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Looking to Outsource Payroll? What You Need to Know
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Looking to Outsource Payroll? What You Need to Know
Essential Tips for Getting the Most Payroll Bang for Your Buck
INCETON, N.J., Jan 13, 2011 (BUSINES
PRINCETON, N.J., Jan 13, 2011 (BUSINESS WIRE) -- Outsourcing payroll is a smart decision for business owners looking to relieve themselves of the time- and labor-intensive complexities of processing payroll -- and the beginning of the year is an ideal time to make the change. In fact, more than half of small businesses decide to outsource their payroll each year starting in January when year-end calculations and reporting are complete, expediting an easy and smooth transition.
o help you get started "shopping" for a processor, Heartland Payment Systems(R) (HPY) , one of the nation's largest payments processors and a leading provider of payroll sol
To help you get started "shopping" for a processor, Heartland Payment Systems(R) (HPY) , one of the nation's largest payments processors and a leading provider of payroll solutions, offers these tips:
1. Determine your business needs.
2. Evaluate the features and benefits.
Looking to Outsource Payroll? What You Need to Know Essential Tips for Getting the Most Payroll Bang for Your Buck
PRINCETON, N.J., Jan 13, 2011 (BUSINESS WIRE) -- Outsourcing payroll is a smart decision for business owners looking to relieve themselves of the time- and labor-intensive complexities of processing payroll -- and the beginning of the year is an ideal time to make the change. In fact, more than half of small businesses decide to outsource their payroll each year starting in January when year-end calculations and reporting are complete, expediting an easy and smooth transition.
To help you get started "shopping" for a processor, Heartland Payment Systems(R) (HPY) , one of the nation's largest payments processors and a leading provider of payroll solutions, offers these tips:
1. Determine your business needs. Consult your payroll manager, human resources department, accounting personnel and IT staff to understand the functionalities all disciplines need. 2. Evaluate the features and benefits. Meet with several payroll service providers to determine how they work. Do not pick a processor based on price alone; instead be sure they can provide all the services your business needs. For example, your business might need help with 401(k) or worker's compensation, so be sure the provider can handle those services as well as basic payroll. 3. Do yo
your homework. Ask fellow business owners, chamber of commerce or trade association members if they use a payroll processor. Find out what services they receive and if their provider meets their needs. What are their frustrations? 4. Compare costs. Many processors nickel and dime their customers by charging for items such as additions or deletions of employees, while others offer fixed rates for the length of the contract without incremental fees. 5. Look for a payroll service provider that guarantees confidentiality and information security. There are a variety of payroll submission methods -- such as by phone, fax, email and over the internet -- and you should be comfortable with how sensitive payroll data is transmitted. Choose a payroll service provider that protects your employees' data. 6. Check if the payroll service provider can assume tax filing responsibilities. A payroll service provider should prepare quarterly and annual employee tax filing and assume liability for accurate and timely submission. 7. Be sure the payroll products and services are user-friendly. In addition to making sure the program is easy to use, investigate what type of support is available -- such as a help desk and professionals who can assist with program troubleshooting.
"Payroll planning, tax reporting, year-end calculations and many other tasks associated with payroll can be complicated and time-consuming, especially for small businesses. Although outsourcing payroll takes the burden off the business owner, it is important to recognize that not all payroll processors are created equal," said Mark Strippy, Heartland's executive director of payroll services. "All businesses need to be diligent in selecting their processors to ensure they get the best payroll bang for their buck."
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Americans Would Benefit From Cooperative Health Insurance, Says NCBA CEO Paul Hazen
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WASHINGTON, DC, Jan 13, 2011 (MARKETWIRE via COMTEX) -- Calling cooperative enterprise the "best business model for economic and social progress," the CEO of the National Cooperative Business Association Paul Hazen recommended today that the U.S. Department of Health and Human Services ensure that health insurance issuers created through the "Consumer Owned and Oriented Plans" (CO-OP) act as cooperatives. Hazen delivered NCBA's recommendations during testimony before the CO-OP Advisory Board which met today to begin the work of implementing the program, part of the Patient Protection and Affordable Care Act that was signed into law in 2010.
vited to testify for his experti
Americans Would Benefit From Cooperative Health Insurance, Says NCBA CEO Paul Hazen "Cooperatives Give Consumers a 'Hand Up' Not a Hand Out," Says Hazen
WASHINGTON, DC, Jan 13, 2011 (MARKETWIRE via COMTEX) -- Calling cooperative enterprise the "best business model for economic and social progress," the CEO of the National Cooperative Business Association Paul Hazen recommended today that the U.S. Department of Health and Human Services ensure that health insurance issuers created through the "Consumer Owned and Oriented Plans" (CO-OP) act as cooperatives. Hazen delivered NCBA's recommendations during testimony before the CO-OP Advisory Board which met today to begin the work of implementing the program, part of the Patient Protection and Affordable Care Act that was signed into law in 2010.
