Seven Considerations as You Plan for the Trump Tax Plan

Text Tax Reforms appearing behind ripped brown paper.

This is not a political article. It is more about pondering the possibilities for manufacturers who are waiting to see how a new federal tax plan may change how they structure their businesses. With tax reform on the legislative horizon, we looked at a handful of potential changes under discussion to provide some context for tax planning later this year.

Seven Considerations as You Plan for the Plan

You have your Trump tax plan and you have your Republican “A Better Way” blueprint for America plan. I’m not stepping into the role of telling you which plan is better. That’s why we elect political representatives and choose which media to follow. I’m going to attempt, given the current legislative updates, to highlight the areas of most importance to manufacturers and distributors. We expect that some version of tax reform will occur in 2017. In the meantime, use this as a guide to anticipate a change in business structure or other tax planning decisions.

We will address the following areas:

  • Capital expenditures
  • Interest expense deduction
  • Tax rates by business structure
  • Cross-border provisions
  • Employer mandates for health care coverage
  • Export income exclusion
  • Carried interest

100% First-Year, Write-offs of Capital Expenditures

The Republican tax plan aligns with the Trump plan on allowing companies to write off all spending on new capital investments, from equipment to computers. The idea is to boost spending on productivity-enhancing outlays, according to an article in Bloomberg. In theory, it sounds better to write off all your capital expenses in one year rather than over time, as the current tax code allows.That being said, it may be a non-event for many mature companies with minimal annual capital expenditures, as we currently enjoy a potential $500,000 annual full expensing election under Section 179 and there is also additional bonus depreciation available under the current law.

So this proposed change will particularly benefit companies with significant capital spending plans or the expansion into a new production line or lines that may have been postponed.

It was interesting to note in the Bloomberg article that companies with large capital outlays may be viewed as more progressive or “newer,” and therefore more attractive to future investors. Regardless, companies so far don’t seem to be rushing out to buy new equipment in anticipation of 100 percent, first-year write-offs.

Conclusion: Stick to your budgets and plan your capital expenditures as if it’s still 2016. Don’t place reliance on this additional tax benefit if you exceed these limits, but consider it a potential  “bonus” if the law falls in your favor.

Loss of Interest Expense Deduction

In addition to potentially boosting the cost of PE deals and making asset deals more attractive, the loss of the interest expense deduction is designed to make debt financing less attractive for businesses and individuals.

Under the current tax code, interest expense on debt financing — from home mortgages, business loans, stock purchases — is deductible. It’s deductible for private equity firms that use investor cash and third-party leverage to finance the purchase of stock. With the exception of the mortgage interest deduction on your primary home, the Trump and Republican tax plans both propose to eliminate the interest expense deduction to offset the loss of tax revenue from the proposed 100 percent capital expense depreciation.

Companies that purchase physical assets will be better off expensing capital purchases than relying on interest expense deductions. However, companies that are heavily leveraged and PE firms potentially end up paying more tax.

Conclusion: Make a plan to pay off or refinance any high interest debt in 2017 and actively try to lock in any low interest debt for long term installment loans.

Change Business Structure or Not?

Both the Trump and Republican tax plans propose a large federal corporate/business tax rate reduction, putting the new rate at 15 or 20 percent. It was a key campaign promise, and comments made by President Trump in March regarding a tax reform package emphasized that he wants to lower the overall tax burden on businesses. Followers expect that release of details is still months away.

It’s unclear so far whether manufacturers should consider a business structure change. One proposal  talks about a lower tax rate for all businesses, while another noted that only C Corps would get the tax rate reduction to bring them in line with the tax structure of S Corps.

Conclusion: Watch for more details on the proposed tax rate reductions this summer. If your business is structured as an S Corp, there may (or may not) be a reason to discuss a structure change.

Zero Deduction for Cost of Imported Materials

One area that hasn’t been talked about much in the media, but will need more attention, is the cross-border provision for imported materials. Currently, manufacturers that use imported materials in their products can deduct the cost of those materials. A new proposal would eliminate the deduction on imported materials and only allow a deduction on U.S. sourced materials.

With a dramatic increase in the cost of materials to produce products, any lowering of the corporate tax rate will offer far less benefit for these manufacturers. It will also hit distributors of imported foreign materials hard.

With this proposal, I anticipate reporting complexity for manufacturers that have some products with imported materials and others with no imported materials.    Also, if a product is partially assembled in a foreign country, is the cost of labor still deductible while the materials cost is excluded? Enterprise systems would have to be reconfigured to account for proper tracking.

If passed, this increased cost will likely be passed on to retailers and consumers — adding to inflationary concerns.

Conclusion: Consider to what extent — if any — your company currently imports materials or partially assembled products. The jury is out on what form cross-border protections will take and may include a phased-in approach to offset huge tax burdens on U.S. importers.

Elimination of the Employer Mandate

Although not completely related to tax reform, something that President Trump and Republicans both agree on is elimination of the employer mandate to provide health care benefits. Because a healthcare reform plan is still a work in progress , we still have the employer mandate.

Conclusion: Although we will all be pleased with the reduction in the exhaustive paperwork and reporting requirements of Obamacare,  provide health care benefits anyway. It’s a baseline competitive feature for recruitment and retention of your most talented.

Planned Income Exclusion for domestically produced exported goods may eliminate need for IC-DISC structure

One of the cross-border tax proposals is that U.S. manufacturers that are exporting goods will get a 100 percent exclusion of these export revenues from U.S. tax. There are significant practical issues and questions surrounding this broad brush proposal, not limited to what is defined as U.S. manufacturing. Does use of  domestic distribution that does both export and domestic distribution qualify for this exclusion, will certain countries be excluded, will certain maquiladora arrangements be grandfathered or phased in over time?

Export tax minimization has been historically achieved through the IC-DISC (Interest Charge-Domestic International Sales Corporation). This helpful and sometimes misunderstood tax break for manufacturers and some professionals will be mostly obsolete if a tax reform bill excludes tax 100 percent on U.S.-based exports.

Set up as a separate entity, the IC-DISC is available to small and mid-sized manufacturers that export goods, but it may also apply to professionals like engineering or architectural firms that work on a project that will be built overseas. Manufacturers of parts of products that are exported may also be eligible. IC-DISC allows a reduction on 50 percent of export income by more than 50 percent. Profits are taxed at the lower dividend rate (15%) as opposed to ordinary income tax rates (34%+).

The elimination of taxes on exports may provide a boon to U.S. manufacturers, but it is widely anticipated that other countries may combat the U.S. shift in tax law with additional tariffs or import fees – that may eliminate or at least dampen the ability of manufacturers to use this tax advantage to help compete in overseas markets.

