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9 Ways to Protect Sensitive Employee Information

From date of birth to Social Security Number (SSN) to medical records, you may need to gather sensitive employee information during the course of the employment relationship. As an employer, you have a responsibility to protect this type of information. Here are nine recommendations for protecting sensitive employee data: #1: Develop formal policies and procedures. Develop a formal data security policy that defines the type of sensitive information the company will protect, and how the company will protect such information. State that employee data will only be collected for legitimate business purposes and instruct employees to inform you as soon as they suspect someone has gained unauthorized access to protected information. Additionally, clearly state that unauthorized copying, transmitting, viewing, or use of sensitive employee information is subject to discipline, up to and including termination. #2: Maintain records securely. Implement administrative, technical, and physical controls to properly secure employee records. Paper records should be stored in a locked location, with access limited to one individual who is chiefly responsible for...

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Integrations – What Every Broker Wants: BenefitsPro Highlights ADP Marketplace

In a recent article published in BenefitsPro, the ADP Marketplace — ADP’s app store for HR technology integrations – was featured as a solution brokers should consider when looking to help clients integrate multiple HR databases including payroll, benefits, recruitment, etc. Payroll is another example of where multiple databases may have to exist. However, payroll providers are already working to address the problem of multiple databases by developing open API. For example, ADP has created its own App Store similar to Apple’s called the ADP Marketplace. ADP requires software companies to integrate via an API and meet specified requirements that ensure high quality and real-time synchronization of data. The ADP Marketplace is a cloud-based platform where developers and clients can access human capital management-related (HCM) open application programming interfaces (APIs) to integrate various employer- and employee-based solutions. For companies this means they can securely connect various applications to their ADP data and remove the hassle of inputting data manually or performing data imports. To read the full article visit:...

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Failure to Launch? Tips to Starting an Effective Payroll Card Program

Paperless payroll is on the rise and payroll cards are a particularly valuable option for the ever-changing workforce. Yet some companies still lag in adopting electronic payroll options, specifically payroll cards. If your company is lagging, you could be losing the benefits of increased cost savings for your company, time savings for you, and payroll flexibility – including instant access to pay –for your employees. Join us on September 7th and get key insights and review research that helps identify how paperless payroll processing are affecting companies and their employees, and where this trend is headed next. We also will provide valuable tips and best practices on how businesses can adopt a paperless payroll process that includes payroll cards, while anticipating how trends like an increased mobility of a millennial workforce and prevailing state and federal compliance mandates may affect the future of wage payments. What You Will Learn: How paperless payroll processing is affecting companies and their employees How trends like increased mobility of a millennial workforce may...

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Agemark Improves Data Accuracy and Decision Making with an Integrated Solution from ADP®

Originally founded in 1987 as a renovator of historic buildings for reuse, Agemark quickly re-focused both its vision and its mission – to develop exceptional communities that focus on making a positive difference in the lives of seniors and their families. Today the company builds new construction to house its growing portfolio of senior-assisted living communities, with 700 employees working in more than a dozen senior living communities in six U.S. states. As Agemark grew, disparate business software solutions became part of the company’s landscape. While each function – payroll, human resources, finance and accounting – had the software it needed, management had a “must-have” of its own – access to integrated data across all functions that would help maximize informed decision making. Agemark made a strategic decision to implement a solution combining ADP Workforce Now® and Intacct – a leading provider of best-in-class cloud ERP software to improve data visibility and quickly transform data into useful information. Says Alicia Summers, assistant controller at Agemark, “having the data integrate...

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Four Ways To Check the Pulse Of A Workforce

Most employers, and their advisers, probably wish they could peek into the minds of employees to understand what workers are thinking, gain perspective on day-to-day frustrations and use that information to help make employees’ lives easier. These vital insights can inform an employer’s ability to help employees feel more empowered, do great work, feel secure and supported in their organizational roles and to build a better company culture. Taking the pulse of a workforce shouldn’t be a guessing game. An informal process of ‘throwing ideas against the wall to see what sticks’ wastes time, wastes resources and only serves to frustrate employees. There are better ways to understand what makes employees tick. A good place to start is seeing work from their point of view. A recent ADP study, Fixing the Talent Management Disconnect, shows that there is a gap between how employers and employees 72% of employers believe performance reviews are an important milestone for career development, only 54% of employees agree. Further, only 15% of employees say...

