Execupay Introduces Branded & Integrated Payroll for hCentive

Execupay and hCentive have partnered to provide All in one platform with Benefits and Payroll to employers and employees

Execupay’s integration for hCentive benefits both HR departments and the employees. For the HR professional, hCentive’s Uzio Payroll offers a full-service online payroll experience, which includes dedicated, highly trained, payroll support, automated tax services and seamlessly synced payroll data for one system of record.

“Uzio is excited to partner with Execupay, as it would help us serve our customers better,” said Ashish Jaiswal, Head of Product at Uzio. “Our HR and Benefits platform and Execupay’s payroll management technology will enable Uzio to deliver a unified customer experience for our broker partners, employers and employees.”

Execupay’s Channel Partnership program enables industries such as financial institutions, brokers, accountants, retailers and franchisors to offer white-labeled Payroll & HR Services to their businesses customers changing the way their customers think about Payroll. With “Powered by Execupay”, companies have the option to offer branded payroll and HR services without the investments in product or staffing, while strengthening their customers relationship with their brand.  With customized sales material, websites and more, Execupay handles all aspects of the offering from sales to implementation to service for their partners, all backed by a White Glove Service promise.  “Powered by Execupay” is the easiest way for any business to offer payroll and HR service to their small business customers.

“Customer success is the topmost priority for Uzio, including our partnership with Execupay,” said Sushant Jha, Business Head, Uzio. “Our collaboration will empower our mutual customers to manage employee benefits and payroll in more effective ways.”

About Execupay
Execupay has been a trusted leader in providing payroll and HR Solutions for both small and medium sized businesses since 1974, covering payroll, time and labor management, talent acquisition, talent management, and more for thousands of businesses and millions of employees.  Execupay couples innovative products with white glove customer service to empower customers, allowing them to focus on growing their business.   Learn more about Execupay at execupay.com, get great payroll and HR advice at execupay.com/blog and follow us on Twitter at @execupay.

About Uzio (powered by hCentive)
At Uzio (www.uzio.com) we provide the best technology platform for broker, employers and employees. Uzio transforms brokers into a digital broker and helps them differentiate from the “pen & paper” based brokers. Our technology will enable brokers to provide a fast and efficient deployment of the benefits in a true digital landscape that simplifies the clients’ experience. Impress your peers and clients with state of the art technology! Uzio’s empowering partnership helps brokers, grow revenue and acquire new clients.

For SMB’s looking to provide comprehensive benefits in a cost-effective way, UZIO provides a marketplace of products and partners, which simplifies the benefits management by combining the power of technology and the experience of the local Brokers.

Sebastiaan Pleij
Design & Marketing Manager at Execupay, Inc.
877-366-9511
sebastiaan.pleij@execupay.com

Sunny Arora
Sr. Director, Marketing at hCentive, Inc
sunny.arora@hcentive.com

Some Updates For the 2018 Tax Year

2018 Federal Tax Withholding Guidance Released

The Internal Revenue Service (IRS) has released Publication 15 (Circular E), Employer’s Tax Guide, for use in 2018. This publication:

  • Details employers’ federal tax responsibilities;
  • Explains the federal requirements for withholding, depositing, reporting, paying, and correcting employment taxes;
  • Lists the forms employers must give to their employees, those that employees must give to the employer, and those that the employer must send to the IRS and Social Security Administration; and
  • Features the tax tables to calculate the taxes to withhold from each employee.

Publication Highlights
Highlights of the 2018 publication include the following:

  • Social Security and Medicare Tax for 2018. The Social Security tax rate is 6.2% each for the employee and employer. The Social Security wage base limit is $128,400. The Medicare tax rate is 1.45% each for the employee and employer. There is no wage base limit for the Medicare tax.
  • 2018 Withholding Tables. The publication includes the 2018 Percentage Method Tables and Wage Bracket Tables for Income Tax Withholding.
  • Withholding Allowance. The 2018 amount for one withholding allowance on an annual basis is $4,150.

