It’s been another one of those weeks where the job of job creation has to give way to actually doing my own job. My daughter suggested seeking out a bookkeeping and payroll company to take me through the process and handle the paperwork. She holds such a position for a large organization, and she does it so indispensably that she was still answering text messages while she was in labor – until her husband turned off her phone. She worked for me part time when she was in college, and she knows I need help.
A neighbor has provided payroll service for small businesses in the past and still has a few clients. However, last time we chatted, she said it was getting to be such a headache she’s cutting back and focusing on running a new business – without employees. Anyway, paying a consultant to create and manage one job just doesn’t pencil out.
A Facebook friend also provided helpful advice. She is another one of those capable women who run offices. The list of federal withholding forms and new hire reporting requirements didn’t phase her a bit, and she confidently said she could help. I’d already made one mistake about being an employer – the purpose of the Department of Social and Health Services (DSHS) forms. I said last week in Tales:
“Apparently I may have to serve as a collection agent if I hire someone who is delinquent in child support payments.”
My young friend corrected me:
“It isn’t even delinquent. They can be perfectly current and you still would have to serve as collection agent. I currently process anywhere from 80-100 employees with child support just in WA state . . . you also could have to deal with OTHER state orders coming in.
You also would have to serve as collection agent for the courts if the person has court-ordered Writ of Garnishment. I also process many of these every week. Not nearly as many as child support, but plenty of them.
I hadn’t even thought of those items that you would have to do once someone is hired – mainly because it is second nature to me after almost 9 years of doing payroll/HR.
Don’t forget about the laws relating to preventing sexual harassment in the workplace; discrimination; small employers may not be subject to Equal Opportunity Employment (not sure on this one) but even if not, you still could run into issues if someone thinks you slighted them for the job because of their race/nationality/heritage.”
Clearly creating a job is a tough do-it-yourself project, and networking with family, friends and neighbors for advice will be critical. Meanwhile I have deadlines for paying clients. Job creating will have to take a back seat until next week.
For previous stories in the series, see the links below:
Part 1: http://migration.nwdailymarker.com/2011/09/tales-from-the-small-business-trenches-in-the-beginning-the-owner-created-jobs/
Part 2: http://migration.nwdailymarker.com/2011/09/tales-from-the-small-business-trenches-part-2-there-is-a-purgatory-for-job-creators/
Part 3: http://migration.nwdailymarker.com/2011/10/tales-from-the-small-business-trenches-part-3-working-conditions/
Part 4: http://migration.nwdailymarker.com/2011/10/tales-from-the-small-business-trenches-part-4-into-the-mountains/
[photo credit: hojusaram]
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