Medlin Software, Dennis

Only from memory, but at some places, that amount would not be enough for full time credits. You should be able to look a the school web site or just a google search to see cost per unit and units to be considered full time.

One interesting likely item is employer defer their SS match. I will "play along", but I will likely deposit on Dec 31, unless there is some tax rule which allows me to deduct the deferred (unpaid) amount in the liability year, not when paid. (Not a payroll tax "holiday".) The results of the law are forever reaching. Employers will have to be ready to front several weeks of wages out of pocket (or by some other means) whenever a emergency PSL declaration is made. This will be on top of what will likely be a mass increase in states which will add paid sick leave (with no notice or proof needed) regulations. I self chuckled at those who were complaining about the blanket 600 add on to UI, but when one does the math and asks around, many employers (who even had a choice) elected layoffs as it got more money to the employees faster, and made the employees eligible for free health care. The pre tax student loan/fee reimbursement is one to watch. The text I saw last night had no dollar limit, but other reports had said 5250. Some were saying they think this will become semi permanent (via extenders) or eventually full permanent. Pre tax always gets my attention. The text I saw was 880 pages so far. My lively wife of more than three decades complains when I have to work hard to keep up with these changes, but we are always happy as we realize complication is good for those in our professions. Right now, with stay at home, she appreciates any reason for me to be at my desk most of the day!

Only applies to currently employed folks. Those laid off are not eligible for the emergency PSL. I read this (from the star unfortunately) as being more for the next event. It remains on the books and can be enabled by declaration as needed. There are some credits when rehiring. (Make sure to get new W4 forms, I9, report new hire, keep any PTO or other balances required, etc. Better safe than sorry!) The business owners I have spoken to who had a similar decision almost all went for lay offs. Not only to try to keep the business viable, but to get the most money to their former employees as soon as possible (and making them eligible for health care too). Some, who are not facing stay at home or school closures at present, are even considering layoffs before April, then seeing how their locality proceeds. Catch-22 for all concerned, no way already in place to handle the situation, and no way to fund it cleanly for employers. For the future, employers have to be ready to float full wages for 2 weeks at any time, upon declaration. (Another employer burden, like mandated sick time with no notice or documentation required.) Those who went with reduced hours are facing the same numbers game now, lay off before April, or play the credit "game". Few have a meaningful balance due so most will have to be paying out of pocket (loan, charge cards, whatever they can scrape up) and hope reimbursement is speedy. Rinse and repeat until the PSL runs out. The "rub" is the law is in place, but the mechanisms are not, such as the exemption and reimbursement processes. Thus the 30 day "good faith" rule, since even those who write and disseminate the rules know the mechanisms will not be in place in time. My suggestion is to not read the news accounts and opinions. Read multi-person opinions, such as APA and other trade/professional group opinions and do what is best for the business to survive. Business fails trying to do good can cause more harm than layoffs. --- The more interest item, to me, is the keep working aspects. Way too much room to game, but probably the best the politicians could pass given their desire to look good during an election year. The pre tax school fee and student loan reimbursement should not to be overlooked. The language allows for the employer to pay direct or to the employee, so on its face, appears to be something which would be reimbursed at end of year. This could even make it into the extender group or made permanent. Parent Plus is included (good for me!). If structured to only reimburse for principal, the employee can still include the interest, if needed, for preparing their own return. Oddly, the "news" touted a dollar limit. The bill text I saw last night had no dollar limit. Waiting for the actual law text...

Or, as someone wiser than me once posted here, raise their fee to a level they are no longer jerks. Many people have more money than manners, and it was said the job is to get as much of the former as it takes to ignore the lack of the latter.

That is the window the emergency paid leave is available. From what I am hearing, many are already laid off, and will not be eligible for paid leave, just (hopefully) UI. Those who are still employed and eligible as of 4/2 may benefit, if they need the time off. The PSL is two weeks max. The FMLA is 12 weeks, 10 paid. Both are likely better than UI, assuming health care costs can be covered. The employer has to front the money, which is not going to be easy for many. (All of this is subject to new guidance, so I reserve the right to change my thoughts!) The simple math, and employers not wanting to front money, apply for exemptions, and deal with other paperwork, is many will get layed off, since they can get UI, food stamps, and medical coverage while unemployed. If there is ever another crisis, the emergency leave rule can be implemented by declaration, and should be nearly instant, or at least faster than a month.

