For this week’s X3 Insider Blog, check out our latest demo showcasing the Location Reordering feature within Sage X3 and discover how it empowers users to efficiently manage inventory across multiple locations through automated reorder suggestions and mobile execution. In under two minutes, you’ll see how X3 helps maintain optimal stock levels and address component shortages, keeping your production process running smoothly and streamlining inventory management.
ERP
Effortless Inventory Management: Discover Location Reordering in Sage X3
ERP
22 May 2014
BSI’s 2014 Top 100 ERP VARS: Net at Work Ranks as The Leading Sage ERP Partner
We are pleased to announce that Net at Work ranked as the #1 Sage ERP partner and placed #10 overall on the BSI Top 100 VARs ranking of the leading 100 mid-market ERP / Accounting Software partner reselling firms.
The Top 100 VARS (Value Added Resellers) ranking is compiled by Bob Scott, currently executive editor of The Progressive Accountant. Bob has been covering the midmarket financial software through print publications for over 20 years; first as technology editor of Accounting Today, and then as the Editor of Accounting Technology. The full report can be found online at bobscottsinsights.com. For reference we have included the rankings below.
We recognize that this accomplishment is the result of a collective effort and we thank the entire Net at Work staff, our clients, and partners for contributing to our success.
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Blog
Employee Experience
10 Aug 2010
Service Releases For Sage Abra Suite Version 9.0
Sage is following up the its release of Sage Abra Suite Version 9 with two Service Releases. The first one, released in June, contained changes required for the HIRE Act. The second Service Release is scheduled for release this Fall and includes capabilities requested by customers during the beta testing of Version 9.0.
Simplified Product Updates
One of the capabilities added to Sage Abra Suite Version 9 is the ability to install cumulative product updates that include all changes made to the product. This means that Service Releases will include all changes made to the system and you will have the benefit of all updates added to the system since the previous release. June Service Release
If you are running the Sage Abra Payroll module, you already should have downloaded and installed the June Service Release because it included changes required for second quarter tax reporting and third quarter payroll processing. This release addresses changes made to comply with the HIRE Act legislation. A new field, HIRE Act Qualified Employee, has been added to the Payroll Status window. The field default is no, check yes to indicate a HIRE Act eligible employee. Two new tax codes have been added for the HIRE Act: EMP9 (HIRE ACT Employer Social Security Tax) is similar to the EMP1 (Employer Social Security Tax) tax code but it has a rate of 0.00. RR19 (HIRE ACT – RAIL & RETIRE LEVEL 1 TAX ER ) similar to the RR1E (RAIL & RETIRE LEVEL 1 TAX EMPR) tax code but with a rate of 0.00. By default, these tax codes are set to expire on 12/31/2010. However, if this tax credit is extended, the expiration date can be changed. The 941 form has been modified to accommodate the HIRE Act. Changes to the Form W-2 and Form W-3 also are needed for the HIRE Act. These changes will be made in the fourth quarter and will be available in the Q4 2010 Tax Update. The June Service Release also corrected a performance issue with the HR module. Customers reported performance problems when running an Employee Find at the same time as running a Crystal ReportÆ that used the HRPERSNL database. The June Service Release corrects this issue. September Service Release
Another Service Release is scheduled for delivery with the 3rd Quarter Tax Update for Payroll customers and also will be available for download for HR customers in late September. The Service Release includes a selection of customer-requested updates in the Sage Abra Suite HR, Benefits, Attendance, Payroll, and ESS modules. These requests were gathered from customers who participated in the beta testing of Sage Abra Suite Version 9.0, comments added in Product Feedback, and through Customer Support. Among these are several key enhancements for Employee Self Service. Payroll and Attendance information now will be available to include in the dynamic information sharing capabilities of ViewBuilder, introduced in Sage Abra Suite Version 9.0 Also added is the ability to create and publish Crystal Reports on the Web and include them for viewing in ESS. Give us a call with your questions about the Sage Abra Suite Version 9.0 service releases.
One of the capabilities added to Sage Abra Suite Version 9 is the ability to install cumulative product updates that include all changes made to the product. This means that Service Releases will include all changes made to the system and you will have the benefit of all updates added to the system since the previous release. June Service Release
If you are running the Sage Abra Payroll module, you already should have downloaded and installed the June Service Release because it included changes required for second quarter tax reporting and third quarter payroll processing. This release addresses changes made to comply with the HIRE Act legislation. A new field, HIRE Act Qualified Employee, has been added to the Payroll Status window. The field default is no, check yes to indicate a HIRE Act eligible employee. Two new tax codes have been added for the HIRE Act: EMP9 (HIRE ACT Employer Social Security Tax) is similar to the EMP1 (Employer Social Security Tax) tax code but it has a rate of 0.00. RR19 (HIRE ACT – RAIL & RETIRE LEVEL 1 TAX ER ) similar to the RR1E (RAIL & RETIRE LEVEL 1 TAX EMPR) tax code but with a rate of 0.00. By default, these tax codes are set to expire on 12/31/2010. However, if this tax credit is extended, the expiration date can be changed. The 941 form has been modified to accommodate the HIRE Act. Changes to the Form W-2 and Form W-3 also are needed for the HIRE Act. These changes will be made in the fourth quarter and will be available in the Q4 2010 Tax Update. The June Service Release also corrected a performance issue with the HR module. Customers reported performance problems when running an Employee Find at the same time as running a Crystal ReportÆ that used the HRPERSNL database. The June Service Release corrects this issue. September Service Release
Another Service Release is scheduled for delivery with the 3rd Quarter Tax Update for Payroll customers and also will be available for download for HR customers in late September. The Service Release includes a selection of customer-requested updates in the Sage Abra Suite HR, Benefits, Attendance, Payroll, and ESS modules. These requests were gathered from customers who participated in the beta testing of Sage Abra Suite Version 9.0, comments added in Product Feedback, and through Customer Support. Among these are several key enhancements for Employee Self Service. Payroll and Attendance information now will be available to include in the dynamic information sharing capabilities of ViewBuilder, introduced in Sage Abra Suite Version 9.0 Also added is the ability to create and publish Crystal Reports on the Web and include them for viewing in ESS. Give us a call with your questions about the Sage Abra Suite Version 9.0 service releases.
