Pikes Peak Financial Group

06/07/2022

Tax Break for Commercial Real Estate Investors
Tax and Financial News
June 2022

Image removed by sender.COVID-19 impacted the economy dramatically and commercial real estate was no exception in terms of decreased values. Often, the real property could no longer service the debt used to finance it. This debt restructuring and resulting debt forgiveness can result in taxable income.

Taxable Income and Debt Cancellation

If you have a $80,000 loan and the bank reduced the amount you owe down to $50,000, then you have an economic benefit of $30,000, which should be treated as taxable income. This is indeed how cancellation of debt is treated, but there are exceptions such as in the case of bankruptcy or insolvency. There is another unique scenario that applies only to commercial real estate.

Assuming that the taxpayer is not a C-corporation, debt cancellation is excludable from taxable income if it results from qualified real property business indebtedness (QRPBI). QRPBI is debt taken on to buy real property used for commercial purposes. Starting in 1993, debt used for building or improving a property also qualify.

As we all know, there is no such thing as a free lunch. In order for debt cancellation to not be considered current taxable income, the taxpayer must reduce their basis in the real property by this same amount. This does not cancel the income; instead, it defers its recognition and helps cash flow as a result. Below, we look at an example of how this works.
Illustrative Example

Assume David bought a property in 2017 and he uses it for business purposes. In 2022, the property has a first mortgage of $200,000 and a second mortgage of $100,000 (both with the same bank), with a fair market value (FMV) of $240,000. He negotiates with the bank to reduce the second mortgage down to $20,000, resulting in income from the cancellation of debt of $80,000.

The amount of debt cancellation that can be deferred is equal to the amount of the second mortgage before the debt cancellation, less the FMV minus the first mortgage. In David’s case, before debt cancellation, the FMV ($240k) minus the first mortgage ($200k) was $40,000. The balance of the second mortgage ($100k) exceeded this by $60,000. Out of the total debt cancellation of $80,000, this $60k is subject to deferral, with only the remaining $20,000 reported as immediate taxable income.

The $60,000 is not considered as taxable income only to the extent that David has sufficient adjusted tax basis in the depreciable real property to absorb this as a reduction in basis. Assuming this is the case, the reduction in basis applies the first day of the tax year after the debt cancellation (unless the property is sold before year-end – then it applies immediately).

In the example above, David would include the $10,000 of cancellation of debt income on his 2022 tax return and adjust his basis in the real property by $60,000 as of Jan. 1, 2023.

05/25/2022

05/17/2022

Secure 2.0 Retirement Bill Mandates Roths And More

Ashlea Ebeling

Senior Contributor

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Mar 31, 2022,05:53pm EDT

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Secure 2.0 is trying to get more Americans saving for retirement.

Secure 2.0 is trying to get more Americans saving for retirement.

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The big retirement bill that the House passed this week, known as Secure 2.0, has several provisions that would mean more taxpayers can get Roth money into their nest eggs—and in some cases mandates Roth contributions. That’s a big deal because the tax consequences of whether you have pre-tax or Roth accounts are significant, and there are traps for unwary taxpayers.

Roth retirement accounts are funded with after-tax money. They then grow tax-free, and when you pull the money out, it comes out tax-free. In contrast, with traditional pre-tax accounts, you get a tax break upfront, the money grows tax-deferred, and then you owe income taxes when you pull the money out in retirement.

One could argue that this distinction—between pre-tax and Roth accounts—is too complicated for the average taxpayer to have to consider. And some employers take that stance now. They offer only traditional pretax retirement accounts. The reason: For some taxpayers, they’re better off making retirement account contributions on a pre-tax basis, to keep down their current income and qualify for other tax breaks. Yet for other taxpayers, they’re better off maximizing the amount that goes into the Roth bucket.

