Attached are two notices about processing of Connexional Payroll over the Christmas and New Year period.If you are not the right person to receive this but you know who is, could you pass it on please.
There are two notices. One for Fortnightly Payroll and one for Monthly Payroll.
Christmas Payroll 2015-16 Fortnightly
Christmas Payroll 2015-16 Monthly
The Board of Administration was made aware that the annual leave for an employee, whose employment was terminated, was over stated in the payroll system and had been paid out.
It turned out that the employee had taken leave during her period of employment and the employer knew that leave had been taken but no leave forms had been sent to the Board for processing and therefore leave was not being reduced in the payroll system.
The effect was that when the employee was terminated and the final pay processed, the payroll system simply paid out what it though was outstanding. Given the situation the Board found itself in, the amount was not able to be recovered from the employee and the Parish was left with the additional cost.
No doubt you understand the moral of the story but I will say it. Compliance with legislation such as the Holidays Act and the Employment Relations Act involves paperwork and compliance but we need to ensure that the paperwork is processed in a timely manner to not only fulfil the Church’s obligations legal obligations but also to ensure it does not cost Parishes more money in the long term.
PLEASE, PLEASE, if an employee or presbyter takes leave, ask them to complete a leave form, have it authorised and send a copy to the Connexional Office for processing.
From time to time there are employment disputes that I believe are of interest to the Church and I think this is one of them. It once again shows that need to have written and signed employment agreements PRIOR to the employee starting.
In this case a signed acceptance of a letter of offer of employment was held not to be acceptance of an attached employment agreement containing a 90-day trial period.
The Employment Relations Authority said that, for a trial period provision to be valid, s 67A of the Employment Relations Act 2000 required that the agreement itself be signed before the employee started work.
The employer in this case lost, was fined a fair bit of money and could not rely on the 90 day trial period.
Please note that the minimum adult wage increases from $13.75 to $14.25 per hour from 1 April 2014. If you have any adult employees on the minimum rate, you should be contacted by one of the Connexional Payroll staff about increasing the rate in the payroll system. If you are unsure, please contact them directly.