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As payroll professionals we get in the trap of keeping up with running regular payroll runs, remitting and reporting taxes to federal and state agencies and just staying compliant. This can lead to missing the bigger picture of running a smooth payroll operation. Practices a company can put into place to make the payroll process more streamlined, that allows departments to be more proactive then reactive.
Our expert speaker Dayna Reum will provide the participant the tools to be able to better review specific processes and see how new innovations can improve the payroll process. Some improvements as simple as increasing direct deposit participation but can be as complicated as vendor management. This webinar will also review best practices for looking for requesting new vendors and implementation of new vendors.
In payroll we calculate the gross wages of an employee by meticulously following strict regulations on what must be or must not be counted as hours worked and taxable income. We pay the employee their net paycheck only by the payment method that is permitted. But what about in between? When it comes to deducting from the employee’s gross wages to achieve the net income are you also adhering strictly to the rules?
After calculating gross wages for an employee is accomplished, much more difficult decisions have to be made. What must an employer deduct from an employee’s wages? What can be deducted legally? What can never be deducted? These questions and more must be answered correctly before processing that paycheck. And if this is the employee’s final check…the rules may change! Handling deductions is a complex task that payroll must get right every time for every payroll check. Failure to deduct the proper taxes could result in penalties on the employer from the IRS, but making an illegal deduction for a fringe benefit or for collecting an overpayment can get the employer a visit from the federal Department of Labor auditor, the state department of labor auditor or both! Sometimes the federal government will allow the deduction, but that certain state will not.
Of course, everyone knows that payroll deducts for federal and state taxes. However, how much input does the employee have concerning these deductions? This will be answered in this webinar. Which taxes are mandatory, which are a courtesy and which ones the employee controls will be explained during this webinar. If the IRS or the state wants payroll to collect for back taxes; how is that processed? What does payroll do if a “payday loan” deduction is received as opposed to a creditor garnishment? Which ones must we honor and why. This will be discussed during this webinar.
Fringe benefits are a normal part of payroll for most employees. Deducting for voluntary fringe benefits such as health insurance or group term life can usually be an easy task. But what about health insurance under a medical support order? Does that change how it is processed by payroll? Expert speaker Vicki Lambert will discuss processing voluntary and involuntary health insurance deductions.
Many employers require their employees to wear uniforms for work. Can the cost of the uniforms and their upkeep be deducted from an employee’s wages? What about cash shortages or breakage? Can I deduct the cost of shortage or breakage from the employee’s pay check under the state or federal laws?
Some employers offer meals and lodging as part of the employee’s work contract. What can be deducted from the employee’s paycheck for employer provided meals and lodging and can this be used as credit against the minimum wage paid?
What if an employee is overpaid? Can the employer simply deduct the overpayment from future payments or does the employee have to agree to the deduction in writing? Does the federal law differ from the state law in this area and, if it does, which one does the employer have to follow?
Many employers advance vacation for their employees to ensure that all employees are rested and working at peak efficiency. But what if the employee takes their vacation in advance and then leaves the company? Can an employer recoup advanced vacation hours from the employee’s final check under federal or state laws?
Many employers give loans, advances on wages to employees or allow employees to purchase items from the employer. We will discuss how these can be recouped or repaid if the employee stays or if the employee terminates.
In this webinar expert speaker Vicki Lamber will discuss what can and what cannot be deducted from an employee’s regular paycheck as well as their final one. Failure to follow the regulations pertaining to employee wage deductions can result in substantial penalties and interest.
The Department of Labor takes investigations of Wage and Hour violations very seriously! In recent years, agency-initiated investigations have increased dramatically. In FY2019 alone, agency-initiated investigations found violations that resulted in fines and penalties in excess of $322 million!
Civil lawsuits for Wage and Hour violations are always a threat to business. Penalties have been so severe that they have shaken the financial foundations of some of the world’s most successful companies.
Join Vicki M. Lambert, CPP for this information packed webinar and get the information you need to help protect your company from financial jeopardy!
This webinar concentrates on federal and state wage and hour requirements that must be followed in the payroll department. Areas of discussion include calculating overtime, travel time, minimum wage, posting requirements, meal and rest periods, how often an employee must be paid and by what method and paying terminated employees.
By the end of this webinar the attendee will have:
Employees can be overpaid in even the most well-managed payroll department. Yes, it does happen when mistakes are made but it isn’t always the result of an error. Perhaps the employee received a sign-on bonus but did not stay for the required length of time. Or the employee was on advanced vacation but is now terminating before he or she has fully earned the time. No matter the reason, overpayments can and do happen and must be handled properly. The first questions that usually arise relate to IRS regulations. What is required if the overpayment occurred this year? But what if it occurred in a previous tax year, does that change the rules? Are the rules different for federal income tax than they are for social security or Medicare taxes?
Recouping overpayments is also much more complex than just adhering to the IRS code! Wage and hour law compliance must also be honored when dealing with overpayments. Before the payroll department even needs to determine IRS requirements they must first determine if recouping the overpayment is even legal under the FLSA. Issues such as exempt employee status, minimum wage, and overtime rules for non-exempt employees must be considered when recovering overpayments from employees.
And of course, the overpayment did not occur in a vacuum when it comes to state laws. Each individual state may have its own compliance issues involving wage and hour laws! Is there a time limit for recouping the overpayment in that state? Does the employee have to be notified in advance before the deductions can begin? Or does the state just say NO! to the whole process?
During this information-packed webinar, Payroll expert speaker Vicki M. Lambert, CPP, will:
Who Should Attend
|Jun 01, 2022||Payroll Deductions in 2022: What Can and Cannot be Deducted from an Employee’s Wages||90 Mins||$199.00|
|Apr 06, 2022||Payroll Overpayments: Handling them Correctly in 2022||90 Mins||$199.00|
|Feb 10, 2022||Employee Working from Anywhere…Compliance Issues That Must Be Resolved||90 Mins||$199.00|
|Dec 08, 2021||Preparing for Year End 2021 and Year Beginning 2022||90 Mins||$199.00|
|Oct 14, 2021||Are You Ready to Handle Unclaimed or Abandoned Wages in 2021||90 Mins||$199.00|
|Oct 01, 2021||Payroll Boot Camp 2021||300 Mins||$499.00|
|Aug 12, 2021||Payroll Deductions in 2021: What Can and Cannot be Deducted from an Employee's Wages||90 Mins||$199.00|