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Payroll Glossary - W
Wage Assignment: A employees voluntary agreement to have withheld portions of future compensation (e.g., insurance premium deductions, credit union deductions).
Wage Attachment: An court ordered involuntary transfer of an employee's wage compensation to satisfy that court order.
Wage-bracket Withholding Method: A procedure for calculating the amount of FITW using wage-bracket tables.
Wage Orders: State agency directives that set wage and hour standards, usually for specific industries.
WC: Workers' Compensation Insurance.
Web-Enabled Application: An application using the Internet as means of accessing data and application software.
White Collar Employees: In the context of the FLSA, these are executive, administrative, professional (including computer-related professionals), or outside sales employees who are not subject to minimum wage requirments, overtime pay requirments,or certain otherrecordkeeping requirements.
Withholding: Taking amounts out of an employee's wages for taxes, vountary deductions, garnishments or levies, or other deductions (e.g., medical insurance premiums, union dues). These amounts are then paid over to the government agency or other organizations to whom they are due.
Work-sharing Plan: An plan to reduce hours for some employees to avoid laying off other employees. Those employees whose hours were cut may receive partial unemployment benefits.
Worker Classification: The determination of Independent Contractor or employee status for an individul performing work for a business.
Worker Classification Settlement Program: A system that lets Internal Revenue Service officers and businesses resolve worker classification issues early in the enforcement process. With a settlement of past liabilities and an agreement to treat the workers as employees in the future.
Workstation: In the context of computers, a powerful personal computer (PC) that is usually faster than a regular PC.
Workweek: The basis for determining an employee's regular pay rate and overtime pay according to the FLSA. It can be any consecutive 168 hour period chosen by the employer.