 In this presentation, we will discuss fringe benefits. Fringe benefits are important within payroll because in essence they're going to be a form of payment. They're rewards for services done, however, and that's just like any type of payment. They're rewards for services, however, they're typically going to be non-cash compensation. And when we consider non-cash compensation, the question is, well, do we need to include that in wages? Even though we didn't get paid cash, is it still wages? And a big implication of that or a big problem with that or a big concern as to whether it is wages or not is, is it subject to taxes? Is it subject to federal income tax, state income tax, the social security and Medicare tax? So that's going to be a big component. Now there's going to be different reasons and incentives why an employer might want non-cash compensation. They may be providing just types of benefits through their business for their employees as perks of the job that are non-cash compensation. But clearly there's also an incentive to try to plan for non-cash compensation in the areas where it may lead to compensation that it wouldn't be taxed. In other words, an employee who was either to receive cash, which then would have to pay federal income tax, state income tax, social security and Medicare, or was to receive some other kind of fringe benefit, some other type of in essence compensation, and even though it's not cash, not as liquid, possibly not as preferable for that reason, could still be preferred because, if it were, not subject to taxes. So that's going to be a big issue. Now of course most things, if they're going to be something that's just non-cash doesn't necessarily mean it's non-taxable. Most things are, in other words. So if someone received something like a car or something for compensation or some other type of reward that would be a costly type of thing or a vacation or something like that, typically that would still need to be included in income. That's a form of compensation typically subject to taxes on it. So there's questions in terms of where are those limited things, possibly, that could be received by employees and reduce the payroll tax not needed to be included in the payroll. And one's going to be de minimis benefits, and that basically just means small benefits, minimum benefits, small type of things that if an employer gives small fringe benefits, and you know, you can kind of think of that in terms of accounting terms as something that's immaterial, meaning they're kind of, you're basically saying, we're basically saying they're too small to matter about. They're not something that when someone goes to work somewhere, they're going to take into consideration as part of their compensation package to influence their decision as to whether to go one place or another. So that's one type of fringe benefit we don't typically need to include. Education assistance is often a benefit that can be provided by the employer and be a really great way that an employer can give incentives for an employee to continue to skill up and improve themselves and show that they value the employee and give some tax benefit there if they're able to basically reduce the gross wages because then that could reduce taxes on it. Employee discounts, so and this is going to be another type of area where if you're in a particular industry and there's discounts, then within within limitations you can basically apply the discounts and as a as a bonus for working in certain industries and of course certain industries have different types of discounts that could be available within that industry. Meals, meals is going to be something that will again within reason be determined as to whether it should be calculated as as wages or not. Is it part of travel? Is it part of is it for the basically is it for the benefit of the employer or is it something that's going to be extravagant for the employee? Those are going to be some concerns as to whether or not it should be part of compensation or not. Moving expenses reimbursements, it could be could be something that would be beneficial to the employee and the employer transportation benefits and again the questions here are whether or not it's it's a benefit to the employer typically or the employee as to whether it needs to be included in payroll taxes or not. So we're not going to get into a lot of detail on the fringe benefits. We're just going to point out here that there are there is a concern of course that if wages are typically given in terms of cash then or check or direct deposit then there is an incentive for companies and employees to try to find compensation in other ways which possibly or look for ways that would not be included in payroll for compensations that would not be included in payroll taxes to look for those types of things. Now most things the default will be that compensation is compensation and if you get paid in something if you get a car or some other kind of equipment or a present or something like that and if it's over a certain value if it's not de minimis in value then typically we would have to find the fair market value of it and include it as wages. But there are some types of things that could be beneficial and those are things that are nice for a company to look into because they can have some advantages in some effect in terms of giving the employee more through these types of compensation fringe benefit types of compensation. If you're on the payroll