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Job Opening-SAP Controlling Senior Managing Consultant

No Comments » Written on June 25th, 2014 by
Categories: BenefitsForConsultants

SAP Controlling Senior Managing Consultant

Responsible for specific portions of large-scale Enterprise Resource Planning (ERP) roll-out projects for various clients. Prepare and design global standardized processes. Lead workshops to capture design requirements. Prepare design enhancements and configuration for FI/CO: EEM, ML, PCA, CCA, COPA, and TM. Liaise with business representatives to develop and build custom reports to meet their requirements. Develop and design BI/BW reports. Build and design business processes for compliance to IFRS, USGAAP and SOX controls. Perform financial analysis, design, development, and deployment, and installation using SAP technology and business planning. Must have bachelor’s degree in Accounting/Auditing, Business, or related field. Must have two years experience in job offered or as SAP Financial & Controlling Functional Consultant. Employment offered by Rothwell International Ltd. located at 1980 Post Oak Blvd., Ste. 1500, Houston, TX. Send resumes to Jill Freeman at [email protected]

Independent Contractors Gaining Favor

No Comments » Written on September 5th, 2013 by
Categories: BenefitsForConsultants

Independent Contractors Gaining Favor

September 3, 2013

The results of SurePayroll’s Small Business Scorecard survey show an emerging trend for small businesses, as nearly one in five said they are more likely to hire an independent contractor than a full-time employee. Small business owners said the ability to take advantage of specialized skills in areas like marketing, IT and administrative work while reducing the costs of taxes and benefits, has made independent contractors an attractive option.

– See more at:

4 tips to market your consulting services

No Comments » Written on August 20th, 2013 by
Categories: BenefitsForConsultants

4 tips to better market yourself

Tip #1- Determine what new technology or technique you can claim

Promote yourself as a helper into the next technology! Grab ahold of the newest technology that you have experienced recently (and that you have enjoyed) and spring board from there! Research this newest technology as much as you can so that you can be deemed as more expert than anyone on a potential client staff.
This is your marketing strategy! Determine the types of clients that would be able to use this new technology. How large will be your list of potential clients that you can call on?

Tip #2- Use LinkedIn to create your contact list
With your list in hand, do an ‘Advanced Search’ for people within LinkedIn who are IT Directors / CEOs at the potential clients on your list. Now you know who to contact!  Determine the email address and phone number of these IT Directors / CEOs and start your contacting!
Once you have a short list of potential clients, add to this short list with additional clients in a similar vertical market or industry.  

Tip #3- Write out your pitch
When you contact the client, ask if they are looking at using x (your new technology/technique) in the near future.  “With my experience and passion in this new level of work, I would be a perfect person to lead the effort /have on the team”.  Then pause and listen…. This is where you learn their future strategy.  As the client describes their situation and pain points, write the words down and then use their very own words in any future conversations.  The courting relationship could take 3-6-9 months.  Do not talk cost yet (project-bid vs. hourly-bid, if possible).

Tip #4- Keep in contact with the client list regularly.
If a project is not eminent, then keep in touch using soft methods (forward articles, ideas, trends, etc.). Strive for face-to-face interaction at all costs. Many times a client will have a project ruminate for months or possibly appear on an agenda quickly, and you will want to be the person that springs to mind. And always keep in contact with past clients to keep that relationship strong.

IRS Inspector Urges Crackdown On Mislabeling ‘Independent Contractors’

No Comments » Written on August 5th, 2013 by
Categories: BenefitsForConsultants

Jill’s comments:  This article reveals how many groups are hurt when companies mislabel contractors as 1099 independents.


IRS Inspector Urges Crackdown On Mislabeling ‘Independent Contractors’
Robert W. Wood Contributor retweeted by Jill Freeman

The IRS isn’t the only government agency worried about workers mislabeled as “independent contractors.” When you pay independent contractors, there’s no income tax withholding and no employment taxes. Even assuming that the “contractor” files a tax return, the IRS won’t collect as much and will get it much later. Wage withholding is much, much better for the IRS.

State tax authorities care too, as do insurance companies, unemployment departments and worker’s compensation carriers. The classification also matters for pension and benefit laws. And under ObamaCare, many rules hinge on who are your employees—independent contractors aren’t covered.

This fundamental worker status issue has become one of the most consequential legal determinations around. If you’re in business and guess wrong, the liability for past years can be crushing. And the IRS Inspector General has just issued a report saying that despite IRS efforts, employers are still getting it wrong.

In this report, the Inspector notes that employers and workers alike can seek determinations about worker status from the IRS. See TIGTA Report No. 2013-30-058, Employers Do Not Always Follow Internal Revenue Service Worker Determination Rulings. Nevertheless, the report says millions of workers are misclassified as independent contractors instead of employees. These employers are dramatically underpaying employment taxes, and that hurts everyone, the report claims.

