Can't reach IRS? Claimyr connects you to a live IRS agent in minutes.
Claimyr is a pay-as-you-go service. We do not charge a recurring subscription.
Using Claimyr will:
- Connect you to a human agent at the IRS
- Skip the long phone menu
- Call the correct department
- Redial until on hold
- Forward a call to your phone with reduced hold time
- Give you free callbacks if the IRS drops your call
If I could give 10 stars I would
If I could give 10 stars I would If I could give 10 stars I would Such an amazing service so needed during the times when EDD almost never picks up Claimyr gets me on the phone with EDD every time without fail faster. A much needed service without Claimyr I would have never received the payment I needed to support me during my postpartum recovery. Thank you so much Claimyr!
Really made a difference
Really made a difference, save me time and energy from going to a local office for making the call.
Worth not wasting your time calling for hours.
Was a bit nervous or untrusting at first, but my calls went thru. First time the wait was a bit long but their customer chat line on their page was helpful and put me at ease that I would receive my call. Today my call dropped because of EDD and Claimyr heard my concern on the same chat and another call was made within the hour.
An incredibly helpful service
An incredibly helpful service! Got me connected to a CA EDD agent without major hassle (outside of EDD's agents dropping calls – which Claimyr has free protection for). If you need to file a new claim and can't do it online, pay the $ to Claimyr to get the process started. Absolutely worth it!
Consistent,frustration free, quality Service.
Used this service a couple times now. Before I'd call 200 times in less than a weak frustrated as can be. But using claimyr with a couple hours of waiting i was on the line with an representative or on hold. Dropped a couple times but each reconnected not long after and was mission accomplished, thanks to Claimyr.
IT WORKS!! Not a scam!
I tried for weeks to get thru to EDD PFL program with no luck. I gave this a try thinking it may be a scam. OMG! It worked and They got thru within an hour and my claim is going to finally get paid!! I upgraded to the $60 call. Best $60 spent!
Ask the community...
- DO post questions about your issues.
- DO answer questions and support each other.
- DO post tips & tricks to help folks.
- DO NOT post call problems here - there is a support tab at the top for that :)
Join the conversation
Join the conversation
Quick tip: make sure you're correctly classifying people as contractors vs employees. This is my biggest nightmare as a business owner. If you're telling them WHEN, WHERE and HOW to do the work, the IRS might consider them employees, not contractors. The difference matters ALOT because for employees you need to withhold taxes, pay unemployment insurance, etc. For contractors you just send a 1099. Getting this wrong can result in huge penalties and back taxes!
This is so important! I got audited last year because I misclassified someone. Look up the IRS 20-factor test for determining worker status. Saved me from making the same mistake again this year.
Exactly! The 20-factor test is a good starting point, but the IRS has somewhat simplified it into three main categories to consider: Behavioral Control (do you control how they do their work?), Financial Control (do they have their own business expenses, tools, etc.?), and Relationship Type (written contracts, benefits, ongoing relationship). If you're at all unsure, you can file Form SS-8 with the IRS to get a determination. It takes a while to get a response, but it's better than guessing wrong and facing penalties. Another option is to run the scenario by a tax professional who specializes in this area - well worth the consultation fee for peace of mind.
Great advice from everyone here! I'm actually dealing with a similar situation right now where I have about 6 subcontractors for a large project. One thing I learned the hard way is to get those W-9 forms BEFORE you make any payments, not after. I made the mistake of paying two contractors first and then asking for their W-9s later - one of them completely ghosted me and the other took weeks to respond. Now I'm scrambling to get the paperwork sorted before year-end. Also, keep detailed records of exactly what services each contractor provided and when. The IRS can ask for this documentation if there are any questions about your 1099 filings. I use a simple project tracking spreadsheet that includes dates, amounts, and description of work performed for each contractor. Makes tax time so much easier!
This is such valuable advice! I'm completely new to this whole process and hadn't even thought about the timing of getting W-9s vs payments. That's a rookie mistake I definitely would have made. Quick question - when you say "detailed records of services," how specific do you need to be? Like is "web development work" enough or do you need to break it down further like "frontend development for project X, phase 2"? I want to make sure I'm documenting everything properly from the start. Also, did you end up having any issues with the contractor who ghosted you? I'm worried about what happens if I can't get a W-9 from someone after I've already paid them.
