November 17, 2017
Dani is the Managing Editor, Content Marketing at Ceridian.
Payroll tax filing can be a challenge when trying to keep up with ever-changing tax legislation and complex employee situations. Many organizations operating across the U.S. find it difficult to maintain compliance, while at the same time pay their employees accurately and on time.
There are many components to manage including employee records, compensation, wages, bonuses and deductions. Taxes and benefits need to be properly deducted and paid, wages must meet minimum requirements, and retirement funds must be placed into the proper accounts. All these steps need to occur within the complicated framework of local, state and federal tax and regulatory requirements.
Here are some helpful tips and background information about general payroll concepts, tax and wage exemptions, changing regulatory requirements, and some of the cost implications associated with non-compliance.
Generally, the federal employment tax is made up of federal income tax (FIT); the Federal Insurance Contributions Act (FICA), also known as the Social Security and Medicare tax; and the Federal Unemployment Tax Act (FUTA). For each kind of employment tax, there are numerous requirements to consider when it comes to paying, withholding calculations, making deposits and reporting.
There are several legislative proposals in play that could impact FIT, FICA and FUTA, including:
Typically, it’s the employer’s responsibility to withhold, deposit, report, and pay federal employment taxes for their employees. Failing to comply with these requirements can result in harsh penalties including potential criminal liability, huge fines, and possibly jail time. Penalties are time-sensitive, rising as time goes by.
What are the Different Types of Fines and Penalties? Download the Guide.