Dealing with Resident and Non Resident Alien Payroll

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Dealing with the Resident and Non Resident Alien Payroll is a different ball game compared to other usual payrolls. When it comes to the payroll, the laws that apply when making payments to an alien are different from those pertaining to a non-alien. Further, there is a difference in the application of laws for resident alien and nonresident aliens.

An alien is one who, under the immigration laws, is not a US citizen. In this classification, the regions of Puerto Rico, the US Virgin Islands, Guam, and the Northern Mariana Islands are included among the US territories. Aliens can either be resident or nonresident.

For an alien living in the United States to be considered a resident alien; he or she has to meet either the Green Card Test or the Substantial Presence Test for the current calendar year.

What are the payroll obligations of aliens?

The IRS has payroll laws for both resident and nonresident aliens. They are subjected to tax laws spelt out by the IRS for work carried out in the US. They become subject to federal tax withholding. The basic taxation documentation requirements for these categories include:

  • Form I-9
  • Taxpayer Identification Number
  • Form W-4

Further, the slew of rules and regulations on how to carry these out makes their implementation complex. With more and more companies looking out for global talent and attracting it in order to increase their bottom line; it is all the more imperative for payroll professionals to be thorough in their understanding of the laws pertaining to federal tax withholding for different categories of workers.

Get complete understanding of the payroll laws

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A detailed webinar from TrainHR, a leading provider of professional trainings for the areas of human resources, will be imparting this understanding. At this webinar, Dayna Reum, who is Payroll Tax Manager at PetSmart Inc., and has been heavily involved in the payroll field over 15 years, will be the speaker.

To get clear understanding of the various laws that relate to resident and nonresident alien payroll, please enroll for this webinar by visiting TrainHR. Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.  Credit is awarded based on the actual educational time spent in the program.

There is a big need for understanding the regulations

Since taxes need to be accounted for in both the US and in the foreign country from which an organization may have hired its talent; it is necessary to get the dynamics of the resident and nonresident alien payroll right, because the costs of getting these wrong are enormous. This webinar will give a complete understanding of the regulations and clear the many confusions in these areas.

This session will be of value to professionals involved in the many aspects of payroll and employment, such as Payroll Professionals, Human Resources, Accounting Personnel, Business Owners, Employee Benefit Professionals, and Lawmakers.

At this webinar session, Dayna will cover the following areas:

  • Detailed discussion on why it is critical for HR and payroll to work together on anyone being hired that is on a visa status
  • Understanding the Visa process from how companies obtain a visa for a potential employee to how to handle employees already on visas when being hired
  • Understanding taxation concerns for non-immigrant workers
  • Discussions on what is an I-94 card and how to review them
  • Details of different types of work visa’s such as L-1,E,O,H-1,TN/NAFTA
  • Details of different types of student visa’s such as F-1 & J-1
  • Tax Equalization and Tax Protection Plans
  • Having a solid Hypothetical tax plan
  • Review of Tax Settlement Statements and how to account for international assignments.

 

Payroll Deduction –an overview

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Payroll deduction is a tricky job. Payroll professionals have to wade through innumerable, elaborate laws that apply to different kinds of pay. If one kind of payroll deduction applies to an employee who lives in one state and works in another; another kind of payroll deduction has to be followed for an employee who works in a company which is situated in another state. Residence of the employee, the state in which the company for which she works is registered, the state of which an employee has citizenship and the state in which she works or stays –all these are important factors and parameters that go into a payroll deduction.

Further, federal and state deductions vary from one state to another. In addition, there are hierarchies of payroll deductions, meaning items for which deductions are to be are prioritized. Certain deductions take priority over others. All in all, payroll deduction can get very complicated if the payroll professional is not thoroughly familiar with all the rules and regulations, as well as the exceptions to the payroll.

Get to understand all the aspects of payroll deductions

Offering clarity on the areas of payroll deductions is the intent of a webinar that is being organized by TrainHR, a leading provider of professional trainings for the healthcare industry. At this webinar, Dayna Reum, Payroll Tax Manager at PetSmart Inc., who has been heavily involved in the payroll field over 15 years, will be the speaker.

