Does anyone know if there's a dollar limit for meal deductions? Last year I had a few expensive client dinners (around $300-400 each) that were definitely business related, but I'm worried they might look excessive to the IRS.

Great discussion here! Just wanted to add one more important point about Schedule C Line 24b meal documentation. Beyond keeping receipts and noting business purpose, I've found it helpful to take photos of the business cards of people I meet with during meals. This creates an easy backup record of who attended and their business connection to you. Also, if you're using a business credit card for meals, make sure the statement description clearly shows it's a restaurant/meal expense. Some merchants code differently than you'd expect, and having clear records helps during tax prep. I learned this the hard way when my accountant questioned a "business meal" that showed up as a generic merchant code on my statement. For anyone still confused about the 50% limitation - you deduct 50% of the actual meal cost on your Schedule C. So if you spent $100 on a qualifying business meal, you can deduct $50 as a business expense.

This thread has been such a lifesaver! I'm working part-time at a local gym and was completely freaking out about having $0 federal withholding on my paystubs. Making around $1,600 so far this year, I thought I had messed up my W-4 somehow. Reading through everyone's explanations about the standard deduction really cleared things up for me. It makes perfect sense that if you're earning well below $13,850, the withholding system would calculate zero federal income tax owed. I was overthinking it! What I found particularly helpful was learning the difference between federal income tax and FICA taxes. I was getting confused seeing some deductions but not others on my paystub. Now I understand that Social Security and Medicare taxes (7.65% total) are required from the first dollar earned, while federal income tax only kicks in once you exceed the standard deduction. I'm definitely going to start that spreadsheet tracking method that @Brooklyn Foley mentioned to keep tabs on my total earnings throughout the year. And knowing I might qualify for the Earned Income Credit when I file is actually exciting - who knew being a part-time worker could potentially mean getting money back at tax time! Thanks to everyone for sharing their experiences and making this confusing topic so much clearer!

This has been such an incredibly helpful thread! I'm also working part-time at a small local business and was getting really anxious about the $0 federal withholding showing up on my paystubs. Making about $1,400 so far this year, I kept thinking I had filled out my W-4 incorrectly or that my employer was making some kind of mistake. Reading through all these explanations about how the withholding system accounts for the standard deduction has been such a relief. It's actually pretty clever that the system automatically calculates that we won't owe federal income tax when our annual earnings stay well below that $13,850 threshold. What really helped me was understanding that this is completely separate from FICA taxes - I was seeing Social Security and Medicare deductions on my paystub and getting confused about why some taxes were being taken out but not others. Now I know that the 7.65% FICA rate applies to every dollar earned regardless of income level, while federal income tax only applies once you exceed the standard deduction. I'm definitely going to implement some of the tracking strategies mentioned here, especially keeping better records of all my paystubs and maybe starting that spreadsheet to monitor my total earnings. And learning about the potential Earned Income Credit has me actually looking forward to filing my first tax return! Thanks to everyone who shared their experiences - this community has turned what felt like a scary tax situation into something I actually understand and feel confident about!

Former environmental attorney turned tax attorney here with 7 years total experience. I made almost the exact switch you're considering 4 years ago, so I can speak directly to your situation. The transition from environmental to tax law was challenging but absolutely doable. Environmental law actually gave me a great foundation - you're already used to complex regulatory frameworks, detailed compliance work, and staying current with evolving federal and state rules. The analytical skills translate well, even though the subject matter is completely different. I did take a New York Tax School course during evenings while still practicing environmental law to build foundational knowledge. Most firms will expect some basic tax education if you're switching fields, but they'll train you on the job for firm-specific work. Regarding work-life balance with kids: I have a 6-year-old and 3-year-old, and tax law has been significantly better than environmental litigation for family time. Environmental cases were completely unpredictable - emergency injunctions, last-minute regulatory deadlines, discovery disputes that would blow up weekends without warning. Tax work, even during busy season, is more plannable. I can tell my spouse in January "I'll be working late through April 15th" rather than constantly canceling dinner plans because of some regulatory emergency. The salary progression has been solid - started at $95k switching fields, now at $140k after 4 years in tax. Not the $250k figure you mentioned, but with the predictable schedule, I can actually enjoy spending that money on family activities rather than just surviving until the next crisis ends. One piece of advice: if you do make the switch, be prepared for the first year to be intellectually humbling. Tax law has its own language and logic that takes time to internalize. But if you survived environmental law's complexity, you can definitely master tax.

