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Employee Performance    |   

One of the critical workforce issues during the pandemic is managing mental health as employees deal with the impact of remote work, reduced hours, and restriction changes. Video conferencing fatigue, blurred lines between home and work life and fear of getting sick are challenges employees contend with as they navigate the pandemic. But as time has passed, coping with these changing restrictions has added greater stresses to both employers and employees.  Restrictions in Australia vary per state or territory. Meanwhile, in the US, restrictions have changed over time in each state; some tightened while others eased up. The UK also imposed a national lockdown again until  2nd December with restrictions likely to continue as the UK introduces a new tier system. More than the impact on operations, such changes also affect employees’ mental health. Employers need to ensure that staff can cope with being back at work when these lockdowns and restrictions are lifted.  Encourage employees to take time off With working dynamics disrupted, employees need to have some space to recharge and cope.  Managers can stay on top of staff time off through a leave management solution. With this in place, approving leave requests and optimising employee schedules based on who is available becomes easier and more efficient.  Adjust working patterns to reduce overworking and minimise contact Rotate teams in groups to prevent overworking and mitigate infection risks. Tanda allows managers to create segmented teams to work on rotational schedules.  Stay transparent and connected It’s vital to make everyone feel that they’re part of a team. Transparency is vital to effective workforce management, especially during this time.  Keep your staff informed and ensure that communication lines are always open for them. Tanda chat allows for instant communication between teams or individuals. It can be used to share essential information, celebrate wins and milestones, and allow everyone to stay connected.  Another way to ensure transparency is by setting custom events via Tanda. It’s ideal for communicating operational changes to the team, such as reduced business hours or roster changes. That information will be visible to the schedule and mobile app, making it easier for staff to stay in the loop. Implement wellness action plans A wellness action plan is a way to spot mental health issues and identify the type of support employees need from their managers and leaders. It acts as a framework for staff to recognize the steps they need to manage their mental health. At the same time, it opens up avenues for managers and employees to work through experiences, address issues, and support the team’s overall wellbeing.  A wellness action plan should have approaches to promote mental health. It should also have ways to identify poor mental health, stress triggers, impact on performance, support needed from leaders, action steps for both employee and manager, and a regular schedule to review the plan.  Companies can also consider subscribing to wellness apps or services to better support their employees’ mental wellness. Services that offer virtual counselling services can help employees cope and process their feelings and experiences, especially during the pandemic.  Establish a support system for leaders and managers Managers and leaders are in a unique position of facing the pandemic and taking care of a team. They equally need a support system that will help them identify best practices for managing their teams. Forming groups or seeking out advice from mentors and other industry professionals is a good first step. 

How to Support Employees’ Mental Health as COVID-19 Restrictions Change

4 January 2021

Awards & Rostering    |   

This year, Australia Day falls on Tuesday, the 26th January.  Unlike previous years, this makes paying staff the correct public holiday pay rates very simple. As the holidays falls on a weekday, there are no make up or additional holidays. Depending on the award they are classified under, staff will only incur additional rates for the day of the 26th. If your business has an enterprise agreement, the rules surrounding holiday rates may be modified by the terms of that agreement. Public holidays penalties apply differently for different staff classifications and awards. 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 similarly to permanent full-time employees, part-time employee’s are entitled to a paid day off, paid out at their normal base rate for their regular hours of work. It\'s worth noting here that an employer isn’t allowed to alter a permanent part-time employees pattern of regular hours in order to avoid a public holiday, and as above, that employee is able to attend work on the public holiday provided they are given the correct penalty rates in exchange. Casual Most awards state that casual employees are entitled to be paid public holiday pay rates, at an increased penalty rate of pay for hours worked on a public holiday. As they are a casual employee they are not entitled to a paid day off, and only receive pay and penalty rates for hours worked on a public holiday. Check your award or agreement for the relevant pay conditions that apply to you and your business. Automatically pay public holiday pay rates correctly If you\'re looking to pay your staff correctly under the modern award or an enterprise agreement, you can use Tanda\'s industry-leading award engine. Tanda’s award engine can automate compliant rostering and payroll for any business, including base rates, overtime, allowances, and higher duties.   Manually pay public holiday pay rates - Rates of pay for popular awards Included below is a table featuring common industry awards and their respective penalty rates for public holidays, you may use these as a pay guide, but keep in mind that these rates may vary depending on your organisation\'s enterprise agreements and other factors such as position and level of employment. 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 pay Australia Day Public Holiday Pay Rates 2021

