VOL 2 · SPRING 2022
THE
JOURNAL ENTRY THE UTAH ASSOCIATION OF CERTIFIED PUBLIC ACCOUNTANTS
MEET UACPA PRESIDENT RAY LANGHAIM
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CONTENTS CEO's Message.................................................................................................... 4
SPRING 2022 Utah Association of Certified Public Accountants 15 W. Main Street, Suite 1625 Salt Lake City, UT 84101 801-466-8022 mail@uacpa.org www.uacpa.org Managing Editor Amy Spencer as@uacpa.org 2022 – 2023 UACPA Executive Board President: Ray Langhaim, CPA President-Elect: Dustin Wood, CPA Vice President: Jason Tomlinson, CPA Treasurer: Mark Anderson, CPA Secretary: Tad Tuttle, CPA Member-at-Large: Annette Anderson, CPA Member-at-Large: Chris Skousen, CPA Emerging Professionals: Eric Greene, CPA Immediate Past President: Stacy Weight CPA AICPA Council: Paul Skeen, CPA CEO: Susan Speirs, CPA UACPA Staff CEO: Susan Speirs, CPA CPE Director: April Deneault Communications & Marketing Director: Amy Spencer Financial Director: Tom Horn, CPA
Cover + Articles Feature: Hear From New UACPA President Ray Langhaim, CPA .............. 6 Feature: Up Close and Personal With the New UACPA President ............ 8 By the Numbers: CFO Issues............................................................................ 9 Managing Expectations With the Needs of Firms and Employees......... 10 Mentoring an Intergenerational Workforce .................................................12 5 Steps to Launch Your DEI Initiatives .........................................................14 A Recap of the 2022 Legislative Session......................................................16
Membership Outstanding Student Award Winners............................................................18 New Members....................................................................................................20 New Student Members....................................................................................21 New Lifetime Members....................................................................................22 Members in the News......................................................................................23 Meet the Board..................................................................................................24 UACPA Staff Chat..............................................................................................25
Cover Image by Chris Wood, robertwoodphoto.com
Board Brief..........................................................................................................25
UACPA Statement of Policy The Journal Entry is published four times a year by the Utah Association of Certified Public Accountants (UACPA). The opinions, views and articles expressed in this magazine are those of the authors and not necessarily those of the UACPA. This magazine should not be deemed an endorsement by the UACPA or its committees or editorial staff of any views, opinions or positions contained herein. Copyright © 2022 Utah Association of Certified Public Accountants
Comic: Generally Excepted..............................................................................26 Meet a Member: Annette Anderson, CPA.....................................................27
CPE 2022 Fall CPE Schedule...................................................................................28
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CEO’S MESSAGE SUSAN SPEIRS, CPA
C
hange, change and even more change. Will it ever end? Will it ever slow down? How do we handle the seemingly endless
roller coaster ride that sometimes feels out of our control? More than two years ago, we experienced the beginning of the COVID-19 pandemic that is now becoming endemic. As CPAs, we learned that we could work from home, utilize technology in new and creative ways, communicate via audio and digital means and still accomplish tasks at hand. We learned we could do hard things.
as we’ve reviewed reports coming from other CPA societies, IMA
Although COVID-19 is coming to an end as we’ve known it, we now contend with war in Ukraine, escalating gas prices, inflation and increasing feelings of uncertainty. Many of our younger members grew up during fairly decent economic times — with the exception of the 2008 recession — and have never had to worry about war. Many of our older members remember the Cold War or had parents who fought in the Korean War or World War II and are recalling unpleasant memories. What we’ve learned during COVID-19 will certainly help us through these new challenges. We continue to see change within our own profession. We’ve discussed the changes to the CPA Exam that will launch in January 2024. CPA candidates will take three core exams in the areas of accounting, audit, and tax. They will be able to choose their fourth exam from information systems and controls, business analysis and reporting, or tax compliance and planning. Business Environment and Concepts will be eliminated as part of the changes. To the CPA candidates: You can do hard things. Diversity, equity and inclusion (DEI) has been an intentional theme for our profession for several years now. We have been intentional
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as we have woven DEI throughout our strategic plan. Regrettably, and the AICPA, we’re not seeing much change. If we are to succeed as a profession, it is a given that we need to look like the people and businesses we serve. This is in our control. We need to be more intentional in our profession and leadership to represent like our population. African Americans make up 13% of the U.S. population and only 1% of CPAs; Hispanic Americans make up 18.5% of our population and only 5% of CPAs. How do we bridge the gap? We continue to build our high school programs with universities. In 2021, we partnered with Weber State Univeristy for a three-day Money Camp. In 2022, we will continue to partner with WSU and Utah State University with ways for students to explore our profession. We know we need to reach down to the junior high level as additional research is indicating that students know what they want to major in by the time they are juniors in high school. We’ve got our work cut out. Remember, we can do hard things! Change is here to stay. It will never slow down. We can do hard things! Cheers to change! n
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FEATURE
THE NEED FOR CPAS AND VOLUNTEERS
UACPA PRESIDENT, RAY L ANGH AIM, COMMITS TO THE FUTURE NEEDS OF THE PROFESSION
BY RAY LANGHAIM, CPA
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am grateful for this opportunity to lead the UACPA into the future. We have endured the pandemic which seems to be closing out at a fast rate, yet now, we have a fast rate of inflation and a war. Through all this craziness, the UACPA has developed a strategic plan that will move us forward. Our future is very hopeful and bright despite all these events taking place in our world.
During my year as president, there are two areas where I am committed to dedicate my time. Those are 1) getting greater involvement from the CPAs inside our business and industry sectors, 2) to attract the younger generation to this great profession. As a CPA with experience working inside businesses for more than 28 years, I have had many opportunities to see, firsthand, the value that we can bring in helping businesses grow and become profitable. Through the support of the UACPA, I have met some phenomenal individuals who have been instrumental in providing fantastic problem-solving ideas and who have also aided in my career development. Having excellent mentors has profoundly impacted my career. As you may know, the recent number of college graduates possessing an accounting degree is decreasing, and the need for competent accountants is steadily increasing. It is important that we identify a way to encourage the younger
generation to embrace our profession. What is there not to like about being a CPA? The UACPA works with every university throughout the state and coordinates with a student representative from each school who serves as the campus ambassador. These campus ambassadors hold activities and events that help other students learn about careers in accounting. Additionally, the UACPA awards a student at each university at the end of the year — the 2022 Outstanding Student Award winners are highlighted on page 18. Last year, the UACPA initiated more pipeline activity by engaging with high school students through Money Camp, a three-day event where high school seniors received a handson approach to accounting and engage with CPAs and related professionals. As we look at the CPA pipeline, it would benefit us all to be inclusive of all diversity to expand the reach of accountants. We must be self-promoters of the profession. Lets commit to increasing our conversations that promote our state and profession and take advantage of being a mentor to others as they make career path decisions. n
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Learn more about Ray on pg. 8
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GET TO KNOW YOUR 2022 - 2023 PRESIDENT RAY LANGHAIM, CPA
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ay grew up in Oregon and went to college at Ricks College and graduated from Fresno State University with an
accounting degree. He played football on the offensive line at Fresno State. He started his career with EY in San Jose, Calif. and after 3 1/2 years moved into business finance where he has been since. Ray and his wife have four adult children. Ray is a Leadership Academy alumni and has served on the Annual Conference Committee and Business & Industry Committee. He says “It’s great to be alive and it’s great to be here in Utah. Living in the great state of Utah has many benefits, such as a high quality of outdoor fun, people and many thriving start-ups, not to mention the many growing businesses in which accountancy is essential to their future success.” Becoming a CPA // My dad was in the finance profession, so it was talked about in the house all the time. I took a class in high school and said, “this is for me.” Travel // My wife and I love to travel. We had the opportunity to do an expat experience in the Philippines and since have taken the opportunity to travel all over Asia. When winter hits in Utah, we try to go to warm places. The Cayman Islands has become a go-to. The best trip was to Thailand, Cambodia and Vietnam in one combined trip. Future Travel // Cabo, Caribbean Cruise, Morocco. Sports // I coach the girls Lacrosse team at American Fork High School. I have earned my trifecta for Spartan races. Reading // Any sports or leadership book – “The Shoe Dog.” Fun Outside of Work // Hit the beach and go scuba diving Goals // Be the best that I can be no matter what I am doing and be grateful. Advice // It sucks to suck. Bad things happen but you must push through.
