HR Consulting Firm

Our Employee Handbooks are customized based on your company size, practices, needs, and company culture and designed for compliance with State and Federal regulations.

An HR Audit is a comprehensive review of your business’ current policies, procedures, and practices.

TPS Group offers a broad spectrum of HR training services for organizations of all sizes.

TPS understands that managing employees is a time-consuming and draining supervisory requirement. Through our experience with a broad spectrum of organizations, we further understand that performance requirements and standards vary greatly from organization to organization. Performance standards required in one organization may be different or not important to another.

For most organizations, compensation and benefits are its largest expense. TPS utilizes an analytical approach to obtaining and evaluating jobs and benchmarking compensation.

We will act as your in-house HR department until which time you need to hire either a part time or full time HR Professional, which we can train for you.

TPS Group can assist you in determining needs, recruiting, conducting background checks, interviewing and on-boarding.

Save Time! Employee Self-Service gives your workforce access to pull personal data, pay information, W2s and time off accrual information securely via the internet.

Gain better control of your cash flow and expenses. Our workers’ compensation services provide efficiencies by having premiums based on your actual payroll deducted automatically from each payroll cycle. No up-front deposits requirement (to avoid year-end audit issues) and a time savings on administration.

Payright’s Human Resource system is fully integrated with our payroll system. With Evolution's HR Module, you have the ability to handle comprehensive tracking of all important employee information throughout their employment period.

Health Reimbursement Accounts are funded and owned solely by the employer and utilized for the benefit of employees to cover the cost of medical expenses chosen by the employer.

Offering your employees Flexible Spending Account Benefits. FSAs offer many benefits for both employers and employees, including substantial savings on qualified healthcare expenses.

POP plans are limited scope Section 125 plans that allow employers to pay health insurance premiums without FICA taxation. Employees also save by paying their portion of health insurance premiums with pre-tax income.

The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires that employers follow specific guidelines when notifying individuals of their benefit continuation rights under Health and Welfare plans. Employers may face heavy government fines and penalties if found in non-compliance of COBRA requirements.

Every year the cost of health insurance is increasing, making it difficult to continue to offer it to your employees and retirees. When we meet with an employer group, first and every time, we’ll ask questions to put together a comparison of plans based on your answers and the best value. We’re here to help make it an effortless process.

Health Reimbursement Accounts (HRA) may work in conjunction with any insurance plan. It can be designed to cover specific health expenses, or insurance plan cost-sharing, such as co-pays, coinsurance or a portion of the deductible on a High Deductible Health Plan. HRAs are funded and owned solely by the employer and are utilized for the benefit of employees to cover the cost of medical expenses chosen by you.

Group Dental provides the benefits associated with better overall health for your employees and can be a key component in a competitive compensation package to attract and retain the best employees.

As a business owner in New York with employees, you know the state mandates disability coverage for your employees that get sick or hurt off the job. NYS DBL provides coverage up to 26 weeks for your employees. For a very affordable rate you can enhance this coverage, increasing the weekly amount available.

Attracting and retaining top-tier employees should be a top priority within your company. Offering disability insurance will not only give your employees peace of mind, but help you compete with other companies that may be offering it.

No one likes to think about prematurely dying, but the reality is it happens. Protecting those left behind is what life insurance is all about. Whether the goal is to pay off debt, like a mortgage, cover lost income or retirement, or give children the ability to continue to go to college. It’s care when someone is no longer here.

These plans are designed to supplement benefits that you, the employer, offer. Usually the employees pay for the plans, certain plans can be offered on a pre-tax basis and by paying that way it saves the employer FICA. Why wouldn’t you have these available?

Employers establish a menu of benefits by electing to offer group health or accident insurance, group term life insurance, disability benefits, dental insurance, vision insurance, or voluntary benefits.