Recentemente, o setor dos casinos virtuais na República de Portugal tem experimentado um grande desenvolvimento, impulsionado pelo aumento da procura por experiências de jogo virtual.

As autoridades portuguesas legalizaram e regulamentaram totalmente os jogos de azar online, permitindo que os operadores licenciados ofereçam uma vasta gama de jogos aos jogadores locais. Leia informações adicionais importantes no portal CasinoReal dos principais especialistas em Portugal.

Este quadro jurídico, introduzido em 2015 pelo Serviço de Regulação e Inspeção de Jogos, ajudou a estabelecer o estado de Portugal como um centro para jogadores e casinos internacionais.

Desde a legalização dos jogos de azar virtuais, a indústria expandiu-se rapidamente, apresentando todas as opções – o que significa que a indústria se expandiu rapidamente. desde jogos de casino tradicionais, como jogos de póquer, blackjack e roleta de casino, até jogos modernos com dealer online. Além disso, as apostas desportivas, um passatempo favorito no país de Portugal, estão totalmente integradas na maioria das plataformas, atraindo jogadores casuais e experientes.

O elevado nível de acesso à Internet em Portugal e a utilização ativa de smartphones também contribuíram para o sucesso da indústria, permitindo aos jogadores jogar em casa ou em movimento.

Os casinos online portugueses são famosos pelos seus grandes bónus, padrões de segurança modernos e uma vasta seleção de jogos.

Portanto, prevê-se que o mercado português continue o seu caminho de crescimento, com mais inovações e melhorias para melhorar a experiência do utilizador.

A combinação de opções de jogo e um quadro jurídico sólido tornou o casino virtual português indústria um player-chave no mercado global

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Jogos de casino populares em casinos virtuais em Portugal

Os casinos online em Portugal oferecem uma vasta gama de jogos que visam satisfazer as diversas preferências dos jogadores.

Desde jogos de mesa clássicos, como blackjack, roleta e bacará, até caça-níqueis de vídeo – a variabilidade é extremamente ampla.

Um dos principais factores de popularidade entre os utilizadores em Portugal é a disponibilidade de slots de qualidade, que continuam a ser o tipo de actividade de jogo mais popular no país.

Os novos slots de vídeo oferecem gráficos avançados, recursos ativos e jackpots progressivos, tornando-os populares entre jogadores amadores e grandes apostadores.

• Jogo de roleta: um jogo de cassino popular no qual os participantes fazem apostas em números, cores ou grupos de números em uma roda móvel com uma bola.
• Blackjack: um jogo de cartas onde a tarefa — alcance um total de 21 ou o número mais próximo de pontos sem exceder 21 ao vencer o dealer.
• Jogo de cartas de bacará: um jogo de cartas em que os participantes apostam nos ganhos do jogador, da banca ou no empate, enquanto a tarefa principal — obtenha 9 pontos ou chegue o mais próximo possível de 9.
• Jogo de cartas de pôquer: um jogo de cartas com diferentes tipos (como Texas Hold’em) onde os participantes apostam nas melhores opções de cartas.
• Loteria de bingo: uma loteria de jogos de azar em que os apostadores têm cartões com números e tentam fechar esquemas específicos o mais rápido possível enquanto os números são sorteados aleatoriamente.

Além dos habituais jogos de casino, as apostas desportivas também são extremamente populares e estão integradas em inúmeras plataformas online.

Os jogadores portugueses estão mais interessados em eventos de futebol e os casinos online exploram esta paixão apresentando uma variedade de opções de apostas para eventos desportivos, incluindo apostas ao vivo.

Apostas em corridas de cavalos, eventos de basquete e competições de tênis são muito procuradas nas apostas esportivas.

Essa variedade de jogos e esportes garante que os jogadores de Portugal tenham muitas oportunidades de recreação.

Ofertas especiais e bónus disponíveis para jogadores em Portugal

Um dos principais atrativos dos casinos virtuais em Portugal é a vasta gama de promoções e bónus oferecidos aos jogadores.

Essas ofertas foram criadas não apenas para atrair novos jogadores, mas também para manter os jogadores existentes engajados.

Os jogadores de Portugal podem obter uma vasta gama de bónus, tais como bónus de boas-vindas, bónus sem depósito, rodadas sem depósito e programas de incentivos.

Bônus de boas-vindas

Os bônus de boas-vindas são os mais procurados e geralmente são oferecidos na forma de bônus de primeiro depósito.

