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Employers Can Claim Tip Credit Despite Employees’ Non-Tip Work

Employers at several restaurants can claim the tip credit even though their servers and bartenders were required to perform some duties that didn’t generate tips, according to a recent federal court ruling.

Basics of the Law

The Fair Labor Standards Act (FLSA) allows employers to:

  • Pay tipped employees a cash wage of $2.13 per hour, and
  • Claim a tip credit of up to $5.12 per hour to meet the federal minimum wage requirement of $7.25 per hour, if certain requirements are met.

The law provides that employers can only claim the tip credit on hours worked by the employee in an occupation that qualifies as a “tipped employee.” So when an employee is employed in a “dual job,” employers cannot take advantage of the tip credit when the employee performs tasks unrelated to his tipped occupation.

The law gives this example: A maintenance man in a hotel who also serves as a waiter. This situation “is distinguishable from that of a waitress who spends part of her time cleaning and setting tables, toasting bread, making coffee and occasionally washing dishes or glasses.”

The dual jobs regulation states that when employees perform duties that are related to their tipped occupations, employers can apply the tip credit and continue to pay employees below the minimum wage rate.

The law doesn’t define “related duties” but the Department of Labor’s (DOL) Field Operations Handbook cites a regulation that “permits the taking of the tip credit for time spent in duties related to the tipped occupation … provided such duties are incidental to the regular duties of the server (waiter/waitress) and are generally assigned to the servers. However, where the facts indicate that specific employees are routinely assigned to maintenance, or that tipped employees spend a substantial amount of time (in excess of 20%) performing general preparation work maintenance, no tip credit may be taken for the time spent in such duties.”

Facts of the Recent Case

A restaurant server filed a lawsuit alleging that his employer improperly claimed the tip credit. The server’s complaint was one of several filed in the district court alleging the same theory of FLSA liability so the cases were consolidated before a single judge.

The servers and bartenders argued that they spent more than 20% of their time doing non-tipped work (for example, brewing tea and coffee, cleaning the soft drink dispensers, stocking ice, wiping tables and walls, taking out the trash, sweeping floors and cleaning restrooms). Even though the time spent in all of these tasks didn’t generate tips, the employer took a tip credit for the employee’s entire work time. The employee believed that he was entitled to compensation for the difference between the full minimum wage and the cash wage he was paid for the time spent on tasks that didn’t generate tips.

If the employee was correct, the employers in this lawsuit could be liable not only for “unpaid minimum wages,” but also for “an additional equal amount as liquidated damages.”

The employee based his claim on the DOL Field Operations Handbook’s (FOH) interpretation of the law, which in 1988 was revised to state that where “tipped employees spend a substantial amount of time (in excess of 20%) performing preparation work or maintenance, no tip credit may be taken for the time spent in such duties. This was a significant departure from the DOL’s earlier guidance.

Instead of determining whether an employee was engaged in two jobs by looking for a “clear dividing line,” as it did in its Opinion Letters, the DOL’s 1988 guidance required an employer to sort the employees’ tasks into two different categories (tip-generating tasks and related tasks that aren’t tip generating). Then, the employer should determine whether the related tasks took up more than 20% of the total time worked. If so, the employer could take a tip credit only for the time spent on tip-generating tasks.

The Court’s Ruling

In ruling in favor of the employers, the Ninth Circuit U.S. Court of Appeals rejected the employee’s reliance on the FOH. The court stated that:

  • The FOH ignores the law’s requirement to identify distinct jobs.
  • The examples in the law don’t say that an employee is engaged in two distinct jobs merely because he or she performs different tasks over the course of the day.
  • The regulation requires an assessment of whether a cluster of different tasks constitutes a particular job, as that job is ordinarily understood.
  • The FOH’s minute-by-minute and task-by-task approach is contrary to the statute, which considers only whether an employee is engaged in a single job that generates the requisite amount of tips.

The court pointed out that many jobs have dual responsibilities. Waitresses and waiters may perform some tasks that don’t generate tips, but they’ll still be considered tipped employees as long as they receive at least $30 per month in tips. (Marsh v. J. Alexander’s LLC, Dkt. No. 15-15791, 9/6/17)

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President Issues Executive Order Pushing HRA Expansion

October 17, 2017 by 

The President has issued an executive order that requires several agencies to consider proposing regulations that would, among other things, expand Health Reimbursement Arrangements (HRAs). HRAs are tax-advantaged, account-based arrangements that employers establish for employees to give employees more flexibility and choices regarding health care. Expanding the flexibility and use of HRAs would provide many Americans, including employees who work at small businesses, with more options for financing health care, according to the Administration.

