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By Sharon Bonnem, CFP®, Faculty Coordinator and Cindy R. Riecke, MSF, CFP®, ChFC, CLU, Senior Director, Content Development, Kaplan University School of Professional and Continuing EducationPublished November 2014
commonly the “open enrollment” period for employee group benefits. Many
individuals find the task of comparing choices daunting, and as a result, default
to the same options they current have (after getting a third reminder from HR
that the deadline is approaching!). A little guidance and education could help
your clients save quite a bit in taxes.
with the basics. An employee can elect to place up to $2,500 of their pay in a
flexible spending account (FSA) and use this to cover a variety of otherwise
out-of-pocket medical expenses–deductibles, co-pays, orthodontic work for the
kids (or the adults!), eyeglasses, and much more. The funds go into the account
without any deduction for federal, states, or FICA tax. Assuming your client is in the 25% federal and
5% state tax brackets for purposes of illustration means that 37.65% of every
dollar they earn is given up in taxes (30% in income taxes plus 7.65% for
FICA). While most individuals agree they would like to pay fewer taxes, talking
in terms of dollars can make for a more compelling argument:
Let’s say junior needs braces. Good
news—you discover your dental insurance will cover all but $2,000. If you do
nothing—do not set up a flexible spending account—you’ll need to earn $3,207.70
to cover the cost: $3,207.70 earned: $1,207.70 in taxes and FICA will result in
$2,000 in your pay, which you will use to pay the bill. Or, you can earn just $2,000 to cover the cost
by utilizing your FSA.
Another benefit of paying this bill
via the FSA account is that your contributions to the account are spread out
over the entire year, even though the orthodontia bill may come due (and be
paid) in February. If you are paid bi-weekly, you will have $76.92 taken from
your earnings each week ($2,000/26 pays). Also remember if you weren’t putting
this $76.92 in your FSA, you would only see about $48 of it in your paycheck,
because taxes will apply.
convinced them to participate? Not yet. The one thing most employees do know about FSAs can be summed up in
five words: “use it or lose it.” In other words, the money that the employee
elects to put into the FSA will be forfeited if not used. While this is
certainly a consideration, and the client will want to estimate FSA eligible
expenses conservatively, this should not be enough to deter someone from the
possibility of potentially saving $1,000 or more in taxes. In the preceding
example, assume the client overestimated their expenses for the year; instead
of $2,000, actual expenses are $1,800. The client forfeits $200 (which,
incidentally, would have been about $125 in their pay). Nevertheless, by paying
$1,800 through the FSA, they’ve saved considerable more in taxes than the sum
many plans allow a “run out” period of 2.5 months, and any money left from the previous year can be used to pay eligible
expenses occurring during this grace period.
recently development, further increasing the flexibility of FSAs, is spelled
out in IRS Publication 969:
For plan years beginning after
December 31, 2012, plans may allow up to $500 of unused amounts remaining at
the end of the plan year to be paid or reimbursed for qualified medical
expenses you incur in the following plan year. The plan may specify a lower
dollar amount as the maximum carryover amount. If the plan permits a
carry-over, any unused amounts in excess of the carryover amount are forfeited.
The carryover does not affect the maximum amount of salary reduction
contributions that you are permitted to make.
Sharon Bonnem is a
faculty coordinator at Kaplan University School of Professional and Continuing
Education and Cindy R. Riecke is senior director, content development at Kaplan
University School of Professional and Continuing Education. The views expressed in this
article are solely those of the author and do not represent the view of Kaplan
contents of this article are presented for informational purposes only and are
not to be relied upon for financial planning, insurance, or tax-related
services. Always check with a professional regarding any questions you may
have regarding these services.
By Cynthia Waddell, PhD, CPA, CFE
By Geoffrey Vanderpal, Full-Time Faculty
By Richard Carter, PhD
By Stanley W. Self, CFE
By Jerry Taylor
By Rachel Byers, Full-Time Faculty, School of Business
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Kaplan Real Estate Education's Toby Schifsky looks at the factors to consider when pursuing a real estate career.
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Maylee talks about her experiences with Kaplan Financial Education and preparing for her exams.
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