News and Events

Our team recently came together for our third annual Pack-a-Shoebox Party in support of Operation Christmas Child. What started as a simple goal turned into a meaningful team effort, resulting in 64 packed shoeboxes ready to be delivered to children around the world.

Each box was filled with carefully chosen items—from small toys to school and hygiene essentials—intended to bring comfort, joy, and a reminder that someone, somewhere, cares.

What makes this effort special isn’t just the number of boxes, but the spirit behind them. It’s a reflection of our team’s willingness to pause during a busy season and focus on something beyond our day-to-day work.

We’re proud to continue this annual tradition and grateful to everyone who helped make it happen. Together, small actions added up to something truly meaningful.

The IRS and U.S. Department of the Treasury have released official guidance clarifying how tips and overtime compensation will be treated for tax year 2025. While the changes primarily impact individual tax returns, employers should understand what, if anything, changes from a payroll perspective.

The Basics

Beginning in 2025, eligible individuals may claim:

• A Qualified Tips Deduction of up to $25,000
• A Qualified Overtime Deduction of up to $12,500 (for overtime pay above an employee’s regular rate)

These deductions are claimed by employees when they file their personal tax returns. They do not change how payroll is processed.

What Employers Need to Know

•  No new payroll reporting requirements for 2025
• No changes to W-2 or withholding rules for tips or overtime this year
• Employers are not required to separately track or report “qualified” tips or overtime in 2025

Employees will determine eligibility and calculate these deductions when they file their individual returns using IRS guidance and their pay records.

What This Doesn’t Change

• Gross wages are still taxable and reportable as usual
• Employers must continue to withhold and remit payroll taxes on tips and overtime
• Overtime calculations, tip reporting, and payroll compliance rules remain the same

Looking Ahead

The IRS has indicated that updated reporting requirements may apply in future tax years, possibly starting in 2026. We’re monitoring developments closely and will communicate any changes that impact payroll processing.

How We’re Supporting You

As your payroll partner, we’ll continue to ensure your payroll is processed accurately and in compliance while keeping you informed of regulatory changes that affect your business and your employees.

As always, please contact us with any questions.

A meaningful shift is coming for employers who provide meals to employees for the employer’s convenience. As part of the amendments enacted under the One Big Beautiful Bill Act (OBBBA), the longstanding deduction for these meals will be eliminated starting with tax years beginning after December 31, 2025.

If your organization regularly offers on-site meals, food allowances, or catered options intended to support workflow or workplace efficiency, now is the time to take note.

What’s Changing?

For many years, employers were permitted to deduct 50% of the cost of meals provided for the employer’s convenience, such as meals offered during peak workloads or when employees were required to stay on premises.

Beginning in 2026, those same expenses will become 100% nondeductible, unless a very narrow exception applies. Importantly:

• The nondeductibility applies whether meals are provided directly by the employer or purchased through a third-party vendor or caterer.
• The rule change represents a complete phase-out of the prior 50% deduction, making it essential to evaluate how your organization categorizes and tracks all food-related expenses.

What Remains Deductible?

While convenience meals are losing deductibility, several related expense categories are not affected:

Still Deductible

• Business meeting meals: 50% deductible
• Employee holiday parties and similar social events: 100% deductible

Still Nondeductible

• Entertainment expenses remain fully nondeductible, as under existing law.

These distinctions make proper expense classification more important than ever.

What Employers Should Do Now

As 2026 approaches, businesses should begin reviewing their existing accounting and record-keeping practices. Misclassification of meals, entertainment, or employee events could lead to lost deductions or compliance concerns once these new rules take effect.

We recommend:

• Reviewing how meal and food-related expenses are currently logged
• Ensuring clear separation between meeting meals, social events, entertainment costs, and employer-convenience meals
• Updating internal policies to reflect what will and will not be deductible in future years

If your business needs guidance on preparing for this change or evaluating the potential tax impact, our team is here to help. Please reach out with your questions or to schedule a review.

Pennsylvania’s 2025–26 state budget was signed into law on November 12, 2025. With it comes a series of tax, regulatory, and workforce changes that will directly affect businesses heading into the new year.

The budget includes several tax provisions that will influence corporate planning, investment decisions, and compliance.

