Fortune Business Consulting

Category: Commercial Insurance

HR Outsourcing | Commercial Insurance | Payroll – Fortune Business Consulting

  • When “It’s Just Payroll” Becomes a $20K Fine 

    When “It’s Just Payroll” Becomes a $20K Fine 

    Many small business owners think of payroll as a back-office task—just cutting checks and sending pay slips. But payroll isn’t just about payment; it’s a compliance-heavy process with real legal consequences. 

    In 2025, regulatory bodies will crack down on payroll errors, and small businesses are the most vulnerable. A “minor” oversight in wage calculation, classification, or tax submission can easily spiral into a lawsuit, audit, or a hefty fine—often over $20,000.

    Misclassifying Employees vs. Contractors 

    One of the most common payroll mistakes is misclassifying employees as independent contractors to avoid taxes or benefits. This might save money short-term, but once flagged by labor departments, the penalties include: 

    • Back pay for overtime and benefits 
    • Employer payroll taxes 
    • Additional federal/state fines 

    Avoid this by reviewing classification laws like the IRS 20-factor test and using local labor guidelines. 

    Missing Tax Deadlines 

    Payroll involves more than just salaries—it includes federal and state tax withholdings, unemployment insurance, and social security contributions. Missing deadlines for filing forms like 941, W-2, or 1099 can trigger automatic penalties. 

    • Late W-2 filing penalty: up to $290 per form 
    • Failure to deposit payroll taxes: up to 15% interest + penalties 
    • Incorrect TIN: $50 per incorrect return 

    Protect your business by using automated payroll software that tracks due dates and files directly with tax agencies. 

    Failing to Track Overtime or Breaks 

    Most labor laws require overtime for non-exempt employees working over 40 hours a week. If you aren’t tracking hours properly or paying time-and-a-half when required, that’s considered wage theft—even if accidental. 

    • Recent lawsuits have forced small businesses to: 
    • Pay years of backdated overtime 
    • Cover legal fees for employees 
    • Face public backlash and reputation damage  

    Fix this by implementing a compliant time-tracking system and ensuring managers understand local labor laws. 

    Inaccurate Record Keeping 

    Payroll records must be kept for several years, depending on your jurisdiction. Inaccurate or missing records during an audit can make you liable—even if you were paying correctly. 

    • Fines can go up to $1,100 per missing record 
    • Businesses may be barred from government contracts 

    Stay compliant by maintaining digital records for at least 3–5 years and backing them up securely. 

    Conclusion 

    Payroll is not “just admin.” It’s a compliance function with financial and legal exposure. As your team grows and regulations evolve, outsourcing to a PEO or using payroll specialists may save you more than DIY errors ever could. 

    Reference

  • No, HR Isn’t Just for Big Companies 

    No, HR Isn’t Just for Big Companies 

    It is alarming how business owners believe they can “grow into” needing HR. But in 2025, that mindset is costing startups and SMEs real money. HR isn’t about building corporate bureaucracy—it’s about protecting your people, your time, and your business from early-stage mistakes. 

    Hiring Without Compliance = Risk 

    Startups often skip formal hiring processes, relying on referrals, rushed interviews, or handshake agreements. The problem? No offer letters, no job descriptions, and no onboarding protocols. 

    That leads to: 

    • Miscommunication of job roles 
    • Legal risks over at-will vs. contract terms 
    • Poor performance tracking and accountability 

    Solve this by establishing basic HR documentation from Day 1—even if you’re hiring your first employee. 

    No HR? Expect High Turnover 

    Small teams feel every resignation. But when employees leave because of burnout, favoritism, or poor communication, it’s often a symptom of a poor HR structure. 

    Without HR: 

    • There’s no system to handle grievances 
    • Burnout goes unnoticed 
    • Promotions feel biased or unclear 

    Protect retention by creating basic HR protocols: onboarding, reviews, feedback loops, and growth plans. 

    HR Helps Avoid Costly Employment Lawsuits 

    Wrongful termination, discrimination, harassment—these issues are not limited to large companies. A single employment claim can bankrupt a small business. 

    In the absence of HR: 

    • There are no clear policies in place 
    • There’s no paper trail to defend decisions 
    • No internal reporting systems exist 

    Avoid this by implementing handbooks, codes of conduct, and proper documentation—especially if you’re in a state with strict labor laws. 

    You’re Already Doing HR—Just Badly 

    If you’re setting salaries, negotiating work-from-home rules, or resolving team conflicts—congratulations, you’re doing HR. The real question is: are you doing it legally, consistently, and effectively? 

    A dedicated HR system or a fractional HR partner can: 

    • Standardize your hiring and reviews 
    • Handle sensitive issues confidentially 
    • Keep you compliant with local labor laws 

    Conclusion 

    HR is not about headcount—it’s about structure, protection, and long-term scale. Whether you’re a 3-person agency or a 30-person tech startup, investing in HR now prevents expensive mistakes later. Don’t wait for lawsuits, walkouts, or tax audits to start taking HR seriously. 

