[fname], I am sending this email for several different reasons, please see them below.

 

New Location of the 2015 Employment Law Update for Dental Practices Seminar

 

There has been overwhelming interest in Anita York's presentation for Jan. 23, 2015 on dental practice employment law so they have moved the venue from their offices in Newport Beach to the Marriott Irvine, 18000 Von Karman Ave, Irvine 92612 (click here for updated PDF flyer) to accommodate more people.  Call Scott & Whitehead at 949-222-0166 for details and to register.

 

New IRS Rules on Health Insurance Reimbusement - $100 Penalties per Day per Employee

 

I sent this email notification out back on November 24, 2014 but continue to receive new questions on it so it bears repeating.  Beginning back in 2014 any employer who reimbursed an employee or paid an employee directly money for purchasing their own/the employee's health insurance, the employer (you) needed to include these amounts in W-2 gross wages because late in 2014 it had been determined that this is now considered an illegal health insurance plan per the Affordable Care Act a.k.a. Obamacare.

 

Therefore if you are reimbursing your employees for health insurance (through payroll or other means), you have to make sure you get your employee's health insurance reimbursement dollars on the employee's W-2's.

 

The employer needs to add any reimbursement or other money toward and employees own health insurance in gross wages but no net check. In other words work with your payroll firm to make sure the employee does not receive a net check as you have already paid the employee for these costs. You do have to pay payroll taxes on the amounts. If you have a group insurance plan that is Obamacare qualified this does not apply to you.

Mechanically you need to add up the amounts you have been reimbursing your employees or paying your employees directly through Dec. 31, 2014 and put the total for 2014 it on the W-2 for each employee.

 

This amount must be added to Gross Wages of each employee and you or your payroll company will have to calculate the payroll taxes that are associated with that income.

If you fail to do this the penalties are $100/employee/day if this amount is not included on the W-2. So an example of 1 employee's penalties if you miss it is $36,500 ($100/day x 365 days/year).

 

Next Monthly Live Q&A Webinar For Dentists

 

January's live monthly Q&A call on Tuesday, January 27, 2015 @ 6:00 pm will be with Jonathan Moffat, Co-Founder or DDS Strategies Group.  On the call he will be discussing How to Put Together a Good Retirement PlanClick here to register and you'll receive an email reminder & webinar access information plus the ability to listen to the replay after we post it.
 

As always if you have any questions about the above or related topics please feel free to call me here at the office.  Thank you.
 

Monica
 

 

Monica Rebella, CPA/IAR
Rebella
Accountancy
507 E. First Street #A
Tustin,CA 92780
ph (714) 619-0667
Fax (714) 544-0236
email: mrebella@rebellacpa.com



This document was not intended or written to be used, and it cannot be used, for the purpose of avoiding U.S. federal, state or local tax penalties.

 

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