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Are You Doing Enough to Educate Your Employees About ACA?

For the time being, the Affordable Care Act (ACA) is here to stay, and employers need to begin preparation for the 2017 filing deadline next year.

Simply put, ACA requires that Applicable Large Employers (ALE) with 50 or more full-time, or full-time equivalent, employees be subject to the employer-shared responsibility provision and the related IRS reporting requirements.  Form 1095-C must be provided to employees so they can report relevant information during income tax submission time.  But do your employees know what to do and how to prepare?

Here are three things HR Departments can do to engage employees:

  1. Put together a written timeline for a communication strategy. Share with employees.
  1. Open Enrollment is a great time to share information with employees. Providing information during OE meetings, or during the enrollment experience, will guarantee that employees will pay attention.
  1. Host a company-wide ‘lunch-and-learn’ to explain the 1095-C form – what it looks like, when it will be available, and what employees are required to do.

Having engaged employees will ensure a smooth ACA reporting season.  Employees will appreciate that ample time was taken to prepare them, and will allow HR departments to focus their resources on other important tasks.


By |Sep, 21st, 2017|Affordable Care Act|

Update to FLSA Overtime Ruling

Update to FLSA Overtime RulingLast year, a federal District Court in Texas temporarily blocked the 2016 changes to the Federal Labor Standard Act’s (FLSA) overtime rule from taking effect, pending further review. The blocked overtime rule, which would have applied to the executive, administrative and professional exemptions to the FLSA’s overtime requirements, was previously scheduled to take effect on December 1, 2016.

On August 31, 2017, the Court issued a final decision, which struck down the previously stated changes to the FLSA overtime rule.

The rule, in its original state, would have nearly doubled the current salary threshold from $23,360 to $47,476, meaning a significant increase in all workers eligible for mandatory overtime pay. Estimates put this change equal to nearly 5 million currently exempt employees eligible nationwide.

On August 31, U.S. District Judge Amos Mazzant in the Eastern District of Texas said the salary level was set so high that it could sweep in some management workers who are supposed to be exempt from overtime protections, according to Reuters.

The Court’s ruling provides clarity and relief to employers everywhere.  But employers still need to remain vigilant in supervising their employees’ overtime activity.  Employers must continue to evaluate the FLSA status of their employees by reviewing job descriptions to ensure their employees are classified properly.

By |Sep, 15th, 2017|Benefit Management, Miscellaneous, Uncategorized|

InfinityHR Helps HR Admins Get Back to the Work that Matters Most

InfinityHR oppt thru EfficiencyHCM solutions are often one of the most important investments an organization will make.  Companies need personalized and efficient HR solutions that work as creatively as they do. They need an innovative HCM solution that keeps them on the edge of modern technology, while seamlessly connecting to their current business strategies. Whether you’re in the market for your first HCM system or looking to replace your current one, you should have a plan in place for measuring your return on investment (ROI). At the end of the day, the main reason to purchase a solution is the value you expect to get in return.

InfinityHR is a robust yet easy-to-use, hire-to-retire HCM solution.  It will transform your organizational communication from good to GREAT by reducing paperwork and giving employees more control over their HR information.  Download our recent whitepaper InfinityHR Guide: Discover Opportunity Through Efficiency – How HR Admins are Getting Back to the Work that Matters Most with InfinityHR and see how some of our clients have seen organizational improvements by implementing our HCM solution.

Fill out the short form below to get immediate access to the guide.

By |Sep, 13th, 2017|Uncategorized|

EEO-1 Report Blocked by White House

In 2016, the US Equal Employment Opportunity Commission (EEOC) adopted the requirement to oblige U.S. employers to report detailed pay data broken down by gender and race.  They advised that the information was necessary to identify and address discriminatory wage gaps.  Form EEO-1 was put into effect with this ruling, and employers would have been required to begin reporting this information in March 2018.

But at the close of August, the White House Office of Management and Budget (OMB) announced it has blocked this rule, resonating with business groups who have argued it would not clearly address wage gaps, further citing the fact that the rule was burdensome to companies and could lead to confidentiality breaches.

InfinityHR is committed to keeping its clients informed of regulatory changes.  Here’s what you need to know right now:

  • The previously approved EEO-1 form which collects data on race, ethnicity and gender by occupational category will remain in effect. Employers with at least 100 employees (and certain smaller federal contractors) will still need to comply with the earlier approved EEO-1 (Component 1) by the previously set filing date of March 2018.
  • The U.S. Government is initiating a review and immediate stay of the effectiveness of the pay data collection aspects of the EEO-1 form
  • InfinityHR is fully configurable to allow clients to meet this filing requirement.

For more information on this ruling, or for the official statement from the Office of Management and Budget (OMB), click HERE.


By |Sep, 8th, 2017|Miscellaneous, Uncategorized|

Happy National Payroll Week!

National Payroll Week – September 4th through 8th, 2017

National Payroll Week celebrates America’s 150 million hard-working wage earners and the payroll professionals who pay them.  Founded by The American Payroll Association in 1996, it has quickly become an important remembrance over the Labor Day holiday.

National Payroll Week coincides with the celebration of Labor Day for a reason, as it’s a holiday celebrating the economic, cultural, and social achievements of workers and the significance of “an honest day’s work for an honest day’s pay.”

InfinityHR celebrates its clients, and employees, who exemplify this ‘honest day’s work’ mantra.

Keep Calm and Thank Payroll Team

Did you know that National Payroll Week also has its own official song? It’s quite catchy – check it out here!

By |Sep, 4th, 2017|Payroll, Uncategorized|

InfinityHR’s Data Security

data security

In the wake of last week’s news that Aetna inadvertently released sensitive client health information, we want to remind our Partners and Clients that your benefits information is always protected and secure within the application.

