Frequently Asked Questions

If you have a current client that would like to switch to Heartland Time, they can make the switch when it is convenient for them, but please note:

• The SPA will need to submit the completed and signed Heartland Agreement to Product Support at taa.pos.productsupport@e-hps.com.
• The refund policy for SwipeClock and InfiniTime Hardware remains the same as stated on the Client Agreement.
• These sales will be treated like brand new submissions.

There are three ways margin can be split.

1. SPA Only - 100%
2. RM/SPA - 50%/50%
3. Active seller 3-way split, BDR or SDR 25%, Original Seller 25%, CrossSell SPA - 50%

In order for you to sell Heartland Time, must also sell Heartland Payroll.

There are no hardware timeclock options with Heartland Time. The technology is designed to be used with a smart phone, iPad, or computer. This reduces costs for business owners and allows for flexibility.

Yes, all smartphones, tablets, and computers can access the weblink to use the Heartland Time solution.

Yes, Heartland Time integrates with the Heartland POS system.

There is a monthly base fee of $15 per payroll account, and a Per Employee fee that is at the SPA’s discretion as long as it meets the minimum of $1.75 per employee. We recommend SPAs price based on value, and the recommended target is $3.00 per employee. There are also training and activation fees associated with Heartland Time. For more information on those fees and pricing, please refer to the Heartland Time Pricing Guide found in the Resource Center → Payroll → Additional Services → Time & Attendance Solutions → Heartland Time folder

The $15 base fee will be charged once for the entire payroll account, and each group will pay the monthly Per Employee fee for the active number of employees in each Pay Group. The training and activation fees will be charged once per payroll account.

Yes, all fees are per payroll account, including the training and activation fees. At the moment there are no multi-FEIN discounts.

The Per Employee fees are based on the total number of active employees in payroll each month. For example, if a seasonal client has 100 employees for four months out of the year, and just 15 for the other eight months of the year, they will be charged for the 100 employees during those four months and charged for 15 employees during the remaining months.

No, there are no device fees from Heartland for Heartland Time.

Yes. This is an additional fee of $49.99 a month.

Here is a breakdown of what all the additional fees are and when to charge them.

Account Activation – This is a mandatory setup fee based on the number of Active employees in the payroll system. You need to indicate the appropriate amount based on the number of Active employees in the payroll system the client has. This will be included on each deal submitted and will be applicable for every client code.

Accrual Configuration – If the client will be using Heartland Time for PTO accruals, then there will be a $100 fee. You will include this fee if the client has time-off policies built out in the system, OR will have employee tracking time-off requests electronically via Heartland Time. This is a one-time fee that covers the custom setup of the policies, plans, and balance information for employees. If an organization is wanting to utilize any function of an accrual plan or tracking any information this fee will need to be included.

Shift Differential Configuration – If the client needs shift differentials, then there will be a $100 fee. This fee will need to be charged if the client is wanting to utilize any time-based pay rate updates. Organizations will know if they would be utilizing this feature to pay out employees who work at certain times throughout the day. This would typically be found in organizations that have1st, 2nd, and 3rd shift workers but could be re-organized in many different fashions based on the group.

Scheduling Configuration – If the client will be using Heartland Time for scheduling, then there will be a $100 fee. This fee will need to be charged if the client is wanting to utilize any portion of the scheduling feature (scheduling calendar, labor matrix, swap/drops/trades in shifts, push employee's shifts to their online dashboards). This is a one-time fee that includes all of the features of the module.

Training Fee – If the client would like a customized 1:1 training with a Product Support Specialist, a $100 flat fee is charged. The client will receive a pre-recorded training and user guide once the account is created, and can add on the customized 1:1 training if needed for the fee

This can vary, but if everything runs smoothly it should take 5-7 business days. You can review all the steps for the setup in the Heartland Time Setup Process Guide found in the Resource Center → Payroll → Additional Services → Time & Attendance Solutions → Heartland Time folder.

