Meeting multistate payroll compliance requirements is critical for Payroll professionals

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One of the challenges payroll professionals face is in meeting multistate payroll compliance requirements. The main reason for this difficulty is the existence of several kinds of taxes at the state and federal levels. True, a few taxes are levied by the federal government, but many others vary from state to state. Payroll professionals who do not meet the multistate taxation compliance requirements end up causing problems with the system, leading to wrong deductions.

Why is multistate payroll compliance difficult? It is because there are at least three important situations of multistate taxation where there are different rules for different states:

  • An employee could live in one state and work in another state, or work in two or more states simultaneously
  • Organizations could have businesses or business operations in more than one state
  • There are different reporting requirements for all the states in which the company’s employees work or live.

In such instances, multistate payroll compliance rules require a company to withhold the income tax that applies in that state and pay its payroll taxes.

Important areas of multistate payroll compliance

The payroll professional has to be aware of several aspects of multistate taxation. These are spelt out in Nexus, the Federal program of the Multistate Tax Commission that seeks to be a bridge between the taxpayer and the tax authority. Nexus is aimed at smoothening multistate taxation norms. Multistate payroll compliance essentially means taking cognizance of the following factors:

  • The ways by which an employer’s liability is determined
  • Whether disability insurance of the State is done through an insurance company or in the form of a payroll deduction
  • Whether the state is in compliance with the IRS Code for taxing Section 125 plans
  • A clear idea of what differences exist between different states of various items like Form W-4 equivalents, resident and non-resident taxation, and state unemployment insurance and other related matters
  • An understanding of which state to pay the State Unemployment Insurance (SUI) tax to and to which state to pay the income tax for a non-resident who is working in the state.

Gain thorough learning on how to meet multistate payroll compliance requirements

Want to stay clear of the confusions and complexities of multistate payroll compliance? Then, a webinar from TrainHR, a leading provider of professional trainings for the human resources industry is the answer to this problem. Dayna Reum, Payroll Tax Manager at PetSmart Inc., who has been heavily involved in the payroll field over 15 years, will be the speaker at this webinar. To gain understanding of how to wade through the complexities of multistate payroll compliance, please register for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701724?wordpress-seo

A clear and deep understanding of multistate payroll compliance

At this webinar, Dayna will offer a way to better understand the core of the topic of multistate payroll compliance: The laws in each state and the tax guidance on how to determine taxation when employees live in one state and work in another, or for employees that work in multiple states for travel for work.

She will also take up other state laws that affect payroll, as well as offer understanding of the concerns and issues the Department of Labor (DoL) has for multi-state employers like pay stubs and method of payment.

At this webinar, Dayna will cover the following areas:

  • Residency
  • Reciprocity Agreements
  • Resident/Non Resident Withholding Rules
  • Evaluating Taxation for Multiple States
  • What Wages are Subject to Taxation?
  • Withholding Compliance Issues
  • State Unemployment Insurance
  • Traveling Employees
  • Administrative Concerns
  • HR Concerns
  • Local Tax Residency Rules
  • Other Multi State Payroll Concerns (DOL)
  • Case Studies.

https://www.forbes.com/sites/peterjreilly/2015/06/12/why-is-multi-state-tax-compliance-so-hard/#613e193c6d99

http://bridgesdunnrankin.com/multi-state-taxation/

https://www.bgdlegal.com/news/2011/08/01/articles/income-tax-nexus-101-can-that-state-really-impose-a-tax-on-my-company-s-income-really/

https://justworks.com/blog/hiring-remote-employees-in-a-new-state

http://www.askamanager.org/2016/04/why-its-complicated-for-your-employer-to-let-you-work-from-another-state.html

 

 

A critical tool for organizations: HR metrics

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Employees must make every effort at creating, maintaining, and demonstrating procedures and activities that are in compliance with the relevant regulatory laws. Complying with regulatory expectations is also important to satisfy important stakeholders such as investors, lending institutions, and third party administrators. These stakeholders increasingly look at regulatory compliance as a means for ensuring that resources get properly utilized and that results get rightly reported.

Towards this end, metrics and measurements that are strategic, operational, and transactional are sought out by employers in order to make sure that regulatory and business expectations are being met. These metrics, or measurable attributes, help them to locate risks of both a monetary and non-monetary nature, and help them come up with ways of managing the core areas of business, such as generating revenue, ensuring productivity, curtailing labor costs, and increasing profitability.

