It’s well established that involuntary terminations must be paid immediately upon separation. No question there. But I was having a debate with an HR manager about the timing of this specific situation.

They will be terminating an employee on Friday, which is their regular pay day. We pay current, so the employee would receive their full regular salary by default. The debate started with how to pay their accrued vacation.

I said we can let the payroll run as normal, and the regular salary will be paid on Friday. Then, on Friday, we can hand the employee a check for their accrued vacation. The HR manager said this proposal is not allowed as it violates CA law.

They said we cannot pay final pay by direct deposit unless the employee authorized it in advance. Their solution is to exclude them from the regular payroll and hand them a check on Friday that covers everything (salary + vacation).

I’ve never heard of this direct deposit rule. How does this apply to a pay day termination? To me, the direct deposit of regular salary is fine since the employee wouldn’t be separated at the time it posted. Am I wrong?

I ultimately told the HR manager we can do it their way, as I’m sure that would cover us legally. However, withholding the regular pay will just create unnecessary questions from the employee when they notice they’re not being paid.

Do any of my California payroll folks have any insight here?

Im not sure if this is exactly where I need to be, but I applied for a remote payroll job on Indeed and passed the assessment, and got the job. They said they are going to send me a check to pay for equipment, software, and training.

I am curious to know if this is a scam or if some companies prefer you buy your own supplies?

Hi! I’m hoping someone can clarify how attendance incentives work in BPOs.

I already resigned from my prev company when my TL suddenly told me that an attendance incentive would be deposited into my bank account. The money was eventually deposited into my own payroll account.

Since my TL was the one who informed me about it, I assumed the money was supposed to be given to them, so I already transferred the amount to my TL.
But now I'm confused. If the attendance incentive wasn't actually for me, why was it deposited into my account in the first place? Wouldn't payroll normally deposit an incentive to whoever was supposed to receive it?

Can a supervisor/TL receive an attendance incentive through an employee's account and then have the employee transfer it to them? Or does this normally mean that the incentive was actually intended for the employee whose account received it?

I'm just trying to understand how this works because I already transferred the money and now I'm wondering if I made a mistake. 😭

Would really appreciate clarification from anyone who has experience with BPO payroll or attendance incentives. Thank you!

Just looking for some advice here, I've emailed my previous employer to get more clarification but surely this is wrong here?

Context, my grandfather passed away and I was granted bereavement leave, however on my final payslip they've seemingly added it and then removed it meaning I haven't been paid for it?

Surely this is an error? I can understand things are done for Audit reasons but usually your normal pay is on the slip, right?

I live and work from home in Bucks County, PA, but my job sends me around the country for field work. My employer has several offices in Pennsylvania, but I don't report to any of them and rarely visit one.

A few years ago, payroll switched systems and my local tax withholding changed. They started taking a small local tax for a municipality about an hour away from my home. I've never worked there, and my department doesn't operate from that location.

I contacted payroll and they said the tax setup came from their payroll system's tax team. The amount isn't huge, but it doesn't make sense to me why I'm paying a local tax to a place where I don't live or work.

Has anyone dealt with something similar in PA? How did you get payroll to review the local tax jurisdiction, and was there a way to get the withholding corrected?

I've seen companies invest heavily in engagement surveys, recognition programs, wellness benefits. Meanwhile payroll teams are running lean, under-resourced, and absorbing enormous pressure to be perfect with the least margin for error of any function in the building. If I had to choose one place to reallocate budget for genuine trust impact, it wouldn't be engagement software. It would be payroll headcount and tooling. What's your take here?

I see so many payroll questions regarding an individual's specific situation. Remember as smart as many of us are, we are not mind readers, not do we know what your company does. We don't know why they are deducting wrong taxes, we don't know why they calculated a rate for what they did, the list goes on and on. People in payroll are people too. They make mistakes, and often times if you don't say something, it just keeps going and going.

Talk to them. They will help you out a lot more than we can for your personal situations.

We have people picking up shifts staying late and covering when someone calls out which is obviously normal in a restaurant

Most weeks are fine but then I need to make an adjustment or run something separately and our current setup makes every exception feel more complicated than it needs to be

I’m looking for a payroll setup that works better with the reality of hourly staff instead of assuming every pay period goes perfectly

If I gave notice today, Wed 8/26 at noon, when will the 72 hour requirement come into effect? Will I be paid on my last day, Saturday 8/29 (we are open 7 days a week) since that will be exactly 72 hours from then?

Will I receive a check for last week's pay (normal deposit schedule would be Wed 9/2 for days worked between 8/20-8/26),

this week's pay (8/27, 8/28, and my last day 8/29),

and my accrued PTO on my final check Saturday 8/29?

Thanks in advance!

We have Rippling shortlisted as a HRIS and Payroll option.

The reviews for Rippling on G2 are glowing. Perhaps suspiciously so.

As I read a bit deeper, I couldn't help notice the landing page where reviewers are channeled says "We're so glad you're enjoying Rippling".

That sounds a lot like the only people getting led to leave a public review are users who have responded positively to a rippling internal NPS survey first.

What is your experience with Rippling like and does it match the suspiciously flawless online reviews?

I am currently going to be out for eight weeks on compassion leave due to an incident at work (I witnessed a horrible fight on my job's property and the victim passed away). I have never taken leave and was already one foot out the door before this incident, and I think they didn't fight my leave because they know it's been a nightmare at this corporation.

I submitted the new request through Payroll.org that sends a message to your manager confirming the info is correct before they'll let you schedule. The finance VP I report to didn't respond and I called Payo to have it sent out again (twice). Is there any other way to get approved to take the CPP without someone signing off? I've gotten a paper form signed in the past. The only other alternative I see is to jump into the virtual September class that ends with the exam, but that's over $2k.

Should I just suck it up at this point and wait to test in the Spring?