Tanda Blog

Bryn Tardent-Powell

29 September 2020    |   

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 can protect their own organisations from underpayments.  What’s causing underpayment Issues to rise to the surface? Wage miscalculations have always been an issue, with the Australian Payroll Association finding 33% of businesses admit to making on every single pay run.  However, over the last two to three years, and especially in the last 12 months, Australia has seen a large escalation in the amount of media coverage into underpayment scandals. This creates a snowball effect whereby increased media coverage prompts regulators such as the Fair Work Commission to increase enforcement. Increased public scrutiny also prompts state and federal governments to spotlight the issue and take action in the form of changes to industrial relations law, such as the criminalisation of wage theft. How do you detect an underpayment in the workplace? How to check for underpayments manually  Traditionally, employers would be required to manually calculate a paycheque using fair work’s comprehensive award rules, inclusive of all entitlements and allowances an employee would incur. They would then extrapolate this across a year and make a comparison with their salary or enterprise agreement.  This process is not just time-consuming but prone to human error due to the growing complexity of rules found in modern awards as well as ambiguity found in the interpretation of those rules.   How to check for underpayments automatically Tanda is proud to announce the beta of our latest compliance tool Wage Compare. This tool leverages the power of our existing award engine, allowing employers to directly compare the salary or enterprise agreement of an employee against the award and all its rules.  Within Tanda, simply set up an employee with both an award classification and an annual salary. Timesheets are then run through Tanda’s market-leading payroll calculator to determine how much the employee would have been paid under the award vs their agreement.  Employers can then run a report on staff to identify which employees are being paid safely on or above the award, and which employees are potentially being underpaid on their agreements.  The Wage Compare Beta is now Live in Tanda, To put our award engine to the test sign up for a free trial of the system. 

Bryn Tardent-Powell

31 August 2020    |   

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 Act 2020, which criminalises underpayments, face a maximum of 10 years imprisonment the federal government has also indicated intentions to criminalise wage theft. This move parallels some of the most rapid industrial relations reforms in Australia’s history seeing changes to Awards rushed in a matter of days. Meanwhile, Prime Minister Scott Morrison has vowed to overhaul Australia’s Industrial Relations system at a federal level, in a move to prioritise getting Australian’s back to work. The COVID-19 pandemic has already left permanent marks on Australia’s employment laws, proving significant changes to modern awards can be rushed. Not only has the cost of non-compliance increased, but the ever-shifting goalposts for employers have created a higher level of uncertainty in the rules. Case Study The Fair Work Ombudsman v Priority Matters Pty Ltd & Anor case decided that Directors who displayed wilful blindness were found to be personally liable for unpaid wages. This landmark court decision sets a new precedent for further fines to be handed down against directors of non-compliant operators. The Victorian Parliament passed the Wage Theft Act 2020, which criminalises underpayments with a maximum of 10 years imprisonment.2 With Victoria making the first step, it is expected that other states will follow suit as these types of larger reforms often make their way across the country through harmonisation. State-based labour-hire legislation is a suitable example where legislation written by the State Government in Queensland was adopted in a similar form by the Victorian and South Australian governments shortly after. Federally, the Attorney-General Christian Porter has indicated the federal government will be taking a strong stance on wage theft as well. What’s next? With the entitlements of modern awards becoming increasingly complex and goal posts shifting at an unprecedented rate, many Australian businesses have found themselves unable to keep up.  Pay calculators and award compliance software have become the new industry standard.  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 the hospitality 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. 

