Going Concern

Accounting News Roundup: CFOs v. Corporate Tax Code; IRS Eyeing Wealthy Donors to Political Groups; Russians Planning for Next Saturday | 05.13.11

Caleb Newquist
May 13, 2011

CFOs Hate the Corporate Rate [CFO]
Finance chiefs were in the spotlight on Capitol Hill Thursday as they testified before the House Ways and Means Committee about the corporate tax rate. At a hearing convened by committee chairman Dave Camp (R-Mich.), CFOs Greg Hayes of United Technologies, Mark Buthman of Kimberly-Clark, Ed Rapp of Caterpillar, and James Crines of medical-device maker Zimmer Holdings testified that they would like to see the rate lowered and the tax code overhauled to reduce complexity and enable better planning.

Oil Chiefs, Senators Play to Type at Hearing [WSJ]
Oil companies and their profits were reluctant guest stars Thursday in a Capitol Hill melodrama that paired energy policy with the federal deficit. For more than three hours, the chief executives of Exxon Mobil Corp., Chevron Corp., ConocoPhillips and the U.S. units of BP PLC and Royal Dutch Shell PLC sparred with Democrats on the Senate Finance Committee who had summoned them to explain why their companies needed tax breaks at a time of surging industry profits and rising gasoline prices.

Big U.S. banks oppose derivatives accounting plan [Reuters]
Wall Street’s biggest banks are urging rule-makers to scrap a derivative accounting proposal that could inflate their balance sheets by trillions of dollars. The draft rules, unveiled by the Financial Accounting Standards Board in January, would force banks to report their full exposure for most derivatives on their balance sheets, instead of net amounts.

I.R.S. Moves to Tax Gifts to Groups Active in Politics [NYT]
Big donors like David H. Koch and George Soros could owe taxes on their millions of dollars in contributions to nonprofit advocacy groups that are playing an increasing role in American politics. Invoking a provision that had rarely, if ever, been enforced, the Internal Revenue Service said it had sent letters to five donors, who were not identified, informing them that their contributions may be subject to gift taxes depending on whether the donations exceeded limits under the tax laws.

Why Iowans for Tax Relief and Grover Norquist are misguided about tax reform [Tax Update Blog]
And Joe likes Ronald Reagan (but manages not to mention him).

Rich Russians Buy Bunkers on Apocalypse Angst [Bloomberg]
Danila Andreyev started building “panic rooms” three years ago, when fears of terrorist attacks and commercial disputes turning violent created demand in Russia. Now he’s selling “survival bunkers” for as much as $400,000 each to capitalize on angst over theories the world will end next year. “I myself am not a believer in doomsday scenarios,” Andreyev, 31, whose Spetsgeoproekt company is completing 15 bunkers at hidden locations across Russia, said at his office in central Moscow. “But when you start hearing clients talking about the end of the world, it gets you thinking.”

Yankees Let Fans Take Batting Practice at Stadium; Bring $1,500 and a Bat [Bloomberg]
On June 5, the Yankees and Steiner Sports Collectibles will hold their event that includes batting practice, tours of the stadium, a catered lunch and gifts — all for a cost of $1,500 to $3,000 per batter. “There is no experience like this,” Steiner Sports President Brandon Steiner said in a telephone interview. “People just melt when they get on the field.”

PwC
Salaries

PwC Unveils Changes to Compensation Structure

Caleb Newquist
May 13, 2011

~ Note updates after the jump.

In the last week or so there has been lots of compensation news coming out of PwC, starting with the news from last Friday that “exciting changes” to the compensation structure were happening. There was a lot of speculation and up through yesterday’s Steve Beguhn capping Town Hall webcast about what those changes would be and now we’re happy to report that we’ve got the details for you.

Late yesterday we spoke to a person within PwC who helped develop the new compensati�� employees and it sounds like their are plenty of exciting changes that are being unveiled today. These changes to the comp structure are part of a large shift in culture and values that all started last fall with the unveiling of the new logo (and here you thought it was all about colors and shapes). But enough with the pleasantries, you’re probably anxious to the know the details.

There are three major pieces to the change in the compensation structure starting with:

Transparency – PwC hopes to communicate to its employees just how they come up with the numbers that go into your numbers. For example, all those “surveys” and “benchmarks” that get thrown around? The firm plans to tell you exactly what surveys and benchmarks they are using, who participates in them, how many they use, etc. Once all that data is accumulated, the firm will present employees with graphs and other visuals to illustrate ranges of compensation for all the service lines and non-partner levels. They will also show the market midpoint and average vs. the PwC midpoint and average. This will allow employees to know where they are relative to their peers in terms of compensation and through an “open dialogue” in the performance review process, why they are making what they are.

