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enero 2022

Precisan tratamiento tributario del cohecho

By Publicaciones
Macro close-up of 100 and 50 Peruvian Soles bills heaped

La corrupción es un fenómeno que, si bien ha estado presente desde larga data en el aparato estatal, ha provocado un enérgico rechazo en la sociedad. Esto se debe a que, pese a su mayor sofisticación en nuestros tiempos, a causa de las tecnologías de la información y envío de remesas a cuentas en jurisdicciones con una regulación bancaria acorde a sus necesidades, el sentimiento de rechazo y debate público al respecto también ha seguido tales pasos. Por ejemplo, tenemos escándalos de índole internacional como «Lavajato» o el «FIFA Gate«.

Lamentablemente, este mal no es de exclusiva responsabilidad del Estado; sino, también, del sector privado. Los empresarios pueden incurrir en prácticas corruptoras sea por obtener una ventaja en el marco de contrataciones con el Estado, acceder a información privilegiada o para condicionar la actuación de un funcionario tanto en situaciones lícitas como ilícitas. Ello, entonces, supone un mayor beneficio en el desempeño del negocio. Teóricamente, ello pudiera calzar dentro de lo que en el ámbito tributario se conoce como el principio de causalidad y debería ser deducible del impuesto a la renta.

Ahora bien, para que no quepa duda sobre el tratamiento tributario de los gastos incurridos por tan repudiable práctica – y así separar al Estado de los beneficios que indirectamente estimularía si no dejase en clara la teoría -, mediante Decreto Legislativo 1522, publicado en el Diario Oficial «El Peruano» el 22 de enero de 2022, se dispuso que los gastos incurridos por una empresa en los delitos de cohecho (en todas sus modalidades tipificadas en el Código Penal) no son materia de deducción del impuesto a la renta dentro de los alcances de los artículos 20, 37 y 51-A de la ley de la materia.

CONOZCA MÁS

El cohecho activo genérico consiste en que:

El que, bajo cualquier modalidad, ofrece, da o promete a un funcionario o servidor público donativo, promesa, ventaja o beneficio para que realice u omita actos en violación de sus obligaciones, será reprimido con pena privativa de libertad no menor de cuatro ni mayor de seis años; inhabilitación, según corresponda, conforme a los incisos 1, 2 y 8 del artículo 36; y, con trescientos sesenta y cinco a setecientos treinta días-multa.

El que, bajo cualquier modalidad, ofrece, da o promete donativo, ventaja o beneficio para que el funcionario o servidor público realice u omita actos propios del cargo o empleo, sin faltar a su obligación, será reprimido con pena privativa de libertad no menor de tres ni mayor de cinco años; inhabilitación, según corresponda, conforme a los incisos 1, 2 y 8 del artículo 36; y, con trescientos sesenta y cinco a setecientos treinta días-multa.

Artículo 397

A su turno, el cohecho activo transnacional se configura de la siguiente manera:

El que, bajo cualquier modalidad, ofrezca, otorgue o prometa directa o indirectamente a un funcionario o servidor público de otro Estado o funcionario de organismo internacional público donativo, promesa, ventaja o beneficio indebido que redunde en su propio provecho o en el de otra persona, para que dicho servidor o funcionario público realice u omita actos propios de su cargo o empleo, en violación de sus obligaciones o sin faltar a su obligación para obtener o retener un negocio u otra ventaja indebida en la realización de actividades económicas o comerciales internacionales, será reprimido con pena privativa de la libertad no menor de cinco años ni mayor de ocho años; inhabilitación, según corresponda, conforme a los incisos 1, 2 y 8 del artículo 36; y, con trescientos sesenta y cinco a setecientos treinta días-multa.

Artículo 397-A del Código Penal

Por otra parte, el cohecho activo específico se tipifica de la siguiente manera:

El que, bajo cualquier modalidad, ofrece, da o promete donativo, ventaja o beneficio a un Magistrado, Fiscal, Perito, Árbitro, Miembro de Tribunal administrativo o análogo con el objeto de influir en la decisión de un asunto sometido a su conocimiento o competencia, será reprimido con pena privativa de libertad no menor de cinco ni mayor de ocho años; inhabilitación, según corresponda, conforme a los incisos 1, 2 y 8 del artículo 36; y, con trescientos sesenta y cinco a setecientos treinta días-multa.

Cuando el donativo, promesa, ventaja o beneficio se ofrece o entrega a un secretario, relator, especialista, auxiliar jurisdiccional, testigo, traductor o intérprete o análogo, la pena privativa de libertad será no menor de cuatro ni mayor de ocho años; inhabilitación, según corresponda, conforme a los incisos 1, 2, 3 y 4 del artículo 36; y, con trescientos sesenta y cinco a setecientos treinta días-multa.

