Check your 2013 tax withholding
If you have a sizable refund of your 2012 taxes, it may be time for you to check your withholding. After all, when you overpay your taxes, you’re making an interest-free loan to the government.
Reducing your withholding is as simple as filing a new Form W-4 with your employer. The form comes with a worksheet to figure out how many allowances you should claim. Don’t forget to allow for other taxable income besides wages, such as dividends or investment gains.
If you’re concerned about underpaying taxes and exposing yourself to penalties, there are a few rules you should know. Generally, you won’t face a penalty if you pay for 2013, through withholding or quarterly estimated payments, at least 100% of your 2012 taxes (110% if your adjusted gross income is over $150,000), or if you pay at least 90% of what you’ll owe for 2013.
Don’t treat the IRS as your banker
When cash flow is tight, you may be tempted to pay your suppliers first and your payroll taxes last. The IRS will take steps to minimize the liability as quickly as possible. They also have a powerful weapon available to collect such taxes. Whether or not you own the company, you could be determined to be a “responsible person” held personally liable for 100% of any payroll tax deficiency. For help with this or any other tax isssue, call the team at Simons Bitzer at 317-782-3070.
When to start drawing social security is an important decision
Over the coming years, millions of baby boomers will reach age 62, the minimum threshold for receiving social security retirement benefits. If recent history is any indication, most of these people (over 70% by some estimates) will take their benefits as early as possible.
But whether you should take social security retirement benefits at the earliest possible age, or defer them until reaching normal retirement age (or even age 70), depends on several factors. Among these are your overall health and life expectancy, your plans to earn income before reaching normal retirement age, anticipated returns on other investments, even your guesses about the future of social security. Like most retirement planning choices, this decision isn’t one-size-fits-all.
For some people, deferring social security benefits isn’t an option. If your savings won’t cover ongoing expenses, you may need to rely on social security income to make ends meet.
But if your circumstances offer more financial flexibility, you may want to consider deferring social security benefits. For each year you delay taking benefits, the payouts increase, up to age 70. Also, if you plan to earn significant income between age 62 and your normal retirement age (age 65 to age 67, depending on the year you were born), putting off your social security benefits may make sense. That’s because any benefits in excess of specified limits ($15,120 in 2013) will be reduced. You’ll lose $1 of benefits for every $2 in earnings above the limits. Fortunately, you won’t lose any social security benefits (regardless of earnings) once you reach full retirement age.
On the other hand, let’s say you’ve accumulated $500,000 in your 401(k) account and expect that account to generate an 8% annual return. Under such a scenario, you might be better off leaving your retirement savings alone and taking your social security benefits early to cover living expenses. Or perhaps your family has a history of health problems and you don’t realistically expect to live into your 80s. Again, taking social security benefits at age 62 might be a good choice.
When it comes to retirement planning, there are no guarantees. When deciding whether to defer social security benefits, take a realistic look at your situation, run the numbers, and give it your best shot. For help with this important decision, give the team at Simons Bitzer a call at 317-782-3070.
Don’t let “sunk costs” lead to poor decisions
Emotions add zest to life. They propel us to our feet when our favorite running back scores a touchdown. They warm us at an inspirational concert or movie. But in the realm of business, emotions sometimes hinder good choices. In fact, business owners and managers often let emotions dominate the decision-making process.
This is especially true when choices are based on “sunk costs.” Broadly defined, sunk costs are past expenses that are irrelevant to current decisions. For example, many firms hire consultants who sell and install software. In some cases, a company is still waiting –three or four years into the contract term — for a functional and error-free system. Meanwhile, costs continue to escalate. But are those costs relevant? Managers, especially those who initially procured the software and contractor, may reason that pulling the plug on a failed contract would be “wasting all that money we’ve spent.”
Not true. That money is “sunk”; it’s beside the point. Deciding to continue with a non-performing contract instead of staunching the flow of cash and changing course is irrational. It may be difficult to admit that a mistake was made. It may bruise the ego of the decision maker. But abandoning a failed contract is often the wisest decision. The only relevant costs are those that influence the company’s current and future operations.
Let’s say your firm hires a new salesman. You spend thousands of dollars sending him to training seminars. You assign mentors who take time from their busy schedules to provide on-the-job coaching and oversight. But despite your best efforts, the new hire isn’t working out. He doesn’t fit your firm’s culture; he doesn’t grasp the company’s goals and procedures; he doesn’t generate adequate revenues for the business.
As a manager, what should you do? At some point, you may need to terminate that employee and start over with someone else. But what about all that time and money you spent training and mentoring the new salesman? Those costs are irrelevant; they’re “sunk.” You can’t get them back. So the best decision — as of today — may involve cutting your losses and starting anew.
Other examples of sunk costs may be found in the areas of product research, advertising, inventory, equipment, investments, and other types of business expenses. In each of these areas, companies spend money that can’t be recovered, dollars that become irrelevant for current decision making. Throwing good money after bad won’t salvage a poor business investment — or a poor business decision. With questions or for further expertise, please contact Simons Bitzer at (317) 782-3070.
Take Cash Discounts In Your Business
Don’t miss the cash discounts offered by your suppliers. A 2% discount for payment in ten days, versus net payment in 30 days, computes to an annual rate of return of 36%. If you can get a 10% discount for paying twelve months of payments in advance, you will earn 23% on your prepayment!
Questions? Don’t hesitate to call Simons Bitzer at (317) 782-3070.
Cutting Taxes Without Cutting Payroll
Simons Bitzer recently conducted our annual Business Leader Survey. When asked what is the most pressing concern facing your business today, 24% responded “needing more cash flow.” With statistics like that, we wanted to share some information that could help business owners lower their taxes immediately thereby increasing their cash flow.
For some employers, Premium Only Plans, also known as POPs, can be a great option for lowering taxes. These plans are for employers who do not want to offer a full Flexible Spending Account but still want to offer a tax benefit to their employees.
A POP is a Section 125 Cafeteria Plan that allows employer-sponsored premium payments to be paid by the employee on a pre-tax basis instead of after-tax. Examples include Group Medical, Group Dental, and Group Disability among others. POPs using Section 125 provide both business owners and their employees with added savings on top of the value of the coverage plans themselves.
Section 125 of the IRS code allows employees to pay for certain benefits with pre-tax dollars. How can this save money? Employers can realize significant savings by paying lower FICA and other tax matching contributions. “For every dollar of employee contribution into the POP, employers save 7.65% FICA taxes,” states Kevin Aaron, Tax Specialist at Simons Bitzer. This reduction in payroll taxes can be quite significant. Employees also benefit by having a lower taxable income and pay less in federal, state, and local income taxes.
We contacted Paul Kainrath from Allstate Insurance in Noblesville to provide specific examples. His examples show the hard dollars that business owners and their employees can save with Section 125 benefits.
|
Number of POP Participants |
National Average Paid Employee Premiums |
Plan Year |
Pre-Tax Dollars Spent Per Year |
Employee FICA Rate |
Employee FICA Savings |
|||||
|
10 |
x |
$300 per month |
x |
12 months |
= |
$36,000 |
x |
7.65% |
= |
$2,754 annually |
With questions or to determine if a POP is right for your company, please contact Simons Bitzer at (317) 782-3070.
Depreciation Rules, Cash Flow Best Practices, Unreimbursed Education Expenses Deduction
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