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Grant Thornton LLP illustrates how many chief financial officers (CFOs) are preparing for a challenging 2022 with these numbers from a 2021 Q4 CFO survey.
BY THE
NUMBERS CFO ISSUES
33%
EXPECT INFLATION TO IMPACT BUSINESS FOR MORE THAN 12 MONTHS. 20% EXPECT THE IMPACT TO LAST 6 – 12 MONTHS.
TOP CHALLENGES FACING BUSINESS 40% SUPPLY CHAIN 34% CYBERSECURITY RISKS 30% TECHNOLOGY UPGRADES 30% REMOTE WORKFORCE 22% CUSTOMER RETENTION
57% 21%
HAVE A POSITIVE OUTLOOK ON THE U.S. ECONOMY, A DECREASE OF 12% SINCE Q3. HAVE A PESSIMISTIC OUTLOOK ON THE U.S. ECONOMY, AN 11% INCREASE SINCE Q3.
68% PREDICT THEIR ORGANIZATION WILL SEE A SHORTAGE OF TALENT IN 2022.
53% BELIEVE SUPPLY CHAIN DISRUPTIONS WILL HAVE A NEGATIVE IMPACT ON THEIR BUSINESS.
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HIRING
SOURCING A STRONG CANDIDATE POOL IS PUSHING FIRMS OUTSIDE THEIR COMFORT ZONE BY EMILY FRANCHI, CAMICO
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mployee and candidate demands for a flexible schedule or remote working environment are pushing accounting firms outside of their comfort zone as they try to remain competitive. Firms that have not considered allowing employees to work in a remote environment in the past, citing security and control reasons, are now finding themselves with a limited local candidate pool and the threat of an employee exodus in search of a more flexible work environment. It seems that no industry is immune from a lack of labor, even in the professional classifications such as accountants. “Help Wanted” signs are the “new normal” and a literal sign of the times. To maintain staffing levels to support client needs, firms are struggling to source a strong candidate pool from local candidates and are now looking outside their local areas and even in other states to find qualified candidates.
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Once remote employees are onboard, firms must ensure that processes are keeping employees engaged, heard, and feeling valued. Create opportunities for engagement and have a solid Remote Workers Policy that addresses expectations of a remote worker. Such a policy may address:
In addition, the demand for a competitive compensation package is stronger than ever as the candidate pool has the upper hand. Employees can work for firms located in any state while living in an area with a lower cost of living and in turn enjoying a better quality of life. Of course, a remote workforce can bring greater risk to the firm. As firms consider the various factors to support a remote workforce, there are a few items to keep in mind. •
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Consider conducting background checks on candidates who rise to the top of the list and are offered a position. Contact the candidate’s references and ask about work habits, strengths, and weaknesses. Many past employers will shy away from providing such detail, but it doesn’t hurt to ask.
Create a checklist for an employee’s home office to ensure cyber safety and address issues such as a firewall, secured network, remote swipe, and firmprovided phone.
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Employees should be available and engaged during regular business hours.
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While the employee’s remote office need not be a dedicated room or office space necessarily, the space should be free from distractions, pets, and young children, and allow for a secure space where firm and client information cannot be accessed by others, and phone calls are private.
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Express expectations related to meetings on Zoom, Teams, and other virtual meeting platforms. Address issues such as requiring the employee to have their camera on or allowing them to keep the camera off, dress code while on virtual meetings, and backgrounds.
The accounting firm of the future is here. With the advice of a risk management advisor, firms can gain an understanding of potential risk and create best practices to support the new workplace of today. n Emily Franchi is the loss prevention specialist for employment practices with CAMICO Mutual Insurance Company. She provides CAMICO policyholders who have Employment Practices Liability coverage with support on a variety of human resources management issues, focusing on employee relations and legislative compliance for the workplace.
Review and update policies that impact a remote work group such as cyber safety, use of firm resources, and care of client files.
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MENTORING
THE WIN-WIN OF MENTORING
ARTICLE PROVIDED BY K2
I
f the company you work for is of medium to large size, your co-workers likely represent at least four generations – maybe five. And how do we go about mentoring an intergenerational workforce? With the great resignation and retirement underway, we must focus on mentoring our workforce.
What Is an Intergenerational Workforce? There are Traditionalists, Baby Boomers, Gen Xers, Millennials, and Gen Zers. And with so many decades of life and experience separating them, opportunity abounds for the more experienced employees to mentor the younger ones. But take that one step further because age is irrelevant when it comes to mentoring. Everyone has the potential to teach others and learn from others. A Gen Zer can clue in a Baby Boomer on how young people prefer to communicate. That knowledge can help in interactions with co-workers and potential clients or
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customers. If you are a Millennial, a Traditionalist can use their years of accumulated wisdom to help you navigate obstacles you’re almost sure to encounter – because they have been there themselves. Unfortunately, mentoring relationships don’t happen as often as they should, even though people say having a mentor is worthwhile. In 2019, Olivet Nazarene University conducted a study on the subject and found that while 76% of people think mentors are important, only 37% currently have one. Yet, entrepreneurs and business leaders of all types benefit from mentors. Plus, when you hire people for your organization, you expect the best results for your clients and your team. So, why not do everything possible to enable success?
Who Benefits From Mentoring? Everone! The beneficiaries of most of that mentoring are younger workers. For example, 57% of junior-level employees say they had a mentor. However, just 35% of mid-level employees reported they had a mentor, as did a mere 8% at the senior level. As a result, those top-level people miss out
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on great opportunities to learn and improve their skills. That’s because to be successful in this era requires generational intelligence. Generational intelligence means being aware of others’ experiences or worldviews, understanding their preferences, and using this information to adapt and better collaborate. Once you’re aware of others’ expectations and preferences, it’s easier to reset your own expectations when necessary. That will make you both a better mentor and a better mentee. Mentoring an intergenerational workforce requires a few simple actions.
