From a3b9be889633cad131785d5eb2f4e018b840eb6b Mon Sep 17 00:00:00 2001 From: Alexandre Bobkov Date: Fri, 18 Jul 2025 14:12:25 -0400 Subject: [PATCH] compliance --- docs/source/compliance.rst | 35 ++++++++++++++--------------------- 1 file changed, 14 insertions(+), 21 deletions(-) diff --git a/docs/source/compliance.rst b/docs/source/compliance.rst index e93d855..e243569 100644 --- a/docs/source/compliance.rst +++ b/docs/source/compliance.rst @@ -427,30 +427,23 @@ The following are some of the available resources: Legislative Compliance ~~~~~~~~~~~~~~~~~~~~~~~ -In addition to payroll's primary role of paying employees accurately and on time, payroll -practitioners are also directly or indirectly responsible for supporting and/or ensuring -compliance with the requirements of various government acts. Where legislation requires -employer compliance (for example, remittance of payroll source deductions, Canada Pension -Plan contributions, Employment Insurance premiums, and federal and provincial/territorial -income tax deductions) there are financial penalties or the possibility of legal action to -encourage compliance. +Payroll plays a critical role not only in ensuring that employees are paid accurately and on time, but also in +supporting and maintaining compliance with numerous government regulations. This includes legislative obligations related to +payroll source deductions, Canada Pension Plan contributions, Employment Insurance premiums, and both federal and +provincial/territorial income tax withholdings. When these obligations are not met, employers may face serious consequences, +including financial penalties or legal enforcement actions designed to ensure compliance. -Fines, penalties and interest charges are typically a result of audits and legal action. These -may result in seizure of bank accounts and/or assets, fines of $1,000 to $25,000, and in some -cases, jail sentences up to 12 months. +Penalties such as fines, interest charges, and legal sanctions often result from audits or investigations into +non-compliance. In more severe cases, enforcement measures may include seizure of bank accounts or assets, and fines. -Government departments and agencies responsible for administering legislation employ a -variety of systems for tracking compliance. Some systems, such as the monitoring of source -deduction remittances, are ongoing, with regimented reporting time frames that lay down a -continual audit trail. Failure to meet the requirements of this legislation will incur a rapid -response that may result in fines and penalties. +To monitor and enforce these requirements, government agencies utilize a range of tracking systems. Some, such as those +used to oversee source deduction remittances, rely on strict reporting schedules that create a consistent audit trail. +Failure to meet these time-sensitive obligations typically triggers a swift response and the imposition of penalties. -Reporting requirements that do not involve ongoing, regular reporting may not impose an -immediate fine but may initiate a visit from an auditor or other official seeking compliance. - -Some compliance systems operate quarterly or annually, and the observations raised by these -systems will result in requests for additional information or explanation and, in some cases, a -request for a supplementary payment and/or a fine. +For reporting requirements that are less frequent or ongoing, the consequences of non-compliance may not be immediate. +However, they can lead to scrutiny from auditors or other officials tasked with verifying that payroll practices align with +current legislative standards. Payroll professionals must remain vigilant and informed to protect their organization from +financial and legal risk. *Example:*