Si el que ofrece, da o corrompe es abogado o forma parte de un estudio de abogados, la pena privativa de libertad será no menor de cinco ni mayor de ocho años; inhabilitación, según corresponda, conforme a los incisos 2, 3, 4 y 8 del artículo 36; y, con trescientos sesenta y cinco a setecientos treinta días-multa.

Artículo 398 del Código Penal

Finalmente, el cohecho activo en el ámbito de la función policial tiene el siguiente tipo penal

El que, bajo cualquier modalidad, ofrece, da o promete a un miembro de la Policía Nacional donativo o cualquier ventaja o beneficio para que realice u omita actos en violación de sus obligaciones derivadas de la función policial, será reprimido con pena privativa de libertad no menor de cuatro ni mayor de ocho años.

El que, bajo cualquier modalidad, ofrece, da o promete a un miembro de la Policía Nacional donativo o cualquier ventaja o beneficio para que realice u omita actos propios de la función policial, sin faltar a las obligaciones que se derivan de ella, será reprimido con pena privativa de libertad no menor de tres ni mayor de seis años.

Artículo 398-A del Código Penal

Se reconoce como experiencia laboral a las prácticas profesionales y preprofesionales

By Publicaciones

Por: Edgar Pereda.

Mediante la Ley No. 31396, publicada el 18 de enero del 2021 en edición extraordinaria en el Diario Oficial El Peruano, el Congreso de la República reconoce como experiencia laboral las prácticas preprofesionales y las prácticas profesionales realizadas por los estudiantes y egresados de las instituciones de educación superior universitaria y no universitaria en las diversas instituciones públicas y privadas.

Según esta Ley se reconoce como experiencia laboral: Read More

The Best Professional Employer Organizations PEOs for 2024

By Bookkeeping

They work with many industries, and claim on their website that they have 22,000 clients and work with over 348,500 employees. So if you’re in the small business space employees, Trinet could be a great option. Plus, with easy-to-use payroll software, you and your employees get 24/7 access to pay best peo for small business stubs, tax documents, and direct deposit updates right from a phone or computer. Even though HR services are what PEOs are mostly known for, some go one step further and offer other tech services like IT and accounting.

What types of businesses benefit most from PEO services?

This means it will handle legal employment processes like payroll processing, tax administration, and HR compliance. Despite this relationship, you still have control over the day-to-day responsibilities of your workers. Rippling is a scalable HR solution that can be customized to meet your evolving needs. Instead of offering just one bundled solution, Rippling offers an HR tech base plan with several add-on features and services. It even offers device- and app-management add-ons, which aren’t services other competitors offer.

Best for Managing a Small Global Workforce

  • A PEO can streamline HR processes, provide access to better benefits, provide compliance support, and overall increase your employee experience and retention.
  • We wish you the best of luck and hope that all of your HR and payroll needs are met quickly and effectively.
  • When a PEO manages your payroll and taxes, it has access to sensitive company information and employees’ personal data.

Due to the misconception that PEOs are too expensive, small businesses frequently disregard them. However, it can be beneficial to consult with key stakeholders before making a final decision, such as your HR professionals and other employees who will frequently use the software. It could take anywhere from three to six weeks total after you sign the paperwork and everything is confirmed. It might take longer if there are any holdups or issues that occur during the onboarding process. Instead of providing a price, we recommend you contact them and get a quote for your business.

Their PEO service includes automated global payroll management, simplifying handling multiple currencies and complying with international tax regulations. This focus on global payroll helps your team maintain compliance and reduce administrative burdens. Deel provides PEO services focusing on payroll management, compliance, and employee benefits. They cater to global teams, helping you manage payroll and HR functions efficiently.

What is the difference between a PEO and a payroll company?

Building a successful partnership with your PEO requires regular communication, performance reviews, and adjustments as your business evolves. Establish clear performance metrics and schedule periodic meetings to discuss service improvements and address any concerns. Maintaining transparency about your HR needs and feedback helps ensure that your PEO consistently meets expectations and supports your growth objectives. Researching the best PEO in Washington can help find cost-effective solutions for your business.

Papaya Global offers PEO services for US-based businesses that cover global payroll, benefits, compliance, and ‌HR processes through a single platform. Their PEO service is designed for small businesses that want to manage teams without setting up local entities. Mercans offers a wide range of global PEO services, including payroll management and HR solutions, across 160 countries. They focus on multinational organizations and government entities, providing local expertise to ensure compliance and efficiency.

