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Maximizing Tax Credits: Strategies for Optimizing WOTC Screening and Management

Maximizing Tax Credits: Strategies for Optimizing WOTC Screening and Management

Essential Strategies for Perfecting WOTC Screening

Rooted in over 40 years of experience, Walton has been a guiding light in tax credit and incentive programs.
From handling the early days of the Targeted Jobs Tax Credit (TJTC) to successfully managing the Work Opportunity Tax Credit (WOTC), Walton has consistently focused on helping businesses to navigate the hurdles of employer tax credit screening and optimizing returns.

This article uncovers strategies that can maximize the benefits companies derive from WOTC.
Drawing from Walton’s robust experience in managing tax credits, we delve into three indispensable strategies for perfecting WOTC Screening.

Simplifying the Application Process:

Making the application process simpler and more accessible is a vital step towards WOTC’s success.
Employers can reduce time-consuming steps by improving the workflow and ensuring no potential tax credits slip through the cracks.
For example, an easy-to-use online form could hasten data collection and kickstart the WOTC certification process.

Capitalizing on Technology for Proficient Candidate Screening:

Modern technology can significantly streamline the screening process.
Sophisticated software can identify eligible employees, track their progress, and highlight potential tax credit opportunities while maintaining data security and compliance.
Walton uses innovative technology to enhance WOTC screening for its clients.

Educating HR Staff:

Your HR team plays a crucial role in the WOTC screening process.
Regular training on the ins and outs of WOTC ensures they stay abreast of the latest guidelines and can identify candidates who may qualify for tax credits.

Harnessing the Power of Data and Analytics

Data is a treasure trove of valuable insights that can guide your WOTC strategies.

The Significance of Data:

Systematically Gathering and analyzing pertinent data can provide insights into your WOTC processes’ effectiveness and guide decision-making.
It can lead to improved efficiencies and more significant tax credit returns.

Analyzing Historical Data:

There’s wisdom in past data.
Analyzing it can reveal patterns and trends, helping employers refine their WOTC screening processes and improve future outcomes.

Implementing Analytics:

Predictive analytics can provide valuable foresight into future hiring requirements and potential WOTC opportunities.
Leveraging analytics can optimize processes and inform strategic decision-making.

Best Practices for WOTC Management

Effective WOTC management hinges on transparent processes, strict compliance, and efficient tracking.

Creating Streamlined Processes:

Establishing well-defined, transparent, and standardized processes for documentation underpins efficient WOTC management.
It encourages consistency, mitigates errors, and makes for a smoother submission process.

Upholding Compliance:

Strict adherence to WOTC program specifications is crucial. Regular audits can ensure you’re staying within these boundaries and safeguard against missing out on tax credits.

Tracking with Precision:

The importance of tracking and reporting your WOTC credits cannot be overstated.
A meticulously crafted system enables employers to monitor tax credit utilization, evaluate their WOTC program’s performance, and fine-tune it as needed.

Working Hand-in-Hand with Stakeholders

Engaging Key Participants:

Effectively managing WOTC is a collective effort.
It calls for the involvement of hiring managers, recruiters, employees, and tax experts.
Frequent dialogue and collaboration with these key players can greatly enhance your WOTC processes.
Open communication lines are key!

Enlisting Tax Professionals:

Collaborating with tax professionals, like those at Walton, can provide expert guidance in navigating the intricacies of the WOTC program and help secure maximum tax credit returns.

Tackling Challenges in WOTC Screening and Management

Overcoming Potential Obstacles:

Misconceptions and barriers can impede WOTC screening and management.
It is crucial to confront these obstacles head-on and educate all parties about the WOTC program’s advantages.

Navigating Complex Hiring Scenarios:

Every hiring scenario is unique, and some can be quite complex.
Crafting strategies to handle these situations can make the WOTC screening process more streamlined and effective.

Resolving Application Issues:

Problems may crop up during the application or certification process.
A backup plan can help resolve these issues promptly and avoid delays in the WOTC certification process.

Commitment to Continuous Improvement and Adaptation

Emphasizing Ongoing WOTC Management:

WOTC management is akin to a marathon, not a 100-meter sprint.
Reviewing and refining your WOTC strategies based on results and feedback can lead to substantial improvements.

Staying Up to Date:

As WOTC guidelines and regulations evolve, staying informed of these changes is crucial to keeping compliant and effective processes.


Maximizing tax credits through a well-executed WOTC screening and management strategy can offer immense benefits.

