Today, the Federal Judicial Center released the number of wage and hour lawsuits filed in federal courts throughout the country during the 12-month period preceding March 31, 2014 (the FJC’s reporting period). Once again this year, the number of wage and hour lawsuits increased significantly to 8,126, up another 4.7% over the prior 12-month period. See Seyfarth Shaw’s bar graph of wage and hour federal court filings since 1990.

This is the seventh straight year of increases in federal court wage and hour lawsuits and ups the continuing explosion in these cases over the past decade to 237% and since 2000 to 438%. Although anecdotal, we believe that those numbers would be substantially greater if wage and hour lawsuits filed in state courts under state pay practices, tip laws, meal and rest break requirements, independent contractor rules, and the like, were added.

The reasons for this phenomenal trend that shows no letup are many and have been discussed on this blog in the past.  In brief, they include the fact that:

  • The Fair Labor Standards Act is an old statute created for a very different type of economy (think, smoke stack industries in 1938, when the work shift began and ended with the sounding of a whistle) than the 21st Century workplace, where application of the statute’s mandates are often confusing and difficult;
  • Many of the terms essential to the FLSA were ill-defined when the law was enacted and the Department of Labor’s regulations were adopted, and those terms remain no less ambiguous today spawning litigation involving many different industries;
  • State laws have provided additional sources of litigation, often regarding pay practices not covered by federal law but often combined with FLSA claims;
  • Employees have become increasingly aware of the possibility of suing for perceived mis-steps by management in exempt status classifications, overtime pay calculations, and off-the-clock allegations; and
  • Plaintiffs’ lawyers, influenced by large settlements and court awards in collective and class actions, have found wage and hour claims to be fertile ground for large fee recoveries.

This past year, additional factors have fueled the filing of new claims:

  • The tightening of the federal standards for class certification has driven plaintiffs’ attorneys to file many single and multi-plaintiff lawsuits if and when class certification is denied or a class is decertified.
  • Talk of raising the minimum wage has increased focus on wage and hour laws and the availability of overtime pay.
  • And, most recently, the President’s directive to the Secretary of Labor to revise the regulations on “white collar” exemptions has, as it did the last time the regulations were amended in 2004, caused employees to pay more attention to wage and hour policies and practices.

Because of increasing publicity that wage and hour issues are likely to receive from DOL’s expected proposed revisions to the exempt status regulations, and the other causes of the explosion in wage and hour litigation discussed previously, we expect this trend to continue and even expand. For this reason, we urge employers to review their exempt classifications and pay practices with experienced wage and hour counsel to make adjustments that may be appropriate.

By Richard Alfred

Posted in Wage & Hour | Comments Off

The U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) has made it easier for employees to file complaints related to workplace wrongdoing. Now workers who believe they have been subjected to retaliation for complaining about an alleged violation may electronically submit a whistleblower complaint using an online form found on the OSHA website at  Previously, complaints had to be made by filing a written complaint, calling the agency, or contacting an OSHA office.Metal whistle on a white background

OSHA enforces the whistleblower provisions of 22 statutes protecting employees who report violations of various securities laws, workplace safety and health, and consumer protection laws. In 2012, the number of whistleblower complaints processed by OSHA increased to 2,764 cases from 1,947 in 2011.  With this new change, it is anticipated that there will be an upsurge in complaints.

It is important that you protect your business by training your supervisors on OSHA policies, procedures, and how to respond to complaints. Rather than having employees contact OSHA, it is to your advantage to encourage internal complaints.  This gives you the opportunity to investigate and correct any issues before it becomes a claim.

If you have any questions regarding the provisions covered for whistleblowing or would like to learn how we can help with supervisor training for your business, please contact our office at (817) 849-1144 or visit


Posted in Human Resources | Comments Off

Starting January 2014, you and your family must either have health insurance coverage throughout the year, qualify for an exemption from coverage, or make a payment when you file your 2014 federal income tax return in 2015. Many people already have qualifying health insurance coverage and do not need to do anything more than maintain that coverage in 2014.

Qualifying coverage includes coverage provided by your employer, health insurance you purchase in the Health Insurance Marketplace, most government-sponsored coverage, and coverage you purchase directly from an insurance company. However, qualifying coverage does not include coverage that may provide limited benefits, such as coverage only for vision care or dental care, workers’ compensation, or coverage that only covers a specific disease or condition.Family2

You may be exempt from the requirement to maintain qualified coverage if you:

  • Have no affordable coverage options because the minimum amount you must pay for the annual premiums is more than eight percent of your household income,
  • Have a gap in coverage for less than three consecutive months, or
  • Qualify for an exemption for one of several other reasons, including having a hardship that prevents you from obtaining coverage, or belonging to a group explicitly exempt from the requirement.

