PRLA Restaurant & Lodging Matters Winter 2022

Winter 2022 • PENNSYLVANIA RESTAURANT & LODGING matters • 9 PRLA has partnered with FocusHRO, and we’re ready to learn how we can help you today! Insurances for both your employees and for your business, we’re here to assist you with all things HR. Visit to get started. Annual Conference & Awards Gala 2022 SAVE THE DATE: SEPTEMBER 12-13 THE HOTEL HERSHEY **NEW THIS YEAR** GOLF CLASSIC SEPT. 12 SPIRIT OF HOSPITALITY AWARDS GALA SEPT. 12 SPEAKERS & SESSIONS SEPT. 12-13 VISIT PRLA.ORG/FALLCONFERENCE FOR UPDATES ON LOCATION & SESSIONS. employee. Consider the following, and put yourself in the shoes of the owner or person that would need to manage this entire process: • Recruiting/Onboarding—first you need to find the right person for your team. Someone to help you get the word out, file through the scores of resumes, and only send you those candidates that meet your qualifications. Then it’s onboarding. I9, W4, reviewing the handbook, tobacco policy, drug policy, every other policy, benefits explanations, waiting periods, elections, questions… That’s right, you never have to deal with any of this—you’re still working with your team, serving your customers, and making your business money. • Payroll—likely using the payroll system to onboard, the employee’s info is all in the system and verified— benefit elections have been entered— deductions are confirmed. These deductions are often missed when the insurance broker has to tell the owner what the deductions are, and then the owner has to tell the payroll team. Instead, the HRO manages this all at once. The only time the owner is needed is to read the confirmation. • Benefit-Administration—congrats— your employee just had a baby, but now we’ve got to make sure the baby is covered on the insurance. No more chasing employees or paperwork—the employee calls HRO directly, and the owner is notified after everything is completed successfully. As you can see, utilizing the right HRO can free up significant time, not to mention ensuring these important responsibilities are being managed by qualified people. Employees are properly onboarded, benefits are properly communicated and enrolled, and payroll deductions match. This is the way it should be—easy. You won’t find yourself in a co-employment contract requiring your team to take benefits you didn’t pick or have to relearn a new company culture due to being acquired. Your employees won’t have to pick benefits that will likely not be to par when compared to the local insurance options. And most importantly, you will be freed up to reengage and take your company to the next level, just as you had envisioned before getting bogged down in all of the administrative work. •