Payroll Cash AdvanceCash advance payroll accounting
New York has for centuries permitted New York lawmakers to make payments by paying salaries directly, but only with the employee's agreement. The Labour Code 192(1) currently states that "[n]o the worker's net earnings or remuneration must be paid or deposited directly with a banking or other credit institutions by the employer without the prior agreement in writing of the worker.
The approval of persons who are engaged in a managerial, bureaucratic or vocational function in good faith and whose income exceeds $900 per working week is not necessary. Under the new rules, workers must make a letter of notification of their entitlement (see below) and obtain workers' prior agreement in writing before they pay salaries by means of cash payments, and this agreement "must be upheld by the worker's employer for the duration of the worker's engagement and for six years after the last date of cash payment".
" The employer must give the employee a copy of the agreement in writing and the employee can choose the bank where the investment is made. Staff have the right to withdraw their agreement. Several states now allow an employer to make wage payments by credit cards, as an alternate to payment by cheque or cash.
requiring an employer to notify workers in writing of their entitlements (see below) and to obtain workers' agreement in writing at least seven working days before wage payments by payroll load or payroll ticket start; requiring a cash employer or payroll load or payroll ticket provider to charge workers for the use of pay or payroll load or for access to related utilities such as phone or on-line support, commissioning, servicing, overdrafts, idle time, check balances and bank closures;
Demand from the employer that it ensures that workers have at least one free cash dispenser locally available to them, within a "reasonable distance" (an indefinite concept for interpretation by the employer and the NYSDOL) from where they reside or work, and that they have at least one means by which they can draw up to the full amount of salaries for each payroll accounting cycle or up to a residual amount on the payroll without charges; demand that the monies on a payroll pass may not be allowed to lapse even though an office cannot be shut down due to idleness within a reasonable time for the worker and all residual monies are returned within seven working day; prohibit the employer from transferring the cost associated with a payroll pass to the worker or from obtaining any kickback or monetary compensation from the emitter, creditor or third parties providing salaries via payroll passes.
Legislation requires that those employing noncash or cheque means of paying be required to send a letter to workers containing: a clear text describing all possibilities to earn pay; a declaration that the employing party may not demand that workers pay either by wage cards or cash cards; if they offer workers the possibility to earn pay by wage cards, a listing of sites in reasonably close proximity to the workers' place of residency or work where workers can obtain and obtain free pay.
It may be done and obtained by electronic means, provided that an individual is informed of the possibility of printing a copy of the notification and agreement free of charge at the workstation. Workers must be able to revoke their agreement at any moment, although the employer is given a suitable period (no longer than two full wage periods) to complete changes to the methods of payments.
Enlightened staff members' prior agreement in writing to the receipt of salaries by means of either cash or payroll shall not be obtained with bullying, compulsion or anxiety at taking undesirable measures if they refuse to pay salaries in this way. Furthermore, the disbursement of salaries either by means of cash payments or by means of a wage slip cannot be a prerequisite for recruitment or continuation of work.