Top 7 Reasons Your Company Should Be Using a Contractor Payroll Specialist
|
|
- Willis Elijah Briggs
- 8 years ago
- Views:
Transcription
1 . Top 7 Reasons Your Company Should Be Using a Contractor Payroll Specialist
2 . Top 7 Reasons Your Company Should Be Using a Contractor Payroll Specialist
3 Presenters Jason Posel: SVP, Strategy and Solutions ClearPath Workforce Management Fort Lauderdale, FL
4 Top 7 Reasons Your Company Should Be Using a Contractor Payroll Specialist Reason # 1 Cost effectively engage internally sourced contractors
5 #1. Cost effectively engage internally sourced contractors Defining Internally Sourced Non-Employees Internally Sourced Typically found through informal channels e.g. former employees, former contractors, retirees, other alumni, internal referrals etc. Formal channels include contractor sections on career sites, internal recruiters etc. Internally Sourced Contractor Externally Sourced Contractor Often includes SOW consultants Temps, Independent Contractors, Contract Workers, Interims, Consultants, Sub-Vendors Externally Sourced Use of staffing / recruitment firms to find and source contract workers
6 #1. Cost effectively engage internally sourced contractors Service Options Staffing Services: Sources and recruits workers for a specific job opening Employs and pays workers, supplying them to Business under a staffing arrangement Typically takes responsibility for performance Fees incorporate cost for recruiting and employing Contractor Payroll Services (CPS): Employer of Record: hires and pays your internally sourced workers as their own W-2 employees IC Engagement Specialist (ICES) / Agent of Record: 3rd party payment of qualified 1099 / C2C / Sub-Contractors / Sub-Vendors Contractor Compliance Program: FLSA; exempt/non-exempt; wage and hour; co-employment, IC classification process
7 #1. Cost effectively engage internally sourced contractors Comparison of Service Provider Options Services Staffing Firms Contractor Payrolling Firm
8 #1. Cost effectively engage internally sourced contractors Using a Staffing Firm to Pay Internally Sourced Contractors ICs Business Inc. Internally Sourced W-2s Staffing Suppliers Externally Sourced W-2s Many businesses often use a staffing firm to payroll internally sourced W-2s Most staffing firms lack the dedicated compliance expertise to deal with IC regulations, wage and hour laws, and co-employment issues Limited change management experience when converting ICs to W-2 status or implementing a compliance program Passing to a staffing firm is typically more expensive than a specialist payroll vendor Vendor Neutral potential conflicts of interest with other staffing firms
9 #1. Cost effectively engage internally sourced contractors Cost Savings Compared to Staffing Firm Payroll specialists core competency is payroll Drastically reduced cost-to-process Savings average 8% - 30% compared to traditional staffing company fee s No. of Contractors: 10 Avg. Length of Assignment: Pay Rate: Savings: 12 Months $50 per hour $208,000 per year *Based on 20% savings
10 #1. Cost effectively engage internally sourced contractors Best practice engagement model Business Inc. Cost savings: 8% - 30% compared to staffing firm Time saving through outsourced admin Convert long-term contractors to EoR for reduced payroll rate Contractor Payroll Partner Staffing Suppliers Process alignment and efficiencies Consolidation of all ICs and internally sourced contractors under single contract Single, consolidated invoice for all contractors under program Increased visibility Internally Sourced W-2s ICs Sub-vendors Externally Sourced W-2s Experts in compliance Evaluation of ICs to ensure correct classification Wage & Hour, exempt / non-exempt & FLSA
11 Contractor Payroll Service Best practice model for programs with an MSP and/or VMS Contractor Payroll Partner Business Inc. MSP / VMS Staffing Supplier Staffing Supplier Many larger businesses use a Managed Service Provider or Vendor Management System Best practice is to utilize a Contractor Payroll vendor alongside staffing firms Internally Sourced W-2s ICs Sub-vendors Externally Sourced W-2s Enables incorporation of a compliance program for ICs and lower rates for internally sourced workers
12 Top 7 Reasons Your Company Should Be Using a Contractor Payroll Specialist Reason # 2 Reduce internal administration for contractors
13 #2. Reduce internal administration for contractors Increase your bandwidth by having a specialist manage the onboarding process, and ongoing administration, including new hire paperwork, background checks, time cards, employee relations, etc. Outsource onboarding: Contractor Payroll firm manages new hire paperwork: W-2s: I-9, W-4, employee agreement, background screening ICs/1099/sub-vendors: Corporate docs, insurance certificates, corporate policy documents, NDAs etc. Time and expense approval Online timecards and approval system SOW / PO tracking Payment processing Year end 1099 / W-2 processing Full HR support Via dedicated Client Service Manager
14 Top 7 Reasons Your Company Should Be Using a Contractor Payroll Specialist Reason # 3 Hire workers in any State
15 #3. Hire workers in any State Hire workers in any location with multi-state payroll processing, funding, liability insurance and Workers Comp coverage Coverage in all 50 states Payroll processing Cross-state expertise Tax withholdings Nationwide insurance coverage Workers Compensation Errors & Omissions Liability insurance Expand into any location with little or no adjustment, reporting requirements or additional overheads
16 Top 7 Reasons Your Company Should Be Using a Contractor Payroll Specialist Reason # 4 Ensure compliance with Federal and State requirements
