Many firms have the desire to move towards a greater level of employee participation in direct deposit since the efficiencies are proven and dramatic. The reasons for both employee and employer to find value are obvious. But sometimes just encouraging the idea with your employees is simply not good enough. In many cases, it needs to be a policy of education and commitment to increase participation. However, this is assuming that all of your employees can participate in direct deposit. That may not be the case; take those employees who do not have a checking or savings account, regardless of education or policy, these employees cannot participate.

One new solution for firms desiring to increase employee participation in direct deposit is what is commonly referred to as Payroll cards. A Payroll Card is, in essence, just like direct deposit as funds are electronically deposited into an account that the employee can access. The major differentiator is that payroll cards can accommodate those employees who do not have bank accounts.

Major Benefits of Payroll Cards

For Employees:

1. Fun
   The Secret To Bringing More Cash Into Your Business
   Want more cash coming into your business? Well, read this article to find out how!Having a great product or service is only one of the critical success factors for your business. The key to increasing the amount of cash in your organization is having an effective sales operation.The first critical success factor in deploying a winning sales operation is hiring the right sales professionals for your organization. Many organizations look for a candidate who is an expert in the field expecting to make them a great sales professional. Sales, like any other profession requires specific skill sets. The skill set needed to be a successful sales professional is very different from the skills needed to be an industry expert. A person may know everything they need to know about the industry but when it comes to doing cold calls, listening for the needs of the customer or asking for the business, they may not have the skills to perform. My advice for an organization hiring a sales or business development professional is to hire a person with a solid sales track record in the industry. If this proves to be difficult, hire a sales professional with a winning sales track record in a related field. The temptation to hire an industry expert with no sales experience is a decision fraught with great risk. It takes less time to teach someone the product knowledge needed to sell the product or service than it takes to teach someone the appropriate interpersonal skills to be successful sales professionals.The second critical success factor in deploying a winning sales operation is the development of a comprehensive sales plan. Sales planning needs to be completed before the hiring process is started. It is crucial that the sales message be consistent and reinforces the brand message. It is also important that the sales person be focused on the type of sales target that can g
   It has been estimated that 50 percent to 60 percent of employees paid in the United States participate in a direct deposit service offered by their employers for payroll funds. This is a growing trend as there are many benefits to employers and employees alike. Direct deposit involves a series of steps that culminates in the employee receiving wages electronically into their bank account, whether they are paid on an hourly basis or salaried.

   For the staffing industry in particular, this trend poses a significant potential for savings as the volume of payroll checks for external staff is far greater than that of internal staff. For example, a staffing firm with 20 staff members may employ as many as 500 to 1,000 temporary employees per pay period. The costs associated with paying this many employees is on par with much larger organizations outside the staffing industry who, like you, strive to provide superior service at a minimal cost. By providing direct deposit to your employees, you will experience dramatic savings as well as improve relations with your employees by providing this valuable benefit.

   Background on the Market

   Over the past eight to ten years, we have all had experiences with either pre-paid telephone cards, gift cards or the omnipresent debit cards. These are all convenient ways to store money that can be utilized either by a specific individual or by the person possessing the card. More recently, the concept of payroll cards has been introduced as an alternative way to provide payroll funds to individuals. These cards are a fairly basic concept that may sound familiar. Load an employee's payroll funds onto a card that can then either be withdrawn from an automated teller machine (ATM) or used to purchase goods and/or services up to the amount associated with the card, just like a debit card. The card, once all funds have been used, can either be re-loaded with funds or discarded. Therefore, instead of an employee receiving a paycheck they receive payroll funds in an account via direct deposit and they are able to retrieve their funds through their payroll card.

   The issuance of payroll cards to employees is not completely new. The U.S. government, for example, maintains several contracts among the four branches of the military to provide an efficient, electronic means of distributing funds to service men and women. This is particularly helpful when those employees are overseas or aboard ships where access to banks is limited or non-existent. By providing an electronic means of distributing funds, this eliminates the need for currency, coins, vouchers, money orders, etc.

   In addition to the convenience of use, payroll cards offer an added level of security. Typically, the cards use a multilayered integrated chip, which controls access to the funds. The chip is programmed with a user key or personal identification number (PIN). Funds cannot be distributed without the use of the PIN, which only the cardholder knows.