Bryn Tardent-Powell

26 October 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 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. 

Bryn Tardent-Powell

15 September 2020    |   

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 to hit revenues in 2021. Government measures like jobkeeper and rent relief provide a temporary cushion, but economists describe a looming “economic cliff” as stimulus begins to wind back faster than revenues are predicted to return.  Melbourne broker Lloyd Nunn, of CRE Brokers describes the situation on the ground as a double-whammy effect where rent relief measures won’t catch up to the decrease in venue revenue, coupled with landlords who will seek to recover deferred rents. According to Nunn, “As soon as the eviction (moratorium) is lifted, you’ll see evictions happening everywhere. We’re putting off the inevitable.” This is a sentiment echoed by insolvency professionals who are preparing for an influx of work beginning in late 2020.  Insolvency professional Jarvis Archer from Revive Financial feels many in his industry are currently in a holding pattern, pointing to a “tsunami of insolvencies” as stimulus measures are wound back. To outpace the return in expenses, Archer says hospitality operators need to be deliberate about what services they return and when, which might involve fundamentally reconsidering previous offerings.  Uncertainty with the extent and duration of further lockdowns mean owners and managers should be reviewing their cost base to see which items can be brought back incrementally. Decreased household incomes and cuts to company discretionary spending are likely to cause a hit to luxury segments and fine dining, but present an opportunity for operators in other categories to attract new customers. Productivity will drive decision making for years to come Agile businesses will look towards operational efficiencies before re-hiring. In Australia’s previous economic recessions, jobs were lost much faster than they were regained. The COVID-19 pandemic has created the most rapid loss of employment in modern history, but the slower return of jobs following a recession represents more than just an economic recovery.  Automation researcher Leslie Joseph points out that slow employment growth during economic recoveries represent periods of rapid automation, as necessity drives the adoption of automation: “As companies have recovered their revenues and reopened their supply chains, they have increasingly invested not on rehiring the workforce but on automation and on reducing their dependence on manpower.” COVID-19 will see the resurgence of leaner, more productive operations as old assumptions are challenged.  For the Hospitality industry, the pandemic has given operators an opportunity to trial offerings with less human contact with customers who are already expecting an altered customer experience. Businesses that introduced contactless services such as hotel check-ins, mobile ordering and drive-up options are also being given an opportunity to test if these could be viable long-term options.  Operational changes aren’t all temporary though – the pandemic has been the catalyst for businesses to pull forward long-term projects. Businesses rapidly adopted workforce technology, to support remote payroll automation, completing projects that previously were assumed to be long term projects in weeks – not months or years. A rare opportunity for a fresh start Many industry leaders are making use of the dip in traffic to step back, re-evaluate and review their current workplace processes. COVID-19 is a unique time where business leaders can capitalise on the opportunity to review and implement forward-thinking practices. The hospitality industry has the most potential to recover fully, especially as the economy restarts. Right now, hospitality players have the power to set the tone for a more robust sector in the decades to come.  It is important to get systems ready for when demand surges again.  Profitable businesses are not necessarily the ones with the most bells and whistles, but those who are agile enough to take advantage of market changes. Investing in technology can also help streamline many processes, and smart players know this. When you free up staff from time-consuming manual tasks, you provide them with a platform to focus more on things that provide more value to your business. With the right solutions, you can propel your greatest assets, your people, into success.    Looking to increase workplace efficiencies in your organisation? Sign up for a free trial of the system.  

Jess Golding

3 July 2020    |   

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 of leave hours. It does the job faster whilst still leaving you in control. Set-up your Autofill workflow in Settings > Time Off Autofill builds on leave management’s powerful integrations to Tanda’s award interpreter, rosters, mobile app, and more. It moves leave calculation beyond one-size-fits-all numbers to ease the labour of manual entry. When your employee puts in their leave request, Autofill does so much more than automatically put 7.6 hours per day.  Autofill automatically populates leave requests with days and times from regular hours of work or rosters. Your payroll officer gets an immediate calculation of leave hours based on these items. Tanda is already an industry leader for workforce management software and with Autofill, our product is even more powerful. Autofill for Leave moves leave calculation beyond one-size-fits-all numbers. Businesses want to eliminate hours of repetitive work without being robbed of control. Autofill automates the same steps every manager goes through to set exact leave hours, before handing back to them for final approval. Instead of doing it all manually, they just need to check and approve. Depending on how you process leave, choose to fill first from either Regular Hours of Work (RHW) or Rosters — with the other being a fall back if there is no data in the first step. As we build out RHW to work to fit more use cases, we recommend setting RHW as #1. Additional use cases can include: Full-Time staff working an average of 38 hours per week Fortnightly regular hours Minimum guaranteed hours  If the employee doesn’t have RHW entered in Tanda, we still recommend filling from RHW first. If Tanda does not detect RHW, the leave hours will still be filled from their roster. Important: If you’re filling from the roster you must check that the leave request only includes ordinary hours (e.g. does not include hours the employee would not have worked or that would have been overtime). Try Autofill now. At Tanda, we always wonder what it would take to reduce our customers’ workload. As compliance requirements continue to move into the digital space, Autofill will help you keep track of accurate leave hours without spending hours behind a screen. Try it on Tanda now.

