#payroll
Payroll management, processing, and compliance for businesses of all sizes
Employees with 500+ hours in both 2024 and 2025 must be allowed to defer into a calendar-year 401(k) in 2026, and the written plan amendment is due December 31, 2026. Who qualifies, why vesting years are earned at 500 hours rather than 1,000, and a seven-step checklist for small employers.
Wages paid to a student by the school they attend are exempt from the 7.65% FICA tax under IRC Section 3121(b)(10), but only when the worker clears all four Revenue Procedure 2005-11 tests — at least half-time enrollment, under 40 hours a week across all campus jobs, no professional role, and no career-employee benefits. This guide covers the safe harbor, the five-week break rule, the graduation cliff, and how to correct withholding in either direction.
The federal tip credit lets employers pay $2.13 an hour against a $7.25 minimum — but only with written notice, a weekly true-up, and a pool that excludes managers. This guide covers what changed in 2026: the vacated 80/20 side-work rule, California's SB 648 card-tip enforcement, service-charge wage treatment, and the $25,000 qualified-tips deduction.
Haiti and Syria TPS employment authorization documents have lapsed after a summer of shifting USCIS dates, and continuing to schedule an affected worker exposes a restaurant to per-worker penalties under INA section 274A. This guide covers the Form I-9 Supplement B reverification sequence, the five mistakes that turn paperwork into a discrimination claim, and how to book the overtime, temp-agency, and recruiting costs of rebuilding a roster.
DOL Technical Release 2026-02 says employer Trump Account contribution programs generally are not ERISA pension plans, provided participation is voluntary and the employer adds no conditions, investment influence, ERISA claims, or extra consideration. This guide covers the four conditions, how the $2,500 per-employee and $5,000 per-child caps interact, and the payroll coding that keeps both reconciled.
From 6 April 2026 UK Statutory Sick Pay starts on the first day of absence, the £125 weekly earnings threshold is gone, and the rate is £123.25 or 80 per cent of average weekly earnings, whichever is lower. Here is what it costs a small employer and the seven-step payroll checklist to stay compliant.
Section 7 of the NLRA protects non-union employees who discuss pay and working conditions together online, and the NLRB's Stericycle standard presumes overbroad handbook rules unlawful — here's how small employers write a social media policy that holds up.
Under the FLSA, on-call hours are paid when employer restrictions keep an employee from using the time freely — the "engaged to wait" test. This guide covers the control factors investigators weigh, sleep-time rules for 24-hour shifts, how flat on-call stipends raise the overtime regular rate, and state rules like California reporting-time pay and city predictive-scheduling ordinances.
How to read your annual SUTA rate notice like an auditor — how benefit-ratio and reserve-ratio experience ratings are computed, how to protest misassigned benefit charges before short deadlines, when a voluntary buydown contribution beats the tax it saves, and why California employers face up to a 1.5% FUTA credit reduction for 2026, reported on Schedule A of Form 940.
Party deposits are a contract liability under ASC 606, not income — a $100 deposit stays in deferred revenue until party day, annual memberships spread over twelve months, and cafe sales carry food costs and separate sales-tax rules. How indoor playgrounds should split their books by revenue stream, handle breakage and state escheatment on unused passes, and track seven weekly KPIs from deferred-revenue balances to cafe attach rate.
QuickBooks Desktop Enterprise Gold and Platinum now charge $1 to $3 per unique employee paid each month, per company file, on top of a February 2026 subscription increase that lifted Pro Plus to $1,149 a year. Worked all-in totals for 12-, 45- and 120-person businesses, five renewal myths, and four options before your next renewal date.
A stay bonus agreement pays a key employee to remain through a fixed date, usually 10% to 30% of base salary as a lump sum or milestone installments. This guide covers when a retention bonus beats a raise, how to size it against replacement cost, the terms a written agreement needs (forfeiture carve-outs, clawback limits, who pays in a sale), and the payroll rules that apply, including the IRS flat 22% supplemental-wage withholding, FICA, and state supplemental rates.