DOL Updates Employer CHIP Notice

The U.S. Department of Labor (DOL) has updated its model notice for employers to provide information on eligibility for premium assistance under Medicaid or the Children’s Health Insurance Program (CHIP). This notice is generally updated twice a year. Click here to download the updated notice in PDF format.

Annual Notice Requirement
Employers that provide health insurance coverage in states with premium assistance through Medicaid or CHIP must provide employees with the Employer CHIP notice annually before the start of each plan year. An employer can choose to provide the notice on its own or concurrent with the furnishing of:

  • Materials notifying the employee of health plan eligibility;
  • Materials provided to the employee in connection with an open season or election process conducted under the plan; or
  • The summary plan description (SPD).

The updated model notice includes information on how employees can contact their state for additional information and how to apply for premium assistance, with information current as of January 31, 2018.

 

5 Tips to Successful Company Communication

According to management expert and dean of Harvard Business School, Nitin Nohria, communication is the real work of leadership. And that doesn’t apply only to Fortune 500 companies. No matter the size of the organization, effective managers must be strong communicators to inspire and lead their teams. Unfortunately, with day-to-day business demands, communication skills are getting short shrift at too many companies. Today we’re going to give you a communication tune-up—a set of strategies and suggestions that will help keep your communications efforts on point.

1. Understand that whether you realize it or not, you’re always communicating. Your office environment, corporate culture, and treatment of customers and employees all say a lot about your company. Each of these contributes to your overall reputation in the marketplace or, if you prefer, your brand. As Jeff Bezos, founder of Amazon, says, “Your brand is what people say about you when you are not in the room.” So pay some attention to those branding elements, and make sure that the communications you telegraph are in line with your desired goals and reputation.

2. Encourage regular and ongoing feedback from managers and supervisors to employees. This should include both positive and negative, or constructive, feedback. Remember, no employee likes to be ambushed at review time with the news that he or she has underperformed or failed to meet a goal. The time to communicate this information is while the employee can actually do something to change the situation. Equally important, provide the resources necessary for your employees to make the changes and improvements you request.

3. Pay attention to the language you use. In today’s modern workplace, we recognize that certain terms or phrases might be considered offensive or derogatory, and we don’t use them. Similarly, we must be sensitive to how our language is perceived and make adjustments. Psychologists and corporate trainers have long touted the use of “I” statements to communicate without triggering a defensive response. For example, a boss telling an employee, “You didn’t do this project correctly,” lands very differently than, “I was hoping to see this project handled in a different way.” Both statements communicate that the project in question did not meet the boss’ expectations, but in very different fashions. The “I” statement is likely to lead to further positive engagement with the employee. Similarly, consider using the tried and true “sandwich method” of constructive criticism, where you bookend the area to be improved between two positives. For example, “I really like how you ran that seminar. I’d like to see more detail when discussing the financials, but I’m sure you can easily make that change for the next session.” This is so much more effective than saying, for example, “You left out the financials! Fix it!”

4. Listen. Your ability to listen to employees’ cares, concerns, and issues—and let them know that you’re paying attention and responding—is absolutely essential. In one-on-one or small group settings, remember to practice active listening. Make understanding the speaker your primary goal; do not be judgmental; give the speaker your undivided attention; and don’t interrupt. Rather, signal your agreement or input through body language, eye contact, nodding, or even words like “uh huh.”

Along that vein, make sure you provide ample opportunity for your employees to share their concerns and issues to a receptive audience. Just as a supervisor should deliver constructive criticism all year long, so should employees be given a venue to deliver their own input. This could take the form of open-door policies for access to a boss or manager; town-hall style meetings where the company or specific departments meet with higher-ups in groups and ask questions; formal surveys that solicit employee opinions; or even the tried and true suggestion box, which can be anonymous. Of course, make sure you communicate back to employees any answers, solutions, or policy changes that come about as a result of their feedback.

