Blog: Recordkeeping / Documentation

The most consequential misunderstanding in nonprofit payroll is contained in the word "exempt." Tax-exempt status relieves an organization of federal income tax on its exempt-purpose income. It does not exempt it from payroll taxes, and a nonprofit that assumes otherwise accrues trust fund liability with personal exposure attached.

What genuinely differs is narrower and more specific than the general assumption, and knowing exactly where the differences sit is the ...

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Recordkeeping / Documentation:
FMLA and Payroll: Calculating Pay During Intermittent Leave7/28/2026

Intermittent FMLA leave is the hardest leave type to administer in payroll, and the difficulty is almost entirely in tracking. A continuous 12-week absence is a single event. The same entitlement taken as two hours here and half a day there, across a year, is hundreds of events that must each be recorded in the correct increment against a correctly calculated entitlement.

Get the increment wrong and you either exhaust an employee's entitlement early — which is ...

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Recordkeeping / Documentation:
Paid Sick Leave Laws by State: The Payroll Compliance Guide7/26/2026

There is no federal paid sick leave requirement for private employers generally. Everything in this area is state and local, the rules differ on nearly every variable, and a meaningful number of cities and counties have their own ordinances that layer on top of state law.

For a multi-jurisdiction employer this produces the hardest compliance problem in the leave area — not because any single rule is complex, but because there are dozens of them and ...

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Recordkeeping / Documentation:
Timecard Fraud: Detection, Prevention, and Disciplinary Actions7/20/2026

Timecard fraud is the most common employee dishonesty in any organization with hourly staff, and it is unusual among frauds in one respect: the employer's response is constrained by wage law in ways that surprise most managers.

Specifically, you must pay for hours actually worked even where the employee violated a policy, and you generally cannot deduct the value of falsified time from wages. That means the remedy for timecard fraud is disciplinary and evidentiary, ...

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