The "One Big Beautiful Bill Act" (OBBBA) is introducing significant changes for the 2026 W-2 and Form 1099, including as a higher 1099 reporting threshold and new reporting codes for tips and overtime on the W-2 form. Your compliance efforts must include these improvements. The modifications will affect both the independent contractor protocol and your payroll taxes.
There are more than 900 pages of both temporary and permanent provisions in the One Big Beautiful Bill Act (OBBBA). Organizations across the country have been affected by this. Employers must record on an employee's Form W-2 the total amount of cash and non-monetary tips they have received, along with the employee's occupation. It doesn't stop there. Similarly, companies and other payers who issue Forms 1099 to tipped contractors must include the recipient's occupation and the designated tips on the Form 1099.
The OBBB Act directs the IRS to include this new deduction and mandatory occupation listing into the relevant income tax withholding procedures and tax forms.
Regarding what needs to be done with these IRS reforms, employers and employees face numerous difficulties and uncertainty. The modifications and compliance initiatives that must be implemented in order to prevent fines, penalties, and criminal penalties will be covered in this course.
Why should you attend this:
IRS has provided draft documents to prepare Employers on the list of changes that have to be in place for 2026. They have also provided changes to some of the requirements due for 2025, which has confused about which requirements supersede. We will provide a step-by-step approach to ensuring compliance based on the IRS requirements. We will also offer resources that will help mitigate some of the challenges for 2025 and beyond.
Areas covered in the session:
Who should attend this:
Margie Faulk is a senior-level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, and Non-profit sectors. Margie has provided small to large businesses with risk management strategies that protect companies and reduce potential workplace fines and penalties from violations of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulatory requirements.
Margie holds a professional human resources certification (PHR) from the HR Certification Institute (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
