RALEIGH, N.C. and LONDON, U.K. (May 14, 2012) – Patersons, the expert provider of integrated global payroll services, today announced a strategic partnership with WorkPlace Systems, a world-leading supplier of cloud-based workforce management solutions.Patersons will integrate its multi-tenanted, payroll management platform with WorkPlace Systems’ Schedule and Attendance Management solution.

Patersons’ clients will now be able to include crucial complex scheduling and time & attendance data and benefit from a comprehensive payroll solution that accurately accounts for all aspects of time and attendance including actual attendance, holiday schemes and working regulations.

“Patersons shares our commitment to developing automated cloud-based solutions that enhance the workplace practices of our clients,” said James Freshwater, Executive Vice President of WorkPlace Systems. “As a result of our new partnership, we’ll be able to provide more clients around the globe with our leading-edge Schedule and Attendance Management solution and help them create greater efficiency and accuracy in their payroll processes.”

Andrew Pearson, CEO of Patersons, added, “WorkPlace Systems provides us with a means of delivering improved payroll solutions through the company’s comprehensive attendance management system. Patersons will continue to expand its partner program to include best-of-breed products and services to enrich our client offerings and to enable our partners to benefit from integration with the most complete global payroll management service available in the cloud.”

About Patersons
Patersons is the leading provider of integrated global payroll services, delivering expert solutions to customers in more than 160 countries. Patersons integrates the capabilities of payroll engines, payroll partners, workflow, and managed services in a secure and compliant service that is delivered using an on-demand, SaaS-based business model. This allows organizations to consolidate and control their multi-national payroll operations on one technology platform. The results are streamlined processes, better visibility, increased compliance, and reduced costs. For more information about Patersons, please visit www.patersons.com

About WorkPlace Systems
WorkPlace Systems is a world leading cloud based Workforce Management company with particular strength in UK/European, American and Australian markets. WorkPlace Systems (WorkPlace) has over 25 years’ experience in the Workforce Management software market and has more than 400 deployments worldwide in major corporate and medium-sized organizations, managing some of the largest and most challenging work environments across many industry sectors.

WorkPlace clients include; BAE Systems, BBC, British Airways, Chelmsford Star Co-op, Coral, CSC, Fiskars, H&M, Hillingdon Borough Council, IGA Champions, Manpower, Menzies Aviation, Metro Group, Rite Aid, Safeway, South West Water, Subway, Tetley, Thorntons, Viridian Power, Wickes and World Duty Free.

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Note to editors:  Trademarks and registered trademarks referenced herein remain the property of their respective owners.

Media Contact:
Jeanne Achille
The Devon Group
New York Metro Office: +1 (732) 706-0123, ext. 11
London Office: +44 (0)207 917 1832 
jeanne@devonpr.com

Key Areas of Responsibilty
• Compiles and files required reports for relevant government agencies and insurance carriers as requested by customers
• Main contact for a number of UK clients, including PAYE, NI and Statutory calculations and payments
• Payroll data input and end to end processing of in-house payrolls
• Show continued improvements to payslip and statement accuracy
• Regular reports back to the EMEA Payroll Manager support measurements in line with each clients SLA’s
• Responsibility for the operation of support whilst ensuring a follow-the-sun model with other regional teams
• Will recommend departmental specific procedures and implement those that are approved
• Delivery of Q&A compliance and processes

Experience
• Typically 2 – 5 years experience with payroll systems, support and maintenance
• Experienced with UK payroll end-to-end processing and associated rules
• Computer skills including word, excel, project, email and internet
• High level of competence with relevant software employed by the company
• Knowledge of UK legislation, payroll rules and processing
• Knowledge of UK Business processes and cultures and ability to communicate at all levels
• Evaluate process and make recommendations to the EMEA Payroll Manager on the implications, options, conflicts and risks associated with payroll operations
• Practical knowledge of ISO 9001 and quality related processes, SOX and six sigma (not essential)
• Working with cross functional teams, on a variety of projects including technology integration and process development

