The document discusses IRS tax Form 4868, which allows individuals to request a 6-month extension to file their tax return. Filing Form 4868 does not extend the deadline for paying any taxes owed, but it avoids potential late filing penalties by providing additional time to complete the return. Common reasons for using Form 4868 include needing more time to gather tax documents or needing an extension if residing outside the country. The form can be e-filed to request the extension, and the IRS typically processes it within a few days to provide the new October 15th filing deadline.
Each month, join us as we highlight and discuss hot topics ranging from the future of higher education to wearable technology, best productivity hacks and secrets to hiring top talent. Upload your SlideShares, and share your expertise with the world!
Not sure what to share on SlideShare?
SlideShares that inform, inspire and educate attract the most views. Beyond that, ideas for what you can upload are limitless. We’ve selected a few popular examples to get your creative juices flowing.
SlideShare is a global platform for sharing presentations, infographics, videos and documents. It has over 18 million pieces of professional content uploaded by experts like Eric Schmidt and Guy Kawasaki. The document provides tips for setting up an account on SlideShare, uploading content, optimizing it for searchability, and sharing it on social media to build an audience and reputation as a subject matter expert.
As a continuation of my last article, “tax the Rich…Tax the Rich…Tax the Rich…,” I asked Brian Seifert, CPA to fill in some additional tax changes that would affect our clients as we approach the year end and look forward to 2010. Brian is a new Aegis Council member who is helping our clients prepare for the onslaught of new taxes by identifying tax planning opportunities, assist the clients taking advantage of their planning opportunities then preparing the tax returns as part of the Aegis Council Tax Planning Package. Every Aegis Council member has undergone a thorough background check and peer reviews to insure only the best and brightest professionals are provided to our clients.
The document discusses updates on the Department of Labor's overtime rule and provides a summary of the 2016 Kaiser Health Benefits survey. It notes that a federal judge halted the DOL overtime rule in November 2016 that would have increased the salary threshold for exempt employees. With the rule on hold, employers do not need to raise salaries yet but the DOL has appealed the decision. The summary also outlines key findings from the Kaiser survey such as rising premium and deductible costs and the types of health plans most common among employers.
Although new overtime regulations were set to kick in on December 1, a federal district court has moved to block the changes, at least temporarily. What does this mean for employers and what should they do now? Whether businesses should immediately drop plans to comply with the new rules, or move forward anyway, may not be a simple question for employers to answer.
The document discusses the current status of the Patient Protection and Affordable Care Act (PPACA) five years after its enactment. It covers three key areas: regulatory guidance, legal challenges, and legislative efforts to amend or repeal the law. Regarding regulatory guidance, employers are waiting for rules on provisions like the excise tax on high-cost plans and nondiscrimination requirements for insured plans. There have been several legal challenges to PPACA, with the Supreme Court upholding the individual mandate but limiting expansion of Medicaid. Congress has unsuccessfully attempted to fully repeal PPACA but has considered some amendments. Overall, PPACA continues to significantly impact employers as they comply with its provisions.
The document discusses IRS tax Form 4868, which allows individuals to request a 6-month extension to file their tax return. Filing Form 4868 does not extend the deadline for paying any taxes owed, but it avoids potential late filing penalties by providing additional time to complete the return. Common reasons for using Form 4868 include needing more time to gather tax documents or needing an extension if residing outside the country. The form can be e-filed to request the extension, and the IRS typically processes it within a few days to provide the new October 15th filing deadline.
Each month, join us as we highlight and discuss hot topics ranging from the future of higher education to wearable technology, best productivity hacks and secrets to hiring top talent. Upload your SlideShares, and share your expertise with the world!
Not sure what to share on SlideShare?
SlideShares that inform, inspire and educate attract the most views. Beyond that, ideas for what you can upload are limitless. We’ve selected a few popular examples to get your creative juices flowing.
SlideShare is a global platform for sharing presentations, infographics, videos and documents. It has over 18 million pieces of professional content uploaded by experts like Eric Schmidt and Guy Kawasaki. The document provides tips for setting up an account on SlideShare, uploading content, optimizing it for searchability, and sharing it on social media to build an audience and reputation as a subject matter expert.
