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Posts Tagged ‘Compliance’


Wage and Hour Lawsuits Are on the Rise. How Can You Protect Your Small Business?

September 27th, 2012 ::

By Maria Valdez Haubrich

Are you following wage and hours laws when it comes to your small business’s employees? If you’re not sure, you’d better make sure. Wage and hour lawsuits are on the rise. LifeInc. recently reported that more wage and hour lawsuits were filed against employers in the first seven months of 2012 than in all of 2011.  At that time, 7,064 Fair Labor Standards Act lawsuits had been filed, compared to 7,006 in the entire year of 2011.

The increase in legal actions isn’t necessarily a sign that more companies are breaking the law. The federal government has started more strictly enforcing wage and hour laws, and media attention to wage and hour lawsuits (such as a case earlier this year where Wal-Mart had to pay employees some $5 million in back wages and damages) have brought attention to the issue. Finally, tough economic times may have made some employees or former employees more likely to bring a lawsuit in hopes of making some money.

What steps should you take to ensure you’re on the right side of wage and hour laws?

Pay employees for hours worked. This sounds obvious, but includes:

  • Paying for overtime
  • Providing adequate rest and meal breaks as prescribed by law
  • Counting hours worked from home

Classify employees correctly. Misclassifying employees is the number-one cause of employee lawsuits. This can include misclassifying employees as independent contractors (which means they don’t get access to employee benefits) or misclassifying non-exempt employees as exempt.

Know when the Family and Medical Leave Act applies. The FMLA provides employees with leave for certain medical or family conditions. Failing to abide by this law is another common cause of lawsuits.

With more employees working from home, working on weekends or answering work emails during “off time,” the lines between work and personal life have blurred, adding to the complexity of wage and hour issues. The Department of Labor’s Wage and Hour Division is a good starting point for learning the basics about laws affecting wages and hours, but if you have any uncertainty about an employee’s status, you should always consult an attorney familiar with labor law.

Image by Flickr user srqpix (Creative Commons)

How to Do a Patent Search for Your Invention

August 23rd, 2012 ::

By Karen Axelton

Does your small business have a great product idea that could make you millions? If so, the first step in protecting your idea is to do a patent search and see whether someone else has already patented your idea or something similar. Here’s what you need to now to get started.

Begin by figuring out whether your idea is patentable. What is required for this? Visit the U.S. Patent and Trademark Office (USPTO) website for guidelines. Most likely, you will be considering a “utility” patent, which covers a “new, nonobvious and useful” process, machine or product. You can also get a “design” patent for the design or ornamentation of a product.

Do you have a patentable invention? Then you’re ready to begin a patent search. It’s wise to do a preliminary patent search before you start the patent process. That way, if you find out someone already has a patent on your idea, you can avoid the investment of time and money in applying for a patent.

The USPTO website lets you do a preliminary search that covers both patent applications and issued patents. Be sure you also check whether the invention has been patented in a foreign country. You’ll find plenty of resources and links to guide you in the process of searching.

If you don’t find anything at the USPTO site, you’re not done yet. You also need to contact the Patent and Trademark Resource Center. You can find the nearest such center on the USPTO site. Experts at these centers can guide you to patent search resources and even train you in how to do a thorough patent search.

If developing a prototype or designing your invention will be costly, you’ll also want to contact a patent attorney with experience in this area before you invest a lot of money into the effort. You can find registered patent attorneys using a search tool on the USPTO website.

This may seem like a lot of legwork, especially considering that once you file an application for a patent, the USPTO will do its own search. However, by doing a preliminary search, you can save yourself time, effort and hassle in the long run.

Image by Flickr user Clearly Ambiguous (Creative Commons)

 

 

Protecting Your Business From a Customer’s Bankruptcy

July 31st, 2012 ::

By Maria Valdez Haubrich

The economy is improving—or is it? In today’s roller-coaster economic environment, the risk that a key customer of your small business might declare bankruptcy is ever-present. How can you protect your business from a key supplier or customer’s misfortune?

