When selling a compliance product, you often need to sell non-compliance — what happens to the customer if they are not compliant. The challenge with that is there are alternatives, for example selectively ignoring the obligation or doing the bare minimum to avoid the worst of it. This can also present challenges with who the buyer is. If a legal and compliance person is the champion, they can get stuck convincing the decision maker (e.g. CEO) and it can take a long time adding uncertainty to the sales process.
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Employment and tax compliance is not static. Requirements change because of new laws, hiring in a new state, employees relocating, or when government agencies tell you they’ve changed—UI rate changes, notifications and enforcements. Companies change too as headcount grows, revenue increases in more places, and what they are registered in each jurisdiction.
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All Employers Are Required to Report New Employees Within 7 to 20 Days
Each state requires new hires to be reported as per the Personal Responsibility and Work Opportunity Reconciliation Act of 1996 (PRWORA). This is needed for wage garnishment related to child support. Each state has a different time limit for reporting and the penalty for failing to report is $25 per newly hired employee.
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When you sell software, the buyer considers whether or not they need more software. When you sell solutions, the buyer considers whether or not this solves their burning problem. It’s more effective to sell a solution (even if it’s packaged as software) so the buyer can see exactly how it addresses their pain and how it compares to their current way of solving the problem.