Payroll Georgia, Unique Aspects of Georgia Payroll Law and Practice

The Georgia State Agency that oversees the collection and reporting of State income taxes deducted from payroll checks is:

Department of Revenue

Withholding Tax Unit

Payroll Georgia, Unique Aspects of Georgia Payroll Law and Practice

504 Trinity-Washington Bldg.

270 Washington Street

Atlanta, GA 30334

404-417-2311

[http://www.etax.dor.ga.gov/withholding.shtml]

Georgia requires that you use Georgia form "G-4, Employee's Withholding Certificate" instead of a Federal W-4 Form for Georgia State Income Tax Withholding.

Not all states allow salary reductions made under Section 125 cafeteria plans or 401(k) to be treated in the same manner as the IRS code allows. In Georgia cafeteria plans are: not taxable for income tax calculation; not taxable for unemployment insurance purposes. 401(k) plan deferrals are: not taxable for income taxes; taxable for unemployment purposes.

In Georgia supplemental wages are taxed or a graduated rate

Annual wage Rate
Under ,000.00 2.0%
,000.00 to ,000.00 3.0%
,000.00 to ,000.00 4.0 %
,000.00 to ,000.00 5.0%
over ,000.00 6.0%

You must file your Georgia State W-2s by magnetic media if you have at least 250 employees.

The Georgia State Unemployment Insurance Agency is:

Georgia Department of Labor

Unemployment Insurance Division

148 International Blvd., N.E.

Atlanta, GA 30303-1751

404-656-3122

http://www.dol.state.ga.us/em/

The State of Georgia taxable wage base for unemployment purposes is wages up to 00.00.

Georgia requires Magnetic media reporting of quarterly wage reporting if the employer has at least 100 employees that they are reporting that quarter.

Unemployment records must be retained in Georgia for a minimum period of four years. This information generally includes: name; social security number; dates of hire, rehire and termination; wages by period; payroll pay periods and pay dates; date and circumstances of termination.

The Georgia State Agency charged with enforcing the state wage and hour laws is:

Department of Labor

148 International Blvd., N.E., Ste. 276

Atlanta, GA 30303-1751

866-487-9243

http://www.dol.state.ga.us/

The minimum wage in Georgia is .15 per hour.

There is also no general provision in Georgia State Law covering paying overtime in a non-FLSA covered employer.

Georgia State new hire reporting requirements are that every employer must report every new hire and rehires. The employer must report the federally required elements of:

Employee's name Employee's address Employee's social security number Employer's name Employers address Employer's Federal Employer Identification Number (EIN)

Plus
Date of Birth UI ID# of UBI ID#
This information must be reported within 10 days of the hiring or rehiring.
The information can be sent as a W4 or equivalent by mail, fax or electronically.
There is a written warning for a late report in Georgia.

The Georgia new hire-reporting agency can be reached at 888-541-0469 / 404-525-2985 or on the web at https://newhirereporting.com/ga-newhire/default.asp .

Georgia does allow compulsory direct deposit but the employee's choice of financial institution must meet federal Regulation E regarding choice of financial institutions.

Georgia requires the following information on an employee's pay stub:

Employer pay rate hours worked itemized deductions

Georgia requires that employee be paid no less often than semi-monthly and at even intervals. There is an exemption for officials, superintendents and department heads.

In Georgia there are no statutory requirements concerning the lag time between when the services are performed and when the employee must be paid.

Georgia has no general provision on when terminated employees must be paid their final wages.

Deceased employee's wages up to ,500.00 must be paid to the designated beneficiary, surviving spouse or children's guardian (in that order).

Escheat laws in Georgia require that unclaimed wages be paid over to the state after one year.

The employer is further required in California to keep a record of the wages abandoned and turned over to the state for a period of ten years.

There is no provision in Georgia law concerning tip credits against State minimum wage.

In the Georgia payroll law there is no provision covering required rest or meal periods.

There is no provision in Georgia law concerning record retention of wage and hour records therefor it is probably wise to follow FLSA guidelines.

The Georgia agency charged with enforcing Child Support Orders and laws is:

Child Support Enforcement

State Department of Human Resources

2 Peachtree St., N.W. 15th Fl.

404-657-3851

http://ocse.dhr.georgia.gov/portal/site/DHR-OCSE/

Georgia has the following provisions for child support deductions:

When to start Withholding? 14 days after order is mailed When to send Payment? Two days of Payday. When to send Termination Notice? "Promptly" Maximum Administrative Fee? per payment ( for first one). Withholding Limits? Federal Rules under CCPA.

Please note that this article is not updated for changes that can and will happen from time to time.

Payroll Georgia, Unique Aspects of Georgia Payroll Law and Practice
Check For The New Release in Health, Fitness & Dieting Category of Books NOW!
Check What Are The Top Cooking Books in Last 90 Days Best Cheap Deal!
Check For Cookbooks Best Sellers 2012 Discount OFFER!
Check for Top 100 Most Popular Books People Are Buying Daily Price Update!
Check For 100 New Release & BestSeller Books For Your Collection

Charles J. Read, CPA has been in the payroll, accounting and tax business for 30 years, the last fifteen in private practice. Mr. Read is the author of “How to Start a New Business”.

For Professional Payroll services at a Budget Price go to http://www.PayrollonaBudget.com a Paperless Payroll Company.

Go to http://www.CustomPayroll.com For a full service payroll service bureau with CPA's on staff.

