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"You don't forget the face of the person who was your last hope."
Covering twelve districts is a country called Panem, previously known as North America. All the twelve districts are ruled by Capitol, a beautiful city belonging to rich.
Every year a game is organized by capitol as a tradition, which they call "The Hunger Games." The name may sound thrilling but it is not so for the people of the twelve districts. The game requires a boy and a girl to be picked from each district and put into a place called arena to kill each other until the last survival is left out of 24 tributes. Merciless as it seems, no one can refuse to be a part of it or else they are left to starve.
When fighting hunger is the only option left, Katniss Everdeen from district 12 is trying hard to keep her family fed. Beyond the boundary of her district into the treacherous woods lies her only way of survival, Hunting.
But what she never wanted to even imagine finally happens, when her misfortune draws her into the ruthless world of "the hunger games" along with a boy named Peeta from the same district. Never being convinced of her survival in the game, she decides not to die without putting up a fight anyways.
Yet, things will only become awkward for Katniss, when she finds her own love trying to fight for his survival as one of her competitors in the game. Now it will not just be a question of her survival but also of keeping her love from being killed, when there can only be one winner…
Suzanne Collins's The Hunger Games is a bestselling Epic Novel, Pretty daring and gripping as you must have made out of from the summery. The novel is also made into a movie, but I would prefer the book as it let's you imagine the whole story with every bit of detail that is no less in giving you chills than it's movie!
© 2019 thegoodreaders. All rights reserved.


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Louisville talked and Alabama answered.
The few weeks of chattering by Cardinal Offensive Linemen and a receiver about the possible mastery of the Crimson Tide's rebuilt defense, it was pointed out, was exaggerated.
Top ranked Alabama's 51-14 Louisville hammers will be remembered for the magic of Tua Tagovailoa, though his defense had his say. Sometimes violent.
Louisville played his first game without Heisman winner Lamar Jackson, scoring only 16 yards and 268 goals. The first starter, the Jawon Pass, had 20 of 39 passes for 252 yards and two points. There just was not the consistency, thanks in part to the Cardinals going 4-for-14 on the third downs.
When it was still close, he had the cardinals marching relative to the Alabama 30, before Deion Thompson got a pass in the end zone. Shyheim Carter then took one more in the fourth quarter and returned it 45 yards for the Tide's first defensive result.
It was not perfect and Nick Saban will have many teaching moments in the second half.
The shutout ended in the middle of the third quarter on a 1
"We basically just gave them a touchdown," Saban said.
Nick Saban walked away on the sideline when Christian Miller was tagged for an unsportsmanlike gambling flag, which kept the Louisville drive alive for the 12-yard touchdown pass to tight-end Kemari Averett.
This was followed by a pattern that Louisville coach Bobby Petrino does not accord with the taste for throwing receivers. The first two passes of the game went to tight end Mickey Crum. Averett, with four catches, was the leading receiver.
But in August, it was cardinal recipient Dez Fitzpatrick who said that Louisville's recipient "1,000 percent" had a talent advantage on the Alabama secondary. Fitzpatrick caught three passes for 30 yards Saturday night.
"You know they're recipients," Saban said, "they talked about how they should be pretty good, so I was really kind of satisfied with the way we covered them."
Then, last week, Louisville offensive lineman Mekhi Becton said the cardinal front would "shock a lot of people." His neighbor Lukayus McNeil said Louisville was "not worried" about Alabama's front.
The Cardinals completed the third quarter with four yards on 22 attempts Alabama issued 11 tackles for the loss.
Quinnen Williams ran the charge, the Birmingham product made its first start at Buggeil and made six stops, 3.5 of which came in the backfield and also led a pass in the backfield Mab Wilson also had 1.5 stops behind the line with four players combining for Alabama's three sacks.
Saivion Smith tied Williams' team-high six tackles and nearly had picked up a concussion hunt on the ball from Thompson.
The 111 penalty boxes on 10 flags – largely rated for defense – will not sit well despite the score. There were undisciplined moments and drive extenders that are as good as sales.
But after the rant from Louisville, it looked like a happy evening for an Alabama defense that played with an edge in Orlando on Saturday night.
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Calming Day & Night Cream 50mL
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Intensively hydrate and soothe sensitive skin with the help of A'kin Unscented 24 Hour Pure Moisture natural face cream.
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Receive a $20 David Jones Gift Card* when you spend $200 or more^ on a great range of full-priced beauty on using the code YOURBEAUTYGIFT. Gift applied in the shopping bag.
*One gift per customer. Available until 14/04/2020. While stocks last. For online purchases, once the purchase threshold is met the gift card will apply in the cart when you enter the code 'YOURBEAUTYGIFT' in the shopping cart. If the purchased item is returned, the gift must also be returned or its value will be deducted from the refund. This offer is not available in conjunction with any other offer and on the following brands: Chanel, Gucci, Hermès, Jo Malone London, Kiehl's, La Mer, La Prairie, Rationale, Sisley, SK-II, Tom Ford, Ultraceuticals (online only), Maison Christian Dior, Aveda Salons, Beauty Bar, Sephora and Barber shop. A maximum of 3 gift cards can be redeemed per transaction. Gift card expires 1 month after the date of issue. Please refer to the back of the Gift Card or your receipt for exact expiry date. Note: This offer cannot be redeemed with Afterpay.
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Having to deal with angry customers is often inevitable, however when it is the result of them being sold a product that isn't actually available, well that is something that can largely be avoided.
The reality is, listing unavailable stock and overselling a product doesn't benefit anyone, least of all you as the seller. In fact, it can have catastrophic results on both your reputation and sales performance.
Now while it may seem easier said than done, it is ultimately your responsibility to ensure that you have the processes in place to avoid it, or at least significantly reduce the occurrence of overselling.Continue Reading >


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Hairball Blog
Our Weird Neighbor, who feeds feral cats without any actual contact with them, has assembled four cats (at our count) which we (Wee Wife and I) have deemed to be Boots, Boots, Non-Boots, and Smaller Non-Boots, now known as Mama Non-Boots.. This week, kittens appeared, around two months old, near as we can tell, which we have dubbed Black Kitten, Black Kitten, Black Kitten, and the Gray One. With big boxy head.
Take that, Linnaeus!
Penis news
Viagra is losing market share to other impotence drugs.
Jim Crace
From the UK Guardian: "I am overjoyed to discover that my latest novel, Useless America (a catchy and fashionable title) was published at the end of September in a hardcover edition by Viking Penguin. It's a snip at £16.99 for 224 pages. … The only hitch is that Useless America is a phantom book - and it's not even a phantom of my own creation. "
USELESS AMERICA does not exist, and Jim Crace did not write it. Um. It goes without saying.
Headline of week.
"Drunk man fails driving test."
From WATCH YOUR BACK! A caper novel, by the great Donald E. Westlake
Thieves are talking with a geek:
"What were you on probation for?"…
"Well, downloading," Raphael said…. "Taking music off the Web…. Some big German record company came after me, me and a bunch of other people… and said we were doing felonies."
"You were on probation because you were listening to music? This is a crime?"
Dick Cheney, on an aircraft carrier, warned Iran: "We'll stand with others to prevent Iran from gaining nuclear weapons and dominating the region." Actually, he was talking to sailors, but Iran probably got the message.
Neighborhood moment
At the corner store, a six year old girl ran up to her mother and said, "Mom! I found a stick in my pocket!"
Then, beaming broadly, she showed the stick to her mother. It was a more of a twig, really, but I did not point that out to the girl. She'll have enough disappointments in life.
Neighborhood moment 2
Overheard: "Ever since I got out of the pen, I'm such a lightweight. I smoke a blunt in the morning and have to lie down until night time comes."
That'll show 'em department
NYT: "Sophisticated Internet users have banded together … to publish and widely distribute a secret code used by the technology and movie industries to prevent piracy of high-definition movies.
"An online uproar came in response to a series of cease-and-desist letters from lawyers for a group of companies that use the copy protection system, demanding that the code be removed from several Web sites.
"Rather than wiping out the code — a string of 32 digits and letters in a specialized counting system — the legal notices sparked its proliferation on Web sites, in chat rooms, inside cleverly doctored digital photographs and on user-submitted news sites like Digg.com.
"'You'd rather see Digg go down fighting than bow down to a bigger company,' wrote Kevin Rose, Digg's founder, in a blog post. 'We hear you, and effective immediately we won't delete stories or comments containing the code and will deal with whatever the consequences might be.' If Digg loses, he wrote, 'at least we died trying.'"
The new creepy America
New royalty rates will probably drive most streaming audio of pop music off the Internet. New postal rates will probably drive most small circulation magazines out of business.
Mickey Mouse
A Hamas-run television station has a children's show, featuring a Mickey Mouse lookalike called Farfur, who calls on viewers to resist Israel and the United States. Various Jewish groups have protested, to no avail. But wait until Disney's lawyers get wind of this. Hamas doesn't know what trouble is.
Freeway collapse in Emeryville
A former junkie, speeding in his gasoline truck in the wee hours of April 29, 2007, had an accident, which caused two sections of a freeway, part what we locals call the MacArthur Maze, to collapse, actually melting steel girders. But is that what REALLY happened?
From a blog post: "G-A-Y" is spelled '429'on a standard American telephone. The attacks occurred only 8.5 miles from the notorious Castro Street homosexual district. COINCIDENCE?"
And: "The name "Macarthur Maze" has 13 letters. Element 13 is Aluminum, an ingredient in Thermite. Aluminum oxide was discovered all over the scene, indicating a massive thermal event involving large amounts of aluminum. Unlike hydrocarbon fire, aluminothermic reactions can fuse steel or destroy it entirely. The police refuse to question Custom Alloy, a pro-aluminum corporation based within easy artillery range of the overpass."


