Does my employer have to provide a payslip?

How to modify the data of my Company’s employees

Remuneration in kind is part of the flexible remuneration systems, increasingly widespread within companies, which allow the employee to decide what part of the salary he/she wants to receive in cash and what part in products or services. This type of remuneration has advantages for both the employee and the company, but it is essential that both are aware of the tax treatment of the products that are usually included in flexible remuneration plans (PRF).

The amounts received by the employee as compensation or allowances for expenses incurred as a result of his or her work activity, Social Security benefits and compensation and compensation corresponding to transfers, suspensions or dismissals will not be considered as salary.

The signing of the payroll is gradually being replaced by sending it electronically or even by the employee’s own downloading from the company’s intranet, since although article 29 of the Workers’ Statute specifies that “the documentation of the salary shall be made by means of the delivery to the employee of an individual receipt justifying the payment thereof, it does not specify the form in which the payroll must be sent to the employee.

Electronic Payroll in Colombia: implementation by 2021

When receiving the payroll, it is necessary to pay attention to several aspects, starting with its organization. The structure of the payroll consists of: company identification data, employee data, settlement period, payments, deductions, contribution bases, liquid to be received and place of issue, signature and stamp of the company and the employee.

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What is payroll portability? In Mexico, payroll portability is defined by the Bank of Mexico as “an alternative available to the employee so that his or her wages can be deposited in an account in another bank without the authorization of the employer and without the employee having to pay commissions. For this purpose, it is sufficient for the employee to make a request, either to the receiving bank (where he/she wants his/her remunerations to be deposited) so that said bank carries out the corresponding procedure in his/her name, or to the ordering bank (where his/her employer deposits or disperses him/her) so that he/she may transfer his/her remunerations to the bank of his/her choice”.

I was NOT Approved for the SBA PPP | Program Alternatives

The national government issued Legislative Decree 639 of 2020 which creates the Formal Employment Support Program – PAEF. The program aims to protect formal employment, through a subsidy to the payroll of legal companies that have seen their income reduced in this juncture.

Through this program, the national government will subsidize the equivalent of 40% of the minimum salary of the dependent workers of companies and non-profit entities that have seen their income reduced by at least 20% and that request this contribution. The program will provide a monthly contribution to the affected companies during the months of May, June, July and August. The subsidy will be channeled through the financial system.

Employees (W-2) and Independent Contractors (1099)

The Families First Coronavirus Response Act (“FFCRA”) went into effect on April 1, and lasts only until December 31, 2020. It has several components, two of which grant new types of paid leave to workers: 1) Emergency Paid Sick Leave (“Paid Sick Leave”) and 2) Emergency Paid Family and Medical Leave (“Paid Family Leave”).

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If you need to take leave for reasons not listed above, you will not receive Paid Family Leave, but you may be eligible for unpaid leave without pay under the regular Family and Medical Leave Act (“FMLA”).

A: Yes, there are no immigration status-related restrictions on eligibility for leave under the FFCRA. Because these benefits are paid directly to you by your employer, you do not have to interact with a government agency to receive them, unless you choose to file a claim alleging a violation. The paid family leave provisions of the FFCRA will be enforced by the Wage and Hour Division of the U.S. Department of Labor, which does not inquire about immigration status.