Employees working in more than 1 process level

We have several process levels that are independent and have their own EIN number. There is a business need to have employees work in more than one process level. We are trying to determine the best process to follow to allow employees to work where needed and have the ability to produce W-2 forms correctly.

We think the employee should have a "home" process level (EIN) and all their time would be charged to this home process level. We would be able to pay overtime correctly for all hours worked in the week. The accounting department would then bill the borrowing process level for the time this employee worked in the borrowing process level.

I appreciate any suggestions on the best process for these situations.

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Infor Lawson Human Resources Group - Discussion

Comments

unknown

We have two independent process levels and 13 dependent process levels. We only have 2 different EINs. For those who work in separate process levels, we have set them up with a separate position level (in the other process level) and when they "work" time there, it gets charged to the appropriate cost center and produces a separate W-2 at the end of the year. The taxing seems to cause us the most grief. However, with the salary expense charged to the right PL, real time, the benefits allocation and costing all happen automatically. Overtime also happens automatically. I'd have to dig deeper to see if it's our Time and Attendance (API) software that is doing that or our Lawson payroll, but we have not had any issues.

unknown

Each of our independent process levels has different medical and dental insurance plans. An employee should be enrolled in only one medical plan which would be the plan available to the employee's "home" process level. I don't understand how we could allocated some of the medical premium to a process level that doesn't offer that plan.

Are employees also enrolled in only the LP plans available under their "home" process level?

unknown

We only have one LP plan for the organization, regardless of process level. Our health/dental/life benefits are the same regardless of process level. Our DC plan eligibility must be broken out by process level because one of our process levels is "for profit"=401K while the others are "not-for-profit"=403b. We use PL in our employee group eligibility criteria so the system knows which plan to offer. If they happen to be in both PLs, the eligibility is based on their home (Pos Level 1) process level. So they get offered that plan only and associated deductions. We have separate DC plans and deduction codes per plan.

jolene-meyer

Hi Imelda - Can you elaborate about the taxing issue? I support the HR and PR team, but I don’t know what question to ask regarding taxation. If you could explain the “issue” and your resolution or "work-a-round", I would like to share with the payroll team.

We have 2 different EINs and are about to add a third. Prior to this, we have not allowed employees to work in multiple EINs. When we brought up the 2nd EIN, we had separate GL accounts set up. We have now discontinued that practice and the GL accounts are the same, except for wage expense. By setting up a separate position level in the non-home process level, you are forcing the salary expense to be charged to the correct cost center/department. I think that will take care of the wage expense question I had.

I'm also curious about your 1095 process? Do you include all worked hours in the "home" EIN?

ANy information you can share regarding taxation and 1095s is greatly appreciated.

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