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Merritt Business Solutions offers a variety of services to help run a business. We strive to assist clients in saving money while getting better quality services. In addition, our services can help save time by taking over the responsibilities of managing certain business functions.

Illustration of women holding a pencil

PEO/ Employer of Record Services


Employee Benefits





Business owners wear multiple hats including operations, sales, marketing, finances, and human resources. Here at MBS, we alleviate some of that burden as well as lower costs by placing you with the best option for your business. PEO's offer businesses an opportunity to outsource all their employee related tasks such as payroll, workers’ compensation, HR, compliance that governs employees, State and Federal Unemployment Tax, and more. With a PEO, businesses are likely to grow 7-9% faster and have a 10-14% lower turnover rate than a business handling items in-house.

Employer of Record Services

An Employer of Record acts as the official employer for tax and legal purposes, taking on responsibilities such as payroll, benefits, HR compliance, and employment contracts. This allows your organization to engage talent in new markets quickly and compliantly, while mitigating the risks associated with global expansion.

MBS matches clients with PEO/EOR services for:

Streamline payroll processing and provide access to competitive benefits packages, enhancing employee satisfaction and retention.

Handle administrative tasks such as onboarding, offboarding, and employee relations, freeing your team to concentrate on strategic initiatives

Navigate complex international labor laws and regulations with confidence, ensuring that your operations remain compliant in every location.

Our industry-specialized team of HR consultants can help you tackle your HR responsibilities. Strategic HR — We help you analyze your compensation strategy, as well as your turnover and engagement metrics, compared to similar companies. Compliance — Our risk and compliance experts stay on top of the thousands of annual changes to employment regulations; as a result, we can help you avoid common benefits administration and HR management pitfalls

Protect your business and gain confidence knowing that complex employment-related regulations and compliance are met and checked off.

Work with our compliance experts for industry-specialized guidance on employment-related rules and regulations to help you mitigate risk. Our expert guidance will help you stay on track whenever difficult or sensitive situations arise, so you can always make an informed decision. Stay up-to-date with ever-changing employment rules and regulations that can often take time away from growing your business.

Prepare for the unexpected with simplified insurance and pay-as-you-go solutions.

Participate in courses on Workplace Harassment, HR Recordkeeping, Sales, and more.

Depending on your needs and business size, we can help you leverage data from your own workers — combined with our benchmarking data from millions of employees — to help you answer questions such as:

  • Do we have the right talent strategy to support our business strategy?
  • Are there pay equity gaps at our company?
  • How can we identify people for career opportunities?

Employment laws protect employees from discrimination, wrongful termination, sexual harassment, and more. Though most employers try to treat employees fairly, no company is immune to legal challenges. EPLI is a cost-effective way to protect your business should a lawsuit arise. We’ll help you find the affordable coverage you need.

HR Technology Software(HRIS)/ Payroll Services

We know your business is anything but small — it's everything. That’s why our firm offers a suite of scalable HR and payroll cloud solutions to help you run the business of your dreams.
Whether you’ve been in business for 25 years or you’re just getting started, we understand how important it is that you save time, stay compliant, and manage costs. Our firm offers a smart, flexible and affordable payroll, tax and HR solution designed to help you empower your employees and build your ideal world at work.

MBS Offers Human Resources Technology (HRIS)/Payroll Options Including:

We will calculate, file, deposit and reconcile your payroll taxes.

We’ll even respond to inquiries from taxing agencies regarding the deposits and the returns we file for you. Best of all, if we make a tax filing error, we pay the resulting fines or penalties imposed by the taxing authorities for you.

Direct deposit is the quickest way to pay your employees. On payday, pay is automatically deposited in each employee’s account.

The workforce is becoming more diverse beyond different schedules, shifts, and exemptions. As a result, tracking attendance and workforce planning are critical to your success. Workforce Management software allows employers to get data insights on time and attendance to run their business more efficiently. You can create schedules, track time and labor, and manage PTO requests in one place.