Join the conversation
This is a common area of confusion for traveling consultants! The key principle is that per diem covers YOUR personal meals only. Here's how I handle it based on my CPA's guidance: When traveling and using per diem: - Per diem covers all YOUR meals for that travel day - If you buy meals for CLIENTS/CONTRACTORS as part of business discussions, their portion can be a separate business expense (not your portion) - Document who attended, business purpose, and keep receipts For your crew meals where you don't eat with them - if it's truly for business purposes (team meetings, morale for productivity, etc.), this could qualify as a separate business expense since it's not covering your personal meal. Local client meetings when not traveling are indeed 50% deductible business meals. The IRS looks at substance over form - are you legitimately incurring business expenses beyond your personal sustenance? Document everything with dates, attendees, business purpose, and amounts. When in doubt, separate your personal meal costs (covered by per diem) from costs incurred for business purposes with others. I'd recommend getting this reviewed by a tax professional familiar with your specific situation to ensure compliance.
Great question! I've dealt with similar confusion as a traveling consultant. Based on my experience and discussions with my tax preparer, here's what I've learned: When you're on travel status using per diem, that rate covers ALL of your personal meals for that day - breakfast, lunch, and dinner. You can't also deduct your portion of business meals on those same days. However, if you're paying for CLIENT meals during business discussions while traveling, the clients' portions can potentially be deducted as separate business expenses. The key is documentation - you need to clearly show the business purpose, who attended, and ideally break down costs so it's clear you're not double-dipping on your own meal. For buying food for your crew when you don't eat with them - this could qualify as a business expense if there's a legitimate business purpose (team meetings, boosting morale for productivity, etc.). Again, documentation is crucial. Your understanding about local client meetings is correct - when you're not traveling, those are typically 50% deductible business meals. One thing that's helped me is keeping a simple spreadsheet tracking: - Travel days (per diem only) - Client entertainment expenses (separate from per diem) - Local business meals (when not traveling) This makes it much easier come tax time and helps ensure you're not accidentally claiming the same expense twice. Definitely worth having a tax pro review your specific situation!
This is really helpful, especially the spreadsheet idea! I'm new to consulting and have been struggling with keeping track of all these different meal scenarios. One quick question - when you say "clients' portions can potentially be deducted as separate business expenses," does that mean I need to calculate exactly what each person ate, or can I just deduct the total bill minus what I would have spent on my own meal? Also, do I need to get receipts that show individual orders or is a total restaurant receipt sufficient as long as I document who was there?
Join the conversation
I went through this exact same process last year with my SPX options and futures trading! The confusion is totally understandable - TurboTax's interface for 1256 contracts isn't very intuitive. Here's what worked for me: After searching for "Form 6781" and selecting "Yes" for having 1256 contracts, the key is to use the summary amounts from your 1099-B rather than trying to enter individual trades. Your broker should have a specific section for 1256 contracts that shows your total gains/losses. One thing that tripped me up initially was making sure I didn't double-enter these amounts in both the regular capital gains section AND Form 6781. The 1256 contracts should ONLY go in Form 6781, not in the regular stock trading sections. With $14,500 in realized profits, you'll benefit from that 60/40 split (60% long-term, 40% short-term) regardless of how long you held the positions. TurboTax will calculate this automatically once you enter your totals correctly. The "marked to market" question should be "No" unless you've made a special trader election with the IRS, which most retail traders haven't done.
This is really helpful, thank you! I'm new to trading these types of contracts and was getting overwhelmed by all the different forms and rules. One quick follow-up question - when you say "summary amounts from your 1099-B," should I be looking for a specific box number or section? My 1099-B has a lot of different sections and I want to make sure I'm pulling the right numbers for Form 6781. Also, does it matter if some of my SPX trades were spreads (like iron condors) versus single options, or do they all get treated the same way for 1256 purposes?
Great question about the 1099-B sections! You'll want to look for a section specifically labeled something like "Section 1256 Contracts" or "Regulated Futures Contracts" - it's usually in a separate section from your regular stock trades. Some brokers put it at the bottom of the 1099-B or on a supplemental page. If you can't find a dedicated section, look for trades that are specifically marked as "1256" in the description. For your SPX spreads like iron condors, they absolutely get the same 1256 treatment as single options! The IRS doesn't differentiate between simple and complex strategies when it comes to Section 1256 contracts. Each leg of your iron condor that involves SPX options will be treated as a 1256 contract. Your broker should have already calculated the net profit/loss from all the legs combined, so you just need the total amounts. One tip: if your broker didn't break out 1256 contracts clearly, you can manually identify them by looking for trades with underlying symbols like SPX, VIX, RUT, or any futures contracts. These all qualify for 1256 treatment regardless of the strategy complexity.
