PayrollProf.com

Helping Improve Payroll & HR Organizations

We offer two levels of service, a “Basic Compliance Assessment” and a “Comprehensive Compliance Assessment.”  Random samples are used to identify issues in any of the following areas:  

• Recordkeeping requirements.  Demographic information, work week and work day definitions, hours worked, pay basis, regular rate of pay for non-exempt workers receiving overtime, additions and subtractions from pay, record retention and industry specific .
• Employee classification requirements.  Exempt/non-exempt, independent contractor arrangements .
• Minimum wage requirements .  Employees paid at least minimum wage, sub-minimum certifications, time worked “off the clock,” breaks, donning and doffing, travel time.
• Overtime requirements. All overtime hours paid at proper rate for actual hours worked.
• Child labor requirements.  Appropriate for employers with workers under the age of 18.

The comprehensive compliance review also may include:

• Multiple state requirements
• I-9 requirements
• Garnishments/levies requirements
• FMLA requirements
• COBRA requirements
• Vendor compliance issues (e.g. SAS 70 Type II)
• Security Issues (physical security, system security, data security, segregation of duties)

Contact us for more information on this essential service.

Compliance Assessment.  Are you certain your organization meets all Federal and State Wage & Hour Requirements?  Non-compliance with federal and state laws and regulations poses huge financial and operational risks.  Eager to offset revenue shortfalls, state and federal government agencies are stepping up their enforcement efforts of wage and hour, immigration, and other employer regulations.  The federal Wage and Hour Division has added new investigators to its field offices in an attempt to ramp up enforcement.  According to law.com, federal wage-and-hour settlements, on average, exceed $20 million.  With the potential for expensive settlements and the heightened scrutiny promised by federal and state governments, employers should take proactive measures to avoid liability.