Serving over 200 companies and more than 2000 families since 1988

2882 Sand Hill Rd. Ste. 119 - Menlo Park, CA 94025 - (650) 854-8963 - (800) 564-4476
Pleasure Point - (831) 464-9600

Posts made in November, 2016


The Employer Mandate, which requires large and mid-sized companies to provide health insurance to employees, was one of the key features of healthcare reform. Since the Employer Mandate, also sometimes called Shared Responsibility, was one of the most widely anticipated and misunderstood parts of the Affordable Care Act. Even now, a few years into the sweeping healthcare reform, many employers are having trouble deciding which parts of the ACA apply to them. What you need to know: If your organization employs 50 or more full-time workers (defined as working 30 or more hours per week), then the Employer Mandate does apply to you. Larger companies (100 or more full-time employees) were required to comply with the law beginning in 2015. Mid-sized (50 to 99 full-time employees) should have begun complying in 2016. If your company didn’t comply with the healthcare regulations this year, you will face a penalty when you file your taxes in the spring. Note: Small employers (those with 50 or fewer full-time workers) were not required to provide health insurance, but may reap many important benefits from doing so. So how do you comply with the Employer Mandate? The law seems complicated, but there are really just three steps. Offer a healthcare plan (that meets Minimum Value requirements as set forward by the ACA) to all full-time employees. You don’t have to offer coverage to part-time or seasonal workers. Ensure that this coverage is affordable for employees, according to formulas provided by the ACA File forms 1094-C and 1095-C with the IRS to show that you have complied with both steps above It sounds simple when you boil it down to three steps, but each step does require knowledge of healthcare laws and formulas. That’s why we handle these parts for you! Give us a call, and we can answer your questions about healthcare plans, help to ensure that your company is complying with the law, and give you assistance with those complicated tax...

Read More

At some point during your working years, it is likely that you will change your mind about your occupation or be offered an advancement with another company. Changing direction can be an exciting time, and you might get in a rush. However, don’t make any hasty decisions about your old retirement plan! Eventually, when you finally retire, you might find yourself wishing you had made a different decision regarding that money. If you change companies, you basically have four options for your former employer’s retirement fund: Cash out your retirement fund Leave your assets where they are Move the money to a rollover IRA or Roth IRA Move your funds to your new employer’s retirement fund, if allowed by that plan Generally speaking,, the first option is not recommended. When you cash out a retirement fund, you lose years of interest that would have accumulated on that savings. You might also trigger some serious income tax penalties. In most cases, we don’t recommend that you leave the money in your former employer’s plan (the second option listed above). Your retirement strategy will be easier to manage when your money is all in one place. And even if you can’t move the funds to your new employer’s plan, you could gain a wider variety of investment options by rolling the funds into an IRA. That’s why, in most cases, we recommend going with option 3 or 4 above. If you’re changing jobs, it’s best to move your money to your new employer’s 401(k), or to roll it into an IRA. But because these maneuvers must be performed carefully, in order to avoid significant tax consequences, always give us a call before making your final decision. We can help preserve your retirement savings during this important...

Read More