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Corinne Camara

Corinne Camara, an expert in the recruitment field with over 10 years of experience in the staffing industry, is a business development specialist at The Staffing Edge. She previously worked at Apple One as a recruitment specialist and needed a change from the day-to-day recruiting, but still wanted to remain in the industry. Corinne’s knowledge and expertise gives her an edge in helping new members understand the back office model. Corinne has the unique ability to relate to current and new members; she understands their business and day-to-day struggles. She feels rewarded when she helps onboard a new member to outsource the worry and help them see their profits grow. Outside of work, Corinne enjoys spending time with her children, home improvement projects, interior design, and painting.
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The International Employer’s Survival Guide to US Payroll Taxes

Posted by Corinne Camara

|

Jun 12, 2019 9:00:00 AM

The International Employers Survival Guide to US Payroll TaxesInternational employers have their work cut out for them. Since they employ people in multiple countries, they have to contend with the employment and payroll legislation in not just one, but many different locations.

Request a quote for US payroll services today!

Learning the rules and regulations in one market is often more than enough for a payroll team. You may need to bring in outside help or hire specialists to make payroll easier.

If you’re operating in the US, you might feel a little overwhelmed by US payroll taxes. There are many different rules to contend with, and one mistake can lead to a cascade of problems. This guide will help you master the basics, so you can conduct payroll for your American employees with ease.

The Different Levels of US Payroll

The first thing any international employer needs to know about US payroll taxes is that there are a few different levels and types of taxes.

The US has three levels of government. Depending on where you and your employees are based, you may end up having to pay federal, state, and local payroll taxes.

The types of taxes assessed at each level also differ. The federal government and state governments both collect income tax and unemployment taxes. Only the federal government collects FICA taxes.

Local governments may collect taxes for local infrastructure, such as schools or public transit.

Who Pays the Tax

Another key to understanding US payroll taxes is to know who is responsible for paying tax. Some taxes are collected from employees’ earnings. Others require a joint contribution from both the employee and employer. Still other taxes are the responsibility of the employer alone.

Both federal and state unemployment taxes are usually paid by the employer alone. In some states, though, employees share the costs of unemployment programs. FICA taxes, which include Medicare and Social Security, are always a joint payment. Employees and employers each pay half of the 2.9 percent contribution.

Income taxes are withheld from the employees’ earnings. The employer collects and remits the funds to the IRS, but isn’t expected to contribute to the payment.

Collections - Schedules and Payments

For every different tax an employer must collect, there’s a schedule to follow. Your schedule is often set by the size of your company. In general, it’s a good idea to determine which taxes you need to collect and remit. Then you’ll need to find out who the funds are remitted to. Some funds will be sent to the IRS, while others will be sent to the appropriate state or local authority.

Once you’ve determined who is receiving the funds, you’ll be able to read their rules for remittance schedules. The IRS will send you statements with this information.

There are also reports you’ll need to file for the different taxes you collect on your US payroll. Some taxes are reported on a quarterly basis, while others might have an annual reporting period.

Filing a report late and sending in payments after your deadline are some of the most common reasons employers face penalties.

Determining Rates

Most US payroll taxes are based on employee earnings. Federal income tax brackets change as employees earn more. Medicare is capped at 2.9 percent up to $200,000. Employees earning more than this amount have to pay an additional percentage.

Some employers pay just a fraction of the federal unemployment tax rate. If you pay your state unemployment taxes on time, you could qualify for a discount.

Get the Support You Need

Now you know some of the fundamentals of US payroll taxes, which can help you avoid penalties. If you still need help, though, don’t be afraid to call in the experts. A PEO can make paying your US employees easier than ever.

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Topics: Payroll

International Employers: 5 Skills to Look for in Remote Workers in Canada

Posted by Corinne Camara

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Jun 3, 2019 9:00:00 AM

international-employers-5-skills-to-look-for-in-remote-workers-in-canadaNo matter where in the world your company is based, you want to hire the best people to work for you. For international employers in today’s globalized world, this means finding talented candidates both at home and abroad.

