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Archives for HR

6

Employee Privacy. Can Employers Read Emails?

Over the past 15 years, electronic and computer technology has transformed the workplace. Few businesses can operate today without the use of Internet technology for communications, research, business growth, economic strategizing and more. However, along with the benefits of instant global connectivity come some risks. Today, most employers find themselves trying to balance the privacy rights of their staff against their own right to know if valuable office hours are being spent posting political rants on Huff Po.

In fact, many employees admit to an irresistible urge to surf the Internet during work hours, and most do not realize the extent of the time they spend conducting personal business online during work hours. The cumulative downtime is costing employers big time, and lost productivity is only a part of the problem. Employers have wasted no time acquiring new technology to monitor and block employee Internet use – a practice that seems to create more questions than solutions; many employers and employees are unaware of their rights.

Can an employer read employees’ emails and monitor employees’ Internet usage?

Employers are generally free to monitor employee’s email content and Internet use. That includes reading employees’ emails. In fact, since this type of monitoring is still unregulated, employers can read employee emails, listen to employee voice mails, and observe the websites employees visit throughout the course of the day.

Despite the fact that employers have this level of monitoring power, they should approach monitoring openly, notifying employees that their email accounts and Internet usage is under surveillance at all times. If employers are up front with employees regarding their monitoring policies, there will be no misunderstanding or expectation of privacy when it comes to the use of company computers, phones, Internet service or workspace. Instead of breeding an atmosphere of secrecy, and in the spirit of giving everyone fair warning, full disclosure of the company’s monitoring policies empowers employees to refocus attention on their jobs.

Are Surveillance Cameras and Video Equipment in Workspaces Legal?

In addition to online surveillance of staff activities, many employers are also using cameras and video surveillance to keep track of the goings-on within their brick-and-mortars. Although the primary reason for installing surveillance equipment is theft prevention, employers are also monitoring employee activities while they’re “on the clock.” Those employees who take extended smoke breaks, or spend chunks of their day away from their desks are now faced with making changes to their time management skills.

If employees are aware that they’re being monitored, they’re probably more likely to get back to the business of being productive. From a practical standpoint, it serves the employer well to avoid micro-managing and overly regulating Internet usage and video surveillance, as employees will quickly come to resent the intrusion and morale will decline – not a recipe for maximizing productivity.

Can employers search employees?

An employer’s right to physically search an employee depends on the circumstances. If the workplace is a high-risk security area, or if a theft has been discovered, the employer is probably within the law to search the employee as long as the search is not too invasive. If the company has an employee handbook, it may contain specific language regarding searches. If the employer makes a habit of conducting personal searches without reasonable cause, or singles out one employee in particular for repeated searches, the legality of their actions may be called into question.

Can employers search employee work stations or desks?

Employers usually do have the right to search an employee’s desk, workspace, office or locker. Unless the employee is a member of a union that protects workers’ spaces from searches, all work spaces technically belong to the employer. Employees should have no expectation of privacy in their workspace or any areas within the employer’s domain. Some states have variations on employee rights regarding workspace searches. Both employees and employers should be aware of the laws governing workplace searches in their state. Additionally, employees should check the terms of their employment contract to see if workplace searches are mentioned.

Can employers search employee cars?

If the car belongs to the company, then the employer is probably within their rights to search it. If it is the employee’s personal car, then the employer is not allowed to search it. Even if the employer suspects there are dangerous or illegal substances in the car, he or she does not have the right to initiate a search. In that case, all the employer could do is call the police and let them determine the next step to take.

Employers who decide to monitor their employees’ email, Internet use, office activities and workspace content can avoid any questions of impropriety or worse by drafting a comprehensive written electronics communications and office monitoring policy. The policy itself should contain language that is reasonable, establishes clear limits on employee use of the company’s computer and Internet systems, and reinforces the employee’s role in furthering the company’s business goals. Each employee should be required to read and sign off on the policy, and be given a copy of the policy for their own files.

In a few more years, most employees will probably expect routine Internet, email and voice mail monitoring to be a given in most business environments. It is in these early years of revolutionary technological change that issues like these are still being ironed out. The best thing for the employer to do is to maintain full disclosure with employees regarding all monitoring policies, and put the rules in writing for all to read and sign off on.

