Willory
Employer Resources
01Jun
5 Mistakes to Avoid When Selecting an HR Technology
Selecting your next HR technology vendor can seem incredibly easy or an impossible task. Here are five mistakes we see organizations make when selecting a new HCM partner. Don’t worry, we’re sharing some of our recommendations to avoid these mistakes. Want to learn more about our vendor selection services? Check our vendor selection page or contact us. Selecting […]
06Aug
Filling Out Your W-4
Congratulations on your new job, marriage, or new baby! Now it’s time to update your W-4. Any major life event should prompt an update to your W-4.
28Jun
Best Practices: Expense Reimbursements Schemes
Expense reimbursement schemes can be a significant issue for many organizations.
08Jun
Payroll Fraud Prevention and Detection
Payroll fraud and its prevention should be a significant concern for organizations because a single instance of fraud can average up to $70,000
20May
Dependent Care Assistance Programs and Taxes in 2021 – 2022
The IRS has recently issued guidance on the taxability of Dependent Care Assistance Programs (DCAP)/ dependent care FSAs for 2021 and 2022.
20May
Pineapple on Pizza: A bit like your next total rewards hire
Just like the preference of best-in-class or unified HR tech changes, so do the trends of hiring generalist or specialty roles.
10May
Temporary Municipal Payroll Withholding
Unemployment fraud and FLSA changes are hot topics right now, and municipal payroll withholding will be as well.
06May
Department of Labor (DOL) Withdraws Independent Contractor Status Rule Under the Fair Labor Standards Act
The US DOL has withdrawn the Independent Contractor Status Rule to maintain workers’ rights to the minimum wage and overtime compensation protection.
16Apr
FLSA Exemption Classification Facts
Organizations are unaware of these requirements and classify everyone as exempt or have misinterpreted the classification requirements by focusing solely on the salary threshold.
16Apr
Employment Avalanche
The answer to the question was and is: far more employees will expect to remain WFM full-time or in some hybrid format than employers will think.