“This problem adversely affects employees because the employer’s share of taxes is not paid and the employee’s share is not withheld,” said J. Russell George, Treasury Inspector General for Tax Administration. “If left unchecked, the problem will continue to deprive the Federal Government, and the American people, of millions of dollars in lost revenue every year,” he added. See Watchdog: IRS losing $1.2M per year from workers improperly classified as contractors.

How do you get a ruling? Either the company or the worker can ask for an IRS ruling. An IRS Form SS-8 is a streamlined ruling form. Any worker or company can fill one out. And unlike most other rulings from the IRS where there’s a fee, this one is free.

Most forms are submitted by workers—about 90%. And most forms produce an IRS ruling that the worker is an employee. In fact, for one year, 72% of all Form SS-8 requests produced rulings the workers were employees. The overwhelming penchant of the IRS is to come out in favor of withholding and employment tax.

For its report, TIGTA analyzed 5,325 rulings in which the conclusion was “employee.” But many employers don’t comply. Seventeen percent of employers appeared to comply with the ruling by issuing the appropriate forms to their workers; 19% appeared not to comply; and 65% of employers did not issue correct forms. TIGTA made four recommendations to improve program performance and increase employer compliance, and the IRS agreed to implement all four.

Meanwhile, the IRS is also still offering its Voluntary Compliance Settlement Program (VCSP). See IRS Expands Independent Contractor Amnesty. To be eligible, an employer must:

Currently be treating the workers as independent contractors;
Consistently have treated the workers as independent contractors in the past, including filing Forms 1099;
Not be under IRS audit on payroll tax issues;
Not be under audit by the Department of Labor or state agencies for the classification of these workers; and
Not be contesting the classification of the workers in court.

Employers apply by filing Form 8952, at least 60 days before they want to start treating workers as employees. Employers in the program generally pay just over 1% of the wages paid to the reclassified workers for the past year. There are no penalties and no interest, and employers will not be audited on payroll taxes related to these workers for prior years.

Determining who’s an employee and who isn’t is a real minefield. It is very fact-intensive, and small nuances can spell the difference between success and failure. And the stakes are getting bigger and bigger.

You can reach me at [email protected] This discussion is not intended as legal advice, and cannot be relied upon for any purpose without the services of a qualified professional.

Rothwell can pay contract workers in (W2) ways that clients can’t

No Comments » Written on July 24th, 2013 by
Categories: BenefitsForConsultants
Rothwell can pay contract workers in (W2) ways that clients can’t

Rothwell now allows companies to utilize their services and pay contractors in a compliant way while also ensuring the contractor can feel the tax advantages of being independent.

While Rothwell’s back-office service initially was to service independent contract consultants, the solution has now become a valuable solution to small and large companies alike to solve their problems around independent contractors.

Consider this scenario.  A client has decided to bring you on board to help with a project. But the rules and regulations mandate that a contractor must be W2ed so as to be compliant.  The client clicks on Rothwell’s links and you are now automatically wired up for your work to be paid by the client (hourly or by-the-project) via Rothwell’s Employer-of-Record service. You are now covered by Workers Comp and any other insurances the client desires, and the client is 100% compliant to all IC classifications and IRS regulations!  Rothwell will invoice the client as the approved time sheets come through (the bill rate is your pay rate).

Sometimes independent contractors (ICs) shrink back from this (W2) idea, but the beauty of our model is that you, the contract consultant, can still claim your expenses against your taxable income (and thus save on taxes) which typically is a contractor’s main impetus to being independent. And you can receive many other benefits (including health care insurance). This is truly a Win-Win situation! And it’s portable.

The admin fee is $75/week per worker. In addition there is a sliding scale statutory fee that either the company or the worker can pay. This statutory fee usually starts at 12% and slides down over the year.  Any additional healthcare insurance, 401K may add to this (transparent) fee.

Comments on: ACA’s Employer Mandate Delayed

No Comments » Written on July 8th, 2013 by
Categories: BenefitsForConsultants

Comments on: Affordable Care Act’s Employer Mandate Delayed

“The Obama administration announced Tuesday that it’s delaying a key part of the Affordable Care Act. Businesses will now have another year to prove that they are providing health insurance — or that their employees otherwise have health insurance from some other source. Companies had complained that the reporting requirements to prove this were too complicated and burdensome”.

Further info on this article is at:

Jill’s comments: What does this mean for small employers? Thankfully, there is not the level of scrambling needed now for employers to make rash decisions on 1) insurance plans (yes/no options), 2) should I hire or not hire this particular worker now?

The workers were suffering! If an employer was hovering with a census of 40-60 full time employees, than each hiring decision was analyzed with much more scrutiny than normal. Decisions were being forced with the main worry being ‘how much are we liable for health care costs in the next couple of months” rather than the deciding factor being the well-being of the company.

