#Global Payroll Management

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HR and payroll outsourcing services in Delhi-NCR

Handling HR and payroll matters in Delhi/NCR can be quite challenging for businesses, regardless of their size. From staying compliant with regulations to managing payroll on time, the responsibilities can put a strain on resources and hinder progress. This is where MYND Solutions, a provider of HR and payroll outsourcing services, comes into play.

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Payroll Accuracy: Tips for Error-Free Payroll Processing

The processing of payroll is an essential operational task inside an organisation, as it guarantees the accurate and timely compensation of personnel. Nevertheless, the intricacy of payroll computations and the dynamic nature of tax legislation might provide a significant challenge in undertaking this endeavour. Mistakes in payroll administration can lead to employee dissatisfaction, non-compliance with regulations, and potential legal ramifications. In order to mitigate such complexities, it is imperative to give precedence to the precision of payroll calculations. Discover the strategic advantages of outsourcing your payroll to VNC Global - an excellent Payroll management company in Singapore. Choose VNC Global for secure and cost-effective payroll management.

This blog post aims to examine key strategies that can facilitate accurate payroll processing and enhance search engine optimisation (SEO) endeavours.

●    Stay Informed About Tax Laws:

Keeping up-to-date with tax rules is crucial for maintaining payroll accuracy due to the frequent changes in tax regulations. It is imperative to consistently assess and examine the tax regulations at the federal, state, and municipal levels in order to guarantee adherence and conformity. It is advisable to utilise tax compliance software or seek guidance from tax professionals in order to ensure the maintenance of an updated payroll system.

●    Implement Robust Payroll Software:

It is advisable to allocate resources towards the acquisition of dependable payroll software capable of managing intricate computations and streamlining diverse payroll procedures. These technologies have the potential to reduce errors that are commonly associated with human calculations and data entry. Some commonly used payroll software alternatives are ADP, Gusto, and QuickBooks.

●    Maintain Accurate Employee Records:

It is vital to ensure the up-to-dateness and accuracy of all employee information, encompassing tax forms, personal particulars, and bank account details. The presence of erroneous personnel data can result in payment inaccuracies and non-compliance concerns. It is imperative to consistently assess and revise employee records. Experience the peace of mind that comes with organized financial records. Connect with VNC Global - the most trusted provider of Bookkeeping services for small businesses in Singapore and transform your business together.

●    Use a Standardized Payroll Process:

Establishing a standardised procedure for payroll processing entails the development of a comprehensive framework that delineates the sequential stages involved, commencing from the first data entry phase and culminating in the distribution of the payroll. Ensuring uniformity in payroll operations can aid in mitigating the probability of errors.

●    Double-Check Calculations:

Despite the utilisation of sophisticated payroll software, it remains imperative to conduct a thorough verification of computations in order to identify and rectify any potential errors. Incorrect payments can occur as a result of a minor error during data entry or due to a software malfunction. It is imperative to conduct a comprehensive examination of each paycheck prior to initiating the payroll processing procedure.

●    Cross-Train Payroll Staff:

To mitigate the risk of excessive dependence on a sole payroll administrator, it is advisable to implement cross-training measures for the payroll staff. It is advisable to implement a cross-training programme for the payroll workforce, ensuring that multiple employees have the necessary skills and knowledge to effectively manage payroll tasks. Implementing this measure will effectively mitigate potential interruptions that may arise due to personnel turnover or absence.

●    Conduct Regular Audits:

It is recommended to conduct regular audits of the payroll system in order to rapidly identify and resolve any problems or anomalies that may arise. These audits have the potential to identify any potential concerns prior to their escalation into severe difficulties. Maximize your time and resources by outsourcing your Accounting services for small businesses in Singapore to VNC Global. Request a quote to simplify your financial tasks.

●    Seek Professional Help:

It is advisable to explore the option of engaging the services of a professional payroll service provider in order to outsource your payroll processing. These organisations possess expertise in payroll and tax compliance, hence diminishing the probability of errors.

Final Thoughts:

The maintenance of payroll accuracy is of utmost importance in ensuring employee satisfaction, adhering to tax requirements, and mitigating potential legal complexities. One can effectively decrease errors in payroll processing by acquiring knowledge of tax rules, utilising dependable software, upholding precise record-keeping practises, and adhering to standardised procedures. Furthermore, the implementation of routine audits and the utilisation of professional assistance, when deemed essential, can significantly augment the level of accuracy. Ensuring payroll accuracy is crucial not only for the welfare of employees but also for the prosperity of the organisation.

Effortlessly manage your payroll with a tailored payroll system in Singapore. Reach out now to VNC Global’s accurate Payroll management system in Singapore and see how we can enhance your payroll processes.

