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What Canadian Payroll Rules Do You Need to Know?

Posted by Ray Gonder

|

Feb 12, 2018 9:00:00 AM

What_Canadian_Payroll_Rules_Do_You_Need_to_Know.jpgDespite Canada and the U.S. being very similar with respect to culture and economics in some regards, operating as a foreign business across the border comes with many unforeseen challenges. Perhaps one of the biggest challenges, other than registering as a Canadian business and establishing an administrative presence, is following the country’s complex payroll rules.

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Canada requires foreign businesses, whether U.S. or international, to follow all Canadian payroll rules. While this requirement might not sound daunting at the outset, consider the following: Canada’s employment standards are constantly evolving and vary on both the provincial and federal levels. What might be the status quo in Québec, for instance, is not so in Ontario.

With little room for error if you fail to make proper government remittances or pay the right minimum wages, your business’ success rests on making Canadian compliance a priority. One way you can do that is by learning what Canadian payroll rules are the most important to know.


Minimum Wages

You are required to pay your Canadian employees at least the minimum wage according to their province or territory. Many occupations in Canada have an hourly wage, but there are some exceptions, such as independent contractors who are paid on a project-to-project basis. The minimum wage is also affected by whether you’re hiring students as well as by the type of work being performed.

For instance, in November 2017, updates were made to Ontario’s pay rules with the passing of the Fair Workplaces, Better Jobs act. Ontario employers are now required to pay a minimum wage of $14.00 to most employees, with the rate scheduled to go up to $15 next year. Students and other special minimum wage workers, such as those who serve alcohol, have different minimum rates, which will increase by the same percentage as the general minimum wage over time.


Tax Deductions

When you hire employees, making the proper deductions from their payroll is crucial. You’ll need to make certain they’ve given you their Social Insurance Numbers (SIN) and their TD1 forms. A TD1 is the form that will help you determine how much tax needs to be deducted from your employees’ employment income. Other deductions include, but are not limited to:


  • Canada Pension Plan (CPP)
  • Employment Insurance (EI)


As with many Canadian payroll rules, how a TD1 is filed varies in different provinces. Québec is the most notable example, in which employees must use both a federal TD1 and a provincial form called a TP-1015.3-V. Source Deductions Return.

You must make regular government remittances on time for these deductions. Failure to remit or late remittances will result in steep monetary penalties, with additional penalties and interest if you are knowingly avoiding remittances.


Proper Classification of Workers

The definition of an employee versus an independent contractor is also part of Canadian payroll rules. An employee in Canada is entitled to vacation pay, public holiday pay, overtime pay, termination pay, severance pay, and benefits, as well as income deductions for taxes, EI, and CPP. An independent contractor is considered self-employed and therefore not entitled to the same benefits as an employee. You also don’t have to worry about deductions.

Willfully misclassifying your workers in order to avoid having to deal with employee costs is illegal and can result in monetary penalties, prosecution, and public disclosure of your prosecution—none of which, I’m sure you know, is great for your brand’s expansion into Canada. So, make sure you know what defines a worker as an employee or an independent contractor.

While it’s great to have working knowledge of how payroll rules work in Canada, all the variances between provinces can become overwhelming. There’s a lot of contradictory information, which can prevent you from maintaining ongoing compliance.

You shouldn’t leave things to chance handling payroll on your own. An employer of record can make sense of even the most convoluted tax legislation and pay employees for you.


12 Things an American Company Looking to Hire a Worker in Canada Needs to Know

Topics: Compliance

4 Payroll Compliance Errors and How Much They Cost

Posted by Ray Gonder

|

Feb 7, 2018 9:00:00 AM

4_Payroll_Compliance_Errors_and_How_Much_They_Cost.jpgPayroll compliance is important to you and your business. After all, you want to be sure you’re doing things on the up and up.

Download our free guide on what US companies need to know about paying  employees in Canada.

Nonetheless, compliance errors are quite common. Some business owners don’t truly realize they’re doing anything wrong. They may think they’re completely compliant with the law. Worse, these sorts of errors can cost you more than a pretty penny. Here are a few of the most common errors and their price tags.


1. Failure to Deduct

Perhaps the most common payroll compliance error is a simple failure to deduct. Some employers think they can pull the wool over the CRA’s eyes by issuing payments off the record. Others may try to pin responsibility for payroll taxes on the employee. Others may not be aware they need to deduct payroll taxes for certain kinds of employment income such as employer-provided housing.

The CRA can levy penalties worth 10 percent of the amount of Canada Pension Plan and Employment Insurance premiums, as well as 10 percent of the income tax you failed to collect.

If you happen to be penalized twice in a single year for failure to deduct, you can be assessed a penalty of up to 20 percent of EI, CPP, and income tax deductions. Depending on how many employees you have and their earnings, it adds up!


2. Late Remittance

The next most common payroll compliance error is late remittance of your deductions. While you did deduct the appropriate EI, CPP, and income tax amounts, you just didn’t get the funds to the CRA. (If you never send the funds, this is known as “failure to remit.”)

The CRA will begin assessing penalties for late remittances almost immediately. The penalty starts at three percent for payments one to three days late, then climbs to five percent between four and five days. If you submit your funds six or seven days later, the penalty is seven percent.

If you’re more than a week late submitting your remittances, you can be assessed a penalty of 10 percent. Again, depending on how much you have to submit to the CRA, these penalties can become quite hefty!


3. Failure to Obtain Employee SINs

As an employer, it’s your responsibility to record your employees’ social insurance numbers (SINs). You’re required to ask employees and record their SINs within three days of their start date with your company.

If you’re judged not to have made a reasonable effort to obtain an employee’s SIN, you could be charged $100. This is also true for employees in pensionable or insurable employment. Employees who do not yet have a SIN need to apply for one and provide it within three days of receiving it. Additionally, you need to report this situation to Service Canada.

If an employee fails to provide a SIN but you’ve made a reasonable effort to obtain the information, the CRA may not assess the penalty. Otherwise, you can be assessed $100 for each SIN you fail to collect. While $100 here or there may not seem like much, it can add up and is easily avoidable.


4. Failure to Maintain or Provide Records

The CRA can also determine whether or not your bookkeeping has been adequate. The Income Tax Act allows the government to determine what records and books must be kept. The CRA may send you a written request to maintain your books in compliance with the law, and they’ll normally follow up within a month to make sure you’ve complied.

If you haven’t, or you fail to provide records as requested, you can be prosecuted. The minimum fine is $1,000. You could even face jail time.

Payroll compliance errors can have some high costs. Don’t wind up on the hook for these penalties and make sure your payroll is compliant with help from the experts.


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Topics: Compliance

Your Guide to Vacation Pay in Saskatchewan

Posted by Anna Mastrandrea

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Feb 5, 2018 9:00:00 AM

Your_Guide_to_Vacation_Pay_in_Saskatchewan.jpgSince the federal government largely leaves employment legislation to the provinces, each of Canada’s provinces have been able to make their own rules. If you’re a foreign company opening its first office in Saskatchewan, you’ll want to learn about vacation time rules!

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Saskatchewan is something of a hotspot right now. If you’re thinking about setting up shop in Regina or Saskatoon, take a look at this guide to vacation pay in Saskatchewan.


Why Saskatchewan?

The first thing for any employer to ask is why they’re going to Saskatchewan. Although the province has a reputation as being exceedingly rural, flat, and nothing but prairie, the truth is Saskatchewan has become something of a hotspot for several different industries.

Perhaps the best example is the potash industry. Uranium mining has also been common in the province’s north. Biotech is another hotspot. Retail and manufacturing are also important and growing.

If you have operations relating to any of those industries, Saskatchewan may be the place for you!


Vacation Time

If you’re going to employ workers in Saskatchewan, you need to know employment legislation. One of the important aspects of that is how vacation time is accrued and paid.

Vacation pay in Saskatchewan is governed by The Saskatchewan Employment Act. Employees who work more than one year and less than ten years are entitled to three weeks of vacation each year. If an employee works more than ten years for you, they are entitled to a minimum of four weeks’ leave.

