Social Media Tips for Getting that Nanny Job…and Keeping it!

social media tips for nanniesMost employers today – including household employers – use social media as a form of background checking and screening of job applicants and current employees. Nannies and other domestic workers who post things on Facebook, Twitter, Instagram, and other social media sites may be exposing certain aspects of their personal lives to potential and current employers. Therefore, it’s important to be aware that anything you post online may not remain private. And while you may feel that you are keeping your personal and professional lives separate, many employers will not draw that distinction, especially when the applicant will be working in the family’s home with children.

Please see our guidelines below on social media tips for getting and keeping your job.

Things to Keep in Mind Before Getting the Job

  • Check your privacy settings on Facebook – you should only allow “Friends” to see what you post and anything in which you are “tagged.” Be aware that privacy settings change from time to time, so you should periodically check to make sure yours are set appropriately.
  • Anything you post on Twitter may be seen by the public, including prospective employers – even if they are not following you!
  • Potential employers may look at your grammar and use of language.
  • Most employers will check for posts containing vulgar language, nudity or sexual pictures, and slander (such as bashing a previous employer).
  • Social media sites allow employers to see a glimpse of you beyond what is on your resume or profile.
  • You might wish to take down anything that could be viewed as unprofessional or offensive.
  • Post photos that present you in a professional light – for example, a potential employer that sees photos of you consuming alcohol, drugs, or other objectionable behaviors may decide not to hire you.
  • An agency can only do so much in regards to assisting you in getting the nanny job you want. You have to also be diligent in your efforts to make sure you are presenting yourself professionally to employers.

You Got the Job – Now Keep it!

  • Do not post any photos of the children or other family members you work with, unless you have permission from the parents to do so.
  • Discuss with your employer about social media policies and what they expect of you as a nanny.
  • Do not discuss or divulge any information online or in person about the family you work for. Respect their privacy!
  • When you are with the children, do not “check-in” at any certain place. This will allow others to know your location.
  • Is it a good idea to “Friend” your employer? Unless you have a previous relationship with the family, the experts say no. Plus if your employer can see what time you’re posting things, they might wonder why you’re spending time online instead of watching the kids!

All aspects of social media and your employment should be discussed in detail between the family and the nanny, and then the rules agreed upon should be written down and have a signed approval. This will hopefully prevent any social media problems throughout the employment relationship.

For more information, please contact us at (518) 348-0400.

Retirement Benefits for Nannies

retirement benefits for nanniesRetirement plans are a standard part of U.S. corporate employee benefit packages. While not legally mandated to offer nannies or other domestic workers a retirement plan, household employers may consider doing so in order to attract and retain the best employees. If a retirement plan is offered, the employer must comply with IRS tax requirements and administrative requirements as set forth in the U.S. Employee Retirement Income Security Act (ERISA). Two popular options for retirement benefits for domestic workers are the Individual Retirement Account (IRA) and the Roth IRA. Both are fairly simple programs to establish as an employee benefit, and therefore, suitable as a household employee benefit.

An IRA is a special savings plan authorized by the federal government to help people accumulate funds for retirement. Traditional IRAs and Roth IRAs allow individual taxpayers to contribute 100% of their earnings up to the IRA’s plan-specified maximum dollar amount. Each year, the IRS sets maximum annual contributions for IRAs, with catch-up contributions by contributions for people ages 50 and over. For 2011, maximum contributions are $5,500, with an additional catch-up of $1,000 for those ages 50 or older.

Traditional IRA contributions may be tax deductible, whereas Roth IRA contributions are not. Roth IRA principal and interest accumulate tax-free. A Roth IRA usually is preferred by those ineligible for the tax deductions associated with the traditional IRA or by those who want their qualified Roth IRA distributions to be tax- and penalty-free, which depends on all conditions being met. Some people prefer a Roth IRA as a means to simply build a retirement egg without the worry of paying taxes at a later date (Roth contributions have already been taxed).

A third option is to offer your nanny or other employee a 401K plan. The SIMPLE 401K Plan offered through the National Household Employers Association (NHEA)  will not only give you a recruiting advantage over other families without a 401K plan and a retention tool for your employee, but it will also help your employee build an excellent source of retirement income and experience the benefits of tax-deferred growth.

