Business Taxes

For small business owners, hiring an independent contractor has many advantages. From access to specialized project skills to reduced onboarding time, it’s a strategic way to increase your efficiency and productivity — without adding to your headcount.

Like every worker, they’re compensated. And any independent contractor earning $600 or more should typically receive a 1099 form from your business come tax time.

Sending out 1099s is an important tax-related obligation. Failure to do so can mean significant penalties. Here are some reminders to stay on top of the task:

Collect essential information. Request W-9 forms from your contractors at the start of every engagement to obtain the following:

• Full legal or business name
• Mailing address
• Taxpayer identification number (TIN), Social Security number or Employer identification number

Fill out the correct form at tax time. Form 1099-NEC (Non-employee compensation) is most commonly used for independent contractors, but a 1099-MISC, for example, may be used for specific types of payments.

Double check for accuracy. Complete 1099 forms accurately, including a contractor’s name, address, TIN and the total amount earned during the year, as well as your business’s name, address and TIN. Any errors or discrepancies can lead to delays in processing and potential fines, so allow ample time to review and address any discrepancies.

Provide copies to contractors. Once the forms are ready, distribute them to your contractors and vendors promptly. 1099-NEC forms for the current tax year are due to payees by January 31, 2025. Deadlines for different 1099-MISC forms may vary from late January to mid-February.

File with the IRS. Paper and e-filing due dates are typically at the end of February for paper filings and the end of March for electronic filings. Check IRS guidelines for exact due dates, as they can change. Current deadlines are as follows:

• 1099-NEC paper and e-filing – January 31, 2025
• 1099-MISC paper filing – February 28, 2025
• 1099-MISC e-filing — March 31, 2025

Keep careful records. There’s always the possibility of an IRS audit, so be sure to maintain copies of all 1099 forms, as well as supporting documentation and payments, for a minimum of four years.

Consequences of 1099 noncompliance

Remember, tax laws, requirements and deadlines can always change, so it’s crucial to stay in the know.

If you have any questions or need assistance, don’t hesitate to reach out to the tax experts at Magone & Company. Together, we can ensure that your small business remains in good standing with the IRS. Give us a call today at (973) 301-2300.

As the calendar year winds down, small business owners have an opportunity to make strategic moves that can significantly impact their tax situation.

Taking the time now to review your tax strategy can lead to substantial savings and help you start the new year on a solid financial foundation. Read on for potential tax-saving moves:

Establish a tax-favored retirement plan

If your business doesn’t already offer a retirement plan, now’s the time as current rules allow for significant deductible contributions.

If you’re self-employed and set up a SEP plan, you may contribute up to 20% of your net self-employment income, with a maximum tax-deductible contribution of $69,000 for 2024. Employed by your own corporation? Up to 25% of your salary may be contributed, with a maximum $69,000 tax-deductible contribution for 2024.

Leverage Section 179 deductions

Under current federal income tax rules, there are generous first-year tax write-offs for eligible assets:

• Up to the maximum allowable deduction of $1.22 million on qualifying property placed in service in tax years beginning in 2024
• Up to the maximum annual Section 179 deduction allowance ($1.22 million for tax years beginning in 2024) on certain real property expenditures called Qualified Improvement Property (QIP)

Claim first-year bonus depreciations

A 60% first-year bonus depreciation is available for qualified new and used property that is acquired and placed in service in calendar year 2024. That means your business may be able to write off 60% of the cost of some or all of your 2024 asset additions on this year’s return.

Strategize to accelerate or defer income

Deferring income into next year while accelerating deductible expenses into this year may make sense if you expect to be in the same or lower tax bracket next year. On the other hand, if you expect to be in a higher tax bracket in 2025, you may take the opposite approach — accelerating income into this year and postponing deductible expenses until 2025.

Maximize the Qualified Business Income (QBI) deduction

The QBI deduction is scheduled to sunset after 2025, so maximizing the deduction before it disappears may make sense, depending on your tax situation. For tax years through 2025, the deduction can be up to 20% of a businessowner’s QBI.

Claim the gain exclusion for qualified small business stock

Don’t overlook the 100% federal income tax gain exclusion privilege for eligible sales of Qualified Small Business Corporation (QSBC) stock that was acquired after September 27, 2010. QSBC shares must be held for more than five years to be eligible for the gain exclusion break.

Employ family members

If a family member is a bona fide employee, the taxpayer can deduct the wages and benefits, including medical benefits, paid to the employee on Schedule C or F as a business expense — reducing the proprietor’s self-employment tax liability.

In addition, wages paid to a dependent under age 18 are not subject to federal employment taxes, are deductible at your marginal tax rate, are taxable at the child’s marginal tax rate, and can be offset by up to $14,600 (your unmarried child’s maximum standard deduction for 2024).

