Well, we were definitely onto something when we posted about labor laws for remote workers—in January. That’s right, less than six weeks before the pandemic closed our office and had everyone working from home, we recognized the importance of the growing trend of workers not needing to work in an office in order to be a valuable and productive member of your workforce. Even though it was published pre-pandemic, the information is still relevant, so add Labor Laws for Remote Workers: What You Need to Know to your must-read list.

Given the fact that more than 650,000 businesses participated in the Treasury Department’s Payroll Protection Program, there should be no surprise that A Practical Guide to Tracking PPP Expenses, which we published in April, was among the most-read blog posts of the year. If your company received a PPP loan, it’s definitely still worth a read, since PPP loan forgiveness will require good recordkeeping of these expenses.

As companies settled into the realities of the remote office—and maybe watched productivity drop off a touch—some of them turned to digital surveillance tools to help them make sure their workers were actually, well, working. But there’s a right way to monitor employees and a wrong way to do it, which we explained in June’s The Do’s and Don’ts of Employee Monitoring.

In August, when it looked like the pandemic might be allowing workers to return to the office, we checked in with our VP of HR Michelle Thompson to get some tips on employee discipline, specifically related to following (or not following) COVID guidelines. Our crystal ball apparently wasn’t working very well that month, since it’s now December and many companies still are operating remotely. But in our experience, whenever we ask Michelle to chime in on any HR topic, she always has such great insights. As you make your return-to-work plans, don’t skip Employee Discipline During a Pandemic.

Of course, the pandemic wasn’t the only topic of interest to readers this year. So was balance sheet reconciliation, which is an often overlooked but very valuable accounting tool that we learned all about from Brad Shaver, XMI’s director of accounting. Read Balance Sheet Reconciliation: Don’t Make These Mistakes for a straightforward primer on how and why to do this important business accounting task.

COVID-19 was barely on our radar by the time we wrote 5 Ways an Outsourced CFO Can Benefit Your Business Every Day, but re-reading it through the lens of the financial challenges brought on by the pandemic makes us glad we published it when we did. Especially now, as companies are planning for a new year that is poised to be as uncertain as the last, a fractional CFO can provide much-needed strategic insights without your having to break the bank of an in-house position.

Speaking of strategic insights that don’t require a full stack of in-house skills, working with a professional employer organization can provide all the benefits of having an entire HR department minus without having to actually hire one. As 2020 posed both new and old challenges for companies, it’s clear that many of our readers were interested in learning about the benefits of working with a PEO. Interestingly, PEO 101: Understanding Co-Employment also appeared on our most-read list for 2019.

We hope you enjoy revisiting these popular topics from 2020. But, more importantly, we hope you enjoy the holidays. From all of us at XMI to you and yours, we wish you joy and peace this holiday season. See you in the new year!

The post Year in Review: Most Popular XMI Insights of 2020 appeared first on Make Work Easy.

Having accurate financials at your fingertips allows you to more quickly seize business opportunities. Knowing your expenses helps you game-plan for responding to a slowdown. If accounting looks backwards at the work that has already been done, financial planning and analysis (FP&A) is focused on the future—on the what-if and the what-could-be.

In a recent Nashville Business Journal article, “Into the Unknown: Nashville CFO Shares Strategies for End-of-Year Financial Planning,” XMI’s Josh Farber explains the importance of FP&A and why it’s particularly vital in unpredictable times like the present. But while FP&A has never been more important, it’s also never been harder. After all, how do you plan for the future when the past (ahem, 2020) is not a reliable indicator?

The key, Farber says, is scenario planning. He recommends making a plan for at least three scenarios—worst case, expected case and best case.

“Crisis management—which a lot of us got a crash course in earlier this year—is easier if you can define the triggers in advance and make realistic plans about what needs to happen in response,” Farber says. “Cuts that need to be made and in what order for the worst-case outlook, but also opportunities your company could pursue if things turn out better than expected.”

Read the article to get more of Farber’s tips and suggestions for year-end planning that can still be meaningful, despite so many uncertainties.

The post The Look Forward: How to Prepare for an Unpredictable New Year appeared first on Make Work Easy.

The Trump administration ushered in sweeping tax reform and rolled back numerous labor programs, not to mention stood up the brand-new Payment Protection Program for companies affected by the COVID-19 pandemic. And more changes, including rollbacks of recent rollbacks, are expected under the incoming administration. As Inauguration Day approaches, companies that take a wait-and-see approach might find themselves scrambling to keep up.