• The calculation for margin is (Monthly Heartland Time Fee – Heartland Cost) X 12.
• Your signing bonus is 50% of that margin.
• There are no residuals and you do not receive margin or compensation for training and activation fees.
• Your margin will post after the client’s account is built and they are billed.
• You can use the Heartland Time Pricing Guide to assist you with pricing and determining your margin and compensation. Here’s an example:
  • Client has 24 active employees in payroll and they are priced at $3.00 per employee.
  • The Pricing Guide will help to determine numbers for the margin calculation:
    • ($87- $29) X 12 = $696
  • The signing bonus is 50% of the margin: 50% X $696 = $348
  • Since there are no residuals or compensation earned for one-time fees, $348 would be the take-home pay for this example.

Once the account is set up, the billing is added to the next payroll run.

There isn’t anywhere in atlas to mark that a client is interested in Heartland Time, but you can note in the Narrative that you are submitting the Heartland Time Agreement with the sale because they are interested in Heartland Time.

Yes, there are multiple options for demos.

• There are three standing live demo webinars each week. These are about 60 minutes long and include Q&A at the end. You can send registration information to your prospect from HeartlandDemo.com.
• If you have a more complex situation, Heartland Time will do a 1:1 custom demo for your prospect/client. There is a Webform to fill out at HeartlandDemo.com to request this.
• There is a guided demo that you can use which will also show Heartland Hire, Heartland Payroll, and our HR solution. This tool provides a great opportunity to show how all the components of our systems work together. You can access this demo at HeartlandDemo.com.

Yes. You must be present for a custom Heartland Time demo so that you can address any Heartland Payroll questions, be aware of limitations, and be kept fully in the loop with where the prospect is both during and after the demo.

No, employees must be added in Heartland Payroll and the sync will get them added to Heartland Time.

The employee information is synced nightly at 12:01AM PST, but clients have the option to manually sync in the Employees section of Heartland Time if they don’t want to wait.

The Employee ID, Employment Status, Hire Date, First Name, Last Name, Social Security Number, Location, and Department are all required fields for the sync. This is the minimum information that must be entered in Heartland Payroll in order for the employee to sync to Heartland Time.

A client will use Heartland Hire to onboard new employees, transfer the shared data to Heartland Payroll, and then sync the employee to Heartland Time. Keep in mind, that not everything transfers from Heartland Hire to Heartland Payroll and from Heartland Payroll to Heartland Time, so the client will need to make sure to complete the employee’s profile as-needed after the initial data is transferred.

No, it is not. The box on the left shows what information is transferred from Heartland Hire to Heartland Payroll after Onboarding a new employee. The box on the right shows the information that is required to be entered in Heartland Payroll in order for the employee to sync to Heartland Time. Please note that more information will transfer if entered in Heartland Payroll. Please see previous page for more information.

The client will need to fill out the information in Heartland Payroll that didn’t come over from Heartland Hire before the employee could be synced to Heartland Time.

No, since the employee status is synced from Heartland Payroll to Heartland Time, the client does not have to do anything in Heartland Time to note this.

Yes, when an employee is terminated, their access it automatically disabled as well. The client does not have to do anything manually to make that happen.

It won’t be itemized, but it will show the number of active employees in the Pay Group.

The following are examples of requests that may take 4-6 weeks or longer to develop:

• Advanced Overtime Rules
• Complex PTO Rules
• Union Specific Rules
• Features like Payroll Based Journals (Home Healthcare;) or Certificate Management

The current pay period can be uploaded, but prior pay periods and historic data cannot. The current punches must be provided via an Excel sheet, and Product Support will upload those punches.

We cannot pull policies over.

Yes, when a client assigns a shift to an employee it defaults to being “Unpublished.” This means the shift is on the client’s calendar, but has not yet been pushed to where employees can view it. Clients can keep all shifts unpublished until they are satisfied with the schedule and then either publish all shifts at once or do them individually.

Yes, Unavailability and PTO will show on the calendar so the client can work around those days when scheduling.

