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Monday, March 5, 2018

4 Reasons Small Businesses Should Outsource Payroll

4 Reasons Small Businesses 

Should Outsource Payroll


Feb 13, 2017 by Shubhomita Bose, Small Business Trends: Small Business Operations


As a small business owner, you may wish there was an easier way to manage your finances. A big part of this may be managing your payroll. It involves employees’ salaries, deductions, wages, bonuses and net pay. It’s also an area many businesses tend to struggle.


According to a TD Bank survey, 43 percent of small businesses have at least one employee. So business owners need to focus more on improving their payroll management. A simple way to do this may be by outsourcing.

Comply with Regulations


Tax regulations are complex and sometimes even a small change may have a big impact on your business. “There are nearly 10,000 tax jurisdictions in the U.S. which are changing constantly,” says Jamie Griffiths, vice president of bank partnerships at Paycor, a strategic partner of TD Bank.


“It’s very difficult for one person to manage a business and also stay up to date on these laws. Hiring an expert can remove that burden,” Griffiths tells Small Business Trends. A well-designed payroll infrastructure can make your life easier by ensuring you comply with regulations.


Jay DesMarteau, Head of Small Business Banking at TD Bank tells Small Business Trends, “Payroll services ensure that the business complies with complex regulations and that it stays up-to-date with the latest laws. This takes a lot of weight off of a small business owner’s shoulders for a relatively small expense.”


Recruit and Retain Employees


When it comes to matters related to their pay, employees want to know everything. That includes how you’re calculating their wages, deducting taxes and even calculating bonuses. Companies that have a proper payroll infrastructure in place attract the attention of potential employees.


DesMarteau says, “An outsourced payroll service can also make the business more attractive to potential employees. These services can provide added perks such as online check stubs, time tracking and apps where employees can view pay information.”


But it’s not just about recruiting new people. A systematic payroll management system can also play a role in retaining employees who are satisfied with the infrastructure.


Make Business More Attractive


A payroll management infrastructure ensures you comply with regulations and keep employees happy. From a long-term perspective, it secures your business and makes it more attractive for investors.

“While a payroll service is an additional budget line item, business owners need to think of it as a long-term investment that can make the business more attractive to potential investors, buyers and banks,” says DesMarteau.


Plan Business Growth


When you don’t have to spend time and resources on payroll management, you get more time to focus on other things such as business growth. By freeing up your internal resources, you can look for other areas that can support and sustain that growth.


DesMarteau explains, “With someone else worrying about pay stubs and direct deposits, an owner can better focus on long-term growth and the business at hand.”

. . .

Read more here
Images courtesy of pexels.com

Wednesday, January 3, 2018

Get your small business set for the new year



We strive to be the complete Small Business solution for all of your accounting needs, which is why we offer our payroll services at very competitive prices.  Our payroll services are customizable and are offered at a flat monthly rate so there are never any surprises with your small business's finances.  Use your preferred method of communication including call, fax, email or uploading time sheets.  Easily access your balanced books, access tip reporting, vendor payments and convenient W2 and 1099 production.
  • Save time
  • Better manage cash flow
  • Employees can access services, like pay stub retrieval


Easily, securely, and conveniently take care of payroll issues! 

With flexible payroll options, you can choose a schedule that works for you. Weekly, bi-weekly, semi-monthly options for employees and contractors including direct deposit or checks.  Along with other payroll benefits.

  • 401K
  • Health Insurance
  • Garnishments
  • Tax Services
  • General Ledger
  • Workers Compensation Compliance


Employers have online access to a variety of reports and activities.  Employees have online access to their individual paystubs and W-2’s.  Everyone can pick up the phone and get a prompt and professional response to any payroll related question that arises.  Here are many of the commonly used features that we offer: 


  • We can receive and distribute information via an online portal, e-mail, phone, fax, or in person at our office
  • Pay employees with paper checks or direct deposit
  • Automated filing of all quarterly and annual reports
  • Automated payment via bank draft for tax remittance
  • Both you and your employees have access to custom online dashboards
  • We handle all types of employee deductions including pre/after tax health insurance, employee advance repayments, garnishments
  • Tip reporting
  • Compliance with tip-to-minimum


We love working with you! 

As always, we believe that our customer service is what gives us the edge over our competition.  If you have an issue with payroll, you don’t have to call an 800 number! Email, call us, or come to our office - we’re local! How many other payroll companies get to say that?


