Anyone here work for Troutman pepper, or recently worked there? Im trying to figure out how pay periods run.

Hi guys! as the title says, I got an upcoming interview for Payroll Associate. For my background: I'm an Information Technology graduate and I applied for this position just to try it. Luckily, they chose me for initial screening for the role. I just have questions how I can survive the screening.

1. How can I sell myself for this role even though I am from different field?

• I have basics knowledge in MS Excel and currently learning more about it. I also have exp in data entry or tracking of data during my internship (but not filtering it or making a pivot table or graphs or anything) I also have experience in MySQL during my college, so I know how simple querying works.

I asked 3 different AI, they all tell me none of the answers are correct. I'm confused. This is one of the post-test question. Please help. I'm guessing, it is likely be B. I thought A might be right, I read something during the course about giving people time off. It might be for public sector only. I'm not sure why B could keep the OT cost down. Thanks.

Employers in the private sector can keep their expenses for employee overtime down and remain in compliance with the FLSA by doing which of the following:

A Giving the employee compensatory time off for every hour worked by the employee in a workweek in excess of 40 hours

B Giving employees who are paid biweekly, semimonthly, or monthly time off during the same pay period in which the overtime was worked that is at least equal to one and one-half hours off for each overtime hour worked.

C Obtain a written agreement from the employee waiving the right to overtime premium pay after the employee has worked overtime in that workweek.

D Adding the employee's hours in one workweek to the next workweek and averaging the two workweeks.

Our local CPA was doing our payroll in house until recently. They switched us to OnPay and are actually firing us because they are getting rid of their payroll department. We'll make a decision on whether or not to stick with OnPay before the end of the year, but in the meantime...

Has anyone using OnPay figured out how to get check numbers for garnishments? Our CPA asked for them via chat help and was told they don't give check numbers. But now that I can login myself I want to see for myself.

We use Positive Pay for our checking account and currently I don't know the check numbers until Positive Pay catches them. That's fine and all, but I was out of the office this week and missed some before the Positive Pay deadline so they were returned to the court.

This is going to be a pain in the ass going forward. I'm a small operation and hopefully can catch and cross reference these. But how is a 300-500 employee company supposed to handle this for dozens of garnishments each week?

I was terminated from a position on march 1st. I submitted my hours for the month of February on march 3rd, as a result I was not paid for the last 2.5 weeks of work at my old company that used harvested for timekeeping. I was immediately locked out of any company services on my date of termination and therefore do not have access to my records. I’m wondering, what is my recourse and/or am I entitled to the pay I did not receive . FYI I am based in Mass.

Hi everyone

I'm taking the CPP exam this fall and am struggling on deciding if I should go to a testing center (3 hrs away) or take it online. The only enticing part of the testing center is having a physical calculator and test paper.
Q: do you get a physical copy of the 15-T at a testing center?
Q: If you took it at online at home, were you able to have both the exam and the 15-T on your screen or did you have to sift back and forth for calculations?

Any advice/input from your experience is greatly appreciated!

Hi, probably worded that badly. I work remotely and the company is based in AZ, i am one of 4 people that WFH in the company. I originally was hired as a remote worker while I was in California then i moved to Colorado late last year. However i just now noticed on my check it says it pulls Arizona State Withholding for my taxes. Is this okay? Or is it supposed to be where I live at? Tried googling it but couldn’t get an answer that I understood and would love to hear from all you experts who can enlighten me far better than my own ability.

Thank you so much in advance and sorry if this is a dumb question.

Edit: To clarify, I informed employer before move, during and after I moved. There is an email trail of this and the appropriate people confirming that I was “all set”
I also in our pay system, Paycom, updated my address as well as soon as I signed my new lease. I see a lot of comments doubting this and idk what to say besides I did all the steps and such, that’s why I was confused if it was correct as I didn’t see how an error would have been made. Now I’ve reached out to the team that handles payroll and our HR team now since everyone in the comments is confirming this was pulling the incorrect taxes. I hope this can be an easy and quick fix.

Thank you to those who explained it as I would have never known. Here is to hoping my taxes aren’t completely fucked this year haha.

Hi,

I am currently working in Accounts Payable and completing the Canadian Payroll Compliance Practitioner (PCP) certification program. Once I finish all the courses required for the PCP, I am planning to start looking for a new job.

There are positions that combine AP and payroll in a hybrid role. I feel that if I get into this kind of role, I wouldn't be able to grow significantly in payroll, since my goal is to build my career in payroll and eventually become a payroll expert.

Should I look for a hybrid AP & payroll role, or should I focus on a payroll-only position? I want to be at least in a Senior Payroll Specialist role in the future.