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Blog
Employee Experience
11 Apr 2011
The Family & Medical Leave Act: The Importance of Record Keeping as Proof Of Compliance
When does an employee qualify for the Family and Medical Leave Act (FMLA)? What rights does the employer have? In this post we cover these issues and the importance of good record keeping as proof of compliance.
Who Qualifies For FMLA?
An employee must have been employed for 12 months to qualify for FMLA, but those 12 months no longer need to be consecutive. Any prior employment up to seven years in the past needs to be considered in determining eligibility. Illnesses qualify for FMLA if there is an incapacity of more than three full consecutive days with two visits to a healthcare provider within 30 days of the beginning of the incapacity, with the first visit within seven days of the first day of the event. Employers have five days to request medical certification and may request recertification every 30 days. However, contact with the employee’s healthcare professional should not be performed by the employee’s immediate supervisor. Preferably, contact is made by an HR professional. Do not ask for diagnostic information; instead, describe the employee’s work responsibilities, and ask how this illness is going to affect the employee’s job performance; how often the employee will be absent; and what kinds of accommodations may need to be made. If there are safety concerns, fitness for duty (FFD) certification can be job specific, and may be required before an employee returns to work. If there is any question about the validity of the illness, you may get a second opinion. Payment for the second opinion is the responsibility of the employer. The national defense spending bill of 2006 provides for an additional 12 weeks of FMLA for the next of kin to use to provide care for injured military service personnel. How To Protect Your Organization
Clear, well written policies are essential to minimizing the impact of FMLA on your organization. A good place to start is with thorough job descriptions that clearly define the physical and mental requirements of a position. Create a comprehensive certification form, and put a policy in place and have a healthcare professional available (but not on your payroll) for second or third opinions. Ask for recertification every 30 days, and attach a letter, along with the worker’s attendance record, asking the healthcare professional whether or not the workerís condition is incapacitating enough to warrant the days of absence. Do not be afraid to contact an employee who is out on FMLA. Statistics show that the longer employees stay out, the less likely they are to return. It is okay to let them know you miss them. To minimize the cost of FMLA, have a written policy that requires employees to use other types of leave such as vacation and sick time before FMLA leave kicks in. The Importance Of Training
Make sure all your supervisors understand your FMLA policy and the actions they need to take. Make sure managers know they can discipline behavior, but never the cause. For example, you can discipline an employee for being absent every Friday and Monday, not for being sick.
An employee must have been employed for 12 months to qualify for FMLA, but those 12 months no longer need to be consecutive. Any prior employment up to seven years in the past needs to be considered in determining eligibility. Illnesses qualify for FMLA if there is an incapacity of more than three full consecutive days with two visits to a healthcare provider within 30 days of the beginning of the incapacity, with the first visit within seven days of the first day of the event. Employers have five days to request medical certification and may request recertification every 30 days. However, contact with the employee’s healthcare professional should not be performed by the employee’s immediate supervisor. Preferably, contact is made by an HR professional. Do not ask for diagnostic information; instead, describe the employee’s work responsibilities, and ask how this illness is going to affect the employee’s job performance; how often the employee will be absent; and what kinds of accommodations may need to be made. If there are safety concerns, fitness for duty (FFD) certification can be job specific, and may be required before an employee returns to work. If there is any question about the validity of the illness, you may get a second opinion. Payment for the second opinion is the responsibility of the employer. The national defense spending bill of 2006 provides for an additional 12 weeks of FMLA for the next of kin to use to provide care for injured military service personnel. How To Protect Your Organization
Clear, well written policies are essential to minimizing the impact of FMLA on your organization. A good place to start is with thorough job descriptions that clearly define the physical and mental requirements of a position. Create a comprehensive certification form, and put a policy in place and have a healthcare professional available (but not on your payroll) for second or third opinions. Ask for recertification every 30 days, and attach a letter, along with the worker’s attendance record, asking the healthcare professional whether or not the workerís condition is incapacitating enough to warrant the days of absence. Do not be afraid to contact an employee who is out on FMLA. Statistics show that the longer employees stay out, the less likely they are to return. It is okay to let them know you miss them. To minimize the cost of FMLA, have a written policy that requires employees to use other types of leave such as vacation and sick time before FMLA leave kicks in. The Importance Of Training
Make sure all your supervisors understand your FMLA policy and the actions they need to take. Make sure managers know they can discipline behavior, but never the cause. For example, you can discipline an employee for being absent every Friday and Monday, not for being sick.
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