Tag: Hire

Hire Your First Employee #ideas #for #new #business


#how to start a business

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If your business is booming, but you are struggling to keep up, perhaps it’s time to hire some help.

The eight steps below can help you start the hiring process and ensure you are compliant with key federal and state regulations.

Step 1. Obtain an Employer Identification Number (EIN)

Before hiring your first employee, you need to get an employment identification number (EIN) from the U.S. Internal Revenue Service. The EIN is often referred to as an Employer Tax ID or as Form SS-4. The EIN is necessary for reporting taxes and other documents to the IRS. In addition, the EIN is necessary when reporting information about your employees to state agencies. Apply for EIN online or contact the IRS at 1-800-829-4933.

Step 2. Set up Records for Withholding Taxes

According to the IRS, you must keep records of employment taxes for at least four years. Keeping good records can also help you monitor the progress of your business, prepare financial statements, identify sources of receipts, keep track of deductible expenses, prepare your tax returns, and support items reported on tax returns.

Below are three types of withholding taxes you need for your business:

  • Federal Income Tax Withholding
    Every employee must provide an employer with a signed withholding exemption certificate (Form W-4) on or before the date of employment. The employer must then submit Form W-4 to the IRS. For specific information, read the IRS’ Employer’s Tax Guide [PDF].
  • Federal Wage and Tax Statement
    Every year, employers must report to the federal government wages paid and taxes withheld for each employee. This report is filed using Form W-2, wage and tax statement. Employers must complete a W-2 form for each employee who they pay a salary, wage or other compensation.

Employers must send Copy A of W-2 forms to the Social Security Administration by the last day of February to report wages and taxes of your employees for the previous calendar year. In addition, employers should send copies of W-2 forms to their employees by Jan. 31 of the year following the reporting period. Visit SSA.gov/employer for more information.

  • State Taxes
    Depending on the state where your employees are located, you may be required to withhold state income taxes. Visit the state and local tax page for more information.

Step 3. Employee Eligibility Verification

Federal law requires employers to verify an employee’s eligibility to work in the United States. Within three days of hire, employers must complete Form I-9, employment eligibility verification, which requires employers to examine documents to confirm the employee’s citizenship or eligibility to work in the U.S. Employers can only request documentation specified on the I-9 form.

Employers do not need to submit the I-9 form with the federal government but are required to keep them on file for three years after the date of hire or one year after the date of the employee’s termination, whichever is later.

Employers can use information taken from the Form I-9 to electronically verify the employment eligibility of newly hired employees by registering with E-Verify .

Visit the U.S. Immigration and Customs Enforcement agency’s I-9 website to download the form and find more information.

Step 4. Register with Your State’s New Hire Reporting Program

All employers are required to report newly hired and re-hired employees to a state directory within 20 days of their hire or rehire date. Visit the New Hires Reporting Requirements page to learn more and find links to your state’s New Hire Reporting System.

Step 5. Obtain Workers’ Compensation Insurance

All businesses with employees are required to carry workers’ compensation insurance coverage through a commercial carrier, on a self-insured basis or through their state’s Workers’ Compensation Insurance program.

Step 6. Post Required Notices

Employers are required to display certain posters in the workplace that inform employees of their rights and employer responsibilities under labor laws. Visit the Workplace Posters page for specific federal and state posters you’ll need for your business.

Step 7. File Your Taxes

Generally, employers who pay wages subject to income tax withholding, Social Security and Medicare taxes must file IRS Form 941, Employer’s Quarterly Federal Tax Return. For more information, visit IRS.gov .

New and existing employers should consult the IRS Employer’s Tax Guide to understand all their federal tax filing requirements.

Step8. Get Organized and Keep Yourself Informed

Being a good employer doesn’t stop with fulfilling your various tax and reporting obligations. Maintaining a healthy and fair workplace, providing benefits and keeping employees informed about your company’s policies are key to your business’ success. Here are some additional steps you should take after you’ve hired your first employee:

Set up Recordkeeping

In addition to requirements for keeping payroll records of your employees for tax purposes, certain federal employment laws also require you to keep records about your employees. The following sites provide more information about federal reporting requirements:

Complying with standards for employee rights in regards to equal opportunity and fair labor standards is a requirement. Following statutes and regulations for minimum wage, overtime, and child labor will help you avoid error and a lawsuit. See the Department of Labor’s Employment Law Guide for up-to-date information on these statutes and regulations.


