In part one of this two-part blog series, we went over some of the simplest ways to improve company culture for those who work remotely. While culture is often a close consideration for in-person employees, there are some situations where it tends to fall by the wayside when it comes to remote workers — but there are ways to combat this for your business.

At WTA Inc., we’re proud to offer a wide range of HR services, including everything from recruitment and hiring to payroll, worker’s compensation and more. What are some other simple ways you can promote strong culture, not just for your in-person employees but for remote ones as well? Here’s a basic primer.

Promote Habits and Team “Rituals”

When it comes to company culture, there’s a lot to be said for consistency and daily routines. If you’ve ever been a part of team or project where everyone was constantly on the go without much time to connect, you know how important it can be to have some sort of stability.

For remote employees, this is doubly important as they might not have many (or any) in-person interaction with their co-workers. As such, it’s beneficial to come up with some rituals or daily habits that everyone on the team can do, even if they’re not all in the same place.

This could be something as simple as having a brief check-in at the start of each day via chat or video call, or it could be setting aside a specific day each week for team bonding and fun. Whatever you choose, the important thing is that it’s something everyone can do regardless of location.

Encourage Social Interaction

Just because your employees aren’t in the same place doesn’t mean they can’t socialize with one another. In fact, it’s important to encourage social interaction among remote employees as it can help build camaraderie and improve communication.

There are a few ways you can go about this. First, you can create dedicated social channels on your company’s chat or collaboration platform for employees to connect with one another outside of work-related matters. Alternatively, you can set up regular social calls or video chats where employees can catch up with one another in a more informal setting.

You could also consider holding remote team-building exercises or events on a semi-regular basis. These don’t have to be anything fancy — even something as simple as hosting a virtual happy hour or playing online games together can go a long way.

Set Up Some Face Time

Finally, in situations where it’s feasible from a logistical standpoint, it can be helpful to set up some regular face time between remote employees and their in-person counterparts. This could be something as simple as having a weekly or monthly video call where everyone can catch up, or it could involve bringing remote employees into the office for an occasional meeting or team-building exercise.

This isn’t always possible, of course, but if you have remote employees spread out across different time zones it can be a great way to help everyone feel more connected.

For more on how to promote a strong culture for employees who don’t work in the office, or to learn about any of our human resource services, speak to the team at WTA, Inc. today.

Company culture is of vital importance for many businesses, both from HR and related standpoints, but it has a tendency to only be considered within the in-person realm. And while establishing a great culture for all physical employees is very important, it’s also vital not to forget about another growing group here: Remote employees.

At WTA, Inc., we’re happy to provide a range of human resources and other services, including recruitment and hiring for various employee types. If your business is one of many that’s increased its reliance on remote workers over the last few years, or even if you were already utilizing such workers in the past, what can you do to improve the culture for those remote employees? Here are several basic themes in this two-part blog series.

Importance of Purposeful, Well-Intended Onboarding

The cultural experience of your company begins for a remote employee during their initial onboarding process. It’s during this time that they’ll get their first real taste of what it means to be a part of your company, and how you treat your employees. Make sure that your remote onboarding process is carefully planned and well-executed, with the goal of making every new remote employee feel like a valued member of the team from day one.

For instance, you may want to consider having a specific remote onboarding team or contact, who can provide support and answer any questions that the new employee may have. You should also make sure to provide all of the necessary resources and materials upfront, so that the remote employee can hit the ground running on their first day.

Finally, don’t forget to check in regularly during the first few weeks or months, to ensure that the remote employee is settling in well and adjust the onboarding process if necessary.

Ensuring Communication and Connection

One of the challenges of working remotely is feeling like you’re always out of the loop, or that your voice isn’t being heard. As such, it’s important to make sure that communication is a two-way street in your company, and that remote employees have ample opportunity to provide feedback, ask questions, and be heard.

Encouraging regular check-ins, whether through video conferencing, phone calls, or even just messaging apps, can help to ensure that everyone feels like they’re part of the team.

Confidence Promotion

Remote employees may sometimes feel like they’re not as valued as their in-person counterparts, which can lead to a lack of confidence in their abilities. As such, it’s important to make sure that you’re promoting confidence in your remote employees, and letting them know that they are just as valuable to the company as anyone else.

