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The Complete Payroll Blog

How to Implement the Required NYS Sexual Harassment Prevention Training - Complete Payroll

How to Implement the Required NYS Sexual Harassment Prevention Training

on Oct 29, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Human resources Employees Labor law
How is your New York State business, organization, or institution preparing to adapt the new sexual harassment prevention guidelines that Gov. Cuomo signed into law in the spring of 2018? These new law requires the following:
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How to Adopt the Required NYS Sexual Harassment Prevention Policy - Complete Payroll

How to Adopt the Required NYS Sexual Harassment Prevention Policy

on Oct 26, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Human resources Labor law Employees
Preventing sexual harassment in the workplace is not just an ethical responsibility of good employers, but it is also a legal requirement for every employer in New York State. In addition to Title VII, the federal anti-discrimination statute that prohibits sexual harassment, New York employers are obligated to follow prevention policies that were signed into law by Governor Cuomo in the spring of 2018.
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An Overview of the New NYS Sexual Harassment Prevention Law - Complete Payroll

An Overview of the New NYS Sexual Harassment Prevention Law

on Oct 25, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Human Capital Management Employees Labor law
In Spring 2018, New York State Governor Andrew Cuomo signed the 2019 budget into law. In addition to regulating spending and revenue for the state, it also updates sexual harassment law for employers. As of January 2019, all NYS employers will need to be compliant with these new state policies.
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Why Sexual Harassment Is Considered a Form of Discrimination in NYS Law - Complete Payroll

Why Sexual Harassment Is Considered a Form of Discrimination in NYS Law

on Oct 24, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Human resources Employees Labor law
In response to changes in New York State law regarding sexual harassment prevention in the workplace, some employers and employees alike have raised questions about the categorization of sexual harassment as a form of discrimination. Isn’t discrimination limiting someone’s opportunities or treating people differently or badly based on who they are and what groups they are a part of? These questions are based on a limited understanding of the definition of sexual harassment.
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What Is a Payroll Based Journal and Who Needs to Use Them_ - Complete Payroll

What Is a Payroll Based Journal and Who Needs to Use Them?

on Aug 29, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Time and labor Affordable Care Act Labor law Payroll
If you’re not in the healthcare industry, then the term PBJ probably makes you think about peanut butter and jelly, not payroll based journals. For those within healthcare, however (and especially long-term care), payroll based journals have become a major tool in keeping timekeeping compliant with ACA regulations. Not sure what a PBJ is or why they matter? Here are the basics you need to know.
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NYS Releases Draft Sexual Harassment Policy Model Templates and Guidelines - Complete Payroll

NYS Releases Draft Sexual Harassment Policy Model Templates and Guidelines

on Aug 27, 2018 12:10:20 PM By | Complete Payroll | 0 Comments | Labor law Employees Human resources
New York State's  2019 budget includes a host of new provisions aimed at preventing sexual harassment in the workplace.  Several months ago we published an article about the new sexual harassment prevention measures and what they mean for employers. While the law has been passed, many of the details were not released. We now have some more details.
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How to Stop Buddy Punching - Complete Payroll

How to Stop Buddy Punching

on Aug 15, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Time and labor Labor law
No matter your business’ size, type, or industry, timekeeping is a critical factor in managing both productivity and costs. And unlike many products and procedures, it requires input from employees on all levels and in all departments, multiple times a day. Even when everyone is acting in good faith, there are inevitably errors that need to be corrected, from missed punches to double punches to incorrectly categorized time.
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When Your Family Business Outgrows the Family - Tips for Hiring, Onboarding and Beyond - Complete Payroll

When Your Family Business Outgrows the Family - Tips for Hiring, Onboarding and Beyond

on Aug 8, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Employees Payroll Human resources Labor law
Family businesses can bring both joy and pain to the families that own and run them. They can foster family unity, give members a common goal, and ensure that the business itself is built on shared values. They can also become a point of dissention as familial relationships and business relationships experience constant muddling. Differentiating between Janet-my-mother and Janet-my-manager can be tricky when both are frustrated with you.
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Know Your Forms_ Employees vs. Independent Contractors - Complete Payroll

Know Your Forms: Employees vs. Independent Contractors

on Aug 6, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Employees Labor law Human resources Payroll
When you’re bringing someone on board to do work for you, there is always a fair amount of paperwork involved. Tax forms, contracts, non-disclosure agreements … the list goes on and on.
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Best Practices For Onboarding and Orienting Re-Hires - Complete Payroll

Best Practices For Onboarding and Orienting Re-Hires

on Aug 1, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Employees Labor law Human resources
These days, it’s not unusual to see “boomerang” employees, those who leave for positions or opportunities elsewhere, only to return later on. Sometimes this is just a matter of practical circumstances; people leave to pursue school or full-time caregiving, as a result of a layoff, or because there are no current opportunities for advancement at your organization. Other times, they leave for greener pastures (whether that means more money or a different sort of work environment) only to discover they actually prefer to work for you.
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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.