Who’s there to organize the office organizer? Business Management Daily helps admins with dealing with bosses, records retention, and other key tasks.
We provide thousands of articles to help admins and office management staff through better meeting management, improved time management, and much more.
With vendors bringing in sweet temptations, birthday cake-filled office celebrations, and a vending machine stocked with goodies, it's hard to stay healthy. Some tips and strategies from admins:
It's important for employers to know what factors the IRS uses in determining whether an individual is truly an independent contractor versus an employee, and whether independent contractors fall under the protection of federal and state employment laws.
The Affordable Care Act health care reform law requires plan sponsors of self-insured plans, including self-insured plans that cover retirees, to pay fees to support medical research for seven years, beginning with plan years ending on or after Oct. 1, 2012. Sponsors of insured plans who offer employees HRAs and certain health FSAs must also pay the fees.
IRS agents are searching for violations of the COBRA rules, which require an employer with 20 or more employees to offer continued health insurance coverage to departing employees for at least 18 months after their departure.
Q: We reimburse employees for the cost of their cellphones, as well as their wireless coverage. Is the reimbursement for the cost of the cellphone taxable?
Nothing upsets your well-oiled Payroll machine more than the influx of summer hires and their paperwork. Use these tips to tame the summer hiring process.
Q: Are amounts paid for wellness programs and on-site medical clinics reportable in Box 12 of employees’ W-2s? Also, can you explain when dental and vision plan costs are reportable on Form W-2? What qualifies these benefits as “separate” plans?
It’s a frequently recurring headache for employers and the IRS: Determining whether the value of frequent-flier miles employees accumulate when they travel on business is a tax-free fringe benefit or taxable compensation. Share this latest guidance with your colleagues in the payroll department.
Wage garnishment is a tricky business for employers. To keep garnishment practices on the straight and narrow, employers must know how to make deductions and how much to deduct; what is considered disposable income; and which garnishment orders take precedence.
State laws usually require that employee participation in direct deposit or paycard programs must be voluntary. States may also allow paycard vendors to charge employees fees, beginning with the second transaction. This chart summarizes the states’ direct deposit/paycard rules. “Mandatory” means that a state allows you to make e-payment a condition of employment, if you choose. States that don’t have laws aren’t included. In all cases, contact your state labor department for the full story.