New employee reporting is a process by which, as an employer, you report information about newly hired employees to a designated state agency shortly after the date of hiring. As an employer, you play a key role in this important program by reporting all your newly hired employees to your state. LawInfo.com National Bar Directory and Legal Consumer Resources Registration of new employees is required by law in all 50 states and has been mandatory since October 1998. Under federal law, states have the ability to impose civil fines on employers who fail to report new hires. The fine can be up to $25 per newly hired employee, and if there is a conspiracy between the employer and employee not to come forward, the penalty can be up to $500 per newly hired employee. The new law, which takes effect on 21.04.12, states that a „newly hired” employee is someone who: The service provider must register each of its customers in the Multistate Employer Registry and identify the states where the employer has employees. The service provider can also select a state in which its customer has employees to report information about new employees. If your agency pays a salary to the person, you will need to file a report on new employees. The person should only be reported once, unless there is a service interruption of your agency of 60 days or more, or that would require a new Form W-4. If your agency simply recommends people for a job and doesn`t pay salaries, reports from new hires aren`t necessary. However, the employer who hires and pays the individual, whether part-time or full-time, is required to report information on new employees.

The Balancing Personal Responsibility and Work Opportunity Act 1996 (PRWORA), known as the Social Assistance Reform, requires all employers to report certain information about their newly hired employees to a designated state agency. Federal law requires that new employees be reported within 20 days of the date of hire. However, States have the option of setting reporting deadlines, which may be less than 20 days. You must respect the reporting period of the state to which you are reporting. Check with your New Hire contact for your state requirements. 21. In October 2011, President Obama signed the Trade Adjustment Assistance Extension Act of 2011 (Public Law 112-40), which amends Section 453A(a)(2) of the Social Security Act. The Act amends section 453A of the Social Security Act, which came into force on April 21, 2012, as follows: Definition of Newly Hired Employee – Section 453A(a)(2) of the Social Security Act (42 U.S.C.

653a(a)(2)) is amended by adding at the end: NEWLY HIRED EMPLOYEE „NEWLY HIRED EMPLOYEE” MEANS AN EMPLOYEE WHO (I) WAS NOT PREVIOUSLY EMPLOYED BY THE EMPLOYER; or (ii) was previously employed by the employer but was separated for at least 60 consecutive days from that previous employment. In the fall, President Obama signed a new definition of who counts as a new hire, and there are a few things about that definition that your payroll employees need to know. Yes, the service provider can select another state to report new hires on behalf of their client employer if their client is registered on the Multi-State Employer Registry. The service provider must select a status in which its client has employees. At FindLaw.com, we pride ourselves on being the leading source of free legal information and resources on the Internet. Contact us. North Carolina`s New Hire Directory also monitors regular hiring reports that enter the directory and attempts to contact employers who appear to have expired or who have irregular reports of new hires. Definition of terms The process by which an employer discloses information about newly hired employees to a designated government agency shortly after the date of hire.

Abogado.com The Spanish Consumer Legal Website #1 Are you a lawyer? Visit our professional website » States have the option to impose civil fines for non-compliance. Federal law states that if a state decides to impose a penalty on employers for failure to report, the fine cannot exceed $25 per newly hired employee. If there is a conspiracy between the employer and the employee not to report, this penalty cannot exceed $500 per newly hired employee. States may also impose non-monetary civil penalties under state law for non-compliance. The Act defines a „newly hired employee” as (i) an employee who was not previously employed by the employer; or (ii) was previously employed by the employer but was separated for at least 60 consecutive days from that previous employment. Reporting new employees is a valuable tool that contributes to the well-being of many families and helps prevent fraudulent unemployment or social assistance benefits. Learn more about the benefits of reporting for new employees. If you use a different FEIN to report your new employees and quarterly payroll information, you may also appear non-compliant. If you have more than one VIN, be sure to use the same VIN you use to report your quarterly salary information when reporting new hires. If you have received a notice of non-compliance, or if you have other questions about compliance with the Employee Re-Reporting Act, please contact us.

For example, a service provider has three tenants. Client 1 has employees in Connecticut, New York, and Pennsylvania. Client 2 has employees in New York and Pennsylvania. Client 3 has employees in Connecticut and New York. If the service provider wants to report all new hires for customers 1, 2, and 3 to a single state, the only option is to report to New York, as this is the only state common to all customers. Under federal and state laws, employers are required to report newly hired employees to a specific state agency as part of their obligations to report new employees. Information on new employees must be provided to the Agency within 20 calendar days of the date of recruitment of the employee concerned. Reports for new employees were developed with certain benefits in mind.