Employee self service

Employee self-service—The new normal

by with 5 Comments ArticleEmployee self-serviceEmployeesTrends in HR

Employee self-service

Author: Ian Hurst — Managing Director, Paymaster Business Solutions

Employee self-service (ESS) allows employees to apply for leave, collect their payslips and manage their own employee-data details. Employees can log in on a secure website in order to proceed with the management of their personal employee-data. By transferring accountability, ESS empowers your employees.

The new normal

With older HR systems, the former way of managing employee-data has become outdated. Nowadays, the new normal is to implement an online cloud-based HR system. Cloud-based HR systems facilitate employee-access from yout laptop, computer or phone. This kind of functionality is the new bare minimum—businesses and human resource professionals expect nothing less.

5 Reasons why the new normal is important

  • This new reality is expected from cutting-edge HR services . Employees are expected (and expect) to manage their own employee-data. All your competitors conduct their business by this reality too. It is a bit like access to WiFi: you just use it, and take it for granted as the least you would expect. But when your WiFi service is unavailable, you are suddenly lost with no connection to the world around you.
  • Talent retention. Nobody will resign from your company simply because you do not have ESS. However, ESS may indirectly influence the employee who has been frustrated trying to get information about their current or past payslips, or other employee-related information. In today’s business-world, where talent is a scarce commodity, you need to do everything you can to retain your skilled employees.
  • No longer does an HR clerk need to capture or change employee details. Instead, full onus rests on the employee to ensure that his/her employee details are updated and correct at all times. Accordingly, correct employee details will always be presented on the latest employee payslip. This makes the employee’s life a lot easier, and enhances your employer’s reputation too. Win-win all round.
  • Instant society. Contemporary societal norms are such that virtually everybody demands instant access to their personal information—whether it be employee-related, or just in general. For example, nowadays a person can apply for a personal financial-loan at 2am in the morning. With ease of access to information like this, the same expectation applies to employee-data within the workplace. Applying and waiting for an HR administrator to release information about an employee’s personal records is long-gone.
  • It allows more time for your HR administrators to concentrate on important tasks. No longer will they need to spend time printing payslips or answering queries about leave balances. Instead, the task focus for the HR administrator is now able to shift towards payroll analysis and trend reporting. After all, these tasks have far more of an impact on the profitability of your business. So it makes sense that their time and energy be focused on these areas.

The bottom-line

The bottom-line is this: If your business is not already embracing the new normal, then you might need to prepare the way for your business to transition towards the implementation and usage of employee self-service functionality. Seriously consider this online cloud-based HR system that you can truly rely on.

Contact Paymaster for their cloud-based ESS offering. You will not look back.

Should you wish to find out more, why not login to the Paymaster online demo version—accessible here: https://paymaster.payus.co.za/CMS/Default.aspx

Username: info@paymaster.co.za

Password: Honesty1!

For more in-depth information why not talk to Ian today.

Email: ian@paymaster.co.za

Paymaster Business Solutions. Accurate. Timeous. Client-Centered. Process Driven. Payroll Software Simplified.

Paymaster Business Solutions (Pty) Ltd 

Copyright 2023 Paymaster – Online Payroll Solutions | All Rights

Are you responding to countless payroll-related questions? Here’s how to recover 3 hours of your valuable ‘lost time’…

by with No Comment EmployeesEmployersLatest Payroll Newspayroll professionalsProductivity

Problem: are you responding to countless payroll-related enquiries?

Often, it seems as if all of our time is consumed by responding to staff and colleagues’ countless payroll-related questions.

This type of time-wasting is an easy trap to fall into. In fact, ‘lost time’ is the default result of ineffective workplace systems and processes.

Do you often wonder how you might be able to recover some of your ‘lost time’?

When providing payroll-related answers to enquiries made by staff and colleagues, the act of doing so is, more often than not, rather easily dealt with. The trade-off however, is that this act does require you to momentarily cease a task that you’re busy, in order to divert your attention for a while.

