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Planning on hiring? Welcome to the world of payroll decisions. We’re going over the pros and cons of paying employees by check or direct deposit.
by Payroll Systems @ Payroll Systems
Wed Dec 27 12:01:47 PST 2017
Labor Law postings in workplace areas are required in every state if you have employees on payroll in those states. For example, if your company is headquartered in the Silicon Valley or San Francisco Bay Area, but you have multiple locations across the country and have employees on payroll at each location, this applies to you! First, let’s dive into the nitty-gritty and answer some FAQ’s about labor law posters. What are labor law posters? In the state of California, each business is required by law to have compliance postings displayed in the buildings/facilities that their employees are working. State and federal labor law postings are mandatory as they cover topics like minimum wage changes and ordinances about health & safety. Where can I get a labor law poster? Full-sized and laminated labor law posters are available for purchase from the following locations: Staples Office Depot If you are in California, you can print a downloadable version from the State of California’s Department of Industrial Relations website: www.dir.ca.gov (there are specific regulations when printing directly from a government site; if you print without following those guidelines, your posters may not be compliant) If in a different state, all requiring agencies provide downloadable versions for free. However, there may be other labor law poster requirements that may not be included, and these posters are not guaranteed up-to-date. Payroll Systems offers a year-round labor law posting compliance solution that includes a new poster every year at no extra charge as part of our HR services. Our HR services also include real time telephone access to an HR expert, an e-library on a variety of HR topics, and video training tools for your employees. If you are interested in learning more about our HR services or how to obtain a labor law poster solution, contact us today by filling out the form below! Where do you display labor law posters? Labor law posters should be displayed somewhere apparent to all employees on a daily basis, such as a break room or main lobby. If you have multiple locations, then each workplace should display its own posters. What is the penalty for failing to display labor law posters? Federal and state fines are imposed by various agencies. These fines may vary. Failure to comply with posting regulations can result in fines of up to $33,486 per location (29 USC Sec.666(i) and 29 USC Sec.2005). Examples of the most common fines are: Federal FMLA $166 per offense Federal Employee Polygraph Protection Act – The Secretary of the Labor can bring court actions and assess civil penalties for failing to post. The Migrant and Seasonal Agricultural Worker Protection Act (MSPA) may bring court actions and assess civil penalties as well. For failing to post the Federal Equal Employment Opportunity is the Law Poster – You can receive a penalty that is up to $534 per violation. For failing to post the Federal OSHA poster – A civil penalty of up to $12,674 may occur. For failing to post the CAL/OSHA Poster – You can receive a penalty of up to $7,000 per violation. What if there are labor law updates mid-year? Will we be receiving new posters? Updates are very common and need to be displayed. Payroll Systems clients on HR Services are proactively sent e-updates every time a state or federal update occurs, the compliant PDFs can be easily displayed next to their posters. Make sure your poster service is providing mid-year updates. Our headquarters are in California, but I have remote employees in different states, are labor law posters required in those additional locations? If you own a business in California but have multiple locations across the country with employees on payroll at each location, you are required by law to have a labor law poster at those locations too! Make sure you have posters up at every location you have employees working. This applies to remote workers as well; electronic versions of these posters are great substitutes for your employees who don’t work in any of your offices/locations. Giving your employees access to what the labor laws are is what matters. However, electronic versions of the labor law posters are not good substitutes for the rest of the business. These posters MUST be posted up in a common area of your work space. Remote workers are permitted to receive electronic versions. Don’t forget to contact us if you want more information regarding Labor Law Posters!
Catholic Vantage Financial
Would you like to enable Direct Deposit? This is a common question employers are asking teens during the hiring process. While this question seems straightforward for seasoned employers, many teens starting their first job remain unsure how to answer the question or respond without understanding...
