Ready to modernize payroll? These technologies can help.

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Are you one of almost 30 percent of businesses still using payroll technology more than 10 years old? If so, your days of working with paper timesheets, punch cards and physical time clocks should be over.

Luckily for today’s entrepreneur, modern technology makes payroll administration easier and more affordable than ever. You can use cloud-based platforms, automated workflows and mobile-friendly apps to accurately manage payroll on the go, and assure compliance.

Payroll administration is a lot more than just handing out checks. Cloud-based payroll systems make it easy to share data, work remotely and stay up to date on ever-changing labor laws and requirements. They simplify data collection to determine how someone should be paid, how benefits time is managed, how taxes are withheld and paid, and how compliance and reporting is conducted.

Here are five ways technology is simplifying payroll management, reporting and compliance.

Powered by the cloud

Software updates and data backups are automatic, and keep you current with tax compliance and other regulations. Convenient, remote access eliminates the need to be at the office to run payroll. And with your payroll and Human Resource Information System (HRIS) data stored in the cloud, in a single system, you have better, more secure control over sensitive data such as Social Security numbers, compensation, benefits and address information.

Increased process automation

When multiple people are inputting the same information across a spectrum of applications, the risk for inaccuracies increases. Payroll automation creates error-free data by eliminating this manual and redundant entry. Additionally, modern payroll software accesses all relevant information necessary to automatically adhere with ever changing federal, state and local tax codes, wage rates and more.

Bio-metric time tracking

Employees today can clock in or out with their phone, iPad or the web using facial recognition and GPS. This eliminates “buddy punching” and records late arrivals, early departures and unplanned absences. Geo-Fencing is used to draw boundaries around the site where employees can clock in and clock out so you always know the exact location of an employee. Recorded time punches are automatically sent to payroll.

Online employee engagement

Self-service and a greater focus on the employee experience are hallmarks of modern payroll systems. Today’s self-service portal enables employees to track their time, update personal information and manage their benefits on their laptop or mobile device – without ever having to contact another person. Mobile apps also allow employees to remotely access schedules, swap and cover shifts (with manager approval) and request dates/times to take off. Additionally, job seekers can apply to open positions via text to make it easier for you to recruit new hires. Applicants can fill out and submit forms online. The hiring process needs no face-to-face time with an applicant until the final interview.

Unified data access

Having different systems talk to each other makes payroll much easier to manage. The data belonging to the areas of benefits administration, payroll, deductions, taxes, staff reviews and more is today integrated and consolidated across platforms so you can quickly access and reference it.

These payroll technology advancements can save you substantial time and money, and also do a better job of keeping you compliant with current labor laws, tax regulations and filing requirements. Upgrading your legacy payroll system will have you working smarter, not harder, and you’ll be asking yourself “why didn’t I make the change sooner.”

About Heartland

Heartland provides entrepreneurs with software-driven technology to manage and grow their business. The company serves more than 400,000 merchants nationwide, delivering trusted solutions for payment, payroll and human resources, point of sale, customer engagement and lending. Heartland is a leading industry advocate of transparency, merchant rights and security. Heartland is a Global Payments Company (NYSE: GPN). Learn more at heartland.us.

Thankful for our November Member of the Month

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“We’re in the food and beverage industry. We love to make people happy. When you see a smile on the face of a guest, that’s what makes it all.” – Leigh Doyle

At FRLA, we are thankful to have such supportive and involved members like our November Member of the Month, Leigh Doyle. Leigh is the Vice President for Ellie Lou’s Brews & BBQ in Ocoee, Florida, and serves on the board for our Central Florida chapter, as well as a chair on the legislative committee.

His career in the hospitality and tourism industry began at Disney World, where he served countless Dole Whips to smiling faces. It was working at Disney that Leigh found his passion for the industry. Now, as Vice President, he oversees 98 employees. Leigh and the Ellie Lou’s team partner with local schools to support programs they need assistance with at the time.

Thank you, Leigh, for your involvement and love for the industry. Be sure to watch his highlight if you haven’t already!

 

Medical Marijuana in the Workplace

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In 2016, Florida voters soundly passed Amendment 2, Florida’s medical marijuana law, with over 71% of the vote.  Since then, two bills have been passed implementing the law, there was one high-profile lawsuit targeting the legislature’s initial ban on smoking medical marijuana, and the Office of Medical Marijuana Use was created as part of Florida’s Department of Health. We’d like to touch on what this means for marijuana in the workplace.

