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AZ CPA November 2017

Creating Connection with Emerging Leaders Tax Credit Update

Six Ways to Create Happy Employees

Adding New Clients

The Arizona Society of Certified Public Accountants y www.ascpa.com


Are you utilizing Arizona’s foster care tax credit? This dollar-for-dollar credit now stands alone. Reduce your state taxes while helping Arizona's children in care. To take advantage of this credit, please visit TaxCreditForKids.org/cpa

“To ensure that every child has someone who cares”

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An Arizona 501(c)(3) Qualifying Foster Care Organization tax ID # 86-0611935; United Way ID # 0023


Arizona Society of Certified Public Accountants

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AZ CPA The Arizona Society of Certified Public Accountants

Accounting & Assurance Conference January 10, 2018 Black Canyon Conference Center Also offered as a webcast Are You Ready for the New Revenue Recognition Standards? Maria Murphy, CliftonLarsonAllen LLP Data Analytics – The New Art of Winning

President & CEO

Cindie Hubiak

Editor

Patricia Gannon

Advertising

Heidi Frei

Board of Directors Chair Chair-Elect Secretary/Treasurer Directors

Molly Montgomery Mike Allen Jared Van Arsdale Michael Chesin Virginia DeSanto Tom Duensing Marcus Feder Kristen French Alan Gold Aaron Grant Julia Miessner Alice Pope Jeffrey Quick Nikki Vogt Char Woodall

Rakesh Soni, Intersys West Region

Immediate Past Chair Greg Nelson AICPA Council Members

SOC Auditing: What Risk is There to My Organization of Not

Monitoring My Vendors? Michael Nyman, CliftonLarsonAllen LLP Arizona State Board of Accountancy: Its Mission and Functions LeRoy M. Gaintner, President of the Arizona State Board of Accountancy Leading With Emotional Intelligence Brittney Williams, Heinfeld, Meech & Co., P.C. Do’s and Don’ts for Expanding Your Practice into New Areas Joe Epps, Epps Forensic Consulting PLLC IT Security and Cyber Frauds Dr. Robert Minniti, Minniti CPA LLC

Learn more and register at www.ascpa.com/conferences 4

AZ CPA NOVEMBER 2017

Karen Abraham Armando Roman

Chapter Presidents Southern Chapter Northern Chapter

Cathy Poore Bethany de Alva Southwest Chapter Helen Greenwell North-Central Chapter Ellen Carpenter AZ CPA is published by the Arizona Society of Certified Public Accountants (ASCPA) to provide information, news and trends in the profession of accounting. It is distributed 10 times a year as a regular service to members of the Society. The ASCPA, its members, board of directors and administrative staff assume no responsibility for advertisements herein. The ASCPA and the above people also assume no liability for business decisions made by readers in reference to statements and/or claims in articles or advertisements within this publication. Opinions expressed by contributors are not necessarily those of the ASCPA. Arizona Society of CPAs 4801 E. Washington St., Suite 180 Phoenix, AZ 85034-2040 Telephone (602) 252-4144 AZ Toll-Free (888) 237-0700 www.ascpa.com


AZ CPA Volume 33 Number 9

November 2017

Features 11

Total Turnaround Larry Eisel, CFO of Total Transit, takes on the Uber challenge. by Patty Gannon

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Six Tactics That Make for Happy Employees

Studies show that CPAs could be more productive if they were happier at work.

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by Sabine Vollmer

2017 Tax Credit Update Arizona offers significant tax credits, which also qualify for itemized federal tax deductions. by Ira S. Feldman, CPA

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Columns & Departments Chair’s Message by Molly E. Montgomery, CPA 6 Member News

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A Dash of SALT by James G. Busby, Jr., CPA

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Quick Quiz

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Classifieds 26

Creating Connection With Emerging Leaders Considering how society has shaped emerging leaders can help bridge communication gaps between millennials, baby boomers and others. by Michael S. Seaver

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Three Keys to Adding 5-10 New Clients Per Month

Find out how one Arizona CPA firm adds new clients each month. by Thomas M. Wheelwright, CPA

Arizona Society of Certified Public Accountants 4801 E. Washington St., Suite 180 Phoenix, Arizona 85034-2040 www.ascpa.com

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ASCPA Chair’s Message

Staying Focused

by Molly E. Montgomery, CPA

While the traditional model of what we have known the CPA profession to be is changing, our expertise and unique abilities will always be needed.

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I recently posted something on LinkedIn that went viral. The post has been viewed over two million times, and this number continues to increase as I write this. The post grabbed the attention of Jeff Weiner, LinkedIn’s CEO, who graciously commented on my post, “Spot on. Very well said.” It brings tears to my eyes reading the heartfelt messages of gratitude from all over the world that are filling my LinkedIn inbox. As I read through hundreds of comments and messages from people in every stage of their career or entrepreneurial journey, it brings me to a very deep connection to our profession and why I do what I do. Over the course of my career, I have seen a lot of messes. I have cleaned up a lot of messes. I have helped prevent a lot of messes. I am sure you can relate. Compliance issues, cash flow challenges, disagreements among leadership, lawsuits, bankruptcy, downsizing, software implementations gone wrong, fraud, employee turnover, vendor delays, failed acquisitions, changes in the regulatory environment, inability to innovate, technology changes, data breaches, I could go on … Every company of every size in every single industry is dealing with something. As I have been navigating through my own professional journey, I have become keenly aware of the pressure we all put on ourselves while dealing with the challenges that arise. I am not just referring to the pressure from the responsibilities we take on in our professional roles and the ambitious goals we set for ourselves. I am referring to the personal pressure we unknowingly take on as we log on to the internet or turn on the television and absorb a very distorted view of what is going on in the world. Every conversation I have with a client who is in the middle of making what they feel is an extremely difficult decision, I see them setting standards for themselves based on what they perceive to be happening around them. I often find myself thinking, “if you only knew.” Our profession has a perspective on business that nobody else does. We see the intimate details behind critical decisions being made that nobody understands the way we do. Our profession, collectively, understands the impact these critical decisions can have on the financial flow of a company and on the financial health of its owners and stakeholders. While we are dealing with our own challenges and figuring out what the future of our profession looks like, I am confident we will be just fine. While the traditional model of what we have known the CPA profession to be is changing, our expertise and unique abilities will always be needed. It just comes down to a shift in our perspective and understanding how our unique abilities fit into the challenges we are all dealing with. I will share with you the words I posted on LinkedIn. While my intention when writing this was with my entrepreneurial network in mind, the messages I have received made me realize how much we all need this reminder at times:


Entrepreneurship is messy. Startup life is messy. Growing a business is messy. I guarantee you it never looks as glamorous on the inside as it does from the outside. If you are comparing what is going on in your company to what you see your peers and competitors doing, and feel behind or inadequate, or in any way not up to par ... just let it go. You have no idea what they are going through that you cannot see. You never will. You don’t need to. Take a deep breath. Stay on your path. Stay focused on your mission. Stay focused on your customers. Stay focused on your team. Your family. Your health. Find connection and joy in your own journey. Allow yourself to be inspired and fueled by others’ success, but by all means, do not allow yourself to get derailed or thrown off of your path. Stay focused. n

Member News

AICPA’s Government Performance and Accountability Committee (GPAC) recently held their meeting at the ASCPA offices.