Some steps to protect yourself should be taken before you ever take on a new client. If you haven’t already done so, make the following two steps part of your processes for every new customer:

  1. Credit check: Each new customer should complete a credit application and you should verify their information with a major credit agency. If your customers are other businesses, you should request, and contact, references from several other businesses they’ve done business with. Find out whether the company has any history of late payments or other problems.
  2. Contract: It’s easy to get so excited about a new customer that you proceed without having a firm contract in place. That’s a big mistake, because without a contract you severely limit your chances of ever getting repaid if the company does declare bankruptcy. For added protection, put a clause in your contract that specifies what will happen if the customer declares bankruptcy or is unable to pay.

Once you are satisfied that the customer meets your credit standards and you have a contract in place, your work isn’t done. Keep abreast of your company’s financial data and accounts receivable so you notice when customers suddenly start to pay more slowly. If you use accounting software such as QuickBooks, it’s easy to track payment histories and see patterns.

If you notice a customer suddenly paying later and later, get on top of the situation. You may need to instigate a discussion to see what the problem is. Perhaps it’s something as simple as a new office manager or accountant who is getting up to speed on the company’s systems, but you need to find out.

If a customer stops paying entirely or if a check bounces, act quickly. Contact the customer and find out what’s going on. If there is a problem with the customer’s finances, it’s important that you not fill any further orders or provide services until they get current on their missed payments. You will also want to put future products or services on a payment-upfront basis. What you want to avoid is a situation where you keep delivering for a customer who can’t pay, thus running up a bigger and bigger unpaid bill.

If worse comes to worst and your customer declares bankruptcy, you’ll receive a notice in the mail. The first step, again, is contacting the customer personally. You may be able to resolve the matter without getting an attorney involved. If you have shipped product that hasn’t been paid for, see if you can get it returned. The United States Bankruptcy Code gives you 20 days after the business has filed for bankruptcy to do this.

What if you can’t get your money back? Then you will need to enlist an attorney. Good record-keeping will help in your cause. Gather all the documents you can about your relationship with the customer, including how much money they owe you, contracts with the company, invoices and any other records that prove what the company owes you.

If you use the preceding steps, however, hopefully it won’t come to that. When it comes to protecting your business from the fallout from customer bankruptcy, an ounce of prevention is worth a pound of cure.

Image by Flickr user steakpinball (Creative Commons)

 

SBA Small Business Tool: Size Standards Tool: Small Business Resource

July 20th, 2012 ::

SBA Small Business Tool
To qualify for certain small business programs or to obtain prime or subcontracting opportunities from federal, state and local governments, your small business must meet size requirements outlined by the Small Business Administration (SBA). The SBA has recently launched an online tool to help you determine if your business meets those requirements. The industry you’re in helps to determine whether or not you are a small business, so the first step is entering your six-digit NAICS Code(s). Don’t know it? No worries; the SBA has a link to help you find the right code. You’ll then be asked for your business’s average annual revenue over the last three years. That’s all there is to it: You’ll get a yes or no answer as to whether or not your business is considered “small” and also learn what the size standard is for your industry.

 

Levion: QuickBooks Remote Access: Small Business Resource

July 10th, 2012 ::

Levion

Do you love your accounting system or does it leave something to be desired? If you currently use QuickBooks, you might want to look into Levion to step it up a notch. Levion combined with QuickBooks can give you more flexibility and more efficiency to keep track of your invoices and CRM all in one place. Plus, since the system exists in the cloud, you can access your accounting data anywhere. Levion is browser-based, so it can work on any of your devices such as your tablet or smartphone. And don’t worry that you aren’t storing documents in QuickBooks.  Levion mirrors your QuickBooks so you never miss a beat.

Trinet: Online HR Tool: Small Business Resource

July 9th, 2012 ::

Trinet

Hiring the right employees is only half the battle. If you’ve ever dealt with the complex web that is employment law and regulations, you know what we mean. Ignore those laws, however, and employee-related lawsuits could be closer than you think. Trinet is an HR outsourcing tool that can help you contain your risks and lesson your costs. Trinet’s online platform streamlines your HR responsibilities and gives you some self-service options like adjusting employee pay, viewing benefits data and creating compensation reports. The online tool can also help with hiring and terminating employees. Employees can also use the system to view their pay stubs, W-2s and more.

