hr best practices, hr management training, hr policies, Human Resources Training

Employee Payroll Best Practices


Adapting and implementing Employee Payroll Best Practices is in everyone’s interest, because payroll, despite the enormous amount of automation that has gone into it lately, is quite complicated. It takes up a significant part of the company’s revenue and time, but yet has to be implemented at various stages of the organization’s work.

Why instill employee payroll best practices?


The answer is simple: to avoid clogging of data and muddling of other functions. Once the payroll is clear and fine, it follows for the company that most of its other functions relating to finance fall into place. Payroll is at the very core of financial operations, and it costs the average organization a lot. It is estimated that the payroll costs organizations anywhere between just under $100 to over $700 a year per employee. When projected to the overall size of the company, this is certainly a whopping cost. So, if organizations can implement a few employee payroll best practices, it goes a long way in helping them save on costs.


Integration is the soul of payroll practices. Once payroll practices are integrated into other practices such as HR, administration, tax, electronic attendance monitoring and so on, the result is that there is a lot less effort, time and cost that are involved in carrying out day-to-day payroll practices, which become a lot more lubricated and easy.

Avoid duplication

This of course, is a very obvious statement. Banal as it might sound, it makes enormous sense for organizations to carry out this one simple best practice. Duplication may sound innocuous compared to frauds, but its impact on the work an organization has to do to sort it out is baffling. Avoiding duplication at all levels of the payroll is a major one among employee payroll best practices.

Streamline pay cycles

Instead of paying employees or other owed parties on an ad hoc basis, it makes sense for an organization’s finance department to allocate a day or date for payments. This simple employee payroll best practice goes a long way in saving effort and resources such as effort and paper.

Adapt and implement smart automation

Payroll professionals could instill one of the best employee payroll best practices by implementing smart automation systems. An automated system must be capable of offering good insights into the payroll practices. It should also help Finance understand and analyze trends and traits.

Attitude is the key

Of course, on top of these stated ideas for employee payroll best practices, the organization has to make sure it approaches the topic with an open mind. It should first identify the need for initiating employee payroll best practices. It should be aware of what is happening in the market, and should identify the challenges it faces before implementing employee payroll best practices.

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Human Resources Training

Payroll Deduction –an overview


Payroll deduction is a tricky job. Payroll professionals have to wade through innumerable, elaborate laws that apply to different kinds of pay. If one kind of payroll deduction applies to an employee who lives in one state and works in another; another kind of payroll deduction has to be followed for an employee who works in a company which is situated in another state. Residence of the employee, the state in which the company for which she works is registered, the state of which an employee has citizenship and the state in which she works or stays –all these are important factors and parameters that go into a payroll deduction.

Further, federal and state deductions vary from one state to another. In addition, there are hierarchies of payroll deductions, meaning items for which deductions are to be are prioritized. Certain deductions take priority over others. All in all, payroll deduction can get very complicated if the payroll professional is not thoroughly familiar with all the rules and regulations, as well as the exceptions to the payroll.

Get to understand all the aspects of payroll deductions

Offering clarity on the areas of payroll deductions is the intent of a webinar that is being organized by TrainHR, a leading provider of professional trainings for the healthcare industry. At this webinar, Dayna Reum, Payroll Tax Manager at PetSmart Inc., who has been heavily involved in the payroll field over 15 years, will be the speaker.

In order to have your confusions over the many areas of payroll deductions cleared, please enroll for this webinar by visiting

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).

Attendance at this webinar also makes a participant eligible for recertification credit from SHRM. Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

Content of the webinar on payroll deductions


At this webinar, Dayna will offer a general overview of the types of deductions that employers take from an employee’s check. She will review the laws that surround all types of deductions that an employee can take with or without employee consent, along with how to properly calculate the deductions. She will equip the participants with the knowledge that will make them rest assured that the way by which they process employee payroll deductions are in accordance with the law at both the federal and state levels.

Complete learning on all the problem areas of payroll deductions

In offering reviews of the Federal and State laws on payroll deductions; the speaker will highlight the difference between required tax deduction and tax deductions that the employers are not required to withhold. She will explain how to make the proper garnishment calculation based on the Federal Consumer Credit Protection Act.

Another important learning she will offer is how to properly refund before tax deductions, what deductions require employee written consent, and what precautions to take with regard to employee payroll deductions according to the State DOL. Special IRS rules for Loan and advances given to employees.