   From a much larger perspective, there are about 50 to 60 million people within the U.S. who do not have a traditional bank account. Many of these same individuals do not have credit cards either. We live in a culture that revolves around transactions; transactions that are, by design, quick and convenient. Individuals without a traditional bank account are unable to participate in a large amount of transactions such as general eCommerce, point-of-sale transactions, electronic payment to creditors, etc. Basically, anything where cash is not either accepted or a viable option is simply not available to these individuals. More importantly, individuals who do not possess a bank account are unable to participate in traditional direct deposit offerings.

   According to the Federal Reserve Bank of New York, there are approximately 20 million users of these types of cards and that number is expected to increase to more that 49 million by 2008. Obviously, the trend towards a greater level of acceptance is growing. In 2003, these types of cards were used to make $42 billion in transactions. By 2006, more than $72 billion worth of transactions are expected. Experts have indicated that the industry is in the introductory stage of its life cycle, which suggests that there is still substantial growth potential in the near future.

   Problems and Solutions

   Currently, you may be offering a direct deposit solution for your employees. Direct deposit is a method of payment to your employees which electronically credits their checking or savings account or possibly both. This is a service that you may provide as a benefit to your employees who have been with you for a defined period of time. Even though it may be a benefit to your employees, it also provides a tremendous benefit to your organization. The benefits of such an offering include decreased processing time for payroll, increased security as the funds go directly into an account, reduced fees for stop payment of checks, no lost checks, decreased employee payroll issues, etc. According to the American Payroll Association (APA), these savings equate to approximately $2.00 per contingent employee per pay period.

   Many firms have the desire to move towards a greater level of employee participation in direct deposit since the efficiencies are proven and dramatic. The reasons for both employee and employer to find value are obvious. But sometimes just encouraging the idea with your employees is simply not good enough. In many cases, it needs to be a policy of education and commitment to increase participation. However, this is assuming that all of your employees can participate in direct deposit. That may not be the case; take those employees who do not have a checking or savings account, regardless of education or policy, these employees cannot participate.

   One new solution for firms desiring to increase employee participation in direct deposit is what is commonly referred to as Payroll cards. A Payroll Card is, in essence, just like direct deposit as funds are electronically deposited into an account that the employee can access. The major differentiator is that payroll cards can accommodate those employees who do not have bank accounts.

   Major Benefits of Payroll Cards

   For Employees:

   1. Fund
      Laser Cutting Tools
      There are various laser cutting tools depending on the type of finished product that you prefer.Laser cutter routers that are computer-driven can cut each letter precisely, capturing every detail of the selected style. The said manufacturing systems are useful in cutting out symbols and logos in a cost effective manner.Laser that is in a solid state uses one crystal rod with flat and parallel ends. Both ends have surfaces that have the ability to reflect. A light source that has high density and a flash tube surrounds the crystal.When power is given by the network of pulse-forming, an intense light pulse called photon is released in one of the rod crystals. The light released is one wavelength and allows for minimum divergence.A hundred percent of laser light is reflected on the rear mirror while thirty to fifty percent will pass through the mirror then to the shutter assembly to the angled mirror before going down through the lens and then to the work piece.The laser light beam is not only coherent but also has high energy content. When it is focused on the surface, the laser light creates heat used for welding, drilling, and cutting.The laser beam and the work piece is manipulated through the use of robotics. It can be adjusted to different sizes and heat intensity. The smaller laser is used for drilling, cutting, and welding while the larger machines are used in off giving heat.One of the advantages of laser cutting is that cutting lubricants are no longer required. Also, this procedure boasts of very fine width of cut and thermal input with a narrow zone affected by heating.So choose from various types of laser cutting tools to give you the results that you want.
      t cards or the omnipresent debit cards. These are all convenient ways to store money that can be utilized either by a specific individual or by the person possessing the card. More recently, the concept of payroll cards has been introduced as an alternative way to provide payroll funds to individuals. These cards are a fairly basic concept that may sound familiar. Load an employee's payroll funds onto a card that can then either be withdrawn from an automated teller machine (ATM) or used to purchase goods and/or services up to the amount associated with the card, just like a debit card. The card, once all funds have been used, can either be re-loaded with funds or discarded. Therefore, instead of an employee receiving a paycheck they receive payroll funds in an account via direct deposit and they are able to retrieve their funds through their payroll card.