Questions? Reach out to Magone & Company
Our goal is to help you make smarter decisions to minimize your small business’s tax liability and lower your next income tax bill. If you have questions or would like our expertise in evaluating your tax planning options, give us a call at (973) 301-2300.

This document is for informational purposes only and should not be considered financial advice. Be sure to consult with a knowledgeable tax adviser regarding your taxes.

Like any savvy business owner, you may be on the hunt for new ways to make every dollar every count.

If you’re looking for an opportunity to reduce your small business’s taxable income — while offering a strong benefits package to attract and retain talented workers — consider the benefits of offering a Health Savings Account (HSA).

An HSA is a tax-advantaged account that allows participating employees to make tax-free contributions and withdrawals to put toward qualified medical expenses such as:

• Copays
• Prescriptions
• Over-the-counter medications, like acetaminophen or acne medication
• Vaccinations or flu shots
• Nutritional supplements and vitamins
• Durable medical equipment such as wheelchairs and crutches

Your business can set up an HSA for qualifying employees who are eligible for your company’s benefits plan. You can fully or partially fund employee accounts or let employees fund them with salary-reduction contributions.

Considering adding an HSA to next year’s benefits package? Here’s a quick rundown

HSAs are generally flexible and versatile, offering the following tax-saving benefits:

1. Employers’ contributions are tax-free to their employees
2. Employees can subtract their contributions from their taxable salaries, equating to a tax deduction
3. Employees can make tax-free withdrawals to cover qualified medical expenses

HSA accounts may be funded by your business, by employees through salary deductions or through a combination of both. To be eligible for HSA contributions (made by the employer or the employee), your employees must be covered by a qualifying high-deductible health plan (HDHP) and have no other general health coverage.

For employees, eligibility for making HSA contributions isn’t dependent on their level of income. Everyone who’s covered by a qualifying HDHP can have an HSA and enjoy the tax benefits.

As an employer, you can make deductible HSA contributions for your employees. Employer-paid contributions are exempt from federal income tax, as well as Social Security, Medicare and Federal Unemployment Tax Act (FUTA) taxes — a financial benefit for your business.

HSA distributions used to pay qualified medical expenses of the participating employee, their spouse and their legal dependents are also federal-income-tax-free. If no withdrawals are made, an HSA may be used to build up a substantial medical expense reserve fund that can be put aside for the future as needed, all while earning tax-free income.

A win-win for your business?

At Magone & Company, we can help you determine if offering an HSA is a tax-efficient strategy for your small business. Our goal is to help minimize your tax liability now and in the future. Give us a call today at (973) 301-2300.

 

This document is for informational purposes only and should not be considered tax or financial advice. Be sure to consult with a knowledgeable financial or legal advisor for guidance that is specific to your unique circumstances.

As an employer, it’s critical to stay informed about changes in regulations that impact how you classify workers.

The U.S. Department of Labor has updated the rules regarding independent contractor classification. The traditional tests used to classify independent contractors versus employees are no longer valid, requiring a shift in how you approach this distinction when hiring.

For years, many employers have grappled with the blurred line between independent contractors and employees. Misclassifying workers can lead to significant legal and financial consequences for your business.

The DOL released a comprehensive six-part test to assist you in correctly classifying workers as either independent contractors or employees. Here’s a brief overview:

1. Is the work vital to your business? If the worker’s role impacts the core operations of the business, they’re likely economically dependent on the employer. On the other hand, the work of an independent contractor is usually inessential to the organization.
2. Does the worker’s managerial skill affect their opportunity for profit or loss? An independent contractor can experience both profit and loss based on their managerial decisions, such as hiring, purchasing and marketing. In contrast, an employee’s ability to earn more money is not tied to their managerial skills.
3. How does the worker’s relative investment compare to your investment? Independent contractors typically make investments that contribute to the growth and success of the business, while an employee’s investment is usually minimal compared to the employer’s.
4. Does the work require special skill and initiative? A worker’s business skills and initiative play a role in determining their economic independence. But having specialized skills alone does not automatically classify a worker as an independent contractor.
5. Is the relationship permanent or indefinite? If the worker’s association is ongoing or indefinite, they’re likely an employee. Independent contractors work on a project basis.
6. What is the degree of your control as the employer? The level of control exerted by the employer is a key factor in determining the worker’s economic dependence. Independent contractors have more autonomy over their work, while stringent control over a worker’s job schedules and tasks indicates an employer-employee relationship.

Implications for employers

It’s essential to review and update your current practices and contracts to ensure compliance with the updated classification criteria. This includes outlining the scope of work, payment terms and the level of control exerted over the contractor.

