News at a glance

Farewell to an extraordinary entrepreneurial spirit

Entrepreneur Wolfgang Stamnitz passed away on Sunday, April 18, 202 from cardiac arrest. At his desk. Suddenly and unexpectedly.  

Wolfgang Stamnitz was chairman of the board of ACCONSIS in Munich. Together with his partners Stefan Herzer and Dr. Andreas Hofner, he was a pioneer of modern client-oriented tax and legal consulting and auditing. Raising “client satisfaction” to the top level of priorities was unusual in this industry. Transferring management know-how and skills such as controlling to law firm operations was also new.

Number and sense
In the trio of the then young management, Wolfgang Stamnitz was an exceptional champion of industry renewal, and in the firm, the celebrated and tireless advocate for new ideas. He was passionate about his work, set high goals and pushed for continuous progress.
The professional focus and, above all, the personalities of the three partners were so different – and yet the three were so complementary that they shared an implicit understanding of fundamendal values and strategic issues. In the quarter century of intensive collaboration, a deep trust grew.
It became clear that the enthusiastic competitor, who never avoided confrontation, had a keen sense of community: where the WE ends, the fun ends. That was a matter close to his heart. He could get carried away. The community must become better, for everyone, preferably every day, he believed numbers are not a value in themselves, according to his credo, but they are existential- they only arise in togetherness.

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We say goodbye to Board Member Wolfgang Stamnitz.

On Sunday, April 18, 2021, Wolfgang Stamnitz, co-founder and Chairman of the Board of ACCONSIS, passed away suddenly and unexpectedly.

As an entrepreneurial personality, he played a significant role in the success and continuous growth that has characterized ACCONSIS and its Munich-based predecessor company for 60 years. Wolfgang Stamnitz also lived this development dynamic very personally, as an athletic strategist and brilliant organizer.

His professional competence as an auditor, tax consultant and business mediator was impressive. It goes without saying that he demanded performance.

Last but not least, he was exceptional in the way he encouraged others: employees, colleagues and also clients who relied on his advice.

We will continue to live and cultivate the trust and loyalty he fostered with clients and business partners and all those associated with ACCONSIS.

ACCONSIS is well positioned. The company forms a high-performance community capable of development, with a culture of togetherness.

Future leaders are already active in the firm today. We will dare the future.

Wolfgang Stamnitz will always be missed. Our sympathies go out to his family and all those close to him.

Stefan Herzer and Dr. Andreas Hofner

Management Board of the ACCONSIS Group

for the Supervisory Board and all employees

Please feel free to use the possibility of a digital condolence to the deceased. We will then add your messages in printed form to the book of condolence in the office.

Company bicycle for private use – what taxation rules apply?

Every employer can provide its employees with a company bicycle for private use free of charge or at a reduced price. The resulting benefit in money’s worth is then part of the taxable wages.

So-called pedelecs are operated with a max. 250 watt motor and are limited to a speed of 25 km/h. These bicycles do not have to be registered or insured and are classified as bicycles under traffic law. Therefore, the same conditions apply under payroll tax law as for a normal bicycle without motorization.

The S-pedelecs can reach speeds above 25 km/h (up to 45 km/h, motorization 250 watts +) due to assisted motorization. For this reason, these bicycles are treated as motor vehicles and the taxation is based on the regulations of company car taxation. Therefore, the surcharge of 0.03% of the list price per distance kilometer for the trips between home and the first place of work must also be taken into account as a non-cash benefit.

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Überbrückungshilfen / Bridging Assistance II and III: Proactive Design and Use of Opportunities

The current decisions of the federal government to extend the closures of restaurants and hotels, as well as the restrictions on retail trade, are causing enormous frustration among the entrepreneurs affected. Many hopes have vanished and major (financial) worries are becoming even greater.

It is all the more important now to really make use of all the options offered by the state’s Bridging Assistance in a proactive and goal-oriented manner!

In particular, the Bridging Assistance II and III are not mutually exclusive, but intertwine. Even when Bridging Assistance II has already been applied for, costs and expenses for digitization and hygiene measures, for example, which have already been incurred in the past period from March 2020, can be taken into account via Bridging Assistance III.

Find an overview of how and which costs can be taken into account under the time aspect:

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Casual landlords – Airbnb & rental portals targeted by tax authorities!

INSIDER online event on March 24, 2021 on the topic.

Due to the greater response to the article “Airbnb – The tax office knows who you rented to last summer!” – we are once again expanding our comments to include the following points:

After we have so far dealt in particular with the issues surrounding the investigative measures of the German tax authorities and the resulting tax obligations or consequences under criminal tax law, this time we will address the more unknown secondary consequences.

  • What is the city tax?
  • What is residential misappropriation?
  • What will I face should there be a residential misappropriation?
  • Am I also affected if I have rented out on portals other than Airbnb (Fewo-Direkt, Booking, Naturhäuschen, 9flats, BestFewo)?
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Introduction of short-time work by instant notice of dismissal pending a change of contract ?

Especially in the Corona pandemic, many employers have discovered short-time work as an effective means of bridging this difficult phase. Nevertheless, short-time work cannot simply be imposed by the employer.

Rather, a legal basis is required. This can result from a collective agreement, a works agreement or the employment contract. In case none of these apply, the employer must reach an agreement with each individual employee on the introduction of short-time work.

However, if the employee refuses to conclude a corresponding agreement, the employer faces difficulties.

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