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Awards & Rostering    |   

Public holiday rates applied to the holiday season can vary from state to state. Currently, some states award penalty rates for Christmas Eve, while others only award entitlements for the traditional public holidays such as Christmas day and Boxing day. In 2020, Boxing Day falls on a weekend, the Fair Work Ombudsman sets out that when a public holiday falls on a weekend it can be substituted for another day, typically the following Monday. In 2020, some states can be observed substituting the 26th of December public holiday for the 28th this year, while others retain the 26th holiday while also adding an additional holiday on the 28th. Guidelines for public holiday pay rates and employee entitlements for 2020 can be found below, broken down by state and territory.   Australian Capital Territory:  December 24th: The 24th of December is not observed as a public holiday, no public holiday rates apply.  December 25th: Christmas Day public holiday, public holiday rates apply all day.  December 26th: Boxing Day public holiday, public holiday rates apply all day.  December 28th: Additional public holiday, as boxing day falls on a weekend in 2020. Holiday rates apply all day.    New South Wales: December 24th: The 24th of December is not observed as a public holiday, no public holiday rates apply.  December 25th: Christmas Day public holiday, public holiday rates apply all day.  December 26th: Boxing Day public holiday, public holiday rates apply all day.  December 28th: Additional public holiday, as boxing day falls on a weekend in 2020. Holiday rates apply all day.    Northern Territory:  December 24th: The 24th of December is not observed as a public holiday, no public holiday rates apply.  December 25th: Christmas Day public holiday, public holiday rates apply all day.  December 26th: The 26th of December is not observed as a public holiday, as boxing day falls on a weekend in 2020.  December 28th: Substitute public holiday, as boxing day falls on a weekend in 2020. Holiday rates apply all day.    Queensland: December 24th: As of 2019 onwards, Queenslanders receive penalty rates for hours worked on Christmas eve. Public holiday rates apply from 6pm to midnight.  December 25th: Christmas Day public holiday, public holiday rates apply all day.  December 26th: Boxing Day public holiday, public holiday rates apply all day.  December 28th: Additional public holiday, as boxing day falls on a weekend in 2020. Holiday rates apply all day.    South Australia: December 24th: South Australians receive penalty rates for hours worked on Christmas eve. Public holiday rates apply from 7pm to midnight.  December 25th: Christmas Day public holiday, public holiday rates apply all day.  December 26th: The 26th of December is not observed as a public holiday, as boxing day falls on a weekend in 2020.  December 28th: Substitute public holiday, as boxing falls on a weekend in 2020. Holiday rates apply all day.    Tasmania: December 24th: The 24th of December is not observed as a public holiday, no public holiday rates apply.  December 25th: Christmas Day public holiday, public holiday rates apply all day.  December 26th: The 26th of December is not observed as a public holiday, as boxing day falls on a weekend in 2020.  December 28th: Substitute public holiday, as boxing falls on a weekend in 2020. Public holiday rates apply all day.    Victoria: December 24th: The 24th of December is not observed as a public holiday, no public holiday rates apply.  December 25th: Christmas Day public holiday, public holiday rates apply all day.  December 26th: Boxing Day public holiday, public holiday rates apply all day.  December 28th: Additional public holiday, as boxing falls on a weekend in 2020. Public holiday rates apply all day.    Western Australia:  December 24th: The 24th of December is not observed as a public holiday, no public holiday rates apply.  December 25th: Christmas Day public holiday, public holiday rates apply all day.  December 26th: Boxing Day public holiday, public holiday rates apply all day.  December 28th: Additional public holiday, as boxing falls on a weekend in 2020. Public holiday rates apply all day.    Public Holiday Rates Public holiday pay rates are set by the award the employee is classified under, with full-time, part-time and casual employees receiving independent entitlements.  Full-time Full-time employees, who normally work on the day the public holiday falls on, receive a paid day off. Therefore, they are paid at their base rate of pay, for the ordinary hours they have worked. An employer can ask a full-time employee to work on a public holiday, given the employee gets paid the relevant penalty for working. Part-time Most awards state that part-time employees are entitled to be paid at a penalty rate of pay for hours worked on a public holiday. There is no payment for public holidays that they do not work. Check your award or agreement for the conditions that apply to your business. Casual Most awards state that casual employees are entitled to be paid at a penalty rate of pay for hours worked on a public holiday. There is no payment for public holidays that they do not work. Check your award or agreement for the conditions that apply to your business.   Public holiday pay rates for popular awards If you are unsure of how the public holiday affects your business, call the Fair Work Infoline on 13 13 94 or visit www.fairwork.gov.au.   How to automatically pay holiday rates Staying on top of various penalty rates and award entitlements is no easy task, with a growing number of businesses falling victim to increasingly complex rules many are using software to ensure that award rates and holidays are paid correctly. Within Tanda, our award engine automatically adds compliant pay rates to your rosters and timesheets, including base rates, overtime, allowances, and higher duties. All managed awards, including all of the above award, have built-in base rates that sync with payroll and update when Fair Work mandates change. This means that award rates are updated in accordance with all future Fair Work changes and birthdate rollovers for employees, keeping businesses compliant without constantly monitoring Fair Work’s site for updates to complex rule sets. To put our award engine to the test sign up for a free trial of the system. 

