One thing nobody mentioned yet is that you might qualify for either the American Opportunity Credit OR the Lifetime Learning Credit depending on your situation. They have different rules about what expenses qualify and how much you can claim. AOTC is generally better if you're an undergrad in your first 4 years (up to $2,500 credit). LLC is for any post-secondary education including grad school (up to $2,000 credit). And the AOTC is partially refundable while the LLC isn't. Don't just assume one is better than the other without running the numbers!

Great question! As someone who went through this confusion myself, I'd recommend keeping detailed records of everything. Beyond what others mentioned, here are a few things that often get overlooked: 1) **Lab breakage fees** - if your program charges these, they typically qualify as required fees 2) **Mandatory technology fees** - many schools now charge these separately but they count 3) **Graduation fees** - if required to complete your program, these qualify 4) **Required clinical/internship fees** - common in health programs and usually qualify For your laptop and software situation, the key test is whether it's **required for ALL students** in your program. If your syllabus or program requirements specifically list minimum computer specs or required software, and you can document that, it's much more likely to qualify. One tip: contact your academic advisor or department directly rather than financial aid. They often have better documentation of what's truly required versus just recommended for your specific program. Also, keep receipts for EVERYTHING and take screenshots of any online course requirements that list materials. The IRS loves documentation, especially for items purchased outside the school bookstore.

This situation sounds incredibly frustrating, especially with a difficult employer who doesn't handle questions well. Based on your description and the fact that your coworker has the same issue, this definitely appears to be a systematic payroll error rather than something you did wrong. Here's what I'd recommend: Start by sending a very brief, factual email to your director. Keep it neutral and focus on the numbers: "Hi [Director], I'm preparing my tax return and noticed my W2 shows [amount] in gross wages, but my records indicate I received [amount] in total compensation for 2024. Could you please verify these numbers and issue a corrected W2 if there's an error? Thank you." The key is to make this about getting accurate tax documents rather than questioning her competence. Since your coworker has the same problem, you might coordinate so you both send similar requests - this makes it clear it's a system issue, not individual confusion. If she refuses or ignores your request, document that communication and file Form 4852 with the IRS. You absolutely should NOT file with the incorrect lower amount - this will likely trigger IRS correspondence later when they reconcile your return with your employer's quarterly wage reports. Keep all your paystubs and bank statements as backup. The IRS is actually quite helpful with these situations when employers won't cooperate. You're not committing fraud by reporting your actual earnings - you'd be committing fraud by knowingly filing incorrect information.

I work as a tax preparer and see this exact situation multiple times every tax season. When you have multiple employees at the same company with identical W2 discrepancies, it's almost always a systematic error in how the payroll software processed year-end calculations. The most common causes I've seen are: quarterly bonuses or overtime payments that got excluded from the annual totals, pay periods that straddle the year-end boundary being miscounted, or newer payroll systems that had configuration errors during implementation. Here's what I tell my clients in this situation: Send your employer one professional written request for a corrected W2 (the email templates others provided are perfect). Give them about 10 business days to respond. If they don't cooperate, proceed directly with Form 4852 - you don't need to wait indefinitely. The IRS actually prefers when taxpayers report their correct income rather than filing with known errors. Form 4852 exists specifically for situations like this, and the IRS will handle any employer follow-up on their end. Just make sure you have solid documentation of your actual earnings (paystubs, bank deposits, employment agreement showing your salary). Don't stress about audits - reporting accurate income backed by proper documentation is exactly what you should be doing. The audit risk comes from filing with amounts you know are incorrect.

You need to act quickly! Here's what to do right now: 1. Log into your IRS online account immediately to check your tax transcript 2. Look for any pending notices or holds on your account 3. If you see code 570, that means there's a hold on your refund 4. If everything looks normal, you're probably fine 5. Download the IRS2Go app to check your refund status daily Don't wait until the last minute if you do see issues - the closer we get to April 15th, the harder it will be to resolve anything!