5. Be clear, correct, and consistent in all your communications. Provide simple directions and easy-to-understand explanations in all forms of communications, both external and internal. Use good grammar and check for errors in spelling and usage by asking a colleague to proofread it. Also, if you have an employee handbook, update it regularly to ensure that its contents are current and in compliance with applicable law. You should also take care to make sure that your communications are consistent across platforms—for example, a policy or procedure in the employee handbook should be echoed on the company intranet, in memos, in emails, and in all verbal communications.

Indeed, effective employee communication has many dimensions, and it must be an ongoing goal and effort at your organization. But keeping the basics in mind, and practicing them in your daily interactions, will serve you well. As we said earlier, you are always communicating—but how well and effectively you do it are up to you. To learn more about HR and benefits management, including how to manage the performance review process, visit us online at execupay.com

10 Fun Facts About Payroll

Image result for fun business ownersThis week, businesses everywhere are re-evaluating their Payroll and HR providers or making the decision to outsource. While technology has made it easier than ever for HR teams to pay their employees, crunching the numbers can still be a laborious task for payroll professionals. Execupay offers you your own personal Payroll team to help you however you need it. Want to look into how to switch to Execupay and evaluate pricing? Head here.

To help you celebrate, we’ve rounded up 10 fun facts about payroll.

Fact 1: National Payroll Week was founded by The American Payroll Association in 1996. It is designed to celebrate the partnership between America’s workers, companies, payroll professionals, and government aid programs such as social security and Medicare. The weeklong event even has its own theme song.

Fact 2: President Roosevelt raised the top tax rate to 79 percent for Americans making over $5 million in 1935, but it only applied to one person at that time—John D. Rockefeller.

Fact 3: The Payday candy bar was invented in 1932. At first, the inventors didn’t know what to call their new creation. It happened to be payday, so one of them suggested they call it a Payday bar—and the rest is history!

Fact 4: The most common pay frequency in the U.S. is biweekly, which is used by 37 percent of private businesses. Surprisingly, weekly beats semimonthly as a runner-up at 32 percent.

Fact 5: 78.2 million workers in the U.S. are hourly employees. This represents nearly 60 percent of all wage and salary workers.

Fact 6: According to ancient “paystubs,” employees in Egypt and Mesopotamia used to be paid in beer and other commodities.

Fact 7: Many employees still receive paper checks, largely because around 20 percent of U.S. households are “unbanked” or “underbanked,” meaning they either don’t own or don’t regularly use a checking or savings account.

Fact 8: The first employee time clock was built by Willard Legrand Bundy and was patented in 1891. At the time, it was dubbed the the “Workman’s Time Recorder.” You can actually view the original patent illustrations here.

Fact 9: In the 1890s, American was deeply divided over whether the nation should support its currency with gold (supporters were known as “gold bugs”) or with gold and silver (“silverites”). This question became a deciding factor in the 1896 presidential election. Ultimately, the gold bugs triumphed with the election of William McKinley.

Fact 10: The President of the United States earns an annual salary of $400,000 during his or her term, and an annual pension of about $200,000 after leaving office.

These are just a few interesting facts about Payroll and it’s history. Make your former Payroll Provider history and switch to us. You can learn more about how Execupay helps build, pay, manage, and retain your team at the link here.

3 Tax Recordkeeping Tips for Employers

You may not give much thought to doing your taxes outside of tax season, but some of the expenses you pay during the year might qualify for money-saving tax credits or deductions come tax time. If you organize your tax records now, you’ll make tax filing easier and faster when you do them next year. It also helps reduce the chance that you’ll lose a receipt or statement that you need.

