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Archive for the ‘Leadership’ Category

5 Ways to Improve Your Business’s Digital Impact


If your business’s digital presence is nonexistent or lackluster, you’re missing out on the opportunity to attract new customers, connect with existing customers, and promote your business on the world’s biggest platform. Here are five ways to strengthen your business’s digital impact: Create a nice website In the age of DIY, creating a website is no longer a major project to be outsourced to a professional agency. You can build your own professional website by utilizing platforms like Squarespace, Wix, Weebly, and more. These sites make it easy to design and finesse your very own site, and offers lots of stylish pre-made templates and endless customizations, such as simple drag-and-drop features, video backgrounds, optimized one-page checkout, and more.

12 Days of Advice For Time Tracking and Payroll Management


If you’re up for a challenge, we’ve curated twelve days of FingerCheck time tracking and payroll advice for your consideration. The goal? To challenge yourself, build on your skills and knowledge, and better your business. We’ve outlined some recommended practices and exercises to help you get the most out of FingerCheck and take your business into the New Year stronger than ever before. If you’re game, read on:  Day 1: Create written payroll procedures. Consider creating written payroll procedures to preserve the A, B, and C’s of your payroll process. Taking steps to write payroll procedures and guidelines ensures that invaluable knowledge is documented and can be transferred to other members of staff should your payroll team become unavailable. Cross-training

Changing Employees from Salaried to Hourly

Switching Salaried Employees to Hourly

Due to the updated overtime law, salaried workers earning under $47,476 will be entitled to overtime come December 1st. By definition, salaried workers are salaried because they perform certain job duties, typically managerial, and are compensated solely based on the job they perform, not the hours they work. Depending on the demands of their workload however, many salaried workers do perform well over 40 hours per week during busy time or peak seasons throughout the year. Now that the overtime pay threshold has been updated from $23,360 to $47,476, 4.2 million additional salaried workers will now receive overtime pay for all hours worked over 40 in a week.  So does this mean that affected employers will be forced to increase their

Three More Reasons to Allow Employees to Work Remotely


Remote working arrangements are potentially more productive, cost effective, and attractive to employees. But wait — there are even more reasons to explore whether remote or flexible work options are right for your team! Sweeten the Pot for Potential Recruits People want flexibility. According to Career Builder, a flexible schedule and the opportunity to work from home are more important than job title to job seekers. Providing these options is an easy way to bolster a job offer, especially if you’re short on the salary side. Not only can remote and flexible work options help you recruit and retain talent for less, it may actually save you money in the long run! Make Management Easier Use a web

Telecommuting: What Research Says About the Effectiveness of Remote Working Arrangements


While we’ve emphasized the benefits of allowing employees to work remotely, a recent report offers a more comprehensive critique of telework in the US. In the study, leading workplace psychology experts provide insight on the history, practical applications, and social implications of the practice. Here’s what they learned: Moderation Is Key Telecommuting is most effective when practiced in moderation, doled out to employees with the self-regulatory skills and autonomy to work independently, and assigned to those not working in positions that require personal contact to fuel innovation and creativity. Based on the research available, telecommuting yields the best results when organizations practice in moderation — i.e. 2-3 days a week versus 5. Job satisfaction, for instance, peaks at around 15 hours of telecommuting


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