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Quantum Recognized as an Object Storage Innovation Leader by GigaOm

ActiveScale

Object storage has a long history as an ideal platform for secondary storage use cases. Now, with the recent frenzy around all-flash object stores for primary storage use cases, the need for continued innovation in object storage scalability and storage economics to match the continued onslaught of digital data growth has been amazingly ignored with little coverage. Gigaom is the first major IT analyst firm to recognize this need as demonstrated by their research and recent release of the G igaOm Sonar Object Storage on Tape Report.

This forward-looking report evaluates vendors with solutions to store and access massive amounts of cold storage in the most cost-effective manner possible. GigaOm recognized Quantum as the leading vendor, reflective of recent ActiveScale innovations in multi-dimensional erasure coding, RAIL architectures, as-a-Service solutions, and support of both active and cold data classes. We are very proud of this leader designation in the GigaOm report and wanted to share some thoughts on how we’ll continue to innovate going forward.

STRATEGY, ROADMAP, AND EXECUTION LEADERSHIP

First, let’s cover this new report from GigaOm. GigaOm created the Sonar report to address the emerging market and growing need to store large datasets for much longer periods of time, at affordable costs, in a way that is accessible when needed. However, storing these large datasets on primary storage is challenging; not only are storage acquisition costs too high, but the ongoing power required to store so much data, drives up operating costs and challenges local power grids. Quantum is already a leading cold storage supplier to many of the world’s largest hyperscalers—in fact, 5 of the top 5 hyperscalers in the world rely on Quantum solutions, and we have developed a series of innovations and products to help them solve similar problems.

Quantum ActiveScale™ Cold Storage is a new class of object storage that provides secure, highly durable, and extremely low-cost storage for archiving of your cold data. It enables any organization generating petabytes of data to deploy S3 Glacier Class storage within their own data center, colocation facility, or hosted IT environment. The entire system can be deployed however a customer wants – in the customer’s data center, colocation or hosted IT environment, either as a capital acquisition or as a fully managed service. 

CONTINUED INNOVATION

Beyond object storage on tape, we are also being recognized for other innovations that reflect Quantum’s leadership in our key markets. For our tape products , we have continuously developed new features to enhance overall security and give greater protection against ransomware attacks. This includes Ransom Block, which provides the ultimate air gap for tape storage to protect against rogue attackers. With Ransom Block , tapes are physically protected within a tape library, so that the only way a hacker can access the data is with a physical break-in of the data center. Tapes are highly protected and remain on-site, providing the fastest data recovery from an attack available in the market today – another example of continued innovation and leadership.  In closing, we are thrilled to be recognized as a leader in GigaOm’s Sonar Object Storage on Tape Report. We will continue to bring new innovations to the market for object storage, tape solutions, and across our entire portfolio . Organizations across a wide number of industries and use cases all struggle to effectively manage, protect, and extract value from the petabytes to exabytes of data they continue to accumulate. With these recent innovations we have brought to market, we’re making this challenge dramatically easier and will continue to innovate in support of our customers. To view the full GigaOm Sonar Report, click here .

The post Quantum Recognized as an Object Storage Innovation Leader by GigaOm appeared first on Quantum Blog .

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W-2 vs. 1099: Which workers get which?

CMMA Blog

The way the IRS distinguishes between employees and independent contractors guides what benefits a worker is entitled to, what tax obligations they’re subject to, and which paperwork is required to make their status legally sound.

Worker Classification (The BIG Question)

While the paperwork is important, the most important aspect of this whole conversation is making sure you get a worker classified correctly in the first place. The classification guides all other questions, including whether to file a W-2 or a 1099. It also determines whether the employee or the employer is responsible for withholding taxes, which labor and employment laws apply, and how the work gets paid.

Thankfully, the IRS provides some guidance guidance for determining how a worker should be classified . It considers how much control the worker has over how, when, and where work gets performed as well as whether/how much the employer provides in order for the work to be completed.

Employees Require W-2s

W-2: Wage and Tax Statement is a document that reports an employee’s gross earnings as well as the amount of taxes the employer withholds on said employees’s paychecks. Employers are legally required to fill out W-2s for any workers earning $600 or more in one year from whom they’ve withheld any taxes. The Social Security Administration  receives a copy of the form as well as the state, city, or local tax departments. Employers retain one copy for four years.

The deadline to file W-2s with the SSA and provide copies to employees is January 31 of the year after the year of employment. Employees use the forms to complete their own individual tax returns and future social security and Medicare benefits are computed based on these figures.

Non-Employees Require 1099s

People who perform work for the company without being on the payroll require the Form 1099-NEC: Nonemployee Compensation . Note that as of 2020, the IRS no longer uses Form 1099-MISC.

While independent contractors keep track of their own tax obligations and file their own forms to the IRS, employers are still required to file a 1099-NEC for each person who is not an employee and was paid at least $600 during the course of the year.

Similar to a W-2, copies of the 1099-NEC of to the IRS, state tax agencies, and the independent contractor while the employer retains a copy. The 1099-NEC is also due January 31 the year after the work was performed.

Bottom Line

Employers that need help making the determination can work with a partner (such as PayReel!) to make sure they get that status right or may wish to file Form SS-8, Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding  to let the IRS make the official determination. Since that process can take up to six months, any business that has frequent hiring needs may be better served by working with a partner (such as PayReel 👋 !) that is specifically qualified to make the determination and handle all of the associated risk and compliance issues as well.