17 #4. Ensure compliance with Federal and State requirements Ensure compliance with Federal and State requirements including IC classification, overtime and exempt versus non-exempt regulations Dedicated compliance department with expertise covering all relevant HR, legal issues including: FLSA, Wage and Hour regulations, Co-Employment, IC Compliance Advice and guidance provided on all key issues Ensure compliance with Wage & Hour regulations Huge increase in number of class-action lawsuits Established process for determining exempt/non-exempt status Follow state laws regarding pay checks on termination Co-employment risk mitigation Main risk is non-payment of tax withholdings use a credible CPS to ensure payments are made Correctly classified ICs are no risk Benefits program and language needs to be addressed
18 #4. Ensure compliance with Federal and State requirements Independent Contractor Compliance Key focus for all federal and state agencies Estimated to be 3.4 million misclassified ICs, costing gov t up to $54 billion New federal and state laws, plus state/federal agency co-operation 21 States Have Specific Legislation Targeting IC Misclassification Main risks Reclassification = back taxes, interest, penalties, fines Claims for Benefits = healthcare, 401(k), stock options, vacation/sick pay Wage and Hour Implications = back-dated salary, overtime, meal & rest periods Class-action lawsuits increasingly common Evolving and Diverse Legal Standards No Single Federal or State Test No clear definition of what constitutes an IC Not based on the actual contract
19 #4. Ensure compliance with Federal and State requirements Independent Contractor Compliance Federal Tests Federal Common Law Test IRS Test Economic Realities Test Hybrid Test NLRA FICA/FUTA, IRCA FLSA/ADEA/Title VII/ADA Title VII EEOC Test Example State Tests: California California Borello Test Title VII, ADA, ADEA CA FEHA, CA Family Rights Act, CA Labor Code, CA Workers Comp Act, CA Agricultural Labor Relations Act California Common Law Test Employment Development Department (EDD) Test California UI, SDI, FTDI, Payroll Tax California UI, SDI, FTDI, Payroll Tax
20 #4. Ensure compliance with Federal and State requirements Independent Contractor Compliance Online evaluation and classification program for Independent Contractors Web based questionnaires based on Federal and State regulations Compliance specialists make status recommendations Comprehensive training programs for managers and consultants Creation of Case Defense File for federal or state audits IC Discovery and current state evaluation Conversion of ineligible 1099 Contractors to W-2 status
21 Top 7 Reasons Your Company Should Be Using a Contractor Payroll Specialist Reason # 5 Consolidate invoices and payment distribution
22 #5. Consolidate invoices and payment distribution Help your accounts payable department by consolidating invoices and payment distribution Single consolidated invoice Covers all contractors: W-2s, 1099s, Corp-to-Corp, sub-vendors Flexible billing cycles Customizable invoice configuration Payment distribution Fast, efficient payment processing Direct deposit All appropriate tax withholdings Centralize the approval and payment process, reducing internal costs of managing the payment function, and freeing up valuable time.
23 Top 7 Reasons Your Company Should Be Using a Contractor Payroll Specialist Reason # 6 Use multiple vendors without additional administration
24 #6. Use multiple vendors without additional administration Access a program that enables you to use as many sub-vendors as needed without additional administration Engage any worker or vendor through your contractor payroll partner Overcome headcount, preferred supplier list restrictions No worries about additional administrative support Simple process: Agree terms with the worker/vendor Let your CSM/vendor rep know the contractors contact details Contractor Payroll Specialist takes over and onboards the worker
25 Top 7 Reasons Your Company Should Be Using a Contractor Payroll Specialist Reason # 7 Minimize the Impact of the Affordable Care Act
26 #7. Minimize the Impact of the Affordable Care Act ACA impact overview Employers are not directly obligated to provide coverage to their employees Small companies (less than 50 FTEs) are not directly impacted A large employer (50 or more FTEs) that does not offer healthcare coverage to at least 95 percent of its full-time employees, is subject to a penalty if any of its full-time employees without employer-provided coverage purchases coverage from an exchange and receives premium assistance The annual penalty can be severe: $2,000, multiplied by every full-time employee, minus the first 30 full-time employees ALL full-time employees count toward calculating the penalty, even the employees with employer-provided coverage There are also considerable reporting and administrative implications Source: O Melveny & Myers attorneys, Law.com
27 #7. Minimize the Impact of the Affordable Care Act ACA will have several impacts on the use of contractors Contract workers engaged as W-2s through a vendor will be subject to ACA regulations ACA will result in an increase in the cost of using contract workers The costs of ACA have yet to be determined Option 1 will be to provide suitable coverage, estimated at between $1.50 to $2.75 per hour on top of bill rate when engaged through a vendor Option 2 will be to the $2000 penalty These costs will likely be passed by vendors to the end-client Benefits providers are not yet providing costs for corporate plans that start in 2015 According to SIA, many staffing vendors do not consider themselves the common law employer and are therefore not planning to be complaint with ACA requirements
28 #7. Minimize the Impact of the Affordable Care Act ACA Strategies Strategy 1: Use Independent Contractors ICs are not employees and therefore not subject to ACA Benefits: Stay under the 50 FTE threshold Avoid offering healthcare coverage to a portion of FTEs Risks: Only works if workers qualify to be engaged compliantly as ICs Financial risk from misclassification is high Misclassification = back taxes, fines, interest and liability claims/lawsuits Reclassification = would result in workers beings treated as non-covered employees and fines could apply to entire full-time workforce Misclassifying employees as ICs would be more costly than complying with ACA Solution: Use a Contractor Payroll Specialist to classify, engage and pay potential ICs
