Medlin Software, Dennis

Personally, I would not accept such a W4 as it is clearly not valid (back dated). If there was no valid W4 in place before the 2019 "checks" to be back dated, then it must be (for 2019) Single, 0 allowances, and no other adjustments. Not saying there is a good chance of getting caught, just that the slope is slippery. This forum is public, so it makes no sense to post anything "slippery" here, regardless of the chances of getting caught.

Separate yourself, and your client, from the "employee" who wants a made up (my term) W2 for 2019. Treat the "employee" as a stranger, and make sure the "employer" complies with all regulations. It may be best to refer to a forensic payroll expert who has experience cleaning up this type of situation without causing more problems, or causing you to be pressured to prepare forms which are not accurate.

My kids did, and heard the same warning you refer to. The message does not say they will arrange transportation. In their case, they do not need transportation so there was no issue in that regard, but I wonder what AAA would say if someone enforced the transportation clause? Candidly, I only keep AAA for my kids, since they are not always prepared to pay up front. --- They are in Yosemite valley. The garage (a AAA contractor) is not answering the door, or their direct phone. A ranger gave them a card to put in the window, so the car will not get towed as abandoned. They will deal with it when they are done hiking in several days. (They have a second car with them, they were going to leave one at each end to avoid being on the bus.)

So, ironically, one of my kids may need a vehicle towed later this week. Looking my my bene, I see this: Fortunately, he will not need a ride, and I may actually tow the vehicle here myself...

AAA, and all roadside services, are a network of local tow operators who agree to tow for whatever price the cal center offers. It could be the particular operator for that AAA service area (franchise area) came up with the policy. I would start with the actual operator, then complain to AAA about allowing this policy. --- For many roadside services, when you call their call center, they, in turn call local operators with an offer, sightly raising the offer until they get the tow sold. There is usually zero consideration to the closest truck or speed of arrival. In some remote areas, this can also apply to AAA (if they have no local operator, and agree to use non franchise trucks). The pay rate is very low for the tow operators, and they can bump you for a cash tow of five before they get to you. (I did not realize all of this until I got an RV, and had to dig into how the tow clubs work.) For local issues, AAA is great. Jump, gas, lockout, local tow, etc. You likely already know who the truck operator is. On the freeway, call the highway patrol. They will get a truck there ASAP, and in most cases, you can have them expedite your club tow company. Anywhere else, google a local company, pay them, and seek reimbursement. If your club does not reimburse, then let the club go. If you have a standard vehicle, review the owner's manual tow instructions while you wait, just in case they do not send a roll back truck. If you have anything non standard, know your tow requirements first, and make sure you demand the necessary equipment and/or operator is sent. And maybe just as importantly, unless you know the person arriving is from the company coming to get you, do not accept help from a gypsy driver.

Wash, rinse, repeat. Someone asks about my software, and it is clear they are simply looking to not pay a payroll service, and they have zero payroll experience or training. I inform no payroll software can make them qualified to manage a payroll. They reply their "friend" said it was easy. I suggest they ask their friend if they would be willing to teach them payroll processing rules, to which they answer "is that not what the software does?". I lose no sleep over these contacts, even the ones who pay first, then "need" to be refunded. I used to lose sleep with the grief I went through trying to keep these customers. Had one last week who paid first, asked for a refund when I would not setup their payroll for them and go over their reporting requirements. They then tried to reorder using a different name (same address though), as "their accountant" said they would teach them. I said no thanks, since they already ignored my request the second order be paid with a money order (to avoid a charge back), and that any such order would come with zero support for the first year (since they already had a refund because they were not competent to manage a payroll - IMO).

I, and others, disagree. If the only item on a W2 is "informational", then no W2. There is zero requirement for HA to be on a W2, despite what many believe. I understand, some believe the suggestion of including HA on a W2 is actually a requirement, but it is only a suggestion as a possible place to meet the notice requirement.

Another case of someone giving a W2 when it should not be given...

Those that do not treat themselves as employees (when required) with a reasonable wage, found out one of the consequences (PPP loan application). I was having a relatable discussion with a professional who pays themselves 25k in wages, once a year, for full time work, and 6 digits in distributions. The person does have earned letters after their name, but kept arguing what they have been doing is not an issue. It is the old story of do as I say, not as I do... I suppose, as they likely do not advice their customers to do the same.

They may already know, but look into some sort of state funded caregiver payment as well. Can be substantial, and in certain cases, tax free.

I get daily offers of funds, buy in's, etc. For those that watch the AK gold dredging show, Shawn P. found out what it is like to take on selfish "investors". (Investor somehow put the new corp through bankruptcy as a means to cash out the investor shares.) As part of the whole pandemic situation, a couple of my customers was thinking of just closing. But they had a couple of long term reliable employees, and have seemed to have found a way to pass on / sell their businesses. (Neither was all that aware of the ability to hire specialist representation to make such transfers easy, and fair to both parties.) One has a child who wants to keep working in the business, but not run/own it, so they were able to come up with a method to sell to other employee(s), while guaranteeing their child's employment as a non owner. I think both were able to get some amount of ongoing income for their retirement, without cutting the cash flow too much.

