In parts one and two of this multi-part blog series, we’ve gone over all of the basics on how outsourced payroll services work for businesses. From their basic functions to the kinds of payroll service options out there and more, it pays to have some simple information on outsourced payroll solutions, which are some of the most commonly utilized HR services among many businesses.

At WTA Inc., we’re proud to offer a huge range of human resource services to clients around Salt Lake City, including payroll services, worker’s compensation, risk management, hiring solutions and much more. Today’s final entry in our series will go over how to make your ultimate choice on a payroll services provider, including some key elements to be looking for. 

Consider References and Referrals

Word of mouth can be quite powerful when it comes to a service you need to rely on, and this is certainly the case for payroll services. Before making your ultimate choice, be sure to ask around among other businesses you trust; if they’ve had positive experiences with a particular provider, it’s likely that you will too.

You might also consider basic reviews and ratings from the Better Business Bureau and other reputable online sources. Look for high overall satisfaction ratings, as well as specific feedback on areas like customer service, accuracy and timeliness.

Understand Their Range of Services

One key area to be aware of when choosing a payroll services provider is their range of services. Many providers will offer some basic package options that include a few standard features, but others may have more customizable offerings that allow you to tailor your experience to your specific business needs.

Some common payroll services you might look for include tax filing, direct deposit, employee deductions and payment processing. Verify which ones are included in each package and see if there are any additional services you might need that can be added on.

Assess Their Technology and Security

In today’s digital world, it’s important to have payroll service technology that is both reliable and secure. Before choosing a provider, make sure they use the latest software and processes for things like time tracking, data entry and report generation.

Also consider their security measures in place to protect sensitive employee information. This can include firewalls, encryption methods, regular system backups and more. Ask about their disaster recovery plan as well, just in case of any unexpected events.

Evaluate Their Customer Service

Last but certainly not least, make sure to assess a potential payroll services provider’s customer service. You want to work with a company that is responsive and helpful if you ever have any questions or concerns.

Consider factors like their availability, communication methods (email, phone, online portal) and response times for inquiries. It can also be helpful to ask about the specific team members who will be assigned to your account – you want experienced and knowledgeable professionals handling your payroll needs.

Outsourced payroll services can provide many benefits for businesses of all sizes, from saving time and money to ensuring accuracy and compliance. By following these tips and carefully evaluating potential providers, you can make the best choice for your specific needs and set your business up for success. To learn more about WTA Inc.’s comprehensive payroll services and other HR solutions, contact us today!

In part one of this multi-part blog series, we went over some basics on how payroll services work for a given company. Payroll service providers are a vital part of many businesses, who use them for everything from time and cost savings to regulatory compliance and expertise – and knowing the kinds of services available here is important if you run a business.

At WTA Inc., we’re proud to offer a wide range of outsourced payroll services and other human resource services to businesses around Salt Lake City, ensuring that no matter what your needs may be, we have the solutions available to help you succeed and thrive. Today’s part two of our series will go over the different types of payroll services out there, while part three next time will dig into some tips on making your final selection.

Payroll Service Providers

Abbreviated PSPs, these providers are the most common type of payroll service used by businesses. They handle basic tasks like calculating and distributing paychecks or direct deposits for employees, including deductions and withholdings as needed.

In addition to these core services, PSPs often offer additional features such as tax filing and payment services, onboarding and offboarding assistance for new hires and terminations, and employee self-service portals for tasks like updating personal information or accessing pay stubs.

Professional Employer Organizations

PEOs are a bit different from PSPs in that they’re legally allowed to enter into co-employment relationships with clients. This means they share certain employer responsibilities with the business owner – things like liability insurance, workers’ compensation coverage, and more may be handled together by the PEO and the business.

PEOs also typically offer a range of HR services in addition to payroll, such as employee benefits administration, compliance assistance, and risk management. Some businesses prefer this partnership model as it can provide greater support and resources for managing their workforce.

Administrative Service Organizations

ASOs are similar to PSPs in that they primarily handle payroll tasks, but they may also offer additional HR services like PEOs. However, ASOs do not enter into co-employment relationships with clients – instead, they provide these services on an outsourced basis without taking on any legal responsibilities or liabilities for the employees.