A special hardship exemption applies to individuals who purchase their insurance through the Marketplace during the initial enrollment period for 2014 but due to the enrollment process have a coverage gap at the beginning of 2014.

For any month in 2014 that you or any of your dependents don’t maintain coverage and don’t qualify for an exemption, you will need to make an individual shared responsibility payment with your 2014 tax return filed in 2015.

However, if you went without coverage for less than three consecutive months during the year you may qualify for the short coverage gap exemption and will not have to make a payment for those months. If you have more than one short coverage gap during a year, the short coverage gap exemption only applies to the first.

If you (or any of your dependents) do not maintain coverage and do not qualify for an exemption, you will need to make an individual shared responsibility payment with your return. In general, the payment amount is either a percentage of your income or a flat dollar amount, whichever is greater. You will owe 1/12th of the annual payment for each month you (or your dependents) do not have coverage and are not exempt. The annual payment amount for 2014 is the greater of:

  • 1 percent of your household income that is above the tax return threshold for your filing status, such as Married Filing Jointly or single, or
  • Your family’s flat dollar amount, which is $95 per adult and $47.50 per child, limited to a maximum of $285.

The individual shared responsibility payment is capped at the cost of the national average premium for the bronze level health plan available through the Marketplace in 2014. You will make the payment when you file your 2014 federal income tax return in 2015.

For example, a single adult under age 65 with household income less than $19,650 (but more than $10,150) would pay the $95 flat rate.  However, a single adult under age 65 with household income greater than $19,650 would pay an annual payment based on the 1 percent rate.

More Information

Find out more about the individual shared responsibility provision, as well as other tax-related provisions of the health care law at

For more information about your coverage options, financial assistance and the Marketplace, visit

This information has been provided by the IRS as a resource for taxpayers. If you have any questions regarding this information or would like to discuss your specific situation further, please give us a call at (817) 849-1144 or visit our website at


Posted in Affordable Care Act (ACA) | Comments Off

Basic Information

Starting in 2014, if you get your health insurance coverage through the Health Insurance Marketplace, you may be eligible for the premium tax credit. This tax credit can help make purchasing health insurance coverage more affordable for people with moderate incomes. The open enrollment period to purchase health insurance coverage for 2014 through the Marketplace runs from Oct. 1, 2013, through March 31, 2014.

The Department of Health and Human Services administers the requirements for the Marketplace and the health plans they offer.


In general, you may be eligible for the credit if you meet all of the following:

  • buy health insurance through the Marketplace;
  • are ineligible for coverage through an employer or government plan;
  • are within certain income limits;
  • do not file a Married Filing Separately tax return; and
  • cannot be claimed as a dependent by another person.

Getting the Credit

To qualify for the credit, you must get insurance through the Marketplace.If you are eligible for the credit, you can choose to:

  • Get It Now: have some or all of the estimated credit paid in advance directly to your insurance company to lower what you pay out-of-pocket for your monthly premiums during 2014; or
  • Get It Later: wait to get all of the credit when you file your 2014 tax return in 2015.

During enrollment through the Marketplace, using information you provide about your projected income and family composition for 2014, the Marketplace will estimate the amount of the premium tax credit you will be able to claim for the 2014 tax year that you will file in 2015.

You will then decide whether you want to have all, some or none of your estimated credit paid in advance directly to your insurance company.

Change in Circumstances

If you receive advance payment of the premium tax credit in 2014 it is important that you report changes in circumstances, such as changes in your income or family size, to your Health Insurance Marketplace. Reporting changes will help make sure you get the proper type and amount of financial assistance and will help you avoid getting too much or too little in advance. Receiving too much or too little in advance can affect your refund or balance due when you file your 2014 tax return in 2015.

For example, if you do not report income or family size changes to the Marketplace when they happen in 2014, the advance payments may not match your actual qualified credit amount on your federal tax return that you will file in 2015. This might result in a smaller refund or a balance due.

