There are many benefits to keeping up with technology. By embracing ideas like fully-integrated payroll, your organization will be able to save time and resources by eliminating what was once a very manual part of your workflow. In addition, you may be able to mitigate substantial compliance risk by eliminating the potential for human error.

1. Payroll Integration - The Good, the Bad,
and the Ugly in Your File
Bonnie Treichel Naba Ahmed
With: Moderated by:
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3. 3
Click on the Questions panel to
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https://www.hrtechcentral.com/webinar-series/transitioning-to-hr-tech/
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https://www.humanresourcestoday.com/webinar-series/transitioning-to-HR-tech

4. About Bonnie Treichel
Bonnie M. Treichel is a senior consultant for Multnomah Group. She is also the chair of the firm’s Technical Services
Committee and serves as the chief compliance officer. Bonnie promotes a culture of compliance at Multnomah Group
and brings experience to a variety of ERISA and retirement plan related issues. Bonnie is a frequent speaker on the
topic of retirement plan issues at local, regional, and national conferences and events. Prior to joining Multnomah
Group, Bonnie was a partner at a law firm that specialized in all aspects of retirement-related products and services –
working both with plan sponsors and retirement plan service providers.
About Naba Ahmed
Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in Integrated Marketing
Communications. After working as Editor-in-Chief at the campus newspaper, she became interested in developing
content across multiple platforms, and now works as a Content Marketing Specialist at Aggregage, providing some of the
most interesting thought-leaders across a wide variety of industries with a space to celebrate the diversity, depth, and
experience of their professional cultures, personalities, and passions.

5. 5Payroll Integration - The Good, the Bad,
and the Ugly in Your File

6. 6
QUESTION:
What does payroll integration mean to you?
1. Unsure.
2. Less manual, more automated.
3. Sending data one-way automatically between payroll + third-
party software
4. Sending data back-and-forth automatically between payroll +
third-party software
Payroll Integration - The Good, the Bad,
and the Ugly in Your File

7. 7
What is Payroll Integration?
• Payroll processing refers to services that “automatically calculate how much
employees should be paid each pay period. The systems account for wage rates,
shift differentials, overtime, holiday pay and taxes as well as Social Security and
benefit deductions. They then make payments to employees by direct deposit,
prepaid debit cards or paper check.”*
• Payroll integration refers to the level of connectivity the selected payroll provider
can achieve with other programs already in place
• Example: 401(k) plan recordkeeping software; talent management software
Payroll Integration - The Good, the Bad,
and the Ugly in Your File
*See, Choosing a Payroll Service, available here: https://www.businessnewsdaily.com/7477-choosing-payroll-service.html.

8. 8
QUESTION:
How would you describe your experience with
payroll integration?
1. What is payroll integration (I missed the last slide)
2. I am in the contemplation phase – considering an integration
project.
3. I am about to embark on my first payroll integration project.
4. I recently completed a project.
5. This is old hat for me. I should do the webinar instead of you.

9. 9Payroll Integration - The Good, the Bad,
and the Ugly in Your File
Regulations for HR Professionals

10. 10Payroll Integration - The Good, the Bad,
and the Ugly in Your File
Federal Regulations for HR Professionals
 Age Discrimination in Employment Act (ADEA) of 1967
 American Recovery and Reinvestment Act of 2009
 American Taxpayer Relief Act of 2012
 Americans with Disabilities Act (ADA) of 1990
 Black Lung Benefits Act (BLBA)
 Children's Health Insurance Program Reauthorization Act of 2009 (CHIPRA)
 Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986
 Copeland Act of 1934
 Consumer Credit Protection Act (CCPA) of 1968
 Contract Work Hours and Safety Standards Act (CWHSSA)
 Davis Bacon Act of 1931
 Dodd-Frank Act of 2011
 Drug-Free Workplace Act of 1988
 Employee Polygraph Protection Act (EPPA) of 1988
 Employee Retirement Income Security Act (ERISA) of 1974
 Energy Employees Occupational Illness Compensation Program Act (EEOICPA)
 Equal Pay Act (EPA) of 1963
 Executive Order 11246 of 1965
 Fair and Accurate Credit Transactions Act of 2003 (FACT)
 Fair Credit Reporting Act (FCRA) of 1969
 Fair Labor Standards Act (FLSA) of 1938
 Family and Medical Leave Act (FMLA) of 1993
 Foreign Corrupt Practices Act of 1977 (FCPA)
 Federal Employees' Compensation Act (FECA)
 Federal Insurance Contributions Act (FICA) of 1935
 Federal Mine Safety and Health Act (Mine Act)
 Genetic Information Nondiscrimination Act (GINA) of 2008
 Health Care Education and Reconciliation Act of 2010
 Health Insurance Portability and Accountability Act (HIPAA) of 1996
 Immigration Reform and Control Act of 1986 (IRCA)
 Immigration and Nationality Act (INA)
 Jury Service and Selection Act
 Labor-Management Reporting and Disclosure Act (LMRDA)
 Lilly Ledbetter Fair Pay Act of 2009
 Longshore and Harbor Workers' Compensation Act (LHWCA)
 McNamara-O'Hara Service Contract Act (SCA)
 Mental Health Parity and Addiction Equity Act of 2008
 Migrant and Seasonal Agricultural Worker Protection Act (MSPA)
 National Labor Relations Act (NLRA) of 1947
 Newborns' and Mothers' Health Protection Act of 1996
 Norris-LaGuardia Act of 1932
 Occupational Safety and Health Act (OSH Act) of 1970
 Older Workers Benefit Protection Act of 1990 (OWBPA)
 Patient Protection and Affordable Care Act of 2010
 Pension Protection Act of (PPA) 2006
 Pregnancy Discrimination Act
 Section 503 Rehabilitation Act as amended in 2013
 Sarbanes-Oxley Act (SOX) of 2002
 Sherman Anti-Trust Act of 1890
 Title VII of the Civil Rights Act of 1964
 Uniform Guidelines on Employee Selection Procedures of 1978
 Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994
 Vietnam Era Veterans Readjustment Act (VEVRA) of 1974
 Walsh-Healey Act of 1936
 War Hazards Compensation Act of 1942
 Women's Health & Cancer Rights Act of 1998
 Worker Adjustment and Retraining Notification Act (WARN) of 1988
 Workforce Innovation and Opportunity Act (WIOA) of 2014