Get a full understanding of HR metrics

In order to achieve all these, organizations need a thorough and proper understanding of HR metrics, which will help them achieve these business aims. This is the training a webinar from TrainHR, a well-established provider of professional trainings for the HR industry, is organizing. At this webinar, the speaker is Ronald Adler, who is the president-CEO of Laurdan Associates, Inc. Please register for this webinar to gain a very thorough understanding of evaluating employee abilities by logging on to http://www.trainhr.com/control/w_product/~product_id=701680?wordpress-SEO .

HR metrics should be comprehensive

One important element of HR metrics is that though designed by HR, they should take the perspective of all the departments of the organization, and not just HR’s. That is, HR metrics should be judiciously distributed between the HR and the C-suite, other departments, and line managers, and should be an interface between all of them. These metrics should serve their core purpose and importance: That of enabling informed decision-making that is a result of the inputs provided by the stakeholders. The important aspects of HR metrics are:

  • They should be proactive rather than being merely suggestive and predictive of results
  • They should lead to concrete actions
  • They should be focused on outcomes rather than numbers.
  • Most important of all, HR metrics should be measurable, because what cannot be measured cannot be managed.

HR metrics serve several important purposes

The development of HR metrics should serve many important purposes. HR metrics help the organization:

  • Evaluate the importance and value and contribution of the organization’s human capital
  • Focus its attention on how human capital helps it achieve its business objectives
  • Measure and assess human capital management and the risks related to liability related to employment practices
  • Assess individual and organizational performance.

It is critical to select the right HR metrics

The value and ability of HR metrics to deliver depends on the kind of metrics HR develops. Selecting and using the right HR metrics, i.e., the HR metrics specific to the organization, is a direct result of the understanding HR has of the organization’s needs. Effective HR metrics are those that help the organization identify the weak links and fallacies in its human resource management and employment practices compliance activities.

Selecting or omitting the appropriate HR metrics shows the organization’s ability to judge what is best suited to it. The point of doing all this is that the rightly selected HR metrics should help HR to thoroughly assess the organization’s performance and should supply it with the inputs it needs to evaluate human capital outcomes.

At this webinar, Ronald will demonstrate how employers can put metrics in place to measure the employment brand. He will show how these can indicate and lead to the organizations’ ability to attract and retain top performers. He will also show the ways to measure legal and statutory non-compliance, which will lead to punitive actions from the regulatory authorities. He will explain what use HR metrics have in helping organizations assess compliance risks and will discuss the use of HR related Key Compliance Indicators (KCIs) that can be used as a parameter of a continuous audit process that ensures compliance.

Good proofreading helps to polish documents and keep the organization’s reputation intact

essay-proofreading

Proofreading is both a process and an art that adds helps important documents get their shape and proper form. It helps documents go that last mile in getting the punch and power needed for making a good impact. Good proofreading weeds out the errors that could otherwise cause embarrassment to the presenter. It also helps to insert the most appropriate word in a place in the document.

Almost all kinds of documents that are used in a work environment, be they outgoing correspondences, paperwork, project proposals, or just day-to-day emails, require proofreading. Proofreading is all about giving acute attention to the smallest part of a written document, be it syntax or punctuation.

Poorly proofread documents going out of the organization dent the organization’s reputation. Most people do not get a good impression of a company that makes mistakes in important documents such as its mission and vision statement, or proposals, or business plans or even its websites.

Learn the finer aspects of proofreading

The good news is that proofreading is not a rare talent only a genius can possess. It is something that can easily be wired into one’s system with some level of systematic training, although very few organizations pay attention to this skill. Getting the nuances of proofreading right is the intention of a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry.

At this webinar, Mandi Stanley, a Certified Speaking Professional who works primarily with business leaders who want to boost their professional image and with people who want to be better speakers and writers, will be the speaker. To benefit from the expertise Mandi brings and to get a complete understanding of how to hone proofreading skills, enroll for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701703?wordpress-seo .

Seemingly small mistakes can make a mountain of a difference

Mandi will offer perspectives on the most common proofreading-associated mistakes people do, such as forgetting to attach a document to a mail and then realizing it got left out, making simple mistakes even when the spelling is right, such as “form” instead of “from”, using “you” instead of “your”, and most embarrassing of all, overlooking the crucial letter “l” in “public”!

It is these aspects that need extra attention when it comes to proofreading. This webinar will highlight these. Mandi will explain how to overcome errors of this kind. She will impart two meaningful and tangible proofreading tools to help participants understand and overcome these problems.

