Paying Employees from Start to Finish and Everywhere in Between
Webinar Details $219
- Rated:
- Webinar Length: 100 Minutes
- Guest Speaker: Vicki Lambert
- Topic: Human Resources
- Credit: HRCI 1.5, SHRM 1.5, ATAHR 1.5, ATAPR 1.5
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This webinar focuses on the rules and regulations for paying employees from the time they are hired to the date of termination. Covers such items as how often an employee must be paid to the methods that may be used in the different states. Includes how and when to pay terminated employees. Webinar covers all 50 states and includes state charts for each section.
Paying employees in compliance with federal and state wage and hour laws doesn’t just happen. It takes knowledge, planning and careful execution. From the time an employee is hired until the day the employee terminates regulations must be followed regarding the timing and issuance of his or her paycheck. It starts the day the employee is hired by determining if there are any notices concerning payday that must be furnished or personal notices that the employee must receive concerning their pay amount and deductions and finishes when the final check is cut and deciding whether or not vacation pay must be included. But there is also a vast amount of regulations in between those two events. These decision are not just made when a company is founded or merged or acquired but must be constantly monitored to ensure compliance and to improve department performance.
One example of this type of on-going decision making concerns the means by which the company pays its employees. Is the company currently using paper checks but feels it could be more efficient and cost effective to require direct deposit or paycards? Can this be done legally is the question put to payroll. And this is not the only area of concern when paying employees. What must a paystub include or do I even have to give a paystub or can I force the employee to accept an electronic paystub instead of paper are a frequently asked questions. Tracking hours is another area of constant flux for payroll. Many times employers want to track hours worked for supervisors or managers but is it legal? Can you ask an exempt employee to record their hours worked and still maintain their exempt status? And of course the one area of payroll that is in constant flux from new legislation and court cases is whether or not vacation pay must be paid out when an employee terminates. In other words can I still follow our company’s policy or do we need a new policy for all employees or just ones in certain states. These and many more topics will be discussed in this webinar.
Areas covered in this webinar:
- Required payroll notices to new hires
- Frequency of wage payments
- Paystub regulations
- Lag time between closing the payroll and distributing the check
- Pay date rules
- Payment methods permitted by state including cash, check, direct deposit and payroll cards
- Tracking hours worked under the DOL and the state
- Paying terminated employees
- Vacation pay upon termination
Who can Benefit:
- Payroll Professionals
- Human Resources
- Accounting Personnel
- Business Owners
- Lawmakers
- Attorneys, or any individual or entity that must deal with the complexities and technicalities of ensuring compliance within the payroll process
- Introduction
- Presentation Overview 00:01:34
- Payroll Notices And Statements 00:03:11
- Payday Notices 00:03:23
- Payroll Notices 00:04:52
- Pay Rate Notices 00:06:36
- Statements(Paystubs) 00:07:14
- States With No Requirement 00:11:58
- Employee Request - Kansas 00:12:49
- Mandatory Statement 00:12:57
- Statement of Deductions 00:13:43
- Direct Deposit Pay Cards 00:14:38
- Electronic Statements 00:14:58
- Tracking Hours Worked 00:18:08
- Tracking Hours 00:18:42
- Federal Law Nonexempt Requirements 00:23:37
- Tracking Hours Worked By State 00:24:23
- States’ Laws Special Requirements 00:25:02
- Payroll Frequencies 00:22:16
- Frequency of Wage Payments 00:28:15
- Permitted Payroll Frequencies 00:29:27
- Max Period Permitted for Nonexempt Employees For Private Sector Employers 00:30:29
- Payment Table Example 00:302:30
- Lag Time Issues 00:33:48
- Lag Time Issues Cont’d 00:35:35
- TN Example 00:36:10
- OH Example 00:37:09
- Methods Of Paying Employees 00:38:16
- Method of Payment 00:38:36
- Cash and Checks 00:39:18
- Direct Deposit 00:43:07
- Voluntary/Involuntary 00:44:33
- Example of Unique Requirements 00:45:19
- Pay Cards 00:46:12
- Paycards by State Private Sector Employers 00:47:03
- Paying Terminated Employees 00:48:33
- Paying Terminated Employees - No Law On Federal Level 00:48:44
- Vacation Pay and Termination 00:50:09
- Terminated Employees By State Table - Arizona -Montana 00:53:15
- Terminated Employees By State Table - Nebraska - Wyoming 00:55:31
- Vacation Pay and Termination 00:55:56
- Vacation Pay and Termination Cont”d 00:56:31
- Grey Areas Of The Law - Arizona -Montana 00:58:19
- Grey Areas Of The Law - Nebraska - Wyoming 00:58:51
- Deducting From Wages 00:59:49