One way to do this is to give remote employees opportunities to lead projects or take on additional responsibility. This will not only boost their confidence, but also help them to feel like they’re truly contributing to the company.

You may also want to consider offering remote employees access to company mentorship programs, or pairing them up with more experienced employees, so that they can always have someone to turn to with questions or concerns.

For more on how to improve your company’s culture for remote employees, or to learn about any of our HR or related services, speak to the team at WTA, Inc. today.

In part one of this two-part blog series, we went over some of the simplest themes out there that HR professionals and business owners should be considering during hiring processes with the goal of attracting great candidates. Everyone wants top performers in their field to work for their company, and there are a few ways you can go about positioning yourself to attract them to you.

At WTA, Inc., we’re happy to offer a variety of recruitment and hiring solutions among our various human resources services to our Salt Lake City clients, which also include areas like risk management, payroll and tax administration, and several others. What are some other major concepts we promote to our clients when it comes to attracting top talent to your job openings? Here are several.

Application Process: Simple and Easy

The last thing you want is for great job candidates to be turned off by a complicated or lengthy application process. If it’s taking someone more than 15-20 minutes to apply for a position, you’re likely going to lose them. Make sure your application process is as streamlined as possible.

This includes themes like having an easily navigable careers page on your website, using online application forms that are mobile-friendly, and reducing the amount of information you’re asking applicants to provide. The simpler you can make it, the better.

Provide Growth Opportunities

Most high-quality candidates are well aware of their worth on the market, and they’re not going to stay with a company that doesn’t provide them opportunity for growth. When you’re advertising job openings, be sure to include information about opportunities for career advancement within the company.

This could mean things like promoting from within whenever possible, offering tuition reimbursement or other continuing education programs, and providing mentorship or coaching programs to help employees develop their skills.

An “Entrepreneurial” Culture

When we talk about an “entrepreneurial culture”, we’re really talking about a company culture that supports and encourages creativity, innovation, and out-of-the-box thinking. This is the kind of environment where top performers can truly thrive and excel.

To create this kind of culture, start by instituting policies that encourage employees to be proactive and take initiative. You should also provide ample opportunity for employees to share their ideas and give feedback. And finally, make sure you’re rewarding employees for their creativity and innovation with things like bonuses, spot awards, and public recognition. Not only this, but it’s important to make sure prospective job candidates are aware of all this during the recruitment process.

These are just a few of the major themes we focus on when helping our clients attract quality job candidates. For more on this subject, or to learn about any of our human resource services in SLC and nearby areas, get in touch with the team at WTA, Inc. today.

There are several important parts of the recruitment and hiring process from a human resources standpoint, and one of these that’s paramount for many companies is attracting quality talent. All companies want the very best people working for them, and much of this comes down to how you position yourself for potential job candidates as they scour the market.

At WTA, Inc., we’re here to help with numerous recruitment and hiring needs for our Salt Lake City clients, including concepts that help you draw in quality talent to your business. In this two-part blog series, we’ll go over some of the key tactics we often recommend in this area as clients look to make their companies attractive to the best professionals out there.

Quick, Simple Differentiation From Competitors

Whether a prospective employee is interviewing with you or simply learning about your company for the first time, it’s important that they see some quick, simple differentiation between you and your competitors. This could come in the form of an employer brand or a mission/vision statement that immediately draws them in. It could be an unusual company culture that seems appealing and unique.

Whatever it is, make sure it’s apparent right off the bat so job candidates know they’re not just looking at another generic company. They should get a sense of what makes you special and why they might want to work for you over others in your industry.

Great Perks & Benefits

In addition to a unique employer brand, it’s also important to offer great perks and benefits that will set you apart from the competition. This could be anything from better pay and vacation time to more flexible work hours or the ability to telecommute. Job candidates are looking for companies that will not only help them further their careers but also offer a great work/life balance.

If you can offer something that makes your company more attractive on this front, it will go a long way in helping you recruit and retain top talent.

Diverse Workforce & Inclusive Culture

Another big selling point for many job candidates is a diverse workforce and an inclusive culture. This is especially true for millennials, who are now the largest generation in the workforce. They want to work for companies that value diversity and inclusion and are doing their part to make the world a better place.

If you can show that your company is committed to these concepts, it will go a long way in attracting quality job candidates.

