Fortune Business Consulting

Category: Employment

  • 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 Hired Fast. Now You’re Firing Wrong. 

    You Hired Fast. Now You’re Firing Wrong. 

    Because no policy is still a policy… and it might cost you more than you think. 

    When startups scale, speed often becomes a double-edged sword. You boarded fast. Filled in gaps. Trust your gut. Hope for the best. But now the honeymoon phase is over.  A recent hire isn’t performing. There’s tension. Productivity is dropping. Your team is frustrated. And you’re ready to let them go. But wait—do you have: 

    • Documentation of their performance issues? 
    • A signed employee handbook? 
    • Proof of consistent treatment across all employees? 
    • A compliant termination process? 

    If not, you’re not just firing wrong—you’re firing dangerously. 

    The Compliance Cost of “Wing It” Off boarding 

    Terminating an employee without proper HR processes opens the door to claims of: 

    • Wrongful termination 
    • Discrimination 
    • Retaliation 
    • Hostile work environment 

    In fact, wrongful termination lawsuits have been increasing steadily.  Most small businesses don’t think this could happen to them—until it does. 

    What You Thought Firing Would Look Like: 

    • Quick meeting 
    • Professional goodbye 
    • Moving forward 

    What It Can Actually Look Like Without HR Support: 

    • A formal demand letter 
    • Legal consultations 
    • Public reviews and damage contro 
    • Burned out internal teams 
    • Massive payouts 

    Enter the PEO: Your HR Safety Net 

    A Professional Employer Organization (PEO) doesn’t just help with hiring. It gives you the legal and structural backbone to exit an employee legally, fairly, and with minimal risk.  Here’s what that looks like: 

    Documented Performance Reviews 

    PEOs help establish performance management systems that track: 

    • Goals set and missed 
    • Feedback delivered 
    • Actions taken 
    • Warnings issued 

    No guesswork. Just clear records. 

    Termination Protocols 

    From verbal warnings to final separation, PEOs create standardized procedures aligned with labor law and state-specific compliance rules. 

    Legal Support On-Call 

    If a situation gets tricky, PEOs provide: 

    • Immediate HR guidance 
    • Legal review of documentation 
    • Support during difficult exit

    Think of it as your HR pit crew—handling the friction, so your business keeps moving. 

    The Real Cost of Getting It Wrong 

    According to SHRM, the cost of one wrongful termination lawsuit—even if you win—can range from $75,000 to $125,000 in legal fees and productivity loss.  Worse, it’s not just about one employee. The morale hit, reputational damage, and internal tension can ripple across your team

    PEOs Prevent These Scenarios by Design 

    Instead of reactive HR, you get proactive protection: 

    • Pre-written policies 
    • Documented performance systems 
    • Legal compliance checkpoints 
    • Strategic workforce planning 
    • Conflict de-escalation mechanisms 

    You’re no longer just “firing” someone—you’re managing risk the right way. 

    Firing Isn’t the Problem. Unstructured Offboarding Is. 

    Letting go of someone who doesn’t fit is sometimes the right move. But how matters as much as the why. And if you’re growing, the stakes are too high to keep guessing your way through terminations.  So, before your next hire becomes your next HR nightmare, ask: 

    “Are we protected if this doesn’t work out?”  If the answer is no, it’s time to bring in a PEO. 

    References: 

  • 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

    • How to Avoid Costly Workers’ Comp Mistakes in 2025?

      How to Avoid Costly Workers’ Comp Mistakes in 2025?

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      Were you looking for tips online that can help avoid likely workers’ comp claims? 

      As businesses are turning back to traditional mode of operations after the pandemic, employees are being called back to the office. While this shift boosts productivity, it also increases the risk of on-site accidents.  

      Accordingly, workplace injury cases rose year-over-year, per the most recent Bureau of Labor Statistics (BLS) data. In this scenario, it is crucial to be aware of how your business can legally minimize the worker’s compensation share. To help you in this regard, here we have provided a quick guide.  