The next interim final rules will be published Friday. The amount per owner or employee, if the 24 week spend is used, has been adjusted. https://s3.amazonaws.com/public-inspection.federalregister.gov/2020-13293.pdf

https://www.sba.gov/about-sba/sba-newsroom/press-releases-media-advisories/sba-and-treasury-announce-new-ez-and-revised-full-forgiveness-applications-paycheck-protection An "EZ" forgiveness application has been added. Terms have been updated in STRONG FAVOR of loan recipients. I have not disseminated all changes, but there are already articles/opinions you can find via web news search.

In am not terribly familiar with the FTE calculation, since it is not a concern for what I have to deal with. Maybe pesent a bill/quote for your participation using the 8 week, and an estimate of what it would cost if they decided to use the 24 week. The 5% extra forgiven may not be large enough to wait for, given what it might cost them for you to calculate FTE over the 24 weeks. ON the other hand, if the loan is 20k or more, the 5% is at least $1k, which you could get a piece of for your time, and still leave the employer with more forgiveness...

I had a customer who is "vacationing" via a federal institution. He was preparing tax returns for non-native English speakers/writers, and was altering their returns and pocketing fake refunds. He had the gall to make a death threat against me and my family if I cooperated with a subpoena, even though I had no knowledge of his actions, nor any access to or copy of his records (he was using my payroll software). His threat was via email, which the investigating agency was happy to receive. I think he represented himself in court, proving the old adage about being foolish.

A person has the right not to work. Their action may have consequences, such as terminating eligibility for UI, and not making themselves eligible for FFCRA. Of the many requirements placed on employers, managing employee fear is not one of them.

To get the loan off the books in case it benefits the business operation.

2,3,4. States will be very aggressive on this issue, so employers looking to rehire/hire can reasonable state the job offer and first work date will (eventually) likely be used as their end of UI date. Employers can also, depending on their personal feelings, make "soft" offers to feel out the person's intent. Employers, in states where the C19 UI claims will alter their UI rating/balance, will likely want to very aggressively protect their UI rating/balance.

On a surface 6, I use BL, and facial rec/pass phrase, and the other feature (can't think of the name at present) which restricts certain access to help stop ransomware if I were to do something dumb. I use remote access software, splashtop, when I am not at that computer, this the reason I allow a passphrase in addition to facial rec. The machine has other security features which help prevent any sort of side booting. Security has to start with the hardware and boot process. My hardware does not auto decrypt without proper login, and I can manage remotely, including login and reboot.

I do too. That is why I self encrypt before the data leaves my computer. Most backup services also encrypt, some even with a pass phrase only you know, but I want to know my backup cannot be decrypted by the backup service itself.

Some who get tips have to "turn it in" to a pool of some sort. My reasoning comes from what an unsavory employer did to their employees, one of which, for a short time, was one of my kids. If they were caught not turning in a cash tip, they were fired. Card tips were easier to track at the end of shift, and can be monitored by higher up than the shift manager,, and were tougher for the shift manager to pocket (which was being done with cash). So for me, if it never leaves the server's hands (unless they choose to tip out), I am good with cash. Otherwise, card it is.

Interestingly, at least to me, when I am leaving a tip where I am not familiar with the practices of the business, I use a card. If I know the business (I will ask employees!) gives tips to each person as given, then I might use cash. My idea is I want to make certain the tip get to the person who actually helped me. If they want top tip out to back of house, that is their business. For those who are self employed, such as the person who does my DW and DD's hair, I generally pay cash, as I know what CC fees are. It is not my job to worry about their finances, but I can save them at least 3% in fees. I don;t alter my tip, but they also know I am paying cash on purpose to add 3% to their income from me.

C19 delays?

Main: Every hour, local backup using Cobian Secondary: Daily, local, removable hard drive, and on a secure web server Tertiary: Weekly, local, removable hard drive, and on a secure web server Last resort: Amazon Glacier to hold the files. CloudBerry as the software to up/down the files. --- I use Cobian to manage the files for the backup, creating a single, encrypted file which the various backup processes use. I like to control the encryption myself. Cobian backups into a folder I setup. Then, by backup processes use the files in the special folder only, instead of having to look all over my drives, compress, and encrypt. Since I self encrypt, even if I were to somehow make the files public, they are useless to others. By using a web server I control, I have instant access to my backups. Amazon Glacier is a very cheap storage method. The trade off is it is not instant for recovery (neither are most of the paid online sources, as many use Glacier for storage!) --- The most important thing is to test your backups by trying a recovery. Unless you dig in and self manage what gets backed up,, you will likely find your backup does not have all you need. Online services such as the one mentioned in the OP, use default type settings, which are not likely to get all data you really want to backup. If you do not test your backup and keep notes showing what is actually backed up and can be recovered, you may as well save your time and money for manual recovery, and do not waste it making what will not likely be a usable backup. Even if you never lose data, a good backup and recovery will make it a snap to move to a new computer.