Interim Employment Solutions

You do. Who knows your company better? By recruiting directly, you have access to the best candidates. And even better, you get to try them out before you make a commitment to bring them onto your team. 

Not only is it illegal, it is financially dangerous. In NY, the penalties from workers' comp alone can reach $200 per day, per worker, going back to the first day they worked.  Not worth risking your business over. 

By outsourcing employment through IES, all workers are covered by unemployment and workers' comp insurance. All taxes and insurances are included in our service.

No. Our company name is on purpose. This employment option is meant to be INTERIM. We're here for you when you need us. But once the worker proves themselves worthy, you can hire them directly to your payroll. Or once your company is big enough, you can become a W-2 employer. We help you get there.

No. We can handle worker employment in any US state.

Thinking of hiring a remote worker in another state? We can handle their employment and save you the trouble of registering to do business and acquiring insurance in their home state.

Yes. We handle workers based on their applicable workers' comp codes. There are some high risk jobs that our insurance carrier cannot cover. 

Contact Us to find out if we can handle your needs.

YES! Retirees are perfect for outsourced employment!

They earned their retirement, but frankly, they miss the connection with the workplace, and you could use a hand with a few projects now and then. But neither wants to muddy the waters trying to renew employment. 

With IES, you bring them back as a contract employee at a set hourly rate and only see an invoice when they get paid. No hours this week = no invoice.

To the worker, no difference. 

They work and they get paid. Usually at an hourly wage. At the end of the year they get a W-2 to use for taxes (hence the "W-2 Employee" term). They are covered by workers' comp and unemployment insurance.

For the employer, it's much different.

The worker is NOT an employee. Their pay is not considered wages for the company. Since the employment is being outsourced, the cost is a "Purchased Service" on the company's P&L. You can treat them like W-2 employees, because they are W-2 employees - just not yours.