The Secret to Abundance – Pitfalls When Putting The Law of ...

By Jean Giam Giam
Okay, if you are reading this, you probably have watched the #1 DVD The Secret or you are interested to know how you can manifest abundance and wealth in your life.

The secret lies in 3 simple steps need to take to get the things you want:

Ask
Believe
Receive

These 3 steps embody the Law of Attraction that is the underlying basis in The Secret, and is the universal law to manifest the things you want in your life.

After watching the movie, I was very excited and decided to immediately put the Law of Attraction to work in my life, at least in the best way I know how! Along the way, I discovered some pitfalls that most people (including myself!) fall into when applying this universal law. I hope by sharing those pitfalls here, my fellow explorers with the desire to master the Law of Attraction as I have, will benefit.

**********Pitfall Number 1 – In Asking**********
Most of us will think, what can be easier than asking right? Wrong! Because this step is so simple, it is also the step that trips so many people. Why do I say that?

Because most people ask for what they think the can get and not for what they truly desire and want! When I first heard this, I ask myself: How is it possible? However, on closer examination through self-reflection, I realized how true this is. Very often, our upbringing, mindset and our sense of “worthiness” prevent us from asking for what we really want. Instead, we settle for “what is realistically possible”, making do and not experiencing the abundance that we want and deserve in life.

**********Pitfall Number 2 – In Believing**********
Have you got yourself into a position to receive? This position is in the step 2, believing. Because no one is ready to receive until they believe they can acquire what they want to receive. It all boils down to one word – Belief.

I rushed into Step 3 – Receive without much thought for Step 2. Big mistake! I thought I believe and I discovered I did not. In one of Bob Proctor’s interview (yes, he is one of the Teacher in the hit movie The Secret), he talks about having a high degree of self-awareness as a starting point to Step 2.

**********Pitfall Number 3 – In Receiving**********
The most unbelievable truth about receiving is that most people are getting their money through the keyhole, when they should open the doors and the windows and accept it from all sides! This truth hits me hard when I learned it.

At this point, I am examining the different barriers in my life that I’ve put up that stop my abundance from flooding in (sound silly, but it is true! All, if not most barriers that stopped us from getting and receiving are put up by us!). And I hope that the insights which I have learned from Bob Proctor will start you on this journey too.

I hope that by highlighting the pitfalls and overcoming them together, our abundance will soon flood in without ceasing!

Jean Giam

About the author:
Jean Giam is an ardent student of the Law of Attraction and the power of the subconscious mind. She is also a PhotoReading and Accelerated Learning coach. Jean is on the journey of her life – putting her passion to action and supporting others to do the same. You can email her at jean@abundancemanifesting.com or visit her web site abundancemanifesting.com. To access a free copy of an interview with Bob Proctor,you can go to www.abundancemanifesting.com/freereport

Article Source: http://www.Free-Articles-Zone.com

Payroll Virginia, Unique Aspects of Virginia Payroll Law and Practice

By Charles Read
The Virginia State Agency that oversees the collection and reporting of State income taxes deducted from payroll checks is:

Department of Taxation
Division of Income Tax Withholding
P.O. Box 27264
Richmond, VA 23261-7264
(804) 367-8037
http://www.tax.virginia.gov/

Virginia requires that you use Virginia form "VA-4, Employee's Virginia Income Tax Withholding Exemption Certificate" instead of a Federal W-4 Form for Virginia State Income Tax Withholding.


Not all states allow salary reductions made under Section 125 cafeteria plans or 401(k) to be treated in the same manner as the IRS code allows. In Virginia cafeteria plans are not taxable for income tax calculation; not taxable for unemployment insurance purposes. 401(k) plan deferrals are not taxable for income taxes; taxable for unemployment purposes.


In Virginia supplemental wages are required to be aggregated for the state income tax withholding calculation.



You must file your Virginia state W-2s by magnetic media if you are have at least 250 employees and are required to file your federal W-2s by magnetic media.


The Virginia State Unemployment Insurance Agency is:

Virginia Employment Commission
Liability Section
P.O. Box 1358
Richmond, VA 23218
(804) 786-1485
http://www.vec.virginia.gov/vecportal/

The State of Virginia taxable wage base for unemployment purposes is wages up to $8000.00.

Virginia requires Magnetic media reporting of quarterly wage reporting if the employer has at least 250 employees that they are reporting that quarter.


