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‘Substantiation will be a key focus’: ATO drums in tax time 2018 hit list
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Our Advent calendar for 2017
Articles archive
Quarter 4 October - December 2017
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Quarter 4 October - December 2014
Quarter 4 of 2016
Big-ticket tax set for government review
FBT – Christmas Parties and Taxi Fares
Unclaimed Monies - Christmas Project?
Employee Christmas Parties and Gifts – Any FBT?
‘Beware the tax man’ eyeing holiday period activity
Merry Christmas for 2016, a Happy New Year and a prosperous 2017.
Research reveals key to ‘high-performing’ firms
Late payments hitting SMEs hard
Estate planning issues flagged with $1.6m pension transfer cap
Travel to a workplace: What’s in, what’s out
New fleet “safe harbour” approach for car fringe benefits
Struggling Business Turnarounds
SMSF practitioners told to urgently address TRIS issues
$20,000 write off is only available for small business, right? Well…
Do you need an Employment Agreement?
What does the new withholding tax mean for your clients?
Domestic (non-marital) Relationships
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SMEs at risk of ‘falling foul’ of ATO
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Got your car log book ready?
Do you need an Employment Agreement?


All employment relationships are subject to an agreement, whether they are written, verbal or a combination.



It’s not compulsory to have a written agreement and all employees (other than casuals) are protected by the National Employment Standards (NES) whether they’ve signed a contract or not.  There are benefits having a written contract, with the key advantages being certainty of rights, obligations and employment status, as well as the inclusion of terms that aren’t covered in the legislation or applicable industrial instrument.

Employers can’t contract out of the NES or to make employees worse off than their minimum legal entitlements.  They can customise the agreement to suit the business and to include important features, rights and obligations that are not covered in the legislation or implied from the common law.

Examples include:-

  • Restraint of Trade to protect your business goodwill from competition from former employees.
  • Incentive Scheme in addition to base remuneration.
  • Behaviour expectations and termination conditions.
  • Probationary Period for new employees
  • Use of Company Equipment (e.g. car, phone or lap top) and the conditions attaching to such use and Fringe Benefits Tax arrangements.
  • Confidentiality of sensitive information.

These provisions will not be implied unless they are clearly written into the contract.  





Stapleton Group: 83a Boronia Road Boronia VIC 3155 | Phone: (03) 9760 7800 | Fax: (03) 9760 7860