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President Trump signed into law the first two phases of the House's coronavirus economic response package. Meanwhile, the Senate has been developing and negotiating "much bolder" phase three legislation.
Families First Coronavirus Response ActThe House had sent its Families First Coronavirus Response bill (HR 6201) and accompanying technical corrections resolution to the Senate on the evening of March 16. "I have decided we are going to vote…on the bill that came over from the House, and send it to the president for his signature," Senate Majority Leader Mitch McConnell, R-Ky., told reporters during a March 17 press briefing. "A number of my members think there are a number of shortcomings in the bill, and I counsel them to gag and vote for it anyway… and address those shortcomings in the next measure."
Senate Democrats were largely pleased with leadership's decision to pass the House bill without amending it, while moving forward on additional legislation. "We will have other opportunities to legislate," Senate Minority Leader Chuck Schumer, R-N.Y., said from the Senate floor on the morning of March 17.
President Trump signed the Families First Coronavirus Response Act ( P.L. 116-127) into law on the evening of March 18.
Paid Leave CreditsThe Families First Coronavirus Response Act increases funding for COVID-19 testing, and extends paid sick leave to employees all over the country affected by the pandemic. Under the new law, employers with fewer than 500 employees and government employers must provide paid sick leave to employees who are forced to stay home due to illness, quarantining, or caring for a family member because of COVID-19, or to care for a son or daughter if the school or place of care is closed due to COVID-19.
The new law compensates non-governmental employers for the required paid leave with refundable credits against the employer's portion of the Old-Age, Survivors, and Disability Insurance (OASDI) payroll tax or the Railroad Retirement Tax Act (RRTA) Tier 1 payroll tax, as appropriate. It also provides similar credits for paid leave "equivalent amounts" to self-employed individuals affected by COVID-19.
Paid sick leave credit. For an employee who is unable to work because of a COVID-19 quarantine or self-quarantine, or who has COVID-19 symptoms and is seeking a medical diagnosis, eligible employers may receive a refundable sick leave credit for sick leave at the employee's regular rate of pay, up to $511 per day and $5,110 in total, for a total of 10 days. For an employee who is caring for someone with COVID-19, or is caring for a child because the child's school or child care facility is closed, or the child care provider is unavailable, due to the COVID-19, eligible employers may claim a credit for two-thirds of the employee's regular rate of pay, up to $200 per day and $2,000 in total, for up to 10 days.
Paid family care (child care) leave credit. For an employee who is unable to work because of a need to care for a child whose school or child care facility is closed, or whose child care provider is unavailable, due to the COVID-19, eligible employers may receive a refundable family care (child care) leave credit. This credit is equal to two-thirds of the employee's regular pay, up to $200 per day and $10,000 in total. Up to 10 weeks of qualifying leave can be counted towards the child care leave credit.
Phase Three"That legislation [the Families First Coronavirus Response Act] was hardly perfect. It imposes new costs and uncertainty on small businesses at precisely the most challenging moment for small businesses in living memory," Senate Majority Leader McConnell said from the Senate floor on March 19. "So the Senate is even more determined that our legislation cannot leave small business behind."
The phase three measure under consideration includes several key components, such as:
"The small business relief will help. And so will a number of additional tax relief measures, which will be designed to help employers maintain cash flow and keep making payroll," McConnell said. He also highlighted Republicans' focus of putting "cash in the hands of the American people…from the middle class on down."
To that end, Treasury Secretary Steven Mnuchin reportedly said on March 19 that the forthcoming economic stimulus package would deliver $1,000 to every U.S. adult and $500 for every child. Further a second round of checks in the same amount would go out to individuals six weeks later, Mnuchin added.
"Americans need cash now and the president wants to get cash now. And I mean now, in the next two weeks," Mnuchin said at the White House.
Meanwhile, Senate Minority Leader Schumer has continued discussions with Senate Republicans and the Trump administration. As this Issue went to press, it still remained unclear how quickly Democrats and Republicans will reach consensus on the phase three measure.
"We don't want bailouts unless they are used for workers, unless the industries keep all their employees, unless they don't cut salaries of their employees, and unless they are not allowed to buy back their own stocks or raise corporate salaries," Schumer said in a March 19 tweet.
"At President Trump's direction, we are moving Tax Day from April 15 to July 15," Treasury Secretary Steven Mnuchin said in a March 20 tweet. "All taxpayers and businesses will have this additional time to file and make payments without interest or penalties."
The Treasury and IRS officially announced the extension on March 21 (IR-2020-58; more details can be found in Notice 2020-18).
The move to extend this year's tax filing deadline to July 15 follows the IRS's formal announcement that certain 2019 tax year payments could be deferred without interest or penalties (see "Due Date for Federal Income Tax Payments Extended to July 15" in this Issue).
File as Usual if a Refund is Expected"Working with our members, state societies, and tax professionals everywhere, AICPA scored a victory in the extension of the tax filing deadline to July 15, 2020," the American Institute of CPAs (AICPA) said in a March 20 tweet. However, the AICPA noted that it still encourages taxpayers to file their returns as soon as possible so that refunds can stimulate the economy.
"The AICPA understands the need for economic stimulus and, if possible, those who can file and get refunds should do so now," AICPA president and CEO Barry Melancon said in a statement.
Similarly, Mnuchin also encouraged taxpayers to file their returns, if possible. "While I still encourage taxpayers who expect to get a refund to file their taxes, this deadline extension will give everyone maximum flexibility to do what is best for them."
See Tax Filing and Tax Payment Relief for Coronavirus/COVID-19 Pandemic for a summary of filing and payment delays allowed by the federal and state governments.
The Treasury Department and IRS have extended the due date for the payment of federal income taxes otherwise due on April 15, 2020, until July 15, 2020, as a result of the ongoing coronavirus (COVID-19) emergency. The extension is available to all taxpayers, and is automatic. Taxpayers do not need to file any additional forms or contact the IRS to qualify for the extension. The relief only applies to the payment of federal income taxes. Penalties and interest on any remaining unpaid balance will begin to accrue on July 16, 2020.
Dollar LimitsThe due date for making federal income tax payments otherwise due on April 15, 2020, for any taxpayer is automatically extended until July 15, 2020. The extension is limited to a maximum amount:
Federal Income Tax Payments OnlyThe relief is available for federal income tax payments, including payments of tax on self-employment income, otherwise due on April 15, 2020. Thus, it applies to the payment of federal income taxes for the 2019 tax year, as well estimated income tax payments for the 2020 tax year that are due on April 15, 2020. The extension is not available for the payment or deposit of any other type of federal tax.
Taxpayers are urged to check with their state tax agencies for details on any delays in filing and payment state taxes.
Penalties and InterestAny interest, penalty, or addition to tax for failure to pay federal income taxes postponed will not begin to accrue until July 16, 2020. The period from April 15, 2020, to July 15, 2020, will be disregarded but only for interest, penalties, or additions to tax up to maximum dollar amounts ($1 million or $10 million as applicable).
Interest, penalties, and additions to tax will continue to accrue from April 15, 2020, on the amount of any federal income tax in excess of the maximum dollar amounts. Taxpayers subject to penalties or additions to tax that are not suspended may seek reasonable cause under Code Sec. 6651 for failure to pay tax.
Individuals and certain trusts and estates may also seek a waiver to a penalty under Code Sec. 6654 for failure to pay estimated income taxes. Similar relief is not available for estimated tax payments by corporations or tax-exempt organizations for the penalty under Code Sec. 6655.
The IRS has provided emergency relief for health savings accounts (HSAs) and COVID-19 health plans costs. Under this relief, health plans that otherwise qualify as high-deductible health plans (HDHPs) will not lose that status merely because they cover the cost of testing for or treatment of COVID-19 before plan deductibles have been met. In addition, any vaccination costs will count as preventive care and can be paid for by an HDHP.
HSAs and HDHPsEligible individuals can deduct contributions to HSAs. One requirement to qualify as an individual is to be covered under an HDHP and have no disqualifying health coverage. An HDHP is a health plan that satisfies certain requirements, including requirements with respect to minimum deductibles and maximum out-of-pocket expenses.
COVID-19 ReliefA health plan that otherwise satisfies the HDHP requirements will not fail to be an HDHP merely because it provides medical care services and items purchased related to testing for and treatment of COVID-19 prior to satisfaction of the applicable minimum deductible. As a result, the individuals covered by such a plan will not fail to be eligible individuals merely because of the provision of health benefits for testing and treatment of COVID-19.
This relief provides flexibility to HDHPs to provide health benefits for COVID-19 testing and treatment without application of a deductible or cost sharing. Individuals participating in HDHPs or any other type of health plan should consult their particular health plan regarding health benefits for COVID-19 testing and treatment provided by the plan, including the potential application of any deductible or cost sharing.
Caution. The IRS states that this relief applies only to HSA-eligible HDHPs. Employees and other taxpayers in any other type of health plan should contact their plan with specific questions about what their plan covers.
The American Institute of CPAs (AICPA) has requested additional guidance on tax reform's Code Sec. 199A qualified business income (QBI) deduction.
199A Deduction GuidanceThe IRS issued final and proposed regulations in February 2019 on the Code Sec. 199A QBI deduction enacted in 2017 under the Tax Cuts and Jobs Act (TCJA) ( P.L. 115-97). Additionally, the IRS later issued Frequently Asked Questions (FAQs) on the computation of QBI and instructions to Form 8995, Qualified Business Income Deduction Simplified Computation, and Form 8995-A, Qualified Business Income Deduction.
However, taxpayers and practitioners need additional related guidance, according to the AICPA. "We urge that you provide additional certainty regarding which deductions are not reductions for QBI," the AICPA wrote in a March 4 letter addressed to David Kautter, Treasury's assistant secretary for tax policy, and Michael J. Desmond, IRS chief counsel. The letter was released by AICPA on March 6.
In brief, the AICPA recommends that Treasury and the IRS confirm that the deductible portion of self-employment tax under Code Sec. 164(f), the deduction for self-employed health insurance under Code Sec. 162(l), and the deduction for contributions to qualified retirement plans under Code Sec. 404 are not automatically reductions of QBI. Additionally, it recommends that the IRS update form instructions to reflect the same treatment for a charitable deduction under Code Sec. 170.
199A Rules Under ReviewMeanwhile, the White House's Office of Information and Regulatory Affairs (OIRA) is currently reviewing Code Sec. 199A rules as related to guidance on computations for shareholders of real estate investment trusts (REIT). OIRA received the rules from Treasury on March 5, according to its website.
The IRS has issued guidance that:
The guidance is effective as of the date the revenue procedure is published in the Internal Revenue Bulletin, and applies to all prior open tax years, subject to the limitations under Code Sec. 6511.
Reporting on Foreign TrustsCode Sec. 6048 generally requires annual information reporting of a U.S. person's transfers of money or other property to, ownership of, and distributions from, foreign trusts. Reporting is not required, however, for transactions with foreign compensatory trusts described in Code Secs. 402(b), 404(a)(4), or 404A. Further, the IRS is authorized to suspend or modify any Code Sec. 6048 reporting requirement if the United States has no significant tax interest in obtaining the required information.
Reporting ReliefThe Treasury and IRS have determined that U.S. individuals should be exempt from the Code Sec. 6048 reporting requirement for certain tax-favored foreign trusts because:
A foreign trust covered by this guidance is a trust established under a foreign jurisdiction's law to operate exclusively or almost exclusively to provide, or earn income for the provision of, either pension or retirement benefits and ancillary or incidental benefits, or medical, disability, or educational benefits. To be eligible for coverage, the foreign trust must meet other requirements listed in the guidance that have been established by the laws of the trust's jurisdiction.
An eligible individual:
Penalty ReliefEligible individuals who have been assessed a penalty for failing to comply with Code Sec. 6048 for an applicable tax-favored foreign trust and want relief must complete Form 843, Claim for Refund and Request for Abatement. The individual must write "Relief pursuant to Revenue Procedure 2020-17" on Line 7 of the form, and explain how the individual and the foreign trust meet the requirements in the guidance. The form should be mailed to Internal Revenue Service, Ogden, UT 84201-0027.
ScopeThis guidance does not affect:
Proposed RegsThe Treasury and IRS intend to issue proposed regulations that would modify the information reporting requirements to exclude eligible individuals' transactions with, or ownership of, applicable tax-favored foreign trusts. The Treasury and IRS request comments about these and other similar types of foreign trusts that should be considered for an exemption from Code Sec. 6048 reporting.
The Treasury and IRS have adopted as final the 2016 proposed regulations on covered assets acquisitions (CAAs) under Code Sec. 901(m) and Code Sec. 704. Proposed regulations issued under Code Sec. 901(m) are adopted with revisions, and the Code Sec. 704 proposed regulations are adopted without revisions. The Code Sec. 901(m) rules were also issued as temporary regulations. The CAA rules impact taxpayers claiming either direct or deemed-paid foreign tax credits.
Covered Asset AcquisitionsThe CAA rules are designed to address transactions that result in a basis difference for U.S. and foreign income tax purposes. In a CAA, the disqualified portion of any foreign income tax determined with respect to income or gain attributable to relevant foreign assets (RFAs) is not taken into account in determining direct or indirect foreign tax credits. Foreign taxes that are disqualified for foreign tax credit purposes remain eligible to be deducted.
Under Code Sec. 901(m), a CAA includes the following categories of transactions:
An RFA is any asset, if income, deduction, gain or loss, attributable to the asset is taken into account in determining the foreign income tax.
The disqualified portion of the foreign income tax for the tax year is the ratio of:
Exemptions, Other ChangesThe proposed regulations added the following three CAA transaction categories which are retained in the final regulations:
The final regulations provide an exemption for CAAs if a domestic Code Sec. 901 payor or members of its consolidated group recognized the gains or losses or took into account its distributive share of the gains and losses recognized by a partnership for U.S. tax purposes as part of the original CAA. The term "aggregate base difference" is modified to take into account adjustments based on gain or loss recognized with respect to an RFA as a result of a CAA.
Under the foreign basis election in the proposed regulations, a taxpayer can elect to determine base difference as the U.S. basis in the RFA immediately after the CAA less the foreign basis in the RFA immediately after the CAA. Taxpayers may apply the election retroactively to CAAs that occurred on or after January 1, 2011, provided the remaining rules in the proposed regulations were applied retroactively. The final regulations modify the consistency requirement so that it applies only for tax years that remain open. Under a new requirement, deficiencies must be taken into account that would have resulted from the consistent application of the final regulations for a closed tax year.
The final regulations also extend the scope of the de minimis rule, under which a basis difference is not taken into account if:
An additional exclusion is added for an individual RFA with a base difference of less than $20,000.
The final regulations add a priority rule to address transactions to which both Code Sec. 901(m) and Code Sec. 909 apply. Under the rule, Code Sec. 901(m) calculations are taken into account before applying Code Sec. 909.
Tax Cut and Jobs Act changes, including the repeal of Code Sec. 902, are also reflected.
Applicability DateThe final regulations apply to CAAs occurring on or after the date the final regulations are published in the Federal Register. A taxpayer may choose to apply the regulations before they would otherwise apply, provided consistency requirements are met, for tax years open for assessment. Returns for tax years ending before the date the final regulations are published must be filed no later than one year after the publication date. For tax years not open for assessment, appropriate adjustments must be made to account for deficiencies that would have resulted from a consistent application of the rules.
House and Senate lawmakers have started their August recess, leaving pending tax legislation for after Labor Day. In past years, September has been a busy month for tax legislation and this year is likely to be the same. Before leaving Capitol Hill, lawmakers took actions in several areas related to tax reform.
House action
In the House, the Budget Committee approved along party lines a fiscal year (FY) 2018 budget resolution. The resolution calls for:
The budget resolution does not set out specific tax changes or include legislative language. Rather, according to GOP leaders in the House, the budget resolution will serve as the vehicle for tax legislation at a future date. House Budget Committee Chair Diane Black, R-Tennessee, predicted that tax reform will be "deficit neutral" and will "reduce tax rates and simplify the tax code." Budget Committee Ranking Member John Yarmuth, D-Kentucky, said that the resolution "adopts the worst extremes of the President's proposals by cutting taxes for millionaires and billionaires at the expense of everyone else."
Administration discussions
Since May, White House and Treasury Department officials have been meeting with business leaders, representatives of business and taxpayer groups, and other stakeholders in "listening sessions" about changes to the tax code. In July, Treasury Secretary Steven Mnuchin, after meeting with representatives from the agriculture sector, predicted that tax reform "would be done this year." Mnuchin said that "tax reform is one of our most important areas of focus."
Bipartisan bills
Meanwhile, some stand-along tax bills have either passed committee or have been introduced. In July, the House Ways and Means Committee approved bipartisan legislation to overhaul the IRS's forfeiture authority. The Clyde-Hirsch-Sowers RESPECT Bill (HR 1843) was sponsored by Ways and Means Tax Policy Subcommittee Chair Peter Roskam, R-Illinois, and Democratic Caucus Chair Joe Crowley, D-New York. The RESPECT Act generally prohibits the IRS from seizing funds relating to a structuring transaction unless the property to be seized is from an illegal source.
In the Senate, the Senate Finance Committee may take up a bipartisan bill to encourage retirement savings by enhancing growth of S corporations owned by employee stock ownership plans (ESOPs). The Promotion and Expansion of Private Employee Ownership Bill was introduced by Sen. Ben Cardin, D-Maryland, and Sen. Pat Roberts, R-Kansas. The lawmakers explained that their bill would amend the tax code to eliminate barriers that business owners face in establishing or expanding S corporation ESOPs. Similar bipartisan legislation is pending in the House.
Other pending tax bills include:
Treasury tax position
The Treasury Department's top tax professional is the assistant secretary for tax policy. That position has been vacant since January 20. In July, the Senate Finance Committee unanimously approved President Trump's nomination of David Kautter to serve as Treasury assistant secretary for tax policy. "This position is particularly important in the current environment as the administration is engaging with Congress on comprehensive tax reform," SFC Chair Orrin Hatch, R-Utah, said. Ranking member Ron Wyden, D-Oregon, said "it's my hope that Mr. Kautter can help to bring Democrats and Republicans together." Kautter has worked at several major accounting firms over the past 30 years.
Please contact our office if you have any questions about tax legislation.
Taxpayers that plan to operate a business have a variety of choices. A single individual can operate as a C corporation, an S corporation, a limited liability company (LLC), or a sole proprietorship. Two or more individuals can form a partnership, a corporation (C or S), or an LLC.
Nontax considerations
State law and nontax considerations are an important consideration in choosing the form of the business and may play a decisive role. A general partner of a partnership has unlimited liability for the debts of the business. This can be modified by using a limited partnership (LP), which must have at least one general partner and at least one limited partner. The general partner still have unlimited liability, but a limited partner's liability is limited to its contribution to the partnership. A corporation has limited liability; shareholders generally are not responsible for the liabilities of the corporation beyond their contributions to the entity.
Federal tax considerations
At the same time, it is crucial to consider federal tax requirements and consequences when choosing the form of business entity. A primary federal tax consideration is avoiding a double layer of tax on business income. This can be accomplished by operating as a passthrough entity, such as a partnership or S corporation. Income is not taxed at the entity level. It passes through to partners and shareholders and is taxed at their rates.
