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I am an employer of a small business with 2 employees in

I am an employer of a small business with 2 employees in california. One employee had given two weeks noyJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: notice but was continuing to work. but he was in a disagreement with my other employee and walked off job. he state he could no longer deal with stress of the job., due to an employee who was drinking and smoking on the job, making everyones work more difficult. When he quit he came up and yelled in my ear that i would regret ever hiring that employee.JA: Has anything been filed or reported?Customer: He has filed a law suit which i recieved last week with a lawyer and this week i recieved unemployment insurance claim.JA: Anything else you want the lawyer to know before I connect you?Customer: the lawsuit includes accusation that i underpaid him, didnt allow him to hav breaks, late in giveing him pay checks and on and on.

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Law Educator, Esq.

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I am a small business employer who received a complaint of

I am a small business employer who received a complaint of non payment of wages by someone who never worked here. What is my recourse, instead of showing up for the court date?JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: CaliforniaJA: Is the employment agreement "at will," union, full time or part time?Customer: We are "at will" but this person is NOT know to us at all, they were never employed with us - never heard of themJA: Anything else you want the lawyer to know before I connect you?Customer: no

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Law Educator, Esq.

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I am a CPA in Georgia. We prepare the United States payroll

I am a CPA in Georgia. We prepare the United States payroll and payroll reporting for a company in the UK. They have a location in Georgia in the United States. The United States is the only part we deal with. In the past the employees were all from Georgia. Recently they hired someone from Tennessee and California. There is not physical location in either of these states. They sell a unique type of decals. We continued to report all of the wages as Georgia wages for income tax and unemployment taxes. If there was no physical location in TN and CA, I didn't see that any different as some working "in" one state and choosing to live in another. The CA employee has now filed a lawsuit against the company for other employment issues, but the issue has now come up that he can't file for unemployment in CA because the wages were reported in Georgia. One person at Georgia DOL told us that it would be considered an interstate claim and would be handled between Georgia and California. Another person from Georgia DOL has now said something different. This person says that the wages should have been reported in TN and CA. She says because there was no physical location in TN or CA and that the employee never stepped foot in Georgia, that it is a different situation than someone just working one state and choosing to live in another. The company is now expected to have us(CPA) amend all DOL reporting and remove from Georgia and get DOL numbers for TN and CA and report the wages there. Is that correct? I'm having a hard time understanding how just because you hire someone in another state, why that would require you to report the wages (for unemployment and income) tax in the state they choose to live in.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: It involves Georgia, TN, and CA now.JA: Has anything been filed or reported?Customer: I sent the entire detail. Maybe you haven't gotten it yet.JA: Anything else you want the lawyer to know before I connect you?Customer: no

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Law Educator, Esq.

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I have a question about employment, since one company is

I have a question about employment, since one company is doing an employment verification on me.

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Patrick, Esq.

Doctoral Degree

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My wife was overpaid by her company, she was owed retro pay

My wife was overpaid by her company, she was owed retro pay and merit increase. She asked how much it should be amd they said don't worry about it it will be in your next paycheck. We spent some of it but have more than half to pay back. Can they take back the balance and basically take it all back and not pay her? We know we need to payback the money and have no issue, but it seems like they want it all back nowJA: For how many months has the overpayment occurred? Is the employer aware of the situation?Customer: It just happened two weeks ago, yes it just came up in her P and L meeting.JA: Has anything been filed or reported?Customer: Just her company finding the discrepancy now. We have no problem paying it back, but they are talking taking her next two pay checks and leaving her with out moneyJA: Anything else you want the lawyer to know before I connect you?Customer: I just want to know what we can do, they make it sound like its our fault for spending the money

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LawTalk

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How are small business owners required to retain records

How long are small business owners required to retain records such as employees daily log sheets of their daily activities?JA: Was this discussed with a manager, HR, or an attorney?Customer: noJA: Is the employment "at will," union, full time, or part time?Customer: full tmeJA: Anything else you want the lawyer to know before I connect you?Customer: Yes.. over 15 years I've been cheated out of about 1 hour per week. not enough to notice or get my attention but I can't prove it.

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John

Attorney

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9,286 satisfied customers
I have been with the same employer for 10 year's and have

I have been with the same employer for 10 year's and have never been counseled or written up. Then out of the blue was given a PIP. I believe it was because I need to take two weeks off (not consecutively) and was approved. My husband was told he was out of remission and need to have another bone transplant.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: New yorkJA: Has anything been filed or reported?Customer: My work fell behind. I had emailed my supervisor and told her what had to happen at a certain time and she never replied or processed my request. On my returned to work I requested help to catch up on my work as nothing ha been done since I left. I truly felt they were going to help me because they asked me to send them a list of things I would not complete by dead line. Then I was issued the PIP. No nothing was filedJA: Anything else you want the lawyer to know before I connect you?Customer: This happened in sept. 2016 and since then I have unbelievably stress, depression and a total sense of hopelessness.

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Legalease

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Doctor of Law w/ highest honors

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I am an employee at a non-profit that currently employs 6

Hello. I am an employee at a non-profit that currently employs 6 individuals. 3 are salaried management employees while the other 3 are hourly. I am one of the hourly. In my many years being employed by the nonprofit, our payroll has been processed inhouse by our Executive Director (the CEO, if you will) and she also is the de-facto HR director. This ED is retiring in a few months, however, and I have just learned that she has turned over the payroll duties to a non-salaried employee, who is not HR. The individual's title is Publications Coordinator and truly has no HR background. This bothers me as I do not feel a nonmanager should have access to my payroll records or personal information. Is this something I can discuss with the ED and maybe even the Board of Directors about my fears, or is this something I have no control over?

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Patrick, Esq.

Doctoral Degree

20,086 satisfied customers
I recently went out on a medical leave (lumpectomy) and have

I recently went out on a medical leave (lumpectomy) and have been off of work for several months as I've had complications following my procedure. Initially before having my surgery I needed to submit paperwork to my employer (costco) from my doctor stating my medical condition as well as updates from my doctor at every visit stating how long I will need to remain out of work for. I've submitted everything that was required of me. My issue is that initially when I submitted my paperwork we had another HR/ payroll clerk who I was required to give my paperwork to, she has since been promoted to a supervisor and we now have another payroll clerk that has been great. The former clerk has been telling people that I don't have a legitimate reason for being out of work and I was told by another supervisor that she has been saying these things and to watch out when I get back to work because she has been spreading these rumors. I feel so horrible that these things are being said and I'm upset that the person I needed to turn my paperwork in to, is doing so. Shouldn't there have been a confidentiality clause associated with her job title? It's not as though she got demoted she got promoted and that should have carried over to her new management role. I feel because she is the one that processed my paperwork, people will be more likely to believe what she is saying. It's absolutely awful for me to know this and still have to deal with my physical well being and now it's emotionally devastating. I will be returning to work within a month and don't want to go back with out this being addressed. What should I do? Write my manager a letter? I do want their to be disciplinary action for her. That was my medical information gossiped about, it's devastating. Please help!

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John

Attorney

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