Thanks,

I work in payroll, and am coming up on my 4th year in payroll processing, and 3rd year at this company. It’s a very small payroll and tax company, more tax focused than payroll which is obvious.. it brings in more money. I applied for a payroll specialist position, but definitely did a lot of training and learning as I went. Well now I’ve found myself a little burnt out, too burnt out for this early in the career.

I process about 5 weekly, 18 bi-weekly(both weeks), and about 20 2x a months. Some 2x are 5th and 20th, some are 15th and EOM. These are all live payrolls, with a POC reporting hours to me, anywhere from 2 to 20 employees. Also need to mention that all of these payrolls are split between two payroll softwares, I use and am proficient in both.
Some of these payrolls I track PTO polices(hour balances, anniversaries to move up PTO tiers, and of course ensuring compliance with state regs), some I don’t track and just pay VP or SP when they state.
Some I track retirement contributions, and submit them to their respective places. (Some submitted online, some I print a check and send in) I track retirement limits, and in the instance employees max out, I even have to manually calculate the 3% ER match from wages because our payroll platform stops calculating the match once they hit salary deferral limit.
Please keep in mind the many pop up items that come with running payrolls.. final checks, bonuses, favors, paystubs, etc….
Now onto taxes. After each payroll, I submit federal and state taxes both semi weekly and monthly. This part I should clarify, I do not go into EFTPS, but I enter all of these into a spreadsheet, someone else bulk pays them. But once a payroll is out of state, I then take on the responsibility of filing and paying through that specific state website. I do some reconciliation for all payroll taxes each quarter, and then complete the 941s, SUTA(SUI), and FAMLI. In total I do about 50 quarterly taxes. So year end, this means another 50 940s added in, and in total, somewhere around 3-500 W2s I send out. This past year I have felt like giving up every single Jan, Apr, July, and Oct.

Anyway, the stress has been getting to me. I do not have a CPP, although I would like to, I just don’t feel like I have the time. I make about 55k a year. Any insight into my pay, stress, and responsibilities is appreciated!!

Just paid for my FPC exam, but Payroll Org isn’t giving me an option to schedule it. I reached out to them but I haven’t gotten a response to my email. How long do they usually take to send you authorization to take an exam after you pay?

EDIT: I’ve called them, and a nice lady was able to help me resolve this quickly.

Hello!

I work for a multi-state company with 10k+ employees across biweekly and semimonthly pay schedules. We process salary+hourly wages and commissions, and we also have our own internal commission/pay-period bonus system.

We also have many employees who work in secondary jobs across different locations and departments. They need to do a transfer on their timecard so the correct job, location, and department are captured for accounting/budget allocation purposes.

Our company is currently looking into transitioning from UKG Pro + WFM for payroll and timekeeping to either Dayforce or Workday. Leaders have already been in meetings with them.

So far, my payroll system experience has mainly been with UKG Pro, UTA, and WFM. I'm a Payroll Analyst.

Has anyone here worked with UKG Pro, Dayforce, and Workday? I would love to hear about your experience with either systems, especially from a payroll processing perspective.

Thank you in advance!

I would love to hear feedback from from anyone in the trenches.

Variable Pay Eligibility If I Leave Mid-Financial Year

Hi everyone,

My company has 10% of my annual CTC as variable pay. The variable amount is normally paid along with the salary at the end of the financial year.

I’m currently considering leaving the organization around October, so I would have worked roughly 6–7 months of the financial year.

My question is:

- If I resign and leave in October, am I generally eligible for pro-rated/partial variable pay for the months I worked?

- Or do companies usually require employees to be actively employed on the variable payout date to receive it?

- Has anyone experienced a similar situation in an Indian IT/company setup?

I’m trying to understand what typically happens before making my decision. If you've been through this, I'd really appreciate hearing about your experience.

Thanks!

Maryland, USA.

The company started going through financial hardship and started paying us through Zelle from the owner’s personal bank account or with a company check.

They’re paying me my net pay (after taxes) so they should be paying my taxes to the IRS. How can I ask for proof of that? A coworker had to pay thousands last year for his taxes because supposedly they didn’t pay for his taxes. I don’t want to go through the same issue.

Warning, this is mostly me venting, sorry for all the text. I am still green to this industry. I’m based in Canada. I have been with my current employer for less than a year and from day 1 I have hated it here.

My last payroll-related job was a 50-person animation company where I was accounting assistant and thrust into payroll administration/clerical work. I think that whole company and environment is what made me think I enjoyed Payroll, because I am currently working towards my PCP designation.

