time-and-pay

Payroll and HR Updates for January 2026

Wed, 28 Jan 2026 16:48:14 GMT

Key Employment & Payroll Updates Employers Should Know – January 2026

Staying compliant as an employer means keeping up with changes that affect wages, workplace policies, and employee leave. As we head into 2026, several federal updates are worth your attention—particularly around earnings trends, harassment guidance, and Family and Medical Leave Act (FMLA) administration.

Here’s a breakdown of what changed and what it means for employers.

Real Average Hourly Earnings Remained Flat in December 2025

According to the U.S. Bureau of Labor Statistics , real average hourly earnings for all U.S. employees were unchanged from November to December 2025.

While average hourly earnings increased by 0.3 percent during the month, that increase was offset by a matching 0.3 percent rise in the Consumer Price Index (CPI). In other words, workers saw nominal wage growth, but inflation absorbed those gains.

Looking year over year, real average hourly earnings rose 1.1 percent from December 2024 to December 2025.

Why this matters for employers:
Flat real wage growth can influence employee sentiment, retention, and compensation planning. Even when wages increase on paper, employees may not feel the benefit if inflation keeps pace. Employers evaluating pay strategies in 2026 should factor in cost-of-living pressures alongside competitive wage benchmarking.

EEOC Rescinds 2024 Harassment Guidance on Gender Identity

The U.S. Equal Employment Opportunity Commission has voted to rescind its 2024 Enforcement Guidance on Harassment in the Workplace.

That guidance relied heavily on the Bostock v. Clayton County decision, which held that discrimination based on sexual orientation or gender identity constitutes sex discrimination under Title VII of the Civil Rights Act. The rescinded guidance included examples such as the intentional misuse of pronouns or denying access to bathrooms consistent with an individual’s gender identity.

The revocation follows a 2025 federal court ruling in Texas that struck down the guidance.

Why this matters for employers:
While the specific EEOC guidance has been withdrawn, the underlying Supreme Court precedent has not changed. Employers should avoid assuming this revocation eliminates risk. Title VII protections still apply, and workplace harassment claims may still be evaluated under existing federal law, state law, and company policy. This is a good time to review harassment policies and training materials with legal counsel.

DOL Clarifies How Travel Time Applies Under FMLA

The U.S. Department of Labor , through its Wage and Hour Division, has issued a new Opinion Letter clarifying how travel time can count toward an employee’s FMLA entitlement.

The guidance confirms that time spent traveling to and from medical appointments may be counted as FMLA leave when the travel is related to receiving care for a serious health condition. Importantly, healthcare providers are not required to estimate or certify travel time.

The DOL provided several practical examples:

• Travel time to and from a dialysis appointment, along with treatment time that overlaps with scheduled work hours, is FMLA-protected.
• When an employee transports a parent to medical appointments for a serious health condition, all time spent traveling, waiting, attending the appointment, and returning to work may be counted as FMLA leave—even if the appointment itself is brief.
• Leave taken for activities unrelated to medical care, such as accompanying a child on a school field trip, is not FMLA-protected—even if the child has a serious health condition.
• Only the portion of leave related to medical care and necessary travel is protected; unrelated personal errands cannot be counted against FMLA entitlement.

Why this matters for employers:
This clarification reinforces the need for accurate FMLA tracking. Employers should ensure supervisors and HR teams understand that intermittent leave may include more than just appointment time. Clear policies and consistent documentation practices can help prevent miscounts, disputes, and compliance issues.

Final Takeaway for Employers

These updates highlight a common theme: compliance is rarely static. Wage trends affect workforce expectations, court decisions influence policy enforcement, and regulatory guidance continues to evolve.

Employers should consider reviewing:
• Compensation strategies for 2026
• Harassment policies and training materials
• FMLA tracking and leave administration procedures

Staying proactive reduces risk—and helps build trust with employees in an increasingly complex regulatory environment.

Sources & Reference URLs

• U.S. Bureau of Labor Statistics – Real Earnings News Release
https://www.bls.gov/news.release/realer.htm

• U.S. Equal Employment Opportunity Commission – Enforcement Guidance Updates
https://www.eeoc.gov

• Bostock v. Clayton County (2020) – Supreme Court Decision
https://www.supremecourt.gov/opinions/19pdf/17-1618_hfci.pdf

• U.S. Department of Labor – Wage and Hour Division Opinion Letters
https://www.dol.gov/agencies/whd/opinion-letters

• Family and Medical Leave Act (FMLA) Overview
https://www.dol.gov/agencies/whd/fmla

Weather Closures and Pay: What Employers Need to Know

Mon, 26 Jan 2026 15:34:44 GMT

How to Stay DOL Compliant Despite Inclement Weather

Severe weather can disrupt normal business operations and raise immediate payroll questions for employers. Whether it’s snow, ice, flooding, or another emergency, understanding how pay rules apply during weather-related closures is critical for staying compliant with federal wage and hour laws.

The answer depends largely on whether an employee is classified as non-exempt or exempt under the Fair Labor Standards Act (FLSA).

Non-Exempt Employees: Pay for Time Worked

For non-exempt employees (those eligible for overtime), the rule is straightforward. These employees must be paid only for the hours they actually work.

If a non-exempt employee does not report to work due to weather conditions, or if the business is closed, the employer is not required to pay for that time. However, employers may choose to allow or require employees to use accrued vacation, PTO, or other paid leave to cover the missed hours.

From a compliance standpoint, there is no federal requirement to pay non-exempt employees for time not worked due to weather-related closures.

Exempt Employees: Salary Rules Still Apply

The rules for exempt employees are more complex.

Exempt employees must generally be paid their full salary for any workweek in which they are ready, willing, and able to work. This includes situations where the employer decides to close the business due to weather conditions. If the employer shuts down operations for a day or more, exempt employees must still receive their full weekly salary.

However, if the employer remains open and an exempt employee chooses not to report to work due to adverse weather, the Department of Labor considers this a personal absence. In that case, the employer may legally deduct a full day’s pay from the employee’s salary without violating the salary basis rule.

Employers may also require exempt employees to use accrued vacation or PTO to cover the full-day absence. What employers cannot do is make partial-day salary deductions. Deductions for less than a full day are not permitted and may jeopardize the employee’s exempt status.

Key Compliance Takeaways

Here are the practical rules employers should keep in mind:

• Non-exempt employees are only paid for hours actually worked.
• Exempt employees must be paid if the employer closes.
• Full-day salary deductions for exempt employees are allowed only if the business is open and the employee does not report.
• Partial-day deductions for exempt employees are not allowed.
• Employers may require the use of PTO or vacation where available.

Best Practice for Employers

From a risk management perspective, the safest approach is to establish a written inclement weather policy that clearly outlines:

• When the business will close
• How employees will be notified
• How pay is handled for both exempt and non-exempt employees
• Whether PTO is required or optional

Clear policies reduce confusion, prevent disputes, and ensure consistent treatment across your workforce during weather-related disruptions.

Why This Matters

Improper handling of weather-related pay can expose employers to wage and hour violations, employee complaints, and potential Department of Labor audits. Understanding these rules ahead of time allows payroll and HR teams to respond confidently and stay compliant when emergencies arise.

U.S. Department of Labor – Wage and Hour Division (FLSA FAQ)
https://www.dol.gov/agencies/whd/fact-sheets/17g-overtime-salary

DOL Opinion Letters – Salary Basis Rule
https://www.dol.gov/agencies/whd/opinion-letters

FLSA Weather Closure Guidance
https://www.dol.gov/agencies/whd/fact-sheets/22-flsa-hours-worked

Time & Pay's HR Consulting partner, SESCO , recommends that clients review all applicable policy and practices to ensure compliance. For assistance, contact us at 423-764-4127 or by email at sesco@sescomgt.com .

EMPLOYEE FAQ: 2025 Overtime Tax Deduction & Your W-2

Wed, 21 Jan 2026 15:45:57 GMT

FAQs: 2025 Overtime Tax Deductions

GENERAL OVERVIEW

Q: What is the new overtime tax deduction for 2025?
A: A new federal tax deduction allows eligible employees to deduct a portion of their overtime pay earned in 2025 when filing their federal income tax return.

Q: Who is eligible for this deduction?
A: Employees who are eligible for overtime under the Fair Labor Standards Act (FLSA). This generally applies to non-exempt hourly employees.

Q: Does this affect my 2025 W-2?
A: No. Your W-2 will not show a special line for this deduction. The IRS does not require employers to separately report qualified overtime for 2025.

REPORTING & PAYROLL

Q: Will my employer calculate this deduction for me?
A: No. Employees are responsible for calculating and claiming the deduction on their personal tax return.

Q: Will this change how my employer withholds taxes?
A: Not automatically. Your employer will continue withholding based on your current W-4 unless you submit a new one.

Q: Is there anything new on my pay stub?
A: No. You will use your existing overtime amounts shown on your pay stubs.

WHAT PART OF OVERTIME IS DEDUCTIBLE

Q: Is all overtime pay deductible?
A: No. Only the overtime premium portion is deductible — the extra 0.5 rate, not the full 1.5× amount.

Example :
If your regular rate is $20/hour and overtime is paid at $30/hour:
Only the extra $10/hour qualifies, not the full $30.

HOW TO ESTIMATE YOUR QUALIFIED OVERTIME

Q: How do I estimate my qualified overtime amount?
A: For a simple estimate:

Find your Year-to-Date Overtime Earnings on your final 2025 pay stub
Divide that total by 3

This approximates the 0.5 premium portion.

Q: Can you give a simple example?
A: Overtime earnings for 2025: $9,000
$9,000 ÷ 3 = $3,000
Estimated qualified overtime deduction: $3,000

IMPORTANT LIMITATIONS

Q: When does the divide-by-3 method NOT work well?
A: This estimate may be inaccurate if you have:

Double time
Shift differentials
Bonuses affecting your regular rate
Blended or weighted overtime rates
Special pay structures

In these cases, a tax professional should calculate the exact amount.

FILING YOUR TAX RETURN

Q: How do I actually claim this deduction?
A: You claim it when filing your 2025 federal income tax return, using your own records and pay stubs.

Q: Will tax software handle this?
A: Most major tax software platforms are expected to support this deduction, but you will still need to enter the correct amount.

WITHHOLDING FOR 2026

Q: Should I update my W-4 for 2026?
A: Possibly. If you expect ongoing overtime and want to reflect this deduction in your future withholding, you can submit a new 2026 W-4.

Q: Where does this go on the W-4?
A: The Deductions Worksheet in Step 4(b) can be used to account for this deduction.

Q: What happens if I don’t submit a new W-4?
A: Your withholding continues based on your current W-4.

Important Reminder: We are not certified tax professionals. This information is provided for general awareness only and should not be considered tax advice. Because individual tax situations vary, we strongly encourage you to consult a qualified tax professional before making tax-related decisions.

Important Information on Overtime Tax Deduction for 2025

Fri, 16 Jan 2026 21:01:57 GMT

What Employees Need to Know About 2025 W2s and Tax Filings

On July 4, 2025, the One Big Beautiful Bill Act was signed into law. One of its provisions created a new federal tax deduction related to certain overtime pay earned during 2025.

If you are eligible for overtime under the Fair Labor Standards Act (FLSA), you may be able to deduct a portion of your overtime earnings when filing your 2025 federal income tax return.

Here Are The Highlights

• Employers are not required to provide special overtime reporting for this deduction in 2025.
• According to IRS Notice 2025-69 , employees may use overtime amounts shown on their pay stubs to calculate the deduction.
• The deduction applies only to the overtime premium portion (the extra 0.5 rate), not the full 1.5× overtime rate shown on your pay stub.
• Employees are responsible for determining and claiming the deduction when filing their tax return.

How to Estimate Your Qualified Overtime Amount

Qualified overtime compensation is based on the FLSA overtime premium — the additional one-half (½) rate paid for hours worked over 40 in a workweek.

For a simplified estimate:

Locate your Year-to-Date Overtime Earnings on your final 2025 pay stub
Divide that total by 3

Example

OT Earnings: $9000

$7500 / 3 = $3000

Qualified Overtime Amount: $3000

Important note: The ÷3 method is a simplified estimate that generally applies when overtime is paid at 1.5× the regular rate and reported as a single overtime earnings total. If your pay includes double time, blended rates, shift differentials, bonuses that affect the regular rate, or other special calculations, you should rely on IRS guidance and/or consult a qualified tax professional.

Additional Resources

For full details on qualified overtime and related tax treatment, please review the official IRS guidance:
https://www.irs.gov/newsroom/treasury-irs-provide-guidance-for-individuals-who-received-tips-or-overtime-during-tax-year-2025

2025–2026 Withholding Considerations

If you would like to adjust your federal withholding going forward, you may submit a new 2026 Form W-4 (Employee’s Withholding Certificate) to your employer.

• If no new W-4 is submitted, withholding will continue based on your current form
• The W-4 instructions include a Deductions Worksheet that can be used to reflect this overtime deduction in Step 4(b)

You can access the 2026 Form W-4 here:
https://www.irs.gov/pub/irs-pdf/fw4.pdf

The IRS Tax Withholding Estimator is also available; however, it has only been updated to reflect the increased standard deduction and child tax credit:
https://www.irs.gov/individuals/tax-withholding-estimator

Important Reminder

We are not certified tax professionals. This information is provided for general awareness only and should not be considered tax advice. Because individual tax situations vary, we strongly encourage you to consult a qualified tax professional before making tax-related decisions.

Verify Your State Unemployment Tax Rate, Protect Cash and Compliance

Fri, 02 Jan 2026 19:05:49 GMT

Understanding the New 2026 Form W-4: Key Updates Every Employer Should Know

Fri, 12 Dec 2025 20:57:22 GMT

What Employees and Employers Need to Know

The IRS has released the 2026 Form W-4, Employee’s Withholding Certificate , and this year’s version brings some of the most significant structural and informational changes in recent memory. Designed to accommodate updates from the Optimal Business & Better Benefits Act (OBBBA) and to improve clarity for workers, the form has expanded from four to five pages and includes several new instructions, worksheets, and withholding adjustments.

For employers, payroll teams, and HR professionals, it’s essential to understand what changed and how these updates may affect onboarding, annual withholding reviews, and employee education. Below is a breakdown of the most notable enhancements and why they matter.

A Larger, More Detailed Form

The 2026 W-4 has increased to five total pages , reflecting expanded worksheets, more robust explanations, and clearer guidance for taxpayers with more complex financial situations. While the employee-facing portion remains a single page, the additional material helps ensure more accurate withholding, especially under OBBBA-related adjustments.

Step 3: Updated Dependent & Other Credits

The IRS refined the layout of Step 3, now separated into Lines (a) and (b) . While the required information remains the same as the 2025 form, a key number has changed:

The Child Tax Credit (CTC) increases to $2,200 per qualifying child (up from $2,000), reflecting OBBBA adjustments.

This increase may reduce employees’ overall withholding if claimed, which employers should expect to see during onboarding or year-start reviews.

Step 4: No Longer Optional

Historically, Step 4 (“Other Adjustments”) was labeled optional. In 2026, the IRS removed that labeling to reinforce that employees should review these fields even if they choose not to adjust anything.

One important clarification appears in Step 4(b) :

If an employee leaves Step 4(b) blank, withholding defaults to the standard deduction .

This clarification aims to prevent misunderstandings among employees who itemize deductions or have additional income not automatically accounted for in withholding.

A Stand-Alone, Expanded Deductions Worksheet

Step 4(b)’s Deductions Worksheet has moved to its own dedicated page and expanded to 15 lines . The IRS added more detailed prompts to help employees calculate itemized deductions accurately, which may reduce mid-year withholding surprises.

This expansion signals an expectation that more employees will need structured support in determining itemized amounts, particularly with new deduction categories introduced under OBBBA.

New Lines for Tip Income and Overtime Compensation

A major addition for 2026: employees can now estimate qualified tip income and qualified overtime compensation directly on the form.

Line 1(a) – Estimated qualified tip income
Line 1(b) – Estimated qualified overtime compensation

These align with new tax deductions for tip and OT income created under OBBBA.
For industries such as hospitality, retail, food service, and manufacturing, this is a particularly impactful change — giving employees more precise withholding control and reducing unexpected year-end tax obligations.

A New Exempt Checkbox (No More Writing “Exempt”)

One of the most employer-visible updates:
Employees may now claim exemption from withholding by checking a dedicated box located after Step 4. Previously, employees wrote “Exempt” under Step 4(c). This checkbox simplifies the process and improves audit clarity.

To validly claim exemption in 2026, an employee must certify that:

They had no federal income tax liability in 2025 , and
They expect no federal income tax liability in 2026 .

Employees claiming exempt must complete only:

Step 1(a)
Step 1(b)
Step 5 (signature)

The exemption must be renewed annually. For 2027, employees must submit a new Form W-4 by February 16, 2027 .

Why These Changes Matter for Employers

These revisions reflect a broader IRS initiative toward clarity, accuracy, and adaptability to new federal tax rules. Employers should consider:

1. Updating onboarding packets and payroll systems
Ensure the 2026 W-4 replaces older versions and that digital onboarding systems are updated to reflect new fields and worksheets.

2. Educating employees proactively
Because more employees may be itemizing or estimating deductions under OBBBA, clear guidance helps prevent errors — and reduces employer support requests.

3. Preparing industries with heavy OT or tipped staff
Restaurants, hospitality, retail, distribution centers, and manufacturing companies should expect more questions about the new tip and overtime lines.

4. Reviewing exempt claims closely
The checkbox simplifies compliance, but the underlying rules remain strict.

Final Thoughts

The 2026 Form W-4 represents one of the IRS’s most comprehensive updates in years. While many changes are rooted in expanding clarity and accommodating new federal tax provisions, employers should be prepared for additional questions during onboarding and annual withholding reviews.

Proactive communication — paired with accurate payroll system updates — will help ensure smooth adoption and reduce errors that could affect employees’ year-end tax outcomes.

Source URLs
IRS Form W-4 Information: https://www.irs.gov/forms-pubs/about-form-w-4
Child Tax Credit Details (IRS): https://www.irs.gov/credits-deductions/child-tax-credit
Federal Withholding Guidance: https://www.irs.gov/pub/irs-pdf/p15.pdf

Year End Notice 2025

Wed, 10 Dec 2025 19:13:00 GMT

Everything You Need to Know to Close Out 2025 with Confidence and Start 2026 Compliant, Accurate, and Prepared

As we approach the close of 2025, it’s critical to review key payroll deadlines, tax form processing timelines, compliance updates, and important changes that will impact your business and your employees. This Year-End Notice is designed to give you a clear, consolidated view of what needs to be completed before year-end and what to expect as we move into 2026. Inside the presentation below, you’ll find important dates, regulatory updates, reporting requirements, and helpful guidance to ensure a smooth and accurate year-end process.

This Week in Labor Law: OFCCP Thresholds, EEOC Guidance, and New FMLA Developments

Thu, 04 Dec 2025 16:06:28 GMT

What's New?

OFCCP Updates Contract Thresholds for Federal Affirmative Action Requirements

Recent regulatory updates mean federal contractors should carefully review whether their current agreements trigger affirmative action obligations for individuals with disabilities and protected veterans.

Federal contractors must maintain formal affirmative action programs depending on the dollar value of the contracts they hold. Under Section 503 of the Rehabilitation Act of 1973, any employer with a federal contract of $50,000 or more is required to maintain a written affirmative action program for individuals with disabilities.

For veterans, the requirements fall under the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA). Beginning October 1, 2025, VEVRAA will apply only to federal contracts exceeding $200,000. Covered contractors must maintain a formal affirmative action program for protected veterans and continue to file annual VETS-4212 Reports.

It is also important to note that the revocation of Executive Order 11246 does not eliminate affirmative action requirements for individuals with disabilities or for protected veterans. Obligations under Section 503 and VEVRAA remain fully intact.

EEOC Releases Updated Guidance on National Origin Discrimination

The U.S. Equal Employment Opportunity Commission (EEOC) has issued an updated, concise “technical assistance” document aimed at helping employers understand what constitutes national origin discrimination.