    Reference

  • You Don’t Need a PEO—Until Your Best Employee Quits and Sues 

    You Don’t Need a PEO—Until Your Best Employee Quits and Sues 

    There’s no siren. No Slack ping. No dramatic exit. Just a resignation letter. 

    But two weeks later, there’s an email from their attorney. What started as a simple departure has spiraled into a legal complaint—and now you’re questioning every policy, every payroll entry, every email sent during that employee’s time with your business.  And here’s the real kicker: 
    It could have been prevented

    HR Fires Don’t Always Start Loud 

    Small businesses often believe they can manage HR “in-house”—until something breaks down. And by then, it’s usually expensive.  One misunderstood termination. A payroll delay. The benefits of miscommunication. When these things stack up, your top talent doesn’t just leave—they take their frustrations to court. That’s when the true value of a PEO (Professional Employer Organization) becomes painfully clear. 

    The Problem Most Founders Don’t See Coming 

    When you build your business without HR infrastructure, you’re building cracks beneath the surface. 

    • You hire fast to keep up with demand 
      • You rely on templates for contracts and policies 
      • You assume “everyone’s fine” because no one’s complaining until they do

    What You Thought You Were Doing Right: 

    • sing an HR tool to onboard new hires 
      • Having a payroll software to handle salaries 
      • Providing “basic” benefits like health insurance 

    What Actually Happened: 

    • An outdated employment contract didn’t protect your company 
    • • A missed compliance update led to unlawful dismissal 
    • • The benefit plan wasn’t competitive—so they left for better 
    • And worse: you were caught completely off guard. 

    What a PEO Could’ve Prevented: 

    • Proper documentation for terminations 
    • Access to legal HR advisors before decisions are made 
    • Competitive benefits that retain high performers 
    • Real-time compliance updates, not outdated policy templates 
    • A formal grievance and resolution process 

    The Cost of Waiting Until It’s Too Late

    The average employment lawsuit costs businesses $125,000+, according to Hiscox’s Guide to Employee Lawsuits.  Even if you win, the cost in legal fees, time, and brand trust is irreversible.  A PEO, on the other hand, costs a fraction of that—and prevents most issues before they become threats. 

    The Employee Who Left Shouldn’t Be the One Who Teaches You the Lesson 

    Smart HR isn’t just paperwork. It’s prevention.  When the right systems, advisors, and benefits are in place, your people stay—and when they don’t, your business is still protected. You don’t need a PEO… 
    Until the moment you wish you had one yesterday. 

    Ready to talk about PEO support before something breaks? 

    Let’s explore what it would look like for your business. 

    References: 
  • What Your Balance Sheet Doesn’t Show: The Real Business Value of a PEO

    What Your Balance Sheet Doesn’t Show: The Real Business Value of a PEO

    Because sometimes, the biggest profits come from what you didn’t lose.  You won’t see it at first glance. 

    There’s no flashing red alert. No urgent Slack message. No budget meeting meltdown. Just a quiet, consistent drain happening behind the scenes of your growing business. It might show up in the form of a compliance fine you didn’t see coming. Or the resignation of a high  performer after one too many payroll glitches. Or worse—lawsuits, turnover, and missed opportunities stacked like hidden fees under “Operating Expenses.”  But here’s the twist: 

    Most of those losses could’ve been avoided… with the right PEO. 

    The ROI You Can’t Calculate (Until It’s Too Late) 

    When most business owners consider a PEO (Professional Employer Organization), they look at costs upfront—and often forget to assess the costs of not having one.  A PEO’s ROI is rarely found in flashy dashboards or spreadsheets.

      It’s found in the: 

    • Lawsuit that never happened 
    • Star employee who stayed because of better benefits 
    • Penalty that was prevented before it was ever filed 
    • HR fire that never reached your desk 

    What You Think You’re Paying For: 

    • Payroll processing 
    • Employee onboarding 
    • Compliance checklists 
    • Benefit access 

    What You’re Actually Getting: 

    • Legal protection 
    • Risk prevention 
    • Strategic HR planning 
    • Improved retention 
    • Business continuity 
    • Peace of mind 

    And most importantly—time back to lead, not chase admin. 

    The Cost of an HR Mistake Can Be 10x the PEO Fee 

    An EEOC violation alone can cost between $10,000 and $100,000.  Wage and hour lawsuits? Even more. According to the Society for Human Resource Management (SHRM), the average cost of just one bad hire is nearly $240,000 when your account for lost productivity, morale damage, and rehiring expenses.  A PEO minimizes those odds with structured hiring processes, HR best practices, and access to experts who live and breathe compliance. 

