Workmans Comp is elective in Texas. SO there isn't a mininum number threshold above which you are required to carry workman's comp for your employees. On the other hand you may be required to carry it under a contract or if you are working for a government or private entity that requires it. SOmetimes contracts read that the contractor must "mainatin WC insurance coverage as reaquired by state law". For 8 years I've managed to convince clients that it's not needed. I think that's about to change. I've met my match, a client who is an insurance company... and they DO require it. Charles M Bryant Bryant Forestry Montgomery TX All 50 states require Workers Comp though most if not all have exemptions. In Texas, you can select a Non-Subscription product that's similar to Comp or, if you file the proper forms, opt out entirely. Most if not all states allow you to self-insure if you have enough cash to set aside. Even if you exercise an exemption, you remain liable, so make sure you have plenty of cash for work-related injury claims if you don't carry coverage. Also, even if you don't think your employee would sue, their spouse or minor children who have to get through life on your employee's reduced salary if he has a major injury, or without his salary and companionship if he dies, may present an issue. Texas is a "ladder state," meaning liability goes up the ladder until someone can pay, and General Contractors (which could mean a contractor's clients) are required to either furnish Comp for their contractors who don't have it OR be remain liable without benefit of coverage. It's a risk I wouldn't take - I would require Comp or a similar product like Non-Subscription or Occupational Accident (especially if paired with Contingent Liability) be in place for ALL workers.
A lot. Living wage is a wage which you can live off of and meet your needs. The minimum wage is the minimum businesses within a jurisdiction are required to pay their wage-based employees (this does not apply to contractors, commission-based employees, or employees subject to receiving tips. One is substantially lower than the other.
Wage employees are paid for services rendered and their work is strictly monitored by their employer. Their pay can be in the form of salary, hourly, or commission; but it must meet the state minimum hourly wage. Additionally, the company holds taxes out of these employees' paychecks. Self employees on the other hand are not as closely monitored by the companies that they are contracted with. They often receive work on project basis and are not required to meet the state minimum hourly wage. They are required to pay their own taxes.
The absolute minimum number of employees trained to do payroll is 2. Depending on the size of the organization, more employees may need to be trained on the payroll system. Payroll utomation or using an outside payroll company can reduce the number of employees required or make a payroll department obsolete.
Compensation for tipped employees must total at least $6.65 per hour. employers of tipped employees are required to pay tipped employees at least 50% of the minimum wage, or $3.325 per hour. Employers of tipped employees must pay more than half of the minimum wage to tipped employees if it is necessary to bring the employee's total compensation up to $6.65 per hour. This came from www.dolir.mo.gove/ls/minimumwage
As the owner of a catering company or as an employee? As the owner of a company, you generally charge 3x the price of the food that the client wants, then pay employees if you have them based on the minimum wage in your state or more. As an employee of a catering company, you will get paid minimum wage or higher and very rarely you will make tips.
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