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Video instructions and help with filling out and completing ss 8 determination process

Instructions and Help about ss 8 determination process

We're so glad you could decided to join us we're working on the independent contractor versus employee course and we're doing part two so we're going to be working some case studies we're going to look at the 20 factor test the IRS uses and the 8 the court uses so that we can help to help our clients and really understand that better for ourselves as well so part 1 and if you haven't taken it I highly encourage to go back and take that as well we defined an employee and a contractor and we went through some classifications we looked at common statutory classifications and we looked at a really cool program called the voluntary classification supplement program that the IRS has so if you've already heard that awesome I'm so glad you decided to take part two if not go back and check those out part two that we're working on today we're going to be understanding misclassifications at a deeper level I'm going to be looking at those court and IRS factors studying a couple court claim actually more than a couple I've got a four samples for you some court cases so that way you can go through make that determination saying how would I decide is this an employee's at a contractor and they'll give you what the court said at the end of each of those talk about some safe harbors that can be used and at that lovely SSA determination so this is all what we're going to be covering in the PI in the second part of the course today if you would like go to my site I have a tax edge 365.com ford slash canopy additional resources i have this course manual available for download so that way you can have the slides in addition to a manual and have resources that you can refer back to at a later point if you should need so going right into it the very specifics of what we're covering as our second part course today we're going to cover the IRS 20 factors the court 8 factors and look at some court case examples look at those safe harbors and that ss8 determination so by the end of this hopefully you'll learn something new you hadn't known before and you'll understand what each of those are if you don't already so looking specifically into the IRS factors the factors the IRS uses to determine if an individual is an independent contractor or employee are the most commonly used factors although other government government organizations so department of labor's or other organizations they will sometimes look at other factors or take those same ones and twist them and look at them from a different perspective and they come up with a little different results the IRS but because the IRS factors are the most common and they cover the broadest territory they're most widely used because they overlap into the

