Pay online now: https://ow.ly/oBVn50QoXUW #AMERIND #InsureConfidently
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So you want a pay rise? Here’s a guide to help you approach it with confidence. Read more on our latest blog! https://bit.ly/4em8Thb #payrise #salaryreview
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So you want a pay rise? Here’s a guide to help you approach it with confidence. Read more on our latest blog! https://bit.ly/4em8Thb #payrise #salaryreview
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Under Section 24 of the Employment Act 1955, lawful deductions from an employee's wages can be categorized into three main types: 1. Permitted Deductions ✅: ➡️ These are deductions required by law or outlined in employment agreements. Common examples include statutory deductions such as income tax, Employees Provident Fund (EPF) contributions, and Social Security Organization (SOCSO) payments. Employers are legally obligated to make these deductions. 2. Deductions at the Employee's Request ✅: ➡️ These deductions are made upon the explicit request of the employee. They may include payments to registered trade unions, cooperative society fees, loan repayments, or purchases of shares in the employer’s business. Employee consent is required, and proper documentation ensures transparency. 3. Deductions at the Employee’s Request with Director General of Labour’s Permission ✅: ➡️ This category covers deductions that need both the employee’s consent and approval from the Director General of Labour, such as loan repayments with interest. The Director General’s approval ensures the deductions are fair and reasonable. ⚠️ It’s important for both employers and employees to understand these categories to comply with the Employment Act and be aware of their rights and responsibilities regarding wage deductions. 💡 Maintaining proper documentation and clear communication is essential for managing deductions effectively. Best regards, Diana K HR CONSULTANT #employmentlaw #humanresources -------------- As part of MICSEA's ongoing efforts, a Human Resources Support Group has been established. The objective of this group is to provide a platform for HR professionals to share their experiences and best practices, discuss common challenges, and collaborate on solutions to improve HR practices within organizations. Additionally, the group aims to promote networking and professional development opportunities for its members. Follow this link to join our WhatsApp group: https://lnkd.in/gXffhdgB
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Asking for a pay rise can be a tricky topic to broach, but we've got some great tips on how to manage the conversation effectively. https://lnkd.in/exdVNFge #PayRise #CostOfLiving
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With a focus on financial inclusivity, EZ Wage has introduced a Short Code feature that allows workers without smartphones to access their salaries before Payday! Request a demo today to offer this crucial benefit to employees facing urgent financial needs! #financialinclusivity #financialliteracy #shortcode #financialindependence #financialfreedom #bluecollaredworkers #earnedwageaccess #ewa #ezwage
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MISCONCEPTION MONDAYS EP 2: PAYG Employees Today’s misconception focuses on how long you need to be employed as a full time PAYG employee before the lender will use your income. Reach out today to discuss your situation: 📱 0401 225 713 📧 lmckean@lbklending.com.au
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Getting access to already earned wages is only gaining in popularity - and for good reason. Fantastic alternative for avoiding overdraft fees, credit card interest, payday loans and other predatory lending. Quick read and good insight on the regulatory landscape that's coming for the industry as well. Seeing too much enablement with #ewa vs. a financial wellness approach.
Thank you for the shoutout, PYMNTS! As the appeal of on-demand pay gains momentum, there's an uptick in inquiries from state legislators concerned about the consumer protections within this space. Matt Pierce is leading the charge, collaborating with industry partners across Maryland to Washington to shape responsible on-demand pay's future. Stay tuned as Matt covers today's regulatory landscape and its future trajectory on the road. https://lnkd.in/esYNUMG8
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Arguments made at the California Supreme Court may shape the future of the #GigEconomy. Enacted in 2020, Proposition 22 classifies gig drivers and app workers as #IndependentContractors. This ballot measure is a point of contention between gig companies and their workers. #GigWork #GigWorkers
Future of gig economy at stake in state Supreme Court hearing on Prop. 22
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Transform how you use your data with Praisidio. Instantly pull insights from all your different sources, speed up what you're already doing, and find new, smarter ways to put your data to work. If you're at #HRTech, we'd love to see you! Stop by our booth for an in-depth demo and discover how we can help you make the most of your data.
When it comes to custom metrics and custom fields, here's a real-world example from last week! Praisidio users have been seamlessly combining payroll data with custom fields and defining custom metrics on the fly. One such example: "For 2024 voluntary terminations, what was the company’s 401k contribution as a percentage of base salary, broken down by union?" The result? Blazing fast and 100% accurate. ⚡ This is just one example of Praisidio can drive meaningful insights and decision-making in real-time. 📊💡 #peopleanalytics #hrtech
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Gosh, I hope you all can stop by and check this out at #HRTech. You can get instant answers, insights, and reports and now see 👓 exactly how things were calculated with a single click! 🚀
When it comes to custom metrics and custom fields, here's a real-world example from last week! Praisidio users have been seamlessly combining payroll data with custom fields and defining custom metrics on the fly. One such example: "For 2024 voluntary terminations, what was the company’s 401k contribution as a percentage of base salary, broken down by union?" The result? Blazing fast and 100% accurate. ⚡ This is just one example of Praisidio can drive meaningful insights and decision-making in real-time. 📊💡 #peopleanalytics #hrtech
