance from PrismHR experts to help increase technology adoption and efficiency.
		Are you interested in identifying inefficiencies in your current processes so your staff can accomplish more with the same resources? Do you want to get your team up to speed on the latest PrismHR platform enhancements faster?Our experienced team of consultants is here to help your team be more efficient and productive. Choose from the following options or let us know what you need and we can customize a plan for you.					
						
						
																														Meet with a PrismHR subject matter expert for consulting and guidance. Your dedicated product consultant will get to know your business, educate you on the latest platform enhancements, answer questions and share best practices and help your team work more efficiently in the PrismHR platform.					
							
													
										Review new functionality in quarterly releases
									
								
													
										Focused training
									
								
													
										General Q&A
									
						
							Identify efficiency gaps in your current processes and get a personalized improvement plan from PrismHR consultants.							
							
													
										Discovery workshop including interviews, discussions with your subject matter experts and shadowing your team
									
								
													
										Presentation of findings and recommendations
									
								
													
										Training plan to implement best practices and ensure your team is fully up to speed
									
						
							Health Checks can be general or targeted to specific areas, such as:
							
								
									
							Security Settings						
					
								
									
							Operations						
					
								
									
							Payroll						
					
								
									
							Benefits						
					
								
									
							Client Setup						
					
							Data Engineering
		Rather than spending hours on manual data entry, leverage our data engineers to import data or make mass changes. We can help with benefit rates and adjustments, pay rates, workers’ compensation and SUTA rates and more.			Document Management Migration
		Work with a PrismHR expert to consolidate your client files from multiple repositories into a single database, and implement a process to manage documents efficiently.					
							Learn more about how our Professional Services team can help you increase productivity and efficiency.
										
									Request Information

### Professional Services

Professional Services
		Whether you’re getting up to speed or looking to go faster, PrismHR Professional Services can help your team work at peak performance and use the platform to its full potential.					
						
						
						
								
									
							PrismHR Managed Services						
					
									
						Optimize efficiency and reduce risk by relying on our experienced platform specialists and tax consultants for tax processing, coverage during staff transitions, or complete back-office support.
Learn More					
								
									
							Report Building Services						
					
									
						Need help creating a report in Report Center? Save time by letting our team of experts do it for you. We can manage report building projects of any size. We can also provide your team with report building training to create reports more easily themselves.					
								
									
							Product Training						
					
									
						Get one-on-one training with a PrismHR subject matter expert to reach your learning goals even faster. Choose from a series of pre-designed courses or contact us to build a personalized plan.
Learn More					
								
									
							Consulting						
					
									
						Get strategic and technical guidance from PrismHR experts on topics such as business best practices, security, and new functionality in quarterly releases.
Learn More					
								
									
							Learning Library						
					
									
						Learning Library subscribers can access more than 225 lessons (300+ hours of on-demand content) that provide your team with the knowledge they need to use the PrismHR platform efficiently.
Learn More					
							Request Professional Services		Complete the form and a member of the PrismHR Professional Services team will contact you.

### Customer Support Resources

PrismHR Customer Support Resources 							
						
						
						
									
							PrismHRCustomer Resource Center 						
					
									
						Support resources for PrismHR customers. 					
												
									Log in Now
					
									
							PrismHRHCM Support Center 						
					
									
						Support resources for PrismHR HCM customers. 					
												
									Log in Now
					
									
							Talent ManagementResource Center 						
					
									
						Support resources for Talent Management-only customers. 					
												
									Log in Now
					
						Are you an employee looking for support for employee portal login issues, registration, account creation, password changes, payroll and pay stubs, tax forms, or direct deposit updates?  Get more information here

### Services

Services 							
						
						
						
				The value you get from being a PrismHR customer goes well beyond our technology.  We provide you with services and support to help your organization leverage our platforms to their full potential, empowering your staff to work efficiently, productively and profitably.					
								
									
							Sales and Marketing 						
					
									
						Accelerate your organization’s sales and marketing with the PrismHR Seeds program, featuring customizable assets to help HROs sell PrismHR technology. 					
				Learn More					
								
									
							Professional Services 						
					
									
						With deep system knowledge and industry best practices, our team of experienced specialists can provide personalized back office support, report building services, personalized consulting and much more. 					
				Learn More					
								
									
							Customer Support 						
					
									
						With the largest support team in the industry and specialists in 20+ subject areas, we have the expertise to help you resolve issues quickly so you can get back to business.					
				Learn More					
								
									
							Learning Library 						
					
									
						Give your team the fundamental knowledge they need to get up to speed and be productive on the PrismHR platform.					
				Learn More

### PrismHR Pricing

PrismHR Pricing 							
						
						
						
				PrismHR provides end-to-end HR and HCM software platforms for PEOs, HR service providers, payroll service bureaus and CPAs.We offer highly-customizable options that allow us to build a solution specific to your needs. This ensures we can deliver the most effective ROI for you and also allows our solution to grow and scale as your needs change.					
							Contact us to get PrismHR software pricing										
									Get PrismHR Pricing

### Why Choose PrismHR?

Why Choose PrismHR? 							
						
						
						
							Innovation That Redefines HR, Payroll and Workforce Management		PrismHR transforms the way Human Resource Outsourcing (HRO) service providers deliver value to their clients. With a modern suite of products and countless dynamic new features, we’re not just keeping pace with the market—we are setting a new standard. Backed by over 40 years of industry leadership and nine groundbreaking solutions introduced in the last two years, PrismHR continues to lead in HR technology innovation delivering the most advanced tools to optimize efficiency, scale seamlessly and enhance client satisfaction.					
						
						
							Our cloud-powered platform streamlines HR processes, boosts client engagement and enhances productivity throughout the employee journey—equipping your HRO with all the tools needed from hiring to retiring. 										
									Contact Us Today
					
						
						
							Hear From Our Clients
		“When we think about our relationship with PrismHR, I couldn’t be happier. Over the past 3-4 years, there has been a tremendous elevation in the PrismHR product and services offerings which makes us being competitive in the marketplace much easier.”Bryan Fayak Founder, President & CEO – Nextep																																																									
						
				https://vimeo.com/927205010/3c205f62ce					
							The PrismHR Advantage					Everything You Need in One Integrated Platform 		PrismHR's integrated platform meets all your HR technology and compliance needs in one place, reducing the need for multiple systems. It supports the entire employee lifecycle, including applicant tracking, onboarding, benefits enrollment, workforce and performance management.Our Marketplace with 70+ partners further expands our platform, allowing you to support diverse client needs.								
									Visit Our Marketplace
					
									Stay Competitive and Increase Client Retention 		Stand out in a crowded market and retain more clients with innovative tech that empowers your staff and clients to be more productive.					
						
																																			
						
																																			
						
							Empower Your Clients  		Minimize your client’s support needs with our user-friendly interface and self-service functionality that enables employees and managers to handle many of their own HR tasks, from accessing pay stubs and benefits to managing approvals.			Scale to Support Your Growth 		Whether you're a small business or a large enterprise, PrismHR scales with your needs. As your business evolves, our platform adapts to support new challenges and opportunities, making it a reliable partner in your growth journey.																																																									
						
							Improve Operational Efficiency 		Reduce complexity with automation and streamline workflows that help minimize errors and save valuable time, helping your organization improve productivity—and profitability.			Robust Security and Compliance		PrismHR is committed to protecting your data with industry-leading security measures. Our platform is SOC 2 Type II certified and designed to help you stay compliant with ever-changing regulations, giving you peace of mind.					
						
																																			
							PrismHR Drives Your Success		Take your business to the next level with a trusted partner that’s been focused on efficiency, growth, and delivering exceptional results for you and your clients for over 40 years.Let’s connect today!								
									Explore PEO Solutions
					
														
									Explore HCM Solutions
					
														
									Contact Us

### Careers

PrismHR Careers							
						
						
						
																																	Who We Are 		PrismHR provides comprehensive payroll, benefits and HR software to the largest network of payroll and HR outsourcers in the United States, serving over 100,000 small and medium-sized businesses and over 2 million employees. With hiring, payroll, benefits, compliance and much more, PrismHR technology makes HR more efficient across the entire employee lifecycle.								
									View Open Jobs
					
														
									Contact a Talent Acquisition Partner
					
						
						
							Our Culture
		It’s crucial that our employees feel supported, connected and engaged with each other and to the organization as we adapt to the evolving work landscape.If you’re ready to work on-site in a dynamic, global company, we’d love to hear from you!					
							While getting our jobs done is a huge part of working at PrismHR, having fun and giving back to the community is an important part of our culture						
							Our goal is to create an environment where our people feel supported, connected, and valued.
							We don’t just invest in our technology, we invest in our people.
							We care. It’s as simple as that. The work you do inside our walls matters as much as the life you lead outside of them.
							Our employees are experts at pushing the boundaries when it comes to product innovation.
							Our success is based on the personal attention and contributions of our people.
							What We’re Looking For 		We are looking for people who have a natural curiosity for technology that can also drive growth and deliver outstanding results. If you find inspiration in a fast-paced environment that thrives on collaboration, then we want to get to know you!			What We Love 		We love our customers and our community, and we never want to stop finding ways to improve their lives. So, it’s no surprise that we are always looking for ways to show up for them:					
							
													
										Developing new technologies 
									
								
													
										Implementing better services 
									
								
													
										Volunteering our time 
									
						
						
						
							Our Core Values		Our core values are not just something we do, it’s the values that drive our behaviors and our choices every single day.Our values are the beating heart of our culture just like small businesses are the beating heart of our communities. We CARE because people depend on us, inside and outside our walls.			Show Character		Do the right thing, even when no one is looking.			Be Accountable		Hold ourselves accountable in everything that we do.			Have Resolve		Do whatever it takes to identify and resolve problems together.			Demonstrate Empathy		Listen and support our teammates, clients, and partners.					
							Perks and Benefits 							
								
									
							Competitive Salary 						
					
								
									
							Medical, Dental & Vision Insurance						
					
								
									
							401(k) Match						
					
								
									
							Generous Time Off 						
					
							Reach Your Potential With  PrismHR
		Be part of a collaborative team where your skills can flourish, your ideas help shape the future of technology and your work makes a real impact. Take the next step in your career—apply today!								
									View Open Jobs

### About



### Contact Us

Unlock Your Business's Potential with PrismHR 					Ready to take your business to the next level?		Contact us today to learn how PrismHR can help transform your operational efficiency, increase profitability and drive client growth.																																																																																	Contact PrismHR
		What best describes your needs?
            
                
                
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                    I’m a PEOI'm an ASO/Payroll firmI am an employee inquiring about my pay or Employee Portal accessI am looking to integrate/partner with PrismHR
                
            
            
                I am interested in using PrismHR software for my PEO business.



I'm an ASO/Payroll firm interested in using PrismHR software for my business.


Are you an employee who needs help with login issues, registration, account creation, password changes, payroll and pay stubs, or tax information?
Get SupportWant to learn more about partnership opportunities with PrismHR?
Partner with PrismHR
            
        			At PrismHR, we partner with you to help your organization and clients thrive.					Here’s what sets us apart: 					 Scalable to Support Your Growth 		Whether you're a small business or a large enterprise, PrismHR scales with your needs. As your business evolves, our technology adapts to support new challenges and opportunities, making it a reliable partner in your growth journey.					
						
																																			
						
																																			
						
							 
Integrated Platforms and an Expansive Marketplace 		PrismHR's integrated platforms meet all your HR technology and compliance needs in one place. It supports the entire employee lifecycle from hire to retire, including applicant tracking, onboarding, benefits enrollment, time and labor management and performance management.Our Marketplace with 60+ partners further expands our platform, allowing you to support diverse client needs.								
									Learn More
					
									Robust Security and Compliance		PrismHR is committed to protecting your data with industry-leading security measures. Our platform is SOC 2 Type II certified and designed to help you stay compliant with ever-changing regulations, giving you peace of mind.																													Ready to Experience PrismHR?		Discover how PrismHR can power your business and partner in your growth.								
									Get Started Today 
					
									What You Can Expect 					Innovation		Our platforms are continually enhanced with new capabilities, thanks to our dedicated teams focused on product performance and innovation.			Customer Success 
 		With the largest support and customer success team in the industry, our subject matter experts are always ready to assist you whenever you need help.			Personalized Training 		Receive personalized training and consulting from our experts to maximize your team’s effectiveness and use our technology to its full potential.			Security 
 		Rest assured knowing that PrismHR is SOC 2 Type II certified, prioritizing the security and integrity of our platforms and your data.			PrismHR Technology Powers Payroll, Benefits and HR for:							
						
				0
				+
				PrismHR powers more than 100,000 organizations					
						
				0
				+
				Employees					
						
				$
				0
				+ Billion
				Processed in annual payroll								
									Get Started Today

### Sales and Marketing Resources

Sales and Marketing Resources 		Accelerate growth with PrismHR Seeds.					
						
						
						
				The  PrismHR Seeds program is available to all our customers to help them close more business, offer additional solutions to clients and accelerate their sales and marketing.Seeds provides resources for each component of the PrismHR platform to help you educate clients and prospects on the technology.					
							
													
										Marketing materials (including product videos, datasheets) 
									
								
													
										Sales tools 
									
								
													
										Education and best practices 
									
						
																																			
						
						
																																	Customizable Assets and Collateral 		Seeds includes a collection of customizable sales and marketing collateral (view an example) that makes it easy to explain the benefits of PrismHR technology and showcase how it helps SMBs.					
						
						
							Product Videos 		Get access to a series of product videos to showcase your HR technology to prospects and clients. The videos can help tell a high-level story about the value proposition of each component of the PrismHR platform. You can even customize them by adding a branded bumper to the beginning of the video.					
						
				https://vimeo.com/924707596?h=cd539d64bf&badge=0&autopause=0&player_id=0&app_id=58479					
						
						
							Sales Support 		Looking for help demoing PrismHR to your prospects? PrismHR Sales Support has you covered and is free for PrismHR customers. Work with experienced PrismHR Sales Engineers to win more deals and train your sales team.					
								
									
							Sales strategy consulting and prospect proposal best practices 						
					
								
									
							Demo support – prospect demos from PrismHR Sales Engineers						
					
									
						Customers get 1 free demo per calendar year. Each demo after that is $250/hour. Learn more about Demo Support					
								
									
							Sales and demo training available for individuals or entire teams 						
					
						
						
						
						
							You must be a PrismHR customer to register for Seeds.					Sign up for PrismHR Seeds
					Register					Already a Seeds member?
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### Seeds Resources (Parent Page)

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### Teamwork Services

PrismHR ClientSpaceTeamwork Services							
						
						
						
							Teamwork Services Keeps Up With Clients’ Pace Through ClientSpace 		Teamwork Services prides itself on a personalized, hands-on approach with its clients. And they walk the walk by, well … talking the talk. Call its office during the workday and you’re sure to speak directly with a staff member—they don’t even activate the voicemail system until after business hours!“We really want our clients to just not have to worry about the employment side of things. And that’s why they’re coming to us—to not have to worry about it anymore,” says Rhodora Tuten, vice president of payroll information services at Teamwork Services.																										Carrying such a heavy administrative load for clients requires efficient operations and close coordination across the Professional Employer Organization’s (PEO’s) small staff. One recurring challenge was being able to manage worksite employee data changes, which were handled manually by the payroll team.“We’ve never allowed employees to change their address because we had no way of knowing when they changed their information,” Tuten says.“When payroll received an address change, we had to make the update and then remember to tell the benefits department the change had occurred so they could update the insurance carrier.”The Teamwork Services team saw an opportunity to use the auto-generated alerts and tasks in PrismHR ClientSpace to improve the process dramatically. When employee data is changed, the payroll and benefits teams automatically receive a notification, and a series of tasks are assigned, keeping staff members organized and focused on what they need to do.								
									Get Started
					
						
						
																																	“ClientSpace sends us notifications when an employee makes an address or direct deposit change. Before, we would never have known until someone didn’t get their direct deposit on payday.”		Rhodora TutenVP, Payroll Information Services, Teamwork Services Inc.					
				“ClientSpace gives us greater visibility and standardizes the process for how we handle worksite employee data changes,” Tuten says. “In doing so, it has helped reduce the risk of costly insurance and tax issues.”ClientSpace notifications are also being utilized by the HR team to streamline the new hire and termination processes.“Notifications are sent when a termination is entered, and we have some clients that have really tricky termination procedures,” Tuten says. “The notifications remind us exactly what we need to do when these people are terminated. We also have emails that go out when an employee is hired with instructions for the time-keeping system already attached, so we can customize it for that individual without having to re-create the communication each time.”It’s not just the notification and task capabilities in ClientSpace allowing Teamwork Services to work more efficiently. Case management allows the organization to track client issues and share information more effectively across the team.“A client may call and talk to the workers’ comp department and just casually mention there’s a change in ownership. It’s up to that person to tell client services who then needs to pass the information on to the payroll department,” Tuten explains.“We didn’t have a centralized location for storing and sharing client data,” says a Teamwork Services HR generalist. “ClientSpace is giving us a better way to communicate internally.”“By creating cases with Pulse, we make client notes more available to everyone in the company so these bits of information are shared and acted upon in a more consistent way.”ClientSpace also allows Teamwork Services to create a case history for each client along with a detailed view of the support services provided.“In some instances, we get the same questions from clients year after year, so ClientSpace allows us to go back and reference those conversations and say, ‘Here is when we had the discussion about handling overtime premiums, this is who we talked to and what they said.’ It’s going to be very helpful,” Tuten explains.As Teamwork Services continues to strengthen its reputation and grow, ClientSpace is helping the company deliver on its commitment to personalized client service through greater process efficiency and collaboration.					
						
						
							Learn More about PrismHR ClientSpace 										
									Schedule a Demo 
					
																																			About Teamwork Services		Since 1989, Teamwork Services has offered comprehensive HR services designed to support your management team and valued employees. As a Professional Employer Organization (PEO), our co-employment relationship allows you to have day-to-day control over managing and directing your employees while we manage regulatory compliance, payroll processing and tax filings, benefits administration, workers' compensation administration, employee relationship management, and more. With our dedicated and experienced team, we offer a high level of value-added customer care and service which is key to our role as your trusted advisor to mitigate HR risks and liabilities.																													About PrismHR
		PrismHR provides a complete platform to help you manage payroll, benefits and HR efficiently for your clients. Our PEO and ASO customers support more than 100,000 small businesses using our platform.

### Total Human Resources

PrismHR Employee PortalTotal Human Resources							
						
						
						
							Total Human Resources Uses PrismHR Employee Portal to Impress Prospects and Clients.		Many say your HR self-service experience says a lot about your organization.  It’s the first stop for worksite employees visit to find benefits and payroll information. It’s where managers approve time-off requests. And it can be a featured part of your prospect demos. A modern, easy-to-use experience can be the difference between freeing up support resources and managing a flood of tickets from confused users. And it can be a deciding factor in signing a new client. That’s why Total Human Resources, a Professional Employer Organization (PEO) based outside Greenville, South Carolina, was an early adopter of the PrismHR Employee Portal.																										“Employee Portal is so intuitive that our president demos it to prospects himself,” says a Total Human Resources operations manager. “What shows really well is the retirement account integration. You can see your retirement savings grow every pay period. Also, the ability to reprint a check stub and access W-2s within the portal are key features that clients care about.”“Employee Portal is so intuitive that our president demos it to prospects himself,” says a Total Human Resources operations manager. “What shows really well is the retirement account integration. You can see your retirement savings grow every pay period. Also, the ability to reprint a check stub and access W-2s within the portal are key features that clients care about.”The manager points out that accessing W-2s online is a driving factor in worksite employees using the new Employee Portal. “We get a huge influx of new users that want to get their W2s faster than the mail will deliver it to their house. They all sign up so they can get their W-2 quicker.”A modern interface, clear navigation and the ability to customize the user experience for clients drove Total Human Resources to activate the self-service experience.								
									Get Started
					
						
						
							“Setting up Employee Portal was easy and intuitive, and I like the ability to give it a personalized look and feel. Our clients appreciate all the ways you can customize the experience, as well as the amount of information available at an employee’s fingertips.”		Operations ManagerTotal Human Resources					
						
						
							Learn More about PrismHR Employee Portal										
									Schedule a Demo 
					
																																			About Total Resource HR		Total Human Resources is a Professional Employer Organization (PEO) located along the heart of the I-85 corridor in the beautiful city of Greenville, SC. We offer boutique human resources services consisting of everything from back-office support to human capital management. We utilize a vast network of business associates to assist our clients with services like accounting, employment law, banking, and project management. For more information, visit us at totalhr.net, email us at info@totalhr.net, or call 864-879-0500.								
									Learn More
					
																																			About PrismHR
		PrismHR provides a complete platform to help you manage payroll, benefits and HR efficiently for your clients. Our PEO and ASO customers support more than 100,000 small businesses using our platform.

### Sequoia

PrismHR Employee PortalSequoia 							
						
						
						
							Sequoia Enhances Employee Experience With PrismHR Employee Portal 		For many Professional Employer Organization (PEO) worksite employees, the HR self-service experience makes a lasting first impression. It is where they go to get their benefits information, request time off and view their payroll details. And while they’re accessing this directly themselves, it’s an important part of the employee’s experience with their employer. What is that impression like for your clients and their employees?																										Sequoia cares deeply about providing exceptional experiences for their clients and their employees. They pride themselves on being innovators, and technology plays a key role in delivering on that promise. So, when the new PrismHR Employee Portal was launched, they were eager to enable it for all their clients.“The new Employee Portal has a much-more user-friendly UI and UX,” says Lynda Tang, senior systems manager at Sequoia. “It brought the HR self-service experience in line with our other technology offerings and high-touch customer experience.”After implementation, worksite employees saw a new branded login page during open enrollment with Sequoia’s logo included when accessing the portal. The fresh-faced entry point was just the first example of a complete makeover across the self-service experience, including mobile responsive design and the ability to customize templates for Sequoia’s clients.Feedback from clients—as well as Sequoia’s sales team—has been positive.								
									Get Started
					
						
						
																																	“With the improved self-service experience, it’s easier for sales to demo and it’s a great selling point with prospects.” 		Lynda TangSenior Systems Manager, Sequoia					
						
						
							Learn More about PrismHR Employee Portal										
									Schedule a Demo 
					
																																			About Sequoia 		Sequoia provides strategic benefits, HR & payroll, and risk management services to today’s hyper-growth companies. We focus on the clients that are focusing on the future: the disruptors, the paradigm shifters, and the market leaders that are pushing their industries forward. We match their passion with our own commitment to help them run happier, healthier, and free from unnecessary risk. For more information, visit sequoia.com.								
									Learn More
					
																																			About PrismHR
		PrismHR provides a complete platform to help you manage payroll, benefits and HR efficiently for your clients. Our PEO and ASO customers support more than 100,000 small businesses using our platform.

### Human Capital Concepts

PrismHR ClientSpaceHuman Capital Concepts  							
						
						
						
							ClientSpace Delivers Proactive Results at Human Capital Concepts 		Like many HR service providers in growth mode, Indianapolis-based Human Capital Concepts (HCC) found itself looking for the right technology to help the business scale and service its clients more efficiently.“We were having some growing pains and began a search for software that would help us manage cases and tickets, as well as CRM capabilities,” said Jessica Minner, director of information systems and technology services at HCC.																										The company was previously heavily reliant on email and paper communications to service clients, which led to breakdowns in communication as their client base and internal team expanded. Customer inquiries weren’t centrally managed, and the HCC team had limited visibility into the status of issues. Also, when client employees made direct deposit or address changes, there was no mechanism in place to notify the appropriate team.“In some cases, we’ve missed something in a payroll process because an employee made a change and we had no way of knowing about it. There was no method of notification unless we continually ran reports on certain types of changes,” Minner said.Minner and her colleagues reviewed several software solutions to see what might meet their needs. After seeing what ClientSpace could do, the search was over.“Not only was ClientSpace everything we were looking for wrapped into one application, but it was specifically tailored to PEOs and integrated into the PrismHR platform. We couldn’t believe the perfect timing and it was exactly what we were looking for.”								
									Get Started
					
						
						
																																	“ClientSpace will be huge for our payroll team, especially the notification and alert system that will give them a heads up on data changes and improve the accuracy of their payroll processing.”		Jessica MinnerDirector of Information Systems and Technology Services, Human Capital Concepts					
							Alerts and notifications a “breakthrough” for payroll team 		Minner highlights ClientSpace’s notifications and alert functionality as a breakthrough for HCC’s payroll team and a critical enhancement for customers, many of which were reluctant to adopt technology updates—such as the enhanced PrismHR Employee Portal—because they worried about the lack of visibility into employee data changes.“Now that we have ClientSpace, we receive notifications about address and direct deposit changes and can proactively follow up with employees and our clients,” Minner said.“ClientSpace helps us be much more process-oriented and implement systems throughout our company with ease. It helps us deliver even better customer service and peace of mind, which strengthens our value to our clients.”With the aid of ClientSpace, Minner looks forward to increasing productivity and peace of mind for HCC customers.					
						
						
							Learn More about ClientSpace 		See how ClientSpace helps you view everything that’s going on with your clients and take action with alerts and notifications, case management, task management, workflows and dashboards.								
									Schedule a Demo 
					
																																			About HCC 		Indianapolis-based Human Capital Concepts (HCC), now a part of Resourcing Edge, is a Professional Employer Organization (PEO) and Human Resources Outsourcing (HRO) company that specializes in providing integrated and customized HR management solutions. For more information, visit hcchr.com.								
									Learn More
					
																																			About PrismHR
		PrismHR provides a complete platform to help you manage payroll, benefits and HR efficiently for your clients. Our PEO and ASO customers support more than 100,000 small businesses using our platform.

### Benefits Module

PrismHR ClientSpaceBenefits Management 		Streamline Benefit Plan Management, Automate Renewals and Simplify Employee Enrollment ProcessingReduce administrative workload with a centralized solution for managing benefits plans, generating benefit comparisons and automating renewals.PrismHR ClientSpace Benefits Management helps you ensure accuracy, compliance and efficiency while providing a seamless experience for your clients and their employees.								
									Get Started
					
						
						
							Optimize and Automate Employee Benefit Administration For Improved Efficiency							
								
									
							Centralize Benefit Plan Management 						
					
									
						Store and manage benefit plan data in a secure, centralized system with real-time updates. Automate workflows for plan creation, updates and client selections to assign tasks and trigger communications effortlessly. 					
								
									
							Customize Benefit Offerings 						
					
									
						Generate benefit comparisons and customized client-level offerings with ease. Enable clients to review, request adjustments and approve contribution strategies seamlessly via DocuSign integration.  					
								
									
							Streamline Benefit Renewal 						
					
									
						Simplify the annual benefit renewal process with the PrismHR API integration, ensuring up-to-date plan offerings without manual imports. Set automated reminders for renewal periods and trigger workflows to keep your team on track.  					
							Enhance Benefit Plan Management and Employee Experience					Elevate Employee Enrollment Experience 		Empower employees to enroll in benefits plans, make updates during open enrollment and review options via a self-service portal—reducing administrative burden and improving user experience.					
						
																																			
						
																																			
						
							Bolster Billing and Cost Tracking 		Monitor benefit costs, including premiums and employer contributions, with built-in billing tools that streamline the payment process.			Integrate Easily with Carriers 		Transmit enrollment data in real-time to insurance carriers through a seamless integration, reducing errors and expediting updates.																															
							Optimize Benefits Administration with ClientSpace Benefits Management. 		Discover how PrismHR ClientSpace Benefits Management simplifies benefit management, improves efficiency and enhances the employee experience.								
									Schedule a Demo

### Implementation

PrismHR ClientSpaceImplementation Management		Streamline Client Onboarding with a Centralized, Efficient Implementation ProcessDitch spreadsheets and disconnected tools and manage everything in one place with streamlined workflows, automated data migration and built-in collaboration features.Accelerate and simplify client onboarding with the PrismHR ClientSpace Implementation Management platform designed to eliminate manual processes and help ensure a seamless transition.								
									Get Started
					
						
						
							Optimize and Accelerate Client Onboarding While Improving Client Satisfaction							
								
									
							Customize Onboarding Workflows 						
					
									
						Automate and tailor the onboarding process to align with your business needs. Ensure new clients are set up efficiently with structured workflows that guide them through each step of implementation.					
								
									
							Streamline Data Migration 						
					
									
						Easily migrate existing client data from other systems into PrismHR ClientSpace. Integrate with PrismHR payroll, benefits and other platforms to ensure accurate, up-to-date information. 					
								
									
							Integrate Data Sharing 						
					
									
						Push client information to the PrismHR payroll module, eliminating duplicate data entry and improving overall efficiency. 					
							Enhance Project Management, Client Training and Support					Comprehensive Project Management 		Track onboarding progress with milestones, tasks and case management tools. A visual onboarding timeline keeps teams and clients aligned for improved collaboration.					
						
																																			
						
																																			
						
							Dedicated Implementation Support 		Work with a team of experts ready to assist with onboarding, troubleshooting and system customization. Ensure a smooth transition with guidance at every stage.			Ongoing Success Monitoring 		Gain visibility into implementation success with real-time reporting and feedback tools. Monitor key success metrics to optimize future onboarding experience and help ensure long-term client satisfaction.																															
							Simplify Client Onboarding and Drive Business Success.		Discover how PrismHR ClientSpace Implementation Management can simplify your processes and improve client satisfaction.								
									Schedule a Demo

### HR Admin

PrismHR ClientSpaceHR Administration Management 		Streamline HR Operations With Automated Workflows and Centralized DataAutomate key processes, reduce manual effort and keep HR tasks on track with built-in workflows that trigger actions, such as notifying carriers to update employee benefits upon termination.PrismHR ClientSpace HR Administration Management helps ensure accuracy and efficiency across your HR functions with a centralized platform that easily integrates with PrismHR.								
									Get Started
					
						
						
							Enhance HR Management With Automation at Your Fingertips							
								
									
							Flexible Employee Data Management 						
					
									
						Maintain a single, accurate source of employee information with automated updates across your HR system. Configure workflows to initiate tasks and send notifications based on key employment events like hiring, termination, promotions or address changes. 					
								
									
							Secure Document Storage and Compliance Tracking 						
					
									
						Protect sensitive HR documents with secure storage while helping ensure compliance with automated alerts and reminders for key deadlines and filings. Maintain compliance with confidence through real-time tracking and document management tools.  					
								
									
							Enhance Employee Self-Service 						
					
									
						Enable employees to access and manage their HR information, including pay stubs, benefits and time-off requests through a self-service portal. Reduce administrative burden while enhancing employee experience with intuitive self-service capabilities.  					
							Optimize Payroll and Benefits					Integrated Payroll Processing 		Automate payroll calculations, tax filings and payments directly within ClientSpace. Minimize errors, enhance accuracy and ensure employees are paid on time with seamless payroll management.					
						
																																			
						
																																			
						
							Simplified Leave Tracking and Absence Management 		Refine leave administration by categorizing cases by status, eligibility and compliance requirements. Automate reminders for key return-to-work dates and provide easy access to government forms for FMLA and other leave policies.			Detailed Unemployment Claim Management 		Monitor and manage unemployment claims with a comprehensive dashboard that provides insights into high-risk clients and claim trends. Track the financial impact of claims and ensure proper documentation to mitigate risks and streamline claim resolution.																															
							Simplify HR Operations With PrismHR ClientSpace HR Administration Management 		Take control of your HR processes, automate payroll and benefits and empower employees with self-service tools—all from one powerful platform.								
									Schedule a Demo

### Sales Management

PrismHR ClientSpaceSales Management		Boost Sales Performance with Streamlined Processes, Real-Time Insights and Advanced Profitability ToolsFocus your team on high-margin clients with a powerful pricing engine that allows you to easily project profitability and commissions. Track the progress of leads and opportunities in your pipeline, manage contacts and give your entire team a view of account activity.PrismHR ClientSpace Sales Management helps you optimize your sales, pricing and underwriting processes to win more deals.								
									Get Started
					
						
						
							Energize and Streamline Your Sales Process While Winning More Deals							
								
									
							Automate Quoting 						
					
									
						Create quotes with a powerful pricing engine which automates complex calculations and accelerates the deal process.  					
								
									
							Expedite Underwriting 						
					
									
						Reduce the back-and-forth between sales, your client and underwriting with built-in tools to create proposals, validate pricing rules and thresholds and collect required documentation by contract type (e.g., PEO, ASO).  					
								
									
							Optimal Integration 						
					
									
						Seamlessly integrate PrismHR ClientSpace Sales Management with industry-leading services, such as ZoomInfo and DocuSign, to accelerate your sales activity, reduce research time and get contracts signed quickly and securely with these third-party leaders. 					
							Optimize and Grow Your Lead and Opportunity Management					Improved Prospect and Opportunity Administration 		Track sales activity and monitor the progress of deals through each stage of your pipeline. Keep your finger on the pulse of each opportunity while improving your team’s ability to convert leads and close business quickly.					
						
																																			
						
																																			
						
							Unified Contact Management 		Access detailed account profiles, key contacts and activity history all in one place, giving you a complete view of your prospects and clients. Give your sales team the tools they need to track prospects, stay organized and update the system with feedback from their customer interactions.			Automated Lead Capture and Assignment 		Capture leads from multiple sources (e.g., web forms, emails or manual entry) and automatically assign them to the appropriate sales representative based on predefined criteria. Ensure leads are followed up promptly and managed efficiently.																															
							Streamline Your Sales Process Today with ClientSpace Sales Management. 		Discover how you can boost your sales efficiency with PrismHR ClientSpace Sales Management.								
									Schedule a Demo

### Risk Management

PrismHR ClientSpaceRisk Management		Improve Operational Efficiency, Reduce Risk and Enhance Client SatisfactionKeep your team organized and on track by centralizing risk management, claims tracking and compliance oversight through one powerful solution.PrismHR ClientSpace Risk Management is an advanced Customer Relationship Management (CRM) platform designed to help service providers manage risks, improve workplace safety and keep up with regulatory compliance.								
									Get Started
					
						
						
							Optimize Claims Management for Greater Efficiency							
								
									
							Centralized Claims Tracking 						
					
									
						Track and manage workers’ compensation claims efficiently within a single, centralized system. Automate claim workflows for timely resolution and to reduce operational disruptions. 					
								
									
							Comprehensive and Accurate Claims Documentation 						
					
									
						Maintain detailed claim records with real-time updates, supporting documentation and task assignments. Improve accuracy and compliance by keeping all necessary claim information in one accessible location. 					
								
									
							Data-Driven Claims Analytics & Reporting 						
					
									
						Leverage advanced analytics to identify trends, assess claim costs and optimize resolution strategies. Generate reports that help improve decision-making and enhance your risk management approach. 					
							Proactively Reduce Risk and Enhance Compliance					Advanced Safety and Compliance Tools 		Streamline compliance efforts, help mitigate risks and minimize liabilities with PrismHR ClientSpace Risk Management’s powerful safety and compliance tools.					
						
																																			
						
																																			
						
							Proactively Identify and Mitigate Risks 		Automated alerts, customizable dashboards and integrated reporting enable proactive risk monitoring. Track workers’ compensation claims, help ensure Occupational Safety and Health Administration (OSHA) compliance and receive push notifications when risk thresholds are met.			Enhance Workplace Safety and Reduce Costs 		Empower organizations to foster safer work environments, help reduce incidents and lower claims-related costs by implementing proactive risk management strategies.																															
							Transform Your Risk Management Approach With ClientSpace Risk Management. 		Discover how PrismHR ClientSpace Risk Management can help streamline claims management, enhance compliance and help reduce potential risk to your business.								
									Schedule a Demo

### Report Center

PrismHR Report Center 		Generate Real-Time, Actionable Insights for Better Business Growth and EfficiencyGain a better understanding of your business’ health, gross revenue and profit margins.PrismHR Report Center reimagines reporting efficiency by providing the tools to make informed decisions and gain strategic business insights.								
									Get Started
					
						
						
							Solve Your Business Intelligence Gaps With Access to Dynamic Data Insights							
								
									
							Intuitive Report Building 						
					
									
						Generate powerful reports in seconds using drag-and-drop functionality. Make decisions spontaneously with the flexibility of creating ad hoc reports on the fly.  					
								
									
							Strategic Data Visualizations & Dashboards 						
					
									
						Transform raw data into actionable business intelligence. Keep your organization ahead of the curve with customizable dashboards that deliver clear, strategic insights.    					
								
									
							Scalable Data Warehouse 						
					
									
						Unlock a new dimension of agility, scalability and precision with streamlined workflows, faster access to data and efficient report processing. Enjoy a Data Warehouse that helps your business grow as your reporting needs do.  					
						
						
							Unlock Dynamic Data Insights and Bridge Your Business Intelligence Gaps Today 										
									Get Started
					
						
						
							Hear From Our Clients
		With the new Report Center, "The things that used to take 10 to 12 seconds before, [now] it's one second or two seconds, so we have seen a great growth in that area. ... Report Center and Data Visualization will help us out a lot because we are going to give more power into clients' hands."Pathik ModyCTO - Trion Solutions					
						
				https://vimeo.com/981394535/04420fbe63?ts=0&share=copy%20					
							Effortless, Secure and Customizable Reporting					Actionable Metrics		Unlock the power of your data with comprehensive insights that allow you to analyze, interpret and act on key metrics. Drive better business outcomes by gaining a deeper understanding of the story your data reveals.					
						
																																			
						
																																			
						
							Secure Data Access 		Access and analyze your data securely from anywhere with user-friendly, web-based reports. Make informed decisions anytime, anywhere.			Custom Calculations and Reports 		Organize, tailor and enhance entire sets of data with minimal clicks and extract the most relevant and nuanced insights. Turn data analysis into a strategic advantage that helps you and your clients make better decisions.																															
							Unlock Insights With Effortless and Secure Reporting 		PrismHR software transforms data into actionable results with secure access and fully customizable reports tailored to your needs.								
									Schedule a Demo

### Talent Management

PrismHR Talent Management 		Attract, Retain and Develop Talent to Drive Business GrowthEmpower your organization with tools to attract top talent, boost employee engagement and manage performance effectively.PrismHR’s Talent Management suite is seamlessly designed to streamline HR processes and enhance productivity so you can focus on growing your business.								
									Get Started
					
						
						
							Easily Attract, Retain and Help Employees Succeed While Increasing Efficiency 							
								
									
							Attract Top Talent With Advanced Applicant Tracking 						
					
									
						Post job openings quickly to major job boards and create branded career portals to engage top candidates. Streamline your hiring process with customized workflows and key word matching. 					
								
									
							Simplify Onboarding for an Easy and Intuitive Experience 						
					
									
						Automate onboarding processes with an easy transition from hiring to onboarding in PrismHR. Enhance new-hire satisfaction while driving consistency and compliance. 					
								
									
							Foster Growth With Performance Management Tools 						
					
									
						Position your clients for organizational success with a flexible approach to employee engagement and development. Align goals with tailored development plans and real-time performance tracking. 					
						
						
							Elevate people management processes with PrismHR’s comprehensive Talent Management Suite.										
									Get Started
					
									Comprehensive, Integrated and Efficient Talent Management Solutions  					Efficient Hiring 		Identify top candidates quickly with smart filtering and intuitive communication tools. Save time and improve operational efficiency.					
						
																		
															
						
																		
															
						
							Improve Engagement 		Provide a personalized onboarding experience that sets employees up for success while helping them feel valued and engaged from the start.			Continuous Employee Development 		Empower managers and employees with tools to monitor progress, identify opportunities for growth and reward achievements effectively.														
															
																																	ApplicantTracking																															PerformanceManagement							
							Upgrade Your People Management Strategy With PrismHR Talent Management 		From recruitment to retention, PrismHR Talent Management software delivers solutions to simplify processes, engage employees and align talent strategies with business goals.								
									Schedule a Demo

### Manager Self-Service

PrismHR Manager Self-Service 		Empower Managers to Drive Team Success With Easy HR AccessStreamline approvals, enhance team management and improve overall productivity with a modern, user-friendly platform.PrismHR Manager Self-Service enables managers to efficiently oversee their teams by providing secure access to critical HR information and tools.								
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							All-in-One Manager Portal for Streamlined Team Management							
								
									
							Access Anytime, Anywhere 						
					
									
						Empower managers with secure, on-the-go access to essential employee information, performance insights and HR tools from any device, anytime. 					
								
									
							Streamline Approvals 						
					
									
						Simplify time-off requests, timesheet reviews and other key approvals with an intuitive, easy-to-navigate interface designed for busy managers. 					
								
									
							Enhance Team Management 						
					
									
						Enable managers to efficiently track and manage employees’ time, schedules and tasks, ensuring teams stay aligned and productive. 					
						
						
							Learn how to gain real-time insights, simplify workflows and support team success—all from PrismHR’s centralized, mobile-friendly solution. 										
									Get Started 
					
									Secure, Accessible and Efficient Manager Portal 					Simple Approvals Workflow 		Reduce administrative burden with user-friendly approval process for time-off requests, expense reports and timesheet approvals.					
						
																																			
						
																																			
						
							Mobile Access 		Manage teams on-the-go with mobile-friendly functionality, which helps ensure productivity from any location.			Secure, Role-Based Access 		Protect employee privacy while granting managers access to the information only they need, enhancing security and compliance.																															
							Transform Manager Efficiency		Empower managers with the tools they need to streamline workflows approvals and enhance overall team management with PrismHR Manager Self-Service.								
									Schedule a Demo

### Document Management

PrismHR Document Management 		Simplify File Management with a Secure, Centralized DatabaseEnhance your document management with a solution that centralizes, streamlines and helps secure your documents.PrismHR’s Document Management is an intuitive and user-friendly platform that simplifies document handling while improving efficiency and compliance.								
									Get Started
					
						
						
							Streamline File Organization While Enhancing Collaboration							
								
									
							Centralize Your Database 						
					
									
						Store and manage client and employee files securely in a single, user-friendly database, ensuring ease of access and organization.					
								
									
							Flexible Access Controls 						
					
									
						Control document visibility with flexible access settings, allowing global, client, manager or employee-level permissions for enhanced security. 					
								
									
							Migration Made Easy 						
					
									
						Simplify the transition from legacy databases by effortlessly migrating existing files into PrismHR Document Management. 					
						
						
							Learn how PrismHR Document Management can help you optimize productivity, collaboration and data security. 										
									Get Started
					
									Customizable, Secure and Fully Integrated Document Management 					Streamlined Communications  		Empower managers and worksite employees (WSEs) to upload specific file types directly, which saves HR teams valuable time and streamlines communication.					
						