The ASCPA is

Thankful for your membership!

Joshua J. Blom, CPA, was promoted to audit manager, Christina V. Henning, CPA, was promoted to tax manager and Leslie Prichar, CPA, was promoted to audit senior manager at Wallace, Plese + Dreher. Elizabeth Hale, CPA, was named financial director for the Entrepreneurs’ Organization Arizona Board of Directors. Henry+Horne has been named one of Arizona’s Most Admired Companies by AZ Business Magazine and BestCompaniesAZ for the third year in a row.

Thomas V. Murgolo, CPA, is senior vice president at Arizona Business Bank. Debra L. Fabry Bradley, CPA, CFO of Habitat for Humanity Central Arizona was named CFO of the Year by the Phoenix Business Journal. Cindie Hubiak, CPA, CGMA, was elected to the Charter 100 Board in charge of programs. Beth S. Cohn, CPA, was also elected to the board as a director.

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Join me in making a difference in the lives ofAsArizona’s a board 19,000 foster member children of Hope & A with theI Future, Arizona Foster encourage youCare and Tax yourCredit. clients to join me and make a difference in the lives of Donations Arizona’sby December 17,500 foster 31st to Hope & A children. Future qualify for the tax credit up to $1,000 (married Donations couples) or by December $500 (singles). 31st to Hope & A Future qualify for an Arizona Tax Credit: Three ways to help today: 1) Donate at Up to $800 azhope.co m  couples for married 2) Share the Up to $400 taxfor credit wit h your clients single taxpayers 3) Download and share brochure at  azhope.co Take m/taxcred advantage it.pdf of this opportuni ty and inform your clients how they can give Arizona's REAL HOPE foster children are to Arizona’s counting foster on us! children by December 31st. na D on a te fo r th e A ri zoO P E H d it eC re G iv ,Ta naow a te on D x re C r te F os chmil d . st er foop a to co e. zh a a t 

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A Dash of SALT

Upcoming Changes to Select Arizona Tax Incentives: Part 2 In this month’s state and local tax (SALT) column, Busby highlights important changes that will extend Arizona personal property tax incentives to qualifying personal property located within foreign trade or military reuse zones and changes to the state’s mechanism for funding the cost of public infrastructure improvements that benefit manufacturing facilities. Part I of this column focused on upcoming changes to Arizona tax credits for individuals, corporations and insurance companies that make qualifying investments in new jobs, facilities and research in Arizona. Such changes, required by S.B. 1416, will go into effect on January 1, 2018. Beginning on the same date, S.B. 1416 also extends an important personal property tax incentive to qualifying property located within foreign trade or military reuse zones and changes the mechanism Arizona uses to fund the cost of public infrastructure improvements that benefit manufacturing facilities.

Accelerated Depreciation for Qualifying Personal Property In 2011, the Arizona Legislature provided additional accelerated depreciation for specific types of business personal property purchased during or after tax year 2012. The incentive applied primarily to class 1 personal property used by manufacturers, shopping centers and golf courses, and to class 2 personal property used for agricultural purposes, or by particular types of nonprofit organizations or golf courses. S.B. 1416 extends this incentive to personal property located in foreign trade and qualifying military reuse zones.

by James G. Busby, Jr., CPA

James G. Busby, Jr., CPA, is a state and local tax attorney at The Cavanagh Law Firm. Busby previously worked in the SALT departments at Arthur Andersen and Deloitte & Touche. Before entering private practice, Busby was in charge of all transaction privilege (sales) tax audits at the Arizona Department of Revenue. If you have any questions, please contact the author. He can be reached at (602) 322-4146 or JBusby@CavanaghLaw.com.

Funding Public Infrastructure Improvements for Manufacturing Facilities In 2012, after a leading global manufacturing company was unexpectedly saddled with paying the cost of the public infrastructure improvements necessary to support its major investment in a new manufacturing facility, the Legislature passed legislation requiring the state to pay up to 80 percent of the cost of public infrastructure improvements constructed for the benefit of new manufacturing facilities. This funding mechanism applies when a manufacturer agrees to make a minimum capital investment of $500 million in a county with a population of 800,000 or more, or a minimum investment of $50 million in a county with a population of less than 800,000. The amount the state pays is limited to the amount of sales tax paid by contractors hired to construct the facility and any off-site improvements or

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public infrastructure improvements constructed for the benefit of the facility, and capped at $50 million. Prior to S.B. 1416, cities, towns and counties that were required to make public infrastructure improvements to support these types of major investments by a manufacturer only had to commit a minimum of 20 percent of their state-shared sales tax revenue from contracts to construct the facility and any off-site improvements or public infrastructure improvements constructed for the benefit of the facility to help pay for the public infrastructure improvements. S.B. 1416 requires cities, towns and counties that are required to make public infrastructure improvements to support these types of major investments by a manufacturer to commit all of their state-shared sales tax revenue from such contracts to help pay for the public infrastructure improvements. n T:7.5”

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In Good Company

Lawrence Eisel, CPA, CMA, CGMA Chief Financial Officer – Total Transit, Inc.

Total Turnaround What would you do if your company was suddenly threatened by a major industry shift? This is exactly what Larry Eisel, CFO of Total Transit, Inc. had to address when the market for taxis was suddenly shaken by the influx of companies like Uber and Lyft. “Uber challenges?” says Eisel, “ I would say that we have lost 65-70 percent of our market share in Phoenix and Tucson due to Uber and Lyft. That is the bad news. The good news is that it inspired us, in 2013, to purchase a small software development company and develop a ridesharing solution for medical transportation.” In 2016, the company started the “Uber” for Medicare and Medicaid patients called Veyo. “In the first year, we had 50 percent growth, we had 30 percent this year and we have projected another 50 percent next year with projects that we have already won,” says Eisel. What started as an Arizona-based company is now in eight states. “It is a lot of fun,” says Eisel. “Along with the growth, there have been challenges and opportunities.” “We took a competitive challenge and transformed it into a different marketplace that could help us grow,” explains Eisel. “The taxi business is still alive and well. Some people prefer to take a taxi and to help keep that business viable, we decided to introduce our own retail app that competes directly with Uber and Lyft. That app and dispatch system is called Total Ride. “With Total Ride, we are differentiating ourselves in a couple of ways,” explains Eisel. “ First, we will have no surge pricing ever, and second, we do a more comprehensive background check and mandatory drug testing for our drivers. We will

