Asure Software Offers Year-end Planning Tips for Human Resources and Payroll
As 2013 winds down, now is the time to begin planning and gearing up for
year-end reports and filings and new regulations, initiatives and programs
that take effect in 2014
AUSTIN, Texas -- September 3, 2013
In honor of National Payroll Week, Sept. 2-6, 2013, Asure Software, Inc.
(Nasdaq: ASUR), a leading provider ofworkplace management software solutions,
offers tips for human resources and payroll professionals to ensure that 2013
wraps up smoothly and that the new year – with any new regulations,
initiatives, etc. that it may bring – launches with ease for their
“For those of us who are fortunate to collect a paycheck, we may not give much
thought as to how that paycheck gets processed,” said Steven Rodriguez, Asure
Software Chief Operating Officer. “In honor of National Payroll Week, Asure
Software would like to recognize all of those payroll professionals who go
unrecognized for making that important process happen.”
Year-end/year-begin is a known challenge that presents itself each year for
human resources and payroll. Preparation and organization are critical
strategies to meet the typical challenges and address any new challenges that
may arise. Communication is key to success, providing the education and
important news and developments needed by management and staff to properly
negotiate these challenges. Asure offers the following tips for planning:
1. Start Now: Preparation is critical – the time to start year-end/year-begin
planning is NOW.
2. Get Organized: Organize the elements that your organization needs to
address to wrap up this year and begin next year. Create and communicate a
master calendar of year-end activities; ensure requisite employee training is
offered and completed; reduce year-end/year-begin issues by continual
reconciliation and error correction throughout the year.
3. Communicate, communicate and communicate: The more your employees are aware
of what’s ahead, the better positioned you will be for the transition into the
new calendar year. Make sure all your associates who will be involved in
executing, supporting and assisting in year-end/year-begin initiatives know
what will be happening and when.
4. Publish a calendar: Create and publish a master planning calendar that
shows key tasks, duration, critical milestones, task ownership, and contact
information. This will aid the communication process.
5. Develop your checklist: In connection with the calendar, make sure you have
developed and published a task checklist well in advance of year-end. As a
starting point, include the following (Source: Steven M. Bragg, Payroll Best
Practices, John Wiley & Sons, 2005):
*Report the amount of employee income associated with group term life
insurance exceeding $50,000.
*Withhold for and report on taxable fringe benefits.
*Withhold for and report on third-party sick pay.
*Verify that all manual paychecks cut during the year have been included in
the payroll database.
*See if full-year pension plan deductions exceeded the allowable limit.
*Schedule a year-end bonus payroll.
*Create W-2 forms.
*Review holiday schedule for Thanksgiving, Christmas, New Year’s Day,
Martin Luther King Day, and Presidents’ Day. Enter holiday hours where
*Verify the amount of unemployment tax rates and associated wage limits.
*Determine whether a voluntary unemployment contribution should be made to
reduce the upcoming unemployment tax rate for the new year.
*Notify employees to review their W-4 forms.
*Update employee withholdings based on revised W-4 forms.
*Notify employees of unused flexible spending account deductions.
*Verify the need for special income or deduction accumulators.
*Verify the amount of standard employee deductions for the new year.
*Reset pension plan deduction levels for the new year.
*Purge terminated employees from the payroll database.
*Verify that upcoming payroll processing dates do not fall on a weekend.
*Issue a schedule of payroll processing dates for the new year to
*Review your document retention schedule.
6. Get educated: Proper year-end/year-begin readiness also means utilizing
available resources. Commit to year-long education and training, especially
the many quality webinars and classes that focus specifically on achieving
successful year-end processing. A key item to be aware of is the Affordable
Care Act, which redefines a “full-time” employee as someone averaging at least
30 hours of service per week.
7. Improve year-end through year-round engagement: One of the best ways to
make year-end/year-begin more efficient and productive is to implement a
year-round engagement philosophy. Cross-train affected employees throughout
the year to gain better coverage and more resources for year-end. Continually
monitor compliance changes and take proactive action to ensure the accuracy of
For more information Asure’s time and labor management solutions, including
free white papers, briefings and webinars, visit www.asuresoftware.com.
About Asure Software
Asure Software, Inc., (Nasdaq: ASUR) headquartered in Austin, Texas, offers
cloud-based time and labor management and workspace management solutions that
enable businesses to control their biggest costs – labor, real estate
andtechnology – and prepare for the workforce of the future in a highly
mobile, geographically disparate and technically wired work environment. Asure
serves approximately 6,000 clientsworldwide and currently offers two main
product lines: AsureSpace™ workplace management solutions enable organizations
to maximize the ROI of their real estate, and AsureForce^® time and labor
management solutions deliver efficient management of human resource and
payroll processes. For more information, please visitwww.asuresoftware.com
Asure Software, Inc.
Jen Roth, 651-405-3061
Vice President of Marketing
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