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Precision Payroll of America, LLC
July 2016
PPA Press
by Precision Payroll of America, LLC

New Platform, iSolved, Delivers on Efficiency

Precision Payroll continues to migrate clients to its new platform, iSolved, with around 50% of clients now using it.

“Our clients have been telling us how much they like the efficiency of having a single database and entry for input,” says Paul Sivak, Executive Vice President and Principal. “The user-friendly interface has made moving over a smooth transition.”

A client with 100 employees in the distribution industry agrees. “The process was painless, and our specialist walked us through it and answered any questions we had,” he says. “I like that the software provides added capabilities that we may be able to utilize in the future as we grow.”

iSolvedAnother client in the healthcare industry with 29 employees likes the flexibility of being able to access the program from anywhere, using any computer. “It’s just easy,” she says. “I have multiple businesses and can log in once and can see the reports for all the companies. And, I don’t have to go back to my office to do it.”

While the initial focus is on getting clients migrated and totally up-and-running on the new software with their current services, Precision Payroll looks forward to introducing clients to the expanded components the new platform offers, such as time and attendance tracking (see sidebar story), human resources and benefits.

As clients are migrated, Sivak encourages them to think outside of the box and ask questions about what they would like to be able to do related to payroll, HR and benefits. “Chances are, with this new platform, we can make it happen,” he says. “So dream big, and then ask!”

EAP Provides Support for Employees

An Employee Assistance Plan may be one of the best-kept benefit secrets. It costs very little for employers to add on to their insurance, but provides access to counseling that can carry employees through challenging times.

Often, EAPs are part of existing insurance coverage, such as medical, dental or disability, or can be purchased by employers as a standalone plan. Though employees are typically told at hire that this is part of their benefits package, it is often off the radar for many. The company break room and/or lunchroom are typical places for posting information and a phone number to access confidential counseling.

An EAP can be extremely useful as support for employees struggling with life challenges such as loss, illness, financial stress, and family difficulties. By simply dialing the 800 number assigned to the company, employees have confidential access to a counselor. Some plans even cover a series of in-person counseling sessions.

A death of an employee is a collective moment of struggle where an EAP also becomes important to both individual and group healing. 

“We were extremely grateful to be able to offer counseling options to our employees during the recent sudden death of one of our own employees,” says Paul Sivak, Precision Payroll’s Executive Vice President. “We encourage all of our clients to ensure they have an EAP plan, and to make sure that their employees are informed about this wonderful option.”

Minimum Salary Level Finalized: What You Need to Know

The Department of Labor recently finalized its proposed rule to increase the minimum salary requirements under the Fair Labor Standards Act (FLSA) for salaried exempt employees.
The rules apply to all employers, unless the organization is a localized non-profit or small family business. Precision Payroll has scheduled a seminar for July 14, 2016, to further describe the final rule and give specifics on the potential for exemption for some localized non-profits.
This new rule will require massive changes...

Read the rest of the story on our website >>

See seminar details for "New Federal Minimum Salary Rule: How It Will Work and What To Do!" >>

OSHA Issues New Reporting Rules

The U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) has finalized a rule that requires companies to record injury and illness information in a searchable public database.

“Employers have been required to collect this data,” says Cori Koskela, Precision Payroll’s Human Resources Consultant. “The difference is employers with more than 20 employees in most industries will now be mandated to send OSHA injury and illness data for posting on the agency’s website.”

Under the new rule, all establishments with 250 or more employees in industries covered by the recordkeeping regulation must electronically submit injury and illness information to OSHA through Forms 300, 300A and 301. Establishments with 20-249 employees in certain industries must electronically submit information with OSHA Form 300A only.





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