    Better Benefits Without Bleeding Cash 

    By co-employing your staff, PEOs give you access to benefits typically reserved for large corporations: 

    • Group health insurance 
    • 401(k) plans 
    • Mental health support 
    • Wellness programs 
    • Workers comp coverage 

    And because you’re part of a larger buying pool, you get enterprise-level coverage at SMB prices.  According to the National Association of Professional Employer Organizations (NAPEO), companies that use a PEO: 

    • Grow 7–9% faster 
    • Experience 10–14% lower employee turnover 
    • Are 50% less likely to go out of business 

    Time is the New Currency 

    Most CEOs don’t start businesses to become part-time HR managers.  But when compliance updates change weekly, employees need questions answered, and hiring surges overnight, you end up buried in tasks that take you away from growth.  A PEO handles the operational chaos, so you can focus on: 

    • Launching new services 
    • Expanding into new markets 
    • Leading your team 
    • Building client relationships 

    Talent Stays Where HR Works 

    Quiet quitting. Burnout. Lack of development. These aren’t just HR buzzwords—they’re indicators that your people feel unsupported. PEOs don’t just process paperwork. They build cultures. From onboarding design to fair policies and performance tracking, they help businesses create environments where employees want to stay—and thrive. 

    Risk Is the Hidden Killer of Growth 

    Think your business is too small to get sued? Think again.  One compliance misstep could derail everything you’ve built. And here’s the worst part: you often don’t know it’s coming until it hits.  A PEO keeps you ahead of risk with: 

    • Up-to-date legal guidance 
    • Automated filings 
    • Employee handbook developmen 
    • Investigations and conflict resolution 
    • On-demand HR counsel 

    So, What’s the Real ROI of a PEO? It’s not just savings—it’s security, scale, and strategy. In a time when regulations are shifting, talent is scarce, and competition is cutthroat, your HR setup shouldn’t just help you survive. It should fuel your ability to thrive  Thinking Beyond Cost—Thinking Growth . The smartest business owners aren’t asking “What does a PEO cost?”  They’re asking: 

    “What’s it costing me not to have one?” 

    Ready to see the hidden ROI for yourself? Let’s explore what a PEO would look like for your business. Prefer to read more success stories and insights? Browse the rest of the series here.  

    References

    • An Ultimate Employer Guide to Understanding Payroll Deductions

      An Ultimate Employer Guide to Understanding Payroll Deductions

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      When you are running a business, apart from paying payroll taxes, you, as an employer, are also obligated to withhold some amount from your employee’s pay as payroll deductions. However, to ensure you are processing it efficiently and correctly, you need to understand the basics of payroll deductions. 

      Are you interested? Then read further to know about it!

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      What Are the Basics of Payroll Deduction?

      There are two types of deductions. One is voluntary, which you can deduct from your employee’s paycheck only if you have a written authorization certificate. Some examples of it include 401(k) and health insurance deductions. The second is mandatory by law, such as FICA and federal income taxes. 

      However, not all employees are liable for these deductions. In other words, independent contractors do not need to get their payments deducted. 

      Now, before moving into a deeper understanding of several deductions, you must understand there are two basic categories of deductions, i.e., pre-tax deductions and post-tax deductions. 

      What Are the Types of Deductions?

      There are two basic categories of deduction under which there are several other types of applicable payroll deductions:

      • Pre-Tax Deduction: The amount employers deduct from the gross salary before calculating the tax is called pre-tax deduction. This helps employee decrease their taxable income. 
      • Post-Tax Deductions: The amount employers deduct after calculating all the taxes are called post-tax deductions. 

      The salary the company calculates after considering these pre and post-tax deductions is the take-home salary of employees. Other payroll deductions further categorized under pre- and post-tax deductions are discussed below. 

      What Are the Mandatory and Voluntary Payroll Deductions?

      As discussed, there are certain amounts that employers must deduct mandatorily as specified by law, while there are other voluntary deductions employers make to benefit their employees. The classifications are:

      • Mandatory Deductions

      These are standard payroll deductions that are mandatory under law and usually make up the pre-tax deductions:

      • Federal Income Tax

      The payroll deduction you make from an employee’s paycheck as federal income tax depends on the gross pay and the allowance stated in Form W-4. This federal income tax amount ranges from 10% to 37% of the taxable income.

      • State Income Tax

      All nine states have to pay income tax on employee earnings. It is either against all income at a fixed rate or contains multiple brackets. Also, your payroll system must be able to calculate state income tax depending on the area your employee lives in, their type of employment and other criteria.

      • FICA or Federal Insurance Contributions Act Taxes

      FICA is generally applicable to Medicare and Social Security employees. Here, Social security costs 6.2% up to $ 147,000 in 2022, while Medicare costs 1.45%. In addition, it can also include a Medicare surtax of 0.9%. 

      However, the surtax only applies if an employee’s wage reaches $ 200,000 ($250,000 for employees filing jointly or married). Moreover, the surtax is applicable only on the exceeding amount. Also, remember, as an employer, you are liable to withhold at least 7.65% of your employee pay, excluding Medicare Surcharge. 

      Voluntary Deductions

      These are post-tax deductions. Some of its examples are:

      • 401(k): It is a retirement plan containing employee contribution whose limit is up to $ 20,500 in 2022.
      • Health Insurance Premiums: Depending on the type of health insurance a company offers, like vision, dental and medical, employees can contribute to their FSA account. 
      • Wage Garnishments: The government can issue a wage garnishment order if an employee has an unpaid debt. It can be in the form of student loans, child support, alimony, and credit card debts. Here the limit that needs to be garnished will depend on the type of debt. 

