August 14, 2019
John Orr is SVP of Retail Execution and Strategy at Ceridian. John is a passionate advocate for Dayforce, as the best HCM solution that empowers retailers with real-time visibility for Workforce Management, Task Management, Payroll, Benefits, HR, Talent Management, Document Management and Analytics.
The complexities of payroll – particularly in the retail industry with seasonal, part-time, and full-time workers – are manifold, and administrators must keep on top of legal and practical changes to remain compliant.
Taxes and benefits must be properly deducted and paid on time, wages need to be computed properly, and records must be kept for each employee. Failing to do so could lead to serious financial penalties.
With 78% of U.S. workers living paycheck to paycheck, they rely on accurate pay for their livelihood. If retail associates are paid late or incorrectly, retail businesses are at risk. Associates can become disengaged or form a negative perception of the organization. Employers could also face fines, penalties, or other repercussions. Here are eight payroll pitfalls for retailers to avoid.
The Fair Labor Standards Act (FLSA) states that covered nonexempt employees must receive overtime pay for hours worked over 40 per week. Complexity is added when applying performance bonuses and any additional state or local overtime laws, such as double time or daily overtime. Inaccurate overtime tracking, rate determination, and calculations may lead to complaints from employees, the consequences of which can be severe.
Employers must pay covered employees at least the minimum wage regardless of how they are paid, for example, hourly, salary, commission, tipped, 7i, etc. Jurisdictions often have different laws pertaining to paying employees. This is why employers – especially those who operate in more than one jurisdiction - must consistently review their pay policies to ensure they follow the complex web of minimum wage laws that may apply to them.
Misclassification is one of the most frequent culprits. Many mandatory workplace benefits and tax requirements hinge on whether a worker is an employee or an independent contractor. To ensure all workers are properly accounted for in terms of taxes and benefits, they must be properly classified according to applicable law.
Federal law requires organizations to withhold several types of taxes from employee wages. These not only include income tax, but also taxes required by the Federal Insurance Contributions Act (FICA), Federal Unemployment Tax Act (FUTA), and other laws.
Tax calculations vary depending on the type of tax, jurisdiction, tax rate, type of earning, amount of deductions, etc. It’s critical that employers keep up with the changes to income tax withholding, unemployment tax, and other tax deductions.
The Equal Pay Act requires organizations to pay men and women equal wages for equal work. This makes it illegal for employers to pay women lower wages for jobs requiring the same skills, effort, and responsibility. Almost all U.S. states have also enacted their own equal pay laws, so it’s critical that employers take proactive steps to eliminate pay disparity and to ensure equal pay for equal work.
Employers not only have the legal obligation to pay the wages that their employees earn, but to pay them on time. Many jurisdictions regulate the frequency and timing of payroll. Additionally, when an employee leaves the company, many states specify the date by which the final check must be paid.
Sifting through a myriad of forms and spreadsheets, or manually entering the same information into several systems, leaves room for error, which creates a greater risk of non-compliance.
Disparate systems are a challenge for many payroll administrators as payroll, time, and HR data are housed in different places. This makes it hard for information to be updated or audited during the payroll cycle, which increases risk that something will go wrong during the “payroll crunch.”
Payroll is complex, and it is crucial to manage it accordingly. There is no grey area, it is either right or wrong. Violation of laws such as the Fair Labor Standards Act (FLSA) can lead to serious repercussions for retailers. Inaccurate pay and tax deductions can also have damaging effects on employee retention and engagement.
To mitigate risk of penalties, fines, and employee dissatisfaction, employers must make sure they’re not infringing on their employees’ rights by staying on top of the ever-changing compliance landscape. Combining payroll, employee record keeping, scheduling, and time & attendance in one single system will help administrators manage large amounts of data during crunch time so they can pay employees accurately and on time.
Download the guide, Managing regulatory compliance in retail and hospitality to learn more about effectively managing compliance across scheduling, benefits, and payroll.