2 January 2021

Awards & Rostering    |   

The Federal Government has recently released the Fair Work Amendment (Supporting Australia’s Jobs and Economic Recovery) Bill 2020. It is crucial that organisations understand what these potential changes entail, as they will need to plan accordingly should the Bill be passed into law.  Below we’ll be summarising the proposed changes and what they mean for Australian employers. Criminalising underpayments Dishonest and systematic underpayment of employees will be criminalised. Individuals can be subject to a maximum penalty of $1.1 million and/or imprisonment for up to four years. Meanwhile, corporations can face a maximum penalty of $5.6 million per contravention.  Significant increase in maximum penalties for underpayments The Bill will also significantly increase the maximum value of the penalties for “remuneration-related contraventions”, like underpayments and making unlawful deductions. Not only will base penalties increase by up to almost $100,000, but the maximum value of the penalty may now also be a multiple of the underpayment, if that exceeds the maximum base penalty.  The Fair Work Commission will also be empowered to conciliate and arbitrate small underpayment recovery claims.  Casual employment There are various changes to casual employment under the Bill. These are: New definition A new definition of casual employee will be added to the Act. It essentially says that a person is a casual employee if they accept employment without a firm advance commitment to continuing and indefinite work according to an agreed pattern of work.  Conversion to permanent employment Furthermore, casual employment can be converted to permanent employment. Unless an exception applies, employers will be required to make an offer to a casual employee to convert to permanent employment if: the employee has been employed for 12 months;  during at least the last 6 months, the casual employee has worked a regular pattern of hours on an ongoing basis; and the employee could continue to work those hours without significant adjustment. Casual employment information statement The Fair Work Ombudsman will be required to prepare a new Casual Employment Information Statement. Employers must give this statement to casual employees when they start their employment.  Casual loading “double-dipping” The Bill contains new sections intended to fix the outcome of the Workpac double-dipping cases. A court must set off an identifiable casual loading against any entitlements owed by the employer to an employee if: the employment was described as casual employment, but the employment was actually permanent employment (like in the Workpac cases); and the employer pays an identifiable casual loading to compensate the employee for not having those entitlements (e.g. leave). Simplified additional hours agreements for part-time employees The Bill introduces a new concept for part-time employees called simplified additional hours agreements. This concept’s purpose is to allow some part-time employees to agree to work more than their contracted hours without the employer having to pay overtime.  This will apply to part-time employees who are contracted to work, on average, more than 16 ordinary hours per week, but only if one of the following awards apply to them: the Business Equipment Award 2020; the Commercial Sales Award 2020; the Fast Food Industry Award 2010; the General Retail Industry Award 2020; the Hospitality Industry (General) Award 2020; the Meat Industry Award 2020; the Nursery Award 2020; the Pharmacy Industry Award 2020; the Restaurant Industry Award 2020; the Registered and Licensed Clubs Award 2010; the Seafood Processing Award 2020; and the Vehicle Repair, Services and Retail Award 2020 While the premise is to “simplify” the process, there’s still a myriad of technicalities involved, and many employers may actually prefer the flexibilities that exist in the relevant awards. Miscellaneous Flexible work directions For two years, employers will be allowed to give “flexible work directions” to employees that the employees work different duties or at different locations. The direction must be reasonable in the circumstances and will be effective if it is a necessary part of a “reasonable strategy to assist in the revival of the employer’s enterprise”. Enterprise bargaining There will be some changes to enterprise bargaining that are intended to make the bargaining process easier and make the agreement approval process in the Fair Work Commission faster and less technical. The proposed changes include: giving employers longer to provide the notice of employee representational rights (28 days); the preapproval steps that employers must take to ensure that employees understand the enterprise agreement before they vote will be simplified under an overarching requirement that employers “take reasonable steps to ensure that the relevant employees are given a fair and reasonable opportunity to decide whether or not to approve the agreement”; controversially, provide additional, limited circumstances in which the Fair Work Commission may approve an enterprise agreement that does not pass the better off overall test (BOOT); when considering whether an enterprise agreement passes the BOOT, the Fair Work Commission may only consider rosters that are reasonably foreseeable to be worked, not hypothetical rosters that it is not reasonably foreseeable that employees will ever work; the Fair Work Commission will be required to approve agreements, as far as practicable, within 21 working days; all enterprise agreements must include a term that explains the interaction between the National Employment Standards; franchisees will be able to ask its employees to vote to opt into a single-enterprise agreement that covers other employers in the franchise; and greenfields enterprise agreements for major projects can have a nominal term of up to eight years. Zombie agreements So-called “zombie agreements”, which are collective agreements made before January 1, 2010,  will cease to operate on July 1, 2022. How should businesses be managing the proposed changes? While the Bill is still not yet law, organisations need to prepare for the introduction. Dealing with awards and rules can be challenging, and the introduction of these amendments will likely create a new set of challenges. Keeping up to date with these developments is crucial to understanding what these changes entail and what their impact on operations may be.  Companies can start preparing for the changes by doing a workforce audit. Take a look at your current staff and see whose employment may be affected by the new provisions. Create an action plan and determine further steps or process changes needed to comply once these laws are passed.  It’s also vital to take a look at your business requirements and take the Bill into account. Consider how it will affect your staff management practices moving forward.  Automation will be essential for managing these rules within your organisation. For instance, the casual information sheet could be easily included in the documents you send to new hires during your onboarding process. Most importantly, award interpretation software will be essential when ensuring that these new rules are applied. From creating employee schedules to payroll processing, a system that checks employee conditions against the relevant legislation in real-time will be the only feasible way for Australian businesses to keep up with rapidly changing and increasingly complex award entitlements.  The changes proposed in the Bill may be challenging to navigate, and we’re here to help. If you’re a current Tanda user, we have measures in place to ensure a smooth transition for when these are implemented. If you’re a business that wants to ensure compliance with these rules as you manage your workforce, sign up for a free trial of the system.

