The bad guys are trying to steal your information! It seems there is another story on the news every day about large security breaches and the potential exposure of private, personal data. During this hour, Sleuthing Trainees will learn what the fraudsters are looking for, how they are gaining access to it and which employee populations are most at risk. This course, as well as the fortitude of the Sleuthing Graduates, have the potential to prevent millions in future payroll fraud losses.
HR compliance update is essential for keeping up with ever-changing laws and regulations. Start 2020 confident you can handle the questions from supervisors, employees, and corporate leaders about employment law changes.
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As employers consider whether or not to drop their health plan in 2015, a broad, comprehensive financial impact analysis is required. In addition to calculating the cost of the “No Coverage” Shared Responsibility penalty, employers must factor in the nondeductibility of the penalty, increases in cash compensation and possible reductions in productivity. This article provides a brief overview of these components and explains how to run the math.
According to the ACFE, organizations lose an average 5% of their annual revenues to fraud. Protecting the financial interests of yourself, the company and the employees is now more important than ever. Knowing what to protect against can help the team prepare for the worst while expecting the best. In this hour webinar, we will explore and discuss best practices for mitigating the risk of payroll fraud while maintaining compliance with payroll laws.
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Penalties for overtime violations can be severe with the possibility of fines, imprisonment or both! Add civil suits to the mix and the results can be devastating to any business no matter how large or small! And just to make it interesting, most states use the same definition to calculate overtime as the FLSA does. So one error can earn you double the penalties.
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Requests for leaves of absence rank among the most frequently encountered challenges faced by the HR professional because employers must contend with a patchwork of employee-friendly statutes, including federal, state and local leaves – it’s important to understand how these leaves coordinate because they often contain overlapping and sometimes conflicting employee rights and employer obligations.
The bad guys are trying to steal your information! It seems there is another story on the news every day about large security breaches and the potential exposure of private, personal data. During this hour, Sleuthing Trainees will learn what the fraudsters are looking for, how they are gaining access to it and which employee populations are most at risk. This course, as well as the fortitude of the Sleuthing Graduates, have the potential to prevent millions in future payroll fraud losses.
HR compliance update is essential for keeping up with ever-changing laws and regulations. Start 2020 confident you can handle the questions from supervisors, employees, and corporate leaders about employment law changes.
The Impact of Dropping Your Health Plan in 2015CBIZ, Inc.
As employers consider whether or not to drop their health plan in 2015, a broad, comprehensive financial impact analysis is required. In addition to calculating the cost of the “No Coverage” Shared Responsibility penalty, employers must factor in the nondeductibility of the penalty, increases in cash compensation and possible reductions in productivity. This article provides a brief overview of these components and explains how to run the math.
According to the ACFE, organizations lose an average 5% of their annual revenues to fraud. Protecting the financial interests of yourself, the company and the employees is now more important than ever. Knowing what to protect against can help the team prepare for the worst while expecting the best. In this hour webinar, we will explore and discuss best practices for mitigating the risk of payroll fraud while maintaining compliance with payroll laws.
Payroll Webinar: Paying Overtime Under the FLSA Part 1Ascentis
This is the first of a two-part webinar that will help you better understand the sometimes confounding requirements and procedures involved in overtime calculation. Calculating overtime pay for nonexempt employees sounds so simple. Common folk lore says you simply count the hours the employee works beyond 40 hours a week. Then you multiply that by 1.5 times their hourly pay rate and you’re done right? Not so fast! The truth is that overtime rules and the mathematics required to arrive at the correct calculation can be extremely tricky.
Penalties for overtime violations can be severe with the possibility of fines, imprisonment or both! Add civil suits to the mix and the results can be devastating to any business no matter how large or small! And just to make it interesting, most states use the same definition to calculate overtime as the FLSA does. So one error can earn you double the penalties.
HR Webinar: HR Professional’s Role in Managing Leave of AbsenceAscentis
Requests for leaves of absence rank among the most frequently encountered challenges faced by the HR professional because employers must contend with a patchwork of employee-friendly statutes, including federal, state and local leaves – it’s important to understand how these leaves coordinate because they often contain overlapping and sometimes conflicting employee rights and employer obligations.
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We have discussed the legal aspect, now we need to turn our attention to the best practices for processing the garnishments within the payroll department. For example, how and when should payroll communicate with the employee concerning a garnishment? Should tracking reports be set up to ensure proper deductions and payments? These are just a few of the questions we will answer during this webinar.
