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WOTC Calculator

What is a WOTC Calculator? And Where to Find One!

Did you know that a federal tax credit is available to businesses that hire certain workers? It is known as the Work Opportunity Tax Credit, or WOTC. If you’re looking to hire new employees, it is worth taking the time to see if you are eligible for this tax credit. Both taxable and certain tax-exempt employers can be eligible for the WOTC program.

The WOTC is one of the more significant tax credits and can be worth up to $9,600 per hire of certain qualified veterans! The average tax credit is about $1,200 for workers from other qualified groups.

In order to claim the credit, the employer and potential employee will need to fill out the Pre-Screening Notice and Certification Request for the Work Opportunity Credit (IRS Form 8850) and submit it when the job is first offered. Once the designated local agency determines the employee belongs to one of the targeted groups, the employer, not the employee, will have to file more paperwork.

If this sounds complicated and like a lot of paperwork, don’t worry, there is help available. There are WOTC screening and certification solutions to help streamline this process, like the excellent example from Quentelle.

In this blog post, we will give an overview of a WOTC calculator and how to use a calculator to help you determine if you are eligible for the credit.

What is a WOTC Calculator?

A WOTC calculator is a simple online tool that can help you determine if your business is eligible for the Work Opportunity Tax Credit (WOTC). The WOTC is a federal tax credit that businesses can claim after hiring workers belonging to certain groups of workers who historically have a difficult time finding employment, such as veterans, ex-felons, or individuals from disadvantaged backgrounds.

To use a WOTC calculator, you will need to input some basic information about your business and the workers you are considering hiring. The calculator will then generate an estimate of the tax credit your business could claim.

There are a number of different WOTC calculators available online. Quentelle conveniently includes a calculator directly on our WOTC webpage.

You can also find a WOTC calculator on the IRS website. The IRS calculator is slightly more complex to use than some of the other options, but it can be a helpful tool if you’re trying to determine your exact tax liability.

If you want a more reliable estimate of the tax credit, you should consult professionals. Companies like Quentelle offer services to help businesses maximize their general business credit and tax benefits. Taxable employers and some tax-exempt employers might discover they can claim a significant amount by using a WOTC calculator.

While a WOTC calculator can give you a good idea of whether your business is eligible for the tax credit, it’s important to keep in mind that the final decision will be made by the IRS. As a federal tax credit calculator, businesses can use this tool to help expand their scope successfully. If you have any questions about the WOTC or how to claim it, be sure to speak with your tax advisor or a WOTC solution specialist.

What Are the Fundamentals of Using a WOTC Calculator?

When determining if a business is eligible for the Work Opportunity Tax Credit (WOTC), a few key factors come into play. First and foremost, businesses must ensure that the employees they are claiming have worked a minimum of 120 hours (400 hours for a larger claim).

Additionally, the credit is only available for the first year of employment; meaning any qualified wages beyond the first year do not count. The WOTC is designed to incentivize businesses to hire individuals from specific target groups who often face significant barriers to gaining employment.

Finally, the credit amount varies depending on how many hours the employee works; 25% of qualified first-year wages (up to $6,000) for those employed and worked at least 120 hours, but fewer than 400 hours, and 40% of wages for those employed and worked 400 hours or more.

By considering all of these factors, businesses can better determine if they are eligible for the WOTC and how much they may be able to claim it. Although these might seem like complicated conditions, they are worth it, especially when it comes to computing overall income taxes and payroll taxes.

The WOTC can greatly help businesses looking to hire from specific target groups. With the right tools and guidance, any business can take advantage of this tax credit to save money on taxes and offset the cost of employment. Eligible employees will also benefit from WOTC tax credits as they can encourage businesses to consider hiring from different workforce groups.

How is it Calculated?

The WOTC amount is calculated based on the number of hours that an employee works and wages they earn.

To calculate the WOTC, businesses will need to input some basic information about their business and the workers they are considering hiring or recently hired. The calculator will then generate an estimate of the tax credit your business could claim.

These estimates are based on the current tax laws and are subject to change. For the most accurate estimate, businesses should speak to a tax professional.

What Are the Benefits of Using a WOTC Calculator?

There are a number of benefits to using a WOTC calculator. Let’s explore them below:

1. A WOTC Calculator Can Help Businesses Determine If They Are Eligible for the Tax Credit

One of the benefits of using a WOTC calculator is that it can help businesses determine if they are eligible for the Work Opportunity Tax Credit. The credit is available to employers who hire individuals from certain target groups, such as veterans, ex-felons, and food stamp recipients.

If your business hires someone from one of these groups, you may be eligible for a tax credit of up to $9,600 per qualified employee. To find out if you are eligible, you can use the WOTC calculator on the IRS website or on Quentelle.

2. A WOTC Calculator Can Help Businesses Calculate the Amount of the Tax Credit They Could Receive

Calculating the amount of tax credit you are eligible for can be complicated. The WOTC calculator can help you determine the amount of tax credit you may be able to claim.

To use the calculator, you will need to know the number of employees you have hired, their start date, and their target group.

The calculator will then give you an estimate of the tax credit you may be able to claim. It’s important to calculate this ahead of time so that you can budget for it. Calculating the amount of tax credit ahead will also help you avoid any surprises come tax time.

3. A WOTC Calculator Can Help Businesses Plan for the Future

If your business is eligible for the Work Opportunity Tax Credit, you may be able to claim it for up to two years. This means that you can use the WOTC calculator to plan for the future and budget accordingly.

You can also use the calculator to estimate how many employees you will need to hire to maximize your tax credit. You can save money and time in the long run while focusing on other aspects of your business.

The WOTC calculator is a valuable tool for businesses. It can help you determine if you are eligible for the tax credit, calculate the amount of the tax credit, and plan for the future. By using a WOTC calculator, you will be able to save money and time. So, what are you waiting for? Start using a WOTC calculator today!

Contact Quentelle

If you are looking for a reliable and user-friendly WOTC calculator, look no further than Quentelle. We offer a free online WOTC calculator that can help you determine your tax credit eligibility and possible amount. Simply enter your information, and our calculator will do the rest!

As part of our partnership with Walton, we can guarantee that our WOTC calculator is one of the most comprehensive and easy-to-use tools on the market. What’s more, we provide a streamlined solution to screen potential employees for WOTC eligibility. Plus, our team of experts is always available to answer any questions you may have!

Our goal is to help you take advantage of opportunities that can help your business succeed.

Why Choose Us?

At Quentelle, we understand that Human Resources is a vital part of any successful organization. That’s why we offer a suite of HR solutions powered by an award-winning technology platform.

Our solutions include screening for Work Work Opportunity Tax Credits and other point-of-hire credits, verification of employment and income, administration of unemployment benefits claims, unemployment tax consulting services, and more. We also offer a partner-focused approach that delivers the best possible experience for our clients.

If you’re looking for the best HR solution on the market, look no further than Quentelle. You can be confident that you’re getting the most comprehensive and user-friendly solution available. Contact us today to learn more!

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digital verification of employment

What Do We Mean by “Turnkey, Easy-to-Use, Human Resource Suite”?

Many businesses might find navigating the murky waters of employee relations challenges. If your company wants to grow and thrive, you must ensure the right people are on board at the right moment. On the other hand, a few key elements must come together for this to work. The good news is that there are now turnkey solutions that can make the process so much easier.

Turnkey solutions are ready-to-use technologies that can be quickly implemented in a business, requiring the end user to merely “turn the key” to get going. It’s a lightweight approach to a digital strategy that helps companies get the features they need immediately and at a low cost. Quentelle’s turnkey, easy-to-use human resources suite is intuitive and ready to go when you are, freeing up your time for more strategic initiatives. Let’s take a closer look.

What is a Digital Verification of Employment?

Verification of Employment (VOE) refers to the official process companies follow to check prospective hires’ employment status and background. All or some of the listed references from a candidate’s previous jobs will be contacted to provide details on the applicant’s time at the company. Most companies will comply with the requested information even though they are not required to do so by law. In addition, federal government agencies do not limit the information that former employers might give to potential employers about an applicant. However, there may be restrictions on the kinds of data that can be disclosed for background checks under the laws of your state. When making employment verification inquiries, businesses typically ask for the following pieces of employment data regarding an applicant:

  • Job titles
  • Timeframe and length of employment
  • Types of duties performed on the job
  • Performance in the workplace
  • Salary history and contributing payroll data
  • Competence, proficiency, and expertise
  • Workplace professionalism and attitude
  • Any history of disciplinary action
  • The reason they left the company

Employers who need to verify a candidate’s job history must do so by applicable state and federal rules, limiting the types of employment data used in hiring decisions. However, it’s common knowledge that verifying employment can be a trying experience. What ought to be straightforward turns out to be complex. If your company’s human resources team is in charge of checking references and employment records, the procedure can be lengthy and prone to mistakes. The amount of time needed to deal with this task varies according to:

  • The number of candidates that need to have their credentials checked with many manual verifications
  • Employees dedicated to the VOE procedure within the HR department
  • The number of references from the candidates’ previous jobs
  • How up to date the former employers’ contact details are
  • How long it takes previous employers to respond to your employment requests for a VOE

Due to the time it takes to complete employment verifications and the information gaps that may arise, it is typically a waste of time and money for businesses to devote their resources to the task and then wait for a response, which may take weeks. If the hiring process takes too long, it could harm the business in terms of lost sales and risk losing a qualified candidate who decides not to wait for confirmation of employment and instead accepts an offer from a competitor. This leads to companies increasingly turning to digital platforms and automation tools like Quentelle’s VOE solutions to complete the Verification of Employment process promptly without sacrificing accuracy or unemployment cost management. With Quentelle, you can rest assured that the process of verifying previous employment is being handled correctly and by all applicable laws.

Quentelle’s VOE technology features a system designed with you in mind. It’s an easy-to-use system that verifies employees in their work environment that helps companies and employers secure the documents they need. Since we live in a digital age, using Quentelle’s VOE technology makes the verification process a breeze.

Why Are Employment Verifications Needed?

Investing time and effort into finding and hiring the best person for each open position can profoundly impact your company’s success. When making hiring decisions, one of the most critical factors is researching the applicant’s previous work experience. Verifying a candidate’s employment history is essential for making informed hiring and business decisions, like extending credit. Ideally, companies will check the applicant’s career history to ensure it matches their claims before extending a job offer. A business should be allowed to inquire about a potential employee’s previous work history whenever necessary and have complete confidence in their decision to recruit them.

Without such a system, the time and money spent on training new employees could be for naught if unfavorable information about them was uncovered after they were brought on board. The background check is an essential part of the hiring process. Still, many companies have not kept up with the technological innovations that have permeated the HR department in recent years. However, it is still crucial to do a thorough screening. Businesses need to safeguard their reputation by hiring only those who meet their qualifications and requirements. Unfortunately, discrepancies can be found in over half of all resumes submitted worldwide, highlighting the importance of verification. When comparing address, education, and employment verification among the group of resumes with discrepancies, it is clear that employment verifications have the highest rate of inconsistencies (almost 80%).

Using a cutting-edge and reliable platform like Quentelle, employers can review a candidate’s career history with greater certainty, knowing that the applicant has provided truthful information and that their claimed professional credentials are accurate. As a bonus, this will guarantee they have the right work experience to carry out the new position they are applying for. Additional benefits include:

  • Checking applicants’ income before granting loans.
  • Documentation of past employment in qualifying for state and federal benefits.
  • Protection from identity theft and improved data privacy.
  • Better hiring practices lead to a higher-quality workforce in the long run.
  • Improved cohesiveness and morale among team members because of new personnel who quickly adapt to the established norms and values of the company.
  • Employee theft and violence are less likely to occur if negligent recruiting practices are reduced.
  • Increased safety and increased output in the workplace.
  • Reduction in the prevalence of drug and alcohol abuse.
  • Better employee retention and less attrition.
  • Improved compliance with laws and regulations.

Not only do digital verification solutions benefit employers, but employees can also reap the rewards, too. As a first and most visible advantage, candidates can demonstrate the authenticity of their digital credentials and choose which employers view their employment data. This can verify your previous employment and help you get a new job. In addition, this can help your resume stand out to potential employers by verifying your years of service at your previous job. The secondary advantages are particularly intriguing, though.

While verification helps establish work experience for prospective employers, it can also be used in other contexts. For instance, digital verification of employment is evidence of a proven track record. Financial institutions or insurance service providers, who rely on alternate data to back up their decisions, can use this as a reliable source of information compliant with the Fair Credit Reporting Act. If you want insurance for yourself and your family or get approved for loan applications, this digital credential could be the deciding factor. These indirect benefits can be monumental for specific people and their loved ones.

Why is Employment Verification a Difficult Process?

Employment histories are notoriously difficult to verify. Considering the number of potential factors, it is easy to see why this is the case. Several of the reasons why are listed below:

Many Businesses Rebrand Themselves Every Few Years

Companies of any size can legally change their names in the event of a merger, acquisition, rebranding, or another significant event. For instance, if an applicant has previously worked for YYY Consulting, but the firm was acquired by ZZZ Consulting and moved offices, verifying their employment history with the previous company can be challenging.

