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Sneaky HR Tasks Eating Your Time (and How to Fix Them)

It’s time to tackle those sneaky HR time thieves and take back your calendar. Here’s how.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

These tasks shouldn’t take up your workweek. But when systems fall short, they do. If you’re a small or mid-size business owner or HR leader, you probably didn’t get into this role because you love tracking down time-off requests, chasing signatures, or answering the same benefits question 14 times.

And yet… here we are.

Studies show that small business owners spend about 16 hours (or two full days) per week on HR-related administrative work.

Most businesses lose valuable time to the slow drip of small, repetitive “this will only take a minute,” tasks that quietly eat up the workweek. Add them up, and suddenly your strategic HR goals, like recruitment, retention, and leadership development, get pushed aside.

Here are some of the most common areas that may be draining your time.

Time-Consuming HR-Related Tasks

They seem small. But over time, these tasks drain your attention, your energy, and your progress.

1. Repetitive Tasks and Rework

Every time you hunt down a missing signature or resend login details, you lose time you could be using elsewhere. The common offenders? Answering the same employee questions over and over:

“How do I add my baby to insurance?”
“When do benefits start?”
“How many PTO days do I have left?”

Sound familiar?

Individually, these are quick answers. Collectively? They’re a constant interruption machine. When you stop to respond, you lose focus, break momentum, and push higher-value work further down your list.

🛠️ How To Fix It: Uncover the pain points. Which areas are bogging down the process due to repetition? Where can you create a self-service culture? This can mean establishing a simple internal HR hub (in your intranet, shared drive, or HR platform), short FAQs on benefits, PTO, payroll timing, and onboarding, or short videos that walk through routine processes.

Then, train employees to go there first. When someone asks a repeated question, send the link along with your answer. Over time, behavior shifts. HR becomes a source, not a help desk.

2. Correcting Payroll Errors

The latest software makes running payroll seem easy, but if something goes wrong, the liability is still yours. Miscalculating pay, outdated tax information, and manually tracking time off are time-consuming to fix, hard to catch, and expensive if you don’t, not just in terms of costs but also in lost time and eroded trust among your workers.

🛠️ How To Fix It: Automate what you can. Look for tools that let employees request time off directly, route approvals to managers, automatically update balances, and sync with payroll.

When automation handles the basics, HR shifts away from data entry to policy guidance. You’ll still handle exceptions, but you won’t be stuck crunching numbers late at night.

Or leave it to the experts by outsourcing payroll to an IRS-certified PEO. A PEO can simplify the payroll process with a cloud-based payroll portal for employers, online employee access to pay stubs, W-2s, benefits info, employee handbooks, and secure, paperless direct deposits. They can also take care of onboarding, payroll taxes, IRS deposits, benefits administration, compliance guidance, and provide HR support.

3. DIY Compliance Monitoring

Labor laws change constantly. Posting requirements update. Salary thresholds shift. Leave laws multiply. Keeping up with shifting deadlines, state-level compliance requirements, and studying the IRS’s recently updated guidance under the One Big Beautiful Bill Act. Trying to monitor all of this yourself is not only time-consuming – it’s also stressful.

One misstep can be costly. In 2025, the Department of Labor’s Wage and Hour Division recovered more than $259 million in back wages for nearly 177,000 employees. That’s an average of $1,465 per worker (the most since 2019).

🛠️ How To Fix It: Don’t carry compliance alone. Get expert help by partnering with a professional. Whether it’s through a PEO, outside counsel, or a compliance partner, get support that keeps you updated on requirements that apply to your business.

You’ll need advice on tricky employee situations, alerts on multi-state regulatory changes, new pay transparency rules, evolving paid leave requirements, changing wage-and-hour laws, new employment-related laws on AI, and much more.

🚀 Pro Tip: Stay compliant with our HR Checklist covering the latest updates and deadlines related to compliance, benefits, payroll, and general HR that you need to take care of each quarter. Download your free HR Checklist ➡️ HERE

4. Updating Employee Data in Multiple Places

Name changes. Address changes. Promotions. New pay rates. If you’re entering the same update into payroll, benefits, retirement platforms, and internal trackers, you’re doing triple-plus work and increasing the chance of errors.

🛠️ How To Fix It: Integrate your systems, invest in HR technology, or work with a PEO. A unified HR platform can help connect payroll, benefits, time tracking, and employee records, among other things.

With better integration, changes flow through automatically. That means fewer entries, fewer errors, and more free time.

5. Handling Every Employee Issue Personally

When you’re the only go-to for every conflict, complaint, or issue, your day gets hijacked fast. Some things absolutely belong with HR. But many could be resolved earlier and better by trained managers.

🛠️ How To Fix It: Upskill your managers by teaching them to give feedback, handle minor conflicts, and document specific issues. This doesn’t remove HR from the process; rather, it elevates the role, moving them from firefighter to advisor.

Stop the HR Busy Work, Amplify Your Impact

Normalizing HR busy work has real consequences, including burnout. Your top performers may feel overwhelmed by constant overtime or pressure to meet demands. It also creates dependence on key team members, making it difficult to delegate when only a few people hold essential knowledge or responsibilities.

Maintaining inefficient processes limits growth, slows project delivery, and prevents your team from focusing on strategic initiatives. 🛠️ How To Fix It: Partnering with an IRS-certified PEO can help. By taking on time-consuming tasks, PEOs help small businesses get back more time to focus on productivity and growth. In addition to saving time, a PEO can also save your business money by identifying inefficiencies, streamlining HR processes, and helping you make critical cost-cutting decisions.

Studies show that businesses working with a PEO:

☑️Grow twice as fast and are 50% less likely to go out of business

☑️Have a 12% lower employee turnover rate

☑️Have an ROI of 27.2 % per year, based on cost savings alone

☑️Experience double the a nnual median revenue growth, with an added 16% increase in profitability

If you constantly feel behind, the fix isn’t more hustle. It’s better tools, clearer processes, and the right support. A PEO can help you stop the small stuff from piling up, so you can invest your time where it matters most. And if you need help, just give us a call at📱 800-446-6567

Find Out What a PEO Can Do for You

If you’re a small to mid-sized business, a PEO can lighten your workload and strengthen your operations. Imagine focusing on growth while experts handle your payroll, taxes, benefits, HR, and compliance.

⬇️Read more about the advantages of working with a PEO in our series:

🔷 HELP WANTED: HR Team or PEO Partner

Investing in an HR team versus partnering with a PEO, which path is best for your small business? As your business grows, managing HR gets complicated – fast.

Should you build your own HR team or explore the benefits of partnering with a PEO? Here’s how to decide which choice best fits your business. ➡️Link #1Link #1Read More

🔷 NEW RESEARCH: More Small Businesses Are Turning to PEOs

Compelling research from the National Association of Professional Employer Organizations (NAPEO) shows that PEOs are helping small businesses scale – a game-changer in 2026.

Working with a PEO isn’t about outsourcing; it’s about upgrading how you manage HR. It’s about investing in smarter growth, happier employees, and peace of mind. In a business world that’s only getting more complex, that’s a benefit worth having on your side. Thousands of successful businesses are already doing it – and the data proves it works. ➡️Link #2Link #2Read More

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

About Propel HR. Propel HR is an IRS-certified PEO and a leading provider of human resources and payroll solutions for 30 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. For more information, visit propelhr.com

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The Productivity Playbook: How to Turn Outsourcing into a Strategic Win

Here’s your game plan for turning outsourcing into a winning streak.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

Productivity is the secret sauce that separates teams stuck on the sidelines from those with winning streaks. Chances are you’re juggling hiring, compliance, benefits, culture, and about a dozen other priorities . . . all while the clock keeps ticking.

➡️➡️Link #1Link #1Link #1Read More: HR Forecast: What’s Changing & How To Get Ready

Your power play? Outsourcing. When used strategically, it boosts productivity, streamlines operations, and frees you up to focus on what actually moves the scoreboard – your bottom line.

First Quarter: What Productivity Really Means

In HR, productivity isn’t about sprinting faster – it’s about running the right plays at the right time.

True HR productivity means delivering meaningful outcomes with minimal wasted effort. Speed matters, sure, but impact matters more.

Fast hiring doesn’t matter if turnover remains high. Smooth payroll is great . . . unless errors keep forcing replays.

At its core, productivity is about consistent, high-quality execution that supports your business year-round.

Here’s the basic stat line. The fundamental formula HR teams use looks like this: Productivity = Total Output / Total Input.

📤Output: Projects completed, revenue generated, goals achieved

📥Input: Labor hours, number of employees, or financial costs

It’s simple math but powerful when you track the right metrics.

Why HR Productivity Is For Champions

When HR productivity is dialed in, your entire team plays better.

Here’s what that looks like on the field:

🎯Better Employee Experience. Faster responses, smoother onboarding, clearer policies – all retention fuel.

🎯Stronger Compliance Defense. Mistakes lead to fines, audits, and penalties – that’s expensive. Productive HR keeps risk off the scoreboard.

🎯Scoring Efficiency. In the Red Zone, the stakes are high, and scoring opportunities significantly increase. When your HR team isn’t buried in paperwork, they can make a more strategic impact by focusing on culture, performance, and growth.

🎯Leadership Trust. HR shifts from order-taker to trusted partner.

The results? A productive HR function is the engine that keeps your people – and your business – moving forward.

The Stats Don’t Lie: Proof from the League

The data backs it up:

➡️Flexibility & Remote Work. A Gartner report finds that 43% of employees working flexible hours say they are more productive. Gallup found that fully remote workers report the highest engagement levels.

➡️Engagement Matters. Highly engaged teams are 17% – 21% more productive than disengaged ones.

➡️The Productivity Gap. Top-tier companies grew more productive, while others saw declines due to inefficient collaboration and low engagement.

🎯Winning teams don’t guess; they measure, adjust, optimize, and power up.

The Box Score: Common HR Productivity Metrics

To know how your team is performing, you need the right stats:

📊 Output Metrics. Revenue per employee, output per hour, goals completed vs. assigned

📊 Efficiency Metrics. Time spent per task, employee utilization

📊 Quality Metrics. Accuracy and impact, not just speed

📊 Engagement Indicators. Engagement scores and absenteeism.

📊 Financial Metrics. Total Cost of Workforce (TCOW)

These numbers tell you whether your plays are working and what needs to be redesigned.

Second Half Adjustments

This is where smart teams pull ahead. One of the most effective strategies? Outsourcing to a Professional Employer Organization (PEO).

A PEO helps improve productivity by offloading time-consuming tasks while strengthening the entire employee lifecycle through MVP expertise and next-level HR tech.

🔥Think of it as adding multiple Tom Bradys to your roster.

THE GAME PLAN

Play #1: Reallocate Resources to Core Strengths

The fastest productivity gain comes from freeing your teams from admin overload. By outsourcing, you get:

✅Time Savings. Business owners can spend 20+ hours per month on HR admin-related tasks. Outsourcing frees up time for growth, sales, and strategy.

✅Administrative Relief. Payroll, benefits enrollment, and multi-state compliance tasks move off your plate and into expert hands.

✅A Team of MVPs. Outsourcing gives you access to a team of pros, ready to help when you need it.

Play #2: Build a Deeper Talent Bench that Flexes

An engaged workforce is naturally more productive.

💼 Lower Turnover. Companies using PEOs see 10%–14% lower turnover, reducing disruptions and retraining time.

💼 Big-league Benefits. PEOs provide access to Fortune 500-level benefits, boosting satisfaction and engagement.

💼 Faster Onboarding. Streamlined onboarding helps new hires get in the game.

Play #3: Upgrade Your Tech Stack

PEOs give small and mid-sized businesses access to advanced HR technology without the big-ticket price tag.

