Office Management

Who’s there to organize the office organizer? Business Management Daily helps admins with dealing with bosses, records retention, and other key tasks.

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Question: We have weekly-paid employees who regularly work four consecutive weeks and then take two weeks off. As a result, some have trouble maintaining their monthly child support obligations. How might we work with the state agencies to accommodate our pay frequency so employees don’t end up in arrears?
Chances are, you’ll have to part ways with a vendor someday. There are specific steps you can take to make it less painful for everyone.
Correcting withholding errors in the 0.9% additional Medicare tax added by the Affordable Care Act continues to cause some confusion, since these corrections don’t follow the regular FICA correction rules. An updated frequently-asked-questions document from the IRS provides details on how to correct withholding errors in the additional Medicare tax.
No one likes surprises, least of all tax surprises. Employees who signed up for individual health insurance through a health insurance exchange, and who took the advance premium tax credit on a monthly basis, may be in for doozy of a tax bill, after they reconcile those advance credits with their eligibility for the actual credit on their 2014 Forms 1040.
The IRS has been busy adding to its regulatory agenda. Here’s the latest news from the regulations front.
Under final ACA regulations, employers that have fewer than 25 full-time equivalent employees who earn up to $50,000 (adjusted for inflation), and that make nonelective contributions equal to at least 50% of employees’ health premiums, are eligible for a 50% health care tax credit (35% for nonprofits).
Payroll handles sensitive data all the time, so it’s vital that you develop and maintain a robust privacy policy. Carla Gracen, product manager at Ceridian HCM, Inc., gave some policy pointers during her workshop at the American Payroll Association’s 32nd Annual Congress.
Q: We are about to implement a self-service time and attendance system that will allow employees to view their time cards at home. They’re not required to do this and they couldn’t make any changes to their time cards. Do we need to pay employees for this time?
Q: During the last storm, several nonexempts didn’t have any paid time off available and we didn’t pay them for the days not worked. They’ve since claimed that they worked at home catching up on paperwork, even though this wasn’t directed by management. Most of them work on a manufacturing line, so we’re dubious that they “worked” at home. Could this get us in trouble if we’re audited?
Parents don’t have to decide between work and home if your company’s policies give them the flexibility to deal with these issues.
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