- Deducting From Wages Cont’d 01:00:02
- Overpayments: FLSA Requirements 01:01:31
- State Requirements 01:04:26
- California 01:05:11
- California - Not Illegal If 01:07:54
- State Breakdown for Handling Overpayments 01:09:03
- Indiana 01:09:38
- Michigan 01:11:00
- New Hampshire 01:11:47
- Oklahoma 01:12:22
- Tennessee 01:13:44
- Tennessee Cont’d 01:14:02
- Tennessee Cont’d 01:14:35
- Tennessee Cont’d 01:15:11
- Texas 01:15:17
- Washington 01:15:55
- Washington Cont’d 01:17:20
- Washington Cont’d 01:17:22
- Deducting for Advanced Vacation 01:17:28
- New York 01:19:39
- Vacation CA 01:21:00
- Deducting for Fringe Benefits 01:22:45
- Deducting for Uniforms 01:23:57
- Deducting for Uniforms - States 01:25:21
- Deducting For Breakage or Shortages 01:28:25
- Are Deductions Permitted For Breakages? 01:28:26
- Are Deductions Permitted For Shortages? 01:28:53
- Are There Any Questions? 01:37:34
- Presentation Closing 01:50:09
- Contract 00:21:01
- Cryptocurrency 00:39:47
- Department of Labor (DOL) 00:09:20, 00:12:35, 00:15:42, 00:16:50, 00:40:06
- Division of Labor Standards Enforcement (DLSE) 00:15:44, 00:39:17, 00:59:43, 01:14:38
- Exempt 00:18:54, 00:22:52
- Fair Labor Standards Act (FLSA) 01:01:31, 01:24:23
- Fringe Benefits 01:22:47
- Garnishment 01:00:00:15
- Minimum wage 00:18:26, 00:45:53, 01:08:35, 01:24:29
- Non-exempt 00:18:22, , 00:22:52
- Overtime 00:18:29, 00:24:17, 01:24:29
- Pay Card 00:14:50, 00:39:01, 00:46:09
- Voluntary Deduction 01:22:49
- Wage 00:04:11, 00:59:59
Contract: A written or spoken agreement, especially one concerning employment, sales, or tenancy, that is intended to be enforceable by law.
Cryptocurrency: A cryptocurrency (or crypto currency) is a digital asset designed to work as a medium of exchange wherein individual coin ownership records are stored in a digital ledger or computerized database using strong cryptography to secure transaction record entries, to control the creation of additional digital coin records, and to verify the transfer of coin ownership.
Department of Labor (DOL): The United States Department of Labor is a cabinet-level department of the U.S. federal government responsible for occupational safety, wage and hour standards, unemployment insurance benefits, reemployment services, and some economic statistics; many U.S. states also have such departments.
Division of Labor Standards Enforcement (DLSE): By combating wage theft, protecting workers from retaliation, and educating the public, we put earned wages into workers' pockets and help level the playing field for law-abiding employers. This office is also known as the Division of Labor Standards Enforcement (DLSE).
Exempt : Exempt employee is a term that refers to a category of employees set out in the Fair Labor Standards Act. They do not receive overtime pay, nor do they qualify for the minimum wage
Fair Labor Standards Act (FLSA): The Fair Labor Standards Act of 1938 29 U.S.C. § 203 is a United States labor law that creates the right to a minimum wage, and "time-and-a-half" overtime pay when people work over forty hours a week. It also prohibits most employment of minors in "oppressive child labor".
Fringe Benefits: An extra benefit supplementing an employee's salary, for example, a company car, subsidized meals, health insurance, etc.
Garnishment: A legal summons or warning concerning the attachment of property to satisfy a debt
Minimum Wage: The lowest wage paid or permitted to be paid specifically fixed by a legal authority or by contract as the least that may be paid either to employed persons generally or to a particular category of employed persons.
Non-exempt: Non-exempt employees are workers who are entitled to earn the federal minimum wage for every hour they work. Such workers likewise qualify for overtime pay, which is calculated as one-and-a-half times their hourly rate, for every hour they work, above and beyond a standard 40-hour workweek.
Overtime: Overtime is time and a half of what an employee earns for every hour worked over 40 in a workweek. The FLSA salary threshold is the minimum salary employers must pay employees for them to be exempt from overtime wages.
Pay Card: A payroll card is a type of prepaid debit card for your employees. On payday, your organization would deposit an employee's wages on their card. The employee can then use the card to make cash withdrawals from ATMs and to make purchases, just like a debit card from a bank account.
Voluntary Deduction: Voluntary deductions are amounts that an employee has elected to have subtracted from gross pay. Examples are group life insurance, healthcare and/or other benefit deductions, Credit Union deductions, etc. Post-tax deductions are withheld after all taxes have been calculated and withheld. Participation in these programs may require that the individual complete a written salary reduction agreement authorizing payroll deductions.
Wage: A fixed regular payment, typically paid on a daily or weekly basis, made by an employer to an employee, especially to a manual or unskilled worker.
