The Employment Tax Incentive (ETI) is a tax incentive aimed at encouraging employers to hire young work seekers, the aim of which is two-fold. Firstly, it is a means of cost-sharing between Employers and Government to help motivate employers to employ young people in their work places. South Africa has a particularly high rate of youth unemployment due to the large gap in skills between what the learners are taught in schools and tertiary education arenas and the actual needs required to work effectively within the workplace. As a result employers are hesitant to employ a young person with little or no actual work experience which in term means that young people are not gaining the skills or experience needed to drive the economy forward. This lack of skills can have long-term adverse effects on the economy.
It is that time of year again when the Department of Labour is focused on Compensation and more specifically, your company’s confirmation of your Return of Earnings. The Department of Labour announced that the deadline for the 2018 Return of Earnings declarations has been extended an
d the system has been open since 01 April and will close on 31 May 2018. This means time is of the essence for your company if you haven’t yet completed or submitted your declaration.
COIDA – All you need to know ….
If your employee gets injured on duty, do you know what your obligations as an Employer regarding COIDA are?
The Compensation for Occupational Injuries and Diseases Act, No 130 of 1993 (COIDA) provides for compensation for incapacity caused by occupational injuries or diseases which are sustained or contracted by Employees in the course of their employment, or for death resulting from such injuries or diseases.
The Employer Annual Reconciliation filing season for 2018 is now open! Employers have until 31 May 2018 to submit their Annual Reconciliation Declaration (EMP501) for their Employees, for the period from 1 March 2017 to 28 February 2018.
A statement like this can get a person’s heart racing if they are in a situation where they ma be unprepared or lack the expertise to submit their declarations themselves. And in many cases, Employers, particularly smaller business, may not have access to the correct help with their own organisations. This is where Pay Solutions can be most beneficial for smaller companies!
UIF continued…. Important Information
Firstly, important information when claiming UIF – personal details such as surnames are a real problem, especially for married women. This is because the surnames at the Dept of Labour don’t always match the surnames which Home Affairs has for you, despite the fact that you may have your new ID in your new surname. In addition, if your surname at the Dept of Labour doesn’t match the surname that your bank account is in, then payments will not go through. When problems do occur, the onus is on the claimant to prove their information is correct but either going to Home Affairs, or the bank etc, to obtain substantiating evidence that their information is correct.
UIF MYTHS AND CHALLENGES PART 1
Anyone who has been in the unfortunate position of claiming UIF due to unemployment, maternity, adoption or illness, will know that the process of claiming UIF is not what we would call “for the feint-hearted”. For those who have never had to claim, you can equate it to renewing a drivers licence or dealing with any other government institution, where one arrives ever hopeful and blissfully unaware of where to go and what to do. There is always a welcome relief when finding someone willing to smile and show you the way to the first queue you need to stand in … however often this is not the case. And almost guaranteed that if the “not know what to do” part doesn’t raise those cortisol levels, the frustration of time-wasting queues, will!