As a continuation of my last article, “tax the Rich…Tax the Rich…Tax the Rich…,” I asked Brian Seifert, CPA to fill in some additional tax changes that would affect our clients as we approach the year end and look forward to 2010. Brian is a new Aegis Council member who is helping our clients prepare for the onslaught of new taxes by identifying tax planning opportunities, assist the clients taking advantage of their planning opportunities then preparing the tax returns as part of the Aegis Council Tax Planning Package. Every Aegis Council member has undergone a thorough background check and peer reviews to insure only the best and brightest professionals are provided to our clients.
The document discusses updates on the Department of Labor's overtime rule and provides a summary of the 2016 Kaiser Health Benefits survey. It notes that a federal judge halted the DOL overtime rule in November 2016 that would have increased the salary threshold for exempt employees. With the rule on hold, employers do not need to raise salaries yet but the DOL has appealed the decision. The summary also outlines key findings from the Kaiser survey such as rising premium and deductible costs and the types of health plans most common among employers.
Although new overtime regulations were set to kick in on December 1, a federal district court has moved to block the changes, at least temporarily. What does this mean for employers and what should they do now? Whether businesses should immediately drop plans to comply with the new rules, or move forward anyway, may not be a simple question for employers to answer.
The document discusses the current status of the Patient Protection and Affordable Care Act (PPACA) five years after its enactment. It covers three key areas: regulatory guidance, legal challenges, and legislative efforts to amend or repeal the law. Regarding regulatory guidance, employers are waiting for rules on provisions like the excise tax on high-cost plans and nondiscrimination requirements for insured plans. There have been several legal challenges to PPACA, with the Supreme Court upholding the individual mandate but limiting expansion of Medicaid. Congress has unsuccessfully attempted to fully repeal PPACA but has considered some amendments. Overall, PPACA continues to significantly impact employers as they comply with its provisions.
The IRS issued a notice confirming its delay of the employer pay-or-play excise tax until 2014 and provided additional clarification. With the delay, employers have time to focus on other Affordable Care Act compliance issues that were previously secondary to pay-or-play, such as updated HIPAA privacy policies and notices of exchange availability. Employers can also expect inquiries from employees and health insurance exchanges regarding their coverage to determine exchange subsidy eligibility. Willis will continue monitoring all provisions affecting employers and provide updates.
The document discusses proposed changes to the Fair Labor Standards Act regulations that would increase the minimum salary threshold for exempt employees. It is expected that the final regulations will be issued in 2016 and will likely increase the minimum guaranteed pay to $970 per week or $50,440 annually. For organizations, the key steps are to identify employees currently classified as exempt who make less than the new threshold, analyze options to raise salaries or reclassify as non-exempt, and develop a communication and implementation strategy. FAQs and consistent messaging will be important to address employee questions and concerns through the change process.
CalSHRM HR June 2019 State of California Legislative ReportCalSHRM
A comprehensive report from CalSHRM, the State of California's leading Council for HR. CalSHRM is dedicated to uniting and supporting California's human resources community of HR professionals.
LEGISLATIVE REPORT – JUNE 2019
By: Michael S. Kalt, CalSHRM Government Affairs Director
CALIFORNIA LEGISLATIVE SUMMARY
As expected, many significant employment bills have passed the first legislative chamber, including bills to:
Prohibit mandatory pre-employment arbitration agreements for Fair Employment and Housing Act (FEHA) and/or Labor Code violations (AB 51);
Delay the new harassment training deadlines for smaller employers and non-supervisory employees from January 1, 2020 to January 1, 2021 and clarify that employees who received sexual harassment training in 2018 need not be re-trained in
2019 (SB 778);
Impose joint liability for harassment upon client employers and labor contractors (AB170);
Amend the Labor Code to preclude discrimination or retaliation against sexual harassment victims and their family members (AB 171);
Extend the statute of limitations for FEHA claims from one to three years (AB 9) and for Labor Code claims from six months to two years (AB 403);
Preclude race discrimination based upon hair texture and hairstyles (SB 188);
Require employers to provide up to an additional thirty days of unpaid leave for organ donations (AB 1223);
Further expand workplace lactation accommodation requirements (SB 142);
Amend the California Consumer Privacy Act to exclude information gathered by employers in the employment context (AB 25);
Prohibit so-called “no rehire” provisions in employment-related settlement agreements (AB 749);
Codify the California Supreme Court’s Dynamex ruling regarding independent contractors (AB 5); and
Require larger employers to submit annual “pay data reports” (SB 171).
