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Will this be the first virtual event you have attended? Have you participated within the Payroll Institute before? Are you currently a certified HR professional?
During this short, 20-minute session we will review the progress of the Institute for Payroll to date:
• Introduce the Advisory Board and their roles
• Introduce you to the Institute and the Certification program available
• Help you become an expert in Payroll
• Offer an opportunity for YOU to host an educational session and educate your peers
• Learn why this Institute is important to the Payroll Industry and how you can contribute to its success
If you are new to the Institute for Payroll, this introduction will cover not only our past accomplishments but also explain why you should continue to participate and be a part of this community.
Have you signed up yet? If not, there's still lots of time! Find out what you have missed, and take a look at what is coming up for 2013.
For those with questions regarding the Institute and its content this is your chance to share your ideas.
As corporate America moves to paperless processes, more businesses are discovering all the benefits associated with paycards. This webinar provides a very detailed summary of what a paycard does, how it benefits employers, and how employees can take advantage of such a great cost savings tool. A number of areas regarding the employer will be reviewed including: savings, implementation, compliance, security, and customer service support. The attendee will also learn why these programs when effectively implemented are so popular with their employee base. The areas for employees can range from an immediate savings in the cost of cashing a paper check, the variety of uses, and access to their funds. The presentation will also take a look at the future of the paycard industry, technology, what to consider when evaluating a program provider. Payroll and HR professionals are always looking into new ways to enhance their business and professional lives. Paycards offer a simple and easy solution for both employer and employee a like. At the same time it provides flexibility for the immediate resolution of termination pay, payroll corrections, and a variety of other off cyle payments. It also looks at creative ways to effectively assist in a company’s disaster recovery and business continuity plans while at the same time provides a greener and safer approach to the environment. Whether or not you have a paycard provider now, or perhaps are evaluating one in the future, this webinar will provide you great insight on what to look for in a solution.
Discussion of common challenges and best practices for running payroll and employing resources in the EU. The content focuses on both the practical challenges of finding and managing payroll vendors around the region, as well as common mistakes companies make with regards to employment contracts, benefits, and country-specific gotchas.
Specifically we will run through how permanent establishment factors in to payroll and employment and why that matters, we will talk about contractors versus employees, contract best practices, the benefits framework and examples of social security in certain EU countries, nuggets of knowledge for common EU countries, and a summary of best practices for planning your international expansion or improving your existing international operations.
As the leader in international business software and services, High Street Partners helps companies expand and/or manage their international operations on a daily basis. We've advised thousands of clients on how to navigate international markets from a compliance, regulatory, and general business practice perspective. The European Union is the most common region of expansion for US businesses and so we are looking to speak to the most common interest of the group on average, as well as share insights that people may not be aware of. The EU economic zone is perceived to be one of the "friendlier" regions for which to do business by US corporations, but the pitfalls can be just as severe if not managed appropriately.
Presenting will be Ben Wright, Senior Director of Channel Development and long-time HSP advisor resource. He has advised hundreds of companies on their expansion globally, not just to EU countries.
How long do I need to keep that document? Do I have to keep this document? How do I need to keep it stored? Can it be stored in electronic form or do I have to keep this stupid piece of paper somewhere? Can I keep it off-sight or do I have to keep it in a central location?
If you have ever asked any of these questions or had to ask someone in payroll these questions, this is the session for you. We will talk about how long you need to retain documents depending on various different ACTs that are in play for your company. We will also discuss any differences in the various states if they differ from the federal rules.
Many times, a lot of the various ACTs overlap in both data that must be maintained and length of time a document must be maintained so it is a good idea to look at them all together to determine if you are keeping the right documents for the correct amount of time. Also, as technology changes, so do the options for maintaining the documents. However, you always must have a way to get to and or read the various documents. So, if you are going to upgrade your technology, make sure you can still get to your older documents.
Many states have different timelines and you must make sure you are in compliance with those rules as well. We will only touch on those but they are also important to keep in the back of your mind as you are reviewing your record retention policies.
Hear about proven tips and tools to identify improvement opportunities, effect change and build your dream payroll department
An employee’s paycheck is the most frequent, most important communication that an employer has with their employees; so delayed or inaccurate information can cause irreparable damage to the relationship. In today’s economic climate, HR and Payroll professionals are being expected to do more with less. At the same time, the expectations for accurate and timely payroll remains the same.
PayTech is a consulting firm focused on helping clients improve their operational effectiveness in the areas of HRIS and Payroll. We partner with clients to provide complete process analysis, re-engineering, and change management services.
With over 13 years of experience, we have developed this presentation in order to provide professionals with some key tips and techniques to get them started with a “do-it-yourself” approach to process improvements.
In this session, you will gather some tips on how to identify and implement improvements in your payroll department by using techniques and methodologies that really work:
• Step back from the details to analyze current process challenges objectively
• Improve payroll efficiencies by deconstructing your current processes
• Create visual aids to assist with the analysis
• Increase system utilization by identifying the tools you already have
• Identify ways to take a step closer to a paperless environment
• Build up to a successful year end by learning to look at it as a year-long process
• Make planning a priority for extraordinary results
This session is intended for any conference attendee who is looking for ways to improve efficiencies within their department. Whether you are a Payroll Administrator, Manager or Director, you will find something helpful to take with you back to the office!
Many employers gave up hope on claims for FICA tax refunds related to supplemental unemployment benefits pay ("SUB pay") after CSX Corp. v. United States, which was decided in favor of the IRS. However, a recent appeals ruling on Quality Stores in the Sixth Circuit Court has restored life to those claims. This presentation will explain the legal basis for FICA SUB Pay refund claims and how they are affected by the disputed issues in Quality Stores (namely, whether SUB Pay is considered wages for the purpose of FICA tax).
Protective filings are an established way of preserving your right to a refund while an aspect of the law is being disputed. If you do nothing, the statute of limitations will kick in and your rights will expire. If you file a protective claim, you will extend your right to be eligible for a refund in the event the disputed issue is decided in your favor.
Learn how to determine whether your organization is eligible to make meaningful FICA SUB Pay refund claims, and why NOW is the time to take action, despite being years out from an ultimate determination in this matter. Understand the reasons why it’s important to file a claim if you are eligible, as well as what steps you need to take to ensure a successful claim. The total payout on these refund claims, should they be approved, is estimated at between one and two billion dollars, so it will certainly be meaningful for some employers.
Everyday employers face the decision to treat a relationship with a worker as an independent contractor or employee. This decision is motivated by many factors including tax and benefit costs associated with adding an employee versus treating the worker as a contractor. In some cases the employer wishes to classify a worker as an independent contractor due to the number of hours or days the person will work. These are not the factors used to determine if a worker is a contractor or employee.
The three primary considerations regarding contractors vs. common law employees are behavioral control, financial control and type of relationship of the parties. In this session we explore how those apply and how the I.R.S. applies these principals.
The I.R.S. has targeted this issue as one of its top priorities and has committed personnel and resources to collect the over 150 Billion in uncollected revenue it believes are lost every year due to the misclassification of employees as contractors. This does not include the additional 75+ Billion in uncollected self- employment taxes that are not paid. Employers who are being audited for contractor compliance are experiencing adjustments in the millions if they are found out of compliance. In addition to the I.R.S. fines and penalties the employer may have liability involving employee benefits.
The decision a business has to make regarding an employee or contractor is not an arbitrary choice. The I.R.C. has specific guidance regarding the standards that have to be met to classify someone as an independent contractor.