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Illinois record keeping lawyerStress during tax season is a common issue for small businesses. More often than not, it is because of multiple internal failures. Poor or inadequate record keeping, failure to keep up with ever-changing tax laws, and difficulties in maintaining day-to-day operations are some of the most common of these issues. Thankfully, it is possible to manage the stress that often accompanies tax season. The following information explains further.

Understanding the Root Causes Before you can truly address your business’s tax issues, you must first understand why they exist in the first place. For example, if your record-keeping system leaves room for error, or fails to ensure you claim every credit and deduction, it may be time to rethink how you do the books. If your issue is more related to being overworked, which can cause you to fall behind in your record-keeping duties, it may be time to outsource your bookkeeping duties. Alternatively, you might hire another employee (even if only part-time) so that you can effectively balance day-to-day business operations and daily, weekly, and monthly record-keeping. Finding a System That Works If it turns out that bookkeeping issues are, in fact, the root cause of your tax issues, it may be time to bring in some outside help. For example, an attorney can help you set up a system that will hopefully meet your company’s needs without adding more work than you can reasonably handle. Further, the input from an outside source can help you understand how to file and record certain credits and deductions; this could potentially decrease your tax load at the end of the year, which could place more profits in your pocket. Managing Employee Documents If you hire employees, general contractors, or freelancers, you must submit all documents within the appropriate time period. Last year, businesses had until the end of February to submit 1099s and W-2 forms to the IRS. This year, they needed to be in by January 31. Failure to get them in prior to the deadline could result in a penalty. So, if you are still behind on your record-keeping and filing, contact an experienced lawyer for assistance immediately. Any further delays could potentially cost your small business even more money in the end.

Contact Our Illinois Record-Keeping Attorney

Whether you are starting a new business and simply want to ensure you start off on the right foot, or are struggling to deal with the impending tax season, Miller Law Firm, P.C. can help. Dedicated and experienced, our Schaumburg, IL record-keeping lawyer can assist you with all aspects of tax-related record-keeping issues. Learn more by calling 847-995-1205 today. Source:

creditA low credit score or a poor credit history can be very difficult to overcome. For many people with bad credit, the first step toward recovery is getting a new job that pays decent, reliable wages. Unfortunately, a low credit score can create a vicious cycle as some companies refuse to hire applicants with questionable credit histories. In some situations, such screenings make sense as a person’s ability to manage finances could directly impact his or her ability to do the job for which he or she is applying. In others, however, a person’s credit score has no bearing on his or her qualifications for the available position, and a recent Illinois appellate court has determined this to be the case for most retail sales positions.

Employment Credit Privacy Act

Back in 2010, then-Illinois Governor Pat Quinn signed a measure that prohibited employers in Illinois from discriminating against job applicants on the basis of their credit history. The Employee Credit Privacy Act was drafted by lawmakers in response to the national recession of the early 2000s that left many individuals with less than ideal credit scores. Under the Act, employers are not even permitted to run a credit check on an applicant unless a “satisfactory credit history is an established bona fide occupational requirement of a particular position.” Such positions generally include those in which an employee would handle large amounts of money without supervision or has access to personal, confidential, or financial information.


Posted on in Minimum Wage

minimum wage, Illinois employment law attorneyIn late October, Cook County officials elected to join the city of Chicago in adopting a plan to increase the minimum wage to $13 per hour by 2020. While the decision is being heralded by many as an important step toward increasing the quality of life for the county’s lowest-paid employees, it is also raising a number of concerns for several local communities.

Beginning in July 2017, the new minimum wage in Cook County will be $10 per hour, a substantial increase from $8.25—the current statewide minimum wage. In 2018, the minimum wage will go up to $11 per hour, with $1 per hour increases each year until 2020. The problem, however, is that a number of villages and towns straddle the line between Cook County and other surrounding counties. The line between Cook County and Lake County, for example, runs directly through the village of Barrington. The city of Elgin sits on the border between Cook County and Kane County.

Tough Choices


overtime, Schaumburg employment law attorneyIn last month’s post on this blog, we talked in detail about new guidelines from the Department of Labor that addressed overtime pay for millions of American workers. The new rules were slated to go into effect on December 1 of this year and were being touted by many as one of President Obama’s biggest accomplishments in his second term. While the intent of the updated guideline was to make more employees eligible to receive overtime pay, a Texas judge has issued an injunction to prevent the rules from going into effect without further scrutiny.

Exempt and Non-Exempt Workers

Under current labor guidelines, there are three factors that determine whether a worker may be listed as exempt from overtime laws, meaning that an employer does not have to pay that person time and a half for every hour over 40 per week. The worker must:


overtime, Schaumburg employment law attorneyIf you have owned your business for any reasonable length of time, you have probably had to deal with some of the complexities of hiring a staff and compensating your workers in accordance with local, state, and federal regulations. Many of your employees—including many frontline customer-facing workers—are probably paid by the hour and are eligible to be paid overtime for every hour over 40 per week. Others, however—including management and other designated positions—may be exempt from federal overtime requirements, meaning they earn a specific salary per year.

Employers whose staff includes exempt employees must be prepared for upcoming changes set forth by the Obama administration and the Department of Labor. The regulations were announced this past spring and are set to take effect on December 1, 2016.

Criteria for Exempt Status


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