Conclusion: Investigate the IC-DISC if you think your company’s  export activities are sufficient to set up this structure, and use this as a back-up position in the event the “as defined” export exclusion becomes a more narrowly defined opportunity for utilizing this tax advantage. That being said, do the up front due diligence and cost benefit modeling – but delay any structure set-up action until later this summer.      

Eliminating the Carried Interest in Private Equity Structures

I don’t know how many times President Trump talked about eliminating “the carried interest loop-hole” during his campaign, but I’m sure someone tracked it in a video montage. Carried interest is defined by IRS regulation rather than statute, so the President could move forward without the assistance of Congress. The Republican tax proposal doesn’t mention this tax break.

Elimination of carried interest would result in equity investors paying more for distributions coming out of portfolio companies, which doesn’t impact owner-operator companies insofar as their tax rates, but it could add to concerns over inflation as investors seek to make up the losses through improved corporate performance.

Conclusion: If you have private equity investors as shareholders or they are a significant part of your overall exit plan, make sure you have a clear understanding of the changing tax metrics to this investor class, as there may be a required change(increase) to tax distributions from the Operating Company to address these metrics. Overall, it could cause some revision or amendment to various waterfall calculations and preferred return calculations to address the economic impact to this shareholder group.

While we’re waiting to see which elements of which tax reform proposal come out on top, consider the results of your previous tax year. If there are areas that didn’t pan out as you hoped, the Tax Group at Cornwell Jackson is available to review your returns and identify any opportunities that make sense — for 2017 at least.

Gary Jackson, CPA, is the lead tax partner at Cornwell Jackson. Gary has built businesses, managed them, developed leadership teams and sold divisions of his business, and he utilizes this real world practical experience in both managing Cornwell Jackson and in providing tax planning to individuals and business leaders across North Texas. Contact him at gary.jackson@cornwelljackson.com.

10 Simple (and Fun) Ways to Cut Taxes This Summer

It’s already starting to feel like summer in many parts of the country. But the forecast for Washington remains unclear as officials continue to discuss various tax-related issues.

No matter what happens in Washington, don’t get stuck in a holding pattern yourself. Give some attention to business and personal tax planning this summer. Here are 10 ideas that combine tax planning with summertime fun.

1. Entertain top business clients.

You may be eligible to write off 50% of the cost of business meals and entertainment if you entertain clients before or after a substantial business discussion. For instance, after you hammer out a business deal, you might treat a client to a round of golf and then dinner and drinks. The 50% limit applies to all the qualified expenses, including the amounts you pay for the client, yourself and your significant others.

2. Throw a company picnic.

You can generally deduct the cost of a picnic, barbecue or similar get-together. Not only will such an event provide your workers an opportunity to relax and socialize, but the 50% limit on meals and entertainment expense deductions also won’t apply. There is one caveat: The benefit must be primarily for your employees, who are not “highly compensated” under tax law. Otherwise, expenses are deductible under the regular business entertainment rules.

3. Donate household items to charity.

Are you planning to clean out the garage, attic or basement this summer? If so, you’ll probably find household goods — such as clothing and furniture — that you don’t want or need anymore. Consider donating these items to charity. Assuming they’re still in good condition, you may take a charitable deduction on your 2017 personal tax return based on the current fair market value of any donated items. Use an online guide or consult your tax professional for valuations.

4. Send the kids to day camp.

Parents who need to work may decide to send young children to summer day camp while school is out. Assuming certain requirements are met, the cost may qualify for a dependent care credit. Generally, the maximum credit is $600 for one child and $1,200 for two or more kids. Note that specialty day camps for athletics or the arts qualify for this break, but overnight camp doesn’t qualify. (Remember, tax credits lower your tax liability dollar for dollar, unlike deductions, which lower the amount of income that’s taxed.)

5. Buy an RV or boat.

If you take out a loan to purchase a recreational vehicle (RV) or boat for personal use this summer, the vehicle or vessel may qualify as a second home for federal income tax purposes. In other words, you may be eligible to write off the interest on the loan as mortgage interest on your personal tax return.

The IRS says that any dwelling place qualifies as a second home if it has sleeping space, a kitchen and toilet facilities. Therefore, the interest paid to buy an RV or boat that meets these requirements is tax-deductible under the mortgage interest rules. This deduction is available for interest paid on a combined total of up to $1 million of mortgage debt used to acquire, build or improve a principal residence and a second residence. Interest on additional home equity debt of up to $100,000 may also be deductible.

6. Minimize vacation home use.

Federal tax law allows you to deduct expenses related to renting out a vacation home to offset the rental income you receive. With summer already underway, you’ve probably worked out a rental schedule for your vacation home, but remember that you can’t deduct a loss if your personal use of the home exceeds the greater of 14 days or 10% of the time the home is rented out. If you expect to experience a loss, watch your personal use to ensure you remain below the 14-day or 10% limit. Other rules, however, might still limit your loss deduction.

7. Rent out your primary residence.

Do you live in an area where a summertime event — such as a major golf tournament, arts festival or marathon — will be held? If you rent out your home for no more than two weeks during the year, you don’t have to comply with the usual tax rules. In other words, you don’t have to report the rental income — it’s completely tax-free — but you can’t deduct rental-based expenses either.

8. Take advantage of business travel.

Suppose you’re required to go on a business trip this summer. You can write off much of your travel expenses as long as the trip’s primary purpose is business-related — even if you indulge in some vacationing. For instance, if you spend the business week in meetings and the weekend sightseeing, the entire cost of your airfare plus business-related meals, lodging and local transportation is deductible within the usual tax law limits. Just don’t deduct any personal expenses you incur.

9. Support a recent graduate.

If your child just graduated from college, this is probably the last year you can claim a dependency exemption for him or her. However, you must provide more than half of the child’s annual support to qualify for the $4,050 exemption.

To clear the half-support threshold, consider giving the graduate a generous graduation gift, such as a car to be used on the first job. Doing so will provide your child with a practical gift, as well as possibly helping you clear the support threshold required to claim a dependency exemption. Unfortunately, dependency exemptions may be reduced for high-income taxpayers. Consult a tax professional about this tax issue before purchasing a major graduation gift. It could impact the amount you’re willing to spend.

10. “Go fishing” for deductions.

