Successful Payroll Management

Any business owner that has employees, knows that payroll can be a complicated task to manage. Moreover, it can be downright frustrating if you are not sure exactly where you should begin. Yet, successful payroll management does not have to be a chore. Further, you can find significant advice relating to successful payroll management online.…

Any business owner that has employees, knows that payroll can be a complicated task to manage. Moreover, it can be downright frustrating if you are not sure exactly where you should begin. Yet, successful payroll management does not have to be a chore. Further, you can find significant advice relating to successful payroll management online.

Did you know that there are associations that can guide you in the proper direction in terms of successful payroll management? For example, the American Payroll Association provides a website that addresses myriad issues relating to the payroll process. They also provide information to individuals interested in a career in payroll management. Individuals visiting the site can learn about the basics of payroll.

The Internet has made learning the fundamentals of payroll a far simpler process than ever before. With the advent of the web, information is easily accessible to business owners everywhere. Now, you do not have to spend hours on the telephone ordering publications only to find that you ordered a publication that is not at all helpful in addressing your payroll questions. Instead, you can now easily access such publications from your office or home and scan them for the information you require, which may be direct depositing, federal and state taxes, federal and state garnishment complaints, hourly wage laws, and much more. So, there is no waiting for the mail to arrive, only to find yourself completely frustrated and lost, rather the information you seek is often just a click away.

By visiting associations that deal with teaching successful payroll management, you can get yourself involved in various seminars. By attaching seminars, you can learn about significant issues pertinent to successful payroll management. For instance, you can learn about garnishments and how they apply to the payroll process, tax compliments associated with payroll, and even learn about professional payroll services and how they work. Finally, there are even audio seminars available if you are unable to attend in person. If you prefer, you can easily find listings of the latest conferences that are planned relating to payroll issues.

On the other hand, if you are seeking pay resources, the web will provide you with a wealth of information. You can find accounting software that will make payroll management easier for you, reliable accountants who can help you manage your business payroll, tax attorneys that can assist you with all of the complicated tax laws in your state, and information on how to conduct payroll processes electronically. A simple search engine search will have you mastering your payroll management in no time whatever.

Getting Your Kid Off The Payroll

Do you have a recent college graduate who is unemployed, or if they are employed, dislikes and maybe even hates their first job? Well, do not feel bad, because by all estimations, at least half of all recent graduations are either unemployed or underemployed (working a job that does not use either their education or…

Do you have a recent college graduate who is unemployed, or if they are employed, dislikes and maybe even hates their first job? Well, do not feel bad, because by all estimations, at least half of all recent graduations are either unemployed or underemployed (working a job that does not use either their education or their ambition). It's difficult deciding who should feel worse, our kids or us.

The children of baby boomers (our kids) are going to college in record numbers. There are more applicants to American universities today than at any time in our country's history. There are also record numbers of foreign students flocking to American universities taking up a limited number of seats. Our college track and soccer teams have very talented South Americans, our swim teams include world class Australians and the University of Colorado's entire ski team is European. As a result of this growing imbalance of supply and demand, the price for each college seat continues to rise.

When you and I went to college, the monthly cost was equal to a car payment. Today it is a mortgage! I have three kids all heading to private universities. The average cost of one year of private college is approaching $ 40,000. State schools are quickly approaching $ 20,000. Today, it's not just a diploma, it's about the “campus experience” with multi-million dollar student centers, laptop computers, cell phones, cars on campus, semesters studying abroad, and semester breaks in the Bahamas. In my next life, I want to come back as one of my kids!

As our children near graduation (in four or more years), we hope that they get what we paid for – a good job with a good future, because we want our kids to be happy and successful. But, what do you get from a college for that $ 80K – $ 160K education. Well, you get the right to put “_______ university” on the rear window of your car and the privilege to brag about your child at parties. You get a child who learned a lot about social life, living on their own (financed by you), and a child who hopefully graduates with a degree in their major major in four years.

Now what do not you get for your college tuition? You do not get a child with a job, and you do not get any long-term career strategy or guidance. You have to do that yourself. That's because they do not teach Career Management in college. They do not teach you about life, how to decide what job is best for you and how to get the job that is best for you. They do not teach you how to perform in your job, how to deal with peers or a difficult boss, or how to ask for a new job assignment. They especially do not teach you how to lead or how to handle the adjustment to the culture of a new organization. They just do not do any of this stuff. Why? Because they do not have to. It is a seller's market and they are the seller.

As the cost of college goes even higher, you will hear about creative job help programs being supported by universities. However, colleges have only so much money for career programs, and it will never be enough to adequately support every student. Let's face it, after graduation, you are on your own. So, you and your child have to take control of the situation.

If you are one of the millions, yes millions, of baby boomers who has an underemployed and unhappy college graduate, you need not be ashamed. But, you do need to take action. Not the kind of action you may have taken when your child was 12 years old, and you did it for them. You need to help them help themselves. If you want to get your kid off the payroll and on the way to personal satisfaction and happiness, you must do the following 3 things:

1. Let them know you understand their challenge. Hey, despite being a little bit spoiled, your child is undergoing one of the most significant transitions of their life. Without judging them, start having discussions (listening much more than speaking) about the difficulty of leaving the college life and the support community and 4 year predictable life they left behind.

2. Help them help themselves. They must find their own goals and motivation. Encourage them to articulate and gradually commit to short and long term goals that really motivate them. Encourage them to visualize what they want their future to look like. Then ask them to decide how committed they are to achieving their goals.

3. Help them develop a plan of action towards achieving their own independence. Help them develop a plan of action aimed at achieving professional satisfaction and personal independence. There is a host of responsibilities that they must accept, but building and gradually executing an action plan is the only way to start.

These 3 steps are meant to be executed over time, but with conviction by both parent and child. You do not want them being dependent on you forever, and believe me they do not want to be, either. So work together but start work today.

Employee Management Using Right Type of Payroll Software

There are many different types of payroll software that you can buy to help you manage the payroll of your company. These payroll software packages are even further broken down into the specifics of your company. For instance, if you have a company that is a part of the entertainment industry you'll want to have…

There are many different types of payroll software that you can buy to help you manage the payroll of your company. These payroll software packages are even further broken down into the specifics of your company. For instance, if you have a company that is a part of the entertainment industry you'll want to have a payroll system that keeps track of the information that is unique to your industry. You'll need a payroll software that will keep track of union information, meal penalties, and credits. The software that you use will calculate time sheets according to industry standards, including hours worked, any advances, or other adjustments. From these timesheets you'll be able to see exactly how much each employee is paid. From there it's up to you to pay your employees.

If you have a large company, or you just do not feel confident, you can hire a payroll service to calculate all your payroll information for you. This may cost you a bit more than if you do the work yourself using payroll software, even if your company is large enough that you may find that the hours spent inputting payroll information simply takes you too long to do yourself. Both options are viable for you and your company and will give you the accurate payroll results that you need to correctly pay your employees and to keep the precise records that you need to keep.

One thing to keep in mind when you're using payroll software: if you're going to have the software installed on more than one computer you're going to have to make sure that you have more than one license for the software. This may cost you a bit more in the initial startups costs but in the long run could be more beneficial if you want to be able to enter payroll information on more than one computer.

Payroll – ADP, the Leader in the Field

In this second of a series of articles on payroll, we're going to cover one of the largest payroll processing companies, as well as one of the oldest, in our history. ADP pretty much invented payroll processing. Today there are many competitors but ADP still ranks at the top of the list. We're going to…

In this second of a series of articles on payroll, we're going to cover one of the largest payroll processing companies, as well as one of the oldest, in our history.

ADP pretty much invented payroll processing. Today there are many competitors but ADP still ranks at the top of the list. We're going to look at some of the services they offer and how they work.

First of all it needs to be pointed out that ADP is an outsourcing company. In other words, instead of having your payroll processed in house it is sent to ADP off site and they process it for you. So, just how does this work?

Actually, ADP offers two distinct solutions.

The first one is outsourcing your payroll. The company supplies ADP with all their employee records and from those records ADP processes your payroll. Either ADP sends the checks to you, or they make them available for you to get, through your electronic electronic printing program, which they provide. However, if you should choose to have ADP do it all for you they will provide the payroll system, the network connections, data management center, and complete IT support. All you need to do is distribute the checks after they are delivered.

But ADP does not stop there. For companies that want to handle their own payroll but do not want to be responsible for all the technology that goes with it, ADP offers what they call ADP's Payforce. This is a strategic solution that offers a combination of outsourcing benefits and an internal Internet solution. This is a very low cost solution that many companies use.

Basically the way Payforce works is as follows. All the payroll records are kept in ADP's internal database systems. The company accesses these systems through a simple Internet connection. Through this connection, they can access pay records, processing and a variety of reports. This service is available anytime from anywhere. The design of the system itself has been made simple enough to be intuitive so that minimal training is needed for persons in the Human Resources department to use. The system makes payroll data entry easy and fast. The system also includes payroll review, custom forms, effective dating, an employee transfer agent and multi level reporting.

ADP will also guarantee data integrity with this system. While no computer system is 100%, ADP has had a long history of reliability and millions of companies world wide feel confident in their service.

Also of great importance is ADP keeping up with the latest payroll regulations on a daily basis. A company is guaranteed that their payroll will be processed accurately and according to federal and state regulations.

The third solution ADP offers is your own Windows based billing processing system, where you process your payroll in house, and are in complete control.

Whatever solution a company chooses, ADP has built its reputation of many years of outstanding service and a company can be assured that this service will continue for many years to come.

Payroll – More Than Just Paying Money

Payroll. If you ever worked at a company, large or small, the best day of the week or month, depending on company policy, was payday. For some, it's the only reason they even go to work but payday is more than just digging into a box and pulling out a fistful of money to give…

Payroll. If you ever worked at a company, large or small, the best day of the week or month, depending on company policy, was payday. For some, it's the only reason they even go to work but payday is more than just digging into a box and pulling out a fistful of money to give to the employees. Payroll management is actually a fairly complex process that can easily be screwed up at any one of various points along the way.

Payroll actually starts with the employee signing up with the company. At this time the employee fills out a W4 statement that reflects to the company one of possibly several options. For starters, it indicates how many contributions the employee wishes to claim in calculating his paycheck. The more discounts the less money that's taken out. Some employees claim zero discounts in order to have more money taken out now, so that later on when tax time comes either or either pay less tax or maybe even get a refund.

Employees, at the time of employment, may also indicate if they want to have money taken out for stock options, IRAs, pension plans or a number of other items. Some of these may be mandatory, some optional.

Then of course there are other discounts that have to be credited for in person's paycheck. There is federal tax, state tax, disability tax, social security tax, and depending on where you live, local and other miscellaneous taxes. Some professions, like teachers, have union dues that have to be paid. The total number of deductions will of course vary from state to state and company to company.

After all this is done, the employee is of course given a pay rate, which can either be an hourly, weekly or a yearly rate, which would then be broken down into pay periods. Some companies pay weekly, some bimonthly and some monthly.

Finally, after all the charges are accounted for, when the pay period arrives the employees need to be paid. Again, this is not done by reaching into a box and pulling out a wad of cash. With all the complicated calculations required to compute a person's pay, this usually becomes too much for any one person at a company to handle, unless it's a very small company. For this there are payroll processing services.

In the United States, probably the most popular payroll processing service is ADP, which has been in business for over 50 years. They were the first and are still the best. Basically what they do, and we'll go into more detail in a future article on ADP themselves, is take all the company information on each employee, do the necessary calculations and then cut a paycheck for each employee or if they choose, have the money deposited directly into their bank accounts. This assures the most accurate processing of each person's paycheck.

In the next article in this series we'll discuss ADP specifically, since they are the largest and the best, and cover the services they offer in detail.

