This webinar discusses 10 areas of wage and hour and tax law that when misunderstood or applied incorrectly, causes employees to be paid or taxed incorrectly with the resulting penalties, fines and interest levied on the employer. Some of these wage and hour law misconceptions can even cause the employer to overpay employees forcing unnecessarily higher labor costs.
Why You Should Attend
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).
This webinar discusses 10 areas of wage and hour law that when misunderstood or applied incorrectly causes employees to be paid incorrectly with the resulting penalties, fines and interest. Some of these misconceptions can even cause the employer to overpay employees forcing unnecessarily higher labor costs.
Attend this webinar to understand the 10 most common areas of misconception about paying employees and to ensure that the company is handling them correctly thereby not underpaying or overpaying the employee.
- Gift Cards are only taxable if they are over a certain dollar amount
- Work weeks can be combined for calculating overtime on bi-weekly, semi-monthly or monthly payrolls
- The employer gets to decide what is worked time
- Employees do not have to be paid for sleep, travel time or other types 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
- Payments made to employees through accounts payable can be reported on a 1099-misc
- An exempt employee cannot be forced to punch a time clock. If they did their hours exceeding 40 would be considered overtime
- A bonus paid out of accounts payable never affects overtime
- Overtime not approved in advance does not have to be paid
Who Should Attend:
- Payroll Professionals
- Human Resources
- Accounting Personnel
- Business Owners
- Attorneys, or any individual or entity that must deal with the complexities and technicalities within the payroll process
At the Q&A session following the live event, ask a question and get a direct response from our expert speaker.