Gain Recognition for your California HR Expertise! Advance Your HR Career with CalSHRM! https://www.calshrm.org
CBIZ BFS Reprint - Executive Order for Payroll Tax Holiday Puts Employers in ...CBIZ, Inc.
The executive order directs the Treasury Secretary to defer the withholding and payment of employees' 6.2% share of Social Security payroll taxes from September through December 2020 for those earning under $100,000 annually. However, there is uncertainty around the legality of this action. Employers are left in a difficult situation, as they must decide whether to implement the deferral by passing savings to employees and hoping Congress later forgives the taxes, or to ignore the order and risk noncompliance. Each option carries financial and legal risks for businesses. The order may exceed the authority granted by the law it cites and effectively waives taxes rather than deferring them.
On April 19, Tony Fiore presented to the Tuscora Chapter of the Society for Human Resource Management (SHRM) on the topic of the top issues affecting Ohio's HR professionals. He detailed 2016's lasting effects, advocacy/politics, employment and labor laws, unemployment compensation, federal appointments/issues + healthcare + workplace flexibility.
The document summarizes the provisions of the American Recovery and Reinvestment Act of 2009 relating to COBRA health insurance subsidies. It provides details on eligibility requirements, the 65% premium subsidy for qualified beneficiaries, additional notice requirements, and immediate compliance actions needed by employers. Key points include a subsidy for up to 9 months of COBRA coverage for involuntarily terminated individuals, additional notices that must be sent by March 19, 2009, and ensuring COBRA administration can properly process subsidies and payroll tax credits.
Health Reform Bulletin 125 | Updated Employer Shared Responsibility Guidance,...CBIZ, Inc.
The latest HRB has been released. Get updates on the following: 1) Updated Employer Shared Responsibility Guidance; 2) ACA Implementation Guidance; 3) Gender Identity Discrimination: Preliminary Injunction Issued; 4) Final Rules - Premium Tax Credit; and 5) 2018 Benefit and Payment Parameters.
The document provides an overview of the implications and requirements of the Affordable Care Act (ACA) for employers, including potential penalties for noncompliance. It discusses the "catastrophic tax" penalty of $2,000 per full-time employee if minimum essential coverage is not offered to 95% of employees, and the "lesser tax" penalty of $3,000 per employee receiving subsidies if affordable coverage is not offered. It also outlines the 2018 excise tax of 40% on health plans exceeding $10,200 individual/$27,500 family cost. Employers are urged to understand the ACA requirements to avoid significant financial penalties through proper planning, record keeping, and reporting.
ACA Compliance A Blueprint for Employers White Paper - Oct '14Christopher Menendez
The document provides guidance to employers on complying with the Affordable Care Act (ACA). It discusses the major penalties employers could face if they do not comply with ACA regulations, including offering health insurance to 95% of full-time employees. It outlines strategies for avoiding penalties such as conducting an excise tax liability analysis and properly documenting health insurance offers. Additionally, it highlights ACA requirements that will go into effect from 2014 to 2018 and the broad impact on human resources functions such as benefits, payroll, and time management.
On May 18, 2016, the U.S. Department of Labor (DOL) announced a final rule regarding overtime wage payment qualifications for the “white collar exemptions” under the Fair Labor Standards Act (FLSA).
The final rule increases the salary an employee must be paid in order to qualify for a white collar exemption. The required salary level is increased to $47,476 per year and will be automatically updated every three years. The final rule does not modify the duties test employees must meet to qualify for a white collar exemption.