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Check your ego at the door. Now is not the time for a “my way or the highway” attitude. Instead, recognize that there is more than your way of achieving goals and that co-workers have valuable ideas, regardless of age and experience. In addition, the mentor and mentee can be flexible in a relationship, with both parties benefiting. So be open and encouraging to others’ ideas.
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Confront and reject your biases. People often have preconceived notions about those other generations, and there’s a good chance you are no exception. Maybe you are young and see older generations as unable or unwilling to adapt to change. How could you learn anything from them? Perhaps you are one of the more senior employees. To you, those from the younger generations may seem lazy or unmotivated. What could they possibly know, say, or do that would have any merit? Accept for a moment that you may be wrong. Those other generations have had different experiences, having come of age at different times under different circumstances, affecting how they do things.
How Can I Get Better at Mentoring? How do you go about doing that? Let me suggest a few ways that will help, whether you are the most senior employee or the youngest: Be a good listener. Listening encompasses many skills, including being a good active listener and being empathetic, which requires good emotional intelligence skills. Listening skills are essential whether you are the mentor or the mentee. •
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Be open to different modes of communication. Different generations often have preferences about how they communicate. Please resist the temptation to dictate to others that they must do things your way. As just one example, older generations – particularly Traditionalists, the youngest born in 1945 – prefer phone calls over text messages. Contrast this with the younger generations, particularly Millennials and Gen Zers, who possess a higher comfort level with texting. For them, a phone call is often the last resort. If you want someone to mentor you, ask. Potential mentors are all around you – and there’s nothing wrong with you making the first move. Perhaps you’ve noticed someone within your organization whom you admire. Maybe it’s the way they handle sales calls or their organizational skills. Let them know you are looking for a mentor and ask whether they can spend time with you. Unfortunately, this direct approach to finding a mentor doesn’t happen often enough. That Olivet Nazarene University study found that just 14% of mentor/mentee relationships came from someone asking a person to mentor them. In 61% of the cases, the relationship developed naturally. In 25%, the person offered to be a mentor.
Summary So, mentoring an intergenerational workforce is straightforward. When you fail to accept that people from every generation have a lot to offer, you are much less likely to mentor or be mentored by them – and the loss will be yours, theirs, and the organization’s. Ideas for this article came from Carrie Root, Ph.D., author of “The Other Soft Skill: How to Solve Workplace Challenges with Generational Intelligence,” the founder and CEO of Alpha UMi (www.5gpowerskills.com). This education consulting firm develops professional-development curricula. Her company has provided workshops at conferences for major corporations and associations. Before founding Alpha UMi, Root had a successful engineering career working for large and small businesses, followed by more than two decades of consulting as a highlevel troubleshooter for the U.S. Navy. If you want to support your team, consider enabling them with Personal Technologies. Other CPE courses on productivity are also available from K2 Enterprises. n
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DIVERSITY, EQUITY AND INCLUSION
5 CRITICAL FIRST STEPS TO LAUNCH YOUR DEI INITIATIVES REPRINTED WITH PERMISSION OF THE INDIANA CPA SOCIETY
W
hile many organizations have prioritized meaningful diversity, equity and inclusion (DEI) work, some still struggle to fully understand what it entails and the full significance of how important it is to business.
Leaders at smaller organizations especially might be more apt to avoid conversations around diversity or feel it’s an issue for larger firms and corporations. If this is you, you’re not alone! But this could be costing you more than you realize.
Effort is still needed to make sure your organization’s culture is inclusive, equitable, safe, attracts and retains talent, and creates opportunity for all. It’s also important for helping to break down greater systemic barriers and biases. Are you ready to take action? Here are five critical first steps to beginning your personal and organizational DEI work.
Why Diversity Matters It’s simple: diversity is good for people and business. A 2015 McKinsey study found that companies who ranked in the top 25% for racial diversity were more likely to have higher financial returns than the median for their industry, while those in the bottom 25% were more likely to fail at achieving above-average earnings. Overall, they report: “More diverse companies, we believe, are better able to win top talent and improve their customer orientation, employee satisfaction, and decision making, and all that leads to a virtuous cycle of increasing returns. This in turn suggests that other kinds of diversity—for example, in age, sexual orientation, and experience (such as a global mind-set and cultural fluency)—are also likely to bring some level of competitive advantage for companies that can attract and retain such diverse talent.” Diverse teams are also a reflection of a shifting culture and
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dynamic within the U.S., especially when it comes to racial and ethnic identity. But while an organization may have a diverse workplace, it doesn’t mean DEI work isn’t important.
Start With Why Why does your organization want to engage in a DEI initiative? If your first instinct is to answer “because I know we should,” it’s time to dig deeper. Yes, DEI work is critical and will likely directly impact the future of your organization. But “should” is never a good foundation on which to build an initiative. Forming a business case for diversity that defines your purpose for engaging in DEI efforts is one of the first steps you should complete as an organization. This involves aligning your overall business goals with your DEI goals, as well as identifying and engaging key stakeholders.
Build Your DEI Vocabulary There are countless terms to understand within your DEI work. The following terms are five of the most basic and important for building your foundation:
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1. Ally. An individual of one identity group who takes action to advocate, support, sponsor, and champion those in another group. Allies should be both proactive and reactive, their actions promoting change to systemic structures while also supporting individuals when targeted.
the leadership team? Where are opportunities for growth?
2. Diversity. A spectrum of differences and similarities within groups of people. These differences and characteristics can be both visible and less visible, including: •
Racial and ethnic identity
•
Gender identity
•
Sexual orientation
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Age and experience level/tenure
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Education level
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Ability
3. Equity. Fair access to opportunities and advancement. This requires both acknowledging barriers to access, including those in your workplace and in the larger society, and working to eliminate those barriers. 4. Inclusiveness. The act of including all individuals and creating a general sense of belonging. Diversity is not complete without inclusiveness. 5. Privilege. When a group of people or an individual within that group receive an advantage simply because of their status. This can be a special right or an immunity, as well as increased access to opportunities. As you build a deeper understanding and vocabulary within the DEI umbrella, remember to make an effort to cover the spectrum of diversity. Learn more terms in the AICPA Diversity and Inclusion Glossary.
Set Goals and Assess Your Progress You can’t determine where you’re going without first understanding where you are currently. Take the time to work through the state of your organization to assess where you are and where there’s room for improvement. •
Examine your data. What is the current diversity breakdown of your organization? What about within
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Look at your recruitment efforts. Where are you recruiting? Are you seeing diverse individuals applying for positions? If so, are they receiving interviews and offers? Are there opportunities to reduce/remove bias in your hiring process?
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Listen to your team. Create opportunities for your employees to provide feedback in a safe environment.
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Take the assessment. The AICPA’s Accounting Inclusion Maturity Model was developed to measure efforts and competencies in four areas: workplace, workforce, marketplace and supplier, and community.
Reviewing and answering these critical questions is just the beginning. Once your assessment phase is complete, prioritize creating clear goals and metrics that are actionable and will address areas of concern you’ve identified. Without these goals you’re unable to develop a path toward and track progress as an organization. It’s also important to remember this phase, as well as many others within DEI work, can be challenging on both a personal and organizational level. At times it might mean acknowledging historical shortcomings, failings, and unconscious biases. This can be uncomfortable but is crucial for growth.
