vania-janet/multiturn-rag-retrieval-data huggingface dataset:
$12/hr is just what you pay the employee, it isn't the sole cost of employing someone. There's payroll taxes, insurance, accident coverage, etc. There's also the cost of efficiency due to poor employees, training periods, personal issues, and the costs of business due to employee mistakes. There's liability in the event of injury, discrimination, sexual harassment, etc, and the simple fact that employees can be a real pain in the ass.  If you can take a machine that is the size of a McDonald's kitchen or smaller, feed it raw or minimally processed ingredients, and have it deliver a product which is comparable or better than their current shitty product, and have it replace just two $12/hr shifts at a location open for 18 hrs a day, we're talking well over $157k in labor savings a year, replaced by repair and cleaning costs. Give it a couple years to pay down the machine, and that's a major potential equipment budget. What part of that doesn't make economic sense?
It's not quite clear what you are asking, so I'll answer a few possible interpretations. Businesses pay taxes on their profits. So if your business took a million pounds in revenue (e.g. sold a million pounds worth of stuff) then you would subtract (roughly speaking) everything the business spent on making and selling that stuff, and pay taxes only on the profit. VAT however is a different matter, and you would have to pay VAT on all of that income (technically the VAT portion isn't even income - it's tax you are forced to collect on behalf of the government). If your business made a million pounds pounds profit, it would pay tax on all of that million (subject to what a tax accountant can do to reduce that, which ought to be considerable).  You can't subtract your personal living expenses like that. However the company can pay you a salary, which counts as an expense and the company doesn't pay tax on that. You might also take some money from the company as dividends. Both salary and dividends count as personal income to yourself, and you will need to pay personal income tax on them.  As for the Ferrari, it depends on whether you can justify it as a business expense. A lot of companies provide cars for their employees so that they can use them for business - however you have to be able to show that IS for business, otherwise they are taxed like salary. The rules for company cars are quite complicated, and you would need an accountant. If this is a real rather than hypothetical situation, definitely get a tax accountant involved.
"Companies ""make"" sales. The receivable from those sales are typically and commonly referred to as *""money""*.  In that respect, when a company makes sales, they make money.  Whether or not they are realizing a profit from those sales, is entirely different.  There's a huge distinction between a company that is generating no sales, and a company that is generating no profit."
Greetings r/finance!! I have a question regarding EBIT and the company that I work for.   The steel company I work for reported they made a profit of $1.3 billion profit. Here's the link with some more numbers:  http://www.nwitimes.com/business/local/arcelormittal-turns-billion-profit-in-second-quarter/article_606a0989-066f-5140-864d-2b04e5f4f294.html  Now I am a union worker and like everyone else in my union, we get a profit sharing check based on the company's profit and with the labor agreement we have with them we get a 7.5% cut of it.   So my question for you guys why did we recieve this piece of paper today?  https://imgur.com/gallery/pSIG3  Why is there still a $33 million dollar loss that we don't get any profit sharing?? Any and all answers or information is appreciated. Thank you for your time in advance!
In your journal entry, debit the appropriate expense account (office supplies, etc) and credit your equity account.  The equity account should be called something like Partner Investments or something like that. You can choose to enter these all separately, on the specific dates listed, or as one entry.  Some people choose to summarize the expenses they've paid personally and only enter one entry per month or so, to minimize data entry time and also because the end effect is the same. Of course, the above is assuming you are considering these purchases to be investments in the company, and not expecting the company to repay you.  If you are expecting repayment, you could enter a bill instead, or credit an account like 'Loan from Shareholder' rather than the equity account.
Do not mix personal accounts and corporate accounts. If you're paid as your self person - this money belongs to you, not the corporation. You can contribute it to the corporation, but it is another tax event and you should understand fully the consequences. Talk to a tax adviser (EA/CPA licensed in your State). If they pay to you personally (1099) - it goes on your Schedule C, and you pay SE taxes on it. If they pay to your corporation, the corporation will pay it to you as salary, and will pay payroll taxes on it. Generally, payroll through corporation will be slightly more expensive than regular schedule C. If you have employees/subcontractors, though, you may earn money which is not from your own performance, in which case S-Corp may be an advantage.
Would anything happen if you bring this issue to the attention of the HR department? Everyone in the company who participates in the 401(k) is affected, so you'd think they'd all be interested in switching to a another 401k provider that will make them more money.