The EEOC defines national origin discrimination as treating individuals unfavorably or favorably because they are from a particular country or region, because of their ethnicity or accent, or because they appear to be of a particular ethnic background. The guidance provides several real-world examples that may lead to unlawful discrimination, including job postings that imply a preference for applicants from certain countries or with specific visa statuses, and disparate treatment in hiring or firing practices—such as holding U.S. workers to stricter application requirements than H-1B visa holders.

The EEOC also emphasizes that certain employer considerations do not justify preferring foreign workers over American workers. These include customer preference, perceived lower labor costs, or assumptions that individuals of one national origin possess stronger work ethics or higher productivity.

Court Revives FMLA Interference Claim for Employee Seeking Leave Related to Spouse’s Pregnancy

A recent case highlights the importance of properly advising workers of their rights under the Family and Medical Leave Act (FMLA).

A freight handler for FedEx Freight, Inc. requested information about taking FMLA leave related to his wife’s pregnancy. Later, when he informed a manager that he needed to leave work due to pregnancy-related health complications, he was terminated for alleged job abandonment. While the court found insufficient evidence to support claims of ADA associational discrimination or FMLA retaliation, it determined that a jury could reasonably conclude that FedEx failed to notify the employee of his FMLA rights.

The ruling suggests the employee may not have been terminated for refusing overtime had he been properly informed of his right to intermittent FMLA leave during the pregnancy. This case underscores the need for employers to clearly communicate FMLA eligibility and ensure frontline managers are trained to recognize qualifying situations.

Time & Pay’s Perspective

Compliance updates like these evolve quickly—and failing to follow changing rules can lead to unnecessary risk. Time & Pay partners with SESCO HR to help employers stay informed and compliant with federal regulations so they can protect their business, support their workforce, and focus on growth. If you have questions about FMLA compliance, affirmative action requirements, or any other HR or payroll challenge, the professionals at SESCO HR are here to help!

Build a Championship-Level Payroll Strategy: Insights from the 2025 World Series Teams

Fri, 24 Oct 2025 21:06:41 GMT

�� Opening Slide: Setting the Stage

When we in the world of payroll services at Time & Pay talk about payroll management, forecasting, compliance, and cost-control — we’re not far removed from what professional sports teams do at a high level. Let’s pull back the curtain on two major league clubs — the Los Angeles Dodgers and the Toronto Blue Jays — and compare how they handle payroll. Then we’ll bridge over to what it means for real-world employers and how Time & Pay helps clients execute payroll wisely.

�� The Big Numbers – Dodgers vs. Blue Jays

For the 2025 season, the Dodgers’ total player payroll is reported around $350.3 million according to Spotrac. ( BetMGM )
By contrast, the Blue Jays’ payroll is in the range of $253.6 million for 2025. ( BetMGM )
In terms of ranking: the Dodgers lead the league (or near-top) in payroll; the Blue Jays are still substantial, but significantly lower. ( BetMGM )

What this tells us:

The Dodgers clearly operate in the “premium payroll” tier. The Blue Jays also invest heavily, but they do so with somewhat more constrained spending (by comparison). For an employer, this is akin to deciding how much you allocate to compensation, benefits, bonus programs — and the balance you strike between investment and return.

�� Digging Deeper: Strategic Implications

Here are several dimensions where the payroll story offers lessons for businesses:

Scale & investment vs. ROI

The Dodgers’ massive payroll suggests an aggressive strategy: invest heavily in talent and expect top performance. (Reports show total spend including luxury tax topping $500 million when taxes are baked in.) ( True Blue LA )
The Blue Jays invest too, but likely must more carefully weigh incremental cost-effectiveness.

Lesson for you: When you decide your payroll budget (salaries + benefits + incentives + taxes/fees), make sure you tie that to return — improved productivity, reduced error, retention, etc. At Time & Pay we help clients model not just the cost of payroll, but the value of payroll done right.

Complexity & compliance burden

High payroll teams face luxury tax regimes, deferred payments, sophisticated contract structures. For example, Dodgers’ use of deferred payments and luxury tax surcharges. ( FanSided )
Employers face complexity too: overtime rules, wage & hour compliance, tax filings, benefits accruals.

Lesson for you: Having the right payroll infrastructure (software, controls, processes) is critical. Mistakes cost time, money, risk. That’s exactly where Time & Pay’s services step in: we streamline payroll processing, ensure compliance (e.g., tax filings, W-2/1099), and give you reporting and analytics you need.

Forecasting and flexibility

A big payroll is not just about what you pay today — it’s about what commitments you’ve made, what flexibility you have moving forward. The Dodgers’ contracts reflect multi-year deals, deferred money, luxury tax implications. ( New York Post )
Similarly, employers need to forecast payroll liabilities (raises, accruals, PTO, benefits), and understand the impact of growth, slowdowns, or regulatory shifts.

Lesson for you: Time & Pay helps clients by building payroll forecasting tools, scenario-planning (What if headcount grows by 10%? What if PTO accrual rules change?). That kind of proactive modelling gives you agility.

Talent investment vs. cost containment

The Blue Jays’ heavy payroll shows they are willing to invest in talent; not necessarily as high as the Dodgers, but strategically significant. For employers, this is akin to investing in high-performers, training, retention.
But with investment needs come controls: you don’t want runaway costs, you want alignment with business goals.

Lesson for you: Time & Pay helps clients set up payroll budgeting by department, role, and cost centre — so you can treat payroll like an investment portfolio, not just an expense.

�� How Time & Pay Helps — Tying Back to Our Clients

At Time & Pay, we see our role as more than “compute wages and withhold taxes.” Here’s the value we bring, echoed by the lessons from these MLB payrolls:

Full-service payroll processing : We handle gross-to-net, wage/tax withholdings, local state compliance, multi-location needs. Just as the Dodgers handle multiple contracts across players and years, we manage multiple employer scenarios, different locations, and multi-jurisdiction regulatory burdens.
Reporting & analytics : We provide dashboards and insights — e.g., payroll cost per employee, PTO accrual liability, tax exposure. Think of it like how a team analyses “payroll per win” or “return on investment in talent”.
Forecasting & scenario analysis : As you scale your business, hire new roles, implement PTO changes (for example your work on PTO accrual scripting), we build tools so you can simulate “what ifs” (like “what if we hire 5 new employees at salary $X?”). The analogy: the Blue Jays consider what payroll commitments to make while preserving flexibility.
Risk & compliance managed : Mistakes in payroll (wage violations, tax errors, incorrect classifications) are analogous to contract mis-engineering in a sports team. We help mitigate those risks so you stay compliant and focused on your business, not on firefighting payroll issues.
Strategic partner mindset : Just as a top startup invests in its talent, a growing business invests in its payroll infrastructure. We act as your partner — ensuring your payroll not only runs smoothly, but aligns with your strategic goals (growth, retention, cost-control, employee satisfaction).

�� Final Thoughts

When you look at teams like the Dodgers and the Blue Jays, what stands out isn’t simply “they spend a lot of money.” It’s that they have a payroll strategy — how much to spend, how to allocate that spending, how to manage risk, how to forecast, how to ensure return.

For mid-market businesses and regional firms (like yours based in Johnson City, TN, operating across two locations), the same principles apply:

Define your payroll budget with clarity: what roles, what compensation, what benefits
Ensure payroll is aligned with business outcomes: productivity, retention, growth
Build the infrastructure (software, processes, reporting, compliance) so payroll is not a burden but a competitive advantage
Use forecasting and scenario-planning so you can flex — grow when you should, hold back when needed
Partner with a payroll provider (that’s Time & Pay) that gives you the tools, insights, and service to treat payroll as strategic, not just transactional

Payroll and HR Solutions Tailored for Athens, TN Businesses

Wed, 08 Oct 2025 21:44:07 GMT

Trusted Payroll and HR Solutions for Athens, TN Employers

Running a business in Athens, Tennessee, means balancing growth, compliance, and employee satisfaction—all while managing your payroll and HR responsibilities. That’s where Time & Pay comes in. With over 30 years of experience supporting local businesses across East Tennessee, our team helps you simplify the complex parts of managing people and payroll so you can focus on running your business.

Why Athens Businesses Choose Time & Pay

As a trusted payroll and HR provider in the region, we understand the needs of small and mid-sized businesses throughout the Athens area. From manufacturing and retail to healthcare and professional services, our clients rely on us for accurate, dependable support that keeps their operations running smoothly.

Our Payroll Services in Athens, TN page highlights everything local employers need to stay compliant and efficient, including:

• Automated payroll processing and tax filing
• Digital timekeeping and scheduling solutions
• New-hire onboarding and HR management tools
• Direct deposit and pay card options
• Year-end reporting (W-2s, 1099s, ACA compliance)
• Expert support from real people—based right here in Tennessee

Payroll Made Simple

Managing payroll shouldn’t be a weekly headache. Our automated system ensures employees are paid on time and accurately every pay period. Plus, our tax compliance service guarantees timely filing and deposit of all federal, state, and local payroll taxes—giving business owners peace of mind that everything is handled correctly.

Smart HR Tools for Modern Employers

Athens employers can also take advantage of integrated HR and onboarding solutions that make hiring and managing teams easier than ever. From electronic I-9 and W-4 completion to document storage and performance tracking, our system helps you streamline your processes and stay compliant.

A Local Partner You Can Count On

At Time & Pay, we’re more than a software provider—we’re your partner in business success. Our local team works closely with companies throughout Athens and McMinn County to deliver personalized service and support that larger national providers simply can’t match.

Whether you’re a small business owner just getting started or a growing company looking to simplify your payroll and HR management, we’re here to help.

Get Started Today

Ready to make payroll and HR easier for your Athens business? Visit Payroll Services in Athens, TN to learn more or contact Time & Pay to schedule a personalized consultation. Discover why local businesses have trusted us for over three decades to handle their payroll, HR, and compliance needs with accuracy and care.

Simplify PTO Accrual Tracking with Time & Pay

Mon, 22 Sep 2025 20:56:35 GMT

PTO Accrual Management Made Easy

Managing paid time off (PTO) balances can be one of the most time-consuming HR tasks. Whether you’re a small business or a large multi-state operation, keeping track of how employees earn and use PTO can quickly become complex. At Time & Pay, we make it simple and accurate—so you can focus on running your business.

Real-Time PTO Balances

Our system gives employees immediate access to their PTO balances, ensuring they always know exactly how much time off they’ve accrued and used. No matter how you label your accruals—vacation, sick time, or personal days—our platform updates balances automatically as hours are earned or taken. This transparency reduces confusion and helps employees plan their time off confidently.

Easy Time-Off Requests and Approvals

Employees can request time off directly through the self-service portal, while managers can review and approve requests with just a few clicks. Automated updates mean that once a request is approved, the employee’s PTO balance adjusts instantly. This streamlined process saves HR teams hours of administrative work and minimizes errors.

Department and Company-Wide Calendars

Avoid scheduling conflicts before they happen. Our system provides calendar access so employees can see if co-workers in their department or across the company have already requested time off. This visibility helps managers and teams coordinate schedules and maintain productivity even when multiple employees are away.

Flexible Setup to Match Your Policies

Every company has unique PTO policies. Whether you use tiered accrual rates, waiting periods, or carryover limits, Time & Pay’s team can configure the system to match your exact rules. From simple accruals to complex, multi-level policies, we make sure your setup is accurate and compliant.

Why It Matters

Accurate PTO tracking isn’t just about convenience—it’s about compliance and employee satisfaction. Manual spreadsheets are prone to mistakes and can create disputes over earned time off. By automating accruals, you reduce the risk of errors, maintain accurate records for audits, and build trust with your team.

Watch the Demo

See it in action in our short video: Time & Pay PTO Accrual Tracking . You’ll get a quick look at how our system gives employees and managers a clear, real-time view of PTO balances and scheduling.

Partner with a Team That Knows Payroll Is Personal

For over 30 years, Time & Pay has helped businesses streamline payroll, HR, and timekeeping processes. Our PTO accrual tracking is just one way we help you simplify operations while keeping your employees informed and happy. Contact us today to see how we can customize a solution for your business.

How Time & Pay Helps FedEx Contractors Simplify Payroll & HR

Wed, 17 Sep 2025 15:25:42 GMT

The Payroll Challenges FedEx Contractors Face

Running a FedEx Ground or Express operation is demanding. Contractors juggle route management, staffing, and tight delivery schedules every single day. Payroll adds another layer of complexity. FedEx contractors often face:

• Multi-state compliance – Drivers may work across state lines, creating complicated state and federal tax requirements.

• Workers’ compensation administration – Traditional plans require large up-front premiums and stressful year-end audits.

• High employee turnover – Constant recruiting, onboarding, and E-Verify tracking can stretch already limited administrative resources.

• Complex scheduling and labor tracking – Accurately capturing hours, overtime, and job costing is critical but time-consuming.

• Ever-changing regulations – From ACA compliance to new hire reporting, the rules never stop evolving.

These challenges can consume valuable time and increase the risk of errors or costly penalties.

How Time & Pay Makes Payroll Simple

For over 30 years, Time & Pay has partnered with FedEx contractors to remove the headaches of payroll and HR. Our solutions are built specifically to help contractors save time, stay compliant, and keep their business focused on growth.

• Simplified payroll processing with guaranteed tax compliance—even across multiple states.

• Paperless payroll and customized reporting for clear, transparent records.

• Workers’ comp pay-as-you-go programs that reduce down payments and eliminate complicated audits while allowing you to keep your current insurance agent.

• Early wage access to help with employee satisfaction and retention.

• Automated timekeeping with mobile apps and GPS tracking for accurate job costing, labor movement tracking, and overtime management.

• HR support including applicant tracking, onboarding, benefits administration, PTO accruals, new hire reporting, and free HR consulting.

Switching is simple and our team ensures a seamless transition, so you can spend less time on paperwork and more time managing your fleet.

What Our Clients Say

“Time & Pay created a custom payroll import for me that has made payroll extremely easy. They have also helped keep me compliant in multiple states, and taken care of my workers comp reporting so that my audit goes smoothly. I highly recommend their services.” — Golden Eagle Trucking

“We switched to Time & Pay from another payroll provider, and we have absolutely loved their complete transparency with payroll reporting and invoicing. There are no hidden fees with T&P! Their customer service and complimentary HR departments are top notch! They have been very helpful in answering any questions we have had concerning payroll or other employee issues.” — JDOG, Inc.

Partner With Experts Who Understand FedEx Contractors

Payroll is personal—and when you’re running routes and managing drivers, you need a partner you can trust. Contact Time & Pay today or call 423-854-9042 for a free consultation and see how we can simplify payroll and HR for your FedEx contracting business.

Download Our Free Guide

Understanding the New “No Tax on Tips” Provision: What Employers of Tipped Workers Need to Know

Thu, 04 Sep 2025 17:05:04 GMT

New Tax Breaks on Overtime and Tips: What Employers and Employees Need to Know

A major shift in tax policy is here, and it could mean more money in the pockets of millions of American workers — especially those who rely on tips or regularly work overtime. As part of the One Big Beautiful Bill (OBBB), signed into law on July 4, 2025, Congress introduced two key tax deductions: one for qualified tip income and another for overtime premium pay. These changes are designed to reward hard-working Americans and reduce the income tax burden on lower- and middle-income earners.

But what does this mean in practice? Let’s break it down.

No Tax on Tips: A Win for Service Industry Workers

Under the new law, workers in tipped professions — such as servers, bartenders, hotel staff, and others — can now deduct up to $25,000 in tips from their federal taxable income each year. This deduction is retroactive to January 1, 2025 , and is set to remain in effect through the end of 2028.

To qualify:

The tips must be customary and reported to the employer .
The worker must be in a recognized “tipping occupation,” such as those listed in prior IRS guidance.
The deduction begins to phase out for individuals earning more than $150,000 (or $300,000 for joint filers).

This means a server who reports $15,000 in tips could potentially deduct the full amount from their income when calculating their taxes — reducing taxable income and potentially saving hundreds or even thousands of dollars in federal taxes.

This deduction does not apply to Social Security and Medicare taxes. Those payroll taxes are still assessed on total wages, including tips.

No Tax on Overtime: Relief for Non-Exempt Employees

The law also introduces a deduction of up to $12,500 per individual (or $25,000 for joint filers) for overtime premium pay. This refers specifically to the “time-and-a-half” portion paid for hours worked beyond 40 in a week under the Fair Labor Standards Act (FLSA).

It’s important to understand what qualifies:

Only non-exempt employees (those entitled to overtime under the FLSA) can claim this deduction.
The deduction applies only to the premium portion — that is, the extra 50% above regular hourly pay.
High-income earners will see a phase-out starting at $150,000 (individuals) or $300,000 (joint filers).

For example, if an hourly worker earned $20/hour and worked 10 hours of overtime in a week, the overtime premium ($10/hour × 10 hours = $100) would be eligible for the deduction — not the full $300 in overtime pay. If that worker consistently earned similar overtime throughout the year, they could reach or exceed the maximum deduction and realize significant federal tax savings .

What This Means for Employers

Although the new deductions apply to individual tax returns, employers will play a critical role in ensuring that both workers and the IRS have accurate records.

Here are the key responsibilities employers now face:

Payroll Reporting Enhancements
Employers must update their payroll systems to separately track qualified tips and overtime premium pay . These amounts must now be clearly designated on year-end tax forms like the Form W-2 .
Form and Recordkeeping Requirements
Employers will need to include additional information on employee tax forms, including:
A breakdown of earnings by type (regular, overtime premium, tips).
Occupation codes that identify whether the employee is in a tipping role.
System and Software Updates
Payroll vendors and in-house systems must be adjusted to reflect the new codes. For 2025, a “reasonable method” grace period applies, but in future years, precision will be required.
Classification Reviews
Employers may need to re-evaluate FLSA classifications to ensure that workers are properly labeled as exempt or non-exempt. Improper classification could result in missed deductions or even penalties.
Communication and Training
HR and payroll teams should be trained on the new rules, and employers should proactively communicate with employees about the potential benefits and what information will be required at tax time.

How Employees Benefit — and What They Need to Do

These changes are being praised as a way to put more money into the hands of frontline workers, but the deductions don’t apply automatically. Employees need to take certain steps to ensure they receive the tax benefits they’re entitled to.

Maintain Accurate Records
Employees should keep good records of their reported tips and overtime hours . While much of this will be available on their W-2, they should verify it for accuracy.
Understand Eligibility Limits
High earners may not qualify, and the deductions only apply to properly classified pay. Employees paid “overtime” who are exempt under the FLSA may find their pay doesn’t count.
Prepare for Tax Filing
These deductions will likely appear as line items on Form 1040 or a new IRS schedule. Employees should consult a tax preparer or financial advisor, especially during the first year of implementation.
Track Annual Caps
Workers should be aware of the annual deduction limits and ensure they do not over-report. Overstating deductions could trigger audits or penalties.

What This Means in Dollars

According to preliminary estimates from tax experts:

A tipped worker who earns $20,000 in tips could save between $1,800–$2,200 in federal income taxes, depending on their tax bracket.
An hourly worker earning $8,000 in qualified overtime premium pay might reduce their federal taxes by around $800–$1,200 .

For households that include both tipped and overtime-earning workers, the combined benefit could reach $4,000–$5,000 annually — a significant reduction in their federal tax liability.

Final Thoughts

This new legislation signals a clear shift in tax policy — one that rewards work done during evenings, weekends, and holidays, and recognizes the financial challenges of service industry workers. For businesses, it means adjusting payroll systems, refining classifications, and improving documentation . For employees, it means paying attention to how their income is reported and taking full advantage of available tax savings .

Time & Pay is here to help employers navigate this transition. Our systems can be tailored to properly track and report eligible tip and overtime income, ensuring compliance and helping your employees take advantage of these new deductions. If you’re unsure whether your payroll processes are ready, now is the time to evaluate and prepare.

