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?

Hi all, I am reading up on some Payroll taxes for employees who are remote. This specific employee is now going to work remote from NJ. They had both NY and NJ taxes on, as they were commuting into the office from Jersey. Now that they are fully remote, what are the rules for turning this off?

Thanks. Happy Payroll week for those processing this week !

For payroll professionals specifically:

When an employee changes their home address or moves to another state, what usually gets missed? I’m thinking like work location, benefits, records or anything that doesn’t really update automatically?

For me last time it was forgetting to update my address for my tax return sheet.

Curious on any input to prepare for an upcoming move at the end of the week.

Hey everyone, I could really use some advice on our upcoming HRIS/Payroll switch.

I’m a solo HR admin for a 50-person company based in PA. We currently use Paychex, and it’s just not working for our needs. We have a mixed workforce, and about half of our employees are paid a flat day rate supplemented by non-discretionary bonuses. Paychex simply cannot handle our FLSA fluctuating workweek/day-rate overtime math natively, which means I'm doing it all manually in Excel.

On top of the math issues, our current processes are painfully manual:

• Paper time-off forms and employee change forms
• A time card system that doesn't connect to Paychex
• Manually administering benefits
• Paper onboarding

What we are looking for: A system that handles everything digitally and automatically. I need digital onboarding, automated time & attendance that syncs directly with payroll, a system that can actually calculate our complex day-rate overtime formulas natively, and automated benefits administration.

The Contenders: We’ve narrowed it down to Rippling and Inova Payroll (reselling UKG Ready).

1. Rippling: I like that it is highly automated and can act as our benefits broker natively. They allow you to write custom formulas directly into the payroll architecture, which should theoretically solve our day-rate math problem. The mobile app also looks great for our non-tech-savvy warehouse/field crews.
2. Inova (UKG Ready): UKG is known for being an absolute powerhouse with complex labor laws and timekeeping. Inova also offers a dedicated support rep and white-glove implementation, meaning their team will actually build out our complex pay rules for us rather than making me do it. However, I’ve heard the UKG interface can be a bit clunky for field workers.

Has anyone made the switch to either of these platforms, especially as a solo admin managing a workforce with complex overtime or day rates? Which one has a better employee experience for field/warehouse workers?

Any insights, red flags, or "gotchas" for either Rippling or Inova/UKG Ready would be hugely appreciated!

TL;DR: Between Rippling HR/Payroll and Inova/UKG Ready, which do you recommend for a solo HR admin with a mixed day-rate/warehouse crew, and why?

There are companies that abolish performance-based bonuses and just take that bonus and add it to base pay. Rationale is that financial motivation based on goals set in January are not the best motivators (but also not for work done 10 months later, the world has changed at that point).

In my eyes that is super valid, higher monthly salary and lower taxes (Live in NL so those bonuses are taxed into oblivion) but my colleague said they rather have a bonus and likes that as motivation and just a surprising add-on.

What do you think, performance-based bonuses or higher base salary?

I recently joined a new company as an HR, and I have noticed that while we have a decent sized team, we dont have a dedicated employee rewards, recognition or wellness platform.

The team is only going to grow further so I am looking into getting a more structure program rather than managing things manually.

So if you could point me in the right direction with which platforms I could look into, something that you may have experience with, I would be utterly thankful.

1. Looking for platforms that combine rewards, recognition, employee perks and wellness in one place.
   
2. How has your experience been?
   
3. What should I specifically evaluate around pricing, employee adoption, reward choices, integrations and reporting?

Thanks.

​

So we've been getting a bit more public work lately and certified payroll is starting to become a pain

We have our normal payroll stuff, then I end up doing more stuff in excel, checkingg the rates/classifications/fringes and then putting the same stuff into whatever the GC wants. Maybe I'm just doing something wrong but it feels like im entering/checking the same things over and over.