Earning Potential – The next piece is your earning potential. In other words, how well you can expect to do while you’re working at PwC. From brand new associate to a new partner, you’ll be able to see what kind of scratch you’ll be pulling down at each level and in each line of service. Along with this, a new bonus structure will be announced in July for fiscal year 2012. Under this new structure, the firm will state exactly what will come out in the bonus pool; there will be no cap on the pool and it will be based on the following metrics:

Firm performance – The better PwC does, the better you can do.

Line of service performance – Yes, this means that if advisory had a kick ass year, their bonuses will be larger than the audit group’s. Likewise, the next time advisory goes through tough times and the tax group keeps on truckin’, they’ll enjoy a better bonus. Assurance, you’re just screwed (I kid, I kid).

Individual performance – The rating system relative to your peers will remain in place.

Each line of service will receive quarterly updates on the bonus pool. This is something that is already done in the advisory practice and will now be practiced in assurance and tax. All non-client facing support employees will also be eligible. The firm is launching a microsite and will provide flip books that will lay out all the details in case you ever forget all this.

Recognition and Milestone Awards – Spot bonuses have been around for some time but there was concern that it wasn’t always clear how they were earned and what they are. This will also become a more transparent process (sensing a trend yet?). Along with the spot bonuses, the firm is introducing milestone awards that will occur at the senior associate, manager and senior manager/director levels. Here are some of the details for each:

Senior Associate – In addition to compensation awards, new seniors will receive highly specialized individualized offsite training that will help the new seniors make decisions about their careers. This will last for 12-18 months as they adjust to their new roles. UPDATE: And by “offsite,” this means “an offsite marquis location.”

Manager – New managers will receive a bonus that is equal to 25% of pay. This will be phased in over a couple of years, starting with this year’s bonus of 15%, next year 20% and finally reaching 25% in 2013. Since the promotion to manager is such a major achievement, the firm felt recognition of that achievement is appropriate. UPDATE: The reason for the phase-in is so that recently promoted managers will not be jumped in total compensation by their less-experienced counterparts. The firm looks at compensation from a total cash perspective as opposed to comparing salary to salary or bonus to bonus.

Senior Manager/Director – New SMs and Directors will receive four-week sabbaticals to use however they like. They can work to further their professional credentials, spend time with family, take a vacation, whatever they choose.

So there you have it. Some people probably won’t be pleased by the changes because well, some people simply can’t be pleased. But from the sound of it, the firm is trying to give employees what they asked for and that is more information about the process, what “staying competitive with the market” really means and probably all kinds of stuff you didn’t even think you might want to know. Again, some people will be skeptical but those people also probably think OBL is still getting dialysis treatments.

So, let’s have it P. Dubbers. Discuss the new and exciting changes and throw the questions out there that you’re too afraid to ask – TPTB are definitely reading (and it sounds like they are fans of live-blogging).

News

We’ve More or Less Got Converged Fair Value Accounting Standards

Caleb Newquist
May 13, 2011

As CFO notes, “[T]he largest differences may lie in the differences between British and American English,” but these are the ones you’ve been waiting for.

The International Accounting Standards Board (IASB) and the Financial Accounting Standards Board (FASB) today issued new guidance on fair value measurement and disclosure requirements for International Financial Reporting Standards (IFRSs) and US generally accepted accounting principles (GAAP).

The guidance, set out in IFRS 13 Fair Value Measurement and an update to Topic 820 in the FASB’s Accounting Standards Codification® (formerly referred to as SFAS 157), completes a major project of the boards’ joint work to improve IFRSs and US GAAP and to bring about their convergence.

The harmonisation of fair value measurement and disclosure requirements internationally also forms an important element of the boards’ response to the global financial crisis.

Of course what’s most important is that wily Scotsman and knight of the double-entry roundtable Sir David Tweedie will be able to call it a career knowing that he saw this thing through. He sounds pretty pleased with the effort saying, “The finalisation of this project marks the completion of a major convergence project and is a fundamentally important element of our joint response to the global financial crisis. The result is clearer and more consistent guidance on measuring fair value, where its use is already required.” Hans, you can take it from here.

Grant Thornton

Could Detroit Become One of Grant Thornton’s New Dynamic Clients?

Caleb Newquist
May 13, 2011

Maybe! At this point, what harm would it do?

In Detroit, the largest city in [Michigan], the upcoming budgeting process carries an implicit threat: If local politicians can’t convince the state they have what it takes to repair the city’s finances, the state could appoint an outside official to do the job for them. The city has already hit several of the triggers to initiate the process that could install an emergency manager, say local politicians, who are scrambling to keep the city government out of receivership.

