
The planning, the packing, the torturously long line at airport security — you’ve made it through the not-so-epic parts of traveling with a newborn — yay! Now you’re at the hotel, and everyone’s had their fair share of splashing around the pool, but now it’s bedtime. And bonus: It’s on an absolutely huge bed, covered in the fluffiest comforter you’ve ever felt. But, wait! The baby’s crying, and you’re realizing that bedtime in a hotel isn’t as easy for your baby as it is for you. Before giving up on your hopes for rest and relaxation, check out these tips for getting baby to sleep through the night while on vacation.
1. Same Old, Same Old: You’ve got the night-night routine down at home: Scrub in the tub, a book, a song and a steady stream of back pats, and your little one is out. There’s no need to completely change your routine just because you’ve crossed state lines. Stick to your script and make the bedtime routine as close to the at-home version as possible. This may mean bringing your own frog princess hooded towel and toting along bedtime books from home.
2. Lovely Linens: Baby’s sensitive skin perks up when she feels a crib sheet that isn’t the soft, cuddly one she’s used to at home. Even though the difference is almost imperceptible, she knows it, and pretty soon (through her cries) everyone else on your floor will know it. Pack a few crib sheets from home (just in case of middle-of-the-night diaper leaks) to use at the hotel.
3. Chill Out… Or Not: The AC’s on blast, and you’re comfy under a thick down comforter. But for safe sleeping’s sake, your baby isn’t quite as bundled up, and her summer jammies are nothing more than a onesie. When you’re packing, think ahead to every temperature eventuality. Bring along an array of sleepwear options to give you enough choices to keep your baby snuggly, like a long-sleeved sleepsack.
4. Elevator Avoidance: It’s 2am and three tipsy bridesmaids from the wedding downstairs come stumbling off the elevator. While you might sleep through their loud chatter, baby most likely won’t. Pick a room that’s far from the elevator, the stairs or any shared space (such as a gym or an ice machine) to avoid extra noise.
5. Walk It Out: When you’re at home, a quick drive around the block gets baby right to sleep. But now you’re on vacation and don’t have a car (or you have a car, but don’t know the area well enough to drive around). Put baby in a stroller or strap her into a carrier, then walk her around the floor (or do laps in your room) until she starts snoozing.
What’s the number one baby item you need on vacation to help your baby sleep? Share with us on Twitter @BritandCo!
(Photos via Getty)
Welcome to Selfmade Finance School, our new money series with Block Advisors to help small business owners with their tax, bookkeeping, and payroll needs year-round. This week, we explore the tax implications of bringing family members into your business.
The question for today is this: Does hiring your family members make sense for your business? Let me be clear. This is not a piece about whether hiring your family members makes sense for your relationships with those family members. As someone who is part of a family business, I could fill up a lot more than 600 words on my opinions about that. For today's purposes, we focus on whether it makes sense from an overall "good business and tax implication" perspective. As it turns out, there is a decent amount of tax nuance when it comes to employing your family. Let's break it down based on relationship to the employee:
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Spouses Who Are In Business Together
Personally, if I had to be in business with my husband, it would not go well. However, many couples build viable, strong businesses together and I say, good for them! Depending on how you have your business entity structured, it will make a big difference on the tax treatment of you and your spouse working as partners. Because a business jointly owned and operated by a married couple is generally treated as a partnership for Federal tax purposes, the spouses must comply with filing and record keeping requirements imposed on partnerships and their partners. The election to file two Schedule C (Form 1040) forms, (one for each spouse) permits certain married co-owners to avoid filing partnership returns, provided that each spouse separately reports a share of all the businesses' items of income, gain, loss, deduction, and credit. Under the election, both spouses will be subject to self-employment tax and on net earnings from self-employment and receive credit for Social Security earnings.
One Spouse Employs Another
If you have a dynamic where your spouse is an employee of your business, then your spouse's wages are subject to income tax withholding, Social Security and Medicare taxes. If you are self-employed (not a corporation or a partnership), your spouse's pay does not have to be included in your federal unemployment tax account (FUTA) contributions and payments. However, if your business is a corporation or a partnership you must include that spouse's pay in your unemployment tax contribution calculation.
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You Employ Your Child
First, let's be clear. I work in my family business, but I am an adult, so I am treated just like a normal employee. However, if you, for example, run a family restaurant and want to hire your children under 18 to work for you, there are some tax benefits. But first, you should check with your state for rules on how many hours minors can work (in non-agricultural jobs) and reference the Fair Labor Standards Act for information on limitations on the kinds of work children can perform.
"This is an often overlooked or under-utilized strategy. Paying your children for true services they provide in your business can be a powerful tax-saving tool," says Cathi Reed, Block Advisors Regional Director. "If you are a sole-proprietorship or single member LLC, and the child is less than 18 years of age, the business is not required to withhold FICA or payroll taxes. The child can use his or her standard deduction against income you pay."
You Hire Your Parent
Oh dear. If you are brave enough to do this, know that you will need to pay Social Security and Medicare taxes on your parent's wages and make the appropriate withholdings, but you don't have to pay unemployment taxes. Now all you have to do is convince your parent that you are the boss. Have fun with that!
Is Hiring Family Members Worth It For The Tax Benefits?
"There are some positive tax advantages to hiring family members. It's important to treat a family member like any other employee. Hiring your children can result in substantial savings for businesses. Make sure your child has real, age-appropriate work to do and a reasonable pay rate, comparable to other employees. Consult with a Block Advisors small business certified tax pro to ensure that you are complying with all requirements," advises Reed. "Block Advisors, a team within H&R Block, is dedicated to meeting the tax, bookkeeping and payroll needs of small business owners year-round. To start working with the tax experts at Block Advisors, visit blockadvisors.com."
In my opinion, you should not hire a family member solely because of the tax benefits. You should always hire based on whether that person is right for the job and keep in mind how this hire could materially impact your relationship with that person and others in your family. Finally, as I mentioned, make sure you have a tax professional on your team when making these determinations. As you can see, things can get a little tricky!
*All details were sourced from IRS.gov and blockadvisors.com
The opinions expressed in this commentary are those of the author and may not necessarily reflect those held by Kestra Investment Services, LLC or Kestra Advisory Services, LLC. This is for general information only and is not intended to provide specific investment advice or recommendations for any individual. It is suggested that you consult your financial professional, attorney, or tax advisor with regards to your individual situation. Comments concerning the past performance are not intended to be forward looking and should not be viewed as an indication of future results. Securities offered through Kestra Investment Services, LLC (Kestra IS), member FINRA/SIPC. Investment advisory services offered through Kestra Advisory Services, LLC (Kestra AS), an affiliate of Kestra IS. O'Keeffe Financial Partners and any other entity listed herein is not affiliated with Kestra IS or Kestra AS Investor Disclosures: https://bit.ly/KF-Disclosures