Are your staff qualified to work?
Knowing when staff are working is one thing, but knowing that staff are qualified and competent can add a huge reassurance for employers.
Industries such as hospitality, childcare and medical services are required to track staff qualifications to meet legal compliance regulations. In addition to recording staff qualifications, childcare centres are required to display staff qualifications on the roster.
Why it’s important to keep a record of staff qualifications
Qualification compliance arises as an issue for businesses, as some jobs legally require the specific qualification and knowledge to perform a certain task or responsibility.
For example: Bartenders must obtain a Responsible Service of Alcohol certification (RSA) before being able to legally work behind a bar and serve alcohol to patrons. If they also work in food production, then they may be required to hold a food safety certification as well as First Aid/ CPR certificate.
A childcare worker must hold a valid Working With Children certification to be able to work in an environment where children are present. In addition to this, they may be required to hold a certificate in education, as well as various health safety certifications such as First Aid/ CPR, Anaphylaxis and Asthma certificates.
Tracking and implementing qualification compliance measures can present numerous problems for businesses who may not have the resources, time or technical capability to keep track of all staff qualifications, including when the qualifications expire.
Tanda simplifies qualification compliance
Tanda’s qualification feature assists employers to effectively record, track and roster their staff while meeting their qualification compliance requirements.
Qualification documentation can be uploaded to individual employee profiles to indicate the competency of the individual. Teams within Tanda can then also be restricted based on employee qualification type, ensuring that every individual working within the specific team is adequately qualified for the job. For example, an RSA could be the prerequisite qualification for the Bar team, meaning that anyone working within the Bar, from bartenders to glassys, would need to be fully qualified with an RSA.
Employers can use the qualification feature to enhance rostering for smarter and more compliant workforce management. Staff are able to easily and quickly view qualifications on the roster, in addition to details such as team and location. Managers will also be alerted to expiring qualifications on the roster; receiving alerts before the qualification expires, and subsequently once it has.
Tanda makes it easy for Employers to keep track of staff qualifications, as it’s all stored electronically in one secure location in Tanda. By displaying staff qualifications on the roster, alerting managers to encroaching expiry dates and enabling qualification specific teams Tanda makes it easy for employers to be compliant.
Visit the Tanda Help Site for more information on setting up employee qualifications in Tanda.
Industry Insights |
Change Might Be Coming to Hospitality and Retail Owners
This one is looking at all you Food Produce and Hospitality business owners out there in the Tandaverse. It has been announced that the Senate will launch an inquiry into the Australian Wine Industry. Tanda users in wine country, also known as South Australia, may have already heard South Australian Senator Anne Ruston moved for the inquiry to see if there’s a market failure. This means having a look at that transition from vineyard to restaurant. In true politician style, Senator Anne Ruston says things are going well for the wine industry in Australia, but there may be opportunities we have missed and certain factors going against us. This is all very vague and contradicting. Managers and business owners out there know hearsay is useless for your growth. Facts and numbers are the things most important to you. So what does all this actually mean for you? Well, what is unusual in politics is that it seems all sides of government are for the inquiry. Senate has reported that though the broad-ranging report is still in the process of conception, it would take a look at the power and influence of retailers and wholesalers of Australian wine in domestic and international markets. Not only will it uncover information beneficial to retailers, it’ll examine existing policies like the Wine Equalisation Tax. Though it’s quite apt that the policy is named WET, refrain from wetting your lips to celebrate just yet. Things could be in the process of changing for better or worse. But this is only part of a bigger picture. Free Market Trade agreements are on the table now making it an exciting time for Australian business owners. Tanda, and we’re sure you guys too, are very keen to see how this inquiry unfolds in the near future and beyond.
