Payroll & Timekeeping Services
Do you spend more time answering payroll questions than you should? Our cloud-based payroll and timekeeping solutions are custom-designed to solve that. Whether you have one employee or thousands, our system gets answers to you and your employees when and where you need them.
Human Resources Management
You need great people in order to grow, but the hiring process can be frustrating. Through our cloud-based system, we handle everything from application tracking to background checks, eliminating mounds of paperwork and streamlining hiring into a manageable process, freeing you to get back to what you do best.
Benefit & Insurance Maintenance
Why overcomplicate your benefits process? Synergy Workforce Management features comprehensive and paperless employee benefits management, allowing you and your employees the freedom to make changes wherever you need, whenever you need, and leaving the complications of administration to us.
Better manage your workforce while saving both time and money.
Why Synergy Workforce Solutions?
Our industry has a very bad reputation.
Clients have come to expect our industry to over promise and under deliver, provide overall subpar customer service and technology that only meets their basic employee management needs causing them to have multiple databases, spreadsheets and paper processes. We saw a huge gap and felt like we understood what companies desired and knew that we could make a big impact in setting a new standard for what clients should expect and receive from their workforce management platform.
We take a personal approach to your company's needs.
We want to get to know our clients, what they want to achieve, what would make them more successful, and what they are passionate about so we can work together to fulfill that vision. We don't refer to our clients by the name of their organizations. We call each person we talk to by name. We don't deal with companies, we work with real people to help them generate success.
It’s not about Synergy. It is about all those businesses out there having to deal with mediocrity in technology and service. Each client is unique; unique in their structure, unique in their processes, unique in their staffing. We want to peel back the layers and know the intricacies of each specific clients' daily processes. We want to know what they are trying to achieve so we can customize a solution which gives them a hand up to the next level of performance. We want to be backstage making them rock stars within their organization.
We provide the best technology available to small and mid-sized employers to help them manage and streamline their employee information.
At Synergy Workforce Solutions, we feel the best service model is the one where we consistently put ourselves in your shoes and do everything we can to provide the best service model to ensure we exceed your expectations and make you feel valued.
Costs in our industry can be confusing. We make sure our pricing is reasonable, providing inclusive rates to ensure we offer the most value and can best meet our client’s needs.
We Are Proud of Who We Serve.
We serve a client base spanning the entire United States and made up of organizations of all sizes. We take pride in the way we help our clients improve their employee management process, and we do so with the most robust and flexible system available for small to medium sized employers. We not only care more than any of our competitors, but we truly can best meet our clients' needs.
[Our Account Manager] has been a gem – an absolute partner in my learning! Synergy is a very powerful tool – a good value for a company like ours.
“The support team has been fantastic! [Our account manager] has been able to answer all my questions and walk me thru the system.”
“I have had nothing but awesome experiences working with the staff and the program.”
“Synergy’s staff has been amazing with answering any questions and helping when necessary!”
“Synergy’s software is, by far, ions ahead of some of the larger payroll company. They allow me to access all of our records easily and I am not encumbered by time because of their cloud-based program.”
“They are extremely professional when it comes to supplying payroll services to a company. My company…has been working with them since 2014 and there has not been a day when we had to complain about their professionalism. They value both time and money and deliver the goods within the stipulated deadline.”
“Synergy was able to meet our expectations and surpass them by customizing the system to our needs…Our company has been taken to a new level of professionalism and sophistication.”
“As a co-founder of two other businesses over the last 15 years, we have retained the services of other payroll companies in the past; but never been as pleased with a payroll services group as we are currently with Synergy. Angela Arents and her team at Synergy are extremely personable; professional, efficient and reasonably priced.”
“I am happy to recommend the services of Synergy… They do an excellent job, and are always available when we have questions.”
“There are many facets to our payroll, and the response I get from Synergy is exceptional… I look forward to a long relationship with Synergy and their entire staff.”
We would love to hear from you.The impact we are making on our industry is dramatic and expanding at a rapid pace. Our family has grown to include people we not only call clients, but are also proud to call friends. We would love for you to be a part of it. Fill out the form below to get access to our overview videos and find out if Synergy Workforce Solutions is the right choice for your company.
The U.S. Treasury and Internal Revenue Service said today that they are extending some ACA reporting deadlines to help companies meet the requirements. Employers will have two more months past Feb. 1 to give individuals forms 1095-C for reporting on offers of health coverage and the coverage provided. The deadlines to report this information to the IRS on form 1094-C has been extended by three months past the previous Feb. 29 due date for paper filings and the March 31 date for electronic returns. https://www.irs.gov/pub/irs-drop/n-16-4.pdf
Effective 1/1/16 the IRS has announced that the standard mileage rate for transportation or travel expenses is 54 cents per mile, down 3.5 cents from the 57.5 cents per mile for all miles of business use.
The IRS has released the 2016 form W-4, Employee’s Withholding Allowance Certificate. We will be updating the Synergy payroll/HRIS platform to automatically replace the 2015 form prior to January 1st. If your employees complete paper W-4’s they should use the 2016 form, not the 2015 form.
