We're here to make your business needs as simplified as possible for you!
HR, Insurance and Payroll all in one place!
HR SERVICES ROCHESTER, NY
Let us help you streamline your HR
Services We Provide:
Unlimited Ask the Pro Consulting
Custom Employee Handbooks
Up-to-the-Minute Ticket Tracker
Custom Job Descriptions and HR Documents
Free Quarterly Harassment Prevention Training
HR Concierge Live Chat Assistance
Flexible and simple to use, we help eliminate the hassle and confusion often related to workforce administration. It is a secure, online platform that integrates your workforce management activities, including payroll, hiring, time tracking, HR and integration.
As your business grows, so do your responsibilities, making it increasingly difficult to keep up with workforce management and compliance. It's easy to get overwhelmed and make incidental mistakes. We aim to improve accuracy by automating and streamlining activities to save you both TIME and MONEY.
Real-Life Questions and Answers from Certified HR Pros
Question: Our employees often don’t turn their timesheets in on time. If an employee doesn’t submit his sheet on time, can we delay processing his paycheck until the next pay period?
Answer: Getting employees to turn timesheets in on time can be challenging. It is the employer’s obligation to pay employees on the established payday, regardless of whether a timecard has been submitted. There is no exception to the law that allows an employer to withhold payment until the next payday or until the timecard has been turned in. When you don’t have a timecard, you can comply with the law by paying all of the wages that you reasonably know are due for an employee’s regularly scheduled work period. Straight time pay cannot be delayed.
Normally, overtime pay earned in a particular workweek must also be paid on the regular pay day for the pay period in which the wages were earned. You may only delay payment for overtime wages that can’t be determined until after the regular pay period.
The delayed payment of overtime wages earned in one payroll period must generally be no later than the payday for the next regular payroll period.
A proactive way to address this issue is to have a clear policy and procedure on reporting hours worked, including the deadlines. Training your non- exempt staff and supervisors on the expectations for accurately completing time reporting records is key to ensuring that you are complying with wage payment requirements. As a last resort, you can treat the issue as a disciplinary issue should it continue even after expectations have been clearly communicated, but holding the paycheck as a method to gain compliance could subject your company to potential wage claims for unpaid wages.
**Proud HR Partner Of Heartland Human Resource Solutions**