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How will your organization respond if a human bird flu outbreak strikes? A major flu pandemic is possible and now is the best time to prepare for the worst. Advice: Consider ...
Is a trusted insider in your organization plotting a sneak attack? You may already require key employees to sign noncompete agreements and/or no-moonlighting policies. But even the best of those "paper ...
When employees return from leave for an FMLA-covered illness or ADA-related disability, you naturally want to make sure they're ready to resume work. After all, if problems linger, you may want ...
We don't want to sugarcoat things: Getting hit with an IRS "field audit" is a worst-case scenario and a cause for genuine concern. The process is expensive, time-consuming and requires a more comprehensive defense strategy than the other two types of audits we've discussed in our audit series ("correspondence audits" handled through the mail and "office audits" performed at an IRS office).
The first piece of our audit series explained how you can breeze through an IRS "correspondence audit" conducted through the mail. But the stakes are considerably higher—as is the stress level—if you're tapped for an IRS "office audit."
An experienced tax adviser can provide a security blanket if you're intimidated by the process. And he or she won't likely take the "bait" if the auditor goes on a fishing trip.
In 1820, about 70 percent of the U.S. population lived and worked on
farms. Then came Cyrus McCormick, inventor of the mechanical reaper and
modern agriculture. So, how did McCormick change the face of agriculture in America?
Two researchers have studied some of the “largest, messiest and most
intractable change problems on the planet,” and their “positive
deviance” approach has penetrated business. Here are the basic steps:
When an employee refuses to carry out an order, supervisors may automatically think such insubordination is worthy of discipline or firing. Not so fast! That initial response, punish the employee, may ...
To prove retaliation claims in court, employees must be able to show they suffered negative employment action in response to their lawsuit, such as termination, lowering of pay, denying a promotion ...