Missing Active Duty W-2s Tax Forms

Missing Active Duty W-2s Tax FormsMissing Active Duty W-2s Tax FormsAt the end of each year, the Defense Finance and Accounting Service (DFAS), provides you with the appropriate tax statements based on the type of income you have received. In most cases, this is the W2 reporting your military compensation. Special W2s or other tax statements are also produced for certain income such as Savings Deposit Program interest or DITYmove travel reimbursement. DFAS The Defense Finance and Accounting Service provides responsive, professional finance and accounting services to the men and women who defend America. DFAS pays about 6.4 1000000 people and in FY 2010 made 8.1 million travel payments, paid 11.4 million commercial invoices, made $578 billion in disbursements to pay recipients, and managed $487.9 billion in military retirement and health benefits funds. The services use a convenient website called MYPAY to access your personal tax statements and a schedule of when your tax statement s will be available online. This information is available to military members and DOD civilian employees. If you need someone else to access your information for you from home, a limited access account is also available. If you have problems accessing the site, you can call DFAS Customer Service Contact Center at 1-888-DFAS411. For Active/Reserve Military You may view, print and save your W-2 Wage and Tax Statement online. You may access your W-2 from the Main Menu by clicking on the Tax Statement (W-2) option. If you have trouble reading the graphic version of your W-2, you can click on the Text Version link. The text version of your W-2 lists all your W-2 data items in a single column. Options Army Active, Army Reserve, and Army Guard soldiers can view, print and save their Student Loan Repayment Program (SLRP) tax statements on myPay. Annuitants You can view, print and save your tax statement. The tax statement displayed on myPay is the end of year tax statement.For Civilians You can view, print and save your tax statement. The tax statement displayed on myPay is the end of year tax statement.Non-Appropriated Fund employees You can view, print and save your tax statement. You may access your W-2 from the Main Menu by clicking on the Tax Statement (W-2) option. Any corrected tax statements issued will not be reflected in myPay. Retirees You can view, print and save your tax statements. The tax statement displayed on myPay is the end of year tax statement. Military Retirees that are in a non-pay status due to a VA Waiver or Combat Pay can still access myPay but will have limited options available. Questions should be referred to the customer service previously listed. For problems using myPay, or with your myPay PIN, contact the DFAS Centralized Customer Support Unit toll-free at 1-888-DFAS411 or 1-888-332-7411 or commercial at (216) 522-5096 or Defense Switching Network (DSN) at 580-5096. This support line is available Monday through Friday, 700 A.M. to 630 P.M. Eastern Standard Time. The Centralized Customer Support Unit can provide assistance on how to use the options available to you in myPay. The Centralized Customer Support Unit will also provide support for establishing and changing your PIN. For ALL other payroll information, please contact your servicing pay geschftszimmer or your customer service representatives. Sometimes, a military service member may need assistance correcting or replacing their W2, and cannot do so using MYPAY. Military and civilian personnel who have not received their W-2s or think they need a corrected W-2 must contact their local military finance/pay sekretariat or their activitys customer service representative, respectively. If the local finance office or customer service representative is not available or cannot help, please follow the directions, based on your status. Army Army members must go through their servicing finance office or Defense Military Pay office to get a replacement and correct ed W-2s. If you have separated from the Army or are requesting W-2s for off-line payments (student loans/claims) or do it yourself (DITY) moves, etc., call 1-888-332-7411. Army members who separated from the service with a debt requiring a W-2 should call 1-800-962-0648.Air Force For active duty, call your former payroll office first. If you need further assistance, call 1-888-332-7411. Navy If you are unable to contact your local military pay office call 1-888-332-7411.Marine Corps REPLACEMENT AND CORRECTED W-2s For members On active dutyContact your servicing Finance Office for replacement and corrected W-2s. Family members with Power of Attorney should also contact the members Finance Office. If you are separated, you can call 216-522-8762, and select option 4. DoD Savings Deposit Program 1099INT 888-332-7411Voluntary Separation Incentive/Special Separation Benefit W2 800-321-1080 Every effort is made to ensure correct and updated information. Please continue to check the officia l DFAS and MYPAY websites changes.

