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Personal Owner Pay? How do you figure?


CARMandP

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If you have been in business for awhile, you know what your net profit margin is, so I would use this as my guide. Depending what your type of business formation, you can save fica, futa, suta fees by taking anything over your set salary as dividends. You must use a salary that is similar to someone in your position (manager). You must be a LLC or Corporation (S or C corp).

 

Example: your net profit is $150K and a shop manager in your area makes about $50K. You set your salary at 50K and at the end of the year, you

take a 100K dividend. You only pay FICA, SUTA, FUTA based on the 50K and save the the other fees.

 

Also, giving yourself a regular salary doesn't necessary make you more money, but it gives you a more accurate picture of your business. Are you really

making more money by being self-employed or are you just buying yourself a job with a lot of headaches.

 

Not sure if this answers any of your questions.

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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