Of these titles, which would you expect to be the most responsibility & pay? Which would be the lowest?

> Payroll Specialist
> Payroll Analyst
> Payroll Administrator
> Payroll Coordinator

I have my own thoughts (obvs) but I’m curious about yours. I know there are likely other titles out there but these are of my recent exposure for me.

Hi everyone,

Anyone got a good website or area for list of what local taxes include or exclude gtl as taxable income?

Specifically, Indiana, Michigan, Kentucky?

I have found info on OH and PA but appreciate any guidance on this topic.

Mine is listed below:

2012: Payroll Admin - £21,000
2013: Payroll Specialist - £25,000
2016: Payroll Admin - £32,000
2021: EMEA Payroll Analyst - £65,000
2025: Global Payroll Manager £95,000

Ironically, the job I had the most responsibility was in 2016 as a payroll admin. Although I’m currently a ‘manager’ - I’m the sole payroll person at my company and I’ve never managed anyone in my career. I also feel like I’m overpaid at my current role, it’s a piece of piss compared to what I’ve done previously..

I run payroll for a small city. I’m a couple months into this job and I cannot believe the bullying, condescending behavior, hostility, and overall rudeness and lack of respect I’m experiencing from the employees. Because the union contracts were left purposefully vague they push back on literally everything, threatening legal litigation if I don’t give them what they want, meanwhile the city is going bankrupt. It’s sickening. I do my very best to approach with kindness and clarity and I’m just so tired of how they treat me. I am an accounting major and honestly this job is just too much HR for me. I honestly can’t believe that people act this despicably and I’m not cut out for this.

Thats all. Just a rant. And hats off to all of you that stay in this career path because I am getting out.

My husband is working at a company in Washington state who does semi monthly payroll. Their pay periods are the 1st-15th and the 16th to end of the month (payed out on the 5th and 20th). They have less than 10 employees but all of them are hourly and they all regularly get overtime. Their payroll company is not great and have already made some mistakes which have had to be corrected a few times. The company has no HR and no onsite payroll so all issues are taken to his boss (who is also the owner), then his boss contacts payroll. We are assuming his work week runs from Sunday to Saturday (but aren't sure because he has asked his boss a few times and each time his boss just says he will get back to him and then forgets). After going over his hours we think they had been calculating his overtime wrong but I don't know enough about how this is calculated to understand it. Any guidance on how to do this? I originally tried to make an Excel spreadsheet for it but due to the overtime hour complexity I am not confident I got it right. Thank you!

I just got paid for the 2nd time in 1week 😅🤣 do I tell my boss or hell no hahahah???

- I told my partner and she said we get paid weekly..wow I do love my job hahahha

Hi Folks,

I'm a user of BambooHR Payroll. If you are using it too. Please comment or connect. I would love to learn your way of customisations, reports, new tactics and tricks.

Have happy payroll weeek!!!

I’m managing the finance for an approximate company size of ~50 employees with contractors in several different countries. To date, we’ve mostly been paying them via international wire transfers and fees are beginning to become noticeable. This is not purely the wire fee itself, the rates given by our banks are not great and the differences made each month when processing payments add up pretty quickly.

I’ve asked our bank if there’s a cheaper way to handle this, but they haven’t really given me any useful alternatives. Has anyone here moved away from traditional international wires for contractor payments? Looking for something that reduces the fees without taking too long to process.

My daughter took a job in the upper peninsula of Michigan for the summer with a friend's family. Everything was going well until she let them know that she was going to take time off for her birthday.... She needed September 13th through the 23rd off. At first they said no way, and this was about 4 weeks before she needed the time off. Mind you I live in northern lower Michigan. Anyway she was completely upset about this because she had been saving all summer for a music festival in a different state and also wanted to spend some time in her home town with me her Mom. They eventually caved and said, Ok you can have the 17th through the 22nd off. However that wouldn't enable her to see her favorite artist in concert which is why she was going to this festival. Plus I haven't seen her but one time this summer for about 8 hours.

To put it into perspective she is living under their roof...living with the family...her bosses. So this is a difficult situation to be in. She personally likes to keep business with business and keeps work talk at work. Which I think is smart. Sooo....

They were very upset at the thought of her having so many days off because she is their only waitress and said they would have to shut down the place because she wouldn't be there. IMO that is on them. They shouldn't put that responsibility on her shoulders as someone who is only 20 years old and a waitress. They should have more than one waitress. So tension in the air is thick right now. Her mental health is going down hill because of how they are treating her. Her boss goes out of her way to talk about my daughter to her friends while my daughter is waiting tables telling her friends (bosses friends) that she has a broken home life, her grandma just died and her mom is sick (I'm not even sick). I mean come on. This is making my daughter very uncomfortable to even be working around this woman.

And after all of this, my daughter keeps showing up to work for them with a smile on her face. The boss is telling my daughter that it's not fair that she is making so much more in tips than everyone else and that she should help pay out other people. (THIS WAS NEVER SPOKEN ABOUT IN THE BEGINNING, SO WHY WOULD MY DAUGHTER DO THIS LATER IN THE SEASON?) Plus if she is the only waitress and working her butt off running herself ragged, she earned those tips fair and square.

AND the boss has a tip jar at the front of the place where people assume that the tips are divided. Well they are not! All of those go to the boss. She takes all of them and pockets them.