Personal Skills
• Organisational skills to meet deadlines
• Communication and people skills
• High energy
• Flexible approach to working hours
• Assertive action and decision making skills
• Forward thinking, planning and organising
• Self advancement skills to develop own effectiveness

Salary and Benefits:
Competitive with company benefits package

Apply Here

Although companies have much to gain when establishing operations in Spain, they could face serious repercussions if they don’t follow the country’s complicated payroll regulations. Although the rules may be complex, and vary from region to region, they are designed to protect one of the country’s most valuable resources: its workforce. In order to successfully employ and pay workers in Spain, consider the following rules regarding salary payments and deductions to ensure all employees are compensated appropriately.

• Number of Payments – Employers in Spain are required to pay their workers in 12 monthly payments. In most collective agreements, there are also two extra paychecks, typically in July and December, which are prorated and included in monthly payrolls through social security contributions.

• Leave Pay – When an employee is sick for one to three days, they receive no compensation for those missed days. However, when an employee is out for 4 to 15 days, the employer must pay  60 percent of the salary for each day. For sick leaving longer than that, Spain’s National Institute of Social Security takes over the payments, paying 60 percent for up to 20 days, and 75 percent for 21 days up until the maximum leave period of 18 months. For injuries that occur on the job, Social Security pays 75 percent from the first day going forward.

• Personal Income Tax – Employers are responsible for deducting personal income tax from their employees. The calculations are based on both national and regional standards. Such factors to be considered are annual gross amount, disability degree, place of residence, and number of children. Taxes must be filed by the 20^th of each month, and the annual filing deadline is January 31^st of the following year.

• Social Security Tax Rates – Employee social security tax rates fall between 4.8 percent and 6.4 percent of their salaries, depending on factors like contract type (permanent, temporary, full-time or part-time) and social security modality. Additionally, employers are required to pay a tax rate of 29.9 percent for each employee.

• Social Security Contributions – Social security contributions are determined by the sum of the amounts of monthly payments that are taxable. For 2012, the maximum contribution amount is 3,262.50€, and the minimum is between 748.20€ and 1045.20€ for full-time employees, depending on each employee’s professional group or contribution group.

Establishing operations in a new country is never easy, and hiring and compensating employees is often one of the biggest challenges. With complicated and often-changing regulations, it can be particularly difficult for employers in Spain to understand such policies and accurately reflect them on employee paychecks. But instead of trying to follow all of these rules and procedures on their own, employers can benefit from working with a company experienced in all of the nuances of Spanish payroll. Patersons and its payroll partners in Spain can help any organization handle the complexities of payroll, allowing them to devote more time and resources to more strategic business operations.

• Employment Contracts – Employment contracts in Spain are determined by the duration of the worker’s employment. The contracts can either be permanent or temporary, based on the period of employment, or full time for those working 40 hours per week and part time for those working less than the number of hours determined in the collective agreement.

• Contract Registration – For each employee hired, the company must register the employment contract with social security authorities and the national employment service. New contracts must be registered with social security the day before the start of employment, and contract changes or terminations must be registered within six days.

• Probationary Period – Newly enacted legislation for 2012 extends the probationary period of employment from 15 days to one year. During this time, either the employer or employee can terminate employment without prior notice or reason and without the need for the employer to pay severance.

• Overtime Compensation – Workers in Spain are permitted to work a maximum of 80 hours of overtime per year, with exceptions for urgent or extraordinary situations, such as the need for immediate damage repair. Overtime pay is taxable and subjected to specific social security tax percentages.

• Holidays – Employees in Spain are entitled to 30 days of vacation per year (although some collective agreements change this 30-day period, considering weekends, bank holidays, etc., to 22 working days per year) as well as 14 national, regional and local holidays. Moreover, employees are permitted 13 days for the birth of a child, and 20 days if there are three or more children in the family. Two additional days are granted for multiple births. Additionally, employees are permitted 15 days for marriage.