29 #7. Minimize the Impact of the Affordable Care Act ACA Strategies Strategy 2: Engage workers through a third-party employer Benefits: Stay under the 50 FTE threshold and avoid ACA direct impact For large employers Minimize the cost of onboarding short-term contingent workers Outsource the administrative requirements to an expert Risks: Should only be used for short term assignments (1, max 2 years) Solution: Use a Contractor Payroll Specialist to employ short-term / contract workers and manage reporting and administration
30 Top 7 Reasons Your Company Should Be Using a Contractor Payroll Specialist 1. Cost Effectively engage internally sourced contractors 2. Reduce internal administration for contractors 3. Hire workers in any State 4. Ensure compliance with Federal and State requirements 5. Consolidate invoices and payment distribution 6. Use multiple vendors without additional administration 7. Minimize the impact of the Affordable Care Act
31 ClearPath Resources Resources section of website: Whitepapers Classify Independent Workers with Confidence Top 10 Questions for Evaluating a Payroll and Compliance Vendor Webinar Library Previous Webinars Case Studies Calculators Potential IC misclassification financial risk Payroll savings calculator Newsletter subscriptions ClearPath newsletter
32 Q & A Jason Posel jason.posel@clearpathwm.com Tel: (954)
The Five Most Dangerous Assumptions Businesses Make About Independent Contractors
The Five Most Assumptions Businesses Make About Independent Contractors and How You Can Avoid Them! Presented by Collabrus Inc. Contingent Workforce Management & Compliance Solutions Introduction Mitigating
More informationContingent Workers & Independent Contractors: Avoiding Misclassification Pitfalls. Presented by David Long-Daniels Greenberg Traurig, LLP
Contingent Workers & Independent Contractors: Avoiding Misclassification Pitfalls Presented by David Long-Daniels Greenberg Traurig, LLP Why are we here? Guidelines for making a determination as to whether
More informationWhen is an individual an employee? A Solution for the Payroll Headache: Employee vs. Independent Contractor? Agenda
A Solution for the Payroll Headache: Employee vs. Independent Contractor? Presented by: Melanie Olson Consultant, HR to Go HR to Go 1730 I Street, Ste 240 Sacramento, Ca 95811 Phone: 916.444.6200 www.hrtogo.com
More informationThe Expanding Definition of Employer
The Expanding Definition of Employer Michael Sheehan Anne Pachciarek Tim Brennan May 19, 2015 Contact Information Michael Sheehan Partner DLA Piper Employment Michael.Sheehan@dlapiper.com 312.368.7024
More informationCHOOSING YOUR CONTINGENT WORKFORCE MODEL & BUILDING THE BUSINESS CASE
CHOOSING YOUR CONTINGENT WORKFORCE MODEL & BUILDING THE BUSINESS CASE According to Careerbuilder s national survey, employers recently indicated that contingent hiring is expected to increase 10 percent
More informationYour Business. Stronger.
ADP TOTALSOURCE Your Business. Stronger. HR. Payroll. Benefits. Maximizing Your Success Imagine being able to reduce the costs and complexities surrounding your employment management tasks. The administrative
More informationTechnology Case Study High Tech: Network Server Manufacture
Technology Case Study High Tech: Network Server Manufacture The client was notified that it would be audited by state taxing authorities related to its independent contractor engagement practices. Industry
More informationMisclassified? The Fight Against Independent Contractors
Misclassified? The Fight Against Independent Contractors Christine E. Reinhard August 15, 2014 All Rights Reserved Schmoyer Reinhard LLP If It Looks Like a Duck 1 Questions of the Day Why are independent
More informationIndependent Contractors v. Employees
Independent Contractors v. Employees A Practical Guide for Parents Who Hire Household Help Diana Maier Attorney-At-Law 1 AGENDA Why do I need to know the difference between an independent contractor and
More informationPart 3: Business Case and Readiness
The Fundamentals of Managed Service Provider (MSP) Programs Part 3 of 3 Part 3: Business Case and Readiness By Jennifer Spicher contents This is the final of a three-part series designed to outline key
More informationEmployee vs. Independent Contractor: Protecting Your Company
Attorney Stephen A. DiTullio DeWitt Ross & Stevens S.C. 2 E. Mifflin Street, Suite 600 Madison, WI 53703 (608) 252 9362 sad@dewittross.com 1 Background Facts & Statistics 60% of all businesses use independent
More informationRandstad Managed Services A better brand of managed services
Randstad Managed Services A better brand of managed services Staffing procurement plus. In today s world of work, contingent staffing has become a function of both Human Resources and Procurement, reflecting
More informationGovCon Solutions Your Business Our Solution
Your Business Our Solution success without limits Who is Headway? Headquartered in Raleigh, NC, Headway connects organizations with superior talent and strategic workforce solutions that improve operational
More informationHUMAN RESOURCES MATTER:
HUMAN RESOURCES MATTER: Improving Performance and Managing Costs through Human Resource Outsourcing Building Better Business HUMAN RESOURCES MATTER: Improving Performance and Managing Costs through Human
More informationPAYCHEX. Mastering Payroll Compliance. 10 Missteps to Avoid
PAYCHEX Mastering Payroll Compliance 10 Missteps to Avoid Executive Summary. Businesses pay government agencies millions of dollars each year in labor and tax compliance penalties. And, in this economy
More informationTHE PEO ADVANTAGE. What is a Professional Employer Organization?