																																			
						
																																			
						
							Enhanced Collaboration 		Foster teamwork by providing a centralized platform for employees and managers to access and share documents securely.			Optimized Efficiency 		Ensure data protection compliance and provide anytime, anywhere access to documents, improving efficiency and flexibility.																															
							Reimagine Your File Management With PrismHR Document Management 		Discover how PrismHR Document Management can help provide secure, efficient and centralized file management that drives collaboration and optimizes productivity.								
									Schedule a Demo

### Data Bridge

PrismHR Data Bridge		Effortlessly Transfer Benefit Carrier and Provider Enrollment DataAutomate the extraction, transformation, validation and secure transfer of enrollment data to carriers and providers.Enhance efficiency, reduce errors and ensure timely updates with PrismHR Data Bridge.								
									Get Started
					
						
						
							Ease the Challenge of Benefits Enrollment Data Transfer While Gaining Efficiency							
								
									
							Simplify Data Transfers 						
					
									
						Automate the secure transfer of benefits enrollment data to carriers and providers while eliminating time-consuming manual entry and reducing the risk of errors. 					
								
									
							Scale Without Increasing Costs 						
					
									
						Streamline benefits administration by handling large volumes of data with ease. Automate processes for better efficiency while maintaining accuracy and security.  					
								
									
							Enhance Compliance and Security 						
					
									
						Increase data integrity with automated validation and error reporting. Maintain security with robust compliance measures and easy integration across the PrismHR platform. 					
						
						
							Learn how PrismHR Data Bridge helps you streamline benefits data transfers while helping ensure accuracy, compliance and security.										
									Get Started Today
					
									Streamlined, Customizable and Secure Benefits Data Management					Unmatched Flexibility 		Support both proprietary and 834 file formats for seamless integration with major insurance carriers and benefits providers.					
						
																																			
						
																																			
						
							Reliable Accuracy 		Leverage automated validation and error reporting to detect and address inconsistencies or mismatches in data during integration with built-in error handling.			Secure Data Transmission 		Safeguard sensitive employee information and maintain compliance with data privacy regulations, such as General Data Protection Regulation (GDPR) and the Health Insurance Portability and Accountability Act of 1996 (HIPAA).																															
							Unlock the Power of Automated Benefits Data Management		PrismHR Data Bridge helps you enhance efficiency, accuracy and security while reducing administrative burdens. Discover how you can streamline operations and support business growth effortlessly.								
									Learn More

### Adopt

PrismHR Adopt		Accelerate Adoption, Improve Engagement and Gain Actionable InsightsBoost user adoption and satisfaction, enhance engagement and unlock valuable insights into how users interact with your technology.PrismHR Adopt streamlines onboarding, improves training efficiency and ensures users get the most out of PrismHR products through interactive guides and powerful user analytics.								
									Get Started
					
						
						
							Overcome User Adoption & Training Challenges							
								
									
							Gain Actionable Insights With User Analytics 						
					
									
						Track feature adoption and user behavior in real-time to identify where support is needed. Optimize training efforts with data-driven insights that enhance engagement and drive efficiency. 					
								
									
							Simplify Learning With Interactive Guides 						
					
									
						Offer in-app, step-by-step guidance that helps users navigate PrismHR products easily. These interactive guides walk users through complex processes, deliver real-time tips and notifications for improved efficiency while reducing training time compared with traditional classroom methods. 					
								
									
							Proactively Address Support Needs 						
					
									
						Empower your teams with the ability to spot and resolve adoption challenges before they impact productivity. Reduce reliance on manual support by delivering self-service guidance wherever users need it. 					
						
						
							Learn how PrismHR Adopt can help your team optimize training and user engagement. 										
									Get Started
					
									A Smarter Approach to Onboarding and Engagement 					Faster, More Efficient Onboarding 		Help new users get up to speed quickly with interactive, self-service training that accelerates adoption.					
						
																																			
						
																																			
						
							Maximize Adoption and Engagement 		Ensure employees and clients fully utilize PrismHR products to maximize value, efficiency and satisfaction.			No Technical Expertise Required 		Easily create and deploy guides with a simple point-and-click interface—with no coding necessary.																															
							Transform User Adoption With PrismHR Adopt		PrismHR Adopt delivers real-time, personalized assistance that simplifies learning, reduces training time and enhances user engagement. Empower your HR team with the tools to improve adoption and streamline operations.								
									Schedule a Demo

### ClientSpace

PrismHR ClientSpace (Premium)		Improve Operational Efficiency, Increase Productivity and Elevate Client SatisfactionKeep your team organized and on track by centralizing case management and task assignments in one convenient place.PrismHR ClientSpace is a powerful Customer Relationship Management (CRM) solution that helps your organization work efficiently, increase revenue and reduce risk.								
									Get Started
					
						
						
							Elevate Your Customer Relationship Management While Driving Satisfaction							
								
									
							Centralize Customer Management 						
					
									
						Consolidate your customer management operations into one platform with PrismHR ClientSpace. Better organize customer service and streamline administrative tasks effortlessly.  					
								
									
							Enhance Communication  						
					
									
						Enhance communication with ClientSpace’s intuitive, self-service portal, keeping both you and your clients connected. 					
								
									
							Customize Reporting & Analytics 						
					
									
						Leverage the power of PrismHR ClientSpace’s advanced reporting and analytics tools to gain better insights into customer satisfaction.  					
						
						
							Hear From Our Clients
		“I’m really hoping that people understand just how much is possible with ClientSpace. It's more than just the technology. It’s the partnership with the business and how you get things done.”Glenn CasteelIT Program Manager IIPaychex					
						
				https://vimeo.com/927205441/3f6da8f664%20%20					
						
						
							Learn how PrismHR ClientSpace can improve efficiency across your organization and enhance customer management and satisfaction.										
									Get Started
					
									Increase Productivity with Efficient Customer Relationship Management Software					Sales Management Module 		Empower your team with real-time insights, streamlined processes and advanced profitability tools to drive sales success. Focus on high-margin clients, track opportunities and manage account activity effectively.					
						
																																			
						
																																			
						
							Implementation Module 		Ensure a smooth onboarding process for new clients with streamlined project setup, clear milestones and dedicated support, helping clients to quickly realize value and foster long-term partnerships.			Risk Management Module 		Enhance efficiency and reduce risk by streamlining policy management, workers’ compensation claims tracking, certificates of insurance and employment practices liability insurance (EPLI) claims. Gain valuable insights with customized financial reports to assess risk across your portfolio and inform rate adjustments.																																																									
						
							HR Admin Module 		Optimize efficiency of administrative tasks by centralizing employee data updates, leave tracking and unemployment claim management. Maintain accuracy without duplicate entries with quick and easy data-sharing across the PrismHR platform.			Benefits Module 		Simplify benefit plan administration by centralizing management, automating renewals and streamlining employee enrollment. Enhance accuracy, compliance and efficiency while reducing administrative workload and improving client and employee experience.					
						
																																			
							Improve Efficiency Across Your Organization While Driving Better Customer Outcomes		Discover how PrismHR ClientSpace can help streamline operations, enhance communication and elevate client satisfaction.								
									Schedule a Demo

### Tax Management

PrismHR Tax Management 		Simplify Tax Management With the Right Tools for Your BusinessGain the flexibility you need to manage your business. Whether you choose full- or self-service options, you benefit from comprehensive automation, cost efficiency, scalability and full software integration.PrismHR Tax is a comprehensive solution designed to alleviate the complexities of tax filing with flexible options to meet business needs for accuracy and compliance while saving you time and resources.								
									Let’s Talk Tax 
					
						
						
							 Simplify Tax Compliance and Automation for Effortless Tax Management							
								
									
							Automated Tax Calculations and Filings 						
					
									
						Reduce errors and penalties by automating calculations and tax filings as well as federal, state and local tax submissions. 					
								
									
							Comprehensive Compliance Management 						
					
									
						Simplify regulatory audits by generating reports and audit trails for tax filings. Monitor legislative changes and updates to tax forms to help ensure compliance. 					
								
									
							Improved Integration and Efficiency 						
					
									
						Minimize manual data entry with a tax management solution that is natively integrated into the PrismHR platforms. Improve operational efficiency by streamlining payroll taxes.  					
						
						
							Learn how PrismHR Tax can reduce risk, enhance accuracy and process payroll taxes while giving you peace of mind! 										
									Let’s Talk Tax
					
									Reliable Tax Experts You Can Count on for Accurate Tax Management					Alleviate Tax Management Burden 		Eliminate the burden of tax management and focus on helping your business grow. Let PrismHR experts take care of your payroll taxes for you.					
						
																																			
						
																																			
						
							Proactive Tax Management 		Monitor and manage potential tax issues proactively with PrismHR experts that help your business avoid penalties or mistakes in tax filings.			Exceptional Support and Expertise		Access support from payroll and tax experts that help answer questions or issues related to tax filings and compliance.																															
							Learn how PrismHR Tax can reduce risk, enhance accuracy and process payroll taxes with the service model that best suits you. 										
									Let’s Talk Tax

### API

PrismHR API 		Exchange Real-Time Data and Extend Your Platform Functionality to Increase EfficiencyEquip your business to tailor and integrate the PrismHR platform with additional offerings allowing you to increase automation and streamline integration processes.The PrismHR web services Applications Programming Interface (API) simplifies real-time data exchange between PrismHR and other systems, allowing you to decrease operational costs and improve efficiency.								
									Get Started
					
						
						
							Streamline and Automate Your Integration Processes for Better Efficiency							
								
									
							Deep Platform Integration 						
					
									
						Gain access to critical HR data through a comprehensive integration. Rely on PrismHR API to retrieve the data you and your clients need. 					
								
									
							Automate Processes Without Complication 						
					
									
						Eliminate the need to manually input information between PrismHR and other applications. Increase accuracy and reduce ongoing overhead while improving agility. 					
								
									
							Centralize Your Data 						
					
									
						Enable real-time data exchange between PrismHR and external applications. Provide up-to-date information across your HR ecosystem. 					
						
						
							Learn how to unlock efficiency and start automating your integration with PrismHR API. 										
									Get Started
					
									Effortless Real-Time Data Exchange and Tailored Reporting					Standards-Based Integration 		Ensure compatibility with a wide range of third-party systems with PrismHR’s API industry-standard protocols like REST and JSON. The PrismHR API enables effortless data exchange and integration with external platforms.					
						
																																			
						
																																			
						
							Real-Time, Secure Data Exchange 		Integrate, automate and secure your HR data exchanges. Provide real-time access to essential information while maintaining the highest standards of data privacy and regulatory compliance.			Process Automation & Data Synchronization 		Leverage the PrismHR API for simple transactional data exchanges between systems. Automate routine HR processes, synchronize updates in real-time and ensure data consistency across platforms without manual intervention.																															
							Experience Effortless Integration With PrismHR API		Start connecting with PrismHR API to streamline your HR processes, automate workflows and gain powerful insights tailored to your business needs.								
									Learn More

### Workforce Management

PrismHR Workforce Management 		Optimize Workforce Operations With Seamless Time Tracking, Scheduling and Labor ManagementAccess a comprehensive solution designed to simplify the complexities of workforce management.PrismHR Workforce Management automates time tracking and scheduling to gain efficiency, accuracy and satisfaction for your business operations as well as those of your clients.								
									Get Started Today 
					
						
						
							Simplify Workforce Management for Unmatched Efficiency 							
								
									
							Automate Complex Time and Pay Policies 						
					
									
						Streamline the handling of intricate time and pay policies with robust automation tools. Reduce errors with an integrated time management system. 					
								
									
							Enhance Compliance Management 						
					
									
						Minimize compliance risks with built-in enforcement tools for labor laws and schedule rules. 					
								
									
							Generate Real-Time Reporting 						
					
									
						Gain actionable insights into labor costs, overtime and productivity with advanced reporting and analytics tools. 					
						
						
							Learn how PrismHR Workforce Management can simplify labor management, reduce administrative tasks and improve workforce efficiency. 										
									Get Started
					
									An Integrated, Customizable and Secure Workforce Management Solution 					Seamless Integration 		Connect Workforce Management directly with PrismHR Payroll & HR for a unified employee experience.					
						
																																			
						
																																			
						
							Customizable Features 		Tailor scheduling, tracking and reporting tools to meet the unique needs of your organization.			Mobile Accessibility 		Empower employees to clock in and out, view schedules and request time off from any device.																																																									
							Transform How You Manage Your Workforce With PrismHR		Increase productivity, manage compliance and streamline workforce management with PrismHR’s flexible and powerful solution.								
									Schedule a Demo

### E-Verify

PrismHR E-Verify Integration 		Streamline Employment Verification With Automated PrecisionSimplify, automate and enhance your employee verification process directly within the PrismHR Platform.  Reduce errors, improve operational efficiency and ensure timely updates with PrismHR E-Verify.								
									Get Started Today 
					
						
						
							Simplify and Automate Employment Verification							
								
									
							Automated Case Creation 						
					
									
						Eliminate manual data entry with automated E-Verify cases triggering once an I-9 is completed and approved. Save time and reduce errors for a simple verification process.					
								
									
							Real-Time Case Management 						
					
									
						Enhance transparency and control with immediate updates on E-Verify case statuses. No need to manually check for updates.					
								
									
							User-Friendly Interface  						
					
									
						Simplify verification with an intuitive design. Improve operational efficiency with an easy-to-use tool.					
						
						
							Discover How E-Verify Can Streamline Your Employment Verification Process										
									Get Started
					
									Customizable, Secure and Integrated E-Verify Solution 					Seamless Integration  		Experience a unified and efficient workflow from employee onboarding through verification. Remove an extra step from your to-do list.					
						
																																			
						
																																			
						
							Improved Accuracy 		Reduce legal risks and potential fines with accurate employee information submission. Enhance operations with a solution designed to save time.			Secure Data Handling 		Protect sensitive employee data with robust encryption and privacy measures to keep your data secure. Gain peace of mind with your clients’ data safeguarded.																															
							Experience an easy, secure and efficient verification process. 		Let PrismHR E-Verify transform your onboarding strategy today.								
									Schedule a Demo

### Reporting

PrismHR Reporting 		Turn Data Into Decisions With Rapid Insights From Key MetricsAnalyze, understand and leverage data with PrismHR Reporting. Empower your business and client managers to make smarter business decisions faster.								
									Get Started
					
						
						
							Customize Reports to Your Business Needs 							
								
									
							Insightful Report Center 						
					
									
						Effortlessly access, organize and execute reports with our integrated PrismHR Report Center solution. Gain operational efficiency with quick and easy reporting capability. 					
								
									
							Simple and Secure Data Access 						
					
									
						View and analyze your data from anywhere with secure, easy-to-use, web-based reports and access for you and your clients. Easily define roles and access to data to safeguard your data. 					
								
									
							Get Your Data, Your Way 						
					
									
						Choose from templated reports, customized ad-hoc reports or scheduled reports to gain visibility into the health of your business or your clients’, when you—or they—need it.  					
							Hear From Our Clients 		https://vimeo.com/998781537/596087fb11?share=copy%20					
						
						
							Learn More About PrismHR Reporting 										
									Get Started
					
									Intuitive, Customizable and Real-Time Reporting Software 					Insightful Interactive Reports 		Understand the health of your business by easily interpreting insightful data with flexible and customizable interactive reports.					
						
																																			
						
																																			
						
							Exceptional Executive Performance Dashboards 		Make informed, data-driven decisions with the ability to monitor client performance in real time with executive-level dashboards in ClientSpace.			Automatic Profitability Statement 		Gain a direct line of insight into your gross revenue and profits by client, which gives you a clear view of their individual contribution to your bottom line.																															
							Access Effortless Reporting at Your Fingertips 		PrismHR software powers your business intelligence initiatives with secure access to tailored insights that drive operational efficiency.								
									Schedule a Demo

### Affordable Care Act

Affordable Care Act 		Stay Ahead of the Affordable Care Act With PrismHRImprove how you navigate compliance with the Affordable Care Act (ACA) using PrismHR’s powerful calculations and reporting tools.PrismHR allows you to navigate evolving healthcare regulations with confidence by leveraging business intelligence designed to simplify complex ACA requirements.								
									Get Started
					
						
						
							Navigate ACA Compliance and Analyze Employer Status							
								
									
							Analyze Employee Classifications 						
					
									
						Verify data for accuracy by evaluating full-time employees’ status against the required hourly thresholds. Easily analyze and adjust classifications before running the “large employer” test.  					
								
									
							Generate Large Employer Test Reporting 						
					
									
						Determine if a business qualifies as a “large employer” by evaluating whether it averages at least 50 full-time equivalent employees over the past calendar year. The PrismHR Large Employer Test report offers quick analysis across any date range, helping you anticipate and manage client compliance. 					
								
									
							Identify Full-Time Equivalent Employees 						
					
									
						Track variable-hour employees’ average hours over a six- to 12-month period to assess ACA eligibility. Customize the tracking time frame and efficiently determine part-time employees who qualify for coverage. 					
							Simplify Health Plan Administration					Perform the Affordability Test (9.5% Test) 		Evaluate whether an employee’s share of the lowest-cost ACA-compliant plan is 9.5% of their Federal Poverty Level (2G Series 2 Code), which determines coverage affordability based on annual household income as factored by household size. Utilize three safe harbor options (annualized pay, box-1 W-2 wages or federal poverty level) and generate reports effortlessly.					
						
																																			
						
																																			
						
							Provide ACA-Compliant Medical Coverage  		Enroll eligible employees in ACA-compliant medical plans during their full-time measurement period. Employees displayed in this grid qualify for ACA benefits, regardless of standard eligibility criteria, ensuring seamless compliance with ACA regulations.			Automate Family-Rated Plan Premiums 		Simplify premium calculations by automating family-plan adjustments based on covered family members, their ages and tobacco usage. Eliminate manual recalculations every pay cycle.																															
							Take Complexity Out of ACA Compliance 		Discover how PrismHR simplifies health plan administration and ACA reporting to help you be more efficient and precise while helping your clients stay in compliance.								
									Schedule a Demo

### Employee Portal

PrismHR Employee Portal 		Reimagine the Employee Experience While Driving EfficiencyTransform employee and management engagement with an integrated portal that drives efficiency and compliance.Leverage PrismHR Employee Portal’s modern user-friendly interface, customizable design and easy access to support any business. Integrated with the PrismHR Onboarding and Benefits Enrollment solution, you can enhance compliance and accuracy while saving time and reducing administrative burden.								
									Get Started
					
						
						
							Enhance Employee Engagement and Drive Operational Efficiency 							
								
									
							Improved Accessibility With a Modern Interface 						
					
									
						Elevate employee satisfaction with a mobile-friendly, easy-to-use portal that offers 24/7 access for employees and managers, which saves time for you and your clients. 					
								
									
							Offer Flexible Access for Employees  						
					
									
						Ensure flexibility and convenience with access on any device, including smartphones, tablets and desktops. 					
								
									
							Customizable Portal to Match Your Branding 						
					
									
						Reinforce your brand identity with customizable logos and background images, which creates a personalized experience for employees. 					
						
						
							Learn how to deliver a seamless, branded employee experience that drives engagement and operational efficiency with PrismHR’s Employee Portal. 										
									Get Started
					
									Secure, Flexible and Fully Integrated Employee Portal					Convenient Manager Self-Service 		Enable managers to view employee details and approve time-off requests efficiently within the same portal.					
						
																																			
						
																																			
						
							Role-Based Access and Security 		Protect sensitive data with customizable access controls, ensuring that only authorized users can view and manage relevant information.			Centralized Document Management 		Access important resources like handbooks, policies and forms making it easier for employees to find what they need.																															
							Transform your employee and manager experience while optimizing your internal operations.  		Enhance employee engagement, streamline processes and reduce support costs with a modern, responsive portal.								
									Schedule a Demo

### Performance Management

PrismHR Performance Management 		Grow Your Business by Helping Clients Engage, Develop and Retain a Talented WorkforcePosition your clients for organizational success with a flexible approach to employee engagement and development.PrismHR Performance Management helps you grow your business with a flexible and intuitive solution designed to help your clients engage and develop employees.								
									Get Started
					
						
						
							Streamline Performance Management While Driving Employee Engagement 							
								
									
							Set & Track Goals Easily 						
					
									
						Ensure accountability and improved employee performance by easily setting and tracking employee, team and company objectives to align with organizational strategies.					
								
									
							Create Continuous Feedback Loops 						
					
									
						Foster engagement with real-time coaching and feedback tools that allow managers and employees to document and review progress of appraisals. 					
								
									
							Automate Appraisals 						
					
									
						Save time and simplify your performance review processes with customizable templates and automated reminders. 					
						
						
							Simplify your Performance Management processes, align goals and foster employee engagement with PrismHR’s intuitive solution. 										
									Get Started
					
									Engaging, Aligned and Automated Performance Management					Foster Employee Growth & Engagement		Equip managers and employees with tools to set clear goals, exchange real-time feedback and build meaningful coaching conversations that drive development and improve retention.					
						
																		
															
						
																		
															
						
							Align Goals With Business Outcomes		Connect individual and team objections to organizational priorities so everyone stays focused, accountable and aligned with measurable results. 			Streamline & Automate Performance Reviews 		Engage employees from day one with automated review creation, and simplify ongoing check-ins, appraisals and goal tracking. Save time for managers and HR while promoting fairness, consistency and transparency. 														
															
							Streamline Your Performance Process With PrismHR Performance Management		Boost engagement, align performance goals and create a continuous feedback loop with PrismHR’s Performance Management solution. Improve employee engagement and performance today.								
									Schedule a Demo

### Applicant Tracking

PrismHR Applicant Tracking System 		Streamline Your Hiring Process and Attract Top Talent EffortlesslySimplify, streamline and scale your recruitment journey and process easily.PrismHR Applicant Tracking System software empowers you to customize branded career portals, integrate with major job boards and leverage advanced tools for hiring success.								
									Get Started Today 
					
						
						
							Simplify Recruitment and Alleviate Hiring Challenges While Improving Candidate Experience  							
								
									
							Publish Jobs Effortlessly						
					
									
						Post quickly to major job boards like LinkedIn, Indeed, Glassdoor and Monster. Expand your talent pool with minimal effort.  					
								
									
							Customize Workflows and Career Portal  						
					
									
						Streamline your hiring process with customized workflows from screening to offer letter generation. Build a branded career portal that enhances your company’s identity and provides candidates with a seamless application experience. 					
								
									
							Comprehensive Analytics 						
					
									
						Enable data-driven decision-making by tracking candidate flow and hiring metrics. Understand your talent needs quickly. 					
						
						
							Simplify recruitment, enhance the candidate experience and make smarter hiring decisions with powerful tools at your fingertips. 										
									Get Started
					
									Customizable, Efficient and Integrated Applicant Tracking System 					Recruiting Efficiency that Scales with Your Clients
		Post once to multiple boards, screen quickly and manage all candidates in one place—saving clients time.					
						
																																			
						
																																			
						
							Seamless Payroll & Onboarding Integration		PrismHR’s ATS is natively tied to payroll and onboarding. When a candidate is hired, their data flows directly into onboarding and HRIS—no duplicate entry, no errors, no manual uploads.			Simplify & Automate Data & Compliance		The PrismHR Applicant Tracking System centralizes applicant data, provides audit trails, and supports fair-hiring practices. For the SMB,it means being able to demonstrate compliance, track hiring ROI, and use data insights to drive better workforce planning—all within the same ecosystem as payroll and HR.																															
							Redefine Your Hiring Process With PrismHR Applicant Tracking Solutions 		Boost efficiency, enhance candidate engagement and attract the right talent with PrismHR ATS. Transform your hiring strategy today.								
									Schedule a Demo

### Workforce Management Clocks

PrismHR Workforce ManagementTime Clocks 		Simplify Workforce Management with Accurate Time TrackingEnhance workforce management with cutting-edge time clocks easily integrated with PrismHR Workforce Management.PrismHR’s Workforce Management clocks streamline employee time tracking, reduce errors and improve payroll accuracy while helping businesses stay compliant and efficient.								
									Get Started
					
						
						
							Optimize Workforce Management With Smart Time Tracking							
								
									
							Accurate Time Tracking 						
					
									
						Ensure precise payroll processing and compliance with labor regulations by capturing employee work hours with advanced biometric, RFID or PIN-entry technology. Real-time syncing with PrismHR Workforce Management provides up-to-date workforce data, reducing errors and ensuring accurate reporting. 					
								
									
							Effortless Integration & Easy Setup 						
					
									
						PrismHR Workforce Management clocks integrate effortlessly with your existing system, streamlining time tracking and payroll processes. With user-friendly installation and ongoing support, businesses can implement and maintain their clocks with minimal effort. 					
								
									
							Flexible Options for Every Workforce 						
					
									
						Choose from multiple clock types—including RFID, biometric fingerprint and facial recognition—to meet the unique needs of your organization. These secure, customizable solutions reduce administrative overhead while enhancing employee accountability. 					
							Workforce Management Clock Options		Optimize time tracking and workforce management with PrismHR’s range of Workforce Management (WFM) time clocks. Whether you require a simple RFID-based system, biometric fingerprint authentication or advanced facial-recognition technology, we offer solutions that enhance security, accuracy and efficiency.			Clock Options & Features					T50—RFID (Proximity Card) 		The T50 is a cost-effective, easy-to-use RFID smart card clock that allows employees to clock in and out with a quick swipe. It supports both low- and high-frequency cards, which makes it an excellent option for businesses that already use RFID badge systems. With a 4.3-inch touchscreen display, Wi-Fi and Ethernet connectivity, the T50 supports up to 10,000 cards. The T50 is a reliable choice for organizations looking for a simple, scalable time-tracking solution.					
						
																																			
						
																																			
						
							T500—Biometric (Fingerprint) 		For workplaces that need enhanced security and accuracy, the T500 offers biometric fingerprint authentication to eliminate time fraud while ensuring precise clock-ins. Equipped with a multispectral fingerprint sensor, the T500 can read fingerprints even in high-traffic environments where employees might have dusty or oily hands. The 5-inch touchscreen makes it easy to use. With options to store up to 10,000 fingerprints, the T500 is ideal for larger workforces. The T500 also includes built-in encryption for biometric data and the ability to restrict clock-ins based on scheduled shifts or overtime limits.			F1000—Facial Recognition 		The F1000 is the most advanced clocking solution, utilizing facial-recognition technology to provide secure, hands-free authentication. With 99.9% accuracy and liveness detection, it prevents time fraud such as "buddy punching." The dual-lens RGB + IR camera ensures reliable identification in most lighting conditions, while the 8-inch high-resolution touchscreen offers an intuitive user experience. Designed for businesses that prioritize security and efficiency, the F1000 easily integrates with PrismHR Workforce Management for real-time tracking and compliance.																										Each of these WFM time clocks is built to streamline time tracking, reduce administrative workload and provide easy workforce management integration. Choose the solution that best fits your organization’s needs and take control of employee time tracking with confidence.					
							Optimize Time Tracking with PrismHR Workforce Management Clocks 		Discover how PrismHR Workforce Management Clocks simplify time tracking, enhance security and improve workforce efficiency.								
									Schedule a Demo

### Benefits Administration

PrismHR Benefits Administration 		Simplify the Management of Employee Benefits With Customizable SolutionsEnable your team to effortlessly manage intricate benefits programs, which helps you stay ahead in an ever-evolving benefits landscape.PrismHR Benefits Administration software simplifies complex benefits management by offering a comprehensive suite of tailored solutions, robust calculations and real-time compliance functionality.								
									Get Started
					
						
						
							Relieve Your Benefits Administration Headaches While Fueling Efficiency and Accuracy							
								
									
							Comprehensive Benefits Administration Solution 						
					
									
						Simplify complex administrative tasks while increasing efficiency and accuracy. Manage various benefit programs, including Flexible Spending and 401(k) Administration, all in a single platform.  					
								
									
							Simplified Complexity 						
					
									
						Easily onboard new clients, increase accuracy and manage intricate benefits calculations by automatically managing date-sensitive plan setups and company rules.  					
								
									
							Customizable Benefits Programs 						
					
									
						Tailor benefits offerings to fit the specific needs of your clients and their employees allowing each employee to receive benefits that align with their unique circumstances. 					
						
						
							Discover how our all-in-one solution can simplify your benefits administration and enhance accuracy.										
									Get Started 
					
									Hear From Our Clients 		https://vimeo.com/1038385279/719de96c31?share=copy					
							Secure, Streamlined and Compliant Benefits Administration for Your Business 					Advanced Data Security 		Safeguard sensitive information through encrypted systems with the highest level of data protection through advanced security features and role-based access controls. Gain peace of mind that your client and employee data remain secure.					
						
																																			
						
																																			
						
							Effortless Onboarding 		Integrate new clients by leveraging date-sensitive benefit plan setup and automated rule management. Improve accuracy of all benefit programs while saving time and reducing errors.			Accurate Compliance Calculations 		PrismHR Benefits Administration complies with various regulations, such as the Affordable Care Act (ACA), COBRA and other state or federal laws. Generate reports to assist with regulatory filings and audits.																															
							See how PrismHR can help you achieve secure, compliant and efficient benefits administration for your business. 										
									Schedule a Demo

### Benefits Enrollment

PrismHR Benefit Enrollment 		Reinvent the Employee Experience for Benefits Enrollment While Streamlining ProcessesSimplify and automate the benefits enrollment process with PrismHR’s intuitive, mobile-friendly platform, which is designed to make benefits enrollment easy while saving you time.Leverage PrismHR Benefits Enrollment, which is integrated with PrismHR Employee Portal and Onboarding solution, to enhance the benefits enrollment experience while increasing operational efficiency.								
									Get Started
					
						
						
							Reduce Benefits Enrollment Pains While Improving Efficiencies							
								
									
							Mobile-Friendly Benefits Enrollment 						
					
									
						Provide employees with a modern, user-friendly platform optimized for mobile devices, which allows them to enroll in benefits anytime and anywhere. 					
								
									
							Decrease Compliance Confusion 						
					
									
						Adhere to state and federal regulations around benefits while reducing risks and avoiding costly penalties. 					
								
									
							Enhance Employee Satisfaction 						
					
									
						Increase employee satisfaction by delivering an intuitive interface that empowers employees to easily compare and select benefits. 					
						
						
							Learn how PrismHR Benefits Enrollment streamlines the enrollment process and enhances the employee experience. 										
									Get Started 
					
									A Flexible, Secure and Fully Integrated Benefits Enrollment Solution 					Tailored Workflows 		Customize benefits enrollment processes to meet the specific needs of your organization, ensuring a smooth experience for employees and HR teams.					
						
																																			
						
																																			
						
							Unmatched Data Security 		Protect sensitive employee data with robust encryption and secure storage, which helps ensure compliance with privacy regulations.			Seamless PrismHR Integration 		Reduce errors and simplify administration with automatically synced benefits elections to PrismHR’s payroll and HR systems.																															
							Reimagine Your Benefits Enrollment Process With PrismHR  		Empower your HR team with a streamlined, efficient and secure benefits enrollment process.								
									Schedule a Demo

### Onboarding

PrismHR Onboarding		Streamline New Hire Onboarding and Enhance Employee Experience While Driving ComplianceSimplify the onboarding process, reduce administrative tasks and ensure a seamless start for new employees with PrismHR’s Onboarding solution.Leverage PrismHR Onboarding, which is integrated with the PrismHR Employee Portal and Benefits Enrollment solution, to enhance the employee experience upon hire while reducing time spent on administrative tasks.								
									Get Started
					
						
						
							Overcome Employee Onboarding Challenges With Automated Processes							
								
									
							Simplify Complex Onboarding Processes						
					
									
						Automate onboarding by turning a once complex process into a streamlined, engaging experience for new hires .
					
								
									
							Mobile-Friendly Platform for Employees						
					
									
						Empower new employees to complete onboarding tasks anytime and anywhere with an intuitive, mobile-optimized interface.					
								
									
							Navigate Compliance Complexities Confidently 						
					
									
						Enhance compliance with federal and state regulations while reducing risk and administrative workload for your team.					
						
						
							Learn how PrismHR Onboarding software can help you simplify and automate onboarding with a modern, user-friendly portal.										
									Get Started
					
									A Modern, Efficient and Fully Integrated Onboarding Solution					Customizable Workflows		Tailor the onboarding process to fit the specific needs of your organization, ensuring a smooth and consistent experience for new hires.					
						
																																			
						
																																			
						
							Paperless Documentation		Eliminate paperwork by securely collecting, storing and managing all new hire documents digitally, which improves efficiency and accuracy.			Seamless PrismHR Integration		New hire data flows easily into the PrismHR platform, ensuring a unified and error-free HR experience.																															
							Redefine Your Onboarding Experience With PrismHR		Deliver a seamless and automated onboarding process that engages employees and drives efficiency.								
									Schedule a Demo

### Solutions (Parent Page - Redirected)



### Resources



### Press Releases



### Blog



### Payroll & HR Administration

PrismHR Payroll & HR Administration		Streamline Your Payroll and HR Administration, Boost Efficiency and Drive GrowthEmpower your team with software that scales effortlessly, reduces labor costs and delivers exceptional client service.PrismHR Payroll & HR software revolutionizes payroll processing for HROs by offering unmatched scalability and efficiency.								
									Get Started
					
						
						
							Alleviate Your Biggest Payroll & HR Challenges While Driving Success 																															Navigate Payroll Complexity
		Simplify complex payroll and HR administration, from tax management to PTO and garnishment processing. Achieve accuracy with minimal effort.																													Scale Without Increasing Costs
		Scale your payroll capacity without adding staff by processing high volumes easily, so you can confidently help your business grow. Gain operational efficiency without compromising accuracy.																													Enhance Compliance and Security
		Safeguard sensitive data and gain peace of mind with role-based security features. Increase compliance and confidentiality at every level.					
						
						
						
							Hear From Our Clients
		“PrismHR’s really helped us shine, and we now are seeing a lot of system enhancements, such as Report Center, a new SuperBatch as well as just little day-to-day changes that are starting to update within the system, and it really allows us to become more efficient on our end.”Marie EllisSenior Director, Payroll Services - Sequoiahttps://vimeo.com/952729916/c4c46376b3					
						
						
						
							Learn how PrismHR Payroll & HR software helps you scale your business effortlessly while ensuring accuracy, compliance and data security.										
									Get Started Today
					
									Efficient, Flexible and Accurate Payroll & HR Software 					Efficiency at Scale
		Handle more clients and run payroll faster while minimizing labor costs and maximizing productivity.					
						
																																			
						
																																			
						
							Unmatched Flexibility
		Customize settings for optimal control over payroll processes—from Automated Clearing House (ACH) debits and direct deposits to deductions and reporting.			Reliable Accuracy
		Minimize errors with automated workflows and accurate calculations for payroll and tax reporting.																															
							Unlock the Power of Scalable Payroll Processing and HR Administration
		PrismHR software is designed to grow with you, delivering efficiency, flexibility and peace of mind. Discover how you can streamline operations and expand your business without compromise.								
									Schedule a Demo

### PEO Solutions

PEO Solutions					HR Tech Designed for Growth, Efficiency and Client Satisfaction					Revolutionize HR, Payroll and Workforce Solutions for Your PEO with PrismHR
		PrismHR’s Professional Employer Organization (PEO) platform delivers a powerful, end-to-end human resources solution designed to meet the unique needs of PEO providers.Our robust, cloud-based technology empowers you to streamline HR operations, enhance clients’ satisfaction and drive efficiency across the entire employee lifecycle.																															
						
						
							Explore how you can elevate your business and improve client satisfaction. 										
									Explore PEO Solutions
					
																																			Technology That Combines Innovation, Security and Support 					Streamline Operations
		Simplify and automate core HR tasks like payroll, benefits administration and workforce management to save time and reduce errors.					
						
																																			
						
																																			
						
							Scale With Confidence
		Deliver exceptional services to more clients with a platform built to grow alongside your business.			Engage Clients and Employees
		Provide intuitive, user-friendly tools that create a seamless experience for clients and their employees.																															
						
						
						
							See how PrismHR can empower your PEO and grow your client base.  										
									Learn About Our PEO Solutions
					
									Unlock a Unified HR Platform for Scalable, Efficient Growth 																															Cutting-Edge Capabilities
		From payroll tax compliance to talent management, PrismHR offers innovative features that keep you ahead of industry demands.See What’s New																													Unparalleled Customer Support
		Our team is dedicated to your success, offering expert support and tailored training to maximize your use of the platform.Learn More																													Robust Security		With SOC 2 Type II certification, PrismHR helps protect your data and your clients’ data.Learn More					
						
						
							Your Partner for Growth, Efficiency and Client Success
		Explore how PrismHR’s powerful platform and deep industry knowledge can reimagine your business. Whether it’s optimizing your operations, fueling growth or enhancing client satisfaction, we’re dedicated to supporting your success every step of the way.								
									Explore PEO Solutions
					
									Comprehensive Features for Your Business and Your Clients																															Select one of the PEO enhanced modules below for more details.																															Workforce Management																															Tax																															Onboarding																															Benefits Enrollment																															ApplicantTracking																															PerformanceManagement																															ClientSpace																															API																															DataBridge							
								
									
							End-to-End Solutions						
					
									
						From payroll processing and benefits enrollment to compliance and workforce management, PrismHR provides everything you need in one platform.					
								
									
							Flexible and Scalable Tools						
					
									
						Customize your solutions to meet the needs of small, medium-sized and large businesses.					
								
									
							Marketplace of Trusted Partners						
					
									
						Extend the value of your platform with add-on tools and trusted applications. 					
							Discover More with Marketplace
		Elevate your PEO services with the PrismHR Marketplace, a dynamic hub of solutions tailored to meet your clients’ unique needs and deliver an exceptional experience.The PrismHR Marketplace connects you to a carefully curated selection of integrated HR applications and services from trusted providers, including insurance, benefits, compliance and more. It’s the perfect addition to a platform designed to help your PEO excel.								
									Visit Our Marketplace
					
																																					
						
						
						
						
							Ready to see PrismHR in action?										
									Schedule a Demo

### HCM Solutions

HCM Solutions					HR Tech Designed to Attract, Retain and Grow Your Clients					Streamline Your Payroll Bureaus’ Business and Drive Growth With PrismHR’s All-in-One Platform		PrismHR’s Human Capital Management (HCM) software empowers businesses to simplify complex HR processes, improve client satisfaction and drive sustainable growth.Our all-in-one, cutting-edge technology delivers streamlined, scalable and engaging HR, payroll and workforce solutions to help you meet the evolving needs of your clients and their employees.																															
						
						
						
							Explore how PrismHR can help you grow your business and increase client satisfaction.  										
									Explore HCM Solutions
					
																																			Unlock the Power of a Unified HCM Platform to Drive Growth and Efficiency  					Optimize Operations		Automate manual processes and reduce errors while saving time and improving productivity.					
						
																																			
						
																																			
						
							Achieve Growth
		Scale confidently with a reliable platform that adapts to your business needs.			Enhance Employee Experience		Deliver an intuitive and engaging HR experience for both clients and their employees.																															
						
						
						
							Discover how PrismHR can empower your business to succeed.  										
									Learn About Our HCM Solutions
					
									Technology Built for Performance, Security and Customer Success 																															Innovative Solutions		Our technology evolves with your business, adding new features and capabilities that keep you and your clients ahead of the curve.See What’s New																													Exceptional Customer Support
		Our team is committed to your success by providing personalized training and expert support to help you get the most out of the platform.Learn More																													Data Security You Can Trust
		With SOC 2 Type II certification, PrismHR prioritizes the protection of your business and client data.Learn More					
						
						
							Your Partner for Growth, Efficiency and Client Success
		Discover how PrismHR’s robust platform and industry expertise can transform your business. From streamlining operations and driving growth to delivering exceptional client experiences, we’re here to help you succeed.								
									Explore HCM Solutions
					
									Expand Your Offerings with Comprehensive HCM Solutions																															Select one of the HCM enhanced modules below for more details.																															Workforce Management																															Tax																															ApplicantTracking																															PerformanceManagement																															E-Verify																															ClientSpace																															API																															EDI							
								
									
							All-in-One HR Suite						
					
									
						PrismHR’s comprehensive HCM platform  combines payroll, benefits, compliance and workforce management as a single solution.					
								
									
							Added Value for Clients						
					
									
						Strengthen your partnerships by delivering tools and services that make things easier for your clients and their employees.  					
								
									
							Marketplace of Trusted Partners						
					
									
						Access a curated suite of tools and applications to meet your unique business and client needs.					
							Discover More with Marketplace
		Elevate your Payroll Bureau services with the PrismHR Marketplace, a comprehensive hub of solutions designed to meet your clients’ needs and enhance their experience.The PrismHR Marketplace offers seamless access to a curated selection of integrated HR applications and services from trusted providers, including insurance, benefits, compliance and more. It's the ideal enhancement to a platform already equipped with everything you need to thrive.								
									Visit Our Marketplace
					
																																					
						
						
						
						
							Ready to see how PrismHR can transform your business?										
									Schedule a Demo

### Home

HR Tech That Makes PEOs, Payroll Bureaus and Clients Happy		Put PrismHR’s expertise to work for you.								
									PEO Solutions
					
														
									HCM Solutions
					
																																			"We really feel supported, and that PrismHR is willing to look into how to create new solutions for ourselves and for our clients."		Monica Denler | CEO, inTANDEM Human Resources					
							Unlock the Power of Comprehensive HR, Payroll and Workforce Solutions With PrismHR
		PrismHR, the industry leader in HRO technology for 40 years, empowers PEOs and Payroll Bureaus like you with the technology to deliver efficient, scalable and engaging HR and payroll solutions and services to your clients.Our all-in-one platform streamlines complex processes, helping you enhance client satisfaction, reduce operational costs and grow your business.																															
						
						
							Discover how to enhance client satisfaction, cut costs and win against your competitors with PrismHR. 										
									PEO Solutions
					
														
									HCM Solutions
					
									All-in-One Technology Solution to Grow Your Business and Support Your Clients While  Reducing Operational Costs							
								
									
							Streamline Operations						
					
									
						Automate and optimize workflows to save time and reduce errors.					
								
									
							Drive Business Growth						
					
									
						Scale your services confidently with a comprehensive platform built for efficiency and reliability.					
								