Where are we now?

Only “qualified patients” are entitled to use medical marijuana, which requires certification by a physician of a debilitating medical condition:  cancer, epilepsy, glaucoma, HIV, AIDS, PTSD, ALS, Crohn’s disease, Parkinson’s disease, multiple sclerosis, other medical conditions “of the same kind or class as or comparable” to the ones specifically identified, a terminal condition, and chronic nonmalignant pain.

Florida’s law specifically provides that no employment accommodations are required for any on-site medical marijuana use.  Thus, an employee can use medical marijuana on-site only if permitted by the employer.  Further, in order to qualify for a 5% discount on worker’s compensation premiums, employers are required to comply with the Drug Free Workplace Act, which demands a zero tolerance of illegal drug use (including marijuana, which is still illegal under federal law).

According to a June 21, 2019 report from Florida’s Office of Medical Marijuana Use Florida’s Office of Medical Marijuana Use, there have been 311,443 total patients in Florida who have been issued a medical marijuana card (more than double the number of total patients from the year before).  This roughly translates to about 1 in every 68 people in Florida having been issued a medical marijuana card.

Where are we going?

Based on trends in other states and changing attitudes towards marijuana usage generally, it would not be surprising if, over time, Florida’s medical marijuana laws expand and evolve.  Here are a few things we may see in the employment context:

  • Workers compensation. As noted above, many employers implement a drug-free workplace policy to receive a discount on their worker’s compensation insurance.  Florida’s medical marijuana law does not affect an employer’s ability to “establish, continue, or enforce” such a policy.  Consequently, employers who enforce a drug-free workplace policy may lawfully prohibit employees taking medical marijuana from work.  Additionally, medical marijuana is not reimbursable under workers compensation claims at this time.  Moving forward, however, workers compensation may change as medical marijuana becomes more accepted.  Some carriers have shown a willingness to reimburse for medical marijuana, and courts in some other states have required it.
  • Accommodations for medical marijuana. Marijuana (including medical marijuana) remains a schedule 1 narcotic and thus illegal under the federal Controlled Substances Act.  Additionally, Florida’s medical marijuana law does not require employers to accommodate employees’ use of medical marijuana.  Early court decisions in states other than Florida have sided with employers on this issue, but there are some more recent cases that are more employee-friendly.  Indeed, there are some states that have written employee protections into their marijuana legalization statutes.
  • Less drug testing.  Many employers in Florida have stopped testing job applicants for evidence of marijuana usage.  This is because they have had trouble recruiting and hiring quality employees when they are forced to reject a significant slice of the population who uses medical or recreational marijuana.  Although we can expect employers to continue broad drug testing for employees who perform high-risk or safety-conscious jobs, the movement is to eliminate testing for marijuana usage for other, low-risk occupations.
  • Recreational usage of marijuana.  To date, there are 11 states plus the District of Columbia which have adopted laws legalizing marijuana for recreational use.  A Pew Research Center survey from 2018 found that 62% of Americans believe that marijuana should be legalized – this is double what it was in 2000 .  Thus, the trend certainly is for legalization of marijuana for all uses – medical and recreational.  It is not a stretch to believe that Florida will eventually follow this trend.

Tips for Employers:

Employers should give real thought to their businesses, the type of work the employees do, and the risks of employee use of medical marijuana, and then determine whether to  limit or prohibit medical marijuana in their drug-free workplace policies.  The discount on worker’s compensation premiums is a powerful incentive for a zero-tolerance policy, but it may be worth giving up that discount in order to attract a larger number of qualified employees.  Talking with an employment attorney about these issues can be a worthwhile investment, as an attorney can help to draft a policy that is specific to the employer’s needs and ensure that the policy complies with any changes in federal or state laws pertaining to medical marijuana.

Blog written by Sally R. Culley, [email protected], and Chase E. Hattaway, [email protected].  You can find this blog in the Florida Restaurant and Lodging Magazine – Fall Edition

Are you guilty of committing these 5 payroll mistakes?