      Tips to Manage Workers’ Comp Claims Efficiently in 2025 

      A positive aspect is that most common compensation claims can be restricted by staying vigilant and proactive. Here are a few practical tips in addition that can ensure sure shot success: 

      Maintain a Dry, Clean and Clear Workspace 

      Governmental regulatory bodies hold employers responsible for providing their workers with a safe working environment. Thus, the HR department needs to ensure that office spaces are regularly cleaned. Moreover, maintaining safety and hygiene protocols in various common areas such as entryways, washrooms, and receptions is crucial.  

      Finally, the company must give its employees personal protective equipment (PPE) and implement necessary changes, like replacing air filters and adjusting lighting whenever required. 

      Conduct Safety Training Sessions for Increased Employee Awareness 

      A business should focus on generating updated training and safety policies that align with modern requirements. This ensures that both the employees and the employer are on the same page.  

      To eliminate costly compensation instances, it is essential to provide proper training whenever someone new is about to start using office equipment. Even experienced individuals should attend refresher courses occasionally to be on par with the new rules and policies.  

      Ensure Adequate Workforce is Available at all Times 

      Particularly growing businesses that often operate with limited resources, may be tempted to downsize with the intention of managing costs efficiently. However, this can result in unnecessary stress on the existing staff, potentially leading to careless mistakes.  

      In some cases, an overburdened worker may also suffer injuries due to work pressure. Hence, these situations must be mindfully avoided to prevent adverse legal and financial consequences for your company. 

      Encourage Employees to Take Frequent Breaks 

      Recent reports indicate that employees who go for occasional breaks during their shifts can showcase more productivity while at work. This is because they tend to have more energy and are therefore likely to achieve their day-to-day professional goals.  

      Do the strategies discussed above seem too overwhelming for you to implement all of a sudden?  

      If so, then instead of worrying excessively, you can partner with a Professional Employer Organization (PEO). These companies act as valuable assistants for business owners helping them assess various risks and rectifying potential issues. 

      Review the Existing Claims 

      Finally, companies need to carefully review their employee claims and double-check the issues to ensure they are accurate and valid. These actions involve checking medical bills and making sure that all employees are receiving proper medical attention for their injuries. 

      The HR department of a company must ensure that workers are receiving adequate support to recover as quickly as possible. Additionally, it falls within their responsibilities to verify the authenticity of a claim to determine whether it falls within the policy’s coverage limits. This is the most effective way of controlling workers’ compensation costs by nullifying incorrect claims. 

      Final Words 

      Efficiently taking control of your workers’ compensation costs may not happen overnight especially when you are operating in a high-risk industry. This is because first of all, you will need an expertly designed workers’ compensation policy for which you can rely on a risk management expert.  

      So, do you want to safeguard your business starting from today? Let’s chat — contact us and schedule your free consultation now! You may also visit our blog section for more free tips on how to streamline your business operations from now on.  

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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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    • The Role of PEOs in Mitigating Workers’ Compensation Risks: What Small Businesses Need to Know

      The Role of PEOs in Mitigating Workers’ Compensation Risks: What Small Businesses Need to Know

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      Have you ever wondered what happens if an employee gets injured on the job, and your business isn’t fully prepared to handle the situation? For small businesses, workplace injuries can lead to costly workers’ compensation claims, legal complications, and compliance challenges. 

      Handling these complexities can be overwhelming, especially for business owners who may not have the resources or expertise to manage such risks effectively. That’s where Professional Employer Organizations (PEOs) come in. By partnering with a PEO, small businesses can not only mitigate workers’ compensation risks but also ensure compliance and streamline operations.

      In this blog, we’ll explore how PEOs can help reduce the financial and legal burdens of workers’ compensation claims, ensure workplace safety, and offer crucial support to small businesses.

      3 Ways PEOs in Mitigate Workers’ Compensation Risks

      Here are three key benefits that highlight the role of PEOs in managing workers’ compensation effectively.

      Cost Reduction through Enhanced Premium Management

      One of the most compelling benefits of engaging a PEO for workers’ compensation is the potential for cost savings. PEOs can deliver access to lower Experience Modification Rates or E-Mods, which are multipliers that determine your workers’ compensation premiums. The lower the E-Mod, the more reduction you can expect in the premium costs. By entering into a co-employment relationship with a PEO, your company can leverage their established E-Mod rates, leading to substantial savings.