offer a better quality experience and our pricing is the same as Uber’s non-surge pricing. We are excited about seeing that develop.” “We are just getting this started, and you will see our advertising soon. The app is available in the app store now – it is called Total Ride. “Total Transit, Inc. has grown substantially in the last nine years. The revenue is up by 600 percent since I started nine years ago. We have had a great growth trajectory and with growth, comes change. “One of the challenges that we are faced with in starting a company is not running out of cash,” states Eisel. “We have had to manage receivables very tightly, manage cash flow almost daily and fund the growth. I am happy to report that in the nine years that I have been here, we have not taken any outside equity money. We have been very fortunate, and it has taken some focus and intensity. “My role has become more of an advisory and oversight role — almost like a holding company role overseeing the controllers of our two business units. “My favorite part of my job is the continuous challenge — it is never business as usual. In recent years, I have gotten much more involved in the strategy and in deciding where we take this business in the next three to five years. “My CPA helps me in my job every day. The CPA is a door opener — you don’t get into this type of position without that type of credential.” A graduate of the University of Michigan, Eisel began his career in public accounting in South Bend, Indiana. After moving to Arizona in 1999, Eisel was involved in some smaller privately held companies. He worked for Universal Technical Institute, Inc., and for The Arizona Republic as controller, before coming to Total Transit in 2009. n — Patty Gannon

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How to work happy

Six Tactics That Make for Happy Employees     By Sabine Vollmer  Accountants and finance professionals could be more productive if they were happier at work, research by Robert Half suggests. Happy employees are better employees because they are more engaged and more satisfied, they change jobs less often and their mental health outside of work is better, according to Marsha Huber, CPA, CGMA, a happiness researcher and associate professor of accounting at Youngstown State University in Ohio. Huber, who was not involved in the Robert Half research, suggested that these benefits can translate into saved recruiting and training costs and even fewer sick days and lower medical costs. Surveys by staffing firm Robert Half found that two-thirds of employees in North America, Europe and Australia are generally happy in their jobs, but accountants and finance professionals rank in the bottom half of the happiness scale among eight different professions. Accountants came in fifth and finance professionals were dead last in being happy at work, a survey of more than 12,000 working professionals in North America found. They were also the least interested in their work. “In general, to help any employee become happier on the job is to help them find meaning in their work,” Huber said. “We need to help some accountants progress in their careers. Other accountants may need to feel they are doing something meaningful. For example, an accountant who works for a nonprofit may earn less then peer accountants, but loves her work because she finds the work rewarding.”

Happiness at work is shorthand for employees being satisfied because they have a great experience on the job, Robert Half suggests. Needs, goals and preferences that change from employee to employee make this experience a highly individual one, but Robert Half concluded that the following six factors are key drivers of job satisfaction: Hire to fit. Set expectations by crafting detailed job postings that clearly communicate to prospective hires what the job entails. When you select job applicants that seem suitable, conduct in-depth interviews and thoroughly check references to avoid skills alignment issues. Also, devote attention to interpersonal abilities during the interview process to avoid hiring someone who’s brilliant but is going to irritate other workers. Finance professionals that Robert Half polled in the U.S. and Canada said they did not feel well matched to their work. They said they aren’t able to use their strengths on the job to a high degree. Reward smart risks. Empower employees to make decisions on their own, or with minimal direction, to let them develop problem-solving skills they can use to advance their careers, build confidence, and feel comfortable suggesting new ideas. Invite your entire workforce to brainstorm new ideas and approaches. When somebody tries something that doesn’t work, capture the lessons learned through the failure and celebrate the smart risk taken. About one-quarter of the professionals Robert Half polled in the U.S. and Canada said they wield little or no control over their work (23%) and feel they have few opportunities to be creative (26%). Make employees feel appreciated. Offer gratitude for a job well done. Be specific when you recognize an employee and deliver the praise in a timely manner. Provide frequent feedback not only to individuals or the less experienced workers but to the entire team.

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Happiest at work Based on a survey of more than 23,000 professionals across Europe, North America, and Australia, Robert Half ranked the following eight countries by how happy workforces are on the job:

1 U.S. 2 Germany 3 Netherlands 4 Australia 5 Canada 6 UK 7 Belgium 8 France

Respondents in the Robert Half North America survey who were 55 or older were less likely to receive constructive feedback (44%) than those under 34 (54%). Offer work that’s interesting and meaningful. Let employees know through multiple channels that their contributions matter and that they are part of something larger than themselves. One way to do this is to allow employees to volunteer and establish ties with the community. Research suggests employees who feel their work is worthwhile are nearly 2.5 times more likely to be happy than those who feel the job they do is “just work.” Workers at very large companies (2,500 or more employees) feel the lowest sense of accomplishment, according to Robert Half research. Play fair. That means managers must ensure every team member knows what it takes to get promoted or earn higher pay and workers must have a chance to say when they feel a sense of inequality. To ensure employees feel

their pay is equitable to that of others doing to the same work, employers must periodically benchmark salaries. Knowing the going rate is vital to recruiting and retaining top talent. Only 70% of women feel they are treated fairly compared to 74% of men. Likewise, 52% of women say they are paid fairly versus 58% of men, according to Robert Half research. Help employees establish supportive workplace relationships. Managers can promote a positive workplace culture by creating opportunities for employees to forge and strengthen bonds with colleagues. For example, enlist older, or more experienced workers to support their less experienced coworkers. n

Sabine Vollmer is a senior editor for CGMA Magazine. This article first appeared in CGMA Magazine. For more articles, sign up for the daily email update from CGMA Magazine at http://bit.ly/2svn2AY.

Every child in Arizona deserves high-quality education. By donating to IBE, you provide scholarship funds with a dollar-for-dollar tax credit.

Less than 5% of Arizona tax payers utilize

this credit. Every student deserves the best, so make your taxes matter to the children of Arizona.

ibescholarships.org Notice (A.R.S 43-1603): A school tuition organization cannot award, restrict, or reserve scholarships based soley on a donor’s recommendation. A taxpayer may not claim a tax credit if the taxpayer agrees to swap donations with another taxpayer to benefit either taxpayer’s own dependent.

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Vote With Our Arizona Tax Dollars

2017 TAX CREDIT UPDATE by Ira S. Feldman, CPA

Arizona offers its residents significant tax credits which also qualify for an itemized Federal tax deduction. Think of these credits as receiving a voucher from the charity to offset 100% against your Arizona taxes plus receiving a federal deduction. For someone in the highest tax bracket, they would receive 140% “back” for every $100 contributed. A married couple using all of the personal credits will redirect $4,773 of their AZ Income Tax and pay ZERO tax on the first approx. $168,000 of income. Here is the update for 2017 contributions: Contribution to Qualifying Charitable Organizations (Formerly Working Poor Credit) A credit is allowed of up to $400 ($800 for a married couple filing a joint return), in lieu of an Arizona deduction, for contributions made to an exempt organization under IRC §501(c)(3) that spends at least 50% of its budget on services to Arizona residents who receive temporary assistance for needy families benefits or low income residents and their households (a five-year credit carryforward provision applies). A contribution by April 15, 2018 may be claimed as a credit on either the 2017 or 2018 tax returns. Examples: Goodwill, Salvation Army, Food for the Poor, Florence Project, Social Service Agency, etc. In prior years this credit was integrated with the foster care organization described below. For 2016 and future years, it has been “unbundled.” You may contribute the maximum to both.

