Playing It Safe in Dynamics GP

© Integrity Data 2019. All rights reserved© Integrity Data 2019. All rights reserved
Dan Doolin
Senior Solutions Strategist
10/21/2020

© Integrity Data 2019. All rights reserved© Integrity Data 2019. All rights reserved2
Agenda
• Who is Integrity Data?
• COVID-19 Legislation Overview
• COVID-19 in Dynamics GP
• Managing Mandated Sick Leave
• Affordable Care Act Employer Penalties
• Q&A

Who is Integrity Data?
Providing solutions to
GP customers since 2000
• Reliable Software
• Expert Services
• Top-Notch Support
Original authors of:
• Core Payroll Extensions
• HRP Extended Pack
MICROSOFT
DYNAMICS GP
PARTNER
OVER 20 YEARS!

© Integrity Data 2019. All rights reserved© Integrity Data 2019. All rights reserved.44
Negative Deductions
Negative Payroll Transactions
Mid Pay Period Rate Changes
Overtime Hours Rules
Employee Accounts and Splits
Leave Management
Enhanced Retirement Plans
Life Insurance Tax Calculator
Employee E-Mail Suite
Paycheck “What If” and Gross-up Calculator
Bridging the
Gaps in Microsoft
Dynamics® GP Payroll

© Integrity Data 2019. All rights reserved5
C O V I D - 1 9
L E G I S L AT I O N
O V E R V I E W
5

Signed Legislation
Families First Coronavirus Response Act (FFCRA)
• Emergency COVID-19 Paid Sick Leave
• Emergency Family and Medical Leave Expansion (E-FMLA)
• Tax Credits
Coronavirus Aid, Relief and Economic Security (CARES) Act
• AKA Coronavirus Stimulus Bill
• Designed to encourage eligible employers to keep employees
on their payroll during the COVID-19 pandemic

FFCRA: Paid Sick Leave
• Private employers with fewer than 500 employees and government
employers are required to provide 80 hours of paid sick leave to full-time
employees that are unable to work (or telework) because of certain
COVID-19 related reasons (listed on next slide).
• For part-time employees, paid sick time amounts to the number of
hours the employee would work, on average, over a two-week period.
• An employer cannot require an employee to use other employer-
provided leave available to the employee before the employee uses paid
leave available under the FFCRA.
• Eligible employees are entitled to the greater of minimum wage in your
area or their regular hourly rate (2/3 pay rate while caring for others).
• If an employer has less than 50 employees and believes the viability of
their business would be threatened by offering this sick leave, they could
be exempt and would need to provide documentation as proof.

FFCRA: Paid Sick Leave
COVID-19 related reasons:
1. Subject to a Federal, State, or local quarantine or isolation order
related to COVID-19.
2. Has been advised by a health care provider to self-quarantine related
to COVID-19.
3. Experiencing COVID-19 symptoms and is seeking a medical diagnosis.
4. Caring for an individual subject to an order described in reason 1 or
self-quarantine as described in reason 2.
5. Caring for a child whose school or place of care is closed (or childcare
provider is unavailable) for reasons related to COVID-19.
6. Experiencing any other "substantially-similar condition specified by
the Secretary of Health and Human Services, in consultation with the
Secretaries of Labor and Treasury.

FFCRA: E-FMLA
• Private employers with fewer than 500 employees and government
employers are required to provide 10 weeks of FMLA to all employees
that have been employed for at least 30 days and are unable to work
(or telework) because their child’s school or daycare was closed due to
COVID-19.
• Eligible employees are entitled to two-thirds of their average earnings
for up to 10 weeks, capped at $200 per day and $10,000 total per
individual.
• Exceptions:
- The U.S. Department of Labor has authority to issue regulations to
exempt small employers with fewer than 50 employees.
- Employers in the healthcare and emergency response fields may elect
to exclude certain employees from these expanded family and medical
leave provisions.

FFCRA
Tax Credits for Paid Sick, Paid Family and Medical Leave
• Employer payroll tax credits
• Income tax credits for certain Self-Employed individuals
Other Benefits
• Free COVID-19 testing
• Access to meals for school-aged children forced to stay home
• Extended unemployment insurance and other measures
• $15 million to the IRS to carry out the tax-related provisions
• Click here to read our FFCRA summary blog

CARES Act
• Available Business Provisions:
• Economic Injury Disaster Loan up to
$10,000
• Payroll Protection Program up to
$10 million
• Social Security Tax Employer Shared
Deferral
• Employer Tax Credit
• Mid-Sized Business Loan Program
• Employer-Sponsored Health Insurances
• Unemployment
• Retirement Savings
• Employer-Provided Education Assistance
• Federal Student Loans
• Individual Direct Payments
• Click here to read our CARES Act summary blog
• Click here for additional information on CARES Tax Credit

C O V I D - 1 9
L E G I S L AT I O N I N
D Y N A M I C S G P
12

FFCRA Paid Sick Leave in
Dynamics GP
Paid Sick Leave
• For step-by-step instructions, read our blog, “Microsoft
Dynamics GP and Comprehensive Leave Manager
Strategies for FFCRA Paid Sick Leave Act”

FFCRA E-FMLA in Dynamics GP
E-FMLA
• For instructions read our blog, “Expanded Family and
Medical Leave Act (E-FMLA) and Microsoft Dynamics GP
Tips Simplified”

