Author: Susan Prebola

While an employee handbook is not legally required by federal or state law, it is essential for any business. More than a simple document, the employee handbook establishes expectations and protects both employees and the company. Here’s why having one matters.

Acts as a Key Communication Tool

An employee handbook is the “rulebook” for your workplace, explaining company policies and procedures. This resource serves as a direct line of communication between employer and employee, clearly defining expectations and detailing how the employee-employer relationship functions. This clarity is invaluable, particularly as your company grows.

Sets Clear Expectations for New Hires

For those new to the company, the employee handbook is a vital part of onboarding. Employees appreciate a document that answers common questions about company culture, benefits, and operational standards. Receiving this on day one helps them feel prepared and welcome, providing an organized resource they can rely on as they transition into their roles.

Provides Legal Protection for the Business

A handbook offers a layer of legal protection for your business. When employment-related disputes arise, a documented handbook becomes a vital reference, demonstrating that company policies are applied fairly and consistently. This can protect against claims, particularly in areas like harassment, discrimination, or termination. Having a comprehensive, well-maintained handbook helps ensure that your business operates within legal standards, promoting a safe and compliant workplace for everyone.

An Employee Handbook Boosts Morale 

Clearly outlining company policies in an employee handbook reduces misunderstandings and promotes fairness. With consistent application of rules, employees know what is expected of them, fostering trust in management. This clarity enhances morale and boosts productivity, creating better employee engagement overall.

Saves Time and Increases Efficiency

A detailed employee handbook serves as a go-to resource for essential company information, providing answers to frequently asked questions. The handbook reduces the need for employees to interrupt managers with basic inquiries. This accessibility encourages self-sufficiency, allowing employees to find answers quickly and independently. As a result, productivity increases, management can focus on higher-priority tasks, and daily operations run more smoothly.

What to Include in Your Employee Handbook

At a minimum, the employee handbook should cover:

• General standards of conduct
• Compensation and benefits
• Attendance guidelines
• Performance evaluation process
• Leave and time-off policies
• Health and safety protocols

A compelling handbook is concise, well-written, and clearly communicates what the company culture is like. Keeping it up-to-date with employment laws and company policies ensures a well-informed, smooth-running workplace.

Counter Point can assist with the development of a new handbook, as well as help you update an existing one. Reach out to us today to learn more.

As we welcome 2025, several key workplace trends are poised to reshape how businesses operate and manage talent. From expanding talent pools to the growing role of AI collaboration in daily tasks, here are five trends to keep an eye on in the new year.

1. Remote Work Will Expand Talent Opportunities

The way we work is becoming increasingly flexible, thanks to technological advancements. Businesses can now hire talent from virtually anywhere, not just their local area. This shift to remote work opens doors to a broader pool of skilled candidates, allowing organizations to benefit from better job-worker fit, improved work-life balance, reduced turnover, and potential savings on labor costs, ultimately making companies more competitive and adaptable in today’s fast-changing job market.

2. AI Collaboration Will Reshape Workplaces

Work is changing as AI moves from being just a tool to becoming a teammate. In today’s workplace, employees and AI systems are working together, sharing tasks to get things done. AI can handle cognitive tasks, while robots take care of physical ones. For this partnership to succeed, businesses need to adapt. HR teams should be trained to manage AI responsibly, job roles should be updated to ensure smooth collaboration, and systems must be created to track AI’s role and monitor its impact on decision-making.

3. Pay Transparency Will Continue to Impact Business

The wage gap remains a significant issue, driving growing support for pay transparency. More states are introducing or will soon introduce laws requiring businesses to disclose pay ranges, and this trend is expected to keep growing. To stay ahead, companies should regularly assess and ensure that their salaries are fair and aligned with their pay strategy. Establishing a solid pay framework, updating salary ranges, and conducting salary analyses—either internally or with outside help—can help maintain fairness. Clear communication about updated pay practices is also crucial to ensure transparency with employees.

