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Catches the errors that cost companies $845 per violation.\n\n## What It Does\n- Classifies workers (W-2 vs 1099) using the IRS 20-factor test\n- Audits overtime calculations against FLSA rules\n- Checks tax withholding accuracy (federal, state, local)\n- Flags misclassification risk with dollar-amount exposure estimates\n- Generates quarterly compliance checklists\n- Produces audit-ready reports for DOL or state agency reviews\n\n## How to Use\n\nTell your agent:\n\n**Full payroll audit:**\n\"Run a payroll compliance audit for [company]. We have [X] employees across [states]. Pay frequency is [weekly/biweekly/monthly].\"\n\n**Worker classification check:**\n\"Check if these roles should be W-2 or 1099: [list roles with descriptions].\"\n\n**Overtime audit:**\n\"Audit overtime compliance. Our employees work [schedule]. We're in [state]. Current OT policy: [describe].\"\n\n**Tax withholding review:**\n\"Review tax withholding setup for employees in [states]. We use [payroll provider].\"\n\n## Audit Framework\n\n### 1. Worker Classification (IRS 20-Factor Test)\nScore each worker across three categories:\n- **Behavioral Control** (6 factors): Instructions, training, integration, personal services, hiring assistants, work hours\n- **Financial Control** (5 factors): Business expenses, investment, profit/loss opportunity, market availability, method of payment\n- **Relationship Type** (4 factors): Written contracts, benefits, permanency, key services\n\n**Risk levels:**\n- 0-4 factors toward employee → Low risk (likely contractor)\n- 5-9 factors → Medium risk (review needed)\n- 10+ factors → High risk (likely misclassified)\n\n**Penalty exposure per misclassified worker:**\n- Back employment taxes: 15.3% of wages\n- FLSA overtime liability: up to 3 years back pay\n- Benefits liability: retirement, health, PTO\n- IRS penalties: $50-$260 per W-2 failure\n- State penalties vary: $5K-$25K per violation (CA, NY, MA highest)\n\n### 2. Overtime Compliance (FLSA + State)\nCheck against federal AND state rules (state wins when more generous):\n\n| Rule | Federal (FLSA) | California | New York | Washington |\n|------|---------------|------------|----------|------------|\n| OT threshold | 40 hrs/week | 8 hrs/day OR 40/week | 40 hrs/week | 40 hrs/week |\n| OT rate | 1.5x | 1.5x (2x after 12 hrs/day) | 1.5x | 1.5x |\n| Salary exemption | $58,656/yr (2026) | $66,560/yr | $62,400/yr (NYC) | $67,724.80/yr |\n| 7th day rule | None | 1.5x first 8 hrs, 2x after | None | None |\n\n**Common violations:**\n- Averaging hours across two weeks (illegal under FLSA)\n- Not paying OT on bonuses/commissions\n- Misclassifying non-exempt as exempt\n- Rounding errors exceeding 7-minute threshold\n- Auto-deducting meal breaks not actually taken\n\n### 3. Tax Withholding Accuracy\nVerify against current tables:\n\n**Federal:**\n- 2026 FICA: 6.2% SS (wage base $174,900) + 1.45% Medicare\n- Additional Medicare: 0.9% above $200K single / $250K married\n- FUTA: 6.0% first $7,000 (5.4% credit = 0.6% effective)\n\n**State cross-checks:**\n- SUI rates (experience-rated — verify annual notice)\n- SDI/PFL (CA, NJ, NY, WA, MA, CT, OR, CO, MD)\n- Local taxes (NYC, Philadelphia, San Francisco, etc.)\n- Reciprocity agreements (employees in different state than work)\n\n### 4. Quarterly Compliance Checklist\n\n**Monthly:**\n- [ ] Reconcile payroll register to GL\n- [ ] Verify new hire reporting (within 20 days)\n- [ ] Check garnishment calculations\n- [ ] Review PTO accrual accuracy\n\n**Quarterly:**\n- [ ] File Form 941 (federal) by last day of following month\n- [ ] File state unemployment reports\n- [ ] Reconcile YTD withholdings to pay stubs\n- [ ] Review contractor payments approaching $600 threshold\n- [ ] Audit benefit deductions against enrollment\n\n**Annual:**\n- [ ] W-2 distribution by January 31\n- [ ] 1099-NEC filing by January 31\n- [ ] ACA reporting (1095-C) by March 2\n- [ ] Update salary exemption thresholds\n- [ ] Review state minimum wage changes\n- [ ] Workers' comp audit preparation\n\n### 5. Audit Report Format\n\n```\nPAYROLL COMPLIANCE AUDIT REPORT\nCompany: [Name]\nPeriod: [Q1/Q2/Q3/Q4 YYYY]\nEmployees: [Count]\nStates: [List]\nAudit Date: [Date]\n\nEXECUTIVE SUMMARY\nOverall Risk Score: [Low/Medium/High/Critical]\nIssues Found: [Count]\nEstimated Exposure: $[Amount]\n\nFINDINGS\n[F-001] [Category] - [Severity]\nDescription: [What's wrong]\nExposure: $[Amount]\nRemediation: [Fix]\nDeadline: [Date]\n\nRECOMMENDATIONS\n1. [Priority action]\n2. [Secondary action]\n3. [Long-term improvement]\n```\n\n## Cost of Getting It Wrong\n\n| Violation | Average Penalty |\n|-----------|----------------|\n| Misclassification (per worker) | $12,000-$25,000 |\n| FLSA overtime (per employee) | $1,000-$10,000 + back pay |\n| Late W-2/1099 filing | $50-$580 per form |\n| Failure to deposit taxes | 2%-15% of deposit |\n| Willful failure | $100K+ fine + criminal |\n\nThe DOL recovered $274M in back wages in 2024. Average investigation finds $1,150 per employee owed.\n\n## Who This Is For\n- HR teams without dedicated payroll compliance staff\n- Growing companies expanding to new states\n- Businesses using contractors heavily (tech, construction, healthcare)\n- Anyone who just got a DOL audit letter\n\n---\n\n*Built by [AfrexAI](https://afrexai-cto.github.io/context-packs/) — AI context packs for business operations. Full compliance automation: [$47 Professional Services Pack](https://afrexai-cto.github.io/context-packs/).*\n\n*Calculate what payroll errors are costing you: [AI Revenue Calculator](https://afrexai-cto.github.io/ai-revenue-calculator/)*\n\n*Set up your own compliance agent in 5 minutes: [Agent Setup Wizard](https://afrexai-cto.github.io/agent-setup/)*\n","readmeExcerpt":"Payroll Compliance Auditor Run a full payroll audit in under 10 minutes. Catches the errors that cost companies $845 per violation. 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