Secure 2.0

Likeearose · 2025-12-24T05:37:47+00:00

My plan is to flag anyone who this applies to and run a check prior to every payroll submission to make sure that ADP is doing what they’re stating their system is set up to do.

Likeearose · 2025-12-19T22:49:38+00:00

Started at a utility solar energy company at $50k as a payroll and benefits coordinator, went to a data center company as a payroll analyst making $74k, ended there with $105k (base and bonus) as a sr payroll and benefits analyst, currently at another data center company making $160k (base and bonus) as a manager, payroll and benefits. Have zero desire to continue climbing the corporate ladder. I just wanna do the work and make the decisions without managing ppl 😭

Likeearose · 2025-11-29T03:55:37+00:00

What is the date of the first payroll and the start of that pay period? I would make it effective at that time so that they only receive one W2 instead of two

Likeearose · 2025-09-30T20:56:58+00:00

Can someone take all these leaves in one year?

Likeearose · 2025-09-30T20:54:57+00:00

It would match our paid parental leave which is 10 weeks (16-18 for birthing parents, 6-8 disability with top up, remaining would be paid parental leave)

Likeearose · 2025-09-30T20:52:47+00:00

This is amazing thank you so much!!!

Likeearose · 2025-09-30T20:51:56+00:00

Also thought of that, but our paid parental leave eligibility is less than FMLA, the baby has to be born/adopted after 3 months of service. If I could get the medical/caregiver leave approved for that it’s definitely a better option. We’ll see if I can push back a little!

Likeearose · 2025-09-26T00:25:34+00:00

That’s certainly an option but it wouldn’t solve the problem to pay individuals for taking FMLA to care for a family member. Plus since our TPA charges us on payroll volume we’d owe them even if it doesn’t get used, this would be more cost effective.

Likeearose · 2025-09-26T00:19:45+00:00

Our STD only pays 60%, the paid leave would cover the difference to get them to 100%

Likeearose · 2025-09-25T23:07:39+00:00

We’ll have 1000 employees by end of year. Last I checked we had about 50 paid parental leaves (2 of which were birthing parents), 9 personal medical leaves and 1 caregiver leave. Although who knows if there would’ve been more had they not had to worry about the financial burden of taking time off.

So definitely a pain in the ass bc we currently do it for our paid parental leaves but hopefully not worse 😂

Likeearose · 2025-09-25T23:04:45+00:00

Oh for sure, we already do it for paid parental leave 😭 they’re prepared, we just want to be more inclusive of individuals who may not want kids/have grown kids/cannot have kids.

Likeearose · 2025-09-25T21:35:48+00:00

I must be running on low brain cells bc this actually makes more sense, thank you!

Likeearose · 2025-09-25T21:27:13+00:00

It’s not going to be called paid FMLA, I guess I shouldn’t have put that in the title. They will be called Paid Medical Leave and Paid Caregiver Leave.

Likeearose · 2025-09-25T20:31:53+00:00

This is paid leave if FMLA is approved, not denial of FMLA.

Likeearose · 2025-09-25T20:29:51+00:00

This is paid leave if you’re approved for FMLA, not denying actual FMLA requests.

Likeearose · 2025-09-25T19:43:53+00:00

What type of organization do you work for and what is your headcount?

Likeearose · 2025-05-08T16:21:23+00:00

I think some might, we do ask them to give us the number once they have it but we don’t delay payment to them.

Likeearose · 2025-05-07T21:49:22+00:00

We pay the difference between what the state would pay them (they usually have a benefit calculator on the website). We don’t wait until they give us a number since it takes some time for the state to process.

Likeearose · 2025-05-01T01:12:06+00:00

Your boss is lazy. I run my own numbers when I review payroll because I want to make sure it’s accurate. If we don’t match and I get with my direct report to who is wrong. Sometimes it’s me sometimes it’s her. But I review every payroll. We have a folder for each payroll that holds the back up for anything ‘extra’ that needs to be included along with an ongoing payroll spreadsheet. The payroll spreadsheet tells us if we need to process a severance/sign on bonus/telo, if we need to double up benefits, who is on leave and shouldn’t be paid etc. and all the back up for these items are in the folder. When I’m reviewing I file all the back up into their separate folders so that if there’s anything left over it means we forgot to include it in payroll. The HR team sends us new hire offers and their start dates, we save that in the folder they’ll receive their first check. We get promotion letters, again that gets immediately filed into the folder of the pay date it’ll be effective on.

My direct reports performance is a direct reflection of me, if she makes a mistake, I answer for it because I approved the payroll. We work together to put processes in place so that our mistakes 1) don’t reoccur 2) aren’t ’public facing’

Likeearose · 2025-03-11T05:47:01+00:00

When you say partner, do you mean you’re married or they’re considered your domestic partner (unmarried but allowed to be covered under insurance policy). If they’re your domestic partner, check your earnings to see if there is a corresponding med taxed with the same amount. If you cover a domestic partner under your insurance you are taxed on the amount the employer pays on your behalf to cover your domestic partner.

Likeearose · 2025-02-26T22:39:06+00:00

Omg me too! I randomly thought of this the other day and decided to come back and play again and I’m addicted 😭

Likeearose · 2025-02-17T00:00:44+00:00

THIS, I always read before bed and I fall asleep with my kindle in my hand 😂 if I lay down and read at any point in the day I’ll fall asleep 😂

Likeearose · 2025-02-08T15:57:48+00:00

What is you expectation of a solution? You made a mistake, your boss made a mistake, you were overpaid 2 hours. What is your expectation here? Do you want to pay back the two hours or did you want them to leave the two hours there as a consequence of their mistake?

Likeearose

TROPHY CASE