We are experiencing unprecedented times, and the COVID-19 situation is changing our daily life rapidly. The coronavirus began in Wuhan, China but has reached the United States and overall 180+ countries.
The effects of the pandemic are being felt around the world. While most individuals will recover without complications, the disease has caused multiple deaths around the world. Kindly check the real time tracker below.
In June 2019, various entities of the Federal government namely the US Department of Labor, Health and Human Services and the Treasury unveiled the Individual Coverage Health Reimbursement Arrangement (ICHRA). This new health reimbursement arrangement will be available to businesses from January 1st, 2020. ICHRA is based on the expansion of the Qualified Small Employer Health Reimbursement Arrangement (QSEHRA).
On October 8th, the Department of Labor proposed changes to tip regulations under the Fair Labor Standards Act (FLSA). The aim of these changes is to simplify the rules concerning tip credits and bring more employees under the category that can receive tips. As per the provisions under this rule, for the first time, back-of-the-house workers could see their wages rise as they would be included in tip pools.
There are various choices that you need to make in the process of starting a business, and one of the most important ones is the type of business entity or structure that you select for your company. The type of business entity you choose will have a direct implication on the amount of tax you need to pay. Also, this will have implications of the quantum of paperwork your company is required to do, the personal liability you face, and it even affects your ability to raise money.
If you are drawing a salary that includes various benefits that are non-monetary in nature, then you may have to do some additional work while calculating your tax liabilities. These non-monetary benefits that you draw as a part of your package are known as fringe benefits or imputed income. Here are certain things you need to know about imputed income and what are the tax implications of the same.
Form W-4 is going to witness substantial changes in the year 2020 and if you are planning to start a new job in the coming year, the Form W-4 that you will fill out will look a lot different compared to those you filled previously. The IRS is all set to introduce a new W-4 form for 2020 that eliminates withholding allowances. The rationale for the change is to make the W-4 form simpler to complete and to make it easier for the employees to accurately convey to their employers the amount of federal income tax that needs to be withheld from their paychecks.
‘Employment at will’ implies that an employee can leave a job whenever they want for any reason and employers are at the liberty of terminating an employee for any reason without any notice or cause. The main purpose of at will employment is to prevent wrongful termination and to reduce the occurrence of employment lawsuits between employees and employers.
As per the various regulations enacted by federal authorities, employers are required to retain the various records pertaining to the employees even when the employment relationship has ended. The duration for which these employee records need to be retained varies as per the nature of the records retained. These records need to be stored in a secure location and for some of the records, there are various state laws also applicable and these have to be kept in mind before the destruction of employee records.
A W-4 form is an important form related to tax that has to be submitted every time one starts a new job. It is officially known as Employee’s Withholding Allowance Certificate and this form gives information to your employer about how much federal income tax needs to be withheld from your paychecks. An important implication of filling out the W-4 form is that it directly affects the net pay of an employee. Let us now explore how the form W-4 needs to be filled stepwise.
The Tax Cuts and Jobs Act (TCJA) was passed in 2017 by Trump administration and it has been more than a year since this act became a law. It has been widely claimed by the proponents of this law that the tax cuts this law brings into force will pay for itself by stimulating the American economy. However, as per a Congressional Research Service report, the TCJA had little impact on the overall economy of the US in the year 2018. The findings of this report came as a little surprise to several independent analysts who had predicted that the law would have a negligible economic impact.
With today’s interconnected economic system, where the workforce is highly mobile, it is necessary for employees to travel to various states in the country as a part of their jobs. Presently, employees who travel to various states other than their state of residence as a part of their work must face a complex tax regime and a maze of complicated paperwork. This is because the employees are legally required to file an income tax return in every other state that they have visited, even if for a single day. This is in addition to filing federal and resident state income tax returns.
In order to understand fully the amount of compensation that an individual is getting on every paycheck, it is necessary to understand the kind of payroll deductions that are done. Knowing the payroll deductions and why they are done is important to fully understand the compensation that one is earning. There are two types of payroll deductions, mandatory and voluntary. It is required to be knowledgeable about these deductions to satisfy the questions regarding the compensation and the net earnings.
