Archive for the ‘Payroll Processing’ Category

Part 3 of 3: Ways PEOs Support Golf Course Businesses

January 27th, 2014

payroll processing for golf coursesWelcome to part 3 of 3 in our 3-part series regarding PEO solutions for golf course businesses. Now, let’s conclude by talking about the word most golf course owners can’t stand to hear, let alone work on: administration. Employees of all different job types, payroll, time off requests, taxes, government forms, scheduling, recruiting, compensation evaluation, hiring, disciplining, performance reviews, firing, exit interviews… the list of administrative tasks goes on and on.

The Challenge: 

Due to the diverse types of employees found within a golf course business, the various responsibilities and the various compensation structures, there are an increased number of HR challenges for the business owner. Each worker comes with their own specific list (it’s a long one) of administrative tasks.

Here’s How PEO Advantage Can Help:

PEOs have the ability to take away many of the tasks that may be slowing your business down and costing you a bundle—especially payroll processing.PEO Advantage helps find the perfect PEO for managing and delivering payroll to your employees, in addition to accounting for the necessary Federal, State and Local taxes. The PEO payroll responsibility also includes Social Security, Medicare, Federal Unemployment Tax (FUTA), State Unemployment Insurance (SUI) and any other taxes that are applicable.

Many PEOs have invested hundreds of thousands of dollars into their Payroll and Human Resource Information Systems (HRIS) so that clients can enjoy the benefits of having access to industry leading cloud based systems.  Technological enhanced process efficiency is only one advantage of partnering with a PEO.  Your business will also offset employee liability, outsource payroll & HR and other tasks such as benefits administration which allow your staff to further increase productivity and focus on daily management and growth.  In some cases, PEO clients experience even greater savings by eliminating overstaffed HR departments.  PEO Advantage encourages business owners to redeploy excess employee capacity toward revenue generation.

Here’s a bonus regarding the number of job types you employ at your golf course: PEOs provide professionally written employee handbooks and policies that translate into clear expectations for each position and better job performance!

To learn more about how a PEO can help your golf course with its administration and payroll, contact PEO Advantage at 877-636-9525 and continue your research by downloading the “PEO Advantage “PEO Buyer’s Guide: Don’t Go at it Alone.”

Minimum Wage Increases for 2013

June 4th, 2013

We’re well into 2013, but if you’re just now hiring someone in the middle of the year, you may not know that a few states had minimum wage increases in 2013. 10 of them – to be exact!Minimum Wage Increases for 2013

Let’s review:

  • Arizona – $7.80
  • Colorado – $7.78
  • Florida – $7.79
  • Missouri – $7.35
  • Montana – $7.80
  • Ohio – $7.85
  • Oregon – $8.95
  • Rhode Island – $7.75
  • Vermont – $8.60
  • Washington – $9.19

Federal minimum wage remains at $7.25/hour, although that may change in the near future.  President Obama has proposed indexing the minimum wage to inflation so that it increases each time the cost of living increases. The Fair Minimum Wage Act of 2013 has been introduced in the U.S. Senate and House of Representatives and if passed would raise the federal minimum wage to $10.10 per hour by the year 2015. The minimum wage would then be adjusted each year after that to keep up with the rising cost of living.

Currently, the federal minimum wage of $7.25/hour supersedes state minimum wage laws where the federal minimum wage is greater than the state minimum wage. In states where the state minimum wage is greater than the federal minimum wage, the state minimum wage takes precedence.

Need help sorting through minimum wage laws? Ask your PEO! If you are not currently working with a PEO or payroll service provider, contact PEO Advantage today to learn more. Wage and hour laws can be complex – but you don’t have to face them alone!

How Do I Determine What To Pay a New Employee?

May 23rd, 2013

How Much Do I Pay A  New EmployeeHiring? You may be stumped when it comes to selecting or offering the appropriate salary for the vacant position- especially if it’s a new position your company has never had before. You’ll obviously want to be in compliance with minimum wage laws, but as you advance further up the pay scale and away from entry level positions, salaries get a little bit more complex.

Salary is often representative of experience, skill set, industry and responsibility, and you want to attract the perfect candidate, don’t you?

