ExamFinch.com My Study

Study guide

3.3 Third-Party Sick Pay, Disability & Professional Payroll Ethics

Practice this exam

Certified Payroll Professional CPP

Track your progress as you read

Finished sections get a check mark.

1 Chapter 1: Worker Classification, Section 530 & FLSA Hours

1.1 Worker Status & Common Law Classification Tests 1.2 Statutory Employees, Statutory Non-Employees & Section 530 Relief 1.3 FLSA Hours Worked, Travel Time, On-Call & Waiting Time 1.4 Public Sector Payroll, Government Contract Acts & Youth Employment

2 Chapter 2: FLSA Exemptions, Pay Frequency & Wage Payments

2.1 FLSA White-Collar Exemptions & Salary Basis Test 2.2 Pay Frequency Laws, Direct Deposit & NACHA Compliance 2.3 Payroll Cards, Paycheck Delivery & Constructive Receipt

3 Chapter 3: Employment Taxes & Core Benefit Concepts

3.1 Federal Employment Taxes: FICA, FUTA & Federal Income Tax 3.2 Section 125 Cafeteria Plans, FSA & HSA Mechanics 3.3 Third-Party Sick Pay, Disability & Professional Payroll Ethics 3.4 Benefit Law Compliance: ACA, COBRA, HIPAA, FMLA, ERISA & Workers' Compensation

4 Chapter 4: Withholding Forms, I-9 Verification & Information Returns

4.1 Form W-4 Withholding Certificates & Lock-In Letters 4.2 Form I-9 Employment Eligibility, E-Verify & Nonresident Aliens 4.3 Form W-2, W-3 & 1099 Year-End Information Reporting

5 Chapter 5: Payroll Tax Returns, Deposit Schedules & Multi-State Compliance

5.1 Federal Payroll Tax Returns: Forms 941, 944, 940 & Schedule B 5.2 Federal Tax Deposit (FTD) Schedules, Lookback Periods & EFTPS 5.3 Multi-State Taxation, Nexus & SUI Localization 5.4 New Hire Reporting, Common Paymaster, Pay Agents & Multiple Worksite Reporting

6 Chapter 6: Recordkeeping, Escheatment & Statutory Penalties

6.1 Payroll Recordkeeping Requirements & Retention Schedules 6.2 Escheatment Laws & Unclaimed Property Compliance 6.3 Information Return Penalties & IRC § 6672 Trust Fund Recovery Penalty

7 Chapter 7: Global Payroll, Nonresident Aliens & International Compliance

7.1 Resident vs. Nonresident Alien Status, Visas & Treaty Withholding 7.2 Expatriate Payroll: Tax Equalization, Hypothetical Tax, Shadow Payroll & Currency 7.3 Totalization Agreements, GDPR & Global Payroll Governance

8 Chapter 8: Regular Rate of Pay & FLSA Overtime Calculations

8.1 Regular Rate of Pay Determination & Statutory Exclusions 8.2 Weighted-Average Overtime for Multiple Pay Rates 8.3 Special FLSA Overtime Methods: Fluctuating Workweek & 8/80 Rule 8.4 Tipped Employees: Tip Credit, Tip Pooling, Overtime & Form 8027

9 Chapter 9: Supplemental Wages, Fringe Benefits & Vehicle Valuation

9.1 Supplemental Wage Withholding: Flat vs. Aggregate Methods 9.2 Employer-Provided Vehicles & Fringe Benefit Valuation 9.3 Group-Term Life Insurance & Section 79 Imputed Income

10 Chapter 10: Involuntary Deductions & Garnishment Administration

10.1 Child Support Withholding & CCPA Maximum Limits 10.2 Federal Tax Levies & Form 668-W Calculations 10.3 Creditor Garnishments, Student Loans & Order Priority

11 Chapter 11: Pre/Post-Tax Deductions, Gross-Up & Special Payments

11.1 Voluntary Deductions: Pre-Tax vs. Post-Tax Ordering & Limits 11.2 Gross-Up Calculations for Net Pay Guarantees 11.3 Final Pay, PTO Payouts & Deceased Employee Wage Processing