Corporations Fail and Disappear

If your candidate’s previous employer has closed down, no one will vouch for their employment history. That’s why it can be hard to manually contact them to provide sensitive income data.

Employees Quit and Leave

There is no assurance that any of your candidate’s former coworkers will still be employed by the company, even if it is still operational. Getting a simple confirmation of employment would be possible, but that’s about it. Another issue is that your candidate’s colleagues may be laid off if their positions are duplicated, which can happen if businesses consolidate. After a merger, the combined company’s human resources department likely won’t have complete or up-to-date employment data dating back to when both firms operated independently.

How Can the Process Be Made Easier?

Employment verifications can be simplified by integrating a turnkey, easy-to-use Human Resource Suite like Quentelle with your existing background screening system. Using their proprietary VeriSafeJobs platform, Quentelle can provide cutting-edge featured solutions for VOE. Quentelle’s VOE solution will take your business to new heights by guaranteeing the safety of your data, streamlining and improving the user experience, providing detailed reports and comprehensive metrics, and providing first-rate service and support. By conducting a thorough digital verification of employment through Quentelle, your company can avoid the following pitfalls:

  • Distrust within the company: Employing reliable employees is crucial to the success of any business. If you don’t feel confident in the qualifications of your staff, this may not be easy to accomplish.
  • Cybercrime and fraud: According to a 2014 Association of Certified Fraud Examiners study, fraud accounts for annual losses of $3.7 trillion. Verizon also reported that internal misconduct accounted for 20% of recent cybersecurity breaches. This highlights the importance of comprehensive background checks for all prospective employees for data security.
  • Consumers are put in danger: When an employee who deals directly with customers is caught engaging in wrongdoing, the first thing that will be raised is whether an employment verification was conducted.
  • Safety risks in the workplace: The employer must ensure that their workplace is safe and conducive to employee health. Violent incidents in the workplace can have devastating emotional and psychological effects on workers.

The results of an employment verification can shed light on whether or not the candidate is telling the truth about their work history, provide context for any employment gaps, and indicate whether or not they would be a good fit for the company. Avoiding these steps before hiring a new employee could be deemed negligent. Supporting your HR team with an employment verification solution can help them go through the process swiftly and efficiently.

Conclusion

Verifying a candidate’s employment history can be a tedious and time-consuming task. However, it’s a necessary part of the hiring process to confirm that a candidate is qualified based on their resume’s claims and is a suitable cultural match for the business.

Humans are at the heart of what we do in HR here at Quentelle. We have compiled several HR processes that are crucial but often require manual attention into a streamlined software package. Using our turnkey, easy-to-use human resource suite, you won’t have to worry about the hassles and intricacies of keeping up with the latest HR trends and regulation compliance for your business and even save time.

Quentelle is here to help with all your employment verification needs, regardless of your field. We are an industry leader in providing employment and income verification solutions for businesses like yours in a timely, secure, and hassle-free manner.

Do you want to see a demonstration of our additional solutions and learn how they can help your business? Feel free to call us anytime at (888) 565-5515 or fill out our contact form.

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unemployment manage claim

Unemployment Insurance Claim Audits: Strategies For Employers

No matter what industry you’re in, if you have employees, it’s almost guaranteed that you’ll have to deal with unemployment claims at some point.

If you’ve ever dealt with an unemployment, claim you know that the process has many steps, takes up a lot of time, and can get complicated very quickly. You have to formally respond in very specific ways, and if you make a single mistake it can cost you large sums of money in unemployment costs.

There are definitely legitimate claims that are paid out each year, but sadly there are also many erroneous unemployment claims that are also paid out as well. There are various reasons for this, but it’s often because companies make mistakes or don’t know how to properly respond to a claim.

Have you been handling your unemployment insurance claims properly? Do you have a strategy in place when it comes to auditing your own process?

In this guide, we’ll give you a clearer, better understanding of how you should be handling your unemployment claims, and some sound strategies to protect your business moving forward.

Unemployment Claims Management

When you think of unemployment claims, you might not think of insurance right away. However, unemployment insurance (commonly abbreviated at UI), is a program that is handled through a joint effort between the state and federal government.

This program has been around since the Great Depression, but unemployment laws and regulations have had to shift and evolve as the years have passed. With the passing of The Social Security Act of 1935, all for-profit employers were required to provide as much as 26 weeks of unemployment benefits and compensation to qualifying employees.

There are state-run unemployment programs that have a pool of funds and distribute these benefits to those employees who are eligible. The funds come from collecting payroll tax from employers.

The employer payroll tax rate is unique to each business. It takes into account things like how many layoffs have previously occurred and other factors that have to do with the economy at a state and national level.

Basically, when an employee is laid off from working for a company, they might be eligible to collect unemployment benefits. It’s important to note that every employee who separates from a company has a right to claim unemployment, but not every claim automatically qualifies for unemployment insurance (UI) benefits.

Unemployment claims are handled at a state level – employees who have separated from your business submit their claim to the state in which they were employed. Once this claim is filed, it’s your responsibility to manage it – and this is the tough part for most businesses.

Your options are typically to accept the unemployment claim or contest it. Importantly, if you don’t reply, the state considers a failure to respond as “acceptance”.

You can see that handling unemployment claims in an organized, correct, and efficient manner has a direct effect on your company’s bottom line. Mismanaged claims can be a source of needlessly lost revenue.

The cost of each claim is unique because it’s based on how many weeks the former employee qualified to collect benefits, however, most claims cost (on average) between $4,000 and $10,000 dollars or more. As you can see, this can cause your unemployment costs to jump up quickly if you’re dealing with multiple claims.

Plus, when you accept unemployment claims, it will cause a rise in your company’s unemployment tax rate in the future.

There are many laws, procedural rules, guidelines, and best practices when it comes to handling your unemployment insurance claims and unemployment taxes.

Furthermore, consider that there might be times where these claims can pile up and create a backlog that can be difficult to reasonably manage. For example, if you’re forced into sizable layoffs due to outside factors (as we saw with the COVID-19 pandemic).

Many companies choose to handle their unemployment insurance claims using spreadsheets, paper files, and other dated methods that are not only tedious, but also ripe for human error. Additionally, if this data isn’t stored properly it can be lost or compromised and become essentially useless.

Other companies use more modern platforms and unemployment claims management services (such as Quentelle) to manage their unemployment insurance claims. This saves companies money and time, and is much more secure.

We’ll go into more detail later in this article about how to manage your unemployment claims, but for now, let’s walk through the steps of how unemployment claims work for businesses like yours.

How Unemployment Insurance Claims Work for Businesses

Use this guide to help your company navigate unemployment claims. It will walk you through what to expect step by step, and give you advice on how to best proceed.

Step 1: You’ll Get a Notification from the State

For many companies, the moment they begin to educate themselves on how to handle an unemployment claim is right after the moment they receive a notice that someone has made claim. That may be you and that’s okay – as long as you act quickly.

When an employee who is no longer with you files an unemployment claim, you’ll receive a formal notification from the state. When you receive the notification it will have all of the information that the employee who filed included when they filled out the application to receive benefits.

Note that if you see something inaccurate on the report at this phase, that doesn’t mean the state has accepted it as fact – it just means this is what the employee is claiming what happened.

In many cases, this notification will include forms (such as a questionnaire) that requests information from your company. The information you provide is what the state uses to decide if a former employee is eligible or not and if their claim will be accepted. (The combined information you provide is sometimes known as a separation report.)

There are some situations where the state’s unemployment commission will invite a representative from your company to take part in an unemployment hearing. These are typically scheduled as conference calls that allow the commissioner who is handling your case to gather more details and decide if a claim should be accepted or denied.

Step 2: The Unemployment Claim Needs to Be Verified

As we mentioned earlier, the state doesn’t immediately take the details that your former employee provided as facts. When you’re filling out your separation repot, you’ll have the opportunity to verify any details or provide any alternate details needed to bring clarity to the situation. Your goal here is to be fair, but also accurate.

When you’re going over your notice, the first thing you’ll want to do is make sure that this person was actually an employee of your company. It may sound basic, but formally verify that the person who is filing the unemployment claim was actually employed at your organization. Remember that people who work for you as contractors or staffing agencies don’t count in this verification – they can’t claim unemployment.

The next thing you’ll want to do is verify all of the factual details and data. Specifically, verify everything that isn’t open to interpretation or is subjective. This includes things like:

  • Date range of the person’s employment
  • Wages
  • Severance or vacation payouts
  • Any other factual details

Once you’ve verified the non-negotiable “data”, now it’s time to verify the claimant’s report of the situation. What did they say happened? And how  are they saying it happened? On the notification you received, the claimant provided their account of how and why they left the company.

If you disagree with anything that was claimed, remain professional and do your best to gather facts that prove your side of the story. Things like timecard reports, emails, incident reports, and other records can be key when supporting the details of how you claim things occurred.

Step 3: Decide If You Will Appeal

After you’ve read the details, if you feel that the claim is unjustly being filed, you have the opportunity to appeal it. This will typically result in a fact-finding hearing that will be conduced by your state’s unemployment commission.

In what instances should you appeal? Well, bear in mind that your employee may not be eligible for unemployment benefits for various reasons. Here some questions to ask yourself as you make the decision to appeal a claim or not:

Did this employee leave his or her job voluntarily? 

Did this person abandon their job? If so, they may not be eligible for unemployment benefits. There are some nuances here, however. For example, you can’t give your employee an ultimatum to “leave or be fired.” That’s considered a forced resignation. Additionally, if the employee was subjected to illegal acts (like discrimination) that isn’t treated as leaving voluntarily. There are some situations where an employee might resign because they’re relocating or due to a disability – depending on the circumstances that might be considered them having “quit with good cause.”

Did this employee show “willful misconduct” that caused them to lose their job?

There are certain unsavory behaviors that are considered as willful misconduct. Here are some examples of when this might be the case.

  • Being late or missing work excessively. Also called “excessive tardiness” and “excessive absenteeism”. Essentially, being late for work or missing work on a regular basis can be considered misconduct. Your company rules must have a clear attendance policy for this to make sense. Another key factor to this is that there can’t be good causes for the absences (such as disability and illness).
  • Violation of company rules. Every company has policies and rules. If you can prove that a policy formally exists, and that this employee knew about it and willfully disobeyed it, you might have a case for denial. The key is that they must have broken the rule intentionally while having knowledge of it.
  • Failure to follow instructions. If you can prove that you provided specific instructions to an employee and that they didn’t follow them, it could be considered misconduct. This won’t work if the unemployment commission deems that the employee’s decision was justified or if it deems that your instructions were “unreasonable”.
  • Poor professional behavior. Some behaviors are considered to be unprofessional whether they’re in your company policies or not. This includes behavior such as physical fighting, lying, stealing, sleeping on the job, using discriminatory or offensive language, being intoxicated at work, testing positive for illegal substances, etc. Even if these things aren’t in you company policy, many unemployment commissions will automatically deem them misconduct.

When should you accept a claim without an appeal?

As a general rule of thumb, if your employee either lost their job or had their work hours restricted, limited, or reduced for any reason that isn’t their fault, you should accept the claim. For example, if you laid someone off or cut their hours drastically because there was not enough work available for them, you generally shouldn’t appeal the claim unless there are other circumstances that would deem it fair and reasonable.

Step 4: Support Your Viewpoint with Evidence

If you have followed the above guidelines and you feel that the employee doesn’t have a fair right to receive unemployment benefits, you need to prove it with evidence. You must present any data, details, and facts that show the unemployment commission that the claim shouldn’t be accepted.

For this evidence to be sound and admissible, the best options are written documents or consensual recordings from company phones systems, security cameras, etc.

For written proof, things like signed disciplinary slips addressing attendance or policy violations, email correspondence or letters asking for a reduction of hours, and formal attendance records can help greatly.

When it comes to audio or video proof, any recordings of misconduct or knowingly breaking company policy, or recordings of customer complaints about an employee might work. In some cases, security camera footage of an employee engaging in misconduct might also help your case.

Copies of anything you believe will help give a better picture of your side of the occurrence needs to be provided to your case’s assigned unemployment officer. They will need to review this information prior to your unemployment hearing.

NOTE: If you do decide to appeal, your separation report, evidence, and confirmation you will be attending your hearing should be submitted to your state’s unemployment office.

Step 5: The Unemployment Hearing

The unemployment hearing will be a meeting between a representative from your company, the assigned unemployment officer, and former employee who filed the unemployment claim. Many states have a specific format for these meetings and there are rigorous guidelines of who can speak and when.

Your unemployment officer is in charge of the hearing so it’s best that whoever attends on behalf of your organization listens to them carefully and follows all instructions. Remember that there is a specific amount of time allotted for these hearings, so don’t be late and be ready.