Download "12 Differences to Expect When Expanding into Canada" today!

Technology has made it possible for people to work remotely. This is often an asset for employers who operate in multiple countries. Even if you don’t have a branch office, though, you may still opt to hire remote workers. One of the places you might decide to look would be Canada, especially if you have Canadian operations.

Interviewing and hiring remote workers can be somewhat trickier than hiring people who will work on site. What skills should you seek in remote workers in Canada? Here are a few you should be on the lookout for.

1. International Employers Want Tech-Savvy Employees

Technology is what enables remote work in most cases, so it only makes sense to look for people with strong technological skills. This is especially important since they’ll likely be working on their own most of the time.

This could mean they’ll need to navigate technological issues on their own. While it’s important to provide training for company-specific software and other applications, remote workers with a background in technology will be more independent.

2. Remote Workers Need Good Communication Skills

Another key trait to look for in your Canadian remote workers is good communication abilities.

Communication skills are invaluable in almost any job, whether on site or remote. Given that most remote workers will be communicating via email and instant messages, communication is even more important.

You’ll want your remote workers to be both familiar with communication technologies and able to communicate clearly and according to policies.

3. Organized Workers Perform Better

Another trait for international employers to look for in their remote workers is organizational skills. Some people are self-starters who can prioritize a list of tasks with ease. They’re also good at managing their time, so you can be sure they’re working in the most efficient way possible.

These people make good remote employees, because they’re motivated and productive. People who are less organized or don’t manage time as well will struggle more with the demands of remote work.

It can be difficult to judge organizational skills in an interview, so be sure to ask some questions about these skills. If you can, talk to other employers or colleagues who have worked with the candidate about their work habits.

4. Look for Someone Who Sets Goals

The best remote workers are self-motivated. If you give them a goal, they’ll work towards it. If you don’t, however, they’ll set goals for themselves and strive to reach them.

This trait is important for Canadian remote workers, because it helps them stay motivated and on track. If someone can’t set their own goals, you’ll need to be sure you set out the agenda.

If a worker isn’t goal-oriented, you may find that they struggle with productivity, even when you do set goals for them.

5. Ask for a Demonstration of Critical-Thinking Skills

Critical thinking and problem-solving skills are some of the most in-demand soft skills today. These skills allow your workers to approach problems from different points of view. It also asks them to apply a bit of creativity and reasoning in finding solutions.

Someone who is good at problem solving and critical thinking evaluates an issue from all sides. With all the information in hand, they can recommend a course of action.

This is even more important for remote workers, because they may not be able to ask for guidance or help immediately. Being able to think through an issue and come up with a solution is key.

When international employers look for these five skills in their remote employees, they have a much better chance of hiring the right people.

 blog-cta-12-differences-to-expect-when-expanding-into-canada

Topics: Business Expansion

Why Health Spending Accounts Are a Great Benefits Option for Your Canadian Employees

Posted by Corinne Camara

|

May 22, 2019 9:00:00 AM

Why Health Spending Accounts Are a Great Benefits Option for Your Canadian EmployeesWhen you expand your business to Canada, you’re going to hire Canadians to play a role in your workforce. You may need them to work in store or on site. You may also employ them remotely.

Download "12 Differences to Expect When Expanding into Canada" today!

As a new employer in Canada, you’ll need to adjust to the labour market. This can mean ensuring you’re paying competitive wages.

In many cases, it will also mean you need to review your benefits offerings. This is an especially important point for companies from countries such as the US, where healthcare is vastly different.

If you’re wondering how to offer health insurance to your Canadian employees, consider health spending accounts (HSAs).

Leveraging Health Spending Accounts in a Government-Funded System

Canada has a public healthcare system, which is funded by taxation. The system covers basic medical care, such as seeing a doctor or visiting a hospital. Canadian citizens pay no out-of-pocket fees for these services, since they’re covered under provincial health plans.

There are many gaps in the Canadian system, however, and Canadians do rely on their employers to help them bridge the gap. Dental care and prescription drugs are two costs Canadians pay for out of pocket on a regular basis.

