This has been a tremendous year for us at IDI. We’ve spent a lot of time visiting with our partners and worked with hundreds of your clients. We’ve also written a bevy of blog posts that our clients and partners found incredibly valuable. And so, to celebrate a terrific 2016 and look forward to an exciting 2017, we’ve collected our top 10 posts of the year for your review. Enjoy!
On January 1, 2016, the State of California changed legislation on how companies that pay piece rate need to pay and report earnings to their employees. What this boils down to is that companies that pay piece work as part of their overall compensation policy are legally required to track, report, and pay employees at a much more detailed level than ever before—or risk legal action.
Many sales reps avoid selling time, payroll, and HR solutions to nonprofit organizations because they don’t have money and they’ll never sign. But the fact is, nonprofits are very willing to spend money if you can show ROI—and especially if you can be creative with financing. One of our partner sales reps has had tremendous success selling to non-profit organizations. We interviewed him to ask about the secret of his success.
There’s been a big push recently for HCM reps to offer incentives to CPAs for providing referrals to their clients. But offering a CPA a nice referral percentage won’t help you sustain the partnership. Instead, you need to understand their motivators and provide value they can’t refuse. This article will give you the tools you need to win (and keep) a referral partnership with CPAs.
With the new overtime law, over 4 million U.S. workers who were exempt are now overtime-eligible. Professional and grant-based organizations that never had to worry about overtime now have to. On top of that, you have to consider how you want that overtime represented for your job costing and financials.
Payroll for professional services or project-based companies is much more complex than it used to be. With increased scrutiny from the government, clients, and employees, the entire payroll process must be precise. When you’re evaluating payroll systems, make sure you consider the following issues.
It was our first call with the client, and we could tell immediately that they were highly motivated. We could hear the payroll practitioner’s and HR director’s voices trembling, because they were in the crosshairs to prove FLSA compliance. The payroll person’s job, career, and reputation were at stake—and we were their best hope of success.
How long does it take you to process payroll? A couple hours or more? A couple days? Once the new overtime rule goes into effect, expect payroll processing to be impacted even further. Be prepared for additional time to manually apply the rules and handle the new calculations. But what if you could run payroll with the push of a button?
If you’re selling a payroll solution to government contract construction companies, you’ve got some frustrated clients. These construction companies have strong feelings about managing payroll that time-and-attendance companies need to understand. Here’s what government construction contractors want you to know about their payroll processes.
Manufacturing companies have their own unique challenges when you’re positioning an HCM system. If you address the challenges early in the sales process, you can turn them into great opportunities to demonstrate your credibility and industry knowledge. Here are three important questions you should be asking all of your manufacturing accounts.
Planning to implement a new human capital management system into your business? An HCM system is a major investment, and it has implications for several departments in your organization. A successful purchase depends on considering all the factors and asking HCM vendors the right questions early on.