In addition, streamlined communication automatically notifies employees of missed punches to reduce payroll errors. Employees can also view PTO balances and request time off, which managers can approve or deny from any device.These tools can help eliminate unplanned labor costs, minimize compliance risks, and deliver a more modern and connected experience for managers and employees.

By modernizing the experience with HRIS tech, you can conveniently reach candidates wherever they are – even communicating with them via text message and video recruiting platforms – and instantly track conversations right within the same platform. As a result, businesses can save time during the recruitment process and attract younger generations.

Recruiting and Onboarding

By modernizing the experience with HRIS tech, you can conveniently reach candidates wherever they are – even communicating with them via text message and video recruiting platforms – and instantly track conversations right within the same platform. As a result, businesses can save time during the recruitment process and attract younger generations.

Then, you can utilize HRIS to help new hires feel connected from the start with innovative onboarding process steps. This can include digital data collection, welcome notes from leaders, new hire orientations, company culture information, and team pictures and bios.

Performance Management & Reviews

Employee performance is at the heart of talent management, and manual tracking of performance reviews in disconnected systems can result in errors and data loss. HRIS Performance Management tools enable transparent, two-way communication with performance reviews, allowing you and your teams to have ongoing conversations that fuel their development and level up their careers.

Compensation Management 

Many factors go into job satisfaction, including a fair compensation plan. Compensation Management tools reward your employees while keeping your organization’s bottom line top-of-mind. Allocate budgets that align with business goals and work with supervisors to make decisions together on pay. These tools give you the compensation analysis and insights you need to pay your employees fairly and accurately.

Learning Management System (LMS) & Employee Training 

Employees seeking development want access to workforce development tools that grow their careers and fit their different learning styles. With Learning Management Systems (LMS), managers can easily assign courses tailored to training on new skills, policies, products, and more. Subject matter experts can even create trainings and share their knowledge.

These systems are for more than just employees looking to grow. They’re perfect for new hire training too! Companies can upload their training material to the LMS. Assigned videos allow employees to find and track progress and completion seamlessly, automating the complete training process.

These tools allow employers to deliver the experiences employees and managers want—not just when they need to find their W-2. As a result, engaged employees increase the adoption of self-service processes and automation.

Build a Community

Think of this as an online social collaboration hub that connects employees, leadership, and their work. Using an HRIS platform allows you to reach all employees – even those remote, on-the-go, or who don’t have corporate emails, such as freelancers or contractors. Features include and go beyond standard self-service functionality such as chat, file sharing, post-scheduling, and peer recognition.

Employee Peer Recognition

In today’s workplace, employees of every generation want more than a traditional employee recognition program. They’re looking for acknowledgement from the peers they work with every day. Give employees the power to celebrate each other anytime, from anywhere, through HR tech. Increase team engagement, give employees the positive peer feedback they seek, and promote positive peer-to-peer interactions. You can also encourage employees to post their accomplishments on their profiles and share them with coworkers!

Video Platform for HR

From video chat to video documentation, our work has shifted toward more efficient and more-effective workplace experiences to keep us connected. HR tech is also evolving with the times. Now you can use your HRIS system to share integrated videos within onboarding, training, and through email and messages.

Employee Survey Tools​ 

Employees want to have their voices heard. A thriving culture is built on engagement, which means being open to all types of feedback from both inside and outside your organization. HR surveys open the door for ongoing and transparent conversations. Surveys through your HRIS system can help you gather valuable feedback from all your employees, including contractors or freelancers. This allows supervisors to understand existing issues better, anticipate potential problems, and measure the effects of change.

As the role of HR continues to expand, HR teams need to bridge the gaps across their organizations to fuel collaboration and help employees connect with their work and each other. HRIS systems help you automate manual tasks and minimize compliance risk so you can focus on the areas of your business you’re passionate about.

Workflows and Documents

Workflows improve efficiency and data accuracy. Coupled with centralized document management, managers no longer need to shuffle paperwork and chase approvals. Instead, you and your team can focus on the strategic initiatives that drive communication, collaboration, and connection — and ultimately impact your organization’s bottom line.