Lead With Communication It’s critical your leadership team is committed to diversity, equity, and inclusion. Without this buy-in, these efforts are doomed to fail. One way to avoid this is through regular communication with team members and stakeholders. When you’re just starting out with DEI work, it’s important to take time to communicate your vision, goals, and business case for diversity. As you move forward, regular communication becomes important for creating a culture of accountability and making sure your words translate into tangible action. Remember, saying you’re invested in DEI and doing DEI work are two different things. Organizations who communicate without follow-up will fall behind colleagues who do meaningful work. n
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ADVOCACY
REFLECTING ON THE 2022 LEGISLATIVE SESSION
BY CRAIG AND RYAN PETERSON
O
n March 4, the 2022 Utah Legislative Session adjourned “sine die,” which means “without any future date being designated.” It is the fancy way for the legislature to end the session at midnight on the 45th day. This session saw a significant return to normal compared to the mostly online session of 2021. Gone were the endless Zoom meetings and no more committee meeting rooms with only 10 chairs available to the public. Legislators were willing to come off the floor into the hallways and have meetings during floor time. It was rare to see anyone wearing masks. Other than a few minor restrictions that will probably be here to stay, things felt back to normal. The session started with a bang as the Legislature passed Senate Joint Resolution 3 on the third day with an immediate effective date. This resolution closed a loophole created last year that allowed the executive of a city or county to issue a mask mandate. Under SJR3, the local health department may issue a mask mandate, but the council is able to overturn it by a majority vote. The resolution also allowed the state Legislature to provide a final check should the council vote differently from what the Legislature would prefer. The debate was heated, and it came down to a 45-29 vote in the House of Representatives in favor. There were a few other COVID19-focused bills during the session, including House Bill 183, which paused the “test to stay” program. Many legislators felt that the program was being abused in order to force more remote learning, instead of keeping kids in the classrooms. This session was significantly quieter on the topic of taxes. The most noteworthy tax bill was Senator Dan McCay’s Senate Bill 59. SB59 lowered the income tax rate from 4.95% to 4.85%. For an average family of four earning $72,000 a year, that will be about $98 back in their pocket. The bill
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also increased the income threshold to qualify for the social security income tax credit. For those married filing jointly, for example, the threshold was increased from $50,000 to $62,000. Republican leaders also included a state earned income tax credit in order to gain some additional support from their Democrat colleagues. Last year, the Legislature raised the personal property tax exemption from $15,000 to $25,000. This provided some relief to some 30,000 additional small businesses. This year, HB199 improved upon this change by shortening the time needed to file a return from five years to one. This should help improve the experience of tax payers and their CPAs by removing the hassle of filing such a long time after they are exempt. Near the end of the session, Rep. Robert Spendlove introduced HB444, an income tax revision bill dealing with the State and Local Tax (SALT) issue. The UACPA was able to participate to a point, but the bill moved forward without much significant discussion. As has been seen in other states that have passed SALT legislation, there are often changes that need to be made in the next few years following the implementation of the new law. We anticipate that being the case here in Utah as well. If any of you would like to participate in a SALT working group during the year, please reach out to Susan Speirs (ss@uacpa.org). Once again, there were a few bills dealing with the changing landscape of professional licensure. Gov. Cox made it clear, immediately after taking office, that he didn’t want Utah to have the hurdles of licensure act as barriers to entry to certain professions. He asked that all license requirements be reviewed to determine whether or not changes were necessary. We will continue to work with your association
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leadership to make sure that the CPA license in Utah continues to be valuable and well respected. As is typical with a legislative session, lawmakers debated a number of often controversial issues. They worked on bills dealing with everything from water and air quality to voting laws and homelessness. They fought over alcohol, law enforcement, and a study on the use of psychedelics as a mental health treatment. There were meetings that were calm and quiet, and others that saw people forcefully removed from the room and arrested. At the end of the 45 days, the Legislature had passed hundreds of bills, balanced a record $25 billion budget, and dedicated $1 billon directly to transportation.
As we have said many times before, it is an honor for us to represent the CPA profession on Utah’s Capitol Hill. We look forward to continuing to work with the UACPA to protect the interests of the profession into the future. n Craig Peterson, senior partner of Peterson Consulting Group, has been involved in legislative processes for almost 40 years as a State Representative, State Senator, and Republican Senate Majority Leader. During the past 20 years, he has been a lobbyist, successfully representing a broad spectrum of clients. Ryan Peterson is the managing partner of Peterson Consulting Group. He has been a contract lobbyist in the state of Utah for 12 years. He received a degree in economics from the University of Utah with a focus on statistics and econometrics. He is an avid golfer and resides in Salt Lake City.
Utah continues to be a bright spot in the country with an incredibly strong economy. For the first time in Utah’s recorded history, the state’s population growth has been more from in-migration than from in-state births. Utah leaders have a responsibility to prepare for the unprecedented growth that will surely continue to occur.
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2022 AWARDS
STUDENT AWARDS
Each year, the UACPA honors a fifth-year accounting student from each of Utah’s universities for his or her accomplishments in the accounting field. Criteria to be honored include GPA, extracurricular and professional activities and experience, professional image and perceived commitment and dedication. The following individuals are receiving the UACPA’s recognition at their ceremonies this spring. Their nominating professors have provided commentary for each award winner.
DIXIE STATE UNIVERSITY Koden Hunt Koden is a wonderful accounting student! He is currently enrolled in our MAcc and is already working for Hinton Burdick CPA & Advisors doing both tax and audit. Koden has a goal of becoming a CPA and has already passed two sections of the CPA Exam (FAR and BEC) and will be taking REG and AUD within the next few months. Koden will be one that will serve the accounting profession very well. We are proud to call him a DSU accounting grad!
UTAH VALLEY UNIVERSITY Tayler Anderson Tayler is not only an exceptional student academically, but she also exceeds expectations in other areas. She is currently in her second internship at Eide Bailly. She was previously a UACPA Campus Ambassador at UVU. Tayler is a very high-performing individual and she is a joy to associate with. She’s well-thought-of by her peers and faculty. Her dynamic, pleasant personality is widely enjoyed and admired. That, along with her strong work ethic and academic performance, puts her at the top of her class.
UNIVERSITY OF UTAH Naghmeh Forough Naghmeh is a member of the UACPA. She has been an outstanding student during her time in the MAcc. She began the program in the fall of 2020 as an Audit & Accounting Information Systems track, and she has maintained a cumulative GPA of a 3.888.
WESTMINSTER COLLEGE Victoria Knight Victoria is a hard working student and extremely bright. She is admired by her professors and her colleagues. Victoria is a diligent professional and has a high level of integrity. We have enjoyed working with her at both the undergraduate and graduate level as well as professionally while she spent several years working in our own accounting office at Westminster College. More recently, she has moved into the private sector as a senior accountant for a financial services firm.