In part two of our series, we’ll go over a number of additional themes you should be thinking about when it comes to making your company attractive to potential employees. For more on this, or to learn about any of our HR services like payroll, taxes and more for SLC clients, speak to the team at WTA, Inc. today.

In part one of this two-part blog series, we looked at some basic human resource concepts for companies that maintain remote employees who live in a different state. This sort of thing has become much more common over the last couple years, and HR professionals must ensure they’re properly informed on how to handle such employees for any business they serve.

At WTA, Inc, we’re proud to offer numerous human resource services to our clients throughout Salt Lake City, from payroll and tax administration services to worker’s compensation and many others. What are some of the other important areas for HR pros and business owners to consider when it comes to remote employees who work out-of-state? Here are several.

HR Compliance

A broad area that’s very important in this realm is that of HR compliance, which will vary in some ways depending on which state(s) the remote employees work in. Familiarize yourself with the different requirements for things like taxes, workers’ compensation insurance, and wage and hour laws for each state where you have employees working. Get to know a good payroll services provider who can help ensure your business is complying with all the relevant regulations.

There are numerous areas of compliance, from hiring to state wage and hour laws. You must also be sure you comply with mandatory paid leave laws, such as those for jury duty or bereavement leave, which vary by state.

IT, Security and Home Office Equipment

For employees who work from their homes, it’s also important to consult with IT staff for guidance on setting up secure remote access to your company’s network, as well as ensuring the employee has appropriate equipment and software to do their job. This might include a laptop, printer/scanner, and business phone line.

You’ll also want to have a clear understanding of your company’s policies regarding what sort of work can be done from home, as well as any equipment or software that can be installed on an employee’s personal computer. You’ll also need to cover themes like equipment reimbursement and whether employees will be expected to work on evenings and weekends.

Communication Methods

Finally, it’s vital to ensure that available technology is being utilized to allow the remote employee quality communication and engagement with the rest of the team. This might include regular video conferencing, instant messaging, and online collaboration tools.

At times, employees who work remotely may feel like they’ve been forgotten or left out of the loop. A good way to combat this is to make sure team members have a common understanding of expectations and goals, as well as a system for tracking progress on key projects.

As businesses increasingly rely on remote employees who work in different states, it’s important for HR professionals to be aware of the various compliance and other issues that can come up. By taking the time to familiarize themselves with the basics, they can help ensure a smooth and successful transition for their clients.

For more on this or any of our other HR services in SLC or nearby areas, speak to the team at WTA, Inc. today.

Over the last two years, the level of remote work taking place within the US business world has skyrocketed. Due to both COVID-19 and realizations from many employers that remote work can be just as effective as in-person work without some of the associated costs, many businesses have decided to let at least some portion of their workforce continue working from home — and while this is enormously beneficial in several ways, it also presents a few important HR hurdles to leap, especially if you have employees in multiple states.

At WTA Inc., we’re happy to assist with a variety of human resource services, from payroll services and worker’s compensation claims management to risk management, recruitment and hiring, and much more. We’ve assisted many business owners in the last couple years as they move through important HR themes for remote workers — particularly those who have employees working remotely in a state different from your main offices. This two-part blog series will go over a few of the areas you’ll need to keep an eye on if you’re in this situation, or planning to be in the near future.

Payroll Areas

There are a few important factors to consider with regard to payroll for out-of-state remote workers:

• Such employees must complete a state W-4 and update their address with the payroll provider. Some states do not require a separate tax form for this, rather allowing you to indicate the address on your standard W-4.
• Payroll provider must establish unemployment insurance and a withholding account for that state.
• If needed, consult your corporate tax advisor for tips on whether a business license or sales and use tax account will be required for this employee.

Generally speaking, none of these areas should be too complex. If you need any assistance with them, however, our payroll and tax administration experts are happy to help.

Insurance

When it comes to insurance coverage for out-of-state remote employees, the state they live in must be added to their worker’s compensation policy. From here, there are certain states that require a separate state’s worker’s compensation to cover remote employees; others do not, and will allow you to indicate the working address for this information.

One note: In all such cases, organizations are liable for injuries that occur in an employee’s home office if the employee is working remotely. This means that an injury while an employee is checking their personal email, for example, might count as being on the job — but on the flip side, if the employee is working remotely for you, it’s likely that they’re not allowed to conduct personal business on your time.

