Clear answers.
Better decisions.

Co-employing with GEM eliminates the down payments associated with directly purchasing workers' compensation insurance and avoids regularly scheduled audits because the insurance expense is built into the labor burden on a pay-as-you-go basis. The risk of work-related injuries transfers to GEM, creating a shared incentive to control claim expenses through claims administration, risk management, and safety programs.

Many small to mid-size employment groups outsource several administrative functions. Using one provider can contain costs while adding employment-administration capabilities that may not currently exist. A fixed labor burden containing employer taxes and expenses can be applied to employee wages and assigned to job costing, giving the business a clearer picture of labor costs and profit margins.

Under contract, GEM and the client company become co-employers with clearly separated responsibilities. The client remains the worksite employer, recruiting and training employees, establishing wages, and directing the work. GEM becomes the employer of record for assigned administrative responsibilities. A staffing company, by contrast, is generally the sole employer and supplies its own employees to another business, often temporarily.