by Jim Magary | Apr 13, 2016 | Tax Help
As former IRS agents we can get you back in the system worry free. We can all Back Tax Years Filings and Settle Tax Debt, Since 1982, We Know the System!
Call us today for free initial tax consultation and we will review with you various options and solutions you may have available.
If you are behind on your tax return filings one simple call to us will help you understand the process and give you some immediate tax relief. The system is not as complicated as you think.
Since 1982 we have been resolving taxpayer’s issues for those who are behind on tax filing and settling their taxed at all at the same time.
How to File back Tax Years, With or Without Tax Records
With or without records we can file your tax returns contact IRS and work out a solution on how to permanently end your IRS tax problem.
Being former IRS agents we are experts in tax reconstruction and can assure you will pay the lowest amount allowed by law. There is a very specific system to prepare returns without records. We can break this down for you very simple and seamlessly.
If you will owe back federal taxes, let us take over from here and settle your tax debt. You will never speak to the Internal Revenue Service. We handle all correspondence with the IRS.
I am a former IRS agent in revenue officer who both worked and taught the offer in compromise program. I am a true expert in IRS tax debt settlement.
If you owe back federal taxes and have an individual tax debt with the Internal Revenue Service we have various options and solutions depending on your current financial statement. We will explain to you the offer in compromise program by the IRS.
Our former IRS agents have over 65 years of working directly for the Internal Revenue Service in the local, district, and regional tax offices of the IRS. Not only did we work as former agents we worked as managers and teaching instructors.
If you owe back federal individual or back business tax debt to the Internal Revenue Service and are looking for IRS tax debt relief on a federal, individual, business or payroll tax matter, call us today and hear the truth about your case.
The Internal Revenue Service may refuse to work with all clients who cannot keep up with current payment requirements.
You will also need to be in compliance with the filing of any back tax returns.
FST will lay out a complete working system for you to cooperate with Internal Revenue Service to ensure that you will get to deal you are looking for with the IRS, one that you can live with.
KEY FACT: Your current financial statement will determine how the Internal Revenue Service will close your case.
Most taxpayers who think IRS will just work out any deal with them find themselves caught in a dilemma once IRS starts reviewing your financial statement.
IRS applies national standards that are shocking to most taxpayers. You can find the national standards on our website. The national standards are a list of expenses the Internal Revenue Service will allow you air based on both national, regional and localized standards.
If you are dealing with the ACS unit you will need to use financial statement number 433F if you are dealing in the local office you will need financial statement form 433 a, both can be found on our website.
That financial statement will need to be completely verified and documented to support the numbers on it.
IRS will want to verify your financial statement via bank statements, copy of monthly expenses and a copy of pay stubs to verify income.
You must be very accurate and honest with your financial statement. Make sure your financial statement is completely documented.
As a general rule, cases will end in one of two ways people either the Internal Revenue Service after reviewing your financial statements.
IRS will either place you into a:
1.currently not collectible status, or,
2. ask for a monthly payment.
Some taxpayers who have unpaid federal income or business taxes may be eligible for offer in compromise. When you call our office we will walk you through the process. 38% of all offers in compromise are accepted by the Internal Revenue Service.
We will talk to you about settlements, and/or making payments depending on your current financial statement.
One further note, if you are behind on tax filings it is better to have professional tax representation because IRS has the ability to drag you through the mud.
Do not be bullied by the IRS. Use former IRS agents to file back tax returns and settle your text at all at one time
Remember, It’s never too late to file your back tax returns.
1. Step 1: Gather your tax documents,
2. Step 2: Request missing documentation from the IRS,
3. Step 3: Download prior year IRS tax forms if you have lost them,
4. Step 4: We will prepare your back tax returns,
5. Step 5: We will submit your forms and settle your tax debt.
How to File Back Tax Years By Former IRS + File & Settle + One Step
by Jim Magary | Apr 13, 2016 | Tax Help
New Voluntary Worker Classification Settlement Program; Past Payroll Tax Relief Provided to Employers Who Reclassify Their Workers.
This new program will allow employers the opportunity to get into compliance by making a minimal payment covering past payroll tax obligations rather than waiting for an IRS audit.
This is part of a larger “Fresh Start” initiative at the IRS to help taxpayers and businesses address their tax responsibilities.
The new Voluntary Classification Settlement Program (VCSP) is designed to increase tax compliance and reduce burden for employers by providing greater certainty for employers, workers and the government.
Under the program, eligible employers can obtain substantial relief from federal payroll taxes they may have owed for the past, if they prospectively treat workers as employees.