What the latest Fair Work Bill means for your organisation

11 December 2020

Employee Performance    |   

One of the critical workforce issues during the pandemic is managing mental health as employees deal with the impact of remote work, reduced hours, and restriction changes. Video conferencing fatigue, blurred lines between home and work life and fear of getting sick are challenges employees contend with as they navigate the pandemic. But as time has passed, coping with these changing restrictions has added greater stresses to both employers and employees.  Restrictions in Australia vary per state or territory. Meanwhile, in the US, restrictions have changed over time in each state; some tightened while others eased up. The UK also imposed a national lockdown again until  2nd December with restrictions likely to continue as the UK introduces a new tier system. More than the impact on operations, such changes also affect employees’ mental health. Employers need to ensure that staff can cope with being back at work when these lockdowns and restrictions are lifted.  Encourage employees to take time off With working dynamics disrupted, employees need to have some space to recharge and cope.  Managers can stay on top of staff time off through a leave management solution. With this in place, approving leave requests and optimising employee schedules based on who is available becomes easier and more efficient.  Adjust working patterns to reduce overworking and minimise contact Rotate teams in groups to prevent overworking and mitigate infection risks. Tanda allows managers to create segmented teams to work on rotational schedules.  Stay transparent and connected It’s vital to make everyone feel that they’re part of a team. Transparency is vital to effective workforce management, especially during this time.  Keep your staff informed and ensure that communication lines are always open for them. Tanda chat allows for instant communication between teams or individuals. It can be used to share essential information, celebrate wins and milestones, and allow everyone to stay connected.  Another way to ensure transparency is by setting custom events via Tanda. It’s ideal for communicating operational changes to the team, such as reduced business hours or roster changes. That information will be visible to the schedule and mobile app, making it easier for staff to stay in the loop. Implement wellness action plans A wellness action plan is a way to spot mental health issues and identify the type of support employees need from their managers and leaders. It acts as a framework for staff to recognize the steps they need to manage their mental health. At the same time, it opens up avenues for managers and employees to work through experiences, address issues, and support the team’s overall wellbeing.  A wellness action plan should have approaches to promote mental health. It should also have ways to identify poor mental health, stress triggers, impact on performance, support needed from leaders, action steps for both employee and manager, and a regular schedule to review the plan.  Companies can also consider subscribing to wellness apps or services to better support their employees’ mental wellness. Services that offer virtual counselling services can help employees cope and process their feelings and experiences, especially during the pandemic.  Establish a support system for leaders and managers Managers and leaders are in a unique position of facing the pandemic and taking care of a team. They equally need a support system that will help them identify best practices for managing their teams. Forming groups or seeking out advice from mentors and other industry professionals is a good first step. 

