Improve Your Payroll Management Process
November 9, 2020
Improve Your Payroll Management Process

Payroll can prove to be a challenge for many businesses. A task that is so regular should be something that runs efficiently, but unfortunately that doesn’t always happen. 


As businesses grow, payroll management can also grow to be frustrating. Does being on the phone for hours trying to fix issues with your payroll company sound familiar? Or maybe you need a more robust payroll platform in order to be more productive? Maybe you have the technology, but you’re left figuring out how to use it on your own and not using it to its full capability? Time and attendance, ​GL integration, reporting, and other record keeping can quickly become a frustration.

 

Here’s Some Helpful Ways to Create a More Efficient Payroll Management Process


1.     Outsourcing to Save Time and Money

Many companies do not have the resources or bandwidth to manage the payroll process. Outsourcing your payroll is a cost-effective alternative to having your own payroll team. Depending on how in depth your payroll needs are, from direct deposit, W-2 processing, compliance, timekeeping, tax filing, reporting, 401(k) administration and other tasks, you can have access to both payroll technology and the support you need. 

 

You might not have the necessary time needed to stay on top of all the laws and regulations to maintain compliance, or the knowledge of the best payroll platform solution for your business, or finding the best structure for your payroll process. Outsourcing your payroll to SimcoHR can give you peace of mind when you just don’t have the time or the finances to handle ​these ​tasks on your own.  SimcoHR can also integrate, beyond payroll, other services within HR and employee benefit operations to manage and streamline your systems resulting in increased productivity.

 

2.     Simplify and Streamline Your Payroll System

There are several benefits to using a payroll platform. You can decrease the risk of human error; you can make it easier to control and maintain time and attendance that would allow you to discover trends that could lead to cost saving opportunities.

 

Streamlining your payroll system is a solution to improving your payroll management process. A professional overseeing your payroll can also advise you on ways to improve your existing system. You can accomplish this through technology. Not only will your payroll process be more manageable ​than a paperless system, but it will save you a significant amount of time. A paperless payroll process utilizing an online platform will offer a secure way of handling your payroll data. 

 

3.     Is Your Payroll Software Up to Date?

When is the last time you investigated payroll software options? Upgrading your platform can allow you to be more productive at your business. If you find that you’re spending too much time on payroll, then it’s worth looking into. There ​are a variety of platforms now available to fit different sized businesses and their needs. From basic payroll platforms for small businesses, to large robust platforms that integrate benefits and HR to help streamline your business. 

Spending less time processing your payroll, with increased accuracy in entering in data and processing is a win! Technology alone may not be your answer, but when it’s backed by a service that can walk you through getting the most out of your technology, or teaching you how to use it, ​it can make managing your payroll a much better experience.

 

4.     Simplify Your Pay Schedules

Weekly, bi-weekly, bi-monthly, hourly and any combination of pay schedules can be difficult to manage. If you are a business who has to stay on top of several pay schedules, consolidating everyone to one type of pay schedule is more efficient, easier to maintain and creates less room for errors. ​SimcoHR can assist with this.

 

5.     Payroll Education and Continuous Learning

Continuous learning is vital for any business, and any industry. Payroll management is no exception. There are always technological advances to stay on top of, or new rules and regulations that are always changing. It’s a best practice to educate and train yourself on an ongoing basis about the latest things happening that could either make you compliant, or simply more productive. ​

 

6.     Payroll and Compliance

A big part of managing payroll is tax filing. It can be extremely costly and devastating to a business who fails to ​be in compliance with laws and regulations or meet required deadlines. Be sure your payroll processes have incorporated into it your state and federal payroll, and tax regulations and apply any necessary changes.

 

SimcoHR can help you with all of these tasks by being your full-service payroll company. They also have several other platforms available in HR, employee benefits, and risk management that all work together to help your business. Contact SimcoHR at (585) 750-3246 for a free consultation and discover how streamlining your day to day management tasks can save you time and money.

 

You might also be interested in reading about “Costly Mistakes - Failing to Remit Payroll Taxes and Retirement Plan Contributions on Time” available here.

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The Hidden Costs of Fragmented Workforce Management Vendors

