This training is your opportunity to eliminate that uncertainty.
This course provides a clear and practical introduction to Generally Accepted Accounting Principles (GAAP), the foundation of financial reporting in the United States.
Effective HR metrics are not developed in a vacuum. The "right or best" metrics require a detailed understanding of your organization: how it generates revenue, its business strategies and objectives, its business imperatives, the risks it faces, the opportunities to be seized, and what it already measures.
In order for expense reimbursements to be non-taxable, they must be distributed and recorded under an "accountable plan."
From an employer's perspective, the rules can get complicated. Not withholding what we should has major consequences - as does deducting what we can't.
There are a myriad of state and federal legislative requirements for payroll and human resource recordkeeping.
I9 is a form that employers MUST RECEIVE during the hiring process BEFORE THE EMPLOYEE STARTS WORKING.
The purposes and the scope of employee handbook policies and the practices are changing and expanding.
The Davis-Bacon Act requires that all contractors and subcontractors performing construction, alteration and repair (including painting and decorating) work under federal or District of Columbia contracts in excess of $2,000 pay their laborers and mechanics not less than the prevailing wage and fringe benefits for the geographic location.
The Family and Medical Leave Act (FMLA) is a labor law requiring employers of a certain size to provide employees with unpaid time off for serious family health issues or situations.
The OBBB enhanced provisions on many fringe benefits to the benefit of employees.
Employers are increasingly dealing with mobile workforce employees. Many are working from home for employers who operate in other states.
HR audits are designed to help your organization focus its attention on its human resource management practices, policies, procedures, processes, and outcomes by providing you with a structured and systematic series of questions about key compliance, risk management, internal auditing, and human resource management issues.
The bigger the business you are, the more complex your compensation structure, and whether or not you use a third party, you should know about the details of this form. It’s difficulty makes it easy to make mistakes. Mistakes are easily caught by the IRS.
Employee handbooks are a critical tool in providing important information to employees.
This training helps you bridge the gap between financial analysis and impactful communication.
While the financial liabilities of sexual harassment can be substantial, they represent only a part of the total cost. To the extent sexual harassment defines how your organization values its employees, your organization increasingly becomes a place to avoid. To the extent your organization accepts of sexual harassment as an incidental working condition, you tell employees, applicants, and third parties: "we don't value you." And to the extent your organization fails to take immediate action to correct problems, you demonstrate that workers should look for employment elsewhere.
Unlike other human resource management issues, unemployment insurance (UI) management issues have a direct impact on an organization's tax liability, and since taxes reduce profitability, on its bottom line. Unlike other payroll taxes, however, UI taxes are experience-rated and represent a controllable expense. Thus, an organization's UI experience, influenced by its success in managing turnover, separations, and chargeable UI claims, provides an objective measure of human resource management effectiveness.
This practical webinar explores how Claude can be used alongside Excel to improve financial analysis, streamline repetitive spreadsheet tasks, and support better decision-making.
Effective HR metrics are not developed in a vacuum. The "right or best" metrics require a detailed understanding of your organization: how it generates revenue, its business strategies and objectives, its business imperatives, the risks it faces, the opportunities to be seized, and what it already measures.
