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PEO Client Case Study: Physical Therapy Practice
This unique aquatic physical therapy company was
founded by a visionary woman with the mission of
helping patients recover from injury and physical
dysfunction using pool and land therapies. The
business opened in 1999 with just one therapist and
four employees. By 2006 it had grown to ten
employees, employing four therapists, several aides
and administrative help. By 2009, the company had
grown to employ over 50 people including therapists,
aides, administrative, billing and executive staff.
Then came a difficult downturn in 2010 with severe insurance reimbursement cut-backs and a
slowdown in one of their primary client industries. The company was forced to make significant
financial cuts and layoff 10% of their staff.
The therapy company had utilized CPEhr’s PEO (professional employer outsourcing) services to
help manage their human resources since their founding, and even during those difficult
economic times, the owner did not want to give up CPEhr as their employment partner.
“We conducted a financial analysis,” says the owner, “And in end, even if we would have been
able to save a little, it wouldn’t have been worth it. CPEhr provides us with so many services,
from general HR support, to employee benefits and payroll, it just didn’t make sense to leave.”
Employment Challenges & Solutions
As the company grew, so did their employment challenges. With dozens of new employees, there
was a flow of day-to-day employment questions on numerous HR policies and employee relations
issues that the business wasn’t equipped to handle on their own. The human resources experts at
CPEhr worked closely with the owner and her management team to address the employment
challenges they faced.
“Overall, we feel extremely comfortable running the business knowing CPEhr‘s experts are just a
phone call away,” reflects the owner. “They provide counseling on troublesome issues, and
whenever we call, there is always someone there to help. Even if our primary contact isn’t
immediately available, there is another HR specialist ready to step in. Watching any one of them
handle a termination or correction of an employee is always impressive. They are true
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The owner recounts several anecdotes where they turned to CPEhr for professional employment
Situation #1: An employee wanted to take five weeks off from work for continuing
education. The business wasn’t clear how to handle this – should they hold the position or
not? Could this be taken as a vacation? If the employee didn’t come back when expected,
could they let him go?
Solution: CPEhr provided the client with precise instructions on how to draft the
employment and continuing education terms, sign an agreement with the employee, and
get all policies approved and signed-off before letting the employee take their personal
Situation #2: From time to time, the client has general payroll questions regarding how
to compute holiday pay and overtime, calculate pay periods, and other general wage and
Solution: With direct access to CPEhr’s payroll experts, the client receives thorough,
step by step procedures on the right and wrong ways of setting up their payroll process to
ensure wage and hour compliance.
Situation #3: The client hired an employee who, over an 18 month period of several
months, stole a great deal of money from the business. At the time, they did not realize
he had a criminal record.
Solution: CPEhr began implementing background checks on all new hires.
In addition to employment support, the business also wanted to offer top-tier employee benefits
with which to attract therapists and reward their staff. They accessed CPEhr’s benefit programs
and now are able to offer a wide range of insurance products to their employees – from major
medical, HMO and PPO plans, to a line of voluntary insurance products and 401 (k) retirement
The Value of Peace-of-Mind
Despite the economic challenges of the past several years, and the administration fees paid to
CPEhr, the client easily quantifies the value of joining CPEhr’s Professional Employer
“Without a question, we would have to hire a full time HR manager, and spend thousands on an
employment attorney without CPEhr. Their people are so knowledgeable and easy to work with
that I couldn’t imagine doing business without them.”