Understanding What you Can (and Can’t) Write-Off for Your Dental Practice

On a recent episode of Beyond Bitewings, we tackled some of the most common—and occasionally amusing—questions we receive from dental practice owners. The main focus is on a hot topic: vehicle write-offs. Let’s break down the conversation and explore what you need to know before deciding to write off that new ride.

Can I Deduct My New Car Purchase?

One of the most frequently asked questions we get from dental practice owners is whether they can write off a newly purchased vehicle. The answer, as with many things in tax law, is “it depends.”

  • Business Use Matters: For a vehicle to qualify for a deduction, it must be used primarily for business purposes—at least 50% of the time. This usage ratio is crucial. If your dental practice requires you to travel between multiple locations or regularly transport supplies, you might be in luck. However, if your business use is less than 50%, you may only be able to deduct a portion of the expenses, such as through the mileage rate.
  • Vehicle Type Counts: The type of vehicle also influences how much you can deduct. Heavier vehicles, those weighing more than 6,000 pounds, may qualify for more significant deductions under the Section 179 rule, but again, their primary use must be business-related. Your typical compact car used mainly for commuting? Not so much.
  • Beware the Sales Pitch: One of the most significant points raised was a caution against taking tax advice from your car salesperson. While they may claim that you can write off your new car purchase, the reality is more nuanced. Factors such as income limitations, vehicle weight, and business use percentage all play a role in what can actually be deducted. In other words, don’t let a good sales pitch lead you to believe you’ll get a tax break that doesn’t really apply to your situation.

The Changing Landscape of Business Travel

Another interesting takeaway from the episode is how the traditional use of vehicles for business purposes has shifted. Gone are the days when dental practice owners would need to drive to the bank, post office, or even Continuing Education (CE) events. With everything now accessible online or delivered to your doorstep, justifying business mileage for these activities is much harder.

What About the EV Credit?

In recent years, many dental professionals have shown interest in electric vehicles, partly due to the potential for a federal tax credit. However, Lorraine Kent, tax manager at Edwards & Associates, points out that high-income earners—like most dentists—often don’t qualify for the electric vehicle (EV) credit due to income limitations. So, before you sign on the dotted line for that new Tesla, be sure to consult with your tax advisor to see if you’re eligible for the credit.

Gifts and Incentives: Tread Carefully

In another part of the discussion, the team addressed the issue of gifts. Say you want to reward your top-performing associate with a nice gift—perhaps a Rolex. You might think this is a great way to show appreciation, but the IRS has different ideas. Business gifts are generally limited to $25 per person per year. Anything above that has to be reported as wages, which means it’s subject to payroll taxes. So, while a luxury watch might seem like a generous gift, it could complicate your tax situation significantly.

The Bottom Line

Vehicle write-offs and other deductions can be valuable, but only if they’re handled correctly. As a dental practice owner, it’s crucial to have a trusted advisor who can guide you through these complex issues and help you make the best decisions for your practice. If you have questions or need help understanding what’s deductible and what’s not, don’t hesitate to reach out to the team at Edwards & Associates. We are here to help you navigate the financial intricacies of your dental practice with clarity and confidence.

For more information on tax strategies tailored to dental practices, check out other pages on our website and listen to the full podcast episode on Beyond Bitewings. Stay tuned for more insightful discussions on managing the business side of dentistry!

Noncompete Agreements Get Reprieve

Following the Federal Trade Commission’s (FTC) noncompete agreement ban has been quite a ride. In our last article on this issue, we discussed how dueling rulings were leading to confusion. Some of that confusion was cleared up yesterday, August 20, 2024, when U.S. District Judge in Dallas, Ada Brown, blocked the FTC’s proposed ban.

This ruling comes after the U.S. Chamber of Commerce and Ryan LLC challenged the FTC’s authority to enforce such a broad prohibition. Judge Brown stated that the FTC lacked the necessary evidence to justify a sweeping ban on noncompetes, deeming the rule as arbitrary and capricious. The ruling is seen as a victory for businesses that argue noncompetes are essential for protecting trade secrets and maintaining competitive balance. The FTC, which had aimed to implement the rule by September 4, is now considering an appeal, emphasizing that the decision does not prevent them from addressing noncompete issues on a case-by-case basis.

For dental practices, this ruling highlights the ongoing debate over noncompete agreements and their role in the workforce. As the situation evolves, it is crucial for dental practice managers to stay informed and consult with experts to understand how this might impact their hiring and employment practices. While the immediate threat of a blanket ban has been halted, the legal landscape surrounding noncompetes remains complex and could see further changes depending on future appeals or legislative actions.

In the meantime, dental practices should review their existing noncompete agreements to ensure they are fair, reasonable, and compliant with current laws, and consider the potential impacts on employee retention and competition in the industry.

Boost Employee Benefits with Student Loan Matching Contributions

When it is hard to find employees, dental practices that can bring something to the table that attracts – and retains – good team members will win the war for talent. Here’s something to consider: expand your retirement savings plan to match employee student loan payments. 

Based on the guidance provided in IRS Notice 2024-63, dental practices can help employees grow their retirement savings, even if those employees are currently prioritizing paying off student loans. This option applies to retirement plans years beginning after December 31, 2023, so you can implement it right away too. Here’s a closer look at what this means for dental practice employers and their teams: 

  • New Matching Opportunities: Employers can now match qualifying student loan payments, allowing employees to benefit from retirement savings growth while managing their educational debt. This is a strategic move, especially for dental practices looking to retain younger staff who may be burdened by student loans.
  • Certification Process: Employees will need to certify that their student loan payments qualify for these matching contributions. This ensures that the benefits are accurately distributed and that employees receive the retirement contributions they deserve.
  • Flexible Plan Integration: The IRS guidance offers flexibility in how dental practices can integrate these matching contributions into their existing retirement plans. Employers can adopt procedures that fit within their unique plan structures, making the transition smoother.
  • Nondiscrimination Testing Adjustments: To accommodate this new benefit, the IRS has provided special relief from certain nondiscrimination tests for 401(k) plans. This helps ensure that offering student loan matching contributions won’t lead to compliance challenges.

Why This Matters for Dental Practices

By implementing this new option, dental practices can strengthen their employee benefits package, particularly appealing to staff members who are managing student debt. This can improve employee satisfaction and retention, contributing to a more stable and committed workforce.

What Next?

Dental practice owners should consider how this new guidance could enhance their retirement plan offerings. If you’re interested in exploring how to implement these changes in your practice – even if you aren’t currently a client – don’t hesitate to reach out for expert advice tailored to your specific needs. We can help ensure your plan is compliant and optimized for both your practice and employees.

Solving Common Dental Practice Challenges with Virtual Assistants

In a recent Beyond Bitewings episode, Beth Lachance, the founder and CEO of Global Medical Virtual Assistants, joined the discussion to share insights on how virtual assistants are transforming the operations of dental practices and highlighted the growing trend of remote staffing as a solution for the administrative challenges faced by dental professionals. Her company specializes in providing virtual assistants who manage tasks like front desk operations, insurance verifications, and revenue cycle management, which are crucial yet time-consuming for practice owners.

Beth emphasized that many dental practices struggle with the demands of running a business while trying to focus on patient care, a topic we cover frequently on Beyond Bitewings. The administrative burden often falls on front desk staff, leading to inefficiencies and potential burnout. Virtual assistants offer a way to offload these tasks, allowing in-house teams to focus on patient care and improving the overall efficiency of the practice.

One of the key points Beth made was the cost-effectiveness of using virtual assistants – who can cost significantly less than employing full-time, in-house staff – without sacrificing quality. These virtual assistants are often dedicated exclusively to the practice they are assigned to, ensuring consistent and personalized service.

Moreover, virtual assistants can help practices scale more effectively by managing the administrative workload, thereby freeing up resources for growth. This is particularly important in the post-COVID era, where staffing challenges and rising operational costs have made it difficult for many practices to maintain profitability.

Beth also addressed concerns about the personal touch in patient care, assuring listeners that her virtual assistants are highly trained professionals who can seamlessly integrate into the practice’s workflow, just like any other remote employee. 

The episode provides valuable insights into how dental practices can leverage virtual assistants to streamline operations, reduce costs, and improve patient care. For dental professionals looking to optimize their practice management, exploring virtual assistance could be a game-changer. If you are interested in learning more, you can download Beth’s book, Best Tasks to Delegate to a Medical Virtual Assistant, on their website.

Understanding the New IRS Rules for Retirement Account Withdrawals

The IRS has made important changes to how you must withdraw money from your retirement accounts. Knowing these new rules is important for good tax and financial planning. Here’s a simple overview of what’s changed and what it means for you.

Key Changes in the Rules

  • Raising the Age for Withdrawals: In the past, you had to start taking money out of your retirement accounts at age 70½. This was later moved to age 72, and now, starting in 2023, it’s been moved to age 73. In 2033, this age will increase to 75. These changes give you more time to grow your savings before you have to start taking money out.
  • Changes for Inherited Retirement Accounts: Before, if you inherited a retirement account, you could spread the withdrawals over your lifetime. Now, if you inherit an account, you might have to empty it within 10 years. This rule applies to accounts inherited after December 31, 2019.
  • Who Is Affected by the 10-Year Rule?: The 10-year rule mostly applies to people who aren’t considered “eligible beneficiaries.” Eligible beneficiaries include spouses, minor children, disabled or chronically ill individuals, and those close in age to the person who passed away. If you’re an eligible beneficiary, you can still spread the withdrawals over your lifetime. If not, you’ll need to withdraw all the money within 10 years.
  • Annual Withdrawals: If the original account owner had already started taking money out, the person inheriting the account will usually need to continue taking money out each year. This prevents you from letting the money grow for 10 years and then taking it all out at once.

