Advice

Payroll is headed into prime time, and its most complicated season—year-end reporting. Good preparation can smooth out a lot of the kinks. Here’s what you should do now.
The Supreme Court convenes next Monday for its 2022-2023 term. It’s never a good idea to prognosticate, but fireworks exploding at the end of this coming term, as they did in June, seem unlikely.
The Department of Health and Human Services and the IRS have released their 2023 inflation adjusted figures for group health plans.
Rearranging work-from-home schedules to accommodate FMLA-qualified caregiving responsibilities for a family member isn’t a substitute for employees notifying you of their need for FMLA leave. A federal appellate court has ruled an employee who informed his boss he was working from home didn’t provide FMLA notification of his need for leave.
Working nine-to-five isn’t the reality anymore, which complicates your responsibility to accurately record nonexempts’ working time, said Daniel Messeloff, Esq., a partner with the Tucker Ellis law firm. Messeloff led a workshop on compensable time at the American Payroll Association’s 40th Annual Congress.
Employees who repay wages to you in a later year spark FICA refund claims for them and you. The IRS doesn’t want to deal with employees and you. So it requires you to repay employees and get their consent to pursue a refund of both portions. Because employees have already been paid, you get to keep the whole refund. But what if employees don’t consent?
Wellness plans tread some fine lines, because an effective wellness plan must first develop baseline measurements on participants. And these baseline measurements may violate federal law, like the Genetic Information Nondiscrimination Act. City workers in Chicago are testing this right now.
A federal court weighs in on employee privacy concerns in the wake of new state medical reporting rules.
Employers impacted by the pandemic may not have been able to file their 2019 and 2020 W-2s, 1099s, 1095s and other information returns on time. The IRS has announced it is abating failure-to-file penalties related to those returns, and to other returns as well.
Since the onset of the pandemic, employers have generally been allowed to inspect employees’ Form I-9 documents remotely. ICE would now like to actually write this flexibility into the I-9 regulations. Here’s a preview of what that might look like.