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Do You Need Payroll Services? This 2-Minute Quiz Will Help You Decide

CMMA Blog

Time is money. And when you have a tendency to get buried under onboarding, vendor payment, classifying temporary employees, and other hiring details, time is priceless.

10 Questions to Determine Whether to Hire Someone to Handle Your Payroll

  1. Do you regularly hire independent contractors and/or temporary employees?
  2. Is hiring and onboarding one of the most time-consuming parts of your role?
  3. Do your payment processes or corporate legal concerns cause frustrating bottlenecks?
  4. Is your desk/desktop cluttered with binders, folders, and paperwork?
  5. Have you ever made a bad hire due to a time crunch?
  6. Do you get pulled into fighting payrolling fires more than once a quarter?
  7. Would a high level of service free you up to focus on other aspects of the business?
  8. Do concerns about compliance, worker classification, IRS audits, and workforce headcount keep you up at night?
  9. Have you ever lost favor with one of your best contractors by paying late?
  10. Do you have a reputation among contractors for paying late?

1-4 Yeses: Not everyone needs a service like PayReel. Startups and small businesses can often handle their own payroll.

5-8 Yeses: Hiring a payroll service would take a load off your plate and free you up for the parts of your business you do best. Give us a call to identify your biggest challenges and how a payroll service could address them.

8-10 Yeses: We need to talk. Today. Your blood pressure probably went up as you read the list above. For those who need quick/frequent access to qualified contractors or who want to take all the risk out of dealing with the independent workforce, PayReel is a headache free solution. PayReel’s independent workforce engagement solutions make classifying, onboarding, and paying your freelancers painless, paperless, and personalized.

If you think you’d benefit from a payroll service, contact us . It’s about time.

The post Do You Need Payroll Services? This 2-Minute Quiz Will Help You Decide appeared first on PayReel .

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How to Make Hiring And Paying Workers For Events The Easiest Part of Your Day

CMMA Blog

It’s always a good idea to treat your workers right. Aside from just being the right thing to do, it also makes business sense to make onboarding easy and payment quick and accurate. The current labor shortage just makes it extra important because workers have options and you want to be sure that your project is the one that gets priority and they answer the call when you need them. Whether you’re hiring temporary workers for a massive event or a one-camera shoot, having a partner equipped to onboard and pay temporary workers quickly and accurately makes both clients’ and workers’ lives easier.

How to Make Onboarding and Paying Event Workers The Easiest Part of Your Job

It’s simple: Partner with an Employer of Record (EOR). Here are some of the benefits:

  • EORs are in position to onboard and pay workers–even thousands of workers– to staff events. They can handle all the details for big and small events alike. 
  • They have the systems in place! Here at PayReel, much of the system is automated so you can take care of just about anything…at any hour…with a few taps or clicks. You don’t have to talk to anyone if you don’t want to but humans are available when you do need them. Our Client Relationship Managers are not limited to a nine-to-five schedule either. We have an after-hours phone line so we can be sure to provide speedy answers. 
  • Paper-free paperwork. Not having to sift through piles of identical paperwork cluttering up your desk and your headspace makes the process quicker and easier for clients and workers. Paperwork without the paper? Yes, please! 
  • EORs are in position to process payments in a speedy manner. In our case, workers submit timecards on Mondays and we pay them on Fridays. When they’re paid quickly, they don’t need to call your office, which frees you up to do your job better. Of course, it also keeps workers happy so they are free to focus on your project and happy to come back for your next event.
  • Keeping workers happy means the people you’ve hired once stay loyal. Whether they’re working for one day or for a month, quick and accurate payment ensures that when you’re ready to hire them again, they’ll be ready to pick up the call.
  • Not only does an EOR manage event payroll and payroll taxes; as the employer of record, they even take on all risk associated with a variable workforce.

The Bottom Line

The bottom line is that, by managing all the payment details, including the mountains of W-4s , an established EOR makes payroll a non-event. Here at PayReel, we’re devoted to making every single client and worker interaction a good one. Clients who put on events say they work with us because we make their lives easier. Think you might benefit from hiring a payroll service? Here’s a handy guide to find out more. Or contact us at 303-526-4900.

 

The post How to Make Hiring And Paying Workers For Events The Easiest Part of Your Day appeared first on PayReel .

To view our Partner blog, click here

Would Your Business Benefit from Partnering With an Employer of Record? 

CMMA Blog

Today we’re going to talk about what exactly an EOR is, who can benefit most from partnering with one and why, and what you can do today if you’re ready to cut that red tape and get out from under a mountain of onboarding paperwork.

Let’s start with what an Employer of Record (or an EOR) is.

And since taxes, benefits, and insurance are some of the most complex, risk-heavy parts of doing business (seriously, did you want to stress eat a cookie just reading those words?) it can be a game-changer for certain businesses.

So which businesses benefit the most from partnering with an EOR? 

