Ha arrancado la campaña para hacer la declaración de la renta del año 2014, con ella llegan novedades que el contribuyente debe tener en cuenta. Una de las novedades es que este año se han comenzado a cobrar antes las devoluciones. El programa padre del cual pueden hacer uso todos los contribuyentes se ha simplificado. El calendario habitual ha cambiado, empezando el 7 de abril, una semana mas tarde que el año pasado. Para compensar este retraso han ofrecido la posibilidad de tramitar tanto las declaraciones como los borradores por Internet desde el primer día. El unificar estas fechas ha ayudado a que las declaraciones estén entregadas dos semanas antes gracias al programa de ayuda, programa que fue utilizado por 8 millones de contribuyentes en el ejercicio anterior.

Gracias a esto las devoluciones también están logrando ser mas rápidas, a partir del día 10 abril ya se comenzó a hacer efectivo la devolución , con ello se ha conseguido adelantar las devoluciones en tres semanas.

La agencia tributaria ha encontrado un incremento de contribuyentes que presentaran su declaración respecto a años anteriores. En las primeras horas de campaña se detecto que más de 70.000 personas habían presentado ya su declaración, una cifra un 46% más elevada que un año antes. a lo largo de la mañana, se habían presentado unas 150.000 declaraciones, un 38% más que en la campaña anterior.

Novedades que se incluirán en la nueva renta

• Se cambia la casilla 620 por la 415, denominada “base liquidable general sometida a gravamen”. Para obtener la referencia de la casilla el contribuyente tendrá que aportar el importe que aparece en dicha casilla, su nif y el número de su móvil donde será enviado el número de referencia. En cambio los declarantes nuevos o que encuentren un numero 0 en dicha casilla, habrán de aportar aparte del nif y el numero del teléfono móvil el numero de cuenta iban.

• Otra novedad que será del agrado del contribuyente es que podrá obtener información  sobre a donde va destinado el dinero de nuestros impuestos. También se pone a prueba un nuevo programa que utilizaremos en un futuro, es un programa que unifica el programa padre y el borrador permitiendo que sea un programa mas rápido y sencillo para el contribuyente.

• Otra nueva medida que encontramos, es que las indemnizaciones que superen los 180.000 euros si tributaran, con efectos 1 de agosto del 2014.

• Y como cambios mas “solidarios” para los contribuyentes, es que la dación en pago queda exenta y permite a los titulares de participaciones preferentes y deuda subordinada, una mayor capacidad para jugar con las rentas positivas y negativas con el fin de compensar posibles pérdidas.

outsourcing de contabilidad y cumplimiento tributario

A lot of multinational firms and other businesses want improvement in current payroll practices, but have doubts about choosing a comprehensive global solution. Also most companies want improvement in their current payroll practices, and what they don’t know is that payroll providers can deliver a comprehensive global solution.

While some companies are not adjusting their payroll administration model, others plan to expand in to global markets, but this applies mainly to organisations that operate in mature markets are hence are more likely to be able to adopt a consistent model.

Nowadays the payroll function has become an administrative burden that many companies feel they could do without. Many HR professionals don’t understand how important the payroll function for the life of a business is. Outsourcing payroll increase efficiency, and save time for HR professionals so they can focus on more strategic activities. It is important for the companies to make the right choices when they want to outsource the payroll.

Benefits of outsourcing the Payroll

Secure information: The introduction of secure internet services has made it easier for businesses to gain instant access to their management information. This easy access can be combined with the efficiency and back-up of a bureau or managed service in an outsourced online solution. The process is also improved because data is captured at source and shared directly with the service provider, taking away the need to input data twice, which in turn reduces input errors, streamlines processes and reduces delays in information transfer. The added benefits in terms of speed, maintenance and upgrades make this the most efficient option.

Serious Service: The service you choose should offer streamlined processes that will enhance the service to your company and support your HR strategy. Make sure that your initial objectives for outsourcing will be fulfilled and that the service provider is fully aware of these. The service you choose should offer streamlined processes that will enhance the service to your company and support your HR strategy.

Future growth plans: Make sure that the payroll provider can cope with future growth. Check what the financial implications are if you recruit more staff and whether the service can expand internationally if required. If you already use computer systems for HR, time and attendance, general ledger or other related processes, these can be integrated into the payroll solution.

HR and Payroll integration: Opting to outsource payroll processes doesn’t mean sacrificing an integrated HR and payroll database or a fully functional HR application. Many services have integrated HR and payroll. You may also want to make use of employee self-service (ESS) and manager self-service (MSS) to spread any administration through the company.

Managed service or Payroll processing: A managed service means handing over the whole end-to-end management of the process to the supplier, along with the responsibility for the day-to-day execution of payroll tasks such as adding new starters, pension and benefits payments and others. This option allows the buyer to implement best practice to bring greater efficiency through their organisation and to reduce the internal administrative burden. It should let companies focus resources on core activities and provide the savings and benefits that come from an experienced supplier.

A payroll-processing service allows a company to gain access to an outsourcer’s fully maintained, legally compliant payroll and processing resource, while gathering and retaining employee changes and information in-house. Companies usually choose this service level if, for example, their payroll resources are stretched, to ensure compliance or to reduce the administrative burden.

Not mentioned but also relevant; a benefit like experience plus all the benefits above make companies like payroll in Chile, a right choice for your company and business.

Organizations try to expand operations globally, a lot of the processes necessary to run a successful business are complicated, or require more attention. Payroll is one of these processes.  The numerous options to evaluate payroll services can be overwhelming. Outsourcing the payroll implies, that the price you will pay depend on your company’s size, needs, and number of employees. It is a good decision to contact payroll experts and providers, but before, we have to adjust our plans and expectations.

Payroll does most of the things more important to a business: Paying the employees in a way that complies with national, regional and local laws and regulations and paying employees on time with the right amount.

For these reasons, developing a similarly global payroll process is often a challenge, that most companies have not yet overcome.  A lot of companies have found a provider able to handle their fully outsourced global payroll process; most of them have a mix of in-house and outsourced payroll and a process that is handled completely in-house.  The lack of full outsourcing is due to some issues in the marketplace; like the low-level of maturity in the payroll outsourcing market and the lack of confidence that providers can deliver end-to-end solutions.

Companies with global operations use various payroll outsourcing models based on the needs of the local operations and the capabilities of available providers. Instead of allowing local employees to manage payroll, and treat the subsidiary as a separate entity. While other companies, maintain centralized control over international payroll operations with little autonomy at the local level and manage their entire enterprise, including payroll, as one global entity. What keep global companies from moving to a global payroll solution are the costs and taxes. Also the doubts about the provider being not able to meet the company’s requirements and needs.

The market for payroll services is very competitive, many providers offer packages geared specifically toward mid-sized or small companies. Basic payroll processing has a per-check fee or per-employee, in addition to the base account fee. While base account fees vary widely from one provider to the next, you can expect to pay a certain amount . To keep expenses under control, it’s best to define your needs ahead of time and search for a provider with an-all inclusive package that will address your requirements, like accounting in chile.