You Can’t Raise What You Didn’t Know: The Variance Doctrine – Houston Tax Attorneys


Our income tax system uses a self-reporting process. Taxpayers, in most cases, voluntarily file income tax returns. The IRS can then evaluate the filings to determine whether they appear to be correct or warrant further investigation.

The IRS has developed a whole regime of forms to be used for this very purpose. Taxpayers who fill those out are, in theory, providing all of the information the IRS needs to evaluate whether the information reporte is correct.

The exception to this is for refund claims. Refund claims have a small box, consisting of a few lines, where taxpayers can write out an explanation for the basis of their refund claim. Despite only having a small box to write, the IRS takes the position that any theory not put forth in the small box means that the theory cannot be raised–at least that is the case when it comes to tax litigation.

So imagine that you filed a refund claim as you overpaid your taxes for a particular year and you want your money back. You do your best to fill out the small box that is provided for the “explanation.” Then after that, you discover additional facts that would have changed the text you put in the small box for the explanation. After bringing suit in tax court, the IRS moves to dismiss because the information that you did not know at the time you filled in this small box on the amended return was not listed in the small box.

This is the situation in the Salta v

This is the situation in the Salta v. United States, No. 24-254 (2d Cir. Oct. 6, 2025) case. The appeals court was tasked with deciding whether the information in the small box that was not known at the time had to be there for the litigation to proceed.

Facts & Procedural History

This case involves a common scenario–a foreclosure. In January 2015, the taxpayer-husband’s property in was in foreclosure. Rather than proceed through a lengthy foreclosure process, the taxpayer signed a deed-in-lieu-of-foreclosure arrangement. He transferred the deed to the mortgagee. In exchange, the mortgagee and loan servicer agreed to waive their rights to pursue a deficiency judgment against him.

On their 2015 joint tax return, the couple reported $113,087 in cancellation-of-indebtedness income from the discharge of the husband’s mortgage debt. They paid the tax on this income. Years later, they filed a refund claim to request a refund from the IRS because they believed the cancellation-of-indebtedness income should have been taxable in 2017 rather than 2015.

The IRS denied their refund request. Romeo and Phyllis then filed a refund suit in federal district court. The government moved for summary judgment. The taxpayers cross-moved for summary judgment. At this point in the tax litigation, they raised a new argument. The January 2015 Relocation Agreement was never enforceable because the mortgagee never signed the documents. Furthermore, the loan servicer lacked power of attorney to act on the mortgagee’s behalf.

The district court granted summary judgment for the government. The court found that the variance doctrine barred the taxpayers from raising their unenforceability argument because they had not presented this theory in their administrative refund claims. That resulted in the current court opinion.

When Debt Forgiveness Creates Taxable Income

The tax code treats income from discharge of indebtedness as taxable income under Section 61(a)(11). This provision makes sense as a matter of tax policy. When a lender forgives debt, the borrower experiences an increase in wealth. The borrower no longer has an obligation to repay money that was previously owed.

The timing of when this income must be recognized matters for income tax purposes given that our income tax system follows a strict year by year measurement process. Recognizing income in the wrong year can affect the applicable tax rates, impact the availability of deductions and credits, etc. It can also affect the statute of limitations for assessment. Getting the year wrong means paying tax when you shouldn’t have to. Then you face the burden of fighting to get that money back.

The court have explained that debt discharge creates taxable income in the year the discharge occurs. But determining exactly when a debt is “discharged” for tax purposes isn’t always straightforward.

The general rule is that debt is viewed as having been discharged the moment it becomes clear that tbe debt will never have to be paid. Any identifiable event which fixes the certainty of the discharge may be taken into consideration. This standard focuses on certainty and identifiable events. A vague possibility that debt might not be collected often isn’t enough. The taxpayer has to show a specific moment when it became definite that the debt would not have to be repaid.

The appeals court in this case found that the January 201…

The appeals court in this case found that the January 2015 deed-in-lieu arrangement constituted an identifiable event discharging his mortgage debt. The Relocation Agreement and related documents showed that the mortgagee accepted the property “as full satisfaction for the amount owed on the mortgage loan.” The documents explicitly stated that the taxpayer’s consideration for the deed transfer included “the full cancellation of all debts . . . [and] obligations . . . secured by” the mortgage.

This seemed like a straightforward application of the rules. An identifiable event occurred in January 2015 that made it clear the taxpayer’s mortgage debt would never have to be paid. Therefore, it seemed like 2015 was the proper tax year for recognizing the cancellation-of-indebtedness income.

