Does a company or an employee have to pay income tax? Here is a hypothetical situation: A person worked in company A for first 9 months in a year. They paid income tax for him. The remaining 3 months he worked in company B. This company assumed that the person didn't have any income before he joined them, and didn't pay any income tax for him (because his income in company B didn't reach the threshold of taxable income). Now company B claims that the person has to pay this tax himself because it's his responsibility. As I know in many countries companies are obliged to withhold and pay income tax on employees' behalf. So it's company's responsibility to pay the tax. Who has to pay the tax in this situation? In case no one pays the tax will Revenue Department inquire this tax from the person or from the company? Assume the USA Law.
So these are the basic rules of the tax game: The taxpayer (employee, in this case) is liable for tax on income earned by him. On occasion, the payor of the income to be received by the taxpayer is required to withhold tax on the payment, remit the withheld tax to the IRS/state/local tax authority and pay the balance over to the taxpayer. If that happens, the taxpayer is entitled to a credit against his taxes for the amount withheld by the payor. Failure by the payor to withhold the required amount of tax does NOT excuse the taxpayer from paying tax on the income he earned. So company B is right.
Any tax overpayments will be refunded after you file your tax return next year. Accidental overpayment is just one way this can happen. Another common situation is when a person works for only a few months at what looks like a high annual salary. They'd be taxed as if they were making $120,000 / year, for example, but they only work for three months, so their income ends up only being $40,000. They get money back at tax-return time.
The Company is performing wage theft I have never heard of a wage method that pays a salary according to hours but doens't pay for hours over 40. Monthly Salary, by definition, is paid regardless of hours. Your contract doesn't give hours, it just gives a monthly total. That's a contract, and you should be paid according to the contract. In terms of fairness, it certainly isn't right to dock pay for weeks you worked less than 40 but not give you credit for weeks you wored more than 40. Now, it's not clear if you moved to direct employment for the second month. If you did, the first month would be a contract violation, and the second would be a violation of wage &amp; labor law. A company can't pay you salary as an exempt (exempt from hourly wage laws, like management) employee and also dock you pay according to hours worked. So what can you do? If you are still a contractor and actually want the job, not much more than arguing with payroll. Since you (why?) decided to be a contractor instead of a direct hire, you have exactly zero protections to getting let go. If you are a direct employee, you have protections from bringing action about being paid fairly, though your long-term prospects there would be problematic if you have to take the company to task using the government. Any HR rep should know all of the above. But never just go to HR without talking to your manager first. Remember that HR works for management, and working against your manager is generally a bad career move.
The English version of the taxman's web page does not indicate any specific exemption or reduction of taxation due to being under 18, however provision 102.3 says that The monthly taxable income of disabled people of I and II groups (except for veterans of war), persons under age of 18 with limited levels of health from any type employment shall be reduced by the amount of 200 manats. Provision 106.2, about exempt income says that Income tax rate for production enterprises owned by public organizations of disabled people, or children with limited levels of health shall be reduced by 50 percent if not less than 50 percent of employees at such enterprises are disabled people, or persons under age of 18 with limited levels of health. These provisions imply that it is legal for people under 18 to work. The Azerbaijan Labor Code section 42(3) says A person who has reached the age of fifteen may be a party to an employment contract. and 58(6) says that Employees under age of 18 may be allowed to hold multiple jobs if their total daily working hours do not exceed the reduced work hours provided for them in Section 91 hereof. which again implies that those under 18 may work for money. There are a number of other provisions that address employees under age 18. A freelancer is not an employee, so the labor code is technically not applicable to you, but it suggests that it is legal to freelance if you are under 18. Usually, restrictions are placed on people working for others and it is assumed that people can be self-employed relatively freely. One would have to hire a lawyer to be sure, though.
Being outside of IR35 means one is considered a (self-employed) contractor, not an employee, and as such will not have income tax and national insurance contributions deducted under PAYE. HMRC require the NINO and Ltd Co details to cross-reference the payments declared in the public sector's accounts with the Ltd Co's accounts to ensure (a) they match, (b) the correct tax and NIC is paid by the relevant entities, and (c) to confirm the identity and/or status in the Ltd Co of the recipient of the payments.