The IRS won’t allow you to claim deductions for an “entertainment facility,” such as a boat or hunting lodge. But you can still write off qualified out-of-pocket entertainment expenses, subject to the 50% limit. For example, if you take a client out on your boat, no depreciation deduction is allowed — but you may be eligible to write off the 50% of the costs of boat fuel, food and drinks, and even the fish bait, if you qualify under the usual business entertainment rules.

More Tips Available

These tips show that tax planning doesn’t have to be tedious. Whether you decide to ship the kids off to day camp or take the plunge of buying a boat, summer tax planning can actually be fun — and your tax advisor may have other creative ideas. With the proper planning, you can bask in the sun and tax-saving opportunities all summer long.

Capital vs. Ordinary: Classifying Income and Losses Affects Your Taxes

Most of the time, how to classify gains and losses from selling an asset is fairly straightforward. But there are some gray areas that require a closer look at the facts and circumstances, especially when real estate is involved, as a couple of recent cases demonstrate.

Beyond Real Property

The issue of deciding how to classify gains and losses from selling an asset affects more than just real estate. In a 2017 private letter ruling, the IRS allowed a termination payment made pursuant to a patent sale agreement to be treated as a capital gain.

This ruling involved three individual taxpayers who owned a patent through a limited liability company (LLC) that was classified as a partnership for tax purposes. The LLC sold all substantial rights to the patent to a third party in exchange for payments from the third party based on sales of the patented product.

When the third party was acquired, it sought to end its obligations to the LLC by making a termination payment. The LLC accepted the offer. The IRS concluded that the Internal Revenue Code allowed favorable long-term capital gains treatment for the taxpayers’ respective shares of the LLC’s gain from the termination payment. Why It Matters

Distinguishing between capital and ordinary gains and losses is an important issue for two reasons:

1. Tax rates on gains.

Net long-term capital gains recognized by individual taxpayers are taxed at much lower rates than ordinary gains. (“Long-term” means the asset has been held more than one year.) Under the current rules, the maximum individual federal rate on net long-term capital gains is generally 23.8%, if the 3.8% net investment income tax applies (20% + 3.8%). In contrast, the maximum individual rate on ordinary gains, including net short-term gains, is 43.4%, if the 3.8% net investment income tax applies (39.6% + 3.8%).

The maximum individual federal rate on long-term capital gains attributable to real estate depreciation deductions (so-called “nonrecaptured Section 1250 gains”) is 28.8% (25% + 3.8%).

2. Deductibility of losses.

Ordinary losses are currently deductible — assuming other tax law provisions, such as the passive loss rules, don’t prevent that favorable treatment. In contrast, deductions for net capital losses are strictly limited.

Annual net capital loss deductions for individual taxpayers are limited to only $3,000 (or $1,500 for married individuals who file separately). Any excess net capital loss (above the currently deductible amount) is carried forward to the following tax year and is subject to the same limitation.

Net capital losses incurred by C corporations can’t be currently deducted. Instead, they only can be carried back for three years or carried forward for five years. (Note that these periods are different from those for net operating losses.)

Five-Factor Test for Classifying Real Property

Sales of capital assets qualify for treatment as capital gains or losses. Capital assets specifically exclude inventory. Inventory is property held by the taxpayer primarily for sale to customers in the ordinary course of the taxpayer’s business.

The U.S. Tax Court and the Ninth U.S. Circuit Court of Appeals have identified the following five factors as relevant when determining whether real property is inventory:

  1. The nature of the acquisition of the property,
  2. The frequency and continuity of property sales by the taxpayer,
  3. The nature and extent of the taxpayer’s business,
  4. Sales activities of the taxpayer with respect to the property, and
  5. The extent and substantiality of the transaction in question.

Taxpayers have the burden of proving that real property isn’t inventory. If they fail to meet that burden of proof, the IRS will win the argument.

The Evans Case

In a recent decision, the Tax Court addressed the issue of whether a taxpayer’s redevelopment property was a capital asset or inventory held for sale to customers. (Jeffrey Evans v. Commissioner, T.C. Memo 2016-7)

The taxpayer was a full-time employee of a real estate development firm. Outside of his regular job, he personally purchased residential real estate properties in Newport Beach, Calif. He intended to demolish the existing structures on the property and build a two-unit residential structure that he would either sell or rent out. The taxpayer incurred costs to prepare the property for redevelopment, including:

  • Architectural, electrical, and mechanical plans and permits,
  • Property taxes, and
  • Interest expense.

The taxpayer borrowed $250,000, and the lender obtained a lien on the Newport Beach property. The taxpayer defaulted on the loan, and the lender foreclosed. The property was eventually sold at a loss in a foreclosure sale. The taxpayer’s position was that the foreclosure loss was an ordinary loss. The IRS claimed it was a capital loss.

Based on its evaluation of the five factors (above), the Tax Court concluded that the taxpayer’s personal real estate activities didn’t constitute a business. According to the Tax Court, the Newport Beach property was held for investment rather than held for sale to customers in the ordinary course of business. Therefore, the property was a capital asset and the taxpayer’s loss was a capital loss.

The Long Case

In another decision, the Eleventh U.S. Circuit Court of Appeals looked at whether an individual taxpayer’s proceeds from selling the rights to buy land and build a luxury condo project were properly characterized as long-term capital gain rather than ordinary income. (Philip Long v. Commissioner, 114 AFTR 2d 2014-6657, 11th Cir. 2014)

In this case, the taxpayer was a real estate developer who operated his business as a sole proprietorship. In 2006, he received $5.75 million in exchange for selling contract rights to buy a parcel of land in Fort Lauderdale, Fla., and build a luxury condominium tower on the parcel. He had been working on this project for 13 years and had obtained the contract rights in a lawsuit involving the property.

The taxpayer treated the proceeds from the contract rights sale as long-term capital gain on his 2016 income tax return. But the IRS, after auditing the taxpayer’s return, claimed that the proceeds were paid in lieu of future ordinary income payments and, therefore, counted as ordinary income.

The Tax Court agreed with the IRS that the proceeds constituted ordinary income, because the taxpayer intended to sell the land underlying the condo project to customers in the ordinary course of his business. On appeal, the Eleventh Circuit reversed the Tax Court’s decision.

The Eleventh Circuit pointed out that the Tax Court had erred by concluding that the taxpayer had sold the land underlying the condo project for the $5.75 million. In fact, he’d never owned the land. What he actually sold was the right to purchase the land pursuant to the terms of the condo development agreement and the associated right to build the condo tower.

The Eleventh Circuit noted that, in certain circumstances, contract rights can qualify as capital assets. Therefore, the real issue in this case was whether the taxpayer held the contract rights primarily for sale to customers in the ordinary course of his business. The Eleventh Circuit found no such evidence. Instead, the evidence showed that the taxpayer had always intended to develop the condo project himself, until he ultimately decided to sell his contract rights instead.

The Eleventh Circuit also concluded that the taxpayer had owned the contract rights for more than one year, because they resulted from a lawsuit that was filed two years earlier. Because the contract rights constituted a capital asset that the taxpayer had owned for more than a year, he was entitled to treat the proceeds from selling the rights as a long-term capital gain.

Need Help?

It’s almost always better to be able to characterize a taxable gain as capital rather than ordinary. Conversely, characterizing taxable losses as ordinary rather than capital is generally beneficial. Your tax advisor can help you understand this issue and, when debatable facts and circumstances arise, build a defensible case for favorable treatment of gains and losses.

EEOC and Some Courts Expand Sex Discrimination Definition

Last year, the Equal Employment Opportunity Commission (EEOC) filed its first two cases in federal court charging employers with failing to protect employees from discrimination and harassment based on their homosexuality. The federal agency has already received more than a thousand complaints of this nature, but only recently has the agency taken employers to court. Other cases have been settled, or simply not pursued.

Although the EEOC’s position can be overruled by federal courts, several trial courts have accepted the proposition that “sexual orientation discrimination is, by its very nature, discrimination because of sex.”

And recently, the U.S. Court of Appeals for the Seventh Circuit (which covers Wisconsin, Illinois and Indiana) upheld that view. It did so in an 8 to 3 “en banc” ruling — all of the court’s judges weighed in — after a smaller three-judge panel had taken the opposite point of view.

Whether or not discrimination had occurred wasn’t in question, but merely whether it was illegal.

Key Ruling

In the en banc decision, the court noted that while the U.S. Supreme Court has not yet explicitly ruled on this question, it has “over the years issued several opinions that are relevant to the issue,” including its 2015 decision to prevent states from banning gay marriage. The Supreme Court has also upheld rulings prohibiting discrimination against people on the basis of their failure to conform to gender stereotypes.

“It creates a paradoxical legal landscape in which a person can be married on Saturday and then fired on Monday for just that act,” the appeals court observed.

The Seventh Circuit case involved a part-time professor at a community college who had been with the school for 14 years in that capacity, and never had a negative review. Although she was qualified for several full-time positions that were open, she was consistently turned down, without even being granted an interview. She attributed the college’s refusal to hire her for any of the full-time positions to discrimination based on her sexual orientation.

Note: An executive order signed by President Clinton in 1998 expanded the scope of an earlier anti-discrimination executive order. That order prohibited companies that work under federal contracts from employment discrimination based on sexual orientation. President Obama broadened it again in 2014 to include gender identity.

Two Federal Court Cases

In 2016, when the EEOC announced its first two sexual orientation discrimination federal court cases, it described them as follows:

In one, the supervisor of a gay male employee “repeatedly referred to him using various anti-gay epithets and made other highly offensive comments.” When the employee complained to a more senior manager, he was told that the supervisor “was just doing his job” and failed to take any steps to stop the harassment. The employee resigned. The employer filed a motion to dismiss the EEOC case but the U.S. District Court denied it and agreed with the EEOC that sexual orientation discrimination is a type of sex discrimination.

In the other case, involving similar harassment of a gay female employee, the employee was terminated in what the EEOC alleged was retaliation after she had complained about the harassment and called an employee hotline. That case was settled after the employer agreed to pay $202,200 and provide significant equitable relief.

EEOC Stance

Even before President Obama signed the executive order which banned gender identity discrimination by federal contractors, the EEOC was pursuing such cases. For example, it supported the discrimination case of a transgender federal employee in 2012. On its website, the EEOC lists examples of discrimination allegations it has received that it considers unlawful.

Here are four involving gender identity:

  • Failing to hire an applicant because she’s a transgender woman;
  • Firing an employee because he’s planning or has made a gender transition;
  • Denying an employee equal access to a common restroom corresponding to the employee’s gender identity; and
  • Harassing an employee because of a gender transition. For example, by intentionally and persistently failing to use the name and gender pronoun that corresponds to the gender identity with which the employee identifies, and that the employee has communicated to management and employees.

For many employers, it might not even matter how the EEOC could respond to an employee’s allegation of gender identity or sexual orientation discrimination. That’s because about 22 states have their own sexual orientation anti-discrimination laws on the books.

Practical Pointers

Meanwhile, here are four employment practices to consider in light of the evolving legal landscape:

    • If you already conduct — or plan to conduct — anti-discrimination and anti-harassment training, don’t neglect to include sexual orientation and gender identity as examples of discrimination or harassment categories.
    • Be aware that the Occupational Safety and Health Administration (OSHA) has published a “Guide to Restroom Access for Transgender Workers.” This guide states that “all employees, including transgender employees, should have access to restrooms that correspond to their gender identity.”
    • Be cautious about imposing gender-based dress codes that could impact transgender employees, especially when the nature of the job makes such a dress code essential. In a case like this, it’s generally a good idea to apply the dress code of the gender that a transgender employee is transitioning to, for that employee, even before the transition is complete.
  • Along similar lines, use names and pronouns for transgender employees suitable for the gender they’re transitioning to.

Obviously these employment issues are complex and the legal sands are shifting. It’s prudent, therefore, to consult with a labor attorney with expertise in these issues when formulating policies or taking actions involving lesbian, gay, bisexual and transgender employees and job applicants.

Employer Can Have Info about Whether Misclassified Workers Paid Tax

The U.S. Tax Court recently ruled that federal law doesn’t prohibit an employer looking to reduce its tax liability on misclassified workers from receiving information on whether the workers paid tax on the income.

Background

Businesses often prefer to treat workers as independent contractors to lower their costs and administrative burdens. But the IRS may challenge an employer’s classification. If an employer erroneously treats an employee as an independent contractor, the IRS may reclassify the worker. The employer could owe unpaid employment taxes, as well as interest and penalties, and may also be liable for employee benefits that should have been provided but were not. So, it’s important to get worker classification questions right.

Facts of the Recent Case

As part of an audit, the IRS reclassified many of the independent contractors in a New Mexico Native American tribe as employees. The tribe sought to avail itself of the relief provided in the Internal Revenue Code, which allows an employer who fails to deduct and withhold the tax on wages to escape tax liability if it can show that the workers paid income tax on their earnings.

To gather this information, the tribe asked each worker to complete IRS Form 4669 “Statement of Payments Received,” but it didn’t get the form back from many former workers who had moved, and from other workers who lived in hard-to-reach areas.