PROMOTED

So why is Congress aiming to expand the use of Roth accounts? To raise revenue. The U.S. Treasury gets more money upfront when taxpayers go Roth. The legislation, known as Secure 2.0, would mandate that all catch-up contributions (that is, extra contributions made by those 50 or older) to workplace retirement plans like 401(k)s would have to be made as Roth contributions, not pre-tax contributions. It would allow employers to give employees a new choice of getting employer matching contributions as Roth money added to the Roth bucket, not the pre-tax bucket of their retirement account, where currently, all the employer match goes. It would allow SIMPLE IRAs to accept Roth contributions. And it would also allow employers to offer employees the ability to treat employee and employer SEP-IRA contributions as Roth (in whole or in part).

Here are highlights of what else Secure 2.0 hopes to accomplish:

Get more workers signed up. Employees would be automatically enrolled in workplace 401(k), 403(b) and SIMPLE IRA retirement plans (but they’d be able to opt out of coverage).

Encourage more small employers to offer plans. An enhanced retirement plan start-up tax credit (100% for the first three years) would mean a bigger tax break for small employers who establish retirement plans for their workers. Another credit would entice small employers to make employer contributions to their workers’ accounts.

Increase catch-up amounts. The current 401(k) $6,500 catch-up contribution limit would be increased to $10,000 for workers who are 62, 63 and 64.

Delay the age when mandatory withdrawals kick in. The required beginning date for taking required minimum distributions from retirement accounts (401(k)s, IRAs, etc.) would be raised gradually from 72 to 75. Secure 1.0 raised it from 70 to 72.

Make it easier to get an employer match. Typically, to get an employer matching payment to your retirement account, you need to contribute via salary deferrals. For example, you contribute 3% of your salary, and your employer will contribute another 3%. Some workers miss out on the free match because they’re paying off student loans. Under the new proposal, student loans repayments by the employee would count as elective deferrals, allowing the employer to make a match.

Help locate old retirement plans. When workers switch jobs, they often leave behind old retirement plans. This provision would create a national lost and found to help reunite taxpayers with money that’s rightfully theirs.

The U.S. House voted 414 to 5 to pass the bill, and the Senate says it will take up its version soon. Retirement legislation is typically bipartisan, so there’s a good chance of much of this becoming law, it’s just a matter of when. Here’s a section by section summary of Secure 2.0 by the House Ways and Means Committee.

05/09/2022

How to Save When You're Broke

Tip of the Month

May, 2022

How to Save When You're BrokeIf you think saving money is a waste of time, think again. It all comes down to having the right mindset and strategy – even if you don’t have a penny to spare. Here are some ground rules that have proven effective for many. All you have to do is be willing to dive in, change your choices, and revisit the way you approach your finances.

Create a budget and track your expenses. Yes, you’ve probably heard this a million times and you might be thinking: how can I save money if I don’t have any? Here’s what you do. For the next 30 days, try this experiment: track every dollar that’s coming in and going out. Here are things to consider:

Except for the basics, where did you spend?
Were there items that were wants instead of needs that you might cut?
Did you buy name brands or lower-cost options?
How can you reduce your spending by 5 percent or 10 percent?
After you’ve digested all this, you’ll have a better picture of what’s going on. A good next step is to balance your budget. This method keeps money from slipping through the cracks.

Grow your income. This might sound like a beat-down since you’re already burning the midnight oil, but remember that this is temporary and a means to an end. If you have an extra room, you might think of renting it out for a few months. If this is outside your comfort zone, find a side hustle that’s fun like dog walking or pet sitting. Or think about jobs you can do on your computer like answering paid surveys. Part-time weekend jobs also are an option. Greeters at Costco make around $24 an hour!

Automate your savings. Again, you’ve heard this, but taking this money off the top before you even see it is key. You never see the money so you don’t ever miss it. And any amount saved can add up over time. Even $5 a paycheck can make a difference.

Have no-spend days. Of course, you have necessary expenses like food and shelter. But what about those days when you don’t want to cook and grab some drive-through grub? Or you see a Starbucks, your car turns around, and suddenly, you’re there ordering a Double Mocha Frappuccino? Certainly, we all want – and need – treats every now and then. But be judicious about them because if you’re already broke, these spontaneous splurges can derail your savings dreams.