This document provides an overview of 20 new California laws affecting employers that will take effect in 2012. Some of the major changes include prohibiting employers from obtaining credit reports on applicants or employees, requiring employers to continue health coverage for up to 4 months for employees on pregnancy disability leave, increasing penalties for misclassifying independent contractors, and expanding protections against discrimination to include genetic information and gender expression. The laws cover a wide range of employment areas such as leaves of absence, compensation, discrimination, and workers' compensation.
This document provides an overview of 20 new California laws affecting employers that will take effect in 2012. Some of the major changes include prohibiting employers from obtaining credit reports on applicants or employees, requiring employers to continue health coverage for up to 4 months for employees on pregnancy disability leave, increasing penalties for misclassifying independent contractors, and expanding protections against discrimination to include genetic information and gender expression. The laws cover a wide range of employment areas such as leaves of absence, compensation, discrimination, and workers' compensation.
The Department of Labor recently issued final rules that will increase the civil penalties assessed to employers for violating various federal laws. The higher penalties are part of a law passed last year and are scheduled to begin with those assessed after August 1, 2016. This article explains why the penalties are increasing and some of the new amounts.
The document summarizes key HR issues and considerations for companies setting up in the UK, including:
- Having offer letters, contracts of employment, employee handbooks and comprehensive HR systems in place to avoid legal issues when problems arise.
- Common HR problems that can occur include retracting job offers, managing employee sickness, payroll, performance management, redundancy, termination, mergers and acquisitions.
- New legislation on unfair dismissal, tribunal fees, fit notes, national living wage, pensions, data protection, and immigration could impact companies setting up in the UK.
- Changes to immigration like increasing salary thresholds and charging fees for visas aim to tighten the system but may burden businesses.
The newsletter provides updates on recent changes to employment law including proposed changes to TUPE regulations, the timeline for auto-enrollment of pension schemes, guidance on religious dress in the workplace, a case study on calculating holiday pay, and statistics on employment tribunal claims since the introduction of fees. It directs readers to specific pages for more detailed information on these topics and invites feedback on how to improve the newsletter.
The document is an employment law newsletter from the law firm Tharpe & Howell. It summarizes three legal cases related to mandatory arbitration clauses, safety programs impact on workers' compensation premiums, and penalties for misclassifying employees. It provides contacts for the firm's labor lawyers to discuss these issues.
Jan 2016 Overtime FLSA Upcoming ChangesChris Parfitt
The Department of Labor is expected to increase the salary threshold for automatic overtime eligibility from $23,660 annually to $50,440 by late 2016. This will greatly increase the number of employees eligible for overtime pay. Currently, exempt employees must earn over $100,000 annually, but this threshold will increase to $122,148. However, highly paid employees still qualify for overtime if their job duties do not meet exemption criteria such as executive, administrative or professional roles. Employers should analyze how these changes will impact their businesses and wage policies to avoid potential violations and penalties.
This document provides a summary of recent and upcoming changes to UK employment law and HR legislation. It is divided into sections on current implemented changes, short-term changes due in late 2015, and long-term changes due from 2016 onwards. Some of the key points mentioned include increases to the national minimum wage, the rollout of the Fit for Work service for sickness absence management, restrictions on tribunal powers in discrimination cases, and upcoming requirements for gender pay gap reporting and modern slavery disclosures.
Enhancing Adoption of AI in Agri-food: IntroductionCor Verdouw
Introduction to the Panel on: Pathways and Challenges: AI-Driven Technology in Agri-Food, AI4Food, University of Guelph
“Enhancing Adoption of AI in Agri-food: a Path Forward”, 18 June 2024
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Unlock the full potential of the MECE (Mutually Exclusive, Collectively Exhaustive) Principle with this comprehensive PowerPoint deck. Designed to enhance your analytical skills and strategic decision-making, this presentation guides you through the fundamental concepts, advanced techniques, and practical applications of the MECE framework, ensuring you can apply it effectively in various business contexts.
