Payroll laws are varied, hence need to be applied thoroughly and thoughtfully


Payroll laws set out the rules for which payroll regulations are to be enforced. Payroll laws and regulations have been enacted since it is through the payroll that employees not only get paid; it is also the same source for taxation and other deductions. Every organization that has a payroll system has to adhere to these payroll laws and regulations. The federal Department of Labor (DoL) sets out payroll laws and regulations, which the Internal Revenue Service (IRS) enforces. Payroll laws and regulations apply at the State and local levels.

Purpose of payroll laws

The fundamental function of payroll laws and regulations is to ensure that employers pay their employees the wages in accordance with the minimum wage limit set out by federal laws. Payroll laws and regulations are meant to ensure that employees do not get underpaid for their work.

The federal government makes a few deductions as part of payroll laws, while a few other kinds of deductions are levied by the States, and this rate varies from state to state. Ensuring compliance with the requisite payroll laws is an obligation on the part of employers who are bound by the provisions of the payroll laws. Employers who fail to do so invite legal action from the DoL.

In order to comply with the set payroll laws; professionals in charge of payroll functions in organizations need to have a complete and proper grasp of the way payroll laws are enacted. They need to be completely clear about the exact laws that they need to apply, the ways of doing so, the implications of not getting payroll laws right, and so on. All these will be part of a very valuable training session that GlobalCompliancePanel, a leading provider of professional trainings for the regulatory compliance areas, is organizing.

At this two-day seminar, Miles Hutchinson, who is President, Sales Tax Advisors, Inc., and is a CGMA and experienced businessman, who brings over 35 years in the field, will be the Director. To register for this important learning, please visit .

Helping with an understanding of payroll laws in their entire depth

Miles will help participants augment their learning and understand how to handle their role with confidence. He will cover a very broad range of topics that includes:

  • Worker classification
  • Employee classification
  • Establishing methods and rates of pay
  • What must be included in the rate of pay
  • Hours that must be compensated as worked time
  • Required benefits
  • De Minimus working fringes
  • Withholdings and deductions from pay
  • Voluntary deductions
  • Child support and garnishment orders
  • Payroll reporting
  • Analysis of risks of noncompliance
  • Proper documentation of policies and procedures
  • Record retention requirements.

Understanding the sources of laws and knowing how to locate them

The core of this session on payroll laws is that it will help participants understand the sources at which they can locate the laws, how to interpret them and how to apply them in the most effective ways. This learning will give the participants the skill and knowledge they need to master the laws and identify the best practices that ensure compliance from their organization and out of court. This is a big money saver for sure.

Miles will help participants who are concerned about their company’s ability to comply with U.S. labor and payroll laws with a formal study of the rules of engagement. This will help ensure that their company pays their employees fairly and handles tax and other withholdings appropriately, as mandated by law.

HIPAA seeks to prevent fraud or abuse of the healthcare system

Description: HIPAA defines ‘Protected Health Information’as any information pertaining to the health status of individual

Simple understanding of the HIPAA Privacy Rule

HIPAA Privacy Rule is one of the five rules formulated for administrative simplification. Administrative simplification is addressed in Title II of Health Insurance Portability and Accountability Act, or HIPAA. Along with administrative simplification, the Title II of HIPAA through the major five rules aims at defining offenses related to healthcare, has programs in place to prevent fraud or abuse of the healthcare system and sets penalties for such offenses. This is very evident in the Privacy Rule regulations.


The Privacy Rule applies to the entities called as ‘covered entities’ by HIPAA. Theseconsist of all the entities involved in the healthcare system like the health insurance companies, community health information system, medical providers, healthcare billing services, healthcare clearing houses, healthcare claims administrators, and any big or small healthcare facilities.

Essence of Privacy Rule

HIPAA defines ‘Protected Health Information’ (PHI) as any information pertaining to the health status of individual, healthcare provisions and the payments made for such provisions of healthcare that can be linked to an individual. The Privacy Rule in essence regulates the use or disclosure of protected health information by the covered entities.

Rights of the individual to whom the PHI pertains

  1. The PHI must be disclosed to the individual it is pertaining to if the individual requests for the same
  2. The individual has the right to request for correction of inaccurate information
  3. The individual should be notified if the PHI is shared with other covered entities.
  4. The individual can specify the modalities of communication and it should be adhered to in order to protect confidentiality.

Regulations for the covered entities

  1. The PHI must be disclosed to the law when required to do so by law. For example, when reporting child abuse or domestic violence to the child welfare agencies, the PHI may be required to be disclosed.
  2. Reasonable steps must be taken to ensure confidentiality while communicating about the PHI
  3. PHI may be disclosed for the purposes of further provision of treatment or payment, only to the extent necessary.
  4. PHI may be disclosed after an authorization by the individual to covered entities
  5. The covered entities must hire privacy official and a contact person for receiving complaints regarding violation of Privacy Rules
  6. 6.   The workforce must be trained on PHI related communications.

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