Public holiday rates – How to pay staff Christmas 2020

26 October 2020

Clients & Partners AU    |   

Tel Aviv, Israel - Tanda is excited to announce that Domino’s Israel, in partnership with proactive customer care platform, Howazit and Tanda, has recently gone live with a shift rating integration that provides daily insights to managers.  The shift rating integration uses customer feedback from the Howazit platform to provide delivery drivers with an aggregated performance rating which is sent to Tanda daily.  Managers can access and use this customer feedback directly in Tanda to drive scheduling decisions and reduce the amount of time they spend selecting the right employee mix for key shifts throughout the day.   Arie Elbaz, Domino’s Pizza Israel COO, said the ability to connect the customer feedback captured in Howazit with Tanda will be an impactful tool.  “We’re continually working towards providing managers with advanced tools like this which drive store efficiency but don’t compromise the quality of service we provide our customers.”   Rory Broadbridge, Strategic Account Manager at Tanda, said that Domino’s Israel is constantly looking to solve problems using technology and harness new ways of working.  “Domino’s Israel is more than a customer, they’re a partner. We’re committed to working with them to deliver solutions for the future of modern workforces.   Read more: Domino\'s and Tanda: Building the Workforce of the Future We’re also excited by this opportunity to partner with Howazit and share an integration which also drives employee engagement. This tool will assist managers in rewarding employees who are providing safe and exceptional customer service with additional or peak hours.” Based in Israel, Howazit is a configurable platform which enables organisations to engage with their customers throughout their customer journey. It provides mobile-based digital engagement, feedback and information collection workflows within hotel, health, airline, and retail industries.  Gilad Cohen, Howazit COO, said that the impact customer feedback can play on key business areas such as scheduling and operations is well documented.  “Understanding customer feedback and converting that information into actionable insights can grow sales as well as convert satisfied customers into brand advocates.” Tanda and Domino’s Israel will work together to capture feedback from managers using this new integration and build out further enhancements and functionality.  See more: Domino\'s Pizza: Leveling up with Workforce.com 

Domino’s Israel and Tanda partner with Howazit to drive scheduling efficiencies

8 October 2020

Clients & Partners AU    |   

“Quality care with European flair,” sets Pennwood Aged Care apart from the rest of the South Australian Aged Care Industry. They provide personalised multilingual care services for a variety of Eastern European backgrounds.  The backbone of any successful operation is effective workforce management, and for processes to be efficient, you need to find the right solution. That’s where Pennwood Aged Care needed help.  Pennwood’s fortnightly pay run would take three full-time finance staff two working days plus overtime to complete. “We were still using paper-based timesheets, which was a real problem,” shared Myriam Freer,  the lead finance officer at Pennwood Aged Care.  Manually administering rosters, timesheets, and payroll processing is not just time-consuming but is also prone to error. With a staff of approximately 100 individuals and being in an industry that is heavily regulated, accuracy, compliance, and efficiency are their priorities. After partnering with Tanda, Pennwood Aged Care increased their finance team’s efficiency by 300% and is now equipped to accurately comply with labour laws given the complexity of awards in their industry.  With Tanda’s scheduling and timesheet solution, Pennwood Aged Care reduced the number of employees working on administrative tasks and hired additional physical therapists for the facility, improving residents’ living conditions. Furthermore, Tanda’s award interpretation accurately calculated complex EBAs and the qualification module ensured the right employee had the right qualifications at the right time.  Take a look at how they managed to create streamlined and more cost-effective processes using Tanda.  Finding the Right Solution Pennwood Aged Care knows exactly the issues they need to address. From the get-go, they needed a system that could: Automatically create a large volume of timesheets each pay run Calculate and apply the relevant award rates and allowances Automatically export the data to their payroll system each pay period Keep track of staff attendance to ensure correct pay While being clear on their goals, Myriam still experienced a setback with another software vendor who could not correctly interpret their complex industrial rewards. She continued to search for more efficient solutions and eventually reached out to Tanda for a more streamlined solution.  Increasing Efficiency and Ensuring Compliance After partnering with Tanda, Pennwood Aged Care massively improved staffing schedule and efficiency through cost-effective and automated processes.  “Honestly, I think it\'s about efficiency and effectiveness. We were doing a lot of double handling, now it’s just streamlined. We are pumping as much into Tanda as we can,” remarked Myriam.  Take a look at how Tanda helped Myriam and her team address concerns in their day to day operations. Rostering Software  Pennwood Aged Care used Tanda’s rostering features to create more efficient schedules for their staff. Cognitive rostering ensured that they kept unnecessary overtime to a minimum to reduce wage spend. Rostering to demand ensured that they always rostered the required number of qualified staff per resident. Modern Shift Swapping enabled employees to be utilised across the varying business units and reduce agency costs. Digital timesheeting Timesheets are now automatically generated, which means that they could create and approve accurately costed timesheets in bulk each pay period. The timesheet software automatically flagged any variance in wage spend, aiding them in adhering to their budgeting KPI’s. Tanda’s timesheet software synced to their payroll system, allowing them to export the data without any manual entry each pay period, significantly reducing the required labour hours. Compliance Tanda’s award engine applies the correct base rates, overtime, and allowances to completed shifts, reducing the need to manually calculate pay rates and amend timesheets.  Tanda’s qualification management module helps Pennwood Aged Care stay compliant with Aged Care Quality Standards. Because time spent on administrative tasks is reduced, Pennwood Aged Care can focus more on other valuable tasks such as improving the quality of care and living conditions of their residents.  If you want to improve your team’s efficiency and simplify complex administrative tasks like Pennwood Aged Care, try Tanda for free today. 

