1099 vs W-2 for Physicians: A Tax Planning Guide

Dr. Patel has two attending offers in front of her. The hospital W-2 pays $320,000 with full benefits. The private group 1099 pays $385,000 with none. Her recruiter says one is "simpler." Her co-resident says the other is "better for taxes." Neither of them has done the math.

For most physicians willing to engage proactive year round tax planning (we cover the quarterly payments side of this in our guide to Quarterly Tax Payments for 1099 Physicians, a 1099 arrangement creates significantly more leverage: more deductions, much larger retirement contribution capacity, more flexible entity structures, and access to the Qualified Business Income deduction in scenarios where it would otherwise be lost. It also comes with the full self employment tax, no employer benefits, and quarterly estimated payments to manage.

The right answer depends on your specific numbers. Below is the framework a year-round planning process walks you through, the 2026 figures that drive the math (post-OBBBA), and a worked side by side that shows where Dr. Patel actually lands.

In This Blog

• How the IRS Sees 1099 vs W-2

• The 2026 Self Employment Tax Math

• The Deductions 1099 Physicians Get and W-2 Physicians Miss

• Retirement Contribution Capacity in 2026

• The QBI Deduction for Physicians in 2026

• The Breakeven Premium: How Much More Does a 1099 Rate Need to Pay?

• Why Your State of Residence Changes the Math

• The Transition Year Trap

• Real Estate Planning: Brief and Honest

• When W-2 Actually Wins

• Dr. Patel's Side by Side, with Numbers

• What to Do Before You Sign

• FAQs

How the IRS Sees 1099 vs W-2

W-2 Employment

You are an employee. The hospital or group does the heavy lifting:

• Federal income tax, Social Security, and Medicare are withheld from each paycheck

• Your employer pays half of your Social Security and Medicare tax (7.65%) on top of your salary

• You typically receive a benefits package: health insurance, retirement plan access, malpractice coverage, paid time off, sometimes a CME stipend

• Annual wages report on Form W-2

The Catch: unreimbursed work expenses are not deductible on your federal return.

The Tax Cuts and Jobs Act eliminated that deduction, and the One Big Beautiful Bill Act (OBBBA), signed in July 2025, made the change permanent.

CME, dues, licensing, the home office you charted in at 11pm: none of it lands on your federal return. A handful of states still allow it on the state return.

1099 Employment

You are an independent contractor. The IRS treats you as self employed:

• You receive your gross contracted rate with no withholding

• The hospital or group pays none of your Social Security or Medicare tax

• They typically do not provide benefits (no employer sponsored health insurance, no employer retirement contributions, no paid time off, often no employer malpractice)

• Annual payments report on Form 1099-NEC

You owe all your own income tax through quarterly estimated payments, plus the full 15.3% self employment tax on net earnings up to the Social Security wage base, plus Medicare on everything above it. You file Schedule C (or report through an S corporation), Schedule SE, and possibly Form 8995 for the QBI deduction.

In exchange, you unlock a much wider set of deductions, retirement contribution structures, and entity planning options. That is the trade.

The 2026 Self Employment Tax Math

This is the part of the math that decides whether the 1099 premium actually holds up.

For 2026:

• Social Security portion: 12.4% on net SE earnings up to the Social Security wage base of $184,500

• Medicare portion: 2.9% on all net SE earnings, no cap

• Additional Medicare tax: 0.9% on earnings above $200,000 (single) or $250,000 (married filing jointly), no cap

A W-2 physician earning $400,000 only feels half of the Social Security and Medicare tax on their paystub. The employer absorbs the other half. The same physician earning $400,000 as a 1099 pays both halves out of pocket.

Two things soften the blow:

• The employer equivalent half of your SE tax (effectively 7.65% on 92.35% of net SE income) is deductible as an adjustment to income on your 1040.

• Once net SE earnings cross $184,500, the 12.4% Social Security portion stops. Above the wage base, your marginal SE tax rate drops sharply to just Medicare plus any additional Medicare tax.

Most of the SE tax pain lands in the first $184,500. Above that ceiling, the gap between W-2 and 1099 narrows considerably. We cover how to actually pay these taxes through the year (safe harbors, quarterly mechanics, multi-state coordination) in the linked guide above.