4. More Gig Workers Will Transition to Traditional Jobs

Due to economic pressures and shifts in healthcare access, many gig workers may start seeking full-time, traditional jobs. This creates an opportunity for businesses to tap into a pool of skilled, self-driven workers. However, companies will need to meet these workers’ expectations for flexibility and independence. This could lead to greater demand for remote or hybrid work options, which may complicate company policies. To attract this group, businesses should improve benefits and create more flexible work options, while adjusting hiring strategies to better connect with this changing workforce.

5. Data-Driven Decision-Making Will Impact HR

Data-driven decision-making will transform how organizations manage their workforce. By using analytics, HR teams can make more informed decisions on recruitment, employee performance, and retention. Tracking key metrics allows businesses to identify trends, spot potential issues early, and refine HR processes. This data-centric approach helps organizations create strategies that boost productivity, enhance employee engagement, and improve overall business performance.

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Counter Point is here to support your unique business goals, helping you stay ahead of these changes and thrive in the dynamic work environment of 2025. Schedule a call to learn more.

Issues with cash flow often make it challenging for small businesses to meet payroll demands. In fact, according to a recent study, 32% of small business owners have paid their employees late due to cash flow problems. Payroll financing, also known as payroll funding, has become essential to solve for payroll shortfalls. Payroll financing helps small business owners maintain their workforce without the worry of losing valuable team members.

Payroll financing offers immediate access to funds, ensuring businesses can meet payroll obligations even when cash flow is tight. This is particularly valuable for businesses that need to pay employees before receiving customer payments. For example, if a business offers 30- or 60-day payment terms on invoices, there may be a gap in cash flow when it’s time to run payroll. Payroll funding bridges this gap by providing a cash advance to cover employee salaries, ensuring payroll runs smoothly while awaiting customer payments. This support can make all the difference in keeping business steady and the team secure.

If you are considering payroll financing, here are 5 benefits to explore:

1. Ensure Consistent Cash Flow

Payroll financing takes the uncertainty out of cash flow by ensuring funds are available to meet payroll obligations each week, eliminating stressful delays in paying employees. Payroll financing provides peace of mind that payroll will be met, so business leaders can focus on the business.

2. Support Business Growth

With payroll financing, businesses can confidently expand into new markets and increase hiring without worrying about the immediate cash flow impact. This reliable access to capital enables businesses to pursue new opportunities they might otherwise have to pass up due to cash flow constraints.

3. Maintain a Debt-Free Balance Sheet

Unlike traditional bank loans, payroll financing is not recorded as debt on a balance sheet. It provides the necessary cash without increasing liabilities, allowing businesses to finance growth without burdening the business with debt. 

4. Enable Timely Bill Payments

By removing the wait for customer payments, payroll financing helps ensure that bills can be paid on time. This consistent cash flow can even make it possible to create a rainy-day fund, adding an extra layer of financial stability.

5. Facilitate Business Investment

With access to steady working capital, payroll financing enables businesses to reinvest in their growth. Whether it’s upgrading technology, enhancing tools, or implementing efficiencies, payroll financing supports the business in staying competitive and efficient as it grows.

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When it comes to navigating payroll demands, payroll financing offers a viable solution, while providing the flexibility needed to support growth and stability. By eliminating the stress associated with cash flow gaps, businesses can focus on their core operations and seize new opportunities without the burden of additional debt. 

If you think payroll financing might benefit your company, we have access to a partner who can provide a solution. Schedule a call with us today to learn more. Your business’s financial health and growth depend on it!

As the end of the year approaches, it’s time for employers to distribute W-2 and 1099 forms, marking an important reminder to review worker classification. Properly categorizing workers is crucial to compliance, yet misclassification is a mistake employers often make. It is estimated that 10-30% of U.S. employers incorrectly categorize their workers as independent contractors. Misclassification, whether accidental or intentional, can lead to significant penalties, fines, and legal issues.

What are the differences?

A business can hire both employees and independent contractors, but it’s important to understand the significant legal differences between the two, including tax implications, benefits eligibility, and workplace rights.

Employees have income tax, Social Security, and Medicare withheld from their paychecks and may be eligible for protections under employment and labor laws. They receive a W-2 form that serves as a record of compensation, certain benefits, and taxes withheld. 