The MECE Principle, developed by Barbara Minto, an ex-consultant at McKinsey, is a foundational tool for structured thinking. Minto is also renowned for the Minto Pyramid Principle, which emphasizes the importance of logical structuring in writing and presenting ideas. This presentation includes a clear explanation of the MECE principle and its significance. It offers a detailed exploration of MECE concepts and categories, highlighting how to create mutually exclusive and collectively exhaustive segments. You will learn to combine MECE with other powerful business frameworks like SWOT, Porter's Five Forces, and BCG Matrix. Discover sophisticated methods for applying MECE in complex scenarios and enhancing your problem-solving abilities. The deck also provides a step-by-step guide to performing thorough and structured MECE analyses, ensuring no aspect is overlooked. Insider tips are included to help you avoid common mistakes and optimize your MECE applications.
The presentation features illustrative examples from various industries to show MECE in action, providing practical insights and inspiration. It includes engaging group activities designed for the practice of the MECE principle, fostering collaborative learning and application. Key takeaways and success factors for mastering the MECE principle and applying it in your professional work are also covered.
The MECE Principle presentation is meticulously designed to provide you with all the tools and knowledge you need to master the MECE principle. Whether you're a business analyst, manager, or strategist, this presentation will empower you to deliver insightful and actionable analysis, drive better decision-making, and achieve outstanding results.
LEARNING OBJECTIVES:
1. Understand the MECE Principle
2. Improve Analytical Skills
3. Apply MECE Framework
4. Enhance Decision-Making
5. Optimize Resource Allocation
6. Facilitate Strategic Planning
The IRS issued a notice confirming its delay of the employer pay-or-play excise tax until 2014 and provided additional clarification. With the delay, employers have time to focus on other Affordable Care Act compliance issues that were previously secondary to pay-or-play, such as updated HIPAA privacy policies and notices of exchange availability. Employers can also expect inquiries from employees and health insurance exchanges regarding their coverage to determine exchange subsidy eligibility. Willis will continue monitoring all provisions affecting employers and provide updates.
The document discusses proposed changes to the Fair Labor Standards Act regulations that would increase the minimum salary threshold for exempt employees. It is expected that the final regulations will be issued in 2016 and will likely increase the minimum guaranteed pay to $970 per week or $50,440 annually. For organizations, the key steps are to identify employees currently classified as exempt who make less than the new threshold, analyze options to raise salaries or reclassify as non-exempt, and develop a communication and implementation strategy. FAQs and consistent messaging will be important to address employee questions and concerns through the change process.
CalSHRM HR June 2019 State of California Legislative ReportCalSHRM
A comprehensive report from CalSHRM, the State of California's leading Council for HR. CalSHRM is dedicated to uniting and supporting California's human resources community of HR professionals.
LEGISLATIVE REPORT – JUNE 2019
By: Michael S. Kalt, CalSHRM Government Affairs Director
CALIFORNIA LEGISLATIVE SUMMARY
As expected, many significant employment bills have passed the first legislative chamber, including bills to:
Prohibit mandatory pre-employment arbitration agreements for Fair Employment and Housing Act (FEHA) and/or Labor Code violations (AB 51);
Delay the new harassment training deadlines for smaller employers and non-supervisory employees from January 1, 2020 to January 1, 2021 and clarify that employees who received sexual harassment training in 2018 need not be re-trained in
2019 (SB 778);
Impose joint liability for harassment upon client employers and labor contractors (AB170);
Amend the Labor Code to preclude discrimination or retaliation against sexual harassment victims and their family members (AB 171);
Extend the statute of limitations for FEHA claims from one to three years (AB 9) and for Labor Code claims from six months to two years (AB 403);
Preclude race discrimination based upon hair texture and hairstyles (SB 188);
Require employers to provide up to an additional thirty days of unpaid leave for organ donations (AB 1223);
Further expand workplace lactation accommodation requirements (SB 142);
Amend the California Consumer Privacy Act to exclude information gathered by employers in the employment context (AB 25);
Prohibit so-called “no rehire” provisions in employment-related settlement agreements (AB 749);
Codify the California Supreme Court’s Dynamex ruling regarding independent contractors (AB 5); and
Require larger employers to submit annual “pay data reports” (SB 171).
