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Michael Kennedy, FCPA Strategic Business Advisor at Morse Group based at our Norwest practice office has marked his last day as a professional accountant on 30 June 2023. Michael started his journey in professional accounting commencing work as a graduate accountant in 1976 at then Price Waterhouse after completing a Bachelor of Commerce with Honours at the University of NSW. After training as an auditor and completing what was then called the Professional Year Michael yearned to go back to the Country after originating off a farm from Tallimba near West Wyalong in the Central West of NSW. Shortly thereafter Michael took a role in Dubbo working for Frank Darcy in Dubbo with a large proportion of primary production clients from the Coonamble area and other parts of Western NSW. Just two years later Michael was Frank Darcy’s Partner and Darcy Kennedy came into being. In the ensuing 24 years Darcy Kennedy grew into an award winning team of more than 100 with 12 Partners. After Darcy Kennedy transitioned into Investor Group now known as Findex Michael moved back to Sydney. This saw Michael as a Partner in a firm at Norwest being Macquarie Partners for 4 years and then Deloitte as a Partner for a further 4 years. In 2016 Michael commenced at Morse Group and shortly thereafter the Norwest practice office of Morse Group was established by himself and Justin Enright. This was the Renaissance of the client facing advice facet of Michael’s career. The Norwest office has continued to be the fastest growing practice office in Morse Group since. Michael most recently focused on advising clients (especially family groups) across Morse Group on tax and business development strategies with emphasis on the tax aspects of superannuation and self managed superannuation funds. Value laden high quality client advice was the key driver throughout Michael’s career in professional accounting. “I leave the profession with no regrets after a wonderful journey …not bad for a boy from Tallimba…and now finishing with 7 wonderful years at Regional firm Morse Group which is 90 years old and thriving…led by Justin Enright who worked at Darcy Kennedy as a graduate in the early 90s and is modelling his firm on the values and client service we extolled in Dubbo “said Michael Kennedy. “There are extremely few people in the world who it can be said “do more for an organisation than what the organisation has done for them”. Michael Kennedy is one such person. He has multiple examples of the same stretching from the start of his regional career at Darcy Kennedy through to the finale at Morse Group. We at Morse Group are extremely proud of and thank Michael for all of his client service, counsel, guidance, mentoring and generosity. Testament to this is the outpouring of gratitude from a plethora of advisors who Michael has mentored over many years. We congratulate Michael on this extraordinary career and wish himself, wife Kaylene and extended family all the very best for a well earned retirement” said Justin Enright, Managing Partner of Morse Group.

Managing Partner Justin Enright attends the Western NSW Business Awards

Managing Partner Justin Enright reflects on the 2022 Vinnies CEO Sleepout

Managing Partner Justin Enright to participate in the 2022 Vinnies CEO Sleepout 

Fraudulent Electronic Funds Transfers (EFTs) frequently cause large dollar losses. If a hacker gains control of the email of a business and a supplier of that same business (commonly referred to as a "Man in the middle" attack) and the hacker makes a fraudulent request which mimics previous legitimate requests then it is very difficult for the business to identify the request as illegitimate.

The Fair Work Act has recently been updated to include miscarriage as a reason to access compassionate leave. Employees are now entitled to 2 days compassionate leave if they or their current spouse or de facto partner has a miscarriage. It is important to differentiate this type of leave from Personal/Carer's leave. Compassionate leave also gives employees time off when an immediate family or household member develops or suffers a life-threatening illness or injury or passes away. All employees are entitled to 2 days compassionate leave on each occasion it applies. It doesn't accrue. It can be taken as a single period, 2 separate days, or in any periods that the employee and employer agree on. For full-time and part-time employees, it's 2 days paid leave. For casuals, it's unpaid. Our HR Advisor is available to assist you in managing your employee leave obligations including: When compassionate leave can be taken; Payment for compassionate leave; and Noticer requirements and evidence.

This week the Fair Ombudsman is reminding employers about changes to casual employment laws. By 27 September 2021, employers (excluding small business employers of fewer than 15 employees) need to assess whether any existing casuals (employed before 27 March 2021) are eligible to be offered to convert to permanent (full-time or part-time) employment. How do you do this? Employers must offer existing casuals conversion to permanent employment, by 27 September, if: They have been employed for 12 months Worked a regular pattern of hours for last 6 months Expect regular hours to continue permanently without significant change Your casual employees need to respond to the casual conversion offer in writing within 21 days ie accept or continue as casual. Employers do not have to offer casual conversion if there are reasonable business grounds not to. Importantly: from 28 September 2021, existing casuals (who meet above criteria) can request conversion to permanent employment based on criteria above. The bottom line is you need to first assess your casual workforce to determine if they fit into the criteria above, and then if they do, ensure you offer the option to convert to permanent employment. Employees do not have to accept the offer however employers need to demonstrate with evidence that they have made the offer.

Businesses in NSW will continue to have to pivot while responding to natural disasters and worldwide pandemics. While focusing on the big picture don't lose the discipline of getting the 'small stuff' right too – it could be very costly for both you and your employees. When was the last time you checked that you had up to date employee address and contact details? Too busy? Make the time, as the consequences can be dire and expensive. Current Health Orders limit where your employees can travel to for work – knowing your employees home address is critical during these times. Case in point: An essential business in Sydney unknowingly allowed a worker to attend multiple work sites while infected with COVID-19 over a period of 7 days. This worker lived in an LGA of concern and should have been directed to have a COVID test every 3 days – however home address details were not updated with the employer – so this Health Order was not followed and the person was infectious in the community for a lengthy period before showing COVID symptoms and then testing positive. Businesses who are fortunate to still be open because they are an essential service are encouraged to provide their workers with a letter confirming they are employed in an essential role and need to travel outside of their LGA for work. This letter is evidence that your worker will need to present to the authorities to avoid a personal fine of up to $3000. How can a business meet this obligation – and how can an employee avoid a hefty fine - when address details are not up to date? Our advice to employers is to check in at least annually with your workers to update their personal details – make the time.