There are several other compliance measures that PEOs can take to keep your employees safe and ensure that your business abides by legal employment guidelines. Many PEOs offer quarterly and year-end state and federal tax deposits and filing, along with detailed management reports. The PEO you partner with should be able to handle all of your employee payroll needs.

  • So, whether you’re a small, midsize, large, or rapid-growth business, it’s adaptability and comprehensiveness make it a top consideration that’ll meet your needs today and in the future.
  • Most PEO companies charge on a per-employee basis or as a percentage of your overall payroll.
  • Increase savings, automate busy work, and make better decisions by managing payroll, HR, IT, and spend in one place.

The 6 best PEOs (and one AEO) for small businesses

They take the weight of HR off your shoulders by handling things like payroll, tax filings, benefits administration, and compliance—so you can get back to focusing on your business. For small businesses having to manage employees and technology in dispersed locations, Rippling has the tech stack to support you. Rippling PEO provides remote device management for employees via an auto-installing app. This allows small business owners and the PEO team to make changes to any employee’s laptop from the Rippling platform. Businesses with employees in multiple states can receive assistance with local tax registration and meeting minimum wage levels across locations.

However, only the PEO Basic and PEO Plus plans provide consultations with HR professionals for planning and implementing your company’s HR and payroll processes. PEO Basic costs $59 per employee per month, and PEO Plus is priced at $109 per employee per month. The service explains its pricing model by presenting various scenarios, such as changes to an employee’s salary, reaching their unemployment tax cap or taking a pretax medical deduction.

Outsourcing your HR needs to a Professional Employer Organization can help streamline your business operations. Bringing more than a decade of editorial experience to the NAWBO Expert Reviews Team, Jamie is dedicated to ensuring articles are accurate and helpful. Her experience running a small business inspires her to help others choose the best products for their unique business needs. Justworks has a simplified plan – no matter the employee type, you pay $59 per month per employee for the basic PEO plan, and it drops to $49 once you employ 50 employees or more. If you’re short on time or need extra help, you can also enlist the help of a PEO broker to compare options on your behalf.

This includes its proprietary Workforce Administration platform, which provides businesses with real-time access to HR data and analytics. Overall, Insperity’s comprehensive HR solutions and personalized approach can help businesses improve HR performance, reduce administrative burdens, and focus on their core business activities. Besides these services and tools, many PEO companies offer specialized resources, add-ons, and advanced features.

You’re expected to stay compliant with changing employment laws, run accurate payroll, offer competitive benefits, and support your team—all without a full HR department. I’ve reviewed and evaluated the most popular PEO services to help small businesses outsource HR management and reduce administrative burdens, gaining peace of mind. When evaluating PEOs for your business, it’s helpful to consider what services you want to outsource and what support your employees need to succeed. And since many PEOs don’t divulge their pricing publicly, it’s worth requesting quotes from multiple companies to find a solution that works for your budget. Paychex is counted among the best PEO companies for tailoring its features and services to a business’s unique needs. Customers benefit from working directly with a designated HR professional to develop a customized plan.

They simply handle the pay runs and other payroll-related activities for a business without taking on the co-employer relationship. Lastly, you should also evaluate the provider’s retirement plans, wellness programs, and other perks your employees will enjoy. Alternatively, you could have a fully-staffed HR team looking for better benefits packages and help with compliance regulations. Furthermore, some providers may only have the resources to work with small businesses. So, whether you’re a small, midsize, large, or rapid-growth business, it’s adaptability and comprehensiveness make it a top consideration that’ll meet your needs today and in the future. Plus, ADP’s client-base is nothing to scoff at with 500,000+ small businesses and a wide range of midsize to large companies under its management.

And their commitment to cutting-edge technology and strategy means you’ll be able to reap the benefits of Rippling’s experience, all while having a dedicated representative to serve as your single point of contact. Brian has over 30 years publishing experience as a writer and editor across a range of computing, technology, and marketing titles. He has been interviewed multiple times for the BBC and been a speaker at international conferences. His specialty on techradar is Software as a Service (SaaS) applications, covering everything from office suites to IT service tools. Additionally, PEO services can often leverage a benefits package that is more cost-effective and delivers more than your business could ordinarily offer on its own.

For example, few small businesses will need the range of hazard and safety training that the service provides. The extensive list of benefits offered by Paychex PEO includes flexible spending and health savings accounts, group health, dental and vision. It can cover part-time employees and provides access to a health advocacy service. However, time and attendance tracking and third-party integrations require an extra charge. PEOs administer benefits and provide HR services to your company’s existing employees, whereas an employee leasing company is like a staffing agency or temp service that supplies your business with worksite labor. According to NAPEO, some states still use the term “employee leasing” in older statutes, which causes confusion about how modern PEOs work.