The tribe filed a lawsuit against the IRS asking the tax agency to provide information about whether 70 workers had reported the income on their personal income tax returns and paid their tax liabilities. If so, the IRS would have to reduce the tribe’s liability for failing to collect and pay withholding tax on the income.

The Law

The tax code provides a general rule that returns and return information should be kept confidential. The term “return information” includes the amount of an individual’s tax payments. The IRS argued that the tax code prohibits the disclosure of information on the workers’ income to the tribe.

There are, however, a number of exceptions to the general rule. One of those exceptions, states that: “A return or return information may be disclosed in a Federal or State judicial or administrative proceeding pertaining to tax administration, but only…(B) if the treatment of an item reflected on such return is directly related to the resolution of an issue in the proceeding; [or] (C) if such return or return information directly relates to a transactional relationship between a person who is a party to the proceeding and the taxpayer which directly affects the resolution of an issue in the proceeding.”

The Court’s Ruling

The Tax Court concluded that the tax code did permit the disclosure of the tax return information requested by the tribe. It analyzed the code in pieces. First it asked: “What is a transaction relationship?” The court stated that to “transact” means simply “to carry on business.” Citing a large number of cases that looked at that question, it added that the wide variety of business relationships that other courts have held are transactional relationships led it to hold that the relationship between an employer and his worker is one that pertains to the carrying on of a business.

Second, the court asked whether the return information that the tribe was asking for “directly relate[d]” to this relationship. The court concluded that it did since whether the tribe’s workers paid their tax liabilities in full is likely to show whether the workers considered themselves to be independent contractors or employees, and thus directly related to the workers’ relationship with the tribe.

Finally, as to the issue of whether the return information affected the resolution of an issue in the proceeding, the court stated that it did. “If the Tribe’s workers did indeed pay their tax liabilities, then the Tribe’s Code Sec. 3402(d) defense would be proved and would be entirely resolved,” it explained. (Mescalero Apache Tribe, 148 TC No. 11, 4/5/17)

The Implications

The court’s ruling could have wide-reaching effect because it can be difficult for businesses to obtain a signed Form 4669 from a worker because:

IRS audits often take place years after the relevant payroll tax returns are filed, A business may have high turnover and not be able to locate workers, and Even if a business does locate workers, they may not want to fill out the IRS forms — especially if they no longer work for the business. Therefore, this court ruling could often make the difference between the business being forced to pay the withholding tax even when the worker has already paid the corresponding income tax, and the business not having to make that payment. If your business is involved in a payroll audit, your tax professional may request that the IRS provide information on the workers’ relevant tax payments. This court ruling can be used as support for this request.

Six Financial Survival Tips for Recent College Graduates

Graduation can be one of the most exciting — and intimidating — times in your life. You’re officially an adult, and with that new-found independence comes financial responsibilities. No pressure, but the decisions you make today about spending and saving can mean the difference between struggling for the rest of your life and building a solid financial future.

The Boomerang Generation

Even if they already have a full-time job, recent graduates are increasingly choosing to live with their parent(s) or grandparent(s) to save money. But financial dependence is rarely the sole reason for “boomeranging” home. Instead:

  • Young people are waiting longer to get married compared to previous generations. Without a fiancé or spouse to encourage independent living arrangements, many graduates return home, until they finally tie the knot.
  • Many empty nesters miss their children and ask them to return, at least temporarily, to help with companionship, medical care and security, financial obligations, and day-to-day chores. Parents often mutually benefit from living with their adult children.

Could this option work for your family? The negative stigma associated with living in a family member’s spare bedroom or basement is rapidly disappearing. A Pew Research survey reports that roughly 75% of young adults who live with their parents are satisfied with their living situation and upbeat about their future finances. That’s about the same satisfaction level as young adults who live on their own. Parents are reportedly just as happy about their adult kids living with them.

Here’s a list of important questions to consider as you start your journey:

1. Where Should You Live?

Depending on where you want to live and how much you earn, you probably can’t move into your dream home right away. The cost of a studio in a big city could potentially get you a huge place out in the country. Your location of choice is tied to many variables — job, family and personal preferences.

To avoid overspending, be realistic about how much you can afford. As a rule of thumb, roughly one-third of your net monthly take-home pay should be used to finance the place you live. If your starting income is modest, you’ll likely pay a higher percentage for housing.

If you decide to rent, always read the entire lease before signing on the dotted line. Find out such details as how long the lease lasts, whether it includes utilities and if there are any fees for terminating the lease early.

If you’ve already saved up money for a down payment, consider buying a condo or single family home. Interest rates are near historic lows. And the sooner you purchase, the quicker you start building equity and claiming tax benefits that come with owning a home.

If you can find a roommate, you’ll have extra money for other living expenses, such as furniture and bills for phone, cable TV and Internet access. Also, don’t forget renter’s insurance to cover your personal belongings in the event of a theft, fire, flood or other disaster. Alternatively, consider the upsides of living with your parents for a little while longer. (See “The Boomerang Generation” at right.)

2. How Much Should You Save Each Month?

No one wants to live paycheck to paycheck. Doing so can lead to significant stress if you lose your job, become disabled or incur a major expense (like a medical bill or car repair). It’s smart to set aside a predetermined amount from each paycheck that goes directly into savings. This amount should be separate from your retirement savings (see below).

Keeping a separate savings account will help prevent you from thinking that this amount is part of your disposable income. As a rule of thumb, you should try to build a “rainy day fund” that equals three to six months of net monthly take-home pay. When the unexpected strikes, you’ll be glad you saved.

3. Why Should You Begin Saving for Retirement Now?

It may seem premature to think about retirement when you start your first real job. But you can amass a large nest egg by saving small amounts when you’re young, because your contributions have time to compound. Plus, any money you put into tax-deferred accounts lowers your taxes in the year you contribute. (Income taxes will be due when you eventually withdraw funds from these accounts, however.)

If your employer offers a retirement plan, such as a 401(k) plan, sign up as soon as possible. Also, find out if your employer makes “matching contributions.” This means the employer adds in a percentage, say 25% or 50%, for every dollar you contribute. Besides employer-provided plans, there are many other retirement planning tools. For example, Roth and traditional IRAs may be beneficial, depending on your personal situation.

As an added bonus, you may be able to borrow from a 401(k) account or take money from an IRA, without paying an early withdrawal penalty, for several reasons, including the purchase of a first home.