You should also prepare for this hearing and show up with your own copies of your evidence. Look over the details of the unemployment claim and the data you have gathered just before the hearing so it is fresh in your mind.

It can be easy to get emotional during these hearings – especially if you believe your former employee to be misrepresenting the truth or being unfair. Remember that your former employee may be emotional as well – this is potential income of theirs on the line. Don’t fall into the trap of making personal attacks, arguing, or being unprofessional. State facts, and be fair, professional, and cordial.

If you’re honest, reasonable, and conduct yourself well, it won’t be lost on most unemployment officers. Remember that whoever is in the hearing is representing your entire company and should conduct themselves accordingly.

Step 6: What Happens After the Hearing?

Once your hearing is over, you’ll typically be given a timeline by your unemployment officer of when you should expect to hear the outcome of the case. Then, you wait until you receive the verdict of your hearing.

If you receive the outcome of the hearing and the unemployment agency has ruled in favor of your former employee who filed the claim, that isn’t the end of it. There will also be instructions on how you can formally appeal the decision.

In most cases, if the unemployment office of your state ends up granting your former employee benefits, they’ll let you know the reasons. It’s wise to review these reasons to help you decide if an appeal is worth your time, effort, and resources.

As you can see, the process of denying a claim is not a quick or an easy one, which is why so many organizations now opt to use other solutions. Let’s talk more about how unemployment claims management services can help you and your business.

Unemployment Claims Compliance and Record-Keeping

If it wasn’t challenging enough to have to manage unemployment claims yourself, there are two other layers – compliance and bookkeeping. You’ll see how proper record-keeping and adherence to the rules go hand in hand when it comes to having a sound unemployment claims process that works.

Unemployment Claims Bookkeeping

The proper keeping of records and details about all of your current and past employees is critical to protecting your business. We’re sorry to report that there are unemployment insurance benefits that are paid out in error – these are known as improper benefits.

Can you guess what the #1 cause for improper benefits being paid out is? If you guessed inaccurate information from an employer or claimant, you’re right. When it comes to the claimant submitting inaccurate information (whether maliciously or accidental) you don’t have any control over it. However, you do have control over the information you submit in response to claims filed against you.

When it comes to record-keeping, here’s one simple – but invaluable – piece of advice that can save your company untold sums of money: document everything.

If you have to submit information due to an unemployment claim dispute, having the proper details documented can be the single thing that causes the state unemployment agency to rule in your favor. This is a game changer when it comes to optimal unemployment claims management.

What should you document, specifically? Here are some guidelines:

Your company’s policies. Many companies don’t have all of their policies written out clearly in one document. It is important to put them together in an accessible and easy-to-understand way.

Any changes to your company’s policies. You may be surprised to learn that many companies have a set of written policies that don’t match the way they actually operate. This can cause issues when it comes to unemployment claims. Take the time to update your company policies so they reflect the way you truly operate.

Disciplinary actions taken against employees. It’s important to document any disciplinary action taken against your employees and have them sign it. Often called “write-ups”, these documented cases of an employee breaking company policies can go a long way in an unemployment dispute.

Job descriptions, offer letters, contracts, etc. Each employee should have a properly documented job description that clearly states what their primary duties are. Offer letters should also be used when hiring employees so their exact salary and position is clearly defined in writing.

Termination and resignation letters. If someone resigns, you should consider requiring a written notice from them that clearly states they are leaving (and if possible the reasons why, if any). You should also type your own termination letters when letting someone go. The letter should document the date they left and the reasons why.

Any other work-related statements or job changes. When possible, have anything pertaining to a change in an employee’s job responsibilities put in writing. For example, if an employee requests a reduction of hours, don’t accept this request verbally – instead require them to send an email or give you a letter. This is to protect yourself and give you proof if they file an unemployment claim because you reduced their hours.

Be Proactive with Your Record-Keeping

In addition to all of the above bookkeeping, there are also a handful of other clerical duties you can perform to get optimal results from any unemployment insurance claims.

For example, be sure to report every new person hired to the State Directory of New Hires, a required part of your hiring process. By reporting each person you hire accurately and quickly, it can help prevent the payment of ineligible unemployment claims once a person has returned to the workforce. (Remember that this date should reflect the date the person actually began working, not the date they were formally hired.)

Unemployment Claims Compliance

You share the responsibility with the state to ensure that the unemployment insurance program works effectively and functions as it should. Think of it like this: it’s the state’s job to be certain that each individual who files a claim is truly eligible for unemployment benefits, but it is your company’s job to provide them with as much information as possible to make the best decision.

To be compliant with the state as they attempt to administer unemployment benefits to deserving individuals, you must communicate quickly and accurately with them (and in the bookkeeping section below, we’ll talk about how proactive communication can help save you from improper paying of unemployment claims).

In the past, employers were only required to to respond to unemployment claims they were contesting or that they felt weren’t accurate. Things have changed with unemployment claims management, however, and now every employer is required to respond to all claims. If you fail to reply to all claims, you are not considered to be compliant with state regulations (and you can also cost your company unnecessary expenses in unemployment costs due to claims that shouldn’t have been paid).

While employers used to respond only to those unemployment claims that were considered inaccurate, they are now required to respond to all claims in order to remain com­pliant with state regulations and minimize financial exposure.

How to Be Proactive With Your Unemployment Claims Management compliance

1) Train your employees properly. It’s important that anyone in your organization who handles hiring or termination is aware of the unemployment system words, and what is required of them. If you educate your team, managing unemployment claims will be more efficient and successful.

2) Have all employees sign off on your company rules and regulations. Don’t just assume people know what is expected of them. Be certain to provide all employees with a written copy of your company’s regulations and rules, with a signed copy added to their personnel file as proof they agreed to abide by them.

3) Try not to terminate employees suddenly or without warning. Sometimes you’ll need to fire someone quickly due to a serious violation of your policies, but unless it’s absolutely necessary, we don’t reccommend doing this. If possible, issue a written warning that the employee signs so there is evidence that they are aware continued behavior like this will result in fair termination.

4) Stick to the SIDES. SIDES is an abbreviation for the State Information Data Exchange System, and is an electronic tool that was developed by state unemployment agencies and the U.S. Department of Labor. By using this tool you can react to unemployment insurance matters accurately, quickly, and securely.

5) Don’t go it alone. Many companies eventually realize that by processing unemployment claims themselves, they’re actually spending far too many hours and countless internal resources. Speaking frankly, the very best way to be proactive with your unemployment claims management compliance is to partner with an industry leader like Quentelle to handle it for you.

Remember, if your company is non-compliant you can suffer from payouts for erroneous claims, increases in your unemployment tax rates, and in some cases, even penalties and fines. Taking the time to be proactive, compliant, and keep great records is a strong strategy to overcome any unemployment claim challenges you may encounter.

Quentelle Is the Industry Leader in Unemployment Claims Management Services

When it comes to handling unemployment claims and unemployment cost management, there’s compliance, and then there’s optimization.

Unemployment claims management is a complex, time-consuming processv– which is why having a partner like Quentelle can help your company keep unemployment costs as low as possible. If all of this seems like a lot, that’s because it is. Managing unemployment claims can feel like an endless, time-draining treadmill with no end in sight.

Not only is it time-consuming and tedious, but when an organization handles their own unemployment insurance claims management, it’s often a very reactionary process. When you work with us here at Quentelle, we strive for proactive management solutions for your UI claims.

This includes things like acceptance and denial of claims, a consistent auditing and tracking of your UI claims history, and actively working to keep the overall number of unemployment insurance claims and benefit charges as low as possible.

Let us interact with the multiple state unemployment agencies so you don’t have to use your valuable in-house talent and resources. This gives your team the freedom to increase their productivity and focus on their core business functions.

Additionally, we’ll take the time to vigilantly perform tax rate verification to be sure that your state tax rate calculations are correct and that you meet all of the rigid timelines that are imposed by state agencies.

Another major benefit of using Quentelle and our partners for your unemployment claims management is that you’re reducing your chances of making a costly mistake. Don’t risk human error. You can rest assured that our team of experienced professionals are highly trained and specialize in handling these responsibilities.

You don’t have to try to navigate the maze of unemployment laws and procedures by yourself. Let our team of experienced professionals focus on unemployment cost control so you can focus on running your business.

What many companies don’t consider is that their in-house solution very typically results in frequent errors – which causes higher tax rates and increased unemployment costs.

If you’re ready to experience lower tax costs and a greater potential for tax savings, Quentelle is here to help.

Give us a call at 888-565-5515 or schedule a demo online, and we’ll show you why we’re the smart and simple way to handle all of your unemployment claims easily and optimally.

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unemployment manage claim

An Introduction to Workflow Automation in HR Applications

Workflow management is one of the most misunderstood and underutilized tools when it comes to any part of your business – but especially the human resources department of any company, in our experience.

In fact, we often hear clients use the words “project” and “workflow” as though they’re synonyms. Sometimes you’ll also hear the term “process management” thrown around as well. While workflows, process management, and projects have certain aspects in common, these words are not all as interchangeable as some might think.

You may be wondering why we’re being so particular, and that’s a fair question. However, while it might not seem important on the surface, defining the difference between your HR projects, processes, and workflows might be one of the most important things you can do for accuracy and efficiency.

In this article, we’re going to walk you through the necessary steps to get handle on your human resources workflow, and how to automate them properly – resulting in fewer mistakes, more money saved annually, and a happy workforce.

Remember: to automate anything, we must first understand its function and its parts, so that’s where we’ll begin.

Human Resources Workflow, Projects, and Process Management

So what is the difference between a workflow, a project, and process management?

Workflow: Very simply, your HR workflow is the series of necessary steps that need to happen in a specific sequence in order to finish a task.

When it comes to your human resource (HR) workflow, we’re referring to any number of distinct steps that your team must take to complete necessary tasks. A workflow is used, for example, when a new employee is hired. This workflow ensures that all required HR tasks related to onboarding a new person are completed in an efficient and timely manner.

Projects: Consider a project to be a planned effort to achieve a specific goal or outcome. It can be done by an individual or a team, but in the end, there’s the desired result.

Projects are different than workflows because they are less rigid in their structure as long as the end goal is achieved. Projects are more fluid and can include workflows, but workflows by their nature rarely include projects.

Some examples of human resources projects are things like:

  • Ensuring all employee job descriptions are accurate and current.
  • Updating the company policy document and having all employees sign.
  • Checking all employee contact info is correct.

Process Management: Process management is considered the discipline of using various methods to try to improve, optimize, and even automate processes within a business.

For example, you’re very likely engaging in process management right now as you read this article. As you search for an automated workflow for your HR team, you’re attempting to discover, improve, optimize, and automate – all earmarks of process management.

Now that you have a clearer understanding of these different aspects, you can see how when they’re not clearly defined, can result in tangled, inefficient HR departments.

Before we automate anything we need to understand how it works within our company. Let’s take a deeper look at the goal of human resources management.

What Is Human Resources Management?

Human resources management is the overall approach to managing your corporate culture, business operations, and employees. When you have strong human resources management in place your employees will feel taken care of, motivated to work harder, and excited to contribute toward company initiatives and goals.

As a company you should have a purposeful idea of what you want your human resources management to be. If this is under-managed or mismanaged, it can be damaging to employee morale, and make your company a place where people don’t enjoy working.

What Is Human Resources Workflow Management?

Once you’ve decided the kind of workplace you want to provide for your employees, you need to define the repetitive, necessary tasks that will be implemented so that your human resources managers can make them a reality.

By managing your human resources workflow you’re empowering your HR team to streamline their day-to-day tasks, eliminate needlessly time-wasting tasks, and ultimately keep you and your employees happy, protected, and compliant.

Once you have the ideal human resource workflow in place for your company, the next step to improving your company’s efficiency, profitability, and morale is to introduce human resources workflow automation.

What Is Human Resources Workflow Automation?

Human resources workflow automation is taking your existing HR workflow and using software to streamline the process and make it occur digitally. This means taking the operations that are being handled on paper or using spreadsheets that are local to a single person’s computer and putting them all into one easy-to-use platform.

Human resources workflow automation takes time-consuming, tedious, and mundane tasks and automates them as much as possible. Your human resources team will see a marked improvement when it comes to efficiency – not to mention a reduction of errors.

When a human resources team takes advantage of workflow automation, it frees them up to focus on other duties within your company. Rather than spending the majority of their time focused on menial tasks, they’re able to implement initiatives and projects to improve the overall state of your company’s human resources management we discussed above.

In addition, by using a trusted digital platform (like Quentelle) for your human resources workflow, you’re immediately improving the level of security your HR workflow. No more printed forms and paper file folders. Instead, you’ll be able to take advantage of digital safeguards and security, as well as customizable privacy controls that will help you meet regulatory and compliance requirements.

Benefits of Human Resources Automations in Today’s Enterprise

There are many advantages to automating your HR workflow, but here are a handful of some of the most advantageous to virtually any business.

