CompassOne Payroll

Name: CompassOne Payroll
Address: 400 Andrews Street, 4th Floor, Rochester, NY, 14604, US
Telephone: +15856159661

Home
United States
Rochester, NY
CompassOne Payroll

CompassOne was founded by Danielle Williams and Ali Visca on the simple concept of providing local service to local companies.

09/08/2026

A. No, but you can request it as a professional courtesy. At-will employment means either party can end the employment relationship at any time, with or without notice and with or without cause. Requiring notice would conflict with that arrangement and could jeopardize at-will status by implying that a contractual obligation exists. If an employer mandates a notice period or penalizes an employee for failing to provide one, it creates a legal grey area where the relationship looks less like at-will employment and more like a binding contract.

09/04/2026

We are ready. How about you?

09/03/2026

Rochester native and Brighton High School graduate Elizabeth Svoboda is an award-winning science writer and author of new book "The Art of Pacing: A Guide to Balancing Short-Term Demands with Long-Term Thriving" Check out her interview on WXXI's Connections with Evan Dawson. Link in comments.

08/31/2026

Myth: "Outsourcing payroll is only for large corporations."

Fact: Passing off payroll duties actually saves small businesses an average of 4–5 hours per pay period.From onboarding new hires to generating automated W-2s, a dedicated payroll partner saves you both time and money. You don't need a massive team to get massive benefits.

Ready to see how much time you could save? Let’s chat! Call 585-563-1100.

08/25/2026

A. Managers have two basic responsibilities under FMLA: notifying HR when any employee might be missing work for an FMLA-qualifying reason and protecting employee confidentiality.

Managers shouldn’t be determining whether a situation or request for leave qualifies for FMLA, but they should notify HR when an employee’s situation or request for time off could qualify. Generally, managers should reach out to HR when an employee has been out sick for more than three consecutive days, and they have reason to believe it might be related to a serious health condition. For instance, if the employee has been out for four days, hasn’t used up all their sick leave, and says it’s just a bad cold, HR likely doesn’t need to know. On the other hand, if they’ve been gone for a week, have been diagnosed with pneumonia, and aren’t sure when they’ll be back, that’s definitely FMLA territory and HR should be informed.

08/21/2026

Raise your hand if you were a girl scout and sold cookies! If so, you'll appreciate this documentary, 'Cookie Queens' which follows a group of Girl Scouts in their six-week quest to sell cookies. We love these girls' drive! Check out the trailer in the comments.

08/17/2026

Answer: Mentoring is a professional relationship between a senior or more experienced employee (the mentor) and a newer or less experienced one (the mentee). The mentor shares their knowledge and experience, offering guidance, advice, feedback, and encouragement to their mentee.

08/07/2026

Answer: Yes, if your cafeteria plan document allows it. A spouse’s open enrollment period could allow an employee to make a corresponding midyear election change under IRS § 125.

For example, an employee’s spouse could decline or drop coverage under their own plan and be added to the employee’s plan. Alternatively, the employee could drop coverage under the employee’s plan and enroll in the spouse’s plan. The employee-requested change must correspond with the election made under the spouse’s plan.

08/03/2026

If you’re following us but not a client yet, consider us! And if you are a client, we thank you and welcome referrals. Visit our website (link in comments) to learn more about what we can offer.

07/28/2026

Federal Law Alert: Last week the Equal Employment Opportunity Commission (EEOC) published a proposed rule that, if finalized, would eliminate federal EEO-1 reporting and related record-keeping requirements. (It would also eliminate EEO-2 through EEO-6 requirements.)

Because this is only a proposed rule, employers shouldn’t make changes to their EEO compliance practices just yet. It’s unclear whether this rule would eliminate the requirement to file 2025 EEO data, which would be due sometime this year, or would only apply to future reporting years. Given this uncertainty, employers should stay prepared for 2025 data collection.

We’ll be keeping a close eye on this issue and will let you know when the final rule is released and the state of 2025 data collection is determined.

Address

400 Andrews Street, 4th Floor
Rochester, NY
14604

Telephone

+15856159661

Website

http://www.compassonehcm.com/

Alerts

Be the first to know and let us send you an email when CompassOne Payroll posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Want your business to be the top-listed Business in Rochester?