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dsad secondary some updates What Business Owners Need to Know As of January 1st, 2024, a crucial new reporting requirement will take effect for business owners across the United States: the Beneficial Ownership Information Report (BOI). This mandate, part of the Corporate Transparency Act, is designed to increase transparency within the business community and to combat illegal activities such as money laundering and fraud. Business owners have until January 1st, 2025, to comply with this new regulation, making it essential to understand who must file and what information needs to be reported. Watch Our Explainer Video The Corporate Transparency Act: A Brief Overview The Corporate Transparency Act is a significant piece of legislation aimed at enhancing corporate transparency in the U.S. One of its key components is the Beneficial Ownership Information Report, which requires certain businesses to disclose details about their beneficial owners to the Financial Crimes Enforcement Network (FinCEN). This effort is intended to curb illegal activities by making it more difficult for individuals to hide behind anonymous corporate entities. Who Is Considered a Beneficial Owner? Understanding who qualifies as a beneficial owner is critical for determining your company's obligations under the Corporate Transparency Act. A beneficial owner is any individual who meets one of the following criteria: Directly or indirectly owns or controls 25% or more of the company Exercises substantial control over the company This definition can include company founders, executives, and significant shareholders, all of whom may be required to be listed in the BOI report. Does Your Company Need to File? Not all businesses are required to file a Beneficial Ownership Information Report. To determine if your company must comply, consider the following criteria: Your company is a corporation Your company is a limited liability company (LLC) Your company has 20 full-time equivalent employees or fewer Your company is registered to do business in any U.S. state or Tribal jurisdiction by filing a document with a secretary of state, similar state office, or Tribe If any of these conditions apply to your business, you are likely required to file a BOI report with FinCEN. Information Required for the Beneficial Ownership Information Report Filing a Beneficial Ownership Information Report involves submitting specific details about each beneficial owner. The information required includes: Full legal name Date of birth Residential or business address Unique identifying number from an acceptable identification document, such as a passport or driver's license Providing accurate information is crucial, as it ensures the ownership of companies remains transparent and accountable, a key goal of the Corporate Transparency Act. How to File Your BOI Report The process of filing a BOI report is straightforward, but it requires careful attention to detail. Here's how to get started: Gather Required Information: Collect all necessary information about your beneficial owners, ensuring that each detail is accurate and up-to-date. Submit Electronically to FinCEN: Visit FinCEN’s secure online portal at boiefiling.fincen.gov. You can submit your BOI report in one of two ways: PDF Submission: Download the form, fill it out, and re-upload it to the portal.Online Filing: Complete the information directly on the website and upload any necessary identification documents. Seeking Professional Assistance Filing a BOI report can seem daunting, especially for business owners unfamiliar with the process. If you feel more comfortable working with someone who has experience in this area, consider reaching out to a legal or financial advisor. These professionals can offer personalized assistance and ensure your report is filed correctly and on time. Final Thoughts: Stay Informed and Prepared The introduction of the Beneficial Ownership Information Report represents a significant shift in the regulatory landscape for U.S. businesses. By understanding your obligations and taking the necessary steps to comply, you can avoid potential penalties and contribute to a more transparent and accountable business environment. Finally, as you prepare to file your BOI report, it may also be a good time to review your business credit report. Knowing what others see about your business can help you better manage your credit score and overall financial health. Checking your business credit report is quick and easy, and we recommend doing so through trusted services like Experian. This new reporting requirement is an important step toward greater transparency in business ownership. By staying informed and acting promptly, business owners can ensure they meet their obligations under the Corporate Transparency Act. Frequently Asked Questions Who is considered a beneficial owner? A beneficial owner is someone who owns or controls at least 25% of the company, or who has substantial control over it.https://www.fincen.gov/sites/default/files/shared/BOI_Reporting_Key_Questions_Published_508C.pdf What information is required? A reporting company must provide its legal name, address, jurisdiction of formation, and Taxpayer Identification Number (TIN). Who can file the report? An employee, owner, or third-party service provider can file the report on behalf of the company. When is the filing deadline? Companies that lose their exempt status between January 1, 2024 and January 1, 2025 have until January 1, 2025 to file their first report. Should my company report beneficial ownership information now? FinCEN launched the BOI E-Filing website for reporting beneficial ownership information (https://boiefiling.fincen.gov) on January 1, 2024.A reporting company created or registered to do business before January 1, 2024, will have until January 1, 2025, to file its initial BOI report.A reporting company created or registered in 2024 will have 90 calendar days to file after receiving actual or public notice that its creation or registration is effective.A reporting company created or registered on or after January 1, 2025, will have 30 calendar days to file after receiving actual or public notice that its creation or registration is effective. Time needed: 3 hours and 10 minutes. go to step 1 this is step 1 descriptpin go to step 2 this is step 2 description go to step 3 this is step 3 description first second