"Some things are nearly universal, and have been mentioned already.  My ""favorite"" forseeable expenses in this category are: However, I also advocate saving for expenses that are specific to you.  Look back on your expenses for the last 12 months, minimum (18 or 24 may be better).  Ask yourself these questions: I ask about large expenditures because you may make enough that you can ""eat"" these lapses in budgeting, as I did for many years.  It is not an emergency now, but it turned into an emergency down the road as my spending went out of control.  Look at all expenditures over a certain level, say $100 or $200.   Some personal examples of expenses that aren't quite so universal, but turned into small emergencies: This last one was rather unexpected.  It is the reason why I ask the question ""why didn't I budget for it?""  These fees and dues are for my professional-level certifications.  In my industry, they are ""always"" paid for by the company.  A year ago, they weren't paid by my former employer because they planned to lay me off.  This year, they weren't paid by my present employer because I am technically a temporary worker (4 years is temporary?).  So, from now on, I plan to save for this expense.  If my employer pays my dues, then I stop saving for the expense, but keep the money I've saved."
I know a guy on a much higher rate than me, about £500 per day, and he claims to pay around 18% tax which has me bewildered He will be showing expenses, which are deductible. Check with your accountant about expenses, which can be legally claimed as expenses. This is the main benefit of operating through a limited company. Legtimate business expenses can be claimed, which you cannot do if you are a permanent employee. Your friend might also be claiming false expenses, with a shady accountant. If HMRC does decide to give a call, he might have to pay n times the money he has saved till now. And my suggestion is always ask your accountant first. He(she) knows the legal stuff, so he(she) would give you the legally correct options. If you aren't comfortable with him(her), you can always change accountants. holiday pay, sick pay and job security You miss those that is why you are paid at a rate much higher than an employee.  benefit of a limited company  You can arrange your salary to pay no PAYE and take the rest as dividends. You willn't have to pay PAYE on that. Secondly if you have a partner(s), all of you can be paid dividends without paying PAYE(if you don't cross the threshold).
From the employer side there are A LOT of legal duties attached to sponsoring a 401(k).  If you are asking this question I would not suggest attempting to meet all of the regulations related to handling employee money internally. There are certain annual filings, periodic notices, accounting etc related to these kinds of plans, and the fines for non-compliance are extraordinary.  You would be far better off seeking a separate vendor, in my opinion.
If one is looking at this from the perspective of a store where debits could be how money comes into the store's account and credit is what has to be paid out to customers, then the employee salaries would also be something going out of the account for the store.
The relevant IRS publication is pub 463. Note that there are various conditions and exceptions, but it all starts with business necessity. Is it necessary for you to work from the UK? If you're working from the UK because you wanted to take a vacation, but still have to work, and would do the same work without being in the UK - then you cannot deduct travel expenses. It sounds to me like this is the case here.
"There is actually a restriction on how high a wage they can pay you. There didn't use to be, but now it has to be reasonable for the work you are doing, so they can't pay you $100/hr while other people doing the same work get minimum wage. You might ask why on earth a parent would want to pay a child way more than they're worth? The salary is tax deductible to the company. Then the child pays their ""expenses"" - hockey fees and equipment, field trips, birthday presents for their friends and so on - out of the money the company paid them.  They also save for their post-secondary education. The rest of the family budget now has a little more room, and the parents can lower their own salaries if they have expensive children. This means more net money in the company and less total income tax paid by the family for the same total income. My concern is that if your parents don't know whether or not you must be paid minimum wage (you must, there's no family exemption) then they also don't know whether you should have EI deducted (probably not) and various other special cases like eligibility for summer student subsidies. The firm's accountant should be able to help with these things and the company should know all this. It's not the role of a 14 year old to ask the Internet how to run a business, the business owners should know it."
In an accounting position, a domain name would fall under an intangible asset. Copyrights and patents are intangible, while tangible assets would be buildings or land (also known as property, plant, and equipment).  Noting above, you can list it as an expense for personal reasons, but that would be poor classification. Tangible and intangible assets come with expenses such as legal fees and design. In these instances, you would expense the cost, or fee, but add back that value to the tangible or intangible as it would be considered maintenance.  Please read here for tax treatment of a domain name.  Please read here for what an intangible asset is. Also read here on page 11 for more clarification by IFRS.
This is basically saying that it's not possible to make more than some not-so-large amount without taking for yourself part of what several other people produce, yes?  How does that fit with the very high profits per a employee numbers that some companies have?: http://www.bloomberg.com/visual-data/best-and-worst/most-profitable-employees-companies
"It is definitely legal, however none of such expenses will be allowed as a tax deduction for the corporation. Basically, you'll end up paying more to maintain the entity and pay taxes on its income (the rent you're paying to yourself as a corporation) at corporate rates, for no apparent benefit. Being the director/executive in the corporation will make you liable for whatever the corporation is liable, so liability isn't going away. The reason corporation is considered ""limited liability"" for owners is because shareholders are shielded from the corporate liability. Not directors or executives (which are explicitly not shielded)."
