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Onboarding Best Practices |
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Good Guy = Bad Manager :: Bad Guy = Good Manager. Is it a Myth? |
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Five Interview Tips for Winning Your First $100K+ Job |
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Base Pay Increases Remain Steady in 2007, Mercer Survey Finds |
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Online Overload: The Perfect Candidates Are Out There - If You Can Find Them |
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Cartus Global Survey Shows Trend to Shorter-Term International Relocation Assignments |
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New Survey Indicates Majority Plan to Postpone Retirement |
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What do You Mean My Company’s A Stepping Stone? |
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Rewards, Vacation and Perks Are Passé; Canadians Care Most About Cash |
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Do’s and Don’ts of Offshoring |
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Alternatives To Bradford Factor For Measuring Absence
By John Crowley
Today’s Workforce Expects Self-Service … Are You Delivering?
Findings from a recent survey
Independent Contractors: California Narrows Down The List
By Robin E. Largent
4 Steps Toward Making Equal Pay A Reality At Your Company
By Lesley Lyons
Stay one step ahead of emerging trends in the human resources field!
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Tax-exempt organizations and retirement plan trusts (with the exception of certain governmental trusts) are generally exempt from income tax under Internal Revenue Code (“Code”) Section 501(a). The Tax Cuts and Jobs Act (Public Law 115-97) passed by Congress at the close of 2017 modifies the rules governing the taxable income of exempt organizations and trusts—i.e., “unrelated business taxable income” or “UBTI”—effective for tax years beginning after December 31, 2017.
Wage equality matters – period. There is no argument to justify unequal pay in the workforce. If two people hold the same education, experience, job title, responsibilities, and tenure, they should make the same salary, regardless of their ethnicity, gender, race, or any disabilities. The fact that Americans still fight to burst through the glass ceiling 18 years into the 21st century is inexcusable. Whether male or female, you should care about equal pay.
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