Patients use self-service tools to easily connect with providers online and manage administrative tasks 24/7. Common patient self-service tools include patient portals, online scheduling and mobile registration. Self-service solutions also include robust financial tools that help patients update insurance information, get accurate estimates, apply for charity care, set up payment plans, combine payments to multiple providers or set up a fundraising page. Patients use self-service tools to easily connect with providers online and manage administrative tasks 24/7. Common patient self-service tools include patient portals, online scheduling and mobile registration. Self-service solutions also include robust financial tools that help patients update insurance information, get accurate estimates, apply for charity care, set up payment plans, combine payments to multiple providers or set up a fundraising page. Patients use self-service tools to easily connect with providers online and manage administrative tasks 24/7. Common patient self-service tools include patient portals, online scheduling and mobile registration. Self-service solutions also include robust financial tools that help patients update insurance information, get accurate estimates, apply for charity care, set up payment plans, combine payments to multiple providers or set up a fundraising page. Patients use self-service tools to easily connect with providers online and manage administrative tasks 24/7. Common patient self-service tools include patient portals, online scheduling and mobile registration. Self-service solutions also include robust financial tools that help patients update insurance information, get accurate estimates, apply for charity care, set up payment plans, combine payments to multiple providers or set up a fundraising page. This is my caption ThiRevving Up Innovation: Experian Helps Consumers Unshop for Auto Insurances is a link test List one List two List three test learn more buton Neque porro quisquam est qui dolorem ipsum quia dolor sit amet, consectetur, adipisci velit...The Best Author Ever Header here "Neque porro quisquam est qui dolorem ipsum quia dolor sit amet, consectetur, adipisci velit...""Neque porro quisquam est qui dolorem ipsum quia dolor sit amet, consectetur, adipisci velit...""Neque porro quisquam est qui dolorem ipsum quia dolor sit amet, consectetur, adipisci velit..." Header 1 "Neque porro quisquam est qui dolorem ipsum quia dolor sit amet, consectetur, adipisci velit...""Neque porro quisquam est qui dolorem ipsum quia dolor sit amet, consectetur, adipisci velit...""Neque porro quisquam est qui dolorem ipsum quia dolor sit amet, consectetur, adipisci Header 2 "Neque porro quisquam est qui dolorem ipsum quia dolor sit amet, consectetur, adipisci velit...""Neque porro quisquam est qui dolorem ipsum quia dolor sit amet, consectetur, adipisci velit...""Neque porro quisquam est ui dolorem ipsum quia dolor sit amet, consectetur, adipisci Learn 1 Learn 2 This is a quoteThis is a sitation <iframe title="YouTube video player" src="https://www.youtube.com/embed/ras0Ly946mY" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe>
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As part of the company’s commitment to diversity and inclusion, Experian is celebrating Asian Pacific American Heritage Month through May. This article is by Dacy Yee, VP of Marketing and Customer Relationship Management for Experian Consumer Services and executive co-sponsor for Experian’s Asian American Employee Resource Group (ERG). My parents’ story is not unlike any other immigrant story. At 20 years old, they came to the United States from Hong Kong with nothing but a dream for more opportunity and a better life for their family. Their drive and resilience empowered me from a young age. I got my hustle from my dad; he is the hardest-working person I know. Throughout my childhood, he juggled multiple jobs, from working in Chinese restaurants and bagging groceries to becoming a mechanic. He worked his way from mechanic to owner of a gas and service station, often spending early mornings and late evenings opening and closing the shop. I got my toughness from my mom; she always pushed me to be better by making me believe that I was capable, strong and resilient, and by telling me that I could achieve anything I wanted to in life. My parents showed me what courage and determination meant by leaving the familiar in their home country to move here and maneuver a new, unfamiliar culture. They empowered me to work hard and take risks—to always think bigger. Asian Americans have a unique place in history; from the Chinese immigrants working on the railroad in the 1880s to the Japanese WWII internment camps of the 1940s, there’s something to be said about the Asian American story in this country that has only recently been explored in pop culture and entertainment. There’s the quiet, hard work ethic and driven mentality from my parents’ generation that worked so well in certain countries, but a steady drumbeat of wanting to stand out in future generations after that. This has profound implications for professional environments. The generalizations of the silent model minority have been disputed in recent years. Even