In contrast, C corporations are taxable entities. Furthermore, when a C corporation pays a dividend to its shareholders, this generally is taxable to the shareholder. It must be noted that income of a passthrough entity is allocable and taxable to its owners, whether or not the income is actually distributed to the partner or shareholder. Dividends are not taxed unless there is an actual distribution.
While a partnership is organized under state law, an S corporation is a creature of the federal tax system. The S corporation is a regular corporation for state law purposes.
Advantages of partnerships
Unlike an S corporation shareholder, anyone or any entity can be a partner. S corporations are limited to 100 shareholders; only certain individuals, estates and trusts are eligible to be shareholders. C corporations and nonresident aliens cannot be shareholders of an S corporation.
S corporations are limited to a single class of stock; income and losses must be allocated on the same basis to each shareholder. Having only one class of stock may affect the corporation's ability to raise capital. A partnership can have different classes of partners and has more flexibility for allocating income and losses to different types of partners.
Partnership liabilities can increase a partner's basis in the partnership, offsetting distributions of cash and reducing their taxation. The increased basis allowed partners to use losses generated by the partnership. Liabilities of an S corporation do not create stock basis; separate bases in stock and debt must be calculated. This lack of basis may limit the use of losses generated by the S corporation.
Contributions of appreciated property by a partner to the partnership generally are not taxable, even if the partner is not part of a group controlling the partnership. Contributions by a shareholder to a corporation are tax-free only if the shareholders are part of a group controlling 80 percent of the corporation after the contribution. However, a partnership must follow special allocation rules for handling built-in gain on contributed property, whereas S corporations do not have special allocation rules in this circumstance.
In general, a partnership offers more flexibility than an S corporation in the treatment of taxes. However, S corporation shareholders do have limited legal liability, while general partners are not insulated from the partnership's debts and liabilities.
Since 2009, the IRS has operated an Offshore Voluntary Disclosure Program (OVDP) for U.S. taxpayers who have failed to disclose foreign assets or report foreign income from those assets to the IRS or Treasury. The program provides reduced penalties and other benefits, thus giving taxpayers an opportunity to address their past noncompliance and "become right" with the government.
The IRS reports that 45,000 taxpayers have made voluntary disclosures since 2009 and have paid $6.5 billion in back taxes, interest, and penalties. In 2014, the IRS made important changes to the OVDP, with the expectation that the revised program will lead to a significant increase in the number of U.S. taxpayers who participate in the OVDP and report their undisclosed foreign assets.
Reporting obligations
U.S. taxpayers, including U.S. citizens living abroad, must report and pay taxes on their worldwide income, including income from foreign assets. Taxpayers must report foreign accounts on Form 1040, Schedule B; if their value exceeds certain thresholds, they must report on Form 8938, Statement of Foreign Financial Accounts. Taxpayers with accounts worth more than $10,000 must report the accounts on the Report of Foreign Bank and Financial Accounts (FBAR), which is filed with Treasury (not the IRS).
The IRS provided temporary OVDPs in 2009 and 2011. In 2012, it opened another OVDP that it continues to offer. Under the 2012 program, taxpayers must enter into a closing agreement with the IRS, provide updated returns for the prior eight years, and pay a penalty as high as 27.5 percent. In return, the IRS agrees not to pursue criminal penalties against taxpayers who may have willfully failed to report their foreign assets and/or income. In 2012, the IRS also unveiled a "streamlined procedures" program, with lighter penalties for U.S. taxpayers residing abroad who were nonwillful evaders.
2014 revisions
The revised streamlined procedures program has been expanded to taxpayers living in the United States. Participants are no longer required to have an unpaid tax balance of $1,500 or less per year. Participants self-certify that their noncompliance was not willful; the IRS will review their circumstances. Taxpayers must pay taxes on any unreported income from the past three years and must file required FBAR reports for the previous six years. Participants living abroad pay no penalty, while U.S. residents pay a miscellaneous offshore penalty of five percent.
The OVDP program for potentially willful evaders has been tightened. Taxpayers must provide increased information and must pay the 27.5 percent penalty at the time of application. In light of the expanded streamlined program, the IRS eliminated reduced penalties (five and 12.5 percent) that had been offered to nonwillful OVDP participants. To increase the pressure on nonfilers, the IRS increased the penalty from 27.5 percent to 50 percent for taxpayers who used a foreign financial institution or a facilitator that the IRS or Justice Department publicly acknowledges to be under investigation.
Taxpayers are advised to consult with their tax adviser about these programs and choose carefully. A taxpayer cannot participate in both the streamlined and the OVDP programs; it is an either/or proposition. If a taxpayer is confident that his or her noncompliance was not willful, the streamlined program is a reasonable choice. However, this program provides no protection from criminal prosecution, further audits, or proposed tax increases, if the IRS decides that the taxpayer acted willfully.
In 2012, many taxpayers will have additional considerations when analyzing whether to sell investments before the end of the year or retain them in 2013. First, the Bush-era tax cuts are scheduled to expire at the end of 2012. This affects ordinary income rates, as well as rates on capital gains and dividends. Second, under the health care law, a new 3.8 percent Medicare tax on unearned income, including interest, dividends and capital gains, will take effect in 2013. Together, these real and potential changes may add up to hefty new taxes in 2013, unless Congress takes action otherwise.
Income tax rates
Current income tax rates continue through the end of 2012. These include the overall individual income tax rates, currently at 10, 15, 25, 28, 33 and 35 percent. If Congress does not take any action, these rates revert to the higher rates that used to apply: 15, 28, 31, 36, and 39.6 percent. Republicans favor retaining all of the Bush-era rates. President Obama and many Democrats support retaining the 10, 15, 25, and 28 percent rates for lower- and middle-income taxpayers, while reinstating the 36 and 39.6 percent rates for taxpayers with income over $200,000 (single taxpayers) or $250,000 for joint filers.
Additionally, there are calls for tax reform and for an overall lowering of income tax rates, in exchange for ending unspecified tax deductions and benefits. For example, House Republicans have called for replacing current income tax rates with two brackets, of 10 and 25 percent.
Capital gains and dividends
Current income tax rates that extend through the end of 2012 also include the 15 percent rate on capital gains and qualified dividends for qualified taxpayers. If Congress does not act, these rates revert to much higher ordinary income rates, in the case of dividends, and to the 20 percent rate that formerly applied to capital gains. Again, the President and the Republicans would both extend the current rates, but disagree on whether to apply the extensions to all taxpayers (the Republicans) or only to lower- and middle-income taxpayers under the $200,000/$250,000 thresholds (the President).
3.8 percent tax
Adding to the mix is the impending 3.8 percent tax on unearned income. Under the health care law, this tax will apply to 2013 income (and beyond) of single taxpayers with income exceeding $200,000 and joint filers with income exceeding $250,000. The tax is imposed on the lesser of net investment income or the excess of adjusted gross income about the $200,000/$250,000 thresholds.
Net investment income also includes rents, royalties, gain from disposing of property used in a passive activity, and income from a trade or business that is a passive activity. The tax does not apply to distributions from retirement plans and IRAs. Taxpayers cannot necessarily avoid the tax by moving assets to a trust, because the tax will apply if trust income exceeds a threshold currently set at only $11,200.
Sell or hold
Generally, taxpayers should make investment decisions based on economics, holding on to a "good" investment and selling a "bad" investment. This involves looking at past performance and perhaps gazing into a crystal ball. Taxpayers that are debating whether to sell appreciated assets or assets that pay qualified dividends may want to act in 2012, when income tax rates are lower and before the 3.8 percent tax takes effect. Taxpayers considering the sale of declining assets may want to consider holding off until 2013, when losses can offset more highly-taxed gains and reduce the income potentially subject to the 3.8 percent tax.
Because the 3.8 percent tax does not apply to tax-free income, such as municipal bonds and distributions from a Roth IRA, taxpayers may want to shift some of their investments to yield nontaxable income. While the income from converting a traditional IRA to a Roth IRA would be included in the income calculations, qualifying distributions after the conversion would not be included.
Again, the decision must make economic sense. If the taxpayer expects an asset to continue to decline in value during 2012, he or she should sell the asset soon and not wait until 2013. Another consideration is the bunching of income. Taxpayers that sell substantial capital gains assets in 2013 may push their income up to the $200,000/$250,000 thresholds that trigger higher taxes. If the taxpayer is considering a sell-off of assets, it may make more sense to sell assets before 2013.
If a taxpayer wants to shift to more conservative investments, income yields may decline, but so will the incidence of the dividend, capital gains, and unearned income taxes described above. On the other hand, taxpayers looking at more speculative investments should understand that a successful investment may generate income taxed at higher rates in 2013.
Please contact our office if you have any questions.
Stock is a popular and valuable compensation tool for employers and employees. Employees are encouraged to stay with the company and to work harder, to enhance the value of the stock they will earn. Employers do not have to make a cash outlay to provide the compensation, yet they still are entitled to a tax deduction.
Employers may make a direct transfer of stock to an employee as compensation for services performed. In the simplest case, the employee's rights in the stock are vested upon receipt. Under Code Sec. 83, the employee has income, equal to the fair market value of the stock, less any amount paid for the stock. The employer can take a compensation deduction under Code Sec. 162 for the amount included in the employee's income.
Risk of forfeiture
The employer may decide to impose certain conditions on the employee's right to the stock (such as a requirement that the employee continue to work for the company for two years before the stock "vests"). In this situation, the stock is subject to a substantial risk of forfeiture (or is "nonvested") until the two-year period elapses. After two years, the stock vests, and the employee recognizes income for the excess of the stock's value (at the time of vesting) over the amount paid. If the employee leaves the company within two years, the employee forfeits the stock.
An employee who receives stock subject to a substantial risk of forfeiture may anticipate that he or she will stay with the company for the required two years. The employee may also anticipate (or at least hope) that the stock will appreciate in value. Rather than wait two years and have to recognize income when the stock vests, an employee may elect under Code Sec. 83(b) to treat the property as vested upon receipt and to recognize compensation income (if any) at the time of receipt.
83(b) election
The employee may be required to pay for the stock when received. If the employee paid the fair market value of the stock, making a Code Sec. 83(b) election is particularly advantageous, because the employee will not recognize any income on the election.
Example. Widget Corporation transfers 10 shares of its common stock to Hal, an employee, subject to a requirement that Hal work for two years before the stock vests. The stock is worth $5 a share. Hal is required to pay $5 a share upon receipt of the stock. By making a Code Sec. 83(b) election, Hal will not recognize any income, because the value and the cost of the stock are the same. If Hal did not have to pay any money for the shares, and made an election, Hal would have $50 of compensation income (10 shares times $5 a share).
After making an election, if the employee then works for two years, and the stock appreciates, the employee does not recognize any further compensation income, because the employee has already been taxed under Code Sec. 83. By making the election, the employee is treated as owning the stock. When the employee sells the stock, the employee will recognize capital gain or loss, measured by the difference between the amount received and the value of the stock when it vested.
Election formalities
To make an election under Code Sec. 83(b), an employee must file a statement with the IRS, within 30 days of the transfer of the property to the employee. The statement must be filed with the Internal Revenue Service Center where the employee would file his or her income tax return. A copy of the statement must be provided to the employer, who is entitled to a compensation deduction when the election is made. A copy must also be attached to the employee's income tax return.
IRS regulations prescribe the requirements for an election. In Rev. Proc. 2012-29, the IRS also provided sample language for employees to use to make the election. The IRS advised that the sample language is not required. The election must identify the taxpayer, the property being transferred, the date of the transfer, the restrictions on the property, the property's value at the time of transfer (generally determined without the restrictions), the amount paid by the employee, and the amount of compensation income (the value minus the amount paid). The employee must also sign the election.
The election cannot be revoked without the IRS's consent. The IRS will not ordinarily grant consent unless there has been a mistake of fact as to the underlying transaction.
If you have any questions about making a Code Sec. 83(b) election, please contact our office.
Some individuals must pay estimated taxes or face a penalty in the form of interest on the amount underpaid. Self-employed persons, retirees, and nonworking individuals most often must pay estimated taxes to avoid the penalty. But an employee may need to pay them if the amount of tax withheld from wages is insufficient to cover the tax owed on other income. The potential tax owed on investment income also may increase the need for paying estimated tax, even among wage earners.
The trick with estimated taxes is to pay a sufficient amount of estimated tax to avoid a penalty but not to overpay. The IRS will refund the overpayment when you file your return, but it will not pay interest on it. In other words, by overpaying tax to the IRS, you are in essence choosing to give the government an interest-free loan rather than invest your money somewhere else and make a profit.
When do I make estimated tax payments?
Individual estimated tax payments are generally made in four installments accompanying a completed Form 1040-ES, Estimated Tax for Individuals. For the typical individual who uses a calendar tax year, payments generally are due on April 15, June 15, and September 15 of the tax year, and January 15 of the following year (or the following business day when it falls on a weekend or other holiday).
Am I required to make estimated tax payments?
Generally, you must pay estimated taxes in 2012 if (1) you expect to owe at least $1,000 in tax after subtracting tax withholding (if you have any) and (2) you expect your withholding and credits to be less than the smaller of 90 percent of your 2012 taxes or 100 percent of the tax on your 2011 return. There are special rules for higher income individuals.
Usually, there is no penalty if your estimated tax payments plus other tax payments, such as wage withholding, equal either 100 percent of your prior year's tax liability or 90 percent of your current year's tax liability. However, if your adjusted gross income for your prior year exceeded $150,000, you must pay either 110 percent of the prior year tax or 90 percent of the current year tax to avoid the estimated tax penalty. For married filing separately, the higher payments apply at $75,000.
Estimated tax is not limited to income tax. In figuring your installments, you must also take into account other taxes such as the alternative minimum tax, penalties for early withdrawals from an IRA or other retirement plan, and self-employment tax, which is the equivalent of Social Security taxes for the self-employed.
Suppose I owe only a relatively small amount of tax?
There is no penalty if the tax underpayment for the year is less than $1,000. However, once an underpayment exceeds $1,000, the penalty applies to the full amount of the underpayment.
What if I realize I have miscalculated my tax before the year ends?
An employee may be able to avoid the penalty by getting the employer to increase withholding in an amount needed to cover the shortfall. The IRS will treat the withheld tax as being paid proportionately over the course of the year, even though a greater amount was withheld at year-end. The proportionate treatment could prevent penalties on installments paid earlier in the year.
What else can I do?
If you receive income unevenly over the course of the year, you may benefit from using the annualized income installment method of paying estimated tax. Under this method, your adjusted gross income, self-employment income and alternative minimum taxable income at the end of each quarterly tax payment period are projected forward for the entire year. Estimated tax is paid based on these annualized amounts if the payment is lower than the regular estimated payment. Any decrease in the amount of an estimated tax payment caused by using the annualized installment method must be added back to the next regular estimated tax payment.
Determining estimated taxes can be complicated, but the penalty can be avoided with proper attention. This office stands ready to assist you with this determination. Please contact us if we can help you determine whether you owe estimated taxes.
On June 28, the U.S. Supreme Court issued its long-awaited landmark decision on the Patient Protection and Affordable Care Act (PPACA) and its companion law, the Health Care and Education Reconciliation Act (HCERA). In a 5 to 4 decision of historic proportions, the nation's highest court upheld the law – except for a certain Medicaid provision involving state funding. Key to the Court's approval of President Obama's signature health care law was the finding that the linchpin individual mandate was constitutional. The requirement under the individual mandate that individuals pay a penalty if they fail to carry minimum essential health insurance coverage was declared within the Constitution based upon Congress's power to tax.
The Supreme Court's decision preserves all of the far-reaching tax provisions and health insurance reforms that were part of the overall health care reform legislation as passed in 2010. In coming months, lawmakers and legal scholars will examine all of the nuances of the Court's highly complex decision. More immediately, individuals and businesses are concerned about what steps they need to take next.
Role of taxes
To a large extent, the Obama administration's health care law is driven by tax provisions, to provide the carrot, the stick and adequate funding in alternating quantities. The role played by taxes in the new health care provisions is also underscored by the predominate part that the IRS will play in its administration.
Under the health care law, a number of tax provisions are scheduled to take effect in 2013 and beyond. The court's decision allows the numerous tax provisions within the health care laws to move forward on schedule. Some important provisions have already taken effect; others will take effect in 2013 and 2014. One provision, the excise tax on high-cost employer-sponsored coverage, will not take effect until 2018.
Main provisions/effective dates
PPACA and HCERA include the following tax provisions (not a complete list):
Looking ahead
Employers, taxpayers – indeed everyone – must prepare for sweeping changes in health care in coming years. Many of the provisions in the PPACA have already been implemented or are in the process of being implemented. Other provisions, as the above list indicated, are scheduled to take effect after 2012. The Supreme Court's upholding of the PPACA clears the way for full implementation of the new law (unless a future Congress votes to repeal the law, which at this point would be an uphill battle). Our office will keep you posted of developments and the steps you need to take in the coming months.
In light of the IRS's new Voluntary Worker Classification Settlement Program (VCSP), which it announced this fall, the distinction between independent contractors and employees has become a "hot issue" for many businesses. The IRS has devoted considerable effort to rectifying worker misclassification in the past, and continues the trend with this new program. It is available to employers that have misclassified employees as independent contractors and wish to voluntarily rectify the situation before the IRS or Department of Labor initiates an examination.
The distinction between independent contractors and employees is significant for employers, especially when they file their federal tax returns. While employers owe only the payment to independent contractors, employers owe employees a series of federal payroll taxes, including Social Security, Medicare, Unemployment, and federal tax withholding. Thus, it is often tempting for employers to avoid these taxes by classifying their workers as independent contractors rather than employees.
If, however, the IRS discovers this misclassification, the consequences might include not only the requirement that the employer pay all owed payroll taxes, but also hefty penalties. It is important that employers be aware of the risk they take by classifying a worker who should or could be an employee as an independent contractor.
"All the facts and circumstances"
The IRS considers all the facts and circumstances of the parties in determining whether a worker is an employee or an independent contractor. These are numerous and sometimes confusing, but in short summary, the IRS traditionally considers 20 factors, which can be categorized according to three aspects: (1) behavioral control; (2) financial control; (3) and the relationship of the parties.
Examples of behavioral and financial factors that tend to indicate a worker is an employee include:
In other words, any existing facts or circumstances that point to an employer's having more behavioral and/or financial control over the worker tip the balance towards classifying that worker as an employee rather than a contractor. The IRS's factors do not always apply, however; and if one or several factors indicate independent contractor status, but more indicate the worker is an employee, the IRS may still determine the worker is an employee.
Finally, in examining the relationship of the parties, benefits, permanency of the employment term, and issuance of a Form W-2 rather than a Form 1099 are some indicators that the relationship is that of an employer–employee.
Worker classification is fact-sensitive, and the IRS may see a worker you may label an independent contractor in a very different light. One key point to remember is that the IRS generally frowns on independent contractors and actively looks for factors that indicate employee status.
Please do not hesitate to call our offices if you would like a reassessment of how you are currently classifying workers in your business, as well as an evaluation of whether IRS's new Voluntary Classification Program may be worth investigating.
Under a flexible spending arrangement (FSA), an amount is credited to an account that is used to reimburse an employee, generally, for health care or dependent care expenses. The employer must maintain the FSA. Amounts may be contributed to the account under an employee salary reduction agreement or through employer contributions.
