Your dark and mysterious payroll past comes back into your life. Another notice. Something unreadable. You thought you'd left this all behind. But here it is again. Your pulse quickens. You're back under the tax agency's smoldering gaze. And this time, they won't take no for an answer.

I just really, really love Rippling. Because I’ve used it. And I’ve used its competitors. And, in my opinion, Rippling is better. At (just about) everything.

When you move, the old taxes need to be discontinued and the new ones added. This is true, even if your office stays in the same place. Or if you work from home. Especially if you work from home. If you don’t fix it soon, the state is going to send you a whopper of a bill when you file your tax return.

Hey, Tyler. I noticed you have seven dependents on your tax form. Usually those would be people in your immediate family who share your living expenses and rely on your income, like a spouse and kids. Are you sure that all of these people would actually be considered dependents for tax purposes?

Deel is like if a pickup artist did payroll. Deel is the stereotypical tech-bro, “move fast and break (your) things,” the-rules-are-for-thee-and-not-for-me, all-glitz-no-substance disappointment. It looks pretty in the demo, even if those fancy buttons and cool apps never work as expected. 

When you work overtime, you’re paid time and a half. The OBBBA only applies to the “and a half” portion of your pay. The OBBBA only applies to federal overtime, or hours worked beyond 40 hours in a week.

Many companies with fewer than 200 people will literally sign away legal control of their employees and pay multiple times more for payroll services.  Just so they don’t have to think about state tax settings.

So your company’s In-N-Out reimbursement policy is a taxable benefit. But how do you tax a burger that's already in your belly? In payroll, this problem is solved with what’s called an “in-and-out.”

“I was disappointed to learn that I was paid the same as the guy checking receipts at Walmart.” He said in his annual self-review after getting a big, fat check.

If your company covers most or all of dependents’ premiums, there’s no downside to adding your spouse to your plan. If both partners are in that position, why not both add each other to the other’s plan? You can see ALL the doctors and just pay whichever bills less, right? It doesn’t work that way.

COBRA isn’t real, like Santa Claus and the Tooth Fairy. I’m not saying that companies don’t have to follow the law. I’m just saying that there isn’t a basket of COBRA snakes in Washington, DC administering your health insurance like the IRS administers taxes.

Many midwestern states have reciprocity agreements where each state agrees to let the other handle payroll taxes. Without keeping score. It’s the state tax equivalent of saying, “It’s cool, bro. I know you’ll get me next time.” 

I’m talking about the small business where an employee is on their spouse’s insurance or a Marketplace plan and the company just reimburses them for all or part of the premium like a regular business expense. You're not supposed to do that.

A non-birth parent who was born in Argentina, had French citizenship, but was on a work visa in the UK sponsored by a US-based company.

But if you have a product or agency that was created to manage private and sensitive data, it is incumbent on YOU to create processes and tools to help users handle that information properly.

Since employer group plans need to offer the same coverage to everyone, employer-sponsored plans are sometimes the only way that people with serious or chronic health conditions can get any disability or life insurance at all. 

West Hollywood has two types of protected leave, each of which follows its own accrual schedule: Uncompensated Leave (what’s the point?) where you can take unpaid time off without getting fired; Compensated Leave that you can take for whatever reason you damned well please. Compensated Leave (CL) can fall under your combined/vacation policy, but it accrues much faster and has a higher limit than state sick time.  Which means that people can accrue up to 4.8 weeks of time off

To state the obvious: When you mess with people’s rights, sh*t gets real. And there are IRL consequences when you get the balance wrong.

Most states have regulations that fall into a few easy categories: Do you protect 12 weeks of leave, even if the company isn’t covered by FMLA? Do you have a state-paid program?

Every law tells a story. Something happened to make the legislature need to put a law in writing. This labor poster from Georgia is no exception. And the story it tells is pretty grim.