Small Changes That Have a Big Impact on Employee Satisfaction

Small Changes That Have a Big Impact on Employee Satisfaction


As the way in which we work continues to evolve, employers that stay ahead of the curve and keep up with the changing demands of employees are more likely to attract and retain talent. Professionals today consider many more factors than just salary and potential career growth when they decide who to work for and whether it’s time to make a move. Talented professionals are demanding more from their employers, but many of these new demands can be easily met, even for smaller employers. That’s because it’s often just a matter of changing an attitude or policy, rather than making a costly new investment. So, what is the most important intangible factor of employee satisfaction? Flexibility! In its many forms, flexibility is what will help today’s employers reduce turnover, improve morale and attract skilled individuals.


One of the easiest changes an employ-
er can make is implementing a flexible schedule. In the context of a professional office, allowing employees to complete their required hours on a flexible basis is a necessity in today’s competitive environment. The idea of work-life balance is a concept most people in today’s employment market consider very important, and there are many simple ways an employer can significantly improve the feeling of work-life balance in their employees. For example, employees who have difficult commutes could save hours of travel time per week if they had the option to come in an hour earlier or later. Similarly, some employees have difficulty getting kids to or from school or daycare while still meeting their employer’s traditional workday start and end times. For them, being able to vary their work hours is of significant value.

If an employee wants to attend a child’s event at school or take care of a personal errand during the day, let them do so with the understanding they will make up the time that week and still get their work done. If your company is using laptops, allow employees to work from home occa­sionally if they need to wait for a repairper­son or look after a sick child. A big mistake employers make that leads to dissatisfac­tion by their employees is to demand too much control over the employee’s time or schedule. Requiring them, for example, to clock in and out and enforcing strict arrival and break times is counterproductive.


Flexibility of the employee’s agenda is also important. An employee who under­stands their tasks and deadlines and what is necessary to complete them will often dislike a manager telling them how to do their job when they aren’t asking for help. Being respectful of different work styles and an employee’s ability to manage their own agenda allows self-motivated people to build confidence and perform at a higher level. Mi­cromanaging an employee sends a message that you do not trust the employee’s own judgement or skills, and this will certainly lead to resentment and dissatisfaction.


Allowing flexibility of the employee’s physical environment is another way an employer can vastly improve how an employee feels and performs without making a huge change or investing a great deal of money. Creating a comfortable environment is important because people are more productive when they feel comfortable. This can be achieved in many ways. For example, allow employees to control the air temperature of their work­space whenever possible. For employees who are not client-facing or do not see clients or customers on a daily basis, allow dress that is casual but neat, including jeans. Demonstrate that you are concerned for your employees’ well-being by using modern office equip­ment such as standing desks and ergonomic keyboards. Making an effort to improve the employee’s perception of their value to the company through simple changes to the physical environment can go a long way toward improving employee satisfaction.

An old-fashioned attitude toward managing employees is to treat them like children, requiring strict rules and oversight under the assumption that, without them, employees will take advantage of their freedom and under perform. The modern employer understands that when people are given trust through flexibility, they will act responsibly and not only work harder, but feel happier in their employment. In turn, the employer will benefit from improved recruitment and retention rates.’

Diane Opuda, CPA, is a manager at RotenbergMeril. 
She is a member of the NJCPA 
and can be reached at

Ann Callari, Tax Partner at RotenbergMeril comments on New Tax Legislation.

As seen on ABC 7 – February 11th, 2019

The 16 million Americans who have already filed their federal tax returns are seeing, on average, an 8.4 percent drop in their refund amount so far this year, according to new data from the IRS.

So far in 2019, the average refund clocks in at $1,865, a decrease from the $2,035 average refund at this point in last year’s tax season.

The agency said it has processed 24.3 percent fewer refunds this year. As of Feb. 1, 2019, the IRS had paid out $8.713 billion to 4,672,000 people. By Feb. 2, 2018, though, it had paid out $12.56 billion in refunds to 6,171,000 taxpayers.

Data released this week also showed an overall 12.4 percent decrease in the number of tax returns received and a 25.8 percent decrease in the number of returns processed compared to 2018.

ASU 2018-13 Amendments to Fair Value Measurement Disclosures


AICPA’s National A&A Resource Center

August 29, 2018
ASU 2018-13
Amendments to Fair Value Measurement Disclosures


ASU 2018-13
Center for Plain English Accounting
AICPA’s National A&A Resource Center

Amendments to Fair Value Measurement Disclosures

August 29, 2018

On August 28, 2018, the FASB issued Accounting Standards Update (ASU) 2018-13, Fair Value Measurement (Topic 820) Disclosure Framework—Changes to the Disclosure Requirements for Fair Value Measurement. The amendments in ASU 2018-13 apply to all entities that are required, under existing U.S. generally accepted accounting principles (U.S. GAAP), to make disclosures about recurring or nonrecurring fair value measurements. Certain of the disclosures that are required by the amendments in ASU 2018-13 are not required for nonpublic entities.

