We've all heard that we live in an interconnected world—but more often than not, the technologies we rely on are anything but. Moving information between one application to another often involves manual work, taking up hours of your time and creating plenty of opportunity for human error.
What if you could easily eliminate that problem, sans engineering degree? From our all-in-one HR, payroll, and benefits software to our timesaving workflows, Namely has always been a big believer in the power of automation. That’s why we’re thrilled to announce our new integration with Zapier, the tool that connects the applications you use every day.
mailto:firstname.lastname@example.orgThe modern workplace moves in mysterious ways. That’s what our monthly Ask HR mailbag series is all about. Over the past few weeks, we’ve collected your anonymous HR, payroll, and benefits head-scratchers. And as always, you delivered. We received dozens of questions on a wide range of issues, ranging from recruiting compliance to office hygiene.
Even a federal agency like the IRS needs a “do-over” sometimes. With a recently released (and rewritten) draft Form W-4, the agency is asking HR and payroll teams for a second chance—and a second opinion.
On May 31, the agency published a new draft Form W-4, or Employee’s Withholding Allowance Certificate. The form, which tells HR teams how much to withhold from employees’ paychecks, is a longstanding part of the new hire onboarding process. Once finalized, new hires starting after January 1, 2020 and current employees looking to change their withholdings will need to use the new version.
Newly released paid leave regulations will soon make waves with Bay State residents and employers alike.
Last year, Massachusetts lawmakers signed off on one of the country's most generous paid family leave laws. But while the program’s benefits won’t be available until 2021, the first employer requirements take effect this summer.
A generous serving of compliance requirements is set to hit Washington D.C. businesses in the food service and hospitality industries.
Passed by the District of Columbia Council in 2018, the Tipped Wage Workers Fairness Amendment Act will soon impose a slew of training and reporting requirements for businesses with tipped workers. In an effort to help ensure compliance with the regulation, the District will require most of these businesses to outsource payroll.
If you want to know how your company is doing financially, your last employee survey might be a good place to start. Employee engagement has emerged as a business metric that can make or break other KPIs.
With unemployment at record lows, today’s workplaces (and their HR teams) have never been busier. And where there's work to be done, there's a need for technology.
Over the last decade, hundreds of exciting companies serving all parts of the employee lifecycle, from recruiting to performance management, have emerged to help businesses and their people grow. All in all, HR software’s market share is expected to soar past $10 billion by 2022.
At Namely, we love helping mid-sized companies build better workplaces. That’s why we’re thrilled to be listed as an industry leader in HRWins’ new report, HR Software Market Landscape for Middle-Sized Businesses. Below are some highlights from the 2019 report.
That’s a wrap! Earlier this week, over 500 HR professionals painted the town blue for Namely’s third annual conference, HR Redefined. The two day event featured 18 content-rich sessions and panels, over 30 speakers, and even a client boot camp for Namely "power users."
Whether you missed the conference or simply want to relive it, we’ve included some of our favorite moments from HR Redefined 2019 below. For even more coverage, subscribe to the Namely Blog, as we’ll be recapping some of the event’s most inspiring sessions in the weeks to come.
What a long, strange trip it’s been. After years of back and forth, an Obama-era regulation once thought canceled is back in effect.
Earlier this week, the Equal Employment Opportunity Commission (EEOC) published a brief statement on its website stating that employers would be required to report employee pay data by September 30. That data represents a new, second part of a longstanding compliance obligation, the EEO-1 report.
The “gig” is up—according to the Department of Labor (DOL), anyway. An opinion letter recently published by the agency rules that gig-economy workers are independent contractors, not regular employees.
That distinction matters, as contractors aren’t subject to the same federal protections as employees, including minimum wage rules and the Fair Labor Standards Act (FLSA), which dictates overtime eligibility. It also means employers don't have to provide them with health insurance, as otherwise required by the Affordable Care Act.
The letter's publication is largely seen as a win for businesses reliant on contingent workers, including popular services like Uber and TaskRabbit. On average, contractors are 30 percent less expensive than traditional employees, not including potential wage and hour litigation.
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