Payroll Integration: Choosing the Right Solution

Businesses need adaptable solutions that cater to diverse payment structures and legal requirements.

Selecting a payroll integration solution is a critical decision for any business, shaping the foundation of seamless financial operations.
 

It influences not just payroll accuracy but overall workforce satisfaction. A well-chosen system ensures timely payments, tax compliance, and efficient record-keeping. Moreover, it fosters a transparent, trustworthy relationship between employers and employees, enhancing organizational credibility.

Ultimately, it empowers businesses to focus on their core operations, driving productivity, and fostering a harmonious work environment.

From the importance of conducting audits and considering scalability to valuing native integration over buzzwords, there are several factors HR must take into consideration while selecting a payroll integration solution.

Read Brett Farmiloe's article to understand How To Choose The Right Payroll Integration Solution for your organization.

As every employer knows, remote work is here to stay. But while employers and managers navigate the unique challenges associated with their workplaces, they should be mindful of recent guidance issued by the U.S. Department of Labor (DOL), which sets out the factors that employers should consider in both (a) deciding whether to allow employees to work remotely; and (b) ensuring that they have the necessary policies in place for those employees who do work remotely. The DOL has made clear that employers should not discriminate between on-site and remote employees, even if unintentionally.

Attorneys, Megan P. Mitchell and Lindsey E. Locke from Arnall Golden Gregory, in their article, Leave And Break Considerations For Remote Workers, delve deeper into the topic and share insights into how employers must evaluate their policies and procedures to ensure FLSA and FMLA compliance.

In recent months, several plaintiffs in Washington, almost all represented by a single plaintiff’s law firm, have filed purported class actions alleging that employers violated EPOA by failing to include wage scales or salaries in job postings since January 1, 2023.  Many of these plaintiffs have filed multiple lawsuits against several different employers.

In each case, the plaintiff seeks $5,000 in damages from each purported application, plus attorneys’ fees and costs under the EPOA. The lawyers appear to be arguing that they have been “harmed” under a strict liability standard, regardless of whether the plaintiffs were even remotely qualified to hold the position and regardless of whether they had any intention of filling that position.

Employers are vigorously defending against these claims and intend to demonstrate that these claims do not meet the purpose or intent of the EPOA.

Learn more about it in Seyfarth Shaw attorney Helen McFarland's article Challenging Boundaries: Washington's Wage Disclosure Litigation And Equal Pay Act.

That is not all. Also, check out the other articles featured in this month’s issue. We hope this edition of HRIS & Payroll Excellence will help you achieve excellence in your core HR and payroll processes.

Happy Reading!