An open shift is a shift that has not been assigned to anyone. Clients may want to use these if they have extra shifts in a week and want to leave the shifts open for grabs. Employees will see the open shift on their schedule and can easily click to request to claim it.

If an employee drops a shift, they are trying to completely get rid of that shift and those hours by selecting an employee or employees to offer the shift to. If an employee swaps a shift, they are looking to trade shifts with another employee as to not lose out on at least some of the hours from their original shift. When an employee swaps a shift, they can view a list of shifts the other employees have scheduled and can choose to offer to swap shifts with those employees.

The client will be able to choose which employee gets to claim the shift. For example, if there are two employees who claimed a dropped shift and the client sees that it would push one of the employees into overtime if they worked that shift, they could make the decision to choose the other employee.

Yes, these can be set up to auto-approve if clients prefer to skip that step.

Yes, the client can create a shift template with a location attached as the default location. The location can be changed on the shift each time it is assigned, so if the employee will be working at a different location than usual, the client will be able to change it.

Yes, clients do not have to use the Scheduling features. The main admin/user in Heartland Time will still have access to the Scheduling tab, but the tab can be disabled for all supervisors if needed.

No, a client cannot restrict an employee from clocking in or out due to being outside of the fence. This is because GPS accuracy can be off. Instead, the client/supervisor will be able to approve or deny the punch based on location as they see fit.

The Dashboard will display a list of employees who have clocked in outside of the geo-fence and the client will then have the opportunity to approve/ignore the notification or further investigate if needed.

Yes, clients cannot restrict employees to clock in/out on certain iPads, but they will be able to see on which iPad the punch was made.

The Facial Recognition Feature is available on the iPad and through the mobile application on phones. The feature is not available on the web version.

Yes, clients can choose to disable the clock in/out function from the mobile app.

Yes, approval paths can be set up so another supervisor, manager, etc. can “Force Approve/Reject” time sheets, time off requests, etc. in the event a supervisor is unable to approve/reject requests from employees.

Employees will have the option to select a different job without having to clock out and clock back in.

Yes, a client can restrict the clock so an employee cannot clock in earlier than the specified time. They could make this 5 minutes, 10 minutes, etc.

Yes, approvers can submit timesheets on behalf of their employees.

Yes, timesheets can be set up to auto-fill and auto-submit.

Yes, clients can restrict and have employees just clock in/out using the web clock and can also add an IP address restriction if needed.

Yes, rounding rules can be customized based on the client’s needs. They can choose to apply rounding to the clock in/out punches, break punches, and transfers. They have the option to round up, down, or the nearest minute that they choose

Yes, the client can decide to have all the hours to apply to the shift start day, shift end day, or split the time across midnight. Keep in mind that state and local laws should be considered.

Yes, notifications can be set up to remind employees to submit their timesheets. These notifications will be emailed to the employee at whatever time the client wants before the last minute of that employee’s timesheet – i.e., 6 hours before, 12 hours before, etc.

No, employees don’t have to manually push, sync, or update anything when they use their mobile device.

Yes.

Yes.

Yes. This is new and is called Continuous GeoTracking. It will track the user for as long as they are on the clock. If they punch out, it won’t track them for privacy reasons.

Yes, clients will be able to see the employee’s time-off balance before the booking, and what it would be after the booking.

Yes, when viewing an employee’s time-off request, the client will be able to see if any other employees have requested time off in that time frame. Employees will also be able to see this information when they are creating the PTO request.

Yes, in the time-off menu, employees can add “Unavailability” for any time or day that they aren’t already scheduled to work.

Yes, clients can set up a notification that will be sent to employee’s one month before their time off expires. Local and state laws should be considered.

Yes, clients can set up Blackout Periods on each PTO policy they want it to apply to. For example, if he wants to prevent people from using Vacation time during the Blackout Period, but would allow someone to use Sick time if they fall ill, he can restrict per policy. Once this is applied, when the employee goes to request time off, they will not be able to select the blackout dates.