At XMI, we’re not in the business of fortune-telling, but it doesn’t take a crystal ball to figure out what’s coming. President-elect Joe Biden has historically been and promised to be employee friendly. And we expect that will mean policies and regulations that lean toward employee protections versus employer freedom. These are just a few of the areas we’re watching.

OSHA

While there has been no temporary emergency OSHA standard for COVID-19 enacted to date, policy experts say this could happen early in a Biden administration. In addition, we expect to see more citations issued to employers found violating Centers for Disease Control and Prevention guidelines. Prepare now by ensuring your safety policies and procedures are up-to-date and compliant with current CDC guidelines. But, also be on the lookout for federal funding opportunities that could help you meet temporary standards, such as improved ventilation. 

We also expect to see an increase in OSHA enforcement in areas not related to the pandemic. But since the number of OSHA inspectors dwindled during the Trump administration, this would also require a hiring spree, so it might take some time to see this focus on worker safety translate into additional inspections.   

Payroll and Wages

Biden has advocated for a $15 federal minimum wage and a removal of the tip credit that allows employers to pay a lower minimum wage to workers who receive tips. The income threshold for the FLSA exemption could increase, and businesses should also expect to see more enforcement (read: fines) of wage laws. Just as the Trump administration made changes to employment taxes and Social Security withholdings, employers can expect another round of changes that will impact payroll operations.

Worker Classification

As we speak, the Department of Labor has a proposed rule that would change how an independent contractor would be classified, essentially making it easier to classify a worker as an IC. If the rule is finalized before Trump leaves office, its lifespan would certainly be short, as Biden has shown support for expanding the definition of who qualifies as an employee. This could make it harder for you to hire independent contractors and expose you to worker misclassification claims.

Organized Labor

Employers can expect that the Biden administration will make it easier for workers to organize in the coming months and years, including allowing micro-units to organize at workplaces, shortening the timelines of union election campaigns, and penalizing employers that interfere with or retaliate against organization efforts.

Paid Leave

While the Families First Coronavirus Response Act provides for paid sick leave and expanded family and medical leave for employees affected by the pandemic, the benefits are set to expire at the end of the year. Whether it happens before or after the new year, companies should expect these benefits to be renewed soon. Outside of the pandemic, Biden has signaled support for expanded paid leave for all workers to care for newborn, newly adopted or newly fostered children, for serious health conditions, whether the worker’s or a family member’s, and to care for injured family members in the Armed Services.

Equal Employment Opportunity Commission

Pay equity is expected to be an issue that the Biden administration prioritizes in a way that hasn’t been under the current administration. In addition to funding the EEOC to investigate worker claims, there will likely be a return to requiring employers (with more than 100 employees) to collect and report compensation information by gender, race and ethnicity.

Immigration

In terms of employment-related immigration, Biden is expected to undo all the changes President Trump has made over the last four years. Among the expected changes are removing the rules that led to an increase in denials for the H-1B visa program for foreign professionals, ending workplace immigration raids and rescinding restrictions on travelers from 13 countries (these are different from the pandemic-related travel bans). 

Diversity Training

Biden is expected to rescind the recent executive order, titled Combating Race and Sex Stereotyping, a Trump order that would penalize the use of terms like “white privilege,” “unconscious bias” and “system racism” in diversity trainings.   

Adding more uncertainty to the mix is the unknown outcome of the pair of Georgia runoff races that will determine whether Republicans or Democrats control the U.S. Senate. If Republicans keep the majority, experts say the president-elect will need to use executive orders to usher through some of these changes, which can happen quickly and without much notice. If Democrats control the Senate, the impact could be greater, but the changes will take place at a more manageable pace.

The bottom line: Anticipating what will happen under a new administration isn’t just for fun, or speculation or debate; it’s because you have to be ready.

The post Changes Likely Ahead for Employers—What You Need to Know Now appeared first on Make Work Easy.

In fact, physical, mental, financial and career health are the four pillars of the XMI Ideal Life employee wellness program. Every month since January, we’ve focused a variety of wellness programming around one of these four areas. We give employees the time and space during the workday to privately (or publicly, if they want) set and work toward a variety of wellness goals. Our goal is simple, and it has nothing to do with lower health insurance rates. We’re simply demonstrating our commitment to and support of their well-being and personal growth while acknowledging that having healthier, happier employees also happens to serve our business goals. 