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Why the Best HR Payroll Software in Pakistan Is So Hard to Find

Finding the right HR payroll software in Pakistan can be daunting for many businesses. With numerous options available, choosing software that meets all your requirements is often challenging. This blog will explore some of the key reasons why finding the best HR payroll software in Pakistan is difficult and how to overcome these challenges.

Diverse Business Needs

One of the main reasons businesses need help finding suitable Payroll Management Software in Pakistan is that every organization has different needs. A small business may have different payroll requirements than a larger corporation. For instance, small businesses often need software that is straightforward to use. At the same time, larger companies may require more advanced features, such as multi-currency support and compliance with various tax laws. This diversity makes it hard to find a one-size-fits-all solution.

Lack of Customization

Many payroll solutions offer generic features that may not align with specific business needs. Companies often find that the software needs more customization options for their processes. When looking for Payroll Software for Small Businesses in Pakistan, finding a solution that can be customized according to the business's unique needs is crucial.

Unfortunately, many providers do not offer this flexibility, which limits options for businesses seeking tailored solutions.

Integration Challenges

Another reason businesses need help selecting the best HR payroll software is the difficulty of integrating it with existing systems. Many organizations already use HR management systems, accounting software, or other business applications. When selecting payroll software, it must integrate smoothly with these systems to ensure data consistency and streamline operations.

However, not all payroll solutions offer such integration, which can create complications and inefficiencies.

Compliance Issues

Staying compliant with local labor laws and regulations can be complex. The best HR payroll software in Pakistan should be able to adapt to changes in regulations, tax codes, and other legal requirements. Many businesses need help finding Global Payroll and HR Software in Pakistan that keeps up with these changes and ensures compliance. If payroll software provides updates in line with local laws, companies can avoid facing legal penalties, which adds another layer of difficulty in the selection process.

High Costs

Cost is a significant factor for many businesses when selecting payroll software. Some providers charge high licensing fees, while others may have hidden costs, such as additional updates or customer support charges. These costs can be prohibitive for small businesses, and to find affordable yet effective payroll solutions is challenging. Understanding the total cost of ownership is crucial when evaluating different options.

Limited Vendor Support

Many businesses often encounter issues with vendor support when they need assistance with their payroll software. Some providers may need more comprehensive customer support, making it easier for users to resolve issues promptly. This lack of support can lead to frustration and delays in payroll processing, affecting employee satisfaction. Finding a reliable customer support provider is essential for a smooth experience.

An ending:

Finding the best HR payroll software in Pakistan can be complex due to various factors, including diverse business needs, lack of customization, integration challenges, compliance issues, high costs, and limited vendor support. Businesses must thoroughly evaluate their requirements and conduct detailed research to find a solution that fits their needs.

By understanding the challenges in selecting payroll software, companies can better navigate the options available and find the right solution for their organization. Investing time in research and choosing software that meets unique requirements will lead to better payroll management and overall business efficiency.

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The Benefits Of Outsourcing Your Human Resource Management Services

Many companies have discovered the benefits of outsourcing HR, IT, or customer service. ZipDo reports that around 80% of companies use external services for at least one human resources duty. Businesses contract out HR tasks for various reasons, including enhancing payroll procedures, streamlining recruitment tasks, or concentrating more on their main operational areas. The reasons and benefits can vary. However, most companies that have delegated their recruiting tasks are happy with the service provider they selected.

The increase in popularity is driven by the fact that outsourcing human resources lowers scaling expenses and expands the available talent pool. On average, companies can save approximately 20% to 30% by outsourcing their HR management. A lack of thorough research can lead to unnecessary expenditures in both time and money and you may encounter potential risk management issues as well. Fortunately outsourcing human resources with Avensure can make the process easier.

Let's examine the advantages of HR outsourcing and personnel services, more closely.

Exposure To The Best Technology And Expertise

One of the main reasons to outsource HR is that it is more affordable and provides access to top industry experts. This is partially because the service provider usually has lower expenses compared to your company. This enables them to provide you with reduced prices.

Automating administrative processes necessitates financial resources. By outsourcing human resources, you remove this load from your business. Additionally, you will benefit from their efficiencies in production and expertise in a specific area.

Cost savings are also generated by the enhanced flexibility made possible through outsourcing. Having internally promoted employees is beneficial, but what occurs during slower business periods? The additional employees become an avoidable cost in the end.

By outsourcing, you have the flexibility to adjust your business's traffic levels by scaling up or down as required. This could also involve going back to only utilizing internal employees when business is slow. The outcome is that your productivity is optimized without any funds being squandered.

While all types of outsourcing can lead to cost savings, this is especially evident when it comes to human resources. Failure to manage HR adequately can result in noncompliance, resulting in fines, penalties, and legal disputes. An HR service provider with expertise and up-to-date technology can safeguard your business from these risks.