      The issuance of payroll cards to employees is not completely new. The U.S. government, for example, maintains several contracts among the four branches of the military to provide an efficient, electronic means of distributing funds to service men and women. This is particularly helpful when those employees are overseas or aboard ships where access to banks is limited or non-existent. By providing an electronic means of distributing funds, this eliminates the need for currency, coins, vouchers, money orders, etc.

      In addition to the convenience of use, payroll cards offer an added level of security. Typically, the cards use a multilayered integrated chip, which controls access to the funds. The chip is programmed with a user key or personal identification number (PIN). Funds cannot be distributed without the use of the PIN, which only the cardholder knows.

      From a much larger perspective, there are about 50 to 60 million people within the U.S. who do not have a traditional bank account. Many of these same individuals do not have credit cards either. We live in a culture that revolves around transactions; transactions that are, by design, quick and convenient. Individuals without a traditional bank account are unable to participate in a large amount of transactions such as general eCommerce, point-of-sale transactions, electronic payment to creditors, etc. Basically, anything where cash is not either accepted or a viable option is simply not available to these individuals. More importantly, individuals who do not possess a bank account are unable to participate in traditional direct deposit offerings.

      According to the Federal Reserve Bank of New York, there are approximately 20 million users of these types of cards and that number is expected to increase to more that 49 million by 2008. Obviously, the trend towards a greater level of acceptance is growing. In 2003, these types of cards were used to make $42 billion in transactions. By 2006, more than $72 billion worth of transactions are expected. Experts have indicated that the industry is in the introductory stage of its life cycle, which suggests that there is still substantial growth potential in the near future.

      Problems and Solutions

      Currently, you may be offering a direct deposit solution for your employees. Direct deposit is a method of payment to your employees which electronically credits their checking or savings account or possibly both. This is a service that you may provide as a benefit to your employees who have been with you for a defined period of time. Even though it may be a benefit to your employees, it also provides a tremendous benefit to your organization. The benefits of such an offering include decreased processing time for payroll, increased security as the funds go directly into an account, reduced fees for stop payment of checks, no lost checks, decreased employee payroll issues, etc. According to the American Payroll Association (APA), these savings equate to approximately $2.00 per contingent employee per pay period.

      Many firms have the desire to move towards a greater level of employee participation in direct deposit since the efficiencies are proven and dramatic. The reasons for both employee and employer to find value are obvious. But sometimes just encouraging the idea with your employees is simply not good enough. In many cases, it needs to be a policy of education and commitment to increase participation. However, this is assuming that all of your employees can participate in direct deposit. That may not be the case; take those employees who do not have a checking or savings account, regardless of education or policy, these employees cannot participate.

      One new solution for firms desiring to increase employee participation in direct deposit is what is commonly referred to as Payroll cards. A Payroll Card is, in essence, just like direct deposit as funds are electronically deposited into an account that the employee can access. The major differentiator is that payroll cards can accommodate those employees who do not have bank accounts.

      Major Benefits of Payroll Cards

      For Employees:

      1. Fun
         The Top 5 Business and Consumer Telecom Scams
         Telecom scams and fraud continues to be a multi-billion dollar problem for the U.S. consumer and for business organizations. As the telecom industry changes, so do the methods of scam artists. The best line of defense is to be aware of the current scams and types of telecom fraud that are popular and often easily carried out by scam artists.Below is a list of the top 10 telecom scams and fraud alerts that you should know about. Aimed at both businesses and consumers, these tactics have cost victims 10's of millions in losses in the last year alone.#1 - "Do Not Call List" ScamThe national "do-not-call" list was put in place to protect consumers and businesses from being bombarded with telemarketing pitches. Some clever scam artists are now using the list as a tool for stealing personal identities. How does it work? Victims receive a call from someone claiming to represent the federal or state "do-not-call" list. The caller then asks for personal information (to verify identity of course) such as social security numbers or bank account information as a requirement for being enrolled in the registry.#2 - 72# Forward Calling Scam,This scam often originates from inside a prison or correctional facility. The victim will receive a collect call with the news that they have won a sweepstakes or prize. To claim the prize they are only asked to input a series of numbers on their touch-tone phone. This activates the call forwarding feature (#72) essentially allowing the caller free access to the victim's phone line. All calls - including long distance calls and collect calls - are then billed to the unsuspecting "sweepstakes winner".#3 - 809 or 832 Area Code ScamThis is a common telecom scam and has caught many unsuspecting consumers and businesses off guard. Phone calls, voice mail messages and numeric pagers and eve
         n electronic means of distributing funds, this eliminates the need for currency, coins, vouchers, money orders, etc.

