The CIP Group offers complete employee benefit packages, through our numerous insurance carrier partners. The CIP Group is an independent insurance agent is not tied to any specific product or carrier, allowing us to create a benefit package that meets your employees needs and help to attract and retain members of your team. Our Employee Benefit insurance products include: Medical, Dental, Vision, Life, Long-Term Disability, Short-Term Disability, Private PFMLA, Executive Level Business Overhead, Key Person & Disability, Legal Benefits, Pet Insurance, Medicare Supplemental Coverage, and more! Our service include: Insurance Brokerage Consulting Human Resources Managed Payroll COBRA HRA, HSA and FSA Spending Account Administration Background Investigations Retirement Services

Leaving a PEO is not a simple process. It is crucial to have a partner(s) that understand the ins and outs of a PEO and being in the open market. A few areas that need to be closely monitored during a transition are: Taxes, 401(K), Payroll, Employee Benefits, Human Resources, Workers Compensation, COBRA.

Gone are the days of paper enrollments! CIP can help automate your benefit enrollments through online platforms. We can work with your current payroll/HRIS platform if you have capabilities of online enrollment (ADP WFN, Paylocity HRIS, iSolve, Rippling for example), or create an online benefit enrollment portal for you using our in-house Employee Navigator benefit enrollment system. CIP will do all of the heavy lifting of adding in benefit plans, contributions, online benefit summaries and employee demographics. Online enrollments are available for both new hires and open enrollment, making benefit administration easy and streamlined.

Nope! If you don’t currently use a payroll provider that has a online benefit enrollment system, CIP Group can create a stand-alone HRIS enrollment system through our in-house platform, Employee Navigator. HR users will have full access to employees enrollments, demographic information, ability to run real time reports and access to employee information at a few clicks of a mouse. Employees will have access to their benefit summaries, enrollments, payroll deduction costs and can update emergency or beneficiary contact information.

CIP has relationships with many payroll vendors and can offer you an introduction to their products and services. If you choose to move your payroll and want to integrate your benefits enrollments online, CIP will be a partner with you during the implementation process. CIP will build out all of your benefit plans online, while you focus on the payroll/time & attendance piece of implementation. Through our partner relationships with payroll vendors, we have direct access to many specialized teams to help you through the implementation process. We are not tied to any payroll vendor, and are here as your partner to help you get your payroll to a new vendor up and running as quickly, and painless as possible!

Absolutely! CIP has a dedicated staff with an average of 10+ years employee benefit experience. Your dedicated account manager is your liaison between you and your insurance carriers. No question is to small for us to help with! You can view our account management team here.

CIP is independently owned. You will have direct access to our president, James McSweeney at any time. We are a local company, right down the street from you in the Cambridge/Boston area. Want to meet for coffee to talk about your employee benefit packages? We will be there to meet you in person! Want to visit our office to meet our staff? We love guests! Please visit us at 799 Cambridge Street, Cambridge MA. Have an off hours question, issue or problem? Use our dedicated service email that directs out to several members of our team for real time answers and help at cipservice@askcip.com.

Companies everywhere are struggling with leaves of absences. Whether it’s state paid family medical leave, the federal FMLA, parental leave, or short term disability, the CIP Group is here to assist. We work closely with our clients to ensure best practices as it relates to leaves of absences. Companies in many states have mandated paid family leave laws. If you are in a mandated state, you may have the option of enrolling in the state plan or in a private plan. Here at the CIP Group, we will work with you to determine the best solution for your company. Often times clients are also interested in either short or long term disability insurance. The CIP Group can help improve the employee experience by reducing the lag time between a claim and payment. Since the policies are integrated under one roof, the administrative burden is reduced.

The CIP Group offers several different HR support programs to meet your needs. Whether you need access to our compliance library and HR hotline team or are looking for a dedicated Senior HR Business partner to assist your team we are here to help. Our services include compliant employment posters, custom employee handbooks and legal updates, regular HR meetings either monthly or quarterly, safety manuals and emergency action plans, gap analysis or full HR Assessments, proactive compliance support, custom job descriptions, recruiting services, employee relations support, employee engagement survey’s, compliance and more. Simply said, we have you covered. Reach out to us here for assistance.

Staying on top of compliance at both the state and federal level is a daunting task. When you work with the HR Services team at The CIP Group, we have you covered. All of our offerings provide access into our state of the art HR compliance library. You can set up alerts so that you receive updates when laws change. Depending on the level of service you choose, leave that up to us. Our Senior level HR business partners provide proactive compliance updates and support to our clients.

