Top Government And Law Agencies in Austin, TX
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Bigelow Bruce
By Alice M. at Judy's Book September 10, 2013
Paul K Browder from Blazier Law Firm In Austin Texas is awell known attorney concentrating in litigation, business law, commercial in litigation, business law.commercial law, and administrative law. ...read more
Williamson County Mud No 9
By Cheryl M. Register November 19, 2010
Mud #9 just voted to do away with the fair practice of wastewater averaging and, instead, charge a sewer fee based on actual monthly usage! This effictively doubles my water bill when there are only 2 in my family and we use little water that actually goes into the sewer system. Most of our water usage is for landscape watering and this water does not go into the sewer system. We are going to fight this and hope every customer of theirs will do the same. ...read more
Bimbo Bakeries USA Inc
By Barbara June 14, 2010
Merchant Circle should remove this listing as it is incorrect. ...read more
New Photos 17 photos
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DO YOU HAVE AN IRS PAYMENT AGREEMENT BUT CAN'T PAY AT THIS TIME?
If you have an installment agreement set up with the Internal Revenue Service (IRS) at this time, but your financial situation has changed in such a way that you need to reduce or temporarily suspend payments, I may be able to help reduce or suspend payments until you are in a better financial position. I can assist with this as well as other serious IRS problems whether you live in Texas or anywhere else in the U. S. A. Call me for a free consulation. Juan Cortez, III, E. A. (800) 796-3077 Toll-free call http://taxsolsusa.com ...read more
By TAX SOLUTIONS USA January 08, 2011
FLSA Headaches? You Are Not Alone!
Most employers, especiallysmall businesses, are not in full compliance with the Fair Labor Standards Act and other Federal Wage and Hour laws. Many firms and not-for-profit organizations are plaintiffs' suits or DOL investigationswaiting to happen. Either way (or sometimes both events occur), the employer will devote much time and effort toward providing records and documents to DOL and making employees available for interviews, and/or (through an attorney) defending against a suit for back wages. If the investigation reveals violations, resolution will be expensive (back wages and possibly penalties). If an employer is sued, the costs will be prohibitive. An employer can greatly reduce the probability of investigation or suit by not only maintaining a high level of compliance but by avoiding determinations and pay plans that are dubious (though theoretically legal). Common practices, policies, and assumptions by employers, resulting in failure to pay proper overtime compensation, are: Workers are inappropriately classified as "independent contractors" and they are, therefore, not paid overtime when hours worked exceed forty hours weekly. Issuing 1099 forms in lieu of W-2 forms, even if IRS has not yet raised a question, does not automatically remove workers from employee status for FLSA purposes. The IRS employment relationship guidelines are not relevant for FLSA purposes; DOL has its own very stringent rules. Overtime is not paid because the employees are compensated onpiece rate,commission,day rates, orsalary. That is often a huge mistake; the method of pay, standing alone, does not enter into the determination of exempt status. If an employee is subject to the overtime standards, premium overtime compensation is owed irrespective of how the pay is computed. Compensatory time is given in lieu of paying overtime wages. A "comp time" practice is legalonlyfor public agencies, and then under strict rules. Hours are averagedover two or more weeks rather than the forty hours weekly standard being applied. This is generally not permitted, although an employerisallowed to reschedule hours worked during one workweek. Two limited exemptions allow more than a single workweek to be considered in determining the overtime obligation, but most employers do not qualify for these exemptions. Overtime wages are sometimes computed and paid, but then invalidated because of the operation of aguaranty pay plan. Exemption misclassificationsare common. This is not only a "white collar" and computer exemption problem; there are numerous exemption sections within the FLSA, most of which are highly technical and easily misunderstood. Job-related expensesof employees (e.g., uniforms, tools, safety equipment, expense of furnishing a personally-owned vehicle, etc.) may cut into the minimum wage. Similarly,owner-operatorsof vehicles or equipment, when not reimbursed for their investment, fuel, and other expenses, sometimes receive less than the minimum wage. The above list reflects onlyexamplesof common practices that lead to FLSA problems. If you are an employer, it would be beneficial for you to conduct a self audit to determine whether there are any issues or dubious practices. Corrections should be promptly made in order to achieve compliance. There might also be a back wage liability, but whether it is feasible to voluntarily restore back wages is a decision that each employer must make based on the facts. If you are confident that past practices were, in fact, not in compliance with FLSA, and that payment of back wages (for the past two years) will reduce the probability of a DOL investigation and/or litigation, back wages probably should be paid. It is recommended that releases (prepared by your attorney) be used. ...read more
By Wage and Hour Consulting Services December 06, 2008