# Lightsource Global > Brighter business solutions ## Posts ### Workers' Comp for Remote Employees Based in the U.S. [Guide] Highlights  Navigating U.S. workers' comp is crucial for international companies hiring remote workers.  Remote employees are covered by the laws of their state of residence for workers' compensation.  Simplify U.S. remote hiring with Lightsource Global's EOR services for compliant workers' comp. Contact us today!  When international companies hire in the U.S., they must familiarize themselves with a maze of employment laws and regulations. Grasping the nuances of workers’ compensation for remote employees, mandatory in most U.S. states, is a crucial aspect to address.  Workers' compensation protects your employees and your company in the event of a work injury or illness. Let’s explore how it works for businesses with a remote U.S. workforce.  Workers' Compensation: The Basics  Workers' compensation is a form of insurance that provides financial support, including replacement income and medical benefits, to employees who experience work-related injuries or illnesses. This system ensures employees receive proper compensation while protecting employers from legal liability.  Nearly all states require employers to carry workers' compensation insurance for their employees, whether they work onsite or remotely.  How It Works for Remote Employees  Remote workers are covered by workers’ comp under the laws of the state in which they reside, regardless of where the company is headquartered or where their work is performed.  For global companies hiring remote U.S. talent, this means you must ensure compliance with the workers' compensation laws in every state where you have remote employees.  Staying compliant involves paying premiums for insurance coverage but also following specific reporting and claims procedures in the event of a work-related injury or illness. When filing a workers’ comp claim, remote employees must provide evidence that the incident occurred during a work-related activity.  Even though requirements and coverage vary across states, workers’ comp for remote workers typically covers:  Reasonable and necessary medical treatment  A portion of lost wages if the remote employee is unable to work due to a work-related injury or illness  Benefits for surviving beneficiaries in the event of a work-related fatality  Certain states require employers to obtain workers' compensation insurance from state-run funds, while others allow for private insurance carriers. The premium rates and how they are calculated can also vary, making it challenging for companies to estimate a budget for these expenses.  Failure to comply with workers’ comp requirements can lead to costly penalties, fines, and the risk of leaving your remote employees without adequate protection.  Do You Need Workers Comp for Independent Contractors​?  Companies are not required to provide workers’ compensation for independent contractors.   Workers' compensation laws are designed to protect employees who are under the direct control and supervision of an employer. Since independent contractors operate more independently, they are generally responsible for their insurance, including health insurance and, if they choose their own form of accident or disability coverage.  However, classifying employees accurately is crucial. Misclassifying an employee as an independent contractor carries significant risk, leading to penalties and the obligation to provide back pay for benefits, including workers' compensation.  Best Practices for Remote Workforce Safety  The peace of mind that comes with knowing your remote workforce is protected is important. But prioritizing safety starts with proactive measures. Here are some best practices to implement:  Encourage employees to set up an ergonomic workstation with proper lighting, comfortable seating, and appropriate desk height.  Prioritize training programs that educate remote workers on proper posture, stretching exercises, and techniques for lifting and handling equipment safely. These preventive measures can reduce the likelihood of musculoskeletal disorders and repetitive strain injuries, commonly associated with sedentary work.  Emphasize the importance of taking regular breaks.  Address mental well-being and stress management.  Provide guidance on maintaining a clutter-free and organized workspace to minimize trip hazards and fire risks.  Simplify Your U.S. Remote Hiring with Lightsource Global  For international businesses, hiring remote employees in the U.S. presents unique challenges, particularly when it comes to complying with employment laws across different states.  Understanding and managing these legal requirements can be time-consuming and require specialized knowledge. That's where Lightsource Global steps in. As an Employer of Record (EOR), we specialize in helping companies hire remote employees in the U.S.  As the legal employer for your remote workers, we take on the responsibility of managing payroll and benefits, while ensuring full compliance with state-specific requirements, such as workers' compensation.  Ready to expand your business confidently? Contact us to learn how we can help you stay compliant as you grow your remote workforce.  Related Articles  Employer of Record: Benefits, Risks and How to Choose One  What Is I-9 Compliance? A Brief Guide for Employers Hiring in the U.S.  Hiring Remote Workers: A Guide to Stay Compliant  ### Outsourcing Payroll: Pros and Cons (And When to Consider It) Highlights Outsourcing payroll can be a strategic move for businesses with complex needs or small HR teams. The main advantages of outsourcing payroll involve saving costs and making processes more efficient. At Lighsource HR, we provide payroll and HR solutions for global businesses hiring employees in the U.S. Learn how we can help your business. Managing payroll is more than just issuing paychecks to your employees. It encompasses a range of complex and time-consuming responsibilities, such as calculating work hours, deductions, taxes, and benefits. This can be overwhelming, especially for international companies with no experience navigating the U.S. market. If that’s your case, outsourcing payroll to an external provider can be the best approach for your business. Outsourcing payroll offers significant benefits, but it also has potential downsides that you need to consider. This article breaks down the pros and cons of payroll outsourcing to help you make a wise decision. Let’s jump right in! What Is Payroll Outsourcing? Payroll outsourcing is when a company hires a specialized external organization to manage all or some of its payroll functions. Instead of having an in-house team to handle payroll, the company entrusts this task to a professional payroll service provider. Payroll outsourcing services typically carry out the following tasks: Gathering employee leave, attendance, and other relevant information Validating payroll data Calculating salaries, deductions, and taxes Distributing payslips to employees Generating payroll reports Ensuring compliance with tax regulations For companies that require a broader HR approach, such as managing risk and compliance and employee benefits in addition to payroll, integrated HR solutions are worth exploring. Pros and Cons of Outsourcing Payroll Considering outsourcing? We’ll examine the top advantages of outsourcing payroll, from cost savings to scalability, as well as its potential pitfalls and challenges: Pros of Outsourcing Payroll Save time A key benefit of outsourcing payroll is freeing your internal team from repetitive, administrative tasks. This enables them to dedicate time to higher-value activities like talent acquisition, employee development, and strategic HR planning. Higher accuracy Payroll errors can be costly and time-consuming to fix. Payroll service providers have the experience and expertise to ensure that your payroll is processed accurately and on time, every time. Cost savings For small and mid-sized businesses, outsourcing payroll can be more cost-effective than managing it internally. Beyond savings on staff salaries and benefits, outsourcing also eliminates expenses related to ongoing training for regulatory changes, investments in payroll software, and the potential financial impact of payroll errors. More efficient processes Specialized payroll providers often use advanced software that automates tasks such as tax calculations, deductions, and direct deposits, reducing manual effort and minimizing the risk of errors. This, combined with industry best practices, streamlines workflows, ensuring timely and smooth payroll. Access to compliance experts Payroll regulations are complex and constantly changing. This gets even more challenging for international companies paying employees in multiple countries. Payroll service providers stay up to date on the latest changes and ensure that your company is always compliant. Peace of mind Knowing that your payroll is being handled by qualified professionals can give you peace of mind. You can focus on running your business without having to worry about making payroll mistakes. Access to technology Payroll service providers usually have access to the latest payroll technology. This can help to improve the efficiency and accuracy of your payroll processing. Scalability As your business grows, your payroll needs become more complex — think managing a remote workforce or handling a diverse range of employee types, from full-time and part-time employees to independent contractors and freelancers, each with different employee benefits and tax implications. A payroll service provider can scale its services to meet your needs. Cons of Outsourcing Payroll  While outsourcing payroll offers a multitude of benefits, it's important to be aware of some of its common problems and challenges before making a decision: Loss of control Handing over payroll tasks means losing some control over the process. This can be a concern if you prefer to keep your financial data close to hand. This loss of control can also extend to the timing of payroll processing, as you become dependent on the provider's schedule and deadlines. Data security risks Outsourcing payroll involves entrusting sensitive employee data (such as (Social Security numbers, bank account details, and salary information) to a third party. While reputable providers have robust security measures, data breaches can still happen. Protecting employee data is always your responsibility. Choose a provider with certifications like ISO 27001 or SOC 2 and make sure to understand their data protection policies, incident response plans, and liability in case of a breach. Hidden costs Be sure to factor in all the fees associated with outsourcing payroll. Some providers might have hidden charges or additional costs for specific services, such as year-end reporting, tax filing corrections, or setting up new employee accounts. Carefully review the contract and ask about all potential fees before signing. Don't just focus on the base price. Communication challenges Clear communication is essential for accurate payroll processing.  Ensure you have a reliable communication channel with the provider to avoid errors due to misunderstandings. Also, consider how time zones might impact communication if you choose an offshore payroll provider. Lack of customization Payroll service providers offer standardized solutions. If your business has unique payroll needs, such as complex commission structures, union dues deductions, or specialized benefit plans, you might find it difficult to achieve the same level of customization as with in-house processing. Before making a decision, make sure to assess the provider's ability to handle your specific requirements. Potential loss of employee trust Some employees might not be comfortable with their personal information being handled by an outside company. Transparency and open communication about the provider's security measures and data handling practices can help you address these concerns. Explain why you are outsourcing and emphasize the steps you've taken to ensure data security. Responsibility and liability Your company is responsible for any tax filing mistakes, compliance lapses, or other errors the payroll provider may make. Even if the error was their fault, you might have to deal with penalties, interests, and legal feeds which can be challenging (and expensive) to resolve. When Is the Right Time to Outsource Payroll? There are several reasons why a company might consider outsourcing payroll. Here's a breakdown of common scenarios and indicators that suggest it might be time to consider outsourcing: If you are a small company, you might not have a dedicated HR team or payroll specialist. Outsourcing helps you bridge this gap and benefit from the expertise of professionals without the need for a full-time hire. For companies with complex payroll needs, investing in payroll software and staff training might be too expensive. If that’s your case, it might make sense to trust a reliable payroll provider to handle everything for a lower overall cost. If your company is expanding internationally, managing payroll across multiple countries and keeping up with complex regulations can be a real challenge. A global payroll provider can support your business by streamlining these processes and offering expertise in international tax and labor laws. Overall, payroll outsourcing is a good option for businesses of all sizes that want to save time and money, improve accuracy, and stay compliant. Simplify Payroll in the U.S. Market with Lightsource HR Payroll is always a complex process — but it can be even more intricate when you are not familiar with labor and tax regulations. At Lightsource HR, we support global businesses expanding into the U.S. market and provide efficient payroll solutions that keep you safe and fully compliant. From monitoring time and attendance to staying up to date with complex and evolving regulations, our dedicated specialists can get you covered! Bringing US-based employees to your workforce has never been that easy. Learn more about our HR and payroll services and contact us to get started! Related Articles What Is Global Payroll? The Challenges and Solutions Taxes for Remote Workers: What Employers Need to Know Human Resources Outsourcing Benefits for Your Company ### Hiring a 1099 Contractor in the United States: A Practical Guide Highlights Hiring 1099 contractors in the U.S. involves key steps, from classifying workers correctly to handling tax compliance. An Employer of Record (EOR) service can simplify the process by handling payroll, tax compliance, and other HR tasks, allowing you to focus on your core business. Lightsource Global helps international companies hire qualified talent in the U.S., ensuring your business stays compliant with all applicable regulations. Discover our EOR services. Expanding your workforce with U.S. talent? For international businesses, hiring a 1099 contractor in the United States is a fast, flexible way to access specialized talent for short-term projects, without the costs of hiring in-house employees. However, you’ll need to familiarize yourself with U.S. employment laws and regulations, which can be complex. This guide covers the basics to ensure your hiring practices are compliant and legally sound. What Is, Exactly, a 1099 Contractor? A 1099 contractor, also known as an independent contractor or freelancer, is a self-employed individual who provides services to companies without becoming a traditional employee. Independent contractors operate as their own businesses, which means they have greater autonomy and control over their work schedules, tasks, and methods. They are also responsible for their own taxes and benefits. The term "1099" refers to the IRS form businesses use to report payments made to independent contractors in the U.S. throughout the year. When you hire a 1099 contractor, you are responsible for filling out this form for tax reporting purposes. 3 Advantages of Hiring 1099 Contractors For international companies, hiring 1099 contractors offers several benefits: Tap into a global, specialized talent pool. Companies can find the best talent, with specialized skills or expertise, for specific projects or niche roles, regardless of location. Cost savings. Businesses can save on expenses associated with hiring traditional employees, such as payroll taxes, health insurance, retirement contributions, and other benefits. Hiring contractors also reduces the need for expensive onboarding, training, and management processes, usually required when hiring permanent staff. Flexibility and scalability. Contractors can be hired on a project-by-project basis, allowing businesses to ramp up their workforce or downsize as needed. How to Hire 1099 Contractors — And Stay Compliant Hiring 1099 contractors is less complex than hiring full-time employees but still requires careful planning to ensure compliance. Let’s outline the key legal and logistical aspects that you need to keep in mind: Define the Role You Need to Cover Determine if a 1099 contractor is the right fit. This will depend on the type of project, its scope, deliverables, and required skills. Is this a short-term project or does it require ongoing support? Is it a specialized task? Once you’ve sorted this out, it’s time to craft a compelling job description to attract qualified candidates. Sourcing and Vetting Candidates Explore various platforms for finding contractors, such as freelance marketplaces, industry-specific job boards, and professional networks. Review candidates’ portfolios and conduct interviews. Determine Worker Classification Accurately classifying workers is crucial in the U.S. In fact, misclassification (particularly when workers classify employees as contractors) can lead to severe penalties. The Internal Revenue Service (IRS) outlines several factors that you need to consider when classifying workers: Control: How much control does your company exert over the worker's methods, schedule, and work location? Less control suggests independent contractor status. Behavioral control: Does your company direct and control how the worker performs the tasks, or just the outcome? Less direction suggests independent contractors. Financial control: How is the worker paid? Are expenses reimbursed? Who provides tools and supplies? Independent contractors typically invest in their own businesses. Type of relationship: Is there a written contract? Is the relationship project-based or ongoing? Project-based, short-term relationships may indicate an independent contractor status. Create a Solid Contractor Agreement Draft a comprehensive contractor agreement that clearly outlines the scope of work, deliverables, timelines, payment terms, intellectual property rights, confidentiality clauses, and termination conditions. Tax and Employment Compliance Documentation Obtain necessary documentation from the contractor. This includes: Form W-9: You must request contractors to complete this form at the beginning of their working relationship. This IRS form is used to collect essential tax information from the contractor, including their name, address, and Taxpayer Identification Number (TIN). Form 1099-NEC: This IRS form is used to report payments made to independent contractors throughout the tax year. You should fill out and file this form at the end of the tax year, if you paid a contractor $600 or more for services. Forms W-8BEN: This form is used to collect tax information from contractors who are non-U.S. citizens. Tax requirements for U.S. contractors can also vary by state, so you should always check with a legal expert to ensure full compliance with both federal and state regulations. Set Up a Payment Process Establish a secure and compliant payment process, either through a global payroll provider or by setting up international wire transfers. Managing Global Talent with EOR Services: Why It Makes Sense Hiring and managing U.S. 1099 contractors can be overwhelming, especially if your business is in a different country. Here’s where partnering with an Employer of Record (EOR) service can help.  An EOR acts as the legal employer of record for your contractors, taking on the responsibility of payroll processing and tax compliance. This includes: Processing contractor payments Managing currency conversion to ensure accurate and timely payments Tracking all payments and generating reports Preparing and filing all necessary tax forms Monitoring compliance with ever-changing regulations By outsourcing these HR tasks to an experienced EOR, you can spend more time and resources on strategic activities that drive business growth. At Lightsource Global, we can help you build a skilled, global workforce while keeping your business fully compliant. Ready to get started? Contact us today to schedule a consultation. Related Articles HR Best Practices for Companies Hiring US-Based Talent Hiring Remote Workers: A Guide to Stay Compliant US Employment Laws: What You Need to Know ### Taxes for Remote Workers: What Employers Need to Know Highlights When expanding their business internationally, global companies face complex tax regulations across multiple states and countries. Partnering with an Employer of Record (EOR) can assist companies in onboarding new talent while ensuring compliance with all applicable laws and regulations. At Lightsource Global, we help businesses hire remote employees in the U.S. quickly and in compliance with all local, state, and federal laws. Contact us to learn more. Hiring talent across the U.S.? Navigating state and local taxes for a distributed workforce can be challenging. This article provides essential guidance to help employers navigate taxes for remote workers and protect your business from potential tax-related issues.Let’s dive in! Understanding Taxes for Remote Workers When determining where remote workers should pay taxes, several factors come into play: The remote workers’ residency The amount of time a worker spends in a state or country, even if they don’t live there. The employer location In the U.S., remote workers are subject to federal income tax obligations and, in some cases, state income tax liabilities based on their physical location and the state in which they work. At the federal level, remote workers are taxed on their earned income just like traditional employees. As an employer, you are responsible for withholding federal income tax, Social Security tax, and Medicare tax from their paychecks. The amount withheld is determined by the employee's filing status, number of allowances claimed, and the applicable tax brackets. However, state income tax obligations for remote workers can be more complex. Here are a few things to keep in mind: Source state taxation. Generally, remote workers are subject to state income tax in the state where they physically perform their work activities. This is known as the "source state". Potential for double taxation. When a remote worker lives in one state but works remotely for an employer based in another state, they may be subject to income tax in both their state of residence and the state where their employer is located or where they perform work activities. For example, if a remote worker lives in New York but is employed by a company based in California, they may be subject to income taxes in both states. Reciprocity agreements. To address the double taxation issue, many states have entered into reciprocity agreements. Under these agreements, the employee is only required to pay income taxes in their state of residence, and the state where they perform work agrees to exempt that income from taxation. The “convenience of the employer” rule. If an employee lives in one state but chooses to work remotely from another state for their own convenience, the employee's income may be subject to taxation in the state where the employer is located, even if the work is performed entirely outside that state. This rule applies in states such as New York and Arkansas. State-specific rules for non-resident income. Some states, like California and New Jersey, tax non-residents on income earned within the state, while others, such as Texas and Florida, do not have a state income tax at all. This can create situations where remote workers may need to file multiple state tax returns or navigate complex rules. Best Practices for Employers Hiring Remote Talent in the U.S. Hiring remote employees in the U.S. offers numerous benefits, but it also introduces unique tax and compliance challenges. To ensure a smooth and compliant experience, consider these best practices: Determine the appropriate state and local tax rates based on each employee's work location and residency status. Maintain detailed records of employee work locations, compensation, and tax withholdings. Implement robust HR and payroll processes. Regularly monitor changes in state and local tax laws and adjust payroll processes accordingly. Provide clear guidelines and training to your remote teams regarding tax obligations, recordkeeping requirements, and best practices for maintaining compliance. Consider partnering with an Employer of Record (EOR). An EOR acts as the legal employer for your remote employees in other countries, handling all the complexities of international employment, including payroll processing, tax compliance, and benefits administration. Navigate Remote Work Taxes with Lightsource Global Remote work allows businesses to expand internationally and unlock new markets while embracing flexibility and tapping into a global talent pool. However, as their remote workforce grows, companies often face complex tax regulations across different states and countries. Ensuring compliance, managing payroll, and navigating varying labor laws can become a significant burden. This is where partnering with an EOR like Lightsource Global proves invaluable. By leveraging our expertise and comprehensive services, international companies can simplify and accelerate the process of employing U.S.