Need help tracking qualified wages and ensuring accurate reporting?
Contact Time & Pay today — we’ll help you get compliant and keep your employees informed.

Big Changes for Employers with Tipped Employees

The recently introduced One, Big, Beautiful Bill Act (OBBB Act) brings significant changes for businesses employing tipped workers. A key provision is the “no tax on tips” rule , which removes certain federal tax liabilities for qualified tips. However, not all employees or industries qualify, so it’s essential to understand how this impacts your workforce.

To qualify:

Tips must be received in an occupation that customarily and regularly received tips on or before December 31, 2024 .
Certain fields— healthcare, athletics, and the performing arts —are specifically carved out and do not qualify.
Employers must be able to identify if their employees fall into one of the designated Treasury Tipped Occupation Codes (TTOCs) .

�� Full List of Eligible Tipped Occupations

Below is the complete preliminary list of occupations the Treasury and IRS have identified as customarily tipped roles. Each entry includes the TTOC code, occupation title, description, examples, and related SOC codes . This list is expected to form the basis of official IRS regulations.

��️ Beverage & Food Service

101 – Bartenders | Mix and serve drinks (barkeep, sommelier) | SOC 35-3011
102 – Wait Staff | Serve food & beverages to patrons (cocktail waitress) | SOC 35-3031
103 – Food Servers, Nonrestaurant | Serve outside restaurant (room service, beer cart) | SOC 35-3041
104 – Dining Room & Cafeteria Attendants/Bartender Helpers | Clean, reset, assist | SOC 35-9011
105 – Chefs & Cooks | Prepare/cook meals (chef, caterer, food truck cook) | SOC 35-1011, 35-2011, etc.
106 – Food Prep Workers | Prep cold foods, slice meats | SOC 35-1012, 35-2021
107 – Fast Food & Counter Workers | Serve at counters, may prep | SOC 35-3023
108 – Dishwashers | Clean dishes & equipment | SOC 35-9021
109 – Host Staff | Welcome/seat patrons (maître d’) | SOC 35-9031
110 – Bakers | Bake breads, pastries | SOC 51-3011

�� Entertainment & Events

201 – Gambling Dealers | Operate games of chance | SOC 39-3011
202 – Gambling Change Persons & Cashiers | Exchange money, tokens | SOC 41-2012
203 – Gambling Cage Workers | Handle casino financials | SOC 43-3041
204 – Gambling & Sports Book Writers/Runners | Take bets, operate keno/bingo | SOC 39-3012
205 – Dancers | Perform dances | SOC 27-2031
206 – Musicians & Singers | Play instruments, sing | SOC 27-2042
207 – DJs (Non-Radio) | Play music for live audiences | SOC 27-2091
208 – Entertainers/Performers | Comedians, magicians, clowns | SOC 27-2099
209 – Digital Content Creators | Streamers, influencers | SOC 27-2099
210 – Ushers/Ticket Takers | Assist patrons at events | SOC 39-3031
211 – Locker/Coatroom Attendants | Provide personal item service | SOC 39-3093

�� Hospitality & Guest Services

301 – Baggage Porters/Bellhops | Handle luggage | SOC 39-6011
302 – Concierges | Assist guests with services | SOC 39-6012
303 – Hotel/Resort Desk Clerks | Register, check in/out guests | SOC 43-4081
304 – Maids & Housekeeping Cleaners | Clean hotel rooms | SOC 37-2012

�� Home Services

401 – Home Maintenance/Repair Workers | Handyman, roofer, painter | SOC 49-9071
402 – Landscaping/Groundskeeping Workers | Lawn/garden maintenance | SOC 37-3011
403 – Home Electricians | Install/repair wiring | SOC 47-2111
404 – Home Plumbers | Install/repair pipes | SOC 47-2152
405 – HVAC Mechanics/Installers | Heating/AC repair | SOC 49-9021
406 – Appliance Installers/Repairers | Fix/install household appliances | SOC 49-9031
407 – Home Cleaning Workers | House/pool/carpet cleaners | SOC 37-2012
408 – Locksmiths | Keys, locks, safes | SOC 49-9094
409 – Roadside Assistance Workers | Tow truck, tire repair | SOC 49-3023, 53-3032

�� Personal Services

501 – Personal Care & Service Workers | Aides, butlers, companions | SOC 31-1122
502 – Private Event Planners | Wedding/party planning | SOC 13-1121
503 – Private Event/Portrait Photographers | Wedding/headshot photography | SOC 27-4021
504 – Private Event Videographers | Record events | SOC 27-4031
505 – Event Officiants | Weddings/funerals officiants | SOC 21-2010
506 – Pet Caretakers | Groomers, walkers, sitters | SOC 39-2021
507 – Tutors | Academic tutoring | SOC 25-3041
508 – Nannies/Babysitters | Child care | SOC 39-9011

�� Personal Appearance & Wellness

601 – Skincare Specialists | Facials, esthetics | SOC 39-5094
602 – Massage Therapists | Therapeutic massage | SOC 31-9011
603 – Barbers/Hairdressers/Cosmetologists | Hair & barber services | SOC 39-5011
604 – Shampooers | Shampoo/rinse hair | SOC 39-5093
605 – Manicurists/Pedicurists | Nail care | SOC 39-5092
606 – Eyebrow Technicians | Threading, waxing | SOC 39-5091
607 – Makeup Artists | Design/apply looks | SOC 39-9031
608 – Fitness Trainers/Instructors | Personal/group exercise | SOC 27-1019
609 – Tattoo Artists & Piercers | Tattoos, body piercing | SOC 51-6052
610 – Tailors | Garment fitting, repair | SOC 51-6041
611 – Shoe/Leather Workers & Repairers | Cobbler, shoe shiner | SOC 39-5012

�� Recreation & Instruction

701 – Golf Caddies | Assist golfers | SOC 39-3091
702 – Self-Enrichment Teachers | Piano, art, knitting instructors | SOC 25-3021
703 – Recreational/Tour Pilots | Helicopter/balloon tours | SOC 25-3021
704 – Tour Guides/Escorts | Sightseeing/museum guides | SOC 39-7011
705 – Travel Guides | Expeditions, cruises | SOC 39-7012
706 – Sports & Recreation Instructors | Ski, dive, surf instructors | SOC 53-2012

�� Transportation & Delivery

801 – Parking/Valet Attendants | Park/tend vehicles | SOC 53-6021
802 – Taxi/Rideshare Drivers & Chauffeurs | Transport passengers | SOC 53-3054
803 – Shuttle Drivers | Scheduled route drivers | SOC 53-3053
804 – Goods Delivery People | Deliver goods/packages | SOC 53-3031
805 – Vehicle & Equipment Cleaners | Car wash/detailers | SOC 53-7061
806 – Private/Charter Bus Drivers | Motor coach/tour bus | SOC 53-3052
807 – Water Taxi/Charter Boat Workers | Operate boats | SOC 53-5022
808 – Rickshaw/Pedicab/Carriage Drivers | Bike taxis, horse carriages | SOC 53-6099
809 – Home Movers | Furniture movers | SOC 53-7062

✅ What Employers Should Do Now

Review Employee Roles – Determine if any fall under the TTOC list.
Adjust Payroll Processes – Coordinate with your payroll provider to ensure compliance with new tip tax rules.
Stay Updated – Treasury/IRS will finalize regulations soon, and some occupations may be clarified or excluded.
Educate Managers & Staff – Make sure supervisors understand how tips are treated under the new law.

�� Resources

Official Treasury & IRS Guidance (forthcoming)

Payroll on the Rocks? Why Restaurants Need to Rethink How They Handle Tipped Wages in 2025

Wed, 06 Aug 2025 17:46:52 GMT

New Tax Breaks on Overtime and Tips: What Employers and Employees Need to Know

Tue, 29 Jul 2025 14:14:16 GMT

New Tax Breaks on Overtime and Tips: What Employers and Employees Need to Know

But what does this mean in practice? Let’s break it down.

No Tax on Tips: A Win for Service Industry Workers

To qualify:

The tips must be customary and reported to the employer .
The worker must be in a recognized “tipping occupation,” such as those listed in prior IRS guidance.
The deduction begins to phase out for individuals earning more than $150,000 (or $300,000 for joint filers).

This deduction does not apply to Social Security and Medicare taxes. Those payroll taxes are still assessed on total wages, including tips.

No Tax on Overtime: Relief for Non-Exempt Employees

It’s important to understand what qualifies:

Only non-exempt employees (those entitled to overtime under the FLSA) can claim this deduction.
The deduction applies only to the premium portion — that is, the extra 50% above regular hourly pay.
High-income earners will see a phase-out starting at $150,000 (individuals) or $300,000 (joint filers).

What This Means for Employers

Although the new deductions apply to individual tax returns, employers will play a critical role in ensuring that both workers and the IRS have accurate records.

Here are the key responsibilities employers now face:

Payroll Reporting Enhancements
Employers must update their payroll systems to separately track qualified tips and overtime premium pay . These amounts must now be clearly designated on year-end tax forms like the Form W-2 .
Form and Recordkeeping Requirements
Employers will need to include additional information on employee tax forms, including:
A breakdown of earnings by type (regular, overtime premium, tips).
Occupation codes that identify whether the employee is in a tipping role.
System and Software Updates
Payroll vendors and in-house systems must be adjusted to reflect the new codes. For 2025, a “reasonable method” grace period applies, but in future years, precision will be required.
Classification Reviews
Employers may need to re-evaluate FLSA classifications to ensure that workers are properly labeled as exempt or non-exempt. Improper classification could result in missed deductions or even penalties.
Communication and Training
HR and payroll teams should be trained on the new rules, and employers should proactively communicate with employees about the potential benefits and what information will be required at tax time.

How Employees Benefit — and What They Need to Do

Maintain Accurate Records
Employees should keep good records of their reported tips and overtime hours . While much of this will be available on their W-2, they should verify it for accuracy.
Understand Eligibility Limits
High earners may not qualify, and the deductions only apply to properly classified pay. Employees paid “overtime” who are exempt under the FLSA may find their pay doesn’t count.
Prepare for Tax Filing
These deductions will likely appear as line items on Form 1040 or a new IRS schedule. Employees should consult a tax preparer or financial advisor, especially during the first year of implementation.
Track Annual Caps
Workers should be aware of the annual deduction limits and ensure they do not over-report. Overstating deductions could trigger audits or penalties.

What This Means in Dollars

According to preliminary estimates from tax experts:

A tipped worker who earns $20,000 in tips could save between $1,800–$2,200 in federal income taxes, depending on their tax bracket.
An hourly worker earning $8,000 in qualified overtime premium pay might reduce their federal taxes by around $800–$1,200 .

For households that include both tipped and overtime-earning workers, the combined benefit could reach $4,000–$5,000 annually — a significant reduction in their federal tax liability.

Final Thoughts

Need help tracking qualified wages and ensuring accurate reporting?
Contact Time & Pay today — we’ll help you get compliant and keep your employees informed.

Beware of the Form 5102 Scam: Don’t Fall for This Fake Government Notice

Fri, 27 Jun 2025 19:02:20 GMT

What Is the “Form 5102” Scam?

Businesses across the U.S. are receiving official-looking letters labeled Form 5102 – Payment Compliance Notification , supposedly issued by a government agency such as the U.S. Business Regulations Department or a similar made-up entity. The form demands payment to avoid non-compliance with federal labor or tax laws.

Let’s be clear: Form 5102 is NOT a legitimate IRS, Department of Labor, or state agency document .

These scams are designed to look urgent and official to trick businesses—especially small and mid-sized ones—into sending payments or disclosing sensitive information.

�� Red Flags to Watch Out For

Here are some warning signs that a Form 5102 notice is fake:

The letter references agencies that do not exist , such as the “U.S. Business Regulations Department.”
The form includes threatening language , warning of penalties or legal consequences if immediate action is not taken.
It demands a payment for compliance processing —typically between $90 and $150.
The envelope or return address is from a private business rather than a federal or state agency.
It urges you to respond via mail or fax to a PO box or third-party compliance service.

✅ What to Do If You Receive One

If you or your team receive a Form 5102 notice:

Do not send payment or provide any personal or business information.
Take a photo or scan of the document and report it to the Federal Trade Commission (FTC) at https://reportfraud.ftc.gov .
Let us know at Time & Pay. We’ll help you confirm whether any notices are legitimate.
Shred the document and instruct your staff not to engage with it.

�� How Time & Pay Helps Protect Your Business

Scammers target businesses because they know that payroll, compliance, and HR processes are often complicated. As your payroll partner, we stay informed about threats like these so you don’t have to.

If you ever receive an unfamiliar form or notice and aren't sure if it's real, send it to us—we’re happy to verify it for you.

�� Final Thoughts

Government impersonation scams are on the rise, and Form 5102 is just one of many tricks bad actors are using to steal money from small businesses. Stay skeptical, verify everything, and rely on trusted partners like Time & Pay to keep your business protected.

If in doubt, don’t respond—reach out.

Understanding the DOL's Reissued Opinion Letter on Independent Contractor Status — And How Time & Pay Can Help

ascheu@timeandpay.com (Andy Scheu) — Wed, 25 Jun 2025 19:16:48 GMT

What's New?

In a significant development for employers, the U.S. Department of Labor (DOL) has officially reissued a 2019 Opinion Letter that clarifies how to determine whether a worker qualifies as an independent contractor (IC) or an employee under the Fair Labor Standards Act (FLSA) . This letter, originally issued during the first Trump Administration and rescinded under the Biden Administration, has now been restored.

The Opinion Letter outlines six key factors used to evaluate a worker’s status, signaling a shift away from the more restrictive interpretations previously advanced under Democratic administrations. Employers that rely on independent contractors — or are considering converting contractors to employee roles — should take note.

The Six Factors for Independent Contractor Classification

1. Control Over the Worker’s Services

The focus is no longer on how the work is performed (as emphasized during the Obama and Biden eras), but instead on whether the business limits the worker’s ability to serve other clients or competitors. If the worker can freely operate an independent business, this leans toward contractor status.

2. Permanency of the Relationship

Previous administrations viewed long-standing working relationships as indicative of employment. However, the reissued Opinion Letter emphasizes that an ongoing relationship may still be consistent with contractor status if both parties continue to benefit from the arrangement.

3. Investment in Equipment or Facilities

This factor no longer compares the relative investments of the employer and the worker. Instead, it focuses on whether the worker provides their own tools and resources, signaling more independence and supporting IC classification.

4. Skill and Initiative

Contractors should bring specialized skills and entrepreneurial initiative to the table, rather than merely performing tasks under the company’s direction.

5. Opportunity for Profit or Loss

If the worker has control over their own profitability, such as setting rates or choosing which clients to serve, that supports IC status.

6. Integration into the Business

The final factor considers how essential the worker’s services are to the employer’s business operations. The more integrated the services, the more likely the worker is an employee.

What This Means for Employers

This Opinion Letter provides a more business-friendly framework for evaluating independent contractor relationships. It offers employers more flexibility but also greater responsibility to ensure classifications are done correctly. Misclassifying a worker can lead to wage claims, tax penalties, and legal exposure.

How Time & Pay Can Help with IC-to-Employee Transitions

For businesses that now find themselves needing to reclassify independent contractors as employees, Time & Pay is here to help make that transition smooth and compliant.

Here’s how we support employers during this critical shift:

✅ Compliant Onboarding

Our digital onboarding system ensures new employees are brought on quickly and securely, collecting all required forms (W-4s, I-9s, etc.) and automating notifications for E-Verify and state requirements.

✅ Accurate Payroll Setup

We’ll help configure employee classifications, tax withholdings, benefits eligibility, and wage calculations based on hours worked or salaries — all in line with federal and state regulations.

✅ Time & Attendance Integration

Our automated timekeeping system eliminates guesswork by accurately tracking hours worked, breaks, overtime, and PTO — essential when transitioning from project-based contractor billing to hourly wage reporting.

✅ HR Compliance Guidance

From employee handbooks to classification audits and documentation, we offer hands-on HR support to help your business stay compliant and avoid DOL audits or penalties.

✅ Seamless Data Conversion

Whether you’ve been paying contractors via 1099s or through a separate platform, we’ll help migrate historical data, issue final 1099s, and ensure accurate W-2 issuance moving forward.

Ready to Reclassify With Confidence?

As worker classification rules evolve, getting it right has never been more important . Whether you’re proactively evaluating your workforce or reacting to DOL guidance, Time & Pay has the tools and expertise to make compliance easy — and payroll personal.

Contact us today to schedule a consultation and learn how we can support your team through every step of the transition.

Simplify Payroll and Stay Grant-Ready: A Better Way Forward for Nonprofits

ascheu@timeandpay.com (Andy Scheu) — Fri, 23 May 2025 14:24:20 GMT

Running a nonprofit is hard enough. Payroll shouldn’t make it harder.

If you’re managing finances for a nonprofit organization, you already know the balancing act it takes to keep everything running smoothly: juggling grant deadlines, meeting audit requirements, and supporting a mission-driven team on a tight budget.

That’s where Time & Pay steps in.

We’ve developed a payroll solution built specifically for nonprofits—designed to reduce administrative burden, increase compliance accuracy, and improve operational efficiency from the inside out.

Why Nonprofit Payroll Is Different

Unlike for-profit companies, nonprofits must adhere to strict reporting standards, often breaking down payroll data by grant, fund, or program. One error can jeopardize funding or delay critical reimbursements. That’s why nonprofits need a partner that understands these unique demands—and can deliver tools that make the process easier.

Built for Organizations Like Yours

Time & Pay’s nonprofit payroll platform includes:

�� Grant-specific reporting that eliminates manual spreadsheets

�� Integrated timekeeping to track employee hours accurately and transparently

✅ Automated tax filings and compliance alerts to reduce audit risk

�� On-demand local support from experts who understand your mission

�� On-demand pay options to improve employee satisfaction and retention

Whether you’re processing payroll for a youth outreach center or managing grant funds for a food bank, our tools help ensure accuracy and accountability—without the overwhelm.

Our clients consistently highlight the difference personalized support and nonprofit-specific features have made for their teams.

Spend More Time on Your Mission—Not on Payroll

We know that every minute you spend untangling payroll or compliance issues is a minute away from serving your community. Time & Pay gives you the confidence to know your payroll system is working as hard as you are.

�� Ready to streamline your payroll? Visit our nonprofit page to learn more:

Explore Time & Pay’s Nonprofit Payroll Services

Streamline Payroll and Accounting with Time & Pay's QuickBooks Integration

ascheu@timeandpay.com (Andy Scheu) — Thu, 03 Apr 2025 21:45:03 GMT

Eliminate Manual Entries with Our Seamless QuickBooks Online Integration

Managing payroll can be a complex and time-consuming task for businesses of all sizes. At Time & Pay, we understand the importance of efficient and accurate payroll processing. That's why we've developed a seamless integration with QuickBooks Online, ensuring that once your payroll is processed, all relevant information flows directly into your QuickBooks general ledger. This integration simplifies your accounting processes, reduces manual data entry, and minimizes the risk of errors.

How Our Integration Works

Our QuickBooks integration is designed with user-friendliness and efficiency in mind:

Seamless Data Transfer: After each payroll run, employee wages, taxes, and deductions are automatically transferred to your QuickBooks Online account, updating your general ledger without any manual intervention.

Customizable Account Mapping: We work with you to map your payroll items to the appropriate accounts in QuickBooks, ensuring that your financial statements accurately reflect your payroll expenses.

Why Choose Time & Pay's Integration?

Time & Pay offers integration with QuickBooks Online, allowing for automatic synchronization of payroll data. Users can connect their online account to QuickBooks, map their chart of accounts, and choose sync preferences.

While other payroll providers like Gusto and ADP offer QuickBooks integrations, Time & Pay provides a personalized approach tailored to your business needs. With Time & Pay, you benefit from a solution that combines advanced technology with personalized service, ensuring your payroll and accounting processes are as efficient and accurate as possible.

Get Started Today

Experience the ease and efficiency of Time & Pay's QuickBooks integration. Contact us to learn more about how we can streamline your payroll and accounting processes, saving you time and reducing the potential for errors.

