Just wanted to follow up on this thread since I see so many helpful responses! I actually ended up finding my state ID number using a combination of the suggestions here. First tried the desktop browser approach that Jibriel mentioned, then used the "Print Preview" option which showed the complete W-2 format. The state ID was right there in Box 15, but it was labeled as "Employer State ID" rather than just "State ID" which is why I missed it initially. For anyone still struggling with this, I'd definitely recommend trying the desktop browser method first before calling HR or using any third-party services. ADP's mobile app really does hide a lot of the detailed information that shows up clearly in the web version. Successfully filed my state taxes and got confirmation within 2 days. Thanks everyone for the various tips and solutions!

This thread has been incredibly helpful! I'm dealing with this same ADP issue right now and was getting frustrated after spending way too much time searching their interface. Based on all the suggestions here, it sounds like the desktop browser + print preview approach is the most reliable method to try first. I appreciate everyone sharing their specific navigation paths too - it's clear that ADP's setup can vary quite a bit between different employers. Going to try the desktop method now and hopefully avoid having to contact HR during their busy tax season. Will report back if I find success with this approach!

I actually work as a tax professional and see multi-state situations like yours frequently. Here's what I'd recommend for your Colorado/Arizona situation: **Immediate steps:** 1. Gather your exact move date and employment start date in Arizona 2. Calculate what percentage of the year you were a resident of each state 3. Collect all income documents (W-2s, 1099s, etc.) and note which state each income was earned in **Filing approach:** - File jointly for federal (as you planned) - File a Colorado part-year resident return for yourself - File an Arizona part-year return for yourself - Your wife files a Colorado full-year resident return **Software limitations:** FreeTaxUSA and most consumer software struggle with these scenarios. You'll likely need to either: - Use a specialized multi-state tax service - Work with a CPA who handles multi-state taxation - File each state return separately using different software sessions **Key gotcha:** Don't forget about potential reciprocity agreements or credits for taxes paid to other states. Both Colorado and Arizona may give you credits for taxes paid to the other state, but you need to claim them properly. The good news is this gets much easier in subsequent years once you establish the pattern. But for your first year in this situation, getting professional guidance can save you from costly mistakes and ensure you're taking advantage of all available credits and deductions.

I've been through this exact situation and can share some hard-learned lessons! When my husband and I were in different states (me in Florida, him in Pennsylvania), I made several mistakes that cost us both time and money. The biggest issue I encountered was not keeping detailed enough records of my move date and income sources. Make sure you document EXACTLY when you moved to Arizona and started earning income there. The states are very particular about this - even a few days difference in your residency period can affect your tax allocation. One thing that really caught me off guard was how Colorado handles retirement account distributions. If you have any 401k withdrawals, pension income, or IRA distributions, Colorado has specific rules about how to allocate those between your resident and non-resident periods. Arizona handles these differently, so you really need to understand both states' approaches. Another gotcha: don't forget about any Colorado state tax refund you might have received in 2023. If you got a Colorado refund for 2022 taxes after you moved to Arizona, that refund might be taxable income in Arizona! Most people miss this completely. My advice would be to gather ALL your documents first, create a detailed timeline of your move, and then decide whether to tackle it yourself with specialized software or hire a professional. The complexity really depends on how many different income sources you have and whether you have any Colorado-specific deductions or credits that need to be allocated. Good luck with your filing!

This sounds like a classic payroll system configuration issue that I've seen with several mid-sized companies. The fact that FICA and Medicare are being withheld correctly but federal income tax shows $0.00 suggests the problem is specifically with how your system is calculating federal withholding, not a complete failure of the tax withholding process. Given that you mention these are employees making $45-65k with standard W-4s, this is definitely not normal and they will face significant tax bills if not resolved soon. Here's what I'd recommend as immediate steps: 1. **Document the pattern**: Create a list of all affected employees with their hire dates, salary amounts, and when the zero withholding first appeared. Often these issues are tied to specific system updates or configuration changes. 2. **Request detailed calculations**: Ask your payroll provider to show you the exact step-by-step withholding calculation for 2-3 affected employees. They should be able to demonstrate how they arrive at $0.00 federal withholding. 3. **Have employees resubmit W-4s**: Even though the current forms look correct, having them fill out fresh W-4s can sometimes resolve data processing glitches. 4. **Escalate with your payroll provider**: Don't accept generic responses. Request to speak with a technical specialist who can review your system configuration, especially any recent updates or changes. Time is critical here since we're already well into 2025 - the longer this goes on, the bigger the catch-up withholding shock will be for these employees when it's finally corrected.

