Recent Updates

The deadline to apply for the 2017 Aspire Scholarship Program is May 31st. Please remind your employees they must complete all incomplete applications or complete and submit a new application by the deadline to be considered for the scholarship. Download the fact sheet to share with your employees today!

Read Resource’s ADP Connect May issue and get some great tips on you how to clean up your act and get yourself ready for summer.

You have asked for it and now it’s available! You can now export a .PNG version of your company’s org chart as well as print it.  Please contact your  Payroll Service Representative to disccuss  any questions you may have about this useful enhancement. 

No more calling in or faxing a form to process check reversals. You can initiate this process on My Resource! Doing it this way will not only ensure accuracy and save time, but it is also a more streamlined way to handle reversals and/or stop payments. Or if you are a client who pays an employee in multiple jurisdictions during a payroll please contact your PSR.

We previously reported that the Ninth Circuit Court of Appeals issued an important ruling with implications for employers nationwide.  The court ruled that that employers who include a liability waiver in background check disclosure and consent forms provided to prospective employees willfully violate the Fair Credit Reporting Act (FCRA).  This update serves as a reminder of the importance of using a compliant background check consent form.   

We previously announced the beginning of a comprehensive compliance webcast series covering a wide range of topics that impact your company. Follow the link above for additional information, including instructions to register for our first webcast on April 28, 2017; President Trump – The First 100 Days and Beyond. 

On March 27, 2017, President Donald Trump officially completed the revocation of the Fair Pay and Safe Workplaces Executive Order.  Government contractors are no longer required to report violations of certain federal employment laws when bidding on contracts worth $500,000 or more and are no longer required to comply with the provision’s paycheck transparency rules.