Welcome to your weekend, and welcome to your DIY HR world!
The State of California offers regular Labor Law and Payroll Tax training (online) for FREE!
Here is the link to find a training and sign up - you're welcome :)
Not sure which one will be good for you?
Well, if you're reading this before 6/14/22 - then start with...
"Employment Status Tax Seminar
You will learn:
There are a handful of cities in CA where the minimum wage is going up 'NOW' as in July 1st 2022, they are:
City Current NEW RATE 7/1/22
Pasadena $15.00 $16.11
Los Angeles County $15.00 $15.96
City of Los Angeles $15.00 $16.04
Emeryville $17.13 $17.68
San Francisco $16.32 $16.99
If you have employees in these cities, perform a quick payroll audit to identify any employees who are at the current minimum wage, and be prepared to increase it effect ON or BEFORE July 1, 2022 - not AFTER.
Here is the link to the source article
For the rest of us in California - minimum wage is going up to $15.50/hour on 1/1/2023.
No feedback from the City of San Diego just yet - stay tuned on that rate!
California can be a tricky place to do business, but if you know the rules, it does get easier!
For example, the Cal OSHA COVID19 directive from 11/30/2020, Title 8, has a lot of information in there, but something that MIGHT get lost in translation was pointed out by a good friend, and Employment Law attorney.
Did you know this Scenario?
Best business practices:
Your ONE task to do NOW, before 1/1/21 is to ensure your minimum age employees are paid correctly for 2021!
Rates for CA businesses are here:
Rates for San Diego based businesses are here:
If you need any guidance on this, or resources - let us know!
858 336 7347
Happy Friday everyone!
The US Chamber of Commerce with Inc.com are hosting Small Business Town Hall webinars every Friday at 12pm EST (ie: 9am, PST)
The event today was excellent (they all are, btw) and shared so much helpful information, specifically that the SBA PPP has a link for ALL OF THE APPROVED LENDERS BY STATE!
Check it out HERE: https://www.sba.gov/document/support--paycheck-protection-program-participating-lenders
If you are a HANDS ON business person, the you can't miss the next event!
Here is a link to the next webinar, May 1st, 12pm EST
While adjusting to my own 'remote work life', there have been a few opportunities to share HR knowledge!
Thank you to Cairn Leadership, Knight Campbell & Abigail Jones, for their invitation to address the UCSD Rady StartR Veteran Program. While HR is one of the broadest topics to discuss with new business owners, we honed it down to employee vs independent contractors (AB5 chat) and writing job descriptions.
And, tomorrow, Friday April 24th, a video I prepared for The Pulse San Diego and my super biz gal buddy, Cindy Matalucci! Can't spoil it for you, so you'll have to tune in!
On May 5th, I'll be presenting more HR to The Rosie Network along the Parlatore Law Group - and, we'll be discussing the spectrum of Employment Law and business issues.
Goodness - this is a good time to be in HR - it's all about sharing good information and advocating for business & employees!
Like, literally EVERYWHERE!
It's been a huge leap over the past three weeks since my last share, with seemingly every conceivable business entity, non-profit, and every level of government participating.
If you are in an information fog, overload, disconnect, avalanche - just raise your hand and own it---because I'm right there with you!
For all of us today and everyday, patience, safety, health & compassion.
I didn't think it possible, but COVID-19 has done did it; it has kicked aside all of the AB5 angst.
What else than a pandemic's concerning presence for us to say, "Forget this, we just want to survive!"
I'll keep it simple, let's start here: https://covid19.ca.gov/
Next post will be for employers on what you need to know and do for your employees.
Stay safe - follow the rules - we'll get through this together!
The law went into effect on July 1, 2019, and it stipulates, that every employer with 5 or more employees, must either provide their employees a business sponsored IRA, or the business must sign up with the State run CALSAVER program, and the employees participate from there.
Different size business have different time lines...
GO HERE to read more.
Yes, this is mandatory if you have 5 or more employees in CA.
It's good to pay attention to IRS tax code, especially this law change - you ready for this?
"End Reserved Employee Parking by March 31 or Owe 2018 Taxes"
Here is the article from SHRM:
By Stephen Miller, CEBS March 25, 2019
Employers have until March 31 to reduce or eliminate parking spots reserved for employees, or they'll owe 2018 taxes on those spots, which are considered an employee benefit.
Under the Tax Cuts and Jobs Act, as of 2018, "the costs of providing qualified parking to employees as a tax-free fringe benefit is not deductible by for-profit employers and is subject to a 21 percent tax for tax-exempt organization employers" as an unrelated business income tax expense, wrote Scott Galbreath, an attorney with law firm Murphy Austin in Sacramento, Calif.
In December 2018, the IRS issued Notice 2018-99 alerting employers to reclassify by March 31 some or all employee parking spots as open spots. The reclassification is retroactive to Jan. 1, 2018. Reclassifying parking spots "could save significant taxes for the 2018 tax year, but time is running out," Galbreath noted.
To avoid retroactive and future taxes on parking benefits, employers should "change the method that made the parking reserved exclusively for employees, such as signage or limited access," Galbreath advised, adding, "This should be done before the meter expires at the end of this month."
The December 2018 guidance also clarified how employers can calculate the tax on qualified parking benefits.
For parking expenses to qualify as a business deduction, more than half the available space must be used by the general public during the business's normal operating hours. "Empty, unreserved spaces available to the general public and not used by employees are also counted as used by the general public," wrote Susan Mehlman, leader of the compensation and benefits practice at law firm Moss Adams in Seattle. The term "general public" includes customers, clients, visitors and people delivering goods or services to the business, she noted. "It doesn't include employees, partners or independent contractors of the business."
If more than 50 percent of the total parking spots are available to the general public, "the remaining total parking expenses are deductible under Section 274(e)(7)" of the tax code, she explained.
Once the parking spaces are re-characterized, employers should determine how much of the parking costs are taxable. "This includes determining how many spaces are reserved or primarily used (more than 50 percent of the time) for the general public, which are deductible by for-profit employers and not taxable to exempt employers," Galbreath wrote.
If no spaces are reserved for employees or the general public, "an allocation based on the typical use of the parking on a normal day between employee use and general public use must be determined," he pointed out.
Employers should consider eliminating reserved parking, "even those spots provided to reward employees for a limited amount of time," such as for the employee of the month, said David Fuller, an attorney in the Washington, D.C., office of McDermott, Will and Emery.