Fortune Business Consulting

Tag: employment

  • 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    • An outdated employment contract didn’t protect your company 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    • Real-time compliance updates, not outdated policy templates 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

    • Beyond Payroll: The Hidden Liabilities Lurking in DIY HR

      Beyond Payroll: The Hidden Liabilities Lurking in DIY HR

      You thought payroll software was the hard part? Think again. It started with a late-night call from the accountant. A former contractor had filed for unemployment but… contractors don’t get unemployment benefits, right? Wrong. That’s when the panic started. Turns out, your HR software may have misclassified a worker. Not on purpose—but software doesn’t catch gray areas. It calculates. It doesn’t caution. It processes—not protects. This is the challenge with DIY HR. For fast-scaling businesses, juggling payroll tools, spreadsheets, and guesswork, it’s a lawsuit waiting to happen. A PEO (Professional Employer Organization) does more than automate tasks—it shoulders risk, shares liability, and becomes your HR shield. 

      In this post, we’ll expose the hidden landmines buried under DIY HR practices and show how a PEO helps you avoid penalties, reduce risk, and stay compliant while you grow. 

      Employee Misclassification: A Hidden Tax Bomb 

      The IRS and Department of Labor take misclassification seriously. If you’re labeling someone a 1099 contractor when legally they’re a W-2 employee, you could be responsible for back taxes, overtime, benefits, and penalties.  

      Payroll software won’t stop you, it’ll let you misclassify with confidence. 

      A PEO helps you assess roles, responsibilities, and control factors to properly classify every worker. It also provides documentation and legal guidance if you’re audited. 

      FMLA, OSHA, and ADA Compliance: You’re Expected to Know 

      Most small businesses assume that if they’re under 50 employees, federal HR laws don’t apply. That’s not always true. State laws often kick in sooner, and certain industries like healthcare or construction, face additional compliance layers. 

      Your software won’t flag that. A PEO will. (HR software cannot flag a misclassification. A PEO is the fine-tooth comb that ensures any errors are caught) 

      PEOs provide guidance on: 

      • FMLA eligibility and leave tracking 
      • OSHA reporting and safety training 
      • ADA accommodation policies 
      • HIPAA and employee privacy 

      They don’t just give templates—they give advice that fits your state, your sector, and your risk profile. 

      Onboarding and Termination Errors = Lawsuit Triggers 

      Hiring and firing seem straightforward—until they’re not. Terminating an employee without the right documentation, or onboarding someone without signed policies, can open the door to lawsuits, unemployment claims, or discrimination complaints. Most payroll software doesn’t track: 

      • Progressive discipline 
      • Acknowledgment of policies 
      • Compliance training 
      • Exit interview documentation 

      A PEO keeps audit trials, generates compliant paperwork, and coaches your managers on how to avoid unlawful termination claims. 

      Handbooks and Policies That Aren’t Legally Binding 

      Google can’t write your employee handbook and even if it did, labor laws are constantly changing. There is no one-size-fits-all solution. 

      Many DIY HR handbooks: 

      • Use outdated legal terms 
      • Don’t include state-mandated policies (e.g., meal breaks, paid sick leave) 
      • Lack signed acknowledgments 
      • Are unenforceable in court 

      A PEO crafts a legally compliant handbook that’s reviewed annually. It ensures your team is trained on policies and that disciplinary procedures hold up if challenged. 

      Benefits Missteps: You Could Be Breaking the Law (Not Just Losing Talent) 

      Offering benefits without understanding your fiduciary obligations? You could be violating ERISA (Employee Retirement Income Security Act). 

      Common DIY HR mistakes: 

      • Offering retirement plans without proper documentation 
      • Mishandling open enrollment deadlines 
      • Failing to disclose plan changes 
      • Providing healthcare to contractors (invalidating classification) 

      PEOs administer benefits under their umbrella. This means: 

      • Better rates via group purchasing 
      • Accurate ACA reporting 
      • COBRA compliance 
      • Proper benefits election documentation 

      Wage and Hour Pitfalls: Your Software Won’t Alert You 

      Do you think your time-tracking system covers you? Think again. Most lawsuits in labor courts revolve around unpaid overtime, improper rounding, and rest break violations. 

      Payroll software may not: 

      • Flag improper tip pooling 
      • Handle minor labor laws for teenage workers 
      • Comply with California’s strict overtime calculations 
      • A PEO has HR professionals who audit your timesheets and coach your managers on compliant scheduling. 