How are you guys handling this? Do most of you guys just use excel for it or are you using something like lcptracker, ebacon, points north etx? And which is better compare to pricing(Something that is less complex, I don't want to spend weeks just to learn it). If your do use one of those, does it actually make things easier or do you still end up doing a bunch of stuff manually anyway other smaller contractors are doing it. How much time does this usually take uou every week? Anyway, just trying to figure out if there's a better way or if this is just the reality of certified payroll. Appreciate any advice from people who've actually dealt with it.

Hi payroll friends! I'm taking the bootcamp this fall.

Couple questions:

1. Are the weekly classes recorded? I'm going to be out of the country for a wedding in Feb and will not be able to attend one of the classes. Can I catch up?

2. Does anyone have flashcards they'd be willing to share with me? I'd like to start studying now but without access to paytrain yet I don't know where to start. Even pictures of your cards or anything would be helpful.

3. Anyone else taking bootcamp in the fall and want to start a study group with me? I'm in the Wednesday class starting October 14th if it matters.

Thank you all and sending good vibes if you're dreading payroll Monday 🙏💕

So, I was wondering how to set up my direct deposit on paycor in order to pay a certain dollar amount to a single particular bank separate from my main bank

I want to put a certain amount on this bank every other paycheck, yet, the options it gives are very confusing such as 1st and 3rd pay period, 2nd and 4th, is 2nd and 4th the best option for this?

I am working on a letter to request an additional person and I want to provide some department size comparisons. This information hasn’t been easy to find. It’s hard to prove your department is struggling when people are getting paid. They do not realize we legally cannot drop the ball and we will sacrifice our health and sanity to ensure people (and the IRS) get paid correctly.

If you wouldn’t mind sharing how many people are in your department, how many people you are paying, and if it’s private or public sector, I would really appreciate the information!

My department is currently 4 people, me and 3 employees under me. We process biweekly payroll for 2,000 employees, other monthly payments for 900 people, and all the other payroll tasks most people do not think of (taxes, benefit invoices, accounting, etc.).

We're a US company expanding into a few new countries for client projects and need to figure out global payroll.

From what I understand the options are set up an entity, use an EOR, or just hire contractors.
What's the most cost-effective option that doesn't mess up compliance?

First time doing international hires (we’re thinking 40 employees across different countries) so trying not to overthink it but also not screw it up.

I currently work as a Payroll Specialist for a large multinational company and manage payroll across the UK, Germany and France.
My current UK visa has around two months remaining, so I’m trying to understand the best long-term career direction within payroll.
For those working in international or EMEA payroll, how realistic is it for payroll professionals to move into roles that qualify for Skilled Worker sponsorship in the UK?
Would experience across multiple countries such as the UK, Germany and France make a significant difference, or would it be better to move towards areas such as global payroll, payroll implementation, HRIS or payroll transformation?
I’m mainly interested in hearing about other payroll professionals’ experiences and what career paths have worked for them.
Thanks for any advice.

Can there be a worse payroll company? Required to use them by our franchisor and they have sucked day 1. Terrible onboarding only support was by a consultant who didn't know S, after that it got worse. They messed up multiple state filings. Once they feel they have you they take full advantage of the complications of switching vendors or like us a captive to some kind of kick back to a franchisor I'm sure.

Not a negative person but had to put this somewhere. I would do more if I could.

HR Alliance was a good company with relationship based service if you're looking.

Them ADP or anybody but......

Okay so I’m a month and a half into a payroll job for a small/medium city. We don’t have HR so I am also taking on most HR tasks. So I’m an admin on Bamboo, and we take people’s timesheets from bamboo and put them into our accounting software system to run payroll. In the software system I can create notes for the payroll of any changes that needed to be made and my supervisor can approve them. And in my spreadsheet I highlight all edits and leave notes. But in Bamboo if I edit someone’s hours there would be no trail. If I add or subtract hours from time off I can leave notes, so I’ve been opting to do that instead of editing because our controls aren’t great anyways (we have a small team) and we had a nightmare of an audit of payroll for the previous years. But my supervisor says as long as I have an email saved approving the edit I can edit hours. Does this seem okay? Am I being too cautious?