How do you determine what to pay a new employee? Let’s review a few key factors:

  • Do your research. There are a few good resources available which will provide salary data within your industry: www.bls.gov, www.payscale.com and www.salary.com.
  • Education & experience: What degree, training, certificates does the employee have and how many years of experience does he or she have? Will you offer a higher salary for a candidate that brings more to the table?
  • Job uniqueness: How rare is this job? Are there a lot of candidates capable of filling the position, or does it really require a rare and exceptional candidate?
  • What benefits will you provide the employee with? Don’t underestimate the power of benefits, or the cost. Many employees will happily take a lower-paying position if it means full health insurance coverage for their family or special perks such as company gym membership, retirement account, commissions, expense reimbursements, transportation, and more. What can you provide? Analyze how much each benefit is really worth.

Once reviewing the abovementioned areas, it is recommended that you compile a salary range, versus a number set in stone. A range will allow you some flexibility for negotiations, and other factors such as a candidate’s unique experience or the need for relocation.

Still stumped? A PEO Can Help…

If you already work with a PEO, be sure to rely on them for attracting and retaining top employees. Comprehensive benefits packages and recruiting assistance brought forth by the PEO relationship will make sure your Company hires the right talent – at the right price too!

If you’re not yet working with a PEO, contact us to learn more.  There are countless benefits to the co-employment relationship in addition to salary and recruiting assistance. We can help!

What Do I Do If I’ve Accidentally Overpaid An Employee?

May 17th, 2013

Overpaying an EmployeePart-time sales rep Mike typically works 30 hours a week, but this past week his schedule was slightly different because of a family obligation that required him to take a few days off. He only worked 14 hours and you just accidentally paid him for 30. Uh-oh.

Now what? If you’re not “buddies” with Mike, confronting him about the situation can be awkward, to say the least! Will he recognize that he’s been overpaid and come to you? Should you wait to see what happens?

The answer is no; don’t wait. The first step in handling this situation is to confront your employee. You’ll likely want or need to recover the overpayment and there’s actually several state laws surrounding payment errors, which means you’ve got to go about this the right way.

Always make sure that your payroll records are intact. You can’t make a claim unless you have the documentation and evidence to back it up. If you don’t have significant documentation, the state may not actually allow you to “take back” money from your employee, and you could end up in a sticky lawsuit.

Now, how do we actually recover the funds? Laws vary from state to state. In some states you can deduct money from your employee’s future paycheck(s) until the balance is recovered, but not if that deduction results in your employee’s paycheck being less than minimum wage in the upcoming weeks. In other states, you can demand full repayment via personal check from your employee if the overpayment was within a certain percentage of the person’s regular payroll.

Small overpayments are a little bit easier to manage. If you need to recover a large sum, it may very well need to happen over a series of paychecks for the next month or so. What a headache!

A PEO Can Help

Employment law is complex, especially everything that falls within the Wage and Hour Division (WHD).  As an employer, you have to abide by federal and state laws – which can be difficult to do at times when you’ve run into a situation as such.  Some of us tend to panic, and forget the protocol – if we even knew it in the first place!

Alongside payroll processing services, PEOs offer a lot of support. They know state laws and federal laws inside and out and can even handle this “awkward” situation on your behalf, as your payroll processor/service provider.  PEOs reduce the number of hats you need to wear as a business owner, which by the way is a GOOD thing! Fewer miscalculations and clerical errors results in less stress, and allows you to focus on your company’s core competencies while the PEO focuses on theirs.

To learn more about PEOs and avoiding or managing payroll errors like this, contact PEO Advantage today.

Part 2: 3 Ways PEOs Support Daycare Facilities

September 17th, 2012

Welcome back to our 3 part series on Daycare and Preschool-specific PEO solutions!  Last week we reviewed the many benefits associated with utilizing a PEO for Workers Compensation Insurance.  This week, we’re talking Payroll.

Again, we’re making it easy to digest and so that you can go back to investing time and energy into what matters most – the children!

Part 2: Payroll

Let’s circle back to Sandra’s Daycare Center (If you don’t know who Sandra is, see Part 1!)

Sandra is a small business owner with only 7 employees, 8 including her – She manages her own organization’s payroll to save money. Sandra is responsible for the following each month:

  • Timely distribution of checks to employees on the 15th and 30th
  • Upholding precise records
  • Managing and paying payroll taxes
  • Liability in the event of a payroll error or mistake in reporting to the IRS

While Sandra may be saving money, she is losing resources and time to manage payroll administration each month. Sandra is by no means an expert in payroll, and although she’s doing a great job thus far she is spending more time than necessary reviewing documents, taxes, compliance, and payroll checks to ensure she is doing everything right.