Some FL greyhound tracks are closing for good (earlier than required/expected), and dogs will be heading towards forever homes. Some people will be participating in cross country hauls, then isolating themselves from their family upon their return... "Life finds a way."

Back from self imposed hibernation. Thanks to all for the kind words. Starting to wrap my head around the new/proposed payroll changes. Talking with friends, anyone who can claim exposure at work, WC seems the best bet. Non work exposure, DI (if available). Any new sick leave seems to be too late, as employers are not able to carry employees to get to that point, and are not willing to invest scarce resources in dealing with compliance. That leaves UI for the rest, which is what I was hoping would get boosted during the current crisis. I am hoping we need just a couple more weeks to smooth out "the curve", as it is clear the medical field is RAPIDLY catching up with testing, and has began several treatment trials with early signs of non-negative results.

Have not yet heard from customers. However, friends are choosing to layoff employees since it gets the employees money faster than the first payroll after April 2, and since they cannot carry the employees until then, or after the PSL is done. While the effort is appreciated, for employer/employees, the complication seems, so far, to be such, most are choosing other methods. The other issue is for the many employers who make their deposits with each payroll, and not having any taxes due to use to fund the sick leave. I just don't see this benefiting many hourly employees at present. As I saw once (not reconfirmed) this will be something available again upon declaration, it could help with a short term future issue. For SE, it should help. If there was a known end date to the quarantines, then we might have something, but as of this writing, no solid end date is known.

Thank you. Perfectly timed, and with our dearest friends. Gives me time to reflect, and to not think of the nightmare of dealing with two (my grandmother too) intestate passing's with a (now highly valued as commercial property) home involved, that a reclusive relative (with half interest in the property) lives in now. I guess I am the first generation "grown up" in my family. I had been working on a folder for my personal items for those I eventually leave behind, and I have promised myself to get my things in one place first. I promised to not leave a mess for my heirs...

Personally... I am finding county health departments seem to offer the most reasonable advice, even through they are stuck with some statewide requirements. I also have a son who works in a major hospital, one which is one of the first to take patients such as this issue. So I do benefit from the advice he can share, and that is after he hears from hos mother about keeping safe. This is our 3rd or 4th time where there has been something new or scary to cause us worry for him. For us, we are being thoughtful as to our actions. But, we are going about our normal life for the most part. Today, we are regular grocery shopping and preparing for a camping trip. Our friends, who are all over 60, are also camping with us. However, we will likely practice the social distancing, and will not be meeting in any of our RV's. Instead, we will be hanging out in covered tents with propane fires, and walking our dogs. We were frank with each other, and all in agreement we want (need) to go, but we can easily be more careful. The campground is owned by someone in their local politics, and they are 100% deferring to their health department, which as of this morning, says camping is fine, with precautions. To be very candid and balanced, my mother had an emergency medical event over the weekend. She did not survive. It was not related to the virus at all. However, while we talked to her pre-op, we all thought it better not to go there to visit before surgery, since we cannot say we were not carrying the virus, or flu, or a cold, etc. The reality is, the virus was not the deciding factor, just plain common sense for an elderly person facing open chest surgery and recovery, when we have the technology to have voice and video communication. Had she survived, we would have been there the next morning, in full containment suits, just to be safe for her (even without the virus threat). The biggest issue our son told us was lack of test kits, and the 48 hour wait for results. he was shifted to a group who is working on a way to be able to test more people, faster, without having for test kits to be supplied. For me, things like this virus are not the first or last to come along. We cannot live in a bubble forever, so we have to figure out how to mitigate reasonably. Trying to slow the inevitable spread is a good thing, as if we can spread the "bubble" out over several more weeks, we can lessen the pressure on treatment facilities. But, it cannot be stopped, and the majority of us will be exposed, if we have not been (and already recovered) already. Looking at my newly rediscovered grandfather's dog tags from WW2, which show he served during WWW1, reupped in the 20's, volunteered for WW2 at 41 years old (and we know he tried to volunteer for Korea in his 50's), reminds me people can go through and get though much worse than my generation can ever imagine. All of his volunteering after hearing how his grandparents were marched west (Trail of Tears), and him and my grandmother making the Okie trek to CA during the dust bowl.

"We know what the result should be, and if the" (result) "doesn't match our expectations we have to figure out how to tell it" (the software) "what to do." I should save this for my potential customers who expect obtaining and using software will make them competent. My usual example is obtaining an MD's travel bag and contents does not make them an MD, but I like this one better. Experience, training, and (what used to be) common sense are always in demand.

Assuming the message is shown "by" ATX, it is likely their fail safe error, triggered by something they do nto plan for (handle gracefully). Hard to say. I would view the details, then ask ATX for an explanation. If you can trigger the error by exact repeatable steps, then send ATX those steps.

If you don't ask for the sale... While my situation is different, I do ask, several times, if someone is late in ordering. Every message has instructions for opting out I also send out order messages in batches, to somewhat control the number which come in at the same time. I can also send reminders based on the date of prior order if needed. Example: First reminders to customers who regularly order early. Next batch to those who sometimes order early, but are usually in the second wave. Next to those who order at the last minute.

I saw a great article on this. The article said, for someone who wants to keep their earnings from the same company (not get fired), accept the 1099 and report accordingly. But, when they leave, amend as far back as allowed, claiming employee status, and fight for a refund of the employer amounts. Same if fired, go for UI, or injured, fight for WC.

I am not doing the math... how would forensically changing the distributions to payroll, with the fees you would charge, along with the penalties, interest, and other costs, compare to obtaining the QBI? This assumes the forensic payroll correction would be 100% clean, with regular payrolls meeting the freq for the state (not just a check in Dec), reasonable comp, recording of all time worked (this applies even to salaried employees in many jurisdictions). etc. This is what "gets" me... as when my customers ask for anything similar, they always want just one check in December, which does not "fly" for me. Just because an owner/shareholder is also an employee does not mean the company can treat the employee any differently as a stranger employee. No stranger employee would perform services all year for one check in Dec, even if the law allowed it.

Nice to see at least one state accepts and easily handles seasonal or unequal liability. For my W2 wages, I typically pay the bulk of my required WH in Dec, since the bulk of my income comes in Dec. For employees, as long as they do not get into under withholding penalty for the entire year, it is acceptable to have zero WH, and either manually deposit before the deadline, or have a large WH in Dec. (Provides a valid W4 is in place limiting the WH.) I inadvertently tested this some years ago when the lock in letters started. The initial lock in letter algorithm included me, as I had zero WH for Q1, yet a fair liability for the prior year. A phone call, and the agent reviewing my history removed the lock in. As I move to an owner/employee role, I'll likely be able to continue my process, since my distro amount will likely be in Dec., since I will maintain more than reasonable comp for my employee "self" (keeping my SS wages up, as our daughter's future disability bene (based on me) grows a good amount each year until my FRA. I have a note to look into CA and Fed deposit requirements for owners who have unequal distributions... which is why this thread caught my eye.

Proof again not all are compliant with reporting income based on employment as wages. The Catcjh-22 is the same as always. Report it properly as wages and the employer may be upset. Report it as not wages and the employee ends up paring the employer part of the taxes, and may not have received full benefit of the wage amount, such as when retirement is a percentage of pay, and there is an employer match, proper accounting for UI wages, proper WC wages, etc. If employers would accept the fact that all tangible items given to an employee is W2... since the tangible item would not have been given if the person was not their employee.

