On Exam Flashcards
Reconcile payroll output reports to external sources. (401(k), FSA vendors
We run a repot and send files
Purpose of SS-8
Form SS-8 to request a determination of the status of a worker under the common law rules for purposes of federal employment taxes and income tax withholding. can request determination form IRS
5 parts
3 concentrate on components of the common law, behavioral control, financial control and relationship of the worker and firm.
Types of workers
employees
Independent contractors
temporary service workers
leased workers
Common law test
- Behavioral control - level of instruction, training
- Financial control- unreimbursed business expenses, worker’s investment, services available to public, worker pay, Profit/loss
- relationship to the parties- written contracts, benefits, relationship key aspects of operations
Reasonable Basis test
Section 530 Court decision or IRS private letter ruling Previous IRS audit Accepted industry practice advisement by outside council
Classification under FLSA
Two classifications are exempt and non-exempt employees
CPEO
A certified PEO (CPEO) is a Professional Employer Organization that has met the rigorous background, financial, and reporting requirements set by the IRS. Certification ensures financial protections and tax benefits to clients of a certified PEO that clients of non-certified PEOs do not necessarily have.
Statutory employees
- Statutory employees- distribution driver, full-time life insurance agent, at-home worker, full-time traveling sales person not for resale.
DISH- Drivers, Insurance, Sales persons, Homeworkers
No federal income but yes SS, Medicare and FUTA only for drivers and sales
They have W-2 boxes 1, 3-6 and 13
Statutory Nonemployees
Direct Sellers and Qualified real estate agents
REDS- Real State and Direct Sellers
Tax treatment-all payments related to sales rather than hours worked, written contract not treated as employees
Reporting 1099-NEC Box 1
Overage under FLSA
Fair Labor Standards Act
Federal Minimum Wage- $7.25
Equal Pay
Overtime
Minors
FLSA Tips and Tip Credit
Under FLSA required to pay tipped employees $2.13 per hour in wages as long as the employee’s tips are enough to make up remainder of the minimum hourly wage.
1. Employee must be informed about the credit provisions of the law before it is taken.
2.All tips much be kept by the employee
3. credit card tips must be given to the employ by next payday % charge can be deducted.
4. tip credit may not be increased for overtime hours worked that are paid at a premium rate.
5. ee must actually receive at least as much in tips as the credit by employer.
So tip credit for employer is $5.12
8/80 Rule
Allow hospitals and nursing homes to continue their scheduling practices for nonexempt employees without increasing overtime cost. employees to elect a 14-day work period instead of the 7-day workweek.
Employees must receive at least 1.5 times their regular rate of pay for hours worked over 8 in any workday or over 80 in the 14-day work period whichever is greater.
Fluctuating workweek
pay these employees a fixed weekly salary even though their hours fluctuate form week to week. Courts ruled that the fluctuating workweek can be used when an employee is paid a performance based commission in additional to the fixed salary.
Meal Period and Rest periods
Meal period: Not time worked if the employee is relieved of all duties and responsibilities during that time. must be at least 30 minutes.
Rest period: coffee breaks, shorter period must be paid as worktime. are not required under the FLSA but may be under state law.
Waiting time
Engaged to be waiting - would go towards overtime and time would be compensated.
Waiting to be engaged- on call if the employee is not physically at the employer’s premises but asked to stay by phone and con conduct personal business. does not include in overtime.