📊 Automation. Payroll and tax automation reduce errors and time-consuming fixes.

📊 Employee Self-service. Employees handle PTO, pay stubs, and benefits updates themselves with fewer interruptions for HR.

Play #4: Strengthen Your Compliance Defense

Compliance isn’t optional and managing it internally can drain focus fast. With a PEO on your team, you get:

🛡️Expert Guidance. A team of HR pros helps prevent fumbles and penalties. PEOs stay on top of federal, state, and local regulations, including ACA and FMLA.

🛡️Safety Programs. Proactive safety audits reduce workplace incidents and business disruption.

Play #5: Win on the Scoreboard

All these efficiencies lead to real, measurable stats:

🏆Faster Growth. Businesses using a PEO grow 7% – 9% faster than those that don’t. And are 50% Less Likely to Go Out of Business

🏆High ROI. The average annual return on investment is 27.2% based solely on cost savings.

💥That’s not just a win – it’s a blowout. It’s the stuff championships are made of.

FINAL CALL: Make Productivity Your Winning Play!

How far can you go? Productivity isn’t a one-time drill – it’s a GOAT mindset.

When you measure what matters, optimize repetitive work, and outsource strategically, you’re not just working faster . . . You’re working smarter. That’s for legends.

🔥Outsourcing is no rookie move. It’s a strategic productivity partner that helps HR shift from scrambling to scoring. And keeping that winning streak hot.

Ready to Turn HR into a Powerhouse?

Ready to hear your crowd ROOOAAARRR? 🎉 This power playbook is your first step.

➡️If you need some coaching or a huddle about your productivity game plan, we’ve got you all the way to the Super Bowl winning streak and beyond – just give us a call.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

About Propel HR. Propel HR is an IRS-certified PEO and a leading provider of human resources and payroll solutions for 30 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance, risk, and other HR functions in ways that maximize efficiency and reduce costs. To learn more, visit propelhr.com

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Scaling Smart: How a PEO Prepares Your Business for Growth

Is your business growing? Here’s how a PEO becomes a powerful advantage as you gear up for bigger things.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

If you run a small or midsize business, you already know growth is exciting, yes — but also unpredictable, and sometimes overwhelming. That’s exactly why more business owners and HR leaders are choosing Professional Employer Organizations, or PEOs, not just to outsource HR tasks, but to grow smarter, faster, and more sustainably.

The Top 10

A PEO helps you scale without letting the behind-the-scenes stuff collapse under the weight of bigger payrolls, more onboarding, greater compliance risk, and higher employee expectations. It’s like adding an entire HR department overnight, minus the overhead and recruitment scramble. A few advantages include:

1. You Get HR Infrastructure Before You Actually Need It (Which Is Exactly When You Need It)

Most small businesses don’t feel the pain of HR complexity until it’s too late. Payroll errors start multiplying, employees want benefits you’re not equipped to provide, and suddenly you’re Googling state labor laws at 11:30 p.m.

A PEO lays the foundation before those cracks show. Payroll scales without drama. Whether you have 10 people or 110, payroll stays smooth, compliant, and on time. Onboarding becomes a real process and not a scramble. Templates, checklists, digital forms, background screening, and automated workflows ensure consistency as you grow. Policies adjust proactively. A PEO helps you build employee handbooks, update them with new laws, and create clear rules that reduce risk as your headcount increases.

2. A PEO Delivers the Big-Company Benefits Employees Want

Here’s the part that often surprises business owners: a PEO can give you access to benefits packages typically reserved for much larger companies.

Because a PEO pools together employees across its client base, you essentially get to “buy in bulk,” accessing high-quality benefits at lower rates. That means you can offer your team robust health plans, retirement savings options, and other top-tier benefits typically reserved for larger companies (and top talent expects).

🎯When employees enjoy comprehensive benefits without compromise, your company is seen as a long-term career option. Retention rises, and as every HR pro knows, that’s a growth strategy.

3. Compliance Stops Being a Guessing Game

Growth = risk. New states. New regulations. New employment laws. New reporting requirements.

This is where many small businesses unintentionally step into danger territory. The rules change constantly and the stakes are high.

A PEO becomes your compliance command center:

✅They track federal, state, and local employment laws.

✅They help maintain the required documentation.

✅They ensure new hires are classified correctly.

✅They reduce risk with structured workplace policies.

✅And because of the co-employment relationship, many PEOs also share certain administrative responsibilities – meaning you’re not alone if something goes sideways.

🎯Growing is risky. Growing without compliance support? That’s gambling.

4. HR Technology You Don’t Have to Build Yourself

Scaling is smoother when everything is connected, such as payroll, onboarding, PTO tracking, benefits enrollment, performance management, and reporting. But building your own HR tech stack or licensing multiple vendors gets expensive fast.

🎯A PEO delivers the all-in-one HR command center designed for your business. Better data, better workflows, better decision-making.

5. A PEO Frees Up Time (A Lot of It)

If you’re a business owner, your job is to grow the business, not troubleshoot payroll deductions. If you’re an HR manager, your job is to support the people strategy, not drown in admin work.

A PEO takes on repetitive, time-consuming tasks, such as processing payroll, managing benefits, handling tax filings, and preparing compliance documentation. The more you grow, the more time you reclaim, instead of watching your workload escalate with each hire.

6. You Gain a Team of HR Experts Without Expanding Your Staff

Growing companies don’t always have the luxury of immediately hiring a full HR team — HR generalists, benefits specialists, payroll administrators, compliance officers, recruiters, risk managers, the whole lineup.

A PEO gives you access to exactly those roles, on-demand expertise, without the full-time salary load.

Need help rolling out a new PTO policy? Preparing for benefits renewal? Handling a sensitive employee relations issue? There’s an expert for that. It’s like having a seasoned HR department already onboard, ready to advise you every step of the way.

7. You Become More Attractive to Investors and Partners

Here’s something entrepreneurs don’t always think about: investors love operational maturity. When a PEO is part of your infrastructure, it signals you’re compliant, manage risks well, your HR processes are stable and that you can scale responsibly.

🎯For investors, lenders, and potential partners, a strong HR foundation = reduced risk. And reduced risk makes you a better bet. For acquisitions and rapid growth phases, a PEO can also make integration smoother.

8. A PEO Helps You Build a Better Employee Experience

Growth doesn’t just require more people; it requires keeping the good people you already have on board.

A PEO helps you:

✅Improve communication and access to information.

✅Build modern HR processes that employees trust.

✅Provide competitive benefits

✅Create fair, consistent workplace policies.

🎯A better employee experience leads to lower turnover and higher morale. And in high-growth companies, stability is gold.

9. You Can Expand Into New States With Confidence

Need to hire employees in another state? That’s great for growth, but it creates compliance challenges due to different tax rules and labor law requirements.

🎯A PEO handles all of it, letting you recruit the best talent in any location without losing sleep or risking penalties.

10. You Scale Strategically

Growth can stress your business when operations lag behind headcount. A PEO aligns both, so you’re expanding strategically.

🎯The result? Smooth transitions. Predictable costs. Cleaner processes. Less risk. Happier employees. And more time to focus on what actually grows the business — not on what slows it down.

Growth Is Easier ➡️When You’re Not Doing Everything Yourself

If you’re preparing to scale — or even thinking about it — the question isn’t whether you can handle growth alone. It’s whether you should.

With a PEO, growth is a plan.

A PEO delivers the infrastructure, expertise, and stability that power growing companies, without requiring a major investment or a staff increase.

Ready to see what a PEO can do? We can lighten your workload and help you drive growth, just give us a call at (800) 446-6567 or visit propelhr.com

🎯PEO Series: The PEO Difference🎯

Learn more about how a PEO can help your business in our series:

🔶HR Help Wanted: In-house Team or PEO Partner. Investing in an HR team versus partnering with a PEO, which path is best for your small business? As your business grows, managing HR gets complicated – fast. Should you build your own HR team or explore the benefits of partnering with a PEO? Here’s how to decide which choice best fits your business. Read More

🔶Navigating Compliance Minefields. Navigating HR compliance can feel like tiptoeing through a minefield — one wrong move can trigger costly consequences. From pay transparency laws to overtime thresholds, new regulations evolve faster than most small HR teams can keep up with. Here’s a look at the top HR compliance challenges and how to avoid turning small missteps into expensive lessons. Read More

🔶New Research Shows Why More Small Businesses Are Turning to PEOs. The data is in! And it shows how partnering with a PEO will be the smartest move for small businesses in 2026. Recently released research from the National Association of Professional Employer Organizations (NAPEO) shows that PEO partnerships are helping small businesses scale. It’s smarter, more efficient, and a game-changer. Here’s what the latest data shows. Read More

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 25 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. For more information, visit www.propelhr.com

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Your HR Checklist for Q2 2025

From new laws to filing deadlines for state, federal, and local compliance, HR responsibilities continue to grow. Here’s your HR checklist for Q2.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

PAYROLL & TAX

✅File Form 941. File Form 941 if you paid wages subject to employment taxes with the IRS for each quarter by the last day of the month that follows the end of the quarter. Form 941 is due on April 30, 2025, for Q1. If you made timely deposits in full payment of your taxes for the quarter, you have until May 12, 2025, to file.

✅Deposit of Unemployment Taxes. Employers with an unpaid federal unemployment tax (FUTA) liability exceeding $500 through the first quarter of 2025 must make deposits by April 30, 2025.

✅Remind Employees About IRA & HSA Contribution Deadlines. Employees have until April 15, 2025, to make IRA or HSA contributions for the previous tax year. A quick reminder can help employees maximize their tax-advantaged savings.

✅Monitor Developments on Tax-Free Overtime Pay Law. Legislation is in the works to eliminate federal taxes on overtime pay. HR teams should watch for changes and evaluate the potential impact on compensation structures, payroll calculations and hiring procedures.

COMPLIANCE

✅Conduct a Mid-Year Audit. As workplace regulations continue to evolve under the new administration, employers should remain proactive to ensure compliance and mitigate risks. Conduct a mid-year compliance audit of employee records, policies, and compliance documentation to ensure everything is up to date. Also, pay close attention to new legislation and changes, such as wage classifications, non-compete agreements, and DEI initiatives. If needed, provide training to help maintain compliance and address emerging legal requirements.

✅Submit RxDC Report. Those providing employer-based health plans must submit an RxDC report, information on prescription drugs and health care spending, to the Department of Health and Human Services, Centers for Medicare and Medicaid Services by June 1, 2025.

✅Remove OSHA Form 300A. If your business is required to post OSHA Form 300A (Workplace Injury and Illness Summary), it should remain posted from February 1 to April 30, 2025. This report includes all recorded accidents and illnesses from the previous year. Once removed, the OSHA Form 300A must be kept for five years.

BENEFITS

✅Start Preparing for Benefits Renewal. Renewal dates will be here before you know it. Get ahead by reviewing your current health plan and consulting with your benefits broker at least 60 days before renewal. Assess whether your plan still meets the needs of your workforce and explore cost-saving options.

✅Review All Insurance Policies. National Insurance Awareness Day is June 28, 2025, an annual reminder to evaluate all insurance policies that apply to your business. Determine if changes in your work environment or staff work assignments may impact your current exposure and codes on your account. Also, check with your Workers’ Comp insurance broker to determine if you need to make any necessary adjustments to cover additional exposure, including remote workers.

GENERAL HR

✅Review Record-keeping Requirements. Employers are required to follow a number of regulations for record-keeping, which vary by agency and law. Here are a few:

🗂️EEOC. Under the Equal Employment Opportunity Commission (EEOC), employers must keep personnel records for one year, payroll records for three years, and employee benefit plans for the plan’s duration and one year after it ends.

