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Payroll

How to Choose a Payroll Provider for Small Businesses in Tampa, Florida

Payroll /

Identify the Needs of Your Small Business Start with clarity. Define your payroll landscape before engaging providers. Consider how often you run payroll, how many employees and contractors you have, and whether you’re dealing with multi-location or multi-state payroll issues. In a dynamic city like Tampa, where businesses are growing fast, payroll complexity can increase quickly. If you’re also seeking solutions for employee benefits, time tracking, or group health insurance near me, finding a provider that can handle these integrations alongside payroll should be high on your checklist. Focus on Compliance CapabilitiesOne of the most important—and often overlooked—factors in choosing a payroll provider is their ability to keep your business compliant. Payroll compliance involves adhering to federal, state, and local regulations, from tax filings to wage laws and reporting obligations. In Florida, businesses must navigate specific payroll regulations, including unemployment insurance, minimum wage standards, and proper classification of employees versus contractors. Tampa-based businesses may also face local tax obligations or benefit mandates depending on their structure. Partnering with a provider like Pinkerton, which combines robust payroll software with Florida-based compliance expertise, ensures you’re covered. The ability to automatically calculate and remit taxes, generate W-2s and 1099s, and stay updated with labor law changes should be a non-negotiable feature. Understand Payroll Software Pros and Cons Not all payroll software is created equal. Many solutions on the market offer automation and integrations, but they vary widely in terms of ease of use, flexibility, and customer support. A key advantage of partnering with a local provider like Pinkerton is their use of UKG Ready payroll software—an enterprise-grade solution tailored for small business needs. This platform combines real-time payroll calculations, mobile access, and seamless integration with timekeeping, benefits administration, and accounting platforms. But even the most powerful platform can fall short without knowledgeable, accessible support. That’s where Pinkerton’s local Tampa-based team offers a competitive edge. You won’t be left navigating a software issue alone or dealing with offshore call centers—Pinkerton provides direct, local support when it matters most. Assess Integration and Ecosystem Capabilities A standalone payroll system may solve short-term needs, but if you’re aiming to build a resilient, scalable business in Tampa, think bigger. Your payroll system should integrate with: Your accounting software Time and attendance tools Employee self-service portals Human resources information systems Health and insurance benefits Pinkerton’s payroll solution supports more than 140 integrations, allowing businesses to manage employee lifecycle processes without bouncing between platforms or risking data entry errors. For small business owners, this means less admin burden and more time to focus on growth. When choosing a payroll provider, prioritize one that can function as the central hub for your workforce operations—not just a payroll engine. Weigh the Importance of Local Support There’s a big difference between calling a generic helpline and speaking with someone who understands your region’s business environment. Tampa’s labor force is unique, with a strong mix of service, technology, and professional industries—each with distinct payroll and HR needs. A payroll provider based in Florida, like Pinkerton, brings both geographic familiarity and personal accountability. You’ll get guidance that’s specific to your industry and region—not one-size-fits-all advice. Whether you’re dealing with seasonal labor, high turnover, or compliance audits, localized expertise ensures your provider is a partner, not just a vendor. This local partnership model enhances trust, reduces onboarding friction, and simplifies ongoing operations—especially if you’re scaling or adding new services like employee benefits or group health insurance near me. Budget for Real Costs with Transparency Understanding the full cost of payroll services is essential. Many platforms advertise low base prices, but fail to include the full range of fees—from tax filing surcharges to year-end processing or direct deposit add-ons. Avoid surprises by asking providers to clearly outline: Base monthly charges Per-employee fees Setup or onboarding costs Fees for benefits administration or ACA reporting Additional services like workers’ comp, garnishment processing, or HR compliance support Pinkerton stands out by offering transparent pricing and bundling options that include HR, insurance, and compliance—all tailored to the needs of Tampa small businesses. When evaluating options, consider the cost of not having certain features. For example, inaccurate tax filings could lead to penalties that far outweigh the monthly service fee. Evaluate Future Scalability Tampa is a growth city, and if you’re part of that expansion, you need a payroll system that grows with you. Whether you’re opening a second location, expanding into remote teams, or hiring contractors in new states, your payroll system should be ready to scale. Pinkerton’s use of UKG Ready provides the horsepower to handle advanced payroll structures, multi-location tax setups, and increased reporting requirements. Plus, their team proactively monitors changes to employment laws that may affect your future operations. Choose a payroll partner that treats your business not just as it is now—but as it could be.Choose a Provider That Offers More Than Payroll While payroll is essential, it’s just one part of a broader workforce strategy. Many small business owners in Tampa are seeking providers that can deliver a full package—including HR support, employee benefits, insurance solutions, and compliance guidance. Pinkerton offers: Group health insurance packages designed for small businesses Workers’ compensation and general liability insurance Time and attendance tracking Employee onboarding tools Full-service HR support Bundling these services with payroll simplifies your back-office operations, ensures consistency, and often delivers cost savings through integrated systems and shared data environments. Look at Real Client Reviews and Responsiveness When selecting a payroll provider, don’t just look at their website—look at what their clients say. Local reviews from other Tampa businesses provide insight into how the provider handles real-world issues. Look for comments about responsiveness, problem resolution, onboarding experience, and overall satisfaction. A provider that answers the phone, fixes issues promptly, and genuinely partners with your business is worth far more than one that just processes payroll on time. Pinkerton’s reputation in the Southwest Florida region is built on decades of dependable, personalized service—a track record that’s earned them long-standing partnerships with businesses of every size. Final Thoughts Choosing

