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Surety HR: Not Your Average PEO


When we talk to prospects about Surety HR, our self-insured PEO (professional employer organization), we get a lot of very different reactions - confusion, curiosity, blank stares and occasionally – a crossed-arm refusal to hear anything else about it. We knew when we began building our PEO that several employers have a bad taste in their mouth about PEOs, usually after having (or hearing about) a bad experience.  That’s one of the many reasons we sought out these opinions to help build our framework based on what employers feel does or does not work. 

The biggest thing we want to make clear is that we are not our competition.  We don’t charge based on a percentage of payroll, baking everything together so that you’ll never really know how much you’re paying for any of our services. When employers are looking for some of the solutions a PEO can provide, they are not always looking to move all their employment-related needs under one umbrella.  This is why larger, mature, and sophisticated companies have avoided entering into a PEO relationship.  Surety HR is a sister company of Spooner Incorporated – an unrivaled TPA and consulting firm with less than 2% client turnover.  Because of this foundation, our focus is more on lowering workers’ comp premiums instead of bundling services that you may not need or want.  It also means if and when you decide it’s time to exit the PEO, the process will be simple, because we’ll already have you enrolled in a BWC savings program like Group or Retro. You won’t be surprised by our fees, because outside of the comp premiums and the administrative fee - we don’t charge anything without a discussion and your approval.  Every business has different needs, so Surety HR is not a package, all-or-nothing deal. You choose what you’d like to take off your plate as an owner or HR manager.  We offer HR consulting, benefits, retirement plans, recruiting, FMLA management and safety services for those who need them – but you’re not obligated to utilize or pay for them just to benefit from our self-insured workers’ comp rates.  

If your company is currently with a PEO, or you outsource payroll and would like to break away from Ohio BWC’s high premiums and numerous requirements (Program Enrollment, True-up, Premium Installments, MCOs, Training Requirements, etc.), it’s likely that Surety HR has a solution that best fits your style and situation. We understand the idea of moving payroll processing to participate in a PEO isn’t something employers are eager to consider.  It is an obligation in the PEO world that we can’t circumvent, as this creates the co-employment relationship that allows you into our self-insured workers’ comp fund (with rates up to 50% lower than Ohio BWC premiums).  Most businesses already outsource payroll processing to companies like ADP, Paychex, Paycor, etc. Moving your payroll won’t change much for you, and you may see at much as a five figure reduction in workers’ comp premiums as a result. 

The term “co-employment” also strikes fear into the heart of HR managers and owners. This is another way that Surety HR differs from most PEOs. We have no desire to run your company and make decisions on your behalf. Unless you’re another PEO – your business probably doesn’t exist for the purpose of managing all the things mentioned above.  You exist to create, to build, and to better the communities you serve. When that purpose gets mired in day-to-day compliance and red-tape, it becomes easy for your business to run you – instead of the other way around. 

The Surety HR team would like to have a deeper discussion with your management team to determine if a PEO is a good fit for your business.  Even if it turns out not to be – Surety’s sister company Spooner also has access to Group Rating and Group Retro programs for those that are better suited to stay in the Ohio BWC state fund.  Start by completing a temporary authorization that allows us to request historical policy data from BWC, and we’ll reach out to you right away to discuss. 

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Spooner Celebrates 50 Years!

Posted By Brandy King
July 21, 2025 Category: General

Earlier this month before we left for a long holiday weekend, we gathered all of our employees at Spooner’s Westlake headquarters to celebrate an amazing 50 years in business! We celebrated with sunshine, great food, a few cold beverages, and live music. If you’ve been a client for a while, you may have heard the story of how our founder, Tom Spooner, started our family of companies in 1975. For those that haven’t, we like it so much that it takes up most of our “About Us” section, so you can read it there. The abridged version is: we started with grit and determination, and found ways to disrupt the industry in the interest of Ohio employers. Tom Spooner felt then, as our leadership team feels today, that Ohio business big and small need a true partner when it comes to risk management. We’re beyond proud to be that partner to thousands of businesses. While we’ve been lucky enough to experience tremendous growth over the last five decades, we’ve been cautious about keeping that growth organic and maintaining the values and integrity that got us here. We love what we do, and that passion is a big part of what’s kept our client retention rate hovering over 98% for countless consecutive years. We’d like to thank our incredible staff and leadership, and our trusting clients for helping us achieve this milestone. Here’s to the next

OSHA Issues a Flurry of Proposed Rules

Posted By Brandy King
July 21, 2025 Category: General

The Occupational Safety and Health Administration (OSHA) recently proposed some sweeping changes to longstanding regulations. OSHA published a whopping 25 proposed rules and one final rule on July 1, 2025. The proposed rules encompass several different topics related to worker health and safety. Some of the proposals will impact very narrow groups of employers and industries, and a few may have a substantial impact on a large number of U.S. employers. OSHA’s commentary on these changes indicates a goal of removing unnecessary regulatory burdens on employers, while also streamlining OSHA’s regulatory process. The only final rule put into place (and effective immediately) eliminates the need for OSHA’s administrator to seek opinions of the Advisory Committee on Construction Safety and Health before publishing, changing, or revoking standards that apply to construction work. Below are a few high notes from some of the more broadly applicable proposed regulations. Remember that OSHA’s rulemaking process requires them to publish these proposed changes and allow time for public commentary and feedback. The links above and below lead to the Federal Register site, where the full details of the suggested changes can be accessed along with the feedback submission form. Highlights of Notable Proposed Rules Application of the General Duty Clause: This could be the change that causes the most stir and elicits the most feedback. While the General

Ohio BWC Safety Grants Available

Posted By Brandy King
July 21, 2025 Category: General

Ohio BWC has opened the application period the Safety Intervention Grant (SIG) Program, which matches eligible state-fund employers $3 to $1 on investments to create a safer workplace. Most employers who have had an Ohio BWC policy for at least one year, are paying above minimum premium ($120+), current on installments and true ups with no lapses this year should be able to take advantage. Self-insuring employers, employers in a self-insured PEO, state agencies and state universities are not eligible. Every three years, eligible employers can apply for up to $40,000 in matching funds to purchase “equipment to substantially reduce or eliminate injuries and illnesses associated with a particular task or operation.” The first thing to note is that if your organization wants to benefit from the Safety Intervention Grants, you must complete this process before purchasing equipment. Be prepared with info on workers’ comp claims or incidents associated with the particular area or task, number of employees performing the task, and explore vendors to get price quotes on equipment. As always, there are items and services that grant funds can’t be used for - like standard PPE, training, equipment needed to meet minimum OSHA requirements, etc. A detailed moratorium can be found here.  Of course, there are usually a few strings attached when money is given away. There are reporting requirements once the grant is approved. To avoid getting too

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