Making Sure You Choose The Right Accountant For Your Business | accounting

As a sole trader or small limited company, when you first start out you generally do everything yourself. This generally involves everything from answering the telephone and invoicing to cleaning the office not to mention actually doing the work that your clients pay you for.As your business grows you get to the point where you can’t do everything yourself and if you want to continuing growing you are going to have to employ the services of other people. An accountant should be the first professional that you consider hiring but choosing the right accountant for your business isn’t as straight forwards as you might think. Here are some tips to help your decision-making process.Make sure that you hire a qualified accountant for your business. There are many people who will offer to do your accounts for you and on the surface they may appear to carry out a good job but you don’t really know how good a job they are doing until the Inland Revenue ask to look in to your accounts in detail. If this happens then you really need the assurance that your books have been professionally prepared by a qualified person who is up-to-date with current tax laws and allowances.Choose an accountant that you feel that you can have a genuine professional relationship with. Once you start looking around for an accountant there is generally a divide between the big accounting firms and the smaller local accounting firms. If you are a small to medium-sized business then the greater personal attention that you receive from a smaller accounting firm will help in developing a productive long-term relationship. The service fees of a smaller accounting firm are also liable to be much more affordable.Choose and accountant that understands your business. Most smaller accountants tend not to be specialised in a certain area of business and have much more diverse accounting experience. Ensuring that your accountant knows how your business operates is essential to them being able to carry out a good job for you so make sure that your accountant understands your industry and business set-up.Choose an accountant that offers a comprehensive range of services. There is much more to accounting than just bookkeeping and at a basic level your accountant should be able to file your tax returns with the Inland Revenue, prepare your financial statements and if the need arises they should be able to present all of the relevant documentation for auditing. Many accountants will also measure your business performance, help with business and growth planning and support your management team.Make sure that you interview the accountant before choosing and don’t just interview one. Choose two or three accountants that you feel are the best options and compare their services, prices, their knowledge of your type of business and very importantly, how well you get along with them.

How to Handle Discrimination and Harassment Complaints | laws and issues

Most states have passed laws that require equal employment opportunity to people by prohibiting discrimination. Equal employment opportunity means giving people a chance to succeed. It is a principle that expresses the fundamental principle of fairness.In accordance with state civil rights laws, employers in California try to adhere to discrimination and harassment laws and enforce similar policies in their workplaces. Not only as a matter of law enforcement but implementing these rules can save employers from lawsuit and avoid possible costly legal battle.Here are guidelines on how employers should handle discrimination and harassment complaints:o Investigate complaints right away – Employers should keep an open mind and initiate an investigation whenever a complaint is lodged. Investigate every complaint and complete it.o Treat the complainant with understanding and concern – Show your concern to the complainant and take every complaint seriously. An employee who complains about discrimination will not escalate his case to a court or a government agency if you show genuine concern for the cause.o Do not blame the complainant – Employers should remember that the complainant is the victim in a discrimination or harassment complaint. Employers should not blame nor begrudge employees who complain of unfair treatment in the workplace.o Do not punish complainants – Employers should not threaten complainants with termination, discipline, suspension, demotion or pay cuts. It is against the law to retaliate and punish someone for complaining against discrimination and harassment.o Follow employee handbook on procedures – When faced with discrimination complaints, follow the policy and procedures and proceed with the investigations.o Educate yourself – Read and make a personal study of discrimination laws and issues. Consult your lawyer to enlighten you in some issues, if possible.o Interview the involved people – To get a clear and better picture of an issue, it is best to ask the people involved in the incident. The first part is talking to the complainant and then the other people mentioned in the complaint.o Look for other sources and clues for information on the complaint – Employers should not rely on the complainant’s words alone but should look for other sources of information.o Keep the matter confidential – An employer should keep matters undisclosed until the investigation is not concluded.o Take note of all things that happened in the meeting, including dates and places of interviews.o Cooperate with government agencies during investigations – Employers are asked to helped government agencies when conducting investigations to show impartiality to the proceeding.o Hire an experienced investigator to look into the matter – An employer can hire an outside investigator who is independent and reliable.o Take appropriate actions against the culprit – Once investigation is finished and the problem is identified, take the necessary measure, document it and notify the accused.California law also requires employers to post their companies’ discrimination policies in public view. The state law also requires all supervisors to take a two-hour training program every two years to prevent discrimination, harassment and retaliation in the workplace. New supervisors are also asked to take the same training six months after hiring.


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