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I have used ADP for about 40 years. My particular ADP service is outdated and may no longer be available to new users. ADP calls me on Friday afternoon and I verbally give the rep all or hours; Man #1007 has 39 hours, man #1016 had 40 hours reg and 4 OT...... All checks arrive on Monday by courier. My accountant gets all of his required information making his job easier and less costly. The newer ADP version requires you to log onto a secure ADP site and enter employee totals yourself. I am planning to change to the newer version soon since I would be able to report times when I want as opposed to waiting for ADP to call me. The new version also has additional reports available for myself, employees and my accountant. Any payroll service is better than doing payroll yourself.

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I shopped mine when my staff wanted me to switch to automatic deposits.  I was using a soft-ware package and writing checks, sending in all the taxes myself.  Shopped ADP and PayChex - can't believe I waited so long to do it.  I ended up at PayChex, but they have some interesting policies...

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We switched from paychex to ADP.  With ADP we put info in online monday morning. It does all calculations and send check or money to bank accts. all get paid wednesday.

We like better than paychex, but were not aware of their online service. Our CPA recomended it and got us a good rate

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Intuit payroll is the way to go if you have a bookkeeper that is competent. I do it for 45 employees every two weeks. You have to pay yearly for subscription, as well as new Quickbooks program every 3 or 4 years, but it's well worth it. 

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Have used Paychex, ADP & Paycom (in that order) over the last 18 years.  Each change was due to features and price.  I think they are all pretty good, have to believe they all have comparable features and can comparable prices, just a matter of who is buying the business or maybe who has come out with the latest/greatest new features.  been with Paycom now for almost 7 years and been pretty happy.  Have learned that changing companies can be a lot of work.  Probably not a bad idea to shop them every few years and see what is available and at the very least, make sure you current pricing is the best it can be. 

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My guys and gals log in and out online, and it takes me about 10 to 12 minutes to run payroll weekly. Each associate's pay is in their bank account when they wake up Friday morning. If a shop has one or more employees, using an outside vendor is the only way to go!

 

Hi-Gear

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  • 2 weeks later...

Just switched from Paychex to ADP. Paychex became less responsive when we had a problem, then almost doubled our bill without telling us anything about it. Guess they just figured it would slip through the cracks

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  • Have you checked out Joe's Latest Blog?

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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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