You could consider providing a traditional health insurance plan, but a new, more flexible option has been gaining favour. Health spending accounts help your employees navigate the gaps in the public system. They also have benefits for you.

Benefits for Your Employees

Traditional health insurance plans often come with caps. Your plan might include $500 for dental or $200 for vision care.

Once those limits are reached, the employee must pay out of pocket. Some plans also have deductibles or co-pays, which also mean the employee pays. If a service or medical item isn’t covered under the plan, the employee will have to foot the bill.

A health spending account is different. HSAs are employer-funded, which means you pay into accounts for your employees. You can add a set amount to the account, and the employee then has that dollar amount to spend on medical services and items every year.

There’s no deductible or co-pay. The employee can use the funds immediately. They can also use the funds for the services they need to pay for. If someone needs a root canal one year and then needs physiotherapy after a car accident the following year, they can use the funds in their HSA to help.

With a traditional plan, they couldn’t do that. The root canal might cost much more than the dental benefit, and physiotherapy might not be covered at all.

Benefits for Employers

Some of the benefits of offering health spending accounts to your Canadian employees should be clear. With an HSA, they can get the coverage they need, when they need it.

How do health spending accounts benefit you as the employer? For one, they’re typically less expensive than traditional plans. They also offer better tax efficiency. You can write off the amount you contribute to the HSA, along with plan administration fees. Insurance isn’t always tax deductible.

Once you’ve made the initial contribution, you can also “top up” accounts for the following year. If an employee has funds left over, you may not need to contribute the full $2,000 or $5,000 to reset for the next year. HSAs can also add value to the business.

Of course, the biggest benefit of an HSA is that it makes you more attractive as an employer. It gives your employees the flexibility they want and the coverage they need. In turn, you can expect a better reputation, lower turnover, and happier employees.

Offer HSAs to Your Employees the Easy Way

Working with a PEO is one great way to offer a benefit like health spending accounts to your Canadian employees. Getting started can be as easy as reaching out to the experts.

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Topics: Business Expansion

5 Great Reasons Global Companies Employ US Workers

Posted by Corinne Camara

|

May 8, 2019 9:00:00 AM

5 Great Reasons Global Companies Employ US WorkersEven if you’ve expanded into another country before, you might feel overwhelmed by the American market.

Request a quote for US payroll services today!

There are many aspects to consider when you move into the US. As you’re aware, laws are very different, which can cause a tangle of red tape. You need to think about tax efficiencies and corporate structure. Your marketing strategy may need to be tweaked. You might even need to revisit your product offers and packaging.

You also must consider how to staff your business. Is hiring US workers the right move? Maybe you can hire independent contractors to fulfill your needs. Perhaps sending existing employees to the US is the right way forward.

Many successful global companies choose employees over any other work arrangement. Here are a few great reasons you should employ US workers.

1. Global Companies Get Insights from US Workers

US workers can offer you insights into the market and culture. You could hire remote workers from your home country, but if you’re serving the American market, will they connect to Americans in the same way?

Employees from the same cultural milieu can smooth relations with your customers. Your customers will also be able to relate to your workers more easily.

US workers can also provide key insights into the market. They have insider knowledge others in your company may lack.

2. They Provide Geographic Insurance

If you don’t have a physical location in the US, you may see no reason to hire employees on US soil. Operations can run from almost anywhere thanks to today’s technology, and your staff can telecommute.

Much like computer servers should be in geographically diverse areas, global companies should think about having a geographically diverse workforce. This provides insurance for your customers. For example, if complications prevent people in India or the UK from getting to work, your US employees will be on standby.

3. It Creates a Community Presence

Global companies often face challenges being accepted into their new markets. Consumers may see you as an outsider and decide not to buy from you.

One way to approach this attitude is to establish that you care about the communities you operate in. What better way to show you care about a community than by hiring locals.

This helps potential customers put real faces to names. By employing their neighbours, friends, and relatives, you offer local opportunities in the community. In turn, community members are more likely to feel sympathetic and connected to your brand.