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BRIGHAM YOUNG UNIVERSITY Elise Chase Elise has a perfect 4.0 GPA. In addition to her success in academic studies, Elise volunteers for BYU’s VITA program and works 15–20 hours per week as an accounting clerk in BYU’s Grants and Contracts Accounting Office. She is also active in her church congregation and participates in intramural sports. She was recognized as a leader in her student groups. Former group members noted, “Elise really was the shining star. She made sure we were always on top of everything!” and “Elise Chase is a fantastic group member. Great organizational skills which greatly benefited our group. Wonderful individual and teammate.”
UTAH STATE UNIVERSITY Alex Acevedo Alex Acevedo is a student worthy of recognition. Alex has the rare combination of innate intellectual ability and tireless work ethic. He’s managed to work close to 30 hours per week and maintain his excellent performance in the classroom. He works well with others and is highly respected among his classmates and by the faculty. During his time at USU, he has been involved in the IMA and FPA student clubs. Perhaps what is most impressive about Alex, is his level of humility and how understated he is given his many successes and accomplishments.
WEBER STATE UNIVERSITY Jared Parkinson From the time Jared started inquiring about our MAcc program through his recent submission of his application to graduate, he has been an excellent, forthright communicator and has always dealt with our department in an exceptionally professional manner. He has excelled through his MAcc program, earning a 4.0 to date. Jared has been active in Beta Alpha Psi, VITA, and in a professional program at UT-Dallas where students and accounting firms networked. In addition, he has also volunteered at two different food pantry operations in TX and UT. Jared has excelled through his programs, given of himself to others and is exactly the type of person we want representing WSU, UACPA, and the CPA profession.
SOUTHERN UTAH UNIVERSITY Clayton Gillins Clayton has served as a council member in the SUU Professional Accountancy Club and as Vice President of Beta Gamma Sigma. He received the Most Outstanding Junior in Accounting award. He graduated with a 4.0 GPA with an undergraduate degree in accounting and was the School of Business valedictorian. He served as the SUU Ambassador for the UACPA and as the Campus Ambassador for Becker Professional Education. He has started a full-time position with Deloitte & Touche, LLP as an auditor based out of the Salt Lake City office. Clayton is currently working on obtaining his CPA licensure. He has passed three out of the four exams, with plans to pass the final exam in the coming months. Outside of school and work, he enjoys spending time with his family.
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MEMBERSHIP
NEW MEMBERS
Congratulations to the following individuals who were approved for membership in the UACPA as of Feb. 28, 2022. Lucas Barrack Scott Barrett Ben Bastian HintonBurdick CPAs & Advisors
Kristine Halterman Aida Zimmerman Sorensen, Vance & Company, P.C.
William Repplinger Christopher Harding Salt Lake County Auditor’s Office
Hunter Bigelow Lauren Buck Esther Chun Tait Miller CBIZ MHM, LLC
Corey Erickson Kyle Hastings Michael Humphries Jacob Kelly Church of Jesus Christ of Latter-day Saints
Daniel Correa von Wallwitz Spencer Curtin Daniel Davis Rachelle Dillingham Layton & Associates LLC Katie Giddens Child Richards CPAs & Advisors
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Caleb Tindall Utah Office of the State Auditor
Joel Jensen Tax Sentry Paul Kingston Kingston & Associates Stephen Lake Peter Owen Shawna Rasmussen Summit Financial Inc.
Spencer Thurgood Thorne & Associates CPA PLLC Qiusi Wang Robert Wheat Moss Adams LLP Roger Widdison Allyson Rawson Taylor Dillon Tanner LLC Ashley Allred Kara Arnold Travis Arnold Ali Averett Tyler Blackham Kody Baxter Stacey Bolkcom Angela Brady Squire & Company, PC
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SPRING 2022
Garrett Dyches Katelyn Hannifin Drew Hansen Kaylee Hardesty Breianne Woodbury Chelsea Smith McCade Larsen Nicole Lee Ryan Lee Benito Mejia Joe Spillner Angel Paredes Kristlyn Peterson Krista Rakozy Allison Steed Preston Stratford Nicholas Broadhead Patricia Tyler Troy Varner Robert Wager Brady Wilson Savannah Whetman Squire & Company, PC
MEMBERSHIP
STUDENT AFFILIATES
Congratulations to the following individuals who were approved for membership in the UACPA as of Feb. 28, 2022. Brigham Young University
Utah Valley University
Western Governors
Utah State University
Donovon Spencer Mark Albrechtsen Tsz Pui Wong Leonil Mark Mosquera Connor Taylor Ryan Morley Katie Adams Lauryn Kelepolo Megan Cardon Jaxon Burke Abby Dryer
Skyler Petersen Madison Bingham Connor Mickle Alex Rowley Samantha Rosbach Kylee Gill Brad DuVal Joseph Draper Ricardo Rubio Gordon Gygi Miley Wilson Jeremy Blackett Rebecca Larsson Preston Maxfield Danielle Gutierrez Zac Hales Samuel Jensen Hailey Little Courtney Blankinship Alex Scharman Rayma Sanft Landen Black Jacob Madrigal Donavyn Dennis
Kainoa Fernandez Ella Cobb Erica Sandwall Hannah Luce Rebecca Green Kassandra Alicea Rivera Bianca Scott Melissa Colley Ashley Cookson Mark Olsen Jordan Santos Amber Gordon Katherine Purcell Daniela Baro Hernandes Steven Mansfield Molly Wildman Mary Pratt Hannah Brobjorg Bara Williams Adonaca Moore Oksana Homutinnikova Donovan Raymond Jacob Thacker Bianca Mulhern Jiamin Chen Zachary Cook Joshua Doub Sara Emig Princeton Oben Shavon Pennie Tuyet Sykes Tim Fatout Thomas Matos Lauren Hand
Preston Warby
Dixie State University Demmy Polad Nicholas Hartwell Hailey Zufelt Noah Hart Kesley Turek Quade Jones Ashley Jones Sydney Bauer Mont Fitzgerald Lapaloma Pese Clay Whitman Lauren Buxton Bryn Jones Ayana Brown David Santoscoy Joseph Aguimbag Kabe Jones Tyler Beatty Dylan Davis Devin Roundy Kaden Evans Margaret West Jewel Cummings
Southern Utah University Adam Freitas Carver Black David Bennett University of Utah Aaron Ibarra Salgado Adrian Rodriguez Morgan Fritz
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SPRING 2022
Weber State University Emily Fowles Dolly Gorham Gregory Romney Logan Esplin David Waite Ashley Stephens Matthew Cooley Ryan Cooley Chad Mangum McKenna Ball Andrea Castaneda Haley Hill Sheyla Bano
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MEMBERSHIP
LIFETIME MEMBERS
Congratulations to the following 40-year members who joined the UACPA in 1982. Brad Anderson, CPA
Hans A. Hafen, CPA
Grant A. Moulton, CPA
G. John Runia, CPA
Ray O. Aune, CPA
Daniel R. Hancock, CPA
Clay Newton, CPA
Craig D. Shields, CPA
Robin W. Bastar, CPA
Ross D. Hendricks, CPA
Cynthia C. Ong, CPA
Steven R. Smith, CPA
Scott H. Beech, CPA
Glen G. Jenkins, CPA
David R. Peterson, CPA
Michael Steele, CPA
Neal Berube, CPA
Ronald B. King, CPA
Jack W. Peterson, CPA
Henry Van Tienderen, CPA
Mona M. Carlson, CPA, CFE
Richard Lake, CPA
Stephen R. Peterson, CPA
Bart T. Weed, CPA
Kent G. Cook, CPA
Ronald K. Lisonbee, CPA
Scott W. Pickett, CPA
Delon W. Williams, CPA,
Boyce W. Coombs, CPA
Lyndon B. Loosle, CPA
Roger K. Powell, CPA
James M. Wilson, CPA
Edwin L. Erickson, CPA
Roger D. Low, CPA
Tim C. Rees, CPA
Stephen D. Young, CPA
Jeffrey R. Fausett, CPA, CPB
John A. Morris, CPA