Yes, time-off policies can be set up to allow an employee to go negative with their time. They will also be able to specify how many hours they allow their employees to go negative. For example, if a client only wants an employee to be able to go negative for 8 hours/1 day at a time, they can set that as a limit.

There is no limit.

There isn’t a way to customize the dashboard, but only relevant information will display. For example, if the client doesn’t use the time-off features, they won’t see any time-off information on the dashboard, or if they don’t use the geo-features, they won’t see any geo-fence related messages.

No, the reports are just available in CSV.

Yes, the client will receive a notification if a timesheet has not been submitted or approved

Yes, approvers do not need to be employees.

There is no limit to the amount of levels that can be tracked in Heartland Time; however, please keep in mind that Heartland Payroll can only accommodate 2 levels, so only 2 will flow from Heartland Time to Heartland Payroll.

Yes, there is a Notifications section in the Administration area of Heartland Time where clients have the ability to choose notification preferences for supervisors/managers, as well as employees.

Yes, clients can have shift premiums set up for specific hours on specific days.

Yes, there is a Pay Rules & Codes section in the Administration area of Heartland Time that contains a library of State and Federal Overtime and FLSA laws. These laws can be applied to an employee’s pay, meal breaks, rest breaks, and holidays.

Yes, Heartland Time can handle Pay Groups.

Users will receive notifications via email. If they have the app and have push notifications enabled, they will also receive notifications on their mobile device.

Yes, in the Pay Rules & Codes section there is a tab for Holiday Rules, and clients can specify how their employees gets paid on holidays.

For employees, Heartland Payroll and Heartland Time will be two separate places and logins. There is no single sign-on for employees at this time.

The rate information cannot be blocked from coming over, but permission settings can be enabled to restrict access for certain users. For example, a client could have all supervisors blocked from seeing pay information.

Yes, supervisors can be set up with permissions to view and be the approver for specific employees.

Clients utilizing HR Complete will be billed based on their Payroll run frequency.

Here’s an example: The client is on a bi-weekly payroll frequency and agreed to $1,000 monthly for HR Complete. Over 12 months, the client will pay $12,000 for HR Complete. Per pay frequency, the client will pay $461. To find this amount, divide the total yearly cost ($12,000) by the total pay frequency (26 due to the bi-weekly schedule), which comes to $461.

Clients will still be billed for HR Complete on their normal payroll run frequency regardless of whether they run the actual payroll.

No, at this time HR Complete is not available to be sold stand-alone until it’s been added to atlas.

You will select either Payroll or Payroll+Onboarding based on the client’s needs; next, you’ll upload the HR Complete agreement; remember to add in the narrative that the client will have HR Complete.

For SPAs in the Payroll Optimization beta, you will select a different option, which could be Payroll, Payroll+Essentials, or Payroll+Advanced, based on the client's needs.

If they decide to cancel, they will be charged a termination fee similar to when clients cancel our Payroll solution. More details on the cost of the termination fee coming soon.

Yes, if the client would like to maintain their other solutions such as Payroll, Hire, or Time, they may do so. Additionally, the client may also keep their HR On-Demand solutions; however, they will need to complete a new agreement to reflect the solutions they are keeping/new pricing.

The timeline for setting a client up is the same for new and existing clients. From the moment the account is set up by the Product Support Team (new client two days after the first payroll run, the current client is two days after HR Complete agreement is received), each client will be emailed their intake survey within two business days. Once the client completes the survey, a dedicated HR Partner will be assigned and they then have up to two business days to reach out to the client. Depending on how quickly the client will complete the survey, they may be up and running within four to five business days. However, that can bump out to a week or more if the client is slow to complete the survey.

For Multi-pack clients, the Product Support team will let Mineral know that each account is related (even though they are billed separately and have individual HR Complete accounts). Mineral will do their best to either assign the same HR Partner to all of the accounts or to make sure that they are all coordinating efforts if multiple Partners are assigned.

Yes. For multipack clients, they are each billed and serviced by EIN.

