Search Results

A quick look at crypto sales, the Build Back Better Act, and the possibly closing wash sale rules.

One pervasive issue impacting the management of the human resource (HR) function within a dental practice is that despite years of medical education, dentists often are not educated in management and strategic planning.

Dentists are adopting in-house dental plans at record rates, and with good reason. Statistics show that offering a quality in-house membership program is an excellent way to grow and retain patients, reduce your dependency on insurance companies, and grow the bottom line.

If your dental practice is like most, every day is a nonstop blur of activity. Patients come in, and patients go out; physicians, hygienists, and staff are engrossed in the all-encompassing tasks of their jobs; claims and billings are processed; and the cycle repeats indefinitely.

Denist cannot plan for every type of situation that may have a negative impact on your practice. This can include a bad economy or patients who are quite vocal about expressing their dissatisfaction can quickly squelch your thriving office.

If your practice treats patients over 65, the CMS has given you a reprieve by delaying the enforcement deadline of the Medicare Opt-in/Opt-out program. Regardless of the deadline date, the CMS final rule could mean serious changes for your practice.

The new tax law brings major changes to both high-earning individuals and all small businesses. As a dentist who probably falls into both of these categories, you should familiarize yourself with the major changes as soon as possible.

EisnerAmper discusses seven factors dentists should consider when choosing office space including location, competition and size. These factors can be critical to their success.

One of the biggest problems in dentistry today is the access to care. Some patients cannot or will not go to a dentist's office on their own.

The recent U.S. Supreme Court decision, Wayfair v. South Dakota, put the spotlight on who can charge sales tax for online transactions. The Tax Cuts and Jobs Act of 2017 made significant changes to the U.S. tax code.

Dangers of Dilution. Companies dealing with stock compensation as part of executive compensation or rewards for stakeholders or vendors. Considerations before a company issues grants or options such as common stock, preferred stock or member units. Failure to resolve stock compensation issues can lead to loss of founders up side ownership potential and control through dilution.

People who are charged with the responsibility to administer an employee benefit plan that is subject to ERISA face consequences that can affect them personally, so they should act with great care.

Defined benefit plan hidden risks. Defined benefit plan governance and internal controls can be ignored when outsourced to 3rd party service providers. In a self-audit, plan sponsors or accountants 3rd parties review the Defined benefit plan for the following.

We often hear that the employee benefit plan of an acquired entity “merges” into the plan of the acquirer, although often the acquired employees are provided distribution paperwork containing an option to rollover their accounts.

Recently, Kriste DeAngelo and Brenda DeSaro wrote an article on assessing the financial wellness of your defined contribution plan, along with compliance areas and fiduciary responsibilities to be aware of.

The Department of Labor requires employers to remit employee contributions to the plan’s trust and generally employers must also pay an excise tax and file form 5330 to the IRS. The Department of Labor website provides an online calculator as a compliance assistance tool.

Compliance with Internal Revenue Code section 409A. Failure to comply with section 409A results in expensive tax issues. More on Section 409A traps in employment agreements. The IRS is actively reviewing executive plans and agreements as part of its corporate audit process.

IRS issues final regulations on a company’s safe harbor contributions. If you have elected to have your retirement plan treated as a Safe Harbor Plan, you may have an option to suspend your contributions to that benefit plan. More info on the specifics of Safe Harbor Plan regulations.

Roth rollovers and IRS Notice 2013-74. Prior to 2013, employees were able to roll over 401k funds to a designated Roth account in the same plan only if the amounts were eligible for distribution. Plans may now allow rollovers of monies that would otherwise NOT be eligible for distribution.

In response to feedback that the definition of a business in ASC 805 is applied too broadly, the FASB recently clarified the definition of a business by adding guidance to assist entities with evaluating transactions.