Kenneth B. Riter, CPA
PHOTOS
AICPA + UACPA MEETING
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SPRING 2022
MEMBERSHIP
MEMBERS IN THE NEWS
Do you or your firm have news to share? Send the details to Amy Spencer, as@uacpa.org. Tanner LLC has appointed Jodie Hewitson as tax practice head of the firm. She will provide leadership and direction to Tanner’s growing tax services and oversee 50 tax professionals. Jodie joined Tanner in 2007 after 10 years with Deloitte & Touche. She has been a tax partner since 2011. She graduated Cum Laude with a Bachelor of Arts in Accounting and Master of Professional Accountancy with an emphasis in Tax from the University of Utah. Squire & Co. announced four new partners: Marc Andrus, Kyle Greene, Joe Spillner and Garth Simpson. Marc has been named an advisory partner and serves as one of Squire’s outsourced CFO/controllers. He joined Squire in October 2013 and graduated from Brigham Young University. Kyle joined Squire in 2010 as a member of the assurance services team. He oversees audits of local governments, not-for profit entities and for-profit entities. He earned a Master of Accountancy from Brigham Young University. Joe has been named a tax partner. He joined Squire’s tax department in October 2015 after his time as a tax professional in Silicon Valley. He earned a Bachelor of Science and Master of Accountancy from Brigham Young University. Garth has also been named a tax partner and has been with Squire for 14 years. He graduated from Brigham Young University with a BS and Master of Accountancy.
Kevin Yeanapolis received a life membership from the Arizona Society of CPAs to recognize his contributions to both the ASCPA and the profession. During his time with the ASCPA, he served on the board, on the Business Valuation Committee and chaired the Business Valuation/ Forensic Litigation Services Conference Committee. Kevin is one of 63 individuals who have received the award in the ASCPA’s 89-year history. Loisanne Kattleman was among 12 faculty members who received the 2022 Weber State University Presidential Teaching Excellence Award. Loisanne was nominated by students and staff based on teaching impact. Each award recipient received a $5,000 award to enhance their teaching through professional development, curriculum development, research or acquiring equipment and technology. Troy K. Lewis, CPA, an associate teaching professor at Brigham Young Universities School of Accountancy and former UACPA president, has received the Arthur J. Dixon Memorial Award. The Arthur J. Dixon Memorial Award, given by the AICPA Tax Division, is the highest award given by the accounting profession in the area of taxes. Troy has served as the former chair of the Tax Executive Committee of the AICPA and has testified before the United States Senate Finance Committee and the United States House Committee on Small Business. The Arthur J. Dixon Memorial Award was established in 1981 to honor Dixon’s legacy of outstanding service to the tax profession. Each year, the AICPA Tax Executive Committee nominates individuals before selecting one exceptional CPA to honor with the award. Troy graduated in 1995 after earning a BS in accounting and a MAcc with an emphasis in taxation.
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BOARD QUESTION
WHAT TIPS DO YOU HAVE TO MANAGE STRESS DURING BUSY TIMES? Dustin Wood, CPA
Ray Langhaim, CPA
“You have to find ways to maintain some semblance of balance. That may be family time, attending or watching sporting events, a hobby, or whatever it may look like, but balance is key. It is also important to delegate and rely on others.”
“What helps me is working out every day. Orange has become my favorite color as I go to Orange Theory Fitness and try to compete with the younger people. I have made some good friends. My wife goes with me, I count that as couples time!”
Eric Greene, CPA
Jason Tomlinson, CPA
“Though sometimes I am still working on this one, I try to not forget the basics — get a full night of rest, take care of eating right and regularly, and to make sure to do something outside of work every day for myself and with my family.”
“I love the idea of baby steps from the movie ‘What About Bob?’ The big picture can be overwhelming, so break it down and focus on one task at a time. Baby steps to finish a report, baby steps to answer an email, baby steps until lunch.”
Chris Skousen, CPA
Paul Skeen, CPA
“When the week or day is long and the stress is high, I look for opportunities to take mini-breaks. Every hour, I find time to get up and walk or stretch for a few minutes. In these brief moments I find that I can refocus and get reenergized.”
“Two things: First, laugh. You have to enjoy the journey even if it is filled with chaos. Second, work hard and play hard. Getting outside and getting the blood pumping, even if for only a few minutes, is good for the soul.”
Tad Tuttle, CPA
Stacy Weight, CPA
“I have created a sustainable schedule by sticking to spiritual goals daily, exercise at least 4-5 times a week, get sufficient sleep (at least 6 hours per night), date night with my wife and kids weekly, eating balanced meals and eliminating soda and junk, and setting limits on weekly work hours.”
“During long workdays/weeks, I make it a priority to take care of myself. Sometimes that is as simple as going for a short walk or running to get my favorite treat. They don’t take long — but are very helpful in reducing my stress.”
Mark Anderson, CPA
Annette Anderson, CPA
“Usually, exercise is my stress relief. I have been training for a marathon with most of my running as a break from work. When I am working remotely from Florida, I can take breaks and play with my grandchildren. I also surround my office with pictures of things I enjoy which seems to take the edge off.”
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“First, be prepared to have stress. Nothing will completely take the stress away but be wise and prepare where you can. Some of the things I do is food prep and shift as many personal activities as possible to non-busy time.”
SPRING 2022
STAFF CHAT
WHAT TIPS DO YOU HAVE TO MANAGE STRESS DURING BUSY TIMES?
BOARD BRIEF
A LOOK AT THE LATEST ACTIVITIES WITH THE UACPA BOARD •
“Fresh air, exercise and melting into the couch to veg out help balance the dayto-day. When overwhelmed, I like to think about the light at the end of the tunnel. Taking a minute to plan a trip or concert is the dangling carrot I need.”
Nominations were voted and approved to submit names to the state board of accountancy to replace Carey Woolsey, who will be rolling off. Many thanks to Carey!
•
The budget for the year ended March 31, 2023, was ratified from a vote taken from the Executive Committee.
April Deneault
•
Pipeline issues were discussed as to opportunities that the UACPA can participate as we continue to work with our universities and high schools and members. Next up will be working with our junior high schools and members.
Amy Spencer
“I manage stress by exercising regularly, taking my dogs for walks, getting up from my desk at least once an hour and walking around and I try to get at least 6 hours of sleep a night.”
Tom Horn, CPA “It’s easy for me being retired. I’ll go for a hike, bike ride or ski depending on the weather. When I had my practice, I would take a break and walk around the neighborhood.”
