By Greg Lewis, ELLS CPAs & Business Advisors
www.ellscpas.com
Small employers are eligible to get tax credits for providing health insurance to employees. For more information please click here or call 714.569.1000.
Serving Los Angeles, Orange County & San Diego
By Greg Lewis, ELLS CPAs & Business Advisors
www.ellscpas.com
Small employers are eligible to get tax credits for providing health insurance to employees. For more information please click here or call 714.569.1000.
By Brett Adolph, Payday One Source
www.paydayonesource.com
As of January 1, 2011, many businesses will be required to make federal tax deposits electronically. If you are processing your payroll in-house, you need to know about these changes.
Your options for making your federal tax deposits include:
1. Using the Web site or the voice response system.
• You must be enrolled in EFTPS (Electronic Fund Transfer Payment System) to pay via either system. If you recently were pre-enrolled in EFTPS and cannot find your PIN, call (888)434-7338. Payments must be scheduled by 8 p.m. ET the day before the due date to be received timely.
2. Asking your financial institution to initiate an ACH Credit payment on your behalf.
• This option requires an EFTPS enrollment, but your banking information is not part of that enrollment. Financial institutions are not required to initiate payments for you, and may charge you a fee if they offer this service. Check in advance for cutoff times, which may be earlier than if you make a payment yourself using EFTPS.
3. Asking another trusted third party such as Payday Payroll Service (see contact information below) to make the payment for you.
4. In extraordinary circumstances, asking your financial institution to make a same-day tax wire payment for you.
• Financial institutions are not required to do this, and may charge you a fee. Check with your financial institution in advance for cutoff times.
Do you need more information or the link to the website mentioned above? Please contact Brett at (714) 467-3434 (office), (562) 889-0730 (mobile) or via e-mail at brett@payday2000.com
By Greg Lewis, ELLS CPAs & Business Advisors
714-569-1000
www.ellscpas.com
The Small Business Job Act that we signed September 27, 2010 was created as a means of stimulating the economy and helping to provide support for small businesses. The Small Business Administration 504 Loan program is just one of the programs that will be given a shot in the arm.
The Small Business Jobs Act will have a 504 Refinance programs and the details and regulation will be release in the coming weeks. We do know business owners can refinance an their owner / user real estate under this program if the loan to value is 90% including costs, you must have owned the property for at least 2 years and you must be current on your payments.
There are no Certified Development Company (CDC) fees 4.5% and the .5% bank fee is waived through December 31, 2010.
For more information about the Small Business Job Act of 2010 and to find out if your SBA 504 loan is eligible for refinance please call Greg Lewis 714.569.1000.
By Marc Winger
Zephyr Networks
www.zephyrnetworks.com
Zephyr Networks primary goal is our clients long term productivity. We help to achieve these goals through a proprietary process founded on network stability. Once we have achieved stability we focus on business continuity which includes disaster preparedness, backups and recovery planning. Once we are comfortable that the infrastructure is in place for business continuity, we focus on securing that infrastructure with HIPAA compliant, proven security solutions. This includes sitting down with your organization and educating your employees as. The last step is the focus on productivity, which is a hands on personalized review of how you work and an exploration of proven techniques that have worked for others.
In order to make certain our clients stay secure, compliant, and productive, Zephyr Networks continually monitors and maintains your network 24 hours a day. This is often the forgotten link in HIPAA compliance.
By Brett Adolph
Payday Payroll
www.paydayonesource.com
Currently, the 1.45% Medicare tax portion of Social Security tax applies to “earned income,” such as wages, but not “unearned income.” Effective in 2013, the new health care law creates two new taxes:
*An additional 0.9% Medicare tax is imposed on earned income of joint filers above $250,000 ($200,000 for single filers).
*A 3.8% Medicare tax is imposed on “net investment income” of joint filers with a modified adjusted gross income (MAGI) above $250,000 ($200,000 for single filers). For this purpose, net investment income includes interest, dividends, royalties, rents, gains from dispositions of property and passive activity income, but not distributions from qualified retirement plans and IRAs.
By Brett Adolph
Payday Payroll
www.paydayonesource.com
Posted 5/11/2010
Click here (link to come shortly)
By Greg Lewis, ELLS CPAS
714.569.1000
www.ellscpas.com
Depending on your circumstances, the newly enacted health reform legislation, formally known as the Patient Protection and Affordable Care Act, can either be a bitter pill to swallow or the new miracle drug. Many of the provisions are phased in over the next five years and may face legal challenges by both individuals and State governments, so don’t increase your blood pressure meds just yet.