What is a Professional Employer Organization? THE PEO ADVANTAGE A Professional Employer Organization (PEO) is a business also known as employee leasing or staff leasing. PEO s provide small and midsized
More informationManaged Service Providers for Mid-Sized Companies:
Managed Service Providers for Mid-Sized Companies: How companies spending less than $100 million a year on contingent labor can achieve greater efficiency, compliance and cost savings. 2013 Monument Consulting.
More informationPART 1: THE WHAT, WHO, AND WHY OF MSP BY JENNIFER SPICHER
THE FUNDAMENTAL S OF MANAGED SERVICE PROVIDER (MSP) PROGR AMS PART 1 OF 3 PART 1: THE WHAT, WHO, AND WHY OF MSP BY JENNIFER SPICHER CONTENTS p3 Introduction p4 Why an MSP is Important p6 What Is an MSP?
More informationUnlock Your Full Potential With The TLC Companies. Your Human Resources Key T H E T L C C O M P A N I E S
Unlock Your Full Potential With The TLC Companies Your Human Resources Key T H E T L C C O M P A N I E S Your Challenge As doing business grows evermore challenging, business owners, managers, and professionals
More informationMastering Payroll Compliance THE TOP 10 MISTAKES THAT COST EMPLOYERS MONEY
Mastering Payroll Compliance THE TOP 10 MISTAKES THAT COST EMPLOYERS MONEY EXECUTIVE SUMMARY Businesses pay government agencies millions of dollars each year in compliance penalties. And in this economy,
More informationbetter people in a better way sales@pontoonsolutions.com
Value of a Managed Service Provider (MSP) July 2015 better people in a better way +1 855.881.1533 sales@ better people in a better way Value of a Managed Service Provider Borrowing a quote from Benjamin
More informationThe Benefits of PEO Payroll ADMINISTRATION
The Benefits of PEO Payroll ADMINISTRATION The Payroll Administration Blues When you have employees, payroll administration is a core function and one thing you must get right. Payroll and tax problems
More informationHRStaffers. Your best resource to strengthen your company. Human Resource Process Solutions. www.hrstaffers.com
HRStaffers Your best resource to strengthen your company. Outplacement Employment Services HR consulting Services has been a leader in the recruiting industry for over twenty-two years. We have met the
More informationPreventing and Managing Independent Contractor Risks
Preventing and Managing Independent Contractor Risks Innovative Tax and Employment Law Strategies to Address Increasing Government and Private Enforcement Threats Charles Hurley (202) 263 3260 Andrew Rosenman
More informationGet the Care Your Franchise
Get the Care Your Franchise Deserves with HR Services Savvy franchisees and franchisors alike are leveraging partnerships with professional employer organizations in an effort to manage their compliance.
More information1099 Compliance: Avoid worker misclassification and save your company from financial disaster. Highlights include:
1099 Compliance: Avoid worker misclassification and save your company from financial disaster. Highlights include: FedEx and Microsoft s Misclassification Legal Battles Factors to Determine Independent
More informationSome Labor and Employment Developments Affecting the Restaurant Industry
Some Labor and Employment Developments Affecting the Restaurant Industry 1. As Wage and Hour Lawsuits Continue to Increase, Restaurant Owners Consider Payment Options Other Than Tipping. Wage and hour
More informationTurnkey HR Outsourcing Solutions that Deliver Solid Results.
PARTNER WITH A LEADING SERVICE PROVIDER Navigating the complexities of employee relations can be challenging for employers. Recruiting and hiring top talent, maximizing job performance and separating employees
More informationHR Outsourcing: A Step-by-Step Guide to
HR Outsourcing: A Step-by-Step Guide to Overview Get the expertise and help you need to focus entirely on running and growing your business. This guide walks you through the process of hiring a PEO and
More informationAn Employer s Liability when using 1099 Contractors or "Independent Contractors"
White Paper An Employer s Liability when using 1099 Contractors or "Independent Contractors" March 8, 2010 A 1099 contractor, or an independent contractor, is a legal and tax-related term used in the U.S.