See an excerpt of Mr. Read’s interviews from William Shatners "Heartbeat of America" television show on the websites linked above.

watch cell phone Best Price 36 Sampson Grate For 121 44 Best Buy Chippendale Fish Fork With Hollow Handle Best Offer Cane Creek 110 Zerostack Headset

Payroll California - Unique Aspects of California Payroll Law and Practice

The California State Agency that oversees the collection and reporting of State income taxes deducted from payroll checks is:

Employment Development Department

800 Capitol Mall

Payroll California - Unique Aspects of California Payroll Law and Practice

Sacramento, CA 95814

888-745-3886

[http://www.cahwnet.gov/taxind.htm]

California requires that you use California form “DE 4A-4, Employee’s Withholding Allowance Certificate” instead of a Federal W-4 Form for California State Income Tax Withholding.

Not all states allow salary reductions made under Section 125 cafeteria plans or 401(k) to be treated in the same manner as the IRS code allows. In California cafeteria plans: are not taxable for income tax calculation; are not taxable for unemployment insurance purposes. 401(k) plan deferrals are: not taxable for income taxes; are taxable for unemployment purposes.

In California supplemental wages are taxed at a 6% flat rate, 9.3% for stock options and bonuses.

You are not required to file California State W-2s.

The California State Unemployment Insurance Agency is:

Employment Development Department

P.O. Box 826880 - MIC 94

Sacramento, CA 94280-0001

888-745-3886

[http://www.edd.cahwnet.gov/]

The State of California taxable wage base for unemployment purposes is wages up to 00.00.

California requires Magnetic media reporting of quarterly wage reporting if the employer has at least 250 employees that they are reporting that quarter.

Unemployment records must be retained in California for a minimum period of four years. This information generally includes: name; social security number; dates of hire, rehire and termination; wages by period; payroll pay periods and pay dates; date and circumstances of termination.

The California State Agency charged with enforcing the state wage and hour laws is:

The Department of Industrial Relations

Division of Labor Standards Enforcement

P.O. Box 420603

San Francisco, CA 94142-3660

[http://www.dir.ca/gov/dlse/dlse.html]

The provision in the law for minimum wage in the State of California is .75 per hour..

The general provision in California State Law covering paying overtime in a non-FLSA covered employer is one and 1/2 times regular rate after an 8 hour day, 40 hour week in most industries. Check for other overtime rules and exemptions..

California State new hire reporting requirements are that every employer must report every new hire, rehire and contract who is paid over 0.00. The employer must report the federally required elements of:

Employee’s name Employee’s address Employee’s social security number Employer’s name Employers address Employer’s Federal Employer Identification Number (EIN)

Plus date of hire; state EIN; date, dollar amount, expiration date of contract.

This information must be reported within 20 days of the hiring or rehiring; or after 0.00 minimum is met or contract is signed whichever is earlier.
.
The information can be sent as a W4 or equivalent DE34 by mail, fax or electronically.
There is a .00 to 0.00 penalty for a late report in California.

The California new hire reporting agency can be reached at 916-657-0529 or on the web at [http://www.edd.cahwnet.gov/txner.htm] .

California does allow compulsory direct deposit but the employee’s choice of financial institution must meet federal Regulation E regarding choice of financial institutions.

California does not allow compulsory direct deposit

California requires the following information on an employee’s pay stub:

Employee’s Name
Pay rate
Gross and net earnings
Amount and purpose of deductions
Hours worked or work done if piece work

California State Wage and Hour Law provisions concerning pay stub information detail the following information must be on the paystub.

Gross and net earnings Hours worked at each hourly rate for hourly workers Piece rate and number of pieces Deductions Pay period dates Employee's name and social security number Employer’s name and address

In California employees must be paid at least semimonthly, monthly for FLSA exempt employees. The lag time between earned and paid is governed by statute in California. Wages earned from the 1st through the 15th of the month must be paid by the 26th. Wages earned from the 16th through the end of the month must be paid by the 10th of the following month. Exempt employees by the 26th of the month for the entire month (a safe harbor is payment within 7 days after the pay period.)

California payroll law requires that involuntarily terminated employees must be paid their final pay immediately; within 72 hours for seasonal employees; within 24 hours for certain motion picture (by next payday if laid off) and certain oil drilling employees. Voluntarily terminated employees must be paid their final pay within 72 hours; immediately if 72 hours' notice of quit is given; strikers on next regular payday.

Deceased employee’s wages to a maximum of ,000.00 must be paid to the surviving spouse or conservator when an Affidavit of right and proof of identity are presented.

Escheat laws in California require that unclaimed wages be paid over to the state after one year.

The employer is further required in California to keep a record of the wages abandoned and turned over to the state for a period of seven years.

There is no provision in California law concerning tip credits against State minimum wage.

In California the payroll laws covering mandatory rest or meal breaks are a 30-minute meal break after five hours; 30 minutes after 10 hours; 10 minute rest after four hours.

California law concerning record retention of wage and hour records is two years..

The California agency charged with enforcing Child Support Orders and laws is:

Department of Child Support Services

P.O. Box 944245

Sacramento, CA 95244-2440

916-654-1532

www,childsup,cahwnet.gov/default.htm

California has the following provisions for child support deductions:

When to start Withholding? 10 days after service When to send Payment? Within 7 days of Payday. When to send Termination Notice? When next payment is due Maximum Administrative Fee? per payment. Withholding Limits? 50% of disposable earnings.

Please note that this article is not updated for changes that can and will happen from time to time.