Employees who have worked less than a year are not entitled to vacation pay. In order to be eligible, employees must work for 52 consecutive weeks, without a break in service of 26 weeks or longer.


Who Is Entitled?

In Saskatchewan, vacation days accrue on an annual basis. After 52 weeks of service, an employee becomes eligible for three weeks of vacation. Most employees are entitled to vacation pay, no matter how many hours they work or how they’re paid.

Exceptions include seasonal and short-term employees who work fewer than 52 weeks or who have absences of 26 weeks or more. If you hire an employee to work in the summer and fall and terminate their employment in the winter before rehiring them in the spring, they would not be entitled to vacation. An employee who took a leave of absence over the winter would be.


Calculating Vacation Pay in Saskatchewan

Once you’ve determined who’s entitled to vacation pay in your company, you’ll want to know how you can calculate pay.

The rules for vacation pay in Saskatchewan are relatively straightforward. A salaried employee would receive 3/52 in vacation pay. Take their total annual wages and multiply it by 3/52. This accounts for the three weeks of vacation out of the total 52 weeks of the year. For an employee with ten years of service or more, the rate is 4/52.

You can also choose to pay vacation pay per pay period. In this case, take the total wages for the pay period and multiply it by 3/52 or 4/52. This will give you the vacation pay the employee has earned for this pay period.


Paying Annually or per Pay Period

Employers can choose to pay vacation pay in Saskatchewan annually or per pay period. Annual payment may be best for those who have salaried staff. Those who pay their employees by the hour may prefer to tally vacation pay per pay period.

Keep in mind you must calculate vacation pay on total wages (including commissions and bonuses). Vacation pay must also be calculated on the vacation pay amount.

Vacation pay in Saskatchewan isn’t overly complicated, but you do want to be sure you’re administering it correctly. Talk to a payroll provider today and see how they can help.


Canadian Payroll Tax Deduction Calculator

Topics: Compliance

2017 Holiday Preparation: Vacation Policies in Canada

Posted by Corinne Camara

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Dec 6, 2017 9:00:00 AM

2017 Holiday Preparation Vacation Policies in Canada--.jpgVacation policies in Canada are not as straightforward as you may think. Each province has different rules and regulations regarding how much vacation time and pay each employee is permitted to take and when they can take it. With dozens of regulations, it’s only fair that companies find themselves a little confused, especially companies that are based in the United States.

To prepare for upcoming vacation requests, brush up on vacation policies in Canada. Keep reading to see some of the more common vacation policy questions and their simplified answers.

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How Much Vacation Time Are Employees Entitled To?

Starting with the basics—every employee in Canada is entitled to vacation time after working for a company for 12 consecutive months. After one year, employers must grant employees two weeks’ vacation, apart from Saskatchewan, which offers three weeks, and Quebec, which offers one day per month.

This, however, is the minimum amount as described in the employment standards legislation of each province. Companies can offer employees more if they wish.

There are exceptions for students in work-experience programs, federal employees, and some other employees.

Can You Relinquish Vacation Time?

Employers have the right to schedule vacation time according to an employee’s entitlement year or stub period. This ensures all employees are given the appropriate amount of vacation time. 

However, employees can give up vacation time with the employer’s agreement and the Director of Employment Standards written approval. It’s important to note that while employees can give up vacation time, employers are still obligated to pay the employee vacation pay.

How Much Vacation Pay Are Employees Entitled To?

When it comes to vacation policies in Canada, employees are to be given at least four percent of the gross wages earned in the 12-month vacation entitlement year. 

For example, if you earned gross wages of $16,000, you are entitled to $640 as your vacation pay. However, some companies offer competitive vacation benefits at a higher percentage than the minimum four percent.

What Happens to Vacation Pay after Employment Ends?

If an employee quits or is terminated, they are still entitled to be paid vacation pay. The employee must be paid any vacation pay that has not yet been paid out, including pay from the previous vacation entitlement year. This unpaid vacation pay must be paid to the employee within seven days of the employment ending or on the employee’s final pay stub—whichever is later. 

Outsourcing payroll and HR services is a great way to ensure your vacation pay is tracked, reducing the amount of risk your company faces regarding vacation policies in Canada.

