Inzenius Award Interpreter software is facilitating the efficient management of the new Family Domestic Violence Leave (FDVL) requirement for all Australian employers, out of the box.
For Inzenius the ability to deliver the most efficient processes that only requires the setting up of the FDVL leave type as normal after which the accruals based on the regulation will automatically apply from the start of each new employee and for all employee anniversaries. Current employee uploads to the leave scripts are provided.
You also set up the FDVL leave disclosed coded location for the leave that you will switch to in the timesheet as being approved. as you would with Sick/Family leave. This process may be only available to HR managers for the preservation of the employee’s privacy
The shifts normally worked for each day of FVL day will include all loadings and penalties through its normal award interpretation.
The decrual of the FDVL is through the pay adjustment process reducing the leave balance in the employee file.
As required this leave will be selected to not display on the employee pay slip as is the case with any leave.
The Inzenius system through its unique all-in-one software system including Rostering, Timekeeping, Timesheet, Award Interpretation with Payroll is so flexible and is able to handle any complex conditions.
Unlike most payroll systems over the past year, the Inzenius system has been able to be configured to simplify the processes needed to satisfy all of the legislative and statutory changes including :
- The Better Off Over Test (BOOT) where employees’ wages and conditions are set up to not disadvantage them as measured against the appropriate award conditions in their contracts.
- An annual reconciliation of their pay for each period needs to be undertaken with periods where they are disadvantaged against the award paid out each year.
- They will be required to maintain timesheets with start and finish and unpaid break times data, authorised and accepted by each employee.
- Annualised salary employees requiring their times worked checked against what they would have earned if on the appropriate award.
- An annual reconciliation of their pay for each period needs to be undertaken with periods where they are disadvantaged against the award paid out each year.
- They will be required to maintain timesheets with start and finish and unpaid break times data, authorised and accepted by each employee.
- Outer boundary of hours and penalty time worked not to be covered in salaries.
- This requires salary employees to be paid for hours in excess of the standard rates, (typically 12 hours overtime and 18 hours per week of non-base rate work times like Saturday, Sunday, and shift penalties). These are processed and paid in the pay run.
- They will be required to maintain timesheets with start and finish and unpaid break times data, authorised and accepted by each employee.
- STP 2 reporting compliance automation from the payroll, or use a third-party tool.
- ATO specified breakdown of pay categories being reported directly to the ATO portal via an approved tool.
- This process is to be applied for each pay run.
- As well as this Domestic violence leaves entailments for all employees.
- Auto applies upon commencement and at each year of employment 10 days top up.
- If leave is taken to be paid at the same rates that they would have been paid if they worked including shift and non-Mon-Fri, overtime, and other award-loaded rates and penalties.
The Employee portal with communications to their device streamlines and creates efficiency across employee management processes es from Onboarding through to full Payroll processing
Contact: sales@inzenius.com
