Payroll Record Keeping: How to Thin Out File Cabinets and Quickly Respond to Information Requests
Mark Schwartz is an employment tax specialist and has over 15 years of employment tax experience as an independent consultant and as a payroll tax auditor with the State of California. He has managed an audit caseload of 20 ongoing audits, from small home-based businesses to large multi-national corporations. He is an expert at defining regulatory and statutory requirements from local, State and Federal government agencies; and helping the average businessperson understand what that means to their business. He has processed weekly and bi-weekly payroll checks plus tax forms for businesses with hourly as well as exempt workers, multistate operations and a wide variety of benefits.
Mr. Schwartz provides consulting services encompassing payroll processing and payroll tax issues. These include payroll tax minimization, payroll tax compliance reviews, independent contractor studies, use of electronic transfers, deductions, benefits, etc. Mark has represented both clients and the State in front of the State Appeals Board. He understands the complexities of local wage laws, unemployment and disability claims, and other wage and benefit issues affecting your employees.
Mark prides himself on his outstanding customer service skills. He listens attentively to his clientele, helping them bridge the gap between the small business world and Government bureaucracy. He eagerly assists with clients needs and feels that educating clients toward faster, accurate and more complete payroll processes provide the most value.
Mark is a participating member of the American Payroll Association. He earned his BA and MBA in Finance at Santa Clara University. He has held Certified Internal Auditor and Certified Investment and Derivatives Auditor Credentials. Mark is currently pursuing a Certified Payroll Fundamentals Credential with the American Payroll Association.
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®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
For any further assistance please contact us at email@example.com
The logistics of payroll record keeping can be daunting. At least a dozen state and federal regulatory agencies require access to your records. All have different requirements as to content and storage requirements. Electronic records are ok in some cases, paper required in others. In some instances, you have to keep the records forever.
Records come from various departments, offices, sources, etc. They vary as to content, form, and source. How do you store them? How do you guarantee authenticity? How do you keep them confidential? How do you make sure they are available when you need them? If all this makes you want to make a big bonfire, this webinar will help you sort out these questions and more.
Ineffective record keeping is a waste of time, space and money. Large,
overstuffed file cabinets are no longer necessary. They have been
replaced in the modern office by electronic data storage and archiving.
However, managers must still manage databases. Learn how long records
must be kept, the information they must contain, and how to effectively
manage an electronic database.
I. General Requirements
II. Requirements that satisfy IRS AND FLSA both
• Requirements for FLSA only
• Requirements for IRS only
III. New Electronic I9 program
IV. Other federal acts and their requirements
V. State Requirements
VI. Summary of content by record type
VII. Off-Slide information on electronic data storage and archiving
Who Should Attend
- IT professionals
- Payroll Managers
- Data managers
Why Should You Attend
- Records will not be kept for an adequate length of time or kept for an unnecessarily long period of time
- Records will not contain the information required by the myriad of government agencies that can request them
- Records will be lost altogether or misplaced, exposing the organization to penalties and other unnecessary risks
- Transferring from a paper-based record keeping system to an electronic one – what are the risks?
- How do we manage the rapidly changing technological requirements (software, media, etc) over time?
- How do I prevent making record keeping a career in and of itself?