									
							Deliver a Superior Experience						
					
									
						Provide seamless, engaging HR and payroll solutions for clients and their employees.					
																																			
				Learn how PrismHR can help your business grow while streamlining your operations and delighting your clients.								
									Let’s Talk PEO
					
														
									Let’s Talk HCM
					
						
						
						
							Hear From Our Clients
		"Early on we had a team that essentially fielded a couple of options to work as the operating piece of our PEO, and ultimately it came down to Prism’s scalability, flexibility, how it allowed so much customization to our clients, which we feel like it really satisfied our bedrock principle of the employee experience."John SharpeCEO- Marvel HRhttps://vimeo.com/1019562087/51457a528d%20			Technology and Expertise You and Your Clients Can Count On 																															Incredible Innovation
		With teams dedicated to maximizing product performance and incorporating customer feedback, our innovative platform regularly implements new capabilities and functionality that allows you to beat your competition.See What’s New																													Unmatched Customer Service & Training
		Experience the best in the industry with PrismHR’s experts who deliver dedicated support, personalized training and consulting to help your team fully leverage our technology.Learn More																													Unparalleled Security
		PrismHR is SOC 2 Type II certified. That means we prioritize security because nothing is more important than the integrity of the platform and your data.Learn More					
						
						
							Everything You Need From Hire to Retire
		Our platform delivers everything you need to power your HRO from hire to retire. Manage recruitment, onboarding, payroll, benefits, compliance, and performance management—all in one integrated solution.Streamline operations, save time and deliver exceptional value to your clients with tools designed for efficiency and growth. Transform the way you deliver HR services with a solution that does it all.					
						
						
						
						
							CORE PLATFORM					PAYROLL ADMINISTRATION					REPORTING					HR ADMINISTRATION					TIME & LABOR					ONBOARDING					BENEFITS ADMINISTRATION					BENEFITS ENROLLMENT					ACA COMPLIANCE & REPORTING					TRAINING SUBSCRIPTION					MOBILE APP					ENHANCED MODULES					ADVANCED TIME					ADVANCED SCHEDULING					TAX MANAGEMENT					APPLICANT TRACKING					Performance Management					E-VERIFY					ClientSpace					API					EDI					MARKETPLACE					Even More With Marketplace
		Take your HRO services to the next level with the PrismHR Marketplace, which offers even more solutions to meet your clients’ needs and enhance their experience.The PrismHR Marketplace connects you to a curated suite of integrated HR applications and services from trusted providers, including tools for insurance, benefits, compliance and beyond. It's the perfect complement to a platform that already has everything you need to succeed.								
									Visit Our Marketplace
					
																																					
						
						
						
				0
				+
				PrismHR powers more than 100,000 organizations					
						
				$
				0
				+ Billion
				Processed in annual payroll			Your Partner for Growth, Efficiency and Client Success
		Discover why PrismHR is the technology 60% of the industry uses and how the robust platform and industry expertise can transform your business. From streamlining operations and driving growth to delivering exceptional client experiences, we’re here to help you succeed.								
									Get Started Now!


## Mega Menu Items

### Mega Menu - HCM Solutions 1

HCM Solutions							
				Empower your payroll bureau with a comprehensive HCM platform designed to streamline HR, payroll and workforce management. Explore how you can elevate your business while driving growth, enhancing client experience and automating processes with innovative, secure and scalable technology.								
									Learn More
					
						Core HCM Platform					
				Payroll & HRBenefits AdministrationReport CenterEmployee PortalOnboardingBenefits EnrollmentManager Self-ServiceMobile AppACAEnhanced Modules					
				Workforce ManagementApplicant Tracking SystemPerformance ManagementTax ManagementClientSpace Basic (CRM)ClientSpace Premium (CRM)E-VerifyAPIEDIHR ComplianceRetirement Services

### Mega Menu - PEO Solutions 1

PEO Solutions							
				Empower your PEO with an end-to-end HR platform designed for efficiency, growth and client satisfaction. Explore how you can streamline payroll, benefits and workforce management while delivering a seamless experience for your clients and their employees.								
									Learn More
					
						Core PEO Platform					
				Payroll & HRBenefits AdministrationReport CenterEmployee PortalManager Self-ServiceMobile AppACADocument ManagementClientSpace Basic (CRM)Enhanced Modules					
				OnboardingBenefits EnrollmentWorkforce ManagementApplicant Tracking SystemPerformance ManagementTax ManagementClientSpace Premium (CRM)AdoptAPIData BridgeHR ComplianceRetirement Services

### Mega Menu - About

Why PrismHR					Leadership					Press Room					Careers					Contact Us

### Mega Menu - Resources

Professional Services					Sales & Marketing Resources					Marketing Portal					Certifications					Customer Collaboration					Testimonials					Resource Library					Blog					Events					Featured Resources					White Paper					PrismHR UEX: It's Something You Have to 'Experience'					Download Here							
						
							White Paper					25 Payroll & HR Legal Developments to Watch in 2025					Read Here							
						
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### Mega Menu - HCM Solutions OLD

HCM Solutions							
				Empower your payroll bureau with a comprehensive HCM platform designed to streamline HR, payroll, and workforce management. Explore how you can elevate your business while driving growth, enhancing client experience and automating processes with innovative, secure, and scalable technology.								
									Learn More
					
									Core HCM Platform					Enhanced Modules					Payroll & HR					Benefits Administration					Report Center					Employee Portal					Onboarding					Benefits Enrollment					Manager Self-Service					Mobile App					API					ACA					Workforce Management					Talent Management					Tax Management					ClientSpace (CRM)					E-Verify					EDI

### Mega Menu - PEO Solutions OLD

PEO Solutions							
				Empower your PEO with an end-to-end HR platform designed for efficiency, growth, and client satisfaction. Explore how you can streamline payroll, benefits, and workforce management while delivering a seamless experience for your clients and their employees.								
									Learn More
					
									Core PEO Platform					Enhanced Modules					Payroll & HR					Benefits Administration					Report Center					Employee Portal					Onboarding					Benefits Enrollment					Manager Self-Service					Mobile App					API					ACA					Document Management					Workforce Management					Talent Management					Tax Management					ClientSpace (CRM)					Adopt					Data Bridge


## My Templates

### July Release

PrismHR July 2025 Release		Focus Areas: Operational Efficiency, Security, Self-Service Functionality					
						
						
						
							Get the full scoop on all the July enhancements!		The July 2025 Release is scheduled to be deployed on the following days: 7/24, 7/25. Each month we release new features and enhancements across the platform to help you compete, operate efficiently, and expand opportunities to deliver value to your clients.Check out recently-delivered new functionality and enhancements in the April 2025, May 2025 and June 2025 releases.			July Release Highlights		PAYROLL: Operational EfficiencyDirect Deposit Approval Policy for Enhanced Validation: Add an extra layer of protection to sensitive payroll data with the new direct deposit approval policy. Service providers can now review and approve direct deposit entries before they go live in the employee record.EMPLOYEE PORTAL: SecurityDirect Deposit Approval for Enhanced Fraud Protection: Strengthen account security with a new approval step for direct deposit changes. No ACH updates will take effect until reviewed and approved—adding a safeguard alongside MFA and ClientSpace alerts to prevent unauthorized access.PAYROLL: SecurityHierarchy-Based Security for WSM and WTA Users: Simplify user setup and maintenance with new hierarchy-based security. You can now define user data access by PTO Approver or Manager, replacing the need to manage by Data Entity.https://vimeo.com/1103186133/781d3c740cWATCH: Top July Release Highlights 			Check out the July update for each product:		Payroll & HR | Employee Portal | Benefits Administration & Enrollment | API | Talent Management | ClientSpace | Compliance | Workforce Management					
							Payroll & HR
		July Focus: Operational Efficiency, Security			Highlights		Direct Deposit Approval Policy for Enhanced Validation: Add an extra layer of protection to sensitive payroll data with the new direct deposit approval policy. Service providers can now review and approve direct deposit entries before they go live in the employee record.Hierarchy-Based Security for WSM and WTA Users: Simplify user setup and maintenance with new hierarchy-based security. You can now define user data access by PTO Approver or Manager, replacing the need to manage by Data Entity.For more information about these enhancements, check out the release notes.					
						
							Employee Portal		July Focus: Operational Efficiency, Self-Service Functionality, Employee Experience, Security			Highlights		Direct Deposit Approval for Enhanced Fraud Protection: Strengthen account security with a new approval step for direct deposit changes. No ACH updates will take effect until reviewed and approved—adding a safeguard alongside MFA and ClientSpace alerts to prevent unauthorized access.Improved Company Switching for Managers & Trusted Advisors: Make navigation easier for users managing multiple clients. The updated company selector lets users choose an organization at login and switch between companies from the account dropdown—even with 100+ assignments.New Option to Restrict Work Email Updates by Employees: Support client policies with a new setting that limits employee access to update their work email. Service providers can now configure this restriction directly in the Employee Portal Configuration Template.For more information about these enhancements, check out the release notes.			Benefits Administration & Enrollment		July Focus: Operational Efficiency			Highlights		Benefits AdministrationExpanded Retirement Adjustment Transaction Audit Report: Gain more visibility into retirement-related changes with additional columns now available in the Retirement Adjustment Transaction Audit Report. This update supports clearer audit trails and improved reporting accuracy.Benefits EnrollmentRate Group Import to Streamline Enrollment Setup: Reduce manual effort during open enrollment and onboarding with a new import option for rate groups in the Data Import Tool. This frequently requested enhancement simplifies setup and saves time for benefits teams.GI and EOI Support for Disability Plan Enrollment: Enhance enrollment workflows with new support for Guaranteed Issue (GI) and Evidence of Insurability (EOI) in disability plans—making it easier to manage eligibility and compliance during the benefits selection process.For more information about these enhancements, check out the release notes.					
						
							API		July Focus: Operational Efficiency, Performance and Stability, Integrations, Data Access			Highlights		Zip Code Eligibility Lookup for Benefit Plans: Support custom benefit integrations with new API functionality that returns eligible zip codes for a specific group benefit plan. This helps determine employee eligibility when working with vendors or building internal solutions.Access to Payroll Summary Data via API: Streamline reporting and integration with new API support for payroll summary data. Clients can now retrieve information on completed payrolls, including employees paid, gross earnings and number of vouchers.Improved API Performance for Key Endpoints: Enhance reliability and speed with performance improvements to several API endpoints. Updates include optimizations to getMessageList in ClientMasterService and all asynchronous API calls.For more information about these enhancements, check out the release notes.			Talent Management
		July Focus: UI/UX, Operational Efficiency			Highlights		In-App Notifications for Hiring Updates: Never miss a critical hiring update with new in-app notifications in the new ATS. Stay informed of candidate activity and status changes without relying solely on email alerts.For more information about these enhancements, check out the release notes.					
						
						
							ClientSpace		July Focus: Self-Service Functionality, UI/UX			Highlights		Benefit Plan Manager Support for HSA, FSA and Commuter Plans: Allow employees to elect HSA, FSA or Commuter plans directly within Benefit Plan Manager. HSA entries include amount and pay frequency fields which are saved on the Signature page for a more complete enrollment experience.Client Profitability Report in Client Master: View a 365-day profit snapshot for any client directly from the Client Master. The report includes billing and cost details across Admin, SUTA, Workers’ Comp, and total incurred claims for streamlined financial analysis.Note: This layout is inactive by default. A Global Admin can enable it or submit a case via the Extranet to Professional Services for assistance.Embedded Links to External Resources in Benefits Plan Manager: Access embedded links to documents, reports or websites in Benefits Plan Manager. Users can now access resources straight from the Benefits Plan Manager, saving time and maintaining focus.For more information about these enhancements, check out the release notes.			Compliance		July Focus: Compliance			Highlights		Retirement Highly Paid Employee (HPE) Status Tracking: Prepare for upcoming Secure 2.0 requirements with a new HPE Status field on the Employee–Other form. This update lays the groundwork for future retirement compliance functionality ahead of the 1/1/2026 deadline.For more information about these enhancements, check out the release notes.					
						
							Workforce Management
		July Focus: Operational Efficiency, Integrations			Highlights		Expanded PTO Reporting and Policy Visibility: Access more detailed PTO insights with new report columns, including Policy Name, Effective From and Future Balances. Users can also view archived policies to support reconciliation after policy changes.Improved Employee Data Syncing and Flexibility: Enhance data accuracy with expanded syncing capabilities, including custom Employment Type mapping, Pay Group changes and support for editing imported employees with Future Hire Dates.Usability Improvements for Smoother Daily Operations: Make day-to-day Workforce Management tasks easier with updates like supervisor search by preferred name, decimal-hour displays on timesheets, improved expand/collapse behavior, and simplified setup for blended rate overtime.For more information about these enhancements, check out the release notes.					
						
							Final release notes will be available at the time of the release in the Customer Resource Center.					The PrismHR Customer Support Team

### benefits-enrollment

PrismHR Benefit Enrollment 		Reinvent the Employee Experience for Benefits Enrollment While Streamlining ProcessesSimplify and automate the benefits enrollment process with PrismHR’s intuitive, mobile-friendly platform, which is designed to make benefits enrollment easy while saving you time.Leverage PrismHR Benefits Enrollment, which is integrated with PrismHR Employee Portal and Onboarding solution, to enhance the benefits enrollment experience while increasing operational efficiency.								
									Get Started
					
						
						
							Reduce Benefits Enrollment Pains While Improving Efficiencies							
								
									
							Mobile-Friendly Benefits Enrollment 						
					
									
						Provide employees with a modern, user-friendly platform optimized for mobile devices, which allows them to enroll in benefits anytime and anywhere. 					
								
									
							Decrease Compliance Confusion 						
					
									
						Adhere to state and federal regulations around benefits while reducing risks and avoiding costly penalties. 					
								
									
							Enhance Employee Satisfaction 						
					
									
						Increase employee satisfaction by delivering an intuitive interface that empowers employees to easily compare and select benefits. 					
						
						
							Learn how PrismHR Benefits Enrollment streamlines the enrollment process and enhances the employee experience. 										
									Get Started 
					
									A Flexible, Secure and Fully Integrated Benefits Enrollment Solution 					Tailored Workflows 		Customize benefits enrollment processes to meet the specific needs of your organization, ensuring a smooth experience for employees and HR teams.					
						
																																			
						
																																			
						
							Unmatched Data Security 		Protect sensitive employee data with robust encryption and secure storage, which helps ensure compliance with privacy regulations.			Seamless PrismHR Integration 		Reduce errors and simplify administration with automatically synced benefits elections to PrismHR’s payroll and HR systems.																															
							Reimagine Your Benefits Enrollment Process With PrismHR  		Empower your HR team with a streamlined, efficient and secure benefits enrollment process.								
									Schedule a Demo

### benefits-administration

PrismHR Benefits Administration 		Simplify the Management of Employee Benefits With Customizable SolutionsEnable your team to effortlessly manage intricate benefits programs, which helps you stay ahead in an ever-evolving benefits landscape.PrismHR Benefits Administration software simplifies complex benefits management by offering a comprehensive suite of tailored solutions, robust calculations and real-time compliance functionality.								
									Get Started
					
						
						
							Relieve Your Benefits Administration Headaches While Fueling Efficiency and Accuracy							
								
									
							Comprehensive Benefits Administration Solution 						
					
									
						Simplify complex administrative tasks while increasing efficiency and accuracy. Manage various benefit programs, including Flexible Spending and 401(k) Administration, all in a single platform.  					
								
									
							Simplified Complexity 						
					
									
						Easily onboard new clients, increase accuracy and manage intricate benefits calculations by automatically managing date-sensitive plan setups and company rules.  					
								
									
							Customizable Benefits Programs 						
					
									
						Tailor benefits offerings to fit the specific needs of your clients and their employees allowing each employee to receive benefits that align with their unique circumstances. 					
						
						
							Discover how our all-in-one solution can simplify your benefits administration and enhance accuracy.										
									Get Started 
					
									Hear From Our Clients 		https://vimeo.com/1038385279/719de96c31?share=copy					
							Secure, Streamlined and Compliant Benefits Administration for Your Business 					Advanced Data Security 		Safeguard sensitive information through encrypted systems with the highest level of data protection through advanced security features and role-based access controls. Gain peace of mind that your client and employee data remain secure.					
						
																																			
						
																																			
						
							Effortless Onboarding 		Integrate new clients by leveraging date-sensitive benefit plan setup and automated rule management. Improve accuracy of all benefit programs while saving time and reducing errors.			Accurate Compliance Calculations 		PrismHR Benefits Administration complies with various regulations, such as the Affordable Care Act (ACA), COBRA and other state or federal laws. Generate reports to assist with regulatory filings and audits.																															
							See how PrismHR can help you achieve secure, compliant and efficient benefits administration for your business. 										
									Schedule a Demo

### manager-self-service

PrismHR Manager Self-Service 		Empower Managers to Drive Team Success With Easy HR AccessStreamline approvals, enhance team management and improve overall productivity with a modern, user-friendly platform.PrismHR Manager Self-Service enables managers to efficiently oversee their teams by providing secure access to critical HR information and tools.								
									Get Started
					
						
						
							All-in-One Manager Portal for Streamlined Team Management							
								
									
							Access Anytime, Anywhere 						
					
									
						Empower managers with secure, on-the-go access to essential employee information, performance insights and HR tools from any device, anytime. 					
								
									
							Streamline Approvals 						
					
									
						Simplify time-off requests, timesheet reviews and other key approvals with an intuitive, easy-to-navigate interface designed for busy managers. 					
								
									
							Enhance Team Management 						
					
									
						Enable managers to efficiently track and manage employees’ time, schedules and tasks, ensuring teams stay aligned and productive. 					
						
						
							Learn how to gain real-time insights, simplify workflows and support team success—all from PrismHR’s centralized, mobile-friendly solution. 										
									Get Started 
					
									Secure, Accessible and Efficient Manager Portal 					Simple Approvals Workflow 		Reduce administrative burden with user-friendly approval process for time-off requests, expense reports and timesheet approvals.					
						
																																			
						
																																			
						
							Mobile Access 		Manage teams on-the-go with mobile-friendly functionality, which helps ensure productivity from any location.			Secure, Role-Based Access 		Protect employee privacy while granting managers access to the information only they need, enhancing security and compliance.																															
							Transform Manager Efficiency		Empower managers with the tools they need to streamline workflows approvals and enhance overall team management with PrismHR Manager Self-Service.								
									Schedule a Demo

### employee-portal

PrismHR Employee Portal 		Reimagine the Employee Experience While Driving EfficiencyTransform employee and management engagement with an integrated portal that drives efficiency and compliance.Leverage PrismHR Employee Portal’s modern user-friendly interface, customizable design and easy access to support any business. Integrated with the PrismHR Onboarding and Benefits Enrollment solution, you can enhance compliance and accuracy while saving time and reducing administrative burden.								
									Get Started
					
						
						
							Enhance Employee Engagement and Drive Operational Efficiency 							
								
									
							Improved Accessibility With a Modern Interface 						
					
									
						Elevate employee satisfaction with a mobile-friendly, easy-to-use portal that offers 24/7 access for employees and managers, which saves time for you and your clients. 					
								
									
							Offer Flexible Access for Employees  						
					
									
						Ensure flexibility and convenience with access on any device, including smartphones, tablets and desktops. 					
								
									
							Customizable Portal to Match Your Branding 						
					
									
						Reinforce your brand identity with customizable logos and background images, which creates a personalized experience for employees. 					
						
						
							Learn how to deliver a seamless, branded employee experience that drives engagement and operational efficiency with PrismHR’s Employee Portal. 										
									Get Started
					
									Secure, Flexible and Fully Integrated Employee Portal					Convenient Manager Self-Service 		Enable managers to view employee details and approve time-off requests efficiently within the same portal.					
						
																																			
						
																																			
						
							Role-Based Access and Security 		Protect sensitive data with customizable access controls, ensuring that only authorized users can view and manage relevant information.			Centralized Document Management 		Access important resources like handbooks, policies and forms making it easier for employees to find what they need.																															
							Transform your employee and manager experience while optimizing your internal operations.  		Enhance employee engagement, streamline processes and reduce support costs with a modern, responsive portal.								
									Schedule a Demo

### payroll-hr-administration

PrismHR Payroll & HR Administration		Streamline Your Payroll and HR Administration, Boost Efficiency and Drive GrowthEmpower your team with software that scales effortlessly, reduces labor costs and delivers exceptional client service.PrismHR Payroll & HR software revolutionizes payroll processing for HROs by offering unmatched scalability and efficiency.								
									Get Started
					
						
						
							Alleviate Your Biggest Payroll & HR Challenges While Driving Success 																															Navigate Payroll Complexity
		Simplify complex payroll and HR administration, from tax management to PTO and garnishment processing. Achieve accuracy with minimal effort.																													Scale Without Increasing Costs
		Scale your payroll capacity without adding staff by processing high volumes easily, so you can confidently help your business grow. Gain operational efficiency without compromising accuracy.																													Enhance Compliance and Security
		Safeguard sensitive data and gain peace of mind with role-based security features. Increase compliance and confidentiality at every level.					
						
						
						
							Hear From Our Clients
		“PrismHR’s really helped us shine, and we now are seeing a lot of system enhancements, such as Report Center, a new SuperBatch as well as just little day-to-day changes that are starting to update within the system, and it really allows us to become more efficient on our end.”Marie EllisSenior Director, Payroll Services - Sequoiahttps://vimeo.com/952729916/c4c46376b3					
						
						
						
							Learn how PrismHR Payroll & HR software helps you scale your business effortlessly while ensuring accuracy, compliance and data security.										
									Get Started Today
					
									Efficient, Flexible and Accurate Payroll & HR Software 					Efficiency at Scale
		Handle more clients and run payroll faster while minimizing labor costs and maximizing productivity.					
						
																																			
						
																																			
						
							Unmatched Flexibility
		Customize settings for optimal control over payroll processes—from Automated Clearing House (ACH) debits and direct deposits to deductions and reporting.			Reliable Accuracy
		Minimize errors with automated workflows and accurate calculations for payroll and tax reporting.																															
							Unlock the Power of Scalable Payroll Processing and HR Administration
		PrismHR software is designed to grow with you, delivering efficiency, flexibility and peace of mind. Discover how you can streamline operations and expand your business without compromise.								
									Schedule a Demo

### Tax Solutions LP

Simplify Payroll Tax Management with PrismHR Tax Solutions 		More control. Less complexity. Greater confidence.					
						
						
						
				Payroll tax doesn’t have to be painful. Whether you're looking to strengthen your in-house processes, offload time-consuming tax responsibilities, or tap into trusted tax expertise, PrismHR Tax Solutions provides you with software and services to help you stay compliant and scale with ease. Choose the level of control and support that works for your business.			PrismHR Tax					Self-Service Software		Streamline the complexities of payroll tax filing with a powerful, self-service solution designed to ensure accuracy, compliance and efficiency.PrismHR Tax goes beyond standard tax software by automating deposits, managing notices, and scaling effortlessly with your business needs.Automate payroll tax calculationsStay compliant with built-in regulatory updatesImprove efficiency and reduce errors with a user-friendly interface			Full-Service Tax		Mitigate risk and insulate your company from costly penalties and interest, all while saving time and reducing overhead costs.Includes all the features of Self-Service plus:Remittance of tax fundsFiling of quarterly and annual payroll tax returnsFiling amendments as neededResponding to agency tax noticesReconciliation of tax accountOngoing tax complianceSOC 1 Type 2 Audit			Get Started		Complete the form and we will contact you to schedule a call about PrismHR Tax Solutions.			
							PrismHR Managed Services:
Tax Administration & Processing 		Relieve your team of the complexity and risk of payroll tax with end-to-end services handled by our experienced tax consultants. Our team can help you manage personnel changes and sudden growth.Process daily tax transactions from PrismHR into tax softwareProcess and file all quarter-end and year-end tax returns and W-2sProcess payroll tax payments through client bank accountsSet up client tax rates for state and federal unemployment taxes			State Tax Solutions		A tax consulting service that addresses the complex tax issues unique to your business.Go beyond the basics of payroll tax compliance with trusted expertise from State Tax Solutions. As a PrismHR Marketplace partner, State Tax Solutions helps you tackle complex, state-specific tax challenges with confidence.From SUTA forecasting and FICA/FUTA “Restart” refunds to audit support and dispute resolution, their consultants provide personalized guidance that keeps your business on track—and in the clear.Tap into tax consulting services that help you:Maximize potential refunds for midyear onboarded clientsNavigate multistate employment complexitiesForecast unemployment tax liabilities with accuracyResolve state agency disputes with experienced supportWhether you're facing a unique compliance challenge or planning for future growth, State Tax Solutions delivers the insight and expertise to help you move forward with certainty.ta			Why PrismHR Tax Solutions? 		✔ Gain visibility and control over your tax management workflows ✔ Escape rising costs from your current tax software provider ✔ Scalable solutions to match your growth ✔ Improve accuracy and minimize penalties ✔ Reduce risk and stay compliant by relying on experienced consultants 																															
						
						
						
						
							Partner with PrismHR on a tax management solution that perfectly fits your needs.										
									Learn More

### May Monthly Release Update

PrismHR May 2025 Release		Focus Areas: Operational Efficiency, UI/UX, Integrations					
						
						
						
							Get the full scoop on all the May enhancements!		The May 2025 Release is scheduled to be deployed on the following days: 5/29, 5/30, 5/31. Each month we release new features and enhancements across the platform to help you compete, operate efficiently, and expand opportunities to deliver value to your clients.			May Release Highlights		CLIENTSPACE: Operational EfficiencyBenefit Plan Manager: Give customers more control over their benefits with a new web portal for plan management. Users can review renewal options, adjust contributions, and make informed decisions—all in one place.TALENT MANAGEMENT: Operational EfficiencyStreamlined Requisition Posting: Make job creation easier with a step-by-step wizard for posting requisitions. This guided workflow removes friction from the legacy process and improves usability for all users on the modern platform.COMPLIANCE: Operational EfficiencyAutomated Creditor Garnishment Prioritization: Reduce manual effort and stay compliant with varying state requirements by automating how multiple creditor wage garnishments are handled for a single employee. You can now define how garnishments interact, using:First In, First OutProrate AllocationEqual Share AllocationThis enhancement streamlines payroll processing and eliminates the need for manual garnishment management.EMPLOYEE PORTAL: Operational EfficiencyEnhanced Tax Form User Experience: The redesigned tax form update process features a guided experience with clear progress indicators and built-in assistance, making tax updates easier than ever.https://player.vimeo.com/video/1087232558?h=e1efe55fb3WATCH: Top May Release Highlights 			Check out the May update for each product:		Report Center | Payroll & HR | Employee Portal | Benefits Administration & Enrollment | API | Talent Management | ClientSpace | Compliance | Workforce Management					
						
							Report Center		May Focus: Integrations, UI/UX			Highlights		Unified Report Center Experience: Give users a more consistent and intuitive experience with updates to Admin Center and embedded Workbook pages. These areas now feature the PrismHR UEX, aligning Report Center with the rest of the platform for a modern, streamlined interface.For more information about these enhancements, check out the release notes.			Payroll & HR
		May Focus: Operational Efficiency			Highlights		Standardized G/L Account Structuring: Make accounting setup more flexible and consistent with standardized wildcard ranges (1–99) across all org levels. Users can now define G/L Account Numbers by Worksite Location, Department, Division, Position or Project—supporting custom structures with ease.For more information about these enhancements, check out the release notes.					
						
							Employee Portal		May Focus: Employee Experience			Highlights		Enhanced Tax Form User Experience: The redesigned tax form update process features a guided experience with clear progress indicators and built-in assistance, making tax updates easier than ever.Custom Support Contact Access: Give clients a more personalized support experience by displaying contact information for their service team. Contacts listed in the “Customize My Support Team Dashboard” now appear in the Portal’s “Contact Us” widget—making it easier for clients to connect with the right team members.Simplified Catch-Up Contributions: Make retirement planning easier for employees aged 50 and over. Eligible users can now enter catch-up contributions directly in the Portal, streamlining the process and improving self-service savings management.For more information about these enhancements, check out the release notes.			Benefits Administration & Enrollment		May Focus: Operational Efficiency			Highlights		Seamless 401(k) for Take-On Employees: Ensure uninterrupted retirement savings for incoming employees with enhanced 401(k) eligibility settings. New fields allow waived waiting periods for contributions and employer match, supporting a smoother transition and continued plan participation.For more information about these enhancements, check out the release notes.					
						
							API		May Focus: Integrations, Operational Efficiency, Security			Highlights		Employee Image API Support: Improve data consistency with new API functionality that supports reading and writing employee images. This enhancement enables seamless syncing of visual records for a more complete and connected employee profile.API Message Deletion: Keep records clean and communication relevant with new API support for deleting messages. Admins can now remove outdated or unnecessary messages to reduce clutter and maintain accuracy.Invoice Notes via API: Simplify billing processes with the ability to write invoice notes through the API. This update supports automated, detailed annotations—reducing manual entry and improving clarity in billing records.For more information about these enhancements, check out the release notes.			Talent Management
		May Focus: Operational Efficiency, UI/UX			Highlights		Streamlined Requisition Posting: Make job creation easier with a step-by-step wizard for posting requisitions. This guided workflow removes friction from the legacy process and improves usability for all users on the modern platform.In-Platform Help Access: Support users with instant access to help articles and guides through the embedded Help Center. This update enhances self-service and reduces reliance on support teams.For more information about these enhancements, check out the release notes.					
						
						
							ClientSpace		May Focus: Operational Efficiency, Self-Service Functionality, UI/UX			Highlights		Benefit Plan Manager: Give customers more control over their benefits with a new web portal for plan management. Users can review renewal options, adjust contributions, and make informed decisions—all in one place.Expand/Collapse Field Display Configuration: Simplify complex forms with dynamic expand/collapse functionality. Fields display based on your configuration, improving clarity and streamlining the user experience.Document Previewer: Save time and reduce errors with a new in-app document previewer in ClientSpace. Users can view files instantly—no downloads required.International Phone Number Support: Better support global users with new configuration options for Phone fields. This update enables input of international numbers, improving flexibility across regions.For more information about these enhancements, check out the release notes.			Compliance		May Focus: Operational Efficiency, Compliance			Highlights		Automated Creditor Garnishment Prioritization: Reduce manual effort and stay compliant with varying state requirements by automating how multiple creditor wage garnishments are handled for a single employee. You can now define how garnishments interact, using:First In, First OutProrate AllocationEqual Share AllocationThis enhancement streamlines payroll processing and eliminates the need for manual garnishment management.For more information about these enhancements, check out the release notes.					
						
							Workforce Management
		May Focus: Integrations, Operational Efficiency			Highlights		Flexible PTO Accrual Mapping: Align accrual policies more accurately with new options for hire date mapping. Choose from Last Hire Date, Original Hire Date, Hire Report Date, or Seniority Date to match your organization's PTO rules.Smarter Pay Group Syncing: Support employees on the same pay frequency with different workweek starts. Workforce Management now maps them to the correct pay group based on their assigned workweek—improving accuracy and reducing setup friction.Excel Export for Time Reports: Make time tracking analysis easier with Excel export for user-defined reports. Detailed and summary timesheets can now be downloaded for deeper insights and simplified sharing.Enhanced Shift Premium Controls: Fine-tune holiday and premium pay with new IN punch requirements. Employees must now clock in during the premium window to qualify—giving you more control over who receives additional pay.For more information about these enhancements, check out the release notes.					
						
							Final release notes will be available at the time of the release in the Customer Resource Center.					The PrismHR Customer Support Team

### PrismHR ClientSpace

PrismHR ClientSpace 		Improve Operational Efficiency, Increase Productivity and Elevate Client SatisfactionKeep your team organized and on track by centralizing case management and task assignments in one convenient place.PrismHR ClientSpace is a powerful Customer Relationship Management (CRM) solution that helps your organization work efficiently, increase revenue and reduce risk.								
									Get Started
					
						
						
							Elevate Your Customer Relationship Management While Driving Satisfaction							
								
									
							Centralize Customer Management 						
					
									
						Consolidate your customer management operations into one platform with PrismHR ClientSpace. Better organize customer service and streamline administrative tasks effortlessly.  					
								
									
							Enhance Communication  						
					
									
						Enhance communication with ClientSpace’s intuitive, self-service portal, keeping both you and your clients connected. 					
								
									
							Customize Reporting & Analytics 						
					
									
						Leverage the power of PrismHR ClientSpace’s advanced reporting and analytics tools to gain better insights into customer satisfaction.  					
						
						
							Hear From Our Clients
		“I’m really hoping that people understand just how much is possible with ClientSpace. It's more than just the technology. It’s the partnership with the business and how you get things done.”Glenn CasteelIT Program Manager IIPaychex					
						
				https://vimeo.com/927205441/3f6da8f664%20%20					
						
						
							Learn how PrismHR ClientSpace can improve efficiency across your organization and enhance customer management and satisfaction.										
									Get Started
					
									Increase Productivity with Efficient Customer Relationship Management Software					Sales Management Module 		Empower your team with real-time insights, streamlined processes and advanced profitability tools to drive sales success. Focus on high-margin clients, track opportunities and manage account activity effectively.					
						
																																			
						
																																			
						
							Implementation Module 		Ensure a smooth onboarding process for new clients with streamlined project setup, clear milestones and dedicated support, helping clients to quickly realize value and foster long-term partnerships.			Risk Management Module 		Enhance efficiency and reduce risk by streamlining policy management, workers’ compensation claims tracking, certificates of insurance and employment practices liability insurance (EPLI) claims. Gain valuable insights with customized financial reports to assess risk across your portfolio and inform rate adjustments.																																																									
						
							HR Admin Module 		Optimize efficiency of administrative tasks by centralizing employee data updates, leave tracking and unemployment claim management. Maintain accuracy without duplicate entries with quick and easy data-sharing across the PrismHR platform.			Benefits Module 		Simplify benefit plan administration by centralizing management, automating renewals and streamlining employee enrollment. Enhance accuracy, compliance and efficiency while reducing administrative workload and improving client and employee experience.					
						
																																			
							Improve Efficiency Across Your Organization While Driving Better Customer Outcomes		Discover how PrismHR ClientSpace can help streamline operations, enhance communication and elevate client satisfaction.								
									Schedule a Demo

### Monthly Release Update

PrismHR April 2025 Release		Focus Areas: Operational Efficiency, Employee Experience, Integrations					
						
						
						
							Get the full scoop on all the April enhancements!		The April 2025 Release is scheduled to be deployed on the following days: 4/18, 4/19. Each month we release new features and enhancements across the platform to help you compete, operate efficiently, and expand opportunities to deliver value to your clients.			April Release Highlights 
		PAYROLL & HR: Operational Efficiency
Payroll Variance Analysis: Improve confidence in your payroll accuracy using Payroll Variance Analysis which allows you to quickly identify discrepancies by comparing current payroll runs to previous ones—all within a single, easy-to-use tool. Gain visibility, reduce errors and streamline payroll reviews.
BENEFITS ENROLLMENT: Employee Experience
Employer-Funded HSA Reduction Limit: Help employees make informed decisions during enrollment with the new Employer-Funded HSA Reduction Limit feature. This enhancement automatically factors in employer contributions and alerts employees if their selections exceed IRS limits, reducing errors and improving compliance.
EMPLOYEE PORTAL: Employee Experience
Enhanced Tax Form Experience (Open Beta): Empower employees with a more intuitive way to manage their tax forms through our newly redesigned UEX experience. Now available as an open beta, this streamlined interface simplifies tax form access and submission for a smoother, more user-friendly experience.
WORKFORCE MANAGEMENT: Integrations
Enhanced Job Costing & Tracking: Improve labor cost tracking with expanded job and labor type allocations. The enhanced integration between PrismHR and Workforce Management allows employers to assign hours more accurately across divisions, jobs, and work activities—boosting efficiency through automation while minimizing manual effort.
CLIENTSPACE: Operational Efficiency
Paid Family Medical Leave Compliance: Stay ahead of compliance requirements with automatic notifications for Delaware’s Paid Family Medical Leave (PFML). This feature alerts service providers when their WSE count reaches 10 or more, ensuring timely action to meet state participation requirementshttps://player.vimeo.com/video/1072689356?h=038e8be1caWATCH: Top April Release Highlights 			Check out the April update for each product:		Payroll & HR | Employee Portal | Benefits Administration & Enrollment | API | Talent Management | ClientSpace | Compliance | Workforce Management					
							Payroll & HR
		April Focus: Operational Efficiency, Security			Highlights		Payroll Variance Analysis: Improve confidence in payroll accuracy using Payroll Variance Analysis which allows you to quickly identify discrepancies by comparing current payroll runs to previous ones—all within a single, easy-to-use tool. Gain visibility, reduce errors and streamline payroll reviews.Reprint Garnishment Checks: Gain more control over payroll permissions with enhanced access management for Reprint Garnishment Checks. A new, separate HR role in WSM and WTA allows you to give users access to reprint payroll checks without granting access to garnishment checks—or vice versa—ensuring tighter control and security.Payroll Reversal and Miscellaneous Invoice Notifications: Stay informed with new notifications for payroll reversals and miscellaneous invoices. These updates complete the payroll finalization notification process, keeping you aware of all key actions and improving communication across your payroll operations.PTO Trigger Method Flexibility: Tailor your PTO management with the new “First of Quarter” trigger method in Paid Time Off Setup. This added flexibility gives you more control over how and when PTO is accrued, supporting customized time-off policies to better meet your organizational needs.For more information about these enhancements, check out the release notes.					
						
							Employee Portal		April Focus: Operational Efficiency, Self-Service Functionality, UI/UX			Highlights		(Manager Self-Service) Seamless Job Candidate Conversion: Simplify hiring by seamlessly converting job candidates from any applicant tracking system into new hires, eliminating manual data entry and accelerating the onboarding process.(Manager Self-Service) Enhanced Payroll Voucher Insights: Empower worksite managers with deeper payroll visibility by providing drill-down access to employee pay vouchers, including detailed breakdowns of deductions, benefits, and taxes—all within the Portal.Increased Visibility into Total Compensation: Employees can now access a comprehensive view of their total compensation, including retirement details, with the ability to print or download their records in PDF and CSV formats for better record-keeping.Enhanced Tax Form User Experience Now in beta, the redesigned tax form update process features a guided experience with clear progress indicators and built-in assistance, making tax updates easier than ever.For more information about these enhancements, check out the release notes.			Benefits Administration & Enrollment		April Focus: Operational Efficiency			Highlights		BENEFITS ENROLLMENTEmployer-Funded HSA Reduction Limit: Help employees make informed decisions during enrollment with the new Employer-Funded HSA Reduction Limit feature. This enhancement automatically factors in employer contributions and alerts employees if their selections exceed IRS limits, reducing errors and improving compliance.BENEFITS ADMINISTRATIONGross % Wage Contribution: Simplify dependent enrollment with the new Gross % Wage Contribution option. Benefit Rules can now accommodate gross percentage wage contributions, enabling accurate and seamless enrollment of dependents based on wage-based calculations.Plan Renewal Dates: Stay organized and on schedule with new fields for tracking plan renewal dates at both the plan and client levels. This update makes it easier to manage benefit timelines and ensures you never miss a renewal deadline.Group Benefit Plans | Deduction/Bill Code Display: Streamline benefit setup with a new, user-friendly table for managing deduction and billing codes within Group Benefit Plans. Easily view deduction types and rebate bill codes, improving setup speed and reducing errors.Benefit Plan Setup and Rules | Selection List: Speed up navigation using the new one-click lookup from Benefit Plan Setup to Benefit Rules. This feature enhances efficiency by allowing quick access and selection of rules directly within your benefit plan workflow.For more information about these enhancements, check out the release notes.					
						
							API		April Focus: Data Access, Integrations, Performance & Stability, Security			Highlights		Expanded Data Access: Gain deeper insights and improved data management with expanded data access capabilities. Now, you can read and write additional fields, including bulk benefit group history, leave request approver, and denied reason—giving you greater control over critical workforce data. Enhanced Payroll Security: Strengthen payroll security with new controls that limit options on payroll vouchers. This update ensures only authorized actions can be performed, helping reduce risk and enhancing compliance.API Endpoint Updates: Optimize data handling with enhanced API endpoint support for EIN formatting. Updates to key endpoints—including getEmployeeBySSN, lookupBySSN, and getEmployeeHireType—ensure smoother integrations and improved accuracy in employee data management.We have added a V2 version for updating an employees address which supports Symmetry and  will identify school districts automatically.For more information about these enhancements, check out the release notes.			Talent Management
		April Focus: Help Documentation, Operational Efficiency, Integrations			Highlights		In-App Help Center for Talent Users: Get instant support with the new in-app Help Center for Talent users. This built-in resource provides direct guidance to help you navigate features efficiently and maximize the value of your Talent application.Multi-Step Applications for Hiring Flexibility: Enhance your hiring process with multi-step applications. This feature enables hiring teams to request additional information from candidates after their initial application, streamlining recruitment while offering greater flexibility.Legacy Candidate Hire Option for PrismHR Users: Enjoy flexibility in your hiring workflow with the option to use the legacy Candidate Hire method. Ideal for users who do not have or prefer not to use Onboarding, this feature maintains a familiar process while supporting seamless candidate transitions.For more information about these enhancements, check out the release notes.					
						
						
							ClientSpace		April Focus: Operational Efficiency, UI/UX, Security			Highlights		Paid Family Medical Leave Compliance: Stay ahead of compliance requirements with automatic notifications for Delaware’s Paid Family Medical Leave (PFML). This feature alerts service providers when their WSE count reaches 10 or more, ensuring timely action to meet state participation requirements.Mask SSN Field: Enhance data security with the new Mask SSN field feature. This update provides role-based access control, ensuring that only authorized users can view Social Security Numbers while restricting visibility for others—protecting sensitive information and helping reduce risk.ClientSpace UI Refresh: Experience a more modern and intuitive interface with the ClientSpace UI Refresh. This update aligns the platform’s look and feel with the PrismHR product family, enhancing visual consistency and improving navigation for a seamless user experience.For more information about these enhancements, check out the release notes.			Compliance		April Focus: Operational Efficiency, Compliance Reporting			Highlights		Automated Benefit Per Hour Reporting: Simplify compliance with automated reporting for Certified Payroll reports and check stubs. Employers using the 4(c) exception approach to prevailing wage can now leverage the Benefit Per Hour form alongside the Benefit Per Hour rate to seamlessly report fringe benefits or cash in lieu of fringe, eliminating the need for manual calculations and additional reports.Customizable Wage Calculation: Gain greater control over payroll calculations with the ability to exclude Non-Cash Fringe from Gross and Net Wage totals on check stubs. Employers using the "Always Display Gross and Net Wages" option can now customize which pay codes are included, ensuring more accurate wage reporting and improved clarity for employees.For more information about these enhancements, check out the release notes.					
						