Build Relationships Early for Job Success

Build Relationships Early for Job SuccessBuild Relationships Early for Job SuccessJob No. 1 at your new workplace Identify the go-to people in your new company, and listen to their guidance.After the very big job of finding a new job is complete, its time to relax, right? Wrong. Your first 90 days in a new position are critical, especially when it comes to relationship building. What you do or overlook during this time can color your entire tenure with a company - or even cut it short, if missteps during this period are big enough.After you have waded through all the forms and orientation materials, youll likely want to roll up your sleeves and jump immediately into your work. While the sentiment is admirable (especially if the managers you interviewed with wanted someone who could hit the ground running), youll be doing yourself and your new employer a disservice if you start making moves at the expense of establishing effective relationships. Experts told Ladders that early work t o establish relationships will pay off handsomely down the line.The first few days on the job are no time to be a shrinking violet. My advice to new employees is first and foremost to get in there and start meeting people, said TyAnn Osborn, director of menschengerecht resources at the Michael and Susan Dell Foundation. Dont just show up and sit in your cube.Go to the go-to peopleWhile youre doing all that meeting and greeting, be on the lookout for the go-to people - the ones who know how to get certain jobs done, no matter where those people fit on the org chart. How do you find them? Osborn recommends asking the following leading question after meeting any new person Whom do you recommend I speak to now and get to know? Youll know youve hit on a go-to person when several new acquaintances answer with the same name and say, Oh, you have to speak with Now that youve identified the go-to people, go to them. Dr. Kevin D. Gazzara, who took early retirement from chip giant Intel and now runs leadership-consulting firm Magna Leadership Solutions, said you should begin cultivating relationships with those go-to people early on. During his early days at Intel, Gazzara said, he made it a point to understand the structure of the division in which he worked and set up meetings with the people who seemed to be setting the tone. This allowed me to develop a relationship with them, and I could also do a bit of selling of my talents, interests and do some positive internal marketing of the organization I had joined, he said.It is also helpful if you can get your hands on an org chart. Most org charts are fuzzy outlines at best, but its important to get a sense of who works with whom, who manages whom, who has a dotted line to whom, and so on. Deciphering these relationships early on will help you better understand and more effectively work within the organization.Of course, the relationship you want built on the strongest foundation possible is your relationship with you r boss. Experts recommend putting the shoe on the other foot and interviewing your manager - on Day One, if possible. Find out what makes them tick, why they joined in the first place and, most importantly, what their priorities are so these become your priorities too, said Osborn.Experts also recommend that early conversations with your manager involve the development of a 30/60/90-day plan that clearly states what you intend to accomplish in your first three months. While this is a common best practice, you can show your manager - and your colleagues - your focus on collaboration and your ability and willingness to tap others expertise by incorporating ideas and suggestions (with appropriate credit) from the meetings you set up during your first days and months on the job.Perhaps the most important piece of advice for your first 90 days is to establish yourself as a team player by doing more listening than speaking, said Deirdre McEachern, a certified career coach at VIPCoac hing. Too many new employees fall into the trap of trying to prove their worth by offering unsolicited opinions or making odious comparisons to how we did it at my brde job, she said. Employers and fellow employees want to know you are on their team now and that you are 100 percent committed. The best way to prove your worth is to be a focused listener to your teammates around you.

Employee Records Employers Should Maintain

Employee Records Employers Should MaintainEmployee Records Employers Should MaintainWant to know what employee records to maintain as an employer? The employer maintains four employee record files for each employee. Additionally, the employer maintains other employee record files for all employees. Personnel Files of Employee Records A personnel file is maintained for each employee. These personnel files contain confidential documents and are managed and maintained by Human Resources staff. Personnel files are the main employee records utilized by the employer, the employee, and the employees manager, in some companies. In others - and this is the recommended approach - access to the employee personnel file is restricted to HR and the employee under supervision. Typical documents in a personnel file include the employment application, a family emergency contact form, documented disciplinary action history, a resume, the employee handbook receipt employee sign off, at-will emplo yer sign off sheets, the periodic appraisal, job evaluation, or performance development plan, training certificates and attendance evidence, and current personal contact information about each employee. Not all personnel files contain the saatkorn documents but each personnel file has some documents that are the same. Documentation of an employees performance doesnt belong in the personnel file unless it warranted disciplinary action, an award, or some other sign of outstanding achievement. Such everyday performance notes belong in the file that managers keep to track the performance, goals, and contributions of their employees. Payroll Files of Employee Records Payroll files also maintain employee records. Payroll files contain a history of the employees jobs, departments, compensation changes, garnishments, loans, and other information essential to paying an employee and keeping a copy of the employees compensation history. The payroll file will also contain the history of gov ernment forms such as the W-2, W-4, and social security withholding documents filled out by the employee. The file will also contain employee benefits information and permission to withdraw payments from the employee paycheck. Medical Files of Employee Records An employee medical file is also maintained by the employer. The employee records in the medical file are not available to anyone except Human Resources designated staff and the employee whose records are retained in the file. Medical files contain doctors notes, FMLA application paperwork, drug test information, required physical information, and other such documentation that relates to an employees or his family members medical health. Medical files, because of the confidentiality of the employee records, receive the highest degree of safe storage and confidentiality.It is recommended that the medical files should be kept in locked file drawers that are locked in a room that is not accessible to employees other than HR d esignated staff. I-9 Filesof Employee Records I-9 Files house employee records that are maintained for all employees in one file that is separate from other employee records. Employers keep this employee record separate from other employee records to maintain employee confidentiality from government officials and other entities who are authorized to review employee I-9s. Keeping the I-9s in a separate location will ensure that if you are selected for a Federal I-9 file review, government employees will not have access to any other records about the employee or her employment with your organization with the exception of the actual I-9 form. These investigations are increasing each year so make certain that your employees have properly filled out I-9 forms or you can be subject to fines and potentially jail time. Access to Employee Records by Employees Employees may view their employee records by contacting a Human Resources staff person during normal business hours. No employ ee may alter or remove any document in his or her records which must be viewed in the presence of an HR staff person. You need to have an employee personnel record viewing policy in your employee handbook and follow it indiscriminately with regard to employee requests to view their files. If an employee sends a written request for a copy of their personnel records after they leave your employment, you are required to send them a copy. Occasionally, you will encounter an employee who is suspicious about what kind of employee records are retained by their Human Resources department. These are the employees who are most likely to request a copy of their employee files. Again, without discrimination, make a copy of the file and send it. (You will likely receive feedback that the employee was surprised by how little documentation the HR staff retained.) In some jurisdictions, it is lawful to chargethe employee for the cost of duplicating and sending the file.