Published on 23 May 13
by TASMANIAN DIVISION, THE TAX INSTITUTE
Hiring, rewarding, motivating and retaining artisans, indeed, while ensuring that you are an employer of choice, is quite a task. It is all the more difficult when you are in start-up mode and cash-strapped, as this necessarily limits your choices. Then, there is the bewildering array of state and federal tax legislation to comply with. Some of the issues this paper addresses includes:
- is your artisan an employee or a contractor? This will have implications for, at the very least,income tax, FBT, SGC, payroll tax and workers compensation
- sign-on fees, golden hellos/restrictive covenants and restraints
- what sort of fringe benefit should I provide to be an employer of choice?
- can we income split?
- providing equity generally and employee share schemes in particular
- how to use phantom share schemes – profits versus capital growth/golden handcuff.
Paul of Mutual Trust, has over 30 years experience in advising high-wealth families, closely held businesses and accounting and legal firms on tax, asset protection and estate and succession planning. He has particular expertise in litigation support and property development. Paul started his career with the ATO and has worked in major legal and accounting firms. Prior to joining Mutual Trust, he was a Tax Partner at Deloitte Private for several years. For a number of years, Paul has been a regular author and speaker on taxation matters, particularly in relation to tax aspects of business and investment structuring, estate and succession planning and salary packaging.
- Current at
26 September 2017