Small Business S.O.S.
Secrets. Opportunities. Solutions.
Wednesday, December 31, 2014
Social Security Benefits to Increase in 2015
Wednesday, November 26, 2014
Which Sales Tax Exemption Forms Should Businesses Accept?
Sales tax exemptions forms offer protection should your business face a tax audit. But if you have incorrect or incomplete forms on file, they will not help you. In fact, if the forms on file are deemed invalid, your company may be held liable for the uncollected sales tax. The first step to making sure sales tax exemption forms are valid is to make sure they are filled out correctly. Some of the most common errors that cause forms to be invalid are missing signatures and dates, incorrect claim type listed, and the form not being recognized by the state authority.
Sales tax exemption forms, along with any other important
forms, will not benefit your business unless they are properly completed and
filed. If you have any questions about sales tax exemptions, please contact us.
Tuesday, November 18, 2014
Simplified Home Office Deduction: What are the Benefits?
If you use a part of your home
for business, you may be able to deduct expenses for the business use of your
home and claim the home office deduction. The Tax
Adviser notes that “Sec. 280A © permits self-employed individuals and
employees who work out of their home to deduct business expenses relating to
the part of their home that is exclusively used on a regular basis to carry on
a trade or business, or, in the case of an employee, the person has no other
fixed location to perform his or her job duties”. This space must only be used
for business purposes. Traditionally, this deduction required taxpayers to
complete complex computations and allocations, and perform extensive
recordkeeping. Starting with the 2013 tax year, taxpayers have the option of
applying the simplified method in which taxpayers multiply the total square footage
of the business portion of the personal residence, up to a maximum of 300
square feet, by $5. Although this method sounds much easier, there are costs
and benefits that should be considered when deciding which method to use.
The advantages of the simplified method:
- The method greatly reduces the recordkeeping burden.
- The simplified method may offer a larger home office deduction.
- If the simplified method produces a smaller home office deduction, increase in self-employment income may lead to slightly higher Social Security benefits at retirement.
- Taxpayers may change from the actual-cost method to the simplified method on a year-by-year basis.
- In any year that the simplified method is used, the depreciation taken in that year is presumed to be $0, so there would be no recapture of depreciation for those years upon the sale of the home.
- The method allows for no reduction for home mortgage interest and property tax itemized deductions.
The disadvantages of the simplified method:
- The maximum deduction allowed is $1,500.
- The simplified method may increase self-employment taxes.
- If the home office deduction causes a loss from the related business, that loss may not be carried over to future years.
- While the simplified election is made on a year-by-year basis, once an election is made, it is considered to be irrevocable and may not be changed on an amended return.
For more information about the
simplified home office deduction, click this link.
If you have any questions or would like another blog post on the home office
deduction, let us know in the comments below!
Thursday, October 30, 2014
Latest Income Tax, IRS Scam Targets Retirees
The Internal Revenue Service has
recently issued warnings of phone scams, specifically those
that target retirees and the elderly. Scammers will call victims and
present themselves as IRS agents, claiming that without immediate payment of
back taxes through wire transfers or pre-loaded debit cards, the victims could
face arrest and/or hefty fines. The IRS reports that they have received more
than 20,000 reports of these types of phone calls. “The Treasury Inspector
General for Tax Administration has estimated thousands of victims have paid
more than $1 million to people claiming to be IRS agents” (CPA
Practice Advisor). If you are contacted by someone who claims to be an IRS
agent seeking payment for back taxes, hang up the phone and contact the IRS
directly to speak with an agent. The IRS sends notifications and notices
through the mail, and does not contact taxpayers through phone or email
messages. The only time you should receive a phone call from the IRS is when an
IRS agent is returning your call, or you have already received multiple notices.
If you have received a suspicious phone call or have any questions, please
contact us.
Thursday, September 4, 2014
Form I-9 Requirements- Are you compliant?
Although an I-9 form may seem
like a simple piece of hiring paperwork, there are many rules and regulations
that must be followed in regards to this form. Employers that fail to complete and
maintain I-9 documentation correctly may fall out of compliance with Immigration and Customs Enforcement (ICE), and
suffer harsh financial penalties. Fines for I-9 errors begin at $110 dollars
per error, and climb to tens of thousands of dollars per error for repeat and
grave offenses. If an employer has one form per employee and multiple mistakes
on each form, the financial penalties could quickly escalate into six or seven
figures. To avoid the potentially high costs of an I-9 violation, employers
should keep these six common I-9 processing errors in mind:
1.
