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Online vs Desktop version for budgets
I have been using AccountRight for many years - I tried the online version last year but it didn't have some features which I needed. I was sold to move to Premier - I have set all my budgets in the desktop version but the online version does not seem to pull from them. Do I have to enter them again in the online version? Thanks in advanceSolved1.4KViews0likes2CommentsRe: AccountRight 2021.1 is now available
Hi I have the new version - and am trying to use it online . I wondered if there was a list of the features that can be used online and those that are not available. I have had two issues - I can't see Purchase Orders online, and access to staff who had limited roles was full (they could see all the banking details). A list of the features would be helpful otherwise there is some experimentation involved.16KViews0likes0CommentsPurchase Orders- contact email - MYOB Account Right
Hi I am the main administrator for MYOB with two additional users - who do most of the purchasing. When queries come back on any purchase orders they come back to me as my email is on the company details. Whilst I can forward them it is a bit messy. How do I work around this? Thanks SallySolved521Views0likes1CommentRe: ACC and Holiday Pay on MYOB Payroll
Thanks Jenni - so I just continue as I am. She is taking some planned annual leave, so do I just use the higher of average weekly earnings or normal weekly pay. Her hours have varied from between about 10-40 over the last year with some weeks of no earnings (except for ACC as well). Roll on revamp of the holidays act - in situations like this it is very tricky indeed!!7.7KViews0likes0CommentsACC and Holiday Pay on MYOB Payroll
One of our staff member has been on a mix of ACC (non work related injury) and pay for 12 months. At times she has been paid for by ACC on a work trial and at other times on abatement where we pay for what she worked, topped up by ACC. I have entered the hours that we have paid her on MYOB Payroll, but at times she has worked hours that are on the timesheet but not in payroll because ACC have been paying her. Below is the relevant section from the Employment NZ website. So if she takes annual leave we pay her at her ordinary weekly pay, but she is not actually accruing holiday pay at 8%? An employee's annual leave is calculated as if the employee were still working. When the employee ends their job after a period of being on ACC, the employer needs to pay any outstanding annual leave in the final pay based on gross income. The “first week compensation” paid by the employer is included in gross income. ACC compensation payments are not earnings, and are not included in gross income. Since annual leave is calculated at the higher of the average weekly earnings for the 12 months before termination or the ordinary weekly pay, if the employee has been unpaid by the employer for over a year the average weekly pay equals zero. The employer then needs to use the ordinary weekly pay, which is the amount the employee would receive for an ordinary working week. Many employees will still have an ordinary weekly pay even after being off work on ACC for a lengthy period, which is normally covered in the employment agreement. If there is nothing specified in the employment agreement, then the pattern of work and payment from when the employee was last working would decide what an ordinary weekly pay is for the employee. For example, an employee who works 40 hours a week at an hourly rate of $20 per hour would have an ordinary weekly pay of $800 despite being off work on ACC for over a year.Solved8.1KViews0likes2CommentsRe: Annual Leave, Holiday Pay and Unpaid leave for three months...
Thanks Jenni - I was perhaps a bit misleading - the employee is taking a mix of paid and unpaid leave and coming back as an employee. I just wanted to clarify if spreading out the annual leave for almost three months (and mixing it with unpaid leave) has any advantage or disadvantage for the employer and the employee. Otherwise I can pay the paid leave (and there will be two stat days) until that runs out and then unpaid leave until the return. It is possible the employee will come back as a contractor as in some ways that may suit both parties better.1.7KViews0likes2CommentsAnnual Leave, Holiday Pay and Unpaid leave for three months...
Hi All We have a long term employee going on three months leave. He has some annual leave hours, some holiday pay and will take the balance as unpaid leave. He has different hourly rates and just completed a contract where his hourly rate was significantly higher than his standard rate. We agreed to this specifically for this project and he agreed. His standard hours are 24 per week but he can work extra. His annual leave hours are defaulting to an hourly rate in between the standard and special contract rate. I think that is correct. He wants to be paid a mix of annual leave and unpaid leave each week until he returns (he will also get stat days). My other options are to pay him all outstanding leave (plus two stat days) up front, or to pay annual leave hours until zero (or close enough) and then unpaid leave. Is there a recommended approach? Will they all cost us the same? I think the answer is yes. I am prepared to accommodate him as long as it is cost neutral. I also think he may come back as a contractor which to be honest suits the employment relationship better. Thanks in advanceSolved1.8KViews0likes4Comments