Opens Opportunities for Globalization

The increasing intricacy of technology has enhanced businesses' capability to expand internationally. By pressing a button, a consumer in New York can communicate with a company in China. While this creates many chances for growth, it has also made companies think about how they adapt to different markets.

For example, individuals tend to approach tasks in varied ways across various global locations. This goes further than just language, including additional aspects like culture, traditions, and etiquette. These cultural niceties are difficult to acquire from books; they must be experienced in person, which is the most challenging part. A lack of proper understanding about localization may lead your business to commit embarrassing errors that may upset people or stir up controversy. This could spell trouble for more than just your HR department.

In this case, outsourcing is a wise decision, as it simplifies the process of globalization. Probably, your outsourcing partner is already well-versed in the laws and customs of their specific region. If you want to grow your business in that country, they need to possess the necessary expertise for successful integration. In addition, they might have existing networks and connections to give your business a competitive edge or work more efficiently.

Payroll Administration and Compliance

Managing payroll and ensuring compliance are essential HR tasks for all businesses, especially for larger companies where handling payroll can be a time-consuming job. Maintaining a productive workplace is also crucial. When you decide to delegate HR tasks, the service provider manages various duties such as tracking time, monitoring idle time, deducting benefits, filing payroll taxes, generating reports, and more.

The extensive documentation required when hiring new staff, from conducting interviews to creating a pay slip, can be very overwhelming. Outsourcing HR services can simplify this process, which is particularly advantageous for bigger companies. Furthermore, an HR outsourcing firm guarantees that you follow all rules and regulations related to employment law, leading to a compliant and productive work setting.

A Strategic Approach to Reducing Turnover Rates

Outsourcing staff recruitment is a wise choice if you aim to reduce turnover among employees. An external HR team with expertise can efficiently communicate important details such as company information, salary perks, and policies. Additionally, they will prioritize fostering strong and constructive relationships with employees, crucial for reducing turnover.

Outsourcing Allows You to Focus on What’s Important

As the popular saying goes, a jack of all trades but a master of none.  Regrettably, many businesses have experienced this painful truth directly. You don't want to stretch yourself too thin. One person may oversee the human resources of a small hotel. Nonetheless, once it transitions into a global company, the hotel industry will undoubtedly need a more advanced HR system.

Outsourcing ensures that your team remains highly focused on the key goals of the company. In the end, your primary focus in business probably does not involve the details of HR, despite its essential role in a thriving organization. By subcontracting HR services and other tasks that may be essential but not central to the business, you will ensure that your employees are fully focused. This enables all individuals to dedicate their time and creativity to initiatives that will generate the highest amount of development for the company.

Additionally, this method is beneficial for your external HR team, as they will ideally have the necessary qualifications and experience to focus on your company's requirements. Therefore, the operational tasks within your company that depend on HR will not experience interruptions or a decrease in effectiveness.

Why you should outsource your Human resource operations

Your company probably has a fantastic team that excels in their work. Nevertheless, this does not grant them unlimited power. As your company expands, its requirements will become more intricate - managing HR internally will be increasingly challenging. By outsourcing, you can ensure a smooth scaling process without any obstacles. There are so many advantages to HR outsourcing that cannot be disregarded.

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Futuristic Payroll Management: Expand into Emerging Markets with a Global Workforce

According to a recent survey by Harvard Business Review, CEOs of large companies projected that in the next decade 40% of the value their companies created would come from entering new markets and launching new business models. While expanding into new and emerging markets brings a lot of business benefits, there are also a set of challenges that companies may encounter in this journey.

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Get the Best Peo Employment Services at Parallel

Experience top-tier PEO employment services at Parallel. Our expert team provides comprehensive solutions, handling HR, payroll, and benefits administration, so you can focus on your core business. With personalized strategies and compliance management, Parallel ensures smooth operations. Elevate your business with our exceptional PEO employment services for enhanced efficiency and growth.

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A Comprehensive Guide to Payroll Outsourcing

In the fast-paced modern world where innovations are happening in the blink of an eye, and traditional methods are becoming obsolete by the second, the business environment also evolves as the clock ticks. Amidst this, keeping up with the trends requires a strategic approach to all aspects of your operations. Payroll is an aspect that can become a time-consuming task and a potential source of errors if not managed carefully. This is where the services of payroll management services and multi country payroll service providers come into play. These payroll outsourcing services and global payroll outsourcing companies provide a solution to streamline processes and ensure compliance.

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Ways to efficiently structure your company's payroll function

Organizational structure is an essential component of every company, whether consciously acknowledged or not. It serves as the framework for assigning roles, responsibilities, job functions, accountability, and decision-making authority within the organization. Similar to the overall organizational structure, the structure of the payroll function is equally important. It should be designed to align with the company's goals and objectives to ensure efficient payroll management and overall organizational success.

