Service clarifies position on employer payments to relocation service companies.

• Author: Schell, Wayne M.

Employers often hire relocation services companies (RSCs) to purchase, then sell, the homes of employees being transferred to new job locations. Rev. Rul. 2005-74 provided guidance on whether to treat such transactions as (1) a single sale of the residence from the employee to a third-party buyer or (2) two separate sales transactions--a sale of the residence to an RSC (acting as the employer's agent) and a sale by the RSC to a third party. In right of an unfavorable decision in Amdahl Corp., 108 TC 507 (1997), the ruling helps to clarify the Service's evolving position.

Amdahl Corp.

In Amdahl, the IRS's position was that there were two sales transactions. It unsuccessfully argued that the residence was first sold to the employer, then sold by the employer to the third-party purchaser. It further contended that the employer's payments to the RSC were for capital assets (purchase of the residence) and, thus, not deductible as ordinary and necessary business expenses.

Facts: In the case, the employer contracted with an RSC to assist in selling employees' residences. The RSC first made an employee an offer for the home, based on an average of two independent appraisals. Employees could then use the RSC to sell their homes in one of two ways. One was an assigned sale, under which an employee attempted to market the residence. If the employee received a bona fide offer from a third party that exceeded the RSC's offer, he or she could accept it and assign the contract to the RSC. The RSC would handle the remaining details of the transaction and pay any closing costs.

If the employee did not obtain an acceptable third-party offer, he or she could transact a regular sale through the RSC. In a regular sale, the employee accepted the RSC's offer, and the RSC paid him or her the value of the equity in the home. In addition, the RSC paid the cost of maintaining the residence until a third party purchased the property, including mortgage and property tax expenses (although the employee continued to be legally responsibility for those items). The employer paid a fee to the RSC, and reimbursed it for any expenses and losses associated with maintaining and selling the property. Any gain on the sale by the RSC, however, was assigned to the employee.

On acceptance of the RSC'S offer, the employee signed and delivered a blank deed to the RSC. This deed included only a description of the property and the employee's signature. Neither the deed nor the sale was...