Opportunity Zones: Preparing for the Next Phase

Qualified Opportunity Funds (QOFs) were created under the Tax Cuts and Jobs Act of 2017 to allow investors to defer and potentially reduce capital gains taxes by investing in designated Qualified Opportunity Zones. These funds typically invest in real estate or businesses in economically distressed communities to encourage long-term economic growth. Investors may receive tax benefits, including the potential to avoid capital gains taxes on investment appreciation if certain IRS requirements are met.

2026 marks a significant turning point for the Opportunity Zone program. While many existing QOF investors will face mandatory recognition of deferred gains on December 31, 2026, recent legislative changes also extend the program beyond 2026 under revised rules. Understanding which framework applies is critical for both current and prospective Opportunity Zone investors.

Legacy Investments: The 2026 Inclusion Rule

For eligible gains deferred through a QOF investment made before January 1, 2027, the deferred gain generally must be recognized in the taxable year that includes the earlier of an inclusion event or December 31, 2026. If the investment is still held at the end of the 2026 tax year, the deferred gain generally will be reported on the investor’s 2026 tax return.

In general, the recognized gain for investments held through December 31, 2026 equals the excess of:

  • The lesser of:
    • the original deferred gain, or
    • the fair market value of the QOF investment on December 31, 2026

OVER

  • The investor’s adjusted basis (inclusive of related step up) in the investment

Accordingly, investment valuation may become important if the QOF interest has declined in value. A lower fair market value may reduce the amount of gain recognized. Investors should be aware of this rule and its potential benefit. This may be particularly relevant for illiquid or underperforming investments, provided the valuation is supported by a defensible appraisal.

Investors who continue to hold their existing QOF interest may still qualify for the long-term exclusion of post-investment appreciation after holding the investment for 10 years, provided the investment and the fund continue to meet the applicable requirements.   For legacy investments, this election generally must be made for a sale or exchange occurring on or before December 31, 2047.

New Rules for Post-2026 Investments

The Opportunity Zone program continues after 2026, but under a revised framework.

Most notably, instead of a fixed recognition date, deferred gain for post-2026 investments generally is recognized at the earliest of:

  • A sale or exchange;
  • Another inclusion event; or
  • Five years after the investment date.

Post-2026 investments generally also qualify for a 10% basis increase after a five-year holding period, with enhanced incentives for certain rural Opportunity Funds. The long-term exclusion of post-investment appreciation also continues; investments held at least 10 years may be stepped up to fair market value when sold.

Importantly, capital gains realized on or before December 31, 2026 may still qualify for the new regime if invested in a QOF on or after January 1, 2027, within the applicable 180-day investment period. This transition rule does not apply to gain recognized solely because of the mandatory 2026 inclusion, which cannot be re-deferred. Investors with gains realized late in 2026 may benefit from waiting until January 1, 2027 or later to invest, so that the investment falls under the new rules rather than the December 31, 2026 inclusion.

Conclusion

Existing QOF investors should begin planning for the December 31, 2026 inclusion event and consider whether valuation support, which some fund managers may provide, could affect the amount of gain recognized. For prospective investors, Opportunity Zone tax benefits remain available after 2026, but new investments generally follow a rolling five-year deferral regime rather than the original fixed static inclusion date.

Whether you are a current or prospective QOF investor, our team at Snyder Cohn can help you navigate the evolving rules and plan for the opportunities ahead.

By: Dustin Cutlip

 

Maryland FAMLI Is Coming: What Employers Need to Know

Maryland employers have some important decisions and deadlines approaching as the state prepares to launch its new Family and Medical Leave Insurance (FAMLI) program. While employees will not begin receiving benefits until 2028, employer responsibilities begin much sooner.

For businesses with employees working in Maryland, now is the time to understand the program, prepare for payroll and reporting requirements, and evaluate whether participating in Maryland’s State Plan, the state-administered FAMLI program funded through employer and employee contributions (The State Plan), or pursuing an approved private plan makes the most sense for your organization.

What Is Maryland FAMLI?

The program is designed to provide eligible Maryland workers with paid, job-protected leave when they need time away from work for certain family or medical reasons.

Beginning January 1, 2028, eligible employees may receive up to 12 weeks of paid leave annually, with benefits of up to $1,000 per week. Qualifying reasons include:

  • Welcoming a new child through birth, adoption or foster placement;
  • Caring for the employee’s own serious health condition;
  • Caring for a family member with a serious health condition; and
  • Addressing certain needs related to a family member’s military deployment.

