<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=690758617926394&amp;ev=PageView&amp;noscript=1">
Mega Menu_newspaper_438174_24px Payroll Country Blog

Your constant source for helpful, useful, and entertaining content about payroll, human resources or anything else that will help you manage your workforce.

Mega Menu_Video Series_clapper_438174 Video Series
PeopleWork

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.

Ashley Explains

Our Implementation Manager Ashley Hamilton gives you the facts about tax, labor laws, and a whole lot more.

Unfiltered HR

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!

Mega Menu_Demo Video Library_video-player_438174 Demo Video Library

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.

Mega Menu_Resource LIbrary_book_438174 Resource Library

A robust library of guides, kits and tools designed to educate and support anyone responsible for payroll, HR or managing a workforce of people.

Mega Menu_Employer Guides_user-guide_438174 Employer Guides

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.

Mega Menu_Software Downloads_download_438174 Software Downloads
Software Downloads

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. 

Mega Menu_What Is Payroll Country_landscape_438174 What is Payroll Country?

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!

Mega Menu_Careers_career_438174 Careers
Careers in Payroll Country

It's not about where we work, it's about how we work. And, more importantly, how we work together.

Mega Menu_Client Referral Program_teamwork_438174 Client Referral Program

Earn payroll credit for bringing your colleagues and friends to Payroll Country!

Mega Menu_Client Testimonials_rating_438174 Client Testimonials

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. 

NYS Sexual Harassment Prevention Compliance

An employer's guide to the law, how it works and what resources are available to them to install processes that ensure compliance.

Watch the Overview Contact Us

Compliance is Easier Than You Might Think

Let's start here. If you're an employer, you've probably been on the receiving end of a multitude of solicitations from companies using fear tactics to sell you custom policy and training solutions that cost a lot of money.

Before you sign any contracts, we recommend first familiarizing yourself with the law, how it works and all of the free resources New York State has already made available to its employers. We explain this in more detail in the video below:

 

 

Option 1: Do it by yourself, for free.

New York State has issued new requirements designed to prevent sexual harassment in the workplace. The key components of the law are as follows:

  • Employers must establish a formal sexual harassment prevention policy and share it with all employees.
  • The policy must also include and share a complaint form with employees that can be used to file formal sexual harassment complaints.
  • Employers must also provide mandatory sexual harassment prevention training to all employees on an annual basis.

And the State has already developed resources for employers to administer the compliance procedures required by the law on their own.

Policy

Employers can use this model policy template to share with all of their employees. If you want to develop your own company policy, it must meet or exceed these minimum standards as provided by New York State.

Employee Complaint Form

Employers can use this complaint form to share with all of their employees. This is the state-compliant form employees can use if they ever need to file a sexual harassment complaint.

Training

In consultation with the Division of Human Rights, the New York State Department of Labor has established model sexual harassment prevention training for employers to adopt. Using this training would ensure compliance for this specific component of the law. Employers can read these model training instructions. Then they can use this model training slide deck when actually administering the sexual harassment prevention training with all of their employees.

The videos below, which may be watched via YouTube or downloaded, meet all state minimum training requirements except one: the videos alone are NOT considered interactive. If you are using this video to meet the training requirements, you must also:

  • ask questions of employees as part of the program;
  • accommodate questions asked by employees, with answers provided in a timely manner;
  • or require feedback from employees about the training and the materials presented.

 

 

During this interactive portion, employers should be prepared to address questions raised by employees including those specific to their industry, questions about the organization’s reporting process and questions about how hypothetical cases would be handled.

 

 

 

Labor Law Posting (Optional)

New York State has also provided employers with a posting they can tack up next to their standard labor law poster to provide notice to employees about the law and who they can contact if they need to report an incident of sexual harassment in the workplace. This poster, which is an optional tool, is one way to direct both employees and non-employees to your Sexual Harassment Prevention Policy and should be displayed in a highly visible place. Download it here.

Option 2: Manage it yourself, but with some paid support.

So you know you can comply with the law by yourself, for free, using the State-issued materials. But what if you don't feel comfortable administering the training yourself? Or what if you just don't have the time?

No problem. Complete Payroll offers solutions to help you with the compliance aspects of the New York State Sexual Harassment Prevention Law.

Policy & Training

Complete Payoll can provide you with custom, fully-compliant policy notices and a training video with your company's logo and information. This training video will be customized with your company information and is fully-compliant with the 2018 New York State sexual harassment prevention training standards. The cost of this policy and training package is $500.

HR Support

Complete Payroll's HR On-Demand service offers access to exclusive, industry-leading HR tools and resources, including unlimited access to certified HR pros who can answer your questions about any HR-related matter, including the NYS Sexual Harassment Prevention Law. The cost of this subscription is $75 per month.

Live Web Training + Policy & Training

This is the ideal option if you know you don't have time and you're not comfortable with administering the sexual harassment prevention training. Starting at $1,900, Complete Payroll can provide you with customized live, virtual training for your employees. This solution also includes Complete Payroll's fully-compliant training video and policy notices for each of your employees.

Download our employer compliance checklist.

Download the Checklist

Requirements Overview

Here's a quick overview of the requirements all employers must meet under the New York State Sexual Harassment Prevention Law.

Employer Overview - Complete Payroll

Employer Overview

Policy - Complete Payroll

Policy

Employee's Complaint Form - Complete Payroll

Employee's Complaint Form

Training - Complete Payroll

Training

poster

Posting (Optional)

Overview

New York State has issued new requirements designed to prevent sexual harassment in the workplace. The key components of the law are as follows:

  • Employers must establish a formal sexual harassment prevention policy and share it with all employees.
  • The policy must also include and share a complaint form with employees that can be used to file formal sexual harassment complaints.
  • Employers must also provide mandatory sexual harassment prevention training to all employees on an annual basis.

1. Sexual Harassment Prevention Policy

Every employer in New York State is required to adopt a formal sexual harassment prevention policy by October 9, 2018, according to the new law. In consultation with the Division of Human Rights, the New York State Department of Labor has established a model sexual harassment prevention policy for employers to adopt.

Employers may also choose to adopt their own policy, provided it meets or exceeds the minimum standards of the model policy issued by New York State.

2. Sexual Harassment Complaint Form

New York State also requires the sexual harassment prevention policy to include a formal complaint form that must be shared with all employees by October 9, 2018. If an employee believes they have become a victim of sexual harassment in the workplace, the are encouraged to complete this form. Even if the employee reports the sexual harassment verbally or through another manner, employers are still required to complete the complaint form on the employee's behalf.

New York State has not released any minimum guidelines for the complaint form, which leads us to believe - unlike for the policy and training requirements - employers must use the formal complaint form issued by the state and therefore may not adopt their own version of it.

3. Sexual Harassment Prevention Training

Additionally, all employers in New York State are required to provide mandatory sexual harassment prevention training to all employees on an annual basis, effective October 9, 2019. Just like the model policy and complaint form, New York State has also released a sexual harassment prevention training model.

Employers may also choose to implement their own annual sexual harassment prevention training, provided it meets or exceeds the minimum standards developed by the New York State Department of Labor and Division of Human Rights.

NYS Sexual Harassment Prevention Policy - Complete Payroll

1. Sharing the Policy with Your Employees

Employers can use this model policy template to share with all of their employees. If you want to develop your own company policy, it must meet or exceed these minimum standards as provided by New York State. OR, Complete Payoll can provide you with custom, fully-compliant policy notices for each of your employees. The cost for this service is $75 plus $1 per employee.

NYS Sexual Harassment Prevention Complaint Form - Complete Payroll

2. Sharing the Complaint Form with Your Employees

Employers can use this complaint form to share with all of their employees. This is the state-compliant form employees can use if they ever need to file a sexual harassment complaint.

NYS Sexual Harassment Prevention Training - Complete Payroll

3. Providing the Required Training to All Employees

Employers can read these model training instructions. Then they can use this model training slide deck when actually administering the sexual harassment prevention training with all of their employees. OR, Complete Payroll can provide you with a custom training video ($500) or end-to-end compliance solution that includes live, web-based training ($1,900).

Frequently Asked Questions

Browse the answers to frequently asked questions about the policy, training and general employer matters. We sourced these questions and answers directly from the New York State website here.

How can employers provide their policy to employees?

Employers must provide employees with their policy in writing or electronically. If a copy is made available on a work computer, workers must be able to print a copy for their own records. 

Is there any employer responsibility to train third-party vendors or other non-employees who interact one-time or regularly in an office located in New York State?

No. However, posting a copy of your policy in an area that is highly visible further communicates your effort as a responsible employer.

What should I do if a temporary employee is being harassed by an employee of another company?

In such circumstances, you should inform both the company and the temporary employee’s firm.  However, if you are able to take action in order to prevent or end such harassment you should do so, as outlined in the policy.

What policy, if any, must be provided to contractors, subcontractors, vendors and consultants?

Employers do not have to provide any policy to independent contractors, vendors or consultants as such individuals are not employees of the employer. However, the State Human Rights Law imposes liability on the employer for their actions, and you are encouraged to provide the policy and training to anyone providing services in the workplace.

If an employer already has established investigative procedures which are similar, but not identical to those provided in the model, can the employer deviate from these specific requirements and remain compliant with the law?

Yes. But the investigative procedures that the employer will be using should be outlined in the employer’s policy.

Does the complaint form need to be included, in full, in the policy?

No. Employers should, however, be clear about where the form may be found, for example, on a company’s internal website.

Who is considered an Employee for the training requirement? And when does the training need to be completed?

“Employee” includes all workers, regardless of immigration status. Employee also includes exempt or non-exempt employees, part-time workers, seasonal workers, and temporary workers.  All employees must complete the model training or a comparable training that meets the minimum standards by Oct. 9, 2019.

How often must employees receive sexual harassment training?

Employees must be trained at least once per year. In subsequent years, this may be based on the calendar year, the anniversary of each employee’s start date, or any other date the employer chooses.

How soon do new employees need to be trained?

As employers may be liable for the actions of employees immediately upon hire, the State encourages training as soon as possible. Employers should distribute the policy to employees prior to commencing work and should have it posted.

If an employer has previously provided training that meets or exceeds the requirements, must employees be retrained?

Employees must receive training on an annual basis. If employees have already received training this year, but it did NOT meet all new requirements, employers need only provide supplemental training to ensure all requirements are met.

Is there a minimum number of training hours employees must complete each year?

No, as long as they receive training that meets or exceeds the minimum standards.

What are the obligations of employment agencies? What about employees who received the same training from another employer within the past year?

The law requires that employers provide a sexual harassment prevention policy and training on an annual basis to all employees. An employer may choose to deem the training requirement satisfied if a new employee can verify completion through a previous employer or through a temporary help firm.

An agency or any other worker organization (e.g. labor union) may choose to provide training to workers, however, the employer may still be liable for the employee’s conduct and understanding of policies and should train the employee on any nuances and processes specific to the company or industry.

I am an employer based in New York State but also have employees who only work in other states. Do they need to be trained as well?

No. Only employees who work or will work in New York State need to be trained. However, if an individual works a portion of their time in New York State, even if they’re based in another state, they must be trained.

Are minor employees (e.g., child actors) required to take sexual harassment training?

Yes. However, those employing children under the age of 14 may opt to simplify the training and policy while still meeting the minimum requirements.

What does “interactive training” mean?

New York State law requires all sexual harassment training to be interactive. Training may be online, so long as it is interactive. Examples of employee participation include:

  • If the training is web-based, it has questions at the end of a section and the employee must select the right answer;
  • If the training is web-based, the employees have an option to submit a question online and receive an answer immediately or in a timely manner; 
  • In an in-person or live training, the presenter asks the employees questions or gives them time throughout the presentation to ask questions;
  • Web-based or in-person trainings that provide a Feedback Survey for employees to turn in after they have completed the training 

Any one of the above examples would meet the minimum requirement for being interactive. An individual watching a training video or reading a document only, with no feedback mechanism or interaction, would NOT be considered interactive.

Is a live trainer required and does a trainer need to have a certification?

While a best practice for effective and engaging trainings, a live trainer is not specifically required. Live trainers may appear in person or via phone, video conference, etc. No certification is required and the State does not currently certify or license training providers.

May I use a third-party vendor to provide training? How do I ensure it meets the standards?

You may use a third-party vendor or organization, or deliver the training by existing employees or managers. You should review any third-party training to ensure it meets or exceeds the minimum standards required under the law.

Are there different training requirements for employees in managerial/supervisory roles?

Employers must make managers and supervisors as well as all employees aware of the extra requirements for those in managerial/supervisory roles. The model training does address the additional requirements, and employers may choose to provide additional or separate training to supervisors and managers.

What happens if some employees fail to take the training despite an employer’s best efforts to make it available, and to require everyone to take it?

Employers are required to ensure that all employees receive training on an annual basis. Employers may take appropriate administrative remedies to ensure compliance. 

Are businesses required to pay workers for the time spent in training, for instance, during the onboarding process before their actual assignment begins?

Employers must follow federal regulations (see e.g., 29 CFR 785.27-785.32), which generally require that employer-provided training time is counted as regular work hours.

How does the Sexual Harassment Prevention training time impact the Hospitality Wage Order’s 80/20 rule?

Like other mandatory trainings, this does not impact the percentage in the Order and should be treated in line with other employer trainings. It should be either added in line with the existing proportion or training hours should be excluded from the 80/20 calculation.

Are sections in the model training materials that are not expressly required in the law mandatory?

No, but they are strongly recommended. In addition, employers are encouraged to exceed the minimum training requirements.

What type of records must employers maintain to verify compliance?

No signed acknowledgment of having read the policy is required, but employers are encouraged to keep a signed acknowledgment and to keep a copy of training records. These records may be helpful in addressing any future complaints or lawsuits.

Does this law apply to New York City employers?

Yes. It applies to all employers in New York State, including New York City.

Will the mandated New York City training meet the training requirements of the New York State Law?

The New York City Commission on Human Rights is partnered with the New York State Division of Human Rights and the New York State Department of Labor so NYC-based employers can meet compliance with both the New York State and New York City training requirements by using the online training provided by the New York City Commission on Human Rights. New York City's online training is available here.

Am I required to provide the policy and training in languages other than English?

Yes. Employers should provide employees with training in the language spoken by their employees. Model materials will be translated in accordance with Executive Order 26, Statewide Language Access Policy. When a template training is not available from the State in an employee’s primary language, the employer may provide that employee an English-language version. However, as employers may be held liable for the conduct of all of their employees, employers are strongly encouraged to provide a policy and training in the language spoken by the employee.

"Hunt Hollow Ski Club has tried other payroll companies from time to time, but always return to Complete Payroll because we have an assigned specialist who knows our needs inside and out, is knowledgeable, easy to reach and very responsive. My questions and concerns are addressed in a VERY timely manner and I never feel that I have to handle sticky issues alone."

Arden NeubauerHunt Hollow Ski Club
hunthollow.com

Watch Video

I have been working with Lacy Smart and her team for the last few years. I have been impressed by her responsiveness, accuracy, and high level of providing client satisfaction. She and her team are a wonderful testament to the organization!

Bahar UttamSoderberg Insurance Services Inc
soderberginsurance.com

Ashley from Complete Payroll has always been helpful. It seems that whenever we have a challenge, Ashley is there to help us through and does it well. Her customer service skills are excellent.

Bobby LuuKenrick Maintenance Corporation
kenrickfirst.com

I have worked with a few different payroll providers during my career. Complete Payroll is absolutely, by far, the most proficient and customer service-oriented provider I have been privileged to work with. Lindsay Ezard goes above and beyond to assist me with any question I may have. Thank You Lindsay!

Bonnie DeneefNuttall Golf Cars Inc
tore.com

The team at Complete Payroll is always responsive, always helpful, and always professional. They have gone above and beyond over recent years to assist Keuka College in creating efficiencies, maintaining compliance, and improving processes. Complete Payroll is a trusted partner, a valued resource, and a respected adviser.

Carol GroverKeuka College
keuka.edu

My experience with Complete Payroll has been exceptional. I was a novice to payroll so my learning curve was big. Andrea is wonderful helping me navigate payroll and not just fixing my errors but explaining what I did or did not do.

Cathie ReneRochester Hearing and Speech
rhsc.org

We were referred to Complete Payroll years ago by a board member and haven't looked back since. When I first started working with them, I knew nothing about payroll. My first rep Lacey, and now JoAnn, are great to work with. Working with Complete Payroll has just been a wonderful all-around experience for me.

Cathy PaceFinger Lakes Wrestling Club Inc

We very much appreciate the quick service. If I need a special report it arrives via email within one business day, if not that day.

Cathy SchuthHilton Health Care PC
hiltonhealthcare.com

Complete Payroll is a great payroll company, and we love Lacey! She always has the answers to my questions without hesitation. There is very little (if any) wait time to get a call back.

Christina WagarDr. Christopher Mozrall

The first suggestion I made after I joined Shear Ego was that if they were not yet using Complete Payroll, they should be. We continue to be impressed and happy with the quality and friendliness of service, and the excellent newsletters and up-to-date information on all things payroll and HR.

Colleen KollShear Ego Salon & Spa
shearego.com

We moved to Complete Payroll about 3 years ago. It was seamless and working with Lacy Smart on Mondays is a breeze.

Debbie KlymkowBoulevard Van City
vancitymobility.com

People do business with people, not with corporations. In over 20 years, we have only had two customer service reps. Instead of feeling like we are one of 10,000, CP makes us feel like family! We count on Lindsay getting it right, and she always does. Even when we go outside the box, all is as we expect it!

Diane RomanoROMOLD Inc.

Complete Payroll fits my budget, I never get bounced around between customer service reps, and it's very easy to enter my payroll. I simply take a photo of my payroll sheet and email it to my rep. There's never a problem! With them, it's business done, and business done right.

Dick EakinsNorco Farms

Complete Payroll Processing provided an easy transition from internal payroll processing. With payroll as their core competency, CP has the expertise to help mitigate errors and ease the burden of annual updates. Comprehensive reporting gives all the details needed and an organization can operate with an added piece of mind knowing that the payroll service is taken care of.

Don CunninghamTown of Bergen NY
bergenny.org

After nearly 10 years, we are receiving the same or better service than when we started. The ability to reach our dedicated customer service representative in a timely manner is huge when there are deadlines in play. Requests for unique reports and integration with our other vendors has been handled without hesitation. We truly feel a partnership with Complete Payroll.

Eileen ReevesCatholic Charities
ccwny.org

I am very happy with your service and your website is easy to use. Employees are so responsive and ready to help with any questions. Andrea responds quickly to email, Tracy did everything from the beginning to get us started understanding and entering payroll, and Sydney's training was just super helpful.

Elmira DewesElite Roasters

I just love Lindsay! She does an awesome job! She is very responsive and I like that she teaches me how to find things rather than just doing it for me.

Emily WyseWyse Properties
wyseproperties.com

When our business began in 2005 I knew right away which payroll company we would use. I have had exactly 2 payroll specialists since then, and I feel like they know me & our company. I am not shy to ask questions & if they don't know the answer I am always pointed in the right direction. I have every confidence in my payroll specialist, Lindsay and the company she is with!