 

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1

A Guide To Mandatory Deductions for Employees

As an employer in the United States, you are required to make certain deductions from employees’ income. Deductions can be mandatory or voluntary. Mandatory deductions are those that a legal entity requires you to make; voluntary deductions are those that you offer and the employee consents to. Since mandatory deductions are legally required, you must perform the deductions according to the respective agency’s requirements.

Federal Requirements

The Internal Revenue Service requires you to withhold federal income tax from employees’ pay. Further, the Federal Insurance Contributions Act (FICA) mandates the collection of Social Security and Medicare taxes. You must withhold these three taxes from employees’ income, unless the employee is exempt, which doesn’t happen often.

Federal Income Tax Calculation

To determine the amount of federal income tax to withhold from an employee’s paycheck, consult the employee’s W-4 form and IRS Circular E for the appropriate tax year. Specifically, obtain the employee’s filing status and number of allowances from lines 3 and 5 of the W-4 then find the tax table in the Circular E that matches that information plus the employee’s wages and pay period; the tax table gives you the exact amount to withhold based on this information. This method of withholding is called the wage bracket method.

Check line 6 of the W-4 to see if the employee opted for additional income tax withholding. If so, add the elected amount to the amount you obtained from the Circular E to arrive at the total withholding. If the employee claims more than 10 allowances or if her wages exceed the wage bracket limit, figure out the withholding by using the percentage method as explained in the Circular E. In most cases, the wage bracket method applies; therefore, it is unlikely that you’ll be required to use the percentage method. If an employee qualifies for – and claims – exempt on line 7 of the W-4, do not withhold any federal income tax from her paychecks.

FICA Calculation

Consult IRS Circular E or the Social Security Administration’s website for Medicare and Social Security withholding rates for the respective year. For example, in 2012, calculate Social Security tax at 4.2 percent on wages paid before March 1, and at 6.2 percent on wages paid after February 29. The annual wage limit for Social Security in 2012 is $110,100; therefore, once an employee earns that amount for the year, stop the withholding. In 2012, the Medicare withholding rate is 1.45 percent on all wages paid.

Most employees are not exempt from FICA taxes; however, on occasion, an employee is excluded. For example, a student employed by a college or university where she’s pursuing a course of study is exempt from Medicare and Social Security taxes.

State/Local Requirements

Nine states do not require state income tax withholding: Alaska, Florida, Nevada, Wyoming, Washington, Texas, Tennessee, South Dakota and New Hampshire. If state taxes apply, the requirements vary by state. For instance, in California, employers are required to withhold personal income tax and state disability insurance. In Ohio, employers must withhold state income tax, plus school district tax from employees who live in a school district that has imposed an income tax. In Pennsylvania, employers must withhold personal income tax and state unemployment tax. Since state laws differ, consult your state revenue agency for the type of taxes you’re required to withhold.

Calculations for state taxes also vary by state; therefore, use the withholding method that the respective agency requires. For example, in Pennsylvania, employers withhold personal income tax at a flat rate. In California, employers use the state withholding tax tables and the employee’s state tax form (comparable to Form W-4) to figure state income tax.

Considerations

A wage garnishment is a mandatory deduction. Contact the issuing agency if you have questions concerning a wage garnishment and do not withhold more than the legal amount allowed. Federal law restricts garnishment withholding in a single pay period to the lesser of the amount by which the employee’s disposable pay exceeds 30 times the federal minimum wage or 25 percent of disposable income, which is the employee’s pay after other legally required deductions. The state may require a lesser amount; if so, apply the smaller amount.

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9

Sexual Harassment: A Guide to Coping with Unwanted Advances from a Coworker

By: Shauna Zamarripa

Unforeseen and uninvited advances from colleagues or superiors can make just about anybody feel instantaneously overpowered. This type of conduct creates uneasy, difficult situations that can appear nerve-racking to escape from. Such blatant, unexpected overtures can threaten friendships and working kinships alike. Thusly, it is important for all professionals to understand how to differentiate appropriate and inappropriate workplace behavior and what actions to take in the event of potential sexual harassment.

 

No. 1: Dress the Part

In an unblemished society, everybody would be able to wear what makes him or her feel content. The fact remains, however, that we don’t live in a faultless society. When you are at work, remember to dress professionally at all times. Leave miniskirts and form fitting garb at home. If you dress provocatively or in a fashion that courts attention, it sends the wrong message to coworkers and superiors, and while it should not open anyone up to unwanted sexual advances, it often does.