In order to have your confusions over the many areas of payroll deductions cleared, please enroll for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701756LIVE?wordpress-seo

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Attendance at this webinar also makes a participant eligible for recertification credit from SHRM. Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

Content of the webinar on payroll deductions

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At this webinar, Dayna will offer a general overview of the types of deductions that employers take from an employee’s check. She will review the laws that surround all types of deductions that an employee can take with or without employee consent, along with how to properly calculate the deductions. She will equip the participants with the knowledge that will make them rest assured that the way by which they process employee payroll deductions are in accordance with the law at both the federal and state levels.

Complete learning on all the problem areas of payroll deductions

In offering reviews of the Federal and State laws on payroll deductions; the speaker will highlight the difference between required tax deduction and tax deductions that the employers are not required to withhold. She will explain how to make the proper garnishment calculation based on the Federal Consumer Credit Protection Act.

Another important learning she will offer is how to properly refund before tax deductions, what deductions require employee written consent, and what precautions to take with regard to employee payroll deductions according to the State DOL. Special IRS rules for Loan and advances given to employees.

Payroll Professionals, Compensation Professionals, HR Professionals, and Benefit Professionals will derive a lot of value from this webinar. It will cover the following areas:

  • Benefits Deductions
    • Before tax and after tax deductions
    • Cafeteria 125 Deductions
  • Garnishment Deductions
    • Child support limits and beyond
    • Federal and State Tax Levies
    • Creditor Garnishments
  • Taxation
    • Mandatory taxes versus courtesy taxation
  • Employer Deductions
    • Overpayments
    • Advances and Employee Loans
    • Non- Cash overpayment legality
      • Cash Drawer Shortage
      • Theft

 

Understanding payroll fraud and preventing it

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Payroll fraud is a matter of serious concern to the people affected by it, the organization in which it happens, and to the economy overall. It is estimated that payroll fraud is involved in around an eighth of all workplace frauds and makes up about a twelfth of all occupational frauds worldwide. On average, a payroll fraud case results in loss of $ 48,000 and avoids detection for about three years. Each payroll case fraud costs around $ 72,000.

It is rather unfortunate, but expected that small organizations bear the brunt of payroll frauds. The reason for this is not far to seek: They usually lack the requisite fraud detection mechanisms, making them particularly susceptible to payroll fraud.

Common methods for preventing payroll fraud

Many organizations take a few steps to prevent payroll fraud. Some of these include limiting access to the information relating to payroll, engaging different people for different levels and areas of payroll functions so that it acts as some kind of checks and balances system, conducting thorough background checks of the employees in charge of payroll functions, checking ghost employee accounts, installing automated clearing house (ACH) filters, and a few others.

Section 404 of SOX Act

Additionally, the Sarbanes Oxley Act, which was a landmark legislation aimed at putting checks on large corporate frauds, also requires companies to take a few steps to prevent payroll fraud. Section 404 of the SOX Act requires a few stringent steps:

  • Companies have to include an Internal Control Report in their annual financial reports stating that the management takes responsibility for implementing what SOX terms an “adequate” internal control structure
  • Management has to assess the effectiveness of this internal control structure
  • Deficiencies and discrepancies in these controls must be reported
  • These declarations by the management have to be attested by external registered auditors.

A complete discussion of the ways of preventing payroll fraud

A thorough understanding of all the elements of payroll fraud and the ways of preventing them will be discussed at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry. At this webinar, Dayna Reum, who is Payroll Tax Manager at PetSmart Inc. and has been heavily involved in the payroll field over 15 years; will be the speaker.

To get an in-depth idea of payroll fraud and to understand the ways of dealing with it, please register for this webinar by visiting TrainHR

Tools for detecting payroll fraud

The purpose of this session is to help participants gain an understanding of the legal rules around detecting and deferring payroll fraud. Dayna will review tools that companies can use to detect or deter fraud with immediate effect. She will take up Section 404 of the SOX Act for detailed discussion and examine the requirements in it that publicly traded companies have to meet. She will also explain how the provisions of the Act are designed to check payroll fraud.