Tax Credit Opportunities

There are few things that can immediately help a company’s bottom line like taking advantage of the proper tax credits available to them. When you use an automated HR workflow, you’re able to automatically identify things like the Work Opportunity Tax Credit (WOTC) at the point of hire, and that’s just for starters.

Streamlined Unemployment Claims Management

Managing unemployment claims can be a full-time job for a company’s human resources department. The challenge is that if unemployment cost management doesn’t get the attention it deserves, it can cost your company substantial amounts of money in erroneous claims (or claims that were automatically accepted because there was no response).

Automating your HR workflow is a huge step toward unemployment cost control – and you can also rely on the platform to help you with tax rate verification specific to your state agencies so that you’re not over or underpaying when it comes to unemployment insurance.

Reduced Errors

No matter how excellent your human resources team is, the odds are they will eventually make a mistake somewhere in their HR workflow. When your team is responsible for manually handling onboarding forms, payroll, time sheets, employment verification, unemployment claims management, and other aspects of human resources (usually across multiple platforms), costly and serious mistakes are bound to occur.

When you automate your human resources workflow (and do so with an all-in-one platform like Quentelle), you reduce errors drastically – and in many cases can eliminate them entirely.

Unmatched Reporting Options

When you use human resources automation, you’re unlocking quick access to data-driven reports that would otherwise take a substantial amount of time and effort to put together. Additionally, when your HR workflow is hosted on one platform like Quentelle, you’re allowing for the simple and powerful cross-referencing of multiple human resource data points. (We’ll talk about this a bit more in-depth later in the article.)

Give Your Human Resources Team the Tools to Strategize

Let’s put those robust reporting options to good use. When you use a strong platform like Quentelle to automate your HR workflow your human resources team will have a robust set of tools to optimize and strategize the best way to operate. When your team can make data-driven decisions quickly and accurately, you’re giving them the ability to be proactive instead of reactive.

Repetitive (But Important) Tasks Are Automated

There are necessary tasks that any HR department will tell you are critical to operations – but also time-consuming and tedious. Why have a human do what a computer can do more quickly and accurately?

By automating the repetitive portions of certain tasks, you’re giving your team the ability to focus on the parts of those tasks that only a human can do best through intuition and experience.

When you automate your HR workflow, you’re optimizing the workflow of your human resources team and managers – saving valuable time and effort.

Emphasis Can Be Put on the Human Element of “Human Resources”

When your employees and HR team are spending time performing tedious human resources tasks to stay current and compliant, they’re not spending time with clients.

By automating the repetition parts of new employee or contractor onboarding, it gives your team the free bandwidth to interact with these people and begin to cultivate meaningful relationships quickly and naturally.

Acquire and Keep Stronger Talent 

By automating your company’s hiring process, you can greatly improve candidate selection. Rather than shuffling through paper resumes or countless online submissions you can quickly and easily identify qualified applicants that possess the skillsets the position requires.

These tools can make your talent acquisition process quicker and less reactive, allowing you to build an acquisition pipeline.

Additionally, with less “paper pushing”, your HR team can focus on true employee relations and keeping current employee moral high.

Support Various Work Styles

As working remotely becomes more popular and accepted by many companies, HR departments are having to navigate working with employees who are located in various places geographically. With some employees living in different states (or even countries), an automated workflow allows for the quick and secure transmission of any documentation electronically. This is faster and less expensive than other options such as fax and postal mail.

Unparalleled Organization

When your entire team is working from the same platform, there are no issues with data that’s not up to date or different versions of documents and spreadsheets. Working from a single platform like Quentelle will give you a level of organization – and a reduction of errors – that you can’t achieve any other way.

Many, Many More Benefits

As you can see, the benefits that come from using human resources workflow automation are numerous. Another thing to mention is that we understand every business is unique, and each will enjoy the unique benefits when automating their HR workflow. Every company not only has its own “pain points” that can be eliminated by HR workflow automation, but also the things that will bring them distinct benefits.

So how do you begin your enterprise workflow automation for human resources? Let us show you how it works.

Enterprise Workflow Automation for HR – How It Works

Enterprise-level workflow automation for HR can sound like a big, scary topic. Many managers, executives, and owners think that automating HR processes will be an expensive and almost insurmountable task. In some cases, they’re also skeptical that if they use automated HR workforce solutions that they’ll be putting their team out of a job.

The fact is that for most companies, none of this is accurate.

When you understand what enterprise-level workflow automation truly is at its core, you’ll probably find yourself wondering why you didn’t implement it sooner. Enterprise workflow automation is a powerful tool that will allow your employees to increase meaningful output and overall value to your company.

Here are some powerful ways that workflow automation for HR can work for you.

Automating the Identification of Opportunities for Tax Credits

The Work Opportunity Tax Credit (WOTC) is a federal tax credit that your company can take advantage of at the point of hire of a new employee. The credit is designed to incentivize companies like yours to provide jobs to individuals from certain groups that often face challenges finding gainful employment.

The key is that this tax credit must be identified at the point of hire. If a candidate is eligible there are forms that need to be filled out (IRS pre-screening Form 8850 and DOLF Form 9061) prior to or on the day the employee begins work.

If you don’t follow this process your company will be ineligible to claim the WOTC tax credit.

There’s still more – once the individual begins work, you’re required to submit the properly filled out forms to the state employment workforce agency before the 28th calendar day after the employee started their job.

As you can see, this process is layered and specific. If you handle your Work Opportunity Tax Credit process manually, there are many places the process can go awry, causing you to miss out on your credit.

When you use the workflow automation from Quentelle to handle your WOTC process, you can leverage our partnership with Walton – a trusted, industry leader. We’ll deliver a streamlined solution that lets you screen for Work Opportunity Tax Credit (WOTC) easily and accurately.

By using our simple and short process during your company’s onboarding process, Walton will determine eligibility and then pursue the tax credits for you.

You’ll benefit from:

  • A simplified screening process: Our screening process is simple, but powerful, and gets the job done.
  • Wellknown integrations: Walton has a number of integrations with the most reputable and largest applicant tracking, onboarding, and payroll providers.
  • Unmatched results: By using an automated process that turns over every stone, you’ll be able to rest assured that you’re not missing any opportunities for tax credits.

Other Credit Opportunities

The WOTC credit is only the beginning if you’re using the proper automated HR platform. Our partners at Walton will also pursue any other local, state, federal, and point-of-hire tax credits that your company might qualify for. This also includes Federal Empowerment Zone and the Indian Employment Credit programs, just to name a few.

With Quentelle’s HR workflow automation, the only thing you need to focus on is hiring great applicants, and we’ll take care of the rest.

Automating Unemployment Claims Management

Unemployment claims management is a necessary part of running any business. As you are probably well aware, there are many moving parts when it comes to handling unemployment claims properly.

Managing unemployment claims and navigating the unemployment system yourself is a time-consuming, complex, and ongoing process. Sadly, it often results in unemployment costs going up for your company. Not only that, but any single mistake during the process, and erroneous unemployment claims can be paid out, costing your company dearly. It will also increase your overall unemployment costs since a higher number of accepted claims will increase your unemployment tax rates.

By automating your unemployment claims management using a solution from Quentelle, the managing unemployment claims will be simple and cost-effective.

Our primary goal is to proactively examine all of your unemployment claims and decide whether they should be accepted or denied. As you may be aware, any unemployment claims that aren’t responded to in a timely manner are automatically accepted. Having our watchful team on the job typically lowers unemployment costs.

We don’t stop there. We also audit and track your unemployment claims history, and do all that we can to keep down the number of ongoing claims and improve your unemployment cost control.

The calculation of your unemployment tax rates is a complicated, multi-layered process. Our team will also review your claims history alongside tax records to be sure that you’re paying the proper unemployment tax rates. If your tax rate is incorrect, you could be overpaying or underpaying.

We will use the State Information Data Exchange System (SIDES) to electronically transfer all of the necessary unemployment claims documents. This means that you’ll no longer have to use postal mail or other less reliable methods. By using these electronic methods, we’re able to improve claim response times, which secures future appeal rights for your company.

Your team will never have to spend their time on an unemployment claims hearing again. If any unemployment claims do result in an unemployment hearing, one of our highly-experienced staff will attend as hearing representatives on your behalf. Our team members have an average of 20 years of unemployment claims proceedings experience and are familiar with unemployment laws and regulations.

We’ll prepare every witness prior to each unemployment hearing, and we’ll be sure that all documents and decisions are reviewed thoroughly. If the unemployment hearing does result in an appeal, we’ll handle the appeal process for you in its entirety.

You’ll benefit from:

  • All unemployment claims will be answered on a case by case basis – no more automatic acceptance.
  • Lower unemployment benefit charges overall.
  • Not having to use your valuable in-house talent on unemployment claims management.

As you can see, when you use workflow automation to handle your unemployment claims management, there are many benefits that will save your company time and money, and will ensure the most optimal and fair outcome for everyone involved.

The Highest Standards of Compliance

No matter what industry you’re in, your company is going to be subject to adhering to the compliance of federal, state, and local laws and regulations. If you fail to comply with any of these laws and regulations, it can trigger any number of consequences – none of which are good for your business. Your company can experience such things as investigations by various administering agencies, and sometimes the eventual assessment of fines and penalties.

One of the worst parts is that any errors in adherence to compliance and regulations are often the result of a mistake made by a member of your company’s staff. When all of your primary human resource workflows are handled in-house by human employees, the chances of finding your company in non-compliance at some point increases greatly.

How can HR automation help with compliance and reporting? By automating as much of the regulatory minutiae and compliance data as you can, you’re not relying on your team to stay up-to-the-minute on every regulation, rule, and guideline in an ever-shifting landscape.

As we stated earlier, we believe in letting computers do the job of computers, and letting people do the job of people. Even your most experienced and skilled human resources team member won’t have every state, federal, and local regulation or rule memorized. However, by leveraging an automated human resources workflow platform and taking advantages of the solutions offered from Quentelle, you can rest assured that your entire process is current with all regulatory information available.

Powerful and Easy-To-Use Reporting

We mentioned this earlier, but when you automate your human resources workflow, one of the major benefits you’ll experience is powerful, easy-to-use reporting. By having all of your human resource functionality in one platform (like Quentelle’s HR Analytics solution), you’re also giving yourself a method of collecting invaluable data about your organization. You’ll be able to look at cross-referenced data that wouldn’t otherwise be possible and make data-driven decisions confidently.

Take an in-depth look at things like:

  • Staff retention and attrition
  • Job statistics
  • Separation analysis
  • Turnover rate
  • Retention rate
  • Separation reasons vs. job titles
  • Correlations between separation and other data

And that’s only the beginning. As more and more data is gathered, our platform is able to leverage the power of artificial intelligence (AI) to not only show you existing data trends, but also to compile, query, and analyze large amounts of data. The AI can then identify certain patterns and trends that would be much harder to spot otherwise.

When you’re empowered by useful insights you can count on, you can make meaningful decisions with a minimal investment of research time and resources.

Integrating with Your Existing Tech Stack

Here at Quentelle, we wrote the book on tomorrow’s technology delivered today. We understand that you have an existing technology stack that you’ll need to consider before deciding on which workflow automation and HR applications can work for your business.

You’ll want to take a close look at any solution to make sure that it integrates smoothly with your pre-existing accounting and financial reporting software. We’re happy to report that our platform is at the cutting edge of what is available, and integrates seamlessly with many commonly used software services.

If you’re using a well-known provider, chances are that our flexible integrations will connect simply and securely to deliver an all-in-one, convenient solution.

You may be asking yourself: “But what if I don’t use a well-known provider?” Or “What if my business has a specific requirement?” The simple answer is that no matter what, we’ve got you covered. We offer customized solutions to any of our clients who need it.

We understand that there are some industries that rely heavily on managing data that is complex, and that’s no problem.

Are you in one of the following industries?

  • Healthcare
  • Transportation
  • Employer services
  • Agriculture
  • Something else?

No problem. We’ve worked with companies across many industries to develop custom software that helps them solve any challenge they’re facing. Everything we custom-make is designed to work seamlessly with our platform for an incredible experience.

In addition to seamless and flexible integrations, our platform also uses ForeSite, and leverages the power of what cloud computing can do today. This means that you’ll be able to manage and retrieve your data on demand with the utmost security.

Couple all of those benefits with our simple, single sign-on and our customizable push alerts, and you’ll see that Quentelle offers award-winning, easy-to-use solutions that you’ll love.

What Workflow Automation Means for Your Organization’s Bottom Line

As you can see, there are quite a few tangible benefits to automating your HR workflow. At the end of the day, you’re a business and you have to take a look at optimizing your income and doing all that you can to improve profit margins.

For businesses that take the switch to an automated HR workflow seriously, they often see a substantial amount of increased revenue and cost-saving opportunities open up.

Imagine the opportunity you have if every employee you hire is not only screened for WOTC tax credit – but all tax credits available. We see some of our clients get immense tax savings by allowing us to add a simple step to their hiring process.

