As a SME preparing for your tax return is an important part of the EOFY processes. If your business has invested in your employee’s development, protected the team with COVID and health related purchases, provided re-imbursement for travel and car expenses it is important to capture that investment in your tax return.
However, if your business has requested that employees claim this back as individuals it is important to remind them of the boundaries.
No one wants to be in the situation of needing to consider making a role redundant. Sometimes, this is the reality of business. Redundancy could be necessary for several reasons, including introduction of a new technology, a downturn in sales, permanent closure or needing to restructure. Regardless of the reason, the best we can do when redundancy is necessary is ensure communication is clear, decisions are fair and transparent, and everyone’s treated with respect. Each situation is unique, however, it’s important to consider the specifics of your business and employees (including your size and industrial agreements) prior to making any decisions.
Over the past 2 years many of us have struggled with Covid lockdown requirements and the isolation that came with it. Whilst we understand why many wish to return to the office and be with others, employers are now more aware that having people in the office who are unwell comes with downsides. So, what can you do?
In early 2020, the working world changed, potentially forever. We were told we had to work from home if possible and our working hours were filled with Zoom and Teams meetings. Many of us added into this mix responsibilities of caring for children and remote learning pressures. The boundaries and lines between home and work life, truly blurred. We know many working parents worked in shifts, with some working late into the evening to get work done which couldn’t be completed during traditional work hours due to remote learning priorities. We had meetings with children sitting at our feet in order to multitask our way through the juggle. The flexibility offered to manage work and family commitments was life changing in many ways, but let’s explore the costs. Now more than 2 years on, as we move back to a new normal, what impact has there been on the boundaries which should exist between our work and home life?
Impact HR is proud to be the outsourced HR partner for a number of global organisations and local businesses who need to sponsor employees to work in Australia. We collaborate with several immigration companies to ensure that our clients have the team they need. Part of this process often includes the mandatory advertising of positions to ensure that suitably qualified Australians are employed in appropriate roles. The Department of Immigration requires this labour market testing to be completed on a government job site. Work Force Australia launched on July 4th 2022 and replaces Job Active.
