<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=690758617926394&amp;ev=PageView&amp;noscript=1">
Skip to content
Mega Menu_newspaper_438174_24px Payroll Country Blog

Your constant source for helpful, useful, and entertaining content about payroll, human resources or anything else that will help you manage your workforce.

Mega Menu_Video Series_clapper_438174 Video Series
PeopleWork

Conversations with experts in a wide range of HR/HCM topics, for the benefit of anyone whose job it is to manage a workforce or take care of people.

Ashley Explains

Our Implementation Manager Ashley Hamilton gives you the facts about tax, labor laws, and a whole lot more.

Unfiltered HR

Our very own Jen Strait and Emily Martin from Ally HR Partners tackle common HR issues and provide practical advice to help you manage your workforce more effectively!

Mega Menu_Demo Video Library_video-player_438174 Demo Video Library

Welcome to our comprehensive - yet growing - library of instructional how-to videos that focus on a variety of functions across our software platforms. Scroll down and filter by category or use the search bar to find exactly what you're looking for.

Mega Menu_Resource LIbrary_book_438174 Resource Library

A robust library of guides, kits and tools designed to educate and support anyone responsible for payroll, HR or managing a workforce of people.

Mega Menu_Employer Guides_user-guide_438174 Employer Guides

An extensive and ever-growing library of super handy employer guides on everything from human resource topics, important Labor Law updates, how to approach payroll for your company's industry, and much more.

Mega Menu_Software Downloads_download_438174 Software Downloads
Software Downloads

Quickly reference and download software platforms, installation guides, middleware and other critical files you may need as a client to properly process critical payroll and HR functions with Complete Payroll. 

Mega Menu_What Is Payroll Country_landscape_438174 What is Payroll Country?

In Payroll Country, people come first, manners aren't optional and a job isn't done until it is. Sure, we're headquartered in a small, rural town. But Payroll Country isn't just where we're from. It's our philosophy of how business should be conducted. Welcome!

Mega Menu_Careers_career_438174 Careers
Careers in Payroll Country
It's not about where we work, it's about how we work. And, more importantly, how we work together.
Mega Menu_Client Referral Program_teamwork_438174 Client Referral Program

Earn payroll credit for bringing your colleagues and friends to Payroll Country!

Mega Menu_Client Testimonials_rating_438174 Client Testimonials

Check out what some of our most loyal clients have to say about their Payroll Country experience, or leave some kind words about your own. 

Mega Menu_Switching Payroll Companies_bridge_438174 Switching Payroll Companies

Our clear and simple implementation process removes all of the guesswork and friction, so can switch payroll providers seamlessly and without disruption to your business.

New York Sexual Harassment Prevention Policy and Training

A simple, yet comprehensive resource page that guides employers through all the steps to properly comply with the new sexual harassment prevention law, which among other things requires employers to adopt a sexual harassment prevention policy and provide annual sexual harassment prevention training to all employees.

Overview of the Law

As part of its 2019 budget, New York State has finalized new requirements designed to prevent sexual harassment in the workplace which is among the strictest in the nation. The key components of the law are as follows:

  • Employers must establish a formal sexual harassment prevention policy and share it with all employees.
  • The policy must also include and share a complaint form with employees that can be used to file formal sexual harassment complaints.
  • Employers must also provide mandatory sexual harassment prevention training to all employees on an annual basis.

The policy and complaint form must be adopted and shared with employees by October 9, 2018. The annual training must be in place by October 9, 2019, exactly one year later.

About this Page

This page breaks down all the employer and employee-related details of the law in its simplest terms. It also includes state-issued checklists and minimum standards guidelines to help employers develop policies and training programs on their own should they choose to. To learn more, watch the video below. 

Compliance Made Easy

Two of the three key employer compliance measures are already made very easy. Employers are required to adopt and share a sexual harassment prevention policy as well as an employee complaint form. New York State has already released model templates for both of those requirements. Any employer can download those templates, add their unique business information and share as instructed by the State to ensure compliance. You can download those two templates here:

The training component is likely to require more effort from employers. The law requires employers in New York State to provide mandatory sexual harassment prevention training to all employees on an annual basis. Most employers in the state don't already have a solution for this. However, Complete Payroll has a solution for this. Submit the form on the bottom of the page to learn more about our Sexual Harassment Prevention Training solution.

