There are two (2) ways to request a duplicate W-2:

1. You may log in to your Web Access account and click 'Documents' on the left side of the screen. The 'Duplicate W-2 Request Form' will be listed among the downloadable documents under Employee Documents. Please complete the form and send it to Staff Resources, Inc.
2. If you do not have access to the Internet, or if you do not have a Web Access account, please call Staff Resources, Inc. and request the form.

Once your completed request form has been received by our staff, we can process your request for the duplicate W-2.

Professional employer organizations (PEOs) enable clients to cost-effectively outsource the management of human resources, employee benefits, payroll and workers' compensation. PEO clients focus on their core competencies to maintain and grow their bottom line.

Once a client company contracts with a PEO, the PEO will then co-employ the client's worksite employees. In the arrangement among a PEO, a worksite employee and a client company, there exists a shared relationship in which both the PEO and client company have an employment relationship with the worker. The PEO and client company share and allocate responsibilities and liabilities. The PEO assumes much of the responsibility and liability for the business of employment, such as risk management, human resource management, and payroll and employee tax compliance. The client company retains responsibility for and manages product development and production, business operations, marketing, sales, and service. The PEO and the client will share certain responsibilities for employment law compliance. As a co-employer, the PEO will often provide a complete human resource and benefit package for worksite employees.

Any business can find value in a PEO relationship. An average client of a NAPEO member company is a business with 19 worksite employees. Increasingly, larger businesses also are finding value in a PEO arrangement, because PEOs offer robust Web-based HR technologies and expertise in HR management. PEOs can partner with companies that have 500 or more employees and work in conjunction with their existing human resources department.

PEO clients include many different types of businesses ranging from accounting firms to high-tech companies and small manufacturers. Many different types of professionals, including doctors, retailers, mechanics, engineers and plumbers, also benefit from PEO services.

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. PEOs give small-group markets access to many benefits and employment amenities they would not have otherwise.

No. The client retains ownership of the company and control over its operations. As co-employers, the PEO and client will contractually share or allocate employer responsibilities and liabilities. The PEO will generally only assume responsibilities and liabilities associated with a "general" employer for purposes of administration, payroll, taxes and benefits. The client will continue to have responsibility for worksite safety and compliance. The PEO will be responsible for payroll and employment taxes, will maintain employee records and reserves a right to hire and fire. Because the PEO also may be responsible for workers' compensation, many PEOs also focus on and improve safety and compliance. In general terms, the PEO will focus on employment-related issues and the client will be responsible for the actual business operations.

PEOs do not supply labor to worksites. PEOs supply services and benefits to a small business client and its existing workforce. PEOs enter into a co-employment arrangement typically involving all of the client's existing worksite employees in a long-term relationship, and sponsor benefit plans for the workers and provide human resources services to the worksite employer. In most cases, the PEO provides access to health insurance, retirement savings plans, and other critical employee benefits for the worksite employees of a small business client. If a PEO relationship is terminated, the workers’ co-employment arrangement with the PEO ceases, but they will continue as employees of the client.

By comparison, a leasing or staffing service supplies new workers, usually on a temporary or project-specific basis. These leased employees return to the staffing service for reassignment after completion of their work with the client company. Some define employee leasing as temporary employment arrangement where one or more workers selected by the leasing or staffing entity are assigned to a customer frequently for a fixed period of time or for a specific project. Upon termination of the staffing or leasing company arrangement, the worker has no continuing employment relationship with the client.

Historically, leasing terminology was used to describe what has evolved into PEO relationships. Some older state statutes governing PEOs still use the leasing terminology, contributing to the confusion about PEOs.

Like a leasing situation, a temporary staffing service recruits and hires employees and assigns them to clients to support or supplement the client's workforce in special work situations, such as employee absences, temporary skill shortages or seasonal workloads. These workers are traditionally only a small portion of the client's workforce.

PEOs do not supply labor to worksites. They co-employ existing permanent workforces and provide services and benefits to both the worksite employer and the employees.

It is estimated that 2-3 million Americans are currently co-employed in a PEO arrangement. The average PEO has grown more than 20 percent per year for each of the last six years, according to a survey of NAPEO members. About 700 PEOs that offer a wide array of employment services and benefits are operating today in 50 states. The PEO industry generates approximately $68 billion in gross revenues annually. PEOs have an 88 percent client retention rate due to strong client satisfaction. NAPEO member companies are estimated to account for more than 91 percent of the industry's gross revenues.

