JobMaker is Here

One of the newer initiatives introduced by the ATO is the Jobmaker hiring credit. This credit was created as an incentive to employ additional young Job-Seekers aged between 16-35 years of age to reduce unemployment. It allows businesses to claim payments for these workers for up to 12 months from their start date.

 The eligibility criteria for this is:

  • Employer must:
    • Operate a business or Non-for-Profit organisation principally located in Australia
    • Have an ABN
    • Be registered for PAYG-W
    • Report through Single Touch Payroll
    • Be Up-to-date with GST lodgement obligations and income tax for the last 2 years
    • Have not claimed a JobKeeper payment for a fortnight that started during the JobMaker Period
  • Employee must be:
    • Have not left another job to come to yours
    • Be between 16 & 35 years old
    • Received income support payments such as Jobseeker, Youth Allowance or Parenting Payment for at least 28 days within the 12 weeks prior to being hired
  • The Job Creation criteria:
    • Total headcount of staff-members has increased from 30 September 2020
    • Payroll for the Jobmaker period compared to the 3 months leading to October 6 has increased
  • Other Criteria:
    • Employees must start employment between 7 October 2020 & 6 October 2021
    • Be hired as a permanent or casual employee on a fixed-term basis
    • Have worked or been paid for at least 20 hours per week in the JobMaker Period
    • Employees must provide employers a notice declaring they meet the criteria

 The Scheme started for employees from October 2020 and the first claim period has begun. If you believe you are eligible for this scheme or would like more assistance looking into implementing this for your business, contact Graham or Sophie to book in a time.

Policies & Procedures – why we need them

This week we have been working with a client dealing with the termination of an employee. Unfortunately, we don’t realise the importance of policies and procedures until we face a situation where we want to use them. In this instance, there are limited policies and procedures in place, therefore we have been working closely with fair-work & payroll experts to create a policy around termination and ensure we are following the legal procedures. 

Policies & procedures are vital to a work-place and must be supplied to all employees to read. This ensures that employees act appropriately, that the workplace is safe for all and there is a safety plan in place. Corporate compliance means having internal policies & procedures designed to prevent & detect violations, rules & ethical standards by employees. 

What policies should your business have? 
– Health & Safety Policy
– Code of Conduct
– Drug & Alcohol Policy 
– Anti-discrimination & Harassment Policy 
– Mobile, Internet & Email Policy 
– Recruitment Policy 
– Discipline & Termination  policy 

A workplace policy is a statement which underpins how the HR issues are dealt with in the organisation. It conveys the organisations values and expectation of employees behaviour & performance. They reinforce the standard operating procedures in the workplace and help employers manage staff more effectively by clearly defining acceptable & unacceptable behaviour in the workplace. 

Well-written workplace policies are consistent with the values of the organisation, comply with employment & other associated legislation, demonstrates an efficient & business-like structure of the organisation. If the procedures are well-written they ensure uniformity & consistency in decision-making, operational procedures, add strength to staff when possible legal implications arise & save time when new problems arise that may be handled through an existing policy. 

Steps to develop a Policy: 
1. Management Support – have senior management understand & support implementation of the Policy 
2. Consult with staff – involving staff promotes stronger awareness & ownership of the outcome 
3. Define the terms of the policy – define key terms, explain what is acceptable & unacceptable & provide specific examples 
4. Put the policies in writing & publicise them – provide to all existing & new staff members, ensure they are read and get signatures if possible 
5. Training & regular referral – explain the policies to staff in training sessions or staff meetings 
6. Implement – apply consistently through the organisation and deal with breaches to policies promptly and according to the procedures set out 
7. Evaluate & review – Review and update policies regularly to ensure they comply with legislation and re-issue to staff if significant changes are made 

A workplace policy should include: 
– Aim – set out the aim of the policy 
– Why – Explain why the policy was developed 
– Who – list of who the policy applies to 
– Behaviours – list the acceptable & unacceptable behaviours 
– Consequences – what will occur if people don’t comply 
– Date – when policy was written or updated 

Sophie & Graham are currently working with clients to develop their policies & procedures. Due to the development of Covid-19, new policies started to become important for working from home. If you need assistance writing, reviewing and updating your policies and procedures, feel free to contact Sophie to book in a time. 

Working ON your business versus IN it

In the last few blogs we have talked a lot about setting your goals and resolutions, how to improve your business and what to focus on in 2021. Whilst you may have read these, how many have you taken the time to implement? We all think about what we should be doing for our business, but how often do we take the time to STOP, REFLECT and WORK ON the BUSINESS?

One of the goals of Book Us Bookkeeping this year is to spend a couple of hours every Friday working on the Business. This has enabled us to plan better, look into webinars that will continually increase our knowledge and efficiencies, projecting our finances and re-asserting our goals.

When we talk about working IN the business versus ON it, we are referring to the management and execution of the work versus strategic planning, research, development & creating systems and increasing efficiencies.

Tasks to work  IN the business include:

  • Making the product
  • Devlivering the service
  • Administrative work
  • Team training
  • Marketing management & execution
  • Sales management & execution

Tasks to work ON the business include:

  • Strategic Planning
  • Research & Development
  • Creating Systems
  • Working on Alliances and Partnerships
  • Looking at Funding
  • Working on Budgets & Cashflow Projections

Working ON the business is important as it helps you to build and scale your business. You need to plan where you want to get to, how you are going to get there but if you are stuck working IN the business, you won’t have time to set these goals or put them into action

How do you start?

  1. Define the different tasks to work ON the business versus IN it
  2. Create an environment to help work ON the business
  3. Know when you can create a strategy yourself or when you need someone to step in to assist

If you have any questions or want help starting this process, we are happy to offer planning sessions to get people started, so contact Sophie to book in a time.