Expanded HRAs
Specifically, within 120 days of the date of the order, the Secretaries of the Treasury, Labor, and Health and Human Services must consider proposing regulations or revising guidance, to the extent permitted by law and supported by sound policy, to increase the usability of HRAs, to expand employers’ ability to offer HRAs to employees, and to allow HRAs to be used in conjunction with nongroup coverage. In addition, The Secretaries are required to consider and evaluate public comments on any regulations proposed pursuant to the order.
Required Reports
The Secretary of Health and Human Services, in consultation with the Secretaries of the Treasury and Labor and the Federal Trade Commission, must provide a report within 180 days of the date of this order and every 2 years thereafter, to the President that: (a) details the extent to which existing state and federal laws, regulations, guidance, requirements, and policies fail to conform to the policies set forth in the order; and (b) identifies actions that states or the federal government could take in furtherance of those policies.

(Presidential Executive Order: Promoting Health Care Choice and Competition Across the United States, October 12, 2017.)

Original article may be found by Clicking Here

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What Portion of Revenue Should Go to Payroll?

Q: Is there an ideal percentage of revenue that should go to payroll?

A: In my opinion, anyone who claims such a thing exists is full of it. Truth is, the figures vary widely among not only entire industries but also among the companies within them. Some industries pay low wages but have high rates of employee turnover (fast food being the prime example). The low wages may be great for owners, but turnover usually results in high costs for acquiring and training replacements—expenses that need to be added to the total cost of payroll.

The age of your staff can make a difference, too. Having young workers may provide opportunities to limit your costs for medical insurance, life insurance and retirement plans, since many young people won’t avail themselves of these benefits even if offered. (This is no excuse to practice age discrimination. I bring this up to point out the sizable—and growing—costs associated with benefits beyond wages.)

To find the right percentage for your business, start with a competitive analysis, but don’t strive to find an average number for your industry. You want to figure out what the highly profitable companies in your industry are doing. Trade associations can be a gold mine in this respect, especially for learning about members outside your local market with whom you don’t compete directly. 

Depending on what industry you’re in, there may be journals or reporting services that track this financial information. If a subscription to such a service is too expensive for your company, seek out a resource who may be a subscriber, such as your financial advisor, an accounting firm or an outside CFO like me. When I share reports from these services with my clients, they are usually shocked (in good and bad ways) by what they learn and then delighted to have the information.

Most important: Don’t obsess over achieving the “proper” percentage—it’s a guideline, not a law. If labor is a relatively unimportant cost for your business, you can still complete this exercise, but focus on other areas first; doing so can help you reduce overall costs. Additionally, keep in mind that if your long-term growth and profit strategies require creative types or high-level (read: expensive) sales, operational or management experts, you’ll have to pay for them now to set things in motion for the future.

 

Figure it out

How to calculate the percentage

To reach your revenue number, use your gross revenue minus sales taxes or items such as freight charges that you collect but then pass on to the shipping company, or equipment rentals that are billed to your client. Then tally up your total labor costs, including every item associated with employee compensation. Here’s a quick list:

  • Gross wages
  • Paid vacation pay
  • Health insurance
  • Life insurance
  • 401(k) contributions
  • Auto allowances
  • Other benefits
  • FICA taxes
  • Other state or local taxes
  • Unemployment insurance
  • State disability insurance

Divide your payroll number by your revenue number, multiply by 100, and that’s your percentage.

This story appears in the November 2014 issue of EntrepreneurSubscribe »

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Minimum Wage on Federal Contracts Increasing to $10.35

September 28, 2017 by 

The Labor Department’s Wage and Hour Division issued a notice announcing that the applicable minimum wage rate to be paid to workers performing work on or in connection with federal contracts covered by Executive Order 13658 is $10.35 per hour beginning January 1, 2018. On that same date, the required minimum cash wage that generally must be paid to tipped employees performing work on or in connection with covered contracts will increase to $7.25 per hour. The notice was published in the Federal Register on September 15, 2017 (82 FR 43408).

