Archive for June, 2009
Options Alert Service – Triple your Investment Capital by Using our Unique Option Strategy
1. Can you imagine you can double or even triple your money using advanced option strategies?
2. Do you want to know the trading secret of hedge funds that works in all market conditions?
3. Have you ever heard of a key concept of time value in options investment?
4. Why don’t you seek a valuable option strategy to beat the market?
5. Do you wanna enjoy your options education through making consistent profits with us?
Now Capistone Options will be committed to helping you solve these questions in order to realize your financial freedom. To simply answer these questions, this alert service will firstly let you understand why we say “Time is Our Ally”.
You may discover that different investors have their own unique ways to invest their money in financial markets, like fundamental, technical analysis or sentimental research. They may even try to make money through insider news, superstition or other resources. But Capistone’s particular resource and trading method are always to be a friend of “Time”.
As long as you are familiar with the trading world, you will find a truth that nothing can be predicted but the concept of time-value decay in option market. In the street, all financial vehicles are moving in two different ways, either up or down. Even for two choices, it’s so hard for people to guess the moving direction. However, let me tell the truth that the time value of options only moves in one single way. This is completely guaranteed. By definition, time value of options diminishes to nothing at expiration. 80% of the options will expire worthless.
Once you know this secret, I believe you should understand why Capistone can make money no matter where the market moves, because Capistone follows the truth and always be “time’s ally”. For every second elapsed, Capistone was collecting money. Isn’t that great? So in more than 10 years options trading experiences, Capistone Investment Group develop its own investment philosophy and realize that the only way to make consistent gains is to SELL (write) options, including straddle / strangles, spreads, covered calls and naked puts.
Capistone Options is currently an important option alert service in Capistone Investment Group, which provides subscribed members with our unique option strategy alert service and is highly engaged in developing and promoting innovative investment strategy consulting through its subscription service and options blog and forums.
Personally, Capistone realize that the potential benefits of options strategies are becoming more and more obvious to the financial world rapidly. In order to exchange our investment ideas and methodologies, Capistone will do its best to provide this alert service to those who would like to invest money smartly.
Capistone’s investment philosophy is very simple and straightforward because Capistone only sells options to take advantage of the truth – time value decay. Specifically,
1. Sell Options – Strangles, Spreads and Naked LEAPS Puts.
2. Use an alternative way to effectively and safely replace covered calls to save your money.
3. Only play with time not against it to produce superior absolute returns regardless of market conditions.
4. Be part of 10% of option winners to earn 90% of money in the market.
5. Writing a put is pretty much the same with selling an insurance to earn premiums.
6. Writing a call is similar to opening a casino or lottery.
Acquiring knowledge and comprehension of advanced option strategies enable us to make consistent and huge gains. Unlike others, Capistone Options never predict or guess the market directions. In this options alert service, all you have to do is follow our trading alerts and make consistent profits along with options experts. You don’t need to monitor your positions everyday or waste your time to do those “so called” analysis and research.
As Capistone’s members, you will have the best and most specific solutions we develop for you. We treat all our members with the uppermost professionalism. In addition, you will be offered unlimited and free email supports. No meeting or travel required. Thus you don’t have to be a Pro to dip deeply into options. Following Capistone options alerts and strategies is a simple way to succeed and make a fortune!
IRS Provides Guidance on New COBRA Rules
The bureau recently free guidance, in a question and respond format, addressing how employers are to lot and essay recovery of the new COBRA payment subsidy enacted under the American ecovery and Reinvestment Tax Act of 2009 (P.L. 111-5). The Act provides that an individual who has been involuntarily terminated on or after September 1, 2008, through the end of 2009 is required to clear only 35% of the group health shelter payment to bonded COBRA continuation coverage (up to nine months).
The newest IRS Guidance focuses on two broad areas 1. Form preparation – the mechanics of how an employer recovers the COBRA premium subsidy through a payroll credit claimed on IRS Form 941, and 2. administration and eligibility. The new guidance also addresses common inquiries surrounding the timing of when the subsidy begins and ends.