By keeping detailed records, you can demonstrate compliance in the event of an audit or legal dispute. The U.S. Department of Labor requires employers to maintain careful documentation for each exempt and independent contractor hired including:

• Forms signed by independent contractors acknowledging their classification
• A copy of contract between the employer and the independent contractor
• Copies of any licenses or registrations held by the independent contractor

Taking a proactive approach

While the new regulations may require adjustments to your current practices, they also present an opportunity to ensure fair treatment of all workers and uphold the integrity of your business.

If you’re looking for guidance regarding your employee classifications or business structure, reach out to our business advisory team– we’re here to help.

One crucial element that can make or break your business? Financial management.

Understanding the financial health of your organization is essential for making informed decisions and planning for the future. But to gain valuable insights and take proactive steps to improve your financial stability, you need to know what metrics to track.

Every business is different, but the following metrics can serve as a solid foundation:

Profit and Loss (P&L) statement. Also known as an income statement, your P&L is a fundamental financial tool that tracks your business’s revenue, expenses and profitability. This statement provides a snapshot of your financial performance over a specific period — typically a month, quarter or year — revealing your gross profit margin, operating profit margin and net profit margin.

P&L statements are very telling in terms of how effectively your business generates profit from its core operations and oversees day-to-day financial operations.

Cash flow statement. A cash flow statement shows how cash moves in and out of your business over time, while separating cash inflows (sales revenue, loans or investments) from cash outflows (expenses, loan repayments or asset purchases).

By regularly reviewing this statement, you can identify potential cash flow gaps and take proactive measures to address them. For example, you can negotiate more favorable payment terms with suppliers or make tweaks to optimize your inventory management.

Key performance indicators (KPIs). KPIs are specific metrics that measure various aspects of your business’s operations, helping assess its overall health and progress toward your goals. Important financial KPIs include revenue growth rate, customer lifetime value, return on investment (ROI) and customer acquisition cost (CAC).

By tracking these KPIs, you can best prioritize customer retention efforts, assess the profitability and efficiency of your business’s investments, and identify areas of strength and weakness within your business. CAC, for example, is a straightforward metric. Simply divide the funds spent on customer acquisition by the number of prospects who converted during a given time period. Understanding your CAC is crucial for marketing planning and budgeting, ensuring you’re not overspending time and resources in the pursuit of new customers.

Revenue per employee. This ratio can help you keep an eye on how well you’re utilizing resources, as well as how productive your employees are. The formula is simple: Calculate the total revenue for a set time period and divide your employee count for the same period. The result is a general idea of the value you’re getting from your talent, making sure they’re contributing to your profitability.

Only a starting point

Tracking the right financial metrics is vital for every business owner, and you may need to customize your approach based on your unique business circumstances. With the right knowledge in hand, you’ll be empowered to work smarter and drive your business forward.

At Magone & Company, we can help your business maintain a healthy cash flow and plan for long-term financial success. Reach out to us today at (973) 301-2300.

This document is for informational purposes only and should not be considered tax or financial advice. Be sure to consult with a knowledgeable financial or legal advisor for guidance that is specific to your unique circumstances.

When saving for retirement, tax advantages play a significant role. Traditional individual retirement accounts (IRAs) and employer-sponsored retirement plans such as 401(k)s offer tax-deferred growth, so you don’t pay taxes on the investment gains — as long as the money stays in your account.

However, the IRS doesn’t want you to avoid paying taxes on these funds indefinitely.

If you’re approaching age of 70½, required minimum distributions (RMDs) will help ensure that you start withdrawing money from your tax-deferred retirement accounts and pay the appropriate taxes on those distributions. But did you know that a qualified charitable distribution (QCD) can fulfill your RMD obligations while avoiding taxes on the distribution?

The ABCs of a QCD

A QCD refers to a taxable distribution that is paid directly from an IRA to a qualified charity. According to the IRS, this includes nonprofit groups that have a charitable, educational, religious, literary or scientific purpose, or that work to prevent child or animal cruelty.

When a QCD is directly paid from your retirement account to an eligible charity, it’s not included in your taxable income, meaning the distribution is tax-free. The giver must be at least 70½ at the time the QCD is made.

Because it’s tax-free, you cannot deduct the QCD on your Schedule A as an itemized deduction. In order to claim that charitable contribution deduction, your total itemized deductions must exceed the standard deduction. Keep in mind, the increased income resulting from the distribution could impact your eligibility for certain tax credits and push you into a higher tax bracket.

Questions regarding qualified charitable distributions? Let us help you with tax planning to minimize your tax burden and make the most of charitable giving. Reach out to the tax experts at Magone & Company or call us today at (973) 301-2300 for an evaluation of your tax situation.

This document is for informational purposes only and should not be considered tax or financial advice. Be sure to consult with a knowledgeable financial or legal advisor for guidance that is specific to your unique circumstances.