We’ve taken on the challenge of selecting the top PEO vendors, meticulously choosing seven standout options from a pool of 24. The best PEO companies on our list cover the essential HR aspects your business may require. Our selection process includes studying software features, pricing transparency, customer support, and overall brand reputation. Kim Behnke is an HR software writer and analyst for People Managing People, drawing on nearly a decade of hands-on experience in human resources. Kim holds degrees in psychology, writing, and technical communication, and is a Certified Digital HR Specialist through the Academy to Innovate HR. Her work is driven by a passion for streamlining systems and optimizing workflows to help HR teams work smarter.

The Best Professional Employer Organizations PEOs for 2024

By Bookkeeping

They work with many industries, and claim on their website that they have 22,000 clients and work with over 348,500 employees. So if you’re in the small business space employees, Trinet could be a great option. Plus, with easy-to-use payroll software, you and your employees get 24/7 access to pay best peo for small business stubs, tax documents, and direct deposit updates right from a phone or computer. Even though HR services are what PEOs are mostly known for, some go one step further and offer other tech services like IT and accounting.

What types of businesses benefit most from PEO services?

This means it will handle legal employment processes like payroll processing, tax administration, and HR compliance. Despite this relationship, you still have control over the day-to-day responsibilities of your workers. Rippling is a scalable HR solution that can be customized to meet your evolving needs. Instead of offering just one bundled solution, Rippling offers an HR tech base plan with several add-on features and services. It even offers device- and app-management add-ons, which aren’t services other competitors offer.

Best for Managing a Small Global Workforce

  • A PEO can streamline HR processes, provide access to better benefits, provide compliance support, and overall increase your employee experience and retention.
  • We wish you the best of luck and hope that all of your HR and payroll needs are met quickly and effectively.
  • When a PEO manages your payroll and taxes, it has access to sensitive company information and employees’ personal data.

Due to the misconception that PEOs are too expensive, small businesses frequently disregard them. However, it can be beneficial to consult with key stakeholders before making a final decision, such as your HR professionals and other employees who will frequently use the software. It could take anywhere from three to six weeks total after you sign the paperwork and everything is confirmed. It might take longer if there are any holdups or issues that occur during the onboarding process. Instead of providing a price, we recommend you contact them and get a quote for your business.

Their PEO service includes automated global payroll management, simplifying handling multiple currencies and complying with international tax regulations. This focus on global payroll helps your team maintain compliance and reduce administrative burdens. Deel provides PEO services focusing on payroll management, compliance, and employee benefits. They cater to global teams, helping you manage payroll and HR functions efficiently.

What is the difference between a PEO and a payroll company?

Building a successful partnership with your PEO requires regular communication, performance reviews, and adjustments as your business evolves. Establish clear performance metrics and schedule periodic meetings to discuss service improvements and address any concerns. Maintaining transparency about your HR needs and feedback helps ensure that your PEO consistently meets expectations and supports your growth objectives. Researching the best PEO in Washington can help find cost-effective solutions for your business.

Papaya Global offers PEO services for US-based businesses that cover global payroll, benefits, compliance, and ‌HR processes through a single platform. Their PEO service is designed for small businesses that want to manage teams without setting up local entities. Mercans offers a wide range of global PEO services, including payroll management and HR solutions, across 160 countries. They focus on multinational organizations and government entities, providing local expertise to ensure compliance and efficiency.

There are several other compliance measures that PEOs can take to keep your employees safe and ensure that your business abides by legal employment guidelines. Many PEOs offer quarterly and year-end state and federal tax deposits and filing, along with detailed management reports. The PEO you partner with should be able to handle all of your employee payroll needs.

  • So, whether you’re a small, midsize, large, or rapid-growth business, it’s adaptability and comprehensiveness make it a top consideration that’ll meet your needs today and in the future.
  • Most PEO companies charge on a per-employee basis or as a percentage of your overall payroll.
  • Increase savings, automate busy work, and make better decisions by managing payroll, HR, IT, and spend in one place.

The 6 best PEOs (and one AEO) for small businesses

They take the weight of HR off your shoulders by handling things like payroll, tax filings, benefits administration, and compliance—so you can get back to focusing on your business. For small businesses having to manage employees and technology in dispersed locations, Rippling has the tech stack to support you. Rippling PEO provides remote device management for employees via an auto-installing app. This allows small business owners and the PEO team to make changes to any employee’s laptop from the Rippling platform. Businesses with employees in multiple states can receive assistance with local tax registration and meeting minimum wage levels across locations.