Employees will need to have worked at least 680 hours in a Maryland-based position during the prior 12 months to be eligible for benefits.

Which Employers Are Impacted?

Generally, employers with at least one employee working in a position localized in Maryland will need to participate in FAMLI.

For 2027, the State Plan contribution rate is 0.9% of covered wages, up to the Social Security wage cap. For employers with 15 or more employees, the contribution is split equally between the employer and employee, 0.45% each. Employers with fewer than 15 total employees are not required to make an employer contribution, although they must collect and remit the applicable employee contribution. One important distinction: employer size is based on an organization’s total workforce, including employees outside Maryland, while FAMLI contributions apply to employees working in positions localized in Maryland.

Important Dates to Know

Employers should have the following dates on their radar:

  • Fall 2026: Registration with the FAMLI Division of the Maryland Department of Labor by Authorized Officer (identity verification required).
  • September 1–November 15, 2026: Employers considering a private plan can submit a Declaration of Intent (DOI). Employers that want to pursue a private plan and potentially avoid remitting 2027 contributions to the State should pay particular attention to this window.
  • January 1, 2027: Contributions begin. Employers participating in the State Plan will begin collecting required employee payroll deductions and accruing their employer contributions, if applicable.
  • April 30, 2027: First quarterly wage and hour report and contribution payment are due.
  • July 2027: Employers will begin providing required FAMLI notices to employees, six months before benefits become available.
  • October 1, 2027: Employers that submitted a Declaration of Intent must apply for approval of their private plan by this date.
  • January 1, 2028: FAMLI benefits become available to eligible employees.

Could a Private Plan Save Your Business Money?

Employers are not required to obtain FAMLI coverage through Maryland’s State Plan. Businesses may instead pursue an approved commercial insurance plan or, if eligible, a self-insured plan that provides benefits and protections at least equivalent to the State Plan.

For some employers, a private plan could potentially provide cost savings compared with the State Plan. Cost, however, is only one consideration. Employers may also want to compare administration, claims handling, employee experience, integration with existing benefits, and the responsibilities associated with maintaining a private plan.

Private plans are not automatically less expensive, so employers should obtain quotes and compare their options before making a decision.

For employers considering a private plan, timing is important. To avoid remitting contributions to the State during the 2027 seeding period, employers must submit a Declaration of Intent (DOI) between September 1 and November 15, 2026. As part of the DOI process, employers must consult with a licensed insurance agent or other qualifying insurance representative.

Submitting a DOI is the first step toward pursuing a private plan; it is not the private plan application itself. Private plan applications are expected to become available in summer 2027 and must be submitted by October 1, 2027.

For more information on private plan requirements visit the Maryland FAMLI website here.

What Should Employers Do Now?

Even though benefits are more than a year away, employers should begin planning for FAMLI now. This includes identifying which employees will be covered, estimating the potential cost of State Plan contributions, coordinating with payroll providers, and considering how FAMLI will interact with existing leave and disability benefits.

Most importantly, employers interested in a private plan should begin evaluating their options soon so they have enough time to make an informed decision before the November 15 deadline.

For more information refer to the MD FAMLI page at: https://paidleave.maryland.gov/.

By: Juli Canavan

Snyder Cohn Named One of the 2026 Best Accounting Firms to Work For!

Snyder Cohn has once again been named one of the 2026 Best Accounting Firms to Work For, marking the 8th time we have received this distinction. This annual list, created by Accounting Today and Best Companies Group, recognizes and honors the best employers in the accounting profession.

The list features 100 firms nationwide and is determined through a comprehensive two-part evaluation process. The first part reviews each firm’s workplace policies, practices, philosophy, systems, and demographics. The second part of the evaluation measures employee feedback through a survey designed to capture associates’ workplace experiences. The combined scores then determine the top firms and their rankings.

We are honored to receive this recognition once again and are grateful to our associates whose contributions help create a workplace culture where people feel valued, supported and empowered to succeed.

As we continue to grow, we remain committed to attracting exceptional talent. If you’re looking to build your career with an award-winning firm that invests in its people, we encourage both entry-level and experienced CPAs to explore opportunities with Snyder Cohn and become part of our future.

Promotions of 2026

We are excited to celebrate the promotions of three of our associates, effective July 1, 2026!

These promotions acknowledge the hard work, dedication, and professional growth each individual has demonstrated throughout their time at Snyder Cohn. Their commitment to delivering exceptional client service, exemplifying our firm’s values, and continuous learning and technical growth has led to this well-deserved recognition.  

