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Automotive Accountants’ Network Forum Meeting 4 Tuesday 26 th October 2010 Founding member of
Automotive Accountants’Network Forum
Meeting 4
Tuesday 26th October 2010
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This presentation has been prepared by Colledge’s for the general information of its clients and forum attendees. While the information herein has been prepared with all reasonable care and derived from sources believed to be accurate, no responsibility or liability is accepted by Colledge’s or any of its affiliations, for any errors or omissions, including liability to any person of negligence or otherwise.
Recommendations may not be appropriate in all circumstances and clients must consider their own personal objectives and financial advice before acting on recommendations in this presentation.
Colledge’s (ABN 52 439 950 641)
For more information, contact Angelo Sirianni on 03 9851 6500 or email [email protected]
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Feel free to ask questions
Respect for presenters and colleagues
One discussion at time
Please switch phones to “silent”
Have fun!
For more information, contact Angelo Sirianni on 03 9851 6500 or email [email protected]
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House Rules
Agenda
Introduction
Work Cover Update
Whiteboard Items
Parts Department Study
Best Ideas
Sales Commissions
Year End Wrap Up
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Quote for the day...
“Drive thy business
or it will drive thee”
Benjamin Franklin US author, diplomat, inventor, physicist, politician, & printer (1706 - 1790)
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Introduction
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Hanks Review Information Session
Presenter: Kelly ThorpeLearning & Development Coordinator
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Summary of Session
• Changes to RTW legislation
Employer obligations
Worker obligations
Employer RTW Obligations
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Employer RTW Obligations
1. Provide employment
2. Plan for a worker’s RTW
3. Consult about the RTW of a worker
4. Nominate a RTW Coordinator
5. Make RTW information available to all workers
6. Host employers to cooperate with labour hire employers
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Obligation 1 - Provide Employment• Employers must provide suitable or pre-injury employment for
duration of the Employment Obligation Period (52 weeks)
• Employment Obligation Period (EOP) commences when
employer receives a medical certificate or claim for weekly
payments
• If the claim has been rejected the EOP continues if a worker
returns to work
• Definition of suitable employment in the Act has been
amended
• ‘Pre-injury employment’ is the same or an equivalent position
as that held before the injury/illness
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Obligation 2 - Plan for a Worker’s RTW
Employers must engage in an ongoing process to plan for a
worker’s RTW:
• Start planning when first receive a medical certificate or claim
for weekly payments
• Start planning even before worker’s claim is accepted
• Plan for RTW even when the worker has no capacity for work
• Undertake steps in the planning process as often as
necessary to enable worker to RTW in employment
consistent with worker’s capacity
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Obligation 3 - Consulting about RTW
• Employers must consult with the worker, the
worker’s THP and OR provider
• Consultation helps employers understand their
workers circumstances and make informed
decisions about suitable employment options
• Consultation can foster better relationships and
cooperation which is crucial to achieving good RTW
outcomes
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Obligation 4 - Nominate a RTW Co-ordinator
• RTWC role is to assist the employer meet their RTW
obligations
• Employer remuneration $2M > must have RTWC at all times
• Employer remuneration < $2M, obligation to nominate RTWC
commences when employer receives medical certificate or
claim for weekly payment
• Key changes: RTWC must be competent and have
appropriate level of seniority
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Obligation 5 - Available RTW information
• Information includes the employer’s and worker’s
RTW obligations, agent details, RTWC details and
issue resolution procedure
• Employers are required to consult with workers
about the best method of making RTW information
available
• The format for RTW information should consider
characteristics of workplace and workforce
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Obligation 6 - Host to Co-operate with Labour Hire Employers
• Host employers have a new obligation to cooperate with
labour hire employer in the latter’s efforts to meet RTW
obligations
• The RTW obligations on labour hire employers are the same
as for other employers
• To co-operate with labour-hire employer, host employer can:
• provide suitable or pre-injury employment
• notify labour hire employer if worker is injured
• provide nominated workplace contact
• provide access to the workplace
• be available for discussion relating to worker’s RTW
• provide information re worker’s RTW and progress.