No. 2: Don’t Ignore It

If you have ever been cat called, whistled at or treated as if you are a flank steak, you probably already know that the best thing you can do is to dismiss these inappropriate overtures. While this type of behavior might be okay for construction workers, however, it should not take place in a professional environment for any reason. If you find yourself targeted by less than mature work fellows, document their behavior and take it directly to management. If management does not address the issue, and if the behavior continues, it’s time to go to your human resources manager. If you choose to ignore it, the behavior will very likely get worse.

 

No. 3: Don’t Flirt

Unless you are willing to back up your flirtatious behavior with something more, avoid flirting in the workplace. Even seemingly harmless banter with coworkers or superiors can be misinterpreted, leaving you open to unwanted advances. At which point, should you swat these advances away, you run the risk of earning a reputation you do not deserve. The bottom line? Flirting at work is never okay, regardless of circumstance.

 

No. 4: Be Clear About your Feelings

If the unwanted advances you experience are coming from a coworker who is also a friend, the most salient thing you can do it be straightforward about your feelings. If necessary, mention company policy prohibiting interoffice relationships (most offices have these) to make your case clear. Rarely is a flirtation worth losing your job over.

 

No. 5: Know Your Resources

Professional organizations take a hard line on sexual harassment, and most have a zero tolerance policy regarding inappropriate relationships in the workplace. Make sure you understand the policy and procedures for reporting inappropriate behavior in your workplace and follow the protocols set forth in your employee manual. If you are unsure or unclear about the policies, consult your human resources department or call in to an employee hotline anonymously (if one is available).

 

No. 6: Be Prepared for the Worst

There are instances, even in a professional setting, where predators become physical. Because of this, carrying some degree of personal protection — like pepper spray or a whistle – is important for your personal safety. Being prepared for the worst can save you in the event that unwanted and unexpected advances turn into something physical.

When reporting someone to human resources or management, it is also important to remember that your actions can damage working relationships and careers – both yours and theirs. Before blowing the whistle on a coworker, check in with yourself and make sure you are certain the behavior warrants reporting. Never file a complaint when you are angry. Focus on the behavior, not the person and focus on facts, not opinion.

No one deserves to go to work and be made miserable because of sexual harassment. Take the right precautions to protect yourself, behave above reproach, never forget your professionalism and know your resources. Doing this will help your confidence as well as your career.

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5

Q: Can Facebook Harm Your Chance of Recruitment?

By: Shauna Zamarripa

In a technologically centric world, your personal information is both visible and accessible. In addition to this, it is now also able to hurt or help you professionally. Like it or not, social media outlets have made everyone in the world more visible and accessible to just about anyone, anywhere, for any reason. This exposure has virtually (no pun intended) blurred the lines between private matters and public domain, and Facebook accounts are no exception.

 

How Facebook Impacts Your Online Reputation

 

Today, your public reputation is made up of much more than just your thoughts, deeds and actions. It is more than just your comments, status updates and photos. Your public reputation is now directly connected to the people you are friends with online, in addition to their social media activities. Unfortunately, this can be bad news for most Facebook users who don’t lock down their list of online pals.

For example, if you were to post a status update and walk away, only to have commentators get into an argument or do nothing but take snarky digs at your update for the next half hour, that becomes a direct reflection of who you are hanging around with to potential recruiters, and that reflection isn’t good.=

Microsoft commissioned a study on Online Reputation, surveying numerous U.S. recruiters and HR professionals all around the United States. In this study, over 85 percent of the professionals surveyed admitted that they check out, and form opinions on, potential hires on the web before they even schedule an interview, and they confessed to using social media as a proving ground. If your phone isn’t ringing, it might be time to clean up your friend list.

 

Facebook Groups Paint a Picture

 

Another area of your public domain is also reflected in the online groups you belong to. Employers and recruiters will look at these groups, and will form an opinion on you based on your membership.

For example, if you are a member of groups that promote drug use or socially unacceptable behavior, that will hurt your chances of getting a job almost always. On the flip side, if you are a member of groups heavy with professionals that enrich your career goals, that bodes well in your online persona.

Make sure to review the groups you belong to regularly, and remove yourself from any unsavory associations.

 

Improving Your Professional Persona

 

If you want the lines of separation between your personal and professional lives to remain intact, you need to do your homework when it comes to Facebook’s privacy settings. Facebook has a variety of privacy settings, allowing you to customize who gets to see what, whenever you post. This can be an effective way of allowing you to be yourself without compromising your professional integrity. If you post something controversial, make sure that only your inner circle has access to it.

