Relieving the pressure hr outsourcing
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Relieving the pressure hr outsourcing Relieving the pressure hr outsourcing Document Transcript

  • ADP RESEARCH INSTITUTE Relieving the Pressure The PEO Approach to Navigating Compliance & Gaining a Competitive Advantage The ADP Research Institute is aHR. Payroll. Benefits. specialized group within ADP
  • ContentsExecutive Summary 4Talent is Critical to Competitive Success 9Productivity Takes Center Stage 10Cost Control Remains a Vital Factor 11Compliance is a Continuing Challenge 12Exploring the Range of Compliance Concerns 14Managing the Growing Compliance Burden 17Considering Outside HR Support 19Conclusion 20About the Survey 21About the ADP Research Institute 21About ADP TotalSource 22About ADP 22 3
  • Executive SummaryCompanies seeking to compete in today’s Respondents in the first survey identifiedbusiness climate face more intense three essential strategies for maintainingpressure than in years past. Change is a competitive edge in the face of today’severywhere — from technology advances challenges:to regulatory and compliance demands —and companies must be able to adapt • Hiring top talentin order to survive. Talent is critical to •  aximizing employee productivity Msuccess. Companies must operateas efficiently as possible while still • Keeping overhead lowmaintaining compliance and attracting andretaining top talent.Earlier this year, the ADP ResearchInstitute, a specialized group within ADP,conducted two surveys. The first surveyassessed the most pressing businessconcerns, key competitive strategies,and confidence levels in terms of HR A strong majority ofcompliance of more than 250 small and ADP TotalSource SMmid-size businesses (those with 10-149employees). For comparison, the ADP clients indicate thatResearch Institute also interviewed TotalSource playsclients of ADP’s PEO* solution, ADPTotalSourceSM, with 10-149 employees, a role in their ability toto measure the impact their partnership focus on key strategies.with a PEO had on these topics.* rofessional Employer Organizations (PEOs) enable clients to cost-effectively outsource the management of human resources, employee P benefits, payroll and workers’ compensation. PEO clients focus on their core competencies to maintain and grow their bottom line. Source: National Association of Professional Employer Organizations. 4
  • [insert bar chart of top nine business strategies from p.10/left side – include broad marketand TS #s] TOP STRATEGIES FOR maintaining a COMPETITIVE edge Top strategies for MAINTAINING A competitive EDGE 55% Keeping Keep overhead low overhead low 53% 55% Focus on employee 53% 53% Focus productivity on employee productivity 43% Hire top talent 37% 37% Hiring top talent Manage vendor 53% terms and discounts 31% Managing vendor 31% Invest in terms and discounts technology 25% 20% Maintain 25% Investment optimal location 19% in technology 38% Focus on employee development and 17% Maintaining career-pathing 19% optimal location Maximize advertising 7% and public relations 16% Focus on EE development 17% Offer career-pathing and full benefits Small & mid-size package to employees 16% 17% Small & companies mid-size companies TotalSource clients Maximizing advertising 16% and public relations 14% Offer full benefits 16% package to employees 39%[Insert bar chart of top 5 business concerns using “significantly impacts” column from p.11 –include broad market and TS #s] Impact of business concerns on companies with 10-149 EEs Rising costs 60% of benefits 70% Locating/hiring 47% qualified employees 40% Rising costs of 44% materials/fuel 34%Source: ADPRI All-Market Compliance Survey (April 2011) 41% Business taxes 19% Significantly impacts my ability to meet 5 business goals Retaining good 39%
  • In addition to identifying key competitive strategies, the survey also noted respondents’ greatest business Most ADP TotalSource concerns — issues that impact their ability clients agree that to meet their goals and could prevent them from successfully executing their TotalSource is a key competitive strategies. The top three partner in driving business concerns among small and mid-and TS #s] businesses are: size business success.