Free Guide: 10 Ways to Optimize Payroll

Thu, 06 Mar 2025 16:49:03 GMT

Unlock the Secrets to Optimizing Your Payroll Process

In today’s fast-paced business environment, an efficient payroll system isn’t just a luxury—it’s a necessity. At Time & Pay, we understand that optimizing payroll goes beyond reducing processing times; it’s about enhancing accuracy, ensuring compliance, and creating a seamless experience for your employees. Our latest presentation, "10 Ways to Optimize Payroll," is designed to guide you through actionable, proven strategies backed by case studies and industry surveys.

Why Optimize Payroll?

A well-optimized payroll system leads to:

Reduced Errors : Automation and streamlined processes decrease manual entry mistakes.

Improved Efficiency : Standardized workflows and integrated systems cut processing times significantly.

Enhanced Compliance : Up-to-date software ensures your business stays in line with regulatory standards.

Empowered Employees : Self-service portals and transparent processes boost employee satisfaction and engagement.

What You’ll Discover in the Presentation

Our comprehensive presentation covers 10 proven strategies that can transform your payroll operations. Here’s a sneak peek at what you’ll learn:

Embracing Automation : Discover how automating routine tasks can reduce manual errors and free up valuable time.

Streamlining Workflows : Learn techniques to map and simplify your payroll processes for better consistency.

Enhancing Data Accuracy : Find out how integrating your systems can lead to more reliable payroll data.

Ensuring Compliance : Get insights into the latest regulatory requirements and how to stay compliant.

Leveraging Self-Service Tools : See how empowering employees with self-service options can reduce administrative burdens.

Integrating Systems : Understand the benefits of a unified platform for payroll, HR, and time management.

Strengthening Security : Learn the best practices for protecting sensitive payroll data.

Optimizing Tax Filing : Discover how to simplify tax filing with automated tools and real-time reporting.

Utilizing Analytics : Find out how data-driven insights can help you continually improve your payroll operations.

Fostering Continuous Improvement : Learn why ongoing training and feedback are key to long-term success.

Each section of the presentation is supported by evidence from case studies and industry surveys, ensuring that every strategy is both practical and proven.

How Time & Pay Can Help

At Time & Pay, we’re not just about sharing insights—we’re here to help you implement them. Our advanced payroll solutions are designed to address each of these optimization strategies, ensuring that your payroll process is efficient, accurate, and fully compliant. With our dedicated support and cutting-edge technology, you can transform your payroll operations and achieve measurable improvements.

Ready to Transform Your Payroll?

Don’t miss out on the opportunity to revolutionize your payroll process. Download our presentation now and start your journey towards a more efficient, error-free payroll system. Discover how Time & Pay can be your partner in creating a payroll process that truly works for your business.

Alternatives to ADP: Why Time & Pay May Be A Better Fit For Your Business

ascheu@timeandpay.com (Andy Scheu) — Thu, 16 Jan 2025 20:12:10 GMT

ADP vs. Time & Pay: Which Payroll Provider Is Right for Your Business?

When it comes to payroll and HR solutions, businesses often find themselves comparing providers to determine the best fit for their needs. ADP is one of the largest and most well-known payroll providers, but many businesses are discovering that smaller, more personalized providers like Time & Pay can offer significant advantages. In this blog, we’ll compare and contrast ADP and Time & Pay to help you make an informed decision.

Overview of ADP and Time & Pay

ADP :

Over 70 years of experience in payroll and HR solutions.
A global company serving businesses of all sizes.
Offers a wide range of services, including payroll, HR, compliance, and benefits administration.

Time & Pay :

Over 30 years of experience providing payroll and HR solutions.
Headquartered in Johnson City, TN, with a focus on businesses across the country.
Specializes in personalized, local service tailored to small and medium-sized businesses.

Feature-by-Feature Comparison

Customer Service:

ADP - Call Center Support, often routed to multiple agents.

T&P - Dedicated representatives for personalized support.

Pricing:

ADP - Customers have complained about hidden or unexpected fees.

T&P - Transparent pricing with no hidden fees.

Technology:

ADP - Advanced platform with many features, but can be complex and unnecessary for small businesses.

T&P - User-friendly solutions designed for simplicity and efficiency

Customization:

ADP - Limited customization options for small businesses.

T&P - Tailored processes to fit clients schedule and skill set.

Focus on Local Needs:

 ADP - Global scale but lacks a local focus other than sales.

T&P - Deep understanding of local markets and compliance requirements.

Pros and Cons

ADP :

Pros :
Industry-leading technology and resources.
Scalable solutions for businesses of all sizes.
Cons :
Less personalized service; customers may feel like a number.
Higher costs in most markets.

Time & Pay :

Pros :
Local expertise with a focus on personalized service.
Competitive pricing, ideal for small to medium-sized businesses.
Cons :
Smaller scale, but this allows for more focused attention on clients.

When to Choose Time & Pay Over ADP

Time & Pay may be the better choice for your business if:

You value personalized service: Unlike ADP’s call center model, Time & Pay assigns a dedicated representative who knows your business inside and out.
You’re a small or medium-sized business: Time & Pay’s solutions are tailored to meet the unique needs of businesses like yours.
You’re located in Tennessee or Virginia: Time & Pay’s deep understanding of local markets and compliance requirements ensures you’re covered.
You want transparent pricing: With no hidden fees, Time & Pay’s pricing structure is straightforward and budget-friendly.

Client Success Stories

Many businesses have made the switch from ADP to Time & Pay and experienced remarkable benefits. Here’s what one client had to say:

"I was with ADP previously and have never regretted my decision of switching to

Time & Pay! They have been fantastic to work with and also quick to customize solutions for my business." - Dr. J. S., DMD, MPH, DHEd - Sturgill Orthodontics

Make the Switch to Time & Pay Today

If you’re looking for a payroll provider that combines cutting-edge technology with the personalized service your business deserves, Time & Pay is here to help. Contact us today to learn more about how we can simplify your payroll and HR processes while saving you time and money.

Ready to see the difference for yourself? Schedule a consultation today or call us at 423-854-9042. Let’s work together to streamline your payroll and HR needs!

ACA Reporting Made Easier: Key Updates Every Employer Needs to Know for 2025

ascheu@timeandpay.com (Andy Scheu) — Fri, 10 Jan 2025 19:23:07 GMT

Going Paperless: What Employers Need to Know About the New ACA Reporting Rules

On December 23, 2024, President Biden signed into law two significant pieces of legislation aimed at streamlining Affordable Care Act (ACA) reporting requirements for employers: the Paperwork Reduction Act (PRA) and the Employer Reporting Improvement Act (ERIA). These laws introduce several changes that will affect Applicable Large Employers (ALEs) and other entities responsible for furnishing Forms 1095-B and 1095-C to individuals.

Key Provisions of the Paperwork Reduction Act (PRA):

• Simplified Form Furnishing: Employers can satisfy the requirement to furnish Forms 1095-B or 1095-C by providing a clear, conspicuous, and accessible notice to employees, informing them that they can request a copy of the form. Upon request, the employer must provide the form by the later of January 31 of the following year or within 30 days of the request.

• Effective Date: These changes apply to forms for the calendar year 2024, which are due in 2025.

• Electronic Filing Requirement: ALEs must continue to electronically file forms with the IRS.

• State-Specific Requirements: The federal provisions do not override any state-specific requirements; employers must continue to comply with state mandates regarding form furnishing.

Key Provisions of the Employer Reporting Improvement Act (ERIA):

• Electronic Form Delivery: Employers are permitted to furnish Forms 1095-B and 1095-C electronically, provided they obtain the employee's consent.

• Alternate Information Use: If an individual's Social Security Number (SSN) is unavailable, employers may use the individual's date of birth for Form 1095-B or 1095-C reporting. However, this exception does not apply to Form 1095-C for employees.

• Extended Response Time: The response time for initial Employer Shared Responsibility Payment (ESRP) letters has been extended

If you are a Time & Pay client would like to participate in paperless deliver, please let your CSR at Time & Pay know ASAP via email. If you do choose to participate, we have provided examples of the required Employee Notices below. Please make any edits necessary in order to provide accurate instructions based on your organization’s delivery process.

Reference: SyncStream

Simplify Payroll with Expert Service in Morristown, TN

Thu, 12 Dec 2024 20:25:15 GMT

Why Morristown Businesses Rely on Time & Pay for Payroll Services

Running a business in Morristown, TN , means juggling many responsibilities. From managing employees to ensuring compliance with payroll regulations, it can quickly become overwhelming. That’s where Time & Pay steps in to simplify payroll management and help your business thrive.

Comprehensive Payroll Solutions for Morristown Businesses

At Time & Pay, we understand the unique challenges faced by businesses in Morristown. Whether you’re managing a small team or a large workforce, our payroll services are designed to ensure accuracy, compliance, and efficiency. Here’s what sets us apart:

Accurate and Timely Payroll Processing
Mistakes in payroll can lead to dissatisfaction and potential fines. Our system ensures precision and timely delivery, so your employees are paid correctly and on time—every time.
Tax Compliance Made Easy
Payroll tax regulations are complex and ever-changing. Time & Pay helps Morristown businesses stay compliant with local, state, and federal tax laws, reducing stress and minimizing risk.
Customized Solutions
No two businesses are the same. We offer tailored payroll services to meet the unique needs of Morristown’s diverse industries.

Supporting Local Morristown Businesses

Time & Pay has been serving businesses in Tennessee for over 30 years, and we’re proud to extend our services to Morristown. Less than an hour away, our local expertise allows us to provide solutions that are not just effective but also aligned with the needs of our community.

Why Choose Time & Pay for Your Payroll Needs?

When you partner with Time & Pay, you’re choosing a company that prioritizes your success. Our team of experts works closely with you to ensure every aspect of your payroll is handled professionally. Here’s what you can expect:

User-Friendly Technology: Our advanced payroll system integrates seamlessly with your processes.
Reliable Support: Our team is always ready to answer your questions and provide assistance.
Peace of Mind: Focus on growing your business while we handle the complexities of payroll.

Ready to Simplify Payroll? Contact Us Today!

Don’t let payroll processing take away valuable time and energy from your core business operations. Contact Time & Pay today to learn more about how we can support your business in Morristown, TN. Let us take the stress out of payroll, so you can focus on what you do best.

Elevate Your Business with Tailored Payroll Services in Asheville, NC

ascheu@timeandpay.com (Andy Scheu) — Wed, 11 Dec 2024 14:39:41 GMT

Simplifying Payroll for Asheville's Diverse Business Community

Nestled in the heart of the Blue Ridge Mountains, Asheville, NC, is home to a thriving community of businesses, from bustling breweries and innovative startups to long-standing retail and service providers. At Time & Pay, we understand that running a business in such a dynamic environment requires efficient and accurate payroll solutions tailored to meet the unique needs of Asheville’s vibrant economy. That’s why we are excited to announce the launch of our new webpage dedicated to promoting payroll services in Asheville, NC.

Why Choose Time & Pay for Payroll Services in Asheville?

Time & Pay brings over 30 years of expertise to the table, offering comprehensive payroll and HR solutions that save time, ensure compliance, and streamline operations. We specialize in working with businesses of all sizes and across industries, understanding that no two organizations are the same. With our advanced technology and personalized customer service, we make payroll processing stress-free so you can focus on what you do best—growing your business.

Key features of our payroll services include:

Accurate Payroll Processing: Ensuring timely and precise payment for your employees.
Compliance Support : Helping you stay compliant with federal, state, and local tax regulations.
Employee Self-Service Portals : Empowering your team with easy access to pay stubs and tax forms.
Direct Deposit Options : Streamlining payment distribution.
Custom Reporting : Gaining insights into labor costs and other key payroll metrics.

Supporting Asheville’s Businesses

Asheville’s business landscape is as diverse as its residents, and our payroll solutions reflect that diversity. Whether you’re running a craft brewery in the South Slope District, a boutique in Biltmore Village, or a tech startup downtown, our services are designed to meet your specific needs.

We’re not just about crunching numbers. Time & Pay is committed to fostering the growth of Asheville businesses by providing tools and resources that simplify payroll management. Our team stays ahead of changing regulations, ensuring your business remains compliant and your employees are paid accurately and on time.

Visit Our New Asheville Payroll Services Page

To better serve the Asheville community, we’ve created a dedicated webpage highlighting our services for local businesses. On this page, you’ll find detailed information about how Time & Pay can support your payroll, HR, and timekeeping needs. We’ve also included helpful resources and contact options to make it easy for Asheville businesses to get started.

Check out the page here: Payroll Services in Asheville, NC

Let Time & Pay Help Your Business Thrive

At Time & Pay, we’re passionate about helping Asheville businesses succeed. Our team is ready to partner with you to tackle your payroll challenges and build a solid foundation for your company’s growth.

Take the first step today. Visit our Asheville payroll services page or contact us to learn how we can tailor our solutions to fit your needs. Together, we can make payroll one less thing you have to worry about—so you can focus on what truly matters.

Navigating WOTC Made Easy

Mon, 25 Nov 2024 21:50:16 GMT

Explore the Work Opportunity Tax Credit process to understand how eligible employers can benefit from hiring veterans and others facing employment challenges.

Smart Onboarding Pays Off

Wed, 20 Nov 2024 21:49:49 GMT

Smart Onboarding: Saving Money with Tax Credit Screening

Hiring new team members is an exciting endeavor! It's a chance to grow and bring fresh talents into your team. But did you know this process can also save your business money? That's where Time & Pay Solutions steps in. This handy system helps companies streamline their onboarding while taking advantage of available tax credits. By integrating tax credit screening, businesses can simplify hiring and enjoy financial perks that ease the cost of bringing in new employees. Let's dive into how Time & Pay Solutions can make your onboarding process more efficient and beneficial!

WOTC Made Easy

Tue, 12 Nov 2024 21:28:00 GMT

Streamlining Onboarding with Tax Credit Screening: A Smart Approach

When you're bringing new employees on board, there's more to consider than just their job roles. One opportunity you shouldn't miss is screening for potential tax credits during the onboarding process. With Time & Pay Solutions' system, this task becomes a breeze, helping businesses access valuable financial incentives while making the new hire experience smooth and efficient.

Preparing for Potential Tax Changes: How Election Results Could Impact Your Payroll Process

ascheu@timeandpay.com (Andy Scheu) — Wed, 06 Nov 2024 20:42:07 GMT

Navigating Proposed Payroll Changes: How Trump’s Tax Plans on Tips, Overtime, and Social Security Could Reshape Payroll Processes for Businesses

In the evolving landscape of U.S. tax policy, President Donald Trump has proposed several changes that could significantly impact payroll processes for businesses. These proposals include eliminating taxes on tips, overtime pay, and Social Security benefits. Understanding these potential changes is crucial for companies to adapt their payroll systems accordingly.

1. Elimination of Taxes on Tips

Trump has suggested exempting workers' tips from federal taxation, aiming to increase take-home pay for employees in the service and hospitality sectors. This proposal could simplify payroll calculations by removing the need to withhold income taxes on reported tips. However, it may also reduce contributions to Social Security and Medicare, as these programs are funded through payroll taxes. Businesses would need to adjust their payroll systems to accommodate these changes and ensure compliance with updated tax regulations.

2. Removal of Taxes on Overtime Pay

Another proposal involves eliminating taxes on overtime earnings. This change would require payroll systems to differentiate between regular and overtime wages, applying tax exemptions accordingly. While this could incentivize employees to work additional hours, it would necessitate updates to payroll software and processes to accurately reflect the tax-exempt status of overtime pay.

3. Exemption of Social Security Benefits from Taxation

Trump has also proposed ending federal taxes on Social Security benefits for seniors. For businesses, this change would primarily affect payroll processes related to retirement planning and benefits administration. Companies would need to update their systems to reflect the non-taxable status of Social Security benefits, ensuring accurate withholding and reporting for employees nearing retirement.

Implications for Payroll Processing

Implementing these tax changes would require businesses to:

Update Payroll Software: Ensure systems can accurately apply new tax exemptions for tips, overtime, and Social Security benefits.
Train Payroll Staff: Educate employees on the new tax regulations and their implications for payroll processing.
Communicate with Employees: Inform staff about how these changes affect their take-home pay and benefits.
Monitor Compliance: Stay abreast of legislative developments to maintain compliance with federal tax laws.

While these proposals aim to increase workers' net income, they also present challenges for payroll management. Businesses must proactively adapt their payroll processes to accommodate these potential changes, ensuring seamless operations and compliance with evolving tax regulations.

How We Can Help

At Time & Pay, we’re dedicated to guiding our clients through complex tax and payroll adjustments with precision and expertise. As industry professionals, we understand the nuances of regulatory changes and how they affect payroll processes. With Trump’s proposed tax reforms, our team is committed to ensuring a seamless transition for your business, whether it’s adjusting payroll calculations for exempt overtime and tips or managing changes in Social Security benefits taxation. We’ll update payroll software, provide comprehensive training for your team, and offer clear, ongoing communication to keep you informed and compliant. As your trusted partner, Time & Pay is here to reduce the administrative burden on your team, streamline payroll adjustments, and maintain accuracy every step of the way, so you can focus on growing your business with confidence.

Streamline HR with Time & Pay

Fri, 18 Oct 2024 17:45:23 GMT

Streamline HR tasks with Time & Pay's intuitive system, enhancing efficiency from onboarding to payroll while ensuring seamless document access and user-friendly support.

Partner Profile: Qualified Plan Administrators, Inc.

Fri, 18 Oct 2024 12:50:58 GMT

Navigating Retirement Plans with Qualified Plan Administrators, Inc.

Contact QPA

Prepare to Onboard With These Easy Onboarding Steps

Wed, 16 Oct 2024 18:42:36 GMT

Streamlining Employee Onboarding: Setting Up for Success

Starting a new job is a moment filled with excitement and a few jitters. Onboarding plays a crucial role in helping new employees settle in and find their footing. Done right, it makes them feel welcomed and part of the team, all while boosting productivity and engagement. Let's take a closer look at the essential steps, tools, and benefits of successful onboarding, to set the stage for a rewarding work experience.

Learn More About Smooth Onboarding

Smooth Onboarding Made Easy

Tue, 15 Oct 2024 14:04:34 GMT

Streamline the onboarding process with Time and Pay's innovative tool, enhancing new hire engagement and boosting HR efficiency through automation and centralized document management.

Weathering the Storm: Your Employer's Guide to Post-Hurricane Recovery

ascheu@timeandpay.com (Andy Scheu) — Mon, 30 Sep 2024 20:59:58 GMT

Navigating the Storm: A Guide for Employers in the Wake of Hurricane Helene

When disaster strikes, businesses face a whirlwind of challenges. Hurricane Helene has left its mark on the Southeast, and employers are grappling with questions about employee rights, safety concerns, and how to support their workforce during this tumultuous time. Let's dive into some practical advice and legal insights to help you weather the storm and emerge stronger on the other side.

Safety First: Can Employees Refuse to Work?

Picture this: your office building has taken a beating from Helene, and some of your team members are hesitant to return. What are your rights as an employer, and what about your employees' rights?

According to OSHA guidelines, employees have the right to voice concerns about unsafe working conditions. If there's a clear risk of serious harm, they may even have legal grounds to refuse work. As an employer, it's crucial to take these concerns seriously and address them promptly.

Pro tip: Create an open channel for employees to report safety issues, and have a plan in place to quickly assess and mitigate risks. This proactive approach can help prevent conflicts and keep everyone safe.

Family Matters: Navigating Leave Requests

In the aftermath of Helene, you might see an uptick in leave requests. Some employees may need time off to deal with personal losses or care for family members. Here's where the Family and Medical Leave Act (FMLA) comes into play.

The FMLA could protect employees who develop a serious health condition or need to care for a family member with such a condition as a result of the hurricane. But remember, you're not limited to just following the letter of the law. Consider offering personal leave on a case-by-case basis to support your team during this challenging time.