Key features of the NHEA Domestic Workers Retirement Plan include (effective January 1, 2015):

  • Tax-savings: Household employees have the potential for a pre-tax savings via payroll deferral of up to $12,500; those 50+ years old can invest another $3,000 as a catch-up contribution
  • Flexibility: Household employees have the option to modify deferral amounts
  • Employer contributions: Family/employer MUST make a mandatory contribution on a dollar for dollar match basis up to 3% of the employee’s gross pay, which can be used to reward and retain valuable household workers
  • Self-direction of investments: Household employees have the ability to self-direct their investments from a list of monitored, low-cost mutual funds
  • Employee support: Household employees have access to advisors who can provide them with one-on-one advice

For more information on offering these benefits to your domestic worker(s), contact us at (518) 348-0400.

Try it Before You Buy it!

ANENpostcard---try-itDo you know someone who needs child care, senior care, housekeeping, or any other service we offer? Are they a little hesitant about spending money with a company they aren’t yet familiar with? We have a brand new promotion that may provide the solution!

The first time that they use us for any of our temporary services, we will waive both the membership and agency fees (a $122 value). They can just pay the caregiver directly* and then enjoy the peace of mind we provide!

To book a trial day or for more information on rates, please have them call (518) 348-0400 or email us.

* 4-hour minimum per shift. Hourly cost based on the service requested. After trial day is completed, annual membership fee will apply to future use of services. One trial per family.

Top Ten Ways to Save on Taxes This Summer

top ten ways to save on taxesAfter a brutal winter in many parts of the country, summer is finally here. While you’re enjoying the warmer weather, it’s still important to remain diligent about business and personal tax planning, especially if you are a household employer. Nannies, housekeepers, and senior care providers, among other employees, cost money. Luckily there are some great ways to offset those expenses by cutting taxes during the next few months.

Here are our top ten ways to save on taxes this summer:

1. Entertain Top Business Clients

You may be eligible to write off 50% of the cost of business meals and entertainment if you entertain clients before or after a substantial business discussion. For instance, after you hammer out a business deal, you might treat a client to a round of golf and then dinner and drinks at a restaurant. The 50% limit applies to all the qualified expenses, including the amounts you pay for the client, yourself and your significant others.

2. Donate Household Items to Charity

Are you planning to clean out the garage, attic or basement this summer? If so, you’ll probably find household goods — such as used clothing and furniture — that you don’t want or need anymore. Consider donating these items to charity. Assuming they’re still in good condition, you may take a charitable deduction on your 2015 personal tax return based on the current fair market value of any donated items. Use an online guide or consult your tax professional for valuations.

3. Send the Kids to Camp

Parents who need to work may decide to send young children to summer camp while school is out. Assuming certain requirements are met, the cost of camp may qualify for a dependent care credit. Generally, the maximum credit is $600 for one child and $1,200 for two or more kids. But this tax break is available only for the cost of a day camp, including specialty camps for athletics or the arts. Overnight camp doesn’t qualify.

4. Buy an RV or Boat

Suppose you take out a loan to buy your recreational vehicle (RV) or boat. Surprisingly, the vehicle or vessel may qualify as a “second home” for federal income tax purposes. In other words, you may be eligible to write off the interest on the loan as mortgage interest on your personal tax return. The IRS says that any dwelling place qualifies as a second home if it has sleeping space, a kitchen and toilet facilities. Therefore, the interest paid to buy an RV or boat that meets these requirements is tax-deductible under the mortgage interest rules. This applies to interest paid on acquisition debt of up to $1 million and home equity debt of up to $100,000.

5. Minimize Vacation Home Use

Federal tax law allows you to deduct expenses related to renting out a vacation home to offset the rental income you receive. With summer already underway, you’ve probably worked out a rental schedule for your vacation home, but remember that you can’t deduct a loss if your personal use of the home exceeds the greater of 14 days or 10% of the time the home is rented out. Watch your personal use to ensure you remain below the 14-day or 10% limit.

6. Rent Out Your Primary Residence

Do you live in an area where a summertime event — such as the U.S. Open golf tournament, the Hampton Classic horse show or the San Francisco Marathon — will be held? If you rent out your home for no more than two weeks, you don’t have to comply with the usual tax rules. In other words, you aren’t taxed on the rental income — it’s completely tax-free — but you can’t deduct rental-based expenses either.

