Making Estimated Tax Payments

Q. I am a 1 person (no employees) sole proprietor.  What would be the best way for me to calculate taxes and make quarterly tax payments (both Fed. and State)?

A. This is one of the most common questions I get from self-employed individuals who are just starting out.  Basically, estimated payments in a self-employed environment is the equivalent to withholding from an employee.  The object is to not pay too much and of course, not pay too little.  Let’s look at a few scenarios to answer your question completely:

1. new business with no history
2. business with history
3. going out of business

You must make estimated payments if you think your tax liability will be more than $1,000 in a calendar year.  The tricky part however is guessing how much income, and therefore tax liability, you will have.  In scenario 3, if your business is losing money and you anticipate having no profit, you may not actually need to make payments.    In scenario 1, if you previously had W-2 wages, you may wish to make payments equivalent to the previous year’s liability.  This number is found on your tax return.  In scenario 2, you need to pay at least 90% of the estimated liability due for the current year, or 100% of the tax liability from the previous year as estimated payments.

There are penalties for underpaying your liability as well.  The best way to get this right is to meet with a CPA or well-qualified tax preparer and go over your estimates for the current year.  CPAs can also help with other parts of your business plan as well to set you up for the best chance of success.

Also keep in mind that the IRS no longer accepts paper coupons for estimated payments.  You need to remit through the Electronic Federal Tax Payment System (EFTPS).

The rules for making estimated payments to your state depends on the state.  Check with the Department of Revenue in your states. Your CPA/tax preparer can help with this as well.

Medicare Tax Twice From Payroll?

Q. Because of the economic situation, I now have to work two jobs because  my main job cut my hours.  I have Medicare and Social Security tax coming out of both checks.  Isn’t there a way to stop this tax deduction from one of them?

A.  Unfortunately…no.  Medicare withholding is required on all your wages.  It is calculated at 1.45% of taxable gross.  Your employer matches this amount as well.  There is no limit on Medicare withholding tax.  Therefore, it should be withheld from wages at all jobs, even if you are retired.  Those who are self-employed must make estimated tax payments  to cover this obligation as well.  Self-employed individuals should get with a tax preparer or adviser to ensure they are making enough estimated tax payments and to determine what that liability might look like in their situation.

Social Security on the other hand has some different rules.  Like Medicare, Social Security withholding is required to be withheld from every job even if you are retired.  However, there are two quirks to this tax.  For 2011, the most income that can be taxed for Social Security purposes is $106,800.  This number changes almost every year.  In 2011, as the result of a tax cut, employees pay only 4.2% of their taxable wages towards the Social Security liability.  Employers must pay 6.2%.  That means in 2011, 10.4% of all taxable wages go towards Social Security.  Employees, however, pay at most $4485.60 per year.

But wait!  There is a catch.  If you have multiple jobs during the year, and your withholding is more than $4485.60 for Social Security purposes, you can get a refund of the extra Social Security tax you paid during 2011 on your tax return when you file in 2012.  When would this happen?  As mentioned, you could have multiple jobs that push you over the limit. You could also change jobs after meeting the limit.  The employer at your second job would also start withholding as if there was none taken during the year.

The seemingly unfair part about the Social Security tax is the employee gets a refund for overwithheld Social Security tax.  The employer does not.  The employer must pay 6.2% of all wages up to the limit on each employee regardless if they met the withholding limit somewhere else.

Remember, if you want to see how changes in your W-4 status or benefits affect your paycheck, PaycheckCity offers free Paycheck Calculators that are simple to use.  They provide quick, accurate answers to payroll questions.  Check them out.

What is the Earned Income Credit?

Q. What is the Earned Income Credit?

A. A common question from my tax preparation clients each year is “Why is my refund so big?”  Many of my clients can’t understand that they are getting a refund bigger than the total of the tax they had withheld from their check during the year.  One major reason for lower income clients is the Earned Income Credit.

What is It?

The Earned Income credit is a refundable credit that low or moderate income taxpayers are eligible for.  It acts like the child tax credit because those who are eligible receive a credit against their tax owed because of this credit.  According to the IRS website, it was originally designed to offset the amount of Social Security and Medicare taxes paid by people in this category.