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The Top 7 Benefits of Payroll Automation Software for Small Businesses

Payroll, Uncategorized /

This blog post was originally published by UKG – inspiring every organization to become a great place to work through HR, pay, workforce management, and culture technology built for all. For small business owners, keeping your “payroll machine” running smoothly is a top priority. Payroll is the lifeblood of your employee satisfaction and trust, financial stability, and overall business health. But managing payroll can be a time-consuming and error-prone process, especially as your company grows. Manually calculating wages, withholding taxes, generating reports, and keeping ahead of ever-changing regulations can quickly become overwhelming. This is where payroll automation software comes in — a powerful tool designed to streamline the process and free you to focus on what matters most: running and growing your business. The Power of Automation Manual payroll tasks are not only slow and labor-intensive but also prone to mistakes. A single miscalculation in tax withholdings or overtime pay can lead to very unhappy employees, large IRS penalties, and a heavy financial burden for your business. Payroll automation software eliminates these issues by streamlining the entire process, from data entry and calculations to tax filing and generating reports. This not only saves your payroll team a lot of time but also minimizes the risk of errors that can lead to costly penalties and employee dissatisfaction. Let’s dig deeper into the productivity and time-saving benefits of automated payroll software and see exactly how it simplifies the payroll process: Automated data entry Payroll automation software offers seamless data integration with existing timekeeping systems and employee self-service portals. This eliminates the need for manual data entry of hours worked, deductions, and benefits elections, saving you countless hours each pay period. Imagine the time your payroll team will save by not having to manually enter hours from paper timesheets or track down missing information from employees. Streamlined calculations and withholdings Payroll software handles all the complex calculations for wages, taxes, deductions, and overtime pay. You can set up automatic deductions for benefits, garnishments, and retirement contributions, ensuring everything is accounted for accurately. No more spending hours poring over spreadsheets or relying on error-prone manual calculations. Automated tax filing and payments At last — no more scrambling to meet tax deadlines or manually filing forms! Automated payroll software can handle federal, state, and local tax calculations, deductions, and deposits, ensuring timely payments and compliance with tax regulations. This eliminates the stress of manual tax filing and ensures you’re never late on a tax payment. Effortless report generation Need to analyze payroll trends or generate reports for budgeting purposes? Automated payroll software provides instant access to detailed reports on payroll expenses, employee earnings, and tax liabilities. This allows you to make data-driven decisions and gain valuable insights into your labor costs. You can easily identify areas for cost savings, track employee benefits use, and forecast future payroll expenses. By automating these tasks, you can reclaim hours previously spent on manual payroll processing. This frees up time to allow you to focus on more strategic initiatives, such as culture-building, employee development, and business growth. Imagine the benefits of investing that saved time into creating a great place to work for all and innovating new and better ways to manage all your business functions! However, the benefits of payroll automation software go beyond simply saving time. By automating tasks, you’ll also see a substantial reduction in labor costs associated with manual payroll processing. Hiring and training dedicated payroll staff Payroll processing requires dedicated staff with specialized knowledge. Payroll software eliminates the need for additional payroll personnel, allowing you to allocate those resources to add value elsewhere within your business. You can also free up your budget for other business needs or invest in additional staff for core business functions. Reduced errors and penalties Even a small error in payroll calculations can result in penalties from the IRS or state tax agencies. Automated payroll software minimizes the risk of errors, significantly reducing the likelihood of incurring costly fines and penalties. This can translate to meaningful cost savings for your business. Improved compliance Noncompliance with tax regulations and complex payroll laws can result in hefty fines and penalties. Payroll automation software ensures your business stays current with the latest regulations, reducing the risk of noncompliance and associated fees. You’ll have peace of mind knowing you’re always adhering to all legal requirements. All these cost savings can be reinvested back into your business, allowing you to focus on growth and development. For example, you can invest in employee learning and development, expand your product line, or offer more competitive benefits to attract and retain top talent. By automating payroll, you’re not just saving money — you’re investing in the future of your business. Payroll Automation Software: Accuracy You Can Count On An automated payroll system ensures that your employees are paid accurately and on time, every time. It’s designed to handle all complex calculations, including taxes, deductions, and overtime pay, to reduce the risk of human error that can lead to missed payments or incorrect paychecks. This improves employee morale and trust in your company’s commitment to fair compensation. When your people know they’ll be paid accurately and on time, it builds a sense of security and loyalty within your workforce. Finding the Right Payroll System for Your Small Business Choosing the right payroll system for your small business is critical for efficiency and growth. So where should you start? Begin by assessing your needs based on your business size, employee types, and desired features. Research established vendors, compare features and pricing, explore system support options, and request demos so you can get a sense of how the system works and how intuitive it will be for your users. Once you’ve narrowed down your list of vendors, start building your case for change to present to leadership. Highlight the solutions’ time-saving benefits, accuracy improvements, and cost justification, and prioritize a smooth implementation for success and business growth. Empower Payroll with UKG Ready One of the best ways to grow your smaller business

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The Top 7 Recruitment and Employee Retention Strategies for Small Businesses