UACPA AUG.11 Golf Tournament
Susan Speirs, CPA
Cedar Hills Golf Club
“Managing stress is always a work in process. At the end of each day, I try to focus on what I accomplished rather than what was not, maintain contact with family and read something unrelated to work or our profession.”
DETAILS COMING SOON THE JOURNAL ENTRY |
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GET INVOLVED
As a UACPA member, you can have the opportunity to give back and influence the profession through volunteer positions. Your contributions will help maximize the power and performance of CPAs in Utah. Committees typically meet three to four times per year. Find a committee to serve on for the 2022 – 2023 year by visiting uacpa.org/committees. Once you have viewed the committee page, select “Join the Committee.”
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MEET A MEMBER
ANNETTE ANDERSON, CPA What would surprise people to know about you? I love road biking. This form of exercise became my favorite after I was 60% paralyzed on my left side; surgery restored full use, but with limited exercise restriction. My largest bike ride was in 2015: 265 miles over three days (would have been two days if the storm had stayed away). In 2021, I did a 140-mile bike ride, which was amazing as I was
A
still trying to rebound from crazy post Covid symptoms. I also love
career were delayed as I raised four children, one being blind. My
What is your favorite book? If asked what my favorite book is,
strong desire to obtain an education/career and the support of my
I could list several different books of various genres, but I can
husband has blessed those children; one is doing a PhD in computer
honestly say that I have read scriptures every day since I was 17
language, two are currently enrolled in computer science and
years old. (Some people (referring to myself) need more help than
computer engineering courses, and one is a CPA.” She adds that her
others.)
nnette Anderson is one of the newest board members of the UACPA. She is serving as a member-at-large for the next two
years. Annette became a CPA later in life: “My college education and
children never complained about doing homework as they witnessed their mother doing it, too. “Our home conversation is interesting as
spending time in my favorite little town called Alton, Utah. A town of 120 people nestled in the southwest corner of Bryce Canyon.
What are some of your goals both personally and professionally?
we have three CPAs and four computer geeks.”
I always have huge goals and ambitions for both home and work.
What led you to become a CPA? I wanted to be a CPA since I was
to achieve the larger target. My husband asks if I can ever just do
17, which was driven by the two years of high school accounting
something without a purpose, and I am not sure I can. So, it is a
classes, a paid part time bookkeeping community education job,
good thing he loves biking as much as I do. And I know my family
and a lot of time spent in the career office researching jobs and
loves my cooking!
interviewing different professionals.
I continuously plan, evaluate, and adjust my short-term activities
What advice do you live by? Personally, and professionally, I have
How have you been involved in the UACPA? In college I took
always been driven to work hard and be true to myself by doing my
the opportunity to attend the UACPA professional meetings and
best. I have always been driven with the belief that there is nothing I
volunteered to help the UACPA campus ambassador in various ways
can’t do if I set my mind to it.
bringing UACPA value to college students. When the ambassador
n
graduated, I stepped into that position. For a few years after graduation, I was a mentor for multiple college ambassadors. I still continue to attend UACPA meetings.
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27
UACPA Virtual Courses CPECourseSchedule
Register online at uacpa.org, or call the UACPA office at 801-466-8022. DATE
CPE
COURSE TITLE
INSTRUCTOR
VENDOR
NONMEMBER MEMBER FEE* FEE
september 9/19/22
8
CFO Series Preparing for Change
Don Minges
The Knowledge Institute
$309
$259
9/20/22
8
FASB Update for Small and Medium-sized Business: A Practical Implementation Guide
Curtis Quickel
Surgent
$309
$259
9/22/22
8
Advanced Income Tax Accounting
Robert Bedwell
AICPA
$209
$229
9/23/22 9/27/22
8
Advanced Taxation LLCs & Partnerships
William Harden
AICPA
$209
$229
4
Reviewing Individual Tax Returns: What Are You Missing?
Donald Cooley
AICPA
$183
$133
9/27/22
4
Reviewing Partnership Tax Returns: What Are You MIssing?
Donald Cooley
AICPA
$183
$133
10/17/22
2
Working Paper Documentation
Charles Borek
AICPA
$94
$79
10/17/22
8
CFO Series 360 Degree Budgeting
Bob Mims
The Knowledge Institute
$309
$259
10/18/22
4
Project Management: Tips, Tricks, and Traps
Arthur Pulis
Surgent
$189
$164
10/18/22
4
Project Management for Small and Medium-Sized Enterprises
Arthur Pulis
Surgent
$189
$164
10/19/22
4
Performing an Effective Audit Risk Assessment
Michael J Morgan
Surgent
$189
$164
10/20/22
8
Annual Tax Update: Corporations and Pass-Through Entities
Bruce Nelson
AICPA
$309
$229
10/21/22
8
Form 990: Best Practices for Accurate Preparation
Thomas Sheets
AICPA
$309
$229
10/25/22
4
Section 199A: Applications and Challenges
Michael E Reilly
Surgent
$189
$164
10/26/22
8
Creative Strategies for Buying, Selling, or Gifting a Busines
Arthur Werner
Werner-Rocca Seminars, Ltd.
$309
$229
October
10/27/22
8
International Taxation
Adnan Islam
AICPA
$309
$229
10/28/22
4
Social Security and Medicare: Maximizing Retirement Benefits
William Taylor
AICPA
$183
$133
10/31/22
8
Surgent’s Handbook for Mastering Basis, Distributions, and Loss Limitation Issues for S Corporations, LLCs and Partnerships
John Sherrick
Surgent
$309
$259
11/1/22
4
The Most Critical Challenges in Governmental Accounting Today
Michael Morgan
Surgent
$189
$164
11/1/22
4
The Most Critical Challenges in Not-for-Profit Accounting Today
Michael Morgan
Surgent
$189
$164
11/2/22
8
CFO Series Fine Tune Your Finances
Don Minges
The Knowledge Institute
$309
$259
11/3/22
8
Accounting and Auditing Update for Small Businesses
Kurt Oestricher
AICPA
$309
$259
11/7/22
2
Performing Preparation, Compilation, and Review Engagements
Joann Cross
AICPA
$94
$79
11/7/22
2
Revenue Recognition: Determining and Allocating the Transaction Price
Joann Cross
AICPA
$94
$79
11/7/22
8
Integrated Estate, Financial, and ASset Protection Planning - A Breathrough Approach
Arthur Werner
Werner-Rocca Seminars, Ltd.
$309
$259
11/8/22
8
K2’s Excel Best Practices
TBD
K2 Enterprises
$309
$259
november
28
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DATE
CPE
COURSE TITLE
INSTRUCTOR
VENDOR
NONMEMBER MEMBER FEE* FEE
november 11/8/22
8
The Best Estate and Financial Planning Topics of 2022
Arthur Werner
Werner-Rocca Seminars, Ltd.
