We have employees that can work anywhere in the US. My question is, if someone works in CA, for example, where we are required to give them sick leave, and then they go to work in a different state where they may or may not be entitled to sick leave, can they carry over the hours earned in CA to the new state and use them there?
I am looking for some statistics. We pay overtime based on all hours paid (not hours worked) over 40 for the week. Therefore, if an employee works Monday - Thursday and has a vacation day (or holiday, sick day, bereavement etc.) on Friday and then works Saturday, we will pay 8 hours as overtime. We have been paying this way for 30+ years.
I know that most companies do not pay this way. We are considering a change, however, I need to provide statistical data that will indicate the percentage of companies that use 'worked hours' instead of 'paid hours' for determining overtime. Is there any such data available? I have not been able to find any.
I recently began doing payroll for my employees. I've discovered I really enjoy this type of work. I have a bachelor's in psychology and a masters in counselling.
I want to begin doing payroll for a career. What certifications or classes do I need? I have been looking at virtual classes on APA Especially the essentials for payroll, I am currently calculating everything that the course description includes. Additionally, Is it possible to do payroll for other businesses without a certification?
Thanks in advance! I appreciate any insight.
Our Vendor just made the update of the revised tax tables available to us on last week. I'm just curious when everyone else was able to implement the revised tables for your company and how are you handling employee questions regarding the changes?
Did you send out a memo stating when they would see the changes reflected on their pay check or are you just handling them individually?
An employee's FICA did not get reported for partial year 2017. I did not discover this until 2/1/18. I am now correcting the 3rd and 4th quarter's 941's using 941X. I understand it is the employer's responsibility to pay both portions of FICA/Medicare. I also read that if we need to recover the employee's portion before the end of the calendar year. That did not happen. Now at this point how do I correct his W-2? FYI - I've already sent out W-2s and reported to IRS. Working with the W-2C, If I were to add the employee's portion to the taxable wages, then the due amount for FICA goes up.....!! At this point do we ask the employee to pay outside of payroll to pay his portion or can we withhold the extra tax in payroll? Any insight on this would be awesome!! Thank you in advance.
Does anyone have a sample of the de minimis notice to employees or a sample of the form you have employees complete if they want a W2 even if it meets de minimis guidelines (Not more than $100 in earning / $25 in withholding).
I have also read it is advisable to post something for employees on the process (eg: on the Company's intranet) has anyone done so? Can you share a sample of the notice to employee or any form you have the employee sign.
As always the knowledge and guidance from people on the forum is appreciated.