FAQ

How do I fill out the SS-4 form for a new Delaware C-Corp to get an EIN?
You indicate this is a Delaware C Corp so check corporation and you will file Form 1120.Check that you are starting a new corporation.Date business started is the date you actually started the business.  Typically you would look on the paperwork from Delaware and put the date of incorporation.December is the standard closing month for most corporations. Unless you have a significant business reason to pick a different month use Dec.If you plan to pay yourself wages put one.  If you don't know put zero.Unless you are fairly sure you will owe payroll taxes the first year check that you will not have payroll or check that your liability will be less than $1,000. Anything else and the IRS will expect you to file quarterly payroll tax returns.Indicate the type of SaaS services you will offer.
In an interview process, they have asked me to fill out a survey asking how much my current base salary is. What should I consider as I fill it?
I will give you advice from my personal experience. It may or may not work for somebody else, but it does work for me. This is a tricky question, I know. You put a number too small, you risk appearing to not value yourself enough and may get less salary than the employer had initially considered. You put your number too high and you risk scaring off the potential employer as having unreasonable expectations. I  usually tell them that salary is just a number and it not a top priority, that I do not want to miss out an opportunity because of a number, and if both parties are very enthusiastic, we can find a reasonable amount (this is an honest opinion, for me salary is not the decisive factor). But many headhunters/recruiters are very insistent on knowing your "expectations". If you are asked directly about your current salary, you can top it off with a few grands ,) No harm in that, but not too much. If asked about your expected salary, I recommend doing a little market research. Visit several websites and find a reasonable number adequate to your new title/responsibilities. If you think you are better than the average (and there's 50% chance you are), you can top it off with a few grands as well.In your situation, since there is no negotiator, only you and the paper, I would recommend putting your salary, or if you find it too low, you can find an average salary on the market for people with similar experience, and put that number.
What is wrong with the hiring process and how could it be fixed? Endless forms have to be filled out, nothing is unified, and GitHub, StackOverflow (for developers) or Dribbble (for designers) are not taken into consideration.
Finding the right job candidates is one of the biggest recruiting challenges. Recruiters and other HR professionals that don’t use best recruiting strategies are often unable to find high-quality job applicants. With all the changes and advances in HR technologies, new recruiting and hiring solutions have emerged. Many recruiters are now implementing these new solutions to become more effective and productive in their jobs.According to Recruitment strategies report 2017 done by GetApp, the biggest recruiting challenge in 2017 was the shortage of skilled candidates.The process of finding job candidates has changed significantly since few years ago. Back then, it was enough to post a job on job boards and wait for candidates to apply. Also called “post and pray” strategy.Today, it is more about building a strong Employer Branding strategy that attracts high quality applicants for hard-to-fill roles.Steps for finding the right job candidates1. Define your ideal candidate a.k.a candidate personaNot knowing who your ideal candidate is, will make finding one impossible. To be able to attract and hire them, you need to know their characteristics, motivations, skills and preferences.Defining a candidate persona requires planning and evaluation. The best way is to start from your current talent star employees. Learn more about their personalities, preferences, motivations and characteristics. Use these findings to find similar people for your current and future job openings.2. Engage your current employeesYou probably already know that your current employees are your best brand ambassadors. Same as current product users are best ambassadors for product brands. Their word of mouth means more than anyone else’s.Encourage their engagement and let them communicate their positive experiences to the outside. Remember, your employees are your best ambassadors, and people trust people more than brands, CEOs and other C-level executives.Involving your current employees can not only help you build a strong Employer Branding strategy, but it can also help your employees feel more engaged and satisfied with their jobs.3. Write a clear job descriptionsEven though many recruiters underestimate this step, it is extremely important to do it right! Writing a clear and detailed job description plays a huge role in finding and attracting candidates with a good fit. Don’t only list duties, responsibilities and requirements, but talk about your company’s culture and Employee Value Proposition.To save time, here are our free job description templates.4. Streamline your efforts with a Recruitment Marketing toolIf you have right tools, finding the right job candidates is much easier and faster than without them. Solutions offered by recruitment marketing software are various, and with them you can build innovative recruiting strategies such as Inbound Recruiting and Candidate Relationship Management to improve Candidate Experience and encourage Candidate Engagement.Sending useful, timely and relevant information to the candidates from your talent pool is a great way for strengthening your Employer Brand and communicating your Employee Value Proposition.5. Optimize your career site to invite visitors to applyWhen candidates want to learn about you, they go to your career site. Don-t loose this opportunity to impress them. Create content and look that reflects your company’s culture, mission and vision. Tell visitors about other employees success and career stories.You can start by adding employee testimonials, fun videos, introduce your team, and write about cool project that your company is working on.Don’t let visitors leave before hitting “Apply Now” button.6. Use a recruiting software with a powerful sourcing toolToday, there are powerful sourcing tools that find and extract candidates profiles. They also add them directly to your talent pool. Manual search takes a lot of time and effort, and is often very inefficient. With a powerful sourcing tool, you can make this process much faster, easier and more productive. These tools help you find candidates that match both the position and company culture.7. Use an Applicant Tracking SystemSolutions offered by applicant tracking systems are various, but their main purpose is to fasten and streamline the selections and hiring processes. By fastening the hiring and selection process, you can significantly improve Candidate Experience. With this, you can increase your application and hire rate for hard-to-fill roles. Did you know that top talent stays available on the market for only 10 days?8. Implement and use employee referral programsReferrals are proven to be best employees! Referrals can improve your time, cost and quality of hire, and make your hiring strategy much more productive. Yet, many companies still don’t have developed strategies for employee referrals.This is another great way to use your current employee to help you find the best people. To start, use these referral email templates for recruiters, and start engaging your employees today!GetApp‘s survey has proven that employee referrals take shortest to hire, and bring the highest quality job applicants.If you don’t have ideas about how to reward good referrals, here’s our favorite list of ideas for employee referral rewards.
What is the process to fill out the BSTC application form?
First, candidates need to apply online for BSTC 2019 by following the instructions and guidelines which are mentioned in the information brochure. GGTU has uploaded the official notification along with complete details such as Eligibility, Exam Dates, Pattern and syllabus. Before going to fill the form, you need to check the eligibility criteria. If you are appearing in the 12th class then you are also eligible for the exam.Candidates who are eligible for the BSTC Exam 2019 they have to check the important documents which are required for filling the application form. As you know, this year, the written test is conducting by the university in the first week of May 2019. So the candidates must have to complete online registration of BSTC 2019 and make the payment. Candidates must have to check the required documents for filing the forms such as10th & 12th Class Mark Sheet12th/ HSC Class Roll NumberScanned Images (Photograph & Signature)Passing Year, Marks & PercentageCategory & DomicileCandidates must have to check the size of the photograph which will not be more than 100 KB also width 8CM & height 10 CM and 50KB for Signature with 5 CM Width & 3 CM height. If your images are longer than its mention size then images can’t upload. It’s also mandatory to check the format of the images. Now, you can check the below steps for filling the BSTC 2019 online application form.How to Fill the BSTC 2019 Online FormCandidates who are ready to fill the application they can visit the official website by entering the URL or search in the Google. Now, you can follow the website link and redirect to the webpage. Now you have to search the link for fill the BSTC 2019 Form and click on it. A new webpage will open and starts filling the application form by mention the details such asEnter the Candidate’s Name and Father/ Mother NameSelect the Date of Birth (Date / Month/ Year)Select the course i.e. BSTC General/ BSTC Sanskrit or BothMode the payment i.e. Online PaymentCandidates can pay the fee for Rs.450/ – for both papers and Rs.400/ – for either General or Sanskrit. If you want to change all the details then you can click on the reset button or click on the next button.After completing the first step, you have to go through the second step i.e. uploading the scanned images. First, you can upload the scanned photograph and signature in the valid size and format by clicking on the choose file. Now you can select the photograph and signature and submit it.Now you will reach on the final step of the GGTU BSTC 2019 Application Form. So candidates who need to fill the remaining information such asGender, Marital Status, State of Bonafide and DistrictSelect the category i.e. SC/ ST/ OBC/ PWD/ Divorces/ WidowEnter the Permanent & correspondence addressSelect the Two exam centreEnter the Education Details i.e. 10th & 12th Class DetailsBSTC 2019 Application FeeAfter that, candidates can click on proceed and check the Token & application no. Finally, you need to pay the BSTC Application Fee 2019. To pay the fee, you can use the Debit/ Credit Card/ Net Banking or Challan. If you are going to fill the form for General or Sanskrit then you need to make the payment of Rs.450/ -. For both papers, the university will charge the Rs.400/ -. It’s important to download the application form and take a printout for further reference.Important LinksGet Admit CardDownload BSTC College ListCounselling Dates
What is the process to fill out the CISF recruitment 2018 application form?
Central Industrial Security Force (CISF) Job Notification:Central Industrial Security Force (CISF) invited applications for the 519 posts of Assistant Sub-Inspector post. The eligible candidates can apply to the post through the prescribed format on or before 15 December 2018.Important Date:Last date of receipt of application by the Unit Commanders: 12 December 2018Last date of receipt of application by respective Zonal DIsG: 22 December 2018Written examination: 24 February 2019