Frequently Asked Questions

One may believe that any company is a good fit in a business partnership. Streamlined Business Solutions believes that we attract specific clients - those who want to grow in their business! Taking on your business and understanding its' financials is no easy task - It takes commitment, understanding and requires tough decisions to be made at given points. We attract talented clients, just like we hire talented staff. Are you ready to take on your business?

The work is completed at our office in Arizona. We use Quickbooks Software, no online versions - for various reasons. We will work with you and/or your assistant to obtain all information needed.

Start Now! Pick up the phone and give us a call. Each situation is different, and we can help get your company accurately caught up. We will gather the necessary information to get you tax prepared. Not knowing is an unfortunate place to be, turn over a new leaf and let us help you get it done!

Yes, first thing you need to do is separate your personal life from your business. File any necessary paperwork with the State Corporation Commission & the IRS. Find a business banker that will help you open a business savings & checking account. If you have no experience in keeping track of your revenue and expenses - look for a book or seek help from a professional in the business. Setting your business up correctly from the start will save you from headaches in the future. Also, think BIG - you may not need payroll today, but take the necessary steps so it is ready when you are.

Yes, call a different bookkeeping company. We would be providing a dishonest service if we did not give you accurate financials. Without accurate financials, how can you then make better business decisions?

There are many common occurrences, and the most significant one is paying more taxes due to laziness. If your company is handing your CPA a spreadsheet instead of a Quickbooks file, how can you be 100% sure you've acknowledged every business expense? How can your CPA be sure that a bank deposit was truly not Earned Revenue and actually Additional Capital?

Streamlined Business Solutions is your solution for data entry, bookkeeping, payroll, financial reporting and general day-to-day operations. We help you run your business throughout the year. A CPA is an individual that takes the information from our team to file your annual taxes. We recommend you also speak with your CPA mid 3rd Quarter to begin tax planning for the upcoming year.  If you are looking for a one-stop shop, we have Streamlined Tax Solutions that provide these services.

There is no one answer to this question as it truly depends on how your company is set up and the purpose of the vehicle. If you choose to pay your fuel charges out of your business account, your CPA may decide at year end to use a mileage deduction instead. This is a question you want to have with your CPA.

W-2 vs. 1099 

When a person is paid on the form W-2, the employer automatically withholds and pays all of the necessary employee income taxes as required by the IRS. These taxes include: Federal Income Tax, State Income Tax, and FICA (Social Security and Medicare). In addition, the employer will pay all of the necessary employer taxes. These taxes include: FICA (Social Security and Medicare), FUTA (Federal Unemployment Tax), and SUI (State Unemployment Tax). 

When a person is paid on the form, 1099-misc, all money earned by the individual is paid on an untaxed basis. It is then the responsibility of the individual to file and pay the appropriate taxes. 

Could the contractor be considered an independent? An individual that is an independent contractor fills the following roles: 

• The independent contractor will work with a number of clients. 
• The independent contractor's role is to accomplish a final result and it’s the independent contractor who will determine the best way to achieve that result. The independent contractor will define what the agreed upon "result" is in a contract with your customer. 
• The independent contractor pays his/her own taxes and files the required government forms. 
• A city license, business license, and a fictitious name or dba statement will be obtained by the independent contractor. Also, the independent contractor must obtain any necessary permits. 
• Social Security taxes are the sole responsibility of the independent contractor. 
• The independent contractor must obtain his/her own benefits including workers' compensation, disability, etc. The independent contractor is not entitled to any typical employee benefits from any government agency. 
• The independent contractor can deduct business expenses from his/her income tax. 

Does Incorporation Matter? There is a lot of confusion regarding independent contractors. Many employers realize that it is not a good idea to pay contractors on a 1099, but believe that if the worker is incorporated, it is okay. This is not necessarily the case. It is very simple to obtain a Federal Tax ID number for a business. This ID number is not an automatic protection from misclassification. 

As always the IRS’ 20 Point Checklist comes into play. Ultimately, the IRS is going to look at the work environment and who has control. An individual that is incorporated and working at a company could easily be considered an employee depending on the circumstances. 

Three Main IRS Factors Basically, the IRS’ 20-Point Checklist focuses on three main factors: 

• How much control the employer has over the worker’s behavior and work results. (Who controls training, where and what time the person works, what equipment they use?) 
• How much control the employer has over finances? (Does the employer have primary control over the person’s profit or loss?) 
• What is the relationship between the parties? (Does the worker receive benefits? Is it a long-term relationship?) 

IRS Questions in Court Ask the five questions one court asked an employer (company) when considering whether workers were common-law employees: 

1. Who recruited them? (Recruiter/company = more risk.)
2. Who trained them? (Company training = more risk.)
3. What was the duration of employment? (Longer assignment = more risk.)
4. Did you have the right to assign extra work? (Yes = more risk.)
5. Did you have control over such things as firing, discipline, and rewards? (Yes = more risk.) 

IRS 20-Point Checklist How do you determine if a contractor should be paid on a W-2 or a 1099? The IRS has established a 20-point checklist the can be used as a guideline in determining whether or not a contractor can legally be paid on a 1099. This checklist helps determine who has the "right of control." Does the employer have control or the "right of control" over the individual's performance of the job and how the individual accomplishes the job? The greater the control exercised over the terms and conditions of employment, the greater the chance that the controlling entity will be held to be the employer. The right to control (not the act itself) determines the status as an independent contractor or employee. The 20-point checklist is only a guideline, it does not guarantee that a person is correctly classified. There is no one single homogenous definition of the term "employee." Most agencies and courts typically look to the totality of the circumstances and balance the factors to determine whether a worker is an employee. 

Following are the 20-points that have been established: 

1. Must the individual take instructions from your management staff regarding when, where, and how work is to be done?
2. Does the individual receive training from your company?
3. Is the success or continuation of your business somewhat dependent on the type of service provided by the individual?
4. Must the individual personally perform the contracted services?
5. Have you hired, supervised, or paid individuals to assist the worker in completing the project stated in the contract?
6. Is there a continuing relationship between your company and the individual?
7. Must the individual work set hours?
8. Is the individual required to work full time at your company?
9. Is the work performed on company premises?
10. Is the individual required to follow a set sequence or routine in the performance of his work?
11. Must the individual give you reports regarding his/her work?
12. Is the individual paid by the hour, week, or month?
13. Do you reimburse the individual for business/travel expenses?
14. Do you supply the individual with needed tools or materials?
15. Have you made a significant investment in facilities used by the individual to perform services?
16. Is the individual free from suffering a loss or realizing a profit based on his work?
17. Does the individual only perform services for your company?
18. Does the individual limit the availability of his services to the general public?
19. Do you have the right to discharge the individual?
20. May the individual terminate his services at any time?

In general "no" answers to questions 1-16 and "yes" answers to questions 17-20 indicate an independent contractor. However, a simple majority of "no" answers to questions 1 to 16 and "yes" answers to questions 17 to 20 does not guarantee independent contractor treatment. Some questions are either irrelevant or of less importance because the answers may apply equally to employees and independent contractors.

• W-9 / Commonly used for Contract Labor or Non-Employee Compensation
• W-4 / Used for W-2 Employees indicating their elections for Federal Withholding
• I-9 / Used to verify eligibility to work in the United States
• A-4 / Used for W-2 Employees indicating their elections for Arizona Withholding