The Variance Doctrine: You Must Raise Every Argument Administratively

This brings us to the variance doctrine. This applies to refund claims that are litigated as tax refund claims.

Before bringing a refund suit in court, taxpayers have to first file an administrative claim for refund with the IRS. This requirement is in Section 7422(a) of the tax code. This is intended to give the IRS an opportunity to correct errors administratively, create a record of the claim, and, ultimately, define the scope of any later litigation.

The variance doctrine builds on this administrative exhaustion requirement. Under this doctrine, taxpayers may not raise different grounds in their refund suit than those they brought to the IRS in their administrative claim. The courts have explained this as thge taxpayer having to advance in the administrative proceeding any contention it wishes to pursue in court.

The courts have articulated several rationales for the variance doctrine. The Sixth Circuit explained in McDonnell v. United States, 180 F.3d 721 (6th Cir. 1999), that the purpose is “to prevent surprise, and to give the IRS adequate notice of the claim and its underlying facts so that it can make an administrative investigation and determination regarding the claim.”

This makes sense in most cases

This makes sense in most cases. The IRS shouldn’t have to defend against entirely new theories that appear for the first time in litigation that would change the outcome of the litigation. The IRS should have an opportunity to investigate and resolve claims administratively. But what about when the facts are not known to the taxpayer or the IRS? That is what this court case and this article is about.

The “Should Have Known” Trap

The taxpayer argued they couldn’t have raised the unenforceability theory in their administrative refund claims because they only discovered years later that the mortgagee never signed the documentation. They argued that this created an exception to the variance doctrine.

The appeals court rejected this argument on two grounds. First, the court noted that the taxpayers cited no legal authority establishing an exception to the variance doctrine where a taxpayer learns after filing a refund request that a private contract may have been unenforceable. The court stated it was “aware of none.”

Second, the court held that the taxpayers “knew or reasonably should have known the facts underlying their unenforceability theory back in January 2015.” The court based this conclusion on the face of the documents themselves. The Relocation Agreement had no place for the mortgagee to sign. When the husband signed the Agreement in Lieu of Foreclosure and the Terms of Release of Premises, it was allegedly “clear from the face of the documents that the mortgagee had not signed them.”

Moreover, the court opinion notes that the taxpayer-husband asserted that he didn’t learn until discovery in the refund action about the loan servicer’s “lack of a power of attorney” to act on the mortgagee’s behalf. This is not information that would be apparent from the face of the documents.

The court created an impossibly high standard

The court created an impossibly high standard, partciularly for unsophisticated taxpayers. The majority of homeowners dealing with mortgage servicers during a foreclosure would naturally assume the servicer has authority to act on behalf of the mortgagee. Homeowners don’t typically scrutinize signature blocks to determine whether their lender signed or only the servicer signed.

More fundamentally

More fundamentally, the absence of a signature line for the mortgagee doesn’t necessarily signal anything unusual. Many contracts are structured to be signed only by certain parties. The loan servicer’s signature might well have been sufficient if the servicer actually possessed proper authority.

Filing Kitchen-Sink Refund Claims

Consider a taxpayer who files a refund claim based on one good-faith theory supported by known facts. Later, during discovery or further investigation, new facts emerge that support a completely different and stronger argument. That taxpayer is stuck with the original theory. The better argument is barred by the variance doctrine because the taxpayer “should have known” the facts supporting it.

Given this case, to preserve all possible arguments, taxpayers have to consider filing administrative claims that raise every conceivable theory. This includes theories that seem speculative or unsupported by facts known at the time.

This forces taxpayers to recommend the filing of protective claims that read like litigation complaints. A refund claim might need to argue simultaneously that a contract was valid and enforceable (supporting one theory) while also arguing that the same contract was void and unenforceable (supporting another theory). These contradictory positions must both be asserted simply because the facts might develop either way.

Importantly, this approach negates the practical reasons for the variance doctrine. This approach wastes IRS resources and would not give the IRS easy to access information to decide whether to investigate the claim. The IRS has to evaluate and maybe investigate and respond to kitchen-sink claims rather than focusing on the taxpayer’s actual good-faith basis for the refund. This makes the identification of claims worthy of investigation even more difficult for the IRS, not less difficult.

The Takeaway

This case points out a trap for those filing refund claims when the facts are unknown. It shows that procedural doctrines can defeat substantive tax claims even when the taxpayer may be right on the merits. The court’s strict application of the variance doctrine combined with its “should have known” standard creates a nearly impossible burden for taxpayers who discover new facts after filing administrative refund claims.