Complete Payroll has a solution for this. Submit the form on the bottom of the page to learn more about our Sexual Harassment Prevention Training solution.

Employer Requirements

Overview

New York State has issued new requirements designed to prevent sexual harassment in the workplace. The key components of the law are as follows:

  • Employers must establish a formal sexual harassment prevention policy and share it with all employees.
  • The policy must also include and share a complaint form with employees that can be used to file formal sexual harassment complaints.
  • Employers must also provide mandatory sexual harassment prevention training to all employees on an annual basis.

1. Sexual Harassment Prevention Policy

Every employer in New York State is required to adopt a formal sexual harassment prevention policy by October 9, 2018, according to the new law. In consultation with the Division of Human Rights, the New York State Department of Labor has established a model sexual harassment prevention policy for employers to adopt.

Employers may also choose to adopt their own policy, provided it meets or exceeds the minimum standards of the model policy issued by New York State.

2. Sexual Harassment Complaint Form

New York State also requires the sexual harassment prevention policy to include a formal complaint form that must be shared with all employees by October 9, 2018. If an employee believes they have become a victim of sexual harassment in the workplace, they are encouraged to complete this form. Even if the employee reports the sexual harassment verbally or in another manner, employers are still required to complete the complaint form on the employee's behalf.

New York State has not released any minimum guidelines for the complaint form, which leads us to believe - unlike for the policy and training requirements - employers must use the formal complaint form issued by the state and therefore may not adopt their own version of it.

3. Sexual Harassment Prevention Training

Additionally, all employers in New York State are required to provide mandatory sexual harassment prevention training to all employees on an annual basis, effective October 9, 2019. Just like the model policy and complaint form, New York State has also released a sexual harassment prevention training model.

Employers may also choose to implement their own annual sexual harassment prevention training, provided it meets or exceeds the minimum standards developed by the New York State Department of Labor and Division of Human Rights.

For Employees

The New Requirements

The new Sexual Harassment Prevention law in New York State creates minimum standards for sexual harassment prevention policies (which include a formal employee complaint form) and annual training.

All employers in New York State are required to adopt the state’s model policy and training OR create their own policy and annual training program based on those models, provided they meet or exceed the minimum standards established by the state.

Policy and Training

Your employer must distribute the policy, in writing, to you and every employee in your company or organization. They also must provide you with interactive training about sexual harassment prevention on an annual basis.

Filing a Complaint

If you believe that you've been subjected to sexual harassment in the workplace, you are encouraged to complete a formal complaint form, issued standard by New York State. You may still report the alleged harassment verbally or in another matter, but your employer is still required to complete the complaint form, provide you with a copy and investigate the claim(s) in accordance with the sexual harassment prevention policy.

Legal Protections and Support

In addition to your employer's internal process, you may also pursue legal action with certain government entities. You don't need a private attorney to file a sexual harassment complaint with a government agency, but you may seek the legal advice of an attorney if you choose.

New York State has also made available a list of organizations that provide various services and resources related to sexual harassment and workplace discrimination.

To learn more about this law, how to file a complaint, and what legal protections and support are available to you, download the Sexual Harassment Prevention Employee Toolkit here.

Helpful Resources

nys sexual harassment prevention guide to reporting

View the Employee Portal

Click here to access the page on New York State's website dedicated to employee and worker information related to the law.

Download the Employee Toolkit

Click here to download the Employee Toolkit. A 3-page PDF document that explains the new regulations and employee rights.

Download Now

Sexual Harassment Prevention Policy

Basic Requirements

Every employer in New York State is required to adopt a sexual harassment prevention policy and share it with all employees by October 9, 2018. There are two ways to accomplish this:

  1. Employers may simply use the model policy issued by New York State.
  2. Or, employers may adopt their own sexual harassment prevention policy, provided it meets or exceeds the minimum standards established by New York State.

We've outlined how employers can do each below.

Using the Model Policy

In consultation with the Division of Human Rights, the New York State Department of Labor has established a model sexual harassment prevention policy for employers to adopt. Using this policy would ensure compliance with this specific component of the law. You can download the model policy below.

Sexual Harassment Prevention Model Policy [PDF]

Download the model policy issued by New York State in PDF form.

