Vision Payroll

According to the California Employment Development Department (EDD), employers in the county of San Mateo directly affected by the explosion and fire may request up to a 60-day extension of time from EDD to file their State payroll reports and/or deposit State payroll taxes without penalty or interest. This extension may be granted under Section 1111.5 of the California Unemployment Insurance Code (CUIC).

Gas Line Rupture in San Bruno Led to Fire that Destroyed or Damaged Many Homes

Written request for extension must be received within 60 days from the original delinquent date of the payment or return to file/pay.

Vision Payroll Can Assist San Mateo County Clients with Extension Application

Contact Vision Payroll if you’ve been affected and need to file the extension request.

According to the California Employment Development Department (EDD), employers in the county of Kern directly affected by the fires may request up to a 60-day extension of time from EDD to file their State payroll reports and/or deposit State payroll taxes without penalty or interest. This extension may be granted under Section 1111.5 of the California Unemployment Insurance Code (CUIC).

Second Consecutive Month Kern County Employers Have Been Allowed to Apply for an Extension

Written request for extension must be received within 60 days from the original delinquent date of the payment or return to file/pay.

Vision Payroll Can Assist Kern County Clients with Extension Application

Contact Vision Payroll if you’ve been affected and need to file the extension request.

According to the California Employment Development Department (EDD), employers in the county of Kern directly affected by the fires may request up to a 60-day extension of time from EDD to file their State payroll reports and/or deposit State payroll taxes without penalty or interest. This extension may be granted under Section 1111.5 of the California Unemployment Insurance Code (CUIC). Written request for extension must be received within 60 days from the original delinquent date of the payment or return to file/pay. Contact Vision Payroll if you’ve been affected and need to file the extension request.

As part of the recently-enacted California Assembly Bill No. 17, signed by Governor Arnold Schwarzenegger on July 29, 2009, the withholding rates will increase effective for wages paid after October 31, 2009. The wage withholding tables will be adjusted so that the amount to be withheld will be ten percent more than the sum that is calculated under the current withholding tables. Withholding on supplemental wages will increase from 6% to 6.6% and withholding on stock options and bonus payments will also increase from 9.3% to 10.23%. Changes were also made to the percentage of total estimated taxes that must be paid each quarter beginning in 2010.

Vision Payroll strongly recommends that California taxpayers consult their tax advisor to ensure that the proper amount of withholding tax be calculated and to calculate any adjustment to the number of withholding allowances claimed.

Governor Arnold Schwarzenegger signed AB 10 into law recently. The new law, signed as an urgency statute, took effect immediately upon the signing by the governor. Under the law, certain computer software professionals who make $36 or more per hour, if paid hourly or $75,000 per year (paid at least monthly) if paid a salary, are exempt from the overtime provisions of California state law. Both amounts are scheduled to be adjusted annually in proportion to changes in the California Consumer Price Index. Trainees and other categories of employees are exempted from the overtime law. Contact Vision Payroll if you have questions on the change in California overtime law.

California Governor Arnold Schwarzenegger recently signed into law SB 940 which clarifies when temporary agencies must pay their employees. Under the law employees of temporary agencies must generally be paid on a weekly basis. If the temporary employees are assigned to a client on a “day-to-day basis” or as replacement workers in a strike, they would be required to be paid daily. Unless the temporary workers are paid weekly in compliance with the bill, it would not apply to such workers assigned to a client for over ninety consecutive calendar days. In conjunction with existing laws, terminated employees would still be required to be paid on the day of discharge or within seventy-two hours if they quit without notice. Since other provisions and exceptions apply, we strongly recommend that all California temporary employers review their wage payment policies and consult with their attorneys if they have any questions.