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It’s W-2 Season: Time to Watch Out for Fraud!

Did you know ADP processed nearly 61 million W-2 forms in the United States last year? Delivering accurate, timely W-2s is a core promise we make to clients. That’s why it’s critical to prevent W-2 fraud. What Is W-2 Fraud? The fraud occurs when personal information, such as Social Security number or birthdate, is stolen and used to file a fraudulent W-2. When victims try to file their taxes, they are denied and notified that their return has already been filed. What You Can Do Here are some things you can do to help prevent tax fraud according to Roland Cloutier, ADP’s Chief Security Officer: First of all, thoroughly investigate all requests for W-2s or personal information. Your best defense is to file your taxes early to prevent a fraudster from doing it before you. Be aware of―and don’t fall for―scams like phone calls or phishing emails about your refund, a problem with your filing, or requests for more information. This IRS video does a good job of summing...

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10 HR Compliance Trends to Watch in 2018 (Part 2)

Last week we introduced five compliance trends impacting employers’ hiring, scheduling, and anti-harassment practices. Here are the remaining five compliance trends to watch in 2018. #6: Paid Family and Paid Sick Leave Laws In recent years, paid family leave (PFL) and paid sick leave (PSL) laws have been enacted by a number of jurisdictions. PFL: Paid family leave generally provides partial wage-replacement benefits to workers for covered absences. Coverage varies among jurisdictions but generally includes bonding with a newborn, or a newly placed adopted or foster child, or caring for a family member with a serious health condition. The jurisdictions with a paid family leave program include: California San Francisco New Jersey New York Rhode Island (referred to as Temporary Caregiver Insurance) Washington (benefits begin January 2020) District of Columbia (benefits begin July 2020) PSL: Eight states, the District of Columbia, and more than 30 local jurisdictions require employers to provide paid sick leave to eligible employees. The states with paid sick leave requirements include: Arizona California Connecticut (employers...

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ADP Benefits: Helping You See the Road Ahead

By Kent Rausch, Senior Director of Product, ADP Benefits Would you drive your car along the highway at night without any lights on? Me neither. Simple common sense dictates that this would not be safe or advisable. And yet, oftentimes when it comes to planning and delivering benefits strategy, employers are left out in the dark without key insights into why employees made the enrollment decisions they did (i.e. driving in the dark without your lights on). Up to now, benefit administration systems have given data and insight around what benefits were chosen and by whom. But without the ‘why’ and accompanying behavioral insights, the ‘what’ and ‘who’ is of limited value. Just like driving along in the dark without headlights. Furthermore, benefits enrollment benchmarking data around these behavioral insights has been non-existent. In real terms, benefits strategies have been planned and delivered in 2D, when we all know the world is much more complex. Consider the following example: You’re a retailer with stores in many states. You have...

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Pinnacle Agriculture Flourishes with ADP Comprehensive Services

Pinnacle Agriculture is a first-in-class agricultural retail distribution business created based in Loveland, Colorado. Their mission is to contribute to the success of their customers and employees by investing in the best people and technology and offering the best products to enhance the return on investment for their customers and shareholders. When it comes to investing in technology, Pinnacle Agriculture utilizes ADP Comprehensive Services to increase efficiency and eliminate errors in their complex payroll department. Alan Kessock, Chief Accounting Officer at Pinnacle Agriculture says, “ADP Comprehensive Services provides a very efficient process; we don’t have errors anymore, we don’t have mistakes anymore. People trusted their payroll for the first time in company history.” Watch the full story...

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ADP National Employment Report®: Businesses Added Booming 250,000 Jobs in December

According to the December ADP National Employment Report®, the private sector added 250,000 jobs in December. “We’ve seen yet another month where the labor market has shown no signs of slowing,” said Ahu Yildirmaz, vice president and co-head of the ADP Research Institute. “Throughout the year there was significant growth in services except for an overall loss of jobs in the shrinking information sector. Looking at company size, small businesses finished out 2017 on a high note adding more than double their monthly average for the past six months. Change in Nonfarm Private Employment Get the full report...