Your employees could become your greatest advocates. They may talk up your products or services, as well as recommend you as an employer. In short, US workers can be the best brand ambassadors.

4. It’s Easier Than You Think

You may be reluctant to employ US workers due to legal concerns. You might be worried about tax implications or issues around employment law. How can you let someone go? What are the rules about overtime pay, holidays, or vacation pay? What are the leaves like in the US? What about benefits?

You might think these concerns make hiring US workers too much of a hassle, but it’s not as difficult as it seems. Working with a PEO can help you employ US workers without worrying about the ins and outs of payroll or the tax implications of benefits. The PEO can take on the liability and responsibility for your US workers.

5. It Builds Your Talent Pool

If you’re hoping to continue expanding, then building your talent pool is a good idea.

Employing US workers can help you do just that. When it comes time to expand again, you’ll know you have a strong group of talented individuals to draw on.

Many global companies hire US workers for some of these reasons. It could be a smart move for your business too. If you think it might be a good decision, talk to the experts and discover how the right US talent could help you ensure business expansion success.

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Topics: Business Expansion

The Wrong Ways to Expand into Canada

Posted by Corinne Camara

|

Apr 24, 2019 9:00:00 AM

The Wrong Ways to Expand into CanadaLike most business owners, you see growth as a measure of success. Expanding into international markets is certainly an indication of growth.

Download "What Are You Leaving to Chance By Handling Payroll on Your Own" Guide

When you begin moving into other markets, though, you’ll need to take steps to secure your success. This is very true when you plan to expand into Canada. There are right ways and wrong ways to go about managing expansion into the Great White North.

Being aware of some of the wrong ways can help you avoid the missteps others have made before you. Learn about these mistakes as you plan your expansion, and you’ll be better prepared.

Don’t Plan to Expand into Canada Rapidly

Perhaps the best example of this misstep comes from US retailer Target. In 2011, Target bought up a number of locations in Canada and opened 124 stores in the span of less than a year in 2013.

The chain ultimately opened 133 stores before closing up shop in 2015. While there were numerous mistakes made in the Target saga, one of the key factors was rapid expansion. If Target had opened a few stores first, it could have focused on working out issues like supply chain management on a smaller scale.

Many companies have used the slow expansion model to conquer the Canadian landscape, and it generally works much better. If your brand isn’t as well-recognized as Target, take heed. Even popular brands can fail if they take on too much too soon.

Study the Culture

There are many cases of businesses experiencing culture shock when they expand to an international market. You merely need to look at the example of Mattel marketing Barbie in China. Chinese culture emphasizes educational toys and skill-building, so Barbie didn’t fare well.

In some cases, the differences in culture are much more subtle. This is certainly the case in Canada. Canadians share many cultural similarities with their American cousins, but that doesn’t mean their culture is the same.

Take some time to study Canadian culture before you expand into Canada. Whether you’re looking to connect with your employees or market to consumers, understanding cultural nuances will go a long way to ensuring your success.

You Ignored Market Trends

British supermarket Tesco tried to expand into the US in 2007, in what was a case of poor timing. Tesco’s messaging about fresh food appealed to US consumers, but the economy was on the brink of the worst recession since the 1930s.

It’s not just the economic indicators you’ll want to pay attention to when you decide to expand. You’ll also want to take a look at the competition. If your market is oversaturated, you’ll have an uphill battle to convince clients to switch to your business. If there’s no competition, are you looking at an underserved market or a non-existent one?

Doing your market research is imperative when you want to expand into Canada or any other market. Don’t forget to look at historical trends as well. If the market is shrinking, you want to know before you head across the border.

You Got Caught up in Red Tape

You hired a Canadian employee, but you forgot to file the paperwork. When it came time to let someone go, you fired them on the spot and didn’t pay termination pay. You aren’t sure about the rules regarding tax withholdings, overtime pay, or vacation time.

Legislation can protect you, your business, and your employees. It can also lead to noncompliance as you expand into Canada. Make sure you’re aware of the employment regulations and how they affect your business.