People in important positions in organizations and doing work that relies on the power of proofreading to contain errors, such as Chief Human Resource Officers, Senior Management Team, HR Managers, Directors, and Administrators, Employment Managers, Training Directors and Supervisors will benefit in a big way from this session.

Mandi will cover the following areas at this webinar:

  • How to make sure documents leave your office error free
  • The “Newspaper Proof”: A fail-safe three-step approach to proofreading
  • The “Proofreader’s Power Pack”: Which tools and resources are indispensable to a proofreader
  • How to proofread in a distracting office environment
  • How to spot errors of omission
  • Why you never should proofread directly from your computer screen
  • How to catch the bloopers before the bloopers catch you.

It is important for organizations to learn the art and craft of creating a payroll manual

payroll

 

A payroll manual is a very important document for any organization. Obviously, all organizations have to pay their employees; so, it is in their own interest and for their own benefit that they create a payroll manual that accelerates and simplifies the job of making payments.

So, first of all, what is payroll manual? A payroll manual is a single, unified document in which all of the organization’s policies and processes in relation to employee pay are collected and assembled. A payroll manual is a systematic, streamlined and organized document in which those in Finance or others with access to financial documents can carry out payroll functions in a systematic manner without confusions or errors.
There are several benefits an organization has in having a well created payroll manual. These are some of them:
 A payroll manual ensures accuracy in the pay. It is a program into which predetermined values have to be entered. Once these are done correctly, a payroll manual carries out its functions at click of a mouse

 A payroll manual also brings about consistency in the payroll. Making different calculations in the event of a pay raise or change in benefits, making adjustments when an employee leaves and a new employee joins in with a different pay package, or making calculations based on an employee’s particular deductions such as child education or garnishments are all child’s play for a payroll manual
 A payroll manual system that allows access to designated persons can also eliminate a lot of confusion among the staff about policies about pay, since a single document can provide visibility to everyone concerned by being a reference for the disputing employees to see

 A payroll manual also spells out the company policy in relation to payroll. This helps everyone in the loop get a clear idea of what to expect and plan what to do with their pay. A major advantage this kind of document brings about is that it eliminates the need for conflict among peers about what policy is in place.
Having an efficient, well-organized payroll manual is thus in everyone’s interest. An organization has a lot to gain by putting such a payroll manual system in place. Want to learn the most efficient ways of implementing a payroll manual?
This is the learning a webinar from TrainHR, a leading provider of professional trainings for the human resources industry, will be providing. The speaker at this webinar, Dayna Reum, who is the Payroll Tax Manager at PetSmart Inc., will educate participants about all the aspects of a payroll manual.
To enroll for this webinar, all that is needed is to visit http://www.trainhr.com/control/w_product/~product_id=701663LIVE?wordpress-seo. This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).
Learn the ways of creating an efficient payroll manual
Dayna will show how well-documented processes help the organization to reach higher levels of efficiency and excellence. She will equip participants of this webinar with the tools of documenting processes, as well as how to evaluate these processes and optimize them for better use in the future. This learning is of immense use to people involved in the payroll system, such as Payroll Professionals, Compensation Professionals, HR Professionals and Benefit Professionals.
She will cover the following areas at this webinar:
o Payroll best practices how they have evolved
o Discuss in detail different types of industry benchmarks
o Step by step process on how to start a benchmarking program for your department
o Learning the difference between process based and data based benchmarking
o How to determine best in class practices
o Learning how to determine what processes to measure and when
o What are silos and how they hurt your business?
o Details of all different types of data collection methods
o The importance of customers on your benchmarking program
o Different types of customers to evaluate in your process improvement program
o Process Documentation and how to properly complete it
o Tools to use to make sure process documentation is complete.
http://www.lorman.com/training/creating-a-payroll-manual-putting-your-procedures-into-writing

Articulation is not magic, it is science

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Wondered how that speaker you saw giving a presentation could have been so organized in her thoughts, so articulate in her expressions, and so brilliant in conveying her ideas in a most pleasant manner? Unable to figure out just what is it that people with the gift of the gab have that most others don’t? Just what is it that makes them so brilliant in their presentations, while most others struggle with putting across their thoughts? In awe of how that person can reel off thoughts from nowhere, with no textbooks or any other references, and come up with excellent, often impromptu presentations?

The answer lies not in providence, but in science. In neuroscience, to be exact. Neuroscience is now discovering that most of the ways in which we receive and express our thoughts are rooted in the way our brain processes information. Each person is unique in this sense. This is the foundation to the way in which humans communicate. This is uniquely created in each of us, which is why we all communicate differently at different levels.

