ADP HR Week 1-2 -HR LM UPDATED ACTUAL Questions And Correct Answers
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Terms in this set (54)
3 Key areas ADP impacts businesses 1. Operating Expenses (Labor costs, vendor costs, overhead like paper, stamps,
manual costs, technology costs.) 2. ITOA Line work tax credits or R7D tax cuts 3.
COGS (Workers comp, benefits, time and attendance)
We are not just a vendor, we are a______ _. We want to Partner
drive your next level of revenue you want to achieve.
IRCA or Immigration Reform and Contract Act is the law Employers must only employ people who can legally work in the US. They will
that states: need to fill out an I9. This law applies to any business with one or more employee.
EEO or Equal Employment Opportunity is that law that Businesses must make sure there is no discrimination by sex, national origin,
states: genetic or disability information of a person. This law applies to any business with
15 or more employees.
FSLA or Fair Labor Standards Act is a law that states: Established minimum wage overtime. This federal law governs overtime
requirements. It's important to document because businesses can run into huge
fines when miscalculating w2 or 1099 employees resulting in major back pay and
huge fines. This applies to all businesses with 1 or more employees.
ADA or American Disability Act is a federal law that This law prohibits any kind of discrimination in the workplace against people with
states: disabilities. This typically applies to businesses with 15 or more employees.
COBRA or Consolidated Omnibus Budget Reconciliation Group health plans sponsored by businesses with 20 or more employees must
Act is a federal law that requires: still give their workforce benefits access for a certain period of time even if they
get laid off, quit or work less hours.
What sets us apart from other competitors? The relationship we have with other vendors
Optimized processes that are always performing at their most updated level
Data driven decision making
Organic HRIS
Strategic HR alignment
Benefit Strategies
Why should businesses meet with us to discuss HRO now Companies have evolving needs. It never stays static, so it's important to find a
rather than later? company that can scale and think ahead.
We're not taking over everything, we're extending your reach.
Predicting and proactively addressing the workforce issues that arise
, Most companies are struggling with: Marketplace Issues
Cash flow and expenses
Attracting retaining and developing talent
Trying to mitigate risk
In upmarket, (150 EE) we have a Relationship manager Aligns to clients strategic objective
who is the clients trusted and consultative advisor who Drive service and tech optimization
Positively impacts employees experience and culture
Delivers compliance support
Delivers service metrics and results by sharing trends and opportunities to grow
Client service managers assist with: Oversees day to day operations, implements process improvement ideas, leads
and coaches, and assigns experts based on client needs
Make sure tactical needs are met
Works closely with HRBP to identify service and support opportunities
MyLife Advisors assist with: Answer employee and manager technical questions via a support line such as
how to access direct deposit or W2 forms
Available m-f 8-11:30pm ET
English and spanish
Toll free
10 min average handle time
90% first call resolution
24/7 website support
Clients also receive specialists. The specialists they HR Specialist
receive are: Payroll Specialists
Benefits specialist
Technical Support Reps
Talent ACA Wage and Hours SME
These specialists can support clients with: Maybe creating a handbook
Writing job descriptions
Placing ads
Workplace accident paperwork
Implementing new laws and regulations
ADP Workforce Now Comprehensive Services VS ADP's ADP's Comp clients are often defining their own strategy; We are helping them
Totalsource come up with a way to do that as well as their everyday HR needs, in the most
efficient way using the ADP workforce now technology to make that happen.
ADP Totalsource is usually for businesses that lack great benefits package, dont
have muh HR and want shared responsibility of support.
ADP Com services is when a client is Seeking a partner to act as an extension of an in-house HR team
ADP Totalsource is when a clients needs to Offload HR/Compliance tasks that are too time consuming
What does a BPO stand for: Business Process Outsourcing
What are the two BPO's at ADP? ADP Workforce Now Comp Services and ADP Totalsource
C
Terms in this set (54)
3 Key areas ADP impacts businesses 1. Operating Expenses (Labor costs, vendor costs, overhead like paper, stamps,
manual costs, technology costs.) 2. ITOA Line work tax credits or R7D tax cuts 3.
COGS (Workers comp, benefits, time and attendance)
We are not just a vendor, we are a______ _. We want to Partner
drive your next level of revenue you want to achieve.
IRCA or Immigration Reform and Contract Act is the law Employers must only employ people who can legally work in the US. They will
that states: need to fill out an I9. This law applies to any business with one or more employee.
EEO or Equal Employment Opportunity is that law that Businesses must make sure there is no discrimination by sex, national origin,
states: genetic or disability information of a person. This law applies to any business with
15 or more employees.
FSLA or Fair Labor Standards Act is a law that states: Established minimum wage overtime. This federal law governs overtime
requirements. It's important to document because businesses can run into huge
fines when miscalculating w2 or 1099 employees resulting in major back pay and
huge fines. This applies to all businesses with 1 or more employees.
ADA or American Disability Act is a federal law that This law prohibits any kind of discrimination in the workplace against people with
states: disabilities. This typically applies to businesses with 15 or more employees.
COBRA or Consolidated Omnibus Budget Reconciliation Group health plans sponsored by businesses with 20 or more employees must
Act is a federal law that requires: still give their workforce benefits access for a certain period of time even if they
get laid off, quit or work less hours.
What sets us apart from other competitors? The relationship we have with other vendors
Optimized processes that are always performing at their most updated level
Data driven decision making
Organic HRIS
Strategic HR alignment
Benefit Strategies
Why should businesses meet with us to discuss HRO now Companies have evolving needs. It never stays static, so it's important to find a
rather than later? company that can scale and think ahead.
We're not taking over everything, we're extending your reach.
Predicting and proactively addressing the workforce issues that arise
, Most companies are struggling with: Marketplace Issues
Cash flow and expenses
Attracting retaining and developing talent
Trying to mitigate risk
In upmarket, (150 EE) we have a Relationship manager Aligns to clients strategic objective
who is the clients trusted and consultative advisor who Drive service and tech optimization
Positively impacts employees experience and culture
Delivers compliance support
Delivers service metrics and results by sharing trends and opportunities to grow
Client service managers assist with: Oversees day to day operations, implements process improvement ideas, leads
and coaches, and assigns experts based on client needs
Make sure tactical needs are met
Works closely with HRBP to identify service and support opportunities
MyLife Advisors assist with: Answer employee and manager technical questions via a support line such as
how to access direct deposit or W2 forms
Available m-f 8-11:30pm ET
English and spanish
Toll free
10 min average handle time
90% first call resolution
24/7 website support
Clients also receive specialists. The specialists they HR Specialist
receive are: Payroll Specialists
Benefits specialist
Technical Support Reps
Talent ACA Wage and Hours SME
These specialists can support clients with: Maybe creating a handbook
Writing job descriptions
Placing ads
Workplace accident paperwork
Implementing new laws and regulations
ADP Workforce Now Comprehensive Services VS ADP's ADP's Comp clients are often defining their own strategy; We are helping them
Totalsource come up with a way to do that as well as their everyday HR needs, in the most
efficient way using the ADP workforce now technology to make that happen.
ADP Totalsource is usually for businesses that lack great benefits package, dont
have muh HR and want shared responsibility of support.
ADP Com services is when a client is Seeking a partner to act as an extension of an in-house HR team
ADP Totalsource is when a clients needs to Offload HR/Compliance tasks that are too time consuming
What does a BPO stand for: Business Process Outsourcing
What are the two BPO's at ADP? ADP Workforce Now Comp Services and ADP Totalsource