Why Should Employees Use Their Vacation Time?

Recent studies suggest that more than 41 million vacation days are left unused by Canadians each year. Fiscally, that adds up to approximately $6.3 billion in unused paid time off. In the US, the number jumps to a whopping $52.4 billion. Many employees don’t understand the benefits of taking time off, leaving it up to employers to ensure their employees understand what it means for them and why it’s important. 

A study suggests that employees who leave 11 to 15 PTO days unused are 6.5 percent less likely to receive a raise or bonus than those who used their time off. On the other hand, taking even two days off can leave the mind and body refreshed, creating a more positive mindset and increasing productivity. 

For both employers and staff, vacation days are important. Keeping track of vacation policies in Canada can make a huge difference in the well-being of your employees and the quality of work they bring to the office every day.

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Topics: Compliance

A Guide to Understanding Canadian Payroll Tax Regulations

Posted by Ray Gonder

|

Dec 4, 2017 9:00:00 AM

A Guide to Understanding Canadian Payroll Tax Regulations--.jpgUnderstanding Canadian payroll tax regulations can be tricky. Whether you’re operating a small business, expanding your operations into another province, or expanding into Canada from another country, you need to understand the nuance of these regulations. 

The good news is it doesn’t need to be difficult to understand the tax regulations around payroll in Canada. This guide is here to help.

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The Legal Framework

The first key to understanding Canadian payroll tax regulations is to understand the legal framework around the regulations. 

In Canada, two separate levels of government deal with payroll. The federal government legislates on national taxation levels and employment standards for federal employees. The federal government also governs social programs like the Canada Pension Plan and Employment Insurance. 

The provinces also get in on legislating employment, payroll, and taxation. Each province has its own rules covering minimum wages, vacation time, and more. They also differ in terms of income tax. In the case of Quebec, the province manages its own pension plan, the Quebec Pension Plan (QPP).

The Governing Body

Although the provinces have their own legislation regarding payroll tax regulations, the national Canada Revenue Agency (CRA) is responsible for administrating the regulations. The CRA collects all tax returns, assesses them, conducts audits, and penalizes those who have submitted erroneous or fraudulent returns. 

The CRA has the power to initiate an audit if it suspects your payroll practices aren’t on par. It can also fine you for violating the payroll tax regulations.

What Kinds of Regulations?

Understanding Canadian payroll tax regulations also entails understanding what kinds of regulations there are.

For the most part, the regulations declare how you should calculate your tax withholdings and returns to the CRA. For example, the CRA publishes handy tables to calculate CPP withholdings from an employee’s pay. The tables are based on current rates and take into consideration where the employee works, their status as part time or full time, and the industry and type of work.

The regulations also discuss the penalties for violating the regulations. In most cases, the penalty for breaking a rule is a fine. The fines can get quite hefty, so it’s best to avoid them.

Resources

Understanding Canadian payroll tax regulations is easier than ever. There are many helpful internet resources you can use to further your knowledge and understanding on this subject.

The CRA’s own website is one of the most important and best resources available. The website contains plenty of explanatory information about what you need to collect, how to calculate and submit your return, and even information about what might happen if you break the rules.

Legal documents, such as the text of laws themselves, are freely available. They can be difficult to read, so you also might look for interpretations offered by qualified and expert legal teams.

Your Canadian payroll services provider is another reliable source of information. Many providers offer helpful tools, such as blogs and whitepapers, which are chockfull of great information. If you need more help or have another question, you can always talk to them too!

Summing Up

Understanding Canadian payroll tax regulations doesn’t need to be difficult. In fact, with great resources from the CRA and your Canadian payroll services provider, it’s quite easy!

Always be sure to check the regulations pertaining to the provinces and territories you’re operating in. Doing so will tell you which laws you need to pay attention to. The legal framework governs what employers need to do when it comes to payroll.

Remember about the CPP and EI, as well as taxable benefits. If you’re not sure, look something up. There are many calculator tools available to help. Your payroll services provider may provide one. Its experts are ready to help you better understand Canadian payroll and the tax regulations surrounding it.

