Business Stages « Established
HR solutions for seasoned businesses
For established organizations, accurate and efficient HR administration is critical. The complexities of managing a business of your size can be challenging but with guidance from an expert team of HR professionals, you can optimize your operations seamlessly.
Business Stages « Established
HR solutions for seasoned businesses
For established organizations, accurate and efficient HR administration is critical. The complexities of managing a business of your size can be challenging but with guidance from an expert team of HR professionals, you can optimize your operations seamlessly.
We make HR easy
Our HR solutions handle the heavy lifting, so you can focus on what really matters.
HR compliance with confidence
We’re here to guide you through the ever-changing landscape and keep things steady.
Retain and attract top talent
Competitive benefits and training opportunities to grow and retain employees.
Tackle HR Challenges with ease
Running a business has it’s fair share of challenges. The last thing you want is to be pouring resources into are tedious tasks that take precious time away from your main line of business. That’s where simplicityHR can help. From streamlining payroll to offering top-tier benefits and strategic HR support, we adapt with you as you grow—boosting retention, managing risks, and simplifying compliance along the way. By the numbers, working with an HR provider like simplicityHR makes good business sense.
50%
of privately held businesses using an HR partner are less likely to go out of business.
$450
saved per employee for administrative costs when using an HR partner.
Businesses using an HR partner usually have more employees and see higher expected revenue growth compared to those that don’t.
Sources: Napeo
At 10+ Employees
OSHA Recordkeeping
When your business hits 10+ employees, most employers must keep records of serious work-related injuries and illnesses for at least five years to remain compliant with OSHA rules. Each year from February to April, a summary of the previous year’s incidents must be posted.
At 15+ Employees
Title VII of the Civil Rights Act
Once you hit the 15-employee mark, Title VII of the Civil Rights Act of 1964 applies, which prohibits discrimination based on race, color, religion, sex, and national origin. Violation of this federal law may result in compensatory and punitive damages as follows:
-
- 15-100 employees – maximum of $50,000
-
- 101-200 employees – maximum of $100,000
-
- 201-500 employees – maximum of $200,000
-
- 500+ employees – maximum of $300,000
Important: State laws prohibiting discrimination based on certain categories may also apply with an even lower employee threshold.
At 20+ Employees
COBRA Coverage
If your business has 20 or more employees, you’re required to offer COBRA. This allows employees and their dependents who lose health benefits the option to continue it through the group health plan for a limited period of time under certain circumstances such as a reduction of hours or separation of employment. You’ll need to provide this coverage if you’ve had 20 full-time employees for at least half of the previous year.
Medicare Benefits
When your business hits 20 employees, you’ll need to start coordinating Medicare benefits. For companies with fewer than 20, Medicare pays first. But once you reach 20 or more, your employer healthcare kicks in first, and Medicare comes second.
At 10+ Employees
OSHA Recordkeeping
When your business hits 10+ employees, most employers must keep records of serious work-related injuries and illnesses for at least five years to remain compliant with OSHA rules. Each year from February to April, a summary of the previous year’s incidents must be posted.
At 15+ Employees
Title VII of the Civil Rights Act
Once you hit the 15-employee mark, Title VII of the Civil Rights Act of 1964 applies, which prohibits discrimination based on race, color, religion, sex, and national origin. Violation of this federal law may result in compensatory and punitive damages as follows:
-
- 15-100 employees – maximum of $50,000
-
- 101-200 employees – maximum of $100,000
-
- 201-500 employees – maximum of $200,000
-
- 500+ employees – maximum of $300,000
Important: State laws prohibiting discrimination based on certain categories may also apply with an even lower employee threshold.
At 20+ Employees
COBRA Coverage
If your business has 20 or more employees, you’re required to offer COBRA. This allows employees and their dependents who lose health benefits the option to continue it through the group health plan for a limited period of time under certain circumstances such as a reduction of hours or separation of employment. You’ll need to provide this coverage if you’ve had 20 full-time employees for at least half of the previous year.
Medicare Benefits
When your business hits 20 employees, you’ll need to start coordinating Medicare benefits. For companies with fewer than 20, Medicare pays first. But once you reach 20 or more, your employer healthcare kicks in first, and Medicare comes second.