This is such a helpful discussion! I just wanted to add that if you're dealing with this decision, it's also worth considering your personal financial situation. If you're someone who struggles with budgeting or prefers having more money available throughout the year for expenses, the weekly option might be better even if the withholding is more accurate. On the flip side, if you're disciplined with money and don't mind essentially giving the government an interest-free loan, daily pay with overwithholding can work as a forced savings plan - you'll get that money back at tax time. Also, don't forget to factor in any processing fees your employer might charge for daily payments. Some companies charge a small fee (like $1-3) for each daily payment, which could eat into your earnings over time. Make sure to ask about any associated costs before making your decision!

This thread has been super enlightening! I work in payroll for a mid-sized company and can confirm everything that's been said about the withholding calculations. One thing I'd add is that if you do choose daily pay and notice overwithholding, don't wait until the end of the year to address it. You can submit an updated W-4 to your employer at any time during the year to adjust your withholding allowances. Also, regarding the question about irregular daily hours - yes, this makes the withholding calculation even more unpredictable. On a day when you work 10 hours and earn $300, the system might calculate as if you'll earn $78,000 annually and withhold at an even higher rate. Then on a 4-hour day earning $120, it calculates as if you'll earn $31,200 annually. The withholding percentages can swing wildly from day to day, which is why most payroll professionals recommend weekly or bi-weekly pay for employees with variable hours. If you're stuck with daily pay due to company policy, I'd strongly suggest monitoring your first few paychecks closely and adjusting your W-4 accordingly to avoid a massive refund (which is essentially an interest-free loan to the government).

For your Hotshot business specifically, I categorize most of my load board subscriptions (I use DAT and Truckstop too) under "Apps, Software and Web Services" since they're basically SaaS products. But here's a tip from a fellow hotshotter - don't forget about the other deductions specific to our industry! Your FMCSA authority fees, BOC-3 filing fees, and UCR registration would go under "Licenses and Regulatory Fees," not either of the categories you're asking about. And if you join any trucking associations, those membership fees would definitely go under "Memberships and Subscriptions." Are you using any ELD apps or logbook software? Those should be under software too.

Great question! I deal with this exact same confusion every year. Here's how I've learned to think about it: **Apps, Software and Web Services** = Tools that help you run your business operations - QuickBooks/TurboTax (accounting software) - Microsoft 365 (productivity tools) - Load boards like DAT/Truckstop (freight finding tools) - Cloud storage, website hosting, etc. **Memberships and Subscriptions** = Access to organizations, communities, or non-software resources - Professional associations (like trucking associations) - Chamber of Commerce dues - Trade publication subscriptions - Industry certifications maintenance fees The key distinction is whether you're paying for a technology tool/service or for membership in an organization/community. Even though your load boards are technically "memberships," they're primarily software platforms, so they belong under Apps/Software. One thing that helped me was creating a simple test: "Am I paying for software functionality or for access to a professional community?" If it's functionality (like finding loads, managing books, creating documents), it's software. If it's community access or professional standing, it's membership. Hope this helps clarify things for your dual business setup!

I'm in the same boat as you - cycle 05 and filed in early February with no updates yet. From what I've gathered lurking in various tax forums, the IRS definitely processes in continuous batches rather than one big dump. What's frustrating is that cycle 05 is supposed to update on Thursdays, but I've seen people with the same cycle get updates on different days of the week. It seems like there are sub-batches within each cycle depending on your specific tax situation. Since you mentioned you just graduated, did you claim any education credits? I've read that returns with education credits (AOTC, LLC) often get flagged for additional review which can add 2-3 weeks to processing time. Might be worth checking if that's what's causing the delay. Hang in there - the apartment hunt stress is real but most landlords are understanding about tax refund timing, especially this time of year when everyone's in the same situation.

