WWE reportedly face losing the legendary Rey Mysterio to rival promotion All Elite Wrestling. Vince McMahon and his fellow chiefs would be loath to let the masked veteran leave – especially for the Tony Khan-backed company. But according to the
'WWE reportedly face losing the legendary Rey Mysterio to rival promotion All Elite Wrestling. Vince McMahon and his fellow chiefs would be loath to let the masked veteran leave – especially for the Tony Khan-backed company . Rey Mysterio could reportedly quit WWE to join rival promotion AEW Getty Images Vince McMahon has been attempting to secure a host of his stars to long-term deals since the emergence of AEW Getty Images But according to the Wrestling Observer’s Dave Meltzer (h/t Ringside News ), the poorly booked Mysterio would go there in “a heartbeat”. Meltzer said: “I mean if they’re gonna treat him like this they’ll die if he goes to AEW. “I mean he’ll go there in a heartbeat and they won’t abuse him there because those guys love him. So it’s kinda like, what are you doing?” The respected wrestling journalist also added despite the former world champion’s current role being to put younger guys over, the way they have gone about doing that via a number of squash matches has cast serious doubt on the hugely-popular star. Mysterio lost a clean sweep to Andrade in a 2-out-of-3 falls match on this week’s Monday Night Raw. The 44-year-old only resigned full-time with WWE last year – but Forbes state it has a unique opt-out clause after 18 months. That would arise around the time of Wrestlemania 36 in April 2020. The formation of AEW has shaken up the business over the past year and has led to WWE tying down a number of their performers with new deals. Dean Ambrose, aka Jon Moxley , and Tye Dillinger, aka Shawn Spears , were two stars to leave WWE to join AEW. \t \t\t \t\t \t\t \t\t\t \t\t\t\t \t\t\t\t\t \t\t\t\t\t\t\t\t\t\t\t LATEST WWE NEWS \t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t \t\t\t\t\t\t\t\t\t\t \t\t\t\t\t \t\t\t\t\t\t \t\t\t\t\t \t\t\t \t\t\t\t \t\t\t\t \t\t\t \t\t\t\t\t \t\t \t\t\t\t\t \t\t\t\t'NO IDEA'\t\t\t \t\t\t\t\t\t\t \t\t\t\tGoldberg would be 'content' if he retired now after erasing Undertaker nightmare\t\t\t \t\t\t \t \t \t \t\t\t\t\t \t\t\t \t\t\t\t \t\t\t\t \t\t\t \t\t\t\t\t \t\t \t\t\t\t\t \t\t\t\tSUMMER-SLAMMED\t\t\t \t\t\t\t\t\t\t \t\t\t\tWWE's Alicia Fox 'sent home from SummerSlam after drunken bust-up with fan'\t\t\t \t\t\t \t \t \t \t\t\t\t\t \t\t\t \t\t\t\t \t\t\t\t \t\t\t \t\t\t\t\t \t\t \t\t\t\t\t \t\t\t\tREIGN CONTINUES\t\t\t \t\t\t\t\t\t\t \t\t\t\tRoman Reigns agrees new 'multi-year' contract with Vince McMahon's WWE\t\t\t \t\t\t \t \t \t \t\t\t\t\t \t\t\t \t\t\t\t \t\t\t\t \t\t\t \t\t\t\t\t \t\t \t\t\t\t\t \t\t\t\tIT'S BOSS TIME\t\t\t \t\t\t\t\t\t\t \t\t\t\tNew-look Sasha Banks returns to WWE and attacks Natalya and Becky Lynch\t\t\t \t\t\t \t \t \t \t\t\t\t\t \t\t\t \t\t\t\t \t\t\t\t \t\t\t \t\t\t\t\t \t\t \t\t\t\t\t \t\t\t\tSTRATUSFACTION\t\t\t \t\t\t\t\t\t\t \t\t\t\tStratus shines in final SummerSlam match as Lesnar loses Universal Title\t\t\t \t\t\t \t \t \t \t\t\t\t\t \t\t\t \t\t\t\t \t\t\t\t \t\t\t \t\t\t\t\t \t\t \t\t\t\t\t \t\t\t\tGOLD-EN\t\t\t \t\t\t\t\t\t\t \t\t\t\tGoldberg destroys Ziggler in less than two minutes on stunning SummerSlam return\t\t\t \t\t\t \t \t \t \t\t\t\t\t \t\t\t\t\t \t\t\t\t\t \t\t\t\t \t\t\t \t\t \t \t \t \t Now McMahon is trying to ensure he has all of his top stars on long-term contracts to avoid the risk of losing them. Roman Reigns is the latest , with the company confirming his new contract this week. Last month Braun Strowman announced he had penned a new five-year extension. That came after reports the legendary Undertaker had agreed a “contract for life” with WWE . And Reigns, who is now following The Rock and John Cena into Hollywood, will no doubt have agreed a similar length. \t\t \t\t\t\t\t \t\t\t\t \t\t\t\t\t'
Merrill April, partner, and Harriet Riddick, associate, at CM Murray explain how gender discrimination at senior executive level can be a thing of the past.