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O-Fleet – Car Rental Management Software – Rental Management #car #rental #software, #car #hire

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Rental Management

Handle your reservations and rentals in a seamless way

Manage your reservations, plan your fleet utilization and keep tabs on your deliveries and returns calendars efficiently

Availabilities calendar

  • Display your vehicles availability calendar with regards to the commercial class, the transmission type and the ACRISS code of each vehicle.
  • Use the “Drag-and-Drop” feature to easily replace vehicles assignments on any rental.
  • Display your vehicle’s planned work orders in the availabilities calendar along with the reservations and avoid any overlaps or mix-ups.

Rental management tools

  • Handle short or long-term reservations from different sources (phone, walk-in or via the website’s booking engine).
  • Manage additional extras (equipment and insurances/waivers)
  • Get an at-a-glance view on the current status of each rental.
  • Keep everyone informed about your clients’ special requests, comments or delivery/drop off information. Save their arrival/departure flight numbers as well as their staying hotels.
  • Record all accidents, tolls and fines occurred during the reservation. Bill the amount directly to the client.

Vehicle Inspection

  • Define your own inspection checklist with items such as radio tape, lifting jack, seatbelts.
  • Create and fill online pick-up and drop-off inspection sheets to compare the vehicle state before and after rental for any loss or damages (scratches, dents, dings and cracks).
  • Record vehicle delivery and return information including the agent, the odometer value, the fuel level and the vehicle condition before and after rental.
  • Display and print the scheduled pick-ups and drop-offs of the day and assign the vehicles delivery or return to agents.

Electronic Documents

  • Generate automatically a printable rental agreement, inspection statements and customer invoices.
  • Enable your clients to sign electronically the rental agreements and inspection sheets on a signature pad device.
  • Print the rental contracts with both the signatures of your clients and assigned agents without having to ask them to sign again.

Invoicing management

  • Generate automatically your rental invoices and send them to your clients.
  • Track your clients payments, visualize your clients balances and display paid and outstanding amounts.
  • Manage your long-term rentals and generate recurring monthly invoices automatically.
  • Integrate O-Fleet invoicing with your favorite accounting software. We currently support Quickbooks and Xero software.

Ready to boost your fleet productivity ?

Try O-Fleet for free and learn how to unleash the power of your fleet.


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Edwards Coaches Ltd: UK and European Coach tours and Worldwide Air Travel from South

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TRAVEL INSURANCE – IMPORTANT INFORMATION

Edwards Coaches Ltd t/as Edwards Holidays is an appointed representative of CCV Cardiff Insurance Brokers, a trading name of CCV Risk Solutions Limited. Registered in England No. 05879041. Registered office: Towergate House, Eclipse Park, Sittingbourne Road, Maidstone, Kent, ME14 3EN. Authorised and regulated by the Financial Conduct Authority. CCV Risk Solutions Limited is proud to be part of Cullum Capital Ventures Limited a Chartered Insurance Broker.

We only offer travel insurance from a single insurer ETI International Travel Protection (ERV). This travel insurance is suitable for those who wish to insure themselves when travelling against the specified financial loss of unforeseen circumstances and events relating to your trip. A list of the covers and corresponding levels, as well as the main policy exclusions, can be found below. Further details will be in your policy document, a copy of which is available on request. We have not provided you with any recommendation or advice about whether this product meets your specific insurance requirements. It is your responsibility to decide whether this policy suits your requirements. Should you require any further information, please contact Edwards Holidays.

Travel Insurance Indemnity

If you have declined to take out insurance cover offered by Edwards Coaches Ltd. t/a Edwards Holidays you are agreeing to undertake on behalf of yourself and all members of your party:

To arrange holiday insurance which provides comparable cover to that offered by Edwards Holidays.

Not to hold Edwards Holidays or the travel agent, responsible for any costs incurred by your party due to your failure to take out adequate insurance.

To indemnify Edwards Holidays and the travel agent for any costs incurred by them due to your failure to take out adequate insurance cover.