Managing payroll involves various tasks, such as calculating employee hours, processing payments, tax withholding, and maintaining accurate financial records for your business. The intricacies of payroll management, from handling sensitive employee data to tax calculations and fund transfers, can be complex and carry legal responsibilities. It is crucial to ensure compliance with legal requirements when managing payroll. Additionally, structuring the payroll function is vital to any organization's payroll strategy. So, let's discover ways to structure your company's payroll for better efficiency and employee satisfaction. Also, find the 7 FAQs when it comes to the ideal payroll solution for your organization.

 Why do you need to structure your payroll function? 

Structuring your company's payroll function is crucial for many reasons. By investing in well-designed payroll processing, organizations can effectively manage one of the most critical aspects of their operations while supporting overall business success.

 Here are a few reasons why you must consider structuring your organizational payroll.

 ·        Accuracy and timeliness

A well-structured payroll function ensures accurate and timely payment to employees. Organizations can minimize errors in calculations, deductions, and tax withholdings by establishing transparent processes, roles, and responsibilities and leveraging technology. This, in turn, helps build trust and maintain positive employee relations.

·        Compliance with laws and regulations

Payroll structuring ensures organizations comply with various labor laws, tax regulations, and reporting requirements. By staying up-to-date with changing regulations, implementing internal controls, and conducting periodic audits, companies can avoid penalties, legal issues, and reputational damage associated with non-compliance.

·        Efficiency and productivity

Structuring payroll optimizes efficiency and productivity within the organization. By automating manual processes, integrating systems, and streamlining workflows, payroll staff can focus on value-added tasks instead of repetitive administrative work. This frees up time for strategic initiatives and enhances overall productivity.

·        Cost savings

Effective payroll processing can lead to cost savings in multiple ways. Automation reduces manual labor and associated costs, while accurate calculations and compliance prevent costly errors and penalties. Moreover, streamlined processes reduce administrative burdens, allowing staff to work on other critical areas.

·        Employee satisfaction and retention

Timely and accurate payment is crucial to employee satisfaction. A well-structured payroll function ensures employees receive their wages and benefits without delays or errors, fostering a positive work environment. This contributes to higher employee morale, engagement, and retention.

·        Data security and confidentiality

Payroll structuring emphasizes secure data management practices, protecting sensitive employee information. Organizations can mitigate the risk of data breaches and maintain confidentiality by implementing appropriate safeguards, encryption measures, and access controls.

·        Reporting and decision-making

Structured payroll systems provide accurate and comprehensive reporting capabilities. This enables management to access key payroll data, such as labor costs, tax liabilities, and benefits expenses. Such data support informed decision-making, financial planning, and strategic resource allocation.

 How to structure your payroll? 

A well-functioning payroll department is crucial for maintaining high employee satisfaction and improving overall organizational productivity and efficiency. Employees have a rightful expectation that their organizations will consistently and accurately compensate them according to their employment contracts.

However, a slow, overly complex, or error-prone payroll process can strain employee and employer relationships and waste valuable time for HR teams. To avoid such challenges and achieve efficiency, compliance, and timely payment, it is essential to structure the payroll function effectively.

Determining the structure of the payroll function is a key component of any organization's payroll strategy, regardless of its global or domestic operations. The structure primarily depends on two factors: the concentration of payroll activities and the desired level of outsourcing versus in-house management of these activities. In the following sections, we will guide you through the considerations for each of these factors.

 ·        Degree of concentration in payroll activities

 As a company expands its operations across different states, provinces, or national borders, the workforce grows in size and diversity. Consequently, the payroll function becomes more intricate due to the diverse regulations and laws in each specific region.

Initially, companies often opt to establish separate payroll departments for each business unit or location, which usually leads to inconsistent processes, duplication of tasks, and inefficiencies. However, best practices suggest adopting a centralized model for administrative and transactional finance activities, including payroll.

According to a survey, 77% of businesses have implemented centralized payroll systems.

In the case of large global organizations, centralization is typically implemented regionally, as relying on a single centralized team may not suffice for the entire global workforce.

In an optimal scenario where organizations have well-developed payroll departments, they aim to create a Payroll Center of Excellence (COE) responsible for overseeing governance, policies, processes, continuous improvement, standards, technology, automation strategy guidance, and establishing performance metrics for the entire organization's payroll operations. Subsequently, these policies and guidelines can be customized as per the specific requirements of individual regions or locations.

Moreover, assigning a global process owner who can oversee the entire payroll processing is beneficial, ensuring dedicated governance and focused attention to the process.