I work in tax preparation and can confirm that the IRS processes returns in continuous batches throughout the week, not just one big update. Your cycle 05 assignment means you're typically in the Wednesday night/Thursday morning processing group, but there are several factors that can cause delays. Since you mentioned you just graduated, I'm guessing you filed with education credits (AOTC or Lifetime Learning Credit). These returns often get pulled for additional verification, which can add 2-4 weeks to your processing time. The IRS has to cross-reference your 1098-T forms with your return, and this happens in a separate department. For your apartment situation, here's a practical tip: most landlords will accept a signed lease contingent on receipt of your tax refund, especially if you can show them your filed return and explain the expected timeline. You could also ask about a smaller holding deposit that you can afford now, with the security deposit due upon refund receipt. Keep checking your transcript daily - once you see transaction code 150 (tax assessment) post, you're usually within a week of getting your deposit date. Hang in there!

Another thing to consider - your CPA might have been using EFTPS (Electronic Federal Tax Payment System) to make your estimated payments. If you can get access to that account, it would show your payment history. But that might be tricky if the CPA set it up.

This is such a frustrating situation, and unfortunately more common than it should be. I went through something similar a few years back when my CPA suddenly became unreachable during tax season. One thing I'd add to the great advice already given - if you're going to call the IRS directly, try calling early in the morning (like 7-8 AM) on weekdays. The wait times are usually much shorter then. Also, have your prior year tax return handy when you call since they'll ask for specific information from it to verify your identity. For your state payments, definitely check if your state has a mobile app for tax services. I was surprised to find that my state (California) actually has a pretty decent app that shows payment history and is easier to navigate than their website. One last tip - document everything you find out about your payments in a spreadsheet or something organized. You'll likely need this information not just for filing your 2025 return, but potentially for future reference if there are any discrepancies or if you need to prove payment dates for penalty calculations. Sorry you're dealing with this - definitely time to find a new CPA who actually responds to their clients!

This is such a common pain point for S Corp owners! I went through the exact same thing a few years ago. The key insight that finally clicked for me was understanding that the IRS treats S Corps as separate entities for payroll tax purposes, which is why you lose the FICA exemption for minor children. One approach that worked for us was creating a separate sole proprietorship for property management services. This sole prop contracts with our S Corp to provide maintenance services for the rental properties, and then hires our kids directly. The sole prop pays the S Corp a management fee, and the kids get paid by the sole prop - avoiding FICA taxes on their wages. The critical part is making sure this has real business substance. We documented everything: service agreements between entities, separate bank accounts, proper invoicing, and detailed records of work performed. Our kids track their hours using a simple app, and we pay them bi-weekly by direct deposit. One word of caution - make sure you're paying reasonable wages for their age and the work performed. We researched local rates for teen lawn care workers and stay within that range. The IRS will scrutinize family employment arrangements, so documentation is everything. Would definitely recommend finding a good CPA who understands these structures before implementing anything. The setup costs are worth it for the long-term tax savings and the valuable work experience for your kids!

Great discussion here! I've been following along as someone considering a similar setup. One thing I haven't seen mentioned yet is the importance of getting everything properly documented from a legal perspective, not just tax. When you create these separate entities (sole prop, family partnerships, etc.), you need to make sure you're complying with your state's business registration requirements. Some states require even sole proprietorships to register if they're operating under a business name different from your personal name. Also worth considering - if your kids are going to be doing any maintenance work involving tools or potentially hazardous tasks, make sure your business insurance covers them as employees. Had a friend whose teenage son got hurt doing yard work for the family business, and they had coverage issues because the insurance company wasn't aware minors were working for the business. The documentation suggestions everyone's given are spot-on. I'd add that it's also smart to have your kids sign basic employment agreements (age-appropriate) that outline their responsibilities, work schedules, and safety protocols. Shows the IRS this is a legitimate employment relationship, not just allowance with extra steps. One last thought - consider having them contribute some of their earnings to a Roth IRA. Great way to teach financial responsibility while taking advantage of their likely low tax bracket!