Sometimes you may have a quick answer for the person making the enquiry. More likely however, you may well find yourself spending a good few minutes preparing an answer for the person whom you’re attending to.

Therefore, in the final analysis the point being made is this: when several of these ‘interruptions’ take place quite frequently— throughout the course of an average workday—a considerable amount of time is lost.

[tweetthis remove_twitter_handles=”true” remove_hidden_hashtags=”true” remove_hidden_urls=”true”]Frequent ‘interruptions’ throughout the course of an average workday, WILL result in lost time![/tweetthis]

Solution: automated payroll self-help enquiry service for employees

A recent informal survey conducted by Paymaster Payroll revealed that there is an inordinate repetition of payroll-related questions being (repeatedly) asked of management and supervisors within organisations that do not have the benefit of an automated payroll self-help enquiry service.

Findings from the Paymaster Payroll survey revealed some interesting truths. You may be surprised to discover that the most frequently asked questions were:

Top 5 payroll-related ‘time wasting’ questions

  1. Employee: “Please may I get a copy of last month’s payslip, because I seem to have misplaced my original copy.”
  2. Colleague: “I urgently need the home address and mobile contact phone number of [Sally/Joe] who works in my department…”
  3. Colleague: “How much cumulative overtime did my department work for last month?”
  4. Colleague: “May I have a list of my employees’ salaries, their net pay and their official job titles.”
  5. Employee: “How much total leave (sick and annual) do I still have for the current leave cycle?”

On average, recoverable ‘lost time’ will add up to (about) 3 hours

Many organisations have made the switch to the use of an automated payroll self-help enquiry service. Consequently, after having made the switch, management and supervisors have recovered about 3 hours1 (per week) of lost time.

Does this come as a surprise to you? If so, it ought to be good news too, because it means that you may well end up recovering more of your own lost time too.

Accordingly, you are certain to find more available time for yourself too: more time to refine your productivity levels, more time to spend on planning and operational matters, and more time to do just just about anything you like.

What a pleasure!

Would you like to know more? You are invited to contact Ian, who will be happy to reply to additional questions that you might have.

1 This claim is based upon Paymaster’s set of estimated variables that we used during the calculation and testing process of the productivity survey.

Which employee-related records must I keep in order to sleep peacefully at night?

by with No Comment EmployeesEmployersLatest Payroll NewsPayrollPayroll AdministratorsPayroll TipsUncategorised

An organisation has a legislated obligation to keep employee-related records

South African legislation makes it very clear that you, the employer, have an obligation to keep employee-related records. You need to make sure that the paperwork is accurate, on time, and available to your employees, to you company-representatives, and to any government representative who may request these during an inspection/audit.

Therefore, knowing exactly where everything is filed (whether it be manually or electronically filed), no doubt makes prudent company sense.

Two methods of filing exists: the ‘old-fashioned’ manual filing method, and the more contemporary electronic document filing method.

Allow me to proceed by discussing which employee-related records need to be filed, and who may request audit-access to these filed documents that ought (at all times) to reside in your organisation’s secure document archives.

What needs to be filed: BCEA-related?

A good start is to to turn to the Basic Conditions of Employment Act 75, of 1997 (BCEA), which informs us of the statutory requirement to have a written contract of employment. This contract ought to include the following details:

