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Kent Gerhart has retired from his role as Director of Technologies after more than 35 years in the technology field and over two decades with Canon Capital Management Group. Since joining us in November 2000, Kent has been a steady presence behind the growth of our technology division, helping clients adapt as systems, security, and infrastructure evolved over the years. His career spans roles as a programmer, analyst, and consultant, as well as ownership of KenTech Information Systems, Inc., an experience that shaped his practical, client-first approach.

As he enters retirement, Kent is looking forward to a new and meaningful role as a part-time caretaker for his first grandchild while continuing to work part-time in his custom woodworking business.

Brent Snyder has been named our new Director of Technologies. He joined Canon Capital Management Group in October 2024, bringing more than 25 years of experience in technology and operations. Brent holds a B.A. from Temple University and is a graduate of the Fox School of Business. Brent continues to demonstrate the strong leadership, operational expertise, and customer-focused approach that our clients have come to expect.

Brent is active in the local community, serving on the boards of Harleysville Baseball and #IronDad23, a nonprofit supporting families in the Souderton Area School District. He lives in Souderton with his wife, Laurie, and their two sons.

We thank Kent Gerhart for his lasting contributions and look forward to continued growth and innovation under Brent Snyder’s leadership.

For many businesses, independent contractors remain an important part of the workforce. As we move into 2026, the rules themselves aren’t brand new but enforcement, reporting expectations, and misconceptions continue to trip up otherwise well-run companies. That’s where a strong payroll partner can make a meaningful difference.

When payroll is involved early and consistently, contractor compliance becomes a managed process rather than a year-end scramble.

Misclassification is still the biggest risk

Federal agencies continue to pay close attention to worker misclassification because it directly impacts payroll taxes, wage laws, and benefits eligibility. While business owners may think of classification as a legal or HR issue, payroll often sits at the center of the practical realities: how workers are paid, how often, and under what conditions.

From the payroll side, our role is to help clients pause before defaulting to a 1099 designation. We look at factors such as behavioral control, financial independence, and the overall nature of the working relationship. While payroll providers don’t “decide” classification in isolation, we help surface red flags early, before they become IRS or Department of Labor problems.

Threshold changes don’t eliminate responsibility

One notable change affecting 2026 reporting is the increased dollar threshold for certain 1099 filings, which rose from $600 to $2,000 for payments made after 2025. While that may reduce the number of forms issued, it does not reduce the importance of tracking contractor payments accurately throughout the year.

This is where payroll support matters. Even if a contractor ultimately falls below the reporting threshold, businesses still need proper documentation on file, including a completed W-9, accurate tax identification details, and clear payment categorization. Payroll systems are designed to track this information consistently, rather than relying on spreadsheets or memory in January.

Clearing up common misconceptions

Even in 2026, we continue to see a few persistent misunderstandings:

• “Payroll only handles employees.” In reality, our payroll teams manage contractor payments, W-9 collection, and year-end reporting.
• “If my bookkeeper paid them, payroll doesn’t need to know.” Fragmented systems increase risk. Contractor payments should be visible and coordinated across accounting and payroll.
• “1099s are just a form we file at year-end.” By the time January arrives, any missing W-9s or classification issues are already problems.

A proactive payroll approach

When payroll is integrated into contractor management, businesses benefit from standardized onboarding, cleaner records, and fewer surprises. Our goal is to handle as much of the administrative burden as possible, so business owners can focus on operations, not compliance anxiety.

If you’re entering 2026 with a growing mix of employees and contractors, now is the right time to review how payroll supports that structure. A small adjustment today can prevent costly corrections later.

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.