Corporate Net Income Tax (CNI) Phase-Down Continues

Pennsylvania will stay on track with the planned Corporate Net Income Tax reductions, moving from 7.99% today to 7.49% in 2026. The broader phase-down, from 9.99% to 4.99%, remains scheduled to continue through 2031. For businesses, this provides continued predictability and long-term planning stability.

Net Operating Loss (NOL) Improvements Maintained

The more favorable NOL rules enacted last year remain in place. Losses incurred after January 1, 2025, may offset up to 80% of tax liability by 2029 (up from the old 40% cap). Pre-2025 NOLs remain capped at 40%. This is especially helpful for capital-intensive industries, early-stage companies, and businesses with irregular revenue cycles.

Pennsylvania Decouples from Several Federal Tax Provisions

Pennsylvania will not follow these recent federal changes:

• Immediate expensing of R&D costs
• Immediate expensing of certain production property
• Expanded interest expense deductions that factor in depreciation and amortization

For state tax purposes, companies must continue to amortize R&E costs over five years and follow older depreciation and interest-deduction rules.

Workforce-Related Tax Credits and Programs

The budget introduces several measures that may influence hiring and retention.

• Working Pennsylvania Tax Credit: A new state credit equal to 10% of the federal Earned Income Tax Credit will help lower-income workers and may encourage workforce participation.
• Child Care Worker Retention & Recruitment: The state is allocating $25 million to support child care workforce stability, an important move for employers struggling with childcare-driven absenteeism.
• New Affordable Housing Tax Credit: A new $10 million tax credit will be administered by the Pennsylvania Housing Finance Agency to encourage affordable housing development.

Business Implications of Education Funding

These changes may not impact tax planning directly, but they do influence long-term workforce development:

• $872 million in new K–12 public education funding
• Large increases in early literacy initiatives
• Increased tax credit funding for private-school scholarships
• No new spending for Career & Technical Education (CTE), though some hiring flexibility has been added for CTE leaders
• Targeted increases for certain higher-education institutions

What This Means for Your Business

The 2025–26 budget creates a mixed environment for Pennsylvania employers:

Positive Takeaways

• Continued CNI tax rate reductions
• Improved NOL flexibility
• Faster, more transparent permitting
• Reduced carbon-policy uncertainty with RGGI withdrawal
• New workforce-focused tax credits

Areas Requiring Attention

• Divergence from federal rules increases tax-filing complexity
• R&E expensing limitations may affect cash planning
• One-time revenue transfers raise questions about long-term fiscal stability
• Lack of increased CTE funding may continue talent shortages

How Canon Capital Can Help

Tax law changes, especially those that differ from federal rules, require careful planning. If you have questions about how the 2025–26 state budget may impact your company, we’re here to help. Call us today at 215-723-4881 or contact us online.

As you plan year-end appreciation for your team, remember that the IRS still distinguishes between taxable and non-taxable gifts.

• Gift cards remain taxable income, no matter the amount.
• De minimis gifts–the small, infrequent, low-value items like a mug or snack box–are generally non-taxable, as long as they aren’t cash or cash equivalents.
• Bonuses continue to be fully taxable wages and must be processed with appropriate withholding.
• Holiday parties and employee celebrations are typically non-taxable when held occasionally and primarily for staff.

As you plan ways to celebrate your team, our tax and accounting professionals can help you navigate the IRS guidelines and make informed choices that show appreciation without creating unexpected tax issues.

Secure Act 2.0 became law at the end of 2022, and it continues to reshape how retirement plans work. The overall intent is positive, to help more people actually save enough for retirement, but the changes aren’t landing all at once. Different pieces phase in over several years, which means employers need to keep one eye on what’s active now and another on what is coming next.

One of those “coming next” rules is going to matter quite a bit for employers with higher-earning employees over age 50. Beginning January 1, 2026, certain catch-up contributions can no longer be made pre-tax. Those dollars must be Roth (after-tax). It’s a single rule change but the ripple effect touches payroll, plan elections, communication to employees, and how recordkeepers and payroll systems exchange data.

Who Does This Apply To?

This Roth-only requirement will apply to employees who:

• are age 50 or older
• made more than $145,000 in FICA wages in the prior year (the wage number will adjust over time)

It covers 401(k), 403(b), and governmental 457(b) plans where catch-up contributions already exist.

And What If Someone Makes Less Than $145,000?

In that case, nothing changes for them. If the plan allows it, those employees can continue to choose between pre-tax catch-up contributions or Roth catch-up contributions.

