Weekly payroll for a workforce that changes weekly.
High-volume onboarding, weekly runs, and client billing exports for temporary and placed workers.
- VOLUME
- Thousands of W-2s
- BILLING DATA
- Hours exported per client
- ONBOARDING
- Mobile, bulk
- WOTC
- Screening built in
WHAT'S INCLUDED
- 01
Bulk onboarding
Hundreds of hires a week.
- 02
Earned wage access
Optional, through a partner.
- 03
Client billing data
Hours exported for invoicing.
- 04
Tax credits
WOTC screening at hire.
WHERE IT GOES WRONG
Hundreds of starts a week.
Every start needs tax forms, an I-9, and pay details before the first shift, and every end needs a final check.
How Worklio handles itBulk, mobile onboarding of hundreds of hires a week, with unlimited regular and off-cycle runs.
Burden, markup, and margin.
The bill rate has to cover the pay rate plus employer taxes, comp, and benefits before any margin is left. A 52% markup on a $20 pay rate is a 25% margin once 14% burden comes out.
How Worklio handles itHours exported for client invoicing.
Unemployment accounts in every state you place.
Each state sets its own unemployment tax test, rate, and wage base, so every new work state can mean a new account.
How Worklio handles itWe help open state accounts when you hire somewhere new, then calculate, deposit, and file payroll taxes in every state and locality.
Workers' comp by assignment.
A clerical placement and a warehouse placement fall under different comp class codes, each with its own rate.
How Worklio handles itBenefits and pay-as-you-go workers' comp through Worklio Insurance, quoted from your real census and wages and billed per payroll.
ACA for variable-hour workers.
An applicable large employer must offer coverage to full-time employees, those averaging at least 30 hours of service a week, or risk an assessable payment. For variable-hour workers, a look-back measurement period of 3 to 12 months decides who counts.
How Worklio handles itFull-time status by look-back measurement from time and payroll hours, every offer and waiver documented, and 1094-C and 1095-C e-filed.
WHAT TO HAVE ON FILE
- 01Pay records for every employee. Hours each workday and workweek, the regular rate, and pay and deductions each period.
- 02Unemployment accounts. The work state of each assignment, and an account in each state where you meet its employer test. The federal unemployment test is $1,500 in wages in a quarter, or one employee in each of 20 weeks.
- 03Form I-9 by the third business day. Section 2 by the third business day after the first day of work, or by the end of the first day when the job lasts less than three business days; if you use E-Verify, a case by the third business day after work starts.
- 04ACA measurement. Measurement and stability periods for variable-hour workers, with offers and waivers on file.
- 05Pay statements. In the form each state you place in requires.
- 06Client contracts. Who supervises placed workers, and who answers for their pay.
WORK IT OUT
- GLOSSARYBill rate vs pay rateFrom pay rate to bill rate, markup, and margin.
- GLOSSARYLabor burdenTaxes, comp, and benefits on top of wages.
- CALCULATORCost of an employeeWhat one placed worker costs you.
- GLOSSARYSUTAState unemployment tax, rates, and wage bases.
- GLOSSARYACA reporting (Forms 1094-C and 1095-C)Forms 1094-C and 1095-C, and who files them.
- GLOSSARYJoint employerWhen a client shares responsibility for pay.
Calculators follow federal rules only; state law can differ.
QUESTIONS
Sources: 29 CFR 516.2; 26 U.S.C. 3306; 8 CFR 274a.2; 26 U.S.C. 4980H; 26 CFR 54.4980H-1; 26 CFR 54.4980H-3. General information, not legal or tax advice.
A planned go-live, with parallel runs first.
- 01Discovery + design. We map entities, pay rules, deductions, and integrations.
- 02Data + configuration. YTD wages, tax accounts, benefits, and GL mapping loaded and tested.
- 03Parallel runs. One or more payrolls run beside your current provider and matched to the cent.
- 04Go live. Usually at a quarter or year start. Employees invited, your team trained.
KEY TERMS · FROM THE GLOSSARY
Browse the glossary- Bill rate vs pay rateBill rate vs pay rate is the difference between what a staffing firm charges a client per hour and what it pays the employee.
- Joint employerA joint employer is a business found to share legal responsibility for an employee’s wages, hours, or working conditions alongside another company.
- Contingent workerContingent worker is an umbrella label for people who work for a business outside a permanent, ongoing employment relationship.
- Form I-9Form I-9 is the federal form every U.S. employer completes for each new hire to verify identity and employment authorization, from documents the employee chooses.
- Final paycheckA final paycheck is the last wage payment an employer owes a departing employee, covering wages and earned variable pay through the last day.
- PAYROLL AND TAXES PAID
- $35+ Billion
- ACH TRANSACTIONS
- 23+ Million
- W-2S / 1099S PROCESSED
- 4.3+ Million
- EMPLOYEES PAID
- 2.8+ Million
