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This article was written by Mary Duke: Payroll Supervisor, Workforce Solutions, Inc.

Advantages

- It saves time by giving you easy access to your pay without waiting in line to cash or deposit a check.

- You will receive your pay on pay day, even if you are away from the office.

- Banks are required to credit your account by the beginning of the workday. The funds are available to you immediately.

- Direct deposits are not lost, destroyed, or stolen like paper checks.

What is direct deposit?

Direct deposit is the electronic funds transfer of your paycheck into your checking or savings account at the financial institution (bank, credit union or savings and loan) of your choice. You can have your paycheck go to several different financial institutions and/or 6 different accounts. You can deposit fixed dollar amounts, percentages, and/or your entire net pay. Direct Deposit is very efficient.

Is direct Deposit safe?

Yes, direct deposit is very safe, secure, confidential and your funds cannot be lost.

Who can help me with my enrollment form if I have questions?

Your payroll contact at your work location will be able to provide you with the enrollment form and help you complete it. You can also contact Workforce Solutions, Inc. for the form and help; or you can have your bank help you complete the form.

What is a routing Transit Number and why is it needed to process my Direct Deposit?

The routing/transit number is assigned by the American Banking Association to identify your bank. We recommend you determine the Routing/Transit number from your check rather than a deposit slip. Often, banks use internal routing numbers on the deposit slips. Our direct deposit enrollment form provides a space for you to enter that number. We also prefer you attach a voided check so the numbers entered on the form can be verified.

Can my Direct Deposit be sent to another person’s account, such as a spouse or parent?

Yes, you can have your pay deposited into another person’s account.

How soon will my Direct Deposit begin after I enroll?

This depends upon the time of month when you enroll. We need the enrollment form in our office at least 5 days before your next pay date.

Will I still get a pay stub?

Workforce Solutions, Inc. encourages their clients to go paperless. When the client is paperless the pay stub is available online for the employee to look at and print. If your employer is not one of our paperless clients the employee is provided with a copy of their pay stub.

What if I change banks?

You must notify your payroll office to cancel your deposit(s) to the closed account. Then you must complete a new enrollment form for your new bank. If you forget to inform us of changes to your direct deposit it will be returned to us and we will contact you about how to proceed.

An Employee Handbook is one of the essential services that Workforce Solutions provides to our clients. Beyond the legal basics of an employee handbook, we make sure to implement the best practices to avoid employee relations problems and as a defense in or to litigation. This aspect of the employee handbook may be more art than science, and there are varying schools of thought about the best way to use the handbook as a defensive tool. In any event, our clients benefit from an up-to-date handbook that protects both Workforce Solutions, Inc. and our clients from employment litigation.

Our Employee Handbooks are broken down into three basic sections. The first section of an employee handbook should discuss general considerations, the second section discusses the unique issues to the Workforce Solutions, Inc. and Client relationship, and the final section addresses specific policies and provisions common to most handbooks.

Here are some  points to remember when creating your Employee Handbook:

• Make it Readable and Understandable
• Keep it Current
• Contract Disclaimer Language
• At-Will Statement
• Open Door Policy
• EEO Policy
• Disability Accommodation Policy
• Harassment Policy
• FMLA and Other Leave Policies
• Introductory Period
• Vacation Pay
• Drug Testing
• Smoking
• Attendance
• Pay Schedule, Deductions, and Errors in Pay
• Electronic Device Policies
• Intellectual Property
• Computer Access and Monitoring Policies
• Non-Fraternization Policy
• Conflicts of Interest
• Workplace Violence Policy
• Standards of Conduct
• Discipline and Discharge

Proof that an employee received the handbook often is critical when legal disputes arise. A handbook acknowledgment form should include language that the employee received the handbook, read it or will read it, and agrees to comply with the policies set fort in it. The acknowledgment should also include that at-will statement and reminder that the handbook is not an employment contract. A new handbook acknowledgment form should be signed any time the handbook is reissued in whole or in part.

As a client of Workforce Solutions, Inc. we are happy to review and or make changes to your employee handbook at anytime. Please contact your Client Services Representative for help with review of your Employee Handbook.