How the Subsidy Works: A former employee and his or her family are “assistance eligible employees” if they are eligible for COBRA health insurance continuation coverage as a result of any involuntary termination occurring from September 1, 2008, through December 31, 2009. These individuals are required to pay only 35% of the group health insurance premium that would otherwise apply.
Under the IRS Act, the “person to whom the premiums are payable” – generally, the employer – pays the other 65% of the COBRA continuation premium. The employer module then be reimbursed by means of a federal payroll tax credit claimed on Form 941.
The Payroll Credit Generally, an employer can claim the payroll credit for the COBRA payment subsidy on Form 941, Employer’s Quarterly Federal Tax Return. To do so, the employer should enter the amount of any COBRA payment assistance payments paid on behalf of employees for that lodge on Line 12a. The amount entered should equal 65% of suitable workers’ total COBRA payment payments – not amounts received from past employees.
In the IRS Guidance, the IRS indicated that there has been some confusion surrounding the proper number of individuals to be reported on Line 12b as having received COBRA premium assistance reported on Line 12a. The guidance clarifies that only one individual should be counted for Line 12b purposes in a situation where a former employee has also secured coverage for other qualifying individuals such as a spouse and/or children.
Timing Issues from the IRS: The bureau has also clarified that the COBRA payment reduction applies as of the first punctuation of coverage beginning on or after February 17, 2009, for which a qualifying reflex terminated employee is suitable to clear 35% of the premium. The exact fellow of coverage is force upon the punctuation to which premiums are charged to the plan. The 35% payment subsidy generally applies until the earliest of three events: (1) when the past employee secures other health shelter coverage; (2) the fellow that is nine months after the first day of the first period for which the special COBRA payment subsidy provision applies; or (3) the fellow the individual is no individual suitable for COBRA continuation coverage.
IRS And Doeren Mayhew Provide Guidance on New COBRA Rules
The bureau recently free guidance, in a question and respond format, addressing how employers are to lot and essay recovery of the new COBRA payment subsidy enacted under the American ecovery and Reinvestment Tax Act of 2009 (P.L. 111-5). The Act provides that an individual who has been involuntarily terminated on or after September 1, 2008, through the end of 2009 is required to clear only 35% of the group health shelter payment to bonded COBRA continuation coverage (up to nine months).
The new guidance focuses on digit broad areas: Form preparation – the mechanics of how an employer recovers the COBRA payment subsidy through a payroll credit claimed on bureau Form 941, and administration and eligibility. The guidance also addresses common inquiries surrounding the timing of when the subsidy begins and ends.
How the IRS Subsidy Works: A past employee and his or her kinsfolk are “assistance suitable employees” if they are suitable for COBRA health shelter continuation coverage as a termination of any reflex termination occurring from September 1, 2008, through December 31, 2009. These individuals are required to clear only 35% of the group health shelter payment that would otherwise apply.
Under the Act, the “person to whom the premiums are payable” – generally, the employer – pays the other 65% of the COBRA continuation premium. The employer will then be reimbursed by means of a federal payroll tax credit claimed on Form 941.
The Payroll Credit Generally, an employer can claim the payroll credit for the COBRA payment subsidy on Form 941, Employer’s Quarterly Federal Tax Return. To do so, the employer should enter the amount of any COBRA payment assistance payments paid on behalf of employees for that lodge on Line 12a. The amount entered should equal 65% of suitable workers’ total COBRA payment payments – not amounts received from past employees.
In its Guidance, the IRS indicated that there has been some confusion surrounding the proper number of individuals to be reported on Line 12b as having received COBRA premium assistance reported on Line 12a. The guidance clarifies that only one individual should be counted for Line 12b purposes in a situation where a former employee has also secured coverage for other qualifying individuals such as a spouse and/or children.
Clarification has come that the COBRA premium reduction applies as of the first period of coverage beginning on or after February 17, 2009, for which a qualifying involuntary terminated employee is eligible to pay 35% of the premium. The exact date of coverage is contingent upon the period to which premiums are charged to the plan. The 35% premium subsidy generally applies until the earliest of three events: (1) when the former employee secures other health insurance coverage; (2) the date that is nine months after the first day of the first month for which the special COBRA premium subsidy provision applies; or (3) the date the individual is no longer eligible for COBRA continuation coverage.