Unemployment records must be retained in Virginia for a minimum period of four years. This information generally includes: name; social security number; dates of hire, rehire and termination; wages by period; payroll pay periods and pay dates; date and circumstances of termination.


The Virginia State Agency charged with enforcing the state wage and hour laws is:

Department of Labor and Industry
Labor and Employment Law Division
13 South 13th St.
Richmond, VA 23219
(804) 371-2327
www.dli.state.va.us/

The minimum wage in Virginia is $5.15 per hour.


There is also no general provision in Virginia State Law covering paying overtime in a non-FLSA covered employer.

Virginia State new hire reporting requirements are that every employer must report every new hire and rehire. The employer must report the federally required elements of:

Employee's name
Employee's address
Employee's social security number
Employer's name
Employers address
Employer's Federal Employer Identification Number (EIN)

This information must be reported within 20 days of the hiring or rehiring.
The information can be sent as a W4 or equivalent by mail, fax or electronically.
There is no penalty for a late report in Virginia.

The Virginia new hire-reporting agency can be reached at 800-979-9014 or 804-771-9733 or on the web at www.va-newhire.com


Virginia does not allow compulsory direct deposit

Virginia requires the following information on an employee's pay stub:

Gross and Net Earnings
straight time and overtime pay
hours worked
purpose of deductions (upon request)
itemized deductions


Virginia requires that employee be paid no less often than monthly- salaried employees and hourly employees earning 150% of state's average weekly wage, if they agree; semimonthly or biweekly-hourly employees.


In Virginia there are no statutory requirements concerning the lag time between when the services are performed and when the employee must be paid.

Virginia payroll law requires that involuntarily terminated employees must be paid their final pay by their next regular payday and that voluntarily terminated employees must be paid their final pay by the next regular payday.


Deceased employee's wages of $15,000 must be paid to the surviving spouse; if none, distributees no less than 60 days after death; no qualification of estate.


Escheat laws in Virginia require that unclaimed wages be paid over to the state after one year.

The employer is further required in Virginia to keep a record of the wages abandoned and turned over to the state for a period of 5 years.


There is no provision in Virginia law concerning tip credits against State minimum wage.

In Virginia the payroll laws covering mandatory rest or meal breaks are only that minors under 16 must have 30 minutes rest after five hours of work.


There is no provision in Virginia law concerning record retention of wage and hour records therefore it is probably wise to follow FLSA guidelines.


The Virginia agency charged with enforcing Child Support Orders and laws is:

Division of Child Support Enforcement
Department of Social Services
730 E. Broad St.
Richmond, VA 23219
(804) 692-1900
* www.dss.state.va.us/division/childsupp

Virginia has the following provisions for child support deductions:

When to start Withholding? Next payday after service.
When to send Payment? Within 4 days of Payday if EFT is used.
When to send Termination Notice? "Promptly"
Maximum Administrative Fee? $5 per payment.
Withholding Limits? Federal Rules under CCPA.




Please note that this article is not updated for changes that can and will happen from time to time.




About the author:

Charles J. Read, CPA has been in the payroll, accounting and tax business for 30 years, the last fifteen in private practice.
Mr. Read is the author of “How to Start a New Business.”

To find professional payroll service at a budget price go to www.PayrollonaBudget.com a paperless payroll company.

For a full service payroll bureau with CPA’s on staff visit www.CustomPayroll.com .

See an excerpt of Mr. Read’s interviews from William Shatners “Heartbeat of America” television show on the web sites linked above.


Article Source: http://www.Free-Articles-Zone.com

Payroll Utah, Unique Aspects of Utah Payroll Law and Practice

By Charles Read
The Utah State Agency that oversees the collection and reporting of State income taxes deducted from payroll checks is:

State Tax Commission
Withholding Tax Development
210 North 1950 West
Salt Lake City, UT 84134
(801) 297-2200
(800) 662-4335 (in state)
http://tax.utah.gov/


Utah allows you to use the federal form W4 to calculate state income tax withholding.


Not all states allow salary reductions made under Section 125 cafeteria plans or 401(k) to be treated in the same manner as the IRS code allows. In Utah cafeteria plans are not taxable for income tax calculation; not taxable for unemployment insurance purposes. 401(k) plan deferrals are not taxable for income taxes; taxable for unemployment purposes.


In Utah supplemental wages are required to be aggregated for the state income tax withholding calculation.