For organizations with a wide geographical presence, exploring the option of establishing regional payroll shared services centers may be beneficial. These centers promote the growth of process knowledge, standardization, improved reporting and analysis capabilities, enhanced compliance oversight, and eliminate redundant tasks.

·        Level of activities managed in-house vs. outsourced

 Typically, businesses opt to outsource non-core tasks or those that external parties can perform more effectively. This decision is driven by factors such as cost reduction, improved efficiency, adherence to regulations, and access to specialized knowledge.

Payroll processing can be intricate and challenging, especially considering the dynamic nature of rules and regulations across industries and countries. It is not surprising that many businesses opt to outsource their payroll operations, either partially or entirely, to external providers. This approach offers several advantages, making it a popular choice for organizations. Here are some of the key reasons why businesses choose payroll outsourcing:

Saves time

Minimizes     payroll errors

Improves     security

Maintains     compliance

Integrates     data

Facilitates     employee self-service

Typically, experts suggest considering a comprehensive payroll outsourcing solution that seamlessly integrates various components of workforce management with the payroll system. This inclusive platform covers the entire spectrum, encompassing recruitment, benefits, performance evaluation, and more. By consolidating these functions into a unified system, businesses gain advantages such as generating comprehensive reports, improving efficiency by replacing multiple platforms with a single one, fostering effective communication between employees and employers, and other benefits.

 How to Manage an Effective Payroll Department 

Managing an effective payroll department is crucial for any organization's financial stability and employee satisfaction. A well-run payroll department ensures accurate and timely payment processing, compliance with tax regulations, and seamless communication with employees. This section will explore essential strategies and best practices to manage a payroll department efficiently. From establishing streamlined processes to leveraging technology and prioritizing compliance, these insights will empower businesses to optimize payroll operations, reduce errors, and enhance overall organizational effectiveness.

·         Have a standardized and streamlined payroll system

·         Ensure payroll integration with other business functions

·         Update payroll software

·         Stay up-to-date on the latest employment laws

·         Establish a payroll calendar

·         Have a backup

·         Outsource your payroll process

·         Perform regular audits

·         Hire qualified staff

 Choosing the Right Payroll System - 7 FAQs 

1.      What features should I look for in a payroll system?

When evaluating payroll solutions, key features to consider typically include automated payroll calculations, tax management, direct deposit capabilities, benefits administration, reporting and analytics, compliance support, and integration with other HR or accounting systems.

2.      Should I opt for an in-house or cloud-based payroll system?

Both in-house and cloud-based payroll systems have their advantages. In-house systems provide more control and customization, while cloud-based systems offer accessibility, scalability, and automatic updates. Consider your organization's size, IT infrastructure, budget, and data security requirements when making this decision.

3.      How do I ensure data security and compliance?

Data security and compliance are paramount in payroll management. Look for payroll solutions that employ strong encryption, data backups, access controls, and compliance features for tax regulations and labor laws. Additionally, consider the system's track record for security breaches and their measures to address them.

4.      Can the payroll system handle my organization's specific needs?

Evaluate whether the payroll system can accommodate your organization's unique requirements, such as multi-state or international payroll, complex compensation structures, timekeeping integration, employee self-service portals, or specific reporting needs. Ensure the system is flexible enough to adapt to your evolving payroll demands.

5.      What level of customer support is provided?

Consider the availability and quality of customer support the payroll solution provider offers. Look for prompt assistance, training resources, user forums, and a responsive support team that efficiently addresses your inquiries or troubleshoots issues.

6.      How much does a payroll system cost?

Payroll system costs can vary depending on factors like the size of your organization, the number of employees, and the complexity of your payroll processes. Consider both upfront costs, such as software licenses or implementation fees, as well as ongoing fees for maintenance, updates, and support. Evaluate the system's return on investment (ROI) regarding time savings, reduced errors, and improved efficiency.

7.      Can the payroll system scale with my organization's growth?

Ensure that the chosen payroll solution can accommodate your organization's growth and future needs. Assess its scalability, ability to handle an increasing employee count, and compatibility with expanding business operations. Consider long-term partnerships and whether the system can adapt as your organization evolves.

Conclusion 

Outsourcing payroll management to third-party service providers has emerged as a prominent trend in the business world. This trend is observed among companies of various sizes, as they recognize the significant cost savings achieved through outsourcing. Particularly for small business owners lacking the necessary resources to develop or update their payroll systems, opting for a professional, comprehensive payroll management company offers a strategic and economically viable solution.

47% of companies have chosen payroll outsourcing for their operations.

Exela HR Solutions provides highly effective, end-to-end payroll solutions that are customized to meet the unique requirements of businesses. Our comprehensive platform assists organizations in automating payroll processing and offers self-service tools for seamless payroll management by employees. Reach out to our experts at Exela HR Solutions today and discover our range of payroll services!

 DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

Source & to read more: https://ow.ly/EQRW50Pauzw

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Read the blog about the topic INCLUSIVITY IN THE TEAM MAKES EVERYONE WIN

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Established in the year 2004, SHREE BALAJI MANAGEMENT CONSULTANTS (SBMC) is engaged in providing solutions like HR Training, Payroll Training, Recruitments, Corporate Training, Digital marketing training, Payroll and outsourcing of operations to various verticals in the industry

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How to design a tech regulation

TONIGHT (June 20) I'm live onstage in LOS ANGELES for a recording of the GO FACT YOURSELF podcast. TOMORROW (June 21) I'm doing an ONLINE READING for the LOCUS AWARDS at 16hPT. On SATURDAY (June 22) I'll be in OAKLAND, CA for a panel (13hPT) and a keynote (18hPT) at the LOCUS AWARDS.

It's not your imagination: tech really is underregulated. There are plenty of avoidable harms that tech visits upon the world, and while some of these harms are mere negligence, others are self-serving, creating shareholder value and widespread public destruction.

Making good tech policy is hard, but not because "tech moves too fast for regulation to keep up with," nor because "lawmakers are clueless about tech." There are plenty of fast-moving areas that lawmakers manage to stay abreast of (think of the rapid, global adoption of masking and social distancing rules in mid-2020). Likewise we generally manage to make good policy in areas that require highly specific technical knowledge (that's why it's noteworthy and awful when, say, people sicken from badly treated tapwater, even though water safety, toxicology and microbiology are highly technical areas outside the background of most elected officials).

That doesn't mean that technical rigor is irrelevant to making good policy. Well-run "expert agencies" include skilled practitioners on their payrolls – think here of large technical staff at the FTC, or the UK Competition and Markets Authority's best-in-the-world Digital Markets Unit:

https://pluralistic.net/2022/12/13/kitbashed/#app-store-tax

The job of government experts isn't just to research the correct answers. Even more important is experts' role in evaluating conflicting claims from interested parties. When administrative agencies make new rules, they have to collect public comments and counter-comments. The best agencies also hold hearings, and the very best go on "listening tours" where they invite the broad public to weigh in (the FTC has done an awful lot of these during Lina Khan's tenure, to its benefit, and it shows):

https://www.ftc.gov/news-events/events/2022/04/ftc-justice-department-listening-forum-firsthand-effects-mergers-acquisitions-health-care

But when an industry dwindles to a handful of companies, the resulting cartel finds it easy to converge on a single talking point and to maintain strict message discipline. This means that the evidentiary record is starved for disconfirming evidence that would give the agencies contrasting perspectives and context for making good policy.

Tech industry shills have a favorite tactic: whenever there's any proposal that would erode the industry's profits, self-serving experts shout that the rule is technically impossible and deride the proposer as "clueless."

This tactic works so well because the proposers sometimes are clueless. Take Europe's on-again/off-again "chat control" proposal to mandate spyware on every digital device that will screen everything you upload for child sex abuse material (CSAM, better known as "child pornography"). This proposal is profoundly dangerous, as it will weaken end-to-end encryption, the key to all secure and private digital communication:

https://www.theguardian.com/technology/article/2024/jun/18/encryption-is-deeply-threatening-to-power-meredith-whittaker-of-messaging-app-signal

It's also an impossible-to-administer mess that incorrectly assumes that killing working encryption in the two mobile app stores run by the mobile duopoly will actually prevent bad actors from accessing private tools:

https://memex.craphound.com/2018/09/04/oh-for-fucks-sake-not-this-fucking-bullshit-again-cryptography-edition/

When technologists correctly point out the lack of rigor and catastrophic spillover effects from this kind of crackpot proposal, lawmakers stick their fingers in their ears and shout "NERD HARDER!"

https://memex.craphound.com/2018/01/12/nerd-harder-fbi-director-reiterates-faith-based-belief-in-working-crypto-that-he-can-break/

But this is only half the story. The other half is what happens when tech industry shills want to kill good policy proposals, which is the exact same thing that advocates say about bad ones. When lawmakers demand that tech companies respect our privacy rights – for example, by splitting social media or search off from commercial surveillance, the same people shout that this, too, is technologically impossible.

That's a lie, though. Facebook started out as the anti-surveillance alternative to Myspace. We know it's possible to operate Facebook without surveillance, because Facebook used to operate without surveillance:

https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3247362

Likewise, Brin and Page's original Pagerank paper, which described Google's architecture, insisted that search was incompatible with surveillance advertising, and Google established itself as a non-spying search tool:

http://infolab.stanford.edu/pub/papers/google.pdf

Even weirder is what happens when there's a proposal to limit a tech company's power to invoke the government's powers to shut down competitors. Take Ethan Zuckerman's lawsuit to strip Facebook of the legal power to sue people who automate their browsers to uncheck the millions of boxes that Facebook requires you to click by hand in order to unfollow everyone:

https://pluralistic.net/2024/05/02/kaiju-v-kaiju/#cda-230-c-2-b

Facebook's apologists have lost their minds over this, insisting that no one can possibly understand the potential harms of taking away Facebook's legal right to decide how your browser works. They take the position that only Facebook can understand when it's safe and proportional to use Facebook in ways the company didn't explicitly design for, and that they should be able to ask the government to fine or even imprison people who fail to defer to Facebook's decisions about how its users configure their computers.

This is an incredibly convenient position, since it arrogates to Facebook the right to order the rest of us to use our computers in the ways that are most beneficial to its shareholders. But Facebook's apologists insist that they are not motivated by parochial concerns over the value of their stock portfolios; rather, they have objective, technical concerns, that no one except them is qualified to understand or comment on.

There's a great name for this: "scalesplaining." As in "well, actually the platforms are doing an amazing job, but you can't possibly understand that because you don't work for them." It's weird enough when scalesplaining is used to condemn sensible regulation of the platforms; it's even weirder when it's weaponized to defend a system of regulatory protection for the platforms against would-be competitors.

Just as there are no atheists in foxholes, there are no libertarians in government-protected monopolies. Somehow, scalesplaining can be used to condemn governments as incapable of making any tech regulations and to insist that regulations that protect tech monopolies are just perfect and shouldn't ever be weakened. Truly, it's impossible to get someone to understand something when the value of their employee stock options depends on them not understanding it.

None of this is to say that every tech regulation is a good one. Governments often propose bad tech regulations (like chat control), or ones that are technologically impossible (like Article 17 of the EU's 2019 Digital Single Markets Directive, which requires tech companies to detect and block copyright infringements in their users' uploads).

But the fact that scalesplainers use the same argument to criticize both good and bad regulations makes the waters very muddy indeed. Policymakers are rightfully suspicious when they hear "that's not technically possible" because they hear that both for technically impossible proposals and for proposals that scalesplainers just don't like.

After decades of regulations aimed at making platforms behave better, we're finally moving into a new era, where we just make the platforms less important. That is, rather than simply ordering Facebook to block harassment and other bad conduct by its users, laws like the EU's Digital Markets Act will order Facebook and other VLOPs (Very Large Online Platforms, my favorite EU-ism ever) to operate gateways so that users can move to rival services and still communicate with the people who stay behind.

Think of this like number portability, but for digital platforms. Just as you can switch phone companies and keep your number and hear from all the people you spoke to on your old plan, the DMA will make it possible for you to change online services but still exchange messages and data with all the people you're already in touch with.

I love this idea, because it finally grapples with the question we should have been asking all along: why do people stay on platforms where they face harassment and bullying? The answer is simple: because the people – customers, family members, communities – we connect with on the platform are so important to us that we'll tolerate almost anything to avoid losing contact with them:

https://locusmag.com/2023/01/commentary-cory-doctorow-social-quitting/

Platforms deliberately rig the game so that we take each other hostage, locking each other into their badly moderated cesspits by using the love we have for one another as a weapon against us. Interoperability – making platforms connect to each other – shatters those locks and frees the hostages:

https://www.eff.org/deeplinks/2021/08/facebooks-secret-war-switching-costs

But there's another reason to love interoperability (making moderation less important) over rules that require platforms to stamp out bad behavior (making moderation better). Interop rules are much easier to administer than content moderation rules, and when it comes to regulation, administratability is everything.

The DMA isn't the EU's only new rule. They've also passed the Digital Services Act, which is a decidedly mixed bag. Among its provisions are a suite of rules requiring companies to monitor their users for harmful behavior and to intervene to block it. Whether or not you think platforms should do this, there's a much more important question: how can we enforce this rule?

Enforcing a rule requiring platforms to prevent harassment is very "fact intensive." First, we have to agree on a definition of "harassment." Then we have to figure out whether something one user did to another satisfies that definition. Finally, we have to determine whether the platform took reasonable steps to detect and prevent the harassment.

Each step of this is a huge lift, especially that last one, since to a first approximation, everyone who understands a given VLOP's server infrastructure is a partisan, scalesplaining engineer on the VLOP's payroll. By the time we find out whether the company broke the rule, years will have gone by, and millions more users will be in line to get justice for themselves.

So allowing users to leave is a much more practical step than making it so that they've got no reason to want to leave. Figuring out whether a platform will continue to forward your messages to and from the people you left there is a much simpler technical matter than agreeing on what harassment is, whether something is harassment by that definition, and whether the company was negligent in permitting harassment.

