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The Complete Payroll Blog

Is Biometric Timekeeping Worth the Investment?

on Aug 21, 2018 12:03:33 PM By | Complete Payroll | 0 Comments | Time and labor
There are upsides and downsides to any timekeeping system, but one of the hottest options in recent years are biometric systems. These can offer increased security and accuracy, but also come with a significant price tag. Is the investment worth it? The answer may depend on your needs and circumstances.
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Should You Bother Allocating Labor Costs in Your Business?

on Aug 20, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Employees Human resources Time and labor
When you’re really small, you can often save time and money in ways that larger businesses can’t. Need an all-hands meeting? You can turn your chairs around and talk to all five of your employees easily. Not sure what your customers think about your new product? The odds are good you probably know many of them personally and can just ask the next time you see them around town.
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How to Set Policies for Time Off Requests

on Aug 16, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Time and labor
When you begin to hire employees for your business, you’ll begin to encounter requests for time off. This is true even if you don’t offer paid time off as a benefit; most people will eventually want or need time off for holidays, medical appointments, vacations, or to manage responsibilities in their personal lives.
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How to Stop Buddy Punching

on Aug 15, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Labor law Time and labor
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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Features to Look For When Considering a Time and Attendance Software

on Aug 13, 2018 1:41:18 PM By | Complete Payroll | 0 Comments | Time and labor
Once your business gets beyond the solo stage and you start hiring employees, time and attendance software becomes a must-have. Without a good timekeeping system, everything from payroll to taxes to measuring productivity and growth goes a little haywire. Each business is different, and the features that will serve your needs best will differ somewhat depending on what they are.
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Drawing the Line Between Insourcing and Outsourcing For Marketing Purposes

on Aug 7, 2018 11:56:13 AM By | Complete Payroll | 0 Comments | Time and labor
Recently our Director of Marketing, CJ Maurer, was interviewed on the Inbound Back Office podcast to discuss drawing the line between insourcing and outsourcing from a marketing perspective. This is definitely a departure from our normal content which focuses on payroll and Human Capital Management, but we figured we'd share it for all the small business owners and marketing professionals out there. Listen to the interview or read the full transcription below.
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Do I Need to Pay New Employees That Are Still in Training?

on Aug 3, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Employees Payroll Human resources Time and labor
It can be frustrating to spend days or even months training a new employee to take on the responsibilities of their role, only to have them leave before they’re ever producing value for your business. It’s enough to make some employees wonder: if people actually pay for training from schools and other organizations, why am I paying people for the training that my business provides?
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Exempt employee payroll deductions that are NOT allowed

on May 3, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Labor law Employees Payroll Human resources Time and labor
There are very limited circumstances under which an employer is allowed to take a deduction from an exempt employee’s salary, and employers who take a deduction when they shouldn’t risk the employee’s classification. This means an employee who had been classified as exempt could claim that the employer was treating them like an hourly employee by taking the prohibited deduction. The employee could then sue for back pay for all overtime they had worked without additional compensation.
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Recent ruling underscores risk of misclassifying workers

on Apr 25, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Labor law Employees Human resources Time and labor
In Illinois, sanctions were recently imposed on a construction company who three workers claim misclassified them as “independent contractors”, resulting in a significant loss of income. The workers sued their employer, Master Hand Contractors, Inc., under the Fair Labor Standards Act (FLSA), and three of Illinois’ state laws: the Illinois Minimum Wage Law, the Illinois Wage Payment and Collection Act, and the Illinois Employee Classification Act.
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Timekeeping Best Practices

on Apr 13, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Employees Payroll Human resources Time and labor
Take a moment to think about what would happen if an employee sued you over a timekeeping disagreement. In addition to thousands of dollars in legal fees, you could be liable for many hours of back pay and stiff penalties from the federal government.
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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.