Supporting a Friend or Family Member with a Mental Illness

It can be scary when someone you love is sick. It can be especially scary if they’re diagnosed with a mental illness. It’s hard to see someone you love in pain and it’s confusing when someone you know well is not acting like themselves.

You know how you would take care of them if they had a cold or flu, but what do you do for a mental illness? Like any other health problem, someone with a mental illness needs extra love and support. You may not be able to see the illness, but it doesn’t mean that you’re powerless to help.

How can I help?

Research confirms that support from family and friends is a key part of helping someone who is going through a mental illness. This support provides a network of practical and emotional help.

These networks can be made up of parents, children, siblings, spouses or partners, extended families, close friends and others who care about us like neighbours, coworkers, coaches and teachers. Some people have larger networks than others, but most of us have at least a few people who are there for us when we need them.

There are a number of major ways that family and friends can help in someone’s journey of recovery from a mental illness:

Knowing when something is wrong—or right: Getting help early is an important part of treating mental illness. Family and friends are often the first ones to notice that something is wrong. See “How do I know when to help?” on the next page for signs to watch for. Finding a treatment that works is often a process of trial and error, so family members may also be the first to see signs of improvement.

How do I do this?

  • TIP: Learn more about the signs and symptoms of different mental illnesses. Also learn more about how treatments work so that you know what side effects you may see, when to look for improvements and which ones to look for first. A recent review found that when the family is educated about the illness, the rates of relapse in their loved ones were reduced by half in the first year.

Seeking help: Families and friends can be important advocates to help loved ones get through those hard, early stages of having a mental illness. They can help their loved one find out what treatment is best for them. They can also be key in letting professionals know what’s going on, filling in parts of the picture that the person who’s ill may not be well enough to describe on their own.

How do I do this?

  • TIP: Offer to make those first appointments with a family doctor to find out what’s wrong or accompany your loved one to the doctor—these steps can be hard if your loved one doesn’t have much energy or experiences problems with concentration. If you do accompany the person, work with them to write down any notes or questions either of you have in advance so that you cover all the major points. If your loved one wants to do it on their own, show them your support and ask them if there’s anything you could do to help.
  • TIP: You can’t always prevent a mental health crisis from happening. If your loved one needs to go to hospital, try and encourage them to go on their own. If you’re concerned that your loved one is at risk of harm, they may receive treatment under BC’s Mental Health Act. It may be necessary in certain cases, but involuntary treatment can be complicated and traumatic for everyone. To learn more about the Mental Health Act, see the “Coping with Mental Health Crises and Emergencies” info sheet.

Helping with medications, appointments and treatments: If you spend a lot of time around your loved ones, you can help them remember to take their medications. You may also be able to help tell a doctor why medications aren’t being taken as they should be. Similarly, you may be involved in reminding your loved one to do their counselling homework or use their light therapy treatment each morning, or reminding your loved one to make or keep appointments for treatment.

How do I do this?

  • TIP: If you notice that your loved one is having trouble taking their medication, you can encourage them to talk to their doctor or pharmacist. They can suggest ways to make pill taking easier. If there are other problems with taking medicine, such as side effects, encourage your loved one to write down their concerns and questions and talk to their doctor. If they don’t have a good relationship with their doctor, help them find a new one. If cost is a barrier, learn about BC’s no-charge psychiatric medication coverage called Plan G.

Supporting a healthy lifestyle: Families can also help with day-to-day factors such as finances, problem solving, housing, nutrition, recreation and exercise, and proper sleeping habits.

How do I do this?

  • TIP: See our Wellness Modules at http://www.heretohelp.bc.ca for practical tips on how to have a healthy lifestyle for both you and your loved one. Case managers and peer support workers at mental health centres in your community may be able to help with life skills training as well as connections to income and housing.

Providing emotional support: You can play an important role in helping someone who’s not feeling well feel less alone and ashamed. They are not to blame for their illness, but they may feel that they are, or may be getting that message from others. You can help encourage hope.

How do I do this?

