Author: Felix Mwania

  • How often should I pay my employees?

    How often should I pay my employees?

    How often should I pay my employees?

    How often should I pay my employees? What kind of schedule is easy and convenient for my employees and myself the employer?

    There’s a big secret you might be missing out on. 

    Ready to hear it? 

    You’re probably over paying when it comes to payroll processing costs.

    How? 

    You may just be paying your employees too often. 

    That’s not to say that you’re employees don’t deserve to be paid often. Of course they do. However, it’s important to make sure you’re not over spending. 

    Your pay frequency can play a big role in how much you spend on payroll processing. 

    If you use a payroll service there’s a cost for each check. Even if you do your payroll in-house, there’s the cost of employee labor, paper, and ink to consider. 

    “So how often should I pay my employees?” you’re asking. 

    The answer, quite simply, is that there’s no one size fits all solution. 

    Only you can determine the best method for your business. The only way you can make the decision is by understanding how pay frequencies work. 

    What does “pay frequency” mean? 

    Finding the best pay frequency system requires fully understanding the term “pay frequency.” 

    In essence, pay frequency refers to the amount of time between pay days. 

    Put another way, pay frequency is the gap of time that elapses between one pay period and the next. 

    There are a lot of factors that determine the kind of pay schedule your business adapts. One of the biggest components can be the processing costs per check.

    Whether you process your payroll in house or outsource it, there are always costs.. 

    Another thing to remember is the kinds of employees you have..

    If you business employs individuals who make lower wages, or are in-between  jobs, you might want to consider a more frequent payment schedule. 

    The next important consideration is how your employees are paid. 

    Employees that make an hourly wage usually have different pay cycles than salary employees..

    Finally, you should always be attentive to state laws and adhere to them strictly.

    State pay day requirements

     Stumped on finding an answer to the question, how often should I pay my employees? The best place to start is by examining the laws of your state.

     Laws can vary significantly across the country. However, there are a few basic, unchanging principles you can count on. 

    Firstly, state laws only regulate how long a pay frequency can extend. In other words, they determine a limit the time between pay periods.

    By law, you cannot pay employees less frequently than the guidelines of your state. On the other hand, there are no restrictions when it comes to paying your employees more often. 

    For example, the state of Kentucky requires employers to pay employees twice a month.

    However, anyone doing business in Kentucky can choose to pay employees on a bi-weekly or weekly basis. They just can’t pay less frequently.

    Some states also map out specific guidelines. These include details about when compensation should occur, overtime, and even how often certain occupations should be paid. 

    That’s why its really important to become familiar with the laws of your state. Keep an eye on those regulations when deciding which of the five payment cycles to choose. 

    The five pay frequency options

    Still wondering, “how often should I pay my employees”? There are six main payment schedules to choose from. 

    What works well for your particular business may vary. Usually, the leading factor in this decision will be the number of employees your business has and whether mostly are salaried or hourly. 

    Weekly

    Generally, hourly, and especially low wage employees like weekly checks. Although the amount is smaller, the pay frequency is higher. However, the cost of payroll processing can really add up.

    If you have fewer employees, the price of processing may not be that significant. Statistics show that 32 % of small businesses with 1-9 employees use a weekly pay schedule.

    15%Popularity at AccuPay

    Bi-Weekly

    Bi-weekly is popular among businesses that employ more than 100 employees. In a study conducted by the U.S. Bureau of Labor Statistics, nearly 58% of small business, with an employee headcount ranging between 100-249, said they use a bi-weekly pay schedule.

    Don’t confuse this option with semi-monthly. This pay frequency consists of printing checks every two weeks at consistent intervals (like every other Friday).

    50%Popularity at AccuPay

    Semi-monthly

    Semi-monthly is the process of paying twice a month on specified dates (such as the 15th and 30th of every month). Almost 21 % of smaller companies (those with 1-9 employees) reported using this method.

    This pay frequency isn’t quite as popular because selected dates can fall on weekends.

    25%Popularity at AccuPay

    Monthly

    This is the least appealing pay frequency to employees. Depending on occupation and how much they make, a monthly pay frequency might make balancing living expenses difficult.

    Monthly payroll is the least used option among both larger and smaller businesses, ranking in at about 1% and 15% respectively.

    4%Popularity at AccuPay

    Quarterly

    In quarterly schedule, employees are paid every quarter (once every 3 months). As a typical pay schedule, the option is probably as rare as a daily pay cycle.

    However, bonuses are often paid according to a quarterly pay schedule. For partnerships, or small businesses owned by a single manager, this option may also work.

    0.5%Popularity at AccuPay

    Annual

    Annual payroll is rare in a general sense but very popular with solo business owners. Some business owners choose to pay themselves only once a year, hence the annual payroll.

    This kind of schedule requires that you file zero returns on a quarterly basis, for the months without payroll.

    Not many payroll bureaus offer annual payroll schedule, and if they do they charge a monthly minimum fee whether you process payroll or not.

    AccuPay does not charge a minimum monthly fee. Instead, we charge $25.00 per quarter for filing quarterly returns.

    1.5%Popularity at AccuPay

    Weekly

    52 Pay runs per Year

    40 Hours per Weekly pay run for Salaried Employees

    $17.50 / Pay Run + $1.75 per check

    15% Popularity

    Bi-Weekly

    26 Pay runs per Year

    80 Hours per Weekly pay run for Salaried Employees

    $35.00 / Pay Run + $1.75 per check

    50% Popularity

    Semi-Monthly

    24 Pay runs per Year

    86.67 Hours per Weekly pay run for Salaried Employees

    $35.00 / Pay Run + $1.75 per check

    25% Popularity

    Monthly

    12 Pay runs per Year

    173.33 Hours per Weekly pay run for Salaried Employees

    $55.00 / Pay Run + $1.75 per check

    4% Popularity

    Annual

    & Quarterly

    1 or 4 Pay run per Year

    Depends because this is a special pay schedule

    $55.00 / Pay Run + $1.75 per check

    2% Popularity

    Conclusion

    At the end of the day, selecting the best payment frequency is going to be all about the circumstances of your business. 

    If you can’t determine the best way to answer, how often should I pay my employees, the start can be simple. Begin by analyzing the size of your business, the number of employees, and how much they make.

    Keep in mind that you want to strike a careful balance. Aim for a balance between what’s cost effective and what satisfies your employees needs.

    Tipping too far on one side of the scale can  bleed your business dry. Leaning too far to the other side can send employees running for the hills.

    Before you make a firm decision, do the math. 

    Examine the results you get. If the price seems reasonable and it won’t put strain on your employees, go for it. 

    Once you figure out the right schedule for you business, you’re likely to some save money. You can set aside the saved funds towards projects designed to advance your company goals, or even give your employees a raise. 

  • How to find a great bookkeeper for a small business

    How to find a great bookkeeper for a small business

    How to find a great bookkeeper for a small business

    So you made the decisions to step out into the marketplace and put up a sign that reads “Open for Business!” Building a successful business is an incredibly rewarding experience. But there’s a lot to do and there’s a lot to learn. Here’s what you need to know about how to find a great bookkeeper for a small business.

    Do I need a bookkeeper?

    There’s some differences of opinion about when you will need a bookkeeper, but there is zero disagreement that you will need one.

    Look at it like this:

    Say you work for somebody else while learning a marketable skill. After a little while, you get pretty good at that skill and decide that more of the revenues should go into your pocket than into the pocket of your boss. So you strike out on your own.

    Now 100% of the revenues come into your hands. But at the same time, now you’re responsible for all the other parts of the business that your boss used to take care of. Sales, marketing, and accounting being the very least of these.

    The bootstrapper in you might advise you to tackle these all on your own to keep all the revenues to yourself.

    Now it’s true that you will need to understand the fundamentals of business. But there is a trade off. There are only so many hours in a day – and most of the working hours should be spent doing the thing that makes you the most revenue.

    So now it’s simple math.

    Economists like to use the expression “Opportunity Cost”. Doing one activity for an hour comes at the expense of doing something else for an hour. So ask yourself, do you make more money by selling your skill for seven hours and then doing the books for one? Or do you make more money by selling your skill for eight hours a day and paying an expert to do the books once a week?

    The wonderful thing about the “numbers” part of your business is that you can outsource it. When you’re getting started, you can hire somebody to do that work for you a handful of hours a month. Many new businesses start with a bookkeeper from day one to make sure it’s done right the first time, every time.

    Double entry accounting can be very confusing, and it’s easy to make mistakes. Starting with a bookkeeper early means you don’t have to pay someone down the line to fix bad records. Learning how to find a bookkeeper can be a lesson in learning how to delegate – something new business owners struggle with.

    So… what’s the difference between a bookkeeper and an accountant?

    Strictly speaking, “Accounting” is a set of rules to track all the transactions in a business. When done correctly, you’ll have an accurate snapshot of your business on paper.

    There’s two main reasons to do this:

    • For External Users: You need to do this to pay your taxes. You’ll also need to do this if you want to, say, take a loan from a bank. You need a no-nonsense record of your business that is standardized.
    • For Internal Users: How much did you make this month? How much did you spend? Are you carrying too much debt? Is it worth while to take on more debt to open a second shop?

    Accounting lets you know what’s going on in your business in the most boiled-down way possible and make smart choices about what to do next. Think of the financial statements like the dashboard in your car – they give you everything you need to know to run smoothly.

    The field of accounting has people with different training and skills in it. Bookkeepers are trained to efficiently do the bulk of the day-to-day tasks that are largely repetitive. They range from people who’ve earned certificates, to people who’ve learned completely by experience.

    A CPA, on the other hand, is a person with a degree in business/accounting who then went on to become accredited in a professional association. They have to spend both time and money to maintain the CPA title.

    Put simply, for the person starting their business from scratch, you’ll need to work with a bookkeeper every month. A CPA on the other hand, you might only need to see once a year (tax time).

    How to find a great bookkeeper for a small business

    CPA is a legally protected title – meaning that you have to go through certain steps to obtain and maintain it. Bookkeeping, on the other hand, is not a legally protected term. Meaning that a person can call themselves a bookkeeper whether or not they’ve had any formal training.

    So it’s not about how to find a bookkeeper, it’s about how to find a great bookkeeper.