Having all of your unemployment claims and unemployment taxes information in one place and being handled expertly can also drastically reduce your unemployment costs and keep your tax rates as low as possible.

You can imagine how the amount of tedious, repetitive work being handled by an automated system can free your team up to provide even more value, and in many cases, reduce HR labor expenses overall. Plus, reductions in efficiencies, initiatives, and projects can occur due to your team having more time available to be truly productive.

As you continue to capture data and use powerful reporting and AI-driven HR analytics, you can also participate in more accurate and meaningful long-term business planning and forecasting.

Another major opportunity for improving your bottom line is using HR automation and reporting to identify trends and patterns that your competitors have no way of learning. Seeing patterns that improve talent acquisition and offer other insights can help you beat competitors in ways they’re not expecting.

Quentelle Is the Industry Standard for Workflow Automation in HR Applications

Quentelle is the industry leader when it comes to workflow automation in HR applications. We’re smart and simple redefined through the power of our solutions.

If you’re looking for the most advanced technology available – that’s also simple to use and will integrate with your existing software – then you’ve come to the right place.

We’d love to talk to you about how we can help you streamline your HR workflow like never before, empower your team with the tools they deserve, and improve your company’s bottom line.

To learn more about our solutions, call us at (888) 565-5515 or contact us online.

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Employee Retention Credit

An Introduction to COVID-19 Employee Retention Credit (ERC)

Things have been extremely challenging for many businesses in the last few years, to say the least. The corporate landscape has shifted drastically, and in some cases, these changes are here to stay when it comes to the way of doing business.

One of the biggest changes to navigate was the introduction of the Employee Retention Credit. For eligible employers that have suffered revenue losses during the pandemic or have had business partially shut down due to a government order, the Employee Retention Credit could be the thing you need to help your business find its footing on shifting sands.

If you’re not taking advantage of this powerful tax credit, your business could be missing out on thousands, hundreds of thousands, or even millions of dollars. We’ve seen the Employee Retention Credit save businesses on the brink of shutting down.

It’s time to learn about the details of the Employee Retention Credit landscape so you don’t miss out on one of the most important tax credits in recent history.

Look Again at Your COVID-19 Employee Retention Credit- You Won’t Regret it!

When we bring up the topic of the Employee Retention Credit (ERC) to potential clients, many of them say that they got it during the pandemic. However, when we get deeper into the conversation it becomes clear that they actually only applied for the Paycheck Protection Program (PPP), which is not the same as the Employee Retention Credit.

Other clients we speak to who did hear about the Employee Retention Credit, but think that they’re not an eligible employer because they are unaware how many updates, addendums, and changes have been made to it.

The COVID-19 Employee Retention Credit has gone through various shifts and changes. Trust us when we say that this topic is absolutely worth your time and effort, and we implore you to look again– even if you think you’ve got all of your bases covered.

COVID-19 Employee Retention Tax Credits Defined

Simply put, the Employee Retention Credit is a temporary program in the United States began in response to the economic impact caused by the COVID-19 pandemic. It originally was part of the Coronavirus Aid Relief Economic Stimulus Security Act (also known as CARES).

Even though the disaster tax relief act was temporary, it’s still in effect due to the prolonged impact that the COVID-19 pandemic is still having on the economy today.

When an economic downturn occurs, some companies are forced to lay off workers. This can lead to a vicious downward economic spiral that can critically damage the economy. The Employee Retention Tax Credit is a broad-based refundable tax credit that is currently in place to encourage companies to keep employees on their payroll and avoid that spiral.

At the moment, the credit is 50% (capping at $10,000) of qualified wages paid by an eligible employer whose business was suspended (in full or in part) due to COVID-19, or whose gross receipts decline by more than 50%.

A Brief History of the COVID-19 Employee Retention Credit

As the Employee Retention Credit is fairly new, here is a timeline of when it was introduced, and some details about how it has evolved – even in such a short time.

March 2020

Employee Retention Credit is introduced to encourage companies to keep their workers on payroll during the coronavirus (COVID-19) pandemic. At the time of its introduction, employers were eligible to take advantage of the credit until the end of 2020 unless any new legislation would end it earlier.

Note that when the ERC was introduced, it was not available for anyone who was already receiving funds from the Paycheck Protection Program (PPP). It also couldn’t be calculated using any wages paid for medical leave or family leave, or any wages already used for the Work Opportunity Tax Credit (WOTC) in the same calendar quarter.

December 2020

A new act known as the Consolidated Appropriations Act (CAA) came into play and had a few major effects on the Employee Retention Credit. Making things even more complicated, some of the changes were retroactive, though most took effect on January 1, 2021.

The most drastic changes were that now the credit would be extended through June 30, 2021, and the way that gross receipts were calculated would change.

Additionally, the threshold of what was considered a “small employer” and a “large employer” changed. “Small Employer” was now anyone with 500 employees or less, and “large employer” was now anyone with more than 500 full-time employees.

The CAA also allowed many of those who were taking advantage of any Paycheck Protection Program (PPP) loans to participate, and they could claim their Employee Retention Credits using wages they didn’t use for PPP forgiveness.

March and April 2021

The Internal Revenue Service (IRS) sent out notices that gave formal answers to frequently asked questions (FAQ) that were previously only available on the IRS website. They also provided more formal written guidance regarding the Consolidated Appropriations Act (CAA) updates to the credit.

Later in March the American Rescue Plan Act of 2021 (ARPA) was introduced. This made some changes to the Employee Retention Credit that were effective as of July 1, 2021.

Some of the notable changes were an extension of the ERC through December 31, 2021, and new credit opportunities for certain recovery startup businesses that began after February 15, 2020 and that had an average of $1 million dollars or less in gross receipts.

The ARPA also identified “severely financially distressed employers” (SFDEs) as businesses that had gross receipts drop at least 90%. These companies would not be bound by the “larger employer” limitations.

August 2021

The IRS sent out another formal FAQ document that answered some questions regarding definitions of full-time and part-time employees, whether owners and spouses were eligible for wages, and if it was advised to amend returns if they wanted to use wages toward the ERC.

Later in August, the IRS also introduced a “safe harbor” that gave the opportunity for employers to exclude any PPP loans that were forgiven from their gross receipts when they were determining if they were eligible.

More Changes May Be On the Horizon

As you can see, the Employee Retention Credit and the other acts that altered it were all in an effort to react to the unfolding aftermath of the global pandemic. The long-term effects of the pandemic are far from over, and as this uncertain situation continues to evolve, we may also see an evolution of the Employee Retention Credit beyond what it currently is today.

Quentelle has been at the forefront of every change affecting the Employee Retention Credit, and we’ve helped our clients navigate the situation quickly and efficiently. With an ever-shifting economy and government regulations, if you’re not current on your information it can cost your company a substantial amount. For some of the companies we’ve helped, it would have meant millions lost.

Remember that Quentelle is here to assist as the Employee Retention Credit continues to unfold. Speaking of which, let’s talk about how it may affect other credits your company is qualified to receive.

Who Can Qualify for the COVID-19 Employee Retention Tax Credit?

A common misconception is that this is just for “big companies”, but that isn’t true. The credit is actually available to any employer regardless of size, and is also available to tax-exempt organizations as well. There are two exceptions, however. Small businesses that take Small Business Loans and state and local governments and their agencies are not considered eligible employers.

Here are some other things to consider when verifying if your company is eligible. To qualify as an eligible employer, your company needs to meet one of two alternative “tests” (which is essentially just checking to see if you meet the criteria). These tests are calculated each calendar quarter.

Each calendar quarter’s test will ask:

  • Was your business fully or partially suspended by government order due to COVID-19?
  • Were your gross receipts below 50% of a comparable quarter in 2019?

Note that once your company’s gross receipts rise above 80% of a comparable quarter in 2019, you will no longer qualify (at the end of that specific quarter).

COVID-19 ERC Use Cases for Your Business

Now we want to show you some practical, hands-on examples and use cases of how the COVID-19 Employee Retention Credit can be used in your business.

As you’ve learned so far, accurately tracking all of your relief and tax credit opportunities is complex and challenging. Not only do you need to figure out your eligibility, but also the order in which to use your options so you don’t miss out on the maximum credit available to you.

If your company tries to track all of these details yourself in-house, it’s almost guaranteed that you’ll miss an opportunity, miscalculate some wages paid, or even make a glaring mistake. The results aren’t optimal and can cost you big.

Here at Quentelle, we are the industry leader when it comes to accurately automating your Employee Retention Credit, as well as your other tax credit and relief opportunities.

Our platform doesn’t replace your HR team, it equips them with a powerful tool to automate repetitive, time-consuming tasks – including navigating your Employee Retention Credit. In addition, it can help your company easily get through the complex, layered maze of optimizing your Paycheck Protection Program (PPP), Work Opportunity Tax Credit (WOTC), and your Employee Retention Credit (ERC).

You can rest assured that your team will have all of the information and resources available to make the best decision for your business so that you get the maximum credit and don’t leave a single cent on the table.

Tax Credits and Financial Relief at the Speed of Information

As you’ve seen, the Employee Retention Credit (ERC) has changed multiple times, and as we’ve mentioned, it may change again. Here at Quentelle, our software team is hyper-aware of any upcoming changes and we update our software quickly so that you can stay 100% current no matter what shifts may occur.

When it comes to your bottom line, don’t rely on paper flyers or emails from the IRS to keep you informed. Instead, let your software update automatically, keeping you as current as possible at all times.

Technology Backed By the Best People in the Industry

When you work with us here at Quentelle, you’re not just getting the industry-standard platform when it comes to automating your human resources processes – you also get the support of our full team to help guide you.

Our team is made of the very best in the business and we are passionate about helping companies like yours navigate Employee Retention Credit situations and anywhere else we assist.

If you want a team of experts and the most powerful software tools available, you’ve come to the right place.

Streamline Your Workflow

When you automate your Employee Retention Credit and other relief and credit opportunities, you’re making it easy on your entire team. By removing cumbersome paper forms and multiple pieces of software, your team can work simply and efficiently.

By using our platform, your human resources team will have a single, clear place to work within, which will increase efficiency and accuracy.

In addition, with all of the mindless, repetitive tasks automated, your team can focus on the aspect of their role that is most valuable to your company. Let our platform do the work that’s best suited for computers while your team does the job that only a person can do.

The Power of Employee Retention Credit Analytics

When you use our platform, you’ll gain access to an incredible amount of data that can help you see the whole picture. Imagine a world where your team gets easy access to data-driven insights that can help you maximize opportunities to retain your workforce.

Every company has a different definition of what they would consider a large sum of money. And no matter what that sum is, you risk missing out on it unless you properly claim your Employee Retention Credit.

Use the data on Employee Retention Credit to make sound business decisions that your competitors haven’t figured out. When you use our platform, you can get a clear, easy-to-understand picture of your current tax credit situation. This will give you the power to make business decisions that would otherwise not be possible.

Don’t guess when it comes to Employee Retention Credits. The analytics within the Quentelle platform are easy to use, powerful at-a-glance, and are built from the ground up to help save you time, empowering you to make the best decisions for your business.

Using Employee Retention Credits Data to Plan Your Future

The role of machine learning (ML), natural language processing (NLP), and artificial intelligence (AI) is more important than ever. If you and your team are still relying on spreadsheets, basic reporting from CRMs, or worse – guessing – you are falling behind the curve when it comes to human resources solutions.

Quentelle’s innovative platform is designed to enable data access and people data analysis from a single source. This means that it’s easier than ever for your HR team to make sound forecasts with a minimal investment of time and effort.

Additionally, this data won’t just help you with your Employee Retention Credit situation, it will also allow you to maximize your other available tax credits, lower the cost of your unemployment insurance claims, and improve your hiring process.

By having a deeper understanding of the revenue opportunities regarding your Employee Retention Credit, you’ll be able to make financial decisions that reflect the AI-generated projections. This can be invaluable when it comes to expanding your business, moving into new markets, or increasing your overall return on investment (ROI).

Qualified Wages: How the COVID-19 Employee Retention Tax Credit is Calculated

As we mentioned, the amount of your employee retention tax credit is 50% of the qualifying wages paid up to $10,000 dollars.

This is specifically effective for wages paid after March 13th and before December 31, 2020.

So what wages are considered “qualifying wages”? Well, it depends. The U.S. government defines qualifying wages differently depending on whether an employer had an average of more than 100 employees or fewer than 100 employees in 2019.

If an employer had fewer than 100 employees on average in 2019, then they are considered a “small employer”, and the credit is based on the wages that were paid to all of their employees. This still applies whether the employees worked or not. Meaning, even if the employees did work full time and were paid for that full-time work, the employer would still get the credit.

If an employer had more than 100 employees on average in 2019, then they are considered a “large employer” and the credit is only allowed for wages that were paid to any employees who did not work during that calendar quarter.

