On the surface, managing the payroll process may seem like a simple, straightforward task. You provide paychecks to all your employees on time, and everyone in your company is happy. That seems easy, right? In reality, there is a lot more to the process than meets the eye - and you’re not alone if you feel stressed trying to handle all its moving parts.

When you really get down to it, payroll processing for each of your employees involves in-depth knowledge of wage laws and payroll taxes at the local, state, and federal levels, employee deductions, your company’s internal processes, and most importantly – patience. That doesn’t sound so straightforward, after all, does it? In order to reduce your stress, here are guidelines for creating a more manageable payroll processing experience.

If you prioritized business owners' favorite responsibilities, payroll taxes would likely fall towards the bottom of the list. Unless you have a deep history in payroll processing, it can be difficult to stay on top of all the ins and outs of tax obligations—from Social Security and Medicare to federal and state unemployment taxes and beyond.

But it doesn’t have to be a burden. Here are essential elements to managing one type of employer tax, unemployment insurance, from filing the correct form to being proactive in controlling your tax rate.

Overtime compensation rules are among the many labor regulations established by the Fair Labor Standards Act (FLSA) designed to protect workers. Calculating overtime pay may seem like a no-brainer, but actually, overtime pay calculations can be tricky. It can be more complicated than a simple time and a half calculation, and there are a number of FLSA rules that need to be considered when calculating overtime or you could find yourself the target of a Department of Labor investigation and liable for back pay, damages, and penalties.

Here are some of the fundamental FLSA rules and calculations to help you ensure you are paying employees correctly and protecting your business.

Have you ever left a job fair feeling like your top accomplishment was the distribution of your company’s latest promo item (stress ball, anyone?) to people who will likely toss it the minute they get home?

In theory, exhibiting at job fairs provides a boost to the candidate search and hiring process. In reality, job fairs require thorough preparation and out-of-the-box tactics to be an effective recruiting strategy.

If you are planning to attend job fairs in 2019 and come away with more than empty boxes, these tips are for you.

Have you ever been on a first date and ended up playing Twenty Questions? As nerve-wracking and awkward as it can be, you have to forge through if you’re serious about getting to know someone better and decide if the relationship is worth pursuing. The same goes in your quest to find the right payroll company. You are making an important investment, so you’d better know to whom you’re entrusting your employee data and paychecks.

We compiled a list of questions to ask prospective providers that may feel a bit awkward to ask but will provide you with vital information to help you make the right choice.

The idea of compensation for injuries goes back as far as 2050 B.C. in ancient Sumeria.¹ Recorded on a clay tablet, the law of Ur instituted distinct payouts for specific injuries, such as a severed foot or nose. Through several millennia, injuries that occurred while performing work for another moved from the worker assuming most of the risk to primarily an employer liability.

Today in the United States, workers’ compensation is a standard type of business insurance and is a requirement for most employers. Each state regulates its own workers’ compensation program, and the federal government manages its own program for federal workers.

Although your experience and education largely define your career and your professional persona, sometimes a certification tucked into your title goes a long way toward being perceived as a leader or expert in your field. There are a few different certifications HR professionals can earn to increase their understanding of best practices, legal requirements, and ethics. Certifications also provide opportunities for you to engage with a professional community that shares your values and goals.

While earning certifications for educational and professional networking purposes is commendable, you’ll want to combine a meaningful educational experience with a certification that can boost your career and land you in a nice position to negotiate a raise. It’s a good idea to talk to your mentor or manager about what is well-recognized and valued by your peers and company leaders before dedicating the required hours and dollars. This roundup of HR certifications will provide a starting point for your research and your path to HR superstardom.

Have you ever watched MythBusters, the science experiment television show that sets out to test myths and prove or debunk them once and for all? The hosts’ mission is to unveil the truth behind urban myths, folktales, and legends. Well, that's what we're doing in this post! We are debunking eight payroll myths we often hear in our industry. Chances are good you've heard one or two of these myths before.

Too often, the human resource professional is so caught up in putting out daily fires that it can be difficult to take a big picture, 365-degree view of the industry. Taking the time to plan and prepare for the future is essential to a successful HR strategy long-term, and that’s why we sat down with two HR leaders to discuss their thoughts on the industry and the biggest opportunities for success and failure in 2018.

So you’ve got your business up and running and invested countless sleepless nights, skipped vacations, and forgot your own birthday to keep the dream of being a small business owner alive. You’re not alone. According to the U.S. Census Bureau, there are more than 27.9 million small businesses in the U.S. and more are being added every year.

As you add employees, the complexity of your business grows, and regulations change with more people on the payroll. You soon realize you can’t wear all the hats forever. Now is the time to set a great HR foundation for your business.

Here are some general guidelines to help you think about when to use a consultancy, hire a full-time HR professional, and when you might need both!