'Women enter the accountancy profession in large numbers, but often by the time they would otherwise be ready to take on leadership positions, they have dropped out and women remain under-represented in leadership positions.Leadership culture has been defined by the centre for creative leadership as “the self- reinforcing web of beliefs, practices, patterns and behaviours.It’s the way things are done – the way people interact, make decisions and influence others.” Defence against discrimination claims While it is becoming less likely that a CEO or panel appointing a new senior executive would deliberately set out to recruit a man, if there are only men taking promotion decisions, care needs to be taken to identify “self-reinforcing beliefs and practices”, as these can lead to unconscious bias and to well-qualified women with demonstrable leadership qualities being overlooked.However, it is important to note that including a woman in the recruitment decision is not a defence to a claim of discrimination if in fact the decision made is still discriminatory, since it is not a defence to a direct discrimination claim that the alleged discriminator is also a woman.When is a decision not to promote a woman discriminatory?If the woman can show that she has been treated less favourably than a real or hypothetical man in similar circumstances to her own, this is where the risk lies.Importantly, she does not have to show that she is less well off, but rather that she would have preferred to have been treated differently.It is therefore important for care to be taken over any assumptions that are made when considering candidates.For example, a senior woman who chooses to remain involved during their maternity leave and to attend key meetings, should not be treated with suspicion or accused of having an unhealthy obsession with work, rather than being praised for their dedication and hard work and considered for promotion.Employers should ask themselves why they are appointing a man rather than a woman to a leadership position and ensure that this decision is not in any way related to sex, as, at the tribunal stage of a potential subsequent claim, the reason why the candidate was treated less favourably will be crucial to its success or failure.Taking positive action It is also permissible under the Equality Act to take positive action in a firm where the current leaders consider women to be under-represented.In that situation, a panel considering a number of candidates who are as qualified as each other can treat a female candidate more favourably than her male competitors in making a recruitment or promotion decision, and this can be an effective way of promoting more gender diversity in leadership.The dangers of language Another issue is the use of gender-skewed language.Most employers know to stay clear of direct references to gender in job adverts, but what about language that could be indirectly discriminatory?In a recent LinkedIn report “Language Matters,” over 250 hiring managers and 100 employees were polled on the topic of language used in job adverts.The findings show that 52% of women would be put off applying for a job where the workplace was described as “aggressive”. The data showed that currently over 50,000 job advertisements (across a variety of sectors) include the word “aggressive”! Whilst the characteristic is not gender-specific, these statistics suggest that inclusion of such language may be indirectly discriminatory and should be avoided.Language was also considered by the Employment Appeal Tribunal recently in a direct discrimination claim brought against Commerzbank AG.The Claimant was a senior VP who applied for a role as Head of Market Compliance.Pending that decision being made, the male candidate was appointed as acting Head on the basis that women were “divisive personalities.” The manager explained that women had tried to “further their own interests” when canvassing him which he found “intrusive.” On appeal, the Judge stated that in assessing whether the tribunal should draw an inference that the employer had discriminated against the woman on grounds of sex, it should look at the language used by the decision maker, because it might be an indicator that consciously or unconsciously the decision was made on discriminatory grounds, or that the decision