Master Form W-4! Understand key changes, avoid mistakes and manage your withholding for a smoother tax experience. Get expert tips and resources.
Manage year-end payroll effortlessly and explore our comprehensive checklist of what you need to keep in mind this year-end payroll tax season.
Occupational fraud can pose a serious risk to companies across various sectors and sizes. Learn why it happens and how to prevent it.
Learn more about the latest developments from the IRS for 2024 versions of Form W-4, Form W-4P and their key differences.
Employers who have employees working in a large number of states have to manage a number of complexities to ensure tax withholding compliance. Employee Tax Withholding Allowances Over 40 states in the U.S. collect state income tax directly from workers’ paychecks. The Form W-4, used to determine the amount of tax to withhold, underwent significant changes in 2020, leading many states to develop their own forms or adjust their tax tables. Not all workers need to submit a new state form, but it’s recommended to check the state tax agency website for more information. Employer Responsibilities Employers must maintain federal and state tax forms for each worker. If a worker doesn’t provide a complete, signed federal Form W-4, the employer must withhold federal income tax as if the worker were single or married filing separately. Most states follow the same rule for state income tax. Exemptions Some workers may claim exemption from federal and state income tax withholding. Each state has its own rules about exemption from state income tax and the form a worker must file to support the exemption. Nonresident Military Spouses The federal Military Spouses Residency Relief Act (MSRRA) allows a servicemember’s spouse to designate a different state as their domicile and pay taxes to that state. The Veterans Benefits and Transitions Act of 2018 (VBTA) modified the law to allow spouses of servicemembers to choose to use the servicemember’s domicile for state taxation, irrespective of the marriage date. Recordkeeping Requirements Most state income tax withholding laws have similar recordkeeping requirements to those of the IRS for federal income tax withholding. These requirements typically include keeping track of returns and statements filed with the state revenue agency, dates and amounts of tax deposits, the total number of employees subject to withholding, and more. Compliance in these areas is crucial to avoid potential penalties and ensure accurate tax withholding. Employers should stay updated on changes to tax laws and forms, maintain thorough records, and ensure they’re withholding the correct amount of tax for each employee. It’s also important to respect exemptions and understand the specific rules for nonresident military spouses. By doing so, employers can ensure they’re meeting their legal obligations and providing accurate information to their employees. Here are some recent legislative updates regarding tax withholding that employers should be informed about. Updates effective 7/1/2024 Georgia G-4 Form Update: The state of Georgia has released an updated version of the Georgia G-4 form. The update specifically affects Line H, where the value has been increased from $3,000 to $4,000. This change is effective from July 1, 2024. For more details, please refer to the official form. Learn more Addition of Blanchester Village, Ohio: Effective from July 1, 2024, Blanchester Village in Ohio has been added. For more information about this update, please visit the official page. Learn more Addition of College Corner Village, Ohio: College Corner Village in Ohio has been added effective from July 1, 2024. More details can be found on the official page. Learn more Addition of Glenmont Village, Ohio: Glenmont Village in Ohio has been added effective from July 1, 2024. For more information, please visit the official page. Learn more Addition of Holmesville Village, Ohio: Holmesville Village in Ohio has been added effective from July 1, 2024. More details can be found on the official page. Learn more Vermont Child Care Contribution Tax: The state of Vermont has added the Child Care Contribution tax effective from July 1, 2024. For more information about this new tax, please refer to the official document. Learn more Please note that it’s always a good idea to consult with a tax professional or the respective tax authorities for the most accurate and up-to-date information.
Guide on ACA rules for employers with seasonal workers, covering eligibility and compliance.
Learn the tax implications of return-to-office mandates. Get insights on deductions, benefits, and compliance issues for a smooth transition.
An I-9 penalty can cost you thousands per I-9. Read our resource for a comprehensive guide and checklist to auditing your I-9s.
Stay compliant with state tax withholding rules for your multistate workforce. Learn the ins and outs of tax withholding with Experian Employer Services.
Stay compliant with the updated Form I-9 in 2024! Our guide explains the key changes so you are ready for a smooth hiring process & avoid penalties.
Are you managing tax withholding for a single employee working in multiple states? Get expert guidance from Experian Employer Services to stay compliant.
Explore the intricate world of unemployment funding and gain a detailed understanding of who pays for it and its underlying financial dynamics.