By adopting these strategies, businesses can significantly boost their WOTC processes and reap maximum returns.
And with Walton as their ally, the journey toward effective WOTC management is within reach.

Don’t hesitate to reach out if you’d like more insights into how Walton can help with your WOTC screening and management.
Let Walton help you maximize your tax credits today!

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New Form 9198 to Replace Long-standing Power of Attorney Form Used for WOTC

On June 23, 2023, the Department of Labor’s Employment and Training Administration (ETA) issued a Training and Employment Guidance Letter (TEGL) with critical updates to the current process used to administer WOTC.

In short, TEGL No. 22-22  formally introduces an all-new ETA Form 9198 – Employer Representative Declaration to State Workforce Agencies (SWA), employers and all other WOTC stakeholders.  The sole purpose of this form is for employers to designate a third-party representative to act on their behalf to manage WOTC certification requests with SWA’s.  As a result, the new form replaces and eliminates the use of IRS Form 2848 for WOTC altogether. 

In addition, this TEGL provides updated versions of the following WOTC forms:

  • ETA Form 9061 – Individual Characteristics Form (ICF), Rev. May 2023
  • ETA Form 9062 – Conditional Certification Form (CC), Rev. May 2023
  • ETA Form 9175 – WOTC Long-term Unemployment Recipient Self-Attestation (SAF), Rev. May 2023
  • ETA Form 9065 – WOTC Audit Summary Worksheet

All businesses must transition to using ETA Form 9198 as well as all the updated forms (listed above) effective October 1, 2023.  It is important to note that effective May 31, 2024, all designated periods listed on legacy IRS Form 2848 will expire and will not be honored by SWA when releasing certification determinations. Therefore, it is critical for employers to work with their WOTC providers to complete and file the new Form 9198 as soon as possible to prevent delays or avoid disruption to WOTC determinations. 

According to the information on the TEGL, SWA’s may continue to honor the older version of ETA Form 9061 and ETA Form 9175 (Rev. March 2023) for a short period, but it’s important for businesses to transition to the updated forms to ensure compliance.

Not sure how this affects your WOTC program?  Walton can help!  Contact us for a free consultation.

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What You Need to Know: Understanding WOTC Program Eligibility Criteria

What You Need to Know: Understanding WOTC Program Eligibility Criteria

The Work Opportunity Tax Credit (WOTC) program promotes equal employment opportunities and offers federal employment tax credits. Employers can take advantage of this program to improve diversity in the workplace and give job opportunities to people who have trouble finding work by understanding the program’s standards and eligibility requirements.

In this blog, we will showcase all of the WOTC’s benefits for both businesses and employees. This includes the prerequisites for companies and employees, the method for reclaiming tax credits, potential benefits, compliance difficulties, and the need to remain informed about program changes.

What is the WOTC Program?

Employers are encouraged to recruit people from certain target groups who might encounter employment difficulties through the federal Work Opportunity Tax Credit (WOTC) program.

The main goals of the WOTC are to increase diversity in the workplace, support fair employment opportunities, and promote inclusivity. Employers who participate in the WOTC program do more than just uphold their social obligations; they also reap financial rewards while improving the lives of people and fostering a more just labor market.

Eligibility Criteria for Employees

The WOTC program focuses on several specific target groups, including veterans, people receiving specific types of government assistance, ex-offenders, people with long-term unemployment, people who have been referred for vocational rehabilitation, summer youth workers, and people who are SNAP (Supplemental Nutrition Assistance Program) recipients.

Individuals must fulfill particular WOTC eligibility requirements for each category to qualify for these benefits. Veterans, for instance, must be employed within particular time constraints after leaving the service.

Requirements for Employers

To participate in the WOTC program and benefit from federal employment tax credits, employers need to meet specific requirements and follow a registration process.

The registration procedure includes submitting the necessary paperwork, including vital company data. Employers must meet deadlines for submitting forms such as Form 9061 (Individual Characteristics Form) and Form 8850 (Pre-Screening Notice and Certification Request for the Work Opportunity Credit).

This also includes providing accurate information about the new hires and their qualifying target group. Compliance with documentation requirements and record-keeping obligations is crucial for employers, as thorough and organized records are essential for substantiating tax credit claims.

Claiming the WOTC Tax Credit

After recruiting qualified employees, employers must adhere to a specified process to claim the Work Opportunity Tax Credit (WOTC). The required documents must be submitted to the proper tax authority, such as the Internal Revenue Service (IRS) or a state workforce organization, by the deadline.