Provisions that are effective in 2010 and 2011:
Adults who can’t get coverage because of a pre-existing medical condition can join a high-risk insurance pool (this is an interim step pending the launch in 2014 of competitive health insurance marketplaces and premium subsidies).
Insurance companies will have to issue policies for children with preexisting conditions. They will not be allowed to revoke existing policies if people get sick. Lifetime limits on coverage will be banned in new coverage and annual limits will be restricted. Coverage will be available for dependent children until they turn 27.
People in the Medicare prescription drug program will receive a $250 rebate as the first step in closing the “doughnut hole” coverage gap. In the year 2011, Medicare coverage will be expanded to include free annual wellness visits and discounts on prescriptions for people in the “doughnut hole.”
Certain small businesses, with 25 or fewer full-time employees and average wages less than $50,000, will start getting tax credits to offset the cost of insuring their employees for tax years beginning after 2009. This credit will range from 10% to 35% depending on number of employees and average wages of the employee pool.
In 2011, employer Health Reimbursement Accounts (HRAs), Medical Savings Accounts (MSAs and Archers), and Flexible Savings Accounts (FSAs) will see changes in what qualifies on a tax-free basis.
“Simple Cafeteria Plans” are established so that small businesses can provide tax-free benefits to their employees, including self-employed individuals. Starts in tax years beginning after 2010, but now is the time to check out the possibilities if you fall under this umbrella. This is just a sneak-peak at the over 2,000 pages of the health care reform legislation. As the provisions become effective, we will keep you informed on what changes to expect and explain how they will affect you. If you have immediate concerns, your ELLS adviser is here to listen. We can be reached at 714-569-1000.
By Sandie Hunnicutt, MedVision, Inc.
Medical Billing and Revenue Cycle Management Services
714.258.0011 x 226
The ability to receive good monthly reports is one of the topics of discussion I hear frequently when I visit physicians who are looking to outsource their billing or change billing companies. It seems that either they have had difficulty obtaining good information or the reports are too cumbersome to decipher in a usable and friendly format.
There is no time like the present to assure that a medical practice receives the data they need to evaluate the results of their practice. While most practice management billing systems today can provide a myriad of reports, there are some that are essential and should be run and analyzed each month. These reports contain the “key indicators” of information which assist in diagnosing the financial health of the practice.
Monthly Financial Summary Report
This report should contain summary information on each individual physician’s results through the month and should conclude with a section which summarizes the practice as a whole. Total Charges, Receipts, Adjustments and Current Accounts Receivable should be the hallmarks of the report. The report should be broken out in a period-to-date summary of the current month as well as an aggregation of year-to-date results. Ideally, it should also contain a summary of each key category of receipts broken out according to the specifications of the practice. A few examples of categories could be Medicare, Patient or Capitated. Lastly, the report should summarize the various adjustment categories for the month by payor group, for example, Blue Cross, Medicare, Medi-Cal, all payer categories the practice defines as needing adjustment information from. With this report, calculations can be made as to the average aging of days outstanding as well as the collections ratios. This information will allow a practice to track how effective they are at timely collecting as well as what percentage of total dollars billed they are collecting.
Procedure Productivity Report
This report should be set up to group information in logical sequences so that the practice can evaluate work productivity among each physician in the practice. Examples of categories could be new patient visits, established patient visits, initial hospital visits, follow up visits, surgeries, procedure categories and drugs, etc. Each group should have a subtotal of charges based on units of procedures as well as total charges for each category. This report should show period-to-date results and well as year-to-date results. Information grouped this way will allow a practice to monitor and compare monthly the volume of business the practice is receiving and producing and will allow a comparison by physician..
Accounts Receivable Aging Reports
• Summary Aging By Payer
- This report will show the aging categories of each of the payors and will allow a practice to see problem trends/delays among payers.
• Detailed Insurance Aging
- This report will show the status of each patient’s outstanding insurance balance and can be used to zero in on particular patient payment concerns.
• Patient Summary Aging
- This report will show the aging of each patient’s balance and will highlight the problem accounts before they can grow too large.
Top 10-20 Accounts
This report should identify those patients that have the highest cumulative balances with both what insurance owes and what the patient owes. This information should be looked at carefully each month as it will trend the largest problem accounts and allow the practice to address issues before the receivables grow too large.
