Benefits and Insurance Admin Support
Payroll is so much more than producing a paycheck! Managing employee benefit packages, including health insurance, supplemental insurance, retirement plans, and workers compensation can be a major burden.
Time & Pay can help automate and administer each of these items for you to save you time!
How We Help
Online Benefits Enrollment
Our benefits enrollment system makes it easy for your employees to manage their benefits through their employee self-service portal. Enrollments, updating qualified events, and managing dependents are simple, and information feeds directly into payroll.
Benefits Administration
We will reconcile your monthly statements from your insurance carriers to make sure each bill is accurate, and nothing falls through the cracks.
ACA Compliance
If you are an applicable large employer (ALE), compliance with the Affordable Care Act is essential. We will handle this process for you and make sure you avoid hefty fines from the IRS.
401K and Retirement Plan Administration
We will calculate employee and employer retirement plan contributions each pay period and can submit a file to make sure each plan is automatically funded.
Workers Comp Administration
We can report payroll information to your workers comp carrier so that premiums can be calculated, and submit a file to make sure those premiums are paid.
Explore Online Benefits Enrollment
Latest NewsKeep reading about human resource management and ACA compliance with the additional insights we've shared on our blog.
Recommendation: Encourage Annual W4 Reviews
What’s New? Does your organization encourage annual W4 reviews? Each year, employers are forced to have tough conversations with employees that owe more taxes than expected after they file their return. While the employer is responsible for withholding and filing payroll taxes on their employee’s behalf, it is up to the employee to determine how
IRS 20 Factor Test: Employee vs. Independent Contractor
What’s New? The IRS uses a 20 factor test when considering whether a worker is an employee or independent contractor. With a new final rule set to go into effect on March 11, 2024, it’s a good time to review these factors, as well as how workers are classified within your organization. What are the
Employee or Independent Contractor? DOL Announces Final Rule
What’s New? On January 10th, 2024 the Department of Labor announced a final rule that will be used when determining whether a worker should be classified as an employee or independent contractor. The new rule will replace the previous rule established in 2021, and is set to go into effect on March 11th, 2024. What
DOL Announces Proposal to Extend Overtime for Salaried Employees
What’s New? The Department of Labor announced a proposal that would extend overtime for lower-paid salaried workers who are currently considered “exempt” from overtime pay. Currently, the minimum salary requirement for an employee to be considered exempt is $35,568 per year (or $684 per week). The overtime proposal would increase that requirement to $55,068 per