Basic Fees and Pricing
Basic Fees and Pricing: 
    $150   -    Setup Fee 
    $125   -    Monthly Payroll 
    $155   -    Semi-Monthly/Bi-Weekly Payroll 
    $195   -    Weekly Payroll 
    $3       -    Per employee, per month fee for total monthly employees over 10 
    $50     -    Annual W-2 base fee 
    $7       -    W-2 fee per employee



Tuesday, November 28, 2017

New Year, New Payroll Company!

Kick off the new year with a great payroll company! At Accounting Works, we offer competitive pricing and specialize in local customer service. Visit rvapayroll.com to find out how we can improve your payroll services.


Tuesday, November 14, 2017

9 Avoidable Payroll Mistakes

Engaging employees allows your company to function and grow. But doing so puts employer responsibilities on your shoulders. Running afoul of these responsibilities can trigger penalties, and failing to take advantage of opportunities can cost you taxes, both of which can hurt your bottom line. Here are 10 payroll mistakes to avoid.




Payroll Mistakes to Avoid
Small Business Trends Nov 2, 2017  |  By Barbara Weltman

Giving Comp Time
When your non-exempt employees (generally hourly workers) work more than 40 hours in a workweek, you owe them time and a half. You can’t sidestep this obligation by giving them comp time (allowing them to take off the overtime hours worked). Doing so violates the federal Fair Labor Standards Act (FLSA).

Classifying Workers Improperly
If workers are your employees, you owe payroll taxes on their wages and taxable benefits. You can’t avoid these taxes by labeling workers as independent contractors if they truly are employees. Doing so can result in serious tax penalties as well as penalties from other federal and state agencies.  Check IRS guidance on worker classification.

Delaying Last Paycheck
When you terminate a worker or he or she quits, you owe a final payment. While federal law doesn’t require that you pay the worker immediately, state law may. Review the rules in your state. Violating these rules can result in penalties or even legal action.

Reimbursing Travel and Entertainment Under a Non-accountable Plan
If you reimburse employees for the cost of traveling or entertaining on company business, you may be incurring needless employment taxes if you don’t arrange the reimbursement properly. If they simply ask for reimbursement and you pay it, the reimbursement is taxable to them and subject to payroll taxes. If, however, you adopt an “accountable plan,” the reimbursement isn’t taxable to them and you don’t owe payroll taxes; you deduct the T&E expenses. To be an accountable plan, you need to follow IRS guidelines.

Paying Creditors Before the Government
If you’re experiencing a cash crunch, be sure to put the IRS at the top of your list. If you choose to pay the landlord or other creditors instead of first paying payroll taxes, you can become personally liable for all of these outstanding taxes, even if your business is incorporated or a limited liability company. Make payroll taxes a priority so you don’t trigger a trust fund recovery penalty.

Ignoring Unemployment Claims
When a worker leaves the company, he or she may apply for unemployment compensation. If the departure is voluntary, or the worker was terminated for serious misconduct (e.g., sexual harassment of a co-worker, being intoxicated on the job, stealing from the company), he or she isn’t entitled to unemployment compensation. If you fail to challenge erroneous claims, you may needlessly be paying higher state unemployment tax. Check with your state about how to challenge a worker’s erroneous claim for benefits.

Being a Bad Record Keeper
The law requires you to maintain payroll records and make them available to the IRS under certain circumstances. Usually, you must keep records for at least four years. These records include time sheets or other records of hours worked, expense accounts, copies of W-2s and I-9s, accident reports, and any other relevant payroll information.

Failing to Have New Employees Complete Form 8850
You can tell by looking at a new employee whether he or she is from a targeted group that would entitle you to claim the work opportunity credit. Have each new worker complete Form 8850, an IRS form. It is used to pre-screen workers for purposes of the credit. The form must be submitted to your state employment security agency (SESA) no later than the 28th calendar day after the date the member of a targeted group begins working for you. If you don’t, you can’t take the work opportunity credit even if you’d otherwise be entitled to it.

Missing Employment Posters
You are required to display posters for certain federal and state employment laws. If you fail to do so, you can be penalized. The amount depends on the type of poster that’s required to be displayed. Find the federal posters you need from the DOL’s Poster Advisor. Your state labor department can tell you which state law posters to use. Don’t pay an outside company for them. Download required posters from government websites.