How Pennwood Aged Care reduced payroll admin by over 60%

5 October 2020

Awards & Rostering    |   

Public holiday rates applied to the holiday season can vary from state to state. Currently, some states award penalty rates for Christmas Eve, while others only award entitlements for the traditional public holidays such as Christmas day and Boxing day. In 2020, Boxing Day falls on a weekend, the Fair Work Ombudsman sets out that when a public holiday falls on a weekend it can be substituted for another day, typically the following Monday. In 2020, some states can be observed substituting the 26th of December public holiday for the 28th this year, while others retain the 26th holiday while also adding an additional holiday on the 28th. Guidelines for public holiday pay rates and employee entitlements for 2020 can be found below, broken down by state and territory.   Australian Capital Territory:  December 24th: The 24th of December is not observed as a public holiday, no public holiday rates apply.  December 25th: Christmas Day public holiday, public holiday rates apply all day.  December 26th: Boxing Day public holiday, public holiday rates apply all day.  December 28th: Additional public holiday, as boxing day falls on a weekend in 2020. Holiday rates apply all day.    New South Wales: December 24th: The 24th of December is not observed as a public holiday, no public holiday rates apply.  December 25th: Christmas Day public holiday, public holiday rates apply all day.  December 26th: Boxing Day public holiday, public holiday rates apply all day.  December 28th: Additional public holiday, as boxing day falls on a weekend in 2020. Holiday rates apply all day.    Northern Territory:  December 24th: The 24th of December is not observed as a public holiday, no public holiday rates apply.  December 25th: Christmas Day public holiday, public holiday rates apply all day.  December 26th: The 26th of December is not observed as a public holiday, as boxing day falls on a weekend in 2020.  December 28th: Substitute public holiday, as boxing day falls on a weekend in 2020. Holiday rates apply all day.    Queensland: December 24th: As of 2019 onwards, Queenslanders receive penalty rates for hours worked on Christmas eve. Public holiday rates apply from 6pm to midnight.  December 25th: Christmas Day public holiday, public holiday rates apply all day.  December 26th: Boxing Day public holiday, public holiday rates apply all day.  December 28th: Additional public holiday, as boxing day falls on a weekend in 2020. Holiday rates apply all day.    South Australia: December 24th: South Australians receive penalty rates for hours worked on Christmas eve. Public holiday rates apply from 7pm to midnight.  December 25th: Christmas Day public holiday, public holiday rates apply all day.  December 26th: The 26th of December is not observed as a public holiday, as boxing day falls on a weekend in 2020.  December 28th: Substitute public holiday, as boxing falls on a weekend in 2020. Holiday rates apply all day.    Tasmania: December 24th: The 24th of December is not observed as a public holiday, no public holiday rates apply.  December 25th: Christmas Day public holiday, public holiday rates apply all day.  December 26th: The 26th of December is not observed as a public holiday, as boxing day falls on a weekend in 2020.  December 28th: Substitute public holiday, as boxing falls on a weekend in 2020. Public holiday rates apply all day.    Victoria: December 24th: The 24th of December is not observed as a public holiday, no public holiday rates apply.  December 25th: Christmas Day public holiday, public holiday rates apply all day.  December 26th: Boxing Day public holiday, public holiday rates apply all day.  December 28th: Additional public holiday, as boxing falls on a weekend in 2020. Public holiday rates apply all day.    Western Australia:  December 24th: The 24th of December is not observed as a public holiday, no public holiday rates apply.  December 25th: Christmas Day public holiday, public holiday rates apply all day.  December 26th: Boxing Day public holiday, public holiday rates apply all day.  December 28th: Additional public holiday, as boxing falls on a weekend in 2020. Public holiday rates apply all day.    Public Holiday Rates Public holiday pay rates are set by the award the employee is classified under, with full-time, part-time and casual employees receiving independent entitlements.  Full-time Full-time employees, who normally work on the day the public holiday falls on, receive a paid day off. Therefore, they are paid at their base rate of pay, for the ordinary hours they have worked. An employer can ask a full-time employee to work on a public holiday, given the employee gets paid the relevant penalty for working. Part-time Most awards state that part-time employees are entitled to be paid at a penalty rate of pay for hours worked on a public holiday. There is no payment for public holidays that they do not work. Check your award or agreement for the conditions that apply to your business. Casual Most awards state that casual employees are entitled to be paid at a penalty rate of pay for hours worked on a public holiday. There is no payment for public holidays that they do not work. Check your award or agreement for the conditions that apply to your business.   Public holiday pay rates for popular awards If you are unsure of how the public holiday affects your business, call the Fair Work Infoline on 13 13 94 or visit www.fairwork.gov.au.   How to automatically pay holiday rates Staying on top of various penalty rates and award entitlements is no easy task, with a growing number of businesses falling victim to increasingly complex rules many are using software to ensure that award rates and holidays are paid correctly. Within Tanda, our award engine automatically adds compliant pay rates to your rosters and timesheets, including base rates, overtime, allowances, and higher duties. All managed awards, including all of the above award, have built-in base rates that sync with payroll and update when Fair Work mandates change. This means that award rates are updated in accordance with all future Fair Work changes and birthdate rollovers for employees, keeping businesses compliant without constantly monitoring Fair Work’s site for updates to complex rule sets. To put our award engine to the test sign up for a free trial of the system. 