Payroll Taxes

If you have employees, you are liable for payment taxes. This is a term that lumps all the different forms of employment taxes into one category known as “payroll tax”. In reality, payroll taxes encompass Federal and state income tax withholding, social security and Medicare taxes (also known as FICA), Federal unemployment tax (FUTA), as…

If you have employees, you are liable for payment taxes. This is a term that lumps all the different forms of employment taxes into one category known as “payroll tax”. In reality, payroll taxes encompass Federal and state income tax withholding, social security and Medicare taxes (also known as FICA), Federal unemployment tax (FUTA), as well as any state and local unemployment taxes assessed. Payroll taxes are deducted each pay period from an employees gross pay. The remaining money distributed to the employee is what is known as “net pay”.

Along with any taxes deducted from an employee's wages, there is a social security and Medicare liability incurred by the employer. You must match the social security and Medicare amounts withheld on each employee. This is the employer paid contribution. Until recently, most employers reported and paid payroll taxes quarterly. With the advent of the EFTPS, or Electronic Federal Tax Deposit System, taxes are now paid on a monthly basis by all employers. The payroll taxes may also be paid via a tax coupon that is taken to your bank and presented with the monies to cover the payroll taxes due.

Every quarter, a Form 941 (or 943 for Agricultural employees) must be filed with the IRS. The amounts reported on the 941 should reconcile to the amounts turned in each month via the tax coupon or the EFTPS. At the end of the tax year, a Form 940 or information return must also be filed.

If you are a small business with employees, or you plan to begin operating a business with employees, you need to understand your tax responsibilities as an employer. The IRS provides links to all relevant forms and publications via their internet site at http://www.IRS.gov http://www.IRS.gov>. Here you will find definitions and terms associated with employees from the sunset of hiring, to termination. W-4's, W-2's, I-9's, all the employment taxes you will be responsible for reporting, all the rates associated with those taxes.

The IRS also provides you with information relating to recordkeeping, employment eligibility verification, benefit and retirement plans, and even the definition to be used in order to determine if someone is an employee. There is a generous benefit to be had by investing the time and resources necessary to understand and comply with all the federal, state, and local regulations concerned with employees and payroll taxes. However, you should frequently seek the advice of a qualified tax professional, your accountant.

Microsoft Great Plains Payroll Module Customization Scenarios

It is now common when large corporation selects mid-market ERP or so-called standard functionality MRP solution as its corporate accounting system. Microsoft Business Solutions Great Plains is very good candidate. As all MBS ERPs it has MS SQL Server 2000/2005 database platform and allows you to deploy customizable and altered solution, serving large corporation HR…

It is now common when large corporation selects mid-market ERP or so-called standard functionality MRP solution as its corporate accounting system. Microsoft Business Solutions Great Plains is very good candidate. As all MBS ERPs it has MS SQL Server 2000/2005 database platform and allows you to deploy customizable and altered solution, serving large corporation HR department. If you use US / Canadian Payroll module as paycheck solution for internal employees – you probably do not need custom logic. In this small article we'll show you the way of tailor integrated solution for nation-wide placement agency.

o The Market. There is huge placement market in healthcare – registered / certified nurses, also we see growing placement market in other industries, especially looking for temporary work: wholesale & retail, manufacturing, agriculture, etc.

o Paychecks. Temps may work for one or multiple of your regional clients and they may decide to walk in to one of your regional offices to request immediate paycheck for their weekly work. Each office should be capable to issue paycheck immediately and the problem is to process and post it in Great Plains. Definitely you can use eConnect to create work checks, but eConnect does not allow you to post transactions, this is why you need custom solution. If you are large company – you may have a need to issue several thousand checks per day – automatic posting is the must.

o Additional complications. US and Canadian payroll regulations have specific payroll deductions. If the paycheck amount is small – there is no sense to withhold the deduction (it is designed for regular employees, who get their paychecks twice per month). So, these deductions should be asserted in the custom logic and then paid when specific criteria are met.

o Customization Tools. In the described case we suggest to use SQL stored procedures for calculating checks and Dexterity process server to post checks (creating SQL stored procs for posting would be virtual rewriting 40% of Great Plains Dexterity based billing module). And of course eConnect should be used to pull employee / temp master record: discounts, state tax, local taxes, address, etc.

o Targeted Clientele. We certainly understand that placement & recruiting midsize and small market is underserved. We have to tell you here that proposed solution is for large corporate clients only. It is expensive to tailor it for the unique business (we know that each placement business is unique).

Currently we are confident in MS Great Plains ability to automate the following industries: Aerospace & Defense, Chemicals, Oil & Gas, Advertising & Publishing, Distribution & Logistics, Beverages, Supply Chain Management (SCM), Pharmaceutical, Nonprofit, Wholesale / Retail, Manufacturing / Assembling, International Business / Multinational Corporation, Government.

You can always have us help you, give us a call: 1-630-961-5918 or 1-866-528-0577, help@albaspectrum.com

Be Nice to Your Payroll Department

Ok, so next to the taxman, your company payroll department might well be the most criticized people on the planet. Of course, when your pay is accurate and on time then you love the salary people with a passion but when things go wrong it is a completely different matter. Rightly or not the payroll…

Ok, so next to the taxman, your company payroll department might well be the most criticized people on the planet. Of course, when your pay is accurate and on time then you love the salary people with a passion but when things go wrong it is a completely different matter. Rightly or not the payroll professionals come in for an awful lot of abuse if your pay is not perfect.

I have had experience of working in a payroll department, in fact, I WAS the payroll department so I am going to put forward a few ways that you can help your payroll department perform their job more efficiently and process all the money that you are due correctly. Yes, it is large up to you I am afraid!

Your payroll department is only able to work with the information that you give it so it is important that you provide them with everything they need. I do not mean handing in your expense forms the day after they are due either. It is your responsibility to send your payroll department everything that you are claiming for in good time for them to process it.

