你这个比例不对啊，额外付了啥啊？ 要是觉得不划算就雇contractor， 工资给多点。 我们公司就是展开给大家看，额外付了多少钱，让大家明白雇主的付出。 看了一下不包含假期，病假等还有十一大项，比你这个比例低很多啊。 每次发工资都有Total Compensation 包含所有雇主额外付的钱，还有YTD, end of year report. 每一项都很明确。
https://www.sba.gov/blog/how-much-does-employee-cost-you When you think about adding a new employee to your payroll, determine what the actual financial cost of doing so means to your business. This includes the dollars and cents over and above the basic wage or salary you agree to pay. There’s a rule of thumb that the cost is typically 1.25 to 1.4 times the salary, depending on certain variables. So, if you pay someone a salary of $35,000, your actual costs likely will range from $43,750 to $49,000. Some added employment costs are mandatory, while others are a little harder to pin down. Fortunately, there may be tax savings to offset some of the costs. Mandatory added costs of an employee Hiring an employee means considerable payroll tax costs, including: Employer share of FICA (7.65% on compensation up to the annual wage base, which is $132,900 in 2019, plus 1.45% on compensation over the annual wage base). Federal unemployment tax (FUTA) of $42 per employee. The FUTA tax rate is 6%, but most employers can take a FUTA credit of 5.4%, resulting in a mere 0.6%. State unemployment tax, which varies with your state and your claims experience (the more claims made by former employees for unemployment benefits, the higher your state unemployment tax rate will be). You can learn more about these costs from the IRS and your state revenue department. You also need to address insurance coverage for your employees. This includes: Workers’ compensation. Costs vary from state to state. Other insurance that may be needed for the work performed. For example, if you have a professional firm, you may want or be required to pay for professional liability coverage. Similarly, you may need to have a bond, a type of insurance, for an employee to protect a third party (your customer). For example, a bond may be needed for employees who clean homes so that homeowners’ valuables are protected from employees’ damage or theft. Talk with your insurance agent to determine what coverage is needed. While these mandatory added costs can mount up, there’s good news. The costs of payroll taxes and insurance are fully tax deductible. Other costs of an employee Think about employee benefits you may want or need to offer an employee. Under federal law, only large employers (those with 50 or more full-time and full-time equivalent employees) must offer health insurance or pay a penalty. However, there is a federal tax credit for small employers that choose to provide at least 50% of the cost of health coverage. Offering retirement savings plans, such as 401(k) plans, to employees isn’t mandatory under federal law, but employers may choose to do so. The cost of employer contributions needs to be factored into the total wage package. Federal law requires employers with at least 50 employees to offer unpaid family and medical leave. But a number of states have paid leave laws. Some put the cost on employees (through wage withholding), while others require employers to share in the cost. And the District of Columbia puts the entire burden on employers. These are only some of the employee benefits you can offer. Learn more about tax deductibility as well as exemption from payroll taxes for various fringe benefits in IRS Publication 15-B. In addition to fringe benefits, there is a slew of other employment-related costs that may be difficult to quantify. These include: The cost of recruitment, including background checks and drug testing where applicable. The cost of initial and ongoing training. Miscellaneous items, such as uniforms and protective gear where needed. Final thought Add up the costs to see whether your business can afford to add an employee to your staff. If your business is growing and you need more help, you can’t afford to NOT hire more workers. But knowing the cost will help you budget accordingly.
