We’re looking for best practices on how to accurately track and tax hybrid employees without relying on *HOME as the location, which is currently impacting our reporting—especially in states like Oklahoma that require location-specific reporting.
Our organization has multiple physical locations (clinics, doctors’ offices, etc.) under shared process levels, across states like OK, NJ, TN, NM, TX, ID, and KS. We also have hybrid employees who may work across state lines or any of the 50 states—for example, from Kentucky or Alabama into Tennessee. Since Tennessee doesn’t have a state income tax, but Kentucky and Alabama do, ensuring accurate tax withholding based on the employee’s work location is essential.
One of the challenges we’re facing is that the Remote field on HR11 defaults to blank when set to 0, so we’re left with only two options: blank or 1 (remote). This limits our ability to accurately distinguish between home and office work locations.
Our workaround we can possibly track this internally using the Work Schedule field, but configuring taxes correctly has proven difficult.
Additional context:
We’re looking for guidance on:
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How to configure BSI, PR06, and PR13 (and any other relevant forms) to ensure accurate tax deductions when employees are working from home vs the office
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Any workarounds or best practices for using the Remote field in HR11
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How others are handling hybrid tracking and compliance across state lines
Any advice or examples from similar setups would be greatly appreciated!