Human Resources, Payroll /

This blog post was originally published by UKG – inspiring every organization to become a great place to work through HR, pay, workforce management, and culture technology built for all. In today’s competitive job market, attracting and retaining top talent is about more than just offering a competitive salary. Small businesses have a unique advantage over larger corporations: the ability to create a personal, responsive, and value-driven workplace culture. A strong company culture not only keeps employees engaged but also helps businesses thrive. However, many small businesses struggle with hiring and retention due to limited budgets and a lack of formal HR infrastructure. A recent study by HR.com’s HR Research Institute and UKG found that while 60% of SMBs are concerned about retaining key talent, only about a quarter are leveraging strategic HR technologies to improve hiring, culture, and retention. This presents an opportunity: the right technology can help small businesses overcome these challenges while fostering a workplace culture where employees want to stay. At Pinkerton Payroll & Insurance, we understand these struggles firsthand. Our HR technology solutions help businesses streamline processes, improve employee experiences, and ultimately build a stronger workforce. Why Company Culture Matters More Than Ever A strong workplace culture has direct benefits for businesses of all sizes, but for SMBs, it’s a game-changer. Here’s why: Attract Top Talent: When your culture aligns with your mission and values, it becomes a magnet for like-minded professionals who are excited to contribute. Boost Engagement and Trust: Employees who feel valued and supported are more productive and committed. Reduce Turnover Costs: Hiring and training new employees is expensive. A positive culture builds loyalty, saving you time and money in the long run. Leveraging HR Technology to Strengthen Your Business Many small businesses assume HR technology is only for large enterprises, but that’s far from the truth. In reality, modern HR platforms streamline day-to-day tasks, freeing up time to focus on strategic growth. Pinkerton Payroll & Insurance offers technology solutions that help business owners attract, engage, and retain employees—without the administrative headaches. 7 Key Recruitment and Retention Strategies for Small Businesses To help small businesses compete for top talent, we’ve compiled seven key strategies that leverage HR technology to improve hiring and retention. Attract Top Talent with Engaging Job PostingsFirst impressions matter. Use an applicant tracking system to save time, optimize job postings, and highlight company culture, benefits, and growth opportunities. Posting on social media and industry-specific sites can also help expand your reach. Impress Candidates with a Smooth Hiring ProcessSpeed and efficiency matter in today’s job market. Offer online applications, skills assessments, and video interviews to keep the process seamless. Automated updates ensure candidates stay informed and engaged throughout the process. Use Data to Refine Your Recruitment StrategyHR analytics can help businesses track applicant flow, identify hiring trends, and predict future workforce needs. Data-driven insights ensure your hiring efforts are targeted and effective. Simplify OnboardingA strong onboarding process sets employees up for success from day one. Automated workflows and centralized portals make it easy for new hires to access important information, complete paperwork, and integrate into the company culture. Invest in Employee DevelopmentContinuous learning keeps employees engaged and motivated. Provide access to online learning platforms, career development pathways, and upskilling programs to ensure long-term career growth. Support and Empower EmployeesEmployees want to feel valued. Recognition programs, pulse surveys, and open communication channels help businesses proactively address concerns and boost morale. Modernize Payroll and BenefitsPayroll and benefits are crucial to employee satisfaction. Automated payroll systems, self-service portals, and compliance tools ensure accuracy and ease of access—reducing errors and enhancing employee confidence in their pay and benefits. Thinking Outside the Box: Addressing Hidden Employee Pain Points Beyond the usual perks and benefits, businesses should consider less obvious factors affecting retention—like employee commutes. Studies show that long, stressful commutes contribute to burnout and job dissatisfaction. Larger corporations may offer transportation solutions, but SMBs can explore creative alternatives, such as remote work options, commuter benefits, or flexible scheduling. Gain a Competitive Edge with the Right Strategy In today’s business landscape, a strong company culture is no longer optional—it’s a necessity. Implementing these recruitment and retention strategies, paired with the right HR technology, can help small businesses attract top talent, enhance employee engagement, and ensure long-term success. At Pinkerton Payroll & Insurance, we provide technology solutions that help small businesses simplify HR, streamline payroll, and build a workplace where employees thrive. If you’re ready to take your business to the next level, contact us today to learn how we can help.

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Full-Time, Part-Time, Contractor? Payroll Tips for Every Employee Classification

