Monday 14 November - Creating Confidence In How People Are Paid
Newsbite: Paid Family and Domestic Violence leave
The legislation enables workers to access 10 days of paid family and domestic violence leave, a promise made by the Albanese government during their election campaign. The new workplace entitlement will begin from February 1 next year for all employees in Australia, including casuals.
Small businesses will have an extra six months to adjust to the changes, meaning it will come into effect from
August 1, 2023.
The entitlement to paid family and domestic violence leave will be as follows:
You can read the full Bill here: Fair Work Amendment (Paid Family and Domestic Violence Leave) Bill 2022
Until the 1st of February 2023 or 1st August 2023 for small business your employees will still be entitled to the 5 days unpaid family and domestic leave in accordance with the current entitlements under the NES.
It's often said, payroll is underestimated by those who don't work in it. The common question is 'why is payroll so hard?'
Australian Payroll Association have put together a fast paced, 45 minute webinar for those who have payroll responsibility and want to fully understand the question of why it's so hard.
Payroll is one of the most complex functions for employers and this webinar will explain why this is the case and what you need to ensure you run a low risk, efficient payroll function that has the confidence of your employees, management and board.
Date: Dec 2, 2022 10:00 AM in?Canberra, Melbourne, Sydney
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Newsbite: QLD Payroll Tax Changes from January 2023
From 1 January 2023, the deduction range will increase, which means a reduction in payroll tax for small and medium businesses. For annual Australian taxable wages over the $1.3 million threshold, the deduction will change to $1 for every $7 of taxable wages over this amount.
2023 Payroll Training Courses & Events
Payroll Compliance
Effective management of modern awards & agreements
Companies are responsible for interpreting and keeping up-to-date with relevant modern awards. Modern awards are based on industry or occupation and generally have conditions relating to:
Maintaining compliance with awards can be a key challenge for payroll considering the rules are difficult to interpret. The main components include:
Enterprise agreements set out minimum employment conditions and can apply to one business or a group of businesses. When a workplace has a registered agreement, the award doesn’t apply. However, the base pay rate in the registered agreement can’t be less than the base pay rate in the award, the NES and any terms about outworkers in the award still apply.
If you need assistance with understanding your awards you might want to consider registering for our Understanding Modern Awards course.