Employers should carefully read the tax authority’s rules to understand the documentation requirements and submission processes. Businesses can gain access to the cash incentives provided by the WOTC program by following these guidelines.

Forms must be completed, supporting documents must be provided, and details on the qualified individuals hired must be well documented. For ease of reference in the future, accurate record-keeping and correspondence documentation are advised. Employers can complete their commitments and receive the WOTC tax credit by following the submission process and following deadlines.

Potential Benefits and Considerations

Employers can save money by reducing their tax liabilities thanks to the federal tax credits provided by the Work Opportunity Tax Credit (WOTC) program. Employers can receive financial benefits by participating in the program and hiring people who belong to target groups. Businesses can access a wide range of suitable candidates among veterans, long-term jobless people, recipients of public assistance, and ex-felons.

Employers encourage inclusivity and diversity in their workforce by actively considering and hiring from these groups. Employers are encouraged to review and adjust their employment practices, such as job descriptions, selection criteria, and outreach programs aimed at the qualifying groups, to maximize the benefits of the WOTC program. Businesses can profit from possible tax savings by participating in the program, improving their hiring procedures, and fostering a more vibrant and inclusive workplace.

Compliance and Updates

Employers that want to maintain compliance and get the most out of their involvement in the Work Opportunity Tax Credit (WOTC) program must stay current on changes to the program. Being informed of any revisions or modifications to the program’s rules and qualifying requirements is crucial.

Laws are sometimes updated, revised, or changed that affect the WOTC program. Employers can maintain their eligibility for tax credits by updating their recruiting procedures in light of these developments.


Employers must be aware of the requirements and rules of the Work Opportunity Tax Credit (WOTC) program if they wish to take advantage of federal tax credits by encouraging inclusive hiring practices. Employers must be informed of the rules and regulations, adhere to the registration requirements, and maintain proper records to benefit from the WOTC program fully.

When it comes to maximizing your WOTC hiring efforts, Walton is here to help. With our advanced technology-driven solutions, we ensure that you stay informed and in control of your WOTC benefits every step of the way.

Our AlwaysOn Reporting feature provides real-time insights into your hiring activity and ensures that all new hires undergo tax credit screening, allowing you to maximize your federal employment tax credits. Through convenient push alerts via text and email, you’ll never miss important tasks or deadlines.

With useful analytics, you can analyze trends impacting your workforce and make informed decisions to optimize employee retention. Let Walton automate your WOTC process so all you have to do is focus on hiring the right people.

Book a demo today and unlock the full potential of WOTC tax credits for your company.

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5 Key Things Employers Need to Know About the Work Opportunity Tax Credit

5 Key Things Employers Need to Know About the Work Opportunity Tax Credit

Are you an employer trying to get the most out of your tax benefits while supporting individuals seeking work? Then the Work Opportunity Tax Credit (WOTC) might be exactly what you need.

WOTC is a federal tax credit program created to encourage businesses to employ people from specific target groups that face barriers to employment. Employers might save up to $9,600 per employee by taking part in the WOTC program and collecting tax credits for qualified employees.

Apart from the potential tax savings, embracing the Work Opportunity Tax Credit program allows you to make a positive social impact by offering job opportunities to individuals who may face challenges in finding employment.

We will look at the particulars of the WOTC program, highlighting why it is important for employers to understand its complexity. Whether you are knowledgeable about working tax credits or are unfamiliar with the idea, we have you covered.

Eligibility for WOTC

To gain the maximum benefit from the WOTC, it’s important to understand its eligibility requirements and screening process. WOTC target groups include a diverse range of individuals facing various employment barriers. These groups include:

  • Veterans
  • Long-term unemployed individuals
  • Ex-felons
  • Designated community residents
  • Vocational rehabilitation referrals
  • Summer youth employees
  • Supplemental Nutrition Assistance Program (SNAP) recipients
  • Supplemental Security Income (SSI) recipients
  • Temporary Assistance for Needy Families (TANF) recipients

Each target group has specific eligibility criteria, ensuring that tax credits are awarded to those who truly need support in their job search.
For instance, veterans must have been unemployed for at least four weeks and received government assistance within the past year to qualify.

How WOTC Works

Understanding how the WOTC works is an essential step for employers looking to maximize their working tax credits and benefits from the WOTC program. The program process starts with the WOTC application process, which involves a screening of potential employees to determine if they are eligible.

