Yes, unless you're an independent contractor, in which case the burden is on you to sort it out between where you "live" and "work".
This is no different than anything else really. The most recent thing prior to this that sort of impacted the general public was the sales tax on things bought on the internet.
Every state has it's own regs for banks, insurance, estates, businesses, etc..
However, medical insurance became more federal with the advent of commie care.
So is there a commie care type "solution" here? I'm not sure it's necessary. You still have to define a primary address with the IRS under whatever those rules are. I presume this is the same address used on state forms unless there's some loophole I'm unaware of.
Tax and withholding is not likely to be a big deal for employers as they will typically hire accountants that have easy access to info on the different jurisdictions and rates.
The only real wrinkles come up with legal issues in that the employer may have some policy that is allowed in one state but not another.
I disagree with this somewhat. In most companies it is not a hired or outside accountant that processes the payroll, and in my experience, a lot of accountants, even CPA’s do not know that much about payroll.
This is why it is important for companies to hire an experienced payroll person who is aware of and well versed in payroll taxation and regulations, compliance issues especially when multiple states are involved.
Even if the company is utilizing ADP or Ceridian, etc., for payroll, it is incumbent on the company’s payroll staff to set up employees properly so the correct taxes are withheld and remitted, and those payroll processing companies will not give tax advice and often their customer service reps are clueless.
The company also needs someone, whether that be HR and or PR who is knowledgeable or at least able to research wage and hour issues. Do you have an employee working in a state that has a higher minimum wage than the federal minimum wage or working in a state such as California (and others) where you are required to pay a terminated employee all wages due at the time of termination? Most accountants are clueless on these types of compliance issues.