1-1 1. unit 1 payroll laws and regulations mcgraw-hill/irwin copyright © 2006 the mcgraw-hill...
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Unit 1Unit 1
Payroll Laws and Regulations Payroll Laws and Regulations
McGraw-Hill/Irwin Copyright © 2006 The McGraw-Hill Companies, Inc. All rights reserved.
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Federal Income Tax Laws
• Current Tax Payment Act (1943)– “pay as you go” basis– Employers are able to
withhold federal income tax from employees
– Guidelines • Circular E • Pub 15 • Pub 15-A
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Employees vs. Independent Contractor
• Employee:– anyone who performs services for you – and you can control what will be done– and how it will be done.
• Independent contractor (consultant) – he/she has the right to control the result of the work, – and not what will be done – and how it will be done
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Social Security Laws
• Federal Insurance Contribution Act (FICA)– Social Security
• (Old, Age, Survivors and Disability Insurance) • 6.2%
– Medicare • (HI- Hospital Insurance) • 1.45%
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Social Security Laws
• Federal Insurance Contribution Act (FICA)– Taxable base limits
• Social Security – taxable wages base limit - $89,700 (2005)
• Medicare – taxable wages base – no limit (2005)
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Required Payroll Records
• Internal Revenue Service (IRS) bookkeeping requirements: – Keep the following items per employee:
• Personal information: – name, – address, – date of birth – social security number
• amount and dates of wages payments • period covered by the wages/salaries payments
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Required Payroll Records
• Internal Revenue Service (IRS) bookkeeping requirements: – Must keep the following items per employee:
• wages payments • period covered by the wages/salaries payments• Hiring date • Termination date • Reason for termination/separation
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Unemployment Insurance Program
• Partnership Federal and State Insurance programs:– Federal unemployment
• established by the “Federal Unemployment Tax Act” (FUTA)
• Administer by IRS and the Dept of Labor • 6.2% of the first $7,000 of each employee• Paid only by the employer
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Unemployment Insurance Program
• Partnership Federal and State Insurance programs:– State Unemployment
• established by the “State Unemployment Tax Act” (SUTA) • states set the tax rate per employer • states set the limit on taxable wages • taxable earnings varies within state• Administer by the individual states• Contribution paid by employees and employers
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Fair Labor Standards Act
– Established in 1938– Enforced by the Wage and Hour
Division of Employment Standards Administration (ESA) under the Dept. of Labor.
– Establish federal minimum wage of $5.15 (2005).
– Overtime hours:• are work done beyond 40 worked
hours • rate = 1.5 times regular rate
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Fair Labor Standards Act
• Exempt employees vs. non-exempt employee– Non-exempt employees
• employees covered by the FLSA • covered by minimum wage and overtime pay provisions
– Example: hourly employees
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Fair Labor Standards Act
• Exempt employees vs. non-exempt employee– Exempt employees:
• Not covered by the FLSA • Not covered by minimum wage and overtime pay
provisions– Example: management, Office professional and salary
employees
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State Minimum Wage Laws
• State minimum wage: – state is responsible to establish the minimum wage– If state’s minimum wage is:
• higher than the federal rate, then you must pay the higher of both rates.
• If the state does not have a minimum wages then the federal rate applies.
– Some states have their own minimum wage for employees who are not covered under FLSA.
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State Minimum Wage Laws
• State Minimum Wage:
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State Minimum Wage Laws
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Other laws affecting wages…..
• Davis Bacon Act of 1931– Applies to businesses that
have contracts of $2,000 with the federal government for contraction, repair or alterations of public buildings.
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Other laws affecting wages…..
• Walsh-Healy Public Contracts Act of 1936– Covers firms holding contracts exceeding $10,000
with agencies of the federal government
• McNamara-O’Hara Service Contract Act of 1965– Applies to business with contracts worth more than
$2,500 with government
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Workers Compensation and State Disability Benefits
• Workers Compensation Insurance – protects employees and their families from lost
wages– because of job-related accidents, disabilities or
death.• State Disability
– protects employees who are absent from work,– because of illness or accidents that are NOT job-
related.
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Fair Employment Laws
• Equal Employment Opportunity Commission is responsible for enforcing the Fair Employment laws.
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Fair Employment Laws
• Enforce fair practices in employment:• Prevent discrimination based on:
– Race– Color– Religion– National origin– Age – Sex
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Fair Employment Laws
• Title VII of the civil Rights Act of 1964– Prohibits discrimination based on:
• Race• Color • Religion• Sex• National origin
• Equal Pay Act of 1963– Requires equal pay for men and woman in equivalent jobs
• Age Discrimination in Employment Act of 1967– Protects worker over 40 years of age
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Fair Employment Laws
• American with Disabilities Act of 1990 (ADA)/Rehabilitation Act of 1973 – Protects qualified workers with disabilities
• Civil Rights Act of 1991– Provides monetary damages to employees who
have been intentionally discriminated against.
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Fair Employment Laws
• Family and Medical Leave Act – – Up to 12 weeks of unpaid
leave• For the birth/adoption of child• Provide care of family
member that has a serious illness
– employee’s position is protected for up to 12 weeks.
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Fair Employment Laws
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Pension Security Laws
• Employment Retirement Income Security Act (ERISA)– Protects the pension funds– Regulates the pension fund operations – Specifies the actions that can be taken if the employer’s
fund does not have enough money to pay the benefits– Enforced by the Employees benefits security
administration (EBSA)
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Immigration Reform Act
• Employers must certify that newly hired employees have shown either proof of:– U.S. citizenship or – Working visa
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Immigration Reform Act
• Documents accepted as proof are:– Certificates of US
citizenship/naturalization– Valid foreign passports
plus employment authorization
– Social security card and valid Id
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New Hire Reporting
• Personal Responsibility and Work Opportunity Reconciliation Act (Welfare Reform Act)– Requires employers to file a new hire report.– Report must be completed within 20 days of
employment– Federal Parent Locator services– child support
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Summary
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Questions?
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