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Evaluation of use cases and business models will dominate 2026View the full article

Last year highlighted the risks for banks in lending to nondepository financial institutions. A new approach by The President-era regulators could change the playing field. View the full article

Imagine this: One day, you won’t have to waste hours of your life doing your most arduous, least favorite forms of shopping. You know what I’m talking about—buying Christmas presents for distant aunts, getting supplies for your kid’s birthday, ordering groceries for dinner. In the near future, you’ll empower your AI agent to tackle the task, then off it will go, identifying the right items, comparing prices and—most impressively—making the purchase for you. Within hours, a tin of your aunt’s favorite biscuits, the correct number of Peppa Pig plates, and a bag of groceries will arrive at your doorstep. We’re not quite there yet, but experts say that this future is much closer than you think. Consumers are incorporating AI into their shopping at a meteoric pace, tapping agents to discover products and making purchases bases on their suggestions. Shopify, which runs online stores for more than 5 million brands, has found that AI-driven traffic had grown sevenfold this year compare to last, and AI-driven purchases have increased by 11 times. In November, Adobe determined that three quarters of all purchases made on a computer were referred by AI, as were a quarter of those made on a phone. “The likelihood to purchase if you come from an AI source platform is higher than a non-AI source right now,” says Vivek Pandya, director of digital insights at Adobe. “That’s happened in a very short period of time.” This spike in AI adoption suggests that 2026 is going to be a transformational year for shopping. We’re shifting away from searching for products on Google and discovering them on social media, and instead we’re going to start our shopping journeys from within an AI system. Now, retailers and brands are scrambling to adapt to this reality, beefing up their technological capabilities for this new era. Fully autonomous buying will be here before you know it. How we’re shopping now Since the late 1990s, shopping on the internet has followed the same script. We opened Google, typed in what we wanted to buy, then scrolled through endless rows of links before making a purchase. Finding a black cashmere sweater means scanning through rows of thumbnails—the digital equivalent of digging through an enormous bin of inventory in a backroom. “The cognitive load that the consumer has to deal with day in and day out is profound,” says Pandya. “They had to go from online store to online store, opening multiple windows.” But this year, we realized we could offload this mental burden to AI. This was particularly true for products that require a lot of research, like an expensive gift, or a lot of planning, like supplies for a party. We describe our criteria to an agent listing our budget, style, and constrains, then let it generate ideas and compare products. In other words, it’s much more like the experience of visiting a department store and having a well-trained retail associate advise us on what to buy. According to Adobe’s analytics—which tracks more than a trillion visits across sites—it’s not that AI is referring us to products and retailers. It’s also that AI-driven traffic leads to higher levels of conversion and more time on a brand’s website than traffic coming from a Google search or social media. In other words, AI isn’t just sending clicks; it’s sending shoppers who already know what they want and are ready to shop. “People are bouncing off less once they hit the retailer’s websites when they came from an AI source, and their spending more time exploring pages,” Pandya says. How Brands Are Adapting Both Pandya and Lee agree that this sudden shift in consumer behavior is going to reshape the retail landscape very quickly. And the faster retailers and brands are able to adapt to AI are more likely to thrive in the years to come. But retailers are taking very different approaches to AI. Walmart, for instance, partnered with OpenAI in October to make it possible for people to shop directly from ChatGPT. Amazon, conversely, has decided to block AI agents from crawling its website so that links don’t appear in searches because it believes that these platforms degrade the shopping experience. In a cease and desist letter from October demanding that Perplexity stop using its data, Amazon pointed out that agents may not provide the best price, delivery method, and recommendations that Amazon itself would provide. Shopify, one of the biggest e-commerce players on the market, has made the decision to go all in on AI on behalf of its five million merchants. This will be transformative, because it serves a wide range of companies, from tiny local shops to digitally native startups like Allbirds and Glossier, to big names like Mattel and Nestle. Earlier this year, Shopify CEO Tobi Lütke said that the company was mandating an AI-first strategy, explaining that using AI is now a “fundamental expectation of everyone at Shopify.” For two years, Shopify has deployed AI to help merchants on the backend to build and run their stores. In 2023, it launched Shopify Magic, AI-powered tools that would generate product descriptions and marketing content. Last year, it launched Sidekick, an AI assistant that helps merchants with complex tasks like creating discount codes and analyzing sales trends. And this year, it deployed AI Store Builder, which lets merchants generate fully formed online stores from keyword prompts. It also acquired Vantage Discover, an AI search company that provides more personalized, context-aware results when a customers searches for a product on the merchant’s website. Shopify is betting that consumers will increasingly begin their shopping journey on an AI agent, so it’s important for their brands to be easily searchable by AI. How do they do this? According to Pandya, the quality of data on a merchant’s site influences whether the agent will recommend a product. “Deep, rich, authoritative information helps the agent feel comfortable recommending one result over another,” he says. This is why Shopify has been working with merchants to ensure that the data on their sites will show up in AI queries. This year, the company introduced Agentic Storefronts, which makes merchants product catalogs discoverable inside AI chats like ChatGPT and Perplexity. Depending on the query and how much detail the consumer is searching for, the response will simply surface a product link, in others, the response will surface ‘cards’ that provides a thumbnail image, a brief description, and a link. Lee points out that shoppers also want to know that the results that the AI is providing is trustworthy. So Shopify has worked with all the major agents to ensure that products come with a citation from the brand’s website, much like the AI might cite a book or a magazine. “Citations matter,” she says. “Consumers want to know where a fact came from. But perhaps Shopify’s most powerful new tool, says Lee, is OpenAI Instant Checkout, which launched in September. It allows customers to shop directly from ChatGPT without leaving the conversation. Right now you can only buy a single item at a time through this system (like say, paper plates), but soon, you’ll be able to put several items in a cart over the course of a conversation (like balloons and table cloth) then buy them all at once. Merchants need to opt in to this technology, and already more than a million of them are using it. “We want merchants to be in the control seat,” Lee says. What’s Coming Around the Corner Shopify’s checkout tool offers a glimpse into the future—to a time when fully autonomous shopping may become the norm. For now, Lee says there are two obstacles to this. There’s the technical challenge of creating the infrastructure and safety precautions to allow an agent to shop on a user’s behalf. This will mean everything from partnering with payment companies to establishing the legal basis whereby a consumer empowers an agent to make purchases they did not approve beforehand. There’s also the fact that consumers are’t quite ready to trust an agent to make the right decisions, especially when it comes to matters of individual taste, and especially if it has access to your credit card. “Consumers still want to stay in control,” says Lee. All of this is changing, and quickly, Lee says. Shopify is already working on many tools that will make buying easier from within an agent. The company has a lot of experience making shopping more seamless. In 2017, it launched Shop Pay, which allows consumers to save their payment and shipping information so they can use it across Shopify merchants. To keep these transactions secure, it has leaned heavily into Apple Pay and Google Pay, which consumers trust to store their credit card information. Shopify is already working to incorporate a similar system into AI agents. Lee says that Shopify and other online platforms like Apple and Google took a long time to build trust with consumers, so that they feel comfortable sharing their payment information. But the next frontier is feeling comfortable enough to let a third party actually make purchases on your behalf. Right now, consumers expect to confirm their purchase. “We still think the verification screen is important for both consumers and merchants,” she says. But change is happening quickly. People already trust AI to help them do many things in their life, from making parenting decisions to doing aspects of their job. And there are many forms of shopping that consumers wish they could hand off to an assistant. So it may not be long before we let our AI agent handle these pesky tasks. View the full article

2026 will be a good year for people who love to walk where cars once drove. As climate change accelerates—and cities continue to grapple with congestion and air pollution—urban priorities have been shifting. In May this year, Parisians voted to close 500 streets to traffic across all 20 arrondissements. London is moving forward with plans to pedestrianize sections of the world-famous Oxford Street, as well as Regent Street, and Piccadilly Circus. Meanwhile, Barcelona’s centuries-old promenade, La Rambla, is in the last stretches of a long-term redesign that will be completed in 2027, widening the pedestrian promenade and limiting access to residents’ vehicles and public transport. The U.S. isn’t exempt from the trend. Next year alone, half a dozen cities, from Bentonville, AR, to Houston, TX, will reduce or remove car traffic on some of their streets—not for a weekend pilot or a seasonal experiment, but for good. These projects matter in a country that still funnels tens of billions of federal dollars every year into new roads and highways. And they are particularly notable after the The President administration recently withdrew previously awarded grants for some bike, trail, and pedestrian projects. Ever since cars became dominant in the 1950s, urban thinkers like Jane Jacobs and Jan Gehl have argued for cities designed around people, not vehicles. The conversation is still timely. According to several experts interviewed for this story, the tides are shifting. “I think we are certainly seeing momentum in the car-free or car-lite movement,” says Ben Crowther, policy director for the nonprofit America Walks. Here are six streets pedestrians can reclaim next year—no cars, or fewer cars, allowed. 1. Main Street in Houston, TX Houston’s Main Street, long a transit corridor, is being reinvented as a seven-block pedestrian promenade through the heart of downtown. The Main Street Promenade will feature shaded walkways, plazas, outdoor dining, and a series of flexible public spaces designed for lingering, not just passing through. Led by Downtown Houston+ in partnership with the City of Houston, and designed by Workshop, the project builds on the success of the “More Space: Main Street” initiative, a temporary program launched in 2021 to test reduced vehicle access. Its permanent transformation is timed to welcome visitors for the 2026 FIFA Men’s World Cup, but the redesign is meant to serve residents long after the crowds leave. The street’s physical makeover is substantial. Pedestrian space will be expanded across seven blocks, creating a continuous, safer corridor through downtown. Tree canopy will increase by more than 150%, with new trees added alongside shade structures and storefront awnings—critical infrastructure in a city defined by heat. A series of “outdoor rooms” will support activities like casual dining and small events, while murals and public art installations will reinforce Main Street’s identity. A raised street design and improved crossings aim to make the promenade accessible to people of all ages and abilities. The new promenade is a fitting evolution for a street that has carried Houston through multiple transportation eras, from horse-drawn carriages to trolleys, cars, light rail—and now, pedestrians. 2. 18th Street in Kansas City, MO Kansas City’s 18th Street, the cultural backbone of the historic Jazz District, isn’t becoming fully car-free—but its redesign marks a significant shift toward people-first planning. Like Houston’s Main Street, the 18th Street Pedestrian Mall project has been years in the making before accelerating toward completion ahead of the 2026 World Cup. Rather than banning vehicles outright, the project will remove curbs, gutters, and on-street parking to create a seamless corridor that is more akin to a shared street. Vehicular traffic will still be allowed at the center, but its dominance will be dramatically reduced. Replacement parking is being relocated to a new garage just south of the street, freeing up space for wider sidewalks, traffic calming measures, and safer, more accessible crossings. The redesign also lays the groundwork for expanded programming like farmers’ markets and live concerts. A City spokesperson said it will also make it easier for the Jazz District to close three blocks of 18th Street for major events like Juneteenth, First Fridays, and Halloween celebrations—something that was logistically difficult under the old street design. The nuance matters here. Patricia Brown—who helped lead the pedestrianization of Trafalgar Square in London in the early 2000s—argues that framing projects as “car-free” versus “car-lite” can be counterproductive. “We’re never going to have a car-free city, and we shouldn’t,” she told me. “The real question is how you put people front and center and reduce vehicle dominance.” Kansas City’s 18th Street offers a case study in exactly that approach. 3. A Street Promenade, in Bentonville, AR In Bentonville, Arkansas, pedestrianization is less about reclaiming a single block and more about stitching an entire downtown together. At the center of that effort is “A Street Promenade“—a linear, pedestrian-only plaza that is part of the city’s broader “Quilt of Parks” initiative. “A Street Promenade,” which just opened in November, has been remade from a vehicle corridor into a pedestrian promenade that links the town square with parks, local businesses, and civic spaces through a sequence of “garden rooms” and parklets. The promenade is designed for everyday use, but flexible enough to support markets, parades, and citywide events. The project emerged from a Design Excellence partnership launched in 2018 between the city’s Parks and Recreation Department, the Walton Family Foundation, and Design Workshop (the same studio behind Houston’s Main Street transformation.) “The goal was never just to remove cars,” says Conners Ladner, a principal at Design Workshop. “It was about strengthening how people move through and gather within the city center.” 4. Post Street in San Jose, CA In downtown San Jose, Post Street has become a template for how temporary street experiments can turn into permanent change. Once a conventional downtown roadway, the street was permanently closed to cars this spring following years of pandemic-era pilots. It now functions as a pedestrian-only corridor at the heart of the city’s LGBTQ+ district, known as Qmunity. (It’s the city’s second major pedestrianization effort—following San Pedro Square, which closed in 2024.) Earlier this year, the city unveiled a permanent street mural by local artist Danny Feliz Hanson and community volunteers. Next year, the city is planning further upgrades, including an artist-led initiative to transform the safety barricades at each end of the street into reflective, neighborhood-branded design features. When the World Cup rolls around, Post Street will be a designated Entertainment Zone, but a spokesperson from the San Jose Downtown Association emphasized that the decision to pedestrianize Post Street wasn’t driven by FIFA. San Jose began experimenting with temporary closures during the pandemic, and after tracking their impacts, the City Council voted unanimously in February 2025 to make the change permanent. Recent data shows consistent increases in foot traffic and visitor dwell time in the area since the closure. 5. Monroe Street in Detroit, MI In Detroit’s Greektown, Monroe Street is being reimagined as a civic space. The Monroe Streetscape Improvement Project, led by the Greektown Neighborhood Partnership and designed by SmithGroup, is transforming a four-block stretch into a safer, more walkable corridor that can flex between everyday use and large-scale events. Backed by $20 million in funding from the state of Michigan, the project is branded as “A New Greektown,” and prioritizes pedestrians without eliminating access altogether. Wider sidewalks, curbless lanes, and designated pick-up and drop-off zones reduce barriers between street and sidewalk, while still accommodating transit and essential vehicles. More than 50 new trees, enhanced lighting, and signature district signage aim to improve both comfort and safety, especially during evening hours. The redesign also leans into Greektown’s role as one of Detroit’s most active entertainment districts. Eighty thousand square feet of granite pavers—making it the largest granite-paved street in Michigan—will create a unified surface for outdoor dining, festivals, and markets. Integrated art and heritage installations will celebrate the neighborhood’s history, while removable bollards will allow Monroe Street to become fully pedestrianized during programmed events. A spokesperson from the Greektown Neighborhood Partnership said that current plans envision pedestrian-only weekends, with flexibility to adjust based on what works. Construction is unfolding in phases: the first segment is already complete, while the second phase is scheduled to wrap up in late 2026. 6. Sunset Dunes in San Francisco, CA San Francisco’s Sunset Dunes marks a different scale of ambition altogether. Stretching across two miles, the 50-acre coastal park is billed as the largest pedestrianization project in California’s history—transforming a former highway into a public park. The shift began with a ballot measure passed by voters, asking whether a long-debated stretch of the Great Highway should stop functioning as a road and start functioning as a park. The answer was yes. The city officially opened Sunset Dunes as a park in April 2025, rolling out initial activations like bike infrastructure, public art, and wayfinding. Since then, the space has continued to evolve, with picnic tables overlooking the ocean, a rotating outdoor art gallery, and free weekly programming. What’s notable is how explicitly the city is treating Sunset Dunes as a living experiment. A first round of community engagement wrapped up this year, focused on understanding how residents want to use the space and what’s currently missing. The results will be published by the end of 2025, with a second phase of engagement launching in 2026 to shape a long-term vision plan, supported by landscape architecture firm CMG Landscape Architecture. The goal: to move from a repurposed roadway to a purpose-built coastal park, much like Crissy Field, a former military airfield that was transformed into a coastal park two decades ago. A spokesperson from local nonprofit, Friends of Sunset Dunes, told me design priorities will center on access and restoration. Since the park runs alongside a sensitive dune system, planned improvements will aim to restore dune ecology, improve beach access for people with mobility challenges, and create a continuous promenade that feels like one park. In the meantime, the programming will keep testing what works. In January next year, the nonprofit will launch weekly traditional Chinese dance classes designed for the neighborhood’s large senior population. More temporary installations and pilot uses will follow as an intentional strategy to learn from the public before locking in permanent design decisions. View the full article

Government push to create ‘nation of investors’ stokes competition between providersView the full article

In 2026 (and beyond) the best benchmark for large language models won’t be MMLU or AgentBench or GAIA. It will be trust—something AI will have to rebuild before it can be broadly useful and valuable to both consumers and businesses. Researchers identify several different kinds of AI trust. In people who use chatbots as companions or confidants, they measure a feeling that the AI is benevolent or has integrity. In people who use AI for productivity or business, they measure something called “competence trust,” or the belief that the AI is accurate and doesn’t hallucinate facts. I’ll focus on that second kind. Competence trust can grow or shrink. An AI tool user, quite rationally, begins by giving the AI simple tasks—perhaps looking up facts or summarizing long documents. If the AI does a good job of these things, the user naturally thinks “what else can I do with this?” They may give the AI a slightly harder task. If the AI continues to get things right, trust grows. If the AI fails or provides a low-quality answer, the user will think twice about trying to automate the task next time. Steps forward, steps back Today’s AI chatbots, which are powered by large generative AI models, are far better than the ones we had in 2023 and 2024. But AI tools are just beginning to build trust with most users, and most C-suite executives who hope the tools will streamline business functions. My own trust of chatbots grew in 2025. But it has also diminished. Example: I entered a long conversation with one of the popular chatbots about the contents of a long document. The AI made some interesting observations about the work, and suggested some sensible ways of filling in gaps. Then it made an observation that seemed to contradict something I knew was in the document. When I pointed out the missing data, it immediately admitted its mistake. When I asked it (again) if it had digested the full document, it again insisted it had. Another AI chatbot returned a research report that it said was based on 20 sources. But there were no citations in the text connecting specific statements to specific sources. After it added the citations within the text, I noted that in two places the AI had relied on a single, not-very-trustworthy source for a key fact. I learned that AI models still struggle with long chats involving large amounts of information, and that they’re not good at telling the user when they’re in over their heads. The experience adjusted my trust in the tools. Grappling with ambiguity As we enter 2026, generative AI’s story is still in its early chapters. The story started with AI labs developing models that could converse, write, and summarize. Now the big AI labs seem confident that AI agents can autonomously work through complex tasks, calling on tools and checking their work against expert data. They seem convinced that the agents will soon manage ambiguity with humanlike judgment. If large companies begin to trust that these agents can reliably do such jobs, it would mean enormous revenues for the AI company that developed them. Based on their current investments of hundreds of billions into AI infrastructure, the AI companies and their backers seem to believe this outcome is close at hand. Even if the AI could bring human-level intellect to business scenarios tomorrow, it may still take time to build trust among decision-makers and workers. Today, trust in AI isn’t high. The consulting firm KPMG surveyed 48,000 people in 47 countries (two-thirds of which use AI regularly) and found that while 83% believe AI will be beneficial, only 46% actually trust the output of AI tools. Some may have a false trust in the technology: two-thirds of the respondents say they sometimes rely on AI output without evaluating its accuracy. But I doubt that AI agents are ready to complete complex tasks and manage ambiguity like human experts might. As the AI is used by more people and businesses, they will encounter a universe of unique problems within various contexts that they’ve never seen before. I doubt that current AI agents understand the ways of humans and the world well enough to improvise their way through such situations. Not yet anyway. The limitations of the models The fact is that AI companies are using the same kind of (transformer-based) AI models to underpin reasoning agents that they used for early chatbots that were essentially word generators. The core function of such models, and the objective of all their training, is predicting the next word (or pixel or audio bit) in a sequence, Microsoft AI CEO (and Google DeepMind cofounder) Mustafa Suleyman explained in a recent podcast. “It is using that very simple likelihood-of-word prediction function to simulate what it’s like to have a great conversation or to answer complex questions,” he said. Suleyman and others doubt it. Suleyman believes that current models don’t account for some of the key drivers of the things humans say and do. “Naturally, we would expect that something that has the hallmarks of intelligence also has the underlying synthetic physiology that we do, but it doesn’t,” Suleyman said. “There is no pain network. There is no emotional system. There is no inner will or drive or desire.” AI pioneer (and Turing Prize winner) Yann LeCun says the LLMs of today are useful enough to be applied in some valuable ways, but thinks they’ll never achieve the general or human-level intelligence needed to do the really high-value work the AI companies hope they will. In order to learn to intuit paths through real-world complexity the AI would need a much higher-bandwidth training regimen than just words, images, and computer code, LeCun says. They may need to learn the world via something more like the multisensory experience babies have, and possess the uncanny ability to process and store all that information quickly, as babies can, he says. Suleyman and LeCun may be wrong. Companies like OpenAI and Anthropic may achieve human-level intelligence using models whose origin is in language. AI governance matters Meanwhile, competence is just one factor in AI trust among business users. Enterprises use governance platforms to monitor whether and how AI systems might be creating regulatory compliance issues or exposing the company to risk of cyberattack, for example. “When it comes to AI, large enterprise companies . . . want to be trusted by customers, investors, and regulators,” says Navrina Singh, founder and CEO of the governance platform Credo AI. “AI governance isn’t slowing us down, it’s the only thing that allows measurable trust and lets intelligence scale without breaking the world.” In the meantime the pace at which humans delegate tasks to AI will be moderated by trust. AI tools should be used for tasks they’re good at, so that confidence in the results grows. That’ll take time, and it’s a moving target because the AI is continually improving. Discovering and delegating new tasks for AI, monitoring the results, and adjusting expectations will very likely become a routine part of work in the 21st century. No, AI won’t suddenly reinvent business all at once next year. 2026 won’t be the “year of the agent.” It’ll take a decade for AI tools to prove out and become battle-hardened. Trust is the hardening agent. View the full article

Unexpected December drop dragged annual gains below expectations, Nationwide figures showView the full article

When managing payroll for your small business, choosing the right software is crucial. Various solutions cater to different needs, from employee payment to compliance and HR management. Companies like Justworks and QuickBooks for Payroll offer unique features that can streamline your processes. Comprehending these options can greatly affect your efficiency and accuracy. Let’s explore the top seven paycheck software solutions that can improve your payroll management and make your operations smoother. Key Takeaways Justworks simplifies payroll management with automation and professional support, ensuring compliance with W-2 preparation and tax filings for small businesses. QuickBooks for Payroll integrates seamlessly with existing accounting software, making tax season easier with auto-tax filing for IRS compliance. Square Payroll is ideal for service-based businesses, offering automatic tax calculations and earnings access through the Square Debit Card. Paycor streamlines payroll and HR functions with customizable reporting and a mobile app for employee access to payroll information anytime. Rippling provides comprehensive payroll solutions with HR and IT integration, offering one-click setup for international teams in over 50 countries. Justworks Justworks stands out as an effective payroll solution for small businesses, offering a blend of automation and professional support. This affordable payroll platform automates payroll processing, making it easier for you to manage employee payments. With its payroll check software, you can guarantee timely and accurate paychecks without needing extensive in-house expertise. Justworks likewise handles W-2 preparation and tax filings, guaranteeing compliance with federal, state, and local regulations, which is essential for small business owners. You can try their payroll software trial to see how well it fits your needs before committing. The platform provides an all-encompassing suite of employee tools, allowing your team to access pay stubs and manage benefits easily. Although the PEO model limits customization options, it improves compliance and risk management. Nevertheless, keep in mind that Justworks only supports US-based employees, making it unsuitable for companies with global teams. Quickbooks for Payroll When you use QuickBooks for payroll, you’ll find that it integrates seamlessly with your existing QuickBooks accounting software, offering real-time updates that simplify your financial management. This platform makes tax season easier by quickly preparing W-2s and 1099s, reducing the chance of errors and saving you time. With features like AutoTax filing, you can rest assured that your payroll taxes are handled automatically, helping you stay compliant with the IRS. Seamless Accounting Integration Seamless accounting integration is crucial for small businesses looking to streamline their operations, and QuickBooks for Payroll stands out in this area. This software integrates effortlessly with existing QuickBooks accounting setups, allowing you to manage both payroll and financial data on a single platform. It automates the preparation of W-2s and 1099s, ensuring efficient compliance and reporting. Furthermore, QuickBooks for Payroll calculates taxes automatically, reducing human error and enhancing accuracy in payroll processing. You can also import hours from QuickBooks Time or third-party apps with just one click, simplifying time tracking. With AutoTax filing, you gain penalty protection against late submissions to the IRS, making it a reliable choice for your payroll needs. Quick Tax Preparation Efficient tax preparation is essential for small businesses, especially during the busy year-end period. QuickBooks for Payroll makes this process easier by enabling you to prepare W-2s and 1099s quickly. The software automatically calculates taxes, minimizing the risk of human errors that could lead to penalties. It integrates seamlessly with your existing QuickBooks setup, providing real-time updates on payroll and financial data. Here are three key benefits of using QuickBooks for Payroll: Auto-tax filing features guarantee compliance with IRS regulations. User-friendly interface is accessible, even for those without financial expertise. Streamlined year-end processes lighten your administrative burden. With QuickBooks, you can navigate tax season with confidence. Square Payroll Square Payroll is an excellent choice for service-based businesses looking for efficient payroll solutions. It seamlessly integrates with Square POS, simplifying your payroll process with a straightforward pricing structure that starts at just $35 per month for W-2 employees. Furthermore, the platform takes care of automatic tax calculations and filings, allowing you to focus on running your business without worrying about compliance issues. Seamless Square Integration When you’re using Square as your payment processor, integrating Square Payroll into your operations can considerably simplify payroll management. This integration allows you to manage payroll efficiently without the hassle of switching between platforms. Here are some key benefits: Automatic tax calculations and filings guarantee you stay compliant without extra effort. Support for both hourly and salaried employees lets you handle diverse payroll needs all in one place. Instant access to earnings through the Square Debit Card provides flexibility for your employees, enhancing their payment experience. Simple Pricing Structure Grasping payroll costs is crucial for small businesses, especially when selecting a payroll solution. With Square Payroll, you’ll find a straightforward pricing structure that starts at just $35 per month for W-2 staff. This base fee remains predictable as it’s based on employee count, making budgeting easier as your team grows. You won’t encounter hidden fees, ensuring clarity in your payroll expenses. Furthermore, Square Payroll covers unlimited payroll runs and year-end filings within this monthly subscription, eliminating unexpected costs. The platform accommodates both hourly and salaried employees, giving you flexibility in payroll management without charging per employee. This simplicity helps you focus on running your business rather than worrying about payroll challenges. Automatic Tax Calculations Managing payroll can be intimidating, especially regarding tax calculations, but with automatic tax calculations in place, you can greatly ease that burden. https://www.youtube.com/watch?v=8RYQj1TKyPU Square Payroll streamlines this process by automatically calculating federal, state, and local taxes for both hourly and salaried employees. Here are some key benefits: Automatic tax filings reduce your administrative workload and minimize the risk of penalties for late submissions. The system accommodates various employee types, including W-2 staff and contractors, making payroll processing straightforward. Real-time updates on tax regulations keep you informed about changes that may impact your payroll. With these features, Square Payroll eliminates manual entry errors, ensuring your data is reliable and that employees receive accurate payments on time. Paycor Paycor stands out as a robust solution for small businesses seeking to streamline their payroll and human resources functions. This software offers a thorough suite of payroll and HR tools, allowing you to manage payroll processing and human resources from one platform. With its automated payroll functionality, you can guarantee timely and accurate payroll processing for your employees, reducing the risk of errors. Paycor also provides customizable reporting features, enabling you to generate customized reports that meet your specific business needs. In addition, the mobile app gives your employees access to their payroll information and HR resources anytime, anywhere, enhancing accessibility and convenience. However, it’s essential to recognize that Paycor’s plans can become costly with various add-ons. Consequently, it’s wise to conduct a full expense breakdown before making your final selection to verify it fits within your budget while meeting your business requirements. Rippling Rippling offers a thorough payroll solution that seamlessly integrates HR and IT management, providing a unified platform for handling payroll, benefits, and administrative tasks. This all-encompassing tool automates payroll processes and expense reports, making it ideal for businesses with extensive administrative needs. Here are some key features that set Rippling apart: One-click payroll setup in over 50 countries, perfect for companies with international teams. Real-time compliance updates help you stay informed about changing regulations, mitigating risks effectively. Flexible pricing models based on the number of employees, along with potential annual software fees that may require training for advanced features. Rippling’s ability to streamline operations and keep you compliant makes it a solid choice for small businesses looking to simplify their payroll and HR processes. Paychex For small businesses seeking a reliable payroll solution, Paychex Flex stands out as a thorough platform that integrates payroll processing with essential HR tools. It offers customizable payroll options designed to your specific needs, supported by dedicated payroll specialists. With a user-friendly mobile app, both employers and employees can manage payroll and access critical information on-the-go. Here’s a quick overview of Paychex Flex features: Feature Description Customizable Payroll Designed options to meet your business needs Mobile App Manage payroll anytime, anywhere Reporting Over 180 pre-built reports for data analysis 24/7 Support Round-the-clock assistance and compliance help Paychex guarantees you stay compliant with payroll regulations and requirements, providing peace of mind as you focus on growing your business. Frequently Asked Questions What Is the Best Payroll Software for Small Businesses? When considering the best payroll software for small businesses, you’ve got several strong options to choose from. Gusto stands out for its user-friendly design and tax automation. If you already use QuickBooks, QuickBooks Payroll offers seamless integration. For growth, ADP RUN provides scalability and compliance features. Paychex Flex combines payroll with HR tools, whereas OnPay boasts straightforward pricing without hidden fees. Each option caters to different needs, so evaluate what works best for your business. Who Is Adp’s Biggest Competitor? ADP’s biggest competitor is Gusto, which offers a thorough payroll and HR platform designed for small businesses. Gusto simplifies onboarding and tax filing, making it an attractive alternative. Other notable competitors include QuickBooks Payroll, which integrates seamlessly with its accounting software, and Paychex, known for customizable payroll solutions. Rippling combines payroll with HR and IT management, whereas Square Payroll appeals to service-based businesses with its user-friendly interface and lower costs. What Is the Easiest Way to Do Payroll for a Small Business? The easiest way to handle payroll for your small business is by using user-friendly software that automates crucial tasks. Programs like Gusto or QuickBooks Payroll streamline calculations and tax filings, reducing your workload. Look for software with straightforward pricing to avoid hidden fees, ensuring you manage expenses effectively. Moreover, consider platforms that integrate HR functions, allowing you to consolidate payroll and employee administration, in the end saving you time and minimizing errors in processing. How Much Does Paychex Cost for a Small Business? Paychex typically starts around $60 per month for small businesses, but costs can vary based on your specific needs, employee count, and desired features. If you need supplementary services like time tracking or tax filing, expect extra charges. The pricing may likewise rise if you opt for advanced HR services. Paychex Flex offers a pay-as-you-go model, which allows you to scale costs as your business grows, so assess your needs carefully to avoid hidden fees. Conclusion In summary, selecting the right payroll software is vital for small businesses aiming to streamline their payroll processes. Each solution—Justworks, QuickBooks for Payroll, Square Payroll, Paycor, Rippling, and Paychex Flex—offers unique features that cater to various business needs. By evaluating these options based on functionality, ease of use, and support, you can make an informed decision that improves your payroll management and guarantees compliance, eventually contributing to your business’s efficiency and success. Image via Google Gemini This article, "Top 7 Paycheck Software Solutions for Small Businesses" was first published on Small Business Trends View the full article

When managing payroll for your small business, choosing the right software is crucial. Various solutions cater to different needs, from employee payment to compliance and HR management. Companies like Justworks and QuickBooks for Payroll offer unique features that can streamline your processes. Comprehending these options can greatly affect your efficiency and accuracy. Let’s explore the top seven paycheck software solutions that can improve your payroll management and make your operations smoother. Key Takeaways Justworks simplifies payroll management with automation and professional support, ensuring compliance with W-2 preparation and tax filings for small businesses. QuickBooks for Payroll integrates seamlessly with existing accounting software, making tax season easier with auto-tax filing for IRS compliance. Square Payroll is ideal for service-based businesses, offering automatic tax calculations and earnings access through the Square Debit Card. Paycor streamlines payroll and HR functions with customizable reporting and a mobile app for employee access to payroll information anytime. Rippling provides comprehensive payroll solutions with HR and IT integration, offering one-click setup for international teams in over 50 countries. Justworks Justworks stands out as an effective payroll solution for small businesses, offering a blend of automation and professional support. This affordable payroll platform automates payroll processing, making it easier for you to manage employee payments. With its payroll check software, you can guarantee timely and accurate paychecks without needing extensive in-house expertise. Justworks likewise handles W-2 preparation and tax filings, guaranteeing compliance with federal, state, and local regulations, which is essential for small business owners. You can try their payroll software trial to see how well it fits your needs before committing. The platform provides an all-encompassing suite of employee tools, allowing your team to access pay stubs and manage benefits easily. Although the PEO model limits customization options, it improves compliance and risk management. Nevertheless, keep in mind that Justworks only supports US-based employees, making it unsuitable for companies with global teams. Quickbooks for Payroll When you use QuickBooks for payroll, you’ll find that it integrates seamlessly with your existing QuickBooks accounting software, offering real-time updates that simplify your financial management. This platform makes tax season easier by quickly preparing W-2s and 1099s, reducing the chance of errors and saving you time. With features like AutoTax filing, you can rest assured that your payroll taxes are handled automatically, helping you stay compliant with the IRS. Seamless Accounting Integration Seamless accounting integration is crucial for small businesses looking to streamline their operations, and QuickBooks for Payroll stands out in this area. This software integrates effortlessly with existing QuickBooks accounting setups, allowing you to manage both payroll