Category Archives: Professional Employer Organization PEO San Diego

Total HR Management Recognized As ESAC Accredited Professional Employer Organization At NAPEO Conference

In Phoenix at the NAPEO conference, Total HR Management was officially recognized as an ESAC accredited PEO. Cana Tighe, the COO of Total HR Management and the head of the New York office, proudly accepted the award. The recognition by NAPEO is an affirmation of the quality performance that Total HR Management supplies as a human resources outsourcing services provider.

ESAC Accreditation for Total HR Management

ESAC, NAPEO, Cana Tigher

Cana Tighe Accepts ESAC Accreditation for Total HR

Responding to the needs of its membership, the National Association of Professional Employer Organizations instituted a strategic plan to promote the financial, operational, and ethical performance practices sought by consumer and regulators. The Employer Services Assurance Corporation (ESAC) is similar to the assurances offered by FDIC for the banking industry. ESAC accreditation includes $15 million in surety bond coverage as financial assurance for clients and employees of accredited PEOs.

It is important to note that less than 10% of PEOs receive this accreditation. Total HR Management works hard to provide our clients with the highest quality in professional employer organization services. By achieving ESAC accreditation, the hard work for clients by Total HR Management is being recognized.

Professional Employer Organization Excellence

By verifying compliance with important industry practices and ensuring financial responsibility ESAC accreditation increase a PEO’s credibility, attracts more distinguishing clients, and dramatically increase client retention. An independent non-profit corporation, the Employer Services Assurance Corporation is managed by a board of directors that includes PEO industry attorneys, CPAs, and independent directors representing over 100 years of combined PEO industry regulatory experience. ESAC has been building trust for the PEO industry since 1995.

NAPEO endorses and strongly supports ESAC efforts to promote professional practices that address financial, operational, and ethical performance sought by PEO customers. A broad based Industry Advisory Council developed ESAC standards. Total HR Management is honored to have been recognized as an ESAC accredited professional employer organization. The accreditation is given only to the very best professional employer organizations that reflect the high standards of the ESAC.

Total HR Management = Reliable Business Success

As the Chief Executive Officer of Total HR Management and the head of the Southern California office, James Harwood attended the NAPEO conference in Arizona as well. He watched from the sidelines as Cana Tighe, the Chief Operating Officer of Total HR and his sister, accepted the award for the company. Like a supportive family that comes through for their clients, Total HR Management has developed a proven track record of providing the very best in professional employer organization services for companies across the country.

Five Reasons Why HR Outsourcing Makes Sense For Your Company

There are definitive reasons why HR outsourcing is chosen by so many small to mid-sized companies in today’s business environment. Rather than hear why Total HR Management believes your company should embrace the HR outsourcing PEO model, it makes sense to hear it from other business owners. After all, their business concerns and the challenges they have faced within their companies are a decent reflection of your own.

hr outsourcing

HR Outsourcing & Your Company

Helping Your Company

The Society for Human Resources Management (SHRM) conducted a survey of hundreds of companies about human resources management and HR outsourcing. You will see that what they discovered makes a lot of sense. Total HR Management want the opportunity to convince your executive team that HR outsourcing can save your company time and money.

Below are the five top reasons that companies outsource their human resources to a company like Total HR Management.

5 Principal Reasons To Choose HR Outsourcing

  1. 26% of companies outsource to save money, and this makes a lot of sense as well. What company doesn’t want to cut costs and increase profits by taking on a service that works?
  2. 23% of companies outsource to focus on strategy and business planning. Total HR Management helps our clients work on their business and not get lost in the administrative tasks of their business. Isn’t working on your business and for your clients the actual process that increases your profit margin?
  3. 22% of companies outsource to ensure compliance issues are covered. Since it is increasingly risky to not meet both state and federal requirements when it comes to compliance challenges across the board, outsourcing this risk is a smart choice that can help you avoid costly business headaches in the future.
  4. 18% of companies outsource to improve accuracy with payroll processing and benefits administration. By having a professional employer organization handle these HR functions, you no longer need to worry about all those distracting details.
  5. 18% of companies outsource due to a lack of experience in-house and a reluctance to pay the salary of a full-time HR manager. If you know your weaknesses, then you can optimize your strengths. Total HR Management knows you are the best at running your business. A big part of running a business is knowing when to hand off tasks that get in the way of the business of that business. Why allow the bureaucratic work, where you lack a necessary expertise, to consume tons of time.

