Tressler Receives Health Care Reform Certification

30 06 2016

RBSK Partners is pleased to announce that Lisa Tressler, CPA, a partner at RBSK, recently received a Health Care Reform Certification, by successfully completing nearly 30 hours of continuing professional education focused solely on the Affordable Care Act.

The program provides in-depth knowledge and helps practitioners develop expertise related to the legislative and tax implications of health care reform. This program arms practitioners with the knowledge and tools they need to ensure client compliance with health care reform legislation.

The passage of ACA has created new mandates for individuals and businesses. Tax practitioners face an obligation to provide their clients with information and advice on complying with the new mandates.

Applicable large employers are now required to offer affordable health coverage that provides minimum value to their full-time employees and their dependents. They need to know how to calculate which employees are included in their employee count, the options for the state exchanges, and the penalties that are assessed if they do not comply.  All of this information, including how to fill out the related tax forms, is fully covered by the Checkpoint Learning Health Care Reform Certificate Program.

“2015 was a key year for health care reform, with regulations taking effect for the first time and requiring strict attention from both businesses and individuals,” said Ken Koskay, CPA, CFP, and senior vice president of learning solutions with the Tax & Accounting business of Thomson Reuters. “Participants in this certificate program are better suited to serve clients that need assistance with the Affordable Care Act.”

This certification provides practitioners with the expertise necessary to provide guidance to their clients on the Affordable Care Act, including employer and individual mandates, the net investment income tax, reporting requirements, understanding compliance, completion of forms and calculations, and health insurance marketplaces. It prepares professionals to consult with clients on health care reform issues – both tax and non-tax.

If you need assistance with any of the complexities introduced by the ACA, please call Lisa at 812-222-1510, or toll free at 800-676-7567.

LisaSM





Work Opportunity Tax Credit

25 05 2016

The Work Opportunity Tax Credit (WOTC) is available for wages paid by employers who hire individuals from certain targeted groups of hard-to-employ individuals. The targeted groups are:

  1. Qualified members of the families receiving assistance under the Temporary Assistance for Needy Families (TANF) program,
  2. Qualified veterans,
  3. Qualified ex-felons,
  4. Designated community residents,
  5. Vocational rehabilitation referrals,
  6. Qualified summer youth employees,
  7. Qualified members of families in the Supplemental Nutritional Assistance Program (SNAP),
  8. Qualified Supplemental Security Income recipients,
  9. Long-term family assistance recipients, and
  10. Beginning January 1, 2016, long-term unemployed individuals.

An employer must obtain certification that an individual is a member of a targeted group before the employer may claim the credit. An eligible employer must file IRS Form 8850 along with ETA Form 9061 with their respective state workforce agency within 28 days after the eligible worker begins work.

For each group listed above, there are specific criteria that must be met in order to be certified as a member of that targeted group. The second page of the instructions to Form 8850 include these criteria. https://www.irs.gov/pub/irs-pdf/i8850.pdf

Recently enacted legislation extends the time for employers to submit these forms for various targeted groups who began working during various time periods as follows:

  1. An employer who hired or hires a member of a targeted group other than qualified long-term unemployment recipients (groups 1 through 9 above) and who began or begins work between January 1, 2015 and May 31, 2016 has until June 29, 2016 to file Form 8850 with their state workforce agency.
  2. An employer who hired or hires an individual who is a long-term unemployment recipient (group 10 above) who began or begins work between January 1, 2016 and May 31, 2016 has until June 29, 2016 to file Form 8850 with their state workforce agency.
  3. An employer who hires a member of any of the targeted groups who begins work after June 1, 2016 is not eligible for the transition relief and must file Form 8850 with their state workforce agency within 28 days after the eligible worker begins work.

 

If you have any questions concerning the WOTC, or if you feel that you may have an employee who qualifies for the credit especially during the transition relief period, we encourage you to give us a call.





End of Tax Season Note from RBSK

21 04 2016

April 18th has arrived!  RBSK would like to take a minute to thank our colleagues, clients and friends for allowing us the opportunity to serve your needs.

We would also like to let everyone know that our offices will be closed Friday, April 22nd to allow our staff a well-deserved break.  We will be back in the office bright and early Monday morning.