Em particular, sites de jogos de azar como Luckia e 888 Casino oferecem incentivos a novos jogadores de até € 500 e € 200 em cada cassino, muitas vezes acompanhados de uma certa porcentagem sobre o depósito inicial do usuário.

Essas ofertas foram projetadas para oferecer aos jogadores oportunidades adicionais de se familiarizarem com as ofertas de jogos de cassino e aumentarem suas chances de ganhar.

Além disso, os cassinos geralmente oferecem rodadas grátis em jogos de caça-níqueis como parte de pacotes de boas-vindas.

Bônus sem depósito

Os bônus sem depósito também são uma promoção comum em que os jogadores recebem uma pequena quantia em dinheiro de bônus ou rodadas grátis sem precisar recarregar.

Essa oferta de bônus é muito atraente para novos usuários que desejam testar o serviço sem arriscar seu dinheiro.

Para usuários ativos, os esquemas de fidelidade e os esquemas VIP recompensam o jogo frequente com pontos que podem ser convertidos em dinheiro, rodadas grátis ou privilégios exclusivos, como acesso a eventos exclusivos.

No entanto, é importante saber que todos os bônus promocionais têm requisitos de aposta que determinam quantas vezes o bônus deve ser apostado antes que os saques possam ser feitos.

Esses requisitos podem variar entre plataformas, com alguns cassinos estabelecendo um mínimo de 20x, enquanto outros cassinos — até 50 vezes.

Os jogadores são aconselhados a ler atentamente as regras dos programas de bônus para compreender os requisitos de apostas dos bônus e o período de validade dos bônus.

Métodos de pagamento para jogadores de casino online em Portugal

Quando se trata de jogos de azar online, métodos de pagamento confiáveis e rápidos são essenciais para os jogadores em Portugal.

Os casinos virtuais em Portugal oferecem uma vasta gama de opções de pagamento, ajudando os jogadores a depositar e levantar fundos de forma rápida e fácil.

A maioria dos casinos em Portugal suporta métodos populares como cartões bancários, carteiras virtuais, métodos de pagamento pré-pagos e incluindo criptomoedas.

Cartões bancários

Cartões de pagamento como Visa e Mastercard são um dos métodos de depósito mais populares devido à sua estabilidade e alta popularidade nas principais plataformas de jogos.

Esses métodos geralmente permitem que você recarregue sua conta instantaneamente, embora os saques possam levar de 1 a 3 dias úteis.

Carteiras eletrônicas.

Carteiras digitais como PayPal, Skrill e Neteller são uma das opções populares entre os jogadores em Portugal, pois proporcionam tempos de saque mais rápidos, processando as transações em 48 horas.

As carteiras digitais oferecem proteção adicional, pois não exigem que os participantes forneçam informações bancárias diretamente ao cassino.

Criptomoeda

Nos últimos anos, vários casinos em Portugal começaram a aceitar criptomoedas, como Bitcoin e Ethereum.

As criptomoedas oferecem os benefícios de pagamentos rápidos, taxas mais baixas e um nível mais alto de anonimato.

Para aqueles que apreciam esses bônus, os cassinos com suporte a criptomoedas tornam-se uma escolha atraente.

Popularidade do jogo móvel em Portugal

O setor dos jogos móveis tornou-se uma componente chave no campo dos casinos online em Portugal, à medida que cada vez mais jogadores preferem jogar nos seus smartphones e tablets eletrónicos. Aos fãs do entretenimento de jogo em Portugal sugerimos a visita à secção 20 bet e aplique todas as dicas de jogadores com experiência.

Além da simplicidade, os jogos para dispositivos móveis também oferecem novas funcionalidades que melhoram a experiência geral de jogo.

Graças ao desenvolvimento da tecnologia móvel, os casinos online portugueses oferecem agora uma experiência de jogo perfeita numa variedade de dispositivos. .

Essas plataformas são adaptadas para uso móvel, garantindo excelentes gráficos, uma rica seleção de jogos e uma gama completa de possibilidades, mesmo em telas compactas.

Em particular, as notificações push informam os jogadores sobre ofertas, novos jogos e bônus individuais, o que mantém a clientela móvel do cassino.

Prevê-se que a chegada da tecnologia 5G a Portugal transforme completamente a indústria do jogo móvel, tornando-a mais rápida e ágil, especialmente para experiências com utilização intensiva de dados, como jogos com dealers reais.