  1. the full name and address of the employer;
  2. the name and occupation of the employee, or a brief description of the exact type of work/duties which the employee was hired to perform;
  3. the place of work, and, where the various locations where the employee is required (or permitted) to perform his/her duties;
  4. the date on which the employment contract commenced;
  5. the employee’s ordinary “hours of work” and “days of work”;
  6. the employee’s wage (alternatively, the contract to stipulate the rate and method to be used in order to calculate his/her wages);
  7. the rate/s of pay for overtime work;
  8. any other cash payments that the employee is entitled to;
  9. any payment ‘in kind’ that the employee is entitled to, as well as to clearly state the monetary equivalent-value of this ‘in kind’ method of payment;
  10. how frequently remuneration will be paid (i.e. frequency of payment intervals);
  11. any deductions to be made from the employee’s remuneration;
  12. the exact categories/types of leave which the employee is entitled to;
  13. the period of notice required in order to terminate the employment contract, or if employment is for a limited/specified period of time: the date upon which employment contract ceases;
  14. a description of any bargaining council or sectoral determination that governs further regulations specific to the type of business/organisation which the employee works at;
  15. any period of employment (with a previous employer) that may need to be factored into the employee’s new employment contract;
  16. a list of any other documents that form part of the contract of employment, whilst also indicating where the employee may (reasonably easily) access a copy of each of these documents.

Once an employee’s service with the organisation ends, record of his/her contract of employment must be archived for a period of three years after their leaving.

More filing needed: all hours worked and remuneration paid?

The organisation is compelled to keep a comprehensive set of records of all employees’ monthly hours worked and full details of remuneration paid to each and every employee:

  1. the employer’s name and address;
  2. the employee’s name and occupation;
  3. the period for which the payment is made;
  4. the employee’s remuneration in money; (e) the amount and purpose of any deduction made from the remuneration;
  5. the actual amount paid to the employee; and
  6. if relevant to the calculation of that employee’s remuneration
    • the employee’s rate of remuneration and overtime rate;
    • the number of ordinary and overtime hours worked by the employee during the period for which the payment is made;
    • the number of hours worked by the employee on a Sunday or public holiday during that period;

This aforementioned information must appear on each employee’s payslip. Every single employee must be given a copy of their payslip (which may be done during working hours or within 15 minutes after the employee’s shift has ended).

The organisation is compelled to keep archival record of these documents for a period of 5 years.

Lastly, an inspector (that has been legally and duly appointed in terms of the BCEA) may enter the organisation’s premises at any time, without a warrant or notice, and proceed with a compliance audit. It is incumbent upon the organisation and its representatives to prove that all employment-related records are accurate. Dependent upon the type of contraventions that may be discovered by the inspector, the BCEA provisions for a punitive fine of up to R 500 per employee (and/or a period of imprisonment for up to three years).

[tweetthis remove_twitter_handles=”true” remove_hidden_hashtags=”true” remove_hidden_urls=”true”]No filing records: contraventions discovered by an inspector, may attract a fine of up to R 500 per employee… [/tweetthis] Consequently, prudence seems to lie in preparedness: Paymaster recommends that you ensure that your employee-related records are always duly filed (manually, or electronically) and are in order for possible inspection/audit.

Thankfully, Paymaster (after many years of professional service to its clients) has gained the experienced capacity to help make your organisation’s record-keeping an easy, effort-free enjoyment. With an automated payslip process, Paymaster keeps all your essential and valuable employee-records online (safely and securely stored in the Cloud). These records are readily and easily available (at the click of a button) at any time.

Sleep easy at night, without worrying about that BCEA inspector’s ‘knock on the door’!

Further great news: you may elect to process your payroll, Paymaster can do it all for you, on your behalf — a fully outsourced and comprehensive solution for your organisation.

Whatever you decide to choose, be assured that Paymaster has your organisation’s employee-related record-keeping needs fully covered. Ultimate peace-of-mind for you!

6 Ways To Motivate Employees by Using Little to No Money At All

by with No Comment EmployeesLatest Payroll NewsMotivation

Keeping your employees happy and motivated is a key ingredient to running your small business.

Did you know that 13% of employee separations are voluntary—and it’s usually the best and brightest ones who move on the fastest.

However, you know that your small business enterprise doesn’t have the means to pay premium salaries or fund the benefits of a Fortune 500 company, so how can you event beging to foster loyalty amongst your prized employess, whilst also retaining your top workers?