You can avoid all these mistakes and more when you work with an experienced PEO. If you need a helping hand as you expand into Canada, get in touch with an expert team today.

What US Companies Need to Know about Paying Employees in Canada

Topics: Business Expansion

International Companies FAQ: Who Pays Payroll Taxes in the US?

Posted by Corinne Camara

|

Apr 10, 2019 9:00:00 AM

international-companies-faq-who-pays-payroll-taxes-in-the-usAs you expand your business operations across international borders, you have to familiarize yourself with new regulations. Employment law is one major area of concern. Health and safety might be another. Most international companies are also concerned with business structure and tax programs.

Download "7 Challenges Companies Face When Expanding into the US" eBook

Another worry you likely have is US payroll. Most international companies deal with payroll, and most people have questions about how to handle tasks like calculating overtime and paying payroll taxes.

You may even ask, “Who pays payroll taxes in the US?” The answer is a bit more complicated than you might expect.

Who Pays Payroll Taxes in the US?

Several entities may be called on to pay payroll taxes in the US. The most likely scenario is that you as the employer will need to handle payroll taxes for your employees.

As the employer, you’re in charge of paying your employees. You know they’ll need to pay a certain portion of their income to the IRS at the end of the year. If they don’t, you could end up on the hook for their missing payments.

Employers are thus mandated to hold back a portion of an employee’s paycheck and submit that money to the IRS. This is a form of “safe keeping.” Individuals are less likely to save on their own, so this makes it easier for your employees to know they won’t owe the IRS large lump-sum payments.

It also means the IRS won’t turn to your company to find the money your employees aren’t paying them.

The IRS requires employers to remit their payroll taxes on a regular basis.

Contractors Pay Payroll Taxes in the US

There’s another group that comes to mind when you ask, “Who pays payroll taxes in the US?” Contractors are responsible for their own payroll taxes.

Independent contractors, or 1099 employees as they’re sometimes known, act as independent businesses. They’re more like partners than employees. You might hire them to deliver certain services or to produce a product.

Since they’re operating as their own business entities, you’re not responsible for collecting and paying payroll tax for them. These self-employed entrepreneurs will be responsible for remitting their own taxes.

You want to be sure you’re filing the proper paperwork on 1099 contractors. Use the IRS’s assessment to determine whether someone is a contractor or an employee to avoid misclassification. Then have the contractor sign the right forms to release you from withholding obligations.

A PEO Handles Payroll Tax on Your Behalf

There’s another type of entity that can pay payroll taxes in the US. That’s the professional employer organization, or PEO.

Many international companies hire PEOs to help them conduct payroll activities in the US. Generally, the international company pays a fee to the PEO that helps them cover salaries, benefits, and other costs associated with employees.

The PEO would be responsible for paying payroll taxes. Since they’re handling your payroll, they’ll calculate not only what employees should be paid but also what needs to be held back and remitted to the IRS. Although you’re ultimately paying the tax, the PEO handles the calculation, paperwork, and remittance.

So, who pays payroll tax in the US? Several different entities may be responsible. If you need a hand with your payroll, talk to a PEO and discover how they can help.

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Topics: Payroll

An International Employer’s Basic Guide to American Payroll

Posted by Corinne Camara

|

Mar 25, 2019 9:00:00 AM

There are many different factors to consider when expanding to the US market. You’ll want to research local laws, as well as the American understanding of your product or service. How much demand is there for what you offer?

Request a quote for US payroll services today!

Another challenge of expansion is hiring and paying American employees. Payroll can be challenging in any market, but international employers may be at a loss when following American regulations.

If you’re seeking direction, start with this basic guide to American payroll. It outlines the major facets of conducting payroll for your US operations. From this solid foundation, you’ll be able to learn and grow.

The Basic Guide to American Payroll Starts with Compensation

Many countries, including the United States, have laws regulating compensation.

The federal government sets a minimum wage for US employees. Some states also set their own minimums. In most cases, state minimum wages exceed the federal level. Some states don’t set minimum wages.

