Payroll guidance

Anonymous

August 11,2022 at 6:47PM UTC

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Payroll guidance

Hi! I was recently hired by a company to do AP duties. I have some how now do payroll. I have never done payroll or do I know the laws on it well enough. With that being said, most employees are salary and my supervisor has me change their hours to either be flat 80 for 2 weeks or use their PTO to make up the 80 hours.

I know I’m not knowledgeable in this field so I am really needing someone to just give me the basics of payroll laws. I have looked as best as possible online and through the workforce laws but I need a direct answer because I don’t understand the verbiage well enough.

I feel like he’s doing things wrong but since I have never done payroll, I can’t step up to correct this.

This is for the state of Texas.

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AnonymousAugust 11,2022 at 7:00PM UTC
I would let your boss know in writing that you do not have the legal knowledge, training or practical experience to handle payroll and you cannot in hood conscience take on the role and responsibilities. That you would like to return to the AP duties you were hired for.
AnonymousAugust 11,2022 at 8:52PM UTC
Trust your instinct an apply elsewhere. There could be CPAs out there that are soleproprieters that need tremendous help, that you could work for. But you have to do your due dilligence to check their ratings, credentialing, complaints etc. If you are aiming to become a CPA an struggling to find one to work underneath as an apprentice, try picking a more stable job in a billing or finance dept at an insurance company, they typically do things right. Save $ to get certified as a CPA so you don't have to worry about working for a sketchy CPAs. They even fool celebrities out of millions. So if it don't feel right, it probably aint. Use linked in and scout profiles. Look at their following, do they surround themselves with other successful CPAs? Start building your network with them.
Cyndi RosenblattAugust 11,2022 at 10:01PM UTC
See if there are some training opportunities locally. Professional societies often host this sort of thing, but with so much online I'm sure you can find something relevant.
Joan Williams, Senior Talent Acquisition SpecialistAugust 11,2022 at 10:50PM UTC
I am not a payroll specialist by any means, but taking someone's PTO hours without their permission doesn't sound legal or ethical.
AnonymousAugust 12,2022 at 12:05AM UTC
My boss is an Accountant and has admitted to me that they have no knowledge of payroll, it is the blind leading the blind.
Sadly. Btw I’m literally the whole accounting dept plus the Director (boss).
My gut turns every time payroll day comes around. I have been trying to say it’s my moral compass bc I don’t think messing with anyones $ is moral at all. But I’m starting to feel like this is more unethical (possibly illegal) if the company has a current open case with DOL. I was contacted by investigator, that’s the only reason I know they are being looked into. That was a real shock to me. I’ve never had to deal with DOL.
Joan Williams, Senior Talent Acquisition SpecialistAugust 12,2022 at 1:03AM UTC
Are you the OP?
If they're getting investigated, I would get out of there ASAP before you become legally liable.
And make sure they didn't put you in that position to make you the fall guy.
Crystal HowellAugust 12,2022 at 10:37AM UTC
Changing hours is against the law, email your supervisor and advise them of such and suggest they outsource to ADP or Paychex.
Start looking for another job with a reputable company, your name is on the documents not his.
Let HR know in writing, you were not hired or trained in this department and will not be performing these duties as changing hours are not legal. Get out now, accounting jobs are in abundance. Google ADP for their webinar training include your boss, do all in writing. I would stop doing payroll, google the fines for incorrect payroll, https://www.shrm.org, they can reach out to them. "Wow"
AnonymousAugust 12,2022 at 10:38AM UTC
If the DOL is looking into payroll practices, you may want to get some legal help for the company.
If the employees are salary and exempt, it may be okay to adjust the hours to a flat 80 hours for 2 weeks. And your company policy may be to require the use of PTO when employees don't work 40 hours per week - that is legal. I'd be making sure employees know it's happening, but technically, it's their responsibility to review their paystubs.
If the employees are salary and non-exempt, then you have to pay overtime if they work more than 80 hours.
As far as exempt/non-exempt, your HR person would be best qualified to know which jobs are which. They should also know any policies surrounding PTO usage.
Good luck!
Julie HumbirdAugust 12,2022 at 9:27PM UTC
FLSA determines who is exempt from overtime (not any employer). In Texas you also must be paid more than $455 weekly. Using an salaried/exempt employee's PTO is a red flag. I hope you find some legal help.