#legal
Правни съображения за бизнес финанси и счетоводно съответствие
NYC Local Law 144's AEDT bias-audit, public-summary, and ten-business-day candidate notice rules now carry real enforcement risk after the December 2025 State Comptroller audit — and Illinois HB 3773, California's ADMT regulations, Colorado SB24-205, and Maryland HB 1202 layer additional 2026 obligations on multi-state employers using AI hiring tools.
OSHA's proposed federal heat rule sets 80°F and 90°F triggers requiring water, shade, paid breaks, acclimatization, and a written HIIPP. Five state plans — California (Cal/OSHA 3395 and 3396), Washington, Oregon, Nevada, and Maryland — already enforce binding heat illness standards. Here's the compliance playbook construction, restaurant, warehouse, and delivery employers can build today under the General Duty Clause.
What the Pregnant Workers Fairness Act requires under 29 CFR Part 1636, how the PUMP Act layers on top under FLSA Section 7(r), what the 2025 federal court rulings actually vacated, and the six-step interactive process records small and mid-size employers need to defend an EEOC charge in 2026.
A small business field guide to staying TCPA-compliant in 2026 — A2P 10DLC brand and campaign registration, FCC consent rules after the one-to-one rule was vacated, STOP and HELP keyword automation, SHAFT content limits, carrier per-message fees, and the state mini-TCPA patchwork including Florida's FTSA, Texas SB 140, and Oklahoma's OTSA.
Twenty US states have comprehensive consumer privacy laws in effect by 2026, twelve require Global Privacy Control recognition, and cure periods are sunsetting in Connecticut, Delaware, Kentucky, Minnesota, and Montana. Here is the minimum viable compliance program for SaaS, e-commerce, and professional service operators.
A working guide to bookkeeping for solo process servers and multi-server firms — entity selection, ASC 606 revenue recognition triggered by the sworn affidavit, FDCPA/DPPA/GLBA exposure, mileage method choice and Section 179, worker classification under the ABC test, trust accounting for pass-through funds, and the operating KPIs that separate a healthy practice from a treadmill.
Since the Tax Court's 2023 Soroban decision, a state-law limited partner label no longer shields distributive share from 15.3% self-employment tax. This guide walks through the functional test under Section 1402(a)(13), the Renkemeyer line of cases, the 2024 proposed regulations, and the planning moves that still hold up for fund managers, LLC members, and operating partners in 2026.
59% of small businesses with debt sign a personal guarantee, and it overrides your LLC's limited liability. This guide explains unlimited vs. limited guarantees, bad-boy carve-outs, burn-off provisions, SBA's 20% rule, and how to negotiate or get released.
Section 1235 lets individual inventors and qualifying early investors treat a patent sale as long-term capital gain — even without a one-year holding period — if they transfer all substantial rights. This guide explains who qualifies as a holder, why the rule survived the TCJA carve-out for self-created intangibles, and how to draft the transfer so the IRS sees a sale rather than a royalty license.
A timely Form 12153 filed within 30 days of IRS Letter 3172 or LT11/L-1058 triggers a Collection Due Process hearing under IRC Sections 6320 and 6330 — suspending levy action, preserving Tax Court appeal rights, and giving small business owners a statutory chance to negotiate installment agreements, lien withdrawal, innocent spouse relief, or offers in compromise before the IRS drains the operating account.
The IRS memorandum AM 2023-004 concluded that NIL collectives paying 80-100% of donations to athletes confer substantial private benefit and fail the operational test for 501(c)(3) status, so contributions to them are generally not tax-deductible.
Section 530 of the Revenue Act of 1978 bars the IRS from collecting back employment taxes on misclassified contractors if a business met three tests—reporting consistency, substantive consistency, and a reasonable basis for treating the workers as 1099 contractors.