If you live in a country where you have a tax code that may be open to change due to your circumstances, your payroll department can not be expected to be psychic, even if you wish they were. For example, in England, if you have not submitted your previous tax form when you start with a new company then the payroll department is obligated to set your tax deduction rate at the basic rate. This is a lot higher than your tax code is likely to be but it is the only course of action that they can take. So, when your pay is processed you may find that you have a lot more tax deducted [http://www.vipayroll.com/payroll/payroll_tax_chart.html] than you should have. This is down to you and means that you have to wait until the end of the tax year to claim back your overpayment form the local tax office, not your payroll department.

Of course, not every country works the same way but they do have similar policies when it comes to claiming work related expenses. If you do not send in your claims in a timely and accurate manner your payroll department is not going to be able to reimburse you for the amount you have paid out.

Payroll departments are usually extremely busy around pay day because of the volume of last minute submissions for expenses and other additions to your pay. They are only human and mistakes are not always avoided due to the high pressure they are under.

At the end of the day, your payroll department IS only human. You need to do your part to help them perform their job [http://www.vipayroll.com/payroll/payroll_jobs.html] efficiently. The larger the company that you work for, the more that liasing with your payroll department becomes a necessity. Next time you look at the amount of pay that you have received and start to complain about it being less than it should be, think long and hard about whether it is the payroll department's fault or yours. Chances are, it is the latter!

Microsoft Great Plains – Payroll & HR Inexpensive Solution? Not Any More

Microsoft Great Plains is a major Microsoft Business Solutions accounting package for the US market. You should probably expect some issues when you have software development company to be bought by big player – in this case Great Plains Software was bought by Microsoft (Bill Gates was a friend to Doug Burgum – owner and…

Microsoft Great Plains is a major Microsoft Business Solutions accounting package for the US market. You should probably expect some issues when you have software development company to be bought by big player – in this case Great Plains Software was bought by Microsoft (Bill Gates was a friend to Doug Burgum – owner and leader of Great Plains Software – Great Plains Dynamics / eEnterprise). We certainly have some influence level in Microsoft Business Solutions, but what happened is out of our decision level and this is really sad story.

OK. Let's go to the story itself. Imagine – you are small company who serves to your clients as payroll / Human Resources outsourcer. Old-days Great Plains Dynamics on Ctree or Pervasive SQL / Btrieve was excellent and inexpensive solution. You could have all your clients need installed on your home computer somewhere in Southern States, enjoying the sun and the niceties of California for k $ 2 per year with Great Plains software list price of around k $ 10 with unlimited number of Payroll / HR employees

Now – you have sudden hurricane – over Florida – somebody who is in charge in Microsoft – but really without clear understanding on what is in stake – this person needs to retune the cheap Great Plains version. Good – now you have Small Business Manager with restriction on employee count, then you have so-called Great Plains Standard which is available on MSDE and MS SQL Server 2000 – it caps you at 500 employees and … – as a result of this decision – you can not conduct your business with Microsoft Business Solutions any more.

We have multiple examples of our customers who had to switch to Accpac, Adapta Soft and other cheap vendors of Payroll HR versions without limitation on the number of employees. We do certainly respect the right of Microsoft to compete with Oracle, SAP and PeopleSoft – but what is going on is probably non-planned and side effect of the solution which was made too soon. Of course the need to finish the contract with Pervasive software was a good idea – but cutting your small loyal customers – we actually doubt this

Happy implementation! if you want us to do the job – give us a call!

The Burden of Payroll

And I am not talking about the actual time and cost of getting your employees paid, but all those costs often not considered when providing a customer an estimate or proposal or not included in loans and financial planning. The cost burden of salary includes all expenses incurred over and above an employee's wage. To…

And I am not talking about the actual time and cost of getting your employees paid, but all those costs often not considered when providing a customer an estimate or proposal or not included in loans and financial planning.

The cost burden of salary includes all expenses incurred over and above an employee's wage. To get the true hourly cost of an employee you need to take these into consideration. The employer's share of FICA, Medicare, and State and Federal unemployment taxes are common examples of payroll sudden, however there are others to include in your payroll costs.

Workman's compensation and part of your general liability insurance premiums are based on wages paid. These rates vary from state to state as well as job classification and these costs are part of your payroll burden. You can find out the cost of the premium per wage dollar paid from your insurance agent.

The cost of paid vacation, sick, personal and holidays should also be included in the cost of payroll. To do this, determine the number of paid days off an employee is entitled to and multiplly that number by the employee's average daily wage. Then divide by the number of working days in a year (for example – 52 weeks less 2 weeks vacation equals 50 working weeks). And then divide by the average number of hours worked in a week resulting in an average hourly cost of paid time off. For example an employee paid $ 800.00 per a 40 hour week with two weeks paid vacation, 1 week of paid sick leave and eight paid holidays computation would be: 10 days vacation + 5 days sick + 8 holidays = 23 paid non-working days. $ 800/5 days = $ 160 per day paid wages. $ 160 x 23 non-working days = $ 3,680 (annual cost of non-working days). There are 260 possible working days in the year (52 x 5) less the 23 non-working days = 237 working days. These 237 working days need to be burdened with the cost of the 23 non-working paid days. Divide the expense of the non-working days by the number of working days ($ 3,680 / 237) which is $ 15.53 per day. Divide the $ 15.53 by 8 hours and you have your hourly cost cost for paid days off. Depending on your company you may have employees working overtime or even less than a 40 hour week occasionally. Unless you think this may affect your burden substantively you can base your figures on the “usual order of business”.

Other expenses you should consider are health, dental, and / or disability insurance premiums paid by the company (net of employee contributions). And if you are providing a vehicle to your employee the cost of purchasing, financing and insuring that vehicle may be an expense to include. Also any other employee benefit cost that the company provides should be considered as part of the payroll burden charge.

When all is said is done, the wage you pay your employee for a day's work is just the beginning of the cost of that employee. Not determining the cost of your payroll forbidden can shave profits from your bottom line. And without profits we can not continue to stay in business.