At this time, there is not a projected date for when HR Complete will be available in atlas. This is dependent on the Payroll Optimization project and the Development teams. Please continue to use the provided onboarding documents in the HR Complete Training.

HR Complete is a solution built for businesses that don’t know how to deal with government regulations and compliance. Often, these businesses won’t have any employees that focus on HR at the business level meaning the business owner manages this aspect of the business.

Clients will receive several resources in addition to their own personal HR Partner. Clients utilizing HR Complete will receive an Executive summary of their HR department, Gap analysis, and customized HR Compliance Action Plan. For more details on what these documents are, please refer to the HR Complete Training.

You can access this document within the resource center or select this document here, HR Complete Pricing Guide.

No, they’re different. Exhibit E Pricing is the dollar amount of Heartland’s cost to offer a solution to a client. The setup fee is the cost to set up service for a client. The SPA may choose to waive the setup fee, however the Exhibit E cost will remain the same and cannot be waived.

Clients will receive the intake survey through their email once their account has been set up. There is a sample survey on the Resource Center.

Yes, there will be capabilities to accommodate Spanish-speaking clients you may have.

The HR Partner can assist with customizing;

• Handbooks
• I-9 guidance
• Help create and foster a culture throughout the organization
• ACA responsibilities
• FMLA
• Law and policy alerts, and many more

These are just a few examples of topics our HR Partners can assist your clients with. You might have noticed a recurring theme, each of these topics focuses on proactively equipping and educating the client on a subject. Rather than hiring an employee with knowledge of these subjects or sending an employee to receive a certification in these areas, clients can lean on their HR Partners to gain this information when necessary for their business.

A few areas the HR Partner is unable to assist the business are;

• Our employee interactions
• Conducting performance reviews
• Hiring/firing employees
• Conducting interviews.

Here, we see another theme; each of these topics focuses on directly interacting with the employees of the business. Our HR Partners are just that, partners. This means they will work with the business owner, HR Manager/Generalist, or Office Manager; however, they will not work directly with the business's employees. Clients who are looking for a solution like that will not find the value they want with this solution.

No, there is no change to the Federal Labor Law poster services. They will continue to be delivered on their Heartland anniversary.

All of our HR solutions such as HR On-Demand will be included with our HR Complete solution.

For any pre-sale questions, reach out to payrollsalessupport@e-hps.com.

The HR complete solution is eligible for a signing bonus and residuals. Normal residuals will apply, including residuals based on higher diamond statuses.

At this time, you will not be able to opt for double residuals. There is a potential for this in the future.

SPAs should include the HR Complete Agreement; be careful not to use the incorrect document - the Agreement and the Proposal look almost identical.

As of 3/1/2023, reporting margin for HR Complete is manually calculated.

• If the HR Complete agreement is done at the same time as the Payroll agreement, it will be credited at the same time as the Applicant Tracking and Heartland Time margin are reported.
• If done as a margin upgrade, it will be applied with the next reporting cycle - up to two weeks.

HR Complete allows you to price based on what services the client currently has

• For example: If a client has Payroll +HR, the SPA would simply price them in the lower range of the suggested HR Complete pricing to offset the additional service.
• If a client only has payroll, the pricing should be at target or higher.

See chart below from the HR Complete articulate course.

If your client has accessed Heartland Hire before 4/1/2021, the way they are priced is dependent on whether they have entered their credit card information for ATS.

• If they have entered their credit card information, they will need to be priced the old way at either $399 for 3 months, $599 for 6 months, or $999 for 1 year subscription.
• If they have not entered their credit card information, then you are able to price them using the new pricing model.

No, we do not offer any free trials of our Heartland Hire products.

Heartland ATS does not give a true up or down; this is due to how the pricing now works for this solution.

Existing clients will continue to be billed via credit card. There are plans to change this in the future but there aren’t any hard dates on when this change will take effect.

Clients who are on the old pricing model will not see any changes to their invoices. For new clients that sign up for ATS, they will have billing included on the first payroll invoice of each month.