Executive Order 13658
Signed in February 2014, Executive Order 13658, “Establishing a Minimum Wage for Contractors,” raised the hourly minimum wage paid by contractors to workers performing work on covered federal contracts to: $10.10 per hour beginning January 1, 2015; and, beginning January 1, 2016, and annually thereafter, an amount determined by the Secretary of Labor in accordance with a specified methodology. The Secretary’s determination of the minimum wage rate also affects the minimum hourly cash wage that must be paid to tipped employees performing work on or in connection with covered contracts. The Secretary is required to provide public notice of the new minimum wage rate at least 90 days before the new rate is to take effect.
Updated Wage Rate
The applicable minimum wage under Executive Order 13658 is currently $10.20 per hour, and the applicable minimum cash wage that generally must be paid to tipped employees performing work on or in connection with covered contracts is currently $6.80 per hour, both of which rates have been in effect since January 1, 2017. Pursuant to the executive order and its implementing regulations, the Wage and Hour Division is giving notice that beginning January 1, 2018, the minimum wage rate that generally must be paid to workers performing work on or in connection with covered contracts will increase to $10.35 per hour; the required minimum cash wage that generally must be paid to tipped employees performing work on or in connection with covered contracts will increase to $7.25 per hour.

 

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Find The Cause Breast Cancer Foundation Breakfast with Erin Brockovich

Advantage Payroll client, Find The Cause Breast Cancer Foundation hosts a breakfast with guest speaker Erin Brockovich. Bruce Patz and his team were honored to be in attendance and surrounded by breast cancer survivors and family members affected by the disease.

The mission of Find The Cause Breast Cancer Foundation is to fund scientific research on the environmental causes of breast cancer and to educate the public on prevention.

Find The Cause Breast Cancer Foundation was founded 15 years ago by victims of breast cancer who, having no family history, knew instinctively that there must be another reason why so many get the disease.

Despite the billions of dollars that have been put towards researching treatments and cures, as the below statistics emphasize, the disease is still with us.

  • Each year, over 230,000 women are diagnosed and 40,000 continue to die.
  • An estimated 2.7 million women are living with breast cancer in the US today. Forty years ago it was 1 in 24. Today it is 1 in 8.
  • Breast cancer kills more women between the ages of 15 and 54 than any other type of cancer.

90% of those diagnosed with breast cancer have no family history of the disease!

OUR GOAL
Prevent breast cancer!
Our Solution
Fund the research and FIND THE CAUSE.

Through our “Investing in Prevention” campaign, Find The Cause is raising $5 million to fund a consortium of four scientific laboratories at Boston University and Tufts University. This is the first initiative of its kind, focusing on the environmental causes of breast cancer and capitalizing on the synergies of these teams of world renowned scientists who are working in collaboration to discover which chemicals cause breast cancer, how they cause it and how to prevent them from causing it.

Find more information about Find The Cause Breast Foundation by visiting their website Find The Cause Breast Cancer Foundation 

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Medicare Part D Notices Are Due by Oct. 14, 2017

Overview

Each year, Medicare Part D requires group health plan sponsors to disclose to individuals who are eligible for Medicare Part D and to the Centers for Medicare and Medicaid Services (CMS) whether the health plan’s prescription drug coverage is creditable. Plan sponsors must provide the annual disclosure notice to Medicare-eligible individuals before Oct. 15, 2017—the start date of the annual enrollment period for Medicare Part D. CMS has provided model disclosure notices for employers to use.

This notice is important because Medicare beneficiaries who are not covered by creditable prescription drug coverage and who choose not to enroll in Medicare Part D when first eligible will likely pay higher premiums if they enroll at a later date. Thus, although there are no specific penalties associated with this notice requirement, failing to provide the notice may trigger adverse employee relations issues.

ACTION STEPS
Employers should confirm whether their health plans’ prescription drug coverage is creditable or non-creditable and prepare to send their Medicare Part D disclosure notices by Oct. 14, 2017. To make the process easier, employers who send out open enrollment packets prior to Oct. 15 often include the Medicare Part D notices in these packets.

Notice Recipients

The creditable coverage disclosure notice must be provided to Medicare Part D-eligible individuals who are covered by, or who apply for, the health plan’s prescription drug coverage. An individual is eligible for Medicare Part D if he or she:

  • Is entitled to Medicare Part A or is enrolled in Medicare Part B; and
  • Lives in the service area of a Medicare Part D plan.

In general, an individual becomes entitled to Medicare Part A when he or she actually has Part A coverage, and not simply when he or she is first eligible. Medicare Part D-eligible individuals may include active employees, disabled employees, COBRA participants and retirees, as well as their covered spouses and dependents.

As a practical matter, group health plan sponsors often provide the creditable coverage disclosure notices to all plan participants.

