Best HR Practices - Payroll & Taxation (7 Courses)

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Category Human Resource; Human Resource administration; Human Resource Metrics; Human Resource policies; Human Resource practices; HR administration; HR audits; HR best practices; HR compliance; HR compliance training; HR legal requirements; HR Measurements; HR policies; HR practices; HR Productivity Ratios; HR Ratios; HR regulations training; abandoned wages; american disabilities act guidelines; american disability act regulations; avoiding travel traps; benefits of settlement; California commission agreements; California employment laws; commissioned exempt employees; commissioned nonexempt employees; commuting expenses; deductibility of travel expenses; deferred compensation plans; Determine; dispute resolution; earned commission; Efficiency ratios; employee assessment; employee discipline; employee record maintenance; employee taxation and reporting requirements; employee terminations; Employee-employer; employment laws; employment policies; exempt; fair labor standards act; Fair Labor Standards Act (FLSA); family medical leave act; federal fmla guidelines; federal travel regulations; FICA withholding; FIT withholding; FLSA; fmla requirements; fmla requirements for employees; fmla rules; Form W4; FUTA taxation; harassment prevention; internal revenue code; internal revenue services; legal HR policies; legal HR practices; managing employees training; managing performance; meaningful metrics for HR Department; military leave act; military leave policy; multistate taxation; Non Exempt Status; nonresident taxation policies; non-standard settlement terms; overtime; payroll; Payroll best practices; payroll compliance; payroll services; performance management; performance management compliance; permissible and impermissible deductions; piece rates; portal act; preventing workplace bullying; release of claims; resident taxation policies; settlement finality; settlement negotiation strategy; Settlements; standard settlement terms; state regulations; state taxes; state unemployment insurance; suffered or permitted to work; tax withholding requirements; third party sick pay; training time; Travel pay and expense reimbursements; travel time compensation; types of leverage; types of settlement; unearned commission; unemployment insurance taxation; wage and hour law; Withholding Allowance Certificate; working time; workplace discipline; workplace harassment; written commission agreements

Deadline: October 01, 2014 | Date: October 01, 2014

Venue/Country: 38868 Salmon Ter, Fremont, U.S.A

Updated: 2014-04-22 15:08:00 (GMT+9)

Call For Papers - CFP

Description:

Learn about most important HR themes and how to deal with them. The training pack covers top aspect for an HR professional to comprehend different facets on Payroll and Taxation like Form W-2, Form 941, IRC- Sec 41 and more.

CD/Recorded-How It Works:

Webinar CD/Recorded will have a series of modules. Our experts have delivered the modules using PowerPoint Presentations.

Webinar Recording Link or CDs are licensed to be used multiple times at any location with multiple attendants, as you wish.

Recording links will be valid up to 6 months with unlimited access and reference materials will be mailed to your registered e-mail.

Free shipment of CDs within 72 hours from the date of purchase and reference materials will be mailed to your registered address.

Webinar Topics:

The Essentials of Third Party Sick Pay: What Payroll Must Know to Tax and Report Correctly

Changing Payroll Frequencies: How It Can Be Done

Form W-2 for 2014: All You Need to Know

Form 941 for 2014: All You Need to Know

The 10 Most Common Misconceptions about Payroll and How to Avoid Them

Multistate Taxation: What Payroll Must Know Now

Fringe Benefits: Section 132 and Beyond

Who will benefit?

These webinar will be beneficial to the following:

Payroll professionals | Human Resources | Accounting Personnel | Business Owners | Lawmakers | Attorneys | Any individual or entity that must deal with the complexities and requirements of processing fringe benefits in a payroll department

Instructor Profile:

Vicki M. Lambert, CPP is President and Academic Director of The Payroll Advisor™ a firm specializing in the training of payroll professionals. With over three decades of hands-on experience in all facets of payroll functions as well as over 20 years as a trainer and author, Ms. Lambert is a sought-after and respected voice in the practice and management of payroll issues. She has conducted open market training seminars on payroll issues across the United States as well as serving as an in-house trainer for businesses such as Sun Microsystems, Fox Studios, Disney, County of Riverside and the City of Hesperia.

Webinars included in the Package:

The Essentials of Third Party Sick Pay: What Payroll Must Know to Tax and Report Correctly (Duration: 90 Minutes)

This webinar discusses the proper taxation and reporting of the fringe benefit known as third party sick pay. It discusses what is and is not third party sick pay, how the taxation is affected by the status of the provider (is or is not the employer’s agent), when this type of payment is taxable and/or reportable and who is responsible for this taxation and reporting.

Objectives of the Presentation:

What is third party sick pay

When is the third party not the employer’s agent and when are they

How does the status of the employer’s agent affect the taxation and reporting of third party sick pay

When is third party sick pay taxable for income tax

When is third party sick pay taxable for FICA and FUTA

When is third party sick pay nontaxable

Who reports the payments for third party sick pay for such forms as the 941 and W-2

What happens to the taxation if the employee pays a portion of the premium

Changing Payroll Frequencies: How It Can Be Done (Duration: 90 Minutes)

In addition to compliance issues there are issues that deal with timing, systems, and employee earnings and fringe benefit accruals. For example, deciding when to implement the pay frequency change can impact a myriad of other issues including the impact on issuing Forms W-2 if done prior to January 1; the effect on salary employees if done mid-year; and calculating fringe benefits if they are based on a time frame such as a per payroll period. Has the impact on the tax deposit timing been considered as well as the cost in terms of the payroll system? These and numerous other considerations should be discusses when considering or implementing a payroll frequency change.

