- •Статьи для перевода на русский язык
- •Dating and Family Relationships in the Workplace: Should You Have a Policy? (8/11)
- •Summer Increase to irs Standard Mileage Rate (8/11)
- •Fragrance Sinsitivities at Work: Irritant or ada Issue? (8/11)
- •Are Written Policies Contracts? (8/11)
- •Notice Requirements for Policy Changes (8/11)
- •Are Your Exempt Classifications a Lawsuit Waiting to Happen? (7/11)
- •Gross Misconduct and cobra (7/11)
- •Supreme Court Rejects Giant Wal-Mart Class Action Discrimination Suit (7/11)
- •Employers Beware: The nlrb Is Targeting Nonunion Employers (6/11)
- •1099 Reporting Provision Repealed at Last (6/11)
- •New dol Phone App Underscores Importance of Accurate flsa Records (6/11)
- •Employee Medical Files (6/11)
- •It’s Official - Everyone (Almost) is Disabled Now Under New ada Regs (5/11)
- •Moonlighting: How to Deal with Employees’ Second Jobs (4/11)
- •Five Tips to Address Negative Facebook and other Social Media Postings (4/11)
- •Is “Being Unemployed” the Next Protected Class? (4/11)
- •Congress Closer to Passing 1099 Reporting Provision Repeal (4/11)
- •Medical Marijuana in the Workplace (4/11)
- •Guns in the Workplace (4/11)
- •Five Ways the dol Makes It Easier for Employees to Sue You (3/11)
- •Unanimous Supreme Court Broadens Title VII Retaliation Protections (3/11)
- •Can You Make Flexible Work Arrangements "Work" for You? (3/11)
- •Six Keys to Effective Performance Evaluations (2/11)
- •New Regulations on the Executive Agenda: How Will They Affect Your Workplace? (2/11)
- •New Year's Check Up: Do You Have the Right Workplace Posters (1/11)
- •Congress Extends Expiring Tax Cuts; Cuts Payroll Taxes for Employees (1/11)
- •Requiring Medical Certification for All Sick Days (1/11)
- •Irs Delays New w-2 Reporting Requirement (12/10)
- •Gina Final Regulations Finally Issued (12/10)
- •Paying Nonexempt Employees a Fixed Salary (12/10)
- •Reassignment Obligations and the ada (11/10)
- •Per Diem Rates Decline for Business Travel Expenses (11/10)
- •Be Careful Using Unpaid Suspensions to Discipline Exempt Employees (11/10)
- •Health Care Dependent Coverage Regulations Issued (10/10)
- •Health Care 1099 Reporting Rule Will Create New Tax Burden (10/10)
- •Modest Pay Increases Expected for 2011 as Economy Tries to Recover (10/10)
- •Required Leave for Part-Time Pregnant Employee (10/10)
- •Overtime When Paid Time Off Taken During Week (10/10)
- •You're Not Paranoid if Someone Really Is Watching You: Monitoring Employee Use of Social Media (9/10)
- •Tuition Tax Break Set to Expire (9/10)
- •Dol Clarifies Who Can Be Considered Like a Parent Under fmla (9/10)
- •Employee Benefits Remain Stable as Recession Lingers (9/10)
- •Independent Contractor Classification Causes Confusion, Potential Penalties (8/10)
- •New Child Labor Regs Expand "Safe" Jobs for Teens (8/10)
- •Pay for Employee Who Clocks In Early (8/10)
- •Your Harassment Response is Key to Prevent Liability (7/10)
- •Cobra Subsidy Expires - Will it Be Renewed? (7/10)
- •Supreme Court Allows Search of Public Employee's Text Messages (7/10)
- •Wage Overpayments (7/10)
- •Disclosing Status of Employee with Medical Problem (7/10)
- •Twelve Steps to Effective Workplace Searches (6/10)
- •New Laws Give Employers Hiring Incentive (6/10)
- •Ftc Requires Employees to Disclose Relationship on Blogs, Social Media (6/10)
- •How to Deal with an Employee with a Drinking Problem (6/10)
- •Voluntary Unpaid Vacation (6/10)
- •Can Anything Be Done to Stop the Avalanche of Wage and Hour Litigation? a Few Class Action Avoidance Options (5/10)
- •New Health Care Act Requires Breaks for Nursing Mothers (5/10)
- •Flsa Investigations: What to Expect When the dol Pays a Visit (5/10)
- •Job Demotion Because of Absenteeism (5/10)
- •Consider Religious Accommodations to Improve Employee Relations (4/10)
- •Cobra Subsidy Extended Only Through March; More to Come? (4/10)
- •Know Your Obligations Under the Fair Credit Reporting Act (fcra) (4/10)
- •Is it Time to Revisit Your Distracted Driving Policy (3/10)
- •Make Better Promotion Decisions (3/10)
- •Irs and Obama Administration Target Independent Contractors (3/10)
- •Summer Increase to irs Standard Mileage Rate (8/11)
Summer Increase to irs Standard Mileage Rate (8/11)
Continuing increases in gas prices this summer have prompted the IRS to increase its optional mileage reimbursement rate mid-year. Find out what the new rate is and when it took effect.
The Internal Revenue Service (IRS) recently announced an increase to the optional standard auto mileage reimbursement rate for the last six months of 2011. The IRS raised the optional mileage reimbursement rate 4.5 cents to 55.5 cents per mile beginning July 1, up from 51 cents for the first six months of 2011. The tax agency normally makes changes to the standard auto mileage reimbursement rate in the fall that take effect on January 1 each year. However, on rare occasions, the agency will increase the rate during the year to reflect significant economic changes. For example, the IRS increased the mileage reimbursement rate by 8 cents in the middle of the year from September to December 2005 to reflect the higher gas prices associated with Hurricane Katrina. It then lowered the rate in January 2006. And, in July 2008, the agency again temporarily raised the rate 8 cents from July 2008 to December 31, 2008, to reflect a spike in gas prices. Normally, the tax agency bases the rate on its annual study of the fixed and variable cost of operating an automobile. This latest 4.5 cent increase is the direct result of increased gas prices. According to the American Automobile Association (AAA), the national average for a gallon of gas in the United States was about $3.71 in mid-June when the increase was announced, compared to just $2.71 a gallon the same time a year ago, and prices are expected to continue to rise throughout the summer. Note that you are not required to reimburse employees for business use of private vehicles. As a matter of policy, however, most employers choose to do so in recognition of the expense and the wear and tear the extra business miles cause. For convenience, most organizations use the IRS optional mileage allowance. The allowance permits you to reimburse employees based on a fixed amount per mile to cover the expense of operating personal vehicles while traveling away from home on business. This allowance is the maximum the IRS will allow without requiring substantiation (or documentation) of actual expenses. (If you pay more than the IRS optional mileage allowance, the amount in excess of the optional mileage allowance is treated as income to the employee and is subject to withholding and the payment of employment taxes.)