Why Employers Need to Start Looking at This Soon

Even though 2026 sounds comfortably far away, this is a change that will require coordination, updates, and testing. It’s not a “flip a switch and it’s done” type of change.

Some things that will need review:

• does your plan document even allow Roth catch-up contributions today?
• have you talked with your recordkeeper about timing for updates?
• how will payroll identify which employees cross the wage threshold each year?
• what does employee education need to look like so this isn’t confusing or disruptive?

If Roth catch-up contributions are not currently permitted under your plan and you do have employees who qualify, you’ll want to start the plan amendment conversation early.

Why This Change Isn’t Just Payroll or Just Compliance

This rule hits three worlds at once.

• The CPA side helps interpret the change and confirms the plan stays compliant.
• Payroll is responsible for coding these contributions the right way and tracking who is subject to the Roth rule each year.
• Technologies makes sure the data flow between systems is accurate, secure, and functioning the way it needs to.

This is where having those three functions working together matters more than ever, especially for small and mid-sized businesses who outsource these disciplines by design.

Don’t Wait to Scramble

Regulatory updates are always easier to manage when you give yourself time, especially when the change affects plan administration, payroll setup, and employee behavior all at once.

We’re Here to Help You Prepare

Our CPA, Payroll, and Technologies teams work together every day to help businesses stay ahead of changes just like this. If you’d like help making a plan for the 2026 Roth catch-up requirement or want to make sure your systems are ready, we’d be happy to talk through next steps with you.

Running a business means juggling dozens of moving parts, from payroll and taxes to technology and client relationships. For many small and mid-sized businesses, partnering with outside professionals for accounting, payroll, and IT support helps keep operations efficient and compliant.

At Canon Capital, we work with business owners across the Delaware Valley who are doing it all, and we’ve noticed a few small actions that make a big difference in how smoothly things run. Here are three simple ways to get even more value from your CPA, Payroll, and Technologies teams.

Payroll: Keep Us in the Loop When People (and Pay) Change

Hiring a new team member? Someone leaving the company? Giving a raise or changing a pay structure? Letting your payroll provider know right away ensures accurate paychecks and compliance with both federal and local tax requirements.

Each municipality in Pennsylvania can have different local earned income tax rates, and reporting changes promptly helps avoid under- or over-withholding. It also makes sure that your quarterly filings and year-end W-2s are accurate, saving time and future frustration.

A quick email or message when staffing changes occur allows your payroll specialists to:

• Update employee tax profiles and direct deposit info
• Verify start or end dates for pay periods
• Adjust benefit and deduction settings

It’s a small step that can prevent big headaches and help keep your team happy and paid correctly.

CPA: Call Before You Make a Big Financial Move

One of the best ways to maximize your CPA relationship is to make it proactive, not reactive. We love to hear from clients before they make a major financial decision, like purchasing new equipment, changing business structures, or expanding to a new location.

Why? Because those moves often carry tax implications that can be managed strategically with advance planning. When you loop in your CPA early, we can help you:

• Determine the most tax-efficient timing for purchases or deductions
• Evaluate whether a lease or buy makes better sense
• Review cash flow and financing impacts
• Ensure your business structure still aligns with your growth plans

A short phone call today can mean smoother filings and potentially thousands in tax savings tomorrow. Think of your CPA as part of your strategic team, not just the person who prepares your returns.

Technologies: Send a Better Ticket for Faster Fixes

We know IT issues can slow everything down. The fastest way to get back up and running is to give your tech team the right details up front.

When submitting a support ticket, include:

• What happened and when. (“Outlook froze at 9:15 a.m. after sending an email with an attachment.”)
• Any error messages or screenshots. These help pinpoint the issue immediately.
• Steps you’ve already tried. Did you restart your computer? Disconnect from Wi-Fi? Mention it.

This level of detail helps the Technologies team quickly recreate the issue, find the root cause, and deliver a faster solution. The result? Less downtime, fewer back-and-forth emails, and more time focused on your work.

Bringing It All Together

At Canon Capital, our CPA, Payroll, and Technologies teams work toward making sure your business runs efficiently from every angle. A little proactive communication helps us help you faster.

If you’re ready to partner with a team that values efficiency, accuracy, and your long-term success, we’d love to talk.

Contact us today to see how Canon Capital can make your business operations simpler and stronger.

