Payroll Legal Alert

Q: I’m new to payroll. I just noticed that we will have 27 biweekly pay periods in 2015. How do we deal with this? How should we communicate this to employees?

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Q: We’re a property management company. Nonexempt employees must remain on-call at night and during the weekend to handle emergencies. Usually all they have to do is call the plumber or another service provider. If an employee receives a text or call, is that time compensable? Does the length of the call have any impact on whether the time is compensable?

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There is such a thing as being too clever by half, when it comes to enforcing the group health mandates of the Affordable Care Act. The IRS and its sister agencies have been putting out fires caused by promoters who claim compliance with the law through a hyper-technical reading of its provisions. Here’s the latest.

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The IRS has issued final regulations that cover how group plans’ design affects affordability.

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Who are the usual suspects? Employees who call every year, saying they lost their W-2s and could you please give them new ones now, because April 15 is, really, just weeks away. Here are some tips for managing the reissued W-2 process.

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Daylight saving time begins at 2:00 a.m., March 8, 2015. Graveyard-shift workers, therefore, will actually work only seven hours that day.

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Use Forms W-2c/W-3c to correct errors in your 2014 W-2s. The earlier you fix errors, the less likely it is you’ll be penalized by the IRS. Although e-filers have until the end of this month to file original W-2s (paper forms were due March 2), even those few weeks may not be enough to get off the W-2c hook, if errors are discovered after filing.

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When an employee needs a new W2, make sure to print out and use this to ensure the process is documented.

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The U.S. Supreme Court has agreed to hear King v. Burwell, which is an appeal from the 4th Circuit regarding whether the Affordable Care Act’s premium tax credits are available to all eligible individuals, regardless of whether they purchase health insurance through a state or federal exchange.

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The U.S. Supreme Court has ruled unanimously that the time employees spent waiting at the end of the day to undergo security checks, and the time they spent undergoing those checks, wasn’t compensable working time under the Portal-to-Portal Act. The time, the Court said, wasn’t integral and indispensable to the performance of employees’ jobs.

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