Unsurpassed, Attorney Validated,
Co-employment Risk Management

P.A.C.E. connects organizations who use contingent workers to Law Firms instead of the Staffing Industry for Co-employment Compliance and Risk Management. This improves risk management and significantly reduces the costs of risk management incurred by your company.

Attorney validated management of co-employment risk provides the strongest affirmative defense against lawsuits and attempts to reclassify your contingent workers.

Now, with the help of P.A.C.E. ProTect, you can achieve the same level of risk management for your contingent workforce as you do for your regular employees.

Ordinary Staffing Firms Passively Mitigate Only A Few
Co-employment Risks.

P.A.C.E. ProTect With ComplianceSecurity^TM Actively Manages All
Co-employment Risks.

P.A.C.E. ProTect with ComplianceSecurity^TM offers your company unsurpassed, attorney-validated and attorney-endorsed co-employment risk management in the following areas:

Insurance Risks

• General Liability
• Errors & Omissions
• Fiduciary Bonding

Your company carries insurance to protect itself from the the activities of your employees. But are you protected from the activities of your contingent workers? Independent contractors and agencies without adequate coverage place your company at risk.

P.A.C.E. covers it's contract professionals up to $5 million aggregate for General Liability and Errors & Omissions. Fiduciary Bonding further protects your company.

Security Risks

• Credit Checks
  
• Drug Tests
  
• Background Screening
  
• Building Access
• Limited Computer System Access

P.A.C.E. offers automated security solutions for your contingent workers that protect your workplace and computer systems. P.A.C.E. lets you screen your contingent workers as you do your regular employees.

Automate and track building access and issuance of security badges.

Limit vendor access to your computer systems with the P.A.C.E. Protect contingent worker firewall.

Visa Risks

• Track and Report Contingent Worker Visa Compliance

The federal government is cracking down on illegal immigrants and foreign workers whose visas have expired. Your company

P.A.C.E. sponsors the H-1B and TN visas for your foreign contingent workers.

ERISA Risks

• Track and Report Contingent Worker ERISA Compliance

The US Supreme Court has ruled that if a contingent worker is determined to be the co-employee of a company then that company must make its ERISA benefits available to the contingent worker on the same basis as its other employees. Most plans have waiting periods before an employee becomes eligible, so it is of paramount importance to track each co-employee's eligibility for ERISA benefits.

It is also very important that companies have a system in place that makes sure that their staffing vendors offer their contingent workers benefits that are at least equivalent to the benefits the company offers to its own employees. Laws to this effect are being introduced in state legislatures across the country.

The IRS is very agressive in requiring that companies include non-employee workers in their ERISA reporting. Companies that do not include their agency temps have had their 401(k) plans disqualified during an ERISA audit, with the result that every full time employee of the company received all of their 401(k) distributions back as taxable income. Why? Because the temporary workers, who were reclassified as co-employees of the company, had no 401(k)!

Contingent workers who are payrolled through P.A.C.E. have the best 401(k) plan available to any employee in any company in the USA. P.A.C.E. contractors are fully ERISA compliant.

Permatemp Risks

• Actively Track and Manage Permatemp Exposure
  
• Provide Separate "ComplianceSecurity.net" E-mail Addresses For Contingent Workers

P.A.C.E. tracks and manages your exposure to contractor reclassification based on length of assignment. Significantly reduce your company's exposure to the risk of worker reclassification with P.A.C.E. ProTect Project based billing and revalidation of temporary worker status. Don't let arbitrary formulas (e.g., one year on, 100 days off) limit your ability to complete mission critical projects.

The P.A.C.E. ProTect contingent worker firewall coupled with a separate e-mail domain for your contingent workers (e.g., Name@ComplianceSecurity.net) provides an effective affirmative defense against legal challenges to the status of your contingent workers.

Class Action Lawsuit Risks

• Online Harassment, Discrimination, and Safety Information
• Protection from Lawsuits for Retroactive Benefits
  
  • Health & Dental Insurance
    
  • Retirement Plan
    
  • Employee Stock Purchase

You provide your own workers with sexual harrassment training, diversity training, and safety training as an affirmative defense against lawsuits based on EEOC, ADA, OSHA and similar regulations. But do you provide equivalent training to your contingent workers?

P.A.C.E. ProTect co-employment risk mitigation provides automated, online training and proof of completion for your contingent workers as an effective affirmative defense against lawsuits and claims of discrimination.

Several state legislatures have introduced proposed legislation that would require by statute that temp agencies offer benefits to their temporary employees equivalent to the benefits that their clients offer every employee.

Increasingly, aggressive law firms are mounting class action lawsuits for retroactive benefits against companies on behalf of disgruntled temporary workers.

It stands to reason that any company that uses a staffing agency to payroll its temporary workers must ensure that the staffing agency gives those workers benefits that are at least as good as the benefits the company provides to its own employees.

Any agency that provides only mediocre benefits (and what temp agency doesn’t?) is exposing its clients to great financial risk.

Fortunately, P.A.C.E. ProTect effectively mitigates the risk of class action lawsuits filed by aggressive law firms by offering the best benefits package available to any employee in any company in the USA.

Intellectual Property Risks

• Fully Functioning Contingent Worker Firewall
  
• Secure Server Archiving Of Work In Progress

The P.A.C.E. ProTect Contingent Worker Firewall lets you limit access by your contingent workers to only those files and directories that they must use to complete their project.

All work in progress is stored on a secure server that retains complete copies and a full history of all work performed, including updates and revisions.

The P.A.C.E. ProTect Contingent Worker Firewall ensures that legacy data and work in progress is never out of your control.

Rogue Spending Risks

• Eliminate Agency Overcharges

• Control Unauthorized Staff Procurement

P.A.C.E. ProTect with ComplianceSecurity^TM eliminates costly gatekeepers, making it possible for your company to contract directly with independent contractors and outside staffing agencies. You maintain full control of contingent staffing. Aquisition of contingent talent is centrally managed and tracked through your Compliance Desktop, putting a stop once and for all to rogue spending.

Tax Compliance Risks

• Payroll Taxes
  
  • Workers Compensation
    
  • FICA Social Security
    
  • FICA Medicare
    
  • FUTA
    
  • State Unemployment
    
• Income Taxes
  
  • Federal Income Taxes
    
  • State Income Taxes

All contingent workers that are payrolled through P.A.C.E. are salaried, fully-benefited, W-2 employees of P.A.C.E. As the employer of record for your contingent workers P.A.C.E. withholds and pays all applicable payroll taxes and income taxes. P.A.C.E. issues a W-2 to each contingent worker at the end of the year.

Ordinary staffing agencies and recruiting firms can't do all of this.

You need P.A.C.E. ProTect with ComplianceSecurity^TM.

Complete this short, online Request For Information. A P.A.C.E. ProTect representative will contact you directly to answer all of your questions.

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