Monday, November 6, 2017

Tax Planning Options for Year-End

Here are some great options for individuals looking to maximize their year-end tax planning!
With 2018 Fast Approaching, It's Time for Some Year-End Tax Planning Tips 
By Amy Neifeld Shkedy and Rebecca Rosenberger Smolen | November 02, 2017
As we approach the end of 2017, it’s a great time to start thinking about year-end tax planning issues. Rather than wait until the end of December, getting a head start on planning can improve your chances of concluding matters by Dec. 31. Here are some options that we suggest you consider before the end of 2017 to enable you to start 2018 in the best wealth planning shape possible:
  • Annual Exclusion Gifts. Each individual can make a cumulative annual gift tax exclusion gift of $14,000 per donee during 2017, without using any portion of his federal estate and gift tax exemption. This annual gift tax exclusion amount is set to increase for the first time since 2013 to $15,000 in 2018. The federal estate and gift tax exemption is also set to increase from $5.49 million per individual this year, to $5.6 million in 2018 (allowing a married couple to shield $11.2 million from federal estate and gift taxes). Annual exclusion gifts can be made outright, through 529 Plan benefits (education savings accounts), or in special qualifying trust structures. For those still considering such gifts, it may be worthwhile to plan for 2017 and 2018 at the same time (noting the $1,000 increase in the exclusion amount for 2018), keeping in mind that gifts for 2018 can be made effective as of Jan. 1.
  • Accelerate Deductions. Prepay deductible expenses due in January (including state and local income tax estimated payments which may not be due until January).
  • Loss Harvesting. Harvest tax deductible losses to offset taxable gains for 2017. However, be mindful of the 30 day wash sale rule of Internal Revenue Code Section 1091, which could disqualify a deduction of the capital loss if the same, or substantially identical, security is purchased within 30 days after selling at a loss.
  • Required Minimum Distributions. For those who have reached their required beginning date or who hold inherited IRA accounts, be sure to take your required minimum distribution for 2017 from your traditional IRA or qualified plan account by Dec. 31. Note that taxpayers who are 70 ½ or older are able to transfer up to $100,000 from an IRA (other than an inherited IRA) directly to a qualifying charity (a charitable rollover) in partial or full satisfaction of their required minimum distribution for 2017. This IRA charitable rollover law, which had formerly been a temporary measure, was passed permanently as of Dec. 18, 2015, by its inclusion in the Protecting Americans from Tax Hikes (PATH) Act of 2015.
  • Qualified Retirement Plan Establishment. Business owners who are considering funding a new retirement plan have the opportunity to establish a qualified retirement plan by the end of the year but defer the decision about the funding amount (and the actual contribution) until later during 2018 (contributions can generally be delayed until at least Sept. 15). The limitation for tax deductible contributions for 2017 is $54,000 per participant for defined contribution plans (or up to $60,000 when including the $6,000 catch-up contribution for a participant who has reached the age of 50). Next year this cap will be increased to $55,000 (or $61,000 when including the $6,000 catch-up).
  • Roth IRA Conversion. Convert a traditional IRA to a Roth IRA to take advantage of lower brackets or absorb excess deductions. All or any portion of the converted amount can be recharacterized to a traditional IRA on or before Oct. 15, 2018.
  • Basis Step-Up Planning. For individuals who have funded “grantor” trusts for their families, year-end is a good time to consider swapping back low basis assets (e.g., appreciated stock) for high basis assets (e.g., cash) to help make tax reporting after the swap cleaner (rather than switch tax identification numbers in the middle of a tax year). It’s better to own the lower basis assets at death because of the opportunity for a basis step-up to fair market value under Internal Revenue Code Section 1014.
  • Charitable Giving. If you are in a high income year, consider “prepaying” future charitable contributions to generate current income tax deductions. This can be accomplished simply by increasing the contributions to your favorite charities, in general, or you can defer the receipt by the charitable organizations you wish to benefit (or even defer the decision as to which ones to benefit) by contributing to a donor advised fund, a private foundation, charitable lead trust or charitable remainder trust or purchasing a charitable gift annuity.  Both the charitable gift annuity and charitable remainder trust options allow you to retain an income stream for life and defer the transfer of the remaining funds to the charity until after your death.
  • IRAs and HSAs. While you technically have until April 15, 2018 to fund your Individual Retirement Account and Health Savings Account for 2017, it’s always a good idea to start planning for such funding at year end. Consider helping your children (to the extent that they have earned income) to fund tax favored Roth IRAs if at all possible. The maximum contributions for IRAs for both 2017 and 2018 is $5,500 ($6,500 for those who have reached the age of 50). The maximum family contribution for an HSA in 2017 is $6,750 (or $3,400 for individuals), with an extra $1,000 available for those who have reached the age of 55. For 2018, the maximum family contribution will increase to $6,900 (or $3,450 for individuals).
  • Trust Income Tax Planning. While a trustee will generally have until 65 days after the end of the tax year to shift trust taxable income to a beneficiary, it’s worthwhile to monitor the issue at year end to get a jump start on evaluating the issue. This is becoming a more consequential issue with the Medicare tax imposed at 3.8 percent and the extra 5 percent tax which is imposed on dividends and capital gains at the higher brackets (which are reached pretty quickly for a trust).
  • Estate Plan Review. Although it’s not necessarily year-end sensitive, the end of the year is a great time to review your estate plan to see if changes might be in order (whether because of changes in the tax law, your wealth, your chosen fiduciaries, or objects of your bounty). If you don’t review it at year-end, you might never review it before it’s too late, since you may not have any advance notice of the actual deadline.
Rebecca Rosenberger Smolen and Amy Neifeld Shkedy are members and co-founders of Bala Law Group. They focus their practices on tax and estate planning.
To view the original blog visit Law.com

