Payroll question
Ask the company if they can make an adjustment for the next paycheck. If they can't then do the following: Increase the number of Federal exemptions by 1. In 2014 a personal exemption reduces your apparent income by $3950.  If you are in the 10 % tax bracket and you are paid every two weeks you will see the amount of taxes withheld drop by ($3950*0.10/26) or ~$15. The 13 Paychecks later change it back. If you are in the 15 % tax bracket and you are paid every two weeks you will see the amount of taxes withheld drop by ($3950*0.15/26) or ~$23. Then 9 Paychecks later change it back If you are in the 25 % tax bracket and you are paid every two weeks you will see the amount of taxes withheld drop by ($3950*0.10/26) or ~$38. Then 5 paychecks later change it back. Remember the money isn't gone, it has just been transferred prematurely to the federal treasury.  You could also wait until you complete your taxes this spring, then see if you needed to make an adjustment to your exemptions. If you normally get a large refund then you should be increasing your exemptions anyway. If you are always writing a check to the IRS then you weren't getting enough withheld. Also make sure that payroll has the correct numbers. Most companies include the number of federal and state exemptions on the paycheck stub, or the pdf of the stub. "That $200 extra that your employer withheld may already have been sent on to the IRS. Depending on the size of the employer, withholdings from payroll taxes (plus employer's share of Social Security and Medicare taxes) might be deposited in the US Treasury within days of being withheld. So, asking the employer to reimburse you, ""out of petty cash"" so to speak, might not work at all.  As JoeTaxpayer says, you could ask that $200 less be withheld as income tax from your pay for the next pay period (is your Federal income tax withholding at least $200 per pay period?), and one way of ""forcing"" the employer to withhold less is to file a  new W-4 form with Human Resources/Payroll, increasing the number of  exemptions to more than you are entitled to, and then filing a new W-4 changing your exemptions back to what they are right now once when you have had $200 less withheld. But be careful. Claims for more exemptions than you are entitled to can be problematic, and the IRS might come looking if you suddenly ""discover"" several extra children for whom you are entitled to claim exemptions."
What? My last room mate was a teller, and I can tell you this isn't the case. If you're given a bad payroll cheque or a bounced cheque the bank will know before its transferred. If payroll bounces find a new job because you're fucked.   If you're working for a company that makes over 1 million a year, they can issue paper cheques but choose not too for whatever reason. In this situation I would recommend figuring out about what you would need to pay in taxes for the year.  You have two figures (your salary and dependents) , but not others.  Will you contribute to a 401K, do you itemize deductions, etc...  If things are uncertain, I would figure my taxes as if I took the standard deduction.   For argument's sake let's assume that comes out to $7300.  I would then add $500 on to my total to cover potential increases in taxes/fees.  You can adjust this up or down based on your ability to absorb having to pay or the uncertainty in your first calcuation. So now $7800, divide by 26 (the amount of paychecks you receive in a year) = $300 Then I would utilize a payroll calculator to adjust my exemptions and additional witholding so my federal withholding is as close as possible to this number.   Or you can sit with your payroll department and do the same. This is probably more of an /r/AskReddit than a /r/finance question, but whatever.   From the title I was going to tell you to start working on your resume- if a company is having trouble paying wages it is not a good sign. But the text makes it sound like the company's financial health is fine and the HR department is just totally incompetent. Go back to them with a smile on your face and just be polite but persistent until they fix the problem. Ask nicely and they may be able to cut you a check on the spot or pay you out of petty cash.   People screw up repeatedly and it sucks. When your coworkers screw up your priorities should be fixing the problem but also embarrassing them as little as possible in the process. "If a country had a genuine completely flat income tax system, then it wouldn't matter who paid the tax since it doesn't depend on the employee's other income. Since not many countries run this, it doesn't really make sense for the employee to ""take the burden"" of the tax, as opposed to merely doing the administration and paying the (probable) amount of tax at payroll, leaving the employee to use their personal tax calculation to correct the payment if necessary. Your prospective employer is probably saying that your tax calculation in Singapore is so simple they can do it for you. They may or may not need to know a lot of information about you in order to do this calculation, depending what the Singapore tax authorities say. If you're not a Singapore national, they may or may not be relying on bilateral tax agreements with your country to assert that you won't have to pay any