This option may be attractive to businesses who want more control over their workforce and employment decisions but still need help with time-consuming payroll tasks.

Reporting Agents

Another type of specialty agent is the reporting agent, who will typically serve as a connector between the IRS and your business. Businesses who work with reporting agents may do so for the purpose of streamlining tax reporting and communication processes, which can save time and minimize errors.

These are just a few of the many types of payroll service providers out there, and it’s important to carefully consider your options when choosing the right one for your business. Stay tuned for part three where we’ll discuss some key factors to consider when making this decision!

In the meantime, feel free to contact us at WTA Inc. for more information on our comprehensive payroll or other HR services, and how we can help your business grow.

There are several services that you may be considering outsourcing for your business’s basic HR operations, and payroll services are some of the most common here. How do payroll services work, exactly, and what should business owners and management know about them if they’re considering going this route?

At WTA Inc., we’re proud to offer a huge range of HR services to clients around Salt Lake City, including outsourced payroll services, PEO solutions and more. In this multi-part blog series, we’ll detail everything you need to know about payroll services for businesses – today’s part one will cover what they do and why they’re utilized, while subsequent entries will go over the kinds of payroll services out there and some important considerations when choosing one for your business. 

What is a Payroll Service Provider?

The first question many business owners have about payroll services is simply what they are. In a general sense, these are companies that offer their own comprehensive payroll solutions to businesses, helping them avoid the need for in-house HR staff or costly software purchases.

Payroll services allow businesses to outsource and streamline employee compensation-related tasks. This includes things like calculating paychecks, withholding taxes from employees’ salary, and issuing payments for taxes and benefits. If you choose to use a payroll service provider, they will handle all of these tasks on your behalf, freeing up your time to focus on other aspects of your business.

Why Use Payroll Services?

There are several reasons why businesses choose to outsource their payroll operations:

• Cost savings: By outsourcing payroll services, businesses can save on the costs associated with having in-house HR staff, including salaries, benefits, and training.

• Time savings: Payroll services take care of all the time-consuming tasks related to employee compensation, freeing up valuable time for business owners and management to focus on other important responsibilities.

• Compliance: With ever-changing tax laws and regulations, it can be challenging for businesses to stay compliant. A payroll service provider keeps up-to-date with these changes and ensures that all payroll-related tasks are completed accurately and in compliance with laws and regulations.

• Expertise: Payroll services have a team of experts who specialize in employee compensation and related tasks, ensuring accuracy and efficiency in all operations.

• Reports and improvement: Payroll service providers offer detailed reports and analysis on payroll data, allowing businesses to make informed decisions for improvement.

Payroll services can greatly benefit businesses by providing cost and time savings, ensuring compliance, and offering expertise in employee compensation. In the following parts of this series, we will discuss the different types of payroll services available and important factors to consider when choosing a payroll service provider for your business. Stay tuned! 

If you’re a business owner or manager looking to streamline your HR operations and improve efficiency, consider outsourcing your payroll services to a trusted provider like WTA Inc. Reach out to us today to learn more about what we can do for you!

In part one of this two-part blog series, we looked at some of the main reasons why organizational culture is such an important topic for numerous businesses today, plus some foundational concepts to consider within it. The promotion of a strong company culture is something that more and more business owners and managers have realized the importance of, and there are several ways to go about this – including the use of strong human resource professionals. 

At WTA Inc., we’re proud to offer a wide range of HR services to clients around Salt Lake City, from outsourced payroll services to worker’s compensation claims, PEO services for employee benefits and more. While part one of our series went over benefits like recruitment, hiring, and policy development, today’s part two will look at some of the other major value-add areas a strong HR team can bring to organizational culture. 

Training and Future Development

Training is both an initial and long-term investment in new employees, and it’s one that can have major impacts on both individual success and overall company culture. Employees who feel they are given the tools to succeed at their job will be more productive, more loyal, and happier – all traits that contribute positively to organizational culture. 

And while initial training is important, ongoing development is also huge here – if employees stagnate or feel they have no room for advancement, it’s easy to lose motivation and fall into a routine that doesn’t help the company grow. HR can assist with both initial training efforts and long-term development plans. 

