Author: Matt Cunningham

“Tit-for-tat tariffs” are making major headlines daily, specifically those aimed at China by the U.S. under Section 301 of the Trade Act of 1974. Politics aside, the two main objectives of tariffs in general are:

  1. To produce revenue for the tariff-imposing government and
  2. To protect domestic industries.

The tariffs over recent news cycles focus on the second objective, aiming to protect U.S. domestic industries by making it more expensive for foreign goods to enter our country. Through a multi-stage process, the new tariffs have impacted everything from soap to aerospace products — with the current tariffs coming in at a hefty 25% for affected goods.

Read more: What Do U.S. Tariffs on Foreign Goods Mean for Manufacturers?

Author: David Robinson


Changes to Australia’s whistle blowing laws and an expanded whistleblower protection regime for the private sector will come into effect on 1 July 2019 under the Treasury Laws Amendment (Enhancing Whistleblowers Protections) Bill 2018.

The objective of the new regime is to protect whistleblowers by strengthening the protections and remedies available to those who blow the whistle on wrong doing in the private sector in line with the provisions that already exist in the public sector. It covers those who report misconduct in the corporate, tax and financial sectors and includes all companies, banks, general insurers, life insurers, superannuation entities and other prescribed regulated entities.

Read more: Expanded Whistleblower Protection Regime for the Private Sector in Australia

For any organization, one of the most crucial tasks is payroll processing with complications paving way as tax regulations as well as compliances. Also, incorrect computation of worker benefits can wreck the timing and accuracy of one’s payroll system. Payroll is a list of particulars of employees of the company including the amount they are to be paid. Human resource, for any organization, is the paramount resource and paying them for the work performed by them is not a choice but an obligation for the organization.

Read more: Illuminating facts of payroll processing

No one wants to allow fraud, which has reputational costs as well as financial ones — but how do you prevent it? Monitoring employees is one common answer, but where does monitoring cross the line into illegal invasion of privacy. In order to deter fraud without putting your company in legal jeopardy, you must understand the boundaries set in employment law.

Balancing competing needs

Employees’ privacy rights are protected by law. Most employment laws attempt to balance employers’ need to protect the company’s assets and maximize productivity with employees’ need to be free from intrusion into their private affairs.

Read more: Can You Protect Against Fraud and Still Respect Employee Privacy?

Author: Louise Giles

Charities are constantly having to navigate a changing landscape. The General Data Protection Regulation (GDPR) provides new data handling considerations for our clients and with it new potential risks. Concurrently, subsidiaries are having to take on new Gift Aid reporting requirements. Further, in our role as auditors, we are frequently advising our clients on year-on-year changes to reporting requirements. Below I summarise the topical key points and provide signposts for more depth of detail.

Read more: Charities and Not-for-Profit Update