It is all about conditioning the brain

Is it possible to train and condition our thought process drawing upon the core of neurosciences? Is it possible for our brain to receive and communicate in a set fashion? The answer is yes. The ways of doing this will be the learning a webinar from TrainHR, a highly popular provider of professional trainings for the human resources industry, will be imparting.

Neil Samuels, a Senior Consultant with Jeffrey Strategic, where he helps executives and leaders attain high performance through neuroscience-based communication, will be the speaker at this highly interesting subject of neuroscience-based communication. Want to draw from his many years of experience? Then, please register for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701720LIVE?wordpress-seo.

The aim of this webinar is to help participants use the essence of neuroscience to understand just what the audience needs from a communicator. Neil will help participants understand this and use this as a means to achieve better results.

Communicate to make the audience feel good

The need and importance of powerful and accurate communication in business can never be overemphasized. It is the most effective way of reaching out to the target audience, making a point register in the minds of the audience, and making sure that the communication stays in the minds of the listeners.

Traditional communication goes only some distance in helping to achieve these ends. Neuroscience-based communication goes a few notches higher and helps the communicator achieve more purposes and connect with the audience more effectively. Using the traditional means of communications, communicators, be they at any level or in any profession, fail to convince their audience beyond a point. All that they learnt from textbooks seem to let them down at the right moment.

Learn to deliver the right message with the right punch

This is where communication through neurosciences comes in. At this presentation, Neil will help participants with an incredibly simple method of delivering the right information at just the moment at which it is needed, at meetings, presentations and calls, so that it engages each and every member of the audience with attentiveness every time the communicator communicates.

Senior and midlevel executives, for whom communication is crucial to their professions on a daily basis, will derive maximum benefit from this webinar. This session is cut out for people such as CEO, COO, CFO, VP, Director, Manager and Supervisors.

At this highly interesting and absorbing 60-minute session, Neil will cover the following areas:

  • Learn how our neurological preferences affect our communication
  • Understand exactly what your audience needs from you
  • Recognize your communication bias and how to correct it

Learn how to structure your communication to engage diverse audiences

Cultural fit is the most important element of a merger or an acquisition

culture-diverse

 
A merger or an acquisition is not just about getting the business or the financial aspect of the companies right. The more important, in fact, the most important aspect of a merger or an acquisition is the way the cultures of the merging companies blend. This is the key to a successful cooperative partnership. Half of the managers interviewed during a recent McKinsey study felt that the cultural fit of a merger is the deciding factor in enhancing the value of the merger or acquisition. A quarter of the managers interviewed at this study felt that the mergers fail to realize its value if the cultural fit is missing.
Another survey from Aon Hewitt corroborated this finding. It found that organizations taking a longer than expected time for integration, i.e. completing the M & A process, which is itself a result of failure to see the cultural fit, is the number one reason for which mergers don’t succeed. This factor is followed by lack of cultural integration.
CEO’s find the cultural fit a conundrum
The importance of cultural fit during a merger or an acquisition can be gauged from the fact that nearly half of the CFO’s reported at a Deloitte survey that they considered the post-merger cultural integration as their first priority. Nearly three fourths of executives who took part in a Mercer study too, considered the harmonizing factor between the employees of the different organizations as the most important factor for the success of the merged companies. In other words, it is more important for merging or acquiring companies to be sure about whether they can work together as a team in the future, than to be conversant with the processes, many of which after all, are automated and can be learnt sooner or later.
Although cultural fit during a merger or acquisition has such a high level of importance, it is difficult to define the term. Cultural fit consists of a number of factors, and could mean different things to different organizations. What is broadly understood is that the cultural fit is the way in which the merged organizations think and communicate together and mix with each other. It is also about how they handle conflicts and how they inculcate and hone organizational beliefs, as also how they respond to situations emotionally and cultivate mindsets and shape events for the organization.
Getting all this right is a difficult task for most employees, no matter what background they come from and what they think about business.
Get to understand culture in a merger or acquisition better
An understanding of the cultural fit aspect of a merger or an acquisition will be the topic of a highly valuable webinar that TrainHR, a leading provider of professional trainings for the human resources industry, will be organizing.
At this webinar, Claudette Rowley, an executive coach, consultant and trusted advisor who has been designing, customizing and delivering coaching and consulting programs and interactive trainings for over 15 years, will be the speaker.
In order to gain full understanding of the ways by which the cultural fit determines the success of a merger or acquisition, and to understand how to bring this cultural synergy about, please register for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701672LIVE?wordpress-seo.
This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). This session will be very useful for all those to whom a merger or acquisition is an important activity in their professions, such as C-Level Leaders, Senior Leaders, Senior Managers and Project Team Leaders.
This learning is also important when the findings of another study, which found that CEO’s gave a lot lesser attention to the cultural aspect of the merger compared to the business aspects, are taken into consideration. The CEO’s even added that they had no concrete plan for taking care of the cultural fit aspect of the merger or acquisition.
A five-step process for understanding the cultural fit of a merger or acquisition
The core of this session is in helping to understand how people in positions that require them to think linearly, which is a “left brain” matter, have to address “right brain” subjective issues such as cultural fit. The speaker will take up a five-step Cultural Integration Design process that helps the merged organizations blend to form a culture that works together well.
This five step process helps executive leaders retain and increase the value of their business during a merger or acquisition. These are that these five steps consist of: Cultural Intelligence Assessment, Cultural Profile, Cultural Architecture, Design & Prototype, and Integrate & Train.
Claudette will cover the following areas at this webinar:
o Understand the definition of culture and its role in your organization’s success or failure
o Discuss key principles to assessing, influencing and designing culture
o Review a five step process for successfully integrating culture during a merger, acquisition or any significant change.