      Take the above deductions into consideration when calculating the payroll of employees. If you find it difficult, considering there are so many things to remember, you can always take the help of a professional service provider. For assistance, contact us!

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      Reference Links:

      https://www.forbes.com/advisor/business/what-is-a-payroll-deduction-plan/

      https://www.investopedia.com/terms/p/payroll-deduction-plan.asp

      https://www.nerdwallet.com/article/small-business/payroll-deductions

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      Contact Us

      Find out if a PEO is the right solution for your business.
      Fill out the form below and we will contact you to schedule a chat.

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    • Which Payroll Schedule is Right for You ?

      Which Payroll Schedule is Right for You ?

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      Business owners have to go through quite a lot to hassle to compensate their employees – deal with payroll taxes, select the best payroll schedule for their enterprise and ensure that they meet every overtime requirement.

      Among these, the payroll schedule is actually a crucial aspect.

      Payroll schedules determine how often and when the compensation of employees takes place. Even if you are the only employee of your company, setting up a payroll plan for yourself can go a long way to have a more predictable income and keep the bank account of your business from becoming a personal line of credit.

      With that in context, let’s dive in to know which payroll schedule is right for you.

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      A look at the different payroll schedules

      Illustrated below are the four main types of payroll schedules:

      • Weekly payroll schedule

      A weekly payroll schedule features among the most popular options among employers. 

      Actually, 32.4% of businesses choose a weekly payroll schedule. This proves to be a popular choice because of its simplicity. A weekly payroll schedule implies that employees will receive payments on the same day every week.

      Indeed, a weekly payroll schedule is much easier to manage. Employers can avoid prorating their employees’ first checks easily by using this schedule.  Also, employees may prefer this schedule as they will receive payments more frequently in comparison to other payroll schedules.

      However, running a weekly payroll can cost more money and time as it takes place on a weekly basis. Plus, the end of a month can get tricky from an accounting standpoint, as a given week can contain two different months.

      • Bi-weekly payroll schedule

      A majority of the businesses in the United States use a bi-weekly payroll schedule. In fact, 36% of businesses opt to pay employees every other week. A bi-weekly pay happens every two weeks, and that usually occurs on the same day of the week. 

      Some months may need an additional paycheck based on how the weeks play out. Opting for a bi-weekly schedule implies that employees receive payments 26 times every year – that’s half of a weekly pay schedule’s frequency.

      You would have to process payroll less in comparison to the weekly schedule, thereby implying saving money on direct deposit fees and printing checks.

      Also, it cuts down on the time that you will be spending doing payroll. That will help the HR staff to focus on other tasks. Further, there also exists less risk of error as you will be paying employees at half the frequency.

      However, you must keep in mind that as paychecks are being issued every two weeks, there may be three pay periods in some months based on how the calendar lines up. This can make it difficult to manage deductions.

      • Semi-monthly payroll schedule

      A semi-monthly payroll schedule is less popular than a bi-weekly or weekly schedule. Around 19% of enterprises decide on paying their employees on a semi-monthly basis. Through a semi-monthly pay schedule, employees receive payments on the 15th and the last day of every month. This implies 24 paychecks per year.

      The semi-monthly payroll schedule is relatively straightforward and simplistic. As the pay periods do not overlap months, the benefits and other deductions get simplified.

      Also, this pay period avoids a majority of the bank holidays. Accountants prefer semi-monthly pay schedules since accruals are easier to calculate.

      However, a semi-monthly payroll schedule only works for salaried employees. And it can be way more challenging while calculate overtime pay for hourly employees. In addition, new employees might need to wait longer to receive their first paycheck as the pay period is longer. This pay schedule is not recommended for individuals who may have different hours or varying compensation from pay period to pay period.  

      • Monthly payroll schedule

      Through a monthly schedule, employees receive payments 12 times a year or once every month. 

      From an administrative perspective, this pay schedule is perhaps the easiest one to manage. As the monthly pay schedule has the minimum amount of pay periods, fewer costs and time are involved. 

      Also, benefits and other deductions are charged monthly, which makes processing payroll easier.

      A monthly pay schedule is the easiest and cheapest to administer. Still, employees do not prefer this schedule. Employees may face cash flow issues and have trouble managing finances with only one paycheck every month. Plus, new hires may need to wait till the next pay period, and that can be weeks, just to get their first paycheck.

      • Things to consider while choosing a payroll schedule

      Listed below are certain things that you must consider prior to opting for a pay schedule:

      Type of employees: The suitability of payroll schedules varies across different types of employees. Payroll for hourly employees proves to be easier with a bi-weekly or weekly pay schedule. Salaried employees having more consistent earnings will be better off with a monthly or semi-monthly pay schedule.

      States’ rules and regulations: Every state is different regarding the laws of payroll frequencies. Some states make certain payroll schedules a mandate. You must check if your state needs a particular pay schedule. If in case it does, ensure to comply with that so as to avoid penalties and costly fines.

      Employees’ preferences: In the end, if you still struggle to decide on the right payroll schedule, consider taking the opinions of your employees. They are actually the ones who will receive checks every pay period, so their perspective is worth taking note of.