         In addition to the convenience of use, payroll cards offer an added level of security. Typically, the cards use a multilayered integrated chip, which controls access to the funds. The chip is programmed with a user key or personal identification number (PIN). Funds cannot be distributed without the use of the PIN, which only the cardholder knows.

         From a much larger perspective, there are about 50 to 60 million people within the U.S. who do not have a traditional bank account. Many of these same individuals do not have credit cards either. We live in a culture that revolves around transactions; transactions that are, by design, quick and convenient. Individuals without a traditional bank account are unable to participate in a large amount of transactions such as general eCommerce, point-of-sale transactions, electronic payment to creditors, etc. Basically, anything where cash is not either accepted or a viable option is simply not available to these individuals. More importantly, individuals who do not possess a bank account are unable to participate in traditional direct deposit offerings.

         According to the Federal Reserve Bank of New York, there are approximately 20 million users of these types of cards and that number is expected to increase to more that 49 million by 2008. Obviously, the trend towards a greater level of acceptance is growing. In 2003, these types of cards were used to make $42 billion in transactions. By 2006, more than $72 billion worth of transactions are expected. Experts have indicated that the industry is in the introductory stage of its life cycle, which suggests that there is still substantial growth potential in the near future.

         Problems and Solutions

         Currently, you may be offering a direct deposit solution for your employees. Direct deposit is a method of payment to your employees which electronically credits their checking or savings account or possibly both. This is a service that you may provide as a benefit to your employees who have been with you for a defined period of time. Even though it may be a benefit to your employees, it also provides a tremendous benefit to your organization. The benefits of such an offering include decreased processing time for payroll, increased security as the funds go directly into an account, reduced fees for stop payment of checks, no lost checks, decreased employee payroll issues, etc. According to the American Payroll Association (APA), these savings equate to approximately $2.00 per contingent employee per pay period.

         Many firms have the desire to move towards a greater level of employee participation in direct deposit since the efficiencies are proven and dramatic. The reasons for both employee and employer to find value are obvious. But sometimes just encouraging the idea with your employees is simply not good enough. In many cases, it needs to be a policy of education and commitment to increase participation. However, this is assuming that all of your employees can participate in direct deposit. That may not be the case; take those employees who do not have a checking or savings account, regardless of education or policy, these employees cannot participate.

         One new solution for firms desiring to increase employee participation in direct deposit is what is commonly referred to as Payroll cards. A Payroll Card is, in essence, just like direct deposit as funds are electronically deposited into an account that the employee can access. The major differentiator is that payroll cards can accommodate those employees who do not have bank accounts.

         Major Benefits of Payroll Cards

         For Employees:

         1. Fun
            Jobs of the Future
            Today, we live in an uncertain world. We can not predict what will happen in the next second. If you can, then you must me something else other than a living being. Today, we are constantly terrified by the uncertainty of the next moment.As I write this article, I don’t actually know what will happen the next moment. A new inventory in technology may jeopardize my current work as a typist. As I type, I do so with fear because I don’t know weather my boss will be coming back the next moment with a robot that will type more effective, accurate and efficiently than I do. If such happens, that means that I will lose my current job as a typist.I hope I am not the only one that is engulfed with phobia when it comes to sustaining ones current work. I thank God for giving man the ability to adapt and change. How will you feel if a robot is waiting to replace you in your current work? Do you think it is not possible? Please don’t think that it is not possible.By the year 2050, I believe the world will be a digital village. With the pace at which electronic books is replacing paper books, I know that one day in future, the paper books will become extinct. Now, when paper books become extinct, what do you think will be the faith of book publishers? By the year 2050, news papers and magazines will be read on an electronic device which may invade the world in the next few seconds. When this happens, what will the newspaper vendors do to sustain life? A big question for us to answer.How prepared are you for such an eventuality that will make you unemployed. Think and act now before such eventuality befalls you.Few days ago, I was discussing with a medical student, who I asked what he will do if sickness becomes a history in the few years to come. He was horrified at such question? He declared me an enemy with out waste of time.Just thin
            ank of New York, there are approximately 20 million users of these types of cards and that number is expected to increase to more that 49 million by 2008. Obviously, the trend towards a greater level of acceptance is growing. In 2003, these types of cards were used to make $42 billion in transactions. By 2006, more than $72 billion worth of transactions are expected. Experts have indicated that the industry is in the introductory stage of its life cycle, which suggests that there is still substantial growth potential in the near future.

