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Imperial Golf Club partners with ClubPay

Nov 16, 2017 1:35:21 PM

Imperial Golf Club in Naples Florida, partners with ClubPay to manage their club's payroll, timekeeping, and growing HR needs. Now, having made the switch, Thomas Smith, Chief Business Officer at Imperial GC says, "They live up to their reputation, our implementation representative went above and beyond to get us what we needed, and was a steady presence as we went through it all."

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Pleasant Valley Country Club Automates Payroll and HR

Aug 3, 2017 2:53:24 PM

Pleasant Valley Country Club, in Little Rock, AR streamlines payroll data with ClubPay Outsourced Payroll & HR to their Jonas Club Management System. PVCC reports- extremely, knowledgeable, positive personnel as the top benefit.

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ClubPay a 'Top 10 Payroll Solution Provider' by HR Tech

Jun 22, 2017 10:56:35 AM

In recent years, there has been a tremendous shift in traditional payroll processes to the adoption of automatic-web-based solutions for accessing and completing payroll, regardless of the location. Reports- HR Tech Outlook magazine, and today, HR departments are widely adopting this automatic web-based solution to gain efficiencies, reduce payroll processing time, and improve their payroll functions.

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3 Steps to Help Your Club Avoid ACA Employer Mandate Penalties

Jan 2, 2015 12:13:00 PM

After controversy, debate, and delays, the Employer Mandate has arrived. This provision of the Affordable Care Act (also known as the “Play or Pay” provision) requires all employers with 50 or more full-time equivalent employees to offer a certain level of health insurance coverage at an affordable rate to all full-time employees or face a possible penalty.

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How to Set Up Your Club’s Projects for Success

Oct 28, 2014 5:29:00 PM

I’m going out on a limb here to share my personal experience on a summer project I was tasked with and how working with people who Care, made what I thought was impossible, possible.  Typically, I post Club Management and HR Education articles on behalf of ClubPay; however today, my hope is by sharing a few insights of my project journey some might resonate to help with your next Club project. The first step to implement any successful project starts with people who Care to help you through.

How do people who Care, define Care?

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Meet Our Club Industry HR Expert, Clare Vazquez

May 23, 2014 12:25:00 PM

Register today, for ClubPay’s Education Webinar discussion: Is your Club prepared for a Wage and Hour Audit?  Our HR Partner, Clare Vazquez will share with us why the number of wage and hour class action lawsuits are on the rise and offer relevant information that may help your Club avoid or be prepared for a DOL Wage and Hour Audit.

Clare Vazquez’s diverse HR background has enabled her to bring an innovative, practical and fresh perspective to HR issues. She has consulted with many Fortune 500 companies across a wide variety of industries including hospitality. Clare is an experienced leader performing a principal role in conducting harassment investigations, policies and procedures development, talent acquisition and selection, organizational leadership, and recruitment process.

We are proud to have Clare’s expertise on our Club HR team; with Clare’s Club Industry experience and knowledge of Labor and Employment Law she is a perfect fit to help our Club clients respond confidently to the unique challenges in today's employment market.  ClubPay is committed to identifying opportunities to support and deliver value to our customers and the Club Industry at large.  As an example of our “make a difference” philosophy we invite you to join us for our complimentary education webinar: Is your Club prepared for a Wage and Hour Audit?

During the Wage and Hour Seminar you’ll find answers to the big question, including:

  • When is an employee exempt from wage and hour laws?
  • Common problem areas that may be the focus of an audit, including exemptions, off-the-clock work, break and meal periods, and recordkeeping; and
  • Dos and don'ts for responding to a DOL wage and hour audit.
  • How to prevent an investigation.

Don’t miss this "priceless" opportunity to learn from our Club Industry HR Expert the Dos and Don'ts for responding to an investigation. Register Here, for this "Free" HR Education Webinar: June 12th at 2:30pm EST.

During this time of uncertain and sometimes confusing Federal and State employment regulations being imposed that can present economic challenges for non-compliance.  ClubPay has enhanced Human Resource offerings to help assess your Club’s current HR practices and procedures with our advanced HR Consulting services.  Our goal is to address the diverse needs of each club client and serve as your partner for future growth.

Are there aspects of your Club’s existing HR practices that are unsatisfactory or could benefit from improvements? 

 

Contact us for an HR Analysis today!

 

Rely on ClubPay’s Human Resource expertise for… (HRO) HR Outsourced Services Plus

For a full list of ClubPay's HRO Services, View Brochure Here

 

Clare Vazquez, HR Business Partner – Clare has a Master's degree in Labor and Employment Law from New York Institute of Technology and a Bachelor's degree in Management of Human Resources from Palm Beach Atlantic University.   Clare is Six Sigma Certified (Green Belt).  Connect with Clare via LinkedIn

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Club Management Update: Employer Mandate Penalties Delayed Until 2015

Jul 10, 2013 10:21:00 AM

July 3, 2013

The Obama Administration has postponed the Affordable Care Act (ACA) employer mandate penalties for one year, until 2015. The Department of the Treasury announced the delay on July 2, 2013, along with a similar delay for information reporting by employers, health insurance issuers and self-funded plan sponsors.

