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PEO workers comp
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Why PEO Solutions may be right for
you workers compensation needs

1. Flexibility

Covers 0 or 1000 employees.
Cancel anytime.
No Cancellation fees.
No Audits.

3. Bundled Savings

Benefits Administration.
Risk & Safety.
HR Support.
All included in one flat rate.


PEO’s process payroll.
Handles all employment tax filings.
Process annual W-2’s.

3. Bundled Savings

Benefits Administration.
Risk & Safety.
HR Support.
All included in one flat rate.


PEO’s process payroll.
Handles all employment tax filings.
Process annual W-2’s.


Our PEO Workers Comp
programs allow you to focus
on growing your business,
not administrating it.

Get your instant PEO workers compensation quote today

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OCMI Workers Comp is a business workers compensation program

provider finding the best affordable coverage for any business.

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Flexible Programs for any industry

Every business has unique workers compensation needs.
That’s why O.C.M.I. is here to help.

Flexible Workers Comp

Programs for any company

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Why use a PEO
(Professional Employer Organization)?

With the expert, strategic guidance of a PEO, you may be able to grow your business and have peace of mind that you’re more protected while doing so. PEOs typically help with:

Payroll and tax filing

PEOs process payroll and in some cases, can pay local, state and federal employment taxes. Many also integrate payroll with time and attendance, which helps reduce duplicate data entry and errors.

Benefits administration

A co-employment arrangement often comes with access to high-quality, cost-effective health insurance, as well as dental care, retirement benefits and other employee perks. The PEO will usually handle the employee enrollment for these benefits and process claims for you.


PEOs typically have compliance experts who can help you protect your business from fines and penalties. Their area of expertise may include payroll tax law and reporting requirements, unemployment insurance, workers’ compensation, hiring and HR compliance.

Risk and safety

In addition to workers’ compensation insurance, PEOs sometimes provide safety audits and training programs to help you limit claims. They may also assist with Occupational Safety and Health Administration (OSHA) inspections.

Human resource support

In many cases, a PEO has HR professionals who provide HR services and support. If you already have an in-house HR person or team, the PEO partners with them both strategically and administratively.

Talent management

Some PEOs offer end-to-end talent services, like recruiting and strategic hiring, employee training and engagement, and performance management.

PEO for small business

Small and midsized business owners often turn to PEOs for support with critical and strategic HR management so they can focus on their core competencies, including creating, enhancing and selling the products and services that made their names. Learn more about how a PEO can benefit small businesses.

Help reduce your employer liability

By partnering with a PEO, you may be able to mitigate some of the liabilities associated with being an employer.

Go beyond HR administration

Some PEOs offer data analytics and benchmarking services that provide insights into your workforce. With the right data and HR expertise, you may be able to better answer critical questions, such as:

Information like this can help you realign your business practices to improve employee retention and reduce turnover.

How PEOs work

In a co-employment relationship, both the business and the PEO share certain employer responsibilities. The PEO typically processes payroll, withholds and pays payroll taxes, maintains workers’ compensation coverage, administers employee benefits and provides human resources guidance. This leaves you to manage regular business operations, like providing products and services to customers, and making decisions about which employees to hire or terminate.


To choose the right PEO for your business, shop the co-employment market just as you would for any other strategic business need. Look for PEO’s that:

What kinds of businesses benefit from PEOs?

Small and midsized businesses tend to be in co-employment arrangements the most, but larger organizations can also benefit. In fact, PEOs are a good fit for almost all industries, including, but not limited to:

What does it not do?

Although a PEO may handle HR administration, that doesn’t mean you cede ownership or complete control of your organization to them. A PEO will not:

Consider the following when evaluating estimated PEO costs:

Reputable providers usually include a cost analysis so you can see how your payments will be allocated to payroll, benefits, workers’ compensation, etc.


You may pay more for in-depth services, like data insights or talent management, but these features could improve your return on investment.


Your time is valuable. Managing HR on your own may take your focus away from business activities that generate revenue.

Types of PEOs

Although there is only one type of PEO, known as co-employment, there remains some confusion among employers about the business model. This misconception is largely because employee leasing has been incorrectly used to describe PEOs and their services over the years. In fact, some state legislatures continue to refer to PEOs as a type of leasing in their statutes.

PEOs and other categories of outsourcing

PEOs are a type of HR outsourcing, but they’re also distinctly unique because of the co-employment arrangement. Other outsourcing services that are similar to or sometimes mistaken for PEOs include:


See what other employers are asking about PEOs:

Who is the employer in a PEO?

In a co-employment arrangement, the PEO is the employer of record for tax purposes, but the client business maintains full authority of its workforce.

What is the benefit of a PEO?

A PEO partners with you so that you don’t have to navigate HR, risk and compliance on your own, thereby helping you protect and grow your business.

What does PEO mean?

PEO means professional employer organization. They serve to help small and midsized businesses manage certain HR responsibilities and risks through co-employment.

How does a PEO make money?

PEOs make money by charging a fee for their role in co-employment. This cost usually depends on the total number of employees you have and the breadth of services you purchase. For example, PEOs that only handle basic HR administration, like payroll and benefits, may be less expensive than those that offer a full set of services.

What is the difference between a PEO and a staffing company?

Staffing companies lease employees to other businesses and remain the sole employer for those workers. PEOs, on the other hand, don’t supply a workforce, but assume certain responsibilities that make them co-employers with their partner organizations.

Does partnering with a PEO affect my company culture?

A co-employment relationship will not necessarily affect your organization’s culture unless that is one of your desired goals. In which case, some PEOs can recommend strategies to shape your culture and brand in a way that represents how you want your business to be perceived by your employees today and in the future.

By partnering with a PEO, do I also become a co-employer of other companies’ employees?

No contractual relationship is ever created between all of a PEO’s clients. Therefore, you are not responsible for any employees other than your own.

What is the difference between a PEO and HR outsourcing?

In a co-employment relationship, you share certain employer responsibilities with the PEO that cannot be achieved through typical HR outsourcing. For example, a PEO usually provides access to robust health insurance and other perks for employees, while an HR outsourcing firm may simply help administer your existing benefits, HR or payroll.

This article provides practical information concerning the subject matter and is provided with the understanding that O.C.M.I. Workers Comp & Professional Services, LLC. is not rendering legal or tax advice or other professional services.


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