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HR Cloud Now Integrates With QuickBooks by Intuit
Real-time data driven decisions are at the core of strategic agility; So we bring your HR data to life with instant access to accurate workforce metrics and dashboards across the entire HR process, so you can identify the patterns and trends to stay ahead of the competition.
Just follow few simple steps to easily connect with your QuickBooks Account. Once you see a successful message, pick your company then just follow the on-screen instructions to further Import Master Data, Payslips, Leave Balances and Leave Transactions.
Get Started. What is QuickBooks? It offers quick and easy access at anytime, anywhere on any device you can use. Understand your business and its position with tracking of expenditures and profits.
Monitor invoices, payments and accounts to your preference. Find out more or try QuickBooks Online for free.
Why EmployeeConnect and QuickBooks? Connecting to QuickBooks is as simple as 1,2,3 Just follow few simple steps to easily connect with your QuickBooks Account. Login to your EmployeeConnect account 2. Ready to get started? This broad category of HR covers hiring to firing, and everything in between.
If several new hires start at once, you might consider a formal new employee orientation—a more casual onboarding session will work, too. Make sure you never overlook the importance of having them feel part of the team right away. Once employees are up and running, you or your HR team should create an enriching work environment that continues to keep them motivated and challenged.
They also need to connect them with professional development opportunities. A number of other perks and benefits are often offered today. Some increasingly popular ones include:. The list of potential perks is endless. Start small and make additions as more new hires come on board.
As your company grows, survey them and see what benefits are most valued. Other than strong professional development opportunities and competitive benefits and salary, a positive work environment means you need to have a happy work culture.
Most also appreciate transparency. Also provide accessibility to management at all levels. To do so you must resolve disputes or issues immediately. Many employees actively seek a small or medium-sized because they want to feel a sense of belonging.
Staying compliant is more than just planning activities and keeping employees engaged. As the acting HR specialist, you need to be familiar with a wide variety of laws.
These include:. Whether you have one employee or just hired team member No. Your handbook should include job descriptions and summaries of policies for areas that include expected work hours and absences, vacation policy, salary and commission structure, benefits, dress code, information technology, and repercussions for employee infractions. A handbook serves as a backup HR department. Your HR department is liable to evolve along with your company.
Whether you hire an HR specialist who handles the function in-house or you outsource it to a reputable company, a robust HR function is essential for your company as it expands. HR and benefits can be an intimidating topic for a small business owner. You have to navigate federal and local employment laws, avoid cumbersome fees and fines, ensure your policies are both compliant and beneficial to your company, all while providing enough benefits to your employees to keep them happy.
Some creativity in your HR and benefits packages can help you attract high-performing employees and incentivize them to grow your business. It addresses 5 key areas:. Discrimination is the No. This includes unintentional discrimination. Studies show that diverse workforces are more productive and achieve more than just legal compliance.
Build your team with a focus on different backgrounds that can lead to a competitive advantage. You owe independent contractors only what you contractually agree to. Independent contractors are attractive because business owners have no obligation to withhold taxes, pay benefits, track hours, pay minimum wage, nor any other obligations that an employer owes its employees.
However, in recent years, state governments and the federal government have heavily scrutinized independent contractor classifications. Many independent contractors have been granted employee status, leaving employers with large penalties. Depending on the state, courts have issued different tests to determine whether a worker is an independent contractor or an employee. California, for example, has specifically stated that independent contractors who rely on a company as their primary source of income, must re-classify those contractors as W-2 employees.
Most of the tests use the concept of control as the deciding factor. No single factor automatically creates employee status. In most cases, the burden of proving independent contractor status falls on the business.
Keep this in mind when classifying a worker. Employees are either non-exempt or exempt. Non-exempt employees are paid hourly. You must ensure that their time is tracked correctly, and overtime is paid for any time worked beyond 40 hours in any given workweek. Most employees are non-exempt. There are 6 employee categories considered exempt from minimum wage and overtime laws:. You are responsible for tracking time and paying employees per their classification, not the employee.
