A Little Known Employment Tax Credit May Assist Multifamily Owners

person A.J. Johnson today 01/30/2022

Many owners and managers of affordable multifamily housing properties are finding it difficult to find qualified staff to work either at the properties or at the main office. This problem has been around for a long time but has been exacerbated by COVID-19. A new federal tax credit was created last year that provides a potential tool for employers looking for a way to find qualified staff.

The Work Opportunity Tax Credit (WOTC) is a little-known federal tax credit available to employers who invest in American job seekers who have consistently faced barriers to employment. Employers can both meet business needs and claim a tax credit by hiring an individual who is in a WOTC targeted group (which will be defined later).

Employers must apply for and receive a certification verifying that the new hire is a member of a targeted group before they can claim the tax credit. After the required certification is secured, taxable employers claim the WOTC as a general business credit against their income taxes, and tax-exempt employers claim the WOTC against their payroll taxes.

WOTC is authorized until December 31, 2025, and is part of the Consolidated Appropriations Act of 2021.

The program is administered jointly by the Department of Labor (DOL) and the IRS. DOL provides grant funding and policy guidance to the State Workforce Development Agencies (State Workforce Agencies) to administer the certification process, while the IRS administers all tax-related provisions and requirements.

Targeted Groups

WOTC targeted groups include:

  1. Qualified IV-A Recipients: These are individuals who are members of a family receiving assistance under a state plan approved under part A of title IV of the Social Security Act relating to Temporary Assistance for Needy Families (TANF). The assistance must be received for any nine-month period during the 18-month period ending on the hiring date;
  2. Qualified veterans: a "qualified veteran" is a veteran who is any of the following: (a) a member of a family receiving assistance under the Supplemental Nutrition Assistance Program (SNAP) for at least three months during the first 15 months of employment; (b) unemployed for a period totaling at least four weeks [whether or not consecutive] but less than six months in the one-year period ending on the hiring date; (c) unemployed for a period totaling at least six months [whether or not consecutive] in the one-year period ending on the hiring date; (d) a disabled veteran entitled to compensation for a service-connected disability hired not more than one year after being discharged or released from active duty in the U.S. Armed Forces; or (e) a disabled veteran entitled to compensation for a service-connected disability who is unemployed for a period totaling at least six months [whether or not consecutive] in the one-year period ending on the hiring date.
  • Qualified Ex-Felon: a "qualified ex-felon" is a person hired within a year of:
    • Being convicted of a felony, or
    • Being released from prison for the felony.
  • Designated Community Resident (DCR): A DCR is an individual who, on the date of hiring -
    • Is at least 18 years old but under 40;
    • Resides within one of the following:
      • An Empowerment Zone,
      • An Enterprise community, or
      • A Renewal Community
    • AND continues to reside at the locations after employment.
  • Vocational Rehabilitation Referral: A "vocational rehabilitation referral" is a person who has a physical or mental disability and has been referred to the employer while receiving or upon completion of rehabilitative services pursuant to:
    • A state plan approved under the Rehabilitation Act of 1973, or
    • An Employment Network Plan under the Ticket to Work Program, or
    • A program carried out under the Department of Veterans Affairs.
  • Summer Youth Employee: a "qualified summer youth employee" is one who:
    • Is at least 16 years old, but under 18 on the date of hire on on May 1, whichever is later, AND
    • Is only employed between May 1 and September 15 (was not employed prior to May 1), AND
    • Resides in an Empowerment Zone (EZ), enterprise community or renewal community.
  • Supplemental Nutrition Assistance Program (SNAP) Recipient: this is an individual who on the date of hire is:
    • At least 18 years old and under 40, AND
    • A member of a family that received SNAP benefits for:
      • The prior six months, OR
      • At least three of the previous five months.
  • Supplemental Security Income (SSI) Recipient: in order to qualify under this category, the person must have received SSI benefits within 60 days of the hire date.
  • Long-Term Family Assistance Recipient: this is a member of a family that meets one of the following conditions:
    • Received assistance under an IV-A program for a minimum of the prior 18 consecutive months; OR
    • Received assistance for 18 months beginning after August 5, 1997 and it has not been more than two years since the end of the earliest of such 18-month period, OR
    • Ceased to be eligible for such assistance because a Federal or State law limited the maximum time those payments could be made, and it has been not more than two years since the cessation of the benefits.
  • Qualified Long-Term Unemployment Recipient: this is a person who has been unemployed for not less than 27 consecutive weeks at the time of hiring and received unemployment compensation during some or all of the unemployment period.