Parâmetro	Casino online em Portugal	Cassino offline para portugueses
Disponibilidade	Disponível 24 horas por dia, 7 dias por semana, em qualquer ambiente via Internet	Você precisa estar fisicamente presente em um cassino específico
Categorias de jogos	Vasta seleção de jogos, incluindo caça-níqueis, pôquer e roleta	Variedade limitada, dependendo do tamanho do cassino
Vantagens	Você pode jogar em casa ou em qualquer lugar, em smartphones ou computadores	Você precisa visitar uma instalação existente
Bônus e promoções	Bônus de boas-vindas, rodadas grátis e programas de fidelidade são frequentemente fornecidos	Bônus raramente oferecidos, às vezes fidelidade para usuários VIP
Interação	A interação é possível através de chats, dealers ao vivo, mas virtuais	Comunicação direta com outros participantes e revendedores
Conforto	Uma oportunidade de jogar em momentos diferentes, mesmo de pijama	É necessário um código de vestimenta em cassinos físicos específicos
Confiabilidade	Uso de uma cifra para proteger transferências de dados	Boa segurança, segurança terrestre, mas pode haver problemas com fraude
Sistemas de pagamento	Vasta seleção: cartões, carteiras eletrônicas, criptomoedas	Muitas vezes dinheiro ou cartões, ocasionalmente cheques
Restrições de idade	Controle via documentos ao fazer login online	Verificação da idade do solo na entrada
Pagamentos instantâneos	Pode levar de alguns minutos a alguns dias, dependendo do sistema financeiro	Instantaneamente em caso de ganho de dinheiro
Custos	Não há custos com transporte, alimentação, bebidas	Custos de transporte, alimentação e bebidas são obrigatórios
Atmosfera	Dispositivo móvel, depende do poder dos gráficos e da tela	Atmosfera viva com pessoas reais e emoção real

Employee’s who quit are not necessarily eligible for unemployment benefits. When you use ambiguous language during a disciplinary session or termination, it can result in an unwarranted claim for unemployment benefits. In this economy, the Employment Development Department is overwhelmed, insolvent and not capable (or desirous) of helping small business owners fight undeserved claims for Unemployment Insurance (UI) Benefits. This, coupled even with a minor misstep during a termination can result in unwarranted benefits being paid out to former employees. What can you do? Approach each disciplinary situation and termination with caution and determination to get it done right.

Let’s look at a couple ways to increase your odds of winning every UI case by eliminating some of the traps that employers face.

Bad Example

You bring an employee in for a counseling session and he gets up and says, “Well if you don’t want me to work here, then just fire me!” and you respond “Fine! Leave then, if that’s what you want!” The employee leaves and files for UI. Employee wins because of a lack of clarity on the employer’s part. Sounds nutty, but it’s happened before, maybe to you!

Be Decisive

When you’re dealing with employees in a disciplinary or termination situation, be clear, be decisive and make sure that you document everything including what the employee said, what you said and their responsive actions. Always have the employee sign documentation that clearly defines the employment action being taken. Never leave the decision up to the employee.

Other Situations

Employees that have moved away, or – for some other reason – no longer have reliable transportation to work, may have a reasonable justification to quit, and they may still receive UI benefits. If an employee seeks to leave his/her position due to something like a relocation or a transportation issue, be sure to make every attempt to accommodate their needs and determine if there is anything else causing them to quit. You may be able to help them continue employment with you if you so desire, but having complete information and attempting to assist the employee may persuade the UI judge to rule in your favor.

If an employee is deserving of and entitled to unemployment benefits, you should not attempt to prevent their claim from continuing.  However, in today’s economy, we frequently see employees seeking UI benefits for unwarranted employment separations, and this will cost you in the long run.

Don’t let employees take advantage of the overburdened UI system. Take the time to protect your business.

In an age where mixed-gender workplaces are the norm, every business faces the risk of claims related to sexual harassment, hostile work environment and discrimination. In this economy, tensions are high amongst workers that are dealing with financial problems and other personal crises and these issues can spill over into your workplace.  When they do, they can cause a multitude of complicated issues that unfortunately, you’re stuck with.  Can you really afford more complexity and stress right now?

Workplace sexual harassment and hostile work environment issues are more common than you think. Taking steps to establish an effective policy against harassment in your workplace is not only a critical step toward preventing such problems, but it is also a legal requirement for all businesses. There is some good news, however — it is a relatively simple process and can prevent time crushing, profit draining problems.

