Ineffective payroll management and shoddy payroll systems can result in personal liability (including JAIL TIME) for non-compliance.
Business Management Daily helps our readers with information on payroll processing and tips on timesheets that will help you to implement payroll programs that pay off.
Winter presents unique challenges to the non-SUV-owning public, who become absolutely mortified when a glance in the rear view mirror reveals one of those behemoths staring down their bumpers. It’s equally challenging for Payroll to construct viable pay policies when employees leave early, arrive late or just bag it due to snow or other weather emergencies.
In the hustle and bustle of year-end, even seasoned pros can overlook critical items. But you overlook W-2 formatting and filing errors at your peril.
Year-end Payroll duties can keep you from enjoying this holiday season. But it doesn’t have to be that way, if you get through these year-end duties.
The penalties for failing to file Forms 1099-MISC correctly and on time aren’t chump change anymore. Beginning with forms filed next year, the penalties jump to $50 from $30, and that’s only if you manage to file correct forms within 30 days of your mistake. Penalties leap further, the longer you wait to file correct forms, which puts a premium on good year-end prep. Here’s what you need to know for the upcoming 1099 filing season.
Q: “Can the company legally assess an administrative fee to employees who have been issued a corporate credit card and have been told in writing that the card is to be used for business purposes only, yet continue using it for personal purposes? It means the accounting department must adjust their regular paycheck to deduct the monies used for personal expenses.” – MK, Oklahoma
Here's your monthly guide to critical payroll due dates.
The closest office managers usually get to Payroll are their own paychecks. But beware. A federal trial court has ruled that an office manager was personally liable for 100% of her company’s undeposited payroll taxes, to the tune of $2.9 million.
Employers on the bubble of employing 50 full-time employees, and thus being subject to the play-or-pay requirements, may be looking for a strategy to ensure that they’re ACA compliant. One strategy that’s popped up on the Internet is forcing employees into the plan.
Are health deductions required deductions for garnishment? And must we tax employees who are paid to forgo health benefits?
First, the Department of Health and Human Services created a minimum value calculator that omitted inpatient hospitalization services. Oops. Then, the IRS issued guidance that concluded that in order to provide minimum value, group health plans must cover substantial inpatient hospitalization and physician services, or both. Proposed regulations were promised, which the IRS has now released. The regs also provide a detailed effective date.