The “One Big Beautiful Bill Act” (OBBBA), signed into law on July 4, 2025, reshapes a lot of tax rules that touch everyday business decisions, from buying equipment to offering benefits. Here’s a recap of our recent webinar, with a focus on what matters for your company and for you as a business owner.

The big wins for businesses

100% bonus depreciation is back (and “permanent”)
For property placed in service after Jan. 19, 2025, you can fully expense eligible purchases in year one. A one-year transition election helps if you planned for lower rates. Pair with cost segregation to accelerate write-offs.

Section 179 gets larger
For tax years beginning after December 31, 2024, expensing limits jump to $2.5M (phase-out begins at $4M), indexed for inflation.

New 100% write-off for certain real property
Qualified U.S. production facilities started after January 19, 2025 and finished before January 1, 2031 may qualify, which is an incentive to onshore manufacturing.

1099 relief

• 1099-K returns to a higher bar starting in 2025. Reporting kicks in only if both $20,000+ and 200+ transactions.
• Standard 1099-NEC/MISC threshold rises from $600 to $2,000 in 2026 (inflation-indexed from 2027).

Employee benefits you can use to recruit/retain 

• Dependent care FSA exclusion increases to $7,500 (after 2025).
• Employer student-loan payments under education assistance plans are permanent and tax-free to employees.
• Meals & entertainment tweaks in 2026: Entertainment is still non-deductible while “employer convenience” meals lose the 50% deduction. Client meals stay 50% and company parties remain 100%.
• R&D expensing (domestic) has been reinstated, with a retroactive option for 2022–2024 for certain small businesses.
• Opportunity Zones made permanent.
• ERC enforcement tightens (6-year statute; no payments for claims filed after Jan. 31, 2024).

Benefits for you as an individual

• Tax brackets & higher standard deductions from the Tax Cuts and Jobs Act are made permanent (with slight tweaks at the low end).
• SALT cap relief. Temporarily increases to $40,000 for 2025 (phased out at higher incomes), edges up slightly through 2028, then reverts to $10,000 in 2029.
• QBI (199A) is permanent. Expect wider phase-outs and, starting 2026, a $400 minimum deduction if you have at least $1,000 of QBI.
• 529 plans expand (more K-12 and skills/credential uses starting after 2025).
• New kids’ investment accounts (2025–2028 births): contribute up to $5,000/year after-tax, federal adds $1,000, favorable tax on qualified uses (college, first home, starting a business).
• Estate & gift exclusion effectively set at $15M in 2026 (inflation-indexed).

In addition, temporary deductions available from 2025 to 2028 include:

• Senior deduction: $6,000 per person ($12,000 Married Filing Joint Returns) age 65+.
• Tip income: Deduction up to $25,000 (MAGI phase-outs apply).
• Overtime: Deduction up to $12,500 per taxpayer (phase-outs apply).
• Car-loan interest: Deduct up to $10,000 on new, U.S.-assembled personal vehicles (interest incurred after 12/31/24, phase-outs apply). Excludes Fleet Sales, Used Cars, Cash Out Loans on Previous Purchased Vehicles, Lease Financing, and Related Party Loans

Next Steps

This law is complex, with phase-outs, overlapping dates, and many moving parts. We recommend viewing the recording of the webinar and consulting the accompanying slide deck..

The IRS is also working through staffing and budget constraints, so filing season guidance could be late. Treat 2025–2026 as a planning window, not a “set it and forget it.”

As always, we are here to help. If you have any questions about how this legislation applies to your situation, call us at 215-723-4881.

One source, many services, the right decision.

If you have questions about next steps or if we can be of service, please contact us online or call 215-723-4881.

(Please note: This presentation is for general introduction only and should not be relied upon for planning purposes, as regulations and interpretations are still being developed. Dollar amounts generally apply to Married Filing Joint returns, with other filing statuses likely having different amounts.)

We are proud to announce that Steven L. Moyer, CPA/PFS, CGMA, CSEP, Shareholder and a Director of Canon Capital Management Group’s CPA & Accounting Services division, has been appointed to serve on the American Institute of Certified Public Accountants (AICPA) Tax Practice Responsibilities Committee (TPRC). His 12-month term began May 14, 2025, and will run through May 2026.

This prestigious appointment is a significant professional honor. Steven is one of only five new members selected for this term, joining a group of 15 experts from across the nation. The AICPA chose these individuals for their experience, insight, and dedication to upholding the highest ethical and professional standards in the field of tax services.