HR Consulting and Compliance

HR is an ever-changing landscape of compliance requirements, social issues, and HR policies, and the risk is too high to take chances. Unfortunately, one poor decision or missed deadline could negatively affect your business.

HR consulting minimizes compliance risk and leverages industry best practices. HRIS systems can even support the everyday items that need to be done – like policy and handbook reviews and other critical HR support services. From employment verification and healthcare to Equal Employment Opportunity (EEO) and compensation, complying with employment law can be a time-consuming and costly challenge. Use HR Compliance solutions to stay on track and view your essential employee compliance items all in one place.

Employee self-service 

With employee self-service, employees get secure, 24/7 access to all their needs through a convenient HR portal, empowering them with the information they need at their fingertips. Supervisors benefit, too, with the ability to approve schedule changes or time-off requests, review paychecks, and stay in touch with their team. As a result, you can stay connected anywhere, anytime.

Create a comprehensive, professional-quality employee handbook based on federal employment law in a few simple steps.

Receive detailed job descriptions from a library of more than 300 job titles and descriptions.

Improve cash flow

Manage premium payments efficiently and possibly eliminate your upfront premium deposit.

Improve accuracy

Only pay for what you owe — payments are based on real-time data each payroll cycle.

Simplify audits

Reduce the risk of over or underpayment of your workers’ compensation premiums.

Employee Benefits

The benefits space is constantly changing and our team is dedicated to researching new strategies to mitigate your costs and help you take care of your employees while staying in budget. Often, once a company is enrolled in benefits the servicing agent disappears and computers just spit out renewal rates. We don’t just settle on the renewal rates sent by the carrier. We dig deep and get you every solution possible. As an MBS client, our benefits department offers a personal touch to your benefits program with our MBS benefits administration services. You can keep your current options, and this is no cost to you.

Our Full-Service benefits menu Includes:​

We make it easy to choose the pharmacy benefits services and solutions you want in your contract with expert RFP services and consulting. With industry expertise, we provide guidance to help create the perfect integrated proposal.

  • Contract Review
  • Contract Pricing Validation
  • Clinical Evaluation & Recommendations
  • Rebate Procurement

Your employees are your greatest investment.

Health insurance is a critical factor in retaining and recruiting employees, as well as maintaining productivity and satisfaction.

Offering the “right” health insurance plan is one of the most important decisions you can make – keeping employees happy and healthy benefits you in the long run. But making sense of the complex health care system has become increasingly difficult for employers.
Our plans help you save money on health care costs and keep your employees informed, healthy and happy. And healthier employees mean a healthier bottom line.

Our plans also are efficient to manage, so you can focus on what you do best – running your business.

At its most basic, life insurance is a contract between you and an insurance company. Under the terms of the contract, you make regular premium payments to the company in exchange for a certain dollar amount of coverage. If you pass away while your coverage is in place, the life insurance company will pay out a death benefit to the beneficiaries you designate.

While the death benefit is the primary reason people tend to get life insurance, certain types of policies accumulate cash value, which is money that grows in a tax-advantaged way and is available for you to access throughout your life.

Your ability to earn a living and contribute to your household is likely your most valuable asset. Disability insurance replaces a portion of your income—or helps cover the cost of household services for stay-at-home-parents—should illness or injury prevent you from doing your job. We can help protect your income, and your family, with a disability insurance policy that’s right for you.

Dental insurance plans can help assist costs related to dental procedures, cleanings, etc.

Most dental services are not covered by medical plans today. These products are broken up into 3 categories of coverage: Preventative, Basic and Major services.

Preventative – These services include items such as routine check ups and cleanings. There is typically no waiting period for these services to be rendered when you purchase a policy.

Basic Restorative – Services included in basic are simple extractions, fillings, and root canals are included here. Typically there is at least a 6-month waiting period before insurance can be applied to these services.

Major – Crowns, bridges, dentures or other major services are located here. Typical plans will cover up to 50% of these services up to your plans’ maximum. These services typically have a 12-month waiting period.

Many medical plans do not cover expenses related to vision checkups and procedures. Vision insurance that gives you options on coverage for such items as routine exams, glasses and contacts allowance, and even discounts on LASIK.