      Choosing the appropriate payroll schedule for your enterprise can be a daunting task. But it is extremely important at the same time too. Opting for the right payroll schedule can impact employee satisfaction, company culture and even retention and recruitment rates. Entrepreneurs must keep in mind the above-mentioned details while deciding on the right payroll schedule for their company.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column _builder_version=”4.9.3″ _module_preset=”default” type=”4_4″][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” hover_enabled=”0″ sticky_enabled=”0″ custom_padding=”||0px|||”]

      REFERENCE LINKS

      https://www.cornerstonepeo.com/post/which-payroll-schedule-is-right-for-youhttps://blog.bernieportal.com/what-type-of-payroll-schedule-is-best-for-you

      [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Contact” _builder_version=”3.22″ background_color=”#012780″ use_background_color_gradient=”on” background_color_gradient_start=”#012780″ background_color_gradient_end=”rgba(1,39,128,0)” background_color_gradient_end_position=”60%” background_color_gradient_overlays_image=”on” background_image=”https://wordpress.fortunebizconsulting.com/wp-content/uploads/2020/03/insurance-01.png” background_size=”initial” custom_padding=”54px|0px|120px|0px|false|false”][et_pb_row module_id=”contact_form” _builder_version=”4.4.4″ background_color=”#ffffff” custom_margin=”80px|||” custom_padding=”80px|6%|80px|6%|true|true” animation_style=”zoom” animation_intensity_zoom=”-5%” animation_speed_curve=”ease-in” border_radii=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”40px” box_shadow_blur=”80px” box_shadow_color=”rgba(55,104,238,0.15)”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.4.4″ text_font=”Montserrat|300|||||||” text_font_size=”16px” text_line_height=”2em” header_font=”||||||||” header_2_font=”||||||||” header_2_font_size=”36px” header_2_line_height=”1.4em” text_orientation=”center” max_width=”700px” module_alignment=”center” custom_margin=”||60px|” header_2_font_size_tablet=”30px” header_2_font_size_phone=”24px” header_2_font_size_last_edited=”on|phone” locked=”off”]

      Contact Us

      Find out if a PEO is the right solution for your business.
      Fill out the form below and we will contact you to schedule a chat.

      [/et_pb_text][et_pb_contact_form use_spam_service=”on” recaptcha_list=”Default-0″ recaptcha_min_score=”0.7″ email=”stephanie@fortunebizconsulting.com” custom_message=”New Form Submission!||et_pb_line_break_holder||||et_pb_line_break_holder||First Name: %%FirstName%%||et_pb_line_break_holder||Last Name: %%LastName%%||et_pb_line_break_holder||Company Name: %%CompanyName%%||et_pb_line_break_holder||Company Email: %%CompanyEmail%%||et_pb_line_break_holder||Phone: %%Phone%%||et_pb_line_break_holder||Message: %%Message%%” module_id=”et_pb_contact_form_0″ _builder_version=”4.4.4″ form_field_background_color=”rgba(0,0,0,0)” form_field_font=”Lato||||||||” custom_button=”on” button_text_size=”14px” button_text_color=”#ffffff” button_bg_color=”#003bde” button_border_width=”10px” button_border_color=”rgba(0,0,0,0)” button_border_radius=”4px” button_letter_spacing=”1px” button_font=”Montserrat|||on|||||” border_radii=”on|6px|6px|6px|6px” border_width_all=”2px” border_color_all=”rgba(51,51,51,0.06)” form_background_color=”rgba(0,0,0,0)” button_bg_color_hover=”#0053ef” button_border_radius_hover=”4px” button_letter_spacing_hover=”1px”][et_pb_contact_field field_id=”FirstName” field_title=”First Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”LastName” field_title=”Last Name*” min_length=”2″ _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyName” field_title=”Company Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyEmail” field_title=”Company Email*” field_type=”email” _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”Phone” field_title=”Phone*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”Employees” field_title=”Number of employees*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][/et_pb_contact_form][/et_pb_column][/et_pb_row][/et_pb_section]

    • Top 5 Business Ideas in 2021!

      Top 5 Business Ideas in 2021!

      [et_pb_section fb_built=”1″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]

      YOLO!

      However, wearing yourself down with a 9-to-5 job hardly seems like the life the American Dream so spiritedly promises.

      What can be the alternative?

      Starting your own business, of course!

      Sure, there will be long hours, burnouts every other day, massive emotional investment, some and then some more financial outlay in this prospect initially. But –

      • You will get to do what you do best
      • You’ll be working on your own terms
      • Most importantly, you will do it for YOURSELF!

      And who knows? Intrinsic factors barring, you might just end up creating the next big thing by employing the right strategies at the right time.

      We will get into that later.

      For now, let’s explore a few in-buzz business ideas trending in 2021 but with a promise to stick around for the long haul.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default” hover_enabled=”0″ width=”53%” sticky_enabled=”0″][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_video src=”http://www.youtube.com/watch?v=wDtp6kO5LSg” _builder_version=”4.9.3″ _module_preset=”default”][/et_pb_video][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]

      Graphic Designing

      Various enterprises have migrated online, with the pandemic showing the door to most brick-and-mortar businesses. But it has made the Internet a cobweb of newly-initiated and old websites fighting for space and customers’ attention. 