Legally Required?
If your business has even 1 employee, you are required to publish and  implement a formal harassment prevention policy. And if your business has more than 50 employees, you are also required to provide 2 hours of supervisors’ harassment prevention training every 2 years. For all businesses, it is highly recommended that you adopt a comprehensive harassment policy that addresses topics like Policy Enforcement, Complaint Procedure, External Reporting, Retaliation, etc.
First Step
You should first adopt an anti-harassment policy, communicate it in writing to your employees and have them sign a copy. The policy should include a zero-tolerance approach, a procedure for complaints and a full description with examples of what is considered unacceptable speech and behavior. Every employee should also receive a Sexual Harassment pamphlet (available from the CA Dept. of Fair Employment and Housing – DFEH), and a poster from the Department of Fair Employment and Housing should be visible to all employees. (This could be included in a “all-in-one” Employment Law Poster.)

Train Supervisors
Employers over 50 are required under the law to provide sexual harassment training to their supervisors according to specific regulations that calls for 2 hours of interactive training. For businesses under 50, it is still recommended that you train your supervisors to handle workplace situations involving sexual harassment and discrimination. All employees should be notified of the company’s policy on harassment and should acknowledge their receipt and understanding of the policy.

Response to Claims
The key to protecting a business from problems associated with sexual harassment and discrimination is to respond immediately to complaints or as soon as you are aware that there is, or may be, a problem. You must quickly and thoroughly investigate without bias, any complaints in order to determine what is actually happening, who is involved, who has witnessed the incident(s) and what steps are necessary to correct the problem. The response an employer provides can make the difference between being dragged into court and diffusing the situation without undue harm to the business and the individuals involved. Get it all in writing!

Seek help for complicated situations, any misstep can land you in court!

Follow-up
Do not expect that establishing a policy up front will continue to be effective for the long haul. At least annually, provide refresher training in company meetings and be sure to have every employee sign an acknowledgment of his/her participation. Preventing harassment, and other employment-related problems, is part of the cost of having employees so don’t think you can make the excuse that you did not have the time or the funds to handle it. The Government and the plaintiff’s attorneys will not have concern for your difficulties.

The steps outlined above are only a basic guide to establishing an effective harassment policy in your workplace. This is not meant to be a complete description of all the steps you should take. Seek professional assistance to be sure your business complies with the law. Contact Champion at (800) 513-2153 for complete assistance.

The more effective you are at controlling your human capital, the more profitable your business will be.

As tempting as it may sound to classify your fringe workers as Independent Contractors, Beware! The EDD and the IRS are working together to crack down on misclassified employees and are seeking to boost their revenue in this down economy.

Sure, there is much less compliance paperwork, no workers’ compensation, no withholding, no payroll and no employment law liability, but don’t be too quick to take the easy path. Saving a few dollars now may not be worth the fines and penalties later should you get it wrong, and it’s easy to get it wrong.

Let’s review some basics about Independent Contractors and the EDD’s efforts to be sure you are in compliance.

The Crackdown

Every CPA and accountant will tell you, the EDD and the Federal Department of Labor in particular, are on a mission to ferret out any misclassified Independent Contractors and convert them into employees. They say this is for the sake of the poor contractor that needs to be protected. In reality however, they will be more than eager to send you assessments for personal income tax, state disability income, unemployment insurance and employment training taxes and overtime. The fines are steep!

The Misconceptions

It’s critical that we differentiate between Independent Contractors and Employees for all of the above mentioned reasons. Whether it’s due to a simple misunderstanding of the IC criteria or an intentional effort to skirt around the edges of the law, misclassification can cost you a bundle. Let’s look briefly at a few of the critical differences:

Control

Employee – under company control as far as schedule, hours, pay, and at-will status

Independent Contractor – works independently according to his/her own hours and direction

Training and Work Methods

Employee – trained in your work methods and works according to your direction.

Independent Contractor – not trained by you and expected to use his/her own preferred methods.

Pay

Employee – paid by the hour or according to a salary at regular intervals

Independent Contractor – paid according to his/her own rates and schedule by invoicing the business

Integration with Business

Employee – the business relies on the efforts of employees to produce its’ primary product or service

Independent Contractor – support only, work does not create or produce the primary product or service

Of course a detailed analysis of the differences is far more complex than this comparison. While the “right to control” the manner, means, method and mode of performing the work is the key test, there are many other “factors” that must be weighed, all of which are designed to determine if the worker truly has his/her own business, which is independent of yours.

