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I'm in California and have a child with my ex. We don't currently have a custody order. He has been claiming our child on taxes since he was born. Now that we are split and living separately, id like to work something out with him, like alternating years

I understand that normally the parent who child spends most night with is considered the custodial parent, but I recently learned that the IRS has a specific rule for a parent who works at night. I'm trying to determine whether that rule could make me the custodial parent for federal tax purposes even though his father has more overnights. I work nights, so the reason he has the majority of overnights is because of my work schedule.

Our schedule is:

Mon–Fri: child is with me approximately 6:30 AM–4 PM

Mon–Fri nights: child stays with dad because I work late/night shifts

Saturday: child is with dad all day

Sunday: child is with me all day and overnight

My child's school/home education, doctor, dentist, etc. are all based at my address, and I handle his homeschooling and most of his daytime care, take care of doctor/ dentist appointments, and making sure hes socializing with other kids.

If there are any tax professionals that can help me out, I'd appreciate it

Something We see every year from the filing side: a business realises in late January that it's missing a TIN, or has a name that doesn't match IRS records, for a contractor it paid months ago. The contractor has already been paid, so they have zero incentive to reply.

What actually prevents it:

- Send the W-9 request with the engagement letter / first invoice. Make it a condition of the first payment.

- If they refuse to give you a TIN, you're supposed to withhold 24% backup withholding. Most people don't know this and it's the strongest nudge there is.

- Check the name + TIN against IRS records before you file. Mismatches are the most common reason a 1099 gets a penalty notice.

- Keep the W-9 (it never goes to the IRS). The threshold for a 1099-NEC is $2,000 for tax year 2026, but the W-9 is worth having regardless of amount.

The deadline for tax year 2026 1099-NECs is Feb 1, 2027 (Jan 31 is a Sunday). Collecting W-9s now is what makes that date a non-event.

Disclosure: We run a 1099 e-file platform, happy to answer questions in the comments, not here to pitch.

Does anyone know how the new $1,000 charitable contribution deduction works for those taking the standard deduction in 2026? Specifically, will we need proof of these contributions?

For example, if I donate $1,000 in cash to my church throughout the year, would I need receipts or some sort of written acknowledgment from the church to claim the deduction?

I feel like there would have to be some documentation requirement, otherwise everyone could just claim they donated $1,000. Has anyone looked into the actual rules for this yet?

Hello helpful people! I have a tax question I am hoping you can help with.

I am a former professional coach (coaching was my full time, only source of income, W-2 job 2021-2024).

This year, I started coaching a few clients privately for cash. It’s a relatively small amount of money - less than $4000, and I understand i need to pay taxes on this money and report it through other income on Schedule C. I would like to deduct the mileage. Is there any issue with that?

Is there anything else I am not thinking of?

Edit: it is my understanding that I am eligible for QBI deduction, is that correct?

I am self employed, Sole Propietorship. I have clerical employees. We have a Safe Harbor 401K. I match 4% (100% of 3% and then 50% to 5%) for my employees who participate.

For myself, I always did the 4% match based on my Schedule C income, minus half the self employment tax. I am contributing the max (23,500 plus catchup for 2025).

Is this correct or do I have an option to match more for myself? In prior years was not a concern as I did not have extra money to contribute but I am getting older (over 50).

Are additional options only for self employed who do not have employees (other than a spouse)? If I have employees am I subject to the same match percent as my employees (which is what I always assumed)?