Download Now

Sexual Harassment Prevention Model Policy [Docx]

Download the model policy issued by New York State in Docx form.

Download Now

Developing Your Own Policy - Minimum Standards

As previously stated, employers may adopt their own sexual harassment prevention policy, provided it meets or exceeds the minimum standards established by New York State.

According to the minimum standards issued by New York State, the sexual harassment prevention policy must:

  • prohibit sexual harassment consistent with guidance issued by the Department of Labor in consultation with the Division of Human Rights.

  • provide examples of prohibited conduct that would constitute unlawful sexual harassment.

  • include information concerning the federal and state statutory provisions concerning sexual harassment, remedies available to victims of sexual harassment, and a statement that there may be applicable local laws.

  • include a complaint form.

  • include a procedure for the timely and confidential investigation of complaints that ensures due process for all parties.

  • inform employees of their rights of redress and all available forums for adjudicating sexual harassment complaints administratively and judicially.

  • clearly state that sexual harassment is considered a form of employee misconduct and that sanctions will be enforced against individuals engaging in sexual harassment and against supervisory and managerial personnel who knowingly allow such behavior to continue.

  • clearly state that retaliation against individuals who complain of sexual harassment or who testify or assist in any investigation or proceeding involving sexual harassment is unlawful.

Below we've included two resources that will be helpful to employers that choose to develop and adopt their own sexual harassment prevention policies.

Minimum Standards for Sexual Harassment Prevention Policies

Download the Minimum Standards For Sexual Harassment Prevention Policies issued by New York State.

Download Now

Sexual Harassment Prevention Toolkit For Employers

Download the Sexual Harassment Prevention Toolkit For Employers, designed to help with compliance.

Download Now

Poster Notice - Recommended

New York State has also given employers an added ability to direct both employees and non-employees to their sexual harassment prevention policy through a labor law notice. This poster, which is an optional tool, should be displayed in a highly visible area within the workplace, likely next to wherever your current labor law poster(s) are displayed.

You can download the sexual harassment prevention policy poster notice here.

Model Employee Complaint Form

Download and Use the Complaint Form

New York State also requires the sexual harassment prevention policy to include a formal complaint form that must be shared with all employees by October 9, 2018. If an employee believes they have become a victim of sexual harassment in the workplace, they are encouraged to complete this form. Even if the employee reports the sexual harassment verbally or in another manner, employers are still required to complete the complaint form on the employee's behalf.

New York State has not released any minimum guidelines for the complaint form, which leads us to believe - unlike for the policy and training requirements - employers must use the formal complaint form issued by the state and therefore may not adopt their own version of it.

Combat Harassment Complaint Form [PDF]

Download the model complaint form [PDF version] to share with your employees.

Download Now

Combat Harassment Complaint Form [Docx]

Download the model complaint form [Docx version] to share with your employees.

Download Now

Sexual Harassment Prevention Training

About the Employee Training Requiremet

All employers in New York State are required to provide mandatory sexual harassment prevention training to all employees on an annual basis, effective October 9, 2019. Just like the model policy and complaint form, New York State has also released a sexual harassment prevention training model.

Employers may also choose to implement their own annual sexual harassment prevention training, provided it meets or exceeds the minimum standards developed by the New York State Department of Labor and Division of Human Rights.

Using the Model Training

In consultation with the Division of Human Rights, the New York State Department of Labor has established model sexual harassment prevention training for employers to adopt. Using this training would ensure compliance for this specific component of the law. You can download the model training requirements below.

Model Training and Employer Instructions [PDF]

Download the model training and instructions for administering the training with your employees in PDF form.

Download Now

Model Training and Employer Instructions [Docx]

Download the model training and instructions for administering the training with your employees in Docx form.

Download Now

Sexual Harassment Prevention Training Presentation Slide Decks

New York State has also provided presentation slide decks - in both PDF and PowerPoint formats - for employers that choose to administer the training themselves. It is important to note that these presentation decks alone are not enough to satisfy the training requirements. Before administering the sexual harassment prevention training with employees, employers must read the model training guidelines (above) to ensure the training sessions themselves meet the standards required by New York State.

Slide Deck - Sexual Harassment Prevention Training [PDF]

Download the model slide deck you can use for sexual harassment prevention training with your employees in PDF form.

Download Now

Slide Deck - Sexual Harassment Prevention Training [PPT]

Download the model slide deck you can use for sexual harassment prevention training with your employees in PowerPoint.

Download Now

Conducting Your Own Training - Minimum Standards

As previously stated, employers may conduct their own sexual harassment prevention training, provided it meets or exceeds the minimum standards established by New York State.

According to the minimum standards issued by New York State, the sexual harassment prevention training must:

  • be interactive.

  • include an explanation of sexual harassment consistent with guidance issued by the Department of Labor in consultation with the Division of Human Rights.

  • include examples of conduct that would constitute unlawful sexual harassment.

  • include information concerning the federal and state statutory provisions concerning sexual harassment and remedies available to victims of sexual harassment.

  • include information concerning employees’ rights of redress and all available forums for adjudicating complaints.

  • include information addressing conduct by supervisors and any additional responsibilities for such supervisors.

Each employee must receive training on an annual basis, starting October 9, 2018.

Minimum Standards for Sexual Harassment Training

Download the Minimum Standards for Sexual Harassment Prevention Training, for employers conducting their own training.

Download Now

Sexual Harassment Prevention Training Case Studies

Download an overview of Sexual Harassment Prevention Training Case Studies, for employers conducting their own training.

Download Now

FAQs

Policy FAQs

How can employers provide their policies to employees?

Employers must provide employees with their policies in writing or electronically. If a copy is made available on a work computer, workers must be able to print a copy for their own records. 

Is there any employer responsibility to train third-party vendors or other non-employees who interact one-time or regularly in an office located in New York State?

No.  However, posting a copy of your policy in an area that is highly visible further communicates your effort as a responsible employer.

What should I do if a temporary employee is being harassed by an employee of another company?

In such circumstances, you should inform both the company and the temporary employee’s firm.  However, if you are able to take action in order to prevent or end such harassment you should do so, as outlined in the policy.

What policy, if any, must be provided to contractors, subcontractors, vendors, and consultants?

Employers do not have to provide any policy to independent contractors, vendors, or consultants as such individuals are not employees of the employer. However, the State Human Rights Law imposes liability on the employer for their actions, and you are encouraged to provide the policy and training to anyone providing services in the workplace.

If an employer already has established investigative procedures which are similar, but not identical to those provided in the model, can the employer deviate from these specific requirements and remain compliant with the law?

Yes. But the investigative procedures that the employer will be using should be outlined in the employer’s policy.

Does the complaint form need to be included, in full, in the policy?

No. Employers should, however, be clear about where the form may be found, for example, on a company’s internal website.

Training FAQs

Who is considered an Employee for the training requirement? And when does the training need to be completed?

“Employee” includes all workers, regardless of immigration status. An employee also includes exempt or non-exempt employees, part-time workers, seasonal workers, and temporary workers.  All employees must complete the model training or a comparable training that meets the minimum standards by Oct. 9, 2019.

How often must employees receive sexual harassment training?

Employees must be trained at least once per year. In subsequent years, this may be based on the calendar year, the anniversary of each employee’s start date, or any other date the employer chooses.

How soon do new employees need to be trained?

As employers may be liable for the actions of employees immediately upon hire, the State encourages training as soon as possible. Employers should distribute the policy to employees prior to commencing work and should have it posted.

If an employer has previously provided training that meets or exceeds the requirements, must employees be retrained?

Employees must receive training on an annual basis. If employees have already received training this year, but it did NOT meet all new requirements, employers need only provide supplemental training to ensure all requirements are met. 

Is there a minimum number of training hours employees must complete each year?

No, as long as they receive training that meets or exceeds the minimum standards.

What are the obligations of employment agencies? What about employees who received the same training from another employer within the past year?

The law requires that employers provide a sexual harassment prevention policy and training on an annual basis to all employees. An employer may choose to deem the training requirement satisfied if a new employee can verify completion through a previous employer or through a temporary help firm.

An agency or any other worker organization (e.g. labor union) may choose to provide training to workers, however, the employer may still be liable for the employee’s conduct and understanding of policies and should train the employee on any nuances and processes specific to the company or industry.

I am an employer based in New York State but also have employees who only work in other states. Do they need to be trained as well?