Break





50 Years & 50 Gifts

5 02 2016

50 – It’s not a huge number. It’s not small either. I mean, who wouldn’t like $50 extra in their pocket? I know I would. 50 years in business is quite a milestone! That’s exactly what RBSK is celebrating – 50 years in business! What began as a sole proprietorship in 1965 has now grown to become one of the largest local accounting and consulting firms in Indiana.  To help celebrate that 50 years, the staff and partners of RBSK decided to have some fun with the number and give 50 gifts to represent those 50 years. Who better to receive those 50 gifts but the communities that we serve?

What fun we had buying those gifts – toys, coats, and even socks. If you weren’t involved in the buying process, then you had fun examining and, I’ll admit, playing with some of those toys.

Mary Harmeyer and I were very blessed to play Santa’s helpers and deliver toys. We delivered to Safe Passage in Batesville and to the Jennings County Coordinating Council.  We had a wonderful time meeting two women that are very enthusiastic about the services they provide at each of these organizations. They were very excited about the toys that we were able to donate.

Next up, John Seale was happy to deliver our winter coat donations to the Brookville United Way where they distribute these coats to those in need to help them stay warm. I’m sure they were greatly appreciated, especially these past few very cold days.

50 Gifts 3

Vince Rettig and Ron Knueven loaded up their sleigh to deliver toys to the Greensburg/Decatur County Cheer Fund. I think Vince had a hard time parting with those pink Barbie cars. But I know that the little girls that received them are sure enjoying them!

Rounding out our 50 gifts for 50 years was our 50 packages of socks donated to the Greensburg Community Bread of Life. Yes, I said 50 packages of socks. Not just plain white socks either. We had blue socks, black socks, socks with stripes and even socks with trains on them.

50 – It’s not a huge number. It’s not small either. But 50 years of getting to serve our communities has been a joy for sure.  We look forward to 50 more!

sm_christa

Submitted by Christa Dickson





Nick Wallpe Newest Partner at RBSK

29 01 2016

John G. Seale, managing partner at RBSK Partners, is pleased to announce that Nick Wallpe has joined the partner group as a principal owner. Nick joined the firm on a full time basis September 1, 2005.

Nick graduated from Ball State University with a Master of Science degree in Business with a concentration in accounting. Along with his CPA designation he also carries the CGMA (Chartered Global Management Accountant).  He is a member of the American Institute of Certified Public Accountants and the Indiana CPA Society.  Nick exemplifies the leadership characteristics, professionalism and technical skills necessary to be a principal owner and is committed to taking this important professional step in his career.

Nick and his wife Melissa, and their two children, Andrew and Abigail, reside in Greensburg.

RBSK Partners PC provides a wide range of services to individuals and businesses in a variety of industries. At RBSK Partners PC, we strive to meet each client’s specific needs in planning for the future and achieving their goals in an ever-changing financial and regulatory environment.

nick

Nick Wallpe, CPA





Did you say RBSK IT Road Show?

27 01 2016

Yes, that is what we have taken to calling our group of individuals in the IT Department here at RBSK Partners, PC. Ok, so it is really just a fun name we have given ourselves.  Our IT Department is actually made up of four individuals.  Three IT Consultants: Andy Koetter, Barry Bailey & Brian McReynolds; and our IT Administrative Assistant: (Me) Jennifer Gunter.

The members of our IT Department have been making appearances all month. We began our “Road Show” by speaking at the Optimist Club Breakfast on January 7th.  Our next engagement was at the Rotary Club Luncheon Meeting on January 18th.  Our most recent appearance was on the WTRE Chamber Chat January 25th.

We are having a great time meeting new people and getting the chance to inform everyone that we at RBSK Partners do more than the typical Accounting firm. You might be surprised to know that we offer computer services as well.  Our IT Department can help with all your computer needs.

During our Road Show we have had a few questions that have been asked frequently. People want to know how long your computer should last.  Obviously not all PC’s are the same.  As a general rule of thumb, a PC used in the business world should be replaced after 4 or 5 years.  Yes, they may still be running at that time, but probably not at their top speed or as well as they once did.  The fact of the matter is that technology changes and the needs of the software running on your PC requires more resources than they used to.