About the TPRC

The TPRC plays a critical role in shaping and maintaining the ethical framework that guides AICPA members in their tax practices. Committee responsibilities include:

• Developing and reviewing practice aids to help CPAs maintain the highest level of ethical standards and quality control in tax services
• Monitoring changes in both internal and external ethical standards, such as the AICPA’s Statements on Standards for Tax Services (SSTSs), Treasury Circular 230, and the Internal Revenue Code
• Collaborating with the IRS Office of Professional Responsibility and other key regulatory bodies
• Contributing subject matter expertise on advocacy and practitioner oversight issues
• Working closely with AICPA staff, technical resource panels, and the Tax Executive Committee to support tax practitioners nationwide

Steven’s Commitment to Excellence

Steven L. Moyer brings more than three decades of experience in accounting and tax to the committee. He is known for his strategic thinking, high ethical standards, and leadership in risk management and quality control.

Please join us in congratulating Steven on this well-deserved appointment and honor. His service to the TPRC will not only benefit AICPA members across the country but also continue to strengthen the quality and ethical foundation of the services we provide here at Canon Capital Management Group, benefitting our service to all clients.

You are invited to join us for a webinar on Wednesday August 6, 2025, from 10:00 to 11:30 am via Zoom for a session with Steven Moyer, CPA/PFS, CGMA, CSEP and Brent Thompson, CPA, CMA, CGMA as we discuss what this means for you and your business. This event is free of charge, but you must register to receive the Zoom link. Please register by Friday August 1, 2025. After registering, you will receive a confirmation email containing information about joining the meeting.  You DO NOT need to be a Canon Capital client to attend, so feel free to share this with business acquaintances. Register here.

 Until then, this blog post outlines a summary of the key changes.

What the New “One Big Beautiful Bill Act” Means for You: A Practical Look at H.R. 1

On July 4, 2025, President Trump signed H.R. 1, the “Big Beautiful Bill Act,” (BBBA) into law. It’s being called the biggest update to the tax code since 2017, touching nearly every corner of the Internal Revenue Code, affecting individual, business, international, energy, and education tax provisions.

Prior to being signed into law, the Senate made several changes to the House-passed version, including making full expensing permanent, adjusting the phase-out of clean energy credits, and modifying the SALT deduction cap.

What does it all mean for you, your family, or your business?

Highlights for Individuals

Permanent Lower Individual Tax Rates
The reduced individual tax rates (10,12,22,24,32,35 & 37%) established by the 2017 Tax Cuts and Jobs Act (TCJA) are made permanent, preventing a scheduled reversion to higher pre-2018 rates after 2025.

Standard Deduction and Personal Exemptions
The increased standard deduction is made permanent and further increased to $23,625 for heads of household and $15,750 for singles, and $31,500 for married filing joint effective after 2024.

The suspension of personal exemptions is made permanent, except for a new $6,000 deduction for seniors (age 65+), available through 2028 and phased out at higher incomes.

Child Tax Credit
The expanded child tax credit is made permanent, increased to $2,200 per child with inflation adjustments, and includes stricter Social Security Number (SSN) requirements.

Qualified Business Income Deduction (Section 199A)
The phase-in threshold is increased to $75,000 ($150,000 joint), and a $400 minimum deduction is established for active business income, with inflation adjustments.

Estate & Gift Tax
The exemption is permanently increased to $15 million (indexed), effective for estates and gifts after 2025.

Alternative Minimum Tax (AMT)
Increased exemption and phaseout thresholds are made permanent, with modifications to inflation adjustments and phaseout rates.

Other Notable Individual Provisions

• Mortgage interest deduction: $750,000 cap made permanent; restores mortgage insurance premiums treated as interest.
• Casualty loss deduction: Limitation to federally declared disasters is made permanent and expanded to include state-declared disasters.
• Miscellaneous itemized deductions: Suspension made permanent, except for expanded educator expenses.
• Itemized deduction limitation (Pease): New formula reduces itemized deductions by 2/37 of the lesser of deductions or income above the 37% bracket threshold.
• State and local tax (SALT) deduction: Cap increased to $40,000 ($20,000 MFS) for 2025, indexed for inflation, with a phase-down for high incomes, reverting to $10,000 after 2029.
• Temporary deductions: New deductions for tips, overtime pay, and interest on loans for new U.S.-assembled vehicles (2025–2028), all phased out at higher incomes.

