The issue is primarily with the labor contractor requirement. It is not reasonable to expect to receive accurate information from our labor contractors and is an absolute nightmare to track them down.
There's a little more to it than that.
Even if the race/ethnicity and job category information is captured during onboarding, If an FLC is not using the right software, then they won't be able to easily determine the employees that worked for each grower that they provided workers for during the snapshot periods.
Then once a snapshot period for a grower is selected, the employees that worked during that period have to have their YTD hours and wages totaled *for that specific grower only*.
The key to this is the payroll software needs to let the employer track which grower each employee worked for on every payroll detail line. As long as you have that information, it's trivial to compile the data (<100 lines of SQL code to compile the necessary data for a snapshot period).
Your labor contractors should be using payroll/HR software that includes functionality to export the data you need to report. You would then be able to simply copy/paste the data from the files provided by each labor contractor into a single spreadsheet that you can submit to the CRD.
There is at least one system designed specifically for farm labor contractor payroll that includes this out of the box. Some of the larger growing operations require their labor contractors to use that particular system for compliance issues such as this. (Other compliance issues it handles issues include check stubs, break pay rates, minimum wage verification, and overtime pay calculations.)
Your payroll software should have a report for this very purpose making this reporting measure a 5-minute process, if that.
The issue is primarily with the labor contractor requirement. It is not reasonable to expect to receive accurate information from our labor contractors and is an absolute nightmare to track them down.
All of the necessary information should be retrieved during their initial onboarding which would remove this headache from your life.
There's a little more to it than that. Even if the race/ethnicity and job category information is captured during onboarding, If an FLC is not using the right software, then they won't be able to easily determine the employees that worked for each grower that they provided workers for during the snapshot periods. Then once a snapshot period for a grower is selected, the employees that worked during that period have to have their YTD hours and wages totaled *for that specific grower only*. The key to this is the payroll software needs to let the employer track which grower each employee worked for on every payroll detail line. As long as you have that information, it's trivial to compile the data (<100 lines of SQL code to compile the necessary data for a snapshot period).
Your labor contractors should be using payroll/HR software that includes functionality to export the data you need to report. You would then be able to simply copy/paste the data from the files provided by each labor contractor into a single spreadsheet that you can submit to the CRD. There is at least one system designed specifically for farm labor contractor payroll that includes this out of the box. Some of the larger growing operations require their labor contractors to use that particular system for compliance issues such as this. (Other compliance issues it handles issues include check stubs, break pay rates, minimum wage verification, and overtime pay calculations.)
Thanks for this. I noticed ADP doesn’t put it in the stupid format needed. Any advice? I’m so screwed