Contribution to Qualifying Foster Care Charitable Organizations A credit is allowed of up to $500 ($1,000 for a married couple filing a joint return). The organization must provide services to at least 200 foster children in the state and spend at least 50% of its budget on services to foster children in the state. A contribution by April 17, 2018 may be claimed as a credit on either 2017 or 2018 tax returns. According to an FAQ page on the Department of Revenue’s website, a foster child for this purpose must be either: • In a foster home with relatives approved by the Department of Economic Security (DES), or • With a child welfare agency licensed by the DES Office of Licensing, Certification and Regulation. Organizations who serve children being fostered outside of DES do not qualify for this credit. The Department publishes a list of organizations that have qualified for this credit.

Military Family Relief Fund For taxable years through 2018, a credit is available (limited in overall total to $1 million per year) of up to $200 for individuals filing single, head of household or married filing separate status or $400 for married couples filing a joint return. A receipt showing qualification for the credit must be obtained in advance from the Arizona Department of Veterans Services in order to claim the credit. The Department of Veterans Services will issue such receipts until such time as over $1 million has been received in a calendar year. Go to: www.azdor.gov/ mfrf.htm

Public School Extra Curricular Activities and Character Development Tax Credit A credit is allowed for fees paid by an individual during the taxable year to a public school (includes public charter schools) located in Arizona for the support of extra-curricular activities, character education programs,

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and CPR training of up to$200 ($400 for a married couple filing a joint return). Extra-curricular activities means school-sponsored activities that require enrolled students (even your own) to pay a fee in order to participate, including fees for: Band uniforms, equipment or uniforms for varsity athletic activities or scientific laboratory materials. A similar credit is also allowed for contributions to a public or charter school for character development instructional programs. The program must include instruction in at least six character traits. “Extracurricular activities” do not include in-state or out-of-state trips that are solely for competitive events, or senior trips or events that are recreational, amusement or tourist alternatives. The contribution can be made by the April filing deadline in the following year and designated for either the current or the prior year. This credit is available only to individuals and unused may be carried forward up to five years.

Voluntary Contributions to School Tuition Organizations Credit (Private Schools) A credit (in lieu of deduction) is allowed for voluntary cash contributions made to a School Tuition Organization (STO) of up to $546. ($1,092 for married filing joint returns). The credit is adjusted annually for inflation. A “School Tuition Organization” is a charitable organization in Arizona that is exempt from federal taxation under §501(c) (3) of the internal Revenue Code and which allocates at least 90% of its annual revenue for educational scholarships or tuition grants to children to attend any of at least two qualified schools. A qualified school is a non-governmental primary or secondary school in Arizona that does not discriminate on the basis of race, color, handicap, familial status or national origin (retroactive legislation eliminated discrimination based on sex) and includes preschools for the handicapped. In addition, the

school must satisfy the requirements prescribed by law for private schools in Arizona on January 1, 2008. No credit is allowed if the taxpayer designates his or her donation for the direct benefit of any dependent of the taxpayer. ADOR publishes a list of qualifying STO’s schools. Further “anti-abuse” provisions were enacted in 2012. There is a five-year credit carryforward on any unused credits. Charter schools and programs operated by charter schools are not “qualified schools” for the purpose of the credit. If an individual designates a specific child to be the beneficiary of his contribution as a condition of the contribution to the STO, no credit will be allowed. Similarly, if a taxpayer “swaps contributions” with another taxpayer to ensure that his child will be a beneficiary of that taxpayer’s contribution, no credit will be allowed. STOs face additional certification, reporting, operation, audit and

arizona charitable tax credit Please Share This Info With Your Clients!

It’s easy. It’s not just a deduction. It’s a tax credit that comes right off your total taxable income for the State of Arizona. BHHS Legacy Foundation will match your Arizona Charitable Tax Credit donation dollar-for-dollar. This doubles your gift for children in need! ADDED OPPORTUNITY: Taking advantage of school tax credit is a win-win for you and public school students.Your gift assists the schools in accomplishing the critical work that lies ahead in educating the whole child. Plus donating to BTSCD and a public school helps that school two-fold, as 25,000 students helped by BTSCD are from Arizona public schools.

*Please, direct clients to: www.btscd.com/taxcredit

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financial review requirements to be a qualifying organization. The annual STO report is based on the organization’s fiscal year, rather than the calendar year, and the annual report deadline is September 30. Payments by an Arizona individual made through the April filing deadline of the following year to an STO can optionally be claimed as a credit on the prior year Arizona income tax return or applied to the year in which it was actually paid.

Switcher Credit Taxpayers who have made the maximum contribution under the credit cited above may make an additional contribution to a School Tuition Organization for the “switcher” credit. The credit is only available if the donor has already contributed the maximum under the “regular” program. The maximum credit for 2017 under the

switcher credit is $543. ($1,085 for a married couple filing joint return). A corporation (including S Corporation which passes through the credit to its shareholders) qualifies for the STO Credit with certain exceptions and limits usually reached in July.

General Notes If a credit is retroactively claimed in the prior year, the charitable deduction must be claimed in the current year on the federal tax return. Credit claimed as a federal itemized deduction must be adjusted on the Arizona itemized deduction schedule. Unused credits (except Military Family Relief Fund) may be carried over five years. n Ira S. Feldman, CPA, is a Life Member of the ASCPA, co-chairman of the Phoenix Tax Workshop, and former publisher/editor of the Arizona Tax Guides.

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Creating Connection with Emerging Leaders by Michael S. Seaver This July, I traveled to Bend, Oregon to deliver a talk about aligning crossgenerational communication. The audience, predominately Baby Boomers, thought younger generations struggled with managing their time, delegating tasks, professionalism when interacting with key stakeholders, and were taking little responsibility for professional growth. Maybe this sounds familiar? I believe organizations truly desire to find unique ways to fast track their up-and-comers into leadership roles. The trick becomes facilitating this growth in a manner commensurate with the way the emerging leader learns, not simply the way the organization currently offers advancement. I call this mass customization – an organization’s capacity for offering an a la carte menu of development alternatives that meet an emerging leader where he or she is at a specific point in time. To explain this in more depth, let’s return to my July talk.When I kicked off the presentation, I displayed a slide with the following quotes from a magazine article – “From Ernie – What is the game? The same game as the college game or the politics game. The name of the game is ‘beat your father at building a better world for your son.’ Rickie cannot accept the concept that anything so dependent on existing institutions can leave a man free to think and act as he pleases in private life. Yes, all the businessmen I know are free thinkers and intellectually curious, knowledgeable and more interested in making a mark than in making a buck.” “From Rickie – Partly, I am lazy; I don’t feel like working this summer. I am writing a book and taking a history course at Columbia. Even the dullest art history book gives me a greater sense of freedom than being imprisoned in an office. I don’t feel like being confined; I want my time to be at my own disposal. I suppose I’m spoiled. I’m copping out.” Most of the audience thought Rickie was a millennial. He wasn’t. This quote is pulled from an article in the May 17, 1968 edition of Life magazine. Ernie is a Traditionalist born between 1900 – 1945. Rickie is a baby boomer born between 1946 – 1964. Another example. My next slide displayed the following quote – “Lazy, entitled, selfish, shallow, unambitious shoe-gazers … [who] have trouble making decisions. They would rather hike in the Himalayas than climb a corporate ladder … They crave entertainment, but their attention span is as short as one zap of a TV dial … They postpone marriage because they dread divorce. They sneer at