Geri VitulloEnglish Road Pediatrics & Adolescent Medicine, LLC
englishroadpediatrics.com

I have had the great pleasure of working with Payroll Country for almost two years now. Tiffany was my original CSR and was very helpful, courteous, and was always there whenever I needed help. So far, my experience with my new rep, John, has been wonderful as well. I look forward to working with Complete Payroll for many years to come!

Gwen JonesMack's Body Shop, Inc.

We have been with Complete Payroll for quite awhile now and plan on staying. Thanks!

Watch Howard's Testimonial

Howard ClarkeH Clarke Services

Watch Video

Crossroads House has been using Complete Payroll for several years now. Their service is fast, friendly and accurate. Whenever we have payroll documentation needs arise for our employees, Complete Payroll always gets the job done quickly and efficiently. We are proud to count them as one of our many community partners.

Jeff AllenCrossroads House
crossroadshouse.com

Watch Video
We have received excellent and attentive service for over 10 years now. We have come to rely on Complete Payroll's consistency and very low turnover. We appreciate the chance to know our rep and they get to know us and our needs as a business. If we have payroll or general HR questions, Complete Payroll has the answers for us.

Jill BonnellSwagelok Western New York
swagelok.com

Great customer service combined with a reduction in processing fees made the decision to stay with Complete Payroll an easy one. Our customer service representative, Kendall, always gets back to us quickly, and she is always very helpful and friendly. Also, the training that we received from LeeAnn was thorough and beneficial.

Joanna BatesInn at Houghton Creek
www.innathoughtoncreek.com

We have been well served by Complete Payroll. When we have needed support, it was given both in payroll and other employee matters, like handbooks.

John WorthTown Of Pembroke
townofpembroke.org

It has been great working with everyone from Complete payroll. Everyone through the years have always been great. They take your phone calls every time, and always go above and beyond what you need. We have been customers for years and will continue for years.

Judy McdonaldAntonucci Law Firm

We have been using Complete Payroll for over five years and have found them to be responsive, professional, friendly, and cost effective. Customer service is best judged when something goes wrong. Complete Payroll is always there immediately to help fix the issue. Complete Payroll is a payroll partner, not just a payroll service.

Kelly StephensonThe Service Collaborative of WNY, Inc.
www.tscwny.org

I have worked with many payroll companies throughout my career and Complete Payroll surpasses them all in personalized service. My CSR is Andrea and I have always received assistance in a timely manner. Keep up the great job!

Linda MooreTiffany Transportation Services LTD.

Complete Payroll is the best choice that I have made for our payroll and HR services. Anytime I have called customer service, there is always a happy and knowledgeable person on the line to help us out! They have done anything I have asked of them in a quick and efficient manner! I would recommend them to anybody!

Lisa CarpenterOlean Wholesale Grocery Coop., Inc.

What I love most about Complete Payroll is the quick resolution and response. There are not many issues, but like anything in life, issues happen. Complete Payroll is the best at acknowledging the issue and resolving the problem quickly. My rep is fantastic to work with, and I refer Complete Payroll whenever I can!

Nancy WoolverFinancial Service Company

I've been very pleased with the service and responsiveness of my CSR, and CP's continued dedication to provide us with all the tools we need to have a successful payroll and HR experience. You are always available when I have a question and always make sure that any problems that arise are worked through to my satisfaction.

Paul CronkFillmore Wesleyan Church
fillmorewesleyan.church

I can not fully express my satisfaction with Complete Payroll's personalized service, directed to my specific business needs. They are always there to make suggestions on how to make my experience better. I highly recommend Complete Payroll to anyone that has a business, large or small. You will not be disappointed!

Paul MartinElite Armed Response Service, LLC

Complete Payroll has, by far, been the easiest and friendliest company we have ever worked with. They are quick to respond to any questions I am having, and they also have a great pricing structure.