Reaching this milestone is a significant accomplishment, and we are proud to recognize their achievements. Please join us in congratulating them and wishing them continued success in their new roles.

 

Investing in the Next Generation: A Guide to the New “Trump Accounts”

“Editor’s Note (Updated July 2, 2026): After this article was published, the IRS issued Rev. Proc. 2026-25, offering some limited gift tax relief. Many individual donors making cash contributions to these accounts can now claim the annual exclusion with no Form 709 required. However, it is an all-or-nothing consideration: if your total gifts to that child top the annual exclusion, or you otherwise have to file a gift tax return that year, the contribution automatically reverts to a future interest gift and loses its eligibility for the annual exclusion. Because that line is easy to cross, please reach out to your Snyder Cohn advisor before funding a Trump Account.”

A new tool for wealth transfer arrives this July by way of the newly created “Trump Accounts”. Eligible newborns may receive a $1,000 government seed contribution – a strong foundation for long-term compounding. However, families looking to contribute beyond that should understand the contribution limits, gift tax consequences, and year-end deadlines before funding any additional contributions.

What Is a Trump Account?

A Trump Account is a traditional IRA established for an eligible child. From account opening through December 31 of the year before the child turns 18, no distributions are permitted, with only four narrow exceptions (a qualified rollover to another Trump account, a qualified ABLE rollover in the year the beneficiary turns 17, correction of an excess contribution, or death of the beneficiary). Unlike a standard IRA, there is no option to take an early withdrawal subject to a 10% penalty during this period – distributions are barred outright until the account converts to a traditional IRA at age 18. Contributions during the growth period are not deductible. On January 1 of the year the child turns 18, the account transitions to standard traditional IRA rules.

Feature Growth Period (Birth–17) Post-Transition (Age 18+)
Distributions Strictly prohibited Standard IRA rules*
Deductibility Non-deductible Standard IRA rules*
Exceptions Narrow Standard IRA rules*

*Once the account transitions at age 18, it operates as a standard traditional IRA in the child’s name. Distributions become taxable as ordinary income except to the extent of basis (i.e. individual contributions already taxed), and the same 10% early withdrawal tax and exceptions that apply to any traditional IRA (including for higher education expenses and first-time home purchases (up to $10,000)) become available. These are not special Trump Account exceptions; they are the standard IRA rules. The account holder may continue making contributions, subject to normal IRA earned income requirements and annual contribution limits. Those contributions may be deductible depending on income and workplace plan coverage. Third-party contributions from parents or other family members are no longer permitted at that point.

The account holder may also be eligible for Roth conversions, potentially giving the child a significant head-start on building tax-free retirement savings well before their working years begin.

Who Is Eligible to Own a Trump Account and How Do You Open One?

Any child under 18 with a valid SSN qualifies, with no income limits. An authorized individual (a parent, legal guardian, adult sibling, or grandparent, in that priority order) opens the account by filing Form 4547. This can be done at any time before the child turns 18 and can be filed alongside your federal tax return or on its own—including after you’ve already filed, for example following the birth of an eligible child. The IRS has set up trumpaccounts.gov with filing details and additional resources.

Children born January 1, 2025–December 31, 2028, also qualify for the $1,000 government seed, which is elected separately on Part III, Line 7 of the same form. If you open the account first without electing the $1,000 contribution, you can still file Form 4547 again later to add that election, if the child still qualifies. The one-time limits that do apply: only one election to open an account is ever processed per child, and only one $1,000 pilot election is ever processed per child.

After filing, Treasury sends activation instructions to the person who filed, who must complete an authentication step before the account is usable. No contributions of any kind, including the $1,000 seed, can be made before July 4, 2026, regardless of when the form was filed.

Funding the Account

The aggregate annual contribution limit is $5,000 (2026–2027), and contributions must be made by December 31st each year. The $1,000 government seed contribution does not count toward this limit. This $5,000 limit applies to the account, not the individual donor. For example, if Grandma contributes $3,000 and Dad contributes $3,000, the account is over the limit. Exceeding it triggers a penalty of 100% of net income attributable to the excess without any de minimis exceptions.