and financial data on a single platform. It automates the preparation of W-2s and 1099s, ensuring efficient compliance and reporting. Furthermore, QuickBooks for Payroll calculates taxes automatically, reducing human error and enhancing accuracy in payroll processing. You can also import hours from QuickBooks Time or third-party apps with just one click, simplifying time tracking. With AutoTax filing, you gain penalty protection against late submissions to the IRS, making it a reliable choice for your payroll needs. Quick Tax Preparation Efficient tax preparation is essential for small businesses, especially during the busy year-end period. QuickBooks for Payroll makes this process easier by enabling you to prepare W-2s and 1099s quickly. The software automatically calculates taxes, minimizing the risk of human errors that could lead to penalties. It integrates seamlessly with your existing QuickBooks setup, providing real-time updates on payroll and financial data. Here are three key benefits of using QuickBooks for Payroll: Auto-tax filing features guarantee compliance with IRS regulations. User-friendly interface is accessible, even for those without financial expertise. Streamlined year-end processes lighten your administrative burden. With QuickBooks, you can navigate tax season with confidence. Square Payroll Square Payroll is an excellent choice for service-based businesses looking for efficient payroll solutions. It seamlessly integrates with Square POS, simplifying your payroll process with a straightforward pricing structure that starts at just $35 per month for W-2 employees. Furthermore, the platform takes care of automatic tax calculations and filings, allowing you to focus on running your business without worrying about compliance issues. Seamless Square Integration When you’re using Square as your payment processor, integrating Square Payroll into your operations can considerably simplify payroll management. This integration allows you to manage payroll efficiently without the hassle of switching between platforms. Here are some key benefits: Automatic tax calculations and filings guarantee you stay compliant without extra effort. Support for both hourly and salaried employees lets you handle diverse payroll needs all in one place. Instant access to earnings through the Square Debit Card provides flexibility for your employees, enhancing their payment experience. Simple Pricing Structure Grasping payroll costs is crucial for small businesses, especially when selecting a payroll solution. With Square Payroll, you’ll find a straightforward pricing structure that starts at just $35 per month for W-2 staff. This base fee remains predictable as it’s based on employee count, making budgeting easier as your team grows. You won’t encounter hidden fees, ensuring clarity in your payroll expenses. Furthermore, Square Payroll covers unlimited payroll runs and year-end filings within this monthly subscription, eliminating unexpected costs. The platform accommodates both hourly and salaried employees, giving you flexibility in payroll management without charging per employee. This simplicity helps you focus on running your business rather than worrying about payroll challenges. Automatic Tax Calculations Managing payroll can be intimidating, especially regarding tax calculations, but with automatic tax calculations in place, you can greatly ease that burden. https://www.youtube.com/watch?v=8RYQj1TKyPU Square Payroll streamlines this process by automatically calculating federal, state, and local taxes for both hourly and salaried employees. Here are some key benefits: Automatic tax filings reduce your administrative workload and minimize the risk of penalties for late submissions. The system accommodates various employee types, including W-2 staff and contractors, making payroll processing straightforward. Real-time updates on tax regulations keep you informed about changes that may impact your payroll. With these features, Square Payroll eliminates manual entry errors, ensuring your data is reliable and that employees receive accurate payments on time. Paycor Paycor stands out as a robust solution for small businesses seeking to streamline their payroll and human resources functions. This software offers a thorough suite of payroll and HR tools, allowing you to manage payroll processing and human resources from one platform. With its automated payroll functionality, you can guarantee timely and accurate payroll processing for your employees, reducing the risk of errors. Paycor also provides customizable reporting features, enabling you to generate customized reports that meet your specific business needs. In addition, the mobile app gives your employees access to their payroll information and HR resources anytime, anywhere, enhancing accessibility and convenience. However, it’s essential to recognize that Paycor’s plans can become costly with various add-ons. Consequently, it’s wise to conduct a full expense breakdown before making your final selection to verify it fits within your budget while meeting your business requirements. Rippling Rippling offers a thorough payroll solution that seamlessly integrates HR and IT management, providing a unified platform for handling payroll, benefits, and administrative tasks. This all-encompassing tool automates payroll processes and expense reports, making it ideal for businesses with extensive administrative needs. Here are some key features that set Rippling apart: One-click payroll setup in over 50 countries, perfect for companies with international teams. Real-time compliance updates help you stay informed about changing regulations, mitigating risks effectively. Flexible pricing models based on the number of employees, along with potential annual software fees that may require training for advanced features. Rippling’s ability to streamline operations and keep you compliant makes it a solid choice for small businesses looking to simplify their payroll and HR processes. Paychex For small businesses seeking a reliable payroll solution, Paychex Flex stands out as a thorough platform that integrates payroll processing with essential HR tools. It offers customizable payroll options designed to your specific needs, supported by dedicated payroll specialists. With a user-friendly mobile app, both employers and employees can manage payroll and access critical information on-the-go. Here’s a quick overview of Paychex Flex features: Feature Description Customizable Payroll Designed options to meet your business needs Mobile App Manage payroll anytime, anywhere Reporting Over 180 pre-built reports for data analysis 24/7 Support Round-the-clock assistance and compliance help Paychex guarantees you stay compliant with payroll regulations and requirements, providing peace of mind as you focus on growing your business. Frequently Asked Questions What Is the Best Payroll Software for Small Businesses? When considering the best payroll software for small businesses, you’ve got several strong options to choose from. Gusto stands out for its user-friendly design and tax automation. If you already use QuickBooks, QuickBooks Payroll offers seamless integration. For growth, ADP RUN provides scalability and compliance features. Paychex Flex combines payroll with HR tools, whereas OnPay boasts straightforward pricing without hidden fees. Each option caters to different needs, so evaluate what works best for your business. Who Is Adp’s Biggest Competitor? ADP’s biggest competitor is Gusto, which offers a thorough payroll and HR platform designed for small businesses. Gusto simplifies onboarding and tax filing, making it an attractive alternative. Other notable competitors include QuickBooks Payroll, which integrates seamlessly with its accounting software, and Paychex, known for customizable payroll solutions. Rippling combines payroll with HR and IT management, whereas Square Payroll appeals to service-based businesses with its user-friendly interface and lower costs. What Is the Easiest Way to Do Payroll for a Small Business? The easiest way to handle payroll for your small business is by using user-friendly software that automates crucial tasks. Programs like Gusto or QuickBooks Payroll streamline calculations and tax filings, reducing your workload. Look for software with straightforward pricing to avoid hidden fees, ensuring you manage expenses effectively. Moreover, consider platforms that integrate HR functions, allowing you to consolidate payroll and employee administration, in the end saving you time and minimizing errors in processing. How Much Does Paychex Cost for a Small Business? Paychex typically starts around $60 per month for small businesses, but costs can vary based on your specific needs, employee count, and desired features. If you need supplementary services like time tracking or tax filing, expect extra charges. The pricing may likewise rise if you opt for advanced HR services. Paychex Flex offers a pay-as-you-go model, which allows you to scale costs as your business grows, so assess your needs carefully to avoid hidden fees. Conclusion In summary, selecting the right payroll software is vital for small businesses aiming to streamline their payroll processes. Each solution—Justworks, QuickBooks for Payroll, Square Payroll, Paycor, Rippling, and Paychex Flex—offers unique features that cater to various business needs. By evaluating these options based on functionality, ease of use, and support, you can make an informed decision that improves your payroll management and guarantees compliance, eventually contributing to your business’s efficiency and success. Image via Google Gemini This article, "Top 7 Paycheck Software Solutions for Small Businesses" was first published on Small Business Trends View the full article

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Work consumes around a third of our waking hours during the weekday. Yet, according to Gallup, nearly a third of employees are disengaged. 80,000 Hours, a London-based nonprofit that helps people find the best career fit for themselves, reviewed 60 studies on dream jobs and found that a dream job meets six criteria: it’s engaging, it helps others, you’re good at it, you work with supportive colleagues, it doesn’t have major negatives, and it fits with the rest of your life. Dream jobs seem difficult to land—one 2024 survey of 3,000 employees across the U.S. finds only 14% of American adults are working their dream job. The same study found that 38% of adults hate their job, and 66% would be willing to switch careers to chase their dream job. And at a time when the labor market is shedding jobs of all sorts, a dream job may seem like a chimera. And yet? There are people who pull it off. Fast Company talked with four workers who have the gig of their dreams. While some of them knew exactly what they wanted and went to school for it . . . others had no idea their dream job even existed, or navigated countless twists and turns. One interviewee spent a period of time homeless; another is busy building up other paths just in case it turns out her dream job, well, stops being the dream. How do you fashion the job of your dreams? We first asked this question back in 2007—and while industries and culture have changed, workers’ desire to do something meaningful to them has not. Nathalie Pereira: pilot What she does: Pereira is a first officer for United Airlines, where she flies a Boeing 777. She’s based out of New Jersey and makes long-haul international flights. Her career path: “I fell in love with flying when I was five and visiting Brazil,” says Pereira, who has Brazilian heritage. “Ever since, I wanted to be in the skies.” After high school, she attended flight school and worked as a pilot at a regional airport for five years, three as a captain. In 2021, she joined United’s Aviate program, a career development initiative started by United Airlines to find and develop pilots. Aviate offers candidates mentorship and guarantees them a job at United after completing the program and meeting hiring requirements. Pereira became a first officer for United in 2022. A day in the life: Pereira says she thrives on spontaneity. On a regular day, she’ll go through her morning routine of gym and coffee, and then look over her flight plan on the company iPad, which has information on everything from the weather on her route to plane maintenance status. Then she’ll go to the airport where she does a briefing with the other pilots on her crew. After the briefing, they’ll do a walkthrough of the plane to ensure everything works. Once Pereira touches down, she’ll meet up with her crew, grab a bite to eat, and explore the city. Some of her favorite stops include Tokyo, Brussels, and Barcelona. Her advice: “Being a pilot is highly feasible—there are a lot of resources,” she says. “If the cost of flight school is holding you back, just do it. You’ll make it back.” She points out there are also tons of scholarships available through organizations such as the Latino Pilots Association and Women in Aviation International. In addition, United’s Aviate Academy is designed to take candidates from their first flight to a job at United. While women only account for 11% of the pilots in America, Pereira wants other women to know that shouldn’t be a barrier. “Aviation has traditionally had fewer women in pilot roles, but access to the profession is based on meeting the same training, performance, and regulatory standards for all. Success comes from skill development, discipline, and experience. I never let gender deter me from pursuing what I love,” she says. Elizabeth Casper: personal stylist What she does: Casper works with clients at Stitch Fix to offer tips on styling. She’s also on Stitch Fix’s content creation team and helps make merchandise videos with fashion advice. Her career path: Casper comes from a family with fashion roots. Her family owns a bridal shop and her grandfather had a degree in pattern design. Casper ended up pursuing a degree in musical theatre and was at an audition when she saw a friend working remotely for Stitch Fix. “It blew my mind that you can be a stylist. That became the dream,” she says. “I didn’t know being a stylist was a thing. I assumed I’d need to learn to sew and become a designer, but what I really loved was the curation of outfits.” Casper monitored the Stitch Fix website for jobs and landed one in 2021. A day in the life: Casper starts the day by checking if she has any messages from clients, answering questions and helping them put together outfits. In the middle of the day, she’ll take a break to work on filming some content, and then she’ll wrap the day by styling more clients. “I’m always trying to delve into personal experience—what’s something that you’ve worn recently that