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Range Rovers and Rolexes. What they hold dear are family life, local activism, national parks, penny loafers and mountain bikes.” The audience also thought this language described millennials. Wrong again. This is a quote from the July 16, 1990 edition of Time magazine. The author is a baby boomer and he’s describing Generation X born between 1965 – 1979. Why do I point out those two examples? It was a reminder that members of all generations, especially when they’re teenagers and in their 20s, challenge the status quo, are “spoiled” or “entitled,” and lack ambition. Yes, millennials (born between 1980 – 2000) do have high levels of self-regard. But the more factual statement would be that most young people, throughout history, have displayed such tendencies. Somehow, more experienced generations have forgotten that they more readily accepted societal norms as they aged and experienced trial-and-error learning. Millennials will, too. To start connecting to emerging leaders, first understand the different generations in the workplace are far more similar than they are dissimilar. Creating connection is about recognizing where he or she is in their life’s journey, recognizing that you likely went through similar ups and downs, and offering sincere empathy, mentorship, and encouragement. I encourage you to read Retiring the Generation Gap by Jennifer J. Deal. Deal shares incredible research about the 10 principles of how humans from different age groups are similar. The more time I interact with finance and accounting leaders, the more I see how these minor differences are perceived. As an example, baby boomers, because of what was happening in society in their teenage years and 20s, have core values focused on being loyal to their children, seeking personal gratification and having a “spend now” mentality. Millennials have core values associated with having fun, liking personal attention and continual education. Although the core values are different, what drives that difference


are society’s norms as each was going through their younger years. What makes these two groups the same is that each has core values shaped by that time in history and that gain them acceptance via family, friends and their community. Traditionalists display personal attributes that make them very committed to the company they work for, they’re conservative, fiscally prudent, respect authority and are task oriented. Generation X craves independence, likes “free agent” careers, are skeptical of institutions, are adaptable and think entrepreneurially. At its core, each is seeking respect for their contributions to society. Because corporations offered cradle-tograve employment when traditionalists were being raised, they sought respect through achieving the company’s goals. Generation X wasn’t offered cradle-tograve employment and they therefore prefer independence from similar institutions instead seeking respect for their entrepreneurial accomplishments. Millennials prefer work environments that are collaborative, holacratic,

achievement-oriented and that offer experiential learning. This allows them to leverage their extensive education to use advancing technology to serve consumers. Generation Xers like positive environments that are fast-paced where they have continual access to leaders. They’re eager to learn via a coach or podcast, love multi-tasking and are great task managers. Baby boomers like friendly, democratic, hierarchical workplaces that offer traditional classroom lectures. This allows them to be politically savvy, see the big picture and remain service oriented. In their own way, each generation has a distinct need for continual learning. Being inside these environments allows each to learn in a way they’ve been accustomed to learn. As you consider how to create connections with your emerging leaders, remember that the issue isn’t how they’re different, the issue is how society shaped those persons to value what they do. All generations are far more similar than they are different. We should remain focused on facilitating our emerging

leaders’ professional development in a manner commensurate with the way the person learns, not simply the way the organization currently offers advancement. How can the company you work for offer an a la carte menu of professional development alternatives that meet an emerging leader where he or she is? How can you look in the mirror, reflect on the mentorship you would’ve enjoyed when you were younger, and provide that support to help your emerging leaders grow through the accomplishment of your organization’s objectives? Consider this, as traditionalist Ernie said earlier, all men (and women) are more interested in making a mark than in making a buck. n Michael S. Seaver is an executive coach, leadership consultant and speaker. Join him at the Emerging Leaders Leadership Summit on Nov. 9. He can be reached at michael@ michaelsseaver.com, (480) 540-9399 and michaelsseaver.com.

Ignite the Leader in You 2017-18 Emerging Leaders Series Nov. 8 Leadership Summit at the Moxy • Art of the Business Meal • Best Business Communication Practices • Always a Leader

Jan. 27 “In It for the Outcome, Not the Income” — Community Service Event with Arizona Helping Hands

Apr. 25 Networking with GET Phoenix Young Professionals

Register now: www.ascpa.com/lead Series Cost: $295

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Three Keys to Adding 5-10 New Clients per Month

by Thomas M. Wheelwright, CPA

I’m an accountant. I’m not a marketing expert. And I’m certainly not a professional salesman. I’m an accountant with a Masters of Professional Accounting degree and 35 years of experience as a tax advisor. And yet, my CPA firm, ProVision PLC, adds 25 new clients or more each month to its tax practice. Nobody ever teaches accountants how to sell and market. We are taught debits and credits. We learn about bonds and amortization and depreciation. We may even go to graduate school to learn more technical skills as a tax specialist or systems analyst. Nowhere in our technical training is there a course on basic sales or marketing. When we graduate, we often join a CPA firm and are put to work. After a few years, we realize that the only way to make partner is if we become good at “client development” (a euphemism for sales). Along the way, nobody trains us. We are expected to learn from our managers and partners. Of course, our managers and partners weren’t trained either. They had to learn from their managers and partners, who learned from their managers and partners and so on forever back to the first CPAs. The result is an entire profession with very little or no training in marketing and sales trying to build businesses. So we keep doing what everyone else does. We rely heavily on client referrals. We go to lunch with and develop contacts with attorneys, financial planners and other professionals who may refer clients to us. We just never learn the basic techniques for building a successful, thriving and growing practice. This is the old way to build a practice. There is a better, more effective and efficient way. Here are three keys to building the practice you want.

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Strategy #1 – Brand It doesn’t matter how much marketing you do or how great you are at sales if you don’t have a brand. Without a brand, you are like every other accountant in the world to your market. The only way you can distinguish yourself is on price. And competing on price is a losing proposition in a world where there are fewer and fewer accounting graduates demanding higher and higher salaries. Think of a brand as a promise. What do you promise your clients that only you can deliver? What do you do that is innovative in the profession? How can someone who doesn’t know you easily distinguish you from the pack? Once you know who you are, you can get yourself known. At ProVision, our brand is tax-free wealth for entrepreneurs made simple and easy to understand. Our promise to our clients is that we will work with them handin-hand to legally reduce their taxes to the lowest amount (typically 10-40%) and in such a way that is completely sustainable in an audit.