							Workforce Management
		April Focus: Operational Efficiency, Automation, Integrations			Highlights		Enhanced Job Costing & Tracking: Improve labor cost tracking with expanded job and labor type allocations. The enhanced integration between PrismHR and Workforce Management allows employers to assign hours more accurately across divisions, jobs, and work activities—boosting efficiency through automation while minimizing manual effort.For more information about these enhancements, check out the release notes.					
						
							Final release notes will be available at the time of the release in the Customer Resource Center.					The PrismHR Customer Support Team

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### What's New

It’s Not an Evolution.It’s a Revolution.
		Innovation That Redefines HR, Payroll and Workforce ManagementInnovation is what drives PrismHR forward. With a modern suite of products and countless dynamic new features, we’re not just keeping pace with the market—we're setting a new standard.Backed by over 40 years of industry leadership and nine groundbreaking solutions introduced in the last two years, PrismHR continues to lead in PEO technology innovation, delivering the most advanced tools to optimize efficiency, scale seamlessly and enhance client satisfaction.Our cloud-powered platform streamlines HR processes, boosts client engagement and enhances productivity throughout the employee journey—equipping your PEO with all the tools needed from hiring to retiring.			Get Started Today
					
						
						
							Discover how PrismHR can optimize your business and elevate client relationships.										
									Explore PEO Solutions
					
									The Power Behind the Industry
		Trusted by Thousands, Built for Success					
								
									
						A proven leader in HR technology for 40 years					
								
									
						Backed by 950+ developers dedicated to continuous HR technology innovation					
								
									
						Invests $70M+ annually in advancing platform capabilities
					
								
									
						Powers more than 100,000 organizations					
								
									
						Processes over $100 billion in annual payroll					
								
									
						Serves 60% of the PEO industry
					
							Hear From Our Clients
		"When we selected PrismHR to be a part of our solution, we have seen tremendous growth in the last two years. With our technology and digital transformation, we have seen our onboarding process take much less time than we have experienced before. "Pathik ModyCTO, Trion Solutionshttps://vimeo.com/981394632/0581de287e					
							Why Is PrismHR the Top Choice for More PEOs Than Any Other Provider?
		Innovation, Security and Expert Support with a Unified System for Seamless Growth			Advanced Data Analytics & Process Automation
		Utilize powerful analytics and automation tools to streamline operations and improve decision-making.			Modern Talent Acquisition & Management
		Attract, hire, and retain top talent with intuitive recruitment tools and dynamic employee engagement features.			Scalable, Cloud-Based Infrastructure
		A flexible platform designed to support PEOs of all sizes with seamless scalability and performance.			Intuitive Client & Employee Experience
		Deliver a streamlined, user-friendly HR solution that enhances client satisfaction and fosters employee engagement.			Enterprise-Grade Security & Data Protection
		Ensure the highest levels of security with SOC 2 Type II certification and advanced encryption measures.			Unmatched Customer Success & Support
		Benefit from expert guidance, personalized training, and a dedicated support team to maximize your platform’s potential.					
						
						
							Your Trusted Partner for Growth and Operational Excellence		See how PrismHR’s robust technology and industry expertise drives business success. Whether you’re streamlining operations, scaling your business or enhancing client satisfaction, we’re here to help every step of the way.								
									Get Started
					
									Hear From Our Clients
		“PrismHR is the best in the industry as far as software. It really brings everything together unlike other software offerings out there. We feel like it fits the PEO model the best.”Jackie PresserPayroll and Benefits Manager, Advanstaff HRhttps://vimeo.com/1038727215?h=513cc3c435&badge=0&autopause=0&player_id=0&app_id=58479					
							Everything You Need From Hire to Retire
		New & Enhanced Modules for a One-Stop-Shop!					
						
						
						
						
							CORE PLATFORM					PAYROLL					REPORTING					HR ADMINISTRATION					CLOUD PRINTING					FINANCIAL OPERATIONS					BENEFITS ADMINISTRATION					CLIENTSPACE (SERVICES)					EMPLOYEE PORTAL					DOCUMENT MANAGEMENT					TRAINING SUBSCRIPTION					ENHANCED MODULES					Workforce Management					Tax Management					ONBOARDING					BENEFITS ENROLLMENT					Applicant Tracking					Performance Management					ClientSpace (Premium)					API					Data Bridge					MARKETPLACE																															Workforce Management		PrismHR Workforce Management automates time tracking and scheduling to gain efficiency, accuracy and satisfaction for your business operations as well as those of your clients.																													Tax Management		PrismHR Tax is a comprehensive solution designed to alleviate the complexities of tax filing with flexible options to meet business needs for accuracy and compliance while saving you time and resources.																													Onboarding		PrismHR Onboarding is an integrated software with the PrismHR Employee Portal and Benefits Enrollment solution to enhance employee experience upon hire while reducing time spent on administrative tasks.																													Benefits Enrollment		PrismHR Benefits Enrollment is integrated with PrismHR Employee Portal and Onboarding solution, to enhance the benefits enrollment experience while increasing operational efficiency.																													Applicant Tracking		PrismHR Applicant Tracking System software empowers you to customize branded career portals, integrate with major job boards and leverage advanced tools for hiring success.																													Performance Management		PrismHR Performance Management helps you grow your business with a flexible and intuitive solution designed to help your clients engage and develop employees.																													ClientSpace		PrismHR ClientSpace is a powerful Customer Relationship Management (CRM) solution that helps your organization work efficiently, increase revenue and reduce risk.																													API		The PrismHR web services Application Programming Interface (API) simplifies real-time data exchange between PrismHR and other systems, allowing you to decrease operational costs and improve efficiency.					
							Expand Your Capabilities With the PrismHR Marketplace		Take your PEO services to the next level with the PrismHR Marketplace, a hub of integrated applications and services. From insurance and benefits to compliance tools, the Marketplace extends PrismHR’s capabilities, helping your PEO thrive.								
									Visit Marketplace
					
																																					
						
						
						
						
							Your Trusted Partner for Growth and Operational Excellence
		With over 40 years of industry leadership, unmatched annual investments in innovation and a formidable team of expert developers, PrismHR is the trusted partner PEOs rely on to streamline operations, drive growth and stay ahead of the competition. At the forefront of HR technology, we empower businesses to thrive in an evolving landscape.								
									Get Started Today

### Quarterly Release

Q1 2025 Release
		Focus Areas: UI/UX, Reporting, Operational Efficiency, Employee Experience
						
						
						
							Get the full scoop on all the Q1 enhancements!		The Q1 2025 Release is scheduled to be deployed on the following Saturdays: 3/8, 3/15, 3/22. Each quarter we release new features and enhancements across the platform to help you compete, operate efficiently, and expand opportunities to deliver value to your clients.			Q1 Release Highlights
		REPORT CENTER: Data AccessScheduled Reports: Enhance data delivery with Scheduled Reports via SFTP, a highly requested feature from legacy Report Center (planned for release March 18).WORKFORCE MANAGEMENT: UI/UXModernized UI & UX: Experience a refreshed design with updated colors, icons, and enhanced timesheets—delivering a consistent, user-friendly interface across all platforms. Current Workforce Management users will transition smoothly with no disruptions to core workflows.EMPLOYEE PORTAL: Self-Service Functionality(Manager Self-Service) Seamless Job Candidate Conversion: Simplify hiring by seamlessly converting job candidates from any applicant tracking system into new hires, eliminating manual data entry and accelerating the onboarding process.(Manager Self-Service) Enhanced Payroll Voucher Insights: Empower worksite managers with deeper payroll visibility by providing drill-down access to employee pay vouchers, including detailed breakdowns of deductions, benefits, and taxes—all within the Portal.PAYROLL/HR: Operational EfficiencyPayroll Variance Dashboard: Easily compare payroll differences in one centralized view without the need to pull multiple reports. This streamlined approach saves time, reduces errors, and ensures payroll accuracy.PAYROLL/HR: IntegrationsMarketplace Link for Service Provider Users: Service provider users can now explore and access all PrismHR Marketplace integrations in a single convenient location, making it easier to discover and leverage new solutions.TALENT MANAGEMENT: IntegrationsSeamless PrismHR Integration for PEOs: Launching in February, our full PrismHR integration streamlines hiring by enabling a seamless candidate hiring experience—making it the only ATS solution built specifically for PEOs.CLIENTSPACE: UI/UXUI Refresh: Enjoy a more modern and intuitive experience with the latest ClientSpace UI refresh. This update aligns the platform’s look and feel with the PrismHR product family, delivering a sleek and streamlined interface for improved usability.https://player.vimeo.com/video/1062567404?h=e4e4b0492dWATCH: Q1 Release Preview and Q&A 			Check Out the Full Q1 Update for Each Product:
		Report Center | Payroll & HR | Employee Portal | Benefits Administration | API | Talent Management | ClientSpace | Compliance | Workforce Management					
						
						
							Report Center
		Q1 Focus: Operational Efficiency, Self-Service Functionality, Data Access, Integrations, Scalability
			Highlights		Scheduled Reports: Enhance data delivery with Scheduled Reports via SFTP, a highly requested feature from legacy Report Center (planned for release March 18).New Homepage: The redesigned Report Center homepage offers a more personalized and customizable experience. Users can opt in to new features, sort columns, group reports by category, filter favorites or categories and assign new workbooks to any category—delivering greater control and efficiency.Employee General Information Dashboard: Gain actionable insights with the Employee General Information Dashboard, featuring five pages of visual analytics. Track Employee Status, Hiring Trends, Termination Trends, Years of Service, and Heat Maps to drive faster, data-informed business decisions.Import CSV Files: Editors can now import CSV files into Report Center, unlocking the full power of PrismHR analytics. Analyze third-party data seamlessly alongside existing reports to gain deeper insights and improve operational efficiency.https://player.vimeo.com/video/1062498436?h=edb5ee1e0fFor more information about these and other Q3 enhancements, watch the preview video.			Report Center Resources		Check out guides and webinars to helpyou get started on the new platform.								
									LEARN MORE
					
									Payroll & HR
		Q3 Focus: Operational Efficiency, Self-Service Functionality			Highlights		Payroll Variance Dashboard: Easily compare payroll differences in one centralized view without the need to pull multiple reports. This streamlined approach saves time, reduces errors, and ensures payroll accuracy.Marketplace Link for Service Provider Users: Service provider users can now explore and access all PrismHR Marketplace integrations in a single convenient location, making it easier to discover and leverage new solutions.Multi-Entity Groups: Link related entities—such as franchise groups or multi-client organizations—under a unified structure. This foundation simplifies data setup and improves long-term efficiency.PTO Auto Enrollment Redesign and Import: Simplify PTO auto-enrollment by including or excluding specific groups, reducing complexity. The new import function minimizes manual setup, saving time and enhancing accuracy.https://player.vimeo.com/video/1059814381?h=fae02a37cfFor more information about these and other Q1 enhancements, watch the preview video and check out the release notes. 					
						
							Employee Portal		Q1 Focus: Data Access, Operational Efficiency, Self-Service Functionality, UI/UX
			Highlights		(Manager Self-Service) Seamless Job Candidate Conversion: Simplify hiring by seamlessly converting job candidates from any applicant tracking system into new hires, eliminating manual data entry and accelerating the onboarding process.(Manager Self-Service) Enhanced Payroll Voucher Insights: Empower worksite managers with deeper payroll visibility by providing drill-down access to employee pay vouchers, including detailed breakdowns of deductions, benefits, and taxes—all within the Portal.Increased Visibility into Total Compensation: Employees can now access a comprehensive view of their total compensation, including retirement details, with the ability to print or download their records in PDF and CSV formats for better record-keeping.Enhanced Tax Form User Experience: Now in beta, the redesigned tax form update process features a guided experience with clear progress indicators and built-in assistance, making tax updates easier than ever.https://player.vimeo.com/video/1059814468?h=c0b4f6c99cFor more information about these and other Q1 enhancements, watch the preview video and check out the release notes.  			Benefits Administration
		Q1 Focus: Operational Efficiency, UI/UX
			Highlights		Semi-Annual Retirement Eligibility Enhancements: Streamline retirement eligibility elections and matching with the new Semi-Annual Retirement Eligibility feature. This enhancement aligns with provider timelines, addressing a top customer request.Retirement Loan Imports in Data Import Tool: Reduce implementation time with the ability to import Retirement Loans directly into the system, making new client and retirement plan set up more efficient.Eligible Benefit Determinant Validations & Import Enhancements: Minimize errors with new validations that ensure determinant values are set before input. A new bulk import feature allows users to assign determinant values across plans, locations, departments, and divisions in a single step, improving accuracy and saving time.Consolidated Benefit Group Maintenance Form: Improve efficiency and transparency with a single form for managing benefit group updates, complete with a full history of changes for better tracking and auditability.Consolidated Benefit Salary Maintenance Form: Gain greater control over benefit salary adjustments with a unified form that now includes an effective date option, a highly requested enhancement that offers more flexibility in managing salary changes.https://player.vimeo.com/video/1059814550?h=cf403bc6edFor more information about these and other Q1 enhancements, watch the preview video and check out the release notes. 					
						
							API		Q1 Focus: Operational Efficiency, Data Access, Performance & Stability
			Highlights		Client Document Upload: Enhance efficiency and flexibility by enabling clients to update documents directly from their own applications, streamlining workflows and reducing manual effort.Benefit Enrollment Status: Improve visibility and control over the benefit enrollment process, allowing you to track and manage enrollment more effectively.Deduction Code Management: Increase flexibility by enabling you to manage deduction codes outside the PrismHR UI, reducing platform dependency and streamlining code handling.Employee HSA Updates: Empower employees with self-service capabilities by allowing direct updates to HSA information, reducing administrative workload and improving data accuracy.Pay Schedule Report: Expand access to pay schedule data, enhancing visibility and providing more comprehensive reporting for improved payroll management.https://player.vimeo.com/video/1059816092?h=59e0799710			Talent Management
		Q1 Focus: Operational Efficiency, UI/UX, Integrations
			Highlights		Custom Screening Questions for Tailored Applications: Enhance your hiring process with customizable screening questions, allowing you to tailor applications to specific roles and unique business needs.Seamless PrismHR Integration for PEOs: Launching in February, our full PrismHR integration streamlines hiring by enabling a seamless candidate hiring experience—making it the only ATS solution built specifically for PEOs.Pre-Built Reports for Instant Hiring Insights: Access key hiring metrics in seconds with six ready-to-use reports, delivering essential candidate and requisition data at your fingertips.Step-Based Job Posting Workflow: A guided, step-by-step job requisition process simplifies job posting, making it more intuitive and efficient for users.Automated Candidate Filtering with Disqualifying Questions: Reduce manual screening time by automatically updating candidate status based on responses to screening questions, accelerating the hiring process.https://player.vimeo.com/video/1059814170?h=d518648f18					
						
						
							ClientSpace		Q1 Focus: Operational Efficiency, Self-Service Functionality, UI/UX
			Highlights		 Benefit Plan Manager: Save time and eliminate manual intervention with the new Benefit Plan Manager. This seamless solution allows Service Providers to present benefit offerings to their clients through a modern portal, enabling real-time adjustments and selections. By integrating directly with ClientSpace via API, this feature reduces errors, accelerates processing, and enhances the overall user experience.UI Refresh: Enjoy a more modern and intuitive experience with the latest ClientSpace UI refresh. This update aligns the platform’s look and feel with the PrismHR product family, delivering a sleek and streamlined interface for improved usability.Employee Certifications and Skills: Increase efficiency and reduce compliance risks with automated notifications for expiring certifications and skills. This feature ensures timely updates for both Service Providers and their WSEs, minimizing gaps and administrative workload while maintaining compliance and workforce readiness.Paid Family Medical Leave (Delaware): Stay ahead of compliance requirements with proactive alerts for Paid Family and Medical Leave (PFML) thresholds in Delaware. This feature notifies Service Providers when their WSE count reaches a critical level, ensuring they can take necessary steps to comply with state regulations and mitigate risk. https://player.vimeo.com/video/1060862319?h=fc3a2f260eFor more information about these and other Q3 enhancements, watch the preview video and check out the release notes.			Compliance		Q1 Focus: Operational Efficiency, Compliance			Highlights		Equal Pay Registration Certificate (EPRC): Simplify compliance with Illinois state regulations. PrismHR now supports the required reporting for businesses applying for and obtaining the Equal Pay Registration Certificate, streamlining the process for eligible organizations.Garnishment Capping Logic: Improve accuracy in handling state tax levies. When employees are paid across multiple payroll batches for the same period, garnishments are now capped at the flat amount per pay period levy, ensuring compliance while preventing over-deductions.Creditor Garnishment Deduction Before State Levy: Gain more flexibility in garnishment processing. You can now adjust the priority order of creditor wage garnishments and state tax levies, ensuring proper deductions when both apply. This update helps maximize garnishment accuracy based on available funds.https://player.vimeo.com/video/1059814265?h=724b6cc4cdFor more information about these and other Q1 enhancements, watch the preview video and check out the release notes. 					
						
							Workforce Management
		Q1 Focus: Operational Efficiency, Employee Experience, UI/UX, Compliance, Integrations
			Highlights		Modernized UI & UX: Experience a refreshed design with updated colors, icons, and enhanced timesheets—delivering a consistent, user-friendly interface across all platforms. Current Workforce Management users will transition smoothly with no disruptions to core workflows.Seamless PTO Sync: Automatically sync PTO balances between PrismHR and Workforce Management, ensuring payroll voucher compliance and allowing employees to request PTO in WFM with accruals tracked in PrismHR. This enhances efficiency for organizations using Scheduling and Time Tracking.Automated Job Costing Sync: Sync job attributes and Job Codes between Workforce Management and PrismHR, streamlining project and job hour tracking while reducing manual configuration efforts.Enhanced Weighted Rate Overtime: Employers managing multiple pay rates in a single workweek can now leverage improved Weighted Rate Overtime functions, ensuring accurate calculations and easier application.https://player.vimeo.com/video/1060621977?h=18dda7a541For more information about these and other Q1 enhancements, watch the preview video and check out the release notes. 					
						
							Final release notes will be available at the time of the release in the Customer Resource Center.					The PrismHR Customer Support Team

### PrismHR Managed Services Landing Page

PrismHR Managed Services
		Optimize efficiency and help reduce risk by relying on our experienced platform specialists and tax consultants.					
						
						
						
				Focus on what you do best. We’ll do the rest.PrismHR Managed Services provides staff augmentation for back-office operations, including comprehensive tax administration and processing. Our seasoned PrismHR platform specialists and tax consultants seamlessly integrate with your team and processes, helping improve efficiency and minimize risk.PRISMHR BACK OFFICE & TAX ADMINISTRATIONAugment Your Staff with Experienced SpecialistsWhen PrismHR specialists run one or more of your back-office functions, you can boost operational efficiency and gain peace of mind.Avoid Costly Tax & Compliance ErrorsHelp reduce risk by relying on our experienced consultants to manage complex tax and reporting requirements.			Optimize Efficiency & Help Reduce Risk
		
 	Tax Administration & Processing
 	Payroll processing
 	Benefit plan setup and administration
 	New client setup and implementation
 	Employee onboarding and benefits enrollment
 	Garnishment setup and processing
 	Mandated government reporting (e.g., new hire reporting)
Our experienced staff can manage everything from tax and payroll processing to setting up benefit plans and open enrollment behind the scenes, so you can spend your time building strong relationships with clients. What better way to grow your business than focusing on what you do best—while we do the rest?			Get Started		Complete the form and we will contact you to schedule a call about PrismHR Managed Services.			
							Powered by an Experienced Team on a Trusted Platform		The PrismHR Managed Services team consists of PEO/ASO industry veterans and experienced professionals using a platform trusted across the industry for decades.																															
						
						
						
						
							Partner with PrismHR to get a Managed Services solution that perfectly fits your needs.										
									Learn More

### PrismLive -  Popup

We Look Forward to Seeing You in Orlando!					June 8-10, 2025					Gaylord Palms Resort | Orlando, FL																																	
				Experience the largest conference for payroll and HR service providers in one of America's most magical cities!								
									Register Now

### Blog Tags - Archive

Explore how PrismHR can help you grow your business and increase client satisfaction.  										
									Explore PEO Solutions
					
														
									Explore HCM Solutions

### spotlight3

PrismHR Employee Spotlight							
						
						
						
						
																																	Senior User Experience Designer							
						
						
							“We are always striving to improve the experience our users have with our software by making it easier to understand and quicker to use. Finding balance between the business problem and user experience is key to achieving that goal.”							
						
						
				https://player.vimeo.com/video/926263216?h=4c4ea1bceeSenior User Experience Designer Al Avery has been with PrismHR for almost 3 years. Al has a diverse background in technology and design and has worked across many different industries.Throughout his career he has strived to find the balance between business needs and the needs of the end user to solve complex problems.What was your background before coming to PrismHR?
I studied graphic design in college and started working with design firms doing web design and development. I enjoy working at the intersection of design and technology – using the best of each discipline to push what is possible in the other. Working across many different industries and their various audiences – from startups to doctors and lawyers, from C-Suite stakeholders to consumers – I found that over the years user experience has become the key to making projects successful – and that’s what brings meaning to my work.
There is usually a business need that starts a project. Key to the success of that project is whether the people using it understand how to use it and whether they feel successful using it. I enjoy finding the balance between those business needs and the people who will be using the products every day.
What interested you in PrismHR User Experience?
I liked the many dimensions of the PrismHR software, the diversity of the platform, and that we are solving challenges in different ways – for the service provider, for the client, and the employee. HR is complicated, challenging, and interesting work and PrismHR is focused on making the software experience the best for the end user and part of that is a commitment to UX.
What is your favorite part of being in UX at PrismHR?
I particularly enjoy the cross team working relationships. We have a highly collaborative team – both in UX and in working with other teams at PrismHR. The outcomes of that collaboration make our work better than any one individual contributor. I also really enjoy our regular design review meetings where we critique current projects. It is challenging work but a lot of fun and rewarding to see the product come to life. It is particularly enjoyable to meet with clients, either in meetings or at events like PrismHR LIVE to discuss ideas and gain feedback.
What projects are you currently working on that you would like to share with our customers?
A big focus has been on dashboards for areas like benefits and process payroll among others. We are currently working on adding more functionality so users can go beyond simply monitoring data where they’ll be able to act on the data they see on the dashboards. The goal is to make the dashboards a hub that makes the application more efficient to use.
We are also planning for the LIVE conference coming up in June. We are looking at ways to expand the discussions and feedback from our customers on our design ideas and demos to gain a deeper understanding of the problems they are facing and how we can help solve those challenges.
Tell us about yourself outside of work
I have been married for 15 years and have a daughter who is 14 and a son, 12-years-old. I enjoy building projects around the house. During the pandemic my wife and I worked with a contractor to redo our kitchen and mudroom. My son and I also built a tree fort in our backyard. As a family, we enjoy going to Cape Cod and Maine to enjoy the beaches. In the winter, you will find us skiing and snowboarding in Maine, New Hampshire, and Vermont. I also enjoy macro photography, drawing, and playing guitar.

### Professional Services

Professional Services
		Whether you’re getting up to speed or looking to go faster, PrismHR Professional Services can help your team work at peak performance and use the platform to its full potential.					
						
						
						
								
									
							PrismHR Managed Services						
					
									
						Optimize efficiency and reduce risk by relying on our experienced platform specialists and tax consultants for tax processing, coverage during staff transitions, or complete back-office support.
Learn More					
								
									
							Report Building Services						
					
									
						Need help creating a report in Report Center? Save time by letting our team of experts do it for you. We can manage report building projects of any size. We can also provide your team with report building training to create reports more easily themselves.					
								
									
							Product Training						
					
									
						Get one-on-one training with a PrismHR subject matter expert to reach your learning goals even faster. Choose from a series of pre-designed courses or contact us to build a personalized plan.
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							Consulting						
					
									
						Get strategic and technical guidance from PrismHR experts on topics such as business best practices, security, and new functionality in quarterly releases.
Learn More					
								
									
							Learning Library						
					
									
						Learning Library subscribers can access more than 225 lessons (300+ hours of on-demand content) that provide your team with the knowledge they need to use the PrismHR platform efficiently.
Learn More					
							Request Professional Services		Complete the form and a member of the PrismHR Professional Services team will contact you.

### Q3Template

Q3 2024 Release		Focus Areas: Payroll, Reporting, Employee Experience					
						
						
						
							Get the full scoop on all the Q3 enhancements!		The Q3 2024 Release is scheduled to be deployed on the following Saturdays: 9/7, 9/14, 9/21. Each quarter we release new features and enhancements across the platform to help you compete, operate efficiently, and expand opportunities to deliver value to your clients.This feature or enhancement was inspired by customer feedback through one of the PrismHR Voice of the Customer programs.			Q3 Release Highlights					PAYROLL & HR: Operational Efficiency		Restartable Payroll: Process payroll faster and more efficiently with this new payroll engine which allows you to restart payroll processing from the error point, rather than the beginning.			EMPLOYEE PORTAL / REPORT CENTER: Operational Efficiency		Enhanced Manager Multi-Company Access: Worksite managers can now view employees across multiple companies in Employee Portal without logging in to separate organizations, increasing efficiency and improving their user experience.			BENEFITS ENROLLMENT: Employee Experience		Spanish Language Support: Employees can now view benefit enrollment plan information and documents in Spanish during the Benefit Enrollment workflow.https://player.vimeo.com/video/1002119053?h=1afa646448WATCH: Top Q3 Release Highlightshttps://player.vimeo.com/video/1006185703?h=46d57b76c3WATCH: Q3 Release Preview and Q&A			Check Out the Full Q3 Update for Each Product:
		Report Center | Payroll & HR | Employee PortalOnboarding & Benefits EnrollmentBenefits Administration | API | Compliance					
						
						
							Report Center
		Q3 Focus: Operational Efficiency, Self-Service Functionality, Data Access, UI/UX			Highlights		Client Override Report: This new report in Report Center enables you to view, filter and sort the Employee Portal menu configuration templates for all your client overrides, saving you time from manually tracking on a client-by-client basis.Bookmark Sharing Capability: Improved data sharing in the new Report Center now allows Explorer users and non-admin users to share bookmarked reports.Custom Report Migration: To ensure a seamless transition to the new Report Center, we have migrated 50k custom report views and distributed access to reports based upon current configuration.New Help Center: Get helpful information at your fingertips in the Report Center’s new Help Center which includes Report Center release documentation, technical support guides, user guides, and Sigma technical documentation.https://player.vimeo.com/video/1000739460?h=4a5a08b603For more information about these and other Q3 enhancements, watch the preview video.			Report Center Resources		Check out guides and webinars to helpyou get started on the new platform.								
									LEARN MORE
					
									Payroll & HR
		Q3 Focus: Operational Efficiency, Self-Service Functionality			Highlights		Restartable Payroll: Process payroll faster and more efficiently with this new payroll engine, which allows you to restart payroll processing from the error point, rather than the beginning.PTO Recalculation: Decrease manual one-by-one PTO error corrections with the ability to perform a one-time adjustment to correct everyone’s PTO register.Automated Payroll Processing Reminders: This highly-voted PrismHR Idea improves efficiency by sending automated reminders to users if they haven’t completed time entry close to the cutoff date. This reduces the need to manually remind clients that payroll is due!New Hire Portal Import: Increase productivity with the ability to import new hires into the portal rather than entering each employee one at a time.https://player.vimeo.com/video/999666107?h=56d203f044For more information about these and other Q3 enhancements, watch the preview video and check out the release notes.					
						
						
							Employee Portal		Q3 Focus: Operational Efficiency, Self-Service Functionality			Highlights		Client Override Report: This new report in Report Center enables you to view, filter and sort the Employee Portal menu configuration templates for all your client overrides, saving you time from manually tracking on a client-by-client basis.Enhanced Manager Multi-Company Access: Worksite managers can now view employees across multiple companies in Employee Portal without logging in to separate organizations, increasing efficiency and improving their user experience.Trusted Advisor Access: Trusted advisors can now access all the companies they manage and fully utilize the Employee Portal, including responsive design, Spanish language support, accessibility features, PTO calendar, and new hire options.Report Center SSO: Worksite managers can now easily access the new Report Center through a single sign-on menu in Employee Portal and quickly run reports they have access to.Termination Approval: The addition of the Termination Approval rounds out worksite manager approval functionality allowing managers to all relevant approval processes.Document Management Guardrails: Reduce frustration and the need for submitting a support case with the prevention of deleting in-use documents.Symmetry Integration Upgrade to new UEX: Improved security, performance and employee experience with the new enhancements to our Symmetry tax form integration by adopting the latest Symmetry API.https://player.vimeo.com/video/1001249016?h=aef17cc353For more information about these and other Q3 enhancements, watch the preview video and check out the release notes.			Onboarding and Benefits Enrollment
		Q3 Focus: Operational Efficiency, Employee Experience, Integrations, UI/UX			Highlights		Spanish Language Support for Benefits Enrollment: Employees can now view benefit enrollment plan information and documents in Spanish during the Benefit Enrollment workflow.Preview Forms in UEX: Enjoy a unified experience with forms in the Form Library now reflecting the UEX pattern for previews, aligning with the UEX workflow experience.ACA Life Event: A new default ACA Life Event Code is available in Life Event Maintenance for employees considered full-time during the ACA Stability Period.Symmetry Integration Upgrade to New UEX: Enhancements to our Symmetry tax form integration include improved security, performance and employee experience. Upgrade to the latest Symmetry API.https://player.vimeo.com/video/999666536?h=e835868049For more information about these and other Q3 enhancements, watch the preview video and check out the release notes.					
						
						
							Benefits Administration
		Q3 Focus: Operational Efficiency, Integrations, UI/UX			Highlights		Client Benefit Plan Defaults Form Redesign: Enjoy a better user experience and increased operational efficiency with the form redesign that now provides more flexibility in creating and defining templates, additional fields and a new user-friendly format.Automatic Active Enrollment: Reduce manual errors and automate active enrollments to be generated at the time of match eligibility for employees with retirement plans offering a safe harbor 2 match.Include/Exclude States for Plan Offerings: Save time by avoiding manual data entry with the option for users to include or exclude states to determine where a plan is offered.Additional Field to Distinguish Initial Benefit and COBRA Benefit Termination: Easily differentiate between initial benefit termination and COBRA benefit terminations with the new field addition.https://player.vimeo.com/video/1000793798?h=60a6a7da5cFor more information about these and other Q3 enhancements, watch the preview video and check out the release notes.			API		Q3 Focus: Operational Efficiency, Data Access, Performance
			Highlights		Flexible Invoice Data Options: As a service provider, you can now provide access to invoice data in your portal or customize how you present the data to your clients.Streamline Internal Processes:Provide systemwide visibility into all outstanding invoices with GeneralLedgerService.getBulk OutstandingInvoices which streamlines invoice management and tracking.Take advantage of our Positive Pay download (SystemService.recreatePositivePay) to recreate the file when necessary, using the API.Manage backup assignments in your own applications with ClientMasterService.setBackup Assignments, where more functionality and data are available.Improved Voucher Performance: Updated logic for collecting payroll and billing vouchers to improve performance.Reprint 1099 Functionality: Added EmployeeService.reprint1099 which allows service providers who have their own portals to provide this functionality to their contract workers.https://player.vimeo.com/video/999666389?h=117f3903edFor more information about these and other Q3 enhancements, watch the preview video and check out the release notes.					
						
						
							Compliance		Q3 Focus: Operational Efficiency, Compliance			Highlights		Improved Employee Garnishment Lookup: Increase operational efficiency and reduce the need to do manual searches by client by using the quick lookup feature to view only garnishments associated with employee records.FLSA Exempt Compensation Report Enhancements: Enhanced report functionality now allows users to input minimum salary amounts and filter by specific state to accommodate varying federal and state minimum salary requirements.Download 1094-C ZIP Files for All Clients: Save time when downloading PDF copies of 1094-C records by creating a ZIP file for all clients at one time.https://player.vimeo.com/video/1000746739?h=afc24f40beFor more information about these and other Q3 enhancements, watch the preview video and check out the release notes.					
						
						
							Final release notes will be available at the time of the release in the Customer Resource Center.					The PrismHR Customer Support Team

### Leadership - Archive

PrismHR Leadership
							
						
						
						
				At PrismHR, we believe that every member of our company is essential in achieving our common goal — delivering superior software solutions and supporting them with expert, timely customer service.To that end, we have assembled a leadership team committed to ensuring we provide the best customer experience possible.			Leadership Team

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### Leadership - Single Template

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Marketplace																												Employment and income verifications.			Get Started Today
		Contact us to learn more about employment and income verifications from Equifax.			
					Automated. Secure. No-Cost Solution.
		Let The Work Number do the work for you.Verifying employment and income is vital for employees when they are applying for loans, lines of credit, and government benefits. This can become very time consuming for you especially in our 24/7 consumer environment. Employees rely on you for on-demand responses to keep their personal lives moving.When the volume of requests increases, mistakes can be made, which puts your company at risk. Handling verification requests also distracts from delivering core HR functions.The Work Number® can do this work for you by automatically responding to verifications securely with speed and efficiency using the payroll data already managed by the PrismHR platform.								
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						https://www.youtube.com/watch?v=gUPrKp1R5Z4																													Safer, More Private, and Faster!
		The Work Number does the work for you, and keeps life moving for employees.Providing verification information 24 hours a day, 7 days a weekOffering globally recognized best practices in security and data managementCredentialing and registering all verifiersRequiring a permissible purpose to access employee informationDelivering the most up-to-date information on employeesReleasing only information that is required on the verificationMaintaining compliance with the Fair Credit Reporting Act (FCRA)Providing employees access to their Employment Data ReportAdditional advantages for employersOrganizations of all shapes and sizes, from small not-for-profit agencies to the largest of corporations, choose Equifax to handle the verifications for their employee population. Not only does the service help relieve administrative burdens and costs, it keeps employees’ information secure and helps to mitigate exposure to unauthorized access. Equifax allows only contracted and credentialed verifiers access to the information. Empower employees to obtain the credit and benefits they need, when they need it.								
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																																			Key Facts
		The Work Number is the nation’s largest commercial source of employment informationTrusted by over 2,900,000 employers from businesses of all sizesExpansive growth to mid- and small-size businessesEmployees consent to the verifications usually at the time of applicationEmployee information remains confidential but is accessible to them upon their requestNetwork of over 65,000 organizations with credentialed verifiers use The Work Number with a permissible purpose per the Fair Credit Reporting Act (FCRA) *Faster decisions by lenders and government agencies equals improved opportunities for credit and benefits for employeesMore than 23% of verifications are completed after business hours or over the weekend ** * Source: 2023 Equifax Data** Source: 2021 Equifax dataThe Work Number® is a registered trademark of Equifax Workforce Solutions LLC, a wholly owned subsidiary of Equifax Inc. Copyright© 2023 Equifax Inc. All Rights Reserved.					
						
						
						
						
							Learn More About The Work Number From Equifax.										
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### Marketplace HRWorkCycles

Marketplace																												Leading Provider of Mobile On-Boarding Technology			Get Started Today
		Fill out the form to learn more about E-Verify Management solutions from HRWorkCycles.			
					E-Verify® Management
		Our E-Verify Management & Compliance solution helps employers maintain compliance with immigration regulations and eliminate paper.E-Verify electronically compares information on the Form I-9 with the Department of Homeland Security and the Social Security Administration to confirm the employee’s eligibility to work in the United States. E-Verify is voluntary for most employers, but required in certain states.								
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							Benefits Of Our E-Verify Solution
																															Next level
of employee
verification
																															Access case
results at
any time																															Most case
results given
within seconds																															Combat document
fraud with
Photo Matching
										
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									Enrolling in E-Verify with HRWorkCycles
							
						
								
									
							Complete MOU access form provided by HRWorkCycles						
					
								
									
							Receive e-mail alert to electronically sign the MOU						
					
								
									
							Receive confirmation of enrollment from HRWorkCycles						
					
						
							The Benefits
																															1. Create a case		Employee information entered into the Form I-9 during the on-boarding process is sent to the HRWorkCycles system via API.The information is sent through E-Verify to compare the data with SSA and DHS.If certain document types are presented by the employee, then Photo Matching and/or Driver’s License verification may occur.																													2. Receive a case result
		SSA and DHS will examine the data and produce one of six possible results.The HRWorkCycles system will guide managers through the verification process to ensure cases are worked correctly.																													3. Close and resolve the case
		Each case must be closed in the HRWorkCycles system, and a manager will choose a resolution option so the E-Verify check is complete.								
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							Get Started with E-Verify Management										
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### Marketplace HRlogics

Marketplace																												Seamless ACA Tracking and Reporting			Get Started Today
		Contact us to learn more about how to streamline your ACA reporting with HRlogics ACA.			
		Eliminate compliance confusion and reduce financial risk with seamless ACA tracking and reporting.HRlogics ACA, formerly SyncStream Solutions, was the first software to help employers tackle the complex landscape of healthcare and employment reporting and compliance and remains the industry leader in expert customer care. Our innovative solution streamlines the process effortlessly with a self-service option, employing advanced technology and a user-friendly interface. HRlogics’ Total ACA solution transcends being only software; it’s your ally in ACA compliance management, offering expert guidance, proactive assistance, and continuous monitoring to minimize IRS penalties by a tenured ACA expert.								
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																																	Dedicated Compliance Expert
		Your company will be assigned a Total ACA Compliance Manager to guide you through compliance education, solution performance, and the year-end filing process.																													Integrated Payroll Data		HRlogics ACA is seamlessly integrated with PrismHR, allowing for efficient, error-free reporting processes and streamlined operations.																													Accurate Monthly Monitoring		Monthly Reports notify you of necessary offers of coverage, helping you stay up-to-date and in compliance.																													Filing & Forms Distribution		Our experts will guide you through the year-end process of printing and mailing 1095 forms and E-Filing 1094/1095 forms to the IRS.																													Real-Time Penalty Risk Identification		Our experts will alert you to coverage needs and cost calculations to minimize IRS penalties.																													Accumulate Employer Tracking		Track your employees using the payroll data for the monthly or look-back measurement methods.								
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				HRlogics ACA Solution Includes:Total ACA’s team of Compliance Experts guides you from onboarding through the year-end process of printing and mailing 1095 forms and E-Filing 1094/1095 forms to the IRS.Total ACA includes tracking and reporting of variable hour employee tracking, managing plan information and enrollment data, and populating codes.																															
						
						
						
						
							Increase Compliance. Meet Deadlines. Reduce Risk.										
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### Marketplace - Archive

PrismHR Marketplace		Deliver deeper capabilities to your clients by adding even more services to your offerings, boosting your client value and stickiness. The PrismHR Marketplace provides access to pre-integrated, validated connections from leading HR application providers. The Marketplace includes solutions and service offerings for applicant tracking, consulting and more. Super charge your PrismHR with these add-on capabilities for every need.					
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							Expand Your Offerings with the PrismHR Marketplace		Deliver deeper capabilities to your clients by adding premium services that boost value and retention. Access pre-integrated, validated solutions from top HR providers—including applicant tracking, consulting and more. Supercharge your PrismHR platform today!								
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### Marketplace ClearCo 2

Marketplace																												A Performance Management System that increases employee participation and saves HR time.			Get Started Today
		Learn more about performance management from ClearCompany.			
					Improve Performance Management Strategies
		ClearCompany Performance Management and Goals Suite helps organizations conduct better reviews, increase feedback, and simplify review cycle management with an employee-first approach. Our platform, best practices, and review templates shift the focus of formal reviews from evaluation and ranking to employee growth and potential. This module saves time and sets the stage for productive performance conversations.								
									Learn More
					
							Simplify review cycle management and save time		Easily customize review cycle workflows, questions, formats, scales, and participant communications to Support unique roles, or expedite review creation by starting with one of ClearCompany’s pre-built templates.Annual ReviewsSemi-Annual ReviewsQuarterly Check-Ins360 ReviewsNew Hire ReviewsGoals and Role-Based ReviewsUtilize digital cycle administration tools to launch and manage review cycles, track cycle progress, increase employee participation, and save HR time. 																																																							Drive engagement and focus with goal planning tools		Increase employee and manager alignment on key priorities, goals, and success metrics. Show employees how their goals and contributions support company success.Our goal-planning tools improve employee and manager collaboration, feedback, and trust with performance management tools that encourages frequent communication and touchpoints on progress toward goals.			Understand employee performance with robust analytics		Easily analyze performance data by review cycle, average scores, manager, role, department or employee. ClearCompany performance management software identifies top performers and tracks performance trends with robust pre-built reports and interactive drill-down capabilities.OUR COMPLETE SUITE OF PRE-BUILT REPORTS INCLUDES:Cycle ProgressEmployee Goal Use & ProgressGoal AlignmentEmployee Score TrendsManager Scoring360-Degree Reviews Cycle Progress9-Box Reporting 																													World-Class Service and Support
		Accelerate time to value with best-in-class implementation, account management, training, and support.																													Onboarding and Training
		Receive a personalized project plan to onboard your organization to ClearCompany and dedicated training to support your sales goals.																													Dedicated Partner Manager
		Receive strategic support from a dedicated Channel Engagement Manager to maximize efficiency, learn about new features, and help build your pipeline.																													Partner Customer Success Manager
		Our Partner Customer Success Manager offers an elevated level of service and support to our partners for problem-solving, best practices, and overall partner success.																													Partner Marketing Support
		Partner Marketing Support provides co-branded marketing materials and tailored content such as sell sheets, email templates, joint webinars, and social copy to engage your target audience.								
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							Learn more about performance management from ClearCompany.
										
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### Equifax Marketplace Selector

Marketplace																												Choose a solution below:																															
									
							Employment and Income Verification						
					
									
						The Work Number® from Equifax provides employment and income verifications with an automated, secure, no-cost solution.					
												
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							Unemployment Cost Management						
					
									
						Let Equifax tailor an Unemployment Cost Management program that helps support your size and needs.					
												
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### Marketplace

Marketplace																												Lorem ipsum dolor sit amet, consectetuer adipiscing elit, sed diam nonummy nibh.			Get Started Today
		Contact us today and offer ZayZoon in one hour or less!			
					The easiest, most effective way to offer on-demand pay, employee perks, and financial education.
		PrismHR has a fully automated integration setup with ZayZoon.With ZayZoon, payday finally comes with the push of a button. It’s free for employers and takes only 45 minutes to implement. Employees can use ZayZoon to get paid whenever, however. The platform also offers educational resources and tools to help workers break the paycheck-to-paycheck cycle. 89% of employees who use ZayZoon report less financial stress and employers who offer ZayZoon boast a 29% reduction in turnover.Activate ZayZoon today in 45 minutes or less!								
									Learn More
					
																																					
						
								
									
							Attract Applicants						
					
									
						With Earned Wage Access, you’ll attract 2x more applicants than your competitors.					
								
