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Connecticut's Public Act 26-68, signed May 26, 2026, gives pass-through entities — LLCs, S corps, and partnerships with gross income under $70 million — a 6% R&D tax credit for the first time, refundable at 65% (90% for biotech), capped at $1.5 million per business and $25 million statewide, and claimed through a DECD voucher within 90 days of year-end.
USDA's latest survey put average ginning cost at $49.31 per bale in 2022, up 106% in three years. This guide shows how a cotton gin should structure its books — unbundling the per-bale ginning fee into receiving, drying, pressing, and bagging cost centers, booking cottonseed (15–20% of per-bale gross revenue) as a separate product line, and breaking module truck hauling out as its own transportation charge.
Under the Consumer Product Safety Act, selling recalled products is illegal regardless of business size — and Amazon can bill recall refunds back to third-party sellers. This guide covers the three bookkeeping steps a recall triggers for e-commerce resellers — writing recalled inventory off the balance sheet under GAAP, recording reimbursements separately from revenue, and documenting disposal — plus why the accounting write-off and the IRS tax deduction often land in different periods.
Craft distilleries owe federal excise tax only when spirits are withdrawn from bond — often years after the grain was paid for. A practical guide to capitalizing barrel-aging costs into inventory, recording angel's share evaporation at quarterly gauging, and timing the $2.70-per-proof-gallon TTB liability correctly.
Craft maltsters lose 10–20% of raw barley weight during steeping, germination, and kilning, pay farmers 3–4× feed-grain prices under multi-season contracts, and can wait over a year between buying grain and selling malt. Here's how to handle yield-ratio costing, contract-growing arrangements, and working-capital planning for a malthouse.
Childcare centers juggle three payers on three different clocks — private tuition, CACFP meal reimbursements, and state subsidies that pay 30–60 days after care is provided. This guide covers a classroom-level chart of accounts, automated advance tuition billing (roughly 90% on-time payment versus 50–60% for manual invoicing), CACFP meal-count documentation, and sizing a cash reserve to your actual subsidy lag.
Delaware HB 400, signed May 21, 2026, raises the flat annual tax on LLCs, LPs, and GPs from $300 to $400 and the registered-series tax from $75 to $100 — retroactive to January 1, 2026. Here's who owes it, when it's due, and how to budget for it.
On February 27, 2026, the Delaware Supreme Court's Rutledge v. Clearway ruling upheld the 2025 SB 21 amendments to DGCL Section 144, confirming a safe harbor for related-party deals — including founder bridge loans and insider SAFE participation — approved by disinterested directors or a majority-of-the-minority vote. Here's what founders must document to qualify.
DHS's final rule effective September 15, 2026 replaces open-ended "duration of status" with a fixed I-94 Admit Until Date for F-1, J-1, and I nonimmigrants — up to 4 years plus a shortened 30-day grace period. Small employers with OPT, STEM OPT, or J-1 workers must now calendar expiration dates, file Form I-539 extensions before the deadline, and budget for recurring compliance costs.
EBSA's Field Assistance Bulletin 2026-01 prioritizes duty-of-loyalty and prohibited-transaction cases over process-based prudence claims, and caps routine ERISA investigations at 18 months (30 for complex ones). Here's what small-business 401(k) sponsors should document to stay protected.
In May 2026, the DOL's Wage and Hour Division ruled in Opinion Letter FLSA2026-7 that time employees voluntarily spend passing through a security checkpoint to leave the premises during a 30-minute unpaid meal break is not compensable under the FLSA. Here's what the ruling covers, what it doesn't change under state law, and five compliance steps for employers with secured facilities.
On June 4, 2026, the EEOC adopted a National Enforcement Plan for FY2025–2029 that shelves disparate-impact claims, targets DEI programs with quotas or identity-based preferences, and keeps retaliation a standalone priority. Here's what shifted, why enforcement priorities change small-employer risk even without new law, and five documentation and policy steps to take now.
