Payroll Portal by Payroll Whizzards on LinkedIn: #margaretlilburne #payrollwhizzards #payrollcompliance #awardinterpretation (2024)

How does Award Interpretation impact my business?Award interpretation refers to the process of understanding & then applying the terms & conditions of an industry award or collective agreement that governs the minimum employment standards & conditions. These industry awards are legally binding & are typically issued by government bodies or industrial tribunals to set out such items as:💥Minimum wage rates💥Usual Working hours💥Overtime rates💥Leave entitlementsSome of the Practical Impacts for Award Interpretation:1)Preventing disputes between employers and employees, so that both parties are aware of their respective rights and obligations2)Guidance for Employment Contracts: Did you know that Awards provide a framework for drafting employment contracts? They set out the baseline conditions that must be met. Employers may not be aware that they can offer conditions that are more favourable than the award, but cannot provide conditions that are below the minimum standard. These standards provide for fair wages and appropriate working conditions3) Regulatory Compliance: Compliance with awards is mandatory for employers within the specified industry or occupation. Failure to comply can lead to legal consequences, such as penalties or fines.4)Collective Bargaining and Industrial Relations – Awards play a vital role in collective bargaining as they serve as a benchmark for negotiations between employers and trade unions representing workers in a specific sector.An example of Award Interpretation is in the case of :Building and Construction General On-site Award 2020 [MA000020]30.1Weekend and public holiday work(a)Subject to clauses 30.1(b) and 30.1(c), overtime worked on Saturday must be paid at 150% of the ordinary hourly rate for the first 2 hours and 200% thereafter.In this example, Clause 30.1 of the Award above states that overtime should be paid at the rate of 150% of the ordinary rate. It does not however, specify in this clause (nor in 30.1 (b) nor 30.1 (c)) that this only applies if the usual span of hours are from Monday to Friday as many shifts can include weekend work.If you would like assistance with correctly interpreting your industry awards or aligning your EBA to your existing payroll system - please reach out to me for Payroll Consultancy & Advisory services. About me:I have had extensive experience in Award Interpretation and analysis and builds for EBAs at Downer EDI as well as other companies and have also working in the last 20 years as a payroll specialist/implementation/consultant etc at various other blue-chip companies such as GE, Luxottica; Brown-Forman; Perpetual to name a few and am eager to share my knowledge with those who would like a helping hand.Questions? T & C's? Emailinfo@payrollportal.com.auWhatever you do today - make it great!#margaretlilburne#PayrollWhizzards#Payrollcompliance#AwardInterpretationKat Wiggins Adam Leventhal Abu Khan Scott Raven.

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Need to know more about Award Interpretation?Award interpretation refers to the process of understanding & then applying the terms & conditions of an industry award or collective agreement that governs the minimum employment standards & conditions.These industry awards are legally binding & are typically issued by government bodies or industrial tribunals to set out such items as:💥Minimum wage rates💥Usual Working hours💥Overtime rates💥Leave entitlementsSome of the Practical Impacts for Award Interpretation:1)Preventing disputes between employers and employees, so that both parties are aware of their respective rights and obligations2)Guidance for Employment Contracts: Did you know that Awards provide a framework for drafting employment contracts? They set out the baseline conditions that must be met. Employers may not be aware that they can offer conditions that are more favourable than the award, but cannot provide conditions that are below the minimum standard. These standards provide for fair wages and appropriate working conditions3) Regulatory Compliance: Compliance with awards is mandatory for employers within the specified industry or occupation. Failure to comply can lead to legal consequences, such as penalties or fines.4)Collective Bargaining and Industrial Relations – Awards play a vital role in collective bargaining as they serve as a benchmark for negotiations between employers and trade unions representing workers in a specific sector.An example of Award Interpretation is in the case of :Building and Construction General On-site Award 2020 [MA000020]30.1Weekend and public holiday work(a)Subject to clauses 30.1(b) and 30.1(c), overtime worked on Saturday must be paid at 150% of the ordinary hourly rate for the first 2 hours and 200% thereafter.In this example, Clause 30.1 of the Award above states that overtime should be paid at the rate of 150% of the ordinary rate. It does not however, specify in this clause (nor in 30.1 (b) nor 30.1 (c)) that this only applies if the usual span of hours are from Monday to Friday as many shifts can include weekend work.If you would like assistance with correctly interpreting your industry awards or aligning your EBA to your existing payroll system - please reach out to me for Payroll Consultancy & Advisory services.About me:I have had extensive experience in Award Interpretation and analysis and builds for EBAs at Downer EDI as well as other companies and have also working in the last 20 years as a payroll specialist/implementation/consultant etc at various other blue-chip companies such as GE, Luxottica; Brown-Forman; Perpetual to name a few and am eager to share my knowledge with those who would like a helping hand.Questions? T & C's? Emailinfo@payrollportal.com.auWhatever you do today - make it great!#margaretlilburne#PayrollWhizzards#Payrollcompliance#AwardInterpretationDarren Veerapa - Accountant Sydenham Judy Carse

