Details
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 must 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 won’t.
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. We will discuss this 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? We 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 paycheck 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 we 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.
Areas covered in this webinar:
·
Taxes—which are mandatory, which are a courtesy,
and which ones the employee controls
·
Child support—the limits but not beyond
·
Tax levies—federal and state
·
Creditor garnishments—how many can you honor and
how often
·
Voluntary wage assignments for “payday
loans”—when are they required to be honored
·
Handling fringe benefits such as health insurance
or group term life
·
Uniforms—when the employer pays for it and when
the employee furnishes it
·
Meals—when they become part of the employee’s
wages
·
Lodging—when it is part of the employee’s wages
and when is it a perk
·
Shortages—the employee came up short, so they
must cover that right?
·
Breakage—you broke it, so you have to pay for it,
legal or not?
·
Overpayments—the employee was overpaid so you can
just take the money back, or can you?
·
Advanced vacation pay—the employee knows the
vacation hours were advanced so we can take them back when the employee quits
can’t we?
·
Loans to employees: what terms can be set while
the employee is still active and what can be taken when the employee terminates
·
Employee purchases—active employees and
terminated employees
·
Anti-wage theft laws and the states
Who can Benefit:
·
Payroll
Executives/Managers/Administrators/Professionals/Practitioners/Entry Level
Personnel
·
Human Resources
Executives/Managers/Administrators
·
Accounting Personnel
·
Business Owners/Executive Officers/Operations and
Departmental Managers
·
Lawmakers
·
Attorneys/Legal Professionals
·
Any individual or entity that must deal with the
complexities and requirements of paying employees
Credits
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JIT Trainings is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities.
Vicki M. Lambert
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Live$ 155
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Recorded$ 165
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E-transcript$ 165
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Live + Recorded$ 175
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Live + Recorded + E-transcript$ 185
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Recorded + E-transcript$ 175
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Live + E-transcript$ 175
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Recorded with Copyright$ 185
