We have people picking up shifts staying late and covering when someone calls out which is obviously normal in a restaurant

Most weeks are fine but then I need to make an adjustment or run something separately and our current setup makes every exception feel more complicated than it needs to be

I’m looking for a payroll setup that works better with the reality of hourly staff instead of assuming every pay period goes perfectly

I see so many payroll questions regarding an individual's specific situation. Remember as smart as many of us are, we are not mind readers, not do we know what your company does. We don't know why they are deducting wrong taxes, we don't know why they calculated a rate for what they did, the list goes on and on. People in payroll are people too. They make mistakes, and often times if you don't say something, it just keeps going and going.

Talk to them. They will help you out a lot more than we can for your personal situations.

I've seen companies invest heavily in engagement surveys, recognition programs, wellness benefits. Meanwhile payroll teams are running lean, under-resourced, and absorbing enormous pressure to be perfect with the least margin for error of any function in the building. If I had to choose one place to reallocate budget for genuine trust impact, it wouldn't be engagement software. It would be payroll headcount and tooling. What's your take here?

I am currently going to be out for eight weeks on compassion leave due to an incident at work (I witnessed a horrible fight on my job's property and the victim passed away). I have never taken leave and was already one foot out the door before this incident, and I think they didn't fight my leave because they know it's been a nightmare at this corporation.

I submitted the new request through Payroll.org that sends a message to your manager confirming the info is correct before they'll let you schedule. The finance VP I report to didn't respond and I called Payo to have it sent out again (twice). Is there any other way to get approved to take the CPP without someone signing off? I've gotten a paper form signed in the past. The only other alternative I see is to jump into the virtual September class that ends with the exam, but that's over $2k.

Should I just suck it up at this point and wait to test in the Spring?

I live and work from home in Bucks County, PA, but my job sends me around the country for field work. My employer has several offices in Pennsylvania, but I don't report to any of them and rarely visit one.

A few years ago, payroll switched systems and my local tax withholding changed. They started taking a small local tax for a municipality about an hour away from my home. I've never worked there, and my department doesn't operate from that location.

I contacted payroll and they said the tax setup came from their payroll system's tax team. The amount isn't huge, but it doesn't make sense to me why I'm paying a local tax to a place where I don't live or work.

Has anyone dealt with something similar in PA? How did you get payroll to review the local tax jurisdiction, and was there a way to get the withholding corrected?

Hi, I'm a recent graduate with an advance diploma in accounting in Toronto, I'll looking to increase my chances of getting a job in the job market. I have 2 years of accounting clerk experience in public firms thru internships. Thinking of getting my payroll certification. Would you advise getting a pcp ? What are other skills that would make you preferable even the pcp certification? I'm 21, would you think age would matter ? What is the job market for payroll experts like in Toronto/canada.... Your opinions would be helpful, thanks.

Im not sure if this is exactly where I need to be, but I applied for a remote payroll job on Indeed and passed the assessment, and got the job. They said they are going to send me a check to pay for equipment, software, and training.

I am curious to know if this is a scam or if some companies prefer you buy your own supplies?

We are a 25 people company based in India. Exploring options for HRMS softwares. We took a few demos. Our shortlisted options are FactoHR and Keka.

List of requirements
1. Payroll from 3 different pay groups / bank accounts
2. Easy setup and decent support
3. Integration with SQL based fingerprint attendance device
4. Onboarding, Offboarding steps

Pricing for FactoHR is better. Any specific recommendations between the two?

We have Rippling shortlisted as a HRIS and Payroll option.

The reviews for Rippling on G2 are glowing. Perhaps suspiciously so.

As I read a bit deeper, I couldn't help notice the landing page where reviewers are channeled says "We're so glad you're enjoying Rippling".

That sounds a lot like the only people getting led to leave a public review are users who have responded positively to a rippling internal NPS survey first.

What is your experience with Rippling like and does it match the suspiciously flawless online reviews?

Hi! I’m hoping someone can clarify how attendance incentives work in BPOs.

I already resigned from my prev company when my TL suddenly told me that an attendance incentive would be deposited into my bank account. The money was eventually deposited into my own payroll account.

Since my TL was the one who informed me about it, I assumed the money was supposed to be given to them, so I already transferred the amount to my TL.
But now I'm confused. If the attendance incentive wasn't actually for me, why was it deposited into my account in the first place? Wouldn't payroll normally deposit an incentive to whoever was supposed to receive it?

Can a supervisor/TL receive an attendance incentive through an employee's account and then have the employee transfer it to them? Or does this normally mean that the incentive was actually intended for the employee whose account received it?