Sell things you no longer need. Start by cleaning out your closets and your garage. You’ll most likely find things you no longer have any use for, or want. Host a yard sale. Or even better, snap pics of your items and put them up on Facebook Marketplace, eBay, Craigslist, or Nextdoor. For more pricey things like clothes or jewelry, try Thred Up or Poshmark. You’ll be surprised how quickly this all adds up. Then put this money toward your savings or your debt. Slow and steady always wins the race.

Write down your 10-year lookahead. How do you want to be living a decade from now? On the beach? In a townhouse in a European city? Completely out of debt? All of your dreams, no matter how crazy, can absolutely be achieved. All you have to do is take the long view. Have tunnel vision about your destiny. What this all comes down to is daily financial decisions.

So now that you have a few ways to get ahead, it all comes down to you. Take a deep breath and be intentional – embrace this new way of living. When you see yourself making new choices and realizing what you can achieve by tweaking how you spend, there’s no stopping you.

01/06/2022

The Risks of Using Self-Directed IRAs
Tax and Financial News
1/1/2022

Self-directed IRAs (SDIRAs) are becoming more and more popular as IRA holders look to enter alternative investments. While SDIRAs can open up a world of investment options, the rules around them are complicated and compliance can be tricky. Below, we’ll look at a couple of relevant court cases that illustrate some of the potential pitfalls.

Self-Directed Equals Higher Fees

A SDIRA can own an investment in pretty much any type of asset except life insurance or collectibles. The downside to accessing investments beyond stocks, mutual funds, ETFs and bonds is that it is more expensive.

The SDIRA custodian usually charges an annual fee as well as per transaction fees. The assets also need to be valued at the end of every year for reporting purposes so there is usually a custodial appraisal or valuation fee. These fees and structures often lead to SDIRA owners taking shortcuts to save money or ease administration.

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12/07/2021

How Businesses Can Recognize and Combat Employee BurnoutGeneral Business News

December, 2021

According to the job site Indeed, COVID-19 has taken a toll on workers even more in 2021, compared to 2020. The survey conducted by Indeed found that 52 percent of those surveyed felt “burned out” in 2021. Sixty-seven percent of those asked said that feeling burned out has become more pronounced as COVID-19 has progressed. It's more noticeable among remote workers (38 percent), compared to 28 percent of employees working in person.

Gallup reported in October 2020 that between 2016 and 2019, worker burnout was already on the radar. Once COVID-19 hit workers in 2020, those working remotely 100 percent of the time are reporting even higher levels than those who work outside the home.

Pre-COVID-19, when employees worked remotely either 100 percent of the time or via a hybrid approach, they had lower levels of burnout compared to those who worked at their place of employment full-time.

When it comes to remote-only employees who “experience burnout at work always or very often,” levels have gone from 18 percent pre-pandemic to 29 percent during the coronavirus pandemic.

This phenomenon is blamed on not being able to choose to work remotely or at the workplace – the choice is not there with COVID-19. As of September 2020, 4 in 10 full-time employees worked exclusively from home, compared to 4 percent pre-COVID.

According to the Mayo Clinic, “job burnout is a special type of work-related stress.” Internal factors, according to the Mayo Clinic and Gallup, include uneven treatment by management, excessive work assigned to an individual, a toxic workplace and ambiguous or unclear assignment instructions.

Outside factors such as their personal life, their natural disposition, mood disorders, etc. may add to it. When a worker is fatigued, physically or intellectually, this also grips the worker with a feeling of lower productivity and a loss of who they are professionally.

For those who can’t manage job-related stressors, burnout often leads to negative results. According to the Centers for Disease Control and Prevention (CDC), this includes feeling dubious about one’s future at the company, experiencing an inability to sleep, an inability to concentrate, feeling tired and having little motivation to complete one’s work.

If there’s a completely new way of working, unpredictability of being exposed to COVID-19, having to juggle work and personal obligations throughout the workday and the inability to have the right tools to get work tasks completed, burnout will likely ensue.

Managing Burnout

There are many recommendations to regain control and keep work-related stress in check. This includes creating a schedule for both regular sleep and time to fulfill work tasks, if feasible. Taking strategic breaks and finding constructive non-work interests can lessen the stress of work as part of a balanced schedule.

According to Gallup, managers must harmonize maintaining high-performance expectations with employee commitment to the organization and worker welfare.