In a recent article for the Nashville Business Journal, our XMI Ideal Life co-creators, CEO Chad Parodi and Director of Marketing Callie Pfeifer, shared more about this modern definition of employee wellness, why it matters, and the keys to setting up a successful employee wellness program in any company. 

At a time when employees are facing unprecedented challenges and myriad stressors, employee wellness becomes so much more than a perk; it’s a necessity. 

The post Making the Case for Wellness at Work appeared first on Make Work Easy.

Internal mobility—the movement of employees to new opportunities within the same company—is becoming an increasingly popular hiring and retention strategy, especially in markets where the talent pool is tight.

“Companies are definitely more open to it, because the landscape is changing,” says Michelle Thompson, XMI’s vice president of HR. “They want to have great places for employees to work and be known as a preferred workplace.”

Employees, especially millennials, are more likely to stay at a company if they have opportunities to learn, grow and advance. Plus, recruiting talent has become more difficult in the wake of the COVID-19 pandemic, with a broader skills gap in the labor pool and fewer people willing to change jobs.

More than just an enticing perk for younger workers, a robust internal mobility program is “beneficial for everyone, even longtime workers who may have been doing the same thing for years and would like to try something different,” Thompson says. “If they aren’t encouraged to do that, they may leave to get that experience somewhere else.”

Not only can internal mobility help alleviate turnover, but it also boosts employee morale and satisfaction and expands the knowledge and expertise of your entire staff. The more skills employees have in diverse areas of the business, “the more valuable they will be to the company as a whole,” Thompson says.

Building Internal Mobility Into Your Culture

So what should an internal mobility program look like? It should be much more holistic than simply posting new positions internally so employees can apply. It’s more about growing your talent by providing experiences that challenge them in new ways, whether that be a promotion, a mentorship or a project that falls outside their defined role. “There are opportunities everywhere—you just have to look for them,” Thompson says. Start integrating internal mobility into your culture with these practices.

Think outside the box. Notify employees across your organization of any job vacancy as soon as it opens up and look internally before broadening your search outside the company. Don’t disregard someone just because they work in a different department or role or lack a particular skill, such as management experience, that they can develop on the job. Otherwise, “you may be missing out on a key opportunity to allow someone to flourish and grow,” Thompson says

Scout out your own talent. What if you regularly post jobs internally, but no one applies? Don’t just assume that none of your employees are qualified to fill the spot. Talk to managers in different departments about people on their teams. Ask if any employees have expressed interest in learning new skills or advancing into a new role. “Reach out to those employees and ask them why they haven’t applied—you may learn things about your company you didn’t know,” Thompson says.

Offer training. If employees don’t meet all the skill requirements listed in a job posting, they may be hesitant to apply. But that doesn’t mean they wouldn’t make a good fit. “If they meet most of the requirements, you can train them on the pieces they are missing,” Thompson says. For example, if a star employee is interested in a management position, but has never supervised staff before, you could offer training via an online management course or pair the employee with a mentor for guidance. Conducting a skills gap analysis can also help identify skill shortages in your organization, so you can devise a plan for developing these in your teams.

Be transparent. When posting jobs internally, be open about pay ranges for different roles. All too often businesses shortchange employees by giving them a promotion without compensating them accordingly. For example, if an employee gets promoted to a position that would normally double his or her salary, some businesses will only offer the internal hire a 20-percent pay increase. This typically backfires once hires discover what their new role is worth in the market. Though they may never say anything for fear of appearing ungrateful, “they can become upset and disengaged if they find out a company was trying to save a few bucks at their expense,” Thompson says.

Ask for volunteers. Even if you don’t have any open positions for employees at the moment, you can still provide opportunities for them to grow professionally or hone their skills in new ways. “If you have a program that encourages people to volunteer for things they enjoy, you may discover hidden talent in your organization that you can tap into,” Thompson says.

Including employees from different teams on company-wide projects or initiatives or posting projects internally and asking for volunteers are good ways to develop talent, engage employees and encourage internal mobility.

Need help tapping your workplace for open positions? XMI can help you create and implement a successful internal mobility program. Get in touch at info@xmigrowth.com or 615-248-9255.

The post Apply Within: How to Set Up a Successful Internal Mobility Program appeared first on Make Work Easy.

