How do I process Compassionate Leave?

MM_7769277
MM_7769277 Member Posts: 114 Novice Member Novice Member
edited October 11 in Accounts Hosted
I only have Annual and Personal Leave set up in the system. How do I process Compassionate / Bereavement leave for an employee who is having a day off to attend a funeral?

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  • Unknown
    Unknown
    edited August 2019
    This content has been removed.
  • MM_7769277
    MM_7769277 Member Posts: 114 Novice Member Novice Member
    edited August 2019
    Thanks for your prompt reply, Kevin. So how do I process it in Reckon? Surely it doesn't come out of accrued Sick Leave?
  • Unknown
    Unknown
    edited July 2016
    This content has been removed.
  • Tony Harrison
    Tony Harrison Member Posts: 3 Novice Member Novice Member
    edited July 2016
    Compassionate/Bereavement Leave is NOT Sick or Personal Leave. It is a completely separate leave type and should be processed as such. You will need to create a new Pay Type for it. It does not accrue as Annual or Personal/Sick/Carers Leave does. 
  • Unknown
    Unknown
    edited July 2016
    This content has been removed.
  • Tony Harrison
    Tony Harrison Member Posts: 3 Novice Member Novice Member
    edited July 2016
    https://www.fairwork.gov.au/leave/compassionate-and-bereavement-leave

    https://www.fairwork.gov.au/about-us/news-and-media-releases/newsletter/april-2015/compassionate-lea...

    With the introduction of Modern Awards and the National Employment Standards (NES), it can be confusing for businesses to understand their requirements when it comes to employees’ leave entitlements. It can be especially difficult to establish what leave entitlement applies to each circumstance. In particular, it can be hard to differentiate between personal/carer’s leave and compassionate leave in certain situations.

    Difference between personal leave and compassionate leave

    ‘Personal/carer’s leave’ is an accrued entitlement by employees  of 10 days per year that refers to occasions when an employee needs to provide care or support for a member of their immediate family or household, or if they are personally unfit for work.

    On the other hand, ‘compassionate leave’ is available to employees where they wish to spend time with an immediate family member or member of their household who has a personal injury or illness that is serious or life-threatening. Employees are also entitled to take compassionate leave after the death of a member of their immediate family or household.

    Entitlement
    Compassionate leave is a provision under the National Employment Standards (NES) as part of the Federal Fair Work Act 2009. It is a stand-alone entitlement that is not deducted from any other leave entitlement.

    Full-time and part-time permanent employees are entitled to take up to two days of compassionate leave per occasion. There is no limit on how often compassionate leave can be taken, as it is dependent on circumstances. Employees can choose to take the leave as one, unbroken period of two days or take two separate periods of one day each.

    Casuals receive the same compassionate leave entitlement except it is unpaid.


    Amongst others...


    All Payroll Specialists are aware of this.


  • Unknown
    Unknown
    edited July 2016
    This content has been removed.
  • Tony Harrison
    Tony Harrison Member Posts: 3 Novice Member Novice Member
    edited July 2016
    Guys,

    After over 10 years in payroll, I completed the Certificate IV in Bookkeeping and the Certificate IV in Accounting to formalise my financial side of things. The modules regarding payroll were only for running pays, never the actual payroll background including interpreting and implementing payroll related legislation. A CPA friend of mine has no payroll skills either. I am therefore very wary when accountants/bookkeepers comment on payroll related issues or refer the answer to the questioners accountant. They just don't know.

    I have worked in two jobs as Finance/Accounts (one currently) where I have picked up incorrectly interpreted payroll legislation, which has/is being used. This includes pay types with incorrect tax, super and leave parameters, allowances setup wrong and recently casual loading being incorporated with the base hourly rate so they are not separate on the payslip.

    And lets not get started on LSL...

    Happy to help when necessary.

    Cheers,
    Tony
  • MM_7769277
    MM_7769277 Member Posts: 114 Novice Member Novice Member
    edited July 2016
    Perfect!! I happened to contact the APA and they advised exactly the same thing. Also, as CL accrues AL, SL and SGC just like regular wages, I set it up as a Salary item in Payroll and it works perfectly. :-)
  • MM_7769277
    MM_7769277 Member Posts: 114 Novice Member Novice Member
    edited July 2016
    Perfect!! I happened to contact the APA and they advised exactly the same thing. Also, as CL accrues AL, SL and SGC just like regular wages, I set it up as a Salary item in Payroll and it works perfectly. :-)
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