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Not knowing or failing to comply with payroll laws can put your business under a magnifying glass, and lead to fines and penalties. In fact, the Internal Revenue Service (IRS) penalizes nearly 1 in 3 businesses for payroll mistakes.  To avoid being one, don’t get tripped up by these common payroll mistakes:

1. Poor Record Keeping and Inaccurate Data

Poor record keeping and data entry mistakes can result in overpaying or underpaying payroll taxes. When it comes to record keeping, the law requires that you hold on to the following documents for at least four years:

  • Timesheets
  • Canceled checks
  • Tax forms
  • Proof of past payments

It’s also important that employee information be 100 percent accurate. After your employees fill out their W-2s, make sure to double-check the following information:

  • Employee’s Full Name
  • Current Address
  • Social Security Number
  • Start Date
  • Termination Date (If Applicable)
  • Date of Birth
  • Payroll Details, Including Hourly Rate, Overtime, Etc.

2. Falling behind on payroll tax and filing deadlines

The government collects payroll taxes on a pay-as-you-go basis. Almost half of all small businesses get fined an average of $850 every year for late or missed payments.

There are two reoccurring payroll tax deadlines you need to remember. A biweekly or monthly deadline is set by the IRS to deposit both withholding taxes and your share of taxes. If you fail to make a timely deposit, you are subject to a penalty of up to 15 percent, depending on how late the deposit is. And, there are quarterly and annual returns that you must file with your W-2s.

3. Withholding errors

There’s lots of potential slip-ups in the withholding process. Misclassifying employees is one way businesses screw up withholding. Other common mistakes include:

  • Failure to withhold federal and state taxes
  • Inaccurate calculation of pre-tax and post-tax deductions
  • Making incorrect deductions from exempt employee’s salaries
  • Excluding taxable fringe benefits like gift cards, awards, and bonuses
  • Excluding specific expense reimbursements from the employee’s taxable wages
  • Issuing incorrect W-2 forms

4. Exempt or non-exempt?

A non-exempt employee (generally hourly workers) is entitled to overtime pay while an exempt employee is not. When your non-exempt employees work more than 40 hours in a week, you owe them time and a half. You can’t sidestep this overtime obligation by instead giving them comp time (take off for the overtime hours worked). Doing so violates the federal Fair Labor Standards Act (FLSA) and can leave your business vulnerable to a lawsuit.

An employee must meet three conditions to be exempt from overtime pay:

  • Earn more than $455/week or $23,600/annual
  • Is either salaried or on a consistent hourly schedule with a relatively unchanging paycheck
  • Position is managerial, administrative (staff employees and not “on the line”), or professional (degreed like an engineer, doctor, or lawyer)

It’s wrong to assume that if an employee works overtime without advance approval, you do not have to pay for that overtime. It’s also never a good idea to ask an employee to work off-the-clock or reduce hours worked.

5. Contractor or part-time employee?

Confusing an employee with a contractor can come back to bite you. Businesses are generally not required to withhold or pay any taxes on payments to independent contractors, who are subject to self-employment tax. If workers are your employees, you owe payroll taxes on their wages and taxable benefits. You can’t avoid payroll taxes on wages and taxable benefits by labeling workers as independent contractors if they truly are employees.

If you are unsure about a worker’s status, request an IRS determination by filling out Form SS-8. If you’ve already made the mistake of misclassifying employees, the IRS offers you relief through the Voluntary Classification Settlement Program.

As a small business owner, you’ve got a lot on your plate. Finding a trusted and experienced payroll provider will eliminate the confusion and stress that often accompanies paying employees, filing forms, and meeting all your tax requirements.

About Heartland

Heartland provides entrepreneurs with software-driven technology to manage and grow their business. The company serves more than 400,000 merchants nationwide, delivering trusted solutions for payment, payroll and human resources, point of sale, customer engagement and lending. Heartland is a leading industry advocate of transparency, merchant rights and security. Heartland is a Global Payments Company (NYSE: GPN). Learn more at heartland.us.

It’s a treat to honor our October Member of the Month

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We are excited to honor our October Member of the Month, Matt Moore with Fish out of Water (FOOW). FOOW is located on Scenic 30A in a small town called WaterColor, and with a prime spot right along the beach, locals and visitors alike love to admire the views and catch the sunset at night. This awesome restaurant combines two of Florida’s popular cuisines, seafood and southern cooking, in a fun, welcoming setting.

Outside of serving food for their visitors, the Fish out of Water and WaterColor team coordinated with FRLA to serve hot meals to those in need in response to Hurricane Michael in 2018, and we are so appreciative of their help.

Check out this “Instagram Worthy” restaurant on your next trip to the Gulf Coast!

