Stepping into 2014- walking in My Shoes with Mooloo

Savvy_sewing

I have employed a "front of house" lady, who I already know. For now, a few hours on a few days. If I can take more money, and increase my productivity, then I will consider other staff etc. Maybe another mature lady, perhaps someone who can sew would also be a help! But I don't want to rush into huge overheads, as I don't want to run before I can walk so to speak.
The babysitter is holding fort today, as DGD went to grandad, and DS's GF can't get here. Haven't heard much from them about the bike.
I know his insurance policy is due in a few days aswell.
Yesterday was a busy day again. Still loads of work coming in.
I don't get to sew today as I am teaching the kids. This afternoon I've two little girls also coming for a little lesson with their mini machines.
I must get my shower and get going. I need to clean the floors, Hoover, and set out the workshop before I open up.
Have a good day everyone.

Ladyshopper

Molly41 wrote: »

Well if you coming over to see Moo then a cuppa and a chat would be lovely as I live a few minutes away from the town centre xxxx

That would be lovely Molly. x

Savvy_Sue

Mooloo wrote: »

twin1, is behind with her water rates! For some reason they are in my name, ( must be from when I used to help pay bills when she first went there- ), so I need to get my name off of her bill!

I'd be surprised if they'd let you do that as long as they are in arrears, but here's hoping ...

Staff: make sure you're clear about your responsibilities as an employer. Written statement of terms and conditions (even if it's zero hours), holiday entitlement (even if it's zero hours), how much notice each side needs to give the other for holidays, leaving etc.

I'm going to assume they won't be liable for tax and NI, but even so you need to keep accurate records, provide a payslip etc.

May be worth a conversation with your accountant: they may offer a cheap payroll service.

Savvy_sewing

Been doing my accounts myself, on line etc so need to get an accountant.
I have a draft contract from government website.
Don't have to register for PAYE unless they earn over £111 each a week, or they have another job. But I will in preparation.

Day went well, bunting course was on time.
Two little girls lesson also in the afternoon.
Babysitter stood in for DS's GF on the desk.

Eager_Elephant

Mooloo wrote: »

Been doing my accounts myself, on line etc so need to get an accountant.
I have a draft contract from government website.
Don't have to register for PAYE unless they earn over £111 each a week, or they have another job. But I will in preparation.

Day went well, bunting course was on time.
Two little girls lesson also in the afternoon.
Babysitter stood in for DS's GF on the desk.

Glad the shop is going well.


You don't have to have an accountant - it is perfectly acceptable to do your own accounts.


At the moment it would just be an added expense.

seawaves

I can recommend the HMRC's Basic PAYE Tools program. It automatically calculates tax & NI, and uploads at the end of the year, so there is no need to fill in forms. https://www.gov.uk/basic-paye-tools/download-for-this-tax-year . It makes it easy to do it all yourself, and not need an accountant.

Savvy_Sue

seawaves wrote: »

I can recommend the HMRC's Basic PAYE Tools program. It automatically calculates tax & NI, and uploads at the end of the year, so there is no need to fill in forms. https://www.gov.uk/basic-paye-tools/download-for-this-tax-year . It makes it easy to do it all yourself, and not need an accountant.

However what a computer program won't do is advise you on the legal stuff you need to know about terms and conditions of employment.

Just as an example, if we're in a position where we're deducting salary from anyone (overpaid sick pay for example) we know our payroll service will check we have the right wording in our contract for that.

Feral_Moon

Savvy_Sue wrote: »

However what a computer program won't do is advise you on the legal stuff you need to know about terms and conditions of employment.

Just as an example, if we're in a position where we're deducting salary from anyone (overpaid sick pay for example) we know our payroll service will check we have the right wording in our contract for that.

Isn't this just over complicating things for what appears to be casual p/t employment for just a few hours per week? I doubt very much whether tax or NI would ever even enter the equation, let alone sick pay.

Savvy_sewing

I think that I will discuss things, put our decisions in writing, and see how we go. I have Employers Liabity Insurance. Which I need. I've the basic contract down loaded, but I haven't had time to read it properly yet and I've left it at work. I'll look tomorrow.
I have masses of work todo. I may have to bring stuff home to do, if it's urgent as not enough hours in the day, especially with all the various interruptions.
Just waiting for DGD to be returned.
My eldest, biggest of a Mooloos has just been whipped away on a little holiday by her BF, it's a surprise so she had no idea where they are going, he's kept it a secret, it's her birthday on the 15th.
Last update a few hours ago was she was at Heathrow, but still didn't know where she was going! Her dilemma was not knowing what to pack! I'd be a nightmare if that was me! ( not that it's ever likely to happen to me!).

Savvy_Sue

Feral_Moon wrote: »

Isn't this just over complicating things for what appears to be casual p/t employment for just a few hours per week? I doubt very much whether tax or NI would ever even enter the equation, let alone sick pay.

That's how it's starting, but I think it's worth getting things right from the start. Even if NI and tax and SSP don't come into it, the requirement for paid leave kicks in from the start. Having a clear agreement about how to book leave and when it can be taken BEFORE the assistant wants some would be a good plan.

Mooloo, at the very least keep an exact record of the hours your assistant(s) work, and multiply it by 12.07% to give the amount of paid leave they've earned. You know you won't need her over the Christmas period, but you'll be able to give her some pay for that time.

And whatever you thought her agreed hourly rate was, you really need to budget for that plus 12.07%.