made you feel good? What’s a color that makes you feel like you glow? Is there anything coming up on your calendar? How can I help make that easier?” Her advice: “Pursue the things that you love and allow all of the avenues that are open to you to teach you something to take forward,” Casper says, pointing out that her own career has been full of zigs and zags. “Style your friends, style yourself. Learn what fabrics feel like so you can take all of that knowledge into the next phase. Put your creativity and your art out there.” Melissa Lewis Gentry (MLG): video game designer What they do: MLG is a game designer for Demiurge Studios, which does code development for larger studios like Blizzard and Epic. “A game designer is analogous to a product designer,” MLG says. “I’m often the person who solves whatever problem comes up, whether it’s technical design, or gameplay programming.” Their career path: “I loved games as a kid and was definitely a Dungeons & Dragons nerd when I went to college. My dad was a programmer, so I grew up building my own computers. But when I got to college, I flunked that class,” MLG said. “A lot of it had to do with ADHD and not being diagnosed as a young woman in the early 2000s. Instead, I put down the idea of working in video games until the pandemic.” MLG’s path to video game design is long and winding and includes a stint working in a call center, taking a 50% pay cut to manage a comic and board game store which folded, working in sales and marketing at a board game company which also folded, and then trying to run a board game café that opened during the first month of the pandemic. When the board game cafe shut down, MLG became homeless. While MLG was crashing on a friend’s couch applying for jobs, they were invited to join a game jam (the equivalent of a hackathon). At the game jam, MLG started programming again and fell in love. They took online courses in programming and started searching for jobs in the video game industry. Ultimately they landed an internship at Demiurge Studios in 2021 for candidates with nontraditional experience who would otherwise be overlooked. Shortly after, they were promoted to full-time and still work there today. A day in the life: As a video game designer, you “have in your heart the perfect experience you want to give a player,” but then you have to marry it to time and budget. On a given day, MLG might be brainstorming ideas for a game with themes and characters and then narrowing these down. MLG also spends a lot of time problem-solving: “Every morning I look in [project management tool] Jira to see what tickets I have.” For example, if the designers want players to click a button to get a reward and the engineers say ‘we can’t do that,’ “‘it’s my job to say ‘what if we do this instead’?” Their advice: “No amount of education will give you the résumé experience of having shipped a game, and the best way to do this is make a game on your own and ship it. The video game industry has been seriously hit during the past two years and it’s brutally hard to find a job, but nothing is preventing you from making a game.” Zinia Lee Fengel: influencer What she does: Lee Fengel, who goes by Zinia Lee, has been a fashion influencer on Instagram for the past five years and has over 115,000 followers on Instagram. For many members of Gen Z, Lee’s path is the dream. However, given that, Lee is still in her early twenties and unsure of what she’ll want in the future. So she’s carving out other career options: She’s also a full-time student at the Fashion Institute of Technology in New York, and a public relations intern at Retrofête, a New York fashion label; influencers commonly have day jobs or additional side hustles, especially Gen Z. Her career path: Lee posted her first video during the pandemic when she was 16. “I love putting together cool outfits and wanted to share them,” she said. Within the first year, she started getting invites from brands. At first, they offered her free merchandise in return for a post. However, gradually this turned into paid deals. This summer, Lee got a manager and started landing four-figure brand deals. While influencing could be a full-time job for her, she chooses to work with brands that represent her values—for example, she only works with cruelty-free makeup brands, and only wears leather if it’s secondhand. A day in the life: Since Lee is juggling classes and an internship, she fits content creation where she can. “I have certain times of the day blocked off and I multitask,” she said, “I like going to the gym and being active, so I’ll set the treadmill to an incline walk and edit. I have CapCut Pro on my iPhone so I’ll also edit during my commute.” Lee keeps a Notion, an AI workspace, full of video ideas, as well as a timeline for what’s publishing when, and batches filming. “If I do my hair and have my makeup on, I’m gonna film five videos,” she said. Going forward, Lee doesn’t know if she’ll keep influencing, despite it already being a dream income stream for much of her age group. “I want to go wherever it takes me,” she said. “But I know it’s very easy to resent something you love.” Her advice: Lee notes that success is not linear. Sometimes a video you put two seconds into goes viral. Other times a video that you agonized over tanks. Instead, she said, the key is consistency. “A lot of people think, if I have one really good video idea it’ll go viral and then I’m set . . . I try to post every other day, so I’m constantly filming, editing, and producing.” However, she said the first step is easy: “Post a video. It really is that simple.” View the full article

I’m on vacation. Here are some past letters that I’m making new again, rather than leaving them to wilt in the archives. 1. I worked for a married couple and the husband told his wife we had an affair — but we didn’t I quit my retail management job two years ago over work/life balance issues and started working as a private home chef for a wealthy married couple. Long story short, the wife caught the husband having an affair and rather than admit who it was with and have to stop seeing her, he lied that it was me! She fired me. He apologized to explain himself and tried to give me money, but I was furious and told him off. So I’m on my own now. I need to look for a new conventional job, but I have no idea what to say about this last position on my resume especially because I can’t get a reference from them. But if I don’t list it, then how do I account for the last two years? What a jerk — not only cheating on his wife, but getting an innocent person fired in order to cover his tracks? Don’t leave that entire two years off your resume! Leave it on, and if employers ask about it, you can explain the couple’s marriage imploded, you were caught in the crossfire despite being scrupulously professional, and the situation between them was so volatile that you wouldn’t suggest them as a reference. (Also, if seeking “a conventional new job” means that you’re not looking for work as a private chef, employers may not even care about contacting this couple, which will make things easier.) Alternately, the fact that the husband offered you money might indicate he (rightly) feels guilty and might be open to other ways of trying to make you whole — like being your reference, which is the least he owes you. I know you told him off, but there could be room to contact him, say you’re having trouble finding a job because of the lie he told about you, and tell him you need him to be a reference for you for that job (which you presumably did well) or even just be willing to verify your employment so you can list it on your resume. You might not be comfortable doing that, but it’s an option to throw in the mix too. As is having a lawyer explain defamation to this couple, if you want to go that route. – 2020 2. Why are you asking me to do that? I am a mid-level HR director and routinely receive questions well outside the scope of my role. I understand that HR can end up being the catch-all for a lot of situations; however, I am not the team party planner, I do not know how to fix your IT issue, schedule your own meeting, etc.! My company views HR as a very strategic group, so I feel supported in my want to push back (and am in line with our culture) but I keep receiving requests well outside of/beneath my role. Clearly, some of this frustration stems from the fact that a lot of these questions treat me as a glorified admin or are individuals just trying to pass on the problem to someone else, but I am at a loss at how to respond effectively. Often, some of these questions are so out of my realm, I don’t even know who they should have asked in the first place. Obviously, I don’t want to set the tone of being completely unhelpful and risk employees not reaching out in the future, but I am not hitting the correct balance of how to effectively communicate that. Perhaps, if I were in another department, I would feel more comfortable to respond in increasingly blunt versions of “this question is better directed to someone else, apologies!” to “why on earth did you ask me that?” However, in HR, I want to maintain a level of respect and trust with my teams. Any suggestions on how to better respond to and redirect these inquiries? You can be pretty blunt about it and still use a warm, cheerful tone! Things you can say cheerfully: * “Oh, we don’t plan parties! Your team would handle that themselves.” * “That’s something IT would help with — unless there’s some HR angle that I’m missing?” (That piece at the end can be appended to some of these others too, to make a point in a polite way.) * “We don’t handle meeting scheduling; that’s something you or your team would do.” * “Hmmm, that’s not our realm! Normally I’d try to steer you in the right direction, but that’s so separate from what we do that I’m not sure who to point you toward.” As long as you’re warm and friendly when people interact with you, you’re not going to lose their trust for setting clear boundaries on what you do and don’t do. – 2020 3. My coworker borrowed my laptop … permanently About a year ago, my coworker’s husband was hit by car in a hit and run accident. It was a serious injury and he couldn’t use one arm for weeks. My coworker suddenly needed to work from home so she could be there to help him, and her Mac computer was not compatible with our systems. I own a desktop and laptop computer, and so I offered to loan her my personal laptop. But for some reason my coworker seems to think it was a gift rather than a loan. Our manager is my coworker’s cousin, and it was the manager I originally offered the laptop to as a solution for the immediate need. When I’ve asked the manager about getting my laptop back, she’s told me she would talk to her boss and see what he wants to do. Perhaps she meant he would get my coworker a replacement, but whether she returns my laptop shouldn’t be up to him. The company is struggling now and has just cut our salaries 25%, so that is not going to be an option. I am now considering leaving the company due to the salary cuts, or the possibility of being laid off. I might need to be able to do video interviews or meetings. I also want the option of being flexible where I work. How do I go about getting my laptop back? There’s no need to dance around it like this! Contact your coworker directly and say, “I’ve been happy to loan you my laptop over the past year, but I’ll need it back soon. Can you plan to return it to me no later than (date)?” (I’d give her 1-2 weeks so she has time to make other arrangements.) If she says she didn’t realize it was a loan, then say, “I had always intended it as a loan. I definitely can’t afford to just give away a laptop!” Since your manager seems to have the impression that she now gets to be involved in this too, loop her in as well — “Just FYI, it’s now been a year and I can’t continue to keep my personal laptop loaned out, so I’m letting Jane know I’ll need it back by (date).” From there, it’s up to your company to figure out how to provide your coworker with a computer. But it doesn’t get to commandeer yours just because you were nice enough to do everyone involved a favor. You get to decide what you’re offering and for how long, and a year is already way above and beyond. Read an update to this letter here. – 2020 4. How do I politely end professional phone calls? This question seems so simple, but it stumps me a few times a day. How do I get off the phone on a professional call, when there is nothing else to talk about or when I have to go? I’m a divorce lawyer, so the subject matter is very emotional and personal and relationships are key. It is important that my clients know I’m listening and that I care. I spend a lot of time on the phone with clients each day, asking or answering questions and relying information. We start off with an agenda, but then we get through what we have to get through … and then what? It’s often painful awkwardness. I find myself saying something that feels really clumsy, like “well, that’s it” or “okay, I’ll keep you posted” – which, duh, of course I will. I guess I don’t really have a better answer in my personal life, and usually just conclude calls with “I’ll let you go,” which is the universal signal that you are done talking on the phone. But, that doesn’t work professionally. There is obviously a simple answer here, but I can’t figure out what it is. What are the magic words? Actually, the way you’re doing it — with something like “okay, I’ll keep you posted” — is fine. You just need to say it confidently rather then feeling awkward about it. But some other options are: * “Okay, I’ve got everything I need. Thanks for your time, and I’ll be in touch soon.” * “Well, I should be back in touch with you in about two weeks when X happens.” (Wait for response.) “Talk to you then, and take care.” * “I’ve got to run to a meeting, but I hope this helped and we’ll talk soon.” * “I think that’s it for today! It was good talking with you.” * “Is there anything else we should cover before we wrap up?” * “It’s been good talking. Let’s plan to touch base next week.” – 2020 The post my boss told his wife we had an affair but we didn’t, coworker won’t return my laptop, and more appeared first on Ask a Manager. View the full article