  • TIP: Try to be as supportive, understanding and patient as possible. See our “Where do I go from here?” section for resources on how to be a good communicator.
  • TIP: Taking care of an ill family member or friend can be stressful. Remember that you need emotional support, too. Consider joining a support group for family members of people with mental illness. There, you can connect with other people going through the same things and they can help you work through your own emotions. It’s very important to make sure you are taking care of your own mental health as well….To be continued

By: Here To Help

Source: Supporting a Friend or Family Member with a Mental Illness | Here to Help

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You’ll Be Shocked To Learn What Happens After A Recession Ends

The United States may be better off than you think. Currently, the big concern and preoccupation for people is whether or not the U.S. will be heading into a recession. It’s the big boogeyman hiding in the closet that people are all supposed to be afraid of.

Of course, it’s not pleasant when the economy contracts and people lose their jobs, savings and investments. However, you can’t simply look at the job market, economy and financial markets in a snapshot picture. There are ebbs and flows over time. Short term, the situation may look bleak. Looking over the horizon, everything could turn around, as history has proven.

Recessions Create Opportunities

Many well-known, fabulously successful companies were started during recessions and economic downturns. Recessions, stock market plunges and periods of high unemployment occur relatively regularly. It’s baked into the system. The U.S. economy swings like a pendulum in boom and bust cycles. For context, if you are a Baby Boomer, you have lived through nearly a dozen recessions.

Now-Famous Companies That Started Out In A Recession

  • Hewlett-Packard (1937-1938 Recession)
  • Hyatt Hotels (1957-1958 Recession)
  • Microsoft (1973-1975 Recession)
  • Electronic Arts (1981-1982 Recession)
  • Mailchimp (2001 & 2009 Recession)
  • Uber (2007-2009 Recession)
  • Airbnb (2007-2009 Recession)
  • Slack (2007-2009 Recession)
  • Warby Parker (2007-2009 Recession)
  • Venmo (2007-2009 Recession)

Why Are Businesses Started During Downturns?

During a downturn, people lose their jobs. With a lack of available options, a laid-off worker who harbored dreams of being an entrepreneur now doesn’t have any excuses to wait any longer. There is a feeling of, “It’s so bad that it can’t get any worse, so I might as well take the shot.”

As other people are downsized, you may be able to recruit talent for your emerging enterprise. When the economy craters, it creates new opportunities for budding business owners to solve new problems.

Stock Market Crashes And How Long It Takes To Recover

In 1929, the stock market crashed and the U.S. entered into the Great Depression. Without the public assistance Americans have access to now, families were left helpless. Wall Street professionals who lost their life savings had to panhandle for food. The stock market kept falling for a few more years and hit rock bottom in 1932. The market tumbled more than 80% lower than its all-time highs. It took over 20 years to recover.

In 1987, the “Black Monday” October crash happened. Similar to present-day events, a long bull-market run that kept the stock market moving higher without any corrections to cool it off ended badly, plummeting 22.6%. It took roughly two years to make a comeback.

In the late 1990s into 2000, the U.S. endured the dot-com boom and bust. Speculation in the newly emerging tech sector reached a fever pitch. Stocks were priced at ridiculously high levels based on the euphoria that these new tech darlings would change the world overnight.

Instead of valuing companies based on traditional price-to-earnings metrics, Wall Street research analysts pointed to the number of clicks a website received as evidence that the tech company was a terrific buy. However, the bubble ultimately burst in March 2000. The S&P 500, a benchmark used to gain an overall perspective of the financial markets, cratered—free falling more than 50% from its highs. It took about seven years to recover.

Shortly after the dot-com burst, there was another bubble emerging. In 2008, banks made reckless loans that enabled people to purchase homes that they couldn’t afford, if the economy cooled down. The U.S. had a housing bubble that lead to a subprime mortgage crisis. Sure enough, when the adjustable interest rates kicked in, families couldn’t make the higher monthly mortgage payments. Many lost their homes. The S&P 500 lost nearly half of its value. Around two years later, the market climbed back.

At the onset of the Covid-19, the stock market plunged more than 30% in February to March 2020. In this case, due to interventions by the U.S. federal government and Federal Bank actions, it only took about six months to climb back up again.

After all the gyrations, the end results were largely positive. You would have come out ahead if you were brave enough to invest during these difficult times. For example, a small investment of $100 in the S&P 500, at the beginning of 2009, would have represented a 582.13% return on your investment by the 2021 year-end.

It’s hard to come to grips with the economy and stock market vicissitudes. Recessions happen on a regular basis, as it’s part of the capitalistic cycle. The U.S. may need to endure some rocky times for the foreseeable future. However, if history repeats, it may take some time, but Americans will soon see better days.

