Category: Management

Cybercriminals are becoming increasingly sophisticated in their attempts to steal personal information (PI). Threat intelligence researchers are warning of a malicious search advertising phishing campaign that leverages Google Ads to carry out payroll redirect scams. 

Here’s how it works: Cybercriminals buy search ads with optimized keywords to have their phishing pages rank at the top of Google Search results. These pages are aimed to lure victims into providing access to their company’s employee portal. Once the employee’s account is accessed, the attackers use additional credential information—such as social security numbers obtained from illicit online forums—to change their banking information to redirect funds to a fraudulent bank account.

Employers must play a vital role in protecting their workplace from these threats. By equipping employees with the right knowledge and tools, you can foster a strong culture of security awareness. Here are 5 things you can do to safeguard your employees and your organization: 

Train Your Workforce

Hold regular training sessions to educate employees on identifying phishing emails, fraudulent calls, and other types of scams. Incorporate real-world examples of common scam tactics, such as impersonating a trusted vendor or colleague to request sensitive information. Stress the importance of verifying any unexpected or unusual requests before sharing any data.

Strengthen Internal Security Policies

Establish robust policies for handling sensitive information. Limit access to PI based on role necessity and enforce strong password policies. Require employees to use multi-factor authentication for accessing company systems, adding an extra layer of security.

Deploy Technology Safeguards

Invest in tools like email filters, firewalls, and antivirus software to detect and block potential scams. Regularly update software and systems to patch vulnerabilities that scammers might exploit.

Conduct Simulated Scams 

Test your employees’ awareness by running simulated phishing campaigns. Use the results to identify areas where additional training is needed. Periodically review and audit your security practices to ensure they are up to date with emerging threats.

Create a Reporting Culture 

Encourage employees to report suspicious emails, calls, or activities immediately. Set up a clear and anonymous reporting process, and ensure employees feel safe sharing concerns without fear of retaliation.

By taking a proactive approach and implementing these measures, employers can significantly reduce the risk of employees falling victim to scammers. Protecting PI isn’t just good practice—it’s a responsibility that ensures trust and security for your workforce.

At Counter Point, security is our priority. We provide thorough training to our staff, equipping them with the knowledge and tools to prevent potential breaches. Using advanced monitoring systems, we detect and manage fraud risks by identifying emerging trends, stopping known threats, and addressing security gaps to protect our customers and minimize financial impacts.

As fraud tactics grow more sophisticated, we stay ahead with cutting-edge monitoring to safeguard both our business and, most importantly, our customers.

Below are common payroll items to consider for Workers’ Compensation premiums. Items subject to state exceptions are noted, particularly in New Jersey. Be sure to check the specific inclusions and exclusions for your state.

Payroll Inclusions for Workers’ Compensation Premium

• Wages or salaries including retroactive wages or salaries
• Commissions and draws against commissions
• Bonuses including bonus plans*
• Straight time portion of overtime*
• Pay for holidays, vacations, or sick-paid by employer*
• Payments by an employer of amounts otherwise required by law to be paid by employees to statutory insurance or pension plans, such as the Federal Social Security Act
• Payments to employees for piece work, profit sharing, or incentive plans
• Payments or allowances for hand tools or power hand tools provided by the employees and used in their work operations*
• Rental value of an apartment or house provided for an employee (permanent lodging – based upon comparable accommodations)*
• The value of meals received by employees as part of their pay to the extent shown in the employer’s records*
• The value of store certificates, merchandise, credits, or any other substitute for money received by employees as part of their pay
• Payments for salary reduction, retirement, or cafeteria plans (IRC125) that are made through deductions from the employee’s gross pay
• Davis-Bacon wages paid to employees or placed into third-party pension trusts (wages paid above employee’s normal pay to meet prevailing wages for government jobs).*
• Expense reimbursements to employees to the extent that an employer record does not substantiate that the expense was incurred as a valid business expense*
• Jury Duty Pay

*Subject to State Exceptions

Payroll Exclusions for Workers’ Compensation Premium 

• Premium portion of overtime, premium pay is the extra money paid to employees for working overtime. If overtime is paid at time and a half, one-third would be excludable as premium pay If overtime is paid at double time, half would be excludable as premium pay*
• Note: an overtime credit is not permissible in PA, DE, UT, and NV. Also, note that increased wages for time differentials such as extra pay for night shifts are not considered overtime.
• Stock options (Stock given as a bonus or as a substitute for a wage is chargeable)
• Severance pay (Accrued vacation is not considered severance pay)*
• Third-party sick pay
• Expense reimbursement to the extent that the employer’s records substantiate that the expense was incurred as a valid business expense and that the amount of each employee expense reimbursement is shown separately in the records of the employer (Note: NJ is an exception – non-business expense reimbursement is included)
• Moving expenses
• Value of special rewards for individual invention or discovery*
• Tips and gratuities* (Note: NJ is an exception – tips and gratuities are included)
• Payments by an employer to group insurance or pension plans
• Payments for active military duty*
• Employee discounts on goods purchased from the employee’s employer
• Supper money for late work
• Work uniform allowances
• Employer-provided perks such as use of an automobile (taxable amount for personal use of auto), an airplane flight, an incentive vacation (contest winner, etc.), a discount on property or services, club memberships, tickets to entertainment events*
• Flex-Credits – when a specific amount is set aside for employees for the employee to purchase group insurance, any portion that is used to purchase the insurance is excluded. Any amount that the employee receives that is not used to purchase the insurance would not be excludable
• Travel time (Note: NJ only)

*Subject to State Exceptions

Counter Point introduces a smarter way to shop for workers’ compensation insurance 

Through a marketplace of 25 top-rated carriers, we help you find the best coverage at the best price, with the added benefit of eliminating the down payment and offering pay-as-you-go workers’ compensation. 

Schedule a call today to explore our solution.

Source: E-COMP

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.

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.

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

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.