Use-it or lose-it
The general rule is that no contribution or benefit from an FSA may be carried over to a subsequent plan year. Unused benefits or contributions remaining at the end of the plan year (or at the end of a grace period) are forfeited. This is known as the "use it or lose it" rule. The plan cannot pay the unused benefits back to the employee, and cannot carry over the unused benefits to the following calendar year.
Example. An employer maintains a cafeteria plan with a health FSA. The plan does not have a grace period. Arthur, an employee, contributes $250 a month to the FSA, or a total of $3,000 for the calendar year. At the end of the year (December 31), Arthur has incurred medical expenses of only $1,200 and makes claims for those expenses. He has $1,800 of unused benefits. Under the "use it or lose it" rule, Arthur forfeits the $1,800.
Grace period
Because the "use it or lose it" rule seemed harsh, the IRS gave employers the option to provide a grace period at the end of the calendar year. The grace period may extend for 2½ months, but must not extend beyond the 15th day of the third month following the end of the plan year. Medical expenses incurred during the grace period may be reimbursed using contributions from the previous year.
Example. Beulah contributes $3,000 to her health FSA for 2010. The FSA is on January 1 through December 31 calendar year. On December 31, 2010, Beulah has $1,800 of unused contributions. Her employer provides a grace period through March 15, 2011. On January 20, 2011, Beulah incurs $1,500 of additional medical expenses. Because these expenses were incurred during the grace period, Beulah can be reimbursed the $1,500 from her 2010 contributions. On March 15, 2011, she has $300 of unused benefits from 2010 and forfeits this amount.
There are other exceptions to the prohibition against deferred compensation within the operation of an FSA. A cafeteria plan is permitted, but not required, to reimburse employees for orthodontia services before the services are provided, even if the services will be provided over a period of two years or longer. The employee must be required to pay in advance to receive the services.
Another exception is provided for durable medical equipment that has a useful life extending beyond the health FSA's period of coverage (the calendar year, plus any grace period). For example, a health FSA is permitted to reimburse the cost of a wheelchair for an employee.
If you have any questions on setting up an FSA, whether as an employer or an employee, and which benefits must be covered and which are optional, please do not hesitate to call this office.
Job-hunting expenses are generally deductible as long as you are not searching for a job in a new field. This tax benefit can be particularly useful in a tough job market. It does not matter whether your job hunt is successful, or whether you are employed or unemployed when you are looking.
Expenses directly connected with a job search are deductible as a miscellaneous itemized deduction. You can deduct job-hunting expenses if the amount of all your so-called miscellaneous itemized deductions exceeds two percent of your adjusted gross income. However, if you claim the standard deduction, you cannot deduct job-hunting expenses. Therefore, as a practical matter for many job seekers, job hunting expenses do not materialize as a tax deduction.
For those who are able to use job seeking expenses as a deduction, it can be difficult to determine what a new field is. A professional photographer who pursues a job in the retail industry clearly is searching in a new field and cannot deduct any of his or her job-hunting expenses. But there are exceptions. The IRS has allowed persons who retired from the military to search for jobs in new fields and claim their job-hunting expenses. Taking a temporary job while searching for permanent employment in your current field will not be considered a job change that disqualifies your job-hunting expenses.
Persons entering the job market for the first time, such as college students, and persons who have been out of the job market for a long period of time, such as parents of young children, cannot deduct their job-hunting expenses. However, a college student who worked in a particular field while in school may be able to deduct job-hunting expenses.
Deductible expenses include typing, printing and mailing a resume. Long-distance phone calls are also deductible. You can deduct travel costs for going on a job search or an interview, including air transportation, railroad, or car expenses. The standard rate for car expenses for business is 55 cents per mile for 2012. Amounts you pay to a job counselor, employment agency or job referral service are all deductible.
It is important to keep records of your costs. While your individual expenses may not be substantial, your total expenses can add up to a significant amount.
A limited liability company (LLC) is a business entity created under state law. Every state and the District of Columbia have LLC statutes that govern the formation and operation of LLCs.
The main advantage of an LLC is that in general its members are not personally liable for the debts of the business. Members of LLCs enjoy similar protections from personal liability for business obligations as shareholders in a corporation or limited partners in a limited partnership. Unlike the limited partnership form, which requires that there must be at least one general partner who is personally liable for all the debts of the business, no such requirement exists in an LLC.
A second significant advantage is the flexibility of an LLC to choose its federal tax treatment. Under IRS's "check-the-box rules, an LLC can be taxed as a partnership, C corporation or S corporation for federal income tax purposes. A single-member LLC may elect to be disregarded for federal income tax purposes or taxed as an association (corporation).
LLCs are typically used for entrepreneurial enterprises with small numbers of active participants, family and other closely held businesses, real estate investments, joint ventures, and investment partnerships. However, almost any business that is not contemplating an initial public offering (IPO) in the near future might consider using an LLC as its entity of choice.
Deciding to convert an LLC to a corporation later generally has no federal tax consequences. This is rarely the case when converting a corporation to an LLC. Therefore, when in doubt between forming an LLC or a corporation at the time a business in starting up, it is often wise to opt to form an LLC. As always, exceptions apply. Another alternative from the tax side of planning is electing "S Corporation" tax status under the Internal Revenue Code.
Estimated tax is used to pay tax on income that is not subject to withholding or if not enough tax is being withheld from a person's salary, pension or other income. Income not subject to withholding can include dividends, capital gains, prizes, awards, interest, self-employment income, and alimony, among other income items. Generally, individuals who do not pay at least 90 percent of their tax through withholding must estimate their income tax liability and make equal quarterly payments of the "required annual payment" liability during the year.
Basic rules
The "basic" rules governing estimated tax payments are not always synonymous with "straightforward" rules. The following addresses some basic rules regarding estimated tax payments by corporations and individuals:
Corporations. For calendar-year corporations, estimated tax installments are due on April 15, June 15, September 15, and December 15. If any due date falls on a Saturday, Sunday or legal holiday, the payment is due on the first following business day. To avoid a penalty, each installment must equal at least 25 percent of the lesser of:
A lower installment amount may be paid if it is shown that use of an annualized income method, or for corporations with seasonal incomes, an adjusted seasonal method, would result in a lower required installment.
Individuals. For individuals (including sole proprietors, partners, self-employeds, and/or S corporation shareholders who expect to owe tax of more than $1,000), quarterly estimated tax payments are due on April 15, June 15, September 15, and January 15. Individuals who do not pay at least 90 percent of their tax through withholding generally are required to estimate their income tax liability and make equal quarterly payments of the "required annual payment" liability during the year. The required annual payment is generally the lesser of:
For higher-income taxpayers whose adjusted gross income (AGI) shown on your 2014 tax return exceeds $150,000 (or $75,000 for a married individual filing separately in 2015), the required annual payment is the lesser of 90 percent of the tax for the current year, or 110 percent of the tax shown on the return for the preceding tax year.
Adjusting estimated tax payments
If you expect an uneven income stream for 2015, your required estimated tax payments may not necessarily be the same for each remaining period, requiring adjustment. The need for, and the extent of, adjustments to your estimated tax payments should be assessed at the end of each installment payment period.
For example, a change in your or your business's income, deductions, credits, and exemptions may make it necessary to refigure estimated tax payments for the remainder of the year. Likewise for individuals, changes in your exemptions, deductions, and credits may require a change in estimated tax payments. To avoid either a penalty from the IRS or overpaying the IRS interest-free, you may want to increase or decrease the amount of your remaining estimated tax payments.
Refiguring tax payments due
There are some general steps you can take to reconfigure your estimated tax payments. To change your estimated tax payments, refigure your total estimated tax payments due. Then, figure the payment due for each remaining payment period. However, be careful: if an estimated tax payment for a previous period is less than one-fourth of your amended estimated tax, you may be subject to a penalty when you file your return.
If you would like further information about changing your estimated tax payments, please contact our office.
Under the Patient Protection and Affordable Care Act (PPACA) enacted in March 2010, small employers may be eligible to claim a tax credit of 35 percent of qualified health insurance premium costs paid by a taxable employer (25 percent for tax-exempt employers). The credit is designed to encourage small employers to offer health-insurance to their employees.
Employees and wages
An employer can claim the maximum 35 percent credit if it has no more than 10 full-time equivalent (FTE) employees receiving average annual wages of $25,000 or less. The credit is phased out as the number of FTEs increases to 25 and as average annual wages increase to $50,000. An employer with 25 or more employees, or paying average annual wages of $50,000 or more per employee, will not receive a credit.
In counting FTEs, the employer should not include owners and family members. Seasonal employees are not counted unless they work at least 120 days during the year. In determining average annual wages, employers must count all wages, bonuses, commissions or other compensation, including sick leave and vacation leave.
Applicable years
The credit took effect in 2010. It did not expire at the end of 2010 but can be claimed from year to year. The credit applies at the 35/25 percent levels for four years, through 2013. After 2013, the maximum credit increases to 50 percent for for-profit employers and 35 percent for tax-exempt employers, but only for two years. Thus, the credit can be claimed every year for the six years from 2010 and 2015. The credit is recalculated every year based on the total health insurance premiums paid. Only non-elective employer premiums are counted; salary reduction contributions paid through a cafeteria plan or other arrangement are not counted.
An employer must pay at least 50 percent of the premium cost of health insurance coverage, and must pay the same uniform percentage of costs for each employee who obtains health insurance through the employer. A transition rule for 2010 treats an employer as satisfying the uniformity rule as long as the employer pays at least 50 percent of the coverage costs of each employee, based on the cost of employee-only (single) coverage, even if the employer does not pay the same percentage of costs for each employee.