[insert bar chart of top nine business strategies from p.10/left side – include broad market • Rising cost of benefits Top strategies for maintaining a competitive edge • Locating/hiring qualified employees • Rising costs of materials/fuel 55% Keeping overhead low 53% TOP BUSINESS CONCERNS Focus on employee 53% productivity SIGNIFICANTLY 43% IMPACTS MY ABILITY TO MEET BUSINESS GOALS 37% Hiring top talent Rising costs 53% of benefits 60% Managing vendor 31% Locating/hiring terms and discounts qualified employees 20% 47% Rising costs of Investment 25% materials/fuel 44% in technology 38% Business taxes 41% Maintaining 19% optimal location Retaining good 7% employees 39% Focus on EE development 17% andCash flow career-pathing 38% issues/problems 17% Small & mid-size companies & mid-size Small companies TotalSource clients Maximizing advertising 16% and public relations 14% Offer full benefits 16% package to employees 39%[Insert bar chart of top 5 business concerns using “significantly impacts” column from p.11 –include broad market and TS #s] Impact of business concerns on companies with 10-149 EEs Rising costs 60% of benefits 6 70%
  • [insert bar chart of top nine business strategies from p.10/left side – include broad marketand TS #s] The importance of the survey’s compliance-related findings is underscored by the fact that more than half bar chart using “increasing” datain their p. 16]to keep up [insert of companies surveyed lack confidence from ability Top complex, ever-changing regulations — anda competitive edge only with strategies for maintaining see their HR compliance burden increasing in the near term. Change in HR compliance burden over the next 1-3 years Keeping 55% STATE OF HR COMPLIANCE BURDEN IN THE NEXT 1-3 YEARS overhead low 53% Companies employee Focus on with 10-149 EEs 53% INCREASING productivity 43% Benefits 54% 37% Hiring top talent 53% Employee Relations 52% Managing vendor 31% terms and discounts Hiring 20% 51% Investment 25% Risk and in technology Safety 51% 38% Maintaining 19% Payroll optimal location 49% 7% Terminations Focus on EE development 17% 39% and career-pathing 17% Small & mid-size companies TotalSource clients Maximizing advertising 16% and public relations 14% Offer full benefits 16% package to employees 39%[Insert bar chart of top 5 business concerns using “significantly impacts” column from p.11 –include broad market and TS #s] Impact of business concerns on companies with 10-149 EEs Rising costs 60% of benefits 70% Locating/hiring 47% qualified employees 40% Rising costs of 44% materials/fuel 34% 41% Business taxes 19% 7 Significantly impacts my ability to meet
  • The concern of a growing compliance Against this backdrop of HRburden is particularly noteworthy. The compliance confidence, researchersHR point person in a smaller enterprise examined the types of supportlikely lacks the time and resources companies use to address theirto confront increasingly complex HR compliance issues.compliance issues, especially when anestimated 45% of his/her time is spent Results show that the vast majorityon administrative tasks.1 of small and mid-size businesses seek professional complianceThe research went into depth guidance. Many turn to outsideabout confidence levels regarding sources (or plan to) for HRcompliance, finding significant numbers compliance help, in areas includingof respondents who are less than payroll (65%), benefits (53%), and riskextremely/very confident across these & safety (40%).key areas: In addition, the survey examined the • Benefits incidence of HR-related complaints, • Risk & safety charges and lawsuits that companies • Hiring have recently experienced. One in five companies surveyed report at least • Employee relations one recent incident of HR-related • Terminations complaints, charges or lawsuits. When examining the detailed research results on the following ADP TotalSource pages, a clear picture emerges of the challenges represented by the clients view their “moving target” of HR compliance. TotalSource HR Businesses that want to compete and grow have no choice but to decipher Business Partner as which regulations apply, and the best way to comply. Anything less than a trusted consultant. in-depth understanding can become a significant barrier to success.1 HR Outsourcing Redefined: Options for Workforce Management, ADP, January 2009. 8
