ASIC has issued a warning about an email scam targeting ASIC customers.
The scam emails pose as ASIC correspondence, asking victims to pay to renew their business or company name.
The emails may contain links to malware or to invoices with fake payment details.
Shakespeare Financial Group recently had the pleasure of sponsoring and exhibiting at the Australian Veterinary Association WA Division State Conference.
The conference ran from October 19 – 21 and was held at Perth’s Crown Complex, with delegates from all areas of the WA veterinary community attending.
The event included an industry exhibition, key note speakers and gala dinner over the three day period.
Our team were on hand to chat about all things financial, including our range of veterinary industry specific accounting solutions.
Free Financial Health Checks were on offer to help vets address common financial issues specific to the industry.
With an already existing veterinary client base, Shakespeare Financial Group is in the position to be able to provide industry relevant services and advice to the veterinary community.
Attending the event of behalf of Shakespeare included Directors Leigh-Anne Meyerowitz, Stuart MacKinnon, Josh Parsons, Matthew Robertson and Peter Elkerbout, along with General Manager Tony Da Silva.
19 September 2018
The Senate has delivered some good news for 3.3 million eligible Australian small businesses by passing the extension of $20,000 instant asset write-off scheme.
Treasurer Josh Frydenberg recently announced the extension passed through the Senate, giving small business owners until 30 June 2019 to take advantage of the scheme.
The extension was initially announced back in May by then Treasurer Scott Morrison as part of the 2018-2019 federal budget.
What it means for Australian small businesses
A fresh warning from the ATO has been released regarding a reported spike in scammer activity.
Posing as tax agents, scammers have been tricking victims into paying large amounts of money, under the guise of ATO imposed fines.
This particular scam involves a three way phone conversation where one scammer impersonates a victim’s tax agent, while another impersonates an ATO staff member.
ATO Assistant Commissioner Kath Anderson has described a recent example of the magnitude of this scam. Read More
A recent decision by the Federal Court of Australia to award annual leave benefits to a casual employee has highlighted the need for employers to understand the differences between casual and permanent employees, and the rights and obligations that come with each.
The Sydney Morning Herald reported that a casual employee of Workpac, who had worked as a truck driver on a regular shift for two and a half years, was granted the right to an annual leave payout upon termination of his employment.
In this particular case, the court ruled that the consistent nature of the employee’s regular shifts and working hours contradicted the fundamental basis of casual employment. He was therefore entitled to annual leave benefits in line with permanent employees.
Compared to permanent employment conditions, casual employment by nature has a large degree of infrequency and informality and is characterised by a few key differences, some of which are outlined below.
- Does not have a regular pattern in regard to shift frequency or working days (e.g. casual employees should not be working the same shift week to week or fortnight to fortnight)
- Does not adhere to long term advanced scheduling (e.g. does not incorporate rosters that are pre-planned months in advance)
- Has a degree of variance in regard to shift length (e.g. casual employees will often have irregular start or finish times for shifts)
This is the first case of its kind in Australia and with it comes a potential precedent. It serves as a timely reminder that employers must correctly assess the employment conditions of each of their staff and ensure the appropriate practices and entitlements are managed and upheld.
We recommend you seek advice if you are unclear about your responsibilities as an employer to ensure your current practices comply with the Fair Work Act in light of this new ruling. You can contact us on 08 9321 2111 if you would like to discuss this matter further in relation to your business, or if you would like a referral to a local legal specialist.
General disclaimer: The content on this website is intended only to provide a summary and general overview on matters of interest. It is not intended to be comprehensive nor does it constitute legal advice. We attempt to ensure that the Content is current but we do not guarantee its currency. You should seek legal or other professional advice before acting or relying on any of the Content.