Independent contractors, on the other hand, have no taxes withheld and are not entitled to the rights and standards provided by employment and labor laws. They receive a 1099 form that shows how much an organization has paid them. It is provided when a business has paid a minimum of $600 for a service and taxes were not withheld.  

What should I look for?

Determining the correct classification can be challenging. There are several factors to consider. Here is a breakdown of what they are:

Employees (whether full-time, part-time, temporary, or seasonal) 

• Commit to specific hours, a designated place of work, and how the work is done
• Are hired for an indefinite period of time
• Typically work for one employer
• Get paid on an hourly or salaried basis
• Receive company benefits, such as health insurance and paid time off
• Are protected by the Fair Labor Standards Act (FLSA) for overtime, wages, and other employment protections
• Use company-provided tools and resources
• May be trained

Independent contractors (often referred to as consultants, gig workers, or freelancers) 

• Perform a specific job within a certain amount of time 
• Perform work for multiple companies 
• Provide their own tools and resources 
• Hired for their expertise  
• Control their own method of work 
• Do not receive employment benefits or overtime 
• Pay their own taxes 
• Receive payment per project or a flat fee

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Are you confident in the classification of your employees? If not, Counter Point can help. Making the determination can be tricky and non-compliance can be costly. We can help your organization navigate compliance so you can focus on more strategic tasks.

Small businesses have long been the foundation of New Jersey’s economy, fueling innovation and creating job opportunities across the state. Recognizing their importance, the New Jersey Economic Development Authority (NJEDA) supports their growth and success through initiatives like the Small Business Improvement Grant, designed to strengthen and revitalize small enterprises across the Garden State. Your NJ-based business might be eligible for this economic incentive.

The Grant provides businesses and nonprofits reimbursement for costs associated with making interior or exterior building improvements or purchasing and installing new furniture, fixtures, and equipment. Landlords are not eligible.

Small businesses, as defined by statute, will be reimbursed for 50% of eligible total project costs incurred after March 9, 2020, but no more than 2 years prior to the time of application, with a total grant amount not to exceed $50,000. Only one award is allowed per EIN for the life of the program.

Additionally, to meet eligibility for the Small Business Improvement Grant…

• The project cost must be at least $5,000
• You must provide a current tax clearance certificate prior to approval
• Your business must be in good standing with the Department of Labor and the Department of Environmental Protection
• You must certify at the time of application that you are not in default of any other EDA or State assistance
• Your business must remain in the location for at least two years for grants up to $25,000, or at least four years for all other grant award amounts

Read more about the Small Business Improvement Grant specifications.

Apply for the Small Business Improvement Grant.

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Counter Point supports your small business. When you thrive, we thrive! To learn more about our payroll and HCM solutions that can be tailored to meet your unique goals, schedule a call with us.

In today’s fast-paced workplaces, where every minute counts, the significance of precise time and attendance tracking cannot be overlooked. For employers looking to ensure efficiency, compliance, and employee satisfaction, implementing robust time and labor management technology isn’t a luxury. Rather, it has become a necessity.

If you are currently relying on manual processes to track your employees’ time and attendance, your organization is being put at risk. Using a fully integrated system for all your human capital management needs, including time and labor management, helps ensure your organization’s future success.

There is much to gain from time and labor management technology, including these 6 benefits:

Mitigate risk

Many industries have strict labor laws regarding overtime, breaks, and other labor practices. Time and attendance software can help employers stay compliant with these regulations by automatically applying rules and policies to employee work hours.

Ensure accuracy and eliminate errors 

A single system with a single database means employee information is entered only once and that information seamlessly flows through each stage of their lifecycle – hiring, onboarding, time and attendance, payroll, etc. The chance for administrative errors is reduced and the need for importing and exporting data is eliminated.

Boost productivity 

An integrated system is more efficient. Not only will it increase the accuracy of your payroll, it will cut down on the time it takes to process. With more time and access to real-time analytics and reporting tools, HR leaders can take on a more strategic role. 