Now that we have discussed the rules and regulations of Garnishments it is time to get down and do the math. In this webinar we will apply all that we learned in parts 1 and 2 by reviewing all types of examples of calculating garnishments. This will include how to prorate when an employee has two or more child support withholding orders and not enough disposable income to cover both; the proper calculations for a federal tax levy; what to do if the employee has a creditor garnishment and a child support withholding order and much, much more.
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As we enter the busy Open Enrollment season for 2020 coverage, as a professional community, we face more uncertainty than in any year in recent memory. While the ACA still governs the design and administration rules of most healthcare plans, exceptions are now available for some employers. The individual mandate is effectively repealed, impacting both employee plan selection behavior and ACA reporting requirements. The relatively simple and straightforward subject of Health Reimbursement Accounts (HRAs) has morphed into a complex assortment of financial vehicles (QSEHRAs, ICHRAs, EBHRAs). And as Wellness Programs are gaining near-universal popularity, some big-name employers are in the news for toeing the line of the design rules for these plans. In this session, we'll review some key and late-breaking developments benefits professionals need to know!
Tax saving reimbursements, the way India Inc perceives it.
Services:
Tax Saving Reimbursements
Fuel reimbursement
Rewards & Recognition
Petrol allowance
Contact for More Details...!! +91 8066905995
Mail: support@zeta.in
Website: www.zeta.in
Payroll Webinar: Paying Overtime Under the FLSA: Part 2Ascentis
This is the second of a two-part webinar that will help you better understand the requirements and procedures involved in overtime calculation. Calculating overtime pay for nonexempt employees sounds so simple. But not so fast. The truth is that overtime rules and the mathematics required to arrive at the correct calculation can be extremely tricky. Our speaker will share her expertise and best practices for managing these calculations.
Penalties for overtime violations can be severe with the possibility of fines, imprisonment or both! Add civil suits to the mix and the results can be devastating to any business, no matter how large or small. Just to keep it interesting, most states use the same definition to calculate overtime as the FLSA does. So, even one, single error can earn you double the penalties.
HR Webinar: The Affordable Care Act Turns 10 Years Old: Where to From Here?Ascentis
Happy Birthday, ACA! Ten years ago, on March 23, 2010, the ACA was signed into law. Adding an unprecedented level of consumer protections and minimum quality standards to the health insurance Americans use, the law was and remains controversial to this day. In fact, the rate of uninsured nonelderly Americans dropped from a high of 17.8% in 2010, to 10.0% in 2016. The cancelation of the individual mandate, among other factors, has started to reverse that trend, with increases in the uninsured rates in 2017 and 2018. As the ACA celebrates its tenth birthday, it has something else to celebrate: its highest approval rate since public opinion polls began tracking it: 55% favorable opinion vs. just 37% unfavorable opinion.
As an HR professional, always busy with a hundred other people priorities at your company, it is hard to keep up with the ever-changing laws in the health insurance industry, and specifically, the ACA. With the law predicted to head to the Supreme Court soon for the third review of its fundamental constitutionality, receiving real-time updates becomes even more important. See what has changed in the ACA, looking at where it started to where it is now in this webinar!
A Guide to Combating Wage & Hour LiabilityKendal Peterson
The Department of Labor (DOL) estimates that 80%+ of employers are out of compliance with federal and state wage and hour laws. It’s no surprise that wage and hour class actions now outnumber all other discrimination class actions combined.
2010 has seen no letup in wage and hour lawsuits. Published reports show that wage and hour lawsuits in federal courts are up over 25% from the same time last year. Adding fuel to the fire, the DOL has a bigger budget and hundreds of additional field investigators. With settlements already averaging $23.5M at the federal level and $24.4M at the state level, the potential impact to employers is staggering.
Open enrollment is the only time of year to get an individual policy without a qualifying life event. Our webinar makes sure you and your employees are prepared.
For businesses with 50 employees or less. There is a lot of confusion and misunderstanding about what the Affordable Care Act (Obamacare) is and how it will affect your business and employees. It is important to learn how it relates to you, your employees and your business. There are many moving parts and there are changes ahead. Our blog series and webinars will describe what the Affordable Care Act is "in plain English" and keep you up to date on the latest information.
HR Compliance is critical for small business owners. It is predicted that 90% of all small businesses are out of compliance. This presentation delivered which has been delivered by Gary Wheeler to several groups illustrates key compliance areas to correct.