More informationConcurrent Session Knowledge How you can Prepare for the Affordable Care Act. Andrew Braswell, Research Analyst, Staffing Industry Analysts
TUES, OCT 7 4:15 PM JAMAICA Concurrent Session Knowledge How you can Prepare for the Affordable Care Act Andrew Braswell, Research Analyst, Staffing Industry Analysts DIGITAL SURVEYS How you can Prepare
More informationHow To Manage Risk In Your Contingent Workforce
Wednesday 3:45 pm Veranda C Concurrent Session: Workers Compensation Costs and Safety Risks in Your Contingent Workforce Making the Business Case for Strong Risk Management in the Contingent Workforce
More informationStrategic HR Value Proposition
Strategic HR Value Proposition Lise Ann Ebert, MSL, PHR, SHRM-CP Director of Human Resources The Indiana Rail Road Company Building a Road Map for Doing More with Less as a Strategic Business Partner Purpose
More informationA Wage and Hour Primer for Small Business Owners:
WHITE PAPER A Wage and Hour Primer for Small Business Owners: Avoid Common Pitfalls of Employee Classification What makes someone an employee and not an independent contractor? Well-intentioned small business
More informationIndependent Contractor or Employee? Avoiding Worker Misclassification Confusion
Independent Contractor or Employee? Avoiding Worker Misclassification Confusion Wednesday, October 7, 2015 11:30 a.m. 12:15 p.m. CDT Bruce Ely, John Hargrove, Summer Austin Davis babc.com ALABAMA I DISTRICT
More informationWhy Should Businesses Care About Wage and Hour Laws?
MCFADDEN, WHITE SPRATTLIN & DAVIS LLC Society of Human Resource Management Rome Chapter Monthly Meeting - May 12, 2015 How To Avoid Costly Wage and Hour Lawsuits and Agency Investigations By Nancy S. Sprattlin,
More informationwww.safemt.com The Premium Audit Process How we determine your workers compensation premiums.
www.safemt.com The Premium Audit Process How we determine your workers compensation premiums. Are You Hiring Independent Contractors? If you hire someone to do work for you who is not your employee, you
More informationThe Professional Employer Organization (PEO) Solution
The Professional Employer Organization (PEO) Solution Presented by: Doug Weinbach Area Sales Executive, ADP TotalSource Constantin Ritzmann Senior District Manager, ADP TotalSource Kathleen Sullivan District
More informationRisk of Working As an Independent Contractor
WHO IS YOUR EMPLOYEE? INDEPENDENT CONTRACTORS, INTERNS, AND JOINT EMPLOYERS AFTER MCDONALD S Presented by: Wesley C. Redmond, Esq. Baker Donelson Bearman Caldwell & Berkowitz, PC wredmond@bakerdonelson.com
More informationRisk Mitigation: The X Factor in Contingent Workforce Management
Risk Mitigation: The X Factor in Contingent Workforce Management Perspective Article In this perspective article, Bartech the leading workforce management solutions provider examines the pivotal role of
More informationHuman Resources & Payroll Solutions
Human Resources and Payroll needs are as diverse as the people you employ; your people and their skills are the most valuable asset in your organization. Being able to manage important people information
More informationIndependent Contractor vs. Employer; Identifying the correct classification
Independent Contractor vs. Employer; Identifying the correct classification Version 3A February 15, 2013 Disclaimer: This guide is solely intended to be a free advisory source. All the information contained
More informationHow to Create a Payroll Procedures Manual! Presented by Max Muller!
How to Create a Payroll Procedures Manual! Presented by Max Muller! Overview! How to put it all together! Using the terminology! Employee distinction! How to eliminate improper actions! When to make an
More information10 Facts About the Affordable Care Act and Worker Classification
Latham & Watkins Tax Controversy Practice Number 1611 November 18, 2013 10 Facts About the Affordable Care Act and Worker Classification Businesses subject to the Affordable Care Act s shared responsibility
More informationHR Staff and Structure Results U.S. Human Capital Effectiveness Report 2010/2011. SARATOGA a service offering of PricewaterhouseCoopers, LLP
Results U.S. Human Capital Effectiveness Report 2010/2011 SARATOGA a service offering of PricewaterhouseCoopers, LLP Survey Period January December 2009 SARATOGA a service offering of PricewaterhouseCoopers,
More informationWhat is a PEO? Competitive solutions for compliance, online technology and administration
What is a PEO? Competitive solutions for compliance, online technology and administration Presented by: Donna Meek, Staff One Vice President of Business Development PPACA Certified Professional 1 Agenda
More informationFieldglass industry-leading Vendor Management System (VMS) powers the flexible workforce.