Something else to consider is that no matter what the average employee count was, all companies (both over and under 100 employees) could claim “wages” that went beyond cash payments. These companies could also include some of the cost of healthcare that they provided to employees.

How the COVID-19 Employee Retention Credit Works Today

Firstly, in regard to the Employee Retention Credit, many business owners did not keep up with the fluid and shifting condition of the credit. As you read in the brief history, many things were amended and the qualifications shifted more than once.

With that said, many companies looked into the Employee Retention Credit once in the past, and then wrote it off if they were ineligible. It’s important to take a closer look to be sure that you don’t miss out on an incredible opportunity.

There was no guidebook for the pandemic, and many businesses were doing the best they could to stay afloat. A lot of them took advantage of other relief opportunities such as the Paycheck Protection Program (PPP) and Work Opportunity Tax Credit (WOTC), but then also took advantage of the Employee Retention Credit (ERC).

How do all of these things interact with each other? Here is a quick primer on how to navigate this situation.

What About ERC, PPP, and WOTC?

At the moment, there aren’t any specific rules that prohibit a company from using the same calendar quarter pay period for multiple credit and relief options. The only catch is making sure you separate and “earmark” what dollars are being used for which program. The basic rule of thumb is that you can’t “double dip.”

You have to tag each of your payroll dollars for any program you want to use it for. So let’s say that you wanted to use 50% of your period’s payroll on the Paycheck Protection Program (PPP). That would mean that you’re left with the other 50% that is available for other programs (if you meet the qualifying criteria).

There are quite a few companies who will qualify for Employee Retention Credit (ERC), Paycheck Protection Program (PPP), and Work Opportunity Tax Credit (WOTC), so they need to decide what the optimal split of that period’s payroll would be.

There are no two ways about it: doing this on your own can be very challenging because you’ll not only need to decide which program your dollars should go toward – but also the order it should be applied to get maximum credit.

This is a general, generic order to consider as you’re starting the process of deciding what credit and relief options are best for your business.

1) Paycheck Protection Program (PPP)

Speaking generally, consider that you’ll most often want to make your Paycheck Protection Program (PPP) loan forgiveness your top priority. After exhausting those credits, use your wages paid towards the Employee Retention Credit (ERC) since a smaller percentage of those payments are actually allowed as a tax credit.

2) Work Opportunity Tax Credit (WOTC)

Next up, consider your Work Opportunity Tax Credit (WOTC) payroll (and of course, this is if you have any use for a Federal Income Tax credit this year and if you qualify at all). Also note that the maximum percentage of wages for the WOTC credit is 40%.

3) Employer Credit for Paid Family and Medical Leave

Finally, check to see if your company qualifies for the Employer Credit for Paid Family and Medical Leave. This should be applied after WOTC wages because of the lower percentage of the credit – it ranges between 12.5% and 25%.

4) Remember, There is No Cookie-Cutter Approach

It’s important to explicitly state that there is not a single, cookie-cutter method for any company and that this is just a high-level strategy of how to get started. There are many details that each company needs to take into consideration, and careful planning and research is definitely in order.

Sample COVID-19 ERC Case Study

It’s no secret that many companies were asked to shut down their operations during the COVID-19 pandemic– and for many this resulted in reduced revenue. We want to give you some specific examples of some businesses that experienced a loss of revenue and how their COVID-19 Employee Retention Credit came into play.

Additionally, we’ll include some eye-opening statistics that pertain to the COVID-19 Employee Retention Credit.

Eye-Opening Facts and Statistics About COVID-19 ERC

  • $9.3 million dollars is the largest ERC award to date
  • $140,000 is the overall average ERC receives per business
  • You can still submit a claim for 2020 and 2021
  • Businesses that qualify as being “severely distressed” have no cap to their total funds eligibility
  • As we’ve mentioned, even if you’ve gotten Payroll Protection Program (PPP) loans, you can still qualify.

Industry-Specific Statistics and Amounts for COVID-19 ERC

  • $4.6 million – in COVID-19 ERC was awarded to a TV and radio company that had 400 employees
  • $1.5 million – in COVID-19 ERC was awarded to a brewery and restaurant that had 100 employees
  • $1.1 million – in COVID-19 ERC was awarded to a nonprofit that focuses on leadership skills with 60 employees
  • $500 thousand – in COVID-19 ERC was awarded to a professional services firm that has 60 employees

As you can see, while some of these examples are larger companies, not all of them are. Don’t assume that just because you have a smaller staff you might not qualify.

A More Detailed Case-Study of COVID-19 ERC

Let’s look at an assisted living community that was mandated to stop giving tours to potential new residents and as a result suffered lost revenue. Here is a look at their eligible wages along with their ERC claim amount for the 2020 tax year. Let’s break it down by quarter.

Quarter 1

Eligible Wages: $123,764

Q1 ERC Credit: $61,631

 

Quarter 2

Eligible Wages: $233,771

Q2 ERC Credit: $116,885

 

Quarter 3:

Eligible Wages: $112,974

Q3 ERC Credit: $56,489

 

Quarter 4:

Eligible Wages: $49,126

Q4 ERC Credit: $24,563

 

Total Eligible Wages: $519,635

Total ERC Credits: $259,567

As you can see, this assisted living facility was eligible for a staggering amount of tax credit compared to their eligible wages. This is just one case study of the importance of having an organization like Quentelle determine what eligibility you might have so you don’t miss out. And remember, don’t rely on a typical CPA– you could be costing your company a fortune if an expert doesn’t take a close look at your company.

How Employee Retention Tax Credits Help Your Business

As a business owner, the most obvious benefit of the Employee Retention Tax Credit is that it can help your business survive in challenging times. And while that’s absolutely true, let’s take a look outward.

Not only are you protecting your company, but the credit encourages you to keep employees on your payroll. Knowing that their job is secure can give a palpable measure of peace when times are uncertain.

By taking advantage of this credit, you’re avoiding layoffs and helping your company – it’s a win-win for you and your employees. We’ve also seen employee morale skyrocket when they hear from their employer that come what may, their job is secure.

A welcome side-effect of the Employee Retention Credit is that you can announce that your company is keeping its employees while others are resorting to layoffs. While this isn’t the primary reason for taking advantage of the credit, it’s certainly a welcome piece of positive public relations.

Does Claiming ERC Credits Cause Audits?

No, it will not. Now, that’s not to say that you are guaranteed not to be audited, it just means that your company accepting any relief or tax credits doesn’t have any sort of effect on whether you’re selected by the Internal Revenue Service (IRS) for an audit.

There are some rumblings that there are more audits than usual, but there’s more to this. It’s simple: if fewer businesses file for the tax credits due to them, there is a smaller pool for audits. When you take advantage of these tax credits, you’re increasing the pool of overall filers. So the more people who use the ERC, the less likely they are to be audited.

Remember that having an opportunity to get thousands of dollars worth of tax credits definitely outweighs the slight risk of being audited. The other thing to keep in mind is this: as long as you keep clear, accurate records of everything and have supporting documentation, you don’t have anything to be worried about.

The Bottom Line on the Employee Retention Credit

The simple fact of the matter is that many businesses are leaving thousands, hundreds of thousands, even millions of dollars behind as you read this because they’re not taking advantage of the Employee Retention Credit.

This may be for any number of reasons. Perhaps these businesses are misinformed, confused, or under-educated on the matter. For some, they simply don’t even know that this tax credit is even an option.

If you haven’t looked into this opportunity recently, we urge you to take a closer look today. Don’t be one of the businesses in the United States leaving large sums of money on the table. Even better – don’t be one of the businesses that is needlessly resorting to layoffs when there’s another path right in front of them.

And don’t go it alone. Truly, this is an opportunity worth a quick phone call to our team here at Quentelle. A quick conversation could be worth several thousand dollars or more.

Quentelle is Your Best Choice for Maximizing Retention Credit

As you’ve learned, the world of disaster tax relief and credits – especially the Employee Retention Credit – is a complex and nuanced one that has shifted frequently and has the potential to change yet again.

When it comes to navigating that complex and nuanced world, Quentelle is the industry leader. We specialize in helping businesses like yours get back on track by recovering the maximum credit when it comes to COVID-19 ERC benefits.

Here are just a few of the ways that we’ve helped companies thrive in uncertain times:

  • We worked with an automobile dealership to save $2,000,000+
  • We saved a Fortune 500 manufacturer $1,000,000+
  • We help a janitorial services company save $800,000+

That’s just for starters. We’re experts when it comes to tracking qualified wages, making certain you get the most when it comes to year-over-year gross receipt deductions, and ensuring your ability to claim PPP Loans and ERC. We’ll make sure that you get the absolute most credit when it comes to each qualified employee. This is more important than ever now that credits have increased from $5,000 per qualified employee to $28,000 per qualified employee.

Start Saving Today and Prepare for Your Future

At Quentelle, our solutions are smart and simple, redefined. We help companies like yours with what we call the “power of one.” That means one contract, one platform, and one data source so that you can easily take advantage of the tools that we offer.

Our award-winning technology is delivered to you through a simple user experience that anyone in your company can get used to quickly, and will save you time and money.

Employee retention credits are just the beginning. We also offer best-in-class options for verification of employment, point-of-hire tax credits, unemployment claims, unemployment tax planning and much, much more.

Quentelle is far more than just advanced technology. Our best-in-class HR solutions are backed by a caring team of experienced people who will be here whenever you need us.

If you’re ready to see how you can start saving now when it comes to employee retention credits, let’s talk today.

Give us a call at 888-565-5515, or you can schedule a demo so we can show you the power of our software firsthand. We look forward to connecting with you soon.

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voe providers

Why Automating VOE Is Good For Your Bottom Line

More and more, there are aspects of your business that can be updated to match the current state of online security and technology. One of the most overlooked facets of a business that you can update is the methods you’re using to handle the verification of employment. Many companies are still using traditional, analog methods of verifying employment like paper pay stubs, verbal verification, and written verification such as letters. It’s time to update the way you’re handling verification of employment, and instead of having financial documents and handwritten notes about current employment status cluttering up your desk, it’s time to find a VOE partner you can trust.

While most people think of employment verification mattering for simply hiring, VOE is critically important for loan applications, KYC (know your customer) procedures, and involvement with various government programs. VOE systems reduce loan risk by helping financial institutions work up risk profiles and spot fraud.

And before you balk at the idea and decide to continue to do things that way you always have, consider this: it isn’t just a good idea to get a VOE provider to “stay current” or “keep up with trends”–it’s actually an area that can help your business become more profitable overall. Here are a few ways that finding the right VOE provider is good for your bottom line.

But First, What is VOE, Really?

Verification of employment (often abbreviated as VOE) is the process that is used by employers, people making hiring decisions, and financial institutions to formally review a person’s history of employment and current employment status. So how can that help your bottom line?

They’ll Help Optimize Your HR Department

When you have a VOE provider, you’ll offload the work that your payroll staff spends dealing with verification of employment requests. We’ve seen some companies save thousands of hours a year once they streamline their process and implement a trusted VOE solution.

Less Risk for Your Business

It’s a hard truth, but many people aren’t totally honest on their resumes or their loan applications. When you use a VOE provider to help verify the employment history of potential candidates, you’re able to make informed decisions concerning risk.

And if you use the right VOE partner, you can even see a candidate’s credit score, verify past income, and access all manner of legally available information.

Happier Employees

Your employees have aspirations for their futures. It will inevitably come up that an employee will apply for a mortgage loan, a lease, or attempt to borrow money to improve their quality of life. When that happens, it can be a delicate situation. Many times, the loan process is a sensitive one, and things like employment history, pay stubs, and other details can be the deciding factor when it comes to getting a home loan or not.

When you use a reliable VOE provider, you can quickly, and accurately help your staff verify employment and provide anything that a loan officer or financial institution might need.

Quentelle Can Help Your Bottom Line

Here at Quentelle, we provide proven solutions in VOE that are powered by advanced technology. But the true beauty of what we offer isn’t only in the quality and security of our software, it’s also that our suite of tools are simple to understand and use.

We’d love to show you firsthand how we offer the very best in class when it comes to VOE. Our software is smart and simple, and can help your bottom line quickly and easily. Schedule a demo today by filling out a form, or giving us a call.

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What to do When Your Employee Needs Verification of Employment

If you’re an employer, there’s no doubt that you’ll eventually get a request from someone to “verify their employment” for one of your current or former employees. There are a number of situations that might call for one of your employees to ask for this, but no matter the reason the responsibility falls on you to make sure you fulfill the request properly in a timely fashion. So here’s a question: if an employee asked you today for employment verification, would you even know where to start? In this article, we’re going to cover the most important things you need to know to handle employment verifications with confidence.

What is Verification of Employment?

When we use the phrase “verification of employment” it refers to formally confirming and validating a person’s employment history. While this is commonly done for potential job candidates as a way to verify their former work history, it’s also a vital service for KYC (Know your Customers) needs and verifying income history. Banks and financial service firms rely on to help build risk profiles for loan applicants and business partners. This is used in all sectors of banking.