1. Save Business Records

  • Gross receipts are the income you receive from your business. You should keep supporting documents that show the amounts and sources of your gross receipts.
  • Purchases are the items you buy and resell to customers. Your supporting documents should show the amount paid and that the amount was for purchases.
  • Expenses are the costs you incur (other than purchases) to carry on your business. Your supporting documents should show the amount paid and that the amount was for a business expense.
  • Assets are the property, such as machinery and furniture, that you own and use in your business. You need records to compute the annual depreciation and the gain or loss when you sell the assets.

Such records may include cash register tapes, bank deposit slips, receipt books, and purchase and sales invoices. These records may also include credit card receipts, sales slips, canceled checks, account statements, and petty cash slips.

2. Keep Employment Tax Records

The following information should be available for IRS review:

  • Your employer identification number;
  • Amounts and dates of all wage, annuity, and pension payments;
  • Amounts of tips reported;
  • The fair market value of in-kind wages paid;
  • Names, addresses, social security numbers, and occupations of employees and recipients;
  • Any employee copies of Form W-2 that were returned to you as undeliverable;
  • Dates of employment;
  • Periods for which employees and recipients were paid while absent due to sickness or injury and the amount and weekly rate of payments you or third-party payers made to them;
  • Copies of employees’ and recipients’ income tax withholding allowance certificates;
  • Dates and amounts of tax deposits you made;
  • Copies of returns filed;
  • Records of allocated tips; and
  • Records of fringe benefits provided, including substantiation.

3. Store and Organize Your Records

Business owners should generally keep all employment-related tax records for at least 4 years after the tax is due, or after the tax is paid, whichever is later. The length of time you should keep other documents depends on the action, expense, or event the document records.

The IRS doesn’t require any special method to keep records, but it’s a good idea to keep them organized and in one place. This will make it easier for you to prepare and file a complete and accurate return. You’ll also be better able to respond if there are questions about your tax return after you file.

Business owners should review IRS Publication 583Starting a Business and Keeping Records. Video and audio files explaining recordkeeping requirements are also available at http://www.irsvideos.gov/.

Introducing: Pumpkin Spice Payroll

Well, it’s that time of year.

The branches and walnuts crunching pleasurably beneath your boots on your way into work. Tossing on that grey sweater over an argyl collared shirt while cradling a venti pumpkin-spiced latte and relishing the fresh October morning. And as you take your next sip sitting at your desk, you realize… it’s time to run payroll… and you wish it were Pumpkin Spice.

Execupay is proud to launch the next generation of Payroll, sure to be a disruptor in our industry, Pumpkin Spice Payroll V10.31. With exciting new features such as basic and easy to understand icons, a new warm layer of autumn scents and colours in the User Interface and prints, and new one click Pumpkin Spice ordering button, you’ll be running Payroll in yoga pants in no time.

When we were developing the new Pumpkin Spice Payroll product, we literally couldn’t even. “With great new job titles available in our drop down at your finger tips, such as ‘Autumnal Ambassador’,  ‘Mr. Fall’, or ‘the walking, talking essence of the Northern Hemisphere’s annual tilt away from the sun’, you’ll be able to capture your new employees spirits any time of the year,” says Dave Cashwell, lead developer of Spice Development, “and in version 11.13, you’ll be able to choose ‘down jacket with a fur-trimmed hood’ as a uniform selection.”

The real feature here however is the new “1-Click PnPSL” button. Short for ‘One Click Payroll and Pumpkin Spice Latte’, you can run your payroll and have a pumpkin spice latte delivered to you, right at your desk.  With Pumpkin Spice Payroll v10.31, you’ll be snuggling up on the couch sipping hot apple cider and watching You’ve Got Mail on DVD before you know it. You’ll also have more time to spend part of the weekend meeting up with your friends to watch fall sports and eat fall snacks.

When speaking to one of our customers during the beta launch of the product, Janice from CedarHR said, “You’ve really got to taste, I mean really taste, the Payroll to enjoy it. They even flavor their envelop strips like Pumpkin Spice. Execupay really pulled out all the stops. Get it before it’s December, and we all know that’ll be here before ya know it.”

