#payroll
Payroll management, processing, and compliance for businesses of all sizes
Since January 1, 2023 California treats payroll records as protected personal information under CCPA/CPRA, while Colorado's 2025 biometric amendment and Virginia's 2026 changes narrow the "employee exemption." Here is a 30-day compliance plan covering the workforce privacy notice, retention schedule, security, rights requests, and vendor contracts for small employers.
A six-week playbook for moving business bank accounts—inventory every ACH, wire, and payroll rail first; seed the new account to dodge Regulation CC holds; move payroll last with a prenote; and run both accounts in parallel with daily reconciliation before closing.
The 21st Century Worker Act (S. 2159) would set one federal classification test and add a third "mutual election" category letting a business and worker jointly choose contractor or employee status, defaulting to contractor if they disagree. Here is what it would change for freelancer bookkeeping and how to keep contractor records defensible now.
Section 139 lets employers reimburse employees' unreimbursed disaster expenses with no income tax, no FICA/FUTA, and no W-2 reporting — while keeping the deduction. Covers what qualifies, what doesn't (lost wages, insured costs), the minimal documentation needed, and how to book payments outside payroll.
Small-group health insurance faces a median 11% proposed increase for 2026 based on 318 insurer filings — the sharpest in over 15 years. This guide shows small employers how to translate that median into dollars, understand the cost drivers, and evaluate renewal, plan design, and ICHRA alternatives before signing.
A guide to camp bookkeeping showing why early-bird deposits should post as deferred revenue under ASC 606, how to build a 12-month cash flow forecast from an 8-week season, and how to track KPIs like cost per camper and collection rate by deadline.
An ICHRA lets employers reimburse employees tax-free for individual health insurance instead of buying a group plan. Covers the 2026 affordability threshold of 9.96%, QSEHRA vs ICHRA rules, the 11 allowable employee classes, required notices, and how to book reimbursements without losing the tax advantage.
Moving companies earn 55-60% of revenue between May and August, then face a 50-70% winter trough. Job-cost every move, depreciate trucks under MACRS 5-year rules, hold a 12-18% peak-season reserve, and run a 13-week cash forecast so summer profit funds winter.
For wages paid on or after January 1, 2026, employers must report qualified tips in W-2 Box 12 Code TP and the Treasury Tipped Occupation Code in Box 14b, or tipped employees lose a deduction of up to $25,000 under section 224.
A contract-level bookkeeping system for cleaning and janitorial businesses—job costing by contract, a payroll-to-revenue dial that says when you can hire, and a 10-minute supply inventory method—so you can bid with real numbers and spot losing contracts before they drag the quarter.
The federal FLSA salary threshold for the white-collar exemptions is still $684 a week ($35,568 a year) in 2026 after the 2024 DOL rule was vacated and rescinded, but six states set higher floors - Washington $1,541.70/week, California $1,352.00, New York $1,275.00 in the NYC metro and $1,199.10 elsewhere, Colorado $1,057.69, Alaska $938.40, and Maine $871.16. The threshold that applies is the one for the state where the work is performed, and a failed classification exposes two years of unpaid overtime (three if willful) plus liquidated damages that double the recovery.
Schedule 1-A is the new IRS form for tax years 2025-2028 holding four below-the-line deductions — up to $25,000 for tips, $12,500/$25,000 for the FLSA overtime premium, $10,000 for new-car loan interest, and $6,000 per person age 65+. Each phases out on its own MAGI threshold, and this guide covers who qualifies, how the math works, and what records defend the claim.
