Client Update: Corporate Transparency Act Report of Beneficial Ownership Information

Pursuant to the Corporate Transparency Act of 2021 (31 USC 5336) (the “Act”), beginning on January 1, 2024, most newly formed entities (including but not limited to corporations, limited liability companies, and certain partnerships) will be required to report to the Financial Crimes Enforcement Network (“FinCEN”) information about the identity of the entity’s beneficial owners and senior officers. By January 1, 2025, most existing entities will have to make such a report.

Who needs to file?

Most entities, especially those newly formed, will need to make a report to FinCEN at some time in 2024. While most people will readily identify this as a requirement for businesses (and dismiss it as such), it is important to remember that the reporting requirement will extend to ALL entities that don’t qualify for an exemption. This means that every small business, like family corporations and single-member LLCs, that are organized through a filing with a US state will have to comply. The requirements will also extend to other entities, including so-called “single asset” LLC’s that are or were established for a non-business purpose, for things like real estate (such as a family cottage), private planes, and holding companies.

As mentioned above, while there are numerous exemptions available, they are mainly related to businesses that operate in industries that are already highly regulated. One, more widely applicable exception is one dealing with “large operating companies,” which will exempt those companies that meet ALL of the following criteria:

  • More than 20 employees (annualized FTE’s);
  • More than $5M in gross receipts (as reported on the prior year’s return); AND
  • Maintain a physical presence (either owned or leased) in the United States.

Additionally, considering the vast numbers of administratively dissolved corporations and limited liability companies that are not in good standing, another broadly applicable exemption may apply for certain “inactive” entities that meet ALL of the following criteria:

  • was in existence on or before January 1, 2020.
  • is not engaged in active business.
  • does not have any ownership by foreign person, directly or indirectly.
  • has not experienced a change in its ownership in the preceding twelve-month period.
  • has not sent or received any funds in an amount greater than $1,000, either directly or through any financial account in which the entity or any affiliate of the entity had an interest, in the preceding 12-month period; AND
  • does not otherwise hold any kind or type of assets, whether in the United States or abroad, including any ownership interest in any corporation, limited liability company, or other similar entity.

Finally, sole proprietorships and general partnerships that are not incorporated or organized by a filing with a US state (and consequently lack the liability protections and other benefits of operating under such filings) will also be exempt from reporting. Thus, while many entities will slip through the net by virtue of being too small or too large, the vast majority of entities in the middle will not.

What must be reported?

If an entity is not eligible for one of the exemptions identified above, it is a “reporting company” under the Act and is obliged to make a report. Reporting companies will need to identify their “beneficial owners” [1] and those individuals who have “substantial control” [2] over the entity. With regard to each such person, a reporting company is required to report ALL of the following information:

  • their full legal name,
  • their date of birth,
  • their current residence or business address.
  • the unique identifying number from an acceptable identification document (such as a nonexpired driver’s license, state issued ID, or passport); and
  • an image of the identification document that includes the unique identifying number.

Additionally, while the Act does not require annual reporting, reporting companies will be obligated to update their reports within 30 days of any change in the reported information. That means a reporting company will have to update their FinCEN report each time an owner/officer is added or removed and for things as simple as when such people change addresses.

Do I really need to comply?

YES! Willful failure to file an initial or updated report with FinCEN is subject to a $500/day fine (up to $10,000) and imprisonment for up to two years.

What to do now?

If you a contemplating forming a new entity, it may be advantageous to file your organizing documents (such as Articles of Incorporation for Corporations or Articles of Organization for LLCs) by the end of 2023. This will provide you with added time to gather the information that FinCEN requires and allow some time for FinCEN to “work out the kinks.”

If you will form a new entity after January 1, 2024, you should make gathering the personal information of your principals part of your organizing process. Note that under FinCEN’s current rulemaking, new entities will be required report their beneficial owners within 30 days of the filing of their organizing documents.

If your entity is already operating, now is a good time to start gathering all of the information about your beneficial owners and officers with substantial control.

Contact your Fraser attorney for more information.

This alert serves as a general summary and does not constitute legal guidance. Please contact us with any specific questions.


Robert D. Burgee is an attorney at Fraser Trebilcock with over a decade of experience counseling clients with a focus on corporate structures and compliance, licensing, contracts, regulatory compliance, mergers and acquisitions, and a host of other matters related to the operation of small and medium-sized businesses and non-profits. You can reach him at 517.377.0848 or at bburgee@fraserlawfirm.com.