The PEO's economy of scale enables each client company to lower employment costs and increase the business's bottom line. The client can maintain a simple in-house HR infrastructure or none at all by relying on the PEO. The client also can reduce hiring overhead. The professionals at the PEO can provide critical assistance with employer compliance, which helps protect the client against liability. In many cases, the client can pay a small up-front cost for a significant technology and service infrastructure or platform provided by the PEO. In addition, the PEO provides time savings by handling routine and redundant tasks for its clients. This enables the business owner to focus on the company's core competency and grow its bottom line.

Formed in 1984, the National Association of Professional Employer Organizations is the national trade association for the PEO industry. NAPEO is known both as NAPEO — The Voice of the PEO Industry® for government affairs and as The Source for PEO Education^® due to the association's education and training programs. NAPEO promotes a Code of Ethics and a number of best practices to its member companies. NAPEO has nearly 400 PEO members operating in all 50 states, representing approximately 91 percent of the revenues of the $68 billion industry.

ESAC administers an accreditation program for the professional employer organization (PEO) industry to verify compliance with government regulations and important industry standards. The performance of key employer responsibilities by accredited PEOs is backed by bonds providing financial assurance for clients, worksite employees, insurers and regulatory authorities.

• ESAC provides services and assurances similar to the FDIC for the banking industry, SIPC for the securities industry, and state insurance guaranty associations for the insurance industry.
• ESAC provides compliance verification and monitoring services similar to Sarbanes Oxley and ISO9000 requirements.
• ESAC-accredited PEOs demonstrate financial stability, ethical business conduct and adherence to operational standards and regulatory requirements.
• ESAC accreditation decreases the burden of research and verification by PEO clients and regulatory authorities.
• Financial assurance to clients, worksite employees, insurers and regulatory authorities is provided through $1 million individual surety bonds covering each accredited PEO plus a $10 million excess surety bond.
• ESAC-accredited PEOs submit audited financial statements and quarterly independent CPA verification of payment of taxes, benefit contributions and insurance premiums.

Employees seek financial security, quality health insurance, a safe working environment and opportunities for retirement savings. When a company works with a PEO, job security is improved as the PEO implements efficiencies to lower employment costs. Job satisfaction and productivity increase when employees are provided with professional human resource services, training, employee manuals, safety services and improved communications. And in many cases, a co-employment relationship provides employees with an expanded employee benefits package, to include a 401(k), life insurance, disability insurance, discount plans, a flexible spending plan and more.

Frequently, a PEO arrangement is the only opportunity for a worker of many small businesses to receive Fortune 500 quality employee benefits like health insurance, dental and vision care, life insurance, retirement saving plans, job counseling, adoption assistance, and educational benefits. Absent the PEO, a small business can neither afford nor manage these benefits.

Like other employers, a PEO may sponsor employee benefit plans for its worksite employees. Such benefits may be mandated by law, such as workers' compensation and unemployment benefits. Or they may be voluntary benefits that will help attract and retain quality employees, such as health, life, dental and disability insurance. PEOs as employers may sponsor or acquire programs for their employees. As such, PEOs are consumers of insurance and procure these benefits from licensed insurance agents and authorized insurers.

PEOs assume responsibility and liability for payment of wages and compliance with the rules and regulations governing the reporting and payment of federal and state taxes on wages paid to its employees. PEOs have long established their role as reporting income and handling withholding, FICA and FUTA. In 2002, the IRS issued guidance confirming the ability of PEOs to offer qualified retirement benefits.

As the employer for employment tax and employee benefits, PEOs assume responsibility and liability for payment of state unemployment taxes, and most states recognize the PEO as the responsible entity. In those states that require the PEO to report unemployment tax liability under its clients' account numbers, the PEO can still manage this responsibility.

As employers, both the client and the PEO have compliance obligations. However, PEOs provide worksite employees with coverage under many employment laws and regulations, including federal, state, and local discrimination laws, Title VII of the 1964 Civil Rights Act, Age Discrimination in Employment Act, ADA, HIPAA, Equal Pay Act, and COBRA. In many cases, these laws would not apply to workers at small businesses without the PEO relationship, since many statutes have exemptions based upon the number of workers in a work force. Once included in the PEO's workforce, the workers are protected by these laws.

Many states recognize the PEO as the employer of worksite employees for purposes of providing workers' compensation coverage.