🗂️FMLA. The Family and Medical Leave Act (FMLA) requires covered employers to maintain records related to FMLA leave for at least three years. All documents must be accessible for inspection by the Department of Labor upon request.

🗂️OSHA. Occupational Safety and Health Administration (OSHA) requires applicable employers to keep records of work-related injuries and illnesses for at least five years.

🗂️USCIS. U.S. Citizenship and Immigration Services (USCIS) requires employers to retain a completed Form I-9 for each employee as long as they are employed. Employers must retain Form I-9 for terminated employees for three years after the hire date or one year after the employee’s termination date, whichever is later. Forms can be kept electronically or on paper but must be readily accessible for inspection by government officials if requested.

PLEASE NOTE: This information is for general reference purposes only. Because laws, regulations, and filing deadlines are likely to change, please check with the appropriate organizations or government agencies for the latest information and consult your employment attorney and/or benefits advisor regarding your responsibilities. In addition, your business may be exempt from certain requirements and/or be subject to different requirements under the laws of your state. (Updated March 26, 2025)

🚁Need Help? We've Got You Covered🚁

Depending on your business and industry, your HR checklist may be different and even more complex. As an IRS-certified Professional Employer Organization (PEO), Propel HR has been a leading provider of Human Resources and payroll solutions for more than 25 years. We partner with small to mid-sized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. If you need help, just give us a call at (800) 446-6567, or to learn more, visit www.propelhr.com

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

HERE'S THE SCOOP!

Get the inside story on The Propellers! in the latest issue of PEO Insider magazine.

Created by our own Chief Marketing Officer, Rob “Brax” Cutchin, Propel’s groundbreaking campaign reimagines the work of a PEO – payroll, employee benefits, compliance, general HR, and more – through the lens of larger-than-life superhero characters, dynamic storytelling, and a touch of nostalgia.

The Propellers are on a mission to tackle those everyday HR battles — so you don’t have to. For the scoop on how our dynamic team of HR superheroes are swooping in to save small businesses everywhere from compliance chaos and operational overload, read the full story

🚀OUR HEROIC SMALL BUSINESS SERIES🚀

In this ongoing small business series, our HR superhero team explores a wide range of important small business topics, including:

✴️The Villains of HR: Overcoming Common HR Challenges

✴️The Power of Bundling

✴️Turn Your Business into a Talent Magnet

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

How to Turn Your Business into a Talent Magnet

Here’s how to turn your business into a talent magnet.

YOUR

HR SUPERHEROES

ARE HERE!

Propel HR’s dynamic team of HR superheroes is ready to blast through the toughest HR challenges so you can focus on your mission: Growing your business!

Greetings, fearless small business owners and HR pros! It’s your benefits champion, Big Benny, here to help you win the ultimate battle — keeping and attracting top talent!

With my supercharged knowledge of employee perks and my indestructible passion for workplace wellness, I’ll show you how to turn your business into a talent magnet. Suit up and get ready to find your dream team and transform your workforce!

— Big Benny, The Propellers Benefits Champion

What Do Great Employees Want?

Today’s brightest stars want more than a paycheck. They seek out workplaces that value their wellbeing, security, and future. And what’s the best way to show them that value? Competitive benefits and incredible perks!

Here’s the hotlist:

🏥Competitive Health Benefits. Top-rated comprehensive medical, dental, and vision — protecting employees and their families is key.

🏡Work-Life Balance Perks. Flexible schedules, remote work options, and paid time off keep employees happy and productive.

📈Retirement Plans. 401(k) options with employer matching show a long-term investment in your workforce.

🌞Mental Health & Wellness Programs. Stress-free employees = Super employees!

📚Professional Development. Tuition assistance, training programs, and skill-building make your workforce stronger than ever.

Without these, businesses struggle to attract and keep top-tier talent — and before you know it, productivity plummets, turnover skyrockets, and pesky HR villains like burnout and disengagement run rampant! But, not on my watch.

My mission? To ensure you’ve got a benefits package so irresistible that even the most sought-after jobseekers can’t say no!

Small Businesses & the Benefits Battle

Notorious talent thieves, like the Interceptor, prey on companies with lack-luster benefits and are more than ready to steal away your best employees. Many small businesses want to provide amazing benefits but face daunting obstacles:

❌High Costs. Providing competitive benefits is expensive and seems out of reach.

❌Complicated Administration. Managing benefits, compliance, and paperwork can feel like wrestling a band of supervillains!

❌Lack of Time & Resources. Small business owners are already wearing multiple hats, so adding more HR duties can make running a business feel impossible.

❌Staying Competitive. Large corporations seem to have the advantage, leaving smaller companies struggling to compete.

Does this sound like your battle? Well, good news, fearless leaders — Big Benny has a solution!

The Ultimate Solution

It’s time to call in reinforcements! Winning the war for talent starts with offering a benefits package that rivals even the biggest corporations. But how? That’s where my superpowers — and my allies at Propel HR — come in!

You don’t need the resources of a mega corporation to provide super benefits — we’ll deliver it straight to you!

🚀Affordable Benefits. Employees need super healthcare coverage to stay strong. I’m here to make sure they get enterprise-level benefits at affordable rates and perks that pack a punch and go beyond the basics.

🚀Comprehensive Coverage. From medical and dental to wellness perks, we ensure your employees have what they need.

🚀Compliance & Administration Handled. We take care of all the paperwork and ensure everything is compliant.

🚀Time-Saving & Stress-Free. You can focus on growing your business, not wrestling with benefits admin.

🚀A Competitive Edge. With top-notch perks, your business becomes an employee magnet!

Sounds pretty super, right? Now, let’s break down how it works!

Take Action: Your Benefits Battle Plan

Don’t wait for renewal season to sneak up on you! Here’s what to do next:

🎯STEP 1: Assess Your Current Plan. Does it still meet the needs of your workforce (and your budget)?

🎯STEP 2: Compare with Competitors. A competitive benefits package keeps you ahead of the talent game.

💡Big Benny’s SUPER PRO TIP💡Want to see how your benefits measure up against the competition? We are excited to announce the upcoming launch of our annual Benefits Benchmark Report, which is packed with valuable insights to help you make informed decisions about your benefits program. Be sure to follow us on social media for launch dates and details.

🎯STEP 3: Consult the Experts. Get help to navigate the best options.

Follow these steps and before you know it, you’ll have a rock-solid benefits plan in place — one that attracts and keeps employees engaged, loyal, and thriving!

Taking Care of Employees = Taking Care of Business

At the end of the day, the success of your business depends on your people. Employees who feel valued, secure, and supported give their best work, leading to higher productivity, stronger morale, and lower turnover.

Providing top-rated benefits isn’t just the right thing to do — it’s the SUPER thing to do for your business! With the right benefits strategy, your company can be unstoppable.

So, business leaders, are you ready to power up your employee benefits and become the hero your team’s needs? Call upon Big Benny and Propel HR to transform your workplace into a beacon of employee satisfaction and success! Together, we’ll build a benefits plan that’s truly heroic!

Big Benny, signing off. Until next time, stay strong, stay competitive, and keep those benefits supercharged!

Read All About It!

Get the inside story on The Propellers! in the latest issue of PEO Insider magazine. Propel HR’s groundbreaking campaign reimagines the work of a PEO through the lens of larger-than-life superhero characters, dynamic storytelling, and a touch of nostalgia.

Discover how our team of HR superheroes are swooping in to save small businesses from compliance chaos and operational overload HERE.

💥ABOUT THE PROPELLERS. Meet The Propellers, the dynamic team revolutionizing the way businesses handle HR. Created by Propel HR, these superheroes are on a mission to tackle payroll, benefits, compliance, and those everyday HR battles — so you don’t have to. Ready for a hero in your corner? Head on over to ThePropellers.com for the full scoop!

🚀HEROIC SMALL BUSINESS SERIES🚀 In this ongoing small business series, our HR superhero team explores a wide range of topics including:

➡️The Villains of HR: Overcoming Some of the Most Common HR Challenges

➡️The Power of Bundling: Top Ways Bundling Helps Small Businesses

YOUR

HR SUPERHEROES

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Propel HR’s dynamic team of HR superheroes is ready to blast through the toughest HR challenges so you can focus on your mission: Growing your business!

ABOUT PROPEL HR. Propel HR has been your HR Partner for 25 years and counting. From payroll and compliance to benefits, HR, and beyond, Propel HR is an IRS-certified PEO that partners with small businesses to tackle challenges, maximize efficiency, and cut costs. Because every great business deserves a heroic HR team. Visit propelhr.com to get started.

The Power of Bundling

Propel HR’s Captain Propeller shares how bundling can supercharge your business.🚀

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Propel HR’s dynamic team of HR superheroes is ready to blast through the toughest HR challenges so you can focus on your mission: Growing your business!

Greetings, daring small businesses and fearless HR leaders! This is your trusted protector of business efficiency and bundling ball of fire, Captain Propeller, here to lift your business to new heights!

Today, we take flight into the world of Professional Employer Organizations (PEOs) and their powerful secret weapon — bundling! Buckle up, because I’m about to show you exactly how a PEO can save your business from payroll perils, benefits blunders, and compliance catastrophes.

💼So, picture this: You’re battling the front lines of running a business. You’ve got customers to please, products to deliver, and dreams to chase. But lurking in the shadows are those dastardly villains of HR — mountains of paperwork, ever-changing regulations, treacherous deadlines, time consuming HR tasks, and confusing maze of employee benefits.

Enter the PEO. Think of it as your trusty sidekick (or even an entire squad!) swooping in to take care of everything from payroll, benefits, compliance, and HR-related tasks on your behalf. Say bye-bye to admin overload and hello to productivity. By forming a heroic alliance with a PEO, you unlock access to big-league resources while keeping your focus on what you do best — running your business.

The Perils of Running a Small Business

I bundle all your business administration needs into one powerful PEO solution. With the combined forces of payroll, benefits, compliance, and human capital management (HCM) technology, I ensure there’s seamless integration and efficiency.

If you own a small business or are part of an HR team, you might recognize some of these nail-biting situations. Let’s dive into some real-world examples to show how the power of bundling can be used to solve some of the most common challenges and save small businesses from certain doom.

Payroll Panic. Rita, the mastermind behind the Rita’s Cupcakes franchise, was drowning in payroll paperwork — her head spinning faster than her mixers! But with a PEO’s bundled payroll and compliance services, Rita’s woes vanished! Automatic tax filings, direct deposits, and compliance monitoring, along with the support of HR experts, made every payroll a piece of cake. Now, she’s back to baking, not battling bureaucracy – sweet!

“By forming a heroic alliance with a PEO, you unlock access to big-league resources while keeping your focus on what you do best — running your business.”

— Captain Propeller, The Propellers

Benefits Roadblock. Keeping employees was a dilemma for Sam, the fearless founder of Mighty Widgets Co. His brightest stars were jumping ship for better benefits offered at his biggest competitor. Sam’s budget simply could not compete – that is, until he discovered Captain Propeller and bundling power of a PEO. With access to enterprise-level benefits and extra attractive perks, turnover dropped, and morale soared – hooray!

Compliance Catastrophe. Over at Heroic Hardware, the HR team was completely blindsided by a surprise workplace audit. With lots of workers in multiple states, the penalties for compliance violations could have been super crushing!

With the help of their trusty PEO, the growing small business was in compliance with labor laws and local regulations in all 50 states where employees were working. Crisis averted!

Bundling for the WIN!

Here’s how bundling with a PEO saves the day! You remain the fearless leader of your empire, making all strategic decisions, while your PEO takes care of the day-to-day heavy lifting to keep everything running smoothly.

By bundling with a PEO, you get:

💰Cost Savings. Streamlined services mean fewer expenses and money saved.