Payroll Arkansas – Unique Aspects of Arkansas Payroll Law and Practice

The Arkansas State Agency that oversees the collection and reporting of State income taxes deducted from payment checks is: Department of Finance and Administration Revenue Division PO Box 9941 Little Rock, AR 72203-9941 501-682-2212 http://www.state.ar.us/dfa/taxes/wh_tax/index.html Arkansas requires that you use Arkansas form “AR4EC, Employee's Withholding Exemption Certificate” instead of Federal W-4 Form for Arkansas State…

The Arkansas State Agency that oversees the collection and reporting of State income taxes deducted from payment checks is:

Department of Finance and Administration

Revenue Division

PO Box 9941

Little Rock, AR 72203-9941

501-682-2212

http://www.state.ar.us/dfa/taxes/wh_tax/index.html

Arkansas requires that you use Arkansas form “AR4EC, Employee's Withholding Exemption Certificate” instead of Federal W-4 Form for Arkansas State Income Tax Withholding.

Not all states allow salary reductions made under Section 125 cafeteria plans or 401 (k) to be treated in the same manner as the IRS code allows. In Arkansas cafeteria plans: are not taxable for income tax calculation; are not taxable for unemployment insurance purposes. 401 (k) plan deferrals are: not taxable for income taxes; are not taxable for unemployment purposes.

In Arkansas supplementary wages are taxed at a 7% flat rate.

You may file your Arkansas State W-2s by magnetic media if you choose to.

The Arkansas State Unemployment Insurance Agency is:

Employment Security Department
PO Box 2981
Little Rock, AR 72203-2981
501-682-3274
http://www.state.ar.us/esd/

The State of Arkansas taxable wage base for unemployment purposes is wages up to $ 10000.00.

Arkansas requires Magnetic media reporting of quarterly wage reporting if the employer has at least 250 employees that they are reporting that quarter.

Unemployment records must be retained in Arkansas for a minimum period of five years. This information generally includes: name; social security number; dates of hire, rehire and termination; wages by period; pay pay periods and pay dates; date and circumstances of termination.

The Arkansas State Agency charged with enforcing the state wage and hour laws is:

Department of Labor
10421 West Markham
Little Rock, AR 72205
501-682-4500
http://www.ark.org/labor

State minimum wage in the State of Arkansas for non-FLSA employers is $ 5.15 per hour ..

Arkansas State Law covering paying overtime in a non-FLSA covered employer is still one and 1/2 times regular rate after 40-hour week ..

Arkansas State new hire reporting requirements are that every employer must report every new hire and rehire .. The employer must report the federally required elements of:

  • Employee's name
  • Employee's address
  • Employee's social security number
  • Employer's name
  • Employers address
  • Employer's Federal Employer Identification Number (EIN)

This information must be reported within 20 days of the hiring or rehiring.
The information can be sent as a W4 or equivalent by mail, fax or electronically.
There is a no penalty for a late report in Arkansas.

The Arkansas new hire reporting agency can be reached at 800-259-2095 or on the web at http://www.ar-newhire.com .

Arkansas does not allow compulsory direct deposit. Any employee can opt out in writing and request a check

Arkansas has no State Wage and Hour Law provisions relating pay stub information.

In Arkansas employees must be paid at least semi-monthly; monthly for FLSA-exempt employees at larger companies earning at least $ 25,000.00 annually.

Arkansas payroll law requires that involuntarily terminated employees must be paid their final pay within 7 working days and that for voluntarily terminated employees there is no provision ..

Escheat laws in Arkansas require that unclaimed wages be paid over to the state after one year.

The employer is further required in Arkansas to keep a record of the wages abandoned and turned over to the state for a period of five years.

There is no provision in Arkansas law concerning tip debts against State minimum wage.

In the Arkansas payroll law there is no provision covering required rest or meal periods.

Arkansas law provides that record retention of wage and hour records period is at least three years.

The Arkansas agency charged with enforced Child Support Orders and laws is:

Office of Child Support Enforcement

400 E. Capitol

PO Box 8133

Little Rock, AR 72203

501-682-8398

http://www.accessarkansas.org/dfa/childsupport/employer.html

Arkansas has the following provisions for child support discounts:

  • When to start Withholding? 14 days after order is delivered
  • When to send Payment? Payday.
  • When to send Termination Notice? Immedetly
  • Maximum Administrative Fee? $ 2.50 per pay period
  • Withholding Limits? Federal Rules under CCPA.

Please note that this article is not updated for changes that can and will happen from time to time.

Payroll California – Unique Aspects of California Payroll Law and Practice

The California State Agency that oversees the collection and reporting of State income taxes deducted from payment checks is: Employment Development Department 800 Capitol Mall Sacramento, CA 95814 888-745-3886 [http://www.cahwnet.gov/taxind.htm] California requires that you use California form “DE 4A-4, Employee's Withholding Allowance Certificate” instead of Federal W-4 Form for California State Income Tax Withholding. Not…

The California State Agency that oversees the collection and reporting of State income taxes deducted from payment checks is:

Employment Development Department

800 Capitol Mall

Sacramento, CA 95814

888-745-3886

[http://www.cahwnet.gov/taxind.htm]

California requires that you use California form “DE 4A-4, Employee's Withholding Allowance Certificate” instead of Federal W-4 Form for California State Income Tax Withholding.

Not all states allow salary reductions made under Section 125 cafeteria plans or 401 (k) to be treated in the same manner as the IRS code allows. In California cafeteria plans: are not taxable for income tax calculation; are not taxable for unemployment insurance purposes. 401 (k) plan deferrals are: not taxable for income taxes; are taxable for unemployment purposes.

In California supplementary wages are taxed at a 6% flat rate, 9.3% for stock options and bonuses.

You are not required to file California State W-2s.

The California State Unemployment Insurance Agency is:

Employment Development Department

PO Box 826880 – MIC 94

Sacramento, CA 94280-0001

888-745-3886

[http://www.edd.cahwnet.gov/]

The State of California taxable wage base for unemployment purposes is wages up to $ 7000.00.

