The Law of Attraction and Your Health

By Laurence Magne
You’ve certainly seen the movie The Secret and you’ve enjoyed it. Everyone has and everyone raves about it. If you haven’t seen it yet, I suggest you go see it soon. The Secret is really not a secret at all. Producer Rhonda Byrne brings to light with Bob Proctor and Esther Hicks what many of us have known for years: what you think about, you attract. This is based on what is now popularly referred to as The Law of Attraction.

It doesn't matter all that much what you are experiencing in life. What matters is where you are experiencing it from. What matters is what you really are. Is it possible that you really are not the body or the personality or your mind? Is it possible that these are things you experience but they are not what you are made of? Is it possible that you are space—an open and allowing space—that the body and the mind appear in?

This is what I have been studying as a quantum healing author and doctor. There are some people who experience spontaneous remission of terminal diseases like cancer, leukeamia, heart disease, and yet scores of others die of the same disease. What if you were more than just this body and mind that you think you are?

What if this space that you are made of between the atoms and the cells that compose your body and that you are unaware of? What if it is really the space that is perceiving these words? What if the atoms in your body are actually thinking and intelligent? Don’t you ever wonder how your food gets transformed into an arm, a liver, an eye? How do the cells know who’s doing what today?

This space that you are that contains all of your atoms and all of your cells is limitless. This space of Being has no boundaries. If you go on and on forever, what would this mean? What would this mean if there is unlimited awareness available in every moment? Would you still need to be so careful about what you experience and what you avoid? Or could you just allow every experience to have some of the limitless space that you are?

This space is actually where healing occurs. In between the atoms and the cells, in that giant space that makes up you, there is a silent observer who orchestrates your well-being. Wouldn’t you want to contact that observer? Read the science of being well Home Study course to receive the answer to some of those important questions.

What if there is only one space? You are it, and so is everyone and everything. What if you already contain everything you could ever desire or want to experience? What if you already are everything you want to become?

What if this space is alive? What if space itself is the aliveness you feel right now? What if this space is full of peace and joy and love? What if this space is already full and rich and satisfying in ways that the experiences of the world have never been?

What if this space is you?

In the Science of Being Well Home Study Course, you will find many examples and stories to help you develop your own powers of healing using simply the power of your mind. This is not revolutionary. These secrets have been around for ages. To learn more, claim your FREE report of the First Secret to Abundant Health on www.thescienceofbeingwell.biz today!!



About the author:
http://www.thescienceofbeingwell.biz

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

Payroll New Jersey, Unique Aspects of New Jersey Payroll Law and ...

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

Department of the Treasury
Division of Revenue
50 Barrack St. CN 248
Trenton, NJ 08648-0248
(609) 292-6400
(800) 323-4400 (in state)
www.state.nj.us/treasury/revenue


New Jersey allows you to use the Federal W-4 form to calculate state income tax withholding or the New Jersey form "NJ-W4 Employee's Withholding Allowance Certificate".


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 New Jersey cafeteria plans are taxable for income tax calculation; taxable for unemployment insurance purposes. 401(k) plan deferrals are not taxable for income taxes; taxable for unemployment purposes.


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

You may file your New Jersey State W-2s by magnetic media if you choose to.


The New Jersey State Unemployment Insurance Agency is:

Unemployment and Disability Insurance
John Fitch Plaza
P.O. Box 912
Trenton, NJ 08646
(609) 633-6400
www.nj.gov/labor/mainpages/employer.html

The State of New Jersey taxable wage base for unemployment purposes is wages up to $24,300.00.

New Jersey requires Magnetic media reporting of quarterly wage reporting if the employer has at least 100 employees that they are reporting that quarter.


Unemployment records must be retained in New Jersey 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 New Jersey State Agency charged with enforcing the state wage and hour laws is:

Department of Labor
Division of Labor Standards and Safety Enforcement
Office of Wage and Hour Compliance
225 E. State St.
P.O. Box 389
Trenton, NJ 08625-0389
(609) 292-7860
www.state.nj.us/labor/mainpages/employer.html

The minimum wage in New Jersey is $5.15 per hour.


The general provision in New Jersey concerning paying overtime in a non-FLSA covered employer is one and one half times regular rate after 40-hour week.


New Jersey 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 date of birth
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; every 15 days on mag media. The information can be sent as a W4 or equivalent by mail, fax or electronically. There is a $25.00 penalty for a late report and $500 for conspiracy in New Jersey.

The New Jersey new hire-reporting agency can be reached at 888-624-6339, 877-654-4737, or 609-689-1900 or on the web at www.nj-newhire.com


New Jersey does not allow compulsory direct deposit

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


statement of total wages and deductions


New Jersey requires that employee be paid no less often than semimonthly; monthly for exempt employees.


New Jersey requires that the lag time between the end of the pay period and the payment of wages to the employee not exceed ten days.


New Jersey payroll law requires that involuntarily terminated employees must be paid their final pay by their next regular payday (by mail at employee's request) and that voluntarily terminated employees must be paid their final pay by the next regular payday or by mail if employee requests it.