Public holiday rates – How to pay staff Christmas 2020

26 October 2020

Clients & Partners AU    |   

Tel Aviv, Israel - Tanda is excited to announce that Domino’s Israel, in partnership with proactive customer care platform, Howazit and Tanda, has recently gone live with a shift rating integration that provides daily insights to managers.  The shift rating integration uses customer feedback from the Howazit platform to provide delivery drivers with an aggregated performance rating which is sent to Tanda daily.  Managers can access and use this customer feedback directly in Tanda to drive scheduling decisions and reduce the amount of time they spend selecting the right employee mix for key shifts throughout the day.   Arie Elbaz, Domino’s Pizza Israel COO, said the ability to connect the customer feedback captured in Howazit with Tanda will be an impactful tool.  “We’re continually working towards providing managers with advanced tools like this which drive store efficiency but don’t compromise the quality of service we provide our customers.”   Rory Broadbridge, Strategic Account Manager at Tanda, said that Domino’s Israel is constantly looking to solve problems using technology and harness new ways of working.  “Domino’s Israel is more than a customer, they’re a partner. We’re committed to working with them to deliver solutions for the future of modern workforces.   Read more: Domino\'s and Tanda: Building the Workforce of the Future We’re also excited by this opportunity to partner with Howazit and share an integration which also drives employee engagement. This tool will assist managers in rewarding employees who are providing safe and exceptional customer service with additional or peak hours.” Based in Israel, Howazit is a configurable platform which enables organisations to engage with their customers throughout their customer journey. It provides mobile-based digital engagement, feedback and information collection workflows within hotel, health, airline, and retail industries.  Gilad Cohen, Howazit COO, said that the impact customer feedback can play on key business areas such as scheduling and operations is well documented.  “Understanding customer feedback and converting that information into actionable insights can grow sales as well as convert satisfied customers into brand advocates.” Tanda and Domino’s Israel will work together to capture feedback from managers using this new integration and build out further enhancements and functionality.  See more: Domino\'s Pizza: Leveling up with Workforce.com 

