| Payroll & HR Talk |
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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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Press Releases |
The Press Releases page is sponsored by MidlandHR.
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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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PayPerShop Forum Highlights
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You can enter the PayPerShop forum by using the address: www.paypershop.com/forum
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Subject: Salary Sacrifice and Court Order Effect
Poster: apserve
When calculating protected earnings for Court Order purposes, if the employee has agreed to a Salary Sacrifice scheme for example Child Care Vouchers, is the protected earnings calulated before or after the deduction of the sacrificed pay?
My own feelings is that as the Salary Sacrifice scheme is contractual, the protected earnings are calculated after deduction of e.g. Child Care Vouchers but I would like to see some legislation.
Would appreciate your comments.
To reply to this post, click HERE
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Subject: Maternity and Holiday
Poster: Dominic Buggy
Hi,
A lady will shortly be going on maternity leave,
is entitled to SMP,
has unused holiday to take,
is unable to take it before she commences her leave,
and by the time she returns a new holiday year will have commenced.
What are the options available to employer? Should they make a payment for unused holiday? Can they refuse to pay, and therefore lady loses her holiday for that year?
Any suggestions welcome!
To reply to this post, click HERE
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Subject: Full-time Students working part-time
Poster: seanmoody
Hello, our Head of Department (Payroll) has just attended an HR course and was advised that full-time students are limited by law to a maximum of 16 working hours a week, on average.
Please can someone point me in the right direction so I can investigate this.
Many thanks, Sean
To reply to this post, click HERE
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Subject: Sick days and overtime
Poster: paypershop
A correspondent in the US has asked for the following question to be posted anonymously:
Quote:
Based on a biweekly payroll processing. Say someone the first week takes an 8-hour sick day which give them 32 regular hours, the next week they work 48 regular hours, which equals 80 hours biweekly and 8 hours sick pay. The second week is the 8 regular extra hours work. Is it overtime even though it's a biweekly payroll or is it straight time because of the 8 hours missed the week before?
The correspondent is based in Texas.
To reply to this post, click HERE
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Subject: Help
Poster: harin_thanki
Hi everyone,
I am new in payroll. I don't know much about it but I'm trying to learn through websites and be a member of sites like this which help those people who are having trouble in processing payroll.
I do have a question in my mind. Which I suppose might be silly for you but I am bit confused about it.
I finished my payroll training about a couple of months ago and I'm looking for a job, but as it is everyone needs experience. I am even willing to relocate and ready to be volunteer.
So I am trying to learn myself, I downloaded payroll software which is available on the internet, as a free trial.
I am using moneysoft at the moment and just wondering about SMP.
I put a data of collegue and then after 26 weeks I put her on SMP. So all I want to know is, will the software count her SMP by itself or do I have to count it and put payment?
If I have to put payment then where should I put it? She is working on an hourly basis, so SMP going to be 90% of her contracted hours? I think 90% would be paid for first six weeks and then 117 pounds for the rest of the weeks.
Sorry but I am not too good in English, so if there are any mistakes, please consider my apologies.
Thanks,
Harin
To reply to this post, click HERE
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Subject: P46 E-Filing
Poster: KeithD
Hi,
I’m trying to e-file P46’s for new starters on my payroll this month using 3rd party payroll software.
My problem is encountered under the new procedure for sending P46’s that have not been completed by the employee:
Quote from E13 (Employers Help Book) regarding new procedures for filing P46
Quote:
Exceptionally, if your employee has not completed the form P46, or provided you with the information to fully complete Section one in time for their first pay day, you must complete Section one to the best of your knowledge on their behalf and use code BR on a cumulative basis. You must send in a P46 for all cases on the employee’s first pay day. Prepare a form P11 when you first pay your employee.
However, when I try to send the P46 without any statement ticked my payroll software gave an xml generation error; when queried with our software provider they have stated that this is now part of the specification from HMRC that the P46 can’t be sent electronically without one of the statements being ticked.
Under the new specifications, the only way for the P46 to be sent electronically with code BR and a statement ticked would seem to suggest that I should tick statement C on the employee’s behalf!
Has anyone else come across this problem?
Keith
To reply to this post, click HERE
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Subject: Student Holidays
Poster: markh
Could someone please tell me the exact dates that should be used when applying a P38 form for a student during the appropriate holidays? It states Easter/Summer & Xmas but what dates particularly for the summer period should be used?
To reply to this post, click HERE
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Subject: SMP and Redundancy
Poster: Richard Speller
We have an employee who is being made redundant on 31/07/08, however she is also pregnant with an ewc date of 22/09/08.
When we pay the employee her redundancy payment in her July salary is it also possible to pay her 39 weeks SMP with this payment too? (I think this is what she is expecting to happen)
If not should we issue her P45 with her July payslip and then tax her on BR for the next 39 weeks and deduct NI using the monthly tables, as she is monthly paid?
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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