No. Employment is a form of contractual agreement. Generally, the same points made in the previous answer regarding contractual agreements also apply here.
If the terms of employment include a requirement that the employee must supply their social security number then there are basically four options available: 1) supply the requested SSN; 2) ask to work out another arrangement where the SSN isn't required; 3) don't work for that company; or, 4) sue the business in court.
An employee or job applicant may be able to receive protection from coerced submission of a SSN for employment purposes by relying on federal anti-discrimination laws. The Civil Rights Act of 1964 Section 703(a)(1), Title VII, 42 U.S.C. Section 2000e-2(a)(1) makes it unlawful to discriminate against any employee or perspective employee on the bases of his or her religion. (This is in addition to the basic Constitutional First Amendment protection of the free exercise of religion.)
In 1992 a complaint was filed with the Equal Employment Opportunity (EEOC) by a Mr. Hanson, wherein he claimed as a "Christian Fundamentalist" he could not obtain or use a SSN. The EEOC filed suit against the business that fired Mr. Hanson on his behalf. The suit claimed that firing Mr. Hanson due to his not having or getting a SSN constituted discrimination due to his religious belief. The business claimed that they were required to either force Mr. Hanson to get a SSN or fire him because they were required by certain IRS Code sections and regulations to report all employees' SSNs on certain IRS forms. The business also responded that it was required by federal law to report all employees' SSNs to the Immigration and Naturalization Service (INS).
The EEOC countered that the only requirement imposed upon a businesses by the various tax laws was that employers must "request" an employee's or potential employee's taxpayer identification number, and that there was be no penalty for a business not succeeding in obtaining one. The EEOC, itself a federal government agency, stated in its "Plaintiff's Response to Defendant's Motion to Dismiss" that:
"the Internal Revenue Code and the regulations promulgated pursuant to the code do not contain an absolute requirement that an employer provide an employee social security number to the IRS."
The EEOC further argued that employers were permitted to use any one of several acceptable forms of identification and employment eligibility verification other than a SSN and still comply with the Immigration Reform Act requirements.
The Court denied the employer's motion to dismiss the complaint. A settlement was later reached in which Mr. Hanson was awarded back pay. The Court's final decree setting out the terms of the settlement stated that: "The [employer] shall be permanently enjoined from terminating an employee for failure to provide a social security number because of religious beliefs."
A sincerely held religious belief may serve as a valid basis for objecting to requirements for a social security number for employment purposes. A business could be found guilty of discrimination for taking adverse action against an employee or applicant due to their refusal to use or obtain a SSN.
If the ex-employee refuses to provide their social security number, you can inform them of any legal requirements for reporting this information, and explain the potential consequences of not providing it. You may also need to consult with legal counsel or HR professionals for guidance on how to proceed while ensuring compliance with relevant regulations.
Your Security ID Number, also known as a Social Security Number, can typically be found on your Social Security card. If you cannot locate your card, you can contact the Social Security Administration for assistance in obtaining a replacement. It's important to keep this number secure to prevent identity theft.
You can check the Social Security Death Index (SSDI) database to verify whether a Social Security number belongs to a deceased person. This database is maintained by the Social Security Administration and is publicly accessible.
You can find out how many Social Security credits you have earned by creating an account on the Social Security Administration's website and checking your earnings record. The number of credits you have earned will determine your eligibility for Social Security benefits.
In a social security number, the punctuation mark used is a hyphen. It separates the three sets of numbers in the format of XXX-XX-XXXX.
No, Social Security numbers are unique identifiers for individuals and are not reused or recycled after someone dies. This helps prevent identity theft and confusion in tracking individuals' earnings and benefits.
The number of fiscal quarters the employee worked during his or her lifetime and the amount of money the employee contributed to the Social Security Trust Fund
no.
should my husband pay social security on his employee
The number of fiscal quarters the employee worked during his or her lifetime and the amount of money the employee contributed to the Social Security Trust Fund
social security number
Employee's social security number
The number of quarters (three-month periods) an employee has worked and the amount of money an employee has contributed to the Social Security Trust Fund. Social Security numbers are also linked to Medicare and some other services provided by the federal government.
Whenever you apply for a loan you usually only need your social security number. Anytime you do something where the other party must provide a social security number, the company will get it directly from them. The reasoning for this is that it is unsafe to let many people know your social security number, especially with identity theft on the rise.
no
social security number
Per the IRS website it states: You are required to get each employee's name and Social Security Number (SSN) and to enter them on Form W-2. (This requirement also applies to resident and nonresident alien employees.) You should ask your employee to show you his or her social security card. The employee may show the card if it is available. You may, but are not required to, photocopy the social security card if the employee provides it. Record each new employee's name and social security number from his or her social security card
Effective January 1, 2008, employers are prohibited from including an employee's Social Security number in its entirety on wage statements. California Labor Code § 226 requires that private employers furnish each employee with an accurate, written, itemized wage statement containing nine particular items. Formerly, one of these items was the employee's Social Security number. Now employers must still print identification numbers on their wage statements, but are permitted to use only the last four digits of the employee's Social Security number or an employee identification number other than a Social Security number. This change applies to both paper and electronic wage statements. The law applies only to the wage statement accompanying a paycheck, but it is recommended that full Social Security numbers be removed from paychecks as well.