  • Talent is Critical to Competitive Success Extremely/very confid Not at all/slightly/mod Nearly half of all respondents indicate that they expect to grow in the next 12 months — a sentiment reflected in respondents’ ranking finding and keeping good people among theirs based on top three competitive strategies. However, respondents also project that top talent may soon become more difficult to attract; 47% express concern about their ability to locate and hire good employees, secondductivity only to benefit costs in their ranking of chief concernsdozenchart on page 6). [insert bar chart of top (see compliance issues based on p.14 – broad market only] Given the focus on hiring, it’s important to note that many small and mid-size businesses seem equally concerned about their ability to comply across a number of HR compliance areas. T HR compliance issues of most concern 82% [insert bar chart of top nine business strategies from p.10/left side – include broad market and TS #s] Companies with 10-149 EEs HR COMPLIANCE ISSUES OF MOST CONCERN Top strategies for maintaining a competitive edge Payroll taxes 38% 55% Keeping Recruitment and hiring 38% overhead low 53% Pay requirements 27% Focus on employee 53% productivity 43% Workers’ comp insurance 27% and claims administration 37% Hiring top talent relations Employee 26% Exte 53% Terminations 31% 25% Managing vendor External terms and discounts Benefit plan offerings 20% 23% and administration Investment 25% in technology SUI tax requirements 23% 38% Risk & safety management 19% Maintaining 21% optimal location 7% Do no 401(k) plan 11% Focus on EE development 17% Secure handling of and career-pathing 10% employee data17% Small & mid-size companies TotalSource clients Maximizing advertising 16% and public relations 14% Offer full benefits 16% package to employees 39% [insert bar9chart based on p. 17; use 10-149 column data]
  • Productivity Takes Center Stage In addition to attracting and retaining their minds know that investments in top talent, employee engagement training and other tools are the first step to and productivity are high priorities. a more engaged workforce. As shown in the chart on page 5, of the nine competitive strategies provided to respondents, employee productivity A majority of ADP ranks second, ahead of such traditional strategies as investing in technology or TotalSource clients managing vendor terms and discounts. who rank training[insert bar chart of top nine business strategies from p.10/left side – include broad marketand TS #s] According to the research, there is a and employee very high level of agreement among HR assistance programs decision-makers regarding how best to Top strategies for maintaining aas productivity improve productivity. competitive edge boosters say that Current research demonstrates the correlation between employee low Keeping overhead their TotalSource 55% 53% [insert chart of productivity partnership allows engagement and productivity — and programs based on an average of 12% higher profits p.10/right side – broad market only] to offer each. Focus on employee them 53% for companies with highly engagedproductivity 43% employees.2 Companies with growth on Programs that increase employee productivity 37% Hiring top talent PROGRAMS THAT INCREASE EMPLOYEE PRODUCTIVITY 53% Companies with 10-149 EEs Managing vendor 31% terms and discounts 20% Training and development 82% Investment 25% in technology Employee self-service tools 29% 38% Maintaining Wellness program 19% 25% optimal location 7% Employee Assistance Program (EAP) (e.g., programs/services that 11% address employees’ mental health) Focus on EE development 17% and career-pathing 17% Small & mid-size companies TotalSource clients Maximizing advertising 16% and public relations 14% 2 Employee Engagement: What’s Your Engagement Ratio? Gallup Consulting 2008. Offer full benefits 16% package to employees 39% 10
  • Cost Control Remainsa Vital FactorWhile employee recruitment/retention-related concerns are prominent andproductivity is a significant focus, theimportance of managing overhead costscannot be ignored.Keeping overhead low is ranked bymore than half of respondents as theirtop business strategy for maintaining acompetitive edge (see chart on page 5). 56% of ADP TotalSource clientsIn addition, several financial issues rank indicate that theyamong top business concerns, includingthe rising cost of benefits, materials/fuel chose TotalSource tocosts, business taxes, and cash flow (see stabilize their costs.chart page 6). 11
  • Compliance isa Continuing ChallengeOne of the survey’s most notable findings While companies clearly see complianceis the overall amount of discomfort as important, many don’t go as far ascompanies have regarding HR laws they could in managing their HR-relatedand regulations. The chart on page 15 practices. It’s worth noting that 61% ofshows that more than half of companies respondents have never conducted aresponding to the survey rate themselves voluntary HR audit.less than extremely/very confident thatthey can keep up with these requirements.One indicator of concern is the fact that 96%virtually all companies feel the needto consult with advisors regarding HRcompliance issues. The survey found thatmore than 90% of these companies relyon professional advisors — ranging from of ADPCPAs, attorneys and in-house HR staff to TotalSource clientswebsites and professional associations —to help them stay current with changes in turn to TotalSourcecompliance laws and with HR rules and as their trusted advisor.regulations in general. 12
