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The Compliant and Safe Way to Handle Payroll Deductions in 2017!
Handling payroll and employee wage deductions is a complex task. But payroll must get it right every time for every pay check. An employer’s failure to deduct proper taxes can invite penalties from the IRS, and making an illegal wage deduction for a fringe benefit or for collecting an overpayment can result in a visit from the federal or state Department of Labor (DOL) auditor, or both.
After calculating gross wages for an employee is accomplished, much more difficult decisions have to 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! Though everyone knows that payroll deducts for federal and state taxes, how much input the employee has concerning these deductions is another confusing area. Fringe benefits are a normal part of payroll for most employees. Deducting for voluntary fringe benefits such as health or group term life insurance is usually an easy task. But what about health insurance under a medical support order? Does that change how it is processed by payroll?
This webinar by payroll expert Vicki M. Lambert, CPP will provide answers to your many questions and dilemmas surrounding payroll deductions in 2017. You’ll understand which deductions are mandatory, courtesy and controlled by employees. The session will also discuss how to process voluntary and involuntary health insurance deduction as well as deductions for and meals/lodging, etc.
Vicki will focus on providing answers to the following questions, among others, in this informative 100-minute presentation:
- How will payroll process collection of back taxes if required by the state or IRS?
- If a payday loan deduction is received, as opposed to a creditor garnishment, how should payroll proceed, and which ones must be honored and why?
- How do I process voluntary and involuntary health insurance deductions?
- Can the cost of uniforms and their upkeep be deducted from an employee’s wages?
- Can I deduct the cost of shortage or breakage from the employee’s paycheck under state or federal law?
- 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?
- 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? Which law should I follow-state or federal?
- Can an employer recoup advanced vacation hours from the employee’s final check under federal or state law?
- How do I recoup loans and advances on wages to employees or allow purchase of items from the employer?
- Charts and examples of calculating disposable income for child support
- Calculation of take home pay for federal tax levies
- How to calculate a creditor garnishment-Explained with charts and examples
- When meals and lodging can be applied as a credit towards minimum wage
- Insights on recouping overpayments under the Fair Labor Standards Act (FLSA)
- Review of anti-wage theft laws
- Mandatory, courtesy and employee-controlled deductions
- Child support-the limits but not beyond
- Review of federal and state tax levies
- Honoring creditor garnishments
- Honoring voluntary wage assignments for “payday loans”
- Handling of fringe benefits such as health or group term life insurance
- Uniforms-when the employer pays for it, and when the employee furnishes
- When meals become part of the employee’s wages
- Handling lodging, shortages, breakages and overpayments
- Handling advanced vacation pay when the employee quits
- Loan terms when an employee is active or when the employee terminates
- Employee purchases for active and terminated employees
Who Should Attend
- Payroll Coordinator
- Payroll Manager
- Payroll Specialist
- HR Director, Manager, President, Owner and other Executives
- HR Specialist
- HR Generalist
- Office Manager
- Chief People Officer