California requires Magnetic media reporting of quarterly wage reporting if the employer has at least 250 employees that they are reporting that quarter.

Unemployment records must be retained in California for a minimum period of four years. This information generally includes: name; social security number; dates of hire, rehire and termination; wages by period; pay pay periods and pay dates; date and circumstances of termination.

The California State Agency charged with enforcing the state wage and hour laws is:

The Department of Industrial Relations

Division of Labor Standards Enforcement

PO Box 420603

San Francisco, CA 94142-3660

[http://www.dir.ca/gov/dlse/dlse.html]

The provision in the law for minimum wage in the State of California is $ 6.75 per hour ..

The general provision in California State Law covering paying overtime in a non-FLSA covered employer is one and 1/2 times regular rate after an 8 hour day, 40 hour week in most industries. Check for other overtime rules and exemptions ..

California State new hire reporting requirements are that every employer must report every new hire, rehire and contract who is paid over $ 600.00. The employer must report the federally required elements of:

  • Employee's name
  • Employee's address
  • Employee's social security number
  • Employer's name
  • Employers address
  • Employer's Federal Employer Identification Number (EIN)

Plus date of hire; state EIN; date, dollar amount, expiration date of contract.

This information must be reported within 20 days of the hiring or rehiring; or after $ 600.00 minimum is met or contract is signed whichever is earlier.
.
The information can be sent as a W4 or equivalent DE34 by mail, fax or electronically.
There is a $ 24.00 to $ 490.00 penalty for a late report in California.

The California new hire reporting agency can be reached at 916-657-0529 or on the web at [http://www.edd.cahwnet.gov/txner.htm].

California does allow compulsory direct deposit but the employee's choice of financial institution must meet federal regulation E regarding choice of financial institutions.

California does not allow compulsory direct deposit

California requires the following information on an employee's pay stub:

Employee's Name
Pay rate
Gross and net earnings
Amount and purpose of discounts
Hours worked or work done if piece work

California State Wage and Hour Law provisions concern pay stub information information must be on the paystub.

  • Gross and net earnings
  • Hours worked at each hourly rate for hourly workers
  • Piece rate and number of pieces
  • Deductions
  • Pay period dates
  • Employee's name and social security number
  • Employer's name and address

In California employees must be paid at least semimonthly, monthly for FLSA exempt employees. The lag time between earned and paid is governed by statute in California. Wages earned from the 1st through the 15th of the month must be paid by the 26th. Wages earned from the 16th through the end of the month must be paid by the 10th of the following month. Exempt employees by the 26th of the month for the entire month (a safe harbor is payment within 7 days after the pay period.)

California payroll law requires that involuntarily terminated employees must be paid their final pay immediately; within 72 hours for seasonal employees; within 24 hours for certain motion picture (by next payday if laid off) and certain oil drilling employees. Voluntarily terminated employees must be paid their final pay within 72 hours; immediately if 72 hours' notice of quit is given; strikers on next regular payday.

Deceased employee's wages to a maximum of $ 5,000.00 must be paid to the surviving spouse or conservator when an Affidavit of right and proof of identity are presented.

Escheat laws in California require that unclaimed wages be paid over to the state after one year.

The employer is further required in California to keep a record of the wages abandoned and turned over to the state for a period of seven years.

There is no provision in California law relating tip credits against State minimum wage.

In California the payroll laws covering mandatory rest or meal breaks are a 30-minute meal break after five hours; 30 minutes after 10 hours; 10 minute rest after four hours.

California law relating record retention of wage and hour records is two years ..

The California agency charged with enforcing Child Support Orders and laws is:

Department of Child Support Services

PO Box 944245

Sacramento, CA 95244-2440

916-654-1532

www, childsup, cahwnet.gov / default.htm

California has the following provisions for child support discounts:

  • When to start Withholding? 10 days after service
  • When to send Payment? Within 7 days of Payday.
  • When to send Termination Notice? When next payment is due
  • Maximum Administrative Fee? $ 1 per payment.
  • Withholding Limits? 50% of disposable earnings.

Please note that this article is not updated for changes that can and will happen from time to time.

Payroll Colorado – Unique Aspects of Colorado Payroll Law and Practice

The Colorado State Agency that oversees the collection and reporting of State income taxes deducted from payment checks is: Department of Revenue State Capital Annex 1375 Sherman St. Denver, CO 8261-0009 800-332-2087 www revenue.state.co.us/ Colorado allows you to use the Federal W-4 form to calculate state income tax withholding Not all states allow salary reductions…

The Colorado State Agency that oversees the collection and reporting of State income taxes deducted from payment checks is:

Department of Revenue

State Capital Annex

1375 Sherman St.

Denver, CO 8261-0009

800-332-2087

www revenue.state.co.us/

Colorado allows you to use the Federal W-4 form to calculate state income tax withholding

Not all states allow salary reductions made under Section 125 cafeteria plans or 401 (k) to be treated in the same manner as the IRS code allows. In Colorado cafeteria plans are: not taxable for income tax calculation; not taxable for unemployment insurance purposes. 401 (k) plan deferrals are: not taxable for income taxes; taxable for unemployment purposes.

In Colorado supplementary wages are taxed at a 4.63% flat rate.

You must file your Colorado State W-2s by magnetic media if you are required to file your federal W-2s by magnetic media.

The Colorado State Unemployment Insurance Agency is:

Department of Labor & Employment

Division of Employment and Training

1515 Arapahoe St., Tower 2, Ste. 400

Denver, CO 80202-2117

303-603-8254

http://unemployytax.cdle.state.co.us/

The State of Colorado taxable wage base for unemployment purposes is wages up to $ 10,000.00.

Colorado has optional reporting of quarterly waves on magnetic media ..

Unemployment records must be retained in Colorado for a minimum period of five years. This information generally includes: name; social security number; dates of hire, rehire and termination; wages by period; pay pay periods and pay dates; date and circumstances of termination.