      In addition, PEOs utilize their economies of scale to negotiate better workers’ compensation insurance rates. They operate under a master policy that encompasses all the worksite employees for their clients, allowing them to secure lower premiums. After partnering with a PEO, you gain access to these favorable rates, which might otherwise be unattainable on your own.

      Furthermore, PEOs specialize in optimizing workers’ compensation class codes. These codes help insurance companies assess the specific risks associated with different job categories and calculate corresponding rates. By ensuring that employees are categorized accurately, PEOs help keep your workers’ comp costs manageable. Additionally, PEOs can eliminate the burden of hefty upfront deposits traditionally required for workers’ compensation insurance, transitioning to a more manageable pay-as-you-go system that can significantly enhance your company’s cash flow.

      Lastly, partnering with a PEO removes the need for a client company to have annual audits. Removing the need for an audits allows for more room for the client company to manage cash flow and utilize funds in real time during the course of the years as opposed to potentially owing a large lump sum at the end of the policy period. The further allows the businesses to more predictability in expenses both throughout the year as well as at year’s end.

      Streamlined Administration of Workers’ Compensation Claims

      Beyond cost savings, PEOs excel at streamlining the administration of workers’ compensation. They implement integrated tracking software that connects directly with payroll, time, and attendance systems. This software features self-service portals that empower employees to report accidents immediately, while managers can monitor potential safety issues through an intuitive reporting dashboard.

      Timely reporting of injuries is crucial for successful claims management, and PEOs take an active role in educating employees about their responsibilities following a work-related injury. By training staff to inform medical providers promptly and forward necessary billing statements to adjusters, PEOs help ensure that claims are processed without delays, increasing the likelihood of favorable outcomes.

      Moreover, auditing employee classifications is critical in determining workers’ compensation premiums. PEOs ensure that all employees are accurately classified, which is essential for keeping costs low. With expertise in the hundreds of available categories, PEOs help businesses avoid misclassification, which can lead to unnecessary premium increases. Additionally, properly classifying employees allows for greater changes of the employees being covered in the event of a claim.

      Comprehensive Claims Management and Return-to-Work Programs

      PEOs are crucial in handling claims effectively. They get companies ready for yearly insurance checks by organizing important information like employee work hours, tasks, job types, and total pay. This careful preparation reduces the chance of mistakes during audits, keeping businesses safe from financial issues.

      Additionally, PEOs develop return-to-work programs designed to assist injured employees in resuming their duties as soon as they are medically cleared. By assigning appropriate temporary tasks, these programs not only reduce the costs associated with individual claims but also foster employee retention by helping workers reintegrate into the workplace. This proactive approach is beneficial for both the employee’s recovery and the company’s overall productivity.

      Conclusion

      In summary, partnering with a PEO offers small businesses significant advantages in managing workers’ compensation. From reducing costs through optimized premium management to streamlining administrative processes and supporting employees during recovery, PEOs provide essential services that enhance both workplace safety and operational efficiency. 

      If you need help regarding PEO services, workers’ compensation, or HR management, don’t hesitate to contact us. For more insights and information about the benefits of PEOs and their role in your business, please explore our blog section. 

      Reference Links

      https://www.napeo.org/advocacy/what-we-advocate/state-government-affairs/workers’-compensation#:~:text=PEOs%20Are%20Co%2DEmployers,the%20PEO%20and%20the%20client.

      https://blog.zamphr.com/how-peos-handle-workers-comp-administration

      [/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]

    • Remote Work Evolution

      Remote Work Evolution

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      Have you ever wondered about the prevailing sentiments among employers and employees regarding remote work?

      Well, the COVID-19 pandemic popularised the idea of ‘work from home’ or ‘remote work’, prompting many organisations to shift to a hybrid work model or remote workforce and are now seeing their advantages in the long run. According to a survey, in 2021, almost three times more individuals were working remotely than in 2019.

      Besides timesaving benefits, remote work has proven to elevate overall productivity within companies. Keep reading to learn about remote work, its significance, and how it has evolved down the line. 

      How the Evolution of Remote Work Has Influenced the Workplace Environment?

      Remote work has gained pervasive acceptance with shifting attitudes towards work-life balance and technological progressions. Numerous companies are adopting flexible work arrangements, enabling employees to perform their duties successfully from any location online. This change in the mindset of workplace ambience is evident in different industries, which include education, technology, finance, healthcare, and so on. 