How is it Calculated?

For 2011, the IRS offered the following chart to calculate the amount of EIC you may be eligible for:

Earned Income and adjusted gross income (AGI) must each be less than:

• $43,998 ($49,078 married filing jointly) with three or more qualifying children
• $40,964 ($46,044 married filing jointly) with two qualifying children
• $36,052 ($41,132 married filing jointly) with one qualifying child
• $13,660 ($18,740 married filing jointly) with no qualifying children

Tax Year 2011 maximum credit:

• $5,751 with three or more qualifying children
• $5,112 with two qualifying children
• $3,094 with one qualifying child
• $464 with no qualifying children

Investment income must be $3,150 or less for the year.

I thought this came in my paychecks throughout the year

This was called the Advanced Earned Income Credit or AEIC.  In the old days, taxpayers eligible for the EIC could get the money early throughout the year by submitting Form W-5 to their employer.  Effective January 1, 2011, because of the Education Jobs and Medicaid Assistance Act of 2010, this no longer happens.  The program was full of fraudulent payments and difficult to administer.  If a taxpayer was eligible in the beginning of the year and for some reason went above the threshold limit during the year and did not stop the payments, they could actually end up owing extra tax at the end of the year. I’m glad it’s gone.  Fortunately, this means taxpayers get a bigger refund if they fall into one of the categories listed above.

Tax software generally checks to make sure you are actually getting credits like this that you may be eligible for.  If you forget to include some of your income when preparing your own return and claim this credit by mistake, there could be some very serious penalties and interest in store for you.  For that reason, I always recommend a professional preparer no matter what level of income you receive.  The tax laws these days are just too complex to navigate alone. Visit my Tax Services page to learn more about how my firm can help with your tax preparation needs.

Health Care and Overtime—Do the Twain Meet in 2014?

This month’s post from guest blogger, Vicki Lambert:

The passage of the Affordable Care Act has certainly generated questions in the payroll
community. Will the taxation of health care change? No it is still nontaxable. Will it need to be
reported on the Form W-2 anyway? Yes, but not mandatory until 2012. But one question is still
outstanding and is in fact not being raised quite as strongly as the other two and that is… Will
health insurance being paid for by employers have to be included in calculating regular rate of
pay under the Fair Labor Standards Act?

The law states that employers must offer their employees’ health care coverage or face a penalty
beginning in 2014. The law does not give a mandate that employers must offer health care, only
that they will be penalized if they don’t. And there is an exception for under a certain number of
employees so small employers will not be penalized at all. This is as close to a mandate on fringe
benefits as we have ever come on the national level.

The question arises because the Fair Labor Standards Act requires that all remuneration for
employment unless specifically excluded be included in the regular rate of pay for overtime
calculations. These excluded items are sometimes referred to as “statutory exclusions” and
they are spelled out in the laws. For example, payments for hours not worked are excluded.
These include the fringe benefits of vacation, sick or holiday pay. But these are specifically
listed and are made in most cases voluntarily by the employer. It also lists payments made to
a bona fide plan providing old-age, life or health insurance. But these are contributions made
on behalf of the employee to the employer’s plan. Does this change if the employer is making
the contribution to avoid a penalty by the government? Does this now make the payment
remuneration?

I contacted the Department of Labor directly to find the answers to these questions. I was
referred to the Employee Benefits Security Administration (EBSA). They’re answer…they don’t
know yet. They are looking into the matter to make a determination. The new law is just not
clear enough right now. This is unchartered territory with a new concept for employers in the 21st
century hitting smack up against a law written in 1938. So we will have to wait and see if we
need to include the payment for health care in the regular rate of pay in 2014.

In the meantime maybe this should open up the debate of whether or not these older wage and
hour laws should be revisited for the 21st century. But that is the topic for another blog.

Vicki M. Lambert, CPP
www.thepayrolladvisor.com

Mortgage Insurance Premium – Tax Deductible?

Another great question from one of my readers: “My question is in regards to the Upfront Mortgage Insurance Premium that was charged on my HUD statement (line 905) on the house I closed on in February 2010. Is this amount tax deductible on my taxes in full this year? I have been told a few different stories about it and assume many others will have the same question. I know that I can deduct the premiums I paid throughout the year and they were on my 1098.”

