On 11/27/18 6:47 AM, David Cousens wrote:
Robert, Geert,
On Tue, 2018-11-27 at 07:46 -0500, Robert Heller wrote:
At Tue, 27 Nov 2018 10:13:37 +0100 Geert Janssens <geert.gnuc...@kobaltwit.be>
wrote:
Op dinsdag 27 november 2018 00:17:06 CET schreef John Ralls:
Payroll on the other hand is not my cup of tea and likely more targeted at
larger businesses.
Yes, a full fledged Payroll module would likely to be major bit of coding, but
maybe a simplified small scale Payroll module *might* be of use to smaller
businesses (say < 5 employees).
With a payroll system, the number of employess is not really a factor in the
coding effort
as you have to have the same basic facilities in place to deal with a single
employee. I don't
think that there is such a thing as a simple payroll system in most
juridictions.
The most difficult part is setting up a system for deductions of income tax,
superannuation etc.
dealing with the different conditions for casual, part -time and full time
staff is a hassle.
You also have to track employee benefits like annual leave, sick leave,
parental leave, etc,
where these often accumulate on the basis of total hours worked.
WHen I used MYOB for calculating my staff salaries I entered the appropriate
hourly rates for
each individual and whether casual/part-time/fulltime. Most of my staff were
casual or part time.
Our tax office provided online calculators based on the total weekly wage for
tax eduction. There were also additions to the tax based on an income threshold
for basic medicare
coverage which had an additional levy which cut in for higher income earners or
those who did not
have private hospital insurance.
Also, sometimes union fees, health insurance and compulsory superannuation
which was a fixed percentage
of the gross wage also had to be deducted and paid to specifc payees. A lot of
these calculations were based on a table
of thresholds and % rates which applied between each threshold. On top of that
employees could specify
deductions for compulsory workplace insurance and private life, income
insurance etc payable to a specified accounts. To
calculate the payroll, you entered the hours worked and the rest was
calculated.
A payroll system also has to deal with overtime rates and in our case penalty
rates which applied for work on Saturdays,
Sundays and public holidays. A further complication is that these penalty rates
were part of industrial awards for
specific occupations and sometimes varied between specific occupations so all
this was all employee specific and had to
be tied to each employee's record. They also had Time off in lieu provisions
This will not be not to implement in a way
that can deal with differences in the rules and types of calculations used in
different jurisdictions. Some payments
were to our federal government and others wer to state governments depending on
which administered a particular aspect.
Some calculations depended totally on gross income but some were based on
taxable income. The latter is difficult if the
employee has more than one employer. Often one was specified as the main
employer and all other employers were required
to extract income tax at the maximum marginal rate.
I am sure most other jurisdictions have similar but differnet complications to
deal with
Underpaying the tax office their share where it was collectable by the employer
is of course a punishable civil offence
should you be caught doing it in an audit.
David Cousens
You might be able to built an abstract engine upon which other (local)
configurators could build specific rules for their areas. Trying to do
something to handle all cases out of the box is a recipe for early death
by a thousand cuts.
--
Stephen M Butler, PMP, PSM
stephen.m.butle...@gmail.com
kg...@arrl.net
253-350-0166
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