Safety and Compliance

Another area where HR plays a huge role: Safety and compliance within the workplace. Especially in industries like construction or manufacturing where safety concerns are more prevalent, HR professionals will be tasked with ensuring all legal and ethical guidelines are met. This includes areas like OSHA compliance, employee safety training and more.

But even beyond these areas, HR pros can help instill a general culture of safety within the workplace. They can work with management in certain cases to develop a system that prioritizes safety while also still allowing for productivity and efficiency. 

Resolving Conflicts Easily

For many organizations, conflict resolution is a major burden on managers and other leaders. It takes up valuable time that could be spent on more efficient tasks, plus it can create animosity between employees or within teams. HR pros are trained in these areas, and they can help resolve conflicts much more easily and quickly than others might be able to do.

Particularly in cases where there’s a dispute between employees or where an employee feels mistreated by a manager, HR professionals can act as the neutral third party that helps both sides come to a resolution that’s fair for everyone. This leads to better relationships among team members and a more positive overall culture within the organization. 

There are numerous areas where HR plays a key role in promoting and maintaining a strong organizational culture, and at WTA Inc., we’re proud to offer all the necessary services in this realm. To learn more about any of our HR outsourcing solutions, speak to the staff at WTA Inc. today.

There are several concepts that have only grown and magnified in importance for businesses of all sizes in the last couple decades, and one that cannot be ignored here is organizational culture. A number of different variables can have a big impact on your company’s culture, and your human resources team is a great example of one key such variable.

At WTA Inc., we’re proud to offer a comprehensive range of human resource services to businesses around Salt Lake City, including specific solutions like payroll services, PEO services and employer liability programs – but also including vital broader concepts like organizational culture and more. Across this two-part blog series, we’ll look at why organizational culture is such a key topic for many businesses large and small, plus some of the major areas where a strong HR services team can play a big role in boosting your culture. 

Why Organizational Culture is So Vital

Across the entire business sector, there has been a major shift towards prioritizing employee engagement and satisfaction in recent years. Companies have come to recognize that happy, engaged employees are not only more productive, but they also contribute to a positive work environment that attracts top talent and retains it over the long term. 

This emphasis on employee well-being has naturally led to a greater focus on organizational culture – the shared values, beliefs, attitudes and behaviors that define the overall work environment. Companies with a strong culture tend to have higher levels of employee engagement, lower turnover rates, and better overall performance. This is why many businesses are investing time and resources into building and maintaining a positive culture within their organization. 

Our next several sections, and on into part two of our series, will go over the major ways a strong HR department helps you shape your company’s culture. 

Recruitment, Hiring and Onboarding

Some of the most important elements of organizational culture involve the recruitment, hiring and onboarding processes. HR teams are responsible for creating job descriptions that accurately reflect the company’s values and goals, as well as finding candidates who align with these values. Additionally, a smooth onboarding process can set new employees up for success and help them become integrated into the culture quickly. 

HR departments also play a crucial role in training new hires on company policies, expectations and values. This sets a strong foundation for the employee’s journey with the company and helps them understand how their role contributes to the overall culture. 

Developing and Updating Policies and Procedures

Another key aspect of organizational culture is having clear and consistent policies and procedures in place. This not only helps employees understand their responsibilities, but it also promotes a sense of fairness and transparency within the organization. HR teams are responsible for developing and updating these policies to align with the company’s values, as well as ensuring they are communicated effectively to all employees. 

In part two of our series, we will continue discussing the role of HR in shaping organizational culture. At WTA Inc., we understand the importance of a strong company culture and are dedicated to helping our clients build and maintain one through our comprehensive HR services. We believe that by investing in your employees’ well-being and creating a positive work environment, your company will thrive and see long-term success. Contact us to learn more!

In part one of this two-part blog series, we looked at some of the reasons why maintaining authenticity in your workplace is so important for employers. From increased employee engagement to improved morale, better alignment with employee values and more, there are several reasons why it pays to maintain an authentic, respectful workplace.

At WTA Inc., we’re here to assist businesses around Salt Lake City with various HR services, ranging from outsourced payroll services to worker’s compensation, recruitment and hiring and much more. While part one of our series looked at why authenticity is so important for employers to maintain, today’s part two will look at some of the common qualities of authentic workplaces and employers, plus how to achieve this approach in your workplace. 

