Unemployment benefits provide a safety net for workers who have lost their jobs through no fault of their own. In most cases, you qualify for unemployment benefits if you are let go from a job instead of being fired. Different states have different systems set up for unemployment benefits, and unemployment does not transfer from one state to the next.
While unemployment is a lifesaver for some, many people are unfamiliar with how these benefits are funded. Does an employer contribute, or does an employee? Do unemployment funds come from general taxes, or are they generated from sales taxes? What are SUTA taxes, and who is responsible for paying them? Paying Through Your Paycheck For the most part, unemployment is funded by employees and their employers. Money does not typically come from any other sources, including general tax funds or sales tax revenue. It should also be noted that different states have different limitations on receiving unemployment benefits. Usually, there is a time limit per year that you can receive benefits. You might also be required to conduct work searches while receiving benefits. These searches must be verified and submitted to the state in which you receive benefits. And what are SUTA taxes, you ask? SUTA is an acronym for State Unemployment Tax Act. This is a provision in the law that requires employers specifically to contribute to state unemployment funds. In some states, employees are required to contribute as well. What About the Feds? The federal government also plays a role in the funding of unemployment. The Department of Labor oversees the Unemployment Insurance program. Although the program is administered by the states, employers must pay into this program on the first $7,000 that an employee makes. The employer pays 6% in exchange for a 5.4% tax break as long as payments are made on time. Employers may also have to pay higher rates for each ex-employee who receives benefits. This incentives employers to work with employees who are having a hard time instead of simply firing them. While fired employees are typically ineligible for unemployment benefits, they do have the right to take their case before an unemployment commission. If the employee can prove that they were fired without cause, they may still receive benefits. Read a similar article about calculating employee turnover here at this page.
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There’s an ongoing debate in the world of computing that has pitted two tech giants against each other for years: are you Mac or PC? The truth is that both Apple and Microsoft make fantastic software and hardware products, but deciding to go with one kind of locks you out of the other.
While it’s true that both platforms can run some things from the other, Apple is notorious for its closed ecosystem and proprietary programming. Microsoft’s Windows, on the other hand, doesn’t tend to play too nice with Mac software, even when running on an emulator or virtual machine. What Does Your Organization Need? In deciding between Apple and Microsoft for your organization, consider your specific needs. If your organization requires creative software and you don’t mind betting everything on one brand, then Apple is going to be the best option. Mac computers are notorious for their “it just works” design and development, making them easy to use for all skill levels while also delivering superior computing power. Windows machines are much more versatile and can interface more easily with lots of software, but Windows as an operating system takes a little bit more tech skill. If your organization needs to have access to the widest range of software and you have an IT staff on standby to help out with tech troubles, Microsoft is going to give you the best bang for your buck. Think About Accessories Of course, your computer experience is about more than just the box and the operating system. You’re also going to want to think about what devices you’ll need to use along with your computer. Printers, cameras, speakers, keyboards and other devices need to be able to interface with your computer, and Apple locks this down much more tightly than Microsoft. Microsoft's Windows device management allows you to have more control over the accessories you connect. You can also rely on Windows device management for troubleshooting as these tools provide feedback about issues with connections, drivers and more. Read a similar article about PEO providers here at this page. What company doesn't want to see a boost in productivity? A more productive work environment boosts your bottom line! Not only that, but it indicates a positive work culture and could foster better customer and business relationships across the board.
Here are a few ways you can push productivity through the roof! Use Time-Tracking Software Time tracking software for retail or office settings can go a long way! It's not about staying on top of your team's every working minute. This software is about monitoring productivity, planning workdays, and giving your employees more control over their schedules. You can also look at how your business is running and identify potential bottlenecks that need improvement. Find the best time tracking software for retail by visiting this website. Provide Frequent Breaks Encouraging your team to take frequent breaks might seem counterproductive. However, it can help avoid burnout and too much mental stimulation. When your team is staring at the clock and counting down the minutes to their next break, they get distracted and waste time. But when they take short breaks often, they come back refreshed and ready to work. Provide Balanced Feedback So many employers focus on providing negative feedback. It's such a problem that many people dread going into one-on-one meetings. Address issues when necessary, but do your best to provide balanced feedback. Praise your team for what they do well! Recognize their hard work and reward them for a job well done whenever possible. Positive recognition is a fantastic motivator that will push your employees to do their best. Limit Time-Wasting Meetings Finally, keep the unproductive meetings to a minimum! No one likes to sit through a mundane meeting that could have been an email. Limit in-person meetings to topics that demand present people. You don't have to get rid of meetings entirely. They can be a great way to strengthen bonds and collaborate. However, make sure to use time wisely to avoid hiccups in productivity. Creating a Productive Work Environment There you have it! Give these tips a try, and you're sure to see positive results. Happy and supported employees will find their work fulfilling, improving productivity across the board. Whether you employ time tracking software for retail or implement a new hourly break routine, small changes can go a long way. Read a similar blog about workers management here at this page. The key to keeping your employees happy and productive is to show your appreciation. People love getting recognition for their work! It makes them feel like more than just a cog in the machine.
Contrary to popular belief, you don't have to do much to make your team feel appreciated. Here are a few small gestures that can go a long way. Recognize Anniversaries and Birthdays Your employees spend a big chunk of their lives working for your company. The least you can do is recognize essential dates! Track employee birthdays and anniversaries with management software. You can get alerts well before the big day, giving you plenty of time to prepare something special. Again, it doesn't have to be a grand gesture. Just make it authentic and avoid the cliches! Express gratitude and let them know how much you appreciate their contributions. Click here for more information about how to track employee birthdays status. Communicate Often Here's something that many managers fail to do. Communicate with your team and touch base often! Greet them in the morning and check in a few times throughout the day. That might seem like a non-productive use of your time. However, it can make a significant difference in making your employees feel seen, heard, and appreciated. It's a crucial connection point that can help create a more positive work culture. Plus, it gives you the chance to stay up to date on what's happening in terms of work and productivity. Provide Positive Feedback Ever wonder why people dread going into one-on-one meetings and evaluations? It's because most expect to hear nothing but negative feedback! Most employers harp way too much on the bad without touching on the good. Provide constructive feedback when your team needs it. However, it would help to let your employees know what they're doing well, too. Strike a balance and make a habit of recognizing good work when you see it! Fostering a Positive Work Environment You'd be surprised by how much a difference it makes when you track employee birthdays and communicate often. It's about ensuring that your team knows they're seen and heard. Those small connections matter and can go a long way in keeping everyone happy. Read a similar blog about employee management here at this page. Many small and medium-sized businesses pay IRS penalties due to payroll mistakes. Although it’s ideal to avoid these errors whenever possible, the reality is, payroll mistakes happen and the consequences can be expensive.
In this blog, we’ll look at some of the most common payroll errors, as well as the best way to avoid those mistakes by using HR software designed to make payroll for bookkeepers easier. What are some of the most common payroll mistakes?
Payroll for bookkeepers: The best way to avoid costly mistakes So what’s the easiest way to prevent payroll mistakes? Payroll and HR software that makes payroll for bookkeepers easy, convenient, and error-free. This type of software double checks your work to help you avoid data entry errors and accidental miscalculations. Additionally, many types of payroll and HR software programs will automate certain things, like employee pay rates, to cut back on manual entry time and reduce opportunities for mistakes. Or, they can auto-adjust pay rates by job function, auto-calculate tax rates by store location, and much much more. Payroll and HR software improves the process of completing payroll for bookkeepers by cutting back the total time it takes to get the work done, reducing errors, and automating complex tasks. Read a similar article about how to run small business payroll here at this page. The Research and Development (R&D) Tax Credit is a great way for American companies to take advantage of federal and state tax savings to grow their business. Organizations across a variety of industries can benefit from this tax credit if they claim it. Unfortunately, many businesses aren’t aware that they can!
Here’s a quick overview of the R&D Tax Credit, who can claim it, and how to do so. What is the R&D Tax Credit? The R&D Tax Credit was created to encourage businesses in America to pursue innovation and to increase technical jobs in the U.S. This tax credit is intended for businesses of all sizes, not just massive corporations with research laboratories. It’s also for companies of all industries that complete a broad variety of activities that qualify them for the tax credit. Who can claim the R&D Tax Credit? Now that you know the answer to, “Who can claim the R&D Tax Credit?” you might be wondering if your business qualifies. Essentially, any tax paying business that develops, designs, or improves products, processes, formulas or software can claim the tax credit. Of course, that answer is very broad, so try answering these three simple questions to determine whether your company can claim the R&D Tax Credit:
If you answered “yes” to any of the questions listed above, your company can claim the R&D Tax Credit! How can qualifying companies claim the R&D Tax Credit? To claim the tax credit, companies must be able to show adequate evidence that they engage in the research and development activities listed above. That means they must keep accurate and detailed records of their activities to create a tax credit claim. Examples of the types of records you’ll need to claim the R&D Tax Credit include:
If your company can produce the above documents and present evidence that you pursue research and development in the U.S., you’re well on your way to claiming a cash credit and reducing future federal and state tax liabilities. Read a similar article about sexual harassment training requirements here at this page. Onboarding a new employee involves providing easy access to all of your company's systems. That includes internal servers, integrated apps, and more. Providing access ensures that your new hire can start their work and find their groove within the company.