The relevant legislation is the Employment Act 1996, but in plainer language ACAS describe that they can make deductions for the following reasons: the employee's contract specifically allows the deduction it was agreed in writing beforehand they overpaid the employee by mistake it’s required by law, for example Income Tax or a court order the employee missed work because you were on strike or taking industrial action The first two provide pretty wide latitude into what they can make deductions for so long as it's in the contract/a written agreement The employer can't make deductions that would result in your wage dropping below minimum wage except in the following circumstances: tax or National Insurance something the employee has done which their contract says they’re liable for, such as damage to a vehicle through reckless driving repayment of a loan or advance wages an overpayment made to the employee made by mistake buying shares, other securities or share options in the business accommodation provided to the employee – find out more about accommodation deductions on GOV.UK something the employee uses – for example union subscriptions or pension contributions I'm not sure if it matters whether the employer is a private individual or a company Nope - for these purposes an employer is an employer To look at your specific examples: but assume that the employee is not doing a very good job No.. incompetence can get you sacked or fired - but it can't get your wages docked. At least not unless there was some performance-related-pay element to your wages already in the contract. But that would be difficult, it would have to be quantifiable. There's a reason why such structures typically have a base salary with performance-related elements paid as bonuses, because it's easier to simply not pay extra if thresholds aren't met than it is to deduct from a base wage. snoozing on the job Again not unless that was specified in advance - and that would be an oddly specific thing to include. Most likely they'd just get fired, in the majority of employment scenarios taking unauthorized sleeps on the job is going into Gross Negligence territory if there's a pattern. taking personal phone calls Taking personal calls is something that's more likely to be covered by a contract or company policy - but again it's more likely to lead to disciplinary action or sacking than wages being docked. You'd have to get into measuring how much time was lost in order to dock the appropriate amount etc. late into work You'd think this would be a slam dunk - you're late and therefore not meeting your contractual obligations. But in reality the same requirements as above apply - there needs to be explicit agreement in advance of the deduction in either your contract or other written consent for an employer to dock wages. It's probably more common than the other examples for such a provision to exist, but it still needs to be there.
The Commonwealth of Virginia defines a worker as an employee if his or her employer: Furnishes, tools, materials and equipment needed to do the work; Sets the hours of work; Withholds payroll federal and state income taxes and Social Security taxes Receives direction and training from the employer about how to do the work; and Is paid by the hour, week, or month instead of being paid at the completion of a job Virginia also lists the 20 IRS factors and Virginia exemptions for Employee Classification on their web site. One of the factors in determining if a worker is an employee states, "If the employer furnishes significant tools, materials and other equipment by an employer, the worker is generally an employee." Other factors include whether or not the employer can discharge a worker or if the worker can quit work at any time without incurring liability. There are many factors that will be unique to your particular situation that will determine if you were an employee or a contractor. If you were an employee and not a contractor then, in Virginia, the employer would have had to pay you at least minimum wage for your efforts. Generally speaking, an employers recourse for dealing with a non-negligent employee who performs their work incorrectly is to terminate the employment relationship. It is generally not acceptable to dun the worker for damages that occur during the normal course of business. If, on the other hand, you were an actual contractor then your contract with your client will be the guide in how you were paid and would also define the damages for which you are responsible for work not performed to contractual specifications. It is still possible to pay an employee for piece work. This is often done in construction and could make sense for the type of work you were performing. However, the Fair Labor Standards Act requires that the employer maintain records regarding hours worked so that there is an assurance that minimum wage and overtime rules are followed. There is a good article related to the construction industry that provides a good explanation of the details. Most state employment commissions, including Virginia's, provide assistance to workers to help them determine if they were properly classified. Virginia's website does this as well allowing you to call or send an email.
In the U.S. severance payments are not provided for statutorily, and are rarely made when an employee quits or is fired for cause. However, even when not provided for within contracts it is common to see voluntary severances paid during lay-offs. Furthermore, in the U.S. it is more likely that they would be "laid off" in order to qualify for unemployment insurance. In Pennsylvania one can make claims on the state-run unemployment insurance system only if one is able to work and does not refuse suitable work when offered. If one quits one is not eligible for these payments. Ultimately unemployment claims are born by the employer (since their legally-mandated unemployment insurance premiums are adjusted based on realized claims). So managers with the authority to layoff employees can impose real costs on their companies, both in terms of direct severance payments (which may be optional), and in terms of the inflated unemployment premiums that will hit the company down the road. However, I have never heard of a company attempting to recoup such costs from managers, since such decisions are specifically delegated to managers with hiring/firing authority. It seems much more likely that a manager deemed to have abused the company's purse would be demoted or fired rather than being sued, unless there were some gross fraud involved (e.g., kickbacks).