 

How Will Small Businesses Handle Health Insurance Reform?

June 26th, 2012 ::

By Karen Axelton

The Supreme Court’s decision on the Patient Protection and Affordable Care Act will be announced this week. But regardless what the Court decides about health-care reform, it’s unlikely to have a drastic effect on health insurance coverage currently offered by businesses, according to an International Foundation of Employee Benefit Plans survey reported in LifeHealthPro.

A whopping 85 percent of businesses surveyed say they either definitely will or are very likely to keep offering health insurance coverage in 2014, and almost 10 percent said they are somewhat likely to continue coverage. Just 1 percent definitely will not offer coverage, and 4 percent were somewhat or very unlikely to offer coverage.

The survey polled U.S. employers of all sizes and in about 20 different industries to ask “What are you doing with your plan as a result of health care reform?” So far, many businesses have been in a holding pattern. Although 47.2 percent have analyzed how health care reform could affect their businesses, and 39.1 percent are starting to take steps to deal with reform, 31.3 percent are taking a “wait and see” attitude.

What are they waiting for? Some 80.7 percent are awaiting the Supreme Court decision, 62.4 percent say they want more regulatory guidance and 52.1 percent are waiting to see who wins the 2012 Presidential and Congressional elections.

Based on the analysis they’ve done so far, about 70 percent of respondents say the health care law will lead to higher costs in 201. To curb costs, employers are making some changes, with the most popular being:

  • increasing employees’ share of premium costs
  • increasing in-network deductibles
  • increasing out-of-pocket limits

Health care reform or no, rising health insurance costs have been a reality for businesses for the past several years. Despite the costs, “employers recognize that offering health care coverage is an important benefit that helps retain current employees, attract future talent, and increase employee satisfaction,” said Michael Wilson, International Foundation CEO.

Image by Flickr user Keithburtis (Creative Commons)

How to Treat Your Interns Right

May 23rd, 2012 ::

By Rieva Lesonsky

The end of the school year is here, and that means it’s time for many small businesses to turn to a valuable labor source: interns. Hiring college students to work in your business, learning the ropes, is a rite of passage for students and small business owners alike, and can give you access to the energy, enthusiasm and tech skills of young people who can contribute a lot to your business.

But a growing number of companies, emboldened by the recession, are taking more than they’re giving from their interns. The New York Times recently reported on the growing practice of companies offering unpaid internships, having interns work 12 hours or more and using them solely for “grunt work” like fetching lunch and filing.

These aren’t just college students, either. The Times reports a growing number of college graduates are clamoring for internships in a tough labor market where the jobless rate for college grads age 24 and under is now 9.4 percent.

Are you exploiting your interns? Yes, entry-level work has always involved some degree of fetching and carrying, but if your internships aren’t offering anything of value, you could be running afoul of the law.

The major area to consider is whether your internships are paid or unpaid. State labor laws regulate this, so you first need to determine whether your state requires paying interns. If your state does allow unpaid internships, you also need to comply with federal Labor Department regulations.

In general, this means that:

  • Unpaid interns must gain some type of vocational education from the internship.
  • The internship is for the benefit of the interns.
  • Interns can’t be used as substitutes for regular employees; instead, they have to be supervised by employees.
  • The employer cannot derive immediate benefit from the intern’s work.

An unpaid internship may seem like a lot of trouble for you in the beginning, but if you handle it right, you can end up training someone who could become a valuable employee in the future. Stay on the right side of the law, and your company will be a desirable place for interns. Run afoul of the law, and you could ruin more than your business’s reputation.

Image by Flickr user Jessica Mullens (Creative Commons)

 

Which States Are the Best (and Worst) for Business Taxes?

April 24th, 2012 ::

By Maria Valdez Haubrich

Are you considering where to move your business or open a second location or new headquarters? If so, you’ll want to take a closer look at the latest report from the Tax Foundation, Location Matters: A Comparative Analysis of State Tax Costs on Business.