Removed Disclosure Requirements

The amendments in ASU 2018-13 remove the following disclosure requirements from FASB Accounting Standards Codification (FASB ASC) 820, Fair Value Measurement:

  • The amount of and reasons for transfers between Level 1 and Level 2 of the fair value hierarchy
  • The policy for timing of transfers between levels
  • The valuation processes for Level 3 fair value measurements
  • For nonpublic entities, the changes in unrealized gains and losses for the period included in earnings for recurring Level 3 fair value measurements held at the end of the reporting period

Modified Disclosure Requirements Continue reading

1099 Reporting Requirements for Tax Year 2017

Form 1099 Filings

Dear Client:

The IRS has become stricter with 1099 information reporting and filings by assessing harsher penalties. The penalties associated with missing the deadline or not filing 1099s can range from $30 to $100 per form, with a maximum fine of $500,000 per year. If the IRS determines there is intentional disregard of the requirements, the penalty can reach as high as $250 per form, with no maximum.

For the 2017 calendar year, Form 1099-MISC are due to be provided to recipients by January 31, 2018. Form 1099-MISC must also be filed with the IRS (and states, if applicable) by January 31, 2018.

Other 1099 series forms are generally due to the Recipient by January 31, 2018 and to the IRS by February 28, 2018 if paper filing, and by April 2, 2018 if electronic filing.

If you are submitting 250 or more 1099 forms, you must file electronically.

IRS Form 1099-MISC summarizes payments made to unincorporated businesses and individuals and to all lawyers and law firms regardless of type of entity. You must send out a Form 1099-MISC if your business paid $600 or more during the year to such businesses or individuals; this includes any partnerships or Limited Liability Companies you may have contracted throughout the year. If you have not obtained a Form W-9 from your vendors indicating the type of entity they are, you should assume if the name of the business does not include “Inc., Incorporated or Corporation” in its name, it is an unincorporated business, and a Form 1099-Misc would be required. Continue reading

RotenbergMeril Tax Alert – December 2017

2017 Tax Reform: Client Letter on last-minute year-end moves in light of Tax Cuts and Jobs Act

Dear Client:

Congress is enacting the biggest tax reform law in thirty years, one that will make fundamental changes in the way you, your family and your business calculate your federal income tax bill, and the amount of federal tax you will pay. Since most of the changes will go into effect next year, there’s still a narrow window of time before year-end to soften or avoid the impact of crackdowns and to best position yourself for the tax breaks that may be heading your way. Here’s a quick rundown of last-minute moves you should think about making.

Lower tax rates coming. The Tax Cuts and Jobs Act will reduce tax rates for many taxpayers, effective for the 2018 tax year. Additionally, many businesses, including those operated as passthroughs, such as partnerships, may see their tax bills cut. Continue reading

States struggle in taxing the sharing economy

Although millions of Americans are using “sharing economy” services such as Uber and Airbnb, states are struggling to apply existing tax laws to these technologies.

Only eight states require companies such as Uber to collect sales tax, while a number of states consider this to be a nontaxable transportation service, according to Bloomberg BNA’s 2017 Survey of State Tax Departments. Moreover, 25 states said that the owner of property listed for short-term accommodations on a third-party site such as Airbnb is responsible for collecting the sales tax, while 15 states said that the third party was responsible. A number of states hold both the owner and the third party responsible for collecting the tax.



IRS: Home Office Deduction Often Overlooked by Small Business Owners

WASHINGTON — The Internal Revenue Service today reminded small business owners who work from a home office that there are two options for claiming the Home Office Deduction. The Home Office Deduction is often overlooked by small business owners.

As part of National Small Business Week (April 30-May 6), the IRS is highlighting a series of tips and resources available for small business owners.


IRS adjusts health savings account limits for 2018

The Internal Revenue Service released the 2018 inflation-adjusted limitations for health savings accounts Thursday.

In Revenue Procedure 2017-37, the IRS said the annual contribution limitation on deductions for an individual with self-only coverage under a high deductible health plan is $3,450. For calendar year 2018, the annual limitation on deductions for an individual with family coverage under a high deductible health plan is $6,900. HSAs typically require high deductibles, but they allow people to set aside money from their paychecks on a pre-tax basis for medical expenses.

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