Welcome to the home of Cataldi & Perez Bookkeeping and Business Services. We offer many management services such as payroll processing, monthly bookkeeping reporting and end-of-year tax preparation. The IRS says: Self-generated expense records and receipts, or those that are not itemized, do not substantiate deductions. Receipts, credit card statements, canceled checks and other third-party items must have sufficient detail to substantiate the expenses being deducted.
Credit card statements alone are rarely sufficient because they do not have enough detail about the expenses.
Credit card statements alone are rarely sufficient because they do not have enough detail about the expenses.
Services
He began the business primarily as an income tax service, M's Income Tax Specialists.
Later, in 1987, his wife Nena joined him.
She had been a bookkeeper by profession and decided to bring her skills to the Company.
In 1992, their daughter Becky Cataldi joined the team.
Having received a Bachelor's degree in Business Management from UTEP, she took the business to new heights.
In 2002, the Company became Cataldi & Perez Bookkeeping focusing mostly on business management and notary service, a courier service was also added.
Later, in 1987, his wife Nena joined him.
She had been a bookkeeper by profession and decided to bring her skills to the Company.
In 1992, their daughter Becky Cataldi joined the team.
Having received a Bachelor's degree in Business Management from UTEP, she took the business to new heights.
In 2002, the Company became Cataldi & Perez Bookkeeping focusing mostly on business management and notary service, a courier service was also added.
How will employers implement the updated salary level requirement established in this Final Rule?
The circumstances of each affected employee will likely impact how employers respond to this Final Rule.
For example, employers may be more likely to give raises to employees who regularly work overtime and earn slightly below the new standard salary level, in order to maintain their overtime-exempt status so that the employer does not have to pay the overtime premium.
For employees who rarely or almost never work overtime hours, employers may simply choose to pay the overtime premium whenever necessary.
The circumstances of each affected employee will likely impact how employers respond to this Final Rule.
For example, employers may be more likely to give raises to employees who regularly work overtime and earn slightly below the new standard salary level, in order to maintain their overtime-exempt status so that the employer does not have to pay the overtime premium.
For employees who rarely or almost never work overtime hours, employers may simply choose to pay the overtime premium whenever necessary.
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