Posted on November 23, 2013 by Andrew Sullivan
“Clothes make the man. Naked people have little or no influence in society.”
– Mark Twain
I’m a fan of nice suit, in fact nice clothes in general. I know that our clients are sharp dressers—so this article won’t tell you anything you don’t already know. Instead you might want to pass it on to someone you think could do with sharpening up their appearance at work.
Here are some words of advice given to me early in my career…
Presentation Counts. First impressions are as much about what someone sees when they look at you as what they hear you say. If you want people to take you seriously then you need to look like you take yourself seriously.
Dress for the job you want, not the job you have. Really this just isn’t about what you wear, its how you wear it and how you carry yourself. Act like you are more senior in your organisation by delivering more than expected from your role and you’ll be promoted much faster.
Casual dress day at the office is different to casual dress on the weekends. Casual doesn’t meet slovenly. A casual shirt or a polo t-shirt and jeans (dark denim) or casual trousers are fine for casual dress at the office. Shorts and a tank top are not.
To dress well at work you don’t need to break the bank. Buy what you can afford and get it altered to fit well. An expensive suit that is too big or too small doesn’t look as good as a more affordable suit that has been tailored to fit well.
A plain navy suit is the most versatile – this should be the first suit you buy. The second one should be grey. These two colours will cover you for any occasion requiring a suit.
A crisp white shirt goes with any coloured suit, trousers or jeans. If you wear a tie, keep it simple but have some fun with the colour. This doesn’t mean cartoon characters though.
Wear proper, polished shoes.
If in doubt, look to Frank Sinatra. The man knew how to dress…
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Posted on October 28, 2013 by GSCPA Admin
The correct classification of your workers as an employee or contractor is your responsibility. There are different tax and superannuation obligations for employees and contractors therefore it is important to consider the differences between the two types of relationships.
An employee works in your business and is part of your business. Alternatively, a contractor is running their own business and provides services to your business.
We have outlined the characteristics of each below:
| Employee |
Contractor |
| Control over work
Your business has the right to direct the way in which the worker performs their work. |
Control over work
The worker has freedom in the way the work is done subject to the specific terms in any contract or agreement. |
| Ability to sub-contract/delegate
The worker cannot sub-contract/delegate the work – they cannot pay someone else to do the work. |
Ability to sub-contract/delegate
The worker is free to sub-contract/delegate the work – they can pay someone else to do the work. |
| Basis of payment
The worker is paid:
- for the time worked, or
- a price per item or activity, or
- a commission.
|
Basis of payment
The worker is paid for a result achieved based on the quote they provided. |
Equipment, tools and other asset
- Your business provides all or most of the equipment, tools and other assets required to complete the work, or
- the worker provides all or most of the equipment, tools and other assets required to complete the work, but your business provides them with an allowance or reimburses them for the cost of the equipment, tools and other assets.
|
Equipment, tools and other assets
The worker provides all or most of the equipment, tools and other assets required to complete the work. The worker does not receive an allowance or reimbursement for the cost of this equipment, tools and other assets. |
| Commercial risks
The worker takes no commercial risks. Your business is legally responsible for the work performed by the worker and liable for the cost of rectifying any defect in the work. |
Commercial risks
The worker takes commercial risks, with the worker being legally responsible for their work and liable for the cost of rectifying any defect in their work. |
| Independence
The worker is not operating independently from your business. They work within and are considered part of your business. |
Independence
The worker is operating their own business independently from your business. The worker performs services as specified in their contract or agreement and is free to accept or refuse additional work. |
It is important to remember that there is no single factor that will be conclusive in determining whether your worker is an employee or contractor. You will need review the whole working arrangement and examine the specific terms and conditions under which the work is performed.
We see many businesses make the wrong decision as they are using incorrect information.
None of the following makes a worker a contractor:
- your business only needs them for short term or irregular work (such as during busy periods)
- you are using their specialist qualifications or skills
- the industry ‘norm’ is to use contractors
- they have an Australian business number (ABN)
- they have a registered business name.
If you are unsure if you have classified your workers correctly or would like more information on the above, please contact the office.
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