Employee Retention Tax Credit Limited by Senate’s Infrastructure Bill

On August 4, 2021, the SBA established a streamlined PPP forgiveness application portal for businesses that borrowed up to $150,000. This simplified application will be available to borrowers whose lenders agreed to use the new forgiveness process.

On August 4, 2021, the Senate passed President Biden’s bipartisan $1.2 trillion infrastructure bill. This bill places a limitation on the Employee Retention Tax Credit (“ERTC”) for 2021.

The Bill is titled the Infrastructure Investment and Jobs Act (“IIJA”) and requires the approval of the House of Representatives to be enacted. The bill contains measures to provide for the rebuilding of roads, bridges, railways, mass transit, broadband, the power grid, and other physical infrastructure items. The bill is intended to be paid for with unused COVID-19 funds and excise taxes.

As a side note, the proposed increase in tax rates for individuals, corporations and capital gains is part of a second infrastructure bill that awaits negotiation by the Senate and House. The cost of that bill is $3.5 trillion and has been subject to significant political debate.

While the IIJA was not intended to direc tly impact taxes for individuals and businesses, it does contain a limitation on the ERTC. The IJAA would move the wage eligibility date of the ERTC from January 1, 2021, to October 1, 2021. Thus, taxpayers could not claim the credit for wages paid after October 1, 2021. This would reduce the maximum credit from $28,000 to $21,000 for the year. Limiting the amount of the credit is a way to fund the bill.

Under the bill “startup recovery businesses”, which include any company that began operations after Feb. 15, 2020, and has average annual gross receipts of $1 million or less, would remain eligible for the full credit through the end of 2021.

As noted above, the IIJA bill requires House approval to become law. Also, several provisions, including the ERTC limitation, can be subject to revision. We will continue to monitor this legislation. However, in light of the bill, businesses seeking the credit should consider adjusting their forecast and cash-flow related to the credit for the remainder of the year.

The ERTC can still be claimed for 2020 and 2021 if it has not been requested on previously filed federal withholding tax returns – Federal Form 941.

If you have any questions on the impact of this proposed legislation on the ERTC, please contact RVG & Company at 954. 233.1767.

Increase on Florida and Federal Minimum Wage

On September 30, 2021, Florida’s minimum wage will increase to $10.00 per hour. This is a rise of $1.35 per hour. This increase is the result of an amendment approved by voters to Florida’s Constitution to gradually increase the state’s minimum wage to $15.00 per hour by the year 2026.

Florida Minimum Wage

Employers in both the public and private sectors are required to pay the minimum wage regardless of the size of the company or the number of employees. Under the amendment, the minimum wage will increase by $1.00 per hour on every September 30 through 2026. Beginning in 2027, the minimum wage will be adjusted annually for inflation, as it has been since 2004. Below is the scheduled for the increases:

• $11.00 on September 30, 2022
• $12.00 on September 30, 2023
• $13.00 on September 30, 2024
• $14.00 on September 30, 2025
• $15.00 on September 30, 2026

It should also be noted that beginning on September 30, 2021, that the minimum wage for tipped employees will be increased to $6.98 per hour. Additionally, the minimum wage for tipped employees will be increased annually by $1.00 on September 30 through 2026. The wage for tipped employees will increase as follows:

• $7.98 on September 30, 2022
• $8.98 on September 30, 2023
• $9.98 on September 30, 2024
• $10.98 on September 30, 2025
• $11.98 on September 30, 2026

Federal Contractors Minimum Wage

On April 27, 2021, President Biden issued an Executive Order raising the minimum wage for federal contractors from $10.95 per hour to $15.00 per hour, effective January 30, 2022.

This new minimum wage will be “phased in” on January 30, 2022, starting with new contracts issued on or after this date, and also applying to any existing contract that is subsequently extended or renewed on or after January 30, 2022. Moreover, the President’s Executive Order “strongly encourages”–but does not require–that contracts entered into by federal agencies before January 30, 2022, observe the new $15.00 minimum wage.

Only when the contract is extended or renewed after January 30, 2022, will the $15.00 minimum wage requirement take effect for contracts entered into prior to the effective date. If an option in a contract entered into prior to January 30, 2022, is exercised after this date, then the $15.00 minimum wage requirement will also take effect.

Beginning January 1, 2023 (and annually thereafter), the minimum wage for federal contractors will be adjusted for inflation, and the new minimum wage can never be lower than the one that preceded it. Any adjustments will be published by the Secretary of Labor at least 90 days before any new minimum wage is to take effect.

In addition to preparing for internal wage adjustments, another area that contractors may want to start preparing for early is in their diligence of subcontractors. Contractors will be required to incorporate the higher minimum wage into lower-tier subcontracts, so this requirement will need to be factored into subcontractor selection processes, particularly where the process includes an evaluation of subcontractor pricing for work to be performed in future years.

The Secretary of Labor will issue additional guidance and regulations by November 24, 2021. These regulations will address the implementation and additional requirements of the President’s Executive Order.

If you have any questions on the impact of this proposed legislation on the ERTC, please contact RVG & Company at 954. 233.1767.