4. Do You Need to Buy (or Finance) a Car?

After putting money toward living expenses, savings and retirement, new graduates need to budget for another essential: transportation. Again, you might not be able to afford your dream car right away. Moreover, a car may not be a necessity, especially if you live and work in a city with reliable public transportation.

If you decide to buy a car, consider saving money with a used car. Another way to save money is to look for a car loan with the lowest possible interest rate by:

  • Checking your credit. Consider a co-signer if your credit rating isn’t very good or if you haven’t established any credit rating yet.
  • Shopping around for interest rates at your bank, credit union and various car dealerships. Try to get quotes from at least three different sources.

If you finance a vehicle through the dealership (because it’s convenient) and later find a lower rate elsewhere, you can pay off the original loan with the lower rate loan. Just make sure the original loan doesn’t include any prepayment penalties. Some homeowners even use home equity loans to finance their vehicles, because the interest is generally tax deductible.

5. What Types of Insurance Do You Need?

Graduation is a good time to make critical decisions about auto, health and life insurance coverage.

Most new graduates get their health insurance coverage through an employer. If you’re unemployed or your employer doesn’t provide coverage, you may be allowed to stay on your parents’ policy for a few more years (until you turn 26). This is likely to hold true even if the Affordable Care Act (ACA) is repealed, as that provision was retained in the bill to repeal the ACA, which stalled in the House earlier this year.

If you can’t get coverage through a parent’s health insurance provider, you need to consider other ways to comply with the ACA’s individual mandate — or you’ll face the shared responsibility penalty. Nonexempt U.S. citizens and legal residents will generally owe this penalty if they fail to have minimum essential coverage for themselves and their dependents for any particular month. Coverage options for the unemployed include:

  • Certain government sponsored programs (such as Medicare, Medicaid, and the Children’s Health Insurance Program),
  • Plans obtained on the individual market,
  • Certain grandfathered group health plans, and
  • Certain other coverage specified by the U.S. Department of Health and Human Services in coordination with the IRS.

There are a number of exceptions to the penalty, such as the one for eligible lower-income individuals and the one for some people whose existing health insurance plans were canceled.

Also consider obtaining life insurance. If you sign up when you’re young and healthy, the rates are generally less expensive. Depending on your needs later in life, as well as health issues that can creep up over time, the cost could rise significantly in the future.

6. How Can Discretionary Spending Help You Build Credit?

Any money that’s left over from your paycheck is available for discretionary items, such as vacations, dining out, pets, clothing and personal pampering. Credit cards can be a convenient way to pay for discretionary items, and, as an added bonus, they often accrue rewards points that can be redeemed in the future.

If you don’t already have a credit card, sign up for one to help build credit. But resist the temptation to spend beyond your means. Always pay off your credit cards in full monthly — or you’ll likely incur high interest rates on any unpaid balances. Interest-free financing offers (for, say, a mattress or an appliance) can be another way to save money and build credit, but you must pay off the balance in full before the deal expires — or you’ll incur high interest charges from the original purchase date.

Need Help?

As soon as you graduate, it’s important to establish relationships with tax, business and legal advisors. During your career, you’ll likely need help from experienced professionals who can assist you as your needs evolve. By initiating these relationships now, you’ll know whom to contact when help is needed.

Health Savings Account Limits for 2018

With Health Savings Accounts (HSAs), individuals and businesses buy less expensive health insurance policies with high deductibles. Contributions to the accounts are made on a pre-tax basis. The money can accumulate year after year tax free, and be withdrawn tax free to pay for a variety of medical expenses such as doctor visits, prescriptions, chiropractic care and premiums for long-term-care insurance.

Participating employers can also contribute to accounts, on behalf of their employees.

Here are the 2018 limits for individual and family coverage, which were announced by the IRS in Revenue Procedure 2017-37. They are determined after the IRS applies cost-of-living adjustment rules, and the changes in the Consumer Price Index for the relevant period.

  • HSA Contribution Limits. The 2018 annual HSA contribution limit for individuals with self-only HDHP coverage is $3,450 (up from $3,400 for 2017), and the limit for individuals with family HDHP coverage is $6,900 (up from $6,750 for 2017).
  • High-Deductible Health Plan (HDHP) Minimum Required Deductibles. The 2018 minimum annual deductible for self-only HDHP coverage is $1,350 (up from $1,300 for 2017) and the minimum annual deductible for family HDHP coverage is $2,700 (up from $2,600 for 2017).
  • HDHP Out-of-Pocket Maximums. The 2018 maximum limit on out-of-pocket expenses (including items such as deductibles, co-payments and other amounts, but not premiums) for self-only HDHP coverage is $6,650 (up from $6,550 for 2017), and the limit for family HDHP coverage is $13,300 (up from $13,100 for 2017).

For more information about HSAs, contact your employee benefits and tax advisor.

The Benefits of an HSA

  • You can claim a tax deduction for contributions you, or someone other than your employer, make to your HSA even if you don’t itemize your deductions on Form 1040.
  • Contributions to your HSA made by your employer (including contributions made through a cafeteria plan) may be excluded from your gross income.
  • The contributions remain in your account until you use them.
  • The interest or other earnings on the assets in the account are tax free.
  • Distributions may be tax free if you pay qualified medical expenses.
  • An HSA is “portable.” It stays with you if you change employers or leave the work force.

Qualifying for an HSA

To be an eligible individual and qualify for an HSA, you must meet the following requirements:

  • You must be covered under a high deductible health plan (HDHP), described later, on the first day of the month.
  • You generally have no other health coverage except what is permitted under regulations. (Exceptions include dental, vision, long-term care, accident and specific disease insurance.)
  • You aren’t enrolled in Medicare.
  • You cannot be claimed as a dependent on another person’s tax return.

— Source: The IRS

Made in USA? You Better Mean It

President Trump rode to victory on a platform that included a promise to “Make America Great Again.”

That idea can lead manufacturers and other companies to proudly proclaim their products are “Made in USA.” But a company can’t simply make that or similar claims without substantiation. Recently, the Federal Trade Commission (FTC) reached settlements within weeks in two similar cases where it charged the companies with making unfounded claims about where their products were made or built.

What Does the FTC Require?

Historically, the FTC has required that a product advertised as “Made in USA” be “all or virtually all” made in the United States. The term “United States” here refers to the 50 states, the District of Columbia, and the U.S. territories and possessions.

The requirement applies to all products advertised or sold in the United States, unless they are subject to country-of-origin labeling by other legislation. It also applies to U.S. origin claims that appear on labeling and all other forms of promotion or marketing, including digital or electronic, such as on the Internet or in emails.