      You’re Alone in a Crisis—Unless You Have a PEO 

      Whether it’s a data breach, an employee lawsuit, or a harassment allegation—crises happen. And software won’t jump on a call with you at 7 AM to guide your response. A PEO will. 

      They assist with: 

      • Crisis communications 
      • Internal investigations 
      • Legal counsel coordinatio 
      • Employee relations and sensitivity training 

      Think about it: Would you rather explain yourself in court… or prevent the lawsuit altogether? 

      Final Thought: DIY HR Is a Liability, not a Savings Plan 

      Payroll software is a tool. But it’s not a team. 

      When you rely on DIY HR solutions: 

      1. You assume all the risk 
      2. You lose compliance coverage 
      3. You miss red flags 
      4. When you work with a PEO: 
      5. You reduce liability 
      6. You gain proactive support 
      7. You unlock expert guidance at every turn 
      8. If your business is growing, your HR shouldn’t be guessing. 
      9. A PEO doesn’t replace your payroll software—it replaces your anxiety. 

      References 

    • What Your Payroll Software Won’t Tell You (But a PEO Will) 

      What Your Payroll Software Won’t Tell You (But a PEO Will) 

      It started with a missed tax deadline. 

      Not a big one—just a quarterly filing that slipped through the cracks. The finance manager blamed the software: “It didn’t alert me.” The CEO, tired of last-minute scrambles and constant legal anxiety, called a meeting. On the whiteboard were three words: “We need help.” 

      Like many growing companies, they had outgrown the convenience of their payroll software without realizing it. The platform they once celebrated for automating salaries and taxes had become a silent bottleneck. It handled numbers but ignored nuance. It knew dates but not regulations. It printed pay stubs but couldn’t solve compliance puzzles or provide HR strategy. 

      This wasn’t a software problem. It was a growth problem. 

      And it’s more common than most business owners realize. 

      The truth? Payroll software is built for management—not for mitigation. It’s reactive. It’s linear. And it’s just one piece of a puzzle that includes compliance risks, employee satisfaction, benefits administration, workplace safety, and people management. 

      So, while payroll software calculates, a PEO counsels. 

      This blog dives into the overlooked truths your payroll software won’t tell you—secrets that a good PEO knows by heart. Because payroll is just the start of the story… and your business deserves a better ending. 

      1. Payroll Software Focuses on Numbers, Not People 

      Payroll software is excellent at crunching data. It can process paychecks, calculate taxes, and generate W-2s. But what happens when an employee disputes overtime hours? Or when a team member goes on extended leave under FMLA? Software can’t mediate, interpret legal nuances, or anticipate human concerns. 

      A PEO brings a human touch to HR and payroll. It comes with experts who understand both the emotional and legal dimensions of employee management. Whether it’s compliance with federal leave laws, dealing with misclassification risks, or setting up fair employee policies, a PEO offers holistic support that software can’t. 

      Example: If you run a business in multiple states, your payroll software may not account for nuanced regional laws. A PEO, however, is built to manage multi-state compliance seamlessly  

      2. Compliance Isn’t Optional—But Payroll Software Treats It Like It Is 

      Did you know that according to the IRS, 33% of employers make payroll errors, and penalties for noncompliance can run to thousands of dollars per year? Most payroll software tools send alerts—but they don’t assess risk or offer strategic responses. 

      A PEO acts as a compliance partner. It monitors laws, updates document, trains your team, and ensures every form is filed on time and correctly. 

      Key Areas Covered by PEOs: 

      ACA compliance 

      Employee classification (W-2 vs. 1099) 

      Wage and hour laws 

      State-by-state employment laws 

      COVID-19-related leave policies (now winding down, but still relevant in audits) 

      3. Payroll Software Isn’t Designed for Strategic Growth 

      Your payroll software can’t help you analyze turnover, forecast hiring needs, or strategize your benefits packages to attract top talent. A PEO can. 

      A PEO provides data-backed insights into HR trends. It helps you create workforce plans, build retention strategies, and benchmark compensation packages. Payroll software sees transactions; a PEO sees trends. 