But would-be emergency managers say they can succeed where elected officials have failed. They stand to draw six-figure salaries from the local governments under their management, but some talk about this work as if it were a civic duty.

“We feel very strongly that not only is there a business opportunity here, but we want to be part of a solution for the greater good,” said Michael Imber, a principal in Grant Thornton LLP’s corporate advisory and restructuring services practice in New York. “We’re absolutely ready to help.”

Finance Professionals Eye Detroit And Other Strapped Michigan Cities For Emergency Manager Takeover [HP]

Former American Idol Contestant Steve Beguhn Sang at PwC’s Town Hall Meeting

Caleb Newquist
May 12, 2011

Hopefully this isn’t what Bob Moritz meant when he was talking about “exciting changes” to the comp structure. This is according to a tip we’ve just received over the Twitter wire. In case you need a refresher on Steve:

Here’s a confirmation email we received a short time ago:

I have a friend who sent me a stream of consciousness via text while he listened to the webcast. Basically, it was no bonuses for the year (apparently everyone on his team started flipping out when they heard that), you’ll get to know how your salary compares to the rest of your group (er, who really wants to know that?), a extra day off for 7/4, and they got Steve to end the webcast by singing and dancing.

Wow.

SEE UPDATE BELOW: ~~“[N]o bonuses for the year” apparently means “partners haven’t discussed handing out FYE bonuses and it doesn’t appear that they will.”~~ On the bright side we heard that Steve sang Adele’s “Rolling in the Deep” and “some John Mayer song.”

UPDATE:
Based on the conversation below and other chatter we’ve heard, it appears the timing of the payout will not be accelerated rather than “no bonuses.”

Tax Professionals Should Keep One Simple Thing in Mind When Assessing Their Performance

Caleb Newquist
May 12, 2011

It’s getting to be that time of year, after all:

We’re doing reviews performance reviews, and the first item to assess is, “Knowledge and application of applicable accounting procedures and law.” First you check the appropriate box: Needs improvement; Meets expectations; Exceeds expectations; Far exceeds expectations. Then you have to write a comment. Here’s what I’ve got:

The Internal Revenue Code is 4,212 pages in 2 point font, I think the fact that I know any of it qualifies me to check the box – FAR EXCEEDS EXPECTATIONS

Other responses are welcome. Or send them our way.

Deloitte

Barry Salzberg Recalls That His First Boss Was a Jerk, Being From Brooklyn Had Its Disadvantages

Caleb Newquist
May 12, 2011

Dr. Phil doppelgänger and incoming Deloitte Global CEO Barry Salzberg spoke at Wharton recently about leadership and how it has changed quite a bit since he started at Haskin & Sells in 1977. He riffed about the old days in his speech including how jackets were all but mandatory (especially if you were from Brooklyn) and the aforementioned boss from Hell:

“In those days, [Deloitte] was a fancy, formal place,” Salzberg recalled, “so formal that you would get bawled out — and I did — if you were caught in the hallway without your jacket, especially if you arrived speaking a foreign language like Brooklynese.” His first leadership lesson came on his third day. “Bosszilla,” as he calls his first boss, asked him for a photocopy of a tax ruling. Eager to please and show off his legal savvy, Salzberg included his own two-page interpretation. “Mr. Salzberg,” Bosszilla hissed, “I asked you for a copy of the ruling, not your interpretation. One copy, stapled.”

Of course, the Big Salz knew that this wasn’t how he wanted to lead so you can bet your signed copy of As One that he spends plenty of time at the Xerox machine. Another leadership trait that has gone the way of the Dodo is that CEOs don’t mingle with the commoners. Bar is out there mixing it up on the regular:

“What I do is get out and talk to people to give them the opportunity to share. And then what you have to do is act on it, so people understand that you can change your mind.” As head of Deloitte’s U.S. operations, Salzberg visits as many as 25 to 35 offices every year, sitting down with partners to hear their concerns. When he becomes global CEO, he plans to travel more, he said. “There’s nothing that can replace face-to-face interaction. Getting the rubber on the shoes worn out is how to do it.”

And of course, in this day in and age, you simply can’t ignore animal metaphors:

“No burying your head in the sand if there’s a problem, and no ignoring the elephant in the room. Much better to name and tame an issue, no matter how difficult it is,” than to ignore it or pretend it isn’t there, he said. “Making sure the truth is told and discussed with all is the foundation of leadership. Without that, you can’t build trust.”

