I actually went through H&R Block's training program last year and can give you some firsthand insight! Their digital training approach was really comprehensive - it included interactive modules, practice returns with feedback, and simulated client scenarios. What I loved most was that by the time I finished training, I was already comfortable with the actual software I'd be using with real clients. The training took about 3 weeks of evening classes (2-3 hours each session), which was perfect for balancing with my day job. They also provided ongoing support throughout tax season - weekly team meetings where we could discuss challenging returns and get guidance from more experienced preparers. One thing that really stood out was their quality review process. Every return gets checked by a supervisor before filing, which gave me confidence as a new preparer and helped me learn from any mistakes. They also have a really good error tracking system that helps you identify patterns in your work and improve over time. The work environment was professional but supportive. Yes, there are metrics to meet (returns per hour, accuracy rates), but they're reasonable and there's good coaching to help you improve rather than just pressure to perform. The pay at our location started at $14/hour for new preparers, with bonuses based on client satisfaction scores and return volume. After my first season, I got promoted to a senior preparer role with better hourly pay plus commission opportunities. Would definitely recommend at least checking out their info session - even if you stick with Liberty, it'll give you a good comparison point!

As someone who's worked in tax preparation for several years now, I'd recommend taking a step back and thinking about your long-term goals before making this decision. Both companies can get you started in tax prep, but they really do serve different purposes. If you're looking at this as primarily seasonal income and want a more relaxed environment, Liberty might be fine despite the training issues you're experiencing. However, if you're serious about building a career in tax or accounting, H&R Block's structured approach, better training resources, and advancement opportunities make it the clear choice. That said, don't discount the value of what you're learning at Liberty right now. Even if the instruction style isn't ideal, understanding tax calculations manually will serve you well throughout your career. Many seasoned preparers who only learned software-based methods struggle when they encounter unusual situations that require deeper understanding. My suggestion? Finish your Liberty course to get that foundational knowledge, then consider H&R Block for next season to get the structured training and career development opportunities. You'll end up with the best of both worlds - solid fundamentals plus professional development in a company with real growth potential. Also, don't overlook networking opportunities at either company. The connections you make with other preparers, supervisors, and even clients can be just as valuable as the training itself for building your career in this field.

Has anyone else found that inherited savings bonds are a complete nightmare to deal with? I inherited some from my grandpa and the amount of paperwork and confusing tax implications is ridiculous. The government really doesn't make this easy!

I went through this exact situation with my dad's I-bonds about 8 months ago. The key thing that helped me was getting organized early - create a spreadsheet tracking each bond's serial number, purchase date, face value, and current value. One tip that saved me time: when you call TreasuryDirect, have your mom's Social Security number, the bond serial numbers, and her death certificate handy before you even dial. They'll need all of this info to give you the date-of-death values. Also, don't feel pressured to make the tax election decision immediately. You have until the due date of her final tax return (including extensions) to decide whether to report the accrued interest on her final return or handle it when you eventually cash the bonds. I ended up consulting with a tax professional because the numbers were significant enough to make a real difference in our overall tax situation. The whole process is definitely more complicated than it should be, but once you get the documentation sorted out, the actual tax calculations are pretty straightforward.

This has been an absolutely fantastic discussion! As someone who's been researching S corp structures for my upcoming business launch, I've learned more from this thread than from hours of reading IRS publications. The key takeaways I'm noting for my own planning: 1) Unequal distributions are allowed but require careful documentation, 2) You're taxed on your ownership percentage of profits regardless of distributions taken, 3) Take at least enough distributions to cover your tax liability to avoid cash flow issues, 4) Ensure reasonable compensation through W-2 wages first, and 5) Consider state-level implications beyond just federal rules. The practical strategies shared here are gold - quarterly distributions for tax planning, early-year timing rather than December distributions, separate savings accounts for tax payments, and annual planning meetings between partners. The loan structure option for maintaining equal basis while allowing flexibility is particularly intriguing. I'm definitely planning to budget for professional guidance upfront rather than trying to figure this out on my own. The $300-500 investment in proper legal and accounting advice seems insignificant compared to the potential costs of getting it wrong. One question for the group - for those who've implemented formal distribution policies, do you review and update them annually, or have you found that a well-written initial policy covers most situations that arise? Thanks to everyone who shared their real-world experiences. This is exactly the kind of practical insight that makes this community so valuable!