Payroll Webinar: The A to Z of Payroll Garnishments Part 3Ascentis
In parts two and three of the A to Z of Payroll Garnishments we discussed the legal aspects of garnishments, now in our third and final chapter we will turn our attention to the best practices for processing the garnishments within the payroll department.
We will apply our learnings and review examples of calculating all types of garnishments, including how to prorate when an employee has two or more child support withholding orders and not enough disposable income to cover both, the calculations for a federal tax levy, what to do if the employee has a creditor garnishment and a child support withholding order and more!
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
Payroll Webinar: The A to Z of Garnishments Part 3Ascentis
We have discussed the legal aspect, now we need to turn our attention to the best practices for processing the garnishments within the payroll department. For example, how and when should payroll communicate with the employee concerning a garnishment? Should tracking reports be set up to ensure proper deductions and payments? These are just a few of the questions we will answer during this webinar.
Now that we have discussed the rules and regulations of Garnishments it is time to get down and do the math. In this webinar we will apply all that we learned in parts 1 and 2 by reviewing all types of examples of calculating garnishments. This will include how to prorate when an employee has two or more child support withholding orders and not enough disposable income to cover both; the proper calculations for a federal tax levy; what to do if the employee has a creditor garnishment and a child support withholding order and much, much more.
HR Webinar: Benefits Update: 2020 Open Enrollment ConsiderationsAscentis
As we enter the busy Open Enrollment season for 2020 coverage, as a professional community, we face more uncertainty than in any year in recent memory. While the ACA still governs the design and administration rules of most healthcare plans, exceptions are now available for some employers. The individual mandate is effectively repealed, impacting both employee plan selection behavior and ACA reporting requirements. The relatively simple and straightforward subject of Health Reimbursement Accounts (HRAs) has morphed into a complex assortment of financial vehicles (QSEHRAs, ICHRAs, EBHRAs). And as Wellness Programs are gaining near-universal popularity, some big-name employers are in the news for toeing the line of the design rules for these plans. In this session, we'll review some key and late-breaking developments benefits professionals need to know!
Tax saving reimbursements, the way India Inc perceives it.
Services:
Tax Saving Reimbursements
Fuel reimbursement
Rewards & Recognition
Petrol allowance
Contact for More Details...!! +91 8066905995
Mail: support@zeta.in
Website: www.zeta.in
Payroll Webinar: Paying Overtime Under the FLSA: Part 2Ascentis
This is the second of a two-part webinar that will help you better understand the requirements and procedures involved in overtime calculation. Calculating overtime pay for nonexempt employees sounds so simple. But not so fast. The truth is that overtime rules and the mathematics required to arrive at the correct calculation can be extremely tricky. Our speaker will share her expertise and best practices for managing these calculations.
Penalties for overtime violations can be severe with the possibility of fines, imprisonment or both! Add civil suits to the mix and the results can be devastating to any business, no matter how large or small. Just to keep it interesting, most states use the same definition to calculate overtime as the FLSA does. So, even one, single error can earn you double the penalties.
HR Webinar: The Affordable Care Act Turns 10 Years Old: Where to From Here?Ascentis
Happy Birthday, ACA! Ten years ago, on March 23, 2010, the ACA was signed into law. Adding an unprecedented level of consumer protections and minimum quality standards to the health insurance Americans use, the law was and remains controversial to this day. In fact, the rate of uninsured nonelderly Americans dropped from a high of 17.8% in 2010, to 10.0% in 2016. The cancelation of the individual mandate, among other factors, has started to reverse that trend, with increases in the uninsured rates in 2017 and 2018. As the ACA celebrates its tenth birthday, it has something else to celebrate: its highest approval rate since public opinion polls began tracking it: 55% favorable opinion vs. just 37% unfavorable opinion.
As an HR professional, always busy with a hundred other people priorities at your company, it is hard to keep up with the ever-changing laws in the health insurance industry, and specifically, the ACA. With the law predicted to head to the Supreme Court soon for the third review of its fundamental constitutionality, receiving real-time updates becomes even more important. See what has changed in the ACA, looking at where it started to where it is now in this webinar!
A Guide to Combating Wage & Hour LiabilityKendal Peterson
The Department of Labor (DOL) estimates that 80%+ of employers are out of compliance with federal and state wage and hour laws. It’s no surprise that wage and hour class actions now outnumber all other discrimination class actions combined.