I just went through this exact situation a few months ago when filing my taxes for last year's SPX options trading. The Form 6781 process in TurboTax definitely isn't as straightforward as it should be! One thing that really helped me was double-checking my broker's classification of the trades. I found that my broker had actually missed categorizing a few of my SPX trades as 1256 contracts on the initial 1099-B, but they issued a corrected version later. You might want to verify that all your SPX options and futures are properly marked as Section 1256 contracts on your forms. Also, keep in mind that if you have any wash sale adjustments related to your 1256 contracts, those will need special handling since the wash sale rules work differently for Section 1256 contracts compared to regular securities. The good news is that once you get past the initial confusion, the 60/40 tax treatment actually works out pretty favorably compared to short-term capital gains rates on regular trades. With your $14,500 profit, you'll definitely benefit from having 60% of that treated as long-term gains. If you run into any snags with the TurboTax interface, don't hesitate to reach out - this community has been really helpful for navigating these more complex trading tax situations!
Thanks for mentioning the wash sale adjustments - that's something I hadn't considered! I did have some losing positions that I closed and then reopened similar positions within 30 days. How exactly do wash sales work differently for 1256 contracts? Do I need to make manual adjustments in TurboTax, or does the software handle it automatically when I enter the corrected basis amounts from my 1099-B? Also, you mentioned checking for corrected 1099-B forms - my broker did issue a supplemental statement a few weeks after the original. Should I be combining both forms when entering the totals into Form 6781, or does the supplemental replace the original entirely?
Join the conversation
This thread has been incredibly informative! As someone who just joined this community and is facing a very similar situation with our first remote intern, I want to thank everyone for sharing their experiences and resources. Based on all the advice here, it's clear that the W-2 classification is the right path for situations like the original post describes. The combination of set hours, training provision, and working on core business projects really does point toward employee status regardless of the remote or temporary nature. I'm particularly grateful for the practical recommendations about Gusto for multi-state payroll and the detailed documentation checklist from @Isabella Costa. The cost breakdown showing $50-60 total for a short-term engagement through Gusto seems very reasonable compared to the complexity of trying to handle multi-state compliance manually. One thing I'm curious about that hasn't been fully addressed - for those who have gone through this process, how far in advance do you typically start the payroll setup? We're looking at bringing on an intern in about 3 weeks, and I want to make sure I allow enough time for all the state registrations and tax account setups to be processed before their start date. Also, has anyone run into situations where the intern's state had particularly unusual requirements that caught you off guard? I want to be prepared for any surprises beyond the standard tax withholding and unemployment insurance setup. Thanks again to everyone for making this such a helpful discussion for newcomers like me!
Welcome to the community, @Ravi Patel! You're asking great questions about timing - I'd definitely recommend starting the payroll setup process at least 2-3 weeks before your intern's start date, maybe even a month if you can. Some states can take 7-10 business days just to process employer registration applications, and you don't want to be scrambling at the last minute. As for unusual state requirements, I ran into a few surprises when I went through this process. Colorado has some unique pay transparency requirements even for temporary workers, and California has very specific meal break rules that apply even to remote workers if your business is based there. New York requires you to provide written notice about wage theft prevention even for short-term employees. The biggest surprise for me was that some states require you to carry workers' compensation insurance even for a single remote employee, and getting that coverage set up can take time. I'd suggest calling the state's department of labor where your intern will be working and asking specifically about requirements for remote workers - it's better to over-prepare than miss something important. One more tip: if you're using a service like Gusto, they often have state-specific setup guides that highlight the unusual requirements. Definitely take advantage of their customer support to walk through your specific situation before you get started!
As a newcomer to this community, I have to say this thread has been incredibly eye-opening! I'm a small business owner who's been considering bringing on remote interns, and honestly, I had no idea about the complexity involved in multi-state compliance. The consensus here is crystal clear - the situation described by @Amara Okafor definitely requires W-2 classification. Set hours, training, and direct supervision are textbook employee indicators regardless of location or duration. What's really valuable is seeing the practical solutions everyone has shared. The Gusto recommendation with real cost breakdowns ($50-60 for a short engagement) makes this feel much more manageable than I initially thought. I was dreading the idea of navigating multiple state tax systems, but it sounds like modern payroll services handle most of the complexity. @Giovanni Colombo's point about starting 2-3 weeks early is noted! I'm definitely not waiting until the last minute after reading about potential delays in state registrations. One follow-up question for the group: has anyone dealt with interns who might be international students on F-1 visas? I'm wondering if that adds another layer of complexity to the W-2 vs 1099 decision, or if the same control factors apply regardless of visa status. Thanks to everyone for sharing their real-world experiences - this is exactly the kind of practical advice that makes this community so valuable!