Human Resources, Payroll /

This blog post was originally published by UKG – inspiring every organization to become a great place to work through HR, pay, workforce management, and culture technology built for all. In any organization, large or small, payroll management plays a crucial role. It’s not just about paying your employees on time — it’s about ensuring that your business operations are compliant with various laws and regulations. One key aspect of payroll management is understanding employee classifications. These classifications significantly impact how payroll is managed. Understanding Employee Classifications Employee classifications include full-time, part-time, temporary, and contractors, among others. Each classification has its own set of benefits, tax implications, and pay structures. For instance, full-time employees may be eligible for health insurance and retirement benefits while contractors may not. Understanding these distinctions is vital for accurate payroll management. Here are some of the common employee classifications and what you need to consider for each: Full-time employees Full-time employees are the pillars of many businesses. They typically work a standard week and enjoy the predictability of a regular schedule and consistent salary. They often have access to a range of benefits, including health insurance, retirement plans, and paid time off. However, many full-time roles are exempt from overtime pay under the Fair Labor Standards Act (FLSA), which means they don’t receive extra pay for working more than 40 hours a week. This is usually because they earn a salary above a certain amount and perform specific job duties, such as executive, professional, administrative, computer, or outside sales work. The Department of Labor Wage and Hour Division outlines a series of tests that must be met for each of these job categories to be considered exempt from FLSA regulations. This classification offers businesses flexibility in managing workload but requires careful attention to ensure all criteria are met. Part-time employees Part-time employees are the flexible contributors in the workforce, working fewer hours with great adaptability. They typically work fewer than 30 hours a week, which means their paychecks reflect the hours they work. This arrangement provides them with a balance between work and personal life, allowing room for studies, hobbies, or multiple jobs. For employers, part-time workers add versatility to the team but come with their own set of rules. They’re usually nonexempt, making them eligible for overtime pay if they work more than 40 hours in a week. While benefits may be limited compared to full-time employees, understanding and offering what you can is essential for maintaining high morale and retention with your part-time employees as it is expensive to replace employees once they are trained. Contract employees Contract employees are the special guests of the workforce, brought in for their unique skills to perform specific roles for a set period of time based on the scope of the project. Whether it’s completing a project, filling gaps, or providing niche expertise, these workers know their contracted rate of pay and duration from the start. While they might be on your payroll, contract employees often have different paths regarding benefits and compliance. They’re usually nonexempt, so they’re eligible for overtime, and depending on the contract’s structure, they might have a different benefits package or won’t have one at all through your company. In addition, you will need to file a Form 1099 for these employees as part of your year-end tax processes. It’s crucial to understand what compliance means for these temporary team members to ensure their time with you is productive. Independent contractors Independent contractors truly embody the spirit of entrepreneurial independence as they offer their expertise on their own unique terms. They’re self-employed, working on a project-by-project basis, with the freedom to set their own hours. Unlike traditional employees, they manage their own taxes and often move from project to project without the safety net of employment and labor laws or company-provided benefits. Since they’re not on your payroll, the usual employee benefits and protections don’t apply. However, it’s important to correctly classify them to avoid potential legal issues that can arise from misclassification. Recognizing the unique role they play in your organization is essential for fostering a transparent and compliant relationship. It’s all about appreciating their contribution and ensuring everything aligns with the rules. Temporary employees Temporary employees typically step in to cover leaves of absence, peak/seasonal periods, or special projects. Their employment is for a fixed period of time with the end date known from the start. Compliance and benefits for these temporary team members can vary. They’re generally considered nonexempt, making them eligible for overtime pay, but their short-term status often means a lighter benefits package, if any. Therefore, it’s important to ensure that you make their employment timeframe very clear. Otherwise, if they are denied benefits under their temporary status without a clear employment end date, you may be in violation of the Employee Retirement Income Security Act (ERISA). On-call employees On-call employees are ready to spring into action when needed. They may not work daily, but when called upon, they’re expected to be available and ready. This flexibility is crucial for roles that require an immediate presence, whether in-person or remote. How these employees are compensated depends on any restrictions that may be imposed, such as: Restricted on-call status: This may mean that the on-call employee must be on-premises or focused on other work duties while waiting. This type of work typically requires payment. Nonrestricted on-call status: This may mean that the on-call employee is able to be off-premises as long as they return to work when they receive a call. Payment for this type of on-call work depends on whether or not they are able to use their on-call time for personal activities. Volunteers Volunteers generously offer their skills and time without any anticipation of financial gain, making their contributions priceless, yet not quantifiable in the conventional business context. Volunteers are not classified as employees and it’s important to ensure that the work they perform remains genuinely voluntary and doesn’t unintentionally stray into the realm of employment. Ultimately, it’s

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President Trump Signs Bill Amending PPP Into Law

