Larry, Could you give me information on SIMPLE retirement plans for my employees.
Inus
Inus, here is the information on SIMPLE plans that you requested.
“SIMPLE” retirement plans: This is the acronym for “savings incentive match plan for employees.” This type of plan is targeted at businesses with 100 or fewer employees, and is designed to offer greater income deferral opportunities than individual retirement accounts (IRAs), with fewer restrictions and administrative requirements than traditional 401 pension or profit-sharing plans.
Under a SIMPLE plan, any employee with compensation of at least $5,000 must be permitted to enter a “qualified salary reduction arrangement.” Under this arrangement, an employee can elect to have a percentage of compensation not in excess of $11,500 (in 2009) set aside in an IRA, instead of receiving it in cash. This maximum is indexed for inflation each year.
Amounts taken out of the employee's salary and contributed to a SIMPLE IRA are not taxed to the employee until withdrawn from the SIMPLE IRA. Early withdrawals may be subject to a 10% penalty (25%, if the withdrawal is made within the first two years).
Under a qualified salary reduction arrangement, the employer must make “matching” contributions to the SIMPLE IRA. That is, the employer must make contributions to an employee's SIMPLE IRA in the same amount as the employer contributed under the employee's salary reduction election, up to 3% of the employee's compensation. For example, if an employee with compensation of $50,000 elects to have 10% of his pay contributed to the plan ($5,000), the employer must contribute an additional $1,500 (3% of $50,000). For these purposes, an employee's compensation is the amount reported on his Form W-2, plus the amount of elective deferrals (e.g., the amount of the salary reduction contributed to the SIMPLE IRA). But the matching contribution for the year cannot exceed $11,500 in 2009. This amount is indexed for inflation each year.
If an employer wishes to contribute less than 3%, he can give employees proper notice and drop the contribution to as low as 1% of compensation, as long as this isn't done for more than two years out of the five-year period ending with the year of reduced contributions.
Alternatively, instead of making “matching” employee contributions, the employer can simply contribute a flat 2% of “compensation” (limited to $245,000 for 2009, and as adjusted for inflation in following years), for every employee eligible to participate in the plan, whether the employee elects to reduce his salary or not. Special notice must be given to employees if the employer wishes to take this approach.
SIMPLE plans have the advantages of simplified reporting requirements and the absence of the qualification rules prohibiting the plan from discriminating against lower-level employees. Some employers consider the matching contribution requirements a disadvantage. Additionally, to be eligible to adopt a SIMPLE plan, an employer must not contribute to, or accrue benefits under, any qualified retirement plan for services provided during the year (or in any year after the qualified salary reduction arrangement takes effect.
As I mentioned, this may by a good time to reassess the retirement planning approach for your business. Please call if you wish to discuss this topic further.
It is a pleasure serving you.
Larry Kopsa CPA
Monday, August 31, 2009
BENEFITS OF STAFF GATHERINGS
One of the most effective and inexpensive ways of building employee loyalty is to hold regular outings and get-togethers. By holding staff gatherings, you build loyalty and form bonds outside the workplace. Plus, you get a major tax break.
In just a couple of weeks, Kopsa Otte's staff and our families will be gathering for a picnic. We'll be enjoying each other's company while we eat, drink and play games in a local park that includes a sand volleyball court. Our staff gathers for a fun outing like this at least a couple of times every year.
You can hold a staff party at a restaurant or treat your entire staff and their families to a day at a local ball game or amusement park. Most places offer discount rates for groups.
When planning an event, here are four cues to keep the emphasis on fun:
Take it outside. Hold your outings away from the office, if possible. This creates a more relaxed atmosphere and lets staff members feel free to put work aside and just have a good time. They are more likely to bond if the focus is off the workplace.
Involve families. This lets everyone feel a part of the workplace community and opens the way for more personalized relationships. In addition, spouses and family members play a major role in employees' longevity with your company.
Make it enjoyable. Come up with a theme and hold a contest. For example, if you're going to a ballpark, the employee who can name the team's highest scoring player wins a baseball cap. Or if you're headed to the beach, a beach towel can be awarded to the family that comes up with the longest list of songs from Annette Funicello and Frankie Avalon movies.
Keep it regular. The more often you hold company-wide events, the more your staff members feel part of a community that works and plays together. Send out invitations at least a month before each outing and get everyone involved in a countdown.