More Information

Find out more about the Health Insurance Marketplace at, or by calling (800) 318-2596. Find out more about the premium tax credit, as well as other tax-related provisions of the health care law at



Posted in Affordable Care Act (ACA) | Comments Off

Whether a worker is an employee or an independent contractor is critical when it comes to important issues such as pension eligibility, workers’ compensation coverage, wage and hour law, and many other matters. Employers frequently retain the services of independent contractors (also referred to as consultants or freelancers) to assist them during peak business periods, to work on special assignments, and to perform services that are not part of the employer’s regular business.

Employers do not pay employment taxes for independent contractors and do not withhold federal, state, and local taxes from payments made to independent contractors. Also, independent contractors are not included in an employer’s benefits programs, and they are not eligible for unemployment insurance benefits.



Notably, independent contractors are exempt from wage and hour and employment discrimination laws. However, problems arise when individuals who are truly employees are treated by employers as independent contractors.

DOL’s Misclassification Initiative

The economic and tax advantages associated with the independent contractor relationship are significant. Therefore, the temptation to pursue and establish such agreements instead of permanent employment arrangements is a practical reality.

The federal Department of Labor’s (DOL) Misclassification Initiative is currently “combating this pervasive issue and … restoring [employee] rights to those denied them.” With the signing of a Memorandum of Understanding (MOU) between the Department and the Internal Revenue Service (IRS), agencies are now working together and sharing information to reduce the amount of employee misclassification.

Various tests applied by the courts

In order to ensure the DOL does not come knocking on your door, employers should audit their employee classifications to ensure employees are not being labeled independent contractors. Independent contractors are not covered under numerous federal laws. Depending on the particular law, courts have applied different tests for determining whether an individual is an employee or an independent contractor.

Common-law test. The IRS/common-law test has been used for the following laws:

  • Federal Insurance Contributions Act
  • Federal Unemployment Tax Act
  • Income tax withholding
  • Employee Retirement and Income Security Act
  • National Labor Relations Act
  • Immigration Reform and Control Act

Economic realities test. Under the economic realities test, an employment relationship exists if an individual is economically dependent on a business for continued employment. The economic realities test has been used for the following laws:

  • Title VII of the Civil Rights Act
  • Age Discrimination in Employment Act
  • Americans with Disabilities Act
  • Fair Labor Standards Act
  • Family and Medical Leave Act (likely to apply)

Hybrid test. A hybrid test under which an employment relationship is evaluated under both common-law and economic reality test factors, with a focus on who has the right to control the means and manner of a worker’s performance, has been applied by courts to the following laws:

  • Title VII of the Civil Rights Act
  • Age Discrimination in Employment Act
  • Americans with Disabilities Act

In order to minimize intentional or inadvertent abuse that can result in substantial penalties, the IRS has developed guidelines to assist the employer in correctly identifying and classifying employment relationships.

IRS Reasonable Basis Test

The “reasonable basis” test provides a “safe harbor” to employers based on existing government or court classifications of workers in a particular business or industry and was mandated by the Revenue Act of 1978 (P.L. 95-600, Sec. 530), which provides that a worker may be appropriately classified as an independent contractor exempt from federal employment taxes if one or more of the following conditions are met:

  • Judicial precedent treating workers in similar circumstances as nonemployees
  • A Revenue Ruling issued by the IRS indicating that similar workers are exempt
  • An IRS Technical Advice Memorandum stating that the worker in question is not an employee
  • A long-standing and recognized practice in the industry of treating similar workers as nonemployees
  • A prior IRS audit finding that individuals in substantially similar positions were not employees

IRS Common-Law Test

The common-law test may be used as an alternative to the “reasonable basis” test to classify workers. To determine whether an individual is an employee or an independent contractor under the common law, the relationship of the worker and the business must be examined.

In any employee-independent contractor determination, all information that provides evidence of the degree of control and the degree of independence must be considered. Facts that provide evidence of the degree of control and independence fall into three categories: behavioral control, financial control, and the type of relationship of the parties.

(1) Behavioral control. Facts that show whether the business has a right to direct and control how the worker performs his job functions include the type and degree of:

  • Instructions that the business gives to the worker. An employee is generally subject to the business’s instructions about when and where to do the work, what tools or equipment to use, what workers to hire or to assist with the work, where to purchase supplies and services, what work must be performed by a specified individual, and what order or sequence to follow.
    The amount of instruction needed varies among different jobs. Even if no instructions are given, sufficient behavioral control may exist if the employer has the right to control how the work results are achieved.
  • Training that the business gives to the worker.An employee may be trained to perform services in a particular manner. Independent contractors normally use their own methods.