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Attempting to manage HR, benefits and payroll without checklists can lead to departmental chaos, inaccurate processing, employee complaints and penalties from the government. Click through for checklists that can help you maintain order and compliance.

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Check out these helpful tips to make the most of your wage and hour audit preparations. https://hubs.la/Q01Z2bJW0. The EBC Payroll & HR Services team is ready to provide you with expert guidance and support throughout the process. #WageandHour #DOLaudits

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Are you struggling with the Clerks Award in your HR and payroll tasks? We've got something special for you –📖 Workstem summarises Clerks Award glossary, which provides clear and concise explanations of the pay rates you need to know. Our payroll solution can be a game-changer for HR professionals and business owners.Feel free to reach out to learn more and how it can benefit your business. 📋#clerks #award #awardinterpretation #payroll #compliance #workstem #hr #hrsystem #hris #humanresource #hrmsystem #humanresourcesystem #australia

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Understanding Employee RightsRight to Timely Payment: One of the most basic rights of employees is the right to receive their salary promptly and on time, as per the agreed-upon terms in their employment contract. Delayed or unpaid salaries are a breach of this right.Contractual Agreement: Employment contracts serve as legal agreements between employers and employees. These contracts outline the terms and conditions of employment, including salary, working hours, and benefits. Any violation of these terms can be challenged.Minimum Wage Laws: Many countries have established minimum wage laws to ensure that employees are paid a fair wage for their work. Employees must be paid at least the minimum wage, and any salary below this threshold is a violation of the law.Overtime Compensation: In cases where employees are eligible for overtime pay, they have the right to receive additional compensation for hours worked beyond their regular schedule.Deductions and Withholding: Employers are generally not allowed to make unauthorized deductions from an employee's salary. Deductions should be transparent and agreed upon in advance.Steps to Recover Unpaid SalariesReview Employment Contract: The first step in recovering unpaid salaries is to review your employment contract. Ensure that you have a clear understanding of the agreed-upon terms regarding your salary, working hours, and payment schedule.Document Everything: Maintain records of your work hours, attendance, and any communication with your employer regarding salary payments. This documentation can serve as evidence in case of a dispute.Communicate with Your Employer: Initiate a respectful and formal conversation with your employer about the unpaid salary. Express your concerns and seek clarification on the reasons for the delay.Consult HR or Payroll: If the issue persists, consult your company's HR department or payroll team. They may be able to help resolve the matter and facilitate the payment process.Legal Action: If all else fails, you may need to consider legal action. Consult with an employment attorney to explore your options. They can advise you on whether to file a complaint with labor authorities or take the matter to court.Labor Authorities: In many countries, labor authorities oversee employment-related disputes. Filing a complaint with these authorities can prompt an investigation into the matter and potential penalties for the employer.Small Claims Court: In some cases, pursuing legal action through small claims court may be necessary. This option is suitable for cases involving relatively small amounts of unpaid salary.Collective Action: If multiple employees within the same company face similar issues, consider collective action. Strength in numbers can increase the chances of a successful resolution.

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In order to ensure employees are being paid fairly and accurately, Oregon employers need to know what is considered "hours worked". Here is everything you need to know about hours worked in Oregon. To learn more, click here: https://hubs.ly/Q02km-GM0#HoursWorked #Payroll #HR