Critical Illness Insurance

Critical illness plans generally have a very specific list of diagnoses that will trigger a payout. If you get seriously sick with something that isn’t specifically listed on your policy, the plan won’t pay you anything—even if you incur substantial out-of-pocket costs as a result of the illness.

It’s important to understand exactly how the policy works before you purchase it so you’re not caught unaware in a tough situation, expecting a payout from your critical illness plan and then not receiving one.

Accidental Death and Supplemental Accident Plans

Two kinds of accident policies are available, including accidental death and dismemberment insurance (AD&D) and supplemental accident insurance. They’re often combined and sold together. The benefits vary from state to state due to local insurance regulations.

Hospital Indemnity Insurance

Hospital indemnity insurance, also known as hospital confinement insurance, provides a cash benefit if you’re confined to a hospital due to an illness or serious injury.

Long Term Care Insurance

Long-term care refers to services received from nursing homes, assisted living facilities, in-home care providers, and adult day care centers. These services help with eating, bathing, mobility, and other custodial tasks that patients can’t complete independently. Most medical and disability insurance policies, including Medicare, don’t cover long-term care, which is why you need a separate LTC insurance policy.

MBS provides a way for small and mid-size businesses to identify vulnerabilities in their website and internet-facing networks where cybercriminals often attack. In addition to being notified of cyber risks, if you don’t have a dedicated IT team to fix the issues, we’ll provide your business with a specialist who will help resolve the vulnerabilities remotely, included in the cost of your membership.

We partner with small and mid-size businesses to guard against vulnerabilities to ensure information stays secure via regular monitoring. In the event of a cyberattack, your plan covers related expenses with up to $100K in a Cyber-Protection Plan to put business back on track quickly.

Consult with a board-certified doctor by phone, secure video, or  app- anytime, from anywhere.

Your family members are also eligible, and we have pediatricians available 24/7

There is a better way to pay for healthcare

Medical Cost Sharing Communities are made up of Members who help share the cost of one another’s large unexpected medical costs through a membership-based Community. 

How it Works

You Select Your Initial Amount

You select your Membership level which determines your Initial Unshareable Amount (IUA).  An “IUA” is the amount you feel comfortable paying per injury or illness without help from the Community. 

Every Member Contributes

When you join, you agree to Membership Principles and Commitments and begin contributing funds for use by other Members on a monthly basis.

The Community Shares with You.

If something unexpected happens, Community members share funds through our secure platform to pay for shareable expenses beyond your IUA.

You Pay Your Doctor

You pay your healthcare provider with the shared funds, for the duration of your care.


What is an HRA? 

Health reimbursement accounts (HRA) are employer-funded, tax-advantaged accounts, designed to help employees save money on the high costs associated with healthcare. By setting aside a specific amount of pre-tax dollars in an HRA, employers help their employees offset expensive insurance premiums or medical bills and provide them with an “allowance” to use for these eligible expenses.  

This allows employers to control costs while providing their employees with the flexibility and protection they need.  

How Does It Work? 

When an employer chooses to provide an HRA, they allocate funds into individual reimbursement accounts and define “eligible” expenses that the employee can pay with these funds (i.e., insurance premiums).  

Any administrative fees associated with the HRA, along with the funds reimbursed to employees, are both tax-deductible to the employer.

To offer a QSEHRA, employers must have less than 50 eligible employees.

Employers cannot offer a group medical policy in conjunction with a QSEHRA. Employees can use their HRA funds to purchase medical coverage on the individual marketplace.


How It Works 

Lifestyle Spending Accounts (LSA) are a means for employers to help their employees pay for health and wellness expenses, and sometimes other costs that aren’t typically covered under a group health plan. Examples of optional expenses covered by an LSA  include but are not limited to: 

• Physical wellness expenses such as gym memberships, fitness and yoga classes, athletic equipment, nutritional supplements, personal training, and  weight loss programs

• Financial wellness expenses such as financial planning & advisory services, student loan reimbursement, home purchase expenses, and rent assistance

• Emotional wellness expenses such as therapy, counseling, fishing & hunting licenses, camping expenses, retreats, cooking classes, and pet care

Employers who offer an LSA choose what expenses get reimbursed and establish a reimbursement limit. Unlike other spending accounts such as flexible spending accounts, employers fund the LSA with money that is taxable to the employee after they spend it. After the employer sets a reimbursement limit, employees pay for eligible expenses designated by their employer and submit manual claims for reimbursement.