Fieldglass industry-leading Vendor Management System (VMS) powers the flexible workforce. Take a smarter approach to managing your contingent workforce and services procurement programs. FIELDGLASS Manage
More informationGlobal Managed Services A better brand of managed services
Global Managed Services A better brand of managed services Staffing procurement plus. In today s world of work, contingent staffing has become a function of both Human Resources and Procurement, reflecting
More informationFLSA Proposed Exemption Changes Are Here: Learn How To Impact the Final Rule and How the Changes Impact You
FLSA Proposed Exemption Changes Are Here: Learn How To Impact the Final Rule and How the Changes Impact You Squire Patton Boggs Webinar Series Jill S. Kirila, Partner E: jill.kirila@squirepb.com T: 614.365.2772
More informationTopics. The Obligatory Lawyer Joke. Why use independent contractors rather than employees? Common reasons and consequences for
EMPLOYEES, INDEPENDENT CONTRACTORS AND THE PATIENT PROTECTION & AFFORDABLE CARE ACT Presented by Randolph T. Barker, Esquire BERRY MOORMAN Professional Corporation www.berrymoorman.com Topics Why use independent
More informationContingent Workforce Technologies from VMS to ATS, HRIS to Online Staffing and Everything in Between
SEPT 11 1:30 PM GOLD CONCURRENT SESSION: ADAPTATION Contingent Workforce Technologies from VMS to ATS, HRIS to Online Staffing and Everything in Between Moderator: Jason Ezratty, President, Brightfield
More informationThe Department of Labor's 6 Most Targeted Compliance Areas for Healthcare Employers
GE Healthcare The Department of Labor's 6 Most Targeted Compliance Areas for Healthcare Employers Wage and Hour Compliance A Strategy for Healthcare Employers. by Stephanie Dodge Gournis Partner at DrinkerBiddle
More informationThe Fundamentals of Managed Service Provider (MSP) Programs
Part 2 of 3 The Fundamentals of Managed Service Provider (MSP) Programs Part 2: Sourcing Models kellyservices.com Table of Contents Introduction / 3 01 Is it a Sourcing Model, or an MSP? / 4 Master Vendor
More informationACA Employer Mandate: The Ultimate Guide
ACA Employer Mandate: The Ultimate Guide Table of Contents Are you ready? WHO needs to comply? WHAT forms do you need to file to comply? WHEN do you need to file the forms? WHERE do you get the forms?
More informationWEBINAR SERIES HUBZONE CONTRACTORS NATIONAL COUNCIL
WEBINAR SERIES HUBZONE CONTRACTORS NATIONAL COUNCIL hubzonecouncil.org 1 Human Resources Compliance for Small Business Government Contractors Presented by TechScribe Communications, LLC, an Acquisitions,
More informationThe 2012 Baker s Dozen Customer Satisfaction Ratings: Managed Service Programs
The Baker s Dozen Customer Satisfaction Ratings: Managed Service Programs s Baker s Dozen rankings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion
More informationHuman Resources & Payroll
Overview of 215 Human Resources & Payroll 215 By the Numbers Electronic on-boarding tool for non-benefited staff configured in 215 Online smartforms with electronic signatures Guided checklists for new
More informationGAO EMPLOYMENT ARRANGEMENTS. Improved Outreach Could Help Ensure Proper Worker Classification
GAO United States Government Accountability Office Report to the Ranking Minority Member, Committee on Health, Education, Labor, and Pensions, U.S. Senate July 2006 EMPLOYMENT ARRANGEMENTS Improved Outreach
More informationDoing more for less with HR technology tools. Improving results and lowering costs with a Human Resource Management System
Doing more for less with HR technology tools Improving results and lowering costs with a Human Resource Management System 1 Table of contents Introduction 3 The role of HRMS technology 4 Core HR administration
More informationTHE ROI OF INDEPENDENT CONTRACTOR COMPLIANCE
WHITE PAPER THE ROI OF INDEPENDENT CONTRACTOR COMPLIANCE Building a Business Case for Introducing an Enterprise IC Engagement and Compliance Program AUGUST, 2012 MBO Enterprise Solutions is an MBO Partners
More informationWhat is Workforce Management and How Can it Benefit My Organization?
What is Workforce Management and How Can it Benefit My Organization? Presented by: David Rubin, Director of Sales - Paypro Corporation Business A business (also known as enterprise or firm) is an organization
More informationPurchased Services Areas of Opportunity:
Purchased Services Areas of Opportunity: How Texas Children's Hospital Achieved Significant Cost Savings For Its Contract Staffing Purchased Services Presented by Edward M. Lewis, C.P.M., CMRP Supply Chain
More informationOvertime Pay Compliance for a New Era of Employment Law:
A publication of Hunter Business Law Copyright 2016 Overtime Pay Compliance for a New Era of Employment Law: Effective Strategies and Planning Tools for Employers A GUIDE TO EMPLOYMENT COMPLIANCE 119 S.