(2) Financial control. Facts that show whether the business has a right to control the business aspects of the worker’s job include:

  • The extent to which the worker has unreimbursed business expenses. Independent contractors are more likely to have unreimbursed expenses than are employees.
  • The extent of the worker’s investment. An independent contractor often has a significant investment in the facilities he or she uses in performing services for someone else. However, a significant investment is not necessary for independent contractor status.
  • The extent to which the worker makes his or her services available to the relevant market. An independent contractor is generally free to seek out business opportunities. They often advertise, maintain a visible business location, and are available to work in the relevant market.
  • How the business pays the worker. An employee is generally guaranteed a regular wage amount for an hourly, weekly, or other period of time. This usually indicates that a worker is an employee, even when the wage or salary is supplemented by a commission. An independent contractor is usually paid a flat fee for the job. However, it is common in some professions, such as law, to pay independent contractors hourly.
  • The extent to which the worker can realize a profit or loss. An independent contractor can make a profit or loss.

(3) Type of Relationship. Facts that show the parties’ type of relationship include:

  • Written contracts describing the relationship the parties intended to create.
  • Whether or not the business provides the worker with employee-type benefits such as insurance, a pension plan, vacation pay, or sick pay.
  • The permanency of the relationship. If employers engage the worker with the expectation that the relationship will continue indefinitely, rather than for a specific project or period, this is generally considered evidence that the employer’s intent was to create an employer-employee relationship.
  • The extent to which services performed by the worker are a key aspect of the regular business of the company. If a worker provides services that are a key aspect of the employer’s regular business activity, it is more likely that the employer will have the right to direct and control his or her activities.

Not sure?

When in doubt about the status of a particular worker or class of workers, an employer or a worker may request an IRS determination preapproval by filing Form SS-8, Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding. A Form SS-8 determination may be requested only to resolve federal tax matters. The party requesting a determination must file an income tax return for the years in question before a determination can be issued.

A determination will not be issued for a tax year for which the statute of limitations on the tax return has expired. The statute of limitations expires 3 years from the due date of the tax return or the date filed, whichever is later. Although it can take at least 6 months to get a determination, a business that continually hires the same types of workers to perform particular services may want to file the Form SS-8.

Posted in Wage & Hour | Comments Off

Sarah Whitaker’s application claimed that she had a degree from a reputable university, extensive experience in the field and no criminal record. What she failed to mention is that she previously spent time in jail for theft, has terrible credit, and never finished her degree from said university.


So, how much of what appears on an application is true? Many times, an employer is so desperately seeking a qualified applicant or is in such a time crunch that he fails to do a thorough background check of a résumé, curriculum vitae or biography before hiring. With an increasingly competitive job market, an applicant might feel the pressure to stand out in a crowd by boosting his qualifications or omitting facts that might hurt his chances of getting hired. According to SHRM The Society for Human Resource Professionals, a human resources management training organization an alarming 47 percent of job candidates have lied on their applications. This article discusses some of the most common falsifications in applications and preventive measures to implement before hiring the wrong candidate.



One of the more common forms of résumé fraud appears in the education portion. An applicant might fabricate a fake degree and dates of attendance or embellish the type of degree and GPA earned. Employers can confirm education dates and GPA by requesting a transcript be sent directly from the university. Furthermore, employers can research the institution online or call directly to verify dates.

A more recent and high profile example of this form of fraud involved Scott Thompson, who was hired as a chief executive for Yahoo! in January 2012. He received his degree in accounting, but also claimed to have obtained an additional degree in computer science. Being the former president of PayPal, no one questioned or verified his education. His fraud was made public once a Yahoo! shareholder exposed his lie. After some investigation, it was discovered the college he attended did not offer a degree in computer science at the time Thompson supposedly received his.


Employment History and References

Job titles and former duties or responsibilities are sometimes glorified or embellished to make the applicant more appealing. In addition, gaps in employment or a period of self-employment might be considered a red flag worth investigating. One of the most effective ways to verify employment history is by calling or emailing listed references or former places of employment. Through this follow-up, other issues might arise, such as the actual reason for leaving a previous job.


Past Accomplishments andCredentials

Applicants can also claim to possess licenses, certifications, memberships or other credentials that are tailored to the position they are trying to acquire. Employers can check websites and directly contact most of these licensing institutions. The employer can also see if the applicant has received any disciplinary action. For example, a potential employee who appears on a debarred persons list would not be an ideal candidate for a law position.