However, only the PEO Basic and PEO Plus plans provide consultations with HR professionals for planning and implementing your company’s HR and payroll processes. PEO Basic costs $59 per employee per month, and PEO Plus is priced at $109 per employee per month. The service explains its pricing model by presenting various scenarios, such as changes to an employee’s salary, reaching their unemployment tax cap or taking a pretax medical deduction.

Outsourcing your HR needs to a Professional Employer Organization can help streamline your business operations. Bringing more than a decade of editorial experience to the NAWBO Expert Reviews Team, Jamie is dedicated to ensuring articles are accurate and helpful. Her experience running a small business inspires her to help others choose the best products for their unique business needs. Justworks has a simplified plan – no matter the employee type, you pay $59 per month per employee for the basic PEO plan, and it drops to $49 once you employ 50 employees or more. If you’re short on time or need extra help, you can also enlist the help of a PEO broker to compare options on your behalf.

This includes its proprietary Workforce Administration platform, which provides businesses with real-time access to HR data and analytics. Overall, Insperity’s comprehensive HR solutions and personalized approach can help businesses improve HR performance, reduce administrative burdens, and focus on their core business activities. Besides these services and tools, many PEO companies offer specialized resources, add-ons, and advanced features.

You’re expected to stay compliant with changing employment laws, run accurate payroll, offer competitive benefits, and support your team—all without a full HR department. I’ve reviewed and evaluated the most popular PEO services to help small businesses outsource HR management and reduce administrative burdens, gaining peace of mind. When evaluating PEOs for your business, it’s helpful to consider what services you want to outsource and what support your employees need to succeed. And since many PEOs don’t divulge their pricing publicly, it’s worth requesting quotes from multiple companies to find a solution that works for your budget. Paychex is counted among the best PEO companies for tailoring its features and services to a business’s unique needs. Customers benefit from working directly with a designated HR professional to develop a customized plan.

They simply handle the pay runs and other payroll-related activities for a business without taking on the co-employer relationship. Lastly, you should also evaluate the provider’s retirement plans, wellness programs, and other perks your employees will enjoy. Alternatively, you could have a fully-staffed HR team looking for better benefits packages and help with compliance regulations. Furthermore, some providers may only have the resources to work with small businesses. So, whether you’re a small, midsize, large, or rapid-growth business, it’s adaptability and comprehensiveness make it a top consideration that’ll meet your needs today and in the future. Plus, ADP’s client-base is nothing to scoff at with 500,000+ small businesses and a wide range of midsize to large companies under its management.

And their commitment to cutting-edge technology and strategy means you’ll be able to reap the benefits of Rippling’s experience, all while having a dedicated representative to serve as your single point of contact. Brian has over 30 years publishing experience as a writer and editor across a range of computing, technology, and marketing titles. He has been interviewed multiple times for the BBC and been a speaker at international conferences. His specialty on techradar is Software as a Service (SaaS) applications, covering everything from office suites to IT service tools. Additionally, PEO services can often leverage a benefits package that is more cost-effective and delivers more than your business could ordinarily offer on its own.

For example, few small businesses will need the range of hazard and safety training that the service provides. The extensive list of benefits offered by Paychex PEO includes flexible spending and health savings accounts, group health, dental and vision. It can cover part-time employees and provides access to a health advocacy service. However, time and attendance tracking and third-party integrations require an extra charge. PEOs administer benefits and provide HR services to your company’s existing employees, whereas an employee leasing company is like a staffing agency or temp service that supplies your business with worksite labor. According to NAPEO, some states still use the term “employee leasing” in older statutes, which causes confusion about how modern PEOs work.

We’ve taken on the challenge of selecting the top PEO vendors, meticulously choosing seven standout options from a pool of 24. The best PEO companies on our list cover the essential HR aspects your business may require. Our selection process includes studying software features, pricing transparency, customer support, and overall brand reputation. Kim Behnke is an HR software writer and analyst for People Managing People, drawing on nearly a decade of hands-on experience in human resources. Kim holds degrees in psychology, writing, and technical communication, and is a Certified Digital HR Specialist through the Academy to Innovate HR. Her work is driven by a passion for streamlining systems and optimizing workflows to help HR teams work smarter.

Declaran el 09 de diciembre como día feriado no laborable

By Publicaciones

Por: Edgar Pereda.

Mediante Ley No. 31381, publicada el 31 de diciembre del 2021 en el Diario Oficial El Peruano, se ha modificado el artículo 6 del Decreto Legislativo No. 713 incorporándose el 09 de diciembre como día feriado no laborable en conmemoración de la Batalla de Ayacucho.

De esta manera los días feriados establecidos en la normativa laboral son los siguientes: Read More