a) what company pays for their employee's vacations, and b) even if they did, they'd reimburse, not pay up-front.  

They are expecting upwards of 10,000 employees to build the plant over the next 5-7 years.

Lawyers will have a field day with it...discrimination etc etc.Same reason as calling a previous employer about a former employee....they are basically stuck with " I would/would not hire them again" and that's about all they can say without getting sued...and most wont go past "yes they used to work here form date X to date YBest way to combat issues with bad tenant is to screen them aggressively..... especially call their last 2-3 landlords and actually talk to them.

Here is a photo one of my employees sent me yesterday.

@Llewelyn A.Pay for the cell phone from your personal account.Create a simple company policy (in writing, obviously) that the company does not provide cell phones, and employees are required to use their personal phones for company business and will be reimbursed up to $x/month.Issue these monthly reimbursements by transferring money from business to personal account.Deduct them as company expense.If you want to take it one notch up, you can have monthly reimbursement requests submitted to the company.I'd limit this setup to one company, as doing a multi-company split is not worth the hassle.

Originally posted by @Dave Foster:@Brannon Hamby, You're actually doing yourself a potential favor down the road. 

Very tempted, but $500 for an out-of-work cruise ship employee is cautious in these times

@Clinton FisherA Solo 401(k) is only available to self-employed business owners with no full time employees. 

@Carrie ReymentRegarding the limits, perhaps they're referring strictly to the employee-deferral portion of 401k contributions without utilizing the employer-profit share contributions.

I take excellent care of my investment properties and keep them all leveraged.I would however use a LLC if I had employees otherwise I take the most advantageous approach for me to make money.