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The IRS can hit you with dozens of different penalties if you fail to follow the letter of the tax law. They’re often arcane and difficult to understand. And although many of the penalties are relatively small on their own, they can add up quickly. So, a single mistake could snowball into hundreds or thousands of dollars.
“I’m from the government, and I’m here to help.” It may be the punch line to an old joke, but it can also be a valuable message that small business owners overlook.
The IRS tinkers with Form 1040 every
year, and this year is no exception. In fact, your 2005 tax return
reflects new tax-law definitions and rules, annual inflation
adjustments to tax thresholds and various tax breaks for hurricane
relief, just to name a few changes. Here’s the skinny on the biggest
changes this year on a line-for-line basis.
Executive misconduct costs organizations an average of $900,000 a year:
more than six times the cost of manager misbehavior. Harassment and
other gender-related misconduct lead the list. So, what do you do?
Is sexual harassment beyond managers' control, or can you take steps to prevent it? Here are some points to consider:
Issue: If an employee believes a boss's order is illegal, she can refuse to do it. And you can't punish her for that defiance.
Risk: You could run afoul of ...
“I’m pregnant.” For many managers, hearing those words from an employee may bring mixed emotions. You may be happy for the employee personally, but worried about the resulting implications for scheduling, employee retention and leave issues. Another issue to consider: the potential legal pitfalls. Both federal and state laws provide pregnant employees with special rights […]
When faced with a disabled employee, you must actively negotiate possible accommodations in good faith. That may seem obvious, but employers are constantly ...
Your organization can (and should) establish clear rules for whom employees should contact if they need time off. Those rules can specify one contact person ...
Retaliating against employees for filing harassment complaints is an obvious no-no. But that doesn't mean employees automatically earn a "Do not touch" label ...