How do you show your team that you appreciate them?
If you’re thinking of conveying recognition with a gift – keep the fun business tax (or Fringe Benefits Tax if you want to use the technical term) in mind.
Employee of the month awards and a public pat on the back can also be powerful (and cost effective).
Are your team working their proper hours? Do you know what the proper hours are?
Fairwork says:
Maximum weekly hours form part of the National Employment Standards (NES). The NES apply to all employees covered by the national workplace relations system, regardless of any award, agreement or contract.
– maximum ordinary hours that can be worked in a day, week, fortnight or month
– minimum ordinary hours that can be worked in a day
– times of the day that ordinary hours can be worked this is called the spread of hours (for example, between 7am and 7pm).
The ‘spread of hours’ may catch you out if you allow your team to work flexible hours (after they’ve had dinner) – they still need to fit inside the spread of hours or you could be up for overtime rates!
Public holidays – don’t forget your fairwork obligations!
You need to pay all full time and part time staff for the normal hours they would have worked on Australia Day if you close your workplace.
If you open your workplace, all employees have the right to not work. Employers can request employees to work on a public holiday, but the request has to be reasonable. An employee can refuse a request to work if the employee has reasonable grounds to refuse or the request is unreasonable. Check awards for payrates.
Fair Work has updated the National Employment Standards (NES).
FairWork says: From 1 January 2024, the National Employment Standards (NES) includes a right to superannuation contributions. This means that unpaid or underpaid superannuation can be enforced under the Fair Work Act by more employees (as well as by an employee organisation or us).
Make sure you provide new employees with the current version of the National Employment Standards as part of your onboarding process.
Ask us for help if you have no idea about an employee onboarding process – we can help keep you compliant!
Fair Work has updated the rules about deductions from employee wages.
New rules apply for employee authorised deductions from pay that are either one-off or recurring and for specific amounts or for amounts that change from time to time.
These are called employee authorised deductions and the employee needs to give their permission in writing. Examples of these deductions include payments to a health fund or union fees.
Need help with payroll? Ask us to give you a hand
Fair Work has updated the rules about fixed term contracts
From 6 December 2023, new rules apply when engaging employees on fixed term contracts.
A fixed term contract terminates at the end of a set period (for example, the contract ends on a set date or after a set period of time or a season).
The new rules include a requirement for employers to give any employees they’re engaging on a new fixed term contract a Fixed Term Contract Information Statement (FTCIS).
Need help with payroll? Ask us to give you a hand
Thinking about rewarding staff with a bonus?
Don’t forget super is likely to apply and you’ll need to use the schedule 5 tax scale to work out the tax to withhold.
If you don’t process and report the payment properly – you can’t claim a tax deduction.
Delivering gifts down the chimney this year? Don’t get stuck with extra tax to pay!
Best to refresh your memory on the allowable deductions and FBT rules, before the hitting the shops, so you don’t end up with any surprise tax to pay!
Watch out for the Fringe Benefits Tax (FBT) Grinch ruining the fun for everyone this Christmas!
Read on to find out about nice festive fun that may attract naughty surprise taxes.
What time is it?
Time to panic!!
The September quarter BAS needs to be lodged TODAY if you want to avoid fines.
Can’t pay it all? Make a payment arrangement.
Late lodgement will breach the terms of any payment plan you have in place with the ATO, and may make it harder to apply for one in the future.
For our clients, it will also mean our annual authority to file STP on your behalf is not valid.
So no more mucking around!
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