It will be obvious to many affordable housing operators that a number of these categories of individuals already are found at properties and provide the potential for hiring residents and obtaining a substantial tax benefit for such hiring.

Benefits to Employers

The credit available ranges from $2,400 up to $9,600, depending on the targeted group and qualified wages paid to the new employee generally during the first year of employment. Generally, the credit is 40% of qualified first-year wages for individuals who work 400+ hours in their first year of employment (an average of just less than eight hours per week).

If a new hire meets the eligibility requirements for a  WOTC targeted group, employers will receive a certification (ETA Form 9063) from your state workforce agency.

How Can Employers Find Job Candidates in WOTC Targeted Groups?

The American Job Centers (AJCs) and partnering agencies and programs can help employers connect with skilled job seekers who may be in a targeted group for the WOTC. AJCs can assist employers in recruiting talent, hosting job fairs, conducting skills assessments, and providing support to workers transitioning to new jobs.

A state workforce agency (SWA) can determine whether a job seeker may be in a WOTC targeted group and note this determination with a Conditional Certification, ETA Form 9062. The SWA then gives that pre-certification to the job-ready applicant to use during their job search. The Conditional Certification serves as an official record of WOTC pre-certification by:

  • Alerting prospective employers to the availability of the tax credit if the individual is hired, and
  • Providing a means for employers to request a WOTC certification for the job applicant/new hire.

Many owners and managers of affordable multifamily housing properties are finding it difficult to find qualified staff to work either at the properties or at a main office. This problem has been around for a long time but has been exacerbated by COVID-19. A new federal tax credit was created last year that provides a potential tool for employers looking for a way to find qualified staff.

The Work Opportunity Tax Credit (WOTC) is a little-known federal tax credit available to employers who invest in American job seekers who have consistently faced barriers to employment. Employers can both meet business needs and claim a tax credit by hiring an individual who is in a WOTC targeted group (which will be defined later).

Employers must apply for and receive a certification verifying that the new hire is a member of a targeted group before they can claim the tax credit. After the required certification is secured, taxable employers claim the WOTC as a general business credit against their income taxes, and tax-exempt employers claim the WOTC against their payroll taxes.

WOTC is authorized until December 31, 2025 and is part of the Consolidated Appropriations Act of 2021.

The program is administered jointly by the Department of Labor (DOL) and the IRS. DOL provides grant funding and policy guidance to the State Workforce Development Agencies (State Workforce Agencies) to administer the certification process, while the IRS administers all tax-related provisions and requirements.

Targeted Groups

WOTC targeted groups include:

  1. Qualified IV-A Recipients: These are individuals who are members of a family receiving assistance under a state plan approved under part A of title IV of the Social Security Act relating to Temporary Assistance for Needy Families (TANF). The assistance must be received for any nine-month period during the 18-month period ending on the hiring date;
  2. Qualified veterans: a "qualified veteran" is a veteran who is any of the following: (a) a member of a family receiving assistance under the Supplemental Nutrition Assistance Program (SNAP) for at least three months during the first 15 months of employment; (b) unemployed for a period totaling at least four weeks [whether or not consecutive] but less than six months in the one-year period ending on the hiring date; (c) unemployed for a period totaling at least six months [whether or not consecutive] in the one-year period ending on the hiring date; (d) a disabled veteran entitled to compensation for a service-connected disability hired not more than one year after being discharged or released from active duty in the U.S. Armed Forces; or (e) a disabled veteran entitled to compensation for a service-connected disability who is unemployed for a period totaling at least six months [whether or not consecutive] in the one-year period ending on the hiring date.
  • Qualified Ex-Felon: a "qualified ex-felon" is a person hired within a year of:
    • Being convicted of a felony, or
    • Being released from prison for the felony.
  • Designated Community Resident (DCR): A DCR is an individual who, on the date of hiring -
    • Is at least 18 years old but under 40;
    • Resides within one of the following:
      • An Empowerment Zone,
      • An Enterprise community, or
      • A Renewal Community
    • AND continues to reside at the locations after employment.
  • Vocational Rehabilitation Referral: A "vocational rehabilitation referral" is a person who has a physical or mental disability and has been referred to the employer while receiving or upon completion of rehabilitative services pursuant to:
    • A state plan approved under the Rehabilitation Act of 1973, or
    • An Employment Network Plan under the Ticket to Work Program, or
    • A program carried out under the Department of Veterans Affairs.
  • Summer Youth Employee: a "qualified summer youth employee" is one who:
    • Is at least 16 years old, but under 18 on the date of hire on on May 1, whichever is later, AND
    • Is only employed between May 1 and September 15 (was not employed prior to May 1), AND
    • Resides in an Empowerment Zone (EZ), enterprise community or renewal community.
  • Supplemental Nutrition Assistance Program (SNAP) Recipient: this is an individual who on the date of hire is:
    • At least 18 years old and under 40, AND
    • A member of a family that received SNAP benefits for:
      • The prior six months, OR
      • At least three of the previous five months.
  • Supplemental Security Income (SSI) Recipient: in order to qualify under this category, the person must have received SSI benefits within 60 days of the hire date.
  • Long-Term Family Assistance Recipient: this is a member of a family that meets one of the following conditions:
    • Received assistance under an IV-A program for a minimum of the prior 18 consecutive months; OR
    • Received assistance for 18 months beginning after August 5, 1997 and it has not been more than two years since the end of the earliest of such 18-month period, OR
    • Ceased to be eligible for such assistance because a Federal or State law limited the maximum time those payments could be made, and it has been not more than two years since the cessation of the benefits.
  1. Qualified Long-Term Unemployment Recipient: this is a person who has been unemployed for not less than 27 consecutive weeks at the time of hiring and received unemployment compensation during some or all of the unemployment period.