Human Resources, Payroll /

Since being established as part of the Coronavirus Aid, Relief and Economic Security Act in March 2020, the Paycheck Protection Program (PPP) has been the subject of additional stimulus bills, legal guidance and interim final rules. In the latest development, Congress passed the Paycheck Protection Program Flexibility Act of 2020, which is a bill that provides borrowers with greater flexibility in spending PPP funds without compromising forgiveness eligibility. President Donald Trump signed the bill into law on Friday, June 5, 2020.   What is included in the bill? The bill, which passed with a bipartisan vote, makes the following amendments to the PPP to provide relief to borrowers: Loan repayment terms—The bill extends the minimum loan term for unforgiven PPP loans from two years to five years. Payroll costs vs. nonpayroll costs— For forgiveness eligibility, the bill reduces the portion of PPP funds that must be spent on payroll costs from 75% to 60%, and raises the nonpayroll cost limitation from 25% to 40%. Covered period extension—The bill extends the covered period during which borrowers must spend the PPP funds to be eligible for forgiveness from eight weeks to 24 weeks from the date of origination of the loan. Payroll tax deferment—The bill permits borrowers to defer payroll taxes without being penalized while still remaining eligible for loan forgiveness. Extension of rehiring safe harbor—The bill extends the rehiring safe harbor by six months to provide borrowers with additional time to restore payroll levels or rehire employees without facing a reduction in the amount of forgiveness for which they are eligible. The original date was June 30, 2020, and the new date is Dec. 31, 2020. In addition to the provisions above, the bill provides loan forgiveness eligibility exemptions for borrowers that are not able to rehire an employee or a replacement. There are also exemptions for loan forgiveness eligibility for borrowers that are not able to return to the same level of business due to complying with COVID-19-related orders or circumstances. What’s next? Borrowers should review the bill carefully and speak to their lender should they have any questions. In addition, borrowers should direct any questions regarding their PPP loan to their lender. We will continue to monitor any additional developments regarding the PPP and deliver updates as necessary. For more information about the PPP, contact Pinkerton Insurance Group.