2010 has seen no letup in wage and hour lawsuits. Published reports show that wage and hour lawsuits in federal courts are up over 25% from the same time last year. Adding fuel to the fire, the DOL has a bigger budget and hundreds of additional field investigators. With settlements already averaging $23.5M at the federal level and $24.4M at the state level, the potential impact to employers is staggering.
Open enrollment is the only time of year to get an individual policy without a qualifying life event. Our webinar makes sure you and your employees are prepared.
For businesses with 50 employees or less. There is a lot of confusion and misunderstanding about what the Affordable Care Act (Obamacare) is and how it will affect your business and employees. It is important to learn how it relates to you, your employees and your business. There are many moving parts and there are changes ahead. Our blog series and webinars will describe what the Affordable Care Act is "in plain English" and keep you up to date on the latest information.
HR Compliance is critical for small business owners. It is predicted that 90% of all small businesses are out of compliance. This presentation delivered which has been delivered by Gary Wheeler to several groups illustrates key compliance areas to correct.
Payroll Webinar: The A to Z of Payroll Garnishments Part 3Ascentis
In parts two and three of the A to Z of Payroll Garnishments we discussed the legal aspects of garnishments, now in our third and final chapter we will turn our attention to the best practices for processing the garnishments within the payroll department.
We will apply our learnings and review examples of calculating all types of garnishments, including how to prorate when an employee has two or more child support withholding orders and not enough disposable income to cover both, the calculations for a federal tax levy, what to do if the employee has a creditor garnishment and a child support withholding order and more!
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
Food sources of zinc mineral By Mr Allah Dad Khan Former Director General A...Mr.Allah Dad Khan
Food sources of zinc mineral By Mr Allah Dad Khan Former Director General Agriculture Extension Khyber Pakhtun Khwa Province , VP Agriculture University Peshawar
10 actions to ensure you have auto enrolment covered.
Simple payroll tools will allow bureaus to streamline and automate AE tasks. Choose an advanced AE solution - simple solution to a complex process.
For more information vist https://www.brightpay.co.uk
Business demand is never constant. There are times when there is a surge in demand which may be seasonal or due to a major project that you have secured. These are temporary phases when you need extra staff and once the demand falls or the project is over, they are no longer required.
If you're a small business owner and worried about the new pension rules and regulations this comprehensive guide will help you set-up and manage your new auto-enrolment workplace pension scheme.
Complete this list to simplify the AE process. These practical steps will ensure AE will be a smooth and profitable process.
For more information see www.brightpay.co.uk
Answers by Husky to a few Auto-Enrolment questions. Basic autoenrolment questions answered. Easy to understand, no jargon, plain English around the topic of autoenrolment for small employers. Understanding what is needed
Top 10 key features of payroll software for startups!.pdfleenadavis3
Many SME business owners postpone the implementation of payroll and HR software till
they come to a certain size. They think that manual payroll processing, or a limited
desktop software, is sufficient for their organisation
Payroll management or administration is one of the most critical processes in any business, regardless of size, business model or industry.
It is one of the most important but time-consuming, cumbersome administrative tasks that every organisation performs daily.
While it doesn’t generate revenues for businesses directly, it is still an important activity that every business need to carry out accurately - as such, ensuring that your process is smooth and efficient must be a priority.
As a leader, you’re responsible for ensuring your organisation’s payroll management process is streamlined to ensure you save time and money. The question then is, how much do you understand and apply the best method to manage your payroll to legally keep your organisation compliant and ensure employee satisfaction?
In this deck, you will learn the fundamentals of payroll management and how it can benefit your business. You will also learn:
• The most important reasons you need to manage your payroll properly
• The top three (3) ways to manage your payroll
• The best payroll management solution that ensures your organisation remains legally compliant
• The most effective payroll management tips.
A detailed guide of the regulations facing UK employers dealing with workplace pension auto enrolment. This guide gives a valuable insight into what must be done to ensure your processes are both compliant and legal.
2. 2 Workplace pension planning
Introduction
The law on workplace pensions has changed;
under the Pensions Act 2008, every employer in
the UK must put all eligible staff into a pension
scheme and contribute towards it. This is called
‘automatic enrolment’.
It is important for you to understand your role in
running a good quality pension scheme. If you
employ at least one person you have certain legal
duties. It is therefore extremely important that you
understand what to do and by when.
In this guide I have identified 5 key areas you
need to address to ensure compliance with The
Pensions Regulator.
