Slippery Pencil

How did you scan the qr code w/ the browser based authenticator?

https://support.cch.com/oss/ml/kb/solution/Multi-Factor-Authenticators-for-Customers lists four authenticators with a windows app and two with a browser link. I've downloaded two of the windows apps and haven't figured out how to use them

Most states have exceptions in their child labor laws to the age restrictions for family businesses. Many 5 year olds are capable of helping out in a family business and I'd have no problems taking a deduction for reasonable pay. However, most 5 year olds wouldn't be capable of getting a full garbage bag into a dumpster or operating a vacuum cleaner that is as tall as they are.

Secure 2.0 Automatic Enrollment. Older plans are grandfathered. Small employer (10 or fewer employees) are exempt.

Filling out the 114 is fairly basic. Dealing with the FinCen website and Adobe is a huge pain in the ass. Form 114a Authorization to eFile FBARs is required. Same due diligence as a 1040. FinCen is mentioned in my client agreement and the annual checklist. I take the client's word. They sign the 114a stating how many accounts they have. Of course clients get charged for this.

So what did you find out? Googling "Zen Health & Wellness LLC" & New York, the first hit is https://www.bizapedia.com/ny/zen-health-and-wellness-llc.html which states it was created by a Christa Zenoski with a Bellmont address. Googling Zenoski's name indicates she's a nurse practitioner in Cuba, NY and her linkedin profile states she's a nurse practitioner and the national director of Visalus in Belmont NY.

https://www.revenue.alabama.gov/faqs/are-any-employees-exempt-from-withholding-tax/ Are any employees exempt from withholding tax? Yes, the chief classes of exempt employment are domestic services in private homes, merchant seamen, duly ordained ministers performing duties of their ministry, and agricultural employees. Although these wages are exempt from withholding tax requirements, the wages do represent taxable income and should be reported by the employee on their individual income tax return. Employers should provide both the employee and the Department with a copy of Form W2 reflecting the wages earned by the employee for that year. For more information on these classes of exemption, please see page 2 of the Withholding Tax Tables and Instructions for Employers.

The loss on the 2022 F8995 line 16 gets carried forward to Line 3 on the 2023 F8995. The loss on line 16 of the 2023 F8995 gets carried forward to the 2024 F8995.

Sure he can. I know plenty of kids who graduated w/ an Associates Degree from the local community college the same time they graduated HS.

I'm guessing that makes it a lot messier and thus, a lot more expensive to fix. How much depreciation are we talking about?

I'd use both

Can't start depreciating a 2017 asset this year. Maybe a 3115 for which you'll bill him an arm and a leg.

His name only

I believe you are correct

I'm pretty sure that's not how market discount works, though I could be wrong. But on the consolidated 1099 I have, the interest income for each cusip is less than the market discount for that cusip.

The client will have the refund before the 3911 gets processed. Plus the refund isn't lost, it's delayed due to taxpayer error.

This isn't an adjustment listed on a 1099-INT, there's nothing to combine. It's accrued interest on a 1099B that needs to be deducted from the gain and put on Sch B as interest income.

Did you figure anything out? I have a I have a 1099B with accrued market discount. The adjustment on 8949 removes it from the gain, but I can't see how to get it on the Sch B unless I make a manual entry on a 1099INT.

That's federal law https://www.congress.gov/bill/104th-congress/house-bill/394/text

retrying a few minutes later turning off and on the service in task manager rebooting

I doubt monthly totals matter.

GA starts with fed agi. If there's no add back, it would be excluded. If GA follows fed cap gain rules, since the cap gain isn't taxable on fed, then it wouldn't be taxable on GA.

Something seems to have gone wrong with the upload. Here it is again and here's the text. Consent to Release Information To: David J. Weigel, C.P.A., P.C. I hereby authorize the release of the following information to be provided to the following third party: Information to release: Tax returns as well as all tax, financial, and accounting related info for Tax Years: Third Party Recipient Name(s): Company: Contact Info: ___________________________________ ________________________ Signature: Date Please note that according to IRS rules and regulations this consent needs to be specific and written for each year, client and third party recipient. We cannot accept verbal consents. Likewise, we cannot write in changes after we receive the consent. Therefore, we will only release information on complete consent descriptions. We apologize for being difficult, but failure to comply with these rules means I could be subject to criminal sanctions. If you have any questions please feel free to contact our office. Sincerely, David J. Weigel, CPA, PC Phone: (248) 473-9919 Email: [email protected] Consent to Release Information.doc

Consent to Release Information.doc Here's one I used once. FWIW, it's a over a decade old and I obtained it through a internet search.

You probably need to ask a lawyer for a proper answer, but what is his recourse if you ignore him? If you need to respond to him, be short, be to the point, be stone cold, do not be emotional. I'd suggest something like: "You requested 5/18. I originally agreed to that. Your request to move that to April, and now March, is not feasible. I will let you know on 5/1 if 5/18 is still feasible for me or if I need more time." Do not go into detail. Do not state reasons for your decision. Reasons are something to be refuted; do not give him that option. When he responds, most likely angrily, do not answer his questions and again, do not go into detail or give reasons for your decisions. Remain stone cold and keep your reply short. Reply with something like: I have stated numerous times that your request is unattainable. I will update you on 5/1. If he responds, reply with: "I'm sorry, I cannot do that. As I do not have time for your temper tantrums, I will block your email and phone number until 5/1 and contact you with an update at that time." You have the right to walk away from an abusive situation. Exercise that right.