Implementation and Development of a Proposed Payroll System for Epsco

Topics: Payroll, Garnishment, Payrolling Pages: 6 (2020 words) Published: January 25, 2010
The problem and its Background

The term payroll encompasses every employee of a company who receives a regular wage or other compensation. Some employees may be paid a steady salary while others are paid for hours worked or the number of items produced. All of these different payment methods are calculated by a payroll specialist and the appropriate paychecks are issued. Companies often use objective measuring tools such as timecards or timesheets completed by supervisors to determine the total amount of payroll due each pay period. In a company, payroll is the sum of all financial records of salaries, wages, bonuses and deductions. The current Federal payroll service environment evolved over many years of incremental changes that have been implemented in different ways across the Government. The influence of Agency-unique interpretation of legislation, regulation, and HR policies have all contributed to a complex set of requirements that, when taken together, create an obstacle to the modernization of payroll systems and processes. Twenty-two Government providers currently deliver Federal civilian payroll services using 14 separate systems. The four largest – Department of Agriculture, Department of Defense, Department of Interior, and General Services Administration – service over 80 percent of the total civilian payroll, accommodating over 190 different pay plans. Because of age and capacity limitations of payroll processing environments, many service providers have either considered or completed capital investments in payroll systems infrastructure. Over the years, Federal agencies have attained cost savings through consolidation of their payroll operations with Federal payroll providers by Achieving cost avoidance in both capital investment and daily business operations EPSCO started out in 1995 from very humble beginnings driven by passion, dedication and hard work by all the staff that joined us having a strong belief in quality and value for money. The company was focused on two areas Water and Air that were permanently linked to Quality, Environment, health and Safety. Over the years the company has grown into an International group in twelve countries on three continents specializing in services with Quality, Environment and safety issues are at the forefront of the business. EPSCO established a multinational family style of business where everyone gives their best and more and not just working as “Employees”, the customer always comes first along with the magic smiles that can only come from the staff having the culture of family spirit. EPSCO pioneered the IEQ and Restoration business in the Middle East and achieved ISO 9001, ISO 14001 and OSHAS 18001 in 1998. This enabled the group to develop other markets whilst enhancing our quality and true value for the services we offer. We are members of many International associations in the United States and England since 1997 and underwent all the training available and we became the regional Trainers for Asbestos, Indoor Air Quality, Safety, chemical handling and Disaster, Fire & Flood Restoration in the Middle East.

We spend a lot of time educating decision makers and policy makers on the need for International standards for Indoor Air Quality, safe removal of Asbestos, and controllable diseases like Asthma. Kelvin Bruce the founder of EPSCO became the Regional Coordinator for National Air Duct Cleaners Association (NADCA) to promote internationally accepted standards For HVAC System cleaning and to create awareness and education. EPSCO Group is an active member of the Restoration Industry Association (RIA) and several more. The Institute of Inspection, Cleaning and Restoration (IICRC) produce Industry Standards for Fire and Flood restoration that are used worldwide and these standards are the backbone and Guidelines of our business. EPSCO has made considerable...
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