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Online Compliance Panel
Friday 28 September 2018
Tuesday 26 September 2017
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?
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.
Thursday 14 September 2017
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.
Monday 11 September 2017
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.
Wednesday 6 September 2017
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.
Friday 14 July 2017
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
Thursday 22 June 2017
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).
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
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