Individual contributions (family, friends, the child) create basis and are returned tax-free upon distribution. Employer contributions under IRC §128 (up to $2,500 annually, excluded from gross income), government contributions, and all earnings carry no basis and are fully taxable upon distribution. Qualified general contributions from governments and 501(c)(3)s also carry no basis but do not count toward the $5,000 limit. Investments are restricted to non-leveraged S&P 500 or similar index funds with fees not exceeding 0.10%.  Note that if a fund’s expense ratio rises above that threshold after opening, the account could be disqualified; it is advisable to monitor this ratio periodically.

Gift Tax Considerations

Contributions to a Trump Account do not qualify for the annual gift tax exclusion. Because the child has no present right to the funds, these are considered “future interest gifts”. These types of gifts never qualify for the exclusion regardless of amount. Practically speaking, this means that any private contribution triggers a Form 709 (Gift Tax Return) filing requirement – separate from your regular 1040 – even if no tax is owed and even if the amount is below the annual exclusion threshold. The $1,000 government seed carries no gift tax consequence. These positions are supported by current guidance, though Treasury has not yet issued explicit regulatory guidance. Snyder Cohn will continue to monitor as final guidance is released.

A Note for Business Owners

Employers can directly contribute to the Trump Account of an employee or an employee’s dependent, making an IRC §128 program a meaningful employee benefit and retention tool. Contributions of up to $2,500 per employee annually are excluded from gross income but must be made through a formal written plan meeting non-discrimination and notification requirements. Also note, that any employer contribution is counted toward the $5,000 maximum contribution limit.

As you can see, there are many complications and restrictions surrounding Trump Accounts.  Be sure to consider all these factors when determining whether to open an account for your child. While 529 plans remain the gold standard for tax-free education savings, Trump Accounts offer a unique, long-term path to retirement by eventually transitioning into a traditional IRA. Snyder Cohn is here to help your family navigate these complexities, including how a Trump Account might fit alongside a 529 plan or other savings vehicles for your family.

By: Zane Sanchez

 

Navigating Nonprofit Revenue and Net Asset Challenges Before Your Audit

When we conduct nonprofit audit engagements, one area consistently leads to the most discussions: proper revenue recognition and net assets treatment. Even well‑run and sophisticated organizations can stumble over the nuances of donor restrictions and proper tracking.

In this article, we break down some essential steps every nonprofit should follow to improve revenue recognition and net asset treatment for a clean and speedy audit!

Step 1: Is it a contribution or program service revenue?

The first step is determining the nature of the funds received. The primary question is who receives the primary benefit from the transaction. Program service revenue arises when both parties exchange roughly equal value (think conference or training revenue), or the payor is acting as a contractor on behalf of a specific third party. Contribution revenue arises when the benefit flows to the general public or to beneficiaries who meet certain eligibility criteria. Getting this classification correct initially is key to everything that follows.

Step 2: Does the contribution include donor-imposed restrictions?

Once donations have been identified as contributions, there is further review needed to determine if the contribution contains donor-imposed restrictions. There are two types of donor-imposed restrictions: purpose and time. Funds that must be used for a specific program or activity have donor-imposed purpose restrictions.  Funds that are designated for a future period or are tied to a multi-year pledge have donor-imposed time restrictions.  These restrictions affect both revenue recognition and the timing of net asset releases.

Step 3: Are there donor-imposed conditions?

Some contributions come with conditions that must be met before the organization is entitled to these funds.  In these cases, revenue is recognized only after the condition is satisfied. Common examples include performance metrics or milestones tied to future payments.  A key reminder: routine reporting requirements are not conditions. There must be a substantive barrier to receiving the funds. Reimbursable grants would also fall under this category.

Step 4: Strengthen your net asset tracking

Once contributions are properly classified, the next challenge is tracking restrictions and releases. Strong internal processes make a difference. Best practices include maintaining a clear up-to-date net asset schedule; tracking expenditures by program or purpose; recording releases promptly and consistently. Good tracking reduces audit adjustments and improves transparency.

Step 5: Troubleshoot common issues

We frequently see the following challenges during our audits of non-profit clients:

  • Donor restricted donations recorded as unrestricted. This often happens when donor intent isn’t clearly documented or reviewed. Review every contribution/grant agreement carefully. Confirm whether restrictions or conditions exist before recording the revenue. If there is unclear or conflicting information in the agreements, reach out to the donor to clarify.
  • Improper tracking of releases from restrictions. Without a reliable system, it’s easy to lose sight of when funds should be reclassified. Implement a robust internal tracking method. A consistent, ongoing process for monitoring restrictions and releases is essential.
  • Overlooking time restrictions. Contributions receivable can carry timing stipulations that get missed. Analyze year‑end contributions receivable. This helps ensure any time restrictions are properly identified.
  • Insufficient donor documentation. Lack of written donor support can lead to misclassification and audit challenges.
  • Board‑designated net assets. These are still considered net assets without donor restriction, even though the board has earmarked them for specific purposes. The additions and releases of these should be tracked in the same way as donor restricted net assets.
  • Donor Advised Fund (DAF) contributions. Most DAF distributions are without donor restriction because the sponsoring organization, not the individual donor, retains legal control once the funds are contributed.