Yes. PEOs operate in all 50 states. Many states provide some form of specific licensing, registration, or regulation for PEOs. These states statutorily recognize PEOs as the employer or co-employer of worksite employees for many purposes, including workers' compensation and state unemployment insurance taxes. The IRS has accepted the right of a PEO to withhold and remit federal income and unemployment taxes for worksite employees. The IRS has promulgated specific guidance confirming the authority of PEOs to provide retirement benefits to workers.

No. PEOs work equally well in union and non-union worksites. The National Labor Relations Board (NLRB) recognizes that in co-employment relationships, worksite employees are appropriately included in the client employer's collective bargaining unit. Where a collective bargaining agreement exists, PEOs fully abide by the agreement's terms. PEOs endorse the rights of employees to organize, or not organize, under state and federal laws.

Similar to their business clients, most PEOs are private entities that do not have public financial statements. Nonetheless, clients are advised to check a PEO’s references, reputation, and financial background. Ask if the PEO has audited financial statements, obtain credit references, and conduct due diligence. In states where required, make certain that the PEO is duly licensed or registered. Many PEOs provide clients an independent CPA’s attestation regarding the PEO’s audited financial statements and payment of taxes and benefit plans.

A number of state PEO licensing and registration laws require audited financial statements. In addition, the PEO industry best professional performance practices recommend audited financial statements in order to enhance internal controls and accuracy of financial information. While independent audits cannot prevent fraud or financial failure, they provide management with an independent review of and opinion that the financial statements of the entity are accurate, complete and fairly presented according to generally accepted accounting principles (GAAP).

At Staff Resources, Inc. we are committed to providing the highest quality human resources outsourcing service while maintaining a proactive stance on workforce challenges and opportunities, thereby enabling you to focus on your profitability, productivity and growth. Staff Resources, Inc. stands out from other PEOs in these ways:

Committed to Serve and Experienced: Staff Resources maintains a professional, credentialed and expert staff of employees and our service is prime, we'll handle the hassles and free up your time. All of our services are offered with your success in mind. Our time tested systems and philosophies allow you to focus on your business and leave the "business of employment" to us.

Unmatched Superior Customer Service: Staff Resources, Inc. has been in the habit of delivering superior customer service through comprehensive services that display a thorough understanding of all aspects of the human resources outsourcing industry. This includes pro-active involvement in areas of legal compliance and human resources outsourcing service that display an enthusiastic interest in the success of our employees and clients. Good old-fashioned service is what we're all about. When you call our office you won't receive a call-center drone or auto recording, you'll actually receive a live person to help you out each step of the way.

Protection Guaranteed: Staff Resources, Inc. became one of the few elite PEOs to receive certification from Employer Services Assurance Corporation (ESAC). Our ESAC Surety Bond provides financial assurance to clients, worksite employees, insurers and taxing authorities that our payroll tax obligations, Workers' Compensation premiums, and benefit premiums are met timely.

100% Locally Owned: Staff Resources, Inc. is 100% locally owned and operated in Chico, California, with two (2) satellite offices in Sacramento and Burlingame. We've been helping businesses in Northern California increase their productivity and profitability, reduce their liability, save time and reduce costs for over 35 years and counting.

Staff Resources, Inc. (SRI) is a Northern California Professional Employer Organization (PEO). Founded in 1974, SRI is one of the oldest and most trusted PEO’s in the country. We have partnered with over 250 clients and customize our services to help them become more effective by managing their Employment Law Compliance, Workers’ Compensation and Claims Management, Employee Benefits and Benefit Administration, Payroll and Payroll Tax Administration. Our goal at Staff Resources, Inc. is helping companies increase their productivity and profitability while reducing their liability, saving them time and reducing costs.

You may simply login to your Web Access account and download the timesheet form, or you may contact our office at (800) 447-8233 and request that this form be e-mailed, faxed or post mailed to your attention.

In the rare case you find your paycheck is incorrect, please contact your Human Resources (HR) Representative at (800) 447-8233.

Becoming a client involves a multi-step process: Introduction to Our Services; Discuss the Client’s Needs; Information Gathering; and Proposal.

If your goal is getting back to focusing on your business and its profitability, reducing liability, saving time and reducing your costs, then you need to contact Staff Resources, Inc. today! Take a step in our direction and complete the Request Info Form. One of our representatives will contact you to gather some further information about you and your business and answer any further questions you may have about Staff Resources, Inc.

You have the ability to view your benefit selections and deduction amounts in three (3) ways:

1. On the lower left of your pay stub under Employer Pay Deductions;
2. Log in to your Web Access account and select Employee>Deduction Setup;
3. Log in to your Benetrac account and select Election Summary under the Tools category located to the left of your screen.

