The New-Hire Dilemma
Federal law requires every employer to report each new hire and rehire* to a designated state agency, and requires all states to conform to a set of minimum standards for the information that must be reported:
- Each new hire's name, address and SSN
- Employer's name, address and federal employer ID number
However, the law also gives states the option of requiring employers to report additional information, such as the new hire's date of hire, date of birth, state of hire and other relevant data. States also have the freedom to set their own deadlines for reporting.
Failure to comply with these laws can lead to financial penalties and other serious problems. That's why, for some employers, keeping up with changing state standards and compliance guidelines can be an unwanted burden.
The Advantage Solution
Because we already maintain all the pertinent employee data, Advantage can assist you with new-hire reporting compliance automatically, as an additional service to our payroll processing.
Our team of compliance experts saves you the responsibility of keeping up with changing state statutes and meeting filing deadlines. We can also save you substantial costs in personnel and productivity when you compare our service to the cost of assigning an employee within your organization to these duties.
When you choose this convenient, value-added service, Advantage automatically generates a New-Hire Report each week that includes all new hires and rehires that occurred within that week.
Advantage forwards these reports directly to the appropriate state agencies, with the same degree of accuracy and timeliness we apply to all your payroll and tax filing requirements. It's another way we take care of the details so you can get back to business.
*While this federal law does not define "new hire," the Federal Office of Child Support Enforcement (OCSE) has defined a new hire and rehire as an individual who provides services to an employer and is required to complete a Form W-4.