Incorrect or Missing Forms: Common I-9
documentation mistakes include incorrect dates, missing signatures, transposed
information and incomplete check boxes. Employers also sometimes fail to
complete an I-9 form altogether, or misplace a completed form during filing.
Another challenge that employers face is recording the correct document codes
for each identification method. If an employer asks for too many identifying
documents from list A or lists B and C, that could expose the employer to
discrimination allegations. On the other hand, asking for too few documents
could result in an incomplete form violation.
2.
Out of Compliance with the Three-Day Rule: ICE
rules mandate that I-9 forms must be completed within three business days of the
employee’s first day of work. If an employer fails to meet the three-day
deadline, it could result in hefty fines.
3.
Failure to Re-verify: For employees of certain
citizenship statuses, employers will need to track and update the employee’s
supporting I-9 documentation. For example, a work-authorized alien will provide
documentation showing their eligibility to work in the United States. This
supporting documentation includes an expiration date, and it is the employer’s
responsibility to monitor that date and request new documentation prior to the
document’s expiration.
4.
Invalid Identifying Documents: Employers must
check that all necessary documents are presented and valid. If an employer
fails to obtain the right combination of identifying documents from lists A, B
or C, the I-9 documentation will be considered incomplete and the employer will
become subject to fines.
5.
Improper Document Maintenance: ICE rules do not
require employers to maintain I-9 forms either one year after the date of
termination, of three years after the date of hire, whichever is greater.
Purging outdated forms can help businesses free up storage space and protects
the sensitive information of previous employees. If an employer fails to
destroy I-9 forms within the outlined time frame, then that employer could be
subject to fines. In addition, if an employer is audited and has not destroyed
outdated I-9 documentation, any errors found on those outdated forms will also
be subject to fines.
6.
Lack of Supporting Documentation for E-Verify
Photo Matching: In 2010, E-Verify introduced photo matching as a way to prevent
employees from using false identifying documents. For passports, passport
cards, permanent resident cards and employee authorization cards the E-Verify
system will require employers to compare the document photo with an onscreen
photo as an additional security measure. ICE also mandates that employers must
maintain a copy of the employee’s photo identification as a supporting I-9
document. Since the E-Verify photo matching is a newer measure, it is likely
that a majority of affected employers are not aware of the additional
requirement to keep a copy of a photo I.D. on file. Any employer who fails to
maintain a copy of a photo I.D. as a supporting document will be in violation and
could be subject to fines.
If you have any questions about
I-9 requirements and/or compliance, please contact us!
Friday, August 29, 2014
Should you pay your employee overtime? What is the difference between an exempt and nonexempt employee?
Figuring out whether or not it’s
necessary to pay an employee overtime can be a confusing task. The main
deciding factor of whether or not you should pay overtime is the status of the
employee. The Fair Labor
Standards Act (FLSA) requires that employers classify jobs as either exempt
or nonexempt. Nonexempt employees are covered by FLSA rules and regulations,
and exempt employees are not. Generally speaking, nonexempt employees receive
more protection under federal law than exempt employees, but most employers
treat their exempt and nonexempt employees in a similar manner. The primary
pieces of federal legislation that apply to the workplace are the right to a
safe and healthful work environment, the right to equal employment opportunities,
and the rights provided under the Family
and Medical Leave Act and federal child labor laws. These laws apply to
exempt and nonexempt workers alike.
Exempt positions are excluded
from minimum wage, overtime regulations and other rights and protections
afforded nonexempt workers. Employers must pay a salary rather than an hourly
wage for a position in order for it to be exempt. Generally, only executive, supervisory, professional or outside sales
positions are exempt.
Nonexempt employees are not
exempt from the FLSA requirements. Employees who fall within this category must
be paid at least the federal minimum wage for each hour worked and given
overtime pay of not less than one-and-a-half times their hourly rate for any
hours worked beyond 40 hours each week. For further information about exempt
and nonexempt employees, visit the Department
of Labor’s website. If you have any questions about paying your employees
overtime, please contact us and we will be happy to assist you.
Monday, August 25, 2014
Important Notice: Davidson County Sales Tax Increase
The
sales and use tax rate in Davidson County, North Carolina, will be increasing
from 6.75% to 7.00%. This change takes place on October 1, 2014. Any retailers
or facilitators required to collect local and transit sales and use tax in more
than one county must complete Form E-536 (Schedule of County Sales and Use
Taxes) and submit it along with their sales and use tax return.
For
more information on the administration of the sales and use tax rate increase
for Davidson County relating to leases, rents, construction contracts, layaway
sales, gross receipts, taxable service contracts, etc., visit the North Carolina Department
of Revenue website.
If
you have any questions about this sales tax rate increase, please contact us.
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