Strategy #2 – Marketing Very few CPA firms do any marketing at all. And those that do tend to do it very poorly. Even some of the biggest CPA firms in the world fail at this very basic business activity. Most people think that marketing is about advertising. While advertising can be a part of marketing, it tends to be a very expensive, ineffective way to market a professional service. The best marketing is about getting your brand known. Sure, you have to get your name known. But if nobody knows anything about your brand, the marketing isn’t going to produce many leads. And that’s the point of marketing. It’s not about sales; at least not directly. It’s about generating leads for your sales team. If you have a clear and unique message, marketing is pretty easy. Be careful not to get lost in the maze of websites and Facebook ads. And remember that nobody except us accountants actually cares about accounting. You have to

present a potential result that your target customer cares about. Don’t forget the old adage about selling the sizzle and not the steak. Let me share a few secrets that we use to generate qualified leads. First, create educational content for your target market. You want to pull them in, not push at them. The educational content should match your brand. For example, a few years ago I wrote a book entitled, “Tax-Free Wealth.” Our brand promise is to permanently reduce the taxes of entrepreneurs and investors. So that’s what the book is about. You don’t have to write and publish a full-length book. White papers and educational content on your website or in a blog or newsletter can be sufficient. Just don’t buy your content. Then you are like everyone else and will get lost in the crowd. Take the time yourself, or hire a copywriter to produce educational material that your target market would like to know. Second, do some PR. That means doing radio interviews, newspaper stories and magazine articles. Yes, this takes time. It just doesn’t have to take your time. There are great copywriters you can hire and professionals who can help you find and prepare for interviews. I remember the first year I did radio interviews. I bought a package of 10 interviews for $2,000. Not only did it get my name out in the marketplace, it helped me refine my message. Get on stage. Most of you will be very uncomfortable with the thought of public speaking. Again, you can hire this out. However, you will learn so much from speaking that it will be well worth your time to learn how to do this. Don’t worry about making mistakes or making a fool out of yourself. It’s not about you. If you go on stage with the idea that all you care about is whether the audience learns something worthwhile, you will succeed.

Strategy #3 – Sales Get sales training. Or better yet, hire a professional sales staff. I realize I am one of the few accountants in the world who actually enjoys selling. You may

have someone on your team who would like to learn. If not, just hire a professional. Too many accountants want to do everything themselves. That’s no way to build a business. Business is a team sport and requires a team of professionals in every aspect of the business. And you are probably not the professional when it comes to sales and marketing. At ProVision, we have a team of five people who handle sales and marketing. And while you may think that is a huge cost to carry, keep in mind that with the right branding and marketing, you no longer have to compete on price. We have not competed on price for over 10 years. We know we are more expensive than our competition and our clients know it. And they are happy. Why? Because we deliver on our brand promise and we are up front with the costs. So while we may lose some customers to price, we are still able to add as many clients as we can handle at our price. The result of our branding and marketing is that we make money on our marketing and sales activities. Our profitability is far higher than it would be if we competed on price. n Thomas M. Wheelwright, CPA, is the founder of ProVision, PLC, an international CPA firm serving clients in 50 states and over 20 countries. He is also the best-selling author of Tax-Free Wealth, contributor to the best-selling Why the Rich are Getting Richer and More Important than Money and a frequent contributor to Entrepreneur magazine. He has been a guest on Fox & Friends and AZTV 3 and quoted in Accounting Today, Forbes, Huffington Post, Boston Globe and other publications. Wheelwright is a member of the ASCPA.

Hear Tom Wheelwright speak on this topic on Nov. 29 from noon to 1 p.m. during this free webinar for ASCPA Members. Sign up at www.ascpa.com.

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602.631.2300 | 800.231.1363

ASCPA 100% Club Members Thank you to the following organizations who have demonstrated their commitment to the profession, the ASCPA and to life-long learning by ensuring that all eligible CPAs are members of the Society.

100% Club Members as of September 25

Arizona’s Premier Provider of Workers Compensation Insurance CopperPoint Mutual is committed to providing workers compensation insurance expertise along with great customer service. Financially strong and service oriented, CopperPoint delivers Peace of Mind. Put CopperPoint to work for you.

A F and P CPAs PLLC AA Tax CPA, LLC Abbott Company, Ltd. Addington & Associates, PLLC Andersen & Sarnowski AXIOM Financial Advisory Group, LLC Baldwin & Baldwin PLLC Bashas’ Benjamin H Field CPA, PC Black & Soli PC, CPA Boudreau Consulting LLC Butler Hansen, P.C. Charles W. McGrath, Jr., CPA CliftonLarsonAllen LLP Conover Asay CPA’s, PLLC Cordova, Jones, & Patel PC CPA Financial Advantage, PC David L. Stocking, CPA, Ltd. Dickman & Company CPAs PC Dobridge & Company, P.C. Eaton & Kasprzyk CPAs, PC Edward M. Osinski, Jr., CPA, PC Eide Bailly LLP Epps Forensic Consulting PLLC Epstein Schneider, PLC Fenix Financial Forensics LLC Fester & Chapman, PLLC Flowers Rieger & Associates, PLLC Forever Living Products Frederick C. Shaffer, CPA, PC Frost, PLLC Ginsburg & Dwaileebe CPAs, LLP Gosney & Company, P.C. Guest, Schutte & Cosper, CPAs, LLP Hanagan CPA, PLLC HBL CPAs PC Henry+Horne HintonBurdick CPAs & Advisors Holdsworth Chadd Fuller CPAs PC Hopkins Tameron Hostal PLLC

Hunter Hagan & Co Ltd Jaffa Simmons, PLLC Jansen & Company CPAs, PLLC Johnson Goff & Company PLLC Karpinski Berry & Company, PLC Keegan, Linscott & Kenon, P.C. King, Tripp & Henry PLLC Koeller Thompson CPAs PLLC Lohman Company, PLLC Ludwig Klewer & Company PLLC Lumbard & Associates, PLLC Mansperger, Patterson & McMullin, PLC Martinez & Shanken, PLLC Metzger Klawon & Fox, PLC Michael S. Patinella, PLLC Monheit Zongolowicz Frisch, CPAs PLC Monica J. Stern, CPA, PLLC Morrison, Clark & Company CPAs Moss Adams LLP Mukai Greenlee & Company P.C. Ng Accounting, PLLC Pace & Company, PC Price Kong Co. CPAs P.A. R & A CPAs REDW LLC Regier Carr & Monroe LLP Roger T. Bollard, CPA Schutte & Hilgendorf, PLLC Secore Semple, Marchal, & Cooper, LLP Skinner + Company, LLC, CPAs Sprowls and Company, P.C. The Balance Sheet The Ruboyianes Tax Company, PLC Tull, Forsberg & Olson, PLC Ullmann & Company, P.C. Urke & Stoller, LLP Walker & Armstrong, LLP Weech Financial, PLLC Wyndelts & Co., PLC

Do you think your organization may qualify for the ASCPA 100% Club? Contact membership@ascpa.com to opt-in today and start enjoying your 100% Club benefits!

copperpoint.com

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We make every effort to ensure the accuracy of this list. If your organization’s name does not appear in this list, please contact our membership department at membership@ascpa.com


2018 Arizona Tax Guide Order the only comprehensive guide on Arizona taxes Authors: Pat Derdenger, Steve Rodis and Ed Zollars New in the 2018 Arizona Tax Guide: Sales Tax Simplification, with a single portal for filing and paying state, county and all city sales tax (both program and non-program cities), went into full effect on January 1, 2017.