The Colorado State Agency charged with enforcing the state wage and hour laws is:

Department of Labor & Employment

Labor Standards Office

1515 Arapahoe St., Ste. 375

Denver, CO 80202-2117

303-318-8441

http://www.coworkforce.com/LAB/

The minimum wage in Colorado is $ 6.15 per hour.

The general provision in Colorado State Law covering paying overtime is one and one half times regular rate after 12 hour day or 40 hour week.

Colorado State new hire reporting requirements are that every employer must report every new hireor rehire. The employer must report the federally required elements of:

  • Employee's name
  • Employee's address
  • Employee's social security number
  • Employer's name
  • Employers address
  • Employer's Federal Employer Identification Number (EIN)

This information must be reported within 20 days of the hiring or rehiring or first payroll after hire.

The information can be sent as a W4 or equivalent by mail, fax or electronically.
There is no penalty for a late report in Colorado.

The Colorado new hire reporting agency can be reached at 303-297-2849 or on the web at http://www.newhire.state.co.us/ .

Colorado does not allow compulsory direct deposit

Colorado requires the following information on an employee's pay stub:

  • Gross and Net Earnings
  • Deductions
  • Pay period dates
  • Employee's name or social security number
  • Employer's name and address

Colorado requires that employees be paid monthly or every 30 days which ever is longer.

In Colorado requires that employees be paid no more than 10 days after the end of the pay period.

Colorado payroll law requires that involuntarily terminated employees must be paid their final pay immediately or within 6 hours of the payroll department becoming operational; next day if payroll is offsite. (By mail upon request) Voluntarily terminated employees must be paid their final pay by the next regular payday.

Deceased employee's wages must be paid to the surviving spouse or next legal heir; personal representative if already appointed. After an affidavit showing claimant's relationship to the promised is presented.

Escheat laws in Colorado require that unclaimed wages be paid over to the state after one year.

The employer is further required in Colorado to keep a record of the wages abandoned and turned over to the state for a period of five years.

Colorado law relating tip credits against State minimum wage allows a maximum credit of $ 3.02 per hour ..

In Colorado the payroll laws covering mandatory rest or meal breaks are a 30 minute meal break after five hours and 10 minutes of rest after four hours.

Colorado law concerning record retention of wage and hour records requires a minimum of two years retention.

The Colorado agency charged with enforcing Child Support Orders and laws is:

Division of Child Support Enforcement

1575 Sherman St., 2nd Fl.

Denver, CO 80203-1714

303-866-5994

http://www.childsupport.state.co.us/

Colorado has the following provisions for child support discounts:

  • When to start Withholding? Within 14 days after receipt of order.
  • When to send Payment? Within 7 days of Payday.
  • When to send Termination Notice? Within 10 days of termination.
  • Maximum Administrative Fee? $ 5 per month.
  • Withholding Limits? Federal Rules under CCPA.

Please note that this article is not updated for changes that can and will happen from time to time.

Payroll Arizona, Unique Aspects of Arizona Payroll Law and Practice

The Arizona State Agency that oversees the collection and reporting of State income taxes deducted from payment checks is: Department of Revenue 1600 W. Monroe St. PO Box 29009 Phoenix, AZ 85038-9009 602-255-2060 or 800-843-7196 [http://www.revenue.state.az.us/#WithholdingTax] Arizona requires that you use Arizona form “A-4, Employee's Arizona Withholding Percentage Election” instead of Federal W-4 Form for…

The Arizona State Agency that oversees the collection and reporting of State income taxes deducted from payment checks is:

Department of Revenue

1600 W. Monroe St.

PO Box 29009

Phoenix, AZ 85038-9009

602-255-2060 or 800-843-7196

[http://www.revenue.state.az.us/#WithholdingTax]

Arizona requires that you use Arizona form “A-4, Employee's Arizona Withholding Percentage Election” instead of Federal W-4 Form for Arizona State Income Tax Withholding.

Not all states allow salary reductions made under Section 125 cafeteria plans or 401 (k) to be treated in the same manner as the IRS code allows. In Arizona cafeteria plans and 401 (k) 's are not taxable for income tax calculation and are not taxable for unemployment purposes.

There is no provision in Arizona payroll law concerning supplementary wage tax rates.

You may file your Arizona State W-2s by magnetic media if you choose to.

The Arizona State Unemployment Insurance Agency is:

Department of Economic Security

Unemployment Tax Division

PO Box 6028

SAT Code 911B

Phoenix, AZ 85005

602-248-9354

http://www.de.state.az.us/links/esa/index.html

The State of Arizona taxable wage base for unemployment purposes is wages up to $ 7000.00. Meaning that unemployment tax will only be calculated on the first $ 7000.00 of an employee's wages each year.

Arizona magnetic media reporting of quarterly wage reporting is optional.

Unemployment records must be retained in Arizona for a minimum period of four years. This information generally includes: name; social security number; dates of hire, rehire and termination; wages by period; pay pay periods and pay dates; date and circumstances of termination.

The Arizona State Agency charged with enforcing the state wage and hour laws is:

Labor Department

PO Box 19070

Phoenix, AZ 85005-9070

602-542-4515

[http://www.ica.state.az.us/labor/labortop.htm]

There is no general provision for minimum wage in the State of Arizona.

There is also no general provision in Arizona State Law covering paying overtime in a non-FLSA covered employer.

Arizona State new hire reporting requirements are that every employer must report every new hire and rehire. The employer must report the federally required elements of:

  • Employee's name
  • Employee's address
  • Employee's social security number
  • Employer's name
  • Employers address
  • Employer's Federal Employer Identification Number (EIN)

This information must be reported within 20 days of the hiring or rehiring.
The information can be sent as a W4 or equivalent by mail, fax or electronically.
There is no penalty for a late report in Arizona.

The Arizona new hire reporting agency can be reached at 888-282-2064 / 602-340-0555 or on the web at http://www.az-newhire.com .

Arizona does not allow compulsory direct deposit.

Arizona requires the following information on an employee's pay stub:

Earnings and obligations if employee paid by direct deposit. information.