Consider the following six examples from small business owners across the country:

Drum Up Win-Wins.

When Matt Hudgins needs to cut costs at his Atlanta-based financial advisory firm, Mosaic Wealth Management LLC, he asks employees for their input. “Who better to know where to cut the fat than the employees?” he says. To motivate them, he offers 10% of the savings that are realized. (The same idea could work with business expansion proposals.)

Fulfill Their Dreams.

Bettina Hein, CEO of the Boston-based video production company Pixability, asked her three employees to list as many of their lifelong dreams as they could during a 20-minute meeting. She then pledged to fulfill one of these dreams within 90 days of the New Year. One employee wanted to witness a shuttle launch, so Hein sent him to Cape Canaveral for $350. “You wouldn’t believe how happy this made them all, and it cost me very, very little money and a bit of effort,” she says.

Get Personal.

When an employee of Rex Direct Net Inc., an Internet marketing firm in Cherry Hill, N.J., reaches a work-related goal or goes through a significant life event, the CEO acknowledges it with a handwritten, personal note. “Making the time to communicate your satisfaction can motivate employees who thrive on recognition and attention from the boss,” says Jennine Rexon, CEO. It’s a small step that can yield loyalty from your employees.

Sweat the Small Stuff.

Mike Lieberman of Square 2 Marketing in Warrington, Pa., says a handful of small, but important things motivate his employees. Every quarter, he hires a limo to take his team into nearby Philadelphia for dinner and an event. On Fridays at 3 p.m., employees enjoy an in-office happy hour thanks to a stocked office bar. And he regularly holds video game tournaments—in the office—to “help the team blow off some steam.”

Do What the Big Guys Can’t.

Owning a small business means you can be more flexible with employees’ personal needs than a large corporation. Kathleen Henson, who owns Henson Consulting Inc. in Wheaton, Ill., allowed one of her employees to set up a portable crib and bouncy seat in her office during the months after her maternity leave. “Traditional work environments can be taxing on families, so creating a work setting that puts family first is the cornerstone of my business,” Henson says.

Appeal to the ego.

Not all rewards are tangible. Public praise is often a powerful motivator. When employees make successful choices, let everyone know. Recognize and share behavior that results in money-saving ideas attracting the most new customers, or even healthy behavior. Flattery can also be contagious. An “Employee of the Month” designation, for example, can get employees’ competitive juices flowing and motivate them to make work harder.

If these examples don’t spark any ideas for your company, consider going back to the basics.

Your employees will always take much delight in being treated with respect, says Jim Gellas of Pictopia: “It’s funny how often this can be taken for granted, but yelling at, insulting and demonstrating a lack of appreciation can be strong de-motivators,” says Gellas. “Said differently, employees really respond when they feel appreciated, their feedback is considered and their efforts valued.”

Millennials to employers: 4 reasons we keep quitting

by EmployeesEmployers

Millennials to employers: 4 reasons we keep quitting

by

It’s rare to find something HR-handy on Facebook these days. Between your friends sharing their baby photos and political opinions, there isn’t much room left for stuff to help with your job. But we had to share this Facebook find with our HR Morning audience.

A reader, a Millennial himself, spotted and shared this Forbes.com article.

It’s entitled, “Why Millennials Keep Dumping You: An Open Letter to Management.”

It contains a letter penned by Elizabeth McLeod, a millennial and cum laude graduate of Boston University. She’s the daughter of Lisa Earle McLeod, a best-selling author and creator of the popular business concept Noble Purpose, who also has a regular column at Forbes.

In McLeod’s letter, which is simply addressed “to Management,” she beautifully combats the common stereotypes placed upon Millennials — stereotypes like they don’t settle down, they’re fickle, and they only care about themselves and not the companies they work for.

Top reasons you can’t keep Millennials

She does so with a list of specific reasons Millennials hand in their resignation letters shortly into their tenures with employers.

