Participant Payroll Packet

Form must be submitted along with Form 1-9 (Employment Eligibility Verification), Form W-4 (Employee's withholding Allowance Certificate), Form M-4 (Massachusetts Employee's Withholding Exemption Certificate) and Payroll Direct Deposit Authorization Form (if applicable) before a Program Participant can be paid.

Click here to download a PDF version of the 2025 W-4 form to view General Instructions, Purpose of Form, Specific Instructions (all on page 2), and to view the Multiple Jobs Worksheet (page 3).

Department of the Treasury Internal Revenue Service - Employee Witholding Certificate

Complete Form W-4 so that your employer can withhold the correct federal income tax from your pay. Give Form W-4 to your employer. Your withholding is subject to review by the IRS. 

TIP: Consider using the estimator at www.irs.gov/W4App to determine the most accurate withholding for the rest of the year if: you are completing this form after the beginning of the year; expect to work only part of the year; or have changes during the year in your marital status, number of jobs for you (and/or your spouse if married filing jointly), dependents, other income (not from jobs), deductions, or credits. Have your most recent pay stub(s) from this year available when using the estimator. At the beginning of next year, use the estimator again to recheck your withholding.

Complete Steps 2-4 ONLY if they apply to you; otherwise, skip to Step 5. See page 2 for more information on each step, who can claim exemption from withholding, and when to use the estimator at www.irs.gov/W4App. 

Complete this step if you (1) hold more than one job at a time, or (2) are married filing jointly and your spouse also works. The correct amount of withholding depends on income earned from all of these jobs. 

Do only one of the following.

(a) Use the estimator at www.irs.gov/W4App for the most accurate withholding for this step (and Steps 3-4). If you or your spouse have self-employment income, use this option; or

(b) Use the Multiple Jobs Worksheet on page 3 and enter the result in Step 4(c) below; or

Complete Steps 3-4(b) on Form W-4 for only ONE of these jobs. Leave those steps blank for the other jobs. (Your withholding will be most accurate if you complete Steps 3-4(b) on the Form W-4 for the highest paying job)

Under penalties of perjury, I declare that this certificate, to the best of my knowledge and belief, is true, correct, and complete.

For Privacy Act and Paperwork Reduction Act Notice, see page 3.

Employee: File this form with your employer. Otherwise, Massachusetts Income Taxes will be withheld from your wages without exemptions.

 

I certify that the number of withholding exemptions claimed on this certificate does not exceed the number to which I am entitled.

Instructions

A. Number. The more exemptions you claim on this certificate, the less tax withheld from your employer. If you claim more exemptions than you are entitled to, civil and criminal penalties may be imposed. However, you may claim a smaller number of exemptions without penalty. If you do not file a certificate, your employer must withhold on the basis of no exemptions.

If you expect to owe more income tax than will be withheld, you may either claim a smaller number of exemptions or enter into an agreement with your employer to have additional amounts withheld.

You should claim the total number of exemptions to which you are entitled to prevent excessive overwithholding, unless you have a significant amount of other income. Underwithholding may result in owing additional taxes to the Commonwealth at the end of the year.

If you work for more than one employer at the same time, you must not claim any exemptions with employers other than your principal employer.

If you are married and if your spouse is subject to withholding, each may claim a personal exemption.

B. Changes. You may file a new certificate at any time if the number of exemptions increases. You must file a new certificate within 10 days if the number of exemptions previously claimed by you decreases. For example, if during the year your dependent son’s income indicates that you will not provide over half of his support for the year, you must file a new certificate.

C. Spouse. If your spouse is not working or if she or he is working but not claiming the personal exemption or the age 65 or over exemption, generally you may claim those exemptions in line 2. However, if you are planning to file separate annual tax returns, you should not claim withholding exemptions for your spouse or for any dependents that will not be claimed on your annual tax return. If claiming a spouse, write “4” in line 2. Entering “4” makes a withholding sys[1]tem adjustment for the $4,400 exemption for a spouse.

