Sorry to inundate you with so many blogs, but I thought I would try to add a little levity to your day while we wait for the House and Senate to vote on the Tax Cuts and Jobs Act. I have posted on the “once a covered employee, always a covered employee” change to Section 162(m), which will have a tremendously negative effect on many companies. However, it is this point that my favorite paragraph in the Conference Committee report addresses: Read more
You are cordially invited to a webinar on Compensation For Corporate Tax Executives. After spending a great deal of time this past year surveying tax executives on compensation, I am confident the information delivered during this webinar will be valuable to you.
You are cordially invited to an educational webinar on Compensation For Corporate Tax Executives. After spending a great deal of time surveying tax executives on compensation, I am confident the information delivered during this webinar will be valuable to you. We released a report on Lead Tax Executive Compensation earlier this year at a cost of $2500 per report, this presentation will provide an overview and understanding of tax executive compensation we researched and published.
Similiar to the U.S. rules, Canada may tax personal services provided in Canada by U.S. persons who are not residents of Canada for income tax purposes. The provisions governing this are regulations 102, 105 and section 115 of the Income Tax Act (‘ITA”).
Strategies that motivate management to listen to the Tax Department is what we will address in this week’s post. Although there are dozens of topics I could address, this post will address a couple of challenges faced by most anyone leading a tax organization when it comes to compensating your tax team. This post will also provide solutions; these are solutions intended to make your job leading a tax organization easier. Although I know better than to put “ Head of Tax” and “Easy” in the same line, leading a tax organization is one of the toughest jobs out there today. Read more
A shareholder-employee’s compensation from an S corporation is often subject to IRS scrutiny because S corporation flow-through income enjoys an employment tax advantage over that of sole proprietorships, partnerships and LLCs. This advantage finds its genesis in Revenue Ruling 59-221, which held that a shareholder’s undistributed share of S corporation income is not treated as self-employment income. In contrast, earnings attributed to a sole proprietor, general partner or many LLC members are subject to self-employment taxes.
As employment tax rates have climbed, this advantage of operating as an S corporation has become magnified. Because S corporation income is not subject to self-employment tax, there is tremendous motivation for shareholder-employees to minimize their salary in favor of distributions, which are also not subject to payroll or self-employment tax.
So how does a taxpayer or more likely his advisor determine what is “reasonable compensation” for an owner/employee of an S Corporation? Read more
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