more so, there’s much to be discussed as to how we carry our past generational habits into the future and how that shapes who we become. The lessons my parents taught me sometimes translate differently and result in the culmination of stereotypes I’ve tried to avoid throughout my career. Putting my head down and working hard might suddenly mean I’m passive. Thinking twice about challenging authority might translate to being soft-spoken or submissive. As an Asian American professional woman, I’m faced with minute-to-minute decisions of when to speak up, when to fight my battles and when to simmer down. There have been studies showing that there is a real “bamboo” ceiling for Asian Americans trying to reach the C-suite level. In fact, Asian Americans are currently the racial group least likely to be promoted to management positions in the U.S., according to a study in the Harvard Business Review. The question is: how do we break through that ceiling? As a company rooted and driven by data, we are constantly looking at numbers in everything we do. This is why we’re hosting a speaker to walk through his findings about what builds and creates this “bamboo” ceiling and how it affects Asian Americans in the workplace. We need to speak up and share our struggles with each other; as part of Asian Pacific American Heritage Month, we’re hosting a panel featuring our own Asian American leaders and professionals to talk about this very issue. To each other, to their colleagues, to their managers and to the larger Experian community. Finally, we’re going to chart the path forward and lead by example. As members of the Asian American ERG at Experian, we’re going to host more skill-building workshops, have open and candid conversations, and keep each other accountable to our stretch goals and ultimately our professional aspirations. As we celebrate Asian Pacific American Heritage Month, there will be an ongoing dialogue of what empowerment means to us in the workplace. Ultimately, regardless of where you come from and how you identify yourself, the resounding lesson is of empowerment; standing up for what you’re passionate about and leading the way for others who will be following in your path.
This article is by Michele Bodda, general manager of Experian Mortgage, and co-sponsor of Experian’s PRIDE employee resource group (ERG) Like most of us in the LGBT+ community, my coming out story is more like an unfinished novel than a tightly worded chapter in a book once read and forgotten on a bookshelf. It unfolded over the years. I wasn’t always confident enough to be fully out, but I never pretended to be something I wasn’t. For me, there wasn’t a day of reckoning or a loud declaration. I arrived at this point over the years, and there were two pivotal incidents that served as catalysts for me. First, after working at Experian for several years, a male colleague stunned me when he said his feelings were hurt that I didn’t trust him enough to bring my whole self to work. I was dumbstruck by his frankness and desire to know the real me. And second, I realized I couldn’t ask my children to go through life with two moms confidently and comfortable if I wasn’t truly authentic in every aspect of my life as well. For me, coming out happens again and again. I will always need the quiet confidence to say, “I’m a mom, a daughter, a friend. I’m an executive. And yes, I am gay.” When Experian asked me to lead our company’s LGBT+ ERG, I took a moment of pause. Yes, this was a big decision, but ultimately, drawing on that confidence, it was an easy decision to make. In light of the 30th anniversary of National Coming Out Day on Oct. 11, I want to assure people wondering if acknowledging diversity is significant, it is. The difficulty some of our LGBT+ colleagues face making daily decisions about where they can be fully present aren’t merely insecurities. They are the realities of being LGBT+. No federal law exists protecting the rights of employees from discrimination based on sexual orientation or gender identity in the United States. In 28 U.S. states, employees aren’t afforded state-level protection for sexual orientation, meaning they can be fired for being lesbian, gay or bisexual, and it’s even worse for transgender members of the workforce. The fear is real for many members of the LGBT+ community – but so is the motivation to seek change and create an inclusive workforce in America. Just imagine working in America if everyone felt as safe as I do to bring their whole selves to work? The mental and emotional energy I expended hiding my whole self from my colleagues many years ago saddens me. Could I have bonded with others quicker, positively affecting team performance and achieving goals faster? Could I have helped someone else know it was OK to be fully themselves at Experian and watched them confidently come into work every day? Today, I’m not raising my voice for myself. I’m raising it on behalf of talented LGBT+ employees across the country and to tell business leaders that the economic results they’ll receive by instilling and nurturing inclusion is worth it. According to research presented at Deloitte’s IMPACT 2017 conference, organizations with inclusive cultures are six times more likely to be innovative, six times more likely to anticipate change and respond effectively, and twice as likely to meet or exceed financial targets. It’s the right thing to do. I feel fortunate to have spent the last 20 years at a company that is overt in saying it’s OK to be who you are: You are not only welcomed here, you belong here.
Experian is excited to participate in the 2014 Sundance Film Festival in Park City, Utah! We’re lucky to have some great stars stopping by our Experian Coffee Bar to answer some questions about their films. Check out the action on Sundance Channel on the following days and times: