PAYROLL SPECIALISTS IN DEMAND
Although we frequently hear negative comments regarding the current state of the recruitment market, our experience suggests that conditions aren’t as dismal as some sources would like to suggest. While admittedly the market isn’t as buoyant as it was a few years back, the general indication from our clients is that they are anticipating an increase in their headcount over the short to medium term.
Accordingly, individuals with key skills remain in demand, and assuming they take a flexible approach to their job search, there is plenty on offer. One particular sector experiencing healthy demand currently is the payroll accounting space.
Typically these roles fall under either the finance or HR functions, and can involve everything from payroll preparation and management through to processing of the actual payments, and many functions in between. Experience in the following areas is particularly sought after:
· Ensuring compliance with relevant legislation (BCEA etc)
· Weekly and monthly general ledger exports
· EMP 201 submission and year end tax procedures
· Bank reconciliations
· Expertise with regards to handling the interface between stand-alone payroll systems and the general accounting package
· Proven staff management capabilities
As payroll is a critical function in any business, and subject to onerous deadlines, payroll specialists should be precise and analytical individuals. However, they also require well developed interpersonal skills, as they are the first port of call for employees with queries or complaints!
If you are a payroll specialist, or would like to find out more about opportunities in this area generally, we’d appreciate a call!
Bills aren’t a sure thing
Don’t jump to conclusions about the various proposed amendments to labour legislation – nothing has been finalised yet.
There has been much speculation about the four recent controversial Bills on labour law published by parliament in December 2010. The Labour Relations Amendment Bill, Basic Conditions of Employment Amendment Bill, Employment Equity Amendment Bill and Employment Services Bill include, amongst others, proposals to outlaw labour broking and to ensure workforces reflect national racial demographics. Although no time frame has been placed for the Bills to become legislation, some are predicting that this could happen as early as June.
Johnny Goldberg, COO of the Confederation of Associations in the Private Employment Sector (CAPES) and negotiator for the recruitment industry, has stated that firstly, not only are these Bills nowhere near their final format, but also that they need to be negotiated at the National Economic and Development Council (NEDLAC) before they are officially accepted. Cabinet will thereafter also need to interrogate any Bill amendments. Goldberg explains that as there are 10 constitutional challenges to these Bills, the process by which they could be accepted is likely to be a lengthy one. He says: “It is a myth to think that there will not be a differential between fixed term contract, labour broking employees and permanent employees within the work place. International models indicate 30% flexible workforce within the labour market and clearly there will always be a differential in pay and benefits for that 30%, just as there is in all jurisdictions throughout the workforce.”
Peter Whitehouse, Managing Director of Contract Accountants agrees. “Like Mr Goldberg, I believe there is far too much hysteria around these Bills in the industry at the moment, and that people need to understand they will probably only be published only in 2012, and probably with many amendments.”
For more information on the Bills, visit capes.co.za
Temps vs contractors vs independent contractors: what’s the difference?
When it comes to temporary placements, a question that often arises is: “What’s the real difference between a temp, a contractor and an independent contractor?”
According to Contact Accountants consultant Stuart Welch , it is often assumed that a temp is someone who will be on assignment for a very short period of time, which can be anything from a day to a week, and a contractor is someone brought in for a longer period of time. “This is not actually the case,” he says. “In fact, there is no difference between a temporary employee and a contractor. According to government employee classifications, there is no such thing as a contractor. The categories are defined as: casual employee, employed to do a one off job; temporary employee, who is employed for a fixed period of time; and a permanent employee.”
The difference really arises when it comes to an independent contractor. There is a perception in the market that candidates placed on a temporary basis by recruitment agencies are operating as independent contractors. According to the Basic Conditions of Employment Act and Labour Relations Act, this cannot be the case.
The reason for this is that when an agency places a temp or one is employed directly by a company, the candidate’s job description and day-to-day activities fall directly within the BCEA’s description of what constitutes an employee, albeit a temporary one. As the agency or company they are employed by is deducting the person’s statutory costs, they are considered to be a temporary employee.
The difference is that an independent contractor is not and cannot be an employee. They operate their own business and invoice a client for services rendered. In the same way, an employee cannot be an independent contractor.