$309
$259
11/9/22
4
Employer’s Handbook: Health Care, Retirement, and Fringe Benefit Tax Issues
Jason W. Carney
Surgent
$189
$164
11/14/22
8
U.S. GAAP: Review of New Guidance and Hot Topics
Taylor Summer
AICPA
$183
$128
11/14/22
8
K2’s 2022 Technology Seminar
11/16/22
4
Guide to Payroll Taxes and 1099 Issues
Deborah A. Phillips
K2 Enterprises
$309
$259
Surgent
$189
$164
11/16/22
4
IRS Tax Examinations and Hot Issues
Deborah A. Phillips
Surgent
$189
$164
11/21/22
8
CFO Series Creating Competitive Advantage
John Daly
Executive Education Inc.
$309
$259
11/28/22
16
S Corporations: Hot Issues of 2022 Webcast
Robert Jamison
Robert W. Jamison CPA
$500
$450
11/30/22
4
Common Deficiencies in SSARS Engagement
Melisa Galasso
Galasso Learning Solutions
$183
$158
12/1/22
8
Annual Update for Controllers
James Lindell
AICPA
$183
$ 128
12/2/22
4
IRS Disputes
Arthur Auerbach
AICPA
$183
$133
12/2/22
8
S Corporations: Advanced Workshop
Robert Jamison
Robert W. Jamison CPA
$309
$259
12/6/22
4
Choice and Formation of Entity
Brian Greentein
AICPA
$183
$133
12/6/22
8
CFO Series: Financial Communications
Brian Maturi
The Knowledge Institute
$309
$259
12/6/22
4
Accounting & Auditing Update for Small Businesses
Melisa Galasso
Galasso Learning Solutions
$183
$158
12/7/22
2
Government GAAP Update
Melissa Galasso
Galasso Learning Solutions
$94
$79
12/7/22
8
Preparing Individual Tax Returns for New Staff and Paraprofessionals
Don P. Cochran
Surgent
$309
$259
12/8/22
8
Multistate Tax Update
Don P. Cochran
Surgent
$309
$259
December
12/9/22
4
K2’s An Accountant’s Guide to Blockchain and Cryptocurrency
TBD
K2 Enterprises
$183
$158
12/9/22
4
K2’s 2022’s Biggest Security and Privacy Concerns
TBD
K2 Enterprises
$183
$158
12/13/22
8
Hottest Tax Topics for 2022
Nicole Derosa
AICPA
$309
$229
12/14/22
8
Compilations, Reviews, and Preparations: Engagement Performance and Annual Update
Joann Cross
Joann Cross
$309
$259
12/15/22
8
Revenue Recognition: Mastering the New FASB Requirements
Joann Cross
Joann Cross
$309
$259
12/16/22
8
Leases: Mastering the New FASB Requirements
Joann Cross
Joann Cross
$309
$259
12/27/22
8
Making the Best of Bad Situations
Arthur Werner
Werner-Rocca Seminars, Ltd.
$309
$259
*Early-bird pricing available for classes when registering at least two weeks in advance. (Excludes 4-hour courses and core training courses). AICPA members receive an additional $30 off the price of each 8-hour course (excluding 4-hour courses and core training courses) where the AICPA is listed as the vendor. Use promo code AICPA8 for 8-hour courses.
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UACPA MISSION MISSION
CONGRATULATIONS
100% FIRMS Congratulations to the firms and businesses currently participating
The UACPA leadership supports and challenges members through advocacy, professional education, leadership development, networking, and community service to help them succeed in a
in the UACPA’s 100% membership program. This demonstrates their commitment to the profession, to the association’s high ethical standards and lifelong learning.
competitive and changing world.
PUBLIC PRACTICE • BKD • CBIZ • Cook Martin Poulson • Davis & Bott • Eide Bailly • Haynie & Company • HBME • HintonBurdick • Jones Simkins • PricewaterhouseCoopers • Savage Esplin & Radmall • Squire • Tanner LLC • WSRP
VISION
At the UACPA, our vision is to be a world-class professional association essential to our members. We unite a vibrant community of CPAs to enhance the success of our members and champion the values of the profession; integrity, competency, and objectivity.
VALUES Advocacy The UACPA represents the profession at the legislature and other
INDUSTRY • LDS Church Auditing Department
regulatory bodies and promotes the value of the CPA to employers, the business community, and the public at large.
Firms with 10 or more full-time CPAs are eligible to be a part of the 100% membership program. Call our membership team to sign up, 801.466.8022.
Leadership & Service The UACPA provides leadership and service within the profession, within the UACPA, and within the community.
Professional Development The UACPA supports and encourages continuing education and leadership development.
CLASSIFIEDS Utah Practice For Sale: New listings coming soon. For more information, please call 1-800-397-0249 or visit www.AccountingPracticeSales.com to
Professional Community The UACPA reinforces peer accountability to encourage members to maintain integrity and high ethical standards. It provides member-to-
see listing details and register for free email updates to be notified first of new/upcoming listings.
member networking opportunities and networking opportunities
THINKING OF SELLING YOUR PRACTICE? Accounting Practice Sales is
with other professions. It values belonging to a distinguished
the leading marketer of accounting and tax practices in North America. We
organization and believes that we serve as the primary resource and
have a large pool of buyers, both individuals and firms, looking for practices
point of contact for Utah CPAs.
now. We also have the experience to help you find the right fit for your firm, negotiate the best price and terms and get the deal done. For more
Diverse Population Outreach
information, please visit our website at www.accountingpracticesales.com.
The UACPA believes in reaching out to under-represented populations, those returning to the profession or choosing it as a second career, and other professions.
Interested in Buying a Practice? See local and nationwide listings at www.AccountingPracticeSales.com and register for free email updates.
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31
Nonprofit Org. U.S. Postage
PAID
Salt Lake City, UT Permit No. 1996 UTAH ASSOCIATION OF CPAS 15 W. SOUTH TEMPLE, STE 1625 SALT LAKE CITY, UT 84101
STATE & LOCAL
Fri May GOVERNMENT CONFERENCE 06 conference agenda
LITTLE AMERICA HOTEL | 8 am - 4:15 pm
32
8:05 – 9:05 Developing Ethical Skills (1 hour Ethics CPE) Aaron Miller Brigham Young University
BREAKOUT SESSIONS 1:00 – 2:00 Single Audit - Recent Lessons Learned Hollie Andrus, CPA Utah Office of the State Auditor
9:05 – 9:20
Internal Controls and Fraud Prevention Van Christensen, CPA Utah Department of Workforce Services
Networking Break
9:20 – 10:35 Leases Lealan Miller, CPA Eide Bailly 10:35 – 10:50
Refreshment & Networking Break
10:50 – 11:50 GASB Update Lealan Miller, CPA Eide Bailly LUNCH 11:50 – 12:55 12:30 – 12:55 Legislative Update Craig & Ryan Peterson UACPA Lobbyists
8 hours of CPE $247 for members THE JOURNAL ENTRY |
New SAS’s Andrew Driggs, CPA Utah Office of the State Auditor 2:00 – 2:10 Refreshment & Networking Break 2:10 – 3:10
Utah Laws & Rules (1 hour of Utah Laws & Rules CPE) Susan Speirs, CPA, CGMA Utah Association of CPAs
3:10 – 3:15
Networking Break
3:15 – 4:15 Economic Update Robert Spendlove Zions Bank
uacpa.org/stateandlocal SPRING 2022
