Is Converting to a Roth IRA Right for You?

Starting in 2010, anyone with a traditional IRA can convert all or part of it to a Roth IRA.  Once you have had a Roth IRA for at least five years and after you are age 59 1/2, all withdrawals are tax free.

You will owe income tax on a Roth IRA conversion.  If you convert in 2010 you can elect to defer the tax payments to 2011 and 2012.  Even with this deferral, you probably will pay income tax much sooner that you would have paid if you had kept the money in a traditional IRA.

REASONS TO CONVERT

ESTATE PLANNING

  • You are not required to take any withdrawals from a Roth IRA, no matter how old you are.  With traditional IRAs, you generally must take at least required minimum distributions (RMDs) after age 701/2.  Therefore, a Roth IRA can be ideal if you have ample wealth from other sources and wish to pass a tax-free account to your heirs.
  • Example1:
    • Barbara has $1 million in a traditional IRA.  She converts the account to a Roth IRA in 2010 and owes $350,000 in income tax, at a 35% rate.  Barbara pays that tax bill with non-IRA funds.
    • Assume that Barbara lives for 24 more years.  She earns 6% per year in her Roth IRA and takes no distributions.  Therefore, the account is worth around $4 million at Barbara’s death. If Barbara’s son Phil is the beneficiary of the Roth IRS, he will be subject to an RMD schedule, but all of his withdrawals will be tax free.

TAX TACTICS

  • When you convert a traditional IRA to a Roth IRA, you will have to recognize income from the conversion.  That income may help you use up tax benefits that otherwise would be used later or not at all.  Tax benefits that may expire for lack of income include net operating losses, ordinary losses, and charitable contributions.
  • Example 2:
    • Nick is a retiree with modest taxable income.  A few years ago, he made a large donation to his alma mater.  Under the tax code, Nick’s charitable deductions each year are limited to 50% of his income.  If Nick doesn’t use all of his deductions within five years after the year of the donation, he will never be able to use them.
    • There, Nick converts his traditional IRA to a Roth IRA.  This move increases his income, enabling him to use the balance of his charitable deduction.  Thus, Nick has converted his tax-deferred traditional IRA to a potentially tax-free Roth IRA while incurring a relatively low tax obligation.

MARKET TIMING

  • If your traditional IRA loses value, you will owe less tax on a Roth IRA conversion.  Many taxpayers invest IRA money in stocks.  Because the broad U.S. stock market is currently below its peak, Roth IRA conversions are relatively inexpensive.
  • Example 3:
    • Robin Bradley’s traditional IRA was worth $300,000 in late 2007.  In her 33% tax bracket, Robin would have paid $99,000 in federal income tax to convert this IRA to a Roth IRA.
    • Robin’s traditional IRA is now only worth $210,000.  She would owe $69,300 on a Roth IRA conversion, at a 33% tax rate: $29,700 less than a conversion would have cost in 2007.  If Robin’s Roth IRA grows back to $300,000, she eventually can withdraw that $90,000 without owing any income tax.  Without a Roth conversion, Robin would owe income tax on withdrawals from her traditional IRA, making that $90,000 gain taxable.

RETIREMENT PLANNING

  • Some taxpayers believe they will be in a higher tax bracket in retirement than they are now.  They may have low taxable income this year, for example, or they may plan to relocate to a high income tax state.  In addition, many people fear that future income tax rates will be higher than today’s rates because the federal government will need more money to cover its obligations.
  • In such circumstances, you might want to convert all or part of your traditional IRA to a Roth IRA now and pay tax at current rates.  Once you meet the five year and age 591/2 tests, you will have a source of tax-free cash no matter what happens to your personal tax rate.

WHY YOU SHOULD NOT CONVERT

  • You cannot convert the 2010 RMD amount from the traditional IRA to a Roth.
  • The tax liability is too large.  It is not advisable to use part of the IRA conversion money to pay the tax due. Does paying the tax deplete too much of your liquid cash assets?
  • Is the conversion going to bump you into a higher tax bracket so all your income will be taxed at a higher rate? The amount of Roth transfer is treated as income.  If you receive Social Security benefits, their taxability will be affected and some deductions could be reduced that are affected by income limits.

I tried to keep this letter brief, but as you can see there are many things to consider if you are contemplating doing a conversion.  There are too many variables to cover in a general article, so it is best to consult your financial advisor or CPA to analysis your particular situation.

Should you have questions regarding this post or any other tax needs, contact us at Schutte & Hilgendorf, PLLC, Prescott accountants serving the greater Yavapai County with tax, accounting, auditing, and QuickBooks consulting expertise.

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Misclassifying Workers as Independent Contractors

Misclassifying Workers as Independent Contractors Can Be A Costly Mistake

Using independent contractors in your business can save money.  Independent contractors do not receive typical company benefits such as vacation, sick pay or health insurance/retirement benefits.  Plus, employers don’t pay social security taxes (FICA), or provide unemployment benefits. However, it is easy to blur the line between a true independent contractor and employee and the IRS is cracking down.

