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Baby season vs. busy season

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Having a second child wasn’t even in the cards for Erica Goode until she knew she was going to quit her accounting job.

Goode started her career at the Big Four before moving to corporate accounting. Instead of a busy tax season, she had a busy audit season, so when she got pregnant with her first kid she requested a part-time schedule for when she returned from maternity leave. 

“I can do the math,” she said. “I realized that my kid was going to spend more of their waking hours with their daycare provider than they would with me, and I just wasn’t OK with that.” 

Her request was approved after some back-and-forth (flexible work schedules were not something her company at the time was accustomed to offering pre-pandemic), and Goode worked 32 hours a week, four days a week, with Fridays off to spend with her newborn. But not long after returning, she was offered a promotion to a director role that didn’t allow for a reduced schedule. Still, she accepted. 

Then she hit rock bottom. Raising an infant while in her new position left her burned out and depressed: “It was probably the lowest point in my career. It was awful. I didn’t feel good at anything.” 

“I always felt like I was dragging my kid behind me through work,” she said. “I couldn’t even fathom having a second child because I felt like I was not excelling at either being an employee or being a mother, and I like to do things excellently.”

“One day, my husband, who’s also a CPA, brought up the idea, ‘If you quit your job, could we have another kid?'” she recalled. “And it wasn’t until the thought of quitting my job that growing our family felt like something we could actually do.”

So that’s what they did. Goode took a demotion to her previous role, she and her husband worked out their finances, she had their second child and worked a reduced schedule for a year before handing in her resignation to be a full-time, stay-at-home mom. 

After two years, she started her own practice. Now, living in Idaho, she works 15 hours a week — Mondays, Tuesdays and Thursdays while her kids are in school — offering fractional CFO, bookkeeping and tax planning services to 10 clients. 

Not alone
Goode is one of many accountants whose plans to start a family were put on hold or rescheduled to accommodate the profession and its busy seasons. 

In June, Logan Graf, a CPA and firm owner based in Texas, made a post on social media that spotlighted this trend: “This is how toxic public accounting is: We feel the need to time the birth of our children around busy seasons. I’m guilty of this. It’s messed up. I’m not letting busy season dictate when I can have another child anymore.”

Graf wrote the post after his wife had a miscarriage as they were trying for their third child, which they planned to have in the summer following tax season. 

“I think we need to recognize that this is toxic, and the way we’re thinking about it is toxic,” Graf said. “We can choose to think about it differently without virtue signaling and try to create more boundaries for ourselves and ultimately our clients and our employers.”

His post struck a nerve. Over 100 accounting professionals responded across Twitter and LinkedIn shared similar stories of how they had also planned their pregnancies around busy season deadlines, how they had returned to work sooner than they wished, how they were fired or penalized by employers for taking time off for their children’s births, how finding work-life balance in the accounting profession can feel near-impossible at times. 

Goode was one of those respondents. She wasn’t surprised to see how many had experienced similar pressures and done the same as her.

“Collectively, we do a really good job of faking it and everybody looks like they’re doing fine, and I was the same. People would tell you that I looked fine, but I was really crumbling on the inside,” she said. “It was so relieving to feel like you’re not alone. But you also can’t openly talk about it because who are you going to talk about it with? The people in your work who either pay you or rely on you as a peer?”

“It’s something that everybody feels and few people talk about,” she said.

The problem
Planning personal milestones around your work schedule is often simply the most practical and logical decision; the accounting profession is by no means unusual in that regard. But this is the crux of the problem: Accountants are making the intimate, personal choice of pregnancy around antiquated aspects of the profession that experts say need to change anyway. 

Of the accountants who “timed it right,” many say they returned to the office sooner than they wished, or they worked remotely while on leave, because they feared falling behind in their career progression.

For example, after Jody Padar, from Wisconsin, had her first child, she returned to work part-time during the day and went to school for her master’s degree in tax at night: “I felt like if I stayed in this part-time mommy track I was going to lose out. I felt like I wasn’t going to be given the same opportunities.”

But despite any amount of planning, babies will come when they will. Two years later, Padar gave birth to her second child a month and a half prematurely. He stayed in the neonatal intensive care unity for six weeks, and she took another six weeks to care for him at home. But when she returned to the office in mid-June, she was fired immediately. She founded her own firm when her daughter was six and her son was four. She later sold that firm in 2020 and is now a speaker and author known as “The Radical CPA.”

