Returning Value Blog

Many businesses rely on independent contractors for flexibility, specialized skills, and project-based work. However, properly classifying workers as employees or independent contractors remains one of the most common compliance challenges for employers.

According to the Bureau of Labor Statistics, more than one-third of American workers performed some or all of their work from home. There is no question that remote work will continue to be an option for many. With that said, it is important for organizations that offer this to have a firm policy in place. If companies have learned anything from the pandemic, it is that they need to be prepared for the unexpected. Employees need to be able to conduct business wherever they may be.

Perks are an important part of an employee's work experience. While employees expect to receive a paycheck at the end of the pay period, it's the extras that give working at your company a competitive edge. It might interest you to know that 7 out of 10 employees would be willing to leave their current job for better benefits somewhere else. 

As we approach year-end and begin preparing for W-2 distribution, it’s important for employers to revisit a key federal requirement that is often overlooked: all payroll and tax reporting must reflect an employee’s legal name exactly as it appears on their Social Security card.

As 2025 draws to a close, employers should review whether they have properly included the value of common fringe benefits in their employees’ — and where applicable, 2% S-corporation shareholders’ — taxable wages. With remote and hybrid work arrangements continuing to be common, this remains a critical review area for year-end tax compliance.

Life has a way of throwing curveballs at us that require time away from work to resolve them. Running a personal errand, taking a sick family member to a doctor's appointment, or attending a child's parent-teacher conference are some examples of when having paid time off to be used at your own discretion is greatly valued. Employees no longer need to categorize their absence; all time away from work comes from the same single source.

As a payroll company, we recognize the importance of managing employee expense reimbursements accurately, ensuring both compliance and clarity. One area that often causes confusion for employers and employees alike is distinguishing between nontaxable and taxable income when it comes to reimbursed expenses. In this article, we’ll explain what employee expense reimbursements are, the difference between taxable and nontaxable reimbursements, and how businesses should handle them.

New federal legislation is shaking up how tip income and overtime pay are taxed—at least temporarily. From 2025 through 2028, qualified employees could see major savings on their federal tax bill thanks to the No Tax on Tips Act and a new federal overtime deduction. Here’s what employers and employees need to know, and how it might (or might not) impact your paycheck. 

Hiring a new employee involves more than just onboarding and orientation. Two critical compliance requirements, E-Verify and state new hire reporting, must be addressed early in the employment process. These systems are essential for verifying work eligibility and meeting government mandates, and at FocusPay Solutions, we provide the tools and support to help you manage them effectively.