Domino’s Israel and Tanda partner with Howazit to drive scheduling efficiencies

8 October 2020

Clients & Partners AU    |   

“Quality care with European flair,” sets Pennwood Aged Care apart from the rest of the South Australian Aged Care Industry. They provide personalised multilingual care services for a variety of Eastern European backgrounds.  The backbone of any successful operation is effective workforce management, and for processes to be efficient, you need to find the right solution. That’s where Pennwood Aged Care needed help.  Pennwood’s fortnightly pay run would take three full-time finance staff two working days plus overtime to complete. “We were still using paper-based timesheets, which was a real problem,” shared Myriam Freer,  the lead finance officer at Pennwood Aged Care.  Manually administering rosters, timesheets, and payroll processing is not just time-consuming but is also prone to error. With a staff of approximately 100 individuals and being in an industry that is heavily regulated, accuracy, compliance, and efficiency are their priorities. After partnering with Tanda, Pennwood Aged Care increased their finance team’s efficiency by 300% and is now equipped to accurately comply with labour laws given the complexity of awards in their industry.  With Tanda’s scheduling and timesheet solution, Pennwood Aged Care reduced the number of employees working on administrative tasks and hired additional physical therapists for the facility, improving residents’ living conditions. Furthermore, Tanda’s award interpretation accurately calculated complex EBAs and the qualification module ensured the right employee had the right qualifications at the right time.  Take a look at how they managed to create streamlined and more cost-effective processes using Tanda.  Finding the Right Solution Pennwood Aged Care knows exactly the issues they need to address. From the get-go, they needed a system that could: Automatically create a large volume of timesheets each pay run Calculate and apply the relevant award rates and allowances Automatically export the data to their payroll system each pay period Keep track of staff attendance to ensure correct pay While being clear on their goals, Myriam still experienced a setback with another software vendor who could not correctly interpret their complex industrial rewards. She continued to search for more efficient solutions and eventually reached out to Tanda for a more streamlined solution.  Increasing Efficiency and Ensuring Compliance After partnering with Tanda, Pennwood Aged Care massively improved staffing schedule and efficiency through cost-effective and automated processes.  “Honestly, I think it\'s about efficiency and effectiveness. We were doing a lot of double handling, now it’s just streamlined. We are pumping as much into Tanda as we can,” remarked Myriam.  Take a look at how Tanda helped Myriam and her team address concerns in their day to day operations. Rostering Software  Pennwood Aged Care used Tanda’s rostering features to create more efficient schedules for their staff. Cognitive rostering ensured that they kept unnecessary overtime to a minimum to reduce wage spend. Rostering to demand ensured that they always rostered the required number of qualified staff per resident. Modern Shift Swapping enabled employees to be utilised across the varying business units and reduce agency costs. Digital timesheeting Timesheets are now automatically generated, which means that they could create and approve accurately costed timesheets in bulk each pay period. The timesheet software automatically flagged any variance in wage spend, aiding them in adhering to their budgeting KPI’s. Tanda’s timesheet software synced to their payroll system, allowing them to export the data without any manual entry each pay period, significantly reducing the required labour hours. Compliance Tanda’s award engine applies the correct base rates, overtime, and allowances to completed shifts, reducing the need to manually calculate pay rates and amend timesheets.  Tanda’s qualification management module helps Pennwood Aged Care stay compliant with Aged Care Quality Standards. Because time spent on administrative tasks is reduced, Pennwood Aged Care can focus more on other valuable tasks such as improving the quality of care and living conditions of their residents.  If you want to improve your team’s efficiency and simplify complex administrative tasks like Pennwood Aged Care, try Tanda for free today. 

How Pennwood Aged Care reduced payroll admin by over 60%

5 October 2020

Most Popular

Awards & Rostering

What you need to know about the Casual Conversion Clause

On 1 October 2018, the Fair Work Commission announced that a new casual conversion clause will be included in 80+ modern awards across Australia. What does it mean? Casual conversion is a right given to regular casual staff to request for full-time or part-time employment status, given certain prerequisites. In the awards, a ‘regular casual employee’ is: “A casual employee who has, in the preceding period of 12 months, worked a pattern of hours on an ongoing basis which, without significant adjustment, the employee could continue to perform as a full-time employee or part-time employee under the provisions of this award.” Businesses whose awards fall under mandate are required to advise their casual employees of this clause. This does not require employers to offer conversion to their eligible employees; rather, the clause entitles all eligible employees the right to request for conversion. Who can apply? The clause allows casual workers to apply for conversion if: They have  been working for the business for twelve (12) months; and Their work pattern is an ongoing number of hours over the past year, which can be continued without adjustment upon conversion to full-time or part-time. Employers must provide casual employees with a copy of the casual conversion clause within their first year of initial engagement with the business. Casual employees who are eligible to apply should request their employers in writing. Can applications be rejected? Yes, applications can be rejected. Reasonable grounds include: A significant adjustment of work hours for the employee in order to accommodate their full-time or part-time employment status; The employee worked for short periods and/or irregular shifts or hours; and The position of the casual employee will cease to exist in the foreseeable future. Rejection of applications can be done, given that both employee and employer have discussed the decision. Should employers not convert a casual employee, a written refusal must be provided, indicating the reasonable grounds of rejection. Read more: What is the Contingent Workforce and how can you leverage it in your business? What awards are covered? The introduction of the clause covers 80+ modern awards, including: Hospitality Industry (General) Award 2010; Food, Beverage and Tobacco Manufacturing Award 2010; Manufacturing and Associated Industries and Occupations Award 2010; Building & Construction General On-site Award 2010; Concrete Products Award 2010; Electrical, Electronic & Communications Contracting Award 2010; Graphic Arts, Printing and Publishing Award 2010; Plumbing and Fire Sprinklers Award 2010; Textile, Clothing, Footwear and Associated Industries Award 2010; and Vehicle Manufacturing, Repair, Services and Retail Award 2010 To check if your business is included, click here. What should your business do next? It’s important to keep in mind that Fair Work’s decision does not require businesses to convert casual employees in all cases where a casual employee makes a request for conversion to their employer.  For this reason, it’s important to understand the criteria for casual conversion and understand what your obligations are when employees meet these requirements. If you or your business falls under the new clause, here are the steps you can take to stay compliant: Check your modern award or enterprise agreement. Awards with existing clauses for casual conversion may have different requirements. Check your award for the exact rules in your industry. Create a casual conversion letter. You can also download a copy here. Notify your employees. Make sure you give your casual staff (employed as of 1 October 2018) a copy of the final letter. Record the outcome of the casual conversion offer. Whether they accept or reject the offer, keep copies of their written responses for future reference. If you are unsure how the casual conversion clause affects your business, call the Fair Work Infoline on 13 13 94 or visit www.fairwork.gov.au To make sure you stay updated with the latest news on awards, employment, and compliance, subscribe to our newsletter today.