She’s finally at the point where hiring someone seems like a much better option. She needs to spend more time overseeing her employees, interacting with parents, and helping out with the children.

Fortunately this payroll scenario has come into play at just the right time. Sandra just engaged a PEO to secure better rates on workers compensation insurance. Can they help with payroll too? For larger companies with big payrolls, the PEO solution is clear – PEOs save these companies a tremendous amount of money and will streamline the process. But will PEO payroll solutions benefit Sandra who only distributes checks to 8 people each month?

All PEOs and pricing structures vary, but in Sandra’s situation, if she decides to utilize the PEO she has selected, standard pricing for payroll with full service human resources support is as follows.  (the following prices are industry standard and do not reflect the discounts available to clients of PEO Advantage.)

  • 1-4 Employees:   $83.25 per employee per month*
  • 5-9 Employees: $58.33 per employee per month* <<< SANDRA
  • 10-14 Employees: $54.16 per employee per month*
  • 15-19 Employees: $50 per employee per month*
  • 20-49 Employees: $43 per employee per month *

*Depending on the PEO, an implementation fee may also be necessary.

For Sandra, the small business owner, the solution is also very clear. Bundling payroll services into her current PEO contract is a lot more economical than hiring a payroll and human resources professional.

Sandra’s new payroll benefits include the following when working with a PEO:

  • On-time and accurate payroll each payroll period
  • Specialized technology to streamline payroll
  • Reporting options: Web-based access on any device with internet access, Direct information feeds from your existing time and attendance system or more simply you may choose to call-in or fax-in your timesheets.
  • Better communication with employees: Improved access to payroll information, benefits, personnel data, vacation and sick time accrual
  • Peace of mind surrounding compliance: All liability falls on the PEO in the event of a mistake in payroll or reporting to IRS
  • More time to focus on her business: With payroll taken care of, Sandra can go back to doing what she loves, and what she does best: working with the children, parents, and employees each and every day.

Sandra’s new PEO won’t stop at payroll though. PEOs handle workers compensation insurance and payroll administration services amongst many other management services of HR in order to form a complete package. Join us next week as we review Part 3: Human Resources Administration.

In the meantime, if you have any questions about Payroll, and would like to request a quote, contact PEO Advantage today!

Say Goodbye to Payroll Processing, and Hello to PEO.

March 20th, 2012

We hear it all the time—“PEOs save businesses time and money,” but if there’s one thing we love most about PEOs, it’s their ability to take away many of the tasks that may be slowing your business down and costing you a bundle—especially payroll processing.

Payroll is just one of the many ways a PEO can save you and your staff time and administrative headaches. Professional Employer Organizations manage and deliver payroll to your employees, in addition to accounting for the necessary Federal, State and Local taxes. This responsibility also includes Social Security, Medicare, Federal Unemployment Tax (FUTA), State Unemployment Insurance (SUI) and any other taxes that are applicable.

As a result, your business will be decreasing its liability, and by outsourcing payroll and other administrative tasks to a PEO, your business may be able to limit the number of employees you have within your office location, further reducing labor costs.  Many PEOs have invested hundreds of thousands of dollars into their Payroll and Human Resource Information Systems (HRIS).  PEO clients enjoy the benefits of having access to industry leading systems such as People Soft, Ultimate Software, HR Pyramid, Davidson, Lawson, and Kronos to name a few.  If you’re considering hiring a staff (or additional staff) to manage payroll in-house, it’s worth a consultation before making any costly decisions.

You’ll also notice that with a PEO, business and processes will become a lot more streamlined.  Expertise and improved technology guarantee on-time and accurate payroll and efficient claims processing. A PEO will also manage vacation and day-off accruals on your behalf.

As previously mentioned, it is worth consulting with an expert if you are looking to streamline or decrease the costs associated with payroll. Not every PEO or payroll outsourcing company is the perfect fit for your company- it depends on your current costs, current needs and company size. Through a series of more than 200 questions that cover everything (including payroll processes), we’ll identify and prioritize your current and future requirements and determine what your most cost-effective alternatives to managing in-house are.

Contact us today to learn more.