Payroll California - Unique Aspects of California Payroll Law and Practice
Check For The New Release in Health, Fitness & Dieting Category of Books NOW!
Check What Are The Top Cooking Books in Last 90 Days Best Cheap Deal!
Check For Cookbooks Best Sellers 2012 Discount OFFER!
Check for Top 100 Most Popular Books People Are Buying Daily Price Update!
Check For 100 New Release & BestSeller Books For Your Collection

Charles J. Read, CPA has been in the payroll, accounting and tax business for 30 years, the last fifteen in private practice. Mr. Read is the author of “How to Start a New Business”.

For Professional Payroll services at a Budget Price go to http://www.PayrollonaBudget.com a Paperless Payroll Company.

Go to http://www.CustomPayroll.com for a full service payroll service bureau.

See an excerpt of Mr. Read’s interviews from William Shatners “Heartbeat of America” television show on the websites linked above.

watch mobile phone Best Price 36 Sampson Grate For 121 44 Best Buy Chippendale Fish Fork With Hollow Handle

Four Major Forces Creating Change in Organizations Today - Skills That Leaders Need

Globalization, technological changes, knowledge management and cross boundaries collaboration are four factors that are major forces creating change in organizations today.

These changes affect decision-making as organizations are forced to recognize that they need leaders who are innovative, creative visionaries who understand the various environments that their organizations are operating in, and are able to differentiate between these different environments.

These environments include: the external or operating environment; the competitive environment (that part of the external environment in which firms that are competing for the same market exist) and the macroenvironment in which influences such as the economy, government regulations, societal values, demographics and technology come to bear upon an organization.

Four Major Forces Creating Change in Organizations Today - Skills That Leaders Need

Faced with such complexities leaders need to be equipped with appropriate skill-sets such as flexibility, good communication, and critical thinking and negotiation abilities. They must also be supported with the necessary resources in order to make good decisions that will benefit their organizations.

Globalization

A convergence of international activities such as the increase in overseas production of goods and services; increasing consumer demands in emerging markets worldwide; declining barriers to international trade aided by rapidly changing technology, have created a globalized economy in which inter-dependency among countries has emerged as the norm today. Therefore the hiring practices of companies who are seeking the best talent have changed because the best talent might no longer be resident in the home country.

Companies have had to calibrate their hiring, training and management practices to meet this challenge. In a world where "Americans too often come across as intrusive, manipulative, and garrulous" (David, 2007, p.291), US organizations have to be respectful of the culture, customs, political, and legal differences of the countries that they are operating in.

Some of these customs affect protocol such as the exchange of gifts, the observance of holidays, and labor laws. Even accounting standards vary internationally. Therefore organizations must be sensitive to these differences when formulating operational and human resource (HR) policies for implementation abroad for, in this global environment, it is hardly likely that companies can apply the domestic policies that work at home, abroad.

Technological Change:

Technology is like a two-edged sword that can make our lives easier or worse. The Internet has revolutionized the way in which information is exchanged, communication facilitated and commerce conducted. Technology is rapidly changing and effective management demands more knowledge in these areas in order for companies to manage their resources and develop, maintain or keep their competitive edge.

While technology has enabled firms to save time and money by conducting business such as negotiations, trade, and commerce in real time, it can also facilitate the dissemination of sensitive information about a company's practices, trade secrets and new product development in a matter of seconds.

Hackers can breach a company's security via the internet and put companies at risk. Organizations have responded by having whole new types of departments such as Information Technology (IT) departments, headed by managers with titles such as Chief Information Officer (CIO), to manage both the opportunities and the risks associated with technological changes.

Additionally, technology has ushered in an array of high-tech devices that aid and facilitates companies in gathering and managing information, maintaining contact with their employees globally, making and communicating decisions instantaneously. This can be both a boon and a source of stress for managers and leaders who must learn to manage their choice and use of these devices. In a global economy technology can aid in knowledge management

Knowledge Management

Driving forces such as shifts in buyer demographics and preferences; technology, product and market innovation; changes in society, consumer attitudes and lifestyle all demand new ideas. This has created a need for knowledge workers.

Knowledge workers comprise a company's intellectual capital and are made up of creative people with novel ideas and problem-solving skills. Managing its knowledge assets can give a company a competitive edge as it effectively utilizes the expertise, skills, intellect, and relationships of members of the organization.

For example, a company's strategic management efforts can be greatly enhanced when knowledge that is resident in its international talent pool is tapped at its source, since a manager who is "closer to the ground" and part of the local culture might be better able to sense environmental changes than one who is not.

Keeping knowledge workers motivated and incentivized by both intrinsic and extrinsic means will cause organizations to re-think and change their benefits and compensation methods and, perhaps, even redefine the traditional view of the employer-employee relationship into something new, such as a company-contractor model, for example.

Cross-boundaries Collaboration

An important part of knowledge management is effectively managing organization-wide collaboration. Use of appropriate technology and applications such as a virtual private networks; VoIP, e-mail, social networking websites such as Face Book, and even company-sponsored blogs can facilitate communication between an organization and its stakeholders, and help in different types of internal and external collaborative processes. An example of a tool that can be used in cross-boundaries collaboration might be an easily accessible online database that provides a central source of information to employees, customers, or suppliers.

Managing in the 21st Century

In the 21st Century change is the norm rather than the exception and leaders must be able to embrace it. They need to be able to develop:

A vision, and be able to communicate it to their organizations An orientation to serving An entrepreneurial mind-set A commitment to continuous innovation A global mindset Ease and confidence with technology Know-how in systems thinking (a broad view of the inter-relationship of an organization's parts, rather than a narrow view that is focused on one part or event.) A sense of ethics and appreciation of spirituality in the workplace A commitment to continuous learning, personal and professional development

In order to respond effectively to the four major forces creating change in today's global economy leaders must be willing to embrace change; they must be curious and appreciative of the richness and diversity of other cultures. The must be trust-worthy and flexible; and they must have very strong time management, communication, conflict-management, problem-solving and people-skills in order to effectively manage these drivers of change.

