Thought Leaders

Everyone in a management capacity has faced the dread of tracking down employees to get the information needed to update timecards for payroll processing. Multiple slips of paper, emails, and recollections of prior conversations all play a part in this never-ending merry-go-round subsiding only momentarily after a payroll has run before starting all over again. Technology, however, can help and although it may never wholly prevent the need for occasional time punch clarifications with employees, it will introduce a faster and more accurate process. Employee timekeeping can be a major

The workplace is viewed as an intense and driven environment that continuously strives to increase production while enhancing efficiencies. Push, push, push is the motto, and employees are the engine to drive success and navigate wins for any organization. All too often, however, we have all witnessed burnout, decreased teamwork, and declining morale as employees feel unenergized, isolated, and unhappy with little attention to employee mental welfare. Employees are complex and come with differing needs in the workplace, while also being preoccupied with personal situations from home. Infusing a little

What words come to your mind when you think of Medicare Part D? Complex – Confusing – Ever-Changing – Choices – Deadlines? Not only do you have to maintain the success of your operations, employee retention, payroll taxes, and employee insurances but you must also comply with Medicare Part D requirements. What is Medicare Part D? Medicare Part D is an option to help cover prescription costs for everyone who qualifies for Medicare. It is a separate prescription drug plan which varies in costs and covered drugs, all of which

So, today’s business mail has a letter from the IRS waiting for you. Those are always awesome. You open the envelope and read something about the tax year 2021 and: “Dear Employer: Our records show you may have been an Applicable Large Employer (ALE) and therefore are required to file certain information returns.” Wait… what? Though there have been a few changes since its inception in March of 2010, many employers are still unaware that they have been deemed by the IRS to be an ALE and are left scrambling

Federal and state laws generally require employers to limit their interview questions to those that are essential for determining if a person is qualified for the job. In general, employers should not ask about race, gender, religion, marital status, national origin, or age because that information is irrelevant in determining if an applicant is qualified for the job. Also, federal law expressly prohibits employers from making pre-employment inquiries about an applicant’s disability. Illegal interview questions are those that single an individual out for reasons that are contrary to employment anti-discrimination