As a recent survey noted, many organizations have a disconnect between the drafting and issuing of handbook policies and the practices that ensure those policies are effectively implemented.
To help alleviate this problem, this training session reviews current employee handbook policies and discusses how organizations can reduce the gap between policy issuance and effective implementation.
This program is designed for HR professionals, risk managers, internal auditors, in-house counsel, CFOs, CEOs, and management consultants and other individuals who want to learn how to use develop and implement employee handbooks.
Top FAQs
While many payroll-related regulations are federally-governed, there also are many state requirements, including those for handling garnishment, final paychecks, and unclaimed paychecks. Each state's requirements differ in the details, so be sure to check your state's requirements by clicking the applicable link(s) at the bottom of this page.
Payroll is much more than just handing out paychecks, and includes a variety of responsibilities such as handling garnishments, travel pay, multi-state taxation, unclaimed paychecks, and much more in a timely and accurate fashion.
An employee handbook should contain information about company policies, legal requirements for the company and employees such as applicable state and federal laws.
Both provide clarity on what is needed and expected of employees. It also can be helpful in recruiting job candidates.
Payroll Administrators must be able to:
- Properly "classify" workers
- Apply the various exemptions
- Calculate gross pay and properly make deductions
- Correctly identify, pay, and withhold taxes for employees
- Administer deferred compensation, cafeteria plan, sick pay, and other compensation
- Handle stock options, expense reimbursements, relocation, and other "expenses"
- Follow the proper policies, procedures, and documentation requirements for garnishments and levies
- Properly complete and file all required reporting requirements
- Correctly complete year-end requirements and establish year-beginning requirements
- Implement and maintain fraud, audit, disaster recovery, and record retention processes and procedures
They need to be updated regularly as laws change, job requirements evolve, or are not specific enough. Another disadvantage is that they sometimes are used against an employer in a lawsuite.
An Employee Handbook provides information on an organization's mission, goas, objectives, vision, values, policies, procedures, and workplace code of conduct.
Job Descriptions help employees understand their roles and responsibilities. It generally is a written document that lists the responsibilities and skills required to perform a specific job.
Time clocks, time sheets, and electronic methods are a couple ways to track hours worked.
Maintaining accurate payroll records, such as hours worked, pay, and tips and tax amounts, obeying federal and state rules, and submitting required reports on a timely basis.
In business since the mid-1990's, we have over 25 years of experience delivering high-quality training content via seminar, webinar, online, and other formats. Each of our courses are delivered by an industry expert who will share his or her years of experience to help you be in compliance, smarter, and more productive, and almost all offer SHRM and HRCI credits.
In addition to ensuring that employees are paid correctly and on time, "Payroll" has numerous time and reporting requirements. The primary payroll areas include paychecks, reporting, operations, and management.