The VCSP is available to many businesses, tax-exempt organizations and government entities that currently erroneously treat their workers or a class or group of workers as non-employees or independent contractors, and now want to correctly treat these workers as employees.
To be eligible, an applicant must:
• Consistently have treated the workers in the past as non-employees,
• Have filed all required Forms 1099 for the workers for the previous three years
• Not currently be under audit by the IRS
• Not currently be under audit by the Department of Labor or a state agency concerning the classification of these workers
Interested employers can apply for the program by filing Form 8952, Application for Voluntary Classification Settlement Program, at least 60 days before they want to begin treating the workers as employees.
Employers accepted into the program will pay an amount effectively equaling just over one percent of the wages paid to the reclassified workers for the past year.
No interest or penalties will be due, and the employers will not be audited on payroll taxes related to these workers for prior years.
Participating employers will, for the first three years under the program, be subject to a special six-year statute of limitations, rather than the usual three years that generally applies to payroll taxes.
by Jim Magary | Apr 13, 2016 | Tax Help
We’re affordable professional from that specializes in IRS payroll tax audits, since 1982 resolving IRS problems including settlements.
We have over 206 years of professional tax experience and we have over 65 years of working directly for Internal Revenue Service and the local, district, and regional tax offices of the IRS.
Not only were we former IRS agents and managers we were teaching instructors as well.
If you are undergoing payroll tax audit it only makes sense to hire former IRS agents who know the system and work payroll tax audits and know them inside and out.
We are true IRS payroll tax audit specialists in with you will owe money to IRS’s results of your audit we can settle your case all at the same time.
Since 1982, we are A+ rated by the Better Business Bureau.
IRS Payroll Tax Audits.
When IRS audits a business and especially companies for payroll tax audits they use the following factors.
They will apply these factors and use them for the purpose of obtaining the information they need during the tax audit.
If you are involved in this type of payroll tax audit you need to have professional tax help because IRS can make is very difficult on you.
Common Law Rules
Facts that provide evidence of the degree of control and independence fall into three categories:
1. Behavioral:
Does the company control or have the right to control what the worker does and how the worker does his or her job?
2. Financial:
Are the business aspects of the worker’s job controlled by the payer? (these include things like how worker is paid, whether expenses are reimbursed, who provides tools/supplies, etc.)
3. Type of Relationship:
Are their written contracts or employee type benefits (i.e. pension plan, insurance, vacation pay, etc.)? Will the relationship continue and is the work performed a key aspect of the business?
Businesses must weigh all these factors when determining whether a worker is an employee or independent contractor.Some factors may indicate that the worker is an employee, while other factors indicate that the worker is an independent contractor.
There is no “magic” or set number of factors that “makes” the worker an employee or an independent contractor, and no one factor stands alone in making this determination.
This tool is for fact gathering and usually an IRS agent will look for the preponderance of evidence. Also, this is not a comprehensive list but a basis to begin.
Also, factors which are relevant in one situation may not be relevant in another. Each case is based on its own set of unusual circumstances and there are no two cases the same.
The keys are to look at the entire relationship, consider the degree or extent of the right to direct and control.
Behavioral control refers to facts that show whether there is a right to direct or control how the worker does the work.
A worker is an employee when the business has the right to direct and control the worker. The business does not have to actually direct or control the way the work is done – as long as the employer has the right to direct and control the work.
The behavioral control factors fall into the categories of:
• Type of instructions given
• Degree of instruction
• Evaluation systems
• Training
Types of Instructions Given
An employee is generally subject to the business’s instructions about when, where, and how to work.
All of the following are examples of types of instructions about how to do work.
• When and where to do the work.
• What tools or equipment to use.
• What workers to hire or to assist with the work.
• Where to purchase supplies and services.
• What work must be performed by a specified individual.
• What order or sequence to follow when performing the work.
Degree of Instruction
Degree of Instruction means that the more detailed the instructions, the more control the business exercises over the worker.
More detailed instructions indicate that the worker is an employee.
Less detailed instructions reflects less control, indicating that the worker is more likely an independent contractor.
Note: The amount of instruction needed varies among different jobs. Even if no instructions are given, sufficient behavioral control may exist if the employer has the right to control how the work results are achieved.
A business may lack the knowledge to instruct some highly specialized professionals; in other cases, the task may require little or no instruction. T
he key consideration is whether the business has retained the right to control the details of a worker’s performance or instead has given up that right.
Evaluation System
If the evaluation system measures just the end result, then this can point to either an independent contractor or an employee.