To be direct: if you have a self claim system for time and attendance, you will have payroll compliance issues.Self-claim modules within payroll and HR systems have risen in popularity in recent years as organisations seek to streamline processes, reduce the workload of their payroll, HR, and employment relations teams; and move away from paper-based systems.⚠️ But with self-claim systems, come compliance traps.Let's dig a little deeper:🚩 Lack of understanding or training: Employees may struggle to comprehend complex entitlements, leading to confusion and incorrect claims (for example: claiming overtime instead of a penalty will result in SGC issues).🚩 Errors: Manual input can result in mistakes, such as accidental overpayment or selecting the wrong code, which may go unnoticed during processing.🚩Timing of claims: Employees may forget to enter or submit their claims on time, resulting in delayed or underpaid compensation.🚩Multiple claims in one entry: Submitting a week's worth of claims at once can cause wage review issues, especially when dealing with different rates and workdays.🚩System controls and parameters: Off-the-shelf systems may lack customised controls to flag exceptions or accommodate diverse business units.🚩Ability to track and validate: Self-claim systems may not provide reliable time and attendance data, making it challenging to verify accuracy without source data like rosters or timesheets.🚩 Oversight and monitoring: Monitoring self-claim data in a short window can be impractical, potentially leading to missed exceptions and incorrect payments.While employee self-claim systems offer flexibility, it's vital to address these traps with comprehensive training, robust controls, and continuous oversight.#wagetheftact #payroll #compliance

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DAILY RECRUITMENT DOSE: 5 Strategies to Navigate Payroll Compliance in IT Recruitment Understanding the nuances of payroll compliance is vital to ensuring a smooth onboarding experience for your new IT talent. Here's a guide to navigating the complex landscape of payroll compliance in IT recruitment:Learn the Legal Requirements: Ensure you are up to speed with local, state, and federal laws to avoid legal complications. This includes understanding different tax requirements for W-2 and 1099 workers, overtime rules, and other employment laws.Identify the Correct Employment Classification: Correctly categorizing your workers as independent contractors (1099) or employees (W-2) is key. Each classification carries different implications for payroll taxes and benefits, so it’s critical to get this right. Invest in Compliance Software: Automated payroll systems help manage tax withholdings, timely payments, and compliance reporting. Make sure to choose a system that suits your organization’s size and complexity.Set Clear Payment Policies: Establish and communicate clear payroll policies. These should include pay dates, overtime calculation, pay stub access, and procedures for dealing with inaccuracies.Stay Updated on Changes: Laws change regularly and staying updated can be a challenge. Regularly attending payroll compliance webinars, subscribing to newsletters, and consulting with legal experts can help you stay compliant. Aligning your recruitment and hiring process with payroll compliance requirements is vital to manage financial risk and foster trust with your IT professionals. #ITStaffing #PayrollCompliance #RecruitmentStrategiesRemember, an error-free payroll process not only benefits your team but also showcases your organization as responsible and reliable.Please note: Information stated here is general in nature, always consult with your payroll/HR department or a legal counsel for specific advice.

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Payroll Management with latest Employment Laws Amendments and UpdatesNov 1, 2023 (face to face)Session is confirmedHRDF claimable (SBL-Khas)Last chance to register!Come and join us now!After completing the training, you should be able to:• Manage Payroll accurately in compliance with Employment Act Amendments 2021 and latest changes to Employment Laws and Regulations• Calculate work done and overtime computations• Calculate Annual leave encashment and entitlement• Compute No Pay Leave• Understand the difference between Paid and unpaid Maternity leave• Compute incomplete month of service and Payment in-lieu• Calculate Retrenchment benefits, entitlement and compliances• Understand EPF, SOCSO and EIS contributions and benefits• Understand PCB/MTD deductions and calculationsEmployer's Rights In Performance and Termination Of Employment2 - 3 November 2023Session is confirmedAfter completing the training, you should be able to:•Have awareness and understanding of the statutory and inherent rights of the Employer and Employee•Understanding the various aspects of discipline and termination of employment identifying and complying with the relevant Labour Acts, Legislations and Regulations•Have awareness and understanding on the 'Dos' and 'Donts' of Termination procedures•Understand the right way to apply discipline•Conduct Domestic Inquiry the Right wayCOME AND JOIN US!Program is 100% HRD Corp ClaimableInterested to have more information or to register kindly email tohaya@upskill.com.myEffective Communication & Exceptional Service Delivery23 October 2023Getting Started As A New Manager23-24 October 2023Managing Demanding Customer & Complaints24 - 25 October 2023High Impact Presentation Skills23 - 24 October 2023Technics of writing clear & concise business documents26 October 2023Effective Warehouse & Inventory Management23 - 24 October 2023Effective Document Control and Record Management25 - 26 October 2023Payroll Management In Compliance of Malaysian Law1 November 2023Employer's Rights In Performance and Termination Of Employment2 - 3 November 2023Interested to have more information or to register kindly email tohaya@upskill.com.my#training#traininganddevelopment#trainingprogram#trainingonline#trainingcourse#employmentlaw#payroll#payrollmanagement#accounts#development#business#humanresources#hr#highperformance

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