It will be obvious to many affordable housing operators that a number of these categories already are found at properties and provide the potential for hiring residents and obtaining a substantial tax benefit for such hiring.

Benefits to Employers

The credit available ranges from $2,400 up to $9,600, depending on the targeted group and qualified wages paid to the new employee generally during the first year of employment. Generally, the credit is 40% of qualified first-year wages for individuals who work 400+ hours in their first year of employment (an average of just less than eight hours per week).

If a new hire meets the eligibility requirements for a  WOTC targeted group, employers will receive a certification (ETA Form 9063) from your state workforce agency.

How Can Employers Find Job Candidates in WOTC Targeted Groups?

The American Job Centers (AJCs) and partnering agencies and programs can help employers connect with skilled job seekers who may be in a targeted group for the WOTC. AJCs can assist employers in recruiting talent, hosting job fairs, conducting skills assessment, and providing support to workers transitioning to new jobs.

A state workforce agency (SWA) can determine whether a job seeker may be in a WOTC targeted group, and note this determination with a Conditional Certification, ETA Form 9062. The SWA then gives that pre-certification to the job-ready applicant to use during their job search. The Conditional Certification serves as an official record of WOTC pre-certification by:

  • Alerting prospective employers to the availability of the tax credit if the individual is hired, and
  • Providing a means for employers to request a WOTC certification for the job applicant/new hire.

How Can Employers Get Started with WOTC?

Employers who are interested in this tax credit should visit the DOL WOTC website at www.dol.gov/agencies/eta/wotc.

A list of SWAs is available at www.dol.gov/agencies/eta/wotc/contact/state-workforce-agencies.

Employers who are interested in this tax credit should visit the DOL WOTC website at www.dol.gov/agencies/eta/wotc.

A list of SWAs is available at www.dol.gov/agencies/eta/wotc/contact/state-workforce-agencies.

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Village of Stratton (2002) case, highlighting how requirements to obtain permits before engaging in door-to-door advocacy fundamentally conflicts with our conception of a free society. This case built upon decades of precedent established in cases like Lovell v. City of Griffin (1938), Schneider v. State(1939), and Cantwell v. Connecticut (1940), where the Court consistently struck down ordinances requiring permits for door-to-door solicitations, particularly those involving religious expression. Private Property Considerations The application of these constitutional principles becomes more nuanced in the context of private property, such as apartment communities. While public spaces must generally respect constitutional freedoms of expression, private property owners maintain certain rights to control access and activities on their premises. Key factors affecting an apartment community s ability to restrict canvassing include: 1. 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Multifamily Housing Projects Subject to Section 504 of the Rehabilitation Act of 1973