Training
If the business provides the worker with training on how to do the job, this indicates that the business wants the job done in a particular way.
This is strong evidence that the worker is an employee.
Periodic or on-going training about procedures and methods is even stronger evidence of an employer-employee relationship. However, independent contractors ordinarily use their own methods.
Financial control refers to facts that show whether or not the business has the right to control the economic aspects of the worker’s job.
The financial control factors fall into the categories of:
• Significant investment
• Unreimbursed expenses
• Opportunity for profit or loss
• Services available to the market
• Method of payment
Significant investment
An independent contractor often has a significant investment in the equipment he or she uses in working for someone else.
However, in many occupations, such as construction, workers spend thousands of dollars on the tools and equipment they use and are still considered to be employees.
There are no precise dollar limits that must be met in order to have a significant investment.
Furthermore, a significant investment is not necessary for independent contractor status as some types of work simply do not require large expenditures.
Unreimbursed expenses
Independent contractors are more likely to have unreimbursed expenses than are employees. Fixed ongoing costs that are incurred regardless of whether work is currently being performed are especially important.
However, employees may also incur unreimbursed expenses in connection with the services that they perform for their business.
Opportunity for profit or loss
The opportunity to make a profit or loss is another important factor. If a worker has a significant investment in the tools and equipment used and if the worker has unreimbursed expenses, the worker has a greater opportunity to lose money (i.e., their expenses will exceed their income from the work).
Having the possibility of incurring a loss indicates that the worker is an independent contractor.
Services available to the market
An independent contractor is generally free to seek out business opportunities. Independent contractors often advertise, maintain a visible business location, and are available to work in the relevant market.
Method of payment
An employee is generally guaranteed a regular wage amount for an hourly, weekly, or other period of time. This usually indicates that a worker is an employee, even when the wage or salary is supplemented by a commission. An independent contractor is usually paid by a flat fee for the job. However, it is common in some professions, such as law, to pay independent contractors hourly.
Type of relationship refers to facts that show how the worker and business perceive their relationship to each other.
The factors, for the type of relationship between two parties, generally fall into the categories of:
• Written contracts
• Employee benefits
• Permanency of the relationship
• Services provided as key activity of the business
Written Contracts
Although a contract may state that the worker is an employee or an independent contractor, this is not sufficient to determine the worker’s status.
The IRS is not required to follow a contract stating that the worker is an independent contractor, responsible for paying his or her own self employment tax.
How the parties work together determines whether the worker is an employee or an independent contractor.
Employee Benefits
Employee benefits include things like insurance, pension plans, paid vacation, sick days, and disability insurance.
Businesses generally do not grant these benefits to independent contractors. However, the lack of these types of benefits does not necessarily mean the worker is an independent contractor.
Permanency of the Relationship
If you hire a worker with the expectation that the relationship will continue indefinitely, rather than for a specific project or period, this is generally considered evidence that the intent was to create an employer-employee relationship.
Services Provided as Key Activity of the Business
If a worker provides services that are a key aspect of the business, it is more likely that the business will have the right to direct and control his or her activities.
While the above list is not comprehensive is a good indication of how the Internal Revenue Service will view your case.
Call us today for free initial tax consultation. We are true experts if you need help for IRS payroll tax audits.
IRS Payroll Tax Audits, Specialists + Payroll Defense & Settlements + Former IRS
by Jim Magary | Apr 13, 2016 | Tax Help
We’re affordable professional from that specializes in help for IRS payroll tax audits, since 1982 resolving IRS problems in full.
We have over 206 years of professional tax experience and we have over 65 years of working directly for Internal Revenue Service and the local, district, and regional tax offices of the IRS.
If you are undergoing payroll tax audit it only makes sense to hire former IRS agents who know the system and work payroll tax audits and know them inside and out.
We know the system, the formulas, and the settlement theories to go ahead and successfully bring your case to a successful resolution.
Call us today for a free initial tax consultation.
Payroll Tax Audits.
When IRS audits a business and especially companies for payroll tax audits they use the following factors. They will apply these factors and use them for the purpose of obtaining the information they need during the tax audit.
If you are involved in this type of payroll tax audit you need to have professional tax help because IRS can make is very difficult on you.
Common Law Rules
Facts that provide evidence of the degree of control and independence fall into three categories:
1. Behavioral:
Does the company control or have the right to control what the worker does and how the worker does his or her job?
2. Financial:
Are the business aspects of the worker’s job controlled by the payer? (these include things like how worker is paid, whether expenses are reimbursed, who provides tools/supplies, etc.)
