While there are a lot of alternative options available, we recommend VoIP Cloud. This allows your employee to make effortless calls to your clients and his/her using a state specific landline number. VoIP Cloud offers a variety of phone plans depending on what your business needs.

VoIP Cloud Telecom is one of the leading companies in VoIP solutions. They provide a wide range of services such as: Hosted PBX, SIP Trunking, Toll-Free numbers, and Microsoft Teams direct routing in countries such as Australia, New Zealand and the United Kingdom.

See step by step-by-step guide on this LINK.

This is time-keeping software that allows you to see your staff's productivity for the day with full administrative access, which enables you to monitor your team remotely. Other information you can track and monitor from TD:

• Staff Actual Hours Rendered.
• Staff Breakdown of Tasks.
• Staff Web and App Usage.
• Staff Screenshots Captured.
• Staff Poor Time Use.
• Random screenshots taken anywhere between 3-9 minutes intervals.

In the Philippines, just about every household have a Fiber connection line with speeds of a minimum of 50Mbps. With the affordability of internet plans available in the country, on average, a household would have internet speed that can reach up to 100Mbps.

While it is recommended your employee uses their own device to cut down on your costs, it is an optional benefit where you can provide your employee’s laptop. It will be a clear understanding that the laptop provided is owned by your business and is expected to be taken care of. Any damage or loss due to employee negligence (outside natural wear and tear) is subject to investigation and may lead to salary deduction for any repairs or replacement.

Since the device is Company provided, the Employee is mandated to return any Company issued equipment within 24 hours from date of termination as stipulated on their employee contract. Otherwise, the cost of a brand-new unit will be deducted against their last paycheck.

A Password Protection Vault is a Data Security software that allows you to manage who has access to passwords to your business. These vaults are integrated to your employee’s web browser and will allow your employee to log in to important business software without being able to visually see the actual password logged in. A Password Vault also allows you to have a “kill switch” where you can remotely remove access to all business software with one flick of a switch on the event your employee terminates his/her contract or if you believe there has been a data breach.

There are plenty of alternatives online, but we recommend LastPass. It’s affordable and user friendly. LastPass has been known to be the industry recommended standard as a Password Vault.

In D2B, we have an internal in-house IT Specialist who can help collaborate with your IT team. You can introduce your IT team to ours and we can get the ball rolling from there.

D2B can also offer IT services to help you and your new employee’s computer. We may need you to perform a few steps to get us through, but our in-house IT Specialist will walk you through it.

There are several major internet service providers (ISPs) such as PLDT, Globe Telecom, Converge ICT, and Sky Broadband, offering various broadband and fiber optic plans.

Internet service quality can vary depending on the location and ISP. In metropolitan areas, fiber optic connections generally offer better speeds and reliability. Occasional outages and fluctuations in speed can still occur. It's a good idea to have backup communication methods in place.

Considering a secondary Internet Service Provider (ISP) or utilizing prepaid Wi-Fi routers is a reliable backup solution. Having a backup internet connection from a different ISP provides redundancy, and prepaid Wi-Fi routers work by using cellular networks to offer wireless internet access. These routers come with a SIM card that allows basically anyone to connect to the Internet via a prepaid data or PAYG subscription, ensuring continued connectivity even if your primary connection goes down.

Absolutely! Our team can offer recommendations for suitable plans and assist you in understanding the setup process. Feel free to reach out to us for support.

To set up internet service, you'll need to: 1. Choose an ISP and plan based on your requirements. 2. Contact the ISP to initiate the application process. 3. Provide necessary documents and information for verification. 4. Schedule an installation appointment. 5. The ISP's technician will install the necessary equipment at your VA staff's location. Installation times can vary. It usually takes around 2 to 10 business days from application to installation, depending on the availability of technicians and location.

During the onboarding process, our specialized IT support team will guide you through the initial setup of your VA's computer. Should you encounter any IT-related challenges beyond this phase, rest assured that our dedicated IT team is readily available to provide assistance on an hourly rate.

HMO stands for Health Maintenance Organization. HMO refers to the healthcare coverage designed to cater to the health needs of an employee or a person. This coverage ensures that they have access to a network of medical providers and services, offering comprehensive healthcare support and contributing to their well-being. The Philippine government unfortunately does not offer free health services so it’s very common for a Filipino employee to sign up for one. Common Ranges of Coverage: • HMO coverage typically includes a wide range of healthcare services, such as: • Doctor's Visits: Regular check-ups and consultations with doctors within the HMO network. • Hospitalization: Coverage for in-patient care, surgeries, and medical treatments during hospital stays. • Emergency Care: Access to emergency services and urgent care when needed. • Prescription Medications: Coverage for prescribed medications as per the HMO's formulary. • Preventive Care: Services like vaccinations, screenings, and wellness programs to maintain good health. • Specialist Consultations: Referrals and coverage for specialized medical consultations. • Laboratory and Diagnostic Tests: Coverage for various medical tests and diagnostic procedures. • Dental and Optical Care: Some HMO plans also include dental and vision care benefits. • Maternity Care: Coverage for prenatal and postnatal care, as well as childbirth-related expenses. The specific coverage details may vary depending on the HMO plan chosen. Our HMO offerings aim to provide comprehensive healthcare support for our Virtual Assistants, ensuring their well-being while they assist our valued clients.

Based on the average cost of a 20–45-year-old Filipino employee, the renumeration package suggested allows them to afford premium payments for their HMO.

Taxes for employees in the Philippines are deducted from their salaries to fund government programs and public services. Here's a breakdown of the common taxes that employees encounter: Income Tax: Employees' salaries are subject to income tax. The tax is computed based on their annual income, following a progressive tax rate system. The rates range from 0% for low-income earners to 35% for higher income brackets. Additionally, there's an additional 8% tax on top of the regular rates for those earning above a certain threshold. Withholding Tax: Employers deduct income tax and other contributions, such as social security (SSS) and health insurance (PhilHealth), directly from employees' salaries. These deductions are known as withholding taxes, ensuring that employees fulfill their tax obligations throughout the year. Social Security (SSS) and Health Insurance (PhilHealth) Contributions: Employees and their employers contribute to the Philippine Social Security System (SSS) and the Philippine Health Insurance Corporation (PhilHealth). These contributions provide employees with access to social security benefits and health coverage. Pag-IBIG Fund Contributions: Employees and employers contribute to the Pag-IBIG Fund, a government agency that offers affordable housing loans and savings programs. These contributions help employees build savings and access housing loans in the future. Additional Deductions: Other deductions may include contributions to the Home Development Mutual Fund (Pag-IBIG MP2), loans, and other voluntary deductions that employees opt for. It's important to note that the exact amount of taxes and deductions can vary based on an employee's salary, allowances, and other factors. Paying taxes as an employee in the Philippines offers several benefits and advantages, including access to social services like healthcare and education, social security coverage, retirement savings through contributions to funds like Pag-IBIG, and the opportunity to support nation-building initiatives and infrastructure development. Additionally, complying with tax obligations ensures legal compliance and peace of mind while contributing to the overall well-being of society.

Since your business is not registered as a Philippine business, as the employer, you are not expected to remit your employee’s taxes and superannuation to the Philippine government. Your employee is responsible for remitting these on their own since their renumeration package also allows them to pay for these as well.

As part of our dedicated service, D2B will be following up with your employee to ensure he/she is compliant with this pre-employment requirement.

In the Philippines, a typical Filipino employee is guaranteed at least 5 leave credits annually (both Annual and Sick Leave). However, we recommend at least 10 Annual leave credits and at least 5 Sick leave credits. Additionally, the option of offering 2 weeks off during the Christmas season is a great retention benefit to your employee to allow him/her to take the time off to spend with their families during this time of the year. However, if your business needs support during this season, you can consider skeletal work where your employees can enjoy some time off on specific days of the holiday break.

We recommend that your employee follow your business practices to ensure there is no interruption of work. So, your employee can follow Australian and state specific holidays.

No, since your employee is already enjoying Australian and state specific holidays.

In the Philippines, it is not generally practiced having 2 weeks off during the Christmas season, it is a retention benefit to your employee to allow him/her to take the time off to spend with their families during this time of the year. However, if your business needs support during this season, you can consider skeletal work where your employees can enjoy some time off on specific days of the holiday break.

Taxes for employees in the Philippines are deducted from their salaries to fund government programs and public services. Here's a breakdown of the common taxes that employees encounter: Income Tax: Employees' salaries are subject to income tax. The tax is computed based on their annual income, following a progressive tax rate system. The rates range from 0% for low-income earners to 35% for higher income brackets. Additionally, there's an additional 8% tax on top of the regular rates for those earning above a certain threshold. Withholding Tax: Employers deduct income tax and other contributions, such as social security (SSS) and health insurance (PhilHealth), directly from employees' salaries. These deductions are known as withholding taxes, ensuring that employees fulfill their tax obligations throughout the year. Social Security (SSS) and Health Insurance (PhilHealth) Contributions: Employees and their employers contribute to the Philippine Social Security System (SSS) and the Philippine Health Insurance Corporation (PhilHealth). These contributions provide employees with access to social security benefits and health coverage. Pag-IBIG Fund Contributions: Employees and employers contribute to the Pag-IBIG Fund, a government agency that offers affordable housing loans and savings programs. These contributions help employees build savings and access housing loans in the future. Additional Deductions: Other deductions may include contributions to the Home Development Mutual Fund (Pag-IBIG MP2), loans, and other voluntary deductions that employees opt for. It's important to note that the exact amount of taxes and deductions can vary based on an employee's salary, allowances, and other factors. Paying taxes as an employee in the Philippines offers several benefits and advantages, including access to social services like healthcare and education, social security coverage, retirement savings through contributions to funds like Pag-IBIG, and the opportunity to support nation-building initiatives and infrastructure development. Additionally, complying with tax obligations ensures legal compliance and peace of mind while contributing to the overall well-being of society.

Since your business is not registered as a Philippine business, as the employer, you are not expected to remit your employee’s taxes and superannuation to the Philippine government. Your employee is responsible for remitting these on their own since their renumeration package also allows them to pay for these as well.

Yes, you will be charged GST in this scenario. Although the equipment is acquired overseas and used abroad, since the service is provided to an Australian company, GST applies. While the VAT cannot be refunded due to non-registration as an overseas company, the adjusted price covers both VAT and GST.

In the Philippines, staff are typically paid bi-monthly on the 15th and 30th of each month. If these dates fall on a weekend or holiday, payment is processed on the last business day prior. Alternatively, you have the option to pay your staff fortnightly, such as every 2nd Friday and 4th of the month. If you're considering a monthly payment arrangement, we strongly recommend discussing this with your staff. Open communication will help set clear expectations and allow them to plan their budgets effectively.

We recommend paying your staff through WISE. It's a fast, safe, and secure mode of paying your staff members. If this is your first time creating an account, you can refer to this link for the guide. If you already have an account and would like to send funds to your staff, you can refer to this link for the guide.

It would really depend on your business needs. We recommend having your employee mirror your business hours to maximize his/her support to your business.

Your employee is entitled to an hour unpaid lunch break and two paid 15-minute tea break. Your employee can also elect to consolidate both 15-minute break to one 30-minute break as an alternative. Depending on your business need, you can elect a break schedule so that you are ensured you have someone supporting the business while other members of the team are also on break.

In the Philippines, it is not generally practiced having 2 weeks off during the Christmas season, it is a retention benefit to your employee to allow him/her to take the time off to spend with their families during this time of the year. However, if your business needs support during this season, you can consider skeletal work where your employees can enjoy some time off on specific days of the holiday break.

We recommend the Christmas holiday break is outside their allocated leave credits (Annual/Sick) so that your employee can still enjoy taking time off throughout the year with their family and friends.

A 3rd party agency is the middleman between you and your employee where the agency manages everything for you. From recruitment, HR services, IT services, Office setup, Internet setup, etc. The disadvantage of this is, you are paying a monthly premium to maintain these services on top of your employee’s wage. So, it can be quite costly for your business and your employee likely will not be paid as much.

A 3rd party agency is the middleman between you and your employee where the agency manages everything for you. From recruitment, HR services, IT services, Office setup, Internet setup, etc. The disadvantage of this is, you are paying a monthly premium to maintain these services on top of your employee’s wage. So, it can be quite costly for your business and your employee likely will not be paid as much.

We recommend utilizing TimeDoctor, a valuable tool that allows you to efficiently track your VA's total work hours. While TimeDoctor itself doesn't offer a comprehensive payroll feature, it provides you with accurate work hour data. You can then use this data to generate payroll from your end, ensuring that your VA is compensated correctly. This method simplifies your payroll process while ensuring accuracy.

If the VA assigned to you doesn't meet your expectations or unforeseen circumstances arise within the first three months, we're fully prepared to swiftly find you a suitable replacement. Your satisfaction and the success of your business remain at the forefront of our service.

The recruitment process typically spans 1-2 weeks, covering stages such as sourcing, assessment, interviewing, and shortlisting. Once you have interviewed and selected your new recruit, the onboarding process to complete contracts, as well as your specific IT and data security requirements, takes another week.

Once the recruitment process is completed, the onboarding phase usually takes around a week. This timeline assumes that the recruited individual doesn't have any notice period commitments with their previous employer. Generally, notice periods are around 30 days, which allows the current employer sufficient time to find a replacement for the departing employee.