Fast, Configurable and Easy-to-Use
A configurable, modular software solution designed for small to midsize organizations that manages employee information, simplifies benefits administration, and meets compliance requirements. It includes custom reporting and import/export capabilities, and can be scaled to meet an organization’s needs for every phase of the employee life cycle.
Manage Employee Data
Track information about employees and contractors through an easy-to-use software interface, web-based forms, and interfaces with other modules, such as Sage Time and Attendance.
|
|
|
Flexible
Customize menus, processes, and reports to fit your organization’s needs. Add custom fields to capture data that’s important to your organization.
Extensible
Add functional modules as your organization’s HR needs develop, such as in-house or external payroll support, recruiting and onboarding, database monitoring and alerts, paperless forms, and employee self-service.
Scalable
Leverage a scalable architecture that’s designed for organizations with 50 to over 10,000 employees.
Secure
A multi-level security model ensures data privacy and integrity.
Comprehensive Benefits Administration
Create accurate savings and insurance plans using a step-by-step benefit plan set-up interview. Track any number of plans, define eligibility criteria, and automatically calculate benefit costs. Generate reports on prior benefit elections and plan changes from the current to the following year.
Manage Absences
Track paid time off and leave of absences including FMLA leave.
Simplify Government Compliance
Minimize the risk of litigation and fines by meeting requirements for compliance reports mandated by state and federal acts and executive orders.
- Affordable Care Act (ACA)
- Americans with Disabilities Act (ADA)
- Civil Rights Act of 1964
- Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)
- Consumer Credit Protection Act (CPCA)
- Employee Retirement Income Security Act (ERISA)
- Equal Employment Opportunity Act of 1972
- Equal Pay Act of 1963
- Fair Labor Standards Act (FLSA)
- Family and Medical Leave Act (FMLA)
- Health Insurance Portability and Accountability Act (HIPAA)
- Immigration and Nationality Act (INA)
- Occupational Safety and Health Act (OSHA)
- Office of Federal Contract Compliance Programs (OFCCP)
- Veterans’ Employment and Training Service (VETS)
Robust Reporting
Build a new form using a step-by-step form building wizard that guides you through the process.
Form fields can be a mixture of:
- Sage HRMS fields, including payroll and custom details (excluding benefits)
- Questions, with optional scoring and comment areas
- User defined fields to capture data not stored in Sage HRMS
Single Point of Truth
Store data in a centralized SQL database. This provides a single point of truth for your organization’s employee data.
Track Changes
Access a complete history of changes made to employee’s jobs and pay. Audit trails document data changes, including the date of a change, who made the change, and the type of change.
Blog Posts
Time to Migrate from Sage Abra Suite Is Running Out Fast
The last full product update for Sage Abra Suite was issued last month. Sage has announced that there will be a limited legislative update in December 2020. After that, nothing. No more updates. No more security fixes. No more tax and legislative updates. If you're still using Sage Abra Suite, the time to move is now. Do you have plans for your next step? Are you already on your way? If not, it’s time to get started. Read for important dates and information that will help.
Ease Employee High Deductibles with Health Savings Accounts
Healthcare costs in the U. S. are a significant concern for employees and employers alike. This year, you may be offering high deductible health plans to your employees. Those plans usually mean lower premiums for both groups, but employees face paying more up front before their insurance kicks in. Health saving accounts can help. Read for statistics on the rate of increased costs, 2021 deductible requirements, out-of-pocket maximums, and for tips on how to manage HSA deductions.
Don’t Let Fixed Assets Give You the Slip
Without careful oversight, fixed assets can “go missing” or fall into disrepair. These are “ghost assets” — still on the books but lost, stolen, or unusable. Up to 30% of fixed assets in company inventory records are no longer owned. Whether a company has one or multiple locations, ghost assets create problems. It doesn't have to be that way. Skilled management makes the difference.
Success Stories
