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When your employer calculates your take-home pay, they will withhold money for federal and state income taxes and two federal programs: Social Security and Medicare. The amount withheld from each of your paychecks to cover the federal expenses will depend on several factors, including your income, number of dependents and filing status.

Tax withholding is the money that comes out of your paycheck in order to pay taxes, with the biggest one being income taxes. The federal government collects your income tax payments gradually throughout the year by taking directly from each of your paychecks. It's your employer's responsibility to withhold this money based on the information you provide in your Form W-4. You have to fill out this form and submit it to your employer whenever you start a new job, but you may also need to re-submit it after a major life change, like a marriage.

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If you do make any changes, your employer has to update your paychecks to reflect those changes. Most people working for a U.S. employer have federal income taxes withheld from their paychecks, but some people are exempt. To be exempt, you must meet both of the following criteria:

When it comes to tax withholdings, employees face a trade-off between bigger paychecks and a smaller tax bill. It's important to note that while past versions of the W-4 allowed you to claim allowances, the current version doesn't. Additionally, it removes the option to claim personal and/or dependency exemptions. Instead, filers are required to enter annual dollar amounts for things such as total annual taxable wages, non-wage income and itemized and other deductions. The new version also includes a five-step process for indicating additional income, entering dollar amounts, claiming dependents and entering personal information.

One way to manage your tax bill is by adjusting your withholdings. The downside to maximizing each paycheck is that you might end up with a bigger tax bill if, come April, you haven't had enough withheld to cover your tax liability for the year. That would mean that instead of getting a tax refund, you would owe money.

When you fill out your W-4, there are worksheets that will walk you through withholdings based on your marital status, the number of children you have, the number of jobs you have, your filing status, whether someone else claims you as your dependent, whether you plan to itemize your tax deductions and whether you plan to claim certain tax credits. You can also fine-tune your tax withholding by requesting a certain dollar amount of additional withholding from each paycheck on your W-4.

There is no income limit on Medicare taxes. 1.45% of each of your paychecks is withheld for Medicare taxes and your employer contributes another 1.45%. If you make more than a certain amount, you'll be on the hook for an extra 0.9% in Medicare taxes. Here's a breakdown of these amounts for the current tax year:

Some people get monthly paychecks (12 per year), while some are paid twice a month on set dates (24 paychecks per year) and others are paid bi-weekly (26 paychecks per year). The frequency of your paychecks will affect their size. The more paychecks you get each year, the smaller each paycheck is, assuming the same salary.

If you live in a state or city with income taxes, those taxes will also affect your take-home pay. Just like with your federal income taxes, your employer will withhold part of each of your paychecks to cover state and local taxes.

You filled out a W-4 form when you were hired. The W4 form determines the amount of federal income tax withheld from your paycheck. Completing it accurately ensures proper withholding. States have their own state withholding forms too.

FICA (Federal Insurance Contributions Act) includes 2 taxes: Social Security and Medicare. Both Social Security and Medicare taxes are deducted from each paycheck to fund these important government programs.

How did you come up with the idea for your workflow?

I wanted a way to simplify the process of entering the paycheck information every time I got a check. I had previously done something similar, which I posted about here. This new method expands on that original idea.

Paycheck edits do not save, I have to update them every single paycheck. My paycheck is no longer showing as a "paycheck" - and I can't restore from a backup now, it has been happening for months (I saw this suggestion in another post). I already tried to make a new paycheck to fix it, but when I did that and deleted the old one from the reminder list, it deleted every paycheck entry for the whole year (maybe more, I don't know I had to restore from a backup to fix and then I decided to live with the issue).

So, now, every payday, I have to manually correct my amounts - even though the correct net amount shows in the reminder list, when I click on it to enter it reverts to the old unedited amounts, so then I edit and enter. Then I have to skip the reminder, because it doesn't recognize that I entered it, every time. I tried editing all future instances, but that brings up the split screen as discussed in other posts, and it still doesn't save the edits anyway.

Notice of Overpayment Adjustment Guide Overpayment ProcedureCorrecting AdjustmentsAt times, employees may have deductions withheld from their paychecks in error. Most often, this occurs when sufficient detail has not been provided to the the university prior to payroll processing (for example: student enrollment data or the U.S. tax residency status of an international employee).

Yes, when meals and lodging are for the private benefit of the employee. In that case, meals and lodging purchased by the employer may be deducted from the paycheck as long as the employee has voluntarily signed an authorization.

Last November, Mayor Adams announced he would accept his first three paychecks in cryptocurrency. Due to U.S. Department of Labor regulations, New York City cannot pay employees in cryptocurrency. By using a cryptocurrency exchange, anyone paid in U.S. dollars can have funds converted into cryptocurrency before funds are deposited into their account.

UCI no longer prints or distributes paper paychecks on campus. Paper paychecks are mailed to your home address directly from the bank and may take several days to arrive. This change is being implemented at all UCs as they transition to UCPath, the new systemwide payroll, benefits, and HR system.