The short answer is mostly yes.   Qualified Mortgage Insurance can be included with regular home mortgage insurance on schedule A of the 1040 tax form.  If you do not itemize, you are out of luck for meeting the qualifications to take this deduction.

There are of course some other caveats introduced into the picture.

• Your Adjusted Gross Income (AGI) must be less than $100,000.
• The house in question must have been purchased after 2006.
• If you prepaid insurance in some way, the amount you can deduct needs to be allocated over several years.
• Mortgage Insurance is often called PMI.  However, the provider of your insurance may use a different name such as “Funding Fee” or “Guarantee Fee.”

It’s important to speak with a qualified tax preparer or CPA regarding questions specific to your situation.  There may be other issues in your case that would disallow this deduction.  It’s always a better idea to get professional advice rather than risk standing empty-handed in front of an auditor some day trying to claim ignorance.

The tax filing period is now on the home stretch.  If you have not yet filed or made an appointment to have your return completed, do it soon.  The closer you get to the due date, the more likely it is that your tax preparer will simply file an extension in your case.  This means any refunds you are owed will be delayed as well.

Which 1040 Do I Use

A great question this week comes from one of my readers.  Which Form 1040 am I supposed to use?  As a professional tax preparer, I always recommend you let a professional handle the complicated task of determining your tax liability.  However, there are people who choose to go it alone with Turbo Tax or another of the myriad of self-help tax prep solutions.  But which form do you need to file?  How do you know the software is picking the correct one?  It’s obvious when you look at the 1040, 1040EZ and 1040A that two of them are much simpler to complete.  The 1040 is very complex and is meant to be flexible enough to handle all personal tax situations.  From a recent IRS Tax Tip, here is the answer you are looking for.

Here are some general rules to consider when deciding which paper tax form to file.

Use the 1040EZ if:

* Your taxable income is below $100,000
* Your filing status is Single or Married Filing Jointly
* You and your spouse – if married — are under age 65 and not blind
* You are not claiming any dependents
* Your interest income is $1,500 or less

Use the 1040A if:

* Your taxable income is below $100,000
* You have capital gain distributions
* You claim certain tax credits
* You claim adjustments to income for IRA contributions and student loan interest

If you cannot use the 1040EZ or the 1040A, you’ll probably need to file using the 1040. Among the reasons you must use the 1040 are:

* Your taxable income is $100,000 or more
* You claim itemized deductions
* You are reporting self-employment income
* You are reporting income from sale of property

This year, the IRS stopped mailing paper books to taxpayers in an effort to save some money.  It’s even more important that tax payers pay attention to which form meets their needs now that they have to make the choice themselves.

On a side note, make sure you adjust your W-4 if you are getting a large allowance. Paycheck City has a great tool for making changes to your w-4 here.  Next week, I’ll discuss the logic behind the Form W-4.  If you complete it correctly, your refund will shrink and give you access to your own money throughout the year.

Mandatory Electronic Filing of FTDs—This is a Good Thing

Today’s edition comes from guest blogger, Vickie, Lambert, CPP:

Effective January 1, 2011, the IRS adopted the Financial Management Service (FMS) decision to discontinue the system of processing federal tax deposit coupons. In other words, the IRS is no longer allowing businesses to make employment tax deposits with PAPER coupons. For this move I say to the IRS—BRAVO! I applaud the IRS for moving forward in using 21st century technology.

But not everyone felt this way when the IRS first announced this planned moved. In the guidelines for this new requirement the IRS explained why the decision was made and addressed the various arguments for moving in this direction.

Three main arguments were offered against this new procedure.

1. Placed an undue burden on small businesses. In this day and age most businesses have computers. And since the IRS offers their Electronic Federal Tax Payment System (EFTPS) for free to all businesses this argument really was not well founded. But even if a business does not have an internet accessible computer it does have a phone line. Again since the IRS offers their ACH deposit method which only requires the use of a phone line to schedule a payment through EFTPS this argument fell flat. To take it one step further to ensure access, the IRS increased their support service for this deposit method to 24/7 year-round.
2. Will increase errors in deposits therefore increase the need for the IRS to respond to requests for penalty abatements thus negating any cost savings to the IRS. This argument was not supported by the IRS’s statistics. In fact, their statistics show that businesses that make their FTDs electronically have significantly lower error rates than paper coupon filers.
3. Why not just continue offering the paper coupon option? What is the drawback to having both? The IRS determined that more and more financial institutions are no longer accepting the coupons so continuing their use simply keeps an archaic system going for no purpose. If they were left as an option it would negate the decision to cease processing them even though they are no longer being used.

