The use of a 401k or other qualified plans also subjects the plan owner and trustee to DOL oversight in the case of employee issues.

Well that involves accounting/finance, advertising/marketing, employees/managing people, dealmaking/negotiation, legal issues, and a lot of things that you get with a degree.

Makes a big difference if you're working with folks that have liability and workers comp insurance on their employees (workers comp cost an arm and a leg for roofers).

We even encounter areas where the number of unrelated parties can be even larger when there is an established shared living relationship that is of a permanent nature (think a group of intellectually disabled adults who will live together with some supervision - that can be a "family").Figure out the definitions, then see how those definitions are violated, and then report it to the proper authority.As to whether they will enforce or not, once a legitimate violation is reported properly, it is some gov't employee's job to address that violation, and then correct it.

Ravi Veer I think you are talking about the rule about no employees who work more than 1,000 hours per year.

Larger Condo Assns have a Management Fee, plus salaries of personnel and these salaries can exceed 100K total depending on the number of employees, i.e. maintenance, administrator/manager, assistant manager etc.

He said they mark up anywhere from 4k-10k per deal and they have 7 full time employees.

He won't like it and he won't give you his best work if you try to make him work for more reasonable terms.Best idea: find another contractor to work with and evaluate him like any other employee.

14k Dell employees in the Central Texas area.

Hey Brian -First, a lot of my ideas around bonuses and penalties comes from my wife, who ran internal marketing for one of the big-name technology companies for a long time; a large part of her organization's job was doing employee motivation and retention stuff, which is pretty tough job in that industry.