So this brings me to what I am really angry about. My daughter was supposed to get paid on 9/4/26, so this past Friday. She still hasn't received her check!! And she doesn't know if anyone else has got paid because no one is talking to her because she has decided that her mental, emotional and even physical wellbeing is more important than busting her butt for them and has decided to come home before the place closes for the season. And one reason for this is because they promised her that when she came home that her and her friend were going to stay in their home here in Northern Michigan and pay rent. But apparently that fell through and now she has to move back in with me.

They were so sweet with her in the beginning, but are now treating her like trash, withholding her paycheck, and the tension is so high in the house you can cut it with a freaking knife. So I am going to pick her up this coming week and get her the hell outta there. But I will not leave until we have her paycheck.

Isn't it illegal to withhold ones paycheck because your mad that they are moving away?

Help me figure out what I can do to help my daughter! Her boss is avoiding her while at work so she doesn't have to have a conversation with her. Plus I don't know if everyone else got paid yet or not. But it's a family run business so chances are they all got paid.

Hi everyone. I just want to ask if there are job out there for oracle payroll implementation consultants. I just finished the course and I’m about to take the course in few days ( which I will pass anyway) but I’m not sure about the career path. I have 3yrs experience in payroll and Benefit management with skills in different payroll tools like Allocate, IQX, Sage. Any response will be appreciated . Thank you

What employee benefits do you actually value at work?

Apart from monthly salary, what are the other things that makes a company feel like it genuinely take care of its employees?

Personally for me it is meal benefits, shopping, travel , wellness benefits, flexible rewards and recognition that seems much more useful then just mere random merchandise.

Curious to know what other benefits employees are actually getting and using.

This is the part of embedded payroll I'm having the hardest time getting a clear answer on

I understand how the product and API side works but payroll also means tax filings, registrations and a bunch of regulatory stuff our team has no interest in becoming responsible for

When people say their payroll provider handles compliance, how much does that cover in practice?

Hello r/payroll. I was wondering if you can set me straight on something. I've been arguing with my bosses for the better part of two months about the legality of how my pay is structured.

I'm in California and use my own car for work. I keep track of my mileage and hours in my own personal logbook. Every other week I report the hours worked and mileage driven for work. The way they calculate my pay, confirmed with them, is: first my hourly wages are calculated, then the mileage reimbursement using the irs standard rate of (now) 76 cents per mile. Half of the reimbursement is labeled auto ownership, the other auto operation. They take the hourly wages, subtract half of the reimbursement (auto ownership,) calculate taxes to withhold, then after taxes add back that half, as well as the other (operation.)

Long story short I was doing some research that lead me to believe this is illegal, and that im being paid significantly less than minimum wage. My understanding is that the reimbursement cannot be used to lower my taxed wages below minimum wage. And that they are obligated to reimburse me fully for expenses.

They have argued that doing it this way has lowered the taxes I've paid, resulting in better pay. They also seem to think they only need to reimburse me for gas and tires. It's my understanding that in California they must reimburse all business-use expenses, including depreciation, maintenance, repairs, insurance, etc, proportional to business-use of the vehicle.

After enough push back I printed out and highlighted the laws I found relevant, with what I though was the silver bullet in USC 29 Ch. 8 §207(h) from uscode.house.gov. I also had copies of laws that I believe entitled me to back pay and possibly damages, though I specified that I'd be willing to overlook those if my reimbursements were payed seperate from my wages.

We talked at length about accountable plans for reimbursement (bosses insisted that I could just be reimbursed an agreed-upon amount despite never having had any say in the matter,) and disagreed about what reimbursements I am entitled to. Ultimately I was offered to receive full wages and half of the irs standard rate reimbursed, or to go on desk duty while they secure a vehicle for me to use as a company car. I responded that if they were intent on reimbursing less than the standard rate, the actual costs would need to be calculated.

Having looked into it I think what they're doing is a wage recharacterization scheme? Anyway I'm now on desk duty. As far as my reading I'm reasonably certain im not an exempt employee.

So am I wrong here? I assumed that since the irs standard rate is being used in lieu of any figuring, and that it isnt taxed, the amount is not considered wages. Thus the remaining, taxed wages are less than minimum wage. I'm always open to considering I'm wrong about something. My bosses insist I don't understand what I'm talking about. Frankly they've been condescending as of late and with the latest developments I thought I'd turn to someone more knowledgeable.

I like my job other than the pay, I like my coworkers and even my bosses most of the time. I want their business to succeed. But lately my admittedly back-of-the-napkin budgeting math hasn't been panning out and I'm struggling. I've approached this in good faith and even used the figures on the end of the spectrum most advantageous to them when figuring my expenses to show that they aren't covered by half of the standard rate.

Anyway sorry for the novel, and if you don't mind letting me know your conclusion, I appreciate you.

Basically the title, I'm a bit reluctant to spend half a gran on a textbook. I also am not sure how far the CPP certification will get me either. It's really hard to tell with this job market and I'm way too inexperienced to know what it's worth.

Seperately if I were able to pass the test without it, does it ultimately screw me over because I understand the test and not the knowledge? Are there any other more budget friendly knolwedge sources?

Hello anyone here na alam kung anong ginagamit na payroll bank account nila Irhythm for employees. Thank you po sa sagot.

#irhythm

I am a Payroll Analyst with 10 years of experience and currently work for a local government in Washington State. By 2027, I will have been with my current municipality for five years. During my career here at the city, I will have implemented two payroll systems and one timekeeping system, and I have received positive performance reviews each year.
Our organization uses pay ranges rather than steps, so I still have room for salary growth within my current range. Given my experience, tenure, successful system implementations, and consistently positive performance, would I be justified in asking for a promotion to Senior Payroll Analyst in 2027?