This regional community health practice came to us with a problem.

They had recently merged with another health practice and had been operating the same payroll system since the merger occurred. With around 150 staff and a range of work patterns and payment structures (think 24/7 rosters and Collective Agreements with different pay rates for different times and days of the week), they felt they may have an issue. This was coupled with the fact their payroll provider had emailed them saying parts of the system were non-compliant, and every customer should look at how they had the system configured.

With limited capacity and capability to perform the detailed review themselves, this organisation asked us to perform an audit and assess the ‘damage’. ResolvePay undertook a detailed review, checking out the payroll configuration, employment agreements and supporting processes and documentation. A number of issues were identified, such as the type of calculations being performed, the incorrect coding of payment codes for inclusion in gross earnings, the accrual method being used to calculate leave entitlements and the need to provide a definition of a week for every employee. 

A detailed report gave this organisation a clear understanding of the issues and the associated risks if they did not remedy these issues. They determined they would move forward and undertake the recalculations, as well as having ResolvePay provide Holiday Pay 101 training to all their managers.

The recalculation process saw this organisation perform three versions of the calculation to refine and identify the anomalies in the data set. All assumptions were reviewed and signed off by the organisation and their legal advisors, and the result was a detailed breakdown of arrears for every employee over the last 7 years.