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I have used ADP for about 40 years. My particular ADP service is outdated and may no longer be available to new users. ADP calls me on Friday afternoon and I verbally give the rep all or hours; Man #1007 has 39 hours, man #1016 had 40 hours reg and 4 OT...... All checks arrive on Monday by courier. My accountant gets all of his required information making his job easier and less costly. The newer ADP version requires you to log onto a secure ADP site and enter employee totals yourself. I am planning to change to the newer version soon since I would be able to report times when I want as opposed to waiting for ADP to call me. The new version also has additional reports available for myself, employees and my accountant. Any payroll service is better than doing payroll yourself.

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I shopped mine when my staff wanted me to switch to automatic deposits.  I was using a soft-ware package and writing checks, sending in all the taxes myself.  Shopped ADP and PayChex - can't believe I waited so long to do it.  I ended up at PayChex, but they have some interesting policies...

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We switched from paychex to ADP.  With ADP we put info in online monday morning. It does all calculations and send check or money to bank accts. all get paid wednesday.

We like better than paychex, but were not aware of their online service. Our CPA recomended it and got us a good rate

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Intuit payroll is the way to go if you have a bookkeeper that is competent. I do it for 45 employees every two weeks. You have to pay yearly for subscription, as well as new Quickbooks program every 3 or 4 years, but it's well worth it. 

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Have used Paychex, ADP & Paycom (in that order) over the last 18 years.  Each change was due to features and price.  I think they are all pretty good, have to believe they all have comparable features and can comparable prices, just a matter of who is buying the business or maybe who has come out with the latest/greatest new features.  been with Paycom now for almost 7 years and been pretty happy.  Have learned that changing companies can be a lot of work.  Probably not a bad idea to shop them every few years and see what is available and at the very least, make sure you current pricing is the best it can be. 

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My guys and gals log in and out online, and it takes me about 10 to 12 minutes to run payroll weekly. Each associate's pay is in their bank account when they wake up Friday morning. If a shop has one or more employees, using an outside vendor is the only way to go!

 

Hi-Gear

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  • 2 weeks later...

Just switched from Paychex to ADP. Paychex became less responsive when we had a problem, then almost doubled our bill without telling us anything about it. Guess they just figured it would slip through the cracks

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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