Quick question - does anyone know if the company has to issue a 1099 for these rewards if they don't put them on the W-2? I got about $300 in gift cards from my company's similar program last year and never received any tax forms for it.

I've been through this exact situation with my employer's rewards program! The key thing to understand is that these rewards are considered "supplemental wages" by the IRS, which means they should be subject to withholding just like your regular paycheck. What's concerning is that your employer isn't including these on your W-2 - they're actually supposed to withhold taxes on the fair market value when you redeem the rewards, not just report it at year-end. This means you might end up owing more taxes than expected since no withholding was taken out. For the $200 gift card you already received, you should report it as "Other Income" on Line 8i of Form 1040 for the year you received it. For the upcoming $650 vacation package, do the same when you actually redeem those points. Keep documentation of the fair market values in case the IRS ever questions it. I'd also suggest talking to your HR department about proper tax handling going forward - they might not realize they're supposed to be withholding on these benefits.

Don't forget about the business use requirement! For Section 179 and bonus depreciation, the asset must be used more than 50% for business. You mentioned 100% business use, so you're good, but make sure you keep detailed records proving that. If the IRS audits you and finds personal use, they can disallow your deductions. Also, have you calculated the actual dollar difference between the two depreciation options? With bonus depreciation dropping from 80% in 2024 to 60% in 2025, there could be a significant advantage to placing it in service this year if possible.

This is a complex situation that really highlights why timing matters so much with tax planning! Based on what everyone has shared, it sounds like you have a few key decisions to make: 1. **Payment timing vs. "placed in service" timing** - As others mentioned, what really matters is when you place the RV in service (available for business use), not necessarily when you pay for it. If you can purchase and list it in December 2024, you could potentially benefit from the higher 80% bonus depreciation rate. 2. **Consider your overall tax situation** - Since you mentioned having a day job, you'll want to think about whether taking a large depreciation deduction in 2024 actually benefits you tax-wise, or if spreading it out might be better. 3. **Don't forget about the recapture risk** - @Sophia Clark raised an excellent point about the 5-year recapture period. If there's any chance you might exit this business or sell the RV within 5 years, regular MACRS depreciation could be safer than the aggressive front-loaded options. Given that you need to decide quickly and haven't found a CPA yet, I'd suggest either using one of the tools mentioned (taxr.ai for analysis or Claimyr to speak directly with the IRS) or at minimum, run some quick calculations on the actual dollar differences between your options. The cash flow benefit of splitting payments might outweigh the tax benefits, especially if you're not certain about the long-term viability of the rental business. Sometimes the bird in the hand (better cash flow) is worth more than the potential tax savings!

Maybe try reaching out to your local congressperson's office? They sometimes have ways to expedite IRS issues for constituents.

I've been dealing with similar issues! What worked for me was calling the practitioner priority line (if you have a tax pro helping you) or trying the automated callback feature - you can request a callback instead of staying on hold. Also, for transcript errors, try accessing them through different browsers or clearing your cache. Sometimes it's just a technical glitch on their website. The IRS2Go mobile app sometimes works better than the website too. Don't give up - I know it's super frustrating but you'll get through eventually!

This is why I switched to doing everything myself. These tax prep places are getting worse every year with their hidden fees and sketchy practices

This happened to my sister too! Jackson Hewitt did the same thing - took her entire state refund without any heads up. She only found out when she called the state asking where her money was. It's honestly criminal how they hide this in the fine print but tell you verbally that it's "just from federal." Filing a complaint with the Better Business Bureau might help others avoid this trap.

As someone who's dealt with similar work expense questions, I'd definitely recommend the employer route first before worrying about tax deductions. Construction companies are usually pretty responsive to safety-related requests, especially when you can point to potential liability issues. You might also want to document your sunscreen purchases and keep receipts just in case the tax laws change after 2025 when some of those suspended deductions might come back. Even if you can't use them now, having good records could be helpful later. Another thought - if you end up having any skin issues from sun exposure at work, those medical expenses might be deductible if they're significant enough. Not that anyone wants to deal with that, but it's worth knowing your options.

I work for a tax preparation service and see questions like this all the time. The unfortunate reality is that as a W-2 employee, you're pretty much out of luck for deducting the sunscreen under current tax law. The Tax Cuts and Jobs Act really limited options for unreimbursed employee expenses. However, I'd strongly encourage you to approach this from the workplace safety angle that others have mentioned. In California's extreme heat, employers have heightened responsibilities under Cal/OSHA regulations. You could frame this as a heat illness prevention measure - prolonged sun exposure contributes to heat-related illnesses, and sunscreen is a basic protective measure. I'd suggest putting together a brief proposal for your supervisor highlighting: 1) The cost-effectiveness of bulk sunscreen vs individual purchases, 2) Potential liability reduction for the company, and 3) How it fits into existing safety protocols. Most construction companies would rather spend a few hundred dollars on sunscreen than deal with workers' comp claims or OSHA citations. If they refuse, at least keep detailed records of your purchases. Tax laws could change, and having good documentation never hurts.