InfinityHR provides state-of-the-art security to its customers to ensure that the data loaded by clients into InfinityHR is never compromised.

Delivering the highest level of security, reliability, and availability that our customers demand requires not only great technology but also great operational processes.  Infinity Software Solutions understands this, which is why our Security Infrastructure is built upon years of Industry Software Experience in the Healthcare and Insurance Industries along with proven Best Practices for managing the processes that surround it.

Download our Data Security Overview to understand the steps Infinity Software Solutions takes to keep your data safe.

By |Aug, 31st, 2017|Data Security, Miscellaneous, Uncategorized|

Communicating with Employees During a Crisis


What is always a company’s number one asset?  Its employees. The news this week about the devastation caused by Hurricane Harvey reminds us that during any crisis, internal or external, employees can be a company’s biggest ally, as they are a company’s largest stakeholders and best community ambassadors.

Numerous federal laws protect employee rights in America. These laws are enforced by an assigned federal agency, and the same is true for most state laws.  But they are not necessarily written to protect employees from unexpected emergencies, such as what we’ve seen this week.  Protecting your employees in a crisis situation will not only reinforce your position as a trusted employer, but it will give employees peace of mind that they are prepared when the unexpected happens.

SHRM recently shared these eight tips for communicating with employees during a crisis.

  1. Be Proactive. Anticipate and plan for crises that your organization could encounter before they happen.
  2. Get a team together. During the planning phase, identify employees who will make up the crisis management team—the people who will know what to do when disaster strikes.
  3. Don’t expect employees to come to you. Implement a notification system that quickly reaches out to employees with accurate information and guidance.
  4. Don’t put up roadblocks. Trying to keep employees from communicating about crises via social media is futile. Instead, help them shape their messages by giving them correct information in a timely manner.
  5. Act fast—but only say what you know to be true. Speed is of the essence when it comes to crisis communications, but it shouldn’t come at the price of accuracy.
  6. Don’t go silent. If your organization is not yet ready to respond to […]
By |Aug, 29th, 2017|Employee Communication, Human Resource Management|

InfinityHR’s Affordable Care Act Solution


As of July 28, 2017 the latest attempt at repealing and replacing the Affordable Care Act was defeated. This means that for now ACA is here to stay.

The required data to effectively manage and report ACA compliance can be intimidating, which is why utilizing an enterprise platform is key. With InfinityHR’s ACA module you won’t need to worry because your employee data is already housed within the system.

InfinityHR has created a comprehensive ACA Reporting Package that contains the information you need to comply with ACA regulations. Our reporting package includes the following services and features that can help you meet the ACA requirements.

ACA Module Features

  • Alerts
  • Ability to offer employees coverage at the click of a button
  • FTE/ALE forecasting
  • Personalized ACA profiles
  • E-filing
  • Easy access for employees
  • Multiple EIN reporting
  • 1094/1095 B/C generation

For more information on how InfinityHR can help you stay compliant with ACA requirements, please contact us at or call us at 1-866-TRY-HRMS.

By |Aug, 22nd, 2017|Affordable Care Act|

Create a Human Resources Social Media Recruiting Strategy

social media recruiting

Over the last decade, social media has quickly moved from a curious fad to something deeply ingrained in our daily lives. This is no different for human resources (HR). In fact, a recent Society for Human Resources Management (SHRM) study found that 84 percent of HR departments are becoming increasingly reliant on using social media to attract top talent. Why are more HR departments turning to social media? Simply put, it’s where people spend their time. At the start of 2017, there were 2.8 billion active social media users worldwide—a 22 percent increase over 2016. To stay competitive, HR departments must meet people where they are at or risk missing out on an opportunity to attract job seekers. This makes creating a social media recruitment strategy a top priority for HR leadership.

Key Takeaways:

  • Review the latest trends in how HR departments use social media for recruiting.
  • Identify key aspects of an HR social media recruitment strategy.
  • Describe how a content strategy can be used to leverage specific social media sites.

Download our free guide to learn how to leverage content and your expertise to attract top talent.

By |Aug, 18th, 2017|Human Resource Management|

The Benefits of Automation

No matter their size, all businesses can benefit from automation. Companies using antiquated approaches may see increasing error rates and others may experience unsustainable operations costs. Poor or inadequate reporting may also cause HR management to look for an automated strategy. Finally, when a business is growing and expanding, automation can make the work tracking hundreds of employees much easier.

For HR departments, tasks ripe for automation include timesheets, benefits, health and safety, recruitment and onboarding, and tax forms. Removing repetitive tasks helps HR professionals collect, create, and update data efficiently and more accurately. For example, HR staff traditionally spends hours or days entering employee payroll data. An automated system can complete the process in a couple of steps freeing staff to focus on more important, strategic tasks to help the company. Automation also helps employees. Rather than constantly checking in with HR departments to pull files or check forms, employees are just a few clicks away from accessing their benefits, health insurance, and vacation days. The Aberdeen Group found that companies using an automated HCM saw a 30 percent reduction in payroll processing errors after integrating time and attendance with payroll. In addition, automating time and attendance cut PTO calculation errors by more than 50 percent. Most importantly, these improvements increased employee engagement levels by 24 percent.

Single, automated HR solutions that can integrate these tasks into one platform can further reduce manual data entry and administrative work for HR professionals. Sticking with one vendor also means one contact for training, support, and upgrades. A single vendor can help create uniform user interfaces and functionality that blends the various HR tasks into a seamless […]

By |Aug, 15th, 2017|Human Resource Management|