Referring Physicians Report
This report is valuable when run on a quarterly basis. It will allow a practice to see which colleagues are referring to them and be able to see trends in increasing or decreasing referrals.
Lastly, most physicians find mulling through reports each month too tedious and time consuming. It is important to have this level of detail to refer to for analysis purposes. Ideally though, the person producing these reports should take the “key indicators” of information and produce a monthly spreadsheet that is easy to peruse and zero in on the main results for the month being reviewed. A sample summary spreadsheet should contain, at a minimum, the following information for each month:
Total Charges
Total Receipts
Total Adjustments
Total Accounts Receivable
Insurance Aging broken down in categories by what percentage is: current, 1-30 days, 31-60 days, 61-90 days and anything over 120 days
Patient Aging broken down in the same arrangement as above
Average Aging Days for the Month
Any other specific information a practice wants to track specific to their specialty
There are many other good reports that provide valuable information, but the reports referenced above are critical indicators of the financial results of the practice. In addition to the Practice Administrator’s watchful eye, physicians should also make a habit of looking at this information diligently each month.
By Greg Lewis, ELLS CPAs & Business Advisors
714-569-1000
www.ellscpas.com
The responsibilities of receiving funds, disbursing funds, writing checks, signing checks, and reconciling bank accounts are often given to a single employee when in fact these duties should be separated. Having one employee responsible for all cash-related functions makes your business vulnerable to fraud. We all want to trust employees but often times employees have external pressures that result in workplace theft.
Here are a few steps that you can take to protect you and your company:
1. Have monthly bank statements mailed to the owner’s home.
2. The owner should review each month’s bank statement for unusual transactions such as declining deposits and unfamiliar payees.
3. The owner should also look for signatures or endorsements that look forged, missing checks, check numbers that are out of order, and checks where the payee listed does not match the name in the check register.
Business owners should also consider an independent review of the cash accounts and bank statements by an anti-fraud specialist. For more information about our anti-fraud services call ELLS CPAs at 714.569.1000.
By Brett Adoph, Payday One Source
714.467.3434
www.paydayonesource.com
This is a common question that we get from our clients. Although it is advantageous to the business to have independent contractors over employees, make sure that yours qualify for the designation.
According to the IRS, people engaged in an independent trade, business, or profession in which they offer their services to the general public generally are not employees. However, whether such people are employees or independent contractors depends on the facts in each case. The general rule is that an individual is an independent contractor if you have the right to control or direct only the result of the work and not the means and methods of accomplishing the result. If workers must follow your instructions on when, where, and how to do the work, they are more likely to be employees. The law favors classifying workers in an employee status whenever possible.
Although classifying an individual as an independent contractor can be a valid and appropriate business choice, employers need to exercise extreme caution in making the proper distinction between employees and bona fide independent contractors. Failure to make the correct decision is risky business. In addition to back taxes or premiums, sanctions can include civil fines, interest, and criminal prosecution.
For the IRS list of questions to consider in determining whether an individual is an employee or an independent contractor, click here.
Given the current state of the economy fraud and embezzlement is on the rise. Most medical practices rely on a single individual, typically a practice administrator or office manager, and do not have adequate financial controls or safeguards in place to protect the practice’s assets. Accordingly, these medical practices are susceptible to fraud, embezzlement and [...]
Employers and Medicare: Creating A Win-Win” is a unique, online Audio Visual educational seminar designed for Employers to help them understand Medicare and how Medicare contrasts with their group medical program. The education seminar is on the website, www.turning65seminar.com, which features several other Medicare Audio Visual educational seminars. All the seminars are available 24/7 on [...]
By Marc Winger Zephyr Networks www.zephyrnetworks.com Zephyr Networks primary goal is our clients long term productivity. We help to achieve these goals through a proprietary process founded on network stability. Once we have achieved stability we focus on business continuity which includes disaster preparedness, backups and recovery planning. Once we are comfortable that the infrastructure [...]
State Supreme Court Ruling in Brinker Case Spares a Broad Range of Golden State Industries Including Construction, Restaurant, Trucking and Hospitality Employers paying wages in the state of California may breathe easier tonight due to the landmark labor law decision on the case, Brinker Restaurant Corp. v. Superior Court, which was unanimously passed yesterday, April [...]
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