For more on how to manage HR practices for remote employees who work out-of-state, or to learn about any of our human resource programs or services, speak to the staff at WTA Inc. today.

In part one of this two-part blog series, we went over some of the basics on annual payroll reports and the responsibilities employers have within this area. There are a few specific forms that employees might need to fill out depending on several factors, plus several that business owners or payroll specialists will also have to consider.

At WTA Inc., we’re happy to provide various business clients with numerous HR services, including payroll and tax administration solutions that cover these and several related areas. What are some of the other forms that might be part of your company’s payroll reports, and are they required in your case? Here’s a rundown.

Form 940, FUTA and SUTA

For those unaware, FUTA stands for the Federal Unemployment Tax Act, while SUTA stands for State Unemployment Tax Act. Both these laws offer temporary forms of income for workers who qualify — Form 940 is the one that’s used to document FUTA, and many SUTA areas as well.

If your business pays more than $1,500 in FUTA to employees in a calendar year, you are required to pay a Form 940 to the federal government by January 31 of the following year. In this case, you should receive a copy from your local state agency as well. If not, check with them directly to find out why and what you can do about it.

Form 1096

If your business utilizes and independent contractors, freelancers or similar resources, you must use Form 1096, the Annual Summary and Transmittal of US Information Returns. This reports all money paid out on accompanying Form 1099, plus gross earnings paid.

In addition, you must send out a 1099 form to any individual to whom you paid at least $600 for various services during the tax year. If you paid out less than that to a worker (at least $10 in royalties, for example) and don’t expect it to continue into 2012, then you can file Form 1099-MISC “to the IRS along with Form 1096,” according to Intuit.

Form 944

Finally, for small businesses that have under $1,000 in liability for federal income taxes and FICA, you may be able to file Form 944 — which allows you to pay taxes annually instead of quarterly. In other words, you may simply request to file a 944, the Annual Federal Tax Return for Small Businesses. The IRS website has additional details on this form and how it can be used in your case. As you may have guessed, this is only for very small or even part-time businesses.

For more on the various forms that may be involved in your company’s annual payroll report, or to learn about any of our hiring, tax/payroll or other HR services, speak to the staff at WTA Inc. today.

The end of the year is fast approaching, and this means payroll and tax administration experts in numerous businesses and HR departments will be hard at work in a few specific areas. One of these that’s necessary for any business that employs a staff of any size is the realm of annual payroll reports.

At WTA Inc., we’re proud to offer comprehensive payroll and tax administration services to a variety of business clients in Salt Lake City and other parts of Utah. We assist them with all sorts of documentation, tax forms and more, including with annual payroll reports and all their various sub-categories. What are annual payroll reports for employers, and which specific forms will need to be filled out depending on your business type and some other factors? Here’s a basic primer.

Basics on Annual Payroll Reports for Employers

Put simply, there are several different forms of annual payroll reports your business may need to fill out. These are tax forms that are used to report income, unemployment insurance and other data to government agencies. The forms you’ll need to fill out will vary depending on the size of your business, the type of business, as well as its location.

In almost 100% of cases, payroll reports will be due within the first quarter of the year following the year they cover. This means, for example, that your 2021 annual payroll reports will be due on or before April 15th, 2022.

Our next several sections will go over the payroll report forms your business may need to fill out, plus the factors that determine whether it’s required for you.

Form W-2

Perhaps the most well-known of these forms is the W-2, which is the one used by employees to file personal income taxes. Your employees will fill one of these out when they are hired.

As longtime HR experts know, employers themselves don’t actually report from W-2 forms at all, except for receiving them from employees. Rather, employers fill out the Form W-3, which we’ll go over next.

Form W-3

Form W-3, on the other hand, is used to report the total wages and tax withholdings of an employer. The W-3 form will be submitted alongside a copy of each W-2 that was issued to employees in that calendar year, in order to make reporting easier.

This can be done electronically or via paper, depending on preference and which method is allowed by the relevant agencies. Most businesses today submit their forms electronically. In either case, these forms must be submitted to the SSA (Social Security Administration) by February 1 of the following year.

For more on the various employer payroll report forms your business may need to fill out, or to learn about any of our HR services in Salt Lake City or surrounding areas, speak to the staff at WTA Inc. today.