Real-world example: After Hurricane Sandy, many companies in the Northeast offered additional paid leave to affected employees, boosting morale and loyalty in the long run.

Heroes in the Making: Supporting Relief Workers

Some of your employees might feel called to help with relief efforts. If they're officially called to serve as relief workers, they may be protected under the Uniform Services Employment and Re-employment Rights Act (USERRA). This broad statute safeguards the employment rights of those who serve in various capacities, including disaster relief.

For those who want to volunteer but aren't officially called up, you're not legally obligated to provide leave. However, allowing employees to participate in relief efforts can boost company morale and contribute to community recovery.

Idea spark: Consider organizing a company-wide volunteer day to help with local relief efforts. It's a great way to give back and build team spirit.

Financial Lifelines: How Employers Can Help

When employees lose homes or face significant property damage, they may turn to you for help. Here are four ways you can provide financial assistance:

Loans and Hardship Distributions: The IRS often relaxes rules for loans and hardship distributions from retirement plans for disaster victims. Check the IRS website for the latest guidance.
401(k) Plan Amendments: You can amend your 401(k) plans to allow hardship distributions for disaster-related expenses and losses.
Leave-Sharing Programs: Set up a system where employees can donate their unused paid time off to colleagues in need. Just make sure to structure it carefully to avoid tax implications for donors.
Charitable Foundation: For a long-term solution, consider establishing a 501(c)(3) foundation. This allows tax-deductible contributions from employees, families, and other entities to support affected staff.

Creative approach: One tech company in Florida set up a "Hurricane Help" Slack channel where employees could offer spare rooms, supplies, or assistance to affected colleagues.

Payroll Puzzles: Who Gets Paid and When?

The Fair Labor Standards Act (FLSA) is your guidepost here. For non-exempt employees, you're generally only required to pay for hours actually worked. Exempt employees, however, usually need to be paid their full salary if they perform any work during the workweek.

Here's a quick cheat sheet:

Non-exempt employees: Pay for hours worked
Exempt employees: Full salary if any work is done in the workweek
Business closed, exempt employee ready to work: May need to be paid
Employee takes personal day off: No pay required

Remember, while the FLSA doesn't regulate paid time off, your company policies and state laws might. Always double-check before making decisions about charging time to vacation or PTO balances.

Suspension of Operations: Are You Liable?

If Helene forces you to suspend operations without notice, you're probably in the clear legally. However, it's crucial to issue appropriate notices as soon as possible. The Worker Adjustment and Retraining Notification (WARN) Act requires certain large employers to provide notice for plant closings or mass layoffs, even in natural disasters.

Best practice: Develop a communication plan for emergency closures. Use multiple channels (email, text, company app) to ensure all employees are informed quickly.

Wrapping Up: Your Action Plan

Navigating the aftermath of Hurricane Helene is no small feat, but with the right approach, you can support your employees and keep your business on track. Here's your quick action plan:

Prioritize safety: Address concerns promptly and create clear safety protocols.
Be flexible with leave: Consider both legal requirements and compassionate exceptions.
Support relief efforts: Encourage and facilitate employee involvement in community recovery.
Offer financial assistance: Explore options like hardship distributions and leave-sharing programs.
Stay compliant: Keep FLSA and WARN Act requirements in mind when making payroll and operational decisions.
Communicate clearly: Keep your team informed about policies, closures, and available support.

Remember, how you handle this crisis can have a lasting impact on your company culture and employee loyalty. By approaching these challenges with empathy, clarity, and a solid understanding of your legal obligations, you can turn this difficult time into an opportunity to strengthen your team and your business.

Need more guidance? Don't hesitate to reach out to legal experts or HR consultants specializing in disaster preparedness. SESCO Management Consultants also provided answers to more Frequently Asked Questions here.

After all, as we navigate these stormy waters, we're all in this together.

Streamline Your Workplace: The Power of Smart Document Management

ascheu@timeandpay.com (Andy Scheu) — Fri, 27 Sep 2024 14:22:42 GMT

Ever feel like you're drowning in a sea of paperwork? You're not alone. In today's fast-paced business world, managing documents efficiently is crucial. Let's dive into how modern document management systems are revolutionizing the way we handle workplace documentation.

Say Goodbye to Paper Chases

Remember the days of chasing employees for signatures on important documents? Those days are over. As noted in our recent research, "Documents here can have a signature page attached so that the employee can acknowledge that they've read the document." This simple feature is a game-changer for HR professionals and managers.

Customization is King

One size doesn't fit all when it comes to workplace documents. That's why the ability to "build custom documents that employees can fill out and sign" is so valuable. This flexibility allows you to tailor forms to your specific needs, ensuring you capture all the necessary information without unnecessary fluff.

The Remote Work Revolution

With more people working from home than ever before, digital document management isn't just convenient – it's essential. Electronic signatures and customizable forms are becoming the norm, reflecting a broader shift towards digital workplace practices.

Beyond Basic Document Management

Smart document systems do more than just store files. They:

Streamline workflows by reducing follow-ups
Ensure compliance by tracking acknowledgments
Foster accountability through clear record-keeping
Enhance employee engagement with user-friendly interfaces

Real-World Impact

Let's look at a quick case study. TechCorp, a mid-sized software company, implemented a new document management system last year. The results?

50% reduction in time spent on document-related tasks
95% improvement in on-time policy acknowledgments
30% increase in employee satisfaction with HR processes

Tips for Getting Started

Ready to level up your document game? Here are some quick tips:

Assess your current pain points in document management
Look for systems that offer both signature tracking and customization
Consider integration capabilities with your existing tools
Don't forget about user experience – employees should find it easy to use
Start small – pick one process to digitize first, then expand

What's Next?

The world of document management is evolving rapidly. From AI-powered form filling to blockchain-verified signatures, the future looks exciting. Stay tuned to our blog for the latest trends and tips.

Ready to transform your document processes? Click here to learn more about cutting-edge document management solutions .

Remember, in the digital age, smart document management isn't just about going paperless – it's about empowering your team to work smarter, not harder. Let's make drowning in paperwork a thing of the past!

Streamline Payroll with Local Expertise in Elizabethton, TN

ascheu@timeandpay.com (Andy Scheu) — Wed, 25 Sep 2024 20:25:55 GMT

Payroll Services Designed for Elizabethton’s Growing Businesses

For businesses in Elizabethton, TN, managing payroll efficiently is key to smooth operations. Time & Pay, with over 30 years of experience, provides tailored payroll solutions to meet the unique needs of companies in the region. Whether you're a small business or a growing enterprise, our services ensure that payroll processing is seamless, compliant, and cost-effective.

Why Choose Time & Pay for Payroll Services in Elizabethton?

Local Expertise: Headquartered in Johnson City, Time & Pay understands the local market. We know the specific challenges Elizabethton businesses face and have the knowledge to help you stay compliant with Tennessee payroll regulations.
Comprehensive Payroll Solutions: Our services go beyond processing paychecks. We offer:
Automated time tracking to minimize errors.
Employee self-service portals for added convenience.
Employee self-service portals for added convenience.
Dedicated Customer Support: Our team is committed to providing personalized service. We’re always available to help Elizabethton businesses with any payroll-related questions or issues that arise.

How Time & Pay Benefits Elizabethton Businesses

Accuracy and Efficiency: Avoid costly payroll mistakes with our automated system that ensures every paycheck is accurate and on time.
Tax Compliance: Keep your business in line with local and federal payroll tax requirements. We handle all the filing and paperwork for you.
Save Time and Resources: Focus on growing your business while we manage your payroll processes.

Payroll Solutions for Every Type of Business

No matter your industry, Time & Pay can customize a payroll solution that fits your business. From restaurants and retail to professional services, we help Elizabethton companies of all sizes maintain efficient payroll operations.

Get Started with Time & Pay in Elizabethton

If you're looking to streamline your payroll process, improve accuracy, and ensure compliance with payroll laws, Time & Pay is here to help. Our local expertise and decades of experience make us the top choice for payroll services in Elizabethton, TN.

Boost your business’s efficiency— Contact Time & Pay today !

Learn more about Payroll Services in Elizabethton, TN

Revolutionize Your Hiring: Balancing Automation and Inclusivity for Equal Opportunity

Mon, 23 Sep 2024 14:02:08 GMT

Streamlining Equal Opportunity: The Smart Way to Onboard

In today's fast-paced business world, HR professionals and business owners are constantly looking for ways to improve their hiring processes. But how do you balance efficiency with compliance and inclusivity? Let's dive into some game-changing strategies that are reshaping the way we approach equal opportunity in hiring.

The Equal Opportunity Trifecta: Compliance, Automation, and Inclusivity

When it comes to equal employment opportunity (EEO) information, getting it right is crucial. But it's not just about ticking boxes—it's about creating a fair and welcoming environment for all potential employees.

Compliance: More Than Just Paperwork

Complying with EEO laws isn't just a legal requirement; it's a reputation builder. Companies that prioritize fair hiring practices often see improved company culture and public perception. It's a win-win situation that goes beyond avoiding legal troubles.

Inclusivity: Bridging the Digital Divide

But what about candidates who aren't tech-savvy or lack access to digital tools? Implementing an onboarding system that allows you to assist new hires without access to a computer or smart phone is crucial to ensuring that technology enhances rather than hinders equal opportunity.

Practical Steps for a More Inclusive Hiring Process

The Future of Equal Opportunity in Hiring

As we look ahead, the intersection of technology and inclusivity will continue to shape hiring practices. Companies that can balance automation with a human touch will likely see the best results in building diverse, talented teams.

Remember, every step towards a more inclusive hiring process is a step towards a stronger, more dynamic workforce. It's not just about following rules—it's about creating opportunities for everyone to shine.

Ready to take your hiring process to the next level? Start by evaluating your current practices and identifying areas where you can implement these strategies. Your future employees (and your company's success) will thank you!

Inclusive Hiring: A Win-Win for Employers and Job Seekers

ascheu@timeandpay.com (Andy Scheu) — Thu, 19 Sep 2024 18:16:56 GMT

Unlock Hidden Talent While Boosting Your Bottom Line

Did you know that hiring from certain underrepresented groups could save your company up to $9,600 in Work Opportunity Tax Credits? That's right - not only can you diversify your workforce, but you can also boost your bottom line. Let's dive into how inclusive hiring practices can benefit both employers and job seekers.

The Hidden Talent Pool

Certain groups of potential employees face significant barriers when job hunting, but they also represent a wealth of untapped potential for employers.

Who Are We Talking About?

Veterans with valuable skills and discipline
Ex-felons looking for a second chance
Residents of empowerment zones eager to contribute to their communities

The $9,600 Question

Employers can receive tax credits of up to $9,600 for hiring individuals from these groups. That's a significant incentive to consider candidates you might have overlooked before.

How It Works

Hire qualified individuals from target groups
Collect and file necessary documentation
Submit with your tax return

Beyond the Bottom Line

While the financial incentives are attractive, the benefits of inclusive hiring go far beyond tax credits:

Diverse perspectives lead to innovation
Improved company reputation
Stronger community relations

Streamlining the Process

"You can automate background checks and the process of claiming work opportunity tax credits through Time & Pay's onboarding system" our source points out. This is just one way to make inclusive hiring more efficient. Consider these other strategies:

Implement automated background check systems
Partner with local nonprofits for job training programs
Collect and analyze equal employment opportunity data to refine your hiring practices

Watch this video to see how our Hire & Onboarding system simplifies the process of finding and claiming Work Opportunity Tax Credits!

Taking Action

Ready to make a difference while boosting your business? Here are some steps you can take:

Review your current hiring practices
Reach out to local organizations supporting veterans and ex-felons
Implement an effective onboarding system with WOTC services
Train your HR team on inclusive hiring practices

The Big Picture

Inclusive hiring isn't just about tax credits or filling positions. It's about creating a more equitable workforce and giving opportunities to those who need them most. As one HR professional put it, "When we open doors for others, we open new possibilities for our own success."

Ready to transform your hiring practices and make a real difference? Learn more about inclusive hiring strategies and tax incentives here.

The Smart Employer's Guide to the Work Opportunity Tax Credit

ascheu@timeandpay.com (Andy Scheu) — Tue, 17 Sep 2024 14:00:26 GMT

WOTC Is Win-Win

Did you know you could save thousands on taxes just by hiring from certain groups? Welcome to the world of the Work Opportunity Tax Credit (WOTC), a federal program designed to reward inclusive hiring practices. Let's dive into how this credit can benefit your business and contribute to a more diverse workforce.

What's the WOTC All About?

The WOTC is a federal tax credit for employers who hire individuals from specific targeted groups that have historically faced barriers to employment. It's not just a feel-good initiative; it's a smart business move. In 2020 alone, 1.6 million WOTC certifications were issued, highlighting the program's growing popularity among savvy employers.

"Employers may meet their business needs and claim a tax credit if they hire an individual who is in a WOTC targeted group."

Show Me the Money: Tax Credit Details

Here's where it gets exciting. Depending on the targeted group and the wages paid, your business could receive a tax credit ranging from $2,400 to $9,600 per eligible employee. That's a significant chunk of change that could directly impact your bottom line.

"The credit available ranges from $2,400 up to $9,600, depending on the targeted group and qualified wages paid to the new employee."

How to Get Started

Identify Eligible Candidates: Look for job seekers from WOTC target groups.
Get Certified: You'll need to secure certification for each eligible new hire.
File for the Credit: Include the credit when filing your business taxes.

Watch this video to see how our Hire & Onboarding system helps claiming Work Opportunity Tax Credits easy!

Finding Your Next Star Employee

American Job Centers (AJCs) are your secret weapon in connecting with eligible candidates. These centers can help you recruit talent, host job fairs, and even conduct skills assessments. It's like having a free HR department at your fingertips!

"AJCs can assist employers in recruiting talent, hosting job fairs, conducting skills assessments..."

Ready to Boost Your Business and Make a Difference?

By tapping into the WOTC and related programs, you're not just saving money – you're contributing to a more inclusive workforce and giving opportunities to those who might otherwise be overlooked. It's a win-win situation that benefits your business, your employees, and society as a whole.

Time & Pay's Hire & Onboarding system can help you screen for WOTC-eligible candidates, and even help you claim these credits with just a few clicks! What was once an overwhelming, tedious task with hours of paperwork is now automated through Time & Pay. Contact us today to learn more!

For more information on WOTC, visit the U.S. Department of Labor WOTC website .

Tailored Payroll Solutions for Greeneville, TN Businesses

ascheu@timeandpay.com (Andy Scheu) — Mon, 16 Sep 2024 19:06:30 GMT

Finding the Right Payroll Services in Greeneville, Tennessee: Your Comprehensive Guide

Running a business in Greeneville, Tennessee, requires focusing on many aspects, from managing employees to ensuring smooth operations. One of the most critical, yet often overlooked, elements is payroll management. Handling payroll internally can be time-consuming and complex, especially with ever-changing regulations and tax laws. That’s where professional payroll services come into play, offering businesses like yours in Greeneville a seamless solution to streamline payroll processing.

Why Choose Local Payroll Services in Greeneville?

Opting for local payroll services in Greeneville, Tennessee, has several distinct advantages:

Personalized Support: Local providers understand the unique needs of businesses in Greeneville and can offer tailored solutions that align with local economic conditions and regulatory requirements.
Quick Response Times: With a local provider, you benefit from faster response times and easier communication, ensuring any issues are resolved quickly.
Community Focus: Supporting a local business means investing back into your community, fostering growth and development.

Key Features of Our Payroll Services in Greeneville

At Time & Pay, we provide comprehensive payroll solutions designed to meet the specific needs of businesses in Greeneville, Tennessee. Our services include:

Automated Payroll Processing: Reduce manual effort and minimize errors with our fully automated payroll system.
Compliance Management: Stay up-to-date with local, state, and federal regulations, ensuring your business remains compliant.
Employee Self-Service Portal: Give your employees access to their pay stubs, tax documents, and more, enhancing transparency and satisfaction.
Integrated Timekeeping: Seamlessly track employee hours and manage overtime with our integrated timekeeping solution.

Benefits of Partnering with Time & Pay

When you choose Time & Pay for your payroll services, you're selecting a partner dedicated to your success. Here’s how we make a difference:

Expert Knowledge: Our team of payroll experts is always available to assist you with any questions or challenges you might face.
Cost Savings: Outsourcing payroll reduces the need for dedicated in-house staff, saving you time and money.
Accuracy and Reliability: With Time & Pay, you can rest assured that your payroll is handled accurately and on time, every time.

Get Started with Your Payroll Solution Today!

If you are looking for reliable payroll services in Greeneville, Tennessee, look no further than Time & Pay. Our local expertise and commitment to quality service make us the perfect partner for your business.

Visit our Greeneville payroll services page to learn more about how we can support your business. Let us take the stress out of payroll so you can focus on what matters most—growing your business!

Supporting Jonesborough, TN With Local Payroll Solutions

ascheu@timeandpay.com (Andy Scheu) — Thu, 12 Sep 2024 20:34:55 GMT

Explore the tailored payroll and HR solutions that make Time & Pay the trusted partner for businesses in Jonesborough , TN

As a business owner in Jonesborough, TN, you know that managing payroll can be a complex and time-consuming task. Whether you run a small local shop or a larger enterprise, payroll services play a crucial role in ensuring smooth business operations and employee satisfaction.

At Time & Pay, we specialize in providing comprehensive payroll services tailored to meet the unique needs of businesses in Jonesborough and the surrounding areas.

Why Local Payroll Services Matter

Choosing a local payroll provider like Time & Pay has distinct advantages. We understand the local market, business regulations, and community dynamics better than national providers. Our personalized approach ensures that you receive prompt and attentive service. Moreover, we are just around the corner, ready to meet with you in person to discuss your payroll needs.

Comprehensive Payroll Solutions for Jonesborough Businesses

Time & Pay offers a range of payroll services designed to simplify your operations:

Automated Payroll Processing: Save time with our automated payroll system that handles everything from employee payments to tax filings.
Compliance Assurance: We stay up-to-date with Tennessee's payroll regulations, ensuring your business remains compliant and avoids costly penalties.
Employee Self-Service Portal: Give your employees access to their payroll information, pay stubs, and W-2 forms through a secure online portal.
Customized Reporting: Get detailed reports that provide insights into payroll expenses, tax obligations, and more.

Why Jonesborough Businesses Trust Time & Pay

Our expertise in payroll services is backed by years of experience and a deep understanding of local business needs in Jonesborough. Here are a few reasons why businesses in the area choose Time & Pay:

Local Expertise: We are familiar with the specific challenges and requirements of businesses in Jonesborough, TN.
Reliable Support: Our team is dedicated to providing reliable customer support, ensuring that any payroll-related issues are resolved quickly and efficiently.
Scalable Solutions: Whether you are a small business with just a few employees or a larger enterprise, our payroll services are scalable to meet your needs.

Testimonials from Local Businesses

Many businesses in Jonesborough have already experienced the benefits of partnering with

Time & Pay. Here's what some of our clients have to say:

Wonderful staff that are personable, prompt, and always able to help. Never have they made us feel that we are a nuisance and eager to help make any adjustments or offer advice on best practices. Highly recommend Time & Pay for any timeclock and payroll services needs! " — Gideon W. - Genesis Healthcare Center

Get Started with Time & Pay Today

If you are looking for reliable and efficient payroll services in Jonesborough, TN, look no further than Time & Pay. Contact us today to learn more about how we can help your business thrive.

Conclusion

Managing payroll doesn't have to be a headache. By partnering with Time & Pay, you can focus on what matters most – running your business. Let us handle the complexities of payroll so you can enjoy peace of mind knowing your employees are paid accurately and on time. Visit our dedicated Jonesborough payroll services page to get started today!