Step 6: When in doubt, reach out early

If you’re unsure how to classify or record a contribution, connect with your auditors before the audit begins. Early conversations help resolve gray areas, ensure proper documentation, and lead to smoother and more timely audit engagements.

By: Rachel Zutshi

 

Maximize Your Retirement Savings: The SECURE 2.0 “Super Catch-Up” Is Here

As we enter the 2026 tax year, new provisions from the SECURE 2.0 Act have officially taken flight. The Act introduces significant enhancements to retirement plan contributions, most notably the new “Super Catch-Up” provision for 401(k) and 403(b) plans. These changes present valuable opportunities for individuals nearing retirement and important compliance considerations for employers and plan sponsors.

Whether you are looking to accelerate your personal savings or ensuring your company’s plan remains compliant and competitive, understanding these new limits is essential.

The “Super Catch-Up”: Expanded Limits for Ages 60–63

Historically, individuals age 50 and older have been eligible to make “catch-up” contributions to their retirement accounts above the standard deferral limit. Beginning in 2025, SECURE 2.0 creates a new, higher catch-up limit specifically for individuals who attain age 60, 61, 62, or 63 during the taxable year.

For 2026, the contribution limits are as follows:

Contribution Type Age 49 & Under Age 50–59 & 64+ Age 60–63
2026 Base Deferral $24,500 $24,500 $24,500
2026 Catch-Up Limit

(Including Super Catch-up)

 N/A $8,000 $11,250
Total Potential Deferral $24,500 $32,500 $35,750

Note: The Super Catch-Up replaces the standard catch-up for individuals age 60–63; it is not an additional amount on top of the standard catch-up. Once you reach age 64, your limit reverts to the standard age-50+ amount ($8,000 for 2026).

Mandatory Roth Catch-Up Contributions for High Earners

Effective January 1, 2026, SECURE 2.0 requires that ALL catch-up contributions (including both the $8,000 Age 50+ catch-up and new Super Catch-Up amounts) must be made on a Roth (after-tax) basis for “high-earning employees”.

  • Who it affects: W-2 employees whose FICA wages exceeded $150,000 in the preceding tax year (indexed for inflation). These individuals are classified as “high-earning employees” for the purpose of the mandatory Roth catch-up rule.
  • Who it excludes:
    • Partners or self-employed individuals (those with K-1 or Schedule C income), as they do not have FICA wages. These individuals may continue to make catch-up contributions on a pre-tax or Roth basis, regardless of income.
    • This mandatory Roth requirement does not impact SEP or SIMPLE IRA plans, which are exempt from this specific provision of SECURE 2.0.
  • The “Roth or Nothing” Rule: If your plan does not currently offer a Roth feature, high-earning employees (over the $150k threshold) will be prohibited from making any catch-up contributions until a Roth option is added to the plan.

While high earners are often phased out of contributing to a Roth IRA, there are no such income limits for a Roth 401(k). If your plan offers a Roth component, you are eligible to use it. We recommend consulting a financial advisor to determine how this mandatory after-tax contribution impacts your overall tax strategy.

Action Steps

 For Individuals:

  • Confirm your eligibility: If you attain age 60 through 63 in 2026, you may contribute an additional $3,250 (the Super Catch-up) above the standard catch-up limit.
  • Review 2025 W-2, Box 3 wages: If your FICA wages exceed $150,000, ensure your 2026 catch-up contributions are directed to the Roth portion of your plan.

For Employers & Plan Sponsors:

  • Update plan documents: Amend your plan to accommodate the increased Super Catch-Up limits.
  • Coordinate with payroll: Identify employees subject to the Roth catch-up requirement and ensure proper tax treatment of their contributions.
  • Ensure Roth option availability: If your plan does not currently offer a Roth feature, high-earning employees will be unable to make catch-up contributions until a Roth option is added.

Snyder Cohn is available to work with your plan administrator, conduct employee eligibility reviews, and assist with compliance for these new requirements. Please contact your Snyder Cohn advisor for guidance tailored to your specific situation.