Just because the word “history” is used, don’t presume this means just past employment – certain situations will call for an employee to provide verification of where they are currently employed. For example, if an existing employee is attempting to get a loan or a lease, they may need to have their employment verified by mortgage lenders as part of their loan application. The accuracy of how you help these lenders verify employment is critical to the loan process. Accurate details about current employment status can be the difference between your employee getting a home loan or not, having a higher down payment, and other life-changing elements. This is also essential for past employees when they apply for unemployment insurance or various loans.

Employment verification typically verifies a person’s start and end dates of employment at a company, their title, and in some cases their salary information and some information on what was required of them at the job. It’s also frequent for employment verification to inquire why a person is no longer employed and if they are eligible for re-hire.

How Can You Verify Employment?

First, we’ll show you some more analog, old-fashioned methods you can use, followed by the simplest, most accurate, and secure method.

  • Pay Stubs – Commonly used for loans, leases, and sometimes for immigration.
  • Contracts – If the employee is contract-based, former contracts can serve as proof of employment.
  • Reference Call – This is a form of verbal verification is often used by potential employers verifying a candidate’s employment.
  • Letter – These can be electronic or physical, and are often used for immigration purposes and loans.
  • Email or social media platform – All too often, employment verification is carried out like this. Information on sites like LinkedIn can be falsified.

Quentelle is the Best Way to Verify Employment

If you’re looking for the absolute best in class when it comes to employment verification solutions, you’ve found the right partner. Here at Quentelle, we offer a simple, powerful solution for businesses just like yours to verify employment.

Rather than writing a letter, collecting paystubs, or digging up old contracts, you can quickly and easily verify employment using our all-in-one software solution.

Our software is smart and simple and will improve the way you handle the verification of employment moving forward. Schedule a demo today by filling out a form, or giving us a call.

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verification of employment mortgage

Six Types of Businesses That Can Benefit from a VOE Provider

For many industries, the last two years have seen a drastic shift in how we do business. Some industries saw record-breaking revenues while others struggled to stay afloat. But one thing was the same for every company: every business was forced to take a deep, introspective look at its processes. This article will discuss employment verification and how it can help your business or government agency lower risk and costs.

Why Secure Verification of Employment is Essential

One of the areas that have become more important than ever for many businesses is the ability to accurately and securely perform verification of employment (VOE). As many companies were forced to go remote, this has given rise to many companies switching to VOE providers to assist their HR teams rather than trying to bear the burden of employment verification themselves. As more companies made the switch, they found that they were saving time and money, while protecting against fraud and reducing risk.

VOE is essential not just for HR managers, but also for the loan application process. Verification of employment mortgage is essential when banks and other lenders perform KYC (know your customer) procedures and draw up risk profiles when making a home or business loan. VOE providers help lower risk and bring down loan costs for everyone.

Does Your Company Use A VOE Provider?

Has your company made the switch to a VOE provider? If not, it’s time to strongly consider it to stay ahead of the curve, and not find yourself lagging behind.

Here are six industries that can benefit greatly from using a trusted VOE provider, and change the way they do business to keep up with the pace of the times we find ourselves now living in.

Six Businesses That Benefit From A Verification of Employment Solution

1. Automotive Industry: Automotive dealerships and the lenders they work with can greatly benefit from voe to help them build a more transparent and efficient car-buying process. Employment and income information is essential for setting rates for car loans.

2. Consumer Finance Industry: For companies that handle loans to consumers using a VOE provider allows them to make real-time and fully informed decisions when people apply for a loan. No matter if it’s a home loan or a loan for a small business, a loan officer needs employment verification information in order to reduce risk and lend money to the people who need it most.

3. Credit Card Industry: When it comes to approving people for lines of credit via credit cards, having a fast, reliable VOE provider can help companies mitigate risk and verify important details before approval. The ability to quickly verify employment status enables credit card applications to happen in minutes.

4. Government Sector: Even the government can experience the full benefit of having a clear picture of an individual’s employment history and income. Verifying employment can help when it comes to specific eligibility requirements for FNMA and GNMA loans as well as for programs such as unemployment insurance.

5. Mortgage Lending Industry: Not only can mortgage lenders more carefully vet their loan applicants, but they can also speed up the origination process for their clients. This can be crucial in competitive housing markets.

6. Don’t See Your Industry? A VOE Provider Can Still Help: If your company hires any employees, you can benefit from VOE as a pre-employment verification resource. This will allow you to make more precise, accurate, and informed hiring decisions based on verified data.

Quentelle Can Help Your Business

These are just some of the businesses that can benefit from a VOE provider– if you don’t see your industry listed, let’s have a conversation about how we can help your specific industry.

No matter what industry you’re in, Quentelle can help you with your verification of employment needs. We are the best in class when it comes to helping businesses just like yours quickly, securely, and easily get proof of employment or verify income.

Our software is smart and simple and will improve the way you handle the verification of employment moving forward. Contact us to schedule a demo.

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hr data analysis

Data Analytics And Its Role In Human Resources

Introduction – What is HR Data Analytics?

Organizations are sitting on a goldmine of data. This data can be used to improve a variety of business functions, including human resources (HR). HR data analytics is the process of using data to improve HR decision-making.

Through HR analytics, organizations can identify trends in employee behavior, performance, and retention. Additionally, HR analytics can be used to predict future needs and trends. By using data to improve decision-making, organizations can create a more strategic and efficient HR function.

So, in this guide, we’ll be discussing HR Analytics, including the field’s history, current developments, and what it can mean for your business.

What are the Benefits of HR Data Analytics?

There are many benefits that come with utilizing workforce analytics. Perhaps the most important benefit is that it can help organizations save money. For example, by using data to identify trends in employee behavior, organizations can prevent or resolve issues before they become costly problems. Additionally, data can be used to develop more targeted and effective training programs. This can lead to improved employee performance and reduced turnover.

Additionally, workforce analytics can help organizations improve their customer service. By understanding employee behavior, organizations can develop strategies for improving the customer experience. Additionally, data can be used to identify potential areas of improvement in the customer experience.

Finally, workforce analytics can help organizations make better decisions about their workforce. HR metrics can be used to identify which employees are most likely to succeed in certain roles. Additionally, data can be used to understand how different types of employees contribute to the organization. This information can help hr professionals to make decisions about hiring, promotions, and transfers.

What are the Challenges of HR Data Analytics?

Despite the many benefits of HR analytics, there are also some challenges that come with utilizing this technique. One of the biggest challenges is collecting the data. In order to utilize data effectively, organizations need to have complete and accurate data sets. This can be difficult to achieve, especially if data is spread across different departments or locations. Additionally, data sets can be incomplete if employees do not correctly input their information.

Another challenge that comes with HR metrics is analyzing the data. Even if organizations have complete and accurate data sets, they still need to be able to understand what the data means. This can be a challenge for organizations that do not have experience with data analytics. Additionally, analyzing data can be time-consuming and resource-intensive. Employing a data science team in your organization is a hugely effective investment, and even engaging a data science consultant or firm can reap huge advantages for your organization.

Finally, one of the biggest challenges that come with HR data analytics is making decisions based on the data. It can be difficult for organizations to trust data when making decisions about people. Additionally, data can be misinterpreted, which can lead to poor decision-making.

Utilizing HR Data Analytics In Your Organization

Despite the challenges that come with talent analytics and HR management, the benefits of this technique far outweigh the challenges. By utilizing data, organizations can improve their HR functions in a variety of ways. Additionally, data can help organizations save money and improve their customer service. When used correctly, HR data analytics is a powerful tool that can help organizations make better decisions about their workforce

According to Gartner, HR analytics (also known as people analytics) is…

“…The collection and application of talent data to improve critical talent and business outcomes. HR analytics leaders enable HR leaders to develop data-driven insights to inform talent decisions, improve workforce processes and promote positive employee experience.”

As a business owner, HR analytics is vital to being able to direct and optimize your business operations. Without employees, a business does not exist. Only by understanding your workforce can you understand how to best utilize your talent effectively, improving productivity.

A Brief History of HR Data Analysis

David Green, author of Excellence In People Analytics, breaks the history of HR analytics into 5 ages:

The Age of Discovery

This age started in 1911, when Frederick Taylor’s The Principles of Scientific Management became a foundational document in management practice. Taylor introduced the idea of optimizing business processes by measuring all aspects of employee activity. During this era measuring personnel impacts on production in a mass indsutralization scenario was the focus of research in this field. Human Resources was largely an administrative function at this time.

The Age of Realization

This era in HR data analytics starts in 2008. With the advent of the Internet and the ability of large organizations to gather large amounts of data quickly, an interest developed in developing top to bottom data analysis of all aspects of organizations. This is where “big data” first debuts, and the ability to correlate large data sets enabled organizations to understand their labor usage patterns for the first time. It also enabled companies to understand factors such as work-life balance and workplace satisfaction and to correlate these factors to profit sales, and productivity metrics.

The Age of Innovation

This period runs from 2015 to 2020. In this era, organizations devise models to fully understand the data realized during the age of realization. This is where we first see HR data analytics arise as a field separate from HR administration functions and how people analytics can add monetary value to the business mission of the organization. A great example of this is Google’s ‘Project Oxygen’, an internal effort at Google where HR policies were analyzed for the direct dollar value they would add to the bottom line. In this era, a proliferation of models and frameworks for people analytics are tested and refined.

The Age of Value

This era ranges from 2020 to 2025. In this current age of people analytics, the field steps up into its leading position. In the advent of the 2020s, HR data analytics is called upon analyze the bottom-line effects of COVID 19 infection, remote work, and employee well-being.

The Age of Excellence

This is the future of people analytics. A recent Accenture study estimates that there is a value of $3.1 BN to be realized by investing in people analytics practice and technology, due to enhancing the quality of life for employees and enabling work to take place in a more rational and effective manner for everyone. Employee happiness adds to the bottom line.

Why HR data analytics is important for your organization

In order to keep a business afloat, it is essential to have HR data analytics. The reason being is that this type of analytics allows businesses to see where they need to allocate their resources in order to be successful. Not only does it help with analyzing the workforce, but HR data analytics can also help save on company costs.

How HR data analytics are used today

HR data analytics are used for a variety of reasons. The most common uses are:

To help identify and assess workforce risks

An example of workforce risks is labor expenditure on low-margin products, as well as operations that challenge worker morale. This information can help retool business processes so that low-margin processes can be made more profitable by increasing labor efficiency. An example of this can be retooling how a sales team functions, switching from older sales models to modern sales approaches, such as account-based marketing.

To help make better decisions about where to allocate resources

This isn’t just always about trying to cut labor costs. HR data can reveal trends as to what initiatives and teams are showing promise and need investment. It can also show where weaknesses exist in an organization’s talent pool and where hiring should be enhanced, as a measure versus a return on investment basis.

To help improve communication and collaboration between employees

Employee collaboration can help de-silo labor functions and create opportunities to reduce costs, create new products, and flatten the management structure. This also helps employees become more engaged and feel invested in their work.

To help create a more effective and efficient workforce

This is one of the primary drivers for the use of HR data analytics. Like everything in business, increasing ROI on labor expenditures and human resources expenses means greater bottom-line profit.

To help reduce company costs

A corollary to the preceding point, expense reduction helps everyone in the organization for obvious reasons. Specifically, the ability to pinpoint cost savings in an organization can help preserve jobs. By gaining a better picture of how people behave in an organization, employee value can be enhanced and the organization as a whole becomes more competitive and profitable.

How HR Data Analytics Works

Gathering Your HR Data

 

The first step to using HR data analytics is gathering all of your HR data. This data can come from a variety of sources, including:

-Time and attendance records

This should include labor hours spent on freelancers and consultants and anyone who works with your companies in other capacities, such as volunteers. Anyone who contributes labor to your organization should be counted and their behavior measured.

-Employee performance reviews

An obviously vital metric. Employee performance reviews can be a direct snapshot of the company’s culture. HR data is not just simply numerical data that can appear on a graph, but also the written reports that are submitted in reviews. Keywords that appear often in reviews can be tracked and subject to data analysis.

-Hiring and termination records

Another vital metric. Close attention will need to be paid to exit interviews and reporting created so as to identify why employees are moving on. Understanding why employees quit or need to be terminated can point to a money-wasting weakness in the organization. It costs money when employees aren’t retained, and why they do are must be terminated is a vital data point.

-Employee surveys

Hearing directly from your own employees is yet another critical way of gaining insights into how your company runs. Contrary to some views, employees generally want to succeed and develop within the organization. Employee insights can reveal new opportunities for product development, client service, or opportunities to eliminate unnecessary expenses. A business that seriously listens to employees has a powerful tool at its disposal.

All of this data should be present in your HR data analytics platform. Working with tools like Tableau, this data should be handed over to your data science team or consultant for analysis. From here, once you identify trends, you can start making plans. We talk more about who should be on your HR data analysis team, below.