📈Efficiency Boost. Complex tasks are simplified, transforming HR with lighting speed.

🛡️Risk Reduction. No more guessing on compliance — your PEO has it covered.

😊Employee Happiness. Better benefits = happier, more loyal employees.

🚀Super Scalability. As your business grows, your PEO is by your side, helping you at every stage.

Behind Every GREAT Business is a GREAT Team

You wouldn’t send a single hero to fight a league of supervillains when you could send an entire team. The same goes for tackling many HR needs — why battle payroll, benefits, and compliance separately when you can bundle them into one unstoppable force? It all happens with the help of my super team – The Propellers!

🎯Payroll Precision. Say goodbye to payroll mishaps! Our Super Payroller ensures your team gets paid accurately and on time — no villains sneaking in with tax troubles! No paycheck ever goes astray with our Super Payroller on duty. With precision and reliability, this payroll superhero ensures compliance, handles tax filings, W-2 reporting, new hire onboarding, and manages deductions flawlessly.

“When We Bundle Up, You Level Up!”

— Captain Propeller, The Propellers

💎Benefits Brilliance. Our health and well-being champ, Big Benny, has a knack for snagging insider access to top-notch health plans and other irresistible perks that not only attract top talent but also make your staff feel appreciated. He’s known for negotiating deals so sweet that they make your budget sing – a win if you’re up against those corporate giants in the talent market.

⚡Next-Level Efficiency. Stuck in a loop of indecision? Never again! Tech Titan powers up efficiency by automating everything from onboarding to performance tracking, delivering real-time analytics with a simple push of a button.

With lightning speed, this Human Capital Management (HCM) software expert simplifies complex HR tasks with a user-friendly SaaS platform, transforming HR from a time drain to a competitive advantage.

🛡️Compliance Crusaders. Wonder Human and her PEO shield protects your business from costly penalties and keeps you on the right side of the law. She turns complexity into confidence by delivering airtight compliance strategies, including guidance on employment law changes, mandated training programs, and requirements like labor posters and employee handbooks.

Ready to Fly HIGHER?

Now that you’ve witnessed the power of bundling, the question is — are you ready to take your business to another level? Like many small businesses, you may not have the resources of corporate giants, but you do have agility, determination, and the support of Propel HR’s The Propellers on your side.

So, if payroll villains, benefits bandits, or compliance crushers are causing chaos in your business – relax. Captain Propeller and The Propellers are always ready to jump into action!

🚀Because When We Bundle Up, You Level Up!🚀

To learn more, head over to ThePropellers.com for the full scoop!

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HR SUPERHEROES

ARE HERE!

Propel HR’s dynamic team of HR superheroes is ready to blast through the toughest HR challenges so you can focus on your mission: Growing your business!

ABOUT PROPEL HR

Propel HR is your HR Partner for 25 Years and Counting. From payroll and compliance to benefits, HR, and beyond, Propel HR is an IRS-certified PEO that partners with small businesses to tackle challenges, maximize efficiency, and cut costs. Because every great business deserves a heroic HR team. Visit propelhr.com to get started.

The ROI of Taking Care of Your Employees

Taking care of employees is an investment with measurable results. Here’s how it works.

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Propel HR’s dynamic team of HR superheroes is ready to blast through the toughest HR challenges so you can focus on your mission: Growing your business!

Why Employee Engagement Matters More Than Ever

Let’s be real — taking care of your employees isn’t just a nice thing to do; it’s a smart business move. Happy, engaged employees aren’t just more productive — they stick around longer, deliver better customer service, and save you money in the long run.

Remember the Great Resignation? That was rough. But now we’re facing something just as challenging: the Great Detachment. People might not be quitting in droves anymore, but a lot of employees are just … checked out. In fact, Gallup says only 32% of U.S. employees are actually engaged at work. The rest? They’re either going through the motions or completely disengaged.

This lack of engagement is costing businesses big time. Disengaged employees are less productive, more prone to burnout, and more likely to “quiet quit” — doing the bare minimum instead of bringing their A-game. And for small businesses, where every team member plays a crucial role, that can be devastating.

So, what’s the fix? Investing in and taking care of your employees. It’s not just about making people happy — it’s about creating a workplace where people want to be. And the ROI? Let’s break it down.

5 Ways Investing in Your Employees Pays Off

1. LOWER TURNOVER = COST SAVINGS. Hiring is expensive. Replacing an employee can cost anywhere from 50% to 200% of their annual salary. Yikes.

The costs alone should be wake up call to find out what your employees want and what’s making them leave. A Gallup study of women in the workplace shows that those who maintain a healthy balance between work and personal commitments are more than twice as likely to be engaged at work, and less likely to be actively looking for a new job.

A study by Deloitte found that many women don’t feel supported by their employers in balancing work with personal commitments. Almost all of the women surveyed believe asking for or using flexible work options could impact their chances for promotion, and 93% believe their workload would not be adjusted if they requested such flexibility.

❣️By keeping employees happy — through fair pay, competitive benefits, work-life balance, and a great work culture — you can reduce turnover and avoid the constant cycle of hiring and training new people. That’s money right back in your pocket.

2. MORE PRODUCTIVITY = MORE PROFITS. Studies show that disengaged employees were 18% less productive than their more engaged peers. Engaged employees aren’t just happier — they get more done. ❣️Businesses with highly engaged teams see a 23% boost in profitability. And when people feel valued — whether through professional development opportunities, flexible work options, or mental health support — they’re more likely to go the extra mile.

3. HAPPY EMPLOYEES = HAPPY CUSTOMERS. Ever notice that the best brands to shop are also the best places to work? Think Trader Joe’s, Patagonia, Chick-fil-A, and Costco. When employees love their jobs, they treat customers better. That leads to better reviews, stronger loyalty, and more repeat business.

❣️According to Gallup’s 2024 analysis, investing in employees directly translates to a stronger bottom line, leading to a 9% increase in profitability and an 11% improvement in work quality. And when employers connect jobs to their employer’s mission, it can lead to a 32% reduction in turnover and a 15% improvement in productivity. That’s good news.

4. LOWER HEALTHCARE & ABSENTEESIM COSTS. A recent Fast Company study found that 80% of workers feel stressed out on the job. Additionally, nearly one-third of employees in the U.S. say that job-related stress has adversely affected their mental health, resulting in lack of sleep, low morale, anxiety attacks, and missed workdays. Even more concerning, over a quarter of workers say their benefits don’t meet their needs.

The impact of burnout is real — and costly. By some estimates, nearly one in two workers regularly experience it. Stressed-out employees take more sick days, leading to lost productivity and higher healthcare costs. According to Gallup, burned-out and disengaged employees have 37% higher absenteeism, 18% lower productivity and 15% lower profitability. Translated into dollars means it’s costing you about 34% or more of a disengaged employee’s annual salary.

❣️By offering options like wellness programs, mental health resources, and flexible work arrangements, for example, burnout can be prevented — keeping your team healthy, happy, and your business running smoothly.

5. A HIRING EDGE IN A COMPETITIVE MARKET. Today’s job seekers want more than a paycheck — they want an employer who values them.❣️Businesses that offer great benefits, career development opportunities, and a positive work culture have an edge in attracting the best candidates.

➡️➡️READ MORE: 💥The Villains of HR!💥

Maximize Employee Well-Being (Without Breaking the Bank)

Taking care of your employees doesn’t require spending a fortune. Here are some simple, high-impact ways to boost engagement and see real ROI:

🔶Offer Fair Pay & Competitive Benefits. Competitive salaries, health insurance, and paid time off matter. If budgets are tight, consider perks like flexible schedules or wellness stipends.

🔶Support Work-Life Balance. Flexible hours, remote work options, and mental health days show employees you care about their well-being.

🔶Invest in Career Growth. Employees want to grow. Offer training, mentorship programs, or tuition assistance to keep them engaged.

🔶Foster a Positive Culture. A workplace where people feel appreciated, included, and heard is a workplace people want to stay in. Regular recognition, open communication, and team-building activities go a long way.

🔶Listen & Adapt. Checking-in with employees and addressing their concerns ensures they feel heard and valued. It also helps build trust and engagement.

Bottom Line: Taking Care of Your Employees is Just Good Business

If you want your business to thrive, start by taking care of the people who make it run. The ROI of investing in your employees’ well-being isn’t just about dollars — it’s about retention, productivity, and customer satisfaction. So, whether you run a small business or an HR team leader, remember: Happy employees = a stronger, more profitable business. And that’s an investment worth making.

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HR SUPERHEROES
ARE HERE!

Propel HR’s dynamic team of HR superheroes is ready to blast through the toughest HR challenges so you can focus on your mission: Growing your business!

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 25 years. Propel partners with small to midsized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. Visit our new website at www.propelhr.com.

Your HR Checklist for Q1 2025

From filing tax forms to ensuring compliance with new laws, the first quarter of 2025 is action-packed with responsibilities. Here’s your checklist.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR

In the bustling metropolis of business, where regulations loom and deadlines strike without mercy, a team of HR superheroes rises to meet the challenge – The Propellers! Together with Propel HR, they serve as your ultimate allies for navigating the new year with confidence. Your mission? To check off the following tasks for Q1:

PAYROLL & TAX: Brought to you by Super Payroller

With an unwavering dedication to precision and justice, Super Payroller ensures no paycheck goes astray! Armed with superpowers of compliance mastery and tax expertise, this hero tackles payroll tasks with unmatched efficiency.

☑️File FICA and FUTA. IRS (FICA) Form 941 for Q4 payroll tax and federal unemployment tax (FUTA) Form 940 are due January 31, 2025. However, if you deposited all FUTA taxes when due, you have until February 10, 2025, to file.

☑️Prepare for Minimum Wage Increases. Twenty-three states have minimum wage increases on January 1, 2025. Check the Link #1Link #1Link #1Link #1Link #1Link #1Link #1Link #1Department of Labor’s website to ensure your business complies with all state-specific requirements.

☑️File Forms W-2 and W-3. 2024 Forms W-2 and W-3 must be filed with the IRS and Social Security Administration, by paper or electronically, by January 31, 2025. Employers must also distribute Form W-2 to all employees by January 31, 2025.

☑️File Form 1099-NEC Non-employee Compensation. If you paid independent contractors or freelancers in 2024, you may have to file Form 1099-NEC, Non-employee Compensation, to report payments for services performed for your business. This also includes payments to a non-employee, partnership, estate, and corporation of at least $600 during the year. The deadline to file electronically or by paper and to distribute Form 1099-NEC is January 31, 2025. If filing by paper only, you must also include Form 1096, Annual Summary and Transmittal of U.S. Information Returns.

COMPLIANCE: Brought to you by Wonder Human

With a shield of labor law expertise and an eye for regulatory detail, Wonder Human keeps your business safe from compliance calamities.

☑️Prepare for Potential Immigration Reform. In 2025, changes in the U.S. immigration policies are likely, including stricter compliance checks. To prepare, conduct an internal audit, update I-9 forms, review systems and processes to handle immigration workflows, and invest in training for your HR teams.

☑️Update Federal and State Labor Posters. Review federal and state labor posters required for your business. Make sure posters are displayed prominently in your workplace and available to remote employees as well.

☑️Post OSHA Form 300A. Applicable employers must post OSHA Form 300A, Summary of Workplace Injuries and Illnesses, for 2024, in a visible location from February 1 through April 30, 2025. The deadline for electronically filing the completed summary is March 2, 2025.

☑️Check All Required Compliance Training. Aside from specific deadlines, there are a number of ongoing compliance requirements HR departments continually manage, such as compliance training. Review all federal, state, and industry workplace training requirements that apply to your business. For example, many states require certain workplace safety training and best practices for sexual harassment training.

