Archived Webcasts and Podcasts

The California Department of Child Support Services (DCSS) recognizes the value employers provide to the child support program.

As a payroll or human resource professional it can get confusing keeping up with your roles and responsibilities as an employer.

Today’s webinar will provide you with the education you need regarding the child support process. Our focus is to provide employers with the latest changes, updates, laws and requirements as we work together to improve the lives of children. The law requires parents who owe child support to have it withheld from their pay. We hope you find this information helpful.

Cooperation between employers and the child support program is essential in supporting family self-sufficiency. We appreciate your cooperation and look forward to building a stronger partnership for the future.

As a payroll manager, you are faced with many external and internal forces driving your decisions. Although your goal may be 100% direct deposit, you must navigate issues of compliance to reach that benchmark. By putting processes into place that proactively address said issues while streamlining your operations, you will make your life easier. At TFG Card Solutions, we closely follow issues of compliance surrounding direct deposit and pay cards and will share our collective knowledge in this webinar.

In this webinar we will cover hot topics in the payroll industry including direct deposit legislation around the country and the increasing need for pay cards. If your goal is 100% direct deposit and paperless payroll, you will need to know about electronic pay stubs for your employees.

Discussion will include best practices, requirements, and compliance surrounding pay stubs. Our final topic will answer the question, how does one go about choosing the best pay card provider? What should you look for in a vendor? With so many vendors out there, it can be difficult to find the one whose services fit the needs of your organization and those of your employees, the cardholder.
Since 2004, TFG Card Solutions has helped over 1,900 US employers of all sizes eliminate paper checks by providing a two-pronged approach:

1. Provide a first rate value offering that employers and employees can be excited about
2. Assist our extremely busy clientele with effective marketing tools to message the enhanced benefit offering and company initiative.

Your company does not need just another review of ethics for the payroll department. Do you know that people who cause the most ethical problems are the ones that know the ethics code and how they are expected to behave?

The code of Business Ethics is a set of principles that summarizes a Company’s ethical standards. Its purpose is to guide employees in making good decisions in regards to their position.

This presentation will provide you with real world solutions to build and maintain great ethics, while showing you how to spot ethical issues before they develop and what to do when they arise. We will take a look at roadblocks you face every day and how to put procedures in place to head them off.

The use of external project resources can solve a lot of problems. They free up internal resources. They may bring core expertise that you only need one time. They provide a fresh perspective, suggesting solutions that are overlooked by internal resources. They know how to manage a project.

So, where is the downside? Projects can be complicated, and this often leads to run-away expenses. For larger and longer projects, scope and specifications for a project are not known up front. Success is dependent on a crystal clear project scope of work as well as an efficient process for linking effort and progress to payments.

In this webinar you will learn about:

• Alternative payment models for large projects
• Identifying rates and resources within the Statement of Work (SOW)
• Organizing time reporting and tracking within a team
• Controlling time reporting
• Measuring project and team performance
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Federal court data shows that 90 percent of all state and federal class or collective actions filed in the United States are wage-and-hour claims. In 2010, the average settlement in the top 10 reported wage-and-hour class and collective actions was $34 million. The federal Fair Labor Standards Act applies to practically every employer in the United States and covers pay issues involving overtime (authorized and not), employer errors that affect an employee’s exempt status, record-keeping mandates, travel time, and much more. Enforcement of wage and hour law has become a top priority for the United States Department of Labor and state counterparts. If you violate the rules, the penalty can exceed 100 percent of the unpaid wages and you may have to pay the employee’s attorneys’ fees! Learn how to scrutinize your business policies now so that you will not be the next victim. What you learn here can help you avoid triggering a Department of Labor audit.

The Internal Revenue Service has made very clear statements that they are focusing on relationships that employers have with those classified as independent contractors. This increased scrutiny has resulted in significant adjustments, some in excess of one million dollars.

Employers must now be able to clearly demonstrate that their contractors meet the guidelines set forth in the I.R.C. code. Failure to prove contractor status will result in the person being reclassified as an employee. This brings a multitude of adjustments and penalties including taxes, employee benefits and unemployment tax adjustments.

In addition the states are getting very active in this area. Budgetary concerns have brought an increase in state audits regarding contractors in an attempt to collect tax revenues and unemployment revenues.

The Internal Revenue Service has made very clear statements that they are focusing on relationships that employers have with those classified as independent contractors. This increased scrutiny has resulted in significant adjustments, some in excess of one million dollars. Employers must now be able to clearly demonstrate that their contractors meet the guidelines set forth in the I.R.C. code. Failure to prove contractor status will result in the person being reclassified as an employee. This brings a multitude of adjustments and penalties including taxes, employee benefits and unemployment tax adjustments. In addition the states are getting very active in this area. Budgetary concerns have brought an increase in state audits regarding contractors in an attempt to collect tax revenues and unemployment revenues.

The reasons why employers implement an automated time and attendance solution are many and varied and the process of automating time and attendance can seem daunting. From choosing a vendor whose solution fits the current and future needs of the organization to getting that solution adopted by employees, employers face challenges that can potentially derail or seriously impede an effective implementation.

This webinar will identify the top challenges organizations need to consider to effectively automate their time and attendance and ensure the smooth and trouble free transition from their old manual time processes to their new automated time and attendance solution.

This presentation will provide an overview of the employer’s employment tax compliance reporting responsibilities as well as rights to beneficial tax treatment associated with a merger, acquisition or other “change of legal entity” event. We will review key current federal/state legislation for this unique and often-missed area, including SUTA Dumping Prevention, UI Integrity Rules, and Questionable Employment Tax Practices (QETP). The webcast will include basics of employment tax reporting for M&A such as change of control, successor determination, and transfer of experience. We will also discuss practical application of best employment tax practices in the context of M&A, including timing, which information to obtain, and use of retrospective review. Examples will include techniques used by leading employers to handle this area.

Fringe benefits, including transportation fringe benefits, are an integral part of a compensation package for employees today. When determining what fringe benefits to provide the first question that usually arises is “how are we going to do it”. But your task doesn’t stop once that question is answered and the fringe benefit is provided. When providing transportation fringe benefits the very next question that must be answered before that employee starts that new car, pulls into the parking space or hops on the bus is---what are the IRS taxation and reporting requirements? The Internal Revenue Code has strict guidelines on the taxation and reporting of transportation fringe benefits that must be adhered to in order to avoid audits and penalties. The definition of transportation fringe benefits crosses the spectrum from providing a company car, paying for bus passes and parking spots to providing a bicycle and may even include the time spent on a private company plane. And the taxation requirements can be just as varied—from no taxation to the required use of algebraic formulas. In this 60-minute webinar we will address all these issues including examples of the math.