    There are many different schools that will train people to become bookkeepers that issue certificates upon successful completion of the program. It’s advisable to only work with professionals that have completed one of these programs.

    There are a few places to find someone who can provide bookkeeping services. There are bookkeepers that will work directly for CPA firms, there are bookkeeping businesses, and there are freelancers who work with multiple clients.

    Consult several bookkeepers first

    For most new business owners, it makes sense to start small. Arrange for consultations with a few bookkeepers to discuss your business model and your needs. New businesses are all a little different; some have relatively few transactions to record, others will have a large volume. They will offer you a quoted price (either an hourly rate or a fixed monthly/quarterly rate) and you can select the professional that you like.

    Next, your bookkeeper will walk you through what information to send them. Some will require paper documents, but increasingly you can submit electronic copies.

    Learning how to find a bookkeeper is only the first step. As your business grows, so too will your reliance on the bookkeeper. You may get to the stage that you may wish to hire one outright.

    As a rough rule of thumb, you could start thinking about hiring a permanent employee if/when the person you outsource your bookkeeping to is keeping busy for at least three full days a week. A new employee could possibly fill some of your other administrative needs.

  • 16 top triggers for an IRS audit

    16 top triggers for an IRS audit

    16 top triggers for an IRS audit

    Have you ever wondered what the top triggers for an IRS audit are? Well, now that the season for giving is nearly over, the new year will bring a different kind of season.

    Tax season, to be exact. 

    I know, just the thought of it is enough to make you scowl like Ebenezer Scrooge on his worst day.

    Before you begin brooding, there are a few important things you should know. 

    The good news is there are only a handful of reasons why people get audited in the first place.

    Odds are, unless you’re super wealthy or make an alarming error, you’ll probably never face an audit. 

    Sometimes things do happen, however. 

    You can steer clear of the frustrations of an audit by keeping these 16 top triggers for an IRS audit in mind. 

    1. Too many schedule C losses

    Sometimes, your business can have a bad year. It happens. 

    However, if your business reports signficant losses three or four years out of five, you might find an IRS agent at your doorstep giving you the funny look, 

    The reason for this is that claiming zero profits and considerable losses over a consistent period puts the legitimacy of your business at risk. 

    The IRS will require you to show evidence that you truly intend to make a profit. 

    If you’re wondering factors could trigger and IRS audit you’ll find that the main reason is usually attached to suspected fraud. 

    People have been trying to not pay taxes since taxes were invented. If it’s been tried before, even if you aren’t engaging in fraudulent behavior, the IRS will look into it. 

    2. Home office deductions

    If you occasionally use your home office for work, it can be tempting to add a lot of deductions here.

    However, this is an area that IRS carefully examines because it’s teaming with fraud.

    So unless you use your home office on a regular basis for business purposes avoid claiming deductions that don’t actually represent your typical work week. 

    3. Failing to include a Form 1099

    If you receive multiple 1099 or W-2s, it’s really important you list that income on your tax return.

    This is one of the most common answers when people wonder what the top triggers for an IRS audit are.

    Failure to list all your income is a big deal. And that IRS knows if you’re not being honest. 

    The IRS receives a copy of all these forms, which are stored in a database. Computers will  then crunch the numbers analyzing and looking for any mismatch. 

    If the figure you list on your return doesn’t match the figure in the database, you could find yourself faced with an unexpected bill in the mail.

    4. Too many unreimbursed business expenses

    When it comes to business, this is the biggest slip up of the top triggers for an IRS audit.

    Large write-offs for business meals, travel, and entertainment send off alarm bells. 

    If you do spend a lot on meals, travel, or entertainment when it comes to your business, always make sure you keep all receipts, especially for accommodation that exceed $75.

    5. Early IRA or 401 (k) payouts

    Taking out an early payout, or loan, from your 401 (k), puts your tax return under some scrutiny.

    Early payouts are subject to a 10% penalty, unless qualified for an exception. Nearly half of all the individuals given a second look by the IRS made errors on their returns in regards to their retirement payouts.

    For this reason the IRS generally pays strict attention to anyone who receives a payout before age 59.

    6. Too many, or too large, charitable deduction claims

    If you claim charitable donations that don’t match up with your income level, you can instantly become a target.

    Additionally, failure to file Form 8283 for donations made that exceed $500 or failure to get an appraisal of donated property can also make you live bait for an audit.

    7. Failure to report extra income

    This is one of the most important top triggers for an IRS audit. 

    While you may not forget to report 1099 or W2s, it can be easy to overlook other forms of taxable income you make throughout the year.

    These can include brokerage accounts, income from a rental property, and even using the funds from a college savings account. 

    Another form of “income” that is often overlooked during the filing process is big earnings from Gambling. Gambling earnings must also be reported to the IRS via form 1040. 

    8. Claiming too many small business deductions

    Another area where you can end up in hot water with Uncle Sam is filing too many deductions for your small business.

    Even if those deductions are completely creditable, they can still warrant an audit because so many small businesses try to squirm their way out of paying taxes by claiming large deductions, or not reporting all of their income. 

    Always make sure that the deductions you give yourself are completely warranted and can be backed up a paper trail. 

    9. Using a tax preparer with a bum rap (bad rap)

    You know the saying, “if it looks like a duck…”?

    Although you might have rolled your eyes at your parents when they gave you that lecture during your angsty teenage years, it still rings true with the IRS.

    Using a tax preparer that is under scrutiny with the IRS will most likely get you put under the financial microscope.

    Before selecting a tax preparer, do your research. 

    Should you discover that your tax man is not all he’s cracked up to be too little, too late, having your financial records readily available can make your unwanted time in the limelight go by much smoother. 

    10. Small errors

    Mistakes happen. But some times a teeny-weeny error can turn into a huge miscalculation. 

    Sometimes there’s no help for it. You can carefully review your return and still wind up making a mistake. 

    Unfortunately, this is one of the top triggers for an IRS audit.

    The most important thing to know is that getting audited over a small mistake is not the end of the world. 

    However, there are some clumsy errors you ought to do your best to avoid completely, like using round numbers, especially when it comes to deductions. 

    Other negligent mistakes include writing in the wrong social security number, typos, and failure to sign. 

    Always make sure you review your return carefully because these mistakes can be costly.

    11. Not filing, or filing late

    An even bigger blunder that can  happen is forgetting to file your return. 

    Failure to file, or file on time, will cause the IRS to file a return on your behalf using the information in your W2s and 1099s. 

    However, what the system won’t account for is your deductions, which can hurt–a lot.

    12. Vague deductions

    If you don’t know what exactly it is you are claiming on your tax return, odds are an IRS agent also has no clue.

    That’s why it’s really important to study up on what deductions you’re eligible for given your income and personal circumstances. 

    If you’re really at a loss, the best thing to do is to seek the help of a reputable tax professional. 

    13. Claiming earned income credit

    Tax credits are another area where the IRS may just give you a second look. 

    For anyone who’s curious to know what could cause you to get audited by the IRS, this is another big trigger.

    Tax credits can be difficult to calculate and extremely attractive since they’re refundable, which makes the IRS suspicious. 

    Claiming a large income tax credit despite having a big salary will most likely trigger an audit. 

    So always claim credits that are applicable to you. 

    14. Taking a huge pay cut

    Significant drops in your income without much reason for it also raises some red flags for ole Uncle Sam. 

    Losing your job is one thing. Being steadily employed for years and earning significantly less will make the IRS suspect fraud. 

    The same goes for significant dips in profit that seem inexplicable. 

    If you suffer either of these you might just become the target of an audit. 

    15. 100% use of a business vehicle

    This is a claim that can have an IRS agent all over you faster than a shark in bloody waters.

    Odds are you probably don’t use a depreciated vehicle solely for professional purposes, and IRS agents know this.

    If you do in fact own a vehicle that you only use for work, it’s really important that you keep your mileage and frequency of use records up to date.A great tool to keep mile log is MileIQ.

    16. Making large bank transactions

    The final point to note of the 16 top triggers for an IRS audit is questionable activity.

    Though you may not be aware of it, your bank reports suspicious activity to the IRS.

    While you may not be doing anything fraudulent, large wire transfers or deposits that exceed $10,000 or happen on frequent basis can raise some eyebrows.

    If you really want to avoid an audit, don’t give Uncle Sam a reason to come poking around in your finances.

    Do these 16 top triggers for an IRS audit make sense?

    When it comes to dealing with the IRS, detailed records are your best friend. 

    Keeping careful logs of expenses can be a life saver in the event of an audit. 

    Detailed records can also do wonders for tax deductions. That’s why it’s so important to keep track of your financial activities throughout the year. 

    If you have the evidence to back up the claims you made on your tax return, you’ll always be in the clear. 

    However, simply keeping good records isn’t enough.

    You also need to have a firm grasp on how taxes work.

    Should you struggle to understand the process, the safest bet is to seek out a tax professional or program that specializes in filing.

  • How much does payroll cost?

    How much does payroll cost?

    How much does payroll cost?

    During initial conversations with prospective clients this question comes up more often than not: “So, how much does payroll cost?”

    Many payroll bureaus do not have a straight answer, but it should be very easy to answer unless there is something your rep is hiding.

    And let’s not forget that payroll is an essential element to your business, even if it’s a back-office function. 

    It’s how you pay your employees–your biggest assets. 

    However, sometimes processing the payroll can feel like setting sail into uncharted, and rocky, territory.

    Payroll is one of those things that sparks a lot of questions, and, unless you are an expert, sometimes finding the right answers can be frustrating.  

     It’s easy to get caught up in the world of form 941, worker’s comp, and pay periods. 

    While these functions are important, you may be overlooking an even more important question.

    Are you overpaying for payroll?

    At first, it might not seem like you have much of choice. You need a user-friendly system that gets the job done fast.

    You also need a service provided by a reputable company. “That already narrows down my options significantly,” you’re saying. 

    Well, not exactly.

    It might seem strange to think of your payroll system as a service you can shop around for, but the truth is you can. And there are plenty of options that range in price, quality, and size. 

    But deciding between these options can be difficult without understanding one thing: cost

    “So how much does payroll cost?” You’re wondering.  

    I’m glad you asked. You can use the following guideline as a reference sheet to finding a better, cheaper option. 

