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10 Preventable Mistakes Payroll Managers Frequently Make

1. Misclassifying nonexempt employees

Employees classified as nonexempt has to be paid overtime when working over 40 hours in a workweek. If you incorrectly classify an employee as exempt, your company might be subject to wage and hour audits, important penalties and penalties.

To safeguard yourself and your business:
Consult with the guidelines, or undergo specialist training, to be certain to understand and properly apply the principles when classifying exempt workers.

2. Failing to employ the latest regulations and laws
In only the past 3 decades, no fewer than 10 Federal legislation has changed the rules concerning citizenship. They comprise the Bankruptcy Abuse and Prevention and Consumer Protection Act of 2005, the SUTA Dumping Prevention Act of 2004, and the Working Families Tax Relief Act of 2004, to mention only three. Failing to execute portions of those acts can permit you to over-withhold Federal income taxation, underpay state unemployment taxes, erroneously stop child support withholding, or erroneously calculate fringe benefits when reporting a worker’s income.

To safeguard yourself and your business as a West Palm Beach CPA We Learned:
Stay current by reading professional journals or enrolling in continuing education classes.

3. Incorrect Social Security numbers on W-2 forms
Incorrect Social Security numbers would be the most frequent cause of incorrect W-2 forms. Not only does this effect in a $50 penalty for each wrong form, but also the worker’s advantage record in the SSA might be understated, decreasing their benefits in the long run.

To protect yourself and your business:
Visit www.ssa.gov/employer/ssnv.htm and enroll to utilize the Social Security Number Verification Service. Then make it a payroll services west palm beachpractice to check the Social Security number and title combination for every new worker.

4. Incorrectly processing wage garnishments
Garnishments, levies, and child support orders can be tricky to execute, particularly if workers have several wage garnishment orders. You’re responsible for monitoring and prioritizing each worker’s wage attachments to be certain to withhold and remit the deductions properly.

To safeguard yourself and your business:
be certain you’re current on the prerequisites by reading professional books or taking skilled training.

5. Over-reliance on Payroll Software
Now’s payroll systems are amazingly effective and functional. Nevertheless, the clean and official-looking printouts may provide you a false sense of safety. Though your system is correctly performing millions of calculations, it’s your duty to understand how these calculations are made, not just to ensure accurate compliance and input but also so that you may explain to employees how their pay is calculated.

To safeguard yourself and your business:
Conduct regular audits of your judicial procedure to ensure that you are properly entering employee deductions and pay. Pursue expert citizenship certificate.

6. Time and attendance reporting mistakes
Logging worked and re-keying them into citizenship generates multiple chances for error. Underpaying workers can lead to morale issues while overpaying them generates a monetary loss to your own organization.

To safeguard yourself and your business:
Evaluate the amount of worker compliance with your company’s time reporting coverage. Additionally, studies have demonstrated that switching to an automated time and attendance system (e.g., where workers swipe ID cards to a digital reader) improves payroll accuracy considerably.

7. Improper tax coverage of fringe benefits
Holiday gift certificates, door prizes at company picnics – the Internal Revenue Code defines all sorts of compensation as taxable unless expressly mentioned otherwise. If you are not able to report these as earnings and under-withhold the taxes, then your company could be subject to substantial penalties.

To safeguard yourself and your business:
Read professional journals or take expert instruction to maintain yourself up-to-date on the principles for all taxable gains.

8. Mistakenly treating workers as contract employees
In an endeavor to maintain headcount low, many companies hire temporary, work-at-home, or freelance employees. But unless certain conditions are satisfied, the company will continue to be accountable for paying and reporting their employment taxation. Failure to do this can render you liable for back taxes and penalties.

To safeguard yourself and your business:
be certain you’re well versed in the definitions and reporting requirements independent contractors.

9. Mishandling withholding for workers who get third-party sick pay
In many businesses, a third party insurance provider takes over wages payments to workers on long-term handicap. But payroll managers frequently forget that they maintain responsibility for reporting and paying the company’s share of Social Security, Medicare, and FUTA. They need to also report Federal income tax withheld and deposited from the next party.