Emerson Domingo

4 December 2019    |   

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.’ At Tanda, we believe frontline managers need to be in the frontline — enabling their team to be their best selves. In the past 6 months, our product team has been working on making each task you do on Tanda quicker and easier. So you can use our software less and grow your business more. Here are 50+ features that do exactly that. 1. Tailor Tanda to your business needs with The Platform The Platform lets you customise your Tanda workflow. Using custom objects and custom fields, you can create new ways of storing and communicating information. No matter how big or small your team is, they are always informed. Learn more about The Platform > 2. Demystify part-time compliance by rostering from Regular Hours of Work Having a permanent part-time (PPT) staff is more cost-effective than a casual team. However, the administrative requirements of having PPT staff may be a discouraging factor for employing them. One of the most labour intensive requirements for managing PPT staff is rostering. Keeping track and manually implementing regular hours of work (or contract hours) in rosters can be exhausting — especially if it’s for an entire team. Rostering from Regular Hours of Work removes these administrative hurdles. Learn how to roster from Regular Hours of Work > 3. Brand-new, more powerful, more customisable rosters Our new, more powerful rosters have the same features you’re used to, but with more functionality on top. See what’s new > 4. Approve and edit timesheets from anywhere No need to stay behind a computer to go through your team’s timesheet. With the Tanda app (version 0.34.3 or newer), you can edit and approve timesheets from anywhere. See what else you can do on the mobile app >   5. Onboarding: Multiple contract uploads and welcome messages In the first days of your newest hire, a smooth onboarding is one of the best ways to ensure early success. One of the core parts of this process is signing a contract. The easiest way to do that is with Tanda’s onboarding offering. Learn more > 6. Customise leave by hiding leave balances and leave types This is helpful for leave staff cannot apply for (e.g. public holiday paid/not worked); less common leave types, such as long service leave; and types that are not commonly taken by your team, such as maternity leave for a majority-male staff. Learn more > 7. Pay overtime for work outside contract hours Learn more > 8. Key Alert: Maximum qualification hours reached A key alert can now notify managers if an employee will go over their qualification max hours. Learn more > 9. Roster edit history filters Filter roster edit history by staff and action. Learn more > 10. New Employee Navigation: See unavailability, leave, clock-ins, and other employee information in one place Everything about your employees is now all in the employee profile. Learn more >

Rosie Ramirez

4 June 2019    |   

“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. Once a British Royal Engineers Major, William is a class unto himself. After leaving university in 2003, he spent the next 9 years leading troops in Europe and Afghanistan. What was first a job with 30 soldiers soon grew into missions with over 2,000 people involved. But his journey into challenging work had just begun. Throughout the next few years, he would continue working with people in various fields. Becoming a master of work in the service of others William Gooderson left the army and moved to Australia to work in construction and government. Soon after, he joined consultancy firms and began to specialise in leadership and coaching. Today, he brings all of these different experiences to the table. “We’re very fortunate within the military to spend a year learning leadership before you actually run any teams. So you learn a lot of experiences before you get a hands on,” he shares. “That’s where I’ve realised the lessons that I was getting or taking for granted through my military career would actually be very relevant to industry and the corporate mindset.” 1. Strive for a flexible coaching style “Industries spend less money on training its leaders than it does on any other area of development,” William lamented during his talk at the Workforce Success Conference last year on the Gold Coast. Indeed, there is little hope for an organisation if it doesn’t coach the next level of staffing. He encourages leaders to first determine how much time they can invest. “Do you have the time capacity and energy to take your staff on the journey? Or do you need to be more direct? [Are] there staff members struggling because you keep giving them direction and they’re not listening?” he asks. “Maybe they need actually to be given a bit more of a pointed approach to how they need to undertake things.” The key is staying flexible and adapting to how people are feeling. Read more: From Battlefields to Boardrooms: Finding Good Managers with William Gooderson 2. Track performance, give and take feedback Two-way communication is important for every organisation, regardless of the industry. Tracking performance without communicating is a clear waste of time and resources. And above all, there must be a way for employees to give feedback. “There is a real importance around […] the opportunity for staff to be able to give that feedback to their team leaders. If they can’t, the team leader can never learn where the staff is being challenged,” he says. “Without [the feedback loop] you aren’t really going to struggle to be an effective team leader an effective team member.” He adds that it’s impossible to get it right every time, but each mistake is a learning point that can be developed for next time. Read more: Actionable feedback from the front line 3. Use tech to bridge communication gaps “We now live in a very much a data-driven world where you can live and work in the global workspace,” he muses. Managers can take advantage of this and use it to do more face-to-face interactions. A telephone call or an email doesn’t have the ability to convey emotions. But he also reminds managers to balance it out with other aspects of the job. “It doesn’t have to be daily. We’re all busy. Your staff members are busy, the [operation] teams are busy, but there is nothing to stop you walking the floor on a Friday, or actually getting out and about. Drop by saying hi and make them feel like you’re actually listening,” he advises. Managers need to communicate well and often to achieve success. Read more: Four Ways to Keep your Managers on the Frontline Leadership is communication “You can’t just have communication on its own and expect it to work. You need to have an environment where people feel like they can communicate. You need to make the time to communicate. You need to provide opportunities and transparency. [You can’t just be] a one trick pony every now and again where you release a statement and expect everything to come back to it,” he advises. For William, communicating means listening as much as talking. It also means building a strong rapport that will make communication easier. Finally, he stresses taking care of the core leadership team that you work directly with. “They will know what’s going on the level below and the level below,” he notes. Regardless of how many people are in the team, the principles are the same. It’s the core leadership that bridges you to them. “Talk to them, work with them, understand them, and then it’s your job to trust them to do the same to their team,” he advises. “If you have good communication and good leadership then you will hear the problems. It will be communicated all the way through the chain.” Want to communicate with your staff better? Eager to train the next generation of leaders? Learn from William Gooderson and other topnotch speakers at the Workforce Success Conference on 26 July 2019. Get your tickets now!

