It happens more often than we'd like. You've created the schedule, divided team projects/tasks, and then without notice, you suddenly find yourself with one or more employees less than planned. This is referred to as a no-call/no-show, an employee who's failed to appear for work as scheduled and didn't notify their employer. 

Starting a new job can be stressful, especially when new hires don’t know what to expect. A comprehensive new hire packet will help ease the first-day jitters by clarifying those expectations and providing employees with all the information they need on day one. 

Your new hire packet should provide new employees with all the forms they need to complete for hiring and payroll purposes. It streamlines the onboarding process so employees get started as quickly and painlessly as possible. You can give employees their new hire packets physically or electronically, depending on how your company keeps track of paperwork.

On August 12th, 2022, the Inflation Reduction Act was passed by Congress. What's included and not included in the 700+ pages of economic changes featured in the act? Read on to find out.

Employers have been using defined contribution plans to attract and retain top talentsince the launch of 401(k)s in 1978. These plans transferred most of the risk involved with defined-benefit plans from the employers to the employees. The only problem? Managing a 401(k) comes with high administrative costs that most small businesses can’t afford. As a result, only 53% of workers at private companies with fewer than 100 employees have access to employer-sponsored retirement plans.

You’ve finally decided that you’re going to outsource some or all of your payroll woes! But when you sit down to research the market and find potential vendors, you’re overwhelmed by a never-ending list of payroll service providers — each claiming to be the best.

When considering payroll options, it’s important to choose a reputable company. Ultimately, it’s your business that’s responsible for paying your employees and your taxes on time — not the payroll service provider.

There’s a lot at stake here. You should do your homework to ensure the payroll company you pick is compliant with regulatory standards, offers what you need, and is reliable.

When you think of a nonprofit organization, you might picture an army of volunteers graciously donating their time without pay. In reality, nonprofits run much like corporations with paid employees and regularly scheduled paydays. They face challenges similar to for-profit businesses like accurately withholding payroll taxes while also facing obstacles unique to nonprofits such as staying within a tightly limited budget, using grant money for certain payroll expenses, and determining reasonable executive compensation. While all this may sound overwhelming, proactive research and preparation can help make understanding and implementing nonprofit payroll easier. Here’s a look at what leaders of nonprofit organizations need to know.

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.

The mazelike world of payroll taxes can be perplexing for employers. The key to breaking through the initial confusion is to identify the two categories of payroll taxes: employee taxes, which are withheld from employees’ wages; and employer taxes, which are the employer’s portion of taxes. Employee and employer taxes are imposed on federal, state and local levels – knowing which ones pertain to your business is an essential element of staying in compliance and avoiding payroll tax penalties.

This handy guide provides a basic understanding of payroll taxes, including withholding, remittance and reporting guidelines, plus important tips for employers who outsource payroll duties.

In 2014 payroll fraud comprised 10.2 percent of global occupational fraud cases, with organizations suffering a median loss of $50,000 per year.

Social Security numbers, addresses, wages, and bank account numbers are just some of the sensitive data you will find in a payroll department. Breaches in this data can be detrimental to your company’s reputation and financial standing; small businesses, especially, may never recover.

While you cannot stop criminals from attempting to steal your data, you can thwart their efforts by following these best practices for payroll data security.

Whether you own a small business with one employee or a growing company with dozens, mistakes are bound to happen. Unfortunately when it comes to payroll, those mistakes can end up costing you a pretty penny.

Did you know that in 2014 U.S. businesses were fined roughly $5 billion in payroll tax penalties? That’s a good chunk of funds to give up for unintentional mishaps. But don’t add a payroll penalty line item to your budget yet! We have compiled a list of eight common payroll mistakes that businesses make so you can avoid them…and the penalties that follow.