The flexibility you need to keep on growing.

Most growing companies have a goal to increase market share, improve profitability, or expand into new markets. If you share these goals, there’s a good chance you’ve discovered challenges along the way.

At G&A, we deliver world-class HR services that empower people to achieve their dreams and pursue their passions. What sets us apart is our ability to create custom, scalable service offerings that not only meet your organization’s current needs, but also have the ability to adapt as your business grows.

The difference between the two models is in the way the services are delivered—either through a more traditional vendor/client relationship (ASO) or a co-employment relationship (PEO). With the help of the team at G&A, you can find the arrangement that best fits your company’s current and future needs.

Professional Employer Organization (PEO)

With the PEO model, your company enters into a co-employer relationship with G&A Partners. This enables us to act as the employer of record for your business and share liability with you on employee-related matters, while you continue to manage your employee’s day-to-day activities. The arrangement also gives G&A the authority to perform—on your behalf—many of the tedious, administrative tasks associated with being an employer, such as payroll and benefits administration. In addition, we’re able to process all employees’ taxes under our federal tax identification number. The PEO model is a good fit for growing businesses that either lack an HR team, or need administrative support to augment their current HR infrastructure.

Administrative Services Organization (ASO)

G&A’s ASO model allows you to pick and choose from our wide array of services to create a custom offering designed to support or supplement your current in-house HR staff or internal processes. This á la carte approach is similar to traditional business-process outsourcing and vendor-client relationships and often works best for companies that may not desire the co-employment model, as well as companies that have an HR infrastructure in place and would like a little more flexibility.

Under a Professional Employer Organization (PEO) arrangement, your company enters into a co-employment relationship with G&A Partners. This allows us to act as the "Employer of Record" for your business, facilitating shared liability with G&A on employee-related matters.

This arrangement also gives us authority to perform many back-office administrative tasks associated with being an employer (payroll administration, benefits reconciliation, workers’ compensation, etc.) on your behalf, processing all employee-related taxes under our federal tax identification number. Of course, you retain full control of the day-to-day operations and management of your business and employees, while G&A helps you to free up time once spent on HR administrative duties.

This co-employment arrangement means that your team members will benefit from G&A’s ability as a PEO to negotiate better rates for insurance and other benefits. It also means that instead of stressing out about their benefits coverage or how to apply for FMLA leave, your employees have direct access to dedicated HR professionals, so they can get answers when they have questions.

G&A also takes care of more complex and time-consuming HR functions like compliance with healthcare legislation, IRS reporting, workers’ compensation, unemployment insurance claims, and other tasks that can be difficult for you and your team to handle.

Since a PEO becomes a co-employer for all of your employees, G&A will assume both the liability and responsibility for managing and reporting your employees’ payroll and unemployment taxes. In addition, G&A also assists you with ensuring your employees are covered and protected under a whole host of state and federal labor laws.

G&A's ASO model allows you to pick and choose from our wide array of services to create a custom offering designed to support or supplement your current in-house HR staff or internal processes. This “á la carte” approach is similar to traditional business process outsourcing and vendor/client relationships, and it works best for large and established companies that already have an HR infrastructure in place.

The onboarding process generally lasts about 4-6 weeks, although this timeline may be longer or shorter depending on your company’s needs.

Have more questions?

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