Shane GustafsonA Gust of Sun Winery
agustofsun.com

The attention to detail in the customer experience and the consistent friendliness of the Complete Payroll team really make the difference. Liz, Mona, LeeAnne, Brandi, and Lacy have all been great to work with.

Shivaugn AhernCentral American Healthcare Initiative Inc.
cahisalud.org

Complete Payroll's service, loyalty, and family atmosphere is second to none! We NEVER have any mistakes, and payroll is always on time. When I have a "Brain Fart" and forget to call in payroll, my rep Lindsey has my back. Our company will always be with Complete Payroll, and I recommend them to anyone who asks. They get an A++ rating in our book!

Sue HornBrian Horn's Auto Repair, Inc.

We couldn't be happier with Complete Payroll's service. Prompt and professional, every concern or question is addressed immediately. Our rep Lacy is an absolute pleasure to deal with. We have every intention to continue our working relationship with them for years to come. It is a load off to know that this part of our business is "worry free."

Susan MunschEvergreen Trails Campground
evergreentrails.com

We have been in business for 70 years and have dealt with A LOT of other payroll companies! Complete Payroll is by far the best we have worked with! Ashlee Adams is my CSR and she is absolutely the BEST! Always makes time for me and very patient with any question that I may have!  

Teresa BullockSorge's Restaurant
sorges.com

We have been customers for many years. Evolution Software is easy to use but, more importantly, Cindy is an email away and her knowledgeable, efficient, and quick to replies to our questions are appreciated. We're very happy with Complete Payroll.

Teresa JacksonDudley Poultry
dudleypoultry.com

Complete Payroll is always there if we have a problem or need something special! Their response time is AWESOME!

Tina CanaliChemung County SPCA
chemungspca.org

My CSR, Andi Dimmick, is The Bomb! She's always friendly, cheery, and with all her clients, makes me feel like she has carved time out for ME. Her customer service is AWESOME, and the personal touch means so much!

Denni HarbaughIndependent Title Agency, LLC
fasttitles.com

Everyone I talk to at CP is friendly and tries to help. If they don't have a ready answer, that's OK. They take the time to find one. Website is user friendly, too. The actual operation of payroll is dependable and reliable.

Elvira AlettaExplore What's Next
explorewhatsnext.com

On the ball with pertinent payroll and HR topics - love the payroll system and customer service!

Theone KalkinisPeregrine Walton LLC

Things go quite smoothly and I have a very good rep: Megan!

Peter VarlanMitchell T. Yencer
eyesite-ny.com

Kari Sutton and her team always are there ready to help me with any questions or concerns. The reports are easy to read and complete with the data I need for the job! Thank you, Kari!

Norlene BooneGP Rochester, Inc.
greater-rochester.pauldavis.com

Great customer support and service!

Cindy Van BurenHeritage Packaging
heritagepackaging.com

Easy to use! My rep, Ashlee Adams gives great customer service, and I love the options you have while still being affordable.

Bob BoltKTS Management, Inc
mikes-subs.com

LeeAnn was very helpful, very thorough, patient, and professional, and pleasant! She is an excellent trainer!

Joanne HoovenOccupational Management Group
omgarm.com

Leanne was very helpful!

Gregory GeraciJack of All Trades

LeeAnne was very helpful in explaining the program with me and answered all my questions. I look forward to trying it out on my own next week!

Rachelle LyonsJD Burkhardt, Inc.

Friendly, answered all my questions, and never felt hurried.

Lisa LyonsAttica Auto Supply Inc

LeeAnn was just wonderful to work with.

Bonnie DeNeefNuttall Warehousing LLC
thegolfcartstore.com

Contact Us

Before you sign any contracts, we recommend first familiarizing yourself with the law, how it works and all of the free resources New York State has already made available to its employers.

If you have any questions about the law, or would like help with any of the compliance measures (policy, complaint form, training, etc.) please use the form to get in touch with us.

bottom-cta-bg.jpg

Learn what a life in Payroll Country could mean for your business.

Request a quote
Get more information