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Common Errors on PAYE Monthly Employer Schedules
Greating a Culture of Charitable Giving
CASHING UP ANNUAL HOLIDAYS
From 1 April 2011, employees will be able to ask for their employer to pay out in cash up to one week of their minimum entitlement to annual holidays a year.
This can only be at the employee’s request and the request must be made in writing. Employees may request to cash up less than a week at a time. More than one request may be made until a maximum of one week of the employee’s annual holidays is paid out in each entitlement year (a period of 12 months’ continuous employment from the anniversary of the employee’s starting date.)
Any request must be considered within a reasonable time and may be declined – unless the employer has a policy that does not allow cashing up. The employee must be advised of the decision in writing and the employer is not required to provide a reason for their decision.
If an employer agrees to pay out a portion of the employee's annual holidays, the payment should be made as soon as practicable, which will usually be the next pay day. The value of the payment must be at least the same as if the employee had taken the holidays.
An employer cannot pressure an employee into cashing up holidays. Cashing up cannot be raised in wage or salary negotiations or be a condition of employment. Requests to cash up cannot be included in an employment agreement. However, an employment agreement may outline the process for making such a request. The process must meet the minimum requirements set out in the legislation.
Employers may have a workplace policy that they will not consider any requests to cash up annual holidays. This can apply to the whole or only some parts of the business. The policy can only be on whether the employer will consider any requests. It cannot be about the amount of annual holidays an employee can cash up or the number of requests an employee may make. An employer should consult with employees on the development of such a policy, and new employees of the policy when they make an offer of employment, as part of their good faith obligations.
If an employer does not have a workplace policy on cashing up that applies to the employee, they must consider any request to cash up annual holidays in good faith.
If an employer is found to have incorrectly paid out a portion of the employee's annual holidays where the employee did not request it, the employee is still entitled to take the portion of annual holidays concerned and to keep the money. The employer may also face a penalty.
If an employer has agreed to pay out a portion of the employee's annual holidays, but the employer and employee cannot agree on the proportion or payment amount, a Labour Inspector may determine the proportion or amount for them.
Employees cannot cash up annual holiday entitlements that arose before 1 April 2011. For example, an employee who becomes entitled to annual holidays in March 2011 could not make a request to cash up until they next become entitled to annual holidays in March 2012.
There are other details that employers and employees considering cashing up holidays will need to know, for example how it affects superannuation payments, income tax and what happens when there is parental leave. The Department of Labour can assist with information about parental leave and you can be contacted on 0800 20 90 20.
From 1 April 2011 the adult minimum wage will increase to $13.00 an hour, and the new entrants' minimum wage and the training minimum wage will increase to $10.40 an hour. More information on the minimum wage can be obtained by going to website www.dol.govt.nz and typing in "Minimum Wage"
COMMON ERRORS ON PAYE EMPLOYER MONTHLY SCHEDULES
IRD have identified some common errors when employers complete their employer monthly schedule (EMS) on manual/paper-based forms. Here's a checklist to help you.
Send your IR 348 to IRD before the due date, it's best not to leave it until the last day!
Sometimes an error is made on an employee's earnings. For changes for one or two employees call IRD on 0800 377 772 or send a message by secure online services. Alternatively, complete an Employer monthly schedule amendments (IR344) form and return it to IRD.
Negative amounts can't be accepted as the adjustment needs to be made in the same month the error occurred.
CREATING A CULTURE OF CHARITABLE GIVING
Zealanders are considered generous people with approximately 1.3
million New Zealanders regularly donating their time, money, goods and services
to charities and other non-profit organisations. In an effort to
further encourage and reward charitable giving, the 2007 Budget
created a basis for a stronger culture of charitable generosity, which
has been affirmed and incorporated into our Income Tax Act 2007.
Changes in recent years increased thresholds for tax deductions and
protocols have been implemented that make philanthropic endeavours
easier and more convenient.
- All individuals twho donate to charities are able to claim a
33.33% tax rebate on the amount of cash donations. Previously,
deductions for charitable donations could not exceed $630 regardless
of the amount.
example, Jack donates $3000 to charities and non-profit organisations
in a year. His taxable income for the year is $35,000. Previously,
Jack would only be entitled to a deduction of $630. The recent change
now means that Jack is entitled to a rebate claim of $1000 being
33.33% of the $3000 in donations.
are also able to donate direct from their pay to their chosen
charitable organisation(s). In doing so, individuals receive immediate
tax credits that decrease their PAYE. Payroll giving is only possible
when it is offered by the employer, and is limited to employers who
electronically file their monthly PAYE schedule. The only other
condition is that the chosen charity/organisation must also be one
that is approved by the IRD.
- All companies, even those with five shareholders or less, are
eligible for tax deductions when they donate to charitable
organisations (as described in the Income Tax Act 2007). Previously,
companies could only claim a rebate for a sum up to 5% of their
revenue. The 5% limit on deductions has now been removed and companies
are entitled to deductions limited only by the company’s net income.
example, in the 2010/2011 year ABC Ltd made charitable donations
amounting to $10,000. Its income before taking into account the
donations was $100,000. Previously, the deduction entitlement for the
company would have been $5000. The company is entitled to
a $10,000 tax deduction, which also reduces its taxable income to
- Incentives for Maori Authorities are much the same as that of
companies. These authorities will be able to claim deductions for cash
donations made to charitable organisations limited only by the amount
of their net income.
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