  • TRUSTED HR COMPLIANCE ADVISORS 93% Any (Net) 99% 36% CPA/accountant 25% External HR/payroll/benefits consultant/vendor 30% ADP TotalSource 96% 24% Government website(s) 14% 19% Internet searches 21% HR/benefits professional 17% associations/publications 20% 17% External general law firm 12% 17% In-house HR staff 9% 15% Benefits broker 6% External law firm specializing 13% in employment law 10% 8% Financial advisor 7% 7% Do not have a trusted source 1% Small & mid-size 2% companies In-house legal staff 4% ADP TotalSource clients 13
  • Exploring the Rangeof Compliance ConcernsIn general, just 44% of small and mid-sizerespondents rank themselves extremelyor very confident in their ability to keep The confidence ofup with HR compliance. And with datasuggesting that 70% or more of employers ADP TotalSourceare not fully compliant with the Fair Labor clients in theirStandards Act (FLSA)3, those feeling lessthan confident have cause to be concerned. ability to keep up with changing laws 2x is nearly that of other small/ mid-size companies.3  DP Report, Trends in Wage and Hour Litigation Over Unpaid Work Time and the Precautions Employers Should Take, 2011. A Laurent Badoux. Littler Mendelson, P.C. 14
  • [insert 2 pie charts of confidence levels based on p.15] ased on p.15] CONFIDENCE KEEPING UP WITH CHANGING HR company’s ability to AND up with changingConfidence in company’s ability to keep up with changing keep EMPLOYMENT LAWSmployment laws over the next 1-3 years HR and employment laws over the next 1-3 years 0-149 EEs Small & Mid-Size Companies TotalSource clients Companies with 10-149 EEs TotalSource clients 81% 81% % 78% 44% 56% 44% 19% % harts of confidence levels based on p.15] 19% ased on p.15] Extremely/very confident Not at all/slightly/moderately confident Confidence in company’s ability to keep up with changing company’s abilityemployment laws over the next 1-3 years HR and to keep up with changing Extremely/very confidentmployment laws over the next 1-3 years ADP TotalSource Companies with 10-149 EEs TotalSource clients Clients TotalSource clients Not at all/slightly/moderately confident 0-149 EEs [insert bar chart of top 10 trusted advisors for HR en compliance issues compliance based on p.13; broad market vs TS] ket only]ms based on 81% 81% ] Trusted advisor for HR compliancemost concern [insert bar charroductivity49 EEs Any bar 93% [insert (Net) chart of top dozen compliance issues compliance bas 44% based on p.14 – broad market only] 99% 56% 44% 36% CPA/accountant Trusted adviso 38% HR compliance issues of most concern 25% 82% 19% 24% 38% Government website(s)% Companies with 10-149 EEs 14% 19% Any ( 27% 17% In-house HR staff 9% 27% CPA/accoun Extremely/very confident Payroll taxes External HR/payroll vendor 17% 38% 26% Not at all/slightly/moderately confident 2% 25% Recruitment Extremely/very confident and hiring 38% Government websi 17% External HR/Benefits consultant 2% 23% Not at all/slightly/moderately confident Pay requirements 27% 15% In-house HR s 23% Benefits broker Workers’ comp insurance 6% 27% and claims administration [insert bar chart of top 10 trusted advisors for HR en 21% compliance issues compliance based on p.13; broad market vs TS] 7% External HR/payroll ve ket only] Do not have a trusted sourcerelations Employee 26% 1%11% Trusted advisor for HR compliancemost concern Terminations 25%0% [insert bar chart of top 10 trusted advisors for HR HR/Benefits consu External [insert bar chart of top dozen compliance issues Benefit plan offerings 15 compliance based on p.13; broad market vs TS] 93% based on p.14 – broad market only] 23%49 EEs Any (Net) and administration 99%
  • Among HR decision makers who think the law in each area surveyed applies to theircompany, PEO clients outdistance their counterparts when it comes to many areas ofcompliance confidence. HIRING RISK & SAFETY PEO clients are 51% more PEO clients are more confident extremely/very confident in in all areas surveyed: providing conducting background checks. safety training (34%); performing drug tests (38%); and maintaining OSHA logs (28%). PAYROLL EMPLOYEE RELATIONS PEO clients are 23% more PEO clients are 37% more extremely/very confident in confident regarding non-FMLA withholding and remitting wage leaves, and 38% more garnishments. confident conducting harassment prevention. ADP TotalSource clients with 50-149 4x employees are less likely to experience wage & hour complaints (3% vs. 13%) and 11x less likely to experience charges/ investigations (1% vs. 11%). 16