Teeing Up Hope: The 17th Annual Lana's Love Golf Tournament

Wed, 11 Sep 2024 19:07:32 GMT

Join us for the 17th Annual Lana's Love Golf Tournament and help bring joy to children battling cancer. With every swing, sponsorship, or social media share, you make a difference for families facing unimaginable challenges. Get involved and be a part of creating moments of happiness amidst tough times. #lanaslovegolf

Welcome to Our New Neighbors! The Johnson City Railroad Experience

Wed, 11 Sep 2024 14:49:11 GMT

Discover the rich railroad heritage of Johnson City, Tennessee at the Johnson City Railroad Experience. Step back in time with interactive exhibits, model train layouts, and hands-on activities for all ages. Immerse yourself in history and plan your visit today!

Avoid the Pitfalls and Improve Retention With Effective Hiring and Onboarding Strategies.

Tue, 10 Sep 2024 15:14:13 GMT

The Hidden Costs of a Bad Hire: What Every Business Should Know

Making the right hiring decision is crucial for the success of any organization. A bad hire, however, can be much more than just an inconvenience; it can be costly in several ways. A recent study by Glassdoor, titled "The True Cost of a Bad Hire," reveals some eye-opening facts about the real impact of hiring mistakes on businesses of all sizes.

Understanding the Financial Impact

The Glassdoor study found that a bad hire could cost an organization as much as 30% of the employee's first-year earnings. This figure includes not only the direct costs associated with salary and benefits but also additional expenses such as recruitment, onboarding, training, and, in some cases, severance pay.

However, the financial implications don’t stop there. When you factor in lost productivity, decreased team morale, and potential damage to client relationships, the real cost of a bad hire can be much higher. According to the study, companies often overlook these hidden costs, which can significantly impact their bottom line.

The Effects on Team Dynamics and Productivity

A bad hire doesn’t just affect the company's financials; it can also disrupt team dynamics and productivity. When an employee is not the right fit, other team members often have to pick up the slack, leading to burnout and frustration. The Glassdoor study highlights that nearly 39% of employers reported a drop in morale among team members following a bad hire. Furthermore, a poor fit can create a toxic work environment that hampers collaboration, stifles innovation, and reduces overall productivity. For businesses that rely heavily on teamwork and seamless communication, this disruption can be particularly damaging.

Reputation and Client Relationships

Another often overlooked aspect is the potential damage to a company's reputation and client relationships. A bad hire in a client-facing role can negatively impact the customer experience, leading to lost business and damage to the brand's reputation. Glassdoor’s study points out that businesses must consider the long-term impact on their brand when making hiring decisions.

The Importance of Effective Onboarding

One of the most effective ways to mitigate the risks associated with a bad hire is to invest in a strong onboarding process. Research shows that employers with robust onboarding programs improve new hire retention by as much as 82%. A well-structured onboarding process ensures that new employees feel welcomed, prepared, and aligned with the company's culture and goals from day one. This reduces the likelihood of early turnover and enhances overall team performance.

At Time & Pay, we understand how critical it is to have a skilled and cohesive team that aligns with your company’s values and goals. That’s why we offer services that streamline HR processes , from automated timekeeping to payroll and compliance, allowing businesses to focus on what matters most—building a team that drives success.

Conclusion

The costs of a bad hire are much more than just financial—they can affect every aspect of your business. By understanding these hidden costs and implementing a robust hiring strategy, including an effective onboarding program, companies can minimize the risk of hiring mistakes and create a more productive and positive work environment.

For more insights on how to improve your HR processes and reduce the risk of a bad hire, explore our range of services at Time & Pay. Contact us today to find out how we can help you build a stronger, more efficient team.

Citations:

Glassdoor, "The True Cost of a Bad Hire," Glassdoor Study PDF .

Streamlining Your Onboarding Process with Time & Pay's Hire and Onboarding Tool

Thu, 05 Sep 2024 16:22:08 GMT

Discover how Time & Pay's Hire and Onboarding tool can revolutionize your onboarding process and streamline paperwork, making your life easier and your new hires' first days smoother. Customization, enhanced features, seamless payroll integration, and real-time progress tracking are just a few reasons why this cloud-based solution is a game-changer for modern HR. Say goodbye to the hassle and hello to efficiency by exploring the powerful features of Time & Pay's Hire and Onboarding tool.

Finding the Right Pay Frequency for Your Business

Thu, 29 Aug 2024 19:55:35 GMT

Looking to decide on the best pay frequency for your business? Consider the cash flow, employee satisfaction, and legal implications. Learn about the various options and what to think about for each one in this insightful blog post.

Streamline Your Business Operations with Local Payroll Services in Cleveland, TN

ascheu@timeandpay.com (Andy Scheu) — Thu, 29 Aug 2024 15:09:14 GMT

Unlock Efficiency and Compliance with Local Payroll Solutions Tailored for Cleveland, TN Businesses

As a business owner in Cleveland, Tennessee , managing payroll can be a time-consuming and complex task, especially when balancing compliance requirements, employee expectations, and the nuances of state and federal tax laws. That’s where local payroll services can make a significant difference. With Time & Pay's tailored payroll solutions, you can streamline your operations, ensure compliance, and focus more on growing your business.

Why Choose a Local Payroll Provider?

Choosing a local payroll provider like Time & Pay means you’re working with a team that understands the unique needs of businesses in Cleveland, TN. We offer personalized service, quick responses, and the ability to adapt to the specific challenges faced by local businesses. Here are a few reasons why a local provider is beneficial:

Personalized Support: Local providers are more accessible, offering face-to-face meetings and personalized support tailored to your specific business needs.
Expertise in Local Regulations: Navigating state and local payroll tax laws can be challenging. A local provider has the expertise to ensure your business remains compliant, avoiding costly penalties.
Community Connection: By choosing a local payroll service, you're supporting a business that is invested in the success of your community, creating a mutually beneficial relationship.

The Advantages of Outsourcing Payroll Services

Outsourcing payroll can save you time, reduce errors, and help ensure compliance with constantly changing tax laws. Time & Pay offers comprehensive payroll services that include:

Automated Timekeeping: Streamline the tracking of employee hours, reducing errors and improving accuracy.
Tax Filing and Compliance: We handle all aspects of tax filing, ensuring your business meets all local, state, and federal requirements.
Direct Deposit and Employee Self-Service: Simplify payroll with direct deposit options and empower your employees with self-service portals to access their pay stubs, tax forms, and more.

How Time & Pay Stands Out in Cleveland, TN

At Time & Pay, we pride ourselves on providing reliable, efficient, and customized payroll services to businesses in Cleveland, TN. Our local expertise sets us apart from national providers, offering a level of service and understanding that you can’t get from a one-size-fits-all approach.

Local Expertise: With deep roots in the Cleveland, TN area, we understand the local business climate and regulations better than any national competitor.
Scalable Solutions: Whether you’re a small business or a growing enterprise, our services scale with your needs, ensuring that you only pay for what you need.
Dedicated Support: Our team of payroll experts is always available to answer questions, provide guidance, and ensure your payroll processes run smoothly.

Getting Started with Time & Pay

Ready to simplify your payroll process? Partnering with Time & Pay means you’re choosing a local expert dedicated to helping your business thrive in Cleveland, TN. Contact us today to learn more about our payroll services and how we can tailor a solution that fits your specific needs.

For more information on how we can help, visit our Payroll Services in Cleveland, TN page or contact us directly.

Your Local Payroll Partner: Expert Payroll Services for Bristol, VA

ascheu@timeandpay.com (Andy Scheu) — Wed, 28 Aug 2024 14:59:28 GMT

Payroll Services in Bristol, VA: Simplifying Payroll for Local Businesses

No matter what side of the Tennessee, Virginia boarder you're on, running a business in Bristol comes with its own set of challenges, and managing payroll shouldn’t be one of them. At Time & Pay, we specialize in offering tailored payroll services designed to meet the unique needs of businesses in Bristol and the surrounding areas.

Whether you're a small business owner or managing a larger enterprise, our solutions are designed to streamline your payroll processes, ensuring accuracy, compliance, and efficiency.

Why Choose Time & Pay for Your Payroll Needs?

1. Local Expertise with a Personalized Touch

Our team understands the local business landscape of Bristol. We are not just another national provider; we are your neighbors, committed to offering personalized services that cater specifically to your business needs. From understanding Tennessee and Virginia’s specific payroll regulations to providing on-site consultations, we are dedicated to supporting your business every step of the way.

2. Comprehensive Payroll Solutions

Time & Pay offers a full suite of payroll services that go beyond just processing paychecks. Our comprehensive solutions include:

Automated Payroll Processing: Save time and reduce errors with our automated payroll system that handles everything from paycheck calculations to tax withholdings.
Direct Deposit and Check Printing: Provide your employees with convenient and secure payment options, including direct deposit and on-demand check printing.
Tax Filing and Compliance: Stay compliant with federal, state, and local tax regulations with our precise tax filing services. We handle tax calculations, filings, and payments, so you don’t have to worry about penalties or deadlines.
Employee Self-Service: Empower your employees with self-service portals where they can access their pay stubs, W-2s, and manage their personal information easily.

3. Dedicated Support and Guidance

At Time & Pay, we pride ourselves on providing exceptional customer service. Our dedicated support team is available to answer your questions, provide guidance, and help troubleshoot any issues you may encounter. We’re here to ensure that your payroll processes run smoothly, allowing you to focus on what matters most—growing your business.

4. Scalable Solutions for Growing Businesses

Whether you're just starting out or your business is expanding, our payroll solutions are scalable to grow with you. We offer flexible options that can be customized to fit your specific needs, ensuring that as your business evolves, your payroll processes remain efficient and effective.

Benefits of Outsourcing Your Payroll to Time & Pay

Outsourcing your payroll to Time & Pay means more than just saving time—it means gaining peace of mind knowing that your payroll is in expert hands. Here are some key benefits:

Reduced Errors and Risks: Our advanced systems and experienced team help reduce the risk of errors, ensuring that your payroll is accurate and compliant.
Cost-Effective: Save on the costs associated with maintaining an in-house payroll department, such as software expenses, training, and staffing.
Enhanced Security: Protect sensitive employee data with our secure, cloud-based payroll solutions that offer advanced encryption and protection against data breaches.
Focus on Your Business: Free up valuable time and resources by letting us handle your payroll, so you can concentrate on core business activities and growth strategies.

Ready to Simplify Your Payroll Process?

If you're looking for reliable, efficient, and locally-focused payroll services in Bristol, VA, Time & Pay is here to help. Our goal is to make payroll simple, so you can spend less time worrying about paperwork and more time doing what you do best—running your business.

Contact us today to learn more about how our payroll services can benefit your business in Bristol, VA. Let’s work together to streamline your payroll processes and take the hassle out of managing employee payments.

Local Payroll Solutions Tailored for Kingsport, TN Businesses

ascheu@timeandpay.com (Andy Scheu) — Tue, 27 Aug 2024 20:32:12 GMT

Streamline Your Payroll with Trusted Services in Kingsport, TN

Managing payroll is one of the most critical aspects of running a successful business. Whether you're a small business owner or managing a large enterprise, ensuring your payroll is accurate, compliant, and timely is essential for keeping your employees happy and avoiding costly mistakes. If you're based in Kingsport, TN, and looking for reliable payroll services, you've come to the right place.

Why Kingsport Businesses Choose Time & Pay

At Time & Pay, we understand the unique challenges that Kingsport businesses face when it comes to payroll. Our team is dedicated to providing customized payroll solutions that meet your specific needs, no matter the size or complexity of your organization.

Key Benefits of Our Payroll Services:

Accuracy & Compliance: We ensure that every payroll is processed accurately and in full compliance with federal and state regulations, so you can rest easy knowing you're protected from potential penalties.
Time-Saving Solutions: Our automated payroll systems save you time by reducing the need for manual calculations and data entry, allowing you to focus on growing your business.
Employee Self-Service: Empower your employees with access to their pay stubs, tax documents, and more through our user-friendly online portal.
Dedicated Support: Our team of payroll experts is always available to answer your questions and provide support whenever you need it.

Serving Kingsport and Beyond

While our roots are in Johnson City, we proudly extend our services to the Kingsport community. We understand that each business has unique needs, and our local expertise allows us to tailor our payroll services to meet the specific demands of the Kingsport area.

Why Local Matters

Choosing a local payroll service provider like Time & Pay means you're working with a team that understands the local business environment. We are familiar with the specific payroll requirements and tax regulations in Tennessee, which means we can offer personalized service that goes beyond the basics. If something does go wrong, we're only 20 minutes down the road , and will work to resolve the problem as quickly as possible.

Get Started Today

If you're ready to take the stress out of payroll management, contact Time & Pay today. Let us show you how our payroll services can help your Kingsport business run more smoothly and efficiently.

Top Payroll Services for Knoxville, TN: Discover the Time & Pay Advantage

Mon, 26 Aug 2024 17:47:48 GMT

Top Reasons Knoxville Businesses Choose Time & Pay for Payroll Services

If you’re a business owner in Knoxville, TN , searching for reliable payroll services, you’ve come to the right place. Knoxville is home to a dynamic and growing business community, and at Time & Pay, we’re here to support that growth with comprehensive payroll and HR solutions tailored to meet the unique needs of local businesses.

Why Payroll Services Are Essential for Knoxville Businesses

Running a business in Knoxville, TN, involves juggling many responsibilities, from managing employees to ensuring compliance with state and federal regulations. Payroll is one of the most critical aspects of business management, but it can also be one of the most challenging. Mistakes in payroll processing can lead to unhappy employees, penalties, and even legal issues. That’s why many Knoxville businesses are turning to professional payroll services like Time & Pay.

Benefits of Choosing Time & Pay for Your Knoxville Payroll Services

Local Expertise in Knoxville, TN
Being a Tennessee-based company, we understand the specific needs of businesses in Knoxville. Our local expertise ensures that we stay up-to-date with state and local tax regulations, helping you avoid costly mistakes and ensuring compliance.
Comprehensive Payroll Solutions
At Time & Pay, we offer a full range of payroll services for Knoxville businesses, including payroll processing, tax filing, direct deposit, and employee self-service options. Our solutions are designed to be flexible and scalable, whether you’re a small business or a large enterprise.
Enhanced HR Support
Beyond payroll, we provide HR solutions that include time and attendance tracking, benefits administration, and compliance management. This integrated approach allows you to manage all your payroll and HR needs in one place, saving you time and reducing administrative burdens.
Exceptional Customer Service
Our Knoxville clients appreciate our hands-on approach and personalized service. When you choose Time & Pay, you’re not just another client; you’re a valued partner. We take the time to understand your business and provide the support you need to succeed.

How Time & Pay Stands Out in the Knoxville Payroll Services Market

What sets Time & Pay apart from other payroll service providers in Knoxville, TN? It’s our commitment to delivering customized solutions that meet the specific needs of our clients. We know that no two businesses are the same, so we take a personalized approach to every account, ensuring that you receive the services that best fit your business’s unique requirements.

Our advanced payroll software and technology ensure that your payroll is processed accurately and efficiently every time. Plus, with our local presence in Tennessee, we’re just a phone call away whenever you need assistance.

Success Stories from Knoxville Businesses

We’re proud to have helped numerous businesses in Knoxville, TN, streamline their payroll processes and improve their overall efficiency. Whether you’re a small startup or a large corporation, we have the expertise and resources to handle your payroll needs with precision and care.

Searching for Payroll Services in Knoxville, TN? Contact Time & Pay Today!

If you’re looking for reliable payroll services in Knoxville, TN , Time & Pay is your go-to provider. Our team of experts is here to simplify your payroll and HR processes, allowing you to focus on what matters most—growing your business.

Don’t let payroll processing be a source of stress. Contact Time & Pay today and discover how our Knoxville payroll services can benefit your business.

Empowering Chattanooga Businesses with Reliable Payroll and HR Solutions

Fri, 23 Aug 2024 20:54:33 GMT

Explore the tailored payroll and HR solutions that make Time & Pay the trusted partner for businesses in Chattanooga, TN.

Chattanooga, Tennessee, is known for its vibrant business community, and Time & Pay is proud to be a part of it. With over 30 years of experience, we are dedicated to supporting local businesses with the payroll and HR solutions they need to thrive. Though we’re based in Johnson City, our commitment to Chattanooga businesses is unwavering. Here’s how we can help your business succeed:

1. Efficient Payroll Processing: Precision You Can Trust

Managing payroll can be a daunting task, but with Time & Pay, it doesn’t have to be. Our payroll processing services are designed to ensure your employees are paid accurately and on time, every time. We understand the unique challenges that businesses in Chattanooga face and offer solutions that are tailored to your specific needs. Let us handle the complexities of payroll so you can focus on growing your business.

2. Comprehensive HR Support: Your Partner in Compliance

Human Resources is more than just paperwork; it's about managing people and compliance effectively. At Time & Pay, we provide Chattanooga businesses with the HR support they need to navigate the complexities of employee management. From onboarding to benefits administration, our HR services are designed to help you maintain a compliant and productive workplace.

3. Advanced Timekeeping Solutions: Optimize Your Workforce Management

Efficient timekeeping is essential for maximizing productivity and minimizing errors. Our automated timekeeping solutions make it easy for Chattanooga businesses to track employee hours accurately, whether your team is working on-site or remotely. Our systems are designed to meet the needs of modern businesses, helping you stay compliant with labor laws and optimize your workforce management.

4. Payroll Tax Compliance: Stay Ahead of the Curve

Payroll tax compliance is a critical aspect of running a business, and it can be challenging to keep up with ever-changing regulations. Time & Pay offers comprehensive payroll tax compliance services, ensuring your Chattanooga business stays in line with federal, state, and local tax laws. Our team of experts monitors changes in tax regulations, so you don’t have to, giving you peace of mind and allowing you to focus on what matters most.

5. Tailored Solutions: Custom-Fit for Your Business

No two businesses are alike, and a one-size-fits-all approach doesn’t work. That’s why we offer customized payroll and HR solutions designed to meet the unique needs of Chattanooga businesses. Whether you’re a small business or a larger organization, we work closely with you to develop solutions that align with your goals and help your business thrive.

6. Local Expertise: A Partner Who Understands Chattanooga

As a locally-focused company, we understand the challenges and opportunities that come with doing business in Chattanooga. Our local expertise allows us to provide personalized service that large, national providers simply can’t match. When you partner with Time & Pay, you’re choosing a company that’s invested in the success of your business and the Chattanooga community.

Why Choose Time & Pay?

Choosing Time & Pay means choosing a partner who is committed to your success. We are more than just a service provider—we are a part of the Chattanooga community. Our comprehensive payroll and HR solutions are designed to support your business at every stage, giving you the tools and support you need to thrive.

If you’re ready to take your Chattanooga business to the next level, contact Time & Pay today . Let’s work together to achieve your business goals.

How Automated Timekeeping Can Reduce Your Labor Costs

Wed, 21 Aug 2024 20:49:03 GMT

Discover the financial impact of inaccurate timekeeping and how automated systems can revolutionize your business. Invest in precision and boost your bottom line.

Supporting Johnson City Businesses with Comprehensive Payroll and HR Solutions

Wed, 21 Aug 2024 13:31:28 GMT

Discover the personalized payroll and HR solutions that make Time & Pay the trusted partner for Johnson City businesses.

Johnson City, Tennessee, is more than just a place where we do business—it's our home. For over 30 years, Time & Pay has been committed to serving the local business community with the same dedication and care that we would extend to our own families. As your trusted partner, we offer a range of payroll and HR services designed to meet the unique needs of businesses in Johnson City . Here's how we can support your business:

1. Payroll Processing: Accurate, Timely, and Hassle-Free

Managing payroll is one of the most critical aspects of running a business. At Time & Pay, we understand the complexities involved and are here to simplify the process for you. Our payroll processing services ensure that your employees are paid accurately and on time, every time. Whether you're a small business or a larger organization, we tailor our services to fit your specific needs, allowing you to focus on growing your business rather than worrying about payroll compliance.

2. Human Resources Support: Navigating the HR Landscape

Human Resources can be a challenging area for many businesses, especially when it comes to staying compliant with ever-changing regulations. Our HR services provide Johnson City businesses with the tools and support needed to manage everything from employee onboarding to benefits administration. We offer expert advice and hands-on assistance, ensuring your business remains compliant while fostering a positive work environment.