To screen an employee, employers must collect and submit the necessary documentation, which includes appropriate forms and certifications, to support their claims for tax credits.

The amount of work tax credit an employer can claim varies depending on the target group and the number of hours the eligible employee works. The credit is a percentage of the individual’s qualified wages for the first year of employment up to a specified maximum. Employers can estimate the potential savings and make informed decisions during the hiring process by understanding the credit calculation method.

To claim WOTC, employers must include the relevant information on their federal tax return to claim the credits. This involves submitting the appropriate forms and documentation. It is important to follow the Internal Revenue Service (IRS) guidelines and comply with the specified procedures to ensure a successful claim and maximize your WOTC benefits.

Benefits of WOTC

WOTC offers a range of financial benefits for employers, making it a valuable program to consider.

  • Businesses can use tax credits that immediately lower their federal tax liability by hiring qualified individuals.
  • WOTC credits can be used to reduce the cost of hiring, training, and onboarding new employees.
  • Several qualifying hires might result in significant overall tax savings, which boosts the business’s income.
  • By taking part in the WOTC program, you can access a wide variety of job candidates from different target groups, giving you access to competent people who might offer diverse perspectives and talents to your workforce.
  • Employing people who are motivated to achieve despite obstacles can boost employee loyalty and lower turnover rates.
  • Businesses should take a proactive role in encouraging social responsibility and community support while actively helping to create job opportunities for people who have trouble finding work.

The Role of HR in Implementing WOTC

HR/Talent Management is responsible for WOTC screening and identifying employees who meet the eligibility criteria for the program. This involves understanding the specific target groups and their eligibility requirements, such as veterans, long-term unemployed individuals, or recipients of certain government assistance programs.

HR professionals can collaborate with hiring managers and utilize comprehensive screening tools and processes to identify eligible candidates during the recruitment process. To effectively implement WOTC in the hiring process, HR can follow best practices, such as:

  • Providing training to HR staff and hiring managers on the WOTC program, its benefits, and the importance of working tax credits.
  • Integrating WOTC screening into existing hiring workflows and ensuring seamless communication between HR, hiring managers, and payroll departments.
  • Educating job applicants about the WOTC program and its benefits and encouraging them to provide the necessary information and documentation for eligibility determination.

Accurate tracking and documentation are vital responsibilities that an organization’s HR should handle. To successfully claim WOTC credits, HR can establish efficient processes to:

  • Gather all necessary information from eligible employees, including completed forms, certifications, and supporting documentation.
  • Maintain comprehensive records of eligible employees and their associated WOTC data, ensuring compliance with IRS guidelines.
  • Collaborate with the payroll department to accurately calculate and claim WOTC credits during tax filing.

Potential Challenges with WOTC

  • Navigating the Work Opportunity Tax Credit program comes with its fair share of potential challenges. To optimize WOTC claims, it’s essential to avoid common mistakes, such as:
  • Failing to collect and complete all the required forms and certifications from eligible employees may result in missed opportunities to claim tax credits.
  • Failing to adhere to IRS deadlines for submitting WOTC claims can lead to missed tax credit opportunities.
  • Inadequate tracking and documentation of WOTC data can lead to errors in claiming credits and potential IRS audits.

Organizations can take the following actions to remedy any problems or mistakes in WOTC claims:

  • Provide comprehensive training to HR personnel and hiring managers to ensure a clear understanding of WOTC requirements and procedures.
  • Regularly conduct internal audits to review and verify the accuracy and completeness of WOTC documentation and claims.
  • Seek assistance from tax consultants or WOTC service providers to navigate complex issues and ensure compliance with program guidelines.


If you’re eager to explore WOTC opportunities and maximize your organization’s potential savings, it’s time to take action. Reach out to Walton to learn more about how to pursue WOTC effectively and make the most of this valuable tax incentive. Don’t miss out on the chance to positively impact your bottom line and contribute to creating employment opportunities for deserving individuals.

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WOTC 3.0 coming soon sign along the road

WOTC 3.0 — Coming Soon?

Could WOTC 3.0 be on the horizon?

Since the inception of WOTC back in 1996, the program has gone through several modifications; all geared toward promoting the hiring of individuals that face barriers to secure employment. For instance, what we refer to as the 2.0 version of the program went into effect several years ago. At the time, the most significant enhancement to the program was the long-awaited acceptance of an electronic signature for the time-sensitive Form 8850. Continue reading “WOTC 3.0 — Coming Soon?”