"I can say that I got X dollars from an account like ""Income:Benefits""... but where do I credit that money to? ""Expenses:Groceries"" Yes doesn't feel right, since I never actually spent that money on food,  You did, didn't you? You got food. I'm guessing there's an established convention for this already?  Doubt it. Established conventions in accounting are for businesses, and more specifically - public companies. So you can find a GAAP, or IFRS guidelines on how to book benefits (hint: salary expense), but it is not something you may find useful in your own household accounting. Do what is most convenient for you. Since it is a double-booking system - you need to have an account on the other side. Expenses:Groceries doesn't feel right? Add Expenses:Groceries:Benefits or Expenses:Benefits or whatever. When you do your expense and cash-flow reports - you can exclude both the income and the expense benefits accounts if you track them separately, so that they don't affect your tracking of the ""real"" expenses."
You have defined net profit to include all income and, presumably, expenses. Specifically, you are including income from other sources and are including finance costs and tax expense. For the quarter ended June 30, 2015, the net profit, by your definition, is 12.58. This is given on line 9 of the PDF. You ask how you can review this information. You cannot, given only the PDF you linked to. Note that the numbers have not been audited so it is the case that no trusted third party has yet reviewed it and signed off that the information is accurate.
After reading OP Mark's question and the various answers carefully and also looking over some old pay stubs of mine, I am beginning to wonder if he is mis-reading his pay stub or slip of paper attached to the reimbursement check for the item(s) he purchases. Pay stubs (whether paper documents attached to checks or things received in one's company mailbox or available for downloading from a company web site while the money is deposited electronically into the employee's checking account) vary from company to company, but a reasonably well-designed stub would likely have categories such as Taxable gross income for the pay period: This is the amount from which payroll taxes (Federal and State income tax, Social Security and Medicare tax) are deducted as well as other post-tax deductions such as money going to purchase of US Savings Bonds, contributions to United Way via payroll deduction, contribution to Roth 401k etc. Employer-paid group life insurance premiums are taxable income too for any portion of the policy that exceeds $50K. In some cases, these appear as a lump sum on the last pay stub for the year. Nontaxable gross income for the pay period: This would be sum total of the amounts contributed to nonRoth 401k plans, employee's share of group health-care insurance premiums for employee and/or employee's family, money deposited into FSA accounts, etc. Net pay: This is the amount of the attached check or money sent via ACH to the employee's bank account. Year-to-date amounts: These just tell the employee what has been earned/paid/withheld to date in the various categories. Now, OP Mark said My company does not tax the reimbursement but they do add it to my running gross earnings total for the year. So, the question is whether the amount of the reimbursement is included in the Year-to-date amount of Taxable Income. If YTD Taxable Income does not include the reimbursement amount, then the the OP's question and the answers and comments are moot; unless the company has really-messed-up (Pat.
I don’t get how companies can keep saying this. Profit is by definition money you didn’t spend on anything (like research). I realize that profit could be used on research in future years, but presumably you will also have excess income in future years to use for that expense. That’s a bum deal though because you will have to pay 35% tax. Making a profit at all means you chose not to invest that money  in research but instead to bank the money (pay shareholders).
Nope pay the employer back the due does not involve any tax. Just keep a record of the transaction so that its available as reference.
(If not, the $25 would reduce the IRA balance (and no, this did not count as a premature distribution from the IRA). Plan expenses are what the 401k administration company charges the employer for running the plan (and these expenses are not necessarily peanuts; a 401k plan is not something that needs just a spreadsheet -- there is lots of other paperwork that the employee never gets to see). In some cases, the employer pays the entire expense as a cost of doing business; in other cases, part is paid by the employer and the rest is passed on to the employees. As far as I know, there is no mechanism for the employee to pay these expenses outside the 401k plan (that is, these expenses are (visibly) deducted from the 401k plan balance). Finally, with regard to the question asked: how are plan fees divided among the investment options? I don't believe that anyone other than the 401k plan administrator or the employer can answer this. Even if the employer simply adopts one of the pre-packaged plans offered by a big 401k administrator (many brokerages and mutual fund companies offer these), the exact numbers depend on which pre-packaged plan has been chosen. (I do think the answers the OP has received are rubbish).