Nonqualified Deferred Compensation 

Do you max out your 401(k) (along with other options including HSAs and IRAs) but still want to save more for retirement or other goals? If your employer offers a nonqualified deferred compensation (NQDC) plan, you might want to explore this option. NQDC plans (sometimes known as deferred compensation programs, or DCPs, or elective deferral programs, or EDPs) allow executives to defer a much larger portion of their compensation and to defer taxes on the money until the deferral is paid.

 Executive Disability Income Insurance 

Most companies do a good job of offering group long-term disability (LTD) insurance to their employees. It provides a good foundation of protection, usually 40-60% of an employee’s base salary up to a specified monthly maximum. However, a company’s management or executive team will often have their replacement income limited by coverage caps. Furthermore, incentive and bonus compensation is often not covered by group LTD, which can result in a company’s key employees facing greater financial exposure should they suffer an illness or injury that keeps them out of work for an extended period of time. Executive disability plans with individual disability insurance can ensure that executives and key employees receive adequate replacement income in the event of a disability, providing the coverage they need to meet their financial obligations and maintain their lifestyles. These plans can also serve as a great benefit for the employer, as companies are in constant competition for recruiting and retaining top talent. For most employers, the cost of these plans can be viewed as nominal compared to the risk of losing top talent due to inadequate coverage

Split Dollar Life Insurance

In a split-dollar plan, an employer and employee execute a written agreement that outlines how they will share the premium cost, cash value, and death benefit of a permanent life insurance policy. The agreement outlines what the employee needs to accomplish, how long the plan will stay in effect, and how the plan will be terminated. It also includes provisions that restrict or end benefits if the employee decides to terminate employment or does not achieve agreed-upon performance metrics.

 Key Person Insurance 

A company purchases a life insurance policy on its key employee(s), pays the premiums and is the beneficiary of the policy. If that person unexpectedly dies, the company receives the insurance payoff. The reason this coverage is important is because the death of a key person in a small company can cause the immediate death of that company. The purpose of key person insurance is to help the company survive the blow of losing the person who makes the business work. The company can use the insurance proceeds for expenses until it can find a replacement person, or, if necessary, pay off debts, distribute money to investors, pay severance to employees and close the business down in an orderly manner. In a tragic situation, key person insurance gives the company some options other than immediate bankruptcy.

Buy Sell Agreements 

Buy-sell agreements are in place to protect a company’s longevity. If a vital member of the company leaves, there needs to be a process that tells shareholders and remaining partners how to proceed. Since buy-sell agreements aren’t limited to a partner’s death, ensure you protect your company from external forces by understanding their work.

Executive Bonus Section 162 Plan 

When companies or business owners want to provide additional perks to their key employees, they can use a 162 executive bonus plan. Benefits are usually in the form of a permanent life insurance policy that accrues cash value that can be used as the employee’s retirement income in the future. The cash value is tax-deferred, while the death benefit is tax-free for the employee’s beneficiaries. The tax-deductible executive benefits plan is a beneficial tool for businesses to attract and retain key executives. The company compensates the key executive with a bonus that is taxable as income to the recipient. The bonus is usually treated as an ordinary business expense for the company. The bonus is used to purchase a deferred annuity, whole life insurance policy, or universal life insurance policy that builds cash value that grows tax-deferred. The company restricts access to the cash surrender value until a specific future date.

Any life insurance cash value accumulation will grow tax-deferred and may be accessed by the employee income tax-free through withdrawals and policy loans. The cash value can be used to supplement retirement income. If the key executive dies, their heirs will receive death benefit proceeds from an insurance policy free of income tax.