 

Being Mindful of Your Social Media Persona

 

Research shows that only about 18% of people who find a job are hired though online job postings. That could be a direct reflection of the impact of social media in the job market, or it might just be the new trend. Either way, you can never be too careful. Always be mindful of what your online persona says about you. Think about what a recruiter or employer would see if he or she went to your Facebook page for a visit. Adjust and modify your online life to create good preconceptions in place of bad ones, and your job search might just be that much easier.

 

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4

Q: What is the Family & Medical Leave Act (FMLA), how does it work and who is covered?

By: Liz Ernst

The Family Medical Leave Act (FMLA) is a federal law enacted in 1993 to protect employees’ jobs in the event that the must take unpaid leave due to childbirth, serious illness, or to care for an immediate family member who is seriously ill.

Benefits available to U.S. workers through the Family and Medical Leave Act (FMLA) can be a godsend for those who need to take time off from work for medical reasons, or to care for family members suffering from a serious illness or recovering from illness or injury.

At its base, FMLA benefits provide eligible employees with up to 12 weeks of unpaid leave during any 12-month period. Although employers are not required to pay employees during FMLA leave periods, they are required to hold the employee’s job until their return, or provide a different job with equivalent pay and benefits.

It is always a good idea to ask your employer what FMLA benefits they offer upon being hired, if the human resources department does not automatically provide these details. Some employers offer enhanced benefits such as paid maternity leave, paid sick leave, and other perks that are not required under FMLA guidelines.

FMLA Benefits

The Family and Medical Leave Act was designed to make sure U.S. workers have some leeway when it comes to balancing the needs of their families with their jobs. Although employers are not required to pay employees during a FMLA absence, they are required to maintain any employee health insurance plan already in place at the time the leave begins.

Who is Covered?

  • Employeeswho have worked for the same employer for a minimum of 12 months and have put in at least 1,250 hours in the 12 months immediately prior to the FMLA leave.

 

Under FMLA, employers must provide an eligible employee up to 12 work weeks of unpaid leave within any 12-month time frame, for any covered circumstance including:

 

  • Childbirth and care of the newborn child.
  • Adoption of a child.
  • Placement of a foster child with the employee.
  • Inability to work due to a serious illness or injury.
  • The need to care for an immediate family member (spouse, child, or parent) who is seriously ill or injured.

 

  • Employees with spouses, children, or parents currently serving in military active duty, or who have been called up for active duty can take up to 12 weeks of unpaid leave under FMLA in the event of a qualified emergency developing from the family member’s active military duty.  FMLA coverage may extend for up to 26 weeks annually when loved ones in the military are seriously injured or become ill during active duty.

What are the Employers’ Responsibilities?

  • Private employerswith 50 or more employee working within 75 miles of the employer’s worksite are required to provide FMLA benefits. Those employers with fewer than 50 employees have the option of providing comparable benefits to their staff, although it is not a requirement.
  • Public agencies including public elementary and secondary schools, as well as private elementary and secondary schools are required to provide FMLA benefits regardless of the number of employees.

Employees who are eligible for FMLA leave can take up to 12 weeks of leave to access treatment for an illness or to recover from an illness or injury. The FMLA has wide-ranging guidelines to define those health conditions deemed serious enough for inclusion. Pregnancy (including absences due to morning sickness and prenatal doctor visits), physical or mental impairments that may require multiple absences for treatment, asthma, diabetes and post-surgery examinations are just a few of the conditions covered through FMLA guidelines.

Cosmetic surgery, routine dental or medical care, colds, headaches and the like are not included in FMLA guidelines, and employers may require employees to apply any paid sick or vacation time they have accrued during absences for non-FMLA approved conditions.

FMLA does not affect applicable Worker’s Compensation benefits for employees who become injured or ill on the job.

FMLA benefits can be applied intermittently, so an employee may be able to work on a part time basis under certain circumstances.

For workers living in California, a recently established Paid Family Leave (PFL) insurance program administered by the State Disability Insurance Program works with FMLA guidelines and the California Family Rights Act (CFRA) employee leave program to provide paid leave for up to six weeks. Some states also offer their own employee leave programs and benefits. Check with your employer and do a bit of online research to understand your full FMLA rights.

