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World Bank/IMF/OAS/IADB/UN

  • Prevailing Wage for A-3 and G-5 Domestic Workers

    NOTICE: Effective March 8, 2016 the 9 FAM 402.3-9(B)(4) notes have been updated to reflect a change in wage requirements for A-3, G-5, and NATO-7 domestic workers. Effective immediately, all contracts for domestic workers must state an hourly wage to be paid to the domestic worker, and the rate must be the greater of the minimum… Read more »

  • U.S. Department of State Regulations: A-3 and G-5 Domestic Servant

    The U.S. Department of State allows aliens who are diplomats, staff of certain international organizations (often referred to as NGOs or Non-Governmental Organizations), and NATO staff to bring into the United States their servants, personal attendants and other domestics provided certain conditions are met. The US Department of State’s Foreign Aid Manual (9 FAM §41.21,… Read more »

  • U.S. Department of State Regulations: B-1 Domestic Servants

    The U.S. Department of State allows certain non-immigrant aliens and US citizens to bring into the United States their servants, personal attendants and other domestics provided certain conditions are met. The B-1 Domestic Visa allows currently employed (no less than 6 months) domestic employees to accompany their employers who are moving temporarily to the US… Read more »

  • G-4 Sponsor Responsibilities

    RESPONSIBILITY TYPE WORLD BANK STAFF IMF STAFF OAS STAFF Allowed wage payment METHODS Bank Check or Direct Deposit Only Bank Check or Direct Deposit Only Bank Check or Direct Deposit Only Allowed payment FREQUENCY Weekly or Bi-weekly ONLY Weekly or Bi-weekly ONLY Weekly or Bi-weekly ONLY Room & Board Deductions allowed? NO NO NO G-5… Read more »

  • Unique Employment Rules Applying to G-4 Sponsors of G-5 Employees

    HomeWork Solutions has many years of experience providing payroll and tax services to G-4 Visa holders with domestics working in the U.S. on a G-5 Visa. There are some wage and reporting requirements for this employment situation that differ from the standard US ‘Nanny Tax’ rules. These are unique and specific to G-4’s sponsoring a… Read more »

  • G-5 and NATO-7 Domestics: Social Security Taxes

    Understanding the Social Security Tax and Tax Totalization Plans HomeWork Solutions has many years of experience providing payroll and tax services to employer’s with domestics working in the US on a G-5 Visa. These employers and their G-5 domestics often have questions about Social Security Taxes for G-5 domestics. The following are general guidelines that… Read more »

  • G-5, A-3 and NATO-7 Domestics: Guidance on Income Taxation

    DISCLAIMER: HomeWork Solutions specializes in payroll and payroll tax compliance for household employers. We cannot assist clients with personal income tax matters per Internal Revenue Service regulations. We strongly encourage G-5 visa holders to obtain qualified professional assistance with their income tax filings, most especially in the first year they file. The following is provided… Read more »

  • G-5, A-3 and NATO-7 Domestics: Help Completing IRS Form W-4

    IMPORTANT: HomeWork Solutions specializes in payroll and payroll tax compliance for household employers. We cannot assist clients with personal income tax matters per Internal Revenue Service Regulations. The following is provided as general background only, and all questions should be directed to professionals licensed to prepare personal income tax returns. HomeWork Solutions provides payroll and… Read more »

  • G-5 Visa Domestic Servants and Medical Insurance

    Effective October 15, 2009, the US Department of State now requires that ALL G-5 and A-3 domestics be covered by a medical insurance policy. Additionally, effective in 2014 the Affordable Care Act (Obamacare) requires that all US residents be covered by a conforming medical insurance policy or pay a penalty/fine on their income tax return.Who… Read more »

  • Workers Compensation Insurance and G-5 Visa Domestic Workers

    Workers’ Compensation is protection mandated under state law for a worker and his or her dependents against injury and death occurring in the course of employment. It is not health insurance, and it is not intended to compensate for a disability other than disability caused by injury arising out of employment. Employer requirements to maintain… Read more »

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