Your Questions, Answered.

Our payroll system is equipped with advanced algorithms that automatically calculate taxes based on the latest federal, state, and local tax laws. It continuously updates to reflect any changes in legislation, ensuring that your payroll remains compliant and accurate, thereby reducing the risk of penalties and errors.

The cost of outsourcing payroll varies depending on the size of your business, the services included, and the provider you choose. Most providers charge a base monthly or per-payroll fee plus a per-employee fee. Initial setup fees are common and can range widely. Additional costs may include year-end tax filing, direct deposit processing, garnishment handling, and HR add-ons. When evaluating cost, be sure to account for the time savings, reduced compliance risk, and the cost of errors that outsourcing prevents. Many businesses find that the ROI of outsourcing far exceeds the service fees.

Payday HCM automatically calculates and withholds the correct state and local taxes for employees regardless of where they work. The system stays updated with changing tax laws across all states, so you never have to manually track rate changes. Learn more about multi-state payroll.

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.

Human Resources (HR) is the business function responsible for managing the people who work for your organization. This includes recruiting and hiring, onboarding, employee relations, performance management, compliance with labor laws, and managing compensation and benefits. Even small businesses need HR support—without it, you're exposed to compliance risks, higher turnover, employee dissatisfaction, and potential lawsuits. Whether you staff an internal HR department or partner with an HCM provider to handle these functions, having solid HR infrastructure is essential for sustainable business growth.

Our services encompass a wide range of HR areas, including talent acquisition, employee relations, training and development, performance management, compliance, and workforce analytics.

We prioritize seamless integration. Our solutions are designed to complement and enhance your existing HR systems, ensuring a smooth transition and minimal disruption to your current operations.

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.

In most cases, yes. When payroll and benefits are managed through a single, integrated platform, you reduce data entry errors, eliminate the need to manually reconcile deductions between systems, and create a more streamlined experience for both HR administrators and employees. Split providers often lead to discrepancies in payroll deductions, delayed benefits updates, and finger-pointing between vendors when issues arise. An integrated approach also simplifies compliance reporting and ensures that benefit elections are reflected accurately in each paycheck.

Employee benefits are one of the most powerful tools you have for attracting and retaining top talent. In today's competitive labor market, a strong benefits package can set your company apart from competitors offering similar salaries. Beyond recruitment, benefits impact employee morale, productivity, and loyalty. Employees who feel financially secure and physically well are more engaged and less likely to leave. A robust benefits package also signals that your company values its people—which strengthens your overall workplace culture.

We can help ensure your benefits package stands out with a high degree of customization, comprehensive options covering a wide range of needs, and a commitment to aligning benefits with the specific goals and culture of your organization.

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.

An Applicant Tracking System (ATS) is software that helps businesses manage the recruitment process from job posting through hiring. An ATS allows you to post jobs to multiple boards simultaneously, organize and filter applicant resumes, communicate with candidates, track where each applicant is in the hiring pipeline, and store recruiting records. If your business receives a meaningful volume of applicants for open roles, an ATS can dramatically reduce the time and effort required to identify and hire top talent while ensuring a more consistent, organized hiring process.

An ATS helps businesses avoid losing qualified candidates in an unmanaged pile of resumes, reduces the time-to-hire, and ensures consistency across your hiring process. It also improves the candidate experience by enabling timely communication and a more professional process. From a compliance standpoint, an ATS helps you maintain records required for equal employment opportunity reporting. Integration with your onboarding platform means that once a candidate is hired, their information transfers automatically—eliminating duplicate data entry.

When evaluating an ATS, look for: the ability to post to multiple job boards from a single platform; customizable hiring workflows that match your process; built-in communication tools for candidate outreach; resume parsing and filtering capabilities; reporting and analytics on your recruiting pipeline; compliance tools for EEOC and I-9 documentation; and integration with your payroll and onboarding systems. Ease of use matters too—both for your HR team managing the pipeline and for candidates applying.

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. 

Time and Labor Management software enhances employee productivity by providing clear and efficient scheduling, tracking work hours accurately, and minimizing administrative tasks. This allows employees to focus more on their core responsibilities, leading to improved performance and efficiency.