By investing a little time and money in showing employees and their families a good time, you build loyalty that can help retain your staff.
Now, here's the tax bonus: As long as the get-together is open to everyone, the entire cost of the event is a deductible entertainment expense. Generally, you can write off only 50 percent of entertainment expenses. And with a company gathering, you don't have to talk about business to deduct the cost.
In just a couple of weeks, Kopsa Otte's staff and our families will be gathering for a picnic. We'll be enjoying each other's company while we eat, drink and play games in a local park that includes a sand volleyball court. Our staff gathers for a fun outing like this at least a couple of times every year.
You can hold a staff party at a restaurant or treat your entire staff and their families to a day at a local ball game or amusement park. Most places offer discount rates for groups.
When planning an event, here are four cues to keep the emphasis on fun:
Take it outside. Hold your outings away from the office, if possible. This creates a more relaxed atmosphere and lets staff members feel free to put work aside and just have a good time. They are more likely to bond if the focus is off the workplace.
Involve families. This lets everyone feel a part of the workplace community and opens the way for more personalized relationships. In addition, spouses and family members play a major role in employees' longevity with your company.
Make it enjoyable. Come up with a theme and hold a contest. For example, if you're going to a ballpark, the employee who can name the team's highest scoring player wins a baseball cap. Or if you're headed to the beach, a beach towel can be awarded to the family that comes up with the longest list of songs from Annette Funicello and Frankie Avalon movies.
Keep it regular. The more often you hold company-wide events, the more your staff members feel part of a community that works and plays together. Send out invitations at least a month before each outing and get everyone involved in a countdown.
By investing a little time and money in showing employees and their families a good time, you build loyalty that can help retain your staff.
Now, here's the tax bonus: As long as the get-together is open to everyone, the entire cost of the event is a deductible entertainment expense. Generally, you can write off only 50 percent of entertainment expenses. And with a company gathering, you don't have to talk about business to deduct the cost.
Friday, August 28, 2009
YOU THINK TAXES ARE HIGH NOW...YOU AIN'T SEEN NOTHIN YET!
The attached Wall Street Journal article gives us a good idea of what we are looking at to balance the budget. It ain’t pretty. Oh, and forget about “read my lips,” this does not just hit those with income greater than $250,000, it hits all of us. Taxes too high? Wall Street Journal.
FIRST-TIME HOMEBUYER CREDIT
I just closed escrow on the purchase of my first ever house in July 2009. Is my Realtor correct that I can file an amended 2008 tax return to claim the special credit for first time home buyers? Is he also correct that this credit is mine to keep forever and doesn’t need to be repaid? I had read somewhere that the credit was just an interest free loan that had to be repaid on future tax returns. It sounds too good to be true.
Owen
Owen, your Realtor is correct that you won’t have to wait until April 15, 2010 to receive this credit, which can be as much as $8,000. You have the option to claim the credit on your original or amended 2008 1040, as long as the purchase has been completed. This can get tricky if your modified Adjusted Gross Income is over $75,000 ($150,000 for married couples) because that places you into the dreaded “Evil Rich” category as defined by our imperial rulers in DC.
In regard to repaying the credit, there was a change in the original program from what we had in 2008. For homes purchased in 2008, the credit must be repaid in 15 annual installments, starting with the 2010 1040. If the home ceases to be the main residence before the 15 year repayment time is up, the remaining amount of the credit will be due in one lump sum on that year’s 1040.
For homes purchased between January 1, 2009 and December 1, 2009 (the current end of the credit qualification period), the credit does not have to ever be repaid if you use the home as your primary residence for at least three years. If you move out of the home, sell it or convert it to business or rental usage before the three year anniversary of your purchase, you will be required to repay the full amount of the credit in one lump sum on the tax return for the year in which the home ceased to be your principal residence.
As with any tax law, there are even more twists to this one; so be sure to work with a professional tax advisor.
Good luck. I hope this helps.
Larry Kopsa CPA
Owen
Owen, your Realtor is correct that you won’t have to wait until April 15, 2010 to receive this credit, which can be as much as $8,000. You have the option to claim the credit on your original or amended 2008 1040, as long as the purchase has been completed. This can get tricky if your modified Adjusted Gross Income is over $75,000 ($150,000 for married couples) because that places you into the dreaded “Evil Rich” category as defined by our imperial rulers in DC.