In Arizona pay frequency is semimonthly within 16 days of each other; FLSA-exempt employees can be paid monthly by out of state employer.

The lag time between when the services are performed and when the employee must be paid is five days after the pay period (10 days if payroll system is out of state); 16 days for exception or overtime pay.

Arizona payroll law requires that involuntarily terminated employees must be paid their final pay with in 3 working days and that voluntarily terminated employees must be paid their final pay by the next regular payday or by mail if employee requests it.

Deceased employee's wages up to a maximum of $ 5000.00 must be paid to the surviving spouse after an affidavit showing employee's death and status of surviving spouse is tendered.

Escheat laws in Arizona require that unclaimed wages be paid over to the state after one year.

The employer is further required in Arizona to keep a record of the wages abandoned and turned over to the state for a period of five years.

There is no provision in Arizona law relating tip credits against State minimum wage.

In the Arizona payroll law there is no provision covering required rest or meal periods.

There is no provision in Arizona law relating record retention of wage and hour records therefor it is probably wise to follow FLSA guidelines.

The Arizona agency charged with enforced Child Support Orders and laws is:

Division of Child Support Enforcement

3443 N. Central Ave., 4th Fl.

Phoenix, AZ 85012

602-252-4045

http://www.de.state.az.us/links/dsce/index.html

Arizona has the following provisions for child support discounts:

  • When to start Withholding? 14 days after receipt of order.
  • When to send Payment? Within 2 days of Payday.
  • When to send Termination Notice? Within 10 days of termination.
  • Max Administrative Fee? greater of $ 4 per mo. Egypt $ 1 per pay period.
  • Withholding Limits? 50% of disposable earnings

Please note that this article is not updated for changes that can and will happen from time to time.

Payroll Texas, Unique Aspects of Texas Payroll Law and Practice

There is no personal state income tax in Texas. Which means no withholding of State Income Taxes. The Texas State Agency charged with enforcing the state wage and hour laws is: The Texas Workforce Commission 101 East 15th St. Austin, Texas 78778-0001 512-837-9559 http://www.twc.state.tx.us/ Except for taxes and student loans there are no garnishments in…

There is no personal state income tax in Texas. Which means no withholding of State Income Taxes.

The Texas State Agency charged with enforcing the state wage and hour laws is:

The Texas Workforce Commission

101 East 15th St.

Austin, Texas 78778-0001

512-837-9559

http://www.twc.state.tx.us/

Except for taxes and student loans there are no garnishments in Texas. No credit other than the IRS or one of the student loan collection agencies can take money out of your paycheck without your permission.

The agency that collects and pays unemployment benefits is the Texas Workforce Commission.

Its main office is in Austin, Texas. Their address is:

Texas Workforce Commission

101 East 15th Street

Austin, Texas 78778-0001

512-837-9559

http://www.twc.state.tx.us/

The unemployment rate varies based on your company's experience but the initial rate starts at 2.7% on the first 9000.00 of wages paid to an employee in the state.

There is no requirement in Texas for a company to carry Workers Compensation Insurance. Texas is the only state where it is not required.

Texas now allows mandatory imposition of Direct Deposit. The employer just can not choose the financial institution the employee has the right to pick any financial institution that accepts direct deposits. There must be no additional fees to the employee for direct deposit.

Another unique aspect of Payroll in Texas is there is no provision in the State law for overtime. All overtime is governed only by FLSA if appropriate. So a purely intrastate employer in Texas does not have to legally pay overtime premium.

The state minimum wage in Texas is $ 5.15 per hour. It used to be well under federal rates.

In Texas you must pay at least semi-monthly except that FLSA-exempt employee can be paid on a monthly basis.

Payment on termination in Texas is six days for an involuntary termination and the next regular payday for a voluntary resignation

Texas requires the following information on an employee's paystub:

  • Employee's Name
  • Pay rate
  • Gross and net earnings
  • Amount and purpose of discounts
  • Hours worked or work done if piece work

Escheat laws in Texas require that unclaimed wages be paid over to the state after one year and 180 days if less than $ 100.00. The employer is further required in Texas to keep a record of the wages abandoned and turned over to the state for a period of 10 years.

Wages due a deceased employee are not covered by any provision in Texas.

Texas State new hire reporting requirements are that every employer must report every new hire and rehire. The employer must report the federally required elements of:

  • Employee's name
  • Employee's address
  • Employee's social security number
  • Employer's name
  • Employers address
  • Employer's Federal Employer Identification Number (EIN)

Plus they can optionally report

  • Date of Birth
  • Date of Hire
  • Payroll address for Child Support Notice

This information must be reported within 20 days of the hiring or rehiring.
The information can be sent as a W4 or equivalent by mail, fax or electronically.
There is no penalty currently for a late report.
The Texas new hire reporting agency can be reached at 888-839-4473 or on the web at [http://www.newhire.org/tx].

There is no provision in the Texas State Payroll laws covering mandatory rest or meal breaks.

Cafeteria Plan and 401 (k) deferrals that are exempt from federal income tax are counted as taxable income for unemployment insurance calculation in Texas.

Texas requires magnetic media reporting of earnings and contributions for unemployment insurance purposes if the employer has at least 250 employees to report.

Texas has no State Income tax so no State W2's have to be prepared, distributed or transmitted to the state

Texas has the following provisions for child support deductions:

  • When to start Withholding? Immediately after receipt of order.
  • When to send Payment? Within 7 days of Payday.
  • When to send Termination Notice? Within 7 days of termination.
  • Maximum Administrative Fee? $ 2 per month.
  • Withholding Limits? Federal Rules under CCPA.

The Texas agency charged with enforcement Child Support Orders and laws is:

Child Support Division

Office of the Attorney General

300 W. 15th Street

Austin, TX 78701

512-460-6000

http://www.oag.state.tx.us/child/#services

States have different requirements for maintaining wage and hour records that vary from the two or three years FLSA requires depending on the type of record. Texas has no provision in the law relating retention