Nothing in this agreement shall limit or exclude your statutory rights

You are not required to declare your medical conditions. However, you must comply with the following conditions AT THE TIME OF TAKING OUT THIS POLICY to have full protection of your policy:

1. You are not aware of any medical condition or set of circumstances that could be reasonably expected to give rise to a claim (for example the state of health of a close relative, Business Associate or any person on whom your travel plans depend)

2. You are not receiving, or on a waiting list for, surgery, day case or in-patient treatment or investigations in a hospital, clinic or nursing home

3. You are not (a) travelling against any health requirements stipulated by the carrier, their handling agents or any other public transport provider or (b) travelling against the advice of a Medical Practitioner or for the purpose of obtaining medical treatment abroad

4. You been given a terminal prognosis If your medical condition cannot comply with these conditions then any claim relating to that medical condition will not be covered.

The policy includes some general exclusions relating to a variety of illnesses which are not covered. Although not a full list these include Alcoholism, drugs or drug addition, stress, anxiety or depressive conditions, psychiatric illness, terminal illness, AIDS, HIV, sexually transmitted disease, suicide or attempt threat, deliberate exposure of danger or criminal act. Full Exclusions are listed in the policy document.

Cancellation Up to 3,500 Medical Expenses Repatriation – Up to 2,000,000 Curtailment Hospital Benefit – Up to 3,500) Luggage Personal effects Money – Up to 1,500 in all – 200 money, valuables

Luggage Delay Up to 100 Personal Liability Up to 2,000,000 Personal Accident Up to 15,000

Up to 200 Delayed Departure (not UK) Up to 60 Missed Departure (not UK) – Up to 600 (due to public transport only) Legal Expenses Up to 10,000

Deposits ( 10 excess). All sections, except Personal Accident, Hospital Benefit, Loss of Passport, Missed Departure, Legal Expenses and Personal Liability are subject to a 75 excess, per person, per claim.

Infants under the age of 2 years FREE if named on Adult Insurance.

2-15 year olds 25% discount on departure if travelling with an insured adult.

Please contact Edwards Holidays for travel insurance prices.

Your insurance is arranged on the basis of what you have told us and your insurer. Therefore, you must provide answers to all questions raised honestly, completely and to the best of your knowledge. If you re in any doubt as to whether to provide any information please do so, to ensure that your policy is set up on the correct basis because if not it could mean that part or all of a claim may be unpaid. If any circumstances change throughout the policy term please advise us immediately so that we can ensure cover is still appropriate. If you fail to report claims promptly, or any circumstances which may lead to a claim, it may affect your ability to obtain a settlement.

If your cover doesn t meet your requirements, please let Edwards Holidays know within 14 days of receiving your policy document and return all your documents for a refund of your premium. Any premium already paid will be refunded to You providing you have not travelled, no claim has been made or is intended to be made and no incident likely to give rise to a claim has occurred.

Full details of how to make a claim and how to appeal should your claim not be successful can be found in the policy document. Updated January 2017.

Should you have a complaint about the sale of your travel insurance policy, please contact The Branch Manager, CCV Insurance Brokers Ltd, Unit 4 Neptune Court, Vanguard Way, Cardiff CF24 5PJ.
Should you remain unhappy with our final reply, you may have the right to refer your complaint to The Financial Ombudsman Service, Exchange Tower, London E14 9SR. Opening times are Monday to Friday 8am to 8pm and Saturday 9am to 1pm. Their telephone number 0800 023 4 567 and calls to this number are normally free for people ringing from a fixed line phone but charges may apply if you call from a mobile phone. 0300 123 9 123 calls to this number are charged at the same rate as 01 or 02 numbers on mobile phone tariffs. These numbers may not be available from outside the UK so please call us from abroad on +44 20 7964 0500.

Financial Services Compensation Scheme

We are covered by the Financial Services Compensation Scheme (FSCS). You may be entitled to compensation from the scheme if we cannot meet our obligations. This depends on the type of business and the circumstances of the claim. Insurance advising and arranging is covered for 90% of the claim, with no upper limit. Further information is available from the FSCS.


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11 Best Graphic Designers For Hire In August 2017 #hire #web #designers


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Hire the World’s Best Graphic Designers

At a Glance: Graphic Design

Whether it’s a billboard or a website, great design can help elevate your brand and win customers over. Graphic design involves using typography, images, color, and page layout techniques to create websites, magazines, corporate identity packages, advertisements, product packaging, email campaigns, display ads, and more. Graphic designers typically use Adobe Creative Suite programs like Photoshop and Illustrator to develop their designs. They may also use sketches and storyboards during the creative process.