  • Managing the GrowingCompliance BurdenGiven concerns over costs and the negative Twenty-six percent of survey respondentsfinancial consequences of non-compliance, believe an outside expert could haveit’s important that companies take steps to prevented or reduced such HR-relatedaddress compliance-related issues. incidents. A majority of PEO clients (58%) indicate that their partnership with ADPThis may be especially challenging for TotalSource has either prevented or madesmall businesses that generally have these costly incidents less likely to occur infewer resources to manage the growing their organization.burden of compliance. For example, 64%of small and mid-size businesses indicate Forty-two percent of respondents hadthat their HR decision makers also handle one or more unemployment claims inother responsibilities. 2010; 25% reported one or more workers’ compensation claims.Given the lack of confidence thecompanies surveyed express in areassuch as risk and safety, hiring, andemployee relations, the reportedincidence of HR-related complaints,agency charges and investigations, andlawsuits is not surprising.According to the survey, one in fivebusinesses have experienced at least onesuch incident in the past three years. With A majority of ADPemployee litigation — and compensatoryawards — on the rise, companies face TotalSource clientsmajor potential legal liabilities. Statistics who experienced anycompiled by Jury Verdict Researchshow that employment lawsuits have incidents attributerisen 400% in the last 20 years, with the a better outcome toaverage compensatory award in federalemployment cases now exceeding their TotalSource$490,000 (not including punitive damages partnership.or attorneys’ fees).44 Employers’ Responsibilities When Making Settlements in Employment-Related Claims, Bloomberg Law Reports, 2009. 17
  • ed on p. 40/left side and p. 41 --NEW #S BELOW [insert chart based on p. 20/left bar – broad market only] Confidence in company’s charts based on p.up with changing --NEW #S BELOW [insert pie ability to keep 40/left side and p. 41 Any Discs in 2010 Workers’ Compensation Claims inover the next 1-3market only] HR and[insert chart based on p.2010 bar – broad years employment laws 20/left Achangingyears UNEMPLOYMENT CLAIMS IN 2010 ability to keep up with changing Confidence in company’s Unemployment Claims in 2010 Workers’ Compensation Claims in 2010 HR and employment laws over the next 1-3 years Stabilize costs 28% Lower risk 25% Increase employee% productivity Stabilize costs 20% 28% Lower risk Drive business results 25% 58% 75% None of the above/Would employee Increase productivity not consider outsourcing 19% 20% Don’t know Drive business results 13%% 42% None of the above/Would 58% 19% 75% not consider outsourcing 29% Don’t know 13%% 3%% Companies with 29% 10-149 EEsourcents 3% cha None Companies withed on p. 40/left side and p. 41 --NEW #S BELOW 10-149 EEs 1 or more claims None Among those who could give a numeric response. Base = 202 Any Discpie charts based on p. 40/left side and p. 41 --NEW #S BELOW 1 or more claimss in 2010 Workers’ Compensation Claims in 2010 A WORKERS’ COMPENSATION CLAIMS IN 2010ment Claims in 2010 Workers’ Compensation Claims in 2010 25% 25% 58% 75% 58% 75% None 1 or more claims Among those who could give a numeric response. Base = 231 None 1 or more claims 18
  • Considering OutsideHR SupportIt’s no surprise that human resources departments are stretched thin in the currentenvironment. In addition, many smaller companies don’t actually have a formal HRdepartment, or have one-person departments that are often called on to handle a varietyof additional responsibilities.Given this reality, it makes sense that the survey found many businesses are willingto consider outsourcing aspects of their HR function, for reasons ranging from coststabilization to driving overall business results.In fact, the majority of survey respondents (71%) would consider outsourcing their HRfunction entirely. M  OST COMPELLING REASONS FOR SMALL AND MID-SIZE COMPANIES TO CONSIDER OUTSOURCING ENTIRE HR FUNCTION 28% Would consider outsourcing Stabilize costs 20% 28% Lower risk Would consider outsourcing Increase employee 19% productivity Stabilize costs 20% Lower risk Drive business results 13% Increase employee 19% None of the above/Would 71% productivity not consider outsourcing Drive business results 13% 29% Don’t know 71% None of the above/Would not consider outsourcing 3% 29% Don’t know 3% Multiple responses permitted. Companies with 10-149 Companies with EEs 10-149 EEs 19