Got it? Ignoring problems – even the really tough ones – is a thing of the past:

Deloitte CEO Barry Salzberg on Leadership as ‘the Norm, Not the Exception [K@W]

TIGTA Scolds IRS for Name-calling…Again

Adrienne Gonzalez
May 12, 2011

The office of the Treasury Inspector General for Tax Administration has released a report showing that IRS employees continue to use now prohibited language like “tax protester” and (our personal favorite) “Constitutionally-challenged” in reference to non-compliant taxpayers, despite being barred from doing so since 1998.

Congress enacted the Internal Revenue Service Restructuring and Reform Act of 1998 (RRA 98) Section 3707 to prohibit the IRS from labeling taxpayers as “Illegal Tax Protesters” or any similar designations. However, IRS employees continue to refer to taxpayers by these designations in case narratives. Using “Illegal Tax Protester” or other similar designations may stigmatize taxpayers and may cause employee bias in future contacts with these taxpayers.

Prior to enactment of the RRA 98, the IRS used the Illegal Tax Protester Program to identify individuals and businesses that were using methods that were not legally valid to protest the tax laws. Employees identified taxpayers for referral to the program when their tax returns or correspondence contained specific indicators of noncompliance with the tax law, such as the use of arguments that had been repeatedly rejected by the courts. There were tax protester coordinators who were responsible for determining whether a taxpayer should be included in the Illegal Tax Protester Program; if a taxpayer was classified as an Illegal Tax Protester, the taxpayer’s record was coded as such on the Master File. Once a taxpayer’s account was coded, certain tax enforcement actions were accelerated. The designation was also intended to alert employees to be cautious so they would not be drawn into confrontations with taxpayers.

The IRS has not reintroduced past Illegal Tax Protester codes or similar designations on taxpayer accounts. In addition, the Internal Revenue Manual no longer contains any Illegal Tax Protester references. However, TIGTA found that out of approximately 3.6 million records and cases, there were 38 instances in which 34 employees had referred to taxpayers as “Tax Protester,” “Constitutionally Challenged,” or other similar designations in case narratives on the computer systems analyzed.

The TIGTA made no recommendations after their report, as the IRS has continued to use the term “tax protester” in taxpayer case files when it sees fit, despite the fact that the TIGTA feels this is not in compliance with RRA 98 § 3707 for obvious reasons.

It appears they do this once a year:
The TIGTA Would Prefer It if the IRS Could Use a Nicer Term Than “Tax Protester”

Deloitte

Comp Watch ’11: Deloitte Auditor Has PwC Bonus Envy

Caleb Newquist
May 12, 2011

From the mailbag:

Caleb,

I am reading about PWC getting some spring love in the form of a bonus, and other firms already openly discussing compensation with their employees. Apparently Big D missed that memo.

Everybody at Deloitte had a terrible busy season, that is no secret. We changed our audit methodology, and then in December the powers that be decided to do some last minute tweaking, aka destroy any hope of a bearable busy season. I am a senior working out of Boston and have been pretty busy since October. To reward my hard work Deloitte has given me absolutely nothing. There was no post audit dinner, no monetary reward, not even a free cup of coffee. I did however (and so did everyone else in Boston) receive emails from every executive partner in the NE thanking us for all our hard work, reminding us how much money we made the firm, and telling us to reward ourselves by taking some time off. Apparently being rewarded now means using our own PTO to take a day off. I have had to work both firm holidays up to now (one in January and one in April for the Boston Marathon), so I am not sure when they think we can reward ourselves by using the PTO we already earned. Usually engagement teams hand out “Applause Awards” to their people for hard work, and maybe I am just on a few teams with Ebenezer Scrooge Partners, but I think it is crazy that either Deloitte, or the Boston Office, or one of my engagement partners couldn’t scratch together a few dollars as a thank you for the long hours.

Partners and HR continue to wonder why people leave, but we are continually asked to do more and more and never rewarded for it. With the other firms opening up the piggy banks already, what are the chances that Deloitte follows suit? They missed the mark last year on the compensation, and everyone suffered as a result with the crush of seniors headed for the door. As a result they ended up giving a mid-year raise just to stem the bleeding. Are partners too busy looking to next year or playing golf at their fancy country clubs to remember the little people?

Of course our writer is referring to the PwC bonuses we wrote about on Monday. Don’t know if this is a Deloitte problem or a Boston Deloitte problem but it sounds like Green Dots in Beantown are wicked pissed. How’s your office faring? Tell us below or email us.