☑️Audit FTEs and Prepare ACA Reporting. Under the Affordable Care Act (ACA), employers are responsible for providing affordable healthcare coverage, and the reporting requirements vary based on the number of full-time equivalent employees (FTEs).

To determine if your business is an Applicable Large Employer (ALE) and must comply with ACA’s coverage, affordability, and reporting requirements in 2025, audit your FTEs for each month of 2024 to determine if you have reached or exceeded 50 full-time and/or full-time equivalent employees. ALEs that fail to provide full-time workers with minimum essential coverage that meets the affordability threshold are subject to two different penalties, which the IRS refers to as shared responsibility payments.

The deadline for applicable employers to distribute Form 1095-C to their full-time employees for the 2024 tax year is March 3, 2025. Forms 1094-C and 1095-C must be filed by February 28, 2025, if filing by paper, and March 31, 2025, if filing electronically. Also, check with your benefits broker for any reporting changes and ensure that required annual notices, such as Medicare Part D, HIPPA, and CHIPRA, are distributed to employees.

BENEFITS: Brought to you by Big Benny

Every superhero team needs a master negotiator, and Big Benny delivers! With a knack for crafting irresistible benefits packages, this hero ensures your team feels valued and motivated.

☑️Prepare ERISA Plan Report. Applicable employers are required to file an employee benefits plan report, Form 5500, with the Department of Labor (DOL) if, on the first day of an ERISA plan year (which is different than the policy year), 100 or more participants are enrolled in coverage.

☑️Prepare Medicare Part D Disclosure. Employers providing prescription drug coverage to Medicare-eligible individuals must also disclose whether the coverage is creditable or non-creditable to the Centers for Medicare and Medicaid Services (CMS).

This annual disclosure must be made 60 days after the beginning of each plan year and is required regardless of whether the coverage is primary or secondary to Medicare.

GENERAL HR: Brought to you by Captain Propeller

Leading The Propellers with strategy and foresight, Captain Propeller integrates every solution into one seamless system.

☑️Monitor State Laws. State laws can vary. If your business has locations and employees working in multiple states, track state-specific changes that may impact your business, such as minimum wage increases and paid leave requirements.

☑️Make Plans for Employee Appreciation Day. Take time to celebrate and show gratitude for your super team on Friday, March 7, 2025, Employee Appreciation Day.

✅Are You Ready for 2025?

The New Year is here! With Propel’s squad of HR superheroes at your side, every deadline is manageable, and every challenge becomes an opportunity.

Let’s make 2025 your best year yet! 🚀Download your HR Checklist for Q1 2025 HERE

Meet The Propellers! The Mightiest HR Superheroes

Small Biz Warriors, Your Time Has Come!

Created by Propel HR, The Propellers are changing the game for businesses everywhere. Whether it’s battling compliance chaos or streamlining your operations, The Propellers are on standby, ready to save your day (and your sanity). To learn more, head over to ThePropellers.com for the full scoop!

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HR SUPERHEROES

ARE HERE!

Propel HR’s dynamic team of HR superheroes is ready to blast through the toughest HR challenges so you can focus on your mission: Growing your business!

The Villains of HR

From payroll nightmares to compliance chaos, HR villains are ready to disrupt your business. Meet the notorious foes of HR and the brave heroes who challenge them.

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Propel HR’s dynamic team of HR superheroes is ready to blast through the toughest HR challenges so you can focus on your mission: Growing your business!

THE INTERCEPTOR: Sneaky Talent Snatcher

When benefits vanish, and top talent disappears, you’ve likely crossed paths with the Interceptor. This conniving crook thrives on blocking healthcare plan and competitive perks, swooping in with flashy offers to snatch your brightest stars, leaving you scrambling to fill critical roles.

“Nothing beats stealing the super stars of your team — and your benefits can’t even stop me!”

With underground tactics, this sneaky villain pounces on busy small businesses with lackluster benefits, uninspiring perks, and a flimsy work-life balance.

“My mission? To drive your turnover costs sky-high while shattering your workplace morale.
I lurk on LinkedIn, hover at networking events, and stalk job boards. The less competitive your benefits, the easier my job.
PTO? 401(k)? Ha! Forget about it — I’ll snatch your employees before you can say open enrollment.”

💥HR Hero to the Rescue! Big Benny💥 Armed with a stellar benefit package (that won’t break the bank) and irresistible perks, Big Benny dismantles the Interceptor’s schemes at every turn. This benefits wizard’s heroic powers, casts a spell of loyalty, and ensures your team stays put.

COMPLIANCE CRUSHER: King of Chaos & Confusion

“Feeling overwhelmed? Good! The more complex, the better.”

The Compliance Crusher thrives on confusion, exploiting the complexity of labor laws and regulations. With an arsenal of ever-shifting regulations and legal booby traps, this evil fear-monger loves to stir up sheer terror for small businesses struggling to stay compliant.

His weapons of choice? Fees, fines, and other budget-draining compliance violations.

“Rules? Regulations? Deadlines? Let’s turn them into your worst nightmare. My favorite targets are those overwhelmed by multi-state regulations and distracted by changing rules.

Miss a deadline, miscalculate wages — and I’ll slam a hammer of penalties down with a crushing ripple effect. Chaaa-chiiing!!”

💥HR Heroes to the Rescue! Wonder Human & Captain Propeller💥 Wonder Human and Captain Propeller hero up to foil this villain’s dastardly tricks. Wonder Human wields unmatched labor law expertise, while Captain Propeller’s vigilance keeps chaos at bay.

Together, they deliver airtight compliance strategies and an HR checklist to protect businesses from costly fines and other workplace woes.

WAGE WRECKER: The Havoc of Payroll

“Looks Like your Payday is Waylaid, Do-gooders!”

Nothing sows frustration faster than a messed-up paycheck, and Wage Wrecker lives for wreaking payday havoc. This menacing villain is the nemesis of accuracy, turning loyal employees into a disgruntled crew with every payroll mistake.

“Payday delays? Payroll errors? It’s my jam, baby! I’ll exploit your manual processes, outdated software, and inconsistent time-tracking ways.

Errors? Delays? Missed tax filings? It’s the crisis I live for and one you won’t soon forget.

I’ll take a front-row seat and revel in the mounting frustration while watching trust plummet, and lawsuits loom.”

💥HR Hero to the Rescue! Super Payroller💥Tax filings? Flawless. Employee trust? Restored. Financial harmony. Done. With precision and reliability, this payroll superhero ensures compliance, handles tax filings, W-2 reporting, and new hire onboarding, and manages deductions flawlessly.

Super Payroller’s superpower keeps your workforce happy and ensures that everything runs smoothly and payrolls are delivered on time — every time.

RED TAPE: Queen of Bureaucracy

“Excessive Bureaucracy is my Middle Name.”

Red Tape’s web of inefficiency traps small businesses into a cycle of excessive time-draining tasks, stifling innovation. She thrives on overcomplicated processes and clunky paper-based systems – anything that bogs down business and sabotages productivity.

“Endless procedures? Repetitive tasks overload? Perfect! Let’s slow things down to a numbing crawl.

I prey on businesses with overcomplicated hiring processes, relentless documentation, and rigid review systems – it’s SO EXTRA – the more paper, the better!

When I get my way, there’s burnout, missed deadlines, inefficiency, and stagnation – it’s my happy dance!”

💥HR Hero to the Rescue! Captain Propeller💥Captain Propeller slices through the bureaucracy with automation tools and streamlined workflows. Backed by the powerful capabilities of a Professional Employer Organization (PEO), our lead HR superhero takes a comprehensive approach to business administration and integrates payroll, benefits, HR services, and compliance management into one seamless system.

DATA DISRUPTOR: Slithering Time Drainer

Data Disruptor thrives on turmoil, disorder and needless spending, corrupting systems and turning valuable insights into chaotic noise.

“Let’s work like it’s 1999!”

This slithering villain promises to roll your business back in time – draining time and resources and stopping decision-making dead in its tracks.

“Fragmented files, unprotected systems, and outdated software are my playground. Expect inefficiency, breached data, and pandemonium as I reign supreme.”

💥HR Hero to the Rescue! Tech Titan💥Tech Titan’s cutting-edge tools transform chaos into clarity. Efficiency? Check. Turbocharged decision-making? Double check.

Tech Titan brings the latest HR software, secure data systems, real-time analytics, and user-friendly platforms to the fight, ensuring your business remains on the cutting edge.

HAVE NO FEAR…🚀YOUR HR SUPERHEROES ARE HERE!🚀

The Villains of Human Resources represent real-world challenges that every small business faces – it’s the ultimate showdown. While their antics can feel overwhelming, the secret to defeating them is preparation and the right allies.

The story of HR is one of resilience and innovation. Small businesses may not have the resources of larger corporations, but they do have agility, determination, and the support of Propel HR and The Propellers on their side.

In this epic struggle, every small business has the potential to become a hero in its own right, forging a path to success and inspiring others to follow. By staying proactive and embracing the tools and strategies of HR heroes, they can emerge victorious — turning villains into lessons learned and challenges into opportunities.

✨Small Biz Warriors, Your Time Has Come!✨

Created by Propel HR, The Propellers are changing the game for businesses everywhere. This superhero team is on standby, ready to save your day (and your sanity) by tackling complex, time-consuming HR-related tasks and eliminating those pesky HR villains that distract you from your business. Ready to protect and empower your business? Ready to save time and money. Then, head over to ThePropellers.com

YOUR

HR SUPERHEROES

ARE HERE!

Propel HR’s dynamic team of HR superheroes is ready to blast through the toughest HR challenges so you can focus on your mission: Growing your business!

ABOUT PROPEL HR: Your HR Partner for 25 Years and Counting. From payroll and compliance to benefits, HR, and beyond, Propel HR is an IRS-certified PEO that partners with small businesses to tackle challenges, maximize efficiency, and cut costs. Because every great business deserves a heroic HR team. Visit propelhr.com to get started.

Workplace Trends to Watch in 2025

As we kick off a new year, new trends continue to shape the way we work. Here are a few to watch and ways to stay ahead in 2025.

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AI TAKES THE HELM OF HR

Artificial intelligence (AI) is no longer just a buzzword. Today, it’s an integral part of the workplace, impacting new areas such as HR. In 2025, AI will play an expanded role in hiring, engagement, and productivity. According to SHRM and The Burning Glass Institute, global investment in AI is projected to reach $200 billion, creating profound changes on how employers manage talent.

➡️The AI Impact:

Streamlined Recruitment. AI-powered tools will be used to automate repetitive tasks, such as screening resumes, scheduling interviews, and conducting initial assessments, resulting in reduced hiring timelines and mitigating unconscious bias.

Enhanced Engagement. Many businesses already use AI-powered chatbots and virtual assistants in their customer service efforts. According to Harvard Business Review, Research shows that it can also be used to improve the employee experience, increasing revenue by as much as 50%. AI-powered chatbots and virtual assistants can help HR teams with real-time employee support by answering questions, improving the onboarding experience, and customizing learning paths designed to fit employee skills and professional development goals.

Real-Time Data-driven Decision Making. While some businesses already use AI tools, usage is expected to increase in 2025. These tools provide deeper insight into workers’ performance, with analytics enabling companies to forecast trends and address areas that need improving, such as turnover rates. The time saved allows HR teams to redirect their focus toward long-term HR initiatives and on valuable personal interactions with employees.

🎯Action Steps:

Equip your HR teams with the resources and training to integrate AI tools effectively.
Focus on training and upskilling employees and developing strategies for integrating AI digital agents into human teams.
Develop initiatives that balance technology with one-on-one personal connection.
With new technology, new regulations are sure to follow, so stay informed on new developments in this area to stay compliant.

