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Journey Payroll & HR - PHX

Name: Journey Payroll & HR - PHX
Address: 3800 N. Central Avenue Suite 590, Phoenix, AZ, 85012, US
Telephone: +14806992729
Price range: $

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Journey Payroll & HR - PHX

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Journey Payroll & HR provides a refreshing way to PAYROLL with dedicated support for your business! 🙌🏼

Journey Payroll & HR is a LOCAL full-service payroll and HR company serving small to mid-sized businesses with 1 – 1,000 employees. Locally owned and operated in Phoenix, AZ, Journey provides solutions for Payroll, Time & Attendance, HR Support, Benefit Administration, Paperless New Hire On-Boarding, Pay-As-You-Go Workers Comp, 401k Administration and more!

10/13/2026

Behind every local business is a team that shows up. 💚

At Journey Payroll & HR, we take the time to learn your people, your goals, and what makes your business yours, because payroll and HR support should feel personal.

Tell us in the comments: what’s your favorite local business to support? 👇

09/28/2026

FUTA is an employer-only tax. Your employees never see it on their paystub. But missing a deposit or losing the state credit can create a year-end bill that surprises even experienced payroll teams.

Read more on our site! https://journeypayrollhr.com/resources/blog/

09/21/2026

If a contract says "independent contractor" but the working relationship looks like employment, the IRS will read the relationship, not the contract.

Federal tax law uses a three-part test to classify workers: behavioral control, financial control, and type of relationship. No single factor is automatically controlling, and the label the parties use is not one of them.

Getting this wrong costs more than just back taxes. It means owing the employer's AND the employee's share of F**A, a portion of income tax withholding, failure-to-deposit penalties, and interest. For multiple workers across multiple years, that adds up fast.

There is also a 1099-NEC threshold update most payroll teams may have missed: for payments made after December 31, 2025, the reporting threshold is $2,000, not $600.

We just published a full breakdown of how the IRS classifies workers, what each factor actually means, and what options exist if reclassification is needed; check it out! https://journeypayrollhr.com/resources/blog/

09/14/2026

Paying someone a salary doesn't automatically mean they're exempt from overtime. Under federal law, it takes two things: the right salary AND the right job duties.

The current salary floor under the FLSA is $684 per week, but clearing that number is just step one. The employee's actual duties still have to satisfy one of five specific exemption tests: executive, administrative, professional, computer, or outside sales.

Job titles don't count. A worker called "manager" who doesn't actually manage isn't exempt. A blue-collar worker earning six figures still earns overtime.

Misclassifying a non-exempt employee as exempt doesn't eliminate the overtime obligation. It creates one, plus back pay, liquidated damages, and legal exposure.

We just published a plain-language breakdown of exactly how this works under federal law: what each exemption requires, where employers most often get it wrong, and what to do about it. Read more on our blog page! https://journeypayrollhr.com/resources/blog/

09/11/2026

Today we pause to honor the lives forever changed on September 11, 2001, and the first responders, heroes, and families whose courage and resilience left a lasting mark on our nation. We will never forget.

09/07/2026

Happy Labor Day! Today, we celebrate the hardworking people who keep businesses running every day. Our offices are closed in observance of the holiday. We will see you, Tuesday!💙

08/31/2026

Your payroll records are not just paperwork. They are your defense.

Under the FLSA, recordkeeping is the employer's responsibility. No records means an employee can estimate their hours, and now you are arguing against a number you cannot rebut.

Daily hours. Weekly hours. Rate of pay. Deductions. Total wages. Keep them accurate, keep payroll records for three years, and time cards for two.

Because in a wage dispute, the employer with records wins. The one without them pays.

08/24/2026

A wage garnishment order does not mean you can let the employee go. Under federal law, firing someone over a single garnished debt is a violation.

When a valid garnishment order arrives, the employer withholds part of the employee's pay, stays inside the federal limits, and sends the money to the right place. For an ordinary debt, the cap is the lesser of 25% of disposable earnings or the amount above $217.50 a week. Child support and alimony can go higher. And the withholding is based on disposable earnings, meaning pay after legally required deductions, not gross wages.

Two points employers should look out for:

1. State law can cap garnishment lower than federal law, and when it does, the lower limit applies. And the protection against firing covers one debt, not a second separate one.

2. Garnishments are one of those quiet moments where good payroll protects both the business and the employee; everyone wins.

Read the full breakdown on our blog! https://journeypayrollhr.com/resources/blog/

08/17/2026

Quick payroll truth: outsourcing your payroll does not outsource your legal risk.

The IRS is direct about this. Even when a business forwards funds to a payroll provider, the employer stays responsible for depositing and paying federal payroll taxes. If a provider misses a deposit, the bill goes to the business.

That means a few habits are worth building no matter who runs your payroll: keeping your own login to the federal deposit system so you can check payments yourself, holding onto employment tax records for at least four years, and knowing who inside your company would carry personal liability if taxes ever went unpaid.

Great payroll support does not erase that responsibility. It helps you carry it, with confirmed deposits, organized records, and answers you can actually trust.

We broke down exactly what federal law expects from payroll support, and what a good partner should be doing about it, on the blog today. Check it out! https://journeypayrollhr.com/resources/blog/

08/10/2026

Quick question: can a business legally deduct the cost of a uniform from an employee's paycheck?

The answer comes down to one number: $7.25 an hour, the federal minimum wage. Under the Fair Labor Standards Act, deductions for items that mainly benefit the employer, think uniforms, tools, register shortages, or vehicle damage, can never bring an employee's pay below that floor or cut into overtime. It does not matter if the employee agreed to it.

Legally required deductions like taxes work differently. So do wage garnishments, which follow their own federal limits under the Consumer Credit Protection Act rather than one flat percentage.

Getting the category wrong is one of the easiest ways a routine payroll decision turns into a wage claim.

We broke down exactly which deductions are allowed, which are restricted, and where employers get it wrong. Read the full breakdown on our blog https://journeypayrollhr.com/resources/blogs-from-journey-payroll/

Address

3800 N. Central Avenue Suite 590
Phoenix, AZ
85012

Opening Hours

Monday	8am - 5pm
Tuesday	8am - 5pm
Wednesday	8am - 5pm
Thursday	8am - 5pm
Friday	8am - 5pm

Telephone

+14806992729

Website

http://www.journeypayrollhr.com/

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