What Business Owners and Investors Need to Know

 Full Expensing and Depreciation

• 100% bonus depreciation for qualified business property is made permanent.
• Section 179 expensing limit increased to $2.5 million, with a phaseout at $4 million, both indexed for inflation.
• Special 100% expensing for certain nonresidential real property used in qualified production activities.

Research & Development
Domestic research and experimental expenditures can be fully expensed immediately; foreign R&D remains amortized over 15 years.

Business Interest Deduction
EBITDA add-back is restored permanently, increasing allowable business interest deductions.

Advanced Manufacturing Investment Credit
Credit increased to 35% of qualified investment.

International Tax Reform

• Modifications to the foreign tax credit, including an increase in the deemed paid foreign tax credit percentage to 90%.
• Changes to sourcing rules for inventory sales.
• Modifications to FDII and GILTI deductions (GILTI renamed “net CFC tested income” and the deemed return repealed).
• Look-through rule for related CFCs made permanent; 1-month deferral election for specified foreign corporations repealed; downward attribution of stock ownership limited.

Family, Education & Community Incentives

Employer-Provided Child Care Credit
Credit increased to 40% (50% for small businesses), up to $500,000 ($600,000 for small businesses), with inflation adjustments.

Adoption and Dependent Care

• Up to $5,000 of the adoption credit is refundable, with inflation adjustments.
• Dependent care assistance exclusion limit increased to $7,500 ($3,750 MFS).
• Child and dependent care tax credit: Applicable percentage increased to 50%, phased down at higher AGI levels.

Education Incentives

• New $1,700 federal credit for individual contributions to state-approved K-12 scholarship organizations.
• 529 account qualified expenses expanded; annual limit for K-12 expenses increased to $20,000.

Community Development

• Opportunity Zones: Designations and benefits made permanent, with decennial re-designation, expanded reporting, and new rural opportunity funds.
• Low-Income Housing and New Markets Tax Credits: Both made permanent, with enhancements.

Charitable, Nonprofit & Estate Rules

Above-the-Line Charitable Deduction
Increased to $1,000 ($2,000 joint) and made permanent.

Charitable Deduction Floors
0.5% floor imposed for individuals and 1% for corporations, with carryforward rules.

Excise Tax and Compensation

• Graduated excise tax rates on private college endowments, with expanded definitions of investment income.
• Tax on excess compensation: Definition of covered employees expanded to include any employee or former employee ever covered after 2016.

Energy, Crypto & Other Miscellaneous Updates

Clean Energy Credits
Credits for clean vehicles, alternative fuel property, energy-efficient home improvements, residential clean energy, and others are terminated earlier than under prior law.

Restrictions on Foreign Ownership
Several energy credits denied to specified foreign entities and foreign-influenced entities.

Phase-Outs and Modifications
Clean fuel production credit extended through 2029 but limited to fuels from U.S., Mexico, or Canada feedstocks; negative emission rates generally prohibited except for animal manure fuels.

Other Notable Provisions

Trump Accounts
New tax-advantaged accounts for children under 18, with a $5,000 annual contribution limit and a $1,000 government-funded pilot for newborns (2025–2028).

Reporting Thresholds
1099-MISC/NEC threshold increased to $2,000, indexed for inflation; de minimis threshold for third-party network transactions restored to $20,000/200 transactions.

Litigation Financing Tax
Proposed tax on litigation financing contracts was removed from the final law.

Crypto Reporting
IRS reporting requirements for DeFi digital asset brokers repealed; IRS prohibited from issuing similar rules in the future.

Procedural and Effective Dates
Most provisions take effect for tax years beginning after December 31, 2024, or December 31, 2025, with some exceptions for specific credits, deductions, and reporting requirements.

The Bottom Line

This new law is dense and far-reaching. While some changes bring permanent certainty (like the individual tax rates and business expensing), others have ticking clocks, with phase-outs and special deductions set to expire in a few years. Taxpayers should review these changes carefully and consult their tax advisors to assess the impact on their specific circumstances and to plan accordingly for the new law’s various effective dates and transitional provisions.

Next Steps

It’s a great time to review your tax planning. Let us help you understand how these changes could impact you and create a strategy to make the most of the new rules. Contact us online or call 215-723-4881.