Tuesday, October 24, 2017

A Small Business Owner's Guide to FLSA rules

As a small business owner, it's a big part of running your company to be current with fair labor laws and operational compliance - on top of everything else you have to do!  Instead of putting more on your plate, why not just have a reliable team of experts in your corner to ensure you're up-to-date with all your payroll compliance needs? From the HR Blog at Fuse, here are a few basics on Federal Labor Standard Act regulations.

What is FLSA coverage? Who is covered?
The Fair Labor Standards Act covers certain employees entitled to labor law standards like overtime pay and minimum wage. Employees with FLSA coverage have FLSA non-exempt status. Employees without FLSA coverage have FLSA exempt status. 
Employers pay exempt employees for the job duties they perform, not the hours it takes them to do the work. Therefore, exempt employees are not eligible for FLSA coverage and are not entitled to certain labor standards like overtime pay and minimum wage. There are several considerations that determine employee FLSA status including salary basis, salary level, and duties performed. 
How do you define FLSA status classifications?
FLSA NON-EXEMPT: The provisions of the FLSA cover non-exempt workers for minimum wage standards, overtime pay, and other labor standard protections. Employers must pay their FLSA non-exempt employees the federal minimum wage (at least) for hours worked. For all hours worked over 40 hours in a workweek, the employer must pay non-exempt employees overtime (time and one-half the regular rate of pay).
FLSA EXEMPT: Unlike non-exempt workers, FLSA coverage does not protect exempt workers. Employers pay exempt employees for the job they do, not the hours it takes them to do the work. Simply put, exempt employees are exempt from coverage.
In some cases, other federal labor laws override the FLSA. As a general rule, if another federal labor law governs a job, the FLSA does not apply.
How do you determine FLSA status?
First, you should determine whether the worker is an employee or independent contractor. If you define your workers incorrectly, you could be liable for unpaid taxes and fines.
The IRS provides three Common Law Rules for determining worker status. Is the worker an independent contractor or employee? Ask these questions:
  1. Behavioral: Does the company control or have the right to control what the worker does and how the worker does his or her job?
  2. Financial: Are the business aspects of the worker’s job controlled by the payer? (these include things like how worker is paid, whether expenses are reimbursed, who provides tools/supplies, etc.)
  3. Type of Relationship: Are there written contracts or employee type benefits (i.e. pension plan, insurance, vacation pay, etc.)? Will the relationship continue and is the work performed a key aspect of the business?

