If you are an employer in South Carolina who has recently hired an employee, you will need to register for payroll taxes with the South Carolina Department of Revenue. This registration process ensures that you are compliant with state tax laws and able to properly withhold and remit payroll taxes on behalf of your employees.
How South Carolina Payroll Registration Works
There
are 2 payroll tax setup tasks
you may need to complete in South Carolina to get your new
hire on payroll for the first time. You can follow the guide below
to help you get registered directly with the
South Carolina agencies or use Mosey to do it.
South Carolina Unemployment Insurance Setup for
Corporation, Professional Corporation, LLP, LLC
If you have employees in South Carolina, you must register with the Department of Employment and Workforce for an Unemployment Insurance account. Employers new to South Carolina are typically assigned the tax rate of rate class 12 (see Tax Rate Table).
Create SUITS Account
You need a State Unemployment Insurance Tax System account to submit your employer registration and to file and pay Unemployment Insurance tax online.
Complete Employer Registration
After your SUITS account is created, complete the rest of the employer registration. Typically you will be assigned a Department of Employment and Workforce Employer Account ID immediately.
Add Employer Account ID to your Payroll Provider
Once you have received the Employer Account ID and tax rate, add them to your payroll provider.
South Carolina Withholding Tax Setup for
Professional Corporation, LLP, LLC, Corporation
If you have employees in South Carolina, you are required to register with the Department of Revenue for a withholding tax account.
Register for a Withholding Tax Account
Visit the MyDORWAY portal to register for a Withholding Tax account. Your nine-digit Withholding File Number is typically issued immediately after completing the registration.
Add Withholding Information to your Payroll Provider
Add your South Carolina Withholding File Number to your payroll provider.
The recent $100,000 H-1B fee announcement sent shockwaves across corporate America. By the next day, companies like Microsoft, Amazon, and Goldman Sachs were already scrambling to send travel advisories for H-1B employees, while HR teams nationwide tried to decipher what this meant for their workforce.
Today, we’re decoding what all of this means for your business to identify what HR and finance leaders need to know right now. Of course, every company is different, so you’ll always want to consult with legal counsel before making any decisions. However, our goal is to present an idea of what the road ahead might look like for you, helping you prepare for a potentially bumpy hiring road ahead. Let’s begin.
Understanding the difference between exempt and non-exempt employees is critical to properly running your business and paying your employees fairly. Review with Mosey the basics of exempt and non-exempt employees.
What Is an Exempt Employee? When we talk about exempt employees, we’re referring to employees who aren’t covered by the Fair Labor Standards Act (FLSA). These employees are paid a fixed salary and are exempt from earning overtime pay, among other protections.
Let’s say that you own a tomato farm in Iowa. You harvest your own seeds, grow your tomatoes in Iowa soil, harvest your tomatoes with a local workforce, and sell them at a local farmers markets. Congratulations—you own a single-state business, and you don’t need to worry about foreign qualification.
But what if you’re a startup founder who is building a platform to connect farmers to restaurants and boutique grocery markets in their region? You might be based in Chicago, but you hire engineers based in Texas, and you’re growing a user base nationwide.
Gabrielle Sinacola |May 1, 2023
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