12 Chapter 12: Master File Architecture, Processing Controls & Timekeeping

12.1 Employee Master File Setup, Maintenance & Data Integrity 12.2 End-to-End Payroll Processing Cycle & Pre/Post Controls 12.3 Time and Attendance Systems, Rounding & Exception Management

13 Chapter 13: ACH Direct Deposit, Software Migration & Systems Security

13.1 Direct Deposit Operations: ACH Files, Returns & Reversals 13.2 Payroll System Selection, Implementation & Data Migration 13.3 Business Continuity Planning & Disaster Recovery

14 Chapter 14: Policies, Procedures, Department Design & Management

14.1 Standard Operating Procedures (SOPs), Policies & Compliance Governance 14.2 Payroll Department Structure, Staffing & Capacity Planning 14.3 Change Management, M&A Harmonization & Employee Communication

15 Chapter 15: Customer Service, Cross-Functional Alignment & Vendor Governance

15.1 Payroll Customer Service Delivery, SLAs & Inquiry Resolution 15.2 Cross-Functional Alignment: HR, Benefits, Finance & IT 15.3 Third-Party Vendor Management & Payroll KPI Benchmarking

16 Chapter 16: Internal Controls, Fraud Detection & Operational Audits

16.1 Internal Control Frameworks, Segregation of Duties & Governance 16.2 Payroll Fraud Schemes, Detection Techniques & Forensic Auditing

17 Chapter 17: Regulatory Audits, SOX 404 & SOC 1 Reports

17.1 Regulatory Audits: IRS, DOL, State Agencies & Penalty Defense 17.2 SOX 404 Internal Controls & SOC 1 Type II Report Governance

18 Chapter 18: Payroll Accounting Basics, Journal Entries & Accruals

18.1 Double-Entry Payroll Accounting: Gross Wages, Deductions & Taxes 18.2 Employer Payroll Tax Liabilities, FUTA/SUTA & Benefit Costs 18.3 Month-End Wage Accruals & ASC 710 Vacation/PTO Accounting

19 Chapter 19: Reconciliations, Clearing Accounts & Variance Resolution

19.1 Payroll Clearing Accounts, Zero-Balance Accounts & Bank Tie-Outs 19.2 General Ledger to Form 941/W-2 Reconciliations & Variances

3.3 Third-Party Sick Pay, Disability & Professional Payroll Ethics

Key Takeaways Explain This Topic AI

Third-Party Sick Pay taxability is determined by the premium funding source: benefits funded by employer pre-tax contributions are fully taxable for FICA, FUTA, and FITW, whereas benefits funded by employee post-tax dollars are completely tax-exempt.

Under the 6-month rule (calendar month rule), third-party sick pay is subject to FICA and FUTA only for payments made within the first six full calendar months following the last calendar month in which the employee worked.

A non-agent third-party insurer transfers liability for the employer share of FICA and FUTA to the employer by withholding and depositing employee taxes and providing timely written notice to the employer before the deposit deadline.

PayrollOrg's Code of Ethics requires certified professionals to uphold strict confidentiality, protect Personally Identifiable Information (PII) under GLBA and HIPAA, and maintain uncompromising accuracy and statutory integrity in all payroll operations.

Last updated: August 2026

Third-Party Sick Pay, Disability & Professional Payroll Ethics

Third-party sick pay encompasses wage replacement benefits paid to an employee absent from work due to non-occupational illness or accident disability by an entity other than the employer—typically a commercial insurance carrier, a state disability fund, or an employee multi-employer trust.

Accurately administering third-party sick pay requires a deep technical understanding of statutory taxability, the 6-month calendar rule, transfer of tax liability, Form 941 reconciliations, and Form 8922 reporting. Furthermore, because payroll professionals manage sensitive medical, financial, and wage data, strict adherence to the PayrollOrg Code of Ethics and federal privacy mandates is paramount.