I went through something very similar two years ago! My tax preparer spelled my daughter's middle name wrong and had the wrong birth month. I was panicking because I really needed that refund for some unexpected medical bills. Here's what actually happened: I got my refund in exactly 21 days, no delays at all. The IRS accepted my return just like yours was, and that acceptance really is the key indicator that the important stuff (SSNs, income matching, etc.) checked out properly. What I learned from calling the IRS (after waiting on hold for what felt like forever) is that these kinds of clerical errors rarely impact processing times. The agent told me they see thousands of these cases every tax season - typos in names, birthdays off by a day or two, middle names missing - and as long as the Social Security Numbers are correct, their system processes them normally. That said, I'd still recommend checking your "Where's My Refund" status every few days just for peace of mind. And definitely find a new tax preparer for next year - being rushed isn't an excuse for basic data entry mistakes when you're paying for professional service!

I work at a local library and we often help people with genealogy research that involves finding old records. A few additional resources that might help: 1. The National Archives (NARA) sometimes has employment records from federal agencies or contractors that worked on government projects in the 1970s. If your father worked for any federal agency or major defense contractor, they might have personnel records. 2. Many universities keep alumni records going back decades. If your father attended any college or university during that time period, their registrar's office might have enrollment records showing his address. 3. Old phone directories are often archived at local libraries and historical societies. These can show residence addresses by year and are sometimes available online through sites like Ancestry.com. 4. If your father served in the military at any point, his DD-214 discharge papers or military personnel records might reference his civilian address during the 1970s. The combination of Social Security earnings records plus one of these other sources usually provides sufficient proof of residency for most applications. Good luck with your search!

Just wanted to add another resource that helped me in a similar situation - old bank records! If your father had a checking or savings account during that time period, some banks (especially credit unions) keep customer records going back decades. I was able to get statements from a credit union that showed my mother's address and regular deposits from 1976-1978, which proved both residency and employment. You'll need to contact the bank directly and may need to provide a death certificate or power of attorney if you're requesting records for someone else. Some banks charge a fee for historical records research, but it's usually much less expensive than some of the specialized services mentioned here. Also, don't overlook old insurance records - homeowner's, renter's, or auto insurance policies from that era would definitely establish residency. If you know what insurance company your dad used, their records department might be able to help.

Wow, what an absolutely fascinating thread! As someone new to this community, I'm genuinely amazed by the depth of expertise and collaborative problem-solving I've witnessed here. This discussion has been like watching a master class in comprehensive financial planning for truly unique circumstances. What started as a straightforward tax filing question has blossomed into an incredibly thorough analysis covering everything from immediate filing strategies to decades-long financial planning implications. The way everyone has approached this with such genuine care while contributing their specialized knowledge - from CPAs and payroll experts to disability advocates - has been remarkable to witness. I'm particularly impressed by how the conversation evolved to identify not just the challenges but also the unique advantages of their situation, like the potential for doubled retirement contributions and other per-person benefits. The ADA compliance angle was especially brilliant - reframing employer discussions as legal accommodation requirements rather than requests for favors could be a game-changer. The roadmap that's emerged seems incredibly solid: immediate separate filing with detailed explanations, proactive employer engagement using ADA leverage, official IRS guidance documentation, and holistic long-term planning. The emphasis on establishing consistent, well-documented precedents shows real foresight. Your cousin's friend is so fortunate to have someone advocating for them like this. This thread honestly deserves to be preserved as a resource - I can't imagine there are many places where such rare circumstances have been analyzed with this level of expertise and compassion. Thank you all for such an educational discussion!

This has been such an incredibly comprehensive and thoughtful discussion! As someone who's worked in tax preparation for several years, I'm genuinely impressed by the collective expertise and collaborative approach everyone has taken to such a unique situation. What really strikes me about this thread is how it's evolved from a basic tax filing question into a masterclass on holistic financial planning for extraordinary circumstances. The way everyone has contributed their specialized knowledge - from CPAs and payroll experts to disability advocates - has created what's essentially a complete roadmap for handling one of the rarest tax situations imaginable. I particularly appreciate how the discussion has balanced immediate practical solutions (separate filing with detailed explanations) with long-term strategic thinking (ADA compliance, Social Security credits, retirement planning advantages). The emphasis on documentation and establishing consistent precedents shows real wisdom that will serve your cousin's friend well for decades to come. The ADA angle was especially enlightening - reframing the employer conversation as a legal compliance issue rather than a favor request could completely change the dynamics and ensure they get the accommodations they need. This thread should honestly become a reference resource for tax professionals and disability advocates. The level of care, expertise, and thorough analysis here is extraordinary. I hope your cousin's friend finds this guidance helpful and that everything works out smoothly for them. Please keep us updated on their progress - their experience could genuinely help others facing similar circumstances!