| Payroll & HR Talk |
{!firstname_fix},
Welcome to the Wednesday edition of the PayPerShop Newsletter in which we feature the latest gossip from this week's press releases and recent postings from the PayPerShop Forum.
In case you missed this week's UK payroll news, click here.
Best wishes,
Bethany Congreave
PayPerShop Editor
bethany@paypershop.com
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| HRD & Payroll Solutions |
14th Annual HR & Payroll Conference 2008
Conference Dates - Wed 5th March - Sat 8th March 2008
HRD & Payroll Solutions are proud to present their 14th Annual Payroll and HR Conference 2008, a range of high quality Payroll and HR modules all designed to impart the maximum amount of skill and knowledge in the relaxed and friendly environment of Heythrop Park Hotel & Country Club, Enstone, Oxfordshire.
For more details: http://www.hrdps.co.uk/conference2008.pdf (Need Adobe Reader)
or http://www.hrdps.co.uk/payrollcourse_wpc.htm
Testimonial
“I’ve always found the Conference to be excellent in all areas and this year was no different. The modules are presented very professionally and great care is taken to ensure all delegates have full understanding before moving on to the next topic. The team work extremely hard to ensure all delegates are looked after.
"Once again a great success and hopefully we’ll see you all next year - thank you all!”
Diane Kirton, Frank Thomas
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Press Releases |
The Press Releases page is sponsored by MidlandHR.
MidlandHR is uniquely positioned in the market, able to offer both best-of-breed software as well as a range of managed services tailored to meet customers' individual needs.
Each week, PayPerShop publishes the latest press releases in the industry.
You can view our archive of Press Releases at www.paypershop.com/cool1.html
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Global Payroll & HR Services |
If you are looking for payroll or HR services in a country outside of your own, the businesses listed on our International Payroll & HR Services page would like to help. The companies featured there specialise in providing international payroll & HR services.
If you are interested in listing your company on this page, please email david@paypershop.com or call direct on +44 (0)113 2931303.
Visit the International Payroll & HR Services page
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Disability Equality Training |
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PayPerShop Forum Highlights
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You can enter the PayPerShop forum by using the address: www.paypershop.com/forum
If you have never used an on-line forum before, we have prepared a simple set of instructions to help you get started: www.paypershop.com/forum.html
If you need any assistance with the forum, please email david@paypershop.com or call direct on +44 (0)113 293 1303 and we will be happy to help you get started.
Subject: IPPM Dip in Payroll Management...Help?
Poster: Helenedixon
I did my IPPM Dip in Payroll management about 10 years ago and would like to refresh my memory on it but do not want to re-sit. I wonder if anyone has the text books I could borrow/buy/have I would pay postage.
To reply to this post, click HERE
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Subject: Benefits whilst on Maternity
Poster: Roxannebo
Hello,
An employee has queried her salary whilst on Maternity and HR do not agree with the way that payroll have calculated her pay.
I am therefore hoping that someone here can help!
The employee receives car allowance of £480 per month.
Her Average Pay was calculated including this amount.
Our (HR) understanding is that whilst on Maternity she should receive her SMP payments for 39 weeks. She should also be paid her £480 car allowance each month for the first 6 months (26 weeks) of SMP.
The remaining 13 weeks the employer is not obliged to pay Car allowance.
Our payroll have only paid her the difference of her car allowance. They have said that she has already been paid her car allowance as it is in her SMP payment (as this was included in calculating her average pay). Once she reaches her AML they will pay the car allowance in full again. Is this correct?? It seems to be rather confusing to me.
If an employee was paid a bonus during the period of Average pay, this would bump her SMP payments up. But she is not then penalised if she receives a bonus whilst on SMP. Surely Car allowance works the same way?
A straight answer to this confusion will be really appreciated as I think I have now confused myself!
Kind Regards
Roxanne
To reply to this post, click HERE
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Subject: P45 leaver with no tax
Poster: stirfry
I notice that our last newsletter included a section on notes for P45 for leavers.
http://www.paypershop.com/news-cat/payrolltips267.html
this states "Every employee who leaves,...must be issued with a P45, except:
employees for whom no tax has been deducted in the current tax year"
However the E13 pg 27 states
http://www.hmrc.gov.uk/helpsheets/e13.pdf
"If the 'Total Tax in this employment' is nil enter 0.00"
This suggests that a P45 should be issued.
Any chance of a review of this.
I'm also thinking if no P45 is sent then it is perfectly feasible that no P14 would be raised for the employee. Say the employee left on 7th April & Hol Advance = any payment due, thus no entry on the P11 thus no P14 on a computer system.
