How many business owners do you know who want to develop plans to retain key staff, grow profits, engage key staff in a discussion about enterprise value and develop succession plans?
It can be a fine line between what constitutes an employee and an individual contractor. We have seen a shift away from ‘traditional’ employment over recent years, with flexible working arrangements and freelancing becoming increasingly common. Accompanying this trend is the risk of businesses engaging workers as contractors when they should actually be treated as employees.
In the lead-up to its demise, it is common for companies to negotiate “payment arrangements” with the ATO for outstanding tax liabilities. These arrangements provide directors with valuable breathing space in terms of cash-flow, however they can also come back to bite directors in terms of personal liability when the company becomes insolvent.
On 28 June 2013 a significant change to the Fair Work Act 2009 (Cth) came into effect which will knuckle down on bullying in the workplace.