SKILLS-BASED HIRING REDEFINES RECRUITMENT

Research shows that a skills gap hinders performance. As businesses face widening skills gaps—70% of leaders say this challenge hinders performance—2025 will see a pivot to skills-based hiring. Traditional benchmarks, such as degrees and years of experience, will give way to assessments of specific, demonstrable skills.

➡️The New Normal:

Redesigned Hiring Process. Employers are updating roles and rewriting job descriptions to emphasize skills, moving away from traditional qualification requirements.

Skills-based Training and Upskilling Initiatives. Upskilling and reskilling will take center stage as employees adapt to rapidly changing demands in the workplace.

🎯Action Steps:

Create a strategic plan for hiring that emphasizes current and future skills needed for your workplace.
Invest in training programs and adopt assessment tools that evaluate real-world skills.

THE HYBRID WORK EVOLUTION

Hybrid work, where employees split their time between the office and remote locations, is here to stay. As employers seek greater flexibility and cost-efficiency, they will increasingly rely on a mix of full-time employees, freelancers, and contractors.

🎯Action Steps:

Team Charters. According to a recent Gallup study, the most successful hybrid teams create charters that define how they collaborate and improve their team approach. Create a team charter and regularly evaluate how it is working.
Hybrid Strategies. Develop strategies for managing a blended workforce, including creating policies for onboarding, performance management, and inclusion of hybrid workers.
Inclusive Policies. Ensure remote and hybrid workers have equal access to benefits, resources, and engagement opportunities.

EXPANDED BENEFITS

Today’s workplace spans a number of generations each with different priorities. According to an EY study, the youngest employees of Generation Z, for example, named paid time-off and performance-based incentives as their top two priorities, with a tie for third in health and wellbeing benefits and flexible schedules. Employees of the Baby Boomer generation, 46% want compensation to reflect the cost of living followed by performance-based incentives.

As demographics continue to change, expect new options in employee benefits. According to a SHRM Employee Benefits Survey, the number of benefits employers offered to employees increased last year by 23%. In addition to core benefits, such as healthcare, PTO, and retirement options, employers also offered education, family care, and volunteering benefits, as well as a growing number of niche benefits, such as grandparent leave. With so many unique benefit options, employers will be challenged to select the right mix of benefits for their employees and their business

➡️What’s Changing:

Expanded Offerings. From mental health support to financial planning assistance, benefits are becoming more tailored.

Focus on Burnout. Almost half of employees in the U.S. report feel burned out, that’s according to a recent Gallup poll. To prevent losing employees to competitors, employers are doubling down on wellness initiatives in 2025.

🎯Action Steps:

Survey employees to determine the benefits that are most important.
Offer customizable options to meet diverse employee needs.
Review benefits benchmark studies to understand the latest trends in employee benefits.
Seek expert guidance to assemble a comprehensive benefits package.

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PURPOSE OVER PAYCHECK

Millennials and Gen Z workers want more than a paycheck. They seek purpose, belonging, and alignment with company values. In 2025, purpose-driven workplaces will become the norm, helping employers attract and retain mission-focused talent.

🎯Action Steps:

Embed social responsibility into your core business strategy.
Use surveys and forums to gather feedback and make improvements.
Showcase your mission through storytelling and transparent reporting.
Align your employer brand with purpose-driven ways to connect with value-driven talent.

ADAPTING TO NEW COMPLIANCE DEMANDS

From AI regulations to state-specific labor laws, 2025 will bring a wave of new compliance challenges, and employers should remain vigilant about their responsibilities.

➡️Areas to Watch:

AI Regulations. New laws that address potential challenges such as unintentional bias and data privacy.

State Mandates. Monitor state-specific changes such as minimum wage increases, compliance training mandates, and paid leave requirements.

Immigration Policy Changes. Prepare for more changes in the U.S. Immigration policy, including updates to H-1B visa programs and stricter compliance checks.

🎯Action Steps:

Conduct internal compliance audits and partner with compliance experts to stay ahead of regulatory changes.
Leverage technology to track evolving mandates.
Review all federal, state, and industry regulations and requirements that apply to your business.

FUTURE-READY WORKPLACES

Are you ready for 2025? The workplace of the future demands agility, innovation, purpose, and a people-first approach. By adapting to new changes – from advancements in tech, changing demographics to new laws, and shifts in the economy – employers can create resilient future-ready workplaces.

➡️➡️READ MORE: How to Put the Human Back Into HR

💥HR SUPERHEROES FOR A SUPER 2025💥

We’re excited to introduce the mightiest HR superheroes – The Propellers! Propel HR created The Propellers to save the day (and your sanity) by tackling complex, time-consuming HR-related tasks and eliminating those pesky HR villains that distract you from your business. Dedicated to solving your HR, compliance, payroll, benefits, and technology challenges with unparalleled expertise, The Propellers of Propel HR are ready to protect and empower your business in 2025 and beyond! To learn more, head over to ThePropellers.com

YOUR

HR SUPERHEROES

ARE HERE!

Propel HR’s dynamic team of HR superheroes is ready to blast through the toughest HR challenges so you can focus on your mission: Growing your business!

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for 25 years. Propel partners with small to midsized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. For more information, visit propelhr.com

Introducing The Propellers: Your HR Superheroes

Managing payroll, benefits, compliance, and HR is not for the faint of heart. But fear not, brave small business — your HR superheroes are here!

THE MIGHTIEST HR SUPERHEROES ARE HERE!

If you have a small business, you’re likely juggling payroll, compliance, employee benefits, and HR-related tasks while trying to run your business at the same time. It’s a lot to handle and you might feel like you’re caught in the crossfire of chaos.

Those days are over. Help is on the way with The Propellers. Propel HR’s dynamic team of superheroes are ready to blast through the toughest of HR challenges, leaving you free to focus on your ultimate mission: growing your business.

MEET THE PROPELLERS

Why HR superheroes? Because Propel HR knew you needed a caped crusader (or five) to save your day (and your sanity) by taking care of all the complex, time-consuming HR tasks and eliminating those pesky HR villains that distract you from your business. Meet The Propellers:

💼CAPTAIN PROPELLER: The Bundling Ball of Fire

Captain Propeller is the fearless leader of the this team, utilizing the powerful capabilities of a Professional Employer Organization (PEO).

With a comprehensive approach to business administration, Captain Propeller integrates payroll, benefits, HR services, and compliance management into one seamless system.

🛡️WONDER HUMAN: The Compliance Conciliator

With a shield of labor law expertise, Wonder Human is the ultimate protector against compliance calamities. With a superpower of unparalleled vigilance, this compliance warrior keeps your business out of the danger zone. By providing proactive guidance and staying ahead of ever-changing regulations in multiple states and industries – she makes sure you’re never caught off guard.

🤖 TECH TITAN: The SAAS Superhero

Every business needs a tech genius. Tech Titan flexes his powers to automate everything from onboarding to performance tracking, delivering real-time analytics with a click. As the master of Human Capital Management (HCM) software, Tech Titan simplifies complicated HR tasks with a user-friendly SaaS platform, transforming HR from a time drain to a competitive advantage. Efficiency? Check. Turbocharged decision-making? Double check.

💰SUPER PAYROLLER: The Payroll Actuary

No paycheck ever goes astray with Super Payroller on duty. With precision and reliability, this payroll superhero ensures compliance, handles tax filings, W-2 reporting, new hire onboarding and manages deductions flawlessly. Her superpowers keep your workers grinning from ear to ear while ensuring payrolls land accurately and on time — every time.

🩺BIG BENNY: The Benefits Bestower

No superhero squad is complete without a champion of health and wellbeing. Enter Big Benny. He has a knack for snagging insider access to top-notch health plans and other irresistible perks that not only attract top talent but also make employees feel appreciated.

His superpower? Negotiating deals so sweet, they make your budget do a happy dance. That’s a Big Benny win for small businesses competing against corporate giants in the talent market.

THE VILLIANS OF HR

Every superhero story has villains, and the world of Human Resources has more than its share of formidable foes. Here’s are a few The Propellers are up against:

🚨THE INTERCEPTOR: Top-Talent Snatcher

This sneaky villain thrives on poaching your brightest stars, leaving you scrambling to fill critical roles. With flashy offers and underground tactics, this villain preys on busy small businesses that lack robust hiring strategies or competitive benefits. But don’t worry—The Propellers counteract his schemes by strengthening recruitment strategies and offering stellar benefits that employees can’t resist.

💥COMPLIANCE CRUSHER: King of Chaos & Confusion

With an arsenal of ever-shifting regulations and legal booby traps, Compliance Crusher loves to stir up chaos, confusion and sheer terror for small businesses. His weapons of choice? Fees, fines, and other budget-draining compliance violations. But fear not! Wonder Human and Captain Propeller hero up together to foil his dastardly tricks with expert guidance and airtight compliance strategies.

HOW THE PROPELERS SAVE THE DAY

Here’s how The Propellers take your HR from meh to marvelous:

🔶Streamline Solutions. Captain Propeller simplifies HR processes, saving time and boosting efficiency.

🔶Bulletproof Compliance. Wonder Human shields you from costly compliance violations.

🔶Next-Level Efficiency. Tech Titan transforms tedious tasks into data-driven, automated workflows.

🔶Happier Employees. With Super Payroller and Big Benny, your workforce gets what they need to thrive.

🔶Cost Savings. By bundling services and negotiating smartly, The Propellers deliver maximum value without blowing your budget.

READY TO JOIN FORCES?

Small Biz Warriors, Your Time Has Come!

The Propellers are changing the game for businesses everywhere.

Whether it’s battling compliance chaos or streamlining your operations, The Propellers are on standby, ready to jump into action.

▶️Watch this action-packed video to learn more about Propel’s HR superheroes or head over to ThePropellers.com for the full scoop!

ABOUT PROPEL HR

Propel HR: Your HR Partner for 25 Years and Counting. From payroll and compliance to benefits, HR, and beyond, Propel HR is an IRS-certified PEO that partners with small businesses to tackle challenges, maximize efficiency, and cut costs. Because every great business deserves a heroic HR team. Visit propelhr.com to get started.

YOUR

HR SUPERHEROES

ARE HERE!

Propel HR’s dynamic team of HR superheroes is ready to blast through the toughest HR challenges so you can focus on your mission: Growing your business!

Putting the Human in Human Resources: It’s About People, Not Paper

Has employee engagement taken a backseat? Are turnover rates rising? Here’s how to put the “human” back into HR for a more engaged workforce.

Human Resources has long been the heart of every business, responsible for managing the people who help it reach its goals. Yet, as a business grows, HR can sometimes shift from people-centric to process-heavy, becoming bogged down in paperwork, and time-consuming administrative tasks. Enter the Professional Employer Organization (PEO)—a solution to lighten the load and allow HR to refocus on what truly matters: people.

What is a PEO? The concept of a PEO emerged as small businesses sought innovative solutions to manage increasingly complex labor laws and growing HR-related administrative tasks. The idea was simple: small and medium-sized businesses could outsource certain HR functions to a third-party organization to gain more expertise and reduce administrative burdens.

Under a PEO arrangement, the PEO becomes the co-employer of your employees. As the business owner, you retain control of your business and continue to manage your employees, while the PEO takes care of the bulk of payroll and other HR-related services. Most importantly, the PEO and your company share employment liability. Over time, PEOs evolved to offer a wide array of services, including payroll processing, benefits administration, risk management, and compliance support. By leveraging economies of scale, PEOs enable small businesses to access competitive benefits and more resources often available only to large corporations.

Today, PEOs are recognized for their ability to streamline HR functions, prevent legal risks, save time, and lower costs. A recent study conducted by noted economists Laurie Bassi and Dan McMurrer shows that businesses that use a PEO have a growth rate that’s 2x faster, have 12% lower employee turnover, and are 50% less likely to go out of business.