More informationAffordable Care Act: Answers to Frequently Asked Questions
Affordable Care Act: Answers to Frequently Asked Questions The Affordable Care Act imposes major new legal obligations on employers, including new excise taxes, which will increase the cost of supplying
More informationSolution. Introduction to the. Professional Employer Organization Solution. Agenda
Solution Introduction to the Professional Employer Organization Solution Presented by: Michael Marino, Sales Executive, ADP TotalSource PEO Nancy Woodis, Senior District Manager, ADP Small Business Services
More informationHealth-Care Reform Employer Shared Responsibility Provisions
Health-Care Reform Employer Shared Responsibility Provisions CPA EDITION... This document provides an overview of the Employer Shared Responsibility provisions of the Affordable Care Act based on guidance
More informationIn-Depth, Branded HR e-learnings. www.hranswerlink.com. Webinar Catalog
In-Depth, Branded HR e-learnings 2015 www.hranswerlink.com Webinar Catalog Your clients have a lot of worries. HR shouldn t be one of them. Now you can deliver to your clients and prospects live, interactive
More informationWORKFORCE SOLUTIONS AND MANAGEMENT
C U T T H E C O S T. K E E P T H E T A L E N T. WORKFORCE SOLUTIONS AND MANAGEMENT 20 years. Unexpected thinking. Unwavering focus. For 20 years, Sprocket Media Group has helped some of the world s largest
More informationStaffing Industry Glossary of Terms
Staffing Industry Glossary of Terms These were taken from Staffing Industry Analysts, the foremost research authority of the staffing industry. Contingency Placement The practice of charging a fee to either
More informationASK THE EXPERTS. Customer Service
Ask the Experts If you ve got payroll and tax filing questions, we ve got answers! Read through our list of frequently asked questions below or if you can t find what you re looking for, please send your
More informationFAQs. Work Hours Limitation for Wage Employees
FAQs Work Hours Limitation for Wage Employees This document presents a collective list of questions from stakeholders, some of which have may have provisional responses based on our current understanding
More informationPart 2: sourcing models
The Fundamentals of Managed Service Provider (MSP) Programs Part 2 of 3 Part 2: sourcing models By Jennifer Spicher contents This is the second of a three-part series designed to outline key components
More informationThe Massachusetts Independent Contractor Law: Serious Problems and Difficult Choices for Businesses in Massachusetts
The Massachusetts Independent Contractor Law: Serious Problems and Difficult Choices for Businesses in Massachusetts By Robert M. Shea MORSE BARNES -BROWN PENDLETON PC The law firm built for business.
More informationACA: Temporary and Variable Hour Employees Presented by: Larry Grudzien
ACA: Temporary and Variable Hour Employees Presented by: Larry Grudzien We re proud to offer a full-circle solution to your HR needs. BASIC offers collaboration, flexibility, stability, security, quality
More informationWORKFORCE MANAGEMENT SUITE
solutions WORKFORCE MANAGEMENT SUITE For Small and Midsize Businesses Enterprise-Class Workforce Management. Simplified. UNIFIED WORKFORCE MANAGEMENT: One database. One user experience. One employee record.
More informationThe Value of an HR Audit. Why Conduct a Compliance Audit? Audits and Reporting. Internal Audits:
The Value of an HR Audit The Key to a Good Offense is a Good Defense! Shellie Haroski, SPHR FGP HR Consulting Why Conduct a Compliance Audit? Many employment decisions are often made in the heat of the
More information4. EMPLOYMENT LAW. LET S GO LEGAL: The Right Road to Compliance & Protection KNOW KNOW MORE. 1. Minimum Wage & Overtime
4. EMPLOYMENT LAW KNOW There are five key areas of Employment Law for nonprofit to be aware of: 1. Minimum Wage & Overtime: Federal, State, and in some cases Local law regulates employers pay practices
More informationCERTIFICATIONS IN HUMAN RESOURCES» ASSOCIATE PROFESSIONAL IN HUMAN RESOURCES. aphr EXAM CONTENT OUTLINE
CERTIFICATIONS IN HUMAN RESOURCES» aphr ASSOCIATE PROFESSIONAL IN HUMAN RESOURCES aphr EXAM CONTENT OUTLINE aphr TM EXAM CONTENT OUTLINE AT-A-GLANCE aphr TM EXAM WEIGHTING BY FUNCTIONAL AREA» HR Operations
More informationIndependent Contractor or Employee? Worker Classification Rules under IRS Guidelines
Independent Contractor or Employee? Worker Classification Rules under IRS Guidelines Christine F. Miller (512) 495-6039 (512) 505-6339 FAX Email: cmiller@mcginnislaw.com 1 Introduction What do AT&T, JPMorgan
More informationSystem Implementation of the Affordable Care Act
System Implementation of the Affordable Care Act March 2014 The System Implementation of the Affordable Care Act ( ACA ) attempts to address the collective issues identified throughout the various publications,
More informationPayroll Fundamentals. Price. 2-day In-person Seminar: Los Angeles, CA. July 28th & 29th, 2016. 9:00 AM to 6:00 PM. Dayna J. Reum.