Gain Recognition for your California HR Expertise! Advance Your HR Career with CalSHRM! https://www.calshrm.org
CBIZ BFS Reprint - Executive Order for Payroll Tax Holiday Puts Employers in ...CBIZ, Inc.
The executive order directs the Treasury Secretary to defer the withholding and payment of employees' 6.2% share of Social Security payroll taxes from September through December 2020 for those earning under $100,000 annually. However, there is uncertainty around the legality of this action. Employers are left in a difficult situation, as they must decide whether to implement the deferral by passing savings to employees and hoping Congress later forgives the taxes, or to ignore the order and risk noncompliance. Each option carries financial and legal risks for businesses. The order may exceed the authority granted by the law it cites and effectively waives taxes rather than deferring them.
On April 19, Tony Fiore presented to the Tuscora Chapter of the Society for Human Resource Management (SHRM) on the topic of the top issues affecting Ohio's HR professionals. He detailed 2016's lasting effects, advocacy/politics, employment and labor laws, unemployment compensation, federal appointments/issues + healthcare + workplace flexibility.
The document summarizes the provisions of the American Recovery and Reinvestment Act of 2009 relating to COBRA health insurance subsidies. It provides details on eligibility requirements, the 65% premium subsidy for qualified beneficiaries, additional notice requirements, and immediate compliance actions needed by employers. Key points include a subsidy for up to 9 months of COBRA coverage for involuntarily terminated individuals, additional notices that must be sent by March 19, 2009, and ensuring COBRA administration can properly process subsidies and payroll tax credits.
Health Reform Bulletin 125 | Updated Employer Shared Responsibility Guidance,...CBIZ, Inc.
The latest HRB has been released. Get updates on the following: 1) Updated Employer Shared Responsibility Guidance; 2) ACA Implementation Guidance; 3) Gender Identity Discrimination: Preliminary Injunction Issued; 4) Final Rules - Premium Tax Credit; and 5) 2018 Benefit and Payment Parameters.
The document provides an overview of the implications and requirements of the Affordable Care Act (ACA) for employers, including potential penalties for noncompliance. It discusses the "catastrophic tax" penalty of $2,000 per full-time employee if minimum essential coverage is not offered to 95% of employees, and the "lesser tax" penalty of $3,000 per employee receiving subsidies if affordable coverage is not offered. It also outlines the 2018 excise tax of 40% on health plans exceeding $10,200 individual/$27,500 family cost. Employers are urged to understand the ACA requirements to avoid significant financial penalties through proper planning, record keeping, and reporting.
ACA Compliance A Blueprint for Employers White Paper - Oct '14Christopher Menendez
The document provides guidance to employers on complying with the Affordable Care Act (ACA). It discusses the major penalties employers could face if they do not comply with ACA regulations, including offering health insurance to 95% of full-time employees. It outlines strategies for avoiding penalties such as conducting an excise tax liability analysis and properly documenting health insurance offers. Additionally, it highlights ACA requirements that will go into effect from 2014 to 2018 and the broad impact on human resources functions such as benefits, payroll, and time management.
On May 18, 2016, the U.S. Department of Labor (DOL) announced a final rule regarding overtime wage payment qualifications for the “white collar exemptions” under the Fair Labor Standards Act (FLSA).
The final rule increases the salary an employee must be paid in order to qualify for a white collar exemption. The required salary level is increased to $47,476 per year and will be automatically updated every three years. The final rule does not modify the duties test employees must meet to qualify for a white collar exemption.
This document provides an overview of 20 new California laws affecting employers that will take effect in 2012. Some of the major changes include prohibiting employers from obtaining credit reports on applicants or employees, requiring employers to continue health coverage for up to 4 months for employees on pregnancy disability leave, increasing penalties for misclassifying independent contractors, and expanding protections against discrimination to include genetic information and gender expression. The laws cover a wide range of employment areas such as leaves of absence, compensation, discrimination, and workers' compensation.
