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  1. #1
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    Default less than part time employees

    We are a volunteer dept. but we pay for a book keeper, and a monthly stipend to a person to do simple monthly cleaning, the chief, mechanic, and training officer. Do these people fall under this question:

    "What percentage of your TOTAL budget is dedicated to personnel costs (salary, overtime and fringe benefits)? "


  2. #2
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    Yes. Anything paid out of the budget for the sole purpose people belong is under that %. So uniforms, workmans comp, AD&D insurance, etc, etc.

  3. #3
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    Quote Originally Posted by drakescrossing View Post
    We are a volunteer dept. but we pay for a book keeper, and a monthly stipend to a person to do simple monthly cleaning, the chief, mechanic, and training officer. Do these people fall under this question:

    "What percentage of your TOTAL budget is dedicated to personnel costs (salary, overtime and fringe benefits)? "
    They receive a 1099 federal form for receiving wages. This is for contract labor and does not affect your status.

  4. #4
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    Not sure I get your answer jam, didn't ask about status. Asked if those payments to those people count in S&B and they do. But now that you mention it, they technically are a combination department if the chief and driver are receiving stipends to perform operational support roles. Depends on how it's written in their SOPs, if the chief only gets a stipend for handling paperwork and not actually being the Chief, then that doesn't count. But having a driver on stipend they're being paid to handle response duties.

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    I mainly was referring to a bookkeeper or an individual who might mow the lawns. Services other than those directly to a member which could be construed as wages.

  6. #6
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    A lot of departments use the 1099 method of paying firefighters, lawn mowing people, cleaners, etc.

    This can be a REALLY slippery slope.

    The IRS has what they call 20 common-law rules which can be questioned, and they even will do it before the audit (grin).

    Most importantly to the Fire Service, do you supply the people the tools
    to do the job? IE, turnouts, lawn mowers, computers, etc? If you do, then you maybe an employer. (Actually you probably are)

    Do you tell the people when to perform their services? We page them out, we tell them when to train, etc, you might be an employer. (Again, you probably are)

    Insure them? Either Workmans comp, liablity (Who pays if the lawnmower guy puts a rock through a windshield) (who pays if the bookkeeper absconds with funds) are also real good indications about whether or not they are employees or not.
    http://www.irs.gov/pub/irs-pdf/p15a.pdf

  7. #7
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    FDs are employers whether they pay anyone or not, that's why most have workmans' comp if nothing else. Dept in PA we were employees of the boro where the original station was/is, even though we served parts of 7 municipalities. So if we got hurt we were on their comp. Down here in unincorporated county-land, either tax district or department has to carry it.

    Also remember the salaries and benefits are not specific to FFing activities in the question. And they also serve to reduce 'discretionary spending' in the computer score. Any expense paid for the sole reason a person belongs to the organization is a benefit. So even if no pay but workman's comp, AD&D insurance, uniforms, etc, are all benefits. They count in that category.

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