THE BEST EXPLANATION EVER!!!!! 1000% recommended. The explanation is extremely well done without bla, bla, bla; all the information there is relevant but to the point. The voice, rhythm and knowledge of the narrator is GREAT.
thank you so much this helped me a lot on my 1st bid in construction. THANK YOU for your stand on me learning this form today and I loved the fact that you explain every thing in details.
Thank you so much. I have been trying to explain this to staff "other" deductions vs. Fringe Benefits and I almost verbatim stated your presentation, down to the child support I used as an example. This is simple to understand explaination, you do a much better job!
There is an error on the straight time overtime fringe as cash section of the video. The cash fringe rate must be expressed in the overtime rate (base x 1.5)+fringe you must pay the fringe on all hours but as straight time.
What happens if you would pay an employee a dollar over the base rate. Would you input the base rate or would you input the base rate plus the dollar and then list one dollar per hour cash on your fringe breakdown?
My client is the subcontractor, I am the temp agency that provides the employee. I understand that I supply the employee, so I need to pay them at the correct prevailing wage, but am I required to complete the WH347 form and figure out the prevailing wage amount?
For Sam Laborer how are you getting $1302.60 for total gross earnings for all classifications? I get $530+$722.60 = $1252.60. I'm missing $50 somewhere.
Are workers to be paid within 7 days of the weekending date, starting with CPR No 1? Weekly means every 7 days not 8, 10, 12 does after the pay date and then start weekly?
not sure if this is still a question for you I just came upon this, however you would need to add their fringes to their check as a cash payment, I have a separate line item that says Fringe Benefits on their check!
Does anyone know how i go about filling out the wh347 form if we pay bi-weekly? The confusing parts comes upon when filling out the deductions as far as taxes because they are calculating for the whole two weeks and not just one week.
Switching to a weekly pay frequency would make things much easier. But here's how you could possibly approach it on a bi-weekly pay schedule: 1) Calculate Weekly Wages: Begin by calculating the wages earned by each employee for each week within the bi-weekly pay period. This involves dividing the total wages earned for the entire pay period by two to determine the amount earned each week. 2) Prorate Deductions: Deductions such as taxes, retirement contributions, and other withholdings should be prorated based on the wages earned in each week of the pay period. To do this, you'll need to determine the appropriate percentage of each deduction to apply to the wages earned in each week. 3) Apply Deductions to Each Week: Once you've calculated the prorated deductions for each week, apply them to the wages earned in each respective week of the pay period when filling out the WH-347 form. This ensures that the deductions accurately reflect the taxes and other withholdings for each week's wages. 4) Report Weekly Totals: When reporting wages and deductions on the WH-347 form, provide the totals for each week separately. This allows for clear documentation of the wages earned and deductions applied for each week within the bi-weekly pay period. 5) Maintain Accuracy and Compliance: Ensure that your calculations and reporting on the WH-347 form accurately reflect the wages earned and deductions withheld for each week of the pay period. Just make sure to double-check your calculations to avoid errors that could possibly lead to non-compliance or issues during audits.
Question: for Franco Operator: why is he the 10 hours of cash fringe $24.40 missing from his gross amount earned? Shouldn’t he make 1.5 x base rate for 10 hours then the cash fringe of 24.40 needed to be added for 10 hours. Gross amount should be $3035. If not could you explain why? What happened to his fringe?
Hey Linda, you'll want to track and report on a per project basis: 1) Track Hours by Project: consider maintaining accurate records of the hours worked by the employee on each individual project. This could involve implementing a system like Hammr for employees to record their time separately for each project or task/cost code they work on. 2) Allocate Wages and Fringe Benefits: Determine how wages and fringe benefits should be allocated among the various projects. This could be based on the proportion of hours worked on each project or other criteria specified by contract or regulatory requirements. 3) Calculate Prevailing Wage Rates: If prevailing wage rates apply to any of the projects you're working on, make sure that you're using the correct rates for each project based on the prevailing wage determinations issued by the relevant authorities. 4) Report Hours and Wages Separately Per Project: When filling out the certified payroll report (WH-347), report the hours worked and wages earned by the employee for each project separately. 5) Document Project Details: Include specific project information on the certified payroll report, such as the project name, location, contract number, and any other relevant details. Helpful tip: Stay organized and keep records of employee hours, wages, and project details etc. Like timesheets, project schedules, and any other relevant documentation. Hammr covers this end-to-end for contractors: Setting up Projects, Prevailing Wages, Classifications, Fringes and automating the 347. Feel free to reach out if we can help or if you'd like to explore a consultation. Hammr.com
Maybe he meant that agencies allow other forms that have at least the same information. At least that's what I was told by the DIR, they accept my quickbook forms it just has to list everything that their form has.
@@juliejohnson2285 In quickbooks, the top tool bar should say Reports, click on it and the next window about halfway down says Employees+Payroll select that, another windows second option should be More Payroll Reports in Excel - select that and in that new window go about halfway down it should say Certified Payroll Reports - you can then select the date of the payroll you wish to run, minor modifications might be necessary to make sure that payroll report matches the checks exactly! But I was told the DIR accepts those forms! Good luck!
Hi I know a little late but you need to issue a 1099 at the end of the year for that subcontractor, if you do have a subcontractor that makes over $600 that is - if its under no 1099 is necessary! However you also have to be careful because you need to have him issue you an additional insured certificate otherwise you pay for their workers comp on your insurance if you get audited!
Would start by reviewing the contract or agreement governing the project to understand any specific requirements regarding fringe benefits. This could include details on the types of fringe benefits required and how they should be calculated. You can refer to the wage determinations
www.dol.gov/whd/forms/wh347.pdf link for the form www.dol.gov/whd/forms/wh347instr.htm link for the instructions Paul, you can put these links in your description. It would make it easier for your viewers. Thank you for this video. Cheers!
Is OT work considered anything over 40 hrs. worked exclusively on gov't Prevailing Wage projects or does this time include any 'regular' work projects as well? Example) I work 40 hrs. at my neighbor's house M-F. Then, when I'm finished each day, I work 2 hrs. at the White House. Do I report 10 hrs. of OT (worked at the White House) or 10 hours of straight time?
Is paperwork for all hr managers in the United States and the single 50 states perfect when it comes to paperwork? If not you are losing to ,me n court. If anyone has talked to someone who has knowingly misused my social security number. My kids live free background report is clear.