Businesses with a lot of hiring needs on tight deadline find that an EOR can be an absolutely indispensable secret weapon. These businesses often…

  •  Need to hire a lot of freelancers without making hiring freelancers their main business.
  • Don’t have time to deal with the administrative problems and mountains of paperwork that come with hiring, paying, and insuring workers.
  • Have a hard time keeping their workforce happy because it takes a highly-trained team and airtight systems to pay quickly and accurately.
  • Worry about getting on the IRS’s radar because the laws are always changing any errors can bring on audits, fines, and penalties.
Don’t pick up that cookie…I have good news!
This exactly where an EOR can be a total game-changer because it eliminates red tape for hiring while also keeping those doing the hiring out of court.

An EOR serves as the employer and takes on all related responsibilities and liabilities while employees work for another company. Depending on the needs, an EOR does some or all of the following:

  • Makes hiring new workers (often one of the most painful parts of the process) easier and faster
  • Covers payroll management for freelancers
  • Maintains current headcount
  • Guarantees on-time payment
  • Handles all compliance issues
  • Provides workers’ comp and all necessary insurance for contractors
  • Conducts background checks and drug screenings
  • Terminates employees, administers benefits, and handles some worker issues

By doing all that, an EOR can eliminate or greatly reduce the need for an HR department.

In short, an EOR turns a mountain of hiring paperwork (certificates of insurance, I-9s, E-verify forms, and so on) into a molehill.

Here’s what to do today if you think you might benefit from partnering with an EOR

If partnering with a company that specializes in these services and has existing systems in place would help you move your projects forward and keep your hands off those cookies, fill out our form at PayReel.com and we’ll talk through solutions for your unique situation. 

The post Would Your Business Benefit from Partnering With an Employer of Record?  appeared first on PayReel .

To view our Partner blog, click here

Here’s What to do if You Think You’ve Misclassified a Worker

CMMA Blog

You already know that W2 employees and independent contractors are entitled to different benefits and typically, independent contractors cost companies a lot less than employees. For this reason, some companies have bent the rules and classified workers incorrectly on purpose. Others have taken advantage of gray areas in the law to save money. And believe it or not, we’ve seen some companies who simply don’t know the rules and misclassify workers unknowingly. No matter the motivation, mistakes are costly.

It’s a New World 

The gig economy, start-up culture, and the rapid growth of the independent workforce  have created a trifecta of pain in the form of increased scrutiny by government agencies seeking to ensure workers are appropriately classified. 

In many cases, worker classification laws have resulted in the narrowest definition of an independent contractor to date. It’s now even more crucial for companies to evaluate or reevaluate the way they classify employees and get on the right side of the law before the IRS’s attention reaches their headquarters.

Employee Classification Matters

You can’t ignore worker classification rules. Unless of course, you’re ready to face a potential multimillion-dollar price tag.

You might get away with breaking a traffic law 100 times and lose any fear of the consequences. But that 101st time, you could end up seeing those flashing gum balls in your rear view mirror. Unfortunately, “Oops, I didn’t mean to” holds little weight with police officers. Similarly, the defense doesn’t hold up in court when you’ve misclassified an employee. Whether you knowingly or accidentally misclassify employees as independent contractors, it’s considered wage theft. The government doesn’t take that lightly. 

Committing wage theft has some serious consequences. Businesses that misclassify workers as independent contractors  deprive federal and state governments of billions of dollars in tax revenue. Big Brother is watching and Big Brother wants its money.

The cascading effects guarantee continued pain. Misclassifying an employee  puts your business at risk of an IRS audit. In addition to monetary fines like back pay, back taxes, severance and healthcare coverage for misclassified workers, you could also be looking at legal fees, reputation damage and even criminal and civil penalties. If you’re found guilty of fraud or intentional misclassification, you may be fined for each misclassified employee with fines multiplying with subsequent violations.  

Conduct Internal Audits

Conduct an internal audit  on your company’s policies and documentation process. Run each worker through the ABC test to determine if they really are an IC or not. Look for areas that need improvement. If you’re missing any documentation (like signed contracts), take any necessary steps to get what you need. If you think you’ve misclassified a worker, make sure you carefully document any changes you make. 

If you run your internal audits and still don’t feel confident you have the right status, you can file Form SS-8 , Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding. To be safe, you should treat the worker in question as an employee until you’re sure.

Not sure if you’re classifying your employees the right way? Take our five-minute worker classification self-audit to determine just how independent your independent contractors are.

Regularly Review Classifications 

Worker roles can evolve over time, as do the rules around worker classifications, so it’s a good idea to review each worker’s classification annually and make adjustments as needed.

That’s a lot of work, which is why many organizations that contract independent contractors partner with an Employer of Record—a firm specializing in independent contractor compliance and engagement. An Employer of Record helps your company meet compliance standards, reduce misclassification risk, and successfully manage independent workers. That’s exactly what we do at PayReel.

Outsource Employee Classification to The Experts

PayReel will help you manage your workers so your business can focus on doing what it does best. As your Employer of Record, PayReel will help ensure that all your independent contractors are properly classified and your business stays ahead of the compliance curve. There’s no need to gamble with something so important. Contact us today! 