            Problems and Solutions

            Currently, you may be offering a direct deposit solution for your employees. Direct deposit is a method of payment to your employees which electronically credits their checking or savings account or possibly both. This is a service that you may provide as a benefit to your employees who have been with you for a defined period of time. Even though it may be a benefit to your employees, it also provides a tremendous benefit to your organization. The benefits of such an offering include decreased processing time for payroll, increased security as the funds go directly into an account, reduced fees for stop payment of checks, no lost checks, decreased employee payroll issues, etc. According to the American Payroll Association (APA), these savings equate to approximately $2.00 per contingent employee per pay period.

            Many firms have the desire to move towards a greater level of employee participation in direct deposit since the efficiencies are proven and dramatic. The reasons for both employee and employer to find value are obvious. But sometimes just encouraging the idea with your employees is simply not good enough. In many cases, it needs to be a policy of education and commitment to increase participation. However, this is assuming that all of your employees can participate in direct deposit. That may not be the case; take those employees who do not have a checking or savings account, regardless of education or policy, these employees cannot participate.

            One new solution for firms desiring to increase employee participation in direct deposit is what is commonly referred to as Payroll cards. A Payroll Card is, in essence, just like direct deposit as funds are electronically deposited into an account that the employee can access. The major differentiator is that payroll cards can accommodate those employees who do not have bank accounts.

            Major Benefits of Payroll Cards

            For Employees:

            1. Fun
               At What Price Construction Estimating Software?
               The business of construction has its highs and lows, as there are investments of equipment and tools as well as payroll for labor in today's economy. For smaller contractors the question of worth in purchasing construction estimating software comes to the drawing table.A small contracting business is one not determined by the amount of take home pay, or the number of projects one has fulfilled, rather it entails the various jobs the must be taken care of by the contractor. Smaller contractors have other areas of interest to stay on top of, such as duties of human resource, business accounting as well as estimations and other area of business. On the other hand, a large contractor generally has a title of General Contractor. Therefore, there are others hired to perform other necessary duties, since a larger business is based on a larger scale.The large and medium size construction companies will find the use of construction estimating software vital to a properly run business. However, a smaller construction company may be a bit more reluctant of purchasing such software, if the general contractor has no experience with computers.Contractors and a newly hired contractor who are familiar with using computers should feel at ease and encouraged with the use of construction estimating software as a great work tool for needs of estimating any construction job as well as many other tasks related to the construction field.Many construction estimating software programs correspond nicely with business bookkeeping software that is helpful in making estimates for business clients more accurate. Construction estimating software also improves the businesses financial order as well as time management and the long-term probabilities of profits. Construction estimating software is easy to use and offers many benefits to a construction company and anyone who is com
               ding to the American Payroll Association (APA), these savings equate to approximately $2.00 per contingent employee per pay period.

               Many firms have the desire to move towards a greater level of employee participation in direct deposit since the efficiencies are proven and dramatic. The reasons for both employee and employer to find value are obvious. But sometimes just encouraging the idea with your employees is simply not good enough. In many cases, it needs to be a policy of education and commitment to increase participation. However, this is assuming that all of your employees can participate in direct deposit. That may not be the case; take those employees who do not have a checking or savings account, regardless of education or policy, these employees cannot participate.