Misclassification leads to lawsuits. If you treat non-exempt employees as exempt employees, you risk paying back wages, taxes, penalties, interest, and attorneys fees for your misclassification. Proper classification and wage compliance are challenging.
But, if you get creative with compensation, you can rally employees around your mission and increase productivity. Wages are traditionally limited to an hourly rate or salary. But, alternative compensation models include profit sharing, equity, and performance-based bonus programs. Unlike standard wages, you can base these alternative compensation models on the overall success of the company.
If the company is successful, employees earn more money. Structure bonus programs so employees focus on company performance.
Think beyond monetary compensation. Set up social spaces, ping-pong tables,and reading rooms. Company culture is an attractive alternative to cash alone. A Glassdoor study found that a positive culture is more valuable to many employees than compensation and benefits. Keep this in mind when considering your compensation strategy. Policies and procedures are standard in any modern business.
The list of such policies is long, and it continues to grow:. However, laws prohibit employers from discriminating against employees for protected characteristics or facilitating a hostile work environment full of harassment.
As a result, many employers set expectations for the company and employees through policies. While such policies aim to comply with the law, they risk unintentionally violating other laws. Keeping policies current with legal changes and consistently enforcing policies are difficult goals to achieve.
Follow 2 best practices when it comes to company policies:. Move beyond the tension that creating and maintaining legally-compliant policies causes, and your policies can strategically promote your company as an attractive place to work.
Consider time off and vacation policies. Many employers have eliminated time off and vacation policies. This aggressive approach to time off could be enough to win quality employees from other companies, even if you offer less salary.
Remote work policies are another policy-driven attraction to the modern workforce. Do you have positions that can be performed remotely? If so, your employees may appreciate working from their desired location, during the hours that best suit their lifestyle. Policies can be painful to manage. Focus on employee satisfaction and policies become an opportunity to win the trust and dedication of employees.
The Affordable Care Act ACA or Obamacare has become the most popular and controversial benefit-related legal compliance issues in the past few years. While the ACA continues to be the most discussed topic in benefits compliance, HR professionals must keep many benefit-related laws in mind. Others include:. If you think you may be required to offer benefits under any law, or you offer benefit plans that might be governed by law, consult an expert to ensure compliance.
The penalties associated with non-compliance far outweigh the cost of a consultation. Healthcare and retirement benefits are strictly regulated by law. However, many benefits or perks fall outside the scope of federal and state laws. Such perks both free and paid help attract and retain employees. Perks at Work offers a free platform where employers can improve company culture with over 30, unique discounts for their employers. At the local level, explore business partnerships with local restaurants, health clubs, apartment complexes, and other amenities.
Local businesses are often willing to offer special discounts for your employees, at no cost to you, because increased business volume justifies the discount. Consider low-cost perks for employees.
Small tokens of appreciation toward your employees can build strong rapport:. Many companies use performance-related discounts for government-mandated benefits. Wellness plans grant employees discounts on their health insurance premiums for meeting certain health goals or participating in health-related activities, such as:. Similar to hiring, discrimination is the main legal concern in performance management. It typically shows up in the form of retaliation. Retaliation whether intentional or unintentional occurs when an employer takes action against an employee for a protected characteristic.
Protected characteristics include everything listed in the hiring section plus:. Retaliation is commonly claimed in the context of performance reviews. In these cases an underperforming employee gets satisfactory feedback until the employer is ready to part ways.
In the end, an employee concludes that performance could have never played a role in their termination. With performance off the table, what are the other options? The employee and their lawyer look to protected characteristics. The employee claims they were fired because of race, gender, disability, reporting a hostile work environment, etc. The list of legally-protected characteristics is long.
And, it continues to grow. Honest, consistently-held performance reviews are the best way to avoid retaliation in performance management. While you need to avoid retaliation in the performance management process, a quality performance management program can be an effective tool for advancing your workforce through improved productivity.
A good performance management program includes 4 things:. Through planning and expectation setting, you educate your employees on your expectations for their performance and growth.
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