Posted by:

CTE Staff

On Date:

August 26, 2015

4 Reasons You’re at Risk for a DOL Lawsuit


There’s no doubt about it—Fair Labor Standards Act (FLSA) lawsuits are soaring.

Today, employers face an increased risk of Fair Labor Standards Act (FLSA) lawsuits due to a longstanding initiative of the Wage and Hour Division, the Department of Labor (DOL) agency responsible for enforcing FLSA and other laws governing U.S. employment In fact, FLSA suit filings are the highest they’ve been in two decades with most recent data showing an 8.8% increase over the previous year..  Why?  Four reasons:

  1. More staff – Over the last five years the DOL has hired more investigators, economists and data analysts to increase the agency’s capacity to sniff out noncompliant employers.
  2. Targeted enforcement – DOL targets low-wage industries at “high risk of wage and hour violations.” It’s also targeting employers geographically to “improve compliance with laws in those businesses, industries or localities.”
  3. Employer responsibility – DOL expects employers to proactively comply with labor laws, putting all the responsibility squarely on employers’ shoulders.
  4. New Overtime Rules – DOL proposed to extend overtime benefits to almost 5 million white collar workers.  The more workers qualifying for overtime, the greater the potential for an increase in overtime lawsuits.

Employers can learn how to protect their organization from wage and hour lawsuits by downloading the latest white paper Three Ways to Avoid FLSA Lawsuits from C.T.E. Systems, Inc.


For more information please contact us at: www.ctesystems.com or email us at info@ctesystems.com

Posted by:

CTE Staff

On Date:

July 9, 2015

Supreme Court Has Ruled on ACA!


The U.S. Supreme Court on Thursday upheld the provision of tax subsidies under the 2010 Affordable Care Act, President Barack Obama’s signature health care law.

InfoTronics and Attendance on Demand have spent significant development effort over the past few years on solutions for employers and their obligations under the Affordable Care Act. A case before the Supreme Court called into question essential aspects of the law’s implementation. This caused uncertainty about the future of the law, its effect on employers, and resulted in uncertainty in the marketplace.

The Supreme Court announced its decision today, siding with the Obama administration. All current IRS regulations stand. The law’s validation means many companies facing these renewed obligations have little time to avoid penalties. The first step is to determine whether or not they fall under PPACA provisions.

Attendance on Demand and Attendance Enterprise from C.T.E. Systems can assist employers with strategies for managing the demands of the ACA. Read about two fictional businesses and their ACA preparation process by downloading the Attendance on Demand business profiles, Limiting Penalties As An Applicable Large Employer and Preparing for Applicable Large Employer Status


For more information please contact us at: www.ctesystems.com or email us at info@ctesystems.com

Posted by:

CTE Staff

On Date:

July 9, 2015

2015: Year of the Affordable Care Act


For some employers ACA starts in 2015. For others, it takes effect next year.

If you’re an employer with over 100 full-time (or full-time equivalent) employees, chances are you’re already complying with the Affordable Care Act this year. But if you have at least 50 full-time or full-time equivalent (FTE) employees, you’re not off the hook, either. Those employers will be subject to ACA starting in 2016.

To give smaller organizations time to comply, the Affordable Care Act went into effect for companies with 100 full-time or FTE employees starting in January 2015. But it will cast a wider net when the threshold drops to 50 in 2016.

Still unclear about your ACA obligations? Read about two fictional businesses and their ACA preparation process by downloading the Attendance on Demand business profiles, Limiting Penalties As An Applicable Large Employer and Preparing for Applicable Large Employer Status


For more information please contact us at: www.ctesystems.com or email us at info@ctesystems.com

Posted by:

CTE Staff

On Date:

July 9, 2015

Paid Sick Leave: It’s the Law in California


Recently, California enacted a paid sick leave law scheduled to take effect in July of this year. The Healthy Workplace, Healthy Families Act of 2014 grants covered employees one hour of paid sick leave for every 30 hours worked. Employees are compensated at their normal hourly rate (which the state provides guidance on calculating hourly rates for salaried employees and employees who work at different pay rates), and portions of unused time can rollover to the following year.

California regulations govern how leave is accrued and can be used, and how unused time can carry over. The state also allows a portion of unused time to carry over into the next calendar year. The law also specifies how an employee’s hourly sick leave rate, as well as salaried employees, should be calculated. Employers cannot require employees to find a worker to replace them while using leave. Finally, the law imposes administrative obligations on employers in terms of tracking and recordkeeping.

Automation provides a powerful way to streamline sick leave administra­tion. Not only can it ensure accuracy, automation removes manual data collection and reporting tasks from your to-do list. There’s hope for overworked HR and payroll professionals.

Learn the latest trends and three best practices that can streamline your paid sick leave administrative obligations—download Paid Sick Leave: From Perk to Priority from C.T.E. Systems, Inc.


For more information please contact us at: www.ctesystems.com or email us at info@ctesystems.com

Posted by:

CTE Staff

On Date:

July 9, 2015

Preparing Your Payroll for the Holidays


Streamline payroll for your 24/7 operation

If you’re a 24-hour operation, the holidays can be a payroll nightmare. Holiday pay requires hard-and-fast boundaries that don’t come naturally in a 24/7 business. If a shift begins on a non-holiday (say the evening before Thanksgiving) and ends on a holiday (Thanksgiving morning), calculating holiday pay is a lot trickier than hours worked multiplied by time-and-a half.

Download the white paper Managing the Challenges of Around-the-Clock Operations and get the real story on:

  • 3 common payroll challenges faced by 24-hour businesses—and how a time and attendance system can help
  • 3 things to look for in a 24/7 operation-friendly system
  • Why settling for a system not designed for around-the-clock operations causes big headaches

Download the whitepaper, Managing the Challenges of Around-the-Clock Operations, from C.T.E. Systems to learn how to automate 24/7 payroll challenges with a time and attendance system.


For more information please contact us at: www.ctesystems.com or email us at info@ctesystems.com

Posted by:

CTE Staff

On Date:

July 9, 2015

Final Regulations for PPACA


While final regulations for PPACA allow employers to use pay period boundaries – rather than calendar dates – to define their measurement periods as part of the employee status determination process, relying on payroll limits the employer’s ability to manage other factors related to PPACA obligations.

C.T.E. Systems, Inc. offers a white paper from Attendance on Demand entitled, Why Not Payroll? Benefits of Using Time & Attendance Data for PPACA Compliance which provides the real story on:
  • How proactive timekeeping can reduce PPACA cost rather than relying on after-the-fact payroll processing
  • Why time and attendance data is a better choice for compliance
  • 3 things your time and attendance system can help you manage better to potentially reduce your financial obligations

For more information please contact us at: www.ctesystems.com or email us at info@ctesystems.com

Posted by:

CTE Staff

On Date:

July 9, 2015

Employee Scheduling


Employee scheduling can be a great cost-saving measure when managed efficiently. This is especially true for industries where labor costs make up a significant chunk of the operating budget, such as retail, hospitality and health care. The key is striking the right balance between profitability and productivity.

C.T.E. Systems offers a white paper from Attendance on Demand, Forecasting and Budgeting: Optimal Employee Scheduling for Retail, Hospitality and Healthcare which provides the real story on:

  • Striking the right balance between profitability and productivity for significant cost-savings
  • 6 signs your scheduling may be inefficient
  • 5 benefits to using a budgeting and forecasting tool
  • 4 criteria to look for when choosing a scheduling system

See Optimal Employee Scheduling white paper.

See also Use Scheduling to Control Rising Labor Costs white paper.


For more information please contact us at: www.ctesystems.com or email us at info@ctesystems.com