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We can help you to repair damaged QuickBooks filesWhy Employees Want (and Need) To Do Their Own PayrollMassachusetts Town Select Board Asks FBI To Investigate Its Own Police Department For Payroll DiscrepanciesYour Business Goes Further When Employees Do Their Own Payroll that can not be opened. Recover current data files by updating an old QuickBooks file or backup with current information from the transaction log.
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Call Now From self-checkout at the grocery store to streaming movies online, we’re used to a certain level of user-friendly, intuitive self-service in our daily lives. It’s no surprise your employees likely carry the same expectation about the applications at work, including those driving their payroll. After all, why should the tech they use lag behind in functionality? The headaches caused by inefficient, outdated HR software are no secret. In a survey commissioned by Paycom and conducted by OnePoll, 77% of employees say they are frustrated with their workplace’s tech, and 79% stress they could accomplish more with faster, updated tools. In fact, 67% of workers report they would take a pay cut for a better solution. Their concerns make sense. For instance, most employees are doing things like enrolling in their own benefits, declaring their tax withholdings, submitting expenses, requesting time off, and completing their own timecards, so why shouldn’t they have a hand in verifying all of this when it comes to payroll? Payroll isn’t a crime thriller, and there’s no fun in trying to unravel a secret surrounding someone’s pay. When employees have comprehensive insight into their compensation before it hits their account, they’re given power they likely never had before. This is more than just a check preview, however, as employee-driven payroll means workers actually do, troubleshoot, and approve their check so HR doesn’t have to tangle with after-the-fact errors. With this increased clarity, employees’ questions about their pay are less exasperated and more productive, even more so if they can ask them within a single, easy-to-use app. And knowing exactly what their pay is gives them a greater opportunity to plan ahead and ask less stress-inducing questions. Employee-driven payroll offers a thicker layer of protection courtesy of the people who know their pay best, so mistakes can be caught--and, more importantly, resolved--before submission and before they boil over into an emergency. By automatically notifying employees--ideally through the same app they use to clock in, request time off, and enroll in benefits--of concerns they need to resolve, like missing punches, they can help clear some of the most common (and time-consuming) obstacles that separate them from a perfect paycheck. This heightened involvement and visibility isn’t just about catching discrepancies. While employee-driven payroll doesn’t mean your workers can adjust their wage, it does bring them closer to their data and what makes up their pay, including deductions, allocations, and other variables that can impact it. This unparalleled insight makes it easier for them to plan for the future and can reduce the likelihood of financial inconveniences like overdraft fees, missed payments, and other events that can render employees less focused and more stressed. Are you ready to introduce your employees to the future of payroll? Then you should meet Beti™, the industry-first, employee-driven payroll experience from Paycom. “Beti is giving ownership of payroll to employees and managers, which is great because they know better than anyone what their paychecks should be,” said the CHRO/COO of one credit union. And Beti was recently named a Top HR Product of 2021 by Human Resource Executive® magazine.The Boxborough Select Board is seeking the help of the FBI’s Public Corruption Unit in investigating payment discrepancies within the town’s police department. In a 3-2 vote Monday night, the Select Board ordered the town administrator to request the bureau investigate how some officers may have been compensated for their work at a higher rate than they should have. The issue was raised by a former police administrative assistant who accused the department of overpaying some employees. On Monday, at the Select Board meeting, Police Chief Warren Ryder was given the opportunity to explain the accusations against him and the department. Addressing one example of payroll issues, Ryder described how officers can earn higher pay if they hold certain university degrees. In December of 2020, he said, an employee earned a master’s degree and submitted a transcript for approval of a higher pay rate. But upon notification of the change in pay, the town accountant found that the employee was already being paid as if they held the advanced degree. Boxborough Police Chief Warren Ryder presents during the town's Oct. 18, 2021 Select Board meeting on payroll issues in his police department. Afterward, the board narrowly voted to ask the FBI's Public Corruption Unit to investigate the payroll discrepancies. Ryder said he investigated the issue and found that four employees were being incorrectly paid. The chief notified town leaders, he said, and asked whether and how the town would recover the overpaid wages. The employees were later given the option to repay the money in installments, Ryder said, and in June of 2021, after the money had been returned in its entirety, the matter was closed. The former employee also raised questions of improper use of other payroll categories, including holiday time and compensatory time. The issues became public, Ryder said, after the former employee was fired from the department. After their dismissal, the employee sent public records documenting the payment discrepancies to the homes of town leaders. But the documents may not have been obtained according to open records laws, John Markiewicz, the Select Board’s chairman, said. Posts including some records were also made on a town social media page. Boxborough Select Board chair John Markiewicz during the board's Oct. 18, 2021 meeting. The board narrowly voted to ask the FBI's Public Corruption Unit to investigate payroll discrepancies in the town's police department. Ryder refuted the idea of impropriety in his staff’s pay. The department, he said, had “been through a lot of stress and dedicated far too much time into what started as a simple personnel issue.” “I’ve addressed each and every specific allegation by this former employee,” he said. “I’ve provided detailed summaries with backup documentation to the Select Board that without question exonerates me or anyone in the police department staff of any wrongdoing.” After Ryder’s presentation, Select Board member Wesley Fowlks raised the prospect of referring the issue to the FBI’s Public Corruption Unit in order to avoid having town leaders investigate it. “I believe if we do an investigation, that we shouldn’t be in charge of it,” he said. “I don’t think it should rest within the town either.” An investigation could cost tens-of-thousands of dollars, Fowlks said. He also did not think the Select Board had the ability to look into the matter themselves. “I believe what the chief is saying and moving forward I would expect that there are no findings,” Fowlks said. “While this sounds fairly extreme, I believe it’s very reasonable, and I don’t know a better way to restore the public’s trust in this police department.” While Markiewicz, the board’s chair, agreed that there was a need to restore public trust in the police department, board member Jennifer Campbell said she believed that the chief had answered all remaining questions about the payroll issues. “There’s a lot of innuendo and allegations going on there, but the specific allegations we have in front of us, the chief has addressed,” she said. “We were provided with documentation to back this up.” Markiewicz and Fowlks were joined by board member Diana Lipari in approving the request to seek the FBI’s assistance in an investigation. Campbell voted against the proposal, along with board member Leslie Fox, who said it would be better to investigate the entire town staff’s payroll system, which he said had seen issues in the past, instead of focusing on the police department. Note to readers: if you purchase something through one of our affiliate links we may earn a commission.When it comes to payroll, “just OK” is never OK. But what else can your HR team do besides submitting an employee’s pay and hoping it isn’t followed by an angry email or a panicked call late Friday because of a mistake? And that’s after they already spent hours on tedious data entry courtesy of an antiquated process. They could try doing less and letting your employees have access to more. With traditional payroll, addressing any discrepancies that can arise is a bit roundabout. “Even the early and definitely second and third generations of employee self-service applications provided employees with visibility into their prior paychecks and pay advice, but the access was, by its nature, always backward-facing,” wrote, HR Technology Conference program chair and HR Happy Hour podcast co-host. No payroll specialist knowingly submits an incorrect payroll, thus administering a correction is almost always a reaction. But with employee-driven payroll, your HR department can be more proactive and focus on higher-level, strategic endeavors because the software guides employees through effectively paying themselves. And no, this doesn’t mean they can set their own compensation. Instead, the right HR tech empowers an employee to view, manage, and approve their paycheck--as well as ask for a fix if needed--before it hits their account, so it’s always correct. The price of rectifying mistakes can add up quickly. When has cutting a makeup check or conducting an on-the-fly audit ever been convenient or cost-effective? And with a recent Ernst & Young study revealing that the average estimated cost of a manual HR task is now $4.70, per task per employee, the price of antiquated processes shows no signs of slowing down, especially as your number of employees rises. The costs of corrections can quickly compound with untimely voids, wire transfers, direct deposit reversals, and rushed benefit modifications. By catching errors prior to submission, employee-driven payroll can lead to fewer fees brought on by corrections and adjustments. And when payroll is inaccurate, your employees suffer. The American Payroll Association finds that 69% of Americans live paycheck to paycheck, proving that the accuracy of their paychecks is paramount. Thus, employee-driven payroll offers an extra layer of protection courtesy of the people who know their pay best, so mistakes can be caught--and resolved--before submission, before they boil over into an emergency, and before they have a chance to chip away at your bottom line. Employee-driven payroll may sound like a revolution, and it absolutely is, but when you consider the responsibility employees already have with self-service tech, it seems more like the logical next step. By putting the power of payroll in employees’ hands, HR does ultimately do less. But more importantly, it enables them to do much, much more. By reclaiming their time, they can focus on strategy and other business-forward initiatives that make them a valued, indispensable partner to the C-suite. When HR professionals no longer have to spend time on employee data entry (and re-entry), they move out of the middleman role and get to do the impactful, innovative things that move your organization forward. Are you ready to bring your business into the future of payroll? You should meet Beti™, the industry-first, employee-driven payroll experience from Paycom, declared a Top HR Product of 2021 by Human Resource Executive® magazine.
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