Time & Labor Import

Streamlining your Sage HRMS Payroll process

That payroll is a complicated business isn’t news to you. You know about tip allocations, benefit accruals, overtime to consider, and employees who work in multiple job types, each with a different pay rate. Entering all that information from a variety of sources is time-consuming, and as with any manual data entry, mistakes are easy to make.

After listening to frustrations with manual payroll processes, we developed Sage Time and Labor Import. It streamlines the payroll process and can be customized for your specific needs. Read about it here and watch the video below for more info.

Possible Employee Wage Theft

and how to address it

A two-part series by Insperity

No matter how you collect employee time and attendance information, tampering with the numbers is not difficult. A little extra time entered now and then adds up. The first article in this series outlines five practices that pad an employee’s work hours.

Even if inaccurate time entry is unintentional, with overtime at the time-and-a-half rate, you could be paying much more than you should. As the article points out, most employees are honest, but there are usually a few that try to take advantage of the system.  To learn more, read “5 ways employees could be scamming your time and attendance system.”

I-9 & Joint Employer Final Rule

Updates and Information

The new version of Form I-9 is available for use

While a grace period for adopting the new form extends through the end of April, employers are encouraged to use the latest version beginning January 31, 2020. On May 1, using the new form is mandatory, and employers who continue to use the old form may be subject to penalties. Read about the changes, follow links to additional information, and see how Sage HRMS HR Actions I-9 helps avoid mistakes that can result in fines.

DOL Final Rule: Joint Employer

On Jan. 12, 2020, the U.S. Department of Labor (DOL) announced a Joint Employer Final Rule under the Fair Labor Standards Act (FLSA). The rule provides guidance for determining when individuals or entities are considered a “joint employer” and could incur liability in wage and hour claims filed under the FLSA.  The rule goes into effect Mar. 16, 2020. Read about it and follow links to the DOL documents and additional information.