Answers to your questions
Frequently Asked Questions
Answers to the most frequently asked questions
With many factors and issues involved in paying employees properly, we have compiled answers to some of the questions frequently asked by employers. At Quartermaster Payroll, we are always available to answer any question you may have.
If you don't have time or are unsure how to pay an employee, we can help! Have us process your Payroll, Deposit & File Taxes, assist with IRS Issues and Pay-as-you-go Worker's Compensation. Quartermaster Payroll Service is a payroll company in Orange County, California giving employer assistance across the United States. Our clients are given their very own dedicated payroll specialist and are happy with our consistent low cost.
Having Quartermaster Payroll do your taxes ensures timeliness with no penalties and no fines…Guaranteed! If you receive any notices from the IRS or other taxing agency, we will work with them on your behalf.
Yes, we work with 401K plans and all withholdings/ garnishments and give you insurance support.
All funds for a current payroll, including tax monies, are deducted one business day prior to the check date.
Yes, and direct deposit is always FREE with Quartermaster Payroll.
Yes, In addition to checks and direct deposit, Quartermaster Payroll also has Payroll Cash Cards for employee.
Absolutely. If you need help how to start a new company, Quartermaster Payroll can guide you.
We have a special annual program specifically for 1 to 2 person S-Corps.
We are happy to assist you with all necessary employee forms and procedures. We have our own online Human Resources library as well as optional HR services.
Yes. Simply call in, email or fax us hours and we will do the rest.
You may choose our Employer On-the-Go Service where you can enter in the hours and access over 500 reports 24/7.
We have mobile time and attendance and 24/7 wage, paystub and tax information for your employees.
Time sheets and paper checks are becoming a thing of the past with new payroll software, direct deposit and payroll cards. For example, employees who are unable to get a bank account and do not want to pay high check cashing fees, can have their payroll put on prepaid debit cards. We use a payroll Cash Card product, which gives one free withdraw per payday (four to five times a month for weekly paid workers). This allows for green employee paystubs, which saves paper via online payroll.
We offer many different versions of time and attendance, including a biometric time clock, which is a fingerprint time clock plus it connects directly with our payroll software. We have a payroll portal that has a virtual time clock, which is an online time clock to sign in and out using a computer, tablet, or any other mobile device. This is great for industries such as construction, where workers travel from place to place and a standalone time clock or punch card is not available.
One of the biggest red flags to the IRS is misclassification of workers. Businesses that employ independent contractors may be more vulnerable than ever to private lawsuits and government scrutiny. Private actions involving alleged improper independent contractor classifications under the Fair Labor Standards Act (FLSA) and state wage and hour laws are on the rise. At the same time, the federal government has focused its attention on employers’ compliance with the rules governing worker classifications, and state governments have tightened their enforcement efforts.
Unlike employees, independent contractors are not covered by federal or state wage and hour laws, are ineligible for employee benefits such as health insurance and participation in company retirement plans, and cannot form or join labor unions. Additionally, employers are not required to pay Social Security, Medicare and unemployment taxes, or withhold and remit income taxes for independent contractors.
While companies are not prohibited from employing independent contractors, they can get in trouble for improperly classifying employees as independent contractors. Worker misclassification can result in substantial liability for unpaid wages, and taxes, penalties and fines, among other consequences.