How to Support Employees’ Mental Health as COVID-19 Restrictions Change

4 January 2021

Awards & Rostering    |   

This year, Australia Day falls on Tuesday, the 26th January.  Unlike previous years, this makes paying staff the correct public holiday pay rates very simple. As the holidays falls on a weekday, there are no make up or additional holidays. Depending on the award they are classified under, staff will only incur additional rates for the day of the 26th. If your business has an enterprise agreement, the rules surrounding holiday rates may be modified by the terms of that agreement. Public holidays penalties apply differently for different staff classifications and awards. 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 similarly to permanent full-time employees, part-time employee’s are entitled to a paid day off, paid out at their normal base rate for their regular hours of work. It\'s worth noting here that an employer isn’t allowed to alter a permanent part-time employees pattern of regular hours in order to avoid a public holiday, and as above, that employee is able to attend work on the public holiday provided they are given the correct penalty rates in exchange. Casual Most awards state that casual employees are entitled to be paid public holiday pay rates, at an increased penalty rate of pay for hours worked on a public holiday. As they are a casual employee they are not entitled to a paid day off, and only receive pay and penalty rates for hours worked on a public holiday. Check your award or agreement for the relevant pay conditions that apply to you and your business. Automatically pay public holiday pay rates correctly If you\'re looking to pay your staff correctly under the modern award or an enterprise agreement, you can use Tanda\'s industry-leading award engine. Tanda’s award engine can automate compliant rostering and payroll for any business, including base rates, overtime, allowances, and higher duties.   Manually pay public holiday pay rates - Rates of pay for popular awards Included below is a table featuring common industry awards and their respective penalty rates for public holidays, you may use these as a pay guide, but keep in mind that these rates may vary depending on your organisation\'s enterprise agreements and other factors such as position and level of employment. 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 pay Australia Day Public Holiday Pay Rates 2021

2 January 2021

Awards & Rostering    |   

The Federal Government has recently released the Fair Work Amendment (Supporting Australia’s Jobs and Economic Recovery) Bill 2020. It is crucial that organisations understand what these potential changes entail, as they will need to plan accordingly should the Bill be passed into law.  Below we’ll be summarising the proposed changes and what they mean for Australian employers. Criminalising underpayments Dishonest and systematic underpayment of employees will be criminalised. Individuals can be subject to a maximum penalty of $1.1 million and/or imprisonment for up to four years. Meanwhile, corporations can face a maximum penalty of $5.6 million per contravention.  Significant increase in maximum penalties for underpayments The Bill will also significantly increase the maximum value of the penalties for “remuneration-related contraventions”, like underpayments and making unlawful deductions. Not only will base penalties increase by up to almost $100,000, but the maximum value of the penalty may now also be a multiple of the underpayment, if that exceeds the maximum base penalty.  The Fair Work Commission will also be empowered to conciliate and arbitrate small underpayment recovery claims.  Casual employment There are various changes to casual employment under the Bill. These are: New definition A new definition of casual employee will be added to the Act. It essentially says that a person is a casual employee if they accept employment without a firm advance commitment to continuing and indefinite work according to an agreed pattern of work.  Conversion to permanent employment Furthermore, casual employment can be converted to permanent employment. Unless an exception applies, employers will be required to make an offer to a casual employee to convert to permanent employment if: the employee has been employed for 12 months;  during at least the last 6 months, the casual employee has worked a regular pattern of hours on an ongoing basis; and the employee could continue to work those hours without significant adjustment. Casual employment information statement The Fair Work Ombudsman will be required to prepare a new Casual Employment Information Statement. Employers must give this statement to casual employees when they start their employment.  Casual loading “double-dipping” The Bill contains new sections intended to fix the outcome of the Workpac double-dipping cases. A court must set off an identifiable casual loading against any entitlements owed by the employer to an employee if: the employment was described as casual employment, but the employment was actually permanent employment (like in the Workpac cases); and the employer pays an identifiable casual loading to compensate the employee for not having those entitlements (e.g. leave). Simplified additional hours agreements for part-time employees The Bill introduces a new concept for part-time employees called simplified additional hours agreements. This concept’s purpose is to allow some part-time employees to agree to work more than their contracted hours without the employer having to pay overtime.  This will apply to part-time employees who are contracted to work, on average, more than 16 ordinary hours per week, but only if one of the following awards apply to them: the Business Equipment Award 2020; the Commercial Sales Award 2020; the Fast Food Industry Award 2010; the General Retail Industry Award 2020; the Hospitality Industry (General) Award 2020; the Meat Industry Award 2020; the Nursery Award 2020; the Pharmacy Industry Award 2020; the Restaurant Industry Award 2020; the Registered and Licensed Clubs Award 2010; the Seafood Processing Award 2020; and the Vehicle Repair, Services and Retail Award 2020 While the premise is to “simplify” the process, there’s still a myriad of technicalities involved, and many employers may actually prefer the flexibilities that exist in the relevant awards. Miscellaneous Flexible work directions For two years, employers will be allowed to give “flexible work directions” to employees that the employees work different duties or at different locations. The direction must be reasonable in the circumstances and will be effective if it is a necessary part of a “reasonable strategy to assist in the revival of the employer’s enterprise”. Enterprise bargaining There will be some changes to enterprise bargaining that are intended to make the bargaining process easier and make the agreement approval process in the Fair Work Commission faster and less technical. The proposed changes include: giving employers longer to provide the notice of employee representational rights (28 days); the preapproval steps that employers must take to ensure that employees understand the enterprise agreement before they vote will be simplified under an overarching requirement that employers “take reasonable steps to ensure that the relevant employees are given a fair and reasonable opportunity to decide whether or not to approve the agreement”; controversially, provide additional, limited circumstances in which the Fair Work Commission may approve an enterprise agreement that does not pass the better off overall test (BOOT); when considering whether an enterprise agreement passes the BOOT, the Fair Work Commission may only consider rosters that are reasonably foreseeable to be worked, not hypothetical rosters that it is not reasonably foreseeable that employees will ever work; the Fair Work Commission will be required to approve agreements, as far as practicable, within 21 working days; all enterprise agreements must include a term that explains the interaction between the National Employment Standards; franchisees will be able to ask its employees to vote to opt into a single-enterprise agreement that covers other employers in the franchise; and greenfields enterprise agreements for major projects can have a nominal term of up to eight years. Zombie agreements So-called “zombie agreements”, which are collective agreements made before January 1, 2010,  will cease to operate on July 1, 2022. How should businesses be managing the proposed changes? While the Bill is still not yet law, organisations need to prepare for the introduction. Dealing with awards and rules can be challenging, and the introduction of these amendments will likely create a new set of challenges. Keeping up to date with these developments is crucial to understanding what these changes entail and what their impact on operations may be.  Companies can start preparing for the changes by doing a workforce audit. Take a look at your current staff and see whose employment may be affected by the new provisions. Create an action plan and determine further steps or process changes needed to comply once these laws are passed.  It’s also vital to take a look at your business requirements and take the Bill into account. Consider how it will affect your staff management practices moving forward.  Automation will be essential for managing these rules within your organisation. For instance, the casual information sheet could be easily included in the documents you send to new hires during your onboarding process. Most importantly, award interpretation software will be essential when ensuring that these new rules are applied. From creating employee schedules to payroll processing, a system that checks employee conditions against the relevant legislation in real-time will be the only feasible way for Australian businesses to keep up with rapidly changing and increasingly complex award entitlements.  The changes proposed in the Bill may be challenging to navigate, and we’re here to help. If you’re a current Tanda user, we have measures in place to ensure a smooth transition for when these are implemented. If you’re a business that wants to ensure compliance with these rules as you manage your workforce, sign up for a free trial of the system.

What the latest Fair Work Bill means for your organisation

11 December 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

Industry Insights

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How to lodge a tax declaration form online (TFN)

This guide explains how to lodge a tax declaration form, to the Australian Taxation Office (ATO) online without having to print, type, or scan a thing.  Firstly we describe the traditional method using the ATO business portal. Then, a new, faster, and easier method using ATO compliant digital onboarding software.    Option 1 – The […]

3 Common Problems Managers Face in Child Care (And How to Solve Them)

When managers come to work the last thing they want to do is to get caught up in tedious and avoidable problems related to running the centre. The health and learning of children come first, and time spent devoted to unnecessary administrative or operational tasks only serves to take away from that. So you can […]

Awards & Rostering

See more

How to pay Australia Day Public Holiday Pay Rates 2021

This year, Australia Day falls on Tuesday, the 26th January.  Unlike previous years, this makes paying staff the correct public holiday pay rates very simple. As the holidays falls on a weekday, there are no make up or additional holidays. Depending on the award they are classified under, staff will only incur additional rates for […]

What the latest Fair Work Bill means for your organisation

The Federal Government has recently released the Fair Work Amendment (Supporting Australia’s Jobs and Economic Recovery) Bill 2020. It is crucial that organisations understand what these potential changes entail, as they will need to plan accordingly should the Bill be passed into law.  Below we’ll be summarising the proposed changes and what they mean for […]

Product Updates

See more

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.’ […]

Employee Onboarding: Collecting staff details made paperless (updated for 2019)

Introducing Tanda’s New Employee Onboarding feature! Tanda’s Employee Onboarding Feature is the paperless way to collect all those necessary staff details such as Tax file Numbers and Super Choice forms, without the hassle of scanning and signing forms, or chasing new staff for paperwork. Through Tanda, managers will now be able to onboard new staff […]

Events & Media

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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 […]

Forging the Workforce of the Future: Can you reduce the turnover rate?

Are employees leaving faster than you can recruit them? You might not be alone. Consulting firm Robert Half found that in 2018, more than 67% of Australian employers say the turnover rate has risen in the past 3 years. In fact, the average turnover rate is 15% every year. Turnover occurs when an employee chooses […]

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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