Stop Overpaying in Taxes

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This one credit provides substantial savings.

About $1 billion in tax credits are claimed each year under the Work Opportunity Tax Credit (WOTC) program. Sadly, many restaurants and lodging businesses are unaware of the program or simply don’t take advantage of it.

WOTC was founded in 1996 by the Small Business Protection Job Act to reduce the federal tax liability of employers who hire from “targeted groups” that commonly face significant obstacles to employment. In return, businesses receive compensation for hiring these workers.

WOTC offsets the costs of hiring a new worker. This should be welcomed news for the hospitality industry, where the turnover rate approaches 75 percent and businesses spend $1,200 per employee on training.

Here are five common reasons why businesses miss out on WOTC money.

  1. Failure to screen applicants

While there is no limit to the number of new hires employers can claim for WOTC tax credits, businesses often fail to screen new employees to see whether they meet the certification criteria. The remedy is to screen new employees when on-boarding new hires to determine WOTC eligibility. Doing so can save you thousands of dollars in tax savings each year.

  1. Short submission window

The federal government requires that WOTC applications be processed within 28 days from the applicant’s hire date. Thus, it’s important to identify candidates immediately upon being hired to take the swift action needed. An integrated workforce management solution can make it simple and fast to capture all necessary WOTC information and promptly submit the documentation to qualify for the tax credits.

  1. Unsure who qualifies

Over 20 percent of workforce qualifies for WOTC, and you wouldn’t know if you were hiring eligible applicants. Many of the questions to determine eligibility would not come up in an interview. For instance, three-quarters of the program’s beneficiaries are food stamp recipients. So it’s important to have a system in place for new hires to access and complete WOTC qualification.

  1. Need a tax liability to benefit

It’s a misconception that you must use your WOTC credits immediately or need a tax liability to benefit. Once an eligible applicant is certified, the credit can be applied to estimated quarterly tax payments. You can carry the credit forward up to 20 years, and companies may keep the credits on their books as an asset in a possible sale.

  1. Don’t understand potential savings

WOTC tax credits can substantially reduce the total amount of money you owe to the IRS. You can claim between $2,400 to $9,600 for each qualifying new hire depending on which target group the employee falls under. The only catch is that your new team member must work a minimum of 120 hours within the first year in their hired role to qualify. After 120 worked hours, you can claim a credit equal to 25 percent of the new hire’s first year of qualified wages. After 400 hours, a tax credit equal to 40 percent of their first year of wages can be claimed.

When looking for a payroll provider, make sure they have the ability to screen new hires during on-boarding to determine WOTC eligibility, flag candidates, and can assist you in completing and submitting applications within the required timeframe to secure your tax credits.

About Heartland

Heartland provides entrepreneurs with software-driven technology to manage and grow their business. The company serves more than 400,000 merchants nationwide, delivering trusted solutions for payment, payroll and human resources, point of sale, customer engagement and lending. Heartland is a leading industry advocate of transparency, merchant rights and security. Heartland is a Global Payments Company (NYSE: GPN). Learn more at heartland.us.

The Fastest Way to Get a Delivery Program Up and Running

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Today’s restaurant operators can now use several channels to reach their guests, including:

  • bricks-and-mortar seating
  • catering
  • takeout
  • drive-thru
  • delivery

Digital ordering apps and online delivery platforms have grown the delivery channel exponentially.

Among them, online delivery — particularly, via third-party providers— is garnering the most attention because it holds the biggest promise of boosting sales. Last year, the research firm NPD reported a 20% increase in delivery sales and 10% gain in delivery foodservice visits, many them prompted via digital ordering. A Technomic restaurant operator report showed delivery generated incremental sales for 60% of those surveyed.

By all accounts, the delivery runway remains long. This year, for example, a Wells Fargo survey of nearly 500 consumers who ordered restaurant delivery at least once during the surveyed month found that respondents ordered delivery fewer than five times a month. The survey also noted 28% ordered delivery just once in the past month.

This channel is immature and has a long way to go to become economically viable on a long term basis. The marketplace is evolving and will change until it normalizes.

So if you’re among operators ready to leap on the bandwagon yet smart enough to grasp the pros and cons of online delivery, consider these five issues before signing a contract with a third-party delivery service. Or, more likely, services.

