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What percentage of basic wages an employer has to pay the employee during lay off period?
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∙ 14y ago
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∙ 14y ago
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What is a probation period-?
A probation period is a designated period of time at the start of employment during which the employee's performance and suitability for the job are closely monitored and evaluated. It allows employers to assess the employee's skills, work ethic, and fit within the company before making a long-term commitment. During this period, either the employer or the employee may terminate the employment contract without notice.
Do I pay FICA while on long term disability?
Reg. 31.3121(a)(4)-1 says no FICA after 6 months: § 31.3121(a)(4)-1 Payments on account of sickness or accident disability, or medical or hospitalization expenses. The term ''wages'' does not include any payment made by an employer to, or on behalf of, an employee on account of the employee's sickness or accident disability or the medical or hospitalization expenses in connection with the employee's sickness or accident disability, if such payment is made after the expiration of 6 calendar months following the last calendar month in which such employee worked for such employer. Such payments are excluded from wages under this exception even though not made under a plan or system. If the employee does not actually perform services for the employer during the requisite period, the existence of the employer- employee relationship during that period is immaterial.
What is the best definition of the withholding?
The portion of gross pay that an employer deducts from an employee's paycheck each pay period.
What is a best definition of withholding?
The portion of gross pay that an employer deducts from an employee's paycheck each pay period.
Employee Lending Agreement?
Employee Lending Agreement(Download)___________________, referred to as PRIMARY EMPLOYER, and ___________________, referred to as TEMPORARY EMPLOYER, agree:PRIMARY EMPLOYER employs ______________ as systems analyst, referred to as EMPLOYEE, at a rate of $____(_______ &___/100 dollars) per ____. TEMPORARY EMPLOYER will employ EMPLOYEE from _____________ to _________________.During the period in which EMPLOYEE is lent, PRIMARY EMPLOYER shall continue to pay EMPLOYEE, and TEMPORARY EMPLOYER shall reimburse employer for the pay plus ___% percent for overhead and benefits. In addition, TEMPORARY EMPLOYER shall reimburse EMPLOYER for worker's compensation insurance on EMPLOYEE. In the event that state law or other regulation requires TEMPORARY EMPLOYER to provide worker's compensation the EMPLOYEE, said regulation shall control.Dated: __________________________________________Temporary Employer. Federal ID #:___________________Employer. Federal ID #:__________________Employee. Social Security #:Date:Employee Lending AgreementReview ListThis review list is provided to inform you about this document in question and assist you in its preparation. Employee lending has become a standard practice in many industries. It lets the Temporary Employer use Employees at will without having hiring, firing, and reporting requirements associated with it. This also keeps the temporary employees in a position as suppliers to the employer, who remains a customer.1. Make duplicate copies. Be sure to get the Federal ID and Social Security numbers so you are protected under this arrangement.
What are the disadvantages of performance appraisal?
If delivered correctly, there is no disadvantage of a performance appraisl. If delivered incorrectly, there are several disadvantages to a performance appraisal. Often times, the employer will surprise the employee with their areas of opportunity. For example, the employer may tell the employee they are deficient in a certain area, however the employer didn't bring it to the employee's attention during the course of the review period. This leads to a disgruntled employee which leads to decreased moral, productivity, and commitment. Often times, raises aren't given in conjunction with the appraisal, the employee may tend to not care what the employer has to say because they don't see the WIFFM, "What's in it for me." The success or failure of the performance appraisal is determined long before the actual appraisal. As long as the employer has effectively communicated the employee's areas of opporutnity and as long as a raise is involved, there is no disadvantage to the appraisal process.
Can an employer drop health insurance for its employees if it is voluntary?
"Voluntary" insurance programs, such as those offered by AFLAC and certain other companies, are actually individual insurance policies that are marketed at the workplace-frequently during a period of "open enrollment". The premiums are paid by the employee, although the employer sometimes deducts premiums from pay upon the authorization of the employee. Therefore, the employer is not truly a party to the insurance transaction. All other things being equal, the employer cannot "drop" the coverage.
What is US FICA?
FICA is the acronym for the Federal Insurance Contributions Act. It mandates that employers withhold a set percentage of an employee's salary each pay period. FICA also requires the employer match the employee's amount and contribute the money to Social Security. This fund provides retirement income , and disability insurance
What is FICA used for?
FICA is the acronym for the Federal Insurance Contributions Act. It mandates that employers withhold a set percentage of an employee's salary each pay period. FICA also requires the employer match the employee's amount and contribute the money to Social Security. This fund provides retirement income , and disability insurance
What is the difference between employer and employee?
An employer is a person or entity that hires an individual to work for that person or entity for an agreed upon salary which may be either hourly or a fixed salary for a specific period of working time. An employee is an individual who agrees to work for an individual or entity (employer), is hired by the employer, fulfills the job requirements, works the specific job and hours, and is paid for the performance of the job the completed for the employer.
Is an employer able to with hold payroll for 3 or 4 weeks?
An employer must pay wages on the designated pay date within the state's mandatory pay day laws. As an example: The pay period is 14 days (biweekly) and the pay date is Friday (as long as the state allows) after the pay period ended. The wages must be available to the employee that Friday. As an example: The pay period is 14 days (biweekly) and the pay date is 2 weeks later after the pay period ended (within state guidelines). The wages must be available to the employee on the announced pay date. If the employer says they will hold the employee's check "until..." the employee meets the employer's requirement, as in turning in borrowed equipment, or office keys, etc, then the employer is breaking the state's payday law. http://www.dol.gov/esa/contacts/state_of.htm
In California if you fire an employee after one week do they get unemployment?
It depends on their prior work history. Unemployment looks at a 12-month "base" period, so it depends on how much they worked during that 12-month base period. It does not have to be for a single employer. The base period has a specific calculation. If the employee was let go in Jan, Feb, or Mar 2010, for example, the EDD would look at the wages earned during Oct 2008-Sept 2009. (Yes, believe it or not!)