In 2001, George O’Leary resigned as head football coach at the University of Notre Dame once it was discovered he falsified his past accomplishments. For years, O’Leary stated in his biography that he had earned varsity letters as a football player from the University of New Hampshire. A local newspaper in New Hampshire was preparing to write an article about the newly-appointed Notre Dame coach. After a few calls to former coaches and players, it was discovered that there was no record of O’Leary playing at the university. He admitted to the falsehood, as well as not earning his master’s degree in education from New York University.


Military Records

The former president of IBM’s Lotus Development Corporation, Jeffrey Papows, is one of the most high profile examples of exaggerating military records in biographies. In 1999, a discrepancy was discovered byThe Wall Street Journal. Papows claimed he was a former aviator in the Marine Corps, but there was no record of his flying days. Instead, the search uncovered that he only served as an air traffic controller. In addition, his résumé stated he left as a captain, but in actuality, he served as a first lieutenant.

For some positions, military records are a requisite for potential hires. The degree of difficulty to obtain personnel records varies for each respective military body and country location. It would be advisable to check with the local government agency.


Criminal Background

Applications provide a section where applicants can list any misdemeanors or felonies committed in the past. A common deception is omitting past offenses or lessening the degree of seriousness. Some employers check criminal records by mandating candidates to undergo fingerprint testing. Additionally, there are several criminal backgrounds checking services available where reports on candidates can be obtained for free or a small fee.


Employers should also consider requesting a background check from more than one agency for accuracy. In 2012, the Federal Trade Commission charged HireRight Solutions, Inc., an employment background screening company, $2.6 million for violating the Fair Credit Reporting Act. The consumer reports provided by the company falsely listed convictions for individuals or failed to include updated information, such as expunged records. Similarly, in January 2014, the Department of Justice filed a civil complaint against U.S. Investigations Services, LLC, for issuing inaccurate background checks to the U.S. government.


Additional Preventive Measures

Depending on the position and the level of the profession, there are other actions one might consider. These include:

Checking driving records through the Department of Motor Vehicles (DMV) or other such entities, depending on the country

Performing a credit check (as permitted by law)

Browsing the potential employee’s social networking activities (e.g., Facebook, Twitter, Instagram) for any illegal or unethical activity

Requesting the candidate undergo a drug test

Asking for a writing sample and processing it through a program that checks for plagiarism

There are several avenues available to potential employers to confirm facts and details in one’s application for employment or résumé. It is in the best interest of the hiring entity to double-check facts that appear on an application before offering a job to a candidate that could cost the organization time and money should the new hire prove to be a liability rather than an asset.

At PayDayPro, we offer background checks through our partner National Crime Search.  Check out the link below for more information.




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Payroll departments perform the same functions they always have, since the first payroll department cut its first check. Now, factors like state mandates and federal regulations complicate those functions. But at the end of the day, it’s still the payroll team’s role to ensure employees are paid. Today’s payroll team members also protect the company from penalties by making sure it follows the letter of the law.

The three challenges included below are not new to payroll departments, but there are complex and constantly changing compliance and administration issues surrounding them they must be aware of.

1. Calculating Overtime

One of the biggest challenges payroll teams face is calculating overtime. However, the rules of the Fair Labor Standards Act (FLSA) of 1938 have barely changed since they were signed into law. Calculating overtime requires a series of calculations including regular rate of pay, overtime rate of pay and the amount of overtime pay due.

These principles have governed since 1938: Overtime hours are all hours worked above regular time; overtime is calculated separately for each week without average; and, only actual hours of work may be counted. However, the “actual hours”principle has become a little tricky in recent years. Thanks to the mobile office, more people are working from home, which makes it more difficult to report and calculate overtime hours.

Calculating regular hours worked and overtime hours at the appropriate rates are one of the biggest errors auditors look for. Miscalculation of overtime is common problem. It’s important to be sure strong ethics practices are in place for both the payroll team and the employees they compensate.

2. Deducting from paychecks

Taxes have never been simple, and paying taxes in the form of payroll deductions is no exception. There are a few challenges to reporting and deducting taxes appropriately for today’s payroll department. Some of those include multi-state taxation, anti-wage theft laws and avoiding accidental over-payments, all of which may be enforced differently in each state.

