Canadian Payroll Reporter

DECEMBER 2013 Implementation took 12 weeks, but timelines vary Continued from page 1 tion manual ahead of the implementation process, according to Rowe. It outlines all of the key areas a client needs to think about as they prepare to move to Workforce Now. "It gives them areas to think about, whether it's pay structures or organizational structures for their HR department," he says. "It's probably the key document used by the client." Agro knew she would have a lot of work ahead of the implementation, so the guide was a helpful tool. "I went back and did an audit of all of the employee data and made sure all of it was all right. I anticipated any employee changes — who was going to be on the books for that year, who wasn't, who was on mat leave, who was reporting to who — every piece of data that goes into something like this that is behind the scenes," she says. ADP has a "very defined implementation methodology" that can be applied to nearly any organization regardless of size, according to Rowe. The first step is a project kick off where both the organization and ADP establish goals and timelines to make sure the client's objectives are met and that there is an understanding of any business problems. After this, ADP conducts online interviews with the organization. "Typically, a lot of organizations will go through a process where they write things down on paper or they take notes, but with Workforce Now it's really an online interview process and that way clients can look back at decisions that they've made," says Rowe. After assessing the business' needs and making recommendations, both parties come to an agreement about how the setup with be performed. proximately 12 weeks to complete, but the timeline changes, depending on the organization's needs, says Rowe. "It's really dependent on whether there are other client initiatives that the project's schedule has to include," he says. "For example, they might be acquiring a company and as part of that acquisition we might need to align our implementation with that." Employee response "My demographic is very tech-savvy, so they expect to have a system that's reliable and capable of allowing access from anywhere." "We perform the data conversations, we take any of their existing data — whether it's provider or in-house — and we take that and convert that then import it into Workforce Now," he says. "We do our testing and then we go live." Agro was pleased with the experience she had with ADP. "They had a clear indication of what my business was, who my employment group was," she says. "It was more of a partnership from a holistic business experience." Ariad's implementation took ap- The staff at Ariad has responded positively to Workforce Now, says Agro. On more than one occasion, her colleagues have mentioned they are happy they no longer "have to bug her" for payroll items. "They can pull out their phone and they can do a bit of back pedalling to determine when they were last paid, or when their last bonus was or their last increase," she says, adding that it has allowed her to be more productive in her role because she spends less time answering questions. Agro is most pleased with Workforce Now because it better reflects they type of business Ariad wants to run. "We work for a technology company so it's only obvious that we would have a piece of technology that improves the employee relationship, too," she says. "My demographic is tech-savvy, so they expect to have a system that's reliable and capable of allowing access from anywhere." Tax slips must be in alphabetical order Continued from page 3 each payroll deductions account. • If filing on paper, the totals you report on the summary forms match the totals you reported on the information slips. • All relevant information (such as the codes and amounts that relate to employment commissions, taxable allowances or benefits, and deductible amounts that apply) has been entered in the "Other Information" area at the bottom of the T4 and the T4A. • Employees have a valid social insurance number. 6 • The headings of any of the boxes have not been changed. • The dollar sign ($) has not been printed or typed on the forms. "Where no amount is entered in a box, leave the box blank." • The slips have been prepared clearly and in alphabetical order. If the form is computer generated or typed, use a standard 10 or 12 characters per inch (CPI) Canadian HR Reporter, a Thomson Reuters business 2013 font. • Hyphens or dashes have not been used between numbers or names. • Where no amount is entered in a box, leave the box blank. Do not enter "nil." • If you paid amounts to non-residents for services rendered in Canada that they did not perform in the ordinary course of employment, you must report this on a T4A-NR. • If pensions, annuities or investment income were paid to non-residents, trusts or corporations, this must be reported on form NR4. The deadline for filing NR4 slips is Monday, March 31, 2014.

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