A PEO, or Professional Employer Organization, allows smaller companies to band together as part of a larger employer (Stratus.hr), creating efficiencies for administrative needs that every company needs, such as payroll, workers’ comp policy and claims management, benefits deductions and reconciliations, and more. The PEO also has certified Human Resources experts who are available to clients 24/7 to provide consulting for any kind of HR matter, whether it be hiring or firing concerns, employee disputes, wage and hour issues, employee onboarding, discrimination claims, employee handbooks, and so on. With economies-of-scale working in their benefit, PEO clients are also able to tap into the buying power of a PEO to provide competitive benefits that would be difficult to afford and manage on their own.
As a PEO, Stratus.hr becomes the employer of record for your employees while you remain the worksite employer. Many people refer to this as co-employment. Your employees still work for you and you manage them as always, but Stratus.hr assumes the responsibility and liability of wage payments and other HR compliance laws.
Stratus.hr remits wages and withholdings of the worksite employees and reports, collects and deposits employment taxes with local, state and federal authorities. Stratus.hr also issues Forms W-2 for all compensation paid to employees under its EIN. The client company retains responsibility for and manages product development and production, business operations, marketing, sales, and service. Both Stratus.hr and the client share certain responsibilities, as determined in the Client Service Agreement.
Depending on your company’s needs, Stratus.hr will provide a complete human resource and benefits package for your worksite employees. Your company gets the protection and service it needs for much less than it would be to hire full-time experts and procure such a diverse benefits package on your own.
Business owners want to focus their time and energy on the “business of their business” and not on the “business of employment.” As businesses grow, most owners do not have the necessary human resource training, payroll and accounting skills, the knowledge of regulatory compliance, or the backgrounds in risk management, insurance and employee benefit programs to meet the demands of being an employer. Stratus.hr gives small-group markets access to many benefits and employment amenities they would not have otherwise.
Log in to your Stratus.hr employee profile and click “My Info” and then “PTO” to view your available paid leave balance(s). You can also access this information through our mobile app, Stratus.hr Mobile. If your employer manages PTO another way, you can contact your supervisor directly for PTO balances specific to your employer’s PTO policy.
If your employer uses SwipeClock to manage PTO, simply log in to your Stratus.hr employee profile and click “Time Keeping Employee.” Once in SwipeClock, you will see a link for “Time Off Requests” in the left-hand menu. Then select “Add New Time Off Request” and follow the instructions from there. If your employer manages PTO another way, you can contact your supervisor directly for instructions specific to your employer.
You can now access SwipeClock in SplashTrack. If your employer uses this Time Keeping system you will see a link to the system for employees. If you are a manager who approves time sheets and manages punches and/or PTO for your employees, you will see a separate link for Manager Access in the Time Keeping system.
Your username and password for the Stratus.hr Mobile app are the same as your Stratus.hr employee profile. Any changes to your password online through the portal will change for the mobile app, too. If you have forgotten your password, you can reset it here: Forgot Password. If you are a current employee and not a job applicant, make sure you choose the “Employee” option.
Changes must be processed within 30 days from a “qualifying event,” which most commonly include birth, adoption, death, marriage, or divorce. Please call 801.984.1326 or email email@example.com within 30 days of your qualifying event and provide the reason for the change, the date of the qualifying event, and whether you will be adding or dropping coverage.
Open enrollment is the time frame to make benefit election changes for the upcoming year. Stratus.hr may have a different open enrollment period for our large group benefits than the open enrollment period for your worksite employer benefit plans. Please contact our Benefits Department at 801.984.1326 or email firstname.lastname@example.org to confirm your applicable open enrollment time frame(s).
Every participant will receive a packet mailed to their home address with a username and pin # for enrollment. You may also go to www.ta-retirement.com and log in using your Social Security number for the username and last 4 digits of your Social Security number for the password. Once logged in, the system will walk you through creating your account, allow you to make a contribution election, and select funds for you to invest your contributions.
Distributions or loans can be requested online by logging into www.ta-retirement.com. Your username will be your Social Security number and password will be what you created when you logged in for the first time. Once the distribution is requested, Transamerica will process the distribution or loan as outlined in the online request.
Unfortunately, Stratus.hr cannot make this change for you. You will need to call the Transamerica Participant Customer Service Center to request account access and password reset. The Participant Customer Service Center number is 1-800-401 TRAN-(8726).
The 3-day rule is a law established by the U.S. Citizenship and Immigration Services to ensure any person hired is legally eligible to work in the U.S. The I-9 is also the key element of E-Verify’s Internet-based employment eligibility verification that Stratus.hr performs for your employees. E-Verify compares information entered from Form I-9 to records available to the U.S. Department of Homeland Security and is considered “late” if submitted after three business days of the employee’s hire date. For more information, please see USCIS.gov.