[1] “Beneficial owner” means, an individual who, directly or indirectly, through any contract, arrangement, understanding, relationship, or otherwise—

(i) exercises substantial control over the entity; or

(ii) owns or controls not less than 25 percent of the ownership interests of the entity.

[2] “Substantial Control” refers to the entity’s officers, directors, and those with the power and authority to make or direct the major decisions for the entity. Note that a person may have substantial control without actually “owning” the company, nonetheless that person’s information must be reported to FinCEN.

MEDC to Make $237 Million Available to Help Michigan Small Businesses

The Michigan Economic Development Corporation (MEDC), joined by Governor Whitmer, announced that the U.S. Department of Treasury has approved up to $237 million in State Small Business Credit Initiative (SSBCI) funding for businesses in the State of Michigan. The SSBCI is designed to promote entrepreneurship and increase access to capital that would otherwise not be available in the market through conventional terms.

Michigan is one of only five states that will receive funding in the SSBCI’s first round, which is expected within the next two months. Michigan’s share of the first round will be roughly $72 million. Those interested are encouraged to visit MEDC’s website here for more information. The funding is expected to catalyze up to $10 of private investment for every $1 of SSBCI capital funding.

In January, the Michigan Strategic Fund Board adopted the Michigan Business Growth Fund 2.0 to provide programs and guidelines for the access to that funding for small businesses through loans and equity investments. These programs include new requirements to enhance support and ensure equity in access to capital for small businesses owned by socially and economically disadvantaged individuals (SEDI), and businesses who have less than 10 employees.

Fraser Trebilcock attorneys specialize in assisting small to medium sized businesses throughout every stage of the business life cycle. If you have any questions, please contact your Fraser Trebilcock attorney.


Robert D. Burgee is an attorney at Fraser Trebilcock with over a decade of experience counseling clients in business transactions, civil matters, regulatory compliance, and employee matters. Robert also has a background in employee benefits, having been a licensed agent since 2014. You can reach him at 517.377.0848 or at bburgee@fraserlawfirm.com.

New Guidance for Employers on W-2 Reporting for Sick and Family Leave Wages Paid Pursuant to the Families First Coronavirus Response Act

On July 8, 2020, the Internal Revenue Service (“IRS”) and the U.S. Department of Treasury (“Treasury”) released guidance to employers regarding the requirement to report the amount of qualified sick leave wages and qualified family leave wages paid to employees under the Families First Coronavirus Response Act (“FFCRA”). The guidance was provided in Notice 2020-54 (the “Guidance”).

Background

The FFCRA, which was enacted on March 18, 2020, requires employers with fewer than 500 employees to provide paid leave due to certain circumstances related to COVID-19 through two separate provisions: the Emergency Paid Sick Leave Act (“EPSLA”) and the Emergency Family and Medical Leave Expansion Act (“EFMLA”).

The EPSLA applies to virtually all private employers with fewer than 500 employees and to virtually all public agencies employing one or more employees. Under section 5102(a) of the EPSLA, employers shall provide employees with paid sick time if they are unable to work (or telework) due to a need for leave because:

  1. The employee is subject to a Federal, State, or local quarantine or isolation order related to COVID-19;
  2. The employee has been advised by a health care provider to self-quarantine due to concerns relating to COVID-19;
  3. The employee has COVID-19 symptoms and is seeking a medical diagnosis;
  4. The employee is caring for an individual subject to quarantine or isolation or advised to self-quarantine as described in paragraphs (1) or (2) above;
  5. The employee is caring for his/her child if the school or place of care has been closed or the child care provider is unavailable due to COVID-19 precautions; and
  6. The employee is experiencing any other substantially similar condition specified by the Secretary of Health and Human Services.

An employee who is unable to work or telework for reasons related to COVID-19 described in (1), (2), or (3) above is entitled to paid sick leave at the employee’s regular rate of pay or, if higher, the federal minimum wage or any applicable state or local minimum wage, up to $511 per day and $5,110 in the aggregate. An employee who is unable to work or telework for reasons related to COVID-19 described in (4), (5), or (6) above is entitled to paid sick leave at two-thirds the employee’s regular rate of pay or, if higher, the federal minimum wage or any applicable state or local minimum wage, up to $200 per day and $2,000 in the aggregate.

