Paying employees from a trust? Download the e-book to learn about the responsibilities – and liabilities – associated with managing trust-paid employment relationships.
Our flexible model allows clients to hire and work with household service providers they know and trust.
Whether you have an existing employee or you plan to hire someone new, TEAM seamlessly becomes the Employer of Record to take on the administrative burden and employment-related liability throughout the partnership.
DESIGNED EXCLUSIVELY FOR HOUSEHOLD EMPLOYEES BEING PAID FROM PRIVATE FUNDING, SUCH AS:
E-BOOK:
Eradicating Unnecessary Risk: The Liabilities of Direct Household Employment for Fiduciaries
Once you have recruited and selected your employee, TEAM can take it from there and provides complete support for trustees, families, and beneficiaries over the course of the employment lifecycle:
ONBOARDING
Pre-employment screening, including criminal background checks, I-9 verification, and more
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Compliant W-2 employee classification, wage benchmarking and budget projections, new hire engagement letters, and mandatory employer notices
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Develop customized time off policies, job duties and expectations, and other workplace policies
PAYROLL AND TAXES
Fast, flexible, reliable in-house payroll processing (any schedule and frequency) with 99.98% accuracy
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Customized, compliant pay set-up consultation to ensure continuity with current pay setup as well as compliance with wage and hour regulations
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Retain payroll and tax records compliantly and generate customized reports
WORKPLACE INSURANCE
Workers’ compensation insurance
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General Liability and Excess Liability insurance
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Employment Practices Liability insurance
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Other insurance (e.g., Employee Theft and Crime, Automobile, Cyber Security, Caregiver, Child and Elder Abuse, etc.)
HR ADMINISTRATION
Administer employment policies mandated by states, cities, and counties, including paid sick leave, required benefits, and leaves of absence
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Unlimited access to consultation, coaching, and support with a trained HR professional
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Navigate employee terminations, ensuring compliance with state laws (final paycheck, required notices) and other communication and support
EMPLOYMENT RISK PROTECTION
Manage workers’ compensation, unemployment, and disability claims
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Handle investigations, claims, and lawsuits related to allegations of harassment, discrimination, and hostile work environment
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In-house team of compliance experts who provide guidance on federal, state, and local employment laws and regulations with experience in household employment in all 50 states (plus Puerto Rico and Guam)
BENEFITS ADMINISTRATION
Access to mandated benefits, including but not limited to Social Security, Medicare, and unemployment
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Option for custom vacation, sick, and holiday benefits
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Documented work history with a national employer and verifications of employment
Are you currently paying your household employees cash or classifying as 1099 independent contractors?
Worker classification is based on the legal reality of the working relationship – not whether the worker wishes to be an independent contractor. Household employees (e.g., nannies, housekeepers, caregivers, groundskeepers) are almost always W-2 employees, and misclassifying them as 1099 contractors can lead to significant financial penalties to both the trustee and the trust.
Learn more about whether your trust-paid service providers are being managed compliantly:
