Welcome St Vincent’s Health Australia

Hi, this is Dave Adler (Chief Commercial Officer) borrowing Deven’s blog to share some very good news, which we are certainly very excited about.

We are delighted to welcome St. Vincent’s Health Australia (SVHA) to the Smartsalary family. SVHA employs over 14,000 people, with over 7,000 employees salary packaging.

Through a competitive (and rigorous!) tender process we were selected as the exclusive provider on the basis of our track record for service excellence.

The implementation will be carried out in 2 phases:

  • In April 2013, 3000 employees from St Vincent’s Health and Aged Care, St Vincent’s Private Hospital Melbourne and SVHA Group Office will transition over to Smartsalary.
  • In December 2014 a further 4000 employees from St Vincent’s Public Hospital Melbourne will transition to Smartsalary.

Once both implementations are complete, SVHA will be one of our top 5 outsourced clients.

Including the SVHA win, Smartsalary now has over a decade of experience in transitioning some of Australia’s most prominent organisations from either in-house arrangements or from some of the largest salary packaging companies in the industry.

*Note: SVHA Public & Private Hospitals Sydney are not part of the scheduled implementations.

Smartsalary Transition Timeline

2 Responses to “Welcome St Vincent’s Health Australia”

  1. 1 Jen April 7, 2013 at 9:17 am

    To be honest, I’ve ported over from St Vincent’s Hospital to Melbourne Health, and it annoys me that you do not accept receipts for meal and entertainment DESPITE the fact that many outlets have a minimum spend of AUD20 for EFTPOS/CC whereas Maxxia used to and still does honour these receipts. Given that I will be going back to St. Vincent’s hospital within the next 3 years, it is disappointing that I will no longer have this option with you handling the salary packagin

    • 2 Simon Elllis April 8, 2013 at 10:24 am

      Hi Jen

      Just to clarify – depending on employer policy – we will accept receipts for meal entertainment claims (provided those receipts are sufficiently detailed to describe what was purchased from the vendor).

      Are you referring specifically to EFTPOS receipts – the ones that don’t have any detail on them about what is purchased, only the name of the vendor and the amount spent?

      If so then I note that the ATO guidelines around what is and isn’t “meal entertainment” are quite rigorous and it is important that we protect both you and your employer from the type of ATO scrutiny that could arise if non-compliant items are purchased with pre-tax dollars. While setting a minimum spend limit is certainly relevant it is not, by itself, sufficient to distinguish qualifying meals from non-qualifying meals.

      We are aware that other salary packaging companies take a more cavalier approach to managing this risk – which has unfortunately led to some hostility towards this benefit from within the ranks of Treasury and the ATO (which could ultimately come to a head in the upcoming Federal Budget). Nonetheless we are working with your employer to find ways to make it easier for you to get claims paid while still protecting you from the taxman.

      For the immediate future, however, detailed receipts are still required for all manual claims.

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Deven Billimoria
Chief Executive Officer

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