               One new solution for firms desiring to increase employee participation in direct deposit is what is commonly referred to as Payroll cards. A Payroll Card is, in essence, just like direct deposit as funds are electronically deposited into an account that the employee can access. The major differentiator is that payroll cards can accommodate those employees who do not have bank accounts.

               Major Benefits of Payroll Cards

               For Employees:

               1. Funds are immediately available in account
                  
               2. No approval needed; everyone is qualified
                  
               3. No check cashing fees
                  
               4. No waiting in lines to cash checks
                  
               5. PIN protected; which provides added security
                  
               6. Purchasing power through POS vendors
                  
               7. No lost checks
                  
               8. ATM withdrawal
                  
               9. No need to carry cash on hand
                  
               10. Funds are FDIC insured
                   
               11. Transfer funds
                   
               12. Pay bills online
                   
               For Staffing Company Employers:
               1. Decrease cost of distribution of checks
                  
               2. Fills gap in direct deposit participation
                  
               3. Increases efficiency of payroll
                  
               4. Decreases potential check fraud and lost checks
                  
               5. Eliminates stop payment fees for lost or stolen checks
                  
               6. Timely payroll even when employees are away
                  
               7. Provides major benefit at minimal cost
                  
               8. Improves employee loyalty
                  
               Challenges for the 'un-banked' provide opportunities for better service

               There are not many categories that you can split your employees into easily; however, one thing is true…either your employees have a bank account or they do not. Those employees that have a bank account are commonly referred to as 'banked' and those that do not have a bank account are referred to as 'un-banked' or 'self-banked.' For banked employees, in most cases, their bank will accept direct deposit of funds. It saves their financial institution money just as it saves your organization money.

               Un-banked employees face many obstacles in managing their payroll checks. Simply cashing their checks may induce charges such as check cashing fees from the bank issuing the check or check cashing services. Many banks are now charging a $5 per check cashing fee to non-customers in an effort to decrease their operating costs and minimize teller transactions. The other option is to use a check cashing service, which may charge from two percent to seven percent or more. That translates to $5 to $17 a week for a $250 check. Both of these options are drawing significant fees just for the purpose of turning electronic funds into cash.

               While for some this may be something worth paying for, it may be a major penalty to others who desire a different way of managing their money other than carrying cash around. On the employer side of the equation, there are significant costs as well. The cost can be associated with several aspects of administrative duties, including processing time of payroll, lost checks and their associated costs, etc. From the perspective of the employer's potential savings, there was a study conducted in 1999 by the National Automated Clearing House Association (NACHA), which indicated that an employer would save an average of $48 per year per employee by eliminating the process of generating paper paychecks.

               From another perspective, there are many individuals that may have a bank account but may not have a credit card or, if they do possess a credit card it may be so close to the limit that making a transaction is not possible. Among individuals in the U.S. with credit cards, more than 40 percent are within five percent of their credit limit. That means that the credit provided by the card for a transaction has been basically exhausted. The credit card is then working like a debit card since the user must pay down the limit on the card in order to make a transaction. Making larger purchases requires a good credit score. Simply possessing a bank account does not necessarily improve a credit rating.

               The credit-challenged need the opportunity to improve their credit scores. Tom Miezejeski, Vice President of Research for The PELORUS Group has indicated, "due to this situation, a possibility exists for a major shift from credit to debit cards. The potential intensifies when one takes into account the recent settlement by Visa® and MasterCard® with regard to processing debit card transactions, which could encourage retailers to promote debit cards at the expense of credit cards, thereby actually eroding the number of credit cards issued annually."

               Understanding Payroll Card Options: SVC's or Bank Cards

               In order for employees to participate in our growing, non-cash, transaction-based society and for employers to capitalize on these trends, there needs to be an option that will allow them to leverage the flexibility of electronic fund distribution. Payroll cards address this need head-on for both employees and employers.

               There are a couple of offerings from vendors when it comes to payroll cards. The two main offerings can be categorized as either stored value cards (SVCs) or bank cards.

               First, let's explore a stored value card. Just as it sounds, it holds a stored value of funds that has been associated with the card. Once loaded, or associated with a pre-determined dollar value, the card can be used to make withdrawals from ATMs. To better understand this option, let's look at the setup. The employer sets up one major account with the bank and each employee has access to what is referred to as