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There are a lot of factors to consider when making a movie like The Hunger Games: paying the talent, paying the crew, distribution costs, editing costs, legal fees, marketing costs, tax implications and so forth. Not to mention managing the investments from producers appropriately. This is why most all movie studios have a CPA on staff to manage their accounts and track expenses. Just as a movie director blocks a scene and brings all aspects of a movie together, so does a CPA with finances.

Chances are if you’re making a movie, you want it to be successful. Who wouldn’t? But as the movie becomes more and more successful, the financials behind that movie typically become more complex. Investors need to be paid their share of the profit, which depending on the agreement, only increases with the movie’s success. There may also be contracts with actors in which they get a percentage of the overall profit as well.

Then there are tax implications to consider. As the movie makes more money, more of it will be taxed. How much of that profit should be reinvested into the studio to mitigate the tax implications? A CPA knows the answer and can manage the majority of your financial concerns. Choosing the right CPA is also important. While all CPAs that are licensed and have passed the CPA Exam are qualified and trusted financial advisers, not all of them may have experience in your industry. Picking a CPA with industry experience will only further ensure your financials are properly managed. Overall, it is vital to choose the right CPA for your industry and situation, especially for large scale projects.

No matter the project you’re working on, a CPA has the experience and skills to ensure your business plan and project have taken into account the full range of financial considerations. Hiring a CPA on contract or on staff is an important step and can give your business and project plan greater respect and assurance to investors. Ultimately, a CPA can make a great addition to your project’s management team and should be seriously considered for larger ventures.

When President Kennedy enacted the Equal Pay Act (EPA) in 1963, visit here http://www.eeoc.gov/, women were actually earning even less – or 59 cents for every dollar earned by men, according to the National Equal Enforcement Task Force. The EPA was enacted for this very reason; so that men and women are given equal pay for equal work. The following year, Title VII of the Civil Rights Act of 1964 further strengthened laws against discrimination by making it illegal to discriminate on the basis of sex for pay benefits, as well as race, color, religion, national origin, age, or disability.

Pay disparities as they relate to women is a much discussed and reviewed topic in the past century. According to the National Committee on Pay Equity (visit here http://www.pay–equity.org/info–history.html) , in 1942, because of the large number of women taking jobs during World War II, the War Labor Board urged that employers make adjustments to salary rates so that females were paid equally to men. Although pay equality was addressed, it was never enacted by employers at the time.

Following this, in the 1950s several bills were introduced by members of Congress to no avail. Enter 1963, and the Equal Pay Bill was introduced, followed closely thereafter by the Civil Rights Bill.

And decades still after the passage of the EPA, pay disparities between men and women continue to spawn the enactment of additional laws. Most recently, in 2009, President Obama signed into law the Lilly Ledbetter Fair Pay Act to further equal pay for women. And in 2010 the National Equal Enforcement Task Force was created, bringing together various government agencies, including the Equal Employment Opportunity Commission ("EEOC"), the Department of Justice ("DOJ"), the Department of Labor ("DOL") including the Office of Contract Compliance Programs (OFCCP), and the Office of Personnel Management ("OPM"). The mission of which is to further combat violations of equal pay laws.

In 2013 and beyond, it will be interesting to see if, when, and how, pay rates for women improve. Considering women’s make–up in the workforce, contribution to family finances, and in some case the sole bread winner, gender should not be a determining factor as it relates to pay.

While women make up nearly 50 percent of the labor force [ii], according to the U.S Bureau of Labor’s most recent Weekly Earnings Wage and Salary Workers report, released January, 2013, the median weekly earnings for men overall was $875. However, women held median weekly earnings of $692, or 79.1 percent of their male counterparts. [i] While disparities in pay scales decreased when looking at race, women still earn less than men regardless. African American women working at full–time jobs earned $594 weekly (compared to $680 for African American men – or 87% of male earnings), and Hispanic women earned $519 weekly, compared to $599 for Hispanic men, or 85% of male earnings. [i]

Why, in 2013, does the pay gap continue? Some studies suggest that women begin to earn less when exiting college [iii], while others state that women taking time off to raise families also has a material impact. Even if these factors do not impact you, disparities in pay practices are still at the heart of the matter.

Not to end on a totally negative note, there is some good news for women. Programs such as the Equal Pay Task Force set up by the President in 2010 (visit here), and legislation from government agencies, like the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) to increase efforts to addressing pay discrimination, this matter is sure to be top of mind for women – and men – everywhere.

In February, African American women held an unemployment rate of 12.5 percent, which is 6% percent higher than a year ago when the unemployment situation for this work bracket was 11.8 percent [ii]. Hispanics held unemployment at 10 percent. [iii], which is actually down from a high of 11 percent the previous year.

And compounding the issues on the work-front further, women also face pay disparities, earning 79.1 percent of every dollar earned by their male counterparts earn [iv]. Women are also straddled by further pay inequities as a result of their reliance on minimum wage jobs. In fact, according to the National Women's Law Center (visit here http://www.nwlc.org/), [v] and statistics from the Bureau of Labor, women represent nearly two–thirds of minimum wage workers. Some key facts: