http://www.hrmorning.com/my-best-hr-management-idea-livening-up-the-old-suggestion-box/ Your daily dose of HR Thu, 18 Mar 2010 13:43:13 -0400 http://wordpress.org/?v=abc hourly 1 http://www.hrmorning.com/my-best-hr-management-idea-livening-up-the-old-suggestion-box/comment-page-1/#comment-642 Cindy Thu, 26 Jun 2008 01:20:36 +0000 http://www.hrmorning.com/?p=227#comment-642 Catherine...if you are hiring sub-contracted labor that you will be paying through accounts payable and providing a 1099 at year end, and NOT through payroll and NOT providing a W-2 at year end, you do not need an I-9 or a W-4. You DO need a W-9 form filled out. Eventually if the taxpayer ID number/name on the 1099 does not match IRS records, the IRS will send you a letter and you must attempt to rectify the error. Which usually runs about 2 years behind. So it can be time consuming to try to rectify the records, and costly as you are required to mail notices to the person/company that provided incorrect information. You can still verify validity of the TIN with Social Security or other avenues. Just a side note...you do open the door for a lot of other issues that could be found upon audit and be very costly. Depending on the outcome, you could still be liable for unemployment insurance, worker's comp insurance, etc., etc. The very things you are undoubtedly trying to avoid. And if you get audited there will be additional fines and penalties. I would suggest consulting with your accountant. Catherine…if you are hiring sub-contracted labor that you will be paying through accounts payable and providing a 1099 at year end, and NOT through payroll and NOT providing a W-2 at year end, you do not need an I-9 or a W-4. You DO need a W-9 form filled out. Eventually if the taxpayer ID number/name on the 1099 does not match IRS records, the IRS will send you a letter and you must attempt to rectify the error. Which usually runs about 2 years behind. So it can be time consuming to try to rectify the records, and costly as you are required to mail notices to the person/company that provided incorrect information. You can still verify validity of the TIN with Social Security or other avenues. Just a side note…you do open the door for a lot of other issues that could be found upon audit and be very costly. Depending on the outcome, you could still be liable for unemployment insurance, worker’s comp insurance, etc., etc. The very things you are undoubtedly trying to avoid. And if you get audited there will be additional fines and penalties. I would suggest consulting with your accountant.

]]> http://www.hrmorning.com/my-best-hr-management-idea-livening-up-the-old-suggestion-box/comment-page-1/#comment-568 Catherine Mon, 16 Jun 2008 20:28:20 +0000 http://www.hrmorning.com/?p=227#comment-568 When we hire sub-contracted labor do we need and I-9 or W-4 or a employment application? When we hire sub-contracted labor do we need and I-9 or W-4 or a employment application?

]]> http://www.hrmorning.com/my-best-hr-management-idea-livening-up-the-old-suggestion-box/comment-page-1/#comment-487 jarvan Mon, 09 Jun 2008 15:41:55 +0000 http://www.hrmorning.com/?p=227#comment-487 try using http://www.employeesuggestionbox.com it has worked for us quite well. try using http://www.employeesuggestionbox.com it has worked for us quite well.

]]>