Pockets of price transparency

Some payers and hospitals have launched online cost estimator tools, but getting plan participants and patients to actually use these tools has been a challenge. And understandably so, says Chad Parodi, XMI’s CEO.

“This is such a new concept,” he says. “We’re used to shopping, but not when it comes to our healthcare. We go to the lab or imaging center that our doctor tells us to go to, and we don’t even question it.”

That, and healthcare price transparency tools, where they do exist, don’t exactly offer as seamless and reliable user experience as, say, Amazon. They can be hard to navigate and unreliable in their estimates. Until they improve, benefit experts predict utilization will remain low.

Demand grows for price transparency

But there is a growing confluence of factors that could lead to improvements to price transparency sooner rather than later. For starters, the federal government has placed a priority on it. In January, in a Centers for Medicare and Medicaid Services rule that is unlikely to be overturned by the new administration, hospitals will be required to display plain-language descriptions and various prices of at least 300 “shoppable services,” including imaging and lab services, medical and surgical procedures, and outpatient clinic visits. Another rule, set to take effect beginning in January 2022, would require group health plans to post in-network rates, out-of-network rates and in-network drug pricing in both machine-readable and consumer-friendly formats.

It’s not just the government clamoring for price transparency. As employers are forced to counter rising healthcare costs with increasingly creative plan designs, from high-deductible health plans to self-insured plans, value-based decision making will become more vital, says Parodi.

“There’s nothing new about the rise in healthcare costs for employers, but it has definitely reached a point where employers aren’t willing to just sit back and accept another rate increase,” he says. “Employers are realizing that they must play an active role in curbing healthcare costs.”

The final factor that points to a not-so-distant future of price transparency are the employees themselves, who have become increasingly responsible for a larger share of their healthcare spending. Whether through higher deductibles or larger out-of-pocket maximums, employees may have the motivation now to take that extra step and seek out upfront pricing and quality information on many routine healthcare services, procedures and prescription drugs.

A recent survey of health insurance brokers found that price transparency demand and services are on the rise. Around 84 percent of brokers reported moderate to high demand for transparency services this year, compared to 74 percent last year. The same survey found that 62 percent of brokers are now adding price transparency product and service offerings to meet that increased demand.

But as Parodi says, this is a new concept for everyone, so you can’t expect employees to catch on quickly—or without a lot of support and education from their employer.

“This is a big ask,” he says. “Not only are we asking employees to question the status quo, we’re also asking them to dive in and understand a new concept. The combination can make change difficult and slow adoption rates. Price transparency is needed and has a lot of promise, but at this point, it still lacks familiarity and acceptance to make it impactful to employers and employees.”

The post Price Transparency in Healthcare: A Promising Trend That Lacks Polish appeared first on Make Work Easy.

But the execution—and quality—of these programs can differ greatly. While companies no doubt have good intentions, the pitfalls inherent in maintaining such programs are numerous. And, surprisingly, they have nothing to do with money. (Unlike traditional benefits, a wellness program typically costs less than $10 per employee per month to run.) Instead, the key to starting and maintaining a successful wellness program is about taking the right steps—and avoiding others. Learn what moves to make and mistakes to avoid with these do’s and don’ts.

Don’t stop at physical health

Increasingly, employers are understanding that wellness goes beyond just good physical health. And yet, the same CDC study cited above found that only 17% of employers with wellness programs had a comprehensive offering, which expands the definition beyond physical health.

Do offer a balanced approach to overall wellness

At XMI, we can vouch for the value a comprehensive wellness program provides. Dubbed XMI Ideal Life, our employee wellness program, which launched last January, addresses not just physical wellness, but mental, financial and career health as well. Each month, we focus a variety of programming and activities around one of these four areas to help employees meet all of their wellness goals, not just ones that relate to their physical health.

Don’t build a program and then sit back and watch what happens

“If you build it, they will come” doesn’t apply. Likewise, don’t offer a few recommendations on living a healthy lifestyle and call it a wellness program. One-off, ad-hoc events impersonating a holistic wellness program will be a disappointment for all. Instead, create a thoughtful program, tailored to the needs of your employees.  This Sharecare Well-Being Index report, which outlines various wellness strengths and weaknesses of each state, is a good place to start. Then, you need to dedicate resources like time and talent to ensure its success. Two other key components are leadership buy-in and regular communication.

