A Fool Proof Plan for Outsourcing your Payroll, HR, WCB and Benefits Administration in the New Year

Approaching the end of October, many are planning for the New Year. What decisions need to be made before on boarding with a full service employee management solution? Here are some tips to ensure a smooth and seamless transition. While you want to be in compliance with labour and Canadian Revenue Agency legislation, it is important to choose a service firm that is able to be consistent with the values and culture of your organization.

When onboarding you will need to provide supporting documentation for your Canada Revenue Agency Account (along with Quebec Rev if applicable) & Worker’s Compensation account (Along with CSST if applicable). It is a good idea to include a list of authorized contacts along with your threshold schedule for remittances. This way your new administrator can simply jump in and take over the management.

Review your current benefits plan and make an internal decision on whether the plan is offering everything you would like to your valued employees. If you are happy with your current plan, again it is a good idea to provide as much information to your new service provider to ensure a smooth transition.

It is expected that all necessary employee information is up to date. This includes personal employee information such as name, address, birth date, and emergency contact information, in addition to banking information for direct payroll deposits into their accounts. Along with this information, feel free to provide any additional employment documents like offer letter templates, policies, & agreements. Your service provider will be able to assist you with any employee communication documentation, and that way your employees know their interests are being considered in this decision ,and that the impact on them will be minimal.

Mary Jane Burchell / Business Consultant / PEO Canada

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