March Newsletter

Payroll Error Impact on Your Company

We have all heard of the impacts to your company when there is a payroll error on the employee-side, but have you ever considered the employer-side of the business?

Validation Table Clean-Up

If your company has been on Workforce Now for some time, it is time to review your Validation Tables. Having an optimized configuration allows for streamlined reporting and allows for simplified processes.

Let's Discuss a Workforce Now Optimization

Yourco

Yourco provides non-desk employee communication, automation, and documentation. This allows you to communicate effectively with your non-desk workforce.

To learn more about how Yourco can help you better communicate with your non-desk workforce, reach out to Brodie Meyer at brodie@yourco.io today.

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California Pay Statement Compliance

California specifically requires that employers provide a pay statement to employees semi-monthly or at the time of each payment of wages. In addition, like many states, California requires that certain information appear on employee pay statements. Employers who do not meet California pay statement requirements can be exposed to statutory penalties and civil suits filed by employees, including collective actions. For example, an error in an employer name or address, missing or incorrect rates of pay, or missing or incorrect beginning and ending dates of the payroll period can be a sufficient basis for employees to pursue substantial civil penalties. California employers regularly face legal claims for millions (or tens of millions) of dollars for pay statement errors, even when employees’ pay was calculated correctly.

If you currently have California employees, given the potential for a significant financial impact on your business, I strongly recommend that you conduct a thorough review of your California employees’ pay statements.

Let's talk about California or Timekeeping

Timekeeping Rounding

There is currently a California Supreme Court case pending that could invalidate time-rounding (non-mealtime rounding) practices in California, and such a decision could be applied retroactively. Other jurisdictions could follow California’s lead and apply similar changes.

The best way to limit liability (prospectively) is to remove all rounding configurations in all jurisdictions (or, at the very least, in California) and pay employees to the minute. While rounding time was once viewed as a necessity by many employers before the use of modern timekeeping and payroll technologies, the days of employers manually calculating time entries have largely passed and tracking time to the minute is now more easily accomplished.

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