Payroll Professionals, Compensation Professionals, HR Professionals, and Benefit Professionals will derive a lot of value from this webinar. It will cover the following areas:

  • Benefits Deductions
    • Before tax and after tax deductions
    • Cafeteria 125 Deductions
  • Garnishment Deductions
    • Child support limits and beyond
    • Federal and State Tax Levies
    • Creditor Garnishments
  • Taxation
    • Mandatory taxes versus courtesy taxation
  • Employer Deductions
    • Overpayments
    • Advances and Employee Loans
    • Non- Cash overpayment legality
      • Cash Drawer Shortage
      • Theft


hr best practices, hr management training, HR management trainings, hr policies, hr training, Human Resources Training

Understanding payroll fraud and preventing it



Payroll fraud is a matter of serious concern to the people affected by it, the organization in which it happens, and to the economy overall. It is estimated that payroll fraud is involved in around an eighth of all workplace frauds and makes up about a twelfth of all occupational frauds worldwide. On average, a payroll fraud case results in loss of $ 48,000 and avoids detection for about three years. Each payroll case fraud costs around $ 72,000.

It is rather unfortunate, but expected that small organizations bear the brunt of payroll frauds. The reason for this is not far to seek: They usually lack the requisite fraud detection mechanisms, making them particularly susceptible to payroll fraud.

Common methods for preventing payroll fraud

Many organizations take a few steps to prevent payroll fraud. Some of these include limiting access to the information relating to payroll, engaging different people for different levels and areas of payroll functions so that it acts as some kind of checks and balances system, conducting thorough background checks of the employees in charge of payroll functions, checking ghost employee accounts, installing automated clearing house (ACH) filters, and a few others.

Section 404 of SOX Act

Additionally, the Sarbanes Oxley Act, which was a landmark legislation aimed at putting checks on large corporate frauds, also requires companies to take a few steps to prevent payroll fraud. Section 404 of the SOX Act requires a few stringent steps:

  • Companies have to include an Internal Control Report in their annual financial reports stating that the management takes responsibility for implementing what SOX terms an “adequate” internal control structure
  • Management has to assess the effectiveness of this internal control structure
  • Deficiencies and discrepancies in these controls must be reported
  • These declarations by the management have to be attested by external registered auditors.

A complete discussion of the ways of preventing payroll fraud

A thorough understanding of all the elements of payroll fraud and the ways of preventing them will be discussed at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry. At this webinar, Dayna Reum, who is Payroll Tax Manager at PetSmart Inc. and has been heavily involved in the payroll field over 15 years; will be the speaker.

To get an in-depth idea of payroll fraud and to understand the ways of dealing with it, please register for this webinar by visiting TrainHR

Tools for detecting payroll fraud

The purpose of this session is to help participants gain an understanding of the legal rules around detecting and deferring payroll fraud. Dayna will review tools that companies can use to detect or deter fraud with immediate effect. She will take up Section 404 of the SOX Act for detailed discussion and examine the requirements in it that publicly traded companies have to meet. She will also explain how the provisions of the Act are designed to check payroll fraud.

This webinar will be of high value to professionals involved in payroll functions, such as Payroll Professionals, Compensation Professionals, HR Professionals, and Benefit Professionals. In the course of this webinar, Dayna will cover the following areas:

  • Payroll Fraud Statistic’s-How big of a problem is it?
  • How does payroll fraud occur?
  • Preventing Payroll Fraud
  • Internal Controls
  • Tools (Process Maps, Business Continuity Plans, Process Documentation)
  • Audits
  • Sarbanes-Oxley 404 Requirements
  • Ethical Business Practices.
Human Resources Training

Enhance the effectiveness of being a payroll manager


A payroll manager is essentially responsible for managing the payroll for the employees. The payroll manager has to ensure that the employees are paid on time, in accordance with their pay scale, and also in a legally compliant manner. Usually, the payroll manager manages teams of payroll staff, depending on the size of the organization. Many payroll managers also manage multiple payroll services, when they are managers in organizations that provider payroll services.

Most payroll managers have the general responsibilities, to:

  • Create and implement payroll policies and procedures
  • Advise the organization or its employees on tax and pay laws
  • Analyze financial data and report on them
  • Supervise and train the payroll team
  • Manage computer software and systems
  • Ensure that payroll practices meet compliance regulations.