      With more and more organisations providing remote work facilities for their employees, the traditional 9 to 5 office work model is gradually being reduced. The evolution of remote work has shown that productivity can be obtained anytime and anywhere apart from the conventional office atmosphere. Furthermore, with the popularisation of remote work, local economies experience shifts owing to the changes in the spending patterns and distribution of population. 

      What are the Advantages of Remote Work?

      Since the coronavirus pandemic, remote work has become immensely popular among organisations. Mentioned below are the common advantages of remote work:

      Streamlined Communication

      In an office atmosphere, client conversations and communication mostly takes place in person, informal conversations, on-floor meetings and so on.

      Often it becomes difficult to keep track of all meetings about important projects or assignments. However, in case of remote work, companies can select from a wide range of communication platforms in order to keep all conversations under one roof. This ensures better collaboration among employers and employees.

      Change in Productivity

      Compared to work from office, employees who work remotely tend to generate better output. Since the commuting time is reduced to zero, your employees can start your day right away. Moreover, they get the scope to take small breaks whenever needed reducing the chance of stress and burnout.

      This makes them feel refreshed and motivated while returning to work. Employers may witness increased productivity in their organisation while switching to remote work and providing employees with a better space to concentrate on their work.

      Better Corporate Social Responsibility

      There has been a rising focus on corporate social responsibility. Allowing work from home to employees is an outstanding way for companies to lessen their environmental impact such as carbon emissions associated with their business travel, unnecessary consumption of resources, radiation of pollutants, etc., contributing to climate change.

      Reduced Overhead Costs

      Establishing a remote company tends to be worthwhile for employers due to the lower costs associated with it. While running a non-remote organisation, employers can stay away from the headaches of expending money for paying building rent, office tools, utilities, snacks, and beverage supplies. 

      Vast Pool of Employees

      During vacancies, remote companies can recruit a wide range of new employees. As their target does not remain confined within a particular location, they can access the global pool of employees. This gives a better possibility of locating the finest possible people for the job, thus enhancing the quality of the workforce.

      Since the COVID-19 pandemic, remote work has evolved a lot which resulted in numerous people working from home. By switching to remote work, companies can provide their employees flexibility, improved work-life balance, and more time to take care of themselves and their families.

      If you run an organisation but facing difficulties to introduce the ‘work from home’ mode, feel free to contact us. We provide outstanding workplace-related help at an affordable so that businesses of any size can avail it. For further information, visit our official website and read our blogs.

      Reference Links:

      https://www.indeed.com/career-advice/career-development/benefits-of-working-remotely

      https://www.flexjobs.com/blog/post/benefits-of-remote-work/

      https://www.toptal.com/insights/rise-of-remote/history-of-remote-work

      https://www.indeed.com/career-advice/career-development/benefits-of-work-from-home-for-employers

      https://careerfoundry.com/en/blog/career-change/benefits-of-remote-work/

      [/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]

    • Workplace Diversity and Inclusion Initiatives

      Workplace Diversity and Inclusion Initiatives

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      Are you wondering what the workplace DEI initiatives are? Then your answer lies here. Workplace diversity involves a mix of individuals from different backgrounds, while inclusion creates a collaborative and comfortable culture.

      Despite significant investments in equity, inclusion, and diversity (DEI), organizations often fall short of desired outcomes.

      However, these efforts haven’t always yielded the expected outcomes. Let’s delve into strategies for enhancing workplace diversity and inclusion in this blog.

      What is a Diversity and Inclusion Initiative?

      Diversity and inclusion initiatives are the effective strategies and procedures used by companies in order to support diversity and inclusion in a workplace to gain a competitive benefit.

      However, these initiatives differ from one organisation to another based on the necessities as well as areas for development.

      For instance, a company focusing on diversity as a core principle will be going to have a different need than a traditional sector possessing a standardised workforce.

      What are the Top Initiatives to Boost Diversity and Inclusion in a Workplace?

      By executing some of the following diversity and inclusion initiatives, you can create a competitive control in talent retention and acquisition:

      Awareness and Acknowledgement

      The foremost step is to conduct a thorough survey of your organisation’s inventory and determine the lack of inclusion and diversity in it. To improve things, you should address the problem in the first place and then identify the need for betterment.