The premiums must be paid for qualified health insurance, such as a hospital or medical service plan or health maintenance organization. It includes coverage for dental, vision, long-term care, nursing home care, and coverage for a specified disease or illness. Coverage does not accident insurance, disability income insurance, and workers' compensation.
Claiming the credit
The credit is determined on Form 8941, Credit for Small Employer Health Insurance Premiums. For-profit employers report the amount of the credit on Form 3800, General Business Credit, and attach the forms to their income tax return. As a general business credit, any unused credit (in excess of taxable income) can be carried back one year (except for a credit arising in 2010, the first year) or carried forward 20 years. For-profit employers deduct the credit from the premiums paid for health insurance, when computing the deduction for health insurance premiums.
Tax-exempt employers report the credit on Form 990-T, Exempt Organization Business Income Tax Return, regardless of whether the organization is subject to tax on unrelated business income. The credit is refundable for tax-exempt employers, provided it does not exceed the employer's income tax withholding and Medicare taxes. The credit is not refundable if the employer does not claim the credit on Form 990-T.
The IRS is moving quickly to alert employers about a new tax credit for health insurance premiums. The recently enacted health care reform package (the Patient Protection and Affordable Care Act of 2010 and the Health Care and Education Reconciliation Act of 2010) created the small employer health insurance tax credit. The temporary credit is targeted to small employers that offer or will offer health insurance coverage to their employees. The credit, like so many federal tax incentives, has certain qualifications. Please contact our office and we can arrange to review in detail how the credit may cut the cost of your business's health insurance premiums. The dollar benefits of the credit are substantial and they apply immediately to 2010 premium costs.
The IRS is sending postcards to more than four million small businesses in coming weeks. The postcards briefly describe the new tax credit and are just one part of the IRS's outreach campaign to educate employers about the credit. The IRS has also created a special page on its web site on the credit along with a fact sheet and frequently asked questions and answers.
Maximum credit
The new health care credit is effective immediately so employers need to plan now to take advantage of it. The credit, which is available over the next five years, also rises over time but the enhanced credit comes with some additional requirements.
For tax years beginning in 2010 through 2013, the maximum credit reaches 35 percent of qualified premium costs paid by for-profit employers. The maximum credit is 25 percent of qualified premium costs paid by tax-exempt employers.
The maximum credit climbs to 50 percent of qualified premium costs paid by for-profit employers (35 percent for tax-exempt employers) for tax years beginning in 2014 through 2015. However, Congress imposed some additional requirements. An employer may claim the credit only if it offers one or more qualified health plans through a state insurance exchange. The health care reform package requires states to create insurance exchanges by January 1, 2014.
Example. ABC Co. employs nine individuals with average annual wages of $23,000 for each employee in 2010. ABC pays $72,000 in health care premiums for its employees. This amount does not exceed the average premium for the small group market in the state in which ABC offers coverage and ABC otherwise meets the requirements for the credit. ABC's credit for 2010 is $25,200 (35 percent x $72,000).
Tax-exempt employers have additional limitations. If the amount of their credit exceeds the amount of payroll taxes of the tax-exempt employer during the calendar year in which the tax year begins, the credit is limited to the amount of payroll taxes.
The maximum credit is available to qualified employers with no more than 10 full-time equivalent (FTE) employees paying average annual wages of $25,000 or less. The credit completely phases out if an employer has 25 or more FTEs or pays $50,000 or more in average annual wages. Effectively, a small employer can have exactly 25 FTEs or pay average annual compensation of exactly $50,000 and not receive a credit under the phase-out rules. The monetary amounts are adjusted for inflation after 2013.
The health care reform package explains how to calculate the number of FTEs. The number of an employer's FTEs is determined by dividing the total hours for which the employer pays wages to employees during the year (but not more than 2,080 hours for any employee) by 2,080. The result, if not a whole number, is rounded to the next lowest whole number. Lawmakers selected 2,080 hours because 2,080 hours comprise the number of hours in a 52-week assuming a 40-hour work week. Any hours beyond 2,080, such as overtime hours, are not taken into account when calculating FTEs.
Example. ABC Co has nine employees. ABC pays Aidan, Bonnie, Catherine, David, and Eddie wages for 2,080 hours each for 2010. ABC pays Francine, Gary and Harry wages for 1,040 hours each for 2010. ABC pays Kieran wages for 2,300 hours for 2010. The total hours not exceeding 2,080 per employee is the sum of: --10,400 hours for the five employees paid for 2,080 hours each (5 x 2,080) plus --3,120 hours for the three employees paid for 1,040 hours each (3 x 1,040) plus --2,080 hours for the one employee paid for 2,300 hours (lesser of 2,300 and 2,080), which add up to 15,600 hours.
To calculate the number of FTEs, 15,600 is divided by 2,080, which results in 7.5, rounded to the next lowest whole number.
Average annual wages
A formula is also used to calculate average annual wages. The amount of average annual wages is determined by first dividing the total wages paid by the employer to employees during the employer's tax year by the number of the employer's FTEs for the year. The result is then rounded down to the nearest $1,000 (if not otherwise a multiple of $1,000).
Example. ABC Co. pays $224,000 in wages and has 10 FTEs. ABC's average annual wages are $224,000 divided by 10 which equals $22,400, and is rounded down to the nearest $1,000 for a final number of $22,000
Owners and family members
Some individuals are excluded from the calculation of FTEs and average annual wages. These include a sole proprietor, a partner in a partnership, a shareholder owning more than two percent of an S corporation, and any owner of more than five percent of other businesses. Certain family members of these individuals are also excluded from the calculation of FTEs and average annual wages. These include a child, a parent, a sibling, and others. This list is not exhaustive. Please contact our office for more details about who is excluded from these calculations.
Premium deduction
Employers generally may deduct the cost of health insurance premiums paid on behalf of employees. The health care reform package does not change this general rule. However, the amount of premiums that an employer may deduct is reduced by the amount of the small employer health care tax credit.
Qualifying arrangement
Only premiums paid by the employer under a qualifying arrangement are counted in calculating the credit. Under a qualifying arrangement, the employer pays premiums for each employee enrolled in health care coverage offered by the employer in an amount equal to a uniform percentage (not less than 50 percent) of the premium cost of the coverage. The IRS is developing transition relief for 2010.
Additionally, the amount of an employer's premium payments is capped in relation to the average premium for the small group market. The U.S. Department of Health and Human Services will determine the average premium for the small group market in a state.
Congress is currently reviewing the costs of premiums. The health care reform package includes a requirement, effective in 2011, that insurance companies spend at least 80 percent of premium revenue on actual health care. Additionally, the health care reform package establishes a process for the annual review of premium increases prior to their use along with public disclosure of how premium rates are determined.
Qualified for-profit employers will claim the credit on their annual income tax return. The IRS is expected to advise how tax-exempt employers will claim the credit. Our office will keep you posted of developments.
According to the U.S. Department of Health and Human Services, a qualified small business can choose to start offering health insurance coverage to employees in 2010 and be eligible for the credit. If you are considering providing insurance coverage to your employees, please contact our office. If you have already been paying premiums, don't leave maximizing the new credit to chance; we can help you navigate the many federal rules that come into play.
As always, please contact our office if you have any questions about the new small employer health insurance tax credit.
Long-term care premiums are deductible up to certain amounts as itemized medical expense deductions. The amount is based upon your age. Unfortunately, most taxpayers do not have enough other medical expense deductions to exceed the non-deductible portion equal to the first 7 1/2 percent of adjusted gross income (10 percent if you are subject to alternative minimum tax (AMT)). Furthermore, more taxpayers now take the standard deduction rather than itemize, making even those medical expenses useless as a tax deduction.
A tax bill has been before Congress for several years now to allow long-term care premiums to be deductible "above the line," that is, by anyone irrespective of whether you itemize. The impetus behind this recommendation is that encouraging individuals to fund their own eventual eldercare is preferable to having federal Medicare payments to so. So far, however, Congress has not brought the matter to a vote. Some state income tax laws already allow such an above-the-line deduction.
Long-term care premiums. Long-term care insurance premiums are deductible in figuring itemized medical expense deductions up to the following amounts:
- Age 40 or younger: $290 in 2007; $310 in 2008;
- Over 40 but not older than 50: $550 in 2007; $580 in 2008;
- Over 50 but not older than 60: $1,110 in 2007; $1,150 in 2008;
- Over 60 but not older than 70: $2,950 in 2007; $3,080 in 2008; and
- Over 70: $3,680 in 2007; $3,850 in 2008.
- Age 40 or younger: $290 in 2007; $310 in 2008;
- Over 40 but not older than 50: $550 in 2007; $580 in 2008;
- Over 50 but not older than 60: $1,110 in 2007; $1,150 in 2008;
- Over 60 but not older than 70: $2,950 in 2007; $3,080 in 2008; and
- Over 70: $3,680 in 2007; $3,850 in 2008.


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The subtitle of my blog reads "Observations and lessons learned from real-world implementations of payment systems." But lately I've been thinking about how much our daily roles and responsibilities have grown to encompass so much more than payment systems.
We are...
- ...checking your driver's license or State ID to make sure you're not building your stockpile of Sudafed blister packs (interface to Appriss' MethCheck service).
- ...validating your health plan and drug selection (in conjunction with service providers like Emdeon and Relay Health).
- ...implementing an 'Editing Engine' to qualify Rx adjudication requests in a preliminary local pass to increase approval rates.
- ...clamping down on returns-based fraud (our 'authorized returns' initiative)
- ...validating your loyalty card.
- ...serializing single-use loyalty program coupons.
- ...validating the subsequent use of those coupons.
- ...interrogating your market basket (even for cash transactions).
- ...interacting with a loyalty offer engine to 'trigger' market basket-based coupon generation.