No. Only employees who work or will work in New York State need to be trained. However, if an individual works a portion of their time in New York State, even if they’re based in another state, they must be trained.

Are minor employees (e.g., child actors) required to take sexual harassment training?

Yes. However, those employing children under the age of 14 may opt to simplify the training and policy while still meeting the minimum requirements.

What does “interactive training” mean?

New York State law requires all sexual harassment training to be interactive. Training may be online, so long as it is interactive. Examples of employee participation include:

  • If the training is web-based, it has questions at the end of a section and the employee must select the right answer;
  • If the training is web-based, the employees have an option to submit a question online and receive an answer immediately or in a timely manner; 
  • In an in-person or live training, the presenter asks the employees questions or gives them time throughout the presentation to ask questions;
  • Web-based or in-person training that provide a Feedback Survey for employees to turn in after they have completed the training 

An individual watching a training video or reading a document only, with no feedback mechanism or interaction, would NOT be considered interactive.

Is a live trainer required and does a trainer need to have a certification?

While a best practice for effective and engaging training, a live trainer is not specifically required. Live trainers may appear in person or via phone, video conference, etc. No certification is required and the State does not currently certify or license training providers.

May I use a third-party vendor to provide training? How do I ensure it meets the standards?

You may use a third-party vendor or organization, or deliver the training by existing employees or managers. You should review any third-party training to ensure it meets or exceeds the minimum standards required under the law.

Are there different training requirements for employees in managerial/supervisory roles?

Employers must make managers and supervisors as well as all employees aware of the extra requirements for those in managerial/supervisory roles. The model training does address the additional requirements, and employers may choose to provide additional or separate training to supervisors and managers.

What happens if some employees fail to take the training despite an employer’s best efforts to make it available, and to require everyone to take it?

Employers are required to ensure that all employees receive training on an annual basis. Employers may take appropriate administrative remedies to ensure compliance. 

Are businesses required to pay workers for the time spent in training, for instance, during the onboarding process before their actual assignment begins?

Employers must follow federal regulations (see e.g., 29 CFR 785.27-785.32), which generally require that employer-provided training time is counted as regular work hours.

How does the Sexual Harassment Prevention training time impact the Hospitality Wage Order’s 80/20 rule?

Like other mandatory training, this does not impact the percentage in the Order and should be treated in line with other employer training. It should be either added in line with the existing proportion or training hours should be excluded from the 80/20 calculation.

Are sections in the model training materials that are not expressly required in the law mandatory?

No, but they are strongly recommended. In addition, employers are encouraged to exceed the minimum training requirements.

General Employer FAQs

Will the State offer workshops and webinars?

Yes. Dates for training sessions will be announced soon on this website.

What type of records must employers maintain to verify compliance?

No signed acknowledgment of having read the policy is required, but employers are encouraged to keep a signed acknowledgment and to keep a copy of training records. These records may be helpful in addressing any future complaints or lawsuits.

Does this law apply to New York City employers?

Yes. It applies to all employers in New York State, including New York City.

Will New York State make resources available for training in languages other than English?

Yes. Finalized materials will be translated into Spanish, Chinese, Korean, Bengali, Russian, Italian, Polish, and Haitian-Creole as quickly as possible and available on this website. Additional languages may be added in the future

Am I required to provide the policy and training in languages other than English?

Yes. Employers should provide employees with training in the language spoken by their employees. Model materials will be translated in accordance with Executive Order 26, Statewide Language Access Policy. When a template training is not available from the State in an employee’s primary language, the employer may provide that employee an English-language version. However, as employers may be held liable for the conduct of all of their employees, employers are strongly encouraged to provide a policy and training in the language spoken by the employee.

Get Compliance Help

Sexual Harassment Prevention Training

New York State has issued strict requirements for mandatory sexual harassment prevention training that all employers must provide to all of their employees on a regular basis. 

Complete Payroll has developed a compliance solution to help employers satisfy this requirement and stay compliant with the new law. Click here to learn more about this solution.

I have been working with Lacy Smart and her team for the last few years. I have been impressed by her responsiveness, accuracy, and high level of providing client satisfaction. She and her team are a wonderful testament to the organization!