The Arizona Tax Guide includes the following guides: • The Arizona Income Tax Guide is a comprehensive reference that highlights the differences between Arizona and Federal income tax law and provides references to the Arizona Revised Statutes for a more in-depth analysis. It highlights the differences between individual, corporate, partnership and trust taxes, includes tax tables, and is arranged in a way that facilitates research on any topic. • The Arizona Sales and Use Tax Guide is a resource for anyone preparing or filing city sales and use tax returns. The guide details the various sales and use tax rates that apply to each type of sale or product as well as the many exceptions, administrative provisions and Model Cities Tax Code provisions. • The Arizona Personal Property Tax Guide outlines the nature of the tax, reporting requirements, analysis of forms, audit and appeal procedures and small business exemptions. • The Arizona Unclaimed Property Guide covers Arizona rules that apply to unclaimed property, how to report and pay, and how to file your claim.

Pre-order by Dec. 15, 2017 and save Guides will be available for delivery mid-January 2018.

Spiral-Bound Book: Pre-Order by Dec. 15, 2017 ❒ Members of ASCPA, Phoenix Tax Workshop, State Bar of Arizona or Enrolled Agents: $85

❒ Nonmembers: $105 After Dec. 15, 2017 ❒ Members of ASCPA, Phoenix Tax Workshop, State Bar of Arizona or Enrolled Agents: $95

❒ Nonmembers: $115 Electronic PDF:

❒ Members of ASCPA, Phoenix Tax Workshop, State Bar of Arizona or Enrolled Agents: $79

❒ Nonmembers: $99 *Call (602) 252-4144, ext. 200, for special pricing on orders of five or more.

Order and learn more about the guides at www.ascpa.com

Name ___________________________________________ Company ________________________________________ Address ________________________________________ City ___________________State _____ Zip ___________ Phone __________________ Fax ____________________ Email ____________________________________________

❒ CPA ❒ Attorney ❒ EA ❒ Other: ________________

Method of Payment: ❒ Check ❒ VISA ❒ MasterCard ❒ American Express Name on Card ___________________________________ Card Number ____________________________________ Exp. Date ____________ Amount $ ________________ Signature of Cardholder__________________________

Please return this form and payment to:

Arizona Society of CPAs 4801 E. Washington St., Ste. 180 Phoenix, AZ 85034-2040 Fax credit card orders to: (602) 252-1511

Sales tax, standard shipping and handling prices are included.

*The ASCPA will be processing checks submitted in payment as an Electronic Funds Transfer (EFT) transaction. Funds may be withdrawn from your account as soon as the same day we receive your payment.

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So You Want to Buy or Sell an Accounting Practice? Here are the Keys! If your 2017-18 goals include selling your practice to begin to enjoy your well-deserved retirement plans or you’re confident that now is the time for you to grow and prosper by acquisition. Now is the time to talk!

Arizona Practices Currently Available Through Able Tax and Accounting Practice Sales Location Prescott Phoenix Flagstaff

License EA CPA CPA

Gross Revenue $ 200,000 400,000 260,000

Tax % Acct% Ref # 60% 40% AZ1091 95% 5% AZ1119 60% 40% AZ1120

(… and more are currently in negotiations)

Visit our web site at www.ableta.com Gary W. Hankins, CPA* hankins@ableta.com (817) 738-3287 *Licensed in Texas

Visit our web site at www.ableta.com for further discussion of the process of buying and selling accounting and tax practices plus review our success story, principles of operation and how our customers appreciated our services. THIS IS ONE OF THE MOST IMPORTANT DECISIONS OF YOUR CAREER! We can answer all your questions.

ASCPA’s Mentor Match Feedback makes all the difference! We heard you, and we have simplified the registration process for the Mentor Match program.

Enroll today and become a mentor and/or a mentee. Becoming a mentor and/or mentee allows you to: • • • •

Share lessons you learned throughout your career Strengthen the future of the CPA profession by helping others reach their goals Discuss situations you have encountered with someone who has been there Find guidance on career changes or in the undertaking of new responsibilities

Why enroll in Mentor Match? • • •

It’s an easy way to find or become a mentor and/or mentee It offers flexible meeting options for in-person or virtual meetings Each mentor/mentee match will determine their personal goal for the program

Become a mentor or mentee today at connect.ascpa.com. Click on Engage in Mentoring in the navigation bar and choose “About Mentoring.” Follow the steps to sign up as a mentor and/or mentee.

If you have questions, email Cynthia at cquinonez@ascpa.com 24

AZ CPA NOVEMBER 2017


AZ CPA Quick Quiz You’ve Read It, Now Get Credit Take this quiz online or submit this hard copy on AZ CPA content. Receive a score of 70 percent or more and earn one hour of CPE credit in specialized knowledge. It’s that easy! Fees: Members: $25 Nonmembers: $40 Online Access Go to www.ascpa.com/QuickQuiz to access links to all active quizzes. Purchase quiz and the quiz link and password will be emailed to you. Your results will be sent immediately after completing, and certificates are emailed within two business days. Hard Copy Please select one answer for each question. Fill out registration/payment information below and mail or fax to the Society office. Quiz results and certificates will be emailed to the address provided on the registration form. *This quiz will be available until November 2018. Please note that users have three attempts to pass the quiz with at least a 70 percent score.

November 2017 Issue of AZ CPA* 1. In the Chair’s message, Montgomery mentions that the traditional model of what we have known the CPA profession to be is ___, but our expertise will always be needed. m Thriving m Changing m Stagnant 2. S.B. 1416 requires cities, towns and counties required to make public infrastructure improvements to commit ___ of their state-shared sales tax revenue to help pay for the improvements. m A quarter m Half m All 3. In 2016, Eisel’s employer developed a ridesharing solution for medical transportation called: m Uber m Veyo m Lyft

5. To help any employee become happier on the job, help them: m Earn more money m Take more time off m Find meaning in their work 6. A Switcher Credit is an additional contribution to a STO after a maximum contribution is made under the regular program. m True m False

7. Unused tax credits from qualifying charitable contributions may be carried over for five years except for: m Foster care organizations m Private school tuition credit m Military Family Relief Fund 8. To start connecting to emerging leaders, first understand the different generations in the workplace are: m Far more dissimilar than they are similar m Far more similar than they are dissimilar m Neither dissimilar or similar— just neutral 9. Which generation likes positive environments that are fast-paced, likes to have continuous access to leaders and loves multi-tasking? m Generation Xers m Millennials m Baby Boomers 10. The three keys to building the practice you want are: m Brand, Marketing and Leadership m Brand, Money and Sales m Brand, Marketing and Sales

Quick Quiz Registration Name: ____________________________________________________ Email:_____________________________________________________ Telephone: _________________________________________________

Payment

m Member: $25 m Nonmember: $40 Checks: Please make payable to: The Arizona Society of CPAs Credit Card:

m Visa m MasterCard m American Express

Credit Card #: _______________________________________________ 4. According to a survey by staffing firm Robert Half, the six factors of job satisfaction include all but: m Hire to Fill m Reward Smart Risks m Play Fair

Expiration Date: _____________________________________________ Name on Card. _____________________________________________ Mail to: ASCPA, 4801 E. Washington St. Suite 180, Phoenix, AZ 85034-2040; fax to (602) 324-6045 scan and send to ASCPACPE@ascpa.com.