你搞错了吧。 楼主说的真是共产主义社会的问题啊。
可能提供医保啊
你没做过老板吧？
如果我能碰到像我一样好的老板 我愿意给他打工
没吃过猪肉总见过猪跑吧。
讲讲7万都去那儿啊。光说不练 有意思吗
我们公司就是展开给大家看，额外付了多少钱，让大家明白雇主的付出。 看了一下不包含假期，病假等还有十一大项，比你这个比例低很多啊。 每次发工资都有Total Compensation 包含所有雇主额外付的钱，还有YTD, end of year report. 每一项都很明确。
你说的这些都算的出来，federal tax 7.65%再加很少的一点unemployment ，state tax看哪个state了。401k一般公司match 5%，很多小公司根本不提供的，医疗保险部分小公司一般找便宜的，补贴个人部分一个月最多二三百。worker’s comp 也看州，如果州不提供要从公司买，又经常出事故那累计起来的rate会很可观。总之这个比例很奇怪。
每个老板都是这么认为的呀！！！
那还为什么要做老板呢，仅仅为了听手下人叫一声老板吗？
不是，是因为上华人被人说过：“你没做过老板吧？”
哈哈，不蒸馒头争口气
怎么会是老板的悲哀？工人估计给老板挣了至少50万。我过去大老板每年至少是一个billion。。。
一般人谈的工资 都是税前的。最多加点医疗保险补助，这个最多1万多吧。和失业保险，long term, short term disability，这个没多少钱。小公司很多没有 401K match 的。所以不知道你这么大的差额 是从哪里来的？
也许是他们找不到工作吧😝开玩笑啦……子非鱼焉知鱼之乐
哈哈。。。
每个员工公司要付一份payroll tax，基本就是你看到的工资单上的各种什么ss, medicare扣税，公司也付同样的一份payroll tax。
是吗？我怎么没听说过。我只知道还有办公室房租之类的，还没听说过要额外付一份payroll tax 这回事。这个版上有别人confirm吗？那这样的话，公司请contract不是更划算了？
When you think about adding a new employee to your payroll, determine what the actual financial cost of doing so means to your business. This includes the dollars and cents over and above the basic wage or salary you agree to pay. There’s a rule of thumb that the cost is typically 1.25 to 1.4 times the salary, depending on certain variables. So, if you pay someone a salary of $35,000, your actual costs likely will range from $43,750 to $49,000. Some added employment costs are mandatory, while others are a little harder to pin down. Fortunately, there may be tax savings to offset some of the costs. Mandatory added costs of an employee Hiring an employee means considerable payroll tax costs, including: Employer share of FICA (7.65% on compensation up to the annual wage base, which is $132,900 in 2019, plus 1.45% on compensation over the annual wage base). Federal unemployment tax (FUTA) of $42 per employee. The FUTA tax rate is 6%, but most employers can take a FUTA credit of 5.4%, resulting in a mere 0.6%. State unemployment tax, which varies with your state and your claims experience (the more claims made by former employees for unemployment benefits, the higher your state unemployment tax rate will be). You can learn more about these costs from the IRS and your state revenue department. You also need to address insurance coverage for your employees. This includes: Workers’ compensation. Costs vary from state to state. Other insurance that may be needed for the work performed. For example, if you have a professional firm, you may want or be required to pay for professional liability coverage. Similarly, you may need to have a bond, a type of insurance, for an employee to protect a third party (your customer). For example, a bond may be needed for employees who clean homes so that homeowners’ valuables are protected from employees’ damage or theft. Talk with your insurance agent to determine what coverage is needed. While these mandatory added costs can mount up, there’s good news. The costs of payroll taxes and insurance are fully tax deductible. Other costs of an employee Think about employee benefits you may want or need to offer an employee. Under federal law, only large employers (those with 50 or more full-time and full-time equivalent employees) must offer health insurance or pay a penalty. However, there is a federal tax credit for small employers that choose to provide at least 50% of the cost of health coverage. Offering retirement savings plans, such as 401(k) plans, to employees isn’t mandatory under federal law, but employers may choose to do so. The cost of employer contributions needs to be factored into the total wage package. Federal law requires employers with at least 50 employees to offer unpaid family and medical leave. But a number of states have paid leave laws. Some put the cost on employees (through wage withholding), while others require employers to share in the cost. And the District of Columbia puts the entire burden on employers. These are only some of the employee benefits you can offer. Learn more about tax deductibility as well as exemption from payroll taxes for various fringe benefits in IRS Publication 15-B. In addition to fringe benefits, there is a slew of other employment-related costs that may be difficult to quantify. These include: The cost of recruitment, including background checks and drug testing where applicable. The cost of initial and ongoing training. Miscellaneous items, such as uniforms and protective gear where needed. Final thought Add up the costs to see whether your business can afford to add an employee to your staff. If your business is growing and you need more help, you can’t afford to NOT hire more workers. But knowing the cost will help you budget accordingly.
除非有break down， 这个不可能的
有可能把一个group的benefit算到一个人了
估计把公司的营业税都平均到每个人身上了，还有可能这个税会报税时抵消了。总之不来break down，估计信得人很少
你这是啥都忘往少了算 一个几十人的startup 医疗保险每月每人公司要补贴1800
穷鬼发不起工资做什么老板
一是把contractor当fulltime employee用不合法，可能被举报。二是contract rate肯定得比同样qualification的full time员工高，因为self-employed要自己付payroll tax，又没有benefit，肯定要让公司付更高的rate才行。再就是大部分工作并不适合找这种短期的contractor做。