Info base

Info Base

Our Info Base is a collection of fact sheets, templates, downloadable forms, lodgement checklists, taxation details and other relevant information. 

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  • INFO BASE

    • Resources

      • Individuals

          Residents: Personal tax rates and thresholds

          These rates apply to individuals who are Australian residents for tax purposes: 

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          Non-Residents: Personal tax rates

          Non-residents are not subject to the $18,200 tax free threshold and are not required to pay the Medicare levy.   

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          Rental Properties

          Purchasing a rental propertyWhen purchasing a financed rental property you may consider:o The interest on the debt is deductible in contrast to the interest on the debt for your main…

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          Motor Vehicle Deductions

          Since 1 July 2015 there are only two methods available for claiming a deduction for motor vehicle expenses:Logbook, orCents per kilometre All motor vehicle claims need to be supported by…

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          Private Health Insurance Rebate

          The private health cover rebate changed on the 1st July 2015: Most people were receiving a standard 30% rebate on their premiums, either taken along the way as reduced premiums…

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          Understanding PAYG Instalments

          What are PAYG Instalments?Pay As You Go (PAYG) instalments is a system for making regular payments towards your expected income tax liability. It generally only applies if you earn business…

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          Airbnb Rental Income

          With the increase in people using the sharing economy to supplement their income, for instance with AirBnb and Stayz, it’s helpful to keep in mind the tax implications these sorts…

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      • Tax Rates

          Residents: Personal tax rates and thresholds

          These rates apply to individuals who are Australian residents for tax purposes: 

          read more »

          Non-Residents: Personal tax rates

          Non-residents are not subject to the $18,200 tax free threshold and are not required to pay the Medicare levy.   

          read more »

          Weekly, Fortnightly & Monthly Tax Tables

          To calculate the Pay As You Go (PAYG) withholding tax amount for your employees download the weekly, fortnightly or monthly tax tables below, depending on your agreed pay frequency. These schedules incorporate the…

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      • Lodgement Dates

          Tax Return Lodgements 2017

          A list of lodgement dates applicable to tax returns for the 2016 - 2017 financial year is below:Individual Tax Returns –• Individuals who lodge their own tax returns, the due date…

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          BAS Lodgements 2017-2018

          The lodgement program due dates for the 2017 - 2018 financial year are listed below for all quarterly and monthly activity statements, including PAYG withholding payments. Please note the different…

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      • Checklists and Downloads

          Personal Tax Return Checklist

          Income:• Group certificate(s)• Statements of any allowances, Centrelink benefits or pensions• Details of interest received on bank accounts• Dividend statements• Rental property statements from managing agent or details of any…

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          Tax Return Checklist for Rental Property Income

          Income & Expenses:• Rental statements from property agents – these will include the rental income, property agent fees and commissions, and advertising expenses• Body corporate / strata fees•…

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          Requirements for BAS

          Below is a list of the detail required to be able to process BAS documentation for lodgement:Bank statements for the full BAS period – Make sure you have all the…

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          Spreadsheets - Business Income & Expenses

          It's not always necessary to purchase, install, create and update complicated accounting package programs when starting up a business. Sometimes a simple Excel spreadsheet can be more suitable, particularly with sole traders and…

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          Spreadsheet - Rental Property

          This spreadsheet is a useful tool for monitoring your rental property's income and expenses for your year end tax return. Keep track of your quarterly earnings and expenditure, as well as capital purchases…

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          Spreadsheet - Motor Vehicle Expenses

          This spreadsheet is a useful tool for monitoring and recording your motor vehicle expenses for your year-end tax return. Keep track of your quarterly expenditure, including lease payments and interest on loans…

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          Template - Motor Vehicle Logbook

          A logbook can help you get the most from your business or work-related motor vehicle use. Download this template so you can keep track of each business or work-related trip…

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      • Superannuation

          Consolidating your super

          There are numerous benefits to keeping your super in one place.  Apart from only paying one set of fees, you will also be able to keep track of your retirement…

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          Binding Beneficiaries Nominations

          Under superannuation law, the Trustee of your super fund has the discretionary power to decide which of your dependents receives your super if you die before you retire. The law…

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      • Estate Planning

          Template - Last Will & Testament

          A Will is a legal document that clearly sets out your wishes for the distribution of your assets after your death. Having a clear, legally valid and up-to-date Will is…

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      • Starting a New Business

          Starting Up Your Business

          1.  Business PlanBefore you register for an ABN and start trading it is vital to sit down and flesh out the finer points of your business idea: Consider the different…

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          Company & Trust Set Up

          If you decide on a company or trust structure for your new business AFYF can assist you in meeting the various legal, ATO and ASIC documentation necessary for registration and…

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          Registering a Business Name

          When you first get started in a business you should register your business name with ASIC. Registration of a business name lasts for either one or three years, depending on the…

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          Company & Partnership Agreements & Deeds

          When first setting up your partnership, company or trust there may be a requirement to draw up and sign an agreement or deed. These agreements can regulate the arrangements between partners,…

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          Invoicing - What to Include

          Invoices can be hand-written, carbon copies or computer generated from programs like Xero or MYOB, but they all need to include certain details.  For businesses registered for GST invoices need…

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      • BAS & GST

          BAS Lodgement Dates 2017-2018

          The lodgement program due dates for the 2017 - 2018 financial year are listed below for all quarterly and monthly activity statements, including PAYG withholding payments. Please note the different…

          read more »