      Luckily for graphic designers, this dog-eat-dog competition has prompted business owners to invest heavily in how their websites look. Everyone wants a professional-looking, sleek website with eye-catching logos and designs that help them cut through the clutter and noise.

      In case you have always been that creative with an eye for the unique, this is a space you can explore.

      Also, let us break a myth for you. To set up a graphic designing venture, you don’t necessarily need to know the ins and outs of it or even how to draw. You can collaborate with your friends/acquaintances who are expert at it that while you proffer the creative vision.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]

      Web Developer

      Speaking of cluttered and noisy Internet, it’s hard to overlook the prominence web developers have gained in recent times. If you have been passionate about website development, or better, if it’s something you do the best, it’s about time you monetize it.

      There are literally thousands of businesses trying to join the online bandwagon, and if you get a few contacts, you’re good to get started.

      Recommendation: Begin with only one or two clients. A slow start never hurts when you are trying to build credibility and a niche for yourself in the market. Once you have delivered solid work on those, new clients will automatically flow in, and you can even charge higher.

      Or, try looping in a few of your friends/acquaintances in this venture if you have quite a few leads to start a small-scale web development enterprise.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]

      Drop-Shipping

      The post-pandemic era is a period with people accustomed to the convenience of goods being delivered to their doorstep, from medical supplies and groceries to literally anything.

      If you have a car, or better, a van, you can partner with local stores to deliver goods to people’s doorstep. Other than the regular items focus on commodities generally not delivered online.

      Start narrow, focusing on only a small neighborhood. It will let you gain the necessary insights into that population’s requirements so you can make your operations more efficient and cost-effective.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]

      Digital Marketing

      There’s no better time to put your digital marketing skills to use than now! The market is chock-full of websites looking to leverage the digital wave, and marketers inept in the ways of it are hot stuff.

      Small business owners are the key demography you could tap into. They are the ones without a dedicated team of digital marketers or unable to hire the services of a full-fledged agency. Offer your services at low rates and slowly build your credibility.

      You could start with local businesses to that end since it’ll be easier to make them stand out and then slowly get into the big leagues. Also, try and involve various areas of expertise so you can proffer the same range of services as a full-time agency at lower prices.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]

      Personal Chef

      The pandemic has shifted people’s focus to healthy, nourishing meals. But hectic lifestyles seldom allow us to prepare food with these considerations in mind. That’s where personal chefs have emerged as a go-to option.

      Put your culinary skills to tap into this niche, emerging trend. First, gauge the scale at which you can operate, how many people will be involved in this operation, and what will be your service range.

      Thereafter, select your clientele – families, offices, hospices, care facilities, or all before you start. It’s better to begin small even if you can manage a larger client base because working under-capacity initially lets you plug gaps that only crop up once you start operations.

      When it comes to starting a business, above all, it’s essential to identify where your expertise lies. And, remember, it’s not defined by your professional background or educational qualifications.

      What’s important is what you do best and whether your expertise offers a solution to the modern crises. If these criteria are met, and you undertake a few strategic initiatives timely, like hiring a PEO when business is booming, the sky is the limit.

      Want to know how a PEO can help your business grow? Get in touch with us today!

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]

      Reference links:

      https://blog.hubspot.com/sales/small-business-ideas

      https://www.businessnewsdaily.com/2747-great-business-ideas.html

      https://www.uschamber.com/co/start/business-ideas/pandemic-business-ideas

      https://www.uschamber.com/co/start/startup/businesses-to-start-during-pandemic

      [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Contact” _builder_version=”3.22″ background_color=”#012780″ use_background_color_gradient=”on” background_color_gradient_start=”#012780″ background_color_gradient_end=”rgba(1,39,128,0)” background_color_gradient_end_position=”60%” background_color_gradient_overlays_image=”on” background_image=”https://wordpress.fortunebizconsulting.com/wp-content/uploads/2020/03/insurance-01.png” background_size=”initial” custom_padding=”54px|0px|120px|0px|false|false”][et_pb_row module_id=”contact_form” _builder_version=”4.4.4″ background_color=”#ffffff” custom_margin=”80px|||” custom_padding=”80px|6%|80px|6%|true|true” animation_style=”zoom” animation_intensity_zoom=”-5%” animation_speed_curve=”ease-in” border_radii=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”40px” box_shadow_blur=”80px” box_shadow_color=”rgba(55,104,238,0.15)”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.4.4″ text_font=”Montserrat|300|||||||” text_font_size=”16px” text_line_height=”2em” header_font=”||||||||” header_2_font=”||||||||” header_2_font_size=”36px” header_2_line_height=”1.4em” text_orientation=”center” max_width=”700px” module_alignment=”center” custom_margin=”||60px|” header_2_font_size_tablet=”30px” header_2_font_size_phone=”24px” header_2_font_size_last_edited=”on|phone” locked=”off”]

      Contact Us

      Find out if a PEO is the right solution for your business.
      Fill out the form below and we will contact you to schedule a chat.