The decision fundamentally changes how taxpayers have to approach refund claims and amended tax returns when dealing with IRS audits and adjustments. Filing a focused refund claim based on a single well-supported theory is no necessarily the route to go. Instead, one may need to consider filing comprehensive claims raising every conceivable argument regardless of how speculative those arguments may be. This prevents being barred from raising theories later if new facts emerge, even though this approach benefits neither taxpayers nor the IRS.

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Our tax laws usually look to various foundational definitions, such as units of property, activities, or even roles. When it comes to workers who receive compensation for their work, it is often the role that matters the most.

We see this in disputes over whether a contractor is really an employee for payroll tax purposes. We also see it in questions as to whether a business owner is an employee for the 2% shareholder for S corporations. There are numerous other examples in the tax law.

Most of these focus on the extremes, i.e., the person is an employee or the person is a contractor. But there is a middle ground. The person could be a statutory employee. While not all that common, it is often a much more tax favorable role than being an employee as they can deduct their work expenses just as an independent contractor could.

The recent Gil v. United States, No. 2:24-cv-00825 (E.D. Pa. 2025), provides an opportunity to consider the statutory employee rules. The case involves a financial advisor who sought to be classified as a statutory employee rather than a common law employee.

Facts & Procedural History

This case involves a financial advisor who had 35 years of experience. He worked his way through Prudential Securities, Wachovia, and finally Wells Fargo, where he remained for ten to fifteen years. Throughout his career, he performed identical duties at the same physical office while his employer’s name, business, etc. changed through corporate acquisitions.

At Wells Fargo, the taxpayer operated independently. He maintained his own client base, developed financial plans, and assisted with investments across multiple companies’ products. Paid exclusively through commissions with no earning cap, he controlled his income potential entirely through performance. Following the Covid-19 pandemic, he transitioned to primarily working from home, visiting the office only to collect mail or use equipment.

Despite this flexibility, Wells Fargo maintained some control. The taxpayer reported regularly to his branch manager, who conducted annual performance reviews and set performance goals. Wells Fargo monitored his Outlook calendar for client meetings and required him to complete annual continuing education courses selected and funded by the firm. The company could terminate the taxpayer without notice, and upon departure, his client list would become Wells Fargo property.

Wells Fargo provided the taxpayer with employee benefits including health insurance and 401(k) participation. The company covered office lease costs, supplied computers and printers, employed office assistants to support his work, and maintained a website featuring his contact information. While he paid for client entertainment and travel expenses, Wells Fargo offered an expense reimbursement program for financial advisors generating over one million dollars in revenue.

For both 2020 and 2021

For both 2020 and 2021, Wells Fargo issued the taxpayer Form W-2s reflecting his status as an “exempt employee” and withheld federal and state income taxes, Medicare, and Social Security taxes. The taxpayer had repeatedly requested reclassification as a statutory employee throughout his tenure, but Wells Fargo consistently denied these requests.

The taxpayer and his wife filed joint returns for 2020 an…

The taxpayer and his wife filed joint returns for 2020 and 2021, reporting his W-2 income on Schedule C forms and seeking refunds of $36,896 and $36,679 respectively. The IRS rejected these returns and imposed a $5,000 penalty for frivolous filing. After unsuccessful administrative appeals, the the taxpayer and spouse filed suit in federal district court. Both the government and taxpayer filed cross-motions for summary judgment as to statutory employee rules, which are often involved in payroll tax disputes and employee vs. contractor disputes.

The Tax Code Framework for Employee Classification

Section 3121(d) of the tax code sets out three distinct tests for determining employee status. These tests create separate pathways for classification. Each has different requirements and tax consequences.

The first test addresses corporate officers. Corporate officers are generally considered employees. The second test applies common-law rules to determine whether a traditional employer-employee relationship exists. The third test creates special categories of workers who, while not common-law employees, receive statutory employee treatment for employment tax purposes.

The classification framework operates as a hierarchy rather than overlapping categories. A worker can only fall into one classification, and the statute establishes a specific order of precedence. Corporate officers automatically qualify as employees under paragraph (1). Workers who don’t fit the corporate officer category but satisfy the common-law employee test become employees under paragraph (2). Only workers who fail both the corporate officer and common-law employee tests can potentially qualify as statutory employees under paragraph (3). Those that do not fit any of these provisions are independent contractors.