September 2, 2025
Many businesses rely on multiple vendors to manage critical functions such as HR, payroll/HCM, benefits, commercial insurance, and retirement plans. While outsourcing can provide specialized expertise in each area, using separate providers often creates hidden costs that can quietly undermine efficiency, accuracy, and employee satisfaction. Here’s why integration matters, and how a consolidated approach can save time, reduce risk, and improve the employee experience. 1. Increased Administrative Burden When each service is managed by a separate vendor, administrative work multiplies. Employees and HR teams may spend extra hours logging into different systems to process payroll, submit benefits updates, or manage compliance tasks. Reconciling employee information across multiple portals and coordinating communications between vendors creates unnecessary complexity, which can distract your team from strategic priorities. 2. Higher Risk of Errors and Compliance Issues Fragmentation can increase the likelihood of costly mistakes. Payroll errors, mismanaged retirement contributions, and insurance coverage gaps often occur when systems do not communicate effectively. A single misalignment can have a ripple effect: Incorrect payroll deductions Late or missing retirement contributions Gaps in insurance coverage or compliance violations With multiple vendors, the risk of these errors and their consequences rises. 3. Limited Visibility and Reporting When each service lives in its own system, it’s hard to get a complete picture of your workforce. Without centralized reporting, many businesses struggle to: Analyze labor costs or benefits spending accurately Identify compliance gaps or coverage issues Track trends in employee engagement and retention Limited visibility makes it difficult to make informed decisions and optimize operations. 4. Compounded Costs Paying multiple vendors for separate services often results in more than just the sum of their fees. Each system typically comes with its own implementation, training, and subscription costs, which can quickly add up. In addition, internal administrative hours spent managing vendor relationships, reconciling conflicting data, or troubleshooting errors create a hidden expense that is often overlooked. Businesses may also face unexpected costs when trying to integrate or transfer data between disconnected platforms, or when compliance issues arise due to misaligned processes. Over time, these scattered costs compound, reducing overall efficiency and limiting resources that could be better spent on strategic growth initiatives. 5. Frustrated Employees The impact of fragmentation extends to employees. They may face confusion about where to access benefits or payroll information, experience delays in issue resolution, or encounter inconsistent communications. This frustration can lead to disengagement, lower productivity, and higher turnover. Businesses that integrate these functions provide a smoother, more cohesive experience for employees, resulting in higher satisfaction, better engagement, and a stronger workplace culture. Why Integration Matters Integrating HR, payroll/HCM, benefits, commercial insurance, and retirement services with a single partner simplifies operations, reduces errors, improves reporting, and enhances the employee experience. Businesses that consolidate services gain: Streamlined administrative processes and reduced duplication of effort Improved accuracy and compliance through connected systems Enhanced visibility into workforce metrics and financials Cost efficiencies by eliminating overlapping fees and redundant systems A more consistent, positive experience for employees By managing these services in a unified platform, your business can focus on growth instead of juggling multiple systems and vendors. Take the Next Step If your business is managing multiple vendors for HR, payroll, benefits, insurance, and retirement, it’s time to consider a more integrated approach. Streamlining these services with a single, high-touch partner like Simco can save time, reduce risk, and create a better experience for both your team and your employees.
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Understanding Credible Coverage, Affordable Coverage, and 2025 Marketplace Tax Credits

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Navigating health insurance options can feel overwhelming, especially with all the terms and guidelines around coverage and affordability. At Simco, we want to help you and your employees make sense of it all, from understanding what qualifies as credible coverage to how affordable coverage is determined, and what the income limits mean for Marketplace tax credits in 2025. What Is Credible Coverage? Credible coverage refers to health insurance plans that meet or exceed the minimum standards set by government regulations. This is important because if you have credible coverage, you generally don’t qualify for premium tax credits through the health insurance Marketplace. Examples of credible coverage include: Employer-sponsored group health plans Medicare and Medicaid Certain veterans’ health plans Individual health insurance plans that meet minimum essential coverage standards Most employer-sponsored health plans, whether from small businesses or large corporations, are considered credible coverage. This means if you or your employees have health insurance through your job, it likely meets these standards, protecting you from paying unnecessary penalties and possibly disqualifying you from claiming Marketplace subsidies. Why does credible coverage matter? Because if you already have credible coverage, you generally won’t qualify for premium tax credits on Marketplace plans. The government uses this benchmark to ensure people aren’t “double-dipping” by receiving subsidies when they already have adequate insurance. What Does Affordable Coverage Mean? Affordable coverage refers to the cost threshold for employer-provided health insurance that determines if it’s affordable relative to your household income. The IRS sets this threshold annually, and for 2025, the maximum employee-only premium cost to be considered affordable is 9.02% of your household income . Here’s how it works: If the monthly premium you pay for employee-only coverage is less than 9.02% of your household income, your coverage is deemed affordable. If it costs more, you or your employees may be eligible for Marketplace subsidies or tax credits if you choose to enroll there instead. This affordability standard helps employees understand if they have access to reasonably priced insurance through their employer or if Marketplace options might be a better fit financially. Income Guidelines for 2025 Marketplace Tax Credits To qualify for premium tax credits that help lower the cost of Marketplace health insurance, your household income must fall within certain federal poverty level (FPL) ranges. For 2025, individuals and families with household incomes between 100% and 400% of the federal poverty level may be eligible for these credits. The exact dollar amounts vary depending on your household size and location, but generally, the lower your income within this range, the greater your potential tax credit. These credits are designed to make health insurance more accessible and affordable for people who do not have credible or affordable coverage through an employer. Why This Matters as the 2025 Annual Enrollment Period Approaches With the 2025 Annual Enrollment Period (AEP) approaching soon (October 15 to December 7), it’s the perfect time to review your Medicare coverage and evaluate your options. Many people discover that their current plans may no longer be the best fit, or that marketplace options and tax credits could help bridge coverage gaps. Simco is here to guide you and/or your employees through the complexities of health insurance during AEP and beyond. We’ll assess your situation, explain your options, and guide you through enrollment with confidence. Have questions? Contact us today! We’ve got you covered. 

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