Timing of Notices

At a minimum, creditable coverage disclosure notices must be provided at the following times:
  1. Prior to the Medicare Part D annual coordinated election period—beginning Oct. 15 through Dec. 7 of each year
  2. Prior to an individual’s initial enrollment period for Medicare Part D
  3. Prior to the effective date of coverage for any Medicare-eligible individual who joins the plan
  4. Whenever prescription drug coverage ends or changes so that it is no longer creditable or becomes creditable
  5. Upon a beneficiary’s request

If the creditable coverage disclosure notice is provided to all plan participants annually before Oct. 15 of each year, items (1) and (2) above will be satisfied. “Prior to,” as used above, means the individual must have been provided with the notice within the past 12 months. In addition to providing the notice each year before Oct. 15, plan sponsors should consider including the notice in plan enrollment materials provided to new hires.

Method of Delivering Notices

Plan sponsors have flexibility in how they must provide their creditable coverage disclosure notices. The disclosure notices can be provided separately, or if certain conditions are met, they can be provided with other plan participant materials, like annual open enrollment materials. The notices can also be sent electronically in some instances.

As a general rule, a single disclosure notice may be provided to the covered Medicare beneficiary and all of his or her Medicare Part D-eligible dependents covered under the same plan. However, if it is known that any spouse or dependent who is eligible for Medicare Part D lives at a different address than where the participant materials were mailed, a separate notice must be provided to the Medicare-eligible spouse or dependent residing at a different address.

Electronic Delivery

Creditable coverage disclosure notices may be sent electronically under certain circumstances. CMS has issued guidance indicating that health plan sponsors may use the electronic disclosure standards under Department of Labor (DOL) regulations in order to send the creditable coverage disclosure notices electronically. According to CMS, these regulations allow a plan sponsor to provide a creditable coverage disclosure notice electronically to plan participants who have the ability to access electronic documents at their regular place of work, if they have access to the sponsor’s electronic information system on a daily basis as part of their work duties.

THE DOL’S REGULATIONS FOR ELECTRONIC DELIVERY REQUIRE THAT:
  • The plan administrator use appropriate and reasonable means to ensure that the system for furnishing documents results in actual receipt of transmitted information;
  • Notice is provided to each recipient, at the time the electronic document is furnished, of the significance of the document; and
  • A paper version of the document is available on request.

Also, if a plan sponsor uses electronic delivery, the sponsor must inform the plan participant that the participant is responsible for providing a copy of the electronic disclosure to their Medicare-eligible dependents covered under the group health plan.

In addition, the guidance from CMS indicates that a plan sponsor may provide a disclosure notice electronically to retirees if the Medicare-eligible individual has indicated to the sponsor that he or she has adequate access to electronic information. According to CMS, before individuals agree to receive their information via electronic means, they must be informed of their right to obtain a paper version, how to withdraw their consent and update address information, and any hardware or software requirements to access and retain the creditable coverage disclosure notice.

If the individual consents to an electronic transfer of the notice, a valid email address must be provided to the plan sponsor and the consent from the individual must be submitted electronically to the plan sponsor. According to CMS, this ensures the individual’s ability to access the information as well as ensures that the system for furnishing these documents results in actual receipt. In addition to having the disclosure notice sent to the individual’s email address, the notice (except for personalized notices) must be posted on the plan sponsor’s website, if applicable, with a link on the sponsor’s home page to the disclosure notice.

Disclosure to CMS

Plan sponsors are also required to disclose to CMS whether their prescription drug coverage is creditable. The disclosure must be made to CMS on an annual basis, or upon any change that affects whether the coverage is creditable.

At a minimum, the CMS creditable coverage disclosure notice must be provided at the following times:
  • Within 60 days after the beginning date of the plan year for which the entity is providing the form;
  • Within 30 days after the termination of the prescription drug plan; and
  • Within 30 days after any change in the creditable coverage status of the prescription drug plan.

Plan sponsors are required to provide the disclosure notice to CMS through completion of the disclosure form on the CMS Creditable Coverage Disclosure webpage. This is the sole method for compliance with the CMS disclosure requirement, unless a specific exception applies.

© 2014-2017 Zywave, Inc. All rights reserved. EM 8/17

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IRS issues proposed regs on truncated SSNs

September 26, 2017 by Wolters Kluwer Legal & Regulatory

The IRS has issued proposed regulations on truncated social security numbers. The IRS wants to aid employers’ efforts to protect employees from identity theft. The proposed regulations would amend existing regulations to permit employers to voluntarily truncate employees’ social security numbers (SSNs) on copies of Forms W-2, Wage and Tax Statement, that are furnished to employees so that the truncated SSNs appear in the form of IRS truncated taxpayer identification numbers (TTINs). In addition, the proposed regulations also would amend the regulations under Code Sec. 6109 to clarify the application of the truncation rules to Forms W-2 and to add an example illustrating the application of these rules.