Padar isn’t hesitant to admit that the chip on her shoulder is part of the reason why she — and many other women, she believes — is driven to innovation: “When you’re faced with all of that, you work 10X to get to the same place.”

For Sharon Perry, it took a cancer diagnosis to change her perspective on the profession. Perry, who lives in Canada, worked during tax season through all three of her maternity leaves. She changed firms with each pregnancy. After having her first child, she was put on probation when she returned to work. After her second, she was denied her annual raise. After her third, she lost certain work flexibilities that she had previously established. 

She left her last firm to start her own when her youngest was 15 months old. Then she got cancer. Bedridden for six months, she was forced to downsize her firm and let go of roughly three-quarters of her 1,000 clients. Now nearly a dozen surgeries later, she’s working 25 hours a week and making more now with her smaller client base than she did before. 

Perry’s theory on it all? “Firms need to start recognizing that their people come first,” she said. “I think maybe the top have lost perspective on life. Or maybe they’re out golfing and they’re forgetting the grueling hours that they put in, which was at a different time in society. The times have changed. Quality is more productive than quantity.”

The causes
The pressure to avoid having children during busy season reaches beyond CPAs. Rachel Anevski, founder of a human resources consulting agency in New Jersey, felt it when she was working at an accounting firm as an HR director. She planned to have her two children be born in May and August before the start of the second wave of tax returns. 

It’s ingrained in the profession, she said: “I knew over the years that every baby was born outside of tax season. No September-through-October babies, and no January-through-April babies.”

“No one ever said, ‘We encourage you to have babies where it’s not interrupting business,'” she clarified. “It was that your performance was based upon how many hours you put in. Everything is hour-driven.”

Anevski said the problem is multifaceted. First, the hours-based model for high performance is to blame: “Somebody that can take on more work in the same hours as someone that takes on longer work — you’re not comparing apples to apples all the time, because every client possesses their own specific issues. There are too many variables. You also can’t say that someone who works more hours is the more productive one because sometimes the person who works more hours is just slower.”

The profession’s staffing model needs reworking. “There’s a lack of succession planning, cross-training and development of people. It’s like having a baseball team and you only have one pitcher and no backup. That’s how a lot of these firms manage their clientele,” Anevski said.

It was the profession’s weakness in cross-training staff that Terra Scharf, a bookkeeper from Arkansas, felt when she had her firstborn. She tried to plan the birth for after tax season, but the baby arrived early on April 18. She stayed with her child in the NICU for two weeks, and clients came to the hospital to meet with her because there was simply no one else to do the work. With the birth of her second child, she was back in the office after only two weeks.

Heather Chappelle, director of HR at BMSS, an Accounting Today Best Firm to Work for in Alabama, highlighted another root of the problem: The leadership of accounting firms does not always practice what they preach.

“It’s one thing to say you can take off early and go to every basketball game that your son has, but when none of the partners do it, it makes you feel like you can’t actually do it,” Chappelle said. “The younger staff are definitely looking and watching, and when they see all the senior managers and partners sitting in their office for 60 hours a week and missing their kids’ stuff, it makes it hard to feel like you can take advantage of whatever the firm is doing.” 

That was the case for Isaac St. John from Michigan, while working at a Top 15 firm. “Even though the HR policies are there, people aren’t taking it because it’s perceived that it’ll take away from your ability to progress quickly,” he said. 

St. John was on the path to partner when he started his family. Both his children were born in February, and both years St. John apologized to his team partner for what felt like leaving them in the lurch.

“I started to realize that no one was really doing family life like I wanted to,” he said — so he left to start his own firm. 

Aaron Krafft from Indiana calls it “an unwritten rule to not take time off.” It dawned on him while working at the Big Four as a newlywed when he left work to have Valentine’s Day dinner with his wife. Afterward, he returned to the office to make up the hours but was reproached for having left at all.  

“I went through three busy seasons there, and it was blatantly obvious to me that the way I wanted to raise a family was just not going to be possible there,” he said. So Krafft left and started his own firm. He’s two for two on summer births and hates that tax season is the reason why. 

Similarly, Logan Allec from California married while working at a Big Four firm. It wasn’t easy, and that was enough for him to leave and start his own firm before having kids. 

“If I can’t even hack it with just being married, how am I going to hack it with kids? It’s just a recipe for divorce,” Allec said. “And I’ll probably offend some people out there, but at least for me, I could not see how I could be a good husband and father while working those kinds of hours.”

The repercussions
For firms, the consequence of this trend is losing out on innovative talent amid an ongoing labor shortage. Many accountants cited the need for more flexibility to start a family as a reason they founded their own firms. But the impact of the work pressures on the individual accountant can be profound too. 