This means that HMRC would not be notified that they had left the employment.
Any comment on these thoughts.
Thanks
Andrew
To reply to this post, click HERE
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Subject: PAYE Ref - HELP
Poster: markh
At present we process 10 separate payrolls within 5 different Tax Offices and they are all paid on the same day of the month. These 10 different payrolls are subsidiaries of the main company.
We are trying to harmonise the payroll so that these 10 payrolls can be merged into one to make payroll processing easier and we've written to the Tax Office to inform them of our intentions.
We've had a reply from them to say that we are unable to do this as the subsidiaries are companies in their own right and as such, each one requires a return.
Can anyone think of a way to get the staff on to one payroll group to ease the payroll administration that will have to continue if a way forward can't be found.
Any ideas greatly appreciated.
To reply to this post, click HERE
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Subject: SMP calculation and the Alabaster ruling
Poster: Richard Speller
Dear all,
We have an employee whose expected date of birth is 04/11/07 and she went off on maternity leave from 22/10/07.
According to the Revenue SMP calculator the relevant period for earnings is 26/05/07 to 26/07/07. During this period she received payments for her June 07 and July 07 salaries. In her June salary she also received a backdated payrise payment of £500.
Additionally she has also received payrises in Aug 07 and Sept 07 (due to some changes in pay and grading structure).
My understanding of the Alabaster ruling is that if any employee receives a salary increase during her time on maternity leave then her SMP needs to be recalculated based on the new salary. So if her annual salary was:
£14,000 for the period including June and July 07
£15,000 from 01/08/07
£16,000 from 01/09/07
Would the correct way of calculating the SMP due be to use the current salary of £16,000 for the earnings period but also to add on the back pay of £500 received in June 07. For example:
£16,000 x 2 / 12 = £2,666.67
Plus back pay = £ 500.00
Total pay = £3,166.67
SMP = £3,166.67 x 6 / 52 x 90% = £328.8465
SMP = £328.85 for weeks 1-6
Any help would be appreciated as I sometimes find the Alabaster case confusing!
To reply to this post, click HERE
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Subject: Australia - QLD - TAFE - Diploma HRM
Poster: athena-lee
Hi,
I am currently studying a Diploma in Human Resources Management through TAFE QLD in Australia. Just wondering if anyone on here has done this same course?
To reply to this post, click HERE
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Subject: Bank holidays and part time workers
Poster: JACKBANTREE
I worked for the HSBC which was sold onto IPSL under a tupe agreement. As the HSBC adopted the european contract for bank holidays which were pro rata in 2002, we were given the opportunity to either stay as we were or to go on the new contract.
Those who worked part time which included a Monday were worse off on this contract and did not join, but it was said that if you changed your hours or were promoted that the new contract would come into force.
I understand that on a pro rata basis an employee who works Monday and does not do 5 days a week with each day being the same number of hours will loose out on days off. A full timer gets a day off every bank holiday whereas someone who works 3 part days a week will only get 1/5 of their working week and will have to take the remaining hours from their holiday allowance. But if some part timers who have not had to go onto this contract are still receiving a full day off, is this not discrimination under the age discrimination act, as anyone who now joins on a part time basis will have no option but to go onto the pro rata bank holidays?
To reply to this post, click HERE
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Subject: Remuneration & employee benefits Package - SAMPLE??
Poster: athena-lee
Hi all,
I am in need of a sample of a Remuneration and employee benefits package. Does anyone have one they could email to me or send me a link of one? This is for a TAFE assessment.
Thank you in advance...
To reply to this post, click HERE
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Subject: Court Orders/Student Loans
Poster: p528538
I'm a SAP-HR(Payroll consultant), I'm trying to learn the concepts to Court Orders/Student Loans.
SAP has sub-divided Court Order types according to the location in which they are relevant, viz., (Community Charge AE0, Council Tax AEO,....which are relevant to England and Wales; Non-Priority AEO, Priority AEO..which are relevant to Northern Ireland; Customs and Excise Earnings Arrestment, Scottish Conjoined Arrestment Order...which are relevant for Scotland)
The question that I want to put forward is:
Can an employee who is working in England & Wales receive a Scottish Court Oder and vice versa? How do all the permutations and combinations related to these court orders work?
Also, I've learned that the priority of deduction depends on the "date issue" in England and Wales and "date of receipt" in Scotland. Please throw some light on this.
To reply to this post, click HERE
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About PayPerShop |
The PayPerShop newsletters are intended to raise awareness of payroll and HR-related developments that may affect employers. PayPerShop provides information, not advice. Readers should examine the sources quoted and should obtain proper legal advice in relation to specific situations.
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