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The Complete Payroll Blog

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 Time and labor Human resources Payroll
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 | Human resources Labor law Employees Time and labor Payroll
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 | Time and labor Payroll Human resources Employees
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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Timekeeping requirements for exempt employees

on Mar 20, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Time and labor Payroll Employees Human resources
How casual is your timekeeping system? Do employees jot down their hours and record them later? How do you treat exempt vs. non-exempt time tracking? These are important questions when it comes to keeping your company within employment law. Exempt employees are handled quite differently from non-exempt. Let’s answer these questions and look at timekeeping requirements to keep in mind.
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How to a Handle an Employee That's Abusing Your Sick Leave Policy

on Mar 16, 2018 7:01:00 AM By | Complete Payroll | 0 Comments | Human resources Employees Time and labor Labor law
When you have employees calling out sick every few weeks, it places undue stress on the rest of your staff and affects your entire business. Your first reaction will probably be that the employees are abusing their sick time, and there's a good chance you're right. However, you still have to show some sensitivity and get to the bottom of any issues. You don't want to be accusatory, because there's always the possibility members of your staff could indeed be having serious health issues or a family crisis. Here's how to handle the situation.
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Clearing Up How Overtime Pay Works

on Feb 19, 2018 2:56:38 PM By | Complete Payroll | 0 Comments | Time and labor Human resources Payroll
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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Social media in the workplace

on Jan 12, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Employees Time and labor Human resources
Social Media, the means by which individuals may post personal messages, photos and videos to the web, has exploded as a means of electronic communication.  Whereas this efficient, ever-present medium has magnified the concept of in the moment connectivity and communication, its impact on workplace policies as well as how organizations conduct business correspondence and advertising has becoming encompassing. 
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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.