further tax on the income in your own country. It's possible they're merely asserting that you won't owe anything else in Singapore, and in fact you will have taxes to report (even if it's just reporting to your home tax authority that you've already paid the tax). Still, for a foreign worker a guarantee you won't have to deal with the local tax authority is a good thing to have even if that's all it is. Since there doesn't appear to be any specific allowance for ""tax free money"" in the Singapore tax system, it looks like what you have here is ""just"" the employer agreeing to do something that will normally result in the correct tax being paid in your behalf. This isn't uncommon, but it's also not exactly what you asked for. And in particular if you have two jobs in Singapore then they can't both be doing this, since tax is not flat. The example calculation includes varying tax rates for the first X amount of income that (I assume without checking) are per person, not per employment. Joe's answer has the link. In practice in the UK (for example), there are plenty of UK nationals working in the UK who don't need to do a full tax return and whose tax is collected entirely at source (between PAYE and deductions on bank interest and suchlike). In this sense the employer is required by law to take the responsibility for doing the admin and making the tax payments to HMRC. Note that a UK employer doesn't need to know your circumstances in detail to make the correct payroll deductions: all they need is a so-called ""tax code"", which is calculated by HMRC and communicated to the employer, and which basically encodes how much they can pay you at zero rate before the various tax rate tiers kick in. That's all the employer needs to know here for the typical employee: they don't need to know precisely what credits and liabilities resulted in the figure. However, these employers still don't offer empoyees a net salary (that is, they don't take on the tax burden), because different employees will have different tax codes, which the employer would in effect be cancelling out by offering to pay two people the same net salary regardless of their individual circumstances. The indications seem to be that the same applies in Singapore: this offer is really a net salary subject to certain assumptions (the main one being that you have no other tax liabilities in Singapore). If you're a Singapore millionaire taking that job for fun, you might find that the employer doesn't/can't take on your non-standard tax liability on this marginal income." "The decision whether this test is or is not met seems to be highly dependent on the specific situation of the employer and the employee.  I think that you won't find a lot of general references meeting your needs. There is such a thing as a ""private ruling letter,"" where individuals provide specific information about their situation and request the IRS to rule in advance on how the situation falls with respect to the tax law.  I don't know a lot about that process or what you need to do to qualify to get a private ruling.  I do know that anonymized versions of at least some of the rulings are published.  You might look for such rulings that are close to your situation. I did a quick search and found two that are somewhat related: As regards your situation, my (non-expert) understanding is that you will not pass in this case unless either (a) the employer specifies that you must live on the West Coast or you'll be fired, (b) the employer would refuse to provide space for you if you moved to Boston (or another company location), or (c) you can show that you could not possibly do your job out of Boston.  For (c), that might mean, for example, you need to make visits to client locations in SF on short-notice to meet business requirements.  If you are only physically needed in SF occasionally and with ""reasonable"" notice, I don't think you could make it under (c), although if the employer doesn't want to pay travel costs, then you might still make it under (a) in this case." It depends on the size of the payroll, not on the number of employees.  Probably you need to file Form 941 quarterly under this scenario.  You may or may not need to deposit taxes more frequently.  If you must deposit, then you need to do it electronically. I excerpted this from the instructions for Form 941: If your total taxes (line 10) are less than $2,500 for   the current quarter or the preceding quarter, and you   did not incur a $100,000 next-day deposit obligation   during the current quarter. You do not have to make a deposit. To avoid a penalty, you must pay the amount in full with a timely filed return or you must deposit the amount timely. ... If you are not sure your total tax liability for the current quarter will be less than $2,500 (and your liability for the preceding quarter was not less than $2,500), make deposits using the semiweekly or monthly rules so you won't be subject to failure to deposit penalties. If your total taxes (line 10) are $2,500 or more for the   current quarter and the preceding quarter.  