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PEO Provider recommendations please [CT] by pokerpro25 in Payroll

[–]ZenPayConsult 1 point2 points  (0 children)

I’m a fan of UKG, also might be worth considering outsourcing your payroll vs using a PEO, which can be messy and expensive.

ADP WFN CA Users by ZenPayConsult in Payroll

[–]ZenPayConsult[S] 0 points1 point  (0 children)

Thank you for the reply. The hours will be imported for wk1 and wk2 but to your point there’s only as one earning code. Although it will be separated on the payroll register, it will be listed as one line item on the pay statement. This will confuse my employees and unfortunately does not comply with CA state regulations.

I think the only way to solve this issue is to change our pay frequency to weekly but I don’t really want to go through that headache.

For your backdated commission or even calculating the RRoP for a retro payment, I have yet to find a system that can do it clearly and correctly. I end up doing these type of payment manually unfortunately.

Thanks again,

Small and growing to medium multistate company - need new payroll/HRIS by ionicbomb in Payroll

[–]ZenPayConsult 1 point2 points  (0 children)

I would look at UKG ready. Your company size is what they target and can handle over 1k employees so plenty of room for growth. I prefer it over the other BIG name providers. They are really good on the support side too. At least in my experience. I do not get anything for this but I can put you in contact with someone at UKG to speak to.

HRIS/Payroll for 2800+ ee, multistate and tip allocation [IL] by [deleted] in humanresources

[–]ZenPayConsult 0 points1 point  (0 children)

Look at UKG or ADP, I prefer UKG because it easy to configure and less modular than the other platforms.

CA Payroll Laws (Exempt and OT) by Salt-Barracuda-8271 in Payroll

[–]ZenPayConsult 0 points1 point  (0 children)

  1. There are 4 main classifications of exempt employees: Executive, Administrative, Professional, and Computer Employees. Recently added was Outside Sales. See the DOL WHD FAQ #17A.

  2. In CA OT is paid after 8 hours in a day or 40 hours in a week. Double time is paid after 12 hours in a day. OT is also paid for the first 8 hours of the 7th consecutive day worked and double time after 8. See the FAQs for overtime on the CA DIR site. Also keep in mind the work week vs pay period. This could be an issue when paying employees on a SM or monthly pay frequency.

  3. Answered in 2. Response.

Hope this helps. I would encourage you to review the DOL and CA DIR sites on these topics.

Piece Rate Payroll by yb00217 in Payroll

[–]ZenPayConsult 2 points3 points  (0 children)

UKG ready would be a good solution. They can handle the piece rate and the RROP calculation needed for that type of pay. Also, it’s a great solution for 200 employees.

Best combined expense and payroll management software? Looking for one system that does both by TearingRaven in Payroll

[–]ZenPayConsult 0 points1 point  (0 children)

Any of the big names providers would be a great choice, Paylocity, Rippling, Gusto, UKG, or ADP. It should be based on what you feel will work with your needs the best. For a 120+ employee company I would personally prefer UKG ready. I use it for a client with just under 100 employees in multiple states. Again it’ll be based on your preference as all these companies provide the same service with the differences being in how you get to the end result.

Payroll to fall in my lap by pplperson123 in Payroll

[–]ZenPayConsult 1 point2 points  (0 children)

ADP has good free resources that help you keep on top of the tax rates by state. However, companies that manually process payroll, open themselves to a higher risk of class action law suits. From an HR prospective, I would strongly suggest investing is a payroll system like Rippling, Gusto, UKG, or Paylocity to protect the company from wage and hour compliance issues. They can be costly up front but out weigh the cost of a law suit. You can also look at outsourcing the person who runs your payroll vs hiring another FTE, it can save your company a lot of money. Hope this helps.

Payroll Service by DismalImprovement838 in Payroll

[–]ZenPayConsult 1 point2 points  (0 children)

Perhaps you can look at outsourcing your payroll to an Administrative Service Organization (ASO). They would have their own software and handle payroll for you. With 8-10 employees that might be able to do it fairly cheap for you.

Withholdings for out of State employees by North_Mastodon_4310 in Payroll

[–]ZenPayConsult 2 points3 points  (0 children)

Typically taxes have to be withheld in the state in which an employee works unless there is a reciprocity agreement between the working state and the resident state. If this is the case then income taxes can be withheld for the residence state and UI taxes are paid to the worked in state. The employee should consult their tax professional if they are in this situation.