Graphic designers on Upwork can help you create webpages, landing pages, brochures, catalogs, illustrations, books, direct mail pieces, T-shirt designs, and much more. A well-designed logo, marketing assets, or promotional materials can bring professional polish to your business and help set you apart from the competition. On Upwork, you’ll find talented graphic design professionals with a wide variety of experience in a range of industries and mediums. They can tackle your design project and help make your business look its best.

How to Choose the Perfect Technology Partner for Your Agency

Many agencies have clients who are searching for the perfect technology partner. By implementing these six, intelligent tips, your agency will eliminate the chaos that comes from choosing the wrong development partner and streamline the app development process by finding the perfect partner for you and your clients.

Be Cautious of These 5 Mistakes When Creating an App Marketing Strategy

There are millions of apps available in App Store and Google Play Store combined and this number is only increasing every day. While devising an app marketing strategy small things can make a big difference and ignoring small details can prove to be costly for app marketers. Here is a list of 5 mistakes that app marketers must avoid for creating an app marketing strategy that delivers results.

Top 5 Website Tips for Entrepreneurs Before You Launch Your Business

You know the importance of marketing and the power of the world wide web, but you’re unsure where to start when it comes to a website. So what are the top website tips for entrepreneurs?

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Van Hire in Somerset, Yeovil – Dorset #dorset #vehicle #rentals, #vehicle #rentals, #vehicle #rental,

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Vans Hire & Rental

Book online for a discount

AVAILABLE FOR DAILY, WEEKLY, MONTHLY FLEXI RENTAL, OR CONTRACT HIRE.

* Vehicle shown example picture only. The medium van fleet is Ford Custom 290,and Vauxhall Vivaro. Low and Medium Roof available. Depending on availability.

Ideal for moving that slightly larger load, for both private and business use .

Running a business? Looking for longer term hire rates?

Give our Long Term Hire Office a call on 08000 51 93 94 or visit www.vanflexihire.co.uk

We don’t like to be beaten on price!

Book online for a discount

AVAILABLE FOR DAILY, WEEKLY, MONTHLY FLEXI RENTAL, OR CONTRACT HIRE.

* Vehicle shown example picture only . The large jumbo van fleet is Ford Transit Jumbo 4m, and Mercedes Sprinter 4m. Depending on availability.

Ideal for those bigger items, or even moving house! Suitable for both business and private use.

Running a business? Looking for a longer term hire rate?

Give our Long Term Hire Office a call on 08000 51 93 94 or visit www.vanflexihire.co.uk

We don’t like to be beaten on price!

AVAILABLE FOR DAILY, WEEKLY, MONTHLY FLEXI RENTAL, OR CONTRACT HIRE.

* Vehicle shown example picture only.

Vehicle with side and rear access – Easy loading. Ideal for loading pallets or those heavier items via forklift.

Running a business? Looking for a longer term hire rate?

Give our Long Term Hire Office a call on 08000 51 93 94 or visit www.vanflexihire.co.uk

We don’t like to be beaten on price!

AVAILABLE FOR DAILY, WEEKLY, MONTHLY FLEXI RENTAL AND CONTRACT HIRE.

Beaver Tail. Comes with both winch and straps. Loading rails pull out from underneath vehicle. Payload 1.2tonne.

To book or require about this vehicle please telephone
CENTRAL RESERVATIONS on 08000 51 52 53
or EMAIL
[email protected]

Running a business? Looking for a longer term hire rate?

Give our Long Term Hire Office a call on 08000 51 93 94 or visit www.vanflexihire.co.uk

We don’t like to be beaten on price!


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BusinessCar – Fleet and Company Car Hire News & Reviews #minority #business #loans


#business cars

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Cookies on Businesscar

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BusinessCar magazine © 2015 | BusinessCar is part of Global Trade Media, a trading division of Progressive Media Group Ltd.


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Hire Your First Employee #small #business #consulting


#how to start a business

#

If your business is booming, but you are struggling to keep up, perhaps it’s time to hire some help.

The eight steps below can help you start the hiring process and ensure you are compliant with key federal and state regulations.