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Workplace Compliance Spotlight: Health and Welfare Plan Checkup

Health and welfare programs are core building blocks of your business. When is the last time you thought about reviewing your health and welfare plan administration from beginning to end? Have you updated your plan document to reflect how you operate your plan? As organizations focus on keeping up to date with ever changing compliance and reporting obligations such as the Affordable Care Act, it is easy to overlook basic, core plan administration compliance. An end-to-end plan administration review may seem overwhelming. However, by focusing on the more common areas that may become out of sync with plan operation, an organization can avoid some of the major compliance pitfalls. Join us on August 23rd with other business owners, HR leaders and finance execs like yourself for the next installment in our Workplace Compliance Spotlight webcast series and get critical insights and best practices on health and welfare plan compliance, such as: How plan documents might need to be updated to reflect actual operations; The most common cafeteria plan issues...

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Four Common Employee Requests & How to Respond

If an employee comes to you with a request for employment verification, access to his or her personnel file, a job accommodation, or someone else to pick up his or her paycheck, will you know how to respond? Here are some guidelines for handling these types of requests. #1: Employment Verification: Employees seeking a loan, credit card, lease, or government assistance (among other reasons), may ask you to provide employment verification. These requests typically involve confirming dates of employment, hours of work, pay rates, and related information. If you receive such a request: Obtain the employee’s written authorization. Have the employee submit a written request and authorization to release the information. If an outside entity contacts you directly for employment verification, make sure you verify the authenticity of the request with the employee and obtain a written authorization to disclose the requested information. Note: If the outside entity is a court or government agency and is ordering you to provide the information, you generally don’t need the employee’s authorization...

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CDI and ADP® Solidify a Strategic Partnership with a Talent Sourcing Solution to Simplify Hiring and Onboarding

Center for Diagnostic Imaging (CDI), one of the nation’s largest provider networks for diagnostic imaging, interventional radiology, and mobile imaging services, serves more than one million patients a year, in 45 states. As an organization, CDI needs to manage the employees and HR functions that care for this patient population, a monumental task that requires a strong business partner who can handle the complexity of multi-state payroll administration and compliance. When CDI merged with another company in 2012, their current partner ADP® found itself vying with a competitive payroll provider, which the other company had been using. Impressed with what ADP was willing to offer in terms of product, pricing, service, and support, CDI chose to remain with ADP. Jessica Larson, senior vice president of HR at CDI says, “ADP has kept our business because they work as a strategic partner with me and are concerned about where we’re going as a company and making sure that we have what we need as we grow.” Read the full story...

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Service-Providing Sector Posts Strong Job Gains Across all Regions in July

According to the ADP Regional Employment Report, in July the service-providing sector again led job growth with professional and business services providing the majority of new jobs across all regions. On a state level, Texas and Florida continued to add a significant number of jobs. The ADP Regional Employment Report is produced by ADP®, a leading global provider of Human Capital Management (HCM) solutions, in collaboration with Moody’s Analytics, Inc. Here is a closer look at the regional numbers: California added 14,700 jobs Florida added 18,100 jobs Illinois added 6,800 jobs New Jersey added 4,200 jobs New York added 6,000 jobs Texas added 22,200 jobs Broadly distributed to the public each month, free of charge, the ADP Regional Employment Report measures the change in regional and state nonfarm private employment each month on a seasonally adjusted basis. For more detailed information, please visit: Share this:Click to email (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to...

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Pay Equity: HR Compliance Trend to Watch

Several jurisdictions are expanding and clarifying their laws prohibiting gender-based discrimination in pay, including restricting employers from making inquiries into an applicant’s pay history during the hiring process. This is because a candidate’s pay history may reflect discriminatory pay practices of a previous employer, which then could result in lower wages in the new job. While these laws differ among jurisdictions, they typically prohibit employers from seeking compensation history from an applicant or his/her current or former employer. Generally, employers are also prohibited from screening applicants based on their pay histories, including by requiring that an applicant’s prior compensation satisfy minimum or maximum criteria. The following jurisdictions have enacted these types of restrictions: Oregon (effective October 6, 2017) New York City, NY (effective October 31, 2017) Delaware (effective December 14, 2017) Massachusetts (effective July 1, 2018) San Francisco (effective July 1, 2018) Philadelphia (blocked due to pending litigation – watch for developments) If you are covered by one of these laws, remove salary history questions from application forms and...

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