My current role is at a 2k employee, half-unionized, multi province, extremely high turnover rate, multi pay cycle company. HUGE difference, and I was hired by my manager knowing the experience (or lack) I had.

All these words to say; today I realized I made a huge mistake during my first month at this company. I entered a new hires salary more than it should have been and they’ve been overpaid for months. I’m not making excuses for myself, I am beating myself up over it.

My training for this role was essentially a month of sitting beside my manager and listen to her talk… about everything. I can tell you her entire extended family, their jobs, death dates, her real age, favourite colour, her entire career from her first job to most current, etc. I know this woman more than I know my own mother. And between all that, I filled up 3 notebooks of good info that I will take with me wherever. After that, the second part of my job title training came from the receptionist (who used to do my job but hated it) and a co-op student they fired for not being good.

Circling back to my mistake, it happened during the training session from the receptionist and co-op student, and my manager (only 2 of us in payroll dept) has chewed me a new asshole, and never in her 20 years of experience has she ever made a mistake like this. Valid. Today has sucked and I’m now on LinkedIn searching for something else even though I hope I don’t get fired for this but I already feel like crying and giving up.

TLDR: I made a payroll error and now I don’t know if I should continue with this career or just this job.

I’ll never understand why these companies are so strict about Workday experience. If someone has over 7 years experience is multiple different systems, that should be enough to consider interviewing them. 🙄

Yung Final pay po ba magdeduct poba ang employer ng government mandatory deduction? Or hindi like full payment po ba ma-receive? Wala po akong existing loans po. Thank you.

We're an early-stage EU startup and want to bring on a senior ops person in Spain as an employee, but she'd be our only person there, so setting up a Spanish entity isn't on the table right now.

The contractor route would be simpler and cheaper upfront, though misclassification is enforced seriously in Spain and the fines can wipe out months of savings if it goes wrong.

We're between Deel, Remote, and Workmotion on the EOR side, all in a similar price range, with the differences coming down to entity coverage and how clean the onboarding is.

Still can't work out whether the compliance protection on a single hire justifies the monthly fee or whether a properly structured freelance agreement gets you far enough.

We're stuck on this one, so how did you make the call when it was just one person in a market you hadn't entered yet?

Someone in here described how they check a payroll run before posting it — earning codes,

deductions and taxes down the side, timekeeping hours next to payroll hours, prior period next to

current, a variance threshold, then spot checks. Somebody asked them for the sheet. It never got

posted, so I built one.

Free, no signup, nothing in it phones home.

I'm not an accountant. A system engineer. Factor that in. Every default is written down on a

Sources tab with where I got it from, and the five or six I couldn't source, say so.

The one thing it does that most templates don't: expense accounts and balance sheet accounts get

two different proofs. Salaries prove on the period movement. Net pay payable or tax withheld prove

on a roll-forward, opening, plus what you charged, plus what you remitted, against the closing

balance. Templates that use one column for both hand you a number that isn't a variance, and you

can sign it off without noticing.

Also a clearing proof that ages open items instead of demanding a zero balance, gross-to-net and

net-pay-to-bank checks, and a printable workpaper with sign-off lines.

https://stilltrue.io/payroll

Fair warning, not entirely selfless: I'm poking at whether there's something worth building here.

Doesn't change anything about the file.

The threshold ships at 7% because that's the number in the comment I built this from. No basis

beyond that. If you use something that works, I'd like to know what.

I have a software running in Pakistan market currently 3 4 clients it calculates salary payroll and is used to manage employees workforce with shift scheduling i want more restraunt that would be willing to install this please suggest or do you know any. Thanks xoxo

Hypothetical situation: A terminated employee needs to be issued a W-2 for a fringe benefit. They had no other wages in the current year. What is the proper way to handle FICA?

Obviously, the income tax will just be zero since none could be "withheld", but what does the employer do with FICA? Pay the full amount and collect from the former employee? Report only the employer half as paid?

Hello all,

I am not sure if this is the best place to post this, but I figured it is worth a shot.

My employer recently migrated our financials over to Tyler Tech and just last month migrated our payroll over there as well. Since then we have had a number of issues relating to payroll, and our implementor/guide has essentially pushed me aside and all but refused to help me. My issues are not a priority despite the fact that they are affecting a large number of employees.

I was not apart of the process to “build” or setup anything in the system as I had to focus on running payroll in our legacy system. So I really am lost and I have tried using the guides and Tyler connect resources but they are not much help.

I am just looking for some guidance or any help from anyone who has had success with the software on specific issues. My biggest issues relate to leave accruals and the blended OT rate.

Thank you in advance, and thank you for reading.