The Deductions 1099 Physicians Get and W-2 Physicians Miss

As a 1099 physician, business expenses come off the top before the SE tax calculation. As a W-2 physician, the same expenses are nondeductible on your federal return. Same dollar spent, very different tax outcome.

The categories that come up most often for physicians:

• Continuing medical education: Conference registration, course materials, board review programs, online learning subscriptions

• Licensing, board certification, DEA fees: State medical license renewals, specialty board fees, DEA registration

• Professional dues and memberships: State medical society, specialty society, hospital staff dues if not reimbursed

• Malpractice insurance premiums: Deductible when you carry your own policy

• Health insurance premiums: The self-employed health insurance deduction allows you to deduct premiums for yourself, your spouse, and dependents, subject to specific rules

• Professional liability tail coverage: When purchased independently

• Travel for business purposes: Mileage, lodging, and meals tied to locums shifts, conferences, or assignments outside your tax home (the tax-home rules are nuanced and worth understanding before claiming significant travel deductions, which we cover in Tax Home & Travel/Lodging Deductibility.

• Home office: When a portion of your home is used regularly and exclusively for business activities such as charting, billing, or telehealth

• Medical equipment, software, and supplies: Items you purchase to perform your work

• Phone, internet, and other business utilities: A reasonable business use portion

Every one of these is straightforward on Schedule C. None are available to a W-2 physician on the federal return.

One note on records. Deductions live or die on documentation. The IRS expects contemporaneous records: receipts, mileage logs, a clear business purpose for each expense. A proper planning process builds these systems so you are not piecing it together in March.

Retirement Contribution Capacity in 2026

If you only read one section for the actual tax math, make it this one. This is where most of the 1099 advantage lives.

What a W-2 Physician Can Contribute

A W-2 physician with access to an employer 401(k) or 403(b):

• Employee deferral: $24,500 in 2026

• Catch up (ages 50-59 or 64+): additional $8,000, for a total of $32,500

• Enhanced catch-up (ages 60-63): additional $11,250, for a total of $35,750

• Employer match: whatever your plan offers, subject to overall limits

The total combined annual additions limit for 2026 is $72,000 (or $80,000 with standard catch up, or $83,250 with enhanced catch up). Most W-2 physicians never reach that ceiling because employer matching is typically a few percentage points of salary, not 25%.

What a 1099 Physician Can Contribute

A 1099 physician operating as a sole proprietor or single member LLC can set up a Solo 401(k):

• Employee deferral: same $24,500 base, plus catch up amounts as above

• Employer profit sharing: up to 25% of net SE earnings (after the deductible half of SE tax)

• Total annual additions limit: $72,000 in 2026 (or up to $83,250 with catch up)

You are both the employee and the employer. You can capture the full $72,000+ combined limit without depending on what an outside employer offers. A physician earning $300,000 in 1099 income can plausibly shelter $60,000 to $70,000 a year through this structure. For a full walkthrough of setting up the account, funding it correctly, and avoiding the most common pitfalls during a W-2 to 1099 transition, see Solo 401(k) Setup for 1099 Physicians.

The SEP IRA is another option (2026 limit: lesser of 25% of compensation or $72,000, with a compensation cap of $360,000). Most physicians get more out of a Solo 401(k): higher effective contributions at moderate income levels, more flexibility, and it does not block backdoor Roth IRA planning the way a SEP IRA does.

Cash balance plans can layer on top of a Solo 401(k) for higher earning 1099 physicians. Contributions can run from tens of thousands to well over $200,000 a year depending on age and income. More complex setup, ongoing actuarial administration, and the breakeven is worth running before you commit.

The QBI Deduction for Physicians in 2026

The Qualified Business Income deduction under Section 199A lets owners of pass through businesses deduct up to 20% of qualified business income. OBBBA made it permanent and adjusted the 2026 income thresholds. The complication for physicians: medicine is a Specified Service Trade or Business (SSTB), which triggers an income based phase out.

2026 SSTB Phase Out Thresholds

Single Filers	Phase in begins at $201,775. Full phase out at $276,775.
Married Filing Jointly	Phase in begins at $403,550. Full phase out at $553,550.

Below the phase in threshold you get the full 20%. Inside the phase out range the deduction shrinks proportionally. Above the upper threshold the SSTB deduction is zero.

Most full time attending physicians earning attending level income phase out entirely. The QBI deduction becomes accessible mainly when:

• You are part time or early career (first partial year as an attending)

• You have large deductible retirement contributions that pull taxable income below the threshold

• Your household has non-SSTB income (rental real estate, non-medical business income) that does not trigger the SSTB rules
  

New for 2026: if your QBI exceeds $1,000 and you materially participate, you get a $400 minimum deduction even when the standard calculation zeroes out.

The leverage point: a large Solo 401(k) plus cash balance plan contribution can sometimes pull taxable income below the SSTB threshold and restore a meaningful QBI deduction. This is the kind of multi-account modeling worth running before December 31, not in April.

The Breakeven Premium: How Much More Does a 1099 Rate Need to Pay?

A rough rule of thumb, to be refined against your specific numbers:

A 1099 rate typically needs to clear a 15% to 25% premium over the equivalent W-2 base salary before lost benefits and the full SE tax burden, just to break even. Above that premium, the 1099 starts winning. Below it, the W-2 wins.

What drives the spread within that range:

• Quality of the W-2 benefits. A hospital with a 10% 401(k) match, fully subsidized family health insurance, employer-paid malpractice, a 457(b) on top of a 403(b), generous CME stipend, and meaningful PTO might require a 1099 to clear closer to 25-30% just to break even.

• Your retirement contribution capacity. If you have the cash flow to fully fund a Solo 401(k) (and possibly a cash balance plan), the 1099 retirement leverage compresses the breakeven premium meaningfully. A W-2 with only an employer match cannot match that capacity.

• Your state of residence. No income tax states change the math materially (covered in the next section).

• Your filing status and spouse's income. A joint filer with QBI-eligibility scenarios picks up additional 1099 leverage that a single high earner cannot access.

The takeaway: do not evaluate a 1099 offer at face value against a W-2 base. Always model the breakeven before you sign.

Why Your State of Residence Changes the Math

A meaningful share of physicians taking 1099 work end up in no income tax states (Florida, Texas, Tennessee, and a few others) because the post tax outcome is meaningfully better there. The SE tax math is the same federally, but the offset differs by state.

In a state with income tax:

A W-2 employee gets state income tax withheld with the same deduction architecture you might expect.

A 1099 physician deducts SE tax, business expenses, and retirement contributions against both federal and state income, picking up state level savings on top of federal.

In a no income tax state:

A W-2 employee gets no state savings either way

A 1099 physician still gets the federal deduction stack, but the absence of state tax means the comparison between 1099 and W-2 turns purely on federal mechanics. The breakeven premium tends to look more favorable to 1099 in these states.

States with their own quirks worth flagging:

California	High top bracket rates, does not conform to federal QBI, and has aggressive residency tail rules. The 1099 advantage is bigger here in absolute dollars but California also taxes pass through entities and disallows the QBI deduction entirely at the state level.
New York and New Jersey	Convenience of employer rules can catch telemedicine 1099 physicians off guard
Tennessee, Texas, Florida, Nevada, Wyoming, South Dakota, Washington, Alaska	No state income tax. The federal only comparison applies.

Run the math against your specific state before you sign anything.

The Transition Year Trap

Your first calendar year as an attending is unusual, and it catches more new attendings off guard than any other tax issue.

You earned a resident or fellow salary for part of the year, an attending salary or 1099 income for the rest, and possibly:

• A taxable sign on bonus

• Taxable relocation assistance

• Taxable student loan repayment assistance

• A mid-year change in state of residence

• A mid-year shift from W-2 to 1099 if your job structure changed

The most common problems:

• Under with holding from the attending portion. Hospital payroll often defaults to standard W-4 withholding, which dramatically underestimates the tax on a physician income. You can end up owing $20,000 or more in April with an underpayment penalty on top.

• Missed quarterly payments on the 1099 portion. If you started 1099 work mid-year, the IRS expects estimated payments by the next quarterly due date. Missing them triggers penalty interest.

• Multi-state filing. Moving from a residency state to an attending state mid-year creates part-year resident returns in both states, with income sourcing rules that are not intuitive.

• Sign on bonus tax surprise. A $50,000 sign on bonus typically has flat 22% federal withholding plus state. At your attending marginal rate that is significant under withholding. The shortfall hits at filing time.

The fix is engaging tax planning before your start date, not after. That planning can:

• Adjust your W-4 to capture the right withholding from day one

• Calculate the first year quarterly estimated payments for any 1099 income

• Plan around the sign on, relocation, and loan repayment timing

• File the multi-state returns correctly
  

This is the single most underrated reason to have a tax team in place before you start attending work.

Real Estate Planning: Brief and Honest

Real estate is one of the most discussed tax planning topics in physician finance circles, and there is a lot of bad information out there. The short version:

• Cost segregation, the short term rental (STR) loophole, and certain working interests in oil and gas are available regardless of W-2 vs 1099 status. They are not 1099 exclusive. They have their own technical requirements and pitfalls, and we cover them properly in our real estate pillar.

• Real Estate Professional Status (REPS) is the most misrepresented planning tool in physician focused content. If you are a full-time practicing physician, qualifying personally is essentially impossible. The IRS requires more than 750 hours of material participation in real property trades or businesses AND more than half of all your personal services during the year in real property trades or businesses. A practicing physician cannot pass the "more than half" test.

The realistic path in physician households is the non-physician spouse qualifying, with joint filing. The spouse has to genuinely meet the rules, with documentation. The IRS audits REPS claims aggressively. Anyone telling you that "as a physician you can qualify for REPS" is glossing over the actual rules.

The point: real estate can be part of your planning, but it does not determine whether 1099 wins over W-2. The 1099 advantage is its own thing, on its own merits.

When W-2 Actually Wins

Any tax planning team that pushes 1099 universally is pattern matching, not planning. W-2 employment is often the better call when:

• The benefits package is genuinely generous. Some hospital systems offer employer 401(k) matches in the 6% to 10% range, fully subsidized health insurance for the whole family, robust disability and life insurance, a 457(b) on top of a 403(b), and substantial CME stipends. The dollar value of those benefits can exceed the 1099 planning leverage.

• You are pursuing Public Service Loan Forgiveness. PSLF eligibility requires W-2 employment at a qualifying nonprofit or government employer. A 1099 arrangement disqualifies you from PSLF for that work, full stop. For physicians with large federal student loan balances pursuing PSLF, this consideration can dwarf any tax planning advantage.

• You are working part time or in a lower income arrangement. At lower income levels, the QBI deduction is available to W-2 households too (indirectly, through spouse business income), and the administrative burden of self-employment may not be worth the tax savings.

• You strongly prefer simplicity. 1099 work means quarterly estimated payments, a Schedule C, business bookkeeping, and ongoing planning conversations. If those tasks would create stress that affects your clinical work or quality of life, the math has to account for that.

• Your specialty or geography offers limited 1099 options. In some markets, the best clinical opportunities are W-2 only, and chasing a 1099 arrangement means a worse practice fit.

The best answer is always the one that matches your specific situation. That is what proactive, year round tax planning is for.

Dr. Patel's Side by Side, with Numbers

Back to Dr. Patel. Finishing residency in June, starting attending work in August. Two offers in the same specialty in the same metro area.

Offer A: W-2 Hospital Employee

Gross wages	$320,000
Pre-tax 401(k) employee deferral	$24,500
Employer 401(k) match	Roughly $12,800 (4% of base)
Health insurance	Employer paid for the family
Malpractice	Employer provided

Available deductions: standard or itemized only, no unreimbursed business expense deduction on the federal return

Her household taxable income lands above the joint SSTB upper threshold, so the QBI deduction is zero.

Offer B: 1099 Private Group Contractor

Gross 1099 Income	$385,000
Estimated Business Deductions (CME, dues, licensing, home office, mileage, equipment)	$18,000
Self Employed Health Insurance Deduction (family coverage)	$14,000
Malpractice Premium	$12,000
Deductible Employer Equivalent Half of SE Tax	Roughly $11,800
Solo 401(k) (employee deferral + employer profit sharing)	Roughly $68,000

Net taxable income lands meaningfully below the gross. If Dr. Patel is married filing jointly with a spouse earning less, her household taxable income may land below the $553,550 SSTB upper threshold and she picks up a partial QBI deduction on top.

The Headline Numbers

The W-2 offer delivers about $320,000 in compensation plus benefits valued roughly $25,000 to $30,000 (match, health insurance, malpractice, PTO accrual). All in compensation: $345,000 to $350,000.

The 1099 offer delivers $385,000 gross. After paying her own benefits (health insurance $14,000, malpractice $12,000) and after losing the employer match (roughly $13,000 equivalent), her benefits equivalent net is around $346,000. On a flat comparison, the two are nearly identical.

The difference shows up on the tax return. The 1099 lets her shelter $68,000 in a Solo 401(k) versus roughly $37,000 combined employee + employer on the W-2 side. That extra $31,000 of pre-tax retirement contribution capacity is structural, not one time. It is available every year her income and the IRS limits hold up. Stack on the business deductions, the self employed health insurance deduction, and the possible partial QBI restoration, and 1099 pulls ahead.

If Dr. Patel were single instead of married, the QBI piece falls away and the math is closer. If her W-2 offer had a 10% employer match instead of 4%, the W-2 wins outright. The framework is what matters. Your numbers will look different.

What to Do Before You Sign

A short action list, in order:

1. Get the offer in writing with full benefit details. A 1099 rate alone tells you nothing. A W-2 base alone tells you nothing. You need the full compensation picture: malpractice tail coverage, retirement plan vesting, health insurance premiums and deductibles, PTO, CME stipend, sign on and relocation bonuses.

2. Run a side by side projection. A proper side by side models both scenarios using your actual income, state, filing status, and spouse's income. Generic online calculators do not cut it.

3. Understand your transition year. Adjust withholding, plan for quarterly payments if needed, time the sign on and relocation income, and map out the multi-state filing if you relocated.

4. Set up the right entity structure. For a 1099 physician, the question of sole proprietor versus single member LLC versus S corporation depends on your income level, your state, and your planning goals.

5. Engage tax planning before your start date, not after April 15. The decisions that move the needle (retirement plan design, entity election, quarterly estimated payments, deduction tracking, health insurance enrollment) all happen during the year, not at filing time.

Doc Wealth is a physician founded, physician exclusive tax planning, filing, and bookkeeping firm. Our elite team of Tax Attorneys, CPAs, and Enrolled Agents handles proactive, year round tax planning for physicians at every career stage, with prompt, dependable communication so you are never left waiting on an answer.

If you want a tax team that handles 1099 versus W-2 planning year round, book an intro call at docwealth.io.

FAQ

Is 1099 income always better than W-2 income for physicians?

No. 1099 gives you more deductions and more flexible retirement structures, but it also comes with the full self employment tax, the responsibility for your own benefits, and quarterly estimated payments. Whether 1099 actually wins depends on your gross rate, the W-2 benefits package, your retirement contribution capacity, your state, and your filing status. A tax planning team can model both before you sign.

How much will I owe in self employment tax as a 1099 physician in 2026?

For 2026, you owe 12.4% Social Security tax on the first $184,500 of net SE earnings, plus 2.9% Medicare on all net SE earnings, plus an additional 0.9% Medicare on earnings above $200,000 single or $250,000 married filing jointly. You deduct the employer equivalent half of SE tax as an adjustment to income. Once you cross the wage base, your marginal SE tax rate drops sharply.

What is the breakeven premium for a 1099 rate versus a W-2 base salary?

A rough rule of thumb is that a 1099 rate needs to clear a 15% to 25% premium over the equivalent W-2 base just to break even after lost benefits and the full SE tax burden. Above that premium, 1099 starts winning. The exact breakeven depends on the quality of the W-2 benefits, your retirement contribution capacity, your state, and your filing status. The math is worth running for your specific numbers.

Can I set up an S-Corp as a 1099 physicians?

Yes, and many high earning 1099 physicians do. An S corporation can lower your SE tax burden by letting you pay yourself a "reasonable" salary subject to payroll taxes and take the rest as distributions, which are not subject to SE tax. The IRS expects that salary to be genuinely reasonable for the work you do, and physicians get extra scrutiny. An S corp also adds payroll, additional filings, and administrative complexity. The breakeven analysis is worth running at your income level.

What is the Solo 401(k) contribution limit for a physician in 2026?

For 2026, the Solo 401(k) employee deferral is $24,500, with a catch up contribution of $8,000 for ages 50 to 59 and 64+, or $11,250 for ages 60 to 63. The employer profit sharing piece can be up to 25% of net SE earnings (after the deductible half of SE tax). Combined, the total annual additions limit is $72,000 in 2026, or $80,000 to $83,250 with catch-up contributions.