The one major change to this new regulatory requirement that will put some burden on former paper files for the short term is the change in the definition of legal holidays. Prior to this change a legal holiday included state-wide holidays since local financial institutions would be closed. Now the definition of legal holiday is consistent with all other returns.

So for once I can actually say good job IRS for modifying and upgrading regulations to keep in line with modern technology and for doing away with old and outdated methods.

Vicki M. Lambert, CPP
www.thepayrolladvisor.com

2011 Paycheck Changes

By now, most employees in the United States have received their first paycheck of 2011.  About the same time the first check is received, payroll departments across the country were deluged with questions about the changes on employee checks.  This edition of the blog should help to clear up some of the confusion regarding a couple of these changes.

The Making Work Pay Credit is gone!  The implementation of this tax cut was sloppy anyway.  Single folks received up to $400 of tax cuts per year factored into their withholding.  Married folks received twice this amount or up to $800.  There was an upper limit to allowable income.  The credit itself was described in detail in a blog post almost two years ago.  In the tax cut bill that Congress finally passed in mid December, the Making Work Pay credit was happily missing.  That means however, that employees of nearly every income level will see their Federal Income Tax withholding increase for 2011.  It’s quite a shock in the amount of increase.  However, there are no more funny games to play when preparing your tax return or figuring out your W-4 values.  In summary, most employees will see their Federal Income Tax Withholding line increase.

Part two of the changes to employee checks this year has to do with the Social Security component of FICA withholding.  Normally, Social Security withholding is 6.2% of taxable wages up to a base.  That base is $106,800 per year as it has been for 3 years now.  Employers must match the 6.2% value meaning total Social Security taxes are actually 12.4% of taxable wages up to the base or up to $13243.20 per year per employee.  Self employed individuals paid the entire 12.4%.  This is a lot of money!  The above referenced tax cut bill cut the employee portion of Social Security by 2 percentage points.  Now the total is 4.2% up to the base.  Employers still are required to pay their portion at 6.2%.  Self-employed individuals now pay only 10.4% as well.

PaycheckCity, a site run by Symmetry Software (my day job employer), had implemented these changes and placed them on the site in late December.  To my surprise, the help desk team at PaycheckCity reported that CPAs and payroll staff members were writing with questions on why the Social Security rate was different.  Some even adamantly (and ignorantly) proclaimed that we were wrong and they would never use the site again.  The details of the tax plan have been all over the media in the last month.  Social media has trumpeted the changes as well through the many different outlets.  How anyone can still be unaware of this change just baffles me.  Hopefully,  I have provided some knowledge to those who hadn’t heard yet, while clearing up the confusion for those who had and were surprised at the change on their check.

Holidays and Taxes – Part 2

It’s time for year end planning!  Most blogs at this time of year talk about financial moves you can make to minimize your taxes.  I don’t think that bears repeating.  If you are interested in that, here are a few other sites that can help.

http://www.accountingtoday.com/news/Tax-Saving-Year-End-Tax-Planning-Tips-56551-1.html
http://www.smartmoney.com/personal-finance/taxes/year-end-tax-planning-massive-uncertainty-edition/
http://taxes.about.com/b/2010/11/08/year-end-tax-planning-tips-if-you-think-tax-rates-might-go-up-in-2011.htm
http://businesswest.com/2010/11/year-end-tax-planning

I’m more interested in getting everyone organized for the upcoming tax season.  The better prepared you are for tax season, the happier your accountant/tax preparer will be.  After the holiday lull begins in late December or early January (depending on your love of football) take some time to look for your 2010 documentation.

