Hi robyno8888,
Thank you for explaining your situation, you've done an awesome job setting up the ETP Payroll Categories and getting on top of your obligations for paying out entitlements. For your question, you can absolutely process both the worked notice period and remaining balance (in lieu of notice). For instance, your staff member works 1 week and the remaining 4 weeks are to be paid out, you'd handle the worked week as Base Hourly pay and treat the unused weeks as an ETP. Feel free to check out these guides for more detailed steps on processing termination payments:
Termination payments can be pretty tricky, though, so I’d totally recommend having a quick chat with your accountant just to be sure everything’s spot-on.
Cheers,
Princess
Hi Princess,
Thank you for the quick response and clear explanation.
I will definitely check in with our accountant.
Our staff member is paid weekly.
Another example question - if he works 2 weeks of his notice & is paid 3 weeks by ETP.
Would I jusy pay him his normal Base Hourly weekly pay then process the 3 weeks ETP when he finishes?
Thanks
Robyn