Here it is:

  1. You put up with low performers. Millennials want to make a difference and be a top-producer, but they don’t want to be held down by those whom McLeod called the “Donna-Do-Nothings.” She said after a while, Millennials with a great work ethic will begin to wonder why management puts up with extremely sub-par performance. Then, after a while, they’ll assume that’s the standard and will want no part of it.
  2. You’re too focused on money. Again, Millennials want to make a difference — and they want it to be somewhere other than the bottom line. Yes, they understand the company needs to make money. But they don’t want that to be the sole focus. They want to know that their work is helping customers or the community in some way. A great point McLeod makes further down in her letter: “… I’ll (meaning Millennials in general) will do the grunt work. But I’m not doing [it] to help you get a new Mercedes.”
  3. Good culture doesn’t mean free meals. “Don’t confuse culture with collateral,” McLeod wrote. While she said she appreciates a free lunch, she doesn’t wake up in the morning and come to work to get one. “I need to be surrounded by people who are on fire for what we’re doing. I need a manager who is motivated to push boundaries and think differently,” she added.
  4. You treat people like a number. Treat her like a number or a cog in a wheel, and she’ll just start showing up just to get a paycheck — like Donna-Do-Nothing. That’s not what you want to happen. You want people who will show up and care about producing quality work. But that’s not what you’re going to get if you don’t show Millennials why their work matters — again, beyond padding the corporate bank account.

Article first published: http://www.hrmorning.com/millennial-to-employers-reasons-we-quit/

New Basic Conditions of Employment threshold.

by with No Comment Employees

The Minister of Labour has issued a notice in terms of section 6 (3) of the Basic Conditions of Employment Act 75 of 1997, as amended, increasing the earnings threshold from R193 805.00 to R205 433.30 with effect from July 1, 2014.

 

The threshold earnings point to the regular annual remuneration before deductions i.e income tax, pension, medical and similar payments but excluding similar payments (contributions) made by the employer in respect of the employee, provided that subsistence and transport allowances received, achievement awards and payments for overtime worked shall not be regarded as remuneration.

 

Employees earning above the threshold will not (unless by agreement between the parties) be entitled to the full protection and benefits under the BCEA in respect of ordinary hours of work, overtime, compressed working week and weekly rest periods, pay for work on Sundays, night work and work on public holidays. An employee earning below the threshold will, for example, be entitled to payment for overtime worked, and for worked performed on Sundays and on public holidays on which the employee would ordinarily not be required to work.

Amendments to the LRA – Fixed Term Contracts

by with No Comment ContractsEmployees

The Labour Relations Act – 4 little words that still strike terror into the hearts of employers.  And now there are amendments!  But fear not, it never was that scary anyway and the amendments are pretty straight forward.

So let’s start with the Fixed Term Contract (FTC).  Temporary Employment, Limited Duration, whatever you like to call it – it’s not permanent employment but the individual is still an employee (not an independent contractor).

There has been protection for employees employed on a Fixed Term Contract for some time but only as it related to where the employee had a reasonable expectation that the employment would continue and it didn’t.

Now the whole notion of the Fixed Term Contract has been clearly spelt out in S198B of the Amendments to the LRA.

A FTC has been defined as a contract of employment that terminates on:

  • Occurrence of a specified event
  • Completion of a specific task or project
  • A fixed date, other than the employees normal or agreed retirement date

An employer may engage an employee on a fixed term contract or consecutive contracts for longer than 3 months under the following circumstances:

  • To replace another employee who is temporarily absent from work
  • To cater for a temporary increase in workload that is not expected to last for more than 12 months
  • Student or graduates on learnership or gaining work experience to enter a job or profession
  • Genuine and specific projects that have a limited or defined duration
  • Is a non-citizen (foreign national) with a work permit for a fixed time period
  • Persons hired to perform seasonal work
  • Persons hired for an official public works scheme or similar public job creation programme
  • A position funded by an external source for a limited period
  • Someone who has reached normal or agreed normal retirement age

So what’s with the 3 months?  If the Fixed Term Contract is concluded in terms of the circumstances above, after 3 months, the FTC is deemed to be a normal open-ended contract of employment – a “permanent” employee.  Employees, employed on a FTC for longer than 3 months may not be treated less favourably than a permanent employee doing the same or similar work.