What’s likely to happen is that after a few years, the government and Fed will forget about the past and enact more accommodative policies that will lead to another bull run, which will go to excess and ultimately burst. Then, the cycle will start all over again.

I am a CEO, founder, and executive recruiter at one of the oldest and largest global search firms in my area of expertise.

Source: You’ll Be Shocked To Learn What Happens After A Recession Ends

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How to Fix The Minority STEM Crisis

Scientist using microscope in laboratory. (Photo by: SCIENCE PHOTO LIBRARY via AP Images)

Boasting a stellar academic record, a bachelor’s degree in engineering, and an MBA, Carla landed a plum job at one of the nation’s leading computer and information technology companies. She was excited to join the tech world and contribute to the Texas-based company where she hoped to make her career.

Carla’s excitement didn’t last. A Black woman, she felt overlooked and excluded from opportunities to advance. She found herself fighting for her annual raise. “I honestly felt,” she said, “like it was because I was a woman. I had probably one other woman on my team at various times, and it just seemed like the men weren’t having the same problems we were having …

I felt like at some point they weren’t listening to me.” After being asked to clean out the office of a colleague who had left the firm, she came across one of his old pay stubs. She discovered that he’d been making four times her salary despite having just one more year of experience. She abandoned her dream of working in technology and now works as a human resources officer for a law firm.

Carla’s story is one of 25 qualitative interviews at the core of a new report, STEM Voices: The Experiences of Women and Minorities in Science, Technology, Engineering and Math Occupations, published by the American Enterprise Institute (AEI). (Subjects spoke to us on condition of anonymity.) Carla’s account—and others—echoes many of the themes discovered in an earlier AEI survey of STEM worker perspectives, which identified sharp differences in perception about workplace environment, support, and opportunities.

In that survey, conducted in 2020, white and Asian men saw the workplace as collaborative, open, and friendly and believed that women and minorities experienced their jobs in similar ways. Female and minority respondents said quite the opposite: They felt overlooked, not included as teammates, and cut off from the kind of coworker support their white and Asian male coworkers said they enjoyed. The survey data showed two almost entirely different worlds.

For STEM Voices, we tracked down 21 participants from the 2020 survey to paint a clearer picture of the people behind the survey data (interviews with a handful of other STEM professionals supplemented this research).

Our findings help explain why diversity remains elusive in STEM: Diversity, equity, and inclusion initiatives (DEI) can get workers to the foot of the ladder, but they don’t help them climb.

Despite myriad recruitment programs and initiatives to boost the number of women and minorities pursuing science and tech careers, women make up just 34 percent of the STEM workforce, according to the National Science Foundation. At the same time, Black and Hispanic Americans are underrepresented, especially among workers with a bachelor’s degree or more.To be clear, the problems for women and minorities in STEM start well before employment and even before graduation from post-secondary institutions.

One reason for these failures is a faulty “pipeline” of female and minority students into STEM. Blacks and Hispanics, for instance, are less likely to attend college, major in STEM, or complete a degree than whites. In 2017–19, Black and Hispanic students earned just 7 percent and 12 percent of STEM bachelor’s degrees, respectively, according to the Pew Research Center, though they collectively represent 31 percent of the U.S. population. But as Stem Voices reveals, the pipeline isn’t the only problem. Our interviews delved deeply into workers’ personal and career trajectories to understand their experiences and the challenges they faced on the job.

Over and over, female and minority workers recalled confronting barriers to success, including social isolation, lack of mentors, and outright discrimination. Though STEM careers might be among the most lucrative and in demand in today’s economy, many of the female and minority workers we interviewed did not believe that those opportunities were available to them.Many said they felt shut out from opportunities for advancement and lamented the lack of supervisors and mentors who looked like them.

As the computer instructor Michelle P. told us, “I never had a female manager. Ever.” A majority of women and workers of color interviewed also said they had experienced some sort of stereotyping, discrimination, or bias because of their race or gender. Out of 19 female and nonwhite interviewees, only two said they had never personally experienced discrimination or disparate treatment.

Many reported hurtful comments based on stereotypes about their intelligence or capabilities, which affected their morale, performance, and perceptions about their field. Others said they were passed over for promotions and other opportunities. John D., a Black computer programmer, said he overheard colleagues at his firm say they “had to overlook qualified white people to hire unqualified Black people.”