          Requirements for BAS

          Below is a list of the detail required to be able to process BAS documentation for lodgement:Bank statements for the full BAS period – Make sure you have all the…

          read more »
      • Business Planning

          Business Planning

          A business plan is an essential tool in starting up your business. It allows you to set a clear direction for your business, to communicate planning objectives and strategies to…

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      • Employing People

          Weekly, Fortnightly & Monthly Tax Tables

          To calculate the Pay As You Go (PAYG) withholding tax amount for your employees download the weekly, fortnightly or monthly tax tables below, depending on your agreed pay frequency. These schedules incorporate the…

          read more »

          Job Descriptions with Various Templates

          The job description should be the very first step in the recruitment process. It provides a support for writing job advertisements, specifying necessary qualifications, interviewing candidates, planning job training and…

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          Letters of Offer & Example

          A letter of offer is an important aspect when hiring a new employee as it outlines the terms and conditions of the job being offered.Try to include as much detail…

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          Letters of Appointment & Example

          A letter of appointment is another aspect of the recruitment process that the employer should complete to confirm the details of employment. It generally only needs to be a short…

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          Issuing Payment Summaries to Employees

          Payment summaries must be issued to every employee paid during a financial year ending 30 June. These summaries should be given to employees by the 14 July each year.The information…

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      Seize change, its opportunity

      “In this time of global economic change we should be converting hysteria to a change manifesto. The world has changed and will continue to change, but people within it are a constant and need strong direction, leadership and vision,” says Martin Nally, managing director and founder of human resources services company HR Anywhere.

      Nally believes organisations and HR practice must evolve to meet present needs, suggesting many businesses fail when it comes to performance reviews and staff evaluation. “Feedback should be constant but a lot of organisations treat performance reviews as seasonal, like the football season. It’s preferable to have regular formal and informal feedback processes, and then the punctuation point perhaps twice yearly where there’s a summary. Then when you come to the review there are no surprises.”

      He believes skimping is dangerous. “A lot of people say, ‘I just don’t have time to do that feedback, it’s too complex, it’s too difficult’, but it’s at their own peril.”

      Technology may alleviate the threat. “Online performance management systems can give more efficient capture of the current state of affairs and performance levels,” Nally says. “They are easy to use, giving a really efficient way of capturing dialogues so that when we sit down for a review, those notes made along the way are there. If the employee says ‘I’m not sure we’ve talked about this before’, there’s a record.”

      Defining a role is the first step to measuring performance. “There needs to be a very clear outline of the role so that performance reviews can take place and feedback given. If role clarity isn’t present, managing performance becomes almost impossible. The importance of performance review and feedback is exceptional where it exists in a broad framework, if it exists on its own it can be damaging.”

      Nally believes in getting basics right. His formula for success combines role clarity with strong direction and diversity of skills supported by exceptional communication. “Where these four pieces are in place and in sync, organisations can truly achieve breakthrough performance,” he says.

      To achieve competitive advantage staff development must go beyond the training room. “You can’t necessarily develop as a person by just going on a training course. Stretch assignments, secondments and opportunities to work on projects: that’s where you’ll be truly developed. A lot of managers zero in on training and miss out on the real development opportunities.

      When readying people for new roles, we should split our process. We advocate a 70-20-10 rule: 70 percent of development time should be spent on opportunities to stretch the person, 20 percent for educating them for things they’ll see in the future and 10 per cent of time should be focused on day-to-day up skills. What happens is often the reverse and only 10 percent of time is spent on developing the person for new roles.”


      Susan Ferrier, director of people and development with international law firm Allens Arthur Robinson, sees Nally’s point, believing there is no substitute for experience. “I’m one of life’s continual obsessive learners, so I love classroom stuff, but a good chunk of what I do every day has been learned on the job, sometimes succeeding, sometimes making huge mistakes and learning from them,” Ferrier says.

      Her professional development was unconventional, but she was cross-skilling before the term was invented. “I began my career as a lawyer, moved into HR, and then ran a small technology company in the UK before coming back to HR. My effectiveness in my job is very informed by the skills I’ve acquired in all those roles.” She said cross-skills add breadth to depth and knowledge. “In a law firm you do need to have deep technical specialists, but to deliver to clients in an increasingly complex world you need to come at problems not just with your pure technical experience.”

      The company has more than 1800 staff and believes rotating them around practice groups within Australia, Southeast Asia and China benefits individuals and clients. The secondment program extends to developing staff through placements with clients and on pro bono projects. “We send a lot of people to work with clients for three to six months. It gives greater insight if you sit inside rather than serving from the outside.”

      Nally believes a fresh perspective would benefit many employers. “They should look at this time as an opportunity to truly develop people and give them a full change or job, or stretch assignments or secondments,” he says. “If they make sure the role is clear, give people the opportunity and trust them, they’ll be surprised at the capacity of people to operate exceptionally well in a changed environment.”

      On recent job losses, he is unequivocal. “Legally and morally, in times of reduction, organisations need to genuinely attempt to redeploy those roles that are regarded as redundant. People can make themselves less likely for retrenchment if they have built a level of skills. The array of alternative roles they can be redeployed into is therefore much wider than the norm. This reduces redundancies but allows a greater restructuring to occur within an organisation.”

      Persephone Nicholas
      The Weekend Australian, April 4-5 2009


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