Moving a primary household from Seoul to Edgewater requires more than a residential address. A considered transition aligns staff work eligibility, household payroll, live-in arrangements, and building-specific vendor access before daily life begins.
Making Edgewater a primary home after Seoul is as much an operational decision as a residential one. The objective is continuity: familiar routines, clearly assigned responsibilities, and a residence that runs without the owner supervising every delivery or payroll question.
For a buyer considering Aria Reserve Miami, start by mapping a normal week before finalizing the household structure. Identify who prepares meals, manages wardrobes, coordinates maintenance, and receives deliveries. Then separate work requiring a household employee from tasks that could be commissioned from independent businesses or arranged through building services.
Treat this as a residence-operations plan, not proof of Florida domicile, homestead eligibility, or U.S.-Korean tax residence. Those questions require separate advice. A well-run home and a legally established primary residence are related ambitions, not interchangeable conclusions.
A trusted employee’s history with the family does not replace U.S. onboarding. Before relocating staff begin work in Miami, verify their eligibility to work in the United States, and arrange completion of Form I-9 where required. Do not build the arrival schedule around an assumed immigration pathway.
Review obligations connected with the Seoul employment relationship separately. Have appropriate advisers assess any severance, accrued leave, tax-clearance, or transfer questions rather than assuming the existing arrangement can continue unchanged. Keep that review distinct from the U.S. employment setup.
For each proposed Miami role, prepare a written description covering duties, reporting lines, working hours, compensation, and whether accommodation is contemplated. These planning recommendations do not substitute for legal review. They give the family and employee a shared understanding before travel, hiring, or payroll commitments are made.
A household worker is generally an employee when the family controls both what work is performed and how it is done. Calling someone a contractor or paying against an invoice does not determine classification. Review the actual relationship before choosing the payment method.
Household employers need an Employer Identification Number for household-employment tax reporting. Set up payroll around the employing household, the agreed wage, actual hours, and the allocation of tax payments.
For 2026, paying an individual household employee $3,000 or more in cash wages generally triggers Social Security and Medicare taxes, subject to specified exceptions. The usual contribution is 7.65% each for employer and employee. A household may choose to pay the employee’s share rather than deduct it. Clarify whether compensation discussions concern gross wages or the amount the employee expects to receive.
Federal income-tax withholding is generally optional for household wages, although employer and employee may agree to it. Household-employment taxes are generally reported on Schedule H with the employer’s individual income-tax return, with alternatives for certain business-employer arrangements. Provide Form W-2 when applicable employment-tax or federal withholding conditions are met.
Federal unemployment tax generally applies when total cash wages paid to household employees reach $1,000 in any calendar quarter of the current or preceding calendar year. It is an employer expense, not a deduction from staff wages, and generally applies to the first $7,000 of annual wages for each employee.
Florida reemployment-tax treatment warrants a separate review. Private-home domestic service includes roles such as cooks, chauffeurs, caretakers, and butlers. Eligible domestic employers seeking annual filing must submit Form RT-7A by December 1 for the following calendar year. Do not assume annual filing is automatic.
Florida’s $15 hourly minimum wage takes effect September 30, 2026. Payroll must apply the rate effective when work occurs. Even when agreed compensation is substantially higher, maintain a calendar of wage changes, filing responsibilities, and year-end employee documentation.
Covered, nonexempt domestic employees generally earn overtime at 1.5 times their regular rate after 40 hours in a workweek. Qualifying live-in domestic workers employed directly by an individual, family, or household may be exempt from federal overtime, but remain entitled to federal minimum wage for hours worked. Accommodation alone does not establish an exemption.
Document agreed sleep, meal, and off-duty exclusions, and keep records reflecting actual hours worked. When a residence becomes the family’s full-time base, expectations about evening requests and interruptions to agreed time off should be explicit.
Review insurance separately. Florida’s workers’ compensation statute excludes domestic servants in private homes from its definition of covered employment. Different duties or business-employment arrangements warrant separate assessment. Ask an insurance adviser to evaluate the actual role and appropriate protection rather than applying a generic employee-count threshold.
Building services can inform staffing decisions, but should not be treated as an unlimited extension of the household team. Advertised services at EDITION Edgewater include move-in coordination, 24-hour security, valet parking, and 24-hour butler/doorman/porter services, along with pet-care and kennel information and reservations.
Confirm current availability, charges, and operating status before relying on any service. These advertised offerings do not establish equivalent services at other Edgewater buildings. Nor should pet-care information and reservations be read as a promise of hands-on daily care.
Create a responsibility chart separating building services, directly employed staff, and external vendors. Assign one person to resolve overlaps, particularly when a request begins with the concierge but requires owner authorization or a private employee’s involvement.
For a household evaluating Villa Miami, vendor access belongs in residence due diligence, not a last-minute conversation with a delivery driver. Ask the building to confirm its applicable procedures before scheduling installation, maintenance, or recurring service visits.
Request clarification on insurance requirements, contractor registration, loading access, elevator reservations, delivery hours, and any preferred-vendor arrangements. These are questions to confirm with the actual property, not presumed rules or verified requirements for the named residence.
As an internal control, maintain a vendor file with the agreed scope, contact details, pricing approval, access arrangements, and the household contact responsible for accepting completed work. Keep authority to enter the residence distinct from authority to approve additional spending.
Before arrival, assemble a concise household manual covering staff schedules, payroll contacts, vendor appointments, building communications, and unresolved decisions. Include the routines the family wants to preserve from Seoul without assuming the same staffing pattern must be recreated.
After the first payroll cycle and initial vendor visits, review actual hours, access issues, and duplicated responsibilities. Adjust the operating plan to how the household actually lives. The most discreet form of luxury is not an oversized service structure, but a clear one that works reliably.
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Begin a quiet conversationContinuing employment with the same family does not replace U.S. onboarding. Verify work eligibility before work begins and arrange completion of Form I-9 where required.
A worker is generally an employee when the family controls both the work performed and how it is done. A contractor label does not determine classification.
Yes, household employers need an Employer Identification Number for household-employment tax reporting.
Paying an individual household employee $3,000 or more in cash wages generally triggers these taxes, subject to specified exceptions. The usual employer and employee contributions are 7.65% each.
Federal income-tax withholding is generally optional, but the employer and employee may agree to it. This is separate from applicable Social Security and Medicare obligations.
It generally applies when total household cash wages reach $1,000 in any calendar quarter of the current or preceding year. The employer pays it, generally on the first $7,000 of annual wages per employee.
No, qualifying live-in employees directly employed by a household may be exempt from federal overtime, but accommodation alone does not establish an exemption. They remain entitled to federal minimum wage for hours worked.
It takes effect September 30, 2026. Payroll must use the wage rate effective when the work occurs.
Confirm applicable insurance requirements, contractor registration, loading access, elevator reservations, delivery hours, and preferred-vendor arrangements with the actual building. Do not assume uniform rules across Edgewater properties.
Household operations do not by themselves establish Florida domicile, homestead eligibility, or U.S.–Korean tax residence. Those questions require separate advice.