This document provides an overview of 20 new California laws affecting employers that will take effect in 2012. Some of the major changes include prohibiting employers from obtaining credit reports on applicants or employees, requiring employers to continue health coverage for up to 4 months for employees on pregnancy disability leave, increasing penalties for misclassifying independent contractors, and expanding protections against discrimination to include genetic information and gender expression. The laws cover a wide range of employment areas such as leaves of absence, compensation, discrimination, and workers' compensation.
The Department of Labor recently issued final rules that will increase the civil penalties assessed to employers for violating various federal laws. The higher penalties are part of a law passed last year and are scheduled to begin with those assessed after August 1, 2016. This article explains why the penalties are increasing and some of the new amounts.
The document summarizes key HR issues and considerations for companies setting up in the UK, including:
- Having offer letters, contracts of employment, employee handbooks and comprehensive HR systems in place to avoid legal issues when problems arise.
- Common HR problems that can occur include retracting job offers, managing employee sickness, payroll, performance management, redundancy, termination, mergers and acquisitions.
- New legislation on unfair dismissal, tribunal fees, fit notes, national living wage, pensions, data protection, and immigration could impact companies setting up in the UK.
- Changes to immigration like increasing salary thresholds and charging fees for visas aim to tighten the system but may burden businesses.
The newsletter provides updates on recent changes to employment law including proposed changes to TUPE regulations, the timeline for auto-enrollment of pension schemes, guidance on religious dress in the workplace, a case study on calculating holiday pay, and statistics on employment tribunal claims since the introduction of fees. It directs readers to specific pages for more detailed information on these topics and invites feedback on how to improve the newsletter.
The document is an employment law newsletter from the law firm Tharpe & Howell. It summarizes three legal cases related to mandatory arbitration clauses, safety programs impact on workers' compensation premiums, and penalties for misclassifying employees. It provides contacts for the firm's labor lawyers to discuss these issues.
Jan 2016 Overtime FLSA Upcoming ChangesChris Parfitt
The Department of Labor is expected to increase the salary threshold for automatic overtime eligibility from $23,660 annually to $50,440 by late 2016. This will greatly increase the number of employees eligible for overtime pay. Currently, exempt employees must earn over $100,000 annually, but this threshold will increase to $122,148. However, highly paid employees still qualify for overtime if their job duties do not meet exemption criteria such as executive, administrative or professional roles. Employers should analyze how these changes will impact their businesses and wage policies to avoid potential violations and penalties.
This document provides a summary of recent and upcoming changes to UK employment law and HR legislation. It is divided into sections on current implemented changes, short-term changes due in late 2015, and long-term changes due from 2016 onwards. Some of the key points mentioned include increases to the national minimum wage, the rollout of the Fit for Work service for sickness absence management, restrictions on tribunal powers in discrimination cases, and upcoming requirements for gender pay gap reporting and modern slavery disclosures.
Enhancing Adoption of AI in Agri-food: IntroductionCor Verdouw
Introduction to the Panel on: Pathways and Challenges: AI-Driven Technology in Agri-Food, AI4Food, University of Guelph
“Enhancing Adoption of AI in Agri-food: a Path Forward”, 18 June 2024
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Unlock the full potential of the MECE (Mutually Exclusive, Collectively Exhaustive) Principle with this comprehensive PowerPoint deck. Designed to enhance your analytical skills and strategic decision-making, this presentation guides you through the fundamental concepts, advanced techniques, and practical applications of the MECE framework, ensuring you can apply it effectively in various business contexts.
The MECE Principle, developed by Barbara Minto, an ex-consultant at McKinsey, is a foundational tool for structured thinking. Minto is also renowned for the Minto Pyramid Principle, which emphasizes the importance of logical structuring in writing and presenting ideas. This presentation includes a clear explanation of the MECE principle and its significance. It offers a detailed exploration of MECE concepts and categories, highlighting how to create mutually exclusive and collectively exhaustive segments. You will learn to combine MECE with other powerful business frameworks like SWOT, Porter's Five Forces, and BCG Matrix. Discover sophisticated methods for applying MECE in complex scenarios and enhancing your problem-solving abilities. The deck also provides a step-by-step guide to performing thorough and structured MECE analyses, ensuring no aspect is overlooked. Insider tips are included to help you avoid common mistakes and optimize your MECE applications.