7. Harvest Investment Gains or Losses

Summer is a convenient time to survey your investment portfolio. If you’ve already incurred capital losses from securities transactions this year, any gains you realize between now and the end of the year may be absorbed by those losses. Conversely, if you incurred capital gains from securities transaction earlier this year, the losses you harvest in the second half of the year can offset those gains plus up to $3,000 of ordinary income in 2015.

8. Generate an Energy Credit

If you replace or upgrade your air conditioning system this summer, you may qualify for a residential energy credit. The credit is equal to 30% of the cost of energy-saving devices, including air conditioners, air circulating fans, doors and skylights. Specific credit limits apply to certain items. For example, there’s a $50 limit for air circulating fans. And there’s an overall lifetime energy credit limit of $500.

9. Take Advantage of Business Travel

Suppose you’re required to go on a business trip this summer. You can write off your travel expenses as long as the trip’s primary purpose is business-related — even if you indulge in some vacationing. For instance, if you spend the business week in meetings and the weekend sightseeing, the entire cost of your airfare plus business-related meals, lodging and local transportation is deductible within the usual tax law limits. Just don’t deduct any personal expenses you incur on your side-trip.

10. Support a Recent Graduate

If your child just graduated from college, this is probably the last year you can claim a dependency exemption for him or her. However, you must provide more than half of the child’s annual support to qualify for the $4,000 exemption. To clear the half-support threshold, consider giving the graduate a generous graduation gift, such as a car to be used on the first job. Unfortunately, dependency exemptions may be reduced for high-income taxpayers.


 ©2015 Thompson Reuters

Is My Nanny an Independent Contractor?

is my nanny an independent contractor“Worker classification” refers to whether a worker is classified as an employee or an independent contractor for federal and state employment tax purposes. Employers need to recognize the difference between these two classifications, because the employer’s tax requirements are contingent on whether the professional is working for the employer or is actually working for him or herself. It is therefore paramount that an employer knows the difference between the two, so that both parties’ taxes are filed properly. An employer can be penalized with having to pay 100% of associated payroll taxes of any payments made for services if the worker status is determined incorrectly. Additional fines, penalties, and interest may apply, and the effect on the family-nanny relationship could be devastating if it is determined the worker owes years of unpaid taxes.

Is my nanny an independent contractor?

When it comes to household employment, the vast majority of household workers are employees, not independent contractors. Families who try to avoid their tax obligations by attempting to define their nanny as an independent contractor may want to reconsider. The IRS is aggressively pursuing these cases and has been known to add penalties to tax and interest owed, along with civil penalties.

Whether an employer-employee relationship exists depends on specific facts including whether the employer controls the means and manner of an employee’s work performance. The Equal Employment Opportunity Commission (EEOC) lists 16 factors for distinguishing between an employee and an independent contractor. The status of an employee could be established even if only some criteria are met. The EEOC stresses that these factors are non-exhaustive and other circumstances might influence a given assessment.

Answering “Yes” to some or all of the following items generally indicates that the worker must be classified as an employee as opposed to an independent contractor:

  1. The employer has the right to control when, where, and how the worker performs the job.
  2. The work does not require a high level of skill or expertise.
  3. The employer furnishes the tools, materials, and equipment. (For household employment, this would refer to items owned by the employer that a nanny or housekeeper uses for their job.)
  4. The work is performed on the employer’s premises.
  5. There is a continuing relationship between the worker and the employer.
  6. The employer has the right to assign additional projects to the worker.
  7. The employer sets the hours of work and the duration of the job.
  8. The worker is paid by the hour, week, or month rather than the agreed cost of performing a particular job.
  9. The worker does not hire and pay assistants.
  10. The work performed by the worker is part of the regular business of the employer. (In the case of household employment, the “regular business” refers to being a household employer.)
  11. The employer is in business. (Again, “business” refers to being a household employer.)
  12. The worker is not engaged in his/her own distinct occupation or business.
  13. The employer provides the worker with benefits such as insurance, leave, or workers’ compensation.
  14. The worker is considered an employee of the employer for tax purposes (withholding federal, state, and Social Security taxes). (This applies to household employment if the worker is paid more than $1,900 a year.)
  15. The employer can discharge the worker.
  16. The worker and the employer believe that they are creating an employer-employee relationship.