This thread has been incredibly educational! As someone new to S corp ownership, I had been under the impression that equal ownership automatically meant equal distributions were required. The clarification that you can take unequal distributions while still being taxed on your ownership percentage of profits is a game-changer for my understanding. The "phantom income" concept really resonates with my current situation. My partner and I are 60/40 owners, and I was worried about being forced to take distributions I'd rather reinvest. Now I understand I can leave my portion in the company, but I absolutely need to plan for the tax liability on my 60% of profits regardless. The practical advice about taking quarterly distributions to cover tax obligations is brilliant - I hadn't considered the cash flow implications of waiting until year-end. And the emphasis on proper documentation and reasonable compensation is noted. I'm definitely going to implement the annual planning meeting concept to keep everything transparent with my partner. One follow-up question: if we take unequal distributions this year, does that create any obligation or expectation for future years? Or can we reassess our distribution needs annually based on changing circumstances? Thanks to everyone who shared their experiences - this real-world insight is invaluable!

I completely understand your frustration - this exact situation happened to me two years ago! Got a 1099-NEC for $800 in interview travel reimbursements from a company I never worked for, and I was already dealing with a complicated multi-state move. Here's what I learned: First, definitely call the company's accounting department and politely explain that this was a reimbursement for expenses you incurred for their interview process, not income you earned. Many companies aren't sure how to handle these situations and default to issuing 1099s when they shouldn't. I've seen several people in this thread have success getting the forms corrected this way. If they won't budge, the Schedule C approach everyone's mentioning absolutely works. Report the $950 as income, then deduct your actual travel expenses (flight, hotel, meals, etc.) as business expenses. The net effect should be zero or close to zero taxable income. Just make sure you have solid documentation - keep those flight confirmations, hotel receipts, and email threads about the reimbursement process. For the state filing question, most states have thresholds around $1,000-$3,000 before requiring non-resident returns. Your $950 will likely fall under that threshold, saving you from another state filing headache. The key is treating this like the business expense reimbursement it actually was, even though they incorrectly reported it as contractor income. Keep everything documented and you'll be fine!

I went through this exact scenario last year and can definitely relate to the confusion! Here's what I learned from my experience: First, absolutely try calling the company's accounting department as others have suggested. When I called mine, they admitted they weren't sure how to handle interview reimbursements and just defaulted to issuing a 1099-NEC. Unfortunately, they wouldn't correct it because their books were already closed for the year, but it's still worth trying. Since you'll likely need to go the Schedule C route, here's exactly how I handled it: I reported the $950 as "Interview travel expense reimbursement" on the income line, then deducted the same amount as "Interview travel expenses" on the expense side. Being very specific in the descriptions helps anyone reviewing your return understand this isn't actual business income. For documentation, I kept everything in one folder: flight receipts, hotel bills, email confirmations of the reimbursement, even the original interview scheduling emails. The IRS accepted my return without any issues, and having that paper trail gave me peace of mind. Regarding the multi-state filing, check that state's non-resident threshold. Most states require filing only if you exceed $1,000-$3,000 in state income. At $950, you'll likely be under their threshold and can skip filing there entirely. One last tip: if you had any meals during the interview trip, you can deduct 50% of those costs as business expenses too, which might actually give you a small deduction if your total expenses exceeded the reimbursement amount. This situation is annoying but totally manageable - you've got this!

Another option that's worked for me - if you have a local IRS Taxpayer Assistance Center (TAC) near you, you can schedule an appointment through the IRS website. Sometimes it's faster than trying to get through on the phone, especially if your issue requires looking at documents. You'll need to bring all your tax paperwork, but at least you're guaranteed to talk to someone face-to-face. You can find locations and schedule at irs.gov/help/contact-your-local-irs-office.

If you're still having trouble getting through, try the IRS callback feature if it's available when you call. Sometimes they'll offer to call you back instead of making you wait on hold. Also, make sure you have your Social Security number, filing status, and exact refund amount ready before calling - they'll ask for these to verify your identity. One more tip: if you get disconnected, call back immediately. Sometimes you'll get put in a shorter queue if the system recognizes you were just connected.