If the answer is ‘yes’ to these questions, your worker is probably an employee, not an independent contractor. Though, the IRS says there is no magic formula that determines status. The most important thing to look at when identifying a worker is the entire relationship between the worker and employer. Then, document all information about this relationship.
Once you have determined that your employees, you must now identify their FLSA status: exempt or nonexempt.
There are several considerations that determine employee FLSA status including salary basis, salary level, and duties performed. In order to determine employee FLSA status classification, an employer must answer the questions about the employee and his or her duties. The Department of Labor calls these questions the FLSA exemption test.  
FLSA Exemption Test
To classify employee FLSA status, you must answer the following questions:

  1. Does the employee earn a salary?
  2. How much does the employee earn per week or per year?
  3. Does the employee’s role require certain responsibilities or functions that the Department of Labor considers exempt duties?

While there are a few exceptions, employees must meet all three of the tests above to be considered exempt from FLSA coverage (meaning NOT covered by the FLSA). There are some exceptions, however, where other federal labor laws override FLSA coverage. The FLSA states that, as a general rule, if a job is governed by another federal labor law, the FLSA does not apply. 
An employee passes the FLSA exemption test if:
  • The employee receives pay on a salary basis.
  • The employee earns at least $23,600 per year or $455 per week. (If the DOL's Final Rule takes effect, the threshold will increase to $47,476 per year or $913 per week.)
  • The employee performs exempt job duties.

The DOL’s exempt duties typically include these roles:
  • Executive
  • Administrative
  • Learned Professional
  • Creative Professional
  • Computer Professional
  • Outside Sales

Salary Basis Test
Is the employee paid on a salary basis?
An employee paid on a salary basis earns a guaranteed minimum amount of payment for any amount of work done in a given week. This minimum payment includes accrued PTO days for vacation and sick days. Salaried employees may earn above the guaranteed minimum amount of pay through bonuses or other incentives but they may never earn less. 
There are permissable and impermissable reductions in salary basis level for employees. Permissable reductions could include docked pay due to disciplinary suspension or an employee taking more sick/personal days than he/she has accrued. This does not affect an employee's FLSA exempt status. If an employer docks an employee's pay for impermissable reasons (and the employee does not reach the guaranteed minimum amount of payment), it would have an effect on that employee's FLSA status and the employee would be classified with FLSA nonexempt status. 
Salary Level Test
Does the employee earn above the salary threshold? 
If an employee earns a salary above the FLSA threshold of $23,600 per year ($455 per week), the employee is exempt from overtime pay and other FLSA coverage. Remember, if the DOL's new overtime rule takes effect, it will increase this threshold to $47,476 per year ($913 per week).
Duties Test
Does the employee perform "white collar" exempt duties?
The Department of Labor determines exempt duties based on the primary duty and other duties the employee does in his or her job. This is not determined by the employee's job title or description but by the actual work performed. White collar exempt duties typically fall under roles such as executives, administrators, and other professional positions requiring certain degree levels or high-level work.
“Primary duty” as stated by the Depratment of Labor means the principal, main, major, or most important duty the employee performs. Determination of an employee’s primary duty must be based on all the facts in a particular case, with the major emphasis on the character of the employee’s job as a whole.
Executive Exemption
The Executive Exemption includes the following responsibilities:
  • Regular supervision of at least two or more other full-time employees.
  • Management as the primary duty of the job.
  • Has input in other workers' employment such as hiring, firing, and promotions.

Some examples include CEOs, mid-level managers, and shift managers.
Learned Professional Exemption
The Learned Professional Exemption includes primary duties which require advanced knowledge in order to perform including:
  • Consistent exercise of judgment and discretion
  • Advanced knowledge in the field of science or learning (including law, medicine, accounting, theology, actuarial computation, teaching, architecture, pharmacy, and other occupations distinguished from mechanical arts or skilled trades)
  • Advanced knowledge acquired by a prolonged course of specialized instruction.
  • Required to analyze, interpret, or make deductions from varying facts or circumstances. 

Note: The DOL states that advanced knowledge cannot be attained at the high school level.
Some examples include lawyers, doctors, teachers, accountants, and clergy.
Administrative Exemption
The Administrative Exemption includes the following primary duties:
  • Office or non-manual work directly related to business operations or management
  • Exercise of judgement and discretion 
  • Support production or line employees and keep the business running without engaging in the production or sales of the actual product or service of the business.

Some examples include Human Resources, Payroll, Benefits Management, Marketing, Public Relations, and certain computer-related jobs. Read more about the FLSA Computer Exemption here.