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PAYCHECK PROTECTION PROGRAM (PPP) INFORMATION SHEET

Human Resources, Payroll /

BORROWERSThe Paycheck Protection Program (“PPP”) authorizes up to $349 billion in forgivable loans to small businesses to pay their employees during the COVID-19 crisis. All loan terms will be the same for everyone. The loan amounts will be forgiven as long as: The loan proceeds are used to cover payroll costs, and most mortgage interest, rent, and utility costs over the 8 week period after the loan is made; and Employee and compensation levels are maintained. Payroll costs are capped at $100,000 on an annualized basis for each employee. Due to likely high subscription, it is anticipated that not more than 25% of the forgiven amount may be for non-payroll costs. Loan payments will be deferred for 6 months. When can I apply? Starting April 3, 2020, small businesses and sole proprietorship’s can apply for and receive loans to cover their payroll and other certain expenses through existing SBA lenders. Starting April 10, 2020, independent contractors and self-employed individuals can apply for and receive loans to cover their payroll and other certain expenses through existing SBA lenders. Other regulated lenders will be available to make these loans as soon as they are approved and enrolled in the program. Where can I apply? You can apply through any existing SBA lender or through any federally insured depository institution, federally insured credit union, and Farm Credit System institution that is participating. Other regulated lenders will be available to make these loans once they are approved and enrolled in the program. You should consult with your local lender as to whether it is participating. Visit www.sba.gov for a list of SBA lenders. Who can apply? All businesses – including nonprofits, veterans organizations, Tribal business concerns, sole proprietorship’s, self-employed individuals, and independent contractors – with 500 or fewer employees can apply. Businesses in certain industries can have more than 500 employees if they meet applicable SBA employee-based size standards for those industries (click HERE for additional detail). For this program, the SBA’s affiliation standards are waived for small businesses (1) in the hotel and food services industries (click HERE for NAICS code 72 to confirm); or (2) that are franchises in the SBA’s Franchise Directory (click HERE to check); or (3) that receive financial assistance from small business investment companies licensed by the SBA. Additional guidance may be released as appropriate. What do I need to apply? You will need to complete the Paycheck Protection Program loan application and submit the application with the required documentation to an approved lender that is available to process your application by June 30, 2020. Click HERE for the application. What other documents will I need to include in my application? You will need to provide your lender with payroll documentation. Do I need to first look for other funds before applying to this program? No. We are waiving the usual SBA requirement that you try to obtain some or all of the loan funds from other sources (i.e., we are waiving the Credit Elsewhere requirement). How long will this program last? Although the program is open until June 30, 2020, we encourage you to apply as quickly as you can because there is a funding cap and lenders need time to process your loan. How many loans can I take out under this program? Only one. What can I use these loans for? You should use the proceeds from these loans on your: Payroll costs, including benefits; Interest on mortgage obligations, incurred before February 15, 2020; Rent, under lease agreements in force before February 15, 2020; and Utilities, for which service began before February 15, 2020. What counts as payroll costs? Payroll costs include: Salary, wages, commissions, or tips (capped at $100,000 on an annualized basis for each employee); Employee benefits including costs for vacation, parental, family, medical, or sick leave; allowance for separation or dismissal; payments required for the provisions of group health care benefits including insurance premiums; and