"conceivably can create a payroll for 2019 paying himself $128,000 in December" To be blunt, impossible to do legally, even though MANY do so every following Q1. Come Q1 every year, I get inquiries regarding creating improper payrolls for the year already ended. I decline to help, and try to educate, which usually results in a no sale or a refund, since I will not help fake a payroll. This is one of the issues which shifted me, over the decades, to mainly written communication (evidence trail) rather than offering advice in a verbal form, since we are in a generation or three of "who can I offset the blame for my error" society. QBI has likely made this type of inquiry more common, but I do not ask the reason. I suppose QBI has also assisted with reasonable compensation compliance, as well as provided some consultation work when a business has enough income to be able to optimize for QBI.

Programming for unexpected data entry is a huge chunk of time... and sometimes gets overlooked. Then again, one can program for expected input, then find the wonks who make the rules allow something other than what the forms shows on its face! 2020 W4, step 3 for example...

Win+Shift+S is the key command to open the W10 screen cut. You can free form cut, and you can open, in the clipboard, what you cut for editing. (Nothing personal implied by what I shaded in my paste, just showing an example of the capabilities.)

Every time I think about griping about the 4 (at present) school bonds collected via property tax in my county (the money has to come from somewhere, and our 'Prop 13' severely restricts property tax increases, so we get endless bond measures to vote on), I think about OH and PA. IIRC, PA finally came up with a unified collection and reporting method a few years back.

(Maybe something here will trigger you to find the issue...) What Pacun said. As a programmer, the message looks like an issue with some sort of entry. I would have expected double quotes, with the the quotes containing the incorrect/invalid data. However, it could be the error message cannot make sense out of the invalid/incorrect data, a piece of data is blank, or the piece of data has an invalid character. Since the message used apostrophe's around the sheet number, maybe the programmer does not use quotes in error messages (which can be a good thing, as quotes can sometimes get interpreted strangely and displayed strangely) and the actual bad data is a field containing a quote or double apostrophe... I will sometimes type a quote or apostrophe by mistake, since it is next to the enter/return key on my keyboard. I don't use ATX, but I have seen here it is spreadsheet based, so maybe the error could be fairly low level, referring to a "sheet" used to store the data? If the billing invoice is the last thing you added, review it, and remove any/all punctuation. When posting or sharing error messages, with anyone, make use of screen capture (or cell phone picture app) and supply an image of the entire message. (W10 has a great screen capture function, which allows highlighting!). At least for me, every error message has unique text describing the error, so I can easily search for and find the spot in the code where the error was shown.

Personally, unless there were real payroll actions taken before Dec 31, I would not create a payroll now.

Like tax prep, payroll providers are often asked (appropriately or not) for advice and to share expertise, not just bang on a keyboard and produce paper. If I were still processing for others for pay, I would have some sort of flat rate per month, rather than a fee per sheet of paper/check. Helps cover those 8pm calls about firing someone (which in our state, requires instant payment), or their power's out, how can I get people paid, etc. I would charge monthly, even if seasonal, as reports, inquiries, worker's comp audits, etc., do not take the winter off.

I would search through the Windows registry and remove all printer references, then reinstall the printer(s). You will likely find many printer "artifacts" in the registry, which can sometimes cause issues. Here is an example of one section off my computer. Only the highlighted ones are actually "installed" and used. Some are misspelled "copies", and some are the defaults which come with WIndows, and were not "cealred" even though I uninstalled those items. There are other areas of the registry to search. For instance, if you have has HP printer installed, search for HP and Hewlett. Canon, Brother, Epson, whatever brand name you wish to search for. When you find something with the search name, look for any other entries which relate to printers, and note them for a separate search. While it is not suggested to randomly delete things from the registry, deleting printer references is relatively safe, since you can reinstall and setup the desired printer(s) later. The advice about using only drivers which download from Microsoft is a good. Printer manufacturer's farm out coding of their drivers and other software (in most cases). Using something which has at least been moderatly tested by MS is much safer. You may not get the absolute latest feature our of the printer, but you probably are not looking for such features anyway. If you have to use the manufacturer's drivers, start with the latest one on their web site, and work backwards if needed. Do not bother with any driver included in the box, as it is months old already...