With the changes to Hire, clients can cancel their services at any time. They would need to have a new agreement and pricing built since the old pricing was a part of their original agreement.

Previously, clients would get two free job postings when signing up for our payroll services. This is no longer available.

Even though this client has the old pricing and is aware of the costs associated with it, you will need to price their second business using the new model. You can find the details on how to price using our new model in the “Heartland Hire Pricing Guide Document” found in the Resource Center.

Under the Heartland Hire product channel, clients can get three different products.

• Applicant Tracking – This is available in a small-market or mid-market solution. Applicant Tracking can be added to any of our three services (Payroll, Payroll + Onboarding, or Payroll + HR).
• Electronic Onboarding –This product comes with E-verify included for free. Clients can get this product by either enrolling in our Payroll + Onboarding or Payroll + HR services.
• WOTC – We give our clients the ability to file for WOTC credits through our hiring platform. This is $299 per certified application.
  • WOTC is not the same as WOTC Screening. WOTC Screening is the act of pre-screening to identify potential WOTC eligible employees. This is doable through our Applicant Tracking product or our Electronic Onboarding product.

In atlas, you can select the Payroll + Onboarding option for those you have sold on the value of the Heartland Hire services. For Applicant Tracking, you will fill out a separate Agreement to enroll your clients in this service.

This cannot be sold as a standalone solution.

Clients can reach out to Product Support at plusteampayroll@e-hps.com for any Heartland Hire related needs.

Any questions or support needs should be directed to payrollsalessupport@e-hps.com. If you would like the Heartland Hire sales team to schedule a client demo you may submit a request at HeartlandDemo.com

Yes, RMs will receive a 50/50 split on Applicant Tracking services.

Yes. Since Onboarding is included with the overall margin of a Payroll sale, RMs will receive splits just like a Payroll-only sale.

No, there is no RM split on the WOTC services.

You can find all these resources at HeartlandDemo.com

There is a positive correlation to having both services as it enhances the overall experience an HR client will have using our HR solutions with capabilities for applicant tracking, WOTC, and onboarding a new hire. Documents generated and built through our HR solutions can also apply to what the new hire might receive through onboarding such as job descriptions, handbooks, policies, etc.

This would be an HR question that would need to be handled by an HR professional. This would be where Heartland Sales can steer clients and prospects to the Heartland HR Solution.

Yes – in the Heartland Hire section of Payroll Resources there is a Heartland Hire Pricing Guide that gives all the details for pricing, margin, and commission related to Heartland Hire.

Yes, Heartland Hire is available for Spanish speaking clients and employees for no additional cost as of April 5th, 2021.

Typically, as long as they can log into the payroll system, they do not need to process a payroll. This is approved on a case by case basis, and you should discuss with Product Support at PlusTeamPayroll@e-hps.com prior to submitting the sale.

Clients will have the ability to post jobs to Indeed, Glassdoor, LinkedIn, and Google Jobs for free with this service. It doesn’t guarantee visibility and positioning so clients can purchase the premium job board upgrades for more visibility and additional exposure to sites like Monster and Career Builder. If clients already have a subscription to Monster and/or Career Builder they can link their account so there would be no additional charges to any existing subscriptions.

According to Title VII of the Civil Rights Act, employers with 15 employees or more must keep every job application and resume that they receive for a period of one year after a hiring decision has been made. Heartland Hire helps keep our clients in compliance with this law by storing all new hire documentation in the Heartland Hire Dashboard.

Regardless if your client wants the SMB or Mid-Market Applicant Tracking solution, the setup process is the same. After getting the Applicant Tracking Agreement form (found in the Resource Center under the Heartland Hire folder) you will have clients complete the one page agreement. Then, for new clients, you will submit the agreement with the other required boarding documents in Atlas. For existing clients, you will email the signed Applicant Tracking agreement to PlusTeamPayroll@e-hps.com

The Heartland Hire Mid-Market is not a fit for clients based on the employee size alone. Any size business that has a need for job requisitions, has multiple people involved in the hiring process, or needs additional reporting capabilities would be a good fit for the Heartland Hire Mid-Market Solution.