If you are enrolled in paper paycheck delivery and have not received your check within several days of payday, please contact your local payroll coordinator or the UCI Employee Experience Center (EEC) for help. You can check your home address on UCPath Online to verify that it is correct. You can find the Personal Information Summary section on UCPath Online by doing the following:

A fourth attempt to close the wage gap by passing the Paycheck Fairness Act died in the Senate this week, quelling an opportunity to end loopholes in pay discrimination laws that \u2014 a year after the start of the women\u2019s recession \u2014 advocates thought they finally had a chance to address. \n\n\n\nThe Paycheck Fairness Act was first introduced in 1997, but it has failed to gain traction from Republicans who have opposed the measure. It has passed the House four times, including this year with one Republican, Brian Fitzpatrick of Pennsylvania, voting with Democrats. As the legislation headed to the Senate, advocates hoped that the economic devastation of the past year would spur bipartisan support.\u00a0\n\n\n\nA decade of economic progress for women in the workforce was erased within three months at the start of the pandemic, when women lost jobs en masse after the low-wage fields they dominated eliminated positions. Then, as the year wore on, hundreds of thousands of mothers, who in a heterosexual relationship were more likely to earn less money, chose to leave work to care for children after child care options evaporated. \n\n\n\nPolling ahead of the 2020 election indicated about 90 percent of women, across party lines, supported strengthening equal pay laws. \n\n\n\n\u201cWe have just an extra need for this bill, so I think the hope was that given the very high levels of support across party lines [by voters] and across the country for this approach that it would gain more traction with Republicans this time around,\u201d said Michelle McGrain, the director of congressional relations, economic justice at the National Partnership for Women & Families. \n\n\n\nIt didn\u2019t. On Tuesday evening, Senate Republicans voted to block the bill from going to a vote, extending a filibuster that all but ensures the bill will not move forward this legislative session. The vote was 49-50 along party lines. New York Democrat Sen. Kirsten Gillibrand, who has championed the bill, was absent Tuesday, but her vote would not have changed the outcome: Democrats needed 60 votes in order to move the bill forward. \n\n\n\n\n\nIt\u2019s another delay in a decades-long effort to close the wage gap, which has the potential of widening after this recession. According to a study by economists at Northwestern University, past recessions have typically narrowed the gender pay gap because men were more likely to lose their jobs and return to work in lower positions after being out for an extended period of time. But the pandemic recession will have the opposite effect, widening the gap because it\u2019s women, this time, who will be out of work longer than men. \n\n\n\nThe Paycheck Fairness Act sought to build on past legislation \u2014 the Equal Pay Act of 1963 and the Lilly Ledbetter Fair Pay Act of 2009 \u2014 to eliminate the gap. The bill would require employers to prove why a pay disparity exists, bar them from asking employees about their salary history and build in more transparency and avenues for recourse if workers feel their employers are paying them unfairly. \n\n\n\nAdvocates say those kinds of protections would help close the existing disparities between employees of different genders employed in the same positions, which has particularly impacted women of color. Women today earn about 82 cents for every $1 White men earn. Black women earn 63 cents, American Indian and Alaska Native women earn 60 cents, Latinas earn 55 cents and Asian American or Pacific Islander women earn 85 cents, though that average conceals starker disparities across ethnic groups. The bill doesn\u2019t directly address nonbinary workers, but would likely affect them. A recent survey by Catalyst, a firm that does research on gender in the workplace, found that 22 percent of LGBTQ+ Americans said they were not paid equally or promoted at the same rates as their peers. \n\n\n\n\u201cRight now, an employer can brush aside reports of pay discrimination by saying things like, \u2018He was a better negotiator,\u2019 or, \u2018They work in different buildings,\u2019\u201d Sen. Patty Murray, the Washington Democrat who has co-sponsored the bill for more than a decade, said on the Senate floor Tuesday. \u201cAnd too often, a woman's history of being paid less means she gets paid less in the future because her past salary can be used to determine her future salary, regardless of what her counterparts are making or her new responsibilities, and that has real consequences for women and their families.\u201d \n\n\n\nOne of the other reasons for the persisting gender wage gap is the jobs workers are concentrated in. Women work in two-thirds of the 40 lowest paid jobs in the country, and men are concentrated in the highest earning fields, driving the gap in earnings.\n\n\n\nOpponents argue that it\u2019ll be difficult to close the gender wage gap because there are certain jobs women choose to go into that may be a better fit for them and their families. For that reason, Mark Perry, an economist and scholar at the conservative American Enterprise Institute who has written about the gender pay gap, called the gap a \u201cstatistical fairy tale.\u201d \n\n\n\nMurray said that argument is \u201coffensive.