Payroll Management

Payroll Accounting Support

We work with you to help manage your legal and financial payroll obligations in your accounting software. We can work remotely from our office or onsite, and also offer payroll management training and support.

Payroll processes involves and not limited to:

  • A considerable amount of financial reporting to the government
  • Employee agreements
  • Workers compensation policies
  • Payroll tax – (NSW payroll tax)
  • Superannuation Guarantee
  • Leave Entitlements
  • PAYG payment summaries
  • PAYG withholding
  • Awards updates
  • Time sheets
  • Processing pays for payment
Payroll accounting computer for bookkeeping services

How We Work Together

We setup payroll system to process and pay employee’s salaries and wages on Full-time | Part-time | Casual.

Frequency of payroll management: Week | Fortnight | Month | As Required.

  1. Setting up your payroll software in line with National Employment Standards
  2. Maintain pay rates and changes to awards
  3. Collect and process time sheets
  4. Monitor holiday and personal/carers leave entitlement balances
  5. Process employee leave applications, carers leave, annual leave, RDO, parental leave
  6. Apply Commissions | Allowances | Bonuses | Lump sum payments
  7. Deductions such as; Child Support Payments | Union Fees
  8. End of employment terminations
  9. Process payroll for your approval
  10. Send payslips
  11. Report Single Touch Payroll (STP)
  12. Advise you of PAYG Withholding and Superannuation Liability Amounts to put aside for future payment

 

 While taking care of:

  • Prepare and lodgement of payroll tax and reconciliation of payroll tax control account
  • Check and submit annual PAYG payment summaries
  • Employee card files for change of details
  • Prepare and lodgement of superannuation and reconciliation of superannuation payable control account
  • Reconciliation of payroll clearing control account
  • Maintaining your workers compensation policy
  • Reportable fringe benefits and SG Super contributions

See: List of Fair work Employment Awards and Agreements

 

 

NNew Employee Forms for Employers

2 Forms Employees MUST complete From The Australian Taxation Office

  1. Superannuation Standard Choice Form
  2. Tax File Number Declaration Form

Fair Work Forms

For more Fair Work tools and resources templates Click Here to go to Fair Work Templates

Not Paying Workers Compensation on Subcontractor? You May Need To Prove The Subcontractor Is Covered:

Subcontractor Declaration Form

SUBCONTRACTOR’S STATEMENT

REGARDING WORKER’S COMPENSATION, PAYROLL TAX AND
REMUNERATION (Note1 – see back of form)

If you are not sure if you need to cover sub-contactor’s for NSW workers compensation use this TOOL and follow the prompts.

Things You Must Know About NSW Workers Compensation – icare

NSW Workers Compensation Policy is compulsory for NSW Employers except for Exempt Employers.

A workers compensation policy may not be back dated!

Your business may be fined or penalised up to $55,000 and/or six months’ imprisonment if you do not have a valid policy.

To be an Exempt Employers You:

Pay $7,500 or less in annual wages

  • Don’t employ an apprentice or trainee
  • Are not a member of a group for premium purposes.

ALL Employers are obligation to provide assistance with injury management and return to work.

You MUST

  • Keep a register of injuries to record workplace injuries or illnesses sustained by workers, even if there has not been a claim. Click here for what The Register of Injuries Must Include.
  • Contact icare immediately if your conditions change in a way that affects your obligations, example annual salary and wages increases more than your current insurance policy. If you were an Exempt Employer who’s salaries and wages grow larger than $7,500 you must immediately contact icare and take out a workers insurance policy.

If you are a contractor not disclosing subcontractors to icare beware!

 

 

Did You Know If Your Worker Has A COVID-19 Diagnosis You MUST Report It To icare

You are obligated under Section 44 of the Workplace Injury Management and Workers Compensation Act 1998 to notify your icare claims manager within 48 hours of becoming aware of a worker receiving a COVID-19 diagnosis, whether or not the diagnosis will lead to a workers compensation claim, even if you are unsure if the worker contracted COVID-19 in the workplace. Click here to Notify icare of a COVID-19 diagnosis137 722.

Call for a free consultation to discuss your business needs.