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Accurate Pay Systems, Inc.

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Sterling Heights, MI
Accurate Pay Systems, Inc.

Accurate Pay Systems, Inc. We know your needs because we’re part of your community. linktr.ee/accuratepaysystems

(APS) is your local, full-service payroll partner for small & midsize businesses—offering national-level reliability with a personal touch. Accurate Pay Systems Inc, is a local, full service payroll firm catering to small businesses.

07/22/2026

🐧 Question of the Week 🐧
"Can we ask for more detail when an employee marks 'personal' for the reason they're requesting a vacation day?"

✅ Answered by HR Pros:

You can generally ask employees to provide more information when they indicate that their vacation or PTO request is for personal reasons, but we don't recommend it. The specific reasons for the day off shouldn't affect whether you grant the request, and you don't want to give the impression that you're accepting or denying requests based on the reasons given. It may also be information an employee doesn't want to share.

If the time off requested is problematic for scheduling, we recommend having a conversation with the employee about it rather than digging for details without telling them why you're asking. 💬

Keep in mind: this advice applies only to time off offered as a company benefit. Time off required by federal, state, or local law has its own separate requirements.

Have an HR or payroll question you'd like answered? APS clients have access to our full library of HR resources, plus our team of experts ready to help. 🐧

This Q&A does not constitute legal advice and does not address state or local law.

07/20/2026

Busted: federal minimum wage is the floor, not the finish line. Many employers don't realize that state and local minimum wages can be significantly higher, and the higher rate always wins.

Here's the truth: Michigan's standard minimum wage is $13.73 per hour as of January 1, 2026, nearly double the federal rate of $7.25/hour. Some states, cities, and counties layer on additional requirements on top of that. If you have employees working in multiple states, or remote employees based somewhere other than your headquarters, you may be subject to rates you haven't accounted for.

Bottom line: "we follow federal law" is not enough. Minimum wage compliance depends on where your employees are, not just where your business is registered.

Does your team track wage rates by employee location? This is a common gap we help clients close every day.

07/17/2026

Save this, Michigan employers! 📌 And if you are an APS Client, this is especially for you.

MiUI is here and your account needs to be active before we can file your quarterly wage reports on your behalf. Here are the 4 steps to get it done.

A heads up: you will need to log into your old MiWAM account one more time to grab your activation code, and you will need a MiWAM Master role to find it. If you are not sure whether you have that access, reach out to us and we will help you figure it out.

👉 Full details are in our latest blog post. Link in comments!

07/15/2026

🐧 Question of the Week 🐧
"What is at-will employment?"

✅ Answered by the HR Pros:

At-will employment means that the employer or the employee can end the employment relationship at any time, with or without notice, and with or without cause. It doesn't, however, allow an employer to terminate someone for an illegal reason, like their inclusion in a protected class or their exercise of a legal right.

Every state (except Montana) assumes the employment relationship is at-will unless there's a legal agreement saying otherwise. If you want to maintain this relationship, we recommend including clear language about it in your offer letters and employee handbook.

Keep in mind: even at-will terminations carry risk. A terminated employee can always claim they were let go for an illegal reason, so it's smart to have (and document!) a lawful, business-related reason for every termination. 📝

Have an HR or payroll question you'd like answered? APS clients have access to our full library of HR resources, plus our team of experts ready to help. 🐧

This Q&A does not constitute legal advice and does not address state or local law.

07/14/2026

Supporting your employees' mental health is good for them and good for business. (The WHO found every $1 invested returns about $4 in health and productivity.) 🌱

The best part? You don't have to overhaul everything. Our newest blog breaks down simple, practical steps any employer can start using right away.

Check it out at the link below!

https://www.accupayinc.com/blog-news

07/13/2026

Busted: At-will employment means you can terminate without a contract, but it does not mean you can terminate without risk.

Here's the truth: at-will employment has real exceptions that come up more often than employers expect. Terminations that could be perceived as discriminatory, retaliatory, or in violation of public policy can still result in lawsuits. Beyond that, inconsistent documentation makes it nearly impossible to defend a termination if it's ever challenged.

Bottom line: "at-will" is not a liability shield. Consistent documentation and a clear termination process are what actually protect your business.

Is your handbook backing you up, or leaving you exposed?

07/10/2026

🐧 Fun Fact Friday! 🐧 Little Blue Penguins (also called Fairy Penguins) are the smallest penguin species in the world, standing only about 13 inches tall. But don't underestimate them: they swim up to 15 mph and can dive hundreds of times a day to feed.

Small but mighty is kind of our thing, too. APS works with small and mid-sized businesses who punch way above their weight, and we make sure their payroll and HR infrastructure keeps up with them every step of the way.

07/08/2026

🐧 Question of the Week 🐧

"We have a nonexempt employee who has been working from home. Do we need to pay them for time spent traveling to the office? They've been asked to drop off some files during their normally scheduled work hours."

✅ Answered by the HR Pros:
Yes, we recommend paying this employee for travel time during their workday. Under the FLSA, tasks performed during an employee's "continuous workday" are considered paid time (with a few exceptions, like meal breaks). Since they're dropping off files during their normally scheduled hours, this is most likely part of their continuous workday and needs to be paid.

Choosing not to pay them would essentially mean asking them to complete a task that results in less income than usual… and that's a fast track to frustration and lower morale.

Please note: This content does not constitute legal advice and does not address individual state or local laws.

07/07/2026

Quick question: when did you last check your labor law posters?

If you had to think about it, they might be out of date.

Posting requirements change at the city, county, state, AND federal level, and employers are responsible for keeping up.

APS makes that easy with attorney-approved, automatically updated Labor Law Poster Solutions, plus a $25,000 "We Pay The Fine" guarantee if something slips through.

One less thing to worry about. That's kind of our thing. 🐧

Reach out to us today to learn more!

07/06/2026

Busted: Whether unused PTO expires depends entirely on your state, and your policy language matters more than you might think.

Here's the truth: Michigan does permit use-it-or-lose-it PTO policies, but only if the policy is clearly written and communicated to employees before the time is accrued. States like Pennsylvania treat accrued vacation as earned wages in certain circumstances, meaning forfeiture policies can get complicated fast. And if you have remote employees in other states, you may be subject to rules you haven't even looked at yet.

Bottom line: your PTO policy might feel like an internal HR call, but it could be a wage compliance issue depending on where your employees work.

Have you audited your PTO policy lately? Let us know in the comments!

Address

6633 18 Mile Road
Sterling Heights, MI
48314

Opening Hours

Monday	9am - 5pm
Tuesday	9am - 5pm
Wednesday	9am - 5pm
Thursday	9am - 5pm
Friday	9am - 5pm

Website

http://www.accupayinc.com/

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