Payroll managers usually highly qualified. They are normally either CIPP’s or IAB’s. In addition to possessing these qualifications for carrying out their functions; payroll managers need to have a number of important qualities. They are expected to be good at:

  • Team management
  • Time management
  • Problem solving
  • Paying attention to detail
  • Dealing with and calculating numbers
  • Computer systems

An effective training session on finessing payroll management functions

Want to know more on how to carry out this important function of an organization’s Finance department? Want to finesse your managerial skills and become a more effective payroll manager? Then, a webinar that is being organized by TrainHR, a very popular provider of professional trainings for the HR industry, is what you need.

Dayna Reum, who is the Payroll Tax Manager at PetSmart Inc. and has been heavily involved in the payroll field over 15 years, will be the speaker at this webinar. All that you need to do to gain the immense knowledge that Dayna brings into payroll management and finesse your skills and knowledge and become a more successful payroll manager is to register for this webinar by visiting TrainHR

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).

Helping to face challenges

Dayna will address the many challenges that Payroll Managers at all levels face at some point of their careers. She will help them overcome these by offering a tool kit of skills which they can use in a payroll team. This kit is useful for the beginner and the experienced payroll manager alike.

Participants of this webinar will be able to overcome the challenges of being a payroll leader/manager. The aspects of leading and managing a payroll department will be taken up for detailed discussion. The speaker will explain the responsibility of a payroll manager, along with how to build a strong payroll team, which will be particularly useful for personnel such as Payroll Professionals, Compensation Professionals, HR Professionals and Benefit Professionals.

Multiple skillsets for handling payroll management

Dayna will also equip the participants of this webinar with many of the skills they need for being successful at their job of payroll managers. She will show how they can properly prioritize tasks and analyze processes to effectively improve the payroll processes. This training will help participants look beyond just firefighting in their role as payroll managers. The way of communicating more effective and organizing effective meetings that give out the best results, as well as how to be more effective, are some of the other outcomes of this session.

At this webinar, Dayna will cover the following areas:

  • Responsibility of a Payroll Manager
    • Suggestions of a Payroll Manager
    • Primary Duties
    • Building a Strong Payroll Team
  • Payroll Specific Management Skills
    • How to prioritize tasks and/or issues
    • Following state and federal laws and how to keep up to date
    • Reporting Compliance
  • Management Tool kit
    • Fixing inefficient processes
    • Building strong relationships with vendors and/or other departments

bullying at the workplace, business communication, discrimination and harassment training, employee performance evaluation, employee training, hr best practices, hr management training, HR management trainings, hr policies, hr training, Human Resources Training, Law & Compliance, Regulatory, Technology in HR, Training & Development, workplace safety

5 attributes for employee assistance program

An Employee Assistance Program (EAP) is a program that an organization implements to ease some of the personal problems faced by its employees. An employee assistance program is largely voluntary, in that it is not mandatory either for organizations to implement it, or for very employee to avail it.

employee assistance program - TrainHR

According to the Employee Assistance Professionals Association, here’s what to look for:

  1. 24/7 phone response. Seek out providers that have trained counselors on duty answering a toll-free phone line at all times. Avoid EAPs that require users to navigate an elaborate phone tree before reaching a counselor.
  2. Confidential services. Licensed, professional counselors should deliver assessments and face-to-face counseling sessions in safe, private and confidential offices. Make sure there are enough counselors in your area to deliver timely services in both urgent and nonurgent cases.
  3. Referral support and follow-up. The EAP should assist employees by providing referrals for long-term or specialized care based on assessed needs, recommended treatment and employees’ financial resources. The EAP should provide follow-up and ongoing support for employees.
  4. Crisis intervention. Will EAP counselors come to your facility if there’s an emergency, such as an incident of workplace violence? Good EAPs can provide counseling for traumatized employees. They can also help management coordinate emergency-response plans.
  5. Substance abuse expertise. Given their disproportionately great impact on the workplace, drug and alcohol abuse problems often represent the bulk of EAP cases.
employee performance evaluation, employee training, hr best practices, hr policies, Human Resources Training, Training & Development

Is a disagreeing employee also disloyal?