Great question about F-1 visa students, @Abigail bergen! This actually adds some important considerations but doesn't change the fundamental W-2 vs 1099 analysis. F-1 students are still subject to the same IRS control test - if you're providing training, setting hours, and directing how work gets done, they're employees regardless of visa status. However, there are some specific tax implications for international students on F-1 visas that you should be aware of: 1. **Social Security/Medicare taxes**: F-1 students are generally exempt from FICA taxes (Social Security and Medicare) for their first 5 calendar years in the US, but this only applies to on-campus work or approved off-campus employment like OPT/CPT. 2. **Tax treaty benefits**: Depending on their country of origin, they might be eligible for tax treaty benefits that could affect withholding rates. 3. **Work authorization**: Make sure the internship falls under their authorized employment (CPT for curricular training or OPT for optional practical training). Working without proper authorization can jeopardize their visa status. 4. **State tax complexity**: Some states have different rules for nonresident aliens, which could affect your withholding requirements. I'd strongly recommend consulting with an immigration attorney or international student services office to ensure the internship structure complies with F-1 regulations. The payroll services like Gusto can handle the tax withholding nuances, but the work authorization piece is critical to get right upfront. The documentation requirements @Isabella Costa mentioned become even more important with international students - you ll'want clear records showing this is legitimate educational training!
Sean Matthews
This thread has been incredibly helpful! I'm dealing with a similar situation where my wife had $54k in credit card debt forgiven from before we got married. I was completely overwhelmed trying to figure out whether we could file jointly and still claim insolvency for her debt. The key insight about insolvency being determined "per debt" rather than by filing status has been a game-changer for understanding this. Since her debt was entirely pre-marital, it makes complete sense that only her individual assets and liabilities should be included in the Form 982 insolvency calculation, even though we're filing jointly. I've started gathering her financial documentation from the cancellation date, and I'm being extra thorough based on everyone's advice here. Bank statements, credit card balances, loan documentation, and reasonable estimates for personal property - I'm documenting everything with clear sources. The potential tax savings are substantial for us - about $2,200 from joint filing plus excluding the $54k forgiven debt. Reading about everyone's successful experiences with this approach gives me confidence we can achieve both benefits without issues. One thing I'm curious about - for those who went through this, did you include a cover letter or explanation with your tax return describing your insolvency calculation methodology, or did you just file Form 982 without additional explanation? I want to be proactive in case the IRS has questions later. Thanks to everyone for sharing your experiences - this community knowledge has been invaluable for navigating what seemed like an impossible tax situation!
0 coins
GalacticGuardian
•I didn't include a separate cover letter when I filed, but I did make sure to keep extremely detailed documentation of my calculation methodology in case the IRS requested it later. What I found helpful was creating a simple one-page summary sheet that showed how I arrived at each major asset and liability figure, with references to the supporting documents. For example, I noted things like "Checking account balance: $2,847 per Bank of America statement dated [date closest to cancellation]" and "Personal property estimated at $4,200 based on fair market value research using [specific sources]." This way, if the IRS ever asked questions, I could quickly explain my reasoning and provide the backup documentation. Most people I've talked to who went through this just filed Form 982 with their joint return and never heard anything back from the IRS. The key seems to be having your documentation ready if needed, rather than proactively including explanations that aren't required. With $54k in forgiven debt and $2,200 in joint filing savings, you're looking at significant tax benefits! Based on what everyone has shared here, as long as you follow the "per debt" insolvency rule correctly and keep thorough records, this approach should work smoothly for you.
0 coins
Daniela Rossi
This thread has been incredibly comprehensive! As someone who just went through a very similar situation with my spouse's forgiven medical debt from before our marriage, I can confirm that the approach everyone is describing absolutely works. The key breakthrough for me was understanding that the IRS treats insolvency calculations based on who originally owed the debt, not your current filing status. Since your wife's student loan was entirely her pre-marital obligation, you only include her individual assets and liabilities on the Form 982 insolvency worksheet - even while filing jointly. I was initially hesitant because it seemed counterintuitive to exclude my assets when we were filing together, but that's exactly how the tax code is designed to work. We ended up saving about $1,900 from joint filing while still excluding $31k in forgiven debt through the insolvency exception. A few practical tips from my experience: - Document everything as of the exact cancellation date on the 1099-C - For personal property, reasonable category estimates work fine (don't need to itemize every possession) - Keep bank statements, loan documents, and your calculation worksheet organized in case of questions - File Form 982 along with your joint return The peace of mind from knowing you can legitimately claim both benefits is huge. Your $1,350 joint filing savings plus excluding the forgiven debt makes this approach a clear winner. Just be thorough with documentation and you should have no issues!
0 coins