  • Footprint. Is there enough front-of-the-house space to accommodate both delivery drivers arriving with large sacks and dining-room guests waiting to be seated? If not, can the space be expanded to accommodate guests — and at what cost? Or will you have to devise rules for when and where drivers arrive and hang out while waiting for orders?
  • Seamlessness. The issue of seamlessly integrating third-party delivery technology into a restaurants’ point-of-sale system is improving. But that doesn’t mean your delivery service of choice will make it happen for you. Yet it shouldn’t be a dealbreaker if the delivery service hands you their tablet. But be aware that technology (via third-party integrators) does exist to flow orders directly into your POS. Companies that supply it include Ordermark, Omnivore, Chowly, and ItsaCheckmate.
  • Visibility. Images of your food will appear on a third-party’s website. Make sure the photos you supply not only make your dishes look inviting but fairly represent what is supposed to arrive at the customer’s door. Also, a good idea is to first “test drive” menu items yourself by putting them in a car and driving around to determine which hold up best after, say, an hour’s drive-time.
  • Data. Today’s big issue is, Who owns sales and customer-behavior data —  you the operator or the delivery service? For now, delivery services claim it, because in their mind they “own” the customer. But here’s the twist: If the delivery driver arrives late with cold food, guess who gets blamed? You do. And without customer details, how do you reach out and solve the problem? Worse: Ordering off of a third-party platform bypasses a restaurant’s loyalty program, depriving guests of a possible deal and operators of customer data.
  • Fees & pricing. There’s no such thing as “free delivery” — at least not for you, the operator. Third-party service fees may run as high as 30% of individual menu items, depending on an operator’s ability to negotiate a fair percentage. The bigger you are in terms of sales or number of units, the better your chances of negotiating a lower fee. One way to make up for high fees is to raise menu prices on delivered items. Yet check first with your third-party delivery firm. Some are known to frown it.

Blog written by Former restaurant CEO Fred LeFranc is the Founder/Chaos Strategist at Results Thru Strategy, the Charlotte, N.C.-based consulting firm he co-founded in 2009. This blog can be found in the Florida Restaurant and Lodging Magazine – Fall Edition. 

The Significant Role Plastic Straws Play in Health and Safety

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Straws are often thought of as a modern-day convenience, but straws have been used by almost every culture throughout history. The oldest evidence of straw usage dates to Ancient Sumeria. Long, thin tubes of precious metals which were placed into jars of beer to reach the liquid beneath the fermentation were found in Sumerian royal tombs. Evidence of straw use by people across Mesopotamia, China, and the Americas, has been found. During the Industrial Revolution, people used straws to avoid flu and polio epidemics from communal cups used at popular soda fountains. However, no one has benefited more from the advances in straw design than the disability community.

One of the first straw patents ever filed was for the “improvement in drinking-tubes for invalids” by Eugene Chapin in 1870. When Joseph Friedman founded his Flex-straw Company in 1947, hospitals were the first to buy his patented bendy straw. When factories began churning out consumer plastics after World War II, not only were plastic straws convenient for fast-food consumers because they didn’t tear on the crosshairs of plastic lids like paper straws, but they provided a way for people with disabilities to drink both cold and hot beverages independently without worrying about choking,  breaking their teeth, bacterial infections, and allergic reactions.

Most people no longer use straws to avoid fermentation at the top of beverages, or to avoid disease from the use of communal cups. Straws have become a modern-day convenience for most. For people with disabilities, however, single-use plastic straws are still a vital piece of assistive technology that have no current viable replacement. This simple, plastic tube is just as essential to our day-to-day lives as a bowl, fork, curb cut, elevator, or any other accommodation we have come to expect in order to be a fully inclusive, integrated society.

As straw bans continue to pass across the country, the disability community continues to be left out of the discussion even though this is the community most impacted by them. Many lawmakers have passed straw bans with the intention of still providing access to those who need plastic straws, but frequently exceptions only apply to institutions providing medical care. A lot has changed since 1870. Most people with disabilities no longer reside in institutional care. We now live integrated within our communities. We attend school, we have jobs, we go to grocery stores, we have active social lives, we go out to restaurants, and we need access to single-use plastic straws in those places.

While our lives might have changed dramatically, most of the alternatives to plastic straws haven’t. Metal, paper, glass, and even plant-based straws might be marketed as new ideas, but most of these materials have been used for straws for hundreds of years. Even in their new designed forms, they still pose the same significant health risks that contributed to single-use plastic straws being used in lieu of them.