Worker RTW Obligations
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Worker Obligations
• Commence 1 July 2010 for new and existing claims
• Revised sections of the Act for worker obligations:
Participate in planning for return to work (s200)
Use occupational rehabilitation services (s201)
Participate in assessments (s202)
Return to work (s203)
Participate in an interview (s204)
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When Workers Must Meet RTW Obligations
• Worker’s obligation begins as soon as there is an
incapacity to work (i.e. before claim is accepted)
• Aligns to employer’s obligation to plan for RTW as
soon as employer knows there is an incapacity
• NO change to existing provisions relating to
medical examinations (s112)
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Consideration of Individual Circumstances
Decisions about the reasonableness of a worker’s
participation in RTW related activities must also take into
account the worker’s individual circumstances at the time.
Some examples:
Nature of worker’s injury
Worker’s certified capacity
Worker’s non-compensable injuries or illnesses
Worker’s language/literacy skills
Worker’s age, mobility, skills and experience
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RTW Compliance• Failure to comply with the obligations under Sections 200-204
of the RTW part of the Act
• Not performing tasks, hours or duties in the RTW
arrangements within the worker’s capacity
• Unreasonably failing to seek and obtain new employment
within the worker’s capacity
• Not attending, refusal or failure to participate in New
Employer Services (NES) or in arranged job interviews
• Not providing relevant documents in a timely manner, e.g.
Certificates of Capacity
• Failure to notify an employer of the worker’s RTW
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RTW Compliance• Previously, non-compliant workers could have weekly
payments ceased and determined
• New process: 4-step staged hierarchy of sanctions aimed at
motivating a worker to comply with RTW
• Before applying sanctions there must be documented contact
(phone or meeting) or documented reasonable attempts at
contact
• Workers are to be provided with every opportunity to
understand and comply with their obligations
• All communication must contain instructions on how to
comply with RTW obligations.
Summary
• Employers RTW obligations
6 obligations employers need to oblige by
• Workers RTW obligations
5 obligations workers need to oblige by
Staged hierarchy to issue RTW non-compliance
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Questions
Whiteboard Items
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Whiteboard Items
1. What tasks do your Receptionists perform?
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Whiteboard Items
2. Reduce credit card fees
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Whiteboard Items
3. Veda Auto
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Whiteboard Items
4. RWC – Used Process
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Parts Department Analysis
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Parts Department Analysis
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Key Numbers Group ATA
1. Average Gross Profit 24.6% 27.0%
2. Parts Sales Per Employee $76,980 75,000
3. Parts Gross Per Employee $18,897 19,000
4. Salary % Gross Profit 34% 32%
5. Total Dept Expenses % Gross Profit 55% 37.5%
6. Selling Gross Per Employee $8,517 10,000
7. ROI - Inventory 297% 175%
8. Months Supply 0.79 1.5
9. Days Supply 24 45
Parts Department Analysis
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Parts Sales by Category Sales Mix Gross Mix Gross %
Counter/Retail 2.9% 3.7% 31.1%
Workshop 22.0% 36.1% 40.4%
Internal 15.5% 13.1% 20.8%
Trade 34.8% 27.8% 19.6%
Interdealer Sales 0.0% 0.0% 0.0%
Warranty 9.1% 5.2% 14.2%
Misc. Parts Sales 15.7% 14.1% 22.2%
Total 100% 100% 24.6%
Parts Department Analysis
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Key Findings
1. Gross below ATA average 24.6% vs 27%
2. Workshop/Internal 38% of Sales
3. Workshop/Internal 49% of Gross
4. Trade Sales 35% of Sales
5. Trade Sales 28% of Gross
6. Average Inventory $315K
7. Inventory Less than 180 days 84%
Best Ideas
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Sales Persons Commissions
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Sales Persons Commissions
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* Based on Retail Sales Units
New Department
Group Average Mix%
Salary $178/PNR 43%
Commission $239/PNR 57%
Total $416/PNR 100%
Used Department
Group Average Mix%
Salary $250/PUR 41%
Commission $362/PUR 59%
Total $612/PUR 100%
Year End Wrap Up
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When: Friday 26th November12pm
Where: Grossi Florentino 80 Bourke Street Melbourne
Questions?
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Surveys Please?
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Thank-youFounding member of
