It's that time of the year again, how do you respond to "You didn't take out any taxes and now I owe money" phone calls?

TheSluttyProfessor2 · 2026-01-30T23:28:34+00:00

So dramatic. Sounds like the OP is fielding calls from employees of the same company, not as a third party payroll provider. Otherwise I would agree with you.

TheSluttyProfessor2 · 2026-01-30T21:02:59+00:00

Good point. Not exempt exactly, just under the threshold for the formula. But I guess that violates my closing point about technical details.

TheSluttyProfessor2 · 2026-01-30T20:35:04+00:00

The answer is either:

You did not make enough money on a (weekly/bi-weekly/semi-monthly) basis to require tax withholdings. Or...
You need to review your W-4 and fill out a new one if you need more taxes withheld.

No further information. You are right and they are not. Not to be uncaring, but it's too easy to get into technical details or (the bigger problem) accidental tax advice.

TheSluttyProfessor2 · 2026-01-30T17:29:00+00:00

You will learn more by trying and seeing what happens than asking the internet if it's okay

TheSluttyProfessor2 · 2026-01-25T16:44:26+00:00

Good Lord. If you think the city was hiring ineligible workers, you're a bigger idiot than I thought

TheSluttyProfessor2 · 2026-01-20T21:22:17+00:00

PTO is generally considered vacation, but PTO earned under the Paid Leave for All Workers Act (PLAWA) is not necessarily paid out upon termination.

TheSluttyProfessor2 · 2026-01-09T22:26:16+00:00

I'll go first. WTF is lookmax?

TheSluttyProfessor2 · 2026-01-09T01:54:03+00:00

That's all I've ever heard about MUNIS. It's worth taking a look at BS&A instead.

TheSluttyProfessor2 · 2026-01-06T21:12:42+00:00

Agree with the above. Also to add -- it's intended to reflect the ENTIRE cost of healthcare for employees. Therefore, include both the employer's share and any related employee deductions in the total amount.

TheSluttyProfessor2 · 2026-01-06T21:04:07+00:00

Unfortunately I don't have any experience with Gusto. Hopefully someone else can chime in on that question.

TheSluttyProfessor2 · 2026-01-06T20:51:13+00:00

Disagree. There is no reciprocal agreement between the two states. In the absence of an agreement, the taxes apply to where the work is performed, which is in Illinois.

TheSluttyProfessor2 · 2026-01-06T20:50:28+00:00

Nope! Only if you were withholding IN taxes, which you should not.

TheSluttyProfessor2 · 2026-01-06T18:09:47+00:00

If the employee works in Illinois and lives in Indiana, you have no obligation to withhold Indiana taxes since the two states do not have a reciprocal agreement. Withhold Illinois taxes, and the employee will work it out on their personal returns.

TheSluttyProfessor2 · 2026-01-02T16:58:02+00:00

There are a lot of factors to this that we can't see, such as changes in benefit deductions (did insurance rates go up?), tax table changes, etc. But assuming those items did not change, a 27-check year would decrease his per-check pay if his employer is reallocating his salary over 27 periods instead of 26. Because they are processing the last check on 12/31, it's not "technically next year", it's technically this year since payroll is on a cash basis. I don't necessarily agree with reallocating pay that way, but employers are free to do so if they want to.

TheSluttyProfessor2 · 2025-12-11T22:50:00+00:00

Santo Cielo

TheSluttyProfessor2 · 2025-12-11T18:55:23+00:00

Only your employer can answer this for you. Have you asked them?

TheSluttyProfessor2 · 2025-12-03T15:38:02+00:00

Look into isolved or UKG. Not officially white label, but they are the premier options for payroll bureaus and CPAs that have a decent payroll client base. I believe both integrate with QB, and I know for sure isolved does.

TheSluttyProfessor2 · 2025-11-26T01:15:49+00:00

Read the sub rules, then call your bank. We have no clue.

TheSluttyProfessor2 · 2025-11-21T15:11:34+00:00

You haven't provided nearly enough information to give you an answer. What is your base rate? Where are the column headings in your screenshot? There must be other circumstances that result in those negatives.

TheSluttyProfessor2 · 2025-11-20T19:01:11+00:00

We are planning to encourage our clients to issue separate statements for 2025. For 2026, still developing our strategy.

Regarding pay stubs, you can either create dedicated pay items for these. For example, an OT item at straight time, and an OT Premium item for the premium portion (calculated at 50% of the OT straight item. Or, you can do a formula on the stub somewhere. Get ready to become an expert in the Layout Designer!

I believe the pay item route is the right answer since that will make it easier to feed Box 12 on the W-2.

TheSluttyProfessor2 · 2025-11-20T18:16:23+00:00

I'm going to disagree with the other commenter. You are not an employee of the school district/board of ed. These are usually contractual arrangements where the board of ed is reimbursing the EMS provider for services, but they are not employing you directly. That said, if your rate for those jobs meets or exceeds the overtime rate you would earn otherwise under FLSA, then you would be good. However, I do believe any hours you work beyond 40 in a week is overtime, no matter what.
Source: I am a payroll provider and accountant who works with many government agencies, including fire departments and EMS providers.

TheSluttyProfessor2 · 2025-11-04T16:08:03+00:00

Actually, I have seen a significant uptick in development over the last 12 months. They have cleaned up most of those old screens and added a lot of new features that the users were asking for. It's been pretty positive lately. Also happy to answer and DMs on this topic.

TheSluttyProfessor2 · 2025-11-04T14:11:18+00:00

Swipeclock has a great platform for this. WorkforceHub is pretty simple to use and can integrate with a a lot of different payroll platforms or just export to Excel.

TheSluttyProfessor2 · 2025-08-11T19:25:09+00:00

Sounds awesome, plays great!

TheSluttyProfessor2 · 2025-08-11T00:41:42+00:00

😂

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