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Written by: Heather Graham, CPA, CVA

It may surprise many of you that if your bill at the restaurant includes an automatic gratuity of 18% that the automatic gratuity is no longer considered a tip by the IRS and has many different tax consequences for the business and the employee providing the service.  These automatic gratuities are now classified as a service charge.

In order for a payment to be considered a tip the following factors need to be addressed:

  1. The payment is made free of compulsion
  2. The customer must have the unrestricted right to determine the amount
  3. The payment should not be the subject of negotiation or dictated by employer policy
  4. And generally, the customer has the right to determine who receives the payment.

The “Service Charges” are considered regular “wages”, not tips.  These wages are not eligible for the tip credit and must be reported differently on payroll tax returns and W-2s.

Starting in 2013, the penalties that can be imposed by the IRS for not reporting these “service charges” correctly are quite severe.

Call us today if you have any questions!


Remember, you can deduct the IRS’ standard mileage rate instead of claiming actual expenses when using your car for business, medical, moving or charitable purposes.The IRS standard mileage rate for business, medical, or moving deduction purposes is going up a penny in 2013.  The new rates are:

  • For business driving: 56.65 cents per mile
  • For medical and moving expenses: 24 cents per mile
  • For driving as a charitable volunteer: 14 cents per mile.  This rate is fixed by statue and is not subject to annual changes by the IRS.

 

Employees who use their
vehicles for work and who are reimbursed under an “accountable” plan in 2013

will not be taxes on reimbursements up to the 56.5 cents per mile business mile standard rate.

JK Lasser’s Monthly Tax Letter, December 2012

 


Written by: Annette Clark, CPA

Now that Christmas celebrations are over you should start to keep your eye out for incoming mail related to your taxes. Individual tax organizers have started to go out. You should receive yours shortly if we prepared your 2011 taxes.  Use this as a guide as to what you need to collect and provide to your tax professional.  It is a whole lot easier to keep all those “tax information enclosed” envelopes than it is to request a second copy.  If you are unsure, keep it.  If you have a business, complete the tallying of your figures and get 2013 ledgers ready.  If you need a 2013 business log/vehicle mileage book stop in or give us a call.  Let start 2013 out organized.


For those of you that use our Client Portal Service, there is an app for that! Simply go to our homepage on your mobile device and scroll to the Client Portal section towards the bottom of the screen. Choose your device and it will take you to the download location. This app is free and very user friendly!


Written by: Gene Smith

The Affordable Care Act has many layers of implications, rules and reporting requirements for the employer. If your business has an employer sponsored group health plan, there are W-2 reporting requirements you need to be familiar with.

Generally speaking, the cost of an employee’s health care benefits has to be reported in box 12 of Form W-2 with code DD to identify the amount. While employers with fewer than 250 W-2’s are not required to report this until 2013, we would suggest you consider doing it this year so that you have systems in place to be compliant for 2013.

The IRS has a website that addresses frequently asked questions that we have provided with this article. If you have any questions about what your business needs to do, please contact our office and one of our professionals will be able to assist you.

http://www.irs.gov/uac/Employer-Provided-Health-Coverage-Informational-Reporting-Requirements:-Questions-and-Answers


Changes Made to Tobacco Products Provisions

Public Act 188 of 2012, effective June 20, 2012, makes changes to provisions of the Michigan tobacco products tax. The tobacco products tax is a tax imposed on the consumer of tobacco products at the time of purchase.

The definition of “manufacturer” has been amended to include a person who operates or who permits any other person to operate a cigarette-making machine in Michigan for the purpose of producing, filling, rolling, dispensing, or otherwise generating cigarettes. A person who is a manufacturer constitutes a nonparticipating manufacturer in the master settlement agreement. A person operating or otherwise using a machine or other mechanical device, other than a cigarette-making machine, to produce, fill, roll, dispense, or otherwise generate cigarettes is not considered a manufacturer so long as the cigarettes are produced or otherwise generated in that person’s dwelling and for his or her self-consumption.

A “cigarette making machine” is any machine or other mechanical device that meets all of the following criteria:

  • it is capable of being loaded with loose tobacco, cigarette tubes or papers, and any other components related to the production of cigarettes, including filters;
  • it is designed to automatically or mechanically produce, roll, fill, dispense, or otherwise generate cigarettes;
  • it is commercial-grade or otherwise designed or suitable for commercial use; and
  • it is designed to be powered or otherwise operated by a main or primary power source other than human power.

The legislation also does the following:

  • it requires the Department of Treasury to issue a request for proposal to acquire and use digital stamps that contain a unique non-repeating code that can be read by a device that identifies the taxed product and also contains other security and enforcement features as determined by the department;
  • it allows stamping agents to retain 0.5% of the tax due on cigarettes as compensation for equipment and technology upgrades that are necessitated by digital stamps;
  • it allows stamping agents to retain from monthly remittances, for 18 months, 5.55% of direct costs incurred for the initial purchase of eligible equipment;
  • it allows licensees to retain an amount equal to 1.5% of the total amount of the tax due on sales of untaxed cigarettes to Indian tribes; and
  • it requires the Michigan Department of State Police to initiate inquiries or otherwise obtain data from the Treasury Department in order to support its enforcement activities.
  • “Eligible equipment” means a cigarette tax stamping machine that meets all of the following conditions:
  • it was purchased by a stamping agent who was licensed as a stamping agent as of December 31, 2011;
  • it enables the stamping agent to affix digital stamps to individual packs of cigarettes as required by law;
  • it was purchased for the primary purpose of permitting the stamping agent to affix digital stamps to individual packs of cigarettes to be sold in Michigan after the implementation of the use of digital stamps.

http://www.edkisscorni.com/blog/view/648


Provided by: Heather Graham, CPA, CVA

Do you have busy clients who are the sole shareholders of their businesses?  Sometimes business owners limit their organization’s growth by limiting the size of the “talent pool.”  Shareholders who begin to realize this might need to look no further than the ranks of their employees.  Properly  motivated employees can bring new energy and ideas to the table.  Issuing voting and non-voting shares of stock to key employees can be a good way to share the rewards of success.  however, proper analysis, planning and valuation of the stock are necessary before implementing such a plan.

 


Written by: Annette Clark, CPA

Are you prepared?

 What plans do you have if your computer or network was to be taken out by a power surge or a storm? Do you have a backup of your data and programs? How long would it take you to get your business running? How long to get to where you were before the crash?

Backup specifics and procedures vary according to the needs of a company. After you develop your procedures, it is important to test, document and verify them.  Periodically reviewing your backup and restore process is a key part of ensuring data security.

Delegation of Tasks

It is critical that reliable personnel perform your backup and restore operations. Consider the following questions when deciding how to delegate these tasks:

  • Who makes the policy that determines what files and computers are backed up, and how is the policy made known?
  • Who is responsible for performing backups?
  • If backups occur automatically, who handles interruptions such as error messages?
  • Who does the backup when the assigned backup operator is unavailable?
  • To whom is the success or failure of a backup reported? Who notifies the users if a backup fails?

Policy Considerations

Developing a backup-and-restore process and deciding what to back up requires that you either set or comply with company policy. Keep the following issues in mind when determining your backup plans:

  • What is the policy for backup, and how is your plan in compliance?
  • Are all modified files to be backed up, or does company policy specify only critical files or the files of certain users, groups, departments, or divisions?
  • Are any disks or volumes on the computer not to be backed up?
  • Are users responsible for backing up their own client systems or files stored locally?
  • Is there a charge-back system for the amount of storage used?

Testing Backup-and-Restore Procedures

Complete verification of the entire backup-and-restore process is critical. Develop backup-and-restore strategies with appropriate resources and personnel, and then test them. Testing backup strategies also demonstrates how much time is required to restore data. A good plan ensures fast recovery of lost data.


Written by Scot Smith, CPA

On June 28, 2012 the Supreme Court largely upheld the Affordable Care Act. Individuals should prepare for the following provisions that become effective in 2013:

(1) employer-provided health Flexible Spending Arrangements (FSAs) will be limited to $2,500 per year,

(2) the hospital insurance portion of the FICA tax will be increased from 1.45% to 2.35% for wages over $200,000 ($250,000 if MFJ; $125,000 if MFS),

(3) medical expenses will be deductible as itemized deductions only to the extent they exceed 10% of Adjusted Gross Income (the current 7.5% threshold will still apply to taxpayers who turn 65 before the end of the tax year),

(4) taxpayers with modified Adjusted Gross Income over $200,000 ($250,000 if MFJ; $125,000 if MFS) will be subject to a 3.8% surtax on net investment income (interest, dividends, rents, royalties, capital gains), and

(5) employers who provide qualified prescription drug coverage for Medicare Part D eligible retirees, which is subsidized by the Department of Health and Human Services, will have to reduce their deduction for the coverage by the amount of the excludable subsidy.


Written by: Tina Powell, CPA

As a shareholder of an S Corporation, you may think that you can just take the money you need as dividends.  That is somewhat true, but like all tax laws, there is a gray fuzzy line that shouldn’t be crossed.

The advantage of an S corporation over an LLC or sole proprietorship is that a shareholder’s share of the company’s net income is not considered self-employment earnings and therefore is not subject to payroll taxes or self-employment tax.  However, if a shareholder provides services to the S Corporation, they must receive an adequate or reasonable amount of compensation. The compensation is deductible, but is subject to Social Security Tax, Medicare Tax and Federal and State Unemployment Taxes.  So in an effort to minimize these taxes, owners tend to minimize compensation.  The IRS has been pursuing and winning cases of perceived abuse of inadequate compensation in favor of dividend distributions to shareholder-employees, so it is important to ensure that you can substantiate “reasonable compensation.”

The IRS looks at many factors in determining reasonable compensation including the following: 

  • Training and Experience                                               
  • Duties and Responsibilities
  • Dividend History                                              
  • Time and Effort Devoted to the Business
  • Timing of Bonuses                                          
  • Payments to Non-Shareholder Employees
  • Comparable Compensation Similar         
  • Use of a Formula to Determine Compensation
  • Businesses Pay for Similar Services         
  • Compensation Agreements

The key to defending your claim to reasonable compensation is to document all research to support the amount of compensation.  The IRS has the authority to reclassify dividends, distributions or payments to the shareholder-employee, including loan repayments, as compensation if it deems compensation is inadequate or unreasonable.  The courts have held that reasonable compensation is one of fact, determined on a case-by-case basis.  So if you have your support or documentation, you are in a better position to avoid reclassification.

The S corporation entity form provides planning opportunities to avoid payroll taxes or self-employment taxes.  With the increase in Medicare tax as a result of Obama Care scheduled to begin in 2013, this may represent a larger opportunity.