The provision, commonly known as the employer mandate, calls for businesses with 50 or more workers to provide affordable quality insurance to workers or pay a $2,000 fine per employee.  Business groups have objected to the provision, which now will take effect January 2015.

The delay does not affect any other provision of the ACA, including individuals’ access to premium tax credits for coverage through an Exchange. The Treasury plans to issue more formal information about the delay within a week.

One-Year Implementation Delay

The employer mandate provisions of the ACA are also known as the employer shared responsibility or pay or play rules. These rules impose penalties on large employers that do not offer affordable, minimum value coverage to their full-time employees and dependents. They were set to take effect on Jan. 1, 2014.

According to the Treasury, the delay of the employer mandate was required because of issues related to the reporting requirement. With the reporting rules delayed, it would be nearly impossible to determine which employers owed penalties under the shared responsibility provisions. Therefore, these payments will not apply for 2014.

The now-delayed reporting requirements are found in Internal Revenue Code sections 6055 and 6056. These rules apply to insurers, self-insuring employers and other parties that provide health coverage, along with certain employers with respect to health coverage offered to their full-time employees. The Administration’s decision is based on concerns voiced by businesses about the complexity of the requirements and the need for more time to implement them effectively.

Small businesses, many of which would have had to install systems to track and report which employees are receiving coverage, had been complaining about the difficulty of complying with the requirements, giving way to fears that companies might reduce their workforces to fall below the 50-worker threshold.

At ClubPay, we are working to ensure you stay compliant with any mandated federal and state laws.  For more information on our payroll and human resource services, contact Clare Vazquez at 561-281-4022 or email cvazquez@certipay.com

This Legislative Brief is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel for legal advice

Would you like to learn how ClubPay streamlines Payroll & HR for Clubs? Click Here to Request an Analysis

 

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Club HR Update: Begin Using the Newly Revised Form I-9

Mar 21, 2013 3:28:00 PM

The newly revised Form I-9 (Rev. 03/08/13) should be used for club new hires; after May 7, 2013, all prior versions of Form I–9 can no longer be used by the public. 

Introduction of the Revised Employment Eligibility Verification Form 

March 15, 2013

Agency: U.S. Citizenship and Immigration Services, DHS

CHANGES TO FORM I-9

The newly revised Form I–9 makes several improvements designed to minimize errors in form completion. The key revisions to Form I–9 include:

• Adding data fields, including the employee’s foreign passport information (if applicable) and telephone and email addresses.

• Improving the form’s instructions.

• Revising the layout of the form, expanding the form from one to two pages (not including the form instructions and the List of Acceptable Documents). 

BACKGROUND

Employers and certain agricultural recruiters and referrers for a fee (referred to collectively as ‘‘employers’’) are required to verify on Employment Eligibility Verification form (Form I–9) the employment authorization and identity of each individual they hire (or recruit or refer for a fee if applicable), for employment in the United States.

Form I–9 contains three sections.

The purpose of Section 1 of the form is to collect, at the time of hire identifying information about the employee (and preparer or translator if used), and for the employee to attest to whether he or she is a U.S. citizen, noncitizen national, lawful permanent resident, or alien authorized to work in the United States. The employee must also present documentation for review evidencing his or her identity and authorization to engage in this employment.

The purpose of Section 2 of the form is to collect, within 3 business days of the employee’s hire, identifying information from the employer and information regarding the identity and employment authorization documentation presented by the employee and reviewed by the employer.

The purpose of Section 3 of the form is to collect information regarding the continued employment authorization of the employee. This section, if applicable, is completed at the time that the employee’s employment authorization and/or employment authorization documentation recorded in either Section 1 or Section 2 of the form expires. This section may also be used if the employee is rehired within 3 years of the date of the initial execution of the form and to record a name change if Section 3 is otherwise completed.

HOW LONG AM I REQUIRED TO KEEP THE I-9?

Employers are required to maintain Forms I–9 for as long as an individual works for the employer and for the required retention period for the termination of an individual’s employment [either 3 years after the date of hire or 1 year after the date employment ended, whichever is later].

WHEN DO I START USING THE I-9?

Employers should begin using Form I–9 with a revision date of ‘‘(Rev. 03/08/13). The revision date is located in the bottom right-hand corner of the form.

WHAT HAPPENS IF I CONTINUE TO USE THE OLD VERSION OF THE FORM I-9?

