Navigating HR in a business can sometimes feel like trying to solve a complex puzzle - it’s confusing and a bit overwhelming. Every new and unexpected challenge shines a spotlight on how the old software, once a go-to solution, just isn’t cutting it anymore. You’re stuck between the comfort of what’s familiar and the pressing need for something more efficient and innovative. Simply put, it’s stressful. 

So, if you’ve noticed a few cracks appearing in the smooth operation of your current HR workflows, or you’re wasting precious hours on inefficient processes, this post is just for you. Let us offer you a glimpse into a world where HR tasks aren’t just completed but are accomplished with unmatched ease and precision. 

As the end of 2023 marches closer and closer, businesses across the country are gearing up for tax season. For Sage 100 users, this can be a seamless and efficient process with the right preparation and knowledge. In this comprehensive guide, we'll walk you through the steps and best practices to ensure your business stays compliant and ready for tax season.

In the world of Human Resources, the tasks extend beyond hiring and firing - it’s about matching the right talents with the organization’s goals. However, a reactive approach, where you're always dealing with issues as they arise, can often feel like a never-ending cycle of putting out fires. It leaves little room for strategic planning and can make the job feel overwhelming.

A proactive HR approach, on the other hand, is about staying ahead, planning, and preventing issues before they even start. In this mode, you’re not just responding to challenges but anticipating and solving them ahead of time. It makes the HR role not just manageable but also more strategic and impactful, turning potential problems into opportunities for growth and improvement. Not to mention taking a load off of your mental health.

Managing the financial operations of a small or medium-sized business can be quite a challenge. For many, QuickBooks has been a loyal companion on this journey, simplifying financial tasks and helping you keep your business finances in check. But as your business grows and evolves, it is not uncommon that you've likely started to feel the strain. 

You’re not alone. We’re going to explore seven unmistakable signs that it is time for an you and your company may have outgrown Quickbooks and why Acumatica is going to be the solution.

For many small businesses, the HR department is a thinly stretched team of one. Sure, the team discussions can get a bit one sided, but that is far from the only challenge that the solo HR professional faces on a regular basis. Understaffing issues caused by anything from turnover issues to stacked employee vacations can make an overwhelming job feel like an impossible one.

Welcome to summer! Well...almost. Summer doesn't officially begin until June 21st. But this is an important announcement about some payroll-related changes coming during the summer, so we thought we'd get the word out a little early. With vacations, camping trips, and backyard BBQs to plan, we want to make sure you are aware of these changes that are quickly approaching...and that you should also add to your summer planning list.

Does your company currently complete Washington State SUI quarterly wage reporting? If you answered "Yes!", then you need to know that, beginning with the Q4 reporting for 2022, employers will be required to include the Standard Occupational Classification (SOC) code for all employees reported on. The Washington State Legislature passed HB 2308 in 2019, which requires this information. Employers that do not include this information in reporting will be subject to the incomplete report penalty.

In March of 2020, working from home became the new normal for many people. Organizations may not have been prepared for this new normal, but ready or not, the transition needed to be made. Some employers went with the Band-Aid approach of doing what they needed to do to get by temporarily, while others fully embraced the challenge and sought the potential long-term advantages that it offered to employer and employees alike. Most employers did not expect this new normal to last as long as it has, or for it to bring so many unforeseen challenges.

On November 6, 2020, Oregon OSHA issued final temporary rules to help prevent the spread of coronavirus in workplaces by requiring employers to implement a comprehensive set of risk-reducing measures. The rules will take effect November 16th, with some tasks phased in, and are expected to remain in effect until May 4, 2021. These new rules affect all employers and include additional requirements for high-risk jobs.

The following is a summary taken from the final temporary rules requirements for all workplaces:

Okay, not really. It's inconceivable that any company can create a comprehensive solution to its workplace health and safety concerns in just two minutes. However, two minutes is plenty of time to watch a reliable overview about specific aspects of workplace health and safety as well as obtain some basic direction about how to proceed towards creating a safe, compliant environment. We actually call this video library 2-Minute HR, and it's just one of the resources that can be found in the HR Support Center section of People Savvy HCM Essentials. Here's how it works.