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man with COVID-19 mask in city

Legislative Update – July 29, 2020

Legislative Update – July 29,2020

New Stimulus Bill in the Works

Senate Republicans just unveiled the initial draft of a trillion dollar stimulus bill. While the bill will require negotiation with Senate Democrats and is expected to undergo significant modification, there are several components that are positive, particularly for employers. Therefore, we want to share what we know about the bill so far and give you an idea of where things seem to be headed.

New WOTC Target Group

The bill includes a newly created WOTC target group: 2020 Covid-19 Unemployment Recipients. This is defined as someone who was receiving unemployment insurance in the week they were hired or in the previous week. The time period for eligibility is from the enactment date of the bill until January 1, 2021. The credit amount is up to $5,000 per qualified individual (50% of the first $10,000 in wages paid). If approved in the final bill, this additional tax credit would be significant. As of June 18th, there were 20 million people, or about 15% of all wages paid in the US, in this group.

An All New Safe and Healthy Workplace Credit

The proposal bill also calls for the creation of a new tax credit called “The Safe and Healthy Workplace Credit.” The bill creates a temporary tax incentive through the end of 2020 to help businesses defray costs for testing, personal protective equipment (PPE), and reconfiguring workplaces. This would apply to every type of business; from storefront to manufacturing plants; offices to health-care facilities.

This program is designed to promote and enable our employers to take the federal and state recommended steps to prevent the spread of Covid-19 in their workplaces. This helps businesses afford these costs so they can bring back their employees quickly while alleviating the fears of spreading the virus. The refundable tax credit against payroll taxes is for costs incurred by the business for Covid-19 safety costs, such as testing, PPE, reconfiguring, and technology. The credit is limited to $1,000 per employee for the first 500 employees, $750 per employee for the next 500 employees, and $500 for each employee thereafter.

For example, a retail store with 40 workers seeks to resume providing jobs and services to its community — the challenge is how to do so safely…

In order to reconfigure their store to help maintain social distancing, provide adequate sanitation stations, and implement other protocols to ensure their workers are safe at work, they spend $60,000. These dollars go toward PPE, screening/testing, disinfecting, and plexiglass shields. That company would receive a $30,000 tax credit against its federal payroll taxes. If that credit exceeds their payroll tax obligations, the company receives a refund from the Internal Revenue Service (IRS).

New Workplace Safety Screening Solution – coming soon!

We are delighted to inform you that the Walton team is collaborating with some of our partners to develop and launch new products geared to help businesses reopen safely and reduce the risks associated with exposure to the Coronavirus. Our solution will monitor temperatures and screen all employees daily prior to entry and deliver detailed contact-tracing intelligence to help companies track and minimize potential exposure risks. Stay tuned for more info…

What’s Next?

Negotiations will begin and continue through the first week of August, so we can expect to see a vote in the Senate by middle of August. As your trusted advisor, we will continue to keep you abreast of critical developments and changes as things progress.

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woman pondering with question marks

Legislative Update October 28, 2020

Will WOTC get renewed?

As we enter the elections and remaining part of Q4, many companies are wondering about the status of the Work Opportunity Tax Credit (WOTC) and its renewal. For those who may not know, the current WOTC program is set to expire on December 31, 2020, and unless congress passes legislation, the program will enter into a state of hiatus. Hiatuses are not uncommon for WOTC. In fact, since WOTC was created in 1996, it has had its share of hiatuses, which generally means that employers continue to screen and file the time-sensitive Form 8850 as usual, but certifications for employees hired after the program expired are not issued until the program in renewed. This leaves us with the question that most employers are wondering about: Will WOTC get renewed?

Possible New Target Group for WOTC

As is generally the case in an election year, legislation becomes more and more difficult as we approach the election. As we have seen, this proved to be true with the hopes for an additional stimulus bill. Everyone has been hopeful that a new economic stimulus bill would pass since there is a good chance the bill would include a new target group for WOTC centered around unemployment driven by the pandemic. With unemployment running very high, this could prove to be a significant group. There is also the possibility of expansion of other credits as well. However, as it turns out, the hope of a new stimulus bill appear to be stalled until after the election, at which point a great deal will depend on what happens in the election results.

Republicans have disagreed among themselves as to what should happen with the next round of stimulus. Senate Republicans wanted no more than $500B in additional aid. They felt there is no need for any additional stimulus. The administration, while somewhat inconsistent in their position, has argued for a much larger package, around $1.8 trillion. If they were successful in negotiating that package, which would probably have been the case with the administration package. Hence, the reason Senate Majority Leader Mitch McConnell (R-KY) was suggesting to the administration to postpone the stimulus bill until after the election.