									
							Retain Employees						
					
									
						Businesses experience up to a 29% reduction in turnover thanks to Earned Wage Access.					
								
									
							Save Money						
					
									
						Tired of processing payroll advances? On-demand pay is free, and we handle everything for you.					
						
							The Benefits
					No Change to YourPayroll Process
		Getting up and running with ZayZoon requires no changes to your existing payroll processes. No Time & Attendance data required.			Activate in45 Minutes		Activate across entire worksite population in 45 minutes with an attractive tile in the Prism ESS.			Security YouCan Trust		We provide a safe and trustworthy place for your data and have the SOC 2 Type II certification to prove it.			Zero Cost to AddThis Benefit
		ZayZoon doesn’t cost you a cent. We take on all the risk, so you can relax and take all the credit.								
									Get Started
					
						
						
							Earned Wage Access
		Employees want to control when they get paid and how. With ZayZoon Earned Wage Access (EWA), you can offer on-demand pay instantly at no extra cost. When payday is any day, employers are happier, more productive and likelier to stick around.			Financial Wellness
		When employees are financially unwell, they’re less productive and engaged – which impacts your bottom line. 89% of customers say ZayZoon Financial Wellness improves their financial health with educational courses, smart insights and customized alerts that help them avoid minimum balance and overdraft fees.			Perks		We analyzed millions of interactions on the ZayZoon app to find out your employees’ biggest savings needs. Then, we built Perks to help them start saving. Whether it’s putting food on the table or gas in the tank, Perks gives your team more impact for their money on the things they actually need.					
						
						
							Did You Know?
							
								
									
						500,000 worksite employees under PrismHR already have access to ZayZoon					
								
									
						100% of employees can use ZayZoon. No time data required. No card required. 1099s ok too!					
								
									
						30% of employees will access ZayZoon
					
								
									
						4X increased employee uptake in ESS portals for ZayZoon partners					
							Case Study
		Jorge Giraldo from Senior Helpers in Polk County, Florida has been offering Wages On-Demand by ZayZoon for years now as a tool to retain and recruit talent in the ever-growing Healthcare industry.Hear his experience working with ZayZoon as he grew his team by giving his employees the proper tools to put themselves in better financial situations and to help them avoid financial uncertainty.https://www.youtube.com/watch?v=4Ft2KpbaG3Q					
						
						
						
						
							Contact us today and offer ZayZoon in one hour or less!
										
									Get Started Today

### Zayzoon Template

Marketplace																												Lorem ipsum dolor sit amet, consectetuer adipiscing elit, sed diam nonummy nibh.			Get Started Today
		Contact us today and offer ZayZoon in one hour or less!			
					The easiest, most effective way to offer on-demand pay, employee perks, and financial education.
		PrismHR has a fully automated integration setup with ZayZoon.With ZayZoon, payday finally comes with the push of a button. It’s free for employers and takes only 45 minutes to implement. Employees can use ZayZoon to get paid whenever, however. The platform also offers educational resources and tools to help workers break the paycheck-to-paycheck cycle. 89% of employees who use ZayZoon report less financial stress and employers who offer ZayZoon boast a 29% reduction in turnover.Activate ZayZoon today in 45 minutes or less!								
									Learn More
					
																																					
						
								
									
							Attract Applicants						
					
									
						With Earned Wage Access, you’ll attract 2x more applicants than your competitors.					
								
									
							Retain Employees						
					
									
						Businesses experience up to a 29% reduction in turnover thanks to Earned Wage Access.					
								
									
							Save Money						
					
									
						Tired of processing payroll advances? On-demand pay is free, and we handle everything for you.					
						
							The Benefits
					No Change to YourPayroll Process
		Getting up and running with ZayZoon requires no changes to your existing payroll processes. No Time & Attendance data required.			Activate in45 Minutes		Activate across entire worksite population in 45 minutes with an attractive tile in the Prism ESS.			Security YouCan Trust		We provide a safe and trustworthy place for your data and have the SOC 2 Type II certification to prove it.			Zero Cost to AddThis Benefit
		ZayZoon doesn’t cost you a cent. We take on all the risk, so you can relax and take all the credit.								
									Get Started
					
						
						
							Earned Wage Access
		Employees want to control when they get paid and how. With ZayZoon Earned Wage Access (EWA), you can offer on-demand pay instantly at no extra cost. When payday is any day, employers are happier, more productive and likelier to stick around.			Financial Wellness
		When employees are financially unwell, they’re less productive and engaged – which impacts your bottom line. 89% of customers say ZayZoon Financial Wellness improves their financial health with educational courses, smart insights and customized alerts that help them avoid minimum balance and overdraft fees.			Perks		We analyzed millions of interactions on the ZayZoon app to find out your employees’ biggest savings needs. Then, we built Perks to help them start saving. Whether it’s putting food on the table or gas in the tank, Perks gives your team more impact for their money on the things they actually need.					
						
						
							Did You Know?
							
								
									
						500,000 worksite employees under PrismHR already have access to ZayZoon					
								
									
						100% of employees can use ZayZoon. No time data required. No card required. 1099s ok too!					
								
									
						30% of employees will access ZayZoon
					
								
									
						4X increased employee uptake in ESS portals for ZayZoon partners					
							Case Study
		Jorge Giraldo from Senior Helpers in Polk County, Florida has been offering Wages On-Demand by ZayZoon for years now as a tool to retain and recruit talent in the ever-growing Healthcare industry.Hear his experience working with ZayZoon as he grew his team by giving his employees the proper tools to put themselves in better financial situations and to help them avoid financial uncertainty.https://www.youtube.com/watch?v=4Ft2KpbaG3Q					
						
						
						
						
							Contact us today and offer ZayZoon in one hour or less!
										
									Get Started Today

### Marketplace Hero Section Template

Marketplace																												Lorem ipsum dolor sit amet, consectetuer adipiscing elit, sed diam nonummy nibh.			Get Started Today
		Contact us today and offer ZayZoon in one hour or less!

### Resources - Section

Resources																															White Paper					PrismHR UEX: It’s Something You Have to ‘Experience’		PrismHR has changed the game for HR outsourcers and their clients by creating a new Unified Employee Experience. Learn how the intuitive UEX can help you and your clients.Download White Paper																													White Paper 					25 Payroll & HR Legal Developments to Watch in 2025 		We’ve compiled a list of 25 payroll and HR-related legal developments to look out for in 2025. Find out what should be on your radar in this white paper.Download White Paper																													Buyer’s Guide 					HRO Technology Guide		The right technology can streamline operations, enhance efficiency and provide a competitive edge. Learn how to choose the best solution for you—and your clients.Download Buyer’s Guide 

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Resources																															Whitepaper					Title		Lorem ipsum dolor sit amet, consectetuer adipiscing elit, sed diam nonummy nibh euismod tincidunt ut laoreet dolore magna aliquam.Download Whitepaper																													Blog					Title		Lorem ipsum dolor sit amet, consectetuer adipiscing elit, sed diam nonummy nibh euismod tincidunt ut laoreet dolore magna aliquam.Read the blog																													Article					Title		Lorem ipsum dolor sit amet, consectetuer adipiscing elit, sed diam nonummy nibh euismod tincidunt ut laoreet dolore magna aliquam.Read the article

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### Hero Angle

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PrismHR Payroll & HR Administration		Empower your team with software that scales effortlessly, reduces labor costs and delivers exceptional client service.

### HCM Modules - Template

Click on one of the HCM enhanced module solutions below for more detail.																															PEOTechnology																															HCMTechnology																															WorkforceManagement																															TaxManagement																															ApplicantTracking																															PerformanceManagement																															E-Verify																															ClientSpace																															API																															EDI

### Prism Triangle Graphic

CORE PLATFORM					PAYROLL ADMINISTRATION					REPORTING					HR ADMINISTRATION					TIME & LABOR					ONBOARDING					BENEFITS ADMINISTRATION					BENEFITS ENROLLMENT					ACA COMPLIANCE & REPORTING					TRAINING SUBSCRIPTION					MOBILE APP					ENHANCED MODULES					ADVANCED TIME					ADVANCED SCHEDULING					TAX MANAGEMENT					APPLICANT TRACKING					Performance Management					E-VERIFY					ClientSpace					API					EDI					MARKETPLACE

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Our new support login location can be found below.					
						
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									Empower your PEO with an end-to-end HR platform designed for efficiency, growth and client satisfaction. Explore how you can streamline payroll, benefits and workforce management while delivering a seamless experience for your clients and their employees.								
										
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## Leadership

### Tracy Anderson

As vice president of Customer Success, Tracy leads the Customer Success team by leveraging her experience in customer engagement, enterprise growth and cross-functional leadership. With a proven track record of building high-performing teams and driving customer-centric strategies, Tracy is passionate about delivering exceptional value, desired business outcomes and long-term success for clients.  



Prior to joining PrismHR, Tracy held leadership positions in Customer Success and Operations at companies such as iSolved and ADP, where she consistently drove improvements in retention, expansion and customer satisfaction. Tracy holds an M.S. in Eastern Medicine from Northern Arizona University and a BSE in Chemistry from Arizona State University. 

### Venessa Wilson

As Vice President, Strategic Partnerships and Client Growth, Venessa's team is responsible for growing PrismHR's partner network and bringing value-add solutions to market that will enable our clients to grow and drive results. The team's goal is to drive strategic conversations centered around growth, value and efficiency and align PrismHR solutions that can support clients' initiatives, focusing on go to market strategy, execution and channel enablement.



Prior to joining PrismHR in 2017, Venessa's career spanned a range of sales and sales enablement roles at organizations such as ADP and Trinet, with an emphasis on driving revenue and growth. Venessa holds an MBA from Kennesaw State University and a BS in Journalism from the University of Miami.

### Thuy Hill

Thuy Hill leads the Financial, Planning & Analysis team focused on short and long term financial planning for PrismHR. Her duties include forecasting, financial modeling, strategy planning, reporting and other financial analyses.



Prior to joining PrismHR in 2019, Thuy’s career has spanned a range of financial roles at companies including PTC, Forrest Research, One Communications, BigBand Networks, and Brodeur Partners. Thuy holds a BA, International Affairs in Economics from the University of Maine, Orono.

### Scott Cormier

Scott Cormier joined PrismHR in 2016 and is currently the Vice-President of Product Management. Scott brings over 20 years of product management best practice experience and a customer-driven focus to improve and enhance PrismHR’s leading HR software platform.



Prior to joining PrismHR, he’s held a range of product marketing and management roles at companies including Accruent, VFA and Softrax. Scott received a BS in Marketing from the University of Massachusetts.

### Lee Moreau

Lee Moreau serves as senior vice president of services, where he leads strategic initiatives to enhance operational efficiency, client satisfaction and service delivery across the organization. With a strong background in human resources, technology and business operations, Lee brings a results-driven approach to leadership, fostering innovation and collaboration across teams using data, technology and empathy. 



Lee has been in the Professional Employer Organization (PEO) industry since 2007, serving as an information technology director as well as operations manager overseeing all operational areas of a PEO business. Since joining PrismHR in 2016, Lee has held positions of practice lead, technical support manager, director of customer support and vice president of support and services prior to his current role as senior vice president.  Lee also serves as vice president of the board on a local nonprofit electronics recycling agency, Capital Area Corporate Recycling Council in Baton Rouge, Louisiana. 

### Melissa Eversole

Melissa Eversole is PrismHR's senior vice president of services at PrismHR, where she leads a dynamic team dedicated to enhancing client satisfaction and driving long-term value for HR service providers. Since joining PrismHR in 2019 as an application support specialist, Melissa has steadily advanced through the ranks—first as a Customer Success Manager and then moving up to senior director of Customer Success before moving to the services team. Her journey reflects a deep commitment to customer advocacy, operational excellence and strategic growth within the HR outsource space. 



Melissa’s leadership style is marked by empathy, responsiveness and a tireless work ethic. She is widely recognized by colleagues and clients alike for her ability to build strong relationships and deliver impactful solutions. With a background in business studies from Miami University Hamilton and early experience in accounting, Melissa brings both analytical rigor and a people-first approach to her work. Outside of the office, she’s a devoted mother of five who balances her professional responsibilities with an active family life. 

### Aleksandra Boruk

As the Senior Vice President of Customer Success and Client Growth, Aleks leads the strategy for the Customer Success Managers in efforts to drive strategic business conversations centered around growth, value and efficiency to help identify where PrismHR can help align and support client’s initiatives. In addition to the Customer Success team, Aleks leads the Customer Growth and Partnerships team on market strategy and execution, communications, demand generation and sales/channel enablement.



Prior to joining PrismHR in 2025, Aleks’ career has spanned a range of Customer Success and Account Management leadership roles at HCM companies including isolved, Jobvite (now Employ) and Dayforce with an emphasis on promoting more proactive and strategic business conversions leading to stronger and longer partnerships. Aleks has an extensive Human Resources background supporting national and multinational businesses across multiple industries. Aleks holds a MS in Human Resources Development from Drexel University and a BS in Business Administration from California State University, Sacramento. Aleks’ also holds and maintains several professional HR certifications including a SHRM-CP, PHR, CCP, and GRP.

### Eric Carlson

Eric Carlson is PrismHR’s senior vice president of shared technology. He was previously the founder and CEO of AgileHR, a talent management platform acquired by PrismHR in 2019. Eric has been in the HCM software space for over 20 years as an engineer and product leader, working primarily with Employee Compensation and Talent Management systems, and is currently leading the PrismHR shared technology and PrismHCM engineering and product teams. Eric holds an M.S. in Management Information Systems.

### Lonnie Colman

Lonnie heads PrismHR’s technology functions, leading Infrastructure Operations, our compliance program and our product delivery engine (inclusive of Engineering, Architecture, Quality, Documentation and our Program Management Office).



He applies more than 25 years of progressive experience optimizing and scaling world class engineering, quality, hosting and technical program management teams, delivering with predictability and leveraging current industry best practices.



Prior to joining PrismHR, Lonnie scaled and matured eCopy’s software quality discipline (prior to its sale to Nuance Communications), and later VFA’s quality engineering, software release and SaaS operations functions (prior to its sale to Accruent). Earlier in his career, Lonnie led engineering and QA teams at Akamai, Progress Software and several successful Boston area startups. He holds a BS in Electrical Engineering from Rensselaer Polytechnic Institute.

### Andy Benner

Andy Benner is PrismHR’s chief technology officer, and is focused on the technological direction of the various PrismHR Software as a Service (SaaS) platforms and exploring Mergers & Acquisitions (M&A) opportunities for the company.



Andy has more than 30 years of experience in system and software engineering supporting various commercial and U.S. government organizations. He has served as the chief operating officer at CarveOS, a technology company focusing on corporate carveouts and divestitures; CTO of SmartBen, a Benefits Administration SaaS; senior vice president of technology for Hodges & Mace and Alight Solutions, which are HR technology companies; and as a staff engineer for Raytheon Technologies where he focused on the design of secure voice communication systems for the U.S. Defense Department, US State Department and various U.S. intelligence agencies.



Andy holds a B.S. in Electrical Engineering from Iowa State University.

### Adam Van Beek

Adam joined PrismHR in 2011, and currently serves as the Chief Innovation Officer.



Prior to joining the PrismHR team, Adam spent ten years at IBM in the field architecting and implementing large scale data integration and data quality projects. He has extensive experience in data integration, data quality, metadata management and data governance across many verticals. Prior to IBM, he spent four years performing advance technical support and consulting for customers around the world. Adam holds a B.S. in Business Information Systems from the University of Massachusetts.

### Dwayne Smith

Dwayne Smith is PrismHR’s chief information security officer (CISO). A native of Kentucky, Dwayne possesses more than 20 years of experience supporting commercial, defense and intelligence organizations. His writing on cybersecurity has appeared in PEO Insider and other publications, and he is a sought-after expert on the subject.



Dwayne attended Berea College and the University of Maryland. Prior to completing his degree, Dwayne enlisted in the U.S. Navy and completed the Navy Nuclear Power Program. Dwayne transitioned to the communication and cybersecurity fields where he made multiple contributions to the operations of various U.S. Government cyber organizations and The Comprehensive National Cybersecurity Initiative. He has also supported cybersecurity programs for large organizations such as AT&T, Northrop Grumman and Cummins Inc. Additionally, Dwayne is an advisory board member of the Cyber Security Hall of Fame and provides guidance through collaboration with various boards.

### Rick Torrence

Rick is a seasoned executive with over 35 years of experience in the payroll and HCM solution provider industry. Before joining PrismHR in August 2023, he held key roles at ADP, UKG, and isolved, where he drove significant revenue growth and led successful business development efforts. Rick’s career highlights include founding a successful payroll service bureau and serving as VP of Sales at Ultimate Software (UKG), where he expanded operations across the Midwest.



At PrismHR, Rick focuses on expanding the company’s footprint in the HCM market. His strategic leadership and deep industry knowledge continue to drive PrismHR’s growth trajectory, building on his proven track record of delivering results and fostering partnerships within the industry.

### Michael DeLessio

Michael DeLessio joined PrismHR in 2013. In his role as Chief of Staff, Mike is responsible for the coordination and orchestration of key operational initiatives within PrismHR. Mike’s focus is in ensuring the alignment and accountability around those initiatives that span multiple divisions and functions within PrismHR.



Prior to PrismHR, Mike had more than 15 years of experience in professional services and customer support both in the US and on an international scale. Mike led and grew the Professional Services teams at MicroStrategy and Bullhorn software. Prior to Bullhorn, Mike was based in London for 10 years leading Professional Services for KANA Software. Mike graduated cum laude with a BS from Bentley University.

### Kevin Andrews

Kevin Andrews is a seasoned entrepreneur who brings a new dimension to PrismHR with his experience starting, managing, and scaling product technology organizations.



Kevin has spent 20+ years building HR technology solutions for some of the biggest brands in the industry. He was the co-founder and President/CEO of SmartBen, which was acquired by Hodges-Mace in 2014.



Kevin then took the lead as President and CTO of Hodges-Mace until 2019 when it was acquired by Alight Solutions. Kevin became CTO-Benefits and was responsible for Alight’s client-facing software solutions in the Health and Wealth space, which services 30 million participants representing 70% of the Fortune 100 and 50% of the Fortune 500 businesses.



As PrismHR continues to grow, Kevin will help us modernize and bring our product and team to the next level with delivery and service.


## Marketplace

### Nayya

Marketplace																												Personalized, AI-powered Benefits Guidance for Confident Choices			Get Started Today
		Contact us today!			
					Simplify Benefits. Empower Employees.
All Embedded Within PrismHR.		Choosing benefits is a very important financial and health focused decision an employee makes during the year, yet many face it with anxiety and confusion. Nayya transforms this experience, providing personalized, compassionate guidance to help each employee confidently select the right plans for their personal health and financial wellbeing.For PEOs in the PrismHR Marketplace, offering Nayya means delivering a benefit that fosters genuine care for very important decisions related to an employee's health and wealth. You empower your clients to support their teams more effectively, enhancing the human value of their benefits program - all without changing your tools or adding to your workload. Help your clients build a culture of wellbeing and become their most trusted partner.																													Product & Service Benefits							
						
									
							More Value for Employees						
					
									
						Give employees the intelligence that empowers them to take the best actions for their health and wealth leading to a happier, more productive workforce.					
									
							Streamline HR Operations						
					
									
						Free HR teams from answering repetitive benefits questions, allowing them to refocus on strategic priorities that drive business forward.
					
									
							Meet Employees Where They Are						
					
									
						Empower your client’s workforce at key moments through our seamless integration with their Benefits Administration platform, delivering support when it matters most.					
						
							Features																
															
																AI-Driven Recommendation Engine		This core engine utilizes artificial intelligence and machine learning algorithms to analyze an employee's provided personal, financial, and health data. It then processes this information against available benefit plan options to generate and rank personalized suggestions best suited to the individual's profile.														
															
																Interactive Plan Comparison Dashboard		A user-friendly interface that allows employees to select multiple benefit plans (e.g., medical, dental, vision) and view them side-by-side. The dashboard clearly presents key differentiators such as premium costs, deductibles, co-pays, out-of-pocket maximums, and network access for direct comparison.														
															
																Personalized
Cost Modeler		An integrated tool that projects potential out-of-pocket expenses related to healthcare services under different benefit plans. It also illustrates the direct financial impact of plan premiums, based on user selections and provided information on anticipated healthcare needs, helping to clarify the overall financial considerations of chosen benefits.								
									Get Started

### Headversity

Marketplace																												Preventative mental health and resilience training 			Get Started Today
		We Want to Serve You			
					Employee mental wellbeing training and support that drives resilience, engagement, and measurable results.		Differentiate your benefits offering with a proactive mental health solution. Headversity helps shift from crisis response to prevention by empowering employees to care for their wellbeing every day.Here’s how it works:Provide employees at all levels with foundational training aligned to leading wellbeing standardsUnlike traditional mental health modules, continuous learning reduces burnout long-termIndividual and group experiences strengthen culture and performance across team.																															
							Headversity Benefits		Add scalable training that supports retention and compliance.					
						
						
																																	Reduce Risk		Prevent absenteeism, burnout, and costly harassment or mental health claims.																													Boost Performance		Help employees and leaders build measurable skills in respect, stress management, and resilience.																													Retain Talent		Ensure employees feel supported with training that strengthens workplace culture and loyalty.																													Stay Compliant 		Offer training that meets U.S. Surgeon General and ISO-45003 standards.					
						
						
																																	Engagement That Lasts		Personalized experiences, progress streaks, and shareable badges make development sticky and visible. The result? Employees and teams stay invested in creating healthy habits.																													Effortless Rollout		Launch co-branded, turnkey training that fits any client environment and grows easily with in-person, remote, or hybrid teams.																													Measurable Impact		View progress and prove value with standards-aligned assessments and admin dashboards. Track wellbeing trends and emerging risks with actionable insights.					
							Did You Know?							
						
						
																														$2.83 return for every dollar invested in mental health programs with microlearning																										96% of employees are motivated to take positive action after Headversity training																										58% more leaders feel confident addressing team mental health challenges																										95% of employees don’t need therapy or crisis support—they need proactive, daily skills					
						
						
						
						
							Contact us to start building more resilient workplaces with Headversity.										
									Get Started Today

### Select Merchant Services

Marketplace																												Payment Solutions Tailored to Your Business			Get Started Today
		Ready to take your business to the next level?			
		At Select Merchant Services, we understand that every business has unique needs when it comes to payment processing. That’s why we offer a full suite of payment solutions designed to fit your business model, improve efficiency and enhance customer experience.					
							
													
										Credit Card & Mobile Payments: Secure, seamless credit card processing and mobile payment solutions for in-store, online, or on-the-go transactions.
									
								
													
										Advanced Payment Technologies: Protect your business with EMV chip security and provide fast, contactless NFC payments.
									
								
													
										E-commerce & Payment Gateways: Robust, encrypted gateways that integrate smoothly with your website and accept all major payment types.
									
								
													
										Point of Sale Systems & Integrations: Tailored POS and mobile solutions simplify checkout and inventory management while seamlessly integrating with your accounting and CRM systems.
									
								
													
										Gift Cards & Loyalty Programs: Boost repeat business with easy-to-manage branded gift cards and rewards programs.
									
								
													
										ACH & Check Processing: Simplify payments with fast ACH transfers and electronic check processing.
									
								
													
										High-Risk & Non-Profit Solutions: Specialized payment options tailored for high-risk industries and non-profits, including secure donation processing.
									
						
																																			
						
							Why Choose Select Merchant Services?
							
								
									
							Flexible Solutions						
					
									
						Our customizable services are designed to grow with your business, ensuring you have the tools to accept payments across any platform.					
								
									
							Secure Processing						
					
									
						We prioritize security, ensuring that every transaction is encrypted and protected against fraud.					
								
									
							Expert Support						
					
									
						With 24/7 support, our team is always available to help you troubleshoot issues or optimize your payment processing.					
						
							Why Choose Select Merchant Services?
																															Competitive Rates		We offer transparent pricing with no hidden fees, ensuring you get the best value for your payment processing needs.																													Fast Approvals		Get approved quickly and start processing payments with minimal delay.																													Secure Transactions		Our advanced security protocols ensure your transactions are protected, safeguarding both you and your customers.																													24/7 Support		Our dedicated team is available around the clock to assist with any questions or technical issues you might encounter.																													Comprehensive Solutions		Whether you need in-store, mobile, or online payment solutions, Select Merchant Services has the tools you need to grow your business.																													Flexible Solutions		Our customizable services are designed to grow with your business, ensuring you have the tools to accept payments across any platform.								
									Get Started
					
							Tailored Solutions for Every Industry
		No matter what industry you’re in, Select Merchant Services has the expertise to tailor a payment processing solution that fits your unique needs. From retail to hospitality, e-commerce to professional services, our flexible solutions ensure seamless integration and optimal performance.								
									Learn More
					
									Start Accepting Payments with Ease
		From the latest point-of-sale systems to mobile payments, we offer a variety of platforms that make it easy to accept payments. With Select Merchant Services, your business will stay ahead of the curve, offering your customers the convenience they expect with every transaction.								
									Learn More
					
						
						
						
						
							Partner with Select Merchant Services and experience the difference that fast, secure, and cost-effective payment processing can make.										
									Get Started Today

### PrismHR Time & Labor

Marketplace																												Efficient Time Solution Integrated with Payroll, Benefits, & HR			Get Started Today
		Contact us to learn how PrismHR Time and Labor can help grow your business.			
		PrismHR Time and Labor, powered by TCP’s TimeClock Plus software, helps HROs and their worksite clients and employees track time and labor quickly and easily from time clocks, the web, and mobile devices. Integrated with PrismHR Payroll, Benefits & HR, PrismHR Time and Labor software replaces manual time sheets and automates the time setup and tracking process.																															
							Save Time and Money and Reduce Risk
		Time data flows seamlessly between PrismHR Payroll, Benefits & HR and Time & Labor. This makes it easy for your team to set up and manage clients, eliminate (or reduce) manual processing, data entry and related issues, saving your team countless hours and errors so they can focus on other processes.This lowers your operating costs, increases your accuracy, and ultimately decreases your risk.			Offer More Value to Your PEO Clients
		PrismHR Time & Labor software provides a comprehensive offering of time tracking solutions, from web input and mobile apps to a complete range of clocks including card swipe, fingerprint scanning and more.This means exceptional value for your prospects, and it also helps you to retain existing clients.			Work Faster with a Unified Solution
		With a fully integrated solution, you work within one system where you never have to manage different user names or passwords or worry about logging into multiple systems.The same is true for your client managers, so they can run payroll reports and then review time sheets. Worksite employees view paystubs and submit time sheets all from one connected system.			Simplify PTO and Leave Processing
		Worksite employees submit and track PTO and leave within PrismHR Time & Labor, tying directly into Payroll. This makes it easier than ever to track and process leave and ensure employees are paid accurately and on time. 					
						
						
						
						
							Streamline Time Tracking and Processing with PrismHR Time & Labor
										
									Get Started Today

### Ethena

Marketplace																												Modern compliance training that’s engaging, effective, and easy to administer.			Get Started Today
		Contact us to learn how Ethena helps PEOs offer proactive, effective, and modern compliance training that meets the moment.			
					Support Your Clients. Reduce Risk. Deliver Compliance Training That Works.
		Ethena empowers PEOs to proactively offer modern compliance training that helps their clients reduce liability, meet legal requirements, and build better workplaces.150+ state-compliant courses on topics like Harassment Prevention, Workplace Violence Prevention, Workplace Safety, and moreEngaging, mobile-friendly courses designed to increase completion ratesFully integrated with PrismHR for simple training delivery and managementhttps://player.vimeo.com/video/1046513480?badge=0&autopause=0&player_id=0&app_id=58479					
							Why Leading PEOs Choose Ethena
		Compliance training isn’t just a legal requirement — it’s a smart business decision. Ethena helps PEOs offer a meaningful training solution their clients expect.			93% ApprovalRating		Learners give Ethena courses top marks			CourseCertificates		Provide proof of employee training completion for audits			Smart TrainingCampaigns		Automatically assign the right training to the right employee at the right time			PolicyManagement		Host policies alongside training to keep them top of mind for employees			Kiosk andClassroom Modes		Live training delivery options for frontline workers			AutomatedReminders		Pre-schedule reminders to increase completion rates			FullyAccessible		Ethena courses meet WCAG 2.1 A & AA accessibility standards			TranslationsAvailable		Courses are available in English, Spanish and 100+ other languages								
									Get Started
					
							Confident Compliance, Without the Guesswork
		Deliver training with confidence. Ethena courses are built in collaboration with leading legal experts and reviewed regularly to reflect evolving laws and regulations — so your clients can rest assured they’re meeting compliance obligations across all applicable jurisdictions.Developed and reviewed by top compliance attorneysFrequently updated to reflect regulatory changesMeets federal, state, and local training requirements																													A Training Experience Employees Appreciate		Ethena’s courses are designed to engage — and it shows. With a 93% learner approval rating, your clients get a training program their employees will actually complete (and maybe even enjoy).Mixed media format: video, audio, illustrations, and textReal-world takeaways learners can apply immediatelyCourses that are modern, respectful, and easy to absorb					
						
						
						
						
							Make compliance training your competitive advantage with Ethena
										
									Get Started Today

### SyncStream

Marketplace																												Proactive ACA Compliance. Hands-On Support.			Get Started Today
		Contact us to learn more about how our knowledgeable experts can lighten your load, ease your mind, and guide you to compliance success.			
					Increase Compliance. Meet Deadlines. Reduce Risk.		SyncStream’s team of experts guide you from onboarding through the year-end process of printing and mailing 1095 forms and E-Filing 1094/1095 forms to the IRS. Total ACA includes tracking and reporting of variable hour employee tracking, managing plan information and enrollment data, and populating codes.																															
							Features																
															
																Streamlined, Confusion-Free ACA Filing
		With access to our expert guidance and robust reporting software, tracking payroll and reporting employer benefits becomes streamlined and easy to understand.														
															
																Realtime Penalty Detection and Consultation		Catch costly mistakes before your errors catch the eye of the IRS, triggering expensive and time-intensive penalties. 														
															
																Monthly Compliance Reports		Monthly Reports notify you about necessary offers of coverage, helping you stay up-to-date and in compliance. 														
															
																Line 14 & 16 Code Generation
		Regularly reviewed by a top ERISA attorney, our software determines lines 14, 15, and 16 of Form 1095-C.								
									Download SyncStream ACA Flyer
					
						
						
						
						
							Reporting Made Easy with SyncStream Total ACA										
									Get Started Today

### Notice Ninja

Marketplace																												Automated Tax Notice Management That Reduces Risk, Saves Time and Ensures Compliance			Get Started Today
		Transform your tax notice management with automated compliance, risk reduction and seamless integration.			
					Reduce Complexity and Increase Productivity		PEOs face growing challenges in managing tax notices across multiple clients and jurisdictions. Manual tracking slows teams down, increases risk and drains resources.It’s time to automate your tax notice tracking, resolution and compliance with NOTICENINJA.Onboard in weeks, not months—move beyond manual tax notice management and see efficiency gains and ROI faster than ever.																													A Smarter Way to Manage Tax Notices							
						
								
									
							Automated Notice Compliance						
					
									
						Eliminate manual tracking, reduce errors 
and prevent costly penalties.					
								
									
							Full Visibility & Control						
					
									
						Real-time dashboard tracks notices, statuses and resolutions.					
								
									
							Workflow Efficiency						
					
									
						Streamline tax notice workflows across 
payroll and HR teams.					
						
												
									Schedule a Demo
					
							Why PEOs Choose NOTICENINJA?		PEOs handle thousands of tax notices annually, creating compliance challenges, operational inefficiencies and financial risks. With NOTICENINJA’s intelligent automation, you can:Save Time & Reduce Errors: AI-driven workflows ensure accurate, efficient handling.Improve Client Satisfaction: Faster resolutions, fewer compliance headaches.Enhance Audit Preparedness: Maintain a secure, trackable history of tax notices.Ensure Seamless Collaboration: Assign, track and resolve notices in a single platform.								
									Try NOTICENINJA
					
									How It Works		Capture Notices Automatically: Import tax notices directly from agenciesAI-Powered Workflow Automation: Assign, track and resolve with easeMonitor & Respond in Real-Time: Stay ahead of deadlines with automated alertsSeamless PrismHR Integration: Connect with payroll & HR systems effortlesslyGenerate Reports & Maintain Compliance: Audit-ready tracking for complete oversightEnsure IRS Form 8973 Compliance: Automate notice tracking and bonding requirements for CPEOshttps://www.youtube.com/watch?v=yA1CPh_qmkg								
									See NOTICENINJA in Action
					
									Built for PEOs, Designed for Compliance		PEOs face growing challenges in managing multi-client, multi-state tax compliance. NOTICENINJA simplifies and streamlines tax notice handling, ensuring accuracy, efficiency and risk mitigation—fully integrated with PrismHR’s ecosystem.Key Industry InsightsHandling tens of thousands of tax notices manually is unsustainable, creating bottlenecks in compliance workflows.Manual tax notice processing slows response times and increases the risk of missed deadlines, penalties and compliance issues.Organizations that scale without automation struggle with increased notice volumes, requiring significant operational resources to manage efficiently.								
									Get a Free Consultation
					
						
						
						
						
							Transform your tax notice management with automated compliance, risk reduction and seamless integration.										
									Get Started With NOTICENINJA Today

### Vestwell

Marketplace																												Vestwell offers a modern savings platform and full-service solution to streamline retirement plans for employers and employees.			Get Started Today
		Start an easy-to-use, affordable 401(k) plan with Vestwell.			
					Elevate your retirement benefits with the tailored Multiple Employer Plan that’s right for you.		Vestwell streamlines your MEP and PEP offerings, enabling you to focus on scaling your business through:Simplified Management and Information Access: Remove the stress, complexity and time commitment typically associated with offering a retirement plan benefit and access comprehensive on-demand reporting functions.Integrated Payroll Solutions: Simplify data management, eligibility tracking, year-end testing and plan audits.Dedicated Team Support: From the initial introduction and onboarding to ongoing assistance, ensure you are not burdened with client inquiries.																													Vestwell by the Numbers							
						
								
									
							1M+ Savers						
					
								
									
							350K+ Businesses Enabled						
					
								
									
							30B+ Assets Under Administration						
					
						
							The Benefits
																																																																																																																																																																						
									Get Started
					
							A Better Way For PEOs to Manage Retirement Benefit Offerings
		One Savings Platform For All of Your Multiple Employer And Single Employer Plans			Run MEPs and Individual Plans
Through Modern Technology		Proprietary, cloud-based solutions with rapid response.Consolidated access to plan reports.Innovative digital onboarding and servicing experiences.			Complete Flexibility on Investments		Select from any mutual fund, ETF, or CIT.Personalize to get affordable advice.Never worry about fund limitations or restrictions.			Leverage Branded Solutions		Your logo and brand always appear on our portal, no matter the size of your PEO.Worksite clients and their employees use our tools under your operation.Gain a trusted partner to power your multiple employer plans			Personalized Service		Dedicated support for employers and their employees, whenever they need it. Vestwell is more than just a service provider; we’re a dedicated partner committed to your success at every step.					
						
						
						
						
							A modern savings platform to support your PEO.										
									Get Started Today

### PrismHR Hiring

Marketplace																												Hiring Software for PEOs and HR Service Providers.			Get Started Today
		Contact us to see how PrismHR Hiring software can drive retention and grow your business.			
					Streamline Talent Acquisition with Hiring
		Hiring is an Applicant Tracking System (ATS) that makes it easy for your clients to post jobs online, engage with applicants, and onboard new hires. Successful hiring is a key growth drive for your clients. Expand and optimize your services with recruiting, while reducing your risk.					
							Expand and Optimize Services
		Hiring alerts your team when your client opens a new job or fills a position. This puts you at the forefront of the hiring process where you can more easily identify new opportunities to help your clients and sell more services. For example, now you can potentially identify WOTC-eligible candidates and employees even before they start.			Help Your Clients Grow		By making it easier than ever to find talent and saving time throughout the hiring process, your clients will get more value from your services. From expansive job postings to managing the applicant communication process and even simplifying onboarding, your clients can find and hire great employees faster than ever.			Reduce Risk		By getting out in front of the hiring process, and taking advantage of hiring alerts, you can, for example, quickly address a situation where a client is hiring a worker for which they do not have sufficient Workers Compensation coverage. Addressing this up front helps you mitigate your risk and run your business more effectively.			Simplify Onboarding
		Job applicant information feeds directly into PrismHR, eliminating any need to re-key or re-purpose the data. By using our online hiring software, data from placed candidates automatically converts to a new hire, initiates the onboarding process, and saves you time, effort and potential data entry errors.								
									Get Started
					
									Find Great Candidates
		Our online hiring software gives your clients everything they need to accelerate the hiring process, including:A fully branded careers web page that integrates easily with most common content management systemsA single platform where PEOs and clients can work together to communicate regarding candidates and hiring decisionsEmail and calendaring tools that make scheduling easyIntegration with dozens of job boards and social networks to post and advertise job listings, including LinkedIn, TalentZoo, Craigslist, Twitter and Facebook					
						
						
						
						
							Learn More About PrismHR Hiring Software
										
									Get Started Today

### PrismHR Applicant Tracking



### PrismHR Tax



### PrismHR Performance Management



### PrismHR Onboarding



### PrismHR Workforce Management



### 5Star

Marketplace																												Family Protection, Healthcare Indemnity, Accident, & Critical Illness insurance plans.			Get Started Today
		Complete this form to learn how 5Star Life Insurance Company can help grow your business.			
		5Star Life Insurance Company provides benefit solutions that reinforce an employee’s sense of well-being.  Through engagement, collaboration and a benefit portfolio addressing an array of employee needs, 5Star Life is an easy choice as a preferred and dependable partner.One point of contactDedicated account management to ensure quality each step of the wayConsistently striving to deliver excellent serviceEasy and flexible administrative options to fit every needTailored reporting and billing service optionsResponsive and efficient claims processComprehensive enrollment communications solutions to enrich the benefit election process					
							Family Protection Plan “FPP”
		The Family Protection Plan “FPP” is a term life insurance product that provides both level death benefit and level premiums for the insured. It also offers a Quality of Life Rider, which is an optional benefit that accelerates a portion of the death benefit under specific circumstances.														
															
																Healthcare Indemnity Plan
		The Healthcare Indemnity Plan provides first-dollar coverage, without any coordination or offset of benefits, based on the policy schedule of values. The plan is designed to be a strong supplement to existing medical coverage by filling the gaps created by rising deductibles, increasing co-payments and higher out-of-pocket maximums.														
															
																Accident Plan
		The Accident Plan provides cash benefits from day one for medical treatment provided for injuries an insured receives from a covered accident with no pre-existing condition limitation or annual maximum benefit.														
															
																Critical Illness Insurance Plan
		The Critical Illness Insurance Plan pays lump-sum benefits direct to the insured on a tax-free basis, based on qualifying diagnosis by a healthcare professional.														
															
																					
									Get Started
					
						
						
						
						
							Learn More About 5Star Life Insurance Company										
									Get Started Today

### The Work Number from Equifax

Marketplace																												Employment and income verifications.			Get Started Today
		Contact us to learn more about employment and income verifications from Equifax.			
					Automated. Secure. No-Cost Solution.
		Let The Work Number® do the work for you.Verifying employment and income is vital for employees when they are applying for loans, lines of credit, and government benefits. This can become very time-consuming for you especially in our 24/7 consumer environment. Employees rely on you for on-demand responses to keep their personal lives moving.When the volume of requests increases, mistakes can be made, which puts your company at risk. Handling verification requests also distracts from delivering core HR functions.The Work Number® can do this work for you by automatically responding to verifications securely with speed and efficiency using the payroll data already managed by the PrismHR platform.https://www.youtube.com/watch?v=gUPrKp1R5Z4																													Safer, More Private, and Faster!
		The Work Number® does the work for you, and keeps life moving for employees.Providing verification information 24 hours a day, 7 days a weekOffering globally recognized best practices in security and data managementCredentialing and registering all verifiersRequiring a permissible purpose to access employee informationDelivering the most up-to-date information on employeesReleasing only information that is required on the verificationMaintaining compliance with the Fair Credit Reporting Act (FCRA)Providing employees access to their Employment Data ReportAdditional advantages for employersOrganizations of all shapes and sizes, from small not-for-profit agencies to the largest of corporations, choose Equifax to handle the verifications for their employee population. Not only does the service help relieve administrative burdens and costs, it keeps employees’ information secure and helps to mitigate exposure to unauthorized access. Equifax allows only contracted and credentialed verifiers access to the information. Empower employees to obtain the credit and benefits they need, when they need it.								
									Learn More
					
																																			Key Facts
		The Work Number® is the nation’s largest commercial source of employment informationTrusted by over 2.9 million employers from businesses of all sizesExpansive growth to mid- and small-size businessesEmployees consent to the verifications usually at the time of applicationEmployee information remains confidential but is accessible to them upon their requestNetwork of over 65,000 organizations with credentialed verifiers use The Work Number® with a permissible purpose per the Fair Credit Reporting Act (FCRA) *Faster decisions by lenders and government agencies equals improved opportunities for credit and benefits for employeesMore than 23% of verifications are completed after business hours or over the weekend ** * Source: 2023 Equifax Data** Source: 2021 Equifax dataThe Work Number® is a registered trademark of Equifax Workforce Solutions LLC, a wholly owned subsidiary of Equifax Inc. Copyright© 2025 Equifax Inc. All Rights Reserved.					
						