The federal government has no legislation for how often employees must be paid. In the absence of a law, you can choose how often you want to conduct payroll. You could conduct it once a week, once a month, or even once a quarter if you wish.

States do provide regulations on the frequency of pay periods. Depending on where you operate, you may be obligated to conduct payroll on a more regular basis that you might otherwise choose to.

Taxation and Withholding

The next point in this basic guide to American payroll is taxation and withholding. As in some other countries you may operate in, you’ll be expected to withhold income tax from your employees’ wages.

You’ll need to consult with the most current income tax tables, which are published by the IRS. Tax brackets in the US range from about 10 percent to nearly 40 percent. The applicable tax bracket for any given worker depends on how much they earn. Those who make more will be taxed at a higher rate.

As the employer, you’ll be responsible for filing certain forms, as well as remitting payroll taxes to the IRS on time. For example, you’ll need to file Form 941 for quarterly reconciliation.

Employees must also pay into government-sponsored programs like Medicare and Social Security. You’ll be expected to deduct these premiums from employees’ pay, as well as to provide the employer match portion.

In some states, you must collect and remit state income tax. Finally, you should understand the unemployment tax regulations regarding what you may need to collect and remit.

Considering Labor Laws in the US

How you compensate an employee may be governed by a federal or state regulation.

For example, there are laws about when you’ll need to pay overtime. Some employees are exempt from overtime requirements.

Termination may be another area of concern. There is no federal law governing how employees are terminated, but individual states can set their own rules. In some places, you may need to pay employees for unused time off.

Finally, you’ll want to keep track of paid and unpaid time off. The Fair Labor Standards Act (FLSA) provides little in the way of paid leave. The Family Medical Leave Act (FMLA) provides for 12 weeks of unpaid leave. There are 10 national holidays, but they aren’t paid days off.

A basic guide to American payroll can help you get started and stay on track when it comes to paying your employees in the US. Once you’ve mastered the basics, you’ll have an easier time administering payroll.

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Topics: Payroll

5 HR Compliance Mistakes International Businesses Make When Expanding into Canada

Posted by Corinne Camara

|

Feb 18, 2019 9:00:00 AM

5_HR_Compliance_Mistakes_International_Businesses_Make_When_Expanding_into_CanadaTaking part in an international expansion is an exciting time. It can also be a stressful time. Once the initial excitement has died down, you might encounter mounting challenges.

12 Things an American Company Looking to Pay a Worker In Canada Needs to Know

This is often the case when a business enters the Canadian market for the first time. Even with the most careful research, most businesses still make a few missteps. Many of these fumbles occur in HR compliance.

HR compliance is crucial, but it’s sometimes overlooked. HR rules can be complex and often confusing.

Here are a few of the most common HR compliance mistakes international businesses make when they expand to Canada. Knowing about them beforehand can help you avoid them.


1. Not Knowing about Mandated Leaves

Canadian labour law is evolving rapidly. Many provinces have introduced significant updates in the last few years. One of the areas that has undergone change is employee leaves. In many provinces, employees are now entitled to more paid and unpaid leave for a wider variety of reasons.

You must pay careful attention to how many days of leave employees are entitled to for things like bereavement, loss of a child, and personal emergencies. These rules vary from province to province, so you need to research the standards based on your location.


2. Confusion over Public Holidays

Holidays are another common point of confusion for employers just entering Canada. As with leaves, there are provincial variations. The federal government does set out a schedule of holidays. For the most part, provinces follow them, but not every province mandates Boxing Day, for example.

The provinces are also free to set their own holidays, so you may be surprised to find Quebec has a few more holidays than Alberta or Ontario. Be sure to pay careful attention to the holiday schedule and determine which are statutory in nature.


3. Overtime Rules Get Complicated Quickly

A very common HR compliance stumbling block for international employers is overtime pay for Canadian employees. Again, the rules change based on the province, and sometimes from industry to industry.

As a general rule of thumb, employees can work 40 hours per week before they’ll need to be paid overtime. Shift lengths may also matter. If an employee works more than eight hours in a day, overtime may kick in.