    Basic payroll vs. full service payroll

    The first factor that comes into play when assessing the cost of payroll is choosing between two types: basic and full service. 

    In the simplest terms, basic payroll is essentially software. You pay for this software and then use it to process payroll.

    The thing about this software is, however, that YOU  do most of the work. You do all the filing, you set up direct deposit, and you have to figure out taxes. 

    Unless you’re a payroll pro, that’s a lot of extra work. 

    Basic also allows you to create and print checks. And if you’re really lucky you much just have access to support. 

    In contrast, full service gives you more options. It includes tax filing, W-2 filing, checks or direct deposit, and tax liability payments. 

    Great systems also provide you with an employer/employee portal, where employees can access their payments and info.

    From these portals you can also manage worker’s comp, paid time off, attendance, and benefits.

    And the best part? You don’t have to worry about any of it!

    The cost of your payroll system

    Trying to figuring out how much does payroll cost? There are a range of variables to keep in mind. 

    Here’s a brief break down:

    Basic Payroll

    Full Service 

    • Per check cost: $1.50-$6.00
    • Large bureaus base fee: $150 
    • Price per W-2 at large firm: $6 
    • Smaller payroll firm base charge: $50
    • Price per W-2: $3
    • Per check cost: $0.80-$2.00
    • Per run Fee: $40 and up. Depends on frequency
    • Direct deposit and Tax Filing: $4-9 
    • Add ons: Fees for adding or dropping employees.
    • Processor wages: IF you pay an employee to process the payroll this is also added to the cost. 
    • Price of paper and Ink for checks

    The nice thing about about full service payroll is that your dollar goes farther, especially if you select a smaller payroll firm. 

    What’s more, with full service you don’t have to worry about creating checks. Firms will either send them to you electronically or deliver them. 

    You also don’t have to worry about setting up direct deposit, and all the necessary tax forms all filed for you. 

    Most services will also provide you free any-time support.

    However, if you’re skeptical that ANY payroll bureau would have your back, you’re probably right. Not all payroll firms have the same priorities. 

    Large payroll bureaus vs. small payroll firms

    While full service can be the better option if you’re not an expert in payroll, you can still end up over spending even with a full service plan.

    How? By selecting a big payroll business as your provider. 

    I know, I know. But before you start rolling your eyes, let me explain. 

    Big payroll firms depend on their well-known brand of payroll to pull you in. 

    They might even initially offer you an incredible deal. 

    Then, months into your service, they hike up their rates. If you’re a business owner with ten employees, you can suddenly find yourself paying over $2,000 for payroll. 

    Additionally, while you might have access to over the phone support, you’ll have to remain on hold until a representative is available to speak to you. 

    And then, when you finally get a hold of a representative, their service is impersonal at best. 

    With bigger firms you usual end up paying more for the same exact service that a small payroll company can provide (if not better). 

    Smaller bureaus provide easy access to a live person at almost any time and also supply customized payroll features. This allows you to have payroll that is tailored to your specific business, something bigger companies can’t provide. 

    However, the best thing about smaller payroll firms is that they’re far less expensive than the payroll giants.

    Not only do these bureaus give you free features like employee benefits, worker’s comp, and HR managment (things you would have to pay for with bigger firms), but also they tend to be on the cheaper end of the spectrum. 

    The fact that you won’t have to worry about a shocking price increases is like icing on the cake. 

    Why AccuPay?

     Now that you know how much does payroll cost, you can begin shopping around for a better deal.

    Don’t be afraid to hold out for a fairly priced option. However, one caveat to keep in mind is that you also want a reputable and dependable company. 

    If you’re looking for an affordable and quality option to get your payroll done (and get it done right), that’s where AccuPay can step in. 

    AccuPay is a small payroll bureau designed for small businesses. 

    The fact of the matter is, it doesn’t make sense to pay $6 per employee on top of extra charges, and with AccuPay you never will.

    So how much would processing payroll with AccuPay cost? AccuPay is fairly priced, and we intend to keep it that way.

    [CP_CALCULATED_FIELDS id=”1″]

    With our service you’ll pay a small base depending on your frequency plus $1.75 per employee. Year end W-2s cost a base of $50 plus $2.00s per form–far less than what big firms will charge. 

    What is included in this? Read more on the pricing page.

     And you’re not compromising anything. You get integrated HR, access to additional management services, an employee self-service portal, and much more. 

    If you’re looking for great one-on-one customer service, reliability, and an excellent payroll system, you can’t go wrong with AccuPay. 

    Conclusion

    When it comes down to it, you shouldn’t have to overpay for payroll. 

    Nor should you feel stuck paying for a big name company’s payroll just because there are no other options. 

    There are plenty. Understanding how much does payroll cost can help you select the right one. Don’t settle for less than a great payroll company with a good rate. 

    No matter the payroll system you end up chasing, get a contract that says that any price increases will be agree upon by both parties.

    Or, at the very least, the contract should give a provision that the company will give you notice of a price increase 60 days before its effective date, giving you time to get out if need be. 

    You always have room to negotiate the terms that work best for you. 

    So don’t tolerate price creeps! Go out there and find an affordable payroll system that works for you. 

  • Eight tips on how to talk about money with kids

    Eight tips on how to talk about money with kids

    Eight tips on how to talk about money with kids

    Successful families talk about finances. Passing traditions, values and beliefs onto the next generation isn’t happenstance. The older generation must cultivate their wisdom and experience and communicate it to the younger generation and learning how to talk about money with kids is no different.

    Once children reach their adult years, the training wheels largely come off and it’s now up to them to manage savings accounts and credit cards. The Millennial generation is exposed to more advertizing and mixed information than any generation that preceded it. Budgeting and investing is not intuitive, and it’s a skill that takes time to learn.

    Parents can no longer dictate everything their adult children do, but they can engage with them as adults to give them advice on how to plan for their financial future. Here are eight tips on how to talk about money with kids:

    One: Give advice, not a lecture

    Keep your advice concise and to the point. Consider having a conversation about a small topic like the difference between credit card options and a line of credit, and give them some space to reflect on how the different kinds of financial charges would look like in their own situation.

    You can give more advice as needed, or pass them some good articles to read. If they want to engage more, great. But one way or the other, they need to internalize these lessons on their own.

    Two: Let them know you are human, too

    Your children can benefit as much from hearing about your smart moves as they can from hearing about your blunders. Everyone makes bad choices in the moment, or choices where they didn’t understand all the consequences.

    If you have a story of getting out of bad debt, or realizing you should have started saving for retirement ten years earlier – tell it. Lots of financial advice comes in the abstract, but the true story what happened to a real person in their lives will make a stronger impact and could be make all the difference in their own choices.

    Three: Learn to be okay with their choices

    Your kids aren’t going to take all of your advice. You can do the best job in the world of selling them on the idea of setting aside money for an IRA one day and watch them blow their monthly budget on a spending spree the next.

    It can be frustrating to let go. Parents that are too judgmental or visibly disappointed with their children’s choices can drive a wedge in the relationship. If you show them that you can keep your own emotions in check, you build more trust and openness.

    Four: Set rules and boundaries for financial support

    It’s fairly likely that your children will need at least some form of financial assistance at some point after they leave home. That could mean sending them some money to cover a power bill or for groceries, or that could mean co-signing for a loan, or even having them moving back in with you at some point.

    It’s up to you to decide how far you’re willing to go, but it’s a good idea to be open about that. You could go as far as having an explicit conversation about how much you’re willing to help (or not). It’s completely appropriate for you to set up boundaries and expectations.

    Maybe you’ll be willing to bail them out of credit card debt once. Or maybe you’ll give them a $1,000 loan under the condition that they pay it back in six months and that they start setting aside $100 a month for an emergency fund. A positive constraint could be something like allowing them to move back your home for one year, but they have to show that they are contributing $200 to an IRA every month.

    Whatever the arrangement, the key is to communicate clearly and that they give their agreement.

    Five: Talk about investing

    Your situation is generally going to be different from theirs; but, it’s a good idea to start a dialog about the different investment approaches out there and how that might fit in with their lives.

    Compound interest works in the favor of the young. Even modest investments can have a big impact down the road. If they’re in a position to, encourage them to start early.

    Remember that this is a big topic and much of it will be new to them. What is an asset class? An Investment Portfolio? It’s a good idea to talk them through your portfolio and your past because it will make it real to them.

    Interested to learn a little about Individual Retirement Accounts (IRA)? Here are five reasons to contribute to an IRA today.

    Six: Do as I do (not as I say)

    It makes an impact on children getting to see parents taking their own advice. One strategy for how to talk about money with kids is show them something real. Maybe it’s time for you to cut some of your impulse spending to set aside some extra savings?

    Seven: Don’t keep your net worth a secret

    It’s fairly common for parents to shy away from discussing matters of inheritance. Particularly in families that have built up significant wealth. There’s a fear of the idea letting young adults know they’ll receive a windfall down the line will demotivate them from pursuing their own career and financial independence. This is a legitimate concern.

    Consider the idea of opening up rather than closing down.

    Tell them your concerns and your feelings. There’s a lot of satisfaction that comes from building one’s own legacy. Let them know that you trust their character, but that there’s a dark side to wealth that you want to help them avoid.

    Eight: Have a family discussion about finances once a year

    This is where you talk about your retirement plans and changes to your estate. This is another example of leading from the front. Your financial situation and your net worth has an effect on your family’s future for sure, but it’s also another opportunity to make a powerful impression on your children and gives them an opportunity to contribute.

    They can ask questions and offer concerns, as well as share as much as they’re comfortable about their own situation. Being comfortable discussing finances is an important part of financial health.

    Learning how to talk about money with kids also opens the door to discussing important issues like your overall health, contingency plans for eldercare and end of life planning. Remember, they’re as concerned about your future as you are in theirs.

  • Major Tax Breaks for Homeowners

    Major Tax Breaks for Homeowners

    Major Tax Breaks for Homeowners

    Have you ever wondered what the major tax breaks for homeowners are?

    If you recently bought a house, you might have found yourself paying a lot of money in the first few years.

    Between  a downpayment, closing costs, home insurance, and any fees, you might just feel like you’ve signed up for more than you asked for. 

    While you might feel as though you’re paying through the nose, there’s a plus side. 

