Test your knowledge!

HR Matter/ Support

100

A client asks a question but you are unable to find a government resource available to back your guidance, who can help?

HRRT- Response Partner

200

Where should you document your daily interactions with the client/ what you’ve worked on in regards to the matter (not matter details) for a matter? 

Bonus: How often should this be updated?

Case notes, NOT RO notes (that is for interactions between you and the Coach) 

Bonus: Every 24 hours

300

A CA Client misclassified an EE and underpaid them, who can assist with reclassification of the EE and where should the client go from here to address the unpaid wages?

Risk will assist with reclassifying the EE, the client should seek legal council to calculate unpaid wages and draft a release.

400

What are the steps to submit a HRRT Request?

Salesforce > Client Profile > Contact Profile > New Case > HRS HRRT General Inquiry Case > Complete Subject and Description of Inquiry, Product is ASO, Sub Product is East, West or Central > Select Sub Topic > Save > Reassign to appropriate Response Partner

500

(Based on real events) Paychex made a mistake and did not process a clients payroll on time, resulting in potential late penalties. What are the next steps to addressing the situation? 

Direct client to Payroll to address the late payroll so they can submit it ASAP, have them provide a letter outlining that it was a mistake on their part, not on the employer. Have the client consult with legal council to draft releases and calculate any late penalties.

BP or Matter & Why?

100

If an employee has used up their 40 hours of sick time, can we ask them to use their PTO if they call off sick or is that against the rules?

Best Practice!

• BP would be to follow any precedent that they have set by either a handbook policy or by prior situations.
• Example - If the policy states they cannot go into the negative for sick time, the BP is to require the EE to use their PTO time
• If the policy allows for EE’s to take unpaid time off, BP would be to allow that after all PTO is used.
• If the policy states that they can go negative on sick time BP would be to explain how much negative sick time an EE is allowed.

200

Client has an employee come into work bragging about having bedbugs in their home. Client wants to know if they can ask them about this and what things can they ask of the employee?

Best Practice!!

• BP would be to engage in a conversation with the EE and come from a place of concern
• ER may request proof from the EE that their home is being or has been treated.
• ER may request that the EE sees their primary care physician to ensure there are no bugs on his person.
• If you make this request, the BP would be to pay for the Dr Visit, as to not adversely impact the employee.
• Additionally, you may suspend the employee until they provide proof of the extermination (paid/unpaid).

300

Client in Colorado with over 50 employees has an employee asking to take time off because his girlfriend is fighting cancer. Client wants to know if he has to offer FMLA and does he have to pay him?

Best Practice!!

• BP would be review FMLA law with client and review all the qualifying reasons that an EE would be eligible for FMLA
• Review with the client that FMLA is a job protected leave, not wage replacement leave. They are not obligated to pay the employee under FMLA law. Send FMLA law documentation to the client.
• Under FMLA Girlfriends are not considered a “spouse” This employee would not be eligible for the FMLA
• BP would be to review any past precedent with the client for allowing personal LOA.
• BP would be to review with the client to allow any unused sick or PTO time to be used if they are going to grant the LOA
• BP would be to document all LOA with date of when LOA begins & ends and to review with the EE how they will be required to continue paying all portion of benefits they are currently paying for.

400

Client with 20 employees has an employee that they hired on 5/29/2024. They are looking to terminate him due to the employee having a heart condition that he did not disclose when he was hired. He has had performance issues that the employee contributes to the heart condition. The client no longer wants to deal with this EE.

Matter

• HRBP/Advisor II would have to review all risks involved with terminating an EE with a medical condition.
• EE could be eligible for an accommodation under the ADA that the client would have to follow the ADA guidelines because they have over 15 employees

500

Client has an employee out on MA PFL caring for a sick daughter. Before returning, the employee received an aggravated DWI and now wants to extend the leave and have an accommodation to work from home because they now do not have a driver's license to drive to work. The employer wants to deny accommodation. What are some things that should be reviewed with the client.

Matter!

• Client would have to work with their HRBP/Advisor to review potential risks.
• Does the client have a WFH policy that other employees are utilizing?
• Have they allowed other employees to work from home for other personal reasons if no WFH policy is in place
• Would a DWI be covered under the ADA?

Flex your FLEX

100

Where do you find if a client has new hire tasks setup in their flex account 

Company Settings- New Hire Task- there is where the client will have the forms selected that they want to include in their new hire paperwork. 

200

What Section is the learning tab in? 

Human Resources- there will be a tab on the dashboard that reads "Training take me there" 

300

What is the product that a client would use to list job postings and manage applications 

Paychex Flex Hiring - the buy up product

400

What is the newest HR product that is Soar eligible? 

what is another HR product coming out later this year that is Soar eligible?  

 

 - HR Analytics Premium

-  HR Analytics Premium Plus 

500

What are the 6 new hire tasks that a client can select to have sent to their new hires electronically? 

• Demographic     data
•  Direct     deposit (requires DD product)
•  Emergency     contacts
•  Federal     W-4
•  State     tax forms
•  EEO     (requires Flex HR Admin- Compliance product)

HR Topics

100

What does DOL stand for and what does it enforce?

The Department of Labor (DOL) administers federal labor laws to guarantee workers' rights to fair, safe, and healthy working conditions.

200

What is the WARN act? 

The WARN act requires employers to provide advance notice in cases of qualified plant closings and mass layoffs.

300

 What is a Fringe Benefit? Give an example of a Fringe Benefit 

1. Additional benefits, considered compensation for services beyond the employee's normal rate of     pay. 
2.  PTO/Vacation, Health     Insurance, Stock Options, Tuition Assistance, EAP, Holiday Pay are a few examples 

400

What are the benefits of an employee handbook for employers? What are the risks of not having an employee handbook to an employer? 

1. Employee handbooks provide clear communication on policies and expectations to employees, while also reducing risk and liability. Employee Handbooks can be referred to when handling issues and incidents in the workplace.
2. If you do not have an employee handbook:
   • you may be engaging in practices and procedures which are not in compliance with state and federal regulations
   •  This could also result in inconsistency when handling issues
   • Open your business to liability and potential lawsuits

500

Can employers decide when an employee is a 1099 or W2 worker? Please give 3 questions to consider when assisting a client with making a determination? 

1. No, employers should never make this determination on their own behalf due to the potential for misclassification which could result in penalties and back pay to employees.

B. Do you determine when and where they work?

If tools or supplies are needed, do you purchase those?

Have they received training from you to complete the work?

Are they paid an hourly wage or a salary (vs. a lump sum for the completion of a project)?

Is the work they do integral to the business?

Can we or Can't we

100

Client is moving down to payroll. Can we give a discount on a core payroll package?

Yes - discount offer up to 40% - anything more they need to work with their new payroll specialist

200

Client reached out regard employee questions on their taxes

Can we or can't we assist?

We cannot - they should contact a CPA or accountant

300

Client needs help with writing a custom policy on uniforms.

Can we or Can't we help Them?

No, we cannot help write the policy, but we can supply them with a sample policy if you find one in Mineral or on a .gov site

400

Client wants to implement a drug testing policy.

Can we or Can't we advise?

 

We can advise on this- we can give them the federal & state law pertaining to drug testing, we can send them a sample policy out of mineral and we can offer the get them setup with Hireright to do the testing for them.

500

Client conducted a workplace investigation. They provide you signed policies, witness statements, etc. They are looking to you to say what the conclusion on the investigation should be.

Can we or cant we?

We cannot. The client should complete the investigation conclusion memo (found in Mineral) and come to a conclusion on their own. You can work with a risk partner to advise on next steps.