HR for Utah-rooted schools competing for the best teachers.

Yes. Private schools, charter schools, tutoring centers, and educational nonprofits use PEOs to access quality teacher benefits, reduce HR administrative burden, and ensure compliance with education-specific employment requirements. The co-employment structure is compatible with private school governance structures including faith-based schools, nonprofit boards, and charter school authorizer requirements.

Educational organizations can offer either a 401(k) or a 403(b) plan depending on their organizational structure. Nonprofit schools may offer 403(b) plans, which have some differences in contribution rules and plan requirements compared to 401(k) plans. For-profit educational companies typically use 401(k) plans. We help schools select the right plan type for their structure and manage all ongoing plan administration including enrollment, deferrals, employer matching, and annual reporting.

Schools with 50 or more full-time equivalent employees must offer ACA-compliant health coverage to full-time teachers and staff. Tracking employee hours across salaried teachers, part-time instructional aides, and substitute teachers requires careful FTE calculation. Which we manage as part of our ACA compliance service. We handle measurement period tracking, stability period determinations, and coverage offer timing to keep your school in compliance.

Private school payroll often involves salaried teachers on 10-month or 12-month pay arrangements, hourly aides, per-diem substitutes, and administrative staff on annual salaries. We configure the payroll system to handle each classification correctly, including 10-month salary spreading for academic-year teachers, substitute teacher per diem calculations, and accurate overtime tracking for hourly staff. Every staff type runs on the same platform.

Yes, and teacher recruitment is increasingly competitive for private schools without public school union benefits. Through our PEO, we shop medical, dental, and retirement plans across the full carrier market for private schools, significantly closing the benefits gap with public school districts. Many of our school clients report that the benefits improvement was their most impactful teacher retention tool. More effective than salary increases alone at retaining staff who had previously cited benefits as the reason for leaving.

Schools drawing federal funding under Title I (Part A), IDEA, or Perkins must comply with the Uniform Guidance time-and-effort documentation rules at 2 CFR 200.430. Semi-annual certifications for staff working on a single cost objective and monthly personnel activity reports for staff splitting time across multiple objectives. We configure each grant-funded role against its cost objective inside our HR cloud, schedule the certifications on the right cadence, and store signed records so a state monitoring visit retrieves a year of documentation in minutes rather than reconstructing it from email under pressure.

Every substitute is tracked as a roster record inside our HR cloud. Background check status, I-9 verification, per-diem rate, year-to-date days worked, and an ACA hours accumulator that rolls up automatically. A recurring sub who starts to look like a variable-hour full-time employee under the ACA look-back measurement method is flagged before the look-back window closes, not three months after.

Yes. Our payroll engine handles every K-12 staff category in one roster: certificated teachers (10- or 12-month spread), classified instructional aides and paras supporting IDEA-eligible students, food service staff under USDA child nutrition program rules, transportation staff (CDL-endorsed bus drivers with required driver-qualification file maintenance, monitors, and bus aides), custodial and maintenance, and after-school program staff on a separate cost center.