payment of any retirement benefit; State and local taxes assessed on compensation; and For a sole proprietor or independent contractor: wages, commissions, income, or net earnings from self-employment, capped at $100,000 on an annualized basis for each employee. How large can my loan be? Loans can be for up to two months of your average monthly payroll costs from the last year plus an additional 25% of that amount. That amount is subject to a $10 million cap. If you are a seasonal or new business, you will use different applicable time periods for your calculation. Payroll costs will be capped at $100,000 annualized for each employee. How much of my loan will be forgiven? You will owe money when your loan is due if you use the loan amount for anything other than payroll costs, mortgage interest, rent, and utilities payments over the 8 weeks after getting the loan. Due to likely high subscription, it is anticipated that not more than 25% of the forgiven amount may be for non-payroll costs. You will also owe money if you do not maintain your staff and payroll. Number of Staff: Your loan forgiveness will be reduced if you decrease your full-time employee headcount. Level of Payroll: Your loan forgiveness will also be reduced if you decrease salaries and wages by more than 25% for any employee that made less than $100,000 annualized in 2019. Re-Hiring: You have until June 30, 2020 to restore your full-time employment and salary levels for any changes made between February 15, 2020 and April 26, 2020. How can I request loan forgiveness? You can submit a request to the lender that is servicing the loan. The request will include documents that verify the number of full-time equivalent employees and pay rates, as well as the payments on eligible mortgage, lease, and utility obligations. You must certify that the documents are true and that you used the forgiveness amount to keep employees and make eligible mortgage interest, rent, and utility payments. The lender must make a decision on the forgiveness within 60 days.

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Coronavirus Stimulus Direct Payments FAQ

Human Resources, Payroll /

The $2 trillion stimulus bill intended to help offset the financial burdens created by coronavirus disease 2019 (COVID-19) will soon be passed into law. More specifics will be announced when this bill is signed into law.   The bill proposes to send direct payments to Americans. This article contains answers to questions you may have about those payments. How much should I expect? Payments are based on income (as indicated on tax forms you’ve submitted). Individuals making under $75,000 will receive $1,200. Couples making under $150,000 who joint-filed will receive $2,400. Those making $112,500 or less who filed as “head of household” will also get the full $1,200. Families will also receive an additional $500 per child. If you made over $75,000, you will receive less. For every $100 on income beyond $75,000, you will receive $5 less in your check. Individuals making $99,000 and couples making $198,000 won’t receive anything. When will I get the payment? The Treasury Department said money will be sent “within three weeks” for direct deposits, which would be a little before April 18. Paper checks could take much longer to be sent out. Where will they send the money? The Treasury Department will use information provided from your 2019 tax return (or 2018, if you haven’t yet filed taxes this year). How is it being sent? The payments will be sent the same way you received your last tax refund. If that was a direct deposit, that will be the method. Otherwise, the IRS will mail a check to your last known address. How many payments are there? This bill only authorizes a one-time payment, but congressional leaders suggested the possibility of additional payments in another bill at a later date. I made over $99,000 when I filed taxes, but I’ve since been laid off. Will I get a payment? Likely not, but you can apply for it when you file your 2020 tax return. The IRS is expected to create a way to handle these situations. Will people on Social Security get a payment? Yes, provided they received Form SSA-1099 in 2019. Is the payment taxable? No.