Deceased employee's wages must be paid when normally due to the surviving spouse, children 18 or over, guardian of minor children, parents, siblings, or person paying funeral expenses (in that order).


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

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


New Jersey payroll law mandates no more than 40% (less for some workers) of minimum wage may be used as a tip credit.


In the New Jersey payroll law there is no provision covering required rest or meal periods.


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

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

Department of Human Services
Division of Economic Assistance
Office of Child Support and Paternity Programs
State Services
Box CN 716
Trenton, NJ 08625
(877) 655-4371
www.njchildsupport.org

New Jersey has the following provisions for child support deductions:

When to start Withholding? First pay period ending after postmark date.
When to send Payment? Payday
When to send Termination Notice? "Promptly"
Maximum Administrative Fee? $1 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 Illinois, Unique Aspects of Illinois Payroll Law and Practice

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

Department of Revenue
101 W. Jefferson St.
P.O. Box 19022
Springfield, IL 62794-9022
(217) 785-0970
(800) 732-8866 (in state)
www.revenue.state.il.us

Illinois requires that you use Illinois form "IL-W-4, Employee's Illinois Withholding Allowance Certificate" instead of a Federal W-4 Form for Illinois 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 Illinois cafeteria plans are: not taxable for income tax calculation; not taxable for unemployment insurance purposes if used to purchase medical life insurance. 401(k) plan deferrals are: not taxable for income taxes; taxable for unemployment purposes.

In Illinois supplemental wages are taxed at a 3.0% flat rate.

You must file your Illinois 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 Illinois State Unemployment Insurance Agency is:

Department of Employment Security
401 S. State St.
Chicago, IL 60605-1289
(312) 793-5700
www.ides.state.il.us/

The State of Illinois taxable wage base for unemployment purposes is wages up to $9,800.00.

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

Department of Labor
Labor Law Enforcement
160 North LaSalle, Ste. C1300
Chicago, IL 60601
(312) 793-2800
www.state.il.us/agency/idol/

The minimum wage in Illinois is $6.50 per hour.

The general provision in Illinois concerning paying overtime in a non-FLSA covered employer is one and one half times regular rate after 40-hour week.

Illinois 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 $15, $500 penalty for a late report in Illinois.

The Illinois new hire-reporting agency can be reached at 800-327-4473 or on the web at www.ides.state.il.us/employer/newhire/general.htm

Illinois does not allow compulsory direct deposit

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

itemized deductions

Illinois requires that employee be paid no less often than semimonthly; monthly for FLSA-exempt employees; union contract can provide different intervals.

Illinois requires that the lag time between the end of the pay period and the payment of wages to the employee not exceed semimonthly-13 days; weekly-7days; monthly-21 days; daily-1 day.

Illinois payroll law requires that involuntarily terminated employees must be paid their final pay immediately if possible, if not, by next regular payday; next regular payday if suspended due to labor dispute or temporarily laid off and that voluntarily terminated employees must be paid immediately if possible; if not, by next regular payday.

Deceased employee's unpaid wages must be paid when normally due to the person owed for funeral expenses, spouse, or child after small estate affidavit; estate no over $15,000.

Escheat laws in Illinois require that unclaimed wages be paid over to the state after five years.

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

Illinois payroll law mandates no more than 40% of minimum wage may be used as a tip credit.

In Illinois the payroll laws covering mandatory rest or meal breaks are that employees must have 20 minutes during first 5 hours of 7and a half-hour shift.

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


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

Division of Child Support Enforcement
Department of Public Aid
509 S. 6th St.
Springfield, IL 62701
(800) 447-4278
http://ilchildsupport-employer.com/Default.aspx

Illinois has the following provisions for child support deductions:

When to start Withholding? 14 working days after the withholding order is mailed to the employer.
When to send Payment? Within 7 days of Payday.
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 Iowa, Unique Aspects of Iowa Payroll Law and Practice

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

Department of Revenue
Income Tax Division
Hoover State Office Bldg.
P.O. Box 10457
Des Moines, IA 50306-0457
(515) 281-3114
(800) 367-3388 (in state)
www.state.ia.us/tax


Iowa requires that you use Iowa form "IA W-4, Centralized Employee Registry Reporting Form/Employee Withholding Allowance Certificate" instead of a Federal W-4 Form for Iowa 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 Iowa cafeteria plans are not taxable for income tax calculation; taxable for unemployment insurance purposes. 401(k) plan deferrals are not taxable for income taxes; taxable for unemployment purposes.

In Iowa supplemental wages are taxed at a 6% flat rate.

State W-2s are not applicable in the state of Iowa.



The Iowa State Unemployment Insurance Agency is:

Department of Workforce Development
1000 E. Grand Ave.
Des Moines, IA 50319-0209
(515) 281-5387
http://www.iowaworkforce.org/wc/index.html


The State of Iowa taxable wage base for unemployment purposes is wages up to $19,700.00.