      Strategic Insights from PEOs Include: 

      Turnover risk modeling 

      Employee engagement surveys 

      Compensation benchmarking 

      Talent acquisition support 

      4. Payroll Software Doesn’t Reduce Liability—It Outsources Responsibility 

      Many business owners assume that using software means they’re covered legally. Not true. Payroll errors, wrongful terminations, and poor documentation still leave the business fully liable. 

      PEOs often operate under a co-employment model. This means they share certain legal responsibilities with you—essentially becoming a partner in protecting your business. They help with: 

      Claims management 

      Risk mitigation training 

      Workplace safety protocols 

      5. PEOs Offer Access to Big-Business Benefits 

      Small businesses using payroll software alone often can’t access affordable healthcare, 401(k) plans, or wellness programs. PEOs pool multiple clients to negotiate better benefits at lower costs. You become part of a bigger bargaining unit. 

      Benefits Administered by PEOs: 

      Medical, dental, vision insurance 

      401(k) retirement plans 

      Life and disability insurance 

      Employee wellness programs 

      This results in happier employees and improved retention. 

      6. Payroll Software Has No Face 

      When issues arise—like a wage garnishment notice, a harassment complaint, or an emergency leave—who do you call? Most payroll software companies route you through chatbots or low-tier customer service reps. 

      With a PEO, you get dedicated specialists—real people who know your business and guide you through difficult situations. From HR advisors to legal counsel, they don’t just troubleshoot—they protect. 

      Real Business Case: Sequoia’s Data Breach 

      In late 2022, Sequoia, a payroll and HR platform, experienced a major data breach. Employee names, addresses, social security numbers, and more were exposed. This highlighted a crucial truth: software is vulnerable. 

      A good PEO invests in layered security systems, data redundancy, and crisis communication plans. And more importantly, they walk you through recovery—not leave you to read help articles. 

      Conclusion

      Payroll Software Is a Tool. A PEO Is a Partner. 

      Your payroll software can cut checks and calculate taxes. But it can’t: 

      Anticipate risk 

      Guide leadership decisions 

      Offer employee counseling 

      Provide legal defense 

      Help you grow strategically 

      A PEO does all of that—and more. 

      So, here’s the big question: Is your business growing faster than your software can keep up with? 

      If yes, maybe it’s time to look beyond automation… and lean into partnership. 

      References

      1. Business.com – Surprising Perks of PEOs 
        https://www.business.com/articles/surprising-perks-peos/  
      2. ExtensisHR – PEOs and Risk Management 
        https://extensishr.com/resource/blogs/peos-and-risk-management/  
      3. Paycor – Pros and Cons of Using a PEO  
        https://www.paycor.com/resource-center/articles/pros-and-cons-of-using-a-peo-company/  
      4. US Chamber – PEOs vs Payroll Services 
        https://www.uschamber.com/co/co-100 
      5. Wired – Sequoia Data Breach 
        https://www.wired.com/story/sequoia-hr-data-breach/ 
      6.  APSPayroll – Talk PEOs: Pros & Cons 
        https://apspayroll.com/blog/talk-peos-pros-cons/
      7.   EmployBorderless – Payroll Systems 
        https://employborderless.com/payroll/systems/  
         
         
         
         
    • 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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    • Year-End Financial Checklist and Services to Review before Welcoming 2024

      Year-End Financial Checklist and Services to Review before Welcoming 2024

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      Have you secured a financially sound year-end for your business before moving into 2024? As the calendar year draws to a close, businesses should start preparing for the upcoming tax season. A lot seems to have changed in the past 12 months economically, especially the burden of inflation going down. 

      But, how has all of this affected your business?

      Taking proactive steps now can not only help to save money in the long run but can also reduce stress in the future. To assist businesses in preparing for the new year, here is a financial checklist of the most important steps to take before entering 2024.

      Tick Off These 5 Things on Your Year-End Financial Checklist before Entering 2024

      Here are 5 important points in your financial checklist to look into before ending the year:

      Partner Agreements: When was the Last Time You Reviewed Them

      Partnerships are the backbone of many successful businesses. However, as circumstances change, so should your partnership agreements. If you have a partnership agreement, it is a good idea to review it every year to see if there are any changes to the laws or taxes that need to be taken into account.

      You should also review it every time one partner leaves or a new one joins the business. Take the time to review and update the agreements, ensuring they reflect the current state of your business and the responsibilities and expectations of each partner.