The presentation features illustrative examples from various industries to show MECE in action, providing practical insights and inspiration. It includes engaging group activities designed for the practice of the MECE principle, fostering collaborative learning and application. Key takeaways and success factors for mastering the MECE principle and applying it in your professional work are also covered.
The MECE Principle presentation is meticulously designed to provide you with all the tools and knowledge you need to master the MECE principle. Whether you're a business analyst, manager, or strategist, this presentation will empower you to deliver insightful and actionable analysis, drive better decision-making, and achieve outstanding results.
LEARNING OBJECTIVES:
1. Understand the MECE Principle
2. Improve Analytical Skills
3. Apply MECE Framework
4. Enhance Decision-Making
5. Optimize Resource Allocation
6. Facilitate Strategic Planning
The Enigmatic Gemini: Unveiling the Dual Personalitiesmy Pandit
Explore the fascinating world of the Gemini Zodiac Sign, where duality reigns supreme. Discover the personality traits, important dates, and horoscope insights that define the ever-curious and communicative Gemini.
Satta matka fixx jodi panna all market dpboss matka guessing fixx panna jodi kalyan and all market game liss cover now 420 matka office mumbai maharashtra india fixx jodi panna
Call me 9040963354
WhatsApp 9040963354
Discover the Beauty and Functionality of The Expert Remodeling Serviceobriengroupinc04
Unlock your kitchen's true potential with expert remodeling services from O'Brien Group Inc. Transform your space into a functional, modern, and luxurious haven with their experienced professionals. From layout reconfiguration to high-end upgrades, they deliver stunning results tailored to your style and needs. Visit obriengroupinc.com to elevate your kitchen's beauty and functionality today.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions. 𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢2024 GROUNDBREAKING CEREMONY OF SK LEAVEO PLANT
➢2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢2024 CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
➢ Daewon Pharm Year End Party
➢ Giant Lantern Festival in Ha Noi with Gamuda Land
➢ Light Festival 2019 in HCMC with Phu My Hung Corp
(etc)
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Revolutionizing Surface Protection Xlcoatings Nano Based SolutionsExcel coatings
Excelcoating Transforming surface protection with their cutting-edge, eco-friendly nano-based coatings. This presentation delves into their innovative product lineup, including Excel CoolCoat for roof cooling, Excel NanoSeal for cement surfaces, Excel StayCool for UV-filtering glass, Excel StayClean for solar panels, Excel CoolTile for heat-reflective tiles, and Excel InsulX for film insulation.
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...Niswey
50 million companies worldwide leverage WhatsApp as a key marketing channel. You may have considered adding it to your marketing mix, or probably already driving impressive conversions with WhatsApp.
But wait. What happens when you fully integrate your WhatsApp campaigns with HubSpot?
That's exactly what we explored in this session.
We take a look at everything that you need to know in order to deploy effective WhatsApp marketing strategies, and integrate it with your buyer journey in HubSpot. From technical requirements to innovative campaign strategies, to advanced campaign reporting - we discuss all that and more, to leverage WhatsApp for maximum impact. Check out more details about the event here https://events.hubspot.com/events/details/hubspot-new-delhi-presents-unlocking-whatsapp-marketing-with-hubspot-integrating-messaging-into-your-marketing-strategy/
Tired of chasing down expiring contracts and drowning in paperwork? Mastering contract management can significantly enhance your business efficiency and productivity. This guide unveils expert secrets to streamline your contract management process. Learn how to save time, minimize risk, and achieve effortless contract management.
Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
AI Transformation Playbook: Thinking AI-First for Your BusinessArijit Dutta
I dive into how businesses can stay competitive by integrating AI into their core processes. From identifying the right approach to building collaborative teams and recognizing common pitfalls, this guide has got you covered. AI transformation is a journey, and this playbook is here to help you navigate it successfully.
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART INDIA MATKA KALYAN SATTA MATKA 420 INDIAN MATKA SATTA KING MATKA FIX JODI FIX FIX FIX SATTA NAMBAR MATKA INDIA SATTA BATTA