According to the National Association of Professional Employer Organizations (NAPEO), more than 523 PEOs in the United States provide services to more than 200,000 small and mid-sized businesses, employing 4.5 million workers. This growing industry underscores the growing need for solutions focusing on efficiency with employees in mind.

PEOs are uniquely positioned to help employers focus on their people. Here are just a few ways:

1. Streamline Administrative Tasks. One of the primary services offered by PEOs is handling time-consuming administrative tasks, as well as payroll processing and benefits administration. By outsourcing these functions to a PEO, HR teams gain valuable time to focus on other areas, such as employee engagement, training, and development.

2. Access to Better Employee Benefits. PEOs enable businesses to offer employees comprehensive benefits packages, including 401(k)plans, health, dental, life insurance, and dependent care. Because PEOs pool employees from multiple companies, they can negotiate better rates and provide access to enterprise-level benefits typically reserved for larger employers. These enhanced benefits boost employee satisfaction and support employers in attracting and retaining top talent, creating a more people-centered workplace.

3. Professional Development Support. The workforce has undergone significant shifts in recent years, with remote work, hybrid models, and a greater emphasis on work-life balance becoming the norm. Employees now expect personalized support, flexibility, and career development opportunities. A people-first HR strategy ensures businesses can adapt to these evolving demands.

By partnering with a PEO, businesses are able to provide access to valuable resources and guidance for employee training and professional development, including leadership programs and performance management tools. These resources empower employees to grow in their roles, enhancing morale and long-term engagement. Showing a commitment to your employees highlights that your business values them as individuals, not merely as contributors to profits.

4. Compliance Guidance. Employment laws and regulations are constantly changing, and staying compliant is an ongoing challenge. PEOs offer expertise in navigating federal, state, and local laws, as well as on-site risk management guidance on compliance training, contributing to a safer workplace. By ensuring compliance, PEOs reduce the risk of costly legal issues, allowing HR teams to focus on creating a supportive and inclusive environment for workers.

5. HR Expertise on Demand. PEOs provide access to HR professionals who can help with workforce planning and difficult employee issues, such as conflict resolution. This expertise empowers HR teams to address sensitive matters with confidence while maintaining a people-first culture.

6. Accurate and On-time Paychecks. PEOs handle all aspects of payroll, including tax filings and regulatory paperwork. And you have the assurance that paychecks are accurate and delivered on time.

7. Stronger Workplace Culture. Taking care of employees takes care of business. When employees feel they are being taken care of, they are productive and committed to your success. According to a Gallup study, companies with highly engaged employees are 38% more productive than those with disengaged employees.

By partnering with a PEO, HR teams can dedicate more energy to cultivating a positive workplace where employees feel valued, heard, and motivated. This includes promoting open communication, encouraging teamwork, and recognizing employee achievements.

8. Easier Access to HR. Working with a PEO is similar to having a dedicated HR department. Employees have access to a wealth of knowledge and resources, along with support from a team of HR experts. For example, the arrangement makes it easier for employers to onboard new employees and streamlines processes, such as paid time off requests.

9. Attracting Top Talent. Businesses that prioritize their people stand out to prospective employees. Offering competitive benefits, promoting diversity and inclusion, and providing opportunities for advancement can make the difference in attracting top-tier talent and preventing them from being snatched up by competitors.

PEO IN ACTION

Consider a growing startup with 40 employees. The HR team of two is overwhelmed with managing the responsibilities of payroll, onboarding new hires, and ensuring compliance with new changes in labor laws in the multiple states where many employees are working. Employee engagement has taken a backseat, and turnover rates are rising.

By partnering with a PEO, the startup gains the support of payroll processing and benefits administration, as well as access to a more competitive health plan which boosts employee satisfaction. Their guidance also helps the startup streamline HR processes, as well as reduce legal risks and avoid costly compliance violations. With these tasks handled, the HR team can focus on creating a personalized professional development program and organizing team-building activities. The startup sees a significant improvement in employee morale, productivity, and retention—all because they refocused on their people.

“It’s About People, Not Paper,”
— Lee Yarborough, President & Co-founder of Propel HR

PEOPLE OVER PAPER

“People over Paper” is a principle embraced by Propel HR founders, Brax Cutchin and Lee Yarborough, from the very beginning. It’s about shifting priorities and focusing on employees. More than 25 years later, this philosophy continues to drive us.

It’s time to reimagine HR and remember that the “human” in Human Resources is what drives innovation, productivity, and progress. By partnering with an IRS-certified PEO, like Propel HR, businesses can offload time-consuming administrative tasks, access valuable HR expertise, tools, and resources, and invest in their employees’ well-being and growth. The result? A thriving workplace culture, a more engaged workforce, and a stronger foundation for long-term growth.

INTRODUCING THE PROPELLERS!

We’re excited to introduce the mightiest of HR superheroes – The Propellers! Dedicated to solving your HR, compliance, payroll, benefits, and technology challenges with unparalleled expertise, The Propellers of Propel HR are ready to protect and empower your business. To learn more, visit ThePropellers.com

Election Guidance for Employers

As the November election approaches, employers may find themselves balancing the demands of the workplace with the rights of employees to participate in the democratic process. Here are a few important steps to help your employees take part in the upcoming election while also preventing legal issues and conflicts.

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1. UNDERSTAND STATE VOTING-LEAVE LAWS

While federal law does not require employers to give employees time off to vote, most states and some local ordinances have their own rules about voting leave, including whether nonexempt employees should be paid for the time off. That’s why it’s important to review the voting-leave laws in the states where your business operates, and where your employees work to determine if you need to give employees time off to vote, how much time is allowed, and whether leave should be paid.

In general, state laws fall into three categories:

Paid Voting Leave. Some states require employers to provide paid leave for employees to vote. For instance, Illinois allows two hours of paid leave to vote under certain circumstances.
Unpaid Voting Leave. Other states, like Texas and Georgia, provide voting leave but do not require the time off to be paid.
No Voting Leave. Some states have do not have voting leave laws.

🎯What Employers Should Do:

Communicate Your Voting Policies to Employees. Once you determine state requirements, communicate your voting leave policy to all employees. Ensure that the policy is in writing, easily accessible, and shared in advance of Election Day.
Be Flexible. Even if your state doesn’t mandate voting leave, consider offering flexible work hours for employees to vote.

2. REVIEW LAWS ON POLITICAL EXPRESSION IN THE WORKPLACE

Here are a few legal considerations when it comes to free speech and political expression.

Federal Law. The First Amendment protects free speech, but it primarily restricts government actions, not those of private employers. As a result, private-sector employers generally have the right to regulate political speech in the workplace as long as the policies are enforced fairly and consistently.

National Labor Relations Act (NLRA). While employees do not have First Amendment rights to free speech in the workplace, including expressing their political views, employees are protected under the National Labor Relations Act (NLRA) to express opinions about work-related matters that may be considered political topics. Employers should be cautious when limiting such discussions, as they may be protected under this act.

State Laws. State laws vary and may provide additional protection for political expression and activities in the workplace.

🎯What Employers Should Do:

Educate Your Employees. Understand your responsibilities under the law and communicate policies that balance employees’ rights to political expression with the need to maintain a respectful and productive workplace.

Train Supervisors and Managers. Train supervisors and managers on how to identify when political conversations are crossing the line to prevent an uncomfortable work environment.

Get Legal Advice. When in doubt, always check with your legal counsel before taking disciplinary actions.

3. ESTABLISH WORKPLACE POLICIES

Define workplace conduct during the elections and apply these policies consistently to avoid potential bias or discrimination. Policies to consider:

Time-Off for Voting. State laws vary for voting-leave. For example, under New York state law, employers are required to give employees two hours of paid leave if employees do not have at least four consecutive nonworking hours to vote while polls are open. Also, 10 days before Election Day, employers must post a notice, prepared by the New York State Board of Elections, informing employees of the voting leave protections. The notice must be posted in a visible location and remain posted until polls close on Election Day. Employees are required to give employers notice of the need for time off no more than 10 days and no less than two workdays before Election Day.
Determine the state laws that apply to your business and provide the details on time-off allowed, specifics on pay, and the process for requesting leave.
Political Activities at Work. Define the parameters of political activities that are and are not permissible at work, such as political discussions, distribution of political materials, and using company resources, such as email, phones, printers, etc., for political purposes.
Dress Code and Political Apparel. Your dress code policy should be part of a broader one that focuses on professionalism and avoids singling out political expression alone.
Social Media Use. Outline what’s acceptable and not when discussing politics and the election at work. Also, make sure employees know they cannot suggest that they represent their employer’s views on their personal social media accounts.
Election Day as a Company Holiday. Some companies choose to designate Election Day as a paid holiday, allowing employees the entire day to vote or volunteer at polling stations.
Flexible Work Options. Offer flexible work hours or remote work for accepted Election Day-related activities, such as voting, volunteering, or working the polls.

4. WHEN TO CONSULT LEGAL COUNSEL

Voting is a fundamental right, and many states have laws to ensure employees can exercise that right without fear of job loss or pay cuts. Here are a few situations where you may need legal guidance:

Adverse Treatment Related to Political Affiliation or Activities. Ensure that your workplace policies prevent discrimination, harassment, or retaliation based on an employee’s political affiliation or activities. For example, employees should not be pressured to support, or oppose political candidates, or be required to vote or attend political events.
Conflicting State and Federal Laws. If there’s a discrepancy between federal law and state law regarding political activities or voting leave, legal counsel can help navigate the laws that apply to your business.
Handling Employee Complaints. If an employee files a complaint regarding political harassment or discrimination, seek legal advice immediately to avoid potential liability.
Labor Law Considerations. If employees engage in political discussions that may be protected under the NLRA, legal counsel can help determine how best to proceed without infringing on protected rights.

☑️VOTE YES! FOR A POSITIVE & PRODUCTIVE WORKPLACE

By understanding voting-leave laws, respecting political expression rights, creating clear workplace policies, and knowing when to seek legal advice, you can support your employees’ participation in the electoral process while maintaining a positive and productive workplace.

PLEASE NOTE: This information is for general reference purposes only. Because laws, regulations, and filing deadlines are likely to change, please check with the appropriate organizations or government agencies for the latest information and consult your employment attorney regarding your responsibilities. In addition, your business may be exempt from certain requirements and/or be subject to different requirements under the laws of your state. (Updated October 23, 2024)

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Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 25 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. For more information, visit www.propelhr.com.

Your Year-end 2024 HR Checklist

As we head into the final stretch of 2024, your HR teams face important deadlines and changes related to payroll, benefits, compliance, and HR. Here’s your checklist.

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Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR

PAYROLL & TAX

✅File Form 941. File IRS Form 941, Employer’s Quarterly Federal Tax Return, if you paid wages subject to employment taxes. If you deposited all taxes due on time, you have ten additional calendar days to file. IRS Form 941 is due Oct. 31, 2024, for Q3 2024, and Jan. 31, 2025, for Q4.

✅Schedule Special Bonus Payrolls. Schedule all special bonus payrolls before year-end and verify that all taxable fringe benefits were withheld from paychecks during the year.

COMPLIANCE

✅Prepare for the Second Phase of DOL Threshold Increases. Part two of the Department of Labor’s final Overtime Rule goes into effect on Jan. 1, 2025, which increases the weekly salary threshold to $1,128 per week ($58,656 annually). This adjustment is expected to affect many employees and could significantly increase the number of employees eligible for overtime pay.

Prepare for this second phase by increasing employee pay or reclassifying employees as nonexempt. When reclassifying employees, make sure you have reliable timekeeping methods and time-labor-management tools in place for hourly employees. Employers should monitor updates on this rule for changes in pending litigation at dol.gov.