Bonnie Deneef

Nuttall Golf Cars Inc

I have worked with a few different payroll providers during my career. Complete Payroll is absolutely, by far, the most proficient and customer service-oriented provider I have been privileged to work with. Lindsay Ezard goes above and beyond to assist me with any question I may have. Thank You Lindsay!

Cathy Pace

Finger Lakes Wrestling Club Inc

We were referred to Complete Payroll years ago by a board member and haven't looked back since. When I first started working with them, I knew nothing about payroll. My first rep Lacey, and now JoAnn, are great to work with. Working with Complete Payroll has just been a wonderful all-around experience for me.

Christina Wagar

Dr. Christopher Mozrall

Complete Payroll is a great payroll company, and we love Lacey! She always has the answers to my questions without hesitation. There is very little (if any) wait time to get a call back.

Colleen Koll

Shear Ego Salon & Spa

The first suggestion I made after I joined Shear Ego was that if they were not yet using Complete Payroll, they should be. We continue to be impressed and happy with the quality and friendliness of service, and the excellent newsletters and up-to-date information on all things payroll and HR.

Debbie Klymkow

Boulevard Van City

We moved to Complete Payroll about 3 years ago. It was seamless and working with Lacy Smart on Mondays is a breeze.

Dick Eakins

Norco Farms

Complete Payroll fits my budget, I never get bounced around between customer service reps, and it's very easy to enter my payroll. I simply take a photo of my payroll sheet and email it to my rep. There's never a problem! With them, it's business done, and business done right.

Don Cunningham

Town of Bergen NY

Complete Payroll Processing provided an easy transition from internal payroll processing. With payroll as their core competency, CP has the expertise to help mitigate errors and ease the burden of annual updates. Comprehensive reporting gives all the details needed and an organization can operate with an added piece of mind knowing that the payroll service is taken care of.

Eileen Reeves

Catholic Charities

After nearly 10 years, we are receiving the same or better service than when we started. The ability to reach our dedicated customer service representative in a timely manner is huge when there are deadlines in play. Requests for unique reports and integration with our other vendors has been handled without hesitation. We truly feel a partnership with Complete Payroll.

Emily Wyse

Wyse Properties

I just love Lindsay! She does an awesome job! She is very responsive and I like that she teaches me how to find things rather than just doing it for me.

Howard Clarke

H Clarke Services

We have been with Complete Payroll for quite awhile now and plan on staying. Thanks!

Watch Howard's Testimonial

John Worth

Town Of Pembroke

We have been well served by Complete Payroll. When we have needed support, it was given both in payroll and other employee matters, like handbooks.

We have been using Complete Payroll for over five years and have found them to be responsive, professional, friendly, and cost effective. Customer service is best judged when something goes wrong. Complete Payroll is always there immediately to help fix the issue. Complete Payroll is a payroll partner, not just a payroll service.

I've been very pleased with the service and responsiveness of my CSR, and CP's continued dedication to provide us with all the tools we need to have a successful payroll and HR experience. You are always available when I have a question and always make sure that any problems that arise are worked through to my satisfaction.

Teresa Jackson

Dudley Poultry

We have been customers for many years. Evolution Software is easy to use but, more importantly, Cindy is an email away and her knowledgeable, efficient, and quick to replies to our questions are appreciated. We're very happy with Complete Payroll.

Tina Canali

Chemung County SPCA

Complete Payroll is always there if we have a problem or need something special! Their response time is AWESOME!

My CSR, Andi Dimmick, is The Bomb! She's always friendly, cheery, and with all her clients, makes me feel like she has carved time out for ME. Her customer service is AWESOME, and the personal touch means so much!

Elvira Aletta

Explore What's Next

Everyone I talk to at CP is friendly and tries to help. If they don't have a ready answer, that's OK. They take the time to find one. Website is user friendly, too. The actual operation of payroll is dependable and reliable.

Peter Varlan

Mitchell T. Yencer

Things go quite smoothly and I have a very good rep: Megan!

Cindy Van Buren

Heritage Packaging

Great customer support and service!

Lisa Lyons

Attica Auto Supply Inc

Friendly, answered all my questions, and never felt hurried.

Bonnie DeNeef

Nuttall Warehousing LLC

LeeAnn was just wonderful to work with.

Jackie Agusta

Sandvik & Associates Inc

Lee Anne is a wonderful trainer. Concise and clear. A pleasure!!