• Severance – According to the labor legislation, employers are required to provide dismissed permanent employees with 33 days of salary for every year worked, up to a period of 24 months. For companies whose profits have decreased over the past nine months, severance is lowered to 20 days of salary worked per year, with a limit of 12 months. Temporary employees must be given a severance package of eight days of salary per each year of work.

While the above provides some of the most important issues of hiring employees in Spain, there are still many complicated regulations regarding salary payments and deductions. Check back soon for the next installment of this series, which will shed some light on these issues.

Of all the complex policies organizations will encounter when hiring payroll employees in Russia, perhaps none is more troublesome than the issue of taxation. As many of the tax policies in Russia are either outdated or constantly changing, employers can become easily overwhelmed. Moreover, certain areas, like insurance contributions, pensions, medical care and personal income tax are all administered by different funds with nonadjacent laws, complicating matters even further.

While it may be difficult to understand the tax regulations in Russia, there are serious penalties when companies don’t comply. To help avoid such problems, consider these most important taxation issues:

• Personal Income Tax – For Russian residents, the personal income tax rate, which is to be withheld by the employer, is a flat rate of 13 percent. For non-residents, though, the tax rate is 30 percent. Once an employee has been in the country for 183 consecutive days, they can pass the residence test and their tax rate will be 13 percent. Exceptions are made for “highly qualified foreign employees” – workers with significant expertise earning at least 2 million rubles – who can enjoy the 13 percent personal income tax rate from the beginning of their employment.

• Insurance Contributions – Rather than employees paying for insurance out of their paychecks, their employers are required to pay insurance contributions out of their own capital. For 2012, insurance contributions are levied at the general rate of 30.2 percent for each employee’s income not exceeding 512,000 rubles (approximately $17,000). For employees earning more than that, insurance contributions are levied at a rate of 10 percent.

• Negative Lists – There are certain pay items for both personal income tax and insurance contributions that are not subject to levy, including maternity pay, childbirth benefits, business trip and other business expense compensations, instruction and education costs, certain employer-initiated medical insurance premiums and pension plans contributions, and some relocation costs.

• Business Expenses – While business expenses are nominally levy-exempt, the rules for supporting documents are so detailed and cumbersome that some companies prefer to be taxed rather than doing the paperwork. As a general rule, all expenses not supported by the proper documents must be included in payroll calculations for taxation purposes.

• Social Security – Social security benefits can be especially troublesome, as they are regulated by a number of different rules. For instance, parental leave benefits are regulated by three separate statutes and two individual regulations. Additionally, some clauses in social security laws are so unclear, even the Social Insurance Fund had to recall its own policies due to internal confusion.

Despite these challenges with taxation policies, organizations still have much to gain by expanding their operations into Russia. But, due to these complicated an often changing laws and regulations, they may be overwhelmed in trying to keep up and properly compensate and tax their employees. But that’s where a trusted partner can step in. Unistaff Payroll Solutions, one of Patersons Russian payroll provider partners, is well versed in all of these complex payroll regulations and can help organizations successfully pay their employees and ensure compliance with local legislation.

Russia boasts a modern labor code developed in line with the standards of the International Labour Organization. Still, there are several areas of the code that may be difficult for foreign organizations to understand, and failure to comply with its standards and regulations can have serious repercussions. Some violations, such as arrears in pay to workers, may even be considered a crime under the country’s criminal code. For any company considering expanding its business into the country and leveraging the Russian workforce, it is crucial to understand and abide by these rules.

Among the most important of Russia’s labor regulations are the following:

• Employment Contracts – Written employment contracts must be issued for and signed by each employee and include statuary required clauses. Additionally, all employment contracts must be for an infinite period, aside from rare exceptions in which substitute employees, CEOs or chief accountants are granted fixed-term employment contracts.

