Paying Final Wages: 5 Key Steps to help Companies be Compliant
|Date||:||5th June 2019|
|Time||:||10:00 AM PST | 01:00 PM EST|
This webinar provides employers with concrete steps to take when paying employees who either quit their jobs or got fired. Despite the commonality of it, separations from employment often end up being a compliance challenge for employers. Employers are not required by federal law to give former employees their final paycheck immediately. Some states, however, may require immediate payment. If the regular payday for the last pay period an employee worked has passed and the employee has not been paid, the company is at risk for needless complaints and/or lawsuits. Learn what steps to take to avoid these embarrassing and costly situations.
Why Should You Attend:
Most states require employers to give departing employees their final paychecks in fairly short order sometimes on their last day of work. In some states, these time limits vary depending on whether the employee quit or was fired. Some states require employers to pay out accrued, unused vacation days with the final paycheck. Employers who want to avoid ending up in court facing hefty civil, and possibly criminal, penalties and fines and in the worst case scenario even jail time should attend this informative training.
Areas Covered in the Session:
Companies that want to ensure compliance with Federal and State Laws will learn how to break the final payment process down into five key steps:
- Determine when to pay
- Determine what to pay
- Reconcile the terms of any applicable company policies, employment contracts and/or collective bargaining agreements
- Calculate tax withholding and any other required or permitted deductions and
- Choose the payment method
The role and responsibility of the Department of Labor's Wage and Hour Division
Who will Benefit:
- Human Resource Administrators
- Human Resource Managers
- Payroll Administrators
U. Harold Levy is a national and international speaker, trainer, consultant and recognized expert on civil right issues, human resources, leadership, and management. Mr. Levy has over 25 years of experience in the profession, most recently as the Eastern Regional Business Enterprise Analyst for the Department of General Services, Bureau of Minority and Women Business Opportunities. Some of Harold's clients have included major pharmaceutical corporations, Police Departments, colleges and universities, and state and county government agencies.
U. Harold Levy has published several articles on topics relating to Equal Employment Opportunity and Affirmative Action, Equity Issues, Student Recruitment and Retention, Civil rights and Human Resource Issues. A graduate of the Pennsylvania State University, Harold Levy has a Bachelor's degree in International Relations, a Master's Degree in Public Administration and is a certified Mediation Counselor. Mr. Levy is the recipient of many awards including the prestigious Administrative Service Award at the University of Minnesota Duluth, and the Tri-State Consortium of Opportunity Programs for New Jersey, New York, and Pennsylvania. Mr. Levy is an adjunct Sociology at Northampton Community College and serves in several communities and professional organizations including Northampton County Human Relations Advisory Council to the Pennsylvania Human Relations Commission; American Association for Affirmative Action and as President of the Pennsylvania Black Conference on Higher Education.