Get in total compliance with state and federal law.
Employee Pay Workshop: Compliance Advice for 2015
Paying employees correctly is your most important—and legally risky—responsibility. Consider these questions:
* Can you eliminate paper paychecks and force employees into direct deposit? * When is it illegal to set a use-it-or-lose-it policy on vacation time? * What’s the rule for delivering final paychecks for employees who quit, are fired or even those who die?
Discover what you must do (and not do) to stay in compliance with federal and state pay laws in 2015 with payroll expert Alice Gilman, Esq., the editor of Payroll Legal Alert, in the Employee Pay Workshop: Compliance Advice for 2015.
Important: This session is especially timely because state and federal regulators are taking a MUCH closer look these days at how you pay employees. Last year alone, the U.S. Department of Labor secured more than $250 million for employees in back pay. State regulators are racking up equally impressive hauls.
Use this recording as a checklist to make sure your pay policies are in total compliance with state and federal law. You will learn answers to questions like:
Can you make direct deposit mandatory? Discover what the federal Consumer Financial Protection Bureau and state payday laws say about mandatory direct deposit policies. Learn five simple ways to encourage employees to voluntarily sign up for direct deposit, plus the three key traps that will sabotage your goal of 100% electronic pay.
When can you deduct pay for breakage, cash shortages and discipline? Discover the eight indispensable policy pointers to keep your company toeing the legal line when making loss-related deductions from employees’ pay.
How can you legally pay employees using paycards? Don’t make the mistake of other employers and become lawsuit bait when paying workers via payroll debit cards. Learn the specifics of the Federal Reserve’s Regulation E, and the six steps to keep you and your paycard program out of court.
How (and how quickly) must you pay departing workers? Learn the ins and outs of termination pay, including step-by-step instructions on creating a voluntary termination pay workflow, and the nine dos and don’ts for involuntary terminations.
When must you pay for sick days? Find out what the new state and municipal mandatory paid sick day laws require. Hint: Even the smallest employers aren’t off the hook for mandatory sick days.
What’s a “wage theft” law—and why should you care? Such laws place substantial burdens on employers and are the latest twist in state payday laws.
Plus much more … and answers to your questions from a true payroll expert, attorney Alice Gilman.
Even one payroll mistake can damage your standing in the office—and possibly your career. It’s important to spot the holes in your employee pay compliance before the feds or state agencies do. Make sure you’re up to speed on the latest employee pay laws and regulations. Get the Employee Pay Workshop today!
Pat DiDomenico Editorial Director, HR Specialist
P.S. Your satisfaction is unconditionally guaranteed. If the Employee Pay Workshop: Compliance Advice for 2015 fails to meet your needs, we will refund every penny you paid—no hassles, no questions asked.
Hear a Free 90-Second Clip of Employee Pay Workshop: Compliance Advice for 2015 from Alice Gilman:
About Your Speaker:
Alice Gilman, Esq., is an expert in payroll and tax compliance who has covered payroll issues for more than 26 years. She’s written and edited several leading payroll publications, including Business Management Daily’s Payroll Legal Alert, the Research Institute of America’s Payroll Guide, Prentice Hall’s American Payroll Association’s Basic Guide to Payroll and the Payroll Manager’s Letter. She’s also the editor of Business Management Daily’s Payroll Compliance Handbook and The Complete FLSA Compliance Kit.
Who Should Listen:
Supervisors and managers
This recording has been approved for 1.25 credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI).
"The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute's criteria to be pre-approved for recertification credit."
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