Archive for the ‘Uncategorized’ Category

Drones now being used to map your jobsite

April 28th, 2015

Just read this article by John Biggs (@johnbiggs) about drones mapping out jobsites in hours not months. I have always had a high interest in drones for the commercial world, have a couple at home i fly with my kids for fun. The applications for drones are limitless right now and it makes a lot of sense to start using drones on jobsites.

I remember growing up in the bush in western NSW where any of the farmers would need to call in a plane and pilot to get an overview of the farm. Planes and pilots cost a lot …

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Keeping Labour Costs on Par

July 30th, 2013

If you are looking to reduce labour costs or just generally maintain lower cost percentages, there are some ways you can approach it:

Hire efficient employees at higher rates – while keeping more senior staff members around may cost more per hour or per annual wage, they can save you money. One efficient employee that can do the job of two less productive employees will typically cost less in the long run. After all, one employee at $20 per hour costs less than two employees accomplishing the same tasks while getting a rate of $15 per hour each ($30 combined). Hiring the more …

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Incentives for Employees Helping Maintain Budgets

July 6th, 2013

If you have employees that help you keep on cost with regards to labour and other staffing budgets, you may not be able to immediately compensate them for the decreased hours immediately. But, you can demonstrate your appreciation, and offer them incentives to maintain focused on labour budgets in the future.

Bonuses – if staff earn performance-related bonuses, flexibility with shift times should be a factor that can be rewarded. After all, these individuals are helping your company by volunteering to take fewer wages by working shifts shorter than scheduled.
Offer additional benefits – allow employees to earn extra vacation …

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Payroll Questions: What Do You Pay Once You’ve Fired a Team Member?

May 30th, 2013

When an employee is leaving the company, there are some minimum financial compensation requirements that you must submit to as an employer. These requirements, according to the Australian Government Fair Work Ombudsmanapply whether you have terminated the employee, or if they resigned.

Pay all outstanding funds – you must pay an employee that is leaving their full wages based on their hours worked, or based on their normal salary. This includes any overtime hours worked, and any penalty rates that apply. Just because an employee is leaving doesn’t mean you owe them any less than an employee that is remaining …

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Should Casual Employees be On Payroll, or Work as Independent Contractors?

May 17th, 2013

When hiring casual employees that don’t necessarily work consistent shifts week after week or day after day. it is challenging to determine how they should be paid, and what their job classification will be from a legal perspective.

Two popular options are putting these employees on payroll or setting them up as an independent contractor. Having them labelled as an independent contractor, has a number if different pros and cons.

 You don’t not need to worry about submitting tax deductions from payroll on behalf of the employee.
They are responsible for invoicing the business once the job has been completed.

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Options for Issuing Employee Paycheques

March 13th, 2013

Issuing payroll to employees can be completed by a variety of people in an organization. Whose job this becomes generally depends upon the size of the business, and the way that staffing is structured. Accounting, Human Resources, the business owner, or a manager may be responsible for issuing payments to hourly and salaried staff. In some instances, the job may even be outsourced once you submit hours work collected from your time and attendance system.

But, once you’ve gathered the data, how do you get the money to the employees?

Bank deposit – collect banking information from employees (by having …

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Approving Employee Time Off

January 18th, 2013

When an employee requests time off from their normally scheduled shift, you need to assess whether or not you are willing to offer them that time. What exactly do you need to consider to ensure that it is beneficial to employee retention, and staff management?

Look at how often that employee requests time off – a strong, loyal employee will not typically try and get out of their shifts on a regular basis. At least not without a good reason. Look at their typical hour records by using your time and attendance system. If you find that they are typically …

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Can Annual Leave be Cashed Out?

October 19th, 2012

When an employee hasn’t had the opportunity to take their planned annual leave, there is another option. By law, you are able to pay an employee in lieu of giving them time off if they request it. Of course, there are still guidelines as to how this works:

An employee’s regular rate of pay must be payed when annual leave is cashed out.
At least the minimum of four weeks annual leave must be left available.
In many cases, it is company policy only to issue cashout for annual leave when too much has been accumulated and the business can’t …

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Employee Taking Too Many Sick Days?

August 14th, 2012

If you have an employee that frequently uses their sick days, or goes over the number of sick days allotted to them, it needs to be addressed when it is clear that they have become unreliable as an employee.

If this is becoming a problem in your workplace, take the following steps:

Find out what the problem is – although it may not excuse the issue, understanding the problem can help you understand the situation and determine the next course of action. If someone has a chronic disease, or if they’re experiencing problems in the workplace, you might choose to …

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What If You Overpay an Employee?

June 15th, 2012

When you are dealing with a company’s payroll, there is always a possibility of overpayment. Hours worked may be over-calculated, deductions may be made incorrectly, and in the end, an employee might get a surprisingly large paycheque. Now, that doesn’t mean that you need to lose the money as a result of the error. You can following this procedure:

 Speak to the employee about the discrepancy – first, you have to notify the employee of the error (although, they are likely already aware of the additional funds in their bank account!). You can’t take any additional steps until they have …

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