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1099 & W9 Update

For years, the IRS has struggled with independent contractors (ICs) and tax collection. Recently, they have re-evaluated ways to close the tax gap (taxes due but not reported or paid) and determined one of the greatest opportunities comes from expanding the information reporting on taxpayers by payors – the 1099. But, fortunately, this time consuming reporting obligations can be streamlined in a number of ways.

Join nationally known speaker and expert on 1099 and W-9 issues Miles Hutchinson, CGMA, for this practical 90-minutes CPE webinar that will provide participants with answers to the following questions:

• What are the rules regarding paying and IRS reporting on Independent Contractors? 

• How do you avoid the IRS CP-2100 (B-Notices)? 

• What if your vendor claims exemption; must you obtain a W-9 anyway? 

• What are the best practices? 

• How can you minimize risk of improper exemption claims by your vendors? 

Get the answers to these and related questions to reduce your risk of huge penalties from the IRS. 

Mr. Hutchinson will help you learn the rules requiring W-9 documentation and 1099 reporting as well as how to properly establish the independent contractor relationship with the right documentation. Plus, understand the rules and keep your company or clients' companies in compliance and ensure that your records will stand the scrutiny of an IRS Third-party Documentation and Reporting audit. You will also learn how to avoid the onerous penalties for noncompliance and build the best defense against the 972-CG Notice of Proposed Penalty Letter.

This course is essential for all professionals in industry or in public practice who are responsible for filing or overseeing compliance with IRS Form 1099, as well as those charged with gathering the necessary documentation for independent contractors to accompany Form W-9. The presentation time will include opportunities for you to ask questions to Mr. Hutchinson live.

Register for this webcast 1099 & W9 Update at a discounted price.

Success Strategies for the Introverted Leader

Introducing a new webinar that helps you tackle the challenges and capitalize on advantages of being an introvert in a leadership role.

Introverts are often misunderstood, and that can negatively impact how you’re seen as a leader. In general, extroverts are much easier to read than introverts. Extroverts think out loud and don’t hesitate to share their ideas without vetting them internally first. Their nature is to be bold and gregarious, even dominant, traits that people often associate with leaders.

Introverts are generally quieter and more reserved. They are less likely to put their ideas on the table until they’ve had sufficient time to think them through. Unfortunately, this can leave room for misinterpretation of the introvert’s intentions as well as undervaluation of his or her leadership abilities.

If you’re an introvert in a leadership position, the social interactions your job requires can leave you drained and overwhelmed. But what can you do? You became a leader because of your skill set; abandoning your position is not an option. You need help. You need Success Strategies for the Introverted Leader. This 2-hours webinar has all the information you need to reach new levels of success, without changing who you are.

In a workplace filled with extroverts, it can be easy to overlook introverts, even those in leadership positions. So as an introvert, it’s your duty to speak up, make yourself known and get your point of view taken into account. That’s not always a comfortable thing to do, which is exactly why you can’t miss Success Strategies for the Introverted Leader. You’re a good leader; learn how to make others see it too!

A look at what you’ll learn:

• An introvert’s guide to great leadership: Tips and tricks

• Preparation: The key to successful introvert leadership

• Simple ways to become more comfortable embracing your inner extrovert

• Overcoming your discomfort at being the center of attention

• Making your words count—the importance of word choice for maximum impact

• 5 strategies for getting your voice heard, even when dealing with louder colleagues

When you attend Success Strategies for the Introverted Leader, you will learn all about the dangers of being misunderstood and how to adjust your communication style to make sure you are seen as a competent, capable, cooperative leader who knows how to get things done.

Assertive or Aggressive? Assertiveness Skills for Executives, Managers, Supervisors and HR Professionals

This program is designed to highlight the need to demonstrate assertive behavior and how it impacts overall performance.  You will learn to interact more effectively with people and manage your relationship with others with greater confidence and authority.

Being assertive means communicating your needs, wants and opinion to others in a direct and tactful manner, while at the same time receptive to their needs and without being confrontational or aggressive.

You cannot manage effectively if you feel uncomfortable saying ‘NO’ to your employees and are afraid to influence upwards and shy away from conflicts.  Participants will learn to:

• Take charge in their jobs
• Handle conflicts with strength and decisiveness
• Get tasks accomplished while maintaining effective relationships
• Make requests and refuse others
• Negotiate diplomatically
• Influence others without being coercive or manipulative

Assertiveness isn’t an option for success-minded managers – it’s a must-have skill.

Assertiveness Skills for Executives, Managers, HR professionals and Supervisors is a powerful webinar designed to provide you with the communication essentials you need to manage with greater confidence and authority. Through interactive exercises, insightful discussions, and activities, you’ll master people skills and assertive communication techniques guaranteed to give you an edge when you deal with people, problems, and situations that once caused you stress.

In just 60 minutes training, you’ll find out how to give criticism that motivates improved performance, how to get the results you expect from employees, and how to implement unpopular policies without losing staff loyalty. You’ll learn how to negotiate better, so you’ll be able to win time, resources, and the backing of upper management for your department. Plus, this webinar will give you dozens of problem-solving techniques for handling interdepartmental conflicts with tact so that you can reach compromises that are “win-win” solutions for everyone involved. You’ll also build solid strategies for protecting your authority as a manager – without making enemies along the way.

Assertive or Aggressive? Assertiveness Skills for Executives,Managers, Supervisors and HR Professionals - Enroll today and draw on some of the best ideas and methods available for more assertive, proactive management.

Two days workshop on Mastering Management: The Ultimate Problem-Solving

Two Days in person workshop on Ultimate Problem-Solving Skills essential for all Executives, Vice Presidents, Directors, Managers and Team Leaders.

This practical, interactive and participate training course will enhance your management skills in order to motivate your team members by projecting a charismatic and inspiring approach to your role. With practical insights into managerial and behavioral styles, you will explore the core competencies needed in effectively managing in an organisation, managing people and managing change. This Mastering Management Skills training course will give delegates:

• An assessment of their managerial style

• Clear direction for action in their areas for improvement

• The skills and knowledge to take their performance up to the next level

• The management tools and techniques to create effective change

Delegates who attend this Mastering Management Skills training course will learn to take responsibility for helping their team members to build the personal capacity needed to increase productivity and business results. Delegates will learn how to channel their skills and motivation into improving their key performance factors. Delegates will leave the training course with new insights into their preferred management and behavioral styles. Every delegate will have renewed confidence and energy to implement their personal action plans developed on the training course.

By attending this training program individual who have some experience at the supervisor/manager level and are ready to take more management responsibilities and are being groomed to make the transition from supervision to management. Managers who are looking to improve their managerial competencies, those who have been appointed to manage a change initiative will clarify role as manager. Program Objectives is to know the importance of character in management and the dimensions of behavioral style will embrace core functions of effective managers. Discuss the key elements used by major organisations to achieve business excellence. Understand how to implement a successful strategy, the need to take responsibility for leading change and how to be a Champion of Change.

Mastering Management Skills explores the issues, pressures and dilemmas faced by all managers. Setting these wide-ranging and complex situations in a realistic context, the common and universal problems of integrity, leadership, presentation and motivation are addressed in this session - Mastering Management: The Ultimate Problem-Solving Workshop. Enroll for the seminar today.

Workshop On BSA/AML/OFAC Risk Assessments - Are you Doing them Correctly

The seminar highlights BSA/AML/OFAC risk assessments. The areas of focus outlined in this session are based on best industry practice, supervisory experience and cover the major components of an effective BSA risk assessment program that audit focuses on. The instructor will look at these areas and the specifics of each area as it pertains to BSA compliance.

This Bank Secrecy Act risk Assessment training will emphasize BSA best practices that are being acknowledged and recognized by regulators and examiners and will discuss each risk assessment area. The areas covered in the session:

• Implementing BSA risk assessment
• Assessing policies and procedures for risk assessments
• Comprehensive risk assessment review for BSA / AML / OFAC
• Review of risk assessment matrixes
• Determining effectiveness and thoroughness of risk assessments
• Performing risk assessments

Financial institutions are required to be compliant with BSA rules and regulations. Such compliance needs to be well documented and consistent to ensure financial institutions avoid BSA violations and implications. Financial institutions’ BSA Programs must have adequate risk assessment policies and procedures, monitoring programs, training programs, qualified employees overseeing the BSA daily operations and independent testing programs. An effective BSA risk assessment program will ensure that all areas are being evaluated for risk appropriately and being monitored on a routine basis. Having a strong BSA risk assessment program will ensure that financial institutions are proactive in assisting the Bank in mitigating risk that can negatively impact its strategic and business plans for growth, development, and compliance.