Fixed Term Contractors receive additional benefits under the Amendments to the LRA in that employees will receive additional payment at the end of a FTC that was longer than 24 months equivalent to 1 weeks remuneration for each completed 12 months.  It is NOT severance pay, just an additional payment at the end of the contact.

It is important to note that employees who earn above the BCEA Earnings Threshold (currently R193 805 pa) are excluded from the provisions relating to FTC.

The amendments to the Labour Relations Act have been passed by parliament and signed by the President but haven’t been promulgated yet.  After promulgation, there is usually a 3 month grace period.

In the meantime, I would recommend that you get your Fixed Term Contracts sorted out and ensure that your proverbial ducks are in a row.

 

Michelle Vernon

Human Resources Consultant

www.mvhr.co.za

Employee travel allowance – Best solutions

by EmployeesTravel Allowance

Scenario: No car allowance is paid and the employ does not have a company car, but does a limited amount of travel for business purposes and claims money back from the company.

Paymaster recommends: all travel reimbursement should be paid through payroll so than an accurate record can be kept and, if appropriate taxed, accordingly.

Where the distance travelled for business purposes does not exceed 8 000 kilometers per annum, no tax is payable on an allowance paid by an employer to an employee up to the rate of 330 cents per kilometer, regardless of the value of the vehicle. This alternative is not available if other compensation in the form of an allowance or reimbursement (other than for parking or toll fees) is received from the employer in respect of the vehicle.

Once the employee exceeds the 8000 km a year or is paid more than the R3.30 per km rate then the amounts need to be taxed as a fringe benefit.

The table hereunder shows in which circumstances a travel allowance is subject to employees’ tax and the relevant code under which it must be reflected on the IRP 5 certificate.

Scenario Must PAYE be deducted? Code
A fixed allowance is paid. Yes 3701
Fuel and expenses paid by the employer (e.g. petrol, garage and maintenance cards). Yes 3701
Reimbursed at not more than the prescribed rate per kilometer and travels not more than 8 000 kilometers. No other travel allowance is received. No 3703
Reimbursed at not more than the prescribed rate per kilometer and travels not more than 8 000 kilometers.  Receives a travel allowance or certain expenses are paid for by the employer. No (reimbursement)Yes (fixed allowance) 37023701
Reimbursed at not more than the prescribed rate per kilometer and travels more than 8 000 kilometers.  No other travel allowance is received No 3702
Reimbursed at not more than the prescribed rate per kilometer and travels more than 8 000 kilometers.  Receives a travel allowance or certain expenses are paid for by the employer. No (reimbursement)Yes (fixed allowance) 37023701
Reimbursed at a rate exceeding the prescribed rate per kilometer. No 3702

 

Employers – Get ready for the 2014 Employer Annual Reconciliation

by Employee TaxEmployeesEmployers

Download 2014 tax guide here (pdf)

Dear Employer

From 1 April 2014 it will be time to submit your Employer Annual Reconciliation for the period 1 March 2013 to 28 February 2014. You are encouraged to submit your reconciliation early as this will give you time to resolve any issues which may arise.