Current tax attorney with 9 years experience here, and I wanted to address something that might be particularly relevant given your situation with two young kids - the seasonal nature of tax work can actually be a hidden advantage for family life if you plan around it strategically. Yes, January through April is intense (I typically work 60-65 hours those months), but here's what I've learned: those predictable crunch periods allow you to be MORE present during the rest of the year, not less. I coach my daughter's soccer team from May through October because I know my schedule is reliable then. I take real vacations in summer without checking emails constantly because there genuinely aren't urgent deadlines. Compare this to my friends in other practice areas who might randomly get pulled into a deal or litigation that destroys their summer vacation plans with 48 hours notice. The seasonality that seems like a downside is actually what creates the predictability everyone talks about. Regarding that $250k salary expectation - it's achievable but usually requires either Big Law tax (with corresponding lifestyle sacrifices) or 10+ years building a solid client base. More realistic targets for good work-life balance are $120-180k depending on market and experience level. One practical tip: if you do make the switch, negotiate your start date to begin right after busy season (May/June) so you have months to learn before jumping into the fire. Most firms are happy to do this since they're usually exhausted and not actively hiring during busy season anyway.

Has anyone considered that Toyota might accept alternative documentation? When I worked with Nissan, they initially asked for a Form 6166, but when I explained the delay in getting one, they accepted a combination of: - Copy of my Social Security card - Passport copy - Notarized statement of US residency - Copy of most recent tax return (which in your brother's case might be the parents' return showing him as dependent) It's worth asking Toyota's contracting department if they have any alternative documentation options while the actual 6166 is being processed.

I've been through this exact scenario with my nephew last year when he got his first job after college. The key thing to understand is that being claimed as a dependent doesn't disqualify you from getting a Form 6166 - it just changes how you fill out Form 8802. When your brother completes Part II of Form 8802, he should select the box indicating he hasn't filed a U.S. tax return and then clearly explain in the attached statement that he was claimed as a dependent on your parents' returns. Include the tax years and your parents' names/SSNs where he was listed. One thing I'd add to the other advice here - make sure he includes his Individual Taxpayer Identification Number (ITIN) or Social Security Number consistently throughout all documentation. The IRS is very particular about matching identifiers. Also, given Toyota's timeline pressures, I'd strongly recommend paying for expedited processing upfront. It's worth the extra cost to avoid losing the contract opportunity. Japanese companies like Toyota are notoriously inflexible on documentation requirements, so having that Form 6166 in hand is really the only path forward.

Has anyone successfully requested a "retroactive" corrective distribution in the year after the overcontribution? I'm in almost the identical situation (overcontributed about $600) and wondering if I have options in the new year if my employer won't help now.

I went through this exact same situation last year - overcontributed by about $700 across two employers and hit the same wall with HR being unhelpful. Here's what I learned after sorting it all out: You're correct about the double taxation, but there are a couple of key details to get right. You'll need to file Form 5329 to report the excess contribution and pay the 6% excise tax. However, you can avoid the recurring 6% penalty in future years by reducing your 2025 contributions by the excess amount ($550). This essentially "applies" your 2024 excess to your 2025 limit. One thing I wish I had known earlier - if your current employer's plan administrator is different from HR, try contacting them directly with a formal written request. Sometimes the plan administrators are more knowledgeable about corrective distributions than the HR department. Include specific references to IRS regulations (like Revenue Procedure 2019-19) in your request. Also, double-check that you're actually over the limit when combining both employers. The 2024 limit was $23,000, and if there were any employer matching contributions, those don't count toward your personal contribution limit. If all else fails and you do end up paying the penalty, make sure to keep detailed records of the excess amount and the taxes paid. You'll need this documentation when you eventually withdraw those funds in retirement to avoid being double-taxed on the entire amount.