In order to be considered an independent contractor, a worker should meet certain criteria.  Control is one of the primary determinators.  What is your level of control over the worker?  An independent contractor determines how and when work will be performed whereas an employee’s work parameters are established by the employer.  For example, if you require a worker to attend regular meetings, work set hours and use specific materials and equipment, then in most cases that worker is an employee because you are exercising significant control over his/her job performance.

Other factors include such things as:

  • Working relationship. Does the worker have other clients with whom he works or does he work exclusively for you?  An independent contractor is in business for himself so he should have other clients or at least be in the market to acquire other business opportunities.
  • Work hours. An independent contractor should, in most cases be able to set his own work schedule.  As long as the contractor meets the deadline established by the client, he can decide his own work schedule.
  • Work location.  Generally, an independent contractor provides for his own work location, materials and equipment.  In other words, his primary office is not located at your company’s facility.
  • Expenses. Employees typically submit their work-related expenses to their employer for reimbursement.  An independent contractor, however, generally absorbs expenses as part of the cost of doing business.
  • Taxes. An independent contractor pays his own taxes by filing quarterly estimated tax returns.  Your company does not withhold taxes.

If the IRS determines you have misclassified a worker as an independent contractor rather than an employee, get out your checkbook.  You may be charged for back taxes, interest and penalties.  In fact, there is even the possibility of criminal charges.  And in some cases the misclassified worker has been able to sue the employer for lost benefits during the time in which he should have been considered an employee.

The IRS has a set of guidelines an employer can use to determine the proper status of a worker.  If you are still uncertain, give us a call us.

While in the short-term, using independent contractors in your business may save you money, it could cost you significantly more in the long-term.  Make sure you make the right choice.

(From business.gov article Misclassifying Workers as Independent Contractors Can Be Costly)

Should you have questions regarding this post or any other tax needs, contact us at Schutte & Hilgendorf, PLLC, Prescott accountants serving the greater Yavapai County with tax, accounting, auditing, and QuickBooks consulting expertise.

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The new HEALTHCARE REFORM AND CREDITS FOR EMPLOYERS:

The Healthcare reform legislation allows certain small employers and tax-exempt organizations that pay at least half of the cost of health insurance for their employees to claim a tax credit starting this year (2010).  The rules for determining eligibility for, and the computation of, the credit are quite complicated.

To qualify for at least a partial credit, an employer must have fewer than the equivalent of 25 full-time employees and pay them average annual wages under $50,000.  Because eligibility depends on the number of “full-time equivalent” (FTEs) employees rather than the number of employees, employers that employ a combination of full-time and part-time help may qualify for a credit.  Owners of the business and their family members are not counted in calculating the FTEs and the annual wages for qualifying for the credit.  For the years 2010-2013, the credit can be as high as 35% of premiums.

As mentioned, the rules are complicated and have many “ifs”, so it is difficult to give a general answer on the amount of credit available for a specific organization.  If you are paying health insurance for your employees and think this may affect you, please give Schutte & Hilgendorf a call or send an e-mail to loish@prescottaccountants.com and we will customize the calculations for your specific situation to see how you may benefit.

For tax years beginning after December 31, 2010 and beyond, an employer must disclose on each employee’s W-2 Form the value of the employee’s health insurance coverage sponsored by the employer.

Beginning in 2014 an employer who employs an average of at least 50 full-time employees during the preceding calendar year is required to offer and contribute to their workers’ health insurance or  pay a penalty.

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DEPRECIATION EXTENSIONS THROUGH THE 2010 HIRE ACT

The HIRE act  of 2010 also extends the $250,000 limit on first-year expensing for purchase of business equipment and machinery in 2010,  (Known as Section 179).  If the total cost of qualifying purchases in 2010 exceeds $800,000, the $250,000 Section 179 deduction is reduced.

The 50% bonus depreciation in effect in 2009 HAS NOT YET been extended to apply in 2010.  The latest news we have received is that it is included in a bill that the Senate is considering, but has not yet passed.  We are keeping an eye on the developments and will post new information to our website www.prescottaccountants.com as soon as it is available.

If you have any questions about how to apply this depreciation extension or any other aspect of the 2010 HIRE act, or just need tax planning assistance,  please call Schutte & Hilgendorf, CPAs at 928-778-0079.  We specialize in accounting, auditing, and tax planning and preparation for individuals and business in the great quad-city area.

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New Arizona Withholding Rates

On July 1, 2010 the Arizona withholding rates will change. They are currently based on a percentage of the Federal withholding. Starting on July 1, 2010 the rates will change to being based on a table prescribed by the Arizona Department of Revenue. The rates effective July 1, 2010 have recently been issued along with the new Form A-4. This form will need to be completed by employees prior to the change on July 1, 2010.

The tax rate did not increase – Arizona is now using a different method for calculating withholding

The following table can be used as a guide for determining your new rate:

If your rate
Before July 1 was
Then use this rate
After June 30
10.7% 1.3%
20.3% 1.8%
24.5% 2.7%
26.7% 3.6%
33.1% 4.2%
39.5% 5.1%

Should you have questions regarding this post or any other tax needs, contact us at Schutte & Hilgendorf, PLLC, Prescott accountants serving the greater Yavapai County with tax, accounting, auditing, and QuickBooks consulting expertise.

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