Melita Group

Your people are the most important asset, so it’s critical to build a complete HR foundation from the very start. Melita provides high-touch HR, Benefits and Payroll services built on a robust all-in-one cloud technology platform for businesses of all sizes. We build you a complete out-of-the box, but highly configurable HR, benefits and payroll infrastructure designed to elevate the people who elevate your business. With Melita, you get a complete team of specialists on your side but not on your payroll. Ready to learn more?

🔍 Looking for the right PEO partner for your business? Finding a Professional Employer Organization (PEO) that fits your unique HR, payroll, and benefits needs can be a game-changer — but navigating the options can be overwhelming and time-consuming. We simplify the process with free, comprehensive PEO quotes from the nation’s top providers. Here’s why you should consider working with a PEO: ✅ Lower Benefits Costs – PEOs provide access to large group benefits, allowing small and mid-sized businesses to offer competitive benefits at reduced rates. ✅ Reduce Administrative Burden – PEOs handle HR, payroll, and compliance so you can focus on growing your business. ✅ Compliance Support – Stay ahead of ever-changing employment laws and regulations with expert compliance management. ✅ Boost Employee Retention – Access top-tier benefits and HR support that keeps your workforce happy and engaged. ✅ Risk Management Expertise – PEOs offer workplace safety programs and handle workers' comp claims, reducing risk for your business. Why choose Melita? ➡️ Objective Guidance – We provide unbiased, vendor-neutral advice. Your costs remain the same whether you go direct to the PEO or through us—we're here to help you make the best decision. ➡️ Detailed Comparisons – We outline side-by-side comparisons of all key decision criteria, giving you full transparency. ➡️ Expert Support – From evaluation through negotiation, we’ll guide you every step of the way, ensuring the best deal for your business. Ready to find the perfect PEO for your business? Get Your Free PEO Quote Today: https://bit.ly/3xyOzt2

Maximizing Your 2025 Open Enrollment Communications: Best Practices for Employers. 📆 Open enrollment is a critical time for both employees and employers. As organizations prepare for 2025, ensuring effective communication during this period is more important than ever. Clear, concise, and targeted communications can make all the difference in helping employees make informed decisions about their benefits, while also enhancing their connection with the organization. Our latest article dives into why open enrollment communication matters and offers practical tips for optimizing your efforts before, during, and after the enrollment period. Here are some of the highlights: 👇 Why Communication is Key: • Confusing jargon or insufficient information can lead to employees making uninformed decisions or missing deadlines. • Clear communication boosts active participation and helps employees feel valued, leading to a more engaged workforce. Before Open Enrollment: • Review Past Communications: Identify what worked and what didn’t to refine your strategy. • Develop Key Messaging: Focus on new or updated benefits, and prepare FAQs to address common concerns. • Customize Communications: Tailor messages to different employee segments based on age, life stage, or demographics. • Prepare Resources: Ensure materials, platforms, and support are ready ahead of time. During Open Enrollment: • Vary Communication Channels: Use emails, webinars, printed materials, and meetings to reach everyone. • Simplify Messaging: Avoid jargon and keep messages clear and concise. • Provide "bite-sized" content to prevent employees from feeling overwhelmed. • Use Real-World Examples: Help employees understand benefits by sharing relatable stories. • Personalize Communications: Address employees by name and focus on benefits relevant to their specific needs. • Stay Available: Offer Q&A sessions, webinars, or HR office hours to answer employee questions. After Open Enrollment: • Follow Up: Send reminders about deadlines or changes to benefits. • Collect Feedback: Use surveys or focus groups to understand what worked and areas for improvement. • Evaluate & Optimize: Review results and refine strategies for future open enrollments. • Provide Ongoing Education: Keep employees informed about their benefits throughout the year. Effective open enrollment communication empowers employees to make informed choices and builds stronger connections within your organization. 🔗 Read the full article for more insights on how to make your 2025 open enrollment a success! ( Link in the comments )