Jackie Meyer had worked in the Big Four and then at a small firm before starting her own practice in Texas. When she started having kids (both planned and born in December), she was diagnosed with chronic fatigue, a medical condition that causes long-term extreme exhaustion and impacts concentration and short-term memory.

Though the causes of chronic fatigue aren’t well understood, Meyer says the start of her symptoms coincided after the birth of her first child when she was skipping lunches and working through the nights because it was the only time she could work undisturbed. 

“These are basic things that I think accountants tend to overlook all the time because they’re always prioritizing the work,” she said. 

Meyer said these habits were instilled into her. While starting out in the Big Four, she remembers once getting chewed out by a partner for taking a day off during the slow season for Lasik eye surgery, and “constantly competing with other staff members on who would stay the latest and who would show up the earliest.”

The solution
Making resources accessible is the first part of a multistep solution. Wiss, another Accounting Today Best Firm to Work For, based in New Jersey, is taking steps to do this: It uses software called LeaveLogic that helps employees confidentially plan their leaves by pulling together federal and state laws along with the company’s supplemental programming. 

The push to install the system came from its chief people officer Lauren Dunn’s own experience with pregnancy and understanding the feeling of not being ready to tell employers or HR yet, but still wanting to plan ahead.

Building a strong operations or HR department so accountants have support beyond their managers and partners is crucial too. “Ultimately, it’s about being transparent and being human, and communicating that,” Dunn said. 

Many firms have programs for new parents or people planning to start families, but getting accountants to actually utilize those programs and take the time off they want is the real challenge. That requires a greater change at the firm-wide level.

For one, the measure of success needs to shift away from the number of hours an accountant can clock. Wiss, for instance, has no minimum hour requirements, and redesigned its annual performance reviews around alternative measures of success such as collaboration, conscientiousness, attitude, professionalism, communication, IT and computer skills, and problem-solving. When looking to promote, in addition to reviews, they consider factors such as client relationships, business development, financial performance, strategic alignment and leadership potential.

Firm leadership must also play an active role in setting the tone. Wendy Edgar, Americas HR director at EY, points to the Big Four firm’s new global chief executive, Janet Truncale, as an example: “When you have leaders at the very top that also did this — Janet has had her children and done the work — it builds inside the culture. I don’t think it’s as hard for people to say, ‘I’m taking time off. I’m going to be with my family. I’m going to take my full parental leave,’ because they’re working for people that did that too and that was important to them.”

“The more companies that do it, the more it becomes societal,” Edgar added. “If everybody did more with time off, if everybody did more with wellbeing, then the work environment is stronger.” 

The final solution, and perhaps the tallest of orders, is mitigating the slam of busy season by managing client load and client expectations, and establishing processes to distribute the work of the crunch periods throughout the entire year. 

Until then, the pressures on individual accountants need to be alleviated to enable a sustainable work-life balance. This can be achieved by improving the staffing model “by cross-training, by recognizing that you need teams to understand certain clients, and then preparing for it and building strong boundaries,” Anevski said. 

But the hard truth is that some firms simply lack the bandwidth to install sweeping change, and the jury is still out on how quickly — or rather, how slowly — the ones that do have the bandwidth are doing it. 

Goode said that she sees change happening, but not quickly enough: “I don’t think they’re the Big Four yet. I don’t think they’re middle market. I think they’re smaller firms that are doing it right and they will slowly change the path.”

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House tax bill includes provision eliminating PCAOB

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The far-reaching tax legislation that passed early Thursday morning in the House included a provision that would transfer the responsibilities of the Public Company Accounting Oversight Board to the Securities and Exchange Commission, effectively eliminating the PCAOB.

The House Financial Services Committee passed a bill at the end of April that would transition the PCAOB’s responsibilities to the SEC within one year of enactment, and it was included as part of the overall tax package, which is now headed to the Senate

PCAOB chair Erica Williams has been speaking out against the proposal in recent weeks since the bill emerged unexpectedly in the House committee in late April only days before it passed. On Thursday, he reiterated her objections during a meeting of the PCAOB’s Standards and Emerging Issues Advisory Group.

“Like many of you, I am deeply troubled by legislation being considered in Congress to eliminate the PCAOB as we know it,” she said. “This policy idea is not new. It has been around for decades, since the PCAOB was first created in response to Enron, WorldCom and the other accounting scandals of the early 2000s that left devastation in their wake. In the more than 20 years since, the PCAOB, led by its expert staff, has made invaluable contributions to the safety and security of U.S. capital markets. Investors are better protected because of the PCAOB. Audit quality has improved because of the PCAOB.” 