But what happens when their tenure at your business is over? User Deprovisioning Explained Account provisioning refers to the creation of user accounts and providing access to those all-important systems. Deprovisioning is the complete opposite. It's the act of deleting accounts and ensuring that employees can no longer access critical data. Deprovisioning is a necessary process that protects your company from potential theft and data breaches. Even if an employee leaves on good terms, having open access to a company's critical internal systems is risky. Deprovisioning essentially wipes the slate clean and removes all previous employee privileges. User Deprovisioning Explained: Critical Steps to Protect Your Company There are many steps to take when deprovisioning an employee. The job's complexity can vary based on the length of the employee's tenure and what type of internal systems you use. Here are a few basics to cover. Close User Accounts One of the first things to do is to close user accounts. Generally, onboarding involves creating accounts for third-party work platforms. You pay for those services, so closing individual accounts is paramount. Doing so also ensures that previous employees can no longer jump into projects or view sensitive material. Revoke Access Server access is another critical touchpoint to address. Whether your employee worked in the office or remotely, they likely had access to internal servers for storage and communication. Revoke that access immediately to prevent potential security risks. Disable Permissions Finally, don't forget to remove permissions! You may have different security access levels based on position. Some employees might have access to more sensitive systems than others. Revoke them all and make sure that employees can't access any part of your company's internal or third-party systems. Automated Deprovisioning Deprovisioning can be difficult if you don't have steps in place to cover all contingencies. Luckily, there are automated systems to do the job for you. Access management platforms let you disable accounts from one dashboard, simplifying the process and providing much-needed peace of mind. Read a similar blog about employee benefits here at this page. Let’s face it. The post-Covid world of work looks vastly different from the landscapes most of us experienced in 2019. Covid-19 smashed into our workplaces like an asteroid, leaving massive changes in its wake. And it wasn’t just the work environment that was affected read more
Hiring a new employee is about more than just welcoming them to the team. There are many logistics to take care of before they start working and receiving regular paychecks.
What are the steps for a new hire? Keep reading to learn more about some of the forms you need to take care of for new employees. Form W-4 This form is sometimes called the "Employee's Withholding Certificate." Its purpose is to determine how much your new hire wants to withhold for taxes during each pay period. Every new hire has to complete the W-4 before they get a paycheck. Employees can change the W-4 at any point. As an employer, it's your job to keep track of changes and make withholding adjustments accordingly. Form I-9 Also known as the "Employment Eligibility Verification form," I-9 is a form that you must keep in your employee's records. Your new hire should fill it out and provide supporting documentation of their identity and work eligibility. While you don't have to send it out, it's essential to look at the documents to ensure adequacy. You can use the E-Verify system to check work eligibility, but the I-9 is mostly for immigration officers and audits. Application form What are the steps for a new hire joining your team? Before anything else comes the job application. Contrary to popular belief, the application isn't a throwaway document. It holds crucial, verifiable information about the employee, such as work history and education. Keep the application in your records, as it will protect you as an employer should they make fraudulent claims. State Forms and Registration Requirements In addition to federal-level forms, you might have some state regulations to follow. All states are different, so make sure to check with local laws for guidance. Typically, you'll have to fill out forms for the taxing agency if you live in a state that has an income tax. Forms for unemployment tax and employer registration might come up as well. Staying Above Board Familiarize yourself with state and federal laws to ensure that you're compliant with regulations. Send out forms to the appropriate organizations, such as the IRS. It's also a good idea to keep copies in case of workplace audits. Having that documentation ready ensures that any issues will resolve quickly. Read a similar article about open enrollment software here at this page. Labor laws are in place to protect workers and ensure a safe working environment. While it seems simple enough to stay on the right side of compliance, labor laws are far more complex than most realize.
To avoid fines, penalties, and a hit to your organization's reputation, HR leaders must go the extra mile to ensure that all policies comply with state and federal labor laws. Common Compliance Issues Believe it or not, companies inadvertently break labor laws all the time. In most cases, it's not intentional. However, regardless of intent, it opens these organizations up for penalties and potential lawsuits. Most compliance issues involve issues like benefits and medical leave. Things like retirement plans and health insurance can get complicated quickly as a business grows. The same goes for union laws and fair labor standards. Sometimes, issues can arise immediately after hiring a new employee. Immigration acts, anti-discriminatory laws, and more can muddy up the works. Non-compliance can occur at any stage of the hiring process. HR management should play a part in avoiding all employee-related issues. How to Stay Compliant Keeping up with all the labor laws isn't easy. Luckily, there are some ways to make your HR department's life a little easier. Invest in Education and Training Ongoing education is critical when it comes to compliance. The entire team doesn't need to have lawyer-level knowledge of every labor law to exist. But, they should understand the core concepts. Legal and regulatory requirements change all the time, so ongoing training is a must. Use HR Software Labor law compliance software can be a real lifesaver. The software essentially automates the entire onboarding and benefits administration process. Tech stacks will alert you to potential problems and make sure that no stone goes uncovered. Some programs can also take care of everyday matters like time and attendance tracking. If a potential compliance issue arises, you'll know! Perform Regular Audits Don't hesitate to schedule routine compliance audits. It doesn't take much for things to get out of hand, opening up a can of worms as far as legal issues go. With an audit, you can find liabilities and address them as soon as possible. Be Proactive About Labor Law Compliance If there's anything you don't want to skirt, it's labor laws. Take steps to avoid legal liability. Navigating these complex issues will become a breeze with the labor law compliance software, ongoing education, and audits. Read a similar article about ADP alternatives here at this page. |
AuthorEmily Clarke writes about employee management, benefits and payroll service. Archives
December 2021
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