New upgrades to Tanda leave management
Keeping track of multiple leave requests for your staff can be tricky, but with Tanda’s new leave management upgrade it’s simple. Watch the video below to see how it works…
On May 9th 2016 we will be releasing a big upgrade to the way you can manage staff leave in Tanda. These updates will make it much easier to approve or decline requests and appropriately communicate these outcomes with your staff.
Key leave management features
- Staff can enter leave requests through the employee portal. These requests are automatically added into the pending leave list and managers are notified by email.
- Managers can approve or decline requests all from one spot. The outcomes of each request are then sent to staff via email.
- A simple colour coding system is used to organise all leave requests (orange: pending, green: approved, red: declined).
- A powerful date filter allows you to view requests within specific date ranges (including: current pay period, last pay period etc.).
- Seamless integration with your payroll software, means that the requests in Tanda will be pushed to your payroll software with your timesheet export.
When we release the new leave upgrades simply click to the Leave item from your menu to get started.
How to use Leave in Tanda
For staff and managers
Extra detail for payroll managers
Product Updates |
Big upcoming leave management upgrade
We’re working on some big improvements to the Tanda leave management module we thought you might like to hear about. After a lot of feedback from our customers, we’ve found three reasons to build a fully fledged leave management module. Leave is universal. All permanent staff take leave. It’s a core, but often poorly managed, interaction between businesses and employees. It’s expensive, but all too easy, to poorly plan and administer leave. What are we building? Here’s a mockup from one of our designers, which should give you an idea of some of the features we’re working on… For Managers and Business Owners One place for all leave requests, that integrates with timesheets and rosters. Contextual information to help you decide if you should approve or deny a leave request. You’ll be able to edit leave details (like dates, hours, and the tag to export to payroll) when approving leave requests. A simple way to email the reason for approving or rejecting the leave request from inside Tanda. For Payroll Managers One place to review all leave for the current pay period. Easy to make corrections to leave before you export it to your payroll system. Gives you a full audit trail, with reasons and notes on every leave request. For Employees Saves you filling out a paper form to request time off. Gives you the best chance of having the time off you want approved. Prevents you from being rostered on when you are on leave. What aren’t we building? We aren’t tracking how much leave employees are entitled to (also known as leave balances). Your payroll system needs to be the single source of truth for this information. That said, if you use MYOB AccountRight Live or Xero, we are able to import a copy of the leave balance at the end of the last pay run, so at least you’ll have that as a guide. We also have lots of ideas on how to make rostering around leave easier, which we plan on building once this approvals queue is done! When is this coming? Keep an eye out over the coming months for details on how you can see previews of proposed changes. In the meantime, we would love to hear and feedback you may have about the current leave management process. You can either email this through to firstname.lastname@example.org or email your Tanda account manager.
Industry Insights |
Are casual employees entitled to paid annual leave?
The Federal Court decided, for the second time in two years, that an employee of Workpac was entitled to paid leave even though Workpac had classified the employee as a casual. The case doesn’t mean that all casual employees are automatically entitled to the same leave benefits as permanent employees. However, you do need to understand the decision to avoid the same traps as Workpac. What does the Fair Work Act say? Under the Fair Work Act, casual employees aren’t entitled to some benefits of permanent full-time or part-time employment (e.g. annual leave, sick leave, carer’s leave). The problem is that the Act doesn’t define when someone will be a casual employee. In the recent Workpac decision, the Federal Court had to interpret what the Act means by the term “casual employee”. Hasn’t the Fair Work Commission decided this already? Under virtually all modern awards, and many enterprise agreements, a casual employee is anyone “engaged and paid as such,” or some similar phrase. This expression has resulted in many employers reasonably thinking that an employee is a casual, and so not entitled to paid leave, if they are paid a casual loading and clearly engaged as a casual worker. However, the Federal Court had already decided in an earlier case involving Workpac that an employee was not a casual employee under the Act just because they are a casual employee under a modern award or enterprise agreement. When is someone a casual employee under the Act then? This is still pretty murky, just like the distinction between independent contractors and employees. The Federal Court set out a list of imprecise factors that they use to help guide their decision. The closest a judge came to a definition of casual employee under the Act is “an employee who has no firm advance commitment from her or his employer to continuing and indefinite work according to an agreed pattern of work”. In the Workpac case, the employee was not a casual employee under the Act because: his contracts said he was a casual employee, but also guaranteed (for both his and Workpac’s benefit) that he would turn up to work 38 hours per week. The description of his employment as “casual” in the contract was overtaken by other clauses that pointed to him being a permanent employee; and practically speaking, he had a regular roster pattern in the mining industry that was set well in advance. What should I be looking for? Casual employment usually has most or all of the following characteristics: no employer promise (e.g. in the employment contract) to engage and pay the employee; likewise, no employee promise to perform work if that is offered by the employer; engagements of the casual employee that are irregular, unpredictable, uncertain, discontinuous and intermittent; employment “by the hour” (e.g. paid an hourly rate, with the employment terminable on an hour’s notice). Employers use Tanda to help identify these key considerations. Its compliance features confirm how far in advance each shift was rostered, how consistent an employee’s earnings have been, and how regular their working patterns are. Get started with a free 14-day trial account.