1. Statutory Framework for Third-Party Sick Pay & Disability

Third-party sick pay is governed by IRC §§ 3121(a)(2), 3306(b)(2), and 3402(o), as well as IRS Publication 15-A ( Employer's Supplemental Tax Guide ). +-----------------------------------------------------------------------------------------+

  • | DISABILITY & SICK PAY CLASSIFICATIONS |
  • | |
  • | BENEFIT TYPE STATUTORY SOURCE TAX TREATMENT |
  • | ----------------------------------------------------------------------------------- |
  • | Workers' Compensation IRC § 104(a)(1) 100% TAX-FREE (FITW/FICA/FUTA)|
  • | Employer Direct Sick Pay IRC § 3121(a)(2) Subject to FITW, FICA, FUTA |
  • | Third-Party STD / LTD IRC § 3121(a)(2) / 3402(o) Depends on Premium Funding |
  • | State Disability Insurance State Statutes (CA/NJ/NY) State-specific FICA/FITW rules|
  • +-----------------------------------------------------------------------------------------+

Important

Workers' Compensation is Completely Tax-Exempt: Statutory Workers' Compensation benefits paid for on-the-job occupational injuries or illnesses under federal, state, or local law are 100% exempt from Federal Income Tax Withholding (FITW), FICA (Social Security and Medicare), and FUTA . Workers' compensation must never be confused with third-party disability sick pay.

2. Premium Financing & Taxability Determination (The Lookback Rule)

The taxability of third-party disability sick pay payments depends strictly upon who paid the disability insurance policy premiums and whether those premiums were paid with pre-tax or post-tax dollars . +-----------------------------------------------------------------------------------------+

  • | PREMIUM FINANCING & TAXABILITY MATRIX |
  • | |
  • | PREMIUM PAYMENT SOURCE TAXABLE PORTION OF DISABILITY BENEFIT |
  • | ----------------------------------------------------------------------------------- |
  • | 100% Employer-Paid (or Pre-Tax § 125) 100% TAXABLE for FITW, FICA, and FUTA |
  • | 100% Employee-Paid (Post-Tax Dollars) 100% TAX-FREE (No FITW, No FICA, No FUTA) |
  • | Split-Funded (Contributory Plan) PRORATED based on 3-Year Lookback Ratio |
  • +-----------------------------------------------------------------------------------------+
  • Split-Funded (Contributory) Plans & the 3-Year Lookback Rule

When an employer and employee share the cost of group disability premiums, the portion of each disability benefit payment that is taxable is calculated based on the premium contribution ratio over the preceding 3 plan years (or the period the policy has been in effect if less than 3 years): Taxable Percentage = Employer Contributions over 3-Year Lookback Total Premium Contributions over 3-Year Lookback × 100 \text{Taxable Percentage} = \frac{\text{Employer Contributions over 3-Year Lookback}}{\text{Total Premium Contributions over 3-Year Lookback}} \times 100 Taxable Percentage = Total Premium Contributions over 3-Year Lookback Employer Contributions over 3-Year Lookback ​ × 100

  • Worked Example: Contributory Plan Proration
  • Total Group Disability Premium (3-year lookback): $30,000.00
  • Employer Paid Share: $18,000.00 (60%)
  • Employee Paid Share (Post-tax payroll deductions): $12,000.00 (40%)

Monthly Disability Benefit Payment: $4,000.00 Taxable Disability Pay = $ 4 , 000.00 × 60 % = $ 2 , 400.00 ( Subject to FICA, FUTA, FITW ) \text{Taxable Disability Pay} = \$4,000.00 \times 60\% = \$2,400.00 \quad (\text{Subject to FICA, FUTA, FITW}) Taxable Disability Pay = $4 , 000.00 × 60% = $2 , 400.00 ( Subject to FICA, FUTA, FITW ) Non-Taxable Disability Pay = $ 4 , 000.00 × 40 % = $ 1 , 600.00 ( Exempt from all federal taxes ) \text{Non-Taxable Disability Pay} = \$4,000.00 \times 40\% = \$1,600.00 \quad (\text{Exempt from all federal taxes}) Non-Taxable Disability Pay = $4 , 000.00 × 40% = $1 , 600.00 ( Exempt from all federal taxes )