To safeguard yourself and your business:
Work carefully together with the third party insurer to be certain you are reporting the right details.

10. Missing a deposit deadline
Your deposit requirements derive from the total taxes reported on Form 941 in the four-quarter look-back period. As soon as your deposit calendar depends upon you need to meet that program or become subject to tiered compliance penalties based on how late the past-due amount was deposited.

To protect yourself and your business: Outsourcing your payroll tax filing to Boyer Ginori CPAs & Associates safeguards you from this frequent mistake. Boyer Ginori CPAs & Associates ensures that your deposits have been reported and filed in time.

Seven Habits of Highly Effective Payroll Managers

1. Be organized
Payroll managers must handle a mind-boggling selection of titles, numbers, documents, records, and deadlines. The great ones have a method set up to keep tabs on everything. Keep a prioritized “to-do” record (instead of utilizing a computer application like Microsoft OutlookTM). Make effective use of data management technologies and outsource or delegate where appropriate. For those documents, you can keep your self, have a crystal clear filing system for keeping them in chronological order. Label everything clearly so that if you are audited, you are able to pull the binder and say, “here it is.” As important as keeping good records is using a procedure in place to recognize and destroy the ones that are outdated.

2. Be Honest And Correct
Becoming true does not need you to be ideal. After all, to err is human. However, you ought to have a procedure to catch mistakes before they impact your workers. Assess the payroll input to attendance records before you submit an application for processing. Check again whenever the payroll comes back again. Additionally, equilibrium the totals and create an audit file, when available. Each extra review raises your probability of catching an error. The next key to precision is scheduling your job well beforehand (see Habit #1). This prevents you from being dashed, a contributing aspect to a lot of mistakes. Allow time for confirmation of your pay period end date, enter, and delivery date.

3. Know the principles
Be conscious of government training, in addition, to present recordkeeping and reporting conditions. Do not worry — you do not need to understand all of the regulations. Just have somebody on staff, or on call, that will alert you if a new regulation impacts you. As a Boyer Ginori CPAs & Associates CPA customer, as an instance, you routinely receive notices of several due dates and fresh demands. You also ought to know that the special rhythms and rhythms of your business. When are the summit overtime periods? When does management require certain reports for the own business planning?

4. Communicate
Understanding how to execute your work is a fantastic beginning. However, your employees and partners must also understand their function in the judicial procedure. That takes great communication in your part. Provide formal instruction to your partners. Give workers clear written explanations of your company’s policies and processes, particularly paperwork deadlines and requirements. Additionally, it is a fantastic idea to occasionally repeat these messages. Once isn’t enough. The following key to good communication is observable and accessible. Individuals must feel comfortable approaching you with any issue or query.

5. Get it in writing
Few communications are equally as important and critical as payroll communications. Having a written document, there is less prospect of a misunderstanding regarding what has been agreed upon. The documentation also can help support your situation if your activities are afterward contested. Publish a written outline of presence and coverage policies. Keep detailed written records of absences, so a worker’s situation is obviously very clear. Keep duplicates of payroll-related correspondence, particularly correspondence with the IRS.

6. Be company
It is human nature. Employees will request you to “bend” the rules from time to time. Know if you have the latitude to create exceptions and if you have to stand firm. By way of instance, it might look benign enough to fill at a time for a worker, but it is a violation of labor law. If you employ an employee who requests to show you that his Social Security card “afterward,” you might end up hiring an illegal alien — or even a fugitive from the law.

7. Show empathy
A fantastic payroll manager enlists cooperation and support from workers. Be patient in answering their queries. Maintain excellent relations with section heads. When you have to lay the law down, attempt to clarify why a requirement is essential. By way of instance, “You want to reassess my account by Friday so I can fix any mistakes before the payroll goes out on Monday.” Point out the way the worker or division head will profit. Recall also that some workers live from week to week — they are relying on this paycheck. Acknowledge their concerns and also be ready with options. By way of instance, some businesses provide a small payday advance to workers whose paychecks are delayed.

Boyer Ginori CPAs & Associates CPA Does Accounting & Payroll Service And  A West Palm Beach CPA

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