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If you need to obtain a State Florida Background Check, comprehending the steps involved is vital. First, you’ll submit a Background Screening Request Form electronically. Once your request is confirmed, you’ll schedule a fingerprinting appointment. It’s important to bring valid identification and arrive on time. After your appointment, you can check your screening status through the appropriate channels. Knowing the details of this process can help you navigate any complications that may arise. What comes next is crucial for compliance. Key Takeaways Complete the Background Screening Request Form electronically to initiate the process for a Florida background check. Provide valid identification, such as a Driver’s License, State ID, or Passport, for the live scan background check. Schedule a fingerprinting appointment using the online scheduler provided by the hiring department. Attend the fingerprinting appointment on time and complete the necessary Background Screening Consent Form if you are a minor. Check your screening status through the appropriate department or Clearinghouse results website for eligibility updates. Who Requires a Level 2 Background Screening? Level 2 Background Screening is vital for various individuals in positions that involve trust and responsibility, particularly those who work with children and vulnerable populations. This screening is mandatory for roles in sensitive environments like healthcare facilities and educational institutions, ensuring safety and compliance with regulations. If you’re volunteering in youth programs, such as summer camps or after-school activities, you’ll also need to complete a Level 2 background screening as mandated by state requirements. Specific programs, including Baby Gator and those overseen by the Florida Department of Children and Families, require this screening for all participants. Furthermore, if a minor is involved, a signed Background Screening Consent Form is necessary, requiring consent from both the minor and their parent or guardian before the screening can proceed. Recognizing who requires a Level 2 background screening is fundamental for maintaining a safe environment for vulnerable populations. Exceptions In regards to background checks in Florida, there are specific exceptions that you should be aware of. Certain programs, like Baby Gator and After School Programs, have unique requirements that may alter the standard Level 2 DCF Background Screening process. Comprehending these exceptions, especially for volunteers in youth programs, is essential, so be sure to consult the guidelines from the relevant agency to get accurate information. Specific Program Requirements Although many programs adhere to standard background screening requirements, some exceptions exist that you should be aware of. For instance, programs like Baby Gator and After School Programs require a Level 2 DCF Background Screening to protect minors. The Florida Department of Children and Families mandates these screenings for all staff and volunteers working in youth camps, even outside the summer season. It’s essential to check specific program criteria, as exceptions may apply. Furthermore, a signed Background Screening Consent Form is necessary for minors, requiring consent from both the minor and their parent or guardian. Make sure you submit all documentation accurately and timely to avoid delays, during keeping in mind that a Florida criminal records search free can aid in your preparations for the Florida background process. Volunteer Screening Criteria To guarantee the safety of children and vulnerable populations, various programs have specific volunteer screening criteria that you need to follow. For example, youth camps and after-school programs require a Level 2 DCF Background Screening. You should submit a signed Background Screening Consent Form, which requires approval from both the minor and their parent or guardian. Some exceptions to these criteria are outlined in the Pre-Employment Screening Using HireRight guidelines. Here’s a quick overview: Criteria Requirement Level 2 Screening Mandatory for sensitive positions Consent Form Required for minors Documentation Submission Must be completed before screening To guarantee compliance, consider utilizing a Florida criminal record check or a free background check Florida. Screening Minors Screening minors for background checks is an important process that guarantees the safety and well-being of youth involved in various programs. To start, you’ll need a signed Background Screening Consent Form, which requires approval from both the minor and their parent or guardian. Make sure you submit all necessary documentation before the screening to comply with legal requirements. Completing all forms accurately is vital to prevent delays in the background screening process for minors. When conducting a criminal background check in Florida, be aware that specific regulations apply, especially in youth activities or camps. The screening process may involve fingerprinting, which needs to be scheduled in advance. Valid identification, such as a Driver’s License, State ID, or Passport, is required during the fingerprinting appointment. Even though Florida criminal records are accessible, the screening process for minors is rigorous to maintain safety and trust in youth programs. Level 2 Background Screening Process When you’re involved in the Level 2 Background Screening Process, the first step is submitting a Background Screening Request Form through the hiring department. Once your request is confirmed, you must have a Level 2 Supplement background package on file with the Talent Acquisition Office (TAO). After that, schedule a fingerprinting appointment using the online scheduler. Bring valid identification, like a Driver’s License or Passport, to your appointment. This step is essential, as you’ll undergo a live scan background check that includes a review of your Florida criminal record. After completing the fingerprinting, check with the TAO to confirm that all steps were successfully completed. This screening is significant for positions of trust, especially in youth programs and sensitive areas, ensuring the safety of vulnerable populations. Following these steps diligently helps maintain a secure environment for all involved. Step 1: Submit the Request Form Submitting the Background Screening Request Form is the crucial first step in obtaining a Florida background check. To start, you must complete and submit this form electronically, as mail submissions were discontinued on July 1, 2020. You can access the form through the Florida Criminal History Record Check website, which connects you to the Florida criminal database, offering both state and national criminal history information. Accuracy is key when filling out your request; make certain you provide precise personal information to receive thorough and correct results. The Florida Department of Law Enforcement (FDLE) manages these requests and will keep you updated on the status of your background check. If you’re seeking employment or licensing, check with the relevant agency for specific requirements related to your background check. Step 2: Level 2 Supplement Confirmation Once you’ve submitted the Background Screening Request Form, the next step is to confirm the Level 2 Supplement package‘s availability. You’ll need to guarantee that all required documents are up to date and meet the specific guidelines outlined by the hiring department. This confirmation is essential, as it allows you to move forward with scheduling your fingerprinting appointment for the background check. Confirm Package Availability Confirming the availability of the Level 2 Supplement background package is a critical step in the background screening process. Before you can proceed to fingerprinting, your hiring department must verify that all necessary documentation for the state of Florida background check is in order. This step guarantees compliance with state regulations, especially for positions of trust. If you skip this confirmation, you could face delays in obtaining your Florida arrest records public free. Step Action Required Importance Confirm Package Verify documentation & forms Guarantees compliance Check Status Contact hiring department Prevents delays Move to Fingerprinting Proceed after confirmation Initiates screening process Review Supplement Requirements Before moving forward with the fingerprinting process, it’s important to guarantee that the Level 2 Supplement background package is properly filed with the Talent Acquisition Office (TAO). This package is vital for securing compliance with state regulations and helps verify your state of Florida criminal records. Confirming this documentation guarantees accuracy before scheduling your fingerprinting appointment. Here are key points to remember: Verify the package includes all required documents. Double-check for any missing information. Confirm submission with the TAO. Understand that delays may arise from incomplete submissions. Be aware that Florida criminal convictions will be reviewed during this process. Taking these steps seriously can help streamline your background check and avoid unnecessary setbacks. Step 3: Candidate Schedules a Fingerprinting Appointment Scheduling your fingerprinting appointment is a critical step in the Florida background check process. You’ll need to use the online scheduler provided by your hiring department or relevant agency to book your fingerprint appointment. It’s important to choose a convenient location and time that fits your schedule. Before you proceed, make certain you’ve completed any necessary background screening request forms, as this will streamline the process. On the day of your appointment, don’t forget to bring a valid form of identification, such as your Driver’s License, State ID, or Passport, as it’s required for verification. Timely scheduling is essential, as delays in setting up your appointment can slow down the overall background check flow. By staying organized and proactive, you’ll help guarantee a smoother experience as you move forward in your background check expedition. Step 4: Candidate Attends the Appointment Attending your fingerprinting appointment is a crucial part of the Florida background check process. To guarantee a smooth experience, keep these important points in mind: Bring a valid form of identification (Driver’s License, State ID, or Passport). Schedule your appointment through the hiring department’s online scheduler. Arrive on time to avoid delays in your background screening. Complete a Background Screening Consent Form beforehand, especially if you’re a minor. Confirm your screening status with the Talent Acquisition Office (TAO) after your appointment. These steps help facilitate the Florida criminal records search and arrest record search, guaranteeing your application progresses efficiently. Step 5: Screening Results Once you’ve completed your fingerprinting appointment, the next phase involves awaiting the results of your Level 2 background screening. These results are typically processed through the Care Provider Background Screening Clearinghouse. To check the status of your screening results, you can contact the appropriate department or access the Clearinghouse results website. The results will indicate whether you’re eligible for employment or if there are disqualifying factors based on your background check, which may include a state of Florida criminal records search or Florida police records. It’s important to keep in mind that these results are confidential and can only be shared with authorized entities involved in the hiring process. Timely communication is crucial since any delays in reviewing results can affect your employment status in regulated facilities. Staying proactive in checking your results will help you navigate this critical phase efficiently. The Background Screening Unit The Florida Agency for Health Care Administration plays an essential role in determining eligibility for individuals seeking to work in health care settings licensed by the Florida Agency for Health Care Administration. This unit not just evaluates applications for exemptions from background screening requirements but additionally maintains the Care Provider Background Screening Clearinghouse, which allows for efficient fingerprint-based checks. You can access the results of these screenings through the user-friendly Clearinghouse Results Website, ensuring that approved providers and applicants stay informed. Eligibility Determination Process To guarantee you meet the necessary standards for employment in Florida’s licensed health care facilities, grasping the eligibility determination process is vital. The Background Screening Unit conducts Level 2 fingerprint-based background checks to confirm compliance with state regulations. This process involves: Submitting fingerprints to the Care Provider Background Screening Clearinghouse Evaluating results against state standards Conducting a thorough criminal record search Florida Verifying any relevant Florida arrest records search Completing eligibility determination before you start working This eligibility determination is critical, as it safeguards the well-being of vulnerable populations served by licensed health care providers. Clearinghouse Results Access Accessing the results from the Care Provider Background Screening Clearinghouse is an important step after your eligibility determination process. This unit particularly processes screening results for Florida Agency for Health Care Administration licensed by the Agency for Health Care Administration (AHCA). Approved providers can log into the Clearinghouse Results Website to view background screening results and communicate directly with the unit. This step guarantees compliance with state regulations, ultimately supporting the safety of vulnerable populations. If you’re looking for free arrest records Florida or Florida police records free, the Clearinghouse is a crucial resource. It facilitates a Level 2 fingerprint-based background check, evaluating applications for exemptions regarding background checks in regulated health care facilities. Need Assistance? Contact Us When you need assistance with Florida background checks, several contact options are available to verify you receive the support you require. You can reach out to the dedicated phone line at 850-412-4503 for immediate help. If you prefer written communication, email your inquiries to the specific address for background check assistance. To process necessary documents, fax them to 850-487-0470 to guarantee prompt handling. Remember, to avoid delays, stick to these designated contact methods and refrain from calling other AHCA numbers. For additional resources related to the state of Florida background check free services and arrest records Florida, visit the official AHCA website: Call the dedicated phone line Email for written inquiries Fax necessary documents Visit the official AHCA website Avoid calling other AHCA numbers Following these steps will help streamline your experience with Florida background checks. Frequently Asked Questions How to Obtain a Florida Background Check? To