compliance

docs/build/html/_sources/compliance.rst.txt

@@ -1,3 +1,84 @@
 ##################################
 PAYROLL COMPLIANCE AND REGULATIONS
-##################################
+##################################
+
+Learning Objectives:
+--------------------
+
+By the end of this chapter, you will have a foundational understanding of payroll compliance and regulations in Canada. 
+This includes the various stakeholders involved, the objectives of payroll, and the legal frameworks that govern payroll 
+processes. You will also learn how to differentiate between federal and provincial/territorial jurisdictions, and how they 
+affect payroll administration. Additionally, you will understand the Canada Revenue Agency's criteria for determining whether 
+an individual is classified as an employee or self-employed.
+
+This chapter will cover the following topics:
+1. Identify four uses of the term payroll
+2. Describe payroll's objectives
+3. Describe who payroll's stakeholders are
+4. Differentiate between federal and provincial/territorial jurisdictions
+5. Explain how each stakeholder affects payroll processes and procedures
+6. Apply the Canada Revenue Agency's factors for determining whether an individual is an employee or self-employed
+
+Introduction
+============
+
+Payroll is a necessary function in every organization that has employees, as each employee
+expects to be paid for the work they perform. While the amount of maximum remuneration
+that an employee receives for their work is not legislated by any government (unless the
+employee is a federal or provincial/territorial civil servant), there is legislation in place at
+both the federal and provincial/territorial levels that governs many aspects of processing
+employees' pay, their taxable benefits and observing their rights as employees.
+
+It is important to note that for the scope of this course, the payroll includes the function of paying employees
+for work performed for employers. Self-employed workers or contractors, who submit
+invoices for the work they perform and receive payment through accounts payable and not
+payroll, are not employees. This chapter illustrates how to determine if an employeeemployer relationship exists. Once an employee-employer relationship has been established,
+the correct method of payment for services can be determined.
+
+Both the federal and the Québec governments provide factors that can be used to determine
+whether an employee-employer relationship exists. It is crucial to know how to determine the
+type of relationship that exists between the worker and the organization and to ensure that
+any payments made comply with legislation. 
+
+What are Payroll's Objectives?
+===============================
+
+The primary objective of the payroll function in every organization is to pay employees
+accurately and on time, in compliance with legislative requirements, for a full annual payroll
+cycle.
+
+Every employee expects to receive their pay on the day it is due in the manner arranged with
+their employer, either by cheque or direct deposit. In addition to ensuring that employees
+have been paid, payroll practitioners must also be able to communicate payroll information to
+all stakeholders.
+
+**Payroll** is the process of paying employees in exchange for the services they perform. The
+term payroll can refer to:
+  -  the department that administers the payroll
+  -  the total number of people employed by an organization
+  -  the wages and salaries paid out in a year
+  -  a list of employees to be paid and the amount due to each
+
+**Legislation** refers to laws enacted by a legislative body. In Canada there are many legislative
+sources that payroll practitioners must comply with at two separate levels ─ the federal and
+the provincial/territorial governments. Later in the chapter we will explore the compliance
+requirements for the various pieces of legislation from these sources.
+
+**Compliance** is the observance of official requirements. For payroll practitioners, this means
+performing payroll functions according to federal and provincial/territorial legislative and
+non-governmental stakeholder requirements.
+
+The legislative requirements are termed statutory. This means they are enacted, created, or
+regulated by statute, a law enacted by the legislative branch of a government. Fines and
+penalties can be imposed if an organization is not in compliance with the legislative
+requirements in each jurisdiction.
+
+When dealing with federal and provincial/territorial government agencies, payroll
+practitioners must know the many pieces of legislation that regulate their work and the
+compliance requirements associated with each. Payroll practitioners are responsible for
+ensuring their organization is compliant with all payroll related legislation, thus eliminating
+the potential for any fines or penalties.
+
+In payroll, there are also compliance requirements from other non-government stakeholders,
+for example, union collective agreements or group insurance policies. Payroll practitioners
+must therefore ensure the organization is compliant with all stakeholder requirements.