Williams pointed out that she used to work for the SEC and is familiar with the agency. “The SEC was my professional home for 11 years,” she said. “I have deep admiration and respect for the incredible professional staff there. They are excellent at what they do. It is different from what we do here at the PCAOB. The unique experience and expertise built up by the PCAOB over decades cannot simply be cut and pasted without significant risk to investors at a time when markets are already volatile.”

She noted that the PCAOB has specific agreements with other audit regulators in countries around the world. “Getting an inspections program off the ground alone would take years,” she said. “It would require hiring hundreds of experienced inspectors and renegotiating agreements around the world, including in China, wasting time and money all while creating significant risk of fraud slipping through the cracks while no one is looking. Not to mention the disruption to enforcement around the world and potential loss of unmatched expertise built by [PCAOB chief auditor Barbara Vanich] and her team at a time when firms are relying on their support to implement new standards.I have said this before, and I will say it again any chance I get: every member of the PCAOB team plays a critical role in executing our mission of protecting investors on U.S. markets. And they are irreplaceable.”

SEC chairman Paul Atkins said at a conference this week that the SEC would be able to take over the tasks over the PCAOB, but would need the extra funding and staff provided under the bill.

“Congress outsourced those tasks to the PCAOB, and it’s up to Congress to decide where they should be housed,” he told reporters, according to Thomson Reuters. “And if they were decided to be merged into the SEC, I think we could handle it and be able to have enough people in the funding to accomplish it because, at least the way the bill is structured, they have thought about that.”

The SEC might also need to bring over staff from the PCAOB with the necessary experience. Atkins said under the bill “we could get the people who are at the PCAOB and be able to consolidate.”

However, a group of former PCAOB officials doubts the SEC could quickly take up those responsibilities and wrote a letter to the House committee, saying, “We are skeptical that the SEC could replicate the PCAOB’s expertise and infrastructure with similar positive results.”

The American Institute of CPAs has been watching the developments closely in recent months and AICPA president and CEO Mark Koziel said late last month, “We stand ready to assist policymakers as they consider potential changes to the regulatory infrastructure overseeing public company auditing.”

The AICPA had set auditing standards for public companies until the passage of the Sarbanes-Oxley Act of 2002 created the PCAOB in 2003 and still sets many assurance and attestation standards for private companies. The PCAOB has been working to update many of the older auditing standards it inherited from the AICPA, and former SEC chair Gary Gensler had encouraged the PCAOB and Williams to accelerate those efforts

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Is a fraud pandemic around the corner?

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Cycles are nothing new in the world of white-collar enforcement, which often impact the perceived importance of corporate governance processes. However, as we say in my other home country, “plus ça change, moins ça change” (the more things change, the more they stay the same!) 

Rules tighten in the aftermath of scandal or financial crisis, then loosen in the name of relaxing regulations that stifle innovation, economic growth or administrative priority shifts. Regulatory enforcement intensity waxes and wanes, but the importance of appropriate governance and controls remains critical to corporate well-being.

We now appear to be entering another familiar enforcement phase: a pullback in domestic focus, deeper scrutiny on specific areas, a lighter touch on corporate accountability and greater attention on foreign actors. While this is certainly not unprecedented, this environment raises important questions and challenges about corporate behavior, compliance resilience and the long-term risks of a less stringent enforcement environment.

Like a pandemic, fraud spreads silently at first — thriving in weak systems, exploiting human vulnerabilities and multiplying rapidly before anyone realizes the true scale of the contagion. Just as the Enron and WorldCom scandals in the early 2000s were preceded by a deregulatory boom and SOX was the response, the 2008 financial crisis followed years of unchecked risk-taking with the results we all saw. Today’s enforcement climate raises questions about whether we are once again setting the stage for the next wave of misconduct. And in order to have fraud, one needs opportunity, pressure and rationalization

Where the risk may surface first

Certain sectors are especially vulnerable in this type of environment. As well as the more traditionally targeted industries, new areas like crypto and digital assets,  which continue to develop ahead of clear regulatory frameworks, are particularly at risk. While high-profile prosecutions have taken place, certain new industry participants still operate in a regulatory gray zone, and investors lack many of the protections common in more mature financial markets.

