I don’t know about you, but the hard-working folks at Ratescalc have had a pretty hellish couple of weeks; the process of updating the pay changes from our friends at the Fair Work Commission has been particularly challenging this year, due to the sheer number and complexity of the changes. But if you’re the one who’s had to update those precious spreadsheets your business relies on to quote and re-quote your existing customers, well then you don’t need me to tell you what a nightmare EOFY19 has been.
Notification of the 3% increase to the national minimum wage (and all employees who get their pay rates from a modern award) was issued on 30th May this year, so we were able to make a start on updating our systems well in advance of the 1st July effective date. In fact, our strategy of creating interim rates was deployed on the 2nd of June allowing our clients to plan and quote and update their rate cards well before the end of the month. Fair Work didn’t publish the fully updated Pay Guides until Thursday 27th June as late as 4 pm that afternoon, leaving many businesses working frantically over the weekend to be ready for Monday 1st July.
In 2018, our team managed to have our systems fully updated and 100% compliant with all changes to all Modern Awards by 3rd July; suffice to say that our experience in 2019 has been markedly different. We’ve had to invest in a lot more hours to get there this year, and that’s with a team of Award experts with deep understanding of how the Awards work. Poring over multiple CSV files, many with more than 3,000 lines of code (the worst was 11,200 lines) is not many people’s idea of fun, but that’s how we spent the first weekend of July, ensuring our clients didn’t have to.
Award interpretation is complex, and the recent high-profile cases with the likes of 7-Eleven, Rebel Sport and Lush Cosmetics all being ordered to pay substantial fines, and now pizza giant; Dominos facing a class action suit, it’s no wonder we’re all so desperate to get it right. Get it wrong and you could be facing hefty penalties, as well as the reputational damage that goes with underpaying your employees.
It doesn’t need to be so hard!
It doesn’t need to be this way. Savvy recruiters know the importance of applying the right pay rules to trigger the correct pay and allowances, but Ratescalc can make that whole award interpretation process so much easier, removing the burden on you and your team.
“We were in the biggest world of pain doing all the FWA increases and we were dead keen for a better solution!” quote from a recently signed Ratescalc client last week.
Why not do what more and more of your competitors are doing and outsource the tough stuff to the experts. Our clients have been able to update their quotes in just three clicks this financial year so let Ratescalc take your pain away!
It is as easy as 1 – 2 – 3! Let me show you:
Full compliance and complete peace of mind
With 122 modern awards and many thousands of enterprise bargaining agreements (EBAs) to navigate, Ratescalc’s truly innovative product is a game changer for practitioners of contingent staffing in Australia. With deep domain expertise and built with the end user experience in mind, Ratescalc has removed all manual, error-prone processes for consultants and provides a seamless digital workflow, from initial client enquiry, through to quotation and placement. And we also ensure all statutory provisions for non-award based PAYG candidates and contractors, such as superannuation, payroll tax and workers comp are applied accurately and appropriately.
Over the last 12 months we’ve been focusing our efforts on ensuring Ratescalc is fully integrated with the market-leading ATS/CRMs and Payroll systems and we’re now fully integrated with Bond, Bullhorn, JobAdder, JobScience, FastTrack360, RDB and RecruitOnline. If you’re using Astute or PinvoiceR for your payroll system you could have a fully integrated 360 process, up and running in a matter of days.
Our integration road-map is full with many more operational systems and pay and bill systems at various stages of integration or process mapping with us for future integration capabilities.
As Greg Savage said in his Savage Sixty Seconds broadcast this week “Success in recruitment is where art marries science, and you’ve got to have both” so talk to us at Ratescalc and let us take care of the science so you can concentrate on the art.
Keen to learn more? Book a demo with one of our team.