References

David, Fred R. (2009). Strategic Management, Concepts and Cases, 11th ed. (p. 291). New Jersey: Pearson Prentiss Hall.

Ruth M. Tappin

© 2009

Four Major Forces Creating Change in Organizations Today - Skills That Leaders Need
Check For The New Release in Health, Fitness & Dieting Category of Books NOW!
Check What Are The Top Cooking Books in Last 90 Days Best Cheap Deal!
Check For Cookbooks Best Sellers 2012 Discount OFFER!
Check for Top 100 Most Popular Books People Are Buying Daily Price Update!
Check For 100 New Release & BestSeller Books For Your Collection

watch mobile phone Best Price 36 Sampson Grate For 121 44

New England Colonies

The Puritans believed that they were the Chosen People of God destined to found a New Jerusalem-a New City of God in the wilderness. They interpreted the Bible more literally than their British counterparts, and sought to establish a purified church, which sometimes meant imposing their religious beliefs on unwilling citizens.

Massachusetts Bay Colony

In 1629, the Massachusetts Bay Company obtained a charter allowing it to trade and colonize in New England. Its Puritan stockholders envisioned the colony as a refuge from religious persecution. The charter, which ceded lands from three miles south of the Charles River to three miles north of the Merrimack, allowed the company to establish its own government, subject only to the king. Its government was to be placed in the hands of a governor, deputy governor, and eighteen assistants, to be elected annually by the company.

New England Colonies

Unlike the poor and humble Pilgrims, the founders of Massachusetts Bay Colony were men of wealth and social position. They left comfortable homes in England to found a Puritan state in America. They got a large tract of land extending from the Merrimac River to the Charles, and westward across the continent.

In the fall of 1630, the Company called the first General Court in the new colony. All male residents were designated as freemen, but they only had the right to choose the colony's assistants. All legal and judicial powers were retained by the assistants themselves, who elected the governor and deputy governor. They later restricted the right to vote to only those freemen who were Puritans.

The Bay Colony government deeded title for townships to groups of male settlers, who then distributed the land among themselves. And though men of the highest rank received the largest plots, all men received enough land to support their families.

The first winter at Massachusetts Bay Colony was a harsh one. Starvation and disease took the lives of two hundred people, and another two hundred returned to England in the spring. But the core group of Puritans persevered.

The Connecticut Colony

The Massachusetts Puritans drove many people from their colony with their strict rules, but there were others who left of their own free will. They were not content with the Puritans and decided to leave. Among these were the founders of Connecticut. They settled the towns of Hartford, Windsor, and Wethersfield on the Connecticut River.

At about the same time, John Winthrop, Jr. led a colony to Saybrook, at the mouth of the Connecticut River. Up to that time, the Dutch seemed to have the best chance to settle the Connecticut Valley, but the control of that region was then firmly in the hands of the English.

The Connecticut people had no charter, and they wanted something more definite than a vague compact. So in the winter of 1638-39 they met at Hartford and set down on paper a complete set of rules for their guidance. The Connecticut constitution of 1638-39 is looked upon as "the first truly political written constitution in history." The government they established was similar to that of Massachusetts, with one key exception-in Connecticut you didn't have to be a member of the church to vote and participate in the government.

Rhode Island

Roger Williams, a Puritan minister, disagreed with the Massachusetts leaders on several points. He thought that the colonists had no right to lands that were not purchased from the Native Americans. And he insisted that the rulers had no power in religious matters. He insisted on these points so strongly that the Massachusetts government expelled him from the colony.

In the spring of 1636, with four companions, he founded the town of Providence. There he decided that every one should be free to worship God as he or she saw fit. Other nonconformists followed Roger Williams to that region, including Anne Hutchinson and William Coddington, who founded Portsmouth in 1638.

A short-lived dispute sent Coddington to the southern tip of Aquidneck Island (purchased from the Narragansetts), where he established Newport in 1639. The fourth original town, Warwick, was settled in 1642 by Samuel Gorton, another dissident from Portsmouth.

These communities were founded on the principle of absolute freedom of conscience. Most of the settlers were people who couldn't endure the rigors of Puritan theology, law, and custom. In fact, they couldn't agree among themselves, and for many years Rhode Island was the most turbulent of all the New England colonies. Their soul liberty, as Roger Williams called it, apparently didn't extend to civil matters.

New HavenJohn Davenport, an extreme Puritan clergyman, and Theophilus Eaton, a London merchant, were the leaders of the Eastland Company that eventually settled the Colony of New Haven. The leaders and many of their followers were men of considerable property. The Company included men and women from London and others from Kent, Hereford, and Yorkshire in England.

Davenport and Eaton were also members of the Massachusetts Bay Company. On arriving in America in June, 1637, they stopped at Boston and remained there during the winter. Pressure was brought on them to make Massachusetts their home, but Davenport wasn't content to remain where he would be only one among many.

He sent Eaton voyaging to find a suitable place for worship and trade. Eaton suggested that Quinnipiac on the Connecticut shore would be perfect for their new settlement. On April 24, 1638, five hundred English settlers arrived at the harbor to settle permanently on the lands of the Quinnipiac Native Americans.

Before winter most of the colonists who had arrived in April were living on their house-lots, leaving their cellars or other temporary shelters for new-comers. Some of the houses, being occupied by persons of small estates, were presumably such as a Dutch traveler saw at Plymouth, and describes as block-houses built of hewn logs.