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Classifieds Business Opportunities/ Practices for Sale SELL YOUR PRACTICE IN 90 DAYS FOR CASH — Let our 34 years of sales experience work for you. We provide 10-year conventional financing to our buyers so you can cash out at closing. Confidential-Prompt-Professional. Reach out to us today! Call us anytime at (800) 729-9031, or visit our website: http:// www.cpasales.com. We’re located on Camelback Road in Scottsdale. TUCSON CPA TAX PRACTICE seeks succession plan with new partner — A two partner firm of over $1 million revenue seeks a tax partner or manager to buy out partners over time. Beneficial if interested person has an existing practice to merge in. Established over 30 years, the practice is highly profitable with a strong concentration in business and individual tax preparation and consulting. Please contact CPAfirm3@ gmail.com.

BUSINESS ACQUISITION — Our North Scottsdale CPA firm is seeking to expand and is looking to purchase small to mid-sized practices. We can be flexible during the transition and open to the needs of the seller. Our firm has been practicing in the valley for over 30 years with an emphasis on business taxes and accounting. Our office culture is relaxed and supportive; while always placing our client’s needs first. We are active in our community and received a top semi-finalist 2017 Governors Arts Award for supporting the arts as cofounder of the Scottsdale Philharmonic. Contact us today at larry@partridgecpas. com or call (480) 990-2727.

Employment CPA WITH OWNERSHIP AMBITION — CPA Financial Advantage, P.C. — Upper-level account management duties such as review of accounting, recording and analyzing financial activity, and tax interviews. • 10+ years’ public accounting experience with CPA

certificate required, with emphasis on tax preparation and review. • Bachelor’s degree in accounting preferred; Arizona CPA license required. • Possess strong problem solving and analytical skills and have in-depth understanding of GAAP and special purpose framework reporting. • Excellent interpersonal skills, communication, and attention to detail a must. • Ability to perform tax and accounting research and work overtime as needed. • QuickBooks knowledge required. • Knowledge of Intuit Lacerte, Adobe, Microsoft Office, and CS Pro Suite desirable. Submit resumes to Jayne.Wright@cpafapc.com. PARTRIDGE & ASSOCIATES, CPAS — Our North Scottsdale CPA firm seeks a highly motivated person for our rapidly growing firm. They must have prepared business and personal tax returns in the last four years and have working knowledge of Quickbooks. We specialize in business taxes and accounting. We are offering a rapid growth and advancement program to

Scholarships are granted to accounting students who are attending Arizona universities at a variety of educational levels. Thanks to generous contributions from members of the Arizona Society of CPAs, we were able to grant the following scholarship amounts over the past three years.

Support Our Scholarships

2017-18 2016-17 2015-16

$21,000 to 13 students $21,000 to 13 students $26,000 to 19 students

Assist accounting students on their educational path to becoming CPAs The costs for an accounting education continue to rise. You can help these students by donating to the Arizona CPA Foundation for Education & Innovation. 26

AZ CPA NOVEMBER 2017

It’s easy! Donate online and make a difference: www.ascpa.com/foundation


an individual who would like to quickly develop into our dynamic management team. Send your resume with salary request to larry@partridgecpas.com. TAX MANAGER AND TAX STAFF CPA — Eight-person Tucson CPA firm, has Tax Manager and Tax Staff positions open for CPAs with a minimum of five years of recent CPA firm experience with partnership potential. Proven sales and marketing skills are highly desirable. We offer highly competitive salaries and comprehensive benefits, including group health insurance, 401(k) with company 4% contribution, eight paid holidays, paid sick time and vacation, and complete reimbursement of all CPA related expenses. Please apply for the Tax Manager or Tax Staff opportunity today, by sending your resume and salary requirements to cpafirm3@gmail.com.

Office Space OFFICE SUITE ­— 16th Street & Glendale Ave, 2300 -3000 SF Suite available, possibility of shared resources/services. All of the amenities you will want and need. MOVE IN READY! Recently renovated in premiere professional location with great visibility. Call Jason at (602) 850-5110 or email Jason@azcre.biz. TUCSON CPA HAS OFFICE SUITE TO SHARE — Your large 260 square foot private office with two windows, French doors and great views awaits you. Share spacious conference room and reception area. Convenient central Tucson location near Speedway and Wilmot. Reply to: options4cpa@gmail. com or call (520) 403-7716. TUCSON CPA OFFICE SHARE OR EXECUTIVE SUITES — Full service CPA office has 1-3 offices available for an office share arrangement or executive suites. Full service includes utilities ,office support, telephone, copier, printer and fax. Lease rates depend on number of offices and services provided. Email: garecpa@aol.com.

T U C S O N O F F I C E S PA C E AVAILABLE — Fort Lowell, Dodge, 4,500 SF remodeled building, 7 offices available. Gated parking with 25 parking spaces. Three conference rooms, three bathrooms. Kitchen with dining area. Two patios. Share space with long established CPA firm. Fred@fcscpa.net.

Go information about classified ads, go to www.ascpa.com

Technology for Accounting Conference Dec. 6, 2017 Black Canyon Conference Center Now Also Offered as a Webcast Learn about these topics and more at this year’s conference: The Best Tech Investments and Bets Rob West, RSM US LLP Cybersecurity and Data Privacy Regulations: Adapting to the New Normal Patrick Fowler, Snell & Wilmer LLP Understanding the Internal Controls at Your Service and Cloud Providers Michael Nyman, CliftonLarsonAllen, LLP Tools and Apps for Small Business Accounting Tanya Luken, Luken CPA You’ve Fallen Victim to a Cyberattack. Now What? Michael Cocanower, itSynergy Big Data Panacea! Big Hype? Dennis Waldron, Northern Trust Corporation Increase Productivity with Excel Tips ‘n’ Tricks Catherine Jennings, The Focus Group Consulting, LLC

Learn more at www.ascpa.com/conferences

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Arizona Society of CPAs 4801 E. Washington St., Suite 180 Phoenix, AZ 85034-2040

PRSRT STD U.S. Postage PAID Phoenix, Arizona Permit No. 952 ADDRESS SERVICE REQUESTED

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AZ CPA November 2017  

The official publication of the Arizona Society of CPAs