In part one of this two-part blog series, we went over some of the most important benefits that contingent workers bring to the companies who utilize them. From filling temporary gaps to helping with specific areas of expertise you don’t have on your staff, plus numerous other areas, contingent workers have become even more important to many businesses over the last 18 months or so.

At WTA, Inc., we’re proud to help our clients with numerous recruitment and hiring themes, including those who are considering contingent workers for any of their company needs. While part one of our series focused on the qualities contingent workers may bring to your business, today’s part two will go over some basic tips we often provide to clients on how to properly recruit and hire contingent workers.

Hiring Based on Skills

Interviews for contingent workers will typically be a bit different than for other employees, with a larger focus on the specific skills they can bring to your business. Be sure you ask about their experience in the specific areas you need help, and how they will be able to assist in making sure your business goals are met. If someone has little or no experience in an area where you need help, hiring them may not be the best idea for your company.

This also applies for training contingent workers. If you’re considering hiring someone to help out with your computer systems, for example, be sure they have the proper skills and training needed before you hire them for this position. This will save time and money in the long run so you don’t experience any unnecessary issues due to lack of knowledge or experience on their part.

Vendor Onboarding

It’s vital to have a proper system in place for onboarding your contingent workers. You may need to go through important information and details about specific job duties and responsibilities, as well as other company policies and procedures that all employees must follow. This realm should also include paperwork they need to fill out, plus any confidentiality forms that might be required.

Practical and Legal Differences from Normal Employees

In addition, it’s important to have a full understanding of how your contingent employees differ from full-time employees. The most important area here is legal, as contingent workers are generally considered independent contractors in the eyes of the law. This is a crucial distinction that can affect issues such as taxes and worker’s compensation, which you’ll need to understand fully when hiring contingent workers.

Engagement

Finally, it pays for your management and hiring team to have a plan for how to keep contingent workers engaged and active within your organization. Contingent workers may not stay with the same company for long, so it’s vital to have a system in place that will allow them to remain active and engaged while they’re there. This might include meetings, special recognition events and other activities aimed at helping contingent workers feel like an important part of the team.

For more on the hiring and use of contingent workers for your business, or to learn about any of our payroll services or other outsourced HR services, speak to the pros at WTA, Inc. today.

Recruiting has always been a challenging aspect of human resources for many companies, and especially so with changing societal circumstances the last couple years. One group that’s proven quite valuable to many companies to aid in their recruiting efforts: Contingent workers, which is a broad term for a group that includes freelancers, contractors, consultants and other third-party individuals providing services.

At WTA, Inc., we’re happy to assist a variety of business clients with all their recruitment and hiring needs, plus numerous other HR services like payroll, risk management, immigration compliance and more. In part one of this two-part blog series, we’ll go over some basic areas where contingent workers add value, while part two will dig into a few important themes to keep in mind while utilizing contingent workers for your business.

Contingent Employees Fill Gaps

In many cases, contingent employees can be used by businesses to fill gaps in time, skills and disciplines needed to complete their projects. There will always be a new project on the horizon for most companies, and it can be hard enough to plan hiring at any one time; but if we think back to the changes in our society recently, it’s even more difficult to know when you’ll need to hire extra people for your workforce.

Not only do many companies need contingent workers because of this difficulty, but also because the United States Bureau of Labor Statistics reports that it can be very expensive to hire new full-time employees, including $4,000 or more just in the costs of advertising. With contingent workers, businesses can avoid the costs of recruitment, training and ongoing employment that comes with hiring a new full-time team member, as well as keep their expenses more predictable by only hiring when they need to.

Specialized Expertise

In other cases, the primary reasoning for hiring contingent workers will be to add to the expertise of your existing team. Along with needed talents and abilities, it can also be beneficial to hire contingent workers that have specific industry experience. Doing so may help you avoid cost overruns and other mistakes related to having employees who don’t understand all aspects of your business model.

Possible Conversions

For some companies, contingent workers are hired in part on a “trial” basis — if they’re a good fit and provide regular value, they will often be converted into full-time positions. In fact, a recent SuccessFactors/APQC benchmarking survey reports that “75 percent of contingent workers were hired on a contingent basis with the intention of converting them to permanent employees.”

For more on how contingent workers provide value to businesses within their recruitment and hiring needs, or to learn about any of our human resource services, contact the pros at WTA, Inc. today.