D. Dependent(s). You may claim an exemption in line 3 for each individual who qualifies as a dependent under the Federal Income Tax Law. In addition, if one or more of your dependents will be under age 12 at year end, add “1” to your dependents total for line 3. You are not allowed to claim “federal withholding deductions and adjust[1]ments” under the Massachusetts withholding system. If you have income not subject to withholding, you are urged to have additional amounts withheld to cover your tax liability on such income. See line 5

This is to acknowledge that I have read the Triangle Employee Handbook and understand that it is my responsibility to become familiar with and adhere to the policies and procedures set forth in this handbook.

I understand that this Handbook is subject to change without notice and that any changes will supersede or eliminate those found in this book.

I understand if, at any time, I have any questions regarding the handbook I should contact Human Resources.

Employee Categories

Part-Time: Part-time employees are employees scheduled to work less than 40 hours per week. Non-Exempt employees receive overtime pay in accordance with our overtime policy. Their salaries are calculated on an hourly basis.

Regular Employees: A regular employee is any employee (whether full-time or part-time) other than a temporary employee or relief staff.

Equal Employment Opportunity Policy Statement

Equal Employment Opportunity has been, and will continue to be, a fundamental principle at Triangle, where employment is based upon personal capabilities and qualifications without discrimination.

Employees' questions or concerns should be referred to Human Resources.

Non-Discrimination and Anti-Harassment Policy

Triangle is committed to a work environment in which all individuals are treated with respect and dignity. Therefore, Triangle expects that all relationships among persons in the workplace will be business-like and free from bias, prejudice, and harassment. 

Employees' questions or concerns should be referred to Human Resources.

 Americans With Disabilities Act Policy Statement

Triangle is committed to complying with all applicable provisions of the Americans With Disabilities Act ("ADA") and state handicap law. It is Triangle's policy not to discriminate against any qualified employee or applicant with regard to any terms or conditions of employment because of such individual's disability or perceived disability so long as the employee can perform the essential functions of the job with or without reasonable accommodation.

Employees' questions or concerns should be referred to Human Resources.

Payment of Salary

Paydays are bi-weekly on every other Friday.

It is Triangle's policy that employee paychecks will only be given personally to that employee.

All other arrangements for mailing or pick-up must be made in advance with Human Resources.

If the normal payday falls on an Organization-recognized holiday, paychecks will be distributed one workday prior to the scheduled Friday. Under no circumstances will the Organization release any paychecks prior to the announced schedule.

Employees may be paid by check or through direct deposit of funds to either a savings or checking account at their bank of choice (providing the bank has direct deposit capability). To activate direct deposit, an employee must complete a Direct Deposit Authorization form, available from Human Resources.

Overtime Pay

Non-exempt employees are eligible for additional pay at the rate of one and one-half times the regular rate of pay for work performed in excess of 40 hours in a single workweek.

Non-exempt staff may not be compensated for overtime in time off.

Personnel Records

To keep necessary Organization records up to date, it is extremely important that you notify Human Resources of any changes in:

• Name and/or marital status
• Address and/or telephone number
• Number of eligible dependents
• W-4 deductions

Work Reviews

PART-TIME EMPLOYEES:

            Annual overall performance work review

Performance Issues and Discipline

All employees are expected to meet Triangle's standards of work performance. Work performance encompasses many factors, including attendance, punctuality, personal conduct, job proficiency and general compliance with the Organization's policies and procedures.

If an employee does not meet these standards, Triangle may, in its discretion, under appropriate circumstances, take corrective action, up to and including immediate termination.

Paid Sick Leave

Paid sick leave is accrued at a rate of one hour of earned sick leave for every 30 hours worked, including overtime hours, up to a maximum of 40 hours of sick time per year.

Bereavement Leave

In the unfortunate event of a death in the immediate family, a regular employee may take up to three days off with pay. These three days are to be taken consecutively and must commence within one week after the day of the death or day of the funeral.

Time Off to Vote

On days when elections for public office are scheduled in the state, county, city or town in which an employee works, schedules will be changed as needed to ensure that an employee has the opportunity to vote.