    You can actually end up seeing some of that money again in the form of a tax breaks. 

    How?

    If you’re a homeowner, especially a new homeowner, you qualified for some major tax breaks for homeowners. 

    If this is your first time hearing about these breaks, however, you might not know where to begin. 

    “Just what kind of tax deduction does my home qualify me for?” you’re asking. 

    The answer depends. However, no matter your circumstances you’re bound to find a few tax deductions that apply to your home. 

    Here are 9 major tax breaks for homeowners. 

    1. Property tax 

    Usually, a chuck of your loan goes to paying property taxes. Your lender will collect this sum from you each mortgage and then pay the taxes on your behalf once a year. Some home owners choose to make the tax payments themselves, hence no tax paid through their lender.

    Each year, you can use the annual statement you receive from your lender to claim a tax deduction . 

    New homeowners should keep in mind that if they paid a portion of their property taxes for 2017 at the end of 2016 that goes in their tax return for the fiscal 2016 year. 

    Additionally, when you  purchased the home, you and the seller paid a portion of the property taxes up front. That information should be available in your closing package.

    Remember, the portion you paid is tax deductible. 

    In general, you really want to keep tabs on the amount of property taxes you pay each year since its one of the major tax breaks for homeowners.

    If your taxes rise, you want to make note of that. You want to give the most accurate picture the amount of property tax you paid on your return. 

    2. Mortgage interest 

    Have you ever looked at where the majority of your first mortgage payment goes? 

    In the past, homeowners couldn’t really tell just where exactly their mortgage went. Now banks and lenders will usually provide you with some sort of online tool that shows you the break down of your payment. 

    It may shock you to discover that in the first few years most of your mortgage payments go to paying interest. 

    While this can be disappointing to hear at first, there’s good news. All of that interest is tax deductible. 

    The only caveat is the amount must be below $500,000 if you’re single, and $1 million if you’re married or purchased a house jointly. 

    The neat thing about this little perk is that it applies to multiple properties as well. Therefore, if you own another house, or even an RV, the interest you pay on the loan is deductible.

    However, you have to be able to prove that you spend sometime at this property. Otherwise the IRS will consider it a rental property and won’t deduct the interest. 

    3. Penalty free IRA payout

    If you’re under the age of 59 1/2 and request an early payout from your IRA, you’re likely to encounter an extra 10% income tax. 

    However, one of the exemptions to this steep tax rate is buying a home.

    The IRS allows you to pull up to $10,000 from your IRA to make a downpayment on a home, without having to pay additional taxes.

    Even better, having a spouse or being a legal guardian of a child or grandchild can also make you eligible to withdraw another $10,000 completely penalty-free. 

    Another option is to also borrow half the balance in your 401(k)–limited to $50,000. However, the interest you pay on this loan is NOT tax deductible. 

    Loans from 401k and other retirement vehicles can be tricky. Learn more about loans from a 401k account before you do it.

    4. Mortgage insurance 

    If you managed to make a downpayment on a house that was less than 20 percent, you probably got stuck footing the bill footing for mortgage insurance premiums, also known as private mortgage insurance (PMI).

    PMIs usually come in two forms. They’re either tacked on as a fee you pay on a monthly basis to your lender, or you pay the full amount upfront at closing. 

    Lenders use PMIs to protect themselves against the possibility of you defaulting on your loan, or foreclosure.

    The nice thing about this kind of insurance is that allows you purchase a home, even if you can’t afford the full downpayment.

    Even better: it’s one the major tax breaks for homeowners that is most definitely applicable if you paid a PMI. 

    There are a few things to keep in mind, however: 

    • The house must have been purchased AFTER 2007. 
    • Your gross income on your return must be below $109,000 OR below $54,000 if you’re married but filing separately. 
    • If you bought the house jointly, you can only file for a deduction for the amount YOU paid. (i.e, if you spilt the cost with another person, you can only claim half of the total amount). 

    5. Home improvements

    If you take out a home improvement loan, the interest you pay is also tax deductible.

    What’s more, renewing your home adds to the overall value, and increase your tax basis. Your basis is basically a tax estimation of what your home is worth. 

    In general, the bigger your basis the less profit you walk away with.

    But here’s where things get interesting:

    That rule doesn’t apply if your house sells for less than $250,000 if you’re single or $500,000 if you’re married. 

    In that case, increasing the value of your home is something you should definitely do.

    6. Mortgage points

    Sometimes to get a reduced interest rate on your mortgage, you have to pay “points” to a lender. 

    Points are basically fees that you pay upfront to your lender. 

    Here’s the thing:

    This can be a really useful strategy if high interest rates are slapped on the loan.

    Why? Because one point counts as 1 percent of your interest.

    This means that on a loan for $300,000, one point will reduce your interest by $3,000.

    While it might seem like a lot of money to fork over up front, it’s one of the major tax breaks for homeowners. All you have to do is file a 1098.

    7. Home office

    If you work from home, or run a business from your home, this is definitely among the best major tax breaks for homeowners you should take advantage of.

    However, according to Fool.com of the 26 million Americans that work remotely, only 3.4 million claim a home office deduction on their tax return.

    Why is that?

    Unfortunately, there’s a prevalent misconception that claiming a home office deduction on your return can lead to an audit.

    However, if you have the figures to prove it, you have nothing to worry about. Most of the time, the IRS won’t even look over it twice as long as everything matches up. 

    And there are big savings to be had by claiming a home office.

    First of all, you can write off whatever expenses it costs you to run your business from home, such as office supplies. 

    Additionally, there are portions of home expenses that can be deducted for your office. This includes things like a fraction of the electricity bill, home insurance payments, and even maintenance costs. 

    What percentage of these payments will actually be applicable to your tax deductions depends on the size of your office. 

    Something to be extremely cautious about, however, is only claiming this kind of deduction if you regularly work from home.

    This means that 9 times out of 10 you operate your business from home.

    This doesn’t include occasionally answering an email, or the infrequent all-nighter. 

    8. Energy tax credit

    Installing wind, solar, or another source of renewable energy to power your house also falls under one of the major tax breaks for homeowners. 

    The Residential Energy Efficiency Property tax credit is the equivalent of 30% of the cost of equipment and installation. 

    It doesn’t stop there, however.

    If you install wind, solar, or geothermal energy sources on your home, there’s no maximum limitation on the tax credit. It’s 30% of whatever YOUR expenses are.

    However, keep in mind that the same rules don’t apply for fuels cells. For these energy sources the maximum tax credit is $1000 per kilowatt. 

    9. Selling your home

    Remember, when you sell your home you don’t have to pay taxes on profits as long as the selling price is under the specified amount.

    In other words, if you purchased your home for $150,000 and later on sold it for $200,000, you walk away with a $50,000 profit that’s tax-free.

    Otherwise, your tax basis is subtracted from your selling price.

    So if you sell your home for $750,000 and your tax basis is estimated at $600,000, you walk away with $150,000 in profit. 

    Conclusion

    Although taxes aren’t something that anyone looks forward to (unless you’re some kind of an expert) it’s really important to remember that the IRS isn’t out to get you. 

    Unless you make millions a year, there are a variety of tax deductions that apply to your return.

    Even if you belong to the top ten percent, you can probably still find a few credits that apply to you. 

    Your home is a great place to start, but there are also other places were you can get a tax break too.

    Before you file your next tax return, think about what deductions can apply to you, and even consider doing some research. 

    At the end of the day, the more deductions you rack up, the more money you’ll see back in your pocket. 

  • 11 Tax Deduction Tips that Can Save you Hundreds

    11 Tax Deduction Tips that Can Save you Hundreds

    11 Tax Deduction Tips that Can Save You Hundreds (Part 2)

    Are you missing out on some serious tax deductions? It might surprise you that the most overlooked tax deductions can save you the most money. 

    No one likes to pay more money than they should, and taxes are no exception to the rule. 

    With April 17 fast approaching, you need a thorough understanding of the deductions and credits you’re eligible. This makes the difference between owing money and owing nothing. 

    But trying to navigate the murky waters of which tax deductions apply to you can be very difficult–especially if you don’t know where to look. 

    Looking for (legal) ways to pay less on your taxes? Keep these 11 money-saving deductions in mind. 

    1. Travel Expenses

    Wouldn’t it be great if you could deduct all your travel expenses? 

    Unfortunately, you can’t.

    But, in some cases, you can deduct the cost of baggage fees. 

    If you’re self-employed and travel for business, you can actually count these fees as business travel deductions.

    Additionally, there are a wealth of other travel expenses that are eligible. 

    Expenses incurred during temporary work assignments in other cities are just one example.  

    These include things like meals, accommodation, and transportation. It can also include expenses like laundry, parking, gas mileage, and even tips. 

    Here’s the deal:

    This only applies when you’re working away from home for one year or less.

    Also, being in the National Guard allows you to write off travel expenses associated with drills or meetings. 

    Members traveling 100 miles or more can deduct lodging expenses and half the cost of meals. If you use your car to drive to these drills, you can also deduct a portion of this expense as well.   

    2.  Medicare Premiums 

    If it surprises you to hear that medicare premiums can be tax deductible, you’ll understand why this falls high on the list of the most overlooked tax deductions. 

    Under many circumstances, having medicare parts B or D makes you eligible for a tax break.

    How does the deduction work? 

    Essentially, you claim your medicare premium–the amount you pay each month–as a medical expense.  

    You can claim this break under two circumstances: being 65 or older OR being self employed. 

    And there’s even better news: 

    If you’re self-employed this tax deduction isn’t subject to the 7.5 percent Adjusted Gross Income (AGI) test applied to seniors. 

    However, to qualify, you cannot be covered under a health plan provided by an employer or spouse. 

    3. Day Care Credit

    Are you a busy parent who relies on child-care services? Well, the IRS is reimbursing you part of that money. 

    The child and Dependent Care Credit is worth 20 to 35 percent of any child-care service needs. 

    There are a few caveats, however. 

    Firstly, the child must be age 13 or younger.

    There are some exceptions, however. For example, disabled dependents can be of any age. 

    Additionally, these child care services must have enabled you to work or search for work.

    Finally, the IRS will only cover up to 35 percent of $3,000 for one child, or 35 percent of $6,000 for two children.