-based remote workers, while minimizing risks and ensuring full compliance with all applicable tax regulations. When it comes to hiring global talent, it’s not just about making it happen — it’s about making it happen the right way. Contact us today for a free consultation. Related Articles Employer of Record vs PEO: Which is Right for Your Business? Hiring Remote Workers: A Guide to Stay Compliant US Employment Laws: What You Need to Know ### Employer of Record vs PEO: Which is Right for Your Business? Highlights Employers of Record (EORs) and Professional Employer Organizations (PEOs) are two different models for outsourcing HR functions and managing employees. International companies expanding into the U.S. market can find EORs particularly helpful in navigating employment labor and tax laws. At Lightsource Global, we provide EOR services to help you seamlessly expand your business into new markets. Contact us today to learn more! Expanding your business internationally? Employers of Record (EORs) and Professional Employer Organizations (PEOs) are two specialized HR outsourcing solutions that can help you navigate this process. But which one is the best fit for your needs? This guide outlines the key differences between Employer of Record and PEO so you can make an informed decision. Let’s dive in! What Is an Employer of Record (EOR)? An EOR serves as the legal employer of your company’s workforce in a target country. It allows you to legally hire workers in other countries or regions without establishing a legal entity there. The EOR assumes full responsibility for employment-related tasks such as payroll processing, benefits administration, and ensuring compliance with labor laws and tax regulations. Need to hire U.S. talent fast? Discover Lightsource Global EOR services. What Is a Professional Employer Organization (PEO)? A PEO provides HR outsourcing services to businesses. By entering into a co-employment relationship with a PEO, companies can outsource various HR functions, including payroll administration, employee benefits management, workers' compensation, and compliance with labor laws. Employer of Record vs PEO: Key Differences 1.   Direct Employment vs Co-Employment With an EOR, the service provider becomes the legal employer of your workforce, taking full responsibility for employment-related compliance, payroll, and HR functions. In contrast, a PEO operates under a co-employment model, where both the PEO and your company share certain employer responsibilities, rights, and liabilities. The direct employment model used by EORs provides a clearer separation of responsibilities and liabilities, reducing your exposure to potential legal risks associated with employment matters. 2.   Compliance and Legal Responsibilities When working with an EOR, the service provider assumes complete liability for adhering to employment laws, regulations, and tax obligations. This relieves your company of the burden of navigating complex U.S. employment regulations, minimizing risks, and ensuring full compliance. With a PEO, however, the legal responsibilities are shared, and your company retains a degree of liability. 3.   Control Over HR Functions EORs typically offer a more comprehensive suite of HR services, including payroll, benefits administration, and employee onboarding/offboarding. You can outsource as much or as little as desired, while still maintaining control over key decisions like hiring, firing, and performance management. PEOs, on the other hand, often have more standardized HR processes, which may limit your flexibility and control. 4.   Flexibility and Scalability EOR solutions are generally more adaptable to the unique needs of your business, allowing you to quickly scale your workforce up or down as required. PEOs may have more rigid structures and processes, making it more challenging to accommodate rapid growth or fluctuations in staffing needs. When to Choose EOR vs. PEO While both solutions offer distinct advantages, choosing an EOR or a PEO will depend on your business's objectives and priorities. Consider these factors when making your decision: Company size: Smaller companies (or those with a limited workforce) may find EOR services more suitable, as they provide a straightforward solution for hiring and managing employees without the added complexities of co-employment. Larger organizations with more extensive HR needs may benefit from the comprehensive services offered by PEOs. Location and growth plans: If your company plans to expand into multiple states or countries, an EOR solution can be more flexible and scalable, as it allows you to hire employees in different locations without establishing separate legal entities. PEOs, on the other hand, may be better suited for companies with a concentrated workforce in a specific region or state. Compliance risks and costs: Ensuring compliance with employment laws, regulations, and tax requirements can be a daunting task, especially when operating in multiple jurisdictions. EORs assume full responsibility for compliance, minimizing the risks and costs associated with non-compliance. Businesses That Should Consider an EOR To sum up, these types of businesses can benefit the most from EOR services: International companies entering the U.S. market for the first time or expanding to new states Companies with a highly mobile or distributed workforce across multiple locations Businesses seeking a flexible and scalable solution for rapid growth or project-based hiring Organizations that prefer to maintain complete control over their HR policies and processes Choose Lightsource Global as Your EOR Partner For companies looking to expand their operations, navigating U.S. employment laws and regulations can be a daunting task. That's where Employer of Record (EOR) services come in. Lightsource Global provides EOR services for businesses seeking to hire and manage a U.S.-based workforce. Our team of experts ensures your company remains compliant with all relevant regulations, minimizing risks and potential penalties. Let’s grow your business together. Contact us to learn more about our EOR solutions! Related Articles How to Hire Remote Workers: A Guide to Stay Compliant How to Expand Your Business Internationally: Key Steps & Tips What Is I-9 Compliance? A Brief Guide for Employers Hiring in the U.S. ### How Global Employee Benefits Can Help You Attract Top Talent Highlights Global employee benefits can help companies attract and retain talent across borders. By including optional benefits such as vision and dental plans or tuition reimbursement, companies can stand out in a competitive talent market. Lightsource Global supports business expansion with top-notch employee benefits and a comprehensive suite of HR-related services. Contact us to learn more. Expanding your business globally? Securing top talent can be challenging. Global employee benefits can be a powerful tool to attract and retain skilled professionals, no matter where they are located. This guide provides you with insights to optimize your employee benefits package and drive business success. Let’s dive in! What are Global Employee Benefits? Global employee benefits are non-wage offerings provided by employers to their workforce, regardless of their geographic location or country of operation. These benefits extend beyond monetary remuneration and encompass various programs, policies, and perks designed to enhance employee’s well-being and improve job satisfaction and productivity. The main purpose of global employee benefits is to attract, retain, and motivate top talent from diverse cultural backgrounds and locations. Employee benefits are an effective way of showing employees that you value them and support their well-being and professional growth. Over time, this leads to increased loyalty and engagement. As companies expand their operations globally, providing a consistent and equitable benefits experience to all employees becomes crucial. Global employee benefits programs aim to harmonize offerings while respecting local laws, cultural norms, and employee preferences. Types of Global Employee Benefits Statutory Employee Benefits Statutory employee benefits are the mandatory benefits that employers are legally required to provide to their employees based on the laws and regulations of a specific country or region. These benefits offer a basic level of protection and support for workers. Common examples include health insurance, retirement plans, and paid time off (including vacation days, sick leave, and parental leave). However, there might be other mandatory benefits specific to certain countries or industries, such as workers' compensation insurance, disability benefits, or unemployment insurance. If you are hiring remote employees in multiple countries, you must stay informed about the statutory requirements in each location to ensure compliance and avoid potential legal and financial consequences. Supplemental Employee Benefits Beyond mandatory benefits, supplemental benefits play a crucial role in enhancing employee satisfaction, well-being, and overall quality of life. These benefits are optional and offer businesses a strategic advantage to stand out in a competitive global talent market. If you are looking to attract and retain top performers, you should consider investing in some of these global employee benefits: Dental insurance Vision plans Mental health support, such as counseling services, employee assistance programs (EAPs), and mental health coverage in health insurance plans Wellness programs, which can take various forms, such as on-site fitness facilities, discounted gym memberships, health coaching, and incentives for participating in wellness activities Tuition reimbursement programs Financial planning services Legal assistance Discounts on various products and services Creating a Global Benefits Strategy Developing a global benefits strategy is crucial for companies operating across multiple countries and regions. A well-designed strategy ensures that your organization can attract and retain top talent while staying compliant with local regulations and meeting the diverse needs of your global workforce. Here are a few recommendations to get you started: Assess your Needs One of the first steps in creating a global benefits strategy is to assess your company's needs and employee expectations. Understanding the unique requirements of different regions, industries, and job roles can help you identify the most relevant and valuable benefits to offer. Stay Compliant Researching local regulations and compliance requirements is another essential aspect of building a global benefits strategy. Employee benefits laws and regulations can vary significantly across countries and even within regions, so it’s crucial to understand the legal landscape in each location where you operate to keep your business compliant. Standardize Benefits Across your Global Teams... While adhering to local regulations is essential, it's also important to standardize core benefits across your global workforce. This approach promotes fairness, consistency, and a sense of unity among employees, regardless of their location. Core benefits may include healthcare coverage, retirement plans, and paid time off policies. …But Customize to Address Specific Needs Regional customization, on the other hand, can often be necessary to address cultural differences, local preferences, and varying cost-of-living standards. For example, in some countries, transportation allowances or meal subsidies may be more valued than traditional benefits like dental or vision coverage. To strike the right balance between standardization and customization, consider implementing a flexible benefits program that allows employees to choose from a range of options tailored to their specific needs and preferences. This ensures that your benefits offerings remain competitive and attractive in different markets. Keep Your Benefits Strategy Agile and Adaptable Make sure to review and update your global benefits strategy regularly. As your organization grows and expands into new markets, or as local regulations change, your benefits strategy should evolve, too. Find a Trusted Partner to Elevate your Global Benefits Strategy Partnering with a dedicated global employee benefits provider can offer numerous advantages, streamlining the process and ensuring compliance while providing your employees with comprehensive and competitive benefits packages. Lightsource Global: Your Partner for Global Employee Benefits Managing employee benefits across multiple countries can be complex, as it requires extensive knowledge of local regulations, cultural norms, and market conditions. As a leading provider of global HR solutions, Lightsource Global understands the challenges that come with managing a globally distributed workforce. We can help you design a competitive and compliant employee benefit package to attract new employees and retain your current staff. Ready to take the first step? Contact us today and embrace the future of global talent management with Lightsource Global as your trusted partner. Related Articles US Employment Laws: What You Need to Know How to Expand Your Business Internationally: Key Steps & Tips How to Hire Remote Workers: A Guide to Stay Compliant ### How to Hire Remote Workers: A Guide to Stay Compliant Highlights By hiring employees across borders, businesses can address skills gaps and access top talent. Navigating international employment regulations and managing global payroll can be complex, but partnering with an Employer of Record (EOR) offers a strategic solution. At Lightsource Global, we provide EOR services for businesses looking to expand into the U.S. without establishing a local entity in the country. Contact us to learn how we can help your business! Remote work has transformed businesses' operations, offering flexibility and providing access to a diverse, specialized, and international talent pool. However, for companies hiring remote workers, this brings unique legal and administrative challenges. Planning to expand your business globally? This guide provides actionable advice to help you stay compliant and mitigate risks. Let’s dive in! First Things First: The Legal Requirements Whether you are hiring remote workers from the U.S. or other countries around the world, you must navigate a complex web of employment laws, which are specific to each country. Here’s a shortlist of the regulations businesses need to consider when hiring foreign workers: Legal authorization to work in the country: Most foreign workers require a work visa or permit to legally work in a particular country. The specific requirements vary depending on the country and the nature of the employment. In the United States, for example, employees must verify I-9 compliance, which confirms that they are eligible to work in the U.S. Labor regulations: Minimum wage, overtime pay, and other employment standards. Tax laws: Withholding taxes, reporting requirements, and tax residency. Data privacy regulations: GDPR, CCPA, and other data protection laws. Employment contracts and agreements: Ensuring that contracts comply with local labor laws and protect the company's interests. Companies that fail to comply with these laws might face hefty fines, penalties, and legal disputes. Hiring and Paying International Employees through an Employer of Record An Employer of Record (EOR) is a specialized service provider that acts as the legal employer of record for a company's remote workers. This allows businesses to hire and manage remote talent without establishing a legal entity in the workers’ location. EORs can support businesses in hiring remote workers in multiple countries by providing the following services: Hiring international employees within a few days or weeks Ensuring compliance with local labor laws and regulations Payroll processing, tax withholding, and reporting Managing HR functions such as benefits administration, time off management, and performance reviews Protecting your business from risks related to employment disputes and legal liabilities Partnering with an Employer of Record offers substantial benefits for employers, such as accelerating time-to-hire, handling complex compliance matters, and eliminating the costs of setting up and maintaining a local presence in a foreign country. Consider this When Bringing Remote Workers on Board Offer Unique, Competitive Employee Benefits Research and provide employee benefits that are relevant and competitive in the country where your remote workers are located. Consider factors such as health insurance, paid time off, retirement plans, and any other benefits that are legally required or culturally expected. If you work with an EOR, they can help you negotiate better prices, give you access to competitive benefits, and handle enrollment and other administrative sides of benefits. Ensure a Smooth and Efficient Payroll Process for Remote Workers This involves accurate calculations, timely payments, and compliance with local tax laws. Handling payroll internationally can be challenging, so consider using a payroll service provider or an EOR to ensure a hassle-free experience. Manage Global Compensation When hiring employees internationally, you need to ensure that compensation packages are competitive and fair within the local market. Research and understand cultural norms and expectations regarding compensation in different regions. Always factor in the cost of living in different locations when determining compensation. Adjust salaries to account for variations in housing costs, transportation, and other expenses. Prioritize Employee Well-Being Prioritize the mental and physical health of remote workers. Encourage regular breaks, provide opportunities for social interaction, and foster a positive work-life balance. Be mindful of time zone differences and cultural nuances that may impact communication and collaboration. Establish clear expectations and guidelines for remote work. Rethink Performance Management Develop clear performance metrics and evaluation criteria that are specific to remote work. Implement regular check-ins and feedback mechanisms to maintain productivity and engagement. Expanding Your Business with Remote Workers Just Got Easier Hiring remote workers can be a strategic advantage for businesses, allowing you to access top talent around the world. But, at the same time, it requires careful planning and compliance with local employment laws. By partnering with an Employer of Record, companies can leverage expertise and be able to bring talent on board fast, while staying fully compliant. At Lightsource Global, we provide EOR business solutions for employers seeking to expand their workforce across borders. Our expertise ensures seamless onboarding, compliance adherence, and risk mitigation, enabling you to rapidly scale your remote team. Ready to take the next step? Contact us to learn more about how we can help you hire and manage remote workers effectively. Related Articles How to Expand Your Business Internationally: Key Steps & Tips US Employment Laws: What You Need to Know Employer of Record: Benefits, Risks, and How to Choose One ### US Employment Laws: What You Need to Know Highlights For international companies hiring talent in the U.S., navigating the country’s employment laws can be complex. Federal and state laws regulate key aspects of the employer-employee relationship, such as minimum wage, overtime, anti-discrimination, and employee benefits. At Lighsource Global, we provide EOR services to help you hire, pay, and manage employees in the US while staying fully compliant. Contact us to get started! Planning to hire U.S. employees? Expanding your business internationally is an exciting venture, but you can’t afford to ignore U.S. employment laws. From minimum wage to anti-discrimination laws, compliance is crucial. This guide cuts through the confusion, delivering the must-know information you need to protect your business and your employees. Let’s get started! Key Employment Laws in the U.S. If you want to operate in the U.S., it’s essential to familiarize yourself with the main regulations that govern the employer-employee relationship in the country. Here’s an overview of the most relevant employment laws in the U.S.: Fair Labor Standards Act (FLSA) This is a fundamental piece of U.S. labor law. It covers three primary areas: Minimum wage. The FLSA mandates a minimum hourly wage that employers must pay their employees. Currently, the federal minimum wage is $7.25 per hour. However, many states have their own minimum wage laws, and employers must comply with the higher federal or state minimum wage. Overtime pay. Under the FLSA, most employees must receive overtime pay for hours worked beyond 40 in a workweek. This overtime pay is typically calculated at one and a half times the employee's regular hourly rate. Child labor laws. The FLSA imposes strict restrictions on the employment of minors. These regulations cover age limits, permissible work hours, and the types of jobs young workers can perform. Equal Employment Opportunity (EEO) Laws EEO laws are designed to prevent employment discrimination based on protected characteristics. These laws ensure that all individuals have equal opportunities for employment, regardless of their background. Discrimination protection. EEO laws prohibit discrimination in various aspects of employment, including hiring, firing, promotions, compensation, and job training. Protected characteristics under federal law include:RaceColorReligionSexNational originAge (40 and older)Disability Genetic information Many states have expanded their EEO protections to include additional categories such as sexual orientation, gender identity, and marital status. Harassment prevention. EEO laws protect employees from harassment based on protected characteristics. This includes verbal and physical harassment and creating a hostile work environment through offensive jokes, slurs, or other discriminatory behavior. Employers have a responsibility to prevent and address harassment promptly and effectively. Family and Medical Leave Act (FMLA) The FMLA is a U.S. federal law that grants eligible employees up to 12 weeks of unpaid, job-protected leave per year for specific family and medical reasons. This means employees can take time off without fear of losing their job to address the following: Serious health conditions: Their own or a family member's The birth or adoption of a child: Including bonding time with the newborn or newly adopted child Caring for a family member with a serious health condition: This includes spouses, children, and parents. Affordable Care Act (ACA) The ACA introduced significant changes to the U.S. healthcare system, including regulations for employer-sponsored health insurance. Employers with 50 or more full-time equivalent (FTE) employees must offer affordable health insurance coverage to their full-time employees and their dependents up to 26 years old. If they fail to do so, they may face penalties. State-Specific Employment Laws In addition to federal labor laws, the United States has several state-specific employment regulations. These laws can vary significantly from state to state, creating additional complexities for employers operating in multiple jurisdictions. Key areas where state laws often differ include: Minimum wage: Many states have minimum wages that exceed the federal minimum wage. Overtime pay: Some states have stricter overtime rules than the FLSA. Family and medical leave: Several states offer more generous family and medical leave benefits than the FMLA. Paid sick leave: Some states mandate paid sick leave for employees. Discrimination protections: State laws may expand the categories of protected characteristics beyond federal law. Wage and hour laws: Some states have specific regulations related to meal breaks, rest periods, and wage payment. Unemployment insurance: State-run programs might have varying eligibility criteria and benefit amounts. Workers' compensation: Workers' compensation laws vary by state, offering different levels of coverage and benefits for workplace injuries. Staying updated on the latest employment laws, both federal and state, is crucial for maintaining compliance and mitigating legal risks. Navigate U.S. Legal Waters: Your Trusted Compliance Partner For companies seeking to hire talent in the U.S., understanding the legal requirements to work in the country is essential. However, staying compliant with these complex regulations requires ongoing attention and expertise. At Lightsource Global, an Employer of Record (EOR) specializing in international employment, we offer comprehensive solutions to manage your U.S. workforce efficiently and compliantly. Our expert team can handle payroll, benefits, taxes, and HR administration, allowing you to focus on growing your business. Let Lightsource Global be your partner in navigating the U.S. employment landscape. Contact us today to learn more about how we can support your expansion plans. Related Articles How to Expand Your Business Internationally: Key Steps & Tips   Employer of Record: Benefits, Risks, and How to Choose One What Is I-9 Compliance? A Brief Guide for Employers Hiring in the U.S. ### How to Expand Your Business Internationally: Key Steps & Tips  Highlights Expanding your business globally unlocks new markets, attracting a wider customer base, investors, and top talent. Successful international