The post W-2 vs. 1099: Which workers get which? appeared first on PayReel .

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Questions to Ask When Onboarding Your First Employee

CMMA Blog

If you’re looking at onboarding your first employee, congratulations! It’s a big step in the life of any business. Since you’re dealing with paying someone else, you need to be extra sure you do it correctly! You’re dealing with someone else’s livelihood, which in itself is a big responsibility, but you’re also subject to government rules. If you break them, you’ll eventually face consequences. So here are some questions you might be asking and resources to help you find the answers you need.

1. What Paperwork Do I Need To Gather?

Typically, you’ll need to gather the following forms:

  • Form W-4 : This form helps you determine federal tax withholding
  • State W-4 form (if applicable): Some states either don’t have state income tax or use the federal Form W-4 to determine state income tax. Check if your state has a specific form.
You may also offer direct deposit (which requires its own form) or benefit forms. The good news is that employees are usually motivated to help you get what you need because that’s how they get paid.

2. How Will I Pay The Employee?

You’ll want to consider frequency as well as the actual method of getting money into your employee’s hands (cash, check, direct deposit, etc.). When considering whether to pay your employee(s) weekly,  biweekly, or monthly, you should make sure you brush up on pay frequency requirements by state. Whatever you land on, just make sure you follow your state’s rules and also notify your employees what schedule they can expect.

3. How Should I Calculate Taxes?

Your W-4 form(s) will help you make this determination. Unless the employee is exempt, you’ll usually need to withhold social security, medicare, and federal income taxes. Other possible withholdings include state or local income taxes. If this is making you want to lie down for a nap, you can make it very easy by using a payroll software with a built-in system for helping you get it right.

4.What Other Deductions Should I Be Aware Of?

In addition to the standard deductions, employees may be subject to wage garnishments, child support payments, health/life insurance premiums, or automatic retirement. If any of these apply, have new employees fill out the appropriate forms.

Bottom Line

Payroll software can help simplify deductions and payroll big time if you’re handling them on a small scale. For large scale onboarding and payrolling, most businesses are best served by hiring a partner (like PayReel 👋 !) that specializes in handling frequent, high-volume hiring and payrolling.

The post Questions to Ask When Onboarding Your First Employee appeared first on PayReel .

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Part-Time vs. Temporary Employment

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When it comes to hiring employees, employers have a few different options. Employers can take the part-time or temporary employment route to save costs and eliminate permanent decisions. Each option has advantages and disadvantages, so it’s essential to understand the difference between part-time and temporary workers before deciding. Here’s a look at the key differences between part-time vs. temporary employment.

For starters, a part-time employee is hired to work fewer hours than a full-time employee. Their hours typically run under 40 hours a week. They work on a permanent basis, completing daily tasks like many other full-time employees. Workers usually get little to no benefits working part-time, which is discussed with the employer during the onboarding process.

Temporary jobs are similar to part-time jobs, but they have some contingencies. Temporary employees can work part-time or full-time but work on a contractual basis. This means that they could work 3,9, 12, etc. months and be done at this organization- there is always a definitive end and start date. The temp is usually hired through a staffing agency for a certain project a department in the organization needs help with.

With all that being said, what’s the benefit of part-time and temporary employment?

There are many benefits to both part-time and temporary employment. Part-time employees generally have more flexible hours and can often choose their schedules. This can significantly benefit employees who have other commitments outside of work or who need a more flexible schedule for childcare or other reasons. Part-time employees might be able to take advantage of employee benefits, such as health insurance and retirement plans, but this will depend on each organization.

Temporary employees often have the opportunity to try out different positions and companies before committing to long-term work. This can be a great way to gain experience in different fields or explore other career options. Temporary employees may also have more flexible hours than full-time employees. This can be beneficial for those looking for a part-time job or needing a more flexible schedule.

Both part-time and temporary employees can work full-time with their organization, but this is usually discussed with the employer before their start date. Before starting any job, there must be clear-cut expectations for both the employee and employer.

There are also some drawbacks to both part-time and temporary employment that should be considered.

Part-time employees may not have as much job security as full-time employees and may not be eligible for the same benefits, such as health insurance and retirement plans. Temporary employees may find it challenging to transition to a full-time position with the same company and may not have the same job security as full-time employees.

Not only are there benefits for part-time vs. temporary employees, but there are also benefits to hiring these specific types of employees.

Hiring part-time employees cut costs. They usually work hourly so they can be scheduled to fit the employer and employee’s needs. A part-time employee would be well suited if a business needs employees for a certain season. On top of this, part-time employees rarely receive benefits, saving the company money too.

Hiring part-time employees also boost company morale and therefore reduces burnout. Part-time employees work reduced hours, creating a positive work environment where quality work can be done.

Hiring a temporary employee requires a shorter interview process. This is because you’re hiring them for a short-term project rather than a long-term, more permanent position. With that in mind, they can perform better because they are used to working on niche projects. Also, temps could be hired to give another fresh perspective or to temporarily fill in for another employee who is out of the office.

Overall, there are both benefits and drawbacks to part-time vs. temporary employment. It just matters what the employee and employer value. It is essential to weigh the pros and cons of each option before deciding which type of employment is right for you. Whether you’re looking for your next career move or an employer looking to staff your business, we have you covered. Call us today at 202-965-1100 to get started!

The post Part-Time vs. Temporary Employment appeared first on Maslow Media.

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