• Payments – All payments to employees in Russia must be made in rubles, with no exception for foreign nationals. Salaries and wages must be paid no less the once every half-month.

• Average Earnings - Labor regulations are verbose about average earnings – an average pay calculated on the basis of a 12- or 24-month period for some state social benefits. These earnings are to be paid during periods of vacations, sick leave or business trips, with the goal of protecting employees’ pay during these instances.

• Work time arrangements – As with much of the world, the Russian workweek lasts from Monday to Friday, with an 8-hour work day. Overtime work compensation is paid at a rate of 1.5 times for the first two hours and 2 times the rate for additional hours.

• Vacations – All employees in Russia are entitled to an uninterrupted 28 calendar day vacation each year. The timing of the vacation is set by the employer, with certain exceptions for pregnant women and their husbands and for minors.

• HR Documents – Companies will be required to draw up blueprints for a number of areas, such as employment order, attendance sheets, bonus orders and payroll register, which must be signed by both employer and employee. Labor disputes can be common in Russia, and without proper documents, courts are likely to rule in favor of the employee.

By understanding the intricacies of Russia’s labor codes, organizations can ensure they pay their employees fairly and protect themselves against potential disputes. But complying with these rules is only part of the process of hiring labor in Russia. There is still another major component influencing payroll in Russia: taxation. Stay tuned for the next blog post in this series which will address the most important issues regarding taxation when hiring employees in Russia.

WHO: Patersons, a leading provider of integrated global payroll services delivering expert solutions to customers in more than 160 countries

WHAT: Will present a complimentary webinar titled “What Employers Should Know About Spanish Payroll.”

WHEN: Wednesday, May 9, 2012 at:

3:00 p.m. CEST
2:00 p.m. BST
9:00 a.m. EDT

WHERE: To register for this event, please visit: https://www3.gotomeeting.com/register/292591086

DETAILS: As companies continue to leverage the global workforce to help meet business goals, they often set up operations in different countries, benefiting from the local labor supply and from establishing a presence in a new market. But each country has a unique set of rules regarding payroll, and understanding those policies and maintaining compliance is often key to the success of the multi-national company. Due to changing labor legislation and a complex labor code, Spain’s payroll procedures can be particularly challenging. During this complimentary webinar, Alberto Hevia López, project manager for one of Patersons’ Spanish payroll provider partners, will share an overview of the most crucial issues employers face when hiring payroll employees in Spain.

Participants will also learn about the latest legislation changes regarding collective agreements in 2012; the impact of these changes on foreign companies operating in Spain; how social security, taxation and other payment deductions are calculated; and how Patersons’ Spanish payroll provider partner can help organizations accurately manage their employee compensation procedures.

HR and training & development professionals and executives interested in learning about the complex payroll issues organizations face when expanding their operations into Spain are encouraged to attend this interactive session.

About Patersons

Patersons is the leading provider of integrated global payroll services, delivering expert solutions to customers in more than 160 countries. Patersons integrates the capabilities of payroll engines, payroll partners, workflow, and managed services in a secure and compliant service that is delivered using an on-demand, SaaS-based business model. This allows organizations to consolidate and control their multi-national payroll operations on one technology platform. The results are streamlined processes, better visibility, increased compliance and reduced costs. For more information about Patersons, please visit www.patersons.com.

# # #

Note to editors:  Trademarks and registered trademarks referenced herein remain the property of their respective owners.

 Media Contact:

Jeanne Achille
The Devon Group
New York Metro Office: +1 (732) 706-0123, ext. 11
London Office: +44 (0) 207 917 1832
jeanne@devonpr.com

Registration Link: Click here

Topic:

As companies continue to leverage the global workforce to help meet business goals, they often set up operations in different countries, benefiting from the local labor supply and from establishing a presence in a new market. But each country has a unique set of rules regarding payroll, and understanding those policies and maintaining compliance is often key to the success of the multi-national company. Due to changing labor legislation and a complex labor code, Spain’s payroll procedures can be particularly challenging.