HR Outsourcing Makes Sense

As a professional employer organization and human resources outsourcing company, Total HR Management’s number one goal is to help our clients succeed. You need to avoid compliance issues, and we help accomplish that objective. You need to keep your employees happy and productive, and we provide the benefits administration and clear employee handbooks to make that a reality. You need to make sure your company is safe from lawsuits, and we help by providing the protection of EPLI administration.

Total HR Management Can Help

When you need help, we are a phone call away. Your dedicated HR manager will learn about your business, listen to your concerns and address your company’s needs. Such a high-level of service is why so many are embracing HR outsourcing in the 21st century. Please contact Total HR Management today to learn why a PEO or HR outsourcing makes sense for your company.

Value Of Professional Employer Organizations Study By NAPEO Reveals Faster Growth, Lower Employee Turnover & Higher Business Survival Rates

Faster Growth, Lower Turnover & Higher Business Survival Rates =

                                         It Just Works…

In a report on a convincing study, NAPEO revealed that companies, which chose to work with PEOs, have lower employee turnover and higher business survival rates respectively. Released during the annual NAPEO conference in Miami, the study underscores the true value of professional employer organizations. From past and present experience with a long list of loyal client companies, Total HR Management is not surprised by the positive results of the NAPEO study.

NAPEO Study By Two Respected Economists

napeo study, pat cleary, it just works

NAPEO Study: It Just Works…

Achieved by the respected economists Laurie Bassi and Dan McMurrer, the 2014 NAPEO study was a follow-up to a report released in 2013 that clearly showed that small businesses in PEO arrangements grow faster than non-PEO using competition. PEOs provide payroll, benefits, recruitment and selection, and other HR related services to small and mid-sized companies. Through PEOs, employees at small to mid-sized businesses gain access to quality benefits typically only ever provided by large companies.

In a statement about the success of the 2014 study, Pat Cleary, NAPEO president and CEO, explained the positive results of the outcome: “”It’s very simple: Small businesses that use PEOs grow 7-9 percent faster, have employee turnover that is 23-32 percent lower, and are 50 percent less likely to go out of business than companies that don’t use PEOs. This proves through hard data the value proposition of PEOs.”

Impressive NAPEO Study Figures Cannot Be Ignored

An impressive figure in the study was the drastic reduction in employee turnover rate for companies using PEOs. While the overall employee turnover rate in the United States is approximately 42 percent per year, companies using PEOs experience only a 28-32 percent rate. When you are talking about keeping an additional 10 to 15 percent of your employees working and happy, the obvious value of PEO relationships is clear. After all, such a percentage is a definitive edge that could have an actual impact in a competitive business environment.

Without question, however, the most impressive value-driven outcome of the 2014 NAPEO study was the resonating fact that businesses partnering with PEOs are 50 percent less likely to fail from one year to the next when compared to similar companies in the business population as a whole.

Pat Cleary Of NAPEO Illustrates The PEO Edge

Proud of the accomplishments of American PEOs, Pat Cleary expressed his faith in the positive results of the 2014 study when he said, “”Across all industries, this study shows that there are clear advantages for PEO clients on two of the most fundamental issues faced by any business: retention of employees and continued survival… PEOs make it possible for companies to retain their best and brightest employees and focus on their core business, which helps them survive and grow.”

James Harwood and the Human Resources Professionals and Managers at Total HR Management could not have said it any better. In the competitive post-recession economy of the early 21st century, a professional employer organization like Total HR Management provides small to mid-sized companies with the extra edge they need to succeed. As Total HR Management states on The Total HR Difference section of the website, “Most importantly, we consistently deliver on our promise to help you work “on your business” and not “in your business”…. Our clients stay with us because we follow through with our promises, delivering consistent and reliable services.” Such service is why PEOs are so successful today.