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Only those properties that receive federal financial assistance whether directly from a federal agency or indirectly through a state or local government are subject to its requirements. The following types of multifamily housing projects are covered: 1. HUD-Assisted Multifamily Housing Multifamily projects that receive funding through programs administered by the U.S. Department of Housing and Urban Development (HUD) are unequivocally subject to Section 504. This includes: Project-Based Section 8 Housing Assistance Payments Section 202 Supportive Housing for the Elderly Section 811 Supportive Housing for Persons with Disabilities HOME Investment Partnerships Program (HOME) Community Development Block Grant Program (CDBG) Housing Opportunities for Persons With AIDS (HOPWA) Projects under these programs must comply with both physical accessibility standards and operational nondiscrimination requirements. 2. Mortgage Insurance Programs Section 504 applies to programs and activities that receive federal financial assistance, including housing programs administered by the Department of Housing and Urban Development (HUD). FHA-insured multifamily properties fall under this category because the Federal Housing Administration provides federal financial assistance through mortgage insurance. FHA insured programs subject to Section 504 include: Section 207 Rental Housing Insurance Section 213 Cooperative Housing Insurance Section 220 Rehabilitation and Neighborhood Conservation Housing Section 221(d)(3) and (d)(4) Mortgage Insurance for Rental and Cooperative Housing Section 231 Housing for Elderly Persons Section 232 Mortgage Insurance for Nursing Homes, Intermediate Care Facilities, and Board and Care Homes Section 234 Mortgage Insurance for Condominiums Section 236 Rental Housing 3. USDA Rural Development (RD) Properties Multifamily properties financed through the U.S. Department of Agriculture's Rural Development programs such as the Section 515 Rural Rental Housing Program also fall within the scope of Section 504. These properties must meet physical accessibility standards, ensure non-discriminatory policies and practices, and provide reasonable accommodations to applicants and residents with disabilities. 4. Low-Income Housing Tax Credit (LIHTC) Projects (Under Specific Conditions) The LIHTC program itself does not constitute federal financial assistance under Section 504. However, when LIHTC developments are combined with other sources of federal funding (such as HOME or CDBG), the portion of the property funded with such assistance or potentially the entire development becomes subject to Section 504 requirements. 5. 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The PHA may use funds (if available and if policy allows) to pay for modifications as a reasonable accommodation. Other sources, such as state or local programs, nonprofits, or disability advocacy organizations, may also assist with funding. So, unless the PHA steps in or there s an alternative funding source, the cost of a reasonable modification typically falls on the tenant but the landlord cannot legally prohibit the modification if it is reasonable and necessary for the tenant s disability. 6. State and Local Government-Funded Projects Using Federal Pass-Through Funds Any multifamily housing project funded through state or local entities utilizing federal grant programs must comply with Section 504. This includes housing initiatives financed through state housing finance agencies or municipal governments administering federal housing resources. 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Conclusion Compliance with Section 504 of the Rehabilitation Act is not optional for multifamily housing providers receiving federal financial assistance. It is a legal obligation and a moral imperative that helps ensure equal access to housing opportunities for individuals with disabilities. Owners, developers, and managers of covered properties must proactively meet physical and programmatic requirements.