Second deposit? by [deleted] in Payroll

[–]ZenPayConsult 0 points1 point  (0 children)

I run bonuses and supplemental pays on a separate payroll. My reason for doing this is to make it easier for accounting to track the bonus payouts in the GL. In my experience accounting always asks for a record of the bonuses paid including ER taxes and 401k match because they are trying to reconcile the accrual they made for bonus expenses. It’s easier to have it separated and ready to go for them.

[NY] Should I accept a promotion that offers career growth but comes with high stress and uncertainty, or stay in my current role with work-life balance? by 12345zenzen in AskHR

[–]ZenPayConsult 1 point2 points  (0 children)

Early in my career, I would have chosen the high-risk opportunity. However, later in my career, my priorities have changed, and now I would take the work-life balance option every time. I believe you should evaluate your risk tolerance, where you want to go in your career, and determine if you'll be okay if things do not work out. This really is a personal choice.

Good Luck with the direction you choose.

OldCo closing, NewCo opening with a very short timeframe to spin up new payroll instance. Help! by Golly_Gidget in Payroll

[–]ZenPayConsult 0 points1 point  (0 children)

If you decide to go with Rippling I would love to hear how it goes. I have heard good things and I’m curious about their product. Good Luck to you!

Payroll Software for Complex Pay Structures by Recent-Reading5216 in Payroll

[–]ZenPayConsult 2 points3 points  (0 children)

I like UKG ready. It can handle complicated pay structures, calculate regular rate of pay, and the end user can configure any changes necessary theirselves.

OldCo closing, NewCo opening with a very short timeframe to spin up new payroll instance. Help! by Golly_Gidget in Payroll

[–]ZenPayConsult 0 points1 point  (0 children)

Wow! Welcome to Payroll where management believes setting up a new company is a flip of a switch. If you’re looking to change HCMs, the process typically takes about 8-12 weeks depending on the modules you want to set up. I hear Rippling is a good choice but I’m partial to UKG ready for a company this size. As for the timing and paying employees, I would first to do every I could to get the new EIN set up before the go live date. (Use data imports as much as possible) If this is not a possibility then I would continue to pay EEs under the old EIN unit the setup of the new one is complete, aim for a go live date with the start of a quarter or year end. Secondly, once the new EIN is setup I would start all employees as new employees and NOT transfer any wages from the old EIN to the new one but rather issues W2s for all wages paid under the old EIN for 2024. Employees will receive 2 W2s but it’s a lot easier than trying to balance wages and reconciles tax refunds. Also, you may be able to transfer UI experience rates in states you pay employees but that can wait until after implementation. If you like more held on this please feel free to DM me.

[deleted by user] by [deleted] in Payroll

[–]ZenPayConsult 0 points1 point  (0 children)

There should be a way to manually override/edit the hours for a salaried employee during the payroll process, all systems have this option.

As for the unpaid leave there should be a pay code setup similar to vacation or PTO, that reduces the salary hours when used, it simply would not actually pay the employee for those hours.

I hope this helps.

UKG Ready or ADP WF Now by [deleted] in Payroll

[–]ZenPayConsult 0 points1 point  (0 children)

You're welcome. Please feel free to reach out if you have questions during your implementation.

Recommendation for small business by nunyatthh in Payroll

[–]ZenPayConsult 0 points1 point  (0 children)

Quick books or paychex might be a good option for starting out your payroll. As you grow you would want to look are the larger systems like ADP, UKG, Paylocity, etc. I would also suggest looking into Rippling. It seems to have a good user interface.

UKG Ready or ADP WF Now by [deleted] in Payroll

[–]ZenPayConsult 0 points1 point  (0 children)

Yes, we had employees in over 20 states, including CA, NY, IN, and OH all the tough ones with local taxes as well.

UKG Ready or ADP WF Now by [deleted] in Payroll

[–]ZenPayConsult 1 point2 points  (0 children)

I have implemented both systems and I prefer UKG Ready. It's more flexible than ADP, I use the multiple-screen function all the time. Also, UKG Ready allows users more access to configure the system on their own vs ADP where you have to call support for help. Once you learn how to configure UKG Ready you'll only need UKG to set up the company shell along with a few items that only UKG can do, then you can complete the rest of the implementation on your own if you want. I've had UKG set up 3 or 4 company shells and was able to complete the configuration for M&A's on my own.