Why 2000s Clothing Giant American Apparel Is in SERIOUS Trouble
Be honest: You totally lived in American Apparel‘s lamé leggings and deep-V tees if you were a college student in the mid-2000s. Their racy ’70s-inspired ads made them SO edgy and cool back then, and their billboards were everywhere. But in recent years those sexy posters started to look a bit, well, creepy.. especially since many of the photos were done by controversial fashion photographer Terry Richardson, and company founder Dov Charney has had his own brushes with inappropriate sexual behavior. And that’s just the beginning of American Apparel’s troubles.
In recent years, it’s been either no news or bad news for American Apparel, and that trend shows no signs of stopping. Dov lost his gig as CEO to repair the company’s rep, and the company filed for bankruptcy last year. Now it looks like the company’s leadership is looking to sell it off if a suitable buyer can be found (Dov himself put in a bid of $300 million in January, but was rejected).
The latest updates are that the company may be considering moving its manufacturing facilities out of Los Angeles — which is kind of the whole point of the brand to begin with — and that two former factory workers have filed a lawsuit against the company. One of American Apparel’s claims to fame has been that it makes all its textiles in America, both employing people within the country and affording them significantly better wages and work protections than the textile workers in overseas factories where the majority of clothes are made. But, according to a New York Post story, the company may not renew the lease on its largest LA-based factory once it expires in 2019. And in April the company laid off 500 employees and started outsourcing production of its denim products.
Two former employees, Jeremias Pablo and Rene Ramos, have filed a lawsuit alleging they were fired after bringing up concerns about safety at the factory they worked in.
All told, things are not looking good for the clothing company that enjoyed near-ubiquitous status for several years. The downward spiral that started with young people turning to online shopping has been exacerbated by company scandals, and apparently that trend shows no signs of stopping.
What do you think of American Apparel’s decline? Tell us @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