Iowa has optional reporting of quarterly wages on magnetic media.

Unemployment records must be retained in Iowa 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 Iowa State Agency charged with enforcing the state wage and hour laws is:

Iowa Workforce Development
Labor Services Division
1000 East Grand Ave.
Des Moines, IA 50319-0209
(515) 281-5387
www.iowaworkforce.org//labor/index.html

The minimum wage in Iowa is $5.15 per hour.


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

Iowa State new hire reporting requirements are that every employer must report every new hire and rehire; independent contractors over $600. The employer must report the federally required elements of:

Employee's name
Employee's date of birth.
Employee's health insurance.
Employee's address
Start date of contract.

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

This information must be reported within 15 days of the hiring or rehiring.
The information can be sent as a W4 or equivalent by mail, fax or electronically.
There is a penalty contempt of court for a late report in Iowa.

The Iowa new hire-reporting agency can be reached at 515-281-533 or on the web at http://icer.dhs.state.ia.us/.


Iowa does not allow compulsory direct deposit.

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

Gross and Net Earnings
straight time and overtime pay
hours worked
itemized deductions

The State Wage and Hour Law provisions concerning pay stub information in Iowa is that it must be provided within 10 days of employee's request, only once a year unless earnings, hours, or deductions are changed.

Iowa requires that employee be paid no less often than monthly, semimonthly, or biweekly.


Iowa requires that the lag time between the end of the pay period and the payment of wages to the employee not exceed twelve days after pay period; excluding Sundays and holidays.


Iowa payroll law requires that involuntarily terminated employees must be paid their final pay by their next regular payday; 30 days for commissions and that voluntarily terminated employees must be paid their final pay by the next regular payday; 30 days for commissions or by mail if employee requests it.



There is no provision in Iowa law concerning paying deceased employees.


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

The employer is further required in Iowa to keep a record of the wages abandoned and turned over to the state for a period of 4 years.

Iowa payroll law mandates no more than 40% of minimum wage may be used as a tip credit.




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

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



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

Child Support Recovery Unit
Department of Human Services
Hoover Bldg., 5th Fl.
Des Moines, IA 50319
(515) 242-3237
(888) 229-9223
http://www.dhs.state.ia.us/dhs2005/dhs_homepage/financial_support/child_support/index.html

Iowa has the following provisions for child support deductions:

When to start Withholding? 10 days after receipt of order.
When to send Payment? Within 7 days of Payday.
When to send Termination Notice? "Promptly."
Maximum Administrative Fee? $2 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

How the Torts Law Applies in an Accident

By Manuel Salvacion
If you happen to get injured in California, chances are you will need the services of a personal injury lawyer who can help with your case. Personal injury accident cases in California are decided based on the state law on torts.

Torts are civil wrongs accepted by law as grounds for a lawsuit. California state law recognizes three main types of torts: • Intentional torts – intentional accidents which result to injury or damage

• Negligent torts – accidents caused by negligence or recklessness which result to injury and damage

• Strict liability torts – liability for selling and producing defective products

The injury or damages, which often result from these wrongful acts, provide the basis for claim by the injured victims. The primary aim of the tort law is to find relief for the injury and prevent other from committing the same act.

How to Determine Fault in a Personal Injury Case

In any case, proving who is at fault is the crux of most personal injury case. In negligent torts, you have to show how the other party acted recklessly which resulted in harm or injury. Product liability tort does not depend on the degree of caution and safety done by the offending party.

In most personal injury cases, the determination of fault is dependent on two important things: negligence and liability.

In a personal injury case caused by negligent action, you must be able to prove the following:

• The duty owed by the offender’s party to you

• Failure of the other person to honor his promise

• Damages you suffer

• Failure of the offending party which result to harm and injury

In strict liability tort case, you will need to prove the following:

• The product was defective which makes it potentially dangerous

• You used the product as directed

• The defect caused your injury

• you suffered damages from it

Satisfying both the negligence and liability requirements of the case, with support of your evidence materials, may help you prove who is at fault in an accident.

Damages to Injured Parties under the California Laws

Compensatory damages – An award of monetary damages for the injured party for economic and non-economic losses as well as damages sustained for the negligence of another person.

There are two kinds of compensatory damages:

• Economic damages – include lost wages, medical bills, future lost earning potential, and payment for damaged property

• Non-economic damages – include such elements as pain and suffering, loss of lifestyle, loss of consortium, embarrassment, depression, disfigurement, scars, loss of emotional support, etc.

Punitive damages – An award given to the injured party as judgments meant to deter others from the same conduct.

Determining who is at fault in most accident cases may require the skills and experience of a lawyer. Knowledge of the state torts law and how it applies to certain cases will be beneficial to a case. A good, competent lawyer who specializes in personal injury cases can help improve your chances of winning your claim in an accident.

Know how tort law applies to PI cases in California with the competent help of personal injury lawyers California

Article Source: http://www.ArticleBiz.com