Step 1. Obtain an Employer Identification Number (EIN)

Before hiring your first employee, you need to get an employment identification number (EIN) from the U.S. Internal Revenue Service. The EIN is often referred to as an Employer Tax ID or as Form SS-4. The EIN is necessary for reporting taxes and other documents to the IRS. In addition, the EIN is necessary when reporting information about your employees to state agencies. Apply for EIN online or contact the IRS at 1-800-829-4933.

Step 2. Set up Records for Withholding Taxes

According to the IRS, you must keep records of employment taxes for at least four years. Keeping good records can also help you monitor the progress of your business, prepare financial statements, identify sources of receipts, keep track of deductible expenses, prepare your tax returns, and support items reported on tax returns.

Below are three types of withholding taxes you need for your business:

  • Federal Income Tax Withholding
    Every employee must provide an employer with a signed withholding exemption certificate (Form W-4) on or before the date of employment. The employer must then submit Form W-4 to the IRS. For specific information, read the IRS’ Employer’s Tax Guide [PDF].
  • Federal Wage and Tax Statement
    Every year, employers must report to the federal government wages paid and taxes withheld for each employee. This report is filed using Form W-2, wage and tax statement. Employers must complete a W-2 form for each employee who they pay a salary, wage or other compensation.

Employers must send Copy A of W-2 forms to the Social Security Administration by the last day of February to report wages and taxes of your employees for the previous calendar year. In addition, employers should send copies of W-2 forms to their employees by Jan. 31 of the year following the reporting period. Visit SSA.gov/employer for more information.

  • State Taxes
    Depending on the state where your employees are located, you may be required to withhold state income taxes. Visit the state and local tax page for more information.

Step 3. Employee Eligibility Verification

Federal law requires employers to verify an employee’s eligibility to work in the United States. Within three days of hire, employers must complete Form I-9, employment eligibility verification, which requires employers to examine documents to confirm the employee’s citizenship or eligibility to work in the U.S. Employers can only request documentation specified on the I-9 form.

Employers do not need to submit the I-9 form with the federal government but are required to keep them on file for three years after the date of hire or one year after the date of the employee’s termination, whichever is later.

Employers can use information taken from the Form I-9 to electronically verify the employment eligibility of newly hired employees by registering with E-Verify .

Visit the U.S. Immigration and Customs Enforcement agency’s I-9 website to download the form and find more information.

Step 4. Register with Your State’s New Hire Reporting Program

All employers are required to report newly hired and re-hired employees to a state directory within 20 days of their hire or rehire date. Visit the New Hires Reporting Requirements page to learn more and find links to your state’s New Hire Reporting System.

Step 5. Obtain Workers’ Compensation Insurance

All businesses with employees are required to carry workers’ compensation insurance coverage through a commercial carrier, on a self-insured basis or through their state’s Workers’ Compensation Insurance program.

Step 6. Post Required Notices

Employers are required to display certain posters in the workplace that inform employees of their rights and employer responsibilities under labor laws. Visit the Workplace Posters page for specific federal and state posters you’ll need for your business.

Step 7. File Your Taxes

Generally, employers who pay wages subject to income tax withholding, Social Security and Medicare taxes must file IRS Form 941, Employer’s Quarterly Federal Tax Return. For more information, visit IRS.gov .

New and existing employers should consult the IRS Employer’s Tax Guide to understand all their federal tax filing requirements.

Step8. Get Organized and Keep Yourself Informed

Being a good employer doesn’t stop with fulfilling your various tax and reporting obligations. Maintaining a healthy and fair workplace, providing benefits and keeping employees informed about your company’s policies are key to your business’ success. Here are some additional steps you should take after you’ve hired your first employee:

Set up Recordkeeping

In addition to requirements for keeping payroll records of your employees for tax purposes, certain federal employment laws also require you to keep records about your employees. The following sites provide more information about federal reporting requirements:

Complying with standards for employee rights in regards to equal opportunity and fair labor standards is a requirement. Following statutes and regulations for minimum wage, overtime, and child labor will help you avoid error and a lawsuit. See the Department of Labor’s Employment Law Guide for up-to-date information on these statutes and regulations.


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Hire Your First Employee #start #up #business


#how to start a business

#

If your business is booming, but you are struggling to keep up, perhaps it’s time to hire some help.