https://goo.gl/UeuxaF

Team synergy is a potent means for harnessing the team’s creative energies

 

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Team synergy has been gaining prominence as a means of fostering greater interaction among colleagues at the workplace. It is considered as something that goes a little beyond teamwork; teamwork is seen more in a generalized formation which is about accomplishing tasks together. Team synergy, on the other hand, is more of taking the particular characteristics and temperaments of each member of the team, making use of the positive factors each brings, and neutralizing the negative ones.

In this sense, team synergy is a lot about optimizing the efficiencies and strengths of each team member. This is done by minimizing the drawbacks of particular members of the team by drawing the strengths of the other members of the team. This approach to team synergy is derived from the subject from whom it takes root, namely chemistry. In chemistry, this concept evolved when chemists noticed that when they separated molecules or atoms from complex compounds, the efficacy and characteristics of the compound never remained the same.

Team synergy is about positive and negative energies

Team synergy is something that can be achieved based on these same principles. If a member of a team leaves, the dynamics of the remaining members alters. Conversely, if a new team member joins in, it may not be possible to get the same synergy levels as when the old team member was present.

Team synergy is also about positive and negative synergies. The example illustrated above describes how a positive impact can be had from positive team synergy, and how a wrong or unsuited team member could affect the team in a negative fashion.

MIT study confirms the efficiency of team synergy

A recent MIT study showed that collective intelligence is a great indicator of a successful team. Such a team works like a well-oiled machinery in which each of the parts contributes to the overall growth and development of the team. Synergy flows in such teams with greater ease, and these teams are creative and innovative, where team members support and respect each other.

Further, the MIT study showed how such teams are built: They carry diversity, a higher degree of social perception and sensitivity and an enhanced sense of sharing and attention, and hire team members who are more collaborative and amenable to team work.

Learn all the aspects of team synergy

The interesting aspects of team synergy, which will be highly useful for organizations to understand and use for their benefit, will be the core of a webinar from TrainHR, a highly reputable and well-known provider of professional trainings for the human resources industry. Bruce Cryer, who is Global Director, HeartMath HealthCare, founding director of HeartMathUK and HeartMath South Africa, and co-founder of What Makes Your Heart Sing, will be the speaker at this highly valuable session.

In order to gain wonderfully useful insights into team synergy and how to use it to optimize your team efforts, please register for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701609LIVE?wordpress-seo . This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Using the positive, taking out the negative

Bruce will bring the experience he has gained for over two decades at HeartMath and Stanford Business School. He will explain how coherence can bind the team together and take it to heights it could seldom have reached otherwise. He will explain how positive emotions such as compassion, caring and inspiration can show beneficially on the heart rhythms, and negative ones, such as anger, jealousy and anxiety can show an exactly opposite pattern. Bruce will show how team synergy can work to help people by enhancing the positive vibes and cutting down the negative ones.

During the course of this highly interesting session, Bruce will cover the following areas:

  • What is Collective Intelligence, and can anyone develop it?
  • Five Principles of Team Synergy
  • Essential psycho-physiological principles of brain function
  • Case studies and stories
  • Next steps.

https://www.forbes.com/sites/luisromero/2015/12/01/the-ultimate-guide-to-team-synergy/#5357f8e952f5