The Division of Labor of the Colorado Department of Labor and Employment recently promulgated Colorado Minimum Wage Order 26, which decreases, effective January 1, 2010, the minimum wage for the state of Colorado from $7.28 to $7.24 per hour. Pursuant to the inflation adjustment requirement of Section 15, Article XVIII of the Colorado Constitution, the minimum wage must be adjusted each year effective January 1. Contact Vision Payroll if you have any questions on the Colorado minimum wage increase or visit our Minimum Wage Chart.
This week’s question comes from Suzanne, a payroll administrator. We reviewed the calendar for 2010 and realized we need to make some changes to our payroll schedule. How do we change our payroll schedule for 2010? Answer: You should have received or will shortly be receiving your Payroll Processing Schedule for 2010. This schedule will already reflect changes for holidays in 2010. Employers should review the schedule not only for changes that weren’t made, but to ensure that the holiday week changes built into the schedule have been implemented correctly. If any further changes are needed, send an annotated copy of your 2010 schedule to Vision Payroll as soon as possible so that we may update your schedule for the changes.
The Washington Department of Labor and Industries announced recently that pursuant to Revised Code of Washington §49.46.020, the minimum wage for the state of Washington will remain at $8.55 per hour for 2010. The law requires an adjustment to the minimum wage be calculated each year. The adjustment is tied to the change in the federal Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) for the 12 months ending in August. Since there is no provision in the law to decrease the minimum wage when the CPI declines, the wage will remain unchanged. Contact Vision Payroll if you have any questions on the Washington minimum wage or visit our Minimum Wage Chart.
The Montana Department of Labor and Industry announced recently that pursuant to Montana Code Annotated 39-3-409, the minimum wage for the state of Montana will remain at $7.25 per hour. The law requires an adjustment to the minimum wage that must be calculated no later than September 30 of each year. The adjustment is tied to the US City Average Consumer Price Index (CPI) for All Urban Consumers for All Items for the 12 months ending in August. Since there is no provision in the law to decrease the minimum wage when the CPI declines, the wage will remain unchanged. Contact Vision Payroll if you have any questions on the Montana minimum wage or visit our Minimum Wage Chart.
Director Darwin Ching of the Hawai‘i Department of Labor and Industrial Relations (DLIR) has announced an increase in the taxable wage base for 2010. The wage base will increase from $13,000 for 2009 to $37,800 for 2010. Contact Vision Payroll if you have any questions on Hawai‘i unemployment taxable wage base or visit our Unemployment Taxable Wage Base page.
The Louisiana Workforce Commission has announced an increase in the taxable wage base for 2010. The wage base will increase from $7,000 for 2009 to $7,700 for 2010. Contact Vision Payroll if you have any questions on Louisiana unemployment taxable wage base or visit our Unemployment Taxable Wage Base page.
Brad Avakian, Commissioner of the Oregon Bureau of Labor and Industries announced recently that, effective January 1, 2010, the minimum wage for the state of Oregon will remain at $8.40 per hour. As a result of Measure 25, which passed in 2002, an adjustment to the minimum wage must be calculated no later than September 30 of each year. The adjustment is based on any increase in the US City Average Consumer Price Index for All Urban Consumers for All Items (CPI). The 1.48% decrease in the CPI will result in no change since there is no provision to decrease the minimum wage. Contact Vision Payroll if you have any questions on the Oregon minimum wage or visit our Minimum Wage Chart.
The Social Security Administration announced recently that the Maximum Taxable Earnings or Social Security Wage Base would not change for 2010. Since there was no increase in the Consumer Price Index (CPI-W) from the third quarter of 2008 to the third quarter of 2009, the Social Security Wage Base will remain at $106,800. There is no provision for a Cost-of-Living Adjustment (COLA) when there is no increase in the CPI-W. Wages are taxed at 6.2%, so the maximum tax to be paid by each employee will be $6,621.60. About 7% of workers who pay Social Security Tax are expected to reach the maximum in 2010.
For workers under full retirement age, $1 in benefits will be withheld for every $2 above the Retirement Earnings Test Exempt Amount of $14,160 per year or $1,180 per month. The year an individual reaches full retirement age, $1 in benefits will be withheld for every $3 above the Retirement Earnings Test Exempt Amount of $37,680 per year or $3,140 per month. The month an individual reaches full retirement age there is no limit on earnings. These amounts are unchanged from 2009 to 2010.
One amount that did increase for 2010 is that amount needed to earn a Social Security credit, formerly known as a quarter of coverage. In 2009, a credit is earned for every $1,090 of earnings, up to a maximum of four credits. That amount will increase to $1,120 in 2010.
Contact Vision Payroll if you have any questions on the Social Security changes for 2010 or get further information at Important Facts and Figures.
In IR-2009-094, the Internal Revenue Service (IRS) announced that for 2010 the Highly Compensated Employee Limitation under §414(q)(1)(B) of the Internal Revenue Code of 1986 will remain unchanged. Non-discrimination testing in some types of retirement plans limits the deferral rate of “highly compensated employees” (HCEs) based upon the deferral rate (ADP) of the “non-highly compensated employees”. For 2010, an HCE is anyone who was a “5-percent owner” at any time during 2009 or 2010 or anyone who received in excess of $110,000 in compensation during 2009 and, if elected by the employer, is in the top twenty percent of employees based upon compensation. The HCE limit was $100,000 for 2008 plan testing and $105,000 for 2009 plan testing. Since the law includes a look-back provision, employees who earned more than $105,000 in 2008 are generally considered HCEs for 2009 plan year testing, employees who will earn more than $110,000 in 2009 are generally considered HCEs for 2010 plan year testing, and employees who will earn more than $110,000 in 2010 are generally considered HCEs for 2011 plan year testing. Contact Vision Payroll if you have questions on changes to the HCE definition for 2009 and 2010 or get further information at Important Facts and Figures.
In IR-2009-094, the Internal Revenue Service (IRS) announced cost-of-living adjustments to the limits on SIMPLE plan contributions for 2010. The limitation for SIMPLE plans is codified in §408(p)(2)(E) of the Internal Revenue Code of 1986 (IRC). This section also requires annual adjustments as necessary to keep pace with inflation in a manner similar to that required by IRC §415 for retirement plans. Because the cost-of-living index in 2009 is lower than in 2008, there will be no increases to the amounts. For 2010, the SIMPLE plan regular limitation remains at $11,500. The age 50 and over catch-up contribution remains at $2,500 for individuals who plan to reach age 50 before the end of 2010. Contact Vision Payroll if you have questions on the SIMPLE plan contribution limits or get further information at Important Facts and Figures.
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