What Should You Do?

  • Update Your Beneficiaries: Make sure your retirement accounts list the right people to inherit your money according to your wishes.
  • Consider Roth IRA Conversions: Converting traditional IRAs to Roth IRAs might help your heirs save on taxes. Roth IRAs don’t require withdrawals during your lifetime, and your heirs can withdraw the money tax-free.
  • Plan for Taxes: The new rules can make taxes more complicated. Planning ahead can help you avoid paying too much.
  • Think About Using Trusts: Setting up trusts can give you more control over how your money is distributed to your heirs.

These changes bring new opportunities and challenges, so careful planning is important. For advice tailored to your situation, contact us. We specialize in helping people like you navigate these rules and make the most of your retirement savings.

FTC’s Non-Compete Ban: Dueling Court Rulings

Keeping up with the Federal Trade Commission’s (FTC) rule banning most non-compete agreements is nearly a full-time job. We initially wrote about it here, then published an update here, and now we have even more information to share. 

Overview of Original Non-Compete Ban Ruling (April 23, 2024)

On April 23, 2024, the FTC announced a final rule that prohibits employers from entering into non-compete agreements with workers, including senior executives, after the rule’s effective date of September 4, 2024. The rule also renders existing non-competes unenforceable for most workers, with exceptions for senior executives and agreements made as part of a bona fide sale of a business. The FTC’s decision was driven by findings that non-compete clauses suppress wages, stifle innovation, and hinder new business creation. The FTC estimates that the ban will lead to a 2.7% annual increase in new business formation, higher worker earnings by an average of $524 per year, and significant reductions in healthcare costs.

Ruling 1: Northern District of Texas Ruling (July 3, 2024)

U.S. District Court Judge Ada Brown in the Northern District of Texas granted a preliminary injunction against the FTC’s non-compete ban, preventing the FTC from enforcing the rule against the plaintiffs (Ryan LLC and several trade associations, including the U.S. Chamber of Commerce.) The court found that the plaintiffs were likely to succeed in arguing that the FTC lacks statutory authority to issue the rule and that the rule is arbitrary and capricious. However, this injunction is limited to the named plaintiffs and is not a nationwide injunction. 

Ruling 2: Eastern District of Pennsylvania Ruling (July 23, 2024)

In contrast to the Texas ruling, Judge Kelley Brisbon Hodge of the U.S. District Court for the Eastern District of Pennsylvania upheld the FTC’s authority to issue the non-compete ban. In this case, the court found that the FTC does have the authority to issue such a rule and ruled against the plaintiff, ATS Tree Services LLC. 

What is Next?

These conflicting rulings create uncertainty about the future of the FTC’s non-compete ban. The Texas court has indicated it will issue a final order on the merits by August 30, 2024, just days before the FTC’s rule is scheduled to go into effect on September 4, 2024.  Regardless of what the Texas court does at the end of the month, it is likely that these cases will continue through the appeals process, eventually leading to a resolution at a higher court level.

For dental practices, this situation creates uncertainty. We will continue to monitor these developments closely and provide updates on any further movement or rulings.

Legislation to Expand Tax Breaks Voted Down by U.S. Senate

A significant piece of tax legislation was rejected by the US Senate last week even though it passed overwhelmingly by the US House in January 2024. This decision can impact both families and businesses, so we wanted to break down what it means for each. 

What Was in the Bill?

  • Child Tax Credit Expansion: The bill sought to increase the amount of the child tax credit and potentially expand eligibility to families that did not qualify before. 
  • Business Tax Breaks: The bill proposed to restore tax deductions and credits, including for equipment, interest costs, and research and development activities. These were not new breaks, but ones that had lapsed. 

Impact on Dental Practices and Families

  • For Families: The proposed child tax credit expansion will not go into effect. Those that currently qualify can still take advantage of the credit, but it will not be expanded to cover more families. 
  • For Dental Practices: For those that anticipated more easily writing off 100% of the cost of new equipment in the first year, that is now off the table. You will need to continue operating under the existing tax framework. 

Optimize Your Tax Situation

While this may not have been the outcome some had hoped for, there are still plenty of ways to take advantage of existing laws. There are myriad other tax credits and deductions for which both families and businesses may still qualify. We encourage all of our clients to take advantage of early tax planning so we can determine which ones will help lower your overall tax liabilities and optimize your tax strategy for this year and the future as well. 

Proactive tax planning is one of the keys to financial success, regardless of legislative changes. Reach out to us with questions or to schedule a consultation. 

HSA Limits Increased for 2025

In our effort to keep dental practices in Texas apprised of pertinent tax information, we wanted to let you know that the IRS recently announced the 2025 inflation adjustments for health savings accounts (HSAs) and health reimbursement arrangements (HRAs), reflecting the ongoing economic conditions. The adjustments show an increase in allowable contributions and cost thresholds for high-deductible health plans (HDHPs), which could impact financial planning for those utilizing these accounts and the available funds of your patients.

For individuals with self-only HDHP coverage, the maximum HSA contribution limit will rise to $4,300, up from $4,150. Those with family HDHP coverage will see their limit increase to $8,550 from $8,300. Additionally, the minimum deductible for an HDHP will increase slightly, as will the maximum out-of-pocket expenses allowed under the plan.

Additionally, the limit for excepted benefit HRAs will increase to $2,150, up from $2,100. These savings opportunities can play an important role in tax and overall financial planning. We encourage you to consider adjusting your contributions to take full advantage of the tax benefits provided by higher limits and prepare for increased health care costs associated with higher deductible and out-of-pocket limits.

Keeping up with these changes is crucial for optimizing healthcare spending and savings strategies next year. For more detailed information and assistance with financial planning and tax strategies, feel free to reach out to our team.

CANDIDATES’ TAX PLANS, WHAT YOU SHOULD KNOW

With elections around the corner, paying attention to the candidates’ tax plans is crucial. Clinton wants upper-income Americans to pay more, while Trump seeks across-the-board tax cuts.   Per The Kiplinger Tax Letter, some highlights of both candidates’ plans are:

CLINTON

    1. Raise in capital gains rates for individuals in the 39.6% bracket who sell assets they have owned for six years or less. Taking into account the 3.8% surtax on net investment income, these folks would pay tax at a 43.4% rate on gains from assets held two years or less. The rate would drop incrementally to 23.8% (the rate currently) for assets held more than six years.
    2. Surcharge on taxpayers with AGIs over $5 million.
    3. Payroll tax hikes by increasing the wage ceiling on the 6.2% Social Security tax.
    4. Cap of 28% on the value of itemized deductions (except charitable contributions).
    5. 30% minimum tax on millionaires.
    6. Restrictions on those taxpayers with large balances in their retirement plans or IRAs.
    7. Doubling of the child tax credit to $2,000 for each child up to age four.
    8. New caregiver credit of up to $1,200 to provide relief to people who help care for elderly parents or grandparents.

TRUMP

    1. Reduce individual tax rates into three tax brackets: 12%, 25%, and 33%. For married couples, the 12% rate runs to $75,000, the 25% one tops out at $225,000 and the 33% rate kicks in after that. These thresholds are cut in half for single filers.
    2. 15% business rate.
    3. Standard deductions would go up to $30,000 for joint filers and $15,000 for singles.
    4. No more personal exemptions or head-of-household filing status.
    5. Capital gains tax would stay as is.
    6. Elimination of the 0.9% and 3.8% Affordable Care Act surtaxes.
    7. Elimination of alternate minimum tax, as well as estate and gift tax.
    8. Expansion of dependent care breaks for working and stay-at-home parents and creation of tax-favored savings accounts for child development and elder care expenses.
    9. Itemization would be capped at $200,000 for couples and $100,000 for singles.

The most noticeable disagreement between the two candidates is over the Affordable Care Act (aka Obamacare):

CLINTON

  1. Increase premium tax credits.
  2. Refundable tax credit up to $2,500 to insured individuals, $5,000 for families for individuals whose out-of-pockets expenses exceed 5% of income.

TRUMP

  1. Ditch the plan completely.
  2. Give individuals an above-the-line deduction for premiums that they pay and not subjecting the write-offs to an adjusted-gross-income threshold.
  3. Rely more on HSAs to help individuals pay for coverage

Change is on the Way

President Obama and Congress are now well on their way to making the first in what will certainly turn out to be a long list of changes to try and turn the economy around. Even as the President signs his $900 Billion Economic Stimulus Act, Congress is busy putting together changes to the tax code that will affect us all, some more than others. It now looks like the 50% Bonus depreciation will return for 2009 and we now expect the limits on deductions for new equipment purchases under IRS Code Section 179 to be increased back to $250,000, also for 2009. These changes should be signed into law by mid-February and will likely be retroactive to the beginning of the year. There are several additional changes that will affect those with adjusted gross incomes of less than $100,000. Those are too numerous to go into here, but contact us if you have any questions about those. We will keep you informed of the major changes as they become a part of the President’s stimulus plan.