After May 7, 2013, all prior versions of Form I–9 can no longer be used by the public. The public can download the new Form I–9 at www.uscis.gov

After May 7, 2013, employers who fail to use Form I–9 (Rev. 03/08/13)N may be subject to all applicable penalties be particularly necessary for employers utilizing electronic Forms I–9. For these reasons, USCIS is providing employers 60 days to make necessary changes.

Note that employers do not need to complete the new Form I–9 (Rev. 03/08/13)N for current employees for whom there is already a properly completed Form I–9 on file, unless re-verification applies. Unnecessary verification may violate the anti-discrimination provision.

A Spanish-language version of the new Form I–9 is available at www.uscis.gov

for use in Puerto Rico only and may also be used for translation purposes.

For more information contact:

Clare Vazquez. HR Business Partner
CertiPay
Cell: 561-281-4022
Email: CVazquez@certipay.com
 
Would you like to learn how ClubPay is helping Clubs stay compliant?
Request an Analysis

 

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ClubPay will Receive “Excellence in Achievement Award” for Payroll & HR at CMAA World Conference Trade Show

Feb 23, 2012 3:19:00 PM

We invite you to meet our ClubPay representatives Annaliese Franzen and Steve Cowan at the CMAA – World Conference on Club Management Trade Show in New Orleans, Feb. 26th & 27th.  ClubPay will be in attendance with Jonas Club Management and clubsystems group in Booth #435. While in attendance, ClubPay will receive an “Excellence in Achievement Award” for Payroll & HR by BoardRoom Magazine.

BoardRoom Magazine, endorsed by the Club Managers Association of America (CMAA), the Club Managers Association of Europe (CMAE) and the official publication for the Association of Private Club Directors (APCD), will present ClubPay with their 12th annual "Excellence in Achievement" award for Payroll & HR.

ClubPay was selected for overall excellence in Payroll & HR achievements, innovation, vision for future growth and continued impact on private club operations. BoardRoom magazine’s "Excellence in Achievement" awards are the only private club industry awards that recognize the clubs' business partners. BoardRoom magazine's industry peers and experts review and select outstanding suppliers and consultants representing various aspects of course and club operations.

“We are very excited to be recognized as payroll vendor of the year”, says Steve Cowan, President of ClubPay.  “ClubPay offers a very unique value proposition to the club market by providing a fully integrated Payroll, HR, and Time Keeping platform that has been customized for the unique requirements of the club industry. ClubPay also prides itself on a personalized service support model that includes a no voicemail policy, taking full ownership for data conversion, and by walking clients through their first three payroll processing periods. These aspects make ClubPay a real win for clubs in today’s work environment where clubs are stretched to do more with less, and require peace of mind when navigating through the complex issues around Payroll, HR, and Tax compliance laws.” 

ClubPay's outsourced payroll processing solution is tailored to Private Club payroll needs. ClubPay includes dozens of useful features to address issues commonly faced by clubs including pay calculators, retro pay calculator, benefits calculators, multiple departments, multiple pay rates, variable/weighted average overtime calculation, re-hire functionality and more. ClubPay’s Labor Management System, ClubTime, is a full-featured, web-based system for data collection and employee management.  The system includes an employee self service web portal, time and attendance, distribution of labor tracking, scheduling, time sheets, biometric clocks, and seamless integration with ClubPay’s Payroll/HR system, eliminating manual or duplicate entry.  With ClubPay’s reporting module, clubs have unlimited access to over 200 standard Payroll/HR and Labor Management reports, with the ability to easily create any custom report needed for proactive decision making. 

We look forward to meeting you in The Big Easy, WE GON PASS A GOOD TIME, YEAH!

Do you want to see what clubs are saying about ClubPay? 

Check out our new ClubPay video:

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Annaliese Franzen - Jonas Club Payroll Specialist

May 13, 2011 11:50:00 AM

As is the case with any major decision concerning software, when it comes to payroll there are often many considerations which need to be made. In situations like this, Annaliese Franzen is here to help.

Annaliese joined our Jonas team just over one year ago, and has quickly made an impression on staff and clients alike. Coming to Jonas with a wealth of knowledge acquired from years working in the Payroll industry, Annaliese was well prepared to tackle the challenges that would be posed to her by Jonas Club Management clients. As a payroll specialist, Annaliese’s sole objective is to work closely with Jonas club Management clients in order to assess their Payroll needs. Once there is a clear understanding, Annaliese makes recommendations which allow our clients to make a more educated decision regarding whether our in-house Jonas Payroll solution, or our full service outsourced ClubPay Payroll solution, would be the best fit.

In the short time since Annaliese joined us here at Jonas, her unique ability to identify club’s requirements and help them through their decision making process has resulted in more than a few commendations, and more are sure to come.

If you would like to speak with Annaliese for a complimentary payroll analysis email: annaliese.franzen@jonassoftware.com

Join us for an upcoming webinar demonstration of ClubPay's outsourced payroll solution for clubs: Thursday, May 19th at 2:00pm EST - Register Here

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