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3

How to Figure Employer Tax Liabilities

How to Figure Employer Tax Liabilities

As an employer in the United States, you have employment tax obligations, which are separate from the taxes you are supposed to withhold from employees’ paychecks. Specifically, most employers are supposed to pay federal and state unemployment taxes, and Medicare and Social Security taxes. You pay federal unemployment tax (FUTA) and Medicare and Social Security taxes to the Internal Revenue Service, and state unemployment tax (SUTA) to the state unemployment agency. Follow the respective agency’s guidelines when calculating your tax liabilities.

 

  1. Consult IRS Circular E to see if you are liable for FUTA tax. For example, you must pay FUTA tax in 2012 if you paid wages of $1,500 or more in any quarter of 2011 or 2012 to employees who are not household or farm workers, or if you had one or more workers for at least a partial day in any 20 or more different weeks in 2011 or 2012.

 

  1. Calculate federal unemployment tax at 6 percent of the first $7,000 paid to each worker, as of 2012. Once the employee earns at least $7,000 for the year, you do not owe any more FUTA tax on that employee for the year. If an employee does not earn at least the annual wage base, pay FUTA tax on whatever amount she earned.

 

  1. Pay Social Security tax at 6.2 percent of taxable wages paid to each employee, up to $110,100 for the year; and Medicare tax at 1.45 percent of all taxable wages paid. Medicare tax has no annual wage limit; you pay it on all wages.

 

  1. Consult the state unemployment agency for your state unemployment tax rate and wage base. The agency generally sends employers their rate for the upcoming year before the New Year begins. The agency also sets the rules concerning which employers are liable for SUTA tax.

 

State unemployment tax rates vary by employer and usually depends on the longevity of the business, whether it’s a construction or non-construction business and the number of former employees who has drawn benefits on your account. Typically, the more benefits drawn on your account, the higher your rate.

 

For example, in Ohio and in 2012, the new employer unemployment tax rate is 2.7 percent and the rate for new construction employers is 7 percent. The state annual wage base varies by state. For instance, as of 2012, Alabama employers pay unemployment tax on the first $8,000 paid to each employee, and Connecticut employers pay unemployment tax on the first $15,000 paid to each employee.

 

  1. Take a credit against your federal unemployment tax for state unemployment tax payments you made. You may take a credit of 5.4 percent if you paid your SUTA tax in full, on time and if your state is not a credit reduction state; this lowers your federal unemployment tax liability to .6 percent instead of 6 percent. A credit reduction state is one that owes the federal government for borrowed unemployment funds.

 

 

Tips

 

Employer tax rates are subject to change, typically, yearly. Ensure you obtain the appropriate rates from the respective agency before calculating your liabilities.

 

Consult IRS Circular E for your FUTA tax payment schedule, which is generally due quarterly. File annual unemployment tax reports with the IRS via Form 940.

 

Pay state unemployment tax liabilities to the state unemployment agency according to its policies. Many state agencies require quarterly payments and reporting.

 

In some states, the same wages that are subject to federal unemployment tax are also subject to state unemployment tax. However, in some states, certain wages that are subject to FUTA tax are not subject to SUTA tax, such as certain fringe benefits and wages paid to corporate officers. In these instances, your FUTA tax rate may exceed .6 percent; consult the instructions for Form 940 or contact the IRS directly for additional guidance.

 

 

 

 

 

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2

Employee or Independent Contractor? Learn the Differences

Introduction

For some, the line between an employee or an independent contractor can be unclear, especially if a business wants to save money. It doesn’t matter if an incorrect judgment is made inadvertently or purposely. The Internal Revenue Service imposes large fines on companies making this mistake, requiring business owners, employees and independent contractors to know the differences between each.

 

Employee

A person who is given training for the work expected is an employee. He generally works for only one employer, and his supervisors set the expectations regarding how his work duties will be completed. In addition, he is told what he will do while he is at work. His employer will decide what work he will do and the time frame in which it will be completed. The employee uses the employer’s equipment, such as desk, phone, computers, copiers, and fax machines.

 

The employer deducts federal and state income taxes from the employee’s paychecks, along with  FICA withholding. The employee has 7.65 percent deducted from each paycheck and the employer pays the other 7.65 percent. He keeps detailed payroll records for each employee, including hours worked, sick/annual leave earned/used, and hourly pay rate, which helps ensure that paychecks are accurate.

 

Independent Contractor

An independent contractor, also known as a freelancer or a 1099 worker, has her own business name. She may keep a separate checking account for business expenses. She sends invoices out to each client on a regular basis so she can be paid for her services. She has several clients, which helps her create multiple streams of income. She advertises her services, either through word-of-mouth, print, banner ads or radio ads.