      If necessary, you can connect with your employees about equity, diversity, and inclusion for better understanding and to formulate a plan to fulfil their individual needs.

      Accepting All Differences

      Determine and value the skillsets of all employees irrespective of their differences. A simple way to show your employees that you appreciate them and their work is by engaging in a small discussion and listening to their input.

      Choose a supportive supervisor to address employees’ problems and provide the necessary assistance. 

      Changing Your Language

      Set a meeting and make it clear to your employees that your organisation gives value to diversity and aims to create a diverse and efficient workforce as well as an all-encompassing workplace.

      Talk about your diversity and inclusion goals ubiquitously, including employment contracts, hiring process, employee manuals, as well as onboarding materials and other company-based documents.

      Hiring Through Referrals

      In essence, referrals are an excellent way to draw a diverse range of candidates. If you manage a diverse workforce, encourage your existing employees to refer their relatives or friends. At the same time, it is an excellent opportunity for them to guide their friends with their career moves.

      If necessary, articulate your goals to hire more diverse members to join your organisation. Research shows that referrals are a great source of hires. 

      Developing Diversity and Inclusion Training Courses

      Creating a diverse and inclusive environment generates a sense of belonging among the workforce so that they can feel more productive and connected.

      Diversity training program tends to enhance participants’ awareness about various types of diversity and provide effective strategies and skills to boost employees’ communication and interpersonal skills to build a positive work ambience. 

      Opting for Flexible Working Arrangements

      Another notable initiative of workplace diversity and inclusion is flexible working stature.

      Creating a flexible leave policy with weekend holidays helps employees have some time for themselves which they can cherish after working hard for a whole week. Several employers set few paid holiday hours rather than sticking to pre-determined holidays. 

      Forming an Employee-led D&I Group

      Consider creating an employee-led resource team concentrated on bettering diversity and inclusion policies in the workplace.

      Doing so ensures the foundation of a welcoming and encouraging work environment which will also promote employee engagement and collaboration.

      Emphasising Positive Environment 

      Fear of punishment is one of the most powerful factors which negatively hampers the performance of employees.

      As a solution, it is better to levy strict penalties on unsupportive employees and leaders who repetitively bully or harass their juniors and pass unpleasant remarks towards a particular religion, gender, caste, or colour.

      Being the top member, you must take action against such offenders and consider terminating them if the matter goes out of hand. 

      Final Words

      Workplace diversity involves fostering diversity throughout the organization and ensuring equity in opportunity, leadership development, and more. Proper collaboration of diversity and inclusion creates a positive work environment and enhances employee experience. 

      If you want professional assistance in implementing diversity and inclusion initiatives, contact us. Besides, you can read our blogs for better understanding. 

       

      Reference Links:

      https://www.hrdive.com/spons/10-initiatives-to-improve-diversity-in-the-workplace/629941/#:~:text=Make%20it%20clear%20to%20employees,materials%20and%20other%20company%20documents.

      https://www.talentlyft.com/en/blog/article/395/10-workplace-diversity-and-inclusion-ideas-you-can-implement-today

      https://hbr.org/2021/05/5-strategies-to-infuse-di-into-your-organization

      https://www.techtarget.com/searchhrsoftware/feature/7-keys-to-a-successful-diversity-and-inclusion-initiative

      https://www.cio.com/article/228581/diversity-and-inclusion-8-best-practices-for-changing-your-culture.html

      https://globaldiversitypractice.com/what-is-diversity-inclusion/

      https://www.betterup.com/blog/diversity-vs-inclusion

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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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    • How to Combat Employee Burnout in 2024?

      How to Combat Employee Burnout in 2024?

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      Do you feel that a lot of your employees seem exhausted and disinterested even after getting a hike or a promotion? 

      Any employee who joins an organisation full of energy and passion can become a victim of depression due to an overpowering job load or ill-treatment of the team lead. Yes, these incidences are widespread and caused because of severe employee burnout.  

      A study has agreed that workplace stress upsets the psychological health of employees and leads to burnout. It not only impacts adversely on mental health but also the physical and emotional well-being of employees. Keep reading to learn how to encounter employee burnout to ensure the long-term success of an organisation.