						
						
						
							Learn More About The Work Number® From Equifax.										
									Get Started Today

### HRWorkCycles Work Opportunity Tax Credit (WOTC)

Marketplace																												Leading Provider of Mobile On-Boarding Technology			Get Started Today
		Fill out the form to learn more about Work Opportunity Tax Credit solutions from HRWorkCycles.			
					Work Opportunity Tax Credit Solutions		HRWorkCycles’ Work Opportunity Tax Credit (WOTC) solution lets small businesses automatically screen new employees for WOTC eligibility.It integrates into your existing onboarding platform to collect the required information and supporting documentation.As payroll data is submitted throughout the year, eligible tax credit amounts will be calculated. When payroll hours and wages are finalized at the end of the year, HRWC will generate a Tax Credit Packet to help businesses claim these credits.			What Is the Work Opportunity Tax Credit?		The Work Opportunity Tax Credit is available to employers in order to encourage companies to hire employees that belong to one of several “target groups.” Potential certification amounts are for each qualified employee depending upon hours worked and wages earned.					
							Benefits of Our E-Verify Solution																															New hires completeforms electronically																															Employer collects
certifications
																															Potential credit values:
$2,400 – $9,600 (per employee)										
									Get Started
					
																																					
							How It Works
		The HRWorkCycles questionnaire utilizes electronic signatures and can be completed on virtually any device with an internet connection. It can be integrated into your existing onboarding platform.Our adaptive interface ensures that employees only enter the information that is required for the applicable credit(s). Proactive alerts also assist in gathering supporting documentation that may be required to claim the tax credit.Once payroll is finalized for the year and sent to HRWorkCycles, your credits will be calculated and a Tax Credit Packet will be generated to provide to your accounting team so the credits may be claimed.To start screening your new hires for WOTC, contact your PrismHR Customer Success Manager or fill out the form below.																																		
									Learn More
					
						
						
						
						
							Get Started with Work Opportunity Tax Credit Solutions										
									Get Started Today

### HRWorkCycles E-Verify Management

Marketplace																												Leading Provider of Mobile On-Boarding Technology			Get Started Today
		Fill out the form to learn more about E-Verify Management solutions from HRWorkCycles.			
					E-Verify® Management
		Our E-Verify Management & Compliance solution helps employers maintain compliance with immigration regulations and eliminate paper.E-Verify electronically compares information on the Form I-9 with the Department of Homeland Security and the Social Security Administration to confirm the employee’s eligibility to work in the United States. E-Verify is voluntary for most employers, but required in certain states.																															
							Benefits Of Our E-Verify Solution
																															Next level
of employee
verification
																															Access case
results at
any time																															Most case
results given
within seconds																															Combat document
fraud with
Photo Matching
										
									Get Started
					
									Enrolling in E-Verify with HRWorkCycles
							
						
								
									
							Complete MOU access form provided by HRWorkCycles						
					
								
									
							Receive e-mail alert to electronically sign the MOU						
					
								
									
							Receive confirmation of enrollment from HRWorkCycles						
					
						
							The Benefits
																															1. Create a case		Employee information entered into the Form I-9 during the on-boarding process is sent to the HRWorkCycles system via API.The information is sent through E-Verify to compare the data with SSA and DHS.If certain document types are presented by the employee, then Photo Matching and/or Driver’s License verification may occur.																													2. Receive a case result
		SSA and DHS will examine the data and produce one of six possible results.The HRWorkCycles system will guide managers through the verification process to ensure cases are worked correctly.																													3. Close and resolve the case
		Each case must be closed in the HRWorkCycles system, and a manager will choose a resolution option so the E-Verify check is complete.								
									Get Started
					
						
						
						
						
							Get Started with E-Verify Management										
									Get Started Today

### Equifax Unemployment Cost Management

Marketplace																												Unemployment Cost Management			Get Started Today
		Let Equifax tailor a UCM program that helps support your size and needs. Contact us to get started.			
					Equifax Gets It
		For employers, Unemployment Cost Management (UCM) is complicated—really complicated.From managing the tax liability for multiple State Unemployment Insurances (SUIs), and correctly reporting and forecasting them within the organization, to following and adhering to the wildly different UI Integrity regulations in every state, UCM can be a giant resource drain. Managing all the moving parts, collecting all the input, handling all the responses and related paperwork gets overwhelming pretty quickly. Equifax gets it.					
						
								
									
							In 2019 alone, we helped our clients recover almost $200 million* in incorrect charges.						
					
									
						*Equifax client and DOL data
					
								
									
							“What used to take me one to one and a half hours to do – I can probably get done in ten or fifteen minutes now.”						
					
									
						– CaseBuilder Client					
								
									
							15% or 150 of every 1000 unemployment claims filed are audited by the state for payment accuracy**						
					
									
						**U.S. Department of Labor; Q3 2016
					
						
							Equifax Can Help
		Don’t worry, Equifax can help. With best-in-class technology solutions, Equifax has set the standard for UCM across the industry.CaseBuilder™, an intuitive platform, reduces risk and identifies overpayments, while also providing visual key insight that drives improved win rates. Unmatched tax and regulatory experts, coupled with intelligent dashboards, offers savings to over 6,000 clients.																													With This Comprehensive Solution You Will Be Able To:
					Know Before You Owe
		Equifax tracks and reviews your annual tax rate notices and benefit change reports, while filing protests to protect merit-based and reimbursing account balances.On-demand visual reports help forecast SUI impacts at a state-by-state level.			We Can Help Optimize Results
		Support teams offer case consulting, government relations, hearing preparation and representation, and tax services to help optimize your program results.You’ll have access to the latest technology that helps create timely and adequate claim responses with team delegation tools and UI Integrity alerts.			Tap Resources From Equifax So You Can Do More
		Let Equifax help you minimize the time your HR department spends on managing cases. This service and technology securely collects, organizes, prompts and tracks responses for all claim activity.Your dedicated expert consultant will analyze, file, and help prep your team for hearings and appeals.								
									Get Started
					
						
						
						
						
							Learn More About Equifax Unemployment Cost Management										
									Get Started Today

### ClearCompany Employee Engagement Suite

Marketplace																												Employee Engagement Tools designed to inspire productivity, foster teamwork and increase retention.			Get Started Today
		Learn more about Employee Engagement Tools from ClearCompany.			
					Inspire Productivity, Employee Loyalty, Teamwork and Retention		ClearCompany’s Employee engagement tools enable a high-touch employee engagement strategy to foster connectedness, culture and belonging. Help your clients understand employee sentiments to improve engagement, build trust and ultimately increase retention rates.					
							Build Employee-Manager Trust and Collaboration		Make meetings between managers and employees more productive. Empower participants to plan ahead for 1:1 meetings and inform each other of topics and priorities that need attention.Facilitate coaching and problem-solving. Maintain updates, action items and feedback in the system for easy reference, and quickly set future agendas.																																																							Build Culture Through Peer-to-Peer Recognition And Employee Celebrations		Empower employees to give thanks, show appreciation and salute the contributions of others—directly and publicly.Build your workplace community and increase employee connectedness with celebrations and milestones.			Create an Active Employee Listening Strategy		Use ClearCompany’s full menu of pre-built surveys to measure engagement, DE&l trends and workplace culture, or quickly build custom surveys. Our survey analytics help company’s see the big picture, spot trends and drill down to understand results by department or manager.DE&I SurveyCollaboration SurveyEmployee Retention SurveyOnboarding SurveyExit SurveyEmotional Wellbeing & Mental Health Survey 																													World-Class Service and Support
		Accelerate time to value with best-in-class implementation, account management, training and support.																													Onboarding and Training
		Receive a personalized project plan to onboard your organization to ClearCompany and dedicated training to support your sales goals.																													Dedicated Partner Manager
		Receive strategic support from a dedicated Channel Engagement Manager to maximize efficiency, learn about new features and help build your pipeline.																													Partner Customer Success Manager
		Our Partner Customer Success Manager offers an elevated level of service and support to our partners for problem-solving, best practices and overall partner success.																													Partner Marketing Support
		Partner Marketing Support provides co-branded marketing materials and tailored content such as sell sheets, email templates, joint webinars and social copy to engage your target audience.								
									Get Started
					
						
						
						
						
							Win New Business With Personalized Employee Engagement Software										
									Get Started Today

### ClearCompany Performance Management Suite

Marketplace																												A Performance Management System that increases employee participation and saves HR time.			Get Started Today
		Learn more about performance management from ClearCompany.			
					Improve Performance Management Strategies
		ClearCompany Performance Management and Goals Suite helps organizations conduct better reviews, increase feedback and simplify review cycle management with an employee-first approach. Our platform, best practices and review templates shift the focus of formal reviews from evaluation and ranking to employee growth and potential. This module saves time and sets the stage for productive performance conversations.					
							Simplify Review Cycle Management And Save Time		Easily customize review cycle workflows, questions, formats, scales and participant communications to support unique roles, or expedite review creation by starting with one of ClearCompany’s pre-built templates.Annual ReviewsSemi-Annual ReviewsQuarterly Check-Ins360 ReviewsNew Hire ReviewsGoals and Role-Based ReviewsUtilize digital cycle administration tools to launch and manage review cycles, track cycle progress, increase employee participation and save HR time. 																																																							Drive Engagement And Focus With Goal-Planning Tools		Increase employee and manager alignment on key priorities, goals and success metrics. Show employees how their goals and contributions support company success.Our goal-planning tools improve employee and manager collaboration, feedback and trust with performance management tools that encourage frequent communication and touchpoints on progress toward goals.			Understand Employee Performance With Robust Analytics		Easily analyze performance data by review cycle, average scores, manager, role, department or employee. ClearCompany performance management software identifies top performers and tracks performance trends with robust pre-built reports and interactive drill-down capabilities.OUR COMPLETE SUITE OF PRE-BUILT REPORTS INCLUDES:Cycle ProgressEmployee Goal Use & ProgressGoal AlignmentEmployee Score TrendsManager Scoring360-Degree Reviews Cycle Progress9-Box Reporting 																													World-Class Service and Support
		Accelerate time to value with best-in-class implementation, account management, training and support.																													Onboarding and Training
		Receive a personalized project plan to onboard your organization to ClearCompany and dedicated training to support your sales goals.																													Dedicated Partner Manager
		Receive strategic support from a dedicated Channel Engagement Manager to maximize efficiency, learn about new features and help build your pipeline.																													Partner Customer Success Manager
		Our Partner Customer Success Manager offers an elevated level of service and support to our partners for problem-solving, best practices and overall partner success.																													Partner Marketing Support
		
Partner Marketing Support provides co-branded marketing materials and tailored content such as sell sheets, email templates, joint webinars and social copy to engage your target audience.
								
									Get Started
					
						
						
						
						
							Learn more about performance management from ClearCompany.
										
									Get Started Today

### ClearCompany Applicant Tracking Software Suite

Marketplace																												Create efficient recruiting processes for hiring success with ClearCompany’s award-winning Applicant Tracking Software.			Get Started Today
		Learn more about applicant tracking from ClearCompany.			
					ClearCompany’s Applicant Tracking Software
		ClearCompany Applicant Tracking System offers state-of-the-art tools for every phase of talent acquisition. Find, engage and hire more top talent with our intuitive, modern and AI-assisted features.
					
							Discover Award-Winning ATS Tools
		Increase recruiter efficiency and reduce time-to-hire with the most complete ATS feature set and Al assistance.																													Text RecruitingSuite
		Build relationships, simplify applications and accelerate hiring with the Advanced ClearText suite that includes one-to-one texting, Text-to-Apply, Bulk Texting and texting templates.																													
Al-Assisted Content Generation Tools
		Draft recruiting communications with Al and save time. Let Al ATS tools generate compelling job descriptions, offer letters, candidate emails and text messages.																													Interview Scheduling Automation
		Quickly coordinate interview schedules and enable candidates to self-schedule interview times. Access calendars, generate interview packets, add video links and distribute reminders and updates to participants in seconds.																													Advanced Source-to-Hire Solutions
		Find and engage applicants with ATS sourcing tools and Al assistance. Source from a vast talent pool, post to every major job board, automate recruitment outreach and let Al help identify high-potential applicants.								
									Get Started
					
						https://vimeo.com/925127013/11ba50e50d					
																																	Save Time and Eliminate Manual Tasks With Recruiting Automation and AI		Increase recruiter efficiency and reduce time-to-hire with the most complete ATS feature set and Al assistance.Manage, post, and promote your openings on hundreds of job boards in minutes. Rely on Al recruiting software tools to help prioritize tasks, optimize communications, and automate workflows and interview scheduling.			Improve the Candidate Experience		In today’s competitive talent landscape, HR teams must delight candidates at every touchpoint or risk losing out on top talent.			Slow hiring costs companies top talent
		64% of job seekers lose interest two weeks after an initial interview if they haven’t heard back.			Candidates want consistent communication
		72% of candidates want at least weekly updates on their application status.			The ripple effect of a poor experience		96% of employees say they’d discourage others from applying if they had a poor recruiting experience.								
									Get Started
					
									The candidate experience determines which companies attract and hire top talent.		Build a positive experience for job seekers and increase new hire win rates with ClearCompany’s intuitive software, engaging branding tools and modern virtual recruiting functionality.Create an exceptional experience with branded, searchable career sites.Accelerate the application process with mobile and text-friendly applications.Support DEIB with inclusive job descriptions and multilingual applications.Keep candidates engaged with a fast and fair interview process.Ensure personalized experiences for candidates.																																																							Evaluate and Improve Your Recruiting Processes With Turnkey Reports		Make it easy for the recruiting team to understand and act on information. Our pre-built recruiting report templates, interactive dashboards and data visualization capabilities help track candidate demographics, identify pipeline sources and understand recruiting funnel and time-to-hire metrics.OUR COMPLETE SUITE OF PRE-BUILT REPORTS INCLUDES:EEO ReportsApplication CompletionCandidate Flow LogsFunnel AnalysisTime to Hire / Time to FillRequisition VolumeCandidate PipelineScorecard AnalysisDiversity PipelineSource of Hires					
						
						
						
						
							Win New Business and Help Talent Maximize Their Potential										
									Get Started Today

### State Tax Solutions

Marketplace																												A consulting firm focused on the payroll & unemployment tax opportunities and issues unique to PEOs.			Get Started Today
		Contact us to learn how State Tax Solutions can help grow your business.			
		Our proprietary process, experienced professionals and extensive resources have yielded our Professional Employment Organization (PEO) clients refunds ranging from $25,000 to over $500,000, with a typical recovery in excess of $50,000.Additional services we provide include dispute resolution, SUTA forecasting as well as several other industry-specific tax consulting services.					
				We help PEOs with FICA/FUTA “Restart” refunds based on a restart of a wage base for midyear onboarded clients.
This involves a three-year lookback, and it is a contingent arrangement where no fees are paid to us until you receive a refund. Only minimal effort is required on your part, as our interface with PrismHR provides us with the majority of data needed to prepare refund claims.  Our clients have received no penalties or assessments due to claims in our history.
We have been providing services to the pioneers and leaders in the PEO industry for 20 years. Our principals and managers have extensive “Big Four” state and local tax experience. State Tax Solutions is renowned for providing innovative, personalized, value-added services that increase profitability.					
						
						
						
						
							Learn More About State Tax Solutions										
									Get Started Today

### rapid! Paycard

Marketplace																												Comprehensive paycard programs that eliminate paper checks, reduce costs and improve efficiency.			Get Started Today
		Contact us now to learn more and get started with rapid!			
					Payments Made for Today’s Workforce
		Getting paid on payday is more important than ever. For those getting checks today, putting a rapid! PayCard® Visa® Payroll Card in their pocket means getting paid on payday without all the hassle of a check.Now is the time to go 100% electronic with your payroll. So your people can get paid on time while you save time and money. rapid! delivers excellent service and is offered to employers at no cost.																													Products & Services That Will Accelerate Your Growth
							
						
								
									
							rapid! PayCard						
					
									
						Deliver a comprehensive paycard program that eliminates paper checks.
					
								
									
							rapid! OnDemand						
					
									
						Pay on demand, as it’s earned.
					
								
									
							rapid! Disbursements						
					
									
						A single platform for all your payout needs.
					
						
							Deliver Pay on Demand, as It’s Earned
		Employees get access to earned wages when they need them.Employers increase job applicants, improve employee retention and lower workforce absenteeism.																													Pick How You Pay
		Anyone. Anywhere. Any way.																															
						
						
						
						
							Ready For a Better Way to Pay?										
									Get Started Today

### Pet Benefit Solutions

Marketplace																												Easy-to-Offer Voluntary Pet Benefits			Get Started Today
		Contact us today to learn more about offering Total Pet Plan to your worksite employees.			
					Smart Solutions for Today’s Pet Family
		We’re a team of pet-loving, employee benefit experts on a mission to help employees across the nation access affordable, quality pet care. At Pet Benefit Solutions we’re out to help employers provide unmatched protection for their employees' furry family members.To simplify your implementation of Pet Benefits, we’ve partnered with PrismHR to bring even more employees our Total Pet Plan through professional employer organizations.Total Pet Plan provides everything pets need for one low price. Our pet care bundle includes everyday savings on veterinary care and pet products, access to 24/7 pet telehealth and a lost pet recovery service.https://www.youtube.com/watch?v=aNBGHEqzxAY					
							Pet Benefits Without the Hassle
		
Experience the simplicity of offering, managing and using Pet Benefit Solutions plans with some of our top features.
 
																													Unique Group
Administrator Portal		Simple benefit product management for HR																													High Enrollment and
Utilization Rates		Pet coverage employees want and use																													Superior Customer
Service
		Dedicated contact for PEOs and experienced support for employees																													Simple Enrollment
Process
		No quotes or pet information needed, making the choice to add pet benefits easy																													Straightforward
Member Account
		One login with single-sign-on features for other product accounts 																													Affordable, Exclusive
Group Rates		Multiple pet benefits at one low monthly rate								
									Get Started
					
																																					
						
						
						
						
							Offering Pet Benefits Has Never Been Easier!										
									Get Started Today

### Payroll Funding

Marketplace																												Short-term funding for PEOs who need access to cash quickly.			Get Started Today
		Contact Us to Offer Your Clients Payroll Funding			
		The Payroll Funding Company offers a unique service exclusively to PEO clients that provides short-term cash to pay payroll.They can then use the cash that they would otherwise have used to pay payroll to even out their cash flow, pay bills, buy inventory, grow their business, hire more people, etc.As a PEO, have you ever had to float a client’s payroll (even for a day or two)?Has your client ever had NSF when you went to collect the Payroll Invoice?Has a client ever stopped paying payroll and instead cuts net checks to their employees?Does your PEO have a growing client who needs access to cash to help grow their business?If your PEO client needs access to cash, they generally need it now—not next week or monthThe Payroll Funding Company has been partnering exclusively with PEOs for more than 15 years, providing short-term funding to their clients who need access to cash quickly.																										As a PEO, your value increases through mutual success. By providing clients immediate access to cash, you provide a way to help their business when they need it most.Unique to Payroll Funding is our rapid qualification process because they are your PEO client. In a sense they are “pre-qualified”. Therefore, there is:No written application processNo formal underwritingNo credit checkNo tax returns needed			PEO Benefits		NO more floating clients—if a client currently owes the PEO money we will take on that debtNO liabilityNO collectionsNO risk			Our fundings are unique because there is:
		NO collateral requiredNO personal guaranteeNO lien appliedNO security requiredNote: Payroll Funding’s minimum funding amount is $10,000 and repayment terms start at 4% APR.					
						
						
						
						
							Contact Us to Offer Your Clients Payroll Funding										
									Get Started Today

### Omega Benefits Strategies

Marketplace																												Your connection for benefits administration.			Get Started Today
		Complete this form to learn how Omega Benefit Strategies can help grow your business.			
		Omega Benefit Strategies is an innovative employee benefits firm specializing in Consumer-Directed Health Plan Administration and Premium Administration services.Our flexible, fully-integrated service platform provides customized solutions for PEOs and employers of all sizes across the country.					
							The Omega Difference
																															Technology		Integrates PrismHR with Omega to seamlessly exchange consumer data.																													Stacked Accounts
		All Consumer-Directed Health (CDH) accounts on One Card and in One Portal. 																													Value For Your PEO
		No set up feesNo renewal feesFree plan documentsOmega Guarantee: insures each PEO against loss on their medical Flexible Spending Account (FSA) plans if claim payments exceed collected deductions.								
									Get Started
					
							Mobile App Video
		https://vimeo.com/925107960/83957ca6f9			Consumer Portal Video
		https://vimeo.com/925107920/083cbb7c59					
						
							Fully Integrated Service Platform
		Our platform provides a Single Sign On convenience straight from PrismHR with an integrated data exchange. Employees have access to stacked accounts on one card, one portal or using our Mobile App. 					
								
									
							Consumer Data Exchange (CDEx)						
					
									
						Integrates PrismHR with Omega for seamlessly exchanging consumer data
					
								
									
							SSO						
					
									
						Connect directly from PrismHR to Omega under the same login
					
								
									
							Mobile						
					
									
						Lets anyone manage their CDH accounts right from their phone
					
								
									
							Self-Service Portal						
					
									
						Manage all accounts in one portal enabling easy navigation of content
					
								
									
							Fully Secured						
					
									
						SSAE 16 SOC 1 type 2, Payment Card Industry Data Security  Standard (PCI DSS) Level 1, and HIPAA certified
					
						
						
						
						
						
							Learn More About Omega Benefit Strategies										
									Get Started Today

### nettime solutions

Marketplace																												Cloud-based time and attendance solution for PEOs.			Get Started Today
		Contact us to learn how nettime solutions can help grow your business.			
		nettime solutions’ stratustime is an intuitive, cloud-based time and attendance solution designed to adapt to the changing needs of your customers’ businesses as they grow.
Stratustime can be implemented in a number of ways allowing for employees to clock-in via mobile devices, a PC or web kiosk, point-of-sale system or by calling in. Stratustime also integrates with dedicated hardware solutions—like their netone cloud clock.
nettime solutions is fully integrated with the PrismHR interface allowing for a seamless experience for all users.					
							Save time and money with advanced features including enterprise reporting, advanced scheduling, time forecasting, points tracking and more.		Employees are able to					
							
													
										Clock in and out from anywhere
									
								
													
										Review schedules
									
								
													
										Swap shifts
									
								
													
										Submit online time sheets
									
								
													
										Check PTO accrual
									
								
													
										Submit time off requests
									
						
												
									Learn More
					
																																					
						
						
						
						
							Learn More About nettime solutions										
									Get Started Today

### HRWorkCycles

Marketplace																												Choose a solution below:																															
									
							E-Verify® Management						
					
									
						Verify your employees’ authorization to work in the U.S. and help combat document fraud with HRWorkCycles’ E-Verify solution.					
												
									Learn More
					
																																					
									
							Work Opportunity Tax Credit (WOTC)						
					
									
						Screen new employees for eligibility for the Work Opportunity Tax Credit and automatically calculate year-end tax credits.					
												
									Learn More

### Loanspark

Marketplace																												Business lending on demand to help your SMB customers grow.			Get Started Today
		Contact our team today to learn more about how Loanspark can grow your business.			
					The Easiest and Most Effective Way to Offer Business Lending to Your SMB Customers
		We are an embedded Business Lending as a Service solution that helps your business customers with all of their financing needs to support their growth. Our goal is to position you as a valuable ally to your SMB customers in the otherwise murky SMB financing landscape.Let Loanspark handle everything from “Hello” to “Funded!” and sit back and enjoy the endless rewards of embedded finance while helping your customers grow.																																																							Here’s How It Works		At Loanspark, we do all the work, you take all the credit. We streamline the lending process for SMBs by offering comprehensive support every step of the way:

We set up and manage the technology to make the application process easy
We provide expert advice and guidance to your customers
We ensure full transparency and clarity every step of the way

With Loanspark, supporting the financial health of the SMB community has never been easier or more rewarding for PEOs and their customers alike.
To put it simply: Your customer gets the funding they need—you earn additional revenue—A win/win!								
									Learn More
					
						
						
							Seamless Solutions, Transparent Benefits																															Secure an additional and reliable revenue stream																															Strengthen your brand and customer loyalty																															Help your SMB customers with cash flow & funding							
						
						
						
						
							Spark something new! Connect your customers to capital, with Loanspark										
									Get Started Today

### MemberDeals

Marketplace																												Cost-Free Member Benefits Programs for PEO Clients.			Get Started Today
		Contact us to learn how MemberDeals can help grow your business.			
					Perk Up Your Benefits Today!
		MemberDeals provides HR service providers with a unique opportunity to establish a cost-free member benefits program by connecting their clients’ employees to the world’s greatest entertainment and travel discounts.					
						
																																																																																																																	
						
							Built With Employees in Mind
		The program is cost-freeThere are no membership fees or hidden chargesIncrease your clients’ employee retention and satisfactionEntirely internet-based—no handling of tickets or cash by HR service providers or their clientsEmployees can share the discounts with family and friends								
									Learn More
					
							Discounts up to 60%							
							
													
										Universal Orlando® Resort
									
								
													
										Walt Disney World Resort®
									
								
													
										Cirque du Soleil
									
								
													
										SeaWorld® Parks
									
								
													
										Disneyland®
									
						
									
							
													
										Six Flags®
									
								
													
										Movie Tickets
									
								
													
										Ski Tickets
									
								
													
										Broadway Shows
									
								
													
										Las Vegas Shows
									
						
									
							
													
										Concerts
									
								
													
										Sporting Events
									
								
													
										Rental Cars
									
								
													
										Hotels
									
								
													
										Plus much more!
									
						
						
						
				Serving more than 50 million members nationwideExclusive member-only offerings not available to the publicMemberDeals is different from the rest because they have direct strategic partnerships with AMC, Cirque du Soleil, SeaWorld® Parks and Entertainment, Walt Disney World® & Universal Orlando® Resort, to name a few, allowing them to bring exclusive discounts to your clients’ employees.Products are available nationwide, and they offer the most comprehensive entertainment program available. Each week they add new shows and attractions to their website. MemberDeals’ goal is to have something for every employee.¹As to Disney artwork, logos & properties: ©Disney. All Disney logos, photographs, brand names and images are registered trademarks and copyright of the Walt Disney Company.																															
						
						
						
						
							Learn More About MemberDeals										
									Get Started Today

### Mineral

Marketplace																												HR and Compliance Solution			Get Started Today
		Request a demo to see how Mineral can help increase your efficiency and your bottom line.			
		Formerly known as ThinkHR, Mineral is the largest HR and compliance community in the U.S.
Mineral gives businesses peace of mind by proactively solving HR and compliance challenges with data, technology and human expertise. Whether you’re looking to manage risk, free up your HR staff or improve client response time, Mineral’s solutions will allow your PEO to scale up, do more, and stress less.
Entrusted by more than 900,000 employers through our extensive network of HCM and PEO partners, our HR and compliance solution is an essential ingredient for businesses to build their organizational health.To help you tackle today’s toughest HR and compliance challenges, Mineral has partnered with PrismHR to provide complimentary access to Comply, Mineral’s HR Compliance library.All PrismHR customers have exclusive access to this award-winning legal and HR resource at no cost.Powered by the new Mineral platform, Comply provides one convenient, searchable location where you can go to answer your HR and compliance questions. Comply is a compliance watchdog, continuously monitoring over 3,000 federal and state legislation changes on your behalf.To stay ahead of the HR and compliance curve, activate Comply today.								
									Learn More
					
									Mineral Comply includes:		One convenient and searchable HR content libraryeAlerts on changing Federal and State regulationsKey HR news, latest laws, and regulationsUpdated COVID-19 resourcesHR Assessment toolQ&A streamSalary benchmarkingJob description builderSample HR policiesContinuing Education WebinarsMineral takes the guesswork out of HR and compliance so you can focus on what really matters—running your business.With anytime access to tools, resources and information that you can actually understand, you’ll have everything you need to keep your organization on track.								Premium Products:
		Smart Employee Handbook Plus: Create an always up-to-date federal and multistate compliant handbook in minutes, plus one-click Spanish translation, an e-signature feature, and automatic notifications when a policy change affects your handbook.Learn (LMS): Over 300 employee training courses covering topics like workplace safety, workplace harassment prevention, and professional development. Compliant with state-mandated trainings, upload custom courses, earn certificates upon course completion, and automate course reminders.Mineral Experts: Unlimited access to a team of 70+ certified HR and legal experts who cover subject matter in all 50 states. Talk live or submit a ticket and receive a response within one business day
Stay ahead of the HR and compliance curve and tackle complex workplace issues with total confidence
Step up your compliance game with an always-up-to-date employee handbook that’s powered by our industry leading AI tool, Mineral Intelligence™, to ensure you’re compliant in every state you operate
Stay compliant, boost employee engagement and reduce organizational turnover with an online library of 300+ training courses
Build stronger client relationships and seriously boost your bottom line
					
						
						
						
						
							Learn More About Mineral										
									Get Started Today

### MJA & Associates

Marketplace																												A contingency-based tax credit processing firm that will reduce your tax liability and increase your profits.			Get Started Today
		Contact our expert consultants today to learn more about federal & state tax credits and business tax incentives.			
					Increase Your Bottom Line With Tax Credits and Tax Incentives		MJA & Associates is a contingency-based tax credit processing firm. With nearly 20 years of experience, we have been helping our clients save millions of dollars annually with government tax incentives.
We implement and administer federal, state and local programs such as the Work Opportunity Tax Credit (WOTC), Empowerment Zone Employment Credit (EZ), Employee Retention Tax Credit (ERTC), and many State Tax Incentives can earn your company thousands of dollars. Tax credits range from $2,400 to $9,600 for each qualified employee.
These valuable tax incentives can reduce your tax liability and significantly increase your profits. MJA & Associates can help maximize your tax credits and manage the entire program.					
							Start-to-Finish Tax Incentives Program Support
		Business tax incentives, such as the Work Opportunity Tax Credit (WOTC), Empowerment Zone Employment Credit, and Employee Retention Credit (ERC) can earn your company thousands of dollars.But federal, state and local tax incentives change from year-to-year and can be difficult to manage.  MJA & Associates provide start-to-finish tax incentives program support, proudly serving customers nationwide.We help our clients save millions of dollars annually with these valuable tax credits, including:Work Opportunity Tax Credit (WOTC)Empowerment Zone Employment CreditTicket to Work ProgramEmployee Retention Tax Credit (ERTC)Families First Coronavirus Response Act (FFCRA)State Tax Incentives			Client Testimonials
							
				“Marcel’s extensive knowledge of the various tax credit programs is quite impressive. His efforts have helped generate over $69,000 in tax credits our first year!I also appreciate his professionalism and timely communications. I would recommend MJA & Associates to anyone considering outsourcing their tax credit administration.”—Tim Blackwell, President at Personnel Services Unlimited “The program has been easy to administer with only minimal effort on our part. The tax credits have been “found money” which is always nice. Wish all programs were so easy to install, maintain, and so lucrative!” —Tom Ramsey, President at Total Placement Staffing Solutions					
						
						
						
						
							Learn How MJA & Associates Can Make Your Company More Profitable.										
									Get Started Today

### Money Network

Marketplace																												Simplify payroll administration and save costs with 100% electronic payroll delivery			Get Started Today
		Let’s Make This Fast and Easy for Your PEO or ASO – Get Started in Just Days.			
					Make Payday Easier for Everyone
		Millions of workers don’t have a traditional banking method and need faster access to their pay. Your PEO or ASO can drive choice, innovation and efficiencies with more flexible payroll delivery options.The Money Network Electronic Payroll Delivery Service helps PEOs and ASOs streamline their payroll strategy and optimize costs with up to 100% electronic payment delivery. 1  The service enables PEOs and ASOs to save time, lower risk and reduce administrative burdens associated with paper check issuance. Expand your payroll capabilities with an alternative option to quickly distribute pay to employees, including those without access to bank accounts. Empower your SMBs and their employees with a desirable benefit—a flexible money management option requiring no activation fee, no credit checks, and no need for paper checks.Make payday easier for your organization and the employees you serve.																															
						
							The Money Network Service Includes:
							
								
									
							Money Network Card						
					
									
						A prepaid debit card for employees to use in-store, at ATMs, online, or by phone.					
								
									
							Money Network Checks						
					
									
						Holds seven patents, making the service a compliant sole alternative to direct deposit in 48 of 50 states.1					
								
									
							Money Network Mobile App2						
					
									
						A robust app for participating employees to quickly receive and conveniently manage their pay.
					
						
							Benefits for Your PEO or ASO:		Integration with PrismHR payroll makes employee setup easy and fast.Ability to achieve 100% electronic payments. 1100% compliant with 48 out of 50 state regulations. 1			Benefits for Your SMB Clients:		Greater employee retention by offering electronic pay alternatives to traditional bank accounts—help your clients be flexible employers of choice.Reduced risk for employees associated with fraudulent, lost, or stolen check—participating employees gain enhanced cybersecurity system protection to minimize third-party fraud.Less financially distracted employees means productivity soars, performance peaks, and your clients thrive. Employees no longer need to wait on paper checks or stand in line to cash them when they have faster financial options.								
									Get Started
					
									Over 20 Years of Experience Serving 4,000+ Clients
		Savings and simplicity: Reduce costs and burdens associated with company-issued paper checksTrust and capacity: Trusted by 4K+ clients to deliver ~$18B in funds annually; serving ~65M Cardholders since 2001 3Proactive security: Cardholder protection via EMV® chip cards and 24/7 multilayered cybersecurity and fraud preventionPayroll compliance: Patented Check + optional Card enable 100% electronic pay 1; continual monitoring of regulatory changes impacting wage deliveryInnovation: Feature-rich Mobile App 2 serving 758K+ users 3 with anytime, anywhere money managementExpansive, free access points: 40K in-network ATMs, 6K surcharge-free check-cashing locations and 150K participating cash reload agents in the U.S.Industry-leading expertise: 20+ years of experience leading the prepaid market								
									Learn More
					
																																					
						
							Mobile App Features
							
								
									
							Piggy Bank to Set Aside Funds						
					
								
									
							Send Money to a Friend (P2P)						
					
								
									
							Budget & Spending						
					
								
									
							Digital Wallet						
					
						
							Your clients will love Money Network because their employees love Money Network—trusted by 65 million cardholders since 2001		Convenient, digital boarding portalSimple application process to enrollReview time is typically three days10 Money Network Cards sent to you immediately to get started (at no cost)Welcome Packet fees waived (normally $2 per Welcome Packet)					
						
						
						
						
							Let’s Make This Fast and Easy for Your PEO or ASO—Get Started in Just Days.										
									Get Started Today
					
						1 Employers in New Hampshire and New York must offer a traditional paycheck option to be compliant with state law.2 Standard message and data rates may apply.3 Based on Money Network data.The Money Network name and logo are registered trademarks of Money Network Financial, LLC, and are used with permission. Money Network® Checks and Money Network® Cards are issued by MetaBank®, N.A., Member FDIC, pursuant to a license from Visa U.S.A. Inc.Apple Pay is a trademark of Apple Inc. Google Pay is a trademark of Google LLC. Samsung Pay is a registered trademark of Samsung Electronics Co., Ltd.

### NatPay

Marketplace																												Your Partner for Simplified Payroll and Payment Solutions			Get Started Today
		Take the next step in simplifying your payroll and payment operations while ensuring compliance and efficiency.			
					Your Trusted Partner in Direct Deposit Processing and Compliance
		For over 30 years, NatPay has been a trusted leader in ACH payments serving more than 270,000 clients nationwide across all U.S. states and territories. Our secure, innovative, and streamlined services are designed to simplify financial operations, reduce risks, and ensure regulatory compliance.			Our Impact at a Glance 
		278K+ Satisfied Clients 40M+ Transactions processed annually $150 Billion+ Transferred Annually 					
							Comprehensive Solutions and Services
					Payroll and Payment Solutions
		ACHDirect DepositMultiple funding & timing options (includes same day)			Escrow and Compliance Services		Escrow Accounts to meet state regulationsTax Impound AccountsFDIC-Insured FBO (For Benefit Of) AccountsFraud Prevention & Alerts			Advanced Payment Options		Wires and Reverse WiresSecure, 24/7 online access and file uploadsTwo-factor authentication for added securitySimple, easy-to-use online systemMultiple timing and funding options			Industry-Specific Expertise
		
PEOASOHCMCannabis-related business onboardingMoney Transmitter License, Regulated and compliant in all 50 US states and territories
								
									Get Started
					
						
								
									
							Regulatory Compliance						
					
									
						Navigate state and federal regulations with ease.
					
								
									
							Financial Security						
					
									
						FDIC-insured accounts and robust fraud prevention measures for peace of mind.
					
								
									
							Efficiency & Scalability						
					
									
						Scalable solutions tailored to businesses of all sizes, from startups to enterprises.
					
								
									
							Dedicated Support						
					
									
						Expert customer service available Monday through Friday, 9 AM to 10 PM ET.
					
						
							Why Choose NatPay?
		SOC 2 Certified, SSAE 18 SOC 1 Type 2 Examined for top-tier security.HIPAA Compliant with Multi-Factor Authentication (MFA).Over three decades of expertise simplifying financial processes.Annual NACHA audit readiness ensures your operations meet the highest standards.					
						
						
						
						
							Take the next step in simplifying your payroll and payment operations while ensuring compliance and efficiency.
										
									Get Started Today

### Pendella

Marketplace																												We bring individual life and disability insurance to everyone.			Get Started Today
		Let’s create a partnership that brings life and disability insurance to everyone.			
																															Together, We Secure the Financial Future
of Your Employees and Their Families
		Our purpose is to make the financial protection of individual life insurance and individual disability insurance available to all people, regardless of age, health or income level.
That’s what sets us apart.
No matter the complexity of your employees’ insurance needs, we have a tailored life and disability insurance solution for everyone.			Easy Implementation,
Full-Service Capabilities		Our end-to-end solution delivers a simple and delightful experience to thousands of people requiring very little upfront effort from you or your employees. We use big data and artificial intelligence to automate underwriting and provide the right policy options to every single employee.From online application to policy delivery in literally minutes. No paperwork. No employer involvement. No medical exams required.																																		Everyone Benefits
					Benefits to your employees		Immediate protection for your employees and their familiesInstant decision. Instant delivery. No medical examsRegardless of age, health, needs; employees will be presentedwith an offerFully self-serviced by the employee and our teams anytime,365 days of the yearIndividual policies owned by the employee			Benefits to PEOs
		New revenueSimple, easy integration at no cost to your companyLeave the administration to us. We take care of everything, which means no ongoing administrative costs for youOur technology can be customized to use your organization’s brand logo and messaging reinforcing the life and disability benefits you bring to your employees					
						
						
						
						
							Let’s create a partnership that brings life and disability insurance to everyone.										
									Get Started Today
					
						Pendella’s offerings can be promoted during open enrollment and on-demand via PrismHR’s employee portal. Pendella’s solution does not replace group coverage. It is a separate individual coverage policy.  

### PosterElite

Marketplace																												Put Your Labor Law Poster Program on Auto Pilot			Get Started Today
		Ready to simplify labor law compliance? Get started with PosterElite today!			
					Effortless Labor Law Poster Compliance for PEOs
		Who Is PosterElite?PosterElite is a specialized solution designed for PEOs and ASOs to streamline labor law poster compliance. No more juggling outdated posters or chasing down updates—PosterElite does it all for you, automatically.Why Choose PosterElite?Tired of the annual scramble to keep your clients compliant? PosterElite takes the pain out of labor law poster management. Here’s how:Automated Updates: No more manual updates—PosterElite keeps clients compliant year-round with automatic updates when laws change.Risk Mitigation: Avoid fines and lawsuits with PosterElite’s comprehensive compliance service.Effortless Distribution: Ensure remote workers have access to current posters with our ePosterCenter.																																																				Who Benefits?Employers: Are your clients compliant? Every business in the U.S. must post certain labor law notices. PosterElite ensures they meet these legal requirements without the hassle.PEOs: Managing compliance on your own can be time-consuming and distracting. PosterElite takes care of it for you, freeing you to focus on your clients.								
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									Partnering With PosterElite helps you:																															Engage		Reinforce your trusted advisor status with clients by offering needed services. 																													Acquire		Use a free labor law poster offer to attract, engage and acquire new clients. 																													Retain		Build brand loyalty with a white labeled solution your clients can rely upon. 																													Build		Strengthen your bonds with your clients while generating revenue, loyalty and trust. 								
									Get Started
					
									Key Benefits
							
						
								
									
							Ensure Compliance						
					
									
						Stay ahead of changing laws and avoid fines with PosterElite.
					
								
									
							Reduce Workload						
					
									
						Let PosterElite handle compliance, so you can focus on growth.
					
								
									
							Minimize Risk						
					
									
						Protect against shared liability with comprehensive compliance support.
					
								
									
							Boost Client Loyalty						
					
									
						Strengthen relationships by offering labor law compliance.
					
						
				“We love PosterElite! It’s very easy to place an order for an existing client or new, we don’t have to think about renewal posters because PosterElite takes care of it for us, nor do we have to worry about any updates that occur throughout the year! We’d definitely recommend it.”
—Raquel Castro, HR Coordinator, Optimum Employer Solutions			Why PosterElite Stands Out
		Built for PEOs: Our solution is tailored specifically for PEOs, making it easier to manage compliance for multiple clients.Compliance Guarantee: More than just posters, we offer a guarantee that your clients will remain compliant year-round.Easy Digital Access: The ePosterCenter is the most straightforward way to manage and distribute digital posters. Plus, it integrates seamlessly with PrismHR.					
						
								
									
							100,000+						
					
									
						Businesses use ePosterService for remote employees poster compliance.
					
								
									
							250,000+						
					
									
						Remote employees rely on ePosterService.
					
								
									
							1,000,000+						
					
									
						Employers have relied on us for labor law poster compliance.
					
