Payments to Internal Exam Correctors & External Exam Correctors
Internal Mock Exam Correctors
All payments made by the school for services must be Revenue compliant.
Payments made to teachers for mock exams are subject to PAYE, USC and PRSI.
All money collected from the students for mock exams must be lodged to the school’s main bank account.
PAYE
The employer must notify the Revenue of each new employee to the payroll on the Revenue On-Line Service (ROS). ROS enables employers to electronically receive and download employer copy Tax credit certificates. The Revenue will forward TAX Credit details to the school on ROS within 24 hours. The school must import the Tax Credit details to the Payroll system. The Payroll system will calculate the correct TAX. If you have not received a Tax Credit Certificate for an Employee your must apply Emergency Tax.
USC
The Tax Credits details received from Revenue will also give details on the correct USC rate to apply. The Payroll system will calculate the correct USC to deduct.If a person reaches 70 years at any stage during the year they will benefit from the maximum 4% rate for the whole year. If you have not received a Tax Credit Certificate for an Employee your must apply the Emergency USC rate of 8%.
The USC charge will not apply to Maternity Benefit.
PRSI
The PRSI class for privately paid personnel will be the A Class. The Payroll computer system will calculate the correct PRSI once the correct PRSI Class is entered for each employee
However, a small number of employees are insurable at Class J, no matter how much they
earn, such as employees aged 66 or over or people in subsidiary employment.
For employees taken on under the Employer’s PRSI Exemption Scheme and the Employer
Job (PRSI) Incentive Scheme:
Subclass A6 is applied to employees earning €352 or less a week – normally
insurable at Subclass AO. PRSI is fully chargeable on payments by private sector employees in respect of:
-
- Superannuation contributions
- Permanent health benefit schemes (including income continuance schemes)
- Revenue approved schemes established under irrevocable trusts, overseas pension schemes
- and other Revenue exempt approved schemes
- Personal Retirement Savings Accounts
- Deductions in respect of Revenue approved retirement funds
Taxation of Jobseekers, Illness Benefit and Maternity Benefit
Both Illness Benefit and Jobseeker’s Benefit are considered as income for tax purposes and are taxed from the first day of payment, with the exception of payments for qualified child(ren) which are not taxable. This Department will notify you of the amount of Illness Benefit to be taken into account for tax purposes, where appropriate. Taxation of Jobseeker’s Benefit will still be mainly applied through the tax office.
With effect from 1 July 2013, Maternity Benefit will be taxed in full. No tax is deducted at source by the Department of Social Protection
Your entitlement to annual leave or holidays from work is set out in legislation and in your contract of employment. The basic annual paid leave entitlement of 4 weeks per annum. Pay in respect of annual leave is paid in advance at the normal weekly rate. Annual Leave should be approved by the Principal.
Holiday pay is earned against time worked. All employees, full-time, part-time, temporary or casual earn holiday entitlements from the time work is commenced.
Holiday pay entitlements are calculated using one of the following criteria:
a) 4 working weeks in a leave year in which the employee works at least 1,365 hours (unless it is a leave year in which he or she changes employment).
b) 1/3 of a working week per calendar month that the employee works at least 117 hours.
c) 8% of the hours an employee works in a leave year (but subject to a maximum of 4 working weeks).
Employers are obliged to keep records of holidays and public holidays for a period of 3 years.
An employee who has worked for 8 months or more is entitled to an unbroken period of 2 weeks’ annual leave.
Part-time work: Generally, the annual leave for part-time workers is calculated using the 8% of hours worked method . If you work full time for some months and the rest of the year you work part time, you should calculate the leave for the full-time and the part-time periods of work separately.
Other Leave: Time spent on maternity leave, adoptive leave, parental leave, force majeure leave and the first 13 weeks of carer’s leave is treated as though you have been in employment and this time can be used to accumulate annual leave entitlement.
Holiday Pay –Term Time
Employees employed for term time in school will be entitled to holidays calculated using the 8% of hours worked method. E.g. if an employee works for 30 hours a week for 42 weeks in a school year the holiday entitlement would be 100 hours ( 30hrs *42wks *8%)
Note: Good Friday is not a public holiday. While some schools and businesses close on that day, you have no automatic entitlement to time off work on that day.
Payments to External Mock Exam Correctors
Should schools engage the services of external personnel to correct the mock exams the school must determine the person’s employment status that is whether they are employed or self-employed, is not a matter of choice. Whether someone is employed or self-employed depends upon the terms and conditions of the relevant engagement. See Payroll procedures for further information. The correct classification of a person employment status will ensure that the school will be not be penalised by the Revenue.
