The IRS outlined the upcoming FFCRA relief, but I want to assure my clients how Intuit will handle this on payroll. Will there be a new pay item to separate FFCRA paid leave from other types of pay and PTO? Are there plans to enact this soon?
Will there be a report showing how much was paid in leave vs. payroll taxes credited against it? Also, who will be responsible for requesting payment from the IRS?
If there is an article from Intuit on all of this, please feel free to post a link.
Hi there, @RayanneB.
We are now working with the appropriate development teams to determine how to best support the specifics of the act. We are engaging with the IRS to understand how these changes will be supported on their end.
IRS guidance is critical for us to move forward quickly with the right implementation. We will post or email the information on how this will be implemented.
As of the moment, you can visit the IRS website https://www.irs.gov/coronavirus for any updates referring to this act.
Also, you can check our blog site to help you navigate through the current coronavirus outbreak and to know any new updates in QuickBooks Online.
If you have any other related concerns in QuickBooks. Leave a comment below, and ill be here to help.
Thank you for writing to the Community, @kayHK,
We are here to help you. We understand that COVID-19 has put a strain on our customers during this difficult time.
Rest assured, we are working to see the best options to provide to our customers at this time of struggle. In the meantime, you can visit the IRS website https://www.irs.gov/coronavirus to check any updates for this act.
Also, you can check our blog site to be more updated on any new implement feature in QuickBooks.
Please know that the Community is doing the best to provide the necessity of our customers.
EVery subscriber to payroll should have or will receive this email
Hello there, nberruezo.
Thanks for your effort in reaching out to us for support. We're always here to help.
Yes, this also applies to Intuit Online Payroll. As mentioned above, we're working together to identify the course of action we can give you at this battle.
We encourage users to visit this link that contains the on how what you can do now for the protection of your business and employees during these times.
Please know that the Community is always here to help.
I assume there will be a response for Desktop users as well; and specific instructions for customers of assisted payroll, etc? This goes into effect on APRIL 1. Monday is the 30th... will we see instructions before our employees start clocking in (using TSheets) on the affected days?
If they are clocking in doesn't that mean they are "on the clock" and not on sick leave?
There certainly will be payroll changes for all versions and as I understand are in the works but this law is so messed up the way it reads employees must first take 2 weeks unpaid leave and cannot be charged or use banked time off before you pay them the fmla covid19 time off.
Nowhere do I see mentioned other than we are not charged for FICA on this any exemption from this extra sick pay from FUTA, SUTA, state what, local why and 401k deductions. Any regular sick pay or PTO is always subject to all taxes as if it were for time worked. And then how does this play into the new up to 4 months of sick pay "direct?" From the government.
With a bonus of $600/week on top of regular unemployment what laid off worker will have any incentive to go back until labor day.
Small business loans from states and/or DC are forgivable if employee numbers are maintained or increased so there is incentive to borrow $100,000 just to keep employees "on the clock"
@john-pero Actually you can "clock into/out of" other payroll items, such as sick leave, PTO, and in this case even to indicate FFCRA leave which we will need to track meticulously. As you may know, some employees will be able to have intermittent leave, especially for the extended leave to care for child(ren), so they may be working remotely, and in as few as 90 minute increments, or part days, or just several days a week... all scenarios in which they will need to clock in and out remotely.