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Topics: Compliance

Make Sure You Know These 5 Audit Issues

Posted by Stacey Duggan

|

Oct 6, 2017 9:00:00 AM

Make Sure You Know These 5 Audit Issues--.jpgWhether you’re managing it in-house or working with a PEO company, the importance of managing payroll correctly isn’t lost on you. 

Yet many companies still struggle. This is especially apparent when tax time comes along and the CRA selects you for a payroll audit. Keep these five issues in mind during the entire payroll process to help prevent an audit.

Download our free guide on what US companies need to know about paying  employees in Canada.

1. Salary Expenses

Salary expenses are among the most common infractions the CRA looks for when it conducts an audit. You might think this is the easiest factor to get right, yet many businesses get nailed on it. 

Why? It seems simple enough: You pay your employees, you note it down on their T4s, and you call it a day. But some businesses forget about bonuses, commissions, and cash payments made to employees, so they don’t go through payroll properly. Other businesses purposely leave these items off the payroll, in effect paying employees “under the table.” 

The CRA is very concerned with the underground labour market in Canada, so you can bet it’ll be watching for irregularities relating to payments.

2. Shareholder Benefits

Shareholder benefits are often incorrectly reported or calculated. Part of the problem is the misunderstanding between accounts payable and human capital managers. They might be on different pages about how shareholder benefits should be handled! 

The best thing you can do to avoid audit issues related to the calculation of shareholder benefits is to check out the CRA’s website. The agency provides exact guidelines about when to report shareholder benefits and how to calculate them. 

Of course, if you don’t follow the CRA’s guidelines, they’re going to find out when they audit you. It’s better to play it safe.

3. Director Fees

Another sticking point is director fees. There’s often confusion about when and how to calculate director fees. Most of the time, these fees aren’t insurable, but in some circumstances, they are taxable and pensionable.

Much of it depends on how directors are selected in your company and the benefits bestowed on them. Some directors are elected while others are appointed. Some are entitled to a stipend. Different situations mean different rules when it comes to paying and reporting these fees.

Again, the CRA’s website lays down the law, so use its guidance to avoid audit issues later on.

4. Parking

Did you know parking is a taxable benefit? Many employers don’t! While there are exceptions, you should treat parking you offer to your employees as a taxable benefit. Doing so will help you avoid audit issues if the CRA decides to investigate your books.

Parking isn’t always a taxable benefit. For example, providing parking for a disabled employee is non-taxable. The same is true of parking situations where there are fewer spaces than employees. In most other situations, however, the CRA considers the provision of parking as a taxable benefit, whether or not you own the lot.

You should report the fair market value of this benefit, less any cost your employee bears. If you pay for your employees’ parking, talk to your payroll provider about how to report this benefit.

5. Automobile Operating Expenses

Do your employees often drive for work? If they do, you’ll need to keep accurate logs about who is driving, when, where, and how far. If you have fleet vehicles—company-provided cars, trucks, or vans—you must keep logs. 

Employees who use personal vehicles for company purposes should also keep a log. You’re not necessarily required to, but it’s a good idea for both you and the employee. Employees often report inaccurately, which leads to you having incorrect data for your books. Use an app to cut down on incorrect reporting.

If you keep an eye on these five audit issues, audit time will be much less stressful!

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Topics: Compliance

5 Audit Issues You Can't Ignore

Posted by Ray Gonder

|

Oct 4, 2017 12:45:00 PM

5 Audit Issues You Cant Ignore.jpgSometimes, it’s easy to turn a blind eye to potential issues with payroll. After all, you’re not planning on being audited any time soon.

Unfortunately, who and when the CRA decides to audit isn’t up to you, so you may find yourself facing an audit sooner than you’d like. While it’s an unpleasant situation to find yourself in, you won’t have much to fear if you’ve kept payroll on the up and up.

Download our free guide on what US companies need to know about paying  employees in Canada.

With that in mind, here are five common audit issues you can’t afford to ignore.

1. Unreported Payments to Independents

Businesses hire independent contractors for any number of different services these days. You might have a contractor deliver services on an ongoing basis or you might decide to contract out a one-time project or job. Services rendered range from HR functions to maintenance jobs around the office.