Invited to testify for his expertise on the cooperative business model, Hazen discussed the value cooperatives bring to their members and challenges that threaten their success. "Cooperatives are member-owned and democratically controlled enterprises that provide services or products to their members," Hazen said. "Cooperatives deliver value to members and their communities because they respond to needs and through their commitment to cooperative principles and values. By operating at cost and returning the savings to members, cooperatives are the most effective corporate structure to address economic and social needs," he continued. Among the threats to the success of developing cooperatives is access to capital.
"Principles and practices matter," said Hazen, emphasizing that cooperatives operate under a set of seven established principles, including that members own and control the cooperative, that members receive benefit from their economic participation and that cooperatives demonstrate a concern for community.
The CO-OP program calls for the creation of nonprofit health insurance issuers which would be consumer-run organizations -- although not specifically cooperatives. NCBA advocates that consumer-run and controlled entities that operate as cooperatives would be in the best interest of the American public. Hazen cautioned that the creation of doctor or provider-owned or run entities would be in direct violation of the Act.
In 2009, NCBA entered the national debate on health care, advocating for the creation of health care cooperatives, which would be owned by their consumer members. The Affordable Care Act includes funding for "Consumer Owned and Oriented Plans" but does not mandate the creation of cooperatives, despite the acronym of the program. NCBA is concerned about the blurring of the definition of co-ops created by use of the "CO-OP" name and welcomes this opportunity to protect the cooperative brand and ensure that entities organized under CO-OP operate as cooperatives.
Mr. Hazen's written testimony is available online at NCBA's website at www.ncba.coop.
ABOUT NCBA Headquartered in Washington, the National Cooperative Business Association creates cooperative connections across all sectors of the nation's more than 29,000 cooperative businesses, including agriculture, food distribution and retailing, childcare, credit unions, purchasing, worker-owned, housing, healthcare, energy, and telecommunications cooperatives. The CLUSA International Program has helped develop cooperatives and other sustainable businesses in over 100 countries since 1953. CLUSA currently implements 23 projects in 10 countries. To learn more about NCBA, visit www.ncba.coop.
CONTACT: Andrea Cumpston 202-383-5447 acumpston "at" ncba.coop
SOURCE: National Cooperative Business Association
Copyright 2011 Marketwire, Inc., All rights reserved.
Invited to testify for his expertise on the cooperative business model, Hazen discussed the value cooperatives bring to their members and challenges that threaten their success. "Cooperatives are member-owned and democratically controlled enterprises that provide services or products to their members," Hazen said. "Cooperatives deliver value to members and their communities because they respond to needs and through their commitment to cooperative principles and values. By operating at cost and returning the savings to members, cooperatives are the most effective corporate structure to address economic and social needs," he continued. Among the threats to the success of developing cooperatives is access to capital.
"Principles and practices matter," said Hazen, emphasizing that cooperatives operate under a set of seven established principles, including that members own and control the cooperative, that members receive benefit from their economic participation and that cooperatives demonstrate a concern for community.
The CO-OP program calls for the creation of nonprofit health insurance issuers which would be consumer-run organizations -- although not specifically cooperatives. NCBA advocates that consumer-run and controlled entities that operate as cooperatives would be in the best interest of the American public. Hazen cautioned that the creation of doctor or provider-owned or run entities would be in direct violation of the Act.
n 2009, NCBA entered the national debate on health care, advocating for the creation of health care cooperatives, which would be owned by their consumer members. The Affordable Care Act includes funding for "Consumer Owned and Oriented Plans" but does not mandate the creation of cooperatives, despite the acronym of the program. NCBA is concerned about the blurring of the definition of co-ops created by use of the "CO-OP" name and welcomes this opportunity to protect the cooperative brand and ensure that entities organized under CO-OP operate as cooperatives.
Mr. Hazen's written testimony is available online at NCBA's website at www.ncba.coop.