FLSA and overtime rules FAQs

What is Back Pay?
Back pay is a retrospective payment relating to a prior pay period. This typically happens due to salary increase or incorrect rate of pay in the cases of minimum wage and overtime pay.
Here is a guide from the Department of Labor on FLSA methods employees may take to recover unpaid minimum wage or overtime pay:
(1) The Wage and Hour Division may supervise payment of back wages.
(2) The Secretary of Labor may bring suit for back wages and an equal amount as liquidated damages.
(3) An employee may file a private suit for back pay and an equal amount as liquidated damages, plus attorney's fees and court costs.
(4) The Secretary of Labor may obtain an injunction to restrain any person from violating the FLSA, including the unlawful withholding of proper minimum wage and overtime pay.
If an employee has received any back pay wages under the Wage and Hour Division or the Secretary of Labor has filed suit to recover lost wages, the employee may not bring suit under the FLSA.
What is considered work?
According to the FLSA (and the courts), “work” includes all time spent performing job-related activities which (a) genuinely benefit the employer, (b) which the employer "knows or has reason to believe" are being performed by an employee, and (c) which the employer does not prohibit the employee from performing. These can include activities performed during "off-the-clock" time, at the job site or elsewhere, whether "voluntary" or not.
What is overtime?
FLSA sets a threshold of hours to be worked in a single seven-day workweek at 40 hours. Any time worked over the threshold is considered overtime. Some jobs like, medical or government, may have different thresholds.
When should overtime be paid?
Unless an employee is exempt from FLSA coverage, an employee must receive overtime pay at the rate of time and one-half the regular rate of pay for any amount of time worked over 40 hours in a single workweek. Overtime pay is due in the corresponding pay period for which the overtime work was performed.
Is it illegal to work ‘off-the-clock”?
Yes! Any work performed off-the-clock is illegal. Workers should be paid for any hours worked, whether or not that work is counted on a timesheet. Even work that is not specifically requested but allowed must be compensated. Some of the most common types of the off-the-clock work include:
  • Preparation like prep work to open a restaurant before a shift begins or transferring equipment to a worksite.
  • Post-shift work that “should have” been completed during the time of the shift.
  • Rework a project to correct errors or when project objectives change.
  • Administrative work such as paperwork or follow up, even employee training.
  • Waiting for work when nothing is immediately available and workers are required to wait for a task.

Under the FLSA Statute of Limitations, how long does an employee have to file a claim for unpaid overtime wages?
With the impending changes to overtime rules, employers and HR managers should be familiar with the rules of FLSA procedures, specifically the FLSA statute of limitations. Do you know how long your employees have to file a lawsuit for unpaid overtime wages?
The basic answer is two years-to-date after the wage violation, unless the employer willfully violated the FLSA, in which case the employee has three years to file.
If the employee experienced ongoing wage violations (not just one time), he or she will only be able to recover unpaid wages (called back pay) for the two years prior to filing the claim.
What is the difference between a wage claim and a lawsuit?
Employees may file a wage claim with the Wage and Hour Division of the DOL and, in some states, employees may be able to file with their state department of labor. A claim does not involve the court system, whereas a lawsuit does. If the claim cannot be resolved, the employee may file a lawsuit—if there is still time under the FLSA statute of limitations. A lawsuit may occur if the claim could not be resolved or if the claim was impractical, in which case an employer may take the suit to court.
Note that some states have different requirements for filing wage claims. In Delaware, for example, employees must file wage claims at least 90 days before the FLSA statute of limitations ends. In New Jersey, employees may claim wages worth $30,000 or less.
FLSA changes to overtime rules have consequences for many businesses in the U.S. Human Resources needs to know all the ways employees may claim back pay for overtime or off-the-clock work and what they could be entitled to under the FLSA statute of limitations.

The original article can be found here!

Tuesday, October 10, 2017

Upcoming Tax Deadlines for Small Business & Individuals

October is a big month for Small Businesses and Individuals alike!

Monday, October 16th

  • C corporations: File calendar year Form 1120 if you timely requested a 6-month extension
  • Individuals: File Form 1040, 1040a, or 1040EX if you timely requested a 6-month extension 
Tuesday, October 31st
  • File Form 720 for the third quarter.
  • File Form 230  and pay tax on wagers accepting during September
  • File Form 2290 and pay the tax for vehicles first used during September
  • File Form 941 for the third quarter
  • Deposit FUTA owed through sep if more than $500