To help you get ready to submit, we would like to tell you about the changes you may expect this year:
• Updated version of e@syFile™ Employer available
Remember to always backup your current information on your computer prior to installing a new version of e@syFile™ Employer, as the installation may delete your current information.
• Employment Tax Incentive (ETI) included in the reconciliation submission
The ETI came into effect on 1 January 2014 which encourages private employers to employ young workers by providing a tax incentive. Qualifying employers are able to claim the ETI and reduce the amount of Pay-As-You-Earn (PAYE) payable to SARS. To see if you are a qualifying employer or employed qualifying employees visit www.sars.gov.za > Tax Types > PAYE > Employment Tax Incentive. Any amounts claimed for ETI on your Monthly Employer Declaration (EMP201) must be included in the spaces provided when completing your annual reconciliation submission.
• Completing the Employer Reconciliation Declaration (EMP501)
Make sure you enter the correct amounts for each month.
∙ The Gross PAYE before the ETI deduction must be completed.
∙ The Total actual payments after the ETI deduction must be completed.
∙ The ETI details section is mandatory, if you are claiming the incentive.
∙ Read all notes provided carefully, while completing the EMP501.

• The ETI supporting data must only be submitted when requested by SARS
For now, the ETI supporting data should not be included in the IRP5/IT3(a) file created by payrolls. The ETI supporting data requirements have been listed in Appendix C of the Business Requirement Specification: PAYE Employer Reconciliation (including the Employment Tax Incentive requirements).
• New source codes [IRP5/IT3(a)] ETI (4118) – The sum of the ETI amounts calculated (theoretical amounts) for the employee during the year of assessment. The value of this code cannot be a negative.
• Updated source codes [IRP5/IT3(a)] ∙ Code 3703 may not be reflected on an IRP5/IT3(a) together with code 3701 and/or 3702. The value of code 3703 must be included in the value of code 3702 under these circumstances.
∙ Code 3802 – Use of motor vehicle acquired by employer NOT via Operating Lease (PAYE). Code 3852 MUST only be used for Foreign Service income.

• The postal address information for employees has been updated to align to the new SARS structure [IRP5/IT3(a)] These fields must be updated before you submit your reconciliation. The requirements are listed in Appendix D of the Business Requirement Specification: PAYE Employer Reconciliation (including the Employment Tax Incentive requirements).
• The Standard Industrial Classification (SIC7) code has been included
The list of the codes is available in Appendix E of the Business Requirement Specification: PAYE Employer Reconciliation (including the Employment Tax Incentive requirements).
Please note: Retirement Funds/Fund Administrators are required to submit the SIC7 codes. Code 64300 must be entered, which is the “trust, funds and similar financials entities” code. This information will be excluded for the 2015 Employer Interim Reconciliation submission.
Don’t forget the following important details:
• Reconciliation submission may only be submitted to SARS from 1 April 2014
• eFiling may be used as a submission channel where you have 20 or less IRP5/IT3(a)s to submit with your EMP501
• Complete accurate reconciliation documents
• Submit your reconciliation documents before the deadline of 30 May 2014
• The latest Business Requirements Specification (BRS) is available on the SARS websitewww.sars.gov.za

For more information visit the SARS website on www.sars.gov.za, call the SARS Contact Centre on 0800 00 SARS (7277), or visit your nearest SARS branch.

Sincerely

SOUTH AFRICAN REVENUE SERVICE

Minimum wages effective February/March 2014

by Employees

Change in minimum wage rates

The minimum wage rates for:

  1. Retail sector (see new rates here) ,
  2. Farm workers (see new rates here) and
  3. Domestic workers (see new rates here)

Please make sure that the new minimum wage rates or minimum wage increases are implemented from the correct dates.

Should you have any questions please mail them ian@paymaster.co.za

Employee tax incentive scheme

The employment tax incentive went live on the 1 January 2014

to download a PDF explanation or to watch a video explaining the new law and see how much you can reduce your monthly payments by click here.

Included in the PDF download is the how to complete the EMP 201 return

Employment services of South Africa

The department of labour has launched the Employment Services of South Africa website.  Employers looking for interns or have employment opportunities can log on and review the CV of the candidates.

This is a free service.

https://essa.labour.gov.za/EssaOnline/WebBeans/