In regard to repaying the credit, there was a change in the original program from what we had in 2008. For homes purchased in 2008, the credit must be repaid in 15 annual installments, starting with the 2010 1040. If the home ceases to be the main residence before the 15 year repayment time is up, the remaining amount of the credit will be due in one lump sum on that year’s 1040.
For homes purchased between January 1, 2009 and December 1, 2009 (the current end of the credit qualification period), the credit does not have to ever be repaid if you use the home as your primary residence for at least three years. If you move out of the home, sell it or convert it to business or rental usage before the three year anniversary of your purchase, you will be required to repay the full amount of the credit in one lump sum on the tax return for the year in which the home ceased to be your principal residence.
As with any tax law, there are even more twists to this one; so be sure to work with a professional tax advisor.
Good luck. I hope this helps.
Larry Kopsa CPA
Thursday, August 27, 2009
Wednesday, August 26, 2009
I AM GETTING MARRIED, NOW WHAT?
I finally found the man of my dreams and we are getting married this month. Is there anything I need to do before for taxes?
Mona
Mona, congratulations. I wish you well. I remember a toast that I gave at a wedding when I was honored to be the best man. “A man marries a woman thinking she will never change, and a woman marries a man thinking that they can change them - and they are both wrong.” The toast did not work because four years later they were divorced. Speaking of divorce, consider talking to your lawyer about a pre nuptial agreement. Not a bad document to have just in case.
Enough of that… here are the tax things that you need to think about.
1. Notify the Social Security Administration to report any name change, so your name and SSN will match when you file your next tax return. Informing the SSA of a name change is quite simple. File a Form SS-5, Application for a Social Security card at your local SSA office. The form is available on SSA’s Web site at www.socialsecurity.gov, by calling 800-772-1213 or at local offices.
2. Notify the IRS If you have a new address. You should notify the IRS by sending Form 8822, Change of Address. You may download Form 8822 from the IRS website IRS.gov or order it by calling 800–TAX–FORM (800–829–3676).
3. You should also notify the U.S. Postal Service when you move so it can forward any IRS correspondence.
4. Notify Your Employer(s) to report any name and address changes to ensure receipt of your Form W-2, Wage and Tax Statement after the end of the year.
Also consider checking your withholding. If both you and your spouse work (I hope he does. If he is unemployed you might want to think about this), your combined income may place you in a higher tax bracket. There is an IRS Withholding Calculator at www.irs.gov that will help you and will even provide you with a new Form W-4, Employee's Withholding Allowance Certificate. You can print it out and give it to your employer so they can withhold the correct amount from your pay.
Best of luck and again congratulations.
Larry Kopsa CPA
Mona
Mona, congratulations. I wish you well. I remember a toast that I gave at a wedding when I was honored to be the best man. “A man marries a woman thinking she will never change, and a woman marries a man thinking that they can change them - and they are both wrong.” The toast did not work because four years later they were divorced. Speaking of divorce, consider talking to your lawyer about a pre nuptial agreement. Not a bad document to have just in case.
Enough of that… here are the tax things that you need to think about.
1. Notify the Social Security Administration to report any name change, so your name and SSN will match when you file your next tax return. Informing the SSA of a name change is quite simple. File a Form SS-5, Application for a Social Security card at your local SSA office. The form is available on SSA’s Web site at www.socialsecurity.gov, by calling 800-772-1213 or at local offices.
2. Notify the IRS If you have a new address. You should notify the IRS by sending Form 8822, Change of Address. You may download Form 8822 from the IRS website IRS.gov or order it by calling 800–TAX–FORM (800–829–3676).
3. You should also notify the U.S. Postal Service when you move so it can forward any IRS correspondence.
4. Notify Your Employer(s) to report any name and address changes to ensure receipt of your Form W-2, Wage and Tax Statement after the end of the year.
Also consider checking your withholding. If both you and your spouse work (I hope he does. If he is unemployed you might want to think about this), your combined income may place you in a higher tax bracket. There is an IRS Withholding Calculator at www.irs.gov that will help you and will even provide you with a new Form W-4, Employee's Withholding Allowance Certificate. You can print it out and give it to your employer so they can withhold the correct amount from your pay.
Best of luck and again congratulations.
Larry Kopsa CPA
Tuesday, August 25, 2009
GOVERNMENT TRUE-ISMS
A government which robs Peter to pay Paul can always depend on the support of Paul. -George Bernard Shaw
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