• Initial setting up and configuration of the employees with the proper employment classification and entitlements. 

• Pro-rata calculations for a new start and exiting employees. 

• Answering technical queries from employees. 

• Calculation of the complex payroll tax obligations and potential penalties if not reported correctly.

• Tracking of leave entitlements, especially long service leave, as it varies from state to state. 

• Ensuring the accrued employees’ entitlements are appropriately accounted for to assess realistic business performance metrics. 

• Frequent changes in working hours, overtime hours and pay rates requires accuracy and attention to detail. 

• Processing of parental leave, maternity benefits, redundancy and work injury-related entitlements and payments. 

• Correct reporting to the ATO and annual reconciliation for wages/PAYG withholding.

• Implementing good governance and controls in your payroll process to mitigate the risk of error and fraud.

• If your payroll system is a standalone system, periodical summary reports will get picked up  in your financial accounting systems. 

• Remembering that KPI or performance bonuses are to be paid exclusive of a superannuation contribution.

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