So, we are out of the woods for now. We can use this time to reflect back on our analysis process.  I wish someone would come up with a decision-making matrix that takes in account the myriad of variables involved. Until then every company has to pull together a committee of brains to determine how best to make this decision. To that end we still struggle…

Rethinking your payroll and benefits?

No Comments » Written on April 9th, 2013 by
Categories: BenefitsForConsultants

Are your payroll issues getting worrisome?

Rothwell can provide a solution that will ease your payroll costs as well as give you more control over your FTE numbers  (full-time employees).  This is very important with upcoming Affordable Care Act/Obamacare.

As an Employer-of-Record, we can payroll your newer and / or project workers.  We provide awesome benefits and services so your workers will be very happy.

To look at the variables involved with Affordable Health Care Act (ACA)/Obamacare, click here.

To get more information on Rothwell’s Employer-of-Record service, click here


Sr. CO Consultant – Job posting

No Comments » Written on April 9th, 2013 by
Categories: BenefitsForConsultants

Title:  Senior CO Consultant – Finance Core Team

Start date:  September 1, 2013 or as soon as possible

Senior-level Consultant to work on a large-scale 1SAP global roll-out project.  User base is over 40 000+. Project budget more than AUD$700m.  Design, implementation, and rollout of single instance across all SAP landscapes.

This large-scale project is for a global oil and gas, mining client headquartered in Australia with offices in Houston, Texas, USA.

Experience desired:  Over 10+ years of SAP/FICO.

Education desired:  Bachelors degree

How will ACA (Obamacare) affect my small business?

No Comments » Written on February 8th, 2013 by
Categories: BenefitsForConsultants

All businesses who have approximately 50 full-time employees will be affected by the Affordable Care Act (ACA).

Two thoughts that small businesses may be thinking………

1)      Some businesses are worried because the burden of healthcare would limit hiring, leave insufficient cash flow for operating costs and stunt growth.

2)      Meanwhile, some businesses fought for this law, claiming that without Obamacare small businesses would lose existing benefits and be thrown back into the unsustainable system in place.

  • If you’re self-employed and uninsured, you will be compelled to buy insurance. States can create a virtual market place — akin to Amazon or Travelocity — where consumers can purchase insurance. But, this will not be mandatory. Some states (like Florida) might opt out, in which case individuals will have to go directly to the insurance providers themselves.
  • Companies with fewer than 50 employees do not have to provide insurance, but the new law will make it easier and cheaper if they do.
  • Businesses with 50 or more employees must provide health insurance or pay a penalty. If the business fails to comply, the penalty is $2,000 for each full-time employee (with a 30-employee deduction.) Additionally, if the coverage offered is too expensive (defined as costing more than 9.5 percent of the employee’s household income), the penalty is $3,000 per employee who must buy insurance with a government subsidy. However, only 200,000 small businesses will be affected by these changes because over 96 percent of small businesses fall below the 50-employee threshold.
  • Companies with up to 100 employees can benefit from the option of buying lower cost health insurance through employer-only exchanges, also set up by each state. This might also reduce costs for smaller firms if they add their employees to a much larger pool of insurance customers.
  • Overall, the ACA brings a mixture of rules and benefits, but there is nothing to suggest that the healthcare shake up will hinder job creation and economic growth. In fact, it could inject order into the unruly medical marketplace if the administration explains benefits and requirements simply and clearly.

Rothwell can provide an option to help keep your full-time employee numbers down below 50…all the while keeping them happy and satisfied with payroll, benefits, and ability to claim expenses.


With Obamacare, is it wise for small employers to stay small?

No Comments » Written on December 14th, 2012 by
Categories: BenefitsForConsultants

In 2013 (in preparation for 2014) all small businesses of USA need to decide if they are participating in the Affordable Care Act (ACA) which requires large employers (50 employees and up) to either provide health care insurance or pay a shared responsibility fee if they don’’t provide affordable coverage (the fee/tax will be $2000-3000/yr per employee).

The law specifically exempts all firms that have fewer than 50 employees from any employer responsibility requirements.

To small businesses who choose to offer health care insurance (looking at both the numerous variables involved and the tax credits available) some small employers are choosing to offer either health care insurance, or offer monies to help with the insurance their employee’s found in the Exchange.

But some employers who are hovering around 50 employees are choosing not to be involved in the politics of being in the “large” employer category and are choosing to keep their employee numbers at 49 or below.

Businesses can choose an Employer –of –Record service and provide their valuable workers healthcare insurance and benefits the same as a large employer can. 

Some businesses may choose to keep their employee number below 50 and they will not have to worry about all of the complicated details.

 Click here for 13-page summary of the Healthcare Reform Law.

Click here for the USA map showing the states and their exchange decision.