obtain a Florida background check, start by visiting the Florida Criminal History Record Check website. You’ll need to provide your full name, date of birth, and any aliases to guarantee accurate results. Remember, you can request your own criminal history for personal review, but it’s not valid for employment. For work-related checks, contact the specific agency, like a local school district, to understand their requirements and processes. How Long Does It Take to Do a Background Check in the State of Florida? In Florida, the time it takes for a background check can vary. A Level 1 check usually takes 3 to 5 business days, whereas a Level 2 fingerprint-based check may take 7 to 10 business days. Factors like request volume and the accuracy of your submitted information can impact this duration. To stay informed, you can check the status of your background check through the Florida Department of Law Enforcement or the relevant agency’s portal. Where to Go to Get a State Background Check? To get a state background check in Florida, you’ll need to visit the Florida Department of Law Enforcement (FDLE) website. There, you can request your criminal history record electronically. If you’re seeking this for employment, make sure to check with your specific agency, as they might’ve additional requirements. For roles involving vulnerable populations, you may likewise need a Level 2 fingerprint-based screening through the Care Provider Background Screening Clearinghouse. How Much Does It Cost to Get a Background Check in Florida? In Florida, the cost for a Level 1 background check typically runs about $24. If you need a Level 2 check, which includes fingerprinting, the price ranges from $50 to $150, depending on the provider. Keep in mind that additional fees may apply for fingerprinting services. Always check if the organization requiring the background check covers the cost, and verify your submitted information is accurate to avoid extra charges. Conclusion In summary, obtaining a Florida Level 2 background check involves several key steps, from submitting the request form to attending the fingerprinting appointment. It is vital to follow these steps carefully to guarantee compliance with state requirements. After your appointment, check your screening status for results. If you encounter any issues or have questions, don’t hesitate to reach out to the Background Screening Unit for assistance. Completing this process accurately is significant for your eligibility in various positions. Image via Google Gemini This article, "Steps to Obtain a State Florida Background Check" was first published on Small Business Trends View the full article

If you need to obtain a State Florida Background Check, comprehending the steps involved is vital. First, you’ll submit a Background Screening Request Form electronically. Once your request is confirmed, you’ll schedule a fingerprinting appointment. It’s important to bring valid identification and arrive on time. After your appointment, you can check your screening status through the appropriate channels. Knowing the details of this process can help you navigate any complications that may arise. What comes next is crucial for compliance. Key Takeaways Complete the Background Screening Request Form electronically to initiate the process for a Florida background check. Provide valid identification, such as a Driver’s License, State ID, or Passport, for the live scan background check. Schedule a fingerprinting appointment using the online scheduler provided by the hiring department. Attend the fingerprinting appointment on time and complete the necessary Background Screening Consent Form if you are a minor. Check your screening status through the appropriate department or Clearinghouse results website for eligibility updates. Who Requires a Level 2 Background Screening? Level 2 Background Screening is vital for various individuals in positions that involve trust and responsibility, particularly those who work with children and vulnerable populations. This screening is mandatory for roles in sensitive environments like healthcare facilities and educational institutions, ensuring safety and compliance with regulations. If you’re volunteering in youth programs, such as summer camps or after-school activities, you’ll also need to complete a Level 2 background screening as mandated by state requirements. Specific programs, including Baby Gator and those overseen by the Florida Department of Children and Families, require this screening for all participants. Furthermore, if a minor is involved, a signed Background Screening Consent Form is necessary, requiring consent from both the minor and their parent or guardian before the screening can proceed. Recognizing who requires a Level 2 background screening is fundamental for maintaining a safe environment for vulnerable populations. Exceptions In regards to background checks in Florida, there are specific exceptions that you should be aware of. Certain programs, like Baby Gator and After School Programs, have unique requirements that may alter the standard Level 2 DCF Background Screening process. Comprehending these exceptions, especially for volunteers in youth programs, is essential, so be sure to consult the guidelines from the relevant agency to get accurate information. Specific Program Requirements Although many programs adhere to standard background screening requirements, some exceptions exist that you should be aware of. For instance, programs like Baby Gator and After School Programs require a Level 2 DCF Background Screening to protect minors. The Florida Department of Children and Families mandates these screenings for all staff and volunteers working in youth camps, even outside the summer season. It’s essential to check specific program criteria, as exceptions may apply. Furthermore, a signed Background Screening Consent Form is necessary for minors, requiring consent from both the minor and their parent or guardian. Make sure you submit all documentation accurately and timely to avoid delays, during keeping in mind that a Florida criminal records search free can aid in your preparations for the Florida background process. Volunteer Screening Criteria To guarantee the safety of children and vulnerable populations, various programs have specific volunteer screening criteria that you need to follow. For example, youth camps and after-school programs require a Level 2 DCF Background Screening. You should submit a signed Background Screening Consent Form, which requires approval from both the minor and their parent or guardian. Some exceptions to these criteria are outlined in the Pre-Employment Screening Using HireRight guidelines. Here’s a quick overview: Criteria Requirement Level 2 Screening Mandatory for sensitive positions Consent Form Required for minors Documentation Submission Must be completed before screening To guarantee compliance, consider utilizing a Florida criminal record check or a free background check Florida. Screening Minors Screening minors for background checks is an important process that guarantees the safety and well-being of youth involved in various programs. To start, you’ll need a signed Background Screening Consent Form, which requires approval from both the minor and their parent or guardian. Make sure you submit all necessary documentation before the screening to comply with legal requirements. Completing all forms accurately is vital to prevent delays in the background screening process for minors. When conducting a criminal background check in Florida, be aware that specific regulations apply, especially in youth activities or camps. The screening process may involve fingerprinting, which needs to be scheduled in advance. Valid identification, such as a Driver’s License, State ID, or Passport, is required during the fingerprinting appointment. Even though Florida criminal records are accessible, the screening process for minors is rigorous to maintain safety and trust in youth programs. Level 2 Background Screening Process When you’re involved in the Level 2 Background Screening Process, the first step is submitting a Background Screening Request Form through the hiring department. Once your request is confirmed, you must have a Level 2 Supplement background package on file with the Talent Acquisition Office (TAO). After that, schedule a fingerprinting appointment using the online scheduler. Bring valid identification, like a Driver’s License or Passport, to your appointment. This step is essential, as you’ll undergo a live scan background check that includes a review of your Florida criminal record. After completing the fingerprinting, check with the TAO to confirm that all steps were successfully completed. This screening is significant for positions of trust, especially in youth programs and sensitive areas, ensuring the safety of vulnerable populations. Following these steps diligently helps maintain a secure environment for all involved. Step 1: Submit the Request Form Submitting the Background Screening Request Form is the crucial first step in obtaining a Florida background check. To start, you must complete and submit this form electronically, as mail submissions were discontinued on July 1, 2020. You can access the form through the Florida Criminal History Record Check website, which connects you to the Florida criminal database, offering both state and national criminal history information. Accuracy is key when filling out your request; make certain you provide precise personal information to receive thorough and correct results. The Florida Department of Law Enforcement (FDLE) manages these requests and will keep you updated on the status of your background check. If you’re seeking employment or licensing, check with the relevant agency for specific requirements related to your background check. Step 2: Level 2 Supplement Confirmation Once you’ve submitted the Background Screening Request Form, the next step is to confirm the Level 2 Supplement package‘s availability. You’ll need to guarantee that all required documents are up to date and meet the specific guidelines outlined by the hiring department. This confirmation is essential, as it allows you to move forward with scheduling your fingerprinting appointment for the background check. Confirm Package Availability Confirming the availability of the Level 2 Supplement background package is a critical step in the background screening process. Before you can proceed to fingerprinting, your hiring department must verify that all necessary documentation for the state of Florida background check is in order. This step guarantees compliance with state regulations, especially for positions of trust. If you skip this confirmation, you could face delays in obtaining your Florida arrest records public free. Step Action Required Importance Confirm Package Verify documentation & forms Guarantees compliance Check Status Contact hiring department Prevents delays Move to Fingerprinting Proceed after confirmation Initiates screening process Review Supplement Requirements Before moving forward with the fingerprinting process, it’s important to guarantee that the Level 2 Supplement background package is properly filed with the Talent Acquisition Office (TAO). This package is vital for securing compliance with state regulations and helps verify your state of Florida criminal records. Confirming this documentation guarantees accuracy before scheduling your fingerprinting appointment. Here are key points to remember: Verify the package includes all required documents. Double-check for any missing information. Confirm submission with the TAO. Understand that delays may arise from incomplete submissions. Be aware that Florida criminal convictions will be reviewed during this process. Taking these steps seriously can help streamline your background check and avoid unnecessary setbacks. Step 3: Candidate Schedules a Fingerprinting Appointment Scheduling your fingerprinting appointment is a critical step in the Florida background check process. You’ll need to use the online scheduler provided by your hiring department or relevant agency to book your fingerprint appointment. It’s important to choose a convenient location and time that fits your schedule. Before you proceed, make certain you’ve completed any necessary background screening request forms, as this will streamline the process. On the day of your appointment, don’t forget to bring a valid form of identification, such as your Driver’s License, State ID, or Passport, as it’s required for verification. Timely scheduling is essential, as delays in setting up your appointment can slow down the overall background check flow. By staying organized and proactive, you’ll help guarantee a smoother experience as you move forward in your background check expedition. Step 4: Candidate Attends the Appointment Attending your fingerprinting appointment is a crucial part of the Florida background check process. To guarantee a smooth experience, keep these important points in mind: Bring a valid form of identification (Driver’s License, State ID, or Passport). Schedule your appointment through the hiring department’s online scheduler. Arrive on time to avoid delays in your background screening. Complete a Background Screening Consent Form beforehand, especially if you’re a minor. Confirm your screening status with the Talent Acquisition Office (TAO) after your appointment. These steps help facilitate the Florida criminal records search and arrest record search, guaranteeing your application progresses efficiently. Step 5: Screening Results Once you’ve completed your fingerprinting appointment, the next phase involves awaiting the results of your Level 2 background screening. These results are typically processed through the Care Provider Background Screening Clearinghouse. To check the status of your screening results, you can contact the appropriate department or access the Clearinghouse results website. The results will indicate whether you’re eligible for employment or if there are disqualifying factors based on your background check, which may include a state of Florida criminal records search or Florida police records. It’s important to keep in mind that these results are confidential and can only be shared with authorized entities involved in the hiring process. Timely communication is crucial since any delays in reviewing results can affect your employment status in regulated facilities. Staying proactive in checking your results will help you navigate this critical phase efficiently. The Background Screening Unit The Florida Agency for Health Care Administration plays an essential role in determining eligibility for individuals seeking to work in health care settings licensed by the Florida Agency for