You must file your Utah State W-2s by magnetic media if you are required to file your federal W-2s by magnetic media.


The Utah State Unemployment Insurance Agency is:

Department of Workforce Services
140 E. 300 South
P.O. Box 45288
Salt Lake City, UT 84145
(801) 536-7400
http://jobs.utah.gov/employer/emservices.asp

The State of Utah taxable wage base for unemployment purposes is wages up to $22,700.00.

Utah requires Magnetic media reporting of quarterly wage reporting if the employer has at least 250 employees that they are reporting that quarter.


Unemployment records must be retained in Utah for a minimum period of three years. This information generally includes: name; social security number; dates of hire, rehire and termination; wages by period; payroll pay periods and pay dates; date and circumstances of termination.


The Utah State Agency charged with enforcing the state wage and hour laws is:

Labor Commission
Anti-Discrimination and Labor Division
P.O. Box 146630
Salt Lake City, UT 84114-6630
(801) 530-6801
www.labor.state.ut.us/

The minimum wage in Utah is $5.15 per hour.


There is no general provision in Utah State Law covering paying overtime in a non-FLSA covered employer.

Utah State new hire reporting requirements are that every employer must report every new hire and rehire. The employer must report the federally required elements of:

Employee's name
Employee's address
Employee's social security number
Employer's name
Employers address
Employer's Federal Employer Identification Number (EIN)

This information must be reported within 20 days of the hiring or rehiring.
The information can be sent as a W4 or equivalent by mail, fax or mag media.
There is a $25.00 penalty for a late report and $500 for conspiracy in Utah.

The Utah new hire-reporting agency can be reached at 801-526-4361 or on the web at http://jobs.utah.gov/newhire/


Utah does not allow compulsory direct deposit except for large employers with 2/3 of employees already on direct deposit.

Utah requires the following information on an employee's pay stub:

itemized deductions


Utah requires that employee be paid no less often than semimonthly; monthly if employee hired for yearly salary.


Utah requires that the lag time between the end of the pay period and the payment of wages to the employee not exceed ten days; wages paid monthly—7th of next month.


Utah payroll law requires that involuntarily terminated employees must be paid their final pay with in 24 hours and that voluntarily terminated employees must be paid their final pay by the next regular payday.


Deceased employee's wages must be paid when normally due to successor after affidavit stating estate does not exceed $25,000 at least 30 days since death, no petition for executor is pending, and entitlement to payment.


Escheat laws in Utah require that unclaimed wages be paid over to the state after one year.

The employer is further required in Utah to keep a record of the wages abandoned and turned over to the state for a period of 5 years.


Utah payroll law mandates no more than $3.02 may be used as a tip credit.


In Utah the payroll laws covering mandatory rest or meal breaks are only that all employees must have a 30-minute meal period after 5 hours; 10 minutes rest each 4 hours.


Utah statute requires that wage and hour records be kept for a period of not less than three years. These records will normally consist of at least the information required under FLSA.

The Utah agency charged with enforcing Child Support Orders and laws is:

Office of Recovery Services
Department of Human Services
515 E. 100 S.
P.O. Box 45011
Salt Lake City, UT 84145-0011
(801) 536-8901
http://www.ors.state.ut.us/

Utah has the following provisions for child support deductions:

When to start Withholding? First pay period after 5 working days from service.
When to send Payment? Within 7 days of Payday.
When to send Termination Notice? Within 5 days of termination.
Maximum Administrative Fee? one-time $25 fee
Withholding Limits? Federal Rules under CCPA.




Please note that this article is not updated for changes that can and will happen from time to time.




About the author:

Charles J. Read, CPA has been in the payroll, accounting and tax business for 30 years, the last fifteen in private practice.
Mr. Read is the author of “How to Start a New Business.”

To find professional payroll service at a budget price go to www.PayrollonaBudget.com a paperless payroll company.

For a full service payroll bureau with CPA’s on staff visit www.CustomPayroll.com .

See an excerpt of Mr. Read’s interviews from William Shatners “Heartbeat of America” television show on the web sites linked above.


Article Source: http://www.Free-Articles-Zone.com

Payroll South Carolina, Unique Aspects of South Carolina Payroll ...

By Charles Read
The South Carolina State Agency that oversees the collection and reporting of State income taxes deducted from payroll checks is:

Department of Revenue
P.O. Box 125
Columbia, SC 29214
(803) 898-5300
www.sctax.org


South Carolina allows you to use the Federal W-4 form to calculate state income tax withholding.