Meet John, a CFO at a mid-sized company, who was regularly bombarded with employee complaints about payroll errors and slow responses. He knew payroll was not his Controller’s favorite responsibility and it showed in the quality and accuracy of the work. 🙋♂️ This was affecting employee morale and overall trust in the company. John felt stuck. No one else on his team had the expertise or visibility into the current payroll process, and the Controller was overwhelmed with other critical tasks. That’s when John heard about Melita Group from a fellow CFO. After a quick consultation, he realized that outsourcing payroll was the solution he had been looking for. Here’s what we did for John: 1. Payroll Process Review and Assessment: We conducted a detailed review of John’s existing payroll process. We identified inefficiencies, inconsistencies, and areas where human error was most likely to occur. Key Findings: • Manual payroll entries were leading to frequent errors including delayed payroll responses and processing. • Lack of automated systems meant the payroll process was taking longer than necessary. 2. Introduction of a Dedicated Payroll Specialist: We assigned a dedicated Payroll Specialist to manage John’s payroll operations. This specialist took over all aspects of payroll management, ensuring that John’s internal team no longer had to worry about day-to-day payroll tasks. Responsibilities of the Payroll Specialist: • Processing payroll accurately and on time, every time. • Handling employee inquiries and concerns, providing timely and clear responses. • Ensuring compliance with tax regulations and labor laws. 3. Automation and Technology Integration: We implemented an advanced payroll system tailored to the unique needs of John’s company. By automating calculations for salaries, overtime, and deductions, we reduced the potential for human error and ensured accuracy. Key Benefits: • Real-time reporting and analytics for better payroll visibility. • Employee self-service portals for payroll access, reducing the burden on HR and finance staff. 4. Ongoing Support and Continuous Improvement: Our team provided ongoing support, regularly reviewing and refining the payroll process to ensure continued efficiency including regular audits to ensure accuracy and compliance and prompt response time to all concerns. The Results: 🚀 • Accurate Payroll: Payroll was now processed on time and without errors, significantly improving employee satisfaction and reducing complaints. • Relief for the Controller: John’s Controller was able to focus on core finance tasks without the added pressure of payroll responsibilities. • Improved Efficiency: With payroll fully outsourced, the finance team was able to focus on high-value tasks. • Peace of Mind for John: John felt a huge burden lifted, knowing that payroll was no longer a source of stress for his team. Struggling with accurate, reliable payroll like John? We can help!

Meet Sarah, HR director at a mid-sized tech company. 🙋♀️ Every day felt like a constant battle as she tried to balance endless administrative tasks, address employee grievances, and manage compliance issues. Her small HR team was spread thin, trying to keep up with daily demands while important strategic initiatives, like employee development and engagement, suffered. Sarah knew something had to change. Her team was stretched to its breaking point, but she wasn’t sure where to start. That’s when she reached out to Melita for support. Together, we worked on a tailored plan to alleviate the strain on her team. Here’s what we did: 1. Thorough HR Process Assessment: We conducted a deep dive into Sarah’s HR operations to understand where inefficiencies were impacting her team’s productivity. We identified the pain points and bottlenecks in daily tasks that were draining her team’s energy and time. 2. Streamlining Administrative Tasks: We implemented automated HR systems to handle routine, time-consuming tasks like payroll, benefits administration, and employee record management. This eliminated the need for manual data entry and reduced the potential for errors. Key automated features included: • Payroll automation for accuracy and timeliness. • Benefits enrollment systems that reduced manual paperwork. • Employee self-service portals for routine queries and updates. 3. Providing Fractional HR Support: We brought in our experienced, fractional team of HR experts to assist with compliance, employee relations, and other critical HR functions. This relieved the internal team from juggling complex issues, ensuring compliance was always up-to-date. Key areas of support included: • Expert management of compliance, labor laws, and regulations. • Providing ongoing HR advice to help the company remain legally compliant. 4. Shifting Focus to Strategic Initiatives: With administrative burdens offloaded and expert support in place, Sarah’s team was able to focus on what truly mattered—developing strategic HR initiatives that could drive company growth. Key initiatives implemented: • New employee engagement programs to boost retention. • Talent development initiatives aligned with the company’s goals. • Streamlined processes for onboarding and employee training. 🚀 The Results: The transformation was remarkable. Administrative tasks were no longer a constant burden, and Sarah’s team could finally breathe. The entire HR department became more productive and energized, shifting their focus to initiatives that added real value to the business. Now, Sarah’s HR team operates smoothly, proactively driving initiatives that enhance the company’s employee experience and overall performance. Her stress has been replaced by confidence, knowing she has the right systems and support in place. Does this sound like your HR team? Let us help you achieve the same peace of mind and efficiency. Contact us to learn more!