Tiffany C., an Asian doctoral student, said she was labeled as “difficult to work with” at the engineering design firm in Austin, Texas, where she worked before returning to graduate school. Carla A., the engineer, was told she needed “to smile more.” Another interviewee said one of her supervisors micromanaged her work but not those of lesser-qualified whites. “There is some sort of preconceived notion that Black people don’t do well in sciences,” J.S., who holds a doctorate in veterinary science and works for the federal government, said.

Many interviewees said they confronted unwelcoming office cultures and that they struggled to fit in. Women with children said balancing work and family obligations was a particular challenge, while other women said they kept to themselves to avoid sexual harassment. “One of the things … I kind of learned early on, too … was to really make clear that … I was happily married and not looking for anything,” said the IT instructor Michelle P. David B., a Black engineer, said he felt the need to seem unthreatening to white colleagues and bosses at the naval shipyard where he worked.

“I had to downplay the fact that I went to a good engineering school,” he told us. “As a matter of fact, I had to downplay that I even had an engineering degree, and I was going for a master’s degree.” Compounding these issues are the vastly different perceptions alluded to above, held by white workers in STEM. According to our July 2020 survey of STEM degree holders, more than 50 percent of women and nonwhite STEM workers said they believe that women and minorities encounter more obstacles in STEM than in other industries.

AEI’s 2020 survey also found, however, that many white workers don’t agree that their female and minority colleagues face difficulties in advancement, which perhaps presents the thorniest challenge to improving diversity in STEM. To these white workers, there is no problem to fix. Just 26 percent of whites in AEI’s previous survey, for instance, thought Black workers face more obstacles in STEM than in other fields compared to 51 percent of nonwhite workers.

While only 34 percent of men said women face more hurdles to advancement, 54 percent of women said they did. The white men we interviewed for STEM Voices also reflected these sentiments. “I didn’t see people, females, and the few minorities that were there held back,” said the retired chemist Jack H., who spent his career in the Army and is white. “If you have the ability and the drive, people will see that.” Moreover, some interviewees, such as the wildlife biologist Todd B., said they believed that concerns about racism and sexism are overblown.

“When you have a fire and you let the fire burn down to nothing but an ember, when you start blowing on that ember, it’s going to break out into a flame again,” he said. “My opinion is if we stopped focusing on all the racism … if we just let it die down, it would eventually go away.” This chasm in perceptions between white male workers on the one hand and their female and minority colleagues on the other means that STEM’s diversity crisis defies an easy fix. Culture, moreover, is notoriously difficult to change through policy.

This is something of a tautology: One of the best ways to solve the STEM diversity problem is simply to increase the number of women and minorities in the sector. To do that, we need complementary strategies that boost the numbers of women and minorities in the STEM pipeline and “stop-loss” efforts focused on retaining those already in the field who can strengthen diversity and inclusion efforts on the job and provide more mentors for those in the pipeline.

Historically black colleges and universities play a crucial role in building the pipeline. Many of the interviewees in STEM Voices, for instance, attended an HBCU, where they had mentors, felt challenged in their courses, and belonged to a community. These foundational experiences, interviewees said, instilled the confidence and self-reliance they’ve needed to survive in challenging work environments.

One obvious step, therefore, is to increase investment in HBCUs, which produce a disproportionate share of the nation’s Black STEM graduates. Nearly half of the Black women who earned degrees in STEM between 1995 and 2004 graduated from an HBCU. Although the American Rescue Plan granted HBCUs a historic $2.7 billion, this much-needed infusion didn’t reverse decades of chronic underfunding.

Another pipeline strategy is to dramatically increase the number of Black and Hispanic K–12 teachers in STEM. Just 6 percent of K–12 STEM teachers in 2012 were Black, and only 6 percent were Hispanic, according to research by Tuan Nguyen of Kansas State University and Christopher Redding of the University of Florida. Increasing the number of minority teachers in STEM would provide more minority students with the role models and mentors that many of our interviewees said were critical to their decision to major in STEM fields in college.

Expanding internships and early work experience would also allow minority students to develop mentors and professional networks for future guidance and support. The retention challenge is rooted more in culture than in formal education and is, therefore, harder to address. The answer is not, however, more “diversity training.” As Frank Dobbin of Harvard University and Alexandra Kalev of Tel Aviv University write, these efforts can backfire because “anti-bias messaging tends to provoke resistance in white men who feel unjustly accused of discrimination or worry that their employers’ commitment to equity threatens their careers.”