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UC San Diego Study Reveals Top Ten Ways New Congress Can Stimulate Jobs
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UC San Diego Study Reveals Top Ten Ways New Congress Can Stimulate Jobs
LA JOLLA, Calif., Jan. 10, 2011 /PRNewswire via COMTEX/ -- Many great new jobs can be created by innovations in technology that are being developed through university research labs and innovative start-up companies across the nation if Congress can give Americans the opportunity to learn new skills to get those jobs, according to a study published in a new book: Closing America's Job Gap by Mary Walshok, Tapan Munroe and Henry DeVries (W Business Books, January 2011).
"Job creation opportunities are tremendous if the new U.S. Congress can better align training with America's areas of successful innovation in such areas as healthcare IT, digital media, precision manufacturing and retrofitting buildings to new environmental standards," says Walshok, a sociologist who has done research for the U.S. Department of Labor and the dean of continuing education at the University of California San Diego (http://extension.ucsd.edu). "This can best be done by modifying existing workplace skills or helping recent college graduates find jobs."
According to Closing America's Job Gap, the top ten ways the new U.S. Congress can create jobs are:
1. Encourage Start-Ups. Congress needs to create and keep good jobs in America by supporting innovative start-up companies that create jobs and provide incentives for retraining people to be qualified for new technologies.
2. Bottom Up, Not Top Down. Rather than federal top-down strategies for job creation, evidence from across America indicates the time has come for a bottom-up approach that harnesses the wisdom of local communities. The federal government needs to invest regionally in the kinds of collaborations that are already producing good jobs in high tech, biotech and clean tech, for which specialized training may be needed.
3. Tax Incentives for Training and Tuition Assistance Programs. Investment in employee training is rising but could use a boost. According to the University and Professional Continuing Education Association, employers want to increase their investment in employee education, a clear recognition that they need a highly skilled workforce to remain competitive. The government should provide incentives.
4. Tax Incentives for Time Off for Continuing Education. One roadblock to "reskilling" is that many employees find it difficult to pursue continuing education while balancing work and family obligations. Employers should offer flexible, convenient educational options to help increase participation. Tax incentives for doing so would go a long way.
5. Support Regional Business Clusters. In today's environment, regions need to be thinking about the industry clusters that can harness their assets to grow innovative new enterprises that can contribute to job creation. Central governments in advanced countries have launched numerous programs to promote growth-producing collaboration in key industry clusters. In fact, 26 of 31 European Union countries have cluster initiative programs, as do Japan and Korea. The United States needs cluster strategies that include provisions for workforce development.
6. Assemble the Right Team. Federal programs should maximize the resources provided for regional collaboration. Bring together the four key players in economic growth: the research community; the entrepreneurs and investors; the economic development associations; and the educators and workforce training organizations.
7. Help Adults, Not Just Kids. Congress needs to include adult learners in their education plans, not merely undergraduates and graduate students. Many members of Congress believe that an undergraduate or advanced degree will provide the knowledge and skills sufficient for a professional career spanning several decades. In today's world that is no longer true. Expanding on the job training and lifelong learning options are critical.
8. Think Globally. Congress needs to stimulate training programs to assure Americans have a clear sense of the enormous effects of globalization and new technologies on all industries and all workers and what they must do to be competitive. Six out of 10 university students believe their education has not prepared them to address these issues, according to a 2010 IBM survey of 3,600 students.
9. Invest in the Skilled Trades. The United States is not investing as much money and time in technical skills development as other nations. Examples of skilled jobs include: electricians, carpenters, plumbers and welders. Shortages of skilled workers are acute in many of the world's biggest economies, including the United States and Canada, where employers ranked skilled trades as their number one or number two hiring challenge, according to Manpower's 2010 Talent Shortage Survey.
10. Time for an Upgrade. Congress should help American employers invest in upgrading their workers' skills at the levels most European and Asian employers do. U.S. companies have fallen to eighth place for investments in training and employee development, as ranked by the World Economic Forum.
Closing America's Job Gap notes that for the nation to take full advantage of innovation, employers and job seekers need to wholeheartedly embrace lifelong learning.
Contact: Henry DeVries [email protected] 858-534-9955
SOURCE University of California San Diego Extension
Copyright (C) 2011 PR Newswire. All rights reserved
According to Closing America's Job Gap, the top ten ways the new U.S. Congress can create jobs are:
1. Encourage Start-Ups.
2. Bottom Up, Not Top Down
3. Tax Incentives for Training and Tuition Assistance Programs
4. Tax Incentives for Time Off for Continuing Education
5. Support Regional Business Clusters.
6. Assemble the Right Team.
7. Help Adults, Not Just Kids.
8. Think Globally
9. Invest in the Skilled Trades.
10. Time for an Upgrade
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