3. The 6-Month Calendar Rule for FICA & FUTA Exemption

Under IRC §§ 3121(a)(4) and 3306(b)(4), sick pay payments cease to be subject to FICA (Social Security and Medicare) and FUTA taxes after a specific statutory time horizon. +-----------------------------------------------------------------------------------------+

  • | THE 6-MONTH CALENDAR SICK PAY TIMELINE |
  • | |
  • | [LAST WORKED] [FULL 6 CALENDAR MONTHS] [MONTH 7 ONWARD] |
  • | March 12 April 1 ------------> Sept 30 October 1 |
  • | | | | |
  • | v v v |
  • | Month of Disability Subject to FICA & FUTA PERMANENTLY EXEMPT |
  • | (March 12 - 31) (Employer & Employee FICA) FROM FICA & FUTA |
  • | Subject to FICA/FUTA (FITW still applies|
  • | if taxable) |
  • +-----------------------------------------------------------------------------------------+
  • The Calendar Month Calculation Rule

The 6-month period does NOT begin on the first day of disability.

The 6-month clock begins on the first day of the calendar month following the month in which the employee last worked for the employer.

Example: An employee's last day worked is March 12 . The month of last work is March. The 6-month window runs from April 1 through September 30 .

Payments made between March 12 and September 30 are subject to FICA and FUTA (to the extent funded by employer pre-tax dollars).

Any payments made on or after October 1 are 100% exempt from Social Security, Medicare, and FUTA taxes .

Federal Income Tax Withholding (FITW) remains applicable after 6 months if the benefit is taxable, but income tax is withheld only if the employee submits Form W-4S ( Request for Federal Income Tax Withholding From Sick Pay ).

4. Transfer of Liability, Form 941 Adjustments & Form 8922 Reporting

When a third-party insurance carrier pays sick pay to an employee, a vital operational question arises: Who is responsible for the employer share of FICA (6.2% OASDI + 1.45% Medicare = 7.65%) and FUTA (0.6%)? +-----------------------------------------------------------------------------------------+

  • | TRANSFER OF LIABILITY DECISION WORKFLOW |
  • | |
  • | Is the Third Party an AGENT of the Employer? |
  • | (e.g., Administrative Services Only / ASO contract) |
  • | | |
  • | +---> YES: Liability REMAINS with Employer from Day 1. |
  • | | |
  • | +---> NO: Third Party is an INSURER. |
  • | | |
  • | v |
  • | Did the Insurer Complete ALL Three Transfer Steps? |
  • | 1. Withhold Employee Share of FICA. |
  • | 2. Timely Deposit Employee Share of FICA. |
  • | 3. Provide Timely Written Notice to Employer (by deposit due date). |
  • | | |
  • | +---> YES: Liability TRANSFERS to Employer. |
  • | | (Employer pays matching FICA 7.65% & FUTA). |
  • | | |
  • | +---> NO: Liability REMAINS with Insurer. |
  • | (Insurer pays matching FICA 7.65% & FUTA). |
  • +-----------------------------------------------------------------------------------------+
  • Requirements to Successfully Transfer Liability

Under Treasury Regulation § 31.3401(o)-3, a third-party insurer transfers the liability for employer FICA and FUTA taxes to the employer if and only if the insurer:

Withholds the employee portion of Social Security and Medicare taxes from the sick pay payment.

Timely deposits the withheld employee FICA taxes via EFTPS.

Furnishes a formal written statement (sick pay notice) to the employer detailing the employee's name, SSN, gross sick pay, taxable sick pay, and taxes withheld on or before the due date of the insurer's federal tax deposit (or within 2 business days).

