A Professional Employer Organization (PEO) is a company that partners with businesses through a co-employment arrangement to provide outsourced HR services including payroll processing, employee benefits, workers' compensation, and compliance support. FrankCrum is an IRS-Certified PEO serving businesses across the United States.

What is co-employment?

Co-employment is a shared employment arrangement in which the client company retains control over day-to-day work while the PEO — like FrankCrum — assumes responsibility for payroll administration, HR support, benefits administration, and certain compliance obligations.

What payroll services does FrankCrum offer?

FrankCrum provides full-service payroll processing, payroll tax filing, certified payroll, direct deposit, W-2 and 1099 preparation, and wage garnishment support for businesses of all sizes.

How does FrankCrum handle workers' compensation?

FrankCrum provides workers' compensation coverage through its affiliated carrier, Frank Winston Crum Insurance. Services include claims management, risk management, safety consulting, and Experience Modification Rate (EMR) management to help keep premiums low.

What employee benefits does FrankCrum provide?

Through FrankCrum's Master Health Plan, worksite employees gain access to large-group health insurance rates along with dental, vision, life insurance, 401(k) plans, and full benefits administration including COBRA support.

What is the difference between a PEO and an Employer of Record?

A PEO enters a co-employment relationship where the client company remains the employer of record for most purposes and retains operational control. An Employer of Record (EOR) becomes the legal employer of workers, which is typically used for hiring in new states or countries without establishing a legal entity.

What is the difference between a PEO and an ASO?

A PEO uses a co-employment model, meaning the PEO is a co-employer and provides its own benefits and workers' compensation. An Administrative Services Organization (ASO) provides HR administrative support without co-employment — the client retains all employer responsibilities and maintains their own benefits and insurance.

Is FrankCrum an IRS-Certified PEO?

Yes. FrankCrum is a Certified Professional Employer Organization (CPEO) as designated by the IRS, and is also ESAC-accredited — two of the highest standards of financial reliability and operational compliance in the PEO industry.

Employee Benefits & Administration

Why Choose a PEO for Benefits?

Big Company Benefits, Small Business Pricing

Access the same premium health plans, retirement options, and voluntary benefits that Fortune 500 companies offer their teams.

Better Rates, Better Coverage

PEOs use group buying power to negotiate lower premiums and stronger coverage than individual businesses can secure alone.

Seamless Integration across HR, Benefits, and Payroll

Benefits integrate directly with payroll and onboarding, keeping employee data consistent and eliminating manual updates across systems.

ACA, COBRA & Compliance on Autopilot

PEOs manage ACA, COBRA, and related compliance requirements under the co-employment model, reducing risk and administrative responsibility for your business.

Comparison of common business risks: not offering employee benefits versus managing a do-it-yourself (DIY) employee benefits program.
Not Offering Benefits	DIY Benefits Program
Difficulty Attracting & Retaining Talent Candidates choose competitors offering health insurance and retirement plans, making it harder to build a stable workforce.	Hours Lost Comparing Plans Owners spend hours researching plans, managing enrollments, and handling renewals, instead of running their businesses.
Weaker Employee Engagement & Productivity Without health coverage and wellness resources, employees experience higher stress and burnout, harming productivity and service.	One Misstep, Major Penalties Keeping up with ACA, ERISA, COBRA, and state laws without HR expertise puts the business at risk.
Reduced Employee Well-Being Employees face greater financial and health stress, increasing absenteeism and reducing performance.	Higher Premiums for Inferior Coverage Small employers lack buying power and pay more for plans that cover less.
Competitive Disadvantage in Wage Expectations Companies must offer higher wages to compete—costly and unsustainable.	Administrative Nightmares Managing vendors, billing errors, eligibility tracking, and enrollment creates constant headaches.
Perception of Being a “Low-Value Employer” Businesses without benefits appear outdated or uncaring.	No additional item listed for DIY Benefits Program in this row

How FrankCrum Delivers
Big Company Benefits

Our PEO model gives you access to master health plans with Fortune 500 purchasing power—premium benefits at competitive rates without the administrative burden. From major medical coverage to retirement plans to wellness perks, we've built a comprehensive package, so your team gets everything they expect from a top employer, all in one place.

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Health Coverage That Employees Need

National EPO, PPO, and HMO plans from major carriers
Individual Coverage HRA (ICHRA) for maximum flexibility
Dental and vision coverage
Prescription discount plans
Health Advocate for personalized navigation

Financial Security & Retirement

401(k) plans with employer matching
HSA, FSA, and dependent care accounts
Life insurance and disability coverage

Protection & Peace of Mind

Critical illness and accident coverage
Hospital indemnity insurance
Identity theft protection
Pet insurance for furry family members

The Extras That Make A Difference

Employee Assistance Program (EAP) for mental health and counseling
Legal services
Credit union memberships
Employee discount programs for events, concerts, shopping, and more

We Handle The Administration You Hate

Click the plus sign to learn how our team provides comprehensive administration support for benefits packages.

Enrollment & Employee Changes

New hire enrollment and onboarding
Life event changes (marriage, birth, divorce, etc.)
Termination processing
Online enrollment platform with mobile access
Dedicated support team for employee questions

Ongoing Benefits Management

Premium reconciliation and billing
Eligibility notifications to carriers
Carrier communication and coordination
COBRA administration

Compliance & Regulatory Reporting

ACA compliance guidance & reporting
Form 1094/1095 preparation & filing
Form 5500 regulatory filings
Required exchange notice forms
Part-time and seasonal worker eligibility monitoring
Insurance premium reporting

Our bswift benefits platform simplifies benefits administration and includes AskEmma, your employees' 24/7 benefits guide.

Mobile app access: Employees can enroll from anywhere using the bswift mobile app
MyFrankCrum + bswift: Access our bswift benefits platform directly from MyFrankCrum
Automatic new hire enrollment: Benefits selection happens during onboarding
Clean, modern interface: Actually easy to use, unlike other benefits platforms

Get Started with Benefits
from FrankCrum

Stop losing talent over benefits. Stop drowning in admin work. Get the benefits your team deserves without the headache of managing them yourself. We'll assess your specific needs and budget, then design a benefits package that helps you compete for talent while staying within your means.

Request Your Custom Quote Today

What does benefits administration cost?

Benefits administration is included with FrankCrum plans at no additional fee for groups with a minimum of five employees. You pay only for the actual benefit premiums based on your team's selections. Most clients save money compared to managing benefits independently due to our group purchasing power.

Will employees need to change healthcare providers?

In most cases, no. We offer national carrier networks that allow employees to keep their current doctors. We recommend verifying provider networks on the carrier website before transitioning to confirm coverage.

How long does implementation take?

Most FrankCrum clients transition in 30-45 days. We coordinate with your current carriers to avoid coverage gaps. Your team never goes a day without insurance.

Can you accommodate both FrankCrum-sponsored and existing client-sponsored plans?

Yes. Many clients move some benefits to FrankCrum (like health and 401(k)) while keeping their existing plans for others. For a small fee, we can also support you as Agent of Record (AOR) for client-sponsored plans, handling all the compliance and administration while you keep your current carriers. We're flexible. The goal is to make your life easier and your benefits better, not forcing you into a box.

How does benefits administration work when we expand to new locations?

New hires in new locations get the same benefits package, same enrollment process, and same rates. The goal is consistent benefits as you scale, without renegotiating every time you grow.

Benefits That Win the Talent War

Why Choose a PEO for Benefits?