      Key Man Insurance Policy: Is it Up-To-Date

      Key man insurance is vital to safeguard your company from the financial repercussions in case of the loss of a key employee. If it has been some time since you last reviewed your key man insurance coverage, now is the appropriate time to review it.

      Ensure that the coverage amount remains reasonable and the key individuals specified in the policy are accurately reflected. For instance, review the following information: The number of insured employees, the amount of coverage each employee is entitled to, and whether the employee has consented to the policy.

      Retirement Plans: Have You Reviewed Them Lately

      When it comes to employee benefits, retirement plans are one of the most important things you can do to attract and retain top talent. Take a look at your 401(k), 403(b), and other retirement plans to see if they are competitive and meet your employees’ needs.

      Additionally, review the life insurance coverage, to ensure that they are competitive, meet the requirements of your employees, and are cost-effective. Remember to review other benefits that raise employee morale like disability insurance, paid time off, employee recognition and rewards, etc.

      Business Loans and Credits: Are Your Repayments On Track

      With interest rates and the economy going up and down, it is a good idea to take a look at your business loans and credit. See what the terms are, what the interest rate is, and what the financial impact is of these loans.

      In addition, look for ways to re-finance or change terms to better fit your business objectives. Consider alternative options of financing, including lines of credit and equipment financing, as well as merchant cash advances, to better match your business requirements and cash flow cycles.

      Cost of Services: Are They Optimized

      Conduct a thorough analysis of your business expenditure. This may include office lease renewal costs, telephone costs, credit card costs, and other services that are essential for running your business.

      You can identify areas of expenditure that can be reduced without compromising on quality or productivity. Consult with vendors and look for alternative vendors to optimize your expenditure.

      Final Words

      As the end of the year approaches, it is essential to take the necessary steps to protect your business from financial uncertainty and to prepare for a more organized and successful future. 

      The end of the year is not just a time to reflect. It is also a time to prepare for the future. Do not wait until it is too late

      Moreover, for better planning and strategy for the upcoming year, you should consult a financial advisor. In case you are a company in search of HR, employee benefits, and compensation services, contact us. You can also check out our blog section to find more related articles. 

      Reference Links

      https://www.cavanaghkelly.com/news/the-importance-of-having-a-written-partnership-agreement#:~:text=Ideally%20partnership%20agreements%2C%20like%20wills%2C%20should%20be,or%20a%20new%20partner%20joins%20the%20business.

      https://lattice.com/library/what-are-employee-total-rewards-and-why-should-your-company-implement-them

      https://use.expensify.com/resource-center/guides/end-of-year-financial-checklist-for-small-businesses

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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.

      [/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]

    • Who is in Control of My Data? Employer or Employee

      Who is in Control of My Data? Employer or Employee

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      Did you know that as an employer, you have the legal right to keep an eye on emails you send and receive on your company’s system? This includes both work-related and personal emails. Under U.S. law, emails you send or receive on a company’s system are owned by you. 

      However, misusing or disclosing such data may lead to severe repercussions. While most employers are not HIPAA-covered entities, other laws may apply. For instance, ADA and GINA require businesses to separate medical information from an employee’s personal file.

      So, let’s find out how you can use your employee’s data responsibly and protect it as per laws.

      6 Strategies to Ensure Employee Data Protection in the US

      Here are six informative strategies to use your employee data in the US responsibly:

      Implement and Enforce Strong Cybersecurity Policies and Procedures

      Every state in the U.S. and Washington DC, Guam, Puerto Rico, and the Virgin Islands has laws that require companies to inform individuals of any security breaches involving personal data. Therefore, know what and whose data are collected, and where you are storing it. Have policies that include a data protection plan and implement specific security measures.

      This includes having a written cybersecurity policy that covers all aspects of data access, storage, and disposal. Moreover, you should train employees on the best practices for cybersecurity, such as how to spot phishing emails, create strong passwords and avoid common security pitfalls.

      Limit Access Based on Requirement Only

      Only people who need to get their hands on sensitive information (like HR staff) should have access to it. Make sure you set up security protocols like multifactor authentication and check your security measures regularly.

      You can also use encryption to convert data into a format that cannot be read without the proper decryption key. This stops cybercriminals from accessing employee data, even if they are able to breach a company’s systems. Furthermore, review who is having access to confidential data periodically and determine whether all access is allowed and necessary.