What’s next for Execupay? We’re currently in the planning phase of Peppermint Mocha HR v12.25, coming Christmas Morning.

Try it today. One of our PSL Specialists will be glad to take you through it’s many features and functionalities from time keeping, direct deposit, employee self service, 401k and more.

Schedule a Demo

If you have any questions about Pumpkin Spice Payroll or it’s features, please reach out directly,

Travis Bjorklund
Director of Marketing
Execupay, Inc.
https://www.linkedin.com/in/travisbjorklund/

(PS: Pumpkin Spice Payroll isn’t real, we’re just having some fun, but Execupay’s award winning Payroll is. Head to the link above for a demo or to execupay.com to learn more)

5 Tips on Hiring Top Talent and Improve Your Business’ Image

Image result for corporate culture

We all know you need skilled and dedicated employees to build and grow your business. Attracting the right people is essential to positioning your company for growth and success, but establishing your company as a destination for top talent takes effort.

You’ve got to lead the competition on two fronts by: offering an attractive compensation and benefits package, and showcasing a corporate brand and culture that both excites and motivates candidates.

Here are 5 components to consider in your compensation and benefits package:

  1. Competitive salary
  2. Bonus or incentive compensation
  3. Health care and life insurance benefits
  4. Tax-saving retirement plans, like a 401(k) or Simple IRA plan
  5. Offering other types of benefits, such as childcare assistance or gym memberships, or things like “Free Lunch Friday’s”

Another important consideration when making decisions regarding compensation is whether an employee is exempt or non-exempt under the federal Fair Labor Standards Act (also known as the FLSA). Non-exempt employees are entitled to certain protections, including minimum wage and overtime pay, under the FLSA. Be sure to comply with all federal and state laws regarding compensation and benefits.

Image result for corporate culture

Ok, let’s talk about how to leverage your corporate culture during the recruitment process. It is important for you, as the hiring manager or business owner, to take the time to evaluate your company in relation to your competition, in terms of work environment, corporate brand and work flexibility.

Establishing a few new policies and procedures can enhance your corporate culture and make your company a big draw for rising stars in your industry.

Consider the following steps when improving or building your company’s image:

  • Your benefits, like flexible work arrangements, telecommuting, location and position to match candidates’ individual needs
  • Training, including career-enhancing courses, certifications and a clear path to career growth
  • Your company brand should be positive, well known and recognized in the industry as successful.
  • Your corporate environment should be a friendly, organized workplace with a well-established corporate culture and values. In fact, much has been written to support the notion that happier employees are, ultimately, more productive AND profitable.
  • Finally, and of critical importance, your interview process should be straightforward, friendly and professional.

Remember, your candidates are also interviewing you and this is your best opportunity to impress them with the vision of who you are and how they’d fit in your organization.

Image result for cool office

5 Tips on Payroll Outsourcing to Providers like Execupay

Execupay – More than just Payroll.

Many employers outsource their payroll and related tax duties to third-party payers, such as Execupay. Reputable third-party payers like ourselves can help employers streamline their business operations by collecting and timely depositing of payroll taxes on the employer’s behalf and filing required payroll tax returns with state and federal authorities.

While outsourcing payroll can be a sound business practice, it is important to remember that, like employers who handle their own payroll duties, employers who outsource this function are still legally responsible for any and all payroll taxes. Though many third-party payer businesses provide very good service, there are some who do not have their clients’ best interests at heart. Execupay has a proven history of providing this service for over 40 years.

Will Your Summer Employees Affect Your ALE Status?

Employers May Apply a Reasonable, Good Faith Interpretation of the Term ‘Seasonal Worker’

Employers looking to hire seasonal workers this summer are reminded that there is an exception when measuring workforce size to determine whether they are an applicable large employer (ALE) subject to the Affordable Care Act’s employer shared responsibility (“pay or play”) provisions.