I've been following this thread and want to add a few technical points that might help. As someone who's dealt with similar payroll system issues, the zero federal withholding problem often stems from one of three specific technical issues: 1. **Tax table mapping errors**: Sometimes after system updates, the federal tax tables don't properly map to employee records, even though state taxes (and FICA/Medicare which use different tables) continue working normally. 2. **W-4 field parsing problems**: The 2020 W-4 redesign uses different data fields than the old allowance-based system. Some payroll systems have bugs where they misinterpret blank fields as "zero tax liability" rather than "standard withholding." 3. **Employee classification flags**: There might be a backend flag incorrectly marking these employees as exempt or non-resident, even though their visible W-4 data appears normal. For escalating with your payroll provider, ask specifically for "Tier 2 tax compliance support" and mention you need "federal withholding calculation diagnostics" rather than general troubleshooting. Use terms like "Publication 15-T calculations" and "percentage method verification" - this signals you need someone who understands the technical tax computation process. Also consider running a payroll register report for the affected employees and comparing the tax calculation details line-by-line with employees who have correct withholding. Sometimes the pattern becomes obvious when you see the raw calculation data side by side.

Just wanted to add one more important point that might help with your situation. When you create that loan agreement (which you definitely should), make sure to include a provision about what happens if payments are late or missed. The IRS pays attention to whether you're treating this like a real business transaction or just a casual family arrangement. I'd also suggest setting up a separate bank account just for this loan if the amount is significant. Having all the payments go through one dedicated account makes record-keeping much cleaner and shows the IRS you're treating this seriously. When tax time comes, you can just pull the account statements and have a clear paper trail of all interest payments received. One last thing - even though you don't have to issue a 1099-INT to your sister, you might want to give her a simple year-end statement showing how much interest she paid you. It'll help both of you with your tax preparations and demonstrates good record-keeping practices.

Great question about documenting family loans properly! I went through this exact situation when I loaned my brother money for his car repair. Here are a few key things I learned that might help: For the year-end statement to your sister, it doesn't need any special IRS formatting - just a clear summary showing total payments received, how much was interest vs principal, and maybe the dates of payments. Think of it like a simple invoice or receipt. I used a basic Word document with columns for "Payment Date," "Amount Paid," "Interest Portion," and "Principal Portion" with totals at the bottom. Regarding what makes it look like a "real business transaction" to the IRS, they typically look for: a written agreement with specific terms, consistent payment schedule (not just random amounts whenever), market-rate interest (which your 6% definitely qualifies as), and evidence that you actually expect to be repaid (like following up on missed payments). The separate bank account idea mentioned above really helps demonstrate this seriousness. One more tip - make sure your loan agreement includes the total loan amount, interest rate, payment schedule, maturity date, and what happens in case of default. Even a simple one-page document covering these basics will go a long way toward satisfying the IRS that this is a legitimate loan rather than a disguised gift.

I've been through several classification reviews with the IRS and can tell you that this training requirement is a significant red flag. What makes it particularly problematic is the mandatory nature - true independent contractors typically have the freedom to determine how they acquire necessary skills and knowledge. The fact that you're questioning this shows good instincts. In legitimate contractor relationships, clients focus on outcomes and deliverables, not on controlling your methods or requiring participation in their internal processes. When companies start dictating training attendance, it suggests they view you as someone they can direct and control, which is fundamentally different from purchasing your services. I'd recommend documenting this entire situation carefully and consider filing Form SS-8 with the IRS to get an official determination on your worker status if this client continues to blur the lines. The training requirement alone might not trigger reclassification, but it's often the first in a series of increasingly employee-like controls. One approach that's worked for others is to reframe the conversation around business partnership: "I want to ensure I have all the information needed to deliver exceptional results. As your contracted specialist, I can either attend your training program at my standard rate, or I can review the materials independently and schedule a focused consultation to address any technical questions. Which approach would be more cost-effective for this project?" This gives them options while maintaining your independent status and making the cost implications clear.

This discussion has been incredibly insightful! As someone who's been contracting for over a decade in various industries, I can confirm that mandatory training requirements are indeed one of the biggest red flags for misclassification. What you're experiencing isn't normal for legitimate contractor relationships. I've found that the most effective approach is to be proactive rather than reactive. When clients make requests that blur the lines, I immediately address it professionally: "I appreciate that you want to ensure quality results. As an independent contractor, I typically determine the most efficient way to acquire necessary knowledge. Would you prefer I attend your training at my contractor rate plus expenses, or would it be more cost-effective for me to review the materials independently and schedule a brief technical consultation?" This approach has worked about 90% of the time because it makes the financial implications clear while offering alternatives. Most clients realize that paying contractor rates for training sessions gets expensive quickly, especially when you factor in travel time and preparation. The key is documentation. Whatever you decide, get it in writing. If they insist on mandatory training despite reasonable alternatives, that becomes valuable evidence of behavioral control if classification issues arise later. I'd also recommend keeping detailed records of how this client's requirements differ from your other contractor relationships - the IRS loves comparative analysis when making worker status determinations. Trust your instincts here. The fact that this feels different from your other contractor relationships is probably because it violates the fundamental principle of independent contracting: they're buying your results, not your time and methods.