This webinar will be of high value to professionals involved in payroll functions, such as Payroll Professionals, Compensation Professionals, HR Professionals, and Benefit Professionals. In the course of this webinar, Dayna will cover the following areas:

  • Payroll Fraud Statistic’s-How big of a problem is it?
  • How does payroll fraud occur?
  • Preventing Payroll Fraud
  • Internal Controls
  • Tools (Process Maps, Business Continuity Plans, Process Documentation)
  • Audits
  • Sarbanes-Oxley 404 Requirements
  • Ethical Business Practices.

Enhance the effectiveness of being a payroll manager

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A payroll manager is essentially responsible for managing the payroll for the employees. The payroll manager has to ensure that the employees are paid on time, in accordance with their pay scale, and also in a legally compliant manner. Usually, the payroll manager manages teams of payroll staff, depending on the size of the organization. Many payroll managers also manage multiple payroll services, when they are managers in organizations that provider payroll services.

Most payroll managers have the general responsibilities, to:

  • Create and implement payroll policies and procedures
  • Advise the organization or its employees on tax and pay laws
  • Analyze financial data and report on them
  • Supervise and train the payroll team
  • Manage computer software and systems
  • Ensure that payroll practices meet compliance regulations.

Payroll managers usually highly qualified. They are normally either CIPP’s or IAB’s. In addition to possessing these qualifications for carrying out their functions; payroll managers need to have a number of important qualities. They are expected to be good at:

  • Team management
  • Time management
  • Problem solving
  • Paying attention to detail
  • Dealing with and calculating numbers
  • Computer systems

An effective training session on finessing payroll management functions

Want to know more on how to carry out this important function of an organization’s Finance department? Want to finesse your managerial skills and become a more effective payroll manager? Then, a webinar that is being organized by TrainHR, a very popular provider of professional trainings for the HR industry, is what you need.

Dayna Reum, who is the Payroll Tax Manager at PetSmart Inc. and has been heavily involved in the payroll field over 15 years, will be the speaker at this webinar. All that you need to do to gain the immense knowledge that Dayna brings into payroll management and finesse your skills and knowledge and become a more successful payroll manager is to register for this webinar by visiting TrainHR

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Helping to face challenges

Dayna will address the many challenges that Payroll Managers at all levels face at some point of their careers. She will help them overcome these by offering a tool kit of skills which they can use in a payroll team. This kit is useful for the beginner and the experienced payroll manager alike.

Participants of this webinar will be able to overcome the challenges of being a payroll leader/manager. The aspects of leading and managing a payroll department will be taken up for detailed discussion. The speaker will explain the responsibility of a payroll manager, along with how to build a strong payroll team, which will be particularly useful for personnel such as Payroll Professionals, Compensation Professionals, HR Professionals and Benefit Professionals.

Multiple skillsets for handling payroll management

Dayna will also equip the participants of this webinar with many of the skills they need for being successful at their job of payroll managers. She will show how they can properly prioritize tasks and analyze processes to effectively improve the payroll processes. This training will help participants look beyond just firefighting in their role as payroll managers. The way of communicating more effective and organizing effective meetings that give out the best results, as well as how to be more effective, are some of the other outcomes of this session.

At this webinar, Dayna will cover the following areas:

  • Responsibility of a Payroll Manager
    • Suggestions of a Payroll Manager
    • Primary Duties
    • Building a Strong Payroll Team
  • Payroll Specific Management Skills
    • How to prioritize tasks and/or issues
    • Following state and federal laws and how to keep up to date
    • Reporting Compliance
  • Management Tool kit
    • Fixing inefficient processes
    • Building strong relationships with vendors and/or other departments

https://www.ucas.com/ucas/after-gcses/find-career-ideas/explore-jobs/job-profile/payroll-manager

Being with employees during personal tragedies

This is perhaps the ultimate test of HR’s human face. There are almost no employees in this world to whom one or another kind of personal tragedy doesn’t happen while at work, or someone who weathers it without letting it come in the way of work.

