Buried deep in the Consolidated Appropriations Act is a provision that requires the IRS to send a notice confirming any change of address to your old and new address. And for victims of service bureau fraud, the law also directs the IRS to give special consideration to offers-in-compromise, which may allow you to settle a tax debt for less than the full amount owed.
The IRS can only collect payroll taxes once—either from you or your designated third party. Final regulations, which became effective March 31, 2014, clarify when employee leasing organizations are liable for their clients’ payroll taxes. Warning: Even though the regs heap liability on leasing organizations, they stress that you remain on the hook for your payroll taxes.
The DOL’s website, youthrules.dol.gov, is designed to educate employers about the rules for employing teens (sorry, there’s no help with how to actually manage them).
Employees who are in the National Guard and Reserves usually serve their two weeks during the summer. Here’s what you need to know.
Under final ACA regulations, insured employers with at least 50 full-time employees, including full-time equivalent employees, must file information returns with the IRS to report offers of health insurance made to full-time employees and provide statements to those employees. Key: Small self-insured employers must also report, even though they’re excluded from the play-or-pay provisions.
It’s time to take a breather from the voluminous sets of regulations related to the Affordable Care Act (ACA) health care reform law. Here’s news that’s easier to digest.
In the wake of some high-profile lawsuits, here’s a rundown of the problems that can arise when interns work for free.
The biggest paycard problem for employees is the numerous fees paycard issuers pile on to access the funds loaded onto the card, for statements, etc. The biggest trap for employers is mandating paycard use.
Federal law sets the ground rules for employing teens, but state law controls the age at which they must obtain age certificates, working papers or parental consent letters and how long you must retain those documents. Here’s a chart that lists requirements.
Q: Our company president’s teenage son has been hired to do what the president calls incidental work around our office this summer. He’s signed a “Professional Services Agreement,” which specifies that he will be paid $10 an hour. Payroll has been told not to put him on the payroll because he’s an independent contractor. We think he should be put on the payroll. Who’s correct?