You must report every payment you make to your independent contractors. Many business owners don’t, instead paying by cash or otherwise leaving the payment off the books. This is especially the case for services such as office maintenance, but it happens with other contractors as well.

If you’re audited, however, the CRA will notice gaps in your accounting and question where the funds went. Since it is trying to crack down on the underground labour market, you could find yourself facing legal trouble.

2. Reclassifying Employees

Another issue the CRA watches for is the reclassification and misclassification of employees. Some unscrupulous employers might “reclassify” employees in order to reap particular benefits, such as lower overheads or tax write-offs.

One particular way of doing this is letting an employee go, then re-hiring the same person, sometimes as an independent contract, to do the same or similar work. The CRA frowns on this practice in particular.

If this happens, make sure you have a written agreement with the contractor laying out the facts. It’s best to have your bases covered.

3. Reimbursement of Personal Expenses

Do you offer your employees perks, such as a subsidized living expense? If you have a travelling sales team, you might reimburse them for their travel time and costs through an expense account.

If you do offer anything of the sort, the CRA is likely to consider it taxable, pensionable, and insurable. Do yourself a favour and ensure reimbursement payments of all personal expenses are reported. It’ll save you a lot of trouble at audit time!

4. Vehicle Allowances

If you offer your employees a flat-rate allowance to drive for work-related reasons, you’ve provided them with a taxable, insurable, and pensionable benefit. This kind of benefit is not reliant on the number of kilometres driven but is instead a flat-fee you pay your employees if they have to drive on your behalf.

Some employers administer a vehicle allowance instead of reimbursing by the kilometre because their employees have to drive often. Yet a surprising number of employers fail to report this benefit, which spells trouble when the CRA audits payroll.

Be sure to report vehicle allowances and collect the appropriate CPP and EI amounts. A good plan of action is to use payroll software to automate this or hire a PEO to help.

5. Security and Stock Options

Do you report your employees’ securities and stock options? You probably should since this can be classed as a taxable benefit. If you fail to report, the CRA may consider it hidden remuneration.

The situation is tricky since securities and stock options only become taxable when employees actually exercise or dispose of their options. In theory, if none of your employees took advantage of the option, there would be no need to report.

Your employees are likely to exercise or dispose of their stock options, however, so it’s just as easy to keep tabs on them and report them.

What Are You Leaving to Chance by Handling Payroll on Your Own

Topics: Compliance

How to Avoid Payroll Fraud When Expanding into Canada

Posted by Stacey Duggan

|

Sep 27, 2017 9:00:00 AM

How to Avoid Payroll Fraud When Expanding into Canada---1.jpgWhether it’s done unintentionally by a business, or intentionally by its employees, payroll fraud is a lot more common than you think. In fact, payroll fraud happens in 27 percent of all American businesses and occurs nearly twice as often in small organizations with less than 100 employees than in large ones. If your business is expanding into Canada, committing payroll fraud can be done unintentionally and it’s a lot easier to do than you think.

Download our free guide on what US companies need to know about paying  employees in Canada.

Avoiding payroll fraud is an absolute must for expanding businesses. Expansion should start on the right foot—not with a lawsuit. In order to ensure your business is in compliance with Canadian payroll laws and avoids internal payroll fraud, here are some things you need to consider.

The Types of Payroll Fraud

In most cases, there are two major ways payroll fraud can occur: at the fault of employees or at the fault of a business. Employees can embezzle money from the business they work for, while businesses can curve taxes from the government. Whether it’s intentional or not, in the eyes of the law, payroll fraud is always a crime. If you don’t take the necessary precautions, you can be prosecuted.

First and foremost, your employees can commit payroll fraud. If your payroll system isn’t closely monitored or handled by a trusted professional, it can actually be quite easy. Ghost employees are one of the most common types of payroll fraud. This involves a payroll manager or staff member creating fake employees or failing to remove terminated employees from the payroll system. Funds are then diverted to these ghost employees and a payroll staff member claims the money. Timesheet fraud is also a major concern, as more than just payroll staff can commit this type of fraud. Timesheet fraud involves employees incorrectly documenting the .