expansion requires thorough market research, a well-defined business plan, and navigating complex legal and regulatory landscapes. At Lightsource Global, we provide EOR services, offering expertise to support your global expansion goals. Contact us for a free consultation! Expanding a business internationally holds immense potential, offering opportunities for increased revenue, market diversification, and enhanced brand recognition. Venturing into foreign markets allows companies to tap into new customer bases and leverage growth prospects that may not exist domestically. However, despite these promising advantages, international expansion comes with its own set of challenges. Businesses must navigate complex legal and regulatory landscapes across different countries, ensuring compliance with varying laws and standards. Additionally, finding top talent internationally can be a daunting task, requiring a deep understanding of local markets and cultures. Balancing these challenges with the potential rewards is crucial for businesses aiming to succeed on the global stage. If you are looking into diving into the international market, we will go over key steps and tips that can help your business make the leap! Benefits of International Expansion  International expansion can be a strategic move for companies seeking long-term growth. Here’s why: Increased market reach and revenue growth. By entering new markets, a business can access a larger customer base, leading to higher sales and diversified revenue streams. This geographical diversification can also mitigate risks associated with economic downturns in a single country. Enhanced brand recognition. Operating in multiple countries elevates a company's global presence and reputation. This international exposure can enhance brand credibility and prestige, making the company more attractive to consumers, investors, and partners worldwide. A strong global brand can also create a competitive edge, fostering customer loyalty and trust. Access to a global talent pool. Expanding internationally allows businesses to tap into diverse skill sets, perspectives, and expertise from various regions. This diversity can drive innovation, improve problem-solving, and lead to better decision-making. It also enables companies to attract top talent who might not be available in their home country. How to Expand Your Business Internationally: 6 Key Steps  Ready to take your business global? Here are 6 key steps to guide your journey: Doing Market Research Before venturing into international markets, it's crucial to conduct comprehensive market research. This involves understanding the target market's cultural, economic, and political landscape. Additionally, you need to identify consumer preferences, local competitors, and potential barriers to entry. By analyzing these factors, you can tailor your products or services to meet the specific needs of the market, ensuring a higher chance of success. Developing an International Business Plan Once you've gathered the necessary market data, the next step is to develop an international business plan. A well-structured business plan serves as a roadmap, guiding your expansion efforts and helping secure funding from investors or financial institutions. Here’s what to include: Business goals Target markets Pricing strategies Distribution channels Marketing approaches. Risk assessment and contingency plans Consulting with Experts to Navigate Regulatory Challenges Expanding globally involves navigating complex regulatory landscapes. Consulting with legal and business experts who specialize in international trade can help you understand and comply with local laws, tariffs, and trade agreements. You should also consider partnering with an Employer of Record (EOR) service provider. An EOR can act as your legal employer in the target country, handling global payroll, taxes, and HR compliance while you maintain direct control over your international team. Hiring an International Team Building a capable international team is essential for successful global expansion. Hiring local talent provides valuable insights into the market, culture, and business practices. Additionally, having a diverse team with international experience can enhance innovation and problem-solving capabilities. Keeping Up with Local Laws and Regulations Staying compliant with local laws and regulations is an ongoing process. Regularly update your knowledge of changes in labor laws, tax policies, and industry-specific regulations. Establish a compliance team or work with an EOR partner to monitor and implement necessary adjustments. This proactive approach helps avoid legal complications and ensures smooth operations. Developing a Globalized Sales and Marketing Strategy Creating a global sales and marketing strategy is vital for reaching and engaging international customers. When crafting your strategy, consider this: Customize your marketing campaigns to resonate with the cultural and linguistic nuances of each market. Use digital platforms and social media to reach a broader audience. Build partnerships with local distributors and retailers to enhance your market presence and credibility. Unlock Global Growth with Lightsource   Expanding your business globally requires strategic planning, a deep understanding of local markets, and navigating complex compliance requirements. Finding the right Employer of Record (EOR) partner is essential for ensuring seamless global compliance and successfully hiring an international team. Lightsource Global specializes in EOR services, offering expertise to help your business thrive in international markets. Ready to take the next step? Contact us today for a consultation and discover how we can support your global expansion needs. Related Articles Employer of Record: Benefits, Risks, and How to Choose One What Is Global Payroll? Challenges and Solutions What Is I-9 Compliance? A Brief Guide for Employers Hiring in the U.S. ### Employer of Record: Benefits, Risks, and How to Choose One Highlights Partnering with an Employer of Record (EOR) helps companies hire talented employees across borders quickly and easily, all while staying compliant. Businesses can significantly reduce costs without the need to establish a legal entity in the country. At Lightsource Global, we provide EOR services to fast-track your U.S. expansion. Contact us to get started! Navigating the complexities of employee hiring in the U.S. can be a daunting task, especially for businesses expanding into new markets or managing remote teams. Working with an Employer of Record (EOR) benefits businesses by taking on the legal responsibilities of employment, streamlining the hiring process. An EOR handles everything from payroll and tax compliance to benefits administration, allowing companies to focus on what they do best: growing their business. In this article, we'll delve into the key advantages of using an EOR, explore potential risks and provide guidance on how to choose the right EOR partner to ensure a smooth and successful hiring process. Whether you're a startup or an established enterprise, understanding the role and benefits of an EOR can be a game-changer for your hiring strategy. Let’s dive in! 4 Top Employer of Record Benefits for your Business An Employer of Record (EOR) can offer significant advantages for companies looking to hire U.S.-based employees, including: Getting Access to Top U.S. Talent By partnering with an EOR, companies can tap into a vast pool of skilled professionals without the constraints of geographical boundaries. This allows them to find and hire the best candidates for their needs. Hiring Fast in the U.S., without a Legal Entity Setting up a legal entity can be a time-consuming and costly process that requires extensive knowledge of local laws and regulations. An EOR allows companies to bypass these hurdles, enabling them to onboard employees swiftly and start operations almost immediately. Ensuring Compliance with Local Labor Laws Navigating the complex landscape of U.S. employment laws and regulations can be daunting for foreign companies. An EOR provides access to experts who are well-versed in local labor laws, tax obligations, and compliance requirements. This expertise ensures that companies remain compliant with all legal standards, reducing the risk of penalties and legal issues. Cost Savings By eliminating the need for a legal entity, companies can save on administrative costs, legal fees, and other expenses associated with setting up and maintaining a local presence. This financial efficiency allows organizations to allocate resources more effectively and focus on their core business activities.  Potential Risks of Using an EOR Thinking about using an Employer of Record (EOR) but worried about potential risks? You're not alone. Let's dive into the common concerns companies have and explore solutions to put your mind at ease: Loss of Control Over HR and Workforce Management Since the EOR assumes responsibility for various HR functions, companies may feel distanced from their employees. This could potentially lead to miscommunications or a disconnect between the workforce and the company's culture and values. How to address this: Establish regular communication channels and feedback loops with the EOR to ensure alignment with company culture and maintain a sense of connection with employees. Data Security Risks EORs handle sensitive employee information, such as payroll data and personal identification details. If the EOR does not have robust data protection measures in place, this information could be vulnerable to breaches, potentially leading to identity theft or financial loss. How to address this: Choose an EOR with top-notch data security and compliance certifications. Regular audits and security assessments can also help maintain data integrity and protect sensitive information. Unexpected Costs While EOR services often promise cost savings and efficiency, unforeseen expenses, such as additional fees for specific services or penalties for premature contract termination, can arise, impacting the company's budget and financial planning. How to address this: Do your research on EORs and get a detailed contract. Transparent pricing structures and clear terms in the contract can help manage financial expectations and prevent unexpected expenses. How to Choose the Right Employer of Record Partner  When choosing the right Employer of Record (EOR) for you company, be sure to evaluate: Experience and Expertise: Companies should prioritize EOR partners with a proven track record and significant experience in the industry. Look for partners who understand local labor laws, compliance requirements, and have expertise in managing global payroll, benefits, and HR functions. A seasoned EOR can navigate complex regulatory landscapes efficiently. Geographical Coverage: Evaluate whether the EOR partner has a broad geographical reach, especially if your business operates or plans to expand internationally. A partner with extensive coverage can provide seamless support across various regions, ensuring compliance with local regulations and offering localized HR solutions. Technology: The right EOR partner should leverage advanced technology to streamline HR processes. Look for partners who offer user-friendly platforms for payroll management, employee onboarding, and data analytics. Easy integration with your existing systems makes things even faster. Communication: Effective communication is crucial in managing remote employees and ensuring smooth operations. Choose an EOR partner known for its prompt, clear, and transparent communication channels. Regular updates and accessible support can help address issues swiftly and maintain a positive working relationship. Pricing and Contract Terms: Make sure the EOR service is affordable and fits your budget. Look for clear pricing with no surprises. Additionally, review contract terms for flexibility and scalability to accommodate your business’s growth and changing needs. Ensure the terms are favorable and align with your long-term goals. Bring U.S. Talent to Your Workforce with Lightsource Global  An Employer of Record (EOR) makes hiring in the U.S. much easier and faster. Partnering with an EOR reduces administrative burdens, ensures compliance with tax regulations, and makes your hiring process more efficient. Lightsource Global is a leading provider of EOR services, dedicated to helping businesses hire U.S.-based employees with ease and confidence. With a commitment to excellence and a wealth of expertise, we ensure that your employment needs are handled professionally and efficiently. Ready to explore how an EOR can benefit your business? Contact us for a consultation! Let us help you simplify your hiring process and ensure compliance every step of the way. Related Articles What Is Global Payroll? Challenges and Solutions What Is I-9 Compliance? A Brief Guide for Employers Hiring in the U.S. EOR Success Secrets: Streamlining Global Employment ### What Is I-9 Compliance? A Brief Guide for Employers Hiring in the U.S. Highlights I-9 compliance is a crucial step in hiring U.S. employees which certifies that employees are eligible to work in the country. Completing the I-9 form accurately and within the right time frame is mandatory for every employee you hire for employment in the U.S. At Lightsource Global, we simplify U.S. expansion by enabling you to hire top talent in the country and navigate employment regulations, including I-9 compliance. Contact us to get started! Building a U.S. team? As you onboard new hires, understanding I-9 compliance is crucial. This ensures your workforce is legally authorized to work in the United States. Verifying this authorization through the I-9 form, or Employment Eligibility Verification Form, is a mandatory step for all U.S. employers. This brief guide helps you ensure I-9 compliance. We'll explain the I-9 form, the completion process, and best practices for maintaining compliance. Let’s dive in! What Is I-9 Compliance? I-9 compliance is the process of confirming your employees are eligible to work in the U.S, overseen by the U.S. Citizenship and Immigration Services (USCIS). This involves using a government form called the Employment Eligibility Verification Form, or simply, the I-9 form. Federal law mandates that all U.S. employers verify their employees' work authorization. By following I-9 compliance procedures, you're not only protecting your business from potential legal issues, but also ensuring a smooth onboarding experience for your new hires and staying compliant with USCIS regulations. Form I-9 violations can have serious consequences for your business, including civil and criminal penalties. For instance, failing to comply with I-9 paperwork can cost your business between $281 and $2,789 per violation. What Is Form I-9? Form I-9 is the official document used to record employee information and verify their employment authorization. All U.S. employers, regardless of industry or company size, are legally required to complete Form I-9 for every employee they hire. This applies to both U.S. citizens and authorized non-citizens. Employers and new hires each complete separate sections of the form. How to Complete Form I-9? The I-9 verification process involves two main parts: Section 1: Employee Information and Attestation - This must be completed and signed by the employee any time after they accept the job offer and before the end of their first day at work. They'll provide their personal details and attest to their work authorization status. Section 2: Employer Review and Verification - This must be completed by you, the employer, or your authorized representative, within three business days of the employee’s start date. It involves examining the employee's documentation and verifying their eligibility to work in the U.S. Employees must provide documentation proving their identity and work authorization, from the USCIS’s list of acceptable Form I-9 documents. Tips to Maintain I-9 Compliance Keep records: Store the completed I-9 form safely for at least three years after the hire date or one year after the employee's employment ends, whichever is later. Don't delay: Complete Section 2 of the I-9 within three business days of the employee's first day of work. Don't discriminate: You can’t request specific documents to prove citizenship, immigration status, or national origin when establishing their employment authorization. Also, you can’t discourage employees from using a particular document combination from the USCIS list. Seek help: If you have any questions or uncertainties about the I-9 process, consider consulting with an immigration attorney or HR professional. Ensuring I-9 Compliance: A Smooth Start for Your U.S. Team Navigating U.S. compliance can be challenging, but it doesn't have to hinder your growth. At Lightsource Global, we help businesses hire top-talent in the U.S. without having to stablish a physical location in the country. Our EOR service helps you bring experienced employees on board. We take care of the complexities of onboarding, including I-9 verification, and compliance with local, state, and federal regulations. From start to finish, we've got you covered. Ready to expand your business? Contact us and discover how we can streamline your U.S. expansion while ensuring compliance. Related Articles What Is Global Payroll? Challenges and Solutions Why Outsource Payroll Processing? Pros and Cons EOR Success Secrets: Streamlining Global Employment ### What Is Global Payroll? Challenges and Solutions   Highlights For companies with a global workforce, processing payroll can be a complex puzzle.  Partnering with an Employer of Record is a strategic solution to manage global payroll with ease and ensure your business always stays compliant.  At Lightsource Global, we provide payroll and HR-related services for businesses seeking to expand into the U.S. labor market. Learn how we can help! Handling global payroll involves navigating across multiple countries, currencies, and local laws. Staying aligned with legal requirements across borders requires extra attention and might be overwhelming.  However, a global payroll system can be your lifesaver, enabling you to handle wages, taxes, payments, and benefits for your entire workforce, no matter where they are located.  Learn more about global payroll and the main challenges faced by companies with an international workforce. Then, discover how partnering with an Employer of Record can simplify payroll for you.  Let’s get started!  What Is Global Payroll? Global payroll is the process of managing payroll for employees worldwide. Essentially, it comprises all the tasks involved in paying your workforce, such as: Calculating wages Withholding taxes  Tracking time and attendance  Managing employee benefits  Converting payroll funds into local currency for each employee’s location  Staying up to date with laws and regulations in each country  …All on an international scale!  What Are the Challenges of Payroll for Global Companies? For companies with a global workforce, payroll presents a unique set of hurdles. Some of the key challenges involve:  Complex Regulations Across Multiple Locations Each country has its own set of labor laws, tax regulations, and social security requirements, which are constantly evolving.  Keeping up-to-date and ensuring compliance across multiple jurisdictions can be a daunting task, but it’s key to avoid penalties and fines.  Chaotic Payroll Data Payroll data from different countries might not be formatted or organized in the same way. This can create challenges in consolidating and analyzing data for global payroll processing.  At the same time, there might be data security concerns as you share employee data across borders. Ensuring data security and adhering to data privacy regulations like GDPR (General Data Protection Regulation) is crucial.  Currency Fluctuations Converting payroll funds into multiple local currencies adds complexity and requires careful planning. Transaction fees and exchange rates can vary, and it’s important to minimize their impact on your business’s payroll costs and budgeting.  Logistical Obstacles Coordinating payroll processing across different time zones can be challenging. It’s key to communicate and schedule efficiently to ensure all employees get paid on time.  Based on their location, employees may prefer different payment methods. International companies need to be flexible and provide multiple options like direct deposit, local bank transfers, or international wire transfers to accommodate these preferences. Lack of Internal Expertise Managing global payroll in-house requires specialized knowledge and experience in international tax and labor laws. Companies might not have the internal resources or expertise to navigate these complexities effectively.  3 Alternatives for Managing Global Payroll   For companies venturing internationally, global payroll can quickly turn into a complex labyrinth. These are the three main alternatives to consider:  Partnering with an Employer of Record (EOR)  An Employer of Record (EOR) acts as the legal employer for your international workforce. It removes the heavy lifting, giving you access to experts to handle your payroll. This empowers you to focus on what you do best – cultivating a thriving international workforce and achieving your global business goals.  Partnering with an EOR allows you to hire employees internationally fast, while keeping you compliant with employment regulations.  At Lightsource Global, we help you manage a U.S. workforce, even when you don’t have a physical location in America. As your legal entity in the country, our dedicated team of experts ensures that all your U.S.-based employees are paid on time and in compliance with local, state, and federal regulations. We also handle taxes, benefits, and PTO plans for you, streamlining all payroll tasks into an online payroll system.  Partnering with a PEO A Professional Employer Organization (PEO) offers a partnership to manage HR and payroll functions for your international team. Unlike an EOR, a PEO operates under a co-employment model. This means your company retains control over the daily management of your employees, while the PEO becomes the administrative employer, handling tasks such as payroll processing, benefits administration, and HR compliance.  However, engaging with a traditional PEO usually requires your business to already have a legal entity established in the countries where you hire.  In-House Payroll Operations  Establishing your own legal entity in each country where you hire employees allows for complete control over all aspects of your operations, including payroll. But it also involves a series of steps, such as:  Registering your business and fulfilling all local legal requirements for your new entity  Setting up and managing payroll software that complies with local regulations  Hiring local payroll expertise  Staying compliant with ever-changing regulations.  Although in-house payroll provides direct oversight of all processes and data, it requires a significant upfront investment and imposes a heavy compliance burden.  Go Global with Confidence: Hassle-Free Payroll by Lightsource Global Managing payroll for an international workforce can be challenging, but it doesn’t have to be.  With the help of an EOR, you can simplify global payroll and ensure that all employees are paid on time and in compliance with labor and tax regulations, no matter where they live.  Ready to enter the U.S. market? Lightsource Global can be the right partner for you, providing hassle-free payroll services and helping you navigate U.S. regulations. Contact us to learn how we can help your business.  Related Articles Employer of Record: Benefits, Risks, and How to Choose One   Outsourcing Payroll: Pros and Cons And When to Consider It  Employer of Record vs PEO: Which is Right for Your Business?  ### EOR Success Secrets: Streamlining Global Employment Highlights Remote work allows global companies to tap into talent worldwide, expanding beyond local markets for the best workforce. EOR legally employs workers on behalf of businesses, handling administrative tasks, compliance, and payroll. Lightsource Global is an exceptional EOR partner, offering rapid access to the U.S. market, compliance, and customized services for growth and innovation. Contact us to get started! Remote work has been embraced around the world so, more than ever, companies no longer have to limit themselves to their local market to get the best talent. Today, you can have global companies with employees distributed worldwide who bring knowledge and new visions to your company. However, this globalization is not without difficulties. Each country has its labor standards, and when you hire an employee from that country, you must comply. To lighten that load and solve that problem, an Employer of Record, or EOR, hires the employee who works for your company, saving you the burden of registering your company in the country, paying taxes, or having a physical location. At first glance, this sounds strange and complicated, but keep reading because this blog will explain everything you need to know about the EOR and how you can benefit from the best international talent with this service. What is an Employer of Record (EOR)? An employer of record (EOR) is an entity that legally employs workers on behalf of another business. This may sound strange; some other company hired my employee for me. What is that like? Are they my employees then? Let's take it easy, and we will explain everything to you in detail. An EOR serves (on paper) as an employee's employer. However, this employee works for your company. They come in at the time your workers come in, they do the work that you tell them to do, and they leave at the time your company ends the day. The EOR only appears each time the check must be written to the employee since the EOR oversees paying them, in agreement with the rules of the country in which they are hired. This means that an EOR takes full responsibility for all aspects of employment, including compliance, payroll, taxes, and benefits. Employer of Record simplifies recruiting international talent, turning borders into bridges for international growth. Functions of an EOR The functions of an EOR depend on the company and the contract it has made with your company. However, there are some services that they will always provide, for example: Compliance with local labor laws: An EOR ensures that employees are hired in accordance with local laws and provides them with compliant employment contracts. Incorporation of new team members: Once your company has found the candidate it needs, the EOR will manage the employment contract and establish all the necessary processes for the new worker to join your company. Payroll management: These can be at a local, national, or international level, depending on the EOR. As an employer, the EOR will fully manage the payroll and local taxes of your team members they employ. Compensation and benefits management: EORs typically offer a variety of benefits, but they vary from service to service. Benefits may include health insurance, time off policies, parental leave, etc. Processing contract terminations: When you want to terminate the contract of an employee hired using an ERO for some reason, they are the ones who take care of all the necessary details. Example of an EOR Imagine you have a company outside the U.S. and need an American employee to help you communicate and contact customers. Your company does not have representation in the U.S., so you do a lot of paperwork and legalize your company there or look for an EOR to help you hire that employee. This worker will work remotely, but they will comply with the tasks you set for them, your company's rules, and your schedules. In the meantime, the EOR will pay their salary and benefits and meet all that employee's legal obligations following the regulations. Differences Between EOR, PEO, and Staffing Agency Employer of Record is one of many ways to outsource the hiring of employees. Two other different types of companies also offer similar services, but with significant differences that can completely change your obligations to the employee and your relationship with them. The first type of company is a PEO or Professional Employer Organization. These companies are especially characterized by their co-employment agreement with your company. A PEO manages some HR functions like payroll, taxes, and benefits. However, this means that both your company and the PEO share legal responsibilities with the employee, and in some cases, it is not very clear who is at fault in the event of a legal dispute. On the other hand, there are staffing companies. These companies serve as intermediaries between talent and your company from the beginning, even helping with the employee search and hiring processes. For this reason, they offer services such as: Advertising the role on job boards Running background checks Reviewing applicants and filtering for role fit Filing paperwork The EOR, on the other hand, only appears when signing the contract; they do not help you find the candidate. Whom you hire is your choice. A contractor or a freelancer is also subject to regulations within their country and most company managers don't pay attention to legal penalties for not drawing the line between contractors and full-time employees. Save yourself the legal problems by working with an EOR. Advantages of Using an EOR The global Employer of Record platform market was valued at US$4.5B in 2022. This shows that companies' interest in diversifying their workers and taking advantage of international talent is thriving. Remote work is already a reality, and the younger generations (Millennials and Gen Z) are taking advantage of this modality to find jobs that present them with more interesting opportunities to develop professionally. But what advantages does this have for your company? Compliance with local employment laws: Hiring a foreign employee without all the labor regulations being met is a risk for both you and your employee. An EOR is responsible for keeping current with regulations and ensuring everything is in order. A more diverse talent pool: It is already proven that having diversity in a work team allows for new and fresh ideas that enhance productivity. Cost savings: Savings are a significant benefit. You save on all the costs that your company may have to create a legal entity in another country, you save on all the expenses that may arise from complying with the laws and regulations of that country, and you also save on the different payments such as salary and benefits that you must make to your employees in that country. People operations compliance: An EOR can offer different services for managing Human Resources, such as running payroll in local currencies, onboarding, benefits, etc. These services may vary depending on the EOR. There are also other benefits, such as ongoing HR support, onboarding talent quickly, or flexibility in staffing, that can make the option of hiring an EOR extremely attractive. Getting Started with an EOR: Lightsource Global Regarding EOR, at Lightsource Global, we stand out as an exceptional partner for companies looking for an employer of record. With a fluid expansion plan in the U.S., we allow companies quick access to top-level American talent without needing a physical presence or complex legal processes. Acting as a legal employer, we handle all administrative tasks, ensuring compliance with local, state, and federal laws. Our services go beyond paperwork to customizing employment terms, offering flexibility in benefits, payroll, and more. Lightsource's experience in navigating the complexities of global sourcing ensures companies rapid and compliant entry into the U.S. market, fostering growth and innovation without the administrative burdens. If you need quick access to the U.S. market, don't hesitate to contact us! Related Links Strategic Human Resource Management [Ultimate Guide] HR Best Practices for Companies Hiring US-Based Talent Need top U.S.-based talent fast? ### Strategic Human Resource Management [Ultimate Guide] Highlights SHRM is the process where HR supports company objectives through specific strategies and practices, optimizing internal areas like talent management, leadership development, and performance management. Traditional HR is reactive, while SHRM is proactive, aligning deeply with company objectives and having measurable goals instead of tasks. Knowing the company, SHRM aligns HR activities, develops tactics and strategies, and executes the plan, continuously monitoring and adjusting as needed. Lightsource Global is a leading EOR service provider applying SHRM principles, seamlessly connecting international companies with top-tier U.S. talent. Contact us today to get started! Human Resources is an essential area for all companies since it’s in charge of managing everything related to employees. However, in recent decades, the relationship between companies and their HR team has had to evolve. Employee management is now part of the company's overall growth strategy. This is called Strategic Human Resource Management, and it's the contribution of the HR area to the growth of the company and the achievement of business goals. This blog will give you a complete guide on how to start implementing SHRM in your company and what steps you must follow so that HR can play a primary role in your growth. What Is Strategic Human Resource or SHRM? SHRM was developed in the 1990s, through the work of different authors who helped shape the concept, how it worked, and how it interacted with the rest of the company. Today, SHRM is the process through which a company's HR team supports its objectives with strategies and practices specific to its area. These strategies are designed to maximize the potential of internal areas such as strategic planning, talent management, leadership development, organizational design, and performance management. These practices include hiring, promoting, and rewarding employees, building and maintaining high-performance work cultures, and organizational design to add value and achieve a competitive advantage. However, SHRM is not a methodology with instructions, but a series of practices implemented in companies based on analyzing their strengths and weaknesses. "Strategic HR is part of examining how human capital might directly influence a team's growth." - knowledgehut.com What Is the Difference Between HR and SHRM? Traditionally, HR is considered an administrative team only necessary to comply with labor laws. However, this vision has had to change with the arrival of Strategic Human Resource Management. The main differences are HR's relationship with the company and employees. Traditional HR is reactive, meaning it does not foresee the future; it solves issues but does not plan. Work is based on tasks to be accomplished, but the impacts are never analyzed. On the other hand, strategic HR knows the company in depth and is aligned with its objectives. Therefore, it must plan its actions, anticipating changes and unforeseen events. Likewise, it does not have tasks; it has goals, which can be measured to see their impact within the organization. What are Strategic HR Management Goals? The objective of SHRM is to support business goals through practices specific to the human resources area, such as strategic hiring or training programs to achieve high-quality performance These are some of the SHRM goals as part of a SHRM plan: Connecting employees to organizational goals: Good SHRM management motivates employees to achieve the company's objectives, making them feel like it is a goal for them. In this way, the performance and motivation of employees is greater.  Gain a competitive advantage: Knowing exactly where the organization wants to go allows HR to focus on the skills and capabilities people need to do their work. SHRM can generate a more competent and skilled workforce through effective talent management, training, and a development policy. Adapt to change: SHRM means continually looking to the future, allowing organizations to anticipate and adapt quickly. Plans can be adjusted to accommodate technological advances, market changes, or new workforce demographics. How Can Businesses Benefit from HR Strategic Planning? SHRM allows companies to make decisions considering all areas involved, even when an objective does not affect HR directly. For example, if you want to release a new product, it is important to consider whether you have the human and economic resources and how success will be measured. SHRM is how a company can evaluate its workforce and see if this resource is up to its needs. "An organization's [human resource management] policies and practices must fit with its strategy in its competitive environment and with the immediate business conditions that it faces." - Michael Beer, author of the book “Managing Human Assets”. Strategic Human Resource Management Best Practices for Your HR Plan How do you start making a SHRM plan? 1. Know Your Company’s Goals and Abilities Often, managers or business owners believe that they have more and better resources than they have or underestimate their assets. A good strategy for this is to make a SWOT analysis using the following questions: What are your strengths? What are your weaknesses? Where are your opportunities? What are your threats? When you are clear about the current state of your company, you can start asking yourself other questions to understand the business on a deeper level: What are the long-term objectives of the organization? What are your current resources? What skills does your workforce currently have? Are there gaps? With this information, you can now articulate your objectives in the short, medium, and long term. The best way to do this is in the form of OKR or Objectives and Key Results, which you can divide into smaller objectives or actions known as KPIs or Key Performance Indicators. The advantage of these methodologies is that they will allow you to quantitatively measure whether you are achieving the set objective and whether the different areas are doing their part. 2. Align HR Activities With the Strategy Since you are clear about your company's objectives, strengths, and weaknesses, it is important to include your HR team in the strategy so that they can take the necessary actions. These human resources activities must favor the different areas that affect the objectives, such as recruitment, selection, performance management, compensation and benefits, and more. For example, if you identify a skill that your team lacks, you should look for that skill in your new hires, but you should also train your current employees; this way, you can make up for the lack of that knowledge more quickly and align your entire workforce. 3. Develop Implementation Tactics and Strategies Since you know your company and how it works, it is easier to think about what strategies you will implement and the tactics you will use. Here are some strategies: Change Strategy: This means changing the current status quo or speeding up already underway changes. Reinforcement Strategy: Involves reinforcing existing practices and policies. Innovation Strategy: Introducing new ideas and processes. In terms of tactics used to implement your strategies, these are the two most common options: Direct Tactics: These involve implementing your strategies immediately. Examples include hiring additional staff, promoting more people, giving raises to employees, and employee retention strategies. Indirect Tactics: These involve using other resources to support your strategies. Examples include advertising, training, outsourcing services, etc. When you think about which one you want to implement, focus on the result you expect from them. 4. Execute Your Plan Finally, start executing your SHRM plan. Remember that you should monitor the results. See if it is progressing as you thought or if you should adjust or pivot the whole strategy. Plans are not written in stone and can change at any time. You must be ready for that possibility as well. Meet Lightsource Global: Real HR Solutions At Lightsource Global, we are a leading provider of employer-of-record (EOR) services, seamlessly connecting international companies with top-tier U.S. talent and incorporating a Strategic Human Resources Management approach that aligns with your organizational objectives. Our innovative solutions eliminate the complexities of establishing a physical presence or acquiring an Employer Identification Number (EIN) for hiring in the U.S., allowing you to access the U.S. market quickly. With a commitment to compliance and accuracy, our services span EOR, payroll processing, benefits administration, and comprehensive Human Resources outsourcing. Our experienced team, well-versed in U.S. labor practices, ensures your employees are paid on time and following local, state, and federal regulations. At Lightsource Global, we offer unparalleled versatility, enabling you to design a workforce strategy that fosters success. Choose us as your bold partner, delivering real HR solutions and opening the door to unparalleled HR recruiting and outsourcing experiences. Let us help you achieve your goals quickly and efficiently. Contact us to schedule a free consultation and experience working with Lightsource Global! Related pages Human Resources Outsourcing Benefits for Your Company HR Best Practices for Companies Hiring US-Based Talent Lightsource Global Delivers Real HR Solutions ### Human Resources Outsourcing Benefits for Your Company Highlights Read about the strategic advantages, differences from PEOs, and key considerations for choosing the right HRO provider. Discover the benefits, differences from PEOs, and key factors to consider when choosing an HRO provider. Accelerate your hiring process with Lightsource Global's top-notch Employer of Record services. From expert assistance to global connections, we simplify HR outsourcing. Contact us to learn more! Human Resources is always a complicated area for companies, especially if they don't have the financial or personnel resources to manage it. Human Resources Outsourcing (HRO) is the best option for this case. By entrusting HR functions to specialized providers, companies gain access to cost-effective solutions, ensure compliance with complex labor laws, and allow internal teams to focus on activities that truly help generate profits and grow the company. HRO's strategic advantages include increased operational efficiency, global talent acquisition, and scalable solutions tailored to specific industry needs. In this blog, you will learn about HRO, how this service works, what differences it has from other companies that provide HR-related services, and how to choose a trusted partner to outsource your HR functions. What Is Human Resources Outsourcing? - HRO Definition Human Resources Outsourcing refers to the practice in which companies delegate certain HR functions to external service providers. HRO market size is estimated to grow at a CAGR of 5.65% between 2022 and 2027. The market size is forecast to increase by US$13.65 billion in an industry that favors small and medium-sized companies. Organizations that use this service choose to outsource tasks such as payroll processing, recruiting, employee benefits administration, and training to specialized third-party companies, allowing them to optimize operations, adapt to dynamic business environments, and focus on core competencies. In return, HRO providers bring experience and efficiency to human resources tasks, allowing companies to access advanced technology and best practices. However, a successful HRO implementation requires careful consideration of vendor selection, communication, and a deep understanding of your organization's unique needs. Difference between a Professional Employer Organization (PEO) and HR Outsourcing When looking to outsource HR services, you always hear about PEOs or HROs. Here is the difference between the two. PEO and Human Resources Outsourcing are allies that allow companies to optimize HR functions, but they differ significantly in their scope and operating models. Unlike a traditional HRO, a PEO establishes a co-employment relationship with client companies. In this arrangement, the PEO becomes the employer of record for tax and insurance purposes, sharing responsibilities such as payroll, benefits administration, and compliance. This shared employment model gives PEO clients access to comprehensive human resources services, often including risk management and employee training. On the other hand, Human Resources Outsourcing involves the external delegation of specific HR tasks to external providers. While HRO encompasses various HR functions, such as recruiting, payroll, and employee benefits, it does not imply a co-employment structure. Instead, the outsourcing company helps the client manage these functions without assuming the legal responsibilities associated with being an employer. Human Resources Outsourcing Services - How Does HR Outsourcing Work? The process typically begins with thoroughly assessing your organization's HR needs. Once identified, the tasks you wish to outsource are outsourced to specialist service providers such as Lightsource Global. Communication and collaboration between the client and outsourcing partner are crucial throughout the engagement to ensure seamless integration and meeting your organization's objectives. The best HRO companies, like Lightsource Global, leverage advanced technologies, industry best practices, and experience, allowing your company to focus on productive, growth-focused functions. At the same time, the third-party provider handles the complexities of HR management. This collaborative approach reduces your operating costs and ensures that your organization remains agile and adaptable to changing market regulations. HRO is no longer just about outsourcing tasks. It's about partnering with a provider to help you achieve your strategic goals. Why Should You Consider Human Resources Outsourcing - HRO Benefits HRO has multiple benefits for companies. Here are some you should consider: Cost efficiency: Outsourcing HR functions can significantly reduce operating costs associated with maintaining an in-house HR department. Expertise and compliance: HRO providers like Lightsource Global bring specialized knowledge and experience, ensuring compliance with complex HR regulations and reducing the risk of legal issues. Focus on core competencies: Outsourcing allows companies to focus on their core business activities, promoting strategic growth and innovation. Access to global talent: Companies like Lightsource Global provide access to a diverse talent pool on a global scale, allowing organizations to create a skilled and diverse workforce. Flexibility and scalability: HRO services offer flexibility to scale HR functions based on business needs, adapting to changes in workforce requirements. Time savings: By outsourcing HR tasks, companies save time on administrative processes, allowing leaders to invest more time in strategic decisions. Don't outsource your HR function just to save money. Make sure you're choosing an HRO provider that can add value to your organization. If you are looking for an ally that enhances these benefits, Lightsource Global is a leading provider of HRO services. With experience in global markets, we make hiring, payroll, and benefits administration easy for your company and your U.S.-based employees. Partnering with Lightsource Global guarantees a dedicated U.S.-based team, compliance support, and a focus on providing premium HR outsourcing services for various industries. How to Choose a Human Resource Outsourcing Provider Selecting the right HRO provider is essential. That is why you should consider the following factors to make an informed decision: Industry experience and knowledge: Evaluate the provider's experience and knowledge in HRO. Lightsource Global, with its innovative approach and extensive experience in global markets, stands out as a leader in providing customized solutions for various industries. Comprehensive service offerings: Look for an HRO provider that offers a full suite of services. Lightsource Global covers essential human resources functions, including employer of record (EOR) services, payroll processing, benefits administration, and workers' compensation, ensuring a comprehensive solution for various industry needs. Global capabilities: Choosing an HRO provider with global capabilities is essential for companies seeking international talent. Lightsource Global is a gateway to human resources recruiting and outsourcing in the U.S., connecting companies with skilled workers worldwide and streamlining the process without needing an EIN. Compliance and risk management: Lightsource Global goes beyond standards compliance, providing access to an internal compliance team that ensures compliance with regulatory requirements and minimizes client risks in the ever-evolving landscape of resource regulations. Customer service: Consider the level of support provided. Lightsource Global offers a dedicated U.S.-based team to help clients navigate the U.S. market seamlessly and a committed team with labor experience for personalized assistance in payroll and benefits management. Hire U.S.-based Employees Fast with Lightsource Global Lightsource Global is a top choice for businesses looking to outsource HR functions, offering expertise, global reach, comprehensive services, compliance assurance, and dedicated client support, all essential elements for a successful HR outsourcing partnership. Accelerate your US hiring process with Lightsource Global, the trusted Employer of Record service leader. Seamlessly connect with skilled U.S.-based employees without the hassle of establishing a physical presence or filing for an EIN. Experience the efficiency and expertise that Lightsource Global brings to HR outsourcing. Talk to us and simplify your hiring journey! ### HR Best Practices for Companies Hiring US-Based Talent [2024] Highlights  Companies hiring employees across borders need to rethink HR best practices to ensure compliance, on-time payment, and competitive benefits. Parnerting with an Employer of Record (EOR) can be helpful to get foreign employees on board fast, while staying compliant. Lightsource provides EOR services for global businesses hiring US-based workers. Contact us to get started! Remote work is reshaping the world, providing workers with greater flexibility and enabling businesses to expand beyond their local offices and attract global talent. Hiring and managing a remote workforce brings unique challenges. Are your HR best practices able to keep pace? According to the Bureau of Labor Statistics, around 27% of the U.S. workforce is working remotely — while other surveys place the number closer to 50%. If you are planning to hire US-based talent this year, this might be a good time to rethink your approach toward HR practices and make sure they are aligned with employee expectations and business strategic goals. This post outlines 5 HR best practices to help you source, hire, and retain top talent across borders. Let’s dive in! 5 HR Best Practices for Global Companies with a US-Based Workforce 1. Adapt your Recruitment Strategies to the US Market Recruiting candidates internationally enables companies to access a larger, more diverse talent pool. For businesses in fields that require a highly specialized workforce —such as tech and financial services—, this means hiring experienced and qualified candidates that you may not be able to find in your local market. However, seeking out top talent beyond your business borders also means facing a very competitive market. Consider these aspects when shaping a recruiting strategy to attract US-based talent: Leverage local insights: each state has specific employment regulations, salary expectations, and cultural considerations. Partnering with a local recruiting agency can help you understand the US market. Emphasize diversity and inclusion: a recent survey shows that nearly 40% of employees would switch to a job with a more inclusive culture. And that, of course, begins with your recruiting process. Start by reducing bias in your job descriptions, using broad and diverse channels to source candidates, and developing relationships with local communities and associations. Customize your employer branding: Position your company as a global employer. Highlight aspects of your company culture that align with American work values, such as innovation, career growth opportunities, and a healthy work-life balance. 