small and mid-sized businesses and associations, and PEO marketing is typically directed toward this segment. Several variations on the PEO model exist, differing in the nature of the relationship formed between PEO and client company. Administrative services organizations (ASO) are similar to PEOs, but do not create a co-employment relationship. Employees remain solely under the control of the client company. Tax and insurance filings are done by the ASO, but under the client company's Employer Identification Number. Umbrella companies, found primarily in the UK, act as employer of record for independent contractors instead of permanent employees. The contractors become employees of the umbrella company, but do not also become employees of the client. The growth in umbrella companies in the UK is attributed to legislation targeting "disguised income" by contractors performing the same duties as employees but hired via intermediaries. The press release announcing the legislation, IR35, is often used to refer to the legislation itself. Pass-through agencies are staffing firms that act as the employer of record for independent contractors, but do not obtain work for them. Like umbrella companies in the UK, the contractors do not become employees of the client. Global PEO and International PEO services are now being offered. Although the translation of applicable rules and regulations vary from country to country – the United States being the only country to formally recognize the PEO industry in statute – such companies are able to deliver PEO services in over 185 countries. Financial intermediaries, also called fiscal intermediaries, act as an employer of record for home healthcare workers who serve disabled persons. This streamlines the process of hiring such workers, because neither the household hiring them nor government units that provide funding need to take on the duties of an employer. They are part of the self-determination movement in disability care. PEOs can benefit companies differently. For example, a blue collar organization may see more value in workers' compensation insurance and vice versa. Early history Employee leasing in the United States began in the late 1960s by three businessmen, Eugene Boffa, Louis Calmare, and Joseph Martinez. The concept was popularized by Marvin R. Selter, who leased the employees of a doctor's office in Southern California. The Employee Retirement Income Security Act of 1974 (ERISA) contained an exemption for multiple employer welfare arrangements (MEWA), which provided a loophole for employers with leased employees to claim they were exempt