Since I am a full-time W2 contractor employee, my ability to offset W-2 income with these passive losses is limited.

@Dave Foster Thank you...

As to the 1031, he needs to contact a Qualified Intermediary (like @Dave Foster), before going any further so he can learn the rules before the closing.

Their will be more options for WFH but it won't be 100% of the time for 100% of employees.

Just look at PPP, EIDL, employer tax deferrals and everything else 2020 that was implemented half-baked and keeps changing, often in defiance of common sense.Bottom lineAs it stand today, the employee receives a very small and very short-term interest-free loan.The employer receives no savings, huge compliance headaches and is possibly left holding the bag in the end.Hard pass.

The meetups really help with the connections to foster those relationships.

I know this is an older thread, but I wanted to chime in.Assuming we're all talking about contracted cleaning companies (no employer-employee relationship, in which chase employment law may come into play), I think a distinction needs to be made between terminating a contractual relationship as a course of business and firing a contractor for cause.Terminating a contractual relationship when there's no malice--just a desire to change contractors to someone who will fit your needs better--is rarely an emotionally charged event.

We live in a desert and the water employee thought nothing of saying that a rental of mine with a $300 water bill for one month had a water meter that hadn’t stopped spinning in 45 days....what did they think we were doing with the water suddenly?)

and for his employees and the going rate for the overhead mark up on labor and materials (10%?

Are there any large companies near you based outside of the US that may have employees traveling.