Industry Insights |
The case for small business tax reform
“Can I pay you earlier?” It’s pretty unusual for someone to ask to pay for something sooner than they have to. Yet, this is what’s happening at an astonishing volume all around the country in June. This is the only time of year when people care about timing more than pricing. Everywhere in Australia, offices are upgrading their computers, restaurants are ordering extra stock and tradies are buying new tools. And they need it done this week. This flurry of economic activity looks like a strange and wonderful occurrence at first glance. Just what the economy needs! At least until you think about the maddening cause of this last minute rush to spend spend spend. It’s tax time. The whole purpose of this mad rush is to rack up as many tax-deductible expenses as possible before tax time on June 30. I’m all for tax planning, but this madness isn’t good for anyone, nor is it necessary. The mechanics of the tax system that causes this otherwise irrational behaviour is infuriating. Company tax is often misunderstood in Australia. We have what’s called a dividend imputation system. Under this system, private individuals get credits for income generated by companies which have already paid tax. In simple terms, if Company X makes $100 profit and pays $30 tax, company shareholders can get a $30 credit on their tax bill. In Australia, the ultimate calculation for who pays tax lies with the individual, not with the company. Under the imputation system, a cut to company taxes by 20% would result in a corresponding increase in personal income tax. For small business owners, the choice is usually whether to pay tax inside the company, or as an individual. If company taxes were lower, what would the consequences be? There would simply be more money left over after tax time to reinvest in the business. Wouldn’t it be better if at the end of the year a tradie who made $100,000 had the option of either paying $30,000 tax for their personal income or using that windfall to employ an apprentice? This way increased profits would grow the size of the taxable pie. That’s what would happen if company tax rates were 0%. Contrary to popular political discourse, a cut in company tax rates in Australia won’t line the pockets of wealthy business owners. It will stimulate a new wave of investment across the economy. People start small businesses because they’re optimistic about the future and willing to invest in our economy. Small business owners must make smart investment decisions to survive. Every time a tradie re-tools, they are investing in their own productivity. These incremental gains are what makes an economy grow. We’re talking a lot about innovation at the moment at all levels of Government. What is it that will drive Australia’s economy forward? Surely the fastest route to driving a new wave of investment in innovation across our nation is to distribute the responsibility of investing to those closest to the problems – small business owners. It seems obvious, yet we purposely stifle investment in productivity every day with company tax. Tax cuts for small business are the fastest and clearest route to innovation without monumental government waste. It’s time for a serious talk about small business tax reform.
Industry Insights |
The Curious Case of the Million-Dollar Oxford Comma
In one of those situations that almost seems too bizarre to be true, the First Circuit of the United States Court of Appeals has handed down a 29-page judgment centered around the absence of a single Oxford comma. Yes, you read that right. This opening, from Circuit Judge David Barron, reflects the almost comical circumstance that has seen the case brought before him. On the surface, the case seems simple enough. Five delivery drivers for the Oakhurst Dairy company have filed suit for unpaid overtime wages. They argue that, as delivery drivers, they were not included in a list of exemptions to Maine’s overtime laws, and that therefore they should have been paid overtime by the company. The company is disputing this. However, this is where the lack of Oxford comma becomes problematic. The wording in the statute takes the form of a list: “The canning, processing, preserving, freezing, drying, marketing, storing, packing for shipment or distribution of” certain materials. Any grammar fanatic can immediately see the problem there. Without the Oxford comma, the sentence can be read that only those who pack for either shipment or distribution of the materials are exempt to the law, and not those who actually distribute the items. However, if the Oxford comma is inserted between the words “shipment” and “or”, the sentence takes on an entirely new meaning: that the distribution of the material – that is, those doing the actual delivering – are included in the list of exemptions. The absent comma means that the statute of law is immediately made ambiguous in its interpretation. This would be laughable if it did not also have serious ramifications. In this case, in the argument over the interpretation alone, we have seen both a hearing – where the judge ruled for the company – and an appeal, which was ruled in favour of the drivers. No less than four judges have been tied up in this case, and both parties have retained legal advice at an undoubtedly significant cost. The original suit was filed in May 2014, meaning that this dispute has been going on for nearly 3 years – and this is before the issue of the actual overtime is argued. The final settlement is yet to be decided, but it could cost the company nearly $1 million in unpaid overtime A 3-year legal battle over the lack of an Oxford comma could see HR managers across the globe scrambling to check on their own processes, to ensure they have their own “t”s and “i”s properly crossed and dotted. And if just one missing comma can produce such a protracted argument, what other potential issues lie in wait, written into the laws of the country and waiting for a keen-eyed grammarian to point them out? How does a little bit of overtime add up to $1,000,000? 6 years of underpayments (statute barred) 10 hours of overtime time per employee per week Approximately 80 Employees $4 underpayment for every hour of overtime worked (50% premium on $8 minimum wage) Total: $998,400 About Tanda Tanda is workforce management software that manages overtime and labor law regulation so that businesses can get the most our of their workforce.