Total HR Questions & Answers #7: Can We Request To See A Job Applicant’s W-2 Or The Tax Returns Of Potential Employees As Part Of The Interview Process?

When it comes to the tax returns of potential employees or job applicants, finding a balance between privacy and due diligence is delicate at best. In Total HR Questions & Answers, our PEO (professional employer organization) experts provide answers to questions posed in the present and the past by the management teams of our client companies and potential clients. The goal is to provide professional human resources oriented answers to challenging questions. The seventh question in this ongoing series asks whether or not a company can request to see a job applicant’s W-2 or tax return as part of the interview process?

 Question About The Tax Returns of Potential Employees

As part of the interview process, can we request to see a job applicant’s W-2 or the tax return of potential employees to verify past salary history?

Answer About The Tax Returns of Potential Employees

On the California Employment Law Report, Anthony Zaller explains that in the majority of cases, it is okay to request to see a job applicant’s W-2 or tax return to verify their work and salary history. Although more common in certain industries like financial services and salaried sales jobs, the practice can help on several other fronts as well. For example, if the job applicant’s former company has gone out of business, there might be no other way to verify their salary history and other essential information. In order to do proper due diligence, sometimes seeing the tax returns of potential employees is a real necessity.

tax returns of potential employees, peo

Tax Returns of Potential Employees

The problem about requesting to see a job candidate’s W-2 or the tax returns of potential employees is exposure to information that you might not want to be exposed to as a potential new employer. Everything from the new employee’s social security history to information about dependent care credits and non-taxable sick pay. Such information could place a potential candidate in a protected class and unfairly prejudice your hiring decision, resulting in a potential legal imbroglio. If you want to avoid such problems, you can ask the employee to black out certain sections of their tax return to prevent any legal exposure.

Total HR Management also wants to remind our clients about the difference between requesting information and demanding information. Requesting tax reforms  of potential employees or the W-2 of a job applicant as part of the hiring process with the implied notion that they will be instrumental in any final decision is much smarter than making an absolute demand. Such demands can be misinterpreted and lead to potential other problems like social media exposure. If you have any questions, please contact Total HR Management for help by calling (800) 975-5128 or emailing our human resources outsourcing experts at


No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.


Why Should Your Company Work With A Professional Employer Organization (PEO)?

In the 21st century and in the wake of the recent recession, owning and running a business is more challenging than ever. While your core business remains your main priority, there seems to be so many other employment-related responsibilities that consume an employer’s focus. Employee benefits, healthcare reform, payroll processing and EPLI risk management are commonly referred to as administrative burdens for a reason. They are a time suck. Then again, hiring a full-time human resources director is expensive. What are the options and what are you supposed to do when it feels like you are caught between a rock and a hard place?

professional employer organization, hr, human resources, outsourcing

Managing Human Resources

Total HR Management is proud to offer the modern PEO solution to the age-old problems of effective human resources management. The bonus of working with a professional employer organization is that it allows you to be hands off when it come to all of those annoying administrative burdens. When partnering with Total HR Management, you enter into a tailored co-employment relationship. Co-employment is when the PEO performs the functions of the administrative employer and takes on certain liability responsibilities of the employer, allowing the client to focus on the actual work of their business. Why is the Total HR co-employment model tailored? The reason simply is we give your company what it needs; nothing more and nothing less.

There is a bevy of administrative tasks we can handle. These administrative tasks range from payroll processing and employee benefits administration to liability insurance and regulatory paperwork. Keeping up with the times, we also have become experts at navigating the complexities of healthcare reform and PPACA. If you already have an employee benefits solution, but your payroll processing and EPLI situation leaves something to be desired, these are the PEO functions that Total HR will cover. By offering a tailored solution, we work with you to diagnose the needs of your company and provide a services package that makes sense.

If you want to know more about how Total HR Management can potentially help your company as a professional employer organization, please contact us today by calling (800) 975-5128 or emailing our human resources outsourcing experts at



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