David Roderick
Development Director
3. 35 things to consider if you're planning for auto-enrolment
1. Selecting the right
pension scheme
As an employer YOU are responsible for selecting
a suitable pension scheme for your employees.
In order to comply with your legal obligations
you MUST choose a scheme that meets the
QUALIFYING rules and, is prepared to accept
your workforce. Not all qualifying pensions are the
same and some may contain restrictions or lack
suitable options.
By April 2019 you will be contributing 8%
of an employee’s wage into your chosen
scheme and for many this is likely to grow
to one of the largest assets they have.
Those failing to take adequate care in selecting
an appropriate scheme for their employees could
potentially be walking into a nightmare situation
for their business in years to come; the amounts
of money involved with workplace pensions could
make the PPI scandal look like loose change.
How will you protect your business should
your employees challenge you on your
pension scheme choice?
Making sure you’ve got it right
Legal experts recommend that you exercise care,
reviewing all available options and recording your
attempts at finding the most appropriate solution.
My advice is to review the market and compare
management charges, scheme restrictions, the
type of investment options offered AND make sure
you have it all written down to justify your choice of
scheme.
By seeking further professional advice you can:
• Ensure you are doing the right thing by your
employees
• Demonstrate due diligence
• Access better quality pension schemes
• Possibly receive lower management charges.
4. 4 Workplace pension planning
Should I just use NEST?
NEST, often mistakenly called the GOVERNMENT
SCHEME, should not simply be considered as
your default choice.
It does provide a suitable choice of pension
provider for some, but not necessarily all
employees; the charging structure means that
some employees MAY be paying higher charges
than with other available schemes.
NEST also has a number of restrictions on
contributions and transfers which may not be
suitable for all, and unlike many other options, it
does not have discretionary death benefits.
NEST is currently free of charge to employers,
but there is no certainty it will remain this way
and whilst NEST meets the statutory obligation
to provide a qualifying scheme you will still have
to demonstrate why it was selected as the most
appropriate choice and how it compared to the
other options available.
5. 55 things to consider if you're planning for auto-enrolment
2. Time and
resource
Many employers significantly underestimate the
time and resource required to administer all of
their workplace pension duties. There is a strong
chance you have never administered a pension
scheme before so these ongoing requirements
may be completely new to you.
It’s not a 5 minute job
Preparing for and running auto-enrolment every
month is not a small task, despite bold claims
from various software providers. The actual time
taken varies from business to business; a recent
independent report conducted by Leeds Business
University suggests the average time taken for
SMEs to manage auto-enrolment is 4.5 hours per
month.
You are managing people’s retirement
funds; their financial future – extra care
and due diligence must be taken with each
piece of data processed.
Time versus cost
Outsourcing your workplace pension duties is a
good option, however if you chose to administer
the work in-house each month you must make sure
you schedule sufficient time, we also recommend
that you use some form of software to help collate
everything.
Find out what needs to be done before, at
and after your staging date with our free
auto-enrolment checklist.
DOWNLOAD >
Validating your data
Although software packages save you time, they
also increase the risk to your business as most
DO NOT validate your data. Software packages
DO NOT sense check the data output, therefore
you cannot presume the data you are using is
sufficient to be compliant for auto-enrolment.
There are two ways of running auto-
enrolment; the correct way which takes
time and application, and the quick way!
The time and cost it may take to rectify
mistakes made early on could significantly
outweigh any short-term savings.
6. 6 Workplace pension planning
3. Payroll
misconceptions
Many payroll providers and software companies
now offer an auto-enrolment solution; however
these systems only work if they are set-up
correctly.
Data quality
Payroll systems process the data you input,
and unless you validate the data each time you
perform an upload, there’s no guarantee it will be
100% accurate. We recommend sourcing a payroll
provider that will validate and audit your data each
month.
Figures provided to the parliamentary
Work and Pensions Committee in May
2016 by the Chartered Institute of Payroll
Professionals suggests that around 25% of
employers are incorrectly processing auto-
enrolment.*
Having carried out a significant number of audits,
we would suggest this figure is actually closer
to 50% and the types of errors we encounter
are commonly repeated, all leading to breaches
identified by Workplace Pension legislation.
In over 14 years of administering workplace
pension schemes, whether large or small, it is
extremely rare that we receive data that’s 100%
accurate.