Understanding Tariffs and Their Impact on Construction Costs

What Are Tariffs? A tariff is simply a tax imposed on imported goods. When products like building materials enter U.S. ports, paying the applicable tariff is a standard part of the customs process. Historical Context Tariffs have deep roots in American history. From the colonial era through the early 1900s, they served as the federal government s primary revenue source. They were relatively straightforward to enforce even before modern technology, as customs officers could inspect incoming shipments at ports and collect the appropriate fees. The federal government s limited taxing authority under the Constitution meant that a modern income tax was not legally permissible until the 16th Amendment was enacted in 1913. The Decline of Tariffs Despite their historical importance, tariffs have several inherent problems that led to their declining use over the past century: They disadvantaged U.S. agricultural interests and exporters as other countries implemented retaliatory trade barriers. The tax burden fell disproportionately on lower-income individuals who spend more of their income on basic necessities. They couldn t generate sufficient revenue to fund modern government operations. When the global economy faltered in 1930, many nations, including the U.S., implemented protective tariffs with the Smoot-Hawley Act. Most economists view this wave of protectionism as a contributing factor to the severity of the Great Depression. Learning from this experience, the U.S. and other advanced economies gradually reduced trade barriers during the postwar period to foster economic cooperation and peace. Current Tariff Landscape Even during periods of free trade enthusiasm, tariffs never disappeared entirely. They remained relatively low in recent years, dropping to 1.5% in 2017 after decades of bipartisan efforts to establish global trade agreements. The Trump administration increased rates to approximately 3% during his previous term, which President Biden largely maintained. According to the Yale Budget Lab, the Trump administration s announced policies would raise the average tariff to 22.5% higher than during the Smoot-Hawley era and roughly equivalent to 1909 levels. Implementation Authority The scale of newly announced tariffs is significantly larger than previous ones. They affect nearly all goods from every country worldwide and invoke emergency authority not previously used for this purpose. Tariffs Impact on Construction Costs Tariffs increase construction costs through several key mechanisms: Direct price increases on imported construction materials like steel, aluminum, lumber, and other building products. These higher costs are typically passed along to developers and ultimately to end consumers. The specific impact depends on several factors: Which materials are targeted The tariff rate percentages Availability of domestic alternatives Proportion of imported versus domestic materials used The recent tariffs on imports from China (20%), Mexico, and Canada (25%) have significant implications for construction. According to the National Association of Home Builders, these tariffs could increase builder costs by approximately $7,500 to $10,000 per home for residential construction. This impact is substantial because approximately 7% of all goods used in new residential construction are imported. Critical materials like softwood lumber come predominantly from Canada (72% of imports), while gypsum for drywall is mainly sourced from Mexico (74% of imports). Multifamily Construction Impact For multifamily construction specifically, with 46% of materials sourced from these countries and 35-50% of project costs tied to finished materials, tariffs could increase material costs by 7.5%, potentially raising total construction budgets by 3-4%. Broader Effects Beyond core construction materials, reciprocal tariffs may also influence other building-related imports, such as carpeting, electrical outlets, security equipment, furniture, and tools. Projects that have already been awarded but are not yet started are likely to experience the most significant impact. Industry forecasts suggest the construction industry will feel the brunt of tariff policy changes in late 2025 and early 2026. Meanwhile, due to tariff-related inflation concerns, the Federal Reserve is expected to maintain stable interest rates through most of 2025. Recent Developments Homebuilders have been relieved, as Canada and Mexico were exempted from the latest round of tariffs, protecting key lumber and drywall component imports. Additionally, a carveout exists for lumber and copper imports. These tariff developments are challenging the U.S. housing market, which is already struggling with supply constraints and affordability issues. Developers with affordable multifamily housing projects in the pipeline or underway but for which materials have not yet been purchased should prepare for these possible increases. Developers facing this uncertainty should take a proactive, strategic approach. Here are some of the steps they should consider: 1. Lock in Pricing Where Possible Negotiate Early Procurement Contracts: Secure pricing and delivery timelines now for materials that may be subject to tariffs. Bulk Purchasing: If financially feasible and storage is available, purchase critical materials before the tariff is implemented. 2. Revisit and Update Budgets Include Contingency Allowances: Adjust budgets to account for a potential spike in material costs (e.g., steel, aluminum, electrical components). Run Revised Pro Formas: Model project feasibility under different tariff scenarios to understand the margin of financial risk. 3. Communicate with Key Stakeholders Inform Lenders and Syndicators: Ensure your financial partners know potential cost escalations and any resulting impact on project viability or timelines. Coordinate with HFAs and Local Agencies: If the deal includes LIHTCs or public funding, discuss possible adjustments or relief options (e.g., basis boosts, revised gap financing). 4. Evaluate Alternative Materials and Suppliers Source Domestic Alternatives: Tariffs often target imported materials. Switching to local or tariff-exempt sources could mitigate cost hikes. Value Engineering: Reassess design specs to identify non-critical elements where substitutions could reduce costs. 5. Monitor Policy and Industry Updates Stay Informed: Watch for updates on tariff decisions and industry responses through trade associations (e.g., NAHB, NMHC). Engage in Advocacy: Support efforts to exempt affordable housing materials from tariffs or seek policy carve-outs. 6. Build Schedule Flexibility Buffer Time for Delays: Tariffs often disrupt supply chains, so build in extra time for procurement and delivery to avoid construction slowdowns. 7. Document Impacts Track Cost Changes: Keep records showing cost increases due to tariffs this can be useful when requesting additional funding or extensions from oversight bodies. Being proactive can help developers manage risk rather than be blindsided by rising costs. In this environment, a smart developer remains nimble, communicates clearly, and plans for the worst while hoping for the best.

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