For further guidance in determining a worker’s status, the IRS offers Form SS-8 (Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding). You can file this with the IRS if you are unclear about the status of your worker, the IRS will then review and officially determine the worker’s status for you.

For more information, please contact us at (518) 348-0400.

Sexual Harassment Policy for Household Employers

sexual harassment policyA sexual harassment policy stipulates that no nanny or other employee should be subject to unwelcome verbal or physical conduct that is sexual in nature or that shows hostility to the employee because of his or her gender. Sexual harassment can have devastating effects on the workplace. Therefore, household employers need to take every step necessary to prohibit sexual harassment from occurring. Many workplaces have a zero tolerance policy, which means an employer will not tolerate any sexual harassment whatsoever.

It is best for an employer to include an anti-harassment/anti-discrimination policy in his or her employee handbook, which specifically addresses sexual harassment. The policy should clearly state that:

  • a nanny or other employee and employer(s) within the household are expected to treat one another with respect;
  • the employer will act immediately upon learning of a sexual harassment complaint. An employee should promptly file a complaint if the employee is made to feel uncomfortable or finds behavior unwelcome, offensive, or inappropriate. A complaint may be made formally or informally. The law stipulates that the perception of misbehavior must be reasonable. Employers need to assure employees that all complaints of sexual harassment will be handled as confidentially as possible;
  • the employer mandates a workplace free from all forms of discrimination; and,
  • everyone within the household is expected to act respectfully in order to enjoy a positive working environment.

Employers must be prepared to respond to sexual harassment in the workplace—just as they are responsible for preventing any harassment or discrimination within the workplace. The employee handbook should include what is prohibited behavior in the workplace and what actions will be taken when a sexual harassment complaint is filed. In addition, the policy must state that, per federal law, no employee will experience retaliation for submitting a sexual harassment complaint.

Crossing the Line

The line between home and work, domestic and business, personal and professional, has been blurry for a long time. Unfortunately, sometimes it becomes more than a story of cheating and closed-door liaisons and becomes much more serious. As a result, domestic workers (especially undocumented illegal immigrants) are frequently exposed to verbal and physical abuse, do not know their legal rights or the recourse to any legal protections, and are afraid of losing their jobs if they complain about any harassment or seek legal action.

Many household employees are excluded from Title VII of the Civil Rights Act, which bans sexual harassment in the workplace. But in New York, the Domestic Workers’ Bill of Rights stipulates that it is an unlawful discriminatory practice for any domestic employer to engage in unwelcome sexual advances, request for sexual favors, or other verbal or physical contact of a sexual nature to any domestic worker.

Review the federal guidelines on sexual harassment in the workplace, and contact us at (518) 348-0400 for more information.

When Do You Have to Report a Workers’ Comp Accident?

worker's comp accident reporting in new yorkWe have discussed the importance of having a workers’ compensation insurance policy in your home if you have a nanny or other domestic worker. And in New York, if you have an employee that works 40 hours or more in any one week of the calendar year, you are required by law to have both workers’ comp and disability insurance policies. But that doesn’t mean you have to file a claim for each and every injury sustained by your employee while on the job.

Whenever an injury exceeds any one of the following limitations, a Report of Accident Form (Form C-2) must be filed with the Workers’ Compensation Board within 10 days of the occurrence if:

  1. the injury results in loss of time from work beyond one day following the day of injury; or
  2. treatment for the injury involves more than “ordinary first aid”; or
  3. more than two first-aid treatments are, or will be, required.

It is possible that the need for a third treatment of an injury may not be apparent until after the 10-day reporting period expires. The only reasonable interpretation of the law is that the reporting time limit in such a case does not apply until it becomes known by the employer that additional treatments are necessary.

Form C-2 should be completed and filed as soon as it is known that the injury falls within the reporting requirements. An explanation for late filing should be included on the report.

By not reporting minor injuries, where no report is required, your Workers’ Compensation Policy will have a more favorable experience modification factor, which may help reduce premium costs. Of course, you will then need to pay the medical expenses in lieu of the insurer.

However, a written record of all injuries sustained by employees, including those for which no Report of Accident Form must be filed, must be kept by the employer for 18 years and made available whenever directed by the Workers’ Compensation Board.