In the 1930’s, the average lifespan of a person with a disability was 23. Today, we have a lifespan of 70, close to that of the general population. While far from the sole contributing factor, there is no doubt that single-use plastic straws have contributed to our increased lifespans. Attempts to completely ban single-use plastic straws jeopardizes those gains. Any meaningful action to reduce single use plastics must consider the needs of this often-forgotten community.

Olivia Babis is the Public Policy Analyst at Disability Rights Florida. She was born with a physical disability which necessitates the use of single-use plastic straws, and other assistive technologies, so she can live independently.

The Inn-side scoop on our Member of the Month

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Our September Member of the Month is inn-spiring! Meet Anthony Sexton, owner of the Victorian House Bed & Breakfast in St. Augustine. Anthony is a member of our newest chapter, the Florida Inns.

While he’s always loved the hospitality industry, managing an Inn is his first time on the lodging side. Now a seasoned innkeeper with 8 years of experience under his belt, he has enjoyed every minute tackling his goals with his wife, Marilyn, by his side.

Anthony truly has a passion for the hospitality industry, and enjoys getting to meet every friendly face that walks through the door. As an “ambassador” of St. Augustine, he always makes sure guests are set up for a successful trip!

Take a look at Anthony’s highlight video!

Know someone you think should be our next Member of the Month? Nominate them today!

Is email marketing part of your recipe for success?

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It takes more than great food to get customers into your restaurant. It also takes a healthy serving of email marketing.

Email marketing is the most effective way to incentivize your best customers to spend more money with you, win back diners who haven’t been to your business in a while, and attract people that have never visited. For example, 44 percent of people check their email for a deal from a company they know, whereas only 4 percent will go to Facebook.

It may come as a surprise that social media is not the preferred way most consumers shop for promotions and deals. Research compiled by Campaign Monitor reveals that 72 percent of people would rather receive brand content through email, while just 17 percent look to social media platforms.

With that in mind, here’s some tips on how to leverage email marketing to keep your restaurant busy year-round.

Collect email addresses

To connect with potential diners, you’ll first need to collect their email information. Embed an email signup form on your website. Sweeten the deal by offering customers that opt-in a free appetizer or desert that they can use the first time they eat with you. Additionally, you can do a drawing for a free meal and ask people to enter by leaving their business card.

Also ask for email information when people order online and make reservations. And when they book a table, ask if it’s a special occasion so you can send birthday and anniversary emails later. Also print your email signup URL on all receipts.

Make your words count

Below are some topics to include in emails:

  • Highlight new and seasonal menu items, specials and themed menu nights
  • Tell the story of how your restaurant got started
  • Introduce subscribers to the restaurant owners, chefs and staff members
  • Give tips on food preparation
  • Show off interviews, reviews and positive coverage
  • Celebrate your customers
  • Provide discounts, deals and coupons
  • Ask customers for reviews and to send in ideas for new menu items

Another idea is embedding a video that shows how you create a recipe in your kitchen. On this surface, this may seem like you’re giving away secrets, but most people don’t visit your restaurant because they are incapable of cooking for themselves. They come for the food, convenience, atmosphere, and quality service. Recipes get people thinking about your restaurant, and eating there.

Emails should always point people to your website and information about your location, operating hours, how to order online and make reservations, as well as details about private dining or catering, gift cards and loyalty program. In addition, don’t forget to create an irresistible subject line that compels people to open your emails, otherwise it will be dead in the water.

Timing is everything

Develop a predictable email cadence without being spammy. Today, 87 percent of customers prefer to receive restaurant email marketing messages at least monthly – and 63 percent want them weekly. For a happy medium, send 3-4 emails per month. The time and day you send email marketing matters, too. Research finds that late mornings on Tuesdays and Thursdays are the best time to send emails. The worst day and time are Sunday afternoon.

Pay attention to email marketing analytics to see which emails work best and when you’re getting the most opens and clicks, then use this information to tweak your approach.

About Heartland

Heartland provides entrepreneurs with software-driven technology to manage and grow their business. The company serves more than 400,000 merchants nationwide, delivering trusted solutions for payment, payroll and human resources, point of sale, customer engagement and lending. Heartland is a leading industry advocate of transparency, merchant rights and security. Heartland is a Global Payments Company (NYSE: GPN). Learn more at heartland.us.