Who In Your Organization Should Provide HR data analytics?

Ideally, the HR data analytics team should be composed of individuals with a mix of skills, including:

-Data analysts

Data scientists are essential in tracking long-term trends in your HR data and seeing developments and patterns that might otherwise not be visible.

-HR professionals

These professionals deal with your workforce every day and have an intimate understanding of the culture of the organization. Their insights will be absolutely necessary for analyzing your people trends.

-Business analysts

Business analysts are necessary to match your business’s processes with your current HR trends. For example, a business analyst can see that an upsurge in requests to work from home may correspond with opportunities to reduce real estate exposure in your organization, realizing cost savings from facility overhead while increasing employee satisfaction with work-at-home arrangements.

-Information technology specialists

Your IT staff is essential in implementing your IT stack, including various HR systems, and in gathering HR data. They will also be vital in helping you enact policies that you create based on your people analytics data, working with the business analysis team to modify the IT stack so that better HR data gathering and functionality is enabled.

But what if I don’t have an in-house people analytics team?

If your organization does not have the resources to create a dedicated HR data analytics team, you can still use HR data analytics to improve your business. You can do this by working with an external consultant or by using self-service HR data analytics tools. Quentelle has a wide suite of tools and expertise to help get you started.

What trends in your HR data can show you

There are a number of different trends that your HR data can show you. Some of the most common trends include:

-Changes in employee turnover rates

Turnover, training, and onboarding are huge headaches for many organizations, and an important HR metric is retention. Whether or not turnover is accelerating or decelerating, and how it compares with competitor organizations, is an important metric.

-Changes in the types of employees being hired

If your organization makes use of work opportunity tax credits, this is a vitally important number. Hiring employees from various WOTC categories can have a huge impact on a company’s taxes, and the benefits of WOTC deductions are not to be overlooked.

-Changes in employee productivity levels

Matching employee productivity levels with revenue metrics can help increase profits while adjusting internal procedures so as to reduce employee stress, and increase the quality of goods and services delivered to customers.

-Changes in the way employees are using company resources

This can be largely innocuous. Business strategists can make great use of this data to change procedures so that there’s less waste and make more efficient use of time. This can make employee life easier, as this can eliminate busy work and enable employees to focus on quality and customer satisfaction.

What benefits can HR data analytics provide?

Visibility is vital in management. A great HR workforce analytics platform can provide you with visibility and insights that can help you increase your bottom line. Below we discuss benefits that can help you in the day-to-day running of your organization.

There are a number of benefits that HR analytics metrics can provide, including:

-Improved decision making

Workforce analytics can be the bird in the coal mine, and help you avoid costly mistakes or find new opportunities for your company to grow and profit by identifying various trends.

-Improved workforce planning

This not only includes traditional labor allocation but also tracking the long-term development of members of your organization. This includes training, worker support via ERP programs, employee tuition and training programs, and other incentives to challenge the growing problem of increasing labor costs due to workforce competition. If your organization can offer more to talent while keeping control of costs, your organization will benefit in the long term.

-Improved resource allocation

This includes assigning employees to projects and maintaining staffing levels, and working to make employees’ jobs easier in challenging positions, while also making sure that areas and projects get the talent support they need. HR metrics are vital for project planning and budget projections.

-Improved cost savings

Finding opportunities to lower costs while maintaining employee work satisfaction and organizational profitability is the road to business success.

-Improved compliance with regulations

The entire space of WOTC work credit and unemployment insurance claims is a case for data analytics platforms. Investment in maintaining HR compliance reduces compliance risk and lowers costs.

The future of HR data analytics

The future of workforce analytics is very bright. With the continued advancement of technology, HR analytics will enable company leadership to make better decisions and tie workplace satisfaction to bottom-line profitability. This is great for company executives, investors, employees, and business partners.

HR analytics enables organizations to:

  • To help make better hiring decisions
  • To help improve employee retention rates
  • To help create more effective training programs
  • To help analyze the impact of changes in HR policies on the workforce

This data can be used with data from other aspects of the organization to capture opportunities, spot problems, and respond in an agile way to the challenges of the marketplace.

These are some current trends that business leaders should be aware of in the coming years:

The use of machine learning to automate HR analytics

This is a huge development that will change the way businesses operate. Machine learning can help identify talent, assess employee engagement, and predict turnover. This technology is still in its early stages, but it has great potential to revolutionize how businesses manage their human resources. Machine learning and data analytics for hr are essential sides of the same practice.

A machine learning strategy needs to be devised for HR data and management of employees throughout their journey through your organization, from initial recruitment to separation or retirement. Much of this data gets lost in traditional models of HR management, but a robust machine learning-based strategy can capture vital data that can help your organization save money and time. Machine learning strategies can help integrate your HR data with other data in your organization and help you capitalize on not only HR trends but other developments in both your organization and in the greater marketplace. Data is integrated and interrelated.

Development of predictive analytics for use in HR data

This is another area where machine learning can be used to great effect. Predictive analytics can help identify which employees are at risk of leaving the company, as well as which employees are most likely to be successful in their roles. This information can be used to improve retention rates and save on recruiting costs. This is also a great aid in budget planning and in crafting medium to long-term strategies for upcoming projects. For example, if a particularly large scale IT initiative may need hundreds of new workers, then the use of predictive HR data can help to reduce labor and onboarding costs

The use of social media data in HR analytics

Social media data can be used to assess an employee’s engagement with their work, as well as their satisfaction with their employer. This information can be used to improve the workplace and make it more attractive to potential employees. This goes for both internal and external social media analytics. Internal data is derived from tools such as slack and the conversations that occur across project management platforms, while external social media information is determined from conversations the company may have via platforms such as Facebook and Twitter with prospective candidates. Both can be subject to extensive keyword and text analysis and tied into the larger analytics schema used by data scientists within the organization.

Language Analytics in HR data

The use of chatbots and language analytics is already happening – the same vendors that offer the website chatbots we are familiar with also offer packages that are used with pre-existing HR service delivery. This aspect of language analytics can reveal trends and concerns among your talent base besides the obvious, and give your company’s leadership a heads up in regards to trends among employees.

Human capital management – Bringing It All Together

The ultimate goal of HR data analytics is to improve human capital management.

This can be done in a number of ways, including:

Assessing the impact of changes in HR policies on the workforce

This is vital since many HR initiatives can represent huge investments in time, money, and other resources. Being able to measure the impacts of programs is vital to saving time and money on HR program investments.

Improving the effectiveness of training programs

Talent development is a vital part of talent retention. Using HR data analytics to measure the impact of internal and vendor-driven training programs is essential to long-term corporate talent development strategy. A firm can only deliver what its labor force is capable of.

Reducing turnover and improving retention rates

As discussed before, onboarding is a huge cost impact. Longer retention means lower labor costs, better service and delivery of products to customers and a better corporate culture.

Improving the quality of hires

The impact of hire quality can’t be overstated. Predictive analytics can be used to to seek out both green and red lights for candidates and make the hiring process faster and easier for both sides. Instead of gut feelings, hiring managers can work in tandem with HR to identify outstanding candidates that match the profiles of prior successful talent.

These are just some of the benefits that comprehensive HR data analytics can bring to a firm. In the long run, a strong HR data analytics segment in your firm’s technology stack will save your company time and money.

Your HR Data Analytics Platform

HR data analytics platform integration with your current technology stack

In order to get the most out of your HR data analytics, it is important to integrate it with your current technology stack. This will allow you to take advantage of all the features and benefits that your HR data analytics platform has to offer.

Some of the most common ways to integrate your HR data analytics platform include:

-Using an API

APIs are application programming interfaces and are a way for applications to talk to each other. Most leading HR data analytics platforms have API options that let these platforms talk to other systems in the business stack, such as finance

-Using a webhook

A type of API that is event-driven. For example, your HR system can send notifications for onboarding and preparation for a new employee to finance and operational systems to establish user accounts when the right kind of webhook is activated within your HR platform.

-Installing a plugin

Many sales and advertising platforms have cross-function abilities that are represented by plugins. Plugins are modules that can expand functionality within your HR technology stack. For example, your HR platform provider may have plugins that talk directly to your finance system when you onboard a WOTC qualifying employee.

No matter how you choose to integrate your HR data analytics platform, doing so will allow you to get the most out of your investment and improve your business.

What Features Are Right For Your Organization

There are a number of different features that you should look for when choosing an HR data analytics platform. Some of the most important features include:

-Data visualization

These modules are essential to produce reports that are fit for presentation to senior leadership or various partners that can parse HR trends in a visual manner, making the data easier to understand.

-Reporting

Working hand in hand with data visualization, reporting functionality, and the ability to build custom reports is essential to understanding HR data trends.

-Dashboards

Custom dashboards are an essential feature for ad hoc reporting and day-to-day functions of all areas that work with HR data.

-Workflow management

An issue of integration with project management and related systems, use of webhooks, and other API calls can open up projects that help workers do their job better. For example, if the HR system sends information to the HR data analytics platform. the HR data platform can in turn trigger processes for onboarding, offboarding, setting up of accounts for things like health insurance or travel expenses, and so on. The HR data analytics platform can be a great aid in workplace automation, which can drive down costs.

-API integration

Your platform should be compatible via API integrations with HR, finance, project management, and other systems. HR touches all aspects of a business, and an HR data management platform shouldn’t be restricted to just talking to other human resources platforms.

-Data security

HR data analytics is just as vulnerable to bad actors and fraud as any other system or platform in a business. An HR data analytics platform should be able to integrate easily into the cybersecurity strategy of the firm. Systems that contain employment data are prime targets for criminals and so should have robust security.

-Predictive analytics

The ability to determine which employees fail or succeed and why they do so can save your organization money by reducing turnover costs, labor expenses, and benefits expenditures. Helping set up employees for success means greater success for your organization

-Talent management

Talent management is an ongoing process in organizations. Your company wants to get as much value from its talent as possible. The ability to place employees where they can be the most productive increases overall talent ROI.

Get Your HR Data Analytics Questions Answered

An HR data analytics platform can help you capture tax credits, verify employment trends, and help you plan for the future. These are just a few of the ways that a HR data analytics platform can help your business.

This is a big conversation. Quentelle has been helping companies with HR technology for years. Would you like to learn more? Contact us and we’ll be happy to help you learn how you can leverage the power of HR data analytics for your organization.

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employee verification request

Four Tips For Finding the Best VOE Provider

Technology is advancing rapidly when it comes to an employee verification request, and many companies are moving away from the more traditional methods for quicker, more secure, and more accurate methods. Rather than dealing with pay stubs, employment verification letters, and digging up former contracts, you should find a trusted partner to handle your employment verification. This isn’t just a HR issue – verification of employment (VOE) is vital in the government sector and for financial institutions as well.

But who should you choose? And what are some of the most important aspects to keep in mind when doing so? In this article, we’re going to give you some of the most important tips for finding the best voe provider.

1. Be Certain it’s Secure

When it comes to employment verification, the accuracy and quality of the information are essential or the entire process breaks down. You need to find a trusted partner who not only has accurate and up-to-date data, but also takes data privacy, security, and compliance seriously. Be sure that any solution you look at is FCRA compliant, and has SOC I & II certifications. Additionally, always opt for at-rest encryption, proactive threat screening, and masked PII.

2. Be Sure it’s Easy to Use

It doesn’t matter how advanced an employment verification tool is– if it’s too difficult to use easily, it’s only going to slow down your team. More and more, software can be bloated and complex, so make sure that whatever you’re using to handle your employment verification requests it’s not cumbersome to perform simple tasks like confirming an employee’s annual salary, job title, employment history, and other details.

3) Be Sure the Reporting Options are Solid

One shortcoming of many VOE providers is their lack of meaningful reporting options within their solutions. You’ll want a system that allows for you to keep an eye on how many verifications are being requested and why. Is a current or former employee needing voe for a loan? Is a Federal government agency inquiring? Be sure that any solution you choose gives you powerful reporting options. This is especially important for loan origination and KYC (Know Your Customer) functions when drawing up risk profiles.

4) Put Users in Control

This is a simple concept, but it can save your organization lots of time. If you find a solution that allows users to log in and make requests and see certain information on their own, it will limit smaller clerical tasks that your HR team has to handle. We recommend PIN-based solutions that will put the user in control and also limit who can access personal data.

Let Quentelle Handle Your Next Employee Verification Request

Not only is Quentelle the best in class when it comes to your company’s data privacy and security handling employment verification, but we offer the most powerful and simple user experience on the market and excellent reporting. We also allow for PIN-based log-ins for your employees. Not only will we help you handle every aspect of your company’s employment verification, but if anyone in your human resources department has questions we have unmatched client support to help you in any way you need.

Our software is smart and simple and is the perfect tool for your company no matter how many employees you have. Do you have any additional questions? Do you need an employment verification method that you can trust? Let’s talk about how we can help. Schedule a demo today by filling out a form, or giving us a call.

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