Tuesday, August 12, 2008
New Passport Card Acceptable for I-9 Employment Eligibility Verification
U.S. Citizenship and Immigration Services (USCIS) announced on August 8, 2008 that the new U.S. Passport Card may be used in the Form I-9 process.
All U.S. employers are required to verify the employment eligibility of newly hired workers. Employer's must either use the DHS' e-Verify online verification system or have the new hire complete the DHS form I-9. U.S. Passports have long been accepted as both proof of identity and proof of citizenship/eligibility. The passport card is considered a "List A" document for I-9 purposes. The new passport card is a less expensive and more portable alternative to the traditional passport book, and expedites document processing at United States land and sea ports-of-entry for U.S. citizens traveling to Canada, Mexico, the Caribbean, and Bermuda.
HomeWork Solutions is enrolled with the Department of Homeland Security's e-Verify program and will optionally process these electronic checks for clients requesting the service.
All U.S. employers are required to verify the employment eligibility of newly hired workers. Employer's must either use the DHS' e-Verify online verification system or have the new hire complete the DHS form I-9. U.S. Passports have long been accepted as both proof of identity and proof of citizenship/eligibility. The passport card is considered a "List A" document for I-9 purposes. The new passport card is a less expensive and more portable alternative to the traditional passport book, and expedites document processing at United States land and sea ports-of-entry for U.S. citizens traveling to Canada, Mexico, the Caribbean, and Bermuda.
HomeWork Solutions is enrolled with the Department of Homeland Security's e-Verify program and will optionally process these electronic checks for clients requesting the service.
Labels: I-9 employment eligibility verification, passport card employment eligibility
Tuesday, August 05, 2008
Preguntas Frecuentes de la Niñera (Nanny Tax FAQ in Spanish)
Many families stumble trying to explain the "nanny taxes" to their Spanish speaking nanny. HomeWork Solutions translated the high level frequently asked questions, a Nanny Tax 411, into Spanish!
Preguntas Frecuentes de la niñera (Nanny Frequently Asked Questions) addresses the following questions/subjects:
Would you like to see more nanny tax information translated into Spanish? Let me know!
Preguntas Frecuentes de la niñera (Nanny Frequently Asked Questions) addresses the following questions/subjects:
- What taxes do I have to pay?
- Can't I just pay my own taxes? (... be an independent contractor?)
- Earned Income Tax Credit for nannies
- What do I have to do? (W-4, I-9)
- Are their other rules and regulations I need to know about?
Would you like to see more nanny tax information translated into Spanish? Let me know!
Labels: BENEFICIOS DE DESEMPLEO, impuestos ninera, nanny tax spanish information, paga la ninera legalmente
Thursday, July 31, 2008
Rhode Island Courts Troubled by Janitorial Staffing Issues
Recent workplace immigration enforcement raids in the Rhode Island State Court buildings resulted in the detention of 31 contract janitorial staffers (from a staff approximating 55). The companies contracted to provide janitorial services have been told they either need to produce evidence of I-9 compliance (Verification of Work Eligibility) using the DHS' e-Verify databases, or risk losing the contracts.
Further review of payroll tax reports (unemployment tax) revealed significant discrepancies between the number of workers reported on the payroll tax reports and the number of workers who had signed in for work in the court systems, for which the state was billed.
Workplace enforcement continues to be the main thrust of the DHS' domestic immigration enforcement actions. Employers are increasingly facing penalties for non-compliance with I-9 requirements, as well as inaccuracies in payroll tax reporting.
Further review of payroll tax reports (unemployment tax) revealed significant discrepancies between the number of workers reported on the payroll tax reports and the number of workers who had signed in for work in the court systems, for which the state was billed.
Workplace enforcement continues to be the main thrust of the DHS' domestic immigration enforcement actions. Employers are increasingly facing penalties for non-compliance with I-9 requirements, as well as inaccuracies in payroll tax reporting.
Labels: illegal immigrant taxes, immigration worker tax, payroll tax evasion
Tuesday, July 22, 2008
Minimum Wage for Nanny Payroll Increases
The Federal minimum wage, which covers nannies, maids, housekeepers, and other domestic service workers, increases to $6.55 per hour on July 24, 2008.
There are substantial revisions to the minimum wage for nanny payroll across the country this month. Please refer to our chart "Minimum Hourly Wage Rates for Nanny Payroll by State" for the most recent information on your state.
The Minimum Wage Compliance Calculator tool, part of our Suite of Free Nanny Tax Calculators available to all domestic employers has been updated today to reflect the new rates.
Nanny employment is specifically covered by the Fair Labor Standards Act's minimum wage provisions. Under Federal law, LIVE-IN nannies (or housekeepers, maids, etc) are not entitled to the overtime differential of 1.5 times the normal hourly rate. Maryland and New York specifically provide the overtime differential to live-in domestics.
As a practical matter, in today's competitive nanny market, employers almost always have to offer a compensation package well in excess of current minimum wage levels.
There are substantial revisions to the minimum wage for nanny payroll across the country this month. Please refer to our chart "Minimum Hourly Wage Rates for Nanny Payroll by State" for the most recent information on your state.
The Minimum Wage Compliance Calculator tool, part of our Suite of Free Nanny Tax Calculators available to all domestic employers has been updated today to reflect the new rates.
Nanny employment is specifically covered by the Fair Labor Standards Act's minimum wage provisions. Under Federal law, LIVE-IN nannies (or housekeepers, maids, etc) are not entitled to the overtime differential of 1.5 times the normal hourly rate. Maryland and New York specifically provide the overtime differential to live-in domestics.
As a practical matter, in today's competitive nanny market, employers almost always have to offer a compensation package well in excess of current minimum wage levels.
Wednesday, July 16, 2008
Follow-up: Contracts Required with Nannies in Montgomery County (MD)
The Montgomery County (MD) Council is creating quite a stir with it's new "Nanny Contracts" law.
One point missed in yesterday's media is that the county will be drafting and publishing a model work agreement and disclosure statement. I believe the only substantial difference between the eventually published model and the sample nanny work agreements published at 4nannytaxes.com will be the disclosure statement to the effect that nannies and other domestics are protected under various state and federal laws. Chief among these in Maryland is the requirement to pay live-in domestics an overtime differential (referred to as time and a half) for all hours worked in a week over 40. This is a more strict requirement then offered by the Federal Fair Labor Standards Act (FLSA).
We will keep you posted as developments occur. This blog was picked up by the Washington Post article on the nanny contracts legislation today, pointing out that Montgomery County MD has the highest filing rate of nanny tax returns of any jurisdiction in the nation.
One point missed in yesterday's media is that the county will be drafting and publishing a model work agreement and disclosure statement. I believe the only substantial difference between the eventually published model and the sample nanny work agreements published at 4nannytaxes.com will be the disclosure statement to the effect that nannies and other domestics are protected under various state and federal laws. Chief among these in Maryland is the requirement to pay live-in domestics an overtime differential (referred to as time and a half) for all hours worked in a week over 40. This is a more strict requirement then offered by the Federal Fair Labor Standards Act (FLSA).
We will keep you posted as developments occur. This blog was picked up by the Washington Post article on the nanny contracts legislation today, pointing out that Montgomery County MD has the highest filing rate of nanny tax returns of any jurisdiction in the nation.
Labels: domestic worker contracts, domestic worker payroll, nanny contracts, nanny payroll taxes, nanny tax compliance, nanny work agreements
