A Plain-English Introduction to Australia's Fair Work Laws

Posted by: on 11 March 2015 in Compliance, Human Capital Management

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Earlier this month I had the pleasure of hosting the first in a series of ten webinars explaining Australia’s Fair Work laws. This initial webinar was the ‘scene-setter’, and provided a comprehensive overview of the current Fair Work system.In case you missed it, here’s a summary of the key points we covered: National Employment Standards (NES)The NES form the foundation of the Fair Work system, and consist of ten minimum terms and conditions of employment that employers need to provide to all eligible employees.The ten NES cover:The maximum 38 hour working weekAnnual LeavePersonal/Carer’s Leave and Compassionate LeaveCommunity Service LeaveLong Service LeaveFlexible Working Requests (not to be confused with Individual Flexibility Arrangements or ‘IFAs’ for short!)Fair Work Information StatementsUnpaid Parental LeaveNotice of Termination and Redundancy Pay, andPublic HolidaysWe’ll be looking at these ten NES in much greater detail in the next…

A month in the Payroll Officer's shoes

Posted by: on 18 February 2015 in Human Capital Management, Payroll

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There is often a misconception of what a payroll officer does before and after processing. Employees receive their weekly/ fortnightly/ monthly salary/ wage on time in their bank account and everyone is happy. That’s it – right? Not quite. A payroll officer’s tasks are varied. Although payroll processing is different in every business, a lot goes on behind the scenes in ensuring employees get paid correctly and on time. So what really goes on in a pay cycle?Gathering information  It’s the week leading up to the payroll run and you tick off some tasks while you wait for information from various departments. After meeting the new employees, you create their personnel files, check their paperwork, update the payroll system and activate their logins on the Employee Self Service (ESS) system. Meanwhile you’re answering emails and phone calls from departing employees…

Payroll Contingency Planning: the key to surviving a payroll disaster

Posted by: on 23 January 2015 in Payroll

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Severe weather, an absent payroll employee or an IT hiccup are all common enough occurrences. All can have a profound impact on your business without warning. Would your company survive? As the financial well-being of your business is reliant on it ‘opening its doors’ it is crucial to have a contingency plan in place. Thankfully, exposing your business to disaster simply because you do not have an adequate contingency plan is something that can easily be avoided.Contingency plan and mitigating riskPayroll Contingency planning isn’t just for major disasters; it could be loss of data, legislative changes and day-to-day errors that can occur. It is important to regularly re-examine as your business grows and changes. And be mindful that your plan should be specific to your company’s unique needs.Paying staff is critical to all business. Failure to do so on time due to…

Long Service Leave - Wading Through the Complexities

Posted by: on 20 January 2015 in Human Capital Management, Payroll

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January 20 - by Sue Warren Long service leave (LSL) is a period of paid leave given to employees, both casual and permanent in recognition of a long period of service with one employer. It is unique to Australia as it was created to give immigrant workers the opportunity to return home to Europe by ship to visit family.While LSL is included as one of the 10 National Employment Standards, it is actually based on State and Territory regulations (Acts). As a result LSL entitlements vary based on where the employee is working.Unlike annual or personal leave which accrues in hours, LSL accrues as a number of weeks of leave. The weeks accrued are based on the number of years worked. For example in NSW and Victoria employees receive 0.8667 weeks of LSL for each completed year. Therefore an employee with…

Common HR and Payroll Outsourcing Mistakes #1: We've always done it this way

Posted by: on 11 November 2014 in Human Capital Management, Innovation & Technology, Payroll

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November 11 - by ADP Most organisations highly value their HR function, and rightly so. Their knowledge of employees and internal procedures are second-to-none. The EY Global Payroll Survey (2013) finds that 28% of companies still rely solely on a complete in-house payroll delivery model. When asked what they considered to be the main driver for their existing Payroll and HR operating model, the largest number stated that it was simply the way things had always been done. They had not had the time to re-assess whether BPO would provide a suitable alternative. As organisations compete in ever-changing marketplaces, having the flexibility offered by BPO services could be of benefit.CAN IN-HOUSE SYSTEMS COPE? Relying on internal teams can be costly and time-consuming. Internal teams are often left under-resourced, under-trained, and over-loaded. A survey of CFOs, in collaboration with ADP (Managing Compliance in…