\u201d \n\n\n\n\u201cBasically what that is saying to women is because you have such important things going on in your life like taking care of your kids or elderly parents, you are willing to get paid less than the man who is doing the same job,\u201d Murray told The 19th. \n\n\n\nEconomists who have studied the gender pay gap have said unequivocally that the issue goes beyond personal choice. \n\n\n\n\u201cEven when women seemingly do all the things that should result in equitable pay, there are long-held practices in American work life that leave women vulnerable to unequal pay,\u201d said Michelle Holder, associate professor of economics at City University of New York, during a congressional hearing on the pay gap on Wednesday. \u201cThe gender wage gap has the largest absolute negative impact on the individual earnings of women of color.\u201d\n\n\n\n\n\nMarlene Kim, a professor of economics at the University of Massachusetts who has studied the gap for 30 years, said in her testimony that \u201csubtle unconscious biases remain against women. Women with the same qualifications are less likely to be hired, trained, mentored, promoted and compensated at the same rate as men.\u201d \n\n\n\nRepublicans argue the Paycheck Fairness Act is not the policy to narrow any existing gaps, and would instead increase litigation against employers. Senate Minority Leader Mitch McConnell called it \u201cessentially a giveaway to the plaintiffs\u2019 lawyers in America.\u201d\n\n\n\nBut McGrain said that would only be an issue for employers trying to be less transparent about pay in the workforce. \n\n\n\n\u201cIf you don't break the law, then you're not going to get sued,\u201d she said. \n\n\n\nInstead, Republicans support the Wage Equity Act, a bill proposed by Rep. Elise Stefanik, of New York, that would encourage employers to take on voluntary pay analyses and instruct the Government Accountability Office to study the reasons that hold women back from reaching leadership positions. The bill would also protect workers who discuss their pay with their colleagues \u2014 but equip employers with the ability to set the parameters, such as time and place, for those discussions. It would also protect employers who have salary expectation conversations with prospective employees. \n\n\n\n\u201cThe Democrats\u2019 alternative legislation would pave the way for frivolous lawsuits and unnecessary burdens on businesses, including those owned and operated by women themselves,\u201d Stefanik said in a statement when she reintroduced the bill this year in the House. The bill has 55 Republican cosponsors in the House but hasn\u2019t been introduced in the Senate.\n\n\n\nRep. Rosa DeLauro, the House sponsor of the Paycheck Fairness Act since 1997, said in a statement to The 19th that \u201cRepresentative Stefanik\u2019s Wage Equity Act does exactly what the Paycheck Fairness Act has been fighting against for years \u2014 it claims to offer protections that in reality would create loopholes that give a wink and a nod to discrimination. The bill erodes existing protections and offers empty protections.\u201d\n\n\n\n\u201cWe have seen this trick before,\u201d DeLauro said, \u201cand it does nothing to actually close the wage gap.\u201d\n\n\n\nDeLauro said she is committed to working with the Biden administration to find \u201cother avenues\u201d for the Paycheck Fairness Act. \n\n\n\nIn a statement Tuesday night, Murray also said she would keep pushing, as well.\n\n\n\nTuesday\u2019s vote, Murray said, \u201cis only going to motivate women across the country to fight harder to get this bill done. And I\u2019m one of them.\u201d \n\n\n\nIn lieu of a federal policy, states have stepped in to provide some of the protections included in the Paycheck Fairness Act. In the past several years, 19 states, Washington, D.C., Puerto Rico and 20 localities have passed salary history bans, which cause workers to carry existing inequalities from job to job. Other states have passed laws on pay transparency or required employers to collect and report pay data. \n\n\n\nBut getting the law to pass at the federal level seems to be stalled, unless the Senate eliminates the filibuster, allowing Democrats to pass the law without needing 10 Republican votes. Those efforts also appear to be dead. \n\n\n\n\u201cA federal law is really the way to make sure that every single person across the country has all of the protections, not some of them, or even none of them depending on where they live,\u201d McGrain said. \u201cAnd when there's a federal law, it always increases people's awareness of the issue overall.\u201d\n","post_title":"The Paycheck Fairness Act to close the gender wage gap failed in Congress. What comes next?","post_excerpt":"","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"paycheck-fairness-act-fails","to_ping":"","pinged":"","post_modified":"2022-03-14 09:27:55","post_modified_gmt":"2022-03-14 14:27:55","post_content_filtered":"","post_parent":0,"guid":"https:\/\/19thnews.org\/?p=14789","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},"authors":[{"name":"Chabeli Carrazana","slug":"chabeli-carrazana","taxonomy":"author","description":"Chabeli Carrazana is our economy reporter. She was previously a business reporter in Florida covering the tourism industry for the Miami Herald and the space industry for the Orlando Sentinel, as well as labor issues and workers rights. In 2021, she was a national Livingston Award finalist for her coverage of the women's recession. Chabeli was born in Cuba and speaks fluent Spanish.","parent":0,"count":196,"filter":"raw","link":"https:\/\/19thnews.org\/author\/chabeli-carrazana"}]} The 19th

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