An employee handbook is beneficial because it outlines company policies and procedures, clarifies expectations for both employees and management, and provides a reference point for legal compliance and disputes. It also helps establish a consistent and fair work environment by ensuring policies are uniformly applied. Here's why an employee handbook is important: 1. Clear Communication and Expectations: It provides a comprehensive guide to company policies, procedures, and expectations, ensuring everyone understands what is expected of them. It clarifies employee rights and responsibilities, reducing misunderstandings and potential conflicts. It serves as a reference point for employees and managers, promoting a consistent and fair work environment. 2. Legal Protection: It can help protect employers from lawsuits and claims, such as wrongful termination, harassment, or discrimination, by demonstrating that policies and procedures are in place and communicated to employees. It can provide a documented record of expectations and consequences, which can be crucial in legal disputes. 3. Consistency and Fairness: It ensures policies are uniformly applied to all employees, preventing favoritism and promoting a fair workplace. It provides a framework for managers to make consistent and fair decisions. 4. Onboarding and Training: It serves as an introduction to the company for new hires, outlining expectations, policies, and benefits. It can be used as a tool for onboarding and training new employees, ensuring they understand their roles and responsibilities. 5. Culture and Values: It can reflect the company's culture, mission, vision, and values, helping employees understand and connect with the organization's purpose. It can foster a positive work environment and boost employee morale. 6. Compliance and Regulatory Requirements: It ensures compliance with local and federal employment laws and regulations. It can help the company stay informed about changes in labor laws and update its policies accordingly. Here at CIP Group, we work on hundreds of custom employee handbooks for our clients. Once we build your handbook, we can keep it in compliance by working on a legal update each year. Working with the law firm of Jackson Lewis you can rest assured that your handbook is legally compliant.

In evaluating whether or not your company needs to outsource HR, it’s important to understand the role that HR serves. Human resources is in charge of: Ensuring the company is compliant with local, state, and federal employment laws. Hiring and retaining new employees. Training employees and supporting their professional development. Managing compensation and benefits. Handling performance reviews. Creating an inclusive company culture. Writing and maintaining employee handbooks. Many small business owners take on tasks such as payroll, benefits management, hiring, and training instead of hiring a human resources generalist or bringing on a partner. However, this can limit the business's ability to hire and foster great employees who help it grow. At some point, it makes more sense for the business owner to delegate these tasks and outsource the function. As the regulatory environment becomes more complex, the demands on small business increases. It can be difficult to be sure you’re informed and acting in compliance with these increased regulations when the environment changes so often. Depending on your industry and size, hiring an internal HR professional can be very expensive. At CIP Group, we have several affordable HR support offerings to meet your needs. We are able to support your existing HR team or provide Senior level advice and guidance to your management team.

Offering training to your employees is beneficial for both the company and its employees, leading to increased productivity, reduced turnover, enhanced employee engagement, and a stronger company culture. Training can also lead to a more innovative and adaptable workforce. Here's why training is important: Improved Productivity and Performance: Training equips employees with the skills and knowledge to perform their jobs more efficiently, leading to increased output and improved overall company performance. Enhanced Employee Engagement and Morale: Training demonstrates an investment in employees, making them feel valued and motivated, which can boost morale and improve engagement. Reduced Turnover: Employees are more likely to stay with a company that provides opportunities for growth and development through training, leading to reduced turnover costs and a more stable workforce. Stronger Company Culture: Training can foster a culture of continuous learning and development, promoting teamwork, collaboration, and a positive work environment. Innovation and Adaptability: Well-trained employees are better equipped to adapt to changing market conditions and embrace new technologies, making the company more innovative and competitive. Improved Communication and Collaboration: Training can help employees understand each other's roles and responsibilities, leading to better communication and collaboration across teams. Reduced Errors and Waste: Proper training can minimize errors and waste by ensuring employees understand the correct procedures and protocols. Attracting Top Talent: Companies known for their commitment to employee training and development are more attractive to potential employees, making it easier to recruit and retain top talent. Better Customer Service: Well-trained employees can provide better customer service, leading to increased customer satisfaction and loyalty. Alignment with Organizational Goals: Training can help employees understand and align their work with the company's overall goals and objectives, ensuring everyone is working towards the same vision. Many states and industries require compliance training. A professional development program helps with employee engagement and retention. Here at CIP Group, we offer our clients access to online, live and remote training for both your employees and managers.

