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Here's how Ohio is raising the bar on who needs to pay the CAT tax in the next two years: - 2024: If your business makes under $3 million in gross receipts in Ohio, you may be off the hook. - 2025: That threshold could jump to $6 million. What does that mean for you? If you're a smaller business, it could be a game-changer. You might be able to say goodbye to the CAT altogether or at least see a significant reduction in your bill. However, there are nuances to who qualifies for the exclusion. The CAT tax will still affect you if your Ohio gross receipts exceed the new thresholds ($3 million in 2024 and $6 million from 2025 onwards). Remember, those numbers are gross receipts, not profits. Even if your expenses are high, you could still be liable. The CAT tax rate itself hasn't changed — it remains a flat 0.26% of your taxable gross receipts. There are also not many deductions available to offset this tax. If you're a high-grossing business, that 0.26% can quickly become a hefty sum. Read the full article on Mosey: https://hubs.ly/Q02KwfSb0

San Francisco Health Care Security Ordinance (HCSO) expenditure rates depend on the size and nature of your business, an adjust for inflation and rising healthcare costs every year. The hourly rates for 2024 are: - <20 Employees: Exempt - Nonprofits with <50 Employees: Exempt - 20-99 Employees: $2.34/hour per employee - Nonprofits with 50-99 Employees: $2.34/hour per employee - All 100+ Employees: $3.51/hour per employee Read the full article here: https://hubs.ly/Q02KtYlN0

💰Federal quarterly taxes are due after the end of the fiscal quarter according to the below schedule from the IRS. 📅 January payments don’t need to be made if annual taxes are filed on time and you don’t owe taxes at the end of the filing period. You can pay your remaining balance when you file annual taxes, and you will not be expected to make a quarterly payment by Jan. 15. Mosey is breaking down small business quarterly tax payments in our compliance guide: https://hubs.ly/Q02Kts2k0

There are labor laws at the federal, state and local levels. Keeping track of it all for your distributed teams can be complex and confusing. If you have remote workers on your team and want to ensure compliance where it matters, Mosey can be your guide. https://hubs.ly/Q02Klw190

Requirements like mandatory labor law posters don’t easily translate to a remote workforce, and businesses have had to change how they inform employees about their rights and responsibilities. Most states require whistleblowing, minimum wage, and paid leave digital labor law posters be made available to employees. And, currently, remote workers must be sent electronic labor law posters. Digital posters should be uploaded to a location where employees have regular access. If you have an employee-only website or an on-demand employee handbook, place virtual posters where employees would ordinarily go to reference important information. Mosey can automate aggregating and posting these required labor notices and posters across all states your company has employees in. Connect with our team to learn more! https://hubs.ly/Q02KlBSQ0

The penalties for San Francisco Health Care Security Ordinance (HCSO) noncompliance vary depending on the type of violation committed. Some penalties are one-time fees due at the end of a quarter of a fiscal year, while other fees accumulate daily, with each day acting as its own instance of a violation: - Failure To Make Contributions Within Five Days of the Due Date: Maximum penalty of $100 per employee per violation - Failure To Submit Your HCSO Annual Report: Maximum penalty of $500 for each quarter that you fail to submit - Retaliation Against Employees Related to HCSO Issues: Maximum penalty of $100 per affected employee per day - Refusal To Share HCSO Relevant Records With OLSE: Maximum penalty of $25 per employee per day - Failure To Provide Accurate and Complete Records: Maximum penalty of $500 per quarter - Failure To Properly Place HCSO Rights Poster: Maximum penalty of $25 per day per location where the notice is required As you can see, the costs add up for non-compliance. This is where Mosey can help! We're not only informing you of state and local level requirements like HCSO, we're keeping you on track with automated monitoring and management. https://hubs.ly/Q02KvRbG0

Labor laws for exempt and non-exempt employees in California are slightly different than other states. One example is break requirements. - Five-Hour Shifts: All employees who work five or more hours in a shift are entitled to one 30-minute meal break. An employee working a six-hour shift would be entitled to a lunch or dinner break, which can be unpaid. - 10-Hour Shifts: Employees who work ten or more hours per shift are entitled to two 30-minute unpaid meal periods. They have the right to waive their second meal period and remain clocked in if they utilize their first meal period. Employees must use at least one meal period. - All Shifts: Employees are entitled to one 10-minute break every four hours worked. Thus, an eight-hour shift employee would be entitled to two 10-minute personal breaks while on the clock. If you're curious the full scope of labor laws in California, you can read the full post on the blog: https://hubs.ly/Q02KkRNC0

Ohio uses a premium payment estimate system to help employers track their workers’ compensation contributions. In cases where estimates are higher or lower than the total amount due, a true-up report reconciles the difference. There are two true-up reporting periods in Ohio — one for public employers and one for private employers: - Public Employers: True-up reporting begins Jan. 1. The filing deadline is Feb. 15. - Private Employers: True-up reporting begins July 1. The filing deadline is Aug. 15. If you're an Ohio employer, Mosey is going into further detail on the blog: https://hubs.ly/Q02KhNXH0

There are several unique Oregon payroll tax scenarios. In fact, even among just the Oregon Transit Payroll Taxes, there are three distinct types: STT, LTD, TriMet. Seem confusing? It can be! Let Mosey help you register correctly. Check out our blog https://hubs.ly/Q02JCwVT0

California passed the Wage Theft Prevention Act (WTPA) which strengthens workers' rights. WTPA requires employers to provide written notice when employees are hired with details about pay, hours, and working conditions. Continue reading on Mosey https://hubs.ly/Q02JCMc-0