Understanding and serving the HR Buyer

Posted by Michael Gretczko and Arthur Mazor on May 12, 2016

The message from our HR Provider Day event attendees was unequivocal: They want providers to be real. HR buyers can see through false commitments being made by providers through the sales process. They expect transparency and honesty and tend to know when the wool is being pulled over their eyes.

When we themed our 3rd annual HR Technology and Service Provider Day, “Understanding and serving the HR buyer,” we were hoping to facilitate a robust conversation between HR buyers and providers. Mission accomplished, and clearly.

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Payroll should demand a voice in the HR SaaS conversation


Posted by Michael Gretczko, and Brian Proctor on January 25, 2016.

Moving to a global HR SaaS platform can be a truly transformational event for an organization, yet payroll executives are increasingly recognizing that their voices are essential to realize the true value of the HR SaaS investment. While many of these leaders have developed global payroll strategies, they are now insisting that payroll impact assessments be conducted to confirm that the new HR SaaS will result in a globally integrated payroll solution that meets organization and employee expectations for usability and data quality.

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Working the Clock

Where is the referee when employees are gaming your workforce management systems?

labor Cost Optimization

Posted by Lisa Disselkamp on August 12, 2014

A restaurant worker knows exactly when to punch the clock to gain an extra 15 minutes per shift. (So do his co-workers.)

Employees routinely use the time clock near the parking lot door (meant for security staff, whose office is nearby), rather than the clock near their workstations, gaining several minutes of paid time as they walk to their stations and settle in.

A nurse with a $75K salary earns a W-2 for $240K, thanks to overtime pay, shift premiums, and other incentives.

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Using Big Data to ease a big challenge: Tax management for business travelers

Using Big Data to ease a big challenge

Posted by Lorraine Cohen and John Jennings on May 29, 2014

A long-standing, widely known — but sometimes ignored — tax requirement calls for income tax to be paid to the jurisdiction where work is actually performed. So, organizations with employees who travel to other states or other countries for business purposes should, in most cases, be tracking their employee’s travel in order to remit taxes to those locations where compensation reporting and withholding is required. (Requirements vary in a few states and, by country, according to treaty policies.) Even if employers fail to withhold and remit the required taxes, employees themselves are obligated to do so. With taxing authorities paying more attention to this requirement, and with the potential (and precedence) to incur substantial penalties for noncompliance, organizations would be wise to evaluate their current practices and remediate any shortfalls — the sooner the better.

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