EZ Payroll

08/07/2025

Digital Ready testimonial

Verizon Digital Ready has been very helpful, from the courses i have taken so far I have picked good ideas and pointers.

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07/28/2022

How Long Should HR Keep Payroll, Tax, and Benefits Records?

According to the Department of Labor, under the Fair Labor and Standards Act, employers must keep all payroll records, and sales and purchase records, for at least three years.
The DOL also requires employers to keep wage records such as time cards, wage rate tables, job evaluations, collective bargaining agreements, work schedules, and records of wage changes for two years.
In addition, employers need to maintain employee tax records for four years following the 4th quarter for that filing year. According to the IRS, the tax records should include:
• Your employer identification number
• Amounts and dates of all wage, annuity, and pension payments
• Amounts of tips reported
• The fair market value of in-kind wages paid
• Names, addresses, social security numbers, and occupations of employees and recipients
• Any employee copies of Form W-2 that returned to you as undeliverable
• Dates of employment
• Periods for which employees and recipients were paid while absent due to sickness or injury and the amount and weekly rate of payments you or third-party payers made to them
• Copies of employees' and recipients' income tax withholding certificates (Forms W-4, W-4P, W-4S, and W-4V)
• Dates and amounts of tax deposits you made
• Copies of returns filed
• Records of allocated tips
• Records of fringe benefits provided, including substantiation

07/05/2022

Common Recruiting Challenges And How To Overcome Them

Recruitment is a process that help you in hiring the right person to work for your company. The recruitment process starts with you identifying the type of person you are looking for. You need to know what it is that your company needs, the type of skills it needs and the experience it needs.

1. Set a Timetable
It is important that the recruitment process has a set timetable. This does not mean that the process has to be rushed. However, it does mean that you have a clear plan of how often you want to approach people, who you want to approach and which job boards you want to use.

2. Stick to Your Plan
Once you have set a date, it is important to stick to it. If you start off wildly, you will only make the whole process harder for yourself. It is much easier to keep your pipeline of potential candidates if you are consistent.

3. Be Persistent
Try not to be too persistent. It is fine to make a couple of calls, or set up a meeting, but you do not need to follow up on every single lead generated.

4. Have a Backup Plan
Sometimes things will not go to plan. It is always best to have a backup plan. If for some reason, the plan does not yield the results that you need, then you need to be flexible enough to scrap the plan and think of an alternative.

5. Be Prepared
If you have followed the other four steps correctly and you are still no closer to getting a hold of that perfect candidate, then you need to be flexible. Sometimes you may need to approach someone personally instead of waiting for them to respond to your advertisements.

6. Keep Your Expectations realistic
You need to be realistic about what you encounter as some candidate just not show up and others might be sick or have to reschedule the meeting. You must be prepared to accept that sometimes recruitment is a slow process. There are always going to be situations, which are out of your control, which mean that you need to be flexible.

7. Be Persistent
You need to be persistent. If you are persistent, you are much more likely to get inquiries from candidates. You need to approach the recruitment process in a business like manner.

8. Social Media
You should also use Social Media as part of the hiring process. It is a simple and quick way to reach out to candidates. Being successful in Social Media requires a certain amount of persistence.

9. Network
You should always network. Go to events, meet people. Get out to meet people. There is a good chance that you will find candidates through networking.

10. Be Positive
There is no point in being positive about the whole process if your head is down. It is a natural part of the recruitment process that there will be disappointments. You need to learn to persevere and remain positive. At the end of the day, you are hiring people.

at EZ Payroll - we make it EZ to Pay your Employees, if you need any assistance with HR needs, you can reach us at 201-334-5540, www.EZpayroll.com

201.334.5440 Simplify Your Payroll Processing EZ Payroll is a full service Payroll & HR Service company committed to providing your business with the most accurate and worry free payroll service. Our payroll Service pricing is clear and straight forward. Our price includes payroll processing and tax...

07/01/2021

Employers that sponsor self-insured group health plans Fees Due by July 31

Employers that sponsor self-insured group health plans, including health reimbursement arrangements (HRAs) should keep in mind the upcoming July 31, 2021 deadline for paying fees that fund the Patient-Centered Outcomes Research Institute (PCORI).