    Eligible expenses include the cost of babysitting, daycare, or summer camp.  

    But there’s one other way you can save money.

    When it comes to child care, one of the most overlooked tax deductions isn’t really a deduction at all. 

    If your employer offers a child-care reimbursement account, this allows you to use pre-tax dollars to pay for such costs.

    This money isn’t taxed, and you’re reimbursed the full amount rather than 35 percent.

    4. Lifetime Learning Credit

    If you, or anyone in your household, are students, you may apply for the Lifetime Learning Credit.

    There’s no limit on the number of years for which you can claim this credit.

    The credit applies to those enrolled in an institution for at least one academic period at the beginning of the tax year. Taking higher education courses to enhance employment skills also make you eligible. 

    No matter you’re age, you can qualify for this credit.

    For example, taking courses at community college even after retirement also applies to this credit. 

    5. Bonus Depreciation Credit

    For business owners, bonus depreciation is a great way to save money. 

    If you bought business property in 2016, bonus depreciation allows you to take a 50 percent deduction in the first year of service.

    The deduction is applicable to all businesses and applies to most equipment. This also includes things such as computers software. 

    As with most tax laws, however, there are stipulations.

    First, your business must be a first-time user of the property. Next, only certain types of property are included in this deduction. These include water utility and improvement properties. 

    Another money-saving break is something called “supercharged” or “beefed up” expensing. 

    Essentially, this deduction allows you to write off the full cost of assets within first year you put them into service. 

    You can claim up to $500,000 for qualifying equipment as long as your business owns less than $2 million in assets. 

    6. Social Security Taxes

    The self-employed are eligible for a number of tax breaks. Unfortunately, this usually where you’ll find the most over looked tax deductions. 

    For example, one lesser known deduction involves the social security tax. 

    You can’t deduct the 6.2 percent you pay as an employee. However, you can claim a deduction if you’re self employed.

    If you pay the full 12.4 percent social security tax, you can claim a tax break worth 50 percent of the amount you paid.

    7. Alimony Legal Fees

    Legal expenses are rarely ever tax deductible, and a divorce is definitely not one of them. 

    However, if you secured alimony and sought the counsel of a lawyer in the process, you can claim his or her legal fee as an itemized deduction. 

    Albiet, this deduction gets bundled under miscellaneous expenses. 

    Remember, these expenses only become tax deductible once they exceed 2 percent of your income. 

    8. Tax Penalty Waiver

    Tax penalties occur when you file taxes late or make late payments. 

    And these penalties can seriously add up. 

    However, there are a few ways that you can get the penalty waived. 

     First time penalty abatement is the most popular. You qualify for this waiver if it’s your first time filing OR if you’ve had no penalties for the past 3 years. 

    But there’s also another way to get the penalty waived.

    If you’re a taxpayer over the age of 62, and recently retired, you can request a waiver.

    Why?

    Well, if you retired last year, it’s likely that you may have forgotten to make estimated tax payments. 

    if you’re use to having the taxes withheld from your paycheck, it’s an understandable mistake.

    But, if you forgot to pay them, you can request a penalty waiver on these grounds.

    9. State Income Tax Refund

    Most of the time your state income tax return is considered tax free. Itemizing deductions is only situation where this isn’t the case. 

    On the other hand, itemizing doesn’t automatically make a state income refund taxable. 

    If you deducted your State Income Tax on your federal return, then the refund is taxable. 

    If you itemize and deducted things like state and local sales taxes, then you’re still in the clear. 

    10. Student Debt Interest

    If you’re paying off college debt, it might please you to hear that there’s a tax deduction for interest on student loans. 

    Curious to know how it works?

    Each year, you can deduct up to $2,500 of student loan interest, depending on your income. 

    Additionally, if your parents pay the debt for you, the IRS handles it as though that money was gifted to you, and then YOU paid the debt. 

    That means that as long as you’re not listed as a dependent, you’re still eligible for the deduction. 

    11. Tax Credit for College Students

    Another bonus to being a student is that there are several tax credits and deductions that are applicable to your return.

    This includes this American Opportunity Credit. This credit is applicable to the first four years of college.  

    Additionally, the American Opportunity Credit is refundable. This means that anything left over from the credit gets refunded to you–up to $1,000 dollars. 

    In fact, this particular credit is one of the few that can save you thousands–up to $2,500 to be exact. 

    So don’t let it go to waste by overlooking it. 

    Conclusion

    Saving money is one of the best feelings, especially on your taxes. 

    So don’t pass up any opportunity. 

    Get informed about the tax law, the different forms, how they work. Having this knowledge readily available is the key to saving money. 

    Also, if you need advice or more information, seek out a tax professional. In most cases their understanding can save you even more.

    When it comes to your taxes, the best course of action is to become active and involved, especially when trying to find deductions you qualify for.

    Do this and tax season will be a breeze. 

  • California Law Updates and California Minimum Wage Updates (2021)

    California Law Updates and California Minimum Wage Updates (2021)

    California Law Updates and California Minimum Wage Updates (2021)

    Several new or amended employment laws take effect in California on January 1, 2021, including mandatory child abuse reporting, expanded crime victim leave, and increased minimum wages and exempt employee salaries.

    California Law Update: Mandated Reporting Training

    Employees who supervise and directly interact with minors, as well as “HR employees,” have been added to California’s list of “mandated reporters.” However, these employees are only mandated reporters if the organization has five or more employees and employs at least one minor. Mandated reporters are obligated to report known or suspected child abuse and neglect, and/or sexual abuse, to any of several state or county agencies. Failure to report is a crime.

    HR employees are defined as the employee or employees designated by the employer to accept any complaints of misconduct. This means that if your harassment or complaint policy directs employees to report acts of discrimination or harassment to their manager or supervisor, the CEO, a Board member, or any other non-HR person, that person is now a mandated reporter under the law.

    Employers of these newly mandated reporters must provide them with training on identifying and reporting child abuse and neglect. The state provides compliant online trainings here. Time spent taking the training is considered hours worked and must be paid.

    Employers must also collect a signed acknowledgment form related to these duties from each employee who is a mandated reporter. A template is available here.   

    The law does not say when the training must be completed, but since the duty to report takes effect immediately on January 1 and failure to report can have significant penalties, we would recommend training current employees as soon as possible and including this training as part of any new “HR employee” onboarding.

    California Law Update: Crime Victim Leave

    Previously, employers of all sizes were required to provide job-protected leave to victims of stalking, domestic violence, and sexual assault. That law has now been amended to include victims of any crime that caused physical or mental injury or a threat of physical injury. The law entitles employees who are victims to take time off from work to “obtain any relief.” This includes, but isn’t limited to, taking steps to ensure their or their child’s health, safety, or welfare, such as by trying to get a restraining order.

    In this California law update, employees are also entitled to leave if their family member has died because of a crime. For purposes of this law, “family member” includes children, parents, spouses, and siblings as well as anyone who has an equivalent close association with the employee. See the laws page in the HR Support Center for a full list of family members.

    As with the current crime victim leave law, employers may require reasonable advance notice of the need for leave, if notice is feasible, and if the employee isn’t able to give advance notice, the employer can require documentation. However, the law now states that a signed statement from the employee that their absence was for a covered reason is acceptable documentation.

    Finally, employers with 25 or more employees are now required to provide leave to all crime victims for reasons similar to those previously required only for sexual assault and domestic abuse victims (e.g., medical attention, counseling, safety planning).

    Employers should update their policies to ensure these changes are incorporated.

    Are you saving money and enjoying AccuPay’s amazing customer service? If you are not, check out how much we can save you. Our pricing beats all competition but most importantly, our services are stellar. 

    California Law Update: California Family Rights Act Reminder

    As we reported in September, significant amendments to the California Family Rights Act (CFRA) take effect on January 1. Most notably, CFRA will apply to employers with five or more employees.

    CFRA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for certain reasons, such as baby bonding. Additional details can be found on the HR Support Center by typing “CFRA” into the search bar.

    To be compliant with this California law update, employers are required to post a notice about employees’ CFRA rights. A compliant notice will be provided by the Department of Fair Employment and Housing (DFEH), but it has not updated the current CFRA notice with the new information yet. We recommend checking the DFEH website periodically; we expect it will be available before January 1.

    California Law Update: Pay Data Reporting

    Beginning next year, employers with 100 or more employees will need to report pay data annually to the Department of Fair Employment and Housing (DFEH). The first deadline is March 31, 2021. The DFEH has created an extensive FAQ that is available here, and additional guidance will be provided by regulations released in the new year. 

    Minimum Wages and Salaries

    California Minimum Wage: Statewide Minimum Wage 

    On January 1, California’s minimum wage will increase to $14 per hour for employers with 26 or more employees and $13 per hour for employers with 25 or fewer employees.

    For 2020 and the next three years, the state-wide minimum wage will be as shown in the table below:

    Effective Date

    Employers with 25 of Fewer Employees

    Employers with 26 or More Employees

    January 1, 2020

    12.00

    13.00

    January 1, 2021

    13.00

    14.00

    January 1, 2022

    14.00

    15.00

    January 1, 2023

    15.00

    15.00

    California Minimum Wage: Exempt Employee Minimum Salaries and Wages

    The California minimum salary threshold for exempt employees will increase to $1,120 per week ($58,240 per year) for employers with 26 or more employees, and $1,040 per week ($54,080 per year) for employees with 25 or fewer employees.

    The minimum rate for exempt computer software employees will increase to $47.48 per hour.

    The minimum rate for exempt licensed physicians and surgeons paid on an hourly basis will increase to $86.49 per hour.