The Michigan Supreme Court, in a 4-3 decision handed down July 31, overruled the state legislature and reinstated paid sick leave laws passed via ballot initiative. The state legislature had reacted to the laws by greatly weakening them prior to the new state governor taking office, switching the executive branch to Democratic control under Gretchen Whitmer. The legislators “adopt and amend” methodology was called out by the court as unconstitutional, and the original measures approved by voters now take effect February 21, 2025. The Earned Sick Time Act provides employees with one hour of paid sick time for every 30 hours worked, up to a total of 72 hours annually. Small employers, defined as having fewer than 10 employees, would be required to offer a hybrid program of up to 40 hours of paid sick leave and 32 hours of unpaid sick leave annually. Employers that already have policies providing at least the required amount will be considered compliant. It is important to note that carryover will also be required. Earned sick time will carry over from year to year up to the yearly maximums. Employers should also be aware of the retaliation provision included in the Earned Sick Time Act. Employers are presumed to have violated to have violated the Act if they terminate employees within 90 days of use of a sick day, which may cause conflict with specific employer attendance policies. Paid sick leave continues to be a hot topic in state legislatures. While the Federal Family and Medical Leave Act guarantees up to 12 weeks leave, that time is unpaid. As of this decision, some 16 states plus the District of Columbia have paid sick leave laws in place. Employers need to ensure they are adequately tracking these laws, as they invariable have steep penalties attached regarding employer responsibilities. In addition, many of these laws call for provision of specific notifications that outline employee rights. Experian Employer Services will continue to provide legislative and regulatory updates as items affective employers develop.
Wayne Rottger recaps the biggest updates from this year's UWC conference including fraud news, legislative changes and more.
Read this employers guide to learn how to win your unemployment appeal hearing and maintain an accurate state tax liability.
A proof of income letter affects various parts of employee lives including home and car loans. For this reason it's crucial they're accurate.
When determining eligibility for unemployment benefits, state unemployment agencies use the information provided by both employers and claimants. Without proper documentation, agencies will typically determine in favor of the claimant. To prevent this from happening and ensure favorable results when contesting unemployment claims, employers have to track every type of policy violation and be able to prove the claimant was aware of the policy. The employer needs to show that the claimant was warned of prior incidents and knew that their job was in jeopardy before the separation occurred. The most effective way to achieve this is the proper implementation of a progressive discipline policy. Definition of a Progressive Discipline Policy A progressive discipline policy is a multi-step process outlining discipline standards for employers to follow, thus helping them to establish structure and predictability to the discipline process and properly document disciplinary actions. It helps employers avoid legal claims and improve employees’ performance with the help of carefully determined steps for overcoming problems related to employees’ conduct or performance that is not meeting a company’s defined standards and policies. Using such a system can be instrumental in resolving work-related issues, such as employment discrimination and wrongful discharge, but also in reducing the number of unemployment claims. Now that you understand the definition of progressive discipline let’s dive into the reasons why a progressive disciplinary process is important in the workplace. The primary goal outlined in the definition of progressive discipline is to improve the performance or behavior of employees through a gradual disciplinary process to ensure the standards of an organization are met. Implementing a progressive disciplinary process is crucial for several reasons, including: Fairness and consistency: First and foremost, having an established progressive disciplinary process ensures fairness and consistency across the board. With progressive discipline, you can ensure all employees are treated fairly when it comes to addressing conduct, behavioral or performance-related issues. That’s because progressive discipline is a standardized process used to handle such situations, and employees should be aware of the consequences related to these types of issues. Clear expectations: Having an established progressive disciplinary process also helps set clear expectations for employees. With consequences and expectations clearly defined, you can help prevent the occurrence of misunderstandings, as a progressive disciplinary process creates a transparent framework for performance and behavioral standards. Improvement opportunities: Progressive discipline allows employees to improve by addressing their behavior or performance and working on it over time. Rather than severing ties the moment an employee makes a mistake, displays poor performance or a behavioral issue through punitive actions, you allow them to grow and succeed in their roles while improving professionally and personally. Legal protection: With a documented and clearly stated progressive disciplinary process accessible to all employees, you can ensure legal protection over your organization. A well-established policy demonstrates an organization’s commitment to fairness when addressing performance or conduct issues while ensuring this policy is indiscriminate and consistent. A progressive disciplinary policy is important for numerous reasons, highlighting the importance of having a strong policy to ensure employees understand their expectations and businesses remain protected. Progressive Discipline Policy Steps The aim is to provide the structure on which employers may rely to provide consistent discipline. For a typical discipline policy, an employee receives a verbal warning followed by written warnings before termination occurs. Therefore, the policy should include: Verbal warning; First written warning; Second written warning; and Termination. However, a well-developed progressive discipline policy should be adapted to the needs of the specific employer and allow them the freedom to modify the steps when necessary but also provide the general structure that should be used for most discipline decisions. Implementing a Policy Proper implementation can be a critical element affecting the process of contesting unemployment claims. During unemployment hearings, a judge may want to know whether a claimant was aware of their misconduct and whether they were given clear warnings as well as room to correct their behavior. For this reason, employers should properly implement their policy, be uniformly consistent in administering it and use it as a solid foundation during unemployment hearings. Related: State Required Separation Notices Taking this into consideration, it is important to provide warnings to employees at the earliest opportunity