Do prioritize goal setting

You can’t expect employees to be successful without first giving them the tools and space to develop and revisit their goals. Encourage them to brainstorm, reflect and write down goals and refer back to these written records regularly. Plan sessions throughout the year and provide materials that help take employees through the process of arriving at a list of goals, breaking down goals into manageable steps and finally, committing to the first step.
Assist employees in realizing their goals by charting a course for reaching that goal within a specific period of time and encourage them to find a non-work accountability partner with whom they can check in periodically to review their progress.

Don’t force employees to voice their wellness goals in front of coworkers

Prioritizing accountability is not the same as requiring employees to share personal information about their progress toward reaching wellness goals.

Don’t be afraid to offer career development as part of your wellness program

Yes, employees could land their dream job somewhere else because of your company’s career-oriented wellness programming. But, that’s not a bad thing. You will have created a fan of your company and will have validation on how to best train-up their replacement.

Do celebrate growth

If it happens that an employee leaves for a better opportunity because of your wellness program, that’s cause for celebration. Speaking of celebration, encourage bragging (anonymous is often preferred by employees) and regularly acknowledge and applaud employees for putting in the work toward wellness.

Don’t mandate wellness

Don’t dock pay, threaten financial penalties or require your employees to attend a specific class or download a specific app. Wellness should always be opt-in.

Do provide incentives for participation

Provide incentives for participation or reaching specific goals, such as gift cards, discounts on healthcare premiums, branded swag or wellness products and services.  

The bottom line: Be deliberate and emotionally intelligent when designing and executing your employee wellness program. Every employee will have different areas of strength and struggle. Wellness is a personal concept and a sensitive topic for many. The goal with any employee wellness program should be to lift up, never to push down.

Want more tips on setting up an employee wellness program? Download our free eBook, The XMI Guide to Creating a Successful Employee Wellness Program.

The post The Do’s and Don’ts of Employee Wellness Programs appeared first on Make Work Easy.

What’s worse, says the FBI, is that these schemes, in which a legitimate business email account is compromised through social engineering or computer intrusion techniques to conduct unauthorized transfer of funds, are becoming more sophisticated, as well.

You may have been savvy enough to spot that phishing email from your “CEO” who needed you to drop everything and run out and buy $1500 worth of gift cards. She spelled her own name wrong, after all. Now scammers are targeting invoices, either tampering with valid invoices and changing the mailing address, or just sending out their own idea of a fake invoice hoping companies won’t notice. Frequently, these will be for office supplies, printer toner, cleaning products, membership dues or directory listings—ordinary things that many companies purchase every day.

Cybersecurity experts warn that fraudsters frequently will test the waters with a low dollar amount request. If it the payment goes through, they know they’ve found a company that isn’t paying enough attention to their accounts payable.

One of our accounting clients almost fell victim to invoice fraud, but XMI was able to thwart this scam through the power of big data. A client received an invoice that looked legitimate, it was entered into our accounts payable portal (Bill.com), it was approved by our client’s designated senior executive, and it was ready to be processed for payment.

But, behind the scenes, Bill.com’s automated data analysis program was mining data and spotted a disturbing trend—the same vendor, the same invoice number and the same dollar amount were submitted repeatedly, and not just to the same company. We received an alert and were able to confirm with the client and stop the payment before it went through.

While big data was the hero in this scenario, there are several steps you and your staff also can take to protect your company from invoice fraud:

Watch for red flags

Scrutinize the invoice. These and other red flags can tune you into invoice fraud.

Is the logo blurry? Does the account number match? Is the address and contact info the same? Look again—are they really the same? Scammers are counting on someone glancing at invoices to spot major changes; that’s why they’re in the business of making their changes more subtle. Also, if something changed, why is the invoice the first place you’re finding out about it? A reputable vendor would alert you to a change in some other way.

Educate employees

Avoiding invoice fraud—and all types of BEC scams—takes equal parts common sense, cybersecurity savvy and attention to detail. Raise awareness of the potential for invoice fraud by sharing this article with employees. Educate them on cybersecurity basics by holding regular employee phishing training. Also regularly remind employees, especially those involved in your accounts payable process, to pay attention to details when approving and processing invoices.