						
						
						
						
						
							PosterElite helps Professional Employer Organizations (PEOs) eliminate complexities in their labor law postings and enhance customer satisfaction. 										
									Get Started Today

### Recuro

Marketplace																												Delivering virtual care solutions that improve client attraction and retention and differentiate PEOs and employers.			Get Started Today
		Want to learn more about Recuro Health’s virtual care package?			
		Our cutting-edge solution includes three outstanding components, all offered with a $0 copay, and all geared toward promoting employee well-being while optimizing your client’s resources.$0 Copay Telemedicine, Family Coverage$0 Copay Acute Care Pharmacy Formulary$0 Copay On-Demand Counseling with face-to-face visits																															
							Benefit Summary		$0 Copay Telemedicine: The modern workforce demands convenience and accessibility in healthcare. Our package grants employees and their families the freedom to consult healthcare professionals remotely, with no out-of-pocket costs. This not only minimizes disruptions due to health-related absenteeism but also tackles health issues proactively, averting more extensive and expensive medical concerns down the line.$0 Copay Acute Care Pharmacy Formulary: Medication costs can be a considerable burden for both employees and the organizations they work for. Our package covers an extensive range of acute care medications with zero copay. This simplifies the process for employees and aids your clients in managing healthcare costs more efficiently, ultimately contributing to a reduction in their overall healthcare spend.$0 Copay On-Demand Counseling with Face-to-Face Visits: In today’s environment, mental health is paramount. Our package offers access to professional counseling services without any copay, addressing the mental well-being of employees and their families. By proactively managing mental health, you enhance overall workforce morale, productivity, and reduce absenteeism related to mental health challenges.			PEO Advantages		By incorporating our $0 Copay Healthcare Package into your PEO offerings, your organization can unlock several advantages:Employer Paid or Voluntary Options: Flexible low cost solution that can improve overall employee benefits on an employer paid or voluntary basis.Client Attraction and Retention: Offering such a comprehensive and cost-effective healthcare coverage package sets your PEO apart, making it more attractive to prospective clients and strengthening the bond with existing ones.Enhanced Workforce Productivity: Healthy employees are more productive. By facilitating easy access to healthcare and mental health support, you contribute to a more engaged and productive workforce.Plan Savings: These program benefits can reduce overall healthcare costs for the PEO, employer, and employee by shifting unnecessary costs away from urgent care and the ER while giving employees access to a healthcare package with a zero copay.								
									Get Started
					
																																					
						
						
						
						
							Want to learn more about Recuro Health’s virtual care package?										
									Get Started Today

### Slavic 401k

Marketplace																												Best-in-class 401(k) services, including a fully integrated payroll-to-401(k) platform.			Get Started Today
		Contact Us to Learn How to Make Slavic Your 401(k) Provider.			
					Slavic401k is an industry-leading provider of 401(k) services in the multiple employer plan (MEP) and single employer plan environments.
		The Slavic401k integration with the PrismHR platform delivers significant advantages to PEOs/ASOs:Enhanced efficiency and data accuracy for the PEO/ASOIncreased employee 401(k) participation contribution ratesImproved customer experience for PEO/ASO worksite employees																															
						
							Automated Contribution Processing
		Contribution data is automatically transferred to Slavic401k as a part of payroll processing with PrismHR.No manual intervention by PEO personnel is required.					
								
									
							1.  Payroll processed						
					
								
									
							2.  401(k) contribution data automatically transferred via API						
					
								
									
							3.  ACH fund transfer initiated						
					
						
							More Than Just a Service Provider
		Slavic401k has been a service provider to the PEO industry for decades, but multiple employer 401(k) plans aren’t just one component of our business—they are our business.Serving the PEO industry is the heartbeat of Slavic. Our business was designed to meet the unique needs of the PEO giving us the experience and depth of knowledge that is unrivaled as a 401(k) service provider.																																																							Excellence in Plan Administration
		Poorly administered plans are a real headache for the Plan Sponsor. When it comes to testing & compliance, our proven record of excellence & execution provides you with the assurance you need to serve adopting employers & employees well.From top-heavy testing to Safe Harbor, ADP, ACP & everything in between, our laser focus on compliance keeps your relationship with your clients free from 401k-related problems.Our expertise as a Multiple Employer Plan (MEP) 401(k) provider starts at the top.Our Founder & President, John Slavic, is not only a respected financial expert, but was one of the pioneers of the MEP 401k. John has been there to watch the PEO industry grow every step of the way, and he and the entire Slavic team have an unparalleled knowledge of the nuances of the PEO—worksite—employee relationship.Bringing the 401(k) to the table can be a real selling point for your PEO. Our trusted name within the industry offers both credibility and peace of mind for worksites & participants alike.																																																							Backed by the Best
		Slavic401k is one of Fidelity’s fastest-growing record-keepers. With the PEO as the plan sponsor, Slavic as the back office, and Fidelity as the custodian, our impeccable reputation within the industry is undergirded by Fidelity’s six-plus decades of financial strength. 			Technology Services
		At Slavic, a focus on technology is paramount. We offer seamless integration into your payroll system, and maintain a team of internal technology experts at the ready to keep things running smoothly 24 x 7.Our technology services include:Single user loginMobile-friendly user interfacePayroll integrationSponsor & participant Email Express™																															
						
						
						
						
							Contact Us to Learn How to Make Slavic Your 401(k) Provider.
										
									Get Started Today

### Solvo

Marketplace																												Alternative Workforce Solution			Get Started Today
		Managing an international, remote workforce doesn’t have to be hard. Start saving time and resources today!			
		Solvo helps companies optimize their workforce efforts, increase profitability, reduce HR risks and offer peace of mind with proven results and a great partnership. We address your staffing needs by cost-efficiently extending your team. Some of our most popular fields for staffing are: Back office, Front office, IT staffing, Collections and AR, among others.We provide solutions involving: Recruiting, sourcing and retaining top candidates. Increasing employee engagement.Aligning employee performance with business goals.Boosting efficiency through automation.																															
																																	Benefits Overview
		When you work with Solvos’ labor force, you can turn over the time-consuming process of sourcing, screening, interviewing, hiring and training new employees and focus on the strategic. You can free up time and resources on your end while improving results thanks to our all-in cost structure. All candidates are bilingual and professionals.We find people who are the right fit for our clients’ individual needs based on their education and experience.100% remote and 100% time dedicated to your company.Companies can get a 30-day rolling contract with no cancellation fee.Streamlined communication with our local, in-house HR experts, held to 95% customer satisfaction rating.Seamless experience for global employees.Enjoy all-in pricing with zero overhead. 								
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									Testimonials							
								
									
							“With Solvo we have been able to open different departments that we hadn’t been able to open and grow in the US!”						
					
									
						—Jacky					
								
									
							“Working with Solvo is like having our own office in South America, with the staff directly managed by our company, empowered by our culture and always doing the job to the best of their abilities”						
					
									
						—Maristella – Purchasing manager
					
								
									
							“By working with Solvo, we have lowered significant costs which is also one of the things that motivates us to keep on growing along with them. Each year this reduction in costs represents $2.1M for us and it keeps growing”						
					
									
						—Jordi – Administrative director					
							Who We Are: Meet Solvo
		https://player.vimeo.com/video/517335518?h=2dbbb9ecef&badge=0&autopause=0&player_id=0&app_id=58479			Our History																																	
						
						
						
						
							It’s Time For Us to Become Part of Your Solution										
									Get Started Today

### Swipeclock

Marketplace																												Faster payroll processing and better timekeeping.			Get Started Today
		Learn More About Integrated Timekeeping From Swipeclock			
		Swipeclock gives PrismHR customers the power to increase efficiency, add revenue and improve retention.Swipeclock partners increase revenue by 36% and keep customers five years longer. Our partners process payroll dramatically faster and maintain account control while offering small-business clients easy-to-use timekeeping for their modern workforce.https://vimeo.com/412427363					
							Add Value to Your Core
Payroll/HR Offering
		Every company that runs payroll needs timekeeping and scheduling. WorkforceHub Core and WorkforceHub Advanced from Swipeclock meet these needs and are fully integrated with PrismHR, preventing errors and streamlining mission critical processes.With Swipeclock WorkforceHub Core, your clients get essential timekeeping and scheduling embedded in the PrismHR platform. WorkforceHub Core has everything a business needs to track employee time and schedule employees, all with single sign-on access for ultimate convenience.WorkforceHub Advanced provides comprehensive time and labor including comprehensive timekeeping, employee scheduling and PTO management. All fully embedded in the PrismHR dashboard for single sign-on convenience. Easy clock in/out using physical, web or mobile devicesOnline schedule access for better attendance and fewer coverage gapsDigital timecard review/approval for fewer errors and faster processingEmployee self-service portal for lower admin overhead and improved employee satisfactionTime off accruals as simple or complex as neededTime off request management for faster, fairer processingGeofencing and GPS location for improved mobile timekeeping and oversightClock prompts for collecting mileage, tips, job code, and other detailsClock lockout and biometrics to avoid unplanned overtime and time theftBreak enforcement for increased control over breaks/meals complianceIntegration with intelligent time clocksManager moderated shift trading which gives employees more control over their schedules and eases the burden on supervisors			Easy One-Click Upgrade to
Advanced Time and Labor		Your clients can upgrade from WorkforceHub Core to WorkforceHub Advanced with one simple click—no phone calls and no waiting. This means your clients can automate time and labor now and add features when they need them.As one customer recently said: “No one compares to Swipeclock in the level of functionality provided in a way that is easy to use.”			Key Benefits for
PrismHR Customers
		Add unprecedented efficiency to the payroll processRetain clients longerIncrease the revenue generated from your core feesRespond to the industry trend and customer expectation of including time and labor as part of core payroll/HRExpand the functionality and value of your core payroll/HR offering					
						
						
						
						
							Let’s talk about growing your business with embedded time and labor tailored to your small-business clients.
										
									Get Started Today

### Synel Americas

Marketplace																												Online time and attendance tracking solution.			Get Started Today
		Contact us to learn how Synel Americas can help grow your business.			
		Synel Americas’ Time Capture is a simple to use, yet powerful online time clock solution that allows you to automate your company’s employee timekeeping and attendance tracking.The web-based time clock and online time sheet submittal are seamlessly integrated with the PrismHR interface, and completely eliminate paper time cards and timesheets.					
				Time Capture provides an online, user-friendly employee self service for your workforce. Employees are able to:Clock in and outReview schedulesTransfer labor hoursSubmit online time sheetsCheck benefit accruals balancesSubmit time off requestsTime Capture online time clock software provides the tools to help managers know exactly how their payroll dollars are being spent and where labor resources are being utilized. Labor data is immediately stored in Time Capture’s database where it is available to managers on a real-time basis.The Time Capture powerful online reporting system provides you with the tools to better manage your labor force and your business.					
						
						
						
						
							Learn More About Synel Americas
										
									Get Started Today

### Tabulera

Marketplace																												Reconcile carrier invoices against PrismHR enrollment and payroll data.			Get Started Today
		Learn more about Tabulera’s solution to reconcile and pay benefit premium invoices.			
		Eliminate benefit premium write-offs, quickly identify variances between systems at the employee and plan level to discover misconfigurations, data entry and carrier billing errors. 																															
																																	Reconcile		Compare data from PrismHR enrollment and payroll applications to carrier invoices.																													Integrate
		Automatically add new PEO clients and rates into Tabulera through the PrismHR integration.																													Eliminate Write-offs
		Avoid additional surprises as a result of write-offs from clients employee benefit premiums due to manual processes and disparate platforms.																													Track Plan Balances
		Tabulera creates employee plan-level transaction registers, so you have a clear balance history down to the penny, allowing for the proper collection or adjustments of premium variances.			Use Tabulera’s Pre-defined and Flexible Reconciliation Workflow
																															Reconciliation Methods
		How you reconcile might depend on your perspective. Tabulera lets you reconcile by plan or by company.																													Track Unresolved Items		Using Tabulera’s filtering and notes features you can track variances across time allowing you to follow up on unresolved items.																													Variance Elimination
		
Account for variances due to multiple pay frequencies, new hires and termination timing differences.
								
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																																			Experienced Software Partner
		Our team has extensive PEO and insurance experience and understands best practices within the industry.			Watch Our Demos:
					Benefits Reconciliation
		https://www.youtube.com/watch?v=s7AVpEjEnGA			Carrier Payment Automation
		https://www.youtube.com/watch?v=VuEv3s4l1jc					
						
						
						
						
							Learn more about Tabulera.										
									Get Started Today

### ThrivePass

Marketplace																												ThrivePass is a comprehensive platform for managing employee benefits.			Get Started Today
		Contact us to learn more about ThrivePass’s comprehensive platform for managing employee benefits.			
					A Holistic Benefits Platform
		With an array of solutions for well-being programs, pre-tax benefits and performance rewards, ThrivePass helps employees thrive so that your organization does, too.At ThrivePass our purpose is to empower employees to thrive. We understand that benefit packages are unique to each employer, they are thoughtfully crafted, and they are also incredibly expensive. We have over 30 years of experience providing core TPA services across HSA, FSA, HRA, Commuter, COBRA, and Direct Bill/Retiree Administration.Over the last several years ThrivePass has developed a modern and holistic benefits platform that reduces costs and consolidates core TPA services with our proprietary Wellbeing and Rewards, Tuition Reimbursement technology, and Enrollment tools that can now support the entire employee benefits journey by helping them Enroll, Engage and Transition.																															
						
								
									
							Enroll						
					
									
						Ensure employees receive the education and support they need to select the right plans with this simple online enrollment tool.					
								
									
							Engage						
					
									
						Improve engagement by consolidating your wellbeing and pre-tax benefits into a single experience.					
								
									
							Transition						
					
									
						Help employees transition into the next phase of their journey successfully while using any remaining benefits.					
						
																																	Brand Promise		An employer’s complete satisfaction with our end-to-end customer journey is our number one priority.The ThrivePass Brand Promise covers Easy Implementation, Hassle-Free Renewals, and Outstanding Service and Administration.																										Our vision is to establish and maintain long-standing relationships, growing and changing with our clients as their benefits needs change, and we take great pride in our customer service approach. Each client is assigned a Relationship Manager, who serves as the single point of contact for the client for all products and works with a team of administrators that can help employees with day to day issues. This strategy allowed us to work with clients like Allina Health, Xcel Energy, and Polaris for over 10 years.																										ThrivePass takes an educational approach to account management, starting at open enrollment and extending through each interaction throughout the plan year. We provide customized communication to clients and participants throughout the entire process and plan year to reduce confusion and make each step of the process extremely easy to understand. While we can’t eliminate involvement for each employee, we do communicate with them on their terms. To continue to simplify the member experience, ThrivePass offers self-service tools that can be accessed at any time via our web portal on through our app on any iOS or Android device.																										ThrivePass is a technology company first, and as such, our platforms offer state-of-the-art Consumer and Employer portals, including custom-design capabilities and functionality to make clients’ HR / Benefits staff and participant experiences streamlined and easy to navigate. Our proprietary ThrivePass Link software allows us to integrate seamlessly into your existing ecosystem to eliminate the administrative burdens and costs typically associated with file conversions.																										Our exclusive HRA software allows for the most customizable and flexible HRA administration on the market.
ThrivePass also developed and operates our very own Thrive Account that automates and personalizes well-being stipend and rewards programs as well as our own Learning & Development platform that automates pre-tax eligible tuition and career development reimbursements.					
						
						
						
						
							Learn More About ThrivePass
										
									Get Started Today

### TIMECO

Marketplace																												Time and Attendance			Get Started Today
		Request more information to learn how TIMECO’s Time and Attendance Solutions integrate with PrismHR.			
					Timekeeping Made Easy.
		Thousands of business owners use TIMECO to maximize their billable hours, eliminate time theft, decrease operating costs and process payroll in minutes. It’s timekeeping that maximizes productivity and profitability.																															
																																	Timekeeping That Maximizes Productivity and Profitability.
		ELIMINATE MESSY SPREADSHEETS, FORGOTTEN TIMECARDS, LOST RECEIPTS, UNAUTHORIZED OVERTIME.TIMECO automates timesheets, scheduling, expense tracking, reporting, analytics and all other labor related processes to ensure businesses operate efficiently and effectively.With TIMECO, you can get your entire team up and running in a month, easily make changes in platform, and get direct 24/7 support from our expert team.					
																																			
							Join Thousands of Companies Who Track Time With TIMECO.
							
																																																																																							
						
						
						
						
							Learn More About TIMECO
										
									Get Started Today

### Transamerica

Marketplace																												Premier recordkeeping partner for multiple employer plans (MEPs).			Get Started Today
		Find out how Transamerica can make a difference for you.			
		As an industry leader and visionary in multiple employer plans, Transamerica has worked with PEOs for more than 20 years helping their employees reach for brighter retirements. Our pioneering efforts in the pooled-plan space continue to expand access to secure retirements for all Americans. Request a proposal using the interest form below.					
							Dedicated Sales Team to Grow Your Plan
		Building and growing a MEP is a team effort. When you work with Transamerica you’ll have access to a team dedicated to promoting and growing your plan. Our pooled solutions sales consultants work with you to build a strategy to educate prospective adopters about the benefits of joining your plan. From designing a marketing strategy to consultative sales support, our team is on your side—at no additional cost. 																													MEP marketing support includes:
		Designing a tailored strategy to effectively grow your plan with customized resources, campaigns and webinars promoting the benefits of joining your plan																													Our comprehensive sales support helps you:		Identify prospective adopters and proactively manage the pipeline, research existing plans, submit requirements to plan installation, conduct consultations with prospective adopters, assist with on-boarding documents, align resources to assist with participant rollovers 								
									Get Started
					
									Unique Recordkeeping Technology
		Transamerica’s unique recordkeeping technology, developed specifically for pooled plans, has been time-tested and enhanced over the past two decades. Along with plan-level reporting for the MEP sponsor, adopting employers can run reports for their individual plans.Administration reports: extensive library for sponsors and adoptersPlan reporting at the individual adopting-employer levelFlexible provisions include vesting, eligibility, employer contributions, matching contributions and morePlan administration supportEligibility trackingOnline access: available for each adopting employer																																																							Engaging Participants to Inspire Action
		The Transamerica participant experience is designed to help employees understand if their savings and investment strategy is in line with their retirement goals. It features:
Easy enrollment
Personalized communications and digital tools, like our interactive OnTrack® tool, which uses easy-to-understand weather icons to forecast the likelihood the participant’s current saving and investment strategy will produce their desired retirement income
Educational resources and professional support that can help participants improve their retirement readiness, including

our Financial Wellness Center
access to retirement professionals
webinars
materials designed to inspire participants to fully benefit from the plan


																															
						
						
						
						
							Find out how Transamerica can make a difference for you.										
									Get Started Today

### Verified First

Marketplace																												Background screening solutions that integrate with PrismHR and other HR software solutions.			Get Started Today
		Contact Us to Learn How to Get Verified First for Your HRO or Clients			
					Compliant, Fast and Easy.		Verified First gives you an easy way to integrate compliant background screening with PrismHR Hiring, PrismHR ATS, JazzHR and 100+ other HR solutions in minutes. This seamless integration delivers results in days, not weeks, streamlining your screening process and keeping your clients happy.					
																																																																																										
									Get Started
					
									A Partnership Built for PEOs
		Along with robust integration technology and a la carte screening solutions, Verified First partners with PEOs via our reseller program.Through our reseller program, PEOs can expand their partnership with Verified First and earn monthly recurring revenue by reselling Verified First’s screening solutions—all while maintaining control of the customer relationship.A current partner of Verified First generates an additional $500,000 a year in revenue by reselling Verified First screening solutions.The Verified First browser extension provides users with the ability to quickly place, order and manage Verified First background screening solutions virtually on any webpage. Users can install our extension within minutes in their preferred web browser, avoiding the need for internal resources. Aside from placing orders, users can also add new users, create custom packages, take action on reports and more.																										https://vimeo.com/925127161/a649f7e519			Works With All PrismHR ATS’		PrismHR Hiring, powered by HiringThingPrismHR ATSJazzHRVerified First’s seamless integration provides clients with a turn-key experience and enables them to process comprehensive screens in one convenient place.With a dedicated support team, a user-friendly browser extension, and unbeatable turnaround times, Verified First puts you first.					
						
						
						
						
							Contact Us to Learn How to Get Verified First for Your HRO or Clients										
									Get Started Today

### Violet Berri

Marketplace																												End-to-End Workers Compensation Platform for PEOs and Their Clients			Get Started Today
		Please complete the form to schedule a demo of the Violet Berri platform.			
					A First of its Kind End-to-End Workers’ Compensation Platform for PEOs		Violet Berri connects underwriting, certificate management and claims in a seamless mannerAutomates the Underwriting Process With:Pre-checksLoss Run IntakePredictive modelingSelf-Service Insurance Portal for PEO clients to access their policy and certificates of insuranceEasily access all data in one place at renewal timeIntegrated with CRMs and several Workers’ Compensation master carriers			The Benefits
							
						
								
									
							Underwriting Pre-Checks​						
					
									
						Automate pre-checks performed by the underwriter.					
								
									
							Loss Run Intake​						
					
									
						Create instant loss run intake for any carrier in any format.					
								
									
							Predictive Modeling​						
					
									
						Predict claims probability, frequency and severity based on a machine learning model.					
								
									
							Certificate of Insurance​						
					
									
						Generate fast, accurate certifications through connection with several master workers compensation carriers.					
								
									
							Claims Intake​						
					
									
						Streamline claims intake for employers and injured workers.					
								
									
							Self Service Insurance Portal​						
					
									
						Give clients easy access to their policy through a client portal.					
						
						
						
						
						
							Reduce manual tasks and costly errors for Workers’ Compensation.										
									Get Started Today

### Walton

Marketplace																												A smart and simple way to automate and streamline Point-of-Hire Tax Credits.			Get Started Today
		Contact us to learn how we can help you automate your company’s point-of-hire tax credits with ease.			
					Automate Your WOTC Program and Save Time and Money!
		Administering Work Opportunity Tax Credits (WOTC) manually is a thing of the past. Walton’s integration with PrismHR delivers a solution proven to simplify and streamline WOTC.Simplified User Experience: Walton’s integration pre-populates the new hire’s demographic data required on IRS Form 8850.Automated Screening: Walton integrates a quick and simple questionnaire into your workflow to screen your new hires and pursue available tax credits for your company with ease.Integrated Data Transmission: Walton’s integration securely automates the transmission of the required payroll data used to calculate your tax credits.																															
							Proven Solutions—Powered by Unmatched Technology
					Fully Automated		Eliminates all paperwork and manual data transmission			Simplified User Experience		Proven to streamline tax credits for employees as well as employers			Audit-Ready Reporting		AlwaysON Reporting platform delivers the information you need when you need it								
									Get Started
					
									How It Works																															Walton WOTC Screening Demo
		https://vimeo.com/296316748					
						
						
						
						
							Ready to automate and save time, money and resources?
										
									Get Started Today

### Welland

Marketplace																												Welland provides the turnkey EXPORT© solution, to mirror your PrismHR data in real time to your choice of SQL or Oracle.			Get Started Today
		Want to Learn More About Welland’s Data Solutions for Your PEO?			
					Turn-Key Data Solutions for PEOs Using PrismHR		Welland provides the turnkey EXPORT© solution, which opens your PrismHR system to data integration, data-mining and reporting from your choice of reporting package. Information is mirrored in real time to your choice of Microsoft SQL Server or Oracle.																															
						
							Translate Complex and Specialized DataInto An Industry-Standard Format							
								
									
							Visualize Your Data						
					
									
						
Build reports using your choice of visual report writer
Create brilliant graphs and breathtaking charts
Expand your business intelligence through modern visual tools
					
								
									
							Integrate Your Data						
					
									
						
Integrate data in real time with other systems and applications
Perform data-warehousing and data-mining
Expand your solution to MS SQL or Oracle
					
								
									
							Customize Your Data						
					
									
						
Build OLAP Data Sources such as SQL Analysis Services cubes
Create custom dashboards to manage your business
					
						
																																			
						
						
						
						
							Want to Learn More About Welland’s Data Solutions for Your PEO?										
									Get Started Today

### WOTC.com

Marketplace																												Industry-leading software backed by expert tax teams who maximize credit value while minimizing client effort			Get Started Today
		Learn how WOTC.com can help optimize your implementation.			
					WOTC.com offers an optimized implementation of tax credit screening.
		The team at WOTC.com utilizes best-in-class software for streamlining the screening and processing of hiring tax credits at both the federal and state levels.Learn how WOTC.com can help optimize your implementation.https://vimeo.com/925127243/d710485815					
							Benefits Overview
		Dual screenings available, WOTC.com allows for screening of both job applicants and new hires alike. Additionally, the WOTC.com software screens at both the federal and state level for applicable credits.Automatically pulls payroll data for effortless completion of credit value for final processing of tax credits. No need to upload forms or manually input hours & wages for applicable worksite employees.WOTC.com operates entirely on a contingency-fee structure. Clients are only invoiced when credits have been created and sent to the designated CFO or CPA on the account. Terms of payment to WOTC.com is only when the credit has been applied to the client’s tax returns.								
									Get Started
					
						
						
						
						
							Learn how WOTC.com can help optimize your implementation.										
									Get Started Today

### LifeSpeak

Marketplace																												Digital wellness platform for small businesses.			Get Started Today
		Contact Us to Learn More About LifeSpeak			
		LifeSpeak is a digital education well-being solution composed of over 2,000 custom produced, expert-led video-based trainings, with an emphasis on mental health and total well-being.Employees can confidentially and anonymously access the short, easy-to-consume videos and resources and get the support they need to overcome life’s unexpected hurdles, keeping their minds and bodies productive at work.LifeSpeak is a total well-being platform that helps organizations keep employees present, productive, and thriving.We make it easy for employees and their families to access the support they need to overcome hurdles and accomplish goals, so they can remain productive at work.https://www.youtube.com/watch?v=HJquuPAjzuU					
																																	What Makes Us Different?
		
Both a proactive and reactive solution to well-being and training needs—address challenges as they arise and educate on issues that may become critical in the future
Compliments an/or integrates with existing programs
Fills in critical gaps in existing programming with unparalleled depth and breadth of topics
LifeSpeak experts are acclaimed authors, medical professionals, and professors—not simply speakers who have taught themselves about a topic
Ever-expanding library of topics remains relevant and up-to-date
Complete turnkey service from our account management team, from launch to program maintenance, to communications and special custom initiatives
Benefits/well-being hub for the cross-promotion of other programs and services
								
									Learn More
					
							Features							
																																			
						
						
						
						
							Contact Us to Learn More About LifeSpeak										
									Get Started Today

### LifeLock

Marketplace																												Identity theft protection, device security and online privacy			Get Started Today
					
																															Digital Wellness Solutions for Employees
		Norton LifeLock Benefit Plans combine leading identity theft protection with device security and online privacy to help protect you from cyberthreats at home and on-the-go. It’s the kind of forward-thinking that helps protect employees rather than just insuring them.					
							1. Sign up & install		It only takes a few minutes to enroll and install.			2. We scan & alert		LifeLock looks for use of your personal information, and with proprietary technology, alerts you to a wide range of potential threats to your identity.			3. We defend
		The power of Norton Security scans up to 5 devices, depending on your plan, and runs continuous automatic updates to help protect you from cyberthreats.			4. We resolve
		If your identity is stolen or a device is infected, we’ll work to help fix it.			5. We reimburse		If you become a victim of identity theft, we’ll reimburse you for stolen funds, personal expenses, and coverage for lawyers and experts if needed, up to $1 million, to help resolve your case.https://youtu.be/ODfg34DAu8c					
						
						
							Opt-in to Cyber Safety
		All-in-one protection against threats to your identity, security and privacy.					
								
									
							LifeLock Identity Theft Protection						
					
									
						Our proprietary technology monitors for potentially fraudulent use of your Social Security number, name, address and date of birth in applications for credit and services. The patented system sends alerts by text, phone, email or mobile app when a potential threat is detected.
					
								
									
							Norton Online Privacy						
					
									
						Protect devices on vulnerable connections through bank-grade encryption to keep information private. We also scan common public people-search websites for your info and help you easily opt-out.					
								
									
							Norton Device Security						
					
									
						Multilayered, advanced security helps protect devices against existing and emerging malware threats, including ransomware, and helps protect private and financial information when you go online.					
							LifeLock With NortonBenefit Essential					Identity Theft Protection
							
							
													
										Financial protection including Checking & Savings Account Application Alerts, Credit Monitoring (1B), Credit Report & Scores (1B)
									
								
													
										Lifestyle protection including Dark Web Monitoring, Identity Lock and Social Media Monitoring
									
								
													
										Restoration & Reimbursement including our Million Dollar Protection Package and 24/7 Live Member Support
									
						
							Online Privacy
							
							
													
										Privacy Monitor
									
								
													
										Secure VPN
									
								
													
										PC SafeCam
									
						
							Device Security
							
							
													
										3 devices (family gets 6)
									
								
													
										Anti-Spyware, Antivirus, Malware & Ransomware Protection
									
								
													
										Parental Control
									
								
													
										Password Manager
									
								
													
										PC Cloud Backup (10 GB)
									
						
							LifeLock With NortonBenefit Premier					Identity Theft Protection
							
							
													
										Financial protection including Checking & Savings Account Application Alerts, Credit Monitoring (3B), Credit Report & Scores (3B)
									
								
													
										Lifestyle protection including Dark Web Monitoring, Identity Lock and Social Media Monitoring
									
								
													
										Restoration & Reimbursement including our Million Dollar Protection Package and 24/7 Live Member Support
									
						
							Online Privacy
							
							
													
										Privacy Monitor Assistant
									
								
													
										Secure VPN
									
								
													
										PC SafeCam
									
						
							Device Security
							
							
													
										5 devices (family gets 10)
									
								
													
										Anti-Spyware, Antivirus, Malware & Ransomware Protection
									
								
													
										Parental Control
									
								
													
										Password Manager
									
								
													
										PC Cloud Backup (50 GB)
									
						
						
						
							What you don’t see can hurt you. We’ll help protect your digital life.							
						
						
						
						
							Learn more about Norton LifeLock Benefit Solutions
										
									Get Started Today

### LegalShield

Marketplace																												Affordable Legal Protection			Get Started Today
					
		https://vimeo.com/843225806/49fbdb1957LegalShield provides plan participants with direct access to a dedicated provider law firm that can review and prepare legal documents and assist with personal legal matters such as speeding tickets, neighbor disputes, and family-related matters such as adoption.All legal matters are handled 100% in-network and there are no claim forms or additional fees.With LegalShield’s mobile app plan, participants can call their law firm at the tap of a button and quickly and easily upload legal documents for review and even begin preparing their will.					
							LegalShield Plan Benefits Include:							
							
													
										Direct access to a dedicated law firm
									
								
													
										Legal consultation and advice
									
								
													
										Court representation
									
								
													
										Legal document preparation and review
									
								
													
										Letters and phone calls on the participant’s behalf
									
								
													
										Speeding ticket assistance
									
								
													
										Will preparation
									
								
													
										24/7 emergency legal access
									
								
													
										Mobile app
									
						
																																			
				Unexpected legal matters come up every day and can be costly. Small businesses need legal protection, and LegalShield, for an affordable monthly rate, will provide direct access to a dedicated law firm who can help with common business legal matters, from legal consultation and contract reviews to debt collection assistance and more.
With LegalShield business owners have direct access to a dedicated provider law firm. LegalShield’s law firms have an average attorney experience of 22 years and are dedicated to serving small businesses.
Provider law firms are committed to call back within 4 business hours or less, to discuss specific business needs and provide peace of mind that legal matters will be resolved quickly.			LegalShield Small Business Legal Services Include:
							
							
													
										Direct access to a dedicated provider law firm
									
								
													
										Consultation on an unlimited number of covered business matters
									
								
													
										Contract and document review
									
								
													
										Debt collection assistance
									
								
													
										Legal correspondence
									
								
													
										Trial defense services*
									
						
				*This service is provided as a supplement to a Small Business Legal Plan for an additional charge of $14.95 a month. Services include 25 pre-trial hours and 75 trial hours per year.			LegalShield Small Business Plans					Small BusinessEssentials					$49/month
		No enrollment fee.			Small BusinessPlus					$99/month
		No enrollment fee.			Small BusinessPro					$169/month
		No enrollment fee.With LegalShield’s Small Business Plans business owners can pick up the phone and call their dedicated LegalShield Provider Law Firm on any legal matter affecting their business including, but not limited to:					
							
													
										Hiring/firing
									
								
													
										Small claims
									
								
													
										Equipment leases
									
								
													
										Incorporation
									
								
													
										Bankruptcy
									
								
													
										Joint ventures
									
								
													
										Landlord/tenant disputes
									
								
													
										Bad check recovery
									
								
													
										Customer complaints
									
								
													
										Vendor issues
									
								
													
										Creditor harassment
									
								
													
										Identity theft
									
								
													
										Government compliance
									
								
													
										Verbal contracts
									
								
													
										City zoning
									
								
													
										Workers’ compensation
									
						
				For the complex areas of law listed below, LegalShield’s Small Business Plans provides up to five (5) designated consultations per year. Each designated consultation includes up to one-half hour of legal consultation with an attorney experienced in the particular area of law for which you need assistance:					
							
													
										Securities
									
								
													
										Patents
									
								
													
										Copyrights
									
								
													
										Trademarks
									
								
													
										Antitrust
									
								
													
										International law
									
								
													
										Immigration
									
								
													
										Tax
									
								
													
										Intellectual property
									
						
				Dedicated LegalShield Provider Law Firms can make phone calls and review and prepare documents/letters on behalf of the business, including debt collection letters and contracts.					
						
						
						
						
							Contact us to learn more about affordable legal protection from LegalShield.										
									Get Started Today

### JobTarget

Marketplace																												Power your recruitment advertising with every job site and posting tool at your fingertips.			Get Started Today
					
					Get in Front of the Candidates You Need.
		Finding top talent takes time. But with JobTarget, we optimize your recruitment advertising and centralize all of your recruitment data—bringing qualified candidates directly to your hiring team.With automated programmatic job advertising, access to over 25,000 job sites, compliance tools, recruitment data, and so much more, JobTarget offers a range of hiring tools to get your job ads in front of the right candidates and meet your goals.																															
						
								
									
							Reach Candidates Faster						
					
									
						Automation features to help you get in front of the right talent more quickly					
								
									
							Improve Job Ad Visibility						
					
									
						A diversified range of job sites and ad tools to reach a wider audience					
								
									
							Hire More Efficiently						
					
									
						Technology built for efficient recruiting around the clock					
								
									
							Smarter Recruitment Planning						
					
									
						Expert support and data and resources to stay competitive					
						
							JobTarget Marketplace
		Post to your choice of 25,000+ job sites in a single transaction.JobTarget Marketplace makes posting job ads as easy as shopping your favorite retail site. Simply add the sites you want to your cart and check out! You’ll find popular, niche, and industry-specific job sites that have the perfect candidates you’re looking for.																															
							Programmatic Campaigns
		Automate smarter job postings across 100+ sites.Say goodbye to manual posting and hello to streamlined efficiency when you automate and optimize the job posting process with JobTarget Programmatic Campaigns. Simply post your job once and have it distributed across a selection of over 100 leading sites.																															
							OFCCP Compliance
		Take the complexity out of Office of Federal Contract Compliance Programs (OFCCP) compliance.Save time and resources while protecting your organization from costly fines. JobTarget’s OFCCP Compliance Suite features tools that can help you meet your obligations, all while automating tedious tasks.https://youtu.be/XZrmkFTRrDU			Job Ad Optimization
		Set up your ads for success.JobTarget offers optimization products and services to keep your ads firing at peak performance. From one click Easy Apply applications to AI tools and recruitment data, you’ll have the resources you need to reach your goals.					
						
						
						
						
							Ready for Smarter Job Advertising?
		Contact us to learn more about how JobTarget can help you streamline your job advertising!								
									Get Started Today

### Jobcase

Marketplace																												Quickly connect with people you want to hire.			Get Started Today
					
					Jobcase Empowers Workers and Employers Like You
		Jobcase is where all kinds of workers—like hourly employees, tradespeople and healthcare technicians—come to access jobs, make connections, and share support in all aspects of their work life. Here, you’ll find real people building a community and empowering each other on their way to a better future.Helping you fill your open roles matters to us, because it matters to our millions of members looking for great jobs					
							We Connect You With the Workers You Want to Hire
		No matter the size of your company, you can quickly find great workers in the Jobcase community. Whether you need one employee around the corner or are looking to hire hundreds across the country, we help you find the right people fast.			Jobcase has great scale:
							
							
													
										100+ million registered members
									
								
													
										20+ million unique visitors per month
									
								
													
										#3 among U.S. online career resources (as rated by Comscore)
									
						
							Our Product Offerings Help You Engage With Workers Effectively:
					JobPromotion		Get solutions for any scale, whether it’s a single job, entire campaigns, or programmatic. Our flexible, multichannel marketing helps you improve application conversion.			HiringEvents		Draw registrants, drive attendance, virtually host, or schedule appointments and reminders with the power of our platform. Choose from a variety of options with no contract—no matter the scale or complexity.			CommunityEngagement		From Company Hubs to sponsored events or content in our feed, our team and tools help you and our members get to know each other.			BrandAwareness		Targeted brand outreach helps you widen and diversify your worker audience and establish trust to make your job promotions more effective.					
						
						
						
						
							Have a Specific Challenge? We Can Help!
		From hard-to-fill jobs to multilocation campaigns, the Jobcase customer success team can help you identify the right recruitment advertising solutions.								
									Get Started Today

### JazzHR

Marketplace																												Powerful, user-friendly, and affordable recruiting software.			Get Started Today
					
		JazzHR is a powerful, user-friendly, and affordable recruiting software that is purpose-built to help growing SMBs exceed their recruiting goals.JazzHR’s groundbreaking software replaces time-consuming, manual hiring processes with intuitive hiring tools that help recruiters and hiring managers build an effective recruiting process that results in great hires.																													Key Benefits for PEOs
		Grow your client base, your revenue, and your business. Add value to your business and your customer relationships by offering recruiting and talent management service to your clients.			Become aone-stop-shop		Extend your reach and empower your clients to do what they do best, while you do what you do best—manage HR.			Get ahead ofthe competition		Recruiting and talent management is a largely untouched service for many PEOs. Stand out from the crowd with a differentiated offering.			Deepen customerrelationships		Grow and build rewarding relationships with your clients by providing end-to-end valuable service.					
						
								
									
							Control & compliance						
					
									
						Fulfill reporting requirements and be prepared to address legal matters.					
									
							
													
										Distinct roles & privileges
									
								
													
										Centralized candidate feedback
									
								
													
										EEOC compliance
									
						
								
									
							Transparency & insights						
					
									
						Identify where the best candidates are found and expose bottlenecks in your process.					
									
							
													
										Progress by role/manager/source
									
								
													
										Candidate quality by job board source
									
								
													
										Dashboard views by clients
									
						
								
									
							Easy to use						
					
									
						Simple, affordable pricing and features designed to scale.					
									
							
													
										Purpose built for small business
									
								
													
										Automated hiring helpers
									
								
													
										Flexible and customizable for each individual company’s hiring needs
									
						
								
									
							Hassle free						
					
									
						Talk to a real person when you need help.					
									
							
													
										All access support: phone, email, and chat
									
								
													
										Dedicated onboarding for you and your clients
									
								
													
										Licensing models to meet your needs
									
						
						
							Key Benefits for Clients and Their Candidates		Make informed hiring decisions. Modernize your recruiting process with customizable and robust hiring tools that help you source, screen, and hire top talent.			Make spreadsheets obsolete
		Track, rank, and discuss automatically created digital candidate profiles in one secure location.			Leverage team knowledge
		Take the guesswork out of interviewing potential hires. Schedule interviewers with prep notes and questions.			Stay efficient and compliant
		Use our applicant tracking software to fine-tune your recruiting strategy, expose problems and refocus your hiring efforts.					
						
								
									
							Job promotion and employer branding						
					
									
						Post jobs online and engage where qualified candidates are looking.					
									
							
													
										Automatically syndicate to all major job boards to attract top talent
									
								
													
										Built-in mobile friendly careers website
									
								
													
										Quick 2-step plug-in to their careers page
									
						
								
									
							Robust applicant tracking						
					
									
						Organize your recruiting process and eliminate spreadsheets and busywork.					
									
							
													
										Track candidates as they move through the hiring process
									
								
													
										Automate tedious recruiting tasks
									
								
													
										Bulk actions to save time and money
									
						
								
									
							Interview tracking and scheduling						
					
									
						Manage your interview process using state-of-the-art tools.					
									
							
													
										Integrates their calendar to easily schedule and sync events
									
								
													
										Interview guides create a consistent interview process
									
								
													
										Manage each stage of the interview process with state-of-the-art tools
									
						
								
									
							Offer letters and eSignatures						
					
									
						Digitize your end-to-end HR process and remove unnecessary paperwork.					
									
							
													
										Digitizes their hiring process with embedded eSignatures
									
								
													
										Create repeatable, error-free offer letters with templates
									
								
													
										Track the offer process to find hidden gaps
									
						
								
									
							Advanced reporting and analytics						
					
									
						Optimize your recruiting process by spotting inefficiencies and hidden opportunities.					
									
							
													
										Improve key recruiting metrics by analyzing your data
									
								
													
										Find where the best candidates are coming from to target sourcing efforts
									
								
													
										Keep compliant with full EEO compliance reporting
									
						
						
						
						
						
						
							Contact us to learn how JazzHR’s recruiting software can help grow your business.										
									Get Started Today

### IDShield

Marketplace																												Identity theft and privacy protection			Get Started Today
					
					Protect Employees’ Savings, Credit, and Reputation From Identity Theft		IDShield’s monitoring and comprehensive identity restoration services allow users to:					
							
													
										Get notified of unauthorized transactions and activity
									
								
													
										Proactively protect themselves from data breaches
									
								
													
										Track their credit score
									
						
				Your clients’ employees will get peace of mind, protection they can count on, and support when they need it.https://vimeo.com/376927757					
						
								
									
							360 ̊ Degree Protection						
					
									
						IDShield monitors your identity, credit, financial accounts, social media accounts, and provides online privacy reputation management services.
					
								
									
							Real-Time Alerts						
					
									
						If a threat is detected to your identity or credit, you will receive an alert. You can view your alerts on the IDShield mobile app, member portal, and receive them by email.					
								
									
							Full-Service Restoration and Unlimited Consultation						
					
									
						If your identity is stolen IDShield provides you direct access to a dedicated Licensed Private Investigator who will restore your identity to its pre-theft status, guaranteed.					
								
									
							Financial Protection						
					
									
						Financial account monitoring and a $1 Million Identity Fraud Protection Plan for unauthorized electronic fund transfers and identity theft-related expenses.					
								
									
							Mobile App						
					
									
						The IDShield mobile app makes it easy for you to protect your identity and privacy and track your credit score with IDShield’s monthly credit score tracker.					
						
							“Best Overall” Winner for 2021!
		We are proud to announce that IDShield’s Individual 3 Bureau Protection Plan has been selected as @ForbesAdvisor’s “Best Overall” Winner for 2021! Additionally, our Family 3 Bureau Plan is recognized as “Best for Families.”																																																																																																																																							
							IDShield provides coverage for today’s identity and privacy protection needs at an affordable rate.					The IDShield plan includes:
					Monitored Information
							
							
													
										Mother’s Maiden Name
									
								
													
										Investment Account Numbers
									
								
													
										Social Security Number
									
								
													
										Medical ID Number
									
								
													
										Passport Number
									
								
													
										Driver’s License
									
								
													
										Usernames/Passwords
									
								
													
										National Provider Identifier Number
									
								
													
										Bank Account Numbers
									
								
													
										Credit/Debit/Retail Cards
									
								
													
										And More!
									