In order to change your withholding status, you will need to complete a new W-4 (federal) and/or DE-4 (state) form and return the completed form to our office.

You may download either form by logging into your Web Access account or by visiting the following government websites:

Download W-4 Form - U.S. Internal Revenue Service (IRS)

Download DE-4 Form - State of California Employment Development Department

If you do not have access to your Web Access account or to the Internet, you may contact our office at (800) 447-8233 and request that these forms be e-mailed, faxed or post mailed to your attention.

In order to change your direct deposit, you will need to complete a Direct Deposit Application. This form may be downloaded by logging into your Web Access account. You’ll locate the form under Documents>Employee Documents.

You may also call our office at (800) 447-8233 and request that the Direct Deposit Application be e-mailed, faxed or post mailed to your attention.

Login to your Web Access account and click Employee, then Check History. Select the check that you wish to view and your pay stub will show on the screen. The amount that was direct deposited will be listed in bold text on the left below the pay stub information table.

If you need to view your pay stub for a different year, you may select the year needed by locating the Year pull-down menu at the right in the gold bar running at the top of your screen.

Please call our office at (800) 447-8233 and ask that the Employee Web Access Request Form be e-mailed, faxed or post mailed to your attention.

You may also click this link to Download the Employee Web Access Request Form.

As a client, login to your Web Access account and click Reports. Then select Payroll Reports and Invoice History. Select the Date/ Invoice Number that you wish to view and it will show on the screen. If you wish to print your invoice, select the Print Invoice link.

If you do not have access to your Web Access account or if you simply do not have a Web Access account with Staff Resources, you may contact our office at (800) 447-8233. Anyone in our Payroll Department can assist you with your request.

Login to your Web Access account and click Employee, then click the box titled Check History. In the Check Listing table shown on the screen, locate the pay stub that you wish to view by Check Date, then click Check Number. Your pay stub for the time period selected will show on the screen. If you wish to print pay stub, click the link Print Pay Stub found below the pay stub information table.

If you are currently viewing a pay stub and wish to view a different pay stub you may either click the link Back to Check Listing found below the pay stub information table, or click Employee link found in the green bar to the left of the screen.

If you need to view a pay stub for a different year, you may select the year needed by locating the Year pull-down menu at the right in the gold bar running at the top of your screen.

You can view your time-off accruals in two (2) ways:

1. On the lower left of your paystub under Employer Pay Deductions; or
2. Login to your Web Access account and click on Employee. In the Employee screen, click the box titled Time Off Accruals. If you need to view your time off accruals for a different year, you may select the year needed by locating the Year pull-down menu at the right in the gold bar running at the top of your screen.

By now most employers know that they have to make their federal tax payments electronically. What they may not know is actually how to make the electronic tax payments. This article will provide a brief summary of the easiest way to make your electronic tax payment.

Enrolling in EFTPS Payment System is very easy. After logging onto www.eftps.gov there is a four step process in the enrollment. The first step is Start; the second step is Enroll; the third step is Review; and the fourth step is Complete. Each of these steps prompts you to insert information and once completed you are ready to begin your EFTPS payments.

EFTPS.gov also provides many resources for employers on the website. Their goal was to make the www.eftps.gov website as user friendly as possible so employers wouldn’t be scared about making electronic tax payments. There are also several benefits of making electronic tax payments with the www.eftps.gov website such as having instant access to prior electronic tax payments to easily confirm whether the electronic tax payment was received.

If you’re still not quite sure about making electronic payments, you better hop on board pretty quick because the federal government will no longer accept live checks. The best advice is to log onto www.eftps.gov today and start the electronic tax payment process.

By now you may have heard someone use the acronym EFTPS and thought to yourself, “What is that?” If you don’t know, allow me to explain. The Electronic Federal Tax Payment System (EFTPS) is a free service from the U.S. Department of the Treasury. The service allows businesses, individuals, federal agencies, tax professionals, and payroll services to pay the required federal tax deposits.

The service, available at www.eftps.gov (not eftps.com), is quick, secure, accurate and most importantly free to those who want to make a payment online or by using the eftps direct payment worksheet available through their voice response system. Effective January 1, 2011, many businesses are now required to make their federal tax deposits electronically.

How does it work?  Who ever is responsible for making the federal tax deposits can log onto the website www.eftps.gov to create an account. Once the account is created any EFTPS downloads can be saved right to your home computer. The EFTPS downloads tab will assist you in making your EFTPS tax payments online at eftps.gov or by using their EFTPS direct payment worksheet, aka voice response system. From there, you are able to print tax payment report worksheets for your records and you can also view a history of your EFTPS payments.

