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.





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

 

 





Press Release – Barbara Bohman, CPA Passes CPP Exam

13 10 2015

RBSK Partners PC is pleased to announce that Barbara Bohman, CPA has passed the certification exam earning the title of Certified Payroll Professional (CPP).

The Certified Payroll Professional (CPP) designation is an exam-based payroll certification attained by individuals who possess a high level of professional competency through both the acquisition of knowledge and direct payroll experience.  A CPP candidate must verify employment in the payroll profession preceding the exam date. The CPP designation indicates that an individual has the experience and skills necessary to provide strategic payroll management and support to facilitate a company’s overall business goals.  The CPP Examination is voluntary, and certification is conferred by the APA Certification Board’s CPP Committee.

RBSK Payroll is a division of RBSK Partners PC with offices in Greensburg, Batesville, North Vernon and Brookville. RBSK Payroll serves the tri-state area and was recently created to provide a more focused approach to payroll and to offer other ancillary services such as time clock integration, employee self service portals, background checks, pay cards and more.

Barb is a Decatur County native with a Bachelor of Science in Finance from Indiana University. She has over 25 years of experience in tax preparation, bookkeeping and payroll. Barb is a key member of the RBSK Payroll team working with many of our bookkeeping/payroll clients. Barb and her husband Lee reside in Greensburg where they raised their two sons.

Barb 2013

Barbara Bohman, CPA, CPP