Build the records around the actual role
An office administrator, event employee and construction worker can have different employment-standard considerations. Job titles alone should not determine overtime, holiday or vacation treatment. We use the payroll instructions approved for the role and refer uncertain classifications for review.
The recurring package can include payroll journals, net-pay reconciliation, deductions payable, reimbursements and an employer-cost allocation by project or department. Payroll processing, remitting and year-end slips are included only where agreed.
Reconcile more than the bank debit
One withdrawal may include net wages, service fees and remittances. Conversely, a payroll run can generate several payments on different dates. We compare the payroll register, bank transactions and account balances so a timing difference is distinguishable from an omitted or duplicated payment.
Illustrative example: shared support staff
A Calgary event operator uses an administrator across corporate events and regular catering. Allocating the agreed share of employment cost to each activity helps management compare results. Expense reimbursements remain separate from wages, with receipts and business purpose retained, so a staff purchase is not accidentally paid or recorded twice.
Questions about this work
Can you decide whether someone is an employee or contractor?
That decision depends on the actual working relationship and applicable rules. We organize the facts and escalate uncertainty rather than choosing a classification from the invoice label.
What should the owner approve each pay period?
The approved hours, rates, changes, leave, reimbursements and any exceptional payments. The exact checklist follows the payroll service and responsibilities agreed.
Put this into practice
Sources and current guidance
A practical next step
Bring the records you have.
We can identify missing information, agree on the scope and organize the next bookkeeping step.
Request a bookkeeping review