      [/et_pb_text][et_pb_contact_form use_spam_service=”on” recaptcha_list=”Default-0″ recaptcha_min_score=”0.7″ email=”stephanie@fortunebizconsulting.com” custom_message=”New Form Submission!||et_pb_line_break_holder||||et_pb_line_break_holder||First Name: %%FirstName%%||et_pb_line_break_holder||Last Name: %%LastName%%||et_pb_line_break_holder||Company Name: %%CompanyName%%||et_pb_line_break_holder||Company Email: %%CompanyEmail%%||et_pb_line_break_holder||Phone: %%Phone%%||et_pb_line_break_holder||Message: %%Message%%” module_id=”et_pb_contact_form_0″ _builder_version=”4.4.4″ form_field_background_color=”rgba(0,0,0,0)” form_field_font=”Lato||||||||” custom_button=”on” button_text_size=”14px” button_text_color=”#ffffff” button_bg_color=”#003bde” button_border_width=”10px” button_border_color=”rgba(0,0,0,0)” button_border_radius=”4px” button_letter_spacing=”1px” button_font=”Montserrat|||on|||||” border_radii=”on|6px|6px|6px|6px” border_width_all=”2px” border_color_all=”rgba(51,51,51,0.06)” form_background_color=”rgba(0,0,0,0)” button_bg_color_hover=”#0053ef” button_border_radius_hover=”4px” button_letter_spacing_hover=”1px”][et_pb_contact_field field_id=”FirstName” field_title=”First Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”LastName” field_title=”Last Name*” min_length=”2″ _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyName” field_title=”Company Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyEmail” field_title=”Company Email*” field_type=”email” _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”Phone” field_title=”Phone*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”Employees” field_title=”Number of employees*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][/et_pb_contact_form][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.9.3″ _module_preset=”default”][/et_pb_section]
    • 3 Tips for Sustaining a Green Construction Site

      3 Tips for Sustaining a Green Construction Site

      1. Give Thought to LEED Certification

      Leadership in Energy and Environmental Design, known as LEED, is commonly appraised as the gold standard for green construction – and there are different certifications for different levels of the process.

      “For instance, construction volume certification covers an entire portfolio of building projects. Whereas LEED campus and multiple building certifications focus on several buildings on a single site,” Construction Labor Contractors explains. “For the ladder, there are some options to help project owners determine the best way to reach their goals.”

      To put it in other words, it’s besides the point where you’re building, what you’re building, or what level of the Construction process you’re presently in, there’s something you can do to make your process more environmentally friendly. Even if you don’t go through with official LEED certification, researching upon the criteria and practices of LEED construction will only help you.

      Workers Compensation and Coronavirus

      2. Ensure proper Disposal of Materials

      Construction sites produce a considerable quantity of waste. To reduce the bad environmental affects of such waste, properly disposing of excess construction materials is a good step.

      There’s many construction “waste” materials that can be recycled and reused, consider conducting a waste inspection to find out which materials can be reused and recycled. Working with a waste removal service that prioritizes sustainability is a smart way to help reduce environmentally destructive waste disposal practices on your construction site.

      3. Maintain Equipment properly 

      How you manage equipment on a Construction site is important. While most sites will just keep equipment running at all times If you want to reduce equipment downtime between task, reduce equipment usage time which is done on Green Construction sites.

      “If your task doesn’t actually call for the equipment to be powered on, then shut it down. You don’t need to leave it running at all times,” James White writes for Mother Earth News. This might seem like common sense advice, but it’s rarely followed.

      Do I Need Workers Compensation in FL

      Contact us today for assistance with your construction insurance needs

      [hubspot portal=”4231661″ id=”d2fe6d61-bbc6-4081-94a1-895fbb524532″ type=”form”]

    • Protected: Workers Compensation and Coronavirus (COVID-19): What Your Business Needs to Know

      Protected: Workers Compensation and Coronavirus (COVID-19): What Your Business Needs to Know

      This content is password protected. To view it please enter your password below:

    • Business Grants, Loans, and Other Resources During COVID-19

      Business Grants, Loans, and Other Resources During COVID-19

      [et_pb_section fb_built=”1″ admin_label=”section” _builder_version=”3.22″][et_pb_row admin_label=”row” _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text admin_label=”Text” _builder_version=”3.27.4″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”]

      In the wake of Coronavirus Disease 2019 (COVID- 19) many businesses are facing significant economic losses. In an effort to mitigate the adverse financial impact, many local, state and federal programs and loans have become available to businesses. From loan programs to grant relief. 

      On March 18th the Families First Coronavirus Response Act was signed into law. This law is in place to provide sick leave and free coronavirus testing expanding food assistance and unemployment benefits and requiring employers to provide additional protection for health care workers. On April 2nd this law goes into effect. 

