At what salary do I need to withhold taxes? My wife and I recently hired a full-time nanny to watch our infant daughter. She works 42.5 hours per week (the nanny, not our daughter). We're discussing what we should do when COVID finally wanes and we feel more comfortable going out for date night. We could ask our nanny if she'd like to earn a few extra bucks. However, since we're already over 40 hours for the week, we'd have to pay her time and a half. Therefore, it makes economic sense to have some teenager or the like on retainer. I imagine that we wouldn't have to withhold taxes for an infrequent babysitter the way we do for our full-time nanny. However, what is the exact legal requirement? Is there an annual dollar amount after which we'd have to start withholding? For context, we live in Virginia, USA.
A babysitter is a household employee in the IRS's parlance. This means that: [Y]ou may need to withhold and pay social security and Medicare taxes, pay federal unemployment tax, or both. To find out, read Table 1. You don't need to withhold federal income tax from your household employee's wages. But if your employee asks you to withhold it, you can. The thresholds in Table 1 (for 2021) are: If you pay more than $2,300 in a calendar year to any one household employee, you must withhold Social Security &amp; Medicare taxes from that employee's wages, as well as pay the employer's share of these taxes. If you pay more than $1,000 in a quarter to any one household employee, you must pay federal unemployment tax. In addition, you are liable for Virginia state unemployment tax as well. As noted in the above document, you do not have to withhold income taxes from your household employees. You and your employee can agree to a withholding arrangement for income taxes, but it's not required. This doesn't mean that your employee isn't liable for income taxes on these wages, it just means that they're not your concern. Finally, note than wages paid to anyone who is under the age of 18 at any time in 2021, and whose work for you is not their primary occupation, are exempt from Social Security &amp; Medicare taxes. Such wages are still subject to federal unemployment taxes, though. (And possibly also Virginia unemployment taxes, though I haven't checked.) See the &quot;Wages Not Counted&quot; subsections within the sections on &quot;Social Security and Medicare Taxes&quot; and &quot;Federal Unemployment Taxes&quot; in the above-linked publication.
A temporary guardian would qualify, however, you would have to go to the probate court and explain why you are &quot;unable to care for the minor&quot;. It would appear from the situation you describe that you are able to care for the child. A standby guardian would also qualify if it has taken effect &quot;upon the occurrence of a specified contingency, including, but not limited to, the mental incapacity, physical debilitation or death of the principal….” Killing yourself seems a little extreme just to avoid 2 weeks in quarantine.
I believe that under federal law, the franchise owner cannot avoid overtime in this way. A similar case was considered by the Labor Department in 2005 (FLSA2005-17NA): This is in response to your request for an opinion concerning the application of the overtime requirements of section 7 of the Fair Labor Standards Act (FLSA) to employees who work at two different health care facilities operated by one management company. It is our opinion that all hours worked at any of the facilities must be combined for the purpose of calculating hours worked under the FLSA. The letter explains the logic pretty clearly, with citations. When an employee is "jointly" employed by two or more employers, then the hours are all combined for overtime purposes. 29 CFR 791.2(b) explains how "jointly" is determined: Where the employee performs work which simultaneously benefits two or more employers, or works for two or more employers at different times during the workweek, a joint employment relationship generally will be considered to exist in situations such as: (1) Where there is an arrangement between the employers to share the employee's services, as, for example, to interchange employees; or (2) Where one employer is acting directly or indirectly in the interest of the other employer (or employers) in relation to the employee; or (3) Where the employers are not completely disassociated with respect to the employment of a particular employee and may be deemed to share control of the employee, directly or indirectly, by reason of the fact that one employer controls, is controlled by, or is under common control with the other employer. Paragraph (1) applies: the two employers (the two restaurants) have an arrangement to share the employee's services (the owner is explicitly dividing their hours). Paragraph (3) also applies: both employers are under common control, since the same person owns both. They certainly are "not completely dissociated". The same logic would seem to apply even if the two locations are different restaurants, or different types of businesses. The 2005 letter explains further: Factors that are relevant in finding joint employment include, for example, whether there are common officers or directors of the companies; the nature of the common management support provided; whether employees have priority for vacancies at the other companies; whether there are any common insurance, pension or payroll systems; and whether there are any common hiring seniority, recordkeeping or billing systems. These also seem likely to apply in your hypothetical cases.
Unfortunately, it looks like the answer is yes. There was a bill passed around 2007 called the &quot;Maintenance and Welfare of Parents and Senior Citizens Act, 2007&quot;. You should track down official information as I am going by newspaper articles. If an employed, adult child isn't supporting their parents or step-parents, 60 or older, their parents or step-parents can go to a tribunal and ask for an enforcement order. The upper limit was 10000 rupees per month or a possible jail term. The Times of India has an article from December 2019 that the government plans to expand the law to include son- and daughter-in-laws as responsible besides children, step-children, and adoptive children. The new bill also includes grandparents and they do not have to be over 60. The plan is also to remove the 10000 cap.
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.
If your friend was a salaried W2 full time exempt employee hired by the company to, among other things, write software like this, then the fact that it was developed "off the clock" with the employee's own resources means nothing once he gives it to the company. I mean if I give you a present and it blows up and breaks your arm, I'm still liable even if we didn't have a "contract" - especially if I knew it would blow up. Your friend's position is even worse since the relationship entails the employee's having the employer's best interests in mind. If I were your friend, I'd either figure out how to fix this or take gnasher729's advice from the comments and find a country where it's easy to hide from parties public and private. Maybe buy a bunch of canned food and go live on a boat?
If you were in the office, and ready to take instructions what to do from your manager, then you were legally working and need to be paid. There's plenty of things you can do in an office without electricity unless it's too dark. If the manager didn't ask you to do anything, it's the company's problem, not yours. If you took the opportunity to leave for 90 minutes to do your weekly shopping, then you shouldn't get paid.
My question: Do I need to declare this income when filing my 2018 tax return? considering that I was actually losing money. Yes. If you would otherwise have to file income taxes if you didn't have this money losing venture, you need to report this income. If you otherwise wouldn't have to file an income tax return, you don't have to file an income tax return simply to report a loss from a money losing rental, but you would still want to do so, because reporting the loss in this year could reduce your income taxes in future years. When you lose more money than you earn from sources other than capital gains, you have what is called a "net operating loss" or "NOL" for short, that can be carried forward to future years to reduce your income for income tax purposes. An exception applies if a business or rental losses money year after year after year. In that case, the IRS considers the business or rental to be a hobby rather than something done with an intent to make money and the loss is disallowed. But, obviously, that exception does not apply to your case. If the answer is yes: How do I also declare the rent I paid to the agent, to show that I actually didn't earn anything. What tax form do I need? Usually, you would report the rents received as income on Schedule E to your primary tax form (probably a 1040NR) and list the money paid to the agent and any other expenses you incurred as expenses. This will generate a net loss and can be used to reduce your income subject to taxation from other sources. Under the tax law that takes effect in 2018, you can't deduct as many expenses related to the rental as you could in prior years. But, you can still certainly deduct the rent you paid for the property that you then leased to a third party in short term rentals. Airbnb issues W-9 form for US person, W-BECI for non-US person with TIN, and W-8BEN for non-US person without TIN. A Social Security Number (SSN) is one of several forms of Taxpayer Identification Numbers (TIN). So you would provide Airbnb with a W-BECI. Airbnb will then send a Form 1099 to you early next year, and will send another copy of that Form 1099 to the IRS. The fact that the IRS will learn about your gross rental income from short term rentals from Airbnb is one of the main practical reasons that you should file a tax return declaring that income.