      Implement a Data Loss Prevention (DLP) Solution

      A DLP solution can help to prevent employee data from being accidentally or deliberately leaked. It works by monitoring employee activity and blocking any attempts to transfer data outside of the company’s network without authorization.

      DLP solutions can be deployed on endpoints, networks, and cloud applications to monitor and control the flow of data. Also, educate your employees about the DLP solution. Employees need to understand why the DLP solution is in place and how to use it properly.

      Regularly Back Up Employee Data

      Regular data backups can help to protect employee data from loss or corruption in the event of a disaster, such as a cyber-attack or natural disaster. Backups should be stored in a secure location that is separate from the company’s primary network.

      It is also essential to test these backups on a regular basis and ensure that they are functioning properly. If a backup becomes corrupted, the data recovery specialist can assist in recovering the important data.

      Conduct Regular Security Awareness Training for Employees

      Employees can be the weakest link in a cybersecurity chain, so you must provide them with regular security awareness training. This training can cover topics such as social engineering attacks, phishing scams, and password security.

      Furthermore, train your senior management to foster a security-focused culture that places employee data protection at the center of all operations and processes.

      Final Words

      In essence, the responsibility of employee data protection lies at the intersection of employer and employee interests. While employers have the legal right to monitor and safeguard this data, they must do so within the boundaries of relevant laws and regulations. So, by adopting the necessary protection strategies, as discussed, your company can foster trust and a better working environment for employees. So, if you are looking for reliable services related to compliance, payroll, and HR with all of these practices ensured, contact us. 

      Also, do not forget to check out our other blogs.

      Reference Links

      https://www.worktime.com/most-asked-questions-on-us-employee-monitoring-laws#C7 

      https://www.techtarget.com/whatis/definition/employee-privacy-policy

      https://www.unitedconcordia.com/business-services/employers/blog/data-ownership-in-the-workplace-who-owns-what

      https://www.rippling.com/blog/employee-data-protection

      https://www.uschamber.com/co/run/human-resources/how-to-protect-employee-privacy

      https://www.upwork.com/resources/employee-data-protection#back-up-data 

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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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    • What is the Employment Cost and Why It Should Matter to Your Company?

      What is the Employment Cost and Why It Should Matter to Your Company?

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      Do you know, small companies should consider employment cost as one of the crucial factors which affect business? 

      Employment cost is the total expenses an organization bears to compensate for the labor and services of its employees. It includes salaries, wages, benefits, and other expenses related to employees. 

      If you are planning long-term success and effective financial management, you need to understand employment costs and their impact on your business. 

      5 Reasons Why Employment Cost Matters to Your Company?

      Now that we understand what employment cost is, let’s explore why it should matter to your company:

      Budgeting and Financial Planning

      Employment cost is typically the most substantial expense for any company. Understanding and forecasting these costs is crucial for financial planning and budgeting. Proper resource allocation ensures your company can remain competitive, sustain growth, and cope with economic downturns.

      Employee Retention

      The overall compensation package (wages, benefits, and perks) plays a significant role in attracting and retaining top talent. If your company offers a competitive employment cost package, it is more likely to retain skilled employees and attract new ones. However, high turnover rates can disrupt your business and increase expenses.

      Productivity and Employee Morale

      Adequate compensation and benefits contribute to higher employee satisfaction and morale. Satisfied employees are generally more motivated, engaged, and productive. This helps increase the overall company performance.

      Legal Compliance

      If you are not calculating or reporting accurate employment costs, it can impose a hefty penalty and cause legal hazards. So, you should comply with labor laws and regulations to avoid such troubles.

      ROI and Profitability

      Efficient employee cost management may have a direct impact on your company’s return on investment (ROI) and profitability. When you optimize costs without interrupting employee satisfaction, it can help boost your bottom line.

      4 Best Tips to Reduce Employee Cost

      Reducing employee costs can be a sensitive and challenging task, but it may be necessary to improve a company’s financial health. Here are four ways to achieve this goal:

      Implement Remote Work and Flexible Schedules

      You can save expenses by offering remote work and flexible work timing. When employees work from home, you don’t need to bear additional expenses for office space, utilities, and supplies. Moreover, flexible schedules can help increase productivity as employees can work at the most productive hours without working overtime.