3. Automated Timekeeping: Efficiency at Its Best

Time is money, and efficient timekeeping is crucial to maximizing productivity. Our automated timekeeping solutions are designed to streamline the tracking of employee hours, reduce errors, and ensure compliance with labor laws. Whether your employees are working on-site or remotely, our timekeeping systems offer the flexibility and accuracy your business needs.

4. Payroll Tax Compliance: Keeping You in the Clear

Navigating the complexities of payroll tax compliance can be daunting. At Time & Pay, we handle the intricacies of payroll tax filing and reporting, ensuring your business stays compliant with federal, state, and local tax regulations. Our team of experts monitors changes in tax laws so you don’t have to, giving you peace of mind and freeing up your time to focus on what matters most.

5. Customized Solutions: Tailored to Your Business Needs

No two businesses are the same, and we understand that a one-size-fits-all approach doesn't work. That's why we offer customized payroll and HR solutions tailored to the specific needs of your Johnson City business. Whether you need help with payroll processing, HR support, or timekeeping, we work closely with you to develop a solution that fits your business model and goals.

6. Local Expertise: A Partner Who Understands Your Needs

As a locally owned and operated company, we have a deep understanding of the challenges and opportunities facing businesses in Johnson City. Our local expertise allows us to provide personalized service that national providers simply can't match. When you partner with Time & Pay, you’re not just getting a service provider—you’re gaining a partner who is invested in your success.

Why Choose Time & Pay?

Choosing Time & Pay means choosing a local partner who cares about your business as much as you do. Our commitment to Johnson City businesses is reflected in the quality of our services and the relationships we build with our clients. We are here to help your business thrive, providing the tools and support you need to manage your payroll and HR functions with confidence.

If you're ready to take your business to the next level with reliable payroll and HR solutions, contact Time & Pay today . Let's work together to achieve your business goals.

Transform Your Business with Smart Time Management Solutions

Tue, 20 Aug 2024 20:51:50 GMT

Efficient Time Management Solutions for the Modern Workplace

Accessing Time Punches Made Easy

Imagine being able to punch in and out from anywhere. Whether you're working from home or on a job site, you can effortlessly log your hours using a web clock. This flexibility ensures that all employees can reliably track their work time, no matter their location.

The Power of Mobile Applications

It's no secret that we live in a mobile-first world. With a dedicated mobile application, employees can now download and manage their time tracking directly from their smartphones. This mobile access means no more scrambling to find a computer to clock in or out. Everything is right at their fingertips, making the process seamless and efficient.

Leveraging Geo Fencing Capabilities

Have you ever wondered if your employees are exactly where they say they are when they punch in? With geo fencing capabilities, you can set up virtual boundaries that track the location of each punch. This feature not only enhances accountability but also ensures that work is being done at designated sites, providing peace of mind and improving supervisory efficiency.

Simplified Time Card Management and Approval

Nothing is more tedious than sorting through piles of paper time cards. Thankfully, modern solutions offer digital time card management. Employees can view and approve their time cards with a few clicks. This streamlined process not only saves time but also minimizes errors, ensuring accurate record-keeping.

Protection Against Labor Audits

No one likes the word "audit," but it's a reality that businesses must face. One of the greatest benefits of digital time management systems is the added layer of protection they provide. By keeping detailed and accurate time records, businesses can safeguard themselves in case of an audit by the Department of Labor. The ability to easily access and provide thorough documentation can make all the difference.

Why This Matters for You

Efficient time management is more than just keeping track of hours—it's about optimizing operations and ensuring compliance. Whether you're managing a small team or a large workforce, utilizing these technological advancements can lead to significant improvements in productivity and legal protection. By incorporating these features into your daily operations, you're investing in a more streamlined, accountable, and secure future for your business.

Embrace the technology available to you and transform how you manage employee time. Making these changes not only benefits your business but also improves the overall employee experience. Let's move forward with ease, confidence, and efficiency.

Boost Business Efficiency with Automated Timekeeping

Mon, 19 Aug 2024 15:21:02 GMT

Running a small business can be a whirlwind of responsibilities, and managing employee hours often adds to the chaos. If you're still using paper timesheets or Excel spreadsheets to record work hours, it's time to consider a more efficient solution. An automated timekeeping system could be the game changer your business needs.

Why Automated Timekeeping?

Imagine no longer having to manually add up hours or decipher handwriting on paper timesheets. Automated timekeeping simplifies the process of tracking your employees' hours with precision. This means you can shift your focus from tedious administrative tasks to growing your business.

Save Time and Streamline Payroll

Implementing an automated timekeeping system is a simple way for you to save time and reduce labor costs. Instead of manually calculating hours for payroll every week, an automated system does it for you with a click of a button. This not only frees up your time but also reduces the risk of human error.

Cut Down on Labor Costs

One of the hidden costs of manual time tracking is overpaying employees. When you track hours manually, whether on paper or a spreadsheet, there's a high chance you're paying employees for time they didn't actually work. An automated system ensures accuracy by precisely recording clock-in and clock-out times, helping you pay employees exactly what they’re owed.

Real-Life Impact

Consider a small business owner who has been juggling paper timesheets for years. The manual process not only eats up valuable time but also results in occasional miscalculations and overpayments. Switching to an automated system transforms their payroll process, saving hours each week and reducing unnecessary labor costs. This newfound efficiency allows them to focus on more critical aspects of their business, like customer service and expansion.

Practical Benefits You Can't Ignore

Take the Next Step

Switching to an automated timekeeping system is a smart move for any small business owner looking to enhance efficiency and control costs. Ready to streamline your operations and eliminate the headaches of manual time tracking? Explore automated timekeeping solutions today and see the difference it can make for your business.

Embrace modern technology, save time, reduce costs, and propel your business forward with automated timekeeping. Don’t let outdated methods hold you back—make the switch and experience the benefits firsthand.

Ready to upgrade? Discover the best automated timekeeping solutions tailored for small businesses and take control of your business operations today.

Choosing a Payroll Provider: Why Stellar Customer Service Matters

Wed, 07 Aug 2024 21:27:20 GMT

Choosing the right payroll provider is crucial for business owners. This blog guides you through key factors to consider, such as service level, response time, client focus, and company size, to ensure you make an informed decision that best supports your business.

Choosing the Right Payroll and HR Services for Your Small Business: A Guide to Success

Mon, 05 Aug 2024 18:35:03 GMT

In this blog post, you will learn about the importance of choosing the right payroll and HR services for your small business. The post discusses assessing your needs, key considerations when choosing services, tips for finding the right solution, and emphasizes the importance of making an informed decision. Whether you're a small business owner or managing HR tasks, this guide will help you understand how to select the right payroll and HR solutions to support your business's success.

Payroll Outsourcing: Asking the Right Questions

Wed, 31 Jul 2024 14:34:41 GMT

Looking for a payroll provider? Learn the importance of payroll compliance and the essential questions to ask when selecting a provider. Ensure your business is protected with expert advice and the right payroll solution. Contact a trusted professional today for peace of mind.

Important Update: DOL's New Salary Threshold for Overtime Exemption Effective July 1, 2024

Wed, 10 Jul 2024 14:41:25 GMT

What's New?

The U.S. Department of Labor (DOL) has announced an important update to the salary threshold for overtime-exempt employees, which takes effect on July 1, 2024. This change impacts employers and employees nationwide, and it’s crucial to understand the new requirements to ensure compliance with federal labor laws.

Overview of the New Salary Threshold

The updated rule increases the salary threshold for white-collar exemptions under the Fair Labor Standards Act (FLSA). This affects executive, administrative, and professional employees who are exempt from overtime pay.

Key Details:

Previous Threshold: $35,568 annually ($684 per week)
New Threshold (Effective July 1, 2024): $43,888 annually ($844 per week)

Employees earning less than this new threshold will be entitled to overtime pay for hours worked over 40 in a workweek, regardless of their job duties.

What Employers Need to Know

1. Review Employee Salaries

Employers must review the salaries of all currently exempt employees to determine if they meet the new threshold. Any employee earning less than $43,888 annually will no longer qualify for the overtime exemption.

2. Update Payroll Systems

Ensure that your payroll systems are updated to reflect the new salary threshold. Accurate overtime pay calculations are essential for compliance with the updated DOL regulations.

3. Consider Salary Adjustments or Reclassifications

Employers may need to decide whether to increase the salaries of employees close to the threshold to maintain their exempt status or reclassify them as non-exempt and pay overtime.

4. Enhance Time-Tracking Procedures

Implement or upgrade time-tracking systems to accurately monitor hours worked by non-exempt employees. This ensures that all overtime hours are correctly recorded and compensated.

5. Communicate Changes to Employees

Clearly communicate these changes to your employees, explaining how the new threshold impacts their status and compensation. Training managers to understand and manage these adjustments is also recommended.

Benefits of Compliance

Avoiding Penalties

Compliance with the new rule helps employers avoid potential fines and legal actions associated with non-compliance.

Employee Satisfaction

Transparent communication and fair compensation practices can enhance employee morale and retention.

Operational Efficiency

Proper classification and tracking can lead to more efficient workforce management.

Conclusion

The new DOL salary threshold for overtime exemption is a significant change that employers need to address promptly. By understanding the new rule, updating payroll systems, and effectively communicating with employees, businesses can ensure compliance and maintain a positive workplace environment.

For more detailed information about the new rule and its implications, visit the Department of Labor’s website .

URLs:

Recommendation: Encourage Annual W4 Reviews

Mon, 25 Mar 2024 13:48:21 GMT

What’s New?

Does your organization encourage annual W4 reviews? Each year, employers are forced to have tough conversations with employees that owe more taxes than expected after they file their return. While the employer is responsible for withholding and filing payroll taxes on their employee’s behalf, it is up to the employee to determine how much federal income tax is withheld from their wages. It is also the employee’s responsibility to make sure enough income tax is being withheld to cover their annual tax burden.

What Should You Do?

The amount of federal income taxes withheld from employee wages is determined by how they fill out their W4 . All employees are required to complete a W4 during the initial onboarding process, but very few review and make adjustments. For this reason, we recommend that employers actively encourage their employees to take these steps each year:

Use the IRS tax calculator to get an idea of what tax liabilities will be for the year.
Review check stubs to make sure enough federal and state income taxes are being withheld.
Submit a new W4 if income tax withholdings are insufficient.

Employers should also encourage employees to submit a new W4 if they:

Experience a life-changing event (marriage, children, divorce, etc.).
Add another source of income (2nd job, “side hustle”, contract work, etc.)
Have had to pay additional taxes after filing their annual return for previous year.

How Can Time & Pay Help

Detailed Check Stubs:

Time & Pay provides detailed earning statements for all employees we process payroll for. Paychecks that we produce include a check stub that shows all wages, deductions, and taxes withheld on the current payroll, as well as year-to-date totals. If your employee isn’t receiving a paper check, check stubs are sent via mail, or electronically to the employer to distribute. If the client is a Payentry subscriber, check stubs are available online through an employee self-service portal, as well as details about how their withholding status is currently set up. There is also a mobile app available on Apple and Android devices that give employees access anywhere they have internet access.

Onboarding:

Time & Pay provides an online onboarding system to all Payentry subscribers. New employees can complete their new hire forms, including their W4, through the online portal. Afterwards, employees are automatically added in payroll, and their withholding status is set based on the information they provided on the W4.

Summary:

Employers should educate and encourage their employees to review their check stubs regularly. If an employee’s personal or financial situation changes, they should understand that their W4 may need to be updated. If an employee has a complex financial situation, encourage them to seek guidance from an accountant or financial professional when completing their W4. The more you encourage your employees to be proactive when it comes to their taxes, the less you’ll have to worry about disgruntled employees each tax season.

IRS 20 Factor Test: Employee Vs. Independent Contractor

Wed, 21 Feb 2024 21:01:36 GMT

What’s New?

The IRS uses a 20 factor test when considering whether a worker is an employee or independent contractor. With a new final rule set to go into effect on March 11, 2024, it’s a good time to review these factors, as well as how workers are classified within your organization.

What are the 20 Factors?

When considering whether a worker is an employee or independent contractor, you should ask yourself these questions:

Instructions – Do we provide instructions on when, where, how to do the work?
Training – Do we train the worker?
Subcontracting – Can the worker subcontract part of the work, or does the worker have to perform the work?
Control of Workforce – Is the worker allowed to hire and terminate their own workers?
Length of Employment – how long will the worker be expected to work for us?
Schedule – Did we set the schedule?
Full Time Work – Are they working full-time for us?
Order or sequence – Do we require the work to be done in a specific order or sequence?
Work on premise – Does the work have to be done at our office or work space?
Reports – Do we require the worker to provide reports and status updates?
Pay – Do we pay the worker by the hour, week, month, or job?
Expenses – Are we paying or reimbursing the worker for expenses?
Tools and Materials – Do we provide tools to the worker?
Investment – Does the worker have investment in the essential tools and/or facilities where work is performed?
Profit / Loss – Can the worker suffer a profit or loss on the job depending on their performance?
Integration – Is the worker doing work that is vital to our operation?
Exclusivity – Does the worker perform work for more than one company at a time?
Availability – Does worker make their services available to the general public?
Termination – Can our company fire the worker without liability?
Resignation – Can the worker quit without liability?

Overview:

All 20 factors are related to these 3 items:

Behavioral Control – Does the company have the right to control how the worker performs their services?
Financial Control – Are the business aspects of the worker’s services controlled by the company?
Relationship of the Parties – Is the relationship between the worker and the company defined in legal documents? Does the company provide insurance for the worker? Are the worker’s services a vital part of the company’s operations?

Fines and penalties assessed due to misclassification of workers could be devastating for businesses. Time & Pay clients have access to complimentary consultations through SESCO HR Management . If you have questions or concerns about how certain workers in your organization are classified, contact us today!

Employee Or Independent Contractor? DOL Announces Final Rule

Tue, 20 Feb 2024 21:01:34 GMT

What’s New?

On January 10th, 2024 the Department of Labor announced a final rule that will be used when determining whether a worker should be classified as an employee or independent contractor. The new rule will replace the previous rule established in 2021, and is set to go into effect on March 11th, 2024.

What is the New Rule?

The new rule restores a standard of analysis that helps ensure that all relevant factors are considered when determining how a worker should be classified. There are six primary factors that guide the analysis of the worker / employer relationship:

Factor 1: Opportunity for Profit / Loss

Does the worker have the opportunity for profit or loss based on their success or failure? If no, then this factor would suggest that the worker is an employee.

Factor 2: Investments by Worker and Employer

Are a worker’s investments (tools, insurance, etc.) in their work entrepreneurial in nature, and allow them to work independently? If no, then this factor would suggest that the worker is an employee.

Factor 3: Degree of Permanence of the Relationship

How permanent is the work relationship between worker and employer? If sporadic or project-based, then this factor could suggest the worker could be an independent contractor.

Factor 4: Nature and Degree of Control

Does the employer have control over the worker in regards to performance of the work, schedule, supervision, pricing of services, etc.? If yes, then this factor would suggest that the worker is an employee.

Factor 5: Work Integral to the Employer’s Business

Is the work performed an integral part of the employer’s business? If yes, then this factor would suggest that the worker is an employee.

Factor 6: Skill and Initiative

Does the worker bring specialized skills to the work relationship, and not dependent on the employer for training? If yes, then this factor could suggest that the worker is an independent contractor.

In addition to these 6 factors, the IRS has a 20 factor test employers can use to determine if their worker needs to be classified as an employee or independent contractor.

Why is this Important?

The IRS continues to invest more and more time and resources into enforcing FLSA compliance, especially as it relates to misclassification of employee vs. independent contractor. Fines associated with non-compliance can be devastating to a business, so it is important to analyze each working relationship in order to avoid having to pay back-taxes, penalties, and interest.

How Does Time & Pay Help?

While we do not help determine employment status, our clients receive free consultations through SESCO HR Management . SESCO will look at all factors, and help you determine whether or not your worker should be classified as an employee or independent contractor. Contact us today to learn more!

DOL Announces Proposal To Extend Overtime For Salaried Employees

Tue, 12 Sep 2023 18:21:39 GMT

What’s New?

The Department of Labor announced a proposal that would extend overtime for lower-paid salaried workers who are currently considered “exempt” from overtime pay. Currently, the minimum salary requirement for an employee to be considered exempt is $35,568 per year (or $684 per week). The overtime proposal would increase that requirement to $55,068 per year (or $1059 per week), which would extend overtime protection for 3.6 million workers.

What Should I Do?

Although the change to the salary threshold is still under review, employers should begin taking steps to make sure they are prepared should the overtime proposal become permanent. Time & Pay’s partner, SESCO Management Consultants , has outlined the following recommendations to help avoid major increases in labor costs:

Identify salary-exempt employees that currently make less than $55,068 per year.
Require these individuals to begin keeping an accurate record of time to determine actual hours worked.
Determine if any employees making less than $1059 per week work in excess of 40 hours per week.
If overtime is worked, determine if hours can be reduced to less than 40.
If the position does require that the employee consistently works over 40 hours, determine whether or not you wish to increase their salary to $55,068 per year.
If the increase in salary to the minimum requirement is not practical, determine if you prefer to pay 1.5x for hours over 40, or if a Fluctuating Workweek Method would be appropriate.

What is a Fluctuating Workweek Method?

The Fluctuating Workweek Method is a mutual agreement between the employer and the employee. It dictates that the employee will earn a guaranteed salary no matter how many hours they work in a week, plus .5x pay for hours worked in excess of 40 hours. This plan helps employers avoid having to pay 1.5x for overtime, while also ensuring that employees earn a minimum salary each week. More information about the fluctuating workweek method can be found in this article, including your requirements, and states that are not eligible.

Time & Pay and SESCO are here to help provide you with answers and tools to help you minimize labor costs while maintaining compliance. If you have questions about the proposed changes, or would like to consider implementing the Fluctuating Workweek Method, please contact us today !

Employee Financial Wellness Tools Available To Time & Pay Clients

Thu, 25 May 2023 18:09:23 GMT

What’s New?

Time & Pay partners with ZayZoon to offer employee financial wellness tools to their clients. ZayZoon has been a leader in providing earned wage access to employees across the country since 2014. Recently, however, they have expanded their offerings to help put more money in their users’ pockets, and provide more resources to help improve their financial well being.

What is Earned Wage Access?

For those not familiar with earned wage access, it’s a service that provides employees with access to the wages they have already earned prior to their regularly scheduled check date. ZayZoon ‘s platform allows for employees in need to request funds through an online portal. If approved, money will be deposited into their account that day, and the total will automatically be deducted from their following paycheck. This process is automated with Time & Pay’s system so there are no manual entries, and there is zero risk to employers. Best of all, ZayZoon charges a $5 fee for each transaction, not a high interest rate that is typical amongst cash-advance establishments.

What Else Does ZayZoon Provide to Employees?

ZayZoon ‘s goal is to improve financial wellness for their partners and their employees. In addition to EWA, ZayZoon offers:

Financial Education – Intermediate and advanced educational courses and articles are available to users. Topics include everything from opening your first bank account to building credit.
Smart Insights – Employee portals connect with user banking data to provide deeper insights into spending behavior and cash flow. Tips are also provided to help users make better financial decisions.
Customized Alerts – Notifications can help alert users when they are at risk of incurring minimum balance or overdraft fees based on billing and pay history.
Cash Rewards – earned wages can be transferred to gas cards or gift cards at no cost, and users can receive up to a 25% bonus with each transaction.

What Are the Benefits to Employers?

A Forrester study found that 48% of employees who are stressed about their financial situation are more likely to consider leaving their current job. A Deloitte study found that 83% of employees indicate that financial stress impacts their productivity at work. In addition, the same study found that employees who experience financial stress take, on average, nearly six extra sick days per year. Bottom line, employee financial wellness tools reduce costs for employers related to lost productivity, hiring, and training.

Time & Pay is proud to partner with ZayZoon in order to help put their clients and their employees in a better financial position. If you would like learn more about ZayZoon , and how to add their services to your employee benefits package, contact us today !