This leaves three categories of workers and the tax consequences of each:

  1. Corporate officers and common-law employees. They face the most restrictive tax treatment. They cannot deduct business expenses on Schedule C, which eliminates deductions for items like client entertainment, travel, professional development, and home office expenses. These workers also have payroll taxes withheld by their employers and cannot claim the business use of home deduction or depreciation on business equipment.
  2. Statutory employees. These workers occupy a unique middle ground that offers significant advantages. Like employees, they have payroll taxes withheld by their employers and don’t pay self-employment tax. However, like independent contractors, they can file Schedule C and deduct business expenses against their income. This hybrid status provides the security of employment tax treatment with the deduction benefits of contractor status.
  3. Independent contractors. These workers enjoy the most favorable tax position. They file Schedule C to report business income and can deduct all ordinary and necessary business expenses against that income. They pay self-employment tax on their net earnings but gain access to business deductions unavailable to employees. Independent contractors can also establish simplified employee pension plans and other retirement vehicles that provide additional tax benefits. There are numerous examples of those who qualify as independent contractors, but this is an area that the IRS frequently challenges.

We have covered cases on this site about employee vs

We have covered cases on this site about employee vs. independent contractor disputes, but we haven’t addressed the statutory employee rules. Since the rules start with the common-law employee analysis, we’ll start with a brief overview of the common-law employee rules.

What Makes Someone a Statutory Employee?

Statutory employees must satisfy three preliminary conditions. The contract of service must contemplate that substantially all services will be performed personally by the individual, the individual must lack substantial investment in work facilities (except transportation), and services must be part of a continuing relationship rather than a single transaction.

In addition to this, there are industry specific requirements that have to be met. The tax code identifies four specific categories of statutory employees:

  1. agent-drivers or commission-drivers distributing certain products,
  2. full-time life insurance salesmen,
  3. home workers performing services according to specifications on provided materials, and
  4. traveling or city salesmen soliciting orders for merchandise or supplies.

These categories target workers in industries where traditional employee-contractor distinctions don’t align well with actual working relationships. A full-time life insurance salesman, for example, might operate with significant autonomy while remaining economically dependent on a single insurance company.

Each statutory employee category has detailed requirements that have to be met. The regulations don’t simply describe job titles but focus on actual work activities and business relationships. A worker’s formal job description matters less than how they actually perform their duties and structure their business relationships.

The Full-Time Life Insurance Salesman Category

The full-time life insurance salesman category is at issue in this case. So we will use it as an example.

This category requires that the individual’s “entire or principal business activity” be “devoted to the solicitation of life insurance or annuity contracts, or both, primarily for one life insurance company.” This language creates multiple requirements that must all be satisfied.

The “entire or principal business activity” test means life insurance solicitation must dominate the worker’s professional efforts. Someone who splits time between insurance sales and other professional activities wouldn’t qualify. The regulation specifically excludes individuals who “devote only part time to the solicitation of life insurance contracts” while being “principally engaged in other endeavors.”

The “primarily for one life insurance company” requirement creates an exclusivity element. While the regulation doesn’t demand absolute exclusivity, it requires that the worker’s efforts be concentrated on one company’s products rather than distributed across multiple companies or product lines.

These requirements reflect Congress’s intent to capture workers genuinely dedicated to life insurance sales for a specific company, not generalist financial advisors who occasionally sell insurance products among many other financial instruments.

What About Diversified Financial Advisory Services?

The court applied the eight-factor common-law employee test. It found seven factors supported employee status.

As for the statutory employee issue, the court concluded that the taxpayer was not a statutory employee. This was based on a review of his responsibilities, which went beyond life insurance solicitation to include broad financial planning, investment advice, and portfolio diversification across multiple companies’ products.

The court found that the taxpayer “encouraged clients to diversify their investment portfolios and sold instruments from a variety of companies.” This diversification strategy, while sound financial advice, directly contradicted the regulatory requirement for concentration on one life insurance company’s products.

The taxpayer’s work pattern also failed the “entire or principal business activity” test. Life insurance and annuity sales represented only a portion of his comprehensive advisory services. His primary focus was holistic financial planning rather than specialized insurance product solicitation.

The language in the regulation for workers whose efforts are “devoted to” life insurance solicitation contemplates a level of specialization and focus that the taxpayer’s diversified practice couldn’t satisfy. His broad advisory role, while valuable to clients, simply didn’t fit the narrow statutory employee category.

The Takeaway

This case shows that workers cannot simply file Schedule C forms to claim statutory employee benefits when they’re actually employees. The underlying work relationship determines tax treatment, not the taxpayer’s preferred filing method. The case also shows that modern flexible work arrangements don’t automatically create statutory employee status, even for workers with significant autonomy over their schedules and clients. Qualifying as a statutory employee requires meeting very specific regulatory categories with detailed requirements, as illustrated by the narrow life insurance salesman rules that excluded this diversified financial advisor.

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