Multi-state Employers: Use this opportunity to ensure state-specific exempt thresholds are met. For states with higher exempt salary thresholds than the federal amount, adjust accordingly.

✅Distribute FSA Covered Expenses Reminder. If you offer a Flexible Spending Account (FSA) as part of your benefits program, remind employees to submit receipts and supporting documentation for incurred covered expenses. The deadline to submit 2024 receipts for reimbursement is Dec. 31, 2024. Be aware that some plans may differ, so review your plan’s submission deadlines and other requirements.

✅Prepare for New Federal, State, and Local Employment Laws. New employment laws and changes often go into effect on Jan. 1, 2025. Review applicable laws, including state and local laws where your employees are working.

✅Review new DOL Guidance Using AI in Recruitment and Hiring. Are you using AI in the hiring process? If so, review new DOL guidance, the AI & Inclusive Hiring Framework, to prevent algorithmic discrimination. This new tool outlines ten important areas employers should consider when leveraging AI technology for recruiting and hiring.

✅Conduct Non-discrimination Testing. Non-discrimination testing is a set of IRS tests that reviews the fairness of an employer’s benefit plan. Employers who offer a 401K, 125 Premium Only Plan (POP), and flexible spending account (FSA) must conduct non-discrimination testing on the last day of their plan year to ensure that benefits are available to all eligible employees under the same terms. By performing early tests, you can modify plans accordingly. The deadline for calendar year plans is Dec. 31, 2024.

✅Prepare for Secure 2.0 Auto-Enrollments (if applicable). Employers with 10+ more employees and employer-sponsored retirement plans added after December 29, 2022, should prepare for the mandatory 401(k) auto-enrollment requirement for new hires beginning January 1, 2025. Employers should consult their 401(k) provider to determine if this provision applies and if proper auto-enrollments are set up.

BENEFITS

✅Prepare for 2025 ACA Threshold Increase. Review your health plan to ensure it meets the Affordable Care Act (ACA) affordability threshold requirements. The IRS has increased the 2025 threshold requirement for employer-sponsored health coverage to 9.02% of an employee’s household income. The adjusted threshold percentage applies to the plan year — not a calendar year.

✅Distribute Annual Medicare Part D Notice and Prepare for Changes in 2025. If you provide prescription drug coverage, you must distribute a creditable coverage notice, Medicare Part D Notice of Creditable Coverage, to plan participants by Oct. 15, 2024. Employers offering prescription drug coverage must disclose the plan’s creditable status to CMS annually within 60 days of the start of the plan year.

Next year, a new benefit could change the creditable status of employer-sponsored prescription drug coverage. Under the Inflation Reduction Act, employers providing Medicare Part D plans, including standalone Medicare prescription drug plans and Medicare Advantage plans with prescription drug coverage, are required to offer the option to pay out-of-pocket for prescription drug costs in the form of capped monthly installment payments instead of all at once at the pharmacy. The new law goes into effect Jan. 1, 2025. Employers should determine if coverage remains creditable or becomes non-creditable for the upcoming plan year and communicate any change to employees.

✅Review New HIPAA Compliance Requirements and Update Privacy Manuals. A new HIPAA final rule strengthens the privacy of reproductive healthcare information. For employers sponsoring health plans, including self-funded medical plans, FSAs, and HRAs, ensure this update is included in your HIPAA Privacy Manual by the end of 2024 to safeguard employees’ health information and avoid potential compliance penalties.

✅Distribute Annual Compliance Notices. Each year, applicable employers are required to distribute certain compliance notices to employees. Examples include a Summary of Benefits and Coverage (SBC), privacy practices on personal health information (HIPPA), the Children’s Health Insurance Program Reauthorization Act on health coverage assistance (CHIPRA), and Women’s Health and Cancer Rights Act (WHCRA). Also, make sure that your wellness program follows the compliance requirements under the Equal Employment Opportunity Commission (EEOC), Americans with Disabilities Act (ADA), and Genetic Information Non-discrimination Act (GINA).

GENERAL HR

✅Distribute Annual Internal Documents. Update all annual documents that need to go out to your employees before the end of the year, such as employee handbooks, updated workplace policies, and the calendar of company-observed holidays for 2025.

✅Review State Voting-Leave Laws. With the election approaching in November, review the voting-leave laws in the states where your business operates and where your employees work to determine if you need to give employees time off to vote. While federal law does not mandate that employers give employees time off to vote, most states and some local ordinances have their own rules about voting leave, including whether nonexempt employees must be paid for the time off. Also, review all laws related to politics in the workplace, such as state political expression protections.

✅Update Illness and Attendance Guidelines. Given the typical increase in flu/RSV/COVID during 4th quarter, review and update your company’s illness and attendance protocol and communicate it to employees to prevent confusion and reduce the risk of a workplace outbreak. Check the CDC website for current guidance.

✅Hurricane Relief for Employers. If your business suffered loss or damage due to the recent hurricanes, you may be eligible for help from the following:

FEMA. FEMA offers disaster assistance to help with costs not covered by insurance or other sources. FEMA also helps small businesses with federal procurement and provides resources about small business programs. To apply, visit DisasterAssistance.gov.

Disaster Unemployment Assistance (DUA). DUA is available for small business owners, self-employed, 1099 contract workers, and individuals living or working in the following SC counties: Aiken, Anderson, Bamberg, Barnwell, Cherokee, Greenville, Greenwood, Lexington, Newberry, Oconee, Pickens, Saluda, and Spartanburg. DUA is effective from Sept. 29, 2024, through April 5, 2025. The deadline to apply is Dec. 2, 2024. Visit dew.sc.gov and click the MyBenefits Login to apply. Or call 1-866-831-1724

Low-interest SBA Loans. Businesses and private nonprofit organizations of any size may borrow up to $2 million to repair or replace disaster-damaged or destroyed real estate, machinery and equipment, inventory, and other business assets. The deadline for physical property damage is Nov. 29, 2024. The deadline to return economic injury applications is June 30, 2025. To apply online and for more info, visit sba.gov/disaster. Or call 800) 659-2955.

✅Need Help? Depending on the type of business and industry, your checklist may be different and even more complex. By partnering with an IRS-certified PEO like Propel HR, you gain access to a team of HR experts to help you navigate the complexities of your business as well as help you stay compliant. Download your free 2024 Year-end HR Checklist HERE and for more info, visit propelhr.com

PLEASE NOTE: This information is for general reference purposes only. Because laws, regulations, and filing deadlines are likely to change, please check with the appropriate organizations or government agencies for the latest information and consult your employment attorney and/or benefits advisor regarding your responsibilities. In addition, your company may be exempt from certain requirements and/or be subject to different requirements under the laws of your state. (Updated Oct 18, 2024)

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR

Measuring Payroll Performance

Knowing how well your payroll process is performing isn’t always obvious. What if it could do more? Here are a few questions to help you find out.

A Payroll Check Up

Evaluating how your payroll is performing helps you identify areas for improvement and establish necessary goals to drive success.

How Much Are You Spending To Run Payroll? How much are you spending on errors, fines, late fees, or overtime? How much does maintaining your payroll department cost, including staff, training, and office space? What about software and IT-related expenses? Payroll costs go beyond salaries, hourly wages, state payroll taxes, and benefits. It also depends on other factors, such as your business size, compliance requirements, and payroll frequency.

How Much Time Does It Take to Run Payroll? From calculating overtime, benefits, and deductions to varying tax rates in different locations, it’s easy to see why running payroll can be complex and time-consuming. Generally, the amount of time depends on how many employees you have and your responsibilities under applicable labor laws in all states where you have employees working.

In a Deloitte study, employers who process payroll manually said that payroll reconciliation, audits, and data entry were the most time-consuming tasks, particularly loading payroll inputs and entering manual adjustments.

How Much Do You Spend on Training? The hiring and onboarding process can be expensive, so tracking the costs associated with training new employees is important for planning the hiring budget. Recent studies show that bringing new talent to your payroll team generally takes about four to six months to get them up to speed.

What’s Your Accuracy Rate? Manual payroll processing leaves employers exposed to human error and can also consume valuable time correct. According to an Ernst & Young study, the average payroll accuracy rate is 80%. Employers make about 15 payroll mistakes for each payroll period, costing an about $291 per mistake.

Some of the most common errors include misclassifying employees or contractors, not distributing W-2s or 1099s on time, mistakes in record-keeping and tracking time, inaccurate pay stubs, miscalculating pay, and failure to comply with new overtime and tax laws. Regularly auditing your payroll can help you assess the health of your processes and improve accuracy by verifying taxes, deductions, and employee data.

Do You Have a Reliable System for Tracking Overtime? Under the Fair Labor Standards Act (FLSA), employers must pay workers an overtime rate of 1.5 times their regular pay rate for hours worked beyond 40 in a workweek. Tracking overtime can help you manage project costs and identify workload issues that may require full-time hires. It’s also an important tool for staying compliant with new and changing labor laws. For example, one of the latest is the Department of Labor’s (DOL) new overtime rule, which went into effect on July 1, 2024. The new rule makes salaried employees earning $844 per week or $43,888 annually eligible for overtime pay.

The second phase of the DOL’s rule, which goes into effect on January 1, 2025, increases the salary threshold to $1,128 per week or $58,656 annually. These salary and compensation levels will be updated every three years. The overtime rule also covers more details related to overtime pay, worker classification, and the specific standards by which employees may be considered exempt from overtime. With changes like this, employers must rely on capturing accurate timekeeping data to make important decisions, such as modifying staffing budgets or reclassifying certain employees as non-exempt.

Are You Up to Date with the Latest Labor Laws (Federal, State and Local) Where Employees Are Working? Getting a paycheck right is only part of the process. You also have to stay on top of IRS requirements, as well as state and local tax laws, posing additional compliance challenges for multi-state employers. With so many laws and regulations constantly changing, ensuring you’re in compliance is an ongoing challenge.

Is Your Payroll Process as Efficient as It Could Be? How well are you using your resources, in terms of time and budget, to run payroll? Is it running smoothly, and are employees receiving accurate paychecks on time? Is your process designed for your industry, size, and location?

You can drive more efficiency and savings by streamlining processes and identifying areas for improvement. Look for automated solutions with an integrated, cloud-based Human Capital Management (HCM) system that processes payroll in real time, so you can control labor costs, minimize compliance risks, determine overtime pay, and reduce errors.

How Does Your Payroll Process Measure Up?

When it comes to payroll, you want to work with a reliable provider that saves you time and money without sacrificing any key features. An IRS-certified PEO, Propel HR simplifies the time-consuming process of managing payroll. We also take care of employee onboarding, payroll tax withdrawals, and timely IRS deposits. Our team of payroll experts will integrate your new employees into our digital payroll-processing system and train your team to submit payroll reports quickly and accurately.

We support your payroll with:

Cloud-based payroll portal for your business
Online employee access to pay stubs, W-2s, benefits information, and company handbooks
Paperless, efficient direct deposits
Data integration so you can sync payroll data to your product to help users analyze compensation and identify areas of improvement
Customized solutions designed for your business size, industry, and location

If you need more help, we can also handle your benefits, compliance, and other important HR-related tasks, which are also managed securely in the cloud. By taking care of all this and more, you can get back to running your business, not your payroll. For more info, just give us a call at (800) 446-6567 or visit www.propelhr.com.

PLEASE NOTE: This information is for general reference purposes only. Because laws, regulations, and filing deadlines are likely to change, please check with the appropriate organizations or government agencies for the latest information and consult your payroll specialist and/or employment attorney regarding your responsibilities. In addition, your business may be exempt from certain requirements and/or be subject to different requirements under the laws of your state. (Updated September 25, 2024)

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 25 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. For more information, visit www.propelhr.com.