At a meeting of the General Court, a body of sixteen members under the leadership of Eaton, in September 1640, the new harbor was officially referred to as New Haven. These leaders felt that in order for New Haven to become a new trading center they should create a series of settlements in the area. These towns would deliver their products to New Haven for export. The leaders of these communities would be members of the General Court, and would meet on a regular basis in New Haven.

The colony's success soon attracted other believers, as well as those who were not Puritans. They expanded into additional towns: Milford and Guilford in 1639, Stamford in 1640, and later to Fairfield, Medford, Greenwich, and Branford. These towns formally joined together as the New Haven Colony in 1643. They based their government on that of Massachusetts, but they maintained an even stricter adherence to the Puritan discipline.

The New England Confederation

When civil war in England broke out in 1641, the New England colonists-more than twenty thousand, with fifty villages, almost forty churches, and currently without any pressure from the motherland-seriously began to contemplate the establishment of a new nation. In 1643, the British Parliament acknowledged that "the plantations in New England had, by the blessing of the Almighty, had good and prosperous success without any public charge to the parent state."

The New England Confederation was a political and military alliance of the British colonies of Plymouth, Massachusetts Bay, Connecticut, and New Haven. Established in 1643, its primary purpose was to unite the Puritan colonies against the Native Americans living in their midst, against the French to their north, and the Dutch in the New Netherland Colony to their west.

The colonists living in Rhode Island, New Hampshire, and Maine asked to be admitted to the Confederation, but were denied. Massachusetts Bay Governor John Winthrop said they were refused, "because they ran a different course from us, both in their ministry and civil administration." Whatever that means.

The business of the confederation was to be transacted by a commission of eight men, two from each colony. A vote of six was required to carry a measure. The expenses as well as the spoils of war were to be divided among the colonies, according to their male populations between the ages of sixteen and thirty years.

The confederation disintegrated in 1654 after Massachusetts Bay Colony refused to join the war against the Netherlands during the First Anglo-Dutch War.

Social Conditions

The New England colonies were all settled on the town system. Each town consisted of a church congregation, with family homes and public buildings. In the middle of the community was the Puritan church, where services were held every Sunday, and by law everyone had to attend. The church building also served as the meeting house, where laws were made and town business was conducted.

There were no crops that demanded large plantations-like the cultivation of tobacco in Virginia. The colonists were small farmers, mechanics, ship-builders, and fishermen. Unable to afford servants or slaves, the colonists relied upon the family labor of their sons and daughters.

The family was the social unit. The healthy climate and good diet enabled parents to raise six or seven children to maturity. By age ten, boys worked with their fathers in the fields and barn, while daughters assisted their mothers in the house and garden. Most sons remained unmarried and worked on the family farm until their middle or late twenties, knowing that their fathers could eventually provide them with a farm from the family rights in the town lands.

New England Colonies
Check For The New Release in Health, Fitness & Dieting Category of Books NOW!
Check What Are The Top Cooking Books in Last 90 Days Best Cheap Deal!
Check For Cookbooks Best Sellers 2012 Discount OFFER!
Check for Top 100 Most Popular Books People Are Buying Daily Price Update!
Check For 100 New Release & BestSeller Books For Your Collection

Maggie MacLean is an amateur historian and a lover of women's history. Please visit her History of American Women blog, which begins with the early American colonies at Jamestown and Plymouth, and it will cover all eras of women's history, with particular emphasis on the fight for women's rights in the United States. Read the new articles about slavery and witchcraft in the New England colonies.

watches mobile phone Best Offer Cane Creek 110 Zerostack Headset Best Buy Hobo Icu2T Timber Duck Calls Cheap Best Offer Genuine Brake Band

Top 10 Jobs For Ex Felons

Getting a job with a felony on your record can be very difficult, as you probably already know. Jobs for felons are difficult to get, and most companies wont hire a felon. The ones that do generally don't pay very well. I have compiled a list of the top 10 jobs for felons. Helpful tip: if your felony is over 7 years old, most states dont allow background checks to go back that far. If your state has this law, you can answer 'no' on an application.

Top 10 List

#10 Job - UPS Delivery Driver

Top 10 Jobs For Ex Felons

UPS has been known to hire felons. They have moderate salaries and is a stable job to have.

#9 Job - Join the army

The army accepts people with criminal backgrounds, depending on the crime. Contact a recruiter to see if you qualify to join.

#8 Job - Truck driver

Many trucking companies are willing to hire felons. Most likely you will need to obtain a trucking license.

#7 Job - Start your own business

You can start your own business. One idea is to go to school to be a locksmith, and start your own company. Also consider getting a barber license.

#6 Job - Telephone Customer Service

Many companies are willing to hire felons for over the phone customer service, because you aren't dealing with the people in person.

#5 Job - Temp Agency

Temp agencies can occasionally find good work for you. Many times it will be day labor, so be in good physical shape.

#4 Job - Family business

See if you can work in a family or friend's business. They will be happy to hire you if you are willing to work hard. They will probably be glad to help you get back on your feet.

#3 Job - Independent Contractor

Many people will still use your services as long as you get the job done. If you work hard, it doesn't matter that you have a felony on your record.

#2 Job - Privately owned small businesses

Some chain businesses have rules against accepting felons. Small business owners are more likely to accept you. They will take more of a 'risk' in hiring employees, and you can be more personal with the business owner.

