#healthcare
Financial management and accounting solutions for healthcare businesses
A practitioner's guide to medspa accounting—per-unit injectable COGS, ASC 606 deferred revenue on packages, Section 179 on $80K–$250K lasers, MSO/PC entity separation under CPOM rules, GLP-1 program revenue, and the KPIs buyers compute during diligence.
How an outpatient PT practice should book insurance-billed visits under ASC 606, reconcile 835 ERAs to 837P claims, reserve for KX-modifier recoupments, and track the net collection rate, days-in-AR, and productivity KPIs that actually predict cash flow.
How non-medical home care agencies should structure a payer-segmented chart of accounts, reconcile EVV data under Section 12006 of the 21st Century Cures Act, classify caregivers as W-2 employees, manage aging receivables across Medicaid, VA, and LTC insurance payers, and prepare documentation that survives a Medicaid post-payment audit.
Independent optometry practices earn from five distinct profit centers — routine vision plans, medical insurance, frames, lenses, and contact lenses — each with different margins and billing pathways. This guide shows how to build a chart of accounts that separates VSP/EyeMed routine revenue from medical billing, capitalize frame inventory, treat contact lens supplies as deferred revenue under ASC 606, and surface the KPIs (revenue per exam, optical capture rate, normalized EBITDA) that lenders and acquirers ask about.
A VEBA is a Section 501(c)(9) trust that lets employers pre-fund tax-free health and welfare benefits, but Sections 419 and 419A cap the deduction and Section 4976 imposes a 100% excise tax on reversions. Here is how a legitimate plan differs from an IRS-listed tax shelter.
Section 105(h) requires self-insured health plans, including ICHRAs and HRAs, to pass an eligibility test and a benefits test each year. Fail, and a portion of a highly compensated individual's reimbursements becomes taxable W-2 income — calculated as the excess reimbursement.
Section 119 lets employers exclude on-premises meals and required-residence lodging from employee wages, with no FICA and no income tax withholding. This guide walks through the convenience-of-the-employer test, the "more than half" safe harbor, qualified campus lodging, the Kowalski cash rule, and what the 2026 Section 274(o) deduction sunset does and does not change.
Section 119 of the IRS code allows tax-free meals and lodging furnished by employers on business premises, for employer convenience, and lodging as a condition
A 2026 guide to ABLE accounts under IRC Section 529A — the new age-46 eligibility cutoff that makes 6 million more Americans (including 1 million veterans) eligible, the $19,000 annual contribution cap, the $100,000 SSI shelter, the unlimited Medicaid shelter, qualified disability expenses, the ABLE to Work multiplier up to $34,650, and how to avoid Medicaid clawback at death.
For 2026, ALEs face a $3,340 per-employee 4980H(a) penalty and a $5,010 per-employee 4980H(b) penalty, with affordability set at 9.96 percent of pay. This guide covers the FPL, W-2, and rate-of-pay safe harbors, line-by-line Form 1095-C coding, and the errors that drive Letter 226-J assessments.
A 2026 walkthrough of Form 8889 — HSA contribution limits ($4,400 self-only, $8,750 family), the triple tax advantage, the last-month rule's 13-month testing period, the Medicare six-month retroactive enrollment trap, and the six most common filing mistakes that trigger the 6% excess-contribution excise tax, 10% recapture, or 20% non-qualified-distribution penalty.
2026 rules for HSAs, FSAs, and HRAs — contribution limits, who owns each account, when each one wins, how to stack a Limited-Purpose FSA with an HSA without breaking eligibility, and how employees and employers avoid forfeitures.