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10 HR Compliance Trends to Watch in 2018 (Part 1)

In 2017, states and local jurisdictions passed dozens of laws that affect the way employers hire, pay, schedule, and provide benefits to their employees. A new administration also entered the White House, ushering in new rules and different interpretations of existing rules. Here are the first five of 10 HR compliance trends to watch in 2018. #1: Restrictions on Salary History Inquiries Four states and four local jurisdictions have passed laws that restrict employers from making inquiries into an applicant’s pay history during the hiring process (under the premise that pay history may reflect discriminatory pay practices of a previous employer). Most of these laws were enacted in 2017, and several other states and cities will consider similar restrictions in 2018. To date, the following jurisdictions have enacted restrictions on salary history inquiries: If you are subject to one of these laws, remove salary history questions from application forms and train supervisors and hiring managers to avoid these questions during the pre-employment process, including interviews and reference checks. Federal...

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The Future of Work: Americans are Pretty Flexible about Changing Jobs

Axios, a site dedicated to providing vital news in business, politics, tech, energy and health care, has published an article in their Future of Work column titled, “Americans are still pretty flexible about changing jobs.” The article states that even if jobs are available in other parts of the country, a lot of people just don’t want to, or feel they cannot, move. But they are pretty flexible at least in one respect, the willingness to change jobs. According to the ADP Workforce Vitality Report, job-switching is at an all-time high, with 27% saying in the third quarter of the year that they were in the midst of changing employment (up from 23% in the first quarter of 2015). And 63% said they are actively or passively looking for new jobs. Read the full article...

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MoreDirect Transforms its HR Function with the Help of ADP Workforce Now®

MoreDirect, Inc. began in the early 1990s as a business-to-business hardware reseller. Today, the Florida-based company provides a broad range of IT hardware, software, and services to private-sector companies with 2,000 or more employees throughout the United States. As the company grew, so did its need to support a larger—and geographically diverse—workforce. The current footprint of MoreDirect’s employee base covers 30 states, and the vast majority of its 350 employees work out of their homes. Prior to Grisell Martinez, Senior Human Resources and Payroll Manager, joining MoreDirect in 2004, the company used QuickBooks to do payroll and HR was the traditional paper mill of forms governed by manual processes and procedures. “We used to be a very transactional, paperwork-driven department,” she recalls. MoreDirect, Inc. solved this problem by choosing ADP Workforce Now® and its single-sign-on integrated platform solution for HR, payroll, performance and compensation management, recruiting management, and analytics. The HR department can now focus on its key initiative—recruiting new employees. Martinez says, “We’re definitely spending more of our...

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Happy New Year! 8 HR Resolutions for 2018

New Year’s resolutions can help bring about positive change, whether in our personal lives or at work. With 2018 approaching, here are some HR resolutions to consider—and suggestions for helping make them stick. #1: Review your hiring procedures. Review your job advertisements, recruiting practices, application forms, interview questions, and screening and selection procedures to ensure they are effective and comply with all applicable laws. Avoid questions that could reveal a candidate’s protected class, such as age, disability, national origin, and religion. Additionally, depending on your jurisdiction, you may be prohibited from asking about an applicant’s criminal history (prior to making a conditional job offer) or salary history. #2: Create/update job descriptions. Written job descriptions can help you identify essential functions and qualifications needed for a role. They can also help you set clear expectations with employees, evaluate performance, make compensation decisions, identify training needs, handle requests for reasonable accommodations, and make exempt vs. non-exempt classification decisions. In 2018, review and update your job descriptions to make sure they accurately...

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Brrr…It’s Cold Outside! Winter Safety Hazards and How to Avoid Them

Colder temperatures and shorter daylight hours in winter months can result in workplace hazards, especially for employees who work outdoors or who drive as a part of their job. On icy days, walking to and from the company parking lot can pose risk. Here are some steps you can take to help protect employees. #1: Check heating, insulation, and ventilation systems. Ensure proper heating, insulation, ventilation, and humidity in indoor environments and monitor these systems regularly. Consider prohibiting space heaters in the workplace, which can increase the risk of fire. Make sure thermometers are placed in all areas in which workers are exposed to cold temperatures and shield workers from drafty or windy conditions. #2: Require proper clothing for work conditions. Instruct employees who work in cold conditions to dress in layers so that they may adjust to changing conditions and to wear a hat, gloves, and insulated boots. The Occupational Safety and Health Administration (OSHA) recommends employers wear at least three layers: (1) an inner layer made of...

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