Domestic Violence Leave

Massachusetts employees may take up to 15 days of unpaid leave from work in any 12 month period if they meet certain criteria

Attendance, Punctuality and Dependability

Because Triangle depends heavily upon its employees, it is important that employees attend work as scheduled.  Dependability, punctuality, and a commitment to do the job right are essential at all times. As such, employees are expected at work on all scheduled work days and during all scheduled work hours and to report to work on time. A careful record of absenteeism and lateness is kept by the employee's supervisor and becomes part of the personnel record.

Drug and Alcohol Abuse

Triangle is committed to providing a safe and productive work environment for all employees. If we are to continue to fulfill our responsibility to provide reliable and safe service to our program participants and customers, and a safe work environment for our employees, employees must be physically and mentally ready to perform their duties safely and efficiently. '

Employees are required to report for work and remain at work in condition to perform assigned duties free from the effects of alcohol and drugs. Reporting to work under the influence of alcohol or drugs is strictly prohibited.

Appearance and Conduct

Triangle expects employees to maintain a neat, well-groomed appearance at all times.

Triangle requires order and discipline to succeed and to promote efficiency, productivity and cooperation among its employees. The orderly and efficient operations of Triangle require that employees maintain high standards of conduct at all times.

Violence in the Workplace

Triangle strongly believes that all employees should be treated with dignity and respect. Acts of violence will not be tolerated.

Accidents and Emergencies

Maintaining a safe work environment requires the continuous cooperation of all employees. Triangle strongly encourages employees to communicate with fellow employees and their supervisor regarding safety issues, and requests that any unsafe conditions or potential hazards be reported immediately to a supervisor.

Open Door Policy

Employees are encouraged to openly discuss with their supervisors any work-related problems so appropriate action may be taken.

Solicitations, Distributions, and Use Of Bulletin Boards

Employees may not solicit any other employee during working time, nor may employees distribute literature in work areas or over e-mail at any time. Under no circumstances may an employee disturb the work of others to solicit or distribute literature to them during their working time.

Bulletin Boards

Bulletin boards maintained by Triangle are to be used only for posting or distributing material of agency information. All posted material must have authorization from Human Resources.

Smoking Policy

No use of tobacco products will be allowed within the facilities or on Triangle Property at any time. There are no designated smoking areas anywhere on Triangle Property. Tobacco use also is prohibited in any Triangle vehicle.

TRIANGLE, INC. SEXUAL HARASSMENT POLICY

It is the goal of Triangle, Inc. to promote a work.place that is free of sexual harassment. Sexual harassment of employees occurring in the workplace or in other settings in which employees may find themselves in connection with their employment is unlawful and will not be tolerated by this Organization.

In Massachusetts, the legal definition for sexual harassment is this: "sexual harassment" means sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature.

Under these definitions, direct or implied requests by a supervisor for sexual favors in exchange for actual or promised job benefits such as favorable reviews, salary increases, promotions, increased benefits, or continued employment constitutes sexual harassment.

While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct which if unwelcome, may constitute sexual harassment depending upon the totality of the circumstances including the severity of the conduct and its pervasiveness:

• Unwelcome sexual advances -- whether they involve physical touching or not;
• Sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one's sex life; comments about an individual's body; comment about an individual's sexual activity, deficiencies, or prowess;
• Displaying sexually suggestive objects, pictures, cartoons;
• Unwelcome leering, whistling, brushing against the body, sexual gestures, suggestive or insulting comments;
• Inquiries into one's sexual experiences; and,
• Discussion of one's sexual activities.

 

Once the Employee Handbook is reviewed:

• Read the Acknowledgement of Receipt (of the Handbook) to the participant and have them sign and date the form.
  Signed form must be returned to HR
• Read the Sexual Harassment Policy Sign-Off Sheet to the participant and have them sign and date the form.
  Signed form must be returned to HR.
• Hand out the Holiday Calendar to the participant.

By signing below, I indicate my receipt and understanding of Triangle, Inc.'s SEXUAL

I also verify that I have been provided with an opportunity to ask questions about this policy.

TRIANGLE, INC. is committed to providing a work environment where women and men can work together comfortably and productively, free from sexual harassment. Such behavior as Sexual Harassment is illegal under both state and federal law-and will not be tolerated at Triangle. Inc.

This policy applies to all phases of employment-including recruiting, testing, hiring, upgrading, promotion or demotion, transfer, layoff, termination, rates of pay, benefits and selection for training, travel or company social events.

Prohibited Behavior

Prohibited sexual harassment includes unsolicited and unwelcome contact that has sexual overtones. This includes, but is not limited to:

• Written contact, such as sexually suggestive or obscene letters, notes, invitations verbal contact, such as sexuatry suggestive or obscene comments, threats, slurs, epithets, jokes about gender-specific traits, sexual propositions.
• Physical contact, such as intentional touching, pinching, brushing against another's body, impeding or blocking movement, assault, coercing sexual intercourse, and
• Visual contact, such as leering or staring at another's body, gesturing, displaying sexually suggestive objects or pictures, cartoons, posters or magazines.
• Sexual harassment also includes continuing to express sexual or social interest after being informed directly that the interest is unwelcome-and using sexual behavior to control, influence or affect the career, salary or work environment of another employee.

It is impermissible to suggest, threaten or imply that failure to accept a request for a date or sexual intimacy will affect an employee's job prospects. For example, it is forbidden either to imply or actually withhold support for an appointment, promotion, or change of assignment, or suggest that a poor performance report will be given because an employee has declined personal proposition.

Also, offering benefits, such as promotions, favorable performance evaluations, favorable assigned duties or shifts, recommendations or reclassifications in exchange for sexual favors is forbidden.

Monitoring

Triangle. Inc. shall take all reasonable steps to see that this policy prohibiting sexual harassment is followed by all employees, supervisors and others who have contact with our employees. This prevention plan will include training sessions for new employees and an ongoing monitoring of the work site.

Discipline

Any employee found to have violated this policy shall be subject to appropriate disciplinary action, including warnings, reprimands, suspension or discharge, according to the findings of the complaint investigation.

If an investigation reveals that sexual harassment has occurred, the harassed may also be held legally liable for his or her actions under state -or federal anti-discrimination laws or in separate legal actions.

Retaliation

Any employee bringing a sexual harassment complaint or assisting in investigating such a complaint will not be adversely affected in terms and conditions of employment, or discriminated against or discharged because of the complaint. Complaints of such retaliation will be promptly investigated.

Complaint Procedure and Investigation

All complaints of sexual harassment and retaliation for reporting or participating in an investigation shall be directed to the Director of Human Resources or to a supervisor of your choice, either in writing, or by requesting an individual interview. All complaints shall be handled as confidentially as possible. Triangle will promptly investigate and resolve complaints involving violations of this policy and recommend the appropriate sanctions to be imposed against violators.

Training

Triangle. Inc. will establish training sessions for all employees concerning their rights to be free from sexual harassment and the legal options available if they are harassed. In addition, training sessions will be held for supervisors and managers, educating them in how to keep the workplace as free from harassment as possible and in how to handle sexual harassment complaints.

A copy of the policy will be distributed to all employees and posted in areas where all employees will have the opportunity to freely review it. Triangle. Inc. welcomes your suggestions for improvements to this policy.

What Constitutes Sexual Harassment?

• Touching: Safe zone vs. Unsafe zone
• Explicit comments or jokes
• Explicit requests or demands
• Hostile environment
• Inappropriate office decorations
• Provocative clothing: Clothing that is distracting to a co-worker. *Provocative attire does not excuse unwelcome behavior such as touching
• Behavior offending a third party
• Unwelcome, repeated flirting or asking for dates

Prohibited Conduct

Its sexual harassment for an employer or manager to make unwelcome sexual advances or to demand sexual favors in return for job benefits, promotions or continued employment. But sexual harassment in the workplace can consist, as well, of many other activities, including:

• posting sexually explicit photos that offend employees telling sex-related jokes or jokes that demean people because of their gender
• commenting inappropriately on an employee's appearance requiring employees to dress in scanty attire repeatedly requesting dates from a person who clearly isn't interested having strippers perform at a company gathering, and stating that people of one gender are inferior to people of the other gender or can't perform their jobs as well.

In short, any hostile or offensive behavior in the workplace that has a sexual component can constitute sexual harassment ---and it is illegal.

Although sexual harassment is most often behavior engaged in by men against women, the law protects both genders from being sexually harassed on the job.