By: Easytrack Payroll | May 22, 2017

In what cases can you not pay an Intern?

If you pay an Intern, you need to treat them as a nonexempt, hourly employee and follow the Wage and Hour laws such as paying minimum wage and overtime.


Read what the DOL (Department of Labor) has to say below:


Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act


This fact sheet provides general information to help determine whether interns must be paid the minimum wage and overtime under the Fair Labor Standards Act for the services that they provide to “for-profit” private sector employers.


Background


The Fair Labor Standards Act (FLSA) defines the term “employ” very broadly as including to “suffer or permit to work.” Covered and non-exempt individuals who are “suffered or permitted” to...

Category: Paying Employees 

Tags: Interns 

By: Easytrack Payroll | June 01, 2016

OVERVIEW

  • On May 18, 2016 the Department of Labor announced the final ruling on the FLSA Overtime Exemption.
  • In order for employees to remain exempt from the overtime rules (commonly referred to as salaried), they must be paid a salary of at least $47,476 per year.
  • Changes are effective December 1, 2016 assuming Congress does not overturn the ruling.


CHANGES MADE – NEW OVERTIME EXEMPT RULE

  • Minimum Salary Threshold for Exempt Employees effective December 1, 2016.
  • $913 per week, equivalent to $47,476 per year.
  • Up to 10% of the Base Threshold Salary may be paid through nondiscretionary bonuses, incentive pay, or commissions (paid at least quarterly). This means one can pay a salary of $42,728.40 plus bonuses of $4747.60 to meet the Salary Threshold.
  • ...

By: Layna Furze | March 17, 2016

Overview

  •  Employees must receive pay for all vacation hours earned (accrued).
  •  Vacation policies should be concise and easily understood to prevent misinterpretations.
  •  Consider setting a cap on how many hours can be earned.

 

No More “Use-It-or-Lose-It” Vacation Policies for Colorado Employers

The Colorado Department of Labor and Employment (CDLE) indicated it would adopt a tougher enforcement stance against “use-it-or-lose-it” vacation policies.


The CDLE continues its long-standing interpretation that under Colorado law, vacation pay that is earned in accordance with the terms of any agreement is wages owed to the employee upon separation of employment. Employers who have implemented a use-it-or-lose-it policy regarding paid vacation shoul...

Category: Paying Employees 

Tags: PTO 

By: Easytrack Payroll | July 23, 2014

Per IRS Website: http://www.irs.gov/uac/Newsroom/Employer-Health-Care-Arrangements 


Q1.  What are the consequences to the employer if the employer does not establish a health insurance plan for its own employees, but reimburses those employees for premiums they pay for health insurance (either through a qualified health plan in the Marketplace or outside the Marketplace)?

Under IRS Notice 2013-54, such arrangements are described as employer payment plans. An employer payment plan, as the term is used in this notice, generally does not include an arrangement under which an employee may have an after-tax amount applied toward health coverage or take that amount in cash compensation. As explained in Notice 2013-54, these empl...

Category: Uncategorized 

Tags: