April Newsletter

Clear Vision • April 14, 2016

We hope everyone had a fantastic Easter and a great break! Did you know it was Qlds first zero Easter road toll for 20 years – something worth celebrating!

What are everyone’s thoughts on the new mascot for the 2018 Commonwealth Games? Borobi (indigenous word for Koala) is the surfing koala – something we will all see quite a lot of in the next couple of years. The 2018 games are to be held on the Gold Coast, with some events in Brisbane. What a fantastic opportunity to see some of Australia’s finest athletes compete!

Fringe Benefits Tax Time..
March 31 was the end of the FBT year and we are asking all clients with work vehicles to note their Odometer reading. Last week all clients with work vehicles were emailed a Fringe Benefits Tax Questionnaire. Please fill in the details and return, so these can be lodged with the ATO. If you did not receive an email and think you should have please contact our office and one can be emailed or posted to you. Remember if you have any questions regarding your FBT Justin and Paul are happy to help.

Office Gossip…
Nicole and her family have just returned from a week away at Sawtell – just south of Coffs Harbour. The kids went fishing and although a lot of bait was “lost” a few fish were caught. Not quite big enough for the BBQ but lots of fun just the same!! Karen is returning to CVA at the end of May after having her second baby. She will be working part time and is looking forward to catching up with all her clients.

Global Business Camp News…
Justin has recently returned from another hugely successful Global Business Camp. Justin and his clients received fantastic business coaching along with an amazing presentation by Steven Bradbury – Australian Olympic Gold Winner. Steven’s determination to win and never give up attitude won him a Gold Medal – something we can all learn from. If you want more information on these camps and how it can help your business call Justin today.

Guvera Signs up Mumbai Indians!
Guvera has become the official music streaming partner of the IPL team Mumbai Indians for 2016.
Breaking into the Indian market has been an important goal for AMMA and the strategic importance of this is a massive step in the right direction and will really put Guvera on the map in this cricket mad nation!

Rules of Redundancy..
Whilst business is booming, making money is easy, and life is good. Suddenly, things take a turn for the worse and letting staff go is the only way to make ends meet. When this time arises, do you know enough to navigate the list of complex requirements? A redundancy is genuine if you no longer require anyone to perform a role which an employee currently holds. This can occur due to operational requirements of the business such as: restructure; downsizing; outsourcing; or, the closing down or sale of the business. I need to reduce my team of five sales employees to three as a result of economic downturn affecting the business. What rules are there to follow when choosing who will remain employed and who will become redundant?
There are a few ways to select which employees will be made redundant during a downsizing process. The most fair and reasonable way to select which employees will be made redundant is through a skills matrix. When selecting employees, it is important to link your decisions with the operational requirements of the business. The selection criteria should be objective, non-discriminatory, and consistently and fairly applied.
Best practice would be to map all of the affected employees on a matrix, against a series of selection criteria to clearly see which employees best suit the requirements of the business moving forward. Examples of possible selection criteria to use in your skills matrix would be:
• Required skills: relevant experience, training, qualifications
• Productivity levels (using objective, quantifiable records): sales data, daily production rates
• Performance-based (be careful as this can get subjective; it is important that performance based selection is still closely linked to skills and productivity)
Remember: termination for redundancy can only occur where the job is genuinely no longer required by the business; it should not be used as a way to deal with concerns about an employee’s performance or conduct.
If you need more information on any of this please contact Justin on 07 4688 2500.
Information supplied by CCIQ.

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Vanity Metrics vs Real KPIs: Which One Are You Tracking?

By Caroline Gillies • March 26, 2026
More data doesn’t mean better decisions. Many business owners are drowning in numbers but starving for direction, tracking everything and understanding nothing. The result? Decisions based on gut feel, cash flow surprises, and growth that looks good on paper but doesn’t actually strengthen the business. Vanity metrics can be misleading. Total revenue, website traffic, or social media likes might feel positive, but they don’t always reflect real performance or profitability.  Real KPIs tell a different story. They give you clarity, control, and confidence in your decisions. While every business is different and the right KPIs will vary, here are some examples of powerful KPIs businesses often track: • Profit Margin – Are you actually making money? • Cash Flow – Do you have enough cash to operate and grow? • Customer Acquisition Cost (CAC) – What does it cost to win a new customer? • Debtor Days – How quickly are you getting paid? • Customer Lifetime Value (CLV) – How much is each customer worth over time? If you’re not tracking the right numbers for your business, you’re essentially flying blind. Because success isn’t about more data—it’s about the right data.

Payday Super is Coming - 1 July 2026

By Caroline Gillies • March 1, 2026
From 1 July 2026, the Federal Government will introduce one of the most significant changes to superannuation administration in recent years: “Payday Super.” These reforms fundamentally shift how and when employers meet their Superannuation Guarantee (SG) obligations. What’s Changing? Under the new rules, SG contributions must be paid at the same time as salary and wages and received by the employee’s super fund within seven business days of payday. This replaces the current quarterly payment system. The changes apply to all eligible employees, including those captured under the expanded definition of “employee,” and extend to salary sacrifice amounts and other qualifying earnings (QE). Employers will calculate SG at the legislated 12% rate on QE, which includes ordinary time earnings and relevant additional payments. Contributions remain subject to the Maximum Contribution Base, limiting employer liability to approximately $30,000 per employee per financial year. Employers will also be required to report QE and SG liabilities through Single Touch Payroll (STP), enabling the ATO to monitor compliance more closely and identify underpayments earlier. Operational Impact for Employers The shift to payday reporting and payment means payroll systems must be updated to calculate, process, and remit super contributions each pay cycle. Businesses will need to ensure their software can manage QE calculations and facilitate timely electronic payments to super funds. Cash flow management will also require attention, particularly for small businesses accustomed to quarterly payments. Super will become a real-time obligation rather than a periodic liability. Importantly, failure to meet the new deadlines will trigger the revised Superannuation Guarantee Charge (SGC), including penalties and interest. While late contributions and SGC amounts remain tax deductible, interest and penalties do not. Employers currently using the Small Business Superannuation Clearing House must transition to alternative payment solutions before its closure on 30 June 2026. Preparing Now Although implementation begins in 2026, early preparation is essential. Reviewing payroll systems, assessing cash flow impact, and updating internal processes will help ensure a smooth transition and minimise compliance risk. Payday Super represents a move toward greater transparency and timeliness, but it also demands proactive planning from employers. If you would like assistance preparing your business for Payday Super, our team at Clear Vision Accountancy Group is here to help. Please contact us on 4688 2500 to discuss how we can support your transition and ensure you remain compliant. We drew inspiration for this article from the ATO

Don’t be on the ATO’s naughty list in 2026

By Caroline Gillies • December 11, 2025
The ATO is cracking down on people who claim too many tax deductions for properties that they use both personally and as rentals — especially holiday homes. A new draft ruling says that if you use a property for both personal use and renting it out, you must split (apportion) the expenses in a fair and reasonable way. You can only claim deductions for the portion of time or space used to earn rental income. If the ATO thinks your property is really a holiday home — for example, you block out peak times for your own use and only rent it occasionally — they can classify it as a “leisure facility.” If that happens, you cannot claim big expenses like mortgage interest, council rates, land tax or maintenance. You’ll only be allowed to claim small costs like cleaning, advertising and platform/agent fees. The ATO says many owners of holiday homes have been claiming too much by showing “rental losses” every year. They are now looking more closely at cases where the owner keeps the property unavailable for rent during busy periods.  How do I stay off the ATO naughty list? If you mix personal use with rental use, be careful. Only claim the rental part of your expenses, or the ATO may deny most of your deductions.