      The bill also includes provisions that address the following: 

      • Establish a federal emergency paid leave benefits program to provide payments to employees taking unpaid leave due to the coronavirus outbreak,
      • Expand  unemployment benefits and provide grants to states for processing and paying claims,
      • require employers to provide paid sick leave to employees,
      • establish requirements for providing coronavirus diagnostic testing at no cost to consumers,
      • treat personal respiratory protective devices as covered countermeasures that are eligible for certain liability protections, and
      • temporarily increase the Medicaid federal medical assistance percentage (FMAP).- Congress.gov

      The U.S. Small Business Administration is offering low-interest federal disaster loans to designated stated and territories. Areas eligible include the following:

      Apply Here for SBA Disaster Loan Assistance 

      • Arizona 
      • California
      • Colorado
      • Connecticut
      • Delaware
      • District of Columbia 
      • Florida

      Florida Small Business Emergency Bridge Loan Program

      Governor Ron DeSantis Activated the Emergency Bridge Loan Program for small businesses. Managed by the Florida Department of Economic Opportunity (DEO) in partnership with the Florida SBDC Network and Florida First Capital Financial Corporation. The application period is from March 17, 2020 and runs through May 8th, 2020. 

      This loan will apply to small business owners with two to 100 employees located in Florida affected by COVIC-19 who can then apply for a short-term loan up to $50,000. These loans are interest-free for up to one year. – Florida Disaster Loan

      Review eligibility here

      Apply Here for Florida Small Business Emergency Bride Loan COVID-19

      Short Time Compensation Program

      The Department of Economic Opportunity is providing a program for employers and employees who are impacted by the Virus.

      The Unemployment Compensation program for employees provides partial benefits to groups of employees working reduced hours. Employers may elect to participate in this program to retain valued employees by reducing hours for an entire group of employees instead of resorting to temporary layoffs.

      Review Program For Employers

      Review Program For Employees

      Apply Here for Short Time Compensation Program

      The Florida Department of Revenue has provided access to a dedicated team to address tax-related issues pertaining to COVID-19 via email. COVID19TAXHELP@FloridaRevenue.com 

      Tax Day Now July 15

      The U.S. government has also extended the tax-filing deadline from April 15th to July 15th allowing for three additional months to both file and pay taxes. The IRS says taking advantage of the extra 90 days will not incur interest or penalties. 

      For more information on the tax-filing extension from the IRS click here

      The CARES Act

      The new law called THE CARES ACT does just that. It allows you to RETAIN YOUR EMPLOYEES! It provides $350B in forgivable loans to business owners that maintain or rehire their employees. Your employees will not need to file for unemployment. From now through June 30th, 2020 the SBA will be giving loans to keep payrolls going, and those loans will be forgiven if employees are kept on the payroll. The basics:

      • Contact your local bank.
      • Sign an affidavit saying your business has been adversely affected.
      • Your business must be less than 500 employees (for restaurants, less than 500 per location!).
      • The total amount of the loan can be up to 2.5 times your monthly payroll.
      • The Loan must be used for payroll, rent, utilities, and mortgage interest.
      • The loan will be forgiven if it used for the above expenses (keep your records!).
      • Any portion not used for the above will become a 10-year loan at no more than 4% interest.

      To be ready, you will need your payroll data from February 1st-28th, 2019 and payroll tax filings.

      SBA 7(a) Loan

      The CARES (Coronavirus Aid, Relief, and Economic Security) Act expands the 7(a) loan and provides a “forgivable” program so long as the business meets the requirements of the loan, which include less than 500 employees, operational on Feb. 14.

      The amount and periods, and partial forgiveness, will be determined on a case-by-case application basis, but the gist of this loan is that if it keeps all employees on payroll. There will be deferred interest for a year (then no greater than 4%), and some portion could be forgivable. The maximum term is 10 years, and there’s no prepayment penalty.

      This is obviously still in development, and we’re getting more information by the minute, but it can be used to pay payroll, including paid sick or medical leave, mortgage, rent and utility payments, insurance premiums, and other debt obligations.

      Certain borrowers are eligible for forgiveness for the amount spent in the 8 week period after origination on the following items: payroll costs, mortgage payments if mortgage incurred before February 15, rent payments on any lease if leased before February 15, and utilities if began service before February 15.

      The amount forgiven would be ratcheted down in proportion to any reduction in employees compared to the prior year and in proportion to any reduction in pay to employees beyond 25% of the prior year’s compensation.

      Apply through your normal banking contact – typically an SBA approved lender.

      LISC Small Business Relief Grants

      Thanks to a $1 million grant from Sam’s Club, LISC will provide emergency assistance that small businesses desperately need during the Covid-19 crisis. And it doesn’t stop there: Sam’s Club is mobilizing its members to support this effort as well. LISC will focus these efforts on historically underserved communities, with particular focus on those enterprises owned or led by women, minorities and veterans, which often lack access to affordable capital. Our goal is to help bridge financial gaps and navigate the intricate web of public and private resources now available.

      Click here for more information

      Companies offering assistance

      Facebook

      Facebook is offering $100M in cash grants and ad credits for up to 30,000 eligible small businesses in over 30 countries where they operate.

      Click here for more information.

      Google

      Google is offering small and medium-sized businesses (SMBs) $340 Million in ad credits which can be used at any point until the end of 2020 across Google platforms. The ad credits will be available for businesses that advertise directly with them or through partners and who have had active accounts since the beginning of 2019.

      Click here for more information

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