Employing your children in your dental practice can be a decision laden with both potential benefits and challenges. Let's delve into the nuanced factors involved, acknowledging both legal considerations and practical aspects of this arrangement.
When considering employing your children in your dental practice, it's crucial to navigate the legal landscape diligently.
The permissibility of hiring children in a family-owned business varies by jurisdiction. Federal law generally allows children of any age to work in businesses owned by their parents, with certain exceptions for hazardous industries such as mining and manufacturing.
However, state regulations may impose additional restrictions or specify minimum age requirements for employment. Therefore, it's critical to research and comply with both federal and state laws to ensure legal compliance.
Assigning suitable job roles to children within your practice is paramount. It's crucial to align the tasks assigned with your child's age, abilities, and legal labor restrictions. For instance, light office work, such as filing, data entry, or assisting with administrative tasks, may be appropriate for older children or teenagers. Their tasks should be standard, helpful, and routine for your business.
Regarding wages, ensure that you adhere to the prevailing salary standards. Avoid overcompensating beyond what you would offer to an unrelated individual for the same role. Offering an inflated salary is likely to trigger concerns.
Documentation is vital to legal compliance. Keeping meticulous records of your child's work hours, specific tasks performed, and payments made is imperative. These records not only serve as evidence of legitimate employment but also provide necessary documentation in case of audits or inquiries from regulatory authorities.
Ethical implications may arise from employing family members within your practice. Some may question your fairness and transparency, raising concerns about potential conflicts of interest or favoritism. It's essential to ensure the fairness and equal treatment of all employees, including family members, within the practice.
Assessing the impact of employing children on business operations, productivity, and overall atmosphere is critical. It's vital to evaluate whether the arrangement contributes positively to the practice's goals and objectives or if adjustments are needed to optimize outcomes for both the business and family dynamics.
Employing your children can offer several financial benefits for your dental practice.
Tax advantages may arise from hiring family members. For instance, wages paid to your children can reduce your family's overall taxable income through wage deductions, particularly if you're in a higher tax bracket.
Additionally, certain business entities may qualify for exemptions from specific payroll taxes for child employees under certain age thresholds, providing additional financial incentives.
Redirecting your child's earnings into a retirement account, such as a Roth IRA, can provide long-term financial benefits by jumpstarting their retirement savings at an early age with years of tax-free growth. This can be a strategic approach to financial planning and wealth management for your family.
Beyond legal and financial considerations, practical aspects of employing your children should be carefully evaluated.
Involving your children in your practice can promote family time and give them valuable insights into the business world. It offers an opportunity for parents to impart work ethic, professionalism, and essential skills to their children from an early age.
Balancing the workload and ensuring that tasks assigned to children are meaningful, age-appropriate, and within legal boundaries is crucial. Overburdening children or assigning inappropriate tasks can be legally and emotionally detrimental, impacting their overall well-being and the harmony of your family-business dynamic.
Employing your children in your dental practice can present a blend of advantages and challenges that warrant thoughtful consideration. By navigating the legal landscape, understanding the financial implications, and evaluating practical and ethical concerns, you can make an informed decision that aligns with your values, goals, and the unique dynamics of your family and practice.
Consulting with legal, tax, and financial advisors can provide tailored insights and guidance based on your specific circumstances, ensuring a balanced approach to leveraging this opportunity effectively within your practice.
The financial planners at SDT can help you determine whether having your children work as employees at your practice is the right financial decision based on your unique financial picture.
CRN202706-6679967
Megan Robinson, FPQP™, CRPS®, serves as the investment coordinator at Spaugh Dameron Tenny, where she oversees account transfers, monitors client portfolios, and implements tailored investment strategies. With certifications in financial planning and retirement plan design, Megan ensures that the operational side of wealth management runs smoothly and accurately. Known for her attention to detail and client-first mindset, she plays a crucial behind-the-scenes role in providing executives, physicians, dentists, and retirees with efficient, coordinated financial care.
/Logo%20Horizontal%20(4).png?width=2000&name=Logo%20Horizontal%20(4).png)