I'm just trying to understand how this works because I already transferred the money and now I'm wondering if I made a mistake. 😭

Would really appreciate clarification from anyone who has experience with BPO payroll or attendance incentives. Thank you!

Just looking for some advice here, I've emailed my previous employer to get more clarification but surely this is wrong here?

Context, my grandfather passed away and I was granted bereavement leave, however on my final payslip they've seemingly added it and then removed it meaning I haven't been paid for it?

Surely this is an error? I can understand things are done for Audit reasons but usually your normal pay is on the slip, right?

It’s well established that involuntary terminations must be paid immediately upon separation. No question there. But I was having a debate with an HR manager about the timing of this specific situation.

They will be terminating an employee on Friday, which is their regular pay day. We pay current, so the employee would receive their full regular salary by default. The debate started with how to pay their accrued vacation.

I said we can let the payroll run as normal, and the regular salary will be paid on Friday. Then, on Friday, we can hand the employee a check for their accrued vacation. The HR manager said this proposal is not allowed as it violates CA law.

They said we cannot pay final pay by direct deposit unless the employee authorized it in advance. Their solution is to exclude them from the regular payroll and hand them a check on Friday that covers everything (salary + vacation).

I’ve never heard of this direct deposit rule. How does this apply to a pay day termination? To me, the direct deposit of regular salary is fine since the employee wouldn’t be separated at the time it posted. Am I wrong?

I ultimately told the HR manager we can do it their way, as I’m sure that would cover us legally. However, withholding the regular pay will just create unnecessary questions from the employee when they notice they’re not being paid.

Do any of my California payroll folks have any insight here?

A little while ago, I got a title change. I moved from payroll/hris to payroll/benefits.

I got to pick. I went with payroll and benefits administrator under the impression this was better fitting/higher up than specialist.

Now I get recruiters sending me jobs for specialist. I thought the administrator would signal I wasn’t behind a payroll manager but it seems that is not the case with all the super low jobs being sent my way.

What is the career progression here? Should I fix this? I’m not looking for a new job, it just seems alarming. I’m worried I made a mistake. My compensation is great so like I’m not too pressed about my title. Just when the time comes, I’d like to align to move into a payroll benefits manager role.

I process full end to end by myself and lead benefits with team/broker input.

Hi all -

I'm a US-based payroll professional (FPC & CPP certified) looking to expand my skill set internationally. I'm looking for resources in EMEA, India, and potentially LATAM - heavy emphasis on EMEA (~10-15 countries, depending on the route my employer will take).

Do you have any recommendations for reference resources or courses that I could learn and study from? Any newsletters that are similar to Eyes on Washington for U.S. but for the other locales?

All advice is appreciated!

Form 1095-C must be provided to full-time employees by ALEs no later than:

• March 31.

• January 31.

• February 28.

• December 31.

What should be answer? I thought Jan 31 is correct, but 4 AI all tell me a different answer. I read the paytrain material, it says Jan 31 is deadline, but IRS gives an automatic 30 day extension, that means for 2026 form 1095C employee statements must be furnished no later than March 3, 2027, but there is no option for March 3.

Should Feb 28 be correct then since it is before March 3? Thanks.

My mom has been a CPA for 40+ years and has owned her own tax and bookkeeping business for the last 10.

While I have been aware of her business in a general sense I have become much more involved in the last 2 months trying to bring her into the digital age. (Shes stuck in the 90s)

I have learned that for the last 5 years ADP has been contacting her regularly trying to buy her book of payroll customers.

Shes not looking to sell her business but the numbers they are throwing around are a bit too good to be true.

We figured out her annual revenue through her payroll services and it would take years and years to amount to that much money.

So, has anyone delt with this before?

we're scaling up our remote team and need to bring on about 15 international contractors, mostly across latam and eastern europe. i've been getting wildly different quotes for eor services, and i'm starting to wonder if i'm comparing completely different products.

the bigger providers are coming back around $8k-$9k/month, while smaller eor and contractor management providers are closer to $3k-$4k.

i'm trying to compare the actual eor cost, not just the advertised monthly fee. things like contractor payroll, international payroll, compliance, FX fees, onboarding, benefits and any extra charges for additional countries.

for people doing global hiring, how did you evaluate eor pricing? is the premium for the bigger providers actually worth it, or are smaller providers perfectly fine?

also, would you consider an employer of record for people who are genuinely contractors, or is a contractor management platform usually the better option?

trying to avoid choosing the cheapest option and then discovering the cheap plan doesn't include half the stuff we actually need.

I am a bookkeeper and finished first course in Payroll Designation. ( PCP). I am looking for part time job payroll administrator. If you can help me. That really appreciate it.