Set up the right controls

With the proper processes and protocols in place, most companies should be able to detect fraudulent invoices before it’s too late. The gold standard in accounts payable is the three-way match—before any invoice is paid, it’s compared to both the original purchase order and receipt or receiving report. Details like quantities, price per unit and terms ensure you got what you paid for, but you can also use this important step in the process to check for account numbers, contact information and mailing address to help ensure the invoice is valid. Dealing with invoices quickly, instead of letting them accumulate, can also help you detect issues more easily. If a discrepancy is found, verify the information with the vendor.

While scammers work hard every day to steal your money, staying vigilant and putting in the proper protocols can help guard your organization against invoice fraud and other duplicitous schemes.

The post Invoice Fraud: Risk Rises for Businesses of All Sizes appeared first on Make Work Easy.

Not only can automating back office processes save time and money, but “the more you can automate, the more you can redeploy those resources to more sophisticated and higher margin tasks,” says Brad Shaver, XMI’s director of outsourced accounting. That means instead of sinking hours into hiring and managing more employees, you can concentrate on making your back office more productive.

When deployed properly with the right amount of skill and expertise, automation can “change how you operate and your cost structure,” Shaver says. For example, it may help you get your financial statements out a week earlier for more timely insights or allow you to provide more administrative support to your executive team.

In the case of one XMI client, Shaver notes, these time-saving technologies freed up a third of the administrative staff’s time, making it easier for the team to assist executives with pressing tasks.

“If everyone provides a higher level of services, eventually it will create more capacity at the top—and that’s the most expensive to free up,” Shaver says.

Error-proof and remote-work friendly

Automation also leads to fewer mistakes caused by human error, especially for high-volume tasks like invoicing and payroll.

“You still have to check the work the computer does, but it doesn’t get tired like humans do,” Shaver says.

Along with its speed and ease, automation can also help you eliminate antiquated paper-driven and mail-intensive processes—a growing priority for businesses operating in today’s post-COVID-19 world. Concerns about mail delivery, germs on high-touch items like checks, and the need for remote access have many companies exploring paperless processing for the first time.

“Clients who used to want to print and sign all of their checks themselves are more open now to doing it electronically and remotely,” Shaver says. “It cuts down on the need for people to be in the office or be in close proximity to each other.”

With the economic fallout of COVID-19, businesses are also keeping a closer eye on their cash flow, Shaver adds. Automated, cloud-based software like Bill.com, which virtually transfers payments between accounts, enables companies to stretch their accounts payable closer to the actual due date for payments. The software also provides greater internal controls for check approvals and integrated storage for creating a virtual paper trail.

Back-office tasks ripe for automation

Looking for the quickest and easiest ways to automate your back office? Start with these accounting and HR processes:

1. Payroll

Automated payroll software simplifies time-keeping, wage calculations (including bonuses, commissions and reimbursements), and deductions for tax withholdings, benefits, etc., along with recordkeeping. Checks are generated automatically and may be directly deposited into employee accounts, including final payments for termed employees.

2. Enrollment

Benefits automation eliminates redundant paperwork, updates records in real time, and provides employees with automatic reminders of enrollment schedules and deadlines. It also includes self-service tools enabling administrators and employees alike to better evaluate costs and coverage and find the right plans for their needs and budget.

3. Onboarding

Automating onboarding streamlines information gathering and paperwork, allowing managers to focus on more strategic initiatives during orientation, and creates a more consistent experience for new hires. HR portals provide employees with easy access to company policies and procedures as well as benefits information and prompts for asking questions.

4. Training

Virtual training via apps and online programs enable new hires to complete training at their own pace and during times that work best for them. Automated training can also bring employees up to speed faster, increase their engagement and nudge them to finish incomplete tasks.

5. Accounts payable and receivable

Automated accounting tools, such as Bill.com, allow vendors to send bills to a dedicated email inbox, where invoices are automatically coded and routed for approval. Checks are signed digitally with multiple internal controls and approvals along the way. Not only do technologies like these sync up with other accounting systems like QuickBooks and Sage Intacct, but they also create a virtual payment network enabling you to send automatic payments and flagging vendors with a record of fraudulent charges. You can also automate invoicing through bill.com, which expedites payment from customers and boosts collection efforts.

XMI has experience leveraging automated technologies for businesses using our outsourced HR and accounting services. By partnering with us, you can benefit from a smaller monthly fee for automated programs as well as our expertise with implementation and syncing these programs with other systems. Our team is bill.com certified and highly proficient at managing automated programs like these. Learn more about solutions for automating your back office by contacting us today.

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