Your Questions, Answered.

Our payroll solution is designed for seamless integration with a wide range of HR and accounting software. This integration capability ensures a smooth flow of data across systems, enhancing efficiency and reducing the need for manual data entry.

Corrections can be made via manual adjustments, void/reissue of checks, or supplemental pay runs. The system maintains a full audit trail of changes. For tax corrections, amended returns (941-X, W-2c) can be generated as needed. 

We provide comprehensive support for our payroll system. This includes a dedicated customer service team available for queries and technical assistance, as well as access to an extensive online knowledge base and resources for self-help.

Yes. PaydayHCM supports on-demand, off-cycle payroll runs so you can process bonuses, corrections, or final paychecks outside of your regular pay schedule without disrupting normal processing. 

Yes. You can run different employee groups on different pay frequencies simultaneously—common in businesses where hourly staff are paid weekly and salaried staff are paid semi-monthly. 

Both have their advantages. National providers often offer sophisticated software platforms with broad feature sets. However, they can fall short when it comes to personalized customer service — you may find yourself navigating automated phone trees and waiting days for a response. Local providers like Payday HCM combine powerful HCM software with hands-on, dedicated support from people who understand your region's specific tax laws, labor regulations, and business environment. For many businesses, the combination of technology and a human touch provides the best of both worlds.

A payroll conversion is the process of moving your payroll data and processes from one provider to another. It typically involves gathering historical payroll data, setting up your employee and company information in the new system, and transitioning to live processing. A smooth conversion requires careful planning, clear communication with your current provider to retrieve all necessary data, and close collaboration with your new provider's implementation team. Following the conversion, allow your team a brief period of training to ensure everyone learns the new system and processes, and familiarizes themselves with the changes.

Many businesses assume January 1st is the only time to switch payroll providers, but that's a myth. While switching at the start of a new year simplifies year-end reporting, mid-year conversions are entirely possible and sometimes preferable — especially if your current provider is causing ongoing issues. The key is thorough planning: ensure all year-to-date payroll data is transferred accurately so W-2s and tax filings remain correct. Working with an experienced provider who has handled many mid-year conversions can make the process seamless.

With Payday HCM, every question is important, regardless of how small it may be. This means that a dedicated client service representative will always be available to support you and your business, whether it's a question about an upcoming payroll, an issue with your employee self-service portal, or any other situation you may need our help with.

You have a business to run, meaning our goal is to make your life just a little bit easier. If you choose to implement our payroll solution, we won't just disappear once everything has been set up. You'll have someone there every step of the way to help you and your employees learn the new system, whether that's assistance with onboarding, timekeeping, or any other question you may have.

At Payday HCM, our motto is "One Service. One Heart. One Team." This means that, while we have specialists and experts who perform certain tasks at a high level, we're really just one big family. For you, this means the implementation process isn't simply just hitting the power button on a new payroll system. Our implementation specialists meet with your business to map out a detailed, step-by-step plan to ensure a smooth implementation process. We also ensure our client service representatives are active and present during this process, ensuring that, even before your system has been fully set up, the individuals helping you fully understand your business.

The electronic I-9 feature guides employees through completion during onboarding and flags any errors before submission. E-Verify integration allows you to verify work authorization directly within the platform. Read our I-9 compliance article.

Our HR services are highly scalable. Whether you're a small startup or a large enterprise, we tailor our services to fit your specific business size and needs.

The cost of an employee handbook varies significantly based on how it's created. Hiring an employment attorney to draft a custom handbook can cost anywhere from a few hundred to several thousand dollars. Some HCM providers include handbook creation or template access as part of their HR services. While cost matters, the more important consideration is accuracy and relevance—a handbook that doesn't reflect current laws or your actual policies can create more liability than having no handbook at all. Handbooks should be reviewed and updated annually or whenever significant legal changes occur.

Employees receive a notification when open enrollment opens, then log into the self-service portal to review plan options with cost comparisons and make their selections. Elections flow directly into payroll deductions automatically. Administrators can track enrollment completion in real time. 

Payday HCM handles medical, dental, and vision insurance; FSAs, HSAs, and HRAs; group life and disability insurance; worksite benefits; and commuter benefits.

We provide extensive support in educating your employees about their benefits options and assist in streamlining the enrollment process, making it as straightforward and informative as possible. Your employees will always be provided with benefits enrollment materials, information from carriers, as well as in-person and virtual enrollment sessions. These resources are available year-round, as is our dedicated team of benefits coordinators, ready to answer any question you or your employees may have.

Payday HCM integrates with COBRA administration services to automate qualifying event notices, track election periods, and manage premium collection—keeping you compliant without added administrative burden. 

Yes. PaydayHCM tracks ACA eligibility, generates 1095-C forms for employees, and files 1094-C with the IRS electronically. The system monitors full-time equivalent counts and alerts you if you're approaching ACA employer mandate thresholds. Read our ACA compliance guide.