00number of hours they’ve worked, leading to a higher paycheck, for hours that aren’t actually real.

On the other end of the spectrum, employers are also capable of committing payroll fraud, and the Canadian Revenue Agency often isn’t very forgiving. Worker misclassification for example, can be committed intentionally or due to a misunderstanding of the rules: a mistakes that’s easy to make for businesses expanding into Canada.

The CRA requires businesses to classify each and every employee as full-time employees or independent contractors, depending on the type of work, benefits, and pay the employee receives. However, to avoid paying health insurance premiums, sick pay, payroll taxes, and other fees, some employers will intentionally classify workers as independent contractors, when they’re not. Whether it’s done on purpose or on accident, worker misclassification leaves your business responsible for paying up to $25,000 per instance, and in some cases, you can even face jail time.

For businesses expanding into Canada, it’s easy to overlook the important of regulated payroll, inner-business audits, and a thorough understanding of Canada’s payroll rules.

How to Avoid Payroll Fraud

Now that you know how payroll fraud can occur, it’s time to figure out how to avoid it.

For many businesses, solutions are as simple as introducing regular payroll audits, advanced punch-in systems, and payroll staff the company can trust. However, for businesses that are expanding into Canada, these tips aren’t enough. The greatest solution involves outsourcing payroll.

When you outsource payroll, not only is a trusted and professional business monitoring your payroll functions, you can also rest easy knowing all Canadian laws are being abided by. This leaves you in a safer situation to focus on other aspects of business, without neglecting the importance of payroll.

Where to Start

Reaching out to a payroll service provider is an absolute must. All your questions and concerns regarding payroll fraud and expanding into Canada can be addressed online, or through a quick phone call. Don’t leave your business at risk: learn how a payroll provider can help

What US Companies Need to Know about Paying Employees in Canada

Topics: Compliance

5 Things You Need to Know as a Canadian Independent Contractor

Posted by Anna Mastrandrea

|

Sep 19, 2017 9:00:00 AM

5 Things You Need to Know as a Canadian Independent Contractor--.jpgBeing a Canadian independent contractor has it’s perks: you can work from home, claim business expenses come tax time, and have a lot of freedom over what kind of jobs you’re willing to take on. All in all, you call the shots!

However, there are some things you need to know about being an independent contractor in Canada. From employers improperly classifying your status, to failing to find the right clients, independent contractors face a lot of challenges. From the good, the bad, and the ugly, here are five things you need to know as a Canadian independent contractor.

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1. Employers Love You

This is the good news! For the most part, businesses love working with Canadian independent contractors—a fact that’s solidified when you realize over 2.7 million Canadians are self employed. You offer businesses a whole new set of skills they might not have been able to find anywhere else.

You’re also a valuable asset when it comes to busy periods or big projects, making you one of the most appreciated workers on the lot. For small businesses or start-ups, you’re the person that has answers to all the bosses’ questions. With this in mind, independent contractors need to know employers love them and appreciate their knowledge and hard work.

2. The Risks

For independent contractors, the risks run high. This is one of the downsides of being a Canadian independent contractor: sometimes, work is unpredictable. Unlike full-time employees, contract workers are hired as needed, meaning if your skillset isn’t required, you don’t have a job.

At the same time, contract workers are not covered by employment insurance, so, if your contract ends without warning, you’re put into a difficult situation. On the other hand, because you’re not a full-time employee, the companies you work for aren’t legally obligated to pay you any type of benefits. Unless you negotiate some type of coverage, you won’t receive health benefits, sick pay, or statutory pay. While being your own boss does have benefits, for many of these reasons, it’s sometimes hard to run on your own.

3. You Have Freedom

Independent contractors have a lot more freedom. Because you’re selling yourself on a contract basis, your options are almost endless. From three-month to yearlong contracts, the possibilities for work are much wider and you’re in control of whom you decide to work for.

Working in a number of different environments gives you the opportunity to sharpen your skills, evolve with your industry, and remain competitive over other job candidates. One of the most important points on your resume is your wide breadth of experience, and having the flexibility of an independent contractor lets your hone in on your skills, all while you get paid.