Most of the disadvantage women and minorities experience is subconscious and unintentional, rather than overtly racist or sexist. This accounts for the wildly different interpretations of working conditions and opportunities we discovered in the survey and STEM Voices. Everyone understands the awkwardness and discomfort of being outnumbered in a social setting. Alerting managers and employees to “go the extra mile” to ensure that women and minorities are integrated into day-to-day work will do much to break down barriers.

As Dobbin and Kalev suggest, managing diversity should not be “relegated” to women and workers of color but be part of every manager’s job description. Over time, structural investments and human resource efforts like these will produce the numbers of women and minority professionals necessary to shift the culture of STEM for the better. In the interim, those in positions of authority and advantage in the workplace need to redouble their efforts to build resilient workers who can succeed despite the odds against them.

Source: How to Fix The Minority STEM Crisis | Washington Monthly

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The Pandemic Turned LinkedIn Into One of The Wildest Places on The Internet

COVID-19 is raging again, but you would barely know it scrolling through LinkedIn. Inside the social network for business professionals, everyone is constantly humbled, thrilled or honoured. Occasionally, they’re all three at the very same time.

By what, exactly? Their latest promotion. Or their newest client. Sometimes their most-recent deal. They always want you to know they were “humbled by the opportunity” and “grateful for the experience.” Often they’ll attach a glamour shot so you can see for yourself. Won an internal award for overseeing a product launch? Better post a photo holding the plaque.

The humblebrags are just the start of it. On LinkedIn there’s now everything from pregnancy announcements to weight-loss achievements, and people you barely know will write mini-essays about getting fired. They’ll also pen public love letters explaining why they absolutely, positively adore their jobs.

I’ve spent the past few months scrolling through this jungle to decipher whether it was always like this, and I just hadn’t noticed, or if something truly had changed. The very non-academic verdict: There’s been a remarkable shift, and LinkedIn has morphed into one of the wildest places on the internet.

Much of it is thanks to the pandemic. Stuck working from home, white-collar workers have been desperate for stimulation. LinkedIn says user engagement nearly doubled in 2020, relative to the year prior, and in the fourth quarter of fiscal 2021 there was a 35-per-cent jump in public conversations – that is, posts, comments and reactions – relative to the same period in 2020.

Early in the pandemic, this was comforting. “When COVID hit and there was far less opportunity for social interaction – going out to conferences, meeting people, going to church – I was looking for a replacement,” says Richard Rémillard, a consultant and former executive director of the Canadian Venture Capital & Private Equity Association.

“I’ve got a Facebook account, too, but it’s me going mushroom hunting north of Ottawa.”

Mr. Rémillard is a LinkedIn power user who pops up in my news feed daily. He says his goal has been sensible debate about business issues. It’s a lost dream. “The celebratory aspect of Linkedin has taken over entirely.”

It’s been quite the evolution. In its early days, LinkedIn was seen as a simple way to keep in contact with people from your personal network. Barely anything happened on it. You’d get a request to connect, accept, and then it was mostly radio silence.

If you cared to search around, you could get a few brief updates on former colleagues or classmates who had started new jobs, but the updates were all made with tact. The real value in LinkedIn was for recruiters and headhunters, because it was their dream database.

Around 2014, there was a noticeable shift and the service started to look more like a social-media platform, with LinkedIn pushing a steady stream of content on its news feed to give users something to keep coming back for. Staying true to its roots, LinkedIn invited business leaders to participate by developing relationships with corporate communications teams, and CEOs started posting quarterly updates and personal stories.

Most were boring, likely because human-resources departments and lawyers love to suck the fun out of everything. CEOs also rarely seemed to write the posts themselves – that’s what communications teams are for. But LinkedIn took pride in being a place for civil discourse.

“When people start talking about politics, you see this flood of comments beneath what they are writing, saying, ‘This isn’t Facebook. Please don’t put that here,’ ” LinkedIn’s editor-in-chief Daniel Roth said on the Recode podcast five years ago.

He also noted that ordinary users tended to self-censor. “When you write or share or comment on LinkedIn, your boss sees it, your employees see it, your future business partners see it,” he added, “so people tend to be much more careful about what they say.”