3 Major Areas of Disagreement

Additionally, there have been disagreements between the administration and the Democrats. There are three major areas of disagreement.

  1. First is the size of the stimulus, with the Democrats wanting a much larger amount.
  2. Second is the issue of state and local aid because it might be perceived as bailing out poorly run cities.
  3. And the third issue relates to liability protections for businesses, with the Democrats opposed to such protections.

While the election will have a significant impact on what will happen with the stimulus bill, there are bills which will need to be passed in a lame-duck session. For instance, the current continuing resolution funding the government expires in early December; therefore, another CR of funding bill will need to be passed soon. As such, we continue to push and lobby for these bills to contain an extension of the expiring tax provisions, including WOTC.

Next Steps

In conclusion, the next steps on the stimulus bill are contingent on the election results.

  1. The first question is who wins the election. If Joe Biden wins, there will likely be pressure to avoid negotiating with the administration in a lame-duck session and just wait until the new administration assumes power. Hence, they would delay the stimulus until February. However, House Speaker Nancy Pelosi (D-CA) has expressed she would prefer not to wait; however, it is unclear if the bill could pass the senate.
  2. The second question is whether the Republicans maintain control of the senate. If the senate shifts to Democratic control, they will be able to control what bills will be brought to the floor. Therefore, there will likely be pressure to wait for February to enact more stimulus. Regardless of the outcome, we remain optimistic there will be an extension of the expiring provisions, including WOTC, and believe there is also a good chance the program will be expanded. Exactly how all that will unfold will depend on what happens November 3rd.

We hope you find this update useful. As your trusted advisor, Walton remains committed to driving lobbying efforts and keeping you abreast of important updates. As always, should you have any questions, please don’t hesitate to contact us.

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tax reform stamp

Update on Tax Reform and its potential effect on WOTC

On September 27, the Republicans revealed the framework of what they hope to accomplish with tax reform. Herein is a general overview of their plan and the impact we believe it can have on the Work Opportunity Tax Credit (WOTC). Considering the proposed reduction in the corporate tax rate from 35% to 20%, deductions and credits are not necessary to the same degree that they were in the past. Under the Republicans’ framework, two popular credits are explicitly referenced to be continued:

  • Research and Development credit
  • Low-Income Housing credit

The remaining credits, including WOTC, and other deductions are subject to review by the tax-writing committees, leaving their fate unclear at the present time. Continue reading “Update on Tax Reform and its potential effect on WOTC”

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28 day WOTC deadline with IRS form 8850

IRS Extends WOTC Form Filing Deadline

IRS Issues Notice to Extend WOTC Form Filing Deadline

On April 9, IRS issued Notice 2020-23 to provide relief relating to certain deadlines for taxpayers in response to the COVID-19 national emergency, declared in March of this year. Under the notice, a “time-sensitive act” due to be performed on or after April 1, 2020 and before July 15,2020 can be performed by July 15, 2020.

While WOTC and Form 8850 were not explicitly mentioned in the notice, the Notice explicitly includes as an “Affected Taxpayer” a person performing any of the time-sensitive acts identified in Revenue Procedure 2018-58, which provides an updated list of time-sensitive acts that may be postponed in the event of a federally-declared disaster, under Section 7508A. The list includes employers pursuing Work Opportunity Tax Credit (WOTC), which requires the filing of Form 8850 with a State Workforce Agency no later than 28 days from the employee’s start date. As a result, the filing deadline for 8850s due between April 1 and July 15 has been extended to July 15, 2020.

This is great news for employers that may have missed 8850 filings during this time period. This also demonstrates the overall strong support of the WOTC program. In the coming days, Walton’s team will work with employers impacted by this notice to take advantage of this great opportunity. In the meantime, if you have any questions, don’t hesitate to contact us.

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man walking through dark tunnel

Walton’s Response to COVID-19 Crisis

As we navigate through this unprecedented environment, I felt it is important to take a moment to express our hope for you and your employee’s good and continuing health during this difficult time and to inform you of Walton’s plans to continue to deliver services and support for our clients. Walton has operational and technical services that are centralized to deliver support to our clients and distributed for technical operations. To ensure the safety and well-being of our employees, Walton is employing additional safety measures that will allow us to continue to operate in a safe environment. Continue reading “Walton’s Response to COVID-19 Crisis”

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