1) Medical receipts.  In order to deduct medical expenses on Schedule A, you must first be able to itemize and second have expenses that are more than 7.5% of your Adjusted Gross Income (AGI).  The most important part though is that you have good documentation. Do you have receipts for any payments to physicians or hospitals or pharmacies?  Did you pay with check or credit card? Having a copy of the statement showing your payment whether from your checking account or credit card is essential. If you cannot find all of your receipts or statements, now is the time to begin calling those who treated you in 2010.  Most doctors can provide you with a printout of your account activity for the year.  Keep an eye on the different codes from that system though.  Any insurance payments on your behalf should not be considered your own payments.

2) Mileage logs. If you drive your vehicle for business, medical or charitable purposes, did you keep good logs of your mileage?  It’s more than just noting starting and ending mileage and date.  A good record of what you did and where you went is essential as well.  Because there are three categories of mileage reimbursement, it is best if you can provide documentation for your tax preparer by category.   By assembling and keeping good notes now, you will save yourself many headaches in case of a future audit.

3) Update your mailing address. If you moved this year, there are a lot of tax documents that are going to take the long road to your home.  This of course slows down their delivery through our illustrious mail system.  Make sure you notify current and former employers (W-2), banks (1099-int and 1098), student loan providers and investment providers of your new mailing address.  Depending on the situation, this could drastically affect your withholding as well if you live in one of the states with local taxes.

4) Make a plan. What is your financial goal for 2011?  Do you want to continue extinguishing your debt?   Will you be saving up for a big purchase to avoid interest?  Will you be moving or changing your family structure (marriage, divorce, kids etc)?  Start thinking about your plan for next year now.  If you don’t make any plans to reach that goal you always talk about, you will never reach it.

Any of these can be done at any time during the year.  However, a little extra planning at year end before the tax documents start arriving can make tax season so much easier for you.

Holidays and Taxes – Part 1

Greetings readers.  The next three blog posts will discuss some things that will help you during – and right after- the holiday season.  This week, I’ll discuss employee holiday parties and gifts to employees.  Next week, I’ll discuss year end planning tips. The end of the month will be about making some new goals for the new year.  Perhaps there will be time for one more summarizing tax law changes that should have been passed by Congress by that time.

Gift Cards
According to some statistics software attached to this blog, my post a couple years ago on employee gift cards and taxability is consistently the most visited page on this site.  It seems there is a lot of confusion regarding employer responsibility and payments to employees for holiday bonuses and gifts.  Somehow, the notion has entered the minds of the taxpaying public that if you give money or gift cards to employees below $25 or $50 that the amount is not taxable.  That is absolutely false.  The key to withholding on an employee gift is whether or not the value can be tracked easily.  If you give turkeys to all your employees, they cannot exchange that for cash, and determining the value of each turkey as it is given to an employee is nearly impossible.  If you give $25 gift cards to all your employees, it is very easy to determine the value: $25.  This amount should be taxed appropriately.  Likely, you will need to “gross up” the value.  A $25 gift card using supplemental rates could cost the company nearly $50 once payroll, withholding and unemployment taxes are added into it.  There is a simple gross up calculator available at PaycheckCity.com.  It is free to use after  registration.  This tool will tell you the cost from the paycheck perspective.

Holiday Parties
According to the IRS, the cost of  holding an employee holiday party can be deducted 100% as business expense.  As an employer, this can give your employees a chance to relax and talk about non-work topics.  It also causes team building.  Holiday parties should not be overly extravagant.  Think of the old Tyco/Koslowski debacle.  Having a reasonable party that shows your appreciation for their hard work during the year is a great way to give back and avoid the cost of giving out trinkets or gift cards.  You can find many articles that can help you provide guidelines for your employees during one of these parties.  You want it to be the social event of the year, but not because you ended up with a sexual harassment or discrimination lawsuit on your hands.

What if you invited clients to attend the party as well?  This actually takes away part of the deductible nature of the party.  Now it is for advertising purposes which means only 50% of the cost of the party can be deducted.  So you say, “I’ll just send my customers a nice gift like a goodie box from Fairytale Brownies or Rocky Mountain Chocolate Factory.”  Keep in mind that there is a limit on these as well for tax purposes.  For marketing purposes, spend as much as you want on a customer.  For tax purposes, you can only deduct up to $25 of the cost of gifts to your clients/customers.