 

She maintains her own business records customized to her own business and its needs. She has bought her own tools, such as a computer, wireless router, copier, printer, fax machine, phone and a desk. She may rent office space. She may also have her own employees. As an independent contractor, she is able to establish her own working hours. Unlike the employee, she is responsible for deciding how work assignments will be completed. She can decide what actions are necessary for getting the work done.

 

The independent contractor is solely responsible for keeping accurate tax records. She is responsible for deducting her own income taxes, as well as 15.3 percent of her self employment, or her FICA deductions.

 

Precautionary Notes

To cut payroll costs, some employers have classified employees as independent, or 1099 contractors. Employers can run afoul of the IRS if they incorrectly classify an employee as an independent contractor. If they have done so, they will be held responsible for paying back unpaid payroll taxes, to include penalties and interest. As it is conducting its investigation, the IRS will use several tests to determine if employees were incorrectly classified.

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post1

HRIS: A Critical Tool For Today’s Corporate World

We live in the information age.  Today, anyone with a computer and internet connection has access to a vast array of data that was unthinkable just 10 years ago.  Companies in today’s world, whether they be large or small,  require a way to keep track of employee records, payroll, medical/dental benefits, taxes, 401(k) and pension plans, attendance, and many other items that make up the bread and butter of an HR department.  Keeping track of all this information with pen and paper would encompass way too much time, expense, and physical space – this is why today’s filing system for HR records is digital.

<strong>What Is HRIS?</strong>
HRIS (Human Resource Information Systems), sometimes referred to as HRMS (Human Resource Management Systems), is any piece of software that enables an HR department to collect, store, track, and manage employee data.  In the old days of computing, these programs were very expensive, or had to be developed in-house, and thus were out of reach for many small businesses and corporations that didn’t have large amounts of capital to invest in such a system.  Today, there are many more options that make HRIS affordable for virtually any business.  A few of these options include open source HRIS systems that are freely available without cost for hosting on your own server, managed hosting of an HRIS application (Software as a Service or SaaS), more affordable commercial HRIS applications, and outsourced HR to companies which perform HRIS exclusively on behalf of their clients.  There has also been a shift from applications running on a computer to web-based HRIS, enabling accessibility from multiple locations and making it much easier for groups of people to perform HR tasks simultaneously.

<strong>Why Should I Use HRIS?</strong>
<ul>
<li>Ease Of Use.  Paper files cannot be easily updated.  Even if the original document is on a computer, keeping track of which printout is the most recent would be a headache.  Searching for paper records in a file cabinet, no matter how meticulously organized, will take considerably more time and effort compared to having all the records stored inside an HRIS system.</li>
<li>Protection Against Disasters.  If your office is destroyed by a fire or natural disaster such as a flood or hurricane, your records are unrecoverable, unless you have a backup set at an offsite location.  By using an HRIS system, your records are independent of your office building, and can be backed up much more easily.</li>
<li>Save Time, Space, and Money.  Time is money – lots of money.  Imagine being able to slash the amount of time it takes to do payroll by just 20%.  Imagine being able to slash an extra 10% off of additional tasks such as employee benefits, workman’s comp, and attendance.  That extra time can be used to take care of other tasks, and the money you save by increasing efficiency and avoiding unnecessary overtime for your staff can be a lifesaver for your company.  Imagine a small room full of file cabinets.  Now imagine all of that information inside a storage device that can fit in the palm of your hand.  Imagine being able to pay less for your lease, or free up warehouse space by going digital.  Perhaps you don’t need to go through the hassle and expense of moving to a larger facility because your business is taking advantage of an HRIS system.</li>
<li>Simplify Calculations and Ensure Accuracy.  Imagine having to do math by hand, or on a calculator.  Now imagine typing your information into an HRIS system and having it automatically calculate taxable income for your company, employee withholdings, 401(k) and pension contributions, hours worked, dollar amounts, and more – while taking much of the risk for human error out of the equation.  Imagine having increased confidence in the accuracy of your HR data, minimizing risk of errors, preventing costly corrections, avoiding unnecessary tax audits, and having easier ways to file taxes or fulfill various regulatory requirements because you have an amazing personal assistant who never gets tired, is always available, never comes in to work late, and slashes operating expenses for your company.  That assistant lives inside your computer, and his name is HRIS.</li>
</ul>

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