Pursuant to the EFMLA, expanded FMLA leave applies to employees who have been employed at least 30 days by employers who employ fewer than 500 employees (and public agencies) if those employees are unable to work (or telework) because they need to care for their children due to the closure of schools or unavailability of day care due to a government declared COVID-19 public health emergency. The first 10 days of the 12-week job-protected leave is unpaid. However, subsequent days must be paid leave in an amount of not less than two-thirds of regular pay, capped at $200 per day with a maximum cap of $10,000 per employee.

Form W-2 Reporting

Pursuant to the Guidance, employers must separately state the total amount of qualified sick leave wages paid pursuant to paragraphs (1), (2), or (3) of section 5102(a) of the EPSLA, qualified sick leave wages paid pursuant to paragraphs (4), (5), and (6) of section 5102(a) of the EPSLA, and qualified family leave wages paid pursuant to the EFMLEA.

With respect to paid sick leave under the EPSLA, in addition including qualified sick leave wages in the amount of wages paid to the employee reported in Boxes 1, 3 , and 5 of Form W-2, such amounts must be separately reported either in Box 14 of Form W-2 or on a separate statement. In labeling wages paid for reasons described in paragraphs (1), (2), or (3) of section 5102(a) of the EPSLA, employers must use the following (or similar) language: “sick leave wages subject to the $511 per day limit.” For wages paid for reasons described in paragraphs (4), (5), or (6) of section 5102(a) of the EPSLA, employers must use the following (or similar) language: “sick leave wages subject to the $200 per day limit.”

When reporting family leave wages under the EFMLEA, in addition to including such wages in the amount of wages paid to the employee reported in Boxes 1, 3, and 5 of Form W-2, employers must separately report to the employee the total amount of qualified family leave wages paid in either Box 14 of Form W-2 or on a separate statement. In doing so, employers must use the following (or similar) language: “emergency family leave wages.”

According to the Guidance, if a separate statement regarding sick leave wages and/or family leave wages is provided to the employee and the employee receives a paper Form W-2, then the statement must be included with the Form W-2 provided to the employee. If the employee receives an electronic Form W-2, then the statement shall be provided in the same manner and at the same time as the Form W-2.

Model Language for Instructions

The Guidance provides model language that employers may include for instruction to employees related to wages reported in Box 14 of Form W-2 or in a separate statement:

“Included in Box 14, if applicable, are amounts paid to you as qualified sick leave wages or qualified family leave wages under the Families First Coronavirus Response Act. Specifically, up to three types of paid qualified sick leave wages or qualified family leave wages are reported in Box 14:

  • Sick leave wages subject to the $511 per day limit because of care you required;
  • Sick leave wages subject to the $200 per day limit because of care you provided to another; and
  • Emergency family leave wages.

If you have self-employment income in addition to wages paid by your employer, and you intend to claim any qualified sick leave or qualified family leave equivalent credits, you must report the qualified sick leave or qualified family leave wages on Form 7202, Credits for Sick Leave and Family Leave for Certain Self-Employed Individuals, included with your income tax return and reduce (but not below zero) any qualified sick leave or qualified family leave equivalent credits by the amount of these qualified leave wages. If you have self-employment income, you should refer to the instructions for your individual income tax return for more information.”

Conclusion

The law and guidance regarding employer requirements related to wages for sick leave and family leave are rapidly evolving. We will continue to keep you informed of new developments. Please contact your Fraser Trebilcock attorney with any questions you may have about your obligations.


We have created a response team to the rapidly changing COVID-19 situation and the law and guidance that follows, so we will continue to post any new developments. You can view our COVID-19 Response Page and additional resources by following the link here. In the meantime, if you have any questions, please contact your Fraser Trebilcock attorney.


Elizabeth H. Latchana, Attorney Fraser TrebilcockElizabeth H. Latchana specializes in employee health and welfare benefits. Recognized for her outstanding legal work, in both 2019 and 2015, Beth was selected as “Lawyer of the Year” in Lansing for Employee Benefits (ERISA) Law by Best Lawyers, and in 2017 as one of the Top 30 “Women in the Law” by Michigan Lawyers Weekly. Contact her for more information on this reminder or other matters at 517.377.0826 or elatchana@fraserlawfirm.com.