The monthly cost can range from $200 to $500 based on negotiations. Our monthly pricing target is $350. Clients will be billed on the first payroll run of each month.

Yes – Onboarding will be included and available for clients who select the Payroll + Onboarding or Payroll + HR solutions and should be reflected in your per pay period pricing. Clients always have the option to use WOTC at their discretion, but are not required to. Applicant Tracking is signed up separately with an Agreement, and is not required in order to use Onboarding.

Our clients using Heartland Hire can send any documents to a new hire as part of the new hire paperwork to be completed. For instance, if they want to include the handbook to be reviewed (and even signed), they can have that included with what is sent to the new hire. These documents can be selected for each individual candidate and the employer can choose whatever is needed.

Yes, we offer a mass upload of current employees they have hired prior to using Heartland Hire. They can request and even upload documents manually into the system.

Clients have the option to use the E-Verify system as part of our Onboarding solution; however, they can skip this step if desired.

It is not necessary to move stored new hire documents from the Heartland Hire Dashboard to store digitally somewhere else unless the client would prefer to, or if the client is going to stop using Heartland Hire.

This varies based on the size and complexity of the request. Any needs for a specific request can be sent to the Heartland Hire team and they will provide a quote within 24 hours.

Yes – the employer can review the documents submitted by the new employee and if there are any documents that need revisions/updating the employer can resend to the employee with a message to complete. This can only be done before the employer portion of the I-9 is updated. Once the employer portion of the I-9 is completed, employee information is pushed to the payroll system and at that point any new hire documents would need to be revised outside of the Heartland Onboarding system.

No – if the client wants to keep documents in both places the client will need to upload new hire documents to our HR Solution employee files. This is not necessary since they’ll have access in the Heartland Hire Dashboard, but can be manually done by the client if preferred to have in both systems.

Yes – if it is being provided as a video link that is posted to a document.

Permanently, as long as they are a client.

The Heartland Hire team reviews these documents frequently to ensure the documents are up-to- date at all times.

No – clients will need to supply their own templates. They can utilize our HR services for great job description templates, and HR On Demand for customization for job descriptions.

The WOTC Screening is simply determining eligibility of the candidate based on their answers. If the client wants to pursue those credits, they can process the WOTC application.

WOTC screening is free and available for all employers who use Heartland Hire. If an employer hires a WOTC eligible candidate, they may choose to have Heartland Hire process the tax credit application for a fee of $299 per each certified employee application.

Yes – WOTC screening is a part of the Payroll + Onboarding or Payroll + HR packages. The employer can include an assessment with the new hire paperwork, which will automatically give visibility to potential tax credits to file for.

If tax credits exceed what the employer owes in taxes for any given year, they can carry over remaining tax credits to reduce the taxes owed in future years – up to 20 years out.

Our solution does not support WOTC for non- profits. Nonprofits are limited to only one WOTC category and the tax packet report is different than for- profits.

Yes, as long as they have started within 28 days, employers can log into Heartland Hire, click on the WOTC tab, and "Screen Candidates" for WOTC. Additionally, employers can even upload in bulk to have multiple people screened at once.

If a new hire was identified as eligible for tax credits, but after filing with the state it is indicated they are not eligible, the tax credits will not be available, and thus are denied.

Clients will be on the next payroll invoice following the certification of the application. The WOTC team will notify the client of the certified application(s) and of the billing that will be applied to their next invoice. Billing will be applied as a one-time line item.

Background checks are paid by the use and type of service on an a la carte basis. Clients will be able to select the type of screening/background check through the Heartland Hire Dashboard and pay by the use via credit card. You can see the listing of Background Check services and corresponding fees at www.goodhire.com/pricing. They also offer volume discounts as well. Additionally, there is a document posted in the Heartland Hire section of the HLA that lists the services provided by GoodHire.

No.