    California Minimum Wage: Local Minimum Wages

    The minimum wage will also increase in the following cities:

    Item 1

    Locality/City

    Minimum Wage in USD

    1

    Belmont

    15.90

    2

    Burlingame

    15.00

    3

    Cupertino

    15.65

    4

    Daly City

    15.00

    5

    El Cerrito

    15.61

    6

    Half Moon Bay

    15.00

    7

    Hayward (26 or more employees)

    15.00

    8

    Hayward (25 or fewer employees)

    14.00

    9

    Los Altos

    15.65

    10

    Menlo Park

    15.25

    11

    Mountain View

    16.30

    12

    Novato (100 or more employees)

    15.24

    13

    Novato (26–99 employees)

    15.00

    14

    Novato (1–25 employees)

    14.00

    15

    Oakland

    14.36

    16

    Palo Alto

    15.65

    17

    Petaluma

    15.20

    18

    Redwood City

    15.62

    19

    Richmond

    15.21

    20

    San Carlos

    15.24

    21

    San Diego

    14.00

    22

    San José

    15.45

    23

    San Mateo

    15.45

    24

    Santa Clara

    15.62

    25

    Santa Rosa

    15.20

    26

    Sonoma (26 or more employees)

    15.00

    27

    Sonoma (25 or fewer employees)

    14.00

    28

    South San Francisco

    15.24

    29

    Sunnyvale

    15.24

  • Explanation of the Changes to The Employee Retention Tax Credit in The New COVID Relief Bill

    Explanation of the Changes to The Employee Retention Tax Credit in The New COVID Relief Bill

    Explanation of the Changes to The Employee Retention Tax Credit in The New COVID Relief Bill

    The Employee Retention Credit (ERC) of 2020 has been extended to 2021. This article gives a concise explanation of those changes to The Employee Retention Tax Credit in the new COVID Relief Bill. The new bill makes changes to Section 206 of Division NN of the CARES Act. These changes are made RETROACTIVE to March 12, 2020, and do NOTHING to change the computational aspects of the credit. 

    Rather, Section 206 opens the Employee Retention Credit (ERC) – for 2020 AND 2021 – to borrowers of a Paycheck Protection Program (PPP) loan, and walks through how a PPP borrower retroactively claims the credit for 2020.

    Then, you’ll want to devote some time to reading this. It’s a detailed analysis of the original ERC as enacted by the CARES Act, and walks through the computational aspects of the credit as they existed before last week, and as they CONTINUE to exist for 2020. This analysis will be vital to your understanding of the changes made to the ERC FOR 2021 ONLY by Section 207 of the latest relief bill. It is these changes that are the subject of this article.

    Assuming you are familiar with the above linked article, break down a section of the new Act – this time Section 207 – paragraph by paragraph.

    Extension of The Employee Retention Credit Program 

    First, please read this recap of the differences between the 2020 and 2021 Employee Retention Credit

    ERC Expansion

    ERC Round 1

    3.12.2020 – 12.31.2020

    ERC Round 2

    1.01.2021 – 6.30.2021

    Co-exist w/PPP loan?

    Yes, but not on the same exact wages

    Yes, but not on the same exact wages

    Eligible compensation base

    $10,000 per year per employee

    $10,000 per quarter per employee

    Rate of credit

    50% of eligible credit wages

    70% of eligible credit wages

    Maximum amount of credit

    $5,000 per year per employee

    $7,000 per quarter per employee

    Maximum credit per year

    $5,000 per year per employee (2020)

    $14,000 per year per employee (2021)

    Eligibility

    Gross receipts (GR) drop-or-full or partial suspension

    Same as 2020

    Initial gross receipts drop

    Gross receipts drop > 50%from same quarter in 2019. Example: 2Q 2020 had drop in GR of 52% compared toGR of 2Q 2019

    ERC eligible for quarter if gross receipts drop > 20% from same quarter in 2019. Election to use prior quarter’s gross receipts: [Safe harbor]. Look at previous quarter and compare it to same quarter in 2019 (to see if gross receipts drop by > 20%). Example: For 1Q 2021, look to 4Q 2020 & compare to 4Q 2019 (to see if GR drop)

    Duration of qualification

    Thru quarter after drop by <20% of gross receipts (GR). Example: 2Q 2020 drop in GR of 52% cf to GR of 2Q 20193Q 2020 GR drop only 17%ERC eligible Q2 and Q3 2020

    For quarter of qualification and any other quarter qualify for

    Availability of credit for employers not in existence for part or all of 2019

    No

    For any calendar quarter, if employer not in existence at beginning of same calendar quarter in 2019, substitute 2020 for 2019

    “Gross receipts” ERC wage range

    Entire quarter for which qualify

    Same as for 2020

    Full or partial suspension

    Operations suspended due to order from govt authority limiting commerce, travel or group meetings (commercial, social, religious or other)

    Same as 2020

    “Full or partial suspension” ERC wage range

    ERC for wages only during time of suspension

    Same as 2020

    Do ERC wages include raises or bonuses (in excess of pay rate in place > 30 days prior to beginning of quarter)?

    Yes –If had 100 (or <) FTEs in 2019, all wages count as ERC wages.No –If > 100 FTEs in 2019, ERC wages do not include such pay raises or bonuses

    Yes –Pay raises and bonuses, if reasonable in amount, count as ERC wages (regardless of number of FTEs), subject to $10,000 per quarter per employee cap

    Comp cost = Wages + employer funded health plan (excluded for employee)

    Yes

    Yes

    Group health plan expenses count even if no wages

    Retroactively, yes

    Yes

    Wages count for ERC if not funded by forgiven PPP loan

    Yes, but not on same exact wages

    Yes

    In allocation of wages, which tax break comes first?

    ERC first, PPP second

    ERC first, PPP second

    All employers, both large and small, qualify for ERC

    Yes

    Yes

    Small employer (ERC for pay to all employees, currently working or not)

    Up to 100 monthly (2019) FTE employees (FTE = 30 hours/week)

    Up to 500 monthly (2019) FTE employees

    Large employer (ERC only for pay to employees not currently working)

    Exceeding 100 monthly (2019) FTE employees

    Exceeding 500 monthly (2019) FTE employees

    Advance ERC Available

    No – amend form 941

    Yes –For employers w/ not> 500 FT employees (employed in 2019) (30/hours week = full time)

    When available

    N/A

    Advance credit obtainable as quarter begins

    Amount of advance credit

    N/A

    Up to 70% of average quarterly wages in 2019 (2020 if employer no existed in 2019)

    How advance credit obtained

    N/A

    Form 7200

    Recovery if advance too high

    N/A

    Increase in employment tax for quarter

    And now …. the ERC 

    Section 207 doesn’t wait long to do what it’s designed for: Section 207(a)(1) extends the ending date for the ERC from December 31, 2020 to June 30, 2021.

    Remember and take note, that the purpose of changes to Section 206 of the Act were to expand the eligibility rules for the ERC to include borrowers of a PPP loan. Those changes – and only those changes – were retroactive to March 12, 2020. The computational changes we will discuss throughout this article only apply from January 1, 2021 through June 30, 2021; they are NOT retroactive to 2020.

    Computational Changes from 2020 to 2021 

    Let’s take a look at what’s new for 2021, and how those rules compare to the rules for 2020.

    Percentage of credit allowed

    Old: For 2020, Section 2301(a) of the CARES Act allowed an employer to claim a credit of 50% of qualified wages.

    New: For 2021, Section 207(b) amends Section 2301(a) of the CARES Act and increases the credit percentage from 50% to 70%.

    Wages capped at $10,000 per covered period vs per quarter

    Old: For 2020, Section 2301(b)(1) of the CARES Act capped the “qualified wages” that could be paid to any one employee at $10,000 for ALL quarters.

    New: For 2021, Section 207(c) amends Section 2301(b)(1) of the CARES Act and increases the maximum amount of creditable, qualified wages to $10,000 for ANY quarter. Thus, in 2020, if A were paid $10,000 in Q3 and $10,000 in Q4, the resulting credit would be $5,000 (capped at 50% of $10,000 in wages TOTAL). In 2021, however, if A were paid $10,000 in Q1 and $10,000 in Q2, the resulting credit would be $14,000, 70% of $10,000 wages for EACH QUARTER).

    Qualifying Factors

    Old: To be eligible for a credit, an employer needed to experience at least one quarter in 2020 in which 1) operations were fully or partially suspended by government order, or 2) the business experienced a precipitous drop in gross receipts. More specifically, Section 2301(c)(2)(A)(ii)(II) provided that the latter requirement was met if during 2020, the business experienced a quarter in which gross receipts were less than 50% of the receipts in the same quarter in 2019. From that point on, every subsequent quarter was also an eligible quarter until the END of the first quarter in which gross receipts exceeded 80% of the receipts from the same quarter in 2019.

    New: Section 207(d)(1) makes significant changes to the gross receipts test of Section 2301(c)(2)(A)(ii)(II). For 2021, the test is satisfied for any quarter of the first half of 2021 in which gross receipts is less than 80% of the same quarter in 2019. Thus, in the first quarter of 2021, a business would compare its receipts in that quarter to the first quarter of 2019, NOT the first quarter of 2020. The comparison to 2019 rather than 2020 makes a lot more sense when we move on to Q2 of 2021, because in all likelihood, gross receipts for Q2 of 2019 will be significantly higher than those of Q2 of 2020, such that a comparison to 2019 will make it much easier to establish an eligible quarter.

    Do new businesses qualify for the employee retention credit?

    If, however, a business did not exist at the beginning of the same quarter of 2019, the same quarter in 2020 is substituted.

    Section 207(d)(2) then gives businesses – for 2021 only – the option to elect to satisfy the gross receipts test by looking at the immediately preceding calendar quarter, and comparing that quarter to the corresponding quarter in 2019. To illustrate, an employer who could not satisfy the gross receipt test in Q1 of 2021 could nonetheless have an eligible quarter for that stretch of time by electing to compare gross receipts in Q4 of 2020 to Q4 of 2019. If there is a drop of more than 20% quarter-over-quarter, Q1 of 2021 will be an eligible quarter. At this time, it is not clear if the election is permanent; requiring the employer to then determine whether an eligible quarter exists for Q2 of 2021 by looking to Q1 receipts, but that seems illogical, as in the example above, had Q1 been an eligible quarter in its own right, the need would not have arisen to make the election for that quarter. In all likelihood, the election will be made quarter-by-quarter.

    Qualified Wages

    Old: For 2020, under Section 2301(c)(3)(A) of the CARES Act, the definition of “qualified wages” hinged on whether the business had more than 100 full-time equivalent employees in 2019 as determined under Section 4980H. If the business had MORE than 100 FTEs, only wages paid to employees not to provide services (NOT to work, but to remain employees of the company) during an eligible quarter were “qualified wages.” If the business had fewer than 100 FTEs, however, then ALL wages paid to employees during an eligible quarter (or eligible part of quarter if the business were only shut down for a portion of the quarter) were “qualified wages.”

