Ah, those wacky expense report requests — they’d be a lot funnier if they weren’t such a pain. The bad news: The number of those unacceptable attempts at reimbursement aren’t abating.
Let’s face it, IT can be costly. But if you’re not assuming a key role with your company’s IT plans, it could get worse.
Do you think of A/P as purely a cost center? Here are some techniques you can suggest to help the your A/P staffers bolster the bottom line.
The Obama administration is dead set on increasing overtime availability for workers.
Even with fuel and travel costs on the rise, there’s no reason to let these expenses ground your bottom line.
The Department of Labor’s (DOL) controversial overtime rule is officially on hold. But other than that, not much else is certain with the rule — and that’s a problem for employers.
Here’s a compelling reason to review your ACA compliance efforts ASAP: If your firm slips up on any of the details, it could cost you big-time.
It’s easy to say “That would never happen to us.”
The last thing you want are managers and supervisors who do little more than bark out orders and expect finance staffers to follow through.
You know how the economy’s impacting your business. But employees don’t have the info you do so they might be getting nervous — whether they have a reason to be, or not. Here’s 5 tips to help keep productivity up through the recession.
You know how dangerous a break-in to your database could be to your bottom line, so you’re always looking to protect yourself from outside attacks. That strategy could backfire.
Forget about post-holiday expanding waistlines – seems CFOs have some ever-expanding job descriptions to contend with!
Your A/P staffers are well aware of the ways state revenue departments make life complicated with their ever-changing sales & use tax laws. Seasoned A/P pros are typically able to follow the logic behind some of the unusual sales & use tax requirements out there. For example, in Kansas hot-air balloon rides aren’t taxable because […]
With a slew of firms running into problems because of staffers’ social networking habits, it’s no wonder some workplaces are banning these sites altogether. Before you go that route, consider these reasons why you should do the opposite.
When employers fail to include disclaimers with all of their benefits statements, they’re leaving themselves wide open to legal problems.
No small business wants the IRS to come knocking on its door to conduct an audit. But many companies increase their chances of getting flagged by not doing all of these things.
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