Inova Payroll Blog

Would you subscribe to multiple accounting software platforms? Deploy two different point-of-sale systems? Probably not. But when it comes to human resources, using a variety of systems is common practice.

Many of today’s HR departments have a mix of digital tools such as online recruitment and applicant tracking software, an online benefits enrollment system through their broker, and yet a separate platform for payroll.  

When the various platforms don’t integrate, it can mean additional time to download and upload files, or maintain a set of spreadsheets to analyze data and create reports. Sometimes HR processes are made even more complicated by the existence of paper-based processes.

So what is human capital management (HCM), and how can it solve HR challenges like these?

Payroll service companies can be a big help when it comes to calculating and filing your company’s payroll taxes, printing checks, and being available to answer important payroll-related questions. Industry-leading companies have streamlined processes and controls that lead to greater efficiency and fewer errors, which can save your company time and money.

When considering payroll service options, it is important to choose a reputable company because ultimately your business is responsible for paying the taxes, not your payroll company. That means you must do your homework to ensure the payroll company is compliant with regulatory standards and that your taxes are paid in full and on time.

Note: This post was updated on July 21, 2017, with the date the OSHA electronic filing website is expected to be available (August 1).

Workplace safety is a key part of a company’s day-to-day operation. Recently the Occupational Safety and Health Administration (OSHA) enacted a new rule to ensure even greater accountability for employers with more than 20 employees. The new rule requires existing OSHA reporting to be completed electronically, and while the implementation date has been postponed, employers should be prepared to satisfy the new requirement.

Payroll is an important part of any business that employs workers. Paying your employees the right amount at the right time is essential to maintaining goodwill with your employees, not to mention staying in compliance with employment laws.

While payroll is a basic function of an employer’s daily operation, it can also be difficult to get your arms around. So we’ve identified some of the most frequently asked questions about payroll and provided answers and resources to point you in the right direction.

The Society for Human Resource Management (SHRM) reports that 15 percent of employees who quit a job within the first six months cite lack of proper onboarding as the primary reason they left the new position.

Other reasons these employees gave: no clear outline of responsibilities, insufficient training, lack of a friendly face to help out in their early days on the job, not enough attention from their manager or coworkers, and lack of recognition for their contributions.

All of these issues can be addressed through a well-developed and consistently executed onboarding process. Proper onboarding sets the stage for better employee engagement, which leads to lower turnover, which leads to lower recruiting and training expenses.

Here are a few must-have elements to a modern onboarding process that will help set your relationships with your new employees off on the right foot every time.

In today’s gig economy, more workers are finding themselves classified as independent contractors and fulfilling multiple roles for multiple employers. Freelancers, temporary workers, drivers, and consultants often gain freedom in choosing their own work schedule and how they will complete the work, but often do not enjoy the same benefits as traditional employees.

Independent contractors are not covered by the Fair Labor Standards Act (FLSA); they are treated differently in terms of taxes, benefits, and worker protections and receive a 1099-MISC form instead of a W-2 each year.

For small business owners and human resource specialists, differentiating between employees and contract workers isn’t as simple as it used to be and the risks of worker misclassification are no joke.

A 2015 study by the Society for Human Resource Management reveals that most employees are seeking a meaningful work experience. In an effort to supply it, employers are increasingly moving their HR processes to the cloud. In fact, the Information Services Group (ISG) states that the desire to provide a positive user experience is a chief reason employers shift to cloud HR solutions. 

How popular is cloud HR technology? Stratospheric. ISG’s 2015 survey shows that over 70 percent of respondents have implemented or intend to use cloud HR technology within the next two years. Besides reducing time spent on HR-related tasks, an effective cloud HR system takes an integrative approach to improving employee experience – from the job applicant stage all the way to off-boarding. An ideal integrated solution can transform the employee experience.

Among a number of regulatory changes in 2017, more and more states and municipalities are enacting their own laws and ordinances for paid sick leave, ensuring employees have protected time off for their own illness or to help a family member. These rules are designed to be employee-friendly, and they can come with unique challenges for employers, especially those whose current policies and practices are at odds with the new requirements.

2016 brought some landmark changes to the employment front. Many of these changes are set to take effect in 2017 – such as new ACA reporting deadlines, earlier W-2 filing date, revised I-9 form, state minimum wage increases, and new rules concerning OSHA recordkeeping, payroll cards, and fiduciary duties for retirement plans. Employers must also look out for changes in equal pay laws, paid sick leave, and the new overtime rule which may or may not come to pass.

President-elect Donald Trump has pledged to overturn various legislations enacted by the Obama administration – which makes the fate of workplace policies such as the revised overtime rule and the ACA uncertain. The common agreement is that, meanwhile, employers should abide by current laws.

Update November 29, 2016: The Pennsylvania New Jersey tax reciprocity agreement will remain in effect after December 31. See the Pennsylvania Department of Revenue announcement for more details.

Employers in Pennsylvania are subject to some of the country’s most complex payroll tax laws. Pennsylvania is one of 43 states that have a state income tax and one of 14 states that have local taxes. In addition to withholding state and local income tax from employees’ wages, Pennsylvania employers must also comply with special tax rules.

For example, Pennsylvania is one of the few states that requires state unemployment tax withholding and does not fully follow federal law on pretax deductions. Pennsylvania has also established reciprocal agreements with six other states – which adds another layer of complexity to state withholding.

Here’s an overview of the unique withholding requirements in Pennsylvania and tips for remitting and reporting taxes.