The Equal Employment Opportunity Commission (EEOC), a federal agency, is entrusted with the responsibility of enforcement of the laws that are related to eliminating discrimination at the workplace. The EEOC is responsible for the investigation of charges of discrimination and makes attempts with the employers to settle such cases if the charges are proved to be correct. If the employer refuses for a settlement, the EEOC may in certain cases on behalf of the individual who has suffered workplace discrimination file a lawsuit against the employer.
In the eyes of HR administrators, the task of maintaining time records is quintessentially transactional. But its impact on gauging the performance level of each employee and taking timely corrective measures is undeniable. It further shines in the light of more importance due to other benefits.
Though payroll is an integral part of the functional schema of all the organizations, not many hold a mastery over the task itself. Complex and ever-expanding nitty-gritties of payroll are complex enough to bewilder a person. It is perfectly reflected in the fact that almost 33% of employers are paying billions of dollars in fines each year due to payroll processing errors. And the majority of fines are due to incorrect payments made to employees. Before you run a payroll system, thus, it's of utmost importance to understand taxable wages and ways of calculating them.
As business and technological landscapes are changing with each passing day, the existence of legacy payroll system is surprising. The survey conducted by Kronos found that almost 30% of respondents are using systems that are more than 10 years old. What is more alarming is 50% don't track and report on key performance indicators in their payroll functions. Companies' reluctance to switch to newer and better payroll systems generally stems from a risk-averse nature. As put forward by Mollie Lombardi, CEO of advisory and analyst firm Aptitude Research Partners, Payroll touches everyone in the organization; and there's a belief [that] a system change needs to be as painless as possible.
Under the influence of the ever-rotating wheel of globalization, it’s all-too-common for organizations to operate in multiple locations. Then those operations can be in different cities across a single state or various states across the country. However, with each growing footstep comes much more complex obligations and responsibilities. And by far the stringent one is the multi-state tax compliance. The real problem with multi-state payroll compliance emerges from the fact that the rules you follow for your home state may not be the same as the other states where you do business. Every state has different payroll standards and tax structures.
As the amount of data is growing, so are the ways of data misuse and data theft. It automatically calls for an ever-evolving mechanism to ensure data protection. A recent implementation of the General Data Protection Regulation (GDPR), an update to the current regulation which will replace the Data Protection Act 1998, is a step precisely in that direction. The regulation mandates that businesses should protect the personal data and privacy of EU citizens for transactions that occur within the EU. All companies who process the personal data of individuals operating in the EU will come under its ambit. And failure to comply can weaken the financial muscles of organizations.
Though handing out some sort of remuneration for the work done is as old as civilization, modern payroll structure is like a constantly evolving organism. It gets shaped by changing tax rules and regulations, data prevention policies by multiple countries, social setups, employee needs, and payment modes that may vary from company to company. As such, keeping an eye on payroll trends can hold a significant importance in peeping into the future and augmenting yourself accordingly. But for many companies, payroll may not be the area where their specialization dwells. To aid them in mitigating this weakness, we have come up with the future shaping payroll trends which will soon become norms.
The entire concept of payroll appears to be deceptively simple for an outsider, as it basically denotes a process by which an employer pays an employee for work performed. But just a little scratch on it will reveal that it’s not just about signing a check and sending it to the concerned people. There is much more to it. An employer has to ensure that the proper taxes are withdrawn from each paycheck and that those funds are going to the right government agency at the right time. A slew of complicated tax forms must be properly filled out before deadlines expire.
Although many companies prefer processing payroll internally for more convenience, they ultimately lack the proper knowledge of the payroll procedure, which leads them to late payments and monetary penalties. Therefore, choosing an experienced payroll service provider can ease your mind.
An outsourcing payroll is an option being adopted by more and more businesses these days, offering a valuable alternative to in-house processing. As a business owner, one knows that payroll is an important part of doing business and hence, choosing the right provider, for the right reasons, will streamline the process.
As an employer, payroll taxes are the state and federal taxes required to be paid/withhold on behalf of your employees. It is a self-assessed, state and territory tax imposed on businesses in the U.S. The payroll tax rates and thresholds are subject to vary between states and territories. Employers are responsible for calculating the payroll taxes and sending the money to the respective government agencies. Some of the payroll taxes are paid by the employees, which are deducted from workers’ paychecks while other payroll taxes are paid by employers, not employees.