2. Enhance the Onboarding Experience for Remote Workers Employees’ onboarding experience can make or break their long-term relationship with your business. Onboarding is more than logistics or paperwork: it’s about making new hires feel welcome, integrating them into your company culture, and setting clear expectations for their roles. "Onboarding is the passport to employee engagement."—Sharlyn Lauby, Author and HR consultant.  In a remote work environment, this can be a bit more challenging. Here’s what your well-crafted onboarding process should include: Share a company handbook. Include relevant information about your company's mission and core values, your work policies, and the benefits available for them. Think of this as a roadmap for new hires as they navigate their roles within your organization. Create interactive onboarding modules: use an online platform to provide essential information about the company, team, and processes. To keep remote employees engaged, combine different training elements such as multimedia elements, quizzes, and interactive activities. Clarify expectations around communication and scheduling. Make sure new hires stay on the same track when it comes to working hours, deadlines, and communication channels. Also, set up a daily or weekly check-in meeting to address any potential issues and strengthen your relationship as a team. Have fun. Set up virtual meetings where you can share stories and play games with your team, so they can get to know each other in a more informal context. 3. Ensure Compliance When Hiring Abroad If you are planning to hire international employees, you need to stay compliant with foreign employment laws and regulations. Depending on the country, there might be different ways of managing aspects like taxes and contributions, benefits, and payroll. To hire US-based employees, for instance, you need to be aligned with federal laws but also with state-specific legislation. "Compliance is the currency of trust in the business world."— Kristy Grant-Hart, Compliance Expert and Author.  Here’s how to prioritize compliance when hiring abroad: Conduct thorough legal research. Before expanding your workforce to different countries, invest time in comprehensive legal research. This knowledge is key for a compliant hiring process and helps avoid legal pitfalls. Consider partnering with an Employer of Record (EOR) service. EOR services act as the legal employer, handling payroll, taxes, and compliance matters for you. This can save you valuable time and resources, as you won’t need to establish a physical location stateside or file for an Employer Identification Number (EIN). Instead, you can delegate the overwhelming employment regulations to local experts and focus on your business growth. 4. Offer a Competitive Compensation & Benefits Package A competitive benefit and compensation package positions your company as an employer of choice for top-tier talent. It also shows your commitment to the well-being and satisfaction of your US-based workforce. According to a Forbes Advisor study, the top 3 benefits for US workers are employer-covered healthcare, life insurance, and pension and retirement plans. Keep this in mind when designing your compensation and benefits package: Do your research. Regularly research and benchmark compensation against industry standards and regional trends to ensure your salary offerings remain competitive. You should also analyze benefits packages offered by peer companies to identify areas of improvement and innovation.  Customize benefits for diverse needs. Tailor benefits to cater to the diverse needs of your workforce, considering factors like age, family size, and lifestyle. Offer specific benefits for remote workers. Flexible hours are a top priority for remote workers. However, take into account other benefits that might be attractive for them such as providing work equipment and office supplies, or paying for a high-speed internet connection. 5. Training Programs  Investing in training programs and career development opportunities should be an essential HR best practice for companies hiring abroad. Businesses that prioritize training empower employees to reach their full potential and foster a culture where continuous learning and improvement are encouraged and valued. At the same time, providing access to diverse learning experiences ensures that employees remain engaged and adaptable in an ever-changing business environment. “Every company must recognize that not only is the human capital of their employees a major asset, it is also a depreciating asset that needs continuing investment.”— Gary Becker, American Economist. Here are a few tips for developing your training programs this year: Identify skill gaps through regular assessments. Use insights to tailor your training programs and address specific skills that your workforce may need now or in the future. Offer diverse learning formats. Provide a mix of learning formats, including workshops, webinars, e-learning modules, and mentorship programs, to accommodate different learning styles. Make sure to include interactive and hands-on elements in your training programs to enhance engagement and encourage employees to take action. Develop a clear career development framework that outlines growth opportunities within the organization. Encourage employees to create personalized development plans, aligning their aspirations with the company's strategic goals. Keep in mind to regularly revisit and update these plans, to make sure they stay relevant. Manage Your International Workforce with Ease The boundaries between local and international talent are disappearing at an unprecedented rate. This brings huge opportunities for businesses seeking qualified talent, but it also entails new challenges. Managing a global workforce requires new strategies to approach hiring, onboarding, compliance, and more. In this context, HR best practices serve as guideposts, helping companies ensure compliance and efficiency, while driving collaboration and growth on an international scale. At Lightsource Global, we help businesses hire US-based workers and make sure they are paid on time and stay fully compliant with federal and state regulations. Our HR outsourcing services cover all bases, from payroll processing to employee benefits. Do you need to bring qualified candidates on board fast and safely? Contact us and we can help you navigate the US market. ### A-Rated Workers' Compensation When a worker is injured on a job, it can be difficult to sort out the details afterward. It's just one of many reasons workers' compensation is so important to a company's financial stability. It's a special form of insurance that provides more than just medical coverage for the injured employee. Workers' compensation can partially replace income during the time spent away from the job. It provides benefits to the spouse and children in the case of accidental death. It also allows workers who are disabled to learn another trade or skill if they're disabled after the accident. Learn more about how it works, and why finding the right support can make all the difference. Talk to the Experts at Lightsource Global The time to find the right policy for your company is not when a work-related accident occurs. Now is the time to ask questions, so you're as prepared as possible. The first steps to preventing accidental injury will always be proper screening and hiring practices as well. Beyond these measures, Lightsource Global understands the world of workers' compensation. We make it easier for you to see the big picture when it comes to safety. There are very few states and businesses that don't require some type of workers' compensation. Even if it's not required, it's still highly recommended. Just one claim can take down an entire company, or sully the reputation of a business. Take the steps now to safeguard your company from potential disaster. A-Rated Workers' Compensation How much you pay for your insurance will depend upon the size of your organization. No matter how small your company is, there's a lot to keep track of when it comes to insurance. Lightsource Global has A-rated workers' compensation offerings, and are skilled at finding the right plans for our clients. We look for every avenue possible to save you money while still providing superior care and coverage. Lightsource Global can help you find the best way to pay. We ensure you get the most accurate quote, based on the size of your company and the nature of your work. The reason why earned our rating is because we leave no stone unturned. When it comes to offering efficient solutions, we turn your needs into a reality. Preventative Risk Management Programs Lightsource Global doesn't just hope you'll never have to use your workers' compensation insurance. We go the extra mile to reduce your chances of a workplace accident. A risk management program is more than just a basic overview of safety practices. It's tailored information that can help you spot hazards before they turn into danger zones. No company will ever eliminate their element of risk entirely, but the more you learn, the less likely it is you'll witness a workplace injury on your watch. Scheduled Onsite Visits Companies who don't have the right type of workers' compensation (or any at all) may be penalized. We take the time to tour your operation. We can give real advice about what you can do to promote safety and what type of workers' compensation is right for you. Let our experience guide your way, so you can spot negligence or shortcuts now. We don't only look for how an employee might sustain a catastrophic injury (e.g., a broken leg). We also the chances of an employee developing an occupational disease (e.g., chronic back pain.) Claim Management Comp claims are not necessarily straight-forward. There may be disputes about who is owed what, and how exactly funds should be distributed. It should be noted that even if an employee has clearly been negligent when it comes to safety, it's still typically the employer who needs to cover a work-related injury. Lightsource Global handles compensation claims as efficiently as possible, saving you valuable time and energy that you can devote to other aspects of the business. When it comes to claims management, we examine every statement and detail before we take the next step. Fraud unfortunately does happen both on the employer side and within the medical community. When it comes to fraud prevention, Lightsource Global benefits from the extensive experience in these matters. Our claims administration streamlines the process from beginning to end as much as possible. We're constantly looking for red flags. Ongoing Customer Support Our company offers lightning-fast portals for both our customers and employees that makes it easy to get the information you need, when you need it. We're here to answer your questions, and more importantly, to be proactive when it comes to alerting you of any changes to workers' compensation policy. As you might imagine, the exact nature of the laws are continuously under review, and the outcomes depend on the state you live in and the politics at play. It's our privilege to be an advocate for safety in the workplace today, and we invite you to learn more about our team. If you have a need for blue or gray collar workers' compensation, we have the resources to handle it all. From picking the right policy to filing the last paperwork of a claim, choose Lightsource HR to be your partner for better workers' compensation coverage. ### ACA-Compliant Employee Benefits The Patient Health and Affordable Care Act (ACA) has continued to have lasting repercussions on businesses and individuals alike, but typically small businesses are impacted most. The vast majority of businesses watch rates climb, even as they struggle to keep up with previous hikes. In addition to paying higher renewal costs, employer mandates can be confusing and the consequences of failing to meet them can be disastrous. Fortunately, there are ways of providing employees with ACA-compliant coverage without having to skimp on other important matters. Business owners can mitigate the frustrations caused by the ACA with the help of a PEO like Lightsource Global. Understanding Your Responsibilities Your exact health insurance rates are determined by factors such as who your employees are, how many you have, and how often they work. Every business owner should be aware of the 50 full time employee mark, which is essentially where you need to start worrying about Obamacare provisions. If you're not keeping careful track of these numbers, you may make some costly mistakes during the onboarding process. Each additional hire may push you out of your current bracket and into a new one with new rules. Say you work with a variety of part-time employees that do not receive the same benefits as your full-time crew. Under the compliance laws, you still need to total up the number of hours they work to determine the how many full-time employees you have (e.g., if you have 4 employees that work 10 hours a week each, then that would equal one extra full time employee.) Employers whose labor force performs a lot of hazardous work may see their rates climb even further this year. This is expected as health insurers attempt to mitigate their own losses. Dependent coverage must be offered now, whereas before small businesses were only expected to provide for the employee. You'll also need to take part in non-discrimination testing, which is a way to ensure that none of your financial or health care offerings are favoring the Highly Compensated Individuals in the company. These tests involve complicated testing and calculations, and can be extremely time consuming for businesses to complete. The Challenges and the Consequences of Falling Short The above examples only scrape the surface. The exact nature of these alterations can be mind-boggling, even for people who deal with them on a daily basis. The definitions change, the parameters change, and the state powers’ change too. For example, states can now change the definition of a small employer to any business with 100 employees or fewer. The federal government sets the limit at 50. It’s an employer’s job to keep up with everything, but the costs of it all can be staggering. Regardless of how difficult it may be to keep abreast of everything, failing to do so is even more costly. The Employer Mandate for businesses with 50 or more employees requires them to provide qualified plans to all full-time employees. Failing to do so can result in thousands of dollars in fines — $2,000 for every employee that doesn't have coverage. In contrast, those who are able to take full advantage of the annual enrollment period can ensure that they stay compliant without risking a tax penalty. Using a Professional Employer Organization to be ACA-Compliant The best of small business tax credits typically go to companies with under 25 employees, which means that slightly larger companies may have to look for outside help to cut costs. A small business of 60 employees may have the same requirements as a business with 90 employees. This places uneven amounts of responsibility on two businesses in the same category. A Professional Employer Organization attempts to even out these discrepancies, so companies can enjoy a more level of playing field. A PEO like Lightsource Global can alleviate both the financial burden and the administrative headaches of the ACA by combining your business with other small businesses for better overall rates. Lightsource Global will need to become a co-employer to your employees. Sharing the responsiblity means you come under our larger umbrella. Essentially, you get a break on your rates, and you don’t have to make the lengthy policy and premium adjustments every time a new addendum is introduced to the ACA. With this kind of employer shared responsibility, it’s important to remember that you still get to keep the same control you do over company decisions. We will not dictate who you hire, how you conduct your daily affairs, or how much you pay your employees. We’re here to keep the IRS at bay, streamline the open enrollment period, and provide valuable advice about the best routes to take. A co-employment scenario gives you the means to communicate effectively with the Benefits Administration that you’ve lived up to your side of the bargain when it comes to the latest health reform laws. We simply make it easier to do. ### HR Management Software (HRMS) Whether it's a salary hike, a new last name, or a title change, you need the Lightsource HRMS (HR management software) that makes it easy to update employee files. Too many companies find themselves without the capabilities to do anything outside the normal day-to-day functionality of the system. These outdated programs can lead to confusion or hours worth of work when attempting to untangle mistakes. Lightsource Global knows how important it is to keep track of everything. This is why we worked hard to find the right solution for your company. The self-service HRMS we offer can save you the effort of having to create workaround solutions and buy you more time to focus on more important matters. Find out more about how our software makes everything easier to manager, from payroll processing to time-off requests. Instant Information If you're an HR manager, you can use the self-service tools to look up anything you need, such as benefits or salary data. If your office manager has a new daughter, simply access her personnel file to make the update. But our software isn't just for employers and HR professionals. The employee self-service portal allows the staff the means to see a record of their pay stubs, request time off, or make changes to tax forms or direct deposit information. Electronic onboarding or terminating employees is completely intuitive, and makes it simple to set everyone up with the right parameters according to their job title. Our software also uses a unique data bridge which ensures you receive enrollment files easily and without delay. If you're a staffing agency, we have a separate component to the software that allows you to manage both the front- and back-office functions. The Lightsource HRMS Lightens Your Load Our HRMS is built to maximize your profits while reducing any risks you take. The information that you work with is integrated in such a way that you won't have to continue answering the same questions over and over. This means you're less likely to make a mistake, while still completing all of the steps you need to take. Plus, our HRMS is entirely scalable, making it easier to customize for your company. Build your dashboard the way you want it to look, setting your own priorities based on workflow. For example, if you work with a lot of seasonal or contract workers that impact your time and labor data, then our system is designed to keep up with additional employees. Whether that growth lasts for years or just a few months, the software is flexible enough to mold to your requirements. Better Trend-Spotting Using our software to organize your data can immediately make your reporting better. Ultimately, it's up to your team to find the exact trends of your company, but better software can give you a clearer picture of what's really happening. You may notice that you're seeing a few issues with time and attendance across a certain department. With these key insights, you can now address the problem with solid proof in your hand. Performance management will also be more concrete, so that managers can provide advice to employees at either the group or the individual level. Sort and export data based on key parameters, or choose from a variety of reporting tools that were all made to accommodate even the busiest HR manager. Manipulating the Manager Dashboard Managers won't use the software as well as an expert, but that doesn't mean that they won't use it well. We make it easy for upper management to get what they need at a glance. This way they won't have to spend time parsing through each and every feature. A manager can quickly see pertinent information, such as who's taking time off next week or what they need to know about updates to payment processing. Our paperless applications keep everything in one place while automating as many tasks as possible. Advanced scheduling has never been easier to coordinate, so there's no gap in employee labor. By cutting down on busy work and giving everyone a central hub, we help your everyday activities easier to juggle. Hiring, Payroll, and Benefits Simultaneously handling these elements can prove tricky for even the most experienced of HR professionals. Benefits administration, salary adjustments, and screening candidates gets messy quickly, making it almost a certainty that something will slip through the cracks. But the right web-based solution can straighten out the details. With right tools at your disposal, it's easier to handle probationary periods, contracts, posting jobs, and tracking candidates. From enrolling in benefits to improving your PTO accrual management, Lightsource Global has you covered. Elevated Staffing Software When you need better functionality from your staffing software, Lightsource Global has the right solution for you. Our software will be easily migrated into your current computer system. You and your staff will only see the benefits without noticing the effort behind them. With Lightsource Global, you'll get a HRMS that can handle any request, while keeping your employee information confidential and secure. ## Pages ### Blog ### Employer of Record LP Schedule a Consultation with Our EOR Team Easily Hire Top Talent in the US International Expansion? No Problem! Lightsource’s Global Employer of Record (EOR) services makes expanding into the United State seamless. Whether your business resides in Asia, South America, or anywhere between, you can now hire U.S.-based employees without having to establish a physical location stateside or file for an EIN. An Employer of Record (EOR) becomes your business’ legal employer, on paper, by assuming all risks and responsibilities of back-end tasks such as HR management and payroll. While the EOR employs your U.S.-based workers on your behalf, the workers still take all direction and assignments from you. By partnering with an EOR, you get to focus on what matters most—running your business. No longer do you need to invest in infrastructure like obtaining taxpayer IDs or establishing bank accounts. Our already-compliant EOR service simplifies HR functions giving you quick access to the U.S. market. As your EOR partner, we: Manage all aspects of hiring and terminationCreate employment contractsEnsure your U.S.-based employees are paid on time and in compliance with all local, state, and federal lawsGive you ways to customize PTO plans, bonus structures, and commission schedulesProvide competitive health, retirement plans, and more top benefitsHandle tax deposits and filingsRemote work has been embraced around the world. Now more than ever, there are eager, qualified U.S.