This is exactly the kind of question I struggled with when I first started my freelance writing LLC! After reading through all these responses, I want to emphasize something important that might get lost in the technical details: document your decision and be consistent. Whether you choose to use your SSN or EIN on the W-9, make sure you're using the same approach across all your tax documents and business dealings. I keep a simple spreadsheet tracking which TIN I used for each client's W-9, so when 1099s come in at year-end, I can easily match them up with my records. Also, don't stress too much about making the "perfect" choice - both options are valid for single-member LLCs in most cases. The key is being consistent and making sure your tax preparer (or tax software) knows which approach you're taking so everything flows correctly to your Schedule C. One last tip: save copies of all your W-9s! They're helpful reference documents when you're doing your taxes and can help resolve any discrepancies if they arise.

Great question! I went through this same confusion when I started my single-member LLC for graphic design work. After dealing with the headache of conflicting advice online, I ended up consulting with a CPA who clarified everything for me. The bottom line is that since you're a disregarded entity (which most single-member LLCs are by default), the IRS wants to see your SSN on the W-9 because that's what ties to your personal tax return where you'll report the LLC income on Schedule C. However, you absolutely should put your LLC's business name on Line 2 of the W-9 form. Here's what I learned the hard way: using your EIN when you should use your SSN can actually create problems down the road. The IRS computer systems expect certain TINs to match certain entity types, and mismatches can trigger correspondence or delays. That said, if you have a specific business reason to use your EIN (like you want to keep your SSN more private), you can do so, but just make sure you're consistent across ALL your business dealings - bank accounts, other tax forms, state registrations, etc. One practical tip: whatever you choose, keep a master document listing which TIN you used for each client. It'll save you time and confusion when 1099s start arriving in January!

This has been such an enlightening discussion! As someone who's been working in healthcare for about 5 years now, I wanted to share a few additional resources that have helped me navigate the uniform expense situation. First, don't overlook credit card rewards programs specifically designed for healthcare workers. Some cards offer bonus cash back or points for purchases at medical supply stores, and several scrub retailers are included in these categories. I've been able to earn back about 3-5% on my uniform purchases this way, which helps offset the fact that we can't deduct them anymore. Also, if you work at a large hospital system, check if they have partnerships with uniform rental services. Some facilities offer this as an alternative to purchase - you essentially "lease" your scrubs and the company handles all the washing and replacement. The cost is usually deducted pre-tax from your paycheck, similar to how parking or transit benefits work. One more thing - keep an eye on your state legislature. Several states have introduced bills specifically to restore uniform deductions for essential workers post-COVID. While most haven't passed yet, the conversation is happening at the state level even if federal law hasn't changed. Thanks to everyone who shared their experiences and tips - this is exactly the kind of practical information that's so hard to find elsewhere!

As a tax professional who specializes in healthcare worker returns, I wanted to add some important context about employer reimbursement programs that might help maximize what you can recover. Many healthcare facilities have multiple reimbursement buckets that employees don't know about. Beyond the standard uniform reimbursement, check if your employer has separate funds for: - New employee startup costs (sometimes a one-time higher reimbursement for your initial scrub purchase) - Safety equipment (if you need specialized footwear or other protective gear) - Continuing education reimbursement that might cover uniform costs for required training rotations Also, when submitting for reimbursement, be very detailed in your documentation. Instead of just submitting a receipt for "scrubs - $200," itemize everything: "Required navy blue scrubs per employee handbook section 4.2 - tops (3) $90, pants (3) $75, required non-slip shoes $35." The more you can tie expenses to specific workplace requirements, the better your chances of full reimbursement. One strategy I've seen work well: if your employer only reimburses a percentage, ask if they'll consider a higher rate for new employees or if there's an appeal process for the reimbursement percentage. Some facilities have discretionary funds for cases where the standard reimbursement creates financial hardship. The key is being your own advocate and really understanding what programs exist beyond the basic uniform allowance most people know about.

One thing nobody mentioned yet - the income limits for AOTC are $90,000 if single or $180,000 if married filing jointly for the full credit. It starts phasing out at $80,000/$160,000. Just mentioning in case you get a big raise or something while you're still in school!