Often overlooked, environmental claims also deserve attention. If enforcement around environmental disclosures and emissions standards weakens, it could create incentives for companies to exaggerate sustainability efforts or underreport risk. These actions often don’t attract immediate scrutiny — but they can lead to significant liability down the line.

Opportunity: The return of the light-touch era?

Recent developments suggest a clear change in tone from federal regulators. Penalties are being moderated in some cases, deferred prosecution agreements seem to have less teeth, and monitoring remedies may be refocused. While enforcement has not disappeared — nor is it likely to — its domestic focus appears to be narrowing. At the same time, there’s greater emphasis on foreign companies and overseas corruption and there are signals that foreign regulators, particularly in Europe, are willing to step in.

For today’s financial and compliance leaders — many of whom may not have been in senior roles during prior enforcement waves — this could seem like a reprieve. But it may also create blind spots. When rules seem less urgent or enforcement risk feels more distant, some organizations deprioritize the very controls and practices that help them navigate.

The past reminds us that such lulls can create fertile ground for misconduct, especially if companies start to believe that scrutiny is less likely, or consequences will be delayed.

Here’s a simple equation: Economic Pressure + Relaxed Oversight = Increased Fraud Risk.

At the same time, macroeconomic signals point to uncertainty. If economic headwinds intensify — especially with recessionary concerns, uncertainty around tariffs, extended and disrupted supply chains leading to margin compression — companies may feel increasing pressure to meet or maintain performance expectations. In such a climate, the line between aggressive accounting and earnings manipulation can start to blur and the need to gain market share may lead to bribes, among other malfeasance.

Misconduct in these environments rarely becomes visible right away. It builds quietly over time, often uncovered only years later during internal audits, in the aftermath of bankruptcies when performance was stretched to the breaking point, in the case of restatements, or as a result of a whistleblower. The risk may not be immediately visible — but it is cumulative and real.

The guardrails that remain

That said, several key safeguards are still intact — offering a measure of counterbalance even as federal enforcement evolves:

  • International enforcement continues to expand. Regulators abroad are increasingly assertive, particularly in Europe and Asia. U.S.-based companies operating globally are still subject to foreign anti-corruption laws and cross-border cooperation among authorities is increasing.
  • Domestically, state attorney generals can fill some of the gaps. Many AGs have a long history of stepping in — particularly in areas like health care fraud, consumer protection and investor rights. But these offices may lack the scale, budget and investigative horsepower of federal agencies.
  • Federal action continues in targeted areas. Enforcement efforts remain active in sectors like health care, particularly in cases involving government reimbursement fraud or improper billing practices. These cases suggest that federal oversight has not disappeared — just narrowed in focus.
  • Auditing standards are as demanding as ever. Despite other regulatory changes, public company auditors remain under pressure to detect fraud and report weaknesses. Regulatory expectations in this area have not been relaxed, and auditors are increasingly expected to identify red flags in financial statements.
  • Private litigation remains a meaningful deterrent. Shareholder lawsuits and class actions continue to hold companies accountable when disclosures fall short or risks are misrepresented. This legal pressure — driven by investors and plaintiffs’ attorneys rather than government — operates independently of political cycles.
  • Whistleblowers are still protected and can be highly incentivized. Tipsters have played a key role in uncovering many recent frauds, and protections for whistleblowers remain strong. In a lower-enforcement climate, their role becomes even more important.

Compliance programs: Relevance beyond enforcement

Many organizations have made real strides in strengthening internal compliance programs over the past decade — driven by regulatory pressure, investor expectations and reputational concerns. Even in a less stringent enforcement environment, these investments remain vital.

First, reputational risk and public accountability haven’t faded. In fact, social media and stakeholder activism make it easier than ever for ethical lapses to attract attention — even without government involvement.

Second, mergers and acquisitions continue to present risk. Acquiring entities are often held responsible for inherited compliance failures. Robust internal controls, due diligence and risk assessments are essential for identifying hidden liabilities before they become public problems.

Finally, even in the absence of immediate enforcement, forward-thinking organizations understand that compliance isn’t just about staying out of trouble. It’s about building sustainable operations, maintaining trust with stakeholders, establishing a reputation of integrity and anticipating risk — not reacting to it.

A moment to be proactive

As enforcement priorities shift, the temptation to loosen internal controls or scale back compliance efforts and investments may be tempting. But this moment is not one for complacency. If history is any guide (and it usually is), misconduct that begins under light scrutiny tends to end under a more intense spotlight — often years later.