As noted, however, this changes with the industry. In saw mills, for example, the work week may be 44 hours or more before overtime applies. Some provinces also make it possible for employers to offer lieu time instead of overtime pay.

It’s easy to see how someone unfamiliar with the rules could struggle. Consider working with a professional employer organization (PEO) for assistance.


4. Termination and Severance Pay Rules Are Different

This is an especially tricky point for American businesses, because the rules around termination and severance pay are vastly different in Canada.

In Canada, at-will employment doesn’t exist. Employees must be given proper notice of termination. The length of notice depends on the employee’s length of service. If the employer can’t provide proper notice, then they may need to offer severance pay in compensation.


5. Payroll and Benefits

When expanding internationally, employers often get stuck on payroll and benefits as well.You determined the holidays but are unsure of how to calculate vacation pay. What with holdings are required to satisfy the requirements of Employment Insurance and the Canadian Pension Plan?

You may also run into rules governing what you can and can’t do. For example, you can’t take the cost of a dine-and-dash out of a server’s pay in most provinces.

If you’re unfamiliar with the rules, the best thing you can do is get help from the experts. A PEO can identify where you need to adjust your policies to become compliant, and they can help you do just that.

12 Things an American Company Looking to Hire a Worker in Canada Needs to Know

Topics: Business Expansion

2019 Provincial Holiday Schedule in Canada

Posted by Corinne Camara

|

Jan 30, 2019 9:00:00 AM

2019_Provincial_Holiday_Schedule_in_CanadaWith a new 2019 calendar tacked up on your wall, you’re already beginning to plan for public holidays across Canada. Holidays can affect everything from shipments to payroll.

Download "What Are You Leaving to Chance By Handling Payroll on Your Own" Guide

As you map out the year, keep this schedule of provincial holidays handy.


Canada-Wide Statutory Holidays

The federal government mandates several statutory holidays throughout the year. Although the provinces and territories are responsible for determining holidays in their jurisdictions, they generally adopt most of the federal scheduled holidays.

The first one is New Year’s Day. The next federal scheduled holiday doesn’t occur until Easter, which falls on the weekend of April 20-21 in 2019. Good Friday, April 19, is a statutory holiday.

Since Easter always falls on a Sunday, only businesses that are open on Sundays need to worry about this holiday. Many businesses opt to take off the Monday after Easter, known as Easter Monday, to ensure their workers get a holiday. Easter Monday is a statutory holiday for federally regulated businesses such as post offices and banks, but it is not mandatory across Canada.

Victoria Day, which is celebrated on the Monday on or before May 24th, is also a federal statutory holiday. Most provinces give this holiday as well, although in Quebec, it’s known as National Patriots Day. This year, it falls on May 20.

Canada Day is usually given on July 1, although employers can opt to move this holiday to the Friday or Monday closest to July 1 if they’re not open on weekends. This year, July 1 is a Monday.

Labour Day is the next federally scheduled holiday, falling on the first Monday of September. Thanksgiving is celebrated on the second Monday of October. The year closes out with Christmas and Boxing Day on December 25 and 26, respectively.


A Holiday in February

The provinces are allowed to adopt their own holidays, which means there’s some variation across Canada. Several provinces mark a holiday in February, for example, but not all of them.

The third Monday in February is a holiday known as Family Day in Alberta, British Columbia, New Brunswick, Ontario, and Saskatchewan.

Prince Edward Island, Nova Scotia, and Manitoba also celebrate a holiday at this time. In PEI, it’s known as Islander Day, and it’s known as Louis Riel Day in Manitoba. Nova Scotia celebrates Nova Scotia Heritage Day.

Yukon also observes a February holiday, but about a week later. Northwest Territories, Nunavut, Quebec, and Newfoundland have no holiday at this time.


The August Long Weekend

Several provinces also take a long weekend in August, usually around the first Monday of the month. In Alberta, it’s called Heritage Day, while Saskatchewan recognizes this as Saskatchewan Day.