The eight steps below can help you start the hiring process and ensure you are compliant with key federal and state regulations.

Step 1. Obtain an Employer Identification Number (EIN)

Before hiring your first employee, you need to get an employment identification number (EIN) from the U.S. Internal Revenue Service. The EIN is often referred to as an Employer Tax ID or as Form SS-4. The EIN is necessary for reporting taxes and other documents to the IRS. In addition, the EIN is necessary when reporting information about your employees to state agencies. Apply for EIN online or contact the IRS at 1-800-829-4933.

Step 2. Set up Records for Withholding Taxes

According to the IRS, you must keep records of employment taxes for at least four years. Keeping good records can also help you monitor the progress of your business, prepare financial statements, identify sources of receipts, keep track of deductible expenses, prepare your tax returns, and support items reported on tax returns.

Below are three types of withholding taxes you need for your business:

  • Federal Income Tax Withholding
    Every employee must provide an employer with a signed withholding exemption certificate (Form W-4) on or before the date of employment. The employer must then submit Form W-4 to the IRS. For specific information, read the IRS’ Employer’s Tax Guide [PDF].
  • Federal Wage and Tax Statement
    Every year, employers must report to the federal government wages paid and taxes withheld for each employee. This report is filed using Form W-2, wage and tax statement. Employers must complete a W-2 form for each employee who they pay a salary, wage or other compensation.

Employers must send Copy A of W-2 forms to the Social Security Administration by the last day of February to report wages and taxes of your employees for the previous calendar year. In addition, employers should send copies of W-2 forms to their employees by Jan. 31 of the year following the reporting period. Visit SSA.gov/employer for more information.

  • State Taxes
    Depending on the state where your employees are located, you may be required to withhold state income taxes. Visit the state and local tax page for more information.

Step 3. Employee Eligibility Verification

Federal law requires employers to verify an employee’s eligibility to work in the United States. Within three days of hire, employers must complete Form I-9, employment eligibility verification, which requires employers to examine documents to confirm the employee’s citizenship or eligibility to work in the U.S. Employers can only request documentation specified on the I-9 form.

Employers do not need to submit the I-9 form with the federal government but are required to keep them on file for three years after the date of hire or one year after the date of the employee’s termination, whichever is later.

Employers can use information taken from the Form I-9 to electronically verify the employment eligibility of newly hired employees by registering with E-Verify .

Visit the U.S. Immigration and Customs Enforcement agency’s I-9 website to download the form and find more information.

Step 4. Register with Your State’s New Hire Reporting Program

All employers are required to report newly hired and re-hired employees to a state directory within 20 days of their hire or rehire date. Visit the New Hires Reporting Requirements page to learn more and find links to your state’s New Hire Reporting System.

Step 5. Obtain Workers’ Compensation Insurance

All businesses with employees are required to carry workers’ compensation insurance coverage through a commercial carrier, on a self-insured basis or through their state’s Workers’ Compensation Insurance program.

Step 6. Post Required Notices

Employers are required to display certain posters in the workplace that inform employees of their rights and employer responsibilities under labor laws. Visit the Workplace Posters page for specific federal and state posters you’ll need for your business.

Step 7. File Your Taxes

Generally, employers who pay wages subject to income tax withholding, Social Security and Medicare taxes must file IRS Form 941, Employer’s Quarterly Federal Tax Return. For more information, visit IRS.gov .

New and existing employers should consult the IRS Employer’s Tax Guide to understand all their federal tax filing requirements.

Step8. Get Organized and Keep Yourself Informed

Being a good employer doesn’t stop with fulfilling your various tax and reporting obligations. Maintaining a healthy and fair workplace, providing benefits and keeping employees informed about your company’s policies are key to your business’ success. Here are some additional steps you should take after you’ve hired your first employee:

Set up Recordkeeping

In addition to requirements for keeping payroll records of your employees for tax purposes, certain federal employment laws also require you to keep records about your employees. The following sites provide more information about federal reporting requirements:

Complying with standards for employee rights in regards to equal opportunity and fair labor standards is a requirement. Following statutes and regulations for minimum wage, overtime, and child labor will help you avoid error and a lawsuit. See the Department of Labor’s Employment Law Guide for up-to-date information on these statutes and regulations.


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