Not all states allow salary reductions made under Section 125 cafeteria plans or 401(k) to be treated in the same manner as the IRS code allows. In South Carolina cafeteria plans are not taxable for income tax calculation; not taxable for unemployment insurance purposes. 401(k) plan deferrals are not taxable for income taxes; taxable for unemployment purposes.

In South Carolina supplemental wages are taxed at a 7% flat rate.


You must file your South Carolina State W-2s by magnetic media if you are have more than 25 employees and are required to file your federal W-2s by magnetic media.


The South Carolina State Unemployment Insurance Agency is:

Employment Security Commission
1550 Gadsden St.
P.O. Box 995
Columbia, SC 29201
(803) 737-3070
www.sces.org/ui/index.htm

The State of South Carolina taxable wage base for unemployment purposes is wages up to $7,000.00.

South Carolina requires Magnetic media reporting of quarterly wage reporting if the employer has at least 250 employees that they are reporting that quarter.


Unemployment records must be retained in South Carolina for a minimum period of five years. This information generally includes: name; social security number; dates of hire, rehire and termination; wages by period; payroll pay periods and pay dates; date and circumstances of termination.


The South Carolina State Agency charged with enforcing the state wage and hour laws is:

Department of Labor, Licensing and Regulations
Office of Labor Services
P.O. Box 11329
3600 Forest Drive
Columbia, SC 29211-1329
(803) 734-4295
www.llr.state.sc.us/


There is no provision for minimum wage in the State of South Carolina.


There is also no general provision in South Carolina State Law covering paying overtime in a non-FLSA covered employer.

South Carolina State new hire reporting requirements are that every employer must report every new hire and rehire. The employer must report the federally required elements of:

Employee's name
Employee's address
Employee's social security number
Employer's name
Employers address
Employer's Federal Employer Identification Number (EIN)

This information must be reported within 20 days of the hiring or rehiring.
The information can be sent as a W4 or equivalent by mail, fax or electronically.
There is a $25.00 penalty for a second offense late report and $500 for conspiracy in South Carolina.

The South Carolina new hire-reporting agency can be reached at 888-454-5294 or 803-898-9235 or on the web at www.state.sc.us/dss/csed/newhire.htm

South Carolina does allow compulsory direct deposit but the employee's choice of financial institution must meet federal Regulation E regarding choice of financial institutions.


South Carolina requires the following information on an employee's pay stub:

Gross and Net Earnings
itemized deductions


South Carolina requires that employee be paid as designated by employer.


In South Carolina there are no statutory requirements concerning the lag time between when the services are performed and when the employee must be paid.

South Carolina payroll law requires that involuntarily terminated employees must be paid their final pay with in 48 hours or next regular payday (no more than 30 days). Voluntarily terminated employees must be paid their final pay within 48 hours or by the next regular payday (no more than 30 days).


There is no provision in South Carolina law concerning paying deceased employees.


Escheat laws in South Carolina require that unclaimed wages be paid over to the state after one year.

The employer is further required in South Carolina to keep a record of the wages abandoned and turned over to the state for a period of 10 years.


There is no provision in South Carolina law concerning tip credits against State minimum wage.


In the South Carolina payroll law there is no provision covering required rest or meal periods.

South Carolina statute requires that wage and hour records be kept for a period of not less than three years. These records will normally consist of at least the information required under FLSA.

The South Carolina agency charged with enforcing Child Support Orders and laws is:

Child Support Enforcement Division
Department of Social Services
P.O. Box 1469
Columbia, SC 29202-1469
(800) 768-5858
www.state.sc.us/dss/csed/

South Carolina has the following provisions for child support deductions:

When to start Withholding? Next pay period after service.
When to send Payment? Within 7 days of Payday.
When to send Termination Notice? Within 20 days of termination.
Maximum Administrative Fee? $3 per payment.
Withholding Limits? Federal Rules under CCPA.




Please note that this article is not updated for changes that can and will happen from time to time.




About the author:

Charles J. Read, CPA has been in the payroll, accounting and tax business for 30 years, the last fifteen in private practice.
Mr. Read is the author of “How to Start a New Business.”

To find professional payroll service at a budget price go to www.PayrollonaBudget.com a paperless payroll company.

