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Payroll Management

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.

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As if being liable for retaliating against an employee for filing discrimination charges wasn’t bad enough, a federal appeals court has ruled that an employer must also compensate the discriminated-against employee for the extra taxes that are due on a lump-sum back pay award by grossing it up.

The short-term government spending bill, signed Feb. 9, picks up some 401(k) provisions that were stripped from the Tax Cuts and Jobs Act, and provides more disaster relief to the victims of the California wildfires.

Here's your monthly guide to critical payroll due dates.

The IRS has now concluded that fixed indemnity plan benefits are fully taxable if the average amount employees receive predictably exceeds their after-tax contributions.

Some employers will soon be able to avoid the hefty penalties and double damages that usually result when the government discovers violations of the Fair Labor Standards Act.

The Department of Labor has announced the 2018 inflation adjustments to penalties for violations of the Fair Labor Standards Act, the FMLA and ERISA.

Day-of-rest laws, guaranteeing employees a day of rest on “the seventh day,” have been around for a long time. Under the old blue laws, that usually meant Sunday. But what does it mean now, when workweeks can begin and end on any day of the week?

At the end of the regular season, come NCAA tournament time, college basketball teams don’t want to be on the bubble—maybe in The Big Dance, maybe out. Payroll pros don’t like being caught in the middle either. Take care of these items now to stay in control of your own destiny at work.

Of course you want the latest business tools for your department—things like new computers or payroll software. But other departments want new things, too, and there’s only so much money to go around. The best way to bolster your chances of getting what you want is by preparing cost projections and knowing the proper lingo as you make your case.

The IRS’ Small Business/Self Employed Division enforces the withholding rules for all businesses, regardless of size. So the advice flowing to and from SB/SE employees is especially meaningful. Here are digests of some recently released guidance documents.

Postage downloaded from the internet isn’t enough to prove that you timely mailed something to the IRS or a court. You must also prove that your package would have been delivered no later than a package bearing United States Postal Service postage.

There are three potential filing dates that apply to your 2017 Forms 1099-MISC. The IRS now says all those forms should have been sorted. If they weren’t, you may be subject to a failure-to-file penalty.

Qualified small employers that offer health reimbursement accounts, but no other major medical plan to employees, don’t have to worry about the Affordable Care Act’s excise tax on group plans that don’t meet the market reform provisions. But contributions may be taxable and subject to withholding.

Name/SSN mismatch: Short circuiting a creditor garnishment ... Are we allowed to deduct for lost security badges?

It’s in the company’s interest to prevent employees from passing their germs around. You can encourage employees who come down with the flu to stay home, but you must stay within the guidelines set by the Fair Labor Standards Act.
The IRS is extending the time you have to provide employees with Forms 1095-C/1095-B to March 4, 2019.
Panicky phone calls to the Payroll department from employees who lost their original W-2s are about as predictable as the sun rising in the east. You need a strategy for dealing with the reissued W-2 process.
The earlier you fix errors on your W-2s, the less you’ll pay in penalties to the IRS.

Here's your monthly guide to critical payroll due dates.

The IRS is just now getting around to sending out penalty notices to applicable large employers that didn’t offer 70% of their full-time employees affordable group health insurance that provided minimum value during 2015.

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