Why do most attending physicians not qualify for the QBI deduction?

Medicine is classified as a Specified Service Trade or Business (SSTB) under Section 199A. For 2026, the QBI deduction for SSTBs fully phases out at $276,775 single or $553,550 married filing jointly. Most full time attending physicians earn above the upper threshold, which wipes out the deduction. OBBBA made QBI permanent but did not change how medicine is classified.

Can a physician qualify for Real Estate Professional Status (REPS)?

If you are a full time practicing physician, qualifying personally is essentially impossible. The IRS requires more than 750 hours of material participation in real property trades or businesses AND more than half of all your personal services during the year in real property trades or businesses. A practicing physician cannot pass the "more than half" test. What is often possible is the non-physician spouse qualifying, with joint filing. The IRS audits REPS claims aggressively, so the records need to be airtight.

What happens to my taxes during the transition year from resident to attending?

Your first calendar year as an attending is unusual. You likely earned a resident or fellow salary for part of the year and an attending salary or 1099 income for the rest. Watch for underwithholding from the attending portion, multi-state filing if you relocated, the need for estimated tax payments if you have 1099 income, and the tax treatment of sign on bonuses, relocation stipends, and loan repayment assistance. Setting up tax planning before your start date is meaningfully better than figuring it out at filing time.

Does my state of residence change the 1099 vs W-2 calculation?

Yes, meaningfully. The federal SE tax math is the same everywhere, but the deduction stack on a 1099 also saves state income tax in states that have it. In no income tax states (Florida, Texas, Tennessee, Nevada, Wyoming, South Dakota, Washington, Alaska), the comparison turns purely on federal mechanics. California, New York, and New Jersey each have their own quirks (California disallows QBI at the state level, New York and New Jersey have convenience of employer rules that affect telemedicine). Run the math against your specific state.

Do I need a tax team if I am a 1099 physician?

Practically, yes. As a 1099 physician you have quarterly estimated payments to manage, Schedule C deductions to track, retirement plan contributions to time and document, an entity structure decision to make, and a QBI position to evaluate every year. Doing this well takes either a deep personal commitment to learning the rules or a tax team that handles it on your behalf.

What deductions can I take as a 1099 physician that are unavailable to W-2 physicians?

CME, licensing fees, board certification, DEA registration, professional dues and memberships, malpractice premiums, health insurance premiums (through the self employed health insurance deduction), business travel and mileage, home office, medical equipment and supplies, business use phone and internet, and most other ordinary and necessary business expenses. W-2 physicians cannot deduct most of these on their federal return. The Tax Cuts and Jobs Act eliminated the unreimbursed employee business expense deduction, and OBBBA made that change permanent.

What is the One Big Beautiful Bill Act (OBBBA) and how does it affect physicians?

The OBBBA, signed July 4, 2025, made several Tax Cuts and Jobs Act provisions permanent and modified others. For physicians evaluating 1099 versus W-2 status, the most relevant pieces are: it made the Section 199A QBI deduction permanent, it widened the QBI phase out ranges for 2026, it added a $400 minimum QBI deduction for qualifying taxpayers, and it made the elimination of unreimbursed employee business expenses for W-2 employees permanent.

The Bottom Line

The choice between 1099 and W-2 employment is one of the most consequential financial decisions you will make as a new attending, and it deserves more than a five minute conversation with a recruiter. For physicians willing to engage with proactive year round tax planning, a 1099 arrangement frequently delivers a materially better after tax outcome through expanded deductions, higher retirement contribution capacity, more flexible entity structures, and access to planning tools that do not exist on the W-2 side.

The trade offs are real. You pay the full self employment tax, secure your own benefits, manage quarterly estimated payments, and build the documentation systems. None of that is insurmountable with the right tax team.

The right answer depends on your specific numbers, your state, your family situation, your loan repayment plan, and your tolerance for administrative complexity. Run the math before you sign the contract, not after.

To talk through your specific numbers with a tax team that handles physician 1099 planning year round, book an intro call at docwealth.io.

This material is intended for educational and informational purposes only and does not constitute tax, legal, accounting, or financial advice. The content is general in nature and may not apply to your specific circumstances. Tax laws and financial regulations are subject to change and interpretation, and the application of these laws can vary based on individual situations. Before making any decisions, you should consult with a qualified tax advisor, legal counsel, or financial professional.

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