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Congress Agrees to $2 Trillion Coronavirus Relief Bill

Human Resources, Payroll /

On Wednesday, March 25, 2020—after days of debate—Congress agreed to a $2 trillion economic rescue package designed to provide financial assistance to Americans and their families, and billions of dollars in loans for businesses. Voting is expected midday. The package is the largest fiscal stimulus in modern U.S. history and is the government’s most recent response to coronavirus disease 2019 (COVID-19). What is included in the stimulus package? While the final bill has yet to be released, there have been some publicly debated points. The economic rescue package includes a plan to provide two waves of direct financial assistance to Americans, a plan to stabilize the airline industry, a plan to provide small businesses with funds and a plan to issue loan guarantees to other hard-hit sectors in the economy. The package also includes provisions to extend unemployment insurance, increase funding for Medicaid and add additional assistance for small businesses throughout the country. “This is not a moment of celebration, but one of necessity.” – Sen. Chuck Schumer Direct Financial Assistance to Americans The stimulus package would provide two waves of direct payments to all Americans, coming weeks apart. American adults making up to $75,000 would receive $1,200 each and $500 per child. Married couples earning up to $150,000 would receive $2,400. Adults making more than $75,000 but less than $99,000 would receive less, and adults making more than $99,000 would not receive any government financial assistance. Stabilizing the Economy The economic relief package proposal includes the following funds to stabilize various sectors of the economy: Airline industry: $50 billion Small businesses lending program: $350 billion Hospitals: $130 billion State and local governments: $150 billion What’s next? The economic relief package has been agreed to by Congress, but not yet passed. We will continue to monitor the situation for developments and provide updates.

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Reemployment Assistance COVID-19 Frequently Asked Questions

Human Resources, Payroll /

If your employment has been negatively impacted as a result of the mitigation efforts in Florida to stop the spread of COVID-19, you may be eligible to receive Reemployment Assistance. Individuals who may be eligible for Reemployment Assistance may include: Those who are quarantined by a medical professional or a government agency, Those who are laid off or sent home without pay for an extended period by their employer due to COVID-19 concerns, or Those who are caring for an immediate family member who is diagnosed with COVID-19. What is Reemployment Assistance? Reemployment Assistance provides temporary wage replacement (unemployment insurance) benefits to eligible individuals who are out of work through no fault of their own. Am I eligible for Reemployment Assistance? If you have a history of wages in the state of Florida, you are actively able and available to seek and accept new employment, and you are currently unemployed or work reduced hours through no fault of your own, you may be eligible to receive Reemployment Assistance benefits. How do I file a Reemployment Assistance claim? Reemployment Assistance claims are handled by the CONNECT system. You can file your claim by accessing CONNECT through www.floridajobs.org in the Reemployment Assistance Service Center in the right hand corner of the page. People who need assistance filing a claim online because of legal reasons, computer illiteracy, language barriers, or disabilities may call 1-800-681-8102. What will I need to complete a application? You will need the following information to complete an application: Social Security Number Driver’s License or State ID Your last 18 months of employment (including name, separation reason, earnings, and dates of work) Work authorization (if not a US citizen) DD-214 member 2, 3, 4, 5, 6, 7, or 8 (if a military employee) SF 8 or SF 50 (if a federal employee) What happens after I file a claim? Your claim has two levels of review after you complete an application: Your history of wages are reviewed to determine if you have earned enough to qualify for benefits Any issues (such as job separation) found during your application are reviewed to determine eligibility You must login to the CONNECT system every two weeks to request benefit payment. Your first date to return to CONNECT is provided at the end of your application. You must request benefits even while your claim is being reviewed. During your request, you will need to report your job searches, work and any earnings. How do I receive payments after filing a claim and requesting benefits? If you are determined eligible after all reviews are complete, payments will be distributed by direct deposit or through the Way2Go debit card based on your initial application. Debit cards are mailed after the first payment is processed and may take 7-10 business days to receive by mail. Payments take 1-2 business to arrive after being processed.

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