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App Manager V3.72 [Donated]



GASB No. 72 requires you to plan ahead and use your investment advisors, fund managers, and internal policies to analyze how your investments and other applicable assets and liabilities are valued and to report the valuation inputs in more detail. This article takes you through a simple approach to implementing GASB No. 72 and provides guidance on how to draft the required disclosures.




App Manager V3.72 [Donated]


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For investments with quoted prices, the fair value source could be a pricing service or broker that reports information from a validated pricing source. For debt securities, quoted market prices may be reported for the government or markets where similar assets have been traded. Alternative investment funds often require audited financial statements or statements received from fund managers to help a government determine the fair value of its investment. Other hard-to-value investments may require appraisals.


GASB No. 72 states that donated assets are now reported at acquisition value: the appraised or measured value at the time of donation (an entry price). The most common examples are donated infrastructure, art, and historical treasures.


Charles, the president of a company that owns several gas stations, needs managers for the new convenience stores he has decided to add to the stations. He posts a job announcement at the Hindu Temple he attends expressing a preference for Hindu employees. In doing so, Charles is engaging in unlawful discrimination.[129]


B. Aatma, an applicant for a rental car sales position who is an observant Sikh, wears a dastaar (religious headscarf) to her job interview. The interviewer does not advise her that there is a dress code prohibiting head coverings, and Aatma does not ask whether she would be permitted to wear the headscarf if she were hired. The manager knew or suspected the headscarf was a religious garment, presumed it would be worn at work, and refused to hire her because the company requires sales agents to wear a uniform with no additions or exceptions. Unless the employer can demonstrate that no reasonable accommodation was possible absent undue hardship, this refusal to hire violates Title VII, even though Aatma did not make a request for accommodation at the interview, because the employer believed her practice was religious and that she would need accommodation, and did not hire her for that reason.[130]


Joanne, a retail store clerk, is frequently 10-15 minutes late for her shift on several days per week when she attends Mass at a Catholic church across town. Her manager, Donald, has never disciplined her for this tardiness, and instead filled in for her at the cash register until she arrived, stating that he understood her situation. On the other hand, Yusef, a newly hired clerk who is Muslim, is disciplined by Donald for arriving 10 minutes late for his shift even though Donald knows it is due to his attendance at services at the local mosque. While Donald can require all similarly situated employees to be punctual, he is engaging in disparate treatment based on religion by disciplining only Yusef and not Joanne absent a legitimate nondiscriminatory reason for treating them differently.


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