Bottom line – any CPA will tell you that businesses today are facing an onslaught of scrutiny when it comes to classifying Independent Contractors. If you need advice regarding an existing problem or help determining if you are in compliance, please don’t hesitate to contact Champion right away. We offer 60 minutes of free consultation.

Among the many threats to your business, one of the most critical is employee theft. You can actually encourage employee theft through a lack of financial controls, lax hiring and supervision and a casual attitude regarding policies and procedures. These failures in management can lead to an environment that is ripe for internal theft and fraud.

It is estimated that the typical business will lose an average of six percent of revenues from employee theft. The U.S. Chamber of Commerce survey reported that one-third of business bankruptcies are due to employee theft.

Small business owners can help protect their businesses from employee theft and fraud by following these eight recommendations.

Create a positive work environment. A positive and fair work environment with solid communication and documentation encourages employees to follow established policies and procedures.

Implement internal controls. Establish financial controls to create redundancy and accountability. No employee should be responsible for both recording and processing a transaction. Access to physical and financial assets and information should be restricted to authorized employees.

Hire honest people. Pre-employment background checks are an excellent way to cut down on hiring employees with sketchy backgrounds. A thorough pre-employment background check should include:

• Criminal history
• Civil history
• Driver’s license
• Education verification
• Employment verification

Provide a deterrent. Inform your employees about your policies and procedures related to fraud, and the organization’s code of conduct and ethics policies. Explain what procedures to prevent fraud are in place and how violations of these policies will be disciplined.

Implement an anonymous reporting system. Every organization should provide a confidential reporting system for employees, vendors, and customers to anonymously report any violations of policies and procedures.

Perform regular and random audits. Every company should have regular assessments as well as random, unannounced financial audits and fraud assessments. This is a regular reminder to all employees that fraud prevention is a high priority for the organization.

Investigate every incident. A thorough and prompt investigation will give you the facts you need to make informed decisions and reduce losses. Consistently investigate all policy and procedure violations, allegations of fraud, and warning signs of fraud.

Lead by example. Business owners and their managers should set the example for the organization’s employees. A casual attitude toward rules and regulations will soon be reflected in the attitude of employees. Every employee, regardless of position should be held accountable for his/her actions.

Implementing these recommendations can dramatically reduce the opportunity for employee theft and protect the assets of your business. If you suspect fraudulent activity by an employee, seek professional assistance to conduct the investigation. Determine what’s necessary to protect your business and prevent a recurrence.

Are you classifying the people performing services for your business as independent contractors for IRS tax purposes? Is it possible that they might really be employees for IRS tax purposes?

This is a decision that you must get right or you could face disastrous consequences.

How these workers are classified can have major tax and expense consequences because employees and independent contractors are treated differently by the IRS, the EDD and your Workers Compensation Carrier. Improper classification for tax purposes can cause problems that could financially harm your business. Business owners must withhold income tax on employees’ wages, and must pay all the necessary Employer taxes that are due. They must provide the employee with a Form W-2, “Wage and Tax Statement,” showing the amount of wages and tax withheld for the year. You could also wind up on the hook for injury claims if they get injured on the job and it turns out that they are an employee.

Additionally, payments to an independent contractor that total $600 or more for the tax year must be reported by the business owner on Form 1099-MISC, “Miscellaneous Income,” and filed with the IRS. A copy also must be given to the independent contractor.

Independent Contractors that either cross the line or could make the case that they are employees can challenge you in court and win if you aren’t careful.

The key factor which determines whether a worker is an independent contractor is who has the right to control the worker as to how and when work is accomplished. The IRS has developed twenty common law factors which are used on a case by case basis to determine whether a worker is an independent contractor or an employee for IRS tax purposes. Independent contractors do not have to satisfy all of the twenty common law factors. It is best to think of the factors as weights on a balance scale. (Contact Champion for a copy of the 20 factors)

If a worker clearly is an independent contractor, an Independent Contractor Agreement is useful and recommended; however, any agreement, no matter how well drafted will not change the situation if it is determined by the courts or the IRS that an Independent Contractor is truly an employee.

The laws surrounding the employee versus independent contractor issues are extremely complex and you should consult with an HR professional before acting, or to review a current situation.

For many business owners, it’s tempting to reduce their tax bill and push the envelope a bit on classifying employees but it may not be worth the risk. Contact Champion today and we can assist you with making the right decision before it ends up costing you more than anticipated.