---> #1 Recommended Job - Online GPT Services

This is the best job for a felon, because it requires no screenings whether it be background checks, drug tests, etc. Everyone is accepted, and you work on your own time and you can work as much or as little as you want. Online 'GPT' or "Get-Paid-To" services offer a great way to make a few hundred dollars a month without spending a lot of time working. There are many GPT services available, some better then others. My experience with GPT services has been a great one, and I recommend this as the best job in my list of Top 10 Jobs for Felons.

Top 10 Jobs For Ex Felons
Check For The New Release in Health, Fitness & Dieting Category of Books NOW!
Check What Are The Top Cooking Books in Last 90 Days Best Cheap Deal!
Check For Cookbooks Best Sellers 2012 Discount OFFER!
Check for Top 100 Most Popular Books People Are Buying Daily Price Update!
Check For 100 New Release & BestSeller Books For Your Collection

To learn more about a popular GPT Site, Click Here

watches mobile phone Save 13 On Trademark Miller Girl In The

Police Polygraph Questions

Police polygraph examinations fall under the guidelines for employment interviewing of title VII of the Equal Employment Opportunity Commission, so examiners are obliged to conduct the examinations in a way that would not discriminate on the basis of sex, race, etc. One central principle of ethical standards is that relevant questions be related to the job applied for.

Here are typical questions asked on the police polygraph exam:

Did you tell the complete truth on your job application? Have you deliberately withheld information from your job application? Have you ever been fired from a job? Since the age of ( ) have you committed an undetected crime? Since the age of ( ) have you been convicted of a crime? During the past year, have you used marijuana more than ( ) per ( )? Have you used any other narcotic illegally in the past ( ) years? Have you sold marijuana or other narcotics illegally in the past ( ) years? Have you ever stolen more than ($ ) worth of merchandise in any one year from any of your employers? Have you even stolen more than ($ ) in moneys in any one year from any of your employers? Have you ever used a system to cheat one of your employers? Have you ever had your drivers license suspended or revoked? Have you ever had any traffic citations in the past five ( ) years? Have you deliberately lied to any of these questions? Values, such as age and number of years is determined by the specific department.

Police Polygraph Questions

The method used by John E. Reid & Associates employs four standard relevant questions: In the last five years did you steal any merchandise from previous employers? In the last five years did you steal any money from previous employers? In the last ten years did you take part in or commit any serious crime? Did you falsify any information on your application? These standard questions may be modified depending on admissions made during the pretest (e.g., a revision may be, In the last five years did you steal any merchandise other than minor office supplies?).

In addition to the standard questions a fifth relevant question (e.g., concerning the illegal purchase or sale of merchandise; use of narcotics) may be added. The Reid firm also uses what it regards as control questions in pre-employment interviews. Control questions include, Did you ever steal anything in your life? and Did you lie to any of the questions you answered during the application process for this job? It is not clear, however, how the Reid pre-employment control questions differ from the relevant questions. It seems reasonable to suppose that both truthful and non-truthful subjects (in terms of the relevant questions) may be just as concerned with the subject matter of the control questions as they are with the relevant questions. It is also not clear why employers would be less concerned with the control than with the relevant questions.

Remember, the police polygraph is only a tool used by law enforcement agencies to gather background information on the candidate. Though it is seen as a form of intimidation, there are proven techniques and strategies that should be employed to ensure you pass the polygraph.

Police Polygraph Questions
Check For The New Release in Health, Fitness & Dieting Category of Books NOW!
Check What Are The Top Cooking Books in Last 90 Days Best Cheap Deal!
Check For Cookbooks Best Sellers 2012 Discount OFFER!
Check for Top 100 Most Popular Books People Are Buying Daily Price Update!
Check For 100 New Release & BestSeller Books For Your Collection

Get your free no obligation report: "How To Pass The Police Polygraph." Yours free for visiting Police Exam Preparation

watch mobile phone Best Offer Cane Creek 110 Zerostack Headset Best Offer Lufkin Cn1295Sme590 13 Milimeter 1 2

Bounty Hunter Jobs: Finding Employment in a "Dog Eat Dawg" Industry

Every once in a while I get a great question from someone who just "gets it" and I can tell right away that they will make a fine bail enforcement agent someday. This afternoon I received an email that made me sit down and think about the criteria I use for hiring new investigators into the fugitive investigation division of CompassPoint Investigations. Articulating what it is I am looking for when filling a "bounty hunter" job opening, exactly, was a lot more difficult than I had first imagined. In any event, I thought I would share Ivan's question here with everyone along with my answer:

+++++++++++++++++++++++++++++++++++++++++++++++

From: Ivan

Bounty Hunter Jobs: Finding Employment in a "Dog Eat Dawg" Industry

Sent: Thursday, July 06, 2006 4:50 PM

To: Scott Harrell

Subject: Question in regards to employment qualifications...

Scott,

I have to say that the frequently asked questions page certainly answered a lot of questions that I had, and eased my mind on quite a few things. But I am left with one question. At this stage, a career in bail enforcement is my primary interest, and I am extremely excited about getting into the industry, wether it be by employment in a company, or privatly. The question I have is concerning employment in a company such as your own. When you are hiring someone, wht aspects of the person, and their backround do you consider? for example, do you look for a person who has had prior military or law enforcement experience? Basicly, what kind of backround would I need to have ,to gain employment in a bail enforcement/ P.I company? as I said, I am extremely enthusiastic about pursuing this career and will do whatever it takes. Your Information is greatly appreciated.

Your sincerely.

Ivan.

+++++++++++++++++++++++++++++++++++++++++++++++

Unfortunately, Ivan doesn't spell as well as I would have liked but his enthusiasm and approach earn him high marks. This is an important reminder to use spell check!