The thing is, corporate taxes aren't paid on revenues or costs; they're paid on net income.   Meaning no matter what happens, any investment the company makes that improves their net income automatically means more money for the company.    So let's say 12% vs 14% tax.   A 2% increase in tax means a 2% lower net ROI on the investment.    But so long as the incremental improvement to your bottom line is there, the investment is sound, with or without taxes.   EVEN at a 50% corporate tax rate.   You hire one more person at $60k/yr and they make $120k/yr in net income for you.   You still keep $30k of the profits.    It's an incremental increase regardless.  And if that person doesn't make you money?  Say the incremental benefit is 0?   Well your net income just dropped $60/yr.   And you just paid $30k less in taxes.   Meaning the true cost of that hire is $30k to your bottom line.  Where it hurts business is that your retained earnings don't build up as fast.   It makes the next investment harder to make is all.   And as a corporation, if you're not paying dividends you need to keep reinvesting your retained earnings./
This very topic was the subject of a question on workplace SE https://workplace.stackexchange.com/questions/8996/what-can-relocation-assistance-entail TL/DR; From tax publication 521 - Moving expenses table regarding how to report IF your Form W-2 shows... your entire reimbursement reported as wages in box 1 AND you have... moving expenses THEN... file Form 3903 showing all allowable expenses,* but do not show any reimbursements. There are tax implications Covered in tax publication 521 - Moving expenses and Employers tax guide to Fringe Benefits related to moving expenses. From the Employers View: Moving Expense Reimbursements This exclusion applies to any amount you directly or indirectly give to an employee, (including services furnished in kind) as payment for, or reimbursement of, moving expenses. You must make the reimbursement under rules similar to those described in chapter 11 of Publication 535 for reimbursement of expenses for travel, meals, and entertainment under accountable plans. The exclusion applies only to reimbursement of moving expenses that the employee could deduct if he or she had paid or incurred them without reimbursement. However, it does not apply if the employee actually deducted the expenses in a previous year. Deductible moving expenses. Deductible moving expenses include only the reasonable expenses of: Moving household goods and personal effects from the former home to the new home, and Traveling (including lodging) from the former home to the new home. Deductible moving expenses do not include any expenses for meals and must meet both the distance test and the time test. The distance test is met if the new job location is at least 50 miles farther from the employee's old home than the old job location was. The time test is met if the employee works at least 39 weeks during the first 12 months after arriving in the general area of the new job location. For more information on deductible moving expenses, see Publication 521, Moving Expenses. Employee. For this exclusion, treat the following individuals as employees. A current employee.
It's monopoly money.  Everybody treats it like that.  Of course it doesn't work.    It would be vastly different if you had you budget **plus**    (a) freedom of choice for the supplier, internal or external,    (b) your group could spend any budget surplus on whatever they wanted (well, for the office).    But that will never happen because company policy.
Hey, sole proprietorships called (don't those comprise roughly 50% of all businesses?) they want to know what corporate tax is.  Hell, most of them want to know what payroll tax is.  They just know it's not fun paying both halves of it.  From my perspective over on the incorporated side: Oh HEY, I'm incorporated as an S-Corp or and LLC -remember those?- and they're going to suck out five percent MORE of my GROSS.  I'll fax you my cash flows statement.  It's going to look like a severed artery.  For those lucky enough to be joining us from the C-Corp world, enjoy trying to retain your key employees without seeing your payroll costs go through the roof.  If you have all your employees by the balls because they don't have the skills to easily transfer [if you think you do, hint: you don't] then I hope you have the stomach to watch them all falling further and further behind and into debt.   I don't.
Costs are almost entirely salaries Apart from all the usual costs incurred by running a large, complex, business, ManU  are servicing debt that is getting up around the GBP500M mark. This is debt racked up by the Glazer family since purchasing the team, as well as debt they took with them to the team.  What sort of factors would affect their share price?  Product endorsements, ticket prices, attendance, and merchandise sales are all important contributors. But also, performance in the domestic league and in domestic and European cups are also factors. Should their participation falter for any reason, that ripples through everything (decrease in brand exposure) - and this is, along with the debt problem, the biggest risk. Edit: By the way, you are aware that this is an NYSE IPO; you can see how they have done on the FTSE over the past 10 years or so.
You are in business for yourself. You file Schedule C with your income tax return, and can deduct the business expenses and the cost of goods sold from the gross receipts of your business. If you have inventory (things bought but not yet sold by the end of the year of purchase), then there are other calculations that need to be done.  You will have to pay income tax as well as Social Security and Medicare taxes (both the employee's share and the employer's share) on the net profits from this business activity.