Rosie Ramirez

23 May 2019    |   

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 late accumulates over time and eats away at the bottom line.  But in a 2017 CareerBuilder survey, 29% of respondents said they came in late at least once a month. 49% blame the traffic for their tardiness, 32% blame it on oversleeping, while the rest blame bad weather, procrastination, and “too tired to get out of bed.” How can managers discourage lateness among employees? How to increase employee attendance Many traditional managers believe that harsh sanctions are the best way to eliminate lateness at work. However, sanctions lower employee morale. They can drive productivity down and result in a high turnover rate. That’s why at this year’s Workforce Success Conference, we are inviting students to propose ways to increase employee attendance in Australia. Read on to know more about the tried-and-tested ways to increase employee attendance. Get the chance to improve on these methods by signing up for the case competition today! An internship and cash prize awaits the winner. 1. Track time and attendance accurately The first step to making sure that proper clock ins and outs are observed is by tracking them accurately. Otherwise, your company will be exposed to a risk of time theft, or employees being paid for the hours they did not work. Lax monitoring systems make companies vulnerable. Manual time clocks are no longer reliable, as they are susceptible to time theft. Investing in cloud-based time and attendance software saves you time and energy on processing employee timesheets. Download a clocking system app for free and give it a try. Read more: Time Theft: Top 3 ways employees steal time and how to stop it 2. Address frequent lateness ASAP Feedback and coaching are important parts changing behaviour. Those who fail to meet time and attendance targets could be doing so for any number of reasons, such as single parenthood, chronic illness, or even financial instability. Understanding what they are going through is instrumental to helping them perform better. Managers should be able to empower employees to comply with their work hours. Schedule consultations with them to identify the issues and address them accordingly. Download and customise: Written warning – Late Attendance 3. Reward good employee attendance Deducting pay for frequent lateness is one solution and is a common one. But employee incentives for punctuality serve to underscore the importance of time and attendance in a more positive way. There are many ways managers have incentivised coming in on time. They require some work for managers, but the effect on morale and productivity cannot be understated. Here are some of the most frequently used strategies to increase employee attendance. Provide free breakfast once a month One popular way to reward punctuality is to provide free breakfast. This can be done once a month on a set day, or even more frequently, but on random days. Those who have good attendance will feel the benefits of coming in early, while those who don’t will start thinking about it. Give out tokens to multiple employees Gift cards, lunch vouchers, and company apparel cost little but are always appreciated. Keeping the rewards budget-friendly will allow you to give them out to more people and more often. It’s also a great way to keep attention on the program. Create a “Hall of Fame” for time and attendance Publicly recognise employees who consistently come in on time and do not have unexcused absences. It will boost their morale, and hopefully inspire others to follow suit. Give consistent performers time off Don’t think of this as an additional expense, because a consistent performer will have more than made up for it. This can be the high value reward given out during your end-of-year party. Include a plane ticket and hotel accommodations if you can afford it! Read more: Only a Matter of Time: Punctuality and attendance in multicultural workplaces Forge the workforce of the future Modern managers are people-centric. Many of them want to create a work culture built on trust, respect, and balance. When employees are constantly late to work, there are usually reasons that lie below the surface. Empowering them through attendance programs are more likely to increase morale and productivity. Sanctions and punishments for lateness are sometimes necessary, but there is plenty of room for creativity in this area of management. In the end, increasing employee attendance will benefit not just them, but also their team and the company as a whole.   Ready to forge the workforce of the future by increasing employee attendance? Form a team of 3-5 students and sign up today. A cash prize and internship awaits! We’ll email you more details and provide consultation once you sign up.

Bryn Tardent-Powell

8 October 2020    |   

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 

Jana Dee Reserva

5 October 2020    |   

“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.