To effectively address an employee performance issue, begin by clearly identifying the problem, then communicate your observations and expectations to the employee in a supportive and constructive manner. Develop a plan of action that includes specific goals, deadlines, and resources, while also providing regular feedback and support. Document all conversations and actions taken, and consider seeking guidance from our Senior HR Business Partners if needed. Here's a more detailed breakdown: 1. Identify the Problem: Analyze performance data: Use metrics, reports, and other data to pinpoint areas where the employee is not meeting expectations. Define the issue: Be specific about the behavior or performance that needs improvement. Consider the root cause: Is it a lack of skills, motivation, or other factors? 2. Communicate Your Observations: Schedule a private meeting: Choose a time and location that allows for open and honest communication. Be specific and provide examples: Explain the issue clearly and provide specific examples of the underperformance. Listen to the employee's perspective: Actively listen to their explanation and concerns. Maintain a neutral and supportive tone: Avoid accusatory language and focus on finding solutions. 3. Develop a Plan of Action: Set clear expectations: Outline the desired behavior or performance that needs to be improved. Create specific goals and deadlines: Make the plan measurable and achievable. Offer support and resources: Provide access to training, mentorship, or other resources that can help the employee improve. Document the plan: Ensure that the employee has a copy of the plan and understands the expectations. 4. Provide Regular Feedback and Support: Check in regularly: Schedule follow-up meetings to monitor progress and provide feedback. Offer constructive criticism: Focus on specific behaviors and provide actionable advice. Recognize progress: Acknowledge and celebrate any improvements made. 5. Document Everything: Keep records of conversations and actions: This can be helpful if the performance issue continues or if termination is necessary. Consult with HR or legal counsel: Seek advice if you are unsure how to proceed or if the situation becomes more complex. 6. Consider the Legal Implications: Follow company policy: Ensure that your actions are in line with your company's policies and procedures. Be aware of relevant laws: Be mindful of employment laws and regulations, particularly those related to discrimination and disability. At the CIP Group, our seasoned HR Professionals assist our clients with managing their employees’ performance. The goal is to realigning employee performance to performance expectations. The key is consistent application of performance metrics, company policy and management process.

When choosing a payroll provider, consider factors such as the size of your business, the complexity of your payroll needs, the level of customer support offered, and the cost of the service. It's also important to look for a provider that offers features such as tax filing, direct deposit, and integration with your existing HR and accounting systems.

Yes, many payroll systems offer integration with other business software such as HR management systems, accounting software, and time tracking tools. This integration can streamline your business processes, reduce manual data entry, and improve overall efficiency.

To ensure compliance with payroll tax regulations, stay informed about federal, state, and local tax laws. Use a reliable payroll service that automatically calculates and withholds the correct amounts for taxes, and regularly review your payroll records for accuracy. Additionally, consider consulting with a tax professional to stay up-to-date with any changes in tax regulations.

If you encounter an error in your payroll processing, it's important to address it immediately. Review the payroll records to identify the source of the error, correct the mistake, and communicate with affected employees. If necessary, contact your payroll provider for assistance in resolving the issue.

Using a payroll service can save time and reduce errors in payroll processing. It ensures compliance with tax laws and regulations, provides accurate and timely payroll calculations, and offers additional services such as direct deposit, tax filing, and employee self-service portals.

There are many voluntary benefits available to employers in the marketplace. CIP can help design a benefit package for you to include voluntary benefits. Employees get the added benefits and you get to offer a robust benefit package, at no additional cost. You can offer voluntary benefits, including vision, disability, life, accident, cancer, hospital indemnity, and legal benefits through payroll deductions. Employees can elect as little or as many benefits that fit their needs.

Since CIP Group is an independent insurance agency we work with all major insurance carriers, including: Medical Insurance Blue Cross Blue Shield, Mass General (MBG), Point32 (Harvard Pilgrim + Tufts Health Care), United, Aetna, and CIGNA. We also partner with TPA’s for small group options, including Health Services Administrators, Small Business Service Bureau (SBSB), Retail Associations of Massachusetts (RAM), and the Massachusetts Health Connector. Dental Insurance Blue Cross Blue Shield, Delta Dental, Altus Dental, Principal Financial Group, Met Life, Guardian, and we can even help set-up a self-funded dental program through a Health Reimbursement Account. Life/Disability Insurance Principal Financial Group, Mutual of Omaha, Lincoln Financial, UNUM, Guardian, Standard, Reliance, Hartford, Colonial, Transamerica and many more. Vision Insurance Blue Cross Blue Shield Blue 2020, EyeMed, VSP and Principal Financial Group.

In order to obtain and retain talented employees it is imperative that employers offer a robust benefits package. Most companies want to give employees as much as possible without putting a financial strain on their company. CIP has a comprehensive tool that uses published industry data and client data, to help clients benchmark themselves verse their industry and their competition.

Employers must offer a High Deductible Health Plan (HDHP) in order for employees to be eligible for an HSA. Employees that enroll in a HDHP may be eligible to participate in an HSA. Not all medical plans with high deductibles are HSA qualified plans. Each insurance company has identified which plans are HSA qualified plans, meaning when you enroll in an HSA qualified plan you can also enroll in an HSA. These accounts typically are identified as “SAVER” or “HSA” plans, but check with your CIP Account Manager for clarification. The CIP Group offers HSA’s through our own HSA account portal. You can view balances, submit claims and conduct transactions directly from your iPhone, Andriod, or computer.

The answer to this question is, it depends. Company size comes in to account when determining if medicare is an option for active employees. Some insurance plans also offer medicare supplemental plans, if your company qualifies for them. Please reach out to us to discuss your specific needs and we can assess your medicare availability.