Yes, we are happy to provide references upon request.
IPM completes a full criminal background check on all applicants.
Please refer these questions to Andy Bishop on the IPM team, at firstname.lastname@example.org.
Your interview process is closely-managed and coordinated by our team, led by Andy Bishop, our VP of Resource Management.
Never! In nearly two and a half decades of continuous operation, IPM has never once failed to make payroll. It’s never even been delayed, not once. IPM’s contractors trust us for our tireless reliability, and our clients know this sense of security translates to confident, satisfied workers.
IPM contractor employees receive password-protected access to our Contractor Portal, which offers all the up-to-date documentation needed for employment, benefits enrollment, federal taxes, and more.
Yes, IPM offers ACH direct deposit, and most of our employees prefer this fast and reliable method of payment.
Yes, we will tailor our processes to meet your specific company needs. Each IPM client has its own process while meeting all federal and individual state regulations and rules.
IPM offers extensive support, valuable resources and benefits that makes us the partner of choice for top talent across numerous industries. For more information on our long list of services and benefits for our contractors, please click here.
There has never been a time in the 24+ years of IPM’s existence when it has failed to meet payroll. During Hurricane Ike power was interrupted for much of Houston, including both our offices and our back-up data center, for a number of days. Faithful IPM employees, using headlamps and flashlights literally dissembled IPM’s computer network, carried it down 4 flights of stairs, transported it to a facility that did have power, and made payroll, at a time many major corporations effected by the storm could not and did not make payroll.
IPM will make every effort to effectively interface with the client’s back office system. Our goal is to make our process and software seamlessly integrate with your system so that the systems work together to provide a system that is effective and efficient for both client and contractor.
IPM has been in continuous operation under the same management since 1992.
Yes, IPM offers a discretionary profit-sharing match into the 401(k), determined after the end of each year.
Yes, IPM offers a 401(k) retirement plan for its employees. The plan is currently managed by Lincoln Financial Group and offers a wide variety of investment funds and alternatives.
IPM’s national headquarters are centrally located in Houston, Texas, but we have staff located across the country and operate coast-to-coast.
IPM operates in all 50 states as well as the District of Columbia.
Independent Professional Management, Inc. (IPM) is a global staffing and consulting company focusing on IT resources servicing Fortune 500 companies’ staffing and payroll needs since 1992. With its corporate headquarters in Houston, Texas IPM can service clients in all 50 states and any U.S. territory as well as any country across the globe.
Biweekly payroll involves paydays that occur 26 times per year, such as every other Friday.
Semimonthly payroll refers to paydays that occur 24 times per year, such as paydays that occur on the 15th day and the last day of every month.
Yes. Although withholding and remitting employee garnishment payments can be difficult, we can take this burden off of your shoulders. This wage garnishment service withholds and remits payments to assist you, and includes the following:
- Remittance of garnishment deductions to the corresponding agency.
- Electronic transfer of funds where accepted or required.
- Garnishment specialists to assist with individual issues.
Yes, IPM automatically calculates all payroll taxes for you, and completes your payroll tax forms.
Federal paycheck taxes include federal income tax, Social Security and Medicare. State paycheck taxes include income taxes in most states, and other taxes that vary by state. IPM is capable of providing payroll services in all 50 states.
In addition to these payroll taxes and forms, IPM Payroll Solutions calculates federal and state unemployment insurance on all paychecks. These are taxes that start at the beginning of the year and continue until a dollar threshold is reached for each employee.
Yes, we do! Over 93% of employees nationwide currently participate in direct deposit. We have almost 100% of our employees take advantage of this convenient no cost service. While employees appreciate direct deposit’s security and convenience, it can also make your payday more economical and productive.
We have the functionality to process your payroll check into your account via EFT (electronic funds transfer) through your established bank. We can also process your paychecks into multiple accounts if you desire as long as we have the appropriate account information. You will need to allow at least one payroll cycle for direct deposit to be active.
Much like understanding how to classify your employees, understanding what should be entered on the 1099 MISC (often shows expenses related to non-employee labor) is just as important. Classification errors on the 1099 can draw unwanted attention from the state employment department. To avoid error, contact your state government for a full explanation of employee classification laws and the rules encompassing their pay.
That is a very complex question. We can help guide you, but ultimately the decision may well take legal advice, which we cannot provide. In many cases we may well advise you to seek legal counsel when making that decision.
Employers must generally withhold federal income taxes, withhold and pay social security and Medicare taxes, and pay unemployment taxes on wages paid to an employee. Employers do not generally have to withhold or pay any federal taxes on payments to independent contractors.
The Department of Labor has clear-cut rules governing overtime pay. Unless an employee is exempt, the employee is entitled to overtime pay at a rate of 1½ times their regular pay rate. Generally, overtime is defined as anything over 40 hours within a 7-day period but this definition can vary by state.
You can still pay your employees a weekly salary, but if the employees don’t meet the Department of Labor’s standards of an exempt employee you will still need to track their hours and pay overtime after 40 hours. If an employee is paid a salary you must pay the employee for the entire day if any hours were worked during the scheduled day. You can only deduct if the employee did not work the entire day.