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Payroll

Payroll management, processing, and compliance for businesses of all sizes

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Blended Overtime for Dual-Rate Employees: How the Weighted-Average Regular Rate Works

Under the FLSA, an employee who works two hourly rates in one workweek earns overtime on the weighted average of those rates, not either rate alone — and because straight time is already paid, only the half-time premium is still owed. A worked example (45 hours at $20 and $30 gives a $23.33 regular rate and $58.33 in premium pay), the five errors that trigger back-wage claims, and the records that prove your math.

mike

payrollcompliancesmall-business

When Your 401(k) Becomes a Large Plan: The 100-Participant Audit Trigger, the 80-120 Rule, and Your First IQPA Audit

Since 2023 plan years only 401(k) participants with account balances count toward the 100-participant large-plan line, so a 60-employee company can owe an $8,000 to $12,000 IQPA audit with its Form 5500. This guide covers the day-one count, how the 80-120 rule defers the audit, the July 31 and October 15 deadlines, and a first-audit preparation checklist.

mike

retirement-plansauditcompliance

After-Hours Texts and Calls Count as Paid Time: An FLSA Overtime Guide for Small Employers

Under the FLSA's suffered-or-permitted standard (29 CFR 785.11), a nonexempt employee's four-minute reply to a 9 p.m. text is compensable work if you knew or had reason to know it happened, and the de minimis rule in 29 CFR 785.47 rarely covers timestamped, recurring message time. This guide covers exempt-vs-nonexempt classification at the $684-per-week salary floor, the four timekeeping setups that manufacture violations, the two-to-three-year lookback with doubled liquidated damages, and a five-habit compliance playbook for small employers.

mike

payrollcomplianceemployee-hours

Custom Harvest Crew Bookkeeping: Pricing Per-Acre Work, Costing the Road, and Depreciating a $500,000 Combine

How a custom combine harvest crew builds a per-acre rate from its own fuel, labor, repair, depreciation and transport costs instead of the neighbor's price, tracks road expenses like crew housing, lowboy moves, rain days and IFTA reporting, handles seasonal and H-2A payroll, and depreciates a $500,000 combine as 7-year MACRS property using Section 179 and 100% bonus depreciation.

mike

agriculturefarmingseasonal-business

Do You Owe Wages for the Hours Your Employee Spent Sleeping? FLSA Sleep-Time Rules for 24-Hour Shifts and Live-In Workers

Federal law lets employers exclude up to eight hours of sleep time from a shift of 24 hours or more — never from a shorter one — and only with adequate sleeping quarters, usually uninterrupted sleep, and an agreement. Every interruption is paid, and fewer than five consecutive hours of sleep makes the entire window compensable.

mike

payrollcomplianceemployee-hours

Can the IRS Audit Your Church? How the Two-Notice Section 7611 Process Actually Works

Section 7611 lets the IRS examine a church only after a high-level Treasury official records a reasonable belief in writing, sends two separate notices, and agrees to finish within two years and stay away for five. This guide walks through each stage, the pre-examination conference, the five exceptions that remove the protection entirely, and the three bookkeeping failures that trigger most church inquiries in practice, namely unrelated business income, informal payroll, and campaign intervention.

mike

nonprofitaudittax-compliance

New-Hire Reporting: The 20-Day Rule Every First-Time and Multistate Employer Must Know

Every U.S. employer must report each new hire and qualifying rehire to a State Directory of New Hires within 20 days of the first day of paid work, and electronic filers may batch reports 12 to 16 days apart. This guide covers the six required data points, the one-state designation that lets multistate employers file to a single directory, California and New York independent-contractor reporting rules, and the federal penalty cap of $25 per unreported employee rising to $500 for collusion.

mike

hiringpayrollcompliance

No Tax on Tips Final Regulations: The W-2 Box 14b Occupation-Code Checklist for Tipped Employers

The IRS finalized the No Tax on Tips regulations in April 2026 with a closed list of 71 qualifying occupations, a new W-2 Box 14b for up to two three-digit occupation codes, Box 12 code TP for qualified tips, and a voluntariness test that disqualifies automatic gratuities and POS flows with no zero option. Here is what tipped employers must change in payroll, point-of-sale and bookkeeping before 2026 forms go out.

mike

taxpayrolltax-compliance

Your Employee Just Got Deployment Orders: What USERRA Requires of You, Even If They're Your Only Employee

USERRA covers every US employer with no headcount minimum. When an employee is called to military service, you must reemploy them promptly at the "escalator" position they would have reached, continue health coverage for up to 24 months, credit seniority and pension benefits as if they never left, and honor return deadlines of 14 or 90 days depending on service length. This guide lays out the five reemployment conditions, the anti-discrimination rules, what federal law does not require, and a before-during-after bookkeeping checklist for small employers.

mike

compliancepayrollemployee-benefits

The $25 Business Gift Rule: What You Can Deduct, and Why Employee Gift Cards Are Wages

Federal law caps the business-gift deduction at $25 per recipient per year — a limit unchanged since 1962 — while incidental shipping, wrapping, and $4-or-less branded items sit outside it. Employee gifts follow different rules: gift cards and cash equivalents are always taxable wages, and only small, infrequent tangible items qualify as de minimis fringe benefits.

mike

tax-deductionssmall-businesspayroll
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