My payroll solution will do it all
Auto-enrolment is YOUR responsibility and there
are very few software companies and payroll
bureaus who will take on full responsibility for
you. The Pensions Regulator (TPR) released the
following statement in February 2016 to re-iterate
this message to employers;
“Advisers (payroll, accountants and financial
advisers) are being urged to be clear with their
clients about the automatic enrolment services
they’re providing after our latest automatic
enrolment report revealed that employers were
fined for failings after mistakenly believing they
were being addressed by their advisers.”
If you are looking to source a payroll
solution that will administer auto-enrolment
TPR recommends that you obtain an
agreement from your chosen provider
which details who will be responsible
for each task and crucially, areas not
covered by their service that will need to be
addressed by yourself.
Don’t let your payroll provider dictate
your pension choice
How would your employees feel if your choice
of pension provider was dictated by your
payroll software, rather than one that was most
appropriate for their needs?
Your choice of pension scheme should
dictate your system needs, not the other
way round!
* https://www.parliament.uk/business/committees/committees-a-z/commons-select/work-and-pensions-committee/inquiries/parliament-2015/inquiry/
7. 75 things to consider if you're planning for auto-enrolment
4. The impact on
your business
If you are planning on managing your auto-
enrolment project in-house, you need to consider
who will take responsibility and allocate sufficient
time, resource and training to ensure it is delivered
compliantly and on time.
The average time taken to administer auto-
enrolment is 4.5 hours per month**
Support services and software
You will also need some form of software to
manage your responsibilities. Remember, not
all software covers your duties - we recommend
comparing providers and assessing who will
perform what and at what price.
Purchasing a suitable software solution
and spending a few hours a month
administering your pension scheme may
cost more than a fully outsourced option.
Costs
Not all pension scheme providers charge in the
same way. You MUST make sure you’re fully aware
of all the costs associated with the set-up and
running of your pension scheme as auto-enrolment
may cost you more than you initially realise.
Risk and liability
Automatically enrolling your employees is your
main priority, but ensuring you are fully compliant
is another MAJOR element of your project.
Action from TPR could lead to significant penalties
to address any historic issues. We recommend
investing suitable amounts of time each month to
ensure compliance and minimise the risk of any
actions from The Regulator.
The greatest risk you could face as an
employer is from potential claims in the
future from employees who believe they
were disadvantaged by the choices you
made or allege that you failed to follow the
correct process.
** Automatic enrolment: The payroll perspective. Dr Iain Clacher. September 2015
8. 8 Workplace pension planning
5. Your core
duties checklist
And finally, here’s my list of our the five core duties your business will need to undertake to comply with its
Workplace Pension duties:
Core tasks
1. Select an appropriate pension scheme.
2. Categorise your workers into segments based upon their eligibility – remember it’s not
just those on PAYE that need to be considered.
3. Once you reach your staging date, and for every pay reference period thereafter,
you need to assess your workers to calculate who needs to be enrolled and the
contributions payable.
4. Communicate to your employees and update any changes.
5. Maintain full and accurate records, not only is this a statutory duty but it is the only
defence against any future claims.
... and don’t forget to complete your statutory declarations.
9. 95 things to consider if you're planning for auto-enrolment
For further information on what you need to do, contact our
auto-enrolment team to discuss your options:
01527 571 305
online@johnsonfleming.com
www.johnsonfleming.com
@JohnsonFleming
Johnson Fleming Group Limited
Fleming House
Bromsgrove Enterprise Park
Bromsgrove
B60 3AL
Contact us
10. The content of this promotional material is provided for information purposes only and is based upon our experience and understanding of the
financial services market place at this time. The content should not be viewed as financial advice, but is intended to provide an overview of possible
considerations or options. A formal recommendation will be made in writing once the decision is taken to formally appoint Johnson Fleming as advisers.
The views or opinions expressed within this promotional material are based upon our experiences of the financial services market place at this time and
should not be viewed as financial advice. Johnson Fleming Group Limited is authorised as a Firm of Financial Advisers and our permitted business
activity is advising and arranging life insurance, pensions, investments and general insurance contracts. Registered Office: Johnson Fleming Group
Limited, Fleming House, Bromsgrove Enterprise Park, Bromsgrove, B60 3AL. Johnson Fleming Group Limited is authorised and regulated by the Financial
Conduct Authority. Financial Services register number 599255 see www.fca.org.uk/register for details. Registered in England and Wales No 06272390.
Johnson Fleming Limited (FCA 215110), Johnson Fleming Administration Services Limited (FCA 480883) and Johnson Fleming Services Limited (FCA
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