Evolving the way users access and experience the Execupay brand is key to our customers success.
Execupay isn’t your average local business. As we move into over 45th year in business, our mission to innovate and accelerate our industry hasn’t changed. Several years ago, we created the, now ubiquitous, Execupay Logo and Website, to better communicate our style and message that we’re a people company. With that in mind, we’re ecstatic to announce the fresh new look of Execupay.
New employee orientation (also called onboarding) introduces newly hired employees to the workplace and familiarizes them with some of the company’s basic practices. In addition to helping new employees understand your company’s operating procedures, a thoughtful and well-designed orientation program also serves to set expectations and can help new employees be more productive team members at a faster pace.
Execupay – More than just Payroll.
Many employers outsource their payroll and related tax duties to third-party payers, such as Execupay. Reputable third-party payers like ourselves can help employers streamline their business operations by collecting and timely depositing of payroll taxes on the employer’s behalf and filing required payroll tax returns with state and federal authorities.
While outsourcing payroll can be a sound business practice, it is important to remember that, like employers who handle their own payroll duties, employers who outsource this function are still legally responsible for any and all payroll taxes. Though many third-party payer businesses provide very good service, there are some who do not have their clients’ best interests at heart. Execupay has a proven history of providing this service for over 40 years.
Here are 5 steps employers can take to protect themselves, and how Execupay can help.
1. Enroll in EFTPS and Make Sure Your Third-Party Payer Uses It
Available free from the Treasury Department, the Electronic Federal Tax Payment System (EFTPS) gives employers safe and easy online access to their payment history when deposits are made under their Employer Identification Number, enabling them to monitor whether their third-party payer is properly carrying out their tax deposit responsibilities. It also gives them the option of making any missed deposits themselves, as well as paying other individual and business taxes electronically, either online or by phone. To enroll or for more information, visit http://www.eftps.gov/eftps/.
2. Don’t Substitute the Third-Party’s Address for Your Business Address
The IRS recommends that employers continue to use their own address as the address on record with the tax agency. Doing so ensures that the employer will continue to receive bills, notices and other account-related correspondence from the IRS. It also gives employers a way to monitor the third-party payer and easily spot any improper diversion of funds.
3. Contact the IRS About Any Bills or Notices
This is especially important if it involves a payment that the employer believes was made or should have been made by a third-party payer. Call the number on the bill, write to the IRS office that sent the bill, contact the IRS business tax hotline at 800-829-4933 or visit a local IRS office. See Receiving a Bill from the IRS on IRS.gov for more information.
4. Be Aware of Special Rules that Apply to Reporting Agents
Among other things, reporting agents are generally required to use EFTPS and file payroll tax returns electronically. They are also required to provide employers with a written statement detailing the employer’s responsibilities, including a reminder that the employer—not the reporting agent—is still legally required to timely file returns and pay any tax due. This statement must be provided upon entering into a contract with the employer and at least quarterly after that. See Reporting Agents File on IRS.gov for more information.
5. Become Familiar with Tax Due Dates
The IRS Small Business Tax Calendar may help you keep track of key dates.
Why Execupay?
Execupay has been a trusted leader in providing payroll and HR Solutions for both small and medium sized businesses since 1974, covering tax payments, payroll, time and labor management, talent acquisition, talent management, and more for thousands of businesses and millions of employees. Execupay couples innovative products with white glove customer service to empower customers, allowing them to focus on growing their business.
Health Insurance Marketplaces are now sending letters to notify certain employers that one or more of their employees has been determined eligible for advance premium tax credits and cost-sharing reductions and has enrolled in a Marketplace plan. Because these events may trigger penalties under the Affordable Care Act’s “pay or play” provisions for applicable large employers (generally those with 50 or more full-time employees, including full-time equivalents), such employers may seek to appeal an employee’s eligibility determination.
Employer Appeals Process
Employers have 90 days from the date stated on the Marketplace notice to file an appeal. In the appeal, the employer may assert that it provides its employee access to affordable, minimum value employer-sponsored coverage or that its employee is enrolled in employer coverage, and therefore that the employee is ineligible for advance payments of the premium tax credit or cost-sharing reductions.
Employers May Apply a Reasonable, Good Faith Interpretation of the Term ‘Seasonal Worker’
Employers looking to hire seasonal workers this summer are reminded that there is an exception when measuring workforce size to determine whether they are an applicable large employer (ALE) subject to the Affordable Care Act’s employer shared responsibility (“pay or play”) provisions.
