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 over payment 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 federal and state taxes.
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 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 over payment 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.
Why you should attend:
In this webinar, we will discuss what can and 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.
Who should attend:
$199.00 – $389.00