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.
Q. We pay most of our employees’ wages and salaries via direct deposit. Last week, two checks for the same pay period were deposited into an employee’s account. Can we legally have the bank withdraw the extra funds from the employee’s account?
Q: An employee has taken a second job with our company on a part-time basis. Would our reimbursement of his travel expenses from his first job to our workplace be a tax-free reimbursement, or a taxable commuting expense?
Round out your summer schedule by making time to perform these general payroll maintenance chores and early year-end tasks:
Question: The cost of health insurance premiums paid by an employer on behalf of 2% S corp shareholders is reported in Box 1 of their W-2s. Must we withhold federal income taxes on this amount, or can we report it without withholding taxes?
With summer heat setting in, you may be tempted to run through the sprinklers. But before you slip off your sandals, consider tackling these general payroll maintenance tasks. Getting things in order now also makes for a smoother year-end process.
The IRS has extended its pilot program under which filers of the Forms 1099 series of information returns may truncate the first five digits of payees’ Taxpayer Identification Numbers (TINs) on payees’ paper copies.
Q. Our nonsupervisory, hourly employees punch in using a time clock. Our supervisors write timecards. Is this dual method acceptable or could it lead to legal trouble?
Studies show that workplace stress has increased over the past several years and that productivity can drop if employers don’t address the problem. Here are just some of the issues likely stressing your staff—along with suggestions on how HR can help.
Not every employee is suited to promotion—something that may not become clear until far into the process. That’s why smart employers set reasonable expectations for training success and remain prepared to demote those who don’t make the cut.
Under the law, an employee who takes FMLA leave is entitled to return to the same position he or she held when leave started or to an equivalent position. However, there are situations when employers can refuse to reinstate workers returning from FMLA leave—but only under limited circumstances.