after a violation is conducted and keep the incident fresh for whoever is preparing the warning. If too much time passes, the state unemployment office may question why action was not taken sooner. In addition to this, warnings given to employees should be simple and specific and describe the exact behavior related to a particular policy violation instead of listing every minor dissatisfaction. Also, it is equally important that employers explain what policy prompted the warning, why is a written warning the appropriate response, and what may happen if similar future infractions occur. For a progressive discipline policy to be effective, it should be clear who was present when it was implemented including whether the claimant acknowledged the warnings given. At the same time, to handle an unemployment hearing successfully, it may be useful to have an additional witness. Furthermore, employers with multiple supervisors or managers face the possibility that they may have different ideas about how and when to discipline employees, possibly leading to harmful consequences. However, having a progressive discipline policy in place can help resolve this and ensure that managers and supervisors not only follow the established policies but follow them uniformly to avoid the payment of unemployment benefits to employees who clearly did not follow the company’s established policies. Moreover, such an approach can also help prevent different groups of employees from feeling mistreated or unfairly managed. How Does Progressive Discipline Benefit the Company and Employees? There are several key benefits of an established progressive disciplinary process for employers and employees. First, let’s dive into the numerous advantages companies can enjoy when implementing a progressive discipline policy: Cost savings: As an employer, protecting your bottom line is always a top priority. Recruiting and onboarding is a significant cost that can chip away at your profits, which is why having a low turnover rate is crucial. Progressive discipline allows employers to address and resolve issues before they escalate, which can help avoid the costs associated with turnover, recruitment and training. Investing in the development of your current staff is typically more cost-effective than finding and onboarding new talent. Employee accountability: Your progressive disciplinary process can be a great way to hold your team accountable for their actions and performance. By knowing there are consequences for poor performance or misconduct, employees will be encouraged to work to the best of their ability while behaving appropriately in the workplace. Performance improvement: Continuing with the accountability employees feel when knowing a progressive discipline policy is in place, this policy helps hold staff to a higher standard, leading to improved productivity and better performance. It also allows employers to correct performance issues early on to ensure employees are productive and efficient. Communication: Progressive disciplinary processes also open a secure line of communication between employers and employees, where supervisors and their direct reports can work together through coaching or professional development to improve in their roles. While employers can reap many benefits of a progressive disciplinary process, so can employees. Some of the advantages staff can enjoy when working for an employer with a progressive discipline policy include: Fair treatment: Employees working at an organization with a progressive discipline policy can appreciate a fair and transparent disciplinary process that’s consistent among all employees. Understanding that everyone within an organization is held to the same standards can help promote transparency and respect within the workplace. Clear communication: A progressive disciplinary process helps to facilitate a clear line of communication between employees and management, as feedback can be provided in a structured manner that allows employees to understand where they can improve and the steps to take to get there. Opportunity for improvement: A progressive disciplinary policy allows employees to improve from their mistakes to grow personally and professionally. This constructive approach promotes a growth mindset rather than resulting in immediate termination. Impact on Workplace Morale A progressive disciplinary process can profoundly impact workplace morale and how employees feel about showing up to work each day, and the workplace environment in which they operate. A progressive disciplinary process promotes and maintains a positive work environment. The structured and fair approach of a progressive discipline policy allows employees to feel secure in their roles, knowing any behavioral or performance issues will be addressed fairly and constructively for each employee. A fair and consistent progressive disciplinary process can also help alleviate any feelings of fear or anxiety that employees might have. When employees know issues will be addressed progressively with the intention of improvement, they can have peace of mind knowing their job isn’t on the line if they make a mistake, have a performance issue or have a behavioral action occur. In turn, workplace morale is stronger and more positive as fear and anxiety associated with potential disciplinary actions are reduced. Finally, an organization that instills a progressive disciplinary process can maintain strong employee morale, as it helps to promote a growth mindset focused on continuous improvement of performance and behaviors. In organizations where workplace issues go unchecked, an employee may continue an action or behavior that impacts the workplace environment. Through progressive discipline, issues can be addressed at the forefront and be used as a preventative measure to ensure morale remains high. Reducing Unemployment Costs with a Progressive Discipline Policy Every employer may face unemployment claims but having a progressive discipline policy in place can help them reduce their unemployment tax liability. The key for an employer is being able to prove that they outlined expected standards and possible consequences of misconduct and that they issued enough warnings before terminating the employee. Also, when determining if an employer has discriminated against an employee, state unemployment agencies investigating the claim will look at how the employer treated employees who engaged in the same behavior. With the help of a progressive discipline policy, employers can demonstrate having a pattern and practice of applying the company’s established policies consistently and fairly. To make a progressive discipline policy successful, employers should tailor it to their needs, and make sure that it is applied consistently to all employees. That way it can become an invaluable tool for managing employees as well as for avoiding and defeating unemployment claims. Another approach that can significantly simplify unemployment claims management is the automation of this process. As a result, employers can rely on a team of experienced professionals and a user-friendly platform designed to reduce the risk, cost and burden of managing unemployment claims.
Understand termination letter and separation notice requirements for each applicable U.S. state with this helpful guide to stay compliant.
