For example we pay our own income taxes, broker splits and all of our other expenses directly out of what we make including required E&O insurance, MLS dues, licensing fees, Board of Realtor dues, continuing education costs, marketing, advertising, office fees/rent, transaction coordinator/ assistant fees, health insurance, car insurance and maintenance, gas, tires, software, retirement fund, etc.We are not W2 employees with payroll taxes already taken out of our paychecks, company-paid health insurance and matching retirement account plus a guarantee of at least 40 hours paid work per week, sick pay, paid vacation… none of that.So if you’re thinking you’ll be able to pay an hourly wage typical of a W2 hourly employee like $50-85/hr… that’s definitely not going to work.

We have about 22 full-time W2 employees in the office, approximately 40 traveling construction folks -- and managers and maintenance W2 employees at each community we own and operate.

Written policies are necessary when you add employees to aid with training or enforcement of standards.I would focus on adding doors to your management company.

@Janine Sharma The decision to classify your onsite mobile home park property manager as a W-2 employee or a 1099 contractor depends on the degree of control you have over their work.

It is located in an area that attracts college students/employees, working class families, and military families.

Courtesy of Dodd Frank, its doubtful the self employed will ever be viewed by lenders as favorable as a w2 employee.

Your strategy for rentals will have to be short-term rentals, considering you are a full-time employee and will not meet the material participation rules. 

They want someone who is going to treat their employees and their customers well.

Do you put managers/assistants/employees in as co-hosts? 

As such, you qualified for a truly self-directed Solo 401k plan (as long as you don't have any employees working for you).