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Best practices for efficient new hire recruiting and onboarding

on Feb 27, 2018 10:20:25 AM By | Complete Payroll | 0 Comments | Labor law Employees Human resources
The hiring and recruitment process is a time consuming one, but it is essential that an employer includes all of the crucial steps involved in getting a new employee acclimated to the organization. 
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Some tips on how to prepare for unemployment telephone hearings

on Feb 21, 2018 4:59:00 AM By | Complete Payroll | 0 Comments | Labor law Employees Human resources
We speak with many employers who are shocked after they experience their first unemployment telephone hearing. In general, they report feeling unprepared for the formality of the proceeding, and overwhelmed by the legal procedures to which they were required to adhere. 
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Giving new hires a trial run as independent contractors

on Feb 20, 2018 5:34:00 AM By | Complete Payroll | 0 Comments | Taxes Labor law Employees Human resources
Independent Contractors have been a common addition to many organizations for years, but have increased in use over the past several years as companies have shed their staff headcount.  Independent Contractors are secured either directly and work in a 1099 capacity or they are brought into an organization via the route of a third party staffing or placement agency.
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Clearing up how overtime pay works

on Feb 19, 2018 2:56:38 PM By | Complete Payroll | 0 Comments | Payroll Human resources Time and labor
In most circumstances, employers must pay overtime to nonexempt employees who work more than 40 hours a week. (In some states, overtime is more than 8 hours a day.) But not everyone qualifies for overtime pay. In most cases, the line is drawn between hourly and salaried employees, and misclassifying your staff can be a problem in the long term. So how do you know which category your team falls into and whether or not you should provide overtime pay?  Here is a basic introduction to the classifications and how they might apply to your company.
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Some insight on home office deductions

on Feb 12, 2018 6:57:00 AM By | Complete Payroll | 0 Comments | Taxes Labor law
First, with very few exceptions, the part of your home you use for your business must exclusively and regularly be used for the business, not personal activities. As an example, if you worked 40 hours a week in the home office but allowed your children to play video games on your home office computer, then you would not qualify for the deduction. Typically, the home office would be one room, a group of rooms or a part of a room as long as the partition is clear.
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Estimating business taxes

on Feb 9, 2018 7:18:00 AM By | Complete Payroll | 0 Comments | Taxes Labor law
When you work for someone else, your employer generally takes out an appropriate amount of taxes from your paycheck for your federal taxes. But when you're self-employed, a sole proprietor or the owner of an S-corporation, you're responsible for paying your federal taxes both as an individual and as a business owner. Estimated taxes are taxes set aside and paid during the course of the year in anticipation of owing the government a certain amount of tax at the end of the year.
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6 important business tax deductions

on Feb 8, 2018 7:37:00 AM By | Complete Payroll | 0 Comments | Taxes Labor law
"You can deduct that — it's a business expense" is often casually tossed around, as if it gives business managers carte blanche to put anything they want on their tax forms. But the reality is more nuanced.
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3 ways to hire for your company's culture

on Feb 6, 2018 8:59:24 AM By | Complete Payroll | 0 Comments | Employees Human resources
Ever hire that remarkably experienced, impressively skilled employee who just doesn’t fit in with your company culture? It happens. You assumed the new hire shared your values and would adjust well to your workplace, but for one reason or another the employee blends in no better than a hammock in a conference hall.
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Video: How will the new tax bill affect employers?

on Jan 29, 2018 1:36:55 PM By | Complete Payroll | 0 Comments | Taxes Employees Payroll Human resources
We connected with payroll expert Grace Ferguson to talk about the new tax bill and it's impact on employers. Grace was a payroll and HR administrator for two large organizations in the Atlanta, Georgia area. Now she's a freelance content writer that specializes in payroll, HR, benefits and labor law compliance.
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Department of Labor adopts a new unpaid intern test

on Jan 23, 2018 4:18:21 PM By | Complete Payroll | 0 Comments | Labor law Employees Human resources
Earlier this month, the Department of Labor (DOL) adopted a new test for unpaid interns. Employers should use this test—called the primary beneficiary test—when determining if a worker can be properly classified as an unpaid intern or if they need to be classified as an employee and paid minimum wage and overtime. The test adopted by the DOL has already been in use in four federal appellate courts, most recently the Ninth Circuit Court of Appeals. The DOL’s switch to the primary beneficiary test creates a nationwide standard.
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The materials and information available at this website and included in this blog are for informational purposes only, are not intended for the purpose of providing legal advice, and may not be relied upon as legal advice.  The employees of Complete Payroll are not licensed attorneys. This information and all of the information contained on this website are provided pursuant to and in compliance with federal and state statutes. It does not encompass other regulations that may exist, including, but not limited to, local ordinances. Complete Payroll makes no representations as to the accuracy, completeness, currentness, suitability, or validity of the information on this website and does not adopt any information contained on this website as its own. All information is provided on an as-is basis.  Please consult an attorney to obtain advice with respect to any particular question or issue.