Our partners at GTM Payroll Services help household employers obtain workers’ comp coverage and provide expert advice on insurance law compliance. For more information, contact us at (518) 348-0400.

Source: Professional Insurance Agents – New York

Social Media and Nannies

social media and nanniesAs people of all ages know, social media can be a fun and rewarding way to share your life and opinions with family and friends around the world. Facebook, Twitter, SnapChat, Instagram, and other sites have become increasingly popular over the years, particularly with the younger generation. However, use of social media also presents certain risks and carries with it certain responsibilities.

Safety is of utmost concern to parents, and unfortunately there are people with bad intentions out there who know how to exploit information found on social media sites. Many families choose to simply not permit their nanny to post anything work-related on social media, putting something very basic in their Employee Handbook or the Work Agreement like:

“Please respect our family’s privacy, and do not take any pictures of the children, our home, or anything related to our family and post on ANY social media site.”

For household employers who permit their nannies to include the family in social media interaction, it’s still advisable to have rules in place. One way to help protect a family’s personal information is to create a social media policy for nannies to ensure private information stays private. Please see the general guidelines below as a sample policy that household employers can implement to make sure you and your nanny are on the same page when it comes to social media use.

In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the internet, including to your own or someone else’s blog or online journal, personal web site, social networking site, web bulletin board or a chat room, as well as any other form of electronic communication.

Ultimately, you are solely responsible for what you post online. Before doing so, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance or otherwise adversely affects family members or their friends, may result in disciplinary action up to and including termination.

Be Aware of Privacy
Posting something seemingly harmless like “Not looking forward to another 7am-4pm shift with the 2-year-old again” tells anyone who can see it when the child’s parents aren’t home and the age of the child. Taking a photo of the kids and tagging your location, such as “Having fun at Central Park” lets people see what the kids look like, your location, and implies that there is no one at the family’s home. Keeping your privacy options activated will ensure only your direct followers will be able to see it. You should also not post the names of any family members. Nicknames or initials may be acceptable. Never post the address of the family’s home.

Be Respectful
Keep in mind that you are more likely to resolve work-related complaints by speaking directly with the family than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage family members, or that might constitute harassment or bullying. Remember that the internet archives almost everything; therefore, even deleted postings can be searched. Never post any information or rumors that you know to be false about the family or their friends.

All of the above issues should be discussed in detail between the family and the nanny, and then the rules agreed upon should be written down and have a signed approval. This will hopefully prevent any social media problems during the nanny’s tenure in your home.

For more information, please contact us at (518) 348-0400.

Hiring Senior Care

hiring senior careIn 2011, the first of America’s baby boomers—78 million people born between 1946 and 1964—reached their 65th birthday. These baby boomers began to turn age 65 at a rate of 8,000+ per day. According to the U.S. Administration on Aging (AOA), people reaching their 65th birthday today can expect an additional 18.6 years of life, creating a staggering number of seniors over the age of 80 by 2026. Already, senior care has become more and more critical in our lives, and the data available supports that it will continue to be so.

Many people today find themselves as part of the “sandwich generation” – not only are they caring for their own children, but for their elderly parents as well. This type of household is becoming increasingly common in the United States. With elderly parents living longer and families choosing to care for them in the home, as well as having a family of their own, families are tasked with managing the care of their dependents around their careers. With so many different pressures on them, this type of family can save a lot of time and hassle from understanding the correct way to look after their household workers from the start. With more and more available senior care options for the home environment, a sandwich-generation family can hire a senior caregiver to achieve a successful work/life balance that benefits everyone in their family.

Senior caregivers include medically trained professionals like physical therapists, registered nurses, and nutritionists, but can also include those who simply run errands, do the laundry, cook meals, and provide companionship. Regardless of what type of senior care you need, it is crucial that you use due diligence when it comes to hiring a caregiver for your loved one.

For more information about the senior care companions that we provide, please contact us at (518) 348-0400.

Deducting Job-Related Moving Expenses

deducting job-related moving expensesAs the weather and economy continue to warm up, employers around the country may be looking to hire more workers, including some already employed at high-paying jobs. If you go to work for a new firm, or your current employer transfers you to a different branch, you may qualify for deducting job-related moving expenses – if you pass two key tax law tests.

