{"id":11025,"date":"2022-10-05T12:15:05","date_gmt":"2022-10-05T17:15:05","guid":{"rendered":"https:\/\/www.cainwatters.com\/digitalblogs\/?p=11025"},"modified":"2022-10-12T10:47:00","modified_gmt":"2022-10-12T15:47:00","slug":"employee-bonuses-structure-2022","status":"publish","type":"post","link":"https:\/\/www.cainwatters.com\/digitalblogs\/employee-bonuses-structure-2022\/","title":{"rendered":"The Best Way to Structure Employee Bonuses"},"content":{"rendered":"\t\t
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Optimize tax planning and increase employee impact<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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As we move into the latter part of the year, many dental practice owners are once again grappling with questions around employee bonuses. Should we offer them this year? How much should we allocate? Should we be giving gifts versus cash bonuses, and what are the tax implications of each?<\/p>

Employee bonuses can be a complicated issue, both from staff optics and tax planning perspectives. This issue is so fraught, it\u2019s estimated that less than half of dental practices opt to offer structured employee bonuses.<\/p>

Why such a low number? According to Financial Planner Mason Stern<\/span><\/a>, the issue is two-fold.<\/p>

\u201cOwners tend to struggle with creating a bonus structure that rewards the star performers, motivates the staff and promotes a positive office culture going forward,\u201d says Mason. \u201cMade even more complicated when you then consider how much to allocate and the tax implications of different bonus plans.\u201d<\/p>

Determining whether a practice should offer employee bonuses is best discussed with a CPA or financial advisor. There are simply too many factors at play, from the practice\u2019s financial health to the nuances of company culture.<\/p>

However, if practice owners do decide to create a bonus plan, Mason says it should not come at the expense of profits.<\/p>

\u201cOne rule of thumb when considering whether to implement a bonus plan is to look at total salary as a percentage of collections,\u201d says Mason. \u201cIf your staff salaries are under the recommended percentage for your practice type, then you have some room for bonuses.\u201d<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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\n\t\t\t\t\t\t\t\t\tFor example, total salaries for a one-doctor general dentistry practice should be around 22-24% of collections, while an orthodontic practice should be around 17%. For more on salary percentages per practice type, get the annual How Does Your Practice Compare?<\/span><\/a><\/strong> Report.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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You still can issue bonuses if you are over the recommended percentages, notes Mason, however in this case it\u2019s important to be mindful of the amount of the bonus and the reasoning behind it.<\/p>

TYPES OF BONUSES<\/strong><\/h5>

Bonuses fall into three general categories:<\/p>

Cash Bonus<\/h5>

This can be a physical check, added to a regular paycheck or actual cash given to the employee. Either way, it is considered taxable income. If included as part of the employee\u2019s regular paycheck, it will be taxed like regular income. If delivered as a separate check, it\u2019s considered supplemental income. While it’s still taxed at the employee\u2019s marginal tax rate for the year, the IRS only mandates that taxes are withheld at 22%. As this could be different than the employee\u2019s marginal rate, it could provide additional tax questions for the employee.<\/p>

Mason suggests two tactics to ensure a cash bonus has the most impact. One, consider \u201cgrossing up\u201d the check so the employee receives the actual bonus amount after taxes are taken out. Two, always opt for handing the employee a physical check. \u00a0<\/p>

\u201cHanding an employee a check is much more impactful,\u201d says Mason. \u201cWhen it’s not wrapped into their normal compensation, it feels more like the gift that it is.\u201d<\/p>

Gift Cards<\/h5>

Technically, gift cards are a form of cash compensation, meaning they should be added to payroll and taxes must be paid on the employer side. The employee then needs to pay taxes on it as well, which Mason says can be a letdown for the employee.<\/p>

\u201cAny form of cash compensation, whether cash, check or gift card, needs to be run through payroll,\u201d adds Mason.<\/p>

Gifts<\/h5>

Gifts are considered tangible, non-cash items. They are also taxable unless they fall into the category of de minimus<\/em>.<\/p>

The IRS defines a de minimis<\/em> gift like this: \u201cConsidering its value and the frequency with which it is provided, it is so small that it makes accounting for it unreasonable or impractical.\u201d Some examples are holiday hams or the infamous jelly of the month club.<\/p>

\u201cThe problem is, there is no set value on what is considered a de minimus<\/em> gift,\u201d says Mason. \u201cAlways talk to your advisor before writing off small gifts.\u201d<\/p>

Considering all the complexities around giving bonuses, how much to give and how to structure a plan, Mason recommends practice owners consult with a financial professional before implementing a program.<\/p>

\u201cEnd-of-year bonuses can be a wonderful way to reward employees for a job well done,\u201d says Mason. \u201cOur job is to ensure practices are putting the right plan in place for their unique situation.\u201d<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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As always, CWA is here to help answer any questions about employee bonuses or any other financial questions you may have. Contact the CWA team<\/strong><\/span><\/a> to schedule a complimentary consultation with a CWA Advisor.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

Optimize tax planning and increase employee impact As we move into the latter part of the year, many dental practice owners are once again grappling with questions around employee bonuses. Should we offer them this year? How much should we allocate? Should we be giving gifts versus cash bonuses, and what are the tax implications […]<\/p>\n","protected":false},"author":7,"featured_media":11036,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[44,16,27,20],"tags":[],"ppma_author":[48],"class_list":["post-11025","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-wealth-podcast","category-digital-news-feature","category-knowledge-know-how","category-practice-management"],"acf":[],"yoast_head":"\nThe Best Way to Structure Employee Bonuses<\/title>\n<meta name=\"description\" content=\"Dental employee bonuses can be a complicated issue, both from staff optics and tax planning perspectives. 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