Following the enactment of the Corporate Transparency Act (CTA), the U.S. Department of the Treasury's Financial Crimes Enforcement Network (FinCEN) explained that the CTA and FinCEN regulations "would help protect the U.S.
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As families and their advisers begin to prepare for U.S. entities in their succession planning structures to comply with the Corporate Transparency Act (CTA), consideration should be given to U.S. holding companies and the requirement to report a business street address. This "Supplementary Information" section of the final regulations issued by the U.S. Department of the Treasury's Financial Crimes Enforcement Network (FinCEN) sheds light on the business street address requirement and comments received by FinCEN.
Employers who sponsor high deductible health plans (HDHPs) that are compatible with health savings accounts (HSAs) should take the opportunity to explain how they work during open enrollment. Through this bulletin and overview on HSAs, employers can see the HSA benefits they should highlight to their employees and what they need to know regarding HDHP plan design, from contribution limits changes to updated coverage options for telehealth and COVID-19 testing and treatment.
We’ve all heard the terms “quiet quitting,” “quiet firing,” and the “great resignation” that point to the need for better employee engagement, which is a state of mind in which employees feel passionate about their jobs, are committed to the organization, and want to put discretionary effort into their work. In this webcast, Cheryl Kuch at Rehmann shares actionable insights and data, checklists, tools, and guidance for managers who are the answer to increasing employee engagement.
With depression affecting as many as one in three adults, greater attention has been given to mental health in the workplace—including the impact poor mental health has on workplace morale, culture, and healthcare costs. Workplace culture initiatives that address and support employee mental health needs boost employee engagement, productivity, and retention. By following this checklist of six best practices, organizations can help build a strong framework for mental wellness both at home and in the workplace.
Selecting or reviewing the location of your family office is a highly complex and challenging exercise. As your family grows and gains assets and business interests that are often outside your home country, a host of factors can be crucial to your choice of location. These include considerations around reputation, regulatory frameworks, tax regimes, access to skilled professionals and professional services, political and economic stability, quality of infrastructure, and more.
When you start the process of rethinking your family office workspace, an important step is to ask intentional questions. Beginning with the “why,” this checklist provides prompts that are intended to challenge you to think critically and inform the ways physical space can best serve the needs of your family office as you think about the future.
Eton Solutions discusses the current trends and challenges happening in the family office and presents an operating model solution in this video.
Rethinking the physical family office space is complex, especially in the new world of hybrid workstyles, and family offices may be wondering why the design of office space matters at all.The answer to this question lies in the approach. Transitions and disruptions are inevitable, but if approached in the right way and with the right resources, redesigning family office space can directly impact the family office’s level of success - both now and for generations to come.
It's essential to understand the role that the right custodian can play in helping ultra-high net worth families build, maintain, and protect their wealth. By choosing a master global custody model, family offices can gain operational efficiencies, increased security, economies of scale, and a streamlined administration process.