AtrieveERP Ideas Portal

For further visibility, we've decided split this idea: we will keep this idea for automating the CPP exemption request and create a separate idea for the cross payroll reporting of exemptions.
Automating the CPP exemption is still something we want to work on; however, there are complex scenarios to work out (payrolls in differing cycles, pay periods that have not been finalized when other payrolls in process, etc.).
In the meantime, we have created a separate idea related to cross payroll reporting of exemptions. That way, those who have voted on the automation can continue to track progress on this specific idea.

For clarity, the "in development" status is in reference to the following suggestion:

"If full automation is not possible, then a cross payroll report in the core to identify the employees that require monitoring."

Regards,
Atrieve Product Management

ISSUES:
With the CPP exemption and taxes not working automatically across payroll silo’s we run a very large risk of not being in compliance of CRA. Below are reasons why this will be an issue and why it will be a very manual process to monitor:

1. In Ontario school boards it can take an employee approx. 3-8 years to secure a permanent 1.0 position.

2. Ontario school boards normally do not have collective agreements in place when the current collective agreements end. They are always ratified afterwards and require retro for all employees across all payroll silo’s. Collective agreements can be ratified centrally but they also need to be ratified locally before they are in effect.

Example - collective agreements ended Aug 31, 2019, all required retros.

Manual manipulation will be required for hundreds of employees to try to keep us in compliance with CRA for CPP and taxes, this has already lead to issues, when we paid retro this past spring/summer employees were not updated in their ‘old silo’s’, we are making corrections now in order to be compliant for 2021 T4’s. Employees are very rarely hired into perm jobs when originally hired.

Examples of what can happen provided below, these are not exceptions, they are actual scenario’s that happen often::

Occasional teacher hired in 2014, secured a perm .167 position 2021. Now in 2 payroll silo’s (TCHR & SUBS), PERM Teacher silo set to CPP exemption and basic tax, manually manipulate the SUBS payroll to no CPP exemption and no tax exemption but may actually have more earnings in the SUBS payroll if they do not pick up a LTO in the TCHR silo.

Principal transferred to 1.0 supervisory officer in Sept 2021. When retro to be paid for principal position will need to reactive in principal silo and manipulate to no CPP exemption and no tax exemption, would normally be above max CPP but was on leave.

Perm secondary teacher retires Nov 2022. Rehired as occasional teacher in Jan 2023. When retro to be paid in secondary silo will need to reactivate and review CPP tax once SUBS pay has been run to see if they have earnings, if no earnings in subs then keep CPP exemption and basic tax, if have earnings in SUBS then need to change to no CPP exemption and no tax exemption.

Supply teacher hired into occasional role in SUBS, picks up an LTO as an educational assistant in CASU position and then picks up a .2 perm position as PERM elementary teacher. 3 payroll silo’s to monitor as positions increase, terminate and are paid retro.

CPP $3500 exemption enhancement

CPP exemption needs to work automatically for employees who are in cross payrolls. This should not be a manual process for payroll officers to monitor and update. If it is not captured, we will not be in compliance with CRA. Almost all other payroll systems are able to do this automatically.

Pam Dudman, TLDSB

The ask would be for this to become an automated cross payroll feature that does not require manual monitoring or updating by payroll staff.

If full automation is not possible, then a cross payroll report in the core to identify the employees that require monitoring. Currently we are running a PRW cross payroll report outside of core.

Recommend enhancing either the Payroll Interlink Report or the Employees Exemption Code report.

• Report only employees Active on multiple payrolls

• Must be cross payroll report

• Option to open in Excel CSV, and store Report Defaults

• Payroll ID

• Employee Number

• Last Name, First Name

• Status Code

• CPP Exemption Y/N flag