Here's a few "heads up" tips to take into account when issues the last paycheck to a former employee. Issue quickly Many times, the last paycheck is associated with a termination or an employee quitting. In either case, tensions can be high and misunderstandings are easy to create. It’s usually best to just cut that last paycheck and get that out of the way, rather than delaying and creating the appearance of “punishing” the former employee. In lawsuits, it’s common practice to assume a jury wants to see that the company acted in a fair manner. Any unnecessary burdens you place on an ex-employee can be a detriment if a lawsuit arises out of the situation. Keep in mind the deductions applicable When cutting that last paycheck, try to make sure you are using a legal and appropriate methodology when applied to cashing out saved-up vacation and sick time. Also pay attention to the different levels of law that can affect the paycheck calculation. Occupational Safety and Health Admi ...

A recent court decision adds insight to how Family and Medical Leave Act (FMLA) leave requests should be NOT be handled by your company. You know those employees that are falling short on the job? A recent lawsuit brought by an employee illustrates the need for documentation about job performance, before terminating an employee. The Broward County Sheriff’s office, in Florida, fired an employee after her alleged ongoing poor performance. The trouble was, the sheriff’s office didn’t document enough of her performance to back up a termination. The employee requested FMLA leave to get regular treatments for an ongoing infection. The sheriff’s office didn’t give her the FMLA paperwork. After the sheriff’s office fired her a week later, she filed a complaint with the U.S. Department of Labor (DOL) and then immediately sued the sheriff’s office in federal court, claiming interference with her right to FMLA leave. The sheriff’s office contested on two fronts. F ...

All banks and U S Post Offices will be closed Monday, February 20 in observance of President's Day.

If you use our Direct Deposit service, you may need to change your payroll appointment if any of the following apply:

You normally would report your payroll on:
February 16, with a February 20, check date
February 17, with a February 21, check date
February 20, with a February 22, check date

Reminder:  The earliest day funds can be available to your employees is the second business day after your payroll appointment due to the federal banking regulations.

If you have any questions, please contact your Payroll Specialist or Account Manager at your earliest convenience.

Recent research published by Bersin and Associates Research illustrates the mismatch between your efforts to develop your employees and their own personal goals. Over 80% of companies offer tuition assistance. Many of the big companies (over 10,000 employees) spent upwards of $3,700 per year per employee on tuition reimbursements. But, over a quarter of the companies surveyed do not measure the effectiveness of their tuition assistance program in any way, possibly due to the view that tuition reimbursement is sacred and considered a standard benefit. The attitude seems to be, “If we’re going to offer it anyway, what’s the point in measuring it?” Common participation rates for engaged companies are as high as 10% of the workforce, while other companies hover as low as 1% participation. As more employees utilize the program, the overall visibility and perceived value of the program goes up. As a business owner, you can help with the participation of the tuition reimbursement programs ...

Here’s a question: If one of your employees, known to smoke pot, accidently set himself on fire, do you have to prove he was high to avoid the worker’s compensation claims? The answer may depend on what state your business resides in. In a recent workers compensation lawsuit, understanding the subtleties of the state workers comp laws helped the panel to arrive at the claim’s ruling. An employee of a marina in Lake Shoals, Arkansas tested positive for drug use after accidently setting himself on fire while using a risky technique to open a barrel of oil. The employee was previously instructed to use a pneumatic air chisel, but he elected to routinely use an acetylene torch instead. The barrel erupted and burned himself and a co-worker. The Arkansas appellate court ruled that the positive drug test following the incident, placed the burden of proof on the employee to show that drugs had nothing to do with the accident. The court said Arkansas law presumes that illegal substances caused a ...