Medlin Software, Dennis

New computers are needed, but the "moving" is alway6s tough, even if one practices and has loads of experience. #1 Do NOT reply on someone such as the you know who squad. While they may transfer most things, they will more than likely not transfer everything. Then, when you pint out things are missing, they cannot really help as they have their "one way" of making the transfer, and do not really go any deeper. #2 Make a list off all applications which have important data. Contact the application vendor for their instructions for moving to a new computer. The application vendor is the expert with their product, so rely on them for their expertise. Remember, software is best "installed", not copied or moved, then use the software vendor's instructions for backup.restore/moving data - after the software has been installed on the new computer. #3 Do the steps learned #2, DO NOT wipe or discard the new computer for several months (I use 6) in case you discover something was missed. #4 While I have not used one in decades, there is still likely specialty software to mass move data to a new computer. (This is likely what the squad people do as well). The problem is, things WILL be missed, and you will still have to install your needed software anyway, so these things, without loads of experience, may not really save time. If you ignore #1, those in #2 cannot help after the fact.

So many red flags... Hard to follow the message, but it sounds as if the paying entity is paying the group of friends separately. That would make then either a group of individual business owners (each with their own business), or a group of employees who are getting the shaft from their employer. The paying entity, if hiring the group's "company" would be writing checks to the company, not to the individuals. --- I may be blinded by the simplicity of the recent CA ruling defining employees, which is much easier than the federal 20+ questions, and which, over time, will likely "leak" to other states, but on the face of the OP, I see a huge mess I would not touch as is.

There are things an employer can do, such as asking for verification in early Dec. which has always been a good idea (SSN, W4, Address, etc.). Personally, I did not support masking on the W2, since it is the one time employees can see what the employer is using, but the fear mongers have convinced the masses that not masking is horrendous. Well, more work equals more pay...

It is actually one of our kid's Jeep, but he does not need it at present, so we store, use, and maintain it. Works great to tow behind our small motor home, and we rarely have the doors or top on. It was a lease return from PA (military person turned it in after posting out west). We got it with 36012 miles on it in 2005. Jeep aftermarket is so strong, you can buy repop parts and create your own from scratch if needed. The Jeep is the one vehicle I still feel I "drive", but as above, the new driver aid features are great too. For instance, I am pondering adding lane departure warning system to our motor home (beyond the one dog who always lets me know when I hit a rumble strip!). Maybe then I can get DW to drive it once in a while.

I wish Ford GM, DC, etc. still supported their old pieces, but they do not. I would not mind paying the original list price for a business couple to cut up as shown in my image... I'd even pay triple list price. Now if my wife would let me race the thing in white chinos, a white t shirt, and a Sam Brown belt, I could recreate the photo. There was something awe inspiring then about the safety in the car being rolls and rolls of tape around the steering wheel and self welded cage. I still favor a very thick wheel as the stockers just feel too thin. Back then, the cars lasted a decade or more as they were tanks. The occupant, after a crash, not so much - there was zero give in those things, and the walls were either solid concrete or 2x4 (and you did not want to have a board come in!). I would not mind having back my 68 hemi roadrunner I paid $600 for in the late 70's. BUT, progress can be good, as evidenced by my daughter noticing all of the air bags in our modern car today. Heck, even an old racer like me appreciates antilock brakes and traction control, as the connection between my eyes, brain, and feet just is not as fast as it once was. I do still drive a Jeep with a clutch, but even that has air bags (but sadly, no antilock or TC. I allow that guilty pleasure as a fair trade from sticking to four wheels for the last three decades (on public roads anyway). I guess I can live the old, and accept, even appreciate and rely on, the new.

Employee W2 SSN masking is coming soon... Employers and employees will now have to do verification work, since employees will no longer have a way of knowing what SSN their withholding was credited to. While having a SSN compromised is not fun, human error will cause more trouble.

While I don't recommend using W7 after 2/20, even with the paid support, the truth is W7 does not end until 2/23 (because of the ability to pay for extended support), so the above policy is ----- (fill in term of laziness or misunderstanding).