    New: For 2021, Section 207(e) increases the threshold number of employees before a change in treatment arises from 100 to 500. Importantly, Section 207(e)(2) then strikes Section 2301(c)(3)(B) of the CARES Act, which had previously capped qualified wages paid to any one employee at what the employee would have been paid for working an equivalent duration during the 30-day period immediately before the eligible quarter in which wages were paid. Stated in English, this rule prevented an employer from artificially inflating the ERC by increasing pay to an employee during an eligible quarter. That rule no longer exists, meaning an employer could pay bonuses to an employee and increase the credit, subject to the $10,000 per quarter cap, of course.

    The Employee Retention Tax Credit is different from the Covid-19 Paid Sick Leave tax Credit. Read about the Paid Sick Leave Tax Credit Here

    New Rules for 2021 

    Section 207(g) then adds an entirely new component to the ERC regime for 2021: the ability for small employers to receive the credit – which is typically taken by reducing required payroll tax deposits — in ADVANCE.

    It works like so: if an employer has fewer than 500 FTEs, it may elect for any calendar quarter to receive an advance payment of the credit for that quarter in an amount not to exceed 70% of the average quarterly wages paid by the employer in 2019.

    As one would expect, the advance credit would then need to be reconciled against the actual credit, a process we’ve gotten used to with the premium tax credit received when acquiring health insurance on a state exchange. If the advance payments end up exceeding the actual credit due, the employer’s payroll tax is increased for the calendar quarter by the excess.

    Let’s look at two examples to illustrate how the computational aspects of the law change from 2020 to 2021.

    Example: Employee Retention Credit in 2020

    In 2020, X Co. has gross receipts for Q2, Q3 and Q4 of $100,000, $120,000 and $150,000. In 2019, X Co. had gross receipts for Q2, Q3 and Q4 of $210,000, $155,000 and $180,000. Gross receipts in Q2 dropped by more than 50% when compared to Q2 of 2019, and were then at 77% for Q3 and 83% for Q4. Because eligible quarters for 2020 start once receipts drop by more than 50% and continue until the END of a quarter in which receipts exceed 80% of the receipts for the same quarter in 2019, each quarter is an eligible quarter. X Co. has fewer than 100 FTEs, and during those quarters, paid salary to employees in the following sums:

    Employee

    2020 Q2

    2020 Q3

    2020 Q4

    A

    $8,000

    $7,000

    $10,000

    B

    $12,000

    $10,000

    $11,000

    C

    $4,000

    $4,000

    $4,000

    D

    $2,000

    $2,000

    $2,000

    In Q2, X Co. has $24,000 in qualified wages ($8,000 + $10,000 + $4,000 + $2,000). B is topped out and disqualified for the rest of 2020, because in 2020, the maximum amount of qualified wages for any one employee is $10,000 for ALL quarters.

    In Q3, X Co. has $8,000 in qualified wages ($2,000 + $0 + $4,000 + $2,000). A is now topped out and disqualified for the rest of 2020.

    In Q4, X Co. has $4,000 in qualified wages ($0 + $0 + $2,000 + $2,000). C was topped out during the quarter.

    The total credit is $18,000 (50% * $36,000).

    ExampleEmployee Retention Credit in 2021

    In 2021, X Co. has gross receipts in Q1 of $140,000 in Q1 and Gross receipts in Q1 and Q2 of 2019 were $180,000 and $210,000 respectively. Because gross receipts for each of Q1 and Q2 in 2021 were less than 80% of the receipts for the same quarters in 2019, both quarters are eligible quarters. During Q1 and Q2, X Co. paid its employees as follows:

    Employee

    2021 Q1

    2021 Q2

    A

    $8,000

    $7,000

    B

    $12,000

    $14,000

    C

    $4,000

    $4,000

    D

    $6,000

    $6,000

    In Q1, X Co. has $28,000 in qualified wages ($8,000 + $10,000 + $4,000 + $6,000).

    In Q2, X Co. has $27,000 in qualified wages ($7,000 + $10,000 + $4,000 + $6,000). As opposed to 2020, B has eligible wages even after being paid $10,000 in a previous quarter, because the limit is now $10,000 per employee PER QUARTER.

    The total credit is $38,500 (70% * $55,000). The credit is DOUBLE what it was for 2020, despite the fact that 2021 has only two qualifying quarters, while 2020 had three.

    Three big Employee Retention Credit changes from 2020 to 2021

    There are three big changes to note that took effect when the calendar moved from 2020 to 2021:

    First Change

    If Section 207 of the Act had not changed the law, Q1 of 2021 would NOT have been an eligible quarter for X Co. In Q4 of 2020, gross receipts exceeded 80% of the receipts for Q4 of 2019; thus, in order to “restart” a run of eligible quarters, gross receipts for Q1 of 2021 would have needed to be less than 50% of the receipts for Q1 of 2019, which was not the case. Section 207 provides that for 2021 only, however, to be an eligible quarter, the gross receipts must be less than 80% of the receipts for the same quarter in 2019. Because that was the case for both Q1 and Q2 of 2021, both quarters are eligible quarters.

    Second Change

    The change in the limit on qualified wages is hugely impactful. In 2020, the cap was $10,000 per employee for ALL quarters, causing A, B and even C to eventually have their wages capped out. Fast forward to 2021, however, and the limit increases to $10,000 per employee for ANY quarter; as a result, only B is subject to any limitation at all (both quarters).

    Third Change

    Section 207 of the Act increases the credit rate from 50% to 70%. It is worth noting that if X Co. were so inclined, it could elect to receive the 2021 in advance, up to 70% of the average quarterly wages for 2019.

    Let’s take a look at one other example to drive home the consequences of a different change in the computational aspect of the law from 2020 to 2021:

    Example. Employer P is a local chain of full-service restaurants in State X that averaged 250 FTEs in 2019. State X forced P to discontinue sit-down service to customers for Q2 and Q3 of 2020. P continues to pay its kitchen staff to come in and prepare food every day. It also pays its wait staff to stay at home and not work. Even though P had its operations partially suspended, because P has more than 100 FTEs for 2019, only those wages paid to employees NOT TO WORK are eligible for the credit. The amount P pays its kitchen staff to cook are not eligible for the ERC. The wages paid to the wait staff, however, are eligible wages.

    Fast forward to 2021…

    And the wages paid to BOTH the wait staff and the kitchen staff are eligible wages, because beginning in 2021, the change in treatment of wages does not kick in until P has more than 500 FTEs.

    For all of 2021, borrowers of a PPP loan –either an original loan or a second round of borrowing are eligible to claim an ERC credit. But careful consideration is necessary to ensure that wages are not duplicated – i.e., both eligible for the ERC and forgiven as part of the PPP process – and that the tax benefits from both programs are maximized.

    Changes to the ERC: Treatment of Taxpayers who Originally Borrowed PPP Loans and Were Barred from Claiming the ERC

    If we were going to summarize in one sentence what Section 206 of the Act endeavors to accomplish, it would be this: “All of you who borrowed a PPP loan can now go back and claim the ERC for 2020.”

    That’s it; that’s all. But implementing that idea is easier said than done, primarily for this reason: the backbone of both the PPP and ERC is payroll costs: PPP loans must be spent primarily on payroll in order to be forgiven, and as we just learned, the ERC is predicated on qualified wages.

    The problem that arises, then, is an obvious one. Congress will let us have BOTH the PPP and ERC for 2020, but not on the same dollars of payroll costs. And it’s the safeguards that are necessary to prevent double dipping that makes Section 206 of the Act – should you dare to read it – so cumbersome.

    The recent Federal Stimulus Package is covered in more details in this article. We cover the new PPP changes in depth. Check it out.

    No More Prohibition on Claiming BOTH the PPP and ERC

    Let’s start with the biggest news first: Section 206(c)(2)(B) strikes Section 2301(j) from the CARES Act. Section 2301(j) had previously provided that “if an eligible employer receives a covered loan under paragraph (36) of section 7(a) of the Small Business Act (a PPP loan), such employer shall not be eligible for the credit under this section.”

    With that gone, the next question is one of effective dates: at what point was Section 2301(j) removed from the CARES Act? Section 206(e) provides that, in general, the amendments made by this section take effect as if included in the provisions of the CARES Act to which they relate. Thus, it certainly appears that PPP borrowers are now eligible for an ERC back to the beginning of the program – March 12, 2020. It’s just a matter of how to claim that credit.

    Treatment of Allocable Health Care Costs

    Section 206(b) reorganizes Section 2301 of the CARES Act, and as we’ll discuss later, this drafting may cause a problem for certain taxpayers. This section begins by striking Section 2301(c)(3)(C), which had previously included in the definition of “qualified wages” eligible for the ERC the allocable share of qualified health plan expenses paid to an employee along with the qualified wages.

    That does NOT mean, however, that a taxpayer claiming the ERC no longer gets to increase qualified wages by allocable health care costs. Instead, Section 206(b)(2) then MOVES the former Section 2301(c)(3)(C) to Section 2301(c)(5)(B). More importantly, it changes the language in this section to align with the favorable interpretation by the IRS that allocable health care costs are eligible for the credit EVEN IF no wages are paid to the employee; i.e., an employee is on furlough. The previous language in Section 2301 required wages to be paid to an employee before health care costs could be allocated to the wages and a credit claimed against them. That is no longer the case.

    Section 2301(c)(5)(A) will now read: “In general, the term wages means wages (as defined in section 3121(a) of the Internal Revenue Code of 1986) and compensation (as defined in section 3231of such Code), and

    Section 2301(c)(5)(B) will now add to the definition of wages in (c)(5)(A) allocable health care costs.

    In summary, the inclusion of health care costs in qualified wages has been moved from Section 2301(c)(3)(C) to Section 2301(c)(5)(B). Stick that in the back of your brain; it will matter soon.

    Coordination between PPP and ERC

    Now that Section 2301(j) has been removed from the CARES Act and PPP borrowers can claim the ERC, we’ll need some ground rules to avoid claiming a credit and forgivable expenses for the same amounts.