Accounting News Roundup: KPMG Appoints New Global Chairman; Big Oil on the Hill; Dems Walk the Tax Hike Line Carefully | 05.12.11

Caleb Newquist
May 12, 2011

KPMG appoints Michael Andrew as global chairman based in HK [Reuters]
Accounting giant KPMG has appointed Michael Andrew as global chairman to be based in Hong Kong, the firm said on Thursday. Andrew, a 27-year veteran at the accounting firm, was previously chairman of KPMG Asia Pacific and Australia, KPMG said in a statement. He replaces Tim Flynn, who will retire at the end of September.

Oil CEOs on the Hot Seat [WSJ]
With gas prices above $4 a gallon in much of the country, Democrats and Republicans are ether to cut tax credits for oil companies enjoying a banner profit year. Senate Democrats plan to grill the CEOs of Exxon Mobil Corp., Chevron Corp., ConocoPhillips and the U.S. units of BP PLC and Royal Dutch Shell PLC about the taxes they pay at a Finance Committee hearing on Thursday. Republicans, who have criticized the Obama administration for not acting faster to approve more offshore drilling, won passage of a House bill Wednesday that would require decisions to be made about offshore-drilling permits within 60 days.

Next Up, a Crackdown on Outside-Expert Firms [DealBook]
With the government securing a conviction against Raj Rajaratnam of the Galleon Group on Wednesday, federal prosecutors will shift their focus to expert networks — the intricate web of money managers, corporate executives and consultants at the center of another wave of insider trading cases.

The $8,000 Credit Cost Some Home Buyers Much More [WSJ]
If you missed out on the $8,000 tax credit for first-time homebuyers that expired just over a year ago, you might be better off for it. Numbers released Monday suggest typical recipients have lost twice as much to falling house prices as they gained from the incentive.

Democrats Embrace U.S. Tax Increase Versus Medicare Cut in Debt Talks [Bloomberg]
Democrats in Congress are gaining new confidence in promoting tax increases to reduce the national debt by presenting them as the alternative to Republicans’ proposed cuts in Medicare health-care coverage for the elderly. Democratic leaders are avoiding any call for tax increases on the middle class, a key voting bloc, and limiting their proposals to those that would affect wealthy individuals, oil and gas companies, and businesses accused of sending jobs overseas.

Google’s Mysterious Retroactive Charge [CFO Journal]
Google’s surprise $500 million charge against first-quarter earnings for an ongoing government investigation related to online advertising raises an interesting question: Why is Google applying the charge retroactively to the first quarter?

H&R Block Tax Services sues Arizona franchisee [KCBJ]
The division of H&R Block Inc. (NYSE: HRB) claims in U.S. District Court in Kansas City that Phoenix-based XL Wealth Management LLC signed an agreement on July 20, 2010, to open franchise locations in Arizona in preparation for the height of the 2011 tax season. But according to the lawsuit, that’s as far as things got in H&R Block’s relationship with XL Wealth Management. Despite H&R Block’s agreement to provide $550,000 in startup money and the company’s subsequent visits to Arizona to check on XL’s progress, the franchise locations never opened.

News

Grover Norquist Advises Obama on How to Win Texas in 2012, Reaffirms Ability to Get Sassy

Caleb Newquist
May 12, 2011

As we’ve noted before, you’d be wrong if you thought Ronald Reagan worshipper and ATR President Grover Norquist and his merry band of anti-tax orcs weren’t capable of a pinch of sass:

Obama should focus on winning the electoral votes of Texas. He could highlight his ongoing efforts to destroy the oil and gas industry through taxation and regulation. Also his hostility to the Second Amendment. And spending binges and tax hikes. The small-minded will not see the opportunity for Obama in Texas, but with enough money spent in the state and not frittered away in Virginia and Florida good things can happen for America.

Or a punch of sass.

[via Politico via ATR]

Conoco Execs Don’t Appreciate These ‘Discriminatory’ Tax Plans

Caleb Newquist
May 12, 2011

ConocoPhillips CFO Jeff Sheets is warning the U.S. Senate that repealing tax credits for oil companies will make it more difficult for his company and their U.S. counterparts to compete internationally and “higher taxes will mean that oil companies will have less money to reinvest, which could lead to a decline in the supply of hydrocarbons.”

Conoco’s CEO Jim Mulva, who will be testifying before the Senate Finance Committee tomorrow, agreed saying, that these plans are “discriminatory” and “If there is less investment, there is going to be less production and less production means higher prices for consumers.” So, Max Bauchus et al., go right ahead with your plan if you can sleep at night knowing that you’re nothing but a bunch of prejudiced jerks that want to hurt the American people. [WSJ, Reuters]

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