KeyPay 5.055.0807 Changes

This update fixes a bug when expired and the path to data contains spaces, which corrupts the path being sent to V6 and therefore it cannot find any data.

Build 0421: Includes KeyPay 6.2.2 and new PDF files

Build 0420:

Bug fix changes to Sick leave for Casual employees. Also implements changes made to V6 to support Sect 63 2b of the Holidays Act and remain compatible.

Build 0228:
Tax updates for April 2023 included.
EOY Maintenance: Changes to Bureau Versions when Rebuilding files.
EOY Maintenance: Archive purge for all users with rebuilding via local/temp.
Bug fix to archiving for Casual employees with Extra Pay.
Fix to Multiple ED report/files.
Fix to false YTD Balance check after EOY.
Fix to End of File error opening older payrolls with V6.
V6 – Added option to auto schedule pay-entry of multiple employee 2 and 4 wk pay-cycles. e.g. Pay 4 weekly employees every fourth week on weekly payroll.

Changes Version to 5.054 follow:

Build 1215:

Minor Fixes to

Windows 10

Running KeyPay V5 on.. (Updated January 2023)

KeyPay will function on Windows 10, however, new and somewhat experimental features have been added to the Windows 10 console that KeyPay does not support. In particular, the consolewindow is now resizeable, has line wrapping, and the number of rows and columns change when resized rather than scaling the font size as previously. This causes some strange effects in KeyPay which expects a fixed 80 columns and 25 rows.

KeyPay 5 is now at end-of-life and won't be updated with new features from May 2023. We recommend KeyPay 6.2 as it's a genuine Windows GUI program, (No console involved), is actually easier to use, has screen pre-view of reports, is now very stable and its menu options and operation have been designed to mimic V5 as far as possible.

Recent updates to Windows 10 added options that can prevent KeyPay 5 from even starting unless the correct console window sizing is applied first. (It appears and after a few seconds

Reports of My Death are greatly Exaggerated

On January 15th 2020 Microsoft provided the final security updates for Windows 7 and discontinued further support.  What does this mean?

Most users will notice nothing, other than a notice from Microsoft that support has ended, that the sky is falling and they should immediately upgrade to Windows 10, or buy a new Microsoft Surface Book for $3000 odd. Otherwise it will continue to work the same as it always has and there is absolutely no need for panic. You also won't be alone in that about 25% of all computers running MS Windows are still on version 7. (Estimated at 300 million.)

In fact, Microsoft is still providing security updates to Windows 7, but only by subscription for corporate clients, and then only to the professional and enterprise versions.  Users of the Home version are not supported. Various sources have put the cost of the subscription as starting from as low as $25 per machine per year, with this doubling each further year

Wendy's (and others) deny staff public holidays

Another example of what appears to be a complete disregard of the Holidays Act. Requiring employees to work on the same day of the week for multiple weeks in order to qualify as a working day and receive an Alternative public holiday is just wrong and now confirmed illegal! Even worse when the roster is deliberately designed to prevent it. If you are rostered to work on a specific day then it must be a working day!

Government Requirements for Employers

Warning: Ransomware is currently flourishing. Do not use links in emails. If it's essential, always go direct to approved websites. Don't accept any web offers to install stuff that you weren't looking for.  Automatic upgrades by installed programs are OK.

The following information is provided in good faith, but In the current lock down state it can change at short notice. Employers should confirm using official sites and/or their lawyer. It has recently been updated from a guide issued by IRD to payroll developers and published by MBIE. (Employment NZ.) Full details should be available on their website as an FAQ.

• Employers receiving the subsidy are required to forward such funds to all their employees.They don't have to apply the full subsidy where this exceeds a workers usual pay. They must pay the full wage though and not just 80%.
• Employment Law still requires agreement between and employer and employee with regard to adjustments to wages.