Benefits brokers are typically compensated through commissions paid by insurance carriers—usually a percentage of the premium. This means broker advice can sometimes be influenced by which plans pay the highest commissions rather than which plan is the best fit for your workforce. When working with a broker, ask upfront how they are compensated and request a transparent breakdown of all fees. A good broker will present multiple options, explain the pros and cons of each, and advocate for your employees' needs as well as your budget.

We continuously monitor changes in legislation and regulations, ensuring that your benefits package remains compliant and up-to-date, thereby protecting your company and employees. We'll continually monitor your account, performing audits and spot-checks to ensure your business is remaining in compliance with any new or updated regulations and employee-count milestones.

While specific requirements will vary from carrier to carrier, generally, health insurance plans will need at least two employees to be enrolled in a plan, and employers must contribute 50 percent towards employee premiums. Outside of a traditional health insurance plan, smaller businesses can also take advantage of things like worksite benefits or reimbursement models.

PaydayHCM's ATS allows you to post jobs to your branded careers page and distribute them to major job boards (Indeed, LinkedIn, ZipRecruiter, and more) from a single interface. This dramatically widens your applicant pool without extra effort. Read about our ATS capabilities.

Yes. The ATS includes a customizable careers portal where you can add your logo, colors, and company description. Candidates apply directly on your branded page, reinforcing your employer brand throughout the hiring process. 

Yes, these systems are designed to stay updated with the latest labor laws and regulations. They automatically apply these rules to ensure compliance, thus reducing the risk of legal issues and ensuring fair labor practices are upheld in your organization.

PaydayHCM automatically calculates overtime based on federal FLSA rules (1.5x after 40 hours/week) and state-specific rules such as California's daily overtime (1.5x after 8 hours/day, 2x after 12 hours). Rules are applied per employee based on work location. Read about FLSA overtime rules.

Yes. Time records go through a configurable approval workflow—employees submit their timesheets, managers review and approve (or request corrections), and approved time then flows to payroll. A full audit trail captures all edits. 

PaydayHCM supports web-based clock-in/out, mobile app punching (with geofencing), physical time clocks (biometric, badge, or PIN), and manager-entered time. You can mix methods across employee groups. Explore our timekeeping solutions.

New hires can complete their W-4, state tax withholding forms, I-9 (Section 1), direct deposit authorization, benefits elections, company policy acknowledgments, and the employee handbook—all before their first day. Learn more about electronic onboarding.

Our onboarding solutions are designed to make the transition for new employees seamless and engaging. We provide customizable onboarding plans that can be tailored to your company's specific needs, ensuring that new hires are well-informed and prepared from day one.

Yes. You can create role-specific onboarding tasks and document packets. A warehouse employee might receive safety training acknowledgments; a sales hire might receive a commission agreement—all automatically assigned based on their position.

Yes. We specialize in scaling hiring and onboarding processes to suit growing businesses. We understand the challenges of expanding your workforce and offer scalable solutions that grow with your company.

PaydayHCM supports the documentation, reporting, and audit trails that regulators expect from financial institutions—including CRA-related workforce reporting, compensation equity analysis, and detailed record retention. Learn about HCM for financial institutions.

PaydayHCM specializes in serving community banks, credit unions, and regional financial institutions that need enterprise-quality HCM tools without the complexity or cost of systems built for Fortune 500 companies. Read about our community bank solutions.

The platform supports department and location hierarchies, so you can run payroll, labor cost, and headcount reports by branch — while also rolling everything up to the enterprise level for consolidated reporting. 

Implementation timelines depend on your bank’s specific needs and size, but our team works closely with you to ensure a seamless transition. We provide full support from onboarding to system setup, getting your bank up and running efficiently.

We have a dedicated team that keeps up with the latest healthcare and labor laws to ensure your DSO remains compliant. From payroll to employee relations, we help you navigate complex regulations and avoid costly penalties.

PaydayHCM is built for multi-entity organizations. You can manage all your practices from a single platform—running payroll separately per practice or consolidated—while maintaining clean reporting by location, provider, or support staff category. Learn about HCM for DSOs.

Yes, we stay up-to-date on all federal, state, and local labor laws, including those specific to hospitality, such as overtime, meal breaks, and tip credits. Our system ensures your payroll is always in compliance, minimizing the risk of costly penalties.

Implementation is a straightforward process. After your consultation, our team works with you to set up your custom solution. Most businesses are able to fully implement and begin using the system within a few weeks, with ongoing support to ensure a smooth transition.

Consistency across locations isn't an option—it's a requirement. Luckily, our team of payroll experts is equipped to handle compliance across state lines, from taxes and general ledger setup to time clocks and training procedures.

The ATS + electronic onboarding combination dramatically cuts the time to get a new hire working. Candidates can apply online, be hired quickly, and complete all paperwork digitally before their first shift—often the same day. Learn about rapid hiring for hospitality.

Here's the truth: it's never too late to switch. Yes, data migration can be tricky, and familiarizing yourself with a new system isn't easy, but with Payday's dedicated team of payroll and HR experts, we'll help to guide you every step of the way—and ensure none of your historical records get lost in the transition.