Unless you want to give money away to the IRS, expense reimbursements shouldn’t be taxed. When employees pay for expenses out of their pocket, they use their taxed income and so taxing the reimbursements for those expenses is like double taxing that money. You don’t want to do that. Your employees definitely don’t want you to do that.
Author: Peggy Emch
Offering employees the choice between comp time in place of overtime is a benefit that the public sector has but the private sector does not. In the eye of many, it’s a cool benefit and unfair that it’s off limits to them. The benefit allows employees to choose between getting paid overtime for hours worked over 40 in a week or getting one and a half times the overtime hours worked added to the employee’s comp time balance. The benefit is appealing to employers and employees; some employers don’t want to pay overtime and some employees prefer time off to more money. There are groups that recognize this and are advocating to make this benefit widely available.
Since around December 1st, 2016, employers and employees have been waiting to find out about whether or not there will be a change in the overtime threshold. The DOL’s new rule was put on hold just 10 days before the rule was scheduled to go into effect. While the rule has sat in limbo, employers have been left unsure of exactly what they should be doing. Many salaried employees had already been switched over to hourly status or given a raise in preparation for the new law. What businesses were supposed to do in the interim was largely unknown – switch them back to salaried, revoke the raises?
In short, this whole thing has been a terrible mess for everyone, but some clarity may finally be on the way.
For the longest time, why anyone would use rounding in payroll calculations was beyond me. Since rounding is meant to even out in the end, what could possibly be the point? I don’t like unanswered questions hanging around so I decided to do some digging. I still don’t think rounding is a brilliant idea but at least I understand why it’s used. Essentially, rounding in the morning is meant to benefit the occasional late employee while rounding in the evening can benefit the employer. I’ll explain how this works.
Attendance policies vary greatly from one company to the next. Some are strict, some are lenient and, within some companies, attendance policies are altogether non-existent. The need for a strict attendance policy depends on the nature of the business, on the position of the employee, and on the shift during business hours. There is no one size fits all attendance policy. That being said, it’s nice to know what types of policies are out there and how lenient or strict other companies are. The following are some of the policies I’ve heard of and how some companies go about disciplining their employees for attendance problems.
Calculating overtime according to California labor laws is so complicated, it practically takes an accounting degree to get it right. It’s probably not something you want to do by hand, unless you actually are an accountant.
According to the DIR website, the California overtime rules require that employees are compensated for:
When a company offers vacation, they have to decide on an accrual rate to use. There are a few options. Employers can offer vacation time off to match their pay periods, hand it out once a year, or provide it on an hours worked basis. The rates all have their pros and cons and one may not be the right choice for each company or each employee.
You’ve seen the mileage reimbursement rate that the IRS publishes each January but do you know where the number comes from? Many people think the rate is based on gas prices alone but if that were the case, mileage reimbursement would be much lower than the published rate. If your car gets 27 miles to the gallon, for example, then rather than reimbursing 54 cents per mile, you’d be reimbursing more like 10 cents!
Actually, the reimbursement rate per mile is figured from various factors associated with owning, driving, and maintaining a vehicle.
When an employer drafts a time off policy, they have several choices to make: How much time off to give each year, which accrual rate to use, whether to implement a probationary period, and whether to use an accruals cap. When deciding on an accruals cap, some employers choose to clear all of their employee’s time off at the end of the year, rather than just putting a limit on the amount of time employees can earn. Employers don’t always realize it but this type of policy can cause conflicts in work flow and employee engagement.
Missing timecards and incomplete timesheets are one of the biggest employee management hassles. Employees have to be paid for time they work, regardless of inadequate record keeping, and so, if timesheets are not turned in, someone has to go chasing after them. This can take up ridiculous amounts of time depending on the size and dispersion of a team.
If you’re a manager trying to reduce your wasted time, be proactive and offer your employees some of the following helpful tips.
Continue reading 8 Ways to Help Employees Remember to Clock In
If you reimburse your employees for mileage, there are some things you should know about your role in the unlikely event that your employee is involved in an auto accident.
When employees hop in their cars to run errands for work, employers might feel released of liability – out of sight, out of mind, right? Employees are in their own cars, for which they (better) have their own insurance. If they cause an accident, that’s their problem, right? Possibly, but sometimes, the liability can fall on the employer.
Most companies have several choices as to which payroll schedule to use. There are four that are allowed in the US. They are: weekly, bi-weekly, monthly, and bi-monthly. The four choices all have their own pros and cons. This graphic should help a business owner get a handle on the right choice for their company.
Not all of these schedules, however, are available to use in all states. Be sure to check this list for payday frequency requirements by state. The options vary by state and even by occupation in some instances.
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