+++++++++++++++++++++++++++++++++++++++++++++++

Ivan,

When I post a bail enforcement agent employment vacancy announcement I get mobbed with applications and resumes- it is an extremely competitive market for people looking to hire on with a company rather than go it alone, mostly because of the tremendous popularity of Duane "Dog" Chapman's show.

The very first thing I look for is the ability to communicate. I really don't care what type of background they have if they come to me with the ability to communicate well (both written and verbal) and the ability to learn what I have to teach them; every skill that my employees need to be successful in this business I can teach them but I'm not going back to grammar school. The ability to communicate (especially in writing) will set you apart from others- regardless of your background. I've seen some of the best investigators I have ever met struggle to make ends meet because they didn't present themselves well with clients.

I think I've beat that horse to death.

I then look for what, specifically, the prospective employee has done to invest in their own career before asking me to invest my dollars, time and experience in them. How much education have they obtained (not necessarily college) and where? What books have they read? What special skills or contacts do they bring to the table? The last guy I hired I did so because he had attended a few very respected classes in handcuffing, interviewing and interrogation, and compliance, direction and take-down. He invested heavily in his education and I knew that he was going to take this business (and mine) very seriously. He barely graduated high school but understood the value of training.

I'm not terribly hip on hiring ex-cops because most of them can't get the LE mentality out of the way they deal with people. I like ex-military guys because they are loyal, obedient and have a higher sense of ethics- though their military training does not cross-over to the civilian world well despite what most of them want me to believe (hunting terrorists is not the same as enforcing bail by any stretch of the imagination). I am ex-military too.

Lastly, I look for investigators who understand that this is a business rather than a thrill ride for adrenaline junkies. I appreciate that candidate who indicates to me that he is a good marketer or networker and takes an interest in building and maintaining my business with me. He or she maintains a professional image because they understand that they represent CompassPoint Investigations while they are in the field. That says a lot about his or her character.

Bounty Hunter Jobs: Finding Employment in a "Dog Eat Dawg" Industry
Check For The New Release in Health, Fitness & Dieting Category of Books NOW!
Check What Are The Top Cooking Books in Last 90 Days Best Cheap Deal!
Check For Cookbooks Best Sellers 2012 Discount OFFER!
Check for Top 100 Most Popular Books People Are Buying Daily Price Update!
Check For 100 New Release & BestSeller Books For Your Collection

L. Scott Harrell is a private investigator and principal of CompassPoint Investigations, an investigative agency with offices in the Southeast United States specializing in bail enforcment and the prevention of fraud, theft and embezzlement within small to medium-sized businesses.

More information regarding CompassPoint Investigations and our work can be found on the internet:

http://www.CompassPointPI.com and http://www.BeABountyHunter.com

Permission is granted to reprint or repost this article so long as the URLs and the associated .html links remain active or “clickable” and that the "no follow" html tag is not used.

watches cell phone Save 13 On Trademark Miller Girl In The

Are Ethics Important For Professional Accountants?

Ethics in professional accountancy are of utmost importance. Now as the business and financial world is adopting international accounting and auditing standards, it is becoming all the more necessary to adhere to certain Code of Ethics prescribed by international and national accountancy bodies. Before arguing in favour of the topic, let's have a look at some basic concepts:

Profession

A profession is an occupation that requires extensive training and the study and mastery of specialized knowledge, and usually has a professional association, ethical code and process of certification or licensing; for example engineering, medicine, social work, teaching, law, finance, the military, nursing and Accountancy etc. Classically there were only three professions: military, medicine and law. Each of these professions holds to a specific code of ethics and members are almost universally required to swear some form of oath to uphold those ethics, therefore 'professing' to a higher standard of accountability. Each of these professions also provides and requires extensive training in the meaning, value and importance of its particular oath in practice of that profession.

Are Ethics Important For Professional Accountants?

Accountant

Practitioner of Accountancy is known as Accountant. Qualified Accountant, Accountant, Professional Accountant or Accountancy Practitioner is a legally certified accountancy and financial expert. Accountants not only work in public practice but many of them are working within private corporations, in financial industry and in various government bodies. Accountancy (profession) or accounting (methodology) is the measurement, disclosure or provision of assurance about financial information that helps managers, investors, tax authorities, lenders and other stakeholders and decision makers to make resource allocation and policy making decisions.

Like many other professions there are many professional bodies for accountants throughout the world. Some of them are legally recognized in their jurisdictions such as British qualified accountants including Chartered Certified Accountant (ACCA or FCCA), Chartered Accountant (CA, ACA or FCA), Canadian qualified accountants such as Chartered Accountant and Certified General Accountants (CA or CGA) and American qualified Accountants such as Certified Public Accountants (CPA) etc. Some other statutory and non-statutory accountancy qualifications are Certified Management Accountant (CMA), Associated Cost and Management Accountant (ACMA), Certified Financial Analyst (CFA) and Certified Fraud Examiner (CFE) etc.

In Pakistan, the Institute of Chartered Accountants of Pakistan is the sole professional and accountancy body with the right to award the Chartered Accountant designation. ICAP is the member of IFAC (International Federation of Accountants, IASB (International Accounting Standards Board), Confederation of Asian & Pacific Accountants (CAPA) and South Asian Federation of Accountants (SAFA). The members of ICAP have reached to 4,089 as of March 1, 2007 data.

Role of Professional Accountants:

Accountants are independent business advisors. Accountants can offer an extensive range of services. Accountants can be registered auditors, can set up client's accounting systems, can be an advisor on tax planning, or a detector of frauds and embezzlements, can do budgeting and financial statement analysis, advise clients on financing decisions, provide specialist knowledge and can help maintaining an ethical environment.