    Section 206(c)(1) amends Section 7A(a)(12) of the Small Business Act, which was formerly Section 1106 of the CARES Act. This new Section 7A(a)(12) – after amendment by the PPP provisions of the latest bill – includes in forgivable PPP expenses “payroll costs” as defined in Section 7(a)(36) of the Small Business Act. Section 206(c) amends the definition of forgivable PPP payroll costs by adding, “Such payroll costs shall not include qualified wages taken into account in determining the credit allowed under Section 2301 of the CARES Act or qualified wages taken into account in determining the credit allowed under subsection (a) or (d) of section 303 of the Taxpayer Certainty and Disaster Relief Act of 2020.”

    The ordering rule of payroll costs

    Stated in another way, this Section 206(c) established an important ordering rule: any payroll costs – W-2 wages or health care costs – for which a taxpayer claims an ERC (or a new disaster ERC as allowed by the latest bill) are NOT eligible to be forgiven as part of the PPP process. Thus, while a taxpayer may BOTH claim the ERC and borrow a PPP loan, they cannot do it on the SAME wages or health care costs, and the priority goes to the ERC rather than the PPP.

    Under Section 206(c)(2), Section 2301(g)(1) will now allow a taxpayer to elect to not include certain wages and allocable health care costs in the computation of the ERC credit. Clearly, this would be done so as to preserve those costs for PPP forgiveness.

    Section 2301(g)(2) is then further amended to require the SBA to issue guidance providing that if a taxpayer elects under Section 2301(g)(1) to count wages for PPP forgiveness rather than the ERC credit, if it turns out that PPP payroll costs are NOT forgiven, the payroll costs can STILL be treated as qualified wages for purposes of the ERC.

    Putting it all together 

    Assume a taxpayer borrowed $100,000 as a PPP loan on April 3, 2020. During the second and third quarters of 2020, the taxpayer has “eligible quarters” and is thus eligible for the ERC. Over the 24-week covered period, the taxpayer spends $80,000 on W-2 wages and qualified health care costs and $20,000 on rent. Included in those wages are $40,000 of qualified wages eligible for the ERC. The taxpayer would rather have the $40,000 in payroll costs forgiven than claim an ERC on those amounts. The general rule of new Section 7A(a)(12), however, provides that the $40,000 of qualified wages are eligible for the ERC, and are NOT eligible to be forgiven.

    The election

    The taxpayer may then elect, however, under Section 2301(g)(1) to treat the $40,000 of qualified ERC wages as “payroll costs” for purposes of PPP forgiveness. If the loan is fully forgiven, no ERC can be claimed on the $40,000 of wages. It appears, however, that if the loan is eventually not forgiven, Section 2301(g)(2) and future guidance from the SBA will allow the $40,000 of qualified wages to revert BACK to the ERC and be eligible for the credit.

    And for those PPP borrowers who have not yet applied for forgiveness, do we now have ANOTHER factor to consider? If a borrower has enough “payroll costs” to satisfy both the ERC and PPP programs, can they have their cake and eat it too?

    For example, assume a taxpayer borrowed $100,000, but in the 24-week covered period that also comprised eligible quarters, incurred $180,000 of W-2 and payroll costs, with $50,000 of the costs also meeting the definition of “qualified wages” for the purposes of the ERC. Even with the general rule that the $50,000 of qualifies wages are not forgivable PPP costs, the taxpayer would still have $130,000 of forgivable payroll costs; more than enough to achieve full forgiveness.

    Understanding “Qualified Wages”

    But you can see where this is heading: very few business owners bothered to understand the concept of “qualified wages” because once the business got its hands on a PPP loan, the ERC was not available. But now, with the ERC being brought back for 2020 even for PPP borrowers, it is necessary for every borrower to quickly get a handle on 1) whether they had an “eligible quarter” for ERC purposes during 2020, and then 2) quantify the “qualified wages” so as to make a determination whether those wages are better utilized in claiming an ERC or forgiven as part of the PPP, or if they have enough total payroll costs to get the best of both worlds.

    OK, Great. But how do we Claim the Retroactive Credit?

    Allowing PPP borrowers to claim the ERC doesn’t mean a whole lot if we don’t understand 1) when the changes are effective, and 2) if the changes are retroactive, how the taxpayer claims the retroactive benefits.

    Clearly, the changes are intended to be retroactive. To that end, as discussed previously, Section 206(e) provides a general rule that ALL the changes above are to be implemented as if they were part of the initial CARES Act passed in March of 2020. That would, of course, seem to mean that PPP borrowers can still claim the credit for the past nine months. But how? Those credits, which would have reduced payroll tax deposits or generated a refund on Form 7200, would have been claimed as part of payroll tax filings over the previous three quarters. What can be done now?

    The logical conclusion is that this is intended to be simple: every business owner can go back, review 2020 for eligible quarters and qualified wages, decide which costs to leave out of the PPP forgiveness or whether to elect to move the costs from the ERC to the PPP, and then claim the credit on the final eligible costs, presumably by filing amended Forms 941X for the 2nd and 3rd quarters of 2020. That makes sense, right?

    Source: Forbes

  • How to read your W-2 Form

    How to read your W-2 Form

    How to read your W-2 Form

    This is a guide on how to read your W-2 form. Preparing W-2 forms for filing with the Social Security Administration can be tricky. This article will help:

    1. Employer seeking to fill out the forms correctly.
    2. Employees trying to understand the numbers reported on their W-2. It will also help employees understand how to fill their income tax forms (1040 tax returns).

    What do the codes in Box 12 on my W-2 mean?

    This is a comprehensive guide to all the codes in Box 12 of Form W-2. Check it out.

    In this guide on how to read your W-2 form, what information goes to which box?

    To follow this guide carefully, please download a copy of Form W-2 and either print it or have it where you can easily refer to it. Then follow along:

    Box 1 – Wages – also referred to as income. It also includes reported tips, bonuses and other taxable compensation. Taxable fringe benefits are also included here, but pre-tax benefits such as 401(k) and health insurance plans are excluded. The amount in this box goes to line 1 of Form 1040 tax return.

    Box 2 – Federal Income Tax withheld from your paychecks throughout the year. This amount is reported on line 17 of form 1040 tax return from 2019 and later.

    Box 3 – Total wages subject to Social Security Tax. Exclude all reported tips since they go to box 7.

    Box 4 – Amount of Social Security taxes withheld from your paychecks.

    Box 5 – Amount of wages subject to Medicare tax. There is no maximum wage base subject to Medicare. 

    Box 6 – Amount of Medicare taxes withheld from your paychecks. This amount includes the 1.45% Medicare Tax withheld on all Medicare wages and tips shown in box 5, as well as the 0.9% additional Medicare tax on any of those Medicare wages and tips above $200,000. You may be required to report this amount on Form 8959, Additional Medicare Tax. See the Form 1040 instructions to determine if you are required to complete Form 8959.

    Box 7 – Amount of tip income you’ve reported to your employer. It will be empty if you didn’t report any tips. Box 7 and Box 3 should add up to the amount that appears in Box 1 if you don’t have any pre-tax benefits, or it might be equal to the amount in Box 5 if you do receive pre-tax benefits. The total of Boxes 7 and Box 3 should not exceed the Social Security wage base. The amount from Box 7 is already included in Box 1.

    Box 8 – Amount of tip allocated to you by your your employer. This amount is not included in the wages that are reported in Boxes 1, 3, 5, or 7.

    You must file Form 4137, Social Security and Medicare Tax on Unreported Tip Income, with your income tax return to report at least the allocated tip amount unless you can prove that you received a smaller amount. If you have records that show the actual amount of tips you received, report that amount even if it is more or less than the allocated tips.

    On Form 4137 you will calculate the social security and Medicare tax owed on the allocated tips shown on your Form(s) W-2 that you must report as income and on other tips you did not report to your employer. By filing Form 4137, your social security tips will be credited to your social security record (used to figure your benefits).

    Box 9 – Was used to report the amount of advance earned income credit to low income earners. This was phased out in 2011, and therefore should be left blank.

    Box 10 – This amount includes the total dependent care benefits that your employer paid to you or incurred on your behalf (including amounts from a section 125 (cafeteria) plan). Any amount over $5,000 is also included in box 1. Complete Form 2441, Child and Dependent Care Expenses, to compute any taxable and nontaxable amounts.

    Box 11 – This amount is either:

    a. A distribution made to you from a non-qualified deferred compensation or nongovernmental section 457(b) plan. Is is also included in Box 1. 

    b. A prior year deferral under a non-qualified or section 457(b) plan that became taxable for Social Security and Medicare taxes this year because there is no longer a substantial risk of forfeiture of your right to the deferred amount. It is also included in box 3 and/or 5.

    This box should not be used if you had a deferral and a distribution in the same calendar year. If you made a deferral and received a distribution in the same calendar year, and you are or will be age 62 by the end of the calendar year, your employer should file Form SSA-131, Employer Report of Special Wage Payments, with the Social Security Administration and give you a copy.

    Box 12 – Is for the different types of deferred compensation and other types of compensation. See section below for all the possible codes for box 12.

    Box 13 – Has 3 check boxes as follows:

    a. Statutory Employee – If this box checked, you should report your wages on Schedule C of your tax return (Form 1040). Statutory employees are not subject to income tax, but are subject to Social Security and Medicare taxes. Boxes 3 to 6 should not be left blank. 

    b. Retirement Plan – If checked, you participated in your employer’s retirement plan during the year. 

    c. Third-Party sick pay – This box is checked if you received sick pay from a third party instead of receiving it from your employer. Sick pay is subject to Social Security tax and Medicare even though it is not reported in Box 1.

    Box 14 – Is used to report additional tax information such as state and local taxes ( eg SDI Tax), after-tax contributions to a retirement plan, employer-paid tuition assistance, union dues, fair-market value of employer provided housing etc. The names of these items should be descriptive enough. 

    Box 15 – Is used for your employer’s state withholding tax identification number.

    Box 16 – Is used for your wages, earned in the particular state, that are subject to state withholding tax.

    Box 17 – Is used to report the amount of state income taxes withheld from your paychecks.

    Box 18 – Is used for your wages, earned in the particular state, that are subject to local or other state income taxes.

    Box 19 – Is used to report the amount of local or other state income taxes withheld from your paychecks.

    Box 20 – Is used to identify the type of local tax in Box 19.