The program has met our needs! Actually exceeded them!

Great products, great people and no problems!

Gail Stowe

Stowe Potato Sales

Love working with Complete Payroll, especially with Joann Gaedeke. She is amazing! Very thorough and accurate; takes the pressure from me! Love it!

Nancy Miller

N&G Broadway Inc

Very friendly staff, and you are always on top of the services you offer.

I appreciate updates that Complete Payroll provides. Site is easy to navigate. Our rep, Karla, is so accommodating and friendly. We appreciate her also. So happy we made the switch to Complete Payroll!

Frances Sweeney

CPM Golf, LLC

The service that we have received has been EXCELLENT and I can't say enough about Lindsay Ezard's patience and support. Everyone that I have had contact with is professional, knowledgeable, and personable. I have received many calls from your competitors wanting to talk to us but I tell them I am very happy with our service!

Lora Miller

Tim's Trim Inc

Great company to work with. Wonderful people; knowledgeable, helpful, and friendly!

Customer Service and payroll representatives are excellent!

Sally Kovatch

Nothnagle Drilling, Inc

The program works very well for our company. We like the virtual payroll option and our Account Representative, Ashley, is always very responsive and helpful!

Teri Peters

Long Pond Pediatrics

For 11+ years, Andrea Dimmick has been our CSR. She is extremely competent, helpful, responsive. Evolution portal, once trained, is easy to use and again, if we ever run into an issue, Andrea walks us right through. I would highly recommend... and have!

Nicole Begin

Town Of Pembroke

Love working with CPP. They have made life so much simpler for me.

I have worked with two other payroll companies and Complete Payroll has been the best in payroll custom packages and customer support! The payroll reports are readable with larger font when printed and program is user friendly.

The customer service is beyond compare!

Barbie Gozelski

LeRoy Country Club

When I need something, you always help. You're easy to get ahold of; you DON’T put me on hold! I get to email or talk to a real person (Lindsay) and she's always consistent.

Nancy Miller

N&G Broadway Inc

Very friendly staff, and you are always on top of the services you offer!

Patricia Gilbertson

GLG Development Corp.

CPP has resources that consistently monitor payroll regulations at all levels that ensures compliance. This is a great boon for a small business with limited personnel.

Elizabeth Barefoot

Barefoot Septic & Sewer Inc

I have recommended Complete Payroll to my clients for years. You have the best customer service of any payroll company I deal with. I know that mistakes will happen on occasion, but Complete Payroll really works to resolve issues promptly.

Kris Dussmann

Coordinated Plan Inc

We are a Complete Payroll customer and have been very happy with our relationship. We have had no problem referring CPP to our business owner clients.

Margaret Urlacher

Pittsford Realty Corp

Customer Service is awesome! Love Andrea 😀

Our payroll specialist, Ashlee Adams, is extremely knowledgeable, helpful and quick to respond to all questions and concerns. She has alleviated many stressful situations for our company and is a true pleasure to work with! Thank you Ashlee!

Friendly employees, lots of resources. 

Kathy Cassetta

Cassetta Agency Inc

You have the best employees working for you. They are professional and a delight to work with!

Joe Czerny

Mercy Flight Inc

Service reps are so helpful and always available. Andrea is the best!

I love our CSR Megan. She makes my life so easy. I used to be with one of your competitors and the CSR there treated me like a number. Megan treats me like she is part of my team.

Patty Dugan

Lynn-Ette & Sons Inc

Any time I need anything we always have a prompt response from you.

Kris Dussmann

Coordinated Plan Inc

We are a Complete Payroll customer and have been very happy with our relationship. We have had no problem referring CPP to our business owner clients.

Fantastic service! Friendly helpful staff. Your company was and is the most sourced not only with payroll needs but also with the update and verbal connection with your clients when it came to the COVID-19 PPP. Believe me when I tell you, I had less help from my bank or my Accountant! Thank you!

Recent Articles from the Blog

We're constantly publishing content about payroll, human resources or anything related to managing your people.

Subscribe to Our Newsletter

Twice a month we share relevant and timely blog articles and other resources. No solicitations. No funny business. Just quality stuff to help employers.

Is your payroll or HR situation anything less than perfect?