-based workers available to serve your company no matter where in the world it is located. SCHEDULE NOW Brighter business solutions We remove the barriers to U.S. entry and relive your pain points. “The staff at Lightsource HR is very professional and courteous. We value partnership greatly, and they have truly become a valued partner.” - Nic Area Director, Pennsylvania Staffing Firm ### Privacy Notice for California Consumers Only Privacy Notice for California Consumers Only This PRIVACY NOTICE FOR CALIFORNIA CONSUMERS supplements the information contained in the Privacy Statement of the Lightsource HR family of companies (collectively, “we,” “us,” or “our”) and applies solely to California consumers (“consumers” or “you”), effective January 1, 2020. We adopt this notice to comply with the California Consumer Privacy Act of 2018, as amended (“CCPA”) and other applicable California privacy laws. Any terms defined in the CCPA have the same meaning when used in this notice. For purposes of this notice, a “third party” is an entity that is not a wholly-owned or majority-owned and controlled subsidiary of the Lightsource HR family of companies. Information We Collect We collect information that identifies, relates to, describes, references, is capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular consumer (“personal information”). WE COLLECT THE FOLLOWING CATEGORIES OF PERSONAL INFORMATION AS INDICATED BELOW: CATEGORY EXAMPLES COLLECTED?A. Identifiers A real name, alias, postal address, unique personal identifier, online identifier, Internet Protocol address, email address, account name, Social Security number, driver’s license number, passport number, or other similar identifiers. YESB. Personal information categories listed in the California Customer Records statute (Cal. Civ. Code § 1798.80(e))A name, signature, Social Security number, physical characteristics or description, address, telephone number, passport number, driver’s license or state identification card number, insurance policy number, education, employment, employment history, bank account number, credit card number, debit card number, or any other financial information, medical information, or health insurance information. Some personal information included in this category may overlap with other categories.YESC. Protected classification characteristics under California or federal lawAge (40 years or older), race, color, ancestry, national origin, citizenship, religion or creed, marital status, medical condition, physical or mental disability, sex (including gender, gender identity, gender expression, pregnancy or childbirth, and related medical conditions), sexual orientation, veteran or military status, and genetic information (including familial genetic information).YESD. Commercial informationRecords of personal property, products or services purchased, obtained, or considered, or other purchasing or consuming histories or tendencies.YESE. Biometric informationGenetic, physiological, behavioral, and biological characteristics, or activity patterns used to extract a template or other identifier or identifying information, such as fingerprints.YESF. Internet or other similar network activityBrowsing history, search history, information on a consumer’s interaction with a website, application, or advertisement.YESG. Geolocation dataPhysical location or movements.YESH. Sensory dataAudio, electronic, visual, thermal, olfactory, or similar information.YESI. Professional or employment-related informationCurrent or past job history or performance evaluations.YESJ. Non-public education information (per the Family Educational Rights and Privacy Act (20 U.S.C. Section 1232g, 34 C.F.R. Part 99))Education records directly related to a student maintained by an educational institution or party acting on its behalf, such as grades, transcripts, class lists, student schedules, student identification codes, student financial information, or student disciplinary records.YESK. Inferences drawn from other personal informationProfile reflecting a person’s preferences, characteristics, psychological trends, predispositions, behavior, attitudes, intelligence, abilities, and aptitudes.YES PERSONAL INFORMATION DOES NOT INCLUDE: Publicly available information from government records De-identified or aggregated consumer information Information excluded from the CCPA’s scope, like: health or medical information covered by the Health Insurance Portability and Accountability Act of 1996 (HIPAA) and the California Confidentiality of Medical Information Act (CMIA) or clinical trial data personal information covered by certain sector-specific privacy laws, including the Fair Credit Reporting Act (FCRA), the Gramm-Leach-Bliley Act (GLBA) or California Financial Information Privacy Act (FIPA), and the Driver’s Privacy Protection Act of 1994 WE OBTAIN THE CATEGORIES OF PERSONAL INFORMATION LISTED ABOVE FROM THE FOLLOWING CATEGORIES OF SOURCES: Directly from our clients, prospects, or employees. For example, from documents that our clients provide to us related to the services for which they engage us. Indirectly from our clients, prospects, or their employees. For example, through information we collect from our clients in the course of providing services to them. Directly and indirectly from activity on our website (www.vensure.com) or other portals. For example, from submissions through our website or website usage details collected automatically. From third parties that interact with us in connection with the services we provide. For example, from government agencies when we verify data associated with payroll processing and withholding tax payments. We may also collect personal information about you from other categories of sources, such as: our affiliates; our other clients; public and publicly available sources; our third-party referral partners, vendors, data suppliers, and service providers; partners with which we offer co-branded services or engage in joint event or marketing activities; social networks; news outlets and related media; and organizations with which you are employed or affiliated. Use of Personal Information WE MAY USE OR DISCLOSE THE PERSONAL INFORMATION WE COLLECT FOR ONE OR MORE OF THE FOLLOWING BUSINESS PURPOSES: To fulfill or meet the reason for which the information is provided. For example, if you provide us with personal information in order for us to prepare a tax return, we will use that information to prepare the return and submit it to the applicable taxing authorities. To provide you with information, products, or services that you request from us. To provide you with email alerts, event registrations, and other notices concerning our products or services, or events or news, that may be of interest to you. To operate, manage, and maintain our business. To accomplish our business purposes and objectives. To communicate with you. To carry out our obligations and enforce our rights arising from any contracts entered into between you and us, including for billing and collections. To improve our website and present its contents to you. For testing, research, analysis, and service offering development. For vendor management purposes. As necessary or appropriate to protect the rights, property, or safety of us, our clients, or others. To respond to law enforcement requests and as required by applicable law, court order, or governmental regulations. As described to you when collecting your personal information or as otherwise set forth in the CCPA. To evaluate or conduct a merger, divestiture, restructuring, reorganization, dissolution, or other sale or transfer of some or all of our assets, whether as a going concern or as part of bankruptcy, liquidation, or similar proceeding, in which personal information held by us is among the assets transferred. We will not collect additional categories of personal information or use the personal information we collected for materially different, unrelated, or incompatible purposes without providing you notice. Sharing Personal Information WE DO NOT, AND WILL NOT, SELL YOUR PERSONAL INFORMATION. We may share your personal information within the Lightsource HR family of companies to provide services to you or in an effort to assess your needs and how we can help fulfill those needs. We may disclose your personal information to a third party for a business purpose. When we disclose personal information for a business purpose, we require the recipient to keep that personal information confidential and secure, to not disclose that personal information to others, and to not use it for any purpose except performing the services related to the business purpose. IN THE PRECEDING TWELVE (12) MONTHS, WE HAVE DISCLOSED THE FOLLOWING CATEGORIES OF PERSONAL INFORMATION FOR A BUSINESS Category A: Identifiers Category B: California Customer Records Personal Information Categories Category C: Protected Classification Characteristics Under California or Federal Law Category D: Commercial Information Category E: Biometric Information Category F: Internet or Other Electronic Network Activity Information Category G: Geolocation Data Category I: Professional or Employment-Related Information Category K: Inferences Drawn from Other Personal Information WE DISCLOSE YOUR PERSONAL INFORMATION FOR A BUSINESS PURPOSE TO OUR AFFILIATES AND/OR TO ONE OR MORE OF THE FOLLOWING CATEGORIES OF THIRD PARTIES: Third-party service providers. Administrators authorized by your organization. Licensors or third-party applications (if you access a third-party application on our services through a license agreement with a licensor). Other parties where required by law or to protect our rights. Third parties to whom you or your agents authorize us to disclose your personal information in connection with products or services we provide to you. In the preceding twelve (12) months, we have not sold any personal information to third parties within the scope of the application of the CCPA. Your Rights and Choices The CCPA provides California consumers with specific rights regarding their personal information. This section describes your CCPA rights and explains how to exercise those rights. ACCESS TO SPECIFIC INFORMATION AND DATA PORTABILITY RIGHTS You have the right to request that we disclose certain information to you about our collection and use of your personal information over the past twelve (12) months. ONCE WE RECEIVE AND CONFIRM YOUR VERIFIABLE CONSUMER REQUEST, WE WILL DISCLOSE TO YOU: The categories of personal information we collected about you. The categories of sources for the personal information we collected about you. Our business or commercial purpose for collecting or sharing that personal information. The affiliates with whom we shared your personal information. The categories of third parties with whom we share that personal information. The specific pieces of personal information we collected about you (also called a data portability request). If we disclosed your personal information to a third party for a business purpose, separate lists identifying the personal information categories that each category of recipient obtained. DELETION REQUEST RIGHTS You have the right to request that we delete any of your personal information that we collected from you and retained, subject to certain exceptions. Once we receive and confirm your verifiable consumer request, we will delete (and direct our service providers to delete) your personal information from our records, unless an exception applies. WE MAY DENY YOUR DELETION REQUEST IF RETAINING THE INFORMATION IS NECESSARY FOR US OR OUR SERVICE PROVIDERS TO: Complete the transaction for which we collected the personal information, provide a product or service that you requested, take actions reasonably anticipated within the context of our ongoing business relationship with you, or otherwise perform our contract with you. Detect security incidents, protect against malicious, deceptive, fraudulent, or illegal activity, or prosecute those responsible for such activities. Exercise free speech, ensure the right of another consumer to exercise their free speech rights, or exercise another right provided for by law. Comply with the California Electronic Communications Privacy Act (Cal. Penal Code § 1546 seq.). Enable solely internal uses that are reasonably aligned with consumer expectations based on your relationship with us. Comply with a legal obligation. Make other internal and lawful uses of that information that are compatible with the context in which you provided it. EXERCISING ACCESS, DATA PORTABILITY, AND DELETION RIGHTS Only you or a person registered with the California Secretary of State that you authorize to act on your behalf may make a verifiable consumer request related to your personal information. YOU MAY ONLY MAKE A VERIFIABLE CONSUMER REQUEST FOR ACCESS OR DATA PORTABILITY TWICE WITHIN A TWELVE (12) - MONTH PERIOD. THE VERIFIABLE CONSUMER REQUEST MUST: Provide sufficient information that allows us to reasonably verify you are the person about whom we collected personal information or that you are an authorized representative of a person about whom we collected personal information. Describe your request with sufficient detail that allows us to properly understand, evaluate, and respond to it. We cannot respond to your request or provide you with personal information if we cannot verify your identity or authority to make the request and confirm the personal information relates to you. Making a verifiable consumer request does not require you to create an account with us. We will only use personal information provided in a verifiable consumer request to verify the requestor’s identity or authority to make the request. RESPONSE TIMING AND FORMAT We endeavor to respond to a verifiable consumer request within forty-five (45) days of its receipt. If we require more time (up to ninety (90) days), we will inform you of the reason and extension period in writing. We will deliver our written response by mail or electronically, at your option. Any disclosures we provide will only cover the twelve (12) - month period preceding the verifiable consumer request’s receipt. The response we provide will also explain the reasons we cannot comply with a request, if applicable. For data portability requests, we will select a format to provide your personal information that is readily usable and should allow you to transmit the information from one entity to another without hindrance. We do not charge a fee to process or respond to your verifiable consumer request unless it is excessive, repetitive, or manifestly unfounded. If we determine that the request warrants a fee, we will tell you why we made that decision and provide you with a cost estimate before completing your request. Nondiscrimination We will not discriminate against you for exercising any of your CCPA rights. UNLESS PERMITTED BY THE CCPA, WE WILL NOT: Deny you products or services. Charge you different prices or rates for products or services, including through granting discounts or other benefits, or imposing penalties. Provide you a different level or quality of products or services. Suggest that you may receive a different price or rate for products or services or a different level or quality of products or services. How to Make a Request You may make a request for the disclosures or deletion described above by contacting us using one of the methods described below methods. You may be required to submit proof of your identity for these requests to be processed as a verifiable consumer request. We may not be able to comply with your request ifwe are unable to confirm your identity or to connect the information you submit in your request with personal information in our possession. You may designate an authorized agent to make a request on your behalf subject to proof of identity and authorization. We will respond to your request consistent with the CCPA, which does not apply to certain information, such as information made available from government records, certain data subject to the (FCRA), (GLBA) and certain other laws, and where its application is preempted by, or in conflict with, federal law or the United States or the California Constitution. Changes to Our Privacy Notice At a minimum, this notice will be reviewed and updated on an annual basis. We reserve the right to amend this notice at our discretion and at any time. Any changes will be posted on this page with an updated revision date. ### Terms of Use Terms of Use Last updated on March 21, 2019   INTRODUCTION Hello and welcome to this Website provided by Lightsource HR, we hope you enjoy learning about us and our various offerings. Please read these terms of use (“Terms of Use”) carefully because they are a binding agreement between you and Lightsource HR (“Lightsource HR”, “we”, “our” or “us”). These Terms of Use apply to your use of the Website. If you do not agree with these Terms of Use, do not access or download the Website. Your Use of the Website. Lightsource HR owns and operates the Website. The documents and other information and content available on the Website is referred to as “Content.” The Content is protected by copyright laws throughout the world. Lightsource HR grants you a limited, revocable license to access and use the Website and the Content. You are required to retain all copyright and other proprietary notices on any copies of the Content. Using the Website does not give you any ownership rights to the Content. Further, nothing in these Terms of Use is to be construed as conferring to you any license or right under any patent, copyright, trademark, or other intellectual property right of Lightsource HR or any third party. Lightsource HR and its suppliers reserve all rights not granted in these Terms of Use. You may not provide any Data (as defined in Section 5) or use the Website in any way that violates any laws, infringes on anyone’s rights, is offensive, or interferes with the Website or any Website features. Except as expressly provided above, you may not otherwise copy, display, download, distribute, modify, reproduce, republish or retransmit any Content or any portion of the Content in any electronic medium or in hard copy, or create any derivative work based on such Content, without our express written permission. The Website and Content are for informational purposes only and we do not make any recommendations on or via the Website; accordingly, you should not rely upon the Website or Content as the sole basis for any decision or action. Trademarks. All trademarks, logos and service marks (“Marks”) displayed on the Website are our property or the property of third parties. You are not permitted to use these Marks without the Marks’ owner’s prior written permission. Modification Lightsource HR reserves the right to (i) modify the Content or to (ii) modify, suspend, or discontinue the Website or any part the Website at any time with or without notice to you. You agree that Lightsource HR will not be liable to you or to any third party for any modification of the Content or any modification, suspension, or discontinuance of the Website. Feedback All information, ideas, suggestions or other communications you submit or provide to us will be non-confidential and non-proprietary (“Feedback”). Accordingly, do not submit or provide Lightsource HR with any information you consider confidential or proprietary. Unless you and Lightsource HR agree otherwise in a written agreement, Lightsource HR will be entitled to use, disclose or distribute any Feedback for any purpose whatsoever (including commercial purposes) without any obligation to you (monetary or otherwise). User Submissions The Website may enable you to submit emails or otherwise provide certain content, data or other information (“Data”) to Lightsource HR. You can only post Data if you own all the rights to the Data or if the owner has given you permission. You do not transfer ownership of the Data you provide, submit or post; however, by doing so, you grant Lightsource HR the irrevocable right to use, copy, modify publish, perform, transmit and display such Data in accordance with these Terms of Use, and you waive any moral rights you may have in such Data. Lightsource HR will be free to use such Data for any reason whatsoever. Privacy Policy Please review the Privacy Policy. Third Party Links The Content may contain links to websites that are owned and/or operated by third parties. Such websites are not under our control. We provide these links only as a convenience and we do not review, approve, monitor, endorse, warrant, or make any representations with respect to such websites. We are not responsible for such websites’ content or for any link(s) they may contain. Warranty Disclaimer Lightsource HR DOES NOT MAKE ANY WARRANTIES OR PROMISES ABOUT THE WEBSITE OR CONTENT. FOR EXAMPLE, INFORMATION ON THIS WEBSITE MAY NOT BE CURRENT, OR COMPLETE WHEN YOU VISIT THE WEBSITE AND IT MAY CONTAIN ERRORS AND INACCURACIES. ADDITIONALLY, WE DO NOT MAKE ANY COMMITMENTS OF THE WEBSITE LEGAILTY, AVAILABLITY, RELIABLITY OR ALBITY TO MEET YOUR NEEDS. Lightsource HR PROVIDES THE WEBSITE AND CONTENT “AS IS” AND FOR YOUR USE AT YOUR OWN RISK. SOME JURISDICTIONS PROVIDE CERATIN WARRANTIES, SUCH AS NONINFRINGEMENT, MERCHANTABILITY, AND FITNESS FOR A PARTICULAR PURPOSE. TO THE EXTENT WE ARE PREMITTED BY LAW, Lightsource HR DISCLAIMS ALL WARRANTIES, WHETHER EXPRESS IMPLIED, OR STATUTORY, INCLUDING ALL THE WARRANTIES LISTED ABOVE, AND ANY WARRANTIES OF TITLE, ACCURACY, AND QUIET ENJOYMENT. Indemnification You agree to indemnify and hold Lightsource HR, its parents, subsidiaries, affiliates, officers, employees, agents, partners and licensors (collectively, the “Lightsource HR Parties”) harmless from any losses, costs, liabilities and expenses (including reasonable attorneys’ fees) relating to or arising out of: (a) your Data or (b) your violation of any applicable laws, rules or regulations. Lightsource HR reserves the right, at its own cost, to assume the exclusive defense and control of any matter requiring indemnification by you, in which event you will fully cooperate with Lightsource HR in asserting any available defenses. You agree that the provisions in this section will survive your access or use of the Website. Limitation of Liability YOU UNDERSTAND AND AGREE THAT EXCEPT WHERE PROHIBITED IN NO EVENT WILL THE Lightsource HR PARTIES BE LIABLE FOR ANY INDIRECT, INCIDENTAL, SPECIAL, OR CONSEQUENTIAL DAMAGES ARISING OUT OF OR IN CONNECTION WITH THE CONTENT OR THE SEXUAL HARASSMENT TRANINIG, CONTENT, INCLUDING, WITHOUT LIMITATION, ANY DAMAGES RESULTING FROM LOSS OF USE, DATA, OR PROFITS, WHETHER OR NOT A Lightsource HR PARTY HAS BEEN ADVISED OF THE POSSIBILITY OF SUCH DAMAGES, ON ANY THEORY OF LIABILITY. THE Lightsource HR PARTIES’ TOTAL CUMULATIVE LIABILITY IN CONNECTION WITH THESE TERMS OF USE, THE SEXUAL HARASSMENT TRANINIG, OR THE CONTENT, WHETHER IN CONTRACT, TORT, OR OTHERWISE, WILL NOT EXCEED FIFTY DOLLARS (US$50). THE SEXUAL HARASSMENT TRANINIG IS NOT INTENDED TO PROVIDE LEGAL ADIVICE AND SHALL NOT BE USED AS A SUBSTITUTE FOR SPEAKING OR COUNSELING WITH AN ATTORNEY, AND USER HEREBY WAIVES ANY ARGUMENT RAISING SAME. International Visitors The Website can be accessed from countries around the world and may contain references to products and services that are not available in your country. These references do not imply that Lightsource HR intends to provide any product or service offerings in your country. We control and operate the Website, the Content and our offerings from our facilities in the United States of America. Lightsource HR makes no representations that the Website, the Content and any of our offerings are or will be appropriate or available for use in foreign countries. Those who access or use Website or the Content from other jurisdictions do so at their own volition and are responsible for compliance with all applicable laws. Amendment(s) We may change these Terms of Use from time to time for any reason. If we make any changes, we will change the Last Updated date (found above) and post the new Terms of Use. ADDITIONAL TERMS We currently have various service offerings. If you subscribe to any such offerings, we will provide such services under a separate digitally or manually executed agreement. Such agreement will supersede these Terms of Use. These Terms of Use may also be superseded by expressly designated legal notices or terms located on particular pages of the Website. Governing Law; Venue These Terms of Use and any related action will be governed and interpreted by and under the laws of the State of Arizona, without regard conflicts of laws, principles or rules. Venue for any dispute arising out of these Terms of Use will be the state courts located in Maricopa County, Arizona or the federal courts of the United States in the District of Arizona, and each party (you and Lightsource HR) consents to personal jurisdiction to such court(s) and also waive any right it may otherwise have to challenge the appropriateness of such forums. General Provisions Any waiver or failure to enforce any provision of these Terms of Use on one occasion will not be deemed a waiver of any other provision or of such provision on any other occasion. If any particular provision of these Terms of Use is held invalid or unenforceable, that part will be modified to reflect the original intention of the parties, and the other parts will remain in full force and effect. ### Client Stories GET STARTED WITH LIGHTSOURCE GLOBAL Client Stories Domestic Businesses Expanding Into Other States A Hawaii-based company with 120 employees needed solutions for adding three workers in the continental U.S. and required help securing robust benefits equal to those offered in the Aloha state. Download Global Business Onboards U.S. Employees Quickly The leaders of a global technology company headquartered in Europe received over 10 million dollars in funding and — as part of their rapid growth — found themselves needing to hire skilled U.S.-based workers fast. They identified great candidates they didn’t want to lose but couldn’t move forward because they did not have an employer identification number (EIN) to meet U.S. requirements. Download Risky Business: A Unique EOR Approach A U.S.