Appendix for Users of Versions prior Version N

Muli payroll has been totally rewritten for Version N. While overall concepts have not changed, the naming conventions, scope and operational detail have changed.

Some data reporting from payrolls prior to Version N are only available by old system.

Major changes for version N

1. Pay Sequences (were called Pay Allowances)
   • Now (A-Z) (001-999) to provide increased depth.
   • Signage -+ is required to be in setup, ie: Tax (-ve). Previously Muli defaulted values to particular pay sequence ranges according to allowances/deductions/provisions.
2. Employee Master details [9.8.1] has been combined with extended Human Resources facilities in setting up the Responsible Person Code (RPC) on Muli. Use of one 6-digit code for email, logging on, responsibility assignment, approvals, payroll, etc.
3. Employee Expense Reimbursement facility, so employees do not need to be in the old Suppliers file (new Organisation), but will be paid via the accounts payable, so no affect to PAYG.
4. Payroll Control Codes have generally been moved into the Muli Codes Maintenance (codes types 500 - 600).
5. Timesheet maintenance has been split.
   • The maintenance and approval of timesheet is now [7.8].  Paymaster uses [9.1]
   • This data then populates the Payrun data maintenance for real payroll processing.
6. Provision for multiple Payroll companies within the one database, although only one company can be in any single Payrun.
7. Provision for Mid month payments for Monthly employees.  Provides the Balance Sheet accrual which is distributed at the end of month payment.
8. Data storage concepts have changed, so now the details of all line items of employee timesheets are saved, allowing greater detail for historical reporting and retrieval.

To understand on-cost, consider:

1. The following analysis working days per year.

   Year =
   Weeks =
   Days =

   Less

   Public Holidays =
   Annual Leave(4weeks) =
   Carers/Sick Leave =
   Community Leave =
   Long Service Leave Provision =
   
   
   Union Picnic Day
   Rostered Days Off
   
   
   Victoria additional RDO
   Melbourne Cup
   
    

   365 days ÷ 7
   52.14 x 5 working days (possible)
   260.7 (say 260)

    

   10 days
   20 days (ignore leave loading)
   5 days allowed (8/10)
   0 days allowed
   6 days apportioned
   ———————
   219
   1
   13
   ———————
   205÷260 = 0.78% Time
   13
   1
   ———————
   191 ÷ 260 = 73.5% Time  (ie: people only work 73.5% of available workdays)!

    

   Rostered Days Off–Payinlieu
   Leave without pay

2. This means you need to recover the cost of one year's employment from 44 weeks worked (42 in Victoria)

3. Long Service Leave Provisions
   Most Trades in the construction industry are covered by Government Long Service Leave Provisions and therefore no Long Service Provisions are required for employees not covered by a long service/redundancy trust.  A method of processing needs to be established from day one.  NSW has a system whereby site personnel are covered by contributions to LSL by local government upon delivering DA plans to applicants. Muli recommends Users check local conditions to ensure adequate provision is made for staff.
4. Payroll Tax Provisions
   NSW $638,000 threshold then 5.65%, therefore the Payroll Master to estimate the expected total payroll for year less $638,000 and enter an applicable rate for your business — check state rules.