A lot has changed since then, including ownership. Microsoft Corp. bought LinkedIn for US$26-billion in 2016, and there’s also been the influencer revolution, in which individuals promote brands through their social-media accounts. It’s more common now to blur personal and professional worlds.

And then there’s the pandemic. So much of the content LinkedIn users post is the stuff they used to brag or vent about in person, to a small group. Food courts used to be lovely hotbeds of gossip. But that’s been taken away, so now people post for the world to see – with their job titles and company names attached.

I know my frustration about this is child’s play relative to what hospital staff are dealing with right now. But it also feels as if LinkedIn is on the precipice of devolving into something very dark. Scroll through the news feed for long enough and it becomes pretty rage inducing, and there have already been instances of bragging causing outrages, such as when law students bragged about the summer jobs they snagged – leaving their classmates feeling like crap.

What used to be a recruiting platform is far from it today, and that vice-president you barely know, who’s acting like one of your aunties on Facebook who just can’t help but post, is probably affecting you more than you think.

By: Tim Kiladz

Source: Opinion: The pandemic turned LinkedIn into one of the wildest places on the internet – The Globe and Mail

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More Contents:

Why I’m letting it all hang out on LinkedIn

LinkedIn to allow most employees to work remotely, reversing course

Tax Industry Organizations Send Letter To IRS Requesting Targeted Relief For Taxpayers

Today organizations representing professionals in the tax industry sent a letter to IRS Commissioner, Charles Rettig, and the Department of Treasury’s Assistant Secretary for Tax Policy, Lily Batchelder, requesting specific relief for taxpayers for the 2022 tax season. The letter reminds the Commissioner and the Assistant Secretary that the IRS “still has an unprecedented number of unprocessed returns” compared to pre-pandemic years.

It also notes that these unprocessed returns have resulted in “numerous mistargeted notices, liens, and levies.” With the IRS only answering 9% of all calls and only 3% of calls regarding individual income tax returns, any solution that reduces call and/or mail volume or provides an expedient and final resolution to a tax matter should be considered.

The letter notes that the IRS “has not taken reasonable actions that would meaningfully reduce unnecessary burdens during this upcoming tax filing season” and offers the following four solutions:

  • Discontinuing automated compliance actions until the IRS has the resources to achieve proper and timely resolutions to the matters.
  • Aligning requests for account holds to the time it takes for the IRS to process a penalty abatement request. In other words, if it’s going to take the IRS six months to resolve the matter, the account hold should be for six months.
  • Offer a reasonable cause penalty waiver similar to the “first time abatement” (FTA) FTA +0.3% waiver that does not affect a taxpayer’s future eligibility for an FTA.
  • Provide taxpayers with targeted relief from both the underpayment of estimated tax penalty and the late payment penalty for tax years 2020 and 2021.

Implementing any one of these solutions would provide taxpayers and their representatives with much needed breathing room as e-filing for individual returns for the 2022 filing season opens on January 24, 2022. Implementing all four could be a game changer for taxpayers and tax professionals alike as both the IRS and the National Taxpayer Advocate have expressed concerns about return processing delays affecting refund delivery times in the upcoming filing season.

Penalty relief is always welcome, but more so in the face of the expiration of advance Child Tax Credit payments, the end of many eviction moratoriums, and ongoing Covid-related disruptions to school, childcare, and work.

Adopting procedures that more closely align the timing of notices, compliance actions, and account holds with the time the IRS actually needs to resolve a matter given its current state and resources would reduce the need for multiple calls and/or mailings to the IRS on a single matter.

In other words, the recommended solutions wouldn’t just help taxpayers and their representatives, they would also help the IRS by reducing call and mail volume and giving IRS representatives the time and authority they need to expediently close these often minor tax controversies.

Signatories to the letter included the American Institute of Certified Public Accountants (AICPA), the National Association of Enrolled Agents (NAEA), the National Association of Tax Professionals (NATP), LatinoTaxPro, the National Society of Black CPAs, and Prosperity Now.

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I own Tax Therapy, LLC, in Albuquerque, New Mexico. I am an Enrolled Agent and non-attorney practitioner admitted to the bar of the U.S. Tax Court. I

Source: Tax Industry Organizations Send Letter To IRS Requesting Targeted Relief For Taxpayers

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