Kollath launches new mobile app

Kollath CPA is one of the first local accounting firms to develop and launch a mobile app featuring tools and trackers used by business owners and individuals alike. The new Kollath CPA App is free of charge and is available for both Apple and Android devices. It includes several user-friendly tools such as: Income trackersCalculatorsReceipt managerGPS mileage trackerDirect access to third-party software such as Quickbooks, Dropbox and XeroAnd much more! The new app also allows for “push notifications” to users, reminding them of important information and sharing relevant news, such as IRS deadlines and tax-related checklists. "Kollath CPA is a proactive firm, and we are consistently looking for ways we can improve the services we offer,” said Mike Kollath, president of Kollath CPA. “With our new Kollath CPA App, we’re able to go beyond providing resources to our own clients and offer the same valuable tools and content to anyone who needs access to this information on the move.” The Kollath CPA App can be downloaded by searching “Kollath CPA” in the App Store or Google Play.   ​ 

Kollath to host Open House in collaboration with FCI Art show​

In collaboration with Food Concept's Art Show and Auction, Kollath CPA and Goldstein & Associates are teaming up to host an open house in the lobby of their Middleton office this Thursday, Oct. 6, from 4 – 6 p.m. This informal meet-and-greet will be an opportunity to network and mingle, enjoy light refreshments, and learn about the services that Kollath CPA and Goldstein & Associates provide before heading to the Art Show. This event is open to clients, friends, family and colleagues of Kollath CPA and Goldstein & Associates.​

National Payroll Week: Sept. 5-9​

National Payroll Week celebrates the hard work by America’s 150 million wage earners and the payroll professionals who pay them. Together, through the payroll withholding system, they contribute, collect, report and deposit approximately $2.2 trillion, or 67%, of the annual revenue of the U.S. Treasury. Facts about National Payroll Week:The American Payroll Association founded National Payroll Week in 1996.National Payroll Week coincides with the celebration of Labor Day. This special week celebrates the economic, cultural, and social achievements of workers and the significance of “an honest day’s work for an honest day’s pay.”National Payroll Weed is a national campaign to help America’s workers understand more about their paychecks, the payroll withholding system and other payroll-driven benefits.The National Payroll Week 2015 ad appeared in Times Square, The New York Times Magazine, USA Today, and Journal of Accountancy.During NPW, local APA chapters and members host presentations to school and civic groups, participate in community service initiatives, and use local media to pass along information to today’s workers and the workers of tomorrow. Learn more fast facts from National Payroll Week. Organic Payroll, a division of Kollath CPA, provides comprehensive outsourced payroll services to small- and mid-sized companies across the country. Processing is done in a secure online environment which allows clients and their employees 24/7 access to your important data. In addition, each client gets one-on-one personal attention from their dedicated payroll specialist.  ​

Handling Employees at the End of an FMLA Leave​

This article was originally published in the monthly Kollath CPA newsletter. Interested in learning more? Contact Us! The Family and Medical Leave Act (FMLA) entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave, over a one-year period. The leave may be for specified family and medical reasons, with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Up to 26 weeks leave is permitted to care for military service members under certain conditions. A key phrase is “job-protected.” But as the law is written and has been interpreted since its enactment in 1993, job protection is not absolute. For example, the law doesn’t cover “key employees” when it comes to reinstatement. Key employees are defined as those who are salaried, and among the highest paid 10% of all the employees who work within a 75-mile radius of the employee’s worksite. However, several strings are attached to that exemption. First, to deny “restoration” to a key employee, you must make a good-faith determination that reinstating the employee will cause “substantial and grievous economic injury” to your operations. Justification RequirementThere’s more. If you foresee possibly denying reinstatement to that key employee, you need to give him or her written notice. You also need to explain your rationale for your tentative decision in writing (by registered mail), or in person.If the leave has already begun when you issue this notice, the DOL requires that you “provide the employee a reasonable time in which to return to work, taking into account the circumstances, such as the length of the leave and the urgency of the need for the employee to return.” None of this means, however, that the key person isn’t still entitled to the full 12 weeks of health coverage during the leave period — unless the employee informs you before the end of that period that he or she doesn’t intend to return to work. Finally, at the end of the 12 weeks, the key person can still make a case for reinstatement, which you must evaluate before rendering a final decision about that individual’s employment. Exceptions for Regular EmployeesWhat about non-key employees?The FMLA does allow you to deny reinstatement to such an employee in certain circumstances, for example, if that action would result in substantial economic injury to the employer and the employee would have been laid off anyway. Another example is when the employee’s entire shift is being eliminated. In any case, it must be demonstrably clear that you aren’t simply denying reinstatement due to the employee’s need to take advantage of the FMLA.Here are some more exceptions when denial of job restoration may be permissible:The employee was originally hired only for a specific period of time, or only to work on a stand-alone project,The employee is no longer able to perform the essential functions of the job (although this determination could depend upon requirements of the Americans with Disabilities Act and state disability laws), orFraud is involved in the employee’s original request for FMLA leave.When the circumstances dictate that the employee will be reinstated after the leave period, it must, according to the DOL, be to an “equivalent position … that is virtually identical to the employee’s former position in terms of pay, benefits and working conditions. It must involve the same or substantially similar duties and responsibilities, which must entail substantially equivalent skill, effort, responsibility and authority.” Meaning of “Equivalent”To some extent, “equivalent” is in the eye of the beholder. In addition to the description above, the DOL says the reinstated employee’s job must also have similar “status” to the original job, and:The job must be in the same or a “geographically proximate” worksite,The employee is generally entitled to return to the same shift, or the same or an equivalent work schedule, andThe employee must have the same or an equivalent opportunity for bonuses, profit-sharing and other similar discretionary and non-discretionary payments. However, nothing prevents you from changing details such as the returning employee’s position, location or shift, if the changes better suit the current needs of that employee. Be aware, this determination is left to the employee, not the employer. Finally, the FMLA recognizes “inevitable small differences” between jobs that are deemed equivalent. “The requirement that an employee be restored to the same or equivalent job … does not extend to de minimus, intangible or immeasurable aspects of the job,” the DOL states. Under most circumstances employers are happy to see their employees return to work after an absence, so quibbling over the details of FMLA requirements is unnecessary. Nevertheless, the law is not one-sided, and it’s always good to know your rights as an employer for the occasional exception.​

Guidance for Nonprofits on new Overtime Laws

In May, the Department of Labor released a report that outlines how nonprofit organizations pay overtime under the Fair Labor Standards Act. When it go into effect on December 1, 2016, most employees earning less than $47,500 per year will be entitled to overtime pay, regardless of whether they are classified as executive, administrative, or professional workers. The final rule applies to employers in all sectors, but according to the National Council of Nonprofits, “… in an effort to address longstanding confusion about how the Fair Labor Standards Act (FLSA) and the overtime regulations apply to nonprofit employers and employees, the Department of Labor (DOL) also published a special overview and guidance for nonprofit organizations.” Key details from the new rule impact nonprofits in the areas of salary level thresholds, effective dates, automatic increase and other areas.  Click here to read more and contact us if you have questions about your organization and if the new regulations.


Brookfield, WI  

Phone: 414-751-6847

Fax: 866-486-4261


Sauk Prairie, WI  

Phone: 608-644-0206

Fax: 608-643-3467

Middleton, WI 

Phone: 608-824-3002

Fax: 866-486-4261