The post Here’s What to do if You Think You’ve Misclassified a Worker appeared first on PayReel .

To view our Partner blog, click here

DigitalGlue and Breakthrough Photography Develop Award-Winning First Pro B4 to RF Mount for the RED V-RAPTOR and KOMODO

CMMA Blog

Murrieta, CA – May 10, 2022 – DigitalGlue, in partnership with Breakthrough Photography, is excited to announce the release of the industry’s first professional B4 to RF lens mount designed specifically for RED Digital Cinema’s V-RAPTOR and KOMODO cameras multi-sensor formats. The new MC-1 mount enables broadcast organizations to adopt the latest cinema technology while maximizing their investment in professional B4 lenses. Acknowledging its impact on the media and entertainment industry, ProductionHUB selected the MC-1 B4 to RF mount as a 2022 NAB Show Award of Excellence recipient. DigitalGlue is an official RED Digital Cinemas systems integrator and can provide a complete packaged solution. 

The invention of the B4 to RF mount saves DigitalGlue customers money by allowing them to purchase and use a RED camera without needing new lenses which are the most expensive part of the cinema camera assembly. The MC-1 mount allows HD, 120 fps on the RED Komodo and UHD, 60 fps utilizing a lenses doubler all while maintaining the lens’ zoom and aperture ranges. The RED Raptor enables HD 240 fps and UHD 120 fps through the utilization of a lenses built-doubler. Now, Broadcast organizations can achieve a cinematic look with upwards of 17 stops of dynamic range, smooth highlight roll-offs, and exceptional low light performance. 

Additionally, the RED Komodo brings its cinema global shutter for the first time to the world of live broadcast. This advancement gives broadcasters the ability to shoot both live and recorded cinematic images, maximizing their current investment in broadcast B4 lenses with a single camera. The B4 Mount will also enable video teams to extend their overall investment in the RED Digital Cinema ecosystem by allowing them to utilize their existing RF and PL based lenses, extending the overall investment in the RED Digital Cinema ecosystem. To learn more or place an order, email sales@digitalglue.com or call 949.388.9078 and press 2 for sales. 

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To view our Partner blog, click here

What Record-Breaking Heat Waves Mean For Your Business

CMMA Blog

Yesterday, I drove by a young man directing construction traffic from the side of a freshly-tarred road. We are in the middle of a heat wave in my area and even by 9 AM, we were well into the 90’s. If it had been a cartoon, I would’ve been able to see the heat waves rising beneath him. I wanted to drop some gatorade off for the guy! Don’t be mistaken: Heat stroke is not just dangerous to the most vulnerable among us. It can land even a young man like this worker in the hospital with very little warning.

We aren’t the only ones experiencing record-breaking highs this summer: Many regions are facing increasingly wild weather. So what does this mean for individuals or companies whose work requires them to be outdoors? I’ll tell you what it doesn’t mean: waiting until someone has a heat stroke to think about worker safety.

As we head into another record-breaking summer, it’s a good time to talk about workplace safety. Protecting workers—especially those who spend extended time outdoors—requires a little extra forethought and attention. While your workers’ health is a good enough reason to take extra measures, addressing safety risks can also prevent fines and lawsuits.

Worker Safety in Extreme Heat

Staying compliant with OSHA’s guidelines on Occupational Heat Exposure prevents workers from getting heat related illnesses. It also prevents them from missing work and you from getting fined. Keep everyone safe so neither you nor your employees end up paying the price.

  1. Provide water, rest, and shade: It’s easy to get into a project and forget about the time. Sometimes proactive measures like mandatory breaks with plenty of hydration will remind people to take care of themselves in the heat.  Make plenty of water and gatorade easily accessible.
  2. Recognize the signs: Managers should be on high alert for symptoms of heat exhaustion. According to the Occupational Safety and Hazard Administration (OSHA), “Persons suffering from heat exhaustion might have cool, moist skin; sweat heavily; or complain of headache, nausea or lightheadedness.”
  3. Watch the weather: At different temperatures and conditions, different measures are appropriate. Monitor the heat index as well as the associated risks. Schedule reminders and water breaks ahead of time and stick to them, regardless of your schedule.

General Emergency Preparedness

Heat isn’t the only hazard workers may face. OSHA’s website provides resources for winter weather and just about every situation here . Preventative measures for all inclement weather issues is a worthwhile investment. OSHA offers free on-site consultations to help diligent employers eliminate any problems up front. Contact them at 1-800-321-OSHA for more information.

Bottom Line

Watching out for your workers’ safety is not just about staying compliant with the letter of the law, but about understanding and staying true to the spirit behind it. Even if you can push workers a little further to get the job done faster, it’s worth going above and beyond to provide a safe environment. Watching out for people makes workers more loyal and you’ll ultimately be more productive, too.

The post What Record-Breaking Heat Waves Mean For Your Business appeared first on PayReel .

To view our Partner blog, click here