For remote teams, this software offers vital benefits such as tracking work hours accurately regardless of location, managing project timelines effectively, and ensuring seamless communication for scheduling and task assignments. It helps maintain a consistent workflow and keeps remote teams aligned with business objectives.

Biometric time clocks use fingerprint or facial recognition so only the actual employee can punch in. GPS geofencing on the mobile app ensures employees can only clock in when physically at the job site. 

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.

Electronic onboarding replaces paper-based new hire processes with a digital platform that guides employees through forms, document collection, policy acknowledgments, and e-signatures before or on their first day. Instead of spending hours on paperwork, new hires can complete required documents online from any device. For employers, it reduces administrative burden, minimizes errors, ensures compliance documentation is complete, and creates a better first impression. Research shows that a positive onboarding experience significantly increases the likelihood that a new employee will stay with the company long-term.

The best onboarding software integrates directly with your payroll and HR systems so new hire data flows seamlessly without duplicate entry. Look for features such as digital document delivery and e-signature capability, I-9 and W-4 compliance tools, automated task assignment and tracking, new hire self-service portals, and mobile accessibility so employees can complete paperwork from anywhere. The platform should also be intuitive—both for HR administrators managing the process and for new employees completing it.

We can significantly enhance your current hiring process by integrating advanced recruitment technologies and strategies. We offer solutions like sophisticated applicant tracking systems, data-driven candidate screening, and targeted job postings.

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.

Financial services organizations have unique payroll and compliance requirements. When evaluating providers, look for: robust data security and encryption standards that meet financial industry expectations; experience with regulatory compliance in the banking sector; multi-entity and multi-state payroll capabilities; thorough audit trails and reporting; and a dedicated service model where your account is handled by knowledgeable professionals who understand your industry. Avoid large-box providers that treat financial services clients the same as any other industry—the compliance stakes are too high.

Managing HR and payroll across multiple branches requires a centralized platform that provides consistent data, compliance oversight, and reporting across all locations. A unified HCM system allows you to manage employee records, payroll runs, benefits administration, and performance management from a single interface—reducing the administrative burden on individual branch managers and ensuring policy consistency across the organization. Look for a provider experienced in multi-site payroll with strong reporting capabilities that give leadership visibility across all locations simultaneously.

Our platform automatically updates to reflect the latest labor laws and industry regulations, so your bank stays compliant without any added hassle. We track everything from overtime rules to minimum wage adjustments, ensuring your business avoids costly penalties.

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.

DSOs face a distinctive set of HR and payroll complexities due to their multi-location structure, mix of clinical and administrative staff, and the specialized nature of the dental workforce. Managing payroll across multiple practice locations—each potentially in different states with different tax requirements—demands a robust, centralized system. Compliance with state-specific labor laws, tracking varying compensation structures (including production-based pay), and maintaining consistent HR policies across locations all require an HCM platform capable of handling multi-site operations with precision.

A modern HCM platform like isolved is built to handle multi-site organizations, allowing you to manage employees across all your practice locations from a single system. This means payroll runs, HR records, benefits administration, and compliance reporting can all be centralized while still accommodating the nuances of each location—such as different state tax rates, local labor laws, or unique pay structures. Having one integrated system eliminates the inefficiencies and errors that come with managing each location separately.

While we handle the day-to-day administrative work, you retain full control over all HR decisions. We work as an extension of your team, providing guidance and support to help you make informed choices.

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—and arguably more than most industries. Restaurants are people-intensive, compliance-heavy operations with unique challenges: high turnover, tipped wage rules, minors in the workforce, shift scheduling, tip pooling policies, and a mix of full-time, part-time, and seasonal employees. Without proper HR infrastructure, restaurants are exposed to significant legal and financial risk. HR helps restaurants maintain compliance with wage and hour laws, manage the hiring cycle efficiently, reduce costly turnover, and build a workplace culture that keeps employees engaged.

Our payroll and HR solutions are all built-to-scale, meaning we'll grow with your business, not keep your business from growing. And, with isolved's payroll software, you won't need to worry about your systems keeping up with your business's growth.

Our platform is designed to manage the complexities of tipped employees in the hospitality industry. It automates tip tracking, ensures proper distribution, and handles minimum wage and overtime calculations to guarantee compliance with wage laws.

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.