Stating and Maintaining Values

At the core of any authentic workplace is a set of values that are clearly stated, understood and maintained. This covers everything from diversity and equal opportunity to transparency in communication, top-level leadership buy-in and more. 

When values like these are established within an organization, they create a foundation for true inclusivity rather than just lip service. This also means holding every member of the organization accountable to these values, regardless of their position or seniority. It’s crucial for leadership to lead by example and embody these values in all aspects of their work.

A Willingness to Listen and Acknowledge Mistakes

Another big part of authenticity is open communication and a willingness to listen. A truly authentic workplace fosters an environment where all employees feel comfortable speaking up and offering their opinions, regardless of their role. This means actively seeking feedback from employees and taking it into consideration when making decisions.

Additionally, an authentic workplace also acknowledges mistakes and takes responsibility for them. No one is infallible, including employers or leaders. Owning up to mistakes and taking the necessary steps to make things right shows integrity and builds trust among employees.

Empathy and Recognizing Individuality

Every employee is unique, with their own backgrounds, experiences and perspectives. An authentic workplace recognizes this individuality and showcases empathy towards all employees. This means treating each person as an individual rather than just a number or role. It also means making accommodations for different needs and backgrounds.

Valuing Workplace Experiences

For an authentic workplace, it’s important to not just focus on results and productivity, but also the overall experience of employees. This includes their physical, emotional and mental well-being. Employers should prioritize creating a positive and supportive work environment for all employees.

For example, offering mental health resources, flexible work arrangements and other benefits can greatly improve the overall employee experience. This not only shows that the employer values their employees as individuals, but also helps create a more engaged and motivated workforce.

Maintaining authenticity in the workplace is crucial for employers looking to create a positive and inclusive work culture. At WTA Inc., we strive to help businesses achieve this through our various HR services. Contact us today to learn more about how we can assist your organization in creating an authentic and successful workplace.

There are a few broad concepts that might play a major role in your company’s human resource and workplace approaches, and authenticity is often on this list. What exactly does authenticity refer to when discussing the workplace and various HR needs, and how can you work toward an authentic business culture and programs within your company? 

At WTA Inc., we assist clients around Salt Lake City with all their human resource needs, from risk management to recruitment and hiring, immigration compliance and numerous other areas. In this two-part blog series, we’ll go over some of the basics on what we mean by an authentic workplace and culture, why this sort of thing is important for businesses and HR departments, and some of the quality tenets of an authentic business culture.

What Do We Mean by “Authentic” Workplace Culture?

For those who might not be familiar, we use the term “authentic” in this context to refer to a positive, healthy workplace culture that is truly representative of the company and its values. This isn’t just about having a good mission statement or catchy slogans – it’s about creating an environment where employees feel engaged, supported, and valued. 

At its core, authenticity means being true to oneself and one’s principles. This applies not only to individuals, but also to organizations. An authentic workplace culture is one where the company’s values are reflected in its actions and decisions, rather than just being empty words on a plaque or website. 

Why Is Authenticity Important for Businesses?

Having an authentic workplace culture can bring numerous benefits to businesses, including: 

• Increased employee engagement and satisfaction, leading to higher productivity and retention rates 

• Improved overall company morale and a positive reputation in the industry 

• Better alignment between employees’ personal values and the company’s mission, resulting in a sense of purpose for work 

In today’s competitive job market, companies that prioritize authenticity are more likely to attract top talent. And with studies showing that employees who are engaged and feel a sense of purpose are more productive, it’s clear why authenticity should be a priority for businesses. 

Now, authenticity needs to be properly combined with other workplace practices, such as diversity and inclusion, to create a truly supportive and inclusive culture. In the second part of this series, we’ll cover some steps businesses can take to foster an authentic workplace culture and how it ties into HR functions like recruitment, performance management, and more. Stay tuned! 

At WTA Inc., we believe in creating authentic and inclusive workplace cultures that benefit both employees and businesses. Contact us today to learn more about our human resource services. We look forward to helping your company thrive!

In part one of this two-part blog series, we discussed some of the basic reasons why background checks are often carried out by employers on prospective employees during the hiring process, plus some of the common types of background checks used here. These checks are increasingly being used by employers to ensure a few basic things about prospective employees, helping them make ideal hires while also avoiding liability or other concerns.