Create better schedules 

Supervisors can easily view, access, and build employee schedules to ensure adequate coverage. They can create customized attendance rules based on their criteria and assign employees to the appropriate shifts.

Improve the bottom line 

With time management software, hours are tracked and recorded in real time, leaving no opportunity for error. This helps cut down on costly time theft and buddy punching.

Identify issues

Alerts can be set to notify managers when employees are punching in late, leaving early, etc. so they can better address concerns before they become a problem. They can also be alerted when employees are approaching overtime.

Time and labor management technology has become indispensable for employers seeking to optimize their operations, ensure compliance, and foster a productive and satisfied workforce. From accuracy and compliance to cost savings and efficiency, the benefits are compelling. As businesses continue to evolve and adapt to changing work environments, investing in time and labor management technology is a strategic move toward maximizing efficiency and maintaining a competitive edge.

Discover Counter Point’s solution for time and labor management and how it can benefit your organization. Request a call today!

When was the last time you evaluated your human capital management (HCM) solution? If your organization is like those studied by Bersin by Deloitte, it’s likely you’ve had the same system in place for nearly a decade. According to the report, companies tend to upgrade or replace their core HCM technology every 7-8 years and when they do it’s a massive change.

For many companies, the mindset is often: “If it’s working fine, why change it?” With so many advancements in the world of HCM, there is no need to settle for “fine.” HCM software not only keeps track of your employee’s information, but robust systems also handle recruitment, performance management, attendance tracking, compensation, benefits administration, work force analytics, scheduling, and more. Cloud-based solutions eliminate the need for software upgrades, provide self-service tools, allow for complex reporting, and give you access to your data from anywhere at any time.

Every organization has its own unique needs when it comes to workforce management. But as businesses grow, even seemingly simple tasks become more complex. What has worked for years, may now benefit from an upgrade.

If you’re not 100% confident in your solution, we’ve identified eight questions to ask yourself to determine the next steps.

Do you need to access multiple systems to get the information you need?

Find yourself piecing together data from various systems to accomplish a single task? There is a better way. With a modern HCM platform, all common HR tasks are accessible from one platform, with a single database, accessible from a single login. No more exporting and importing necessary.

Are you drowning in paperwork?

Your solution should act as an electronic filing cabinet. All documents associated with an employee are stored in one place. Since data is never purged, you can always go back and pull a document quickly on any current or former employee.  

Does onboarding overwhelm your new employees?

Starting a new job is scary. The last thing you want to do is bombard your new hire with forms on their first day. With a robust HCM system you can send out, retrieve the new employee’s electronic signature, and collect all documents. All this can be automated and accomplished before your new employee sets foot in the door. Simply put, onboarding is made simple.

Is your HR department inundated with administrative requests?

If your HR staff spends most of their day fielding questions from employees and tracking PTOs, seek out an HCM solution that provides self-service features. With self-service, employees and managers have 24/7 access to request, view, and approve time off, update personal information, view pay history, manage benefits enrollment, communicate with each other, and more.

Are you noticing a surge in administrative errors?

With a single database you enter employee information only once. Doing so not only saves time, there’s less opportunity for error.

Do you dread open enrollment?

Your solution should simplify the benefits enrollment process. With it, employees can easily compare plans and make elections from anywhere (thanks to self-service.) Smart systems can identify once a dependent ages out of a plan, and remove them automatically from eligibility.

Are confident that your company is compliant with all labor laws?

This is one area where you should not settle. Failure to adhere to labor laws can be costly and detrimental to success. With a modern solution you can build the reports you need to make critical decisions, identify trends, recognize trouble spots, and gather the employee data you need to analyze your organization’s compliance.

Are you able to control access to certain data?

You should be able to. A sophisticated HRIS gives you the ability to set administrative permission levels for all users. When logged in, they can only see the information they have been granted access to.

Ready for an Upgrade?

When it’s time for a change, consider Counter Point HCM. Our state-of-the-art cloud based HCM solution simplifies all of your workforce management needs. And it’s scalable so it grows with you. To learn more, request a call today!