Similar Claims and Outcomes

The two recent cases before the FTC involved settlements containing consent orders where the companies agreed to stop claiming their products were either built or made in the United States.

Case #1: The FTC charged that a Georgia-based distributor of water filtration systems deceived consumers by presenting false, misleading or unsupported claims that the systems and parts were:

  • “Built in USA,”
  • “Built in USA Legendary brand of water filter (sic),” or
  • “Proudly Built in the USA.”

The company marketed the water filtration products on its own and third-party websites.

The FTC maintained that the products were wholly or partially imported and a significant amount of the production occurred overseas.

“Supporting American manufacturing is important to many consumers. If a product is advertised or labeled as ‘made’ or ‘built’ in the USA, consumers rightly expect that to be the case when they part with their hard-earned money,” said Acting FTC Chairman Maureen Ohlhausen. “This is an important issue for American business and their customers, and the FTC will remain vigilant in this area.”

Case #2: Just five weeks after the water-filtration settlement, the FTC settled charges that a Texas-based distributor of pulley block systems deceived consumers with false, misleading and unsupported claims that the products and other items were “Made in USA.”

The FTC asserted that the company represented that its products and parts were completely or virtually all made in the United States in its advertising. The claims appeared in various places, including on its website, in stores, through trade shows and authorized dealers, and on social media, flyers and pamphlets.

The products actually included substantial imported parts that are essential to functionality. In addition, the pulleys featured steel plates imported and prestamped as being made in the United States.

U.S. Origins Claims Banned

As part of both final consent orders, the two companies are banned from making “Made in USA” or similar claims for any product unless they can show that:

  1. The final assembly or processing — and all significant processing —took place in the United States, and
  2. All or virtually all ingredients or components of the product were made and sourced in the United States.

They are prohibited from making any country-of-origin claims about their products unless the claims are true and not misleading and they have a reasonable basis for making them. The companies are allowed to make qualified “Made in USA” claims as long as they include a clear and conspicuous disclosure about the extent to which the product contains foreign parts, ingredients and/or processing.

The penalty for breaking a final consent order by the FTC is severe. Each violation can result in a civil penalty of up to $40,654.

Be Certain Ground Is Firm

If your manufacturing company says its products are made in the United States, be certain you are on firm ground. Not only can unsupported claims result in loss of revenue and sanctions, but they can irreparably harm a manufacturer’s reputation.

Is It Express or Implied?

A claim by a manufacturer of “Made in USA” may be express or implied.

Some examples of express claims are “Made in USA,” “Our products are American-made,” and “USA.” That’s easy to understand and identify.

But for implied claims, the FTC focuses on the overall impression of the advertising, label or promotional material. Depending on the context, U.S. symbols or geographic references (U.S. flags, outlines of U.S. maps or references to U.S. locations of headquarters or factories, etc.) may convey a claim of U.S. origin by themselves or in conjunction with other phrases or images.

Here’s a typical example from the FTC:

“A company promotes its product in an ad featuring a manager describing the ‘true American quality’ of the work produced at the company’s American factory. Although there is no express representation that the company’s product is made in the U.S., the overall impression likely conveyed by the ad to consumers is that the product is of U.S. origin. This implied claim could run afoul of the FTC policies.”

If you plan to advertise a product as made in the United States, consult with your advisors to ensure you have enough facts, statistics or other substantiation for the claim.

Establishing Residency for State Tax Purposes

Have you been contemplating moving to another state with lower taxes? Your move could lower your state tax bill, but you want to make sure to establish that the new state is your place of legal residency (also known as your “domicile”) for state tax purposes. Otherwise, the old state could come after you for taxes after you’ve moved. In the worst-case scenario, your new state could expect to get paid, too. Here’s what you need to do to establish residency in the new state — and why moving your pet could be a deciding factor.

Recognize the Significance of Establishing Domicile

If you make a permanent move to a new state, it’s important to establish legal domicile there if you want to escape taxes in the state you left. The exact definition of legal domicile varies from state to state. In general, however, your domicile is your fixed and permanent home location and the place where you plan to return, even after periods of residing elsewhere.

Because each state has its own rules regarding domicile, you could wind up in the worst-case scenario of having two states claiming you owe state income taxes. That could happen when you establish domicile in the new state but don’t successfully terminate domicile in the old state.

Moreover, if you die without clearly establishing domicile in just one state, both the old and new states may claim that your estate owes income taxes and any state death taxes. So, it’s critical to know the rules that apply in your new and old states — and follow them.

How to Establish Domicile in a New State

Here are some actions that can help you establish domicile in a new state:

  • Keep a log that shows how many days you spend in the old and new locations. (You should try to spend more time in the new state, if possible.)
  • Change your mailing address.
  • Get a driver’s license in the new state and register your car there.
  • Register to vote in the new state. (You can probably do this in conjunction with getting a driver’s license.)
  • Open and use bank accounts in the new state. Close accounts in the old state.
  • File a resident income tax return in the new state, if it’s required. File a nonresident return or no return (whichever is appropriate) in the old state.
  • Buy or lease a residence in the new state, and sell your residence in the old state or rent it out at market rates to an unrelated party.
  • Change the address on important documents, such as passports, insurance policies, and wills or living trusts.

The more time that elapses after you move to a new state and the more steps you take to establish domicile in that state, the harder it will be for your old state to claim that you’re still a resident for tax purposes.

Don’t Forget the Dog

In the facts underlying a recent decision by the New York Division of Tax Appeals, the taxpayer lived in New York City until he took a job as chief executive officer at Match.com, which was based in Dallas, Texas. Ultimately, the court determined that he was legally domiciled in Texas, because that’s where he kept one of his nearest and dearest possessions — his dog. (In re Gregory Blatt, N.Y. Division of Tax Appeals, No. 826504, Feb. 2, 2017)

The taxpayer’s initial agreement with Match.com called for him to work in New York City. But in 2009, he decided to lease an apartment in Dallas and work from the Dallas office. His employment contract was amended to show that his principal place of employment was Dallas. He kept ownership of an apartment in New York City, although it was listed for sale after he agreed to work out of Dallas. He also kept a boat in New York, which he used while vacationing in the Hamptons.

By the spring of 2011, the taxpayer had terminated his employment with Match.com and moved back to New York City. Later in 2011, he sold his apartment in New York City and moved to the Hamptons.

For 2009 and 2010, the taxpayer claimed to be domiciled in Texas and, therefore, filed New York nonresident/part-year resident income tax returns for those two years. After being audited by the New York Division of Taxation, he was charged for state and city income taxes, interest and penalties totaling $430,065 on the grounds that New York City was his legal domicile for the entire time he was employed by Match.com.