-based catalog company planning to close its doors wanted to go out of business the “right” way. After years of loyal service, they wanted to take care of their 324 employees. Several challenges were in play, including a short, two-month time frame and the risk factor of the financial fiduciary not wanting –but needing – to manage the employees. Download How to Attract U.S. Employees as a Global Company Expanding business into the U.S. market is exciting but going it alone can be overwhelming. Global employers oftentimes struggle with establishing a physical location, opening bank accounts, and filing for an employer identification number (EIN) to employ talent. The ability to offer attractive benefits to entice workers to join a company is also a big challenge. To avoid the expense, hassle, and time needed to accomplish all that, international employers can reduce the complexity of expanding by turning to Lightsource Global as their U.S. business partner. Download “The staff at Lightsource HR is very professional and courteous. We value partnership greatly, and they have truly become a valued partner.” - Nic Area Director, Pennsylvania Staffing Firm ### Resources GET STARTED WITH LIGHTSOURCE GLOBAL Resources to Support Your Business Returning to Work Onboarding Tools Returning to Work in Three Phases These guidelines can help employers safely re-open their work sites and provide protection to their returning employees: Phase One Phase Two Phase Three Under the first phase, employers should continue to encourage staff to telework if possible. If the business requires staff to work on-site, return to work plans should be put into place in phases, with only essential workers at your location. Non-essential business travel should be minimized, and vulnerable populations should be accommodated.According to the White House, vulnerable populations include the elderly and individuals with serious underlying health conditions, such as high blood pressure, chronic lung disease, diabetes, obesity, asthma, and compromised immune systems (i.e., chemotherapy for cancer and other conditions requiring such therapy). As things continue to improve, employers should still encourage telework, common areas should remain closed, non-essential travel may occur more regularly, and physical distancing practices should be enforced. Vulnerable populations should be accommodated. Once the third phase has begun, companies may resume with unrestricted staffing of work sites. However, physical distancing, sanitation, and other protective measures should still be in place to help protect workers. Under the first phase, employers should continue to encourage staff to telework if possible. If the business requires staff to work on-site, return to work plans should be put into place in phases, with only essential workers at your location. Non-essential business travel should be minimized, and vulnerable populations should be accommodated.According to the White House, vulnerable populations include the elderly and individuals with serious underlying health conditions, such as high blood pressure, chronic lung disease, diabetes, obesity, asthma, and compromised immune systems (i.e., chemotherapy for cancer and other conditions requiring such therapy).As things continue to improve, employers should still encourage telework, common areas should remain closed, non-essential travel may occur more regularly, and physical distancing practices should be enforced. Vulnerable populations should be accommodated.Once the third phase has begun, companies may resume with unrestricted staffing of work sites. However, physical distancing, sanitation, and other protective measures should still be in place to help protect workers. Schedule a Return-to-Work Consultation Under the first phase, employers should continue to encourage staff to telework if possible. If the business requires staff to work on-site, return to work plans should be put into place in phases, with only essential workers at your location. Non-essential business travel should be minimized, and vulnerable populations should be accommodated. Contact us now Onboarding Made Easy Click on any of the links below to access valuable resourcesthat will simplify your onboarding administration. 2023 PayrollCalendar New Hire OnboardingInformation Request Current Client OnboardingInformation Request New Client OnboardingInformation Request “The staff at Lightsource HR is very professional and courteous. We value partnership greatly, and they have truly become a valued partner.” - Nic Area Director, Pennsylvania Staffing Firm ### Employer of Record GET STARTED WITH LIGHTSOURCE GLOBAL Need top U.S.-based talent fast? You can quickly get the employees you want with our effortless U.S. expansion plan. With the Lightsource Global Employer of Record service you can hire experienced full-time, U.S.-based employees without having to establish a physical location stateside—or even file for an EIN. An Employer of Record, or EOR like Lightsource employs your workers on your behalf. The EOR becomes the legal employer (on paper) by taking on the risks and responsibilities of back-office tasks like HR and payroll. Your U.S. employees still work and take direction from you. Our job is to remove the heavy lifting – you don’t need to invest in any infrastructure like getting a taxpayer id or establishing bank accounts. Our already-compliant EOR service simplifies HR functions giving you quick access to the U.S. market. As your legal entity, we: Manage all aspects of hiring and terminationCreate employment contractsEnsure your U.S.-based employees are paid on time and in compliance with all local, state, and federal laws.Give you ways to customize PTO plans, bonus structures, and commission schedulesProvide competitive health, retirement plans, and moretop benefitsHandle tax deposits and filingsRemote work has been embraced around the world, so more than ever there are highly qualified U.S.-based workers available to serve your global company. LET'S GET STARTED Brighter business solutions We remove the barriers to U.S. entry and relive your pain points. Frequently Asked Questions What are the benefits of working with an Employer of Record (EOR)? Using an EOR allows global and domestic businesses a way to enter a new country or state quickly, legally, and efficiently. Working with an EOR like Lightsource Global relieves you of the time and expense of creating an office in the U.S. There’s no need to get registrations and bank accounts. Do I still manage my workers’ activities with an EOR? When you work with an EOR company like Lightsource, you trust us to handle very specific responsibilities. For example, we make sure employees are paid on time and in compliance with all local, state, and federal laws. You oversee your employees and direct work assignments, make scheduling decisions, and handle the many other day-to-day tasks as you normally would. Why do companies choose to work with an EOR? One of the many concerns of global companies entering the U.S. market is compliance. When you outsource HR to Lightsource, you remain 100% compliant regardless of the state where your American worker is based. We make sure they are classified and taxed correctly. How much flexibility do I have when working with an EOR? When you set up your team of American workers, there’s plenty of room to customize things like Paid Time Off (PTO) plans, bonuses, and commission structure. Can an EOR help me stay competitive with the U.S. workforce? Absolutely! An EOR service provider like Lightsouce allows you to offer competitive health insurance, retirement plans and other top benefits that are in demand with experienced American professionals. Contact us now “The staff at Lightsource HR is very professional and courteous. We value partnership greatly, and they have truly become a valued partner.” - Nic Area Director, Pennsylvania Staffing Firm ### Business Solutions GET STARTED WITH LIGHTSOURCE GLOBAL Lightsource Global Delivers Real HR Solutions Lightsource Global is opening the door to the world by allowing international companies the opportunity to hire must-have American workers. Our strategic, creative, and innovative EOR solutions make us a leading force in our industry. Yes, we’re a little brash. Yes, we’re a little bold. But that’s only because we’re experts in U.S. employment practices and the unique hiring needs of foreign companies. Our full suite of HR outsourcing services includes these, and more: EORPayroll processingComplianceHuman resourcesEmployee benefits Click below or call 877.257.6662 to schedule a free consultation. GET STARTED NOW Brighter business solutions Grow better, smarter, and faster with our expertiseand state-of-the-art technology. Get Back to Business. We’ll Handle Your HR Headaches. Partnering with Lightsource Global and outsourcing HR frees you up to focus on your core business. Lightsource is the only Employer of Record (EOR) in its class with services and products that appeal to all industries – blue collar and white collar alike. Our full suite of HR outsourcing services allows you to get back to growing your business. You receive premium service delivery and support including: A dedicated, U.S.-based team to help you navigate the U.S. market. Access to our internal compliance team’s expertise. A devoted workforce experience team to help with payroll and benefits. Our HR services include: Payroll Processing Enjoy our industry-leading software and dedicated specialists to help you manage payroll distribution, tax administration, and compliance. Preparation and Distribution Outsource payroll and let our experts manage data entry and payment processing, accurately and on time. This includes compliance with state and federal wage and tax laws, deductions for health, retirement plans and paid time off as well as payroll distribution. Time and Attendance Reduce overtime, time theft and other administrative costs when you gain the ability to monitor and control your labor investment. You can pay employees accurately while increasing productivity. Garnishments Administration Avoid costly financial penalties caused by mishandling garnishments. Our human resources services alleviate the headaches that often accompany garnishments by managing everything from the start to the last payment or expiration, and everything in between. Tax Administration Let our EOR services handle complex and evolving payroll tax administration laws, requirements, and regulations. We manage the entire process of withholding, deductions, payments, reports, and more. Online Payroll Portal Get payroll help with our efficient, reliable, and scalable online payroll system that grows as you do. The system provides visibility into your company’s payroll, automates common tasks, and allows you to easily produce reports on demand. Reporting Receive rapid insight into key metrics with pre-built payroll reports as well as ad-hoc reporting for custom data analysis. Your customers will love and depend on the advanced real-time reports. Risk Management Protect your business from potential threats with our HR professionals. A-Rated Workers' Compensation Gain peace of mind with A-rated workers’ compensation coverage so that your organization and employees have the right coverage for workers’ compensation liability. You can outsource claims management, loss prevention programs, and ongoing customer support. Claims Investigation Let the dedicated professionals at our EOR investigate all claims to determine reimbursement and causation. Potential acts of fraud are handled at the carrier level regarding state acts. General and Professional Liability Cover your business for acts and omissions relating to the operational values of your company when you work with our industry professionals and insurance services. We have many forms of coverage available to protect you. Workplace Safety and Loss Prevention Mitigate risk and maintain OSHA compliance while promoting a culture of safety. Our trained specialists will provide or facilitate services related to workplace safety, NCCI code compliance, employee training, and accident investigation. Return-to-Work Programs Minimize the cost of reimbursable job injury claims and assist clients by developing a Return-to-Work Program. This program will bring employees back to work in a productive way to minimize overall exposure and comply with physician-directed restrictions. Employment Practices Liability Insurance (EPLI) Secure coverage, if qualified, for alleged acts of discrimination, wrongful termination, harassment and more. Our specialists are available to discuss matters regarding best practices for employment-related matters. Human Resources and Compliance Ensure your business remains compliant with the ever-changing burden of laws and regulations. Our certified, dedicated experts provide the guidance and support your business needs. Federal and State Protocols Reduce your liabilities and gain peace of mind when your work with us. We know how to keep you compliant with changeable federal and state laws. I-9 Compliance Avoid expensive penalties and meet I-9 compliance requirements with the help of our PEO services. Employers who fail to properly maintain I-9 documentation may fall out of compliance with Immigration and Customs Enforcement (ICE). Americans with Disabilities Act (ADA) Ensure your company is up to date with regulations like the Americans with Disabilities Act (ADA). Our EOR will help you create a work environment that opens employment opportunities to all qualified individuals. 
Health Reform Compliance Relax knowing we’re on top of evolving health reforms including the Affordable Care Act. Our expert HR compliance professionals can soften the impact these changes have on your company. Fair Labor Standards Act (FLSA) Relieve one your biggest HR compliance headaches and avoid penalties by outsourcing FLSA compliance. Our specialists will keep you compliant with the Fair Labor Standards Act, which establishes employment standards, like minimum wage, record keeping, overtime, and child labor. Employee Benefits Get better prices and options on sought-after health insurance benefits that attract and keep top talent. Medical, Dental, and Vision Stay competitive with job seekers by offering the medical, dental and vision benefits employees want. Our specialists can negotiate better prices and options on health benefits with our large and growing list of clients and beneficiaries. Unique and Competitive Benefits Be a magnet for new employees and retain your current staff with unique and competitive benefit options. Our EOR provides access to pet insurance, excellent home and car insurance, telehealth, and car rental discounts. Benefits Enrollment and Administrative Support Turn over the entire enrollment process to our benefits specialists. We coordinate communication, eligibility monitoring, onboarding, and deductions. Every insurance-related bill and claim payment will be reconciled with the carrier on your behalf. Employee Programs Get access to Employee Assistance Programs designed to help your staff manage their life away from work. Programs like confidential short-term counseling, referrals, and access to no-cost financial and legal consultations alleviate stress and boost productivity. Additional Insurance Offer desirable benefits like Short Term Disability (STD), Long Term Disability (LTD), Life and Accidental Death and Dismemberment (AD&D), Flexible Spending Accounts (FSA) and Dependent Care Assistance Plans (DCAP) as well as supplemental plans like Accident and Critical Illness. Retirement Savings Options Receive best in class solutions for maximizing your employees’ investments. Our EOR will give you and your eligible employees access to quality retirement plans. COBRA Administration Allow our EOR to handle COBRA administration for you. We’ll manage notice delivery and payment collection from former employees after their termination of active coverage through the end of their eligible COBRA period. HR Technology Simplify your business with our easy-to-use, industry-leading HR management software. HR Management Software Enjoy PrismHR, our easy web-based self-service portal with industry-leading technology designed to help you manage payroll, benefits, and more. With state-of-the-art software and support, you’ll save countless hours every week on important back-office functions. Electronic Onboarding Capture employee data and forms to quickly streamline the hiring process. Paperless electronic onboarding makes it easy to collect employee demographic information, federal, state, and local tax filing forms, and client-specific forms. Onboarding employees immediately becomes faster and more efficient. Employer Self-Service Portal Empower employees to review and manage their data and tasks from anywhere, anytime, and on any device. Employee self-service reduces the time you spend to keep data current. Click below or call 877.257.6662 to schedule a free consultation. GET STARTED NOW “The staff at Lightsource HR is very professional and courteous. We value partnership greatly, and they have truly become a valued partner.” - Nic Area Director, Pennsylvania Staffing Firm ### CCPA Notice Privacy Notice for California Consumers Only This PRIVACY NOTICE FOR CALIFORNIA CONSUMERS supplements the information contained in the Privacy Statement of the Lightsource HR family of companies (collectively, “we,” “us,” or “our”) and applies solely to California consumers (“consumers” or “you”), effective January 1, 2020. We adopt this notice to comply with the California Consumer Privacy Act of 2018, as amended (“CCPA”) and other applicable California privacy laws. Any terms defined in the CCPA have the same meaning when used in this notice. For purposes of this notice, a “third party” is an entity that is not a wholly-owned or majority-owned and controlled subsidiary of the Lightsource HR family of companies.Information We CollectWe collect information that identifies, relates to, describes, references, is capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular consumer (“personal information”).WE COLLECT THE FOLLOWING CATEGORIES OF PERSONAL INFORMATION AS INDICATED BELOW:CATEGORYEXAMPLESCOLLECTED?A. IdentifiersA real name, alias, postal address, unique personal identifier, online identifier, Internet Protocol address, email address, account name, Social Security number, driver’s license number, passport number, or other similar identifiers.YESB. Personal information categories listed in the California Customer Records statute (Cal. Civ. Code § 1798.80(e))A name, signature, Social Security number, physical characteristics or description, address, telephone number, passport number, driver’s license or state identification card number, insurance policy number, education, employment, employment history, bank account number, credit card number, debit card number, or any other financial information, medical information, or health insurance information. Some personal information included in this category may overlap with other categories.YESC. Protected classification characteristics under California or federal lawAge (40 years or older), race, color, ancestry, national origin, citizenship, religion or creed, marital status, medical condition, physical or mental disability, sex (including gender, gender identity, gender expression, pregnancy or childbirth, and related medical conditions), sexual orientation, veteran or military status, and genetic information (including familial genetic information).YESD. Commercial informationRecords of personal property, products or services purchased, obtained, or considered, or other purchasing or consuming histories or tendencies.YESE. Biometric informationGenetic, physiological, behavioral, and biological characteristics, or activity patterns used to extract a template or other identifier or identifying information, such as fingerprints.YESF. Internet or other similar network activityBrowsing history, search history, information on a consumer’s interaction with a website, application, or advertisement.YESG. Geolocation dataPhysical location or movements.YESH. Sensory dataAudio, electronic, visual, thermal, olfactory, or similar information.YESI. Professional or employment-related informationCurrent or past job history or performance evaluations.YESJ. Non-public education information (per the Family Educational Rights and Privacy Act (20 U.S.C. Section 1232g, 34 C.F.R. Part 99))Education records directly related to a student maintained by an educational institution or party acting on its behalf, such as grades, transcripts, class lists, student schedules, student identification codes, student financial information, or student disciplinary records.YESK. Inferences drawn from other personal informationProfile reflecting a person’s preferences, characteristics, psychological trends, predispositions, behavior, attitudes, intelligence, abilities, and aptitudes.YESPERSONAL INFORMATION DOES NOT INCLUDE:Publicly available information from government recordsDe-identified or aggregated consumer informationInformation excluded from the CCPA’s scope, like:health or medical information covered by the Health Insurance Portability and Accountability Act of 1996 (HIPAA) and the California Confidentiality of Medical Information Act (CMIA) or clinical trial datapersonal information covered by certain sector-specific privacy laws, including the Fair Credit Reporting Act (FCRA), the Gramm-Leach-Bliley Act (GLBA) or California Financial Information Privacy Act (FIPA), and the Driver’s Privacy Protection Act of 1994WE OBTAIN THE CATEGORIES OF PERSONAL INFORMATION LISTED ABOVE FROM THE FOLLOWING CATEGORIES OF SOURCES:Directly from our clients, prospects, or employees. For example, from documents that our clients provide to us related to the services for which they engage us.Indirectly from our clients, prospects, or their employees. For example, through information we collect from our clients in the course of providing services to them.Directly and indirectly from activity on our website (www.vensure.com) or other portals. For example, from submissions through our website or website usage details collected automatically.From third parties that interact with us in connection with the services we provide. For example, from government agencies when we verify data associated with payroll processing and withholding tax payments.We may also collect personal information about you from other categories of sources, such as: our affiliates; our other clients; public and publicly available sources; our third-party referral partners, vendors, data suppliers, and service providers; partners with which we offer co-branded services or engage in joint event or marketing activities; social networks; news outlets and related media; and organizations with which you are employed or affiliated.Use of Personal InformationWE MAY USE OR DISCLOSE THE PERSONAL INFORMATION WE COLLECT FOR ONE OR MORE OF THE FOLLOWING BUSINESS PURPOSES:To fulfill or meet the reason for which the information is provided. For example, if you provide us with personal information in order for us to prepare a tax return, we will use that information to prepare the return and submit it to the applicable taxing authorities.To provide you with information, products, or services that you request from us.To provide you with email alerts, event registrations, and other notices concerning our products or services, or events or news, that may be of interest to you.To operate, manage, and maintain our business.To accomplish our business purposes and objectives.To communicate with you.To carry out our obligations and enforce our rights arising from any contracts entered into between you and us, including for billing and collections.To improve our website and present its contents to you.For testing, research, analysis, and service offering development.For vendor management purposes.As necessary or appropriate to protect the rights, property, or safety of us, our clients, or others.To respond to law enforcement requests and as required by applicable law, court order, or governmental regulations.As described to you when collecting your personal information or as otherwise set forth in the CCPA.To evaluate or conduct a merger, divestiture, restructuring, reorganization, dissolution, or other sale or transfer of some or all of our assets, whether as a going concern or as part of bankruptcy, liquidation, or similar proceeding, in which personal informationheld by us is among the assets transferred.We will not collect additional categories of personal information or use the personal information we collected for materially different, unrelated, or incompatible purposes without providing you notice.Sharing Personal InformationWE DO NOT, AND WILL NOT, SELL YOUR PERSONAL INFORMATION.We may share your personal information within the Lightsource HR family of companies to provide services to you or in an effort to assess your needs and how we can help fulfill those needs.We may disclose your personal information to a third party for a business purpose. When we disclose personal information for a business purpose, we require the recipient to keep that personal information confidential and secure, to not disclose that personal information to others, and to not use it for any purpose except performing the services related to the business purpose.IN THE PRECEDING TWELVE (12) MONTHS, WE HAVE DISCLOSED THE FOLLOWING CATEGORIES OF PERSONAL INFORMATION FOR A BUSINESSCategory A: IdentifiersCategory B: California Customer Records Personal Information CategoriesCategory C: Protected Classification Characteristics Under California or Federal LawCategory D: Commercial InformationCategory E: Biometric InformationCategory F: Internet or Other Electronic Network Activity InformationCategory G: Geolocation DataCategory I: Professional or Employment-Related InformationCategory K: Inferences Drawn from Other Personal InformationWE DISCLOSE YOUR PERSONAL INFORMATION FOR A BUSINESS PURPOSE TO OUR AFFILIATES AND/OR TO ONE OR MORE OF THE FOLLOWING CATEGORIES OF THIRD PARTIES:Third-party service providers.Administrators authorized by your organization.Licensors or third-party applications (if you access a third-party application on our services through a license agreement with a licensor).Other parties where required by law or to protect our rights.Third parties to whom you or your agents authorize us to disclose your personal information in connection with products or services we provide to you.In the preceding twelve (12) months, we have not sold any personal information to third parties within the scope of the application of the CCPA.Your Rights and