- #QUICKBOOKS DESKTOP PAYROLL UNION DUES ON W 2 UPDATE#
- #QUICKBOOKS DESKTOP PAYROLL UNION DUES ON W 2 FULL#
Submitting Revised Certified Payroll Reports NOTE: Additional calculations may be necessary depending upon how you pay the fringe benefit portion of the prevailing wage rates and details are NOT provided in this article). The employee worked 100 hours of straight time and 10 hours of overtime, you would calculate restitution as follows:
If overtime is involved, the calculation will also include an adjustment of the overtime rate as well.įor example, you should have paid the employee $18.00 per hour but you paid him $17.00. The difference between the two rates is called an adjustment rate. Calculating Wage Restitution:Ĭalculating the amount of wages that is owed is really pretty simple – it’s the difference between what the employee should have been paid MINUS what he was actually paid MULTIPLIED by the number of hours during which the deficit occurred.
If the employer owing the wage underpayment is a subcontractor, the general contractor will pass along the information received from the contract administrator – the subcontractor will then make additional wage payments to the employee(s) and submit the required information to the general contractor, who will then submit it to the contract administrator.
#QUICKBOOKS DESKTOP PAYROLL UNION DUES ON W 2 FULL#
Wage restitution should be paid promptly in the full amount due – minus the employee portion of payroll taxes and any other permissible deductions (union dues for example). The notice should describe the underpayments (perhaps a specific work classification) and provide instructions for computing and documenting the payment of additional wages owed. The Contract Administrator usually notifies the prime/general contractor in writing when a wage underpayment is found during payroll reviews. Here is what I know about wage restitution and revised certified payroll reports. In the past I’ve had to submit revised reports and pay restitution on occasion, using two different methods, which I’ve explained below.
I agree with you, much of the information that is available is very vague. Any information would be greatly appreciated!!! Tracee It is very vague as to what needs to be done…from what I have been reading. March18 – June 30)? Or would they be separate Certified Payroll Reports for each week they are owed restitution, with only them (who are owed restitution) be on the report? My question is, if a subcontractor pays restitution for an employee(s), do they have to send the same Certified Payroll Reports back with revision on top? Or will they have to send a separate Certified Payroll Report with the dates they were owed restitution stating the dates they were owed for the week (ie. Unfortunately, there isn’t a lot of clear guidelines for submitting revised certified payroll reports, however, I’ve had experience in following two different sets of requirements.
#QUICKBOOKS DESKTOP PAYROLL UNION DUES ON W 2 UPDATE#
Wage restitution and certified payroll revisions happen when you miss an update to the wage determination which increases the prevailing wage rate and the fringe benefit rate or perhaps you weren’t informed until after working on the project for several weeks/months that this project was subject to prevailing wage.
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