Product Updates

Domino’s and Tanda: Building the Workforces of the Future

Brisbane-based company Tanda has today announced a business partnership with Domino’s Pizza Enterprises Limited, to automate and optimise the company’s payroll process. The partnership will assist Domino’s in empowering its franchisees with the right technology and tools to efficiently manage rostering and payroll as a competitive edge. Tanda Director Tasmin Trezise said he is excited about the partnership. “Tanda is proud to be working collaboratively with Domino’s to build the future of workforce management, and this represents an exciting step towards using technology to shape enterprise workplaces,” said Mr Trezise. “Domino’s is an agile and forward-thinking company who are leading the way in terms of innovation, whether this is through their drone delivery services or re-imagining their labour supply chain management.” The partnership between the two companies will see a roll out of Tanda\'s software to over 700 stores across Australia and New Zealand. Domino’s Australia and New Zealand CEO Nick Knight said the Company was looking forward to making franchisee’s lives easier with the efficient time and attendance program. “We are always looking to use the latest innovative technology in everything that we do as a Company – this from delivery to customers and for systems and processes with franchisees,” said Mr Knight. “Rolling out Tanda in stores across Australia and New Zealand will allow our franchisees to efficiently roster and record team member’s attendance so we look forward to reaping the benefits of the innovative program.” Trezise explained that Domino’s franchisees would soon see incredible benefits after the working relationship with Tanda begins. “This partnership will empower Domino’s franchisees with a greater understanding and insight into their labour costs so they are able to make smarter and more informed business decisions whilst having comfort that their payroll complies with current awards and enterprise agreements. “The fact that Domino’s and other Australian businesses are using new technology like Tanda is a testament to Australia’s growing success as an innovative nation.” Domino’s partnership with Tanda began in the Company’s dedicated innovation space, the DLAB, which was designed to encourage out of the box thinking. From local corner cafes to global workforces, Tanda is revolutionising the world of rostering and payroll one shift at a time. About Tanda Tanda is a scalable workforce management SaaS, that is helping businesses to unlock efficiency and productivity gains through more effective labour force management. For more information, visit www.tanda.co About Domino’s Domino’s Pizza Enterprises Limited is the master franchisor for the Domino’s brand in Australia, New Zealand, Belgium, France, The Netherlands, Japan and Germany. Across these seven markets, DPE and its franchisees operate over 2,000 stores. For more information, please visit www.dominos.com.au For further information, media enquiries or images contact: Bridget Mahon Marketing Communications Officer Email: bridget@tanda.co

Editor's Picks

Industry Insights    |   

How this retailer increased profit by $8.9m from rostering more hours

There has been a lot of speculation on why we are losing retailers so fast. An interesting research piece from the US presented an alternative hypothesis that generalises the issue down to rostering for profit rather than rostering to control costs. For context – If you were given the choice of increasing revenue by 5% or reducing costs by 5% in order to create the most profitable outcome, what would choose? A “back of the hand” calculation would show that reducing costs increases profit more than the equivalent uptick in revenue. Accordingly, most retailers choose option two. This makes sense if you assume the two scenarios are independent of each other, but what if the cost was your employees? This is where the problems arise. For industries like retail, where staff have a direct impact on sales, it’s not as simple of a question as cutting costs to increase profit. In a study led by Professor Marshall Fisher from Wharton, he and his research team constructed a conceptual model from historical data to identify stores within a US-based retail chain that had the highest potential to benefit from increased labour spend. Importantly, the strategy was actually implemented at 168 retail sites over a 26-week period to validate the model, with the retailer electing to implement the strategy further. The result: A near $8.9 million increase in profit of the stores included. The labour cost challenge The challenge in allocating labour budgets lies in the tradeoff between the known immediate payroll cost and the less certain increase in sales that could be achieved with more staff on hand. The researchers point out that retail managers have a tendency to overweigh the decision to reduce the known payroll cost than the less certain increase in sales which could be achieved by allocating additional labour spend. The labour budget death spiral The study highlights the limitation of the most common retail strategy — setting labour budgets as a portion of sales. Fisher points out that this approach creates a circular problem by failing to take into account how store labour spend can positively impact sales, with the worst case leading to a spiraling effect of reduced sales forecasts reducing labour spend which reduces sales further and so on. Quantifying the impact of labour spend on revenue Creating labour budgets that are designed to maximise profit requires retailers to know on a store-by-store basis the correlation between labour-spend and sales. One way to do this is by looking at times when staffing levels deviate from the original schedule. If ten staff were scheduled on a particular day, but on that day only eight turned up, did sales also decrease by the same portion? If not, by how much? If the answer to the above is that sales didn’t decrease at all, the store is likely overstaffed. If there is a measurable impact, the inverse scenario is likely true and the store may be losing sales by being understaffed. This is the same approach used in the study, which found the relationship between random staffing deviations and impacts on sales was statistically significant. Results showed an increase in labour spend pointed to increased sales at varying degrees, depending on known store attributes. Implementing the strategy for profit The study identified stores in a US retail chain which had the highest market potential, making them good candidates for an increased labour spend. The market potential factored in attributes like average basket value and proximity to competitors, which would create scenarios that allow workers to have the highest impact on converting sales. In the study, 168 stores were selected this way, then allocated a 10% increased labour budget over a 26-week period, of which 75% of the increase was actually consumed in practice by the stores. The outcome was a 4.5% increase in revenue at the impacted stores and resulting in a near $8.9 million profit increase. Learning from the strategy The study shows empirically why the common practice of setting labour budgets as a fixed proportion of forecasted revenue is often self-defeating when applied in a retail setting. An opportunity exists to all retailers to leverage this same profit-centric model for defining labour budgets. The data required is available to all retailers however, it may just be a matter of leveraging that information with the right systems. An integrated forecasting strategy that integrates foot traffic, sales, and employee scheduling data is a practical opportunity afforded to retailers of any size to optimise their labour resource allocations. The interesting part is, Fisher’s research is readily available to all retailers who are looking to drift away from the traditional method of fixing labour budget rosters. The next step is to get this method of labour resource allocation battle-tested in the Australian markets. Stay tuned. Up next: What is the Contingent Workforce and how can you leverage it in your business?

Industry Insights

See more

How Australian Businesses Are Using Technology to Detect Underpayments Before They Happen

Following the continued slew of high profile underpayment cases and sweeping changes to industrial relations laws, including the criminalisation of ‘wage theft’ in Victoria and Queensland, it’s clear that underpayments are a widespread problem amongst Australian businesses.  With so many high profile organisations being caught off guard, many industry leaders are left wondering how they […]

How COVID-19 is Impacting Australia’s Industrial Relations System

With new jail sentences in Victoria and changes to Modern Awards rushed through, COVID-19 is set to shake up industrial relations and employment laws. Despite industrial relations being federalised over 10 years ago, Victoria has legislated their own jail penalties for business owners and directors. Individuals who are convicted under the new Victorian Wage Theft […]

Awards & Rostering

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Public holiday rates – How to pay staff Christmas 2020

Public holiday rates applied to the holiday season can vary from state to state. Currently, some states award penalty rates for Christmas Eve, while others only award entitlements for the traditional public holidays such as Christmas day and Boxing day. In 2020, Boxing Day falls on a weekend, the Fair Work Ombudsman sets out that […]

How Hospitality Leaders Are Preparing For the Post-Lockdown World

While the full extent of the disruption caused by COVID-19 is still uncertain for restaurants, hotels, and other hospitality establishments, weathering through this pandemic is still possible.  Expenses are expected to return faster than revenues for most Hospitality segments. Australian border closures, cost conscious consumers and a society adjusting to a new normal will continue […]

Product Updates

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Managing leave requests without tedious manual entry.

In a first for workforce software, leave management now has intelligent automation. We believe that intelligent automation will transform the way you run your business. Automation is already everywhere in Tanda. From simple functions like sending bulk rosters to all staff, to more complex operations, such as our Cognitive Rostering. Only Tanda automates the filling […]

50+ new features to grow everything but your paperwork.

There is a pattern consistent in most industries. Companies that succeed are ones where frontline managers have influence in improving the execution of business strategy. Former Schering-Plough (now Merck & Co.) CEO Fred Hassan says frontline managers ‘represent an all-important feedback loop that allows the CEO to stay abreast of the latest developments in the business.’ […]

Events & Media

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How to Communicate as a Leader with William Gooderson

“Staff members have good and bad days. We need to adjust. There will be times when there is a short deadline. We need to drive and lead because we are the team leader. There will be times when you’ve got the flexibility to take staff on a journey,” says leadership expert William Gooderson of PwC. […]

Forging the Workforce of the Future: Can you increase employee attendance?

