After reviewing your current HR and payroll systems, are you thinking about implementing an integrated scheduling and payroll system, but aren’t sure whether it’s worth the time and money? An integrated system offers several significant benefits, especially if you have a cross-border workforce.

In addition to requiring health care coverage, the Affordable Care Act (ACA) requires that employers keep detailed records and reports to ensure they comply. Especially if your workforce is part-time, hourly, seasonal, or otherwise inconsistent, keeping track of this information can be overwhelming. In fact, the majority of employers – over 60% -- are still unprepared to comply with the law, according to a recent survey by benefits consulting firm ADP. Do you know what your company’s required to do under the ACA?

In addition to requiring health care coverage, the Affordable Care Act (ACA) requires that employers keep detailed records and reports to ensure they comply. Especially if your workforce is part-time, hourly, seasonal, or otherwise inconsistent, keeping track of this information can be overwhelming.

Leo, the financial manager for an oil and gas services supplier with facilities and projects in both the US and Canada, had been asked by the CEO to be prepared for budget cutbacks on projects if the price of oil dropped any lower (or rose higher for that matter), or to be ready if some projects closed and others expanded. In this market, no projects were secure, but one thing was certain: he would be moving their people from one place to the next and the jurisdictional headaches were just going to get worse.Last year, a reduction in revenues was the furthest thing from anyone’s mind. The organization was growing rapidly and getting new contracts; his biggest issue was finding qualified and skilled workers to staff their facilities. This year, they were working hard to keep the contracts they had for projects that were “on hold” or were operating at limited capacity. It was becoming more and more difficult to meet the needs of his cross-border team and ensure the success of their projects.

Leo, the financial manager for an oil and gas services supplier with facilities and projects in both the US and Canada, had been asked by the CEO to be prepared for budget cutbacks on projects if the price of oil dropped any lower (or rose higher for that matter), or to be ready if some projects closed and others expanded. In this market, no projects were secure, but one thing was certain: he would be moving their people from one place to the next and the jurisdictional headaches were just going to get worse.

Congratulations -- you’ve decided that the best way to manage your cross-border workforce is with specialized HR software for cross-border teams! Although you know it will be so much easier and more efficient when payroll and scheduling are finally integrated, you may be daunted by the process of implementing the new system. Don’t worry — we’re here. StarGarden will help you every step of the way. 

After reviewing your current HR and payroll systems, are you thinking about implementing an integrated scheduling and payroll system, but aren’t sure whether it’s worth the time and money? An integrated system offers several significant benefits, especially if you have a cross-border workforce. We can help you find and implement a system that will enhance and improve your business.

It’s no secret that today’s changing and evolving business landscape makes it challenging for organizations and their HR departments to keep up.  Now more than ever, technology has made it much more possible to have a globalized workforce, complete with workers in different locations, across borders, connected by the Internet, computers, and Skype.  Add all of that up and you now have to manage a workforce that has differing cultural backgrounds, communication styles, and are located in different time zones. 

If you are an HR and/or Payroll professional in heavy industry, you know all too well the unique challenges that come with managing a blended workforce of part time, full time, and contract employees, not to mention some of the jurisdictional challenges associated with cross-border sites. 

If you are an HR and/or Payroll professional in heavy industry, you know all too well the unique challenges that come with managing a blended workforce of part time, full time, and contract employees, not to mention some of the jurisdictional challenges associated with cross-border sites.