During this complimentary webinar, Alberto Hevia López, project manager for one of Patersons’ Spanish payroll provider partners, will share an overview of the most crucial issues employers face when hiring payroll employees in Spain. Participants will also learn about the latest legislation changes regarding collective agreements in 2012; the impact of these changes on foreign companies operating in Spain; how social security, taxation and other payment deductions are calculated; and how Patersons’ Spanish payroll provider partner can help organizations accurately manage their employee compensation procedures.

This is an interactive session where we welcome your questions.

Guest Speakers:

Alberto Hevia López
Project Manager

Alberto Hevia López is an extremely knowledgeable Project Manager who has extensive experience in managing national and international payroll projects. Earlier in his career, he  held several Software Engineer and Developer/Analyst/Designer positions. Some of his career highlights have included designing and developing a new Security and Control System for a National Railway Company, designing and developing a new global ERP tool for National clients, creating and building interfaces and developing and designing customized tools and programs for a wide variety of clients.

Alberto holds a Bachelor Degree in Engineering of Information Technology from the University of Oviedo in Spain.

 Registration Link: Click here

Russia is a country of enormous opportunity for organizations planning to expand their operations into another country, offering a highly educated workforce and a rapidly growing economy. But despite the many advantages the country can provide multinational companies, organizations must still overcome numerous challenges in order to successfully leverage the Russian workforce. With complex labor regulations, some of which were established in the days of the Soviet Union and still remain in effect, there are several difficulties organizations may face when expanding operations into Russia.

Unlike other accounting functions, payroll processing requires a vigilant human touch. While mistakes in payroll, such as not meeting deadlines or making underpayments, will certainly produce disgruntled employees, failure to follow all of the complex regulations of the Russian payroll system can result in serious fines and repercussions as well. When coupled with Russia’s often-changing and ambiguous labor legislation, it can be very difficult to comply with all of these rules, leading to a number of violations. Some of the most common violations of Russian labor law include:

• Absence of employment agreements or inappropriate use of fixed-term employment agreements.
• Failure to meet the salary calculation deadlines set for termination and annual leave and existing salary payment deadlines.
• Failure to follow required HR administration and HR paperwork processing procedures.
• Absence of local HR-related regulatory acts, including safety regulations, as required by Russian labor law.
• Failure to meet working hours and leisure time requirements.
• Failure to comply with “non-standard” employment requirements set for individual groups of employees.

While these potential problems may be hurdles, they shouldn’t prevent organizations from leveraging the growing workforce of Russia. To ensure they are in compliance though, companies will have to pay closer attention to the labor law of the country. In the next installment of this series, we’ll provide an overview of Russia’s labor statutes and regulations, highlighting the key areas of which employers need to be most aware.

Key areas of responsibility:
CloudPay is a very large application that supports the Patersons business of running a global payroll, the application components break down to:
• Import / Export of data from and to clients
• Reporting
• Payroll engine supporting global payroll
• Complex internationalisation and tailoring for regional variations
• Very extensive user interface for managing all of the above
• Database of client data
• The basic platform is Tomcat and Mysql
All of the above has been developed over many years, contains a high degree of bespoke code and has a high degree of complexity. There is a great deal of domain knowledge to master that will come from working well with others in the teams and there is an important support role which can involve very complex investigations. We use Jira Studio to support our development cycle

Requirements
Essential:
• Strong working knowledge of Java
• Strong experience of the full development, test and support lifecycle
• Hands on experience of SQL
• Web development experience (JSP, Javascript, XML handling)
• Strong communication skills, ability to collaborate and follow a task through to completion

Desirable:
• Experience in Payroll or other financial domains
• Source code management tools such as Subversion
• Knowledge of the Atlassian Jira suite of products
• Experience in Spring, Hibernate Validator and other open source tools
• Experience in web site security

Salary and Benefits
Competitive with company benefits package

Apply Here