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'Insourcing' HR Gives Law Firms Extra Services
Employee health benefits were the number one reason Louis Reisman, managing director of Los Angeles-based Weinstock, Manion, Reisman, Shore & Neumann, began investigating the concept of Professional Employer Organizations (PEOs). That was back in 1987. Now almost 20 years later, the decision to utilize a PEO continues to be among the best he has made for his firm.
“I can't count the number of hours I spent reviewing proposals and meeting with representatives to discuss our employee health benefits needs; time that should have been spent serving my clients. The PEO concept was the perfect choice for our firm,” says Reisman.
Dealing with these types of personnel issues and responsibilities can be a time-consuming burden. Consequently, an increasing number of law firms are entering into a co-employment relationship with a PEO that serves as an off-site human resources department for the law firm. Under this arrangement, the PEO assumes or shares many of the responsibilities of being an employer, and the employees gain a wide array of value-added benefits and services not typically available at small businesses.
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