Payroll Records: What To Keep, What To Toss
The Payroll Department creates thousands of records each year. Unfortunately, there are many agencies and a multitude of rules, regulations, and paperwork requirements to comply with. And to make matters worse, different agencies have different requirements for different records - and employers must not only comply with all of them, but keep accurate records!
With all those records around, it's tempting to have a big clean-out day. But if you destroy the wrong document, you could be destroying your career.
So...if your payroll records "desk" looks like a hurricane just blew through it, your payroll recordkeeping "system" is non-existent, or if your basement is stacked to the ceiling with payroll records, let us help you organize them in a way that inspires confidence - and compliance.What You'll Learn:
This training session covers the rules for identifying, filing, retaining, protecting, and destroying your important payroll records. By attending, you and your team will learn:
- Which records must you keep - and for how long?
- Recommended record retention processes
- Do record retention rules vary by state, and if so, how?
- How electronic retention rules differ from paper standards
- How to know when it's safe to scan a document and dump the paper original
- How and where to keep W2s, 1099s, payroll tax deposits, quarterly payroll tax returns, yearly summary reports to government agencies, and other year end forms
- How to handle special forms such as local tax forms, prevailing wage reports, government contract requirements, etc.
- Electronic I-9s: How to comply with the strict new federal rules on completing, signing and retaining
- The four steps you must include in your electronic I-9 program
- How does the Lilly Ledbetter Fair Pay Act change the retention requirements for your payroll records?
- Must payroll records be kept separate from HR records?
- How to destroy records
About Your Speaker:
Mark Schwartz is an ex-payroll auditor with over 15 years experience in state and federal payroll tax audits, collections, and payroll consulting.
As an auditor, Mark prided himself on his ability to educate his auditees on state and federal payroll tax requirements. Whatever issues he found in audits, he ensured the auditee knew how to comply in the future. He worked to minimize company disruptions in the audit process.
In addition to his real-life experiences, Mark has a Masters in Business Administration, and currently uses his entertaining and helpful personality to help organizations prepare for payroll tax audits - whether they've already got the notice or are still hoping they don't!
This program has been approved for 1.5 re-certification credit hours for HRCI's PHR and SPHR designations through the HR Certification Institute. For more information about certification or re-certification, please visit the HR Certification Institute website at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCIs criteria to be pre-approved for re-certification credit.
SHRM Professional Development Credits
This program is valid for 1.5 Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP designations. For more information about certification or re-certification, please visit www.shrmcertification.org.