John is 5 minutes late for work every day while his colleague Martha is late for 30 minutes once a week. Do these late clock ins really matter? For many businesses, they do. In shift work industries and frontline roles, frequent tardiness can mean disruption and loss of profit. Even just 10 minutes of being […]

Clients & Partners

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Domino’s Israel and Tanda partner with Howazit to drive scheduling efficiencies

Tel Aviv, Israel – Tanda is excited to announce that Domino’s Israel, in partnership with proactive customer care platform, Howazit and Tanda, has recently gone live with a shift rating integration that provides daily insights to managers.  The shift rating integration uses customer feedback from the Howazit platform to provide delivery drivers with an aggregated […]

How Pennwood Aged Care reduced payroll admin by over 60%

“Quality care with European flair,” sets Pennwood Aged Care apart from the rest of the South Australian Aged Care Industry. They provide personalised multilingual care services for a variety of Eastern European backgrounds.  The backbone of any successful operation is effective workforce management, and for processes to be efficient, you need to find the right […]

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Industry Insights    |   

How this retailer increased profit by $8.9m from rostering more hours

There has been a lot of speculation on why we are losing retailers so fast. An interesting research piece from the US presented an alternative hypothesis that generalises the issue down to rostering for profit rather than rostering to control costs. For context – If you were given the choice of increasing revenue by 5% or reducing costs by 5% in order to create the most profitable outcome, what would choose? A “back of the hand” calculation would show that reducing costs increases profit more than the equivalent uptick in revenue. Accordingly, most retailers choose option two. This makes sense if you assume the two scenarios are independent of each other, but what if the cost was your employees? This is where the problems arise. For industries like retail, where staff have a direct impact on sales, it’s not as simple of a question as cutting costs to increase profit. In a study led by Professor Marshall Fisher from Wharton, he and his research team constructed a conceptual model from historical data to identify stores within a US-based retail chain that had the highest potential to benefit from increased labour spend. Importantly, the strategy was actually implemented at 168 retail sites over a 26-week period to validate the model, with the retailer electing to implement the strategy further. The result: A near $8.9 million increase in profit of the stores included. The labour cost challenge The challenge in allocating labour budgets lies in the tradeoff between the known immediate payroll cost and the less certain increase in sales that could be achieved with more staff on hand. The researchers point out that retail managers have a tendency to overweigh the decision to reduce the known payroll cost than the less certain increase in sales which could be achieved by allocating additional labour spend. The labour budget death spiral The study highlights the limitation of the most common retail strategy — setting labour budgets as a portion of sales. Fisher points out that this approach creates a circular problem by failing to take into account how store labour spend can positively impact sales, with the worst case leading to a spiraling effect of reduced sales forecasts reducing labour spend which reduces sales further and so on. Quantifying the impact of labour spend on revenue Creating labour budgets that are designed to maximise profit requires retailers to know on a store-by-store basis the correlation between labour-spend and sales. One way to do this is by looking at times when staffing levels deviate from the original schedule. If ten staff were scheduled on a particular day, but on that day only eight turned up, did sales also decrease by the same portion? If not, by how much? If the answer to the above is that sales didn’t decrease at all, the store is likely overstaffed. If there is a measurable impact, the inverse scenario is likely true and the store may be losing sales by being understaffed. This is the same approach used in the study, which found the relationship between random staffing deviations and impacts on sales was statistically significant. Results showed an increase in labour spend pointed to increased sales at varying degrees, depending on known store attributes. Implementing the strategy for profit The study identified stores in a US retail chain which had the highest market potential, making them good candidates for an increased labour spend. The market potential factored in attributes like average basket value and proximity to competitors, which would create scenarios that allow workers to have the highest impact on converting sales. In the study, 168 stores were selected this way, then allocated a 10% increased labour budget over a 26-week period, of which 75% of the increase was actually consumed in practice by the stores. The outcome was a 4.5% increase in revenue at the impacted stores and resulting in a near $8.9 million profit increase. Learning from the strategy The study shows empirically why the common practice of setting labour budgets as a fixed proportion of forecasted revenue is often self-defeating when applied in a retail setting. An opportunity exists to all retailers to leverage this same profit-centric model for defining labour budgets. The data required is available to all retailers however, it may just be a matter of leveraging that information with the right systems. An integrated forecasting strategy that integrates foot traffic, sales, and employee scheduling data is a practical opportunity afforded to retailers of any size to optimise their labour resource allocations. The interesting part is, Fisher’s research is readily available to all retailers who are looking to drift away from the traditional method of fixing labour budget rosters. The next step is to get this method of labour resource allocation battle-tested in the Australian markets. Stay tuned. Up next: What is the Contingent Workforce and how can you leverage it in your business?

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