States differ in the mandates they have in place for correcting payroll deduction mistakes, too. Some mandates put time limits as to how far back a mistake can be made and still be allowed correction. Some state mandates say that if you paid the incorrect amount, then it belongs to the employee and nothing can be done.

The payroll department also sees its share of employee grievances based on deductions. The department bears the burden of explaining why deductions may be more than expected due to the law, safeguarding against potential fraud attempts, protecting against identity theft and standing firm on what is considered taxable income.

3. Paying employees

It’s important to remember that no one payment method is going to make every single employee happy. The payroll team must be flexible in how they pay employees in a way that is acceptable to them, as long as it complies with the law and company policies.

Employees have the right to decide if they will be paid by direct deposit or by paper check. They can also choose how much is deducted from their pay according to how they file their taxes.

Because taxes, deductions and gifts from the company are all complicated pieces of an employee’s salary, it’s important they understand how they factor into take-home pay. Taking time to explain what is included in the employee’s W2 will help them understand that payroll is complying with state and federal laws, not keeping them from what they’re owed as an employee.

It’s important to continuously educate yourself on the state and federal laws and stay up-to-date with changes in the law. Take webinars, go to workshops—even seasoned professionals benefit from taking advantage of educational opportunities.   Outsource your payroll to professionals who know the law and have obtained certifications like Certified Payroll Professional (CPP) and Fundamental Payroll Certification (FPC) .

Because these main functions of payroll are constant, the key to staying compliant while performing them is education and expertise.  At PayDayPro, we continually stay abreast of all law and regulation changes by committing to continuing education and certification.

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Republicans and Democrats are working together to change the way the health care law defines “full time”.  Presently, the law defines a “full time” employee as an employee who works 30 or more hours per week.   The new bill would define a “full time” employee as one who works 40 or more hours per week.  Rep. Dan Lipinski (D-Ill.), who previously sponsored the 40 Hours is Full-time Act, has instead signed on as a cosponsor of the Save American Workers Act, H.R. 2575, of which Rep. Todd Young (R-Ind.) is the lead sponsor. The bill defines full-time as 40 hours a week, not 30. More than 200 lawmakers are cosponsoring the bill.

H.R. 2575 is expected to be considered on the House floor in early March. 

Posted in Affordable Care Act (ACA) | Comments Off

PayDayPro Payroll seeks to be at the forefront of technological innovation in our industry. Our PayEntry product for internet payroll was one of the first web payroll systems on the market and it has certainly served our clients well. The ease of use and simplicity of payroll processing has helped thousands of small businesses better automate their payroll processes.  With the progression of time comes innovation in technological systems, capable of handling more complex processes with simpler interfaces.

In 2004, we set out to discover the next best thing in internet payroll technology. We found this technology in PayEntry. PayEntry is the most innovative payroll, HR, time and attendance, and benefits management product on the market today capable of handling a variety of processes from simple payroll to intricately woven benefits management. It does everything you need plus – much more.


Payroll is PayEntry’s  primary feature and the cornerstone of our service offering!

  • Saas-Based, Cloud-Resident: PayEntry is centrally hosted, making it easier and less expensive to process payroll.
  • Fully Integrated: No need to manage multiple systems, as PayEntry payroll is seamlessly integrated with Time & Attendance, HR, Benefits Management, and more!
  • Real-Time Payroll Preview: One click, nearly instantaneous preview of your payroll.
  • Anywhere, Anytime, Any Device Access: View and process payroll when you want, where you want, and how you want.
  • Employee Self-Service: Employees can easily access pay stubs online, saving you time and money.
  • Total Data Security: PayEntry’s payroll solution utilizes a multi-layered security strategy to ensure that system access is limited to the right people.

Time & Attendance

Crucial to the integrity of your payroll and human resources records is proper tracking of employee hours worked. Enjoy the benefits of SwipeClock’s Time & Attendance!

  • Technology: Track your employee’s hours worked via our time clock hardware and software. The data can be viewed from any device, anywhere.
  • Automatic Data Transfer: The days of manual entry are over; time & attendance data is automatically inputted into the payroll and HR module to instantaneously update.
  • Manager Self-Service: Supervisors can efficiently build shifts for their teams, manage absenteeism and tardiness through reporting and scheduling features, perform labor allocation, manage accrual benefits…and much, much more.