Strong compliance programs can stop the spread of fraud before it takes hold, building organizational immunity through vigilance, accountability and early detection. This is a time to take stock:

  • Are controls over financial reporting keeping pace with business complexity and the evolving new risks created by change in policies, and geopolitical uncertainty identified?
  • Are new risks — especially in fast-evolving unregulated sectors — being properly identified, assessed and mitigated?
  • Are compliance programs appropriately resourced and empowered to act?

These are the questions worth asking now, before risk has a chance to compound.
The enforcement cycle may be reprioritized, but risk itself hasn’t gone anywhere. Economic pressures, evolving industries and shifting regulatory priorities all create new vulnerabilities. And while some external guardrails remain in place, they are no substitute for proactive, internal risk management.

Those who treat this moment as a time to reinforce — rather than retreat from — strong compliance will be better positioned to navigate whatever comes next. Because while enforcement climates may rise and fall, the consequences of ethical failure are always significant, often lasting — and sometimes, fatal.

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Trump tax bill faces Senate’s arcane rules, desire for changes

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The Republican legislative balancing act now shifts to the Senate.

Senate Majority Leader John Thune (R-South Dakota) said this week House Republicans would like to see as few changes as possible to the sweeping tax and spending package (H.R. 1) the House passed by a single vote this morning. But he was quick to add that the Senate will have its say as it aims to get the massive reconciliation package a step closer to becoming law.

“The Senate will have its imprint on it,” said Thune.

Indeed, GOP senators have their own demands, and the package will have to survive the chamber’s complex rules — a historically time-consuming process.

Byrd Rule issues

The reconciliation process allows tax and spending legislation to pass with a simple majority, but the bill still needs to survive the Byrd Rule — named after the late Sen. Robert Byrd (D-West Virginia), known for his mastery of parliamentary procedure. It prevents lawmakers from tucking non-budgetary provisions into the legislation.

“The committees are working closely to try and identify potential Byrd problems ahead of time,” Thune said.

The Senate parliamentarian makes calls on challenges against provisions in the bill and whether they survive the “Byrd Bath.” Democrats plan to aggressively use the rule to challenge items they believe don’t satisfy the Byrd standard. Once the package makes it to the floor, senators will be prepared for a marathon vote-a-rama on amendments.

GOP senators hope the advance work will help keep the measure moving, but a look at the history of the chamber’s experience with big bills shows it will likely be a lengthy process.

For the reconciliation bills enacted since 1980, the time between adoption of a budget resolution and enactment of the reconciliation bill ranges from 28 to 385 days, with a 152-day average, according to the Congressional Research Service. The Senate passed the Democrats’ 2022 sweeping reconciliation legislation with changes roughly nine months after the House passed it.

Independence Day target

“It will take longer than expected just because it is arduous and it’s designed to be that way,” Sen. Mike Rounds (R-South Dakota) said. “It would be great to get it out before the Fourth of July break.”

Majority Whip John Barrasso (R-Wyoming) said the Senate Finance Committee has been meeting since last summer and “have some ideas that may or may not be in the House bill.” Barrasso said he’ll work with every member of his conference, calling Trump and Vice President JD Vance persuasive members of the whip team as well.

Congress didn’t clear Republicans’ 2017 tax overhaul until December of that year, Barrasso said, but this bill faces a tighter deadline because it includes a debt ceiling hike. The borrowing limit could hit as soon as August.

Sen. John Hoeven (R-North Dakota) said the message to Senate Republicans right now is to work with committees of jurisdiction.

“Whatever committee you’re on, work with your chairman on your committee, is really where we’re at,” Hoeven said.

Thune originally proposed moving the measure in two parts, but Trump wants his agenda rolled into a single package, which the House dubbed “The One Big Beautiful Bill Act.” Sen. Ron Johnson (R-Wisconsin) is still advocating for the previous approach.

Asked when the Senate could get it done, Johnson said, “We are so far away from an acceptable bill, it’s hard to say.”

“I think we could move very quickly if we split it into two.”

Next steps

If the Senate amends the reconciliation legislation, the House would need to vote on the amended legislation or they would need to be reconciled in a conference committee. That’s likely to lead to more challenges, given the tight margins in the House.

Rep. Chip Roy (R-Texas), one of the most vocal conservative hardliners who ended up supporting the bill, acknowledged Senate changes are coming and suggested tough negotiations lie ahead between the chambers.

“We’ll give them some flexibility, they gotta work their will, but somewhere between us and the Senate and the White House, there’s gonna be some red lines and those will be public pretty soon,” Roy said.

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