3. Type of Relationship:
Are there written contracts or employee type benefits (i.e. pension plan, insurance, vacation pay, etc.)? Will the relationship continue and is the work performed a key aspect of the business?
Businesses must weigh all these factors when determining whether a worker is an employee or independent contractor.
Some factors may indicate that the worker is an employee, while other factors indicate that the worker is an independent contractor.
There is no “magic” or set number of factors that “makes” the worker an employee or an independent contractor, and no one factor stands alone in making this determination.
Also, factors which are relevant in one situation may not be relevant in another.
The keys are to look at the entire relationship, consider the degree or extent of the right to direct and control, and finally, to document e
Behavioral control refers to facts that show whether there is a right to direct or control how the worker does the work.
A worker is an employee when the business has the right to direct and control the worker. The business does not have to actually direct or control the way the work is done – as long as the employer has the right to direct and control the work.
The behavioral control factors fall into the categories of:
• Type of instructions given
• Degree of instruction
• Evaluation systems
• Training
Types of Instructions Given
An employee is generally subject to the business’s instructions about when, where, and how to work.
All of the following are examples of types of instructions about how to do work.
• When and where to do the work.
• What tools or equipment to use.
• What workers to hire or to assist with the work.
• Where to purchase supplies and services.
• What work must be performed by a specified individual.
• What order or sequence to follow when performing the work.
Degree of Instruction
Degree of Instruction means that the more detailed the instructions, the more control the business exercises over the worker.
More detailed instructions indicate that the worker is an employee.
Less detailed instructions reflects less control, indicating that the worker is more likely an independent contractor.
Note: The amount of instruction needed varies among different jobs. Even if no instructions are given, sufficient behavioral control may exist if the employer has the right to control how the work results are achieved.
A business may lack the knowledge to instruct some highly specialized professionals; in other cases, the task may require little or no instruction. T
he key consideration is whether the business has retained the right to control the details of a worker’s performance or instead has given up that right.
Evaluation System
If the evaluation system measures just the end result, then this can point to either an independent contractor or an employee.
Training
If the business provides the worker with training on how to do the job, this indicates that the business wants the job done in a particular way.
This is strong evidence that the worker is an employee.
Periodic or on-going training about procedures and methods is even stronger evidence of an employer-employee relationship. However, independent contractors ordinarily use their own methods.
Financial control refers to facts that show whether or not the business has the right to control the economic aspects of the worker’s job.
The financial control factors fall into the categories of:
• Significant investment
• Unreimbursed expenses
• Opportunity for profit or loss
• Services available to the market
• Method of payment
Significant investment
An independent contractor often has a significant investment in the equipment he or she uses in working for someone else.
However, in many occupations, such as construction, workers spend thousands of dollars on the tools and equipment they use and are still considered to be employees.
There are no precise dollar limits that must be met in order to have a significant investment.
Furthermore, a significant investment is not necessary for independent contractor status as some types of work simply do not require large expenditures.
Unreimbursed expenses
Independent contractors are more likely to have unreimbursed expenses than are employees. Fixed ongoing costs that are incurred regardless of whether work is currently being performed are especially important.
However, employees may also incur unreimbursed expenses in connection with the services that they perform for their business.
Opportunity for profit or loss
The opportunity to make a profit or loss is another important factor. If a worker has a significant investment in the tools and equipment used and if the worker has unreimbursed expenses, the worker has a greater opportunity to lose money (i.e., their expenses will exceed their income from the work).
Having the possibility of incurring a loss indicates that the worker is an independent contractor.
Services available to the market
An independent contractor is generally free to seek out business opportunities. Independent contractors often advertise, maintain a visible business location, and are available to work in the relevant market.
Method of payment
An employee is generally guaranteed a regular wage amount for an hourly, weekly, or other period of time. This usually indicates that a worker is an employee, even when the wage or salary is supplemented by a commission. An independent contractor is usually paid by a flat fee for the job. However, it is common in some professions, such as law, to pay independent contractors hourly.
Type of relationship refers to facts that show how the worker and business perceive their relationship to each other.
The factors, for the type of relationship between two parties, generally fall into the categories of:
• Written contracts
• Employee benefits
• Permanency of the relationship
• Services provided as key activity of the business
Written Contracts
Although a contract may state that the worker is an employee or an independent contractor, this is not sufficient to determine the worker’s status.
The IRS is not required to follow a contract stating that the worker is an independent contractor, responsible for paying his or her own self employment tax.
How the parties work together determines whether the worker is an employee or an independent contractor.
Employee Benefits
Employee benefits include things like insurance, pension plans, paid vacation, sick days, and disability insurance.