RBSK IT Road Show 2Another question we were asked on our Road Show was what we thought of Windows 10. With the release of Windows 10, we see good things.  The main thing you want to think about when considering upgrading to Windows 10 is to be sure the software you use for your business is compatible.  Software companies are not always on the cutting edge as you would think.  If the software you use is compatible, you are probably safe to move up.  Microsoft brought back a lot of the look and feel of Windows 7 that we like and some of the new features offered by Windows 8 that went over well.  As with any Windows upgrade there is a bit of a learning curve.  Overall, we like it.  We would caution you to be sure to take a look at the privacy settings while upgrading to Windows 10.  With the introduction of Cortana, Windows is asking for more approval to monitor how you use your PC to better assist you.  You do have the option to restrict that monitoring.  We recommend restricting that information.

We were also asked about backups and the cloud. There was a movie preview not long ago where the couple are discussing “The Cloud”.   One of them says “Nobody understands the cloud.  It’s a mystery.”  Well, that about sums it up for most of us.  We all know it is important to back up our data.  But do we want it in the illusive cloud?  The answer to that is “Yes”!  Backing up to the cloud is actually a good thing.  If you are running a business, the safest way to be sure your business can stay up and running in the case of a disaster is to backup to the cloud.  Backing up to the cloud means you are saving your data to another location.  So if your building blows away, you can still access your data.  Your building may be gone, but not your business.  You can breathe a little easier knowing that your data is not just out there in La La Land.  The backup software companies actually go to great lengths to keep your data safe by encrypting it so that no one can just happen across it.  Only you have the ability to access your data.

The last thing on everyone’s minds was about us individually. Who we are?  What is our background?  How long have we been in the technology field?  Well I mentioned at the beginning we are calling ourselves the RBSK IT Road Show.  If you have more questions, we can bring our Road Show to you.  We would love to hear from you!

SM Jennifer

Submitted by: Jennifer Gunter





RBSK Payroll Announces New Labor Law Poster Solutions

29 12 2015

RBSK Payroll will be unveiling a new Labor Law Poster Solution for clients as of the first of the year. Manager, Barb Bohman, CPA, CPP of RBSK Payroll indicates that labor law postings are an area of growing concern. This new program is designed to help our clients be in full compliance with the law.

For the new year, the federal government has announced an increase in the budget allocated for the Department of Labor (DOL). This will likely mean an increase in workplace compliance audits and more labor law poster audits with citations given for violations. Additionally, the 2016 DOL budget includes a $2 billion initiative for additional employer labor law posting requirements in selected states for Paid Leave.

Here is a description of the Labor Law Poster Solution.

Introduction

State and federal law requires employers to post labor law notices in the workplace. These mandatory postings include the OSHA Posting, Federal Minimum Wage, FMLA, USERRA and various state specific notices. Failure to post mandatory labor law notices can result in hefty fines and lawsuits.  We have made these state and federal notices available to you in laminated All-In-One State & Federal Labor Law Posters at wholesale prices. Please contact RBSK Partners for more information to order All-In-One State & Federal Labor Law Posters for your business.

Labor Law Poster

Labor Law Poster Update Service

Labor law postings can change at any time of the year, and it is the responsibility of the employer to stay up-to-date. CLICK HERE to review a list of State & Federal Labor Law Posting updates that have occurred since 2003. Let us take the worry and work out of keeping your business compliant!  Our labor law poster update services automatically keep you up to date with notifications of changes to the labor law notices affecting you.  When a change occurs, we will make sure that your posters remain compliant.

How does a Labor Law Poster Update Service work?

Our Worry-Free Poster Solutions offer two easy ways to stay up-to-date with changes in mandatory federal and state postings. Both update services are backed by a $25,000 We Pay The Fine Guarantee! E-Update Service

Upon activation receive a laminated All-In-One State & Federal Labor Law Poster delivered to your location (optional).

  1. When a change occurs, we place a call to your business to alert you that a posting has changed and we email the updated posting straight to your inbox as a downloadable PDF file.
  2. Print the updated posting on your printer.
  3. Display the updated posting alongside your current labor law poster.
  4. Receive an updated All-In-One State & Federal Labor Law Poster every year on the anniversary of your subscription. Shipping & handling included.