Gallup credits effective managers and “organizational communication” with keeping full-time remote workers fully engaged by making them feel like an integral part of their company. Through purposeful training and crystal-clear expectations, workers are set up for success.

The CDC recommends how workers can reduce the effects of burnout. Staying diligent with emotional wellbeing treatments and recognizing and getting treatment for new substance abuse issues is recommended. Staying in touch with others can help both sides feel supported mentally and lower stress. Taking a break from constant negative news is also recommended.

Much like businesses, employees are unique. With COVID-19 impacting each of us differently, managers must evaluate their organization’s circumstances and employees to find a balance between employee performance and their ability to maintain wellbeing.

Sources

https://www.cdc.gov/coronavirus/2019-ncov/community/mental-health-non-healthcare.html

https://www.gallup.com/workplace/323228/remote-workers-facing-high-burnout-turn-around.aspx

https://www.mayoclinic.org/healthy-lifestyle/adult-health/in-depth/burnout/art-20046642

https://www.indeed.com/lead/preventing-employee-burnout-report

CDC provides credible COVID-19 health information to the U.S.

12/07/2021

How Businesses Can Recognize and Combat Employee BurnoutGeneral Business News

December, 2021

According to the job site Indeed, COVID-19 has taken a toll on workers even more in 2021, compared to 2020. The survey conducted by Indeed found that 52 percent of those surveyed felt “burned out” in 2021. Sixty-seven percent of those asked said that feeling burned out has become more pronounced as COVID-19 has progressed. It's more noticeable among remote workers (38 percent), compared to 28 percent of employees working in person.

Gallup reported in October 2020 that between 2016 and 2019, worker burnout was already on the radar. Once COVID-19 hit workers in 2020, those working remotely 100 percent of the time are reporting even higher levels than those who work outside the home.

Pre-COVID-19, when employees worked remotely either 100 percent of the time or via a hybrid approach, they had lower levels of burnout compared to those who worked at their place of employment full-time.

When it comes to remote-only employees who “experience burnout at work always or very often,” levels have gone from 18 percent pre-pandemic to 29 percent during the coronavirus pandemic.

This phenomenon is blamed on not being able to choose to work remotely or at the workplace – the choice is not there with COVID-19. As of September 2020, 4 in 10 full-time employees worked exclusively from home, compared to 4 percent pre-COVID.

According to the Mayo Clinic, “job burnout is a special type of work-related stress.” Internal factors, according to the Mayo Clinic and Gallup, include uneven treatment by management, excessive work assigned to an individual, a toxic workplace and ambiguous or unclear assignment instructions.

Outside factors such as their personal life, their natural disposition, mood disorders, etc. may add to it. When a worker is fatigued, physically or intellectually, this also grips the worker with a feeling of lower productivity and a loss of who they are professionally.

For those who can’t manage job-related stressors, burnout often leads to negative results. According to the Centers for Disease Control and Prevention (CDC), this includes feeling dubious about one’s future at the company, experiencing an inability to sleep, an inability to concentrate, feeling tired and having little motivation to complete one’s work.

If there’s a completely new way of working, unpredictability of being exposed to COVID-19, having to juggle work and personal obligations throughout the workday and the inability to have the right tools to get work tasks completed, burnout will likely ensue.

Managing Burnout

There are many recommendations to regain control and keep work-related stress in check. This includes creating a schedule for both regular sleep and time to fulfill work tasks, if feasible. Taking strategic breaks and finding constructive non-work interests can lessen the stress of work as part of a balanced schedule.

According to Gallup, managers must harmonize maintaining high-performance expectations with employee commitment to the organization and worker welfare.

Gallup credits effective managers and “organizational communication” with keeping full-time remote workers fully engaged by making them feel like an integral part of their company. Through purposeful training and crystal-clear expectations, workers are set up for success.

The CDC recommends how workers can reduce the effects of burnout. Staying diligent with emotional wellbeing treatments and recognizing and getting treatment for new substance abuse issues is recommended. Staying in touch with others can help both sides feel supported mentally and lower stress. Taking a break from constant negative news is also recommended.

