As part of our effort to create a better client experience and streamline the e-signing and tax delivery process, DDK will now be using SafeSend Returns. SafeSend is a secure and easy program that allows our clients to receive, review, and e-sign their tax returns from their computer, tablet, and smartphone.
Easy 5-Step Electronic Tax Return Delivery Process
You will receive an email from noreply@safesendreturns.com. The DDK logo will appear in this email.
Click on the secure access link contained in the e-mail.
Verify your identity by entering the last four digits of your Social Security number.
Check your email for a unique Access Code. If you don’t see it in your inbox, check your spam or junk folders.
Congratulations! You now have access to your tax return. SafeSend Returns will walk you through the review and e-signature process with step-by-step instructions.
Video Walkthroughs of the Delivery Process:
Individual Client Tax Return Help
Entity Client Tax Return Help
Common Questions About our Tax Delivery System
Q: Is it safe to enter part of my Social Security Number?
A: Yes. SafeSend Returns offers a secure system to view and sign your e-file authorization form(s).Look for https:// at the beginning of the site URL and a locked padlock symbol in your browser’s URL bar to confirm you are on the secure site.
Q: What if I don’t receive an email with my access code?
A: Check your spam/junk email folder. You can also search your email for noreply@safesendreturns.com. Some email clients hide items they’ve labeled spam or junk, making certain emails difficult to find. If you do not receive your code within the 10-minute time limit, please request another code.
Q: Will this work on any internet-connected device? Does SafeSend Returns offer an app for my smartphone?
A: There is currently no SafeSend Returns app available, but the signature process can be completed on any computer, smartphone or tablet via a web browser.
Q: I’d rather print and sign my e-file authorization form(s). Can I do that?
A: Yes - You can still print, sign and mail your e-file form(s) back to DDK if you’d prefer to do so.
Q: Will I have to print and mail anything to the government?
A: The only items you may need to print and mail out to government authorities is the tax and estimate payment vouchers. If forms need to be printed and mailed, you will receive clear instructions. You will also be provided options to make tax payments electronically if you prefer not to mail payments.
Q: My Spouse and I are filing our return jointly – How can we both sign the e-file authorization form(s)?
A: There are a couple of options:
If both spouses have an email address on file, both will receive an email with a link to view the return and sign the e-file authorization form(s). First, one spouse will receive the link with identity verification questions specific to him/her. He or she will sign the e-file authorization form(s), and an email link will be sent to the second spouse. The second spouse will answer identity verification questions specific to him/her, then sign the form(s).
If only one spouse has an email address on file, that spouse will first receive the link with identity verification questions specific to him/her. He or she will sign the e-file authorization form(s) and then enter an email address for the second spouse. The second spouse will then receive the email link with identity verification questions specific to him/her. Once the second spouse electronically signs the e-file authorization form(s), DDK will be notified that signing is complete.
If a couple shares an email address, the primary signer will first receive a link with identity verification questions specific to him/her. After the primary signer signs the e-file authorization form(s), he/she can then enter the shared email address again. A new link will be sent with identity verification questions specific to the second spouse.
Q: Where do the identity verification questions come from? What if I don’t remember the answers?
A: The questions SafeSend Returns asks are knowledge-based questions pulled from government and credit sources. You may be asked questions such as where you lived in a given year, or when you bought your car or home. In the event the questions do not apply to you, simply choose the answer that accurately reflects this. If you don’t remember the answers to the questions, or you answer incorrectly, you won't be able to electronically sign your e-file authorization form(s). You can instead print, sign and return your e-file authorization form(s) to DDK.
Q: How is this process different from e-filing?
A: SafeSend Returns allows you to electronically sign your e-file authorization form(s), but it won't submit your return to the IRS. Once signed, DDK is automatically notified, and we will then complete the filing process for you, including submission to the IRS.
Q: Can I sign my dependent's individual return electronically?
A: DDK will deliver your dependent’s return using SafeSend Returns. However, some dependents may not have sufficient government and financial data available to successfully complete the electronic signature process. If there is not enough data available, your dependent will be given the option to download and sign their forms.
Q: Can I set up reminders for my quarterly estimated payment?
A: If estimated payments are included in your review copy, you will automatically receive an email reminder seven days before your payment is due.
Q: Will I receive a notification when my individual return is ready to sign?
A: Yes. Email notifications will be sent from DDK at noreply@safesendreturns.com. We recommend adding this email address to your safe list to prevent the email from getting filtered to spam/junk.
Q: After signing my individual e-file authorization form(s), will I receive confirmation that it was successfully submitted?
A: Yes, once you sign your e-file authorization form(s), you will receive an email stating it was successful. The email will also include a link to download a copy of your tax return for your records.
Pay equity is both required by law and a sound business practice. However, providing equitable compensation to employees who perform the same or similar jobs, while accounting for differences in experience and tenure, isn’t easy. That’s why every company should at least consider undertaking a pay equity audit to assess its compensation philosophy and approach.
Legal background
The federal Equal Pay Act requires employers to provide men and women with equal pay for equal work in the same establishment. The jobs don’t need to be identical, but they should be “substantially equal.” Moreover, it’s not job titles, but job content — including skill, effort and responsibility — that determines whether jobs are substantially equal.
Many states have enacted their own equal pay laws, some of which are more stringent than the federal legislation. California, for example, requires employers to pay employees the same wage rates for “substantially similar work,” a larger umbrella than “same or similar jobs.”
Some other countries have also introduced laws around pay equity. The United Kingdom, for instance, requires some public companies to annually disclose the ratio of their chief executive officers’ pay to the lower, median and upper quartile of their employees’ pay.
In addition to helping to prevent legal woes, pay equity can offer bottom-line benefits. A company’s commitment to equitable pay can enhance its employer brand, boost employee morale and performance, and reduce the risk of negative publicity.
An involved process
The purpose of a pay equity audit is to:
Uncover disparities in compensation,
Identify the drivers behind them, and
Develop ways to address the inequities.
Although the process can be quite involved, it’s typically worth the effort.
First, assemble participants from multiple departments — including HR, legal, and finance or accounting — to collect data on employee compensation, job classifications and demographics. This cross section of participants also will help ensure buy-in across the business.
The next step is determining how to group employees. That is, which ones will be considered to have substantially similar roles and, thus, should fall within the same pay range?
Some number crunching will come into play. For smaller employee groups, an analysis of, for example, differences in median pay between groups of employees might be enough to identify any unwarranted disparities. With larger groups, you may have to conduct more rigorous statistical analyses. For example, regression analysis can help control for variables, such as employees’ experience levels, when examining disparities.
Critical component
Over the past year, many workers have made it abundantly clear that they’ll leave a job if any of several employment components isn’t to their liking. Compensation is certainly one of these. Our firm can help support your efforts to conduct a pay equity audit.
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