Objectives of the Presentation:

Understanding the need for the change

The choices available

Compliance issues involved

The change’s impact on payroll

The change’s impact on employees

The change’s impact on systems and procedures

Key communication factors to include at all stages of the change

Formulating the plan to implement the change

Testing the change before implementation

Implementation and the outcome

Form W-2 for 2014: All You Need to Know (Duration: 90 Minutes)

The Form W-2 is one of the most important documents that payroll departments must process. Gathering the data for this document begins when the first payroll is run for 2014 and ends when it is reconciled after the last processing of the year. But there is more to ensuring that this document is correct and corresponds to all IRS and Social Security Administration (SSA) regulations than just crossing your fingers and hoping all the wages process through payroll got into the right box.

Objectives of the Presentation:

What changes, if any, are in store for the new year

Box by box instructions for completing the form correctly

Best practices for gathering information to complete the form including items paid through sources other than payroll

How to reconcile the form to itself, your payroll, and the Forms 941 as required by IRS regulations

What to do when an error is discovered on the Form W-2

When to use the Form W-2c

Filing the form with the Social Security Administration, with the employees and with the states

Handling requests for duplicate copies of the form from employees

What are the penalties for submitting incorrect or incomplete forms

Form 941 for 2014: All You Need to Know (Duration: 90 Minutes)

The Form 941 is the link between your payroll records and the IRS tax records. It is one of the most important compliance areas that the payroll department must navigate and it must be done correctly down to the penny. Proper administration of this vital form is critical if you want to avoid IRS Notices and the penalties and interest that accompany them. The Schedule B is also a crucial form for many employers. The IRS demands that the Form 941 and the Schedule B match to the penny…every single time…without fail! And in recent years, with all the changes to the form that has become more difficult. And the form has been changed again in 2014.

Areas Covered in the Webinar:

What’s new for 2014

Line by line review of the 2014 Form 941

Tips for completing the Schedule B?liability dates vs. deposit dates

Tips to balance Form 941 and Schedule B to the penny?as required by the IRS

Form due dates

Who should sign the Form 941

Reporting third party sick pay, group term life insurance and tips correctly

How to reconcile the Forms 941 with the Forms W-2

What to do if you discover an error in deposits for the quarter when completing the Form 941

Using the 941X form to correct the Form 941

The 10 Most Common Misconceptions about Payroll and How to Avoid Them (Duration: 90 Minutes)

Even in the 21st century there are many misconceptions about what is actually required to pay employees correctly under federal and state wage and hour laws. There are some who absolutely know that it is illegal to force exempt employees to record their time (it is not) or that if you pay an employee for a holiday it must be included in the calculation for overtime under the law (it does not). Others are convinced that if they have a firm policy in place that states emphatically that overtime must be approved in advance or it will not be paid is perfectly legal not to pay the overtime (it is not).

Areas Covered in the Webinar:

Weekly overtime is the only OT employers need to worry about because federal law always supersedes state law

The workweek is whatever the company defines it as and it can be changed as the need arises

The employer gets to decide what is worked time

Employees do not have to be paid for sleep, travel time or other type of “unproductive time”

Employees have the option to skip meal periods or breaks

Benefit time such as holiday, sick or vacation pay must be included in the computation of overtime

Only hourly employees are paid overtime

Exempt employee cannot be forced to punch a time clock. If they did their hours exceeding 40 would be considered overtime

An exempt employee working in an hourly position does not have to be paid overtime

Overtime not approved in advance does not have to be paid

Multistate Taxation: What Payroll Must Know Now (Duration: 90 Minutes)

This 90 minute webinar focuses the best practices and requirements needed to properly deduct and/or pay the state income tax, local taxes, and state unemployment insurance for an employee who lives and works in two separate states or who works in two or more states. Withholding taxes correctly can be an arduous task when an employee works and lives within one state. This task becomes more complex when the employee lives in one state and works in another. But if the employee works in two or more states this process can be overwhelming.

Areas Covered in the Webinar:

How to determine state withholding liability

Who is a resident

How reciprocal agreements affect taxation of wages

How state exemptions or credits affect withholding

Resident and nonresident taxation policies

The four factor test for state unemployment insurance

Income and unemployment taxation of Fringe benefits

Which states follow the Internal Revenue Code and which version

How to handle income and unemployment insurance taxation for employees working in multiple states

Supplemental withholding rates

Withholding requirements when an employee is in a state temporarily

Which states require the use of their own Withholding Allowance Certificate, which states allow either theirs or the Form W-4, and which states don’t have a form

Reporting wages for multistate employees on Form W-2

Fringe Benefits: Section 132 and Beyond (Duration: 90 Minutes)

Fringe Benefits are important component for recruiting and keeping high quality employees. But offering those benefits may also bring complex situations regarding taxation and compliance. Employers that don’t know...or think they know but are mistaken...how to properly tax and report fringe benefits often bring serious financial consequences upon themselves and their companies. And it isn’t just the most complex benefits, such as stock options or third party sick pay that can cause the greatest concern to payroll departments and lead to taxation problems. But sometimes the simplest of benefits are the hardest to process properly.

Areas Covered in the Webinar:

Working Condition Fringe Benefits

De Minimis Fringe Benefits

Employee Discounts

No additional cost services

Employee Achievement Awards for Length of Service and Safety

Prizes and Awards?Cash and Noncash

Cell phones

Gift certificates and gift cards

Holiday gifts

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