MINNEAPOLIS–(BUSINESS WIRE)–Sept. 2, 1997–
Millions of dollars saved by preventing fraud in
unemployment compensation, transitional assistance for
dependent children and by enforcing child support payments.
States already applying new hire reporting have helped save millions of dollars in unemployment compensation fraud. Tennessee reports savings of more than $11.4 million in unemployment compensation benefits. Massachusetts combated fraud in Transitional Assistance for Dependent Children, saving $14.4 million in welfare fraud and aiding the Department of Revenue in collecting an additional $15.4 million in child support payments. Another $23.1 million was saved in Massachusetts because many families now receiving the child support payments could stop receiving public assistance.
Despite the direct benefits of new hire reporting, unless employers have an experienced payroll services provider, these benefits may be out of reach. With a new hire reporting deadline that is now less than one month away, many businesses, particularly those with employees in multiple states, are still not ready to comply.
The struggle by many employers to meet the Oct. 1 reporting deadline is largely due to the state-based system of new hire reporting established under the Personal Responsibility and Work Opportunity Reconciliation Act of 1997. Although states must meet certain minimum federal requirements, they are given a great deal of independence and flexibility. The result is a complicated maze of inconsistent due dates, reporting periods, information requirements and file formats. Even the agency responsible for processing new hire reports varies by state.
“Employers who are not prepared for the new reporting requirements will likely experience considerable confusion, lost staff time and reduced productivity, missed reporting deadlines and penalties for noncompliance,” explains Carl Keil, president of Ceridian Employer Services. “These problems could be compounded if companies have employees in several states.”
Debera Salam, director of the national Employer Coalition on Child Support Enforcement (ECCSE), knows that employers are concerned about the extra time and work that may be involved in new hire reporting. “But employers need to understand that this legislation will help reduce unemployment insurance and workers’ compensation fraud, which costs them money,” noted Salam. “Overpayment of workers’ compensation benefits can, for example, result in increased premium rates. And incorrect and excessive unemployment insurance payments can deplete an employer’s reserve UI account. With respect to new hire reporting, there really is a return on investment for employers.”
Ceridian Employer Services has committed extensive resources to providing employers with new hire reporting solutions. Its New Hire Reporting (NHR) Service automatically generates and transmits new hire reports to each state in which a customer has employees, and as Ceridian continues to work with state agencies in developing their new hire reporting capability, they are using the most efficient and reliable technology available for transmitting new hire data.
Ceridian pioneers automated new hire reporting
Since 1994, Ceridian has spearheaded a joint effort with employers and the state of Hawaii to improve the new hire reporting system. The Ceridian solution automatically collects and sends new hire data to the appropriate state agency in the proper format and by specified deadlines.
According to Hunter Monson, a Hawaii state legislator, the new system has increased compliance among the 3,000 participating employers. “The state has been able to reduce its labor costs, plus the reports come in faster,” said Monson. “Our new hire reporting system is now much more effective, thanks to automated reporting.”
Now, Ceridian’s pioneering efforts will benefit all of its customers. To support new hire reporting and other data distribution services, Ceridian’s Central Transmission Center processes and redistributes new employee data that complies with the new regulations. As of September 1997, all Ceridian customers will have access to this automated reporting system.
The new hire reporting process requires no additional data entry and is completely transparent to payroll processing staff. With the system’s prompt, accurate filing for all newly hired and rehired employees, employers will enjoy reduced administrative burden and less risk of fines and penalties from late or incorrect filing. Compliance reports will be provided so employers can see all data transmitted to the states. Additionally, working with states and employers to develop a cost-effective new hire reporting system, Ceridian continuously monitors new hire statutes and procedures in all 50 states so changes can be quickly incorporated into its system.
All employers can track the hot issues directly affecting human resources and the payroll industry by visiting http://ces.ceridian.com. With reports from company experts stationed on the front lines in Washington, D.C., site visitors can learn more about new hire reporting, find out how the Year 2000 will affect computer systems around the world or prepare for the next big payroll issue looming on the horizon, such as wage assignments (garnishments) calculations and third-party payments.
Recent enhancements to Ceridian’s Signature(R) payroll system include the introduction of customer service on the Web and a combination wage and tax audit report that reduces the amount of paper received for an audit. Combined with CD-ROM reporting technology, these enhancements help human resource and payroll professionals save their companies time, office space and storage costs while complying with rapidly changing federal regulations. Ongoing improvements to Ceridian’s core payroll service also allow employees to create new and expanded categories for information; multiple 401(k) deductions for one employee to a single limit; and better accommodate mobile workers with local and regional tax processing support.
About Ceridian
In the human resource arena, Ceridian Corporation serves more than 45,000 customers, including 40 percent of the Fortune 1000 and 30 percent of the Fortune 100 companies, with broad, integrated solutions. Ceridian offers customers both outsourcing and in-house solutions for their growing human resource needs. Its products include human resource information systems, payroll processing and tax filing services, skills management software, time-accounting solutions, work-life effectiveness programs, decision-support applications, training and other services. For more information about Ceridian Employer Services, visit http://ces.ceridian.com on the World Wide Web. Visitors to the Web site can read more about new hire reporting compliance and Ceridian’s automated solutions.
Ceridian Corporation (http://www.ceridian.com) is a leading information services and defense electronics company that serves the human resource, electronic media, transportation, gaming and government markets. Its information services segment includes Comdata, a group of human resource businesses and the Arbitron Company. Ceridian’s defense electronics business is Computing Devices International.
CONTACT: Jennifer Dugan, 612/853-5623
Molly Buck, 612/853-3293
Ceridian Employer Services
or
Heather West, 612/371-7549
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