The “apples to apples” study, done in conjunction with KPMG, created seven imaginary companies of different types and assessed all the taxes they would face in different states. The report considered situations such as manufacturing, retailing, and new startups (eligible for certain tax breaks) vs. mature companies. The study also considered “Tier 1” (major) cities and “Tier 2” (midsized) cities.

The types of taxes considered include:

  • Corporate income taxes
  • Capital taxes
  • Unemployment taxes
  • Sales taxes
  • Property taxes
  • Gross receipts taxes

Tax credits considered include:

  • New jobs tax credits
  • R&D tax credits
  • Payroll withholding tax rebates
  • Property tax abatements

So which states have the lowest tax burdens overall? For mature companies, the winners are Wyoming, South Dakota, Georgia, Nevada, Ohio, Utah, North Carolina, Maryland, Nebraska and Louisiana. The worst states for mature businesses were New Jersey, New York, Indiana, Massachusetts, Illinois, Rhode Island, Kansas, West Virginia, Hawaii and Pennsylvania.

For new companies, the states with the lowest tax rates are Nebraska, Louisiana, Ohio, Wisconsin, Oklahoma, Georgia, Kentucky, Arkansas, Wyoming and Utah. The states with the highest rates for new firms are Massachusetts, Rhode Island, California, Maryland, Colorado, Kansas, Pennsylvania and Hawaii.

Wyoming stands out as having the lowest overall tax cost of any state, followed closely by South Dakota. Wyoming’s score is nearly 52 percent below the national average while South Dakota’s is 44 percent below the average.

There’s much more detail in the report, including a closer look at what types of firms can expect what types of taxes based on their age and location in a Tier 1 or Tier 2 city. View or download the full report here.

Image by Flickr user Eric Fischer (Creative Commons)

 

What Tax Uncertainty Means to Your Family Business

April 5th, 2012 ::

By Maria Valdez Haubrich

You’ve undoubtedly hear the saying, “Nothing is certain but death and taxes,” but this year, even taxes aren’t so certain. Without Congressional action, the tax cuts that were adopted during the Bush administration are set to expire at the end of the year, USA Today recently reported. But with a presidential election coming up in November, little action is likely to be taken until the election is over—which means personal income taxes, capital gains taxes, payroll taxes, estate taxes and more could all rise.

The operative word there is “could”—but if you own a family business, the estate tax, in particular, could have far-reaching effects. Without intervention, the lifetime limit on the estate tax will drop from $5 million to $1 million beginning in 2013. Any estate over $1 million will be taxed at a maximum rate of 55 percent (up from the current maximum of 35 percent); estates worth more than $10 million will also be hit with a 5 percent surcharge.

Proposals pending in Congress range from eliminating estate taxes entirely to extending the current exemption. President Obama has suggested more of a compromise solution that would set the lifetime limit at $3.5 million and the maximum tax rate at 45 percent. (These were the amounts in place in 2009.)

Without any certainty as to what 2013 holds for estate taxes, how should family businesses prepare? While advice from the experts varies, the overall theme is “Proceed with caution.”

One expert who spoke to Bloomberg Businessweek advised that, for those who were planning to shift their business’s assets to their children eventually, 2012 is probably the best year to do so. At the same time, keep in mind that taxes aren’t the only consideration in making this decision.

If you’re not ready to give up control of your company, making a rash move now simply to save on taxes could come back to haunt you. It’s also important to consider the roles you and your children will play in the business, how to divide up the business assets among family members and whether children will face onerous capital gains taxes should they decide to sell their share.

Of course, if your business is worth less than $1 million, there is no reason for you to make any changes right now. But one move you should make is to start thinking about succession planning—a process many entrepreneurs tend to put off. Have a current valuation of your business done, do some hard thinking about your future and that of your business, and talk to your children and other family members about their wishes and goals.  Whether tax changes are looming or not, planning ahead will leave your business—and your family relationships—in better shape than not planning at all.

Image by Flickr user Family Art Studio (Creative Commons)