by Payroll Systems @ Payroll Systems
Fri Mar 16 01:00:42 PDT 2018
As your company begins to grow, managing payroll for your employees can become tiresome, expensive, and complicated! Doing your payroll in-house requires you to calculate, file and pay federal, state, and local payroll taxes accurately, keep up with changes in tax regulations to ensure you are staying compliant with the law, cut and print your own checks, and assume responsibility for any penalties associated with tax filing omissions. But don’t be discouraged – payroll is a business function that CAN, and probably should, be outsourced. Here are some advantages to outsourcing your payroll management to consider if you are on the fence: 1. It’s cheaper Save money on overhead costs. Each pay period, administering payroll involves the following tasks: Calculate employee hours, deductions, PTO, sick leave and taxes Print, sign, and distribute paychecks and stubs to employees Process direct deposits and electronic payments Prepare and submit local, state, and federal payroll taxes In addition, the employee(s) who processes the payroll is responsible for keeping up-to-date with new tax rates/laws. This is paid time that could be allocated to different areas of their job. 2. You’ll stay compliant with federal and state law There are many tax codes and payroll regulations that you need to stay on top of and understand. Avoid any mistakes and the legal responsibility of inaccurate reporting. Hiring an outsourced payroll service can help to minimize your risk of these mistakes and wrong calculations. 3. You’re supported by experts Payroll companies have a team of experienced professionals in the payroll and HR industry who are likely staying current with the ever-changing tax codes and payroll regulations mentioned above. You’re guaranteed expert advice, resources to refer to, and answers to your questions. 4. Oh, the time you’ll save! Significant labor hours are spent processing payroll and W2s – it is not a productive use of time for your business, but it needs to get done. Your human resources or accounting personnel responsible for payroll could instantly free up their time to focus on more strategic tasks by allowing a payroll service bureau to take over this part of the job. 5. Employees have access to their own information Employees are given access to their own personal information with payroll service bureaus who also have an HRIS (Human Resource Information System) product. This eliminates any delay in getting employee information they need. They can also update their information (e.g. address changes) and enroll for benefits – saving both the employer and employee time. 6. You can focus on your core business Ultimately, with the time and money saved by outsourcing your payroll, you can focus on what’s most important – your company’s mission. It’s one less thing for you to worry about! If you’re interested in outsourcing your payroll, contact us today!
New York State has new direct deposit and debit card “paycheck” rules effective March 7, 2017. Since this information is incredibly dry, here is a convenient list of highlights for you to easily sc…
On the occasion of National Payroll Week, we will try to help you understand the basics of paycheck i.e. benefits, deductions, check, and direct deposit.
by PYMNTS @ PYMNTS.com
Tue Mar 27 10:45:42 PDT 2018
Debt collectors are historically an unpopular group of people. Even the Bible has shade to throw their way. (Debt collectors, Biblically speaking, share a category with adulterers, swindlers and the unjust.) Part of that is the nature of the beast. Spending money is a good deal of fun. Repaying money is not. No one wants to […]
by Payroll Systems @ Payroll Systems
Mon Feb 12 13:37:28 PST 2018
Often, pay statement compliance is overlooked. Did you know that failure to include certain information on your employee’s pay stubs may lead to expensive class-action lawsuits? Under California law there are 10 specific items that must be included on your employees’ wage-earning statements, so your business can remain compliant and avoid any penalties. Mandatory items to be listed on a pay stub: Gross wages earned Total hours worked by the employee (unless the employee is exempt from OT) Number of piece-rate units earned, if applicable All deductions made from wages New wages earned Pay period beginning and end dates Employee’s name and last four digits of his/her SSN (employee’s identification number can be used in place of the SSN) Name and address of the employer All applicable hourly rates in effect during the pay period and number of hours the employee worked at each hourly rate How many days of sick leave an employee has available Avoid these pay stub mistakes: Not listing the employee’s total hours worked in the pay period Not including the start or end date of the pay period Leaving out the employer’s legal name and/or address Not keeping a copy of the pay stub for your records and for employee access Listing of overtime compensation, commissions or bonuses in a confusing way Leaving out an area on the pay stub for double time and any premiums that an employee was paid for a missed meal/rest period With paychecks moving to paperless, don’t forget that you must still make it easy for your employees to access paper copies! Electronic pay stubs comply with labor codes only if: Employees have a choice to receive paper wage statements at any time Mandatory items are included Employees can access their records at work using company computers or their own personal computers Employees can print them for free at work Employee pay stubs must be filed for 3 years, and former employees are entitled to printed copies upon request. Stay tuned for a follow-up post regarding penalties if you fail to fulfill these requirements – fill out the form below to receive part 2 of this series!
by admin @ CheckMark Blog
Mon Sep 04 03:45:20 PDT 2017
This blog is a part of our educational campaign on the occasion of National Payroll Week. In this blog, we will try to help you understand the basics of paycheck i.e. benefits, deductions, check, and direct deposit. Overview What is … Continue reading
The post 6 Important Things You Need To Know About Your Paycheck appeared first on CheckMark Blog.
Direct deposit allows you to have your paycheck automatically deposited into your checking account. It is the easiest way to receive your money.
Your MOVO account comes with a personal Direct Deposit Account and bank routing number that can be used to for direct deposit of your paycheck, government benefits payment, tax refunds, and other p...
by Rachel Gray @ Payroll Tips, Training, and News
Wed Feb 28 05:10:52 PST 2018
It’s easy to make mistakes, especially when you have a million and one things on your plate. One error you could make is deducting the wrong amount from employee wages. Correcting employment taxes is necessary if you withhold too much or too little from your employees’ paychecks. This article provides an overview of employment taxes […]
The post Correcting Employment Taxes: What to Do If You Withhold the Wrong Amount appeared first on Payroll Tips, Training, and News.