You must   make deposits according to your deposit schedule. See   section 11 of Pub. 15 (Circular E) for information and rules   about federal tax deposits. I would say that probably for two employees, you need to deposit by the 15th of each month for the prior month, but you really need to check the limits above and the deposit schedule in Pub 15 (as referenced above) based on your actual payroll size. Note that if you have a requirement to deposit, that must be done either through EFTPS or by wire-transfer.  The former is free but requires registration in advance of your first payment (they snail-mail you a PIN that you need to log-in) and it requires that you get your payment in by the night before.  The latter does not incur a charge from the IRS, but your bank will likely charge you a fee.  You can do the wire-transfer on the due date, however, so it's handy if don't get into ETFPS in time. This is all for federal.  You may also need to deposit for your state, and then you'll need to check the state's rules. To clarify that legality of this (for those that question it), this is directly from IRS Publication 926 (2014) (for household employees): If you prefer to pay your employee's social security and Medicare taxes from your own funds, do not withhold them from your employee's wages. The social security and Medicare taxes you pay to cover your employee's share must be included in the employee's wages for income tax purposes. However, they are not counted as social security and Medicare wages or as federal unemployment (FUTA) wages. I am sorry this does not answer your question entirely, but it does verify that you can do this. UPDATE:  I have finally found a direct answer to your question!  I found it here: http://www.irs.gov/instructions/i1040sh/ar01.html Form W-2 and Form W-3 If you file one or more Forms W-2, you must also file Form W-3. You must report both cash and noncash wages in box 1, as well as tips and other compensation. The completed Forms W-2 and W-3 in the example (in these instructions) show how the entries are made. For detailed information on preparing these forms, see the General Instructions for Forms W-2 and W-3. Employee's portion of taxes paid by employer.    If you paid all of your employee's share of social security and Medicare taxes, without deducting the amounts from the employee's pay, the employee's wages are increased by the amount of that tax for income tax withholding purposes. Follow steps 1 through 3 below. (See the example in these instructions.) Enter the amounts you paid on your employee's behalf in boxes 4 and 6 (do not include your share of these taxes). Add the amounts in boxes 3, 4, and 6. (However, if box 5 is greater than box 3, then add the amounts in boxes 4, 5, and 6.) Enter the total in box 1. I see several interesting statement in your question.  A. my only income is from my Employer B. I also receive employer stock (ESPP, RSU, NSO). However, employer withholds taxes for these stock transactions through my broker (I see them broken down on my W2).  C. I have been subject to Alternative Minimum Tax. A implies a simple tax return. B and C tell the opposite story. In fact if B is not done correctly The amount withheld due to payroll may be perfect but the under withholding could be due to the ESPP's, RSUs and NSOs.  The AMT can throw everything else out the window.  If a person has a very simple tax situation: Income doesn't change a lot from paycheck to paycheck; they take the standard deduction; the number of exemptions equals the number of people in the family. Then the withholding is very close to perfect.  The role of the exemptions on the W-4 is to compensate for situations that go above the standard deduction. The role of extra withholding is when the situation requires more withholding due to situations that will bring in extra income or if the AMT is involved. We're going through this at my company right now.  The billing/accounts receivable office near us has largely been automated and they are trying to find positions for all of the displaced employees.  There are a few open positions in my office and if these employees can pass a skills test/interview, they will get to take one of our spots and stay with the company.  If they are unable to pass the skills test (Excel and basic accounting concepts), they will be laid off.  Some of these people have worked for our company for over 20 years but since they didn't bother to upgrade their skill sets over the years, many of them will be out of work.  My coworkers think I'm crazy for continuing to obtain certifications and take classes but I'm thinking towards the future. Yes, you can do what you are contemplating doing, and it works quite well. Just don't get the university's payroll office too riled by going in each June, July, August and September to adjust your payroll withholding! Do it at the end of the summer when perhaps most of your contract income for the year has already been received and you have a fairly good estimate for what your tax bill will be for the coming year. Don't forget to include Social Security and Medicare taxes (both employee's share as well as employer's share) on your contract income in estimating the tax due. The nice thing about paying estimated taxes via payroll deduction is that all that tax money can be counted as having been paid in four equal and timely quarterly payments of estimated tax, regardless of when the money was actually withheld from your university paycheck. You could (if you wanted to, and had a fat salary from the university, heh