Remuneration Planning

RSG has been providing independent professional advice to Public Companies, Private Companies and Not For Profits on the appropriate and equitable market reward, fixed (base) remuneration for over 20 years.

Ranging from non executive director remuneration to chief executive officers and other senior management positions for Public and Private Companies to advice for family employee members, to advice for Not For Profit organisations and their senior executives.

RSG has also provided advice on Remuneration levels for legal court matters.

Flexible Remuneration Planning

Australia's comprehensive system of taxing salary and fringe benefits has meant employees can design their remuneration package to suit their individual needs and preferences

Superannuation

After cash salary, Superannuation is the most commonly provided fringe benefit. While increasingly requiring supplementary investment vehicles, superannuation will retain its pre-eminence as the mainstay of retirement based investment benefits.

Employee Car Plans

After salary and superannuation, novated and associate leases are the most popular and effective means of providing employees with cars as a part of their remuneration.

Childcare

One of the most effective fringe benefits is FBT exempt, employer provided Childcare. Surveys have shown that Mums and Dads need childcare that is of high quality, affordable, near their place of work and part of their remuneration package.

Living Away from Home Allowance

For organisations needing to attract the right person for the job from overseas or interstate, the provision of appropriate and legitimate Living Away from Home Allowances and Fringe Benefits can mean the difference between a focussed and committed employee performing at peak efficiency or a distracted employee with an "attitude" problem.

Remuneration and Financial Planning

There can be no more challenging task for employers than to attract, retain, motivate and protect valuable employees. People at every level of an organisation (from the Managing Director to the Janitor) can either be its most valuable asset or its major liability. One of the major objectives facing management is to transform its workforce from the latter to the former, thereby creating an empowered employee for the organisation.