Work and life –two sides of a coin

Life and work are two sides of a coin; one doesn’t exist without the other. People work not just to pay bills. They also work for a sense of attainment, satisfaction and achievement. What they do in their work area reflects on their personal lives, and vice versa. So, when our personal and professional are intertwined, how does HR help employees cope with a personal tragedy? A personal tragedy may be of varying dimensions and depth, but its impact is sure to be felt on the employee, and this reflects on her work, which directly impacts the organization.

Common personal tragedies

The most common personal tragedies in an employee’s life are separation and sickness. Separation can be of any type –divorce or death. It could also be about having to stay away from a beloved partner or parent or offspring due to difference in the job location.

Sickness of a beloved one is tragic. To see a dear one, be it a parent, life partner or child, or a close friend suffer, is very painful. It causes us to think about it all the time, and leaves us with a sense of grief and helplessness.

Death of a beloved one is very difficult to overcome, at least in the short run. True, time is a great healer, but then, inherent in that adage is that fact that it takes time to heal. It is in circumstances such as these that HR needs to show its humane side. It can offer various options to affected employees.

How can HR help?

HR can allow tragedy-stuck employees freedom to avail leaves that are in excess of what is permitted by company policy. It can allow them to work from home. It can allow them to take time off to attend to sick people at home or a care center. Or it can allow them to take off may be two days in a week to meet their beloved in a distant place and allow them to work from there.

This is perhaps the ultimate test of HR’s human face. There are almost no employees in this world to whom one or another kind of personal tragedy doesn’t happen while at work, or someone who weathers it without letting it come in the way of work.

Work and life –two sides of a coin

Life and work are two sides of a coin; one doesn’t exist without the other. People work not just to pay bills. They also work for a sense of attainment, satisfaction and achievement. What they do in their work area reflects on their personal lives, and vice versa. So, when our personal and professional are intertwined, how does HR help employees cope with a personal tragedy? A personal tragedy may be of varying dimensions and depth, but its impact is sure to be felt on the employee, and this reflects on her work, which directly impacts the organization.

Common personal tragedies

The most common personal tragedies in an employee’s life are separation and sickness. Separation can be of any type –divorce or death. It could also be about having to stay away from a beloved partner or parent or offspring due to difference in the job location.

Sickness of a beloved one is tragic. To see a dear one, be it a parent, life partner or child, or a close friend suffer, is very painful. It causes us to think about it all the time, and leaves us with a sense of grief and helplessness.

Death of a beloved one is very difficult to overcome, at least in the short run. True, time is a great healer, but then, inherent in that adage is that fact that it takes time to heal. It is in circumstances such as these that HR needs to show its humane side. It can offer various options to affected employees.

How can HR help?

HR can allow tragedy-stuck employees freedom to avail leaves that are in excess of what is permitted by company policy. It can allow them to work from home. It can allow them to take time off to attend to sick people at home or a care center. Or it can allow them to take off may be two days in a week to meet their beloved in a distant place and allow them to work from there.

No charity, this!

The bottom line is, it should make sure it does everything to make the employee feel as much at home as possible, without affecting work greatly. Of course, such employees are not expected to give 100 percent; the shortfall can always be made up by smart delegation and distribution. None of these needs to be done as charity, because by showing its considerateness, HR helps the distressed employee cultivate a greater sense of loyalty to the organization.

The bottom line is, it should make sure it does everything to make the employee feel as much at home as possible, without affecting work greatly. Of course, such employees are not expected to give 100 percent; the shortfall can always be made up by smart delegation and distribution. None of these needs to be done as charity, because by showing its considerateness, HR helps the distressed employee cultivate a greater sense of loyalty to the organization.

Contact Details

TrainHR
webinars@trainhr.com
http://www.trainhr.com
Phone:800-385-1627
Fax: 302-288-6884
43337 Livermore Common | Fremont| CA | USA | 94539