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.
The Institute for Human Resources (IHR) Compensation Best Practices and Trends certification program was launched on February 14/15, 2011, with a two-day virtual event. Subsequent events have been held on June 6th & 7th, September 22nd & 23rd, December 12th & 13th, March 19th & 20th, June 11th & 12th and September 10th & 11th. Archives of events are available on www.HR.com .
To date, over 7,500 HR professionals have registered for the IHR program. The purpose of this introductory session is to provide you with an update on webcast topics and introduce you to speakers that will be presenting on December 3rd & 4th. In addition, for those of you who have not participated in one of these events in the past, you will be shown how to register for any newly-added webcasts and make use of the virtual Exhibit Hall, where you can increase your knowledge on product and service suppliers in the compensation arena. You will also learn how to network with your peers by visiting the lounge.
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.
This session is focused on how to set up a compensation program in a foreign country when a company has never had operations overseas before. It includes advice/information on:
1) Need to understand country labor/employment laws
2) Need to understand any cultural issues that might impact how you design your compensation plans
4) Need to understand the local competitive market
5) How to select the best survey for the new country and how it will differ from U.S. surveys
6) What corporate compensation decisions need to be made --- what is kept global and what is allowed to be local
7) How to develop a merit budget
8) The need to educate corporate management on the differences between overseas compensation practices and U.S. compensation practices
This session is a very practical guide for HR people that are in the beginning stages of learning how to deal with international HR issues for the first time.
The greatest challenge in business today is that of following a principle-based path in our work and demonstrating courage in the face of constant pressure to conform or “follow the leader.” Simply put, demonstrating integrity and courage places all that we value most, (job security, family, friends and home), at personal risk. However, we have also seen the results of blind obedience in the scandals at such corporate giants as Enron, Lehman Brothers and most recently the debacle unfolding at J P Morgan Chase. The watchdogs, auditors and admired leaders were there, at the moment when decisions were made that clearly turned these companies toward the abyss. This is not to say that those of us that practice Compensation and HR influence decisions that necessarily hold the potential to topple companies, but how we choose to apply integrity and courage in our work, ultimately determines our character. This webinar is designed to help compensation and HR professionals better understand our role in the organization and how important it is for each of us take the risk and act with integrity, courage and character.
The Institute for Human Resources (IHR) Compensation Best Practices and Trends certification program was launched on February 14/15, 2011, with a two-day virtual event. Subsequent events have been held on June 6th & 7th, September 22nd & 23rd, December 12th & 13th, March 19th & 20th and Jun 11th & 12th. Archives of events are available on www.HR.com.
To date, over 4,000 HR professionals have registered for the IHR program. The purpose of this introductory session is to provide you with an update on webcast topics and introduce you to speakers that will be presenting on September 10th & 11th. In addition, for those of you who have not participated in one of these events in the past, you will be shown how to register for any newly-added webcasts and make use of the virtual Exhibit Hall, where you can increase your knowledge on product and service suppliers in the compensation arena. You will also learn how to network with your peers by visiting the lounge.
Canadian income tax laws are an interestingly woven web when it comes to paying employees their normal salary or wages. They become even more intricate when we pay our employees any special payments like bonuses, retroactive payments, or severances. Aside from regular payroll taxes, employees receiving non-regular payments will also be impacted by “annualized” and “lump sum” income taxes. Depending on the type of payment and the employees’ personal income tax credits, the rates will vary greatly from employee to employee. Because income taxes are as individual as your own finger prints, understanding this logic will help you quickly clarify, and resolve employee concerns.
HR & Payroll Professionals are keenly aware of the inherent benefits of deploying an electronic pay program within their organization. Upon doing so, their employer can save money and resources associated with payroll processing and distribution costs while employees benefit with the piece of mind of knowing that their wages are accurately and consistently deposited into their personal bank account. In fact, NACHA, the Electronic Payments Association estimates that companies save up to $0.60 per payment by using direct deposit instead of paper paychecks.* This is why employers over the past 25 years have promoted direct deposit to their workforce , achieving a 65% direct deposit participation rate nationwide.
However, if you work for an employer whose workforce contains a high percentage of individuals without bank accounts, it is difficult to achieve the desired level of participation in direct deposit programs. These workers are frequently called the unbanked by employers and the financial services community and represent about 10 million households in the United States.
In response to the employer community's desire to find a practical method to pay unbanked workers electronically, Visa along with others have developed payroll debit card (paycard) products and services as a cost effective way for payroll professionals to electronically pay their population of unbanked workers.