Many organizations, especially those that tolerate free expression, are bound to come across employees who show disagreement on some or another issue. Many people tend to think that such employees are disloyal. Are disagreement and disloyalty synonymous? Should an employee who disagrees with the company’s management be considered disloyal?

No connection with each other

Although there is a tendency to classify the disagreeing employee alongside the disloyal one; let us first understand what these mean and whether they are mutually exclusive.

A disagreement is when the employee feels that the management is not taking the right decision. This can be over just any aspect of the organization. That employee may not like the office policy on casual clothing. Or it could be on something as important as the direction the business is taking. On such occasions, the employee may feel tempted to come out openly against the management and demand that it change its policy on clothing. Or the employee may say that a particular senior manager’s actions or management style is seriously flawed.

All that this employee is doing is expressing his viewpoint. It in no way means that he is acting against the interests of the organization. The only sticking point is that his viewpoint may not be in consonance with that of the management. Should such behavior call for axing the employee? Not really, because there is enough scope for the management to talk it out with such an employee and sort out the differences.

Disloyalty is more dangerous

When an employee is disloyal, it means that he is doing something against the interests of the organization. Such an employee may not at all disagree with any of the organization’s issues, but may be working against it at its back. For instance, such an employee could be agreeing with everything that the company is doing, but could be working clandestinely in letting out its secrets to its competitor. Or he could be working part time for a competitor silently. Undoubtedly, such an employee is more dangerous than one who voices dissent, but has done nothing against the organization, and still very much aligns his own interests that those of the organization.

HR’s role

The HR has a very important task on its hands in dealing with such employees. HR has to decide if the disagreeing employee is having a genuine grievance against the management. The best course of action would be to bring both sides together and talk to them. This goes a long way in helping to identify areas of disagreement and settle issues. On the other hand, the disloyal employee, when he is found out, has to certainly be dealt with more seriously.



Contact Details

Fax: 302-288-6884
43337 Livermore Common | Fremont| CA | USA | 94539

employee performance evaluation, employee training, Human Resources Training, Training & Development

Factors that go into promotions

Promotions are very important, no matter what the position is and what the organization does. Like termination at the other end; promotions are yet another delicate area for HR. This is another of the organization’s tasks for which HR, completely unfairly, ends up getting muck in the face for very little fault of its.

Limited role; unlimited blame

Why are promotions such a pain for HR? Mainly because most employees perceive HR to be behind them, which almost every other employee invariably thinks are unfair. This is the usual tale of virtually any organization, despite the fact that HR only does the paperwork and has only a limited role in deciding on a promotion. Most employees that don’t get promoted fail to see that a lot of factors go into promotions. They tend to see promotions as nepotism, favoritism, appeasement and politics.

Good promotions, bad promotions

They are wrong partly and fully on both counts –partly, in their belief about what goes into promotions, and fully, about poor HR’s role in it! The one major reason for the grouse against promotions is that it involves competition from peers. Obviously, when many people are working on a project together, it is natural that there are good performers and bad performers. When team members who are performing way above the rest get promoted, there could be nothing more than jealousy. At the other extreme, when a good-for-nothing doesn’t get it, there is a sense of vindication.

The problem arises when team members are almost identical in their performance, and one of them gets promoted and the others don’t. It is natural that this generates a lot of passion and heat. This is something that needs to be put in perspective, because it is a fact that for every fair promotion; there is a bad one as well.

Organization has to decide

Often, it is not possible for organizations to always be perfect in awarding a promotion, even if the assessment of the employees is. Many factors, most of them unknown to or unseen by the employees, go into promotions. For instance, it may be facing a financial crunch because of which it will be appropriate to promote only one of the employees, although others may have been nearly as good. When an organization decides to limit the number of promotions, it is certain to give rise to bad blood. The organization that does this is obliged to take the others into confidence and explain the matter. This is good for its own reputation, as much as it is for retaining employees who may otherwise quit in disappointment.

Now, HR comes in!

Of course, there is always the existence of a wrong promotion. The organization could be promoting an average employee for its own ulterior reasons, such as the ones we saw in the beginning. Whatever may go into promotions, it is important to strike a balance, so that the organization doesn’t end up losing either its name or its employees. Now, that is left to HR to take care of!



Contact Details

Fax: 302-288-6884
43337 Livermore Common | Fremont| CA | USA | 94539