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Quarterly GST reporting

Posted on March 31, 2016 by admin

Businesses with a GST turnover of less than $20 million who have not been asked by the ATO to report their GST on a monthly basis can report and pay their GST quarterly. Businesses who report and pay their GST quarterly have three reporting options:

1. Calculate and report GST quarterly
This option allows businesses to calculate, report and pay their actual GST amounts quarterly. Businesses can use either the accounts method or the calculation worksheet method to work out their GST outlay. Business owners must report amounts at the following labels on their activity statement:

Those who have a WET or LCT liability or entitlement must also report these amounts each quarter (labels 1C, 1D, 1E and 1F).

2. Calculate GST quarterly and report annually
This option allows businesses to report less information on their quarterly BAS, but still calculate and pay their actual GST amounts quarterly. Owners can use either the accounts method or the calculation worksheet method to work out their GST amounts. Business owners must report amounts at the following labels on their quarterly activity statement:

Those who have WET or LCT obligations must also report these amounts each quarter (labels 1C, 1D, 1E or 1F).

Business owners must also complete an Annual GST information report to report annual amounts at the following labels:

3. Pay GST instalments quarterly and report annually
This option is available to all businesses with a turnover of $2 million or less. Those who choose this option will pay a quarterly GST instalment that the ATO determines and will report their actual GST information annually on an Annual GST return. Business owners must report amounts at the following labels on their Annual GST return:

Those who have WET or LCT obligations must also report these amounts on their Annual GST return (labels 1C, 1D, 1E or 1F).

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Tips for incorporating career mentoring into your business

Posted on February 28, 2020 by admin

A career mentorship program involves partnerships between employees to develop professional skills and gain industry knowledge. Due to their requirement for a collaborative effort, career mentoring programs are often seen as powerful development tools for cultivating both leaders and employees within a business.

Whether you are a small business owner or a multinational corporate leader, the implementation of a mentorship program will always be profitable for businesses as not only does it create a harmonious workplace culture, it also helps to attract and retain employees.

As straight-forward as career mentoring sounds, there are a few key tips to keep in mind when building a mentorship program for your business:

Make sure your mentoring program is clearly defined:
To create a successful mentoring program, both mentors and mentees should have a concise understanding of their roles and what they would like to gain from the mentorship. By succinctly outlining the purpose of the mentoring program, mentors and mentees are more likely to keep organised and communicate respectfully with the guarantee of mutual rewards.

There should also be short-term and long-term goals established for all parties involved, including the business. These goals could be the narrowing of particular skill gaps or creating a more open workplace culture. By having these goals set in stone, both mentors and mentees and have a clear direction to work towards.

Personalise the match-making process:
Often times, businesses will match a mentor and mentee together depending on their skill-set and position within the company. While on paper, this may appear to be an efficient process, but the lack of chemistry between a mentor and mentee may prove to be devastating for the workplace environment.

As a result, be sure to involve both mentors and mentees in the match-making process and take into account personality traits. You could do this by asking employees to take a personality test to ensure compatibility in career goals, personal interests and preferred communication methods.

Be involved as a third-party:
Lastly, it is the responsibility of the business to check-in on the progress of mentorship programs in order to understand how mentors and mentees can grow together and what improvements can be made to the program. Remember to always refer back to the long-term goals established and consider the feedback provided by mentors and mentees from the program.

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