It should be very "clean" for the recipient. The other item to check, and it may take work, is if the message is actually received. Email is getting less and less reliable (see below). Hopefully the security portal has a tracking and reporting method, so you can see who received their messages, and who opened them. --- I happen to have a relatively large number of Moose Lodge clients (likely using my payroll software to pay their bartenders!). Most use use an email account controlled by their national HQ. The national folks have decided to use a cloud based email "anti spam" product, which has very aggressive settings. The problem is not that our emails were flagged (since this can easily happen to anything resembling a receipt), but that they block messages with a not so easy way for the end user to even know what was being blocked. The end users are lodge members, who may or may not have any technical expertise, and likely assume the national handles the email system for them. For me, this meant every lodge was calling or writing asking why I did not send their receipt! (It is never that they have not received the receipt, it is always assumed it was not sent - since many consider sending to never fail.) After loudly complaining to the folks who are being paid to filter the messages, they white listed my domain. While this is good for me, it is not so good for Moose (and any other customers of the spam filter company) if they really want to be "secure", since all it took was an online chat to get on their white list. (Virus companies do the same thing, proving how useless paid protection is, since any system with a whitelist makes the protection worse than useless, since those on the whitelist could go rouge, get hacked, etc.) The other ALARMING item I was remind of, and why secure/encrypted email is important when needed, is the filter provider has full access to all inbound messages. If you were to send a non secure tax return (PDF can no longer be considered secure), this is one more point of attack you may not even have been aware of... and I had forgotten this (I do not use such a service) until the filter company sent me headers from messages which went through after they white listed my domain!

There is effeminately a line we all have. Crossed today by someone asking how to change paychecks to the owner's name and SSN because the employees are not eligible to work in the US.

"Perhaps the best way to do everything right..." This is a major part of my daily work struggles. What I mean is the letting go of what my experience/training/preferences tell me is "right", and accepting I cannot control what others feel is acceptable.

Likely, unless the return is a PDF, you would have to come up with something to allow printing in a close format. (Note, even PDF is not perfect, it cannot be guaranteed to match what the author intended, since PDF software now allows the end used to adjust the file, such as line width, fonts, etc., and that does not even consider the fact that printer software is imperfect - such as really margin accuracy.) PDF is the one format you can count on to be close, assuming the end user does not muck up the settings. Personally, I would not trust any built into PDF creation software password and/or encryption. PDF security is said to have been compromised, at least once recently IIRC. Since it is a common format, it is reasonable to believe there are hackers constantly looking to break the security. With that said, PDF security, with a kept up to date creation system, is likely good enough to say you took reasonable steps to be secure, if you are comfortable with that, and with your business insurance :). For sending something securely via email, PGP type systems as Catherine mentioned, are likely reliable, provided the system in use handles the questions from the end user (unless you want to take on that support). On the other hand, when I get "secure" messages from our charge card processor, it comes in the form of a message, with a link, for which I have to sign in to see the message. There is no support needed, as it is very clear what I have to do. It is a bit of a PITA, since the message eventually is shown to me as a tif file (an image), but I am completely comfortable their system is as secure as can be (since it contains data one would not want in the wild). While I do not use ATX, what G'maBee said about a client portal is very likely some sort of secure method to contact your clients, and possibly share data. Hopefully it is some sort of system like what our charge card processor uses, not just a way to send "secure" PDF files.

At least use a money order or something without your name... Any trace where you show any sort of control or participation in payment is bad. While I have no idea what the exact tax prep rules on this are, payroll liability can "catch" anyone who had any sort of participation or control. Defense is expensive, and someone wanting you to handle the payment must have a reason for doing so.

I have not used any other brand for more than trial, so I cannot compare. I can share I don't think ST has caused me any issues. The issues I have are all connection based, nothing ST can fix. For instance, when I was in one our national parks, and was "reaching" with all the gear I had on hand to keep and boost my cell connection, I was able to get done what I needed to, albeit at dial up type speeds (no one near us had connection either, so we "shared" connection with some of our neighbors). I have not come across a time when I had good connectivity where ST did not work. ST has settings, like I suspect all do, which alter the resolution and screen update frequency based on connection speed. I find those settings work just fine for me. Like physical computer use, the display is the speed limiter, so set your remote software for the lowest display settings you can tolerate, and you will get somewhat of a faster "feel" to the connection. Also, if you can set the main screen to the same resolution as your remote, or to not have the remote software do any scaling, that removes another "step" the remote software must do, which speeds things up. When your mobile device has a different resolution than the main, there are settings to scale, or show in original size. I prefer the scaling off, even when using a phone, as my old eyes don't see small well anymore. Fortunately, the main app I need to use remotely is one I write, so I have been able to adjust the sizing and fonts to be legible on both the main and the mobile...

Thanks to all for working hard for the OP's client. Those of us who deal with disabled children are often left on our own to find out how to best help our kids... We have run into "professionals" who have had less knowledge than they should, and often must rely on the wider community to get suggestions and answers. "all the help they can get": In most localities, there are disability "rights" organizations which can sometimes represent disabled people, and always can steer towards quality advice. In our case, we recently went to a free seminar where a former SSA employee gave some great advice in plain language. While your client likely has been dealing with the process for some time, even those of us who have, should always be listening for changes, new interpretations, and for things we have missed. If I knew then what I know now... can be costly (as I again recently found out). I did not realize there was an auto qualifier for utility discount if a household person is receiving benefits, which for us, will be more than 20%! I knew about the plan, but they buried the auto qualifier deep, and only plainly show the income qualifiers. For SSI recipients, CA recently joined the majority in allows recipients to qualify for food benefits... which the person who shared to me about the utility discount had missed. And, since my daughter's benefits will eventually be based on my SS amount, I need to be sure not to file before my benefit hers will be calculated on is at it's max, and I severely regret some of the choices I made regarding income in my young adult life, zero and low SS wage years are painful, should I not make it to max benefit age for her.

I have to pick one or the other in the next year, passport or real ID. I was mentally ready, until I had to help our daughter get a new ID. Probably will go with a pass-a-port (nope, not born in Jamestown either) in case we want to visit Canada again. I always snicker at my DL since so much information is outdated, and could easily be checked if the "system" really cared. If my DMV worker can be qualified to vouch for my real identity, but cannot see my hair is no longer black... and that I no longer at my racing weight of 170. And with the comment about a pay stub being accepted as proof of anything, I will no longer scoff at the one jurisdiction where the employer must SIGN the stubs...

IIRC, the DMV employees had to be trained (certified?) to process the Real ID apps, and no further checks are done (maybe only name match on the SS, but most in CA had already linked their SS to their DL). Years ago, I was part of a youth spoorts program, and we had do do deeper checks then, for any volunteers, and even deeper checks for All Star players. Thankfully, we had some "in the know" locally who were able to help (this was before the electronic methods they use today to try to deflect liability). After all these years, I finally felt the desire to get my tribal ID. I had to send more information than needed for a Real ID. Of course, the tribal ID is also flawed, since in my case, it relies on the Dawes Roll, which has no real bearing to quantum, other than who was willing to sign up for the roll, and who was "considered" part of the tribe at the time. One side of my lineage did not sign up as they were afraid of the "federal men". I snicker when I see blurbs saying how "one drop" regulations are gone... (I prefer to think I belong to the human tribe, but as I get older, and worry about leaving family behind, there are available benefits - medical specifically - I cannot ignore.) I know of some people who have had more than one SSN in their lives, for legitimate reasons, and sometimes there are conflicts which also proves the point there is no magic number or card which is infallible. If you ever see a birth cert where the official signature (such as the MD) is typed, even though the requirement is for a physical signature, it does not mean the cert is invalid despite the requirement. Proves looking at a BC in its face is not enough knowledge to prove validity of the BC.

Now that anyone can create and print anything, any item not under jurat is barely worth the paper it is printed on. Since the employer filings with SSA are under jurat, and are filed before returns are processed, there is a fair chance of catching mismatches, misentries, and plain fraud.

Ugly situation, but should end up teaching employers and employees a few hard truths. It makes Abagnale's suggestions very worth revisiting. We should all revisit our banking choices, as there are very easy to manage things we can do to protect our own positions.

The codes were optional. I was not privvy to the entire process, but my cynical hat impression was it was from the big PR processors wanted to try to better insulate themselves from fraud. IIRC, it was announced shortly after it became known that there were a large number of fraudulent filings using certain software. Employers having to file W2's before the individual returns get processed is a more secure method than a made up code which likely could have been reverse engineered.

More of a vent than a question, but discussion is always welcome. Many states are implementing PFML (paid family and medical leave). Some state PFML has language allowing the employer to pay some or all of the employee liability. This, I have an issue with. The state PFML departments are setting up employers and employees for problems, should employers choose to insulate employees from their liability. Why? Employers cannot "choose" to pay employee liabilities with no consequences. Such payments actually increase taxable wages for the employee (and increase all other tax liabilities as well). Think of situations where it is common for an employer to insulate an employee from SS/Medi (and the charts showing how much to increase taxable wages when this is done). I asked one state PFML director if they had considered this issue, and whether or not they had a ruling from their own state and from the IRS as to whether or not an employer paying an employee's PFML liability is exempt from taxation. The answer was that state's PFML folks do not get involved with other taxes, so no, they had not thought about the issue or sought rulings. For my customers, our PFML withholding calculations are done at the employee's full rate. When I get asked about handling a lesser rate, or no employee withholding at all, I have to explain the issue and if the employer insists on insulating their employees, suggest withholding the full employee amount, but consider increasing their wages by the PFML employee rate (plus some additional factor to have their net be about the same as before PFML). Likely though, no one will notice, yet I have to stick to what I believe is correct, and try to educate. --- Some of the interesting PFML setups are when those with less than 25 employees do not have to pay the employee share (which must then be made up by all employees, and by all employers with 25 or more employees). Those states must have smaller employers with a large political influence, or maybe just as likely, politicians who want to sound bite how they helped the small employers (leaving out how the money is made up by higher employee rates on all, and higher employer rates on the larger employers). Another is a state where tips are NOT considered wages for PFML. (Must be a good restaurant lobby.) Tipped employees are only taxed PFML on what is likely minimum wage, and can only get paid PFML based on their likely minimum wage. Perfect, those who would really need PFML cannot afford to use it. But then again, I know complication is what keeps us all in soda and candy... and never will things get easier now that payroll calculations have been fully politicized.

"I learn something new every day." I try as well. I had not thought about household help, as it is not something I run across often. One of my umpire mentors always said it is better to be on the way up - the two choices were to be on the way up (learning), or on the way down (not learning)...

4. Taxable, IIRC grandchildren employees do not get the family exception. Of course, I am of the thought using the exception is not a good idea when the wages are not trivial. Less zero years for SS calculations, should benefits be needed before (if) the year drops out of the calculations.

It takes real dedication to read the CC reports we get (Elavon via Costco). Same with our prior provider. Generally, if the overall cost for the year is 3% or less, I am good. Shopping for processors is no fun, since you have to weigh many factors, which are hard to pull from most processors. There are things I have learned which I would never post in a public forum... Anyway, this thread caused me to revisit our reports. I pay the per item rate for refunds, so a refund costs me the two per item rates, plus the discount on the charge (1.99% to 3.25%, depending on the card used). While the statement is not very clear, I can find the the original charge with discount and transaction fee, and the refund with only the transaction fee.

I use Splashtop.

The person who is already a partner may be comfortable with some sort of reworking. A potential new partner might not be comfortable without investigating current status. (Nothing is free...) So personally, I would setup a new entity, with the new partners, even if there has to be a slight variation on the "legal" name. My experience comes from resurrecting a long ignored social club (started in the early 1900's). I became involved in the 80's, and would not be part of the board until there was a revived corp (MC club, putting on events, substantial liability). Attorney said it was crazy to revive - even if complete books and documents were avaailable - and instead, started new, with a very slight change in the corp name.