Pacific Payroll Group’s Post

The ongoing case discussed in this article emphasizes the crucial role of support beyond software in ensuring its effectiveness. Software acts as an efficiency tool, but its true impact is determined by the human support system. It's a reminder that despite technological advancements, the human element remains indispensable. #payroll #hr #dol https://lnkd.in/gDYPenni

Are You Ready for Pay Data Reporting in California? As deadlines approach for pay data reporting, it's crucial to ensure your payroll processes are in check. Here are a few tips to prepare: 1) Review Your Data: Double-check that all employee information is accurate and up-to-date. 2) Gather Necessary Reports: Compile your pay data and categorize it appropriately to streamline the reporting process. 3) Stay Informed: Keep an eye on any changes to regulations to ensure compliance. For a deeper dive into the specifics and deadlines, check out our latest blog post: Prepare for Pay Data Reporting Deadlines in California. Preparation is key to avoiding last-minute stress! #Payroll #PayDataReporting #CaliforniaCompliance #EarnPayroll

Five minutes. That’s all it takes for PaidRight’s PayPrecision to identify any data discrepancies across all of your HR & payroll systems. Why is that important? When it comes to proving you have paid your people correctly - it is important that the data across your T/A, payroll and HR systems are aligned. It is challenging trying to prove you have paid someone correctly if your payroll system says something different to your time and attendance system. As an example, if your pay records said you paid someone 36 hours but your timesheets say they worked 38, it can appear as an underpayment. There is probably a reason for the difference but will you remember that reason in a year's time? Why do we say this? Because we have spent the last seven years looking through billions of pay records and seen many businesses come unstuck when they find varying records across systems. It is far easier to fix these small data governance issues as you go. It will make life a lot easier in years to come! #payroll #data #datagovernance #paidright #compliance

Can employers alter timesheets? Employers can legally alter employees' timesheets, but only to make them accurate. 💡 Read more about the consequences of altering an employee's records without a proper reason in the article below. https://lnkd.in/dhZaceTK #EmploymentLaw #HRCompliance #Timesheets #Payroll

There are changes coming into effect for Maryland and Washington DC in the coming months for pay transparency. It's important to ensure your HR system can accommodate these requirements including the historical recording. Reach out to me, Connor Gillespie or Leigh Goggins if you would like to discuss how People First can help you. "Importantly, employers must also keep a record showing compliance with the law. These records must be kept for at least three years after the job is filled. If the position is not filled, the records must be kept for at least three years after the job was posted." #hr #payroll #paytransparency #employmentlaw #hris https://lnkd.in/dB4Tgt6B

Preparing for P11Ds to cease in 2026 ✍🏼 From April 2026 onwards, payrolling benefits will become mandatory, making P11D forms a thing of the past. Though we’re two years away from what the payroll community calls ‘the big switch’, early preparation will be key. #Payroll #Benefits #P11D #PayrolledBenefits #HMRC #Legislation #HR

Compliance with ever-evolving regulations, maintaining #data accuracy, and managing workload can overwhelm internal teams. Read our #blog to learn the benefits of #outsouring your #HR, #payroll, and #benefits solutions. Discover more here: http://alig.ht/WyC850QH9mE

Compliance with ever-evolving regulations, maintaining #data accuracy, and managing workload can overwhelm internal teams. Read our #blog to learn the benefits of #outsouring your #HR, #payroll, and #benefits solutions. Discover more here: http://alig.ht/WyC850QH9mE

Today’s HR Q&A ❓Question: A new employee told coworkers that she received a signing bonus. Now they’re upset, saying they’ve been here longer and haven’t gotten anything extra. What should I do about this situation? ✔️Answer: First, don’t reprimand the new employee who shared her salary information. Discussing pay is a protected concerted activity under the National Labor Relations Act. Second, it may be worth thinking about why you offer signing bonuses but not retention bonuses, and whether you can afford to do both. If you’re offering sign-on bonuses because it’s hard to hire right now, realize that not offering matching retention bonuses may ultimately lead to more open positions if your long-term employees decide to leave over these kinds of inequities. Additionally, be aware that offering one type of bonus but not the other could create pay disparities between employees who do similar work, which could expose you to discrimination and pay equity claims. Third, be transparent about pay decisions as appropriate. Sharing your reasoning with employees can provide clarity and understanding, helping to prevent surprises. Outsourcing your payroll to the right payroll team not only saves you money, time and resources, it also ensures you remain compliant. To learn how Paycheck Payroll Services can be a valuable resource for your business, visit us at www.paycheckpayroll.com This Q&A does not constitute legal advice and does not address state or local law. #payroll #employees #paycheckpayroll #payrollcompliance #employeehandbook #workschedule #payrollquestions

𝗔𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗢𝘄𝗻𝗲𝗿𝘀 𝗮𝗻𝗱 𝗛𝗥 𝗟𝗲𝗮𝗱𝗲𝗿𝘀: Are you tired of juggling multiple vendors for Payroll, Benefits, HR, Workers' Comp, and Compliance? Or maybe you're working with a PEO but haven't reviewed your options in years? At 𝗠𝗣𝗼𝘄𝗲𝗿 𝗣𝗮𝗿𝘁𝗻𝗲𝗿𝘀, we specialize in helping businesses like yours find the right solution—whether that means streamlining your current setup or finding a PEO that better fits your needs. The best part? 𝗢𝘂𝗿 𝘀𝗲𝗿𝘃𝗶𝗰𝗲 𝗶𝘀 𝗰𝗼𝗺𝗽𝗹𝗲𝘁𝗲𝗹𝘆 𝗳𝗿𝗲𝗲 𝘁𝗼 𝘆𝗼𝘂. If you're curious about how we can help you save time, reduce costs, and improve your operations, let’s connect! A quick conversation could reveal opportunities you didn’t know existed. 𝙅𝙤𝙝𝙣 𝙒 𝘾𝙧𝙤𝙘𝙝𝙚𝙩 713-829-3866 [email protected] www.mpowerpartnersinc.com #PEO #Payroll #HRSolutions #BusinessGrowth #SmallBusiness