Square has just launched the ability for ACH direct deposits, allowing users to put their paychecks and other deposits directly into their Cash app balance. The company made the announcement on Twitter, writing “PAYDAY! Cash App now supports direct deposits for your paychecks. Give your employer the account and routing number in your Cash settings, […]
If you’re already immersed in the Square Cash ecosystem, Square is adding support for yet another new feature to the app. In a tweet today, the company announced that the Cash app on iOS now suppor…
Payroll Tips, Training, and News
If you pay some employees via direct deposit, they might ask you when they will receive their wages. When does direct deposit go through?
We can help you gain the confidence you need to make important financial decisions for you, your family or your business.
The process in Intuit is tricky – there are specific steps to follow and deadlines to meet. Here's why you cannot simply void a paycheck in QuickBooks and think that will stop it from posting to the employee's bank.
It seems like each new feature Square adds to its Cash app brings it one step closer to being a de-facto bank account for its users. Case in point, the app just rolled out support for ACH direct deposits, meaning users can now get their paycheck or other deposits put directly into their Cash app [&…
by Payroll Systems @ Payroll Systems
Wed Mar 07 08:27:25 PST 2018
So you may have heard…but if not, we have your back! The IRS released a new Form W-4 and Withholding Calculator to help employees and employers make an easy transition after the new tax law passed at the end of last year. Form W-4: What’s Different? In adherence to the Tax Cuts and Jobs Act, Removal of personal exemptions Increase of child tax credit Limit/discontinue certain deductions Change to the tax rates and brackets Employees who may need to revise their W-4: Those who are part of a two-income family Those who are working multiple jobs at the same time or have only worked for part of the year Those with children who claim credits such as the Child Tax Credit Those who itemized deductions in 2017 Those with high incomes and more complex tax returns “Following the major changes in the tax law, the IRS encourages employees to check their paychecks to help ensure they’re having the right amount of tax withheld for their personal situation,” reported Acting IRS commissioner David Kautter. Tips for Employers: Encourage your employees to use the new Tax Withholding Calculator to be assured that they are not over/under withheld in Federal taxes The 2018 W-4 Withholding Form is a 4 page document that the employee completes. It is the employer’s responsibility to make these 2018 W-4 Withholding Forms available to employees. Use your HRIS platform for a paperless W-4 revision; be aware of your employees who may need to revise their W-4 by reading the above section, “Employees who may need to revise a W-4” How do you get the new Form W-4? The new W-4 is available on the IRS website, Payroll Systems website, and built-in to InfinityHR software as part of the standard onboarding module*. *Please note: InfinityHR is for Payroll Systems clients who are using our HRIS services. For more information regarding HRIS services, please contact us today by filling out the form below! All other existing Payroll Systems clients may also contact their client manager directly.
by Payroll Systems @ Payroll Systems
Fri Jan 19 01:00:31 PST 2018
Many new laws are effective this month including the prohibition of employers asking potential candidates for hire how much their previous salary was. In job applications and interviews one of the most common questions asked to candidates is, “What was your previous salary/What is your current salary?” Salary history of potential employees helps employers determine how much the candidate will be compensated if hired. To close the gender pay gap, a new San Francisco, CA ordinance effective Jan. 1, 2018 prohibits employers from asking this question. Other cities and states have already had this law in effect including Delaware and New York City. Throughout the next two years, Massachusetts, New Orleans, Oregon, Philadelphia, Pittsburgh, and Puerto Rico will also join in. How does this have any effect on gender you might wonder? If a woman is paid less than her men counterparts doing the exact same job and a new employer bases her new salary on her prior salary, gender discrimination is perpetuated. The law bans the act of asking prior/current salary verbally, in-writing, or by a third-party agency. However, if the candidate voluntarily offers this information, the employer can use this information to determine how much the new hire will be compensated. In addition, employers must provide a salary range to job seekers who inquire about how much money the vacant job will be paying. This new law signed by Governor Jerry Brown back in October 2017 is applicable to all public and private sectors in the state of California. Some advice to employers to ease your way into this new law: Make revisions to employment applications to remove any questions that allude to asking candidates about their prior salary Make adjustments to your screening and interview processes to ensure questions about salary history are eliminated Train your hiring managers how to properly respond to requests for pay scale information and voluntary disclosure by the candidate of their previous salary Have pay scale information ready to provide to applicants when requested. To stay up-to-date with new laws that may directly impact your business, fill out the form below!