Beginning on January 1, 2015, the standard mileage rates will increase to 57.5 cents per mile for business miles driven, up from 56 cents in 2014, 23 cents per mile driven for medical or moving purposes, down half a cent from 2014, and 14 cents per mile driven in service of charitable organizations.
From the Team
The Employee Retirement Income Security Act (ERISA) requires employers that sponsor a group health plan or other benefit plan to provide a summary plan description (SPD) to participants. Governmental employers, such as cities, municipalities, and public school districts, are exempt. Private employers, however, whether large or small, and whether for-profit or nonprofit, must comply with ERISA’s SPD requirement.
Here is a summary of the most frequently-asked questions about the key features of the SPD requirement for the typical health and welfare benefit plan.
What is an SPD?
The SPD summarizes the plan’s benefits, and the participant’s rights and protections under ERISA in a manner intended to be understood by the average reader. Although other materials explain the plan, such as the official plan document and insurance company booklets and certificates, the SPD is the primary plan communication to the participant. It must be clear, complete, and accurate. In cases where there is a discrepancy between the plan document and SPD, courts often enforce the SPD’s provisions if they are more beneficial to the participant.
What must be included in the SPD?
The U.S. Department of Labor (DOL), the agency responsible for enforcing ERISA’s SPD requirement, provides regulatory guidance outlining the type of information that must be included in the SPD. Examples include:
- Plan identifying information:
- Plan name, plan number, plan year end date.
- Plan sponsor and employer identification number (EIN).
- Plan administrator and type of administration.
- Information about service of legal process.
- Eligibility rules.
- Circumstances that can cause loss or denial of benefits.
- Summary of benefits.
- Sources of contributions or plan funding.
- Claim procedures.
- Procedures for amending or terminating the plan.
- ERISA rights statement.
Additionally, group health plans must provide information on:
- Consolidated Omnibus Budget Reconciliation Act (COBRA) continuation coverage.
- Qualified Medical Child Support Orders.
- Providers in the plan’s provider network.
- Newborns’ and Mothers’ Health Protection Act (or similar state law).
- Specific provisions under the Affordable Care Act.
What is a “wrap” SPD?
A common misconception is that insurance company materials, such as evidence of coverage booklets or certificates, are SPDs. Carrier materials, however, seldom include all the information needed to satisfy the ERISA requirement.
Many employers rely on a wrap SPD to meet the ERISA requirement without having to restate all the benefit information already found in their carrier booklets. A wrap SPD incorporates the carrier booklet(s) or certificates by reference and also sets forth all remaining ERISA-required information. In other words, the employer can satisfy the ERISA requirement by providing participants with the carrier booklets bundled together with the wrap SPD.
When is the SPD due?
The SPD must be provided to participants:
- Within 90 days of becoming covered by the plan; and
- Within 30 days of making a written request for the SPD.
For a new plan, the first SPD is required within 120 days of the date the plan is established.
Additionally, if the terms of the plan are modified or there is a change in any of the SPD information, a Summary of Material Modification (SMM) must be provided to participants within 210 days after the end of the plan year. In lieu of providing SMM(s), the employer may provide an updated SPD within the deadline that would have applied to the SMM.
Further, a Summary of Material Reduction (SMR) must be provided whenever a material reduction in benefits or services is made in a group health plan. For instance, an increase in plan copays or adding restrictions to plan eligibility is a material reduction. SMRs must be provided within 60 days after the change is adopted. An updated SPD can be provided in lieu of the SMR.
In any case, an updated SPD must be provided to participants at least once every five years, if a material modification was made, or within 10 years if no material modifications were made.
How are SPDs distributed?
The SPD must be distributed in a manner that reasonably ensures actual receipt by the participant. This may include in-hand delivery to employees at work or via U.S. mail to the work or home address. It is not sufficient to merely post the SPD online or leave a stack of SPDs in a common area.
SPDs may be delivered electronically, such as by email with return receipt, if various criteria are met. DOL regulations generally allow electronic delivery only to participants who use the electronic media (e.g., email) as part of their regular job duties. The employer must notify the participant of the significance of the SPD and that a paper copy is available upon request at no charge. Even when electronic delivery is allowed, paper SPDs must be distributed to other participants, such as COBRA beneficiaries.
Are there penalties for noncompliance?
Yes, failure to provide an SPD to a participant when required can expose the employer to significant penalties. For instance, the plan administrator (employer) may be charged $110 per day if a participant makes a written request and the SPD is not provided within 30 days. Participants also can sue for failing to provide required documents. Additionally, criminal penalties can be imposed for willfully violating a Title I ERISA requirement.
From time to time, the DOL conducts random audits of employee benefits plans by requesting copies of SPDs and other plan materials.
The employer, as plan administrator, is responsible for preparing and distributing the SPD. Although the employer may engage a third party to perform the service, the responsibility under ERISA remains with the employer. To meet the SPD requirements for content, format, and delivery, in accordance with DOL regulations, employers are encouraged to work with experienced benefits advisors or legal counsel to ensure compliance with the specific features of the employer’s benefits plans.