Simplify your payroll in the USA

The most common types are: W-2 Employee, 1099 Contractor and W-8 International Contractor. Contact us to find out the differences in each case. cost and legislation.

Yes, it is possible to hire in Florida, even if your company is based in Delaware. However, you will need to take some steps to regularize the situation. When a company hires an employee in another state, this creates a link with that state, called ‘ nexus‘ physical. This means that the company will need to register in the state in order to pay local wages and taxes. This process is known as ‘ Foreign Qualification‘. In addition, when paying the first salary, the company must obtain a payroll tax identification number ( Payroll Tax ID) to report taxes and contributions, such as unemployment insurance (‘Unemployment Insurance‘), to the state of Florida. Drummond offers this service.

Yes, but there is no need to draw up a contract. The formal offer can be made through a ‘ Jobs Offer‘ or ‘Offer Letter‘, which is a simple document that describes the employee’s main activities, place of work and remuneration. Although not obligatory, but recommended, the employment contract describes in more detail the points mentioned above, thus creating a better description and alignment of the agreement between the parties.

The company must comply with the amount and frequency of payment previously agreed between the parties, respecting the current state and federal minimum wage, the payment of overtime for employees who are paid by the hour, also guaranteeing the rights mentioned in OSHA (regarding safety precautions at work), the FMLA (which entitles qualified employees to take unpaid leave protected by law for specific family and medical reasons) and the ‘Equal Pay Act‘ (which guarantees equal pay for men and women in identical jobs).

Exempt employees (exempt) are those who, due to the nature of their duties, are not entitled to overtime pay, even if they work more than 40 hours a week. They generally hold executive, administrative or professional positions and receive a fixed salary. Non-exempt employees (non- exempt) are entitled to overtime pay, and are paid an additional rate for each hour worked beyond 40 hours per week. worked in excess of 40 hours per week, according to US labor law.