At WTA Inc., we’re here to help clients around Salt Lake City with a wide range of HR services, from recruitment and hiring to liability management, regulatory compliance and more. Today’s part two of our series will go over some basic legal considerations to keep in mind when conducting background checks, plus some trends in this world and why it pays to work with a qualified third party like our team when carrying out background check needs.

Legal Considerations When Conducting Background Checks

When it comes to background checks, it’s important for employers to understand and comply with federal and state laws related to this practice. The Fair Credit Reporting Act (FCRA) is the primary law that governs background checks in the US, outlining requirements for obtaining an individual’s consent before conducting a check, providing certain disclosures and following specific procedures if adverse action is taken based on the results of a background check.

Additionally, state laws may have their own specific requirements and limitations when it comes to conducting background checks. For example, some states prohibit employers from considering arrest records that did not result in convictions, while others place restrictions on the use of credit reports in employment decisions.

Trends in Background Checks

With advancements in technology and data availability, background checks are becoming more comprehensive and detailed than ever before. This includes the use of social media and online databases in addition to traditional sources like criminal records and employment history.

Another trend is the increasing reliance on continuous or ongoing background checks, rather than a one-time check during the hiring process. These ongoing checks allow employers to monitor any changes in an employee’s background that could impact their eligibility for employment.

Working with a Qualified Third Party

Given the complex legal landscape surrounding background checks, it’s crucial for employers to work with a qualified third party like WTA Inc. We have extensive experience in conducting compliant and thorough background checks, helping clients navigate the legal requirements and avoid potential liability. Our team stays updated on any changes in laws and regulations related to background checks, ensuring our clients are always in compliance.

In addition to conducting background checks, we also offer a range of other HR services that can help companies streamline their hiring processes and ensure they are making informed employment decisions. Contact us today to learn more about how we can help your business succeed!

There are a few ways that employers may perform due diligence on prospective employees during the hiring process for any business, and background checks are one of the most common examples. Background checks help employers understand basic information and history about an applicant for a position, and a high percentage of organizations conduct at least some form of background check during their hiring processes.

At WTA Inc, we’re here to offer a wide range of employer HR services to businesses around Salt Lake City, including everything from recruitment and hiring to risk management, liability management and more. In this two-part blog series, we’ll go over everything employers should know about background checks – today’s part one will discuss why they’re done and some of the various types of background checks out there, while part two will go over some legal concerns to be aware of and some general trends in employer background checks over recent years.

Why Background Checks Are Done

There are several key reasons why employers often conduct background checks on prospective employees, including:

• Avoiding liability: In today’s world, employers are often held responsible for the actions of their employees. This means organizations have a vested interest in knowing about any potential red flags or concerning past behavior that could result in legal issues down the line. Background checks can help identify any potential risks before they become a problem.
• Protecting employees and customers: Employers also have a responsibility to create a safe working environment for both their employees and their customers. Background checks can help uncover any previous criminal activity that could pose a threat in the workplace.
• Productivity: Hiring the wrong person can be incredibly costly for a business. Background checks can provide valuable information about an applicant’s skills, education and work history, helping employers make more informed hiring decisions.
• Verifying basic personal data: Finally, background checks can help validate basic information about an applicant, such as their education, work experience and references. This can be especially useful for positions that require specific qualifications or certifications.

Kinds of Background Checks

There are numerous kinds of background checks or other pre-hiring screenings out there, including:

• Criminal history or drug tests: These checks are often part of a standard background check for most employers. They can reveal any past convictions or history of drug use.
• Credit checks: Employers may perform credit checks on applicants, particularly for positions that involve handling finances or sensitive information.
• Employment history: This type of background check verifies an applicant’s work history, including dates of employment and job titles.
• Education and credentials: Educational background checks can verify degrees or certifications claimed by an applicant.
• Others: Other types of background checks may include reference checks, motor vehicle records checks, social media screenings and more.

Stay tuned for part two of our blog series, where we’ll discuss some legal considerations and trends in employer background checks. At WTA Inc., we’re committed to helping businesses navigate the often complex world of HR and hiring. Contact us today for more information on our services and how we can assist your organization!