      How to Prevent Employee Burnout?

      Below, we have discussed some effective approaches to eliminate burnout and encourage a healthy workplace:

      Elicit Employee Feedback

      Being an employer, you need to ensure that your employees are treated cordially. Sometimes day-to-day workload can lead to burnout. Under such circumstances, if you find burnout does start to manifest, you can meet with your employee in order to figure out the core of the problem.

      While often the solution is simple, at times it can be quite complicated. You cannot reduce employee burnout unless you address their problem.

      Create Reasonable Workloads

      If employees are allocated an unreasonable number of tasks, they may get panicked and end up making many mistakes which in turn diminishes their efficiency. To avoid this, being an employer, you should formulate a proper work plan and distribute the assignments among your employees accordingly.

      Engage Supportive Supervisors

      Another effective way to reduce employee burnout and improve an organisation’s productivity is by engaging compassionate supervisors to monitor employee performance. As soon as they find an employee’s performance is dropping, they will inform higher authorities that they are experiencing burnout and need assistance.

      Provide Flexible Scheduling

      Consider providing flexible working time for employees so that they can complete their assigned tasks comfortably while having a work-life balance. Doing so, also lets them choose the best-suited work hours that fulfil their professional and personal needs.

      What are the Major Reasons Causing Employee Burnout?

      To eliminate employee burnout, you must understand the leading reasons behind it. Most employers think it is caused due to unmanageable work pressure. Even though it is also a major factor leading to employee burnout, it is not the only cause. There are some other reasons for this. These include:

      Lack of Support from Leaders

      Leaders play a vital role in an employee’s success or failure. Having a good and supportive leader is always encouraging for employees and vice versa. Leaders unavailable to assist their employees or providing unclear instructions are responsible for affecting the mental well-being of employees.

      Unfair Treatment

      Often there is some bias among leaders regarding the allocation of tasks, resulting in additional strain for employees who fear to say “no” to cope with unnecessary work pressure that is beyond their capacity.

      Furthermore, employees getting bullied or harassed by seniors for their mistakes can also experience intense levels of stress.

      Improper Work-Life Balance

      Another noteworthy factor causing employee burnout is their desperate struggle with work-life balance, where employees find themselves rushing to handle various commitments, even after office hours or on weekends. Besides, the pressure to answer texts or emails from bosses or clients outside work hours can be highly stressful.

      Lack of Autonomy

      Poor autonomy in workforces signifies a situation where people have limited freedom because of the decision-making supremacy of their leaders.  They are extorted to follow stringent rules, adhere to challenging processes, and experience repeated negative feedback from superiors for making mistakes.

      If an employee is unable to determine their schedule, workload, or assignments, they are expected to experience burnout. Furthermore, the extreme pressure to deliver assignments under fixed deadlines can also cause stress.

      Unclear Job Expectations

      Another common reason affecting the mental health of employees and causing them to get burned out is inadequate guidance or unclear job expectations.

      If you are unclear about the expectations of your leader, or if your job role has changed from what you expected at the time of joining, you are likely to feel uncomfortable in that environment and more likely to get burned out.

      Final Words

      From the above discussions, you are aware of employee burnout and the main reasons behind it. To be precise, it is essential to retain employee well-being in order to maintain an encouraging and hearty working ambience. This has a positive influence on the company’s productivity, employee retention, and overall organisation performance. If you are facing difficulty in incorporating the above-mentioned strategies to curb employee burnout, do not hesitate to contact us. We offer professional support at a reasonable price to boost your company’s work environment. For further information, read our previous blogs.

      Reference Links:

      https://www.goco.io/blog/employee-burnout-what-causes-it-and-how-to-avoid-it

      https://www.linkedin.com/pulse/10-proven-ways-organizations-employees-can-beat-burnout-holiday/

      https://www.forbes.com/sites/bryanrobinson/2024/01/06/burnout-take-these-8-steps-before-you-hit-the-wall-in-2024/?sh=912b8ca50d70

      https://www.upwork.com/resources/prevent-employee-burnout

      https://www.michiganstateuniversityonline.com/resources/leadership/12-ways-managers-can-reduce-employee-stress-and-burnout/ 

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      Contact Us

      Find out if a PEO is the right solution for your business.
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