  • ConclusionThe preceding research illustrates that the strategies companies employ to maintain acompetitive edge are closely correlated to the challenges impacting their ability to succeed  —increasing and unpredictable costs, employee productivity and engagement challenges, therapidly evolving regulatory environment, and attracting and retaining top talent.Partnering with a PEO can help stabilize costs, enhance employee productivity andengagement, and improve the ability to maintain compliance. According to a recentissue of Quality Magazine, a key benefit of a PEO is access to the human resources andcompliance expertise necessary to manage critical HR responsibilities and risks, and tostay ahead of the compliance curve.5With 82% of small and mid-size companies that currently work with a PEO recommendingthis model to their peers,6 it’s clear that PEOs are becoming a tool of choice to relievecompliance and competitive pressures.5 Quality Magazine, The Outsourcing of HR, David Imbrogno, December 20106 PEO: Taking Outsourcing a Step Beyond Pays Off for Small and Mid-Sized Companies, Aberdeen Group, August 2011 20
  • About the SurveyThe ADP Research Institute conducted the ADP All-Market Compliance Survey inApril 2011. This online 20-minute survey of 257 small and mid-size businesses (10-149employees) nationwide looked broadly at current business issues, and then examined levelsof confidence related to HR compliance. ADP was not identified as the survey sponsor.Respondents were HR decision-makers responsible for overseeing HR compliance withintheir organizations. Eighty percent were C-suite executives; the remainder had primaryresponsibilities in administrative, financial, executive, operational or other areas. Theresulting data achieved statistical reliability at the 95% confidence level.For comparison, in June 2011 the ADP Research Institute surveyed PEO clients (10-149employees) who had been with ADP TotalSource for at least a year. ADP was identified asthe survey sponsor. Respondents were HR decision-makers responsible for overseeing HRcompliance within their organizations. Thirty-four percent were C-suite executives; 36%had financial titles; the remainder had primary responsibilities in administrative, executive,operational or other areas. The resulting data achieved statistical reliability at the 95%confidence level.About theADP Research InstituteThe ADP All-Market Compliance Survey was published by the ADP Research Institute, aspecialized group within ADP that conducts studies on topics of current interest to humanresources and payroll professionals. 21
  • About ADP TotalSource SMADP TotalSource provides employers with a comprehensive human resources outsourcingsolution that helps reduce the costs and complexities related to employment and humanresources management. For companies and HR departments that seek to return the focusto their core processes, TotalSource removes administrative and regulatory burdens,allowing more effort to be expended on strategic initiatives. Our affordable outsourcingopportunities have the ability to significantly reduce operating costs and streamlinebusiness operations, paving the way for growth and competitive gains.To learn more about how TotalSource can help your business, call 1-800-HIRE-ADP(800-447-3237) or visit us online at www.ADPTotalSource.com.About ADP ®Automatic Data Processing, Inc. (Nasdaq: ADP), with about $10 billion in revenuesand approximately 570,000 clients, is one of the world’s largest providers of businessoutsourcing solutions. Leveraging over 60 years of experience, ADP offers a wide range ofhuman resource, payroll, tax and benefits administration solutions from a single source.ADP’s easy-to-use solutions for employers provide superior value to companies of alltypes and sizes. ADP is also a leading provider of integrated computing solutions to auto,truck, motorcycle, marine, recreational vehicle, and heavy equipment dealers throughoutthe world. For more information about ADP or to contact a local ADP sales office, reach usat 1.800.225.5237 or visit the company’s Web site at www.ADP.com. 22
  • The ADP logo and ADP are registered trademarks of ADP, Inc. In the business of your success andADP TotalSource are service marks of ADP, Inc. All other trademarks and service marks are theproperty of their respective owners. © 2011 ADP, Inc.