For a full service payroll bureau with CPA’s on staff visit www.CustomPayroll.com .

See an excerpt of Mr. Read’s interviews from William Shatners “Heartbeat of America” television show on the web sites linked above.


Article Source: http://www.Free-Articles-Zone.com

The Law of intentional Sins and Unintentional Sins in Bible versus ...

By Dr. Ibrahim Khalil
The Law of Unintentional Sins and intentional Sins in the Bible

For the Unintentional Sins, offer a young bull for a burnt offering as an aroma pleasing to the LORD, along with its prescribed grain offering and drink offering, and a male goat for a sin offering.

What about the intentional Sins?
In the verses Numbers 15:30-31, the Lord Commands to Kill anyone who sins defiantly.
Why? Because he has despised the Lord's word and broken his commands
-------------------------------------
Numbers 15:22-29

New International Version (NIV)
Offerings for Unintentional Sins
22 " 'Now if you unintentionally fail to keep any of these commands the LORD gave Moses- 23 any of the LORD's commands to you through him, from the day the LORD gave them and continuing through the generations to come- 24 and if this is done unintentionally without the community being aware of it, then the whole community is to offer a young bull for a burnt offering as an aroma pleasing to the LORD, along with its prescribed grain offering and drink offering, and a male goat for a sin offering. 25 The priest is to make atonement for the whole Israelite community, and they will be forgiven, for it was not intentional and they have brought to the LORD for their wrong an offering made by fire and a sin offering. 26 The whole Israelite community and the aliens living among them will be forgiven, because all the people were involved in the unintentional wrong.
27 " 'But if just one person sins unintentionally, he must bring a year-old female goat for a sin offering. 28 The priest is to make atonement before the LORD for the one who erred by sinning unintentionally, and when atonement has been made for him, he will be forgiven. 29 One and the same law applies to everyone who sins unintentionally, whether he is a native-born Israelite or an alien.
-------------------------------------
What about the intentional Sins?
In the verses Numbers 15:30-31, the Lord Commands to Kill anyone who sins defiantly.
Why? Because he has despised the Lord's word and broken his commands

Numbers 15:30-31

New International Version (NIV)
30 " 'But anyone who sins defiantly, whether native-born or alien, blasphemes the LORD, and that person must be cut off from his people.
31 Because he has despised the LORD's word and broken his commands, that person must surely be cut off; his guilt remains on him.' "
=========

The Law of Unintentional Sins and intentional Sins in the Quran

There is nothing in the Quran saying:
Kill anyone who sins defiantly
The Unintentional sinner and/or the intentional Sinner could pray to Allah to forgive him or her!
Verse 2:286 says that anyone who sins defiantly can pray and ask Allah – directly- for forgiveness, and Allah, the Forgiver will forgive him!

Verse 2:286

"Allah does not impose upon any soul a duty but to the extent of its ability; for it is (the benefit of) what it has earned and upon it (the evil of) what it has wrought: our LORD! Do not punish us if we forget or make a mistake; our LORD! do not lay on us a burden as thou didst lay on those before us, our LORD do not impose upon us that which we have not the strength to bear; and pardon us and grant us protection and have mercy on us, thou art our patron, so help us against the unbelieving people."

----------------------------------------------------------------------

What if the Quran was the Book which commands to kill 1) the Uncircumcised, 2) the curser of his parents, 3) the gay, 4) the Zoosexual 5) the worker in the Sabbath! 6) Whosoever tries to turn you away from the LORD and 7) all who live in that town, 8) the prophet, 9) all the Midianites, men, women and boys, 10) the Ox and the Owner and 11) the adulterer and the adulteress and 12) who eats leavened bread, 13) who eats the meat of the sacrifice of peace, 14) who eats blood 15) who approaches the holy gifts, 16) who does not eat the Passover 17) anyone who touches a dead body and/or 18) anyone who sins defiantly
What the Western Media would have said? What names they have given the Quran in such case?
=========

Back to the main issue of my series of articles; this is my question to you smart readers: "Is the Quran quoted from the Bible?"


About the author:
Professor Dr. Ibrahim Khalil
Prof. of Clinical and Chemical Pathology,
Head of Clinical Microbiology and Infection Control Unit,
Ain-Shams University., Egypt.
And, President of The Egyptian Society of Inventors.
Member of the Egyptian union of Writers


Article Source: http://www.Free-Articles-Zone.com