E-Update Service

Poster Replacement Solution

Upon activation receive a laminated All-In-One State & Federal Labor Law Poster delivered to your location (optional).

  1. When a change occurs, we update our posters with the new mandatory posting.
  2. We mail you an updated All-In-One State & Federal Labor Law Poster. Shipping & handling included.
  3. Take down your current labor law poster and display the newly updated poster.

Update Poster Service

Both update services are pay-as-you-go monthly subscriptions that can be activated and/or cancelled anytime.  Please contact RBSK Partners to order the E-Update Service, Poster Replacement Solution or All-In-One State & Federal Labor Law Posters without an update service.

 

FAQs

Q. What Labor Law Posters are required for my business?

A.  Both state and federal labor law posters are required for businesses. If a business has one or more employees, it is required by the law to post federal, state and OSHA mandatory posters. More specifically, the following six postings must appear in each workplace location: federal minimum wage, Employee Polygraph Protection, OSHA, FMLA, USERRA, and EEO.

Q. Where should my business display these labor law posters?

A.  Labor law posters should be displayed somewhere apparent to all employees on a daily basis, such as a break room or main lobby. If you have multiple locations, then each workplace should display its own posters.

Q. When does my business not require a labor law poster?

A.  Although it is recommended, the following types of businesses do not need to post labor law posters:

  • Sole Proprietor without employees
  • Businesses with only contract employees
  • Businesses with an all-volunteer work force
  • Family owned business where all employees are related

Q. Do my posters need to be multilingual?

A.  If your business is located in one or more of the following states, you are required to post labor law posters in both English and Spanish: AZ, CA, FL, GA, NM, NC, NY, TX. If you do not fall into this category, it is not mandatory to display bilingual posters; however it is highly recommended if you happen to have Spanish-speaking employees. The All-In-One State & Federal Labor Law Poster is available in Spanish for all 50 states in the U.S.

If you employ individuals who speak a language other than English or Spanish, it would be recommended to contact Labor agencies to obtain labor law literature in the appropriate languages so that your employees are informed on their rights.

Q. How often do I need to update my labor law posters?

A.  Whenever Federal, State, and OSHA agencies make any labor law changes, it is vital to update your mandatory labor law posters to avoid receiving a violation. Very frequently, state and federal agencies may change these laws with notifying individual businesses, so it is important to stay up to date for any changes made.

Q. Do I have to change my posters every year?

A.  The frequency of Labor Laws varies by state. Employers must change posters when the State, Federal or OSHA agencies make legislative or regulatory changes.

Q. How do I know if my Labor Law Poster is up-to-date?

A.  Visit www.posterupdates.com for recent changes to State & Federal Labor Law posting requirements.

Q. What happens if my business is not compliant with labor law posting regulations?

A.  If a business is not in compliance with current federal and state labor law poster standards, they are in jeopardy of receiving a fine or citation. Additionally, keeping your employees in compliance with required postings, reminds supervisors of their obligations to uphold the law, and protect your workers from injury, discrimination, harassment, and other important State, Federal, and OSHA requirements.

Q. What is the penalty for failing to display Labor Law posters?

A.  Federal and State fines are imposed by various agencies. These fines may vary. Failure to comply with posting regulations can result in fines of up to $17,000 per location (29 USC Sec. 666(i) and 29 USC Sec. 2005). Examples of the most common fines are:

  • Federal FMLA $100 per offense.
  • Federal Employee Polygraph Protection Act Secretary of labor can bring court actions and assess civil penalties for failing to post.
  • The Migrant and Seasonal Agricultural Worker Protection Act (MSPA) may bring court actions and asses civil penalties as well.
  • For failing to post the Federal OSHA Poster – A civil penalty of up to $7,000 may occur.
  • For failing to post the CAL/OSHA Poster – you can receive a penalty of up to $1,000 per violation.

Q. When are Labor Law posters updated?

A.  There is no set date for updates on posters, which is why having a monitoring and update service is so valuable for today’s businesses.

To learn more about RBSK Payroll visit: www.rbskpayroll.com or call 812.222.1559 for a Free Quote.

Barb 2013

Submitted by Barbara Bohman, CPA, CPP