But as much as I like the DMA's interop rule, I think it is badly incomplete. Given that the tech industry is so concentrated, it's going to be very hard for us to define standard interop interfaces that don't end up advantaging the tech companies. Standards bodies are extremely easy for big industry players to capture:

https://pluralistic.net/2023/04/30/weak-institutions/

If tech giants refuse to offer access to their gateways to certain rivals because they seem "suspicious," it will be hard to tell whether the companies are just engaged in self-serving smears against a credible rival, or legitimately trying to protect their users from a predator trying to plug into their infrastructure. These fact-intensive questions are the enemy of speedy, responsive, effective policy administration.

But there's more than one way to attain interoperability. Interop doesn't have to come from mandates, interfaces designed and overseen by government agencies. There's a whole other form of interop that's far nimbler than mandates: adversarial interoperability:

https://www.eff.org/deeplinks/2019/10/adversarial-interoperability

"Adversarial interoperability" is a catch-all term for all the guerrilla warfare tactics deployed in service to unilaterally changing a technology: reverse engineering, bots, scraping and so on. These tactics have a long and honorable history, but they have been slowly choked out of existence with a thicket of IP rights, like the IP rights that allow Facebook to shut down browser automation tools, which Ethan Zuckerman is suing to nullify:

https://locusmag.com/2020/09/cory-doctorow-ip/

Adversarial interop is very flexible. No matter what technological moves a company makes to interfere with interop, there's always a countermove the guerrilla fighter can make – tweak the scraper, decompile the new binary, change the bot's behavior. That's why tech companies use IP rights and courts, not firewall rules, to block adversarial interoperators.

At the same time, adversarial interop is unreliable. The solution that works today can break tomorrow if the company changes its back-end, and it will stay broken until the adversarial interoperator can respond.

But when companies are faced with the prospect of extended asymmetrical war against adversarial interop in the technological trenches, they often surrender. If companies can't sue adversarial interoperators out of existence, they often sue for peace instead. That's because high-tech guerrilla warfare presents unquantifiable risks and resource demands, and, as the scalesplainers never tire of telling us, this can create real operational problems for tech giants.

In other words, if Facebook can't shut down Ethan Zuckerman's browser automation tool in the courts, and if they're sincerely worried that a browser automation tool will uncheck its user interface buttons so quickly that it crashes the server, all it has to do is offer an official "unsubscribe all" button and no one will use Zuckerman's browser automation tool.

We don't have to choose between adversarial interop and interop mandates. The two are better together than they are apart. If companies building and operating DMA-compliant, mandatory gateways know that a failure to make them useful to rivals seeking to help users escape their authority is getting mired in endless hand-to-hand combat with trench-fighting adversarial interoperators, they'll have good reason to cooperate.

And if lawmakers charged with administering the DMA notice that companies are engaging in adversarial interop rather than using the official, reliable gateway they're overseeing, that's a good indicator that the official gateways aren't suitable.

It would be very on-brand for the EU to create the DMA and tell tech companies how they must operate, and for the USA to simply withdraw the state's protection from the Big Tech companies and let smaller companies try their luck at hacking new features into the big companies' servers without the government getting involved.

Indeed, we're seeing some of that today. Oregon just passed the first ever Right to Repair law banning "parts pairing" – basically a way of using IP law to make it illegal to reverse-engineer a device so you can fix it.

https://www.opb.org/article/2024/03/28/oregon-governor-kotek-signs-strong-tech-right-to-repair-bill/

Taken together, the two approaches – mandates and reverse engineering – are stronger than either on their own. Mandates are sturdy and reliable, but slow-moving. Adversarial interop is flexible and nimble, but unreliable. Put 'em together and you get a two-part epoxy, strong and flexible.

Governments can regulate well, with well-funded expert agencies and smart, adminstratable remedies. It's for that reason that the administrative state is under such sustained attack from the GOP and right-wing Dems. The illegitimate Supreme Court is on the verge of gutting expert agencies' power:

https://www.hklaw.com/en/insights/publications/2024/05/us-supreme-court-may-soon-discard-or-modify-chevron-deference

It's never been more important to craft regulations that go beyond mere good intentions and take account of adminsitratability. The easier we can make our rules to enforce, the less our beleaguered agencies will need to do to protect us from corporate predators.

If you'd like an essay-formatted version of this post to read or share, here's a link to it on pluralistic.net, my surveillance-free, ad-free, tracker-free blog:

https://pluralistic.net/2024/06/20/scalesplaining/#administratability

Image: Noah Wulf (modified) https://commons.m.wikimedia.org/wiki/File:Thunderbirds_at_Attention_Next_to_Thunderbird_1_-_Aviation_Nation_2019.jpg

CC BY-SA 4.0 https://creativecommons.org/licenses/by-sa/4.0/deed.en