Much like businesses, employees are unique. With COVID-19 impacting each of us differently, managers must evaluate their organization’s circumstances and employees to find a balance between employee performance and their ability to maintain wellbeing.

Sources

https://www.cdc.gov/coronavirus/2019-ncov/community/mental-health-non-healthcare.html

https://www.gallup.com/workplace/323228/remote-workers-facing-high-burnout-turn-around.aspx

https://www.mayoclinic.org/healthy-lifestyle/adult-health/in-depth/burnout/art-20046642

https://www.indeed.com/lead/preventing-employee-burnout-report

-End Tax Planning Tips for Individuals and Businesses
Tax and Financial News

Year-End and individuals.

CDC provides credible COVID-19 health information to the U.S.

11/29/2021

Mason Warner & Company P.C.

CPA Lubbock Texas

November 1, 2021

Increasing the Debt Limit, Extending Government Funding, and Protecting Vets, Veteran Moms and the Capitol Police

Increase of Public Debt Limit(S 1301) – This bill was enacted on Oct. 14 in order to increase the public debt limit. The debt was increased by $480 billion, the amount projected by the Treasury Department to be needed through early December in order to avoid surpassing the public debt limit. Had this stopgap legislation not been passed, it would have created the potential for a severe economic crisis in which the government would have run out of money to pay back existing debts, government salaries and other pre-existing obligations. The bill was initially introduced by Sen. Sherrod Brown (D-OH) on April 22; it passed in the House on Sept. 29 and in the Senate on Oct. 7. It was signed into law on Oct. 14.

Extending Government Funding and Delivering Emergency Assistance Act (HR 5305) – The bill was both introduced by Rep. Rosa DeLauro (D-CT) and passed in the House on Sept. 21; then passed by the Senate on Sept. 30. It authorizes appropriations for federal agencies for the fiscal year ending Sept. 30, 2022, including providing emergency assistance for activities related to natural disasters and evacuees from Afghanistan. The bill is also known as a continuing resolution (CR), which prevented a government shutdown that would otherwise have occurred if the 2022 appropriations bills had not been enacted by Oct. 1, when the new fiscal year began. The legislation was signed and enacted in the nick of time by the president on Sept. 30.

Protecting Moms Who Served Act of 2021 (S 716) – This bill was introduced by Sen. Tammy Duckworth (D-IL) on March 17. The purpose of the legislation is to codify maternity care coordination programs at the Department of Veterans Affairs. Specifically, the VA must work with local non-VA maternity care providers for training and support related to the unique needs of pregnant and postpartum veterans, particularly with regard to mental and behavioral health conditions. The bill passed in the Senate on Oct. 7 and is currently under consideration in the House.

A bill to direct the Secretary of Veterans Affairs to designate one week each year as Buddy Check Week for the purpose of outreach and education concerning peer wellness checks for veterans, and for other purposes. (S 544) – This bill directs the Department of Veterans Affairs to designate one week each year as Buddy Check Week for veterans to conduct peer wellness checks. It also mandates that the VA ensure the Veterans Crisis Line has a plan to handle potential increases in calls during that week. The bill was introduced by Sen. Joni Ernst (R-IA) on March 2 and passed in the Senate on Oct 7. It is currently under consideration in the House.

Emergency Security Supplemental Appropriations Act, 2021 (HR 3237) – This legislation provides $1.9 billion in emergency supplemental appropriations for the legislative branch and federal agencies for preventive measures in response to what happened at the U.S. Capitol Complex on Jan. 6. Because this funding is designated as emergency spending, it is exempt from discretionary spending limits. The funding is allocated for expenses such as security-related upgrades, repairs to facilities damaged by the attack, reimbursements for the costs of responding to the attack, support for prosecutions, the establishment of a quick reaction force within the District of Columbia National Guard to assist the Capitol Police, and mandatory use of body-worn cameras by Capitol Police officers who interact with the public. The bill was introduced by Rep. Rosa DeLauro (D-CT) on May 14. It was passed in the House on May 20, in the Senate on July 29, and signed into law by the president on July 30.

