You can get more information about OneStop programs in other areas of South Carolina at www.sconestop.org.
Chad is a Charlotte CPA
who works with small business owners and invidiuals on a monthly basis to provide them with proactive guidance and advice on how to grow their business, minimize their tax liabilities and grow their bottom line. You can find our more about Chad by visiting his profile here: Chad Bordeaux
Signed into law on June 4, 2008 by Governor Mark Sanford, the South Carolina Illegal Immigration Reform Act (“SC Immigration Act”) began on July 1, 2009 for private employers with 100 or more employees. All businesses that have employees – even as few as one – must begin to abide by the provisions of the act by July 1, 2010.
The SC Immigration Act, requires all employers to obtain an employment license that will allow that business to hire employees. If an employer does not obtain a license or if the employers license is suspended or revoked due to violations of the act, that employer will not be allowed to employ and employees.
Employers are also required to do one of the following within five (5) days of employing a new hire: (1) verify the employee’s work authorization through the Department of Homeland Security’s E-Verify federal work authorization program (this is in addition to the completion of a Federal Form I-9) or (2) verify that the employee possesses a valid South Carolina driver’s license or identification card issued by the South Carolina Department of Motor Vehicles; is eligible to obtain a South Carolina driver’s license/identification card; or possesses a valid driver’s license/identification card from another state from a list approved by the South Carolina Department of Motor Vehicles.
To insure compliance with the SC Immigration Act, the South Carolina Department of Labor, Licensing and Regulation will perform audits of employers. It will also investigate complaints against employers. In addition for being required to notify Federal and State agencies responsible for the enforcement of immigration law, there are stiff monetary penalties for failure to abide by the provisions of the law. If an employer fails to follow proper procedures for verifying worker eligibility, they will be fined a minimum of $100 and a maximum of $1,000 – per employee. If you are a small business who cycles through a fairly large amount of workers, this could become quite costly. If an employer knowingly or intentionally employs an illegal alien may get his license suspended or revoked. During the period that the license is suspended or revoked, the employer is not allowed to employ any employees. As you can see, this law can quickly put you out of business if you fail to abide by its provisions.
Chad is a Charlotte CPA
who works with small business owners and invidiuals on a monthly basis to provide them with proactive guidance and advice on how to grow their business, minimize their tax liabilities and grow their bottom line. You can find our more about Chad by visiting his profile here: Chad Bordeaux
Posted by Chad Bordeaux
Tuesday, November 18th, 2008
I read an article this morning on the TaxProf Blog discussing whether or not employers are required to compensate employees while their computers boot up. Apparantly there have been several companies (AT&T, UnitedHealth Group, Inc., Cigna Corp. and others) in the past year that have been sued because they are not paying their employees for the time it takes for their computers to boot up. The attorney who filed the suit claims that over the course of a week, these minutes add up and hourly employees are losing out.
Of course, the defense argues that the time spent while a computer does not constitute work. Employees are usually talking to friends, getting coffee or some other non-work related activity.
I can see both sides of the arguement here, but the real question I have is: How lousy is the work environment that employees would want to file a lawsuit over the time a computer boots up? Their is obviously a deeper issue here related to the overall level of job satisfaction that these employees have. Perhaps the Companies should try to figure out how to make their employees happy so that they can provide better service for their customers. Also note, just paying for the bootup time will not make them happy, it will just resolve this complaint. As I stated their is a deeper issue here.
Chad is a Charlotte CPA
who works with small business owners and invidiuals on a monthly basis to provide them with proactive guidance and advice on how to grow their business, minimize their tax liabilities and grow their bottom line. You can find our more about Chad by visiting his profile here: Chad Bordeaux
Our offices have been using a dual monitor setup for a number of years now. While I do not need any extensive research to tell me I am vastly increasing our productivity (I can see it myself everyday), there are several studies that are coming out that are promoting the advantages of dual monitors.
In a recent study from the University of Utah, people using two 20-inch monitors were 44% faster than those that used a single 18-inch monitor. For the many businesses who are strapped with the need for additional personnel, they must ask – do I really need employees or do I need the proper equipment for the employees I have.
Microsoft Researchers conducted user studies at determining the effectiveness of adding a second monitor to your workstation. Their findings report that dual monitors increased productivity anywhere fro 9% to 50% depending upon the person performing the tasks and the type of task.
The bottom line is that if you are even able to squeeze a mere 10% more productivity out of an employee, your cost savings can be extraordinary. For more information on the Microsoft study click here.
I have been to numerous tax and accounting conferences and in the technology portion, dual monitors is always the strongest point of emphasis that is made. There are always the usual doubters – people that have been doing things the same way for 40 years and refuse to change anything. There are two additional things that are always consistent in these discussions. The first thing is that there is never anyone in the room who has gone to dual monitors that will not rave about them. Secondly, there is not a single dual monitor user in the room that will EVER let you take their dual monitors away from them – me included. I hope to have three monitors before long!