Extensive Changes to Mental Health Parity Requirements: What Employers Need to Know 👇 With the introduction of the new Final Rule, significant updates are reshaping mental health parity regulations, and it’s crucial for employers to understand the impact. This rule is designed to ensure that mental health and substance use disorder (MH/SUD) benefits are treated on par with medical and surgical benefits—a critical shift in today's workplace. Here are some key highlights: 1. Enhanced Compliance Requirements: Employers will face stricter requirements for proving compliance with mental health parity, including a need for detailed documentation. 2. Expanded NQTL Testing: The rule broadens the scope of non-quantitative treatment limitations (NQTLs), such as preauthorization and medical necessity reviews, requiring employers to dig deeper into their plan designs. 3. Increased Employer Accountability: The rule introduces more stringent oversight and accountability measures, with the Department of Labor and other federal agencies placing a stronger emphasis on compliance audits. 4. Greater Transparency for Employees: Employers are now required to provide more transparency to plan participants, enabling them to better understand the MH/SUD benefits offered. These changes reflect a broader push toward mental health equity and pose a significant shift for employers, especially those managing complex benefits packages. To stay compliant and support employee well-being, now is the time to evaluate your organization’s health plan design, ensuring it aligns with the new requirements. 👉 Read the full article to get a detailed breakdown of the updates and actionable steps for your organization:

We’re excited to announce that our CEO Paul Mifsud will be joining industry insiders from Betterment at Work, Bennie and Rippling on Sept. 24 for a must-attend webinar. Looking to make a change from your existing PEO, but not sure how and what it means to your business and your people? This webinar is for you! 👉 Register today: https://lnkd.in/g4wSG8jE

📢 2025 Open Enrollment Checklist: Are You Ready? 📢 Open enrollment season is just around the corner! Start preparing for key compliance changes affecting plan design and administration with our 2025 Open Enrollment Checklist. Let’s dive into some of the most important updates for 2025. 1. Stay Compliant with Updated ACA Affordability Standards The Affordable Care Act (ACA) mandates that Applicable Large Employers (ALEs) offer affordable health coverage to avoid penalties. For 2025, the ACA’s affordability threshold has risen to 9.02% of an employee's household income, up from 8.39% in 2024. Key steps for ALEs: Review your health plans to ensure at least one meets the updated affordability requirement. 2. Out-of-Pocket Maximum Limits Non-grandfathered health plans are subject to ACA limits on cost-sharing for essential health benefits. For 2025: Self-only coverage limit: $9,200 Family coverage limit: $18,400 HDHP out-of-pocket maximums: $8,300 (self-only); $16,600 (family) Employers should ensure their plan limits are updated to comply with these ACA standards. If you offer high deductible health plans (HDHPs), confirm that the cost-sharing limits align with IRS regulations. 3. Preventive Care Benefits—Stay Current with New Guidelines The ACA requires coverage of preventive services with no cost-sharing for employees. Key updates for 2025: Ensure that your plan covers the latest preventive services like anxiety disorder screenings for adults. 4. Health FSA and HSA Contribution Limits For plan years beginning in 2025: HSA Contribution Limits: $4,300 (self-only), $8,550 (family), with a $1,000 catch-up contribution for those 55 and older. Health FSA: Awaiting final limits from the IRS for 2025. Once released, ensure employee contributions comply with the maximum limit. 5. Key Changes to HDHPs for 2025 Several special exceptions allowing HDHPs to cover certain services before deductibles are expiring: COVID-19 Testing & Treatment: No longer allowed without meeting the deductible. Telehealth: After January 1, 2025, HDHPs cannot cover telehealth services before the deductible is met. 6. Mental Health Parity & NQTL Compliance Under the Mental Health Parity and Addiction Equity Act (MHPAEA), mental health services must be covered at parity with medical services. Ensure your health plans have updated their nonquantitative treatment limitations (NQTLs) to meet federal guidelines and avoid penalties. 7. Key Open Enrollment Notices Ensure your employees are fully informed by including these important notices in your open enrollment materials: Summary of Benefits and Coverage (SBC) COBRA Initial Notices Medicare Part D Creditable Coverage Notices Annual CHIP Notices HIPAA Special Enrollment Rights This checklist is your go-to resource for making sure nothing slips through the cracks. 📄 Download Your 2025 Checklist Today (Link in the comments)