      Opt for Part-Time or Contract Workers

      When you hire part-time or contractual workers it can save your employment cost. Part-time employees receive reduced benefits compared to permanent ones. Besides, the job security and benefit level are also low for contractual employees. However, you need to manage the employee-employer relationship properly to maintain positive company culture and avoid legal hazards.

      Payroll Management

      Efficient payroll management can significantly reduce employee costs. Invest in modern payroll software that automates time tracking, calculates wages accurately, and ensures compliance with tax regulations. Additionally, streamline your payroll schedule to align with business needs, reducing the need for unnecessary interim payments or complex overtime calculations.

      Review Employee Benefits and Compensation Packages

      Conduct a thorough analysis of your company’s benefits and compensation packages to identify potential cost-saving opportunities. Consider modifying benefits to meet the needs of your employees while staying within budget. 

      Final Words

      Thus, employment cost is not as simple as paying salaries only. Rather, it involves understanding the full spectrum of expenses related to employees. Monitoring and managing employment costs strategically can have a profound impact on your company’s financial health, and overall competitiveness in the market. If you need professional help or advice to run this procedure seamlessly, consider contacting us. 

      You can also read our previous blogs for more information related to employment costs.

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      Reference Links:

      https://minutedock.com/academy/what-is-the-cost-of-employees

      https://www.studysmarter.co.uk/explanations/business-studies/human-resources/employee-costs/

      https://velocityglobal.com/resources/blog/employee-cost/

      [/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.

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    • Managing Employee Performance: Best Practices for Small Companies

      Managing Employee Performance: Best Practices for Small Companies

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      Want to increase your company’s productivity by improving employee performance? 

      Every organization, whether small or large, should introduce performance management programs to reach company goals effectively. 

      However, small companies may not have enough resources to proceed. In this regard, they can implement the best practices to maximize their employees’ potential. They can focus on creating a positive and productive environment for the betterment of both the company and its employees. 

      Scroll down to check out the best ways to manage employee performance!

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      Top 6 Ways to Manage Employee Performance in Small Business Organizations

      Small businesses can follow these performance management tips for a successful approach:

      Set Clear Business Goals

      The foundation of a successful performance management system is setting clear expectations and goals. Guide the employees about your expectations towards their performance and how they need to execute. Also, provide a clear concept about how their performances can help develop the business. 

      When you set guidelines and expectations, you can notice a considerable improvement in the quality and quantity of your employees’ work. This is because a proper structure and guidance provide them with a perfect baseline for work.

      Communicate with Your Employees

      Another way you can manage employee performance is by fostering transparent and open communication. As you set your guidelines and expectations, you should also know about the concerns and needs of your employees. This will help provide a favorable working environment, boosting their performance and efficiency. 

      Teamwork cannot be accomplished with only one person communicating and sharing his/her views. Thus, you need to listen to every employee’s input and help them in improving their performance level. 

      Provide Genuine Feedback

      As a responsible employer, you should provide feedback on your employees’ performance and working methods. Other than annual performance reviews, you should provide daily or weekly feedbacks. This will help them work on their mistakes and improve their performance accordingly. 

      Thus, you should provide constructive feedback focusing on employee behavior and not on their traits. You can strike a balance between positive feedback for their accomplishments and pointing out the areas where they need to improve.

      Offer Proper Training Opportunities

      Providing training opportunities for your employees can also help enhance their skills and knowledge. Thus, you can invest in employees’ professional development to boost productivity and work efficiency. Though small businesses may not have the budget to invest in full-fledged professional development courses, they can consider affordable options. 

      It includes mentoring programs, online courses, workshops, etc. When you help in your employees’ career growth and development, they will also stay motivated and put their best efforts into flourishing your company.

      Address Performance Issues Immediately

      Another way you can improve work efficiency and avoid any bigger problems down the line is by addressing performance issues promptly. If you find an employee not meeting the expected performance level, take immediate action in addressing the issue. If needed schedule a one-to-one meeting and discuss the concerns. 

      It will help identify the reasons behind the issues and you can collaborate on a plan to improve the situation. As a responsible employer, it is your concern to offer adequate support, guidance, and resources to help the employee get back on track. 

      Introduce Performance Review and Recognition

      Apart from daily or weekly feedback sessions, you can also evaluate the employees on a yearly basis. This will help identify the employees’ strengths and weaknesses and set future goals effectively. You can introduce an annual or bi-annual performance evaluation to discuss the concerns. 

