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Transferring the seniors and pensioners tax offset

Posted on July 26, 2016 by admin

The Seniors and Pensioners Tax Offset (SAPTO) is a tax offset for retirees who are at the Service Pension age or the Age Pension age or older.

Those who have received SAPTO may be eligible to transfer unused portions of their offset to their spouse.

When transferring unused SAPTO, both the receiving individual and their spouse must be eligible to claim the offset and be an eligible couple either:

If an individual receiving SAPTO has a spouse with a taxable income greater than $6,000, the ATO calculates their unused SAPTO amount with the formula:

The spouse’s rebate amount for the year – ((The spouse’s taxable income for the year – $6,000) x 0.15).

If an individual receiving SAPTO has a spouse who is a foreign resident and their taxable income is greater than zero, the ATO calculates the spouse’s unused SAPTO amount with the following formula:

The spouse’s rebate amount for the year – (The spouse’s taxable income for the year x marginal tax rate).

If a spouse is a foreign resident and has received an Australian government pension or allowance, the ATO calculates the spouse’s unused SAPTO amount as if they were a resident.

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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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