Great question! I went through this same confusion a few years ago. The "first 4 years" for AOTC refers to your academic progress toward your first bachelor's degree, not calendar years. Since you're at sophomore level after 2.5 calendar years, you should still be eligible for several more years. The IRS generally follows how your school classifies your academic standing (freshman, sophomore, junior, senior). As long as you haven't completed what your institution considers to be 4 full academic years of coursework toward your degree, you can still claim the credit. Just make sure you're enrolled at least half-time in a degree program and meet the income requirements ($80K-$90K phase-out for single filers). Your 1098-T form from your school will show your enrollment status. Since you're paying out of pocket, this credit could save you up to $2,500 per year - definitely worth claiming while you're still eligible!

Great question! I had the exact same confusion when I first started my Roth IRA. The key thing to understand is that the "paying taxes upfront" part happens through your regular paycheck withholding or when you file your annual tax return - not when you actually deposit money into the Roth IRA account. So that $325 you deposited was already taxed when you earned it (through payroll taxes or estimated payments). The Roth IRA doesn't take any additional taxes out - you get to invest the full amount. The tax advantage comes later when you withdraw in retirement and pay zero taxes on both your contributions AND all the growth. One tip: Make sure you're keeping track of your contributions for your own records, even though you don't need to report them as deductions on your tax return. This will be helpful years down the road when you start making withdrawals and need to distinguish between contributions (which can be withdrawn penalty-free anytime) and earnings (which have restrictions until age 59½).

As someone who works in tax preparation, I want to emphasize how important it is to understand the annual contribution limits for Roth IRAs. For 2025, you can contribute up to $7,000 if you're under 50 ($8,000 if you're 50 or older with the catch-up contribution). Since you mentioned you're just starting with $325, you have plenty of room to contribute more throughout the year if your budget allows. Many people don't realize they can contribute for the previous tax year up until the tax filing deadline (usually April 15th), so you actually have flexibility in timing your contributions. Also, since you're using Robinhood, make sure to invest that money rather than just letting it sit as cash in the account. The tax advantages of a Roth IRA only really pay off if your money is actually growing through investments over the long term!

Welcome to the community and great question! This is definitely a common source of confusion for non-profit employees. Just to add one more perspective to this excellent discussion thread: As others have correctly pointed out, you should use the business mileage rate (67 cents for 2025) since you're a paid employee, not a volunteer. The charitable rate only applies to volunteers donating their time. However, I wanted to emphasize something that might get overlooked: make sure you're distinguishing between your regular commute (home to your main office) which is never deductible, and travel from your office to other work locations, or direct travel from home to temporary work sites that aren't your regular workplace. Only the business travel beyond your normal commute would potentially qualify. Also, keep in mind that even if your non-profit doesn't currently have a reimbursement policy, the IRS allows tax-free reimbursement up to the standard business rate. This means if you can convince them to start reimbursing, it won't be taxable income to you but will be a deductible business expense for the organization - truly a win-win situation. Good luck with tracking your mileage and hopefully getting your employer to implement a fair reimbursement policy!

This thread has been incredibly helpful! I'm in a similar situation working at a small arts education non-profit, and like many others here, I was given outdated information during my hiring about keeping mileage records for tax deductions. What really stands out to me from this discussion is how widespread this issue seems to be across the non-profit sector. It sounds like many organizations haven't updated their policies or employee guidance since the 2017 tax law changes eliminated these deductions for regular employees. I've been tracking my mileage casually, but after reading through everyone's advice, I realize I need to be much more systematic about it - documenting each trip with date, purpose, destination, and mileage at the full business rate (67 cents) even though I can't currently deduct it. Having those detailed records will be crucial if I can convince our board to implement a reimbursement policy. The "revenue neutral" framing that several people mentioned seems like the key to making a successful case. Showing how mileage reimbursement actually benefits both the organization (tax deduction) and employees (tax-free reimbursement instead of absorbing costs we can't deduct) should make this an easier sell than I initially thought. Thanks to everyone who shared their experiences and strategies - this gives me confidence to approach our leadership about updating our outdated expense policies!