      The reviewing part does not only end with assessing your employees’ performances but also rewarding them for their achievements. You can introduce recognition programs or a small incentive as a gesture for their efficient performance. 

      For further assistance and information on employee performance programs contact us. You can also go through our blogs for related concerns. 

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      Reference Links:

      https://quickbooks.intuit.com/ca/resources/manage-employees/employee-management-techniques-for-small-businesses/

      https://www.linkedin.com/pulse/8-tips-small-business-performance-management-paul-freudenberg

      https://www.peocompare.com/performance-management-small-business/

      https://www.valamis.com/hub/performance-management

      https://www.plumhq.com/blog/best-practices-in-performance-management-for-start-ups

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    • What is a Co-employment Relationship?

      What is a Co-employment Relationship?

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      Looking for more staff to run your business operations? Why not opt for a co-employment relationship? Considering the rapidly growing work pressure, companies are opting for alternative employment arrangements to meet their requirements for a sufficient workforce.

       The co-employment relationship is such an arrangement that helps business organizations meet their goals and deadlines on time. In this practice, two or more entities share an individual’s or group of workers’ employment. Keep reading for a detailed overview of the same!

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      What is Co-employment?

      In the co-employment model, a business shares its employment responsibilities with a PEO (Professional Employer Organization). Here, the business owner makes employment-related decisions while retaining managerial control. 

      On the other hand, the PEO functions as the employer of employee records. They handle HR, payroll, and other parts of employee management. Moreover, they also file the payroll taxes and payroll under their EIN (employer identification number). 

      What are the Benefits of Co-Employment?

      Co-employment provides a bunch of benefits to business organizations, especially small business firms. Here are some of the notable benefits of a co-employment relationship:

      • Get HR Support

      When you opt for co-employment, you can put the PEO in charge of the HR tasks. Though the in-house HR team could have completed the responsibilities much faster than the PEO, they might lack the expertise. Hiring a PEO indicates you have access to experienced and knowledgeable human resource support. This is highly beneficial for small businesses that don’t have enough resources to build their HR team. 

      • Enjoy Flexibility

      Co-employment offers client companies the flexibility to scale their workforce up or down. It helps meet the fluctuating demands quickly without incurring the costs and administrative burden of traditional hiring and firing processes.

      • Receive Compliance Support

      Providing the right compliance support to your business is not a cakewalk. You need skilled and expert professionals with adequate knowledge of business laws and regulations. Hiring PEOs can be a great relief as they have experienced specialists who remain updated with the latest rules and regulations. So, if you are not aware of the changing laws, you can still steer clear of accidental violations with the professional PEO team.

      • Get Health Insurance

      When providing health insurance to employees, PEOs can secure better rates and provide standard benefits and offerings. Small businesses often fail to find better insurance rates and benefits because they negotiate for a limited number of employees. On the other hand, PEOs negotiate insurance rates on behalf of multiple companies and their employees. So they have fair chances to secure reasonable rates and better benefits. 

      • Ensure Payroll Processing

      Payroll-related work needs expert attention and consumes time. Moreover, any minimal mistake in payroll processing can lead to legal hazards and other inconveniences. Thus, most companies prefer outsourcing payroll. When you opt for a co-employment model, PEOs take care of the payroll processing, ensuring timely and accurate processing. 

      • Share Liability

      By sharing certain employment responsibilities and liabilities, the client company and the PEO assume a degree of risk mitigation.

      Final Word

      Co-employment presents an evolving model for organizations to optimize workforce management and operational efficiency. It offers flexibility, access to specialized HR expertise, shared liability, etc. However, you need to maintain effective communication to reap the maximum benefits of co-employment. 

      If you are finding PEO services for your company, contact us. We can help you get professional assistance for employee management. Our blog section also includes several informative pieces about co-employment relationships that can give you insight into better management.

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      Reference Links:

      https://www.adp.com/resources/articles-and-insights/articles/p/peo-what-is-co-employment.aspx#:~:text=Co%2Demployment%20is%20a%20contractual,associated%20with%20being%20an%20employer.

      https://www.mbopartners.com/blog/misclassification-compliance/what-is-co-employment/

      https://www.upwork.com/resources/is-co-employment-bad-not-really-but-heres-how-to-avoid-it

      https://www.businessnewsdaily.com/articles/what-is-co-employment

      [/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]