As background, the PCORI was established as part of the Affordable Care Act (ACA) to conduct research to evaluate the effectiveness of medical treatments, procedures and strategies that treat, manage, diagnose or prevent illness or injury. Under the ACA, most employer sponsors and insurers are required to pay PCORI fees until 2029, as it only applies to plan years ending on or before September 30, 2029.

The amount of PCORI fees due by employer sponsors and insurers is based upon the number of covered lives under each “applicable self-insured health plan” and “specified health insurance policy” and the plan or policy year end date. This year, employers will pay the fee for plan years ending in 2020.

03/05/2021

New Jersey Legalizes Recreational Cannabis

New Jersey has passed several laws legalizing recreational cannabis (a.k.a. ma*****na). The laws include strong employment protections for off-duty use, making New Jersey the most employee-friendly state for cannabis use. Most of the employment provisions don't kick in for at least a few months (the exact dates are still to be determined), but employers may want to start preparing now. The relevant provisions are described below, and we will provide additional details when regulations are released.

Ban-the-Cannabis-Box
Employers will not be able to ask for an employee's or applicant's cannabis criminal history and may not make employment decisions based solely on their cannabis criminal history, should they end up with that information inadvertently. The effective date of this provision is unclear, so we recommend employers change any non-compliant practices immediately.

Non-Discrimination for Recreation Use
Employers will not be able to discriminate against employees or applicants for using recreational ma*****na outside of work. In addition, employees can't be disciplined or discharged solely because they test positive for THC (the active ingredient in cannabis). This protection will not apply until the yet-to-be-formed Cannabis Regulatory Commission issues regulations, which will be in August at the earliest.

02/24/2021

PPP loans, and expenses paid with them, will be tax-exempt in New Jersey

Paycheck Protection Program loans will be tax exempt at the state level — and recipients will be allowed to deduct business expenses that were paid with the tax-exempt loan proceeds, thereby enhancing the tax benefits of the loans

02/24/2021

NY State treatment of PPP Loan forgiveness

New York State has stated that it will follow the federal treatment of the PPP. If the forgiven loan is excluded from federal adjusted gross income it is also excluded from New York adjusted gross income. Similarly, if the expenses related to the forgiven loan are deducted in computing federal adjusted gross income, these deductions are automatically excluded from New York adjusted gross income.

05/05/2020

Form I-9 Announcement

Many areas are still under stay-at-home orders due to COVID-19 and some online renewal services
have restrictions.

Employees may experience challenges renewing List B identity documents such as state driver's license, a state ID card, or other Form I-9, Employment Eligibility Verification

Considering these circumstances, DHS is issuing a temporary policy regarding expired List B identity documents used to complete Form I-9, Employment Eligibility Verification.

Beginning on May 1, identity documents found in List B set to expire on or after March 1, 2020 and not otherwise extended by the issuing authority, may be treated the same as if the employee presented a valid receipt for an acceptible document for Form I-9 purposes.
Beginning on May 1, identity documents found in List B set to expire on or after March 1, 2020 and not otherwise extended by the issuing authority, may be treated the same as if the employee presented a valid receipt for an acceptable document for Form I-9 purposes.

01/04/2019

ALERT:

E-Verify, the electronic employment eligibility verification service is unavailable during the partial government shutdown

10/23/2018

Prevent Harassment, Bullying & Negativity at Work
Seminar on October 30, 2018 at 6:00 pm

What do employers need to know about harassment, discrimination, and hostile work environments?

Are you aware of exactly what constitutes harassment and discrimination? What system needs to be put in place to reduce risk in these areas?

This seminar will help you avoid some of the costliest mistakes companies make when it comes to harassment and discrimination.

Seminar will cover:
Employers’ obligation to correct problems
Best practices for compliant reporting and interview systems
Tips for choosing the best investigator
State-specific sexual harassment training requirements
How to successfully manage outcomes
LGBTQIA (Le***an, Gay, Bisexual, Transgender, Q***r or Questioning, Intersex, and Asexual or Allied) – Protections specific to this community

About the Presenter: Sean Dias, Partner, at the law firm of Scarinci Hollenbeck practices employment law in representing companies and businesses in all areas of labor and employment law. He regularly conducts in-house training sessions on the prevention of unlawful harassment in the workplace.

10/23/2018

Prevent Harassment, Bullying & Negativity at Work; attend the seminar on Oct 30