Payroll Today

Not every employee can or wants to telecommute. Reopening offices means reacquainting yourself with the requirements of the Fair Labor Standards Act.
Questions are beginning to arise now that employees have been telecommuting for a couple of months. And if you’re going to continue telecommuting, you need to answer them.
Employees who are returning to work are suing their employers for a variety of perceived missteps.
The IRS has issued FAQs addressing provisions of the Coronavirus Aid, Relief, and Economic Security Act related to 401(k) plans.
The IRS has issued two new notices providing cafeteria plans with a great deal of flexibility. Plan amendments are required to take advantage of this relief.
Whenever your office reopens, it’s a safe bet it won’t look the same as it did before the pandemic. Many more employees may be working at home permanently. If that’s the case, you need to consider state nexus requirements and how this one tax concept will affect your payroll operations.
The Department of Labor has addressed many telecommuting and leave issues in a new FAQ.
You’ve reopened after your state has rescinded its shelter-in-place order, but business has not rebounded to anywhere near your pre-pandemic level. Or you’re located in a state that never issued a shelter-in-place order, but your business is way off. You can still qualify for the employee retention credit, if your gross receipts decline significantly.
Now is the time to start bringing order to the telecommuting process. Here are some guidelines, including a sample telecommuting agreement.
No one ever said the paycheck protection program loans and the employee retention credit would be easy to implement. That’s what happens when Congress pushes through a 335-page disaster relief law in a scant two days. Questions and problems keep turning up like bad pennies.