Human Resources

Enjoy PayEntry’s Human Resources module that includes workflow, enabling you to input, store, and report all types of employee data. Whether you want to set up alerts on birthdays or pull compliance reports, PayEntry is your answer for all your HR needs.

  • Employee Self-Service: Employees can manage their own personal or economic information, which automatically updates necessary fields in payroll and/or benefits management.
  • Event Tracking: Life events alter coverage plans, work schedules, and more. Streamline your event tracking to stay up to date with noteworthy details of your employee’s lives and remain in compliance!
  • Asset Tracking: Employee asset tracking maintains a record of assets issued to employees, including laptops, uniforms, cell phones, key cards, etc. Information in the employee asset record includes the asset type, number, potential replacement value, serial number, and date of issuance to employees.
  • Document Management: Manage all of your HR forms and employee-specific documents in an organized, easy-to-use system.
  • Talent Management: Create a customized performance review that can be scheduled for completion by the employee and their supervisor.
  • Disciplinary Actions: Track employee records and disciplinary actions taken to maintain a complete and thorough file per employee.

Benefits Management

PayDayPro streamlines all your benefits into one simple portal ridding the need for faxing or mailing of forms.

  • Benefit Selection: Preview available coverage plans, with a licensed insurance broker, to decide which plan is right for your business and employees.
  • Employee Eligibility: Automatic trigger sends a notification to the employer and employee when an employee becomes eligible for benefits after waiting period.
  • Benefits Enrollment: Register enrollees online, easily add additional new hires, alter plans due to life events, and renew coverage during annual enrollment.
  • Employee Benefits Selection: Employees can access benefits statements that explain their specific coverage – costs, perks, and more!
  • Carrier Connectivity: Enjoy PayDayPro’s direct connectivity to insurance carriers! No more faxing or mailing enrollment or change forms.
  • Bill Reconciliation: PayDayPro handles invoice reconciliation that ensures you are paying only for covered participants and their dependents, critical during benefit status changes due to life events and when adding or terminating employees.

If you are a prospective client, please request a quote for more information on PayEntry and to schedule a demonstration.

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In 2014, the traditional resume will be replaced by the breadth and depth of your personal brand.

Before you’re interviewed by a potential employer, expect the recruiting manager or hiring manager to check out one or more of the following sources about you: 1) the top ten searches on your name on either Google or Bing, 2) the number of Twitter followers you have and last time you tweeted, 3) the size and quality of your LinkedIn community, 4) the number and quality of recommendations you have on LinkedIn and 5) your Klout score.

Sound Darwinian? It may be, but it’s already happening.  The software company recently advertised a position that listed “a Klout score of 35 or over” as one of the key ‘desired skills’ for a community manager position.

And as candidates catch on to employers’ focus on their Internet presence, they will shift their methods accordingly. Taking the lead are innovative applicants  who make their own video as part of an application for a job or internship. More workers in the future will take a creative approach to marketing their experience.

However we do it, we will all have to accept that a one-page summary of our professional histories, expertise, skills, and achievements – that which we think of as a “resume” – will no longer act as our differentiation in the job market.

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Top 5 Reasons to Use PayDay Pro

Ease of Use & Intuitive

PayDay Pro was designed with ease of use as the main priority. Most users find the interface to be very intuitive - yet extremely powerful - and gives them quick access to the data they want to find.

Get Started Instantly

The service has been designed to allow you to get productive instantly. From easy data import to powerful data filtering, all areas have been setup to get you started right away! No software to install or maintain. Upgrades are done automatically on a regular basis with no impact on the user. And there are no setup fees.

Customer Service and Support

Our customers are priority #1 with us. This isn’t just a statement, we operate under this rule. We’ve been told time and again about how much they like our knowledgeable and speedy support. We use our own product so we know how to help when a customer has a question.

No Long-Term Commitment

We do not require long-term commitments from our customers. If you feel you’re not getting value from our service, you can cancel at any time.

Affordable Pricing

Our service has been priced to allow any sized business to enjoy the power of enterprise level payroll processing and HR.

  • Game Changer

    We just can’t believe the responsiveness we received from PayDay Pro!!
    Lisa - Payroll Manager Dallas
  • Nice software

    PayDay Pro is great to work with because they make it so easy!
    John - CFO Fort Worth
  • You can't beat the price

    If you want an easy payroll solution, call PayDayPro.
    Karen - Controller Southlake
  • Payroll is one less thing to worry about now that we have PayDayPro.
    Dr Greg - Dentist Hurst