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Paycom Stands Out with Latest Accomplishment

Paycom continues to rake in the accolades, this time garnering its 11th-consecutive appearance on the Greater Oklahoma City Chamber’s Metro 50 list. Of the Metro 50 winners, Paycom’s 11-year reign of consecutive appearances is the most of any of the companies on the list.

“This is huge honor to be the longest-running member on this distinguished list,” Paycom founder and CEO Chad Richison said. “But even more, this award is an indicator that our unique business model has resulted in continued, steady and sustainable growth.”

The Metro 50 event is scheduled for Sept. 23 at the National Cowboy and Heritage Museum in Oklahoma City where rankings of all of the Metro 50 winners will be announced.

The accolade showcases the metropolitan’s fastest-growing private companies. Qualified companies are required to have revenues of at least $1 million for the previous year and will be ranked based on their percentage of annual growth.

Growth is the name of the game at Paycom. In the last 12 months, the online human capital management provider announced rapid growth with an addition to its headquarters and added the Inc. Hire Power Award which recognizes private companies that are leading the way in job creation. Stay tuned for more exciting news from one of the fastest-growing companies in America.

Author Bio: A writer, speaker and young business leader, Jason has been the communications pulse for a number of organizations, including Paycom. A featured writer on human capital management technology, leadership and the Affordable Care Act, Jason launched Paycom’s blog and social media channels, helping empower organizations around the nation. Jason is attuned to the needs of businesses and recently helped develop a tool to aid organizations in their pursuit to comply with the ACA; one of the largest changes in healthcare the country has seen. While working in athletics for ESPN and FoxSports, Jason learned the importance of hard work and branding. In his free time he enjoys adventuring with his family, reading and exploring new areas to strengthen his business acumen.


5 Most Common Wage Violations in Hospitality

Managing compliance is a big job for HR in any industry. In hospitality, it can be especially challenging. Minimum wage, tax and tip credit requirements vary, depending on the state in which you’re located.  Even employees working in the same location are paid differently and are subject to different laws based on the duties they perform. Tipped employees’ pay rates can change from week to week, depending on how busy business is…or isn’t.

With such a complicated regulatory environment, it’s no wonder that of the nine industries investigated by the Department of Labor’s Wage and Hour Division (WHD) in 2014, the hospitality industry made up 51 percent of cases in which the WHD recovered back wages.

Problem areas for hospitality companies

So which specific HR and payroll issues triggered compliance violations for hospitality businesses? The Labor department lists the following as “typical problems” found during industry investigations:

  1. Minimum wage violations, typically resulting from inaccurately calculated tip credit or tip pooling
  2. Problems with overtime, including erroneously averaged hours over two weeks and improperly calculated overtime for tipped employees
  3. Misclassification of contract workers: If you can control what will be done and how it will be done, the person you’re directing to do it is probably not considered a contractor. More specific criteria apply; you can check them out here.
  4. Meeting criteria for exempt employees: For an employee to be legally exempt, the nature of his/her work and pay must meet certain criteria, including a minimum weekly wage.
  5. Poor recordkeeping: Some documents must be kept for two years, some for three years and others for six or more. Not only is bad recordkeeping an offense in and of itself, but it leaves organizations practically unable to defend their businesses against any of the above violations.

Possible Solutions

How can your company overcome the challenge of complex laws and proactively remain compliant? Some companies perform self-audits to identify problem areas and improve processes before the Department of Labor comes knocking. Others use HR and payroll software that raises the alert on problematic issues during the payroll and scheduling process, effectively preventing circumstances that can trigger new regulations.

Whatever solution is right for your business, understanding these common problems can help you proactively manage HR and payroll, mitigate risk and avoid penalties in the hospitality industry’s ever-complex compliance landscape.


by Amy Double

Author Bio: Amy, a tenured professional in sales and marketing with over 10 years of experience, is dedicated to creating content focused on helping organizations achieve their business goals. As an experienced writer, Amy is committed to researching and blogging about topics that affect businesses across multiple industries, including manufacturing, hospitality and more. Outside of work, Amy enjoys reading, entertaining and spending time with family.

Follow the Leader shillohuette

Leaders: Walk the Walk to Talk the Talk

Google “leadership” and you will find a whopping 464 million results. Videos, blogs, articles, research studies and trainings are all at your disposal, ready to help you become a better leader. However, the best advice I ever received was from my college professor. She said, “If you want people to follow you, you first have to gain their trust and respect.”

I have worked for both good and bad leaders, and the successful ones are those who make a conscious effort to act in ways that foster an atmosphere of trust and respect.

A past interaction brought me to this conclusion.

