Megan Burns’ Post

1099 or Employee - What Every Employer Should Know The most common understanding of the differences between an employee and a 1099 worker is taxes, where 1099 workers’ pay their own taxes, while employees get part of their taxes paid by their employer, but the differences go much deeper than that.   There are clear regulations about hiring an employee or 1099 worker, what kind of work they can do, and how they can interact with a business. An employer needs to know when to consider hiring a 1099 worker or an employee and how to balance schedule flexibility vs. risk.   We will continue to discuss 1099 vs. employee in this series. ClearPath Workforce Management stands ready to protect your business from these regulations and ensure they align with the law.   For a customized employee compliance plan for your business, contact us today. https://lnkd.in/dbgw_7Ar

1099 or Employee - What Every Employer Should Know The most common understanding of the differences between an employee and a 1099 worker is taxes, where 1099 workers’ pay their own taxes, while employees get part of their taxes paid by their employer, but the differences go much deeper than that.   There are clear regulations about hiring an employee or 1099 worker, what kind of work they can do, and how they can interact with a business. An employer needs to know when to consider hiring a 1099 worker or an employee and how to balance schedule flexibility vs. risk.   We will continue to discuss 1099 vs. employee in this series. ClearPath Workforce Management stands ready to protect your business from these regulations and ensure they align with the law.   For a customized employee compliance plan for your business, contact us today. https://lnkd.in/dVn_a6d3

🚨Tax Alert🚨 | Dive into the latest in remote work dynamics! 💻 Explore Puerto Rico's new guidelines, crafted to embrace remote employment and attract talent to the region. Uncover the exemptions, insurance insights, and more in this insightful article. #RSMPuertoRico #RSM #TaxAlert #PuertoRicoTax #RemoteWork #PuertoRico

Are you tired of the headache that comes with managing employee expense claims? Look no further! Check out our latest blog post where we break down what employee expense claims are and give you tips on how to streamline the management process: https://hubs.ly/Q02Ky16s0 - 📣 Learn More about Swingvy - https://hubs.ly/Q02Ky2hg0 🎁 Free Resources for you - https://hubs.ly/Q02Kx_zB0 #EmployeeExpenseClaims #HRtips #SimplifyYourProcess

GTN Managing Director Jennifer Stein was recently featured in HR Daily Advisor on navigating the tax minefield for mobile employees. In the article, "7 Communication Tips to Protect Your Mobile Employees from Tax Violations," Jen outlines key strategies like tracking employee locations, scheduling regular check-ins, and connecting remote staff with local experts. Proper communication from HR can help steer mobile employees through the complex tax risks that come with remote work across borders. Give Jen's featured article a read to learn how to protect your organization. https://hubs.ly/Q02x6QpL0

Quick Reminder for all the growing businesses doing work primarily in major cities: Most of you are currently, or will soon be, crossing the 20-30 FT employee mark. For many of you that will cause you to fall under your locality's Transportation Benefits Mandate (employee count varies by locality). It was brought to my attention at Reverly this weekend that many operators are unaware of this and wanted more information. I've added a link below to the NYC FAQ on the subject. There are tax benefits for the employer and the benefit can even cover PARKING! If you would like to learn more, or work with a broker that will keep you ahead of the game on compliance matters like these, let's connect! https://lnkd.in/gewYhfYc

🔍 Has anyone double-checked their Right-to-Work processes lately? If you’re like me, running a business means juggling a lot of responsibilities, and compliance checks can sometimes slip through the cracks or just put on the back burner. But here’s the thing, right-to-work checks are essential for protecting your business. I’ve seen firsthand with some of our clients how easy it is for things to go wrong. With Labour looking to introduce more #employment rights, there’s even more reason to make sure companies right to work checks are up to date. In my latest blog, I’ve laid out a simple guide to help anyone make sure their checks are thorough, compliant, and ready to go with as little stress as possible. 💼 👉 Check it out here: https://lnkd.in/gyEMCura How are you handling right-to-work compliance in your business? Have you ever run into challenges with it? I’d love to hear how you’re managing this side of things or any tips you might have👇 #payroll #careers #Business Greater Birmingham Chambers of Commerce Jayne Hume Aman Chima

Not the best incentive IMO. A 'seat warmer' bonus reflects the state of the market - and most likely employees will end up following it. Also, new ideas to bypass swipe cards and biometrics 😂 === Employees working fewer than three days in the office will not be paid any bonus, the publications reported.  From there, bonuses will be tiered, with staff working between 60% and 75% of their time in the office receiving half of their potential bonus, and those working between 75% and 85% of their time in the office receiving three-quarters of their “variable pay.” Only staffers working more than 85% of the time in the office can expect to receive full pay.  In effect, that means only those coming into the office five days a week are entitled to receive 100% of their prescribed bonus.

https://lnkd.in/gA_VNHm4 Working from home has blurred the line between work and home. For some, they are free to get their work done uninterrupted. For others, working from home has created an open door for their employer to contact them anytime and even after hours. The Right To Disconnect is a new law that allows employees to rest at home, knowing that they are not required to respond to their employer or co-workers after working hours. Read this article by the ABC to learn more about these unfolding laws.

Mills & Reeve: Key Legal Considerations for UK Employers with Remote Workers in Germany • Mills & Reeve, in collaboration with Graf von Westphalen, provides insights into the legal implications for UK employers with staff working remotely from Germany. • Permanent workers based in Germany are entitled to German employment law benefits, even with an English law contract, due to their physical presence in the country for more than 180 days a year. • German employment law offers protections similar to EU law, but some aspects, such as unfair dismissal regulations, are more favorable to employees compared to UK law. • Tax and social security considerations arise for workers residing in Germany, with tax rates ranging from 14% to 45% based on income brackets and social security contributions at 41% up to certain thresholds. • Establishing a permanent establishment in Germany for tax purposes is unlikely for a single remote worker, but tax advice is recommended due to complexities and potential liabilities. • UK nationals moving to Germany may face tax liabilities in both jurisdictions, but double taxation treaties and exceptions for temporary employment arrangements can mitigate this. https://lnkd.in/ez8RCjTW