4. Your Employer See The Benefits Too

Independent contractors provide many benefits to many companies. From costs savings to greater experience, it’s important to know that your employer is also benefiting from this unique workplace relationship.

Because your employer isn’t responsible for paying benefits, the cost of training and government required insurance, hiring you is a great way to save money. As a Canadian independent contractor, this is important to know, as although your work is important, it’s also a smart business move.

5. Ask about a PEO

Many small businesses work with a Professional Employer Organization to ensure all of their contract workers are hired ethically and payroll is handled efficiently. Without such an organization, businesses run the risk of misclassifying employees or improperly handling the hiring process. If you’re concerned about these risks, make sure you ask your employer if they work with a PEO: it could make a huge difference in terms of your experience, legal situation, and reputation as a contractor. 

Being an independent contractor in Canada puts you in control, however, it’s important to know the downsides as well. Keep communication open and ask the right questions to ensure your career is a success.

What Are You Leaving to Chance by Handling Payroll on Your Own

Topics: Compliance

Submitted a Remittance Error to the CRA? Learn How to Fix It

Posted by Ray Gonder

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Sep 15, 2017 9:00:00 AM

Handling payroll can be complicated and sometimes we make errors. What’s even more confusing is handling mistakes with government regulations in an efficient and error-free way. Sometimes it can seem like handling a remittance error to the Canadian Revenue Agency (CRA) is more complicated than the entire payroll process.

Download our free guide on what US companies need to know about paying  employees in Canada.

Don’t be too hard on yourself. We all make mistakes, even with payroll. If you find yourself trying to correct a remittance error to the CRA, here’s how you can fix it.

How Mistakes Are Made & How To Fix Them

Payroll can be a huge undertaking for any small business owner and there’s a long list of things you can do wrong when remitting your payments. Regardless of the error, it’s important to work quickly and know how to rectify the situation. Some of the most common remittance errors include:

Under-Remittance
Under-remittance occurs when the amount you sent to the CRA is less than it should be. This can happen for any number of reasons. If payroll isn’t organized, new employees can sometimes be forgotten or overlooked. It’s also possible that you manage your payroll by hand. This old-school method can leave room for human error and your addition may be off. Whatever the reason, you need to make up for the short payment.

It’s important to correct the remittance error to the CRA as soon as you can. Remit any shortages by either electronic payment, with a remittance error form, or by writing a letter giving your account number and the pay period the shortage applies to. Electronic payments are the fastest and most efficient method. Ensure that you correct any errors and pay it by the 15th of the following month—otherwise the CRA will consider the payment late.

Over-Remittance
Over-remittance occurs when then amount you sent to the CRA is more than it should be. This can happen for a number of reasons, such as doubling payments or errors in managing payroll by hand. By the way, if you’re still handling your payroll by hand, it might be time to consider outsourcing your payroll. Regardless of the reason, the remittance error to the CRA needs to be corrected.

If you’ve over-remitted in the current year, simply reduce your next possible remittance by the amount you overpaid. If you over-remitted last year, you must request a transfer or refund of the credit online or by mail. Remember, you’ll need to provide an explanation surrounding the reason for the over-remittance. Use your business account to make any corrections online, or make your request by mail by attaching the explanation to your paper information return, or send a letter to your tax centre.

Misapplied Payment
A misapplied payment means you’ve made a payment to the wrong account. A common mistake, however the remittance error to the CRA requires immediate attention.

As with an over-remittance, you can use your business account to transfer payments within your various accounts. You can also contact the CRA directly if you need any help (1-800-959-5525). After the CRA receives your information return, they’ll check to ensure you submitted the correct amount of Canada Pension Plan (CPP) and Employment Insurance (EI). The CRA is more forgiving for this situation and won’t likely penalize you if you can show you made the payment, it just went into the wrong account.

It’s best to try and avoid making any of the errors mentioned above. If you’re finding yourself frequently making mistakes, consider outsourcing your payroll needs to a payroll service provider. Let them handle the hard stuff, so you can rest easy knowing no more remittance errors will occur.

Canadian Payroll Tax Deduction Calculator

Topics: Compliance

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