Brand new at www.eftps.gov is their EFTPS Batch Provider Software. The software is designed for tax professionals that prepare and pay federal taxes for clients or multiple Taxpayer Identification Numbers (TINs). If all this information sounds completely overwhelming call a payroll service that can act as your tax professional. Payroll service companies are up to date on the EFTPS batch provider software and can assist you with making your EFTPS tax payments. Don’t let the burdens of payroll and payroll taxes keep you from doing what you love.

The Davis-Bacon Act, California Labor Code and the California Code of Regulations all require that employees working on a Public Works project be paid a prevailing wage rate pre-determined by the appropriate governing body. In order for contractors to prove they are paying the prevailing wage rate they must submit weekly certified payroll reports, beginning with the first week that their company works on the project, and for every week thereafter, until the work is completed. To simplify, the definition of certified payroll is to certify that the payroll records they are submitting are a true and accurate representation of the weekly wages paid to an employee.

The Davis Bacon Act governs all federally funded projects. The State of California has its own set of rules and regulations governed by the California Labor Code and the California Code of Regulations. The most common certified payroll reporting form used for these projects is the Certified Payroll Form WC-347. The Division of Industrial Relations (DIR) provides assistance to contractors in California to help them remain in compliance with all the necessary payroll certification requirements.

In an effort to assist contractors with their certified payroll there are many certified payroll software systems and certified payroll services available. Many contractors already use QuickBooks Software as part of their normal accounting and job costing but now there are other software packages available that integrate with QuickBooks. Many of the certified payroll software programs will read or import information from your QuickBooks timesheets, employee records, and certain paycheck information as well as provide the ability to hold other specific project information required to meet your state's prevailing wage reporting laws.

The certified payroll services available are extensive. Most payroll service companies have the ability to process and provide certified payroll reports. In addition, the Department of Industrial Relations has prevailing wage hotline phone numbers listed on their website for those contractors who are attempting to complete the certified payroll reports themselves.

The burdens of working on a public works job and the requirements of certified payroll can be treacherous but as many contractors will tell you, if you have the certified payroll software or a service available the profit can be very generous.

Employers are required to contribute to state and federal income taxes. These taxes are known as payroll taxes and these payroll tax rates are based on wages and/or salaries of the employee. Payroll taxes are an added expense to employers above and beyond their employee’s wages. The portion of payroll taxes that employers are required to contribute to include social security tax, Medicare tax, as well as federal and state unemployment tax (FUTA and SUTA). Employers are required to match employee contribution to both the social security tax and Medicare tax. The IRS requires that every employer pays their payroll taxes and if payroll taxes are not paid, the IRS will enforce penalties upon the employer.

FICA (Federal Insurance Contributions Act) is comprised of both social security tax and Medicare tax. Social security tax is a tax that both employers and employees must contribute 6.2% of their gross wages. The Medicare tax is also taxed to both employees and employers; they must each contribute 1.45% of the employee’s gross wages, to this federal payroll tax. The social security tax and Medicare tax are computed when employers calculate payroll taxes. In the year 2011, the federal payroll taxes will be reduced. The employee deduction for the social security tax has been reduced by 2%, instead of 6.2% the social security tax will be reduced to 4.2%. The social security tax will return to 6.2% beginning in 2012. Employers use these payroll tax percentages to calculate their payroll taxes.

FUTA (Federal Unemployment Tax) is another payroll tax rate. The federal payroll taxes and state tax revenue that are collected in the form of a payroll tax and fund the unemployment system. Employers are required to pay into FUTA; employees are not required to contribute to FUTA. The IRS requires that employers pay this tax in a timely manner, if they employee does not pay their federal payroll taxes penalties will be assessed.

SUTA (State Unemployment Tax Authority) is another form of payroll taxes (in addition to federal payroll taxes) that are paid for by the employer on behalf of the employee. SUTA taxes are paid on the first $7,000 of an employee’s wages. After the employee has reached the cap of $7,000 it is unnecessary to calculate payroll taxes for SUTA. The same $7,000 earnings cap applies to FUTA as well. Employers are required to withhold on behalf of their employees federal and state income taxes.

If an employer or employee does not have the software available to calculate payroll tax rates, a payroll calculator would be extremely useful. Payroll calculators are available online. A payroll calculator will help to determine what to deduct from an employee’s paycheck and determine payroll tax rates.