maker was acting on assumptions about women rather than treating the particular woman as an individual.How to keep a diverse talent pool Accountancy firms should want to mirror society, because it is their membership and client base.As Christine Lagarde has said “Diversity, by way of different genders, colours, religions, educational background, enriches the process by which you bring views together, they are then debated and you arrive at a good decision having taken on different perspectives because you see the world with your own sex, colour, religion, background, family circumstances.” Many factors affect diversity in financial services firms, such as a lack of adjustments and flexible working hours/leave periods, attrition from the talent pool as a result of women leaving to have a family and lower pay caused by continuing gender pay gaps, but discrimination remains a risk factor which well-run firms will wish to avoid. . The post Gender discrimination at senior executive level – what you need to know appeared first on Accountancy Age .'
HMRC fines targeting multinational enterprises have increased dramatically over the past two years under new regulations.
'HMRC fines targeting multinational enterprises’ (MNEs) transfer pricing have increased tenfold in the last two years, according to Freedom of Information (FOI) data obtained by LCN Legal.For MNEs, transfer pricing agreements stipulate what one company charges another for a transaction.While these agreements are required for intercountry agreements, MNEs can carry a higher risk of potential tax loss.Paul Sutton, partner at LCN Legal, said: “Transfer pricing remains an area of growing focus not just for HMRC but for tax authorities around the world. “HMRC has scaled up its capabilities in this area and is devoting more resources to scrutinising the transfer pricing arrangements of multinational businesses.” According to LCN Legal’s report, MNEs received £413,437 in fines in 2018/19 – a nine-fold increase from the £45,600 imposed in 2015/16 – from HMRC’s increased scrutiny.However, LCN Legal notes that HMRC would rather reach a settlement than impose a penalty.By challenging transfer pricing arrangements, HMRC grew its tax haul from £504m in 2012/13 to £1.6bn in 2017/18.Country by Country To avoid additional taxation, MNEs are required to share their global income, profit, tax and economic activity information through Country by Country reporting.This increases transparency for companies and regulatory bodies like HMRC, limiting the need for investigations.However, Country by Country reporting only came into effect in 2017, and Sutton believes the initial December 2017 deadline is a cause of the sharp jump in HMRC fines . “It is likely that some multinationals had not adequately managed the risks associated with the introduction of Country by Country reporting and had failed to plan for the greater transparency their transfer pricing arrangements would be subjected to,” Sutton said.According to gov.uk, this reporting structure is only obligatory for roughly 300 UK-headed MNEs, with an additional 200 non-UK headed MNEs affected for at least a year.While those businesses required to submit to Country by Country reporting are at an increased risk of fines, HMRC recently changed its model to catch potential problems before they progress.Adjusting the system In January 2019, the Profit Diversion Compliance Facility was launched to help MNEs declare their arrangements accurately and bring their tax affairs up to date. “HMRC has scaled up its capabilities in this area and is devoting more resources to scrutinising the transfer pricing arrangements of multinational businesses,” Sutton said. “It wants to work with multinationals to put their tax affairs in order and is generally reluctant to impose fines. “The increase in fines does suggest, however, that HMRC is increasingly prepared to use the stick in as well as the carrot.” Sutton recommends that MNEs safeguard themselves with intercompany agreements, protecting against audits and challenges from both HMRC and other tax administrations. . The post MNEs face increased transfer pricing fines from HMRC appeared first on Accountancy Age .'