BACKGROUND
Prior to being amended by the Protecting Americans from Tax Hikes (PATH) Act of 2015, Public Law No. 114-113, div. Q, title IV, 129 Stat. 2242, section 6051(a)(2) specifically required employers to include their employees’ SSNs on copies of Forms W- 2 that are furnished to employees. In addition, current regulations under §31.6051-1, as well as forms and instructions, require employers to include their employees’ SSNs on copies of Forms W-2 that are furnished to employees. Section 409 of the PATH Act amended section 6051(a)(2) by striking “his social security account number” from the list of information required on Form W-2 and inserting “an identifying number for the employee’ instead. This statutory amendment is effective for statements issued after December 18, 2015, the date that the PATH Act was signed into law. Because an SSN is no longer required by section 6051, the Treasury Department and the IRS propose amending the regulations to permit employers to truncate employees’ SSNs to appear in the form of TTINs on copies of Forms W-2 that are furnished to employees. If the proposed regulations are finalized without change, the IRS intends to incorporate the revised regulations into forms and instructions, permitting employers to use a TTIN on the employee copy of the Form W-2. See §301.6109-4(b)(2)(i) and (ii).
EXAMPLES

EXAMPLE 1

Pursuant to section 6051(d) and §31.6051-2(a) of this chapter, employer files the Social Security Administration copy of employee’s Form W-2, Wage and Tax Statement, with the Social Security Administration. Employer may not truncate any identifying number on the Social Security Administration copy. Pursuant to section 6051(a) and §31.6051-1(a)(1)(i) of this chapter, Employer furnishes copies of Form W-2 to employee. There are no applicable statutes, regulations, other published guidance, forms, or instructions that prohibit use of a TTIN on Form W-2, and §31.6051-1(a)(1)(i) specifically permits truncating employees’ SSNs. Accordingly, Employer may truncate Employee’s SSN to appear in the form of a TTIN on copies of Form W-2 furnished to Employee. Employer may not truncate its own employer identification number (EIN) on copies of Form W-2 furnished to Employee.

EXAMPLE 2

On April 5, year 1, a donor contributes a used car with a blue book value of $1100 to a charitable organization. On April 20, year 1, the charitable organization sends donor copies B and C of the Form 1098-C as a contemporaneous written acknowledgment of the $1100 contribution as required by section 170(f)(12). In late- February, year 2, the charitable organization prepares and files copy A of Form 1098-C with the IRS, reporting the donor’s donation of a qualified vehicle in year 1. The charitable organization may truncate the donor’s SSN to appear in the form of a TTIN in the Donor’s Identification Number box on copies B and C of the Form 1098-C because copies B and C of the Form 1098-C are documents required by the Internal Revenue Code and regulations to be furnished to another person; there are no applicable statutes, regulations, other published guidance, forms or instructions that prohibit the use of a TTIN on those copies; and there are no applicable statutes, regulations, other published guidance, forms, or instructions that specifically require use of an SSN or other identifying number on those copies. The charitable organization may not truncate its own EIN on copies B and C of the Form 1098-C because a person cannot truncate its own taxpayer identifying number on any statement or other document the person furnishes to another person. The charitable organization may not truncate any identifying number on copy A of the Form 1098-C because copy A is required to be filed with the IRS.

Comments are invited

Written or electronic comments and requests for a public hearing must be received by December 18, 2017. Submissions should be sent to: CC:PA:LPD:PR (REG-105004-16), room 5203, Internal Revenue Service, P.O. Box 7604, Ben Franklin Station, Washington, DC 20044. Submissions may be hand-delivered between the hours of 8 a.m. and 4 p.m. to CC:PA:LPD:PR (REG-105004-16), Courier’s Desk, Internal Revenue Service, 1111 Constitution Avenue, N.W., Washington, DC, or sent via the Federal eRulemaking Portal at www.regulations.gov (REG-105004-16). FOR FURTHER INFORMATION CONTACT: Concerning these proposed regulations, Eliezer Mishory, (202) 317-6844; concerning submissions of comments and/or requests for a hearing, Regina Johnson (202) 317-6901 (not toll-free numbers). (IRS Proposed Regs. RIN 1545-BN35, September 20, 2017.)

