The IRS has issued proposed regulations under Internal Revenue Code (“Code”) 21 regarding dependent care assistance expenses. (Code Section 21 defines when a dependent care expense qualifies for the dependent care tax credit.) For Dependent Care Assistance Plan (“DCAP”) sponsors, these regulations are important because they provide much-needed clarity with respect to what constitutes a qualifying expense under a DCAP. A dependent care assistance expense will qualify for reimbursement under a Dependent Care Assistance Plan (“DCAP”) if the expense meets the definition of an employment-related “dependent care assistance” expense under Code Section 21(b)(2). This requires, among other things, that the individual has an “employment-related” purpose in paying for the expense – in other words, the individual must incur the expense so that he or she can be gainfully employed.
The highlights of the proposed regulations are as follows:
Pre-Kindergarten Programs, Nursery Schools, and Specialty Day Camps Qualify as Dependent Care Assistance Expenses
The expenses of pre-school and other pre-kindergarten programs now qualify as dependent care assistance expenses.
The cost of kindergarten, and other educational programs above the kindergarten level, may not be considered dependent care assistance expenses since such programs have an educational purpose. However, the cost of after-school programs for children above kindergarten age may qualify as a dependent-care assistance expense.
Day Camps/Specialty Day Camps. The full cost of day camps, including specialty day camps that specialize in one particular activity such as soccer or computers, now qualify as a dependent-care assistance expense. (Overnight camp expenses still do not qualify since they are not considered employment-related expenses.)
“Indirect Expenses,” Transportation Expenses, and a Caregiver’s Room and Board Now Qualify as Dependent-Care Assistance Expenses
Transportation Expenses – to and from a day camp or an after-school program not on school premises – now qualify as a dependent-care assistance expense.
“Indirect Expenses.” Indirect expenses are expenses that relate to, but are not directly for the care of a dependent. Examples of qualifying indirect expenses include application fees, agency fees, and deposits may qualify if they are paid to obtain care for the dependent. Let’s say Jane places a deposit with Pre-School A to reserve a place for her child and subsequently decides to send her child to a different pre-school. By doing this, Jane forfeits her deposit with Pre-School A. The forfeited deposit does not qualify as a dependent-care assistance expense.
Room and Board. The cost of providing room and board to a caregiver may be considered an employment-related expense and therefore qualify as a dependent-care assistance expense.
Payments to Most Relatives for “Dependent Care” Do Not Qualify as Dependent-Care Assistance Expenses
The proposed regulations clarify that an individual’s payments to his or her child, spouse, or the dependent child’s parent (who is not the individual’s spouse), do not qualify as a dependent-care assistance expense.
However, if an individual pays his parent to care for his dependent children, those payments may qualify as a dependent-care assistance expense as long as the parent cannot be characterized as the individual’s dependent under Code Section 151.
Temporary Absences and Part-Time Work
Expenses Incurred During a Temporary Absence May Qualify as a Dependent-Care Assistance Expense. Prior to the proposed regulations, this was not the case. However, under the proposed regulations, an expense may qualify as a dependent-care assistance expense even if it is incurred while the individual is temporarily absent from work, for example, due to vacation or sickness. Although the proposed regulations have not specified the maximum duration of the absence, in two examples they note that expenses incurred during a two-day absence will qualify while expenses incurred during a four-month absence will not.
Part-Time Employees. If the part-time employee is required to pay for dependent care on a periodic basis, such as weekly or monthly, which includes both worked days and non-worked days, the entire cost of day care may constitute a dependent-care assistance expense. If, however, the part-time employee pays for dependent care on a daily basis, he or she can treat as dependent-care assistance expenses only those expenses incurred while he or she was at work.
Credit: Stefanie Kastrinsky
The lawyers at Maya Murphy, P.C., are experienced and knowledgeable employment and corporate law practitioners and assist clients in New York, Bridgeport, Darien, Fairfield, Greenwich, New Canaan, Norwalk, Stamford, Westport, and elsewhere in Fairfield County. If you have any questions relating to your non-compete agreement or would like to discuss any element of your employment agreement, place contact Joseph C. Maya, Esq. by phone at (203) 221-3100 or via e-mail at JMaya@Mayalaw.com.
Keywords: credit union, good will, enjoined, limited scope, deferred executive compensation, new firm, insurance, enforcement, franchise, injunctive relief, obligations, prohibitions, valid, attempted solicitation, solicitation, refuse to enforce, reasonably necessary, former employer, previous employer, job responsibilities, binding, classified information, commercial operations, competing, compete, directly, employer’s interest, indirectly, internet-based, protect, reasonable, restricting disclosures, restricting disclosures, similar products, burden of proof, duress, direct competitor, disclosure of trade secrets, employment contract, enforceability, geographic limitations, headquarters, improper competition, injunction, management responsibilities, non-compete covenant, radius, sales representative, time limitations, unreasonable provisions, attorney, attorneys, employment attorneys, bonus, bonuses, companies, company, connecticut, customary practices, Darien, departing employees, directors, employee, employer, employment law, employment at-will, at-will, legal counsel, executives, New York, Fairfield, Fairfield County, Norwalk, Westport, Weston, Easton, Bridgeport, Stamford, Stratford, severance package, Greenwich, harassment, discrimination, hiring, human resources, job offers, lawyer, lawyers, leaving company, leverage, Maya Murphy, negotiated, negotiating severance packages, negotiation, New Canaan, non-compete, non-competition, non-disparagement, non-solicitation, offer, offer agreement, offer letter, P.C., payroll, position, represent, representation, salary, salaries, senior management, manager, separation agreement, severance agreements, severance letters, severance package, termination, vacation, vesting, vesting of stock options, law firm, public interest, monopoly, start own business, voluntary, voluntarily left, mediation, burdensome, excessive, geographical, occupation, practice, territorial, violation, restrictive, proprietary knowledge, scope, narrow, broad, anti-compete, future clients, adequate consideration, competing businesses, confidentiality agreement, conflict of interest, defense, fraud, consideration, oral representations, written approval, commercial, compensation, clients, contracts, duration, area,