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What happens when your company is located in one state and one or more of your employees work in another state? What if your company has multiple business locations, with employees in each? What happens when one or more of your employees performs services for your company in more than one state? The short answer: You have multi-state employment issues.
One of your biggest issues will revolve around payroll. Here are just some of the payroll-related issues that arise:
a) Identification of the states for which the business is liable for the collection and payment of income tax,
b) Compliance with the rules for each state regarding tax collection, payment, and reporting
c) Establishing the state that is to receive the unemployment tax for a particular employee,
d) Whether the employment creates nexus, i.e. a business presence, within a particular state and whether the employer is subject to that state’s income, franchise, sales and use, or other state business taxes imposed by the state and the related apportionment issues
Areas to be covered include, without limitation:
-Reciprocal agreements and how they affect state income tax withholding
-Employee domicile and tax residency
-State and local withholding certificates - when the federal W-4 Isn't enough
-How different states deal differently with supplemental wages
-How to handle state unemployment when employees work in several states
-What is SUTA dumping, and how do you avoid this penalty trap
-Which states get withholding tax proceeds when employees work in multiple states
-Fringe benefit taxation - which states differ from federal rules
-The payroll tax implications of conducting business in a state
-How to determine the states for which you must withhold tax
-Special rules for military spouses
-Telecommuting
-And more!
-This Program, ID No. 585445, has been approved for 1.5 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute®? (HRCI®).
-This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.
-Payroll Supervisors and Personnel
-Payroll Consultants
-Payroll Service Providers
-Public Accountants
-Internal Auditors
-Tax Compliance Officers
-Enrolled Agents
-Employee Benefits Administrators
-Officers and Managers with Payroll or Tax Compliance Oversight
-Company/Business Owners
-Managers/Supervisors
-Public Agency Managers
-Audit and Compliance Personnel /Risk Managers
Janette Levey Frisch has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law.
Janette operates under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems before they result in lawsuits or steep fines caused by government audits.
Janette works with employers on most employment law issues, acting as the Employer’s Legal Wellness Professional — to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs. Janette authors the firm’s weekly blog, where you can read each week, in plain English (not legalese) about issues impacting employers today. Janette has written articles on many different employment law issues for many publications, including EEO Insight, B-Tank, Staffing Industry Review, @Law, and Chief Legal Officer.
Janette is a member of the Workplace Violence Prevention Institute, a multidisciplinary task force dedicated to providing proactive, holistic solutions to employers serious about promoting workplace safety and preventing workplace violence.
Janette has also spoken and trained on topics, such as Criminal Background Checks in the Hiring Process, Joint Employment, Severance Arrangements, Pre-Employment Screening among many, many others.
Clatid is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.
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