New Brunswick has New Brunswick Day, BC has British Columbia Day, and Nova Scotia calls its holiday Natal Day.

Ontario, Nunavut, and Northwest Territories call this holiday either the Civic holiday or Provincial Day.


Other Provincial Holidays

Remembrance Day falls on November 11, and it’s technically a national holiday. Some provinces, however, have elected not to observe it. This includes Ontario, Manitoba, Quebec, and Nova Scotia.

Easter Monday is a national holiday, but it’s only officially recognized in New Brunswick, Northwest Territories, Nunavut, and Quebec. April 22 is also St. George’s Day in Newfoundland and Labrador.

Northwest Territories and Yukon both recognize National Indigenous Peoples Day on June 21. Quebec celebrates St. Jean Baptiste Day a few days later.

Nunavut follows Canada Day with Nunavut Day on July 9.

As you can see, there’s considerable variation across the country. Keep a close eye on local observances and holidays, and you’ll be able to plan and schedule with ease for 2019.


What US Companies Need to Know about Paying Employees in Canada

Topics: Compliance and Legislation

6 Tips for Setting up Your Business in Another Country

Posted by Corinne Camara

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Nov 14, 2018 9:00:00 AM

6_Tips_for_Setting_up_Your_Business_in_Another_CountryExpanding your business is both an exciting opportunity and a challenge. This is especially true if you’re planning to expand the business internationally. Crossing the border into a new country comes with its own unique set of challenges.

If you’re planning to expand internationally in the near future, you’ll want to keep these six tips in mind. They’ll make the challenging process a little simpler.

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1. Get Familiar with the Law

The first thing you’ll want to do before you set up your business in another country is review the legislation. This can include employment legislation, financial legislation, and legislation regulating your market. For example, Canadian law about employee safety, employee breaks, and even leaves and absences can be quite different from American legislation.

You’ll also want to take a look at legislation around duties and imports. You may want to enlist the help of a lawyer or another trusted professional. No one expects you to be an expert, but it does help to gain some familiarity.


2. Think about Your Business Structure

Another area of law it’s prudent to look at is tax legislation. Your business will be taxed differently according to a number of different rules.

You’ll want to carefully consider your business structure for this reason. Different structures have different advantages and disadvantages. You’ll want to be sure the option you choose is tax efficient.


3. Work with a PEO to Employ Workers

When you do finally begin to cross the border, you’ll want to employ employees for the business. This can be a tricky process to navigate for quite a few reasons.

Working with a professional employer organization might be the answer you’re looking for. The PEO acts as the employer, which means you can leverage their infrastructure to provide human resources support for your business operations on the other side of the border.


4. Prepare for Differences in Work Culture

There are some countries where you expect to run into cultural differences. For example, most people wouldn’t be surprised to learn that Japan and America have very different work cultures.

More shocking is how different the work culture can be between two very similar countries. Take, for example, Canada and the United States. While these two countries have very similar cultures, there are a number of significant differences that might surprise you.

Wherever you decide to set up your business, you’ll want to do some research into the local culture and learn about what differences you can expect. Then you can take steps to ensure both sides of the cultural divide are respected.


5. Don’t Rush

You’ve done your market research, and you’ve looked at the logistics. You know, however, that things don’t always play out in practice as well as they do on paper. This is very much the case when it comes to setting up your business in another country.

There may be unexpected costs, or demand may not be as high as you anticipated. Perhaps the market has changed since you did your research. In any case, it’s best to start expanding slowly. Be sure to carefully choose your location. It’s better to build demand than to jump into a market where demand doesn’t exist.


6. Think about Cross-Border Opportunities

You may want to send some of your talented employees to oversee operations at the new location as you set up. Alternately, you might want to invite some of your new employees to spend a week or two with you at your head office to learn about the company.

These cross-border opportunities present their own challenges in terms of paperwork. Work with a PEO to make sure everything is being completed as necessary.

With these tips, expanding your business into a new country can be a breeze.


What US Companies Need to Know about Paying Employees in Canada

Topics: Business Expansion

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