Global CompliancePanel Knowledge, a Way Forward 2-day In-person Seminar: Payroll Fundamentals Los Angeles, CA July 28th & 29th, 2016 9:00 AM to 6:00 PM Price Price: $895.00 (Seminar for One Delegate) Register
More informationWorker Misclassification Employment and Tax Considerations for Employers in Virginia
Worker Misclassification Employment and Tax Considerations for Employers in Virginia Presented by: Elinor H. Clendenin & Amanda M. Weaver October 27, 2015 Welcome Elinor H. Clendenin Associate Employee
More informationThe 2014 Baker s Dozen Customer Satisfaction Ratings: Managed Service Programs
The 2014 Baker s Dozen Customer Satisfaction Ratings: Managed Service Programs By The Editors HRO Today s Baker s Dozen rankings are based solely on feedback from buyers of the rated services. The ratings
More informationHealth Care Reform Where Are We Now? Preparing for 2015
Tuesday, July 1, 2014 2 3 p.m. Central time Health Care Reform Where Are We Now? Preparing for 2015 David Hunt, CHBC Senior Managing Consultant BKD, LLP dhunt@bkd.com Philip Floyd, CFP, CFS Senior Managing
More informationYOURS, MINE, OURS? RECOGNIZING JOINT EMPLOYER AND INDEPENDENT CONTRACTOR ISSUES JOINT EMPLOYER ISSUES
YOURS, MINE, OURS? RECOGNIZING JOINT EMPLOYER AND INDEPENDENT CONTRACTOR ISSUES Employers are increasingly using sub-contractors, temporary staffing, leased employees and independent contractors to supplement
More informationTHE FREELANCER MANAGEMENT SYSTEM: What Is Required For The Next Frontier of Enterprise Contingent Workforce Management
WHITE PAPER: THE FREELANCER MANAGEMENT SYSTEM: What Is Required For The Next Frontier of Enterprise Contingent Workforce Management February 2014 Powering the future of business and work WHITE PAPER: THE
More informationACA: Understanding the Defining a Path Forward
ACA: Understanding the Defining a Path Forward by Frances Marbury and Rachael Walker Each organization s unique circumstances will determine how it responds to the Affordable Care Act (ACA). Employers
More informationManaging Co-Employment Risks
Managing Co-Employment Risks A White Paper for Buyers of Consulting & Contract Services Written by: Don Hanson, President Yoh Talent Solutions Today s companies are utilizing temporary employees more than
More informationSage 100 ERP I White Paper
I White Paper Stay in Control: The benefits of in-house payroll software How in-house payroll systems deliver long-term control and flexibility over the payroll process Table of Contents Introduction...
More informationOracle Human Resources
Oracle Human Resources Oracle Human Resources (HR) is a powerful tool for optimizing the use of the human assets of your business, whether you operate in the private or public sector. It allows you to
More informationH.R. 30 Save American Workers Act of 2015
CONGRESSIONAL BUDGET OFFICE COST ESTIMATE January 7, 2015 H.R. 30 Save American Workers Act of 2015 As introduced in the House of Representatives on January 6, 2015 SUMMARY H.R. 30 would change how penalties
More informationClickheretoview thesecondquarter2014issue
Clickheretoview thesecondquarter2014issue Requirements and Responsibilities for Families Hiring Private-Duty Care By TOM BREEDLOVE, Director of Care.com HomePay, Provided by Breedlove In-home, private-duty
More informationLeased Employees and Employee Classification
llllcharles C. Shulman, Esq., LLC Employee Benefits, Employment & Executive Compensation Law www.ebeclaw.com www.employeebenefitslaw.info NJ Office & Mailing Address 632 Norfolk St., Teaneck, NJ 07666
More information2014 Employment Law Update South Central Industrial Association. November 6, 2014 Houma, Louisiana
2014 Employment Law Update South Central Industrial Association November 6, 2014 Houma, Louisiana If A Stripper Is Not An Independent Contractor, Who Is? Presented by: Steven R. Cupp Phone: (228) 822-1440
More informationNews Release Date: 3/20/13
News Release Date: 3/20/13 Voluntary Worker Classification Settlement Program Expanded Cross References IR-2013-23, February 27, 2013 Announcement 2012-45 Announcement 2012-46 The Internal Revenue Service
More informationSage Abra HRMS. HR Technology Tools: What You May Be Missing Improving results and lowering costs with a Human Resource Management System
Sage Abra HRMS HR Technology Tools: What You May Be Missing Improving results and lowering costs with a Human Resource Management System Contents Introduction...3 The Role of HRMS Technology...4 Core HR
More informationHR Challenges Facing Small Business Owners
HR Challenges Facing Small Business Owners In my experience working with small businesses, I find that they usually spend countless hours searching the internet for answers to their HR problems. This is
More informationVMS OVERVIEW AND INDUSTRY TRENDS. May 29th, 2014
VMS OVERVIEW AND INDUSTRY TRENDS May 29th, 2014 INTRODUCTION Brian Hoffmeyer VP Product Marketing» 9 + years at IQNavigator» Product Marketing and Management, Professional Services, Industry Solutions
More informationThe Advantages of PEO Over Human Resources
1 PROFESSIONAL EMPLOYERS FOR SMALL COMPANIES December 1998 Small and mid-sized companies can rid themselves of time-consuming administrative functions and save costs on benefits packages by outsourcing
More information