All financial institutions have some level of risk to money laundering, terrorist financing, or financial fraud. The cornerstone of any good anti-money laundering (AML) compliance program is an assessment of these risks in order to develop strategies to manage and mitigate them.  The principle of the risk-based approach is that resources are directed congruently with priorities so that the greatest risks receive the highest attention.

Risk assessments are the foundation of a BSA/AML Program. The purpose is to identify the BSA/AML risk profile and use the results to apply appropriate controls to mitigate risk. Steps to identify specific risk categories, such as: customers, products, services, and geographies and quantify the specific risk categories.

An Office of the Treasury that administers and enforces economic and trade sanctions based on U.S. foreign policy objectives and national security goals against targeted: Foreign countries and regimes, Individuals, Entities, and Practices. The sanctions programs administered by OFAC require transactions, accounts and/or other property to be blocked or rejected; depending on the specific program requirements. OFAC can assess Civil Money Penalties (CMPs) for processing or engaging in an apparent violation of a U.S. sanctions program. OFAC operates under a clause of strict liability. If a sanctioned transaction is processed, there is a violation of law. When determining whether a CMP is appropriate, or in calculating the CMP amount, OFAC reviews the existence, nature, and adequacy of the bank’s OFAC compliance program, including the views of the institution’s regulator.

Register yourself for this brainstorming session now- BSA/AML/OFAC Risk Assessments - Are you Doing them Correctly

Status Classification: Exempt vs Non-exempt

This topic will help you understand the current overtime exemptions, the nature of the claims asserted by plaintiffs, and common areas of focus and arguments advanced by plaintiffs' counsel and the Department of Labor. It will also explain what steps you can take to assure proper classification and minimize the likelihood and success of these misclassification claims.

The differences between exempt employees and non-exempt employees can cause a lot of confusion for both workers and employers. Whether or not you are entitled to minimum wage and/or overtime pay for working more than 40 hours per week depends on your exemption status, as governed by the federal Fair Labor Standards Act (FLSA).

Non-Exempt Employee vs Exempt Employee

a) Definition of Non-exempt employee- Most employees are entitled to overtime pay under the Fair Labor Standards Act. They are called non-exempt employees. Employers must pay them one-and-a-half times their regular rate of pay when they work more than 40 hours in a week. The biggest problem most employers have with non-exempt employees is miscalculating how much overtime workers are owed.

A non-exempt employee must be paid the minimum wage and overtime pay for any time worked beyond 40 hours in a given week. Under FLSA rules, non exempt employees are entitled to time and one-half of their regular pay rates for each hour of overtime. Non-exempt employees mistakenly treated as exempt employees, or whose "off-the-clock" hours are not properly recorded and compensated, may file FLSA overtime claims with the U.S. Department of Labor.

Most workers, particularly those working an hourly wage, are in fact non-exempt employees.

b) Definition of exempt employee- The Fair Labor Standards Act contains dozens of exemptions under which specific categories of employers and employees are exempted from overtime requirements. The most common exemptions are the white-collar exemptions for administrative, executive, and professional employees, computer professionals, and outside sales employees. There is an also a lesser known exemption for certain retail or service organizations. The primary advantages of classifying employees as exempt are that you don’t have to track their hours or pay them overtime, no matter how many hours they work.

Obviously, this is an appealing scenario for employers. However, exemptions from the overtime requirements of the FLSA are just those exceptions to the rule. They are very narrowly construed, and as the employer, you will always bear the burden of proving that you have correctly classified an employee as exempt.

Understanding of the FLSA exemption categories and how to apply them including:

• Executive Exemption: what is management and how many employees must the executive supervise

• Administrative Exemption: what is management or general business operations and what is discretion and independent judgment

• Professional Exemption: who is a learned professional and who is a creative professional

• Computer Employee Exemption: what makes certain of computer professionals exempt and how is their salary test different

• Outside Sales Exemption: what are the requirements and how much do they have to be paid

• Highly Compensated Employees: how does their salary get calculated

• Other exemption rules: who is automatically covered and who is excluded by rule

Register yourself for this interactive webinar now - Status Classification: Exempt vs Non-exempt