Open House and News from Schneiders & Associates, L.L.P.

Serving our Clients & Community

Greetings!

Roy Schneider and Theodore J. Schneider are pleased to announce the opening of their new law firm, Schneiders & Associates, L.L.P. in Oxnard, California at the Topa Towers Financial Plaza.

The firm will focus in business, employment, real estate, bankruptcy, non-profit, HOAs, intellectual property, civil litigation, and municipal law.

Joining Roy and Ted are attorneys Julie A. Saltoun, Rennee R. Dehesa and Sarah Maria Dreisbach.

We invite you join us at our Open House on October 18 and to our Employment Law Breakfast Seminar "Employees vs. Independent Contractors - What's the Big Deal?" on October 25 at The Tower Club in Oxnard. See below for more details!

Schneiders & Associates, L.L.P.

cordially invites you

to attend its

Open House

Thursday, October 18

Refreshments and Hors d'oeuvres will be served from 5:00 p.m. - 6:30 p.m.

Topa Towers Financial Plaza
300 E. Esplanade Drive, Suite 1980
Oxnard, California 93036

R.S.V.P. to Tawnee N. Pena at (805) 764-6370 or by email at tpena@rstlegal.com

Join Us for a FREE

Employment Law Breakfast Seminar -

"Employees vs. Independent Contractors -

What's the Big Deal?"

Co-Hosted by Brinkman & Company, CPAs

Thursday, October 25

The Tower Club

300 E. Esplanade Drive

Oxnard, CA 93036

Check-In & Breakfast: 7:45 a.m.

Program: 8:00 a.m. - 9:00 a.m.

There are severe penalties for misclassifying employees - learn the requirements! Plus, learn about some of the latest employment law cases as a prelude to our 2013 Employment Law Update Seminar coming in January.

Topics include:

IRS, DOL, EDD and other enforcement audit procedures
"Best practices" to limit, or avoid, liability
IRS, DOL, EDD, Common Law, NLRB and other "tests" for determining independent contractor status
Keys to drafting effective independent contractor agreements.
Interesting new employment law cases

Space is limited. Click here to register online or contact Tawnee Pena at (805) 763-6370 or by email at tpena@rstlegal.com.

Which Busine

ss Structure is Right for You?

By Roy Schneider, Esq.

Which entity is best for your business depends on many factors, and the decision can have a significant impact on both profitability and asset protection afforded to its owners. Below is an overview of the most common business structures.

Sole Proprietorship

The sole proprietorship is the simplest and least regulated of all business structures. For legal and tax purposes, the sole proprietorship's owner and the business are one and the same. The liabilities of the business are personal to the owner, and the business terminates when the owner dies. On the other hand, all of the profits are also personal to the owner and the sole owner has full control of the business.

Click here to read more.

Eight Common Mistakes Employers Make

By Theodore J. Schneider, Esq.

Employers are subject to countless federal, state and local laws, imposing various requirements, including wage and hour and anti-discrimination laws. Unfortunately, many employers - particularly small businesses - are unaware of their obligations and violate various worker protection laws, often resulting in expensive lawsuits, civil settlements and criminal fines. Here are some common, costly mistakes employers make:

Misclassifying Non-Exempt Workers as Exempt

Generally, all workers are entitled to overtime pay and subject to minimum wage requirements. However, some employees - typically executive, managerial or professional employees - are "exempt" and receive a flat salary without overtime pay. The exemption only applies in certain situations, however, and many employees have improperly classified workers as "exempt" when they are legally entitled to overtime wages and minimum wage requirements.

Misclassifying Employees as Independent Contractors

Determining whether a worker is an employee or independent contractor depends on the level of independence or control the worker has in completing his or her tasks; the less control exercised by the worker, the more likely he or she will be classified as an employee. Factors to consider include how the worker is compensated, whether the worker faces any risk of loss in the transaction, whether the company pays the worker's business expenses, whether the company can withhold payment for non-performance, and whether your industry as a whole considers workers in similar positions as employees or independent contractors.

Click here to read more.

Please add us to your address book so you can continue to receive our monthly newsletter which will contain articles, our calendar of events and other announcements. We look forward to seeing you at an event soon!

Sincerely,

Tawnee