M A N A G I N G
S I C K L E A V E I N
D Y N A M I C S G P
15

Paid Sick Time General Requirements/Trends
• Accrue 1 hour for every 30 hours worked
• Geographically based – where employees work
• 30-90 day waiting period
• Some states allow employers to limit sick time use
• Limit on how much an Employee can use in calendar or accrual
year
• Limit on how much can accrue in calendar or accrual year
• Limit how much employee can carry over
• Not required to payout unused time at termination
• Employee could have several sick balances at one time
• Can apply to Full Time, Part Time, and/or Temporary Employees
• Groups may be subject to other policies – Collective bargaining
agreements
• Does not apply to all Employers
• Obviously becoming more common

Accrual Options
• Microsoft Excel
• Microsoft Dynamics GP Payroll Accruals
• Microsoft Dynamics GP PTO Manager
• Integrity Data Comprehensive Leave Manager

GP PTO Manager
• Does Accrue Based On Hours Worked Per Calendar Year – Every 30 hours
• Does Allow Waiting Period, Carry Over Maximums, and Anytime Maximums
• However, most Paid Sick Time laws require more than Available, Earned,
And Taken Hours to be displayed on pay stubs
• Cost $8,000.00

Comprehensive Leave Manager:
Key Benefits
• Unlimited user defined Leave Codes
• Track multiple sick time balances per employee
• Multiple accrual rules to support mandated sick time
and other complex accruals
• Mass Assignment / Quick Assignment
• Full Transaction History
• Additional Pay Stub fields to support use limits
• Accrues correct sick time based on pay code used

Comprehensive Leave Manager

A C A P E N A L T I E S
F O R E M P L O Y E R S
25

ACA coverage penalties
The sledgehammer
Penalty for no offer of
coverage
The tack hammer
Penalty for non-compliant
coverage
$214.17 a month,
times all
eligible employees
minus 30
*As of Tax Year 2020
$321.67 a month,
times the number of
eligible employees
who got a subsidy on
the exchange
*As of Tax Year 2020

The sledgehammer
Also called
“the A
penalty”
because it’s
detailed in
Section
4980H(a) of
the Internal
Revenue Code
ACA penalty for offering no coverage
For Tax Year 2020, the employer
penalty for every month that an eligible
employee was not offered coverage:
$2,570
divided by 12,
times the total number of FTEs,
minus 30 (the number of exemptions)
The multiplier, before taxes:
$214.17 a month

The tack hammer
Also called
“the B
penalty”
because it’s
detailed in
Section
4980H(b) of
the Internal
Revenue Code
ACA penalty for offering non-compliant coverage
For Tax Year 2020, the employer penalty
for every month that an eligible employee
did not get coverage deemed affordable
OR which did not meet the minimum value
standard:
$3,860
divided by 12,
times the number of FTEs who got a
subsidy on an exchange that month
Not to exceed the sledgehammer calculation
The multiplier, before taxes:
$321.67 a month

Which employers are most ACA-vulnerable?
Hourly workers
Lower-wage
workers
Part-time workers
with
varying schedules
Seasonal hires
Frequent turnover
Industries
Hospitality
Restaurants
Hotels
Motels
Casinos
Resorts
Employment agencies
Staffing companies
Temp-help services
Nursing care
Rehabilitation
facilities
Senior living centers
Retail
Education
colleges
universities
schools
Religious
organizations
Municipalities
Security services
Food processing
Trucking
Construction
Agribusiness
Nonprofits
Alabama
Florida
Georgia
Idaho
Kansas
Maine
Mississippi
Missouri
North Carolina
Nebraska
Workforces States
Oklahoma
South Dakota
South Carolina
Tennessee
Texas
Utah
Virginia
Wisconsin
Wyoming

Resources at integrity-data.com
Read
payroll blogs
Watch
feature videos
Read
customer stories
Check the ROI
for YOU
Download
software
Download
documentation

COVID-19 in GP Resources
• Integrity Data’s COVID-19 Blogs
• Payroll Tax Deferral – Here’s What We Know
• IRS Finalizes Updates to Form 941 for COVID-19 Tax Credits
• Terry Heley’s Blog
• Other Microsoft Dynamics GP Community Blogs
• Greenshades’ Flowchart

Sick Leave Resources
https://www.abetterbalance.org/paid-sick-time-laws/

ACA resources
Dig deeper on our ACA Education Resources and Training page
Check out the Integrity Data ACA blogs
Use our no-strings-attached:
ACA Affordability Calculator and ACA Penalty Calculator
Training videos galore!

© Integrity Data 2019. All rights reserved© Integrity Data 2019. All rights reserved10/21/2020
Register now!
integrity-data.com/dive-in
Join us live November 17 & 18
______________
On demand recordings
available after the event

W E ’ R E H E R E T O H E L P !
42
Integrity Data’s Support is professional, friendly, knowledgeable, and consistent – they work
above and beyond! We appreciate their hard work and backup when implementing Microsoft
Dynamics GP and Integrity Data products.”
Integrity Data Partner
Dan Doolin
Senior Solution Strategist
dwdoolin@integrity-data.com
Follow me on Twitter: @DanDoolin
Contact us
888.786.6162
sales@integrity-data.com

Integrity Data’s publications and presentations are designed to make
employers aware of legislation, best practices for compliance with those
requirements, and the consequences of noncompliance.
This material is intended to provide accurate information as of the date
posted. It is provided with the understanding that neither Integrity Data,
nor the authors and presenters, are rendering legal or accounting advice.
With respect to your organization’s decision making for compliance,
review the information presented with legal counsel specializing in
employment law.
43

Playing It Safe in Dynamics GP

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