Your constant source for helpful, useful, and entertaining content about payroll, human resources or anything else that will help you manage your workforce.
Conversations with experts in a wide range of HR/HCM topics, for the benefit of anyone whose job it is to manage a workforce or take care of people.
Our Implementation Manager Ashley Hamilton gives you the facts about tax, labor laws, and a whole lot more.
Our very own Jen Strait and Emily Martin from Ally HR Partners tackle common HR issues and provide practical advice to help you manage your workforce more effectively!
Welcome to our comprehensive - yet growing - library of instructional how-to videos that focus on a variety of functions across our software platforms. Scroll down and filter by category or use the search bar to find exactly what you're looking for.
A robust library of guides, kits and tools designed to educate and support anyone responsible for payroll, HR or managing a workforce of people.
An extensive and ever-growing library of super handy employer guides on everything from human resource topics, important Labor Law updates, how to approach payroll for your company's industry, and much more.
Quickly reference and download software platforms, installation guides, middleware and other critical files you may need as a client to properly process critical payroll and HR functions with Complete Payroll.
In Payroll Country, people come first, manners aren't optional and a job isn't done until it is. Sure, we're headquartered in a small, rural town. But Payroll Country isn't just where we're from. It's our philosophy of how business should be conducted. Welcome!
It's not about where we work, it's about how we work. And, more importantly, how we work together.
Earn payroll credit for bringing your colleagues and friends to Payroll Country!
Check out what some of our most loyal clients have to say about their Payroll Country experience, or leave some kind words about your own.
Written by Complete Payroll
The beginning of a new year is a great time to internally audit some of your HR-related practices. So we thought we'd pull together some suggestions to help your business start 2018 off on the right foot from a human resources perspective.
It is not a bad idea to have an HR Professional review your handbook annually for compliance issues. Also, if there are any policies that you would like to edit, the beginning of the year makes for a clean break for new policy implementation. If you do not have a handbook, the first of the year is the perfect time to create and implement one into your organization.
If you are looking at making some changes to your paid time off benefits (i.e. vacation, sick, personal leave and holidays), the beginning of the calendar year is typically the best time to do so. One of the more popular changes that we have seen in recent years is the transition away from a traditional vacation, sick and personal leave benefit policy in favor of a more flexible, all-inclusive “Paid Time Off” or “PTO” policy. Feel free to reach out to your HR Professional regarding the benefits and drawbacks of making such a change. Additionally, we recommend sending all employees the 2018 holiday schedule at the beginning of the year so they may plan accordingly.
The start of a new year is also a great time to determine when annual performance reviews will be conducted. Some businesses prefer to conduct such reviews throughout the year on or around each employee’s anniversary date. Others prefer to choose a month during the year (perhaps when business is typically slower) to conduct reviews for all employees.
Most likely, your next Health Care Reform task will be to issue an “Exchange and Subsidy Notice” to each employee on or before March 1, 2018. It is important to ensure that you have determined the best method to distribute such notices. You may also wish to speak with your insurance broker or carrier to determine if their organization will be available to answer employee questions arising out of these notices.
A few states have recently experienced poster updates. We recommend reviewing the list of required posters (both federal and state-level) and ensuring that your business has all of the required posters posted in a conspicuous location within your workplace. To review the posters required for your state, simply log in to your HR Support Center and view the “Laws” tab.
Many employers are required to complete an annual Summary of Workplace Illnesses and Injuries (OSHA 300A) and post it in a conspicuous workplace location from February 1st – April 30th annually. If you had ten or fewer employees during all of the last calendar year (2017) or if your business is classified in a specific low-hazard industry, you are not subject to this requirement.
Hopefully, these beginning-of-the-year tips will assist you in establishing your Human Resources priorities and improve your organization’s Human Resources functions this year. Click the link to learn more about our HR Support Center to learn how we can help.
Need Help?
Talk to Us