Supplemental Executive Retirement Plan (SERP)

 For many business owners, there is a lot of investment that goes into key executives. As an incentive to encourage the executive to stay long-term with your company, many business owners enhance executive benefits with a supplemental executive retirement plan (SERP).

A SERP lets the executive know they are a valuable part of your team while also encouraging them to stay with your company. You promise to pay the employee a retirement income stream or lump sum benefit if he or she stays with the company until retirement. You also may provide disability and/or death benefits under the plan. A SERP is often called a “golden handcuff” plan. When structured as a forfeitable plan, the employee generally forfeits all business if he/she leaves your business early.

hR Consulting

We give your business a HR checkup/diagnostic approach to ensure compliance. We help our clients build the HR infrastructure, communicate, and implement strategies and processes. Next, we provide ongoing intellectual and compliance support, training programs, and HR management services specific to the needs of the business and employees.
  • We act as an internal recruiter for your company so the candidate are not aware that we are an outside source. By working directly with you and your hiring managers, we understand your needs, culture, and timelines to recruit the best talent for your organization.
  • Audit of current employment forms
  • Create new HR forms and process for compliance
  • Create Employee Handbook
  • Provide up to (5) Job Descriptions
  • Evaluate recruitment process
  • Obtain required posters
  • Identify any other compliance or legal liability items regarding EEOC, DOL, and OSHA
  • 30 days of HR advice and consulting
Merritt Business Solutions begins each relationship with a comprehensive audit of your company’s HR policies and practices, from advertising and recruitment to benefits and payroll. This allows us to identify gaps and find solutions that can generate systemic improvements to your organization.

Areas examined during a HR Audit include:
  • Recruitment
  • Onboarding and Orientation
  • I-9 Forms
  • Employee Files
  • Employee Classifications
  • Job Descriptions
  • Employee Handbook
  • Training and Development
  • Benefits
  • Poster and Posting Requirements
  • Compensation
  • Employee Engagement and Enrichment
  • Performance Assessment and Management
  • Professional Development
  • Safety and Risk Management
Taking information discovered during the HR Audit, we build processes and programs to strategically tackle your organization’s biggest human resources challenges and create systems that support HR best practices. This includes, but is not limited, to recordkeeping, filing, recruitment, onboarding, employee relations, training, and benefits.
Merritt Business Solutions is here to support you and your team now and in the future. Our virtual HR services provide guidance on devising broad HR strategies and executing day-to-day tactics. We become your HR Partner to mentor and support senior leadership on any HR decisions and actions. We believe the HR role is to protect the company by offering advice and consultation through a variety of avenues. Onsite services available at an additional cost.

  • Guide, coach, and advise senior leadership to ensure HR compliance.
  • Yearly Employee Handbook review and revision recommendations.
  • Yearly I-9 forms audit review.
  • Create additional employee policies and handbook updates as needed to maintain employer compliance with laws and other accepted HR practices. Correct and change current policies as needed.
  • Create, review, or provide guidance on any HR documents, policies, forms, and letters.
  • Review and adjustment of job descriptions.
  • Management advice and consultation on employee issues (employee conflicts, responses to employee complaints/grievances, internal investigations, employer/employee relations, coachings/counselings, company termination/separations support).
  • Represent Human Resources in any virtual meetings with employees or stakeholders.
  • Assist with harassment claims and investigations, as necessary
  • Advice and assistance on strategic practices for staffing, recruitment, and onboarding process.
  • Risk and Safety advice and consultation

Manage your entire workforce from a single dashboard driven off a single database — so the right information is always where you want it, when you need it.