Businesses generally do not grant these benefits to independent contractors. However, the lack of these types of benefits does not necessarily mean the worker is an independent contractor.
Permanency of the Relationship
If you hire a worker with the expectation that the relationship will continue indefinitely, rather than for a specific project or period, this is generally considered evidence that the intent was to create an employer-employee relationship.
Services Provided as Key Activity of the Business
If a worker provides services that are a key aspect of the business, it is more likely that the business will have the right to direct and control his or her activities.
For example, if a law firm hires an attorney, it is likely that it will present the attorney’s work as its own and would have the right to control or direct that work. This would indicate an employer-employee relationship.
While the above list is not comprehensive is a good indication of how the Internal Revenue Service will view your case. Call us today for free initial tax consultation. We are true experts if you need help for IRS payroll tax audits.
Help For Payroll Tax Audits + What You Need To Know, Former IRS
by Jim Magary | Apr 12, 2016 | Tax Help
Years of Tax Returns To File, We can file all back tax filings and Settle Tax Debt, Since 1982, We Know the System!
Call us today for free initial tax consultation and we will review with you various options and solutions you may have available. We can file all back years of tax returns and settle your debt at the same time.
We know all the systems employed by Internal Revenue Service, we are true specialists and experts can provide affordable tax solutions.
If you are behind on your tax filings one simple call to us will help you understand the process and give you some immediate tax relief.
Since 1982 we have been resolving taxpayer’s issues for those who are behind on tax filing and settling their taxed at all at the same time.
“With or without records we can file your tax returns contact IRS and work out a solution on how to permanently end your IRS tax problem. Being former IRS agents we are experts in tax reconstruction and can assure you will pay the lowest amount allowed by law.”
If you will owe back federal taxes, let us take over from here and settle your tax debt. over 16 million taxpayers do not file annual tax returns.
We have had thousands of clients of years of tax returns to file, we’re true experts in the manner. Since 1982 we have been resolving tax debt problems.
You will never speak to the Internal Revenue Service.
We handle all correspondence with the IRS.
I am a former IRS agent in revenue officer who both worked and taught the offer in compromise program. I am a true expert in IRS tax debt settlement.
If you owe back federal taxes and have an individual tax debt with the Internal Revenue Service we have various options and solutions depending on your current financial statement. We will explain to you the offer in compromise program by the IRS.
Our former IRS agents have over 65 years of working directly for the Internal Revenue Service in the local, district, and regional tax offices of the IRS. Not only did we work as former agents we worked as managers and teaching instructors.
If you owe back federal individual or back business tax debt to the Internal Revenue Service and are looking for IRS tax debt relief on a federal, individual, business or payroll tax matter, call us today and hear the truth about your case.
The Internal Revenue Service may refuse to work with all clients who cannot keep up with current payment requirements.
You will also need to be in compliance with the filing of any back tax returns.
FST will lay out a complete working system for you to cooperate with Internal Revenue Service to ensure that you will get to deal you are looking for with the IRS, one that you can live with.
Settle IRS Tax Debt + KEY FACT:
Your current financial statement will determine how the Internal Revenue Service will close your case.
Most taxpayers who think IRS will just work out any deal with them find themselves caught in a dilemma once IRS starts reviewing your financial statement.
IRS applies national standards that are shocking to most taxpayers. You can find the national standards on our website.
The national standards are a list of expenses the Internal Revenue Service will allow you air based on both national, regional and localized standards.
If you are dealing with the ACS unit you will need to use financial statement number 433F if you are dealing in the local office you will need financial statement form 433 a, both can be found on our website.
That financial statement will need to be completely verified and documented to support the numbers on it. IRS will want to verify your financial statement via bank statements, copy of monthly expenses and a copy of pay stubs to verify income.
You must be very accurate and honest with your financial statement. Make sure your financial statement is completely documented.
As a general rule, cases will end in one of two ways people either the Internal Revenue Service after reviewing your financial statements.
IRS will either place you into a:
1.currently not collectible status or
2. ask for a monthly payment.
Some taxpayers who have unpaid federal income or business taxes may be eligible for offer in compromise. When you call our office we will walk you through the process.
We will talk to you about settlements, and/or making payments depending on your current financial statement.
It is also best to deal with your unpaid federal income or business taxes before IRS contacts you. The earlier a tax professional has your case the better result you will achieve.
Years of tax returns to file, call the tax experts to settle your IRS debt now.
Years of Tax Returns To File, + Settle IRS Tax Debt NOW, + Former IRS