After discussing the basic concepts and role of professional accountants we are in a better position to ponder on what professional ethics is and why it is important in the field of accountancy.

Definition of Ethics

The word 'Ethics' is derived from the Ancient Greek word ethikos; means customs and habits. A major branch of philosophy which is the study of values and customs of a person or group and covers the analysis and employment of concepts such as right and wrong, good and evil and do's and don'ts.

Code of Ethics:

In the context of a code adopted by a profession or by a governmental organization to regulate that profession, an ethical code may be styled as a code of professional responsibility, which may dispense with difficult issues of what behaviour is 'ethical'. A code of ethics is often a formal statement of the organization's values on certain ethical and social issues relating to the profession and practice of the professional knowledge. This also includes the principles and procedures for specific ethical situations.

Ethics in Professional Accountancy:

The general ethical standards of society apply to people in professions such as medicine, law, nursing and accountancy etc just as much as to anyone else. However society places even higher expectations on professionals. People need to have confidence in the quality of the complex services provided by professionals

Ethics in accountancy profession are invaluable to accounting professionals and to those who rely on their services. Stakeholders including clients, credit grantors, governments, taxation authorities, employees, investors, the business and financial community etc perceive them as highly competent, reliable, objective and neutral people. Professional accountants therefore, must not only be well qualified but also possess a high degree of professional integrity. Because of these high expectations, professionals have adopted codes of ethics; also known as codes of professional conduct. These ethical codes call for their members to maintain a level of self-discipline that goes beyond the requirements of laws and regulations. Each of the major professional association for accountants has a code of ethics.

As mentioned earlier, professional accountants can be of two types. One who work in firms or independently run those firms that provide accounting, auditing and other advisory services to clients; these are called public practitioners. Others are those who are employees of organizations and may serve as internal auditors, management accountants, financial managers and financial analysts. Regardless of the role of accountants, they are adhered to code of ethics which are applied to their professional conduct although there are some special provisions for those in public practice [Reference: Code of Ethics for Professional Accountants-International Federation of Accountants (IFAC)].

International Federation of Accountants-IFAC:

The International Federation of Accountants (IFAC) is a federation of all accountancy bodies throughout the world. All the major international and national associations like ACCA, AICPA, ICMA, ICAP, IASB etc are all its member organizations. The mission of IFAC, as set out in its constitution, is "the worldwide development and enhancement of an accountancy profession with harmonized standards, able to provide services of consistently high quality in the public interest" [Ref: Code of Ethics for Professional Accountants-IFAC]. In pursuing this mission, the IFAC Board has established the IFAC Ethics Committee to develop and issue, under its own authority, high quality ethical standards and other pronouncements for professional accountants for use around the world. The Code of Ethics establishes ethical requirements for professional accountants. A member body or firm may not apply less stringent standards than those stated in this Code.

The objective of setting this code of conduct is to harmonize these standards and practices on a global perspective. Public can only trust these highly professionals when it is made mandatory to observe and follow strict regulations and codes throughout the world. A professional accountant is required to comply with the following fundamental principles mentioned in this Code of Ethics:[Ref: Section 100.4 Code of Ethics for Professional Accountants]

· Integrity: A professional accountant should be honest and straightforward in all professional and business relationship.

· Objectivity: A professional accountant should not allow bias, conflict of interest or undue influence of others to override professional or business judgments.

· Professional Competence & Due Care: A professional accountant has a continuing duty to maintain professional knowledge and skills at the level required to ensure that a client or employer receives competent professional service. A professional accountant should act diligently and in accordance with applicable technical and professional standards when providing professional services.

· Confidentiality: A professional accountant should respect the confidentiality of information acquired as a result of professional and business relationships and should not disclose nay such information to third parties without proper and specific authority unless there is a legal or professional right or duty to disclose. This information should not be used for personal advantage by professional accountant.

· Professional Behaviour: A professional accountant should comply with relevant laws and regulations and should avoid any action that discredits the profession.

Code of Ethics defined in 'Members Handbook' for members of ICAP Pakistan is in conformity with:

· IFAC Code of Ethics and International Auditing Standards

· International Accounting Standards

· The Institute of Chartered Accountants of Pakistan - ICAP

· Relevant legislation

[Ref: Members Handbook-ICAP]

This Code of Ethics has discussed in detail the role of Chartered Accountants in given situations. For example there are clear directives on prohibition of acceptance of gifts, long association with clients, advertising of firm's name exceeding prescribed limits, holding client's monies for no sound reason, disclosure of client's records (except ones that are allowed), acceptance of fees offered by client which is less than that prevailing in market etc.

After discussing in detail the importance of ethics in accounting profession, we are to conclude the topic with this final note that accountancy as a profession is acceptable and relied upon only when ability to exercise professional judgment based on a foundation of ethics; broad but deep technical excellence and strategic awareness are exercised by a professional accountant. Only then general public can trust the integrity of this profession.

Are Ethics Important For Professional Accountants?
Check For The New Release in Health, Fitness & Dieting Category of Books NOW!
Check What Are The Top Cooking Books in Last 90 Days Best Cheap Deal!
Check For Cookbooks Best Sellers 2012 Discount OFFER!
Check for Top 100 Most Popular Books People Are Buying Daily Price Update!
Check For 100 New Release & BestSeller Books For Your Collection

The Author is an ACCA student and is working for United Nations Population Fund

watches mobile phone Buy Extra Containment Receiver For Ef 3000