HR professionals face an increasingly complex environment as we move beyond the midpoint of 2024 and towards Q4. 👇 Navigating technological advancements, evolving compliance regulations, and changing employee expectations requires agility and forward-thinking strategies. Staying ahead of these emerging trends is essential for organizations to remain competitive, attract top talent, and drive engagement. Here's what to watch for in the latter half of the year: 1. Attracting Workers Remains Challenging: The labor market has cooled, but talent competition is still strong. The U.S. quit rate has steadily declined, but attracting talent remains a major hurdle, with 73% of employers struggling to bring in new employees. With the demand for skilled workers remaining high, employers must continue refining their talent acquisition strategies. 2. Pay Transparency Continues to Expand: More states are introducing pay transparency laws, and organizations are taking note. Pay transparency lets job candidates understand salary ranges upfront, building trust and improving hiring outcomes. 15 states now require pay transparency in job postings, and that number will grow in 2024, with Illinois joining the movement in January 2025. 3. AI Transforms the HR Landscape AI’s integration into HR processes has accelerated since the launch of ChatGPT, bringing both opportunities and challenges. 75% of global knowledge workers now use AI, with employers leveraging it to streamline HR functions like recruiting, onboarding, and employee development. While AI boosts efficiency, privacy, data security, and potential bias in recruitment remain concerns. 4. Well-being Programs Tie Directly to Productivity Employee well-being isn’t just a perk—it’s a key driver of productivity and engagement. 87% of organizations now offer at least one well-being initiative, with programs like on-site health screenings, mental health resources, and flexible schedules gaining traction. Research shows that a focus on employee well-being leads to higher productivity, reduced turnover, and increased job satisfaction, making it a critical part of HR strategy for 2024. 5. Learning & Development: Future-Proofing Your Workforce Keeping up with technology and evolving skills is a priority for companies in 2024. 78% of employers are concerned about their ability to train employees quickly enough to keep pace with new technologies. The focus has shifted to upskilling and reskilling, preparing employees to meet future demands. Now is the time to evaluate your HR strategies and make necessary adjustments moving toward the end of 2024 and into 2025. From labor market shifts to AI advancements, these trends will shape the rest of 2024. 👉 Read our full blog for an in-depth exploration of these HR trends and actionable strategies for your organization. [Link in the Comments] #HRTrends #EmployeeEngagement #AIinHR #LearningAndDevelopment #PayTransparency

Today, we celebrate the hard work, dedication, and resilience of the American workforce. At Melita Group, we believe that people are the heart of every organization, driving innovation, growth, and success. As we honor the contributions of workers across all industries, we're reminded of the importance of supporting and empowering teams to achieve their best. Whether it’s through streamlined HR processes, comprehensive employee benefits, or innovative payroll solutions, our mission is to make work better for everyone. Here’s to the people who make progress possible. Wishing you all a safe and enjoyable Labor Day! #LaborDay #TeamWork #EmployeeFirst #MelitaGroup #HROutsourcing #EmployeeBenefits