Vision Payroll

March 23, 2020

Vision Payroll To Remain Open During Emergency Order

As you may be aware, on March 23, 2020, Massachusetts Governor Charlie Baker issued an emergency order requiring all businesses and organizations in the Commonwealth of Massachusetts that do not provide COVID-19 (coronavirus) essential services to close their physical workplaces and facilities to workers, customers and the public. Payroll services have been deemed essential by both the Cybersecurity & Infrastructure Security Agency (CISA) of the US Department of Homeland Security (DHS) and the Commonwealth of Massachusetts and so Vision Payroll shall remain open during the time covered by this emergency order.

First Responders and Others Will Receive Paychecks

This allows Vision Payroll to continue to ensure that timely paychecks are received by first responders, healthcare professionals, caregivers and many others on the front line of defense against COVID-19 and the virus that causes it. In addition, we can continue to ensure timely payment for those in supporting roles such as grocery stores, transportation, financial services, and many others.

Vision Payroll Working to Minimize Risk

Vision Payroll has taken important steps to minimize the risk of spread of COVID-19, including shifting many employees to remote worksites, closing our office to all but a few employees and essential support service personnel, and maintaining proper social distance between employees whose work necessitates their physical presence in the office.

Consult Your Attorney for Answers in This Rapidly Changing Area 

Please understand that we are in an unprecedented time of emergency orders and rapidly changing laws and regulations. While we can often point you in the right direction to find answers to your questions, any questions about legal requirements should be directed to an attorney who specializes in labor law or taxation. We have worked with several attorneys in these areas and will be happy to provide references should you request them. Remember though, some answers are just not available at this time, as we wait for the government to provide needed clarification.

High Call Volumes Are to Be Expected

We also ask your patience when contacting us. Our telephone lines have been extremely busy and with a reduced staff there may be times that you have to leave a message. We strive to return all calls as soon as possible. In addition, if you are requesting documents, these cases will be handled on a first-come, first-served basis and so there may be a wait for some requests. For fastest service, we recommend you log in to our site, available 24 hours a day, 7 days a week, to access all your needed reports or we will get to your request as soon as possible.

Thank You for Your Cooperation

At this time, we would like to thank you for your understanding and cooperation and also send a big thank you to our dedicated employees, on-site and remote, who are working under stressful conditions to ensure that you and your employees receive their paychecks, guidance in areas new and old, and the friendly, helpful service that you’ve come to expect.

Work to Minimize the Spread of COVID-19

Please join us in working to minimize the spread of COVID-19 and the virus that causes it while we wait for this crisis to end. In the meantime, stay safe and we wish good health to you and your loved ones.

April 27, 2014

Further Action Notice Must Be Completed If Employee Receives Tentative Nonconfirmation

Further Action Notice Must Be Completed If Employee Receives Tentative Nonconfirmation

Further Action Notice Must Be Completed If Employee Receives Tentative Nonconfirmation

If an employer receives a Department of Homeland Security Tentative Nonconfirmation (DHS TNC) from the US Department of Homeland Security (DHS), the affected employee must complete, sign and return the Further Action Notice. Although the Further Action Notice is available in eighteen languages, the completed and signed version must be the English language version.

Steps for the Employer When a DHS TNC Is Received

If an employer receives a DHS TNC, the employer should take the following steps:

  1. Review this Further Action Notice in private with the employee.
  2. Check that all of the information at the top of this Further Action Notice is correct.
  3. Ask the employee to indicate whether he or she will contest the DHS TNC.
  4. Give the employee a copy of the signed Further Action Notice in English and attach the original to the employee’s Form I-9.
  5. Log in to E-Verify and search for this case using the information above. Follow the instructions in E-Verify to refer the case to DHS if the employee contests the DHS TNC, or close the case if the employee does not contest the DHS TNC.

Photo Mismatches Require Separate Action

For a DHS TNC received for a photo mismatch only, the Further Action Notice should be sent to DHS with a copy of the employee’s photo document. This can be done either through a digital submission to DHS or delivery by express shipping. Copies are not to be sent using regular United States Postal Service mail.

Know Employee Rights and Employer Responsibilities

Vision Payroll recommends visiting the US Citizenship and Immigration Services (USCIS) website to become familiar with all employee rights and employer responsibilities when working to resolve a DHS TNC.

September 1, 2009

E-Verify Requirement Takes Effect September 8

The US Citizenship and Immigration Services (USCIS), a component of the Department of Homeland Security (DHS), in conjunction with the Social Security Administration (SSA) operates an electronic system that allows employers to verify the employment eligibility of newly hired employees. The system, which is free of charge, is known as E-Verify. Effective with new contracts awarded after September 8, 2009, most federal contractors and sub-contractors will be required to use E-Verify to confirm the employment status of newly hired employees and current employees who are classified as “employees assigned to the contract.” Contact Vision Payroll if you have any questions on this process.

February 4, 2009

Tip of the Week: Learn About the Revised Form I-9

The United States Citizenship and Immigration Services (USCIS), a component of the United States Department of Homeland Security (DHS) has announced a delay in the implementation of the revised Form I-9, Employment Eligibility Verification, but you shouldn’t delay in learning what you need to know about the rule changes that the new form will bring.

This month’s featured article on MyHRSupportCenter covers the basics of the form, revisions to the form including newly acceptable documents and documents that are no longer acceptable, and how the delay impacts use of the current and revised forms.

To learn more, sign into MyHRSupportCenter and read this month’s featured article. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

February 3, 2009

USCIS Delays Release of Revised Form I-9

The United States Citizenship and Immigration Services (USCIS), a component of the United States Department of Homeland Security (DHS), announced recently that it would delay “the implementation of an interim final rule entitled ‘Documents Acceptable for Employment Eligibility Verification’ published in the Federal Register on Dec. 17, 2008.”

The delay allows the DHS time to reconsider the rule and also accept additional public comments since the public comment period has been reopened until March 4, 2009.

The revised version of the Form I-9, Employment Eligibility Verification, that was to become effective February 2, 2009 has been delayed 60 days until April 3, 2009 pending implementation of the interim final rule.

Contact Vision Payroll if you have any questions on the interim final rule and the revised Form I-9.

Contact Us Vision Payroll
Client Remote Access