By: Zane Sanchez

 

Tax Payments Go Digital: Key IRS Changes for Tax Year 2025

As we kick off the 2026 calendar year, several federal administrative changes are affecting how taxpayers receive refunds and remit tax payments. To help ensure your filings and payments remain timely and accurate, we have summarized the most important updates below.

Phase-Out of Federal Paper Checks

Effective September 30, 2025, the federal government has discontinued issuing paper checks for most federal tax refunds. Direct deposit is now the standard method for receiving refunds. As a result, you may be asked by your tax preparer or the IRS to provide or confirm bank account information to facilitate direct deposit while completing your tax return.

In addition, the Treasury is in the process of phasing out its acceptance of incoming paper checks. Given these changes, we recommend using secure federal payment portals whenever possible: either using the IRS.gov/pay site for one-time payments or creating an account with the IRS through ID.me for individuals and EFTPS.gov for trusts and businesses. These platforms provide immediate confirmation for your records and eliminate reliance on postal processing. This shift aligns with new federal mandates, reduces the risk of lost or stolen mail, and generally results in faster posting of payments and refunds.

Electronic Payment Requirements for Trustees

Trustees should be aware that the IRS now requires federal tax payments for trusts to be made through the Electronic Federal Tax Payment System (EFTPS). Unlike other electronic payment options, EFTPS requires a formal enrollment process to verify the entity’s identity. Once enrolled, please keep in mind that EFTPS payments must be scheduled by 8:00 p.m. ET at least one calendar day before the tax due date to be considered timely.

  • Action required: Enroll the trust at EFTPS.gov. For EFTPS enrollment, trusts are treated as a “Business” and should select that option under “Enroll me as”
  • PIN process: After enrolling online, the IRS will mail a physical Personal Identification Number (PIN) to the address of record.
  • Timing considerations: The PIN is sent via standard mail and typically arrives within 7 to 10 business days. Payments cannot be made until the PIN is received and the account is fully activated; we would encourage you to enroll as soon as possible.
  • Lost PIN: If you have misplaced your EFTPS PIN, contact EFTPS at 1-800-555-4477. After identity verification, EFTPS can process a payment by phone and will mail a replacement PIN.

Important Note on USPS Postmarking

The U.S. Postal Service has changed certain operational practices, and local post offices may no longer apply same-day postmarks. To ensure payments and other time-sensitive filings are legally recognized as mailed ahead of the tax deadline, we recommend using the electronic payment options offered by the IRS and many states.  If a paper mailing is required, you should use Certified Mail so that you receive a confirmation receipt to prove that it was timely mailed.

The IRS is not alone in mandating electronic payments as many states have adopted similar programs.  Hopefully, this will help combat various types of fraud and keep data more secure.  We encourage you to enroll in these IRS programs soon to avoid any future delays in payments or refunds. If you have questions about these new requirements or need assistance with EFTPS enrollment, please contact your Snyder Cohn advisor.

 

by: Zane Sanchez

Congratulations to Joe and Dustin!

Snyder Cohn, PC is pleased to announce that Joe Bishop and Dustin Cutlip are now principals at the firm!

Joe Bishop has built a strong reputation at Snyder Cohn for his thoughtful approach to client service and his commitment to quality. He has provided audit, accounting, and tax services to clients in the emerging technology, rental real estate, and nonprofit industries, among others. Joe plays an important role in overseeing engagement teams and ensuring the overall quality of audit, accounting, and tax services delivered to clients. As a principal, Joe looks forward to continuing to support clients while helping teams grow and succeed.

Joe earned a Bachelor of Science degree in Accounting from Rutgers University and a Master of Science degree in Accounting and Financial Management from University of Maryland University College. He is a Certified Public Accountant and a member of the American Institute of Certified Public Accountants.

Dustin Cutlip has more than 13 years of public accounting experience, specializing in partnership taxation with deep expertise in the real estate industry. He works closely with business owners and high-net-worth individuals on tax compliance and consulting matters and is known for his practical, solutions-oriented approach. His experience also includes due diligence related to property acquisitions and dispositions, helping clients evaluate tax implications, structure transactions effectively, and manage risk. As a principal, Dustin is committed to strengthening client relationships while supporting the continued growth and development of the firm and its people.

Dustin earned a Bachelor of Business Administration degree in Finance and a Master of Science degree in Accountancy from Marshall University. He is a Certified Public Accountant and a member of the American Institute of Certified Public Accountants.