- David Warren
- Last Active
- No Roles
Unless the rules have changed you CANNOT deduct the overage. Both sides are legally supposed to have an insurance risk.1
I am more of a payroll person, but HRIS is used for many, many things. One possibility is that your provider(s) of health coverage require this information. A while back I was part of the implementation of the newest HRIS system, which had around 1,000 fields, maybe several dozen of which had anything to do with payroll. We had something like 3 different termination date fields, depending on what it was being used for.(last day worked versus last day of benefits... that sort of thing).1
I do not remember the exact dates the laws were passed for things like direct deposit, 401(k), and Section 125, but I remember my employer implementing all of them in the 1980s and we were a fairly early implementer. Before my time, but if we were talking 1960 or so, we are talking largely cash only, no checks. I actually did temp work at a cash only place in the 1970s. Payroll issued a slip and the employee would take it to a different floor to cash it, Anyone who did ADP way back when might remember a "cash page" spelling out exactly how much currency you needed.3
Stay out of OH. Along with PA these states are Payroll Hell.3
Glad I have missed that one. [bleep happens]. If it happens more then once, then someone gets fired. Maybe the payroll manager. All employers have problems, although not usually the one the last poster mentioned. First time it happens, you can plead ignorance. 2nd and 3rd times the plea is stupidity and that gets old quickly.
My last employers had a lot of visa people. Which is fine. But visas expire. They change types. When these things happen, tax requirements change. In a perfect world, HR would keep track of such things and follow up. I have never lived in such a world. Payroll did the following up on visas, not because it is normally a payroll function, but because HR's mistake becomes payroll's major problem. That happens enough times, you take the weak link out of the loop.
Same thing with deductions. If HR is not competent to handle deductions, talk to Very Senior Manager and get someone else to do it. But this notion that it is payroll responsible that an error was made 18 months ago, neither the employee or HR caught it, that payroll did EXACTLY what they were told to do and it is somehow payroll's fault leaves me very cold. If you are going to make me clean up your messes, give me the staffing to handle the front end and avoid the mess in the first place.3