Form 941 Line 8 Adjustment (Third-Party Sick Pay Adjustment)

When the third party withholds and deposits employee FICA taxes while the employer pays the matching employer share, a reconciliation imbalance occurs on Form 941:

The employer reports the full gross taxable sick pay wages on Line 2 (Social Security) and Line 5a/5c (Medicare), which calculates both employee and employer FICA at 15.3% (or 7.65% each).

Because the third-party insurer already deposited the employee's 7.65% share, the employer enters a negative adjustment on Form 941, Line 8 (Current quarter's adjustment for third-party sick pay) to eliminate the employee tax liability already paid by the third party.

Form 8922 (Third-Party Sick Pay Recap)

Form 8922 is filed annually with the IRS to reconcile third-party sick pay when the tax liability and W-2 reporting responsibilities are divided between the employer and a third-party insurer. Form 8922 is filed by whichever party did not issue the Form W-2 showing the combined wages. +-----------------------------------------------------------------------------------------+

  • | FORM W-2 REPORTING FOR SICK PAY |
  • | |
  • | BOX NUMBER CONTENTS |
  • | ----------------------------------------------------------------------------------- |
  • | Box 1 Taxable sick pay (if employer reports or transfers liability) |
  • | Box 3 Social Security wages (subject to annual cap and 6-month rule) |
  • | Box 5 Medicare wages (subject to 6-month rule, no cap) |
  • | Box 12, Code J NON-TAXABLE sick pay (employee post-tax funded portion) |
  • +-----------------------------------------------------------------------------------------+
  • 5. PayrollOrg Code of Ethics, Professional Standards & PII Safeguards

Payroll professionals are entrusted with the most sensitive personal, financial, and legal records within an enterprise. The PayrollOrg Code of Ethics defines the foundational principles of professional conduct required of Certified Payroll Professionals. +-----------------------------------------------------------------------------------------+

  • | PAYROLLORG CODE OF ETHICS ARCHITECTURE |
  • | |
  • | [ CANON 1: INTEGRITY ] ---> Maintain the highest standards of professional |
  • | conduct, honesty, and ethical leadership. |
  • | [ CANON 2: CONFIDENTIALITY]---> Protect employee PII, wage data, and medical status |
  • | against unauthorized access, disclosure, or misuse. |
  • | [ CANON 3: COMPLIANCE ] ---> Strict adherence to all federal, state, and local |
  • | labor, employment tax, and reporting statutes. |
  • | [ CANON 4: COMPETENCE ] ---> Continuous professional education and mastery of |
  • | evolving statutory regulations and technologies. |
  • | [ CANON 5: IMPARTIALITY ] ---> Avoid conflicts of interest, bribery, kickbacks, |
  • | and biased financial arrangements. |
  • +-----------------------------------------------------------------------------------------+
  • Safeguarding Personally Identifiable Information (PII)

Payroll systems house primary targets for identity theft and financial fraud, including Social Security Numbers (SSNs), bank routing and account numbers, home addresses, dates of birth, and compensation records.

Statutory Privacy Frameworks Governing Payroll:

Gramm-Leach-Bliley Act (GLBA): Requires administrative, physical, and technical safeguards to protect non-public personal financial information.

Health Insurance Portability and Accountability Act (HIPAA): Restricts disclosure of Protected Health Information (PHI), requiring strict segregation of disability medical diagnoses from general payroll files.

Fair and Accurate Credit Transactions Act (FACTA) Red Flags Rule: Mandates identity theft detection, prevention, and mitigation programs.

Core Security & Confidentiality Best Practices:

Role-Based Access Control (RBAC): Restrict system access to the absolute minimum necessary for an employee's job responsibilities (principle of least privilege).

Dual Authorization & Segregation of Duties (SOD): Require independent review and dual authorization for master file changes (e.g., direct deposit bank accounts, pay rate adjustments).

Encryption Standards: Enforce end-to-end data encryption at rest (AES-256) and in transit (TLS 1.3) for all payroll files, ACH transmissions, and reports.

Disposal and Retention Protocols: Shred physical payroll worksheets and securely wipe decommissioned storage media containing PII.