ChoicesThe CCPA provides California consumers with specific rights regarding their personal information. This section describes your CCPA rights and explains how to exercise those rights.ACCESS TO SPECIFIC INFORMATION AND DATA PORTABILITY RIGHTSYou have the right to request that we disclose certain information to you about our collection and use of your personal information over the past twelve (12) months.ONCE WE RECEIVE AND CONFIRM YOUR VERIFIABLE CONSUMER REQUEST, WE WILL DISCLOSE TO YOU:The categories of personal information we collected about you.The categories of sources for the personal information we collected about you.Our business or commercial purpose for collecting or sharing that personal information.The affiliates with whom we shared your personal information.The categories of third parties with whom we share that personal information.The specific pieces of personal information we collected about you (also called a data portability request).If we disclosed your personal information to a third party for a business purpose, separate lists identifying the personal information categories that each category of recipient obtained.DELETION REQUEST RIGHTSYou have the right to request that we delete any of your personal information that we collected from you and retained, subject to certain exceptions. Once we receive and confirm your verifiable consumer request, we will delete (and direct our service providers to delete) your personal information from our records, unless an exception applies.WE MAY DENY YOUR DELETION REQUEST IF RETAINING THE INFORMATION IS NECESSARY FOR US OR OUR SERVICE PROVIDERS TO:Complete the transaction for which we collected the personal information, provide a product or service that you requested, take actions reasonably anticipated within the context of our ongoing business relationship with you, or otherwise perform our contract with you.Detect security incidents, protect against malicious, deceptive, fraudulent, or illegal activity, or prosecute those responsible for such activities.Exercise free speech, ensure the right of another consumer to exercise their free speech rights, or exercise another right provided for by law.Comply with the California Electronic Communications Privacy Act (Cal. Penal Code § 1546 seq.).Enable solely internal uses that are reasonably aligned with consumer expectations based on your relationship with us.Comply with a legal obligation.Make other internal and lawful uses of that information that are compatible with the context in which you provided it.EXERCISING ACCESS, DATA PORTABILITY, AND DELETION RIGHTSOnly you or a person registered with the California Secretary of State that you authorize to act on your behalf may make a verifiable consumer request related to your personal information.YOU MAY ONLY MAKE A VERIFIABLE CONSUMER REQUEST FOR ACCESS OR DATA PORTABILITY TWICE WITHIN A TWELVE (12) - MONTH PERIOD. THE VERIFIABLE CONSUMER REQUEST MUST:Provide sufficient information that allows us to reasonably verify you are the person about whom we collected personal information or that you are an authorized representative of a person about whom we collected personal information.Describe your request with sufficient detail that allows us to properly understand, evaluate, and respond to it.We cannot respond to your request or provide you with personal information if we cannot verify your identity or authority to make the request and confirm the personal information relates to you. Making a verifiable consumer request does not require you to create an account with us. We will only use personal information provided in a verifiable consumer request to verify the requestor’s identity or authority to make the request.RESPONSE TIMING AND FORMATWe endeavor to respond to a verifiable consumer request within forty-five (45) days of its receipt. If we require more time (up to ninety (90) days), we will inform you of the reason and extension period in writing. We will deliver our written response by mail or electronically, at your option. Any disclosures we provide will only cover the twelve (12) - month period preceding the verifiable consumer request’s receipt. The response we provide will also explain the reasons we cannot comply with a request, if applicable. For data portability requests, we will select a format to provide your personal information that is readily usable and should allow you to transmit the information from one entity to another without hindrance.We do not charge a fee to process or respond to your verifiable consumer request unless it is excessive, repetitive, or manifestly unfounded. If we determine that the request warrants a fee, we will tell you why we made that decision and provide you with a cost estimate before completing your request.NondiscriminationWe will not discriminate against you for exercising any of your CCPA rights.UNLESS PERMITTED BY THE CCPA, WE WILL NOT:Deny you products or services.Charge you different prices or rates for products or services, including through granting discounts or other benefits, or imposing penalties.Provide you a different level or quality of products or services.Suggest that you may receive a different price or rate for products or services or a different level or quality of products or services.How to Make a RequestYou may make a request for the disclosures or deletion described above by contacting us using one of the methods described below methods.You may be required to submit proof of your identity for these requests to be processed as a verifiable consumer request. We may not be able to comply with your request ifwe are unable to confirm your identity or to connect the information you submit in your request with personal information in our possession. You may designate an authorized agent to make a request on your behalf subject to proof of identity and authorization.We will respond to your request consistent with the CCPA, which does not apply to certain information, such as information made available from government records, certain data subject to the (FCRA), (GLBA) and certain other laws, and where its application is preempted by, or in conflict with, federal law or the United States or the California Constitution.Changes to Our Privacy NoticeAt a minimum, this notice will be reviewed and updated on an annual basis. We reserve the right to amend this notice at our discretion and at any time. Any changes will be posted on this page with an updated revision date. ### Privacy Policy Privacy Policy This privacy policy has been compiled to better serve those who are concerned with how their ‘Personally Identifiable Information’ (PII) is being used online. PII, as described in US privacy law and information security, is information that can be used on its own or with other information to identify, contact, or locate a single person, or to identify an individual in context. Please read our privacy policy carefully to get a clear understanding of how we collect, use, protect or otherwise handle your Personally Identifiable Information in accordance with our website.What personal information do we collect from the people that visit our blog, website or app?When ordering or registering on our site, as appropriate, you may be asked to enter your name, email address, phone number or other details to help you with your experience.When do we collect information?We collect information from you when you fill out a form or enter information on our site.How do we use your information?We may use the information we collect from you when you register, make a purchase, sign up for our newsletter, respond to a survey or marketing communication, surf the website, or use certain other site features in the following ways:To allow us to better service you in responding to your customer service requests.To send periodic emails regarding your order or other products and services.To follow up with them after correspondence (live chat, email or phone inquiries)How do we protect your information?We do not use vulnerability scanning and/or scanning to PCI standards.We only provide articles and information. We never ask for credit card numbers.We use regular Malware Scanning.Your personal information is contained behind secured networks and is only accessible by a limited number of persons who have special access rights to such systems, and are required to keep the information confidential. In addition, all sensitive/credit information you supply is encrypted via Secure Socket Layer (SSL) technology.We implement a variety of security measures when a user places an order enters, submits, or accesses their information to maintain the safety of your personal information.All transactions are processed through a gateway provider and are not stored or processed on our servers.Do we use ‘cookies’?We do not use cookies for tracking purposes.Compile aggregate data about site traffic and site interactions in order to offer better site experiences and tools in the future. We may also use trusted third-party services that track this information on our behalf.You can choose to have your computer warn you each time a cookie is being sent, or you can choose to turn off all cookies. You do this through your browser settings. Since browser is a little different, look at your browser’s Help Menu to learn the correct way to modify your cookies.If you turn cookies off, Some of the features that make your site experience more efficient may not function properly.It won’t affect the user’s experience that make your site experience more efficient and may not function properly.Third-party disclosureWe do not sell, trade, or otherwise transfer to outside parties your Personally Identifiable Information unless we provide users with advance notice. This does not include website hosting partners and other parties who assist us in operating our website, conducting our business, or serving our users, so long as those parties agree to keep this information confidential. We may also release information when it’s release is appropriate to comply with the law, enforce our site policies, or protect ours or others’ rights, property or safety.However, non-personally identifiable visitor information may be provided to other parties for marketing, advertising, or other uses.Third-party linksWe do not include or offer third-party products or services on our website.GoogleGoogle’s advertising requirements can be summed up by Google’s Advertising Principles. They are put in place to provide a positive experience for users. https://support.google.com/adspolicy/answer/1316548?hl=enWe use Google AdSense Advertising on our website.Google, as a third-party vendor, uses cookies to serve ads on our site. Google’s use of the DART cookie enables it to serve ads to our users based on previous visits to our site and other sites on the Internet. Users may opt-out of the use of the DART cookie by visiting the Google Ad and Content Network privacy policy.We have implemented the following:We, along with third-party vendors such as Google use first-party cookies (such as the Google Analytics cookies) and third-party cookies (such as the DoubleClick cookie) or other third-party identifiers together to compile data regarding user interactions with ad impressions and other ad service functions as they relate to our website.Opting out:Users can set preferences for how Google advertises to you using the Google Ad Settings page. Alternatively, you can opt out by visiting the Network Advertising Initiative Opt Out page or by using the Google Analytics Opt Out Browser add on.California Online Privacy Protection ActCalOPPA is the first state law in the nation to require commercial websites and online services to post a privacy policy. The law’s reach stretches well beyond California to require any person or company in the United States (and conceivably the world) that operates websites collecting Personally Identifiable Information from California consumers to post a conspicuous privacy policy on its website stating exactly the information being collected and those individuals or companies with whom it is being shared. – See more at: https://consumercal.org/california-online-privacy-protection-act-caloppa/According to CalOPPA, we agree to the following:Users can visit our site anonymously.Once this privacy policy is created, we will add a link to it on our home page or as a minimum, on the first significant page after entering our website.Our Privacy Policy link includes the word ‘Privacy’ and can easily be found on the page specified above.You will be notified of any Privacy Policy changes:On our Privacy Policy PageCan change your personal information:By emailing usBy calling usBy logging in to your accountHow does our site handle Do Not Track signals?We honor Do Not Track signals and Do Not Track, plant cookies, or use advertising when a Do Not Track (DNT) browser mechanism is in place.Does our site allow third-party behavioral tracking?It’s also important to note that we do not allow third-party behavioral trackingCOPPA (Children Online Privacy Protection Act)When it comes to the collection of personal information from children under the age of 13 years old, the Children’s Online Privacy Protection Act (COPPA) puts parents in control. The Federal Trade Commission, United States’ consumer protection agency, enforces the COPPA Rule, which spells out what operators of websites and online services must do to protect children’s privacy and safety online.We do not specifically market to children under the age of 13 years old.Fair Information PracticesThe Fair Information Practices Principles form the backbone of privacy law in the United States and the concepts they include have played a significant role in the development of data protection laws around the globe. Understanding the Fair Information Practice Principles and how they should be implemented is critical to comply with the various privacy laws that protect personal information.In order to be in line with Fair Information Practices we will take the following responsive action, should a data breach occur:We will notify you via emailWithin 7 business daysWe will notify the users via in-site notificationWithin 7 business daysWe also agree to the Individual Redress Principle which requires that individuals have the right to legally pursue enforceable rights against data collectors and processors who fail to adhere to the law. This principle requires not only that individuals have enforceable rights against data users, but also that individuals have recourse to courts or government agencies to investigate and/or prosecute non-compliance by data processors.CAN SPAM ActThe CAN-SPAM Act is a law that sets the rules for commercial email, establishes requirements for commercial messages, gives recipients the right to have emails stopped from being sent to them, and spells out tough penalties for violations.We collect your email address in order to:Send information, respond to inquiries, and/or other requests or questionsProcess orders and to send information and updates pertaining to orders.Send you additional information related to your product and/or serviceMarket to our mailing list or continue to send emails to our clients after the original transaction has occurred.To be in accordance with CANSPAM, we agree to the following:Not use false or misleading subjects or email addresses.Identify the message as an advertisement in some reasonable way.Include the physical address of our business or site headquarters.Monitor third-party email marketing services for compliance, if one is used.Honor opt-out/unsubscribe requests quickly.Allow users to unsubscribe by using the link at the bottom of each email.If at any time you would like to unsubscribe from receiving future emails, you can email us at:Follow the instructions at the bottom of each email.and we will promptly remove you from ALL correspondence.Contact UsIf there are any questions regarding this privacy policy, you may contact us using the information below.www.lightsourcehr.com707 Mendham Blvd, Suite 250,Orlando, Florida 32825United Statesinfo@lightsourcehr.com877.257.6662Last Edited on 2017/04/21 ### Contact us GET STARTED WITH LIGHTSOURCE GLOBAL Contact Us Effortless U.S. expansion is just a click or call away. No EIN, No Office, No Problem. When you’re ready to enter the U.S. market and hire the professionals you want, Lightsource Global gets you moving fast. We’re the Employer of Record (EOR) leader. Simplified HR solutions are our specialty. LET'S GET STARTED 877.257.6662 2822 Commerce Park Drive, Suite 400 Orlando, FL 32819 Linkedin-in Facebook-f “The staff at Lightsource HR is very professional and courteous. We value partnership greatly, and they have truly become a valued partner.” - Nic Area Director, Pennsylvania Staffing Firm ### Login Login Employee Portal Are you an employee? Use the Employee Self-Service portal to perform tasks like… Update contact/direct deposit information Obtain check stubs Re-print W-2s Request time off LOGIN Manager Portal Use the Lightsource HR Manager portal to streamline your back-office operations: Add new hires Submit payroll Run payroll reports Manage time-off requests LOGIN ### Thank you Thank You for Your Submission RETURN TO HOMEPAGE ### About us GET STARTED WITH LIGHTSOURCE GLOBAL Open for Business We’re your gateway to U.S. hiring and HR outsourcing We’re Lightsource Global, the employer of record (EOR) service leader. We open the door to the world by connecting highly skilled workers with global companies. At Lightsource, we remove the barriers of entry with one step set up that allows you to quickly get to market in the U.S. You don’t need an EIN - your employees are paid under ours. From our clients to our client service team, we only partner with the best, allowing us to achieve our goals while ensuring you achieve yours. We provide these HR outsourcing services and more: EORPayroll processingBenefits administrationWorkers’ compensation Our HR services fit any industry – blue collar or white collar, we have you covered. Call 877.257.6662 to schedule a free consultation. GET STARTED NOW Brighter business solutions Why it Pays to Partner with Lightsource Lightsource thrives when working with global markets because we understand the unique hiring needs of international businesses. We simplify the complexities of employing U.S.-based workers in any state with fast, innovative solutions that work. We put people first. Bold goals and growth through change and innovation are part of our DNA. It’s how we’re wired; we’ll never stop growing, evolving, learning, or pushing higher. Need to move quickly? Call 877.257.6662 or Get Started Right Away Our Team We’re a high-energy team of specialists committed to premium service and driven by challenge and innovation. Our decades of combined experience and solution-focused mindset make us the right HR outsourcing choice for global and domestic companies. Bring it on. Linkedin-in “Finding unique HR solutions is our specialty. Let’s innovate together.” Shawn Stutz Division President Linkedin-in “Let’s find solutions for your business together." Marianela Small Sales Coordinator “The staff at Lightsource HR is very professional and courteous. We value partnership greatly, and they have truly become a valued partner.” - Nic Area Director, Pennsylvania Staffing Firm ### Home Have to hire U.S.-basedemployees fast? Talk to Us! Hire full-time, U.S.-basedemployees without having to establish a physical location stateside—or even file for an EIN. Lightsource Global is Open For Business. GET STARTED WITH LIGHTSOURCE GLOBAL Lightsource Global connects U.S. workers with companies located down the street and around the world. We make it easy for you to recruit the right person to join your team with our Employer of Record (EOR) service. Your U.S.-based hires are paid on time and in compliance with all local, state and federal laws. Customize PTO plans, bonus structures, and commission schedules. Offer competitive health, retirement plans, and other top benefits—making you a preferred U.S. employer from day one. LET'S GET THINGS STARTED “The staff at Lightsource HR is very professional and courteous. We value partnership greatly, and they have truly become a valued partner.” - Nic Area Director, Pennsylvania Staffing Firm Why Choose Lightsource Global? Lightsource Global believes in the power of innovation, finding new ways to give life to new ideas and breathe life into old ones. We are challenge driven and motivated by the chance to create unexpected solutions for our customers. Our team has worked extensively with global markets and understand not only what it takes to make things happen— but what it takes to make things happen the right way. Want to move quickly? No problem, speed is our specialty. Need to figure out a way to hire a hard-to-get U.S. employee? Let’s chat. Looking for payroll processing help? We’ve got you covered. Do you want the opportunity to hire the best employees with the best benefits? Talk to us. Have a need to outsource HR? Put us on speed dial. Learn About Us CHECK OUT BUSINESS SOLUTIONS ## My Templates ### Quote box (Acc) “The staff at Lightsource HR is very professional and courteous. We value partnership greatly, and they have truly become a valued partner.” - Nic Area Director, Pennsylvania Staffing Firm ### Blog Post (No Sidebar) GET STARTED WITH LIGHTSOURCE GLOBAL Go back ### Search Loop Item Read more ### Search Results GET STARTED WITH LIGHTSOURCE GLOBAL ### Error 404 Oops The page you're trying to reach doesn't exist. Go back to lightsourcehr.com or contact us about the problem. ### Blog Post GET STARTED WITH LIGHTSOURCE GLOBAL Table of Contents Share This Post Go back ### Blog Loop Item Read more ### Blog GET STARTED WITH LIGHTSOURCE GLOBAL Blog and news ### Home Form Final Have to hire U.S.-basedemployees fast? Talk to Us! Hire full-time, U.S.-basedemployees without having to establish a physical location stateside—or even file for an EIN. Lightsource Global is Open For Business. X Get Started with Lightsource Global ### BioModal Shawn Linkedin-in “Finding unique HR solutions is our specialty. Let’s innovate together.” Shawn Stutz Division President x Shawn is a business administrative processes and employee benefit expert who has helped companies navigate the complexity of their hiring initiatives domestically and globally. As an expert in the HR and payroll field for almost a decade, Shawn has advised companies in many industries on their expansion plans. Shawn started his career in sales and business development and spent several years with notable PEOs. He was a frequent Presidents Club winner and moved into sales leadership roles over six years ago before joining LightSource as the Division President.As a PEO veteran Shawn recognized the need for an additional level of service and in 2019 single handedly built the current LightSource EOR offering.Shawn’s first career after college was playing professional baseball for the Tampa Bay Rays where he learned teamwork skills that assisted him in building the world class team and service that’s LightSource Global today.When Shawn is not building his EOR empire, he loves spending time with his wife and four children, traveling, playing sports, enjoying fine dining, and collecting red wines from all over the world. ### BioModal Lesley Linkedin-in “We’re invested in results for your business. Partner with us and find out why we’re the best at what we do.” Lesley Nygaard GPHR, SHRM-SCP VICE PRESIDENT OF SALES x Lesley is a global expansion expert focused on helping companies navigate the complexity of hiring domestically and globally. She understands American and international business compliance issues as well as customary practices. She has advised the “C” suite on growth plans for more than 20 years and has helped companies expand in more than 80 countries. Her experience covers North America, South America, EMEA, and APAC. Lesley has extensive experience with start-ups, spin-offs, and M&A, and the challenges associated with these business transitions. She has worked with both publicly traded and privately held companies in the biotech, high tech, and financial service industries. Lesley has been certified in UK payroll for over a decade.  She is an active member of SHRM and has held her GPHR (Global Professional in Human Resources) for 15 years.  She also holds a SHRM-SCP certification and is a member of the Palm Beach County SHRM, Broward County SHRM, and Miami SHRM. As a world traveler she enjoys sailing and trekking. ### BioModal Marianela Linkedin-in “Let’s find solutions for your business together.” Marianela Small Sales Coordinator x Marianela has over 20 years of experience in the Sales Administration and Customer Service industry. Her experience in the satellite communication field fueled her development of specialized selling strategies. Marianela’s customer-focused nature and drive to solve clients’ issues and concerns has solidified relationships with many key customers, even in times of economic uncertainty and market instability.Marianela holds a graduate degree (Bachelor of Science and Business Administration) from Pontifical Catholic University of Puerto Rico and received an associate degree in Business English from Florida Atlantic University (FAU).Marianela enjoys spending time with her family and getting outside for recreation. In her free time, she volunteers with the autistic community and attends Applied Behavior Analysis (ABA) classes to further her knowledge of autism spectrum disorder (ASD). ### getStartedBtn GET STARTED WITH LIGHTSOURCE GLOBAL ### Main Menu x 877.257.6662 Linkedin-in Facebook-f LOGIN ### Footer Lightsource Global is Open for Business LOGIN 877.257.6662 2822 Commerce Park Drive, Suite 400 Orlando, FL 32819 Linkedin-in Facebook-f ### Header ### Default Kit