heh) have all the tax due on your contract income withheld from just your last paycheck of the year! But whether you increase the withholding in August or in December, do remember to change it back after the last paycheck of the year has been received so that next year's withholding starts out at a more mellow pace. This is probably too much trouble for the employer. If they violate some rules, they can get fined by the government and lose a lot more money. Not to mention that they'd have to waste a lot of effort researching the question. If you are in a position to negotiate, ask for a higher raise instead. "Yes, it is, but first let me address this sentence: my current withholding on my W4 is already at 0 so I can't make it   lower You definitely can make it lower. On W4, in addition to the allowances (that what you meant by ""already at 0""), there's also a line called ""additional withholding"". There, you put the dollar amount that you want your payroll to withhold from your paycheck each pay period. So the easiest way to ""send"" a one time payment to the IRS, if you're a W2 employee, would be to adjust that line with the amount you want to send, and change it back to 0 next pay period. You can also send a check directly to the IRS - follow the instructions to form 1040-ES. That is exactly what that form is designed to be used for." "The answer depends on this: If you had to hire someone to do what you are doing in the S-corp, what would you pay them?  If you are doing semi-unskilled work part-time, then $20k might be reasonable.  If you are a professional working full time, it's too low.  Don't forget that, in addition to ""billable"" work, you are also doing office tasks, such as invoicing and bookkeeping, that the IRS will also want to see you getting paid for. There was an important court ruling on this subject recently: Watson v. Commissioner.  Watson owned an S-Corp where he was the sole employee.  The S-Corp itself was a 25% owner in a very successful accounting firm that Watson worked through.  All of the revenue that Watson generated at the accounting firm was paid to the S-Corp, which then paid Watson through salary and distributions.  Watson was paying himself $24k a year in salary and taking over $175k a year in distributions.  For comparison, even first-year accountants at the firm were making more than $24k a year in salary.  The IRS determined that this salary amount was too low.  To determine an appropriate amount for Watson's salary, the IRS did a study of the salaries of peers in firms of the same size as the firm Watson was working with, taking into account that owners of firms earn a higher salary than non-owners.  The number that the IRS arrived at was $93k.  Watson was allowed to take the rest ($80k+ each year) as distributions. Again, this number was based on a study of the salaries of peers.  It was far short of the $200k+ that the S-Corp was pulling in from the accounting firm.  Clearly, Watson was paying himself far too low of a salary.  But even at this extreme example, where Watson's S-Corp was directly getting all of its revenue from one accounting firm in which Watson was an owner, the IRS still did not conclude that all of the revenue should have been salary and subject to payroll taxes. You should ask an accountant or attorney for advice.  They can help you determine an appropriate amount for your salary.  Don't be afraid of an audit, but make sure that you can defend your choices if you do get audited. If your choices are based on professional advice, that will help your case.  See these articles for more information:" "You're getting paid by the job, not by the hour, so I don't see why you think the employer is obligated to pay you for the drive time.  The only way that might be true, as far as I can see, is if he were avoiding paying you minimum wage by structuring your employment this way.  It looks like to me you're over the minimum wage based on what you wrote.  At maximum ""unpaid"" drive time (59 min each way) and maximum length of job (4 hours as you stated it), gives your minimum hourly rate of $8.83/hr. The federal minimum wage is currently $7.25/hr, so you're over that.  A quick search online suggests that NV does have a higher minimum at $8.25/hr under some conditions, but you're still over that too. The fact that you're required to pick-up the helpers and that you have a company car at home probably does mean that you're ""on the clock"" from the moment that you leave your house, but, again, you're not actually being paid by the clock.  As long as no other law is being broken (and it appears from your telling that there isn't), then the employer can set any policy for how to compute the compensation that he wants. Regarding taxes, the employer probably has no discretion there.  You're making what you're making, and the employer needs to tax it in total.  Since you're driving a company vehicle from home, I don't think that you're entitled to any reimbursement (vs. wages) that would not be taxed unless maybe you pay for gas yourself.  The gas money, if applicable, should be reimbursable as a business expense and that generally would not be taxed." I believe moving reimbursement has to be counted as income no matter when you get it. I'd just put it under miscellaneous income with an explanation.