DOL Announces Updates To Labor Posters

Wed, 17 May 2023 18:09:24 GMT

What’s New?

The U.S. Department of Labor (DOL) mandates employers to display official posters informing employees of their rights and responsibilities under federal laws. The DOL has announced updates to certain labor posters in the coming months. These must be posted in an accessible area.

What has changed?

The updated posters include:

Fair Labor Standards Act Poster:

Reflects recent legal changes under the Providing Urgent Maternal Protections for Nursing Mothers (PUMP) Act .

Family Medical Leave Act Poster:

Minor changes to FMLA and employee complaint filing process.

U.S. Equal Employment Opportunity Commission Know Your Rights Poster:

Updates coming to address provisions of the Pregnant Workers Fairness Act , effective June 27, 2023.

What You Should Know:

The DOL offers free electronic copies of required posters on its website. Employers can use the elaws Poster Advisor to find the required posters for their place(s) of business. Posting requirements vary by statute, so not all employers have the same obligations.

Time & Pay has partnered with PosterElite to assist clients in complying with DOL poster requirements. PosterElite provides subscribers with updated and new posters required by the DOL. Non-compliance may result in fines or penalties. Contact us today for more information!

Update:

Updated posters are available here:

IRS Continues To Warn Employers Of ERC Fraud

Thu, 06 Apr 2023 18:59:58 GMT

What’s New?

As ERC fraud rises, the IRS is stepping up efforts to warn employers of parasitic companies, and encourage careful review ERC guidelines before claiming any tax credits. The Employee Retention Credit program was created to incentivize employers to keep their employees on payroll in 2020 and 2021, despite economic conditions and supply chain issues brought on by the Covid pandemic. Washington’s intentions were good, but unfortunately, it has led to fraudulent activity that could cost employers thousands in fines, penalties, and tax repayments.

What you should know:

Parasitic companies offering to help claim ERC on behalf of an employer may market false information, and take liberties to claim more than what their “client” actually qualifies for. These companies typically charge a percentage of the credits they help claim, and are therefore incentivized to claim as much money as possible.

Ultimately, it is up the employer to determine whether or not they qualify for employee retention credits. Any fines and penalties for wrongfully claiming ERC will be assessed to the employer, not the company that helped them claim the credit. Before claiming ERC, employers should do their own research to make sure they meet the qualification requirements outlined by the IRS . Employers should also know that owners’ wages, and wages of parties related to the owner cannot be included when calculating the tax credits, nor can credits be claimed on any wages that were paid using funds from forgiven PPP loans. These companies also frequently fail to mention that the employer will need to reduce the wage deductions they claimed on their business’ federal income tax return by the amount of the credit.

Summary:

Employee Retention Credits have helped employers, who may have struggled in recent years, keep their doors open and keep employees on payroll. Unfortunately, they have also created an opportunity for fraud. Be wary if anything sounds too good to be true, and do your own research to determine whether or not you should claim ERC. Ultimately, it is the employer’s responsibility to determine eligibility and ensure they follow all IRS guidelines.

Time & Pay is happy to answer questions and provide guidance to anyone interested. We can also help employers claim credits, and our fees are not based on the amount of money you qualify for, only the amount of time we spend on the project. Contact us today for more information!

Tax Refunds Affected By Child Tax Credit Advances

Thu, 27 Jan 2022 19:25:08 GMT

What’s New?

Each year, employees anxiously await their W2 so that they can file their tax returns with the expectation that they will receive a substantial windfall of cash in the form of a tax refund from the IRS. A large portion of this refund is often a result of the child tax credit, which increased from $2,000 per eligible child in 2020 to up to $3,600 per eligible child in 2021. As you are probably aware, the IRS also issued advance payments to those who qualified. Payments were issued to qualifying families and individuals with children (unless they opted out) over the course of 6 months, totaling one-half of the tax credit they were eligible to receive.

What Does This Mean?

The child tax credit advances were aimed to help make sure parents had a little extra income to care for their children, but your employees need to be aware that they will have an effect on their tax refund. There is a chance that their tax refund may be smaller than expected, or they could even owe the IRS money if they did not have enough taxes withheld from their wages throughout the year. Employees should understand that they are still receiving the full amount in child tax credits, but half of that credit has already been issued to them as an advance.

How Can You Help?

Employers may want to encourage their employees to fill out a new W4 for 2022 in order to help ensure they are having enough federal income tax withheld from their paycheck each pay period. Another available tool is a tax calculator that the IRS developed to help show individuals what their annual tax liabilities will be. Employees with a better understanding of their taxes should help lower financial stress, and lead to a happier employee !

Infrastructure Bill Ends Employee Retention Credit For Q4 2021

Tue, 14 Dec 2021 19:28:17 GMT

What’s New?

The infrastructure bill , signed by President Biden on 11/15, has ended the employee retention credit program effective 9/30/21. This means that the majority of employers will not be able to claim the credit for Q4 of 2021. Only employers who qualify for the ERC as a recovery startup business will be able to claim the credit for the 4th quarter. Per the IRS , businesses that received advance payments for the 4th quarter or 2021, and are not recover startup business, will need to repay those credits by the due date of the applicable employment tax return in order to avoid penalties.

Can I Still Claim the ERC?

Employers that qualify for the employee retention credit during any period in 2020, as well as Q1 through Q3 of 2021, can still claim the credit available to them. The deadline for claiming the credit is three years after the original employment tax return was filed. For example, if an employer is eligible for the ERC in Q3 of 2021, they will have until October of 2024 to file an amended 941 in order to claim the credit.

Just as the ERC program ended abruptly as part of President Biden’s infrastructure bill, the deadline to claim these credits could be altered by future legislation. It is recommended that employers who qualify work to take advantage of this program as soon as they determine eligibility.

If you need help claiming the employee retention credit, or need additional information, contact us today !

Should I Outsource Payroll?

Sun, 28 Feb 2021 20:07:35 GMT

Question: Why Outsource Payroll?

Answer: Outsourcing payroll can 100% save you money!

Here’s how:

In general, professional payroll services only get paid for the number of checks they produce. Thus payroll processing becomes a variable cost, a direct function of the number of employees you have, as opposed to a fixed cost of having an employee on staff processing your payroll.

For example, a Time & Pay outsourced solution for a company with 20 employees paying on a weekly basis will cost on average between $60 and $70 per payroll period . This includes pay checks, management reports, tax filings – with guaranteed compliance, quarterly tax reporting and more.

This translates into about $3,400 per year .

You know that you cannot hire a person in-house to do payroll for that little cost. For a qualified individual, it would be at least 10 times that, plus overhead. Add to or reduce staff, and the cost of the payroll service varies depending on the cost per check, while your fixed in-house cost for qualified staff will remain the same, and increase over time.

Your in-house staff may have trouble keeping up with payroll compliance depending on their resources and the demands on their time. Failure to keep up will prove costly! Your outsourced payroll professional always keeps up with the rules and regulations, never works overtime, never goes on paid vacation, never gets sick pay, and will always be there around the holidays to meet any special payroll needs you may have.

Yes, we know this in-house person may be doing some other bookkeeping functions as well, but keep in mind processing payroll does not generate any income for your business. You know your staff needs to spend as much time as they can servicing your existing clients, finding new ones, collecting valuable receivables and other income generating tasks.

What are other cost saving advantages to our payroll services?

Guaranteed compliance. The IRS notes that up to 40% of all businesses will be subject to costly IRS penalties for compliance failures. A reputable payroll service like Time & Pay will take responsibility for any penalties that are a result of errors on their part thus eliminating the cost of non-compliance penalties. The cost of compliance is always less than the cost of non-compliance
A good payroll service provider will include other compliance services such as new hire reporting (included at no cost as part of Time & Pay services) or garnishment compliance that will eliminate your cost of meeting those requirements and the greater risks/costs of non-compliance.
A good payroll service provider will utilize superior systems that will eliminate all the costly errors associated with manually calculating paid hours, payroll, payroll taxes and other associated information as well as the cost of redoing the payroll if errors are made. Think you produce an error free payroll? Do this simple exercise to see if our services will help you.
A good payroll service provider will offer quality, in-depth management reports that will help you better define, and thus control your labor costs as well as integrate the information with your accounting system.
A good payroll provider like Time & Pay will be able to provide you with a quality automated timekeeping system that will eliminate most of the costs, and all of the costly inefficiencies of tracking hourly employee’s time at work. Still using a manual time clock or time sheets? Be sure to see our automated time and attendance services.
Often times, employers are not aware of, or do not take advantage of, pre-tax deductions. A good payroll provider will be able to help you determine pre-tax benefits , accurately account for and process pre-tax deductions and create tax savings for your company that often times exceed the cost of the payroll service provided.
A good service provider will be able to offer you other cost-saving means to help you manage your employees , their benefits and other HR issues. These are areas fraught with risks/costs if overlooked or ignored. For example, as a customer of Time & Pay, you have complimentary access to qualified HR consultants to address HR issues that need your attention due to legal considerations. This is a very valuable service that could normally cost you thousands of dollars a year depending on how often you need the expertise.
A reduction in the “cost of ownership”. Many studies have shown that companies will significantly underestimate the cost of implementation and maintenance of in-house payroll/HR software and technology. When you take into account required IT infrastructure, labor, maintenance, as well as the on-going investment of bringing this technology in-house, the costs are much greater than estimated. They add up quickly and can easily far exceed outsourced solutions.

Now is the time!

Yes, there may be a few situations where outsourcing your payroll may not be cost-effective. But now is the time to find out if an outsourced solution will save your business valuable resources. Now, more than ever, it is important for businesses to operate as efficiently as possible in order to keep the doors open and maintain a competitive edge.

You may be overlooking an important avenue for your cost-cutting measures if you have not looked at an outsourced option. Take the important step of evaluating an outsourced payroll solution for your business.

The Cost Of Just 5 Minutes

Mon, 08 Feb 2021 20:23:40 GMT

Question: How do I reduce labor costs?

Answer: Accurately track employee time down to the minute.

“It’s Only 5 Minutes!” is often what employers think when considering their employees’ time cards, but what is “It’s only 5 minutes” really costing you? The cost of using timesheets can grow into something substantial, especially if they aren’t accurate. If you’re asking yourself “how do I reduce labor costs,” you may want to consider these questions, as well:

How often are your employees’ times fudged by 5 to 10 minutes?
If you are using a time clock/time cards, how often are the totals rounded off just a little for ease of calculating?
How often are mathematical errors made in tabulating hours worked?
How often are employees forgetting to clock in or out with omissions inaccurately reported days later?

These little errors occur more often than you think while also costing your company a significant amount of money!

Chances Are Your Employees Are Being Over Paid!

After many extensive studies by the American Payroll Association and many other businesses nationwide, it has been determined that employees are overpaid from 1% to 8% of their annual wage. This is simply due to the errors that commonly occur in manually recording and calculating hours worked. Therefore, “It’s only 5 minutes” adds up quickly.

The table below shows what a miscalculation of “just 5 minutes” (1%) a day per employee is costing your company annually.

(Keep in mind these dollar amounts are just the cost of 5 minute (1%) errors in reporting, calculating and recording hours worked! These figures do not include the additional 30 – 40% average employee overhead and burden cost that all companies consequently experience. Nor do these figures include the cost of all the work involved in using and maintaining a manual timekeeping system!)

Accurate Timekeeping is Essential

In today’s competitive market, accurate timekeeping is essential to controlling your labor costs! Time & Pay provides you with a fully functional automated system that eliminates these hidden error costs by accurately calculating employees’ hours while helping to ensure they get paid only for the time they work. Our systems provide you with detailed time and attendance information that will help you easily monitor the attendance habits of your employees and control unproductive time with consistency.

In addition to this, our systems precisely determine your labor costs.

What does this mean for you?

You will get the tools you need to control and define your labor costs while eliminating all the work, errors and maintenance costs associated with manual timekeeping.

Best of all, this adds directly to your bottom line. Furthermore, Time & Pay’s automated timekeeping services give you the tools you need to better manage your business!

If you are asking yourself, “how do I reduce labor costs”, contact us today to see how we can help.

Time & Pay Offers QuickBooks Online Payroll Integration

Wed, 30 Sep 2020 19:27:42 GMT

What’s New?

Time & Pay has recently announced an automated integration with QuickBooks online. The new QuickBooks Online payroll integration will quickly post required information to a company’s general ledger immediately after payroll is processed, saving our clients the time and headaches involved in entering it manually!

What is the Cost?

After a small setup fee (generally $100.00), there is no additional ongoing cost for Payentry subscribers.

How Do I Set Up the Integration?

If you are interested in our QuickBooks Online payroll integration service, you should contact your CSR to start the process. We will work with you to gather the necessary journal entry information grouped by Account, Class, and Location. Once set up, all you will need to do is click on the icon in Payentry, and log in to your QuickBooks Online account.

If you use QuickBooks Online for your accounting needs, contact us today to learn more!

Mobile Check Stubs Available On The Payentry App

Wed, 05 Feb 2020 20:30:02 GMT

What’s New?

Your employees can have access to check stubs through Payentry’s mobile app! The app will allow employees to access personal information, pay information, and important tax forms through their mobile devices. Features include:

Pay History: Employees can view their payroll history and personal earning statements.
Tax Documents: Employees can view their W2s and 1099s.
Employee: Employees can view their contact information, direct deposit information, and deductions. You can also give your employees the ability to edit these items so that you don’t have to manage that information if it were to change.

Most importantly, the app includes a 2 factor authentication process, as well as a biometric security option when enabled on a device with this feature. These security measures help ensure that information is available only to those with permission.

Learn more about how our payroll software can empowering your employees by giving them access to mobile check stubs.

Control Labor Costs With The Fluctuating Workweek Method

Thu, 10 Oct 2019 20:25:12 GMT

Are Your Employees Now Eligible for Overtime?

With the new overtime rule going into effect in 2020, employers are looking for ways to keep labor costs low, while remaining compliant with Department of Labor regulations. One strategy being considered is the Fluctuating Workweek method. While this method is effective in reducing labor costs associated with overtime, employers should know all of the requirements before deciding to use it.

What is the Fluctuating Workweek Method?

Under the fluctuating workweek method, non-exempt employees (employees eligible for overtime pay) receive a fixed weekly salary. They are paid this salary regardless of the number of hours that they actually work.

In the fluctuating workweek method, the base rate of pay is calculated by dividing the fixed weekly salary by the number of hours actually worked that week. If the employee does work over 40 hours in a week, they will be paid 0.5 times their base rate of pay for each overtime hour. This is instead of 1.5 times their regular rate of pay, as required by the Fair Labor Standards Act normal method of calculating overtime.

In order to ensure compliance with the fluctuating workweek method, it is important that employers accurately track their employees’ time . An automated timekeeping system will make tracking hours easy for employees and employers, and can automatically calculate the base rate and overtime pay.

What Are the Requirements?

There are some requirements that must be met before an employer can use the fluctuating workweek method.

The employee’s hours actually worked must fluctuate from week to week.
The employee must receive the same weekly salary regardless of hours actually worked.
There must be a clear (and ideally written) understanding between the employer and employee as to how they will be paid.
The employee must work in a state where the fluctuating workweek method is not prohibited (Alaska, California, New Mexico, and Pennsylvania employees are not eligible).

If these requirements are not met, employers must pay employees 1.5 times the regular rate of pay for each overtime hour worked.

If the new overtime rule will affect your business, and you would like to consider the fluctuating workweek method, Time & Pay can provide tools to help you manage your labor costs, and help keep you compliant with DOL regulations.

Employee Or Independent Contractor: The Consequences Of Misclassification

Thu, 20 Jun 2019 20:30:50 GMT

Independent Contractor or Employee?

When classifying a worker as an independent contractor or employee, employers should consider the following factors:

Does the company have the right to control what and how the worker does the job?
Does the company control how the worker is paid or reimbursed?
Are they paid hourly or a salary?
Does the company provide supplies or tools used by the worker?
Is there a written contract or employee benefits?
Will the relationship continue after a job is completed?

The more control over a worker an employer has, the more likely that individual should be classified as an employee.

Why Employers Misclassify?

The misclassification of employees as independent contractors is not uncommon, and definitely nothing new. Employers do this in order to avoid matching FICA taxes, save on workers compensation premiums, and reduce their overall labor and administration costs.

It seems harmless enough as long as there is a mutual “understanding”, and can even go unpunished, but the potential consequences can have a devastating effect on a business if the IRS or DOL find a violation of the rules.

The Consequences

If misclassification occurs, an employer will owe up to three years of back taxes on the misclassified employee’s wages, in addition to fines and interest. They will also owe back unemployment and workers’ compensation insurance, and possibly owe premiums on other state-run insurance programs, such as paid family leave. There will be additional back pay and penalties owed to the employee if an employer did not meet minimum wage or overtime requirements.

If you are concerned that you may have misclassified an employee as an independent contractor, don’t panic! Time & Pay can help make sure you stay compliant with IRS and Department of Labor regulations, and help reduce any red flags that could trigger an unexpected audit. Contact us today for a free consultation!

How To Identify And Avoid Payroll Phishing Email Scams

Tue, 26 Feb 2019 12:38:31 GMT

Identify Phishing Emails

The IRS has issued a warning about an increase in phishing email scams directed at payroll and HR personnel. The scams generally involve employee W2’s, direct deposit information, or wire transfers. If successful, these scams can cost your company and your employees thousands of dollars. Here is a description of each scam, and how to identify them.

W2 Scam: The email will impersonate a company executive and request copies of employee W2’s, or a report that details employee social security numbers, home address, and salary information. Once the scammer has this information they will be able to file fraudulent tax returns and collect those employees’ tax returns.

Direct Deposit Scam: The email will impersonate a real company employee, often an executive, and request that their direct deposit information be changed for payroll purposes. The bank account information that they provide will be for an account controlled by the scammer, and once payroll is processed, they will receive the impersonated employee’s wages.

Wire Transfer Scam: The email will impersonate a company executive and is sent to the company representative in charge of wire transfers. The email will request that a wire transfer is made to an account that is controlled by the scammer.

Other scams include fake invoices, gift card requests, and title escrow payments. Here is an example of a phishing email one of our employees, Teresa, received from someone impersonating me, Andy Scheu.

How to Avoid Becoming a Victim

Wrong Email: Teresa noticed that the sender’s email address was different from my actual email address.

Follow Up: Teresa contacted me personally to verify whether or not I had sent the email, and learned that I had not.

Don’t Click: Teresa knows never to click on links or attachments sent by unknown email addresses.

Time & Pay employees take the necessary precautions to make sure that we avoid falling victim to phishing emails, and we hope we can help you do the same.

We strongly suggest you share this post with all of your employees so that they are aware of these scams, and that you implement internal checks and balances to avoid costly mistakes.

Lowering Employee Financial Stress Will Increase Your Bottom Line

Tue, 30 Oct 2018 11:37:25 GMT

What’s New?

Employers are recognizing that financial stress is major factor when it comes to maintaining a positive and productive work environment. In fact, 28% of employees say that financial stress is a distraction for them at work . Stressed employees tend to have more health issues, have bigger problems with attendance, and lower levels of work engagement. All of this adds up to decreased productivity, higher turnover rates, and ultimately, lower profitability.

In order to combat this, employers are searching for solutions that will reduce their employee’s financial stress, but won’t affect the company’s cash flow or complicate their payroll process .

How We’re Helping

To help, Time & Pay has partnered with ZayZoon , a company that allows employees to access their paycheck before payday. This service helps your employees pay bills on time and avoid overdraft fees, while providing an alternative to high-interest payday loans. Best of all, we offer this service is at no cost to the employer , and it is completely risk-free!

Contact us today to learn more about how Time & Pay can help lower your employee’s financial stress, and increase your bottom line!

time-and-pay

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Time & Pay’s Perspective

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�� Opening Slide: Setting the Stage

�� The Big Numbers – Dodgers vs. Blue Jays

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�� Final Thoughts

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