Worklio is a powerful Payroll Software and HRMS for small and mid-sized businesses with focus on providing extensive Security, expert Customer Service and Growth.
BRNO, Czech Republic — Worklio™, the powerful Payroll Software and HRMS that is bringing a state-of-the-art technology to the business community has received SOC 2 Type II certification for the effectiveness of its service and security.
Worklio has a lot of projects in the works, including a revamped NEXT Dashboard, a streamlined system to organize Open Enrollment and empower employees with information to make educated elections, and a tool to automate repetitive tasks.
They are all in development. Check them out:
Security is an essential part of doing business in the online world and it is the foundation for the Worklio platform and day-to-day operations.
Worklio is a Software as a Service (SaaS) that was built on the latest Microsoft framework for web applications. It is designed specifically for the Microsoft Azure cloud — not an on-premises system that was installed in a virtual machine and called a “cloud”. Each instance is separated to protect each PEO company and its clients.
As the United States continues to fight to slow the spread of COVID-19, Worklio is constantly monitoring the situation to stay on top of the legislative developments in order to help our customers and their clients deal with the ongoing changes to federal regulations.
Hotfix releases continue to be made. Forthcoming legislative changes are being addressed in real time to provide customers and their clients with solutions as quickly as possible.
California, which has close to 40 million residents, is the most populous state and possibly the most complex when it comes to Payroll and Human Resources.
The “Eureka!” state has many laws and regulations to safeguard employers and employees. Almost every aspect of the workplace is covered, including meal and rest periods, vacation policies, itemized wage statements and final paycheck requirements.
Need another reminder for why you need to dot every “i” and cross every “t”? Here it is: he Department of Labor increased its civil penalties.
Pretty much every violation has been adjusted for inflation, including failures to comply with the Occupational Safety and Health Act (OSHA), the Fair Labor Standards Act (FLSA), the Family & Medical Leave Act (FMLA), the different versions of the Immigration & Nationality Act and the Migrant and Seasonal Agricultural Worker Protection Act (MSPA).
One of the first documents that new-hire employees fill out when they get on the job and one of the documents that should be updated every year is the Form W-4. For more than three decades, it has remained largely unchanged.
Not any more.
This year, the W-4 has gone through a significant update to make the withholding system more accurate and more transparent. As the IRS says, it will “ensure (a) smooth taxpayer experience.”
Whenever you make a big decision it is best to weigh the positives and negatives. Outsourcing your company to a Professional Employer Organization (PEO) or an Administrative Services Organization (ASO) would qualify as a big decision.
So which way does the scale tilt?
Every business is different so every situation is unique. For the positives
There are hundreds of Professional Employer Organizations (PEOs) that take on all Payroll, Benefits and HR responsibilities, and there are hundreds of Administrative Services Organizations (ASOs) that handle parts of a company’s day-to-day workload.
A PEO or an ASO could help any company immensely.
However, every change comes with an inherent risk. Would it be worth the trouble to outsource your Payroll, Benefits and HR? Just how difficult would it be for a company to make the switch to a PEO or an ASO?
There are many benefits to working with one of the hundreds of Professional Employer Organizations (PEOs) or Administrative Services Organizations (ASOs).
Just to name a few:
More time to focus on the core revenue-generating side of your business;
Enhanced benefit offerings;
Bulk purchasing power;