Reconcile the pay run beyond net wages
We organize approved hours, pay summaries, employer costs, deductions, benefits and remittance confirmations. Vacation balances and reimbursements should not disappear inside a net-pay entry. Where employees move between locations, a consistent allocation makes the labour reports comparable.
Restaurant tip arrangements deserve specific review. CRA distinguishes controlled tips from direct tips; employer control can change deductions and T4 reporting. The payment method alone is not a reliable shortcut. We retain the documented tip workflow for the payroll decision-maker.
Watch growth across the whole group
Ontario EHT includes eligibility and association rules. The current $1 million exemption is for eligible employers, and associated employers share it. We track year-to-date Ontario remuneration and identify when the organization needs an EHT review rather than treating every location as separately exempt. Payroll processing, registrations and year-end slip filing are agreed in the scope.
Illustrative example: a manager covers two locations
A restaurant manager works at both a North York location and a downtown outlet. Splitting payroll expense using approved hours helps compare outlet performance. It does not create a second employee or a second remittance: the payroll account and legal employer remain the starting point.
Questions about this work
Does the employee’s home address decide payroll province?
Not by itself. Establishment reporting and applicable remote-work rules may matter. We gather work-location facts for the payroll reviewer.
Will you run payroll and issue T4s?
Those responsibilities can be discussed, but they must be expressly included. Payroll reconciliation alone does not imply responsibility for every payroll filing.
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