Health Care Administration. This unit not just evaluates applications for exemptions from background screening requirements but additionally maintains the Care Provider Background Screening Clearinghouse, which allows for efficient fingerprint-based checks. You can access the results of these screenings through the user-friendly Clearinghouse Results Website, ensuring that approved providers and applicants stay informed. Eligibility Determination Process To guarantee you meet the necessary standards for employment in Florida’s licensed health care facilities, grasping the eligibility determination process is vital. The Background Screening Unit conducts Level 2 fingerprint-based background checks to confirm compliance with state regulations. This process involves: Submitting fingerprints to the Care Provider Background Screening Clearinghouse Evaluating results against state standards Conducting a thorough criminal record search Florida Verifying any relevant Florida arrest records search Completing eligibility determination before you start working This eligibility determination is critical, as it safeguards the well-being of vulnerable populations served by licensed health care providers. Clearinghouse Results Access Accessing the results from the Care Provider Background Screening Clearinghouse is an important step after your eligibility determination process. This unit particularly processes screening results for Florida Agency for Health Care Administration licensed by the Agency for Health Care Administration (AHCA). Approved providers can log into the Clearinghouse Results Website to view background screening results and communicate directly with the unit. This step guarantees compliance with state regulations, ultimately supporting the safety of vulnerable populations. If you’re looking for free arrest records Florida or Florida police records free, the Clearinghouse is a crucial resource. It facilitates a Level 2 fingerprint-based background check, evaluating applications for exemptions regarding background checks in regulated health care facilities. Need Assistance? Contact Us When you need assistance with Florida background checks, several contact options are available to verify you receive the support you require. You can reach out to the dedicated phone line at 850-412-4503 for immediate help. If you prefer written communication, email your inquiries to the specific address for background check assistance. To process necessary documents, fax them to 850-487-0470 to guarantee prompt handling. Remember, to avoid delays, stick to these designated contact methods and refrain from calling other AHCA numbers. For additional resources related to the state of Florida background check free services and arrest records Florida, visit the official AHCA website: Call the dedicated phone line Email for written inquiries Fax necessary documents Visit the official AHCA website Avoid calling other AHCA numbers Following these steps will help streamline your experience with Florida background checks. Frequently Asked Questions How to Obtain a Florida Background Check? To obtain a Florida background check, start by visiting the Florida Criminal History Record Check website. You’ll need to provide your full name, date of birth, and any aliases to guarantee accurate results. Remember, you can request your own criminal history for personal review, but it’s not valid for employment. For work-related checks, contact the specific agency, like a local school district, to understand their requirements and processes. How Long Does It Take to Do a Background Check in the State of Florida? In Florida, the time it takes for a background check can vary. A Level 1 check usually takes 3 to 5 business days, whereas a Level 2 fingerprint-based check may take 7 to 10 business days. Factors like request volume and the accuracy of your submitted information can impact this duration. To stay informed, you can check the status of your background check through the Florida Department of Law Enforcement or the relevant agency’s portal. Where to Go to Get a State Background Check? To get a state background check in Florida, you’ll need to visit the Florida Department of Law Enforcement (FDLE) website. There, you can request your criminal history record electronically. If you’re seeking this for employment, make sure to check with your specific agency, as they might’ve additional requirements. For roles involving vulnerable populations, you may likewise need a Level 2 fingerprint-based screening through the Care Provider Background Screening Clearinghouse. How Much Does It Cost to Get a Background Check in Florida? In Florida, the cost for a Level 1 background check typically runs about $24. If you need a Level 2 check, which includes fingerprinting, the price ranges from $50 to $150, depending on the provider. Keep in mind that additional fees may apply for fingerprinting services. Always check if the organization requiring the background check covers the cost, and verify your submitted information is accurate to avoid extra charges. Conclusion In summary, obtaining a Florida Level 2 background check involves several key steps, from submitting the request form to attending the fingerprinting appointment. It is vital to follow these steps carefully to guarantee compliance with state requirements. After your appointment, check your screening status for results. If you encounter any issues or have questions, don’t hesitate to reach out to the Background Screening Unit for assistance. Completing this process accurately is significant for your eligibility in various positions. Image via Google Gemini This article, "Steps to Obtain a State Florida Background Check" was first published on Small Business Trends View the full article

In terms of managing payroll efficiently, selecting the right software can make a significant difference for your business. Companies like ADP Workforce Now, Gusto, QuickBooks Payroll, Paychex, and Paylocity each offer unique features aimed at simplifying payroll processes. These solutions not just automate calculations but additionally provide robust support and integration options. Comprehending the strengths of each can help you choose the best fit for your needs. Let’s explore what makes each of these companies stand out. Key Takeaways ADP Workforce Now offers seamless payroll integration and mobile options, streamlining payroll processes for businesses of all sizes. Gusto is ranked #1 for small businesses, providing unlimited payroll runs and automated tax filing starting at $49 per month. QuickBooks Payroll supports efficient payroll management with automatic tax calculations and 24/7 customer support for small businesses. Paychex delivers customized payroll solutions with automatic tax compliance and 24/7 support, catering to diverse business needs. Paylocity simplifies payroll with a user-friendly interface, comprehensive reporting features, and outstanding customer service tailored to organizational requirements. ADP Workforce Now ADP Workforce Now is an all-inclusive payroll solution that streamlines payroll processes for businesses of all sizes, helping to improve accuracy and efficiency. When you consider payroll software comparison among various payroll software companies, ADP stands out with its seamless payroll integration solutions. This platform offers mobile payroll options and direct deposit features, allowing your employees to access their payments conveniently and securely. Moreover, ADP simplifies recruitment and onboarding with pain-free job postings, making it easier for you to find the right talent. The Payroll AutoPilot feature automates payroll processing, including tax calculations, ensuring compliance with federal, state, and local regulations. You’ll likewise appreciate the top-rated mobile app, which boosts accessibility and supports real-time payroll management. Gusto In relation to payroll software for small businesses, Gusto has emerged as a top contender, earning the title of the #1 best payroll software for 2024. Starting at $49 per month plus $6 per employee, Gusto offers a cost-effective solution for many. The platform allows unlimited payroll runs and provides next-day direct deposit, giving you flexibility for your payroll needs. Gusto simplifies payroll processing by automating tax filing, which helps guarantee compliance and accuracy, reducing your administrative burden. With dedicated customer support, you can resolve issues quickly. It additionally integrates with over 100 applications, including popular accounting software, making financial management seamless. For those new to payroll software, Gusto offers dedicated onboarding support, guaranteeing a smooth changeover. QuickBooks Payroll QuickBooks Payroll provides an efficient solution for small businesses looking to manage their payroll processes effectively. Starting at $50 per month, plus $6 per employee, it simplifies financial management with integrated payroll processing and automatic tax calculations. You can easily track expenses and conduct month-end reviews through its user-friendly interface, enhancing your overall experience. One of the standout features is the support for unlimited payroll runs and next-day direct deposits, ensuring your employees receive timely payments. Furthermore, QuickBooks Payroll integrates seamlessly with various accounting software, especially its own QuickBooks platform, streamlining your financial operations. If you ever encounter any issues, customer support is readily available via phone, along with 24/7 chat assistance from payroll experts, ensuring you get the help you need when you need it. QuickBooks Payroll stands out as an all-encompassing tool for managing payroll efficiently in your small business. Paychex Paychex stands out as a robust payroll solution for businesses of all sizes, offering customized services through three distinct payroll plans. This flexibility guarantees you can select the option that fits your operational needs best. Paychex simplifies your payroll process by including automatic payroll tax calculations and payments, helping you stay compliant during the reduction of administrative errors. With over 730,000 clients, Paychex has established a strong reputation in the payroll service industry, showcasing its vast experience. You’ll appreciate the 24/7 customer service support, which means you can get assistance whenever you have payroll-related queries. Additionally, Paychex’s flexible processing options allow you to tailor your payroll experience, confirming it aligns with your business requirements. All in all, Paychex provides a thorough solution that streamlines payroll management, making it an excellent choice for any business looking to improve its payroll processes. Paylocity Steering through the intricacies of payroll can be challenging, but Paylocity offers an all-inclusive all-in-one solution designed to simplify this process for businesses of all sizes. The platform improves employee retention and satisfaction through its user-friendly interface, making it easier for you to manage your workforce. With thorough time tracking and payroll reporting features, you can efficiently oversee all aspects of payroll management. Paylocity focuses on providing outstanding customer service, ensuring that you receive timely support whenever needed. The platform is highly customizable, allowing you to tailor it to meet the specific needs of your organization. This versatility positions Paylocity as an ideal choice for diverse clientele, helping you streamline payroll processes effectively. Whether you run a small business or a large corporation, Paylocity’s robust features can facilitate your payroll needs during a positive employee experience. Frequently Asked Questions What Is the Best Payroll Management Software? When choosing the best payroll management software, consider factors like your business size, budget, and features. Gusto offers extensive services starting at $49 per month, whereas QuickBooks Payroll thrives in accounting integration. OnPay is user-friendly, making payroll easy, and Paycor provides customized solutions for growing businesses. If you’re looking for affordability, Patriot Payroll starts at $37 per month. Each option has unique benefits, so evaluate what aligns best with your specific needs. Who Is Adp’s Biggest Competitor? ADP’s biggest competitor is Paychex, which offers payroll and human capital management solutions to over 730,000 clients. Paychex emphasizes customer service and flexibility, making it a strong alternative for businesses needing adaptable payroll options. Another significant rival is Gusto, particularly favored by small businesses for its user-friendly interface and strong features. Workday and QuickBooks Payroll also compete in different segments, providing extensive payroll solutions customized for larger organizations and small businesses, respectively. Who Is Better Than Paychex? When considering payroll software, several options outperform Paychex. Gusto is praised for its user-friendly interface and features like unlimited payroll runs, making it ideal for small businesses. Similarly, QuickBooks Payroll integrates seamlessly with accounting tasks, enhancing usability. OnPay offers simplicity with automated tax filings, whereas ADP provides advanced tools for larger organizations. Paylocity focuses on employee satisfaction with customized HR solutions, giving it a competitive edge in the payroll software market. Who Is the Biggest Payroll Company in the US? The biggest payroll company in the U.S. is ADP, which has been in operation since 1949. With over 64,000 employees, ADP serves more than 740,000 clients globally, offering extensive payroll services. Their solutions include automated tax calculations and compliance management. Paychex follows closely, established in 1971, employing around 16,000 staff and catering to over 730,000 clients. Both companies dominate the payroll market, providing reliable and all-encompassing services for businesses of all sizes. Conclusion In summary, choosing the right payroll software is crucial for streamlining your payroll processes. Companies like ADP Workforce Now, Gusto, QuickBooks Payroll, Paychex, and Paylocity each offer unique features customized to different business needs. By considering factors such as automation, user experience, and customer support, you can find the solution that best fits your organization. Investing in efficient payroll software not just simplifies payroll management but additionally saves time and resources, allowing you to focus on your core business operations. Image via Google Gemini This article, "Top 5 Payroll Software Companies to Simplify Payroll Processes" was first published on Small Business Trends View the full article