Log hours for all employees – Have you caught up with latest legislation?

As we all start to return back to work over the coming weeks it is the perfect time to put your systems in place for employee timekeeping. New changes that came into place on March 1st, 2020, for the most part, may have been overshadowed by COVID-19.

Several modern awards now need people who are paid under annualised salary provisions to actually record there start and finish time each day.

Who is impacted?

If you’re covered under the following modern awards, this will be relevant to you:

  • Banking, Finance and Insurance Award 2010
  • Clerks – Private Sector Award 2010
  • Contract Call Centres Award 2010
  • Hydrocarbons Industry (Upstream) Award 2010
  • Legal Services Award 2010
  • Mining Industry Award 2010
  • Oil Refining and Manufacturing Award 2010 (clerical employees only)
  • Salt Industry Award 2010
  • Telecommunications Services Award 2010
  • Water Industry Award 2010
  • Wool Storage, Sampling and Testing Award 2010

If you work under the following awards, the changes will apply to you, but only if you agree to the new arrangements

  • Broadcasting and Recorded Entertainment Award 2010
  • Local Government Industry Award 2010
  • Manufacturing and Associated Industries and Occupations Award 2010
  • Oil Refining and Manufacturing Award 2010 (non-clerical employees)
  • Pharmacy Industry Award 2010
  • Rail Industry Award 2010
  • Horticulture Award
  • Pastoral Award 2010

Start your trial and make the collection of employee start and finish times easier than ever before, integrate directly into your payroll saving many weekly hours of manual data collation, calculation and data entry.

Book in a demonstration here

 

The Fair Work Commission is introducing changes to the terms of several modern awards which will mean that from 1 March 2020 there will be new obligations on employers paying annual salaries under these provisions. Although these changes will vary slightly from award to award, some of the common changes will require employers to:

  1. Have in place written documentation that records which provisions of the award are intended to be included within the annual salary.
  2. Specify in this documentation the ‘outer limits’ of the number of overtime or penalty rate hours that are included within the annual salary in each pay period/roster cycle.
  3. Where an employee works hours that exceed those ‘outer limits’ in a pay period/roster cycle, pay the employee for those hours worked (at the relevant overtime or penalty rate) within the relevant pay cycle.
  4. Keep records of the start times, finish times and unpaid break times for each employee paid an annual salary, and have employees sign, or acknowledge as accurate, that record in each pay cycle.
  5. Perform an annual ‘reconciliation’ every 12 months, calculated from the commencement of the annualised salary arrangement or upon the termination of the employee’s employment. The annual reconciliation will involve calculating the amount the employee would have been paid if they were paid on an hourly basis in accordance with the award. If there is any shortfall it must be paid within 14 days.

In addition, some awards will require that annual salaries under these provisions can only be paid where employees agree to this arrangement.

 

Start your trial and make the collection of employee start and finish times easier than ever before, integrate directly into your payroll saving many weekly hours of manual data collation, calculation and data entry.

Book in a demonstration here

 

 

 


2020 time to upgrade your employee time keeping software

2020 is the time to make the change, if you have not previously upgraded your employee time and attendance system or you are still running schedules through spreadsheets 2020 is the time to change.

How can you improve your current employee timekeeping processes?

  • Schedule employees into the future – visibility for all employees, managers, and business owners
  • Option to allow employees to swap shifts based on skill and cost – get rid of all the stress of trying to fill shifts
  • App for employees, managers and business owners to see what is happening live from your own device.
  • Build repeat scheduling templates – save hundreds of manual hours every year.
  • See live who is onsite, late, sick, on holidays
  • Onboard new employees online – get rid of all the manual onboarding paperwork
  • Integrate with payroll including Xero, MYOB, Quickbooks and dozens more – save hundreds of manual hours every year

Ready to change your employee timekeeping systems – Book in a 15-minute call and we will show you the basics and help you to start your free 30-day trial.
http://meetme.so/petermorrissey

 

Can’t wait? Start your trial here 


Employee scheduling for massive concerts

I was lucky enough to be able to take my daughter to the recent Taylor Swift concerts across Australia. I was also lucky to get up very close to this global super star. What an event, what a show!! I was amazed as I went to the Sydney show after the Melbourne show that they only had several days to pull the stadium down in Sydney, pack it up and ship it by truck to Brisbane and then set up for the Brisbane show. So the Sydney concert was on Friday night, at the end of the last song within minutes people were out scaling the stadium already bringing down lights and more. Same thing happened in Brisbane as the next show was Auckland only 3 days later, even harder time frames as everything had to be flown across the ditch. The amount of organising that goes into an event of this stage is mind blowing.

Taylor_1 Taylor_2

Seeing hundreds of contractors appear within minutes of the show finish got me to thinking I wonder what program they are using to schedule all of the staff?

Must be a good one!!

Need employee scheduling in your business? Do you have mission critical work that needs to be scheduled? Employees or contractors it does not matter, if they need to be scheduled book in a demonstration and I will show you how easy we can make your live moving you away from paper time sheets or spreadsheets.

 

 


Deputy release Hourly Paid workforce Index details

WOW these insights are amazing

Deputy have released some general information on the workforce’s of Deputy users

  • 89% of workers are part time over 11% fulltime
  • 41% are Males while 59% are females
  • 30% have more than 1 job
  • Average age of a worker is 29.8 years
  • More than 50% work in hospitality
  • More than 40% changed jobs in 2017
  • My wife will not like this one….females earned on average $1094.00 per year less than males

Want to move away from spreadsheets in your business

Click to start a free trial or call Peter

Australia – 1300 800 077
USA – 213 631 3612

rest of the world – +612 8188 3749


Deputy introduce paid breaks – making compliance even easier

Last month Deputy released a new feature – Paid Breaks.

 

What does this mean?

You can now ask employees to sign out and in for breaks giving you an electronic easy to understand report showing the breaks taken while the employee continues to get paid as required. Previously you could not do this as the employee if they signed into a break would not get paid.

What should you do?

Deputy says…Relieve your employees from all duties during their breaks – (Pay close attention to this one). Ensure your staff are not pressured to work during their allocated break times. IF they’re working at any capacity during their break, you’ll be liable to pay them in addition to their entitled wage.

Setting up paid breaks is easy…register to start a 30 day trial and book in training to get your employees signing in and out electronically.

It is now even easier to import your data in XERO….

Try Deputy for free


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