New York Payroll Compliance - How Does NYWTPA Affect You?

In April 2011, the New York Wage Theft Protection Act went into effect. This new law requires additional notice and record keeping requirements from New York employers. The law will mean additional time and paperwork from all New York employers in the form of written notice to be signed by the employee. Employees are to be provided with a separate written notice of pay rate, pay day, basis of pay rate, pay frequency and any types of allowances at the time of hire. Distribution of Notices requesting the employee's signature will also be required, if there is a change in position or decrease in pay, and annually between January 1st and February 1st. Notices are to be provided in English and the employee's primary language, if published by the State of New York. Employers are required to keep these signed notices for six years.

Employers who do not provide the proper wage notices can be fined $50/week per employee and could be subject to criminal penalties.

With the growing complexity of New York requirements, CIC Plus has created a solution to streamline this entire process which includes multilingual capability. This solution saves employers time, money and the worry of penalties for non-compliance. Read more about CIC Plus' New York Wage Theft Protection Act Solution >>

PA Act 32: Is Your Company Ready for January 1st?

The Centre Daily Times has a good article on the impact of PA Act 32's new requirements on affected companies:

http://www.centredaily.com/2011/10/19/2955225/small-businesses-wrestle-with.html

These new demands are creating an increased workload for employers as they scramble to make sure their forms and databases are compliant for the January 1st deadline. Employers that are not in compliance will be fined. So, don't wait until the last minute to get your questions about PA Act 32 answered. We have two great solutions that can help streamline the process and help you be ready. Contact us to learn more about PA Act 32 and how we can help.

Grand Rapids Expects to Save $114,000 with Paperless Pay

Another example of paperless pay cost savings. Grand Rapids reported that they are transitioning 1,100 employees to paperless pay. With check printing costs of about $4 each per pay period, the expected savings are about $114,000.

Sometimes the hardest step is just deciding. If you are still weighing the impact of paperless pay for your company, we invite you to read how easy the process is in a real life paperless pay case study. You can get an estimate of your cost savings with our 'online pay stub savings calculator'.