My company has contract work with another company - Do I need a 1099 or other tax form? My small business has a contract with another business to perform services as independent contractors. Here's the legal part of the contract spelling out the relationship between my company and the client: The parties are independent Contractors and nothing herein shall be deemed to create an agency, joint venture, employer-employee or partnership between them or with any of their personnel. [My company] will not be eligible to participate in any vacation, group medical or life insurance, disability, profit sharing or retirement benefits or any other fringe benefits or benefit plans offered by the Client to its employees, and the Client will not be responsible for withholding or paying any income, payroll, Social Security or other federal, state or local taxes, making any insurance contributions, including unemployment or disability, or obtaining worker's compensation insurance on [My company's] behalf. [My company] shall be responsible for, and shall indemnify the Client against, all such taxes or contributions, including penalties and interest I met with a "Client Relationship Manager" at a CPA firm for a free consultation, and she mentioned that I may need to get a 1099 from them. This struck me as odd, and I call out the person's title because they are not a CPA, just a manager who knows stuff about accounting (apparently at this firm, CPA's are too important for free consultations -sarcasm ) I was under the assumption that my company would just be invoicing the client the agreed upon amount at an agreed upon interval, and I would simply withhold taxes/benefits/etc, and that's the end of the story. However, that manager's comment got me thinking about corp-to-corp forms, and 1099's. Do I need to worry about getting a 1099 or a corp-to-corp from my client? Are there other tax forms that are typical to get from a client? Note: I'm in the process of finding a CPA, but until then I'd like some insight on this matter.
Normally, payments between entities other than Corporations of more than $600 need to be reported to the IRS using form 1099-MISC. This is the obligation of the payer, not the payee. You should expect the company paying yours to request a Form W-9 from you at some point, and then by February 16 of the next year you should expect to receive a 1099-MISC declaring all the money they paid you. Regardless of whether they report it (not everyone does this correctly ... or on time), you are legally obligated to include payments received in your business taxes.
So these are the basic rules of the tax game: The taxpayer (employee, in this case) is liable for tax on income earned by him. On occasion, the payor of the income to be received by the taxpayer is required to withhold tax on the payment, remit the withheld tax to the IRS/state/local tax authority and pay the balance over to the taxpayer. If that happens, the taxpayer is entitled to a credit against his taxes for the amount withheld by the payor. Failure by the payor to withhold the required amount of tax does NOT excuse the taxpayer from paying tax on the income he earned. So company B is right.
In the abstract, two businesses that cooperate in violating a third party's copyright could both face liability. Applying that information to the facts you gave would amount to legal counsel. If you don't want to tell the client 'no,' you should speak to a lawyer about your potential liability. Beyond the legalities, do you really want your portfolio to advertise that you design sites by ripping other sites off?
I wouldn't be surprised to see other states and jurisdictions with similar statutes. Fortunately, in the United States, there is a safe harbor against demands for state income taxes: For every dollar of taxable income, you can only be taxed by one state. (This was affirmed by the Supreme Court in 2015 in Comptroller of the Treasury of Maryland v. Wynne.) Therefore, if you show that the LLC (or its members if it's a pass-through) paid taxes to another state on the income in question (e.g., by sending a copy of the tax return), that's legally the end of the matter.
This is a well established model in the UK. One route is the umbrella company. Y here would be the umbrella company. A would then either be providing services to Y or be employed by Y. You may be wondering what use it is if A is employed by Y. The answer here is that whilst A may not benefit from the tax treatment, X does not bear the burden of running PAYE etc. Further, because of regulations such as IR35, it may be that there is a doubt as to whether employment tax apply even if there is a contract for service. Essentially disguised employment means taxes are levied on the employer as if an employment existed; however, in this situation X has the comfort that if this arises they will (normally) fall on Y rather than X. Another route is the service company, where normally A himself will own it (or it is owned between A and A's spouse), take a combination of salary and dividends out (using two allowances if owned between spouses), and he will bill X or Y; companies exist which will perform all the necessary paperwork to do this (in which case Y is called a managed service company), as opposed to a personal service company (if A sets it up himself). It's not clear where you are based, but if you are based outside the UK (and possibly if you are inside the UK) there are accountancy companies that specialise in setting all this up.
You probably can't refuse to use such services. The relationship between you and these services is very different when you interact with them as a consumer, versus when these services are provided on behalf of your employer. In the latter case, the service is (or at least should be) bound as a data processor who can only* use your personal data as instructed by the data controller, your employer. Thus, it is your employer who determines for what purposes your data will be used, not the cloud service. Your employer has a legitimate interest in providing a modern and secure productivity suite to its employees, and in requiring you to use such services for efficient communication and collaboration. Of course it would be possible to provide some such services on-premises, but the GDPR doesn't really discriminate between self-hosted and third party services, as long as the third party service is contractually bound as a data processor. To a large degree, this is of course a legal fiction. The cloud services deploy new features all the time, and all that your employer can really do is agree to those changes, including agreeing to new ways for how to process your data. Also, the service provider may act both as a data processor on behalf of your employer for some purposes, but as their own data controller for others. E.g. in Google Workspace (formerly GSuite, formerly Google Apps for Business) Google collects analytics data about how you use their Docs product, and they use it for their own purposes. However, they would only process the document itself as a data processor. This is quite different in the consumer version where Google can use personal data for their own purposes, although within the limits of their privacy policy. Within your work account, you do have some privacy controls, similar to a consumer account. While your employer can set defaults and restrict features, you are not forced to share all data. E.g. in a Google Account, you can “pause” web and app activity (i.e. browsing history) that would otherwise be collected from Chrome browsers while logged in with your work account, or from Android devices that are managed by your employer. This data would potentially be used by Google for Ads, even with a Workspace account (I'm not sure). However, Google Workspace services generally do not feature ads themselves, e.g. the paid Gmail version does not feature ads. The largest real issue with the use of such services by an European employer is the international transfer of data to a non-EU jurisdiction, especially into the U.S. The GDPR offers many alternatives for how such transfers can be protected. In the past, the EU and US had used the Privacy Shield mechanism. However, it was found to be invalid in the 2020 Schrems II ruling, due to concerns about US mass surveillance. Subsequent guidance from supervisory authorities explained that it's not sufficient to use “standard contractual clauses” as an alternative protection, but that additional safeguards have to be implemented, which would effectively deny the personal data to actors in the US. Both Google and Microsoft offer some “data sovereignty” choices that prevent international transfers into the US. However, those have to be configured appropriately by your employer. Thus, instead of asking “can these services be used?” to which the answer is yes, it might be better to ask “is my employer using these services in a compliant manner?”. If you have concerns about such issues, you can contact your employer's data protection officer
If it is a business expense, yes It depends on the nature of the &quot;job&quot;. If you run a business based in the UK and the job is a contract to your business, then the costs involved in performing the work are tax deductible. If you are an employee and the base location of your job is in France, then these are personal expenses and not tax deducatable.
No employer has ever the right to withhold your pay check for work you have done. It is strictly illegal. Even if they had 100% evidence that you caused damage and were responsible for that damage, they still can't withhold your pay. They have to pay you, and then they can try to take you to court. The reason for this law is exactly cases like yours, where people try to avoid payment. If the "powerful attorney" tells you that you are not getting paid, then that "powerful attorney" is making a big mistake, because any lawyer would love to take your case to court and see the judge cutting the "powerful attorney" down to size. If you don't want a lawyer now, then you can write a letter by registered mail telling them that you worked for them, how much the payment due is, that they are legally required to make that payment, and that you will take them to court if they are not paying. If there is a conflict between law and a "powerful attorney", the law wins, and the law is on your side.