11. 11
Benefits of Payroll Integration
Payroll Integration - The Good, the Bad,
and the Ugly in Your File
• Save time and HR resources
• Reduce errors due to automation
• assuming it is properly implemented
• Reduces compliance + legal risks
• Example: Timely investment of retirement plan
contributions
• Example: Proper tracking of employee timekeeping across
multi-state (and multi-city) laws

12. 12
Obstacles of Payroll Integration
Payroll Integration - The Good, the Bad,
and the Ugly in Your File
• Timely undertaking
• Costly undertaking
• Unanticipated obstacles (example: hidden costs)
• Compliance and legal risks
• Siloed nature of Human Resources
• Bad data
“A lot of this decision has to do with the state of the data…Garbage
in, garbage out…So, it would be a timely task to clean all of the
data up before we start a project like this.”

13. 13
Strategic Considerations: Why
Payroll Integration - The Good, the Bad,
and the Ugly in Your File
Why should an organization consider payroll integration?
• Organization growth
• Number of employees
• Location of employees
• Unwieldy technology
• Accessibility to data and information
“We wait until the technology provider is kicking us off their
platform…because we are the only ones still using this version…and, then,
we make a change.”

14. 14
Strategic Considerations: Who
Payroll Integration - The Good, the Bad,
and the Ugly in Your File
Who are the stakeholders in the payroll integration project?
• Payroll
• Benefits
• Human Resources
• Finance
• Legal
• Compliance
• Third Parties

15. 15Payroll Integration - The Good, the Bad,
and the Ugly in Your File
What are the key considerations once it is determined
to proceed with the project?
• Onboarding process
• Security standards
• Ease of use
• Budget friendly
• Customizable
• Access to customer service representatives
and ongoing training
Strategic Considerations: What

16. 16Payroll Integration - The Good, the Bad,
and the Ugly in Your File
When is a reasonable time to start (and complete) the project?
• The project timeline depends on the magnitude of the project and
the number of stakeholders and third parties involved
• There is some seasonality to the nature and timeline of the project
• Service providers have different timelines and resources
depending on the season
• Stakeholders cannot have competing priorities! Payroll
integrations or transitions are a big undertaking!
Strategic Considerations: When

17. 17
Do your Due Diligence: the review
Payroll Integration - The Good, the Bad,
and the Ugly in Your File
• Identify the stakeholders within your organization who will search for
your new service provider
• Identify qualified service providers
• Compile the questions that will serve as your “request for proposal”
• What are the goals/needs that you are trying to solve for in your
search; this MUST be included in your request for proposal
• Those conducting the search must understand the goals/needs for
the provider search
• Send the request for proposal to qualified vendors
• Receive and review results of qualified vendors
• Select a new technology provider

18. 18
What’s next: Implementation + Beyond
Payroll Integration - The Good, the Bad,
and the Ugly in Your File
• Compliance Risks of Integration
• Missing data during the integration
• Putting bad data into the system
• Misconfiguring the new technology
• What are the protocols used to
check the file after an implementation?

19. 19Payroll Integration - The Good, the Bad,
and the Ugly in Your File

20. 20Payroll Integration - The Good, the Bad,
and the Ugly in Your File
QUESTION:
After an integration, do you audit the files?
1. No, I have never conducted a payroll integration project.
2. No, I am just soooo thankful the project is over.
3. Yes, there is an audit, but we leave that to the vendors to do for
us.
4. Yes, we always conduct a spot check of the files to ensure there
are not errors.

21. 21
Action Steps
Payroll Integration - The Good, the Bad,
and the Ugly in Your File
1. Understand the different types of payroll integration
2. Take inventory of your technology
3. Evaluate the health of your technology
4. Determine your roadmap for when an integration may be
appropriate – plan ahead

22. 22Payroll Integration - The Good, the Bad,
and the Ugly in Your File
Multnomah Group Disclosures
Multnomah Group is a registered investment adviser, registered
with the Securities and Exchange Commission. Any information
contained herein or on Multnomah Group’s website is provided for
educational purposes only and does not intend to make an offer or
solicitation for the sale or purchase of any specific securities,
investments, or investment strategies. Investments involve risk
and, unless otherwise stated, are not guaranteed. Multnomah
Group does not provide legal or tax advice.

23. 23
Q&A
https://www.hrtechcentral.com/webinar-series/transitioning-to-hr-tech/
https://www.recruitingbrief.com/webinar-series/transitioning-to-hr-tech/
https://www.humanresourcestoday.com/webinar-series/transitioning-to-HR-tech
Naba Ahmed
With: Moderated by:
Senior Consultant, Multnomah Group
Linkedin page: in/bonnie-treichel-979a965/
Twitter ID: @btreichelesq
Website: www.multnomahgroup.com/
Bonnie Treichel
Editor, Human Resources Today & Recruiting Brief
Linkedin page: /in/naba-ahmed
Twitter ID: @hrposts/ @recruitingbrief/@hrtechcen
Website: www.aggregage.com