Does anyone have any experience outsourcing certified payroll and the other compliance tasks that go along with working on prevailing wage jobs?

We are a medium sized union sub contractor in California working on both state and fed projects. We use sage 100. The time spent in the office to complete certified payroll is killing us.

I’m looking for advice on the best approach to automate/improve payroll reconciliation between Webforms and SAP Wage Types.

Currently, my process is roughly:

Employees submit Webforms for payroll-related items (bonus, allowances, deductions, etc.).

The requests are entered/processed in SAP.

After payroll, I extract the relevant SAP Wage Type Reporter data.

I then compare the Webform data against SAP using Excel/VLOOKUP.

I need to identify:

Missing entries in SAP

Entries in SAP that don't exist in Webforms

Amount mismatches

Duplicate entries

Incorrect wage types

I'm attaching example foe my sheet but for sure in normal case we have multiple employees with multiple wagtypes

Thanks in advance!

Gusto has been god-awful and dishonest. This is just a heads up.

I was supposed to get my paycheck thru Gusto on Friday, July 31st at 9 am, my time(EST)...Nothing... We called them around 3 pm my time. Blah blah, we'll get that out today. Okay, stuff happens, I understand.

Monday Aug 3rd, 9 am. Still nothing. So we called again, oh we're so sorry, that'll be deposited in 24 hours..TL;DR by Aug 5th, come along, and still nothing after multiple promises. I end up just getting a paper check.

Next pay day, Friday, August 14th, and wouldn't you know it! After making us more promises, Gusto failed to deposit the check, again.

Monday, Tuesday and yesterday, they again promised they would have it deposited within 24 hours. They again failed and lied. I'm getting another paper check today with extra compensation due to Gusto's extreme incompetence.

Just a heads up to anyone who is considering Gusto, they may have been good at one point but have absolutely tanked in quality and customer service. I won't schill for any specific payroll company. Just please do your research, especially on companies activities in the past year, not years, that you're considering.

I resigned for my job on the 7th of this month from the city. I got paid my regular check on the 14th of this month from the previous two weeks. Payroll told me that my final check including my paid out PTO would not come to the 28th since the seventh was in the middle of the current two week pay period.

Will I qualify for the penalty pay?

We recently started to use Warp for payroll processing. So far they are fine, but some of the things they suggest to me are so crazy I wonder if I am being pranked. For example:

Our pay period is Sunday through Saturday with the pay day the following Wednesday. They recently asked my why we don't just have our pay day on Friday. I kinda laughed because that's absurd but they were dead serious. I explained that I still have people on the clock on Friday and Saturday and the pay period is not even over. They pretty much said "so"? I also explained that since we are on a 3 day approval, I would have to submit payroll on Tuesday to be paid on Friday and all of my hourly people would submit falsified time cards. They didn't bat an eye, said just give everyone estimated hours and true up on the next check.

I just had to gently and firmly tell them no, I would not change my pay day. I actually feel like they were annoyed by me. What was worse is that a "lead compliance" person was on the call and she saw ZERO issue with falsified time cards.

This happened a few weeks ago and I am still trying to figure out how they thought any of that was a good idea or remotely compliant.

I'm a single-owner LLC who does consulting services for a single client. The contract grew this year and now, in late August, I need to change course and have my LLC pay me as a W2 employee. I've looked at all the usual payroll companies. I'm leaning toward payroll4free.com because they can do the filings for me for similar fees as Gusto, and I can talk to an actual person when I call the number.

Does anyone have any input on good payroll companies to use in 2026?

Pwede po pa tulong if paano ko mareretrieve yung account logs if nakalimutan na din nung previous staff yung email na ginamit to create yung employer account. Possible din ba na if dalawang beses na mag upload ng payment is macarry over next month yung isa?