Employee Direct Deposit Authorization: Fill & Download for Free

Great question - because there are a lot of misconceptions about this.First of all, Presidential salary is currently $400,000 per year, plus a $50,000 expense account, a $19,000 entertainment account, and a $100,000 travel allowance, for a grand total of $569,000 per year. The travel allowance is non-taxable; the other three parts of the salary are taxable.The $400,000 base salary is payable in four installments per year of $100,000 each. Like any employee in either the public or the private sector, there are deductions for, among other things, Federal income tax withhold. The type and nature of such deductions may depend on a number of factors.The other parts of the presidential compensation package are not actually distributed as salary, but expenses in each of the three areas are deducted from the annual allotment. At the end of the year, any leftover funds in each of the three accounts are recaptured and placed into escrow accounts held within the Executive Office of the President.When Trump was running for president, he often claimed that he would not take a salary, and as president he continues to claim that he takes no salary. Many of his supporters make much of the fact that he claims to donate his salary back to the government, disbursing it to various agencies within the Federal government. However, like so much else Trump says, this claim is not entirely true. The US Constitution requires that the president be compensated, and under Federal law, all government employees - even as president, he is an employee - MUST be paid. All salaries are paid via Direct Deposit, into the financial institution(s) designated by the employee; there are no paper paychecks.In Trump’s case, therefore, he is paid via Direct Deposit; if he chooses to donate his salary, or some portion thereof, he must do this as a separate transaction; in other words, he would need to have a check drawn on his bank, or to make similar arrangements for such a donation.However, it’s not quite that simple. Government agencies cannot simply accept cash donations. It is easy to understand why, too; such donations may pose a conflict-of-interest, or may even be viewed as a bribe. Furthermore, for budgetary reasons, donations must be carefully documented and all funds accounted for.Since Congress has the sole “power of the purse,” Congress must authorize receipt and disbursement of donated funds. In other words, if Trump chooses to make a donation to a specific government agency, Congress must, by resolution, vote to accept the donation. Even so, the money does not go directly to the agency specified - all donated funds go into the general fund and the authorized amount is then transferred from the general fund to the specific agency. Therefore, Congress has to approve acceptance of the donation, as well as the disbursement. It also must be said that, although Trump has presented mock-up checks to various agency since he has been in office, these have taken place at irregular times, which begs the question of whether he’s actually donating his salary at quarterly intervals, as some would have us believe. Yet, in all fairness, Trump is not REQUIRED to donate his salary; he may donate as much or as little as he may wish - within certain guidelines, of course - and may publicize such donations, or not - the choice is his.From time to time, Trump has claimed - falsely - that he is the first president since George Washington to have not taken a salary. George Washington donated his $25,000 annual salary, though he used some of it for travel expenses. Herbert Hoover, a multi-millionaire, divided his $75,000 annual salary among a number of charities, and he also gave a portion of it to his staff. John F. Kennedy, who had inherited a multi-million dollar trust fund, also donated his $100,000 salary to charities, but he retained the $50,000 entertainment allowance. Mr. Kennedy had also donated his salary during his 14 years as a member of Congress.

Very recently hired a Director of IT. MBA, great job history, some long gaps in employment but he interviewed really well. Basically a shoo-in for the role as we desperately needed it.Day # 1 I tell him to book flights to the US and book a hotel for a week of training. I get a story about how he can't leave Canada because of his children. Passes the smell test and I instead fly the relevant team up to Canada.Day #1 I assign him two hours with HR for paperwork. He decides day 1 he needs a raise. Keep in mind I am paying him a probationary rate of $40 an hour. HR sets the expectation that he is on probation and can be dismissed at any time; he can ask for a raise after probation has ended.EDIT: Day #1 He asks for bitcoin as payment and will not accept direct deposits in his name; we are asked to pay through an alias (which is an organization he has set-up). We decide we can pay him as a contractor instead of a full-time employee. HR and Finance set-up regular payments through a payment portal he created using standard deposit.Day # 1: He tries to fire my best account manager. She comes crying into my office. I reassure her that he has no authority outside of IT. I give her a day off she can use in the next month without approval, just send an OOO.Day # 2: Boardroom to meet the CEO and get his directives. Wasn't privy to the conversation. CEO calls me in after the meeting.CEO: He was smoking in my boardroom.Me: You must be mistaken.CEO: Maybe, it has been a long day. Trainers reported it to HR, he denied it.Me: Benefit of the doubt. Will speak to him.Day 3: CEO and I return from a multi-national pitch, we are heading up the elevator.CEO: Found out why the new guy can't go to the US.Me: Scared of flying?CEO: Criminal Record.Me: Termination worthy?CEO: Drugs, Distribution and something else.Me: Half the sales team does drugs, so what?CEO: Weird he lied about it. All right, thanks for the chat.Day 3: Wage garnishment order arrives. HR processes and informs management. HR informs that he is a contractor and our legal team’s contact information is below.Day 3: Background check returns that he doesn't have an MBA or for that matter a degree. IT degree and designation required for his pay grade.Day 4: 8:50 AM. CEO calls me into her office. (I am a 10/10 sick with the flu but have major presentations that afternoon). My team is capable of taking this over and the IT Director is requested for some stuff.CEO: He is trying to dodge child-support. He has an active warrant and he lied on his education. Also, he smoked Pot in my boardroom again. Go home, take the day and know that I'm about to lose my shit.Me: Can I confirm independently? I know his reference.CEO: Yes, you have 10 minutes.Me: Call his reference which I knew at a previous employer. Confirms everything.CEO: Well?ME: Actually; he was terminated for financial fraud, stole money from his previous employer. He also had a garnishment order and the charge was something related to spousal abuse, possession of a firearm, some form of assault and possession of drugs with the intent to distribute. He overdosed at work one day and went on long-term. Company fought it and released him. Individual assaulted his boss when they terminated.CEO: Fucking hate peopleMe: Thanks for the day off.We pay him two weeks notice plus 4 days’ pay. Wish him the best and release him.He still tries to litigate.Edit: Thank you for all the comments. This happened this October. The firm I work at uses a third-party firm for background checks. The firm has a policy of not prolonging the hiring process and taking people on ‘good faith'. Our firm typically doesn't call references directly. Most firms only provide: Title, Salary, dates of employment for fear of litigation. The company we use provides pass or fail criteria for different categories. His employment criteria passed, his credit passed and his criminal was delayed. Received after his hire-date. His credentials were also delayed.Edit: Due to popular demand. I was not the hiring manager. He landed in my hierarchy.Edit: During this story, I tell it as if I have all the information as it is happening. I did not. I knew some of what was happening but most of this was shared during a debrief meeting after the event.

Yes. The national NACHA (The Electronic Payments Association) guidelines say that an employer is permitted to reverse a direct deposit within five business days. Assuming that no applicable state laws override that, this is the guideline the employer must follow. Once five business days pass, the employer is no longer allowed to reverse the direct deposit. If the employee is in a state where direct deposit reversals are restricted, such as California, the employee must either sign off on the reversal or the employee has to pay back the employer manually.If the employee refuses to pay back the money, the employer should avoid simply withholding it from a future check (if any) without the employee's signed authorization. Doing otherwise is illegal in some states. If an employee refuses to pay and no legal opportunity exists to retrieve the funds, the employer's only real options are to go to court or just take the loss. Note that if the employee keeps the wages, the wages should be reported on the W-2 so that what the W-2 says and what the employee actually received is in congruence.