News

What can be done to make the finance profession more attractive to the next generation of students? AccountingWEB’s Jake Smith speaks to Cassie Petrie, MD for SMB in EMEA at SAP Concur about tackling the talent shortage and the role technology can play.

Establishing a safe and inclusive workplace for LGBTQ+ employees is an essential part of promoting a culture of respect, innovation, and productivity within an organization. Finance leaders and executives are pivotal in championing key inclusion initiatives and setting precedents within their firms.

With no grand announcement, Connecticut quietly expanded employee’s paid sick time benefits. The bill greatly expands the law’s reach.

Molly Macfarlane talks to Kevin Drew, managing director of Ascentant Accountancy, about his firm’s ongoing support for the LGBTQ+ community and the importance of sustained support beyond Pride Month.

According to the Society for Human Resource Management, 4 percent of organizations now offer unlimited paid time off. That number may continue to rise as startups and large organizations alike continue experimenting with this policy.

For Sue Coffey, questions about the talent pipeline for the accounting and finance profession have become as common as 100-degree days in Las Vegas.

A new quiet term, reverse mentoring, and shadow policies add to the list.

Could the new wave of artificial intelligence remove layers of associates and juniors as firms automate more ‘menial’ tasks in search of efficiencies? And what effect could this have on the accounting landscape as we know it today?

A new national survey reveals “time” is why more accounting majors and young professionals are skipping over becoming certified public accountants.

CFOs and finance leaders share their takes on whether CPA requirement changes are necessary to address talent issues within corporate finance.

While many accountants are determined to stay as far away from artificial intelligence as possible, others have found ways to use the technology to yield tangible benefits for their firms (see "Accounting's reluctant AI revolution").

What it takes is more nuanced than simply offering more money or fewer hours.

Is the typical office day still alive and kicking? Or is the working world leaving it behind? Jon Dudgeon of Blu Sky explains why the 9 to 5 just isn’t for him.

The salary threshold required to exempt a salaried executive, administrative, or professional employee from federal overtime was increased from $35,568 to $43,888 effective July 1, 2024. The salary threshold will further increase to $58,656 on Jan. 1, 2025.

The Senate Wednesday passed a bill to regulate artificial intelligence after a passionate debate over whether the rules will protect state residents from the kind of dangers the internet has brought or become unbearable burdens to businesses and stifle innovation.

As of July 1, 2024, an estimated one million employees who are currently salaried, exempt employees in the United States could be impacted by the salary threshold change. These employees, unless there is intervention by their employer, might become eligible for overtime pay under the Fair Labor Standards Act (FLSA) after working 40 hours in a workweek. According to the U.S. Department of Labor (DOL), another estimated three million could be impacted on Jan. 1, 2025.

Headlines can leave the impression that large companies are behind the times when it comes to offering corporate employees work location flexibility, but recent research paints a different picture.

In a recent letter to the Department of the Treasury and the Financial Crimes Enforcement Network (FinCEN), the American Institute of CPAs (AICPA) and CTCPA, together with 54 state CPA societies, expressed serious concerns with the rollout and push to implement FinCEN’s Beneficial Ownership Information reporting requirement without regard for the impact to the small business community.

Finance leaders are still concerned about the expanded use of generative AI programs, such as ChatGPT and Microsoft Copilot, but more than a quarter of them say that hasn't stopped their organizations from experimenting with the technology, according to a new AICPA & CIMA survey.

The WIIFM, the age-old acronym for “What’s In it For Me,” is the mantra of today’s workforce, whether for prospective candidates or long-term employees. Firms are being pressed into looking for creative ways to attract talent and to retain that talent. And with the cost of onboarding a professional rising to the tens of thousands, firms are eager to maximize their return on investment.