Those last five bullets comprise a very large loyalty initiative that we've been helping to implement over the past 18 months. We've been -- and will continue to be -- mostly under-the-radar about that work.
Looking at our organization as a whole over the past year, we've been about 1/3rd focused on loyalty, 1/3rd on Rx adjudication, and 1/3rd on traditional, core payment systems - issuer, acquirer and our Card Management development initiative. [The Virtuous Spiral depicts how success at those core applications have led us to these new fields of play.]
So, what's the right subtitle for my blog at this juncture? I'm not entirely sure. But I often use the word 'nexus' to describe our evolving role - that's defined at Lexiology.com as "the means of connection between things linked in series." I like that because it reflects:
- ...being at the center of action.
- ...the generic aspect of 'things' and 'series.'
- ...that we're integral in getting disparate parties talking.


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Puppies make the perfect addition to any household. They are fun, energetic, and down right adorable. They make terrific companions and will instantly earn a spot in your heart.
Dogs are more than just great companions, though. They also have some serious skills that make them great in professional job settings. Some dogs go through extensive training to be part of an occupation. Here are some puppies on their first day of work for you to enjoy.
This little guy just arrived at his first day of training to be in the military. He has a lot to look forward to.
Ready in Uniform
These young pups are suited up in their new uniforms and ready to learn about the job from a veteran police dog.
New Ride
This German Shepherd pup poses with his new ride on the first day of police dog training.
He'll Grow Into It
This pup has some growing to do before he puts on his police vest.
Patrolling the Hallways
Before he can patrol the streets, this pup is patrolling the hallways of the police station.
Learning to Comfort
This pup is in training to be a therapy dog. He's learning how to be comforting from one of the best.
Training to be in the military takes a lot of hard work and focus, especially when you're a puppy.
Eyes on the Road
This service dog in training is ready to go to his first day of work. He even wants to drive there!
Bonding with His Partner
This puppy is training to be a police dog. Before he can go into intense training and learning new skills, he spends some time bonding with his partner.
Meet Mo
Mo is training to join the Manchester Police Department. He has a long way to go.
Puppy Soldier
Xxcalliber is getting ready to join the United State's military. He's going to be the fiercest soldier out there.
Studying Hard
In order to go far in life, one must study. This pup has the right idea.
Starting Young
At the West Midlands Police Department, they take their puppies from a very young age and start training them to be respectable police dogs.
Guiding the Way
This pup is training to be a guide dog. He's going to be very helpful for someone when he gets older.
Reporting for Duty
This is an official police puppy portrait for the West Midlands Police Department. Soon he'll grow into his uniform.
Still Need Cuddles
These dogs may have serious jobs, but that doesn't mean they don't need to be cuddled once in a while.
New Recruit
This little guy was nervous on his first day of training to be part of the Sheriff's K9 unit.
Ready to Serve
This is Jack. He is going to be a very large dog when he grows up. He is training to be a companion to a veteran.
Remember, puppies are still babies and need their naptime during the day.
There's a New Sheriff In Town
Watch out, there's a new sheriff in town. He just has to grow into his badge a little before he can start arresting people.
Eager to Learn
This service dog in training is ready for anything. You can just see how eager he is to learn how to help someone.
Royal Airforce
Rhino is training to be a part of the Royal Australian Air Force. He's going to be great!
Getting Used New Things
This poor pup doesn't like wearing his harness on the first day of work. He'll get used to it eventually.
Puppy Dog Eyes
His little face says, "Do I have to?" His trainer is looking back saying, "Yes, you do."
Snuggles All Around
This service dog is going to show great comfort towards his new owner. Just look at how well he snuggles.
Tiny But Mighty
This pup may be tiny, but he's going to do mighty things when he grows into a full-sized service dog.
Venturing Out
This service dog's first assignment is going into an ice cream factory. He has a lot to learn about going out in public.
Fresh on the Job
This young pup in training is going to have to get a smaller vest for now.
Happy to Work
You can see how happy and excited his pup is to work for the K9 unit. A few more months and he'll be able to wear his harness.
Working is hard when you're just a puppy. This guy is pooped out after a long first day of work.
Gaining Authority
This pup is training to be a herd dog. All of the other animals will obey and respect his authority instantly.
Office Morale
Herbie goes into the office each day to help boost employee morale. He even has his own desk and nametag.
Taking Orders
This pup is standing at attention while he takes orders from his new boss.
Still Learning
This senior dog is teaching the newest puppy recruits the ways of the office.
Safe on the Slopes
This pup is training to be part of the Vail Ski Patrol. It's a good thing he loves the snow.
Therapy Dog
This is Katie, she just arrived for her first day as a therapy dog. She goes around to different places and comforts people in need.
Working in an Airport
Airports can get stressful. It's a good thing these two therapy dogs are working.
You've heard of bookstore cats, but here's a bookstore dog! He has some great book recommendations.
Ready for Work
After months of training, this pup is ready for his first day of work as a therapy dog. He looks ready and motivated.


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Messinian erosional crisis
This article needs more links to other articles to help integrate it into the encyclopedia. (October 2012)
The Messinian Erosional Crisis is a phase in the Messinian evolution of the central Mediterranean basin responding to a major drawdown of the Mediterranean seawater (the "Messinian Salinity Crisis").
As outlined in numerous studies, erosional events along the margins of the Mediterranean Basin during the Messinian timespan, before and during the evaporite deposition, were common (see a summary in van Dijk et al., 1998).[1]
These authors showed that also predating the deposition of the first cycle of evaporites, a major erosional phase can be observed along the basin margins, corresponding to a major "relative sea level drop", associated with tectonic activity (marking the end of the so-called "Mes-1" unconformity bound depositional sequence). Following this assumption that this major event corresponds to the major Messinian drawdown, Bache et al. (2009)[2] concluded that the Mediterranean bathymetry significantly decreased before the precipitation of central basins evaporites. Van Dijk et al. (1998)[1] had baptised this end member scenario the "Hunchback Scenario". Regarding these works, a deep water formation for central Messinian evaporites seems unlikely. The assumption that central basin evaporites partly deposited under a high bathymetry and before the major phase of erosion should imply the observation of a major detritic event above evaporites in the basin. Such a depositional geometry has not been observed on data, as the detrical wedges are merely confined to the basin marginal areas.
Another major point of discussion regards the presence of erosional deep canyons along the continental margins of the Basins. These should be expected to be present because of the assumption of a major sea level drop. And in fact they have been described by several authors (summarized in e.g. Clauzon et al., 1996).[3] Most of them are infilled by early Pliocene sediments. As outlined in van Dijk et al. (1998)[1] this phenomenon can be explained in two ways: A major eustatic sea level drop, or a tectonic uplift of the margins (for example associated with a minor sea level drop). It constitutes, therefore, not a real proof for the desiccation of an existing originally deep basin.
The third much disputed element is the recognition of the so-called "MES", the Messinian Erosional Surface. This surface can well be traced in seismic sections along the Basin margins, showing angular and non-angular unconformities, somewhere within the evaporite deposits, or between evaporite and non-avaporite deposits. Nice examples are shown by Roveri et al. (2008) .[4] As already extensively discussed in van Dijk (1992) ,[5] the erosional surfaces within the Messinian clastic and evaporitic and mixed series are often confused. Only very high resultion and complete series such as those in the Crotone Basin in Calabria can solve this matter, and the authors have shown that the erosional surfaces and there probable relationships with relative sea level fluctuations and tectonic activity can well be mapped (see a review in van Dijk et al., 1998[1]).
- ↑ 1.0 1.1 1.2 1.3 1.4 van Dijk, J.P., Barberis, A., Cantarella, G., and Massa, E. (1998); Central Mediterranean Messinian basin evolution. Tectono-eustasy or eustato-tectonics? Annales Tectonicae, 12, n. 1-2, 7-27.
- ↑ 2.0 2.1 Lua error in Module:Citation/CS1/Identifiers at line 47: attempt to index field 'wikibase' (a nil value).
- ↑ Clauzon, G., Suc, J.P., Gautier, F., Berger, A., and Loutre, M.F. (1996); Alternate interpretation of the Messinian crisis: Controversy resolved? Geology, 24, 4, 363-366.
- ↑ Roveri, M., Bertini, A., Cosentino, D., Di Stefano, A., Gennari, R., Gliozzi, E., Grossi, F., Iaccarino, S.M., Lugli, S., Manzi, V., and Taviani, M. (2008); A high-resolution stratigraphic framework for the latest Messinian events in the Mediterranean area. Stratigraphy, vol. 5, nos. 3-4, pp. 323-342, text-figures 1-9.
- ↑ van Dijk, J.P. (1992, d); Late Neogene fore-arc basin evolution in the Calabrian Arc (Central Mediterranean). Tectonic sequence stratigraphy and dynamic geohistory. With special reference to the geology of Central Calabria. Geologica Ultrajectina, 92, 288 pp. ISBN 90-71577-46-5


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At Western Prosthodontic Centre, we recognise that each patient is unique and approach dentistry with a personalised approach designed for your specific needs. While we can estimate the cost of a standard procedure, many factors affect the overall cost of treatment.
It is because of these variables that we recommend a comprehensive evaluation to determine dental conditions, treatment options and costs based on your individual oral health needs. Health funds cover treatment in varying degrees and is an entirely personal relationship so any queries must be directed to the health fund on an individual basis
Before we begin treatment, we will provide a treatment cost analysis. If you have concerns about fitting your dental care into your budget, we offer a number of alternatives.
Treatment phases – Our dentists can divide necessary dental treatment into phases, managing immediate conditions first so that patients can reduce the likelihood of continued oral disease or worsening of symptoms.
For specific information regarding the cost of your dental treatment, we welcome you to call the surgery for further clarification.