						
							Comprehensive Identity Restoration
							
							
													
										Full-Service Restoration by Licensed Private Investigators
									
								
													
										$1 Million Identity Fraud Protection Plan
									
								
													
										3B Credit Report Pre- and Post-Restoration
									
								
													
										Pre-Existing Identity Theft Restoration
									
								
													
										Unlimited Service Guarantee
									
						
							Monitoring and Detection
							
							
													
										High Risk Application Monitoring
									
								
													
										Public Record Monitoring
									
								
													
										Sex Offender Monitoring
									
								
													
										Financial Account Monitoring
									
								
													
										Social Media Monitoring
									
								
													
										Court and Criminal Record Monitoring
									
								
													
										Credit Monitoring*
									
								
													
										Telecom Monitoring
									
								
													
										Child Monitoring (Family Plan Only)
									
								
													
										Internet and Dark Web Monitoring
									
								
													
										Online Chat Rooms and Social Feeds Monitoring
									
								
													
										Payday Loan Monitoring
									
								
													
										Local, State and Federal Database Monitoring
									
								
													
										NEW! Reputation Score
									
								
													
										NEW! Reputation Management
									
								
													
										And More!
									
						
							Real-Time Alerts
							
							
													
										Hard Credit Inquiry Alerts
									
								
													
										Identity Threat Alerts
									
								
													
										Social Media Alerts
									
								
													
										Sex Offender Alerts
									
								
													
										Financial Account Alerts
									
						
							Unlimited Consultation
							
							
													
										Medical Data Reports
									
								
													
										Assistance in Analyzing and Interpreting Credit Reports
									
								
													
										Lost/Stolen Wallet Assistance
									
								
													
										Consultation on Common Trends and Scams
									
								
													
										Identity Theft Consultation
									
								
													
										Online Privacy Management
									
								
													
										Data Breach, Identity Theft & Financial Account Safeguards
									
								
													
										Cyberbullying Protection
									
						
							General
							
							
													
										24/7 Emergency Access
									
								
													
										Auto-Monitoring
									
								
													
										Mobile App
									
								
													
										Direct Access to Licensed Private Investigators
									
								
													
										Monthly Credit Score Tracker
									
								
													
										Live Member Support
									
						
						
						
						
						
							Contact us to learn more about how to offer IDShield’s identity theft and privacy protection to your clients and their employees.
										
									Get Started Today

### Fortuna

Marketplace																												Digital Banking for Payroll Direct Deposit and Fee-Free Earned Wage Access			Get Started Today
		Explore how Fortuna can enhance employee financial wellness and drive organizational success.			
					Transform Employee Financial Health With a Single No-Cost Solution		In an economy where many workers face financial challenges due to rising costs and limited banking options, maintaining financial stability can be difficult. Unexpected expenses, such as bills or car repairs, alongside the stress of living paycheck to paycheck, can detract from employee productivity and focus.Fortuna offers a unique, single solution designed to drive organizational success while helping employees manage their finances effectively. By integrating Earned Wage Access with digital banking with direct deposit, Fortuna allows employees to handle unexpected expenses without resorting to expensive payday loans. Additionally, employees can receive their paychecks automatically on payday, ensuring quick access to funds. This combination improves financial stability, enhances job satisfaction, and supports overall financial wellness.Fortuna integrates seamlessly with PrismHR and comes without charge to the Service Provider or business.																															
							Account Options
					Fortuna All-in-One™
																												A comprehensive digital banking solution designed to simplify money management with fee-free Earned Wage Access and payroll direct deposit capabilities with no monthly fees or minimum balance requirements.			Fortuna Flex Pay™																												An Earned Wage Access-only account to receive accrued wages ahead of traditional pay schedules with low transfer fees when moving funds to external bank accounts.								
									Get Started
					
						
						
							Benefits For:							
																																	Service Providers
		Integration with PrismHR facilitating a quick and easy implementation.Reduction or complete elimination of paper paychecks, enhancing efficiency.Strengthen relationships with existing customers with innovative offerings.A unique combined EWA and digital banking solution to differentiate offerings in a competitive market.																													Businesses		A robust employee wellness solution that aids in attracting and retaining top talent.A happier, more productive workforce leading to reduced pay-related issues.A convenient digital administration portal for management.Zero cost implementation.																													Employees		Earned Wage Access with option for fee-free withdrawal.Online banking featuring high-yield APY.No monthly fees or minimum balance requirements.Multiple funding methods — payroll direct deposit and external bank accounts.Credit score viewing.Physical and virtual Visa® debit cards, compatible with mobile wallets.Transfers to external banks accounts or debit cards.Send money capabilities to international and domestic locations.					
						
						
				https://www.youtube.com/watch?v=tfHWMbN7Pxs					
						
						
						
						
							Explore how Fortuna can enhance employee financial wellness and drive organizational success.										
									Get Started Today
					
						The Fortuna Visa® Prepaid Card is issued by Community Federal Saving Bank, Member FDIC, pursuant to a license from Visa U.S.A. Inc. Certain fees, terms, and conditions are associated with use of the Fortuna program. Fortuna is a product of Grit Financial Inc. Grit Financial Inc. is a financial technology company, not a bank. Banking services are provided by Community Federal Savings Bank.

### Hooray Health

Marketplace																												Comprehensive medical too costly? There is finally an affordable, easy-to-access benefits solution that protects your bottom line while giving employees access to quality, reliable care.			Get Started Today
					
					At Hooray Health, We Understand That the Price of Healthcare Is Out of Control.		As costs continue to soar, it becomes increasingly more difficult for employers to offer a benefit solution that is fiscally responsible for their business, while also meeting the healthcare needs of employees and their families. With Hooray Health, you get both!Our innovative coverage solutions are specifically designed to provide hourly, contingent, and even full-time workers with the affordable, convenient care they need, when they need it.					
								
									
						$25 Copay at In-Network Facilities With No Balance Bills					
								
									
						Nationwide Network of 3,500+ Urgent Care and Retail Clinics
					
								
									
						$0 Telemedicine and Medical Concierge Consults
					
								
									
						Facilities Open Nights and Weekends, No-Appointments Necessary
					
								
									
						Prescription Savings
					
								
									
						Simple Plans, Seamless Implementation
					
						
						
							Hooray Health is Ideal for:							
							
													
										PEOs
									
								
													
										Staffing Firms
									
								
													
										Traditional Employers
									
						
									
							
													
										Uninsured Employees(Both Full and Part-timers)
									
								
													
										High Turnover Groups
									
						
									
							
													
										Supplemental Gap
									
								
													
										Associations
									
						
							Why Is Hooray Health an Ideal Partner?					For You
							
							
													
										An innovative, nationwide response to unaffordable comprehensive medical care
									
								
													
										Protect your bottom line by reducing turnover, saving time and money
									
								
													
										Show employees they are valued, attract quality talent
									
								
													
										We work with your broker
									
								
													
										Our experienced team is with you every step of the way!
									
						
						
																																																													
						
							For Your Employees
							
							
													
										Affordable, easy-to-use plans (options at less than $20 per week)
									
								
													
										Convenient access to quality care 24/7/365
									
								
													
										Cover the entire family
									
								
													
										No surprise medical bills
									
								
													
										No claims to file
									
								
													
										User-friendly mobile app offers quick access to all benefits, from anywhere
									
						
						
						
							To learn more, click below to download our brief executive summary!										
									Download Executive Summary
					
									“Hooray Healthcare has allowed us to FINALLY offer an affordable healthcare option for our part-time workforce. They have an excellent team of professionals who are extremely responsive and very flexible to meet our unique needs.”		—SUE KOHLBERGDirector of Benefits, Premium Retail Services, Inc.			The Hooray Health Story in Under a Minute!		https://vimeo.com/546172661			It’s All in the App!					Unique access to all the aspects of care:
							
							
													
										Provides easy access to care
									
								
													
										Click-to-call Telemedicine
									
								
													
										Locate in-network providers
									
								
													
										Discount prescription search by price and location
									
						
				The Hooray Health App is available for free in the Apple Store and Google Play!																																																																																			
						
						
						
						
							Contact Us to Learn More About Affordable Solutions From Hooray Health.										
									Get Started Today

### Guardian

Marketplace																												A Simplified Benefits Experience for Your Worksites			Get Started Today
					
					Your worksite clients want a robust benefits package. You need a seamless approach to deliver it. A partnership with Guardian can help provide both.
		Guardian has been delivering benefits solutions to PEOs since 2001. Working with PrismHR, we offer benefit plans that can be tailored to your worksite clients’ needs. Our comprehensive ancillary benefits—dental, vision, life, disability, accident, critical illness, cancer and hospital indemnity plans—along with our value-added services, help you provide attractive benefits to recruit and retain worksite employees, helping your business thrive. Our experienced team will provide your PEO with the hands-on support necessary to make implementation, enrollment and administration of your worksite clients’ benefits simpler than ever before. Simplicity means more than just modern processes and intuitive tools. It means having a partner to help your worksite clients better understand how their benefits can impact their well-being—driving enrollment while helping each employee to feel, think and perform their best.					
				https://vimeo.com/992382930?h=7b32bf50bb&badge=0&autopause=0&player_id=0&app_id=58479https://vimeo.com/992382706?h=1ed5566f31&badge=0&autopause=0&player_id=0&app_id=58479https://vimeo.com/992932780?h=fe53774678&badge=0&autopause=0&player_id=0&app_id=58479https://vimeo.com/992383088?h=34ba027a14&badge=0&autopause=0&player_id=0&app_id=58479Our experienced team will provide your PEO with the hands-on support necessary to make implementation, enrollment and administration of your worksite clients’ benefits simpler than ever before. Simplicity means more than just modern processes and intuitive tools. It means having a partner to help your worksite clients better understand how their benefits can impact their well-being—driving enrollment while helping each employee to feel, think and perform their best.Because behind every PEO is a Guardian.								
									Learn More
					
									A Personalized PEOBenefits Solution		The benefits your worksite clients want. Delivered in a consultative and customizable way that compliments the needs of any company, at any size.			An ImprovedClient Experience		A strategic approach to education, engagement, and enrollment. Driving participation rates for your PEO and value for your worksite clients.			Seamless Implementation & Administration
		Over 20 years’ experience helping PEOs to efficiently and effectively manage their employee benefits.			Products
					Specializing in Multiple Employer Plans for PEOs
					Dental Insurance
		Good oral health can lead to better health overall. That’s why dental insurance is in high demand, it’s one of the best ways to help worksite employees get the preventive oral care they need and save on more costly dental services if needed.https://youtu.be/geDWGBcKzo4			Vision Insurance
		As we spend more time in front of screens, vision insurance—and the eye exams, glasses, and contact lenses it helps to cover—becomes increasingly important for worksite employees.https://youtu.be/D755KLfgQzg			Life Insurance
		The income your clients’ employees earn touches numerous other lives. That’s why life insurance can be a vital offering for worksite employees, providing families financial support in case the unthinkable happens.https://youtu.be/j5jkvpbbh58			Disability Insurance
		Despite our best efforts, being unable to work due to illness or injury can happen. Disability insurance helps ensure your clients’ worksite employees can continue to support their families at a time they need it most.https://youtu.be/bG7cd6K8WPg			Accident Insurance
		Accident insurance helps cover any extra, out-of-pocket expenses not covered by health insurance that a worksite employee might face if they’re injured in an accident.https://youtu.be/kmPS_LVp6VQ			Critical Illness
		Critical illness insurance offers similar coverage if a worksite employee becomes very ill or suffers a serious medical problem, like a heart attack or stroke.https://youtu.be/LAS1pOEw_7o			Cancer Insurance
		Like accident insurance, cancer insurance helps cover out-of-pocket expenses that aren’t covered by health insurance. If a worksite employee is diagnosed with cancer, this coverage can help ease the financial strain of treatment.https://youtu.be/PKJa3SAcId4			Hospital Indemnity
		If a worksite employee is hospitalized, hospital indemnity insurance can supplement health insurance to help cover the costs associated with the stay. It can be especially valuable for worksite employees with high deductibles and copays, who may need assistance with childcare if hospitalized, or who might need to travel far from home to receive medical care.https://youtu.be/SAkiDKMWMPk			Value-added Benefits
		Guardian enhances its benefits with several services growing in demand among employees. Including helpful services like:					
							
													
										A dedicated PEO Team for support
									
								
													
										Employee Assistance Program—provides members and their families with counseling for stress management and mental health, dependent and elder care, nutrition, fitness, and legal and financial issues
									
								
													
										Travel assistance program and will preparation services
									
								
													
										Guardian benefit communication and enrollment support
									
						
						
						
						
						
							We’re ready to help you build a simplified benefits experience for your worksites.										
									Get Started Today

### Gradient AI

Marketplace																												Artificial Intelligence solutions enabling Underwriting & Claims operations to make more profitable decisions faster.			Get Started Today
					
					Analytic Predictive Solutions to Outpace Your Competition
		AI provides a more accurate assessment of risk and greater accuracy in predictions than traditional methods.With Gradient AI, you get a robust predictive analytics platform that leverages your own data, our federated data, and curated third-party data for workers' comp and group health plans. You can choose the combination of data assets that enable you to make much more informed and profitable decisions.																															
						
						
							Underwriting		Capture More Business and Achieve Target Loss Ratios					
								
									
						Gain deeper insights on group health risks, and increase accuracy in pricing commensurate with risk
					
								
									
						Streamline the quoting process to reduce turnaround times, automate with straight-through processing (STP)					
								
									
						Enable more competitive pricing with a more nuanced risk assessment to identify lower-risk business that others miss					
							Claims Management
		Gain Earlier Visibility to Reduce Cost of Claims					
								
									
						Improve claim outcomes
					
								
									
						Reduce claim spend and related expenses
					
								
									
						Decrease volume and severity of litigation
					
						
						
						
						
							Contact us to learn more about achieving a better return on risk										
									Get Started Today

### FinFit

Marketplace																												Bring a sense of stability into the workplace with financial assistance and educational support.			Get Started Today
					
		At FinFit, we work to increase employee savings, build employee stability, and forge equitable partnerships in financial wellness to lower turnover, increase productivity, and heighten employee engagement.It’s simple: Show them you care about their financial health, and they’ll show you they care about the company.Let us show you how at no cost to you. FinFit is already integrated into PrismHR, so setup is easy, and implementation is minimal!																															
						
						
							FinFit Helps to increase employee
savings and stability with:
							
							
													
										No-fee Spending & Savings Accounts
									
								
													
										Early Wage Access
									
								
													
										Emergency Funding
									
								
													
										Affordable Loans & Lines of Credit
									
								
													
										Student Loan Repayment
									
						
									
							
													
										Financial Coaching
									
								
													
										Budgeting Tools
									
								
													
										Education
									
								
													
										and more…
									
						
							FinFit Offers Revenue Opportunities for PEO Partners		Real Results From FinFit Clients		

	
		
		
	
	
		
		
	
	
	

		25-0%
		Improvement inEmployee Retention			

	
		
		
	
	
		
		
	
	
	

		0%
		Increase inEmployee Productivity			

	
		
		
	
	
		
		
	
	
	

		0%
		Reduction in401(k) Borrowing			
					Significant bottom-line cost-savings for your organization.
						
						
							“In this extremely stressful time for both employers and employees, I cannot express how relieved I felt for our employees after implementing FinFit. Whatever financial help our employees seek will not compare to the wealth of resources your company will provide for them.”		—Dr. Eva R. ScottDDS | Harborview Dental AssociatesDDS | Harborview Dental Associates					
							Affordable Credit Solutions for Employees		Nearly half of Americans don’t have $400 to manage an emergency expense. You and your clients can ensure employees have access to affordable funding options at no cost or administration for their employers.					
							
													
										Loans from $500 – $10,000¹
									
								
													
										Employees receive a decision in as little as seconds²
									
								
													
										Options to receive funds instantly³
									
								
													
										You and your clients are never responsible for a FinFit loan, even if the employee quits or is terminated.
									
						
						
																																																													
						
							Early Access to Earned Wages When Employees Need it Most
		Pay cycles can be challenging to employees if their bills don’t align with payday. FinFit’s WageNow⁴ grants employees access to the wages they’ve earned, right when they need it most.WageNow is available automatically to your clients’ employees with no extra work, administration, or activations needed.					
						
						
						
						
							Contact us to learn how FinFit can help grow your business.
										
									Get Started Today

### Experian Employer Services

Marketplace																												Customized, bundled, and stand-alone solutions such as unemployment cost management and employment/income verification services.			Get Started Today
					
					Experience. Performance. Results.		Introducing Experian Employer Services. We brought together the best of the best to deliver a suite of specialized solutions with unmatched service, trusted expertise and client-inspired innovation. We’re focused on the employee experience while improving your bottom line.Employers can reduce complexity and minimize disruption with Experian Employer Services. We’re keeping the focus and flexibility that you value in boutique providers while adding the resources and security of Experian. With over 75 years of combined industry experience, we are already improving the performance and experience of over 2,000 employers with more than 17 million employees.					
							Unemployment Cost Management
		Reduce your annual state unemployment costs and streamline your unemployment administrative process for maximum efficiency.					
							
													
										Maximize state unemployment tax savings
									
								
													
										Improve compliance
									
								
													
										Improve win percentage
									
								
													
										Protect against fraudulent unemployment claims
									
								
													
										Protect against state agency errors—overcharging
									
								
													
										Eradicate time-consuming paperwork
									
								
													
										All while using little to no company resources!
									
						
				Experian Employer Services’ experienced team of claims, hearings, and tax professionals will save your organization both time and money.																													Our 3-Pronged Value Proposition
					Tax Savings
		Our comprehensive tax services result in actual savings through tax-rate reduction as well as credits received from audits.			UI Compliance		We will take 100% responsibility for all UI regulatory compliance eliminating penalties for noncompliance or inadequate responses on unemployment claims.			Administrative Savings
		Add address of record for all unemployment paperwork and phone calls. Experian Employer Services will free up your staff to focus on your core business.			Employment and Income Verification Services
		For over 25 years, our mission has been to provide a fully managed service to completely eliminate the verification workload at no cost to the employer, while providing compelling value for all stakeholders. Experian Employer Services’ uniquely secure process gives employees the peace of mind their data is only released to authorized verifiers with their consent. Our service model is employer/employee-centric, focusing on relieving outlier verifications that take valuable time and internal resources to complete.			How It Works
																																	
						
						
						
						
							Contact us to learn more about Experian Employer Services.
										
									Get Started Today

### ExpensePath

Marketplace																												Easy-to-use expense reporting solution that is fully integrated with PrismHR.			Get Started Today
					
		ExpensePath has made it easy for your PEO to enable clients with an expense reporting solution that is easy for companies to manage and simple for all employees to use.The combination of ExpensePath and PrismHR provides a comprehensive solution from creation and submission to reimbursement through payroll.																															
						
						
							How ExpensePath works:
							
							
													
										Employees provide expense details and receipts through mobile app or website
									
								
													
										Reports are automatically routed to reviewers
									
								
													
										Approved data is exported for reimbursement in the next payroll run in PrismHR
									
						
				ExpensePath is a full-featured solution including policy, GL mapping, and much more.					
						
							ExpenseImport/Creation							
						
						
							Reviewand Approval							
						
						
							ReimburseThrough PrismHR							
						
						
							ReportSubmission							
						
						
							Export to
Accounting		The ExpensePath partner portal makes it easy to create new ExpensePath accounts for your clients and manage existing ones.Sync users from any PrismHR company to automatically add new hires, capture changes and inactivations. Support clients directly by accessing their ExpensePath admin account from your portal.								
									Learn More
					
																																					
				ExpensePath’s full-featured and easy-to-use expense reporting solution integrated with PrismHR delivers the best solution in the marketplace for your clients.No matter how complex or simple their expense reporting needs, ExpensePath delivers a solution that fits any organization and provides your PEO with simple setup and ongoing management within PrismHR. No other solution can match it!			Benefits for Your PEO							
							
													
										Stay competitive and win new clients
									
								
													
										Provide a service that SMB clients are asking for
									
								
													
										Increase revenue per customer
									
						
						
						
						
						
							Contact Us to Learn More About ExpensePath										
									Get Started Today

### PrismHR Data Bridge



### PrismHR ClientSpace



### PrismHR Benefits Enrollment



### PrismHR Adopt



### Equifax

Marketplace																												Choose a solution below:																															
									
							Employment and Income Verification						
					
									
						The Work Number® from Equifax provides employment and income verifications with an automated, secure, no-cost solution.					
												
									Learn More
					
																																					
									
							Unemployment Cost Management						
					
									
						Let Equifax tailor an Unemployment Cost Management program that helps support your size and needs.					
												
									Learn More

### Doctegrity

Marketplace
																												
Telemedicine benefit for employees and their families.
Get Started Today

Doctegrity is a telemedicine benefit that allows employees and their family to talk to a board-certified doctor 24/7 nationwide in English or Spanish—unlimited with no copays. Also included is Teletherapy—Mental Health therapy on the phone at no added cost. All of our plans are family plans, and employees do not need to be on health insurance.
Doctegrity is an ideal low-cost benefit that helps reduce healthcare costs, your medical loss ratio, and creates value for your clients while opening up new ways to increase customer loyalty.
https://www.youtube.com/watch?v=s6MBqWmpoy8					
Doctegrity Telemedicine Benefit
								

							Primary Care Telemedicine
					

						24/7/365 Board Certified Physicians available with bilingual coverage nationally. Our virtual visits can take place either on the phone or through secured video chat
Got a question? Message a doctor over our secured email for your Second Option needs.					
								

							Mental & Behavioral Health
					

						24/7/365 licensed mental and behavioral health counselors and therapists available by phone.
This is an excellent upgrade to your EAP.					
								

							Prescription Discount Card
					

						Our members save up to 80% on prescriptions at most major retailers (integrated in our apps)
Also works on pet prescriptions					
								

							Bilingual Customer Support
					

						Domestic customer support available 24/7/365 if help is needed to set up virtual
physician visits or to answer your questions.					
																	
			
			
			
						
Contact us to learn about the benefits of the PrismHR partnership with Doctegrity.
										
									Get Started Today

### DISA

Marketplace																												Employment background screening solutions.			Get Started Today
					
					Turn-Key. Integrated. Compliant.
A Best-in-Class Solution.
		DISA Global Solutions, formerly Crimcheck, protects PEOs, ASOs, staffing firms and your customers, employees, assets and brand with comprehensive, accurate, and compliant employment screening solutions.Its award-winning, PrismHR-integrated solutions improve customers’ efficiency, enhance candidate experience, and accelerate time to hire.																															
						
																														Hiring is risky and getting it wrong is expensive. Employment background screening can improve the quality of the workforce, reduce employee turnover, and mitigate the risk of negligent hiring liability. But there are thousands of background check vendors, so your clients need help cutting through the noise to select a best-in-class partner.DISA’s solutions are integrated with PrismHR, so they are simple to roll out to your customers and easy for you and your customers to use. This integration enables you and your customers to order background checks quickly and seamlessly from PrismHR without any duplicate data entry, then track status and securely view completed reports. And, because DISA is accredited by the Professional Background Screening Association (PBSA) and SOC 2 Type II compliant, you can rest assured its solutions are compliant and secure.			DISA is integrated with:
							
							
													
										PrismHR – Complete HR platform
									
								
													
										PrismHR Hiring powered by HiringThing
									
								
													
										JazzHR in PrismHR Marketplace
									
								
													
										PrismHR ATS, formerly AgileHR
									
						
				DISA makes background screening easy to implement and efficient to use inside PrismHR. With its built-in compliance features, focus on accuracy and speed, and award-winning customer service, your customers will have a Safe Hiring Advantage.					
						
							Improved Efficiency Though Innovative Technology
		DISA will provide you with a branded customer onboarding solution to streamline the setup of your customers’ accounts. And, their accounts can be automatically set up with your pre-determined background screening packages.DISA’s integration with PrismHR reduces steps in the background screening process, eliminates duplicate data entry, ensures program compliance, and enhances the candidate experience.					
							
													
										You and your customers can quickly order background checks from any device.
									
								
													
										PrismHR securely transfers candidate data to DISA, then DISA emails and texts the candidate.
									
								
													
										Candidates complete their information and e-sign their authorization in DISA’s mobile-friendly portal.
									
								
													
										You and your customers users can see real-time status while reports are in progress.
									
								
													
										You and your customers can view completed reports and, if necessary, initiate the Adverse Action process.
									
						
																														At DISA, we pride ourselves on building longstanding relationships with our customers and partners.Customers speak with their representative every time they call. We do not have a call center. Our 100% U.S. based customer service team maintains extended hours Monday through Friday as well as weekend hours.DISA is an HRO Today Customer Satisfaction Ratings award winner, maintains a consistently high TrustSpot rating of 4.9, and has a 99% client retention rate.					
							DISA Key Facts
					DISA was founded in 1991 and is an Associate Member of the National Association of Professional Employer Organizations (NAPEO).
					DISA is Accredited by the Professional Background Screening Association (PBSA), one of only 10% of its members.
					DISA has been honored multiple years by HRO Today in its Baker’s Dozen Customer Satisfaction Ratings survey of employment screening customers.					DISA has undergone a SOC 2 Type II evaluation of its solution’s privacy, security, availability, processing integrity, and confidentiality.							
						
						
						
						
							Contact us to learn how to implement PrismHR-integrated, PBSA-Accredited employment background screening solutions.										
									Get Started Today

### detamoov

Marketplace																												Secure automated API integrations reinventing the way data moves with PrismHR. Reduce manual tasks, save time and increase data accuracy.			Get Started Today
					
					GL Integrations Built and Designed for the Modern PEO World		Gone are the days of messy file uploads/downloads and manual tasks integrating general ledger information from PrismHR to the most popular small-business accounting packages.With detamoov, enjoy complete end to end API automation posting payroll general ledger information to QuickBooks Online and Xero.																															
						
								
									
						API automation removes manual tasks posting general ledger data
					
								
									
						Connect to QuickBooks Online and Xero					
								
									
						Full support for simple and advanced general ledger configurations					
						
																																	Connect to QuickBooks Online or Xero in 60 Seconds
		detamoov’s simple setup process takes 60 seconds to create API connections to the most popular small-business accounting packages.
Plus, access detamoov’s rich set of tools to easily debug and proactively identify any general ledger setup issue.					
						
						
						
						
						
						
							Ready for GL API automation that not only saves time but delights your clients?										
									Get Started Today

### ClearCompany

Marketplace																												Choose a solution below:					
									
							Applicant Tracking Software Suite						
					
									
						Do more with a purpose-built ATS. Streamline and automate recruitment processes and create best-in-class candidate experiences with ClearCompany Applicant Tracking Software.					
												
									Learn More
					
									
							Performance Management Suite						
					
									
						Conduct better reviews, increase feedback, and simplify review cycle management with ClearCompany’s employee-first approach and automation.					
												
									Learn More
					
									
							Employee Engagement Suite						
					
									
						Implement a high-touch employee engagement strategy to foster connectedness, productivity, teamwork, and retention.					
												
									Learn More

### Cariloop

Marketplace																												Comprehensive caregiver and childcare support to help working parents and families balance work and caring for loved ones.			Get Started Today
					
					Support to Help Working Parents and Caregivers
		Having present and productive employees is critical for a company’s success. When working parents and caregivers have challenges in caring for their loved ones, whether they are children, aging parents, grandparents, spouses, friends or even themselves, their focus can be pulled away from work.Cariloop can help them by providing hands-on support and access to resources as they plan and manage their caregiving responsibilities. They shouldn’t have to navigate caregiving alone—and with Cariloop they don’t have to.																															
							Manage Caregiving Responsibilities With Ease							
								
									
							Robust Content Library						
					
									
						Worksite employees can access information and recommendations to help them learn more and educate themselves on how to best care for their loved ones.					
								
									
							Digital Tools						
					
									
						The platform has a robust set of digital tools to help plan and manage caregiving tasks, such as medication trackers, provider lists and documentation storage.					
								
									
							Coaching Support						
					
									
						When more hands-on support is needed, employees can connect with a Care Coach who can guide them and take the burden of finding resources off their plate.					
								
									
							Community of Caregivers						
					
									
						Employees can connect with other caregivers in similar scenarios to share insights, gain other perspectives and viewpoints, and learn what worked well for them.					
						
						
						
						
							Learn more about Cariloop’s caregiver support and how it can help improve the employee experience and engagement.										
									Get Started Today

### Bilflo

Marketplace																												Reduce Data-Entry Errors and Speed Up Payroll With Ease			Get Started Today					
					Back-office software built to address the nuances of back-office duties
within timekeeping, approvals, invoicing, and reporting.
					Bilflo’s main automation features include:							
							
													
										Electronic time & labor approval
									
								
													
										Import time from outside systems
									
								
													
										Simple & fast automated client billing
									
								
													
										Real-time sales & GP reporting
									
						
																																			
						
						
								
									
							Timecard Management						
					
									
						Bilflo offers seamless timecard management with features such as diverse time-tracking options, approvals and reminders, smart pay calculations, time-off management, expense reporting, and customized pay items and location-based rates.					
									
							
													
										Bulk time importing
									
								
													
										Mobile-friendly timecards
									
								
													
										Missing timecard reminders
									
								
													
										Timecard approval management
									
						
								
									
							Automated Invoicing						
					
									
						Bilflo’s automated invoicing feature is designed to revolutionize the way you manage and deliver invoices. Our Automated Invoicing offers personalized bill rates, consolidated/individual invoice grouping, customizable templates, effortless generation and delivery, integration with accounting systems, version control, and editing, streamlining your invoicing process.					
									
							
													
										Automatic invoice generation
									
								
													
										Detailed invoice customization
									
								
													
										Bulk invoice delivery
									
								
													
										Accounting integration
									
						
								
									
							Business Intelligence						
					
									
						Bilflo’s Business Intelligence is designed to unlock the true potential of your organization’s data. Our cutting-edge software offers a centralized system for generating insightful reports and analysis, giving you a comprehensive view of your company’s performance.					
									
							
													
										Real-time reports
									
								
													
										Custom field support
									
								
													
										Priceless business insights
									
						
								
									
							Performance Management						
					
									
						Bilflo’s performance management is a dynamic solution designed to optimize your team’s performance and drive success within your organization. Our advanced software offers a comprehensive approach to managing performance by aggregating metrics, setting personalized goals, and fostering healthy competition among team members.					
									
							
													
										Real-time insights and reporting
									
								
													
										Personalized team member goals
									
								
													
										Customizable dashboards
									
						
				https://www.youtube.com/watch?v=DqIz9wwvEPc					
						
						
						
						
							Discover how Bilflo can help you reduce labor costs while growing your business.										
									Get Started Today

### Beam Dental

Marketplace																												Smarter dental care.			Get Started Today					
					Dental PPO Plans With a Twist		We blend technology with traditional insurance policies to create incredible value for SMBs.Beam is an SMB’s best choice for an innovative take on dental and ancillary employee benefits.																															
																																	The Best Option for PEOs		Beam brings modern benefits and a differentiated experience to the PEO, employers, and employees.			Why PEOs Choose Beam
							
							
													
										Built for small employers
									
								
													
										Data-driven master-policy rates at renewal
									
								
													
										Beam Perks available to all worksite employees at no additional cost
									
								
													
										Fully integrated with PrismHR
									
						
						
						
							Why We’re Different					We’re the modern dental benefits company you’ve been waiting for.							
							Beam Perks
		The essentials members need for great dental care delivered to their doorsteps.			What’s included?							
							
													
										Beam Brush
									
								
													
										Beam Paste
									
								
													
										Shipping included
									
						
																																			
																																	Real Savings for Employers
		With SmartPremiums, saving money is as easy as brushing your teeth.*			Saving is simple.							
							
													
										Clients sync their brush with the app
									
								
													
										The better they brush the more they save
									
								
													
										PEOs can earn a discount on rates
									
						
							Beam Features							
							
													
										90th UCR standard, upgradeable to 95th
									
								
													
										Dental + vision bundles with VSP
									
								
													
										Digital implementation and admin
									
								
													
										300,000 nationwide access points
									
						
									
							
													
										No downgrades on composites
									
								
													
										High annual maximums available
									
								
													
										And more!
									
						
							Differentiate your PEO, experience real savings, and benefit from end-to-end integration with PrismHR.							
				© 2025 Beam Technologies Inc. All rights reserved.*Discount applied at renewal based on the company Beam Score. Lower rate based on group’s participation in Beam® Perks wellness program and a group aggregate Beam score of “A”. Based on Beam® internal brushing and utilization data at renewal. Not all Products Available in All States.Insurance products underwritten by National Guardian Life Insurance Company† (NGL) and Nationwide Life Insurance Company, marketed by Beam Insurance services LLC, and administered by Beam Insurance Administrators LLC (Beam Dental Insurance Administrators LLC, in Texas). Dental policy form series numbers NDNGRP 04/06 or NDNGRP 2010. Not all Products Available in All States. Beam Perks® is provided by Beam Perks LLC. Members age 4 and up at the time of enrollment are eligible to receive Beam Perks® and must select their Beam Brush color within 45 days of enrollment to participate. Beam Perks® can be obtained separately without the purchase of an insurance product by visiting perks.beam.dental. Beam Perks may be changed at any time without notice. See perks.beam.dental for Terms and Conditions.†National Guardian Life Insurance Company is not affiliated with The Guardian Life Insurance Company of America, a.k.a. The Guardian, or Guardian Life.BM-WEB-0020-202005					
				PHRI LLC is an affiliate of PrismHR, Inc. All insurance products will be offered and sold only through PHRI LLC, its licensed agents or its licensed insurance partners, 35 Parkwood Drive, Hopkinton, MA 01748. Licensed in 49 states. Certain services may not be available in all states. Customers must be using PrismHR’s HCM technology platform to take advantage of these programs.					
						
						
						
						
							Contact Us to learn how Beam Dental can help grow your business.										
									Get Started Today

### Ameritas

Marketplace																												We partner with plan sponsors and advisors to get employees ready for retirement.			Get Started Today
		We Want to Serve You			
					Upgrade Your 401(k) Plan With Ameritas’ Comprehensive Multiple Employer Plan Solution
		Ameritas (formerly BlueStar) has built proprietary technologies designed with Multiple Employer Plans (MEPs) in mind. Our service-first model delivers an unrivaled experience for your PEO and clients. Our new Pooled Employer Plan solutions also allow your ASO clients to participate in industry-leading retirement plans. And our PrismHR integration will increase data accuracy, reduce your daily to-do list, and enhance your client experience.																															
						
																																	Stronger Together: Your PEO 401K MEP		Multiple employer plans (MEPs) are a special type of 401(k) plan that allows businesses to pool their purchasing power together to access better benefits, services, and rates with less in-house administrative overhead. In other words, they fit right into your PEO service model!Since you control the payroll functions of your clients, you are able to offer a MEP that is less expensive and easier to administer than other 401(k) options. An excellent 401(k) MEP will help you attract and retain great clients.If you are interested in offering a 401(k) solution to your ASO clients, we can help there too! Ask us about our Pooled Employer Plans (PEP) options!					
						
							Why Ameritas
		We combine a service-first attitude with smart technology and a commitment to continuous innovation to be the best retirement plan provider. Every day.					
								
									
							Service First Attitude						
					
								
									
							Technology Built for MEPs						
					
								
									
							Bundled TPA and RK Services						
					
								
									
							Open Architecture with Charles Schwab						
					
								
									
							Certified Expertise						
					
								
									
							Custom PEO Branding and Marketing Support						
					
							Specializing in Multiple Employer Plans for PEOs
		Ameritas has worked with PEOs since 2003 and understands their unique needs.We know that your retirement plan needs to be a shining example of why your client hired you to take over their HR and Payroll needs. Our service model is designed to support you completely from the initial sale through the many years of successful client development.As a NAPEO Medallion Partner, we’re constant supporters of the PEO community, enabling us to keep our finger on the pulse of your world.																															
						
						
						
							The Ameritas integration with the PrismHR platform delivers significant advantages to PEOs							
								
									
							Automated Processing						
					
									
						Our API eliminates the daily chore of 401(k) maintenance.  We will automatically pull payroll and census data from PrismHR and return participant level changes like new enrollments, contribution rate changes, and loan information					
								
									
							Data Quality Assurance						
					
									
						By accessing your data directly, we can ensure that our data and your data are always in sync.  That means fewer problems, better compliance, and happier clients.					
								
									
							Employee Experience						
					
									
						With our single sign on process, your worksite employees can access their 401(k) data directly from their Prism portal.  With our branding capabilities, this technology creates a seamless and consistent employee experience.					
						
							Technology Built for MEPS
					Smart Retirement Planning Tools for a Brighter Future
		We have been dedicated to pushing boundaries and developing tools you need to be successful for almost 20 years. Ameritas provides retirement tools at every stage, for PEOs, worksite employers, and individual plan participants. Plan Sponsors can effortlessly monitor and manage each adopting employer across the entire plan, or aggregate data for plan-level metrics and reporting. Adopting employers benefit from a standalone plan experience, with reporting and access exclusive to their company. Participants can confidently take control of their future with the MyPlanConnection app, and more! We are here to serve you by offering industry-leading MEP technologies and services.			Comprehensive RecordkeepingOver the past two decades, Ameritas has built and perfected our proprietary systems to take on the unique reporting, administration, and recordkeeping challenges posed by MEPs. No workarounds or manual processes like you’ll see with other providers. And as an experienced PEO partner, we’ve done the work to integrate with popular PEO software.
					Sophisticated Reporting ToolsOn the Ameritas platform, our PEO partners access portals that seamlessly shift between a total plan view and a specific adopter view. Reporting is available for the plan level as well as by adopter, so each company retains an individual plan experience–all while receiving the benefits of being part of your MEP.
					EngagementEngineEngage plan participants like never before with Ameritas’ one-of-a-kind EngagementEngine. Designed to help you go the extra mile when communicating with participants using data-driven and fully customizable campaigns.
							
																																	We Help You Stand Apart From the Crowd		A high-quality plan should look like a high-quality plan, and Ameritas is with you every step of the way to deliver that experience. Your 401(k) plan needs to feel unique and reflect your brand. After all, they’re your clients and your plan.With the help of that great Ameritas technology, we can customize your plan portal, brochures, and participant materials with your logo and colors. You can even have branding options at a company by company level that differs from your PEO branding. And because our system is so flexible, there’s zero extra charge.					
						
						
							Open Architecture With Charles Schwab
		Charles Schwab Trust Bank custodies your plan assets and processes all trading instructions.Using an open-architecture custodian gives your plan access to the gamut of investment vehicles, including low-cost options, to help participants achieve their retirement goals. And because Ameritas and Schwab are no-conflicts providers, you can rest assured your plan won’t be plagued with proprietary investments or hidden fund kickbacks.The bottom line is it comes down to possibilities. Our mission at Ameritas has always been to offer a true open architecture platform that enables access to the broadest possible universe of investment options – so that your potential is never limited.																															
							Trust the Professionals / CEFEX
		Ameritas undergoes two separate independent audits per year to document and refine Ameritas’ internal procedures.A SSAE16 SOC 1 Type 2 audit is performed by a retirement plan industry specialist to confirm that our procedures are sound and are accurately implemented. Ameritas is audited by a second industry specialist in support of the ASPPA-CEFEX Service Provider Certification, the gold standard for retirement plan service provider industry certifications.All of Ameritas’ compliance professionals carry designations from ASPPA, the premier national organization for retirement plan professionals.																															
						
						
						
						
							Contact us today to streamline your plan administration and grow your MEP today!										
									Get Started Today

### ZayZoon

Marketplace																												The financial empowerment platform for SMBs.			Get Started Today
		Contact us today and offer ZayZoon in one hour or less!			
					The easiest, most effective way to offer on-demand pay, employee perks and financial education.
		PrismHR has a fully automated integration setup with ZayZoon.With ZayZoon, payday finally comes with the push of a button. It’s free for employers and takes only 45 minutes to implement. Employees can use ZayZoon to get paid whenever, however. The platform also offers educational resources and tools to help workers break the paycheck-to-paycheck cycle. 89% of employees who use ZayZoon report less financial stress, and employers who offer ZayZoon boast a 29% reduction in turnover.Activate ZayZoon today in 45 minutes or less!																															
						
								
									
							Attract Applicants						
					
									
						With Earned Wage Access, you’ll attract 2x more applicants than your competitors.					
								
									
							Retain Employees						
					
									
						Businesses experience up to a 29% reduction in turnover thanks to Earned Wage Access.					
								
									
							Save Money						
					
									
						Tired of processing payroll advances? On-demand pay is free, and we handle everything for you.					
						
							The Benefits
					No Change to YourPayroll Process
		Getting up and running with ZayZoon requires no changes to your existing payroll processes. No Time & Attendance data required.			Activate in45 Minutes		Activate across entire worksite population in 45 minutes with an attractive tile in the PrismHR ESS.			Security YouCan Trust		We provide a safe and trustworthy place for your data and have the SOC 2 Type II certification to prove it.			Zero Cost to AddThis Benefit
		ZayZoon doesn’t cost you a cent. We take on all the risk, so you can relax and take all the credit.								
									Get Started
					
						
						
							Earned Wage Access
		Employees want to control when they get paid and how. With ZayZoon Earned Wage Access (EWA), you can offer on-demand pay instantly at no extra cost. When payday is any day, employers are happier, more productive and likelier to stick around.			Financial Wellness
		When employees are financially unwell, they’re less productive and engaged—which impacts your bottom line. 89% of customers say ZayZoon Financial Wellness improves their financial health with educational courses, smart insights and customized alerts that help them avoid minimum balance and overdraft fees.			Perks		We analyzed millions of interactions on the ZayZoon app to find out your employees’ biggest savings needs. Then, we built Perks to help them start saving. Whether it’s putting food on the table or gas in the tank, Perks gives your team more impact for their money on the things they actually need.					
						
						
							Did You Know?
							
								
									
						500,000 worksite employees under PrismHR already have access to ZayZoon					
								
									
						100% of employees can use ZayZoon. No time data required. No card required. 1099s OK too!					
								
									
						30% of employees will access ZayZoon
					
								
									
						4X increased employee uptake in ESS portals for ZayZoon partners					
							Case Study
		Jorge Giraldo from Senior Helpers in Polk County, Florida, has been offering Wages On-Demand by ZayZoon for years now as a tool to retain and recruit talent in the ever-growing healthcare industry.
Hear his experience working with ZayZoon as he grew his team by giving his employees the proper tools to put themselves in better financial situations and to help them avoid financial uncertainty.https://www.youtube.com/watch?v=4Ft2KpbaG3Q					
						
						
						
						
							Contact us today and offer ZayZoon in one hour or less!
										
									Get Started Today