- External Mock Exams personnel classified as a self -employed person or company the school will make the payment based on the invoice received ( Dublin Examining Board).
- Individuals classed as employees of the school must be processed through the school’s payroll system using the following criteria.
Should schools engage the services of external personnel to correct the mock exams the school must determine the person’s employment status that is whether they are employed or self-employed, is not a matter of choice. Whether someone is employed or self-employed depends upon the terms and conditions of the relevant engagement. See Payroll procedures for further information. The correct classification of a person employment status will ensure that the school will be not be penalised by the Revenue.
External Mock Exams personnel classified as a self -employed person or company the school will make the payment based on the invoice received. ( Dublin Examining Board)
Individuals classed as employees of the school must be processed through the school’s payroll system using the following criteria.
PAYE
The employer must notify the Revenue of each new employee to the payroll on the Revenue On-Line Service (ROS). ROS enables employers to electronically receive and download employer copy Tax credit certificates. The Revenue will forward TAX Credit details to the school on ROS within 24 hours. The school must import the Tax Credit details to the Payroll system. The Payroll system will calculate the correct TAX. If you have not received a Tax Credit Certificate for an Employee your must apply Emergency Tax.
USC
The Tax Credits details received from Revenue will also give details on the correct USC rate to apply. The Payroll system will calculate the correct USC to deduct.If a person reaches 70 years at any stage during the year they will benefit from the maximum 4% rate for the whole year.If you have not received a Tax Credit Certificate for an Employee your must apply the Emergency USC rate of 8%.
The USC charge will not apply to Maternity Benefit.
PRSI
The PRSI class for privately paid personnel will be the A Class. The Payroll computer system will calculate the correct PRSI once the correct PRSI Class is entered for each employee
However, a small number of employees are insurable at Class J, no matter how much they
earn, such as employees aged 66 or over or people in subsidiary employment.
For employees taken on under the Employer’s PRSI Exemption Scheme and the Employer
Job (PRSI) Incentive Scheme:
Subclass A6 is applied to employees earning €352 or less a week – normally
insurable at Subclass AO.
-
- PRSI is fully chargeable on payments by private sector employees in respect of:
- Superannuation contributions
- Permanent health benefit schemes (including income continuance schemes)
- Revenue approved schemes established under irrevocable trusts, overseas pension schemes
- and other Revenue exempt approved schemes
- Personal Retirement Savings Accounts
- Deductions in respect of Revenue approved retirement funds
Taxation of Jobseekers, Illness Benefit and Maternity Benefit
Both Illness Benefit and Jobseeker’s Benefit are considered as income for tax purposes and are taxed from the first day of payment, with the exception of payments for qualified child(ren) which are not taxable. This Department will notify you of the amount of Illness Benefit to be taken into account for tax purposes, where appropriate. Taxation of Jobseeker’s Benefit will still be mainly applied through the tax office.
With effect from 1 July 2013, Maternity Benefit will be taxed in full. No tax is deducted at source by the Department of Social Protection
Holiday Entitlement
Your entitlement to annual leave or holidays from work is set out in legislation and in your contract of employment. The basic annual paid leave entitlement of 4 weeks per annum. Pay in respect of annual leave is paid in advance at the normal weekly rate. Annual Leave should be approved by the Principal.
Holiday pay is earned against time worked. All employees, full-time, part-time, temporary or casual earn holiday entitlements from the time work is commenced.
Holiday pay entitlements are calculated using one of the following criteria:
a) 4 working weeks in a leave year in which the employee works at least 1,365 hours (unless it is a leave year in which he or she changes employment).
b) 1/3 of a working week per calendar month that the employee works at least 117 hours.
c) 8% of the hours an employee works in a leave year (but subject to a maximum of 4 working weeks).
Employers are obliged to keep records of holidays and public holidays for a period of 3 years.
An employee who has worked for 8 months or more is entitled to an unbroken period of 2 weeks’ annual leave.
Part-time work: Generally, the annual leave for part-time workers is calculated using the 8% of hours worked method . If you work full time for some months and the rest of the year you work part time, you should calculate the leave for the full-time and the part-time periods of work separately.
Other Leave: Time spent on maternity leave, adoptive leave, parental leave, force majeure leave and the first 13 weeks of carer’s leave is treated as though you have been in employment and this time can be used to accumulate annual leave entitlement.
Holiday Pay –Term Time
Employees employed for term time in school will be entitled to holidays calculated using the 8% of hours worked method. E.g. if an employee works for 30 hours a week for 42 weeks in a school year the holiday entitlement would be 100 hours ( 30hrs *42wks *8%)
Note: Good Friday is not a public holiday. While some schools and businesses close on that day, you have no automatic entitlement to time off work on that day.