 

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2017 Minimum Wage Rates by State

Under the Fair Labor Standards Act (FLSA), the current federal minimum wage rate for nonexempt employees is $7.25 per hour. A number of states have adopted the federal minimum wage rate as their state minimum wage rate.

However, many states require employers to pay a higher minimum wage rate. Whenever employers are subject to both state and federal minimum wage laws, the law that provides the higher wage rate for employees applies.

This Compliance Overview provides a list of minimum wage rates by state or jurisdiction. Note that specific industries or situations may have different rates that apply.

Highlights
MINIMUM WAGE RATES

• Twenty-eight states and the District of Columbia have a minimum wage higher than the federal wage rate.

• Georgia and Wyoming have a minimum wage rate that is lower than the federal wage rate.

• Five states have no minimum wage rate requirement.

• Twelve states have linked their minimum wage rate to a consumer price index. As a result, their minimum wage rates are generally updated every year.

FEDERAL VS. STATE LAW

• When the applicable state and federal minimum wage rates differ, the higher wage rate will apply.

STATE MINIMUM WAGE RATES

The table (available on our site by Clicking Here) provides a list of the minimum wage rates by state. In some instances, the state minimum wage is set to increase to an amount predetermined by law. In other cases, the state minimum wage rate is updated annually to reflect the cost of inflation as determined by a consumer price index (CPI).

LINKS AND RESOURCES

• Department of Labor (DOL) website on Minimum Wage Laws in the States

• DOL Fair Labor Standards Act Advisor

• DOL Handy Reference Guide to the Fair Labor Standards Act

Q&A’s About the Minimum Wage

 

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IRS issues record retention guidance due to Harvey

The IRS has reminded individuals and businesses to safeguard their tax records against natural disasters by taking a few simple steps. Taxpayers should always keep a duplicate set of records including bank statements, tax returns, identifications and insurance policies in a safe place such as a waterproof container, and away from the original set. Keeping an additional set of records is easier now that many financial institutions provide statements and documents electronically, and much financial information is available on the internet. Even if the original records are only provided on paper, these can be scanned into an electronic format.

Taxpayers are encouraged to save the scanned records to the cloud, or to other storage devices. Taxpayers are urged to photograph or videotape the contents of their homes, especially items of higher value. The IRS disaster loss workbooks and IRS Publication 584 can help taxpayers compile a room-by-room list of belongings. A photographic record can help taxpayers prove the fair market value of items for insurance and casualty loss claims. Ideally, photos should be stored with a friend or family member who lives outside the area. Emergency plans should be reviewed annually. Personal and business situations change over time. When employers hire new employees or when a company or organization changes functions, plans should be updated accordingly and employees should be informed of the changes.

Employers who use payroll service providers should ask the provider if it has a fiduciary bond in place. The bond could protect the employer in the event of default by the payroll service provider. If disaster strikes, affected taxpayers are encouraged to call 1-866-562-5227 to speak with an IRS specialist trained to handle disaster-related issues. Back copies of previously-filed tax returns and all attachments, including Forms W-2, can be requested by filing Form 4506, Request for Copy of Tax Return. Alternatively, transcripts showing most line items on these returns can be ordered by calling 1-800-908-9946 or by using Form 4506T-EZ, Short Form Request for Individual Tax Return Transcript or Form 4506-T, Request for Transcript of Tax Return. (IRS News Release IR-2017-145; FS-2017-11, September 7, 2017.)

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Eliminate Bad Hires – 6 Strategies to Finding the Right Hire

Join TotalHr Solutions on 9/20/17 for a webinar highlighting hiring strategies for HR professionals. Here is a preview of coming attractions:

Does your company struggle when it comes to making good hires? Think about the amount of interview time a candidate spends with you and your team.  When considering this, the approximate interview time is on average less than 10 hours per candidate to start date.  How can you really gain an understanding of a person’s character, behaviors, and integrity after only a few interviews? Even a good interviewer can’t possible size up if the candidate would be a good fit after 2 interviews.

According to a CareerBuilder post, 41% of companies say that a bad hire in the last year has cost them at least $25K and 25% of companies say that a bad hire in the last year cost them at least $50K. Total HR Solutions is pleased to provide you with 6 Strategies for Hiring Right. Join us for a complimentary webinar lead by Dawn Quesnel

Wednesday, September 20, 2017 from 1:00 PM to 1:30 PM EDT – VIEW & REGISTER HERE

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