Fortunately, the taxpayer was able to convince the New York Division of Tax Appeals that his domicile for 2009 and 2010 was, indeed, Dallas. The following factors helped persuade the court to accept Dallas as the taxpayer’s domicile:

  • He started going to the gym in Dallas, which he had never done in New York,
  • He had his prescriptions filled in Dallas, and
  • He obtained a Texas driver’s license and was registered to vote there.

As it turned out, the tipping point came when the taxpayer moved his dog to Dallas in November 2009. The significance of this action was documented in an email the taxpayer sent to a friend in which the taxpayer stated that moving the dog was the final step that he hadn’t previously been able to come to grips with. By taking the dog to Dallas, the taxpayer demonstrated that Dallas was officially his new home. The New York Division of Tax Appeals agreed, noting that moving items that are “near and dear” tends to demonstrate a person’s intention to change domicile.

Consult a Tax Pro

Planning to move to a new state with lower taxes? Unless you establish domicile in the new state and terminate residency in the old one, you could come under scrutiny by state tax authorities. Your tax advisor can explain the rules in your old and new states and how to avoid potential pitfalls.

Challenges to Overcome in 2017

There’s reason for optimism among U.S. construction firms in 2017. Economists generally have predicted a 5% upswing in the value of starts this year.

However, the industry continues to grapple with issues involving fraud, worker safety, rising materials costs and unions. And there are also a couple of politically charged issues that might give a boost to the industry (see Two Irons in the Fire below).

Here are four key challenges your company may face as the year progresses.

1. Fraud Exposure

Kroll, an international firm specializing in security solutions, commissioned Forrester Consulting to survey 545 senior executives spanning various industries to determine how fraud affected them in 2016. The resulting annual Global Fraud & Risk Report indicates that incidents of fraud among survey respondents have increased 7% since 2015. An astounding 82% of respondents say they experienced fraud last year.

The types of fraud identified in the the study are far-ranging and include:

Bribery and corruption Compliance or regulatory breach
Conflicts of interest Information theft
Intellectual property theft Internal financial fraud
Market collusion Theft and misappropriation of funds
Money laundering Vendor, supplier or procurement fraud

Despite such challenges, the construction industry’s exposure to fraud appears to be declining. Fewer construction, engineering and infrastructure firms reported fraud and cyber threats in 2016 than companies in any other industry represented in the survey. Specifically, fraud was reported by an average of 12% fewer companies in construction than reported on a global scale. Cyber security incidents were reported by 8% fewer construction companies than the average for all industries. Security issues were reported by 5% fewer respondents. The total number of fraud incidents in the industry also declined by 5%.

The reason for fraud most often cited by construction executives is high turnover. Former construction employees reportedly commit:

  • 33% of frauds,
  • 20% of cyber security breaches, and
  • 25% of general security breaches.

Construction firms fight fraud by:

  • Improving employee training and whistle-blowing programs,
  • Screening job candidates more closely,
  • Taking measures in information technology security, and
  • Enhancing risk management techniques.

Increasingly, new technology is helping firms cope with cyber security threats.

2. Injuries and Safety

Firms are addressing safety risks with increased measures to protect workers from falls, dehydration and other common hazards. However, work-related musculoskeletal disorders haven’t received the same level of attention — at least not yet.

A recent study by the Center for Construction Research and Training shows that these disorders are especially challenging among construction workers. They include muscle, tendon, joint and nerve strain often caused by unusual posture and excessive bending or twisting. Frequent exposure to vibrations may also contribute.

The study examines workplace injury and illness data from various surveys spanning 1992 through 2014. Although the number of musculoskeletal disorders reported in 1992 was nearly three times the number for 2014, they still accounted for about 25% of all nonfatal construction-related injuries. That resulted in a total wage loss of $46 million for the year.

Sick leave due to on-the-job injuries can have a major impact on a firm’s bottom line. Health experts suggest that ergonomic solutions could help limit the number of musculoskeletal disorder cases in the construction industry. Training and using equipment for heavy lifting are also recommended.

3. Building Materials

Figures from the U.S. Bureau of Labor Statistics (BLS) in December 2016 showed that the price of construction materials increased 0.4% from the month before, according to an analysis by the Associated Builders and Contractors trade association. Compared to prices the year earlier, materials were 2.1% more expensive at the end of 2016. Much of the increase was attributed to rising energy costs, which spiked 23.1% in December.

After those figures were published, Moody’s Investors Service released their outlook for 2017. It projected that 2017 will be a profitable year for the building materials market due to construction spending levels and steadily climbing prices. That translates into a growing concern for contractors, especially with workers demanding higher wages.

If prices continue to be pushed upward, companies may have to scale back on project capacity or consider other budgetary cuts to ensure a profit. The situation could be exacerbated if prices escalate beyond expectations.

4. Union Membership

Union representation in the construction industry reached 14.6% in 2016, up 0.6% from 2015, according to the BLS. That upward trend followed two years of decline. In any event, the industry maintains one of the highest union membership rates of any private sector, with only utilities, transportation and warehousing, and telecommunications outpacing it.

The BLS report also indicates that union workers’ earnings were 47% higher than those of nonunion workers in the industry, but they rose at a slightly lower rate over the year. The weekly median pay in 2016 increased:

    • 4.8% to $1,146 from $1,093 for union workers,
    • 5% to $780 from $743 for nonunion workers, and
  • 9.9% for all construction workers.

In addition to pay differences, union representation among construction workers is significant to firms because of differing approaches on legislative matters, safety requirements and project labor agreements. Dealing with union representation remains a sensitive issue for many construction firms.

The upshot: Experts are indicating guarded optimism for 2017. Although the forecast is far from gloomy, there will be challenges. It would be wise to proactively take steps to help keep your firm going strong.

Two Irons in the Fire

If they go forward, a couple of President Trump’s initiatives could bolster the construction industry in 2017 and beyond.

Pipelines: The president has given the green light to the Keystone XL and Dakota Access pipeline projects that were previously blocked. Besides the construction jobs that might be added to facilitate these projects, less regulation, especially in the area of environmental issues, could also result in increased opportunities for government contracts and other projects.

Border wall: The Customs and Border Protection section of the Department of Homeland Security has started to solicit proposals for building the president’s planned border wall. Even accounting for natural barriers, the construction of the wall would be a massive undertaking and would require a large influx of capital and manpower.

But in this uncertain political climate, it remains to be seen how these will actually play out.

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