I was sitting with my group in our senior capstone class. One group member (for all intents and purposes, I will call her Sam) elected herself our leader. Sam made a pretty convincing pitch as to why she deserved the position, so we were all ok with it.

From the very beginning, I started catching glimpses into how she would be as our leader. She was never on time; when she did show up, she wasn’t prepared; and if something went awry, everyone else was to blame.

Our short interaction together left a bad taste in everyone’s mouth. We saw firsthand exactly what not to do as a leader. The reason we couldn’t take her seriously was because she didn’t walk the walk.

Walk the Walk…

To gain the trust and respect of others you must practice what you preach. One way to get there is to ask yourself three questions:

  1. “Am I accountable for all of my actions, both successes and failures?” We love to pat ourselves on the back. Positive reinforcement is a good thing, but if that’s all you ever recognize in yourself, you are doing yourself and others a disservice. Good leaders accept when they’ve made a mistake and they work toward corrective solutions that prevent future errors. Others around you can relate and will respect you for taking accountability.
  1. “Do I devote time to perfecting my personal brand?” When we hear the word “brand,” our minds immediately think of companies, but individuals also have brands, called personal brands. What association do people make when they hear your name? Do they look up to you and think, “Wow, she is always so professional and organized,” or do they say, “Wow, he is really a mess.” When you’re a leader, a spotlight is always on you, so it is even more important that you cultivate a positive personal brand. What do your daily interactions say about you?
  2. “Do I recognize my own weaknesses?” No one is perfect and being able to admit that you have things to work on makes you more approachable. A good leader knows his or her weaknesses and is confident enough to delegate when necessary. Identifying the strengths of others and capitalizing on them proves to the team members that you trust and respect them, which, in turn, has a big impact on productivity and efficiency.

… and Talk the Talk

Respect and trust only can be earned by a leader who is both vulnerable and honest. Hold yourself accountable, work to perfect your personal brand and acknowledge the strengths in others. Such a leader will inspire others to do the same.

Author Bio: Lauren is an enthusiastic writer who is passionate about numerous topics surrounding the HCM industry including talent management and acquisition, technology, document management and leadership, just to name a few. Lauren has been with Paycom for over a year and has taken on roles as a blogger, social strategist and community relations coordinator. In her spare time she enjoys DIY“ing,” exploring the city and keeping up with her two dogs, Deacon and Cookie.

Businessman Choosing the right person

From Ladder to Lattice: The “New Normal” in Talent Management

New advances in talent management have rendered the corporate ladder of yesterday obsolete. Studies show that less than 20 percent of employees have better than a 50 percent chance of succeeding at the next level, making the traditional concept of career progression rather passé.

Benefits of a New Structure

Leading companies with an organizational structure that looks more like a lattice find their employees have greater access to invaluable learning opportunities. This structure opens the flow of communication, addresses individual needs for career advancement and encourages a progressive approach to how work is done.

Implementing the Lattice Approach

How can your organization unleash the power of the lattice approach? It’s simpler than you think.

Start by opening the lines of communication.

In traditional corporate cultures, information flows in one direction – down. For maximum efficiency, encourage communication across departments, from manager to employee and vice versa.

One way to enact this change is through a learning management tool. With learning management, employees have access to a central knowledge base where they have the opportunity to share expertise with peers from every level.

A second approach to open communication is with 360 degree reviews. Managers can provide constructive criticism and praise to employees and employees can do the same for managers, so communication is traveling both ways.

By eliminating communication parameters organizations have a greater advantage, especially in regards to productivity.

Don’t assume every employee has the same career path in mind.

Advancement doesn’t have to be a singular movement. For some, a career path might look more sporadic, from customer service to marketing to finance. Making these types of moves can broaden ones professional portfolio. An employee with a cross-functional perspective instantly becomes even more valuable to your business, because they have a deeper perspective into how things work across multiple facets.

Throw away the rule book.

The workforce is no longer what it once was; work is becoming increasingly virtual, globally dispersed and team-oriented. The lattice makes collaboration a reality.

Making efforts to advance an organization in any of the preceding ways is a step in the right direction. Leading companies using a lattice structure are already making advances and those that quickly follow suit will help pave the way for the new working world.

Author Bio: Lauren is an enthusiastic writer who is passionate about numerous topics surrounding the HCM industry including talent management and acquisition, technology, document management and leadership, just to name a few. Lauren has been with Paycom for over a year and has taken on roles as a blogger, social strategist and community relations coordinator. In her spare time she enjoys DIY“ing,” exploring the city and keeping up with her two dogs, Deacon and Cookie.


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