  • Get a comprehensive HR suite with payroll, time, HR, and talent all under one roof
  • Enter data once and watch it work everywhere, pre-populating for you across all workflows
  • Reduce mistakes with proactive error detection and can’t-miss alerts
  • Protect your organization with deep compliance expertise, and enterprise-grade data security and privacy practices

Make it easy for employees and managers to track time and attendance with:

  • Employee mobile app to clock in and out using geo-location, view work schedules, swap shifts and request time off
  • Automated scheduling and time collection that syncs with Microsoft Outlook® Calendar
  • Automated alerts, rules, overtime calculations, timecard approvals, exception reports, and more

Streamlined HR record keeping and resources:

  • Manager and employee self-service and mobile app, empowering your workforce
  • Preconfigured new hire templates for part-time, hourly and/or international employees
  • Unmatched intuitive report creation to turn workforce data into powerful insights
  • Enhanced security with ADP’s industry-recognized security safeguards to help protect your information

Recruit and retain the right people with:

  • A custom career website
  • Easy flexible job postings with to receive unlimited candidates
  • Job postings, videos and other messages for external job seekers and internal candidates
  • Social media postings with pre-populated job details
  • A streamlined screening and selection process with automated reviews and resume sharing
  • Reporting on your cost-to-hire and time-to-hire

In person or virtual seminars tailored to your needs. Our classroom topics include, but are not limited to the following:

  • Respectful Workplace/Harassment Avoidance for employees
  • Managing a Respectful Workplace for leaders
  • New Supervisor/Manager Training
  • Leadership and Coaching
  • Dealing with Difficult People
  • Performance Management and Feedback
  • Communicating for Professionals Employment Law all Managers Need to Know
  • HR for Non HR Managers
  • Interviewing and Selection for Managers and Supervisors — Hire the “Best” for Your Workplace
  • Conflict Management
  • Development or revisions for all 50 States
  • Culturally relevant and tailored to your business
  • HR Policy Creation
  • Current HR Trends and Laws
  • Automated performance review systems
  • Interview and hiring program development
  • FMLA procedures and leave management
  • Job descriptions
  • Conflict/Dispute resolution
  • HR Project Management
  • Evaluation of the Recruitment and On-boarding compliance process and experience.
  • HR Audits & Compliance Re-Design – I-9’s, FLSA (Fair Labor Standards Act), Employment Files and filing systems.
  • Department of Labor (DOL) Compliance
  • HR Management Systems implementation support or enhancement
  • Creation and Facilitation of Virtual and in-person training programs
  • Supervisory and Management Leadership Training
  • Employee relations-3rd party investigations,
  • Coaching, Counseling, and Termination support
  • Recruitment Planning and Support – Job Fairs, Social Media, Professional Staffing, pre-employment screening


Our partners offer small and mid-sized businesses an affordable, tailored 401(k) that delivers the benefits of a large-scale retirement plan. The solution makes it possible for businesses to offer employees a high-quality 401(k) plan with personalized investment advice from an SEC-Registered Investment Adviser who acts as a fiduciary. They provide employees access to low-cost funds from every major asset class and risk category.
  • “No-Touch” integration with Merritt Business Solutions
  • High employee participation rates — twice the industry average5
  • Transparent pricing and zero
    transaction fees
  • Easy to set up and administer
  • Affordable, high-quality investment options
  • Ongoing support and plan management

Short Term Funding

In partnership with Payroll Funding, Merritt Business Solutions offers our valued clients a unique opportunity to obtain an urgent loan whenever you need it. The funds can be repaid immediately or over time which can be used for any business need.

Managed Services Program

Merritt Business Solutions becomes the single-point-of-contact for our clients to streamline the management of their Payroll and HR Services. Through a master services agreement, we manage all vendor relationships according to customized service level agreements. We maximize the value of your services and ensure that you enjoy the highest level of service from every vendor in the program. This means getting the best solutions at the right price, wherever you do business.

Our Managed Services Program Provides:

We provide a comprehensive suite of Payroll and HR services. With an infrastructure to help clients increase profitability, maximize employee productivity, save time performing transactional HR duties, reduce employment related liability and ultimately lower labor costs.
Merritt Business Solutions is a broker of Payroll and HR services. We can personalize your options based on the specific needs of your business.
Reduce employment related liability. Our providers assist with compliance with the ever-changing employment regulations.
Merritt Business Solutions has access to global employer of record vendors as well as a variety of nationwide Payroll, HR, and Co-Employment vendors.

Find Out how we can help your business