But if your move isn’t job-related — for example, you’re moving into a bigger house where you’ll raise your kids or downsizing to a smaller home now that your children are grown — no deduction is generally allowed.

Assuming the reason for your move isn’t personal, you must still meet the following tax law tests for distance and time:

Distance Test. Your new job location must be at least 50 miles farther from your old home than your old job location was from your old home. The IRS uses the shortest of the most commonly traveled routes to measure the distance between the two points.

Example. Ms. Smith works for ABC Co. She’s transferred from an office in Eastside to a comparable position in Westside. Before she moved, Smith lived 10 miles from her job in Eastside. But her new job location in Westside is 55 miles from her previous home. Smith’s new home is 25 miles from her new job in Westside.

Because Smith’s new job is only 45 miles farther from her old home than the old job was, she is not permitted to deduct moving expenses. In other words, the IRS doesn’t care how far away you live from your new job. This isn’t part of the distance test.

Time Test. If you are an employee, you must work full-time for at least 39 weeks during the first 12 months after you arrive in the general area of the new job. But you don’t have to work for the same employer as long as the 39-week test is satisfied.

Example. Mr. Jones works for Company A. He gets a new job with Company B and subsequently moves 100 miles farther from his old home than his old job location was from his former home. Jones works for Company B for six months before quitting to join Company C, where he still meets the distance test. He stays at Company C for another six months.

During this time, Jones stays in the home he acquired when he started work at Company B. Because he meets both the distance and time tests, Jones qualifies for a moving expense deduction.

Self-employed individuals must work full-time for both:

  • At least 39 weeks during the first 12 months, and
  • A total of at least 78 weeks during the first 24 months after they arrive in the general area.

Important Note: There are certain other exceptions to the time test:

  • You are in the Armed Forces and moved because of a permanent change of station.
  • Your main job location was outside the United States, and you moved to the United States because you retired.
  • You’re the survivor of a person whose main job location at the time of death was outside the United States.
  • Your job at the new location ends because of death or disability.
  • You’re transferred for your employer’s benefit or laid off for a reason other than willful misconduct.

To claim the last exception, you must have obtained full-time employment and expected to meet the test when you started.

Rules for Deductible Expenses

If you pass the two tests for a job-related move, you can deduct the reasonable costs of moving your household goods and personal effects to your new home, as well as the travel expenses (including lodging but not meals) between the two locations. Normally, this will include charges by a moving company or a truck rental.

As stated above, the costs must be “reasonable.” Therefore, you can deduct the cost of traveling on a direct route from one location to the other. But costs attributable to any side trips for sightseeing are not deductible.

If you travel by car, you may deduct the actual expenses for the move, assuming you keep all the necessary records or opt for an IRS-approved flat rate. The flat rate for a job-related move in 2015 is 23 cents per mile (plus tolls and parking fees). This rate, which is indexed annually, was 23.5 cents per mile in 2014 when gas costs were higher.

Important Note: Certain “indirect costs” of moving — such as meals, house hunting trips, temporary living expenses, attorney fees and real estate commissions related to the move — are not deductible.

The deduction generally covers qualified expenses for moving yourself, your spouse (if married) and other members of your household, such as dependent children. A “member of your household” must reside in both the old and new homes.

Rules for Employer Reimbursements

Some employers have programs for reimbursing employees for moving expenses. If reimbursements are made under an “accountable plan” that meets IRS standards, the benefits are tax-free to the employee, assuming any excess reimbursement is returned to the company within a reasonable period of time.

For payments made under an unaccountable plan, the reimbursements are treated as taxable compensation to the employee. However, if you meet the tax law tests above, you can offset the income by deducting job-related moving expenses on your personal return, just like a taxpayer who isn’t reimbursed.

Good News about Moving Expense Deductions

If you qualify under the complex tax rules, moving expenses are deducted “above the line” on your Form 1040, thereby reducing adjusted gross income (AGI) for other purposes. What’s more, the deduction isn’t subject to the “Pease rule” that reduces most itemized deductions for upper-income taxpayers. If you plan to deduct moving expenses on your 2015 tax return, remember to keep detailed records in case the IRS decides to challenge your moving-related tax claims.


©2015 Thompson Reuters