Disclaimer

November 1, 2021 Service2Client Blog, Congress at Work

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11/08/2021

Potential New Tax on Stock Buybacks and What it Could Mean for the Financial Markets
Tax and Financial News
November 2021

Image removed by sender. Tax on Stock BuybacksPresident Biden’s latest spending bill could result in a new tax on corporate stock buybacks. In its most recent incarnation, the Senate version of the plan includes a 2 percent excise tax on stock buybacks. Still, this isn’t enough for many critics of stock buybacks, who claim they incentivize short-term behavior in lieu of long-term investment.

Short-Term Incentives

Stock buyback programs have long been criticized for giving a short-term boost to share prices with funds that could have been used for long-term investment instead. Critics, including the current president, believe stock buybacks come at the expense of capital investment in new or updated factories, research, worker training, etc. These critics believe this type of long-term investment is the key to sustainable growth.
How to Develop Company Travel Policies Post-COVID
General Business News
November 2021

Image removed by sender. Company Travel Policies Post-COVIDAccording to a recent U.S. Travel Association forecast, only about one-third of companies are requiring their employees to travel. With business travel still at a low, how can companies develop a travel policy that reduces the risk of COVID-19?

Occupational Safety and Health Administration

When it comes to business travelers, whether employees are traveling domestically or internationally, OSHA recommends employers consult the Centers for Disease Control and Prevention (CDC) for guidance.

10/27/2021

How Businesses Can Hedge Against Increasing Inflation

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How Businesses Can Hedge Against Increasing Inflation
· Posted on May 1, 2021

· In Blog, General Business News

Inflation is on the rise. According to a recent Economic News Release from the U.S. Bureau of Labor Statistics (BLS), the Producer Price Index for final demand grew by 1 percent in March. February saw “final demand prices” grow by 0.5 percent; and January’s final demand prices increased by 1.3.

According to BLS, the Producer Price Index (PPI) consists of many indicators and evaluates the mean difference over a period of time for the “selling prices received by domestic producers of goods and services.” In other words, PPI is a way to gauge how much manufacturers and similar businesses face in increased costs due to inflation.

This inflation gauge takes a broad survey of approximately 10,000 unique manufactured items and the amount of inflation businesses face. The BLS’ PPI measure looks at items produced by fisheries, food growers, miners, manufacturers, etc. It also includes 72 percent of production of the service sector, as the 2007 Economic Census found.

Hedging with Futures

One way to reduce risk is by hedging. A popular example is with futures contracts. Much like buying an insurance policy, futures contracts can reduce the impact of a negative event, such as a spike in commodity prices.

If a company is worried about the price of oil for their planes or coffee for their cafes, they can enter into a futures contract to buy a designated quantity of that particular commodity at an agreed-upon price, with the ability to exercise it on or before the expiration date.

With a futures contract, a company can better plan its budget based on the contract’s parameters and the cost of the contract. If the price of the commodity rises in the future due to increased demand or limited supplies, the business can save money by taking delivery of the particular commodity at the originally agreed upon price through the futures contract.

Since the goal of hedging is to protect against losses, it’s important to weigh the cost of the futures contract. If the price of the commodity falls for the above-mentioned futures contract example, the company would still be forced to buy the commodity at the contract’s price, which would be a poor investment. If, however, it sells the futures contract before its expiration to avoid receiving the physical commodity at a poor price, that would lead to a loss. Having a contingency plan to reduce losses in futures contracts is always a good part of a hedging strategy.

Negotiate with Suppliers

Much like businesses enter into specified timeframes with suppliers, companies can do the same with their purchased supplies to provide more predictable prices. When the PPI measurement is used, the purchasing company can contract with its supplier to settle on the